<p>Recruiting entry-level civil engineers and information technology specialists has become more competitive and the New York State Department of Transportation is experiencing difficulty in attracting people to these positions.&nbsp;&nbsp; Compared to the private sector, NYSDOT&#39;s entry-level salaries are lower but rise more quickly.&nbsp; NYSDOT believes their benefit package is better, however, this has never been quantified. If their benefit package is more valuable than that of NYSDOT&#39;s competitors, that would offset lower starting salaries and be an attractive component of a total compensation package.&nbsp; Competitive compensation should enhance their recruitment efforts.&nbsp; This study was conducted to determine if in fact the benefit&#39;s package is worth more than NYSDOT&#39;s competitors.&nbsp; The initial salary offered by NYSDOT to entry-level civil engineers is below its competition.&nbsp; The salary after the probation period however, is quite competitive.&nbsp; Fringe benefits in most categories meet or exceed those offered by the competition with exceptions of life insurance and maximum tuition reimbursement per year.&nbsp; It is estimated that the value of NYSDOT&#39;s fringe benefit package is $14,352.00.&nbsp; NYSDOT&#39;s competition spends a great deal more money on advertising in their recruitment efforts.&nbsp; Other State DOT&#39;s far exceeded NYSDOT&#39;s travel expenditures for recruitment.&nbsp; NYSDOT spent three times what the others spent on support materials.&nbsp; Recommendations: 1. NYSDOT should review its salary structure for the first 14 months and shift a competitive amount to the initial salary.&nbsp; 2. Life insurance should be made available upon the start of employment.&nbsp; 3. Maximum reimbursement per year for tuition should be increased.&nbsp; 4. NYSDOT should develop a more extensive plan for advertising for new hires.</p>