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WASHTO Human Resources Presentation

WASHTO Human Resources Presentation. July 11, 2005 Omaha, Nebraska. Introduction.

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WASHTO Human Resources Presentation

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  1. WASHTO Human Resources Presentation July 11, 2005 Omaha, Nebraska

  2. Introduction Thank you for the opportunity to speak with you today about the anticipated Human Resource needs for the 21st century. Denver, Colorado was pleased to host the AASHTO National Human Resources Conference on April 18th, 2005. A key topic of the Conference was the challenges Transportation Agencies face in recruiting, training and retaining quality people. The findings and recommendations are not surprising, but a discussion at the CEO level needs to take place.Here are some basic findings and recommendations that were discussed at the recent conference:

  3. Recruitment will become increasingly difficult and competitive. National Conference Findings The U.S. Bureau of Labor Statistics predicts that by 2012 there will be 3.3 million fewer workers than jobs. DOTs are already having difficulty filling positions for professional engineers, surveyors, technicians and maintenance workers. Due to changing and expanding agency missions and new technologies, surface transportation agencies require a workforce with a wider range of skills and abilities (i.e. environmental, social, ITS, information technology). continued Statistical data are from the Transportation Research Board Special Report 275, “The Workforce Challenge”, 2003

  4. Recruitment will become increasingly difficult and competitive. (continued) • Both private and public organizations compete for the same employees, the public sector pays less. • Younger workers are more mobile; agencies have difficulty retaining young professionals with five or more years experience. National Conference Findings

  5. Recruitment challenges will be compounded by unprecedented numbers of retirements. • More than 50% of the state transportation workforce will be eligible for retirement in the next ten years – more than double the eligibility rate for the rest of the nation’s workforce. • Retirement-eligible transportation employees typically are senior staff with extensive knowledge, experience and training They are the “institutional knowledge” of the organization. National Conference Findings

  6. When compared to the private sector, transportation agencies are significantly under-investing in training. • Fortune 500 companies on average invest 40 hours per employee, per year on training. A recent survey of state DOTs revealed they invest an average of 10 hours per employee, per year on training. National Conference Findings

  7. Few transportation agencies have raised human resource management to the strategic planning level within the organization. • Most state agencies continue to view the HR management function as solely filling vacant positions and monitoring personnel functions. • Most private sector companies include HR in their strategic planning activities. These organizations place HR management at the VP level and include recruitment, retention, training and succession planning in the organization’s overall strategic plan. National Conference Findings

  8. Transportation agencies should establish training as a key strategic priority. • Surface transportation agencies should review their current investment in training, and determine if partnering with other agencies, universities, community colleges and others would help meet training and workforce development needs. National Conference Recommendations

  9. Transportation agency leaders should review the role of Human Resources within their respective agencies and determine if Human Resources can become an even greater contributor to the success of their organization. • A future proposed policy resolution is being formulated that will ask AASHTO to elevate the Administrative Subcommittee on Personnel and Human Resources to a standing committee reporting to the Board of Directors. National Conference Recommendations

  10. Partner with Other Agencies • Transportation agencies should work together to develop innovative human resource practices and to address recruitment, training, retention and succession planning needs. National Conference Recommendations

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