ASTSWMO Annual Meeting & Tanks Regulations Forum

Succession Planning Presented by Cindy Money [email protected]

Employee Retirement Eligibility Total # of Ohio EPA Employees = 1,079 Over the Next Five Years: 48% are Eligible to Retire 265, 26% #Years: Immediate

61, 6%

#Years: One #Years: Five

192, 18%

Employee Services • Work with the Ohio Department of Administrative Services on a Yearly Basis to Develop Workforce Plans to Address Knowledge Management • Work with all Ohio EPA Divisions to Identify Critical Positions and Develop Knowledge Transfer Plans • Goal is to have the Right Leadership and Talent in Place to Fill those Critical Positions

Employee Services • Exempt Employees Identify Critical Tasks/Activities – Identify Critical Knowledge, Skills or Abilities Necessary to Complete those Critical Tasks and Activities – Develop Plans to Transfer that Knowledge

• Document Standard Operating Procedures for Critical Bargaining-Unit Positions

Office of Environmental Education • National Engineers’ Week Future City Competition • State Science Day

• Local and District School Science Fairs • Earth Day Festivities and Watershed Festivals

• Teacher Professional Development Conferences • Ohio Farm Science Review Event

• Take Our Children to Work Day

Environmental Career Ambassador Network • Ohio EPA Partnership with the Ohio State University School of Environment and Natural Resources and the Environmental Education Council of Ohio (EECO) • Goal is to Recruit at Least 500 Volunteer Environmental Career Ambassadors Statewide • Designed to Bring Environmental Scientists and Engineers from Business, Industry, Government Agencies and the Nonprofit Sector into Classrooms and Career/Technical Centers to Explain their Job Responsibilities, Education and Training

Environmental Professionals Network (EPN) • Provides an Online Bridge Linking Schools with Practicing Professionals • Members have Access to Job Tools and Resources

– News and Current Event Information from Related Organizations – Latest Research Reports with a Search Function to Find Participants for Special Projects – Monthly Networking Events – Access Website at http://epn.osu.edu/

“Developing Excellent Agency Leaders” • DEAL Training Program was Created in 1998 to Prepare Employees to Fill Management Positions as People Retire • As of Today, the Majority of Senior Leaders at Ohio EPA Participated in the DEAL Training Program • DEAL Program Underwent Revision Last Year, now Referred to as the “New DEAL” Training Program

“Developing Excellent Agency Leaders” • Needs Assessment Survey was Conducted • Focus on Communication, Building Trust, Coaching, Team Building, Effective Meetings, Change Management, Strategic Thinking, Project Management and Managing Generational Diversity • Monthly Application of Skills Component • Building Agency Network of Leaders

• Retain Employees by Offering Career Advancement Opportunities

Succession and Long-Term Planning Questions 

1. A. How do we recruit our future State regulator leaders, does it make sense to not just screen and hire people on their technical skills, but should we also delve deeper into soft skills that can be refined into developing future leadership? B. What are you currently doing to help develop soft skills in those people that have been hired to fill the more technical positions?

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2. A. What does the future leader look like, what defines the next generation of successful leaders in both ASTSWMO and our State programs? B. What are you currently doing to identify and help develop the next generation of successful leaders?

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3. A. Is there a way to share across the States successes and best practices in the development of both technical staff and future agency leaders? B. Can ASTSWMO play a role in this effort?

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4. A. For the millennials in the audience (let’s say those under 35), what motivates you to continue working in State government and what defines your success 10 years from now? B. For the non millennials what are the types of key goals you hope to accomplish, as you continue to progress through your careers?

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5. A. Can States share some examples of how you are minimizing organizational brain drain while maximizing knowledge sharing as you face retirements? B. How are you accomplishing the transfer of knowledge? What are some of the obstacles and how are you addressing those obstacles?