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Pages 58-63

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From page 58...
... 58 The previous chapters have described some of the challenges facing transportation agencies in attracting, professionally developing, and retaining planning staff. The Tool developed as part of this research allows transportation officials to define the KSAs desired for the staff.
From page 59...
... Recruitment, Professional Development, and Retention Strategies for a Dynamic Work Environment 59   TA LE N T ST R AT EG Y • Enable diverse leadership • Promotion based on civil serviceexams • Seek diverse supervisors and managers • Provide leadership training and professional development opportunities for all employees but with diversity being a major consideration • Identify emerging knowledge area needs • Conventional planning competencies • Consider emerging issues (perhaps as defined in the tool) as guide to identifying desired KSAs • Recognize staff number limitations in determining staff expertise • Practice-driven • Seek multidisciplinary capabilities (reducing staffing needs)
From page 60...
... 60 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners PHASE PROCESS ACTIONS (Indexed to QRG in Appendix C) TRADITIONAL FUTURE-ORIENTED • Develop opportunities for flexible and continual relationships with employee "source" organizations • Limited • Establish Internships and offer potential career track • Utilize temporary hires • Build on relationships with staff from supporting university research entities • Improve and make relevant/attractive conditions of employment • Emphasis on stability • Emphasis on benefits • Recognize priorities/values of staff including millennials/Gen Z • Improve home-work life balance • Expand opportunities to working from home, virtual comms • Increase working hours flexibility • Provide latest technology for remote working • Identify benefits package tailored to recruits • Standard package • Provide support for student loan payoffs, maternity/paternity leave.
From page 61...
... Recruitment, Professional Development, and Retention Strategies for a Dynamic Work Environment 61   to adopt a particular future-oriented strategy indicated in the table, it might be able to identify actions that would accomplish the same outcomes while satisfying any human resource requirements. Each of the phases in a talent management process is described in more detail.
From page 62...
... 62 Attracting, Retaining, and Developing the Transportation Workforce: Transportation Planners that new planners are often transfers from other units in the agency or are individuals looking to begin a new career. In these cases, the portion of Table 18 most relevant is the Development phase.
From page 63...
... Recruitment, Professional Development, and Retention Strategies for a Dynamic Work Environment 63   7. Incorporate cross-agency training and staff sharing with other agencies or disciplinary areas; 8.

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