Vehicle Operator Recruitment, Retention, and Performance in ADA Complementary Paratransit Operations (2010) / Chapter Skim
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Pages 99-107
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From page 99... ...
When bringing paratransit in-house, systems generally modified training curricula to address the unique nature of both paratransit and fixed-route runs. C H A P T E R 9 Benefits and Issues Related to Workforce Integration and Wage Parity
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From page 100... ...
These include a concern with the efficient use of resources on the part of local politicians or the transit agency itself; recognition of the comparable level of effort and skill required for operators in both modes; frequent complaints about service provided by a contractor; factors that made it easier for the service to simply operate paratransit in-house like the absence of qualified potential bidders or a relatively small service; union demands; and a management or board commitment to equal pay as a matter of fairness. Specific systems that made changes toward workforce integration and wage parity cited the following reasons: • Research Triangle Regional Public Transportation (Triangle Transit)
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10% $10.00 $13.07 $18.67 Citibus 21 34 Extra Board Operators are full time and work in all departments 5% $9.50 $10.50 $15.00 $9.50 $10.50 $15.00 $23.26 $58.07 Hourly wages for paratransit vehicle operatorsWorkforce Size Hourly wages for fixed route vehicle operators Costs Table 9-1. Systems that have achieved or are working toward workforce integration and wage parity.
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From page 102... ...
Transit Authority Total workforce 300, and 292 operators perform fixed route and paratransit 12.00% $11.92 $11.92 $18.90 $11.92 $11.92 $18.90 $19.53 $44.31 UTA 2 860 Wage parity will be instituted in July 2009 $14.10 $18.24 $14.10 $18.24 Turnover Name Paratransit Vehicle Operators Fixed Route Operators Notes: Annual Turnover Rate TrainingTraining StartingStarting MaxMax Paratransit Cost/Trip Paratransit Cost/Hour Notes Hourly wages for paratransit vehicle operatorsWorkforce Size Hourly wages for fixed route vehicle operators Costs Table 9-1. (Continued)
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From page 103... ...
In follow-up interviews, the majority of participants cited union-related benefits that followed from workforce integration and/or wage parity or at least the absence of significant problems. Several services reported initial opposition from fixed-route operators in the union who feared that instituting wage parity would negatively affect their pay (including Utah Transit Authority, discussed in a case study below)
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From page 104... ...
• Metro Regional Transit Authority (Metro RTA) in Akron, OH, has 203 fixed-route and paratransit operators.
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Link reports operators tend to select runs based more on hours and days than whether the run is paratransit or fixed route. The Link respondent noted the decision to integrate the workforces and institute wage parity presented some challenges.
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From page 106... ...
The Dynamics of Recently Instituting Wage Parity: Utah Transit Authority (UTA) , Salt Lake City, UT UTA has been in a 30-month planning process to equalize fixed-route and paratransit operator wages and benefits.
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Paratransit operators complained that they felt the wage differential reflected a lack of respect for the work that they perform. At the time that wage parity was being considered, paratransit ridership decreased due to implementation of a package of improvements that included in-person eligibility assessments, free fixed-route fares for paratransit registrants, travel training, and feeder service.
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