TxDOT Engineering Assistant Career Development Program

Transcription

1 TxDOT Engineering Assistant Career Development Program IHEEP CONFERENCE SEPTEMBER /09 TxDOT Training, Quality and Development

2 Background $297,000 budgeted FY 2008 Lack of control over budget Reporting employees in program inconsistent Variances in Application Throughout Department Inconsistent Program Planning Limited Success on Exams Difficulties recruiting EAs

3 Background Title # in program # with EIT Cert EA-I % EA-II % EA-III % EA-IV % EA-V % Other % Total %

4 Background 73 Registered PE Test April 2008 * 2 No shows 28 Passed * 43 Failed * 38.3% TxDOT pass rate 50.5% State pass rate 26 No longer with the department * Who were on payroll April 2008

5 Task Force Project Charter Develop comprehensive EA Career Development Program Minimal impact on D/D/O Implementation Review existing programs Identify best practices Identify risks and offer solutions

6 Areas of Review Purpose and Program Eligibility Business Job Description Review Job Rotation and Mentoring Training Accountability and Responsibilities Recruitment and Retention

7 Approach Reviewed current practices Used Dallas and others as a guide Reviewed Texas Board of Professional Engineers rules Reviewed EA surveys Reviewed Business Job Descriptions Identified concerns Work groups assigned to each issue

8 Program Purpose Support 3 career paths: Engineering or related science degree and preparing for FE exam Engineer in Training preparing for PE exam Professional Engineer

9 Focus Points Job Titles Establish minimum requirements Career Development Plan Includes job rotation Includes training Includes test preparation Mentoring

10 Program Eligibility Possess engineering or related science degree OR Obtain EIT certificate or waiver from TBPE AND Be in good standing with TxDOT No written reprimand in last 6 months Not be on probation Complete and sign Training Agreement

11 Program Requirements Engineering Assistant title required May be waived by Executive Director Time Frames to Achieve Goals: 2 years from eligibility to take exam Job Rotation Activities Required May be waived by Executive Director

12 Program Requirements Study/Training Time Allowances 100 hours of training per year Additional Study Time 100 hours 6 months prior to test 40 hours the week prior to test Study time will be on duty time at duty station

13 Job Rotation and Mentoring District/Division Executive Officer Designate Mentors before July/Aug meetings Accountability for the Supervisor and Mentor Division and District Programs Develop Job Rotation activities for each employee Meet business needs Included in EA performance plan Flexible time for job rotation activities

14 Career Progression Career Advancement Embedded in the program Provides for career progression Specific criteria established for promotion to next level in EA job family

15 Business Job Descriptions Revised to reflect consistent job definition Defined minimum eligibility requirements for each job level

16 Job Level Engineering Assistant Job Family Minimum Requirements Matrix TAC/ABET Accredited BS Engineering Degree Degree Experience EIT Certification Required Non-TAC/ABET Accredited Degree or TAC/ABET Accredited Engineering Technology or Related Science Degree Experience EIT Certification Required EA - I N/A N/A N/A None No EA - II BS None No 2 years No EA - III BS 1 year 4 years Yes MS None N/A BS 2 years 6 years Yes or Waived EA - IV MS 1 year Yes N/A Yes or Waived PhD None N/A BS 3 years 8 years EA - V MS 2 years Yes N/A Yes or Waived PhD 1 year N/A

17 Training Core Courses Required for all participants Knowledge Based Courses Provide fundamental education specific to the discipline being studied Performance Based Courses Concentrates on carrying out actual work

18 Accountability/Responsibilities Employee Service Time Commitment Engineer in Training Program 1 year obligation Starts 30 days after certification Must meet all conditions of employment and eligibility at that time

19 Accountability/Responsibilities Employee Service Time Commitment Professional Engineer Program 2 years obligation Starts 30 days after certification Must meet all conditions of employment and eligibility at that time

20 Repayment If employee fails to fulfill their commitment, they must repay the department: Cost of exam prep training From date the current Career Development Program Agreement was signed

21 What the Executive Officer needs to do Review all employees who currently hold the Engineering Assistant title Employees in the program must be classified as an Engineering Assistant Must meet minimum requirements for EA BJD level Employees must meet eligibility requirements Develop Career Development Plan Develop Performance Plans Assign Mentors Appoint chair of EA Group

22 What the Human Resources Officer needs to do Identify current EAs and others who participate in the EA program Develop Training Report for each participant Develop a plan for reclassification of employees who do not meet the qualifications for the Career Development Program Assist Supervisors in the preparation of performance plan standards

23 What the Mentor needs to do Meet with the Supervisor to discuss the individual EA career plan Set up an initial meeting with the Engineering Assistant. Meet monthly with the EA to provide guidance and advice to facilitate the EA s development Meet at least quarterly with the Supervisor Attend all EAG meetings

24 What the Employee needs to do Attend the initial meeting with the executive team to discuss the program. Attend all class sessions, mentoring appointments, and job rotation assignments defined in the Career Development Plan. Results of EIT and/or PE licensing exams to Supervisor and TQD Maintain good standing with the department.

25 Program Records Training, Quality and Development Database management system Provide training on the system Maintain records on Career Development Plan District/Division Executive Access to database Maintain information in database Maintain records for each employee

26 Grandfather Plan 2 Options September 1, Participate in the Program: Sign FE/PE Agreement Career Development Plan developed Mentor assigned Complete obligations of Career Development Plan

27 Grandfather Plan Currently an Engineering Assistant: Meet qualifications of current EA level No action necessary Do not meet minimum requirements May remain in current level Will not progress to next level until minimum requirements are met or 2 years maximum Will be reclassified if requirements for next level not met after 2 years

28 Grandfather Plan Option 2 Will Not Participate in the Program and Currently an Engineering Assistant Review employee status Reclassify to Transportation Specialist or other job title

29 Grandfather Plan Not currently an Engineering Assistant: Will not participate in the program No action necessary Determine if they will participate in the program Reclassify to EA at qualified level OR Request Executive Director approval to retain title

30 Test Prep July October or December March via Video Teleconference 8 am to 5 pm FE - Wednesday and Thursday for 6 weeks PE - Monday and Tuesday of each week Study Groups via VTC (voluntary) Wednesday or Thursday evenings 5 to 7 p.m.

31 Test Prep Program Test Prep Contract Test Masters, Inc. FE (1 96-hour course) EPC101 Wednesday and Thursday for 6 weeks PE (2 courses 96 hours each) EPC102 (breadth) EPC103 (Specialty) Monday and Tuesday for 6 weeks each

32 Results to Date Title # in program # with EIT Cert Jul-07 Sep-09 Jul-07 Sep-09 Jul-07 Sep-09 EA I % 17% EA II % 44% EA III % 71% EA IV % 72% EA V % 51% Other Titles % 88% Total % 59%

33 Results to Date EXAM DATE TXDOT PASS RATE % TEXAS PASS RATE % NATIONAL PASS RATE October, % 51% 59% April, % 57% 66% October, % 56% 59% April, % 61% 67% October, % 55% 64% April, % 52% 67% October, % 60% 64% April, % 53% 60% October, % 59% 66% April, % 56% 62%

34 Results to Date

35 Expand tutorial services New Ventures Provide Engineering Pro Books 24x7 Collaborations with other DOTs Enrich curriculum for professional development courses Provide additional job rotation experience Enrich data collection activities Evaluate university success

36 Contacts Nancy Ellen Soteriou, PhD Lead, Professional Development and Contracts Pam Moore Training Assistant Ray Belk, SPHR Director, Training, Quality and Development