NCHRP Report 693: Attracting, Recruiting, and Retaining Skilled Staff for Transportation System Operations and Management

Not for Sale

Download

Table of Contents
Front Matter R1-R9
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
Bibliography 151-153
Abbreviations used without definitions in TRB publications 154-154

Table of Contents

Front Matter R1-R9

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

Bibliography 151-153

Abbreviations used without definitions in TRB publications 154-154