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twc@transportcenter.orgResource Center
The Transit Workforce Center is pleased to host a curated collection of publications and other materials to assist stakeholders engaged in transit workforce development. The Resource Center includes case studies, training materials, research reports, and other materials of interest, including publications produced by federal government agencies, transit organizations, and independent research entities. Resources may be filtered by topic, resource type, and transit mode. This TWC blog post explains how to use the Resource Center.
We are continuing to update the Resource Center regularly. Please contact us via the Request Help menu option if you would like assistance using the Resource Center or are looking for resources on a particular topic. We also welcome suggestions of topics or specific resources to add.
Content in external resources linked from the Resource Center is solely the responsibility of the resource authors and does not necessarily reflect the perspectives of or endorsement by the Transit Workforce Center.
Clean Bus Planning Awards
The Clean Bus Planning Awards (CBPA) program reduces barriers to Low-No bus deployment by providing school and transit bus fleets with free technical assistance to develop comprehensive and customized fleet electrification transition plans. Applications may be submitted on a rolling basis.
National Renewable Energy Laboratory
TOPICS: Low-No, Policy and Planning
CBPA is not an incentive program, and fleets do not receive direct funding—rather, selected applicants will be allocated technical assistance resources by NREL.
American Public Transportation Association (APTA)
APTA is a nonprofit international association of more than 1,500 public and private sector member organizations. Organizations must pay for membership; benefits include advocacy for federal funding and policies, research, technical expertise and consulting services, workforce development programs, educational conferences and seminars, and 135 subject-matter working committees, including a workforce development committee
American Public Transportation Association
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The Indirect Benefits of a Transit Apprenticeship and its Potential Value as a Flexible Postsecondary Pathway
As apprenticeships become more prevalent in the transit industry, they can also emphasize both technical and soft skills to invest in career advancement. This can attract young people to transit careers, which helps address challenges with recruitment and an aging workforce. Santa Clara Valley Transportation Authority’s Joint Workforce Initiative (JWI) employs this model by formally recognizing skills acquisition with accredited certificates. This study explores the JWI’s strengths within the revival of non-degree credentials fueled by efforts like the California Guided Pathways Program. Drawing on guidelines for connecting job training with degree programs, the study details the importance of affordability, portability, and articulation and outlines how these features could be further developed in the JWI.
Mineta Transportation Institute
December 2024
TOPICS: Apprenticeship, Career Pathways, Community Engagement, Hiring and Recruitment, Workforce Shortage
Developing an ROI Assessment Model for Employee Development Programs Implemented by California Transit Agencies
Though employee development programs improve recruitment, retention, and morale, transit agencies struggle to solicit adequate funding for these programs absent the ability to demonstrate their value to a broader audience. This report includes a literature review, survey, and follow-up interviews conducted by the MTI research team that found program outcome measures and programmatic expense data required for ROI assesment is similar across employee development programs but is not currently being uniformly collected across agencies. The research findings demonstrate the need for technical assistance to combat data collection challenges such as staff capacity and know-how.
Mineta Transportation Institute (MTI)
December 2024
TOPICS: Hiring and Recruitment, Program Evaluation and ROI, Retention, Trainer and Mentor Development, Training, Workforce Shortage
Transit agencies will necessarily incur expenses in efforts to improve the recruitment, retention, and morale of employees, but will struggle to solicit adequate funding unless they are able to demonstrate the value of such efforts to a broader audience. Thus, developing and implementing ROI assessments is critical. The literature review, survey, and follow-up interviews conducted by the MTI research team found that program outcome measures and programmatic expense data required for ROI is similar across employee development programs but is not currently being uniformly collected across agencies. The research findings demonstrate the need for technical assistance to combat data collection challenges such as staff capacity and know-how.
National Apprenticeship Resource Hub
Apprenticeship Programs can help employers develop their future workforce and meet their business needs. The National Apprenticeship Resource Hub includes National Occupational Frameworks which can help develop a new apprenticeship program or refine an existing program. Each framework outlines the basic information sponsors need to register an apprenticeship program in their occupation.
The Urban Institute
December 2024
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The National Apprenticeship Resource Hub includes Occupational Frameworks which can help develop a new apprenticeship program or refine an existing program. Each framework outlines the basic information sponsors need to register an apprenticeship program in their occupation including an occupational overview that describes the occupation, alternative job titles, and any prerequisites; a work process schedule that outlines what organizations can expect apprentices to learn on the job and the required hours; and a related technical instruction outline that presents considerations for courses and training apprentices can pursue during the apprenticeship. The National Occupational Frameworks also include detailed instructions on how to use them when creating your registration application.
GAO Low-No Transition Report
After data analysis and expert interviews, GAO published this report which describes: (1) the status of transit agencies’ transition to low-no bus fleets; (2) skill- and workforce-development needs of transit agencies; and (3) recommended FTA actions to assist transit agencies in preparing their workforces for low-no buses.
U.S. Government Accountability Office
December 2024
TOPICS: Low-No, Policy and Planning, Program Evaluation and ROI, Trainer and Mentor Development, Training, Workforce Shortage
After data analysis and expert interviews, GAO published this report which describes: (1) the status of transit agencies’ transition to low-no bus fleets and any challenges they may face meeting transition goals; (2) skill- and workforce-development needs of transit agencies and actions selected agencies are taking to address any workforce gaps; and (3) recommended FTA actions to assist transit agencies in preparing their workforces new fuel technologies.
Driver Retention Best Practices
It is increasingly difficult to recruit and retain rural and tribal transit drivers. This National RTAP Best Practices Spotlight Article provides practical and easy-to-implement strategies from transit leaders that agencies can use to create a workplace that drivers will want to remain in and thrive in.
National RTAP
December 2024
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It is increasingly difficult to recruit and retain rural and tribal transit drivers. This National RTAP Best Practices Spotlight Article provides practical and easy-to-implement strategies from transit leaders that agencies can use to create a workplace that drivers will want to remain in and thrive in. This article includes advice from Eastern Sierra Transit Authority (ESTA), Redding Area Bus Authority (RABA), Heart of Iowa Regional Transit Agency (HIRTA), and Big Woods Transit (BWT).
Elearning: Dispatching and Scheduling Training for Rural Transit Systems
This elearning training is designed for staff who perform the role of dispatcher and/or scheduler in a rural, small urban, or tribal transit agency. New dispatchers and schedulers can use this training to learn the major components of their roles. Seasoned dispatchers and schedulers can also use the training for refreshing their skills.
National RTAP
December 2024
TOPICS: Training
This online training is designed for staff who perform the role of dispatcher and/or scheduler in a rural, small urban, or tribal transit agency. New dispatchers and schedulers can use this training to learn the major components of their roles. Seasoned dispatchers and schedulers can also use the training for refreshing their skills.
The entire eLearning course takes approximately 4 hours and covers the topics listed below:
- Working in a Transit Environment
- Transit Service Types
- Americans with Disabilities Act
- Essential Communication Skills
- Customer Service
- Role of the Dispatcher
- Role of the Scheduler
- Use of Technology
- Working as a Transit Team
- Responding to Transit Incidents