Bus Operator Workforce Management: Practitioner’s Guide (2023) / Chapter Skim
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Appendix C - Additional Methodology Materials
Appendix C - Additional Methodology Materials
Pages 123-140
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The goal of this project is to develop a practitioner's guide to bus operator workforce management that reflects current practices for how agencies foster and sustain a culture of workforce innovation. This guide will address all aspects of workforce management for bus operators, namely operator workforce needs assessment methods, recruitment, operator selection and onboarding, training and mentoring, compensation, working conditions, safety and health, and retention and motivation.
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What issues and challenges do bus operators face in the areas of work schedules, work ing conditions and safety/health?
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Industry Survey Questions The research team designed an industry survey to gather information on the current state of bus operator workforce management programs, policies, and related workplace initiatives as well as management and labor perspectives on bus operator workforce conditions and programs. Questions included a mix of multiple choice, sliding scale, and open-ended formats.
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126 Bus Operator Workforce Management: Practitioner's Guide
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Additional Methodology Materials 127
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Additional Methodology Materials 129
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130 Bus Operator Workforce Management: Practitioner's Guide
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Additional Methodology Materials 131
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132 Bus Operator Workforce Management: Practitioner's Guide
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Additional Methodology Materials 133
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134 Bus Operator Workforce Management: Practitioner's Guide
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Additional Methodology Materials 135
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136 Bus Operator Workforce Management: Practitioner's Guide Case Study Selection Criteria This Practitioner's Guide contains case studies about seven transit agencies. The research team selected these seven transit agencies based upon the following criteria: diversity of size and geog raphy, a demonstration of innovative and effective programs, insight into more than one topic area of workforce development, an opportunity to hear from multiple perspectives at a transit agency, and survey responses.
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These candidates employed novel practices and/or were seen as having effective practices. For example, the research team paid close attention to the open-ended responses to the survey, such as answers to questions like "In your opinion, is there sufficient training for bus operators beyond the initial onboarding phase at your transit agency?
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Answered 5 or above Training and development: • In your opinion, is there sufficient training for bus operators beyond the initial onboarding phase at your transit agency? Answered yes, provided thoughtful explanation • Does your agency offer career ladder programs to provide bus operators with the ability to move up within an organization?
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• Are your transit agency's bus operators represented by a union? How is the union involved in bus operator recruitment?
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Please describe. • Does your transit agency offer any career ladder programs for bus operators or prospective bus operators?
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