Succession planning is dustin prepared
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Succession Planning: Is Dustin Prepared?. Agenda. Employee Statistics. Position Breakdown. Recommendations. Retirement Eligibility. Background. Background. Increase in work = need for more workers. Analysis was conducted of current workforce to determine what our needs are & will be.

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Succession planning is dustin prepared

Succession Planning: Is Dustin Prepared?


Agenda

Agenda

Employee Statistics

Position Breakdown

Recommendations

Retirement Eligibility

Background


Background

Background

Increase in work = need for more workers

Analysis was conducted of current workforce to determine what our needs are & will be

Specific focus was given to retirement eligibility

Dustin had a 12.5% increase in business over the past year


Employee statistics gender

Employee Statistics-Gender

Dustin currently employs 70 people


Employee statistics age

Employee Statistics-Age

  • 18 out 70 employees are currently

    retirement eligible, or will be within the

    next 3 to 5 years

  • Dustin needs to have successors in place

    for the 26% of our workforce that will be

    exiting


Position breakdown

Position Breakdown


Succession planning is dustin prepared

Job Titles reflected by Other Category

58% of Dustin’s jobs are filled by one person

  • President

  • Vice President

  • Controller

  • Staff Accountant

  • Chief Estimator

  • Principal

  • Marketing Coordinator

  • HR Specialist

  • Project Engineer

  • Scheduler

  • Receptionist


Position breakdown by retirement eligibility

PositionBreakdownbyRetirementEligibility


Laborers

Laborers

  • 2 people are currently retirement eligible


Superintendents

Superintendents

  • 6 people are currently retirement eligible


Carpenters

Carpenters

  • 7 people are currently retirement eligible


Project managers project administrators

ProjectManagers & Project Administrators

No Project Managers or Project Administrators are currently retirement eligible


Executive staff positions with 2 employees represented previously by other category

ExecutiveStaff & positions with ≤ 2 employees (Represented Previously by Other Category)

  • 3 Employees in this category are retirement eligible

  • Vice President is retirement eligible


Succession planning is dustin prepared

Critical Positions

  • Vice President: Currently retirement eligible

  • Controller: Currently retirement eligible

  • Superintendents: 6 out of 14 are retirement eligible

  • Carpenters: 7 out of 16 are retirement eligible


Years of employment

Years of Employment


Years of employment entire staff

Years of Employment - Entire Staff


Dustin employees average years of employment

Dustin Employees Average Years of Employment

  • 10.3 years is the average length employment for a Dustin employee

  • 4.4 Years is the current market average length of employment


Recommendations

Recommendations


Concerns are we prepared

Concerns & Are We Prepared

  • 26% of our workforce is retirement eligible

  • Unexpected tragedy

  • Successors for Executive positions due to retirement or new career opportunities

  • In-house advancement opportunities – What’s available?

  • Competitiveness in the job market


Succession plan organizational chart

Succession Plan – Organizational Chart


Successors internal candidates

Successors – Internal Candidates

Vice President:

Employee 236

  • Been with Dustin for 19 years

  • Lead Project Manager

  • Most experience with Construction Management and Design Build jobs

  • Meticulous and Detail Oriented


Succession planning is dustin prepared

Successors – Internal Candidates

Controller:

Employee 242

  • Been with Dustin for 8 years

  • Knows the company

  • Performed job when Controller is out of office with flawless performance

  • Working relationships with Dustin’s financial partners


Successors internal candidates1

Successors – Internal Candidates

Superintendents:

Employee 215 & 296

  • Working with Superintendents on regular basis

  • Perform duties when Super is off site

  • Knowledgeable of all rules and regulations

  • Training in order to eventually be promoted to this position


Internal successors training

Internal Successors - Training

What do we need to do to get them ready?

Vice President:

  • Design team preparation

  • Writing contract packages

  • Value engineering

  • Guaranteed maximum proposal

Controller:

  • Budget preparation

  • Interest management

  • Supervisory responsibilities

  • Financial planning


Internal successors training1

Internal Successors - Training

What do we need to do to get them ready?

Superintendent

  • Report writing

  • Schedule management

  • RFI’s

  • Jobsite decision making

  • Supervisory responsibilities


Plan of action budget

Plan of Action - Budget

  • Recruiting budget = $15,000 (ads/job fairs)

  • Salary Budget: broken down by position

  • Vice President $150K

  • Controller $125K

  • Staff Accountant $70K

  • Estimator $75K

  • Superintendent $70K

  • Carpenter $45K

    = $535,000 in total salaries if one person is added

    ** If we utilize internal promotions = $306,000 in total salaries


Succession plan external candidates

Succession Plan – External Candidates

  • Carpenter

  • Superintendents

  • Staff Accountant

  • Estimator


External candidates training

External Candidates - Training

  • Training is dependent on candidate experience

  • Evaluate resume as compared to Dustin job description

  • Emphasize the “Dustin Way” during onboarding

  • What can Dustin learn from the new employee?


Recruitment strategy for external candidates

Recruitment Strategy for External Candidates


Plan of action advertising

Plan of Action - Advertising

1. Washington Post

  • Continue to use to recruit for Project Managers, Superintendents, Marketing Professionals, Project Administrators

  • Average cost is $884 per two Sundays & 30 days on Career Builder

  • Proven track record with this method

  • Reaches out to job seekers in the area we work

  • Allows us to reach online candidates


Plan of action advertising1

Plan of Action - Advertising

2. Careerbuilder.com

  • $419 per ad (more ads placed the lower the rate per ad)

  • Ads last one month online

  • Can be much more descriptive than newspaper

  • Use for mid-level positions and above

    3. LinkedIn

  • $295 per ad (more ads placed the lower the rate per ad)

  • Ads last 30 days

  • Can be much more descriptive than newspaper

  • Only reaches members

  • Use for mid-level positions and above


Plan of action job fairs

Plan of Action – Job Fairs

1. Choice Career Fairs - $1595 each site

  • Two locations – DC & Baltimore

  • 30 days of resume access after event

  • Advertise multiple positions

    2. Virginia Tech Engineering Expo - $1200 for 2 days

  • Opportunity to meet numerous engineering students

  • Recruit for internships and positions


Plan of action colleges

Plan of Action – Colleges

1. Virginia Tech

  • No fee job/internship postings

  • Recruit for engineering, marketing, and accounting

  • Access to student resumes

  • Extremely employer friendly

    2. JMU

  • $25 per job/internship job posting

  • Recruit for engineering, marketing, and accounting

  • Job Fairs yearly for $300 per booth


Plan of action colleges1

Plan of Action – Colleges

3. Frederick Community College

  • Have a Construction Management Program

  • Can utilize for cross training for current employees

  • Seek interns and Assistant PMs/Supers

  • Free job/internship postings for 60 days

    4. George Mason University

  • Marketing, accounting, and civil engineering programs

  • Enhances Dustin’s relationship with GMU

  • Career fairs for interns and job candidates


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