Below are the first 10 and last 10 pages of uncorrected machine-read text (when available) of this chapter, followed by the top 30 algorithmically extracted key phrases from the chapter as a whole.
Intended to provide our own search engines and external engines with highly rich, chapter-representative searchable text on the opening pages of each chapter. Because it is UNCORRECTED material, please consider the following text as a useful but insufficient proxy for the authoritative book pages.
Do not use for reproduction, copying, pasting, or reading; exclusively for search engines.
OCR for page 13
13 Table 14 Table 16 Eligibility Requirements for Program Means of Publicizing Fare Program to Public Participation Employees Requirement # Programs % Programs Means of Publicity # Programs % Programs None 19 48% Employer newsletters 27 71% Depends on the employer 13 33% All new employees provided with information and an opportunity to 26 68% Employer must have minimum sign up immediately number of employees to 6 15% participate Employer payroll departments 22 58% Open to full-time employees only 3 8% Agency ads on vehicles/at stations 11 29% (Ask your employer about...) Must be working for a specified 2 5% period of time Agency marketing to employers/ 7 18% employees Other 5 13% Third party efforts 7 18% Total Programs 40 -- Media advertising -- print 4 11% Note: Multiple responses allowed; percentages do not add to 100% Media advertising -- radio 2 5% Media advertising -- television 1 3% Program benefits (primarily fare media) are distributed Other 4 11% to employees in a number of ways, as shown in Table 15. Total Programs 38 -- The most frequently mentioned means of distribution are at the employer's centralized location, at the employer's branch Note: Multiple responses allowed; percentages do not add to 100% locations, and by means of mail. Marketing activity is greatest when the program is Table 15 implemented. Marketing efforts also take place when a new Means of Distributing Program Benefits employer joins the program. Ongoing marketing efforts are Means of Distribution # Programs % Programs characterized as minor or moderate during the first year of the program and as minor thereafter. The most typical activ- At employer's centralized location 29 74% ity levels are noted in bold in Table 17. At employer's branch locations 22 56% Via mail 12 31% Some additional training is required for personnel At transit agency's centralized involved in program administration, but the level of training 8 21% is not extensive. Table 18 indicates that respondents noted a location moderate level of training in half of the programs, whereas At point of sale 8 21% a need for extensive training was noted in only 11% of the At third party location 5 13% programs. Training is important, but it is not a major issue. Electronically 5 13% Other 4 10% The role of public employee unions in the program is mini- mal, with some exceptions. Respondents in almost two-thirds Total Programs 39 -- of the programs indicated that there was no union to deal with Note: Multiple responses allowed; percentages do not add to 100% or that unions were not involved. Table 19 presents these results. Most "other" responses noted that the unions dealt directly with the employers, and thus the transit agency was not involved. PROGRAM IMPLEMENTATION Survey respondents described various aspects of the pro- Public employers are involved heavily in publicizing the pro- grams in terms of whether they were constraining factors gram to their employees, as shown in Table 16. Agencies par- in the start-up and ongoing administration of a particular ticipate in marketing through ads on vehicles and at stations program. Table 20 summarizes the results. The availability and by direct contact with employers and employees through of free parking for employees and lack of attention from the on-site presentations, transit fairs, and other means. employer are the only two aspects characterized as major or (usually) minor constraints at a majority of programs.