To remain effective in a dynamic and fast changing city, DOT must be nimble, efficient with its resources, and forward thinking. We must continue to attract and invest in a talented and dedicated work force. The agency must also continue to embrace the diversity that is the heart and soul of New York and make sure that all of our employees, regardless of background, feel included and valued. DOT is committed to achieving excellence in all aspects of its operations, including staff development and retention, employee diversity and equal opportunity, workforce safety, customer service, and the management of our vehicles and facilities.
At the core of these efforts are DOT’s nearly 5,000 employees. Without their hard work, the agency would be unable to undertake the vitally important safety, mobility, and sustainability initiatives laid out in this plan. To be most effective, our employees need to be equipped with the tools and resources to get their jobs done. That is why DOT is investing in its employees through comprehensive employee training. The agency is also cultivating the next generation of leaders, ensuring that the agency can continue to be effective as veteran DOT staff retire. And we are recruiting new team members from across all parts of the City, so that our staff reflect and understand the diversity of New York.
DOT’s commitment to Vision Zero also extends to our staff: workforce safety is a top priority. Approximately 50 percent of our staff work in the field and on a typical work day DOT employees set up more than 20 work zones to resurface roadways, fill potholes, repair damaged traffic signs and signals, and conduct bridge maintenance. The agency is continuing to build on its safety culture through employee training, safety awareness campaigns, and operational changes.
Leadership Development and Rotational Programs
Many large public agencies have work exchange programs that help break down barriers within the organization and expose employees to new ideas. In 1977 the Federal Government created the Presidential Management Fellows (PMF) Program, through which participants complete a rotational assignment and receive training in leadership, management, and policy. Similarly, the Port Authority of New York and New Jersey offers a Leadership Fellows Program. Participants complete a rotation through the agency’s key divisions, gaining experience in public sector finance, transportation operations, and project management. Rotational programs are mutually beneficial to agencies and individuals: they enrich the work experience of employees while also helping to break down barriers within agencies. DOT plans a pilot rotational program for existing employees in 2017.