Organization and Culture
Organization and Culture refers to the institutionalization of a transportation performance management culture within the agency, as evidenced by leadership support, employee buy-in, and embedded organizational structures and processes that support TPM. Read more…
Organization and Culture is broken down into four subcomponents:
- Leadership Team Support: Demonstrated support by senior management and executive leadership for transportation performance management.
- Roles and Responsibilities: Clearly designated and resourced positions to support TPM activities. Employees are held accountable for performance results.
- Training and Workforce Capacity: Implementation of activities that build workforce
capabilities required for transportation performance management.
- Management Process Integration: Integration of performance data with management
processes as the basis of accountability for performance results.
Making the Connection
The Organization and Culture (Component A) of an agency must support TPM. With a supportive context, TPM processes are more likely to be sustainable through leadership change, staff turnover, and other changes. This component is depicted as an all-encompassing circle in the TPM Framework because it heavily influences every other component.
The Organization and Culture chapter contains three sections:
Keep reading the complete Component A: Organization and Culture…
What it Takes
For TPM to take hold within an agency, the organization and culture must be
supportive. Making changes to an organizational structure and processes can be difficult for staff to accept. But when managed properly, the reward for an agency can be substantial.
TPM can become a core agency activity and can contribute to improved results for the agency, system users, external partner agencies, and policymakers. The discipline of adapting individuals within an organization to a different business culture and new business processes if often called change management. Change management is practiced today in different ways by different transportation agencies, but the key principles remain the same and provide several
- Staff work as a cohesive unit rather than within silos
- Leadership can better justify activities from a data-driven perspective
- Policymakers see the agency as responsible, transparent, and accountable
- Employees discover efficiencies that reduce overall workload and expense