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The Aging Transit WorkforceInvesting in Human Capital
≡ Julio Monroy ≡ Cheryl Riddick ≡ Carissa Nichols ≡ Joe Calhoun
Group Two pictured with APTA Chairman and JTA CEO Nathaniel P. Ford Sr., during a project work session in Jacksonville, December 2017.
Group Two
Presentation Overview≡ Introduction≡ Problem
Statement≡ Problems≡ Data Collection◊ Survey◊ Follow-Up
Interviews
≡ Results◊ Operations◊ Maintenance
≡ Best Practices≡ Conclusions≡ Questions?
Problem Statement
Now that employees of the baby boomer generation are retiring and will continue to retire over the next few years, public transit is facing an unknown future.
Transit organizations have to come up with creative solutions to attract and retain employees or they face the danger of losing qualified workers to other fields.
APTA, We have a problem.
Problem #1A large number of transit employees are due to retire in next 3-5 years
Problem #2
Transit is not the only field recruiting workers≡ Trucking Industry≡ Commercial Driver’s License (CDL)
Truck driver shortage≡ 50,000 – end of 2017≡ 174,000 – by 2026 (estimated)
Problem #3There is a need to find a way to attract and retain new recruits to transit profession.
Millennials≡ Least loyal≡ Least interested in private sector benefits≡ More willing to leave jobs
Effects of Baby Boomers retiring≡ 31 Million jobs available by 2020≡ 24 Million new jobs created
Survey Deployment≡ Survey Method: Online
≡ Method of Contact: E-mail & Phone
≡ Survey Population:◊ APTA Workforce Development Committee List◊ ELP Program Participant Agencies◊ Supplemented with personal contacts to seek
geographic balance and agency size distribution balance≡ Agencies Contacted: 125≡ Transit Agency Responses: 44≡ Response Rate: 35.20%≡ US States Represented in Responses: 23≡ Areas of Focus: Bus Operations & Maintenance
* Survey response from TTC not shown on map.*
24%
47%
29%
Agency Size for Survey Responses
Large: More than 20 million annual passenger trips.
Medium: More than 4 million, but fewer than 20 million annual passenger trips.
Small: 4 million or fewer annual passenger trips.
73%
60%
13%
4%
91%
64%
0% 0%
76%71%
14%
5%
54%
38%
23%
8%
CONTRACTUAL / UNION EMPLOYEES FULL-TIME EMPLOYEES OF THE AUTHORITY/AGENCY
PART-TIME EMPLOYEES OF THE AUTHORITY/AGENCY
THIRD-PARTY EMPLOYEES (HIRED THROUGH AN AGENCY)
Status of Bus Operator Employees
Overall Large Medium Small
7%5%
73%
11%
5%
18%
9%
64%
9%
0%5% 0%
80%
0%
15%
0%8%
69%
15%
8%
18 19 21 23 25
Bus Operator Minimum Age
Overall Large Medium Small
10%
69%
21%
20%
80%
0%
5%
68%
26%
8%
62%
31%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
BETWEEN 30 AND 40
BETWEEN 40 AND 50
BETWEEN 50 AND 60
Average Age - Transit Agency Size
Small Medium Large Overall
7%
52%
36%
2%
2%
10%
60%
30%
0%
0%
5%
53%
32%
5%
5%
8%
46%
46%
0%
0%
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00%
UNDER 30
BETWEEN 30 AND 40
BETWEEN 40 AND 50
BETWEEN 50 AND 60
OVER 60
Bus Operators: Average Age of 2017 Hires - Agency Size
Average Age of Hires Small Average Age of Hires Medium Average Age of Hires Large Average Age of Hires Overall
19%
60%
21%
9%
73%
18%
16%
53%
32%
31%
62%
8%
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00%
LESS THAN 10%
BETWEEN 10% AND 25%
BETWEEN 25% AND 50%
Percentage of Bus Operators Eligible to Retire in 3-5 Years - Agency Size
Small Medium Large Overall
64%
29%
2%
5%
64%
36%
0%
0%
56%
39%
0%
6%
77%
8%
8%
8%
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% 90.00%
LESS THAN 5%
6% TO 10%
11% TO 15%
16% TO 20%
Percentage of Bus Operator Positions Vacant - Agency Size
Small Medium Large Overall
71%
62%
2% 4%
91%
64%
0% 0%
71% 71%
0% 5%
54%
46%
8% 8%
CONTRACTUAL / UNION EMPLOYEES FULL-TIME EMPLOYEES OF THE AUTHORITY/AGENCY
PART-TIME EMPLOYEES OF THE AUTHORITY/AGENCY
THIRD-PARTY EMPLOYEES (HIRED THROUGH AN AGENCY)
Status of Bus Maintenance Employees
Overall Large Medium Small
38%
8%
3%
50%
3%
67%
0% 0%
33%
0%
29%
10%
0%
62%
0%
30%
10% 10%
40%
10%
18 19 20 21 23
Minimum Age Required - Bus Maintenance Employees
Overall Large Medium Small
5%
20%
71%
5%
0%
22%
78%
0%
5%
11%
84%
0%
8%
31%
46%
15%
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% 90.00%
UNDER 30
BETWEEN 30 AND 40
BETWEEN 40 AND 50
BETWEEN 50 AND 60
Average Age Maintenance Employees x Transit Agency Size
Small Medium Large Overall
36%
51%
13%
33%
33%
33%
37%
63%
0%
36%
45%
18%
0% 10% 20% 30% 40% 50% 60% 70%
UNDER 30
BETWEEN 30 AND 40
BETWEEN 40 AND 50
Bus Maintenance: Average Age of 2017 Hires x Agency Size
Average Age of Bus Maintenance Hires Small Average Age of Bus Maintenance Hires Medium Average Age of Bus Maintenance Hires Large Average Age of Bus Maintenance Hires Overall
38%
40%
17%
5%
10%
70%
20%
0%
37%
32%
21%
11%
62%
31%
8%
0%
0% 10% 20% 30% 40% 50% 60% 70% 80%
LESS THAN 10%
BETWEEN 10% AND 25%
BETWEEN 25% AND 50%
OVER 50%
Percentage of Bus Maintenance Employees Eligible Retire in 3-5 Years
Small Medium Large Overall
63%
27%
10%
50%
40%
10%
78%
17%
6%
54%
31%
15%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
LESS THAN 5%
6% TO 10%
11% TO 15%
Percentage of Bus Maintenance Positions Vacant - Agency Size
Small Medium Large Overall
Recruitment and Retention
“‘Of course, we would love to keep the experienced workers here with us as long as possible,’ Japhet said. ‘There is immense value in the knowledge they bring to the job.’”
- Lynn, Adam. (2016, February 11). Aging workforce a Concern for Pierce Transit
Recruitment and RetentionAccording to our survey most agencies surveyed offer:
≡ Paid Time Off◊ 91% - paid sick days◊ 94% - paid vacation time
§89% - vacation time increases with seniority
≡ Healthcare Options◊ 96% - healthcare benefits
≡ Other Benefits◊ 89% - employee life insurance benefits◊ 76% - employee wellness / well-being programs
Retaining Employees – Boosting Morale
Most Agencies Offer
≡ Holiday Luncheons
≡ Bus Roadeos
≡ Award Ceremonies
Some Unique Options Include
≡ Employee/Family Holiday Banquet
≡ Annual Gifts
≡ Safety Bonuses and Gifts
≡ Discounted Tickets to Events
≡ Gift Cards
≡ Additional Time-off
≡ Birthday Gift Cards
≡ Work Anniversary Celebration
Arlington Transit≡ Sign-on bonuses
Baltimore Maryland Transit Administration ≡ Apprenticeship and Operability Program
Blacksburg Transit≡ Targeted social media recruitment campaign
Innovative Best PracticesTransportation Industry Workforce Recruitment
Capital Metro≡ Full-time Recruiter
Centre Area Transportation Authority (CATABUS) ≡ “Done in a Day”
Greater Cleveland RTA≡ Quarterly open houses - operators≡ Trade School partnerships
Innovative Best PracticesTransportation Industry Workforce Recruitment
Lebanon Transit≡ Career opportunity signage at Park-n-Rides
Lehigh and Northampton Transportation Authority (LANTA)≡ Master mechanic shadow program
LA County Metro≡ 1-day recruitment; Same day process/hire≡ LA Valley College partnership – operator training academy
Innovative Best PracticesTransportation Industry Workforce Recruitment
Orange County Transit≡ Cash bonuses for referrals≡ Mechanic apprenticeship program≡ College students as bus operators≡ College tuition reimbursement
Southern California Regional Transit Training Consortium (SCRTTC)
≡ Master Partnership – Hartnell JC Diesel Mechanic School
Toronto Transit Commission≡ Apprenticeships/Maintenance employees schools
Innovative Best PracticesTransportation Industry Workforce Recruitment
What’s the Takeaway?≡ Retirements = Skill gaps and workforce development needs
≡ APTA Blue Ribbon Panel on Workforce Development –Post-secondary educational options:◊ Universities◊ Transportation research centers◊ Community colleges◊ Technical schools
≡ New generations and talent pools
≡ Creative adaptions -- internships and apprentice programs
≡ “Innovative” recruitment practices
Thank You to all our Survey RespondentsBaltimore MTA
Chicago Transit Authority
CT Transit
Greater Cleveland Regional Transit
Los Angeles County Metro
Metro Transit (MN)
New Orleans Regional Transit Authority
Pierce Transit
San Diego Metropolitan Transit System
City and County of Honolulu
Toronto Transit Commission
Ann Arbor Area Transportation Authority
Capital Metro Transit Authority (TX)
Capital District Transportation Authority (NY)
Champaign Urbana Mass Transit District
City of Santa Monica
Delaware Transit Corporation
Des Moines Area Regional Transportation Authority
Foothill Transit
Intercity Transit
Jacksonville Transportation Authority
Lehigh and Northampton Transportation Authority
Memphis Area Transit Authority
Metropolitan Transit Authority of Harris County
Monterey-Salinas Transit District
Orange County Transportation Authority
Roaring Fork Transportation Authority
San Joaquin Regional Transit District
Stark Area Regional Transit Authority
Rhode Island Public Transit Authority
Altoona Metro Transit
Arlington Transit
Blacksburg Transit
Capital Area Transit
Centre Area Transportation Authority
Connect Transit
Crawford Area Transportation Authority
Fort Wayne Public Transportation
Greater New Haven Transit District
Greater Richmond Transit Company
Lebanon Transit
Mountain Metro Transit
Norwalk Transit District
Southeastern RegionalTransit Authority
Special ThanksOur national mentors: Donna Lucas, Program Development Specialist-Training Dept., SEPTAJoe Alexander, Transportation Consultant, The Alexander Group
Our local mentors:Debbie Swetnam, Regulatory Manager, Blacksburg TransitBrendan Cotter, Director of Planning & Development, LANTALisa Darnall, VP-Operations, JTAAnthony Clarizio, Program Manager, Kawasaki Rail Car, Inc.
Lindsey Robertson and APTA for distributing our survey
Nathaniel P. Ford Sr., for taking the time to meet with our group to discuss issues affecting our industry, and the Jacksonville Transportation Authority for hosting our Florida work sessions
Bill Milnes, Television/Multimedia Producer at JTA, for his contribution of professional creativity to our PowerPoint presentation
Joseph G. CalhounCompliance Program CoordinatorLehigh and Northampton Transportation [email protected] x159
Carissa NicholsOperations SupervisorBlacksburg [email protected]
Julio MonroyProject ManagerRaul V. Bravo + Associates, [email protected]
Cheryl Amos RiddickManager Community Engagement, Public Outreach and Customer RelationsJacksonville Transportation Authority [email protected]
For additional information, contact:
