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Title: Succession Planning for Small Transit Systems
Accession Number: 01156983
Record Type: Component
Availability: American Public Transportation Association 1666 K Street, NW, Suite 1100 Abstract: It is an inescapable fact that the leaders of a transit system will one day leave the organization. Whether it is through retirement, new opportunities or something unexpected, these eventual departures will force the execution of a succession plan. In theory, succession planning is fairly straightforward – ensure consistency and success in an organization in the long term through well-planned and seamless transition of leadership. Institutional knowledge will be retained and business will continue without interruption. In practice, though, succession planning is an often difficult process that is affected by a large number of factors. Corporate culture, political environment, geographic location, financial resources, size of the organization and resistance of the leaders who will someday be replaced are but a few of the things influencing the development of a succession plan. It is clear, however, that the impact on a transit system and the customers it serves could be devastating if leaders depart without a plan in place. It’s hard to argue against the concept of succession planning. But how does a small transit system approach the succession planning process? Large transit systems generally have the personnel and finances necessary to develop future generations of leaders. Small systems usually have small staffs and small budgets. In some cases the system is run by just one or two people. However, there are a number of ways for small systems to address the succession issue. For example, if leadership development plans cannot be implemented due to lack of staff, then a general plan for interim leadership and a set recruitment process for the permanent leader will satisfy the need. No time will be wasted and the organization, customers and community will be better served. It’s easy to say that there are too many barriers for a small transit system to implement effective succession planning. In reality, it just takes a new way of thinking to make it happen. The goal of succession planning is almost always the same but there is no standard way to reach that goal. Small transit systems have to embrace this and utilize the many resources in their possession to help guarantee the continued success of their operations.
Monograph Title: Monograph Accession #: 01157862
Language: English
Corporate Authors: American Public Transportation Association 1666 K Street, NW, Suite 1100 Transportation Research Board 500 Fifth Street, NW Authors: Johnson, AndrewBloedow, KariPagination: 3p
Publication Date: 2009
Conference:
Bus & Paratransit Conference & International Bus Roadeo/Bus Rapid Transit Conference
Location:
Seattle WA, United States Media Type: CD-ROM
TRT Terms: Uncontrolled Terms: Subject Areas: Administration and Management; Finance; Public Transportation
Files: TRIS, TRB
Created Date: May 10 2010 3:01PM
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