Since 2019, the FHWA Every Day Counts (EDC) Innovation, Crowdsourcing for Advancing Operations, has been supporting the adoption of crowdsourced data and tools to advance transportation operations across 35+ States and their local agencies to improve traffic incident, road weather, work zone, traffic signal, traveler information, and emergency management, along with a host of other ITS and TSMO practices.
The Crowdsourcing Innovation Team in collaboration with the ITS Joint Program Office (JPO) Professional Capacity Building (PCB) Program delivered this introductory Crowdsourcing course, one in series of webinars, featuring State and local practitioner perspectives.
On July 18, 2023, Sal Cowan, NJDOT’s Senior Director of Mobility served as one of the course instructors for Traveler Information and Traffic Incident Management, the third session in a webinar series targeted to transportation professionals with an interest in or responsibility for the management and operations of roadway systems. Mr. Cowan delivered instruction on how crowdsourcing can be used to enhance traveler information. He shared examples of how some leading state transportation agencies (e.g., Virginia, Arizona, Kentucky, Pennsylvania) are using various crowdsourcing platforms for communicating traveler information. Mr. Cowan then spoke at greater length about New Jersey’s Travel Information Systems, highlighting the state’s initiatives for Commercial Vehicle Notifications, 511 Platforms and Voice Assistant Systems, and Crowdsourced Data, among other topics.
Mr. Cowan was joined by two other featured speakers and the event’s host, Ralph Volpe, EDC-6 Crowdsourcing Program Co-Lead, who moderated the capacity-building webinar.
Vaishali Shah, AEM Corporation, Support Lead for the FHWA EDC-5/6 Crowdsourcing Innovation, gave an introduction to the Traffic Incident Management topic and described the components and challenges of State and local TIM systems. She shared several examples of how crowdsourced data is being used to enhance Traffic Incident Management (TIM) around the U.S..
Mr. Cowan explained the rationale for crowdsourcing to improve traveler information and shared examples of how its being used in select states, including New Jersey.Ms. Shah explained how crowdsourcing applications were being used to enhance TIM and shared some examples of innovative state and local deployments nationally.
John Parker, Pennsylvania Turnpike Commission (PTC), Senior Traffic Operations Project Manager, then described the PTC’s Traffic Incident Management and Traveler Information initiatives. In his talk, he described various examples of data-sharing providers and partnerships, touching upon technology platforms, dashboard features, operating challenges, and new partnering opportunities being considered by the PTC and the state of Pennsylvania to enhance crowdsourcing for TIM and Traveler Information.
More information on this webinar training event can be found here, including a recording of the webinar, the presentation, transcript, and the question and answers that closed out the training event.
The IUOE has named the hybrid apprentice program “Earn and Learn.” The first student cohort began class in January 2022.
Strategic Workforce Development, an FHWA Every Day Counts (EDC) Round 6 and 7 innovation, anticipates collaboration between government agencies, trade organizations, private agencies, and communities to prepare individuals for the construction workforce. The demand for workers in highway maintenance, construction, and operations is growing, as is the demand for new skill sets required for work with emerging technologies. The recruitment and retention of women and minorities in the construction sector is integral to the initiative. Through on-the-job training and supportive services program, NJDOT is exploring ways to work with contractors, contracting associations, and unions on shaping the future workforce, including programs aimed at increasing representation of women, minorities, and other disadvantaged populations in the construction and operations workforce.
We spoke with Lori Margolin, the Associate Vice President for Continuing Education and Workforce Development at Hudson County Community College (HCCC) and Greg LaLevee, Business Manager, International Union of Operating Engineers (IUOE) Local 825 for an update on their apprenticeship program entitled Earn & Learn.
Earn & Learn Program Background
The IUOE Earn & Learn program is an advanced manufacturing initiative supported by a NJ PLACE 2.0 grant. HCCC and IUOE Local 825 established the program in November 2021 through an articulation agreement. The program gives students the opportunity to be dually enrolled in the union apprenticeship program and HCCC, where they will earn an Associate of Applied Science in Technical Studies degree after they complete 60 credits.
During an 18-month period, participants earn 30 credits from on-the-job training and education provided by the union and are scheduled to earn the other 30 credits from HCCC over five semesters. They attend HCCC part-time, taking two classes per semester and earning six credits per semester on average. All classes are offered in a virtual modality.
Q. The Earn & Learn program has been operating for a little over one year. How is program implementation going so far?
HCCC Continuing Education and Workforce Development works with employers to provide training to meet a diversity of needs.
A. Implementing the program with this first cohort of students has been a learning experience for both the HCCC and IUOE Local 825, as this initiative is the first of its kind. Program implementation is going well overall, with challenges noted below. Twenty-four of the 30 students initially accepted into the program remain enrolled. Factors influencing departures included health issues and struggles for some with the academic or other program requirements. The program is on-track to initiate a second round of applications later this year for the spring 2024 semester.
Q. Are you making modifications to either the academic component or the hands-on training based on your experience in the first year of implementation?
A. As initially planned, students would earn an Associate of Applied Science in Technical Studies degree after they complete 60 credits. However, we have reconfigured the degree to more closely align with the construction industry; students will earn a degree in Technical Studies with a construction concentration.
The course work has been altered to be more directly relevant to the construction industry and to what students are learning at IUOE Local 825. For example, we have replaced some of the math and science courses more directly aligned with the HCCC construction management course work.
While all participants take the same coursework, some modifications are available to accommodate students on different pathways. For example, a student seeking to continue their studies at a four-year university should likely take a Calculus course, whereas those not wishing to continue their education beyond an Associate Degree may opt for other available math courses.
Q. What have been the key challenges you have encountered so far in the program implementation? How have you addressed those challenges?
The IUOE Training Center offers simulations to prepare for operating in-field equipment.
A. One of the main challenges can be scheduling as students must meet the demands of their on-the-job training, as well as their classroom instruction requirements. Construction jobs may be located far from one’s residence and/or require off-peak work hours, which compounds this scheduling challenge.
Many of the participants have not had recent experience with balancing academic demands with on-the-job training. Many of the students are 25 years of age or older and have not been enrolled in school for several years. For such students, re-entering the classroom can be a “culture shock,” and requires them to learn how to prioritize academic studies.
This is often an issue in adult learning so both a HCCC Student Success Coach and the IUOE Local 825 chief academic officer are vital partners in the program. Many HCCC initiatives include a Student Success Coach as a best practice to provide adult students with additional supports with navigating the college in terms of scheduling, instruction, and identifying resources to address other demands so they can attain success. The Student Success Coach often functions as a student advocate and navigator. The value of the Student Success Coach to the Earn & Learn program must be emphasized.
Q. What have been some key takeaways and lessons learned so far with the program?
HCCC and the IUOE are training workers for the construction industry, including highway construction.
A. Creating connections among the student cohort has been an important and contributing factor to students’ ongoing success. Students have been able to develop relationships virtually through class, as well as through the Earn & Learn in-person orientation. We also convened an in-person meeting with students after the first semester to discuss issues and challenges with the Earn & Learn program. The students receive both academic and emotional support and camaraderie from one another and benefit from cohort learning.
Also vital to identifying and addressing program challenges has been the open and clear communication channels established and nurtured between the HCCC Student Success Coach and the IUOE Local 825 chief academic officer.
We have learned that overall program flexibility is key as well. For example, to give students the greatest scheduling flexibility and to accommodate diverse comfort levels, they are given some choice with how their HCCC academic instruction is delivered. Specifically, for some classes student can take asynchronous online classes, or opt for synchronous instruction with a live instructor.
Q. What benefits have been achieved so far from the Earn & Learn program?
A. Many students are surpassing their own expectations for their performance in the program, which is wonderful to experience. As one student shared, “I didn’t think I could do school again.” Most are maintaining high GPAs. I feel that the personal growth experienced by these students will also translate into them becoming better members in the IUOE union and better employees.
Q. Are you aware of any other similar programs generating interest in the construction trade?
Students get “hands-on” time for operating heavy equipment at the IUOE Training Facility.
A. The Earn & Learn program is a bit unique. However, I believe the Carpenter’s Union is working on something with the state Community College Consortium for Workforce and Economic Development and they are referring to their training centers as technical colleges. Some of the other construction trades also have arrangements with higher education institutions, such as with Thomas Edison State University.
Other Construction-Focused Career Initiatives
Q. During our interview last year, the goal of bridging the gap between student age when graduating Vo-Tech (17 years) and entry into an apprenticeship (age 18 required) was discussed. You were trying to arrange for a direct entry from Middlesex County Vo-Tech to a union apprenticeship with IUOE Local 825. Have you gotten any traction on that effort?Are there other construction-focused career initiatives you want to bring to our attention?
A. Opportunities are never lost! We continue to work on advancing this goal with Middlesex County Vo-Tech of bridging student age when graduating Vo-Tech and apprenticeship entry with us. The Vo-Tech’s East Brunswick campus is located 2.5 miles from the IUOE Local 825 training center, so there is a genuine opportunity here for those students.
Ocean County has a heavy equipment program in their Vo-Tech and we [IUOE Local 825] had an initial meeting to learn more about that effort. We also had some of their students come to our training center for a site visit.
There are other exciting education-focused initiatives happening as well. For example, Local 825’s sister organization located in the Midwest has developed a mathematics curriculum for high school students that local districts can use. The curriculum speaks to how the student would resolve math questions as an operating engineer. IUOE Local 825’s academic officer is working to bring that curriculum to New Jersey, perhaps in collaboration with the non-profit Junior Achievement organization, which is focused on developing youth skills to promote economic success.
An innovative Rutgers initiative led by the Rutgers Youth Success Program (RYSP) in partnership with Rutgers Center for Advanced Infrastructure and Transportation (CAIT) recently received new funding through a PACE grant. The RYSP program will seek to place under-represented and justice-challenged young people in transportation and infrastructure careers. The grant will support development of a pre-apprenticeship program for Operating Engineers. HCCC will be the training partner for this 18-month program.
Middlesex County is home not only to Rutgers and IUOE Local 825, but also to many of the construction equipment dealers such as John Deere, Caterpillar, and Komatsu. However, there remains limited interaction between all these potential partners to discuss opportunities to diversify and strengthen the construction workforce.
Q. HCCC is a co-leader with Rowan College in the Construction Center of Workforce Innovation. Can you give us a brief update on that work? Do you collaborate directly with Rowan on these initiatives and, if yes, in what way?
A. This Construction Center of Workforce is part of the New Jersey Pathways to Career Opportunities (NJ Pathways), a collaborative program between the NJ Business & Industry Association (NJBIA) and the New Jersey Council of County Colleges. Year one work has been completed. There are ten centers for workforce innovation, including one focused on construction. HCCC is the administrative lead along with Rowan College of South Jersey for the construction innovation.
The Construction Center of Workforce is one of ten workforce centers partnering with the state’s community colleges.
HCCC’s efforts related to the Construction Center of Workforce Innovation, as well as through several other initiatives including the Earn & Learn Program, helped focus our successful work to expand the offerings in our construction management program. We have had an Associate Degree in construction management for a while, and now we also offer a one-year academic certificate requiring 34 credits and 2 proficiency certificates in either construction administration or construction technology requiring 13 or 14 credits. We also offer seven-to-nine individual courses that offer certification in specific areas of construction management. Students can opt to take one or two courses or all the offerings. If students opt to take these offerings as a noncredit course, they can transfer or articulate for credit in the HCCC Construction Management academic certificate or degree program.
HCCC also offers the opportunity to earn a National Institute of Certified Engineers and Technicians (NICET) certificate for the field of Asphalt Testing and other similar offerings, all of which have been very popular. In all, by offering these different degree and non-degree options, students are afforded flexibility to acquire skills that best meets their career advancement goals. This work also helps us advance equity goals as well, as students can learn at their own pace and effectively build their own career pathway beginning where they wish to start.
Q. Do you see any ways that NJDOT’s Civil Rights, Human Resources, or other units could engage with you to advance programs in NJ?
A. The State and NJDOT are seeking greater diversity, equity, and inclusion in the construction field and on job sites. To achieve this goal, we need to operationalize strategies that will encourage greater diversity among persons who are considering construction as a viable career path and who may apply for construction jobs. Incremental progress in this regard is possible if we work together. We must look beyond meeting a requirement for a specific number of diverse workers on a job site – instead we should focus attention on developing a plan to generate overall interest in the field and set mid-point goals toward achieving that plan.
On another note, generating interest for a career in heavy equipment operations among youth, especially among youth living in urban areas, is challenging as these individuals often have little exposure to our trade compared to those who reside in more rural areas and who may have experience or familiarity with farm and other heavy equipment. Working with the Junior Achievement organization may provide another pathway for us to identify a new generation of prospective heavy equipment operators and other construction workers.
We would welcome opportunities to sit at the table with NJDOT to advance careers in construction and are open to developing and refining training and education programs to meet the diverse needs of the workforce.
FHWA recently released its EDC-7 Summit Summary and Baseline Report that can be found here.
EDC-7 Summit Summary and Baseline Report includes information on each states plan to advance the innovations being promoted in Round 7.
The Report highlights the Every Day Counts innovations that FHWA is promoting in the program’s seventh round (EDC-7) and includes the baseline deployment status of the innovations at the beginning of 2023 and the goals for adoption set by each of the states over the two year, 2023-2024 period.
The report also shares highlights from the EDC-7 Virtual Summit held in February 2023, including remarks from transportation leaders given during the summit’s opening sessions on the three focus areas of EDC-7—improving safety for all users, building sustainable infrastructure, and growing an inclusive workforce.
The NJ STIC’s baseline assessment of its deployment status for the innovations being advanced by its Core Innovation Area (CIA) Teams during Round 7 can be found in the FHWA report. Click the “EDC-7” button on our NJ STIC Innovative Initiatives page to learn more about the priority innovations, goals for deployment and planned activities for Round 7.
Every Day Counts (EDC) is the Federal Highway Administration’s (FHWA’s) program to advance a culture of innovation in the transportation community in partnership with public and private stakeholders. Through this State-based effort, FHWA coordinates rapid deployment of proven strategies and technologies to shorten the project delivery process, enhance roadway safety, reduce traffic congestion, and integrate automation.
The American Association of State Highway and Transportation Officials (AASHTO) Innovative Initiative (AII) program recognized NJDOT’s Sawcut Vertical Curb as one of seven Focus Technologies in 2022. AASHTO held a webinar on Wednesday, April 12, 2023 during which NJDOT practitioners and contractors offered their first-hand experience with implementing the saw-cutting method on their projects successfully. The innovation was also recognized as the NJ’s Build a Better Mousetrap Winner in 2022 and a video description of the innovation can be found here.
Below is a reprint of the AASHTO Innovation Initiative Page that features the Saw Cut Vertical Curb and can be accessed here.
NJDOT’s Saw Cut Vertical Curb is featured as an AASHTO Innovation Initiative.
The AASHTO Manual for Assessing Safety Hardware (MASH) establishes uniform standards for the installation of roadway safety features, including longitudinal barriers. In accordance with the recent MASH standards, the New Jersey Department of Transportation (NJDOT) has updated the installation requirements for guide rails. Per this new requirement, curbs in front of and along guide rail end terminal treatments should be limited to a maximum 2-inch exposure. The typical exposure of existing curbs is four inches. To make guide rail installation MASH compliant, the conventional practice is to remove existing curbs and replace them with 2-inch curbs. The practice typically requires seven days of field operations for the removal, replacement, and curing of concrete. Not only does this timeframe add to labor costs, but also exposes work crews and motorists to work zone traffic for longer periods of time.
NJDOT has developed an innovative method in which the existing curbs can be saw cut to two inches in lieu of removal and replacement. The existing guide rail can remain in place during saw-cutting, while the construction crew can return at a later time to remove and upgrade the guide rail. The saw-cutting approach requires only two days of labor. The process uses a power-driven vertical curb saw fitted with horizontally-oriented, diamond-edge blades or abrasive wheels that are capable of sawing to the required dimensions without causing uncontrolled cracking. The saw is water-cooled, circular, and has alignment guides. The saw is also capable of immediately collecting the slurry produced from cutting the concrete. Traffic control in work areas requires a moving operation set up that includes channelizer barrels and drums, construction signs based on the Manual on Uniform Traffic Control Devices (MUTCD) and DOT standard details, and a truck with a mounted crash cushion.
Do you have to reduce the curb height to make the longitudinal barriers compliant with AASHTO Manual for Assessing Safety Hardware (MASH) requirements?
Join AASHTO for an information-packed webinar with New Jersey Department of Transportation on how saw-cutting is used in curb retrofitting to make longitudinal barrier installations compliant with new requirements in a safer, more cost-effective, and more efficient manner.
The American Association of State Highway and Transportation Officials (AASHTO) Innovative Initiative (AII) program recognized NJDOT’s Sawcut Vertical Curb as one of seven Focus Technologies in 2022. More info about the about the AII award and the Saw Cut Vertical Curb innovation can be found here.
AASHTO’s webinar will be held on Wednesday, April 12, 2023 at 2:00 pm EDT. Register HERE
NJDOT Build a Better Mousetrap winner, Saw Cut Vertical Curb, is a response to a change in standards requiring existing curbing at guide rails to be reduced in height. This innovation increases safety and cost savings.
During this free webinar, participants will engage with NJDOT practitioners and contractors who have first-hand experience in implementing the saw-cutting method on their projects successfully.
Discussion will include:
Benefits of saw-cutting vertical curbs
Implementation considerations
Successes and lessons learned
Resources to get you started
Lead States Team Expert Presenters and Panelists
Gary Liedtka-Bizuga, New Jersey Department of Transportation
Henry Jablonski, New Jersey Department of Transportation
Peter Harry, Jr., ML Ruberton Construction Co., Inc.
Rick Berenato, ML Ruberton Construction Co., Inc.
Click to learn more about the Saw Cut Vertical Curb innovation and the New Jersey Build a Better Mousetrap program.
Ultra-high performance concrete (UHPC) is a new material for bridge construction that has become popular for field-cast connections between prefabricated bridge elements. Bridge preservation and repair (P&R) is an emerging and promising application for UHPC. UHPC-based repair solutions are robust, and offer superior strength, durability, and improved life-cycle cost over traditional methods. State and local agencies can deploy UHPC for bridge preservation and repair to maintain or improve bridge conditions.
Ultra-high performance concrete (UHPC) offers enhanced durability and improved life-cycle cost performance for bridge preservation and repair.
Keeping bridges in a state of good repair is essential to keeping the transportation system operating efficiently. Agencies at all levels can deploy UHPC for bridge preservation and repair to maintain or improve bridge conditions cost effectively.
Stronger Repairs, Extended Service Life
Because of its strength and durability, UHPC can be an optimum solution for some repairs. UHPC can be used in situations that normally use conventional concrete or repair mortars, and in some cases those that use structural steel. Some UHPC mixes gain strength rapidly, so bridges could be opened to traffic 24 hours after completing the necessary repairs. Additionally, UHPC repairs are long lasting and resilient, requiring less maintenance and fewer follow-up repairs than conventional methods. In some cases, they can outlive and outperform their conventional counterparts—UHPC repairs could be the strongest and most durable part of the bridge.
Benefits
Versatility. UHPC can generally be used anywhere other types of concrete would be used, and due to its strength and durability, it can be the optimum material for many applications.
Durability. UHPC-based repairs are long-lasting and require less maintenance and fewer follow-up repairs.
Cost Savings. UHPC repairs can outlive and outperform their conventional counterparts, resulting in life-cycle cost savings. UHPC bridge deck overlays and link slabs can extend the service life of bridges well beyond that of traditional preservation and repair strategies.
Using UHPC. NJDOT completed construction of two bridge preservation projects in 2020. From its assessment of information on performance and usability from these pilot projects, which include four bridges using UHPC overlay, the agency considers further implementation promising. UHPC is excellent for preservation and is being considered for additional deployments. UHPC has been shown to increase service life but is currently more expensive than other methods. More widespread use/experience may reduce cost. The first UHPC link slab application is in the construction phase. Additional UHPC Link-Slab applications are currently in the Final Design Phase.
Communicating UHPC Information on Bridge Preservation & Repair. The State participated in workshops, webinars, and peer exchanges related to UHPC for Bridge P&R, including:
NJDOT Hosted FHWA Workshop UHPC EDC-6 P&R
International Bridge Conference Poster Session
NYSDOT UHPC Link-slab Peer Exchange 2022
ABC December 2022 presentation and paper
NJ STIC Meeting, 4th Quarter 2022
What’s Next?
The Future of UHPC for Bridge Preservation & Repair (P&R). The agency anticipates incorporating UHPC for bridge preservation and repair in its new design manual, using data collected from the current pilots and will further investigate performance and examine life cycle costs. NJDOT will use these indicators to determine future usage and applicability with additional research through the Bridge Research Program.
Industry experience in UHPC applications is not keeping up with agency goals. UHPC is not yet standardized for operational use which leads to a lack of consistency in the applied product, a lack of UHPC repair materials and methods, and significantly higher initial cost. Material and labor for UHPC are currently more expensive than traditional bridge preservation techniques. UHPC is used for repair projects that were not pre-planned; contractors may not have the experience or comfort with using the material. The material can be difficult to work with, and contractors need training.
However, the extension in bridge life span may result in a good return on investment. The programming/funding authority may need to address the issue of allowing UHPC higher costs into a project budget.
Further research and a possible pooled fund project would be beneficial to increase knowledge.
UHPC for Bridge Preservation and Repair: NEW & NOTEWORTHY
NJDOT recently installed UHPC Bridge Deck overlays on four bridges. NJDOT engineers explained the rationale for UHPC and highlighted key lessons in bridge selection, existing ...
The FHWA's EDC Newsletter of April 28th highlighted a project to test UHPC bridge preservation materials, in partnership with Rutgers University Below is a reprint ...
The EDC-4 Final Report highlights the results of round four of the Every Day Counts program to rapidly deploy proven innovations to enhance the transportation ...
What is Targeted Overlay Pavement Solutions (TOPS)?
Solutions for integrating innovative overlay procedures into practices that can improve performance, lessen traffic impacts, and reduce the cost of pavement ownership.
Approximately half of all infrastructure dollars are invested in pavements, and more than half of that investment is in overlays. By enhancing overlay performance, state and local highway agencies can maximize this investment and help ensure safer, longer-lasting roadways for the traveling public.
Improved Pavements that Last Longer
Many of the pavements in the nation's highway system have reached or are approaching the end of their design life. These roadways still carry daily traffic that often far exceeds their initial design criteria. Overlays are now available for both asphalt and concrete pavements that enable agencies to provide long-life performance under a wide range of traffic, environmental, and existing pavement conditions.
Concrete overlays now benefit from performance-engineered mixtures, including thinner-bonded and unbonded overlays with fiber reinforcement, interlayer materials, and new design procedures that improve durability and performance. Asphalt overlay mixtures have also advanced significantly with the use of stone-matrix asphalt (SMA), polymer-modified asphalt (PMA), and other materials and agents that reduce rutting, increase cracking resistance, and extend pavement life.
Benefits
Safety. Thousands of miles of rural and urban pavements need structural enhancement and improved surface characteristics, such as smoothness, friction, and noise. Targeted overlay pavement solutions can improve the condition of highways significantly in a relatively short time.
Cost Savings. Timely and well-designed overlay applications are consistently cost-effective because less subsurface work is required. In urban areas, impacts to utilities and pedestrian facilities are minimized.
Performance. Targeting overlay solutions to high-maintenance areas such as intersections, bus lanes, ramps, and curved alignments can pay immediate dividends in terms of reduced maintenance needs, fewer work zones, and improved safety.
Stage of Innovation:
DEMONSTRATION
(December 2022)
New Jersey has been a leader in Targeted Overlay Pavement Solutions (TOPS). The following activities occurred in under previous EDC rounds:
High-Performance Thin Overlay (HPTO). NJDOT incorporated HPTO into its standard specifications and has used it for the preservation of good pavement and as the surface course on some composite pavement overlays. HPTO is also used by the Structural Design unit for bridge deck overlay.
Crack Attenuating Mixture. NJDOT incorporated this into its standard specifications and has used it for the intermediate course on some composite pavement overlays followed by SMA surface course.
Stone Matrix Asphalt (SMA). NJDOT incorporated SMA into standard specifications and has used it for the surface course on high traffic pavement, for the surface course on some composite pavement overlays, and over top of BRIC mix as overlay of composite pavements.
Asphalt Rubber Gap-Graded (ARGG). NJDOT incorporated ARGG into its standard specifications and has used it for the surface and/or intermediate course on some composite pavement overlays.
Open-Graded Friction Course (OGFC). NJDOT incorporated OGFC into its standard specifications and has used it for full depth porous asphalt pavements in outside shoulders, parking lots, pathways, sidewalks and other low traffic pavements.
Ultra-Thin Bonded Wearing Course (UTBWC) / Ultra-Thin Friction Course (UTFC). NJDOT incorporated UTFC into its standard specifications and used it for preservation of good pavement and for the surface course on some resurfacing pavement overlays.
What’s Next?
The Rt.42 Pavement Preservation project, using Ultra-HPTO / Highly Modified Asphalt (HiMA), is in construction. The Department plans to monitor closely and analyze the pros and cons of utilizing this type of asphalt mixture on NJ concrete pavements.
NJDOT Pavement Management unit procured new skid testing equipment in 2022. Skid testing was done for 9 projects by NJDOT Pavement Management unit on High Friction Surface Treatment (HFST)sections. Skid testing by the NJDOT Pavement Management unit on high friction surface treatment sections and alternative enhanced friction overlay (EFO) sections will continue using the new equipment. There are plans to test, analyze, and monitor skid test results to advise the department on future development and use of enhanced friction overlay treatments. The Department is also working with an academic partner to perform companion testing of these friction test sections with a Dynamic Friction Tester (DFT) unit.
Ultra High Performance Thin Overlay is included in one project (UPC 213090). Specification is finalized and the item number has been created.
Compilation and analysis of all data on the different Enhanced Friction overlay surfaces, will lead to better information for NJDOT staff and others on the recommended use and practices with EFOs. Skid test equipment function and calibration are critical to collecting and analyzing the data. Other test methods will be explored.
Targeted Overlay Pavement Solutions (TOPS): NEW & NOTEWORTHY
Dr. Thomas Bennert, who leads the Pavement Support Program (PSP), discussed how the group's research supports NJDOT's efforts to improve pavements across the state. ...
This video features the work that the NJDOT Pavement and Drainage Management and Technology Unit is doing to advance Pavement Preservation treatments on state roads to increase ...
A recent study found that pavement preservation techniques can reduce greenhouse gas emissions and contribute to savings for both transportation agencies and drivers. ...
The demand for highway construction, maintenance, and operations workers is growing while industry is experiencing a revolution of emerging technologies that will require new skills. To attract and retain workers in the contractors' workforce, new resources are available to help compete with other industries and demonstrate the value of a career in transportation.
An Industry and Public Workforce Collaboration
Government agencies, trade organizations, private agencies, and communities nationwide need new, collaborative approaches to meeting this challenge. The nation depends on the highway system, and the highway system depends on qualified workers.
Additionally, increasing the contractors' construction workforce can help communities thrive while solving one of today's most persistent national transportation problems. It also offers an opportunity to recruit minorities and women to jobs that can change their lives, and the lives of their families, for the better.
Benefits Effective Solutions. Advancing the lessons learned through the highway construction workforce pilot offers the transformational ideas and support needed to fill the gaps in the workforce.
Proven Training. Training programs, practices, and tools from across the country are available to help plan workforce development activities.
Flexibility. Free materials are available to support workforce marketing efforts. Posters, flyers, mailer cards, and social media graphics can be customized with local contact information.
New Jersey is utilizing diverse strategies to develop the state's transportation workforce:
Apprenticeship Program. Has an operations apprenticeship program that is currently in the implementation stage. NJDOT has a one-year training program that includes testing as trainees move through the system.
Professional Programs. NJDOT has expanded outreach to draw attention to its professional series positions by partnering with high schools, vocational-technical schools, colleges and universities, community organizations, and the Department of Labor; working with under-represented communities of interest; expanding its social media presence; and building its pipeline and knowledge base that allows growth into the journeyman title.
What's Next?
In September 2021, NJDOT participated in an FHWA pilot, Let’s Go! Workshop. In this 2-day workshop, NJDOT participants developed a Mission Statement – “To create career opportunities for a diverse workforce in terms of disciplines, demographics, and career levels in order to meet the demands of the transportation skills of tomorrow". The workshop participants defined a set of priority actions, including: Industry Association Outreach; Goal, Measures, Timeline, Buy-In; Regular Meetings and Follow-up Actions; and College/University Outreach.
Since then, NJDOT has continued to seek partnerships with national and local organizations to support hiring efforts and to acquire best practice information. The NJDOT Civil Rights programs has sought to perform outreach in underserved communities and pursue a NJDOT leadership training effort. NJDOT is also exploring potential development of a training program for construction inspection/maintenance.
During this period, interviews were conducted with HR staff about early stages of institutionalizing an apprenticeship program. Engagement activities were held to facilitate connections with Industry Association and Higher Education Institutions (e.g., Union, Workforce Development Boards and County College).
The Strategic Workforce Development Working Group convened to formulate a Department-Wide Mentorship Program; identify Emerging Skillset needs with Partners; and continue Industry Association and College/University Outreach activities. Research into best practices for identifying emerging skillsets and incorporating these considerations into mentoring programs could assist the advancement of this initiative.
We spoke with Lori Margolin, the Associate Vice President for Continuing Education and Workforce Development at Hudson County Community College (HCCC) and Greg LaLevee, Business ...
Strategic Workforce Development is one of FHWA’s seven initiatives promoted through the sixth round of the Every Day Counts (EDC) program. Key emphasis is on ...
We interviewed Chrystal Section, Supervisor of the Non-Discrimination Programs Unit in the NJDOT’s Division of Civil Rights and Affirmative Action, about the department's efforts to ...
We spoke with representatives from Oregon Department of Transportation (ODOT) and Oregon Bureau of Labor & Industries (BOLI) to explore their roles and partnership in ...
We spoke with Greg Lalevee, Business Manager, International Union of Operating Engineers (IUOE) Local 825. The organization collaborates with Hudson County Community College (HCCC) ...
Highway construction projects produce massive amounts of valuable data. Historically, information such as materials tickets and as-built plans were communicated via paper. Today’s transportation agencies are improving on these paper processes by integrating them into electronic and digital workflows. While electronic ticketing (e-Ticketing) improves the tracking, exchange, and archiving of materials tickets, digital as-builts, and other digital information such as 3D design models and other metadata, can enhance the value of contract documents and the future usability of the as-built plans for operations, maintenance, and asset management. Both can increase project safety and quality through efficient data gathering and sharing.
What are Digital As-Builts?
Using digital data such as 3D models to build road projects is becoming an industry standard. Sharing the design model and associated digital project data allows agencies and contractors to streamline project delivery and contract administration and to collaborate on challenges “virtually” before they get to the field. The digital information is further leveraged when the model is updated, and other data incorporated, to reflect the project’s as-built condition for future maintenance, asset management, and rehabilitation activities.
Benefits
Safety. Construction using digital information can lead to safer projects and shorter work zone traffic impacts.
Time Savings. Digital information provided to construction enhances planning and can streamline project delivery. Digital as-builts including utility locations and other asset information will improve post-construction decisions and shorten future project delivery.
Quality. Digital as-builts can provide enhanced historical data, enabling State DOTs to better maintain the transportation infrastructure and develop future projects.
The NJDOT EDC team added representation from in-house roadway design staff, traffic engineering, geodetic survey and the CADD Unit along with Local Aid, Construction, Project Management Office (PMO), and the consultant industry over time to develop this initiative.
Before digital as-builts could be advanced at NJDOT, the new CADD platform of Open Roads Designer (ORD) and Open Bridge Designer (OBD) must be fully in place and in full use. NJDOT's CADD unit has been working with Bentley on a new workspace for ORD and OBD. Several key steps required completion before the new software could be fully implemented by in-house and consultant designers including development of a new CADD Manual. The EDC team will provide assistance to the CADD unit for this and other activities.
Research. NJDOT has met with the Pennsylvania DOT to learn about their digital as-built program and delivery plan and has contacted the consultant developing FHWA guidelines for 3D As-Builts.
Pilot Development. NJDOT has identified a digital as-built pilot project that will meet various functional and business requirements. The pilot project, Route 138, GSP to Route 35 (MP 0.37 to 3.52), will be designed in-house using OpenRoads Designer (ORD) through mapping submitted in ORD following the new CADD Standards. The mobile LiDAR Survey is in process and preliminary engineering (PE) is slated to be initiated in the fall of 2022. The team has completed the task of connecting pay items to the design elements to ready the project.
What’s Next?
Next steps will be to coordinate with Construction on the specifics of the post construction survey for the digital as-builts. The implementation team is participating in various webinars and workshops to learn more about the national trends and to hear about lessons learned.
The loss of key staff in the CADD Development Unit and the Geodetic Survey Unit, due to retirements and promotions, has disrupted the team's learning curve for the storage of 3-D As-Builts and integration into GIS. With the pilot project not yet initiated and construction not due to start for a couple of years, the team expects to adjust staffing levels, groom new subject matter experts, and/or leverage consulting staff augmentation for support. This staff augmentation will help the team move forward once the OpenRoads Designer and OpenBridge Designer software are up and running.
The FHWA will present an eight-part webinar series on the EDC-6 Implementation Initiative for Digital As-Builts (DABs). The webinar series is designed to increase overall ...
This article reports on a brief Digital As-Builts Literature Scan and provides references to a select bibliography of research reports, strategic plans and other resource ...
FHWA is promoting Strategic Workforce Development in highway maintenance, construction and operations.
Strategic Workforce Development, an FHWA Every Day Counts (EDC) Round 6 innovative initiative, anticipates collaboration between government agencies, trade organizations, private agencies and communities to prepare individuals for the construction workforce. The demand for workers in highway maintenance, construction and operations is growing, as is the demand for new skill sets required for work with emerging technologies. An important element of this initiative is the recruitment and retention of women and minorities in the construction sector. Through on-the-job training and supportive services program, NJDOT is exploring ways to work with contractors, contracting associations, and unions on shaping their future workforces, including programs aimed at increasing representation of women, minorities, and other disadvantaged populations in the construction and operations workforce.
We spoke with Kelly Hutchinson, Director, Human Resources at NJDOT about ongoing and planned workforce development initiatives at NJDOT.
Workforce Development at NJDOT
Q. We know that NJDOT engages in a variety of innovative programs to attract and retain your workforce. Could you update us on the status of some of these programs?
Operations Apprenticeship Program
NJDOT’s Operations Apprentice Program offers a structured path to advancement.
This program began in 2015 to provide consistent training and skills for workers in Highway Operations and to establish a path to advancement and has focused on developing a job title structure and staffing profile for participants as well as both on-the-job and classroom training. We are still promoting the program and trying to get our numbers where we want them to be. We will be testing our third of four groups of mid-level individuals at the end of April 2022.
NJ Supervisory Training Empowering Performance (STEP) Training
This program is focused on teaching management skills and several hundred NJDOT employees have completed this very beneficial initiative. The Civil Service Commission provides this training, which has been on hiatus due to the COVID-19 pandemic as instructors prefer in-person classes. We offer a two-day, in-house training on DOT-specific supervisory issues like the supervisor’s role in promoting staff, leaves of absence, working test periods, performance assessment reviews (PARS) and discipline to build on what participants learn in STEP, but we may opt to offer this in-house training first if there is an ongoing delay in STEP availability. We have a lot of new staff advancing to supervisory and managerial roles who could benefit from this training. We would also bring in small groups from this supervisory cohort to participate in and benefit from a few Lunch & Learn sessions. In the past, these smaller group sessions have been very helpful for sharing experiences.
Leadership Academy
This is a Transportation specific Leadership Academy that focuses on the importance of soft skills related to management. In April, the NJ Turnpike Authority will be hosting this program locally with instruction from Dr. Tom DeCoster. Many of our manager-level and future directors will be attending, along with staff from NJ TRANSIT and the Turnpike Authority.
Skill Enhancement for Clerical and Administrative Professionals (SECAP)
This program was originally focused on skill enhancement for staff in clerical positions. Now, more individuals are being hired to fill administrative professional roles, rather than the traditional clerical roles. Persons with technical capabilities, such as policy writing and budget preparation, are filling these roles. In response, we are considering revamping this program to best support the needed skill sets related to these positions.
Administrative College
This program is ongoing and focuses on offering courses on topics such as financial wellness, mental and physical health, and technical skills that can be mastered in a couple of hours. We conducted a survey pre-pandemic to identify what our employees wanted in Administrative College courses.
Promotion of Asst. Engineers to Senior Engineers
NJDOT engineers participate in on-site training as part of a program that moves individuals from journey level to mid-level positions.
This effort was initiated about seven years ago and we have continued the practice, adding programs for most journey level professional titles in Human Resources, Budget, Planning, Accounting, and Information Technology. When participants have completed one year past their initial training and have been in their journeyman title for two years, management determines whether they are performing higher level work and have mastered the technical skills to be considered a technical expert in the particular area. After three years, they may be considered for reclassification. Management makes recommendations and provides written justifications to advance persons based on established criteria and must describe why they are recommending an individual, or why they are not. HR ensures that each individual has completed enough time in the title and gives a provisional appointment, but the candidate needs to pass the Civil Service exam to confirm their promotion.
This effort reflects both a retention strategy and a strategy to help bridge the supervisory gap resulting from retirements.
Succession Planning
Promoting continual skill development among NJDOT staff is a priority.
Moving forward, NJDOT succession planning training and development will likely be less formalized than the previous NJDOT program. In this former program, participants were selected through an application process, which, in my opinion, may not have been ideal for all employees. Training and development should happen daily, at all levels, and should not be programmed by Human Resources. We are looking to promote parity, transparency and equity through the training programs we just spoke about. Our Leadership Academy and STEP program help workers to advance and instruct supervisors on how to support training and development of all employees. We are depending on management and senior leadership to work on a smaller scale. We want to provide the same level of opportunity to everyone and see who rises to the occasion.
Q. In a presentation to NJ STIC last June, former NJDOT Human Resources Director Michele Shapiro noted that you would be working on trainings for both the Construction Inspectors Apprenticeship program and the Engineering Technician Apprenticeship program. What is the status of these new programs? Do you anticipate developing similar programs for other job titles?
We have the new titles in place, but we do not have the formalized training program developed yet. I have spoken with Asst. Commissioner Snehal Patel and we will be collaborating with the Construction Director to start building the program this summer. Our plan is to update the existing 10-module program for the Resident Engineer Construction Inspectors to adapt to the Apprenticeship program.
Q. We had heard of the possible expansion of experience-based hiring. Are there any updates to this initiative?
Automotive and Electrical Mechanics would be the titles we are considering for a possible formalized program. There are trainees now but we don’t have a formal program. With all the advances in technology, we would like to find a community college partner to provide training and build a title structure based on the new technologies and see if it would increase the salary determination. We have trouble competing with private industries for candidates from these two trades. We are continuing efforts to receive approval for the program from Civil Service but effort was halted with the pandemic.
Q. Does NJDOT have plans to offer internships or similar positions?
We have a Summer Student program called Temporary Employment Services primarily targeted to professional titles. We do not refer to the program as an internship because participants are paid but do not earn academic credit. Typically, we accept rising college seniors, but if applications are light in a given cycle, we sometimes accept sophomores and freshmen as well. Pre-pandemic, it was a great pipeline for permanent positions with the department. In 2019, we had 55 students in the program, paid $20/hour, and 20 percent were hired for full-time positions with NJDOT. With our late start this year, we will have 20 participants. Some may stay with us into the school year, working part-time up to 944 hours per year as permitted by Civil Service.
NJDOT Human Resources staff attend career fairs to raise awareness of rewarding jobs in transportation.
The program is beneficial to participants as they receive work experience while earning wages. We recruit candidates via virtual and in-person career fairs, partnerships with alumni of the program and community organizations, campus organizations and using Handshake (an app that connects students on college campuses with open positions, mainly internships and entry level jobs). When we meet with students and other prospective hires, we focus on communicating how NJDOT offers dynamic, interesting, rewarding, and purposeful career opportunities.
Our talent acquisition team facilitates recruitment efforts and includes a diverse group of DOT subject matter experts in addition to our Human Resource representatives. Specifically, members of the team reflect a diversity of ages, genders, races/ethnicities, and career stages. Some are alumni of the Temporary Employment Services program. Also important, team member subject matter expertise varies (e.g., structural, environmental). We have found success with the talent acquisition team as members make personal connections with candidates as they discuss their roles at DOT and opportunities with the department.
Developing the Highway Construction Workforce
Q. There seems to be a lack of awareness – especially among women and minority persons – about jobs/careers in the highway construction industry. Do you know of programs that have been effective at building awareness of job opportunities in transportation in New Jersey?
To recruit a diverse workforce, NJDOT Human Resources focuses on forging relationships with community organizations such as the Society for Hispanic Engineers, Society for African American engineers, Asian American engineers, LGBTQ+, and STEM programs. We use LinkedIn a great deal to target engineers and collaborate with New Jersey Youth Corps to spread the word on career opportunities at NJDOT.
We also successfully partnered with the Trenton Soup Kitchen, working with job specialists to inform those accessing the kitchen about construction apprenticeships and Highway Operations Tech positions. We have partnered with the National High School Guidance Counselors Association for New Jersey and were able to post in their newsletter about job opportunities that do not require experience via our highway operations tech program.
NJDOT’s programs for career are effective recruitment and retention tools.
In 2019, we increased representation of African American male applicants by 93 percent for Highway Operations Tech positions. We achieved this goal by reaching out to our many community partners, with 100 African American applicants from the Trenton Soup Kitchen. Finally, we partner with the NJ Department of Labor, One-Stop offices, and attend county and other virtual and in-person job fairs.
Q. Reliable transportation and child care are often cited as roadblocks to entry into the construction sector, particularly for women and minority candidates. What strategies could help to address these issues? Are you aware of any model practices or programs to support women and minority populations looking at the highway construction trades?
We had a program for parolees several years ago that focused on identifying job opportunities for them in locations with good transportation networks, such as Jersey City and Newark.
NJDOT does offer an employee subscription van pool (pre-COVID-19) that accesses various public transit stops near DOT headquarters.
The newly announced Trenton MOVES project seeks to deploy 100 on-demand Autonomous Vehicles (AVs) throughout the state capital; when deployed, it could prove to be great service for helping people access employment opportunities.
Q. Have you worked with the NJ Council of County Colleges to look at possible programs that might advance NJDOT’s goals for workforce development? Do you work with the NJDOL Office of Apprenticeship?
We do collaborate with NJ DOL and with the One-Stops and Career Centers. However, our apprenticeships are not true apprenticeships by federal labor standards, but have similar components. Because we work with Civil Service titles, it is much more difficult for us to be recognized as an official apprenticeship program.
We also have a tuition aid and reimbursement program, at the public college rate, for employees as long as their course of study relates to transportation.
"Yes, we can work with them and are very interested in building these relationships."
Looking Ahead
Q. What strategies should be pursued to encourage more New Jerseyans to consider a career in the construction industry? Who should be leading or involved in those efforts?
Creation and implementation of an awareness campaign to highlight construction career opportunities would be helpful, as such an effort could amplify the message that you don’t have to look a certain way to work in construction. The campaign should highlight the diversity of workers and work options in the construction industry. A team of “ambassadors” comprised of local union representatives, NJDOT staff, and others can describe the different kinds of work available within construction and showcase opportunities to increase interest in the profession.
Q. There have been a number of grant funding opportunities through the Department of Labor for pre-apprenticeship and apprenticeship programs. Is NJDOT able to work with other organizations or academic institutions to build programs using these funds?
Yes, we can work with them and are very interested in building these relationships.
