Talent-Building Tips He added that another beneficiary of
Beaver’s mentorship is Rusty Bingham, a former supervisor at Beaverton and now the executive director of transportation for neighboring Hillsboro School District. Other types of roles may be more chal- lenging, Petrovic noted. For example, crafting succession plans for skilled-trade positions, particularly mechanics, can be difficult. “There’s been less interest in pursuing
some of these careers in recent years, mak- ing it increasingly difficult to attract and develop qualified candidates,” he said. “This creates challenges when planning for future vacancies, even when retirements or depar- tures are known well in advance.” Providing different types of experiences
can also support succession planning, said Michael McClure, director of transportation services for Fayetteville Public Schools in Arkansas. Cross-training is not only encour-
Peninsula School District’s Dawnett Wright offers the following tips for building and retaining transportation talent: • Be intentional. Do not wait until you have a retirement announcement, a resignation, or an operational crisis to begin developing people.
• Take an honest look at your department. Ask yourself: If a key employee were gone tomorrow, who could step in? Which processes are documented? Which employees are ready now, which could be ready with development, and where do we have no depth at all? That assessment may be uncomfortable, but it is necessary.
• Get to know the strengths and goals of your employees. Some staff members may have leadership potential but need encouragement or an opportunity to build confidence.
•
Invest in your people before they are ready to leave. Recognize good work. Communicate clearly. Provide meaningful training.
• Make succession planning part of normal operations, not a confidential conversation reserved only for senior leadership. Crosstrain staff and build mentorship into your culture.
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