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Effective OJT Program

Click here to view the PowerPoint Presentation

NCDOT

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Effective OJT Program

NCDOT

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OJT Program

• The Federal Highway Administration under title 23 CFR, part 230 requires all state highway agencies to establish and utilize On-the-Job Training on federally-funded highway construction projects.

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Federal Requirements

• Train and upgrade minorities, women and disadvantaged persons to journeyman level status in the highway construction industry;
• Establish a plentiful and well diverse pool of skilled workers for the highway construction industry; and
• Demonstrate that equal opportunity exists in the highway construction industry

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Alternate Vs Traditional

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Alternate

• Annual goal
• Calendar year agreement
• Flexible work-site
• Monthly training reports
• Certificate of completion

Traditional

• Project goal
• Contract provisions
• Weekly federal payroll
• Monthly training reports
• Certificate of completion

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Effective Leadership

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Do not wait to use rules and regulations to help your program succeed

• Proactive
• Passion
• Advocate
• Get Involved
• Success

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Slide # 9 contains 4 graphics:

the top graphic is a chart on a stand with a graph on it, the second graphic represents miscellaneous gears and wrenches, the third grphics represents cogs/gears with immutable characteristics of various ethnic groups/protected classes.


Benefits

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Slide # 10 contains 3 graphics; the first is a person climbing a ladder with an arrow at the top of the ladder, the second graphic is a dollar sign and the third graphic is a certificate.

For Employers

• Improve skills
• Improve productivity
• Improve efficiency
• Develops diverse workforce

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For Trainees

• Self-esteem
• Self confidence
• Financial reward
• Certificate

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Slide # 12 depicts a silhouette of a man with a briefcase shaking hands with a construction worker.

Effectiveness of a Good Relationship

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Slide # 13 depicts a man mentoring a junior male in business attire.

Contractors

• Improves Communication

• Improves response
• Increases Collaboration

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Slide # 14 depicts a female interviewing a male at a desk.

Mentors/Coach, Supervisors

• Allows Mentors/Coaches to develop a relationship with OJT Staff
• Willing to assist in setting up interviews
• Willing to provide support at the job site to facilitate the interview process
• Reinforces effective training for trainees

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Trainees

The OJT Representative

• Explanation and importance of program
• Answer questions from trainees
• Allows one-on-one communication
• Allows trainees to identify with the DOT
• DOT's commitment to the trainee

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Slide # 16 contains 5 graphics contained on it; the top graphic is two books, the second a cd/dvd, the third is a report, the fourth is a brochure and thi fifth graphic depicts two people shaking hands; one is a male, the other a female. They are sitting across from each other at a desk.

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Effective Tools

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• OJT Manual (English and Spanish)
• DVD and media Information
• Newsletter
• Brochures for trainees (English and Spanish), for Coach/Mentor
• Pocket Card Certificate
• OJT Trainee Interviews
• Bilingual Specialist

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Mandate Program Vs. Economic Development

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Economic Impact

• Job Creation
• Economic Dollar/Indirect Impact

$ 8.50 Hr. average wage

x 2080 Hrs. per year

$17,680 income-Impact (1)

x154 trainees

$2,722,720 earning-impact (2)

154 trainees

x 10 (1x2)

1,540 jobs Employment-Impact (3)

$27,227,200 Total Indirect-Impact per year

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Social Impact

• Not measured by dollars and cents
• Relieves financial burden for taxpayers
• Increase employment opportunities
• Creates a better life for individuals

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Slide # 22 depicts a chart on On The Job Training:
categories presented included OJTs enrolled, terminated, participating OJT graduates and those active in the OJT program.

Construction Impact

For the amount of money used to fund the On-the-Job Training Program, you can clearly see the economic impact it has within the state. The highway construction industry benefits greatly with the assistance of OJT in developing a skilled diverse workforce in meeting the needs and challenges it faces entering the 21st Century.

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Slide # 23 depicts demographic info on participants by race and gender for all minorities and non-minorities.


Effective Result

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Slide # 24 represents a demographic analysis of trainees that have graduated from the OJT program by race and gender ( minority & nonminority)


2008 OJT Program Summary

OJT Program

Trainees Enrolled in 2008

146

- Trainees Terminated during 2008

21

Trainees Participating in the Program

125

Total Graduates

120

Trainees Still Active for 2009

44

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Demographic breakdown of all Program Participants 2008

Race

Male

Female

Total

Minorities

73

4

62%

Non-minorities

40

8

38%

Total

113

12

125

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Demographic Breakdown of Trainees Graduated in 2008

Race

Male

Female

Total

Minorities

67

4

59%

Non-minorities

37

12

41%

Total

104

16

120

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Total Graduation in 2008

83%

Trainee Interviews in 2008

241 Interviews

• 131 Initial Interviews
• 30 Follow-Up Interviews
• 80 Graduate Interviews

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Slide # 28 depicts 3 photographs of a Construction Career Day outreach effort: two speakers making presentations, a group of participants in a hands-on activity and a room where participants are sitting listening to presentations.


Outreach

• Construction Career Days

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Conclusion

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"Our Commitment to You"

"Training Makes The Difference"

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