Highway Maintenance Engineering Discipline Working Group Meeting. October 11, 2017

Transcription

1 Highway Maintenance Engineering Discipline Working Group Meeting October 11, 2017

2 Agenda Welcome and Introductions Meeting Outcomes Updates Competency Model Wisconsin Highway Maintenance Survey Survey on Game-Changing Technologies Please complete survey prior to meeting 2

3 Agenda continued Discussion on Innovative Experiential Activities Discussion on Career Pathways Critical Occupations Next Steps & Next Meeting Adjourn 3:00 pm. 3

4 Welcome and Introductions Updates since July 12 th meeting 4

5 Meeting Objectives Critical Occupations Career Progression 5

6 HME Model 6

7 Building a competency model framework Personal Effectiveness Academic Workplace Industry & Sector Technical Interpersonal Skills Integrity Reading Writing Business Fundamentals Checking Examining & Recording Stakeholder Focus Roadway & Shoulder Drainage Winter Operations Roadside Maint Bridges & Culverts Professionalism Initiative Dependability & Reliability Adaptability & Flexibility Lifelong Learning Mathematics Science & Technology Communication Critical & Analytical Thinking Computer Skills Craftsmanship Creative Thinking Problem Solving Prevention & Decision Making Scheduling & Estimating Teamwork Working with Tools & Technology Fleet Management Work Zone Traffic Emergency Response Public Policy Engineering Econ Material Resources O&M QA/QC Safety & Health Security Environment

8 Wisconsin Highway Maintenance Workforce Survey Purpose Determine the demand for entry-level HM workers in Wisconsin. Results serve as basis for work in Year 2 Implementation Plan Scope 72 County Commissioners All municipalities Department of Transportation Private contractors Draft Link 8

9 HM Survey Topics Job Classification Job Title per Level Statistics Total FTE, Vacancies 2017, Positions to fill 2017, Number of Employees by Job Classification Recruitment Issues Retention Issues Salaries: Pay Range Actual, Average Actual, Hourly Wage for all Levels and Seasonal Workers Training Who, what, and how Technology Adoption Technologies in use now, Technology Adoption in future years, Skills need for Future. Workforce Development Topics Gauge knowledge and interest in National Career Readiness Certificate and Apprenticeship, Competency Model. The Future of Workforce Opinions 9

10 Status Survey bring reviewed by Wisconsin DOT. Contractor list who should receive the . Finalize marketing plan with partners A series of follow-up s, blog articles, and a postcard will be provided to support the survey. Partners include: Wisconsin Transportation Development Association (advocacy transportation funding in WI with slogan Fix it First League of Wisconsin Municipalities Wisconsin County Highway Commissioners Association Wisconsin American Public Works Association Wisconsin Transportation Road Builders Association Big Question --Timing of survey? 10

11 Draft Postcard 11

12 Discussion on Innovative Experiential Activities Brainstorm 12

13 Experiential Learning 13

14 Discussion on Career Pathways 14

15 What we thought we would do -- What we are actually doing Build out specific pathways in critical occupations & competency models for us in education & training Showcase cross-cutting competencies in 3 transformative fields The process as been more generative than linear. BLS & Stakeholders Workforce Occupation Data & known employment growth patterns Job competencies & skills Build Competency Model Framework Career Pathway Development Test, Revise CMF to support specific career pathways Cutting across the significant & transformational investments with a direct benefit for operational efficiency and state of good repair. what is needed to actualize that benefit? Maintenance Management and Asset Management competencies, skills, & tools (e.g., FHWA & NHI) How automated and connected vehicles and I2V infrastructure buildout, Equipment and Data Tools, Asset Management = needed skills and occupations Significant Public & Private investments in Automation and Data Build out a system and examine the workforce and critical skills and competencies in what is being asked for (Career Paths follow investment paths Neither BLS data, does not reveal enough critical mass in specific occupations Turn to where the money is being invested that will result in needed skills, competencies and new professions.

16 Competency Model and Pathway Resources The DOL Competency Models American Association of State Highway Transportation Officials (AASHTO) Transportation, Curriculum Coordination Council -TC3 curriculum competency matrix for Maintenance Highway Maintenance Job Class Descriptions from the Iowa DOT(competencies, job requirements) Colorado DOT Division of Highway Maintenance. Associate of Applied Science in Highway Maintenance Management ( National Highway Institute mainly)

17 Critical Occupations Pathways Highway Asset Manager, WashDOT Asset Management Engineering Transportation, Technical Engineering, WashDOT Bridge Asset Management Application Specialist, WashDOT Roadway Operations Manager, WashDOT Regional Facility Manager, MD DOT Technical Services Director, IN DOT Departmental Application Specialist, City of Santa Rosa, CA Roadside Assistance and Maintenance Program Supervisor, AECOM Facilities Manager, LaGuardia Gateway Partners 17

18 Highway Maintenance Career Pathways Highway Asset Manager IPWEA 8-12 weeks Agency Provided Training Highway Maintenance Supervisor Level IV (top level without BS) plus 5-10 years experience CDL Highway Maintenance Worker Senior III 5 years roadway maintenance, highway construction, materials inspection LEGEND Training Certification HS Degree Work Additional Course work Associates Work Degree Bachelor s Work Degree

19 Highway Maintenance Career Pathways Asset Management Engineer Transportation Technical Engineer IPWEA 8-12 weeks Mentoring/apprent ice and rotational programs APEX (MO DOT) Cross training between divisions Highway Maintenance Supervisor Level IV (top level without BS) plus 5-10 years experience CDL Highway Maintenance Worker Senior III 5 years roadway maintenance, highway construction, materials inspection LEGEND Training Certification HS Degree Work Additional Course work Associates Work Degree Bachelor s Work Degree

20 Roadway Operations Manager (e.g. Maintenance Engineer in MO DOT, highest maintenance supervisor in Ohio) PE Highway Maintenance Career Pathways Civil engineering course Highway Maintenance Supervisor Level IV (top level without BS) plus years experience p CDL Highway Maintenance Worker Senior III 5 years roadway maintenance, highway construction, materials inspection LEGEND Training Certification HS Degree Work Additional Course work Associates Work Degree Bachelor s Work Degree

21 Regional Facility Manager (Facility Operations Manager) Post Highway Maintenance Career Pathways secondary technical training 30 credit hour sin building trades Highway Maintenance Senior Level III (technical diploma in WI) CDL Highway Maintenance Worker Senior III 5 years roadway maintenance, highway construction, materials inspection LEGEND Training Certification HS Degree Work Additional Course work Associates Work Degree Bachelor s Work Degree

22 Technical Services Director Highway Maintenance Career Pathways Post (technical secondary technical training 30 credit hour sin building trades diploma in WI) Highway Maintenance Supervisor Level IV (top level without BS) plus 6 years experience CDL Highway Maintenance Worker Senior III 5 years roadway maintenance, highway construction, materials inspection LEGEND Training Certification HS Degree Work Additional Course work Associates Work Degree Bachelor s Work Degree

23 Next Steps and Next Meeting Complete Pathway Templates Survey Results Reschedule Jan DWG meeting 23

24 Refine and Develop Compare and continue to refine as we complete a scan of state practices. Review and comment by the HME DWG Members Continue to review literature, scan state practices, and meet with stakeholders. Review and comment by broader national stakeholders. Add model to Competency Model Clearinghouse.