transportation research boardonlinepubs.trb.org/onlinepubs/webinars/171017.pdfreport 22: helping...

Tuesday, October 17, 2017

2:00pm to 3:30pm ET

Advancing the Aviation Industry Workforce

TRANSPORTATION RESEARCH BOARD

Purpose

Discuss research from the Airport Cooperative Research Program (ACRP)’s Synthesis 18: Aviation Workforce Development Practices and Web-Only Document 28: Identifying and Evaluating Airport Workforce Requirements. Learning Objectives At the end of this webinar, you will be able to:

• Understand aviation workforce development needs, opportunities, and

resources available to advance the industry • Identify mission critical occupations, key workforce capacity

challenges, and strategies airports may use to prepare their workforce to meet future challenges

http://www.trb.org/ACRP/ACRP.aspx

http://www.trb.org/Publications/Blurbs/163380.aspx



ACRP is an Industry-Driven Program

✈ Managed by TRB and sponsored by the Federal Aviation Administration (FAA).

✈ Seeks out the latest issues facing the airport industry.

✈ Conducts research to find solutions.

✈ Publishes and disseminates research results through free publications and webinars.

Opportunities to Get Involved! Become an ACRP Ambassador! ✈ Speak and represent ACRP at 4-6 airport

industry conferences and events over 2 years.

✈ Join an elite group, dedicated to improving the airport industry.

Applications due by November 10, 2017. ✈ Visit ACRP’s website to apply. ✈ Contact [email protected], send a

Tweet to @ACRPAmbassadors, or post on ACRP’s LinkedIn Group for assistance.

Opportunities to Get Involved!

✈ ACRP’s Champion program is designed to help early- to mid-career, young professionals grow and excel within the airport industry.

✈ Airport industry executives sponsor promising young professionals within their organizations to become ACRP Champions.

✈ Visit ACRP’s website to learn more.

Join us for the Symposium on ACRP Research in Progress …at the TRB Annual Meeting!

Connect with us! Questions? Email us at: [email protected]

Network with accomplished ACRP Principal Investigators: peers in research and industry, with insights to share on priorities, new approaches, and best practices for ACRP research. The Symposium will take place at the TRB Annual Meeting on January 5, 2018.

mailto:[email protected]

ACRP Insight Event

Airport Roles in Reducing Transmission of

Communicable Diseases

March 6 – 7, 2018 Washington, D.C.

Connect with us!

Now Taking Registrations at:

bit.ly/ACRPMarchEvent

https://projects.erg.com/conferences/acrp/register-acrp-insightevent.asp

https://projects.erg.com/conferences/acrp/register-acrp-insightevent.asp

Upcoming ACRP Webinars

November 14 Airport In-Terminal Concession

Program Implementation

December 7 Resources for Understanding Airport Air Quality

Management and Public Health

December 13 Enhancing Wayfinding and Public Address Systems for a Positive Traveler Experience

Additional ACRP Publications Available on this Topic

Report 22: Helping Airport and Air Carrier Employees Cope with Traumatic Events

Report 75: Airport Leadership Development Program

Report 87: Procuring and Managing Professional Services for Airports

Legal Research Digest 31: Preemption of Worker-Retention and Labor-Peace Agreements at Airports

Synthesis 49: Helping New Maintenance Hires Adapt to the Airport Operating Environment

Today’s Speakers

Seth Young, Ph.D. - Ohio State University

Presenting Synthesis 18: Aviation Workforce Development

Practices

Candace Blair Cronin, Ph.D. – ICF International

Presenting Web Only Document 28: Identifying and

Evaluating Airport Workforce Requirements

ACRP Synthesis 18: Aviation Workforce Development Practices

Seth Young, Ph.D., A.A.E., CFI

The Ohio State University

ACRP Webinar Series October 17, 2017

Seth B. Young, Ph.D., A.A.E., CFI Principal Investigator

• McConnell Chair of Aviation Director, Center for Aviation Studies The Ohio State University

• Fmr. Chair, TRB Committee on Aviation System Planning

• Member, AAAE Academic Relations Committee

ACRP Synthesis 18 Oversight Panel

Burr Stewart, Port of Seattle, Panel Chairman Randall Burdette, Virginia Dept. of Aviation Gary Cathey, CalTrans Kevin Dolliole, Unison Consulting, Inc. Julie Kenfield, Jacobs Engineering Group, Inc. Carolyn Motz, Hagerstown Regional Airport Randy Moseng, FAA Liaison John Collins, AOPA Liaison Christine Gerencher, TRB Liaison J.J. Muldoon, ACI-NA Liaison Gail Staba, ACRP Program Officer

Synthesis Goals • Collect and report on inventory of airport jobs and their

associated skill sets.

• Identify resources that provide training to develop desired skills in airport jobs

• Identify gaps between skill sets and educational and advancement opportunities

• Published July 2010


Defining “Workforce Development”

Workforce Development is not merely “employment training”.

Workforce Development includes: • Technical training • Professional Education • Industry Networking • Opportunities for Advancement As well as an opportunity to advance the industry and recruit the best and brightest into the workforce.


ACRP Synthesis 18: Airport Workforce Development Practices

Defining “Workforce Development” Workforce Development is not merely “employment training”.

Levels of Workforce Development: • Systems Level • Organizational Level • Team Level • Individual Level Workforce development must be successful at all levels.

ACRP Synthesis 18: Airport Workforce Development Practices

The Aviation Industry Workforce

Focus on two sectors within industry • Airports • Aviation Planning, Engineering, and Management Consulting Other sectors (airlines, air charters, air traffic control, etc.) not emphasized in this synthesis, although many principles found within this synthesis are transferrable.

The Aviation Industry Workforce: Airports

Estimated more than 1 million employees work at the nation’s commercial service airports alone, with nearly 50,000 employees on the direct payrolls of commercial airport sponsors. (SIU, 2004). Hugely varied workforce in a wide spectrum of jobs. Wide variety of ownership and management structures.


The Aviation Industry Workforce Aviation Planning, Engineering, and Management Consulting

Found in both private and public sector. More than 200 private sector firms employ more than 10,000 aviation planning, engineering, and consulting positions. Job skills more focused on specific expertise, such as: • Facilities Design, Engineering, and Project Management • Economic Analysis and Forecasting • Organizational, Financial, Marketing, & Business Management


Aviation Planning, Engineering, and Management Consulting


Workforce Development Practices in Summary


Existing Technical Training Resources

Professional Organizations: AAAE: Operations Short Courses (ASOS) ACE Certification Interactive Employee Training (IET) Software On-site programs NATA: Professional Line Service Training (PLST) program NBAA: Professional Development Program (PDP) IATA: Training and Development Institute


Existing Professional Training Resources

Professional Organizations: AAAE: Certified Member (CM) and Accredited Airport Executive (AAE) programs. Conferences and Workshops ACI: Airport Management & Professional Accreditation Program (AMPAP) Airport Executive Leadership Program (AELP) Conferences and Workshops



Academic Institutions: Short Courses: U.C. Berkeley / NEXTOR Degree Programs: University Aviation Association (UAA) affiliated schools (~100) Aeronautical and non-aeronautical programs


Innovative Workforce Development Practices

Innovative = INTEGRATED

AAAE Academic Relations Committee Partners AAAE with academia to create development opportunities for AAAE academic members Internship and Co-op Programs Partners airports and industry with academia to create intern opportunities in entry level and supervisory level positions.




Airport University: Seattle Tacoma International Airport Partnership with Highline Community College and South Seattle Community College




Embry-Riddle Aeronautical University “Teaching Airport” Partnership with Daytona Beach International Airport




The Ohio State University: Center for Aviation Studies Partnerships with Columbus Regional Airport Authority and The Ohio State University Airport


Still, there are gaps… Particularly: Management and Executive Level Development


Airport Succession Planning Model

Deputy / Assistant Director Director

Admin. staff senior staff manager

Operations agent supervisor manager

Aca

dem

ic /

Voca

tiona

l Edu

catio

n Initial / recurrent

Basic ASOS

ACE / on-sites Advanced ASOS

Conferences C.M. / A.A.E.

Conferences, short courses, workshops, experience

Higher Ed.

Conferences C.M. / A.A.E.

Technical Managerial

Training Focus Training Need

Leadership-Oriented

GAP

ACRP Report 75: Airport Leadership Development Program

Created an Executive Leadership Curriculum

Includes: • Facilitator guide • Participant guide • Power Point presentation deck • 360° evaluation guide • References, bibliography • Interactive activities • Research project report

• Hardcopy and CD-ROM media

ACRP Report 75 Oversight Panel

Michael Audino, University of South Florida (Chair) Scott Brockman, Memphis-Shelby County Airport Authority David Byers, University of Nebraska, Omaha William Hutto, Auburn University Allison Laks, Sacramento County. Airport System Burr Stewart, Burrst Rodney Joel, FAA Liaison Mark Norman, TRB Liaison Nanci Zimini, ACI-NA Liaison Published 2013


Created an Executive Leadership Curriculum

For additional information: ACRP Synthesis 18: Aviation Workforce Development Practices http://www.trb.org/Main/Blurbs/163380.aspx

ACRP Report 75: Airport Leadership Development Program http://www.trb.org/Main/Blurbs/168958.aspx

Contact Info: Seth Young [email protected] 614-292-4556

http://www.trb.org/Main/Blurbs/163380.aspx




ACRP Project 06-04: Identifying and Evaluating

Airport Workforce Requirements

Phase I Results

Candace Blair Cronin, Ph.D. Christopher Riches

Candace Blair Cronin, Ph.D. Principal Investigator

• Senior Manager, ICF • Industrial-organizational psychologist • Management consultant- e.g., leadership

development, employee engagement, learning organizations, workforce development, career paths

• Principal investigator for a number of TRB studies (e.g., TCRP F-16a; TCRP F-23); panelist for ACRP 11-05

• Works across industries (transportation; defense; aeronautical; military; legislative; education); brings best practices to airports

• Recent airport clients: CAA (employee engagement), Port of Seattle (career paths)

ACRP 06-04 Oversight Panel

Laurie Cullen, AAE Charles Brewer, Penn DOT Shane Harbinson, Austin-Bergstrom Tara Harl, ATP, Kansas State University Jeff Lindeman (Phase I only), formerly San Diego Akiya Simms, Dallas-Ft. Worth Sharon Stone, J.D., Lambert St. Louis Randy Moseng, AAE, FAA liaison Melissa Swearingen, GAO liaison Christine Gerencher, TRB Anthony Avery, TRB assistant Lawrence D. Goldstein, ACRP Senior Program Officer

ACRP Web-Only Document 28: Phase I Findings

• Identifies and documents emerging industry trends and demands for the airport industry over the next 5-10 years

• Identifies which airport jobs are mission critical and should be prioritized in workforce planning & development

• Presents review of current airport training and education • Identifies most critical workforce capacity needs based

on industry fluctuations, mission critical jobs, current T&E, and gaps that exist

---------------------------------------------------- • Phase II (in progress) is focused on identifying solutions-

key strategies and tools- for addressing airport workforce capacity needs

Research Problem • Research on workforce planning and development

for airport industry is sparse and narrow in scope • Coordinated, strategic workforce planning and

development efforts that integrate best practices in recruitment, retention, training, and succession planning rarely exist at airports (see Synthesis 18)

• Significant losses from mass retirements of seasoned airport staff

• Uncertainty around how trends in technology, SMS, and evolving business models will impact workforce requirements and skill (i.e., capacity) needs

• Sufficiency of training and education to meet airport workforce skill needs is virtually unknown

Guiding Research Questions

Approach to Address Problem

• Literature review • TRB publications, FAA reports, reputable news postings, peer

reviewed journals, and best practices in workforce development

• Interviews/focus groups with seasoned industry leaders

• “Futuring” exercise with separate leader groups • Assessed impact of each scenario on jobs, tasks, KSAs

• 4 surveys, total of 746 airport leaders responded • Interviewed ACRP panelists • Airport case studies • Market research of 36 T&E programs • In-depth interviews 5 airport T&E programs

Major Trends (9) •Customer expectations: social media, ticket kiosks, Bluetooth, beacon technology

•Airport operations: biometric badging, NextGen, access control, smartphone apps for clocking in, digital interfaces on equipment, computerized maintenance management

•Support systems: storage capacity, data analysis, software

New technologies

•Consolidation of airlines and services= less flights but still high overhead to meet safety, facilities and regulatory needs

•Diversification of revenues (e.g., land leases)

Financial and commercial pressures

•Civil service/political vs Commercial/enterprise driven •Municipality run airports may not have the job within the municipal personnel classification system

Political pressures

Workforce Impacts of New Technology

• Example 1: Monetizing ride sharing apps • Challenge: Avoid lost revenue from disruption of

traditional taxi model and proliferation of ride sharing apps

• Workforce impacts: • Leaders must understand relevant laws and

technologies to negotiate agreements and avoid missteps

• IT staff may need to develop systems/applications to track usage and collect revenue

• Public relations staff must be able to communicate policy and value to travelers and political leaders

Workforce Impacts of New Technology

• Example 2: Data analytics • Challenge: How to utilize large amounts of data

produced by modern airport technology • Workforce impacts:

• IT professionals must develop/deploy/manage systems to integrate data from diverse sources

• Data analysts are needed to interpret data • Leaders must be willing and able to use results to

make decisions and improve performance

Major Trends (9) •Part 139 of Federal Aviation Regs •OSHA on workplace safety •EPA on environmental impacts •ADA compliance •Davis-Bacon requirements •State and local statutes and codes

Regulatory environment

•Baby boomer retirements (e.g., 80% senior leaders to retire) •Younger generation has new work styles •Language barriers with increased immigration/globalization •Need expertise provided by seasoned and youth

Changing demographics

•Focus on 4-yr college = less in trades programs •More technology training needed

Gaps in technical

trades

Major Trends (9) •Inadequate training for entry and mid levels •Difficult to recruit externally due to need for airport-specific knowledge

•Technical competence does not translate to managerial success

Succession planning and

leadership development needs

•Government pensions, healthcare and benefits decreased •Unable to increase base or merit pay due to government restrictions (for municipality-run)

•Private sector wages higher (big challenge for MCOs- IT)

Compensation competition

•Airports often isolated from one another •Competitive labor market in big cities, less options for candidates in small cities

Local job market factors

Mission Critical Criteria • Top 5 among airport jobs

• Strategic alignment to the airport’s future plans

• Required to achieve key performance measures

• High impact of vacancy

• Linkage to airport performance:

• On-time flight departures • Strong finances of overall

airport/budget • Improved passenger experience • Improved customer service with

other stakeholders (e.g., tenants)

• Linkage to airport performance:

• Proper safety and security • Environmental

sustainability

• Relationship to other factors:

• Vacancy risk • Meeting airport strategic

goals • Impact on decision-making • High consequence of error

• BLS labor market projections

Mission Critical Occupations (8)

Airport Development

Airport Operations

Airport Security

Airport Electricians

Airport Engineers

Airport Financial

Analysis & Planning

Airport IT Airport Project Planning

Phase I Summary

Mission Critical Executive-Level Occupations (5)

Airport Operations & Maintenance

Airport External Affairs/

Government Relations

Airport Finance and Asset

Management

Airport Information

Technology (IT)

Airport Marketing &

Public Relations

Phase I Summary

Highlights from MCOs • MCOs with greatest projected increase across industries:

• Electrician, Financial Analysis & Planning, IT • All jobs under MCOs expected to increase in # except:

• Transp. Security Screeners; Computer Programmers • All MCOs lack solid career track except Airport Security • Contractors often fill MCO jobs, especially IT • Demand for MCOs varies by state (see BLS LQ data) • ALL airport MCOs will require some IT skills

• Each MCO profile includes:

list of related job types, work requirements, KSAs, labor-market projections, T&D challenges, recruitment & retention concerns, impact of workforce loss on airport performance, impact of futuring scenarios on the MCO

Airport Training & Education (T&E)

Sufficiency of T&E

Workforce Capacity Challenges

Capacity Needs: Challenge Area 1


Addition from Phase II research:

Implications for Practitioners • Anticipate hiring challenges within MCOs • Identify labor sources to build talent pipeline for MCOs

(look for downsizing industries- see BLS data) • Use MCO profiles: job descriptions and KSAs to inform

recruitment emphasis and outreach materials • Identify which T&E programs offer relevant courses • Consider impact of T&E gaps and where internal T&E

might be needed • Partner with academic programs- still room to expand • Push for accreditation standards across T&E programs • Push for airport-specific education that includes technical

skill development for IT and trades jobs • Partner with other airports to share training/development • GET READY FOR PHASE II GUIDEBOOK ON STRATEGIES!

Brief Highlights for Phase II • 22 Key Workforce Capacity-Building Strategies

• Detailed action plans • Additional best practices

• Tools and resources • e.g., IDP templates, checklists, career guide templates,

career pathway guides, transition plans, protocols, visual depictions for labor-market analysis

• Case studies, examples include: • DFW • NW Arkansas • SW Florida • San Diego • LAX • South Carolina

For additional information: ACRP Web-Only Document 28 Identifying and Evaluating Airport Workforce Requirements

• Candace Blair Cronin, Ph.D. o [email protected]

http://www.trb.org/Aviation1/Blurbs/175503.aspx


http://www.trb.org/Aviation1/Blurbs/175503.aspx

Today’s Participants • Laurie Cullen, VHB, [email protected] • Seth Young, Center for Aviation Studies, Ohio

State University, [email protected] • Candace Cronin, ICF, [email protected] • Christopher Riches, ICF,

[email protected]





Panelists Presentations

http://onlinepubs.trb.org/onlinepubs/webinars/171017.pdf

After the webinar, you will receive a follow-up email

containing a link to the recording



Get Involved in ACRP • Submit a research idea to ACRP. • Volunteer to participate on a project panel. • Prepare a proposal to conduct research. • Get involved in TRB's Aviation Group of

committees. • Take part in the Champion or Ambassador

Programs.

For more information: http://www.trb.org/acrp/acrp.aspx

http://www.trb.org/acrp/acrp.aspx

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