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Guide to Compensation Decisions 33 Annual Review and Corresponding Increase for Satisfactory Performance Some transit systems have an annual performance review process, typically conducted during the budget development process. With satisfactory or better performance reviews, raises are given to correspond with the new budget year. The amounts of the raises are typically governed by the salary ranges set for the job classifications. Often the City or County sets an overall average wage increase (e.g., 3%) and raises are then based on performance, keeping the average of the increases to 3 percent. For example, an employee would get a 5% raise for superior performance, or a 4% raise for excellent perfor- mance, or a 3% raise for satisfactory performance. Periodic Step Increases with Satisfactory Performance Review Other transit systems use a step system in place of an annual process. Such a system allows employees to be eligible for step increases every 2 to 3 years, depending on the steps and, gener- ally, a satisfactory performance evaluation from the employee's supervisor is necessary to be con- sidered for a step increase. Bonuses for Satisfactory or Better Reviews Other transit systems use a performance evaluation system that offers bonuses for satisfactory ratings (e.g., using a scale of 1 to 5, if an employee scores a 3.5 on his/her performance review, he/she is eligible for the base amount of the bonus). The amount of bonus to be distributed is established by the governing board. Raises for Improving Skills Transit systems will often give staff pay raises for improving skills or certifications. For example, diesel mechanics might be eligible to receive an increase in wage rate for each ASE certification or drivers may get a wage rate increase if they have no accidents or incidents during the quarter. Defining Consistent Job Categories Assessing your employee's salary/wage levels would be fairly straightforward were it not so important to categorize the job functions/duties of employees into similar or "benchmarked" job categories. Without a consistent definition of the jobs, accurate data on their compensation levels cannot be collected and assessed in a consistent and reliable manner. It is important to compare the compensation packages accounting for different job requirements, skills, level of training, and complexity. What you call an "Administrative Assistant" may be someone else's "Clerk." The project collected compensation data and developed guidelines for job categories that are benchmarked for consistency with regard to staff functions/duties, required skills, and level of responsibility. This section includes descriptions of job categories and responsibilities that were used to collect the 2006-2007 wage data in the survey during this research. These benchmark job descriptions outline the various functions (e.g., management, administration, operation, and maintenance) and responsibilities for all transit personnel and define jobs by category for these functions. One specific issue was how to capture compensation data on an employee who has multiple jobs--should we try to record compensation rates for that individual in more than one job category, perhaps based on the percentage of their time spent on each function? The questionnaire was mod- ified; wage and benefit information for persons who have multiple responsibilities (e.g., driver and clerk) would be provided under the job title that is their predominant responsibility. Because the

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34 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas primary goal was to obtain information on staff compensation (not manpower/staffing levels), it appears that whether the person fills multiple job functions is not as important as what they are paid for the job that is their primary responsibility. Background Benchmarking is the matching of an organization's internal job to an external job of similar content. Benchmarking requires the organization to identify the skills needed for the job (edu- cational and/or technical requirements), the hazard exposure, and the management level (3). It is also important to assign the market value of a particular position based on the job itself and not the person filling the job. Once jobs have been benchmarked, compensation can be determined by comparing similar positions in other industries and locations. Thus comparison is the basic process used to help determine compensation levels for organizations (2). Some organizations hire consultants to perform benchmarking studies, while others develop this information internally. Salary.com offers the following tips for employers to consider during this comparison process: Use salary surveys that are applicable to the positions (e.g., the correct job, the same geo- graphic area, and similar company size). Select job descriptors based on content and not just the job title. Select the proper match--the job descriptor should be at least 70% of what the job entails for it to be considered a benchmark job. When using salary surveys, review the level guide. Surveys use a number of methods to describe and represent the various levels for different jobs. Involve employees in the process. The BLS uses a process termed "leveling" to determine the work level of the occupations listed in its National Compensation Survey (NCS) (4). This process has classified selected jobs into occupations based on job duties and responsibilities. In the leveling process occupations are matched to levels within each of four factors: Knowledge, which covers the knowledge base, training, and skill areas required for the job; Job controls and complexity, which covers the amount and type of directions received, the complexity of the work, and the nature of the work within a job; Contacts, which covers the nature and purpose of the contacts within a job, but outside the supervisory chain. Contacts may include email, phone, radio, and face-to-face; and Physical environment, which covers the nature of the risk and the amount of physical demands with the job. Each of these factors consists of several levels, each with an associated description and assigned points. The point total determines the overall work level and the BLS publishes data on 15 lev- els. Several transit industry jobs are represented within the NCS, and relevant BLS data were pro- vided in Section 2 to help explain regional wage differences. AASHTO conducts an annual salary survey of state transportation departments. The survey results provide the salary ranges, the number of staff in each position, and the weighted average salaries for a number of job titles within the departments for 43 states. The AASHTO salary sur- vey uses a straightforward approach that asks the respondents to match their job descriptions with benchmark descriptions and job classifications and then provide the salary ranges, omit- ting incentive and longevity pay. As described in Section 2, APTA and many large transit systems also conduct periodic salary surveys in order to properly benchmark their positions and compensation levels (5). Myriad

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Guide to Compensation Decisions 35 human resources data analysis companies conduct salary surveys for companies using web-based survey instruments. For all types of organizations, the development of accurate job descriptions is seen as critical to the benchmarking process (6). Job Categories, Responsibilities, and Compensation Unique organizational arrangements are found in the rural and small urban public trans- portation industry. Although system types and sizes vary, some core job categories are common. Table 3-1 provides job titles for the most commonly found positions in the industry. These posi- tions were identified through industry research, committee input, and stakeholder input. The following pages provide brief job descriptions, skills/experience levels, and data on wages from the survey. Not all transit systems have all of the positions listed in Table 3-1. The functions described in the positions must still be accomplished; however, these systems are typically understaffed and the duties of one job may be spread throughout existing staff. For example, in many small transit systems, the Transit Director may also function as a Planner, Safety/Training Manager, and Marketing Manager. Additionally, many of the smaller systems outsource parts of the program, particularly maintenance and accounting. The full list of potential job categories is provided to accommodate the complete spectrum of transit system types that exist in the industry. Those who responded to the survey were asked to identify their current staff according to the benchmark positions identified in previous research. For this purpose, respondents were instructed to set aside job titles and categorize positions by typical function. The distribution of duties and the various nomenclatures among transit sys- tems was hopefully captured in this effort. Table 3-1. Job categories. ADMINISTRATION Page Number Transit Director 36 Administrative Assistant 37 Transit Planner 38 Finance Clerk/Bookkeeper 38 Marketing Specialist 39 Computer Operations Analyst 40 Safety and Training Manager 41 Rideshare Coordinator 42 Trainer 43 OPERATIONS Administrative/Clerical Support 44 Operations Supervisor 45 Street Supervisor 46 Scheduler/Call Taker 47 Dispatcher 48 Fleet Maintenance Manager 50 Maintenance Clerk 51 Mechanic 51 Mechanic Assistant 52 Maintenance Utility Worker 53 Bus Driver/Commercial Drivers License 54 Bus Driver/No CDL Required 55 Passenger Aide/Attendant 56 Customer Service Agent 57

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36 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas TRANSIT DIRECTOR Alternate Titles: Executive Director, Transit Administrator, General Manager Job Description: Plans, directs, coordinates, and evaluates the activities of the transit system. Develops and administers the system budget, negotiates and secures funding from local contributing organizations, prepares grants, directs the purchase of capital equipment, and ensures the proper and efficient use of funds. Provides information, alternatives, and recommendations regarding policy and service issues to the Transit Board and implements Board decisions. Education: Four-year degree in Business, Accounting, or Transportation. Common Qualifications/Skill Requirements Significant experience in organization and administrative management. Previous experience in budget development, grant and proposal writing and administration, risk management, human resources, and transit operations. Significant previous experience in management, supervision, and project management. Experience creating budgets; familiarity with government accounting systems. Familiarity with transportation service delivery and planning. Human resources experience. Typical Duties Manage financial activities to support transit operations, quality, productivity, and goal attain- ment. Provide fiscal and management control, including budget development and administration. Manage transit system procurements, cash, and investments. Develop policies and procedures in support of operations and administration. Transit Director Annual Wage Data from Survey Variable Low High Average N Variable Low Hi gh Average N BLS Region Rural/Urban New England $41,500 $87,899 $58,621 17 No Urban Area Served $14,000 $82,500 $42,123 112 Middle Atlantic $47,740 $105, 000 $69,698 10 Service Area Includes Urban $14,560 $105,000 $54,815 105 East North Central $21,000 $82,500 $44,390 42 West North Central $14,560 $76,960 $36,684 45 Funding Source South Atlantic $22,704 $100, 805 $50,960 37 S.5311 Non-Urban Only $14,000 $96,500 $43,175 149 East South Central $40,000 $73,626 $52,186 5 S.5307 Small Urban Only $31,500 $100,805 $58,242 29 West South Central $14,000 $75,542 $44,384 30 Both Non-Urban & Small Urban $24,960 $101,920 $62,278 24 Mountain $24,731 $90,025 $48,572 20 Pacific $55,000 $101, 920 $76,507 10 Type of Organization Transit Authority $22,505 $101,920 $55,420 38 Number of Employees County Department $14,000 $105,000 $46,585 33 1-9 Employees $14,000 $71,000 $34,068 41 City Department $18,720 $85,000 $52,793 39 10-24 Employees $15,150 $87,899 $41,847 78 Private Non Profit - Transp Only $21,000 $90,025 $46,568 35 25-49 Employees $22,505 $87,360 $53,374 51 Private Non Profit - Multipurpose $15,150 $95,000 $41,162 57 50-99 Employees $27,505 $105, 000 $64,861 37 Private for Profit $60,000 $60,000 $60,000 1 100+ Employees $45,000 $100, 805 $74,180 9 Other $42,000 $96,500 $55,968 10 Union No Union $14,000 $96,500 $44,805 175 OVERALL $14,000 $105,000 $48,264 217 Union $27,505 $105, 000 $62,674 42

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Guide to Compensation Decisions 37 Ensure compliance with applicable local, state, and federal regulations. Manage and supervise multiple projects concurrently. Oversee human resource efforts and provide supervision and leadership. Represent transit system to community and political constituents. ADMINISTRATIVE ASSISTANT Alternate Titles: Office Manager, Assistant to the Director Job Description: Provides general administrative support for the director; performs a variety of administrative tasks. Education: High school diploma or equivalent. Common Qualifications/Skill Requirements Ability to communicate effectively in both the written and spoken form. Strong organizational skills. Stable work history with 5 years of administrative experience. Proficient writing, typing, and office skills. Strong knowledge of Microsoft Office software. Ability to interact professionally with internal and external clients. Typical Duties Screen phone calls, visitors, and all incoming correspondence. Format and compose letters, reports, and memos. Respond to requests for information. Coordinate travel. Keep an organized collection of scheduled appointments. Arrange conferences and meetings. Administrative Assistant Annual Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $20,800 $41,873 $29,638 10 No Urban Area Served $14,560 $65,000 $28,616 43 Middle Atlantic $20,000 $36,015 $25,209 9 Service Area Includes Urban $12,168 $63,843 $35,065 59 East North Central $14,560 $55,000 $26,644 18 West North Central $17,680 $41,600 $27,190 19 Funding Source South Atlantic $12,168 $52,000 $29,354 26 S.5311 Non-Urban Only $12,168 $65,000 $28,826 65 East South Central $19,000 $34,028 $27,632 4 S.5307 Small Urban Only $24,000 $63,843 $38,951 16 West South Central $17,448 $52,210 $26,981 17 Both Non-Urban & Small Urban $25,116 $60,000 $41,577 12 Mountain $12,324 $40,560 $28,788 14 Pacific $29,000 $51,500 $36,978 7 Type of Organization Transit Authority $12,168 $65,000 $35,985 23 Number of Employees County Department $18,720 $55,754 $34,493 19 1-9 Employees $12,480 $27,352 $21,438 7 City Department $14,560 $63,843 $33,171 16 10-24 Employees $16,640 $50,908 $28,926 33 Private Non Profit - Transp Only $21,735 $50,808 $32,843 14 25-49 Employees $12,168 $63,843 $32,356 32 Private Non Profit - Multipurpose $12,480 $50,908 $24,199 18 50-99 Employees $14,560 $65,000 $36,728 22 Private for Profit $24,960 $39,000 $31,980 2 100+ Employees $28,830 $55,754 $43,916 8 Other (Universities, etc) $32,000 $35,360 $34,340 4 Union No Union $12,168 $65,000 $30,600 72 OVERALL $12,168 $55,000 $28,337 124 Union $22,272 $60,000 $38,540 30

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38 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas TRANSIT PLANNER Job Description: Participates in policy development and implementation of service enhancement projects by conducting transit planning and service delivery studies that include identifying issues; collecting, analyzing, and reporting data; and preparing and presenting oral and written reports. Education: Four-year degree in Transit Planning or equivalent plus experience. Common Qualifications/Skill Requirements Previous project management experience. Five years of transit planning/operations experience. Typical Duties Conduct analysis of local transit services. Identify opportunities for new services and service changes. Prepare planning documents for public and governmental review. Conduct community outreach forums for discussion of transit issues. Transit Planner Annual Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $20,800 $47,722 $34,261 2 No Urban Area Served $16,000 $44,190 $27,893 8 Middle Atlantic $22,880 $83,500 $48,950 3 Service Area Includes Urban $14,830 $83,500 $39,822 18 East North Central $23,920 $55,000 $36,640 3 West North Central $23,000 $30,000 $26,500 2 Funding Source South Atlantic $43,649 $71,349 $52,949 3 S.5311 Non-Urban Only $14,830 $83,500 $28,366 13 East South Central $43,897 $48,804 $46,350 2 S.5307 Small Urban Only $20,800 $71,349 $45,020 6 West South Central $14,830 $37,876 $24,331 7 Both Non-Urban & Small Urban $20,800 $50,178 $33,693 6 Mountain $16,296 $29,120 $22,708 2 Pacific $44,190 $50,178 $47,184 2 Type of Organization Transit Authority $20,800 $50,178 $33,604 6 Number of Employees County Department $16,296 $71,349 $36,682 5 1-9 Employees $14,830 $23,000 $17,769 5 City Department $37,876 $48,804 $43,340 2 10-24 Employees $15,600 $29,120 $22,880 3 Private Non Profit - Transp Only $30,000 $55,000 $44,240 3 25-49 Employees $30,000 $55,000 $38,073 4 Private Non Profit - Multipurpose $14,830 $83,500 $32,539 8 50-99 Employees $20,800 $83,500 $41,839 9 Other (Universities, etc) $31,000 $22,140 $37,595 2 100+ Employees $40,471 $71,349 $50,723 5 Union No Union $14,830 $83,500 $34,704 18 OVERALL $14,830 $83,500 $36,151 26 Union $20,800 $71,349 $39,410 8 FINANCE CLERK/BOOKKEEPER Alternative Titles: Transit Clerk, Finance Clerk, Payroll Clerk, Accounting Clerk/Assistant Job Description: Performs routine bookkeeping functions such as entering data, posting financial information, updating account balances, and maintaining financial records. Counts, records, and deposits fare revenue. Education: High school diploma or equivalent, some college or accounting experi- ence preferred.

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Guide to Compensation Decisions 39 Common Qualifications/Skill Requirements Previous payroll processing or accounting background preferred. Accounting basics. Payroll and data entry processing. Proficient with Microsoft Office package including word processing and spreadsheets. Knowledge of generally accepted accounting principles. Ability to work in a fast-paced multi-tasking environment. Ability to read, write, and speak English. Ability to communicate effectively on all levels. Typical Duties Process payroll for all employees, including garnishments, taxes, and relevant fare deductions on bi-weekly basis to ensure that all employees are paid accurately for their working hours. Complete daily and weekly reports for Operations/General Manager review to ensure that hours and payroll are within budgeted amounts for service provided. Maintain accurate fare accounting records and relevant payroll deductions for affected employees. Update and maintain vendor and supplier files. Ensure ample stores of necessary items, including office supplies and computer equipment. Finance Clerk/Bookkeeper Annual Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $26,000 $45,000 $31,913 10 No Urban Area Served $12,168 $62,400 $26,716 41 Middle Atlantic $24,025 $49,920 $34,875 9 Service Area Includes Urban $12,168 $66,560 $32,743 49 East North Central $12,168 $62,400 $30,872 17 West North Central $12,168 $37,440 $26,838 9 Funding Source South Atlantic $16,431 $41,600 $28,412 14 S.5311 Non-Urban Only $12,168 $66,560 $28,494 56 East South Central $21,842 $38,453 $29,073 4 S.5307 Small Urban Only $24,000 $57,980 $33,405 15 West South Central $12,168 $47,424 $24,084 15 Both Non-Urban & Small Urban $24,000 $47,500 $32,335 13 Mountain $18,720 $39,000 $27,747 5 Pacific $31,250 $66,560 $40,908 7 Type of Organization Transit Authority $24,025 $49,920 $34,236 19 Number of Employees County Department $12,480 $39,127 $27,015 9 1-9 Employees $12,480 $37,000 $24,514 10 City Department $22,000 $57,980 $36,345 9 10-24 Employees $12,168 $62,400 $27,065 25 Private Non Profit - Transp Only $16,058 $45,000 $30,156 17 25-49 Employees $16,431 $39,000 $29,880 20 Private Non Profit - Multipurpose $12,168 $62,400 $25,593 28 50-99 Employees $12,168 $66,560 $34,333 24 Private for Profit $25,000 $25,000 $25,000 1 100+ Employees $21,842 $46,800 $32,401 11 Other $20,800 $66,560 $33,480 6 Union No Union $12,168 $66,560 $28,294 66 OVERALL $12,168 $66,560 $29,998 90 Union $24,025 $57,980 $34,683 24 MARKETING SPECIALIST Job Description: Develops and supports marketing plans in order to maximize the services and programs of the transit agency. Designs and produces web-based marketing materials and print newsletters, flyers, and other materials. Researches, writes, and disseminates agency press releases, public service announcements, and feature stories. Cultivates and facilitates positive relationships with media and community groups. Education: Four-year degree in Transit Planning, Operations, or Marketing.

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40 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas Common Qualifications/Skill Requirements Customer service experience. Familiarity with marketing concepts and transit fare programs. Working knowledge of presentation and graphics software packages. Typical Duties Conduct public outreach in conjunction with planners and managers. Develop new marketing concepts to encourage transit ridership. Marketing Specialist Annual Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $17,040 $40,000 $28,300 4 No Urban Area Served $17,040 $43,680 $29,150 4 Middle Atlantic $27,040 $48,434 $36,824 3 Service Area Includes Urban $20,800 $57,980 $39,374 15 East North Central $33,000 $57,980 $45,326 3 West North Central $20,800 $20,800 $20,800 1 Funding Source South Atlantic $39,743 $5,400 $46,871 2 S.5311 Non-Urban Only $17,040 $41,101 $29,057 6 East South Central $38,453 $38,453 $38,453 1 S.5307 Small Urban Only $20,800 $57,980 $41,133 5 West South Central $22,880 $41,101 $31,990 2 Both Non-Urban & Small Urban $22,880 $54,000 $40,383 6 Mountain NA NA NA Pacific $36,993 $49,920 $43,530 3 Type of Organization Transit Authority $27,040 $49,920 $40,016 8 Number of Employees County Department $35,000 $35,000 $35,000 1 1-9 Employees NA NA NA City Department $20,800 $57,980 $42,808 4 10-24 Employees $22,880 $41,101 $31,990 2 Private Non Profit - Transp Only $22,880 $33,280 $28,080 2 25-49 Employees $17,040 $54,000 $35,520 2 Private Non Profit - Multipurpose $17,040 $41,101 $27,006 3 50-99 Employees $20,800 $57,980 $37,971 11 Private for Profit NA NA NA 100+ Employees $22,880 $49,920 $38,628 4 Other $43,680 $43,680 $43,680 1 Union No Union $17,040 $41,101 $31,046 8 OVERALL $17,040 $57,980 $37,222 19 Union $20,800 $57,980 $41,713 11 COMPUTER OPERATIONS ANALYST Job Description: Provides personal computer and network systems support and secu- rity; maintains routine databases; troubleshoots and resolves malfunctions; and installs, configures, and tests applications, upgrades, and hardware. Education: Two-year degree in Computer Sciences or similar technical background. Common Qualifications/Skill Requirements Experience in hardware and software implementation and management. Experience with computer networks and database applications. Typical Duties Maintain and update databases for scheduling programs. Provide training to staff on new programs/applications.

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Guide to Compensation Decisions 41 Computer Operations Analyst Annual Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England NA NA NA No Urban Area Served $18,720 $26,000 $21,573 3 Middle Atlantic $20,000 $40,471 $31,490 3 Service Area Includes Urban $34,000 $50,000 $43,199 10 East North Central NA NA NA West North Central NA NA NA Funding Source South Atlantic $18,720 $48,880 $35,916 5 S.5311 Non-Urban Only $20,000 $34,000 $26,667 3 East South Central NA NA NA S.5307 Small Urban Only $39,980 $39,980 $39,980 1 West South Central NA NA NA Both Non-Urban & Small Urban $18,720 $47,000 $32,860 2 Mountain $47,000 $50,000 $48,500 2 Pacific $40,000 $44,720 $41,888 3 Type of Organization Transit Authority $20,000 $46,000 $38,689 6 Number of Employees County Department $18,720 $39,980 $29,350 2 1-9 Employees NA NA NA City Department NA NA NA 10-24 Employees $18,720 $26,000 $22,360 2 Private Non Profit - Transp Only $47,000 $47,000 $47,000 1 25-49 Employees $20,000 $48,880 $34,440 2 Private Non Profit - Multipurpose $26,000 $50,000 $39,720 4 50-99 Employees $34,000 $50,000 $42,188 5 Private for Profit NA NA NA 100+ Employees $39,980 $47,000 $43,042 4 Other NA NA NA Union No Union $18,720 $48,880 $34,720 5 OVERALL $18,720 $50,000 $38,209 13 Union $20,000 $50,000 $40,489 8 SAFETY AND TRAINING MANAGER Job Description: Develops, coordinates, schedules, and conducts driver training pro- grams. Ensures that drivers meet and comply with all federal, state, and local health and safety regulations including Commercial Drivers License (CDL) requirements and drug and alcohol testing and training. Responsible for accident investigation, accident review board activities, and retraining/refresher programs. Education: High School Diploma or equivalent, certifications according to local con- tract requirements. Common Qualifications/Skill Requirements Previous passenger transportation experience in current project or similar environment required. Previous training and supervisory experience preferred, but not required. Excellent safety and service record. Knowledge of local training program and local operations. Knowledge of project-specific vehicles, components, and data/communications systems. Knowledge of state and federal regulations and corporate safety programs and policies. Familiarity with Windows-based computer operating systems and Microsoft Office packages. Typical Duties Manage new hire and veteran operator training programs to ensure that all operators receive the minimum initial training and that all employees receive required annual and ongoing training. Provide and/or manage classroom and behind-the-wheel instruction according to corporate and client specifications in all aspects of vehicle operation in the course of passenger trans-

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42 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas portation, including defensive driving; service area familiarization; passenger loading, unload- ing, and securement; proper manifest documentation; use of on-board equipment; accident and emergency procedures; dispatch and radio communications; and passenger sensitivity. Review all vehicular, passenger, and employee accidents/incidents for determination of cause and preventability. Identify potential trends to be addressed in future training efforts as well as ensuring that retraining and safety points are assessed according to company policy. Safety and Training Manager Annual Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $39,520 $40,200 $39,860 2 No Urban Area Served $16,640 $41,600 $30,260 10 Middle Atlantic $40,000 $47,840 $44,485 4 Service Area Includes Urban $12,730 $55,736 $35,324 23 East North Central $21,840 $55,736 $33,831 5 West North Central $36,400 $37,224 $36,811 2 Funding Source South Atlantic $24,752 $41,600 $34,411 5 S.5311 Non-Urban Only $12,730 $47,840 $28,864 15 East South Central $24,403 $24,403 $24,403 1 S.5307 Small Urban Only $19,760 $55,736 $36,438 9 West South Central $12,730 $35,220 $22,678 8 Both Non-Urban & Small Urban $35,220 $41,600 $37,922 5 Mountain $32,750 $53,040 $41,513 3 Pacific $35,360 $39,322 $37,394 3 Type of Organization Transit Authority $24,752 $47,840 $37,456 10 Number of Employees County Department $40,000 $44,000 $41,866 3 1-9 Employees $12,730 $21,840 $17,069 3 City Department $19,760 $55,736 $33,866 6 10-24 Employees $13,520 $37,500 $27,280 4 Private Non Profit - Transp Only $37,500 $38,750 $38,125 2 25-49 Employees $19,760 $41,600 $31,822 6 Private Non Profit - Multipurpose $12,730 $41,600 $24,448 9 50-99 Employees $27,000 $55,736 $37,464 15 Private for Profit NA NA NA 100+ Employees $24,403 $53,040 $40,363 5 Other $27,000 $35,360 $31,180 2 Union No Union $12,730 $41,600 $28,301 20 OVERALL $12,730 $55,736 $33,789 33 Union $32,750 $55,736 $42,232 13 RIDESHARE COORDINATOR Job Description: Identifies, develops, and implements carpooling, vanpooling, and other shared-ride opportunities. Organizes and maintains database of potential riders. Matches ride requests with drivers. Introduces and markets ridesharing and other innovative programs. Maintains relationships with major employers, business centers, and other traffic generators. Common Qualifications/Skill Requirements Previous transit management/operations experience. Familiarity with transit financing methods. Familiarity with transit ridesharing/carpooling programs. Typical Duties Manage business-to-business marketing effort to improve and encourage ridesharing/car- pooling. Conduct public outreach.

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Guide to Compensation Decisions 43 Rideshare Coordinator Annual Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $22,880 $35,360 $29,120 2 No Urban Area Served $28,565 $35,360 $31,962 2 Middle Atlantic $27,040 $27,040 $27,040 1 Service Area Includes Urban $19,452 $55,736 $28,479 8 East North Central $55,736 $55,736 $55,736 1 West North Central $26,520 $26,520 $26,520 1 Funding Source South Atlantic $29,120 $29,120 $29,120 1 S.5311 Non-Urban Only $22,880 $35,360 $27,207 6 East South Central $28,565 $28,565 $28,565 1 S.5307 Small Urban Only $24,211 $55,736 $36,356 3 West South Central $19,452 $19,452 $19,452 1 Both Non-Urban & Small Urban $19,452 $19,452 $19,452 1 Mountain $22,880 $24,211 $23,545 2 Pacific NA NA NA Type of Organization Transit Authority $19,452 $19,120 $25,204 3 Number of Employees County Department NA NA NA 1-9 Employees $22,880 $22,880 $22,880 1 City Department $24,211 $55,736 $39,973 2 10-24 Employees $19,452 $19,452 $19,452 1 Private Non Profit - Transp Only $22,880 $35,360 $28,253 3 25-49 Employees $26,520 $35,360 $30,940 2 Private Non Profit - Multipurpose $22,880 $28,565 $25,722 2 50-99 Employees $24,211 $55,736 $34,036 4 Private for Profit NA NA NA 100+ Employees $22,880 $28,565 $25,722 2 Other NA NA NA Union No Union $19,452 $35,360 $26,396 7 OVERALL $19,452 $55,736 $29,176 10 Union $24,211 $55,736 $35,662 3 TRAINER Job Description: Works under the direction of the Safety/Training Manager to train drivers. Education: High school diploma or equivalent. Common Qualifications/Skill Requirements Previous passenger transportation experience in current project or similar environment required. Previous training experience preferred, but not required. Excellent safety and service record. Knowledge of local training program and local operations. Familiarization with service area. Knowledge of project-specific vehicles, components, and data/communications systems. Excellent customer service skills. Ability to read, write, and speak English. Ability to communicate effectively and work with all departments. Typical Duties Assist in initial screening of new hire candidates to ensure that client and corporate qualifica- tions are met and that training efforts meet the staffing needs of the project. Provide classroom instruction according to corporate and client specifications in all aspects of vehicle operation in the course of passenger transportation, including defensive driving; service area familiarization; passenger loading, unloading and securement; proper manifest documentation; use of on-board equipment; accident and emergency procedures; dispatch and radio communications; and passenger sensitivity.

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Guide to Compensation Decisions 47 Excellent safety and service record. Knowledge of local training program and local operations. Familiarity with service area. Knowledge of client and service performance requirements. Ability to manage emergency situations. Knowledge of project-specific vehicles, components, and data/communications systems. Knowledge of state and federal regulations and corporate safety programs and policies. Typical Duties Conduct site checks and road observations according to client and local policy. Document findings accordingly and provide necessary reports to project staff. Monitor street operations for on-time performance and schedule and route adherence. Accompany operators to medical facilities as required after accident or injury; ensure proper administration of post-accident drug and alcohol testing. Identify potential rerouting required as a result of traffic, construction, or accident situations. Assist operators with service or passenger problems. Street Supervisor Hourly Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $16.64 $19.64 $18.14 2 No Urban Area Served $11.70 $19.64 $14.60 6 Middle Atlantic $13.87 $15.97 $14.75 3 Service Area Includes Urban $10.29 $26.80 $16.91 26 East North Central $12.75 $26.80 $17.46 4 West North Central $12.25 $15.45 $13.85 2 Funding Source South Atlantic $11.90 $21.15 $16.16 6 S.5311 Non-Urban Only $11.90 $19.64 $14.57 11 East South Central $16.36 $16.36 $16.36 1 S.5307 Small Urban Only $13.93 $26.80 $18.13 10 West South Central $10.29 $25.07 $16.11 6 Both Non-Urban & Small Urban $10.29 $21.15 $16.96 6 Mountain $12.50 $22.50 $17.24 7 Pacific $18.50 $18.50 $18.50 1 Type of Organization Transit Authority $11.90 $19.04 $15.76 10 Number of Employees County Department $13.30 $20.84 $16.00 3 1-9 Employees $19.64 $19.64 $19.64 1 City Department $13.00 $26.80 $18.35 10 10-24 Employees $12.50 $12.75 $12.63 2 Private Non Profit - Transp Only $10.29 $18.63 $13.81 3 25-49 Employees $11.70 $25.07 $16.52 10 Private Non Profit - Multipurpose $15.00 $19.64 $16.75 3 50-99 Employees $13.00 $26.80 $16.69 14 Private for Profit NA NA NA 100+ Employees $10.29 $22.50 $16.69 5 Other $12.25 $12.25 $12.25 1 Union No Union $10.29 $25.07 $15.17 17 OVERALL $10.29 $26.80 $16.48 32 Union $13.87 $26.80 $17.96 15 SCHEDULER/CALL TAKER Job Description: Plans, schedules, oversees, and keeps records for demand-response transit services. Administers Americans with Disabilities Act (ADA)-related transit requests; takes calls from customers and schedules ride appointments and requests for return trips; and assigns drivers according to trip manifests. Education: High school diploma or equivalent.

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48 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas Common Qualifications/Skill Requirements Previous data entry, dispatch, customer service, supervisory, and/or operating experience desired, but not required. Strong customer service skills. Data entry experience and general knowledge of Windows-based computer operating system and Microsoft Office package. Knowledge of service area. Ability to read, write, and speak English clearly--basic knowledge of Spanish may be required, depending on contract location and requirements. Able to use multi-line phone system and handle multiple tasks concurrently. Ability to supervise. Typical Duties Answer passenger calls, collecting all necessary trip information for the permissible time period. Complete data entry of passenger file information and, for specific trip requests, negotiate requested times where necessary or appropriate. Maintain up-to-date passenger records in customer database, making all necessary changes in status, client contact information, fare/rider type, or other important field entries. Scheduler/Call Taker Hourly Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $10.66 $12.21 $11.40 4 No Urban Area Served $6.78 $20.43 $10.86 21 Middle Atlantic $10.99 $17.55 $15.12 3 Service Area Includes Urban $5.85 $24.93 $11.96 41 East North Central $6.30 $17.50 $10.06 8 West North Central $7.00 $12.02 $8.94 4 Funding Source South Atlantic $7.50 $16.92 $11.52 15 S.5311 Non-Urban Only $6.30 $20.43 $10.65 32 East South Central NA NA NA S.5307 Small Urban Only $7.83 $15.49 $11.70 7 West South Central $6.50 $15.49 $10.35 15 Both Non-Urban & Small Urban $5.85 $16.92 $12.01 12 Mountain $8.00 $24.93 $13.04 7 Pacific $5.85 $20.43 $15.32 6 Type of Organization Transit Authority $5.85 $19.62 $11.94 13 Number of Employees County Department $6.78 $16.92 $10.87 13 1-9 Employees $8.00 $20.43 $11.90 6 City Department $9.00 $17.00 $12.77 7 10-24 Employees $6.30 $17.50 $9.56 17 Private Non Profit - Transp Only $8.00 $20.43 $11.96 7 25-49 Employees $8.00 $17.00 $11.90 17 Private Non Profit - Multipurpose $6.30 $17.55 $10.51 12 50-99 Employees $5.85 $17.55 $12.12 15 Private for Profit $8.75 $8.75 $8.75 1 100+ Employees $10.83 $24.93 $15.54 6 Other $8.50 $12.02 $11.02 4 Union No Union $6.30 $20.43 $10.78 48 OVERALL $5.85 $24.93 $11.59 62 Union $5.85 $24.93 $14.34 14 DISPATCHER Job Description: Dispatches the system's vehicles and provides a communication link to agency drivers. Duties may include using two-way radio, telephone, and/or com- puter to transmit assignments and compile daily operating statistics. Provides direction to and maintains two-way communications with all operators while monitoring system performance and making scheduling adjustments where necessary to maximize on-

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Guide to Compensation Decisions 49 time performance, minimize customer wait times for on-call or will-call services, and minimize service disruptions as a result of vehicle/operator availability, and/or emer- gency situations. Education: High school diploma or equivalent. Common Qualifications/Skill Requirements Previous data entry, dispatch, customer service, supervisory and/or operating experience desired but not required. Strong customer service skills. Data entry experience and general knowledge of Windows-based computer operating system and Microsoft Office package. Knowledge of service area. Ability to read, write and speak English clearly--basic knowledge of Spanish may be required, depending on contract location and requirements. Able to use multi-line phone system and handle multiple tasks concurrently. Ability to supervise. Typical Duties Assign work, vehicles, and on-board equipment to operators and maintain check-out logs. Assign stand-by or extra board operators in the event of operator absences or increased ser- vice volumes, or to minimize service disruptions as a result of traffic, vehicle malfunctions, operator problems, and/or emergency situations. Monitor operators and trip status, making adjustments and reassignments as necessary to ensure on-time performance. Reschedule trips as necessary in the event of vehicle malfunction, traffic, or emergency situa- tions. Open and/or close facility depending on work shift. Dispatcher Hourly Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $8.25 $19.01 $12.80 9 No Urban Area Served $5.85 $18.50 $10.56 66 Middle Atlantic $9.62 $17.38 $14.21 10 Service Area Includes Urban $5.85 $20.25 $12.55 76 East North Central $5.85 $18.79 $10.54 32 West North Central $5.85 $17.57 $10.95 24 Funding Source South Atlantic $7.45 $20.25 $12.16 25 S.5311 Non-Urban Only $5.85 $18.50 $10.50 32 East South Central $7.85 $11.34 $9.59 2 S.5307 Small Urban Only $7.50 $20.25 $14.68 22 West South Central $6.50 $17.35 $10.32 19 Both Non-Urban & Small Urban $8.75 $18.93 $13.20 16 Mountain $7.70 $15.23 $12.31 13 Pacific $8.88 $19.62 $14.10 8 Type of Organization Transit Authority $7.50 $19.62 $11.94 13 Number of Employees County Department $7.80 $20.25 $12.75 20 1-9 Employees $5.85 $13.12 $9.76 21 City Department $5.85 $18.79 $12.93 28 10-24 Employees $6.31 $15.87 $10.52 47 Private Non Profit - Transp Only $7.50 $14.42 $11.29 18 25-49 Employees $7.25 $18.93 $12.29 32 Private Non Profit - Multipurpose $6.31 $18.93 $9.48 37 50-99 Employees $7.57 $20.25 $13.20 33 Private for Profit $9.00 $10.82 $9.91 2 100+ Employees $7.85 $19.62 $13.58 9 Other $5.85 $13.18 $10.44 6 Union No Union $5.85 $18.93 $10.78 109 OVERALL $5.85 $20.25 $11.62 142 Union $9.62 $20.25 $14.42 33

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50 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas FLEET MAINTENANCE MANAGER Job Description: Plans, organizes, assigns, supervises, and evaluates the work of fleet technicians/mechanics and other workers engaged in maintaining and repairing fleet vehicles. Provides oversight and direction for the maintenance function. Education: Degree or satisfactory completion of automotive trade school or college. Common Qualifications/Skill Requirements Substantial experience in the maintenance phases of a transit organization. Previous related work experience or equivalent combination of education and experience. Valid drivers license. Ability to communicate clearly, accurately, and effectively both orally and in writing. ASE Certification. Typical Duties Coordinate and direct the repair and maintenance of company-operated equipment and vehicles. Determine work procedures, prepare work schedules, and expedite workflow accordingly. Train and/or assist maintenance staff on vehicle repairs to ensure maximum fleet availability and maximum cost benefit. Ensure all Occupational Safety and Health Administration (OSHA) rules and regulations are at all times adhered to, including the "Employee's Right to Know" program. Fleet Maintenance Manager Hourly Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $14.98 $26.93 $22.29 7 No Urban Area Served $7.50 $25.48 $15.07 25 Middle Atlantic $16.59 $31.25 $22.61 8 Service Area Includes Urban $10.00 $33.39 $20.48 49 East North Central $10.50 $31.32 $17.38 11 West North Central $7.50 $19.03 $13.74 6 Funding Source South Atlantic $7.61 $31.45 $17.86 12 S.5311 Non-Urban Only $7.50 $31.45 $16.67 35 East South Central $13.35 $20.56 $17.71 3 S.5307 Small Urban Only $14.00 $31.32 $21.16 20 West South Central $8.85 $25.75 $15.56 15 Both Non-Urban & Small Urban $12.50 $26.93 $18.66 11 Mountain $11.25 $32.45 $21.43 7 Pacific $15.00 $33.39 $23.82 5 Type of Organization Transit Authority $10.38 $33.39 $20.21 23 Number of Employees County Department $7.50 $31.25 $16.24 8 1-9 Employees $7.50 $7.50 $7.50 1 City Department $13.60 $31.45 $22.23 14 10-24 Employees $7.61 $31.45 $14.01 17 Private Non Profit - Transp Only $11.25 $26.93 $16.91 10 25-49 Employees $8.85 $28.85 $17.49 21 Private Non Profit - Multipurpose $11.00 $32.45 $16.17 10 50-99 Employees $15.66 $32.45 $22.09 26 Private for Profit $17.50 $17.50 $17.50 1 100+ Employees $12.50 $33.39 $21.46 9 Other $13.46 $25.22 $17.81 6 Union No Union $7.50 $31.45 $16.22 50 OVERALL $7.50 $33.39 $18.65 74 Union $14.90 $33.39 $23.72 24

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Guide to Compensation Decisions 51 MAINTENANCE CLERK Job Description: Performs routine clerical functions such as entering data using a personal computer and maintaining computer and paper records. Education: High school diploma or equivalent, two-year degree or technical profi- ciency preferred. Common Qualifications/Skill Requirements Accounting/inventory management experience. Familiarity with preventive maintenance programs. Familiarity with Microsoft Office package. Typical Duties Maintain records of parts purchases and uses. Maintain vehicle maintenance files. Prepare regular mileage reports. Maintenance Clerk Hourly Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $15.95 $18.29 $17.12 2 No Urban Area Served $7.05 $15.89 $11.45 4 Middle Atlantic $9.99 $9.99 $9.99 1 Service Area Includes Urban $6.68 $21.15 $13.96 13 East North Central $7.05 $16.83 $11.94 2 West North Central NA NA NA Funding Source South Atlantic $13.00 $21.15 $16.33 4 S.5311 Non-Urban Only $6.68 $14.99 $10.32 5 East South Central $8.86 $8.86 $8.86 1 S.5307 Small Urban Only $12.22 $18.29 $14.78 5 West South Central $6.68 $14.42 $11.04 4 Both Non-Urban & Small Urban $10.84 $21.15 $15.31 11 Mountain NA NA NA Pacific $10.99 $15.89 $13.63 3 Type of Organization Transit Authority $9.99 $18.29 $14.25 7 Number of Employees County Department $16.18 $16.18 $16.18 1 1-9 Employees $6.68 $6.68 $6.68 1 City Department $12.22 $21.15 $15.70 4 10-24 Employees $14.99 $14.99 $14.99 1 Private Non Profit - Transp Only $7.05 $10.84 $8.9 4 2 25-49 Employees $7.05 $21.15 $14.60 4 Private Non Profit - Multipurpose $6.68 $8.86 $7.7 7 2 50-99 Employees $10.99 $18.29 $14.77 7 Private for Profit NA NA NA 100+ Employees $8.86 $15.95 $11.41 4 Other $15.89 $15.89 $15.89 1 Union No Union $6.68 $16.18 $11.63 6 OVERALL $6.68 $21.15 $13.37 17 Union $7.05 $21.15 $14.32 11 MECHANIC Job Description: Performs repair and preventive maintenance activities for the fleet. Evaluates, troubleshoots, analyzes, and tests transit vehicle systems to determine the nature and extent of defects. Replaces, repairs, and overhauls heavy equipment sys- tems such as engines, transmissions, front and rear end assemblies, power steering, braking mechanisms, electronic engine and equipment systems and controls, and hydraulic systems. Education: High school diploma or equivalent, trade school certification, or equivalent in both light and heavy-duty automotive repairs.

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52 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas Common Qualifications/Skill Requirements. Ability to perform major and minor repairs to engines, transmission, brake, and hydraulic sys- tems. Ability to use computerized scanning equipment to aid in the diagnosis. Ability to prioritize work. Decision-making and problem-solving capabilities. Ability to work independently. Typical Duties Ensure that all vehicle condition reports are accurate and properly addressed. Maintain all maintenance records, i.e., work orders, in an "inspection ready" status at all times; ensure repair orders are neat and accurate. Track all repairs in progress to ensure the timely and correct repair of vehicles for return to operations; know the maintenance status of all assigned vehicles at all times. Perform regular preventive maintenance on company vehicles. Work with operations staff on resolving road calls. Mechanic Hourly Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England 12.23 21.00 16.80 11 No Urban Area Served $9.90 $26.06 $14.22 32 Middle Atlantic 12.50 21.26 17.48 9 Service Area Includes Urban $10.00 $23.58 $16.85 61 East North Central 10.00 20.00 14.77 21 West North Central 10.73 20.00 15.55 5 Funding Source South Atlantic 10.00 23.08 14.99 16 S.5311 Non-Urban Only $9.90 $26.06 $14.69 46 East South Central 9.90 18.49 13.71 4 S.5307 Small Urban Only $13.25 $21.00 $16.86 22 West South Central 10.00 17.37 14.08 11 Both Non-Urban & Small Urban $10.00 $23.08 $17.14 17 Mountain 12.53 23.58 17.72 8 Pacific 15.50 26.06 20.79 8 Type of Organization Transit Authority $10.00 $22.08 $15.75 33 Number of Employees County Department $10.00 $21.26 $16.09 9 1-9 Employees 12.25 21.75 16.04 3 City Department $10.50 $26.06 $17.12 23 10-24 Employees 10.00 26.06 15.01 20 Private Non Profit - Transp Only $10.73 $20.00 $5.78 10 25-49 Employees 10.00 23.08 14.76 27 Private Non Profit - Multipurpose $9.90 $19.50 $13.45 9 50-99 Employees 11.50 22.00 17.08 33 Private for Profit $11.50 $13.22 $12.36 2 100+ Employees 9.90 23.58 17.23 10 Other $14.90 $19.79 $16.64 4 Union No Union 9.90 26.06 14.62 50 OVERALL $9.90 $26.06 $15.94 93 Union 10.67 23.58 17.48 43 MECHANIC ASSISTANT Job Description: Performs repair and maintenance activities and assists mechanics in performing more complex activities related to the maintenance and repair of gasoline- or diesel-powered automotive or heavy equipment. Education: High school diploma or equivalent, some technical or trade school preferred.

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Guide to Compensation Decisions 53 Common Qualifications/Skill Requirements Previous experience in minor duty vehicle repairs. Familiarity with preventive maintenance programs and procedures. Ability to prioritize work. Typical Duties Pick-up and/or delivery of parts as needed. Check status of parts on order and parts needed for inventory. Monitor, review, and assist with work in progress; ensure quality of repairs and that proper inspections have been performed. Mechanic Assistant Hourly Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $10.00 $14.81 $12.42 3 No Urban Area Served $7.73 $14.81 $10.21 10 Middle Atlantic $9.13 $15.10 $11.15 3 Service Area Includes Urban $6.83 $17.62 $12.49 20 East North Central $6.83 $13.82 $9.85 5 West North Central NA NA NA Funding Source South Atlantic $9.88 $17.39 $13.42 3 S.5311 Non-Urban Only $6.83 $17.62 $10.26 15 East South Central $7.73 $8.17 $7.95 2 S.5307 Small Urban Only $11.82 $13.82 $12.74 7 West South Central $7.35 $13.14 $10.98 6 Both Non-Urban & Small Urban $8.25 $13.79 $11.37 4 Mountain $8.25 $17.62 $13.90 5 Pacific $9.25 $16.43 $13.49 3 Type of Organization Transit Authority $8.00 $16.43 $11.30 9 Number of Employees County Department NA NA NA 1-9 Employees $7.35 $7.35 $7.35 1 City Department $8.25 $17.62 $13.27 9 10-24 Employees $6.83 $17.39 $11.30 4 Private Non Profit - Transp Only $9.60 $16.79 $13.41 4 25-49 Employees $8.00 $17.62 $11.17 12 Private Non Profit - Multipurpose $6.83 $8.17 $7.62 5 50-99 Employees $8.00 $14.79 $11.70 7 Private for Profit NA NA NA 100+ Employees $7.73 $16.79 $13.92 6 Other $9.25 $4.79 $12.02 2 Union No Union $6.83 $17.62 $10.72 19 OVERALL $6.83 $17.62 $11.73 30 Union $9.13 $16.79 $13.48 11 MAINTENANCE UTILITY WORKER Job Description: Cleans, fuels, and parks vehicles. Performs other non-vehicle main- tenance duties as needed to assist in the upkeep of the facility and grounds. Education: High school diploma or equivalent. Common Qualifications/Skill Requirements General knowledge of OSHA and Environmental Protection Agency (EPA) regulations related to shop and office conditions. A valid drivers license for the local fleet type. Ability to lift 50 pounds unassisted. General mechanical and/or carpentry skills. Ability to read and write and understand basic directions. Ability to work without direct supervision.

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54 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas Typical Duties Ensure that all vehicles are cleaned and fueled, with fluids topped, and ready for service at var- ious times of day. Maintain accurate and up-to-date fuel logs for each vehicle and type of fuel/fluid. Clean vehicle interiors and exteriors according to standard. Assist shop staff as necessary in keeping parts inventories accounted for as well as in procur- ing necessary parts for fleet and facility maintenance. Keep the lot maintained and clean, including removal of trash and debris, sweeping, snow shoveling, grass cutting and weeding, and trimming when necessary. Perform minor vehicle repairs requiring small articulate hand movements (such as light bulb replacement and adding fluids). Maintenance Utility Worker Hourly Wage Data from Survey: Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $13.36 $13.57 $13.46 2 No Urban Area Served $5.85 $13.57 $10.05 8 Middle Atlantic $9.13 $15.10 $11.15 3 Service Area Includes Urban $8.50 $18.07 $12.19 23 East North Central $10.31 $18.07 $14.90 4 West North Central $11.10 $12.66 $11.83 3 Funding Source South Atlantic $5.85 $16.95 $10.42 6 S.5311 Non-Urban Only $5.85 $13.57 $10.22 11 East South Central $11.34 $11.34 $11.34 1 S.5307 Small Urban Only $9.00 $18.07 $12.29 12 West South Central $8.50 $11.98 $9.93 4 Both Non-Urban & Small Urban $8.50 $16.95 12.93 5 Mountain $10.63 $14.52 $12.24 4 Pacific $10.70 $11.80 $11.13 3 Type of Organization Transit Authority $5.85 $15.41 $10.73 12 Number of Employees County Department $11.10 $16.95 $13.29 3 1-9 Employees NA City Department $10.72 $18.07 $12.80 9 10-24 Employees $8.50 $11.83 $10.44 4 Private Non Profit - Transp Only $8.50 $13.57 $10.75 4 25-49 Employees $5.85 $15.82 $10.54 10 Private Non Profit - Multipurpose $8.50 $10.82 $9.66 2 50-99 Employees $9.00 $18.07 $12.79 13 Private for Profit NA NA NA 100+ Employees $8.50 $14.52 $11.80 4 Other NA NA NA Union No Union $5.85 $16.95 $10.66 13 OVERALL $5.85 $18.07 $11.63 31 Union $8.17 $18.07 $12.34 18 BUS DRIVER COMMERCIAL DRIVERS LICENSE Job Description: Drives bus, motor coach, or paratransit vehicles, including regular route operations, paratransit, charters, and/or private carriage. Communicates with and assists passengers. May collect fares, tickets, or passes. In paratransit operation, may assist riders in a wheelchair up or down two steps where a ramp is not available. Education: High school diploma or equivalent. Training to successfully test for a Commercial Drivers License. Common Qualifications/Skill Requirements Previous professional driving experience preferred, but not required. Previous customer service experience, experience working with persons with disabilities, and/or senior citizen groups preferred, but not required.

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Guide to Compensation Decisions 55 Safe driving record and clean criminal history. Valid Commercial Drivers License with passenger endorsement. Ability to read, write, and speak English clearly. Ability to navigate the service area through the use of maps and/or on-board directional equipment. Ability to communicate effectively with passengers, passenger representatives, and system staff. Ability to remain calm in emergency situations and ensure the safety of all passengers and employees. Knowledge of service area. Typical Duties Successfully perform scheduled manifest by picking up all clients on time and delivering them to their destinations safely and within a reasonable time frame. Ensure the safety of all passengers by use of appropriate on-board restraints. Communicate effectively with dispatch or central office personnel via two-way radio. Document thoroughly the course of the day, including odometer readings, times, and pas- senger information. Bus Driver - Commercial Driver's License Hourly Wage Data from Survey: Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $7.97 $20.00 $12.40 19 No Urban Area Served $6.06 $15.93 $10.17 87 Middle Atlantic $10.00 $17.23 $13.51 12 Service Area Includes Urban $5.85 $20.00 $12.05 104 East North Central $7.85 $18.07 $11.31 32 West North Central $5.85 $15.46 $9.76 39 Funding Source South Atlantic $7.00 $16.59 $11.66 28 S.5311 Non-Urban Only $5.85 $17.23 $10.27 123 East South Central $7.23 $12.81 $9.58 4 S.5307 Small Urban Only $7.75 $20.00 $13.35 32 West South Central $6.06 $13.51 $9.59 26 Both Non-Urban & Small Urban $7.59 $16.59 $12.88 22 Mountain $7.00 $16.00 $11.93 20 Pacific $9.63 $16.18 $12.19 11 Type of Organization Transit Authority $7.59 $20.00 $12.39 38 Number of Employees County Department $8.00 $17.23 $11.77 23 1-9 Employees $5.85 $13.50 $9.33 27 City Department $7.75 $18.07 $12.56 44 10-24 Employees $6.06 $16.00 $10.33 64 Private Non Profit - Transp Only $6.55 $15.18 $10.54 33 25-49 Employees $7.75 $16.87 $11.67 53 Private Non Profit - Multipurpose $6.06 $13.19 $9.14 35 50-99 Employees $6.50 $20.00 $12.79 36 Private For Profit $7.00 $7.00 $7.00 1 100+ Employees $10.00 $16.18 $13.33 11 Other (universities, etc) $5.85 $13.18 $9.61 11 Union No Union $5.85 $16.18 $10.29 141 OVERALL $5.85 $20.00 $11.19 191 Union $8.68 $20.00 $13.73 50 BUS DRIVER NO CDL REQUIRED Job Description: Drives bus, motor coach or paratransit vehicles, including regular route operations, paratransit, charters, and/or private carriage. Communicates with and assists passengers. May collect fares, tickets, or passes. In paratransit operation, may assist riders in a wheelchair up or down two steps where a ramp is not available. Education: High school diploma or equivalent.

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56 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas Common Qualifications/Skill Requirements Previous professional driving experience preferred, but not required. Previous customer service experience, experience working with persons with disabilities, and/or senior citizen groups preferred, but not required. Safe driving record and clean criminal history. Ability to read, write, and speak English clearly. Ability to navigate the service area through the use of maps and/or on-board directional equipment. Ability to communicate effectively with passengers, passenger representatives, and system staff. Ability to remain calm in emergency situations and ensure the safety of all passengers and employees. Knowledge of service area. Typical Duties Successfully perform scheduled manifest by picking up all clients on time and delivering them to their destinations safely and within a reasonable time frame. Ensure the safety of all passengers by use of appropriate on-board restraints. Communicate effectively with dispatch or central office personnel via two-way radio. Document thoroughly the course of the day, including odometer readings, times, and pas- senger information. Bus Driver No CDL Required Hourly Wage Data from Survey Variable Low High Average N Variable Low High Average N BLS Region Rural/Urban New England $8.71 $12.08 $9.72 10 No Urban Area Served $5.85 $14.50 $8.58 66 Middle Atlantic $9.00 $12.69 $10.85 2 Service Area Includes Urban $5.85 $16.18 $9.46 51 East North Central $7.00 $10.65 $8.62 25 West North Central $5.85 $14.50 $8.56 23 Funding Source South Atlantic $6.50 $16.18 $9.18 23 S.5311 Non-Urban Only $5.85 $14.54 $8.65 90 East South Central $7.74 $10.23 $8.98 2 S.5307 Small Urban Only $10.00 $13.91 $12.61 4 West South Central $5.85 $13.91 $8.29 17 Both Non-Urban & Small Urban $7.59 $16.18 $10.81 9 Mountain $7.00 $12.77 $9.29 13 Pacific $12.00 $14.54 $13.27 2 Type of Organization Transit Authority $7.48 $12.69 $9.97 12 Number of Employees County Department $5.85 $16.18 $9.19 20 1-9 Employees $5.85 $14.50 $8.44 37 City Department $6.50 $14.54 $9.78 11 10-24 Employees $6.06 $13.39 $8.55 44 Private Non Profit - Transp Only $7.50 $14.50 $9.64 18 25-49 Employees $7.41 $14.54 $9.47 16 Private Non Profit - Multipurpose $5.85 $12.08 $8.44 48 50-99 Employees $6.50 $16.18 $10.45 14 Private For Profit $6.50 $8.50 $7.50 2 100+ Employees $7.74 $12.69 $10.33 6 Other (universities, etc) $7.66 $10.23 $8.94 2 Union No Union $5.85 $16.18 $8.71 108 OVERALL $5. 85 $16.18 $8.96 117 Union $9.00 $14.54 $11.92 9 PASSENGER AIDE/ATTENDANT Job Description: Assists operators and passengers with safe transportation and moni- tors passenger activity on the vehicle while en route. Education: High school diploma or equivalent.

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Guide to Compensation Decisions 57 Common Qualifications/Skill Requirements Experience in passenger assistance or working with persons with disabilities, monitoring pas- sengers or groups of people in an enclosed environment. Excellent customer service skills. Map reading and directional skills. Experience working with persons with physical, emotional, and cognitive disabilities. Ability to diffuse difficult situations. Ability to manage multiple tasks simultaneously including monitoring passengers on vehicle. Understanding of general transportation program information and ability to explain to pas- sengers, client agencies and general public. Ability to remain calm and in control in an emergency situation. Ability to operate a motor vehicle in an emergency. Sample Specific Duties Assist passengers on and off of vehicles and ensure engagement of appropriate passenger securements. Maintain order on vehicle during transport and monitor clients properly. Act as liaison between client agency personnel and operations staff, ensuring accurate atten- dance and delivery of clients. Aide vehicle operator in an accident or passenger emergency in securing the vehicle and safely removing all passengers where necessary. Diffuse difficult situations positively and with respect for the needs of the passengers. Note: No wage data were collected on the survey for this category. CUSTOMER SERVICE AGENT Job Description: As a liaison between operations staff and passengers, responds promptly to all passenger concerns, comments, and complaints, so as to provide local management with the information necessary to make system improvements. Education: High school diploma or equivalent. Two-year degree in Business or Marketing preferred. Common Qualifications/Skill Requirements Customer service. General knowledge of marketing concepts. Data entry. Knowledge of service area. General knowledge of Windows-based computer operating systems, including presentation software. Filing and file maintenance. Typical Duties Communicate regularly with client staff to ensure customer service efforts meet the demands of the contract and the client. Establish relationships with key consumer agencies to facilitate direct communication and feedback as well as a proactive customer focus. Respond to individual customer/passenger concerns in a manner that includes investigation and follow-up as concerns apply to specific employees. Provide findings and resolution information to operations management for follow-up and possible reward and/or disciplinary action.