FYI in 45 Inspiring the Next Generation - CDM Smith...Closing Thoughts: Inspiring the Next...
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August 9, 2017 FYI in 45 Inspiring the Next Generation: Mentoring and Workforce Planning Panelists: Susan Crawford Ben Mosher Moderated by: Kelli Burn-Roy
Transcript of FYI in 45 Inspiring the Next Generation - CDM Smith...Closing Thoughts: Inspiring the Next...
August 9, 2017
FYI in 45
Inspiring the Next Generation:Mentoring and Workforce Planning
Panelists:
Susan Crawford
Ben Mosher
Moderated by:
Kelli Burn-Roy
Recording in progress
All phones are on mute
Questions encouraged
Before we begin…
Our Panel
Ben Mosher, PE, BCEETechnical Delivery Manager, Senior Environmental Engineer
Susan Crawford, PE, BCEESenior Vice President, Director of Technical Advancement
Kellene Burn-Roy, PETechnical Services Unit President
ModeratorFeatured Speakers
Today’s discussion will focus on …
Understanding the Importance Mentoring and Workforce Planning
Showcasing CDM Smith’s Successful Programs and How Other Organizations could Apply Similar Approaches
How technology, distance, and generational difference affect mentoring and workforce planning
How do you find, keep and grow an inspired staff?
10-Year Projected Employment Growth in Science and Engineering Occupations
Source: National Science Board, 2016 Science and Engineering Indicators
8.6%
15.7%
9.2% 10.3%
Baby boomers are projected to make up over 40% of the STEM Workforce by 2022
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1992 2002 2012 2022
Labor Force Projections for 2022
16 to 24 25 to 54 > 55
Source: U.S. Dept of Labor, Bureau of Labor Statistics
Strategic Workforce Planning
▪ Right People
▪ Right Place
▪ Right Time
Mentoring
According to Harvard Business Review (Roche):
▪ 65% of the 1,250 top executives listed in the Wall Street Journal had at least one important mentor
▪ Mentored personnel had higher salaries, more rapid promotions, greater achievement of career objectives, and higher job AND life satisfaction.
Can you give us some specific examples of these programs
you’ve introduced?
CDM Smith Structured Mentoring Program
▪ Mentees:▪ 725 mentees enrolled
▪ 82% participation for target staff (Levels 1-4)
▪ Mentors:▪ Approximately 900 volunteers
▪ 675 mentors enrolled across all business units
▪ Total Participation: ▪ ~1400 staff
Keys to Mentoring Program Success
▪ Continuously monitor success of
pairings through direct managers
and firm-wide coordinators
▪ Ongoing education opportunities
▪ Regularly “refresh” pairings to allow
for new or additional relationships
▪ Make sure the program remains
current, relevant and sustainable
Technical Specialist Development Program
What is it?
▪ At CDM Smith, we have three levels of technical
professionals:
▪ Practice level (Grades 4-6)
▪ Mid-master level (Grades 6-8)
▪ Senior master level (Grades 8-10)
▪ This is a 2-year program to aid in developing both
our mid-master and practice level professionals
▪ Rigorous process that pairs one mentor with two
mentees in their technical specialty and includes
development and execution of a detailed 2-year
career development plan tailored to each mentee.
Technical Specialist Development Program (cont.)
▪ Mentees are expected to:
▪ Advance technical expertise
▪ Increase technical
luminescence
▪ Improve networking
▪ Market their specific technical
specialty to support our
business strategy and increase
technical supremacy in the
marketplace
Technical Specialist Development Program (cont.)
▪ Mentees are expected to:
▪ Advance technical expertise
▪ Increase technical
luminescence
▪ Improve networking
▪ Market their specific technical
specialty to support our
business strategy and increase
technical supremacy in the
marketplace
What is the right balance between structured and
unstructured?
Structured and Unstructured Mentoring
What sort of skills are you developing training for –
technical skills or soft skills?
Balance of skill sets
Soft Skills
Technical Skills
How do generational differences come into play?
Generational differences
Our four-generation workforce provides challenges
”Write me” ”Call me” ”Email me” ”Text me”
Seniorsb. 1920-1945
Baby Boomersb. 1946-1965
Gen Xersb. 1966-1979
Gen Yers/Millennialsb. 1980-2000
Mentoring the Gap and What to Consider
▪ Expectations
▪ Career
▪ Communication
▪ Management Style
▪ Feedback
▪ Change
How do you track and reward participation?
CDM Smith President’s Award for Mentoring
How has technology changed mentoring?
Are there things the mentee can teach the mentor?
Do you have any advice for organizations who
are looking to begin or strengthen their programs?
Closing Thoughts: Inspiring the Next Generation
▪ Employees are our greatest asset—invest in them!
▪ Have a formal mentoring program(s)
▪ Use technology to your advantage
▪ Recognize gaps and identify how to fill them
▪ Adapt and change when needed
“Success isn’t just about what you accomplish in life, it’s about what you inspire others to do.”
Contact Information
Ben Mosher, PE, BCEETechnical Delivery Manager, Senior Environmental [email protected]
Susan Crawford, PE, BCEESenior Vice President, Director of Technical [email protected]
Kellene Burn-Roy, PETechnical Services Unit [email protected]
760-710-4687
ModeratorFeatured Speakers
Thank You
