2014 MoDOT Employee Survey Comments

MoDOT 2014 Employee Survey: *** Comments
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Comments
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*** All decisions are political and not based on best value. Need to be honest and admit the construction program receives about a billion dollars per
year but approx. 400 million goes to bond payments. Be honest and up front - quit twisting the truth.
When MoDOT has "honor our commitments" as one of their sayings it would seem that we should be more committed to taking care of the
deteriorated roads in our system than pushing for interstate expansion, constructing new roads seeing how we cannot afford the system we have as
has been stated in the big sales tax push.
In recent years I have noticed numerous snow plow trucks out on the road during a potential small snow event. I realize we want to be prepared but
it seems like a large cost for these little to no accumulation events. Potential overtime labor and fuel costs for the large loaded trucks add up pretty
quickly. Thanks
I don't like that we can't go out to do a job and have enough money to do the job well. We so often must just put a band aid on things and hope
someday we can fix it right. Our letter routes are in the worst shape since I started working here.
MoDOT is looking for more funding; why would the motoring public vote for a tax increase when we give them what they want or need without it.
Everyone that drives a MoDOT vehicle should have to plow snow. I don't know why someone that is safety sensitive is deemed more equipped to
drive a dump truck when they never have before. I have not heard how much we are paying back on our bonds and if that goes into the equation of
going from 1.3 billion to 600 million. If that is the case it seems a little misleading.
Always worried about having my job. Everyone that I talk to says why don't our rural roads get any attention compared to main roads? They are tax
payers as well. Some of these people called in but nothing gets done - no money excuse.
*** Two of our 3 days off - 1/2 of them is spent sleeping. *** No room to advance in MoDOT. Once on nights you're stuck on nights.
How does a person answer the questions on discrimination? If youre a white male and say you feel your feel youre being discriminated against it
would be assumed on this survey the way the questions are asked that MoDOT discriminates. These questions are a waste the way there asked. Look
at the last 5 questions no one cares about a hard working white male that does his job. MoDOT does discriminate against white males maybe not
purposely but we're never included any group or tracker measure and can't get a promotion because we have to meet all our other numbers. I know
you all can't call them quotas but in actually that's what it is. Come on people be honest with yourselves?? How do you sleep at night or live with
yourselves??
***
I believe most white males feel they are discriminated against within the department. ***
***The pay scale need to be reworked they give out cola raises and insurance goes up you never see anything on the bottom line the 1% raise is not
fair from the top to the bottom 30,000 to 50,000 theirs a bit of difference > *** < Buildings are too small for the number of people they have put
there > they need to bring back step raises > they need to take care of the employees they have > seems like all we are to them is a number > seems
like nobody cares anymore
In general at MoDOT, the people I work with are not discriminating or judgmental, but some people in a different department than mine can be, and
have verbally admitted that they will not tolerate other sexual orientations or other political views.
15 MoDOT doesn't respect Christmas; just every other religion.

Philips & Associates, Inc.
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I have given MoDOT all I can. Sure the jobs we do are all quality and done on time but I don't think my supervisor is fair *** He plays the buddy
system. *** I don't think that's right.
Definition of religion - Webster's: A set of beliefs concerning the nature and purpose of the universe. *** Thank you.
MoDOT focuses too strongly on diversity as shown by the number of questions in this survey. It's time to move on. Seems we lost our way on being
consistent statewide with policies. MoDOT has less respect for its employees by the policies it has created.
I do have a good job. I used to enjoy it. Now its just a job. Non-graduate females have no career ladders like the males. Diversity does include
women.
***
Improve employee morale, give us a raise, and quit making employees feel like they are just a number. Maintenance workers are the face of MoDOT
and as one, I feel as if we are treated as less than other facets and employees of MoDOT. As I said, quit making us feel like we are just a number. We
are not just a number; we are humans and make the face of MoDOT. We generally keep our customers happy and safe. Maybe come up with some
sort of incentive plan to make us feel more appreciated and valued.
As long as I've been here this place is always OUT OF MONEY" it is old, wore-out, tiresome, lack of responsibility, wasted time and effort."
Somehow the overall morale needs to be boosted. It appears people don't feel as valued for their contributions.
During the recruitment/pre-hire stages the policy of having engineers plow snow was made to sound like we would be back up help for major
(greater than 6) events. They way it was described made it sound like engineers would plow during regular daytime hours if/when the people in
maintenance started approaching 40+ hours. The actual policy had us get called out overnight and on weekends sometimes when it did not even
snow. This makes things extremely difficult since it is hard to switch right from days to nights and back and still be productive closing jobs and
catching up on paperwork in the office. Since the policy requires 16s and below to plow and 16 is the top of the construction career ladder (without
moving into a limited number of management positions) this policy has directly caused me to reconsider whether or not I want to spend my whole
engineering career with MoDOT."
MoDOT is a mixed bag of good and bad and I struggle with my opinion of the organization. Some days I really love my work, others I dread coming in
due to the workload and lack of appreciation for my work effort. ***
Employee morale is the lowest I have seen in my *** year career. ***
We are encouraged to be innovative and boots on the ground do a great job coming up with ideas. It's unfortunate though that *** and district
***decide to take jobs away from boots on the ground and contract those jobs. Allow us to work the overtime hours to get the task completed. It
will improve morale greatly!
The office I work in is a very good one. The people and my immediate supervisors are the best that I have ever worked for now and in the past. ***
People believe MoDOT does not care about them as a person and as a result employees are looking for new jobs and waiting to retire. Referring to
employees as Team MoDOT is a joke. There is no feeling of MoDOT being a team!
It seems to me the employees in the field get left out of certain events like employee appreciation days. It would be beneficial to moral if
Management encouraged them to join in on these occasions
MODOT has to start taking better care of the low volume minor routes. [ These people matter too ]

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The buddy system in the office I work is unreal. Certain things are hidden and people doing their job get the same as others who continue to steal
time week after week. I don't think certain people having vehicle transportation are right either considering we all have to drive to work. Most of all
there are a lot of knowledge out there but it seems engineers think they know everything. Its got to where we don't work as a team or organization
- we work for our own glory for some.
*** We spend a day hauling equipment to complete a one or two hour job. Pull pavers; rollers; distributors. Get our equipment back!
Some employees with less years of service are making more money per hour than others doing the same job at the same shed. I believe decisions
made on ordering new equipment/trucks should be made by someone or with someone in the field. ***
Tracker is a waste of time.
*** We do not have a one team MODOT.
When MoDOT writes someone up they are not fair. One person can do something big and the other one small... Depending on who you know is how
it is handled. Not fair at all!
When hiring maintenance supervisors - crew leader positions - don't have any employees from that shed or that positions direct supervisors on the
interview panel; that would be fair.
Treat everybody fair when policy is broken.
Favoritism by supervisors is terrible.
Bosses have favorites.
*** MoDOT it seems has hired a lot of new shed supervisors that do not meet the required experience and knowledge of the job. This not only
demoralizes the crew leaders because they are picking up the slack of the supervisors, but the crews are expected to perform jobs on their own with
new hired help that aren't trained either. Maintenance crews are also expected to perform quality work with cheap or nonexistent materiel and
equipment. Also, the only way to get something fixed on the roads or with anything that has to do with MoDOT is to have someone call in a
customer complaint so we can do the work. Otherwise the simple maintenance work that we as workers see and report gets overlooked.
You need to give more money out to minor routes in bad condition by senior management going out in field and driving them
I believe that decisions are being made in the upper management when they should be made through the project office level first. Unless needs to
go to upper management with the contractor
***
supervisors need to do their job and if someone is not doing what he/she is required to do then they need to do the steps to demote the employee
Every maintenance facility is short handed and yet most supervisors are still sitting at shed instead of going out in the field and giving a helping hand.
They seem to think labor is below them. We need supervisors that aren't afraid of getting their hands dirty and can lead their crews.
How about having the people who made the decision to have office help plow snow go out and plow snow too? We are one team right? The chiefs
need to help the indians plow snow; not thank us for doing it.
MoDOT Central Office has returned to the way it was before - a micro managing office. Implementing tracker was a bad idea. Employees feel it is
nothing more than a way for co. to make new reports and use it as a report card. Return the supervisor policies to each district and its supervisors.
Get rid of the good buddy system when filling open positions and the person being interviewed should not be interviewed by persons whom he or
she would be working for. Managers who fail to perform up to minimum standards - like ordering salt that is only able to be delivered if the rivers
are ice-free; should be disciplined in exactly the same manner as someone sleeping when they are to be plowing snow.
*** Workloads continue to increase while pay or recognition continues to stagnate. ***

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51 ***
I feel like there is a lot of favoritism at this shop. There are certain people that don't like to get dirty so they get the cleaner jobs. I get a lot of the
52 dirty jobs - I think this is crap. I think you should get a job on what you're qualified to do not because the boss likes you.
53 Serious management problems in my office.
I feel that the crew leaders do not do their jobs properly and are not selected properly. They are supposed to be working crew leaders and not in the
office all day. Time sheets should be looked at by each employee. Time is not entered right all the time and certain people get favoritism. If they
54 don't want to do certain jobs they don't have to - we are supposed to be equal.
MoDOT spends too much time and money trying to reinvent the wheel. MoDOT has too many people in supervisor and upper management positions
55 that have no clue what they are doing.
Having worked for other state agencies and being highly dissatisfied I am extremely pleased with MoDOT and its employees. I love my job here and I
56 love my coworkers. Great agency to work for and plan to stay for a long time.
MoDOT is a good place to work; however, we continue to lose good employees. The only way to get a raise is to get a promotion -- it has been this
57 way for many years. Bringing back step raises and/or performance raises is very important to moral. Pay has to be directly tied to performance.
There is a lot of talk about, and decisions made due to, perception". Our hiring decisions lately have been creating the perception to employees that
it is who you know, are related to, are married to, or sleep with is the way to get promoted at certain levels. Employees have the perception that
ability to do the job is a secondary thought. However, that is just the perception - we always hire the best people, don't we? Another perception is
that we squander money when we have a bean counter made cap for how much salt we can buy then turn around and spend three times as much
when we need more. Again that is just a perception - we always think things through, don't we? I had always enjoyed working here but haven't been
for a while. I'm not sure if I'll be here a year from now and I cannot recommend working here with the continued short-sighted decisions that are
58 being made, often decisions being made at the expense of others or safety."
In all MoDOT does a great job the management team and maintenance workers pull together to accomplish their goals *** I feel the way that the
choices on who is moved up in each building should be a group decision and not left up to one or a few supervisors or superintendents because the
59 buddy system takes over, I feel it should be a vote among the interview panel.
60 Need a better career ladder.
*** It's very sad to think that I will probably be making basically the same salary when I retire as what I am currently earning. It would be nice to be
61 compensated for a good job.
I do not have an engineering degree so it makes advancement hard. MoDOT will teach and make me plow snow but will not give a raise based on
62 MAPS. Do not see the gain of above average on MAPS other than self achievement on a job well done. No raise other than what everyone else gets.
63 Promotions and jobs within MoDOT. Difficult to move up.
64 Some of our crew leaders have their favorites and don't give other people a chance to learn in order to move forward.
Promotions are based more on who you know that experience; seniority; job performance or work ethic. I believe too many jobs are not fixed
65 completely or correctly cause more problems and costing additional money in the long run.
66 I am happy at MoDOT however I do feel promotions are based on buddy system and favoritism.
67 It is an engineer club and they do not want to do the work. The people that do the work cannot advance because they are not engineers.
68 Asking work location, years of service, education, race, and sex are nice questions used to figure out what employee is filling out the survey...

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When employee survey is created please separate questions about supervisors and MoDOT. When I answered some questions I was thinking of my
supervisor. I do not like to be on call all winter to plow snow. It's a little harder to manage but let's rotate like firefighters. Not been recognized with
a steep increase for many years but I continue to do my best.
***
Plowing by safety sensitive engineers needs to be addressed. We are losing many quality engineers because of having to plow. This will create a void
in future leadership.
Safety is the number 1 priority but if you say something is unsafe the long run you will be punished for it. But if something goes wrong then they say
you need to be safer. Our supervisor will lie to your face and stab you in the back to save his face. Religious beliefs - one person can determine what
hours they work on Sundays while the rest of us are expected to answer a phone call in church if need be. It seems you get promoted by who likes
you not by how you work. *** Never enough time; money or resources to get the job done in a safe and timely fashion. I feel scared to do my job
with all the safety rules.
Low pay; trying to cover more roads with less equipment; Forcing workers on 40 hour days. Need to re-think safety policy on hard hats.
1. Ever since Governor Carnahan suspended in-step raises, employee compensation has not kept pace with inflation. This has resulted in majority of
employees locked in the first three step of the salary chart. The state website shows the senior management getting regular salary increases while
the rank and file lose ground. 2. *** 3. I believe a straight tax increase will never pass. Need to drop the 17 cent gas tax for a 2 or 3 cent sales tax. 4.
While the construction budget has dropped some, the number of projects has increased. The assumptions used to determine staffing did not take
this in to account. Staffing levels should be reevaluated using current project numbers.
Competitive salaries to go along with private industry salaries. Step raises need to be put back into play if the core people that have dedicated to this
work place for 10+ and up years were in the middle of the bracket this place would be very competitive with private industry. Cost of living raises that
can compete with the rise of daily needs i.e. food and gas prices get passed right on to the consumer and the cost of daily needs is far beyond the
wages earned. MoDOT is a fantastic place to work however in *** years of service 5 cost of living raises and only to 2 step raises is not the best
however its benefits are extremely worthwhile. We have a fantastic group ***
The pay needs to be better, its very low compared to any other agency, being other states or contractors, and we do a better job
Pay union wages, prevailing wages, reinstate step raises or at least COLA. The cost of living in today society keeps going up not the wages!!
Having been here almost ***years, I have seen a lot of changes. Employee morale typically is improved by salary increases. MoDOT has not done
enough over the last 8 years to keep our salaries competitive with the private sector. Everything has gone up except our salaries. As a professional,
our snow fight policy requiring engineers to plow snow is detrimental to MoDOT long term. We cannot keep good engineers because they didn't
obtain a BS degree to drive a snow plow.
The little given as raises only offsets the cost of rising insurance. Healthy pay raises for MODOT are far overdue.
I believe we need pay increases now that we are expected to do more with less.
MoDOT needs to give step raises (which hasn't happened in 20 years) or eliminate the steps within pay grades. Having employees with the same job
title on different steps, with no possibility of increases, creates nothing but resentment and dissatisfaction.

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MoDOT really needs to work on compensation and keeping salaries competitive. It is very frustrating to see someone with less years of service or
with a poor work ethic (OR BOTH!) make more money simply because they hired in with a higher starting salary. Compensation should be related
more to performance. It can really make a person feel bitter to work so hard and get nothing in return other than a pat on the back, during MAPs
time. *** I also think MoDOT should think about how they abuse their employees, during the snowfight season. Employees should not work all day
and then be called back in to work nights. Nor should they spend all weekend wondering if they are going to be called in. Employees should be given
at least 8 hours notice so they have the opportunity to catch some sleep before working all night. It is difficult to plan the weekend when you may
get called in only two hours ahead of time. We have the ability to predict the weather good enough to know if we need plan on night time work.
Sure things can change now and then, but keeping your employees hanging by a string on a regular basis is not good for morale. MoDOT cannot tout
safety and not give their employees enough time to get proper rest, before calling them in for night work. There are some things about MoDOT I do
appreciate.
we need more money
The pay for non-engineer professionals is somewhat behind fair market pay. Even coupled with the EXCELLENT benefits package that MoDOT has, the
pay still suffers somewhat. If the benefits were not what they are, it would be hard not to consider outside options based on the pay.
I think to keep your skilled workers, you need better salaries.
Would like to know why our pay is so low compared to all other states
The Federal Minimum Wage has been increased. I suggest that the pay scale be adjusted accordingly.
We need better wages 85% of MoDOT employees work two jobs just to make a living. That sad for state employees.
Please try and make salary increases a priority at the department. Every time there is a C.O.L.A they raise our insurance! Our benefits package is a
moving target and our commitment and dedication to the department is stronger than ever. We would love to see upper management fight for our
benefits the way MoDOT workers fight to keep the road safe for the traveling public.
I and many other feel that we are stuck at our current salary grades and it doesn't matter how hard we work and strive to do an excellent job for
MoDOT no one is going to take a stand and help us get promotions. I feel I have given this job my best over the years and I am unhappy where I'm at
in my career today. There is nothing like the feeling of helping others where ever you can- public, other co-workers, but I feel MoDOT just doesn't
look at that anymore.
pay raises
1) Please increase our boot allowance to keep up with rising costs. 2) I know you are tired of hearing it, but we need to start receiving cost of living
raises. They should at least be tied into Consumer Price Index (and not adjusted to remove rising food and energy prices). 3) All districts and the
central office should have on their webpage a list of divisions/offices where you can look at who works at each building/office (include face pictures).
4) Dot 2 employees involved in snow removal should receive time and a half overtime for all hours worked during snow fights. If they do not receive
time and a half for professional work (travel to and from meetings and conferences) that cannot be flexed I understand that. Maybe this sounds bad,
but an educated professional that is helping out should not be making the same (or less) money on snow removal than a maintenance worker on
overtime. 5) I would like to close with saying that overall MoDOT is doing the best it can with the situation it is in.
Some are working in a position that they are leading crew workers that are being paid more than they do. With all the work that they are being given
they should be paid more than who they are leading.
In order to keep our successful and dedicated employees they need more money. Bottom line. Words of encouragement only go so far.
I feel we are way behind on the day scale due to lack of cost of living raises.

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96 There are lots of unfair things as it relates to pay. ***

97 I think bringing the step raises back would be great.
We will continue to be a training facility if salaries don't become competitive. Policy regarding non-engineers entering the professional salary grades
needs to be changed. There are many qualified employees who are more than qualified for promotions and cannot get one. This is a morale killer.
Employees are working beyond their pay grade which is not fair to them. Don't appreciate diversity policy that says I can't wish someone a Merry
98 Christmas because it might offend someone. I have as much right to my beliefs as others do to theirs.
99 No one has ever done anything to properly fix inequities or make salaries for lower team employees adequate.
With the state of Missouri having one of the largest highway systems in the U.S. and to pay maintenance workers one of the lowest salaries for the
100 job they do makes no sense.
MoDOT is the lowest paid DOT in the country and we manage to do an awesome job with the limited number of people; equipment and materials.
101 We would like to be compensated better for our dedication to this organization.
102 MoDOT is a good place to work but the pay is not very good. A Lot of employees leave because of the pay.
In my opinion I think MoDOT could spend a little more money on employees working in the field due to the risk factor of working around traffic all
103 the time and make all equipment available at all times of the year.
Night shift pay should be more than one dollar an hour more. That is a slap in the face. MoDOT has no money for maintenance but can remodel
104 central district office?
Highway maintenance workers pay is not nearly enough. We all need a $10-$15/hr raise. The fact that we are the lower paid highway department in
105 the nation is sickening. We have the 5th best roads in America - we should be the 5th highest paid. ***
The pay is terrible now! We get a small cost of living raise; then a 2% raise but what happens - taxes go up; insurance goes up and there goes the
raise. Still we struggle to survive because of the lack of raises in the past. Once you reach an 8 you are stuck there - no room to advance or get a
106 raise. Need career ladder back!
Better access to on-line training materials from an employee's home computer. Promote employees on job performance rather than a per107 determined time period of performance.
108 ***
*** We - upper management - will continue to pat themselves on the back and say look at us. We need fewer engineers and more common
109 WORKERS.
MoDOT demands that you put all personal items on hold. Change hours - work when needed - no matter what your plans. That is unless you are
110 management. Don't go to family sports. Don't coach. Don't take classes. Just be ready for MoDOT!
111 One resource we don't have enough of is time to get the job done. QM has taken and doubled our work load in ***. It really needs to be looked at.
I have lost vacation continually at MoDOT. We cannot take vacation in the summer months and now our vacation is being limited due to snow
fighting. We are being required to submit our vacation to Maintenance for approval. Same people are called out for snow fighting and some are not
112 called at all. This is not fair.
MoDOT needs to do things that make sense in the workplace; not one's that don't. Common sense will go a long way in the workplace if they had
113 some.
114 ***
115 Don't promise the people something then take it away. Like hot mix back roads.

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116 none
117 na

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Comments
We are now paying the price for terrible decisions by previous management, who encouraged the legislature to require MoDOT to issue bonds.
Their strategy of showing Missourians what we can do so that they will give us more money" was horribly wrong. They created the cliff and
misjudged the funding support they thought would come. To make matters worse, we now mislead the public by telling them our funding will be
cut in half (now even more) if they don't give us more funding. That spike in funding that we created was NEVER our normal funding level. What a
shame that we stoop to that type of political spin. ***What better time than now to do this? The public would understand because we just cut
1,200 employees - unlike any other state agencies who we were told would follow our lead. Now you tell us the time is not right - another huge
slap in the face to employees. You can't continue to squeeze all the money you need from employees to fund transportation. We cannot continue
to give in to contractors the way we are going. I agree with including them in our decisions and working out issues if at all possible, but we have
gone too far. The bad contractors are taking advantage of our generosity, which puts the good contractors at a disadvantage since they don't ask
for handouts. *** There is no integrity when you have two sets of rules. *** The work environment is filled with distrust and there is no hope for
getting paid for high performance. With the brackets closed forever, there is no incentive to outwork your coworkers (which is so easy to do). I
will continue to outwork them because that is the way I was taught by my parents, but not many others seem to have that work ethic. *** Our
rumble stripes are turning into rumble ruts. Other states are not following suit on this failed idea, so let's cut our losses. Truckers like to hug the
edgeline, which means they are driving on the shoulder and crushing the thin shoulder pavement. Please move the edgeline back to the driving
lane. This is not working. Can we have less information and less meetings? Spring meetings, fall meetings, supervisor meetings, natural work
group meetings, Connections, conferences, emails, blogs, etc. It is information overload and wasting too much time. We know the issues. Leave
us some time to actually work. If we could get back to listening to our employees for ideas, that would be a good start in getting headed back in
the right direction. We also need to open the brackets and reward the high performers, not everyone who has an anniversary. If you read all of
this, thank you. I assure you I am not a disgruntled employee. I am a high performer and have been my entire career. I want to help MoDOT be
successful. Good luck.
Some of these questions can are loaded. For example encouraged to be helpful to other MoDOT employees" includes "do it or you're fired." ***
***
I feel that in general, employees take advantage of breaks - too long and too many. ***
***
***
*** Why were the values and tangible results that regarded valuing employees removed? MoDOT's pay structure rewards mediocrity so
mediocrity is what MoDOT gets. With no raise for good work and no pay for performance bonus I went from producing more than my co-workers
to equaling their output and doing just enough. I will vote NO on a funding increase. We will be expected to work harder without being
compensated. I could easily increase my productivity by 25-50% but I am tired of doing more and getting paid less than other people doing the
same job.
***
*** I have noticed no decrease in teams formed; tracker items due and other tasks. It is hard to keep up. I understand political sensitivity in
regards to salary. I'm not looking for a huge raise but anything that can be done to get back to some more reliable step or COL raises would help

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employees' morale; production; families and stress.

When are we going to start doing the administrative work to reflect the 30% reduction in staff?
MoDOT does not care about what citizens of Missouri want they do what MoDOT wants
Regarding #12: Example MoDOT wants to save money, but they take and make current positions a different position at a higher pay grade. It was
called "restructuring" in one area when they took 3 positions from a 15, 15, and 17, and made them a 15, 17, and 17. Seems like we are trying to
get "top or management-heavy" again. As a taxpayer how am I supposed to support a tax increase (if it gets on the ballot) if I know money is being
wasted internally on things like this rather than putting it to the roads. One of our Values is "Be Accountable" and a Tangible Result is "Use
Resources Wisely". On the opposite end of the spectrum, you have employees who have been here more than five years and get paid a pay step
below a new hire (same no-degree-required position.) Where is be "Be Accountable" on this situation? The rich get richer and the poorer (lower
paid positions) stay poor and don't advance. I guess if a person leaves MoDOT and comes back into the same position they would get paid more?
More examples are below. *** It was nice to get a raise, but those making $70K+ were the management staff making the decision as to what staff
to keep, where to save $$, etc. How can an employee (taxpayer) trust our executive management to make good decision when they give
themselves a raise while telling everyone they are cutting and saving money?? Seems like double talk to me. Regarding #16: There are
opportunities for possibly advance to gain knowledge, but not advance with regard to pay since I do not have a degree. It seems knowledge
doesn't count for much at MoDOT, but rather a piece of paper that has nothing to do with your job. However, I have not been allowed to move
laterally due to my supervisor making sure I do not get an interview. Again, cannot trust management. Regarding #25: They may spend dollars
wisely in some places, but those making the decisions need to watch the pennies they blow. Regarding #26: They may take suggestions, but I don't
believe they implement them. If MoDOT would put as much time and effort into considering our suggestions as they do into the politics of MoDOT
and time spent on such things like the Tracker, everyone would be happier. Regarding #33: They try, but it is amazing hw "disorganized" the place
is, to the point where we are not "One Department", or as one of our value says "Be One Team". Regarding #39: They are competitive for new
employees since I've seen several staff start at higher salaries than current staff who have been here at least five years. ***
By diving so deep into the politics of transportation funding we have begun to lose the advantage of having a Commission. I believe that MoDOT
needs to be less focused on politics (things out our control) and more focused on being the best stewards of transportation dollars. Our decisions
are increasingly being impacted by FEAR of what may upset voters or what potential campaign booster may lose an opportunity. This limits
MoDOT's ability to be BOLD and makes our employees feel less empowered to take risks. Our customer service numbers are driven by our ability
to delivery outstanding service. MoDOT employees have proven they can find ways through innovation to deliver the best services possible with
the funding our public provides. This has to be the main focus of our organization because it's the only thing we can control. Please use this
survey to refocus the employee message on the goals that we can impact on a day to day basis.
Prepare workforce for the next round of layoffs. The chances of the Missouri legislature voting for a tax increase is slim. It is better to give
employees enough time to prepare for the inevitable.
I don't believe MoDOT spends its money wisely because not enough priority put on employee salaries. In *** years I have only received small
raises the state has given. Just because our states does not support employees I believe MoDOT should. I agree our primary goal is road
construction but reducing staff and short changing employees will not solve our long term financial problems. When the public finally wakes up
and provides more money we may not have the qualified employees to produce the projects expected.
We need to balance staying current and upgrading systems with available resources. *** Need to manage these better and not be afraid to say no
or to delay projects. There are a lot of very good people; but stress is taking a real toll.

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There is no new direction since we have no new funds. Everyone is scared for the next Bolder. We all know we have a major funding issue. We're
just scared if we don't get a new revenue source what happens to us?
MoDOT is in a catch 22 position; citizens want all the services we provide - they just don't want to pay for it. MoDOT needs to take care of its
people better - soon!!
Funding for transportation is a huge concern and causes me to have a concern for my future at MoDOT. I appreciate MoDOT giving the flexibility
to manage work and home life by offering flexible schedules. No pay increases means working a part time job somewhere else to make ends meet
with the higher cost of living.
Get any communications in writing and keep your own copy. MoDOT is not one team. People express concerns only to have a smart ass reply of
be thankful you have a job...people who have put up with crap treatment and the continual mantra that pay corrections aren't possible now but
possible in the future- just keep stringing people along. The department lies when it states they pay overtime when it is common that people
aren't paid when overtime is worked....more responsibilities with only 8 hrs in the standard workday and you're expected to get the work done or
you get a bad review. Low-Bid contractors who don't do their jobs correctly causes more time to be necessary to ensure the work is brought to
compliance to the minimums. ***
Well things sure have changed here at MoDOT in the last 30 years, and not for the better. With such a large agency and thousands of employee's
MoDOT has forgotten the most valuable asset that any agency or individual can have with one another? Common courtesy, communication (and
not using electronic devices) but face to face getting to know you as a person, and what your passion is in life, treating others with respect, being
kind, being considerate and caring and the most important is knowing that you have someone that believes in you enough to always have your
back. Do you know that a Good morning, how are you doing today? Or how was your weekend what did you and your family do? can mean
a lot to a person? Why cant people be personable anymore? We do work along each other day in and day out, dont you think it would be nice to
be able to tell someone if something exciting is going on in your life outside of work. Because that is what keeps us all sane is our friends and
family. At one time MoDOT was your second family and that was the motto. You treat everyone like family and things will get done better and
more efficient. These are the qualities employees, supervisors, crew leaders, managers and even your directors had 20- 30 years ago. They
wanted to know you as an individual and they genuinely cared about you and your family. And they would stand up for you; they would have your
back. And if you were doing a good job they would come and tell you or just thank you for working late and getting that project done on time.
Thank you is so powerful! If you were not doing a good job they would come and talk to you and try to work out something, maybe you were
having a personality conflict with a co-worker. Management wanted to help and would work with you on trying to find some sort of compromise.
But the thing was they would work with you to better the situation. We the employees and management need to be held accountable for our
actions. Other agencies wanted to be like MoDOT or wanted to work for MoDOT. That is not the case now. And that is so sad!!! Back then the
Director at Christmas would walk to all the divisions and talk and be personable to all the employees wish them and their families a Merry
Christmas and to have safe travels. Just that small gesture meant a lot to everyone because we know that the director is a busy person but he
wanted to be kind and to let us know that he did care about us. Something so small like that means so much. And it was not a message in a cold
email. *** But upper management needs to try I think if everyone can be more personable that would help. Another problem that I see is no-one
can talk to anyone face to face look them in the eye or have a hand shake to welcome someone or to seal a deal. This is just not an issue at
MoDOT but everywhere and what are we doing? We are falling in on the band wagon. Instead of a live person to hold the meeting we are having
power point sessions someone narrating and small videos. So if you have any questions after the presentation there is no one there to ask. To me
this is a terrible way to run a business. I wish we could go back in time and rekindle what our parents, grandparents and teachers instilled in us
when we were all so imperishable in our younger years, to be kind and good to everyone, respect one another, play well with one another and to

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use your manners; please, thank you and Im sorry!

***
My workplace is respectful of people's race/ethnicity. What does this question me mean? I don't believe it is respectful of white people!
I believe you are going overboard on diversity (this survey is an example) and I feel intimated because of my religious beliefs. *** MoDOT was a
great place to work treating all fairly and handling on a case by case bases... We should come to work and do the best job for the people of
Missouri by working together as a team and NOT bring this into the work place.
Diversity is used at MoDOT to promote women, minorities and the homosexual agenda. The tracker measures track underutilization of women
and minorities in various work categories. Using the same information and math based on their statistics, there are several areas where the white
male falls shorthand is underutilized and women are over utilized. This is not tracked. This isn't true diversity, it is discrimination. ***Management
doesn't care about the employee. We and our benefits are the first things cut. Retirement fund was funded at the bare minimum required by law
for years. It is all but insolvent due to mismanagement. Benefits are much poorer than 20 yrs. ago. Accountability is only for the employee when
management needs someone to blame. They never admit their mistakes and take responsibility for them. MoDOT salaries are a joke. I make 2/3
of the 10yr. median salary for my field. I have been in the field for ***yrs. There is no career ladder. Only a career step ladder. If you stay in an
area and don't pursue a management track, your career ladder ends at two or three rungs. We are tired of hearing "it wouldn't look good" and "it
isn't the right time" regarding equitable salary increases. We have heard this for 20yrs. now. MoDOT was downsized in order to privatize the
maintenance and design work. Looks like the unions and consultants finally got the commission they wanted.
MoDOT has lost its way with too much emphasis on non core priorities. Placing diversity instead of skills and credentials is evident. We no longer
place the best and brightest to lead the organization. Sadly it is blatant that diversity is MoDOT's highest goal and not achieving good for the
public.
I believe that in 50 years when the US society looks back at the history of fighting discrimination they will realize that in their attempt to
counteract discrimination they used discrimination primarily against white males.
What happens when a person religious beliefs don't match up with the department's sexual orientation policy stance? Will there be tolerance for
those religious beliefs?
***That's just a bunch of crap. So is this survey.
MoDOT leadership is to be commended for its commitment to improving diversity and inclusion in forms of policy and approach. MoDOT is lacking
in winning the hearts and minds of staff in recognizing the value of a diverse and inclusive work force. People within my work place are very
willing to cooperate and work together. However the cooperation doesn't always extend to other divisions and districts often resulting in a blame
game or finger pointing. ***
***Salaries need to be competitive with private. Bonuses should be given.
I hope the goal of the survey is to get MoDOT employees enthused about their positions. The one team concept is promoted by upper
management, but when it comes down to the divisions, there is a definite separation. Working together would mean everyone takes blame for
something going wrong rather than throwing people under the bus. There is also a difference from Central Office to District. The Districts think
that Central doesn't do anything except make rules that are hard to abide. The Districts need to be educated on what Central Office is involved in,
the many laws and guidelines that we constantly fight in order for MoDOT to continue work as usual. There is still departments wasting money.
One particular huge expense at this time is TEAM and DOMinno.

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MoDOT has got to figure out a way to handle snow plowing without using employees in professional level positions. These types of employees are
the toughest to find and retain due to the Department's non-competitive salary. Requiring them to plow snow is enough for them to leave or not
take a position in the first place. We have lost, and will continue to lose, some outstanding employees. Please figure something else out. MoDOT
is broken because of this issue. We need to turn it around. I am an employee required to plow snow. While I do understand the department's
predicament and do not mind plowing, it unintentionally devalues employees. Employees feel if they can be taken away from their normal duties
to plow snow, their job is not as important as they thought. Thank you.
The MAPS process is a valuable tool, *** Do not set unattainable goals for employees. This does nothing but crush morale, and we shouldn't be
implementing things we don't believe in. Too much emphasis is placed on degrees. We have stars in this department that aren't even being
considered for interviews because they don't have degrees. And we have people in degrees that are in positions they will never be successful in,
simply because they have a degree.
I've always enjoyed working at MoDOT and I've been given great experiences, challenges, flexibility and compensation over the years. The survey
question that got my attention was would I recommend MoDOT as a good place to work." For the first time, I have my doubts whether I would
recommend someone to work here because of the funding uncertainty and what will happen beyond 2017 if our funds continue to diminish. All
the uncertainty is very unsettling, especially considering a MoDOT job and benefits were once viewed as very safe/stable. I'd like to see clear
direction regarding 'the plan' if we don't get additional funding. This could eliminate some fears/uncertainty. Knowing what's coming (or not
coming) can be better than guessing what could be coming. Right now it seems very gray."
***
Four years ago, I would never have thought of leaving MoDOT until retirement. Now I feel I must leave when the right opportunity appears. Every
bit of loyalty I felt in 2010 has been crushed out of me. ***The gotcha" culture is on the rebound. ***MAPS is a game now. It used to mean
something. It used to help me grow as an employee. Now I know the outcome before I even meet with my supervisor. It's sad. I am very
concerned that these comments will result in retaliation. I strongly considered refusing to answer the survey as a message of distrust but thought
better of it. You need to know that people who are still doing excellent work no longer have their hearts in it. That will affect our results in years
to come."
MoDOT should not force people to plow snow. Use of personal phones is being abused at work and needs to be looked at. Smokes breaks are
being abused; some people go outside and smoke every 30 minutes.
I no longer feel that MoDOT has any loyalty to employees.
I dislike my job so much I am retiring 3 years earlier than originally planned. I won't say anything more.
MoDOT does not treat employees fairly when it comes to overtime. *** How is that fair to all of the other MoDOT employees? *** MoDOT is
losing valuable employees due to snow plowing. Some people are scared to plow and if traffic division can change several employees to nonsafety; others should too.
MoDOT used to be one family - not so much anymore. People seem only to care about themselves. Sad to see the morale is declining. Was not
too much of an issue in the past.
I feel more secure now but MoDOT is not as fun as it used to be. It is filled with stress due to inadequate people and constraints on spending such
as travel.
MoDOT is a great place to work, but I feel there is not enough recognition for employees who are completing excellent work. More ways need to
be determined in order to award employees for going above and beyond their normal work duties.
***

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Being out in the field, it seems that people don't feel valued? I have been around most of our district and everyone knows that pay increases are
not coming and they are dealing with it, the only thing that would help is to have a good work environment. (Ex. to have bosses come around and
deliver good news not just bad, not to feel like they are going to get in trouble for anything they do)
*** WL do have some excellent employees at MoDOT. They should be recognized for that. Though I'm not actively looking for another job; I am
keeping my eyes and ears open.
There needs to be a method to reward employees for performance without raises. It becomes difficult to remain motivated to do more than only
what is adequate.
One element I feel that MoDOT could improve is employee recognition. I don't feel like the recognition programs provide any real incentive for
employees. I know that there is currently a movement afoot to work on improving that element. Hopefully something beyond the existing
program will be developed in the future.
No matter how hard you work or how good a job is done it is never good enough for the division I work in. Actively looking for another job!
Preferably away from MoDOT.
*** We have a lot of really smart people that work here and I believe that we make the best decisions when we consult with others.
1. If listening to employees is such an important part of leaderships job, why the suspension of the employee survey? 2. Why do you ignore our
significant debt service payments when you discuss our current financial situation? Seems like you are covering up a self-created problem. ***
What happened to MoDOT's best days are ahead of us? 4. There is no reward for doing a good job except more work. Bonuses are gone. Salary
compression eliminates whatever extra I earned from experience and a previous bonus. High achiever and noteworthy awards are never utilized
anymore and nothing has been implemented to replace them. *** If you do get a promotion, you do not get the full raise because you would
make more than someone who has been here 15 years longer than you. There is no hope for step raises. Challenging work is only rewarding for
so long. 5. I see ***the current tax proposal as a handout to contractors and consultants. I don't think that is a wise use of tax payer money. I
especially feel this way if we will use a tax increase to justify more bonding and future debt payments. 6. Supposedly we are supposed to be doing
less, but everyone I know is doing more. I am tired of doing more. Stop asking for more and more charitable giving as an example. 7. I never hear
management say they made a mistake or apologize for what they have done. Take some blame for the situation we are in. Give up some of the
perks to show you are one team with ordinary employees (catered meals, conferences). 8. Give real answers to the EAC concerns. Quoting the
Policy Guide doesn't answer the concern satisfactorily. 9. The snow plow situation makes no sense. We have the same number of boots on the
ground. Why the deficit in people to plow snow? I think this is another self-created problem management won't admit. I think you wanted to
privatize this function and it didn't work out. 10. Moral is terrible. You better address it. Just because you can still hire and not everyone is leaving
does not mean there is not a problem. Having disengaged employees in your organization is worse than if they leave. Eventually only the worst
employees will remain if the economy improves so people have more opportunities to leave. This is equivalent to taking care of the system.
Since starting at MoDOT I have gotten the impression that management really does care and respect employees of all levels. The emphasis on
safety isn't just a facade to make MoDOT look good. Morale is a concern, but MoDOT is trying to address it and I'm convinced these efforts will
lead us in the right direction.
MoDOT needs to require more thorough risk analysis when making internal decisions by seeking input from everyone that is affected by the
decision, as oppose to simply the group capable of making the decision.

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1. It comes across that only engineers matter at MoDOT. 2. Management only shares information in which they feel the people actually getting the
work need to know. 3. Questions 46-50 should not be asked, is does it really matter what your back ground is to hold a position at a diverse work
place. 4. Management will tell an employee one thing and do the exact opposite, how are the employees supposed to trust management? 5. A lot
of the management positions are just paper pushing positions given to the good ole boys. They just pass everything they can to someone else to
do or make the decisions. 6. The employee survey needs more of an comment area. *** 8. If safety is so important at MoDOT, why are there
threads showing on some of the tires of the pool vehicles?? *** 11. The only reward for doing a good job in a timely manner is more work with a
shorter time to get it done. 12. Just how much is MoDOT actually spend on the different conferences (Team, Domino, etc...) throughout each year?
If some of the fat was trimmed from all of the conferences that money could be put towards what MoDOT is supposed to take care of, the
transportation system of Missouri. 13. Everyone wonders it this survey is actually "confidential"."
MoDOT publicly praises the use of employee innovation and improved processes; however the actual practice of the organization is much
different. I have worked in several different divisions within the organization and as a result I have the luxury of a wide perspective of how the
organization operates. I have found that in my position I see, hear, and experience, on a regular basis, what those in the field want and need. My
position is centered on supporting the districts and providing my customers with what they need to be successful. On several occasions I have
made suggestions, presented my findings, and proposed changes to the way we do things in my division to better accommodate our customers.
Time after time, I have found this information pushed to the side because it does not coincide with the ideas, predetermined plans, and strategy
that my current supervisor and co-worker ***It is increasingly frustrating when I see this type of behavior happening across ***lines, resulting in
policy changes and processes being promoted and implemented by those that have no real-time field experience or understanding of how the
organization functions at the foundational level. This indicates to me that it is more than a supervisor or divisional issue, it is an organizational
issue. I am and will continue to be a devoted MoDOT employee, I love my job and I work with great, talented people. I go above and beyond to
increase my ability to do my work effectively through continuing education and by expanding my availability to my customers. However, with this
type of environment becoming increasingly prevalent in the organization, I fear that we will soon see a regress in the way we do business,
specifically in my division. I can honestly say that if another opportunity comes along, I will probably be leaving the organization. This disappoints
me to say because I have worked at this organization from college intern to the position that I am in now. I have never worked anywhere else, and
until recently I had planned to retire from MoDOT. I hope that feedback from these types of outlets will help spur improvement in this area.
Thanks for your time.
Those that pull the wagon should be given more grain. Those riding in the wagon should be thrown off. Incompetent managers should be
eliminated.
I LOVE my supervisor. I love my co-workers, and the informal atmosphere. It keeps productivity high.
Wish my Supervisor cared more about what I do on my job and cared to ask me how things have been, the only time I'm asked or told about my
job or work ethics are on my Maps.

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Thanks for the opportunity to weigh in. An opportunity was missed when these were suspended. Folks should not be afraid of bad news. Learn
from it. MoDOT needs to quit singing the same song falling off a cliff/stark reality." *** new direction should be adopted - no one cares about our
funding issues - Missourians have them, too. We are our own worst enemy. "The record is broken..." MoDOT senior mgmt and leadership need to
quit talking about diversity and just do it. There's more talk and meetings about this than necessary. Do it. Have management review suggested
new hires vs. pools, etc. Ensure folks are retained once hired. Do something. Current "talk" isn't providing results, change course. Raises...
enough said. End the EAC. Makes employees look like a bunch of whiners. Put something more effective in place. Something employees must use
in the open instead of this anonymous garbage. Breeds bad blood. Become a transportation agency. MoDOT hides behind state constitution as a
reason MoDOT cannot spend anything on other modes. I beg to differ. Federal funds can be flexed and used to match local/private funds for
some limited program. This message is also stale and shows less than average intelligence in the area of transforming transportation. If the
"penny" goes to the ballot - MoDOT needs to ensure it does the right thing with regard to the proposed list of projects/programs. Bottom up
planning approaches are appropriate, but MoDOT has a responsibility to ensure some of the new funding goes to modes like transit, passenger
rail, ports, aviation (which already has dedicated funding) and even programmatic. Something - maybe a minimum of 5-10% for programs. Not
doing this, and hiding behind "it's what they wanted" is not doing the right thing or being leaders. Facts are stubborn things, and it's a fact DOT's
should be supplying the expertise to transportation program decisions...not county level officials and mayors. MoDOT is responsible for the state's
transportation system and how it connects to the local systems. BE BOLD! Again, thanks for this opportunity to weigh in... long overdue.
*** The only way to get promoted is to step on others and care only about yourself instead of the Team.
I think that supervisors and upper management should be more consistent when dealing with employees. If you are not in a click, you get ignored
or expected to pick up the work load of other employees that are getting away with doing nothing. Also, I think the manager of the department
should make more of an effort to see the entire department instead of a select few.
We seem to have lost the value of empowering people to do their jobs. Many important decisions are made at the highest levels and handed
down without asking for input. We've lost something there.
Don't exempt everyone above a certain pay grade from snow plowing. I think to boost morale at MoDOT and truly be a 'One Team' atmosphere
every able bodied individual in a safety sensitive position (safety sensitive should be reviewed as well, I have equals doing the same job as me just
not the quantity) should be required to plow snow. Simply because you are in management shouldn't exempt you from plowing. Answering the
phones or making decisions from the warmth of your home or office in no way is the same as boots on the ground, losing sleep, working irregular
hours in the worst possible conditions, and being away from family. I obtained a higher level of education and accepted a position at MoDOT under
the premise of doing certain duties, not once was it mentioned driving a plow truck, if it had been I probably wouldn't have accepted the position.
Some folks came to work here knowing they would be required to do so. The swap from month to month from days to nights is ridiculous. It is
dangerous and hazardous to our health and the well being of the traveling public. It is ridiculous to think a person coming to work at 8 am after
being up for 2 hours and get call at noon to go home and rest to be back at 7 pm to plow is going to be well rested for a 12 hour shift. Your body
doesn't sleep when it's told. I know in my experience I was working on 3 hours of sleep during the night shift. Training for plowing was terrible.
Spending 3 days on MoDOT property driving around obstacles and then maybe 2 hours on the highway with the general public was not sufficient.
Along with 20 minutes of practical training driving a loader. No way to improve skills in any area. These were clearly not the best ways to use tax
payer dollars or provide a safe transportation system to the public. Snow plowing has caused the exodus of many long term, experienced workers
to go elsewhere and this will continue. *** I realize snow plowing is here to stay but there has to be better educated, informed individuals allowed
to make some of the decisions.

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Poor customer service shown at a management level should be completely unacceptable. A good manager will take the extra time/money to show
their employee's they appreciate them/their work. This could include getting them a gift card or simply bringing them in food. This is drastically
underutilized within MoDOT.
Many people aren't willing to take this survey because they fear retaliation. ***We can't do our best work when our morale is so low. We want to
do our best and can't. Heart breaking.
*** Those individuals that provided at least 60% of the work are now allowed to work at least 40-50% and spend the rest gossiping and getting
into others lives. Probably a big reason why we are losing good people. I choose to stay because I see a changing of the guards coming soon, and
those who are allowed to do very little only talk about their retirement coming soon."
*** We're supposed to be a team. Make the tough decisions, set the priorities within each division. Decide which priorities are the most critical
(top 3) and decide the budget along those lines. Other divisions can tighten their belt to help the weakest division come back up to where they
should be. I do NOT work in ***, but it is obvious that group needs better technology to do their jobs more effectively and efficiently. Let's work
together to get the programs in place. Example: If there is major accident on the highway that causes damage to the road or if the road buckles,
etc. They should have the technology to look at a computer map and see what is there (what's running underneath the highway/road, what
utilities it could affect, last time that area had maintenance done, when created, notes to help future development - area is near a marsh, major
power lines, etc. It won't be easy, but imagine how much faster they would be able to do their job with that information at their fingertips. Call
Before You Dig call centers already have most of that technology already. Let's bring it to our team.
If they took the information from this or past surveys and did something with it other than use what they want. Things in MoDOT might change for
the better.
This used to be the place people wanted to work. Management and the commission decided to borrow and spend money like a fool without a
plan to pay things off. Shame on them! Who still has their high paying jobs? They do! Who has felt the most pain? We do! Be on 24 hour/7 day
a week on call but we can't pay you. Work overtime to complete the additional work and get chastised and told to flex. Go to training or you will
be docked on MAPS. Never mind that you are one week behind on your daily duties. The employees continue to pay the price for very bad
decisions.
Quality management was one of the most incongruous decisions MoDOT management has ever made! Very poorly implemented and will likely
raise the cost of construction - no consistency statewide. *** I hate the term Team MoDOT - sounds so cheesy and almost disparaging.
***Learn to get along if you are going to preach one team!
I don't know why we are doing this - they won't fix anything because they feel like they are right in everything they have done so far.
Management does not deal with problem employees the way they should. Therefore co-workers are put in a position to have to deal with
unacceptable behaviors.
I think our bosses should be more accountable if they want their employees to be on time they should be on time also.
*** The people making decisions can all retire as soon as it gets complicated.
***
MoDOT speaks about one team but does not practice it. I am pretty disappointed that MoDOT no longer cares about their employees and
retaining good workers.
***
Thanks for opportunity to comment

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MoDOT has been a great place to work or I would be retired now instead of still here at work. I still look forward to coming to work each day and
enjoy the work that I do.
Promotions are still based on who you know and not what you know. I may as well talk to the wall as to talk to my management. They just turn a
deaf on what I have to say. It is obvious that my position is on its way out the door, but management keeps insisting on how important it is, but
they will not listen to us. I am tired of giving up my religious freedom to express Merry Christmas just because it may hurt somebody's feelings. I
don't get upset about their beliefs so why should I have to give up mine for them. MoDOT just cares about meeting numbers and not about what
is actually going on with the employees and work. They think this survey is caring. We all know what the results are going to be before we fill it
out! Nothing has changed since the last survey for the good. We have created a very dangerous situation putting people who are scared to death
of driving in the snow and making them drive snow plows. Goes against all the safety values we have.
MAPS - Supervisors from ***that use MAPS the way intended put a lot of time and effort into rating employees fairly. ***If we aren't going to use
MAPS the way intended, they need to be simplified or eliminated. Promotions - Education is important. However, MoDOT is overlooking a lot of
outstanding people with tons of experience and other training applicable to specific positions. The best person for the job should get the job,
period. Managers and Directors shouldn't have to 'fight' to hire the best person. It's a known fact among non-degreed staff that someone on SMT
has to strongly advocate for you to get promoted. And even then, you may or may not get full pay for the position for a period of time.
A lot of the job specifications, such as years needed, need to be reviewed. This would promote others from outside of MoDOT the ability to apply
for certain jobs.
Your need for degrees isn't in-line with the salary offered. People with experience with MoDOT should always be equal to people with degrees.
Most of the time the need for experience is greater than the need for a degree. I am not referring to engineers. People who have longevity with
MoDOT are passed over for jobs because HR believes that only 4 year degrees should be hired/promoted, but that is also ignored when
management wants someone in a job, they will ignore competitive interviews and place someone where they want them.
I have applied for many positions and I do not think my past is taken in consideration. ***I really like working for MoDOT but feel like I can do
more in the organization as a whole. I expect this info is not with name so wont get a response but hope that employees work history is truly
researched and considered. Thank You
I think MoDOT should honor work experience and not require college degrees in order to promote employees.
I feel I have been passed up for promotion because my schooling doesn't include a degree. I only have a certificate of completion from a Tech
school. I do love my job, and I am wanting to work until I retire from here. Promotions seem out of reach for me. I do believe it is the fact I do not
have an actual degree. I work hard, get great MAP evaluations and get along with all I work with. Yet the brass ring seems out of my reach. Better
opportunities to advance would go a long way to boosting morale!
There are no opportunities on the non-engineering at MoDOT to grow professionally. There must be a blacklist at MoDOT.

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Question's 16, 18, 19: There are opportunities to advance, however, even though my MAPS performance has been consistently outstanding, I
never get chosen for any promotions. Even my interviews have went well (have talked to personnel in HR that have interviewed me and they're
the ones that say I've interviewed well). It just seems like I'm stuck in my position and have hit the glass ceiling". It also seems like I'm given lip
service (outstanding performances) and the compliments I receive are just that. Whether or not my feelings are true, that's just how I feel. I realize
MoDOT is part of the government, but I've stayed many years here just staying where I'm at. Where ever I went in the private sector, it usually
only took me a few months to work up the ranks once I made it known that I wanted to move up. *** When I was hired, I was told in essence, we
like to hire within (when I didn't get the first job I applied for) and for those really good employees, we take care of them and move them up
quickly because we don't want to lose them. MoDOT has been my first "taste" of a government job. I would really like to stay here at MoDOT, but
if this keeps up, you may just loose a really good employee and I'll take my knowledge and strong work ethic with me. I also think we place too
much value on those with high college level degrees (4 or more years). There are many capable employees that don't have those types of degrees
or even college degrees that would do wonderful in many higher level positions. Just because someone has the smarts doesn't mean they would
be the best person for the job. Question 31: For the most part I would say agree, but there have been times in the past when I think mental
discrimination takes place due to MoDOT management or HR not understanding those employees that perhaps have mental disabilities.
Question 37: Sexual orientation has nothing to do with MoDOT. I do NOT believe we have a problem here at MoDOT. I treat others, no matter who
they are, exactly how I want to be treated regardless of what is done or said to me. In our society and government, my opinion is that people
having sexual orientation issues shouldn't be treated preferentially better over those who don't have sexual orientation issues. That agenda
shouldn't be shoved down anybody'ss throat. We don't need thought police either, as I've witnessed this first hand at least once over the last
***years. Question 46: How can there be any "Other" choice than Female or male; Space Alien?"
There are no promotions based on merit; only on service if you are in a series position.
I thought MoDOT valued its people. But when it comes time for a promotion you would rather hire from outside than to promote from within.
Too much emphasis placed on college degrees. Not all of us seasoned/experienced workers getting credit or respect for our work ethic. We use
departments resources wisely but seems to fall on deaf ears. Feel like we are being pushed out the door or not allowed to climb up the ladder.
Having a college degree does not necessarily make you the best choice.
MoDOT continues to take away opportunities for advancement if you are not an engineer. After reaching a senior level pay grade in a career
ladder position; the positions of pay grade 17 or higher have continued to be cut. A person as a 17 may move on and the position is then posted as
a 5 or lower. This is becoming a common occurrence. The CFO side of MoDOT is just as important as the Chief engineer side.
***
When employees have hit their career ladder or promotional ceiling; combined with lack of COLA raises; work can be frustrating. Please bring back
step increases.
Some of the questions were difficult.*** Well, some do make great decisions and some not so much so the answer would have to be neutral.
Many of the questions were like that. So there is no accurate representation of how I answered when I selected neutral. How will you take those
answers into consideration?
I feel that we were lied to by senior management in regard to the snow plowing policy for safety-sensitive non-maintenance employees. We were
told we would be last line of defense, and then immediately assigned to a shed and put on the schedule. Many heavy equipment operators are
not suited for technical work, and vice versa. People have certain skill sets and this was not respected. You will continue to see skilled, veteran
MoDOT employees seeking employment elsewhere if this policy is not re-examined. Thank you.

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The classification of safety sensitive" has become a real dividing point among employees. In some instances, there are almost no differences in
duties performed, yet job titles are created specifically to create two classes. This then leads to unequal treatment, workloads, and expectations."
*** I respect the hard hat policy, but I am baffled by the must wear hard hat policy" even when we often work in the middle of pasture fields, crop
fields, or yards. I understand the easiest way to enforce the rule is to say "always". However, this policy needs to be revised to only areas where it
is needed. Those would include right of way, around heavy equipment, or under bridges. It's not necessary to wear while walking through a
soybean field on a 100 degree day. I think MoDOT truly attempts to be diverse, but race is not the only diversity."
I currently am asked to plow snow and think it is the right thing to be doing. This year there were a number of ice events in the area I work. As a
result it is my understanding that there were numerous slip and fall injuries. A plan was implemented and we were required to wear cleats on our
boots. We were told we could be fired if we didn't wear them. (It is not always appropriate to wear cleats, just like you don't always need chains
on your truck) ***when I began plowing snow I was told not to do too much work around the Maintenance lot because we didn't want the public
to think we were putting in more time on the lot than the roads. Salt is rarely used on the walkways and little is done to clear the areas that
employees use to get to and from the shed. ***There seems to be a tendency to over react than to seek out other opinions and get an overall
better solution. The other thing I have noticed is that there is a tendency to threaten Maintenance employees with being fired. I will accept if it is
proven that it is the only way to get Maintenance employees to respond, but I do not believe that is the case. I work *** and most are good people
trying to do a good job. We should all look out for each other and make safety a priority without threatening with our jobs. I could probably better
round out all the issues I am trying to cover If I spent the time and wrote a separate letter but I am sure anyone that takes the time to read it can
see all the relevant issues. MoDOT is a good place to work***
*** I am in a ***position, and it amazes me everyday to what degree we go to make our work environment as safe as it can be while we perform
our duties. It is my goal to continue safe work habits and encourage others to do the same. As a ***, it is my duty to set an example for those
around me. However, we still see incidents occur in the Department. What needs to be done to address this successfully? I've seen three things
that might make an improvement towards ZERO incidents in the workplace. First, we must remind our supervisors and all employees continuously
to be ferocious in their commitment to safety. Second, we need to remind all supervisors and employees that they're not just looking out for
themselves, but every member of their crew as the work gets done. Finally, we need to pursue unit integrity. What is unit integrity? It's where
each employee knows where they fit in the tasks being done, and they trust each other sufficiently that those individuals take initiative to perform
task elements. Everyone is watchful and the job proceeds smoothly and safely. Once unit integrity is achieved, the work unit becomes superproductive, and that's something we need in an era of declining budgets. Unit integrity is something that we can bank on throughout the
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We need unrestricted access to safety supplies (pep) I have gone without safety gear due to not having access to it. We need less management; we
have way too much management. We need change of senior management, we cannot expect positive change in our operations if we continue to
utilize management that got us where we are today and management that looks for the same answers to the same problems. Lets not focus on
tracker to the point that field staff cannot get out in the field to actually affect the outcome of our work. We need raises, we need individual
performance raises based on merit and not who you know or who your drinking buddy is. Management needs to start supporting field staff with
the resources they need to complete their job assignments. I am tired of working without proper safety gear, tools and transportation to perform
my job task. Field staff has a direct impact on the public and the publics perception of MoDOT. I will not support publicly or vote for any tax
increase until working and field employees have support from management, reduction in management and change in leadership. Have HR reduced
so we can stop with so many changes to the policies. Every policy they create seems to conflict with either labor laws or is an attempt to take
advantage of employees during tough times. Its not my job as a low level employee to complete a performance appraisal on myself. That is the
supervisors job, with all of the reporting I have to do the supervisor should have well enough information on my performance if they are doing
their job. Its bad enough I have to do 10 times more work now, but it is getting old having to do my work and their work too. Have EAC actually do
something than meet every month. If there is a known problem needing corrective action make sure they correct it. So far they never have
corrected issues I submitted, admitted there was a problem, one of which involved illegal overtime compensation and we keep having the same
problems. If they do not openly correct the issue in the division we will never move forward. Otherwise disband the EAC it has proven to be a
useless tool.
Lip service is given to safety but one size does not fit all and some of the new safety measures actually make me feel less safe when doing my job.
Because nobody asks what employees actually do nobody cares. There is no place to advance.
Forcing non-maintenance personnel into dump trucks to help plow snow. Safety first policy and trust me there is no one safe when I am being
forced to plow snow.
I strongly disagree with having ***employees plow snow. I went to college; earned a degree and worked hard to have a job that allowed me to be
home nights and weekends. Being required to plow snow takes that away. Instead of being excited for snow my children get upset because
mommy has to leave. Also it's not a situation I feel completely safe in.
Research needs to be done looking into positions pay that are held within MoDOT, and compare them to private sector jobs, other states that
employ the same positions, and federal positions. ***
I am proud to be a member of Team MoDOT. There are lots of challenges, such as the lack of funding to allow us to deliver services to our
customers and our inability to keep pace with competitive salaries for all MoDOT employees. Most importantly, I'm proud to be associated with
such great people who provide outstanding service to the citizens of Missouri.

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I have several issues I am concerned about *** MoDOT is not expected to be "BOLD" and reward the remaining employees *** "BOLD" is a one
way street. If you are on the "Step" part of your career because you have reached the top of your "Career Ladder", there is nothing left here for
you. There will be No step raises in the foreseeable future, ever. With this knowledge I have to wonder 1.) If you polled just MoDOT workers 2.)
don't think your tax would pass, seeing as this is more work added to our existing overloaded workload, with no reward for getting it done. The
$500 raise given doesn't even cover the insurance hike many employees also received. You can only kick a dog so many times before it finds a
different porch. If we are so worried about public "appearance" (and this is the only reason given for the lack of raises, rewards, etc) then let's
start trimming the fat a little. 1.) How much does it cost us to send anyone who wants to go to the TEAM conference each year? If the public got
a hold of that cost, how would that "appear"? The general consensus around here is there isn't much that our people are taking away from this,
just a hangover for most. Yes we are aware that vendors pay for PART of it ***2.) Why not take a poll of each individual section of MoDOT, see
how they would trim the fat in their departments, and then consider implementing those ideas. You know what type of people can point out
wasteful behaviors and practices??? We can, us people that have to go without due to this kind of thing. Old policies need to be looked at, revised
or just plain thrown out, not used as excuses to never change or improve on anything. Be BOLD. 3.) Remind the commission that we are the
Missouri Department of Transportation. We have our own money and can make our own decisions. We are NOT governed by OA like the rest of
state government. So let's act like it. Stop following whatever they tell the rest of the state to do, nobody likes state workers, no matter what we
do. Think individually and independently as our founders wanted you to. Do what is best for MoDOT to be the best, stop worrying about how
we "appear" to the public. The public will think about us exactly as we think of ourselves, and our employee satisfaction survey should tell you
exactly how that is.
Diversity is not what made this country great. Inclusion and being American made this country great. The salaries are pitiful. In general Missouri
State Employees are the worst paid state employees in the country. When state employees qualify for food stamps because their salaries are so
low, then this state is not providing adequate pay for their public servants. Morale is the lowest ever.
Salaries for Engineers are laughable, 60% of what Engineers make in the private sector. Commission pays Contractor and Consultant Engineers a
prevailing wage but choose not to pay their own Professionals a respectful salary. *** Concerning Diversity, MoDOT only tracks gender and race
but claims Diversity is important to MoDOT. What about Religion, Culture, Marital Status, Education, Etc... Senior Management and the
Commission do not see MoDOT employees as their most valuable asset but as replaceable assets. Talk is cheap.
Bring back the step raises!!
Pay raises would be nice to receive. At the very least COLA raises are needed.
I love working at MoDOT. I am concerned about what will happen if we don't get a funding source. I am very concerned about our continued ability
to recruit and retain high quality employees. While people don't come to MoDOT for the money, the lack of any reasonable pay increase for the
past 10 years has made us non-competitive in the market. While I am comfortable with my own rate of pay, I am concerned about what will
happen to us long term if we don't start giving employees meaningful pay increases. We keep expecting employees to do more with less, take
away their ability to earn overtime when they work it and require them to flex, and do not give pay increases, despite the fact they continue to
step up and keep our customer satisfaction ratings high, deliver, deliver, deliver, and then keep delivering. The load is getting heavy to carry. While
everybody gets the politics of not giving pay increases when we are trying to get new funding, there is no motivation for employees to even vote
for the plan; employees see it as just more work for no more pay. Something has got to give and I'm afraid it's going to be employees' will to keep
on keeping on.
Pay is to low compared to other states that do the same job I do.

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Commissioners do not appear interested in maintaining competitive salaries for engineers since they said no to Senior Management Staff concerns
about bring back step raises. MoDOT raises the starting salaries to attract new people but does nothing about raising the existing employees
salary other than the little the legislators give that has not keep up with inflation or that of the industry. Also I see a lot of MoDOT employees
leaving to work for consultants and contractors if MoDOT gets more funding because salaries differences. Therefore also MoDOT will not be able
to maintain the core competency. I would like to vote for the 1% sales tax for transportation but I don't know how I give more money for taxes
from my salary that has lost its buying power. I can't afford to lose more of my salary buying power to the 1% transportation sales tax with a very
reasonable pay raise.
If the 1 cent tax is not passed, give everybody raises. The stagnant pay is driving all the good employees away.
I'm betting that there will be a lot of 'disagree' answers for question #39 and #18. MoDOT needs to find some way of making employees feel
valued again and competitive salaries go hand and hand with that. A Thank You" isn't enough."
When speaking to employees of my area, salary is one of the most discussed issues. Please do something to implement step increases or do away
with the salary grid. 10 year employees in a career ladder position are often passed by junior people when they reach the top of the career ladder
because they were hired in at a higher rate. How will we retain the top talent if we get more revenue without salary increases. Consultants will
come raiding and they will not take the lowest performers. This proposed tax increase will be tough for employees to swallow, pay more for
everyday items, work harder, under more stress, for what? To hear Executive Management say it is not the right time for a pay increase. Design
build is not the best procurement method for many of the projects MoDOT has used it on. It seems MoDOT gives away too much to the contractor
that MoDOT would not allow on a design, bid, build job.
The salary structure is outdated with the current salary compression. ***MoDOT puts too much value on a Four year degree, some position should
require a degree, but others are just not justified. Experience cannot be obtained through a book.
20 years ago, MoDOT was the place to work, excellent health insurance that was affordable, good retirement. Now, health insurance is costly,
raises haven't kept up and retirement........well who knows what the plan will be tomorrow. For employees that have been here for any length of
time, it is cost prohibitive to leave and try to build a career elsewhere and have a reasonable retirement. But then again, who knows what the
option here will be next year. For the newer employees, they don't stay because there are better options and they have a whole career in front of
them.
With benefits dropping, need a more competitive salary with the private sector. Also need either better pay increases or bonuses after having a
good year.
If MoDOT does not address public / private employment salary inequities they will lose critical employees and their job knowledge once the
economy picks up. MoDOT has lost the promise of job security and only forecasts doom and gloom. Why would anyone want to stay (unless they
are close to their retirement date)? Even if MoDOT can hire "fresh out of school" replacements, the ramifications of this loss of knowledge will be
far beyond the salary savings. If MoDOT was ranked dead last in anything but compensation, heads would roll at the Tracker meetings. Also, WalMart has a better healthcare plan. That's embarrassing.
The average employee's salary has increased 15% in the last 13 years. In the same time, the cost of living has increased over 30%. Nice benefits
doesn't fill my family's gas tanks, or put healthy food on my family's table. Our leaders say everything will be OK. That is easy for someone making
6 figures to say. If you work in maintenance and have a family of 5, you are eligible for food stamps working full time at MoDOT. We are
constantly told that the money has to go on the road. Well the simple question is this; why does the commission and our senior management care
more about the families of our contractors than for the families of their own employees?

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Our current salary grid no longer works. With the elimination of step increases, the salary grid really serves no purpose. A typical person has a
couple of career ladder promotions available as they gain experience. Once they finish these career ladders, they are done. New employee
salaries keep going up to be competitive. After a few years, these new employees are making the same as people with 10 to 15 years experience.
We need do eliminate the current salary grid and replace it with something new. A more generic one with general job titles would make more
sense (for example, engineer 1 through engineer 15). If it was setup that way, you could have someone eligible for a career ladder promotion
every two or three years, if they are in good standing. The promotion could be 4% instead of the 8% we get now. This approach would eliminate
the salary compression issues we get with the current system. Most people don't expect to get a big raise every year. With the current system, we
are getting only a cost of living increase in some years that is below inflation levels, so we are actually going backwards. If the economy ever picks
up any steam, we are going to see the biggest mass exodus from MoDOT that we have seen since the late 80's/early 90's. Many new engineers
just out of school are getting starting salaries in the low 60's.
There are so many things to say about the Salary structure and history at MoDOT I will do my best to put them in this small box. Going back to the
late 1990's or early 2000's MoDOT SMT gave themselves a salary increase to put some room" between the M grades and everyone else. Did this
require Commission Approval. Also was there concern for potential fallout from the legislature? *** With that said now it is time for the
Commission to use its given independence and reinstate step increases at MoDOT. We addressed the SMT M Grades back in the early 2000's,
now it is time to address the rest of the workforce. I have been at MoDOT ***and as I recall an annual step increase have never been
implemented for employees satisfactory or better performance."
I would not recommend working at MoDOT for the same reason I would not recommend State employment as a whole. Our earnings continue to
erode with no raises (cost of living nor merit), ever increasing insurance costs and inflation.
***
We are one of the lowest paid DOT's in the US. This needs to be addressed if MoDOT wants to retain quality employees long-term.
Employees, including myself, are very frustrated with stagnant salaries. It would be nice to tie salary increases to MAPS so they both mean
something.
Eventually the department has to step up and pay employees for the work we are doing. We've taken on additional responsibility and supervise
more individuals than we used to but we haven't had a decent raise in several years and the cost of living continues to rise steadily. The 1 percent
COLA is a slap in the face. The gap between a salary grade 17 or a 19 and a department leader is way too big considering the level of responsibility
and work load we carry.
For the most part I am happy with MoDOT. My leadership is good, and does a good job communicating. As a ***, my biggest concern is
compensation. I have inequities within my group, and there is absolutely no way to adjust salaries. There is no avenue to reward top performers.
In our field, I feel our salaries are not competitive with other state agencies or with private industry. I think more people will start to look outside
MoDOT unless pay is addressed. *** This still troubles a large portion of staff. Work-life balance is becoming harder to achieve. Management
demands a high-pace environment, so I feel stress levels are rising.
I started in *** and cannot remember ever receiving a raise not tied to cost of living or promotion. MoDOT does not reward employees for years
of service. Cost of living raises are not keeping up. Promotions are not given based on merit. One position that was stated to require an
engineering degree was filled with a non-engineer even though there were qualified engineers interviewed. Employee levels were cut too deeply.
We should implement step increases for long term employees. Some jobs could pay about same for someone just starting as someone who has
been doing the job for years.

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I have been working for MoDOT for *** years and it doesn't make any difference what job I am at - I do it to the best of my ability. The only thing I
really have to complain about is the salary. MoDOT has never had a consistent salary increase since I have worked here. That is my biggest
complaint. People work hard for the organization and there hasn't been a major return on their work ethics.
Our salary scales trail other states significantly! Step raises are needed to maintain experts in all positions/areas.
Salaries are far below private sector and other state agencies for managers. Performance reviews are a joke as they mean nothing.
I'm stuck at pay grade ***with no hope of climbing or getting more pay. Although I have ***I am not considered for supervisor positions because
I'm not a 17 or 18. Last year's salary bump was an insult. It had absolutely no impact on my finances.
Please fix salary inequities. *** I am at the very bottom of my grade ***and see no increase in sight as new people hired into management and
they make what I make. *** So not only am I paid at the very bottom of my salary grade but I see no where to go. Encourages me to look outside
of MoDOT.
Salary is my biggest issue with MoDOT. Pay is not competitive. I take pride in the department and in the work I do but the low pay is demoralizing.
The outside offer of higher pay will one day entice me to leave if MoDOT cannot increase wages for me and others.
More competitive salaries and raises would help people feel more appreciated.
*** If you review the pay levels between SMT & employees the span keeps getting wider apart. SMT have received raises when employees have
not. Different set of rules. Do more with less. Very difficult to keep up and meet deadlines. *** You can and will be replaced.
Why is MoDOT subcontracting the work that they pay me to do? I am doing nothing and getting paid while contractors are being paid to do my
work. Why doesn't MoDOT give equity pay raises any more? Everyone gets the same no matter how little work they do.
MoDOT will become a revolving door if salaries do not become more competitive with private industry or other state DOTs.
*** Also pay increases have not kept up with inflation for years. People used to want to come to work at MoDOT. Many potentially good
employees will shy away for those reasons.
When we continue to put every dollar on the road at the sake of our employees that is not good decision-making. We are the reason for all the
awards and accomplishments. Yet; I fall behind further every month financially!!
In step raises when funding can support it.
Being here ***years is a negative because they are bringing in new people at higher pay grades. If I leave and come back I know I can come back
at a higher pay grade or step on my current pay grade.
There needs to be a way to compensate employees who meet or exceed expectations on their annual MAPs via money. Whether it be annual
raises or bonuses; we are losing good people because we haven't had a decent raise in years.
Salaries are competitive as compared to other Missouri state agencies; but salaries are not increasing at the same rate as the goods and services
we have to purchase. I will be forced to look for other employment opportunities because of it. I have already received notification this year of an
increase in 6 monthly payments for this year with no corresponding increase in income.
Value oriented; dedicated; loyal and hard working employees should be rewarded. Performance pay should be reinstated for highly successful
employees.
Salaries are an issue for professional level positions. They need to be brought closer to the market value or MoDOT will continue to see an exodus
of trained engineers.
Please consider bring back the step ladder pay increases. I know this is a dream request. Please consider reinstating the deferred comp. co-pay;
no matter how small - it made folks save!

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Salaries are too low. Morale is at an all time low by forcing all safety sensitive employees to plow snow. You should require all supervisors to do
360 evaluations. MoDOT leadership doesn't act concerned employees are leaving.
My biggest dissatisfaction with MoDOT is the lack of ability or desire to address the pay issues. The lack of step increases for many years has
degraded the incentive for employees and leads to many of the problems related to inequity in salaries. Blaming the legislature is an excuse.
My comment is salaries. Management can praise workers for a job well done but monetary reward for a job well done - step raises - really needs
to be reinstated. As an engineer I have seen new engineers make close to my salary within 8 years and I have been here ***years. There is a
definite inequity with engineers who have been here a while. COLA is not a promotion or step raise and lately has been a joke.
Being new to MoDOT and the State, the expectations for me were to know my job as soon as I walked in the door. There was no training; I had to
take classes on my own time, purchase user manuals and books to teach myself how to use programs that MoDOT uses. From day one I've been
unable to ask questions from my fellow team members without there being negative recourse. The realization is not everyone is going to like
each other, but everyone needs to get along and work together so that they can be one team. There should not be any "it's mine" mentality.
New Employees should have the expectations laid on in the interview. If the expectation is that when they walk in the door they need to know
how to do the job, then maybe they can better prepare themselves for when they start their new position or choose not to accept the position.
The onboarding process is pretty clunky for new employees. The 2 day orientation information is fine, but delivered in such a manner that it's
tough to get excited about it. A half day of safety orientation for office personnel seems a bit much, though I may understand why this is in place.
Initial direction of job duties after orientation was over was lacking greatly. What systems do we use? How do I go about accessing them? What
does a normal day look like for this role? etc... The Lotus Notes STARTS ~program wasn't explained to me at all other than You'll get notifications
here." Then I come to find out that there were +6 items awaiting my "acceptance" that delayed my access to several tools/systems. Then, when
my access was initially granted, there were several errors and I was eventually told that I don't need to worry about STARTS anymore."
Orientation is a good start during the first few days of work. I feel like they should have also covered things like office ethics, general overall of
most (of the important) policies, things not to do as employees, etc.
Snow plowing based upon earning potential is a poor method for determining who is fit to drive a snow plow. The training is poor (a mill) and I do
not feel safe. It has caused stress in my normal work; causing federal deadlines to be missed, and is causing problems in my personal life. We are
having trouble acquiring adequate new employees for our investigative work; many have declined our employment offers once they learn they will
have to plow snow. An unethical and poor decision, placing vested employees and their continued employment as a snow plowing contingency.
High stress.
I am not allowed to take advantage of ways to build work skills and job knowledge. Denied training offered outside MoDOT. Denied courses
specific to my expertise that MoDOT doesn't offer. No support...
I value my position at MoDOT and find my work satisfying. *** The workload and expectations are greater (yet compensation is not) and I often
find myself putting in voluntary overtime to try to keep up with deadlines. ***
MoDOT is a good place to work, but responsibilities have become more demanding with fewer resources and staff available. At times, senior
management priorities seem to change quicker than anything can actually get implemented. Sticking to identified priorities will help this. Without
question, the largest area of employee dissatisfaction continues to be that salaries are quickly falling further behind market rates. Other benefits of
working at MoDOT have always helped offset this, but in the past couple of years, MoDOT is even falling behind other public agencies in terms of
employee compensation. This is unfortunate and has to be a significant contribution to the number of voluntary departures (especially among
engineers) within the department. Hopefully, MoDOT and the legislature can work to correct this very soon. It's not uncommon to find a MoDOT
employee in a position of high responsibility with significantly less compensation than someone at a similar position at another state DOT.

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Is 5106 the right number? We are all too busy to make sure things are correct. We rush to meet deadlines. I love how busy I am but am always
nervous I am going to miss something critical.
At least where I work we have cut staff to low to keep up with a work/life balance. Rewards are non-existent as well as promotion opportunities.
It is noted to take advantage of classes and/or mentoring program, but a lot of people don't have time to leave their desk to do so. ***
I'm a *** and at the top of my ladder with nowhere to go. I'm expected to do twice the work for the same amount of pay. I DON'T know how they
can keep putting more work on the table and not give me more money. ***Why am I'm doing over double the work, for the same amount of
money. THIS IS A HUGE PROBLEM AND CREATES A LOT OF STRESS, STRESS WITH NO REWARD.
We spend too much needless time in meetings at MoDOT. I am in non-project related meetings on average 10 hours a week. When you throw in
Tracker, division Tracker, and all the other high level meetings, it is an immense waste of time. One thing we don't measure in Tracker? Time
spent by employees to complete the Tracker. We are wasting taxpayer dollars with the vast amount of very expensive hours put toward this
document.
Work load is getting bigger and bigger with less people. We work very hard to get our jobs done and are not rewarded. No raises and we are paid
much less than bordering states with the same job title.
I have a difficult time understanding how MoDOT at the current employee levels will handle an expanded program. Shifting much of the extra
work to consultants often is more difficult to manage than just handing it over to them. Problems with consultant work identified a couple of
decades ago probably will not have changed. We are bound to repeat the same problems. Thank you for this opportunity to express my concerns.
Employees at the top of their career ladder receive no monetary rewards for doing a good job. MoDOT should reward these employees who
receive a 'Highly Successful' or higher on their MAPS by moving them up steps within their job level.
Even field/office split I am a recent hire
The hard copy which was mailed to my home was marked up similarly and kept for my records.
No suggestions at the present time.
no comment
N/A

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MoDOT 2014 Employee Survey: Comments ***

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Doesn't spend much money on farm to market roads. Spends most of it on city streets. You don't give 2% raise on election year for morale!!
Given on who you know - good ole boys system.
I believe there has been too much change too quickly. I do not believe QM is a good change. TL contractors are profit and production oriented.
The dollar overrides quality every time given the opportunity.
MoDOT does a poor job with money we have. This week there was a conference in Springfield costing thousands of dollars. This is money we
could have used to repair roads. Why are we forced to work 10 hour days when we have no money? We have flex time if a longer day is needed.
Information is still not getting to field. I work as one team but MoDOT doesn't. Otherwise all districts would have everyone in the office that
doesn't plow snow answer bucket calls. Grade 16 and below. Not just peons.
MoDOT is a good company to work for. And like all big companies the information at the top is so filtered and changed by the time it reaches the
bottom part of the company. We are still trying to do more with less. The get her done mind set is still here and safety is the third thing on the
list after how fast and how cheap. After something happens then safety comes in by way of who is to blame.
I still do not have trust with MoDOT; never have and never will. You MoDOT have given me this choice by your actions and words.
***
*** Workers can tell them that something will not work and our young engineers say do it anyway and now it's a proven fact that millions of
dollars were wasted.
Promotions are political appointments. ***
I have not completed questions 42 43 46 48 and 49 as these questions have been used to identify employees in the past. Please do not discount
the remainder of my responses.
These questions could be used to track who I am and I won't answer them.
MoDOT needs to honor the commitments it makes when hiring new employees. Not promise them health insurance for stated amount then
change policy after the fact. I guess employees do not need to keep commitment to MoDOT.
Salaries are not competitive at all compared to the private sector. Roughly 30% lower than what we can get doing the same job for our contractor
and have less responsibility. Snow plowing for maint is another issue that construction is having. Pay just needs to be more competitive!
MoDOT 2014 Employee Survey: Comments ***not Identified

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1) If we are worried about the public perception on MoDOT and not doing ribbon cuttings/ ground breaking, why are we wasting money on new big
vehicles for bosses that carry one person. 2) ***Maybe invest for more maintenance workers to handle the maintenance jobs like plowing snow and
the turnover of engineers would slow. 3) Why are we only hiring engineers and no tech, nor promoting techs? 4) Why is it the bosses get the new
technology and the workers that need it do not? 5) Why the delay getting the technology to the workers and it's always behind the rest of the
world? 6) One technology does not fit all applications, what's works in maintenance or traffic may not work in construction or design. 7) Why lock
the computers down to the point you cannot even change the clock setting or download a program from the MoDOT intranet site? 8) Why so many
meetings? 9) Why are shed heads not required to plow, but yet pay grade 16's plow on OT and night, and there may be trucks sitting without a
driver. The more people out plowing the quicker things return to normal 10) What's the point of the winter guidelines when they are not followed
and everyone knows this? 11) *** Younger engineers are getting raises and promotions to the same paid grades as some veterans and are making
more money. We feel like we keep sliding back down the paid scale. 12) Why not reinstate the annual raises on your anniversary?
***
To make MoDOT a better place to work would be to treat employees equally and fairly. ***
***
***
I have assessed through observation that MoDOT does well in many areas but allocation of resources is the area most lopsided. You have people in
areas of high responsibility doing the jobs of secretaries at a much higher cost. Contractors doing maintenance at a much higher cost. Wages are
stagnant and benefits being removed which decreases the labor pool. I would call this a set up to lose scenario.
Stop telling employees you are broke while building new metal buildings all over the state. Have the crew leaders be on the jobs and be crew leaders
instead of sitting in the barn all day.
***We tend to say that we want to break down silos, but by our actions we *** put employees in small silos. I don't know when I should add my
thoughts to conversations or not.
There is a lack of communication between Central Office and the Districts, leading to a disconnect in utopian ideas and real world application. This
also happens between office and field staff. *** People in positions that affect others' work should be required to cross-train in the work their
positions affect. I am often reminded of the "one team" concept and that I am to be accommodative of other positions, and I bend over backwards
to help office personnel or to accommodate utopian standards put in place by CO - but it is rare when office personnel considers how their decisions
affect the people in the field or for CO to consider the impacts on the people doing the day-to-day work."
Communication and transparency are very important.
MoDOT is an inept organization that does not communicate or do anything else well. *** Thank God I am near retirement.
While I think major strides have been made in the acceptance of racial and gender diversity, I feel religious and sexual orientation discrimination is
still a problem. I would say religious differences and sexual orientation is begrudgingly tolerated by most because they are told to because of policy,
but it is not a firmly held belief/value of many individuals.
MoDOT 2014 Employee Survey: ***Comments

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I feel like sometimes we focus too much on topics such as diversity. You don't have to beat it into us every chance you get. Being an individual of
one of those categories" it gets old because I don't want to be looked at in that way. Diversity means more than race or gender. It is about
experience and background. Though we don't focus on that. I also feel that at times we are so scared of being sued that we try to bend over
backward to try and push things aside instead of just letting it go. Let the chips fall where they may. As long as you have a clear conscious what is
there to be scared about. Overall I am happy where I am. Yes sometimes everything seems overwhelming but there is a general understanding that
we will do what we can. That relieves some of the pressure."
***
Emphasis on leadership with MODOT values and diversity. Healing of reorganization woes to make being 1 team easier for new people to feel a part
of.
Diversity at all levels. I will like to see that at management levels or mid levels. Supervisory at least is more existence now.
Train and prepare African American employees for leadership positions.
Stop discrimination of white males. If you don't why do you have to ask about race?
Discrimination is an issue. Minorities get entirely too much special treatment. All they have to do is play the race card to the right person and they
get taken off hard jobs and put in easy jobs. Need harsher punishment for laziness.
To enforce those folks that abuse the system with attendance issues, attitude, poor performance and allow disciplinary action be given to correct
these issues.
***I can see the moral building up slowly, and that is a good thing. A pay raise could also help build our confidence in our jobs.
*** should not be plowing snow.
*** We are losing too many good employees. The new people that start are here for only a little while and then they are looking for another job
because of snow plowing. ***cannot afford this financially or from a quality of work standpoint. If it cannot go away at least allow us to work day
shifts only to better serve our customers.
One team? What a joke- giving up our retirement as it is just before MoDOT gets the new tax approved? How can anyone in maintenance feel
secure? Talk is cheap when it comes to supply. We have things in our inventory that are not safe and were hidden from MoDOT at inventory. There
is no handbook or place on the web to look up policy rules. We are just kept in the dark. Everything is word of mouth.
No accountability for useless employees. People don't work and crew leaders and supervisors just show up to collect a check and don't enforce work
on people. *** We need to ease up on the one team thing because lazy people know it will get done by somebody else. Fire useless people and
promote the good workers.
While there is enough people and adequate materials available to my work group to complete our jobs, our efficiency is greatly reduced/limited by
our ability to connect to the network and the internet due to a poor internet connection. My work group is also severely hampered by the
ineffectiveness of the COGNOS viewer, which requires excess coaxing and a significant amount of time to view one PDF document. My work group's
problems with COGNOS may be a result of our pour internet connection, but either way it makes estimate days longer, and more tedious, than
should be necessary.
Getting new technology that will increase and enhance productivity is extremely tough. No issues at the District level but a log jam in Jeff city. For 2
years we have been waiting on Division to figure out" what we need and we still are waiting. In the mean time, the industry is pulling away from us
technologically. So disappointing and frustrating. ***So much more information that could be provided on these types of issues."

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Lots of money is wasted doing something for temporary instead of fixing it right the first time. Trucks are all worn out. Need 4x4 in rural areas. We
are underpaid for what we do.
I truly believe we are headed in the right direction; I just think when it comes to having equipment to do your work it is very hard to get. Some
buildings have trucks on their lots not being moved and others have no truck to get around in.
(1)MoDOT needs to find way to eliminate employees that spend too much time talk about how to get out of work, then just get the work done. (2)
MoDOT needs to implement chain of command to solve issues within department, before employee go to the HR or district office. (3) District office
or HR needs to enforce and implement the chain of command. (4) MoDOT needs to pay their employees more for working on roads and traffic
control on busy roads.
I think my District is on the correct path to making things better. However it seems like central office management drastically slows down or even
stops progress by stepping in. I understand we need central office however *** shouldn't we let the districts make the decisions for the district and
let central office step in when truly needed? Why should the districts have to struggle to do things with so many district supervisors making the
decisions?
***
The age-old human failings of vindictiveness, credit hoarding and kingdom building are very much alive here. Despite all the protestations to the
contrary and statements of objectivity, the level of the manager does not make it any less likely. This department is in vapor lock when it comes to
holding people accountable. In some cases we hire poorly in the name of diversity, then perpetuate the problem with gutless decisions and
empowerment of excuses driven by fallout from the very same poor decisions in the past...and the cycle continues. This is a great agency, but we
could be so much better if the true priority was loyalty to public service and not loyalty to buddies. When the latter leads the former, cronyism rules.
It rules here.
Follow policies in place instead of making stuff up as you go. Use the expertise of those that know instead of just because I am the boss.
MoDOT has always been such a great place to work. ***I think Central Office does an overall good job, but could maybe learn more about district
processes and implementation of projects. CO staff sometimes focuses heavily on the small/wrong issues. *** Our succession planning is setting us
up for the failure because employees are now hired based on being happy! and super excited! vs. on experience and ability to learn. Positive
employees are very important, but there is a middle ground between behavioral and experience. It's a balance. ***
My experience at MoDOT has had its ups and downs. In spite of the disappointing moments I am positive regarding the department, what it is doing
and my work here. *** If I cannot get ahead by being positive I will never try to get ahead by being negative. *** I am an information junkie, trying
to constantly improve by constantly learning. Every layer of separation from those at the top is a loss of learning. Please do whatever you can to
lessen that loss. I know this is important to you and commend you for your efforts. I am positive because I try to live MoDOT's Values: Being Safe,
Accountable, Respectful, Inclusive, Bold, Better and part of One Team. In addition I am good at whatever I decide to do. This is a valuable gift that I
have been given and I thank you for the chance to use that gift.
One of the things that get in the way of doing my job are too many departments are trying to make decisions. Only one person needs to be in charge
and the other departments need to respect that leader and his/her decisions.
The MoDOT EAC acts as a good way for employees to address concerns, but it rarely seems like issues are resolved. It often seems like it only serves
as a medium for management to tell you how you are wrong. New employees do not receive much direction on learning and advancement
processes. The current state is one of learn on your own as it comes up and not one of teaching younger employees the proper way to complete
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MoDOT is a very good place to work, they spend time and money to educate and train employees which is very important. I commend the leadership
for that. My only advice is look into the remunerations. MoDOT cannot just be training Engineers and keep losing them again to private consulting
firms. Ask the question, what is it that we are lacking? I am planning on spending the rest of my career life with MoDOT, making it a better place for
the future generation. So Mr. Director, look into why we have a pattern of losing Engineers. Thank you for your leadership, Sir. God bless team
MoDOT.
The supervisor I was referring to was my immediate supervisor. Not the one in charge of the department that I'm in.
The immediate work group that I am assigned to has great teamwork and spirit. ***
Hire leaders we can trust and respect. ***
*** I hope that MoDOT will begin to hire from within and waive the engineering degree from those who've proven their ability.
The questions do not adequately capture the feeling I have of MoDOT. Most people, myself included, are happy with their work but can't get past
their mistrust of 'Management'. i.e.: anyone above them. ***
When answering questions about my supervisor I was referring to my direct supervisor, not my department manager.
***Let's talk about salaries and raises. Before you blame the legislative folks or our Commission, what effort has upper management put forth to
really do anything? Serious effort, not just asking once or twice and accepting that answer. Be bold and creative, you have what it takes to be a
leader. Employees all know that upper management folks got a raise a few years ago that none of the rest of us got. There's always going to be an
easy good excuse not to give a raise, find a way!"
There has been some good changes in MoDOT, one getting rid of the good ole boy network this has done more damage to MoDOT than good.
Putting people were they can use their people skills this allow people or individual who now how to communicate teach their crews to be the best
they can to the public and those they work with. Supervisor need to trust the people who do the work and praise them when a good job has been
perform. There's much to say but little time, keep up the progress!
I would like to see more teamwork and positive disposition from ***all employees, including leadership. Smiles and interaction with team members
work!
Often takes too long to make decisions. Worry too much about risk and lawsuits. Need to be able to separate employees more easily.
Some supervision is allowed to treat people inappropriately and be degrading while being backed without question. You have to give respect to get it
and being rude and condescending does not line up with our values and surely doesn't help get to our tangible results. People are not being used to
their strengths and or job titles as well as job assignments are set up without reason and in turn is making members of a small crew suffer and over
exert their selves to complete a job due to lack of personnel or planning/understanding of what the demands of the job tasks are. I could continue
but I won't, but I will say I will not turn down a better place/environment to work in.
***
MoDOT does an excellent job with its resources. MoDOT tends to create policies which are really goals - but become promises or standards which
MoDOT cannot fulfill. This is particularly true with respect to making non-major highways safe and with respect to time limits to repair/maintain
highways. Employee dissatisfaction can come from not being able to meet such unresourced goals/policies/promises.
***
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*** The management needs to step up and take charge. Please be consistent about promotion.

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*** struggles to provide direction; make decisions and communicate. MoDOT needs to stop blaming state budgets for not addressing salary
inequities and cost of living adjustments.
Supervisor should show respect for their employees. *** We supervisors need to treat all of our employees with respect. Our employees are good
people for the most part and try very hard to do what is right. In return many times they get treated like children. *** I was just a supervisor trying
to help my employees. I wasn't even given the time to ask my question. We have many good supervisors that need to be respected***
From a supervisor crew leader to a maintenance worker; their knowledge and skills from management to operating equipment are greatly underpaid
compared to the construction industry. I see a lot of employees living below poverty level. The state of MO should be proud of this. Employees with
families will qualify for WIC and some for food stamps to help with paying bills.
It's hard to care when your supervisor says he doesn't care. You have *** that don't have a clue as to what their groups do.
*** We are losing good employees because of non-competitive wages.
***I was extremely happy with my job till these recent issues come about and now I question whether I still want to make this a long term career. I
hate taking ownership in a job that I don't feel takes pride in their employees.
*** Looking for a company that actually values and cares about their employees. To MoDOT you're a body in a slot.
MoDOT NEEDS TO AWARD PROMOTIONS ON MERIT NOT POLITICS
*** It's still who you know.
I have worked for MoDOT for ***years. I had career goals as many people do. *** I was hoping for some way to advance or increase my salary (a
raise maybe????) to improve my retirement but that does not look too promising. ***
Work history and experience should be considered for promotions. There used to be district waivers for degree requirements. *** has taken a "hard"
stance of "No degree = not qualified" Even MO. State Universities and private industry will substitute 4-8yr experience for a Bachelor of Science
degree! There should be a MoDOT wide policy. This would prohibit differences between districts.
1) Hiring people from the outside and not promoting from with-in. 2) Some people are getting paid a higher amount than others in same pay grade.
3) Piling work on lower pay grades while hiring more people at higher pay grades.
***
***
I think that overall MoDOT does a good job. I'm not satisfied with the promotion process. It seems like that your supervisors input doesn't mean
anything during this process. With this new way of doing the interviews and competitive job process is not a fair process without the supervisors
input. When you go into the interview with a superintendent or supervisor that doesn't know you or your work ethic, it then becomes all about the
interview. What if an individual doesn't interview well or has an anxiety about sitting in an interview, is that a fair comparison. I just think that your
past work experience and supervisors referral should be a major part of the hiring process.

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I have a real problem with the lack of merit based promotions at MoDOT. Initially, you are hired in at a level based on your graduating GPA if you are
a graduate or simply based on past experience and you move up your career ladder according to that initial placement. Once you reach the top of
your career ladder there is not a way for you to improve your financial situation any further. MoDOT pays FAR below market standards for their
professional staff and while I enjoy my job, I feel that the only way I will be able to earn more money is to look outside the agency. Besides that,
once a person reaches the top of their career ladder there is no incentive for them to work hard and I have seen it over and over again where certain
people only do the bare minimum to get to the top of their ladder and then they do nothing. Meanwhile there are others who work their tails off
continually and get no recognition for it. I realize there is a financial shortfall at MoDOT but I also feel a lot more could be done to take care of their
employees.
*** MoDOT has discriminated against degrees other than Engineering, even if it is in the field you work in.
***
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The new policy for obtaining educational assistance is counter-productive for graduate degrees. Many new engineers choose to pursue a graduate
degree to be eligible for the Professional Engineering exam a year earlier. With the new policy that educational assistance for graduate degrees
cannot be obtained until you have worked for MoDOT for 4 years, that incentive is removed and engineers either look for work elsewhere to get the
assistance, or as soon as they obtain their PE they look elsewhere. There is no advantage at MoDOT to having your PE, contrary to the stated goals of
the organization. Changing the years until an employee is vested in the retirement system to 10 also has the same effect, as there is no incentive to
stay past 5 years when you get a PE license since it will be another 5 before you are eligible. Another concern I have is with the weapons policy of
MoDOT. The current policy prevents employees and visitors from carrying lawfully possessed concealed firearms for self-defense, but does nothing
to prevent someone intent on committing a crime from illegally entering MoDOT property with a weapon. This is especially glaring for personnel
who work alone in the field, often in areas that are not secure, but who are prevented from possessing a means of self-defense. This policy also
violates the Revised Statutes of Missouri. The HR Policy manual states 1. The department prohibits any person from carrying a firearm or weapon of
any kind that is readily capable of lethal use into a department-owned or occupied building as provided in Section 571.030.1(8) of the Revised
Statutes of Missouri (RSMo), whether or not the person has a permit to carry a concealed firearm." Section 571.030.1(8) states 571.030. 1. A person
commits the crime of unlawful use of weapons if he or she knowingly: (8) Carries a firearm or any other weapon readily capable of lethal use into any
church or place where people have assembled for worship, or into any election precinct on any election day, or into any building owned or occupied
by any agency of the federal government, state government, or political subdivision thereof. However, that section is superseded by RSMo
571.030.4.: Subdivisions (1), (8), and (10) of subsection 1 of this section shall not apply to any person who has a valid concealed carry permit issued
pursuant to sections 571.101 to 571.121, a valid concealed carry endorsement issued before August 28, 2013, or a valid permit or endorsement to
carry concealed firearms issued by another state or political subdivision of another state. Additionally, the entire field of firearms regulation is
preempted by the General Assembly in 21.750. 1. The general assembly hereby occupies and preempts the entire field of legislation touching in any
way firearms, components, ammunition and supplies to the complete exclusion of any order, ordinance or regulation by any political subdivision of
this state. Any existing or future orders, ordinances or regulations in this field are hereby and shall be null and void except as provided in subsection
3 of this section. Subsection 3 allows for regulations which are identical to 571.010 to 571.070 or which regulate the open carry of firearms. It is my
desire that MoDOT reconsider their firearms policy both to allow employees to provide for their own self-defense, as well as to come into
compliance with state law."
MoDOT could do a better job at promoting non grads who deserve it, than leave them wondering if there career is going anywhere it all.

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As you move up in positions it is not fair if someone has been there longer earns just as much or more money and you have more responsibilities and
a bigger work load
MoDOT needs to start promoting people. If you are doing a good job and exceeding expectations, why not reward with a step raise or pay grade
promotion.
more in house promotion and better pay
Need to find a good formula for career ladder promotions. Not all sheds do the same kind of work so needs to promote are different.
My main concern with MoDOT is their push to move employees around from one area to another - example: construction to design or design to
traffic. I understand that working in multiple areas builds knowledge and a better understanding of MoDOT as a whole. However when an individual
loves the area they are in and has a position then it hurts MoDOT to move them around and lose a great worker in their particular department. I
love what I do and feel like in order to move up I will have to move to other departments first.
Promotions are not based on merit but on if you are liked by the right person. Knowledge of the job has nothing to do with filling that position.
People that get many jobs have no idea of how to perform their task. They just interviewed well. Skill sets mean nothing. So why have minimum
requirements?
***The way promotions are it sucks. Mowing is a joke.
*** They should be allowing the substitution of experience for education. It is in the policy that this is allowed. We are working at that level;
training the new engineers; but we are being told we aren't qualified. That is total crap!!
Don't ask people what race they are. It makes it too easy to target the results since we have so few minorities.
So many things I would like to share but my confidence that the information will be handled discretely and appropriately is very low. Trust is an
issue.
***I deal with the assistant supervisor more than the supervisor.
Cutting brush below head at ground level with screen on hardhat is hard to see clearly. It seems more dangerous. Also, safety glasses fog up in snow
or cold when wearing face protection. Exiting a truck could be fatal!
Just a quick comment on a few of the questions: 2) The people at my shed do not begin to cooperate together. Each is doing things their way, no
matter what anyone else tells them. 3) I am encouraged by ***to come up with different ideas but that just leads to confusion and frustration.
Instead of getting instructions on how to do something, you get however is best for you." no two sheds do things the same way so when I have to go
somewhere else to help, I am lost and feel inadequate and frustrated and not very safe at all. I whole heartedly believe there should be written
Standard Operating Procedures for every task and they should be taught during orientation and referred to whenever there is a question, with
consequences for not abiding. *** A field committee could be established to compile an official SOP, with written reviews every 6 months or so for
revisions. Structure is good for employees and insures safety. 4) ***Chain saws don't work or if they do we don't have chains for them. Same with
weed eaters. We were told MoDOT wouldn't but poker tips to pick trash because they cost too much and we could just pick up the trash by hand.
That's a little tough on the back after just a couple of hours of bending over, much less 8-10 hours a day, day after day after day. It is also terrible on
moral. 15) I will never be fired from MoDOT, regardless of my performance, unless I seriously wound or kill someone. 18) It would make the slightest
difference if I was at work today or not. ***25) See (4) above. In addition, the employees blatantly abuse the time clock. Many, many, many of the
OT hours each week are recklessly abused. *** I highly suggest a time keeping system that cannot be altered to the employees wishes. 26) See (3)
above. I think employee suggestions are highly important, but need to be handled with leadership, one central place taking submitted ideas and
deciding whether they are safe and expense worthy to put into SOP's. 28) Policy says that safety is first but in reality, with everyone doing their own

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thing out on the road, safety is just an afterthought. 30) *** One last comment - Nearly everywhere in the state is illegal to smoke ***Why do those
of us that do not smoke have to endure long, suffocating days stuck inside a truck with a smoker? MoDOT need to adopt a No Smoking policy not
only inside the buildings but inside the trucks also. Make them take their 15 minute breaks to kill themselves; we don't get extra breaks during the
day just because we DON'T smoke. This is policy at all other government facilities across the nation. My life is in these guys hands when I am on the
road working, why should they kill me with second hand smoke when I'm supposed to be in the safety of the truck? This alone is enough to seek
employment elsewhere. I apologize for the long comment section but I feel that MoDOT needs to leave behind the Good Ole Boy's Club thinking and
pull itself into the 21st century. Our reputation is not very good anyway (How many MoDOT workers does it take to dig a hole? 5, 1 to dig and 4 to
supervise.) and one way to start to fix that is to have better leadership at the field level with stronger discipline. Do it the MoDOT way or go do it
somewhere else. That sounds harsh but "Structure is good for the employees and insures safety.""
There are not enough equipment technicians to properly and safely maintain the MoDOT fleet.
Did not appreciate being called 4:00 in the afternoon and expected to come in and work an 11.3 hour night shift for snow removal this past winter.
We used to be called 8 hours before the shift. Is that safety conscious?
*** As an employee who takes great pride in his work, it's obvious that the department has both extremes of employees. On the one hand are
employees who work hard and are productive, despite a lack of financial incentives. On the other hand are employees who are satisfied to treat
work as social hour. These employees are not punished and hurt the morale of good employees. MoDOT needs to incentivize results and fire those
who cannot produce. Instead of the same salary bump being applied to all employees, give it only to those who deserve it.
I feel we are falling behind the industry in regards to our salaries. It is very difficult to hire good qualified employees when they can get a job across
the road and make ten to fifteen dollars more an hour with comparable benefits. Recently we have had to offer new hires higher salaries than we
normally would to get them to accept the job. We are bringing in new employees with little experience at a pay rate at or close to the rate of our
seasoned veterans. This can create a serious employee moral issue. We also need to need to look at our current employees' salaries. ***On years
when we have a hard winter with many hours of overtime worked this can allow the opportunity for more employees to make a higher salary than
the supervisor. In summary we need to catch up with the current industry to help retain our valuable seasoned veterans and keep MoDOT a viable
candidate in today's job market. Overall MoDOT is a great place to work. We have a very dedicated hard working staff that will do whatever it takes
to get the job done for the citizens of Missouri. Thank you for your consideration.
MoDOT is lacking accountability on all levels. The current salary for those out in the field (aka boots on the ground) is at a poverty level. We are at
the bottom of the scale for state employees across the nation. The employee evaluation system (MAPS) is a joke there is little to no value in them.
The resources and efficiency of this place are a joke a mom and pop construction company has better sense than this organization. The way MoDOT
waste tax payers money is ridiculous. None of the employees are held to standards or required to do much of anything. As long as you show up it
late or not but as long as you make a showing youre good to go. And would say that is all 90% of their employees do is show up. Not sure of what
more to say other than if it was not for the benefits which are starting to disappear I would not be working at MoDOT.
We need raises.
*** Everyone is doing more with less so the pay should reflect that. It is time we properly recognize our folks with salary increase. We all
understand that the total compensation package spiel, so please have HR stop pulling that out every time someone asks for money. *** These folks
stay with us the longest and ultimately become the resource and mentor for our new college graduates and other young inspectors.

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1. MoDOT pay is not even close to being competitive. Just look at the employees leaving for other employment. 2. MoDOT does not promote on the
basis of merit. It depends on race, gender and of course the good ole boy system. 3. MoDOT totally ignores its own policies whenever it benefits
them. Especially concerning promotion. Just examine the latest ***interviews. I do not recommend MoDOT to anyone especially if they have a
degree. The ONLY good thing about MoDOT if the amount of leave time you can accumulate.
Although I am satisfied with my job at MoDOT, there are many people that are looking for other positions elsewhere. We are losing lots of good
employees because we cannot pay what private sector is paying. And making matters worse is that we are paying incoming graduates higher than
some of our seasoned employees which lowers morale.
Salaries need to become a priority for MoDOT. MoDOT has become a revolving door especially with the young engineers who only take the job here
when they can't get another one and leave as soon as they get a better offer. We have to find a way to retain our good employees instead of
allowing them to be taken away by counties, cities, and consultants who can and do pay more. Give salary adjustments or something. It is getting to
the point that we are working for less money today than we did five years ago and that is shameful. Putting a salary increase on hold for the 1% sales
tax is silly as well. MoDOT always seems to find a reason to put their employees second. There is going to come a time when there aren't enough
good people working at MoDOT to keep the place running! Come on, get a clue! A clue is good!
It would make a big difference if there was a way to move up the steps in the salary grid. I'm not even sure why we have a grid with steps, if you're
stuck on the bottom you're never moving up.
The survey is a great way to find out what employees are thinking, however there wasnt... sorry only one question regarding salary and merit. I think
that salary increase should be discussed more in detail for everyone not just a select few. These men and woman of MoDOT work extremely hard to
achieve the goals set forth by upper management. And I'm just saying' it would be really nice to see salary increases.
MoDOT needs to be more competitive on wages by location. Urban areas are losing highly qualified and good workers to other companies that pay
better. I enjoy working at MoDOT and making a difference, but l feel that I make sacrifices for my family because of the low wages. But my choice is
to work for MoDOT because as a team we make a huge difference.
More pay.
I am worried about staying here for a long time. I feel like I can't move up to a management position unless someone else leaves. Also, my peers with
similar/the same credentials are already getting higher salaries and benefits than I am. I'm happy with the people here, but I'm worried I won't have
much to strive toward without raises or more higher positions.
Consistent Cost-of-Living Adjustments should be a standard practice not a rarity. A raise would be nice.
Raises....cost of living goes up we don't
Wages need to be more competitive.
MoDOT is a great place to work, but we're getting so far behind in pay we keep losing skilled employees. We do more with less, always coming up
with ways to save money. Reward us, senior leadership should make it one of their goals to get the employees more money.
Trying to find a way to compensate employees for their hard work and dedication. We have good employees here at MoDOT and to continue to
keep the employees MoDOT is going to have to find a way to stop taking (i.e.: insurance costs changes for years of service at retirement) from our
employees and giving to our employees in the form of raises.

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Need to address the low pay. We train people and they leave doing the same kind of work for 30% to 40% more in pay. When our salaries are so
low and our benefits not that much better or equal to others in same field there is no reason to stay here. Moral will not improve at MoDOT until
they address the salary issue. All the little trinkets you give away as safety awards etc. will not do any good. Another big problem is the policy that
non-engineering graduates can no longer get an engineering position. Experience used to mean something at MoDOT, now it doesnt Now we lose
the experienced people also. ***
A pay raise is the only true way to say you appreciate someone's value and competencies. Anything else is a slap in the face.
I believe that we need to find a way to give raises based on merit that are not tied to the whims of the legislators or the public. It is extremely hard to
keep the employees excited about their job when we cannot reward them with merit raises or even cost of living raises that keep up with the rest of
the economy.
You guys need to pay more money to us the little guys, if you care.
Salaries for engineers in the SG19 and SG20 are not competitive and inequities exist. It is real discouraging when the gap is nearly $1000 per month,
especially in the urban areas where there are other opportunities and the cost of living is higher. There are more and more inexperienced
employees at MoDOT and we are losing our expertise in all departments. It's getting harder and harder to find our experts. *** Projects are rushed
and often the team cannot make good decisions due to time and inadequate resources. Work units are growing as teams, but working more in silos.
There are too many priorities and individuals struggle understanding the conflicting priorities by different leaders. MoDOT is a great place to work. I
can't wait to overcome the financial situation.
MoDOT needs to be more competitive on their pay scale. It is very difficult and time consuming to deal with problem employees. We continue
giving employees four five or six chances to improve
more money
MoDOT needs to bring back step raises and give raises to individuals that are doing a great job in their position (even if they do not have a civil
engineering degree). The feel good feeling is not enough to keep valuable employees to stay with the department.
Too many quality employees are leaving MoDOT due to no/very little pay increases. MoDOT needs to reconsider giving yearly merit/step raises.
incentive pay
We need to hold contractors accountable for their actions towards the jobs they provide for MoDOT. Products they deliver to jobs don't pass
inspections. You need to give raises and find better insurance so people raising families can afford to live. This out of pocket expense is eating me
alive.
Step increases. Shed leaders need to meet higher skill levels by being able to perform all aspects of maintenance work. $14-$15/hour is almost
poverty wages. A loaf of bread costs the same for all.
This is a perfect example how MoDOT wastes money. Very few are satisfied with MoDOT. What does it matter what we think? MoDOT doesn't care
about its employees. We've been through a lot and didn't get any reward for it. I make less now than I did five years ago. I like my job just not the
way it's run. We need a raise. *** I've never worked anywhere and not get paid to work over my normal shift. Give us a raise!
MoDOT is top notch! Great place to work - money could be better. Happy to be there.
Jobs are filled unfairly. MoDOT used to be like family but now its everyone for themselves. Why do we have 20 steps in every pay grade with wage
freezes for the last 17 years - you can never go up in the steps. ***

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Pay people for what they deserve and promote people based on productivity and job knowledge; not for years of service. Give maintenance the
equipment they need to do the job right the first time. Hire the best person for the job when it comes to new hires; not because of their gender or
race. We wouldn't need to be so safety oriented if we stopped hiring stupid people.
Our salaries are very low.
Lower grade employees need real raises. We feel we are going backwards when compared to inflation. Promotions seem to still be handed out to
friends and not the most qualified individuals who do things by MoDOT's rules. Safety does not seem to be a concern with upper management.
They want the job done whether you have the means to do it or not.
I have not received a significant pay raise in years. My income no longer keeps up with inflation. It seems that every change that MoDOT makes to
benefits; health care; retirement; negatively affect me.
I would like to see employee pay raises on a more frequent basis.
Consider salary increases for jobs and areas where there is more competition and cost of living is higher.
I am very satisfied at MoDOT. The area that I am most unhappy with is the wages. How any organization can justify a wage freeze year after year is
one that looks for the easy way out in my opinion. Now with the change to health care and retirement is a bigger sign of poor planning.
I think MoDOT is a good place to work. The pay could be much better.
Pay for what we do is very low. Promotions are based on diversity more than qualification. *** Female with no Class A or traffic training promoted
for the same reason. Others who are qualified wait 5-6 years.
Wages need to be more competitive!! Especially since you can pay bonuses to outside contractors for getting jobs done quickly. i.e. road
smoothness - which they should be doing anyway!!
*** Salaries are way behind that of consultants and cities. This is causing a lot of good employees to leave us. Morale is very low. ***
MoDOT used to be a good place to work. I would no longer consider it so and would not recommend anyone work here. There is no way MoDOT is
going to be able to retain good long term employees with the terrible salaries we are getting paid. If I had more than 4 years to go I would already
be gone. As it is I am actively setting up employment for when I retire! Something has to change.
Give step raises. Match deferred comp. Salary increases. Any time we get a raise our insurance goes up. MoDOT needs to do something for
employees to boost morale.
Salaries are becoming more and more of an issue as the economy improves. We need to have a good compensation plan in place to better compete
as the economy improves further or a new funding source is identified.
MoDOT needs to look at our competitive salaries. MoDOT should go back to help with a percent of the retirement. There are people at MoDOT that
are here for a check and don't work.
For what we do the pay sucks. Maintenance people do not get the pay they deserve. 28-32 k per year. The way things are these days I for one find
it hard to pay all the bills. Like doctor or dentist and extra expense that has to be paid on what little money we make. It's hard for your MoDOT
employees to uphold values and tangible results. Where's the incentive?
I think that the salaries could be raised to compete with other state DOTs. That would make a lot more people stay at MoDOT.
Salaries need to be more competitive with other like positions in public sector. Salaries in urban districts need to be adjusted higher. ***
Pay raises annually.
You already know this but do nothing - you have to raise salaries! No more excuses!

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What does it matter what race I am for this survey? MoDOT ought to treat everyone equally. If MoDOT wants loyalty; give us pay raises. MoDOT is
far below average nationwide when compared to other DOTs. Recognize employees for their hard work and promote from within. Stop punishing
employees for bad financial decisions made by our financial dept.
The pay scale is very low for the jobs done. Sometimes materials and tools are not good quality.
1) Training on equipment needs to improve by allowing more time for it. 2) Wages are not competitive compared with contractors and other states.
MO was ranked almost last compared to other states last I saw. 3) Revenue needs to increase. May have to implement toll roads besides increased
taxes. 4) 12 hour shifts for snow removal are too long. Employees become very stressed and irritable when working long hours for many days. Three
8 hour shifts would improve safety and workers moral. 5) Some trucks and equipment are very old and need to be replaced. BUT THESE PROBLEMS
GO ON AND ON YEAR AFTER YEAR AND ARE NEVER ADDRESSED. I DON'T SEE THINGS CHANGING.
This is the greatest organization that I have ever worked for. I appreciate all the training skills; knowledge; safety that MoDOT gives. As a
maintenance worker we ensure the public's safety but our salaries are way under budget. We appreciate the pat on the back.
*** Sometimes can be stressful. A pay increase would boost the spirits of the employees.
Doing more with less is a crock. There are low paying clerks that keep getting more work piled on them. Over work and low pay - not good for
anyone. Less is not helping out.
Accountability should occur at all levels. All employees should be required to follow MoDOT policies or face reprimand; including termination.
Mentoring needs to be more show and tell - hands on - instead of verbal. Rarely see the building supervisor.
Litter a major problem.
Need to do more random drug testing.
None
none
None
None at this time.

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Comments
***Still have some employees that do not have enough work to keep them busy. Also, still have some employees that like to stir up trouble for
others. Supervisors need to get information from everyone involved and not just one or two employees. Supervisors also need to get all information
before they make comments about other employees. Need to stop having employees work outside of their pay grades.
***People should be able to get a cost of living raise. Best I can remember we haven't had that for 5+ years. Our household things go up just like our
work materials! Also no one says enough about people being on call 24/7.
*** Promotions are based on who management likes not ability and work accomplishments. Cross someone once and you are marked for life.
*** lets have fewer meetings; less training; lets pull up our boots and get back to the basics of fixing our roads and make this a place where we are
proud to work.
I understand the importance of working as one team, but it seems that when you plan well, are efficient with your spending, and take care of your
equipment and materials, the districts that do good at this end up getting the short end of the stick compared to the districts that don't (if we do well,
we end up being the one to give up stuff to make up the shortfalls for the districts that didn't do a good job of managing their resources to start with).
*** MoDOT does not seem to care about the morale of its employees that in its self cost tax payers a fortune in turnover and production.
employees have went too long without raises and when they have received raises it is so small they don't even keep up with the cost of living and the
raises they have missed impacts them tremendously in the long run. MoDOT used to be considered a good paying job and now a lot of common jobs
starting pay are equal or higher than moots salary of an employee that has worked for MoDOT for 10+ years. MoDOT needs to work real hard on
taking care of buddy system hiring and promoting in the field positions. MoDOT has a lot of their employees that have been promoted up by
supervisors that they are really good friends with inside and outside of work and seem to have blinders on of noticing any of the capabilities and
talents of the other employees that are not there good friend that they associate with outside of work.
Why do we have 24/7 day service during winter ops? Usually have 4 people working in office. Quit giving run around answers - be honest! Why are
we sending so many engineers to conferences when we are on a tight budget? Total waste.
I see a lot of wasted money every day.
MoDOT's #1 concern is HPW construction; not maintaining what we've got. You have a strong hold on maintenance budget so you can build more
NYW construction. When hiring a college grad with 2 years experience is more important than someone with over ***years experience in that same
field.
I still think there is money wasted at the district level that could be saved for better uses. Sometimes we don't think before we jump and try to get by
with what we have. Do we need to be hiring more engineers; design people and construction inspectors right now when we may not be doing much
of that work? Couldn't we use the FTE's in other shorter staffed jobs?
I think MoDOT should consider using toll roads. I think they should try and cut back on roadway signs.
We need more money for minor routes. I'm tired of all the major areas getting all the resources. Rural areas need money for repairs - they are
taxpayers too.
People in the offices are the problem. No money management skills. Conserve money; not spend it on conference rooms that are not needed.
Combine office jobs and cut back on offices is needed.

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Holding employees accountable for their actions needs to be better implemented. Why so much wasted money? For example, hauling sand (free
sand) that is located 2 hrs away, that's a 4hr round trip with 5 trucks, is much more expensive than buying the sand that's located 15 min from the
shed. Concentrate more on workers that are capable of doing the job and not so much on diversity. Diversity is great in the workplace as long as they
are doing their job and not using their diversity as an excuse to be lazy.
I don't know how to answer the race, religion or sexual orientation questions because ***MoDOT's effort to accommodate diversity they have went
completely overboard and made this a black/white issue and have basically now are discriminating against Whites, Males, people who celebrate
Christmas.
Sexual orientation has no place at work. It should not be a factor for anything. It should not be discussed. Morale is at an all time low. Employees
need better pay.
***
I think that poor morale is still a big issue for MoDOT. If you are a self-motivated person with a strong work ethic, then your job feels like you are
doing something important and MoDOT definitely gets their money's worth out of you. Encouragement and reward for doing a great job are lacking.
Raises for actual work performance would be very helpful. A sincere thank you (not a blanket thank you) for what a person actually does can go a
long way as well. MoDOT does well with diversity, religious beliefs, sexual orientation, etc., but lacks supporting equity from job to job and what we
expect from each and every employee. We're all familiar with "doing more with less" and that "we're all one team" but some do a whole lot more
than others and get paid the same and sometimes even less. It's hard to understand when a promotion is received by an employee that has gotten
by with doing the bare minimum. Why should that behavior be rewarded? This is terrible for morale. This is why MAPS seems to be pointless to
most employees. Co-workers see it; I would think supervisors would have to as well."
I thought when I started with MoDOT it would be a secure job. With the way things are going today, I'm not so sure anymore. I wish there was a way
to bring back job security at MoDOT. I think this would help moral and make a better work environment.
I have never seen moral so low at MoDOT.
Do unto others as you would have others do unto you! We are always being told that there is 100+ people waiting for our jobs so that doesn't make
you feel like a valued employee.
***
Employee recognition is probably at an all time low in the department. Maintenance workers spend nights and weekends away from their families
and we are told to be on call and ready to work at all times. However when someone brings up anything about a step raise or a promotion we are
told they have over a hundred applications on their desk which sounds like a threat to me. ***
#25 We will be spending a lot of money on incinerating deer. The incinerator is not even an efficient model. #31 Feel like a lesser employee because
I'm not an engineer. #33 Districts still do some important things differently. EOC activation and staffing during snow events. When some districts
borrow their neighbor's equipment and it needs repairs, they will send it back unfixed or charge the district that it belongs to for the repairs when it
was damaged/broke down in their possession. #39 It seems that some areas with specific skill sets are still behind.
Needs to be more emphasis on taking care of the system, less on meetings, filling office jobs that are no longer needed, and remodeling offices, etc.
We no longer have the equipment or materials to do our jobs.

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For MODOT to become a better work place for the employees they must learn to be fair and consistent. There are too many times that policies and
procedures are interpreted differently from work groups, sub areas, districts. This includes work hours (normal work week, flex time,
overtime/emergency call ins) and how each district interprets it. MODOT needs to explain why some districts didn't phase out some work groups like
other districts did. MODOT needs to explain why some work units have to work long odd hours and some work units in the same field don't have too,
doing the same work process. ***We have went from getting overtime for anything over 8 hours to anything over forty hours and you had to max
out comp time first before pay to now flexing anything in a forty hour week unless it is deemed emergency. We lost the cost share for the deferred
comp. We hardly ever get a cost of living increase to compensate for the amount of inflation that eats away at our income. We never have increases
within our salary grids. We have had to transition into different areas and re interview for the jobs that we already had. All the above items are why
employees have low morale and have no trust within MODOT.
I'm not sure all the effort being done to come up with the list of projects for the possible one-cent sales tax issue was needed, especially on top of all
the effort that was placed on the Long Range Transportation Plan (On the Move). Central Office seems to throw out lots of directives to do things,
with short timeframes, without thinking everything through. When asked questions, they say, we still need to look into that". In the meantime, you
can't do what you were asked to do."
*** MoDOT needs to dig deeper and keep informed at facilities as to how the supervisors are doing. The attitudes at this facility reflect on the
supervisor.
***All Senior Leaders need to model One Team instead of focusing on being first or best while sacrificing the good of the entire team. MoDOT needs
to focus on Living the Values as much or more than focusing on Tangible Results. ***
Many of the questions could have been viewed differently based on whether talking about my immediate work location or within our district. Some
were too vague to answer thoroughly or needed more options. ***My immediate supervisor does a great job of supporting and developing. *** I am
saddened by some of the things that happen within our ranks that cannot be fixed because people that brag themselves up make points with
management that outweigh job dedication. MoDOT could be a great place to work if the same rules applied to all. Do not tell supervisors to develop
and coach employees and then punish them for trying to do their job when it involves someone who brown-noses.
Response to question 26. MoDOT may seek employee suggestion but they do not want to hear them. We are tired of what I call blanket answers or
the act of dancing around difficult questions, just answer the question, if you are not sure of the answer just say so. If the hard hat policy keeps
coming up in meetings, maybe its time to look at the policy again, maybe a common sense policy. If it makes sense to wear it then do it.
I am very grateful for my job. I want to see everyone around me succeed as well as MoDOT. ***
I wish the organization would focus on their good employees and eliminate the managers and supervisors that are not producing on a regular basis.
With a little investigation Sr. Management would definitely know who to keep and who to cut. Not all the right people are in the right positions.
After cutting the dead weight pay good employees what they deserve.
***
We have been told that the budget for next several years to come is declining. Yet MoDOT hires an outside company to do this survey. At what
price? Our salaries are among the lowest in the country and we can't get material to maintain roads. *** It takes more than a degree and an office
to make sensible decisions. *** There are a lot of intelligent hard-working people out in the field. We may not have the education as others; but
common sense is extremely valuable.
Put the right people in the upper positions.
***MoDOT would be better off to outsource their hiring to get rid of the buddy system.
***

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The crew workers should be able to rate their crew leaders and supervisors. Not fair when you have to do the crew leader or supervisor's job and
only get paid as a senior crew worker. We need more experienced people hired not people who have no clue what to do!!
***
Seems like people at MoDOT make decisions that they don't know nothing about instead of asking people who do the work.
*** There are a lot of people looking for other employment or retiring early because of the way they are being treated.
Supervisor and upper management should be interviewed. Selected by unbiased and no relation to MoDOT at all.
My work unit receives raises based on merit, but I do not believe this is a constant at MoDOT. Actually there have not been raises" at MoDOT for 7
years. There are only promotions IF you are in a position that has not reached the end of the ladder. I have heard of promotions in which the
supervisors just hand it over after the minimum of 2 years is up and not particularly that the employee does enough to deserve it. A lot of employees
just do enough to get by, or enough to ride it out until they retire. Maybe this is because MoDOT gets what they pay for. MoDOT salaries are
nowhere near comparable with outside industry and the benefits of outside industry are becoming more and more equal to MoDOT, which is the one
thing that encouraged me to take a pay cut to switch careers and come to work for MoDOT. I feel "Safety is a Priority" is said but not backed 100%. I
hear more about customer service than Safety. The outlook on Safety is brought on in a way that is not positive for all employees to understand that
it is to their advantage. What advantage do they have wearing a hard hat when there is no overhead hazard; this is an example of something that
was pushed without the thought of how employees would not feel it helping them. We would have a great safety culture if it is what the employees
do, not what they have to do!"
***Hire more seasonal help for snow removal. Let people do the job they were hired for!
I feel there should be more opportunities for promotion. For example doing things that are not required; inmate crew supervising; trainer; herbicide
license; all the extras should come with some type of increased compensation. I also feel 2 years is too long to level up on the pay grade. One year
should be sufficient.
MoDOT needs to hold contractor accountable for the jobs they do. They need to give promotions to employees based on their map and work ethics
not just to make a supervisor look good or buddy system. Needs to rethink construction inspectors numbers and move that money into
maintenance.
When you do an anonymous survey it shouldnt matter what the sex race or gender is of the respondent. This just makes you feel like you are being
singled out for retaliation. This makes you want to answer what management wants to hear for fear of losing your job. Another reason for unsatisfied
employees.
Get rid of the hard hat policy. If someone is so incompetent that they don't know when they should put on a hard hat, or safety glasses, or gloves,
then they have no business being in a safety sensitive job, regardless of how top a performer they may be. I wear mine all the time but I see this rule
as a way for personnel and risk management division to play gotcha!" ***
12 hour snow removal shifts can be dangerous to employees and customers. I do not have any reasonable suggestions to this problem. Employees
are MoDOT's most valuable asset and it is important to them to know this. I like my job and the professional people I work with. Thank you for my
job.
The hard hats need to be re-considered. I hit my head more with it on than I ever did with it off. There is too much favoritism shown to certain
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I always feel at MoDOT that we take care of customers first. I do not agree with this. MoDOT needs to take care of their employees first and then
those employees can take care of the customers. Happy employees equal happy customers and great results. MoDOT has struggled to find more
money. I know we have been trying to find money but it seems like it is taking way to long. If we find a way to get more money we need to give it to
the employees so that we can be taken care of. The roads are mostly in good shape statewide according to MoDOT so we need to concentrate better
on the employees and then the roads.
I truly believe 90% of all issues could be solved by bringing back step raises. MoDOT needs to find a way to do this.
MoDOT needs to do a better job compensating the new hires so they will stay with the company. We recently lost one of our new hires because
wages weren't competitive. MoDOT does a poor job at matching up with other areas during snow removal. Some areas are allowed to use more
materials than others. ***
For the most part MoDOT is a great place to work. I also understand the issue with funding but to attract and maintain professional level positions,
we need to be able to compete with the market place. We have not been able to hire Safety Managers due to the low wages offered. We do have
good benefits, but for this level of positions, most employers have comparable packages.
We need to bring back the employee association to get our salary and benefit concerns addressed in the legislature. We need a suggestion box for
employees to use--not the EAEC.
Missouri & MoDOT needs to address resuming salary grade steps (COLA raises do not keep up with inflation).
MoDOT is losing a lot of valuable people due to low pay and cutting retiree insurance
I believe our benefits are good, however the continued rising cost for living is well exceeding our pay, something has to be done or we will lose good
employees
MoDOT is a good company to work for overall. They need to look at employee's wages and be more competitive with those. Sooner or later they
have to take care of their employees, regardless of what the public thinks. No cost of living raises for the past 10 years is ridiculous.
Why do you need to know my race? Why do you need to know if I am Hispanic? It seems like that is racial profiling by asking those questions. We are
the lowest paid state employees in the nation but nothing is ever said about that. Dont get me wrong I am glad to have a job. I work hard to keep my
job. We need to work better as a state agency than just as one district.
The salary of members working in the field should be higher but MoDOT does not manage their money wisely enough to do so.
There are too few raises at MoDOT and when one is received insurance costs go up as well. Retirement benefits are being cut as well. Buddy system
alive and well for promotions; not on how well a person does their job. Everyone is micro managed all the time. There is no flexibility left at the
buildings. ***
MoDOT should address increasing salaries of technicians. While they have done a good job with engineer salaries; the disparity between the two
groups is way too much. Particularly when work load is similar.
I like my job but I don't like the uncertainty. Wages definitely could be better. I stated I was looking for other employment - not because I want to it's
just I need to look out for my family. ***
Need at least cost of living raises. Merit raises would give incentives to work better. Make all lower level positions have promotion possibilities like
entry-intermediate-senior. If performance reviews are consistently high; why not give a merit raise? Especially if there is no other way to get
promoted.
Pay increase would be nice.

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We use a performance rating system - MAPS - and there is not an incentive for those who do their job well. It gets tiresome to know that getting a
raise is most likely not going to happen.
I feel MoDOT needs to do a major catch up in raises due to cost of living. This is a major morale problem.
More money! For people in the field - not office. Take care of employees and retirees better. Take care of the roads better. Listen to employees in
the field - not supervisors. Respect all employees!
The salary increases? I do not think a lot of workers give their best ability or their most production because there is not any moving up the pay scale.
I believe there should be better incentives to bring up the morale.
In all the time I have been at MoDOT this is the worst I have seen. *** I support MoDOT and will do whatever they need but this hurts me and my
family. Please just be fair in job promotion. Buddy system is still alive.
The level of pay is good and the benefits are the best I have ever had. The cost of living keeps going up. It would just be nice to keep up with the
rising prices of everything. Maintenance employees jobs are very dangerous. More pay would be greatly appreciated.
I would like to see MoDOT make more progress in raising pay over an employee's service time. During my career; there have been times where
increases were given but in the past several years we have fallen behind.
Bills keep going up at home and stores. We need a raise. Bringing people from the office into the maintenance sheds at the same pay as I am getting
with *** years in maintenance and MoDOT paying $100 to get them a CDL. That's not right. No wonder the state is broke. They lay people off but
still hiring inspectors. Why is that?
MoDOT and state workers in general do not receive competitive pay. *** They received much more lucrative offers from outside. We save money
for the roads but it is done on the back of employees. *** I have to have a second job to make ends meet. Friends of management get the
promotions and that is frustrating as well - not on merit.
MoDOT wages are not competing with other jobs in the area. We are losing good employees due to this.
As I do like my job it is sad that I need a part-time job just to afford to work for MoDOT. As cost of living goes up MoDOT's salaries do not. ***
MoDOT is your only concern. Easy to say when they don't need second jobs to survive. I know money is not the reason or only reason to work for
MoDOT - but would like to be able to pay my bills.
***
I believe that the salary makes for extreme turnover which causes MoDOT to spend excessively for training and orientation expenses and causes
more expense. If salaries where comparable to other maintenance positions we could save money and be better and safer within MoDOT.
While the work is enjoyable the lack of pay increases is discouraging. Benefits are still good but not as good as they used to be. It concerns me if
nothing changes what will be left when those of us midway through career get to retirement?
My biggest issue with my job is my pay. The cost of living continues to rise and our wages are not rising as much. Some career ladders need to be reevaluated to higher pay grades. This would also help the morale issue that 9 out of 10 employees have.
When making suggestions bosses blow it off and co-workers tell you it's dumb. Supervisors do not allow you to learn how to use equipment and
favor certain people. This happens with some crew leaders on occasions.
only a few in our building know our day to day work and ***fell like there should be more info seems like there are only 2 or 3 that know what were
doing day to day
Work load for everybody is too much!!! Everyone you talk to is highly stressed and constantly walking on pins and needles.
I would like to make a suggestion that overtime not be flexed from the field people unless you want to flex the time. We have families to support

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88 Please help us!!!
MoDOT needs to look at snow remove and winter operation a little closer and look at keeping roads and bridges a little bit better instead of
89 concentrating so much on brush cutting with the finances we have.
MoDOT cannot be one team when there is different working hours for different people. There is even a difference between districts. MoDOT's
90 commitment to smoother roads seems to be more in the urban areas than in the farm to market roads.
91 Have not worked here long enough to answer all.

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*** What organization in the world would operate in this way? Everyone knows that working for state government is not an answer to get rich, but
something has to be done about inequities and salaries. *** We just hired a chief engineer and have a new director. Does the chief engineer make
more than the director? Does the assistant chief make more than the chief? I do not think so, which they should not, so how is it fair for those in the
ranks to be paid less than their subordinates? *** So, now we live on with no raises, no inequity adjustments, and a limited chance or promotions.
MoDOT does have decent benefits and a good retirement, but this is being outpaced by private and other public sector jobs. The retirement is the best
benefit we have and I hope this stays the same as this is the only thing holding any good worker at MoDOT. *** They are continued to ask to do more
with no chance of any reward. At their pay level, it is easier to deal with more work or no chance of a raise. MoDOT does try to be flexible with home
life which is a good perk, and one that can offset some of the other issues. Our managers tell us to be bold and be innovative; well I think it is time for
our senior management to be bold with inequities or salaries. Maybe we cannot do both but we should adjust salaries, or have pay for performance
come back to help some of the top performers. Right now if you are a top performer you get the same as those who slide by or do very little. There
has to be a mechanism to reward people, and I do not mean with a ball cap or some cheap flashlight. Also all the questions about diversity and
ethnicity in this survey is confusing to me. What kind of diversity are you looking for? Just treat people fairly with respect no matter who they are and
all of these questions go away. If managers are not doing so then they need to be let go. Also, MoDOT does ask for opinions but when your opinions
do not align with managers you can be in a bad spot. Some tend to target these people or view them as negative. I think some of our managers need
to get thicker skin and realize that disagreements are going to happen. MoDOT is not a bad place to work, but it just seems we are spinning our wheels
and not improving or growing into a better organization. It is sad to talk with people and no matter what level they are at, what org they are in, what
district they are in, almost all of them know their retirement date. This even goes for managers at grades 19, 20, 21 and higher. It is sad when all
people can think about is when they can leave this place, especially those who are supposed to be leading us. Do they really care about the future of
MoDOT? I know the answer to some of this is if you do not like it find something else, which is true, but this kind of philosophy does not build loyalty
or produce good results over the long haul.
*** I would really like to see telecommuting encouraged more. Would like for all supervisors to be given firm direction that it is a direction that
MoDOT encourages. (Because not all of them are open to it.)"
Funding is a major issue at MoDOT and cuts need to be made now starting at the top. *** This survey is a waste of time; paper; postage and should be
stopped.
*** I am leaving MoDOT this year for retirement and damn glad of it. Good luck!
***
MoDOT wastes way too much money in wrong places. If they were a small business they would be broke by now. Wages never go up and if we do get
a small raise insurance goes up. Advancement goes to supervisor buddy; not the best candidate for the job. The cost of this survey is one example of
waste. They could come to building and find out information. If they don't spend some money on rural roads they will soon be gravel.
Instead of hiring seasonal take care of current employees like bringing all pay grade 8s up to new hires. Give more money to roads that need it instead
of trying to equal out district.
It would be nice to be paid for your overtime. Instead we have to flex it off. We don't make enough money the way it is and what little overtime we
get would help some people out. MoDOT wastes money on crazier things.

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I think before you get a vote to pass to get more money to repair and maintain roads; you will have to show people in black and white the price
increases on oil; patch materials and everything else it takes to repair and maintain our roads.
Each district is run so differently than another, with plowing snow, with over time, & with projects. Until MoDOT can work uniformly it will continue to
struggle. Plowing snow is one of MoDOT's biggest wasting of money. They call employees in hours before a storm has even arrived. I personally have
waited more than 8 hours for a storm to arrive. ***Well if the routes that I'm responsible for are clear I am still not able to go home because they MAY
need me elsewhere throughout the shift. Well that could be every storm. Nobody goes home early. Actually you will end up driving your cleared roads
for hours on end until wasting hours and fuel. Its ridiculous. MoDOT continues to claim we are running out of money. ***I also believe in safety always
in the work place. MoDOT has gone overboard with this. Now its to the point where I'm seeing more accidents because of safety precautions. There
will always be accidents where there is WORK being done. No work, No accidents is the only way to have 100% safety! Everyone that is my pay grade
and lower struggles with the rate of pay. I am tired of making the same rate for many many years now. And after the bolder move, a lot of positions
work load has doubled. But no extra pay for the over load. MAPS continues to rate us, but what is it for? Its certainly not to HELP the employee, it
gives nothing for a job well done, and its only there to hurt the employee if they screw up!
EAC - they want your opinions but the answer you get is negative - its a joke!! Nothing ever comes out positive in a survey. Just do them so
employees think they have a voice in what's going on. Need to open up salary brackets so employee will have some sort of incentive.
Thank you for the opportunity to provide input. I understand the desire for demographic data but it is unfortunate that due to a lack of diversity
(racial) I can be readily identified by the answers. We still have a long way to go but will get there.
I do not feel that diversity is truly being implemented at MoDOT. ***Also, there are currently no females as assistant district engineers statewide and
therefore no females poised to move into senior management at the district levels once district engineers retire or leave. *** All of these are the
reason that I feel diversity isn't taken seriously at MoDOT as a whole. It seems that we do a lot of talking about diversity but are not taking any steps to
truly make our workforce more diverse, especially at the district management and senior management level. One other issue that needs to be given
serious attention is salaries and inequities. I know that this is tough financial times but it is nearly impossible to attract and maintain talented young
engineers when we are not competitive with cities, consultants and contractors. We should also reinstate equity adjustments. *** We should give the
districts the discretion to yearly fix some of the inequities even if it isn't all at once.
Very pleased working with my immediate work unit. Wonderful bunch of people to work with. Have an amazing supervisor who pushes me to excel.
However there are several employees throughout the district who like to complain. My reaction on that is if they are unhappy they need to look
elsewhere for work.
***The point that is being made is that the good old boys club must end! Start paying people that are worth tax payer money by upping the pay scales,
rather than just paying people that do not know what they are doing, or know a certain person along with abusing the system. Others that I work with
feel the same way. They are hard workers and feel like why should a person in a supervisors position be making so much and do so little! To be a
supervisor you must possess skills to learn and be a leader. I see only a very few low percentile, that fill that bill and the rest should be left by the
wayside! Thank you!
I have worked for MoDOT for many years. *** I feel cheated and unappreciated. I don't understand how this can happen to a dedicated employee who
always gets great reviews, reliable and have great integrity, while others around her get promoted one after the other. Someone needs to be reviewing
these cases and helping us get through it. It hurts really bad and makes me feel unworthy. I love working for MoDOT and will continue to be dedicated,
reliable and trustworthy.
Why do we flex straight time when the overtime is supposed to be time and a half? We should flex overtime as time and a half.

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It appears that management cares more about cost management than time management. With the limited resources that we have time management
cannot be ignored.
the maintenance people work good between district line ***
They always seek out suggestions through the EAC But changes are very seldom made. It's just a place for employees to air out but not receiving
anything in the end. It's a joke to most employees.
I have 2 main topics I want to speak to: The first, Employees need to be trusted and empowered more. We need to trust more individual work groups
and individuals with purchasing authority and a budget to get the right tools or supplies or equipment for increasing efficiency and saving money in the
long run. More like the private sector in just being able to go get what you need to get the job done faster. This is small dollar wise compared to major
projects. Make budgets roll over budgets so individuals can plan or save a few years to get the better tool a couple years down the road, not spend it
all at the end of the year so they don't lose it. On the second subject, MoDOT needs to stay completely out of politics and not pick a side or lobby or
even have a hint of lobbing. The people elect the legislature and the legislature and voters enact the law. MoDOT needs to stay completely away from
controversial subjects that have strong divided sides among Missouri voters. For example we really did seem to lobby for a seat belt law in the past,
when many voters are against this because of opinions on infringement on freedom. This is not the place of a state agency, maybe a state agency really
shouldn't have an opinion or stance on something, but just share facts so voters and legislatures can make the law. Also MoDOT and the MSHTC
should not be pushing this domestic partner issue and writing personnel policies not in line with state law. They should stay away from this and let the
people of Missouri decide on this. The voters did by the way decide on this, defining marriage overwhelmingly in the state constitution. I am happy
with MoDOT and think the organization does a lot right and sets up supervisors for success, but we need to remember our role as public servants in a
state agency. There should not even be a hint of leaders making decisions based on controversial political ideologies. The decisions need to be based
entirely on state law and what the voters and legislatures have decided is our direction. Kind of like the opposite of what our current President and
Governor have been doing.
My boss has a group of good buddies that do what they want and don't do what they don't want to. Everyone else is just there for filler.
***
We are left in the dark. In our building if you have complaints about you or break equipment it is not reported then they make you a crew leader.
Too much time is wasted on making decisions on how management makes out job descriptions. There is no unity on how crew leaders are used.
***
We don't have money for the roadways but we have plenty to spend on special equipment and tools due to the spend it or lose it concept. Then we
don't use them much. *** Leadership and management have the buddy system. They would have been fired long ago in the private sector. Legal
action is the only way to deal with it. MAPS is a joke.
Supervisors are no longer supervisors. They want you to figure it out and take the blame if wrong decision is made. Nobody wants to be accountable
for what happens as a supervisor. As employees are making big decisions they need more money. All day long making decisions the supervisor should
make.
*** It is no wonder MoDOT is going broke.
***
The problem I have is I am a *** and there are pay grade *** that make a lot more money than I do that are in my facility. They don't have the
responsibilities that I have or do half the stuff I am required to do.

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MoDOT has been good to me for the most part. Few raises in recent years has not been received well for many. I consider myself a very fair; honest
and open-minded individual; but I see firsthand that the buddy system still exists. Troubles me to find a solution to stop it! Removing immediate
supervisors from interview panel might benefit.
Look at the *** team - you will not like them!
We need Good Friday off and Opening day of baseball season. Ho......and every other Monday or Friday!!!!!
Although I have it on my phone and my MoDOT computer desktop, I rarely think to look at the MoDOT Now news. Is there a way to see if anyone is
looking at it? If not, don't waste time with it.
Praise God from whom all blessing flow!
Lower level of service on priority 1 and 2 winter operations. Discontinue using bit mix and change over to hot asphalt on all routes. Change pay grade
10 in maintenance facilities so that it is available for all that apply. There are a lot of grade 8s doing the job of a 10.
Won't make no difference.
Thanks for the opportunity to voice our opinion
Promotion is important to me. I have jumped the career ladder as far as I can go and have no real way to advance further. We have not seen any good
raises for years and overtime is kept to a bare minimum by just not doing or flexing OT. Boss' seem to really find ways to keep you from earning the
OT. You really need to think about your workers just as much as the dollars going on the roads. My kids aren't getting cheaper. My bills aren't any
less. In fact I think that I make less now than I did about *** years ago. I understand the problems we are facing, but you need to look at your
employees much harder than you do now.
MoDOT needs to stop using buddy system for promotions and follow the guidelines that have been set up for promotions. For the *** years I've been
here I have watched people get passed up because they don't brown nose or report on their work friends.
There's too much ass kissing when it comes to getting a better job in this ******.
When you say MoDOT you have to understand there are many levels of management.
GO BACK TO THE OLD HARD HAT POLICY.
*** I have a big family that I love very much so safety is a number 1 priority for me. However wearing hard hats 100% of the time needs to be changed
to only safety sensitive jobs. The hard hats are cumbersome and lead to more people bumping their heads than without them! In the hot summer
months I believe they are unhealthy as they make you sweat profusely. ***Thank you.
From what I see, MoDOT could make a better effort to recruit and retain young, qualified engineers. (1) Applicants should be sought after and offered
jobs the semester before they are graduating. The earlier seniors are recruited and offers are accepted, the larger and better pool of applicants there
is to choose from. (2) Pay for all engineers should be more competitive. After reaching the pay grade 16, there is no other promotion opportunity
other than supervisor positions. These positions may not become vacant for several years, leaving talented engineers to fall even farther behind in pay
compared to their private piers. Providing incentives and/or pay increases for attaining a PE license would also be a good idea. It is something that the
department takes pride in and requires for supervisor positions and should be rewarded. (3) SNOW - This is a strong deterrent for engineers coming
out of college and those who were employed when it was not required. No one goes to college for four to five years to drive a dump truck, especially
on the holidays. People that I speak to in the public find it funny but also frightening, that someone is performing this kind of work in extreme
conditions with having little to no experience. The department operates through engineering. The public relies on them for infrastructure and safety.
We owe it to the public to provide them with the best possible for the job.

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Are we going to get a raise? With President Obama going to raise minimum raise we all know the prices of everything is going to go up. I know we are
trying to get a 1% raise but that isn't going to help much. Most of MoDOT employees I know work two or three jobs to make ends meet. If they raise
minimum wage from 7.50 to 10.00 an hour we should get an equal raise of 2.50 an hour. I know 1% is better than nothing and times are tuff but they
are also tuff for us employees at home when we have families and only making 30 to 40 thousand a yr. I just feel we do excellent work but moral is real
low because of pay. I know it would help morale with more pay and take away some of the suffering at our homes. Thanks for the survey and letting
my voice be heard.
My salary compared to everyone else in the same position in other districts is far below the average. Also, my workload is near double than most in
the same position. We have one person doing the work where every other district in the state have at least two employees and some up to 5
employees. Pay employees according to the work they do. Some employees, like myself, are grossly underpaid compared to other employees doing
the exact same work in other districts. I have been with the department for *** years, so I am not a new employee.
We need step raises. Everyone's moral is going down at a steady pace. Make management accountable for an honest MAPS rating so we can get the
people out that don't want to earn" their paycheck. Make room for a better workforce."
MoDOT has been a good place to work for me. It has helped me a have a career and make a life. I don't think the pay was ever competitive with other
DOT's *** MoDOT gave the employees a $500 a year increase, which was nice, but it was around $30 a month after it was taxed. That is close to the
same as nothing."
Understand that it is difficult to provide a pay increase for employees, but Commission need to find a way. I realize this isn't going to help morale, but
it will help those employees that are working hard and doing a great job, that deserve an increase in pay to take care inflation. Employees have been
expected to do more with less" for too many years. I enjoy my job and enjoy making a difference in people's lives."
I enjoy my job at MoDOT, it's a fair job in the rural community. Just like to see better pay to keep up with the economy.
We need raises!!!
Need to put step raises in place your not keeping up with the cost of living to pay bills and buy groceries you are way behind.
In-grade pay raises need to be reinstated. There comes a time when you start asking yourself what's it matter if you're Highly Successful" year after
year if it has no effect. Why should I work harder, or better, than the "Successful" people, who make the same money as me for less effort? There
needs to be a reward (and personal satisfaction can only take you so far) for a job well done if we hope to keep our high performers."
I know there is no extra money for raises, but how long do we have to go before we see some sort of pay increase to help match the cost of living. We
have gone years with no real raises.
Need to bring back step and anniversary raises. Need to get rid of the buddy system that everyone says we don't have and quit letting supervisors
sweep things under the rug to let others excel. MoDOT says it is an equal opportunity employer but the way things are operated it is a who you know
opportunity. Need to figure out how to boost morale.

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When contractors don't meet deadlines for dates. DON'T give them money back just because they ask. I'd like more money but I don't get any. When
contractors are not meeting specifications and get shut down, they shouldnt be able to call Jeff City to get permission to start up again. This defeats
the purpose of having MoDOT representatives on the job site, and makes employees wonder about the importance of their job. Contractors should not
be paid incentives for building a project correctly. Would you pay a plumber extra to connect the pipes so that when you flush your toilet it goes out of
your house? NO, you pay him the price he said and expect him to do the job right. Why are we wasting money paying incentives to contractors? ***
Another way to save money is don't have employees sit through pointless meetings that keep them from being productive. *** To keep new hires on
you are going to have to offer raises. ACTUAL raises not COLAs. It provides motivation to work and keeps morale higher. And actually get rid of
employees that cant/won't do their job, it lowers morale. What's the point of working hard when I get no recognition or raises, and the dummy next
door can't do anything yet makes more than me? I really doubt that any of this will matter especially when talking to long time MoDOT employees.
***
MoDOT needs to start taking care of the rural areas and to start paying the ones taking care of the roads what they are worth. We are way to top
heavy at MoDOT. We seem to have 1 engineer for every 2 maintenance employees. We do not listen to experience. We are told to hire women and
minorities and overlook good quality candidates. We seem to keep making decisions that negatively impact not only the ones that work here, but the
public. Morale is at an all time low. A 1% cost of living raise is not helping. We are forced to flex our overtime off in the dead of winter after we have
gone above and beyond to make sure the public is safe. Why not let us take it all in comp time so we can enjoy time with our families during the
summer. That would be a huge boost in morale and it would not cost the department a dime. We are paid by the hour, and an hour of comp time is
the same as an hour of work time. But yet, management will not listen to any ideas we have on this subject. It would help if they would listen and not
think they know it all.
There needs to be ways that pays people who are taking on more responsibility than others more money. People in lesser pay grades should not be
making the same, or more money, than someone in a higher pay grade taking on more responsibility. There also needs to be some way to separate
people within a pay grade, not everyone in the same pay grade is doing the same work or taking on the same responsibility, those who are doing it
should be paid more for the work that they do. There really needs to be a way to compensate these people for the things that they do for MoDOT,
when we do get raises it is a cost of living raise and everyone gets the same raise! Average employee's get the same as the really good employee's.
Thank You.
***
Pay just seems too low. Wages not keeping pace with inflation. Can we return to the step raises like we used to?
They need to give more raises for good maps so they keep a good team. If they don't - they will lose a lot of good help! More money helps workers
feel good about their work.
Need raises because insurance takes it all. Not happy with buddy system. Don't care for hard hat policy.
Overtime should go back like it was. No flexing. Leave all benefits alone if you want good employees. Cost of living should be studied each year.
Reward employees for their good work with cost of living raises and merit raises.
The increases in health insurance always consume the small cost of living raises that we get that aren't enough anyway. They say step raises within our
pay scale are not closed; but they never give them out even with highly successful ratings in our MAPS.
As a MoDOT team members we as a group need to make this a place where people want to work; not a place where people come to get a CDL and go
elsewhere. The wage needs to be better so we can get skilled operators; not kids playing on the phone.

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All employees should receive a 3% COLA every year with no exceptions. In *** years I should be earning over 20% more than I make. Employees are
having trouble paying bills because everything goes up except our salaries.
Quit beating around the bush and dodging questions and concerns to the EAC. We all talk in the field and are tired of it. You do not give answers but
quote policies. MoDOT is not 1 team as you tell us as you have shown with paying overtime in ***for snow related work and not everywhere. What is
fair about this? We are not 1 team as you tell us! Maintenance workers are the bastard step-children.
Some of these questions are loaded. I may agree that something is taking place but that doesn't mean I like it. Pay inequities need to be addressed. I
would like to at least make as much as the people with less experience and years of service. ***My boss agrees that this is the case but can't or won't
fix the problem.
I would like to make better money and have better coverage on medications.
I think it's a shame we can't get an adequate raise for all the work we do. I believe we are underpaid. These 1 & 2% raises are a slap in the face when
our insurance and cost of living are more than that. I think it's time to put some money in your employees' pockets and protect your loyal and hard
working people.
Pay on ability not years of service. We need steps in salary grades. With no step we have no incentive.
Too many educated idiots!!! There are way too many people making the calls on what and how to do things. They have never worked on the highway
yet they know what is best. The quick fixes on interstate highways are a waste. There are too many heavy vehicles on the roads for asphalt to last. I
wouldn't recommend a state job to anyone since it takes 10 years to be vested in retirement and having to pay to do it. A good raise would be nice for
once - not just 2% that's taken away by insurance premiums.
Need to give employees that plow; road maintenance; mechanics etc. - people that actually work - not the engineers and desk jockeys a decent raise
once in a while. MoDOT needs to get rid of about half of supervisors and engineers. MoDOT needs to quit the Flex time. Need to reward the
employee for his overtime.
MoDOT needs to do something about salaries - they are losing great employees to the private sector every day. The quality of the new hires reflects
the salaries they offer.
I would like to strongly stress my concern on the way MoDOT performs. The way they give raises and to whom the raises are given. For instance I
would like to know why people that have been at MoDOT 5-6 years less than myself and others are making 700 to 1000 dollars more than people that
have been there a lot longer with good MAPS; good attendance and without a write-up of any kind. When you ask about it; the only explanation you
get is it came from higher up.
Pay should be better for maintenance workers for the simple fact of the hazards of the job. For example; flagging; potholing; mowing and any other
work when lives are at stake from traffic. Overtime for plowing snow should NOT be flexed off.
I'm sure if you had better wages you could downsize with people because you could have better and hard working people instead of people putting in
their time.
Pay raises at MoDOT are a joke. I don't think most people in the office appreciate all the hard work that the maintenance workers do for low pay. We
need to do more to train and re-train the best and brightest to be our future leaders or MoDOT will be hurting for leadership in 10 years.
Never in my life have I worked some place that won't give a person their first raise before two years. We are all smart; hardworking; fast learning and
we don't make enough the way it is. Come on - have a little respect!
Don't like the idea of hiring seasonal when we don't have enough equipment to do what we need to do. Instead of hiring seasonals give employee a
pay raise! Haven't had a real pay raise in a long time.

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Your raises to employees are not up with the times. You need to do a survey on current wages again.
The wages need to be more competitive with the type of maintenance work we do. I don't believe that the $1 difference in pay for the night shift
when plowing snow or any night shift work.
It's just a job. Management has taken almost everything away that makes it a good job. We are expected to give everything during winter with a
crappy pay and no overtime. Yes times are hard but we have bills also. I will not encourage anybody to work here till things get better. ***
Most of my negative answers relate to salary. MoDOT consistently starts newly hired college graduates at higher salaries to remain competitive yet
those with 20+ years experience at the top of their career ladders get nothing. The result is almost all degreed employees being in the same salary
range regardless of experience. This kills morale for all of those with years of experience.
MoDOT overtime decisions need to be looked at. Working in a snow storm is not equal to a cold day off late that week. Pay increases.

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Why must we balance the budget on the backs of the employees??
With less money and fewer projects, why do we continue to hire people?
We don't have enough money to maintain the roads in the way they should be maintained. ***
With funding becoming a major issue MoDOT needs to focus on getting the most out of every dollar. We need to make sure our contracts and
contractors give the quality that is intended and if they do not; then they need to be held accountable. Specifically roadway pavement life has
declined during my tenure and it seems it should get better instead of worse!
Put more asphalt overlays on secondary roads that haven't been overlayed in over 30 years. Don't waste asphalt on a fairly good major route
when secondary routes are falling apart.
I don't understand why the district is hiring additional construction/materials inspectors with the known reduction in funding and projected work
load on the current STIP. *** I feel another round of staff reductions is imminent for project delivery folks due to the lack of funding and
implementation of construction management. So why on earth would we have additional inspectors? I would like a sense of security back with
my job; not daily anxiety.
MoDOT is a really good place to work but big concern is our budget concerning us about the future. ***
I feel MoDOT has spent all their energy and their focus has been on getting more funding. I think the organization and tax payers would be better
served if we focused on what we do and let others focus on what they want us to do.
MoDOT is a good place to work but they should be more careful of how they spend their money. We should take care of what we have and not
build more. The major metropolitan areas do have more population but the people in the rural areas need some attention also.
MoDOT does a poor job of spending tax dollars wisely. Look at the jobs we buy and accept from contractors. Maintenance is constantly fixing and
preparing new construction projects. ***
Central office wastes money on trips to Jeff. City. Our district has all kinds of equipment for video conferencing but it is not used. We were
supposed to be downsizing. Seems like we are hiring more - especially engineers. Why do we need more - we have no money to build new roads
- so what are they doing? Applicants are not being judged by qualifications anymore.
MoDOT wants the public to vote on a tax hike. How can you sell the public on it when the contractors do bad jobs?
I feel we should have input on who get picked as a employee at my work place. We have a better ideal of what the job is and what it takes to get
the job done. We need better communication with what is going on would greatly help me to make the right call in are day to day jobs.
Central office never consults with employee in districts. Why speak up when it falls on deaf ears? I am blessed to work for MoDOT but without a
college degree - no matter how well you know a job - you can't advance. They take suggestions....really? If they ever do it goes nowhere.
Communication is a big problem and buddy system for moving up to higher positions is alive and well. If a grade 10 can't handle it they need to be
demoted. If they can't do the same job they are telling others to do they shouldn't be bossing.

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There is male or female, I am really not sure what other could be. I believe that diversity is important and that everyone should have the right to
be who they are, at home. When you are at you place of employment, religion, sexual orientation and the like should not be an issue. I feel
MoDOT has focus so much time on inclusion that they are excluding the majority of employees. Yes I agree that certain things may need
addressed. I also feel it is foolish and unwise to pass over good employees because they do not belong to a minority. In an effort to maintain
diversity, it is very possible a very good employee is passed over for an alright one in order to get to our goal. How long will MoDOT continue to
try and patch pin holes in the hull of the ship while the wood all around is rotten because it has been forgotten about. MoDOT manipulates figure
to correspond our median salary, which a very few will ever obtain to fair market value. I believe most bottom level departments are doing the
best that they can with the limited resources they have. I also believe it is unfair to deny promotions to seasoned workers on the basis of lack of
degree. MoDOT use to have built in time restraints which allowed employees the possibility for promotions. Without informing anyone or letting
employees know, those opportunities no long exist. Now only a degree in a specific field will earn a right for advancement. It is a slap in the face
to give a job to a kid right out of school when there are employees who have been doing the job, with a lesser job title, for over 10 years.
Very poor questions as consultant firms are want to do. It is a waste of money and produces a poor attempt to stress the result. For the last time
diversity is a result - it is not good or bad - it's not a goal. If you have good people you get by definition a good work force. We must get rid of
people who make their living on selling religious or racial differences in the name of diversity.
I find it interesting that even though there should be division of church and state; *** I will not be telling them that I have other beliefs. I am very
thankful for my job at MoDOT and am happy to be part of the team.
If a woman gets hurt on her own time MoDOT finds an office job to keep the employee working. They should do the same for every employee. I
feel like our wages are behind most employees.
MoDOT is focused too much on being diverse rather than who is most qualified for the job.
I love my job overall at MODOT. I don't think most people feel as secure as in days past.
I really like my job. We have good leadership and great employees. My only concern is job security. I have seen video's and articles in are
newsletters about are funding. I have several years in and would hate to have to start over some were else.
*** There are rumors of another big cut of employees to come in the near future. Therefore, as soon as positions open up in other state agencies
they are being grabbed up ASAP. With all of the decisions being made ***most of us wonder why the District Office was even left open. ***
Information does not trickle down to the staff nor or we included in the decision making process. It is very disheartening.
MoDOT needs to spend more money patching and overlaying roads. Stop building new projects until we can maintain what we have. The work
force is too small to do all the work that needs to be done. ***
I feel like I won't have a job in 5 years because of all work that's trying to be contracted out. How can you enjoy your job if you are afraid you are
going to lose it?
Very poor morale -*** losing a lot of good employees.
GPS on trucks; time clocks and cameras.
We could use a little more equipment in our shed. Everyone around us is good at sharing rollers; pavers and distributors. But we could really use
a back hoe. Also another grader in our area would come in very useful. It would help to keep our shoulders and ditches in better shape.
***
***

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*** Obviously showing people don't like to be held accountable for bad decisions when it comes to being timely, efficient or good stewards of tax
payers dollars. If there was ever a "real" audit of how *** conducted business and spent money I believe the results would be shocking. Oh yes,
they say they save money here and save money there. They saved so much they paved 50 more miles than expected or in the budget. It doesn't
take a rocket scientist to know you can manipulate anything to look good on paper. When it comes to our budgeting that is the biggest joke. Yes
they saved money over here but they stole money from over there. All while they say our time and labor is not accounted for or diesel fuel. They
waste more money moving materials from one place to another than if they would just pay whatever price. And when it comes to materials...Lets
talk about salt. ***Well...low and behold, yes, we ran out of materials in several locations ***. Hmmm.....I would like to go on and respond to
almost every question on the sheet but I dreadfully fear there is really no use. *** Which will be my last point. ***
Central office loses focus on who our main work force is and why we are here. Decisions are based on what central office needs and not the
impact it has on the people in the field. Most of us in the office are here to support what MoDOT field workers do. Field workers are not here to
cater to people in the office.
*** Concerning employee issues that I am hearing, it is difficult for many to believe that senior management really values our employees when we
hear over and over we have an 85% approval rating and are doing a great job, but hey, there's nothing we can do about your salaries not keeping
up with every other DOT in the nation. This has to be addressed. *** Finally, consider the employees that have been asked to plow snow on
emergency callouts". Many of them have a BSCE and will soon be eligible for their PE. They did not sign up for this type of work and likely are not
enjoying the opportunity. If we are trying to develop a methodology to run off professional level candidates we have stumbled on the perfect
equation. Give them low pay with no real cost of living increase, threaten their benefits, and demean their accomplishments by assigning them
work that they are not supposed to be doing. I would strongly recommend that this policy be rescinded. Thank you for the opportunity to
comment."
the hwy dept is being run by the wrong people
MoDOT has (crew leaders) doing assistants work and trying to make the grade 8s do the crew leaders job in the field. ***I feel like MoDOT was
not honest with me at that time. MoDOT needs to bring back the assistant supervisors
***
Buddy system still exists in MoDOT. Learning to operate equipment is given to the person with the most experience. Supervisor tries to do many
jobs at once leaving crews shorthanded. MoDOT doesn't give raises just cuts benefits.
Most building supervisors are awaiting retirement and only care about getting the most salary they can to improve their pensions.
The buddy system is alive and well at MoDOT. ***I was for downsizing - put more on a management level. They have done surveys years ago and
MoDOT admitted they were top heavy but have done nothing about it.
MoDOT's problem is at the top. Boots on the ground people appointed supervisors are not supervisors - they are yes men.
Overall I enjoy my job at MoDOT but one complaint that I have is that when our crew leaders go to meetings they always keep it a secret. They
tell the crew that they cannot tell us about the meeting or what was talked about. I feel that if they lead us and its going to affect us we should be
informed on what was talked about.
Job security is a thing of the past. Losing trust in supervisors more every day. They are yes men looking out for their own interests.
Hiring of some supervisors need to be re-evaluated to see if they are even qualified.
Buddy system is still alive and well and will always be. I know this is not what MoDOT wants but it is the way it is at the boots on the ground level.
MoDOT needs to examine the accountability and performance of the lead worker/crew leader positions.

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The person that can fix MoDOT doesn't have the guts to do it. There are people getting crew leader/supervisor jobs that do not deserve it. It is all
who you are not what you know. Butt kissing gets you promoted; *** Someone needs to fix this mess. There are hundreds of people waiting for
it.
*** The pickups need to have GPS in them to watch where it goes as they are used for many things other than state business. Also supervisors
should be required to carry state phones not personal phones. ***
Employees contact HR for every job they don't like. This fosters a work place where management isn't rewarded for a job done well but punished
for each mistake. It seems to be a lose-lose situation. Crew workers are asked to be accountable but it seems only management is held
accountable. When crew workers reach pay grade 8 and are blacked and 15 years experience and have 10 years to go; it leads to low morale with
1 employee but spreads when there isn't positive things with pay or promotion.
Too much favoritism. Adults are treated like kindergartners.
I really appreciate the opportunity to work at such a wonderful organization. What MoDOT as a whole has to offer to the public can be compared
to a pair of broken drums. They can't be beat.
MoDOT eliminated promotion by merit. I see many employees with years of experience performing the same tasks as those with bachelors
degrees that should qualify for promotion. It should be re-considered.
My only problem with MoDOT is that there is no chance for advancement in my job title. Other districts provide opportunities for advancement in
my job title ***. My district only worries about the next Engineer they can hire. I would appreciate the opportunity to get step increases. The lack
of reward makes it difficult to continue to work hard when we watch others who do nothing get the same as those who do more.
*** Moving past that level seems like it would be hard at MoDOT because there are not many higher positions but lots of qualified people.
It is still almost impossible to move up at MoDOT unless you kiss butt and go along with everything that MoDOT says even if it isn't the right way
to do something. MoDOT still wastes money every day even though they say they are broke. Our opinion doesn't matter so we have learned to
just shut up.
Needs improvement in personnel. Mapping process is not a good tool for advancement. Needs improvement on how a person is judged by
supervisor.
Promotions are based on who you know and how much sucking up you do to the boss; not on merit. MoDOT does discriminate against white
males. If someone from any minority group applies for the same job the white male has to be better. Not equally qualified in order to be selected
for the position.
I think when a person receives a promotion they should be able to tell they received one. There are a lot more responsibilities put on us now than
we had in the assistants job. *** I intend to strive to continue achieving my goals. I just think when you get to salary grade 10 or higher you ought
to be paid for the responsibilities you take on.
Too much time on menial tasks and not my real job. C.O. thinks one size fits all. Practical jokes in the workplace - has been going on for years ***
Promotions are still not always based on merit. Who you know can get you promoted.
MoDOT is basically a good place to work. The benefits are very good. ***Seniority doesn't mean a thing anymore. Seems like there is no reason
to go above and beyond. There is no room for advancement. ***What does a young person have to look forward to when you can't get a raise
unless you get a promotion - bleak.
Buddy system.

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I feel safety is not as important as the cost of certain lawsuits. Safety is being used to cover the fact that lawsuits cost a lot of money. Too many
positions are required to wear safety apparel, and they really do not need any of it. When MoDOT says salaries are competitive, what are they
basing their studies off of? There are several professional positions at MoDOT that prevent employees from practicing outside of MoDOT, and that
would allow the employee to make up for the lack luster salary. However, it is not allowed, and the employee settles for their mediocre salary,
and they can't use their professional credentials for anything else except MoDOT. It seems to me either the professional salary should be
increased, or the professional should be allowed to practice outside of MoDOT. I do not feel like I can call or email certain people to resolve
problems, or to get information. I feel that some supervisors believe they are superior and if you do not follow the chain of command, you do not
get answers. MoDOT does not hold contractors accountable. *** MoDOT is suffering from the loss of experience. A whole bunch of seasoned
employees with tons of knowledge are gone due to our new direction. We are hiring new engineers like its going out of style, and there is no one
experienced to mentor them.
All mowing tractors should have cabs for safety of the employees. People should not be allowed to work from home due to kids being sick and
school called off due to snow. ***Maintenance employees are not paid well *** SAD!!!!"
What happened to the move over law? Cars are supposed to move over and it doesn't happen. I work on the interstate and no one knows about
the law.
Stop trying to make us work everything at night. Should only be callouts or snow. Put snow shifts back to 7:00 am. - 7:00 pm. Please stop
threatening and making some of us go to big cities to plow snow. Not safe for some of us. Be real there will be some backing accidents out here.
Don't always want to fire us.
Safety First plus the influence of supervisors to do quality work has been two positive factors with my job at MoDOT. Giving employees the
initiative to take ownership in their job works best at our shop plus the team aspects are brought out with this thinking.
I feel safety has been blown out of the water. It's really hard when someone who has never done my job tells me how to do my job. We have
safety meetings; EAC places we are supposed to get a say and have input but I feel like the choice has already been made regardless of what the
workers say.
Let a person know they have training or a meeting before the day or last minute. Stop making 4 ft sign for us to use as temporary when the 3 ft
works very well. The bigger and heavier; it's hard to keep up because of wind. Safety for employees trying to put up and keep up.
***
Stop coming up with more and more rules. We try to be safe but you all think we are perfect. Accidents are going to happen and we get blamed
and job gets threatened. High up management in main district offices need to come out in the field and do our job for a couple of months then
they will find out its not as easy as it looks on paper. They get paid way more than us. Try working next to traffic going 70 mph and all that's
between you and them is the center line or cones; then look at what we get paid!
I wish I could have a smoke free truck and workplace.
Stop cutting benefits!
The wages at MoDOT are not competitive anymore.

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MoDOT has to do something about raises. 1% COLAs do not cut it. Employee insurance contributions are increasing, deductibles and out-ofpockets are increasing, new employees are contributing 4% to retirement. MoDOT is not competitive. MoDOT's benefits package used to
compensate for below market salaries; that is no longer the case. MoDOT has an 85% approval rating; we have to start valuing and rewarding the
people who helped achieve that -- the employees. Too much political discourse allowed in the work place. *** Our diversity and inclusion
programs seem to primarily focus on race equality; a little more time and attention needs to be dedicated to teaching respect for ALL cultural
differences, not just race."
I understand the money situation at MoDOT and I agree that MoDOT has a very competitive overall salary and benefits package, but it would be
nice to more than a cost of living raise that is usually less than inflation. I am glad that senior management decided to quit telling the employees
that we would like to give you a raise but we can't". It gets old listening the same old line. I feel like a lot of employees give their all and would
like to be recognized for their work."
The cost of living is increasing at a rate of 3-4% per year and our wages are not. This has caused MoDOT to fall way behind in the market when we
get nothing (for even one year - it can never be made up) Also there is the issue of step raises to compensate for seniority. Highway Patrol and
Conservation give annual raises despite what the rest of the state does. MoDOT should be no different.
Raises, Career ladders, We realize we can't get raises (cola's) unless the rest of the state workers do, but when we don't we go backwards. Each
year we don't receive a cola our dollar doesn't go as far as the previous year. The Highway patrol, and the conservation commission has given
cola's raises for the last two years. All in all MoDOT is a decent place to work but each year we lose ground when we have to pay more each year
on health care, don't get raises, lost the deferred comp. match, and our dollar goes far less each year. We don't even keep pace with C.P.I. We are
requiring more and more out of our workforce, and we are losing benefits and pay. We can't keep this up. I believe we need some form of step
raise back. If you remember there was a reason we were setup under a commission instead of governors control, (to keep politics out of
maintaining our roads.) I am not suggesting we go against the grain and just give everybody raises, but you have to take care of your biggest assets
(people). I don't know what the answer is but we need to get it figured out and fast.
MoDOT says they value their employees but yet do not want to give step raises for a job well done. Without raises then maps and high
performances doesn't mean much to employees.
Annual Raises more than small amounts that are being suggested.
Stop decreasing our benefits and start rewarding loyal employees that work hard for MoDOT.
Money for this survey would be better spent on employees' salaries.
We need a higher wage to keep up with the economy. It's been well over six years since a cost of living raise! It's bad when someone who has
been here 5 years makes the same amount as a 15 year employee!
Until we have competitive wages that increase yearly there is no motivation for poor workers to get better. It just puts more work on the people
that will do a good job no matter what.
Been at the bottom of my pay scale for *** years without an increase except for cost of living.
It is sad when we get a small raise - insurance usually sucks it up!
Need to have step raises within pay grades implemented. This would actually make the maps mean something to both employee and supervisor.
Otherwise employees have nothing to work towards.
If you compare MoDOT salaries to the construction company salaries - we are badly underpaid.

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If MoDOT would give out raises once a year based on performance you would see the right people getting a pat on the back and the lower
performers trying harder to get it the next time around. Money talks. We are all here to make a living and in order to lift morale people need to
see a reward for their hard work. I have seen too many good workers turn into average workers because they make no more money than the
person that does half of what they do. I am very grateful to work at MoDOT. I would just like to see performance based raises. Thank you.
Do away with MAPS and give raises to the people who work for them and do not give raises to people who do not pull their load. Workers get
money. People who stand and watch get less or nothing.
With the cost of living coming up and the pay not; I have less to give my family than I did ten years ago and I think a lot of the employees who are
in the same shape.
Salary - no step increase for a long time.
MoDOT needs to give more raises in payroll or step raises. Make better judgment in payment materials. Cheaper ways cost more money. Bad
judgment by making bad decisions.
I think MoDOT should manage and spend their money better. The maintenance workers are very underpaid. They do not compete with other
companies.
MoDOT needs to bring back step raises because there is no incentive to do anything more than what is required to not be fired. Employees going
the extra mile earn the same as ones who spend half a day doing nothing. Bring back the 401. Glad to get the safety awards but would much
rather go back to the money being added to our checks. *** MoDOT not respectful to their employees.
It's a good place to work. I wish we could get a raise once a year or a cost of living raise.
Raises to at least keep up with the cost of living.
MoDOT takes away all these jobs of high paying individuals so money has to be going somewhere. Why don't they promote current workers with
saved money? Only give raises to workers who qualify. Not everyone deserves a raise. I and a few others outsmart; outwork; outperform; go
above and beyond for MoDOT. *** The career step ladder raise system is garbage! We risk our lives for this place. We need incentive to stay at
MoDOT. You're losing good people!
I haven't had a raise in 6-7 years. Not ever a cost of living. MoDOT wages are not even comparable to surrounding states - pathetic! This needs to
be dealt with. Very hard on morale!
The best thing MoDOT could do is give employees a raise in pay on a regular basis. There are a lot of good people working for MoDOT but they
won't keep them if you don't give them a raise once in a while. I work with a really good group of people that care about what they do. As far as
recommending MoDOT as a place to work; the benefits are still good but most everything else is going downhill.
We need pay increases.
Wages!!! Keeping my job at MoDOT seems as they are looking for ways to reduce employees. Need to start 401K plan back up with MoDOT
donations also. ***years old and worry about keeping my job safe most important and incentive raises!!!
Salary raises would be very helpful. Crew leaders were given more work load and responsibility without the pay.
Reinstate transfer policy. Raise wages to a living wage - not a surviving wage. Increase retirement benefits. Eliminate the suck-ass system.
Better pay would help overall morale. Good benefits are the main reason for people to stay which MoDOT has; but better take home pay would
really help with the cost of everything else being so high.
How do different districts have different pay scales? Is there still transfers in all areas or are they still placing people that still have a drive to work
- more than 20 minutes?

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Need to lock into step raises. People that have been here 5 years should not be making as much as someone that has been here for *** years
and has always had good MAPS.
Better salaries - better benefits for safety sensitive employees on call all winter - not just a thank you.
MoDOT salary is not competitive. Every MoDOT employee needs a large salary increase to catch up with the economy. I would recommend
MoDOT to someone whose spouse works also but I can't say how a regular maintenance worker survives on their salary. Our benefits and
retirement are fair.
Minimum wages continue to go up while our salaries stay the same.
Salaries at MoDOT are not competitive and working here you know you are not going to get a raise. Promotions are based on buddy system not
work or knowledge. ***
Need to bring back step raises and inequity raises. I have been at my salary grade for over *** years and have other personnel recently promoted
to my salary grade making the same amount. ***
Would like to see the matching fund reinstated. I feel it gave workers an incentive to save for retirement. Would like to also see MoDOT rated a
little higher up the salary scale as compared to other states' highway workers.
MoDOT is the only place I have ever worked that does not give its employees a raise for hard work or being with them for a long period of time.
Promotions are still based on the good ole boy system; not by knowledge of job experience. ***
Need to be more competitive with salaries. With the top half of other states.
The programs and trainings for advancement are great tools if supervisor is allowed to use them. The ole boys Club is alive and well here at
MoDOT. Gov. Nixon was boasting about having the lowest salaries in 48 states. There should be 1 grade 10 or below a 15+ years experience on
the commission as a liaison.
We do not have enough people to do the work that needs to be done. Still have last years work laying on the shed lot. We are told that we will
receive no new employee until the numbers go down in our area. Wages are not close to being competitive.
Work load not split fairly so employees come and go as they please. So up late; leave early. Working from home is a joke. Making employee flex
not fair. Make yearly or monthly comp time. Night pay is not enough - not worth it.
At our shed we like the 10 hr day, this not only gives a day off but this gives more production when out on the jobs. Would like to have more days
if we could for the regions that want them. Thanks.
I was born in America that's all.
When working 40 we shouldn't have to use 2 hours of our vacation for holidays. During winter operation they shouldn't make us pre-flex hours
before a storm comes in. They send the night shift home at noon. Some people drive ***miles to work 4 hours then get sent home having to
travel twice.
I am appreciative of everything MoDOT has done for me. I have been blessed beyond what I deserve. I encourage MoDOT to continue to develop
people but deal timely and decisively with poor performers. Thank you for this opportunity to express my thoughts.

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Comments
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*** I was told a pay grade 10 was boots on the ground. Well that was farfetched.
Are these surveys really a wise way to spend MoDOT's money?
I think overall I am supportive of MoDOT's initiatives and I think there are some highly innovative employees here. *** I do not think it is a good
use of taxpayer dollars to keep someone employed at a higher rate of pay that does not have the skill set or work ethic to keep pace with the work
group. It does nothing for the motivation of the top level employees. It is hard to vote for a tax increase seeing this occur. MoDOT has lost several
good employees because the top performers will not carry the dead weight on their backs.
I feel MoDOT wastes a lot of budget on unnecessary items. I know it is hard to keep track of everything but there are many other ways to go and
get the job done. I have worked all over the United States as *** and have seen a lot of better ways to make the job easier.
Need to learn to keep salt on hand and not pay $194 a ton for it again.
MoDOT is wasting money on political initiatives such as safety and QCLQA. These initiatives are not improving MoDOT and are not helping public
trust.
Need much better communication amongst all. I believe in safety but also getting something done in a timely manner. I think MoDOT should do
more of the contracted out mowing. Leave MoDOT to pothole patching. Don't need experience to put mix in small holes.
***
While I agree with diversity in all jobs, I feel that people who have a strong knowledge in a certain field should be used to their highest potential
I believe safety is a high priority for MoDOT. I believe MoDOT spends way too much time & tax money on race & diversity issues. When you spend
so much time, money and effort trying to include every little group you end up excluding certain groups. These questions are asked making very
bad assumptions in my mind. For example: Do you feel safe from discrimination?? Everyone already has a picture of this being a black person are a
woman being discrimination in their mind. Now MoDOT had went so radical in this they are now discrimination against males and against white
people. Discrimination is a very BIG" word and work in many directions. The only way I can understand is we must have lost some big lawsuits and
this is coming from a woman. I hope you open up your eye and look at these questions from all angels not just not just black vs. white but it can be
white vs. black or whatever flavor or sex you choose that's why these questions can't be so vague..."
Why does it matter if I am Hispanic or white or black?? What does my race have to do with a damn thing in this survey?? ***
MoDOT's focus on diversity is beginning to discriminate against white males for supervisor lead positions when they are the best qualified for the
job; just because MoDOT wants to be diverse. No cost of living match actual inflation. ***
***
Is this for all of the green people we have working for us? Too many P.L. Questions. My sexual orientation shouldn't be a factor in my workplace.
You are losing good people because of money.
Promotions at MoDOT and step raises are a joke. Again and again MoDOT surveys worried about diversity; race; religion or sexual orientation;
instead of asking us what are the best and most ____of tools and equipment we need to do our job better.

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I have been trying to get a supervisor position but looks to me I get turned down. *** Why is that? I feel I have the time and qualifications for the
position so what's the problem?
If an issue comes up between two people it becomes a he said she said and the innocent person gets wrote up too or they have to put up with
being talked to or touched inappropriately.
MoDOT's reliance upon professional level and supervisory non-maintenance employees for emergency snow removal will drive away a good deal of
registered professionals. I really have no easy solution, but this is a reality I have seen happen on many more than one occasion.
Personally my morale is rock bottom. We are told by management that there is no money for promotions. Yet I am asked to train new graduate
engineers who are hired in at a higher pay grade than I currently am. If I am good enough to train them then why am I not good enough for a
promotion to that next level?
*** There are too many cliques at MoDOT; it is very discouraging for new employees to feel a part of things. I would have never thought this would
be a possibility at a place of business. I think that no matter what your job is, you should be made to feel you are a part of a team and that is not the
case from what I have seen. I am shocked at how people are allowed to treat people! The only other thing I would say that needs improvement is
communication.
*** Good luck keeping young engineers around here now. With having to plow snow, longer time to get vested and no upward advancement. The
result of all this is that many of us will never trust one word that upper management has to say ever again. Another reason for low morale is salary.
I know management doesn't want to hear it but it is the number one issue we have. We are not paid what we are worth. I understand we work for
a state agency but the absolute lack of raises is driving people away. When we do get a raise it is eaten up by a raise in our medical plan. Now we
have to wait to see what the sales tax is going to do. Management says that there will not be another bolder 5 year plan but we don't believe them.
It is coming; best guess of the employees is around 2016-2017.
*** We are still using systems and methods only because it is the way we have always done it, or we are too deep" into it to change now. If you
really want to change MODOT for the future a deep look into the processes used for day to day functions is needed. Evaluate them upon their
efficiency and effectiveness. Get rid of redundant antiquated systems. Count steps used to make something happen. Look at what Toyota did in
its restructure in the 1990's. They set the model for efficiency. Couldn't we as a keeper and user of tax payer's dollars do the same? It would go a
long way for convincing the public to give us more funding, if we could prove our accountability through efficiency gains."
***Supervision is pitted against each other which then extends to the crews. Low morale plagues my org.
Stop hiring people from other outside entities. Hire people from within MoDOT; not ***or others. There is too much competition. Just makes
things go bad within the work place. Constant bickering and arguing.
The language in my workplace is offensive and crude.
***I have encountered nothing but disappointment and let down on so many levels. Despite my hard efforts to prove that I am a good team
player; I have come to understand that MoDOT is only concerned with those that are upper management and above and do not give a damn about
those who are considered boots on the ground.
This really hurts my heart. I used to be proud of where I worked and the people there but as of late the department I work in is so dysfunctional
and unhappy that it is a horrible place to go to everyday. The department MoDOT has forgotten about the departments and people that are
suffering.
I don't know how employees can pick and choose their work jobs for the day. No punishment for insubordinate and how much they can get away
with. I've been here *** years and really don't want to stay much longer.

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31 Reward hard workers, currently if you are a high achiever or an outstanding employee you get the same raises as the low performing employees.
32 I feel that MoDOT has to do more to reward top performers and they have to do more to show appreciation for hard work and dedication.
Regarding question 8. of the survey: I am satisfied with the recognition received by my immediate supervisor. ***This goes for fellow employees as
33 well and is reflected in lack of promotions, unfair promotions and demotions.
*** Rarely are employees told great job; but most frequently attached for minor errors. The most frustrating part is that we produce the requested
34 results with reduced staff. More work and get nothing for it except being assigned more work.
One team concept is not a reality. The way MoDOT operates will not have success in re-training the new employees. Job security was the biggest
benefit and that no longer exists. Pay scale seems to be a lost cause in times we are doing good and bad as a state dot. No time is a good time for
pay increases. Recognition programs such as safety awards; years of service awards and meet and greet meals are a waste. The money spent
would be better served on the roadways if it can't be put into the employee's pocket directly. I don't expect much to some from this survey. I was
35 a part of the previous survey and nothing noticeable changed the last time. ***
More reviews - maybe quarterly - and raises to be given based on job performance with company attendance; conduct; etc. More recognition to
36 employees who do try their hardest and step out of the box to make MoDOT better.
If a non-grad is in competition with new grad regardless of merit; the new grad has preference. Releasing the in-grade management steps would
allow for much better management and morale. Managers could reward merit without having to promote. It is not ever going to be a good time;
37 regardless of tax vote. It's the right thing to do.
38 No more employee self evaluations
Canned answers, mantras, and telling people what to believe doesn't change opinions in the field, it just makes employees lose faith in leadership.
MoDOT should focus on improving conditions instead of trying to improve perception. *** employees believe we cannot afford to keep accepting
problems and letting contractors do whatever is most profitable. Boots on the ground are holding in their beliefs and leaving when opportunities
arise. If MoDOT passes a sales tax there will be so many jobs available so very little talented help with 15 years of experience or less will stay. Many
with 20 years experience or less will consider leaving. *** is running out of talented help in many areas already. Right now it's clear to employees
MoDOT is broken, and most don't believe we are at the bottom. It doesn't make sense why we say we are so great to the public when employees
see so much failure. It doesn't make sense why we are pushing so hard and misrepresenting success to the public. We had grown men crying at
work after snow experiences this year because of the pressure we put on them. When senior management realized we might fail they pushed
harder instead of admitting we have a problem. Employees realize the Governor was asked to thank them to put pressure on performance. If you
have to tell employees MoDOT is a good place to work, it probably isn't. Rest, Relax, and Recharge is the first sign of any recognition of reality, but
most have to come back to everything they missed. Pay issues aren't going away either. It appears the higher in the organization and the longer
you have been here the more comparable you are paid to industry. While some are paid vary well, many are not. We shouldn't have more than 2
steps per pay grade - experienced and inexperienced. Step 12 is fairly comparable to industry standards and close to the old grey line, very few are
on step 12. Something needs done. People want a vision and a direction. They need to know what next if there is no tax. When employees are
told there is a plan but we cannot share it, most don't believe there is a plan. Good Luck, you have a huge task at hand with many years of
39 declining satisfaction to recover from.
Disciplinary actions should be administered equally. Management should heed advice given by experienced employees in certain situations and
explain in more detail why they are making certain decisions. We are in the dark too often and are left to speculate, which leads to morale
40 damaging rumors and negative attitudes.
41 ***

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When I hired in MoDOT was looking for people with experience in different areas and new skills but it seem difficult to get past the that's the way
we've always done it" attitude."
Some decisions appear to be made unilaterally (or dictated); however, just because they are suggested by high level individuals does not mean that
they should be implemented. The MoDOT slogan," albeit intended to demonstrate empathy, makes the department eligible for ridicule when the
department must, per its mission and responsibilities, make decisions that are not in what the public may perceive as its "good.""
MoDOT is going in the wrong direction. *** Employees are expected to be yes men or are considered as being not a team member". Raise the pay!
And quit telling me how great it is to work here!!"
Leadership - good people Immediate Supervisor- couldn't care less about me
It is at the *** level that I feel I am respected and seen as having value. District and state level has on multiple occasions shown nothing but
derision and been dismissive. Because of this attitude once I top out at the *** career path I will have to leave MoDOT if I want to advance my
career.
Too many of these questions relate directly to how my supervisor treats me. My supervisor is great. None of the terrible parts of MoDOT have
anything to do with my supervisor. He stands up for us, but ultimately his ideas *** for how MoDOT should operate fall on deaf ears. No employee
is involved in any decision. We feel like decisions are made against us rather than with us. And these awful decisions which affect our lives at work
and at home are never presented to us until it is too late to change it. The only chance we have to change policy is when we hear about the policy
through rumors before it is implemented. MoDOT asks more and more from its employees every single year, with no corresponding increase in
salary. We are all aware that MoDOT controls its own budget and could give us raises whenever it chooses. The MoDOT solution would probably be
to get the legislation changed so it is out of their hands and they don't have to listen to us whine anymore. I enjoy my regular duties and the people
I work directly with *** As long as ***have to plow snow, I will be looking for a new job. It is very unfortunate that people who are talented and like
their jobs are pushed out due to MoDOT controlling your life half of the year and never giving pay raises. How we are on call 24/7 for months and
never paid a dime for it? Every other job where you are on call you are paid whether you are called in or not. Snow duty would be more tolerable if
the policy worked like if there looks like there could be snow from Friday to Sunday, you are put on call and you're paid $5/hr if you are not called
in. If you're not on call, you can't be called in. This would preserve some semblance of a personal life during the winter. It's not just snow storms
that ruin our plans and steal our personal time; the threat of a snow storm is enough. If it may snow or I may get called I have to sit at home and do
nothing because if I go out and have a drink with my friends I will be fired for not reporting. There is no time I can relax and feel comfortable, and it
really wore on me and all the other employees I've spoken to about this. MoDOT is using the poor economy as an excuse to treat their employees
terribly because, as they have said repeatedly, a lot of people apply for jobs when they are advertised so this must be a great place to work. The
subtext is that we are all replaceable so if we don't shut up and be happy we'll be replaced. This leads employees to feel like MoDOT owns us rather
than employs us. Team MoDOT is a heavily used phrase by upper management, but it is a myth. I have become so skeptical of MoDOT that I
completed the survey at home for fear that if I completed it at work they would track me down and fire me for my comments. Despite all the
negative comments above, I like my work and I like the people, so if MoDOT starts treating employees better I would like to stay. I'm fairly certain
that I'm wasting my breath, and will end up employed somewhere else like so many of my former co-workers. This could be either by my own
choice or by another round of firings after MoDOT borrows more money it has no way of paying back for some flashy project to make politicians
happy.

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***#9 Supervisor yes ***#25 MoDOT tries to but I think could do better. #26 From time to time we do surveys and you tell us you want to hear
from us but you don't do anything to change. #31 Discrimination is very popular at MoDOT but not like you would normally think. It's not racial it is
however there between middle management and employees. #39 Salaries at MoDOT are terrible. Well below other men and women doing the
same job outside of MoDOT and other states. *** Very little has been accomplished. They will not give you black and white statistics when asked
about these great safety ideas they come up with. MoDOT has buildings and employees that have worked five plus years without any incident.
These people should be you safety team *** MoDOT says we are going to do more with less but no one has explained how. We are short people
and equipment to do basic maintenance. Superintendants tell you we are going to get back to our roots patching roads, spraying, mowing, etc.
48 then they come up with these high priority projects that really aren't, and all regular work is forgotten about.
*** These talking points exacerbate the low morale problem by making employees feel like they are stuck on a sinking ship with little hope of
rescue. There is an unspoken threat from management that unauthorized dissent will not be tolerated and that failure is not an option. Comments
and criticism to senior management is generally handled through the use of form letters which deny that the problem actually exists. The new
safety program seems to be primarily concerned with public perception and saving the department money. Many of the new safety regulations are
burdensome and focus on creating an illusion of safety. The department frequently rejects valid safety complaints because the solution is too costly
for the department. ***No one can really define what their role is because it is always in flux. Due to this flux, no one is really sure who handles
what function in certain departments. Supervision is ineffective because they are uncertain as to what their employees are supposed to do.
Employee performance evaluations are now based on perceptions and politics rather than the normal performance measurement metrics. One
dissatisfied customer can ruin an employee's performance review. Many employees frequently engage in bikeshedding exercises and
sensationalist presentations in order to keep certain individuals happy with their performance. *** The additional workload comes with a variety
of restrictions that severely limit an employee's ability to receive fair compensation for the additional effort. This all stick, no carrot attitude from
management has created a great sense of resentment among staff. This feeling is further exacerbated by constant cuts to benefits and a lack of any
meaningful pay increases. Cuts and broken promises have become so frequent that employees now immediately look for the bad news in any
management announcement. *** This consistent crisis mode mentality and lack of planning adds an additional level of stress to the already
overburdened staff. *** Staff is routinely told that there is no money available for additional personnel despite the continuing approval of projects
that require large amounts of money and effort. Furthermore, the metric for measuring the success or failure of a project is now grounded in the
court of public opinion instead of the traditional engineering metrics. Staff routinely fights with management over established project budgets.
There is a tremendous amount of pressure from management to cut the project budget at the expense of project quality in order to make the
numbers look good to the public. These policies also make it hard to purchase replacement parts which results in a variety of creative
workarounds that waste staff time. It is often easier to replace an item completely than it is to buy a replacement component for it. *** As a result
of these practices, there are now many talented people looking to either retire or work elsewhere. The end result is that MoDOT now resembles a
49 bus terminal where almost everyone present is in transit to another destination."
I don't see the department taking the suggestions they get and implementing them. I think it is crazy we are now being the safety police for the
contractor when there is already an organization that does that called OSHA. I think our focus should be on finding a way to compensate the
employees you HAVE and finding a way to KEEP them rather than embracing every new fad that comes along. I have sat through two sensing
sessions about the dissatisfaction within the organization and most of it is centered around plowing snow. Really? The organization is going to
lose so many good people because college graduates go to college so they dont have to do menial labor. While I personally don't give a hoot about
50 it, I can name at least three people who have quit over this."

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I believe the maps process is too drawn out and too opened for misinterpretation. *** That sounds fine except there is a lot of openness to
interpretation. *** Then the supervisor will put down the negative comment on the maps without first investigating if the negative comment is
correct. Then you do not find out about the negative comment until you are doing your maps and it is already written down. *** More or less
anybody can say anything about you and it will appear on your maps even if it is not true. And then you are having to defend yourself and you do
not know who even said it. They have a cloak of secrecy. And I am not being bitter, but I have seen in the past people who goof off and do very little
work get pay for performance or awards, while others who really do the work get very little if any recognition. All and all MoDOT is still a great
place to work, though I believe we can do better on our maps process and work recognition.
I can accept the fact that we might never get a sufficient raise to make our salaries competitive with the private sector. I can accept the fact that
we may never or rarely get cost of living adjustments. However, I cannot accept the poor treatment and lack of respect from administration,
especially to engineering graduates. Graduates have earned the right to NOT be maintenance workers in the winter months. That is degrading and
insulting. ***the fact that brand new hires make the same OR MORE than seasoned employees that have been dedicated to MoDOT for many
years. No more crap about inequities being outdated" and the new hire salaries being established to be competitive with the private sector.
Baloney! That's a cop out. Employees want real HONEST answers, even if those answers are not what we want to hear, there is a much better way
of delivering the bad news. There should not be such a division between the worker bees and the queen bees. Be honest and approachable. The
employees in certain positions (or the "worker bees") are the future of MoDOT and should be treated with more respect. The management (or
"queen bees") make decisions for what they feel is best for MoDOT today, but not what is best for MoDOT tomorrow. At the rate engineers are
leaving there will be no MoDOT tomorrow. Thank you."
Lack of accountability of management. Failure to perform mid-year MAPS. Demeaning attitude toward non-married employees not knowing
anything about responsibility". Hostile work environment based on criteria other than EEO. Failure to recognize listening as an important function
of communication skills."
***
Please utilize the assistant R.E. in *** doesn't reward senior engineers with assistant RE position. *** It would be a good grooming tool. How else
are they to get supervision experience?
Shed supervisors have too much power to make life hell if you speak up about a policy or practice. MoDOT does not take its retaliation policy
seriously. Retaliation is commonplace and it is ignored.
*** 95% of all promotions are already known who is in before interviews. This is a fact among just about all employees. What's the odds of such a
larger number of employees guessing right 95% of the time who gets the jobs?
All levels of management need to listen to our representative conducting the employee morale meetings. Listen to the results from this team and
use that information to make this a better workplace as it once was.
Stop micro managing. Let supervisors hire their own people.
*** Fuel costs eat a large portion of my pay check. This makes no sense in emergencies or bad weather. Very poor decisions made by MoDOT.
Used to love working for MoDOT and felt that I really made a difference. Now I'm scared to do my job because management is looking for anything
that you do wrong or that may be perceived as wrong in order to set an example of you. My time away from MoDOT with my family no longer
matters to MoDOT so MoDOT no longer matters to me.

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*** When I got hired on I could not have been more proud as it was my desire to work here after graduating. However as the years passed and
seeing how this organization has tossed aside the top engineers in order to keep their buddies hired in at the top; I have had my desire to work here
fade to the point I have looked for another job. *** The engineers are mad and are leaving in droves for better; more satisfying work. Never push
a loyal person to the point where they no longer care.
***
*** I feel MoDOT wastes so much money - it's crazy. They give us stickers about being safe to stick on the truck windows. By the next day most of
them have fallen off and are lost. No telling what these stickers cost. The newsletter is never seen at our building. Religious beliefs should be given
two unpaid days off. MAPS are a joke - your supervisor tells you how bad you are at your job when he has no idea of what you do. They just sit in
the office all day. I have worked a few places and never have I seen someone so irresponsible. I could go on and on. I do like my job and my coworkers are like brothers. We do need to make better choices.
***
Any time I have a question about policies or procedures that are changing and I ask what is driving the change; the most prevalent answer I get is
that is what they want. But nobody is willing to tell or knows who 'they' are. We need more accountability all through the organization in order to
promote a stable future.
I have found in my experiences that positions in MoDOT area given on the who you know and favorites basis. At least that's the way it is at our
shed. We have people in positions that should never have been put there. I believe that to be in a leadership role there should be some interpersonal skills and a lead by example attitude. At our shed there is none of the above! End of rant - nothing will be done about it anyway. It is nice
to be able to give my opinion without fear of hidden retaliation.
***
The waste of money at MoDOT is ridiculous. ***
I believe some MoDOT managers and leadership have issues trusting their employees. These same managers don't give their employees the
respect they deserve. New leadership has clear agendas on who gets promoted.
Supervisor has favorites. Hard work and dependability are not a factor. Safety stressed in non-essential areas or only if it fits MoDOT plans.
*** I'm very upset with the commission's decisions to lower compensation and retirement/medical benefits given that employees constantly are
asked to do more with fewer resources. Our COLAs don't keep up with inflation. If employees can't be compensated with merit raises; anniversary
raises; or job study adjustments; the very least the commission could do is to preserve our other benefits.
Soliciting feedback from employees like this is great. Please continue to do this.
*** The clicks are overwhelming and the other workers pay for it. The whole promotion process is a joke. If your district supervisor does not like
you then don't even try to promote. I think the whole promotion process should be based on experience only and not what level of college you
have. Most of the workers that have college degrees does not want to work out in the hard field. MoDOT is so disorganized at certain bldgs. In
fear of losing job for speaking out is such a shame. I think if we were allowed to contact HR without being punished and retaliated against the
sheds would be a lot more pleasant to work at.

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#8 - MoDOT gives virtually no recognition for a job well done. The reward for good work is more work. The reward for poor work is a promotion.
We let poor performers sit around and do nothing, give all the work to high performers, and at the end of the day rank and pay them the same. #39
Salaries at MoDOT are not competitive. *** We need to bring back/amp up our benefits: especially deferred compensation, flexible time and the
ability to work from home. Without that we are going to keep falling further and further behind from the consulting world in terms of salary,
making it harder to recruit and retain high performing engineers. I have always wanted to work as an engineer for a state DOT. I came into this job
eyes wide open, knowing I would make less than private sector but expecting the benefits to make up for it. The only way to obtain a salary
increase is through promotion; recognition is a foreign concept because it needs to be fair" to everyone ***If you really want to make MoDOT a
better place to work, you need to start by recognizing and rewarding the high performers, whether through pay, step increases, contributions to
deferred compensation, PTO, free lunches etc."
I feel supervisors/superintendents are bias when making decisions when promotions are available. They handpick who they want and don't go by
qualifications. Buddy system still in place. Morale at MoDOT is at an all time low. ***
Education requirement for supervisors to get their jobs. A.S. or Higher Please.
Start promoting employees again based on experience rather than just education.
To make MoDOT a better place to work I would suggest they start promoting people again based on experience and not just a college degree.
Little to no opportunity for career building and financial advancement. No action against employees that do not complete jobs or follow policy.
Supervision can be improved.
Promote on experience - not the education or who you know. Does us no good to have a supervisor who can't perform the job but wants it done.
How can they calculate the hours to do the job if they haven't even sat on the equipment? Move the district supervisors around every few years.
They become comfortable and overlook major issues in building. Do undercover boss if you want the truth about what happens!!
A degree should not be what warrants an employee to be better or smarter than a person without a degree. If you have years of service with an
organization; it should count for something. MoDOT is not one of those organizations. MoDOT needs to get their heads out of their A**.
Not obtaining a raise or lack of promotional opportunity makes it hard. *** Just started to look outside department for another job. Curious to see
what is out there with a larger pay salary. Raising a family and increase in cost attributes to wanting to leave.
They give us $50 per person for safety items but MoDOT is really not giving us $50. They make us pick one $25 knife and call it $50. Need to work
on picking right people for the job and not picking a friend.
Initial hiring not based on best qualifications. People hired from within even though outside applicants are better qualified and hiring based on
whether applicant would fit in rather than experience. None of these should happen.
***
I feel that MoDOT caters to the engineer coming to work for MoDOT. The technicians aren't able to advance but we still do the work that the
engineers coming in will do - after we train them. How does MoDOT call this an equal opportunity?
There are far too many questions that can be used to identify the source of the answers. I have tried to answer truthfully; however, it would be
understandable for an employee to be too concerned that they would be identified in order for them to answer as honestly as they should.

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Teamwork has been somewhat disappointing. When engineers gain experience, P.E. & beyond they learn many good skills that could truly make
MoDOT a high standard organization with excellence. *** As a result our projects suffer. The public pays the price. Too many projects are based on
politics rather than real need. Also on safety, it is hard to take the safety commitment seriously when non-experienced personnel are forced to
plow snow under precarious conditions. There are many ways to improve: by cutting snow shifts to 8 hours *** Until this dangerous matter is
addressed truly, safety will always be compromised despite what management claims. Thank you.
MODOT hires from the outside too much. I find it hard to believe that there is no one within MoDOT to hire for higher maintenance positions. To
many times I have seen or heard of someone getting hired of the street. In some cases I was not even interviewed for some jobs applied for and
were qualified only to find out that the position was filled from the outside. MODOT has gone too far with safety making it hard to work from day
to day. Putting everyone in a plastic bubble is not going to get 0 injuries. Everyone knows that 0 injuries is not possible for the type of work we do
day to day. So the goal is too high. Most people see it as unobtainable. *** People should not lose their safety award if they are hit in a TMA it is
out of their control. Overall morale is an issue.
I feel that the Safety policies are too one size fits all. There are times when there is no perceived danger that the PPE makes the employee feel
uncomfortable and ridiculous to have to wear a hard hat. The decision should be left to the employee when it is safe and not safe, a blanket policy
is disingenuous and the perception is that it really only serves to protect MoDOT not the employee. Allowing employees to exercise personal
responsibility would go a long way to fixing this area of micro management. Even if Management is set to force hard hats, please explain to the
workforce the statistical data that supports this policy at MoDOT. Most of our contractors do not wear them regularly; none of our customers wear
them in their front yards, so why make us look ridiculous when there is no danger of a head injury. This alone is the only area of MoDOT that makes
no sense, and to me is the dumbest policy MoDOT has implemented, then the cone policy is a close second. Personal responsibility and common
sense will go along way.
*** They could care less about us until they need us. It is an extreme hazard that should be reflected in our pay.
Be better about getting us the right safety equipment. Poor salaries - we can't afford nice snow gear. Boot allowance can't buy you a nice enough
pair of boots to last all year when you are actually in the field working hard each day.
MoDOT comes up with more rules to protect themselves rather than the employee. They look for what the employee did rather than how or if the
employee is ok.
Our safety culture is improving which is great. ***
We must have salt for the roadways. If safety is really upper management's priority. They talk safety and don't give us the tools needed to do the
job.
Hire qualified persons to achieve goals. Don't hire bodies with a pulse. Having unqualified people around us is a risk of their safety and ours. Pay
the qualified people a wage we can live on. Fewer employees who are skilled and paid appropriately will achieve for greater goals than many
employees who don't know much.
The hard hat and cone policy that was shoved on us is not a one size fits all. The snow plow policy needs to be completely revamped.
1.) Restore employee and retiree choice inside of the MoDOT Deferred Compensation plan. You should be able to buy and sell shares between all
of the funds, closed and existing Target Date funds. 2.) Restore the $35 match for the Section 401(a) Deferred Compensation Plan. It has been gone
so long that most of the existing Missouri Legislatures have no ideal it ever existed in the first place. 3.) Restore the Step Raises based on merit or at
least provide a decent COLA every few years. 4.)Why is MoDOT *** taking through lanes away and adding bike paths. If the answer is to satisfy
certain green" groups, I don't know that the greater traveling public need is being properly considered."

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1. I believe that in order to create a place here at MoDOT where employees want to not just have a job but have a career we need some type of
performance based pay (i.e. Career Ladders). MAPS are a great way of tracking how an employee is doing but there needs to be a step beyond that
were we can reward that employee for doing a great job. If MoDOT were to bring back career ladders you would see a huge boost in employee
morale. MoDOT needs to look at how to keep their top performing employees instead of the attitude that everyone is replaceable. 2. I wish that
there wasn't such a separation between graduates and non-graduates". *** Our so called graduates are held to a much higher standard and I feel
they are fast tracked in order to retain them. ***I would just like to see an even playing field when it comes to promotions and career ladder
increases.
MoDOT has gone to great lengths to do more with less, so we can put more dollars out on the road. But, employees have been left to suffer with
diminishing salaries and benefits. It's time to focus on taking better care of the employees' salaries and benefits. My salary hasn't kept up with cost
of living for many years now, and there's no incentive to work harder. How about another job market salary study, like 2004? It's been 10 years
since the last one.
This work place over my *** years has become a failure internally. Failure to maintain pay as competitive by not providing the necessary annual
COLA have made employees who were middle class now lower class citizens because we cannot maintain a quality of life MoDOT guaranteed us
when we were hired. Everything around us to survive has gone up in price, yet our pay is not maintained to allow us to stay on an equal playing
field. This is not how an organization is supposed to take care of the hard working employees that keep the citizens of this state safe on the roads. I
respect what our maintenance workers do & it is very dangerous, but forcing engineering professionals to perform maintenance operations (snow
plow) is treating these professionals like a lower class citizen. I came to this organization to perform engineering work. *** Again there is no
disrespect to what our maintenance forces due, but they knew they were signing on for that type of work. Engineers were not signing up to be
maintenance workers. It is also unequal & unfair treatment to force only certain departments to perform snow removal & not others. If you truly
want to equal opportunity & diversity make all departments put skin in the game to drive these dilapidated pieces of equipment. You say its
because we are safety sensitive" positions & more accustomed to being out in live traffic. Well, I hate to break it to you, but us engineers are a bit
too smart for that. ***
It all boils down that I feel like I am just a number at MoDOT, and am given the impression that MoDOT does not care if I leave. The problem is they
are losing great experienced employees that in the long run will end up catching up with MoDOT. The pay issue has to be resolved or this will
continue. The inequities are even worse. I have over *** years of experience with a PE license and am making less than an employee that has only
half the years with no PE license. Does that make any sense at all? I don't think so. Let's get real and get this figured out and quit giving excuses
that money needs to go on the roads first. Employees need to be taken care of first to keep the great employees and then the roads will be much
better off for it.
MoDOT needs to find a better way to reward hard work other than more work. This does not necessarily have to be financially, but currently as we
stand top performers do not receive any acknowledgement for going above and beyond every day. It would also be nice to see the *** area'ss
salaries more competitive. The *** district doesn'tt appear to have as big of an issue but *** and *** are losing top performers at an alarming
rate!
Need ways to get raises for good work
The lack of respectable raises is an ongoing problem at MoDOT. It is shameful that step raises are no longer used to compensate employees fairly.
This leads to salary inequities where someone with over 20 years experience makes the same or less as a co-worker with 10 years or less
experience. This continuing problem proves to me that MoDOT management really does not care about their employees job satisfaction. They do a
lot of talking, but no action.

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1. Reinstate step increases 2. Resolve inequities within the pay scale. Employees with longer tenure should be paid more than employees with less
tenure. 3. Empower non-supervisory decision- making. 4. Institute a sunset period for SG16s plowing snow (i.e. plow for 3 years, then not called
anymore). 5. Update the interiors of MoDOT facilities. We've downsized the amount of property we own, now let's show some pride in what is left.
6. Train SG16s to be managers so they are better prepared to manage people (not projects only) when they advance. 7. Create a class of technical
positions that engineers can move into above SG16 so that managing people isn't the only option for advancement. 8. Make career ladders
requirements comparable across departments.
Salary: I know that MoDOT is limited on what it can give on Salaries and that there is not a good" time to implement step raises, but I feel that this
is key to having a healthy work force. MoDOT needs to figure out a way to have performance based raises tied to MAPs. As the economy begins to
come back and the private industry becomes more healthy, it is going to become more and more difficult to retain young and old engineers, as well
as recruit new engineers. Even if it's in the 1%-3% range, this will show that MoDOT truly does value its employees. Graduate Engineer
Development: MoDOT needs to come up with a statewide graduate engineer development program. One that will immerse a new engineer into
the culture of MoDOT. This will do a couple of things. One it will give a new engineer an identity with MoDOT. And two, it will give them a wide
range of experience within their first couple of years. I think that a 1-2 year program that would rotate a new engineer throughout MoDOT would
develop their skills and create good employees. You could even just hire them on as "Graduate Engineers and after a 2 year rotation they are
allowed to choose what area to work in."
MoDOT just does not offer the opportunities that I want for my career and the pay here would not be able to support the travel and hobbies that I
would like to do. I would have to move up considerably in the career ladder in order to get as much as I might be able to get elsewhere ***
The only way to boost morale at MoDOT is if our wages increase or step raises come back. I and many others I know at MoDOT feel the same way
and are looking for employment outside of MoDOT. That is truly the only way to keep good, hard working employees and cut down on turnover.
Unfortunately that is the harsh reality and if things don't change there will be a mass exodus. Hopefully this helps.
Lower level employees need a raise. Not treated as fairly as upper level employees with 4 year degrees. There is still favoritism being shown and
not enough promotions based on skill.
MoDOT wages are not competitive with private business. As a result many good employees have chosen to work elsewhere. Other incentives can
be created to retain employees. A work from home program for Office staff would be a great incentive for some to stay.
***Returning those benefits may restore some confidence in MoDOT by its employee's.
Year after year with no cost of living increase, no raise, and no positive news really wears people down. Someone in senior management or the
commission needs to stand up for employees and push for raises. They would instantly be the most popular person at MoDOT. One less small
project per district per year would be enough to give everyone a decent raise. Make employees a priority too.
***Comparable Salaries appear to be higher.
Step raises...more accountability in the *** offices. ***

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For the most part, I am pretty happy working for MoDOT. *** However, I have two main problems. First, salaries are not competitive at all for
engineers who do their job well and receive positive performance reviews. I realize salaries are set by the legislature and that it isn't easy to
increase them. Step" raises would be a nice solution to this issue. Second, the decision-making for snow plow duty is absurd. To begin with, it is
unbelievable that engineers are forced to snow plow. I wasn't told anything about plowing snow during the interview process, and there was no
mention of such in the description of duties. A person goes through 4+ years of a very challenging engineering program and graduates so that
he/she can do engineering work, not get called in on a holiday to work a 12 hour shift plowing snow. And I would estimate half of the time, we get
called in for very minor snow events and don't even leave the maintenance building. I have been called in on *** for a forecast of half an inch of
snow, only to sit at the building and get sent home after 4 hours. This kind of situation happens fairly often. Even though I totally disagree with
engineers having to plow in the first place, I understand that there is a shortage of labor, but would like to see better decisions made on when we
get called in. It's one thing if there is a forecast of a large snow event. But to call every employee in for a forecast of a half inch of snow over 12
hours is ridiculous. And there is no accountability for all of this wasted time, money, and morale drop. *** It seems MoDOT does not care very
much about their non-supervisor engineers and would like to see many of us move on to different organizations. (This does not apply to my
immediate supervisors, who do respect and appreciate us.)"
I feel my pay doesn't compensate for such a labor intensive job ***
Since we know salaries are not competitive quit telling people that they are. We are ranked last out of all the states for pay. I think we should allow
employees to cash some of their vacation or comp out so that they can actually afford to take a trip when they are off work.
***
Until there is some form of step raises, there will always be major problems. It causes problems with morale, motivation to be highly productive,
and fairness. It also means that every time the economy is good, there is a mass exodus of most of the best employees. Additionally, there needs
to be more avenues for engineers to advance that doesn't involve being in management. The reward for being a highly productive engineer is to
become a manager currently.
Missouri employees salaries rank at or near the bottom of all 50 states. That says everything you need to know about what the legislature thinks
about state employees. I believe the Commission does what they can to help employees, but their hands are tied by the legislature.
Employees no longer feel secure in their employment with MoDOT. *** Engineering professional salaries are no longer competitive for those that
have been employed at MoDOT for 10+ years. New engineering hires are being paid competitive wages and as a result this will quickly lead to
salary inequities. This impacts employee moral as employees do not feel valued for their years of experience and dedication to MoDOT.
No raises hurts MoDOT morale. ***Safety has gone overboard. We can still think for ourselves.
Need raises in pay. It's quite sad I've been stuck in the same step of my pay since 2006. Pay increases increase morale and productivity.
Open the brackets. Buck up and give step raises.
My greatest reasons for dissatisfaction are low pay and no career ladder in my type of work. If a person isn't an engineer there is little room for
advancement. If management doesn't do something about salaries it won't matter. If our funding is down you won't have anyone to do the work.
Snow plowing policies not sustainable. Poor salary makes it extremely difficult to retain good employees. Salaries do matter.
***I am very satisfied with my job but a pay step would be nice.
Step raises. If this company has any inclination of keeping the good employees they have left; they will reinstate step raises. What's the good in
doing a good job if there are zero rewards?
Pay grades need to be increased to be competitive in the industry. We work out on the highways which is extremely dangerous and are not

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compensated accordingly. We have seen very little in pay increases over the past 5 years. The increases are pathetic.
Prominent on the minds of the majority of employees is pay increases yet this survey nearly avoids asking about this important issue.
Salaries are the main issue.
We all want step raises back in effect. Our salary is not competitive at all.
A step raise should be given every year not to be voted on by a committee. People with more years should make a percentage more than new
employees. Employees that started 20 years ago started at $8.00 per hour. Now they start at $13.00 per hour. All the years we earned raises.
They just dropped the bottom bracket off which made new employees making almost as much as veteran employees. Very unfair.
Need in step raises/equity adjustments. Quit having interviews for promotions when the successor has already been selected. New hires making as
much or more than veteran employees. Non-engineers do have value; stop treating as 2nd class citizens and allow opportunities for advancement.
Promotions based on who you know not what you know.
MoDOT needs to do a better job at retaining employees long term. Health insurance and retirement not enough. Pay should at least keep up with
inflation. Too much diversity is a bad thing. It is up to upper management to make decisions to increase morale and improve job security issues.
***Salaries are grossly under than industry comparisons for engineering and project managers.
Money - plain and simple. The budget has been balanced on the backs of employees for far too long. Turnover of great people is a direct result.
Please fix. I have attached pages in the past on this issue but feel it won't matter.
We need a competitive salary. We need new office chairs.
Salary grid is broken. Why have steps if no one can achieve them? Salary inequities must be addressed. Need senior engineering career ladder
that doesn't involve being managers. Not many good engineers are good supervisors. The only way to make more money is a promotion. Not
everyone wants to be a boss. Actually very few should be a boss - they are better as workers.
MoDOT has the lowest salaries in the USA. Need more money. Everything is going up but MoDOT salaries.
MoDOT doesn't pay enough for workers to work on major highways. It's too dangerous to workers. We are very seldom given the right tools and
equipment to be safe on a job. People that make money decisions have no clue about what people need to do a job safe and in time. MoDOT
needs to worry and focus more on boots on the ground with better pay. Remember they make the money. MoDOT could hire better help if they
paid more money. You get what you pay for!!!
The salaries don't come close for the danger of having to work in 70 MPH traffic. I'd like to see you stand out there finishing concrete while a
tractor trailer flies by you three feet away. Come out and visit us sometime!!!
I feel like MoDOT employees are underpaid across the board. *** Did you know that county maintenance workers start off at $17-$18 per hour?
Does that seem fair to you or competitive?
Need to address compensation. We are losing too many valuable employees due to lack of raises.
I greatly enjoy the work I do and the people I work with. I take great pride in the work. If I didn't there is no way I would still be a MoDOT
employee. Pay and benefits are not competitive.
Bring back merit raises so employees have something to work for.
What good is your job if all you do is survive in poverty? Just what kind of a living is that? Why else do you come to work? When it fails to provide
this living then what - second jobs! There are absolutely no incentives here. Just dead end jobs where you barely scrape a living. With more and
more put on our plates and foolishness without any incentive. Too much stress and no reward - more for less. How much more for how much less
when the cost of living is more than you make!

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*** is losing very good employees due to low wages. They are going and getting better jobs. Please interview people better. *** When we need
the experience to get jobs done with less and faster. It is not equal across the state. Each district is like a community on its own. *** It is hard to
move to another district if you are not well known and it seems there is no reason to interview when the district officer already has someone
picked for the job. Put the right people in the right place.
Maintenance workers are treated like they are replaceable. We are given no incentive to stay at MoDOT. Salaries are not remotely competitive
with other Dots.
I feel a little nervous about my job because of MoDOT's financial problems. The pay is ranked 48-50 in the nation's maintenance facilities. I feel like
I need to look for work to better prepare my family's needs. We need more step raises for self motivated employees. Danger level pay should be
better.
It seems MoDOT spends more time on being politically correct instead of just connecting with the workers. The MAPs process seems useless since
there are no longer raises or steps. Promotions only come when positions are available and you are able to meet the criteria for the position. If
food and hotel stipends are higher for ***; why aren't salaries compensated the same way? Safety monies should be available for american made
products and clothing such as Buck knives.
A need for annual raises is important to keep up with the economy. MoDOT would be a great place to have a long career if advancement that is in
place would become automated with tenure and annual raises!
Allowing the ability to get in-step raises for good employees. Giving cost of living raises that are actually close to the increased cost of living. There
are other state agencies that give in-step raises so don't give the excuse that MoDOT is following other state agencies. Money is tight at MoDOT
but at some point they need to take care of their employees or else they will have an even more difficult time keeping good qualified employees.
We need more people at the maintenance facilities to get our jobs done and do better quality work!!! We need more pay to keep the better
workers around. Everyone is leaving because of the pay!!!
MoDOT is going in the wrong direction. Pay your employees better and stop telling us how good we have it!
If the legislators won't give us a raise; bring back performance based pay increased. *** I am already challenged by too much work.
MoDOT needs to compensate veteran employees with step raises so as they are not making the same wage as a new hire. There are too many
steps that overlap from one level to another. Separate these to make it more competitive.
It would be a morale boost if MoDOT were to respect all levels of education and not just the graduates. It would be nice if MoDOT was as
concerned about non-grad career advancement by offering cross training similar to the graduates.
If I ask each of my *** supervisors the same question, I will get *** different answers. Very hard to walk the line. I have asked repeatedly about
educational opportunities--none have been approved or alternates suggested.
More work training - community issues. More diverse management team. This will represent the communities we are working in.

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***I'm sure you have heard this several times already but since we are a govt. agency we should keep the taxpayers money in the state of Missouri
or at the very least in the U.S.. Recently there were safety awards given out and none of the prizes that you were able to choose from were made in
America. I believe that buying U.S. products would have boosted employee morale by a small degree. ***It seems redundant to have employee
morale meetings just to have district ignore our suggestions. I'm sure you have heard this a million times but there needs to be something changed
about snowplow season. One suggestion is having design plow as well. We are a team after all... Aren't we? From what I've heard there are around
*** That would tremendously lighten the load on everyone. Another suggestion is having the shed foreman in control of all employees instead of
him/her being micromanaged by someone who isn't even on-site. Similar suggestions were brought up at a meeting held by district but were also
ignored. Besides that, working at MoDOT has been great. Employee morale is my biggest concern with MoDOT and lately it seems like there has
been no attempt to correct it. Hopefully these employee surveys will shed some light on what needs to be done to allow MoDOT to become a
better work environment. Thank you for hearing me out
All the employees want is respect and honesty from the upper management, and for them to stop adding to our already full plates of expectations.
We are less people...and they seem to keep forgetting that.
***
Please reconsider increasing number of boots on the ground. *** We cannot maintain the infrastructure and things are only going to get worse.
Employees want to do a good job but are pushed to their limits and burned out because they cannot keep up with the workload. Please
understand that this is not working. This is the honest truth.
Way too much work to do with too few employees. Not enough MT employees.
***Basically abusing the other duties as assigned portion of the job description.
Our area is way too big for the people we have. People are too stressed and overworked.
Project plans are really bad in my area. ***
***
I think that the scope of work that is involved in the *** side of MODOT should be a grade above maintenance. They have to be specially certified in
lead abatement, welding and many other special skills.
We have too many meetings and they interfere with my ability to work in a timely manner. I also feel a high school or college student could do a
ton of the secretarial work for much less per hour and save us a whole lot of time in copies, scanning, filing, etc.
MoDOT policy is followed when its beneficial for MoDOT but not all the time.
So much is outdated on the MoDOT intranet site.
MoDOT so far behind in quality road construction and repairing operations. Seems like its such a struggle to do preventative maintenance any
more. Makes highway repair from contractors not hold up as long. They are cheap about their personnel numbers and quality repairs. Thank you.
***
none

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Comments
MoDOT needs to stop asking for loyalty" from its employees. ***
I have a high opinion of MoDOT - I have had great experiences interacting with Central Office. My department is negative. *** I don't feel safe
asking questions or voicing an opinion. My experience in this district has not been positive. I know this cannot be the case in all areas of MoDOT.
***
***
I love my job at MoDOT. I find my job very rewarding. I don't feel that MoDOT values its employees as it should. Some engineers are valued but if
you aren't an engineer I don't think MoDOT cares whether you stay or leave. ***
Decisions on building projects should be based on need and not on how much federal money they can get. If possible Missouri should opt out of
federal highway funds and the federal fuel tax and ask the citizens of Missouri to increase the state fuel tax to fund projects that are needed.
One of the questions mentions MoDOT website. I have never seen such a mess of a website such as SharePoint. Everything there is so hard to
find and I find it absolutely useless. Another question asks about MoDOT utilizing money properly. It is absolutely a huge waste MoDOT does with
their practically designed projects. *** Salaries: Absolutely not competitive, when was the last time our jobs were evaluated to determine
whether we are been paid as others in our field of work. If you want to run MoDOT as a business start with your people. Give them a job they
want to be proud of, compensate them properly and hold them accountable.
Take better responsibility of the money we are given.
*** Stop issuing bonds to complete projects - misleads the public, isn't responsible, puts debt down the road. Stop fooling people about
Design/Build, you have the best method of project completion in Design & Construction (divisions) so use them. Quit being politically correct w/
diversity-hire/promote based on MERIT, not race/gender/sexual orientation, etc. MoDOT is reverse discriminating (e.g. there are many cases of
white males not getting promotions even though they are better qualified/better merits, just to meet minority employment/promotion goals),
lawsuits would seem naturally next. Appreciate the good staff you have & show them genuinely, not with certificates or handshakes but w/ raises
or benefits. Let us employees have more empowerment to implement good ideas and not be told by supervisors that that's not how we're going
to do it. You have registered professional engineers doing drafting, lots of it (that a technician should do *** Quit feeding us the old garbage like
how MoDOT encourages employee development, you've promoted based on what you wanted (e.g. claims of diversity, personal preferences,
etc.). Don't try to convince us that having the contractor test his products is better than us or an independent; i.e. it's the fox guarding the
henhouse!
*** The trucks we have are used almost every day. I see a lot of cost that could be saved in fuel from getting these trucks worked on. MoDOT
could save money if we could change our own oil in equipment! Buying salt when it is cheaper and storing it would save money. At our shed we
are very cautious about using salt and expenses.
The money problems at MoDOT were brought by management. Any time new money comes in they feel like they have to spend it now by selling
bonds. Now all that money is being used to pay off the bonds. MoDOT should live within its means. I don't feel like they are using tax dollars
wisely. I can't support the proposed 1% sales tax because of the way things are done.
No one has any idea what the other is working on. How can we be good stewards to the public if we have no idea what projects are being worked
on and where? *** No one feels secure in their jobs no matter what is being told to us in meetings everyone is still expecting the next round of

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cuts.
Better Communication with employees....
Employee ideas need to be heard. Data to support tracker measures should not be falsified. ***Employees are scared so I feel this survey will be
skewed.
MoDOT may ask but they don't really want to hear or care what the average MoDOT employee has to say.
Management needs to listen to people in the field about practices of black top laying on types of oil. They keep making same mistakes from year
to year with oil leaching out of black top because of wrong oil. Management then tries to play the blame game to keep their butts out of trouble.
Our spraying policy does not work. MoDOT engineers know nothing about agronomy and plants. On this subject they need to listen to some of
the workers in the field. They may not have a degree but have been farmers and ranchers all their lives and understand cool season grasses and
what types are easiest to control to help keep brush and weeds in control.
MoDOT asks for input from employees but doesn't act on it. No One wants to share what they know for fear of their job. MoDOT expects us to do
more with less and still achieve great results. Because of tracker we are all competing - not working as one team.
Management needs to listen to employees more. Treat employees with respect not like children.
MoDOT can strive for diversity to its detriment. Just because someone has a diverse ethnic background doesn't mean they are best for the job. I
feel that because I am white I would be passed up for a promotion so a woman or an African American could be promoted even if I was much
more qualified. I feel starting salaries are competitive but an engineer with 5 years experience could go private and make much more.
There is no respect among employees here. Everyone looks out for themselves and acts like you do not know anything unless they say you do. No
one minds their own business and feels the need to tell you every move to make even though they are not in a supervisors position. I am sure
they would sooner throw someone under a bus (figurative) then to help them out and make them look good to someone else. I have never met
the kind of people I have since I started working for MoDOT.
I earned and I'm still paying off loans for a degree in civil engineering. I do not wish to drive a dump truck for snowplow duties or any other time. I
can't wait to leave MoDOT.
MoDOT needs to go back to being more like a family in which creates a very positive work environment. MoDOT needs to be consistent state wide,
instead of a district being different than the rest of the state.
Individuals who have gone to college for 4 years to become engineers are being degraded by being forced to plow snow.
***
I feel betrayed.
I would hope MoDOT would see the need to do their best to retain the great employees they have instead of letting them go. If you do not think
this is happening all of this will be for not!!!
***
Morale is very low. *** I accept the reality that contractors are necessary. I believe their work however is inferior.
You can be the best worker and have a great attitude and you will make the same amount of money as someone who does little and has a bad
attitude. No incentives for a good employee.
***

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All of the employees feel if they do something wrong that they're trying to get rid of them or make a spectacle of them. There are a lot of great
employees here and we are not perfect. Treat them like adults and not kids. You've placed them in boxes and they are afraid to even move. Be
proud of your employees and treat them with respect.
Games and competition between facilities. Facilities getting newer and better equipment for winning the games when other places should be
getting the equipment. Some places getting short changed because they ask questions.
I really don't understand MoDOT's direction. We have 7 different districts and all 7 of them do their own thing. We are not one team. *** How is
it possible to do a job if you don't have the things to do it with? And the pay - tired of no raises. Been here for years and never had an in-step
raise. Only a 2% cost of living and the slap in the face $21 a pay period raise we got this year. MoDOT needs some serious change.
Would like to see us use more material on our chip & seal. I feel we are just putting a band aid on the road when we could do better. I would also
like to see the matching on defend comp. I never had that. I also think if you got people that work hard you need to reward with 9 bump up. If
you really wanted opinions you would give a bigger box.
MoDOT does a poor job of hiring the right kind of people. The past few years we have received new employees that take no pride in their work.
*** The problem with the MAPS system is it is not used correctly because it will get you in more trouble than the sorry employee you fill it out on.
It seems that MoDOT direction is driven by tracker performances. While this may be an important tool it seems to cost. Unnecessarily spending
money to drive this tracker performance takes away from more pressing issues in the field.
Tracker measures seem more important than quality products or work.
Crew leaders and supervisors be given rating reports from their team members so they can focus on their skills and attitude as leaders. Also the
usage of safety equipment in situations when it is needed for specific jobs. Comfortable employees are happy workers :)
All of the senior management say that we are a team, that we all need to work together, but in all honesty we aren't a team at all. *** It's hard to
be motivated and to have a good attitude at work when the district is divided into two separate sides. *** The little money that we do have as a
district isn't spent in the right places or on the right things. The managers and engineers of or district say that they want our input and suggestions
but really when we do get our input it falls on deaf ears. ***
Concern: The vision of the department is not known. We have changed the structure of the department to meet the future financial situation but
the vision beyond this issue has not been clearly defined. The senior management acts as if they do not have a plan for the department. If they do
they do not present it clearly or do not want you to know. Suggestion: Have the senior leadership present the future vision of MoDOT to its
employees. Central Office needs to take more control of this matter. Concern: We need to know if the Senior leadership are pursuing a 100%
professional organization (graduate engineer vs. non graduate) or are they going to have a mixture. The career opportunity for non graduates has
stopped at least in our district and the future of promotions is very unlikely. Suggestion: Have the senior leadership address this issue. Central
office needs to take more control of this matter.

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When it comes to being a wise steward of Missouri's transportation system, it appears that MoDOT management is much more concerned about
appearances rather than substance. For example, management is fixated on "Tracker Measures" and other insubstantial tools to measure
performance while the "day to day" concerns of ensuring a quality product for the public and getting the best value for every dollar seem to be
secondary. In addition, the value placed on their employees appears to be at an all time low. For example, whenever valid concerns are raised
about working conditions, whether about a pay scale which is near the bottom of all 50 states, or making any decisions at all based on improving
the employees position here at MoDOT, the predictable answer heard from management is "Just be glad you have a job." Secondly, management
continually undercuts the field personnel when judgments or decisions are made to hold contractors responsible for work that is questionable
and/or substandard based on MoDOT's own stated specifications and standards. In other words, management does not stand behind its field
personnel or supervisors who's primary job it is to be the public's advocate in the day to day dealings with contractors.
Missouri taxpayers and customers of the transportation system deserve much better results than what MoDOT continually falls short of providing.
Great leadership makes a great company...MoDOT has lost sight of great leadership. Transparency needs to be implemented. The TRACKER
system is not transparent. I could go on forever about the things that I feel would make a positive difference for MoDOT, but why would I take the
time to do so now when I tried to when I was there?
There are members of the management that will ask about for our opinions but never listen. They will promise things and won't deliver on their
promises.
The stress of overnight snow removal duties while maintaining and managing the productivity of my team is overwhelming. A decision and
implementation based upon salary = elitism. All supervisors under a certain salary grade are required to remove snow, under duress of maintaining
employment; these people should at least be utilized for day shifts exclusively in order to maintain supervisory continuity with our teams. *** This
problem could be easily solved with supervisors as day shift only" during snow removal."
***
***
There seems to be little tolerance for those who believe in Biblical principles. *** Management (district and central office) does a very poor job of
communicating to employees. The volume of communication (from management, mostly via email) is excessive, but the quality is poor, it mostly
seems to be just "lip service" to MoDOT's value statement. We want to know what is happening, but especially we want to know how it affects
the way we do our jobs. As far as tools to do my job, email is probably the most important one I have, but the email archival system is a joke. I
work on projects that stretch on for years, but (sometimes, archival process seems random) can't perform simple searches on emails that are just 2
or 3 months old. SourceOne doesn't seem to work unless I know exactly when the email was sent. I suggest giving users a data quota on the email
and letting the user decide when and what to archive or delete. I have some emails I will want to access three years from today, and some I will
never want to see again (and many I never wanted to see to start with). The employee can make better decisions regarding email archival than
*** After saying all this, MoDOT is the best place I've ever worked...but it could be so much better."
You say the good old boys aren't there. From what I have seen it is running rampant. Maybe you should figure out how to implement
requirement that would disqualify a person being promoted.
Stop having pets under supervisors wings.
I think we still have too many people in upper management. ***
My aggravation with my job is mostly at a local level. ***
*** Promotions are still given to the buddies.

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53 I love working for MoDOT and appreciate the job they provide me. ***
54 There is no extra pay for years of service. You are asked to help train new employees and in 5 years they are making the same pay. ***
55 ***
MoDOT has too many engineers and the engineers they have too many assistants. MoDOT needs to cut about half of the upper management
56 positions. Too many chiefs and not enough indians; or as you say boots on the ground.
57 Micro managed -*** Too much - SharePoint.
Sr. management does seek input and new ideas but more often than not it seems like suggestions are discounted or comment is not taken
58 seriously. It appears decisions have already been made and they are just going through the motions.
Sr. management needs to trust the judgment of subordinate supervisors and the MAPS process when considering employees for promotions. Also
they need to trust judgment of interview panelists when names are submitted rather than personal bias when accepting or rejecting those
59 submittals.
60 Most of management talk it but can't walk it.
61 ***They have forgotten about the people in rural areas. If you don't live in a major city they don't care about you!
MoDOT values: Mindless conformity; political correctness; yes men people. MoDOT does not value: experience; differing opinions and ideas;
62 anything not listed on tracker; people. MoDOT cares? That makes me laugh!
63 *** We used to be a MoDOT family; but now there is a culture of backstabbing. Tracker results matter more than MoDOT values now it seems.
MoDOT could be a better place to work if management would actually care about their employees and how they are treated. MoDOT used to be a
64 great place to work. ***
65 ***We are micro managed and unappreciated.
66 ***
67 This is a waste of time and money. Nothing will come of this. They do not care about the truth.
Completing this survey is a waste of time. Upper management will not do anything positive with the information. This is another example of
68 MoDOT's waste of Missouri taxpayers' dollars.
69 ***
70 MoDOT is a good place to work. There are some things that need improvement - this is the first step to accomplish that.
MoDOT was promoting people into the inspector roles but made a change. I know that we need engineers for the upcoming years. But they seem
to do 180 changes. At one time they promoted mostly tech and now they are promoting or hiring engineers to be inspectors. Is there some
middle ground and not total changes in hiring process. MoDOT seems to value diversity more than experience. *** I think MoDOT should find
some common ground on hiring and promoting engineers and technicians to be inspectors. Many people now feel they are as high as they can go
and no raises. I think diversity is a good thing but everyone needs and equal shot when promoting people. Do not put too much into the diversity
71 into the promoting process.
I think that all employment advances should be done on experience and not the buddies with the boss. I wish that there were step raises again,
72 but I think that they should mostly be for the boots on the ground.
73 ***
74 ***Why do some districts get overtime and others have to flex time?

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1/2 new people are wanting to leave because of the people at MoDOT. I will be leaving this shop for another because I have no future here. Every
time we get a raise the insurance eats it up. I love my work and used to love my shop but it is so cut throat and favor based I have no change to
progress myself to do things that are new. *** The MAPS are a joke and unfair.
To get ahead at MoDOT you have to know who's ass to kiss. Missouri ranked 7th in the nation for amount of highway miles and 6th in the amount
of bridges. Why is it I am ranked 49th in pay scale. ***
MoDOT has no room for advancement unless you brown nose the boss.
I see no reason for questions 42-50 as these will deter many from returning the survey. It would be fairly easy to figure out who might have sent it.
Especially if they are senior management.
I think common sense is gone in MoDOT. We don't fix anything we just band aid. I believe in safety but use common sense in it. There have been
so many changes; some good and some not. I am ready to retire.
MoDOT has grown too much; just like all government. It is out of touch with its employees in the field. Safety and environmental concerns cripple
us to the point of almost being unable to do anything. I'm glad I'm leaving. It's frustrating.
MoDOT has gone way over on safety. We feel like we can't get anything done because all the new safety precautions. Hard hats; safety glasses;
safety vest; gloves; steel toed boots; just to throw a dead animal off the road! There is a time and place for safety gear but not for our everyday
businesses.
The issue with not being able to put work zone signs with the weights straddling the upright is a silly issue. We should be allowed to place the
weight over the upright so as to ensure the sign from blowing over into the highway and to keep from hurting drivers and to keep our employees
safe and able to go home at night!
I'm tired of lies. Safety only to get one fired or to prove MoDOT right only if someone gets hurt. You want to save money - start listening to the
people doing the work not the ass kissers that just want to keep their jobs.
Over my years at MoDOT safety has always been a priority but when it comes to following through with it it's almost always about faster and good
enough - ignoring what is actually safe. It's nice to talk safety but another to provide what is actually needed.
It seems MoDOT makes a huge deal with safety and family. However it also seems that people in management say one thing and do the opposite
in terms of safety. *** With that being said I do love what I do at MoDOT and I do my very best and as safely as I can when I am told to do a task. I
think a lot of people are tired of being treated like a third grader. Also 4 10 hour days does not give a lot of time for family.
Safety is the most important thing I can say about my job.
There is no incentive to work hard at MODOT, there are no ways to advance in a timely manner and the salaries even when including benefits are
way behind what other employment offer. Morale of MODOTs employees is at an all time low which makes it a struggle to keep a positive
attitude. The emphasis at MODOT has become more about how we look while we do what we do, than how our product performs. Leadership is
so focused on Tracker measures that the infrastructure suffers. I enjoy working at MODOT and had planned to make a career of this job but now I
am actively searching for other employment because I see no potential for raises, increased costs of benefits and a lack of middle leadership with
the ability to instill confidence and pride in their employees.
Open the step increases
The tone around the office is heavy on salary. I believe that MODOT should increase salary each year to account for the cost of living increases.
Also there is no reward for doing a good job at MODOT except for a pat on the back. In order to be competitive, MODOT should offer a small yearly
bonus for saving money on projects or based on your MAPS. ***

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90 Increase in pay or start giving step raises to employees

Money is only true recognition. We haven't had significant raise in a long time. Stop solving organizational shortfalls by passing cost to
91 employees. It makes small raises nothing. My income has fallen for years. We are always told times are tough.
Please stop asking about salaries. You know they suck and we know they suck!!!!!! We've all had enough of the diversity crap! We're trying and
when we do hire Other Than White Male we can't keep them unless they are awful. Focus on morale is a waste of time and money. *** The
MoDOT safety pendulum has swung too far! Life is not without risk, but your rules are making the job a pain in the butt. We all want to go home
92 each day *** Sorry for the downer comments. This is a bad time and people are mad."
93 We really need a pay raise for all maintenance workers. Cost of living continues to rise but our pay check stays the same with less buying power.
As many have voiced concerns over in the past, MoDOT's salary for employees with engineering degrees and or many years of experience are well
underpaid. As a new engineer, my pay is close to competitive, but falls off quickly over a few years. As employees gain more experience, they are
more sought after by the private sector and their value increases, but their pay doesn't. Management say they think pay is close to competitive,
and maybe it is for certain fields at MoDOT, but obviously it isn't when construction employees are leaving for the private side, and getting 50%+
94 raises. This is probably the biggest concern amongst anyone working for MoDOT.
95 MoDOT has to begin to look at competitive salaries for existing employees. They continue to lose talent and stack those work duties on others.
It gets real old hearing and reading responses to anyone's concerns about salary when they just keep telling us there was 20 to 30 people that just
put in for the last job opening and basically if you don't like it quit. That is always nice when coming from someone making much more than
96 myself.
MoDOT needs not compensate its employees comparable to Current Market Value. Without a cost of living raise for soo long... it is hard for
employees to work at MoDOT and provide for their families. Its a terrible feeling knowing that the longer you stay at a job that you love.... the
97 further you are getting behind.
98 Pay is not high enough for the risk taken. Retirement needs to be more.
Keep promises, rules should apply to everyone including upper management, get decent pay raises, MoDOT employees were promised a pay scale
99 (in the mid nineties) that gave regular raises but never followed thru on.
100 It is hard to say the salaries are fair when you have people that work for you making more money than you are.
More work and no more pay. Non-competitive salaries. Cost of living is far outpacing our salary raises. Salaries should not be a political issue, it
should correspond with compensating employees market-based salaries because it is the right thing to do and the main show of appreciation. And
101 employees have been through so much with MoDOT in recent years. It is past time to do something about salaries.
We need to take another look at what our surrounding states' DOT's are paying engineers and other professionals with similar job titles/duties and
how much of a salary increase they provide for promotions and professional registration. I know for a fact that Arkansas DOT is leaving us in the
dust. Yes, our retirement system is still great, but at some point, the salary has to be competitive, as well. *** But if management and senior
management salaries do not increase significantly by that time, I will retire from MoDOT and go for a second career somewhere that pays market
rate for a *** I'm not a complainer and have enjoyed working here for almost an entire career, but at some point, I'd like to make some money.
102 It's that simple.
103 10 years is a long time to become vested in retirement. Pay scale is way low considering our lives are at risk!
After many years of construction work many things could be done different in many areas that would save time and money. Take home pay is
104 about 1/2 of what a private contractor pays. A young family cannot afford a car payment; rent; utilities and food on the pay they get.

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When they give raises I wish they would do it by the step process instead of percent increase. It just gets the high paying jobs further away from
the ones on the low side of the scale.
I realize money is tight but if we could offer step raises; that would improve morale. Also a better line of communication - better open mindedness
would go a long way.
Need to implement inequity raises so people can catch up to co-workers that got promoted before when they got 4% raises and not the 8% they
got later on in promotions - unfair!
Rising cost of insurance; fuel; food; clothes; vehicles; etc. Is far outrunning any cost of living or performance pay. Something needs to be done
about this!!
The one thing that concerns me is the lack of merit step raises with a career at MoDOT. With over *** years merit steps have only been given one
time during my career. It is difficult to support a family when merit raises are not given then we raise the insurance prices or the deductibles
which just take money out of the employees' pockets. I have received promotion raises over the years but the yearly merit raises would help the
employees out.
I think we need to do these surveys more regularly. Otherwise people are holding things in and letting them grow for multiple years. Our pay
structure was low before but with a reduced staff and more work per person it's seeming less and less competitive. We need to find a way to
avoid having engineers plow snow. We are pushing good talent out the door.
We ask about raises. They say if you don't like it there's people out there to take your jobs. ***Public sees this then you want a sales tax passed micro managing!! ***
I love my job at MoDOT and I work with good people and employees from other shops. My only complaint would be the wages. We put our lives
at risk daily. After all deductions; my paycheck does not go far to pay bills and support my family.
MoDOT believes you are a number. ***In the last 5 years they have sucked the life out of most of the people I work with. Cost of everything has
gone up tremendously and the pay has basically stayed the same. The majority of the people I work with have low morale and feel beat down.
These surveys are great except I don't believe people are brave enough to answer them honestly.
We are the lowest paid of all the state transportation departments. Why is this? There is no such thing as a raise here. Guys who have been here
for 10 years as SA maintenance workers make less money than guys who have been here 5 years. That is a bunch of crap. There is no reason to
work harder and get nothing in return. If you say anything around here you have a target on your back.
It would be nice to see a COLA that would at least keep up with the insurance premiums that keep going up.
More money!
Raises; promotions and pay-for-performance incentives have been lacking for far too long now. State legislature should be adding .02/gallon per
year; until our funding is better. With or without approval by the voters - screw public opinion - politics is service; not a career.
Would love to see step raises come back.
I don't feel MoDOT spends their money very wisely. MoDOT has been losing great workers left and right because we no longer get raises and
MoDOT is terrible when it comes to competing with income from other companies. ***
I would suggest that MoDOT look into doing another job study or similar process for the positions of crew leader and below. We no longer have
step raises and for the last several years we have not even received much of a salary increase that the less experienced employees are now making
the same and sometimes more than the employees who have several years with MoDOT. I think this would be a very nice way for you to say thank
you for staying with the organization. Plus it would boost morale!

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MoDOT needs to make more of a work life balance. ***I realize that my job here at MoDOT is a 24/7 type job and I am fine with that. Emergency
phone calls are no problem.
Work load should be dispersed more evenly. Do more with less help should be the new logo.
I have been hearing for several years that we need to operate more like a business" *** MODOT should take steps to correct the things it can:
make sure ratings on MAPS are used for promotions, pay raises, continued employment... Second enact pay raises for longevity and performance.
Thank you."
I think sometimes we could all have less meetings and do more actual work. Just my opinion.
I think MoDOT should look at having the right person in the right place.
MoDOT needs to become one unit. We want contractors to be on the same page while we as a unit are completely different. Nothing is done the
same. Every region is different. Every office is different. Not a single branch of MoDOT is the same as any counterpart. Nothing is done the same.

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MoDOT 2014 Employee Survey: *** Comments

15 MoDOT doesn't respect Christmas; just every other religion.

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96 There are lots of unfair things as it relates to pay. ***

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employees' morale; production; families and stress.

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use your manners; please, thank you and Im sorry!

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