Are you struggling to fill positions in a tight labor market? You are not alone! A recent article described the current situation this way: “It’s not a shortage of workers; it’s a shortage of workers willing to accept working conditions they don’t like.” So how do agencies do more to entice new employees and keep the ones they have? Read on!
Apply Tips on Recruiting and Retaining Employees
A Transportation Research Board workforce development webinar showcased effective strategies to recruit and retain employees.
Make workforce development part of the agency’s strategic plan.
Promote inclusivity and diversity in the workforce.
Use data to verify that pay and career path development align with local wages.
Survey employee satisfaction and act on the feedback.
Create a modern work environment, both in and out of the office.
Support flexible work schedules.
Establish careers paths for all positions, including interns.
Listen to the entire webinar to learn how these strategies are developed and used.
Collaborate on Career Development Planning
Nevada LTAP compared job descriptions for Maintenance Workers I, II, III and Supervisor. Many city and county descriptions were almost identical! So it seemed logical to collaborate on a shared Career Development Matrices. The matrices list the knowledge and skills required per position, and the training available to develop employees in each position.
Want to add or modify the information? Email Nancy to get permission to edit the spreadsheet!
Use the Career Development Tracker
NVLTAP is acquiring a Career Development Tracker! This online program will be accessible via the NVLTAP website by January 2022. Employees will be able to:
Enroll in courses and certificate programs, such as Road Scholar.
Track progress with courses and certificate programs.
Download certificates to document progress.
View other career development paths to identify new opportunities.
In turn, agencies can:
Request employee completion reports.
Add agency-specific training resources and make it available only to agency employees.
Customize career development programs, picking and choosing existing content, to make available to employees.
Interested in learning more? Email Nancy to discuss how the Career Development Tracker can be used by your agency!
Analyze Your Human Resources Data
In Georgia, an analysis of workforce data revealed that 60% of employees' resignations were voluntary. This begged the question: what needs to change to keep employees?
Here are some of the answers:
Conduct strategic salary reviews.
Hire an Onboarding and Engagement Coordinator to focus on retention.
Overhaul the telework policy.
Implement mentoring and coaching programs.
Learn more about how to recruit and retain workers the Highway Construction Workforce Partnership.