Training Programs, Processes, Policies, and Practices (2006) / Chapter Skim
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Pages 21-27
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From page 21... ...
For example, the Ohio DOT reported that: All division, office, and individual employee annual work plans are derived from the goals of the agency business plan. All budget requests must be justified and all justifications are based on business plan and work plan goals.
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From page 22... ...
This may be an area that state DOTs want to consider giving some additional attention. Those states that do make some linkage include Arizona, North Dakota, Ohio, Texas, and Washington.
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Of those who do link gap analysis and program elements it is done through annual work and annual business plans, performance evaluations, or through the automated needs assessment process. The issue and methods of linkage got considerable discussion at the 2005 National Transportation Training Directors Conference.
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, are models with whom other DOTs may want to consult to learn how they were able to acquire funding levels that are substantially above average. 24 DOTs in Arizona, Maryland, Montana, North Dakota, Ohio, Texas, and West Virginia responded that "training, education, and development funds are considered essential human resource investments." These organizations have used a variety of ways to secure funds and convince funding sources that training is a value added investment.
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From page 25... ...
North Dakota provides a "one-time 1% monthly salary adjustment upon achieving certification." PARTNERSHIPS All agencies have partnerships with colleges; universities; other federal, state, or local agencies and organizations; professional organizations; and private-sector vendors. Many of these partnerships are with centers that specialize in supporting transportation-specific issues and requirements.
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From page 26... ...
. • Training laboratory with 10 desktop PCs (North Dakota)
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From page 27... ...
However, the more advanced public and private organizations are moving to "learner centered" training delivery, including on-demand training with access through the web, in person and electronic discussion groups, and similar techniques to ensure a well-trained staff. The most advanced organizations have gone one step further and are integrating performance and learning.
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