TRB's National Cooperative Highway Research Program (NCHRP) Report 693: Attracting, Recruiting, and Retaining Skilled Staff for Transportation System Operations and Management provides guidance designed to help transportation agencies recruit and retain qualified professional staff in the systems operation and management (SOM) area.
The report explores SOM career paths, skill requirements, and training needs and identifies successful programs, state-of-the-art initiatives, and best industry practices.
A set of tables showing SOM job categories, number of positions, and educational requirements for all 50 states was published as NCHRP Web-Only Document 182: Appendices to NCHRP Report 693.
In addition, a summary of the results of the project that developed NCHRP Report 693 and suggestions for senior management personnel related to attracting, recruiting, and retaining skilled staff for transportation system operations and management are available in an online Executive Workbook.
Table of Contents
|2. Project Methodology||1-1|
|Task 1: Conduct Literature Review, Engage Leadership, and Determine SOM Staffing Estimates||2-4|
|Task 2: Identify Principal Pools of Potential Workers to Meet Forecasted SOM Needs||5-5|
|Task 3: Describe SOM Careers, Career Paths, and Attributes and Training Needed for Successful Performance of SOM Jobs||6-6|
|Task 6: Identify Resources Available to Facilitate Attracting, Recruiting, Developing, and Retaining SOM Staff||7-7|
|3. Full Project Results||8-8|
|3.1 Key Workforce Challenges and Trends||9-13|
|3.2 Overview of SOM Career Field||14-17|
|3.3 Profile of the Existing SOM Workforce||18-20|
|3.4 Estimating Future SOM Workforce Needs||21-27|
|3.5 Principal Pools of Potential Workers to Meet Forecasted SOM Needs||28-40|
|3.6 Establishing SOM Career Paths||41-48|
|4.1 Overview of Transportation Pipeline||49-49|
|4.2 Summary of the Materials Reviewed to Create Strategic Guidance||50-50|
|4.3 Introduction to the Strategic Action Plans||51-53|
|4.4 Recommendations and Strategic Action Plans for Each SOM Career Stage||54-58|
|5. Full SOM Workforce Action Plans||59-60|
|1. Implement Annual or Semi-Annual SOM Career Days||61-70|
|2. Develop SOM Curriculum Content for Related Higher Education Courses and Training Programs||71-80|
|3. Implement Student-Worker Internship Program with a Job Rotational Component||81-92|
|4. Implement Virtual Pre-Employment Realistic Job Preview||93-102|
|5. Institute Mentoring Program||103-114|
|6. Develop Employees and Maintain Employee Career Pathways||115-125|
|7. Implement SOM Succession Plans||126-134|
|8. Recruit from Non-Traditional Sources||135-143|
|6. Summary and Potential Future Research||144-150|
|Abbreviations used without definitions in TRB publications||154-154|