1-855-888-NTWC (6892)
twc@transportcenter.org
The COVID crisis has put a spotlight on the concentration of Black, Latina, and Afro-Latina women in low-wage jobs, including in many essential healthcare and retail jobs. The skilled construction trades have given many women an alternative to the poorly paid jobs in the service sector that many had to turn to before finding the trades. The skilled construction trades provide opportunities to build careers that are both challenging and fulfilling, pay a family sustaining wage with benefits, and can be accessed through ‘learn as you earn’ apprenticeships. This brief discusses the experiences of early career Black, Latina, and Afro Latina women in the trades.
Topics
RESOURCE TYPE: Funding Opportunity | TRANSIT MODE: All Modes
Notice of Funding Opportunity: DOL Building Pathways to Infrastructure Jobs Grant Program
Administering Agency: US Department of Labor
Posted Date: April 5, 2023
Closing Date for Applications: July 7, 2023, 11:59 pm Eastern Time
Funding Range: Estimated Total Program Funding: $80,000,000 — Award Ceiling: $5,000,000 — Award Floor: $500,000
Geographic Scope: National
July 2023
Description: The purpose of the DOL Building Pathways to Infrastructure Jobs Grant Program is to fund public-private partnerships to develop, strengthen, and scale promising and evidence-based training models in H-1B industries and occupations critical to meeting the goals of the Bipartisan Infrastructure Law (BIL) and to maximize the impact of these investments.
Updated April 5, 2023 on TWC Resource Center. Please refer to the link below for the most up to date information from the funder.
Lunch & Learn: Youth Careers in Transit – Exploring a World of Opportunity
This is Part 4 of Iyai’s 6-part 2023 Transportation/Mobility Career Awareness Lunch and Learn series. This webinar is co-sponsored with the International Transportation Learning Center / Transit Workforce Center. This webinar features presenters at various stages of their transit careers discussing their work and their own career pathways, and then engaging in an interactive discussion with the audience.
Iyai+, International Transportation Learning Center/Transit Workforce Center
May 2023
TOPICS: Career Pathways
Program: Iyai’s Dr. Beverly Scott and TWC’s Shayna Gleason present an overview of the program series and career landscape, followed by participants in diverse positions talking about their work and careers. Speakers include:
-Marvin Alfred, President, Amalgamated Transit Union (ATU) Local 113 (Toronto);
-Kyisha Bond, mechanic apprentice, IndyGo (Indianapolis),
-Inez Evans, President and CEO, IndyGo (Indianapolis);
-Andrew Falotico, Health and Safety Representative, ATU Local 113 (Toronto);
-Desiree Patrice, Deputy Chief of Capital Transformation, MBTA (Boston).
After the presentations, Karen Philbrick from the Mineta Transportation Institute facilitates a conversation between the audience and presenters.
RESOURCE TYPE: Webinars | TRANSIT MODE: Bus - Fixed Route
ATTAIN Bus Operator Apprenticeship Meeting
The American Transit Training and Apprenticeship Innovators Network (ATTAIN), run by the Transit Workforce Center (TWC), is a peer network created for transit agencies and labor unions to explore new apprenticeship programs or enhance existing programs for their frontline workforce.
This recorded meeting of the ATTAIN Bus Operator Committee serves as a resource for transit industry stakeholders and includes presentations on apprenticeship and case studies of successful programs across the country.
Transit Workforce Center
May 2023
RESOURCE TYPE: Fact Sheet , Training Materials | TRANSIT MODE:
Apprenticeship Start-up Summary
ProgressWorx
April 2023
If the workforce for the occupation to be registered as an apprenticeship is represented by a labor union, the employer and union would register the program as an Individual Joint program.
If the workforce is not represented, the program would be registered as an Individual Non-Joint program by the employer.
RESOURCE TYPE: Tools/Toolkits | TRANSIT MODE: All Modes
Workforce Mini-Guides
These six workforce development mini-guides are designed to help develop and implement successful strategies to address the critical workforce shortages seen across the public transportation industry. They cover these topics: advancing awareness of transit careers; creating internships and apprenticeships; recruiting and hiring transit workers; serving the underserved in the workforce; onboarding, training, and retaining workers; and building a transit curriculum.
American Public Transportation Association (APTA)
April 2023
An October 2022 survey conducted by APTA revealed that 96 percent of transit agencies of all sizes are experiencing workforce challenges, and 84 percent said these shortages are impacting their ability to provide service. APTA developed these mini-guides building on their 2021 Transit Workforce Readiness Guide and combining industry insights and stories, case studies, lessons learned, and best practices.
RESOURCE TYPE: Webinars | TRANSIT MODE: Bus - Fixed Route
ATTAIN Bus Maintenance Apprenticeship Meeting
The American Transit Training and Apprenticeship Innovators Network (ATTAIN), run by the Transit Workforce Center (TWC), is a peer network created for transit agencies and labor unions to explore new apprenticeship programs or enhance existing programs for their frontline workforce.
This recorded meeting of the ATTAIN Bus Maintenance Committee serves as a resource for transit industry stakeholders and includes presentations on apprenticeship and case studies of successful programs across the country.
Transit Workforce Center
March 2023
Bus Operator Workforce Management: Practitioner’s Guide
This practitioner’s guide provides recommendations and resources enabling transit agencies to better assess, plan, and implement their operator workforce management programs.
Eno Center for Transportation, International Transportation Learning Center (ITLC), Huber & Associates
January 2023
RESOURCE TYPE: Presentations | TRANSIT MODE: All Modes
Making Connections 2022 – Program Overview
The Transit Workforce Center hosted Making Connections 2022: The National Transit Workforce Conference in Washington, D.C. on December 13-14, 2022. This conference brought together participants from urban, suburban, rural, and tribal public transportation and industry stakeholders in plenaries, workshops, networking, and ongoing dialogue. Discussions and sessions featured topics including recruitment and retention, training, mentoring and apprenticeships, new technologies, preparing today’s and tomorrow’s workforce, and advancing diversity, equity, inclusion, and access.
Session materials from Making Connections 2022 are hosted on the TWC Resource Center. Please click here to view all related materials. A PDF copy of the conference schedule is linked below.
Transit Workforce Center
December 2022
TOPICS: Apprenticeship , Career Pathways , Diversity, Equity, and Inclusion , Hiring and Recruitment , Labor-Management Partnerships , Making Connections 2022 , Program Evaluation and ROI , Retention , Safety and Health , Trainer and Mentor Development , Training and Development , Zero Emission Buses
RESOURCE TYPE: Presentations | TRANSIT MODE: All Modes
Making Connections 2022 – Out of the Box Strategies: Using Partnerships to Strengthen Recruitment, Retention and the Advancement of Diversity, Equity, Inclusion and Access
This session was presented as part of TWC’s Making Connections 2022 transit workforce conference in December, 2022.
Transit Workforce Center
December 2022
Session Summary: This session featured cutting-edge partnership strategies that advance diversity, equity, inclusion, and access while strengthening recruitment and retention. Representatives from transit labor and management, education, and national and local transit supporters and stakeholders provided a range of perspectives, while discussing innovative programs and initiatives along with their positive outcomes.
Moderator
Jess Guerra: Executive Director, Transportation Workforce Institute – Los Angeles Trade Technical College
Speakers
Mona Babauta: Deputy General Manager – Golden Gate Transit
Rich Diaz: Golden Gate Transit Mentor Coordinator – Amalgamated Transit Union Local 1575
Meghna Khanna: Senior Director, Systemwide Team, Mobility Corridors – Los Angeles County Metropolitan Transportation Authority
Judy Shanley: Director – National Center for Mobility Management; Assistant Vice-President, Education & Youth Transition Programs, Easter Seals Director – National Center for Mobility Management
Tracy Spikes: Workforce Development Program Manager – Central Ohio Transit Authority
John Tkach: Executive Director – Keystone Development Partnership
Jarvis Williams: President – Transport Workers Union Local 208
RESOURCE TYPE: Presentations | TRANSIT MODE: Bus - Fixed Route
Making Connections 2022 – Driving Bus Operator Recruitment and Retention: Challenges, Opportunities and Innovation
This session was presented as part of TWC’s Making Connections 2022 transit workforce conference in December, 2022.
Transit Workforce Center
December 2022
Session Summary: A headline issue confronting all transit systems today – how to attract and retain bus operators in a tight labor market. This lively session began with presentations from the TCRP F-28 research team and TransitCenter on their recently published national research findings on recruiting, developing and retaining transit bus operators. Labor and management industry practitioners from multiple locations then shared their recruitment approaches and strategies that have been most effective on the ground, and TWC staff summarized the National Transit Frontline Worker Recruitment Campaign.
Moderators
Rob Puentes: President and CEO – The ENO Center for Transportation
Speakers
Julia Castillo: Executive Director – Heart of Iowa Regional Transit Agency
James Duff: Assistant Vice President, Human Resources – Dallas Area Rapid Transit
Jeff Hazen: Executive Director – Sunset Empire Transportation District
Steve Jovel: Transportation Superintendent – Santa Clara Valley Transportation Authority
Robin Phillips: Executive Director – National Rural Transit Assistance Program
Harpreet Singh: JWI Director – Amalgamated Transit Union Local 265
David Stephen: Senior Communications Specialist – International Transportation Learning Center /Transit Workforce Center
Chris Van Eyken: Program Manager – TransitCenter
Making Connections 2022 – Meeting Industry Needs: Feedback Session on FTA’s Draft Strategic Workforce Development Plan
This handout was shared with participants in a feedback session held during TWC’s Making Connections 2022 transit workforce conference in December, 2022.
Transit Workforce Center & Federal Transit Administration
December 2022
Session Summary: The Federal Transit Administration, assisted by the Transit Workforce Center, is developing a strategic plan to support, strengthen and advance the transit industry’s workforce development programs. In this working session, participants heard about the current draft version of the plan and provided feedback and input that will shape the final document and direction.
Speakers
Mary Leary: Acting Associate Administrator for Research, Demonstration and Innovation – Federal Transit Administration
RESOURCE TYPE: Presentations | TRANSIT MODE: All Modes
Making Connections 2022 – Mentoring: A Great Route to Frontline Workforce Development
This session was presented as part of TWC’s Making Connections 2022 transit workforce conference in December, 2022.
Transit Workforce Center
December 2022
Session Summary: This session explored how transit agencies can use structured mentoring programs and mentor training as an effective approach to deal with the challenges of recruiting, supporting, training, and retaining drivers and technicians. Current and former mentors and mentor program coordinators from labor and management discussed the fundamentals of mentoring, the mentoring process and its impact on employees and agencies, along with the varied ways mentoring can and should be an integral part of any training or apprenticeship program.
Moderator
Stu Bass: Principal – Progress Worx; Founding Director – Keystone Development Partnership
Speakers
Raul “Kiko” Diaz: Senior Assistant Business Manager – San Diego Metropolitan Transit System/IBEW Local 465
Rich Hibbs: Co-Director – California Transit Works
Dionna McCane: Mentorship and Apprenticeship Coordinator – IndyGo
Ibrahim Ouattara: Workforce Development Manager – IndyGo
Troy Thornton: Mentor/Bus Operator – Golden Gate Transit/Amalgamated Transit Union Local 1575
Employers can support workers’ economic mobility and their own bottom lines
This article provides a concise description of several strategies employers can use to create clear advancement pathways in their workplaces, which will help attract and retain quality candidates. It discusses research around what modern-day employees are looking for in a workplace and a position. It also links to a related article, which provides an overview of the framework created by Jobs for the Future (JFF) to describe the components of a good job.
WorkRise
November 2022
Building Pathways to Infrastructure Careers: Framework for Preparing an Infrastructure Workforce
This resource provides a framework for all workforce stakeholders, including infrastructure project leads, to engage the public workforce system in implementing the Bipartisan Infrastructure Law with strong workforce commitments and proven strategies that produce high-quality education, training, and employment opportunities for all workers.
U.S. Department of Labor, Employment and Training Administration
October 2022
Steps for Transportation Workforce Diversity Outlined in TRB’s Research
This blog post highlights resources for improving inclusion and diversity in the transportation workforce.
Transportation Research Board
October 2022
RESOURCE TYPE: Publications | TRANSIT MODE: All Modes
Women in the Workplace 2022 & WTS Summary and Analysis
Women in the Workplace is the largest study on the state of women in corporate America. In 2015, LeanIn.Org and McKinsey & Company launched the study to give companies insights and tools to advance gender diversity in the workplace. The full report is linked below.
An analysis from WTS International outlining the report’s implications for the transportation workforce is also attached.
LeanIn.Org and McKinsey & Company; WTS International
October 2022
ATTAIN Rail/Signals/Traction Power and Facilities/Elevator-Escalator Committees Meeting
The American Transit Training and Apprenticeship Innovators Network (ATTAIN), run by the Transit Workforce Center (TWC), is a peer network created for transit agencies and labor unions to explore new apprenticeship programs or enhance existing programs for their frontline workforce.
This recorded meeting of the ATTAIN committees for Rail/Signals/Traction Power and Facilities/Elevator-Escalator serves as a resource for transit industry stakeholders and includes presentations on apprenticeship and case studies of successful programs across the country.
Transit Workforce Center
September 2022
RESOURCE TYPE: Case Studies | TRANSIT MODE: All Modes
Recruiting Seniors and Retirees – Cape Cod Regional Transit Authority
Cape Cod Regional Transit Authority (CCRTA) & Transit Workforce Center
September 2022
Cape Cod Regional Transit Authority in Massachusetts serves 15 towns within a 400 square miles area in an area where the population triples in the summer with seasonal residents. CCRTA runs seven year-round fixed route lines, several on-demand and hybrid on-demand services, and three summer shuttle services. In 2021, CCRTA served approximately 2.5 million people with 98 drivers.
Faced with driver shortages, CCRTA and Amalgamated Transit Union Local 1548 worked together and negotiated driver raises and $1,000 bonuses paid after 90-days. In addition, a six-step salary scale to reach the top pay grade was reduced to two steps. Drivers can now reach the top pay level within two years.
Barnstable County’s senior population is among the largest per capita in the country, and CCRTA has instituted hiring initiatives aimed toward the senior and retiree population. In connecting with this population, CCRTA has taken a variety of actions, including:
- Reaching out through Cape Cod Elder Services to communicate CCRTA’s interest in hiring seniors. CCRTA’s Human Services Transportation Manager sits on this organization’s board, facilitating ongoing contact.
- Targeting recruitment of retiring teachers, firefighters, police, and school bus drivers. Cape Cod RTA staff visited schools, fire houses, police stations, and municipal offices to share recruitment information.
- Visited each town on Cape Cod, talked with local retirement agency officials, and posted and mailed banners and notices.
- Overall increase in the agency’s traditional and social media presence generally, including advertising explicitly aimed at seniors, including on social media. Developed advertising, messaging, and imagery to make seniors and retirees feel welcome. To see samples of advertising, visit Cape Cod RTA Jobs on Facebook, the ad on their website’s front page, and see the video, featuring older drivers, on the CCRTA career page.
- Emphasizing the short time it takes to reach the highest salary level, a compelling message for seniors and retirees, who often value salaries more than benefits, as well as the ability to reach the highest level within their time at the agency.
- Offering various employment options, including full-time and part-time, and seasonal. The agency has found that individual needs lead to varied choices; they estimate their senior employees have split 50-50 in what scheduling option they choose.
- Providing full CDL training, testing and additional agency-specific training for all employees without CDLs. The agency pays for all training.
- Offering options for non-CDL drivers, who operate smaller vans. The agency encourages the CDL route because it gives drivers more flexibility in shifts and allows them to work and get paid at a higher rate.
- Currently exploring working with the Barnstable County Retirement Commission to arrange for a notice about CCRTA employment options to be part of the Commission’s information packet when an employee puts in for retirement.
CCRTA values its older workforce and their commitment to the job; through its efforts, it has been able to hire a dozen seniors and retirees as drivers. The agency notes that with this population, it is reasonable to expect excellent attendance, while also allowing for the potential of more short-term disability and time for medical appointments. COVID-19 saw CCRTA lose about half of its senior workforce, given seniors’ sensitivity to exposure. However, CCRTA is renewing its recruitment efforts in this area through the various methods noted.
For more information, contact:
Penny Grossman, H.R. Manager – Pgrossman@capecodrta.org – 508-385-1430, ext. 106
Recruiting and Retaining the Best: Transit Workforce Best Practices
This blog post from Transportation for America details successful strategies and best practices employed by transit agencies to empower their operator and maintenance workforces.
Transportation for America
September 2022
Wire Women: Lighting it Up
This illustrated publication tells the stories of women who are undertaking apprenticeship to become union electricians. This resource could be used by transit agencies, unions, or apprenticeship programs as promotional material or for educational purposes.
Sharon Szymanski
September 2022
RESOURCE TYPE: Case Studies | TRANSIT MODE: All Modes
Transit Recruitment and Second Chance Programs
Several transit agencies across the country have established Second Chance programs to support formerly-incarcerated individuals as they reenter the workforce; these programs set pathways into frontline transit positions, often focusing on driver recruitment. These initiatives involve active collaboration between transit agencies and departments of corrections. Agencies have also worked with other partners, including their local unions, state and local workforce development agencies, ex-offender support programs, and local community organizations. Basic descriptions of some current state and local programs can be found at these links, discussing Chicago, Iowa, Oregon, and Indianapolis.
Transit Workforce Center
August 2022
RESOURCE TYPE: Case Studies | TRANSIT MODE: All Modes
IndyGo’s Website – Recruitment
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.
IndyGo
August 2022
TOPICS: Career Pathways , Hiring and Recruitment
IndyGo’s career page helps site visitors to understand what it’s like to work at the agency and how to apply. The page also highlights key job benefits and emphasizes the opportunity to serve the community. Overall, the employment section of IndyGo’s website demonstrates a number of key communication elements that support effective outreach to potential applicants. These elements include:
- An easily accessible and identifiable section on the website. “Employment” has its own clickable category, not a subcategory that may be harder to locate.
- Clear statements about IndyGo’s mission, emphasizing community service, connection, and working together to make a difference in people’s lives. These messages attract a range of potential target audiences, and they make clear the difference between a public service career, as opposed to other careers applicants may be considering.
- A detailed list of benefits, with additional specific benefits for drivers noted. Among those benefits, the list includes unique aspects of the driver position that distinguishes it from other potentially competing careers (e.g., long-haul trucking), noting benefits such as “all local work.”
- Highlighted aspects of the driver position that emphasize the connection with and support provided to riders.
- A thoughtful list of questions for potential applicants to consider about themselves and the type of work they might want before they decide to move ahead with the application.
- Detailed information on how and where to apply, basics of how to prepare for and what to bring to an interview, and important specifics about the steps of the hiring process and initial orientation and training programs.
- IndyGo’s Why I Drive segment on their website includes a video featured in the National Frontline Workforce Recruitment Campaign Toolkit video library elsewhere on this website. That link on IndyGo’s website also features brief worker profiles, another summary of benefits, and a note on IndyGo’s Second Chance Initiative.
- IndyGo’s website includes a prominent option to translate the site into Spanish.
Bus Operators in Crisis
TransitCenter’s report, entitled Bus Operators in Crisis: The Steady Deterioration of One of Transit’s Most Essential Jobs, and How Agencies Can Turn Things Around, analyzes the nationwide phenomenon of bus operator shortages and advocates for enhanced job quality in the occupation.
This resource includes links to the report as well as to a webinar from July, 2022.
TransitCenter
July 2022
National Transit Frontline Worker Recruitment Campaign
Across the United States, whether large, small, urban, rural, or tribal, transit agencies are facing the challenge of recruiting and retaining drivers, mechanics, and technicians who can operate and maintain the buses of our public transit systems. To help support local transit efforts, TWC is developing the #ConnectingMyCommunity national frontline worker recruitment campaign, coordinated with the Federal Transit Administration (FTA) and industry, labor, and community partners from around the country.
Transit Workforce Center
July 2022
Strategic Workforce Planning in Transit: Developing, Supporting, and Strengthening Your Incumbent Workforce
This webinar, presented on April 27, 2022, explores important considerations and best practices for creating strong strategic workforce development plans.
FTA Administrator Nuria Fernandez provided opening remarks, followed by insightful workforce development guidance and case examples from leading, experienced, and insightful presentations from IndyGo (Indianapolis IN), ATU International and Local 558, SporTran (Shreveport LA), TWU Local 100- NYCTA Training and Upgrading Fund (NYC), SEPTA (Philadelphia PA), and ProgressWorx.
It is the first in a series of TWC webinars on Strategic Workforce Planning.
A video recording of the webinar and the associated slides are attached below (if you are on the main Resource Center page, click “Learn More” to view the video). Please follow the link below to view all past TWC webinars and to register for upcoming events.
Transit Workforce Center
April 2022
TOPICS: Apprenticeship , Career Pathways , Labor-Management Partnerships , Retention
RESOURCE TYPE: Publications | TRANSIT MODE: All Modes
A Guide to Starting or Joining a Registered Apprenticeship Program
This publication provides an overview of registered apprenticeship, the benefits of registered apprenticeships to the employer, and the basic steps to get started.
You can also consult with your state office on registered apprenticeship for technical assistance and support for questions on the apprenticeship model, guidance on each phase of developing a program, connections to training providers, and advice on available funding sources to support apprenticeships: https://www.apprenticeship.gov/about-us/state-offices
Intelligent Partnerships
April 2022
RESOURCE TYPE: Publications | TRANSIT MODE: All Modes
Managing the Labor Shortage at Transit Agencies
This article examines labor shortages in the public transit industry. It focuses on the following points:
- Transit agencies across the United States are experiencing a significant shortage in labor, that the COVID-19 pandemic has worsened. This shortage is negatively impacting the services they provide to the public.
- Employees at transit agencies have a significantly higher median age than employees in other industries.
- Transit agencies should use data and information to consider recruiting and retaining employees for the long term.
Shared-Use Mobility Center
November 2021
TOPICS: Career Pathways , Hiring and Recruitment
APTA Transit Workforce Readiness Guide
APTA’s Transit Workforce Readiness Guide is a highly interactive and easy-to-use online resource for executives and their staff to assist organizations in building a more diverse talent pipeline by attracting high school students, especially those coming from underserved communities, into entry-level transit positions.
American Public Transportation Association (APTA)
March 2021
Here to Stay: Black, Latina, and Afro-Latina Women in Construction Trades Apprenticeships and Employment
Chicago Women in the Trades & Institute for Women's Policy Research
March 2021
ITLC Elevator/Escalator Training Consortium
The International Transportation Learning Center (ITLC) organizes multiple national training consortia to develop standards-based national training courseware for frontline occupations in public transportation organizations.
The Transit Elevator-Escalator Training Consortium (the Consortium) was the first in an ongoing series of industry-wide collaborative programs to develop integrated systems of training for key frontline occupations in public transportation. Building on national training standards developed by industry Subject Matter Experts (SMEs) from 2006 to 2010 and then adopted by the American Public Transportation Association (APTA), the Consortium developed a full set of standardized national courseware to support training and apprenticeship programs for transit elevator/escalator (El-Es) technicians. The curriculum and courseware development team was composed of subject matter experts (SMEs) from five member agencies and unions from across the country. Membership of the Consortium consists of transit systems that maintain their vertical transportation equipment in-house, rather than relying on outside contractors. Equipment manufacturers contributed access to their technical drawings and manuals to enrich the courseware.
The list of courseware as of Summer 2020 is contained in the attached catalog.
International Transportation Learning Center
September 2020
Training and Apprenticeships to Address Transit Workforce Gaps
It is well known that public transit in the United States faces a workforce skills crisis. A lot of attention — properly — goes to training for skilled craft positions, like bus mechanics. Bus operators also do skilled work, and there are a lot more of them. This piece explores the role of training and apprenticeship programs in meeting workforce needs in transit, with a focus on operators.
Eno Center for Transporation
August 2019
RESOURCE TYPE: Case Studies | TRANSIT MODE: Bus - Fixed Route
Behind the Wheel
Behind the Wheel: A case study of Mission College and Santa Clara Valley Transportation Authority’s Coach Operator Apprenticeship Program, is part of SPR’s evaluation of the California Apprenticeship Initiative. The case study describes the development of the Coach Operator Apprenticeship program including why the partners chose an apprenticeship model to meet their training needs, how the program was developed and structured, and what apprentices and employers report about their experiences in the program. It concludes with a discussion of the program’s sustainability.
Foundation for California Community Colleges & Social Policy Research Associates (SPR)
January 2019
Equity from the Frontline: Workers’ Insight and Leadership Supports a Network of Apprenticeships in Transit
Equity in Apprenticeship is a report series from COWS at UW-Madison. It highlights programs that use apprenticeship and mentorship to extend occupational opportunity to historically marginalized groups, especially people of color and women. In California, the Joint Workforce Investment in the South Bay Valley Transportation Authority has developed a web of apprenticeships and advancement opportunities.
COWS at University of Wisconsin
August 2018
Troops to Transit: A Resource for Recruiting and Developing Veterans for Public Transportation Careers
The International Transportation Learning Center’s analysis of Bureau of Labor Statistics data has shown that the transportation industry in large will likely see a massive front-line labor shortage in the next ten years unless it is able to find and hire skilled workers. In fact, it is estimated that 126 percent of today’s transit workforce will have to be hired and trained in the next ten years.
In order to help fill this need, the center has produced a Veterans Crosswalk tool (see Excel document below) which matches skill-sets learned during military service with the kinds of skills that public transportation agencies look for when hiring signals maintainers. This product was produced in cooperation with a Veterans Taskforce made up of veterans who are also Subject Matter Experts in the field of Signals Maintenance. This detailed matrix has been distilled down into a user-friendly Veteran’s Factsheet (see PDF below) which provides at-a-glance information for both veterans interested in a signals career and for agencies looking to hire skilled veterans.
The tool is accompanied by a summary report.
International Transportation Learning Center
November 2016
A Guide for the Development of Career Pathways in Transportation
This Guide outlines the steps that transportation industry stakeholders can take to develop or expand Career Pathways to focus on the skills, competencies, and credentials needed for high-demand jobs in the transportation industry and its subsectors.
U.S. Department of Education (OCTAE), Jobs for the Future, International Transportation Learning Center
December 2015
RESOURCE TYPE: Case Studies | TRANSIT MODE: All Modes
From Operator to Chief – One Employee’s Story
A description of King County DOT’s program for recruitment and advancement options for current employees, with an emphasis on diversity, along with one employees’ story about how he was supported in his journey from bus operator to Base Chief.
King County DOT
October 2015
TOPICS: Career Pathways , Retention , Training and Development
RESOURCE TYPE: Publications | TRANSIT MODE: All Modes
Strengthening Skills Training and Career Pathways Across the Transportation Industry
STRENGTHENING SKILLS TRAINING AND CAREER PATHWAYS ACROSS THE TRANSPORTATION INDUSTRY: Data Report on Future Transportation Workforce Needs.
The collection and analysis of employment and skills data highlights the future growth areas and employment “hot spots” in transportation by industry subsectors, occupations, career areas, and geographic areas. It also emphasizes the need for skills training and career pathways across the transportation industry. The report identifies high-demand jobs with good wages, and analyzes the patterns in the education and work experience required for entry, as well as on-the-job training required for new entrants to gain full competency.
U.S. Department of Education, Office of Career, Technical, and Adult Education
August 2015
TOPICS: Apprenticeship , Career Pathways , Hiring and Recruitment
RESOURCE TYPE: Publications , Training Materials , Training Programs | TRANSIT MODE: Rail - Commuter , Rail - Light, Heavy
TCRP Report 170: Establishing a National Transit Industry Rail Vehicle Technician Qualification Program—Building for Success
TRB’s Transit Cooperative Research Program (TCRP) Report 170: Establishing a National Transit Industry Rail Vehicle Technician Qualification Program—Building for Success describes a system of qualification that has been developed for rail vehicle technicians. This qualification system is available for implementation through the Transportation Learning Center.
The program integrates national training standards, progressive classroom curricula and introductory courseware, on-the-job learning modules, an apprenticeship framework that combines well-designed sequences of learning, mentoring to support learners, and coordination of classroom and on-the-job learning. The qualification system also includes written and hands-on certification assessments to confirm that technicians have the practical knowledge and skills required to perform their jobs at the highest level of expertise.
Transit Cooperative Research Program (TCRP) & International Transportation Learning Center
January 2014
Pathways to Equity: Effective Transportation Career Partnerships
Expanding access to quality careers in transit systems and in transit capital construction has been the focus of innovative local programs around the country in recent years. This report presents case profiles of two of the most promising examples – one for youth Career Pathways into transit industry careers, and one for targeted construction hiring and training of disadvantaged workers for transit capital projects. This report focuses on two local case profiles for transit Career Pathways: a Project Labor Agreement in Los Angeles providing expanded access to jobs and training for public transportation capital construction, and a youth Career Pathways partnership in Philadelphia linking career and technical education with future transit careers. Both of these models, if taken to scale in the transit industry, can have positive impacts, locally and nationally, for improving access to family-sustaining careers and training and for improving educational outcomes for disadvantaged groups – urban low-income and minority groups as well as women – who have previously been under-represented in these occupations.
International Transportation Learning Center
December 2013
Promoting Employment in Transit Construction Projects by Members of Minority and Low Income Communities (Report 0080)
This report summarizes research investigating the participation of members of low-income and minority populations in employment generated by transit projects and identifies practices to increase their participation. It features four in-depth case studies of light rail projects.
Federal Transit Administration
July 2013
TCRP Research Results Digest 100: Professional Certification and Credentialing Program for the Transit Industry
TRB’s Transit Cooperative Research Program (TCRP) Research Results Digest 100: Professional Certification and Credentialing Program for the Transit Industry explores the findings of a literature review and a gap analysis of the efficacy of four transit-specific professional development programs. The report also examines potential strategies that might be used to deploy and maintain a transit industry certification and credentialing program.
Transit Cooperative Research Program (TCRP)
April 2011
TOPICS: Career Pathways , Retention , Training and Development
Building an Apprenticeship and Training System for Maintenance Occupations
This article discusses the joint training and apprenticeship system emerging in maintenance occupations in the American transit industry, its challenges and strategies to overcome them. The article reports on early results, including efforts to develop a consensus national framework for apprenticeship and training in transit maintenance.
International Transportation Learning Center (with Robert W. Glover, the University of Texas at Austin)
January 2009
TOPICS: Apprenticeship , Career Pathways , Training and Development
RESOURCE TYPE: Publications | TRANSIT MODE: All Modes
Training for Transportation Technicians: Which Delivery Methods Work Best?
This paper explores the question “what is the most effective way to train transportation technicians?” It proposes a blended approach combining classroom time with interactive hands-on demonstrations, followed by structured on-the-job training (OJT) and mentoring.
International Transportation Learning Center
TOPICS: Apprenticeship , Career Pathways , Training and Development
APTA Emerging Leaders Presentation: Recruiting & Retaining Bus Operators
This slidedeck, from an APTA Emerging Leaders Program presentation, provides an overview of research and transit agency case studies to capture key themes on the topic of bus operator recruitment and retention.
American Public Transportation Association
RESOURCE TYPE: Funding Opportunity | TRANSIT MODE: All Modes
Notice of Funding Opportunity: Appalachian Regional Initiative for Stronger Economies (ARISE)
Administering Agency: Appalachian Regional Commission (ARC)
Closing Date for Applications: Applications will be accepted on a rolling basis
Funding Range: $73.5M available total
Geographic Scope: Regional
Description: ARISE is an ARC initiative that aims to drive large-scale, regional economic transformation through multistate, collaborative projects across Appalachia.
With the additional funding provided by the Bipartisan Infrastructure Law, also known as the Infrastructure Investment and Jobs Act of 2021, ARC launched ARISE to strengthen Appalachian business and industry, and to grow and support the development of new opportunities across multiple states.
Posted January 20, 2023 to TWC Resource Center. Please refer to the link below for the most up to date information from the funder.
RESOURCE TYPE: Funding Opportunity | TRANSIT MODE: All Modes
Notice of Funding Opportunity: Workforce Pathways for Youth
Administering Agency: US Department of Labor, Employment and Training Administration
Closing Date for Applications: May 19, 2023 – applications must be submitted electronically no later than 11:59 pm Eastern Time.
Estimated Total Program Funding: $15,000,000
Award Ceiling: $2,000,000
Geographic Scope: National
Description: Workforce Pathways for Youth demonstration grants support national out-of-school time (OST) organizations that serve historically underserved and marginalized youth ages 14 to 21. These grants will place an emphasis on age-appropriate workforce readiness programming to expand job training and workforce pathways for youth living in rural areas, including soft skill development, career exploration, job readiness and certification, and workbased learning opportunities and other work experiences, such as summer jobs, year-round job opportunities, and pre-apprenticeships and Registered Apprenticeships. Funding will also support partnerships between workforce development boards and youth-serving out-of-school time organizations in order to scale up a coordinated and systemic approach to work and learning opportunities for youth across the country.
Posted March 21, 2023 to TWC Resource Center. Please refer to the link below for the most up to date information from the funder.
RESOURCE TYPE: Funding Opportunity | TRANSIT MODE: All Modes
Funding Opportunity: FY23 Women in Apprenticeship and Nontraditional Occupations (WANTO) Technical Assistance Grant Program
Administering Agency: Department of Labor – Women’s Bureau
Closing Date for Applications: May 29, 2023
Applications must be submitted electronically through Grants.gov no later than 11:59 pm Eastern Time.
Estimated Total Program Funding: $5,000,000
Award Ceiling: $750,000
Award Floor: $350,000
Geographic Scope: National
This program aims to provide technical assistance (TA) to employers (which may include public sector entities) and labor unions in the United States and its territories to encourage employment of women in both apprenticeable occupations and nontraditional occupations (A/NTO), specifically in the following ways:
- Developing (establishing, expanding, and/or enhancing) pre-apprenticeship, youth apprenticeship, Registered Apprenticeship (as defined in Appendix B “Acronyms and Definitions”), or other nontraditional skills training programs designed to prepare women for careers in A/NTO;
- Providing ongoing orientations or other resources for employers, unions, and workers on creating a successful environment for women in A/NTO; and/or
- Setting up support groups, facilitating networks, and/or providing supportive services (as defined in section IV.E.3) for women in A/NTO to improve their retention.
Posted April 19, 2023 to TWC Resource Center. Please refer to the link below for the most up to date information from the funder.
RESOURCE TYPE: Funding Opportunity | TRANSIT MODE: All Modes
Notice of Funding Opportunity: Workforce Opportunities for Rural Communities (WORC) Round 5: A Grant Initiative for the Appalachian, Delta, and Northern Border Regions
Administering Agency: Department of Labor – Employment and Training Administration
Closing Date for Applications: Jun 13, 2023
Applications must be submitted electronically through Grants.gov no later than 11:59 pm Eastern Time.
Estimated Total Program Funding: $44,200,000
Award Ceiling: $1,500,000
Award Floor: $150,000
Geographic Scope: Appalachian, Delta, and Northern Border Regions
Description: The Employment and Training Administration (ETA), U.S. Department of Labor (DOL, or the Department), announces the availability of approximately $44,200,000 in grant funds authorized by the Workforce Innovation and Opportunity Act (WIOA) for the fifth round of Workforce Opportunity for Rural Communities (WORC) Initiative demonstration grants. The WORC Initiative provides grant funds to enable impacted communities to develop local and regional workforce development solutions aligned with existing economic development strategies and community partnerships to promote new, sustainable job opportunities and long-term economic vitality. Questions regarding this Funding Opportunity Announcement (FOA) may be emailed to DOL-ETA-DWG@dol.gov. We encourage prospective applicants and interested parties to use the Grants.gov subscription option to register for future updates provided for this particular FOA.
Posted April 19, 2023 to TWC Resource Center. Please refer to the link below for the most up to date information from the funder.