NCHRP SYNTHESIS 323: RECRUITING AND RETAINING INDIVIDUALS IN STATE TRANSPORTATION AGENCIES

Average Hours Worked per Week (%)

Education Level of Professionals (%)

Effective Employees Get Higher Pay Raises (%)

Effective Employees Get Promoted (%)

Employees Taking Work Home (%)

Employee Turnover Rates (by year)

Factors Influencing the Decision to Leave State Service (%)

Factors Influencing Retention (%)

Frequency of Taking Work Home (%)

I Am Proud to be a State Employee (%)

I Make a Positive Contribution to My Agency (Ranking 1-10) (%)

I Make a Positive Contribution to My Community (Ranking 1-10) (%)

Impact of Recruiting Strategies

Impact of Retention Strategies

Likelihood of Leaving for Private Sector (%)

Likelihood of Retiring from State Service (%)

Morale is High in My Agency (%)

Morale is Higher in My Agency than it was 5 Years Ago (%)

My Work is Valued by my Customers, Agency or Supervisor (%)

Number of DOT Employees by Division (2002)

Professionals by Age (%)

Professionals by Classification (2002)

Professionals by Classification (%)

Professionals by Gender (%)

Retention Impacts

Retention Strategies (Part 1) (Part 2)

Significant Recruitment Factors (%)

Strategies for Recruiting Engineers, Technicians, IT, Other Professionals (Part 1) (Part 2)

Who Influences Employees to Stay (%)

Years in Current Position (%)

Years in State Employment (%)

Years to Retirement (%)