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twc@transportcenter.orgTransit Workforce Center Case Studies
Spotlighting Innovative Success Stories from Transit Systems Across the United States
As FTA’s technical assistance center for transit workforce development, the Transit Workforce Center receives requests for information from transit agencies and their partners on topics such as recruitment, retention, low- and no-emission fleet transitions, and more. The TWC research team has been compiling examples of innovative practices in these and other areas to help transit systems and their partners across the U.S. learn from each other to develop and maintain their own workforce initiatives. We’re always looking for more examples of unique and helpful strategies in workforce development. Have an example you think we should share? Don’t hesitate to reach out!
Outreach & Recruitment
In the face of a workforce shortage and the ongoing need to hire workers to keep pace with retirements, recruiting people into transit roles is especially important. Agencies and their partners can expand their recruitment efforts by targeting populations who may not always be considered.
The Next Chapter in a Life of Service: Veterans in Transit
This case study explores three examples of how transit agencies have developed intentional recruitment pipelines and career pathways for veterans, and the benefits these efforts have generated for each agency.
Recruiting Through Connection
This case study describes the Operators Engaging and Connecting Communities program in Metro Transit, MN, which sends operators out to community events as a recruitment tool and to help the community understand the role of the operator.
Recruiting Older Workers and Retirees at Cape Cod Regional Transit Authority
This TWC mini case study focuses on Cape Cod Regional Transit Authority’s recruitment of older workers and retirees.
Come Drive with (B)us – Akron METRO Operator Recruitment Event
This TWC mini case study focuses on a recruitment event held by Akron METRO Regional Transit Authority, which could serve as a model for other agencies.
The Power of Partnership: Automotive Technology/Collision Career Technical Education Program
This multimedia case study details an internship program developed by the Central Ohio Transit Authority and TWU Local 208.
IndyGo’s Employment Opportunities Page
The IndyGo transit agency, based in Indianapolis, Indiana, offers high-quality career information on its website. This resource summarizes effective elements of the career page.
Second Chance Transit Programs
Several transit agencies across the country have established Second Chance programs to support formerly-incarcerated individuals as they reenter the workforce.
Mentorship and Apprenticeship
Apprenticeships and mentorships serve as pathways to well-paying, long-term careers, while providing a job, learning experience, and support system for people early in their careers. While well-established in related industries, these programs are newer to transit; learning from existing practices in creating and monitoring apprenticeships and mentorships can help agencies and unions begin their own.
WIN Partnership: Golden Gate Transit and ATU Local 1575
This case study explores the WIN Partnership between Golden Gate Transit and ATU Local 1575. The partnership has implemented bus operator mentorship, apprenticeship, and pre-apprenticeship programs.
Transit Mentorship Metrics: Positive Signs for Retention, Attendance, and Additional Outcomes
This fact sheet provides overviews preliminary data on the success of four of the country’s most robust bus operator mentoring programs (as of Spring 2023).
Mentoring in the Paratransit Setting
In Ohio, Greater Cleveland Regional Transit Authority (GCRTA) and ATU Local 268 have pioneered a structured mentoring program for paratransit operators. Check out lessons learned from the first two years of the program.
Job Quality
As transit agencies work to recruit and retain a skilled employees, a focus on promoting job quality can help build a stable workforce. Key aspects of job quality include safe working conditions, fair wages and benefits, and work-life balance.
Low-No Workforce Transitions
Transit locations are beginning and continuing their transitions to new fuel technologies, which require workforce considerations to prepare and retain mechanics and operators.