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TCRP Report 142: Vehicle Operator Recruitment, Retention, and Performance in ADA Complementary Paratransit Operations (2010)
Transit Cooperative Research Program (TCRP)

Citation Manager

Weiner, Richard, Koffman, David, Thatcher, Russell H, Procopio, Thomas, Ferris, Caroline, Davis, Mary, Morris, Clementine, Rodman, Will, Jacobson, Lisa, Golden, Marilyn, Transportation Research Board. "Responses." TCRP Report 142: Vehicle Operator Recruitment, Retention, and Performance in ADA Complementary Paratransit Operations. Washington, DC: The National Academies Press, 2010.

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Front Matter (R1-R12)
Summary (1-4)
Study Issues, Goals, and Methodology (5-5)
Organization of the Report (6-7)
An Overview of Paratransit Vehicle Operator Issues (8-8)
FTA ADA Paratransit Compliance Reviews (9-9)
Demographic Factors Affecting Availability of Qualified Workers (10-10)
Impact of Management Characteristics and Practices (11-11)
Shortage of Vehicle Operators in Other Sectors: Fixed-Route Transit, School Bus, and Trucking (12-12)
Successful Approaches to Recruiting and Retaining Transit Vehicle Operators (13-13)
Workforce Planning: A Tool for Facilitating Vehicle Operator Availability (14-14)
Successful Approaches Cited in Other Transportation Sectors (15-17)
Attractiveness of the Operator Position (18-18)
How Providers Attract Applicants (19-19)
Factors Adversely Affecting Operator Satisfaction and Performance (20-20)
Implications of Findings (21-22)
Responses (23-23)
Workforce Status (24-24)
Pre-Qualification Requirements (25-25)
Training Completion Rates (26-26)
Annual Post-Training Turnover Rates (27-27)
Use of Split Shifts (28-29)
Pay Rates (30-30)
Impact of Wages on Turnover (31-31)
Union Representation and Impacts on Wages (32-32)
Types of Fringe Benefits Provided (33-33)
Level of Fringe Benefits Provided (34-34)
Relationship Between Paratransit and Fixed-Route Workforces (35-36)
Factors That Impact Vehicle Operator Recruitment (37-38)
Efforts Made to Improve Recruitment (39-40)
Factors That Impact Vehicle Operator Retention (41-41)
Efforts Made To Improve Retention (42-44)
Innovative Procurement Strategies (45-48)
Developing an Employee Profile and Pre-Qualifications (49-49)
Competitive Wages (50-50)
Recruitment Efforts (51-51)
Providing Effective Training and Tools (52-52)
Training (53-53)
Workable Schedules (54-54)
Management Support (55-55)
Underlying Causal Factors That Impact Vehicle Operator Recruitment and Retention (56-56)
Compensation, Turnover, Productivity, and Total Cost (57-57)
Compensation and Recruitment and Training Costs (58-58)
Purpose of the Analysis and Data Sources (59-59)
Regression Analysis (60-60)
Starting Wage, Provider Type, and Turnover (61-61)
Health Care Coverage, Provider Type, and Turnover (62-62)
Summary of Findings (63-64)
Methodology (65-65)
Productivity Results - DART, Dallas, TX (66-67)
Productivity Results - LYNX, Orlando, FL (68-68)
Methodology (69-69)
On-Time Performance Results - LYNX, Orlando, FL (70-70)
Complaint Rate Results - DART, Dallas, TX (71-71)
Summary of Findings (72-73)
Methodology (74-74)
Charlotte Area Transit System Special Transportation Service (75-76)
MV Transportation, Denver, CO (77-77)
Veolia Transportation, Baltimore, MD (78-78)
Observations (79-79)
The Other Costs of Turnover (80-80)
Characteristics of Successful ADA Paratransit Operators (81-82)
Effective Recruiting Approaches (83-86)
Comprehensive Pre-Employment Screening (87-87)
Realistic Job Previews (88-89)
Compensation (90-91)
Training in Advanced Technologies (92-92)
Providing a Supportive Work Environment (93-95)
Best Practice: Early and Ongoing Input and Involvement (96-96)
Best Practice: Mentoring (97-98)
Chapter 9 - Benefits and Issues Related to Workforce Integration and Wage Parity (99-99)
Costs and Benefits of Workforce Integration and Wage Parity (100-102)
Varieties of Integration (103-103)
Instituting Full Workforce Integration and Wage Parity: Chelan-Douglas Public Transit Benefit Area (Link Transit), Wenatchee, WA (104-104)
Integration of an Alternative to Paratransit: The City of Annapolis Department of Transportation (Annapolis Transit), Annapolis, MD (105-105)
The Dynamics of Recently Instituting Wage Parity: Utah Transit Authority (UTA), Salt Lake City, UT (106-107)
Approach and Methodology (108-108)
Lessons Learned (109-110)
Denver Regional Transportation District (RTD), Denver, CO (111-111)
Community Transit, Everett, WA (112-112)
Access Services, Inc. (ASI), Los Angeles, CA (113-114)
Madison Metro Transit, Madison, WI (115-115)
Orange County Transportation Authority (OCTA), Orange County, CA (116-116)
Palm Tran CONNECTION, Lake Worth, FL (117-117)
City of Phoenix Public Transit Department, Phoenix, AZ (118-118)
San Diego Metropolitan Transit System, San Diego, CA (119-119)
San Mateo County Transit District (SamTrans), San Mateo, CA (120-121)
King County Metro Transit (Metro), Seattle/King County, WA (122-123)
Chapter 11 - Future Research Needs (124-125)
References (126-127)
Bibliography (128-128)
Appendixes (129-129)
Abbreviations used without definitions in TRB publications (130-130)

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OCR for page 23
23 CHAPTER 3 National Survey Results Development of the Survey A second electronic mailing was conducted in May 2008 to 282 public transit agencies listed as members of the Commu- A survey was also developed and administered to get broad nity Transportation Association of America (CTAA). The list feedback from the industry on ADA paratransit vehicle oper- provided by CTAA was cross-checked with the APTA list to ator issues. The survey was developed to be answered both by eliminate duplicates. public transit agencies and by private companies providing ADA paratransit services under contract to public entities. A general set of questions was developed to be answered by all Responses public transit agencies, regardless of whether they operated The online survey link was kept open through June of service directly or contracted out for some or all of the ser- 2008. Responses were received from 76 public transit agen- vice. Additional questions were then included for public tran- cies. In some cases, respondents did not complete all of the sit agencies that operated some or all of their ADA paratran- questions in the survey. Of the 76 public transit agencies that sit service in-house. responded, 50 complete responses were received. Public transit agencies that contracted out for some or all Responses were also received from 47 private contractors. of their ADA paratransit service were then asked to forward This included 39 contractors who provided service for 26 of the survey to all of their private contractors. The survey was the public transit agencies that also completed the survey. In structured to then get specific information from these private some cases, this included multiple contractors for a single contractors. transit agency. It also included eight private contractors of Finally, the survey was structured to have slightly different public transit agencies that did not complete the survey (the questions for public agencies and private contractors who public entities forwarded the survey to their contractor with- operated only ADA paratransit service versus those who were out completing the public agency questions). involved in the operation of both ADA paratransit and fixed- In total, a response--either from the public transit agency route services. For example, for entities that operated both and/or from one or more contractors--was received from types of services, questions about pay rates and fringe bene- 84 transit districts across the country. Given that surveys were fits asked for information for both modes. sent to 634 different public agencies, this represents about a A copy of the questions included in the electronic survey is 13% response rate. provided in Appendix A. Responses were received from public transit agencies and private contractors in 27 states. Of the 76 public transit agen- Distribution of the Survey cies that responded, 21 were in large urban areas, 26 were in medium-sized cities, and 29 were in rural areas or small urban Two separate electronic mailings of the survey were com- communities. pleted. The first, in March of 2008, was sent to 352 public Responses were also received from service providers of all transit agencies included on the member contact list of the sizes. The total number of ADA paratransit vehicle operators American Public Transit Association (APTA). APTA pro- ranged from 2 to 522. Table 3-1 shows the distribution of vided an electronic list of these member agencies. The survey respondents by number of total ADA paratransit operators was sent electronically to the persons listed as the primary employed. As shown, a total of 69 respondents indicated that APTA contacts with instructions to forward it to the appro- they employed vehicle operators directly. Among these 69, priate individuals in the agency. there was a fairly good distribution of operations by size.