NCHRP 20-68D “US Domestic Scan Program”
Transcript of NCHRP 20-68D “US Domestic Scan Program”
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Workforce Development
AASHTO CTE Annual MeetingJune 7, 2021
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NCHRP Domestic Scans
• 18-02: Leading Practices in Modifying Agency Organization And Management To Accommodate Changing Transportation System Technologies
• 19-02: Leading Practices in Strategic Workforce Management by Transportation Agencies
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NCHRP 20-68A “US Domestic Scan Program”
Domestic Scan 18-02“Leading Practices in Modifying Agency
Organization And Management To Accommodate Changing Transportation
System Technologies”Findings, Recommendations and Conclusion
AASHTO / NCHRP U.S. Domestic Scan Program
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NCHRP 20-68A U. S. Domestic Scan Program
• The Program is a multi year project conducting 3-4 scans per year.• Each scan is selected by AASHTO and the NCHRP 20-68A Project
Panel• Each scan addresses a single technical topic of broad interest to
many state departments of transportation and other agencies• The purpose of each scan and of Project 20-68A as a whole is to
accelerate beneficial innovation by:– facilitating information sharing and technology exchange among
the states and other transportation agencies– identifying actionable items of common interest
AASHTO / NCHRPU.S. Domestic Scan Program
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Scope for this Scan
“The scan will investigate how DOTs are changing theirorganizations, institutional arrangements, and managementpractices to improve transportation system performance throughadoption of new technologies. A diverse scan team—drawn frommaintenance, operations, and traffic engineering—will be tasked toreview the experience of DOTs or other agencies that have beennotably successful in their adoption of new technologies forintegrated corridor management, traffic incident management, androad-weather management, to explore the institutional andmanagement changes credited for the success and to extract lessonsthat can inform other agencies’ development.”
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Anticipated Outcomes
“The scan report will provide guidance on leading practices forenhancing communications and coordination amongstmaintenance, operations, and traffic engineering staff and others,sharing of operational information across the organization andcase studies demonstrating these successes from agencies thathave been successful in establishing organizations that dealeffectively with changing transportation technology. The scanresults are likely to be of interest to several AASHTO committeesincluding the AASHTO Committees on Traffic Engineering,Construction, Maintenance and Transportation SystemOperations. .”
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Scan TeamMichael Lewis –Scan Team ChairFormer Executive DirectorColorado DOT
Tom HarmanDirector, Center for Accelerating InnovationFederal Highway Administration
Scott MarlerDirector, Operations BureauIowa Department of Transportation
John Hibbard Director, Permits and Operations DivisionGeorgia DOT
Galen McGill Manager, Intelligent Transportation SystemsOregon Department of Transportation
John Nisbet Director & State Traffic Engineer Washington State DOT
Gene S. DonaldsonTMC Operations ManagerDelaware DOT
Rob Wight Director for Construction Utah DOT
Richard Roman Director, Bureau of Maintenance and Operations Pennsylvania DOT
Glenn BlackwelderTraffic Operations Engineer Utah DOT
William (Bill) Lambert Administrator/Traffic Engineer, Traffic DivisionNew Hampshire DOT
Anita Bush Chief Maintenance and Asset Management EngineerNevada DOT
Steve LundState Maintenance EngineerMinnesota Department of Transportation
Pamela Hutton, P.E. --SME
Marlon Spinks --AASHTO Liaison AASHTO Transportation Management Fellow (Michigan DOT)
AASHTO / NCHRP U.S. Domestic Scan Program
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Scan 18-02 Team and Invited States/Agencies
SD
OR
CA
NV
UT
AZ
CO
NM
TX
OK
LA
MO
IL
WI
MN
WA
MI
INOH
PA
NY
TN
MS AL GA
SC
FL
NC
VA MDDC (FHWA, AASHTO)
DE
ME
MA
NHVT
KY
CTIA
WV
ID
ND
NJ
MT
KS
WY
NE
AR
RI
AK
HI
Team Member Home State
Host Agency State
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Summary of Initial FindingsThe following represents these thematic areas and the team’s preliminary findings:
– Leadership and Cultural Traits of Highly Successful Organizations
– People – Knowledge, Skills and Abilities; and Strategies to Obtain These
– Organizational Structures – A Study of Principals– Business Processes Improvements– Performance Management – Collaboration at Its Finest
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Leadership and Cultural Traits of Highly Successful Organizations
• Foster an environment of trust• Permission to make mistakes• Allows risk taking• Opportunistic• Articulates the need for change • Believes in good ideas• Learning organizations• Creates ambassadors• Communicates to the entire organization
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People – Knowledge, Skills and Abilities; and Strategies to Attract Such• Required skill sets are evolving• Focus on technical skills and abilities• Cross-trained employees• Employees value career mobility• Employees and managers value flexibility • Recognize a need to recruit and retain a younger
workforce• Internal staff development is critical• Outsourcing of work may be necessary
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Organizational Structures – A Study of Principals
• There is no perfect organizational structure• Cross cutting organizational structures can be
beneficial• Openness to Matrix and/or Traditional organization
structures • Matrix management blended HQ staff with regional• Organizational structure should focus on key
organizational priorities • Building cross-cutting relationships is a healthy practice• Embedding IT staff topical working units is beneficial• Organizational change driven access to information
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Business Process Improvements
• Business improvement cycles are essential• Use of Non-traditional procurement methods• New methods of funding and programming• Project development processes for TSMO • A focus on asset management for TSMO
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Performance Management
• Actions must show benefits• Data must inform decisions• Expectations must be considered• Workforce satisfaction measures are useful• Performance measures must be relevant• The critical few – key measures• Cascading performance measures are useful
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Collaboration at Its Finest
• Early and often engagement• Internal collaboration across organizational
boundaries• External partnerships should be comprehensive• University partnerships to develop the next
workforce• Private partnerships for new competencies and
skills• Legislative partnerships allow for the public use
of new technologies
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Recommendations
• Leadership and Culturalo Consider an Organization Culture Self-Assessment o Integrating operations into agency culture
• People – Attract and Retain Talento Adopt and/or develop strategies for obtaining and maintaining core
competencieso Keep the most interesting projects in house as a strategy for retaining
and engaging employees.
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Recommendations (cont.)
• Organizational Structures o Consider more flexible staff arrangementso Consider embedding IT and GIS staff within more
traditional work units o Consider the use of agency steering committees o Utilize proven change management techniques and
strategies.
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Recommendations (cont.)• Business Processes Improvement Recommendations
o Be open to utilizing non-traditional procurement methods.o Consider asset management strategies for emerging technologyo Incorporate technology projects into the STP
• Performance Management Recommendationso Use data to augment the reporting of performance measureso Focus on a few key strategic measures
• Recommendations for Enhanced Collaborationo Seek to develop and enhance organizational and external
partnerships
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Actions and Strategies Increase Awareness of Findings and Recommendations
• Present the preliminary findings and recommendations at several upcoming meetings and conferences
• Develop a series of news articles for the National Operations Center of Excellence (NOCoE)
• Develop a series of webinars for the NOCoE outreach program• Develop in-depth resource-based case studies• Conduct organizational based peer exchanges• Develop and incorporate a new leadership module for AASHTO’s Chief
Executive Officer (CEO) Orientation• Develop and incorporate a new leadership module for AASHTO’s
Executive Leadership Training• Incorporate technology strategies and data collection opportunities
within Every Day Counts (EDC)• Connection to Domestic Scan 19-02 Leading Practices in Strategic
Workforce Management by Transportation Agencies
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Actions and Strategies (cont.)
Develop Tools and Resources to Support Organizational Leadership• Develop an Agency Culture Self-Assessment Tool• Develop a research-based needs assessment tool for a
technology driven agency• Develop an Operations Academy version 2.0• Develop an organizational based training module for the
Regional Operations Forums• Develop academic coursework
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Actions and Strategies (cont.)
Develop Tools and Resources to Attract and Retain Talent• Review and update hiring practices • Standardized job descriptions for technology driven titles. • Develop a core competency versus prevailing wage matrix. • Develop a hiring manager satisfaction survey
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Actions and Strategies (cont.)
Develop Tools and Resources for Organizational Change• Development of an organizational structure for technology
driven agencies training class. • Develop an organizational based change management classDevelop Tools and Resources to Support Business Process Improvement• Develop and offer coursework to standardize the asset
management for new technologies• Develop new processes for programming and funding
technology projects
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Actions and Strategies (cont.)
Develop Tools and Resources to Support Enhanced Performance Management• Develop and offer a national class on using technology driven
data to enhance performance reporting • Develop a follow-on national class for the use of performance
measures to enhance and support overall agency management.
Develop Tools for Enhanced Collaboration• Develop and support processes for enhanced collaboration
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Conclusion
In conclusion, this scan team found that the technology changes now and in the future, will drive organizational change.
They were quick to recall a famous quote, “Even if you're on the right track, you'll get run over if you just sit there.” -- Will Rogers.
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AASHTO / NCHRPU.S. Domestic Scan Program
Further information on this scan and the NCHRP 20-68A U.S. Domestic Scan program
is available at:
http://144.171.11.40/cmsfeed/TRBNetProjectDisplay.asp?ProjectID=1570
Orhttp://www.domesticscan.org/
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Questions?
AASHTO / NCHRPU.S. Domestic Scan Program
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NCHRP 20-68D “US Domestic Scan Program”
Domestic Scan 19-02
“Leading Practices in Strategic Workforce Management by Transportation Agencies”
Findings, Conclusions and Recommendations
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NCHRP Panel’s General Guidance to the Scan Team
“This scan will examine innovative strategic workforce management strategies DOTS are implementing, particularly those activities that can be quickly adopted and implemented to recruit, develop, and retain the workforce they need today and for the future……The scan team will consider common elements of strategic workforce management, such as skills metrics and forecasting, succession planning, employee development, employee wellness and engagement, employee recognition, recruitment, retention, diversity and inclusion, and change management. Outsourcing of functions historically performed within an agency may also be considered. The team must consider agency cultural differences and the context in which the strategic workforce management is applied.”
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NCHRP Panel’s General Guidance to the Scan Team (Cont.)
“ This scan … is likely to be integrated with other NCHRP activities related to workforce development and knowledge management. The scan results are likely to be of interest to all of AASHTO committees but particularly to the AASHTO Committees on Agency Administration, Human Resources, Civil Rights, and Knowledge Management, as well as FHWA’s Center for Transportation Workforce Development. ”
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Scan Team
Amanda Holland – Team ChairDeputy CommissionerAlaska Department of Administration
Karen A. BoboDirector, Center for Transportation Workforce Development Federal Highway Administration
Brian RobinsonDeputy Human Resources DirectorGeorgia DOT
John L. Hibbard, P.E. Operations Division Director Georgia DOT
Kendra M. Campbell, MSIS, PHR, SHRM-CPHRD-Compensation and HRIS ManagerTexas Department of Transportation
Lorri EconomyChief Learning OfficerUtah Department of Transportation
Rob Wight Region 1 DirectorUtah DOT
Ashley McGuckinChief, Division of Human ResourcesCalifornia Department of Transportation
Szandra KeszethelyiAssistant Division Chief, Human Resources. California Department of Transportation
Tammy J RobertsProject ManagerLeadership Program ReviewSafety and Management ServicesCalifornia Department of transportation
Craig Crick Employee Development ManagerNevada Department of Transportation
Alexis MartinAdministrator, Bureau of Human ResourcesNew Hampshire DOTRoom 140, JOM Building
William R. Lambert, PETraffic Engineer/AdministratorNew Hampshire DOT
Lee WilkinsonDirector, Administrative Services DivisionIowa DOT
Brian Brown Deputy Director of Human ResourcesOhio DOT
Amanda HenryStrategic HR Business PartnerMaryland SHA
Jeremy GorntoInternal Innovation ConsultantMaryland SHA
Rick A. Smith, MSHRM, SPHR -SME
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Scan 19-02 Team Members Home States
SD
OR
CA
NV
UT
AZ
CO
NM
TX
OK
LA
MO
IL
WI
MN
WA
MI
INOH
PA
NY
TN
MS AL GA
SC(SME)
FL
NC
VA MDDC(FHWA)
DE
ME
MA
NHVT
KY
CTIA
WV
ID
ND
NJ
MT
KS
WY
NE
AR
RI
AK
HI
Team Member Home State
Host Agency State
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Scan 19-02 Team Members Home States And Invited Agency States
SD
OR
CA
NV
UT
AZ
CO
NM
TX
OK
LA
MO
IL
WI
MN
WA
MI
INOH
PA
NY
TN
MS AL GA
SC(SME)
FL
NC
VA MDDC(FHWA)
DE
ME
MA
NHVT
KY
CTIA
WV
ID
ND
NJ
MT
KS
WY
NE
AR
RI
AK
HI
Team Member Home State
Invited Agency State
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Leading Practices in Strategic Workforce Management by Transportation Agencies
Strategic Workforce Plan Model
Findings
Conclusions
Recommendations
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Strategic Workforce Plan Model
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Workforce Management Planning Steps
DefineDefine current state of work, workforce, and workplace•Analyze retirement, turnover, and retention data.•Analyze internal factors such as organizational culture and education and skills development.
ConductConduct organizational design review•Identify role designation•Identify areas of above average success and places where we could realize cost and/or productivity savings or greater efficiency.
AlignAlign with strategic direction•Perform SWOT analysis •Conduct risk assessment
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Workforce Management Planning Steps
Develop
Develop strategies to address identified gaps•Develop recruitment and retention programs, succession planning activities, learning and development events, etc. to address the priorities and activities identified in Step 5 in order to close the gaps.
•Engage employees at all levels.
PerformPerform gap analysis between current and future states•Prioritize organization’s business and workforce needs.•Identify gaps between the current state and desired future state.
IdentifyIdentify future state of work, workforce, and workplace•Identify top workforce and industry trends and disruptors impacting agency’s future.
•Analyze external factors such as pending legislation, new technologies, and shifting societal priorities.
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Workforce Management Planning Steps
Document and implement the SWFP
Develop implementation timeline to support Step 6 – look for areas that will have the greatest impact.
Identify champions across the organization.
Monitor, evaluate, report, and refine the SWFP
Monitor, track, and record outcomes and results from the various elements of the SWFP.
Report results and outcomes from the SWFP, including established performance metrics, on a recurring schedule such as quarterly.
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Select FindingsSelect Findings
No “one size fits all” approach to workforce management.
Developing and implementing a strategic workforce management plan requires effective change management.
Peer exchange is a good way to kick off a workforce management plan.
Technology plays a key role in workforce management.
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Select FindingsSelect Findings
It is important to have key metrics to measure the plan’s success.
Involve employees at all levels when developing a workforce management plan.
Developmental readiness may be a better predictor and more useful approach than performance management.
Leadership plays a key role in workforce management.
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Select FindingsSelect Findings
Modern work environment includes considerations for recruitment, engagement, retention, and facilities as well as strategies for workplace flexibility (e.g. telework).
Workforce asset management – employees are most valuable asset, if not retained we lose that investment.
Retention strategies are needed for current workforce.
Competency models assist with recruiting and career path.
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Select FindingsConclusions
Needs to be promoted through training and feedback.Effective leadership
WFP Elements
Peer exchanges
Comprehensive workforce plan
Develop elements of workforce plan used by state DOTs.
Peer exchanges supporting strategic workforce planning should be promoted.
Programs vary by structure, content and internal versus external.
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Select FindingsConclusions
Data-driven decision-making helps drive strategic plan including strategic workforce initiatives.
Data Driven
Communication Plan
Context-sensitive Solutions
Short- and Long-Term
Develop communication plan early.
Develop solutions that take into account : unions, demographics, social unrest, legislative constraints, etc.
Apply transportation planning approach to workforce management planning.
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Select FindingsConclusions
There is a need to include diversity to get the skills we need in the workforce. Diversity
Asset ManagementApproach like asset management to help leadership understand - e.g. business value analysis, quantify cost of investment in hiring/talent management.
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Select FindingsRecommendations
Develop a SWMP using the elements presented in the report.
Develop Strategic Workforce Plan (SWMP)
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Select FindingsRecommendations
Align the workforce plan to the organization’s mission and strategic goals to achieve maximum results.
Strategic Alignment
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Select FindingsRecommendations
Raise awareness of peer exchange options (e.g. SP&R, AASHTO Research & Innovation group).
States interested in developing a workforce plan may engage in formal peer exchange.
Optimize AASHTO (Portal), NTTD (Base Camp), SHRM online knowledge sharing and meeting opportunities.
Leader development programs (e.g. AASHTO, WASHTO, etc.).
Investigate external resources to support development of strategic workforce management
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Select FindingsRecommendations
Develop a long term, durable strategy supported by leadership even through turnover/changing circumstances.
Develop Business Case
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Select FindingsRecommendations
Recognize people are the most important resource.
Planning and managing that resource is key to organization’s success.
Prioritize workforce management with the same sense of urgency as traditional enterprise asset management.
People Resource
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Select FindingsRecommendations
Identify who is responsible for strategic workforce management (make sure it has a home – who is champion; based on context).
Identify Strategic Workforce Management Champion
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Select FindingsRecommendations
Review role of workforce asset management and its function in organizations.
Incorporate strategic workforce management into AASHTO formal leadership development.
Establish an AASHTO Workforce Management Task Force
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Select FindingsRecommendations
AASHTO should develop and publish a strategic workforce management guidebook for DOTs.
Publish Strategic Workforce Management Guidebook
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NCHRP 20-68D “US Domestic Scan Program”
Domestic Scan 19-02
“Leading Practices in Strategic Workforce Management by Transportation Agencies”
Findings, Conclusions and Recommendations