OCM Framework – ACB Portal

The Agency Capability Framework provides a big picture view of the workforce, information, and technology trends and challenges DOTs face in developing and maintaining crucial capabilities. This online platform provides practitioners with easy access to the tools and work products developed through NCHRP Project 20-24(95): Ensuring Essential Capability for the Future Transportation Agency, and the ability to add to and strengthen this resource base over time.

ACB Framework

The ACB framework consists of three components:

Change Forces are external factors and trends affecting DOTs.
Needs are organizational capabilities necessary to respond to the change forces.
Strategies are ways that DOTs can respond to the needs and strengthen the required organizational capabilities.

Click on each component to learn more.

Change Forces

Workforce Evolution

Changing demographics, experience gap, increased expectations for non-traditional work arrangements, increased competition for specialized skills, reduced tenure lengths/ increased workforce transitions

Technology Advancement

CAVs, transportation system management, transportation network companies (TNC), IT, data collection, rate of tech change

Shift in Role and Focus

Shift away from capital intensive focus, multi-modal emphasis, efficient use of existing capacity, state of good repair (SGR), resiliency

Legislation, Regulation, and Funding

New regulations, funding instability and uncertainty, new funding arrangements, devolution, short term view

Public Expectations

Increased customer focus, increased public information requests, more available options for engaging with stakeholders, sustainability, partnerships, agile decision-making

Needs

Transparency

Improve communication, implement process improvements, strengthen social media and crowdsourcing technologies, acquire communications expertise, manage growing volume of requests

Technology Adoption

Improve efficiency and decision support, support collaboration, deliver compatibility across systems, support younger employees, build better job descriptions

Operations Focus

Build new skills, shift responsibilities, strengthen partnerships

Attracting and Retaining

Understand new generation of workers, provide an attractive work environment, adjust due to decline in pension benefits, reach out to new candidate pools, create new branding

Aligning Skills to Needs

Project/contract management, systems engineering, data, federal rules and regulations, interpersonal, collaboration, communication, adaptability

Agility and Resilience

Adapt to changes in funding and regulations, new technologies, extreme weather events; shift employees to respond to changes; harmonize records and info management

Strategies

Workforce Management

Workforce planning, recruiting and retention, succession planning, employee engagement, professional development and training

Partnerships

Public/private partnerships, innovative contracting, data sharing agreements

Organizational Management

Organizational structure, lean business processes, performance management, change management, organizational culture, shift in labor

Knowledge Management

Social and learning communities, knowledge codification and dissemination, learning organization, mentoring, knowledge bases

Information and Data Management

Governance, services, technologies, it strategic planning