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Key Workforce Challenges…

Transportation Workforce Development AASHTO Subcommittee on Design Columbia, South Carolina Clark Martin Office of Technical Services Federal Highway Administration July 28, 2010. Key Workforce Challenges…. 40-50% of the transportation workforce will retire in the next 10 years

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Key Workforce Challenges…

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  1. Transportation WorkforceDevelopmentAASHTOSubcommittee on DesignColumbia, South CarolinaClark MartinOffice of Technical ServicesFederal Highway AdministrationJuly 28, 2010

  2. Key Workforce Challenges… • 40-50% of the transportation workforce will retire in the next 10 years • Fewer people are going into key transportation fields • Competition for workers from other industries • Challenge of reaching women and minorities

  3. RETIRING HIRING U.S. Birth Rates AVERAGE 1940 1950 1960 1970 1980 1990 2000 Baby Boomers Generation X Generation Next

  4. SMALLER HIRING POOL RETIREMENTS NEW SKILL REQUIREMENTS “The Perfect Storm”

  5. COLLEGE EMPLOYMENT Awareness of Field Rehire Employment/Graduate School College Choices Build Skills Early Career Choices Stay in Major Development Choices Workforce Development Continuum K-12

  6. Supply skills/capacity Engineering Construction/Maintenance Distribution/Logistics System Management Align Supply and Demand K-12 Community College University Professional Development Demand all disciplinesall levels

  7. Major Disciplines/Education K-12 Community College University Professional Development Engineering Construction Logistics/Distribution System Management (State/local agencies)

  8. Major Disciplines/Education K-12 Community College University Professional Development Engineering Construction Logistics/Distribution (System Management State/local agencies)

  9. Next Steps • Engineering • American Society of Civil Engineers (ASCE) 144,000 members • American Council of Engineering Companies (ACEC); Consulting Engineering Companies • Institute of Transportation Engineers (ITE); traffic engineering/operations, ITS

  10. Next Steps • Construction/Maintenance • American Road and Transportation Builders Association (ARTBA) • Associated General Contractors of America; major highway building interest (AGC)

  11. Next Steps • Transportation Logistics/Distribution • FHWA Office of Freight Management • Logistics Supply Chain Management Organizations • Education Programs • K-12 • Community College • University • Professional Development

  12. Next Steps • Highway System Management - State • Workforce Development Focus • American Association of State and Highway Officials (AASHTO) • AASHTO Human Resources Subcommittee: State HR Directors • Other AASHTO Committees/Subcommittees • State DOT Workforce Toolkit • National Transportation Training Directors (NTTD) State DOT training directors (not affiliated with AASHTO) • Transportation Curriculum Coordination Council (TCCC) State DOT program managers-professional development-not affiliated with AASHTO

  13. Next Steps • Highway System Management – Local • American Public Works Association (APWA) • National Association of County Engineers (NACE) • Local Technical Assistance Program (LTAP)

  14. Transportation Education Development Pilot Program Grant Program for workforce development programs, test transportation curriculum Train all levels of transportation $1.875 million, each year, FY06-09 Grants limited to $300,000 each

  15. Next StepsK-12 • TEDPP Grant: University of Southern Illinois Transportation Career Cluster • Teachers develop curriculum in summer, pilot in fall • Consider current programs: • AASHTO, AGC, ASCE, others • MESA • Project Lead the Way • National Council of State Career and Vocational Managers • Need a strategic approach: • K-12: sharper focus in later grades • Teacher education, materials • Leverage interest, resources, industry participation • Process for implementation • Students understand transportation make better users/decision makers • Implications for safer driving

  16. Next StepsCommunity Colleges • TEDPP Grant: University of Vermont • American Association of Community Colleges • Transportation Awareness • AACC Workforce Development Institute, 1/27-30, Tampa • AACC Annual Meeting, 4/18-21, Seattle • AACC Journal Article (Labor, Education, Energy) • Community College Awareness-Transportation • Credit > generally leads to 2 year degree • Non-Credit > specialized training often through CC industry related institutes • General remediation help; math, reading skills • Credit side leads to jobs; Non-credit side leads to better skills, promotion in the workforce place

  17. Next StepsCommunity Colleges • TEDPP Grant: University of Vermont • Community College survey results/report • Develop transportation related case studies • Modal specific based on need • On-line courses a consideration • Some transportation funding available • Rely on American Graduation Initiative • CC curriculum-transportation • General skills could be used in transportation careers • Specialized courses; engineering (civil, environmental, engineering tech) transportation/logistics, • Modal specific (airline, some marine, rail)

  18. Health Care and Education Affordability Reconciliation Act • Administration Driven (legislation introduced) • $2 billion investment in Community Colleges over 10 years • “Community College Challenge Fund” – workforce training and related programs • “College Access and Completion Fund” – increase college graduation, close achievement gaps • $2.5 billion investment in facilities construction and renovation • Revamp federal student loan programs

  19. Health Care and Education Affordability Reconciliation Act • Transportation leverage resources-A 5 step pathway: • 11/12 grade awareness/preparation for transportation • Student financial support • Community College curriculum development • Internships; good for students, good for employers/industry • Student support to matriculate to 4 year school

  20. University • Industry Needs • Technical Skills • Knowledge of Disciplines (planning, safety, environment, finance) • Communication, collaboration, consensus building • University Challenges • Focus on technical knowledge; time, resource limit multidisciplinary, communication skill focus • Options to enhance student multidisciplinary/ communication • Elective courses, student orientation, student chapter engagement • CUTC Directors sponsored Workforce Summits-University of Wisconsin lead

  21. University Transportation Centers • With RITA/CUTC, FHWA leading development of National Workforce Strategy • Number of Universities increased from 32 to 60 • Funding increased from $32.5 million to $76.7 million, each year, FY05-09 • New requirements for transportation education • Region UTCs • 10 graduate programs in transportation • 5 tenured transportation faculty • Tier I UTCs • 5 graduate programs • 3 tenured transportation faculty

  22. Highway Industry Profile Trends, Challenges, and Opportunities

  23. Highway Industry Profile FHWA workforce efforts part of larger activity to craft a national transportation workforce development strategy National plan will encompass all modes, meet USDOT/state goals for safety, livable communities, economic competitiveness, environment stewardship, org. excellence Data and analyses reported intended to describe the highway industry and workforce based on the latest available research FHWA developing a Highway Profile and is engaging key organizations to provide a common description of highway industry/workforce

  24. OVERVIEW OF HIGHWAY WORKFORCE A estimated 80% of all State DOT employees work in Highway area Private sector key to highway program delivery Highway workforce consists of all occupations dealing directly with: • Planning, Construction, Engineering, Maintenance, Finance, Safety, Environment

  25. OVERVIEW OF HIGHWAY INDUSTRY National Highway System covers over 46,000 miles and connects US’s principal metro areas and industrial centers; serves the National defense; and connects critical border points. Local governments own about 76%; State governments @ 21%. Federal government;3%.

  26. OVERVIEW OF HIGHWAY INDUSTRY While a great deal of funding comes from Federal Government, majority of funding and workforce at state and local level.

  27. National Transportation Workforce Development Strategy • COMMON LINKAGES • Data/statistics/analyses • Successful practices • Education engagement • Downsized industries • New technologies • Workplace practices • Performance metrics National Transportation Workforce Development Strategy Air Transit Motor Carriers Highway Pipeline Rail Water

  28. Next Steps • RITA-CUTC Planning Group working to develop National Strategy, input from Region Summits, work toward National Summit (Spring, 2011) • Other modes to work with partners/develop strategies • FHWA to engage transportation organizations by primary disciplines (engineering, construction, distribution/logistics, system managers) • Education by key sectors (K-12, Community Colleges, Universities, Professional Development) • Take full advantage of TEDPP Grants • Work toward more comprehensive workforce development provisions in reauthorization within difficult parameters

  29. State Program Funds for Workforce Development:SAFETEA-LU Section 5204(e) • State DOT Core Funds can be used for training and development: • Surface Transportation Program • National Highway System • Bridge Program • Interstate Maintenance Program • Congestion Mitigation and Air Quality

  30. Broad Use of 5204(e) Funds • No Match Required…100% funding • Funds can be used for: • Training current workers/curriculum develop, travel to training • “Pipeline” activities to encourage young people into transportation • Internships, scholarships, cooperative education programs • As of4/10 – 37 states invested $63 million

  31. NCHRP Project 20-72State DOT Workforce Toolkit (web based) • Web based information; AASHTO HR Sub-committee driven • Recruit to competencies to meet current and future needs • Educate, train, and develop staff to attain competencies, institutional/mission critical knowledge/retain staff • Succession planning to ensure qualified personnel fill key management and leadership positions • Help ensure an adequate supply of qualified entry-level personnel

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