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Pages 64-70

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From page 64...
... 64 Material from Chapters 5 and 6 have been combined into a QRG that is a step-by-step process allowing agency officials (primarily human resource and planning managers) to identify prospective planning KSAs in light of current and future driving forces that will influence agency planning needs.
From page 65...
... Introduction to the Talent Management QRG 65   Example A planning manager wants to assess her planning unit's capabilities and competencies given emerging planning needs based on the Tool's external and internal influences and the related KSAs that might be relevant to her unit. She selected the General Planner position in the Tool and filled out the KSAs that she felt were necessary (using Table 14)
From page 66...
... Figure 10. Comparison of planning unit knowledge areas and those of current staff.
From page 67...
... Figure 11. Assessment of individual position KSAs.
From page 68...
... 68 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners The primary strategy for this position (assuming the manager does not want to hire a new person) is to develop a training/professional development plan for the person holding this position.
From page 69...
... Introduction to the Talent Management QRG 69   Figure 12. Use of QRG for hiring.
From page 70...
... 70 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners presented in Chapter 6: overall talent management strategy, recruitment, professional development, and retention. Each of these phases is further defined with specific actions or factors as noted in Table 18.

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