Bus Operator Workforce Management: Practitioner’s Guide (2023) / Chapter Skim
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Appendix B - Methodology
Appendix B - Methodology
Pages 118-122
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The research team interviewed nine experts representing various aspects of the industry, including representatives from transit agencies, industry associations, labor unions, and aca demia. These interviewees were chosen for their expertise in topics like small and rural transit delivery, paratransit, operator apprenticeships and training, transit safety and workplace condi tions, and labor considerations.
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Industry Survey The research team contacted prominent transit organizations to distribute the industry survey to their email lists. The names of each organization distributing the survey and number of responses received are shown in Table B-1.
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. Case Studies Based on the survey results along with consideration for qualitative data gained through the literature review, stakeholder interviews, and focus group discussions, the research team identi fied seven transit bus agencies that demonstrated innovative and effective programs for in-depth case studies.
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required to provide transit services • Information on schedule adherence, season, absenteeism, and overtime Recruitment: • How transit agencies attract prospective bus operator candidates Selection and onboarding of qualified bus operators: • Application process and access • Selection of qualified bus operators • Pre-screening and certification requirements Training and mentoring: • Length of training program • Components of training program • Cost of training per operator • Mentor program and length, if applicable Compensation: • Compensation rate • Benefits package • Value of seniority • Number of years to reach top pay Working conditions: • Perception of safety of vehicles and workstations (driver's compartments) • Perception of condition of vehicles and work stations • Perception of design of vehicles and work stations • Work schedule considerations, including minimum number of hours between shifts • Timing and location of breaks • Access to restrooms • Child care options • Other amenities Retention and motivation: • Current retention rate • Programs designed to increase employee engagement • Employee recognition programs Transit senior management, program coordinators, operators, and local union representatives were recruited for the interviews, covering varying areas of expertise and experience related to operator workforce programs being implemented to improve metrics.
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The research team prepared case study interview protocols (including selection criteria and interview questions) and completed a preliminary case study of the Greater Cleveland Regional Transit Authority based on their demonstrated best practices per their survey responses.
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