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Transportation Workforce Planning and Development Strategies (2019)

Chapter: Appendix A - Survey Instrument and Raw Data

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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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Suggested Citation:"Appendix A - Survey Instrument and Raw Data." National Academies of Sciences, Engineering, and Medicine. 2019. Transportation Workforce Planning and Development Strategies. Washington, DC: The National Academies Press. doi: 10.17226/25624.
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A-1 A P P E N D I X A Survey Instrument and Raw Data A.1 Survey Instrument This survey is a critical part of a Transportation Research Board (TRB) National Cooperative Highway Research Program (NCHRP) study on workforce planning and development practice at state Departments of Transportation (DOTs) and the Local Technical Assistance Program (LTAP) Centers. It is being conducted by researchers at the Eno Center for Transportation, an independent, nonprofit research and workforce development organization. The goal of the survey is to provide a comprehensive understanding of a range of major implication and impact considerations and to document the state DOTs and LTAPs workforce development experiences. A literature review and case studies will accompany the final report which will synthesize the background information, survey data, and case study analysis to demonstrate current workforce planning and development practices at the state level. This survey is designed to be completed by Training Department officials at the DOTs and the LTAP Center Directors in each state. These individuals generally correspond to the members of the National Transportation Training Directors (NTTD) and the National Local Technical Assistance Program Association (NLTAPA). If this does not accurately describe your position, please share the email you received with the link to this survey with the proper person at your agency. This survey will take about 15 minutes to complete. No personally identifying information will be shared with anyone outside of the research team, and all reported data will be anonymous. Please click “next” to begin to the survey. Thank you for helping us better understand workforce development at state DOTs.

A-2 Transportation Workforce Planning and Development Strategies General Information State DOT/LTAP Center Name: __________________________________________________ City: ______________________________ State: [Drop down] PART I – Macro Considerations In order to understand the broader environment under which you provide workforce development programs, we wish to understand some general terms and concepts: 1) How does your department/center define workforce development? [Open response/No definition/Prefer not to respond] 2) Do you differentiate between workforce planning and workforce development? [Yes/No/I don't know] 2a) If yes, how so? [Open response/Prefer not to respond] 3) Does your department/center see workforce development more as a cohesive body of work or more as a disconnected set of activities? [Completely cohesive body/Mostly cohesive body/neither cohesive body nor disconnected set of activities/Mostly disconnected/Completely disconnected/I don’t know /Prefer not to respond] PART II – Implementation and Impact These questions are intended to help us understand how programs are executed and any challenges, problems, and successes. 1) Please indicate if your department/center coordinates the following workforce development tasks: [Select all that apply] If any of the boxes are checked, ask “Who offers the program?” then select all that apply [State DOT/State Government not DOT/LTAP Center/Higher Education (Other than LTAP Center)/Private Sector/Other (describe)] Mandatory training [onboarding, workflow, timekeeping, workplace policies, compliance, etc.] Required skills training [specific knowledge required to discharge the duties of a position for a new hire, i.e., skills development after employment]

Appendix A A-3 Technical updates training [training on new technologies relevant to a current position that traditionally increase worker productivity] Career advancement training [skills not required to discharge a current position, but useful to fill other positions] Leadership/management training [intended to prepare people for supervisory positions] Leadership/management training [intended to continue developing skills.] 2) What other educational providers does your training audience utilize on a regular basis other than your offered training? [Select all that apply] Non-LTAP University programs Community college or technical school Organized labor Trade associations National Highway Institute Public sector workforce development programs Other __________ 3) Does your training audience have any of the following available to participate in other than what is offered by your program? [Select all that apply]: Courses for academic credit, including tuition reimbursement Apprenticeship or other student learning programs Mentorship programs [pairing of junior employees with more senior employees] Job shadowing or rotation programs Other No, the department/center does not sponsor or provide paid time to participate in any of the above If any checkbox in question above is checked besides “no,” ask: 3a) In your opinion, are these programs targeting and benefitting the appropriate individuals in your workforce? [Always/Sometimes/Seldom/Never/Prefer not to respond] 4) Please indicate if your DOT/LTAP conducts any of the following workforce planning activities [Select all that apply] Has a standard curriculum for specific job classifications Works with labor/management to provide a training track for employee development which ties to position advancement Surveys employees to determine the impact of learning on promotional opportunities

A-4 Transportation Workforce Planning and Development Strategies Maintains dashboards to report employment trends Surveys employees for job satisfaction Attempts to forecast retirement of key positions Identifies critical needs for position recruitment Conducts and summarizes exit interviews Issues regular reports to senior executives We do not track or forecast employment trends Other __________________ Prefer not to answer 5) How do you evaluate workforce development programs? [Open response/None/Prefer not to respond] 6) Over the last five (5) years, what workforce development programs have been the most successful? Why? 7) Over the last five (5) years, what workforce development programs did not work, and why not? [Open response/None/Prefer not to respond] PART III – Funding and Partnerships This part of the study intends to better understand the costs of various programs and to what extent partnerships are entered into. 1) Please indicate how your department's/center's workforce development offerings are funded. If available, please indicate the amount of funds received: [Select all that apply and indicate the annual funding for each] Appropriation from state legislature $______ Inter-office transfer of funds for student participation $______ Federal aid $______ Local government contribution not supported by federal-aid $______ Attendance fee payments $______ Other [explain] $______ Other examples where resources are shared, even if there is no financial commitment from one partner to the other _________ 2) Does your state DOT and LTAP centers collaborate on training and technical assistance programs? [Always/Sometimes/Seldom/Never/Prefer not to respond]

Appendix A A-5 3) If/when your state DOT and LTAP centers collaborate on training and technical assistance programs, do you share financial costs? [Collaborate and share costs/Collaborate but do not share costs/Do not collaborate/Don't know/Prefer not to respond] if “collaborate and share costs”, ask 3a) Approximately what percentage of the training and technical assistance program shared cost comes from the DOT? [Open answer number only/Don't know/Prefer not to respond] 3b) Approximately what percentage of the training and technical assistance program shared cost comes from the LTAP? [Open answer number only/Don't know/Prefer not to respond] 3c) Describe any sources of funding that are not the DOT or LTAP [open response] 4) Approximately what percentage of your total budget for workforce development programs goes to vendors for work that is contracted out? [Open answer number only/Don't know/Prefer not to respond] 5) In your opinion, what are reasons that an outside vendor is brought in? [Open response/Don't know/Prefer not to respond] 6) If utilized, how are vendors selected? What standards must be met in order for a vendor to be selected. [Open response/Don't know/Prefer not to respond] PART IV – Social and Demographic It is important for the study to understand how workforce development programs are targeting different groups of people, both for ongoing training and for future recruitment. 1) Which skill sets and knowledge will your DOT need more of over the next ten years? [Open response/Don't know/Prefer not to respond] 2) What institutional or market factors do you think are most likely to cause professionals to leave state DOTs? Please exclude personal factors such as lifestyle change, family, marriage, retirement, health, etc. from your answer. [Open response/Don't know/Prefer not to respond] 3) What institutional or market factors do you think might increase the probability of professionals staying with state DOTs? Please exclude personal factors such as lifestyle, family, marriage, retirement, health, etc. from your answer. [Open response/Don't know/Prefer not to respond]

A-6 Transportation Workforce Planning and Development Strategies PART V – Other Outside the current context of workforce development programs, this study wishes to understand what broad lessons can be learned. 1) If your department/center had unlimited resources, what are the first workforce development programs you would offer? 2) Are there models and lessons that DOTs/LTAPs should import from other sectors and disciplines? [Open response/Don't know/Prefer not to respond] 3) Is there anything else that you think would be of interest for this study of transportation workforce planning and development at state DOTs/LTAPs? [Open response/Don't know/Prefer not to respond] 4) If you are aware of studies, course catalogs, or other documents that would be of interest for this study of transportation workforce development at state DOTs/LTAPs, please submit them. [Upload option] Part VI – Follow-up Information Name of person completing the survey: _______________________________________ Phone number of person completing the survey: ________________________________ Email of person completing the survey: _______________________________________ Are you willing to be considered for a case-study? [Yes/No/I don't know]

Appendix A A-7 A.2 Raw Data The full, anonymized cleaned data is available at https://www.enotrans.org/wp- content/uploads/2018/08/NCHRP_Workforce_Synthesis_Survey_2018-08- 24_Cleaned.xlsx.

Abbreviations and acronyms used without definitions in TRB publications: A4A Airlines for America AAAE American Association of Airport Executives AASHO American Association of State Highway Officials AASHTO American Association of State Highway and Transportation Officials ACI–NA Airports Council International–North America ACRP Airport Cooperative Research Program ADA Americans with Disabilities Act APTA American Public Transportation Association ASCE American Society of Civil Engineers ASME American Society of Mechanical Engineers ASTM American Society for Testing and Materials ATA American Trucking Associations CTAA Community Transportation Association of America CTBSSP Commercial Truck and Bus Safety Synthesis Program DHS Department of Homeland Security DOE Department of Energy EPA Environmental Protection Agency FAA Federal Aviation Administration FAST Fixing America’s Surface Transportation Act (2015) FHWA Federal Highway Administration FMCSA Federal Motor Carrier Safety Administration FRA Federal Railroad Administration FTA Federal Transit Administration HMCRP Hazardous Materials Cooperative Research Program IEEE Institute of Electrical and Electronics Engineers ISTEA Intermodal Surface Transportation Efficiency Act of 1991 ITE Institute of Transportation Engineers MAP-21 Moving Ahead for Progress in the 21st Century Act (2012) NASA National Aeronautics and Space Administration NASAO National Association of State Aviation Officials NCFRP National Cooperative Freight Research Program NCHRP National Cooperative Highway Research Program NHTSA National Highway Traffic Safety Administration NTSB National Transportation Safety Board PHMSA Pipeline and Hazardous Materials Safety Administration RITA Research and Innovative Technology Administration SAE Society of Automotive Engineers SAFETEA-LU Safe, Accountable, Flexible, Efficient Transportation Equity Act: A Legacy for Users (2005) TCRP Transit Cooperative Research Program TDC Transit Development Corporation TEA-21 Transportation Equity Act for the 21st Century (1998) TRB Transportation Research Board TSA Transportation Security Administration U.S. DOT United States Department of Transportation

ISBN 978-0-309-48084-0 9 7 8 0 3 0 9 4 8 0 8 4 0 9 0 0 0 0 TRA N SPO RTATIO N RESEA RCH BO A RD 500 Fifth Street, N W W ashington, D C 20001 A D D RESS SERV ICE REQ U ESTED N O N -PR O FIT O R G . U .S. PO STA G E PA ID C O LU M B IA , M D PER M IT N O . 88

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Estimates indicate that more than 14 million jobs—about 11% of civilian jobs in the United States—are related to infrastructure. Transportation has the potential to be a major U.S. job creator with projections to add 417,000 net jobs from 2012 to 2022. An additional 4.2 million workers will need to be hired to fill vacancies created by people leaving the transportation workforce.

Transportation workforce strategies are highly decentralized with no national standards for operations, planning, or programming. This is not necessarily a criticism because there is tremendous variation in the transportation workforce needs from state to state. However, it means there is little documentation of best practices, making it difficult to know what innovation can be transferred from state to state.

The TRB National Cooperative Highway Research Program's NCHRP Synthesis 543: Transportation Workforce Planning and Development Strategies is a synthesis of the current state of practice associated with the implementation of transportation workforce planning and development strategies at state departments of transportation (DOTs) and associated local and tribal technical assistance programs (LTAPs/TTAPs).

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