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71Â Â This research has examined a wide range of issues associated with attracting, professionally developing, and retaining a planning workforce. The QRG provides transportation managers with a useful tool for thinking about the key KSAs necessary for a planning unit to be relevant and credible to its agency and to a broader constituency in future years. The QRG also allows employees to develop talent profiles that can be used to monitor professional development prog- ress and as statements of their own competencies for jobs they pursue. The research has also resulted in some overarching observations that transportation officials should be aware of in terms of enhancing the capabilities of their planning units. These obser- vations are an amalgamation of the results from the different studies and reports reviewed for the project, as well as the results of the surveys, interviews, focus group, and workshop. The fol- lowing five overarching observations portend potentially dramatic challenges to transportation agencies as they seek to enhance their planning capabilities. 1. The characteristics of the more recent employee cohorts are dramatically different than previous cohorts. Their expectations on job structure, work environment, supervision, and interactions very much influence how they perform in their jobs. They tend not to enjoy or respond favorably to rigid structures, non-transparent communications, and structured interactions. Over time these characteristics will likely run up against many of the office and work structures that are common in many transportation agencies. 2. Every group that was part of this study emphasized the importance of DEI in the workforce and in the work planners do. This is especially true in communities where a large portion if not the majority of the population is diverse. Many respondents made it clear that transporta- tion planning staff serving such communities should look like the communities they serve. 3. The importance of planning career paths cannot be understated. Both senior and young respondents to the surveys and interviews emphasized the need for young planners in par- ticular to see a clear path forward in their career advancement. 4. The workâlife balance is a very real desire for young planners. With COVID-19 restrictions acting as a catalyst to working from home, it seems likely that young planners in particular will be looking for more flexible work environments. 5. The environment for transportation planning will likely change dramatically over the next 5 to 10 years. The rapid change in technology, environmental concerns, and societal issues will influence much of what young planners are interested in. Many will be looking for jobs where they feel they can make a difference in these concerns. C H A P T E R 8 Overarching Observations
