Succession Planning
Kleinschmidt understands the need for and importance of succession planning and has put protocols in place to ensure that the company does everything possible to have the right staffing levels in place to meet client needs. Annually, managers assess their hiring needs and draft a recruiting plan which identifies skill gaps, staffing needs, and prepares for attrition. Kleinschmidt is also developing strategic workforce planning with hiring plans for each discipline to ensure long-term succession planning is in place.
Kleinschmidt has a dynamic recruitment strategy to recruit and retain talent. Human Resources and company managers partner together to develop new ways to build a candidate pipeline for future opportunities. Staff are engaged and also encouraged to build this pipeline through networking, participating in industry and community associations, and employee referrals. Future action items to enhance Kleinschmidt’s recruitment strategy include developing a formalized internship program, enhancing the employee development framework, and conducting a training needs assessment to identify skill gaps. The firm also assesses total rewards to remain competitive with industry standards on an ongoing basis through employee engagement surveys, industry surveys and researching market changes.
2022 Graduates of
At Kleinschmidt, we recognize that a critical component of a successful firm is to have a pipeline of leaders at all levels and in all areas of the business. To support our Talent Management needs, and to keep our pipeline of effective leaders, we developed a leadership program that helps staff discover their leadership style and apply that learning to their current and future career opportunities.
Attended Leading Others Training
Kleinschmidt offered a Leadership Pipeline Institute training to 16 managers to support both their growth and Kleinschmidt’s employees. This four-day training covered delegation, coaching, performance management, and team-building, enhancing the strength of our team and, ultimately, our project delivery.
Mentoring
Employees are Kleinschmidt’s most valuable asset. Kleinschmidt’s mentoring program provides support and guidance for employees to experience a successful orientation to the firm while identifying and accomplishing their professional goals. Typically, mentoring is a planned pairing of more experienced employees to share their experiences with new or less experienced employees to set and achieve goals and to develop career direction and skills. However, Kleinschmidt also recognizes that mentoring can take many forms and can benefit staff at all levels of experience. Mentoring and professional development is viewed as life-long experience and considered reciprocal to all involved benefit.
Kleinschmidt’s mentoring program initially encompasses the orientation period and technical development. However, as employees gain tenure and professional development goals become more defined, so will the specific areas where mentoring is needed to achieve those goals.
The importance of mentorship is built into one of Kleinschmidt’s core values, as learning, growth, and improvement sustain the technical excellence at the heart of the firm’s success. This is built into Kleinschmidt’s total rewards program. Kleinschmidt rewards employees for their mentorship efforts via the employee recognition badge program. The “mind-blowing mentor” badge can be used to recognize an employee that does an exceptional job of mentoring others. In addition, Kleinschmidt offers a mentorship award via our talent recognition awards. This award is intended to recognize this specific talent as it is necessary to the success of Kleinschmidt.
Employees attended one or more conferences in 2022
Employees engaged in a panel/presentation at a conference in 2022
Employees in Leadership Roles attended DEI training in 2022
Technical Development is at the Core of Who We Are
At Kleinschmidt, we recognize that a critical component of a successful firm is having a pipeline of leaders at all levels and in all areas of the business. We identify 4 primary career opportunity paths in our firm—Technical Discipline leaders, Project Delivery leaders, Client Relationship & Business Development leaders, and Firm leaders. To support our Talent Management needs, we employ a variety of programs to grow leadership talent and to keep our pipeline of effective leaders full through a suite of leadership development programs that help staff discover their leadership style and apply that learning to their current and future career opportunities.
Technical Development Programs
- Kleinschmidt University Leadership Academy
- Principal Consultants, Technical Disciple Leaders, and Technical Advisor Roles
- Corporate Retreat and Learning
- Industry Association Participation including Committee Memberships, Board Participation, Conference Attendance, and Speaking at Conferences
- Leadership Pipeline Training
- Specialist Pipeline Institute
- Quarterly Check and Adjust Meetings
- Yearly Technical Development Plans
- Management Support for Innovation and New Ideas
- DEI Training with Pope Consulting
Industry Associations
We encourage and support participation in Industry Associations and are active in those depicted below. Technical Development can be obtained through active participation in industry conferences and events. We encourage and support employees to engage through committee memberships, board participation, conference attendance, and speaking at conferences, industry events, and webinars.
