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ON THE MOVE RINCON CONSULTANTS WELCOMES DEANNA HANSEN AS PRINCIPAL AND LOS ANGELES REGIONAL MANAGER Rincon Consultants announced the hiring of Deanna Hansen, principal and regional manager for the Los Angeles region. Hansen will lead and expand Rincon’s presence in the region to include obtaining new business, deepening and expanding existing client relationships, managing projects, and mentoring staff. Hansen brings more than 20 years of well- balanced expertise for development projects,
specializing in CEQA and NEPA compliance. She is known for her experience in environmental consulting and has contributed to a wide variety of residential, commercial and industrial projects. She has developed a level of understanding required to clearly explain technical concepts and issues for public comprehension, particularly for projects that include complex technical analyses and controversial public policy and planning issues. “I am thrilled that Deanna has joined the Rincon team to provide regional leadership
and senior technical expertise in Los Angeles and the greater Southern California region,” states Jennifer Haddow, principal of Rincon Consultants. “Deanna’s excellent professional reputation and extensive expertise will be an asset to our team and provide learning and mentorship opportunities for Rincon staff. Her contributions will positively impact both Rincon and our clients statewide.” Rincon Consultants, Inc. is an environmental science, planning, and engineering consulting firm with 13 offices throughout California.
PDC employees enjoy a family-friendly Halloween party.
ME: I do a lot of “walk arounds.” I sometimes ask staff, “Why do you work here?” The majority of answers have to do with challenging work and diversity of work and clients. We also have a culture that incorporates the old adage, “Work hard, play hard.” There’s a great deal of camaraderie here and we encourage that. We want people to bring their families in for special events. We’ve done everything from family Hal- loween parties to snow tubing. We also provide solid health benefits and retirement plans. “If we see a project we want to pursue, we develop a capture plan, go after the project, and develop relationships with key decision-makers. For certain, it’s not something you’re taught in school. You can’t be a wallflower in this business.”
BUILT FOR GENERATIONS, from page 7
ME: We promote the seller-doer model. Each market sec- tor has its own sales team (but they are engineers.) If we see a project we want to pursue, we develop a capture plan, go after the project, and develop relationships with key de- cision-makers. For certain, it’s not something you’re taught in school. You can’t be a wallflower in this business. To help promote learning, we offer tuition reimbursement, engi- neering seminars, professional society memberships, and professional development support. TZL: Diversity and inclusion is lacking. What steps are you taking to address the issue? ME: We’re not taking any formal steps aside from our Affir- mative Action Plan. We lean towards it naturally happening and continue to hire on people’s qualifications and commu- nication skills. TZL: A firm’s longevity is valuable. What are you doing to encourage your staff to stick around?
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THE ZWEIG LETTER June 24, 2019, ISSUE 1302
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