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From page 34... ... Examples of general and transitspecific skills for transit managers are included in Figure 3, located in Appendix A One of the greatest challenges transit systems are facing in training and development is lack of funding. Read the entire page →
From page 35... ... Training and Development Recommendations 35 local agencies as well as resources provided by transit and transportation associations to obtain low or no cost training and development guidance. The Training and Development strategic recommendations are presented in the following tables: • 3.1: Leverage Existing Training and Development Opportunities • 3.2: Explore Available Funding for Training • 3.3: Identify Online Training Resources • 3.4: Make Training Easy to Access • 3.5: Institute Mandatory Training for Managers • 3.6: Address Training Needs in Conjunction with Performance Appraisals • 3.7: Offer Tuition Reimbursement • 3.8: Emphasize Ongoing Professional Development at All Levels • 3.9: Implement Succession Planning Read the entire page →
From page 36... ... • Community Transportation Association of America (CTAA) – Certified Community Transit Manager (CCTM) Read the entire page →
From page 37... ... • NTI. Cache Valley Transit District used NTI resources, Havasu Area Transit has participated in technical programs online, Mass Transportation Authority has utilized NTI and TSI training resources including accident investigation and front line management training, and both the Port Authority of Allegheny County and Transfort have or will soon host NTI training and receive free seats for their personnel. Read the entire page →
From page 38... ... Partnering with external training providers leads to more efficient and effective training programs (Special Report 275) Read the entire page →
From page 39... ... Peers have experience in a range of technical areas and many have professional backgrounds as transit providers. • RTAP monies are often used to reimburse transit systems for travel and lodging when transit managers attend national and state transit association meetings and individual specialized training workshops. Read the entire page →
From page 40... ... 2. Identify, procure, and utilize national RTAP training modules that are appropriate tools to assist in developing the knowledge, skills, and abilities of transit managers and supervisors. Read the entire page →
From page 41... ... Examples of Innovative and Effective Transit Practices • Coast Transit Authority. Coast Transit uses webinars (web-based seminars) Read the entire page →
From page 42... ... Managers that travel frequently can participate in webinars wherever they have an Internet connection, rather than traveling to a central meeting place for traditional classroom training. • The Port Authority of Allegheny County. Read the entire page →
From page 43... ... Training and Development Recommendations 43 Read the entire page →
From page 44... ... General training opportunities can be identified through Internet searches and contacts in the local business community while online training can be identified through a wide variety of entities including FTA, APTA, CTAA, NTI, and TSI. 44 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 45... ... • Coast Transit Authority makes extensive use of online management training including leadership and human resource management courses offered through private vendors as well as transit-specific courses offered through FTA and other entities. Examples of Innovative and Effective Non-Transit Practices • Benchmarking focus group participants from a telecommunications and a package delivery company reported offering managers training resources through the Harvard Business Review (HBR) Read the entire page →
From page 46... ... 46 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 3.4: Make Training Easy to Access (Continued) Read the entire page →
From page 47... ... How to Implement this Recommendation • Many organizations require new supervisor training or orientations (TCRP RRD 88 2008) Read the entire page →
From page 48... ... Potential Barriers Potential Facilitators 48 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems • Management that values training and development opportunities will be more likely to permit and require training. • Mandatory management training has the ultimate impact of increased transit system effectiveness and efficiency. Read the entire page →
From page 49... ... Impact of the Practice • Research suggests that successful private sector and federal agencies spend about 2 percent of salaries on training. This is four times more than the average transportation agency (Special Report 275) Read the entire page →
From page 50... ... 50 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 51... ... Potential Barriers Potential Facilitators Training and Development Recommendations 51 • Managers and administrators who recognize the importance of performance feedback for the health of the system overall. • Training that teaches leaders how to develop performance appraisals, evaluate the performance of managers and provide meaningful, constructive feedback. Read the entire page →
From page 52... ... Based on an analysis of job descriptions and transit system goals and objectives, identify specific success factors against which manager performance will be measured. Read the entire page →
From page 53... ... • Tuition reimbursement policies need to be clearly communicated to all eligible employees and managers to maintain equity. Examples of Innovative and Effective Transit Practices • The Port Authority of Allegheny County. Read the entire page →
From page 54... ... Potential Barriers Potential Facilitators 54 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 3.7: Offer Tuition Reimbursement (Continued) • Transit systems that value continuing education and development of employees and managers. Read the entire page →
From page 55... ... Otherwise, the employee has to pay back the organization if he/she leaves prior to the designated time period.) Basic Steps for Transit Implementation of this Strategic Recommendation 1. Read the entire page →
From page 56... ... . Research suggests that the most frequent professional development activities for paratransit managers include training programs related to the development of interpersonal communication skills, presentation skills, team building skills, and supervisory/management and/or leadership skills (TCRP Report 77 2002; Special Report 275 2003) Read the entire page →
From page 57... ... The Authority has developed or provides courses from external sources that specifically deal with supervisory or managerial soft skills including: "How to Supervise People," "How to Coach an Effective Team," "Management's New Responsibilities," and "Change Management" for supervisors and managers. In addition, courses are offered in a variety of formats such as computer-based training (either in a classroom or selfpaced) Read the entire page →
From page 58... ... Potential Barriers Potential Facilitators 58 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 3.8: Emphasize Ongoing Professional Development at All Levels (Continued) • Administrators and managers willing to provide ongoing professional development. Read the entire page →
From page 59... ... 3. Provide ongoing professional development opportunities that facilitate personal and organizational management success. Read the entire page →
From page 60... ... . – Research suggests that succession planning efforts should also include the dissemination of specific behavioral competencies required for top positions so potential applicants can hone skills (Greer and Virick 2008) Read the entire page →
From page 61... ... Although this is an unstructured and informal succession planning process, the system has found that it works well. • Pee Dee Regional Transportation Authority. Read the entire page →
From page 62... ... 62 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems • Senior managers who are willing and able to mentor more junior managers and supervisors. • Employees, supervisors, and junior managers who are motivated to participate in succession planning. Read the entire page →
From page 63... ... 3. Build succession planning efforts with the objective of providing seamless management transitions when one staff member replaces another. Read the entire page →

From page 34...

... Examples of general and transitspecific skills for transit managers are included in Figure 3, located in Appendix A One of the greatest challenges transit systems are facing in training and development is lack of funding.