Michael J KnodlerEleni ChistofaBouchard, Chelsea2024-04-262024-04-262017-052017-0510.7275/10000498https://hdl.handle.net/20.500.14394/33515As the baby boomer generation approaches retirement, the transportation workforce is increasingly under strain. Employees are exiting the industry in larger volumes than incoming hires; which is creating a need to reevaluate and revamp work processes. In addition, the industry is transitioning into the 21st century and that is requiring the adaptation of new technologies. The gap between old and new employee skills is growing and seen throughout the industry. There is a growing need and opportunity to develop a new set of job competencies which create job specifications and job postings, which support the organization’s strategic plan. In this thesis existing DOT job specifications and job postings for Civil Engineers were gathered and reviewed. Current industry standard competencies from the Bureau of Labor Statistics (BLS) were also gathered and used to summarize existing specifications. Results evaluated how Departments of Transportation in New England compare to their counterparts.workforce developmentcompetencieshuman resource managementskill gapjob expansionCivil and Environmental EngineeringEngineeringthesisN/A