Nationwide there is a shortage of professional and technically-oriented individuals going into transportation related jobs. State DOT's, consultants, contractors and producers of highway materials find it challenging to attract and retain qualified individuals. This synthesis will document the existing strategies and implementation techniques used by state DOT's to recruit and retain individuals. The synthesis will also identify effective strategies used by other applicable industries. Of particular interest are the programs and practices that are reported as most effective, as well as those that proved to be less effective. Where information exists, the synthesis will document lessons learned and identify relevant gaps. This synthesis will review key literature sources, survey state transportation agencies, and summarise the reported experiences. Items of specific interest include, but are not limited to pre-and post-employment practices related to the following: * organisational cultures; * Compensation packages (e.g., salaries/benefits); * Educational reimbursement; * Schedule Flexibility (e.g., flex-time, tele-commuting leave); * Training programs (e.g., structure, delivery systems, required hours, evaluation); * Recognition programs; * Professional development, including the availability of technical and management tracks, mentoring, internships; * Assistance with employment issues (e.g., Visas', relocation, etc.); * Reclassification of job titles and salaries; * Succession planning; * Recruitment programs (e.g., strategies, organisation); and * Diversity/under-represented groups. (Author/publisher) This report may be accessed by Internet users at http://trb.org/publications/nchrp/nchrp_syn_323.pdf
Samenvatting