PRESIDENT’S MESSAGE “MENTORING: DEVELOPING … · ASCE OC-Newsletter • June 2007 3 J une...

Orange County BranchNewsletter

Published Monthly By the ASCE, Orange County Branch June 2007

by

Yazdan Emrani, PE

CONTACT ASCE:OC Branch

www.asceoc.org714-258-8390

•Los Angeles Sectionwww.ascelasection.org

714-258-8306•

ASCE Nationalwww.asce.org

1-800-548-ASCE

“Winner of the 2003, 2004, 2005 and 2006 Regions 8 & 9 Awards for Outstanding Branch and Newsletter”

In ThisIssue

President’s Message . . . 1,2,12,16Board of DirectorsCommittee Chairs . . . . . . . . . . . 2Secretary’s Column . . . . . . . 3,12Calendar of Events . . . . . . . . . . 4In the News . . . . . . . . . . . . . . . . 4Branch News . . . . . . . . . . . . . . 5Legislative News . . . . . . . . . . . . 5Leadership . . . . . . . . . . . . . . . . 6Spotlight on Infrastructure . . . . . 7Letters to the Editor . . . . . . . . .7Continuing Education . . . . . . . . 8,9Announcements . . . . . . . . . . . 9,10Senimar . . . . . . . . . . . . . . . 11EmploymentOpportunities . . . . . . . . . . . 13-16PE Review Course . . . . . . . . .16Student Assistance Fund Donors . . . . . . . . . . . . . . . . 17-19Membership Info . . . . . . . . . . . 20

Inserts:Joint APWA Luncheon MeetingUCI-CEEA Spring Qtrly Meeting

PRESIDENT’S MESSAGE

Thursday, June 28th, 2007 JOINT APWA LUNCHEON MEETINGTOPIC: Caltrans District 7,8, and 12 Directors and Deputy District Directors SPEAKERS: Raja Mitwasi, Chief Deputy Director, Caltrans District 7 ● Mike Perovich, Director, Caltrans District 8 ● Cindy Quon, Director, Caltrans District 12 LOCATION: The Centre at Sycamore Plaza, Lakewood, CA TIME: 11:30 a.m. – Social 12:00 p.m. – Lunch Program – 12:30 p.m. See fl yer included in this newsletter for more details.

JUNENOTICE

“MENTORING: DEVELOPING THE NEXT GENERATION OF LEADERS”

Continued on page 2

“So, where do you see yourself in fi ve years?” Not too long ago, this was one of the most common questions

asked in a job interview. These days with the shortage of Civil Engineers in the job market, the most common question asked is “So, how much can we pay you so you can start right away?” Times are good. Our economy is growing and with the passage of the infrastructure bonds, there are a lot of projects that need to be designed and built throughout California. Companies are falling all over each other trying to hire as many Civil Engineers as they can. Some have even resorted to direct marketing techniques including sending their brochures and mailers to their target audience. But what happens after we hire these engineers and bring them on board? Do they get any training or mentoring or are they expected to basically hit the ground running and produce those wonderful plans and specifi cations that our profession is famous for? In recent years, unfortunately, the answer has been the latter. I can tell you that lack of mentorship and training programs are probably one of the biggest factors in motivating Civil Engineers, especially the younger ones, to change jobs. So how do we address this situation? With the current economic climate, companies are struggling to get the work done and be in position to get the bigger jobs when they start happening in the near future. On the other side, engineers are tempted to improve their career

and economic situation by accepting better paying positions that these companies are offering. How do we break this cycle? Well, for one thing, I believe we should put an end to the “Salary Race” that has been happening over the past few years. For another, we need to implement mentoring systems so that we can pass on the knowledge as well as stabilize our working force. More on this later, but for now, back to the question I asked in the beginning of this article. “So, where do you see yourself in fi ve years?” If you are not looking to move up in

your career and are happy with the work you are doing, then the answer to this question is simple. Chances are though that if you are encountering this question in an interview situation, you are looking to move up and improve your career. Chances are also good that you are looking to move into a leadership

position or if you are already working in a leadership position, you want to build on it and move into a more senior leadership position. So where do you see yourself in 5 years? Do you want to be a Project Manager? How about a Department or a Division Manager? What about a City Engineer or Public Works Director? Regardless of what your ideal career path or position is, the question you should ask yourself is how do I get the skills I need to achieve my desired career goal. Our technical education is extremely

“Good leaders don’t always lead, they teach others to lead.” Anonymous

2 ASCE OC-Newsletter • June 2007

OC BranchAmerican Society of Civil Engineers

BOARD OF DIRECTORS

COMMITTEE CHAIRPERSONS

Yazdan Emrani, PE 714.982.5040x221President 714.982.5044 FAX

[email protected] Adrian, PE 714.939.1030Vice President 714.938.9488 FAX

[email protected] Rosenfield, PE 949.707.2655Treasurer 949.707.2633 FAX

[email protected] Shinkai, PE 714.327.1600Secretary 714.327.1601 FAX

[email protected] Hogan, PE 714.665.4500Past President 714.665.4501 FAX

[email protected]

Mike Hoolihan, PE 949.453.5553ASCE Website Co-Chair 949.453.0228 FAX

[email protected] Weishaupt 949.215.7783ASCE Website Co-Chair

[email protected] Heiertz, PE 949.453.5560Awards/Nominations 949.453.0228 FAX

[email protected] Ali, PE 714.751.7373Continuing Education 714.545.8883 FAX

[email protected] Meier, PE 714.550.7551History & Heritage 714.550.7551 FAX

[email protected] Emrani, PE 714.982.5040x221Infrastructure Report Card714.982.5044 FAX

[email protected] A. Lee 714.327.1600K-12 Outreach Co-Chair 714.327.1601 FAX

[email protected] Park, PE 714.327.1600K-12 Outreach Co-Chair 714.327.1601 FAX

[email protected] Mazboudi, PE 949.234.4413Legislative Co-Chair

[email protected] Atassi, PE 714.665.4513Legislative Co-Chair 714.665.4501 FAX

[email protected] McConville, PE 949.673.4475Life Member Forum

[email protected] Awad-Fromhertz 949.768.9112Marketing

[email protected] Ly, PE 714.720.4868Membership Co-Chair 714.938.0782 FAX

[email protected] Nabbout 714.871.9083Membership Co-Chair 714.871.3652 FAX

[email protected]. Bathala, PE 949.724.2994OCEC Liaison 949.724.2995 FAX

[email protected] Nelson, PE 626.333.0336Professional Practice 626.336.7076 FAX

[email protected] Nour, PE 714.750.7275Programs 714.750.2501 FAX

[email protected] Volz, PE 714.834.2037Publicity 714.834.5106 FAX

[email protected] Lomeli, Jr 714.327.1600Student Activities 714.327.1601 FAX

[email protected] Gilbert, PE 714.245.2920Younger Member Forum714.245.2950 FAX

[email protected]

TECHNICAL GROUP CHAIRPERSONS

Khashayar Hadipour, PhD, PE 818.226.6900Transportation

[email protected]

Roger Chung, PE 949.474.1401x271Hydrology & Hydraulics 949.261.8482 FAX

[email protected]

important, and we need to keep at it on a lifelong basis. But lifelong learning applies to more than technical issues. To become a leader, we also need to develop “people skills”; the ability to relate well to other people, and especially to communicate effectively, in writing and orally. We need to learn team-building skills, develop our business skills, and improve our networking abilities. Sounds pretty straightforward, but how are we supposed to learn these great skills? There are several ways of learning these skills. We can read books, or take classes related to these subjects. We can also turn to a mentor that can help us with some or all of these skills. But, how do you select a good mentor? Some companies and municipalities have a formal mentoring program and in other organizations, there is an informal mentoring process. Both can be improved. More than ever before, we need to raise the bar on the practice of mentoring by creating a mentoring culture. A mentoring culture continuously focuses on building the mentoring capacity, competence, and capability of the organization. A mentoring culture encourages the practice of mentoring excellence by continuously creating readiness for mentoring within the organization, facilitating multiple mentoring opportunities, and building in support mechanisms to ensure individual and organizational mentoring success. In a mentoring culture, there are several traits that need to be present to strengthen this program. When each trait is consistently present, the mentoring culture is fuller and more robust. As more and more of these mentoring traits are found in an organization, the mentoring culture becomes progressively more sustainable. Some of these include: Accountability. Accountability enhances performance and produces long-lasting results. It requires shared intention, responsibility and ownership, a commitment to action and consistency of practice. Accountability also involves very specifi c tasks such as setting goals, clarifying expectations, defi ning roles and responsibilities, monitoring progress and

measuring results, gathering feedback, and formulating action goals. Confi guration. Confi guration focuses on the consistency of mentoring practices within an institution’s culture. It builds on the assumption that mentoring initiatives are tied to goals larger than just initiating a program. A shared understanding and vocabulary of mentoring practice exists that fi ts naturally with the organization’s values, practices, mission, and goals. Communication. Communication is fundamental to achieving mentoring excellence and positive mentoring results. Its effects are far-reaching; it increases trust, strengthens relationships, and helps align organizations. It creates value, visibility and demand for mentoring. It is also the catalyst for developing mentoring readiness, generating learning opportunities, and providing mentoring support within an organization. Value and Visibility. Sharing personal mentoring stories, role modeling, reward, recognition, and celebration are high leverage activities that create and sustain value and visibility. Leaders who talk about formative mentoring experience, share best practices, and promote and support mentoring by their own example add to the value proposition for mentoring. But the bottom line is that mentoring is about relationships. And one of the keys to the relationship is to ensure that it is based on respect and a mutual belief that supports an individual’s learning and career growth. But, what makes a good mentor? Well, for starters, someone who can devote the necessary time. Someone who is patient and a nurturer, as well as very knowledgeable. They also need to be a good communicator and great listener, and a person whom is able to provide positive and constructive feedback. A commitment to developing others to be the best that they can be is also needed. ASCE places a great deal of emphasis on mentoring and encourages the development of formal mentoring programs. I have had many discussions with

Continued on page 12

PRESIDENT’S MESSAGEContinued from page 1

ASCE OC-Newsletter • June 2007 3

June signifi es that time of year when college students graduate and start their careers, kids get out of school for summer

vacation, and for many of us a chance to travel to fun destinations. Since we are jumpstarting our summer, this month I thought I’d change tracks and share with you my personal recent vacation experience to Orlando, Florida. In Mid-May, I fl ew with a friend to Orlando, Florida to experience Walt Disney World, the “The Most Magical Place on Earth.” I always wanted to travel there when I was younger, but never had the chance. So when this opportunity came up, I jumped at it. The fi rst day, we went to MGM Studios, which is an entertainment park similar to Universal Studios Hollywood. When the park opened in May of 1989, the chairman, Michael Eisner declared “Welcome to the Hollywood that never was and always will be.” The 135 acres that the Disney MGM Studios covers is devoted to television and movie production and even has a Backlot Tour that shows an exciting behind the scenes tour of the world of special effects. We also went on Rock ‘n’ Roller Coaster which is an inside roller coaster that zooms from 0-60 mph and takes in high-speed loops synchronized to specially recorded Aerosmith songs. In the evening, we watched “Fantasmic!” which is similar to the one at Disneyland. MGM Studios has created a separate stadium for the viewing of this show, and it was an amazing fi nale to our exciting day at this unique park. We visited the Wild Animal Kingdom next. I have seen a documentary before on how they built the Tree of Life and it’s absolutely fascinating. The central icon at this park is the Tree of Life, an artifi cial tree that stands at 145 ft or 14 stories high and has images of more than 300 animals hand carved into its trunk. The base of the Tree of Life is home to the 3D fi lm “It’s Tough to be a Bug” which we saw by accident while we were walking in awe around the tree and realized that we were actually inside the base of the tree. The Animal Kingdom’s 500 acres is home to over 1700 animals representing 250 different species. We rode on the Kilimanjaro Safari, an open-sided safari vehicle that takes you out across the many acres of savannah, rivers, and rocky hills to see the wild animals in their natural habitat. We did this mini expedition twice; one in the morning and one in the afternoon to see if we would get a different experience. We were delighted when we did as the variety of animals appeared different times throughout the day. The newest Animal Kingdom attraction is the incredible Expedition

Everest. This new high-speed train adventure combines coaster-like thrills with the excitement of a close encounter with the legendary Yeti - the Abominable Snowman, guardian of the Himalayas. I usually don’t like roller coasters, but I really enjoyed this ride. One of the best parts of the ride was the great view of Walt Disney World from the very top of the mountain. Since Florida is pretty fl at, this 200’ high ride makes it the highest “mountain” in Florida. We then went to Epcot, the Experimental

Prototype Community of Tomorrow, which opened in 1982 and covers 260 acres, almost twice the size of the Magic Kingdom. It was conceived by Walt Disney to “take its cue from the new ideas and new technologies that are now emerging from the creative centers of American industry.” Epcot consists of two themed areas, Future World and the World Showcase. Future World features attractions that focus on energy, communication, health, the land and our environment, the ocean, imagination, transportation and space exploration. Walt Disney envisioned Epcot as a real working city. As he stated “it will be a community of tomorrow that will never be completed but will always be introducing and testing and demonstrating new materials and systems.” Epcot’s World Showcase is centered around a beautiful refl ective lagoon in which eleven countries are represented along the perimeter. While there are no thrill rides, there’s a unique and memorable experience while strolling through the different countries. In the evening Epcot presents “IllumiNations: Refl ections of Earth”. This spectacular presentation is centered around the World Showcase Lagoon where fi reworks, lasers and dancing fountains combine in a choreographed display performed to an inspirational musical score. This was absolutely amazing, and words are hard to describe this unless you see it live. I really enjoyed this park the most because of the fun attractions and the shows. Finally, what kind of Walt Disney World trip would it be if we didn’t visit the Magic Kingdom which is the equivalent of Disneyland. The park is 107 acres and seems slightly compact from the Disneyland we have, but it is still worth the trip. We ended our fi nal night by watching “Wishes,” the fi reworks show that has 557 fi ring cues and 655 individual pieces of pyrotechnics. If you are in the park, you can basically see it from any location, a great way to end my vacation with this 12 minute show.

SECRETARY’S COLUMN

ByKathereen Shinkai, PE

VACATION TO WALT DISNEY WORLD



CALENDAR OF EVENTS

AMERICAN SOCIETY OF CIVIL ENGINEERSOrange County Branch of the LA Section

DATE& DAY EVENT TIME LOCATION

June-07

12 OC YMF Board Meeting 6:00 PM Santa Ana, CA

26 OC Branch Board Meeting 7:00 AM 1405 Warner Avenue, Tustin, CA

28 OC Branch/APWA Joint Lunch Meeting 11:30 AM The Centre at Sycamore Plaza,

Lakewood, CA

July-07

14 OC YMF Baseball Night Angles vs. Texas 4:00 PM Anaheim, CA


19 OC Branch Regular Lunch Meeting 11:30 AM Hilton Hotel, Costa Mesa, CA


August-07

? LA Section Leadership Workshop 10:00 AM Los Angeles, CA

2 OC YMF PE Review Class 6:30 PM Santa Ana, CA

16-19 YMF Retreat Yosemite All Day Yosemite, CA

16 OC Branch Regular Lunch Meeting 11:30 AM Hilton Hotel, Costa Mesa, CA



IN THE NEWS

CAN CIVIL ENGINEERS LEED IN SUSTAINABLE DESIGN?

The Answer is YES!

Sam Ali, PE, LEED AP, Chairman of Continuing Education Committee for our ASCE, Orange County Chapter, is leading the civil engineering community in implementing Sustainable Design.

Sam, who is in charge of sustainable design training at Psomas, passed the USGBC test and is know a LEED Accredited Professional (AP). About six months ago he initiated the LEED (Leadership in Environmental and Energy Design) training program at Psomas. Twenty fi ve civil engineers took and passed the test since the training started. Sam’s next goal is to educate our ASCE members about sustainable design and why it is vital to our professional growth. Sam is also an active member of the Orange County Chapter for US Green Building Council.

Leaving you with a quote from Sam Ali, “It is our job as engineers to educate the private developers and public offi cials about sustainability as a tool for meeting the needs of the present without compromising the future. ”

See enclosed article in the Continuing Education section (page 8-9) about Sustainable Design.


BRANCH NEWS

LEGISLATIVE NEWS

WE NEED YOUR ASSISTANCEBy Ziad Mazboudi, PE, Legislative Committee Chair

Another legislative committee meeting with only one other member attending! Well, it is not encouraging but I am not losing hope. It was encouraging to chat

with John Hogan on some ideas on how to improve this committee’s future.

We do have a regularly scheduled meeting. We will try to promote the meeting date and time a little better, may be writing it in this article and the website is not enough to make it stand out. In addition, we will try to set up a conference call process, so if there is anyone interested in the committee but cannot spend a couple of hours during a busy work day, he/she might participate by taking lunch at the desk and call in during lunch hour.

If anyone has any suggestions on how to improve the attendance to the legislative committee, please contact me.One of the ideas that we would like to promote in the legislative committee is to develop a liaison with various groups or associations to help us support or oppose legislation. So, we plan on connecting with APWA, OCTA, Caltrans, CELSOC and others that we would have legislative issues in common. So, we’ll need your help to link us to these groups or agencies.

Now, I’d like to talk about a surprising bill that happened this week, the passage of an amendment introduced by Rep. Susan Davis (D-San Diego) to repeal federal law that allowed the Department of the Navy to grant an easement at Marine Corps Base Camp Pendleton. The passage of the amendment represents a serious blow to two decades of work to develop a locally-preferred and environmentally sensitive route for the Foothill-South toll road (241). I drove to San Diego this weekend, the 5 FWY could have been the 5 Parking lot. It will only get worse over the next few years, and delaying a project that took many many years of review will not improve the situation. In solving our problems, we have to look at the benefi t and interest of the majority and not the minority. We have traffi c problems, and no solution is not a solution. The Toll Road company worked with all the resource agencies to come up with the most agreeable solution for all, and delaying or killing this toll road extension will only make driving in South Orange County more miserable for all of us. This is one of the important issues that we should be discussing with our local legislators.

So, please join us in our next meeting so we can make work towards making a difference in the legislative process.

ORANGE COUNTY SANITATION DISTRICT UPDATE

On May 17, 2007 Nick Arhontes, P.E., who is the Director of

Operations & Maintenance for OCSD presented an overview

of OCSD’s current CIP and O&M efforts as well as its

organizational and governance structure at our monthly Branch meeting

at the Costa Mesa Hilton. OCSD is the nation’s sixth largest wastewater

utility with assets valued at a replacement cost of over $5 billion. OCSD

is also a partner with OCWD in the 70 MGD Ground Replenishment

Project starting up this fall. For more information, please visit their web-

site at www.ocsd.com.Yazdan Emrani, President of ASCE Orange County Branch and Nick Arhontes, P.E, Guest Speaker.


LEADERSHIP

POLITICAL SKILLBy Dr. John C. Maxwell

Politics are inescapable. Despite being more than a year away from the 2008 Presidential elections, media outlets are abuzz with early predictions and

coverage of candidates. As the potential nominees from each party canvass the countryside for support, pundits analyze and overanalyze every move they make. Pollsters regularly gather data to gauge voter support for the various politicians. Fundraising dinners are hosted far and wide as campaigns gather capital to advertise their candidates.

Just as national politics invade the daily news, offi ce politics pervade the workplace. Coalitions develop, managers lobby for control of resources, and employees campaign for promotions. As much as organizations pride themselves on impartial performance reviews and merit-based rewards, personal connections often carry the day.

Politics are unavoidable, and leaders in the workplace would be wise to acquire political skill. Just as presidential candidates must cultivate charisma, confi dence, and diplomatic tact, so too business leaders must gather a specifi c set of political skills. In the Center for Creative Leadership’s April 2007 edition of Leading Effectively, researchers Bill Gentry and Jean Leslie team with author Gerald Ferris to create a list of strategies to advance a leader’s political ability.

Seek Feedback

Many leaders are fl ying blind politically because they are unaware of the impact their words, habits, and mannerisms are having on those around them. Without self-awareness, leaders communicate unintended messages to their colleagues. Gathering feedback clarifi es self-perception and allows a leader to interact more persuasively and infl uentially.

Learn Your Environment

Knowing self has its benefi ts, but they are limited if a leader cannot sense his or her surroundings. Politically sensitive leaders are attuned to shared values within the organizational culture. They carefully align their communication with

company values to appeal to their co-workers.

Listen

Politically skilled leaders harness the power of observation. They are quick to understand and slow to pass judgment. They hear fi rst and speak second in order to dignify and respect those around them.

Turn It Around

Politically astute leaders elevate common interests above self-interest. They put themselves in the shoes of colleagues who have differing experiences, needs, and opinions. By graciously investing the time to relate with others, they readily gain support for projects and proposals.

Activate Your Network

Political infl uence cannot be exercised in isolation. The politically savvy leader establishes friends and allies by being open-handed with personal expertise and resources. As Gentry, Leslie, and Ferris write, “Be a broker of ideas and information — don’t just use your relationships when you need something.”

Find a Guide

For those aspiring for greater political clout, seek out mentors who can tutor you for growth in the area of political skill. Such mentors can provide an extra set of eyes to interpret existing political dynamics, and they can lend their experience in a coaching capacity.

For the full text of Bill Gentry, Jean Leslie, and Gerald Ferris’ thoughts on improving political skill, visit the Center for Creative Leadership: http://www.ccl.org/leadership/enewsletter/2007/APRimprove.aspx

“This article is used by permission from Dr. John C. Maxwell’s free monthly e-newsletter ‘Leadership Wired’ available at www.maximumimpact.com”


SPOTLIGHT ON INFRASTRUCTURE

GOOD MAINTENANCE PRACTICESBy Kenneth H. Rosenfi eld, P.E., City Engineer of the City of Laguna Hills

The design of Infrastructure is only as good as the maintenance practices utilized to keep the facilities in good working condition. Most ASCE members proudly

spend a great deal of their career designing infrastructure and completing projects that serve their intended purposes by improving the quality of life of the end user. As Orange County completes its growth and development including its entire primary infrastructure, the infrastructure will only be kept in a usable condition through good maintenance practices. Civil Engineers have an important role in maintenance of the infrastructure. Most maintenance activities rests with the local, County or State governments that inherit or initially build the infrastructure and these agencies are responsible for utilizing good maintenance practices in their daily work. These practices vary from agency to agency based upon available budget, management systems and staff capabilities. The budget issues are unique to each agency based upon local priorities but the highlighting of infrastructure needs and the keeping of infrastructure issues in the press certainly helps local agencies to understand the community expectations for having all facilities in good working order. From an engineering perspective, I believe that having a usable maintenance management system in place is the key to keeping our infrastructure in good condition. Such a system begins with a complete inventory of assets and an estimate of their condition followed by a plan of action to complete the maintenance work before the maintenance needs of the infrastructure overwhelms the available resources. Maintenance Management Systems can be simple or detailed depending upon how much information is desired and the size of the asset collection. Many turn-key Maintenance Management Systems are available and the implementation of these systems usually includes the services of a Civil Engineer to assist in the assessment of the infrastructure. Often, these systems are tied to Geographic Information Systems to provide another useful tool in the analysis of infrastructure maintenance needs. The value of a Maintenance Management System is that it helps agencies avoid the “put out the fi re” mentality that causes an ineffi cient use of maintenance forces and

budgets. The proper planning and use of resources helps to stretch maintenance dollars and provides for a dependable, predictable and defendable maintenance program. In the City of Laguna Hills, our inventory systems address all of our assets including pavements, traffi c signals, signs, striping/legends, storm drains, park facilities and trees. Other agencies include utilities, buildings, fl eet services, etc. We have a plan of maintenance for all of these community assets and the budget to maintain them. But, systems are not enough to meet the maintenance needs, people have to be trained and motivated to take pride of ownership of the facilities and want to keep them in good condition. We have highly motivated and qualifi ed staff that implements the maintenance programs. Maintenance Management Systems must be updated on a regular basis and be a part of the daily work activity of the agency in order to keep up with the maintenance needs. Civil Engineers are uniquely qualifi ed to implement and manage these systems. As Orange County reaches build out, maintenance management is the key to our future.

LETTERS TO EDITOR

Any thoughts

or comments

about the newsletter?

Please email,

phone or fax to:

Kathereen Shinkai,

PE Secretary

ASCE OC Branch

[email protected]

714-327-1600

Fax: 714-327-1601


CONTINUING EDUCATION

CAN CIVIL ENGINEERS LEED IN SUSTAINABLE DESIGN?

By: Sam Ali, PE, LEED AP

THE ANSWER IS YES!

There is a myth that only Architects are interested in Sustainable Design since it deals only with building design. Not true! Civil engineers can play

an important role in Sustainable Design. Here are some examples of design application that the civil engineer can play an important role in Sustainable Design :

• Sediment and pollutant control during construction, including erosion control.• Perform a grading design that protect natural resources and open space.• Provide innovation ideas to treat wastewater onsite.• Use reclaimed water (where available) for irrigation in some building plumbing (like fl ushing the toilet).• Reduce impact of increased run-off caused by development through the implementation of Retention/Detention methods.• Treat storm water run-off onsite before discharging into the storm drain system.• Design and specify light colored pavement to reduce heat island effect.• Work with Planners and Architects to develop site plan with minimum site disturbance.• Create carpool, vanpool and bike storage areas to minimize car usage.• Work with developer, planners and public offi cials to design transit oriented transportation systems.

What are the goals of Sustainable Design?• Cost savings in the long run.• Protecting our environment.• Conserving resources such as water, power, gas, etc.• Protecting our natural resources.• Creating healthier environment for people to live, work, study and shop.

What is LEED?Leadership in Environmental and Energy Design.

What does AP stand for in LEED AP?Accredited Professional, a title given to those who pass the LEED test.Who is in charge of LEED and Project Certifi cation? United States Green Building Council (USGBC) non-

government, non-profi t organization established in 1993. www.usgbc.org

What are the levels of Project Certifi cations?• Certifi ed 26-32 points• Silver 33-38 points• Gold 39-51 points• Platinum 52-69 points

How do I become LEED AP?Take and pass a computerized test administered by USGBC at Thomas Prometric Test Centers

How do I register to take the test?Step One: Go to www.usgbc.org .Step Two: Click on LEED AP on the top banner.Step Three: Click on schedule exam on the left banner.Step Four: Fill the registration form on the screen and pay the fee ($250 for USGBC members and $350 for non-members). The system will direct you to the local test sites.

What is the format of the LEED AP test?• 80 multiple choice problems.• Minimum passing score is 170 points.• Maximum achievable score is 200 points.• Time of test 2 hours.• You receive the results at the end of the test.• Closed book format.

What are the study materials for the test?• LEED-NC Referenced Guide available to be purchased through www.usgbc.org .• Sample problems.• Information of the www.usgbc.org website.

What you mean by Sustainability?“Sustainability refers to the ability of a society, ecosystem, or any such ongoing system to continue functioning into the indefi nite future without being forced into decline through exhaustion…of key resources.”

What is LEED-NC?The LEED Green Building Rating Systems for New

Continued on page 9


CONTINUING EDUCATION

Continued from page 8

Construction and major renovation.

What are the six categories that LEED-NC addresses?• Sustainable Site 14 Maximum Points• Water Effi ciency 5 Maximum Points• Energy and Atmosphere 17 Maximum Points• Materials and Resources 13 Maximum Points• Indoor Environmental Quality 15 Maximum Points• Innovation in Design 5 Maximum PointsTOTAL Available Point: 69

How does the project become certifi ed? Register the project through USGBC before commencing

the design through their website www.usgbc.org .Growth and development is inevitable because of the continued growth in our population and the demand for more housing, schools, offi ces, parks and retail. It is our job as civil engineers to implement Sustainable Design to achieve our mission of “Balancing the natural and built Environment.” It is also our job to educate the general public and our clients about the benefi ts of Green Design. It is simply the right thing to do!

“We are at the tipping point for Sustainable Design. Architects and Engineers who are not yet on board Green Design will be left out since the public is demanding Green Design not only to protect the Environment, but also to create a healthier place to live and work.”

Sam Ali is Vice President of Land Development services at Psomas, Costa Mesa. He is also Chairman of Continue Education Committee for ASCE, OC.

ANNOUNCEMENTS

RK ENGINEERING GROUP, INC. is pleased

to announce that Mr. Thomas J. Wheat, P.E.

has become a partner in the fi rm. Currently,

Mr. Wheat manages the company’s Design

Group and plays a key role working with our

public and private sector clients. Mr. Wheat

is also involved in RK’s traffi c simulation

and transportation planning projects. Mr.

Wheat has over 10 years of experience

in the transportation engineering fi eld and

will be helping to guide RK’s growth and

operations in the future.


ANNOUNCEMENT


SEMINAR

Orange County Branch ASCE Seminar

Storm Water Program in Orange County Friday, June 22, 2007

8 AM to 12 PM

PRESENTERS: Mike Loving, Water Quality Administrator City of Irvine

Ken Susilo, P.E., D. WRE, CPSWQ Geosyntec Consultants Lisa Austin, P.E. Geosyntec Consultants This 4-hour seminar will cover: — Regulatory Challenges Faced by Municipalities — Fourth Term MS4 Permits for North/Central and — South Orange County — Proposed State General Permit for Construction and — Land Disturbance Activities — Total Maximum Daily Loads (TMDLs) — Local Permits Associated with TMDLs — Treatment and Construction BMPs — Integrated Water Resources Management — Lessons Learned

SAVE THE DATE! Friday, June 22, 2007 Where: Conference Training Center City of Irvine One Civic Center Plaza

Irvine, CA 92623

Cost: $100.00 per person with paid

reservations by Monday, June 18 $110.00 after June 18, 2007

Get your reservations in early! SPACE IS LIMITED! The proceeds of the seminar will be donated to support the ASCE Student Chapters at CSULB, CSUF, and UCI, and to Student Scholarships.

Storm Water Program in Orange CountyJune 22, 2007

Make checks payable to ASCE, Orange County

Please fill in the following information below and mail with check to: Sam Ali / Martha Woodworth

Psomas 3187 Red Hill Avenue, Suite 250

Costa Mesa, CA 92626 (714) 751-7373 Phone (714) 545-8883 Fax

Name: E-Mail Address: Affiliation: Address: Telephone: Fax: Title: Years of Experience: Type of Work you do?


SECRETARY’S COLUMN


My friend and I did a couple of other things during our trip such as swimming with dolphins at Discovery Cove and playing miniature golf near the resort. I focused my vacation on Walt Disney World, but there are a lot of things to do in Orlando and I hope to go back. As a civil engineer, the thing that really amazed me the most was the effectiveness of the transportation system established at Walt Disney World. We did not get a rental car, but there was no need for one since there were shuttles run by Disney that picked the visitors up every 15 minutes from the resort to the different parks and took you right back to the resort you were staying. Also, the Walt Disney World monorail system has been in continuous operation since 1971 with double beam tracks that circle the Seven Seas Lagoon in front of the Magic Kingdom. Originally, the monorail system connected the Contemporary and Polynesian hotels with the Magic Kingdom and Transportation and Ticket Center. In later years, the Grand Floridian

was added to the loop and Disney expanded the monorail system in 1982 by adding a four mile extension that travels from the Magic Kingdom resort area to Epcot’s entrance.

This 13.6 mile monorail system now carries over 150,000 guests to the Magic Kingdom and Epcot parks on an average day. If you didn’t want to go on a bus or a monorail, you could even go on a ferry boat across to the parks as well, which I thought was a unique feature to the transportation network. Overall, my less than a week vacation gave me enough time to see Walt Disney World and a couple of other attractions in Orlando. My only regret is that I did not get to practice my golf game, but I do intend to make a special trip back to Florida specifi cally for this purpose. So if you are ever looking for a way to start off the summer, I would have to say that this vacation was truly a magical experience.

I am standing in front of a 122 ft tall Sorcerer’s Hat that casts its magic over the center of this park at MGM Studios.



my ASCE colleagues over the years in terms of philosophies and attitudes towards mentoring programs. What I have found is that a lot of my contemporaries had gone through mostly informal mentoring programs in their careers. I also found that these folks would be very interested in a more structured way of sharing their knowledge and expertise with the next generation of engineers. Members of the ASCE Committee on Professional Practice - Committee on Career Development have prepared mentoring guidelines to summarize information on mentoring programs and to familiarize civil engineers with the benefi ts of mentoring. I’ll briefl y cover the highlights in the following sections. ASCE divides the mentoring process into three key areas, namely the role of the Company, the role of the Mentor, and the role of the Mentee or Protégé. First let’s look at the roles and responsibilities of the employer. The Employer needs to provide a professional work environment that is stable, rewarding, and stimulating. The employer needs to support and enable participants with time and resources, train mentors on expectations and effective techniques, maintain confi dentiality and establish, implement, monitor, and improve the performance of the

mentoring procedures. The next area is the role of the mentor. The Mentor needs to build a trusting relationship, establish ground rules, accept the protégé for who they are, commit the time and energy to serve as a mentor, be supportive, realistic, honest, and encouraging and build confi dence in his/her protégé. The mentor also needs to maintain confi dentiality and open lines of communication, be respectful of the protégé’s social and cultural environment, give feedback about the mentoring program to the employer, advise the protégé on career paths and technical development opportunities, provide the protégé with constructive information and feedback, and recommend the protégé for challenging opportunities within the organization. Finally, the role of The Protégé, according to ASCE is to develop a trusting relationship, assess development needs and goals, demonstrate an interest in his/her career growth, identify and explore various opportunities, develop a mentoring plan with his/her mentor including time, frequency, duration, and place, and be honest about facts and feelings. Additionally, the protégé needs to listen carefully, be fl exible



EMPLOYMENT OPPORTUNITIES

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For consideration:

email: [email protected]

call: 951-296-0532 ext 107 or 120

41715 Enterprise Circle N, Suite 103

Temecula, CA 92590

Immediate openings for all levels of geotechnical

and environmental consulting professionals

in Southern California and Phoenix

EOE M/F/D/V

make the most of it at Leighton

Your Career

Irvine | Los Angeles | Temecula | Rancho Cucamonga | Palm Desert | Santa Clarita | Ventura | Bakersfield | San Diego | Scottsdale

SENIOR CIVIL ENGINEERCITY OF YORBA LINDA

$6,720 - $8,168

Responsibilities include supervising development of plans & specifi cations, estimates for street, storm drains, water, sewer, traffi c & transportation capital & private development projects; responsible for services and activities related to subdivision and development activities; coordinates outside funding; prepares technical reports; coordinates public works projects; maintains city maps & records; review subdivision plans; assist in preparation of annual budget; attend Planning Commission mtgs. Bachelors Degree with major in civil engineering & registered as Professional Engineer in the State of CA; 5 yrs experience.

Apply: Yorba Linda City Hall, 4845 Casa Loma Avenue, Yorba Linda, CA 92886 (714) 961-7107 or applications avail at www.ci.yorba-linda.ca.us. Closing date: June 22, 2007, 5:00 p.m.



PARSONS has immediate openings in Southern California.

Senior Bridge Engineers

Seeking Senior Structural/Bridge Engineers with 8 to 10 years experience to be based in our Irvine, CA offi ce. California registered P.E. and CA experience

preferred. PARSONS is a leader in Engineering and Construction Transportation projects worldwide. The company is employee-owned and offers a competitive

salary and benefi ts package.

Please forward resumes to Corporate Recruiter Kevin Ramsey:[email protected]

PARSONS is an equal opportunity employer committed to diversity in the workplace. For a complete list of opportunities visit our website:

www.parsons.com



TRC is seeking project managers, engineers, designers, and interns for the transportation, land development, and water resources departments in its Irvine offi ce.

Incorporated in 1970, TRC is a full-service environmental and engineering services fi rm employing over 2,700 professionals in more than 80 offi ces nationwide. TRC provides innovative services to a broad range of public and private sector clients in the infrastructure, transportation, environmental assessment/ remediation and permitting, energy, and land development markets.

Ideal candidates will possess strong communication skills, as well as successful prior experience relevant to desired position.

Please send letters of interest and resumes to Ross Lew via fax at (949) 753-5164 or via email to [email protected].

It’s great to be at TRC

At Stantec, we view each project as an opportunity to contribute to the success of our clients and the growth of our employees, while enhancing the world in which we live. Stantec offers exciting career opportunities for talented and motivated individuals who are interested in joining one of the fastest growing, innovative global design fi rms in North America.

To pursue an opportunity to work for some of the best clients on some of the most exciting Land Development and Infrastructure projects, please visit stantec.com/careers to apply online. For additional information, feel free to contact Jennifer Hall at (714) 673-9861.

Offi ces throughout North America and the Caribbean

AD-RA-M

RC-2007MAR1

6-P1V1

One Team. Infi nite Opportunities.

Committed to the principles of Employment Equity, we thank all candidates; however, only those selected for an interview will be contacted.

PE REVIEW COURSE

OC YMF PE REVIEW COURSECURRICULUM & MEMBER COSTS

Complete P.E. Review Series: $600Friday Exam only (8-hr exam) Review Series: $500

Special Seismic Exam Review Seminar: $160Special Surveying Exam Review Seminar: $160

Costs include class handouts and notes. Text books are not included.Late registration fee of $50 due after July 20, 2007.

DATECourse Introduction, Thursday 8/2/07

Classes are on Tuesday and Thursday evenings8/7/07 thru 9/27/07

(All students must attend the introduction)

TIME6:30 ~ 9:30 pm

LOCATIONCH2M HILL

3 Hutton Centre Drive, Suite 200Santa Ana, CA 92707

Location and Schedule subject to change.For more information, please contact:

Robert HendersonE-mail: [email protected]

Phone: (714) 435-6143

and open minded, be willing to give feedback about the mentoring program, learn from the experience, knowledge, and wisdom of the mentor, and last but not least show appreciation. A mentoring culture is a great expression of an organization’s vitality. Its presence enables an organization to augment learning, maximize time and effort, and better utilize its resources. The relationship skills learned through mentoring benefi t relationships throughout the organization; as these relationships deepen, people feel more connected to the organization. Ultimately, the learning that results creates value for the entire organization. I am a strong believer in the mentoring process. It works even if it is through an informal process. I encourage you to learn about your organization’s mentoring program. Even if your organization does not have a formal program, talk to a colleague or a supervisor and see if they are interested in being your mentor. Similarly if you are an experienced engineer or manager, consider becoming a mentor and devoting some of your time in helping train the next generation of leaders at your organization. I know you will fi nd the experience fulfi lling and rewarding.




IF YOUR BUSINESS CARD IS FADING, IT’S TIME TO RENEW.Please send your renewal, along with $250, to:Ken Rosenfield, Treasurer ASCE, OC Branch

1405 Warner Avenue, Tustin, CA 92780

Tel: (949) 209-8822Fax: (949) 315-3001

CONVERSECONSULTANTSTT

Tel: 949.240.7973Fax: 949.240.1207

Mobile: [email protected]

12 WestcliffLaguna Niguel, CA 92677-2929

www.dokkenengineering.com

2007-2008 STUDENT ASSISTANCE FUND DONORS


949-474-1222



ADVERTISING RATES (Approximate number of mailings: 1500 per month)

Orange County BranchAMERICAN SOCIETYOF CIVIL ENGINEERS

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MEMBERSHIP INFORMATION

Please contact Anh Ly, O.C. Branch Membership Chairman at 714-720-4868 or FAX: 714-938-0782 for application forms, change of address and additional information. Or for address

changes on-line go to www.asce.org/myprofile. E-Mail for member questions is [email protected]

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ANNOUNCEMENTS

Please send all advertisements (Except Business Card Ads) to theSecretary before the 10th of each month. (You will be billed later.)

Kathereen Shinkai, Secretary ASCE OC Branchc/o Carter & Burgess, Inc., 4 Hutton Centre Dr., Ste. 800, Santa Ana, CA 92707

714-327-1600 • Fax:[email protected]

Send Business Card Ads (with $250.00) to:Kenneth H. Rosenfield, Treasurer ASCE, OC Branch

1405 Warner Avenue, Tustin, CA 92780

Type of Membership and Annual Dues (National)Student: FreeAssociate Member: $50 year of baccalaureate degree and first after, then incremental increases to $205 over five yearsMember: $205 annually Affiliate: $205 annuallySection (Branch) Dues $45/year (1) National ASCE Student Membership is now FEE! Those who have chapters or clubs still must be a member of them before joining National. To join as a student, log onto www.asce.org/join. To renew as a student go to www.asce.org/renew. Students may also call 1-800-548-ASCE or email [email protected]. (2) Online membership renewal available, go to www.asce.org/renewal. You just need your member number, all e-payments must be made with a major credit card. An e-receipt is transmitted to the member upon completion of the transaction. (3) For non-members, dues for O.C.Branch Newsletter only $45/year.

PRESIDENT’S MESSAGE “MENTORING: DEVELOPING … · ASCE OC-Newsletter • June 2007 3 J une...

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Transcript of PRESIDENT’S MESSAGE “MENTORING: DEVELOPING … · ASCE OC-Newsletter • June 2007 3 J une...