When you hear the term Workforce Development (WFD), what comes to mind? The truth is it can mean different things to different people, organizations, and industries. That’s why it’s so important for us—at Flagger Force and across our partnerships—to speak a common language when we talk about workforce development.
At its core, WFD is about more than just filling jobs. It’s about investing in people and communities, providing lifelong learning opportunities, creating pathways for personal and professional growth, and upskilling to keep pace with technological advancements. As the needs and wants of today’s workforce evolve, so should the environment we provide and the strategies we use to retain and grow our team.
Why Does WFD Matter?
The job market is more competitive than ever. People are not just looking for a paycheck, they’re looking for purpose, support, and a workplace that invests in their future. That’s why WFD must have a holistic approach. While it is about training and upskilling, it’s also about well-being, mentorship, opportunity, and community.
Beyond attracting and recruiting talent, employers are also thinking about creating an environment where employees can thrive long-term. That includes everything from inclusive hiring practices, career training and mentorship to mental health resources.
For employers, a strong workforce development strategy can:
- Increase retention and reduce turnover
- Boost employee engagement and morale
- Build stronger leadership pipelines
- Improve overall company performance
- Align workforce skills with future business needs
What WFD Looks Like at Flagger Force
Inclusive Hiring:
Our entry-level flagging roles do not require education nor previous work experience. Therefore, we have streamlined our application process to be accessible by a variety of people from a diversity of backgrounds—it takes less than 10 minutes to fill out our online application! We also pride ourselves on being a fair chance (also known as second chance) employer.
We believe everyone deserves opportunities to work, including individuals who have made mistakes in the past, served their time, and seeking a fresh start and ready to work. We’re a proud partner with several candidate referral organizations that connect job seekers, including those re-entering the workforce—to meaningful career opportunities. WFD starts with access—and we’re proud to be a part of someone’s second chance story.
Investment from Day One:
On day one, new hires go through Crew Member Training. This is an 8-hour classroom-based assessment. When they pass, they receive their flagger certification, a state-wide and nationally recognized credential.
Training Beyond Day One:
Our Training team goes far beyond just orientation and certification. We continually evolve our training programs to reflect the latest industry standards and employee needs and invest over 40 hours of in-person and virtual training for our employees within their first 90 days. From hands-on field instruction to leadership development, we provide the tools our employees need to grow throughout their careers.
Mentorship Makes a Difference:
We have a mentorship program where we pair an employee in a company vehicle with a new hire who faces transportation barriers. Although, we do not guarantee this resource is available across the company. While employees are paired together (for up to 6 months) the mentor is able to provide live coaching and peer-to-peer support, helping new team members feel confident and connected. Mentors share practical knowledge, job tips, and encouragement—many mentees go on to become leaders themselves.
Education Support:
Education is a powerful workforce development tool. Flagger Force offers support for team members who want to earn their GED, through partnering with GEDWorks, helping open doors personal fulfillment.
Internal Communications & Engagement:
We have a dispersed workforce of over 2,000 people. It is critical for them to be engaged and feel that their voice is being heard. Our internal communications platform, In The Zone, provides employees with access to information, resources, employee benefits, and FF Learn modules. FF Learn is a micro-learning platform where employees can take 3–5-minute lessons on a vast array of topics, from heat illness prevention to leadership character building.
The Employee Assistance Program (EAP):
Workforce development includes wellness support. Our free EAP offers confidential, professional assistance with everything from mental health to financial counseling—because employees perform better when they feel supported inside and outside of work. This program is not only offered to our employees, but we offer the same assistance to their immediate family members.
Employee Hardship Fund:
When life throws a curveball, our Flagger Force Foundation Employee Hardship Fund, through The Foundation for Enhancing Communities, is there to help. Funded by employee donations, this program provides financial assistance to team members facing unexpected challenges. It’s one more way we support retention and morale through real-life support.
We’re grateful to The Foundation for Enhancing Communities (TFEC) for serving as the fiscal sponsor of the Flagger Force Foundation, enabling us to provide meaningful support to team members through our Employee Hardship Fund.
Employee Engagement Committee (EEC):
Our Employee Engagement Committee (EEC) brings employees from our corporate office and operations service center together to improve workplace culture, plan internal events, and create opportunities for feedback and celebration. The EEC helps create a workplace environment where employees feel connected, valued, and part of something bigger than themselves.
Testimonials—Real Impact, Real Stories
One of the most powerful testaments to our workforce development efforts comes from our own people. From recipients of the Employee Hardship Fund to those who have accepted a second chance and grown through the mentor/mentee program, their stories bring our mission to life.
Beth Effrig, Advanced Crew Leader, Central Pennsylvania— I started in November 2020, and honestly, I didn’t know what it meant to be a mentor. But after working with my first mentee, I realized it’s about helping the next great team member succeed. I enjoy sharing my knowledge and giving others the opportunity to grow at Flagger Force. I usually start with driving training and move on to PUB tasks. I also mentor new CMS so they understand their role and what to expect. It’s rewarding to see people progress—from CMS to CL to ACL—knowing I played a part in their journey. I’ll keep mentoring as long as I can.
Ricky Svenson, Field Trainer II, Central Western Florida—I first came to Flagger Force simply because I needed a job—but what I found was so much more. Flagger Force turned out to be more than just a paycheck; it became a path to building a real career. This company helped me get back on my feet and gave me a job I truly love. Now, I have the opportunity to teach and support new employees, and I get to do it in a fun, engaging way. What makes it even better is the people—everyone here makes you feel welcome and comfortable from day one.
Richard Campbell, Florida—The foundation came to our rescue at a crucial time, due to multiple medical events. The foundation made it possible to stay on track during such a horrific year of medical events. My wife did start a new job later and we are still working on our bills and medical bills, but the generosity of the foundation kept us out of bankruptcy and from falling too far behind on our regular bills.
The Path Forward
As we continue to grow and evolve, our approach to workforce development will do the same. We’re committed to staying aligned with the needs of our employees, our clients, and the broader labor market. Together, we’re not just building a workforce, we’re building futures.
