| State | What are the 2 greatest opportunities for training education and development in your organization in the next five years | What are the two greatest challenges for training education and development in your organization in the next five years? | What are the 2 greatest constraints for training education and development in your organization in the next five years | How do you link strategic planning results to funding requests allocations and organization performance assessment? |
| AR | The Maintenance Training Program will help narrow the gap between the senior employees leaving via attrition and the new employees starting with less knowledge and experience; Leadership training for the next generation of supervisors | Insufficient time and money | N/A | N/A |
| AZ | E-learning; Mentoring | Keeping up with technology; Generational differences | Staffing; Time | - |
| CA | Taking advantage of a new generation of planners through high school and college outreach, to encourage students to follow a curriculum necessary to become planners; The dept's Adopt-a-School program, housed in the Office of Professional Development, targ | | Retirements and politics. Critical skills change with the experience level of the workforce, itself a function of the many retirements that are beginning to occur. During the first few years of the Office of Professional Development's existence, 1999-2004 | = |
| ID | Working with strategic leaders to truly embed a system-wide learning philosophy and methodology into the Idaho Transportation Department | Overcoming executive resistance to perceive human capital investment as equal in importance to other fiscal investments | Lack of executive level understanding | Idaho Transportation Department does not |
| LA | The 14,000 sq. foot LTRC Transportation Training and Education Center is scheduled to open in Fall 2005. It will be used to partner with universities and private sources to deliver transportation training to LADOTD, local governments, contractors, consult | As more experienced personnel retire, we are faced with cutting the organization by that number | Downsizing | Beginning in 2006, Planning Performance and Review forms will be linked to the LADOTD's strategic plan and agency goals |
| MD | Succession planning; Web-based training | Strategic succession planning without PINS | Lack of additional funding and PINS | - |
| MO | On-line learning; Video conferencing | - | Having the time to train and the staff to do the training | - |
| MT | Training to bolster skills after the competencies for the positions have been identified. Many of the duties have changed e.g. maintenance employees are expected to inspect contractors' work. As we contract out more, contract and project administration wi | Determining what is relevant and passing on institutional knowledge when the experienced employees retire; Working effectively with intergenerational barriers and expectations | Getting management to recognize that not all performance problems can be fixed with training; Reinforcing the importance of management's role in training that can be applied to their work, and ensuring they apply what they learn on the job. | This has not been done |
| ND | Support from the NDDOT executive level; Progressive programs like Mentoring Opportunities and our Succession Planning program | Our very small staff of regular employees, only two individuals; Time constraints on employees' time, which is a limiting factor for attendance at training events. | Our very small staff of regular employees, only two individuals; Time constraints on employees' time, which is a limiting factor for attendance at training events. | The link is made through the budgeting process at the executive level with recommendations by the HR Director |
| PA | Expanding e-learning opportunities and expanding structured on-the-job training and knowledge management | Tying training to the dept's strategic direction and transferring agency training management to a commonwealth enterprise-wide learning management system. | Funding | Through the strategic planning and business planning process |
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