Strategies to Attract and Retain a Capable Transportation Workforce (2011) / Chapter Skim
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Pages 95-101
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From page 95... ...
Definition of Job Classification and Design: Involves designing jobs to possess the appropriate scope of tasks and skills required; allows for employees to stay interested and challenged without being consistently overburdened. Workforce Pipeline Target Area Target Career Stages K-12 Comm.
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Exhibit 13-2 Industry Strategies: Job Classification and Design Strategy Strategy Description Create Dual Career Tracks for Managers and Technical Experts Organizations are exploring new ways to ensure that employees have more well-qualified supervisors and managers. Organizations have found that some employees are not well suited, even with training, to manage other employees.
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Job Classification and Design 97
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Minnesota DOT Transportation Specialist Series (TSS) Job Type: Maintenance ROI: Short-term Generation: All Key Program Highlights: o Combination of Highway Technician Series, Highway Maintenance Worker Series, and Bridge Worker o Focus on workforce planning and professional development to target current and future skill needs o Helps agency remain competitive, develop a more flexible workforce, and meet customer expectations Minnesota DOT Transportation Specialist Series (TSS)
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Implementing the TSS concept is one of a number of business strategies to allow Mn/DOT to remain competitive, develop a more flexible workforce, and meet customer expectations. Job Classification and Design 99
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has approximately 12,000 employees, not including consultants or contractors, of which roughly 10,500 are engaged in maintenance, restoration, and expansion of the highway system. The agency is divided into six main divisions, known as deputates, which include highway administration, safety administration, planning, aviation and rail freight, local and area transportation, and administration.
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From page 101... ...
Job Classification and Design 101
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