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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.
