For those who haven’t already heard, Cal Marsella has accepted a postion in the private sector and will be stepping-down as RTD General Manager at the end of July.  You can read about his announced departure through the following Denver Post link:  http://www.denverpost.com/ci_12250036?IADID=Search-www.denverpost.com-www.denverpost.com.  I also have attached Cal’s public statement regarding his resignation at this link:  Cal’s Resignation Letter.

As would be the case for anyone who serves in a visibile public role for 14 years, there are those who are critical of Cal’s tenure as General Manager.  There is no question that Cal and I have had our own disagreements.  His recommended changes to the Eco Pass program have been a particular source of consternation between the two of us.

But, just the same, Cal deserves respect for the many achievements during his tenure at RTD.  The construction of two successful light rail lines, national recognition for operational excellence (on three separate occasions), and passage of the FasTracks ballot initiative are just a few examples.  I also have great admiration for Cal’s impressive management skills, his strong voice on behalf of transit interests, and his amazing capacity for juggling facts, figures, and policy nuance.

In all, Cal leaves RTD having made a very positive impact on the Denver regional transit system.  I thank Cal for his service to RTD and I wish him the best in his future endeavors!

Moving forward, much has occurred since the announcement of Cal’s departure to ensure that there is as little disruption to RTD business as possible.  RTD Board Chair Lee Kemp immediately appointed a seven member General Manager Transition Committee, that includes me, and we already had our first meeting.  As a first order of business, GM Transition Committee ChairNoel Busck made it clear that there will be transparency and openness throughout the recruitment process.  This is a priority for me, as I want to make sure our stakeholders have the chance to offer input on the future administrative leadership at RTD.

As to the appointment of an interim General Manager, the GM Transition Committee decided to first offer an opportunity for interested staff members to apply.  They have until the end of this week to formally express their interest in the position.  We then will conduct interviews to determine if one of the staff candidates is appropriate for the interim position or if we need to look outside the organization.

As a final matter of business for our first meeting, the GM Transition Committee agreed to consider recruiting a separate FasTracks Project Executive, in addition to a General Manager.  Jeff Lieb mentions this option in the following story:  http://www.denverpost.com/ci_12406539.  I find the idea intriguing, as it provides us with the opportunity to secure someone with top rated project management skills, while leaving control over operations in the hands of the General Manager.  However, there are many details I feel we need to examine before pursing this course, including the breakdown in staff reporting responsibilities and the balance of two leadership voices within RTD.

That is where the General Manager transition process stands.  For the most part, at this time, we are focused on procedural issues.  However, I also am beginning to formulate some criteria for the type of individual I want to run RTD.  As examples, I am looking for someone who has creative ideas for expanding transit service and increasing ridership, within the current funding parameters.  I also want the new General Manager to bring innovative suggestions to the table for creating a more sustainable financing model for RTD.  This is on top of a strong track record of transit agency management.

As this is just the beginning of the recruitment process, I ask you to please share your own suggested criteria for a new RTD General Manager so I can weave them into deliberations of the GM Transition Committee.  Also let me know what you think about the idea of hiring a separate FasTracks Project Executive or if you have other creative organizational adjustments you think I should consider during this transition period.  Thanks, in advance, for your input and stay-tuned to this website for future updates on the General Manager recruitment process.