I See Myself in that Career : Exploring Methods to Attract the Next Generation Transportation Workforce

Predicting a workforce crisis for the past twenty years, the transportation field has launched a wide variety of initiatives to increase the future talent pipeline that would choose transportation as a field of choice for study and future careers. This project follows on the premise that increasing awareness of career opportunities is essential to attracting new entrants at an early age, and that awareness building should be dynamic. This includes providing views of who works in the transportation field, what their experiences are, and what they value about their work. This paper hypothesizes that first-person glimpses into transportation careers are just as essential for job seekers as knowing job specs, qualifications, pay scales and opportunities for advancement. In-depth career profiles of workers were developed and showcase individuals, from diverse backgrounds and interests, engaged in work critical to the future of our transportation systems and infrastructure as an inducement to consider future education and training work needed to enter such a field. A number of other initiatives have created occupation and career profiles in public and private agencies. As with other awareness building and talent pipeline development initiatives such efforts need to be made accessible to a wider more diverse audience and metrics for tracking their effectiveness should be developed and implemented. Coordinating and testing these efforts are part of a future stage of program

Vermont Agency of Transportation Employee Retention and Knowledge Management Study

In 2015, the Vermont Agency of Transportation (VTrans) developed a new strategic plan that included five goals that would support the agency’s mission and vision. Goal 5 of the plan is: Develop a workforce to meet the strategic needs of the agency. VTrans leaders were concerned with the loss of employees due to turnover and the subsequent impact of knowledge loss on the operations of the agency. This applied research study used a mixed methods approach in data gathering to help determine the state of employee retention and knowledge management (KM) at VTrans and to provide tools that could help with both retention and KM issues. Key steps in this study involved an organizational assessment of turnover and KM practices at VTrans, a scan of other state DOTs concerning retention and KM practices, and a pilot project to address both issues. With guidance provided by a Technical Advisory Committee (TAC), the decision was made to focus most of the research in specific units of the Highway Division