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Pages 172-191

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From page 172... ... 172 C H A P T E R 6 The following needs/gap analysis seeks to identify potential gaps between the previously developed competency models and existing training and educational programs available to those either working in the railroad industry or seeking to gain employment in the railroad industry. This has been done by systematically comparing attributes of knowledge and skill identified through an examination of the existing literature; review of focus group discussions with craftworkers; exploration of the resulting data obtained in a nationwide survey of craftworkers, as well as engineering and operations professionals; and structured interviews held with human resources professionals and business leaders and executives. Read the entire page →
From page 173... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 173 pertaining to the railroad industry. Four schools offer Ph.D. Read the entire page →
From page 174... ... 174 A Guide to Building and Retaining Workforce Capacity for the Railroad Industry railroad track engineering and design, as well as applications and analysis for complex dynamic systems. This program supports the operations domain knowledge, information management, and portions of traffic planning and logistics. Read the entire page →
From page 175... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 175 Attributes -- Poorly Supported All knowledge and skill attributes are either fully supported or supported by these educational programs. Many of the institutions provide applicable and transferrable skills, even though the course work is not rail specific. Read the entire page →
From page 176... ... 176 A Guide to Building and Retaining Workforce Capacity for the Railroad Industry railroad track engineering, railway signaling and control, and railroad project design and construction. All attributes for the general, track and infrastructure, and communication and rail signal engineering domains are fully supported by either the rail-specific courses or courses in transportation engineering. Read the entire page →
From page 177... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 177 Massachusetts Institute of Technology, along with Texas A&M University, train their graduates in the project management of transportation industries. In the competency area of business acumen and customer awareness, individuals can receive training from California State Polytechnic University and Massachusetts Institute of Technology. Read the entire page →
From page 178... ... 178 A Guide to Building and Retaining Workforce Capacity for the Railroad Industry Attributes -- Well Supported Many attributes of knowledge and skill are well supported through the various institutions offering education and training to locomotive engineers. Penn State Altoona addresses all knowledge attributes in its bachelor's level program in rail transportation engineering as evidenced in the descriptions of required courses with the exception of two attributes: (1) Read the entire page →
From page 179... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 179 warrants, track bulletins, rule book, timetable. Johnson County Community College appears to address all attributes of understanding and knowledge with the exception of physical characteristics of the territory, including length of sidings, location of signals and switches, grades, and curves; however, both of these programs offer internships where some of these attributes may be addressed. Read the entire page →
From page 180... ... 180 A Guide to Building and Retaining Workforce Capacity for the Railroad Industry 2. Controlling track use. Read the entire page →
From page 181... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 181 Northwest Railroad Institute (Washington) , and Sacramento City College offer a few courses primarily focused on the history of railroading, railroad rules and regulations, and safety regulations and operating procedures. Read the entire page →
From page 182... ... 182 A Guide to Building and Retaining Workforce Capacity for the Railroad Industry Gap Analysis -- Communications Personnel There are a total of six certification programs and educational institutions providing several courses to support the knowledge attributes and applied skills needed for this position. They have limited geographic overlap with rail hubs. Read the entire page →
From page 183... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 183 At Okefenokee Technical College, a technical certificate of credit in locomotive electrical systems can be obtained. Students are introduced to microcomputers, industrial safety procedures, soldering technology, industrial wiring, DC and AC motors, as well as several courses devoted to current circuits, alternating currents, and solid state devices. Read the entire page →
From page 184... ... 184 A Guide to Building and Retaining Workforce Capacity for the Railroad Industry Okefenokee Technical College, the locomotive mechanical systems certificate prepares students to work as mechanical technicians. Particular attention is given to diesel and electrical locomotives. Read the entire page →
From page 185... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 185 • Building, repair, removal, and application of steel cabs and running boards. • Selection of gauge and type of metal, or nonmetallic material, according to specifications. Read the entire page →
From page 186... ... 186 A Guide to Building and Retaining Workforce Capacity for the Railroad Industry Attributes -- Supported Sacramento City College offers a railroad air brakes course covering inspection of the load, undercarriage, air brake connections, hand brake systems, drain valves, and cut-out cocks. This course provides a basis for the skill of inspection, replacement, and/or repair of gaskets, air hose, train line, bulkhead and other interior load restraining equipment, steel sections such as side sheets, cross bearers, crossties, and under framing. Read the entire page →
From page 187... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 187 railroad industry. According to this program, students are trained for entry-level positions in the rail industry. Read the entire page →
From page 188... ... 188 A Guide to Building and Retaining Workforce Capacity for the Railroad Industry and safety requirements. Penn State Altoona also offers a practicum in the repair of locomotives and cars from a mechanical perspective. Read the entire page →
From page 189... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 189 Discipline: Shop Laborers Job Functions The shop laborer has two primary functions: 1. Equipment operations: Operate forklift, mobile crane, track mobile, shop tractor, and power hand tools. Read the entire page →
From page 190... ... 190 A Guide to Building and Retaining Workforce Capacity for the Railroad Industry MOW workers may partake in short-term workshops at the University of Tennessee, Knoxville, with a focus on track inspection, safety standards, track maintenance, track design, and worker safety. Northwest Railroad Institute has a 6-month rail operations training program. Read the entire page →
From page 191... ... Assessment of Industry Needs/Gap Analysis for Railroad Workforce 191 For a full coverage of knowledge related to the history of the railroad industry and railroad operations, MOW workers may take a 6-month rail operations training program at Northwest Railroad Institute. Available are two units covering operations and safety rules and GCOR. Read the entire page →

From page 172...

... 172 C H A P T E R 6 The following needs/gap analysis seeks to identify potential gaps between the previously developed competency models and existing training and educational programs available to those either working in the railroad industry or seeking to gain employment in the railroad industry. This has been done by systematically comparing attributes of knowledge and skill identified through an examination of the existing literature; review of focus group discussions with craftworkers; exploration of the resulting data obtained in a nationwide survey of craftworkers, as well as engineering and operations professionals; and structured interviews held with human resources professionals and business leaders and executives.