2010 Annual Report - Maryland State Highway Administration

Organizational Effectiveness
VI
35 employees are involved in the Highway Maintenance Succession
Planning and Development Program to prepare employees for filling future
specialized maintenance leadership vacancies;
188 individual development activities (such as training classes, on-the-job
training, mentoring, job shadowing, participating on task force/teams, etc.)
have been completed by program participants to ensure their
developmental needs are being met;
Under a federal Transportation Education Development Pilot Program
grant, the following deliverables have been completed: Corporate
University’s Best Practice Report, Maintenance Career Handbook,
Percentage of Vacant Allocated PINs
10%
8%
6%
4%
2%
0%
2006 2007 2008 2009 2010
Fiscal Year
Achieved Goal
Maintenance Training Analysis Report, and a maintenance skills assessment
(analysis underway);
Four leadership development programs helped develop SHA’s succession
program and future leaders in FY 2010; the Graduate Engineers Training
Program which graduated 100 students, the Advanced Leadership Program
with 22 graduates, the e-LEAD program with 60 graduates and New
Supervisor Training Program with 66 graduates.
SHA University
SHA University provides the strategic mechanism for delivery of the agency’s
required training programs. This nationally-recognized award winning model
identifies curriculums for each functional classification for career progression.
More than 94 percent of SHA employees have a professional development plan
in place for FY 2011, our highest rate ever. In addition, through SHA’s R.O.A.D.
Scholar e-learning portal, online learning has been adopted to a greater degree
to provide a wider array of training on demand, in less time at reduced cost.
Core training continues to be a priority with more than 4,000 completions with
a majority of the employees completing the training online. Course evaluations
indicate 90.1 percent of employees said courses met their training needs; 84
percent noted that online courses are an effective way to learn.
Training Process Improvements
Piloted the combination of assigned testing sites and assigned testing
packets with SIGMA (MDOT’s applicant tracking database) auto-generated
identification numbers in lieu of social security numbers for FMT IV, FMS I,
ARME and RME testing;
Implemented an evaluation program database for SHA’s New Employee
Orientation pre/post surveys to share results of the surveys and measure
the success of the orientation;
STATE HIGHWAY ADMINISTRATION | FY 2010 Annual Report 53