T2 Workforce Development Hub

The T2 team is committed to supporting our CT Public Works Agencies as they work through their workforce challenges. This workforce hub is intended to provide you with resources to help recruit, educate and retain quality professionals. Many links are provided below. We want to thank our partners, including the American Public Works Association (APWA) for sharing great resources with our community.

We also encourage you to submit information on the programs you have found successful in your agencies. We are stronger if we work together! Please contact Vanessa Corrao to share your successes at: vanessa.corrao@uconn.edu

Learn more about the key areas of Workforce Development below.

Recruitment

Attracting individuals to public works careers, particularly younger generations and those from underrepresented groups.

Recruiting Tools:

Posting Job Opportunities:

The T2 Center is happy to share your job opportunity on our Public Works Listserv – Please contact:  Bethany.Greene@uconn.edu

The New England Chapter of APWA provides a job board:
Job Opportunities – APWA New England Chapter

Local Examples:

This section will be used to share examples of recruiting strategies and tools being successfully used by CT state and local agencies.

Coming soon!

Empowering the Next Generation of Traffic Signal Professionals is an article that outlines ways the T2 Team is working with technical high schools in Connecticut to bring awareness to exciting careers in the traffic signal industry, both in municipal and state agencies.

Training and Education

Providing access to training programs that equip individuals with the necessary skills for public works jobs, including technical skills, safety protocols, and leadership development.

Visit our T2 story map to learn about all of the programs we have available to support the professional development of your team members.

Everything We Do is Workforce Development

Comprehensive Certificate Programs that align with PW career span

Public Works Academy
Road Master
Road Scholar
Transportation Leadership Program

Retention and Succession Planning

Creating a positive work environment and offering opportunities for career advancement to retain experienced workers and sustain your organization for the future.

Includes:

  • Onboarding (an important tool that crosses over both recruiting and retaining)
  • Mentoring Programs
  • Employee Evaluation and Development Discussions  
  • Career Ladders for Growth Opportunities

Public works succession planning is a crucial process for ensuring the continuity and effectiveness of essential public services by proactively identifying, developing, and preparing future leaders.

Learn more about Workforce & Succession Planning

Enhancing the Employee Experience

Members of the CT Transportation Leadership Program pay it forward with the lessons learned from their leadership journeys.

Thanks to Justin Porter, Town of East Lyme.

Open Communication

Guiding Principles

Regular, Transparent, Create Trust

Lessons Learned

Learn to be uncomfortable

Specifics

  • Say Good Morning
  • ONE NOTE
  • 1 on 1's as needed
  • Monthly open discussion with team
  • Anonymous survey
  • Personal Connections

Mentorship

Guiding Principles

Implement programs tailored to your organization and people

Lessons Learned

Create relationships to help both sides navigate challenges

Specifics

  • What does it look like for you ?
  • What did you want?
  • Creating future leaders and progression

Professional Development

Guiding Principles

Encourage, Support

Lessons Learned

DO what the employee wants not what you think they want or need!

Specifics

  • DISC
  • Tailored to your team
  • Find out what they want!

Recognition / Feedback

Guiding Principles

Achievements and Failures

Lessons Learned

Creates growth and buy in. Difficult conversations manage assumptions.

Specifics

  • Anytime you see something!!!! Do not wait
  • Employee performance reviews and development plans

Impact

Guiding Principles

Legacy / Continued Growth

Lessons Learned

Fundamental changes occur!!

Specifics

  • Results are seen immediately
  • Culture is created
  • Legacy is created
  • Continued Success for each employee including organization and YOURSELF!!!!

Local Examples

This section will be used to share examples of retention strategies and tools being successfully used by CT state and local agencies. Examples: Onboarding Programs, Employee Recognition Programs, Individual Development Plans.

  1. Town of East Lyme shares the T2 Center's monthly leadership lessons with the department staff to support their growth. You can do the same, here is the link:
    CT Leadership Lessons electronic newsletter | T2 Center

More examples coming soon!

Norman says...

The goal is to improve the employee's overall morale, confidence and productivity while obtaining opportunities to ultimately further their careers with the support from their superiors and gaining the respect from fellow employees.

  • Praise accomplishments
  • Ask for their input
  • Share relevant information
  • Show the employee how to do the task
  • Give them feedback
  • Encourage employee to problem solve/brainstorm to reach results
  • Offer and recommend training opportunities that are not generalized to basic training of the department. Referring employee for more extensive training such as Road Masters, Road Scholars etc.

Thanks to Norman Ortiz, CT Department of Transportation

Professional Organizations

Joining professional organizations provides networking opportunities, access to professional development resources and training, industry insights and publications, and opportunities for leadership and mentorship.

We encourage you to explore the organizations below and keep connected to local and regional public works/transportation organizations that might meet regularly in your area. They are a great opportunity to keep connected.