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Using the Guidebook 7 2.2 Overview of Transportation Workforce Pipeline The transportation workforce pipeline consists of the major career stages through which an employee might progress before, during, and after their employment at a transportation agency. The graphic in Exhibit 2-2 highlights these career stages and demonstrates that the 15 recruitment and retention categories introduced above influence the entire life cycle of the pipeline. Exhibit 2-2 Transportation Workforce Pipeline Graphic Industry Career Stages Comm. 4 year Graduate Entry-Level Mid-Career Senior K-12 Retirees Colleges Colleges Schools Staff Staff Leaders TRANSPORTATION WORKFORCE PIPELINE Improving Culture/Climate Developing Internal Staff Anticipating & Managing Increasing the Number of Leadership Development Restructuring Benefits & Promoting Existing Staff Developing Knowledge Job Classification And Organization/Industry Management Systems Screening Applicants Succession Planning Reducing Voluntary Performance Issues Work-Life Balance Developing Future Applicant Skills Compensation Branding the Applicants Turnover Design Skills Guidebook's Overarching Recruitment and Retention Topic Areas To begin each guidebook chapter, this graphic is presented again with only the topic area under consideration highlighted and the target pipeline career stages emphasized. The intention is to indicate the career stages that are most affected by the challenges, strategies, and workforce practices presented in that chapter. In the following sections, additional information is provided about the challenges, strategies, and workforce practices presented across all chapters of this guidebook.