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abundance, and the skills pipeline. In addition, we used data analytics to estimate rates of graduation and assess the skill-rendering capacity of training and educational infrastructure that prepares students in competencies crucial to satisfying future SOM occupational needs. Results of Task 2 linked core work functions to training and education courses and allowed our team to determine the existing skills pipeline that augments SOM workforce needs. Task 3: Describe SOM Careers, Career Paths, and Attributes and Training Needed for Successful Performance of SOM Jobs This task sought to describe SOM careers, career paths, and attributes and training needed for successful performance of SOM jobs. We conducted a comprehensive analysis of available literature, SOM job information, and employment practices used by transportation systems to recruit, develop, and retain SOM staff. Our analysis included a thorough investigation of SOM careers, the challenges and opportunities associated with the career, the future direction of SOM careers, and the different career paths that feed into successful, long-term SOM careers. In addition, one of the primary goals of our Task 3 analysis was to capture a comprehensive set of effective practices that will help organizations prepare current employees as well as potential future talent for successful and satisfying SOM careers. Task 3 was conducted according to the following three subtasks. Subtask 3.1--Analyzing Literature Review Findings. We utilized the information collected in the literature review to create a broad framework to describe the SOM career and the traditional career paths that feed into SOM jobs. This framework describes the opportunities, rewards, challenges, and impediments associated with pursuit of a SOM career. Projections made in Task 1 regarding future work requirements and SOM employment needs were also reviewed to identify emerging workforce challenges. Subtask 3.2--Interviewing Subject Matter Experts (SMEs). Once we developed a broad framework of the SOM career and jobs that compose SOM career paths, we moved into Subtask 3.2 to identify personal experiences of SOM staff and the career paths which have and will lead to SOM careers. To conduct this subtask, we leveraged our interview data from Task 1. The SME interviews allowed us to further define the career paths which feed into SOM careers and helped to further articulate the rewards, challenges, and barriers experienced in SOM careers. As part of this review, we also identified factors such as work responsibilities, education, and training that facilitate and challenge career growth. Subtask 3.3--Collecting SOM Job Descriptions. To begin Subtask 3.3, we analyzed the job descriptions (JDs) received through the literature review and interviews. We utilized JDs to identify the core work requirements for SOM jobs. We also used O*NET's comprehensive list of generalized work activities and duties for standardizing the job information across JDs. In addition, O*NET was used to identify knowledge, skills, abilities, and other attributes (KSAOs) needed to perform the duties outlined in the JDs. Next, we identified groupings of similar job duties that are presented across the JDs within a job title cluster to consolidate duties as necessary. The result was an outline of possible duties conducted within each of the SOM jobs of interest. Once the work requirements of the SOM 6