Workforce Development: Talent Pipelines
What is talent pipelines?
We are working to find the best possible talent for WSDOT. We are using internships, strategic recruitment and community outreach to find the best possible talent for (click through the tabs to discover):
Maintenance Technician 2 applicants
How do we measure this?
We aim to increase, by 5% per year, the number of diverse, qualified candidates who apply for Maintenance Technician 2 positions at WSDOT.
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Source: WSDOT Human Resources.
Why did we pick this target?
WSDOT is endeavoring to attract diverse candidates to all of our positions. As such, WSDOT has set goals in place to measure our progress in this important initiative. These Workforce Development efforts go hand-in-hand with our agency’s focus on Inclusion. We are spotlighting three positions that have a high turnover rate.
Source: WSDOT Human Resources.
More about increasing the number of diverse, qualified candidates
Why is increasing the number of diverse, qualified candidates who apply for Transportation Engineer 1 (TE1), Maintenance Technician 2 (MT2) and Ordinary Seaman (OS) positions a priority?
Every job at WSDOT is important, but these three positions have a high turnover rate because many people in these positions are promoted within the agency. A significant percentage of WSDOT’s vacancies occur within these three job classifications and upcoming retirement projections predict an even greater number of available positions. Newly-hired staff entering the WSDOT workforce in the TE1, MT2 and OS job classifications will have opportunity for growth and development in the coming years. Focusing recruitment efforts on diversifying these candidate pools gives WSDOT a great opportunity to affect the diversity of the future workforce.
How are we doing?
WSDOT attended nearly 60 outreach events in FY2019 (July 2018 through June 2019) as part of that ongoing effort to build diverse pools of qualified candidates. This increased focus on key demographics resulted in a 2% increase in diverse applicants for entry-level Highway Maintenance positions during FY2019.
What are we working on?
WSDOT continues to look for opportunities to expand outreach and is currently working to increase the number of recruiting events the agency attends. This includes collaborating with local groups, community organizations and military institutions to reach a wide variety of candidates. WSDOT has also expanded internship recruitment efforts across the state. In 2018, the agency offered nearly 100 internship positions across multiple disciplines with the agency. This allows students an opportunity to see what it’s like to work for WSDOT and gives the agency an advantage to employ some of the students after graduation.
Useful information
- Contact: Krystle Jones, JonesK@wsdot.wa.gov
- Link: Gray Notebook 74, Workforce Development Annual Report (pdf, 5.6mb)
- Source: WSDOT Office of Human Resources & Safety
- Page modified: September 2019
- Next update: September 2020
- Video: Workforce Development goal overview
Transportation Engineer 1 applicants
How do we measure this?
We aim to increase, by 5% per year, the number of diverse, qualified candidates who apply for Transportation Engineer 1 positions at WSDOT.
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Source: WSDOT Human Resources.
Why did we pick this target?
WSDOT is endeavoring to attract diverse candidates to all of our positions. As such, WSDOT has set goals in place to measure our progress in this important initiative. These Workforce Development efforts go hand-in-hand with our agency’s focus on Inclusion. We are spotlighting three positions that have a high turnover rate.
Source: WSDOT Human Resources.
More about increasing the number of diverse, qualified candidates
Why is increasing the number of diverse, qualified candidates who apply for Transportation Engineer 1 (TE1), Maintenance Technician 2 (MT2) and Ordinary Seaman (OS) positions a priority?
Every job at WSDOT is important, but these three positions have a high turnover rate because many people in these positions are promoted within the agency. A significant percentage of WSDOT’s vacancies occur within these three job classifications and upcoming retirement projections predict an even greater number of available positions. Newly-hired staff entering the WSDOT workforce in the TE1, MT2 and OS job classifications will have opportunity for growth and development in the coming years. Focusing recruitment efforts on diversifying these candidate pools gives WSDOT a great opportunity to affect the diversity of the future workforce.
How are we doing?
WSDOT attended nearly 60 outreach events in FY2019 as part of that ongoing effort to build diverse pools of qualified candidates. This increased focus on key demographics resulted in a 2% increase in diverse applicants for entry-level Highway Maintenance positions during FY2019.
What are we working on?
WSDOT continues to look for opportunities to expand outreach and is currently working to increase the number of recruiting events the agency attends. This includes collaborating with local groups, community organizations and military institutions to reach a wide variety of candidates. WSDOT has also expanded internship recruitment efforts across the state. In 2018, the agency offered nearly 100 internship positions across multiple disciplines with the agency. This allows students an opportunity to see what it’s like to work for WSDOT and gives the agency an advantage to employ some of the students after graduation.
Useful information
- Contact: Krystle Jones, JonesK@wsdot.wa.gov
- Link: Gray Notebook 74, Workforce Development Annual Report (pdf, 5.6mb)
- Source: WSDOT Office of Human Resources & Safety
- Page modified: September 2019
- Next update: September 2020
- Video: Workforce Development goal overview
Ordinary/Able-Bodied Seaman applicants
How do we measure this?
We aim to increase, by 5% per year, the number of diverse, qualified candidates who apply for Ordinary Seaman/Able-Bodied Seaman positions at WSDOT.
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Source: WSDOT Human Resources.
Why did we pick this target?
WSDOT is endeavoring to attract diverse candidates to all of our positions. As such, WSDOT has set goals in place to measure our progress in this important initiative. These Workforce Development efforts go hand-in-hand with our agency’s focus on Inclusion. We are spotlighting three positions that have a high turnover rate.
Source: WSDOT Human Resources.
More about increasing the number of diverse, qualified candidates
Why is increasing the number of diverse, qualified candidates who apply for Transportation Engineer 1 (TE1), Maintenance Technician 2 (MT2) and Ordinary Seaman (OS) positions a priority?
A significant percentage of WSDOT’s vacancies occur within these three job classifications and upcoming retirement projections predict an even greater number of available positions. Newly-hired staff entering the WSDOT workforce in the TE1, MT2 and OS job classifications will have opportunity for growth and development in the coming years. Focusing recruitment efforts on diversifying these candidate pools gives WSDOT a great opportunity to affect the diversity of the future workforce.
How are we doing?
Every job at WSDOT is important, but these three positions have a high turnover rate because many people in these positions are promoted within the agency. A significant percentage of WSDOT’s vacancies occur within these three job classifications and upcoming retirement projections predict an even greater number of available positions. Newly-hired staff entering the WSDOT workforce in the TE1, MT2 and OS job classifications will have opportunity for growth and development in the coming years. Focusing recruitment efforts on diversifying these candidate pools gives WSDOT a great opportunity to affect the diversity of the future workforce.
What are we working on?
WSDOT continues to look for opportunities to expand outreach and is currently working to increase the number of recruiting events the agency attends. This includes collaborating with local groups, community organizations and military institutions to reach a wide variety of candidates. WSDOT has also expanded internship recruitment efforts across the state. In 2018, the agency offered nearly 100 internship positions across multiple disciplines with the agency. This allows students an opportunity to see what it’s like to work for WSDOT and gives the agency an advantage to employ some of the students after graduation.
Useful information
- Contact: Krystle Jones, JonesK@wsdot.wa.gov
- Link: Gray Notebook 74, Workforce Development Annual Report (pdf, 5.6mb)
- Source: WSDOT Office of Human Resources & Safety
- Page modified: September 2019
- Next update: September 2020
- Video: Workforce Development goal overview
Spotlight on recruitment efforts
Spotlight on recruitment efforts
WSDOT is working to recruit more staff from under-represented demographic groups. To that end, WSDOT developed hiring projections for each of our six regions, based on project needs and available budget. These projections are being used to guide 2018 recruitment planning efforts that will effectively reach underrepresented demographic groups.
Why is it important?
Through this program and others, WSDOT exemplifies the strategic goal of Inclusion by working to ensure active recruitment occurs within previously underrepresented demographic groups. This helps create a workforce that reflects the communities we serve.
What are we working on?
WSDOT compared applicant information (for candidates referred to managers for hiring) to FHWA data that identifies under-represented demographic groups. This allowed WSDOT regions to customize their plans for potential outreach efforts to attract engineering talent to the agency.
Some examples of these efforts planned through May 2018 include:
- MLK Day Career Fair
- Diversity Day Career Fair
- UW College of Environmental Engineering Career Fair
- Apprenticeship and Contractor Day
- UW Diversity Career Fair - National Society of Black Engineers
- Community Opportunities & Internship Fair
- Seattle University Internship Fair
- WSU Career Expo
- Engineering Internship And Job Fair – University of Colorado Denver
- Texas Tech University Engineering Job Fair
- Portland’s 18th Annual Diversity Employment Day Career Fair
- Arizona State University Civil & Environmental Engineering Career Fair
- Joint Base Lewis McCord Spouse Hiring Event
- Engineering & Computer Science Career Fair – University of Portland
- Perry Technical Institute Employer Expo
- Greater Seattle Veterans Job Fair
- University of California Los Angeles Engineering & Technical Career Fair
- Society of Women Engineers Career Fair
- Kick-off meetings introducing the new staff to the program and a schedule of events for the year to come
- Hosting tours including: 520, AWV, TMC, I90, Materials Lab, Construction, HQ, etc.
- Guest speakers and panels from: Traffic Operations, RES, Maintenance, HR, etc.
- Job shadow opportunities
- Transportation Engineer 1 Buddy Program
- Employee benefits session – How to Maximize your Benefits!
- Engineer In Training/Professional Engineer certification study groups
- Engagement Surveys: Initial Hire, Mid-Period, Entry Level Engineer Survey & End of Program Surveys
- Career pathing & career advancement seminars
- Mentorship program
- Social events for TE1’s to network
- Inviting them to attend our recruitment activities to find new talent
In addition to recruitment efforts, WSDOT created engagement plans for each region. The plans outline voluntary activities designed to ensure new employees are aware of the various career opportunities available within the agency and enable them to get to know one another, exchange experiences and ideas, and create valuable networks.
Some examples of the activities available through the Engineer Engagement Program include:
What are we working on?
WSDOT continues to look for opportunities to expand outreach and is currently working to increase the number of recruiting events the agency attends. This includes collaborating with local groups, community organizations and military institutions to reach a wide variety of candidates. WSDOT has also expanded internship recruitment efforts across the state. In 2018, the agency offered nearly 100 internship positions across multiple disciplines with the agency. This allows students an opportunity to see what it’s like to work for WSDOT and gives the agency an advantage to employ some of the students after graduation.
Useful information
- Contact: Krystle Jones, JonesK@wsdot.wa.gov
- Link: Gray Notebook 69, Workforce Development Annual Report (pdf, 5.6mb)
- Source: WSDOT Office of Human Resources & Safety
- Page created: November 2018
- Next update: August 2019
- Video: Workforce Development goal overview
Engineer Engagement Program: Through the eyes and words of an Engineer 1
Good morning,
I’d like to thank the organizers of the E1 Program for all the exciting events I’ve got to experience in my first year here. I attended the Surveying Experience, the Viaduct/Tunnel tour, Signal Shop tour, I-90 Tunnel tour, 520 Bridge tour, and excluded fish twice. All of these events were extremely fun and interesting! I appreciated being able to see all the facilities and opportunities this agency has to offer. I’ve attached a few photos from my favorite events, SR 520 Bridge and fish exclusion. I feel that attending these tours/events has definitely retained me as an employee here. I hope more experiences are offered and I look forward to being there!
Thanks again,
Conrad Guadagni, E.I.T.
Transportation Engineer
Washington State Department of Transportation
Northwest Region - Design Office