Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems (2010) / Chapter Skim
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Pages 64-89
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From page 64... ...
Specific retention strategic recommendations are provided in the following tables: • 4.1: Offer Competitive Benefits • 4.2: Offer Flexible Work Schedules • 4.3: Implement a Rewards Program for High Performers • 4.4: Spend Time Up Front Hiring High Quality Managers • 4.5: Establish Person-Organization Fit • 4.6: Provide Training and Development Opportunities • 4.7: Engage Managers in Developing and Supporting the Mission • 4.8: Build a Culture of Ownership • 4.9: Create a Positive Organizational Culture C H A P T E R 4 Retention Recommendations
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From page 65... ...
Palace Transit's benefits are some of the best in the area and this helps increase retention. Because they are part of a municipality, the system can participate in the South Dakota retirement system which is viewed as more stable and secure than 401(k)
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Potential Barriers Potential Facilitators 66 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 4.1: Offer Competitive Benefits (Continued) • Connections with other local organizations or transit agencies can help facilitate the collection of benefits data.
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. Step progression of accruing benefits such as health insurance and paid vacation and sick leave over time also creates incentive to stay with the transit system (KFH Group, Inc.
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68 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems
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• Upper management may be unwilling to allow employees to plan their own work schedules. Alternative Approaches to Practice Alternative Approach 1: Instead of implementing a flexible work schedule throughout the year, transit agencies that are unable to do so may be able to offer flexible schedules during certain non-peak periods.
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70 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 4.2: Offer Flexible Work Schedules (Continued)
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• Mass Transportation Authority. MTA has used its rewards program for 25 years.
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. Basic Steps for Transit Implementation of this Strategic Recommendation 1.
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Examples of Innovative and Effective Transit Practices • OATS, Inc. OATS believes that managerial success is mostly determined up front in the recruitment process.
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Potential Barriers Potential Facilitators 74 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 4.4: Spend Time Up Front Hiring High Quality Managers (Continued) • Systems and administrators willing to put the time and effort into hiring the right managerial candidate.
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From page 75... ...
• Consider organization and job fit in the recruitment process. A research study found that applicants were more attracted to jobs that had a website that provided interactive information about the extent to which the person "fit" with the organization (Breaugh 2008)
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Potential Barriers Potential Facilitators 76 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 4.5: Establish Person-Organization Fit (Continued) • Administrators and management who are open to considering P-O fit as a driver to their recruitment strategy and ultimately retention strategy.
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. Basic Steps for Transit Implementation of this Strategic Recommendation 1.
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Research suggests that successful organizations use a range of techniques for training to keep training fresh, engaging, and to meet the needs of different learning styles (e.g., job rotation, on-the-job training, on-the-job coaching, special projects and assignments, self-directed learning, mentor relationships, and electronic learning technologies) (Special Report 275 2003)
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From page 79... ...
develops staff from within the organization. For example, a bus operator who is ready to move into supervision must participate in an internal 6-week training course -- the Route Supervisor Program -- before assuming the new responsibilities (TCRP RRD 88 2008)
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80 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 4.6: Provide Training and Development Opportunities (Continued)
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Examples of Innovative and Effective Transit Practices • Altoona Metro Transit. AMTRAN considers its organizational culture one of its biggest retention factors.
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Impact of the Practice • Research suggests that employers should focus on maintaining and enhancing work commitment of employees because level of commitment affects turnover intentions and actual turnover rates (Cooper-Hakim and Viswesvaran 2005)
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Basic Steps for Transit Implementation of this Strategic Recommendation 1. Encourage new manager and supervisor commitment to the organization through an extensive transit system orientation program.
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84 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems
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Examples of Innovative and Effective Transit Practices • Mass Transportation Authority. MTA has built a culture of employee ownership using a couple of strategies: – As part of the selection process, the system includes a panel interview consisting of three individuals.
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86 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 4.8: Build a Culture of Ownership (Continued)
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From page 87... ...
. • In order for a transit system to consider changing its culture, there must be some dissatisfaction with the system's current organizational culture, based on how the culture is impacting the financial bottom line, customer service, or job satisfaction.
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From page 88... ...
Potential Barriers Potential Facilitators 88 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Table 4.9: Create a Positive Organizational Culture (Continued) • Top management that sees a need for change and is willing to implement an organizational change.
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From page 89... ...
Impact of the Practice • Transit systems that provide employees and managers with a positive organizational culture will likely experience increased retention. Basic Steps for Transit Implementation of this Strategic Recommendation 1.
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