Succession Planning
Tuesday, March 30th, 2010by Mark Foss
March 18th of this year, TriMet announced the planned departure of General Manager Fred Hansen. He is “considering several opportunities to promote greener technology in the transportation field.” Judging by Mr. Hansen’s biography and his success at TriMet over his 11-plus years of service, they are losing a good general manager. No doubt TriMet will find another talented executive, if they haven’t already. However, the departure of this high-profile executive reminds me of big changes on the horizon.
The transit industry has grown tremendously over the last two decades. As gas prices climbed so did ridership. Demand is still high. However, many transit properties are implementing, or are proposing, service cuts due to the recession (See links on Mass Transit magazine’s MT Position blog). Some layoffs have already happened. Existing support positions remain unfilled.
Add to the current transit industry landscape the retirement of the baby-boom generation. In 2008 18.1 percent of the workforce, 16 years old and older, were aged 55 years or older. By 2018, 23.9 percent of the workforce is projected to be 55 years old or older. (Employment Projections Program, U.S. Department of Labor, U.S. Bureau of Labor Statistics). Replacement of a general manager is one thing, but what about his management team, support staff and middle managers?
Agencies have been aware of the need for succession planning for a long time. It appears, however, that few transit agencies have created any succession planning programs. Presently, even regular training budgets are under pressure. High demand for transit services, the expected retirements of senior transit workers and service cuts due to the economy create the perfect storm.
At the 2006 Bus Paratransit Conference succession planning was discussed. An abstract of the conference states: “To have a process in place that identifies the highest performers at all levels then systematically grooms them, ensures that resources are spent toward building a viable leadership bench from which to draw should a key position become available. This is in contrast to the all too common approach to promoting individuals that often relies on “gut feel†and consists of either ad hoc training or “sink or swim†efforts to equip one to take over. One transit GM puts it like this…“succession planning becomes great words to talk about in the boardroom, but not actions. The result (is), someone leaves, retires ‘gets run over by a car’ and we panic in our haste to fill a critical vacancy. We may try to recruit someone from another agency, but in this business, transit professionals are a small and shrinking pool. So we default to promoting someone based on … their longevity with the company and our perception of their knowledge and skills.â€
Of course, there are a few bright spots. There are resources available, if transit agencies can make use of them. Leadership APTA provides a professional development program for transit leaders.  APTA also maintains a resource library.  The National Transit Institute offers transit management courses. There are many other non-transit related resources on leadership, peer reviews, mentoring etc.
There are young professionals working in the industry but we will need more. Mass Transit Magazine recognizes 40 young transit-industry leaders annually.   See MT 2009 for a list Top 40 under 40 (nominations are open for the 2010 class).   In the course of my 24 years in transit, however, there has not been much systematic effort to promote professionalization or preparation positions of leadership. Business as usual won’t work.  Succession planning has to be more than a plan in the boardroom.
The perfect storm is coming.
Mark Foss has more than 24 years experience working for King County Metro Transit. His experience includes work as a bus operator, special ridership coordinator in accessible services and 1st line transit supervisor. Currently, he works as a communications coordinator in the transit control center (TCC). Contact him via LinkedIn.

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