Organizational Issue

The District should rely on outside professionals to meet their growing need

The District should try to grow their own workforce using college students

The District needs a fresh and outside perspective in training staff

The District has all of the skills in-house to train new staff

Scenario 3: Help Wanted

Scenario #2: Capturing Fresh Minds

Pros:

1) Responsibility of finding staff

has been removed from

District staff – freeing up

valuable staff time

3) Approach has resulted in

reaching a broader pool of

candidates

Cons:

1) Even the most qualified

candidates still need some

District training

2) Approach has proved difficult

to manage supply and

demand needs

Pros:

1) Student interns have provided

work while learning

2) Students have provided

latest industry knowledge for

District's projects

3) There has been a steady

supply of recruits from

local colleges and universities

Cons:

1) Recruits have limited to no

experience to start building on

2) Students have needed more

on the job supervision than

originally anticipated

Scenario #4: Help from Outside

Scenario #1:

Help From Inside

Pros:

1) District's experienced staff

have provided consistent level

of training to backfill needs of

candidates

2) District approach has resulted

in minimual financial cost

Cons:

1) It has been difficult for busy

District staff to dedicate time

to training as commitments

exceeded expectations.

2) Some of the trainers bad

habits have been passed on

to new staff

Pros:

1) System has provided great

flexibility to meeting District's

needs

2) Broader skill set available

from outside consultants than

internal staff

3) Limited risk associated with

this scenario

Cons:

1) The costs for this scenario

have exceeded the initial

assumption

2) It has been difficult to get a

consistent work product when

using different consultants