A big part of achieving the aims of OE1 is new employee retention. Succession planning which includes an employee who leaves in the year subsequent to a senior employee retiring because DOT has not addressed this issue is not useful. Therefore it is important to provide a work environment with clear goals and compensation commensurate with experience.
The purpose, use, and function of the career ladder within DOT should be made clear. Other agencies have public statements regarding the career ladder. However, DOT has no such statement. If DOT is doing its job in selecting and training new employees Career Ladder appointments should be standard. If an employee is not meeting expectations in their first year, they should be let go. Otherwise they should expect a career ladder promotion (if they are not otherwise at their full promotion potential). In subsequent years, they should either receive a career ladder promotion, or the specific deficits in their performance should be made clear. DOT should strive to acquire and retain top notch employees. If an employee is not able to achieve fully successful performance in their position, they should be let go, otherwise they should be elevated to the top of their performance level in a timely fashion so as to encourage them to stay at DOT.