Creating Bench Strength In Your Organization Kari Kent Deputy City Manager Mesa, Arizona

What Are We Doing To Leave A Professional Legacy? Public Sector Talent Gap Is a National Trend

Promoting awareness of the local government management profession and encouraging individuals to consider careers in the field. Helping new and early careerists land their first jobs in local government. Engaging local government management professionals in ICMA early in their careers. Building the leadership pipeline by engaging and developing promising individuals so that they are prepared to step into leadership roles. icma.org/en/icma/priorities/next_generation ICMA “Next Generation” Initiative

 High School and University Partnerships  Explore development of curriculum for educating students about local government  Partner with Universities to create ICMA Student Chapters  Participate in Career Fairs  Professional Development and Training  Promote ACMA/ICMA involvement  Partner with organizations to conduct training on current challenges/opportunities  Future Leadership  Develop Mentoring Programs  Encourage more internships and entry-level positions  Encourage speaking opportunities ACMA Strategic Plan Key Result Areas

 60% of mid-to-top level executives are eligible to retire within the next 1-5 years  33% of mid-to-top level executives are eligible to retire within the next 6-10 years  185 out of 200 of Mesa’s upper management are eligible to retire within the next 10 years Mesa’s Retirement Tidal Wave

 Acting Assistant To The City Manager  Executive Manager Program  Library - Management Development Opportunity (MDO) Program  Energy Resources - Management Development Program (MDP)  Executive Coaches Mesa’s “Next Generation” Initiatives City Employees

 K-12 Schools Partnering Opportunities  Cooperative Office Education (COE) Program  Mayor’s Youth Committee/Mayor’s Summer of Service  University Partnering Opportunities  Internships  Marvin Andrews Fellowship Program  Post Graduate Opportunities  Office of Management and Budget (OMB) Associate I  Management Assistants Mesa’s “Next Generation” Initiatives New Talent

A rotating three-month assignment in the City Manager’s Office designed to oversee various departments and conduct special projects throughout the organization Acting Assistant To The City Manager

A rotating three-month assignment in the City Manager’s Office designed to give employees the opportunity to participate in highly responsible executive-level work that possesses a Citywide scope Executive Manager/Acting Assistant To City Manager Alumni currently developing “Mesa’s Professional Development Network” Executive Manager Program

 Provides staff with new assignments that will help broaden their management experience  Creates opportunities for interested employees to gain supervisory experience  Creates opportunities to view operations from a different perspective and learn different functions of the organization  Creates career opportunities, movement, and promotional opportunities after the MDO program is completed Library - Management Development Opportunity (MDO) Program

 Includes multiple participants at different levels in the organization  3 month rotation  Management sponsors to create development plan  Community service Energy Resources Department Management Development Program

 Best performing organizations are those who invest in their talent and develop competent leaders who continue to learn and grow  One-on-one mentoring for high potential employees to enhance their leadership or management skills and/or expand their advancement opportunities Executive Coaches

 Cooperative Office Education (COE) Program  Mayor’s Youth Committee  Engineering Bridge Building  Mayor’s Summer of Service K-12 Schools Partnering Opportunities

 Mesa currently sponsors three student workers that participate in their School’s Cooperative Office Education (COE) Program  Prepares senior students for entry-level office employment by developing attitudes, abilities and skills needed in office occupations  Students receive school credit for released time, work an average of 15 hours per week minimum and are paid by the City Cooperative Office Education (COE) Program

 One-year student learning program  Juniors/Seniors nominated to represent Mesa schools Mayor’s Youth Committee

 Students design and build popsicle bridge  Bridges are judged on aesthetics and capacity  Career in Engineering is encouraged Engineering Bridge Building

 Designed for teens ages to get involved in the community  Students participate in City or non-profit related projects:  Helen’s Hope Chest  Sirrine Adult Day Care  Life Saver CPR/First Aid Classes  Save the Family  United Way Mayor’s Youth Summer of Service

 Internships  Marvin Andrews Fellowship Program Urban Management University Partnering Opportunities

 Transit  ASU School of Geographical Sciences and Urban Planning  Water Resources  ASU School of Sustainability  Engineering  ASU College of Engineering  City Attorney’s Office  ASU/UofA Law Students  Mesa Arts Center *University of Advancing Technology Internships

 Program offered by the School of Public Affairs at Arizona State University (ASU) designed to identify talented students to executive levels in local government  Master of Public Administration students are admitted to the Marvin Andrews program each academic year  Students receive a part-time internship their first year with Alliance for Innovation, then after one year, receive a paid- part-time internship with a local jurisdiction  City of Mesa is sponsoring our first Marvin Andrews Fellow this fall and recently hired three Alumni Marvin Andrews Fellowship Program

Post Graduate Partnering Opportunities Office of Management and Budget (OMB) Associate I  A four-year management training program  Provides municipal financial experience and valuable professional development with the administration of the City’s annual operating and capital improvements budgets

Management Assistant Classification  Previous job description stated that Master’s of Public Administration Degree is equivalent to one of the three years of experience required for the position  Modified job description to allow a Master’s Degree in Public or Business Administration equivalent to two of the three years  Allows recent graduates the opportunity to enter the organization post-completion of their Master’s Degree

 Recognize and emphasize talent development and succession planning in your organization  Identify up-and-comers and involve them in a process of self-development and move them around the organization to gain valuable experience  Promote the rewards and joys of our work and the variety of opportunities you have had Leave A Professional Legacy

 Create specific opportunities for young talent to develop both hard and soft skills  Challenge aspiring managers to stretch themselves and take on new roles  Allow aspiring managers to take missteps and reflect afterward to learn from their mistakes Leave A Professional Legacy

Kari Kent Thank You And Good Luck