The lafd uses an informal succession plan to prepare candidates to assume the specific roles and responsibilities of a given position. For the most part, this is accomplished through self-selection and not at the direction of the department. Members in the organization choose their career path and move up through the organization through their own self-will. This broad goal is accomplished by providing candidates internal training programs, promotional preparation courses, leadership, and mentored training. To ensure long-term sustainability, this informal network of succession planning needs to be formalized, driven by the organization and tied to its strategic plan. Research question the lafd will lose a large percentage of its workforce to retirements in the next five to seven years.
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Succession 1 19 planning also details processes for transferring institutional knowledge and preserving institutional memory. These plans have been used for decades in the private sector, but are less eid likely to be developed or implemented in the public domain. (Garman glawe, 2004) Preparing future leaders through succession planning requires attention to generational differences. For years, sociologists have reported that significant attitudinal differences exist between members of the Traditionalists (born prior to 1946 baby boom generation (those born between 19 generation X (those born between 19) and Generation y also known as Millennial (those born between 19). Currently all four of these generations are working learn side by side on the lafd. Management experts warn that it is important for managers to know and understand the differences to avoid the conflict and problems that may result, as well as developing methods to ensure that the transfer of knowledge from one generation to the next continue. Over the past 25 years, most of the career positions in the lafd were created and filled by people born between 19 (uflac 2008). These firefighters, due to their youth and number, were largely responsible for establishing the department s culture, operations, and performance levels. Within the next five years, 40 of the command officers and 23 of the workforce will retire, leaving a significant labor and management void. The exodus of baby boom supervisors will require the remaining employees to cope with the stresses of changing cultural climates, in addition to their normative job stresses.
This solemn example illustrates the need for a comprehensive succession plan. Whether it is a foreseeable exit of employees or due to an overnight disaster, either can leave an organization shredder crippled if not dealt with appropriately. Problem statement in the last five years, the los Angeles Fire department (lafd) has seen the mass retirements of tenured experienced personnel, and the hiring of new generations (uflac local 112, 2008). With this pending wave of retirements, the effective transfer of knowledge to a new generation of employees is crucial for the long-term success of the lafd. Succession planning will ensure that this transfer is institutionalized and passed on to that next generation. Succession planning is a plan an organization uses to fill its most critical leadership and professional positions. It involves forecasting vacancies, developing a talent pool, and selecting the right personnel for those critical positions in order to support the organization s strategy.
Finally, to our nation s first responders and to the business men and women who serve our communities and country at home and abroad, your commitment to duty, honor and courage are an inspiration to all. Xiii 17 this page intentionally left blank xiv. Introduction tuesday, september 11, 2001, dawned temperate and nearly cloudless in the eastern United States. Millions of men and women readied themselves for work. Some made their way to the twin towers, the signature structures of the world Trade center complex in New York city. Others went to Arlington, virginia, to the pentagon. (The 9/11 Commission Report, 2004 Page 1) even before the dust had settled and anyone had a chance to grieve, companies and public safety agencies had to face the sobering fact that they had lost key personnel who were on the planes, in the buildings. Experts estimate fuller that the fire department of New York (fdny) lost 4,400 years of experience the day of the attacks (Marquez, 2006).
They kept me focused on the mission and provided a valuable sounding board. I would also like to thank. Chris Bellavita, and Fire captain Alicia welch for their continued support during the program. I would like to thank the entire staff at the naval Postgraduate School s Center for Homeland Defense and Security, as well as the dudley knox Library. You made this educational experience a life-changing event. I am grateful to the los Angeles Fire department and Fire Chief Millage peaks and Fire Chief douglas Barry (ret.) for their support and encouragement. Your leadership and vision provided a clear path for success, and I will apply and share the knowledge, experience, and education I have gained from this program throughout my career.
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Generational Differences (From Lancaster, 2004).15 ix 13 this page intentionally left blank x 14 list of tables table. Data Analysis Chart.49 Table. Lafd succession Planning Assessment Chart.62 xi 15 this page intentionally left blank xii 16 acknowledgments i would like to kalam begin by thanking my eyre beautiful wife, jeanie, for her support during this program. I could have not completed this academic journey had it not been for her guidance and endless encouragement. Her patience and academic coaching sustained me through these past 18 months. I would like to thank my daughters, Chase and Lane, for their motivation and encouragement.
They are the joy of my life and allowed me to remain grounded and focused on what is important in life. I would like to thank my parents, bill and Cristina butler, for instilling the importance of education and family values throughout my life. I would like to thank my brother Bill, and my sisters Cristina and Marie, for the strength and encouragement throughout this program. I would like to thank my thesis advisors,. Robert Josefek and Richard Bergin, for their guidance and support.
Best practices in succession planning private, civil service, government, and military sector private sector civil Services government Military.28. Status quo succession method in the lafd.38. Case study . The united states army.50. The city of plano, texas.52.
New york state department of civil service (new york).55. Succession planning guide for the los angeles fire department.59 vii 11 vii. Four-point plan assessment development Identification Selection.66 list of references.69 initial distribution list.75 viii 12 list of figures figure. Median Age of the. Population, (From Urban Institute, 1997).10 Figure. Population Trend, by Age, (From Urban Institute, 1997).11 Figure. Labor Force, (From Urban Institute, 1997).11 Figure.
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V 9 this page intentionally left summary blank vi 10 table of writings contents. Argument: main claims, warrants, evidence and challenges.3. Significance of research.4. History of succession planning.5. Broad objectives of succession planning benefits of Succession Planning Identification and development Current Implementation of Succession Plans at the lafd.8. Generational difference in the workplace managing a multi-generational Workforce.12 iii. The role of leadership in succession planning.17. The role of the first line company officer.19.
Security classification of abstract unclassified. Limitation of abstract nsn standard Form 298 (Rev. 2-89) Prescribed by ansi std uu i 5 this page intentionally left blank ii 6 Approved database for public release; distribution is unlimited succession planning in homeland security how can we ensure the effective transfer of knowledge tew generation of employees? Butler Assistant Chief, los Angeles Fire department Criminal Justice management (B.S. Union Institute and University, 2008 Submitted in partial fulfillment of the requirements for the degree of master of arts in security studies (homeland security and defense) from the naval postgraduate school march 2010 Author: Patrick. Butler Approved by: Robert Josefek thesis Advisor Richard Bergin co-advisor Harold. Trinkunas, PhD Chairman, department of National Security Affairs iii 7 this page intentionally left blank iv 8 abstract in the past five years, the los Angeles Fire department (lafd) has seen the mass retirements of tenured, experienced personnel and the hiring of new generations.
as our nation s homeland security. Through the use of case studies, the research will examine how the lafd can maximize institutional memory, and transfer this knowledge to a new generation of employees. The practical significance of this project is to 1) identify the challenges of current succession planning of the lafd; 2) identify solutions to these challenges through evaluating precedent cases; and 3) develop a conceptual and tailored succession planning guide based on identified solutions. In today's world, the workforce is an organization's most important asset, often differentiating highly successful agencies from those that struggle. By developing a succession planning guide that focuses on assessment, development, identification and selection, organizations can align its goals with its human capital needs and ensure it can keep pace with the complexities in homeland security. Subject terms planning, succession, employees, workforce, organizational, leadership, knowledge, development, skills, future, process, lafd. Number of pages price code. Security classification of report unclassified. Security classification of this page unclassified.
Performing organization name(S) and address(ES) naval Postgraduate School Monterey, ca sponsoring /monitoring agency name(S) and address(ES) N/A. Report type and dates covered master s Thesis. Performing organization report number. Sponsoring/monitoring agency report number. Supplementary notes the views expressed in this thesis are those of the author and do not reflect the official policy or position of the department of Defense or the. Distribution / availability statement approved for public release; distribution is unlimited. Distribution code in the past five years, the los Angeles Fire department (lafd) has seen the mass retirements of tenured, experienced personnel and the hiring of new generations.
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1 Author(s) Butler, patrick. Title succession planning in homeland security knowledge to a new generation of employees? Naval Postgraduate Sc Issue date url this document was downloaded on August 24, 2015 a 2 naval postgraduate school monterey, california thesis succession planning in homeland security how can we ensure the effective transfer reviews of knowledge tew generation of employees? Butler March 2010 Thesis co-advisors: Robert Josefek richard Bergin Approved for public release; distribution is unlimited 3 this page intentionally left blank 4 report documentation page form Approved omb no public reporting burden for this collection of information is estimated to average 1 hour per. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to washington headquarters Services, directorate for Information Operations and Reports, 1215 Jefferson davis Highway, suite 1204, Arlington, va, and to the Office of Management. Report date march title and subtitle succession Planning in Homeland Security how Can we ensure the Effective transfer of Knowledge to a new Generation of Employees? Author(S) Patrick butler.