Resource Center

“Someone to Rely On”

Mentoring programs are growing more common across transit agencies in the U.S., but most of them are specific to fixed-route operators and technicians. In Ohio, Greater Cleveland Regional Transit Authority (GCRTA) and Amalgamated Transit Union (ATU) Local 268 have pioneered a structured mentoring program for paratransit operators, as well as fixed-route operators. This “mini case study” focuses on the paratransit mentoring program, including lessons learned from its first two years.

Link to Case Study

In the past decade, the number of hybrid, battery-electric, and hydrogen fuel cell buses has increased substantially across the U.S., particularly as transit locations have made use of FTA’s Low-No grant program. Well-developed and proactive training and preparation of technicians and operators is critical for a successful transition to new vehicle technologies; maintaining and operating newly procured vehicles effectively is necessary for fleet reliability and efficiency. Transit locations have supported training and other initiatives through FTA’s Low-No grants, which offer 5% for workforce development, as well as through formula funds. These mini case studies offer examples of training, retention, and procurement methods being used by transit agencies to support new fleet technologies.

• Foundational Skills and Technician Engagement at Champaign-Urbana Mass Transit District
• Bringing Training In-House at Mountain Line and Teamsters Local 2
• Transferable Knowledge and Train-the-Trainer at IndyGo and ATU Local 1070
• Innovative Technology and Documentation for Workforce Transitioning at AC Transit and ATU Local 192
• Training Operators Through Pre-Apprenticeship, Apprenticeship, and Mentorship at Golden Gate Transit and ATU Local 1575
• Frontline Worker Involvement in Vehicle Procurement at SporTran and ATU Local 588
• Midwest Hydrogen Center of Excellence at SARTA and AFSCME Local 1880

Link to Mini Case Studies

This Workforce Development Playbook – a menu of malleable strategies and tactics that can be applied in different situational contexts – is meant to serve two purposes:

1. To document best practices in workforce development focusing on California but with applicability nationally and sources.
2. To set the first “Gold Standard” guiding owners who want to incorporate workforce development goals into their infrastructure projects.

To develop the Playbook, WSP and Accelerator for America (AFA) supported by The James Irvine Foundation, gathered information on current standards, practices, and barriers to workforce development efforts through interviews with key stakeholders across the industry in California, including project owners, community benefit organizations (CBOs), and government leaders.

Access Full Report Here

The Public Transportation Agency Safety Plans (PTASP) Technical Assistance Center (TAC) provides comprehensive technical assistance to help the transit industry meet PTASP regulation requirements, as outlined in 49 CFR part 673.

The TAC:

• Provides one-on-one technical assistance
• Facilitates training and peer-sharing via live webinars and roundtables
• Conducts voluntary technical reviews of draft Agency Safety Plans
• Maintains a resource library with technical assistance tools.

Link to Website and Resource Library

Working with pre-apprentices and apprentices requires a combination of case management and coaching. This webinar provides the fundamentals of case management and coaching and teaches a framework for effective service delivery. This session also focuses on the use of assessments for productive service planning, quality program documentation and team communication for successful handoffs.

MODERATOR(S)

• Luis Roig, Contracting Officer’s Representative, Office of Apprenticeship, U.S. Department of Labor Employment and Training Administration

PRESENTER(S)

• Amy Landesman, Grantee Coach, ICF
• Valerie Taylor, Grantee Coach, ICF

Link to Webinar Recording and Supplemental Documents

In rural communities, widely dispersed populations face a multitude of access challenges. Faced with a declining talent pool, lower educational attainment, and rising poverty rates caused by the Covid-19 pandemic, there is an urgent need to prepare young people in rural areas for high-demand careers.

As part of the Implementing Workforce Programs for Rural Youth series, this webinar, hosted by the Office of Apprenticeship, focused on best practices and creative solutions for increasing pre-apprenticeship and youth apprenticeship access, enrollment, retention, and program completion for young people in rural areas. Featured youth apprenticeship intermediaries and partners shared their accomplishments in developing youth apprenticeship opportunities in rural areas, establishing networks of support, and best utilizing available resources to ensure pre-and youth apprenticeship success.

MODERATOR(S)

• Maisha Meminger, Manpower Analyst , Division of Youth Services, U.S. Department of Labor, Employment and Training Administration

PRESENTER(S)

• Vanessa Bennett, Associate Director, Center for Apprenticeship & Work-Based Learning, Jobs for the Future
• Zach Boren Senior Policy Program Manager, Urban Institute
• Bhavani Arabandi, Senior Research Associate, Urban Institute
• Jacqueline Rayfield, Policy Analyst, Urban Institute

Link to Webinar Recording and Supplemental Documents

MODERATOR(S)

• Tim Theberge, Division Director, Office of Trade Adjustment Assistance

PRESENTER(S)

• Adam Wagoner, Deputy Director, South Carolina Department of Employment and Workforce
• Chris Mills, Program Coordinator, MassHire Department of Career Services

Link to Webinar Recording and Supplemental Documents

The goal of this research is to provide transit industry executives and transportation professionals with awareness of the many tools that are available to help attract more qualified candidates to the transit industry, as well as ways to advance the development
of the transit workforce. This research highlights social media recruiting; online hiring platform improvements; and partnerships with career centers, universities, and recruitment centers to attract new employees to the transit workforce. In addition, increases in pay, benefits, bonuses, providing flexible schedule options, and some other atypical ideas have successfully been used to retain workers in the transit workforce. This research focuses on ways in which all transit stakeholders can invest in all aspects of industry workforce development to ensure qualified employees choose the transit industry and that they are subsequently trained to be the most beneficial assets to the organization and remain there via effective retention strategies.

Link to Full Report