Strategic Working Groups

Talent Management Working Group

The Talent Management Working Group focuses on the strategic recruiting,
managing, retaining, and succession of diverse and highly-skilled talent. The plan is to collect and share best practices that can be applied at all airports within North America, regardless of size and budget.

  • Attraction
    • Identify staffing models (i.e. part-time, full-time, contractor, retiree) and roles (i.e. technology, innovation, etc.) needed for sustainability of airport industry roles.
    • Define workplace environment needed to support the roles (in partnership with the Organizational Effective and Culture Working Group).
    • Identify key partnerships (traditional/non-traditional) to build
      internal/external pipelines (ex. airlines, community agencies, other airports, schools) Edge4Vets Program: works with transitioning vets to translate their experience and strengths into tools for civilian workforce success.
    • Establish toolbox of policies and practices that consider diversity, equity, and inclusion to attracting talent.
    • Aviation Career Awareness Campaign: in partnership with the ACI-NA Marketing, Communications and Customer Experience Committee to develop strategies, campaigns, and tools to raise awareness of airport career opportunities.
  • Selection
    • Develop key questions for building a candidate profile
    • Compile ideas for best sourcing candidates considering resources
    • Identify roadblocks/gaps/workarounds in hiring practices or that affect the recruitment cycle time.
  • Retention
    • Design framework or identify components for succession planning efforts.
    • Compile data of what industries are doing to address the Great Divide and Great Resignation.
    • Create data roadmap template to tell the workforce story
    • Establish consortium with ACI/airport industry/city & county partners to promote ongoing conversations related to talent management and retention opportunities/challenges
    • Identify training and professional development opportunities
    • Identifying and communicating existing training programs that meet airport staffing needs

Organizational Effectiveness and Culture Working Group

Airports face an industry and world undergoing significant and rapid change.
Airports are confronted by the need to improve their capability to solve the complex problems of the airport business, manage future change, and maintain a positive, productive, and efficient culture. In 2022, this working group will focus on three areas (leadership development, culture, individual resiliency) and aims to:

  • Recommend approaches and activities for hands-on leadership learning at all levels and for all airport sizes.
  • Compile and distribute what airports have done with regards to informal
    leadership.
  • Develop a menu of options that airports can use to improve their cultures
    and evaluate their progress.
  • Identify organizational culture success stories and case studies in the airport and other industries.
  • Raise awareness of the issue of, and need for, individual and organizational resiliency.
  • Gather and share tools to help airports address individual mental health and wellness.

Tactical Working Groups

Compensation & Benefits Benchmarking Survey Working Group

Inaugurated in 2008, the ACI-NA survey was a response to request from Airport Directors for credible, reliable, and legally compliant sources of market
compensation data.

In the 2021 survey (CY 2020 data), a record total of 139 airports/authorities (121 U.S. and 18 Canadian) participated, reporting comprehensive compensation data on over 13,215 employees in 122 distinct industry-specific jobs.

Data for the 2022 Compensation & Benefits Benchmarking Survey is currently being aggregated by the Western Management Group (WMG) and the results will be released in February 2022. Each year the Working Group aims to enhance the survey to address the changing industry and labor environment.

This includes assessing and integrating new or modified airport specific jobs, refining position benchmarking criteria for greater accuracy, and addressing social equity issues like pay equity.

Conference Planning Working Group

Professional development ensures that members of the airport human resources community increase their competence and advance their careers. This is achieved through opportunities to acquire new knowledge and share best practices that will improve individual performance on the job and support enhanced organizational performance. This Working Group identifies and develops conference programming that address the needs of HR professionals in the U.S. and Canada with regard to workforce planning strategies, talent management practices, and emerging human resources trends.