| State | What Human Resources are outsourced? | How important is it for HR staff to understand DOT operations? | How do new HR staff learn DOT operations? | In your opinion is the HR Department a strategic partner in meeting your DOT's objectives? | Do other leaders and departments in your DOT view HR as a strategic partner? | What are your current HR strategic goals and expectations? | Who is involved in setting strategic HR goals? |
| AL | None | 4. Essential | Formal training, Hands on experience, informal learning from colleagues, Special assignments | Yes | Yes | Monitor and review personnel needs projected for the next 5 years. | HR, Senior Management, Governor |
| AR | None | 4. Essential | Hands on experience, informal learning from colleagues | No | Yes | Improve compensation planning
Improve retention/ employee satisfaction
Implement new affirmative action plan/goal setting methodology
Improve quality of supervision through training and other methods | HR |
| AZ | None | 4. Essential | Hands on experience, informal learning from colleagues, Special assignments, Tenure | No | No | To improve service delivery and operations
Gauge/ measure customer satisfaction
Promptly recruit and create a substantial pool of qualified candidates
Provide training and tools for employee recognition activities
Foster communication and harmony through | HR, Chief of Staff |
| CT | None | 4. Essential | Hands on experience, informal learning from colleagues, Special assignments | Yes | No | Improved data management/systems
Long range/ succession planning
Management/ supervisor training and preparation | HR |
| DC | None | 4. Essential | Hands on experience, informal learning from colleagues, Special assignments, Departmental rotations | Yes | No | To partner with program operations to provide more effective HR services;
To decrease service delivery time;
To improve overall operations of the HR unit through staffing, procedural and process changes and planning. | HR, Senior Management, Other |
| FL | Benefits administration, Self-service Benefits, Payroll, Training, Recruitment | 3. Important | Formal training, Hands on experience, informal learning from colleagues, Special assignments | Yes | Yes | Provide management with the HR support necessary to meet changes in the transportation industry.
Provide systems and process that allow managers to hire and retain a well qualified workforce.
Provide a compensation (salary and benefits) program that provi | CEO, HR, Senior Management |
| GA | None | 4. Essential | Hands on experience, informal learning from colleagues, Mentor, Special assignments, Onsite visits/job audits | Yes | Yes | Customer Service;
Recruitment and retention;
Compensation;
Improving employee satisfaction | HR, Senior Management, Governor, Legislature |
| HI | None | 3. Important | Hands on experience, informal learning from colleagues | No | No | Bring HR into the 20th if not the 21st century by use of computers. Still using hands on methods. | HR |
| IA | Training, Organizational Development and Consultation, Compensation planning | 3. Important | Hands on experience, informal learning from colleagues | No | No | N/A | CEO, HR, Senior Management |
| ID | None | 4. Essential | only through meetings with management | No | Yes | Address Workforce shortage of the future;
Identify strategies for effective workforce development efforts;
Identify strategies for knowledge transfer of retirees;
Partner with central personnel agency to provide a more flexible personnel system | HR, Senior Management, Legislature |
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