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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.
CLEAR
Recruiting and Retaining Older Workers is a Must for U.S. Businesses. Here are Tools Employers Can Use.
Shifting demographics in the U.S. workforce indicate that businesses are probably going to need to recruit, train, and retain older workers to ensure their companies remain competitive. However, workplace surveys indicate that most firms are currently not prepared to find and welcome workers who are 50 years of age or older. Fortunately, this report offers several promising new directions to build knowledge and advance policies and practices that support older workers’ mobility in the labor market.
AARP
July 2024
TOPICS: Career Pathways, Community Engagement, Hiring and Recruitment, Retention, Workforce Shortage
Shifting demographics in the U.S. workforce indicate that businesses are probably going to need to recruit, train, and retain older workers to ensure their companies remain competitive. However, workplace surveys indicate that most firms are currently not prepared to find and welcome workers who are 50 years of age or older.
Fortunately, a broad array of evidence-based hiring and talent development strategies are at the ready for U.S. employers. These strategies draw from a recent and comprehensive review of employer practices and their influence on economic security and mobility for U.S. workers.
Three key connected takeaways for employers to consider as they plan for ways to leverage this segment of the workforce are as follows:
• Engage directly with older employees in developing their digital skills.
• Seek out the social networks in which older workers operate to find the best recruiting matches.
• Lean into current or former employees and their online connections to identify these social networks.
Salary Ranges for Transit Jobs
In June and July of 2024, National RTAP completed a survey of rural and tribal public transit agencies; the survey included a section on annual salaries and hourly pay rate ranges, annual salary increases, and benefits offered to full-time and part-time employees. National RTAP received responses from 391 agencies, representing 43 states, with 327 agencies providing information about jobs and annual salary and hourly ranges. The dataset is not exhaustive but can help rural and tribal transit providers in determining salary ranges for various positions.
The survey data is aggregated in a downloadable spreadsheet, which is available on the National RTAP landing page at the link below.
National Rural Transit Assistance Program
July 2024
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Employer Guide to Hiring Veterans
Veterans can bring valued skills and characteristics to your workplace, and this guide provides resources and identifies best practices to help transit agencies attract, train, and retain veterans and service members.
United States Department of Labor
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College-to-Jobs Initiative: Policy and Practice Series
With these webinars and stakeholder briefs, the Project on Workforce aims to increase attention and investment in college-to-career transitions and show how colleges can better deliver on economic prosperity.
The Project on Workforce
TOPICS: Apprenticeship, Career Pathways, Hiring and Recruitment, Mentorship, Trainer and Mentor Development, Training
The Project on Workforce released new recommendations for educators, employers, and policymakers on how to improve college-to-jobs connections. With these webinars and stakeholder briefs, they aim to increase attention and investment in college-to-career transitions and show how colleges can better deliver on economic prosperity.
APTA’s Workforce Clearinghouse
APTA’s Workforce Clearinghouse connects users with convenient access to industry materials, stories, and recommended practices to help advance awareness of transit careers and further educate the workforce.
American Public Transportation Association (APTA)
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Developing Transit Talent Pipelines
TransitCenter’s report explores the workforce challenges of transit bus mechanics and maintenance workers, which are essential for transitioning to low-no buses and restoring pre-pandemic service. Agencies are struggling to maintain a steady pipeline for these positions due to retirements, attrition, and a changing labor market. The report determines that agencies should engage more actively with potential workers and encourage them to join the transit workforce, as well as finding new ways to prepare new workers and retrain current workers to meet current and future needs, particularly as technology for low-no buses continues to change and grow more widespread. The report recommends greater investment from transit agencies, state and federal government, and philanthropy to support transit jobs.
TransitCenter
May 2024
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ATTAIN Bus Operator Apprenticeship Meeting
TWC’s American Transit Training and Apprenticeship Innovators Network (ATTAIN) met on May 17, 2024 to discuss bus operator apprenticeship. Check out the recording for short presentations from transit peers across the country and an engaging and interactive discussion about the development of bus operator mentorship and apprenticeship programs, how they work, and the benefits they offer.
Transit Workforce Center
May 2024
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Mississippi’s Developing Responsible Individuals with Valuable Education (DRIVE) Program
This TWC case study is about the Mississippi Developing Responsible Individuals with Valuable Education (DRIVE) Program, which uses Emergency Solutions Grants (ESG) from the U.S. Department of Housing and Urban Development, distributed by the Mississippi Home Corporation (MHC), to partners such as Grace House, Inc. and Community Development, Inc. (CDI). These partners use the funding in a variety of creative ways to provide housing and other supportive services to DRIVE participants while they complete training and certification for a commercial driver’s license (CDL). Partners also provide job assistance to participants, placing them and helping them succeed in local transit jobs. Learn more about the program, services offered, and how stakeholders leverage funding in the full case study.
Transit Workforce Center
May 2024
TOPICS: Career Pathways, Community Engagement, Hiring and Recruitment, Policy and Planning, Training, Workforce Shortage