Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners (2021) / Chapter Skim
Currently Skimming:
Pages 18-41
The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.
From page 18... ...
18 This research used a variety of data collection strategies to provide input into the development of the Tool and the QRG. These included: • A literature review and a web page review of state DOT and MPO websites; • Surveys of planning officials and staff at transportation agencies (including a large engineering/ planning consulting firm)
|
From page 19... ...
Data Collection and Synthesis 19 associations (for example, APTA and ITE) , to deliver workforce development training opportunities.
|
From page 20... ...
20 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners A website review of 16 state DOTs and 21 MPOs represented a range of planning contexts (e.g., urban and rural) and helped identify the key issues each was facing in terms of internal and external forces as they affected desired staff capabilities.
|
From page 21... ...
Data Collection and Synthesis 21 2. Building culture outside the building Theme: Organizational culture is about people, no matter where they physically sit in the work space, including working from home.
|
From page 22... ...
22 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners agency from the perspective of recruiting, developing, and retaining talented staff. The synthesis of this information resulted in the following.
|
From page 23... ...
Data Collection and Synthesis 23 9. Policy emphasis on performance and cost-effectiveness including: – Right-sizing – TSM&O – Asset management 10.
|
From page 24... ...
24 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners 6. Advances in travel and land-use forecasting including: – Travel behavior analysis – New forecasting methods – Big data management/governance – Crowd sourcing – New data sources 7.
|
From page 25... ...
Data Collection and Synthesis 25 Approximately one-third of the respondents were 50 years old or over; one-third were between 36 and 50 years old; the remaining one-third were 35 years old or younger. Eight percent were 25 years old or younger.
|
From page 26... ...
26 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners 8. Changes in personal communication technologies (e.g., internet-based interpersonal communications, mobile phone technologies, etc.)
|
From page 27... ...
Does your human resource unit have defined personnel codes for transportation planning positions? Yes 24 (65 percent)
|
From page 28... ...
28 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners Which of the following skills do you think a transportation planning professional should have to be successful today and 5 years from now? Please rate each response on the following scale: 1–Not important today and not important 5 years from now; 2–Not important today but somewhat important 5 years from now; 3–Not important today but very important 5 years from now; 4–Important today and somewhat important 5 years from now; 5– Important today and very important 5 years from now; 6–Very important today and somewhat important 5 years from now; 7–Very important today and very important 5 years from now.
|
From page 29... ...
Data Collection and Synthesis 29 Of the talents listed in the previous two questions, which three (3) talents or skills do you project to be the most important for transportation planners 5 years from now?
|
From page 30... ...
30 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners 3.4 TRB Annual Meeting Session/Workshop A meeting session at the 2019 TRB Annual Meeting was structured as a workshop focusing on several important questions relating to the research objectives. Approximately 30 attendees participated in the workshop.
|
From page 31... ...
Data Collection and Synthesis 31 – (graduate student) There seems to be a disconnect between what is being taught in university programs versus what is needed in a job.
|
From page 32... ...
32 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners 4. To what extent does your organization face challenges finding transportation planners to fill positions requiring such skills and talents?
|
From page 33... ...
Data Collection and Synthesis 33 – (consultant) My company financially supports a dual degree (engineering and planning)
|
From page 34... ...
34 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners • Sometimes minority planners feel like they have to prove themselves more than their nonminority counterparts. Strategies for Attracting and Retaining Staff • Outreach to young students.
|
From page 35... ...
Data Collection and Synthesis 35 • Employers that invest in workforce development will do better at attracting and retaining planning talent. • Looking 5 years down the road, transportation issues need to be taken out of the "transportation box" and connect with other areas, in particular urban economics, public health, social equity, racial justice.
|
From page 36... ...
36 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners • The biggest single challenge facing planners today is the nexus between planning and policy. The role of planners is changing and the intersection of their work with policy making is pivotal.
|
From page 37... ...
Data Collection and Synthesis 37 • The most important skills identified by transportation planners were interpersonal communication skills and team member collaboration effectiveness. Those surveyed in consulting agencies also listed managing project deliverables and understanding client's needs and desires and company marketing as important skills.
|
From page 38... ...
38 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners Similarities All age groups agreed that planning for new transportation strategies and opportunities to work on problems of interest/professional challenge were the most important to them professionally. There was also agreement that freight planning skills were the least important of those listed.
|
From page 39... ...
Data Collection and Synthesis 39 Lowest Rated Next Highest Ranked in Top 4 Highest Rated Under 30 years old 31 – 50 years old 51+ years old What would attract you the most to a company or agency? (Top 4 Selections)
|
From page 40... ...
40 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners Evolving socioeconomic trends, geography and landuse patterns Security/system disruption risks Tied Global economic competition Tied Under 30 years old 31 – 50 years old 51+ years old How important are these talents or skills today?
|
From page 41... ...
Data Collection and Synthesis 41 • Public engagement and effective communication of technical data/information to nontechnical groups was considered more important by young planners than by senior planners. • Young planners tend to be more interested in planning for inclusive population and socioeconomic groups and reflecting changing demographic characteristics/lifestyles of the population in transportation plans and recommended strategies.
|
Key Terms
This material may be derived from roughly machine-read images, and so is provided only to facilitate research.
More
information on Chapter Skim is available.