Key learnings from this paper are:
• There are many categories of non-traditional workers that could be attracted to the transportation systems management and operations (TSMO) industry.

• Transportation organizations could benefit from hiring non-traditional workers through higher retention rates.

• There are several examples of how transportation and non-transportation organizations are changing the culture of work and trying to attract non-traditional workers.

• A variety of strategies are provided as “starter” ideas for piloting methods for attracting non-traditional workers.

Key learnings from this paper are:

• The pandemic has had a tremendous impact on the ways we work. The value of schedule flexibility, remote/hybrid work, technology use, social purpose, work-life balance, pay, and benefits have shifted especially with many industries facing worker shortages.

• This memo includes a deeper investigation into the industries scanned as build up to the September 2021 2nd TSMO Workforce Development Summit. An outcome of the summit was a request to better understand best practices that could be brought into the TSMO industry including Diversity, Equity, and Inclusion (DEI) strategies.

• Recommendations based on successes from other industries include formal mentoring, broader use of DEI initiatives, amplifying and promoting social purpose, adopting modern workplace technology, and expanding the pool of candidates through creative methods.

Key learnings from this paper are:
• With nearly 200,000 military personnel transitioning to civilian lives each year through either separations or retirements, and more than eight million veterans currently part of the civilian workforce, this is a significant talent pool for consideration for transportation systems management and operations (TSMO) roles.

• The majority of military roles are related to STEM, transportation, and logistics across both paraprofessional and professional categories. The added value of extensive experience in high pressure environments that require teamwork and attention to safety makes this population particularly relevant for TSMO roles.

• In order to capitalize on the veteran talent pipeline for TSMO, organizations must be intentional in organizational readiness, outreach, communication, and inclusive practice efforts.

NOCoE 2nd Transportation Systems Management and Operations (TSMO) Workforce Summit Proceedings Report