Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners (2021) / Chapter Skim
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Pages 48-57
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From page 48... ...
48 This chapter discusses the Tool, developed based on the results of the information collection described earlier, that can be used by transportation officials to assess their current planning staff capability. Given gaps in capabilities between what is desired and what exists, Chapter 6 discusses different types of strategies agencies can consider to improve their planning capabilities.
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Talent Management Tool 49 With respect to internal forces, Table 14 illustrates how the table can be used. In this case, possible KSAs for an agency facing an aging staff focus on the need to understand and be sensitive to the characteristics of those they supervise.
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50 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners External Forces for Change (generally societal) If you are concerned with this force for change…..
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Talent Management Tool 51 the desired knowledge areas and ranks each in terms of importance to the position. The rankings for each knowledge area (and those for skills and abilities in the next steps as well)
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52 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners Step 6: Identify Key Abilities Similar to Step 5, ranking needed abilities allows the planning manager to think about the abilities desired for an overall staff capability or for a particular position. The user selects the desired abilities and ranks each in terms of importance to the position.
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From page 53... ...
Talent Management Tool 53 Example of Talent Profile and Related Job Description As an example, assume a state DOT planning manager is developing a talent profile for an entrylevel General Planner position. The manager selected the following options and rankings in the Tool: Position: General planner Context: State agency Knowledge areas rated 3 or 2: Required Knowledge (rated 3)
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54 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners Position Type: General Planner Planning Context: State Agency Required Knowledge • Modal operational and infrastructure characteristics • Principles of planning, plan development, and other typical products • Alternative modes and multimodal plan development • Impacts and consequences of transportation projects and programs • Data collection/analysis techniques • Planning data inputs Desired Knowledge • Socioeconomic trends and behavioral relationships • Travel behavior • Equity • Sustainability • Geographic information systems (GIS) • Project development process Required Skills • Collaboration with other agency staff • Cultural competency • Preparation of reports, memoranda, and presentations • Data collection • Data analysis • Data visualization • Synthesis of information sources • Public engagement Desired Skills • Performance metrics • Review of policies, plans, and regulations • Understanding customer needs/desires Desired Abilities • Effectively interacting with agency and other professional leaders/managers • Public speaking and presentations • Multitasking Required Abilities • Analytical & creative thinking • Commitment to learning • Listening • Punctual and timely in response • Working within team/collaboration • Working independently/taking initiative Abilities Skills Knowledge Talent Profile: Start Over Create Job Description Print Figure 8.
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From page 55... ...
Talent Management Tool 55 Although the number of agency staff and respective roles varied by pilot study, in general, the types of positions represented in the pilots included planning office director, planning program supervisor, district planner, top tier transportation planners, and human resource staff. In one pilot study, the planning director included young planners to get their perspectives on the questions being asked.
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From page 56... ...
56 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners 2. With respect to desired planner KSAs, there was a sense among participants that the planning staff should have a broad perspective on how transportation contributes to and impacts society.
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From page 57... ...
Talent Management Tool 57 c. COVID-19 has accelerated the work-from-home office model.
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