DOT developed strategies to address some but not all gaps in skills needed to oversee automated technologies. For example, DOT implemented some recruiting strategies and established hiring goals as a means of closing gaps identified in the 2016 survey and plans to continue these efforts in light of the 2020 survey. However, DOT has not tracked the progress of strategies implemented to close skill gaps since the 2016 survey, nor has it implemented training strategies. Accordingly, some skill gaps related to overseeing the safety of automated technologies will likely persist in DOT’s workforce.
The Department of Human Resources largely relied on modal administrations to implement training strategies to address skill gaps.
The Department established a goal to reduce skill gaps, but did not track progress towards that goal, and does not plan to do so between the 2020 skill gap assessment and the next one in 3 to 4 years.
3 The Director of DOT’s Department of Human Resources should regularly measure the progress of strategies implemented to close skill gaps—such as on an annual basis—and ensure modal administrations offer training to close those gaps.