| Title | Short Description |
| Advanced Succession Planning: Next Generation Practices for Ensuring Your Organization's Future | This article offers methods and tools to integrate succession planning into workforce planning. |
| Analysis and Benchmarking of State DOT Human Resource Activities (in process) | This benchmarking study identifies gaps and best practices of state Department of Transportation human resources (HR) activities. It includes an online survey and in depth interviews on this topic. The study also reports on states' experiences with outsourcing HR functions and the relationship of HR system functionality to meeting strategic human resources and workforce goals. |
| HR Outsourcing in Government Organizations: Emerging Trends, Early Lessons | This report describes the reasons, benefits, and problems with outsourcing human resources functions in government. |
| Human Resources Outsourcing (HRO): Its Impact on Your Company, Your Career, and the HR Profession | This presentation offers details on human resources outsourcing, what it is, how to do it, its implications, benefits, and resources for achieving success. |
| In-Service Training Needs for State DOTs | This reports offers results of an extensive survey of Department of Transportation in-service training programs. |
| State DOT Outsourcing and Private Sector Utilization | The purpose of this report was to update National Cooperative Highway Research Program (NCHRP) Synthesis 246: Outsourcing of State Highway Facilities and Services, a five year old study into outsourcing and public-private partnerships. Additionally, it provides state Departments of Transportation with the most up-to-date information available on outsourcing and the use of the private sector. |
| Washington DOT Workforce Analysis Draft Report | This 2006 report from the Washington State Department of Transportation’s (WSDOT) Statewide Program Management Group (SPMG) analyzes the status of the DOT’s Program Delivery workforce and outlines strategies for recruitment and retention while maintaining and enhancing core skills. This effort was undertaken against a backdrop of challenges including an impending wave of retirements, a reduction in force, increasing competition for engineering and other technical staff, and an exponential increase in workload. The analysis includes evaluation of trends in other DOTs, identification of technical core competences required for WSDOT’s success, and identification of skills important to Program Delivery that could be successfully transferred from other areas. |
