Strategies to Attract and Retain a Capable Transportation Workforce (2011) / Chapter Skim
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However, the influx of younger workers into leadership positions presents its own set of challenges. Jobs that were typically male dominated, such as engineering, are becoming less so (Cronin et al., 2007)
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Skinner, Jr., the Executive Director of the Transportation Research Board stated, "We are becoming a nation of immigrants again. The immigrant population nearly doubled between 1950 and 1990.
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found in a survey of younger (below age 35) American Society of Civil Engineers members that the average annual salary for private-sector engineers is $1,000 higher than the average for all engineers, while the average annual salary for pubic engineers is $1,000 lower than the average for all.
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improve the industry's "rigid" image and be used as a recruitment tool. In any case, new employeedevelopment techniques may help increase retention as job functions and procedures continue to evolve.
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As such, the remaining sections of the guidebook consist of the following chapters: Chapter 2: Using the Guidebook Chapter 3: Developing Future Applicant Skills Chapter 4: Increasing the Number of Applicants Chapter 5: Screening Applicants Chapter 6: Promoting Existing Staff Chapter 7: Branding the Organization/Industry Chapter 8: Reducing Voluntary Turnover Chapter 9: Anticipating & Managing Performance Issues Chapter 10: Developing Internal Staff Skills Chapter 11: Improving Culture/Climate Chapter 12: Leadership Development Chapter 13: Job Classification and Design Chapter 14: Succession Planning Chapter 15: Developing Knowledge Management Systems Chapter 16: Restructuring Benefits & Compensation Chapter 17: Work-Life Balance Specifically, Chapters 3 through 17 within the guidebook provide information on workforce challenges, industry strategies, and detailed descriptions of the most noteworthy practices within each of 15 recruitment and retention categories. Guidebook Introduction 5
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