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4. FULL INTRODUCTION AND OVERVIEW OF PROJECT RECOMMENDATIONS The ultimate goal of this project was to develop strategic recommendations and guidance that can be implemented by transportation agencies to recruit SOM staff and enhance SOM staff capabilities. To achieve this objective, the ICF project team incorporated results of Tasks 1 through 6 to develop strategic action plans related to the career stages of the transportation workforce pipeline as identified in NCHRP Report 685: Strategies to Attract and Retain a Capable Transportation Workforce (Cronin et al., 2011). Each action plan describes the information, recruitment, and retention resources needed to implement the workforce recommendation; the costs and schedule for development; and outreach activities. In order to provide stakeholders with a comprehensive understanding of the recommendations provided, we present the following here: Overview of transportation pipeline Summary of the materials reviewed to create strategic guidance Introduction to the strategic action plans Recommendations and Strategic Action Plans for each SOM career stage In the subsequent sections, we provide more detail related to each of these topics. 4.1 OVERVIEW OF TRANSPORTATION PIPELINE The transportation workforce pipeline consists of the major career stages through which an SOM employee might progress before, during, and after their employment at a transportation agency. The graphic in Exhibit 25 highlights these career stages and demonstrates that the seven target SOM occupations introduced earlier in this report are directly impacted by each stage of the pipeline. Exhibit 25 Transportation Workforce Pipeline Graphic 49