1. 1 RTA Best Practice Strategies for ‘Best in Class’ May 26, 2010 Focus on Senior Management

2. 2 RTA Senior/Executive Management Overview Where we are…

3. 3 RTA Senior/Executive Management Overview Breakdown of Senior Managers: White32 Black17 Asian 0 Native American 0 Latino 1 Areas headed by Minority Executive Senior Management: Legal Affairs, Human Resources, and Finance & Administration

4. 4 RTA Senior/Executive Management Overview Areas headed by Minority/Female Senior Managers: Rail District Service Quality Management Office of Business Development Accounting Support Services Safety Risk Management Office of Equal Opportunity (OEO) Employment and Compensation

5. 5 RTA Senior/Executive Management Overview Additional areas headed by Minority/Female Senior Managers: HRIS Benefits Telephone Information Customer Service Programming and Planning Litigation Contacts & Real Estate

6. 6 RTA Senior/Executive Management Overview Initiatives under way which ensure senior management reflects diversity: Management Development Program Affirmative Action Program Succession Planning Tuition Reimbursement Program External/Internal Training Opportunities

7. 7 Senior Management Commitment/Support  RTA participates in the yearly support of key RTA personnel enrolled in the LeadDiversity Program sponsored by the Diversity Center  Senior Management attend and participate in RTA Diversity Programs

8. 8 Overview of the RTA Diversity Initiative Timeline  2007 Diversity Initiative adopted by the organization  2007 CEO develops his personal Diversity Value Statement  Executive Management Team/Board of Directors vested in the Initiative  2007 Letter from the CEO provided to all employees

9. 9 RTA Senior/Executive Management Overview Where were going…

10. 10 Management Recruitment Initiatives  Management Development Program  Senior Management

11. 11 Management Development Program Goal To develop cross-business, cross-functional expertise through rotational positions and assignments

12. 12 Program Overview  20-22 month program commitment, which includes a 10-week Orientation Program  Four challenging six-month rotations across GCRTA divisional areas  Commitment to full-time management/leadership opportunities upon successful completion

13. 13 Organizational Buy-In  Formal steps to succession planning  Infusion of new ideas and thinking, new skill sets  Integration and growth of Generation Y employees

14. 14 Program Benefits  Commitment to career advancement  Cross-functional, cross-business projects  High visibility with senior leadership  Continuous training/development  Relationship building across all levels of the organization  Mentoring by senior management with similar backgrounds and experiences

15. 15 Recruitment & Selection  Minorities and women sought out and encouraged to apply  Recruitment primarily of recent college graduates (Bachelors/Masters level)  Academic Excellence: GPA of 3.25 or above, internships, extracurricular participation  Demonstrated analytical, critical thinking, and leadership skills

16. 16 Recruitment & Selection  Tour of colleges/universities, internal employees, and Northeast Ohio candidate pool.  Diverse recruitment team sent to promote and attract candidates for the program.

17. 17 MDP First Class

18. 18 MDP Outcomes & Future  Placement into positions with leadership, career growth and succession, and high organizational impact  HR Performance Specialist  Operations Performance Leader  Budget Management Analyst

19. 19 Management Recruitment & Selection How do we attract and engage management and senior level talent?

20. 20 Recruitment  Use of a variety of recruitment sources to maximize diversity in the talent pool Sources include, but not limited to:  Network through APTA committees/SHRM  Colleges/Universities  Internal promotions  Conference of Minority Transportation Officials (COMTO)  TransitTalent.com  Call & Post  Plain Dealer  El Sol De Cleveland

21. 21 Selection  Coordination and compliance with Affirmative Action/EEO goals  Interview panel representative of organizational diversity  Use of selection tools (interviews, assessments) to identify the most qualified and best fit  Address succession planning needs

22. 22 Question & Answer