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Comprehensive Succession Planning – Preparing the Next Generation for Success

机译：全面的继任计划–为成功的下一代做准备

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The Metropolitan Water District of Southern California (Metropolitan) provides about one-half of the raw and treated water demands of over 18 million people living within a 5,200 square mile service area along the California coastal plain. In 2012, Metropolitan’s Engineering Services Group (Engineering Services) projected that it will experience 50% turnover of its workforce by 2022, primarily due to retirements. Engineering Services is meeting this challenge by refining its workforce development strategies to assure that the organization will thrive throughout this decade of high turnover. This paper presents an overview of Engineering Services’ two-part approach to succession planning: Workforce Development, which focuses on developing existing staff, and “Career Launch,” which focuses on new recruits. The Career Launch program has proven valuable in bringing new employees up to speed quickly and guiding them towards a path of sustained high performance.
机译：南加州大都市水区（大都市区）提供了生活在加利福尼亚沿海平原5200平方英里服务区内的1800万人中约一半的原水和已处理水需求。 2012年，大都会工程服务集团（Engineering Services）预计，到2022年，它将主要由于退休而使其员工流动率达到50％。工程服务部通过完善其员工发展战略来应对这一挑战，以确保该组织将在这十年的高营业额中蓬勃发展。本文概述了Engineering Services的接班人计划的两部分方法：“劳动力发展”侧重于发展现有员工，而“职业发展”则侧重于新员工。事实证明，职业发展计划对于使新员工快速成长并引导他们迈向持续性高绩效之路非常有价值。

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