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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
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