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

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 – – 508-385-1430, ext. 106


Come Drive with (B)us – Akron METRO Operator Recruitment Event

Akron METRO Regional Transit Authority & Transit Workforce Center
September 2022


Akron METRO Regional Transit Authority (METRO): Transit agency serving Summit County, Ohio and the city of Akron, with a fleet totaling 231 vehicles: 140 large buses and 91 smaller paratransit vehicles. METRO employs 425 team members.

Stark State College:  Local event venue and partner in advertising campaign. METRO is currently in the final stages of an agreement with Stark State to supplement its CDL training program.

Program Summary

METRO’s “Come Drive with (B)us” event was a major initiative designed to recruit bus operators.  Held at Stark State College, the event featured on-site bus-related activities, interviews and job applications.  Extensive outreach activities before the event through diverse outlets, combined with the themed ad campaign, brought 99 interested participants and resulted in 71 contingent offers. The key “draw” to this event was the ability to test drive our vehicles on a closed course alongside our staff.  METRO’s idea was that if the thought of driving a bus was keeping people from applying, they could offer a nontraditional mechanism to overcome that hesitancy.  Once that challenge was overcome, the process could focus on the soft skills related to empathy and great customer service that are critical to success.

Key Program Elements

  • Pre-event publicity
    • Pop Art themed ad campaign (viewable on Facebook; an example is attached below as a PDF)
    • Free and purchased advertising through social media, including Instagram, Facebook, and Twitter posts
    • Information on METRO’s website
    • Print ads in local daily and weekly publications
    • Two digital billboards, and flyers on buses and posters at METRO’s transit center
    • A radio ad on several local radio stations
    • Two days before to the event, Stark State College promoted the event on their digital sign, readable from the expressway
    • Four radio personalities from four different stations drove the bus two to three weeks prior to the event and promoted on the air, including one station that put together its own video.
    • Television interviews that resulted in a full story and a variety of mentions of the event on other stations
    • Creating two bus wraps with the pop art feel (see PDF below) on careers, though not event-specific
    • Outreach to past applicants
    • Videos of three in-house of staff driving for the first time, along with videos featuring County Executive and Representative Casey Weinstein, and an invite video from METRO’s CEO
  • Event activities and design (see PDF of signage below)
    • Participants were told to bring a valid driver’s license
    • Four clearly-marked stations for applicants to go to where they had the opportunity to:
      • Apply
      • Interview
      • Secure a mobility device
      • Drive a bus
    • Every applicant moved through all four stations
    • At final stop, attendees received:
      • Bag of information
      • Swag
      • Digital and paper copies of the CDL training booklet for them to start studying
    • Event planning activities
      • Started six to eight weeks before event
      • Committee was made of HR, Marketing, Operations, Maintenance and Safety/Security
      • Eighteen staff members worked the day of the event – five working check-in/applications, five doing on-site interviews, two working the mobility station, five running the “test drive” station, and one runner to move between all stations to relieve backlog
      • Used seven 40 foot buses (2 spares) and 2 paratransit vehicles


  • Ninety-nine event attendees interviewed and were able to test drive
  • Twenty-five additional people applied who could not attend; follow up interviews were planned
  • 71 of the 99 were moved through to a “contingent offer” pending background checks with a start date of September 26th
  • Twenty-three of the 99 had areas of their application that required reviewing before proceeding

For more information on this event, contact: Jarrod Hampshire – Chief Operations Officer, METRO RTA 330.808.0144

More recruitment advertising materials and resources can be found here.


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 ChicagoIowa, Oregon, and Indianapolis.

Transit Workforce Center
August 2022

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.

August 2022

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.

July 2022

Bus Operator Recruitment and Retention: Confronting Obstacles and Creating Opportunity

This multimedia case study details a high-road training partnership jointly operated by Golden Gate Transit and Amalgamated Transit Union Local 1575. This resource contains a brief written summary, presentation slides, and video of a Golden Gate Transit / ATU presentation, which can be accessed by clicking here, or the “Learn More” button. The entire June 7, 2022 TWC webinar, Recruiting and Developing Today’s Transit Workforce, can be found here. It includes a question and answer session, beginning at 51:53, that covers more detail on this and other recruitment initiatives discussed in the webinar.

Transit Workforce Center, Golden Gate Transit, & Amalgamated Transit Union Local 1575
June 2022

Golden Gate Transit (GGT) serves four counties in San Francisco’s North Bay. GGT suspended approximately 90% of its commute service during COVID. As of Spring 2022, the agency was operating at roughly 50% of pre -COVID service levels, but needed to hire and retain large numbers of bus operators as ridership demand returned. To achieve this goal, a GGT and ATU labor-management partnership created a high-road training partnership that worked with local colleges and California Transit Works to establish bus operator mentorship, pre-apprenticeship and apprenticeship programs. To guide its initiatives and actions, the partnership also examined data and asked underlying questions about the root causes of their employment challenges, resulting in reevaluating and adjusting some of its pathways to employment and hiring guidelines.


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 (COTA) and Transport Workers Union Local 208. This resource contains a brief written summary, presentation slides, and video of a COTA-TWU Local 208 presentation. The entire June 7, 2022 TWC webinar, Recruiting and Developing Today’s Transit Workforce, can be found here. The complete webinar recording includes a question and answer session, beginning at 51:53, that covers more detail on this and other recruitment initiatives.

Transit Workforce Center, Central Ohio Transit Authority (COTA), & Transport Workers Union Local 208
June 2022


To meet its need for vehicle maintenance technicians, COTA leadership partnered with TWU Local 208 and Columbus City Schools to provide a Vehicle Maintenance Internship Program, helping students already enrolled in an automotive program to develop additional technology competencies and prepare them for entry level positions. The COTA Vehicle Maintenance Internship Program provides career technical center high school students who have completed their junior year in a participating career-technical program the opportunity to work as paid interns in the Vehicle Maintenance Department at COTA. Students receive classroom training, hands-on training, laboratory experiences, and are partnered with mentors in preparation to enter the workforce as entry level automotive/collision technologies service technicians. From this foundation, COTA has now established a state-registered pre-apprenticeship and apprenticeship program to support vehicle technician hiring, retention, and workforce development.


Strategic Workforce Planning in Transit: Recruiting and Developing Today’s Transit Workforce

This is the second in the Transit Workforce Center’s webinar series on strategic workforce development planning in transit. The TWC’s first webinar examined workforce development for the incumbent workforce. This second webinar focuses on how transit agencies and partner organizations are working to meet the significant recruitment challenges across the country and how to best turn these challenges into opportunities to reach, attract, and retain a diverse workforce. Two transit agencies and their labor partners discuss their innovative outreach and recruitment programs–including mentoring, pre-apprenticeships, and community college partnerships–followed by a presentation from a national organization leader who has coordinated cross-sectoral recruitment initiatives with agencies across the U.S.

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
June 2022

Transit Manager’s Toolkit: Driver Recruitment, Training, and Retention

This section of the toolkit introduces both requirements and suggested practices in the areas of driver recruiting/hiring, retention/motivation, and training.

National RTAP
May 2022

TWC Briefing Report: Bus Driver Recruitment and Retention in Challenging Times

The TWC released this brief in spring 2022 discussing challenges facing transit agencies in recruiting and retaining bus drivers.


Transit Workforce Center
April 2022

Statewide Bus Operator Attraction, Hiring, & Retention Research

These slides were used in a presentation outlining research conducted to better understand the shape and scale of the bus operator shortage in Massachusetts public transit, and the adjustments agencies are making to confront these challenges.

April 2022

Policy Brief: Workforce Shortages Impacting Public Transportation Recovery

This recent report summarizes results from a survey APTA conducted with transit agencies in early 2022. The majority of responding agencies reported difficulties with hiring, with bus operator recruitment being the biggest challenge.

American Public Transportation Association
March 2022

The Road to Zero Emission Buses — National Coordinated Effort to Prepare Frontline Technicians

Transitioning from work with the 12- and 24-volts electrical systems in traditional diesel and CNG buses to Zero Emissions Buses (ZEBs), with upwards of 800 volts, requires a significant commitment to additional skills training and development. The Transit Workforce Center is producing critical resources as part of a nationally coordinated effort to help prepare frontline technicians with the training needed to meet the challenges and  demands of this new technology. This document summarizes our ZEB resources.

Transit Workforce Center
March 2022

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

Identifying Current and Future Training Needs of the Public Transportation Industry (Report 0191)

This report documents a study commissioned by the National Transit Institute (NTI) as part of its work to address training needs. The study investigated skills gaps among the workforce of the U.S. public transportation industry, identified strategies to address those gaps, and explored approaches to more successfully recruit and retain the full spectrum of the transit workforce, from frontline to technical to professional staff.

Federal Transit Administration & National Transit Institute
June 2021

The President’s National Advisory Council Workforce and Talent Management Study

An in-depth examination of the U.S workforce development system. The Education/Career Readiness Continuum graphic on page 11 of the report has particular applicability as agencies consider comprehensive workforce development plans.

National Infrastructure Advisory Council
March 2021

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

TCRP Research Report 228: Resource Guide for Improving Diversity and Inclusion Programs for the Public Transportation Industry

Examines industry diversity programs, including how inclusion has been incorporated, and what policies, plans, and practices have been successfully implemented.

Transit Cooperative Research Program (TCRP)
January 2021

Advancing Frontline Workforce Development Meeting: Synthesis

This report synthesizes findings from a two-day gathering of more than two dozen transit industry labor and management representatives who engaged in in-depth discussions on frontline workforce training needs across the U.S. The purpose of the meeting was to identify immediate, short-term, and long-term training needs for the frontline public transportation workforce in the U.S. and ways to connect apprenticeship and formal training programs to support these needs.

National Transit Institute and Federal Transit Administration
February 2020

Innovative Transit Workforce Development Projects of 2015: Summative Evaluation (Report-0153)

This report provides the results of an evaluation of Innovative Transit Workforce Development Program projects awarded in Fiscal Year 2015. Based on a competitive application process, FTA awarded 16 workforce development projects to transit authorities, higher education institutions, Native American tribes, and nonprofit organizations individually or as a consortium.

Federal Transit Administration
February 2020

TCRP Synthesis 147: Attracting, Retaining, and Advancing Women in Transit

Explores the strategies that have been deployed in transit and other related industries in order to attract, retain, and advance women in a variety of roles.

Transit Cooperative Research Program (TCRP)
January 2020

Attracting and Retaining Women in the Transportation Industry

Examines recruitment and retention strategies and emphasizes importance of community-orientation and mentoring.

Mineta Transportation Institute
February 2019

Innovative Transit Workforce Development Projects of 2012: Summative Evaluation (Report 0128)

This report provides the results of the Innovative Transit Workforce Development Program Evaluation of projects awarded in Fiscal Year 2012. FTA awarded a total of $7,048,898 for 16 workforce development projects. Recipients included transit authorities, higher education institutions, Native American tribes, and nonprofit organizations.

Federal Transit Administration
February 2019

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

TCRP Report 184: Maintenance Technician Staffing Levels for Modern Public Transit Fleets

This report identifies existing tools and practices used to determine optimum maintenance technician staffing levels. The report also provides an analysis of variables that influence maintenance technician staffing needs.

A Microsoft Excel calculator is also available, along with a user guide and case study.

Transit Cooperative Research Program (TCRP)
August 2016

Innovative Transit Workforce Development Projects of 2011 Report (0094)

This report provides the results of the Innovative Transit Workforce Program Evaluation of projects awarded in fiscal year 2011. The evaluation was conducted via review of updates and final report submitted by grantees and telephone interviews with grantees.

Federal Transit Administration
April 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

Strengthening Skills Training and Career Pathways Across the Transportation Industry


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

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 Report 162: Building a Sustainable Workforce in the Public Transportation Industry—A Systems Approach

TRB’s Transit Cooperative Research Program (TCRP) Report 162: Building a Sustainable Workforce in the Public Transportation Industry—A Systems Approach provides a guidebook that addresses contemporary issues in workforce development, retention, and attraction, and public transportation image management.

The guidebook provides practical tools to transit agencies on a variety of workforce issues including workforce strategies that enhance organizational processes, performance metrics to evaluate the impact of workforce strategies, image management techniques that improve perceptions of the public transportation industry, and benchmarking processes that allow for continuous organizational improvement.

The guidebook is separated into modules that may be used independently or together in the form of the fully integrated guidebook.

Transit Cooperative Research Program (TCRP)
January 2013

Dialogue for Women in Blue-Collar Transportation Careers

Short summary report on unique challenges and recommendations regarding women in blue-collar positions in transportation.

US Dept. of Transportation
September 2011

TCRP Report 142: Vehicle Operator Recruitment, Retention, and Performance in ADA Complementary Paratransit Operations

TRB’s Transit Cooperative Research Program (TCRP) Report 142: Vehicle Operator Recruitment, Retention, and Performance in ADA Complementary Paratransit Operations provides guidance for understanding the relationships that influence and enhance operator recruitment, retention, and performance in Americans with Disabilities Act (ADA) complementary paratransit services.

Transit Cooperative Research Program (TCRP)
January 2010

TCRP Research Results Digest 88: Innovative Practices in Transit Workforce Development

TRB’s Transit Cooperative Research Program (TCRP) Research Results Digest 88: Innovative Practices in Transit Workforce Development examines innovative practices in workforce development in several cities in Canada, France, and Belgium.

Transit Cooperative Research Program (TCRP)
June 2008

TCRP Report 103: Public Transportation Operating Agencies as Employers of Choice

TRB’s Transit Cooperative Research Program (TCRP) Report 103: Public Transportation Operating Agencies as Employers of Choice documents principles, techniques, and strategies that are used in workforce recruitment, development, and retention.

Transit Cooperative Research Program (TCRP)
January 2004

Moving Forward: Toward Women’s Equity and Inclusion in the Rail and Transit Sector

A toolkit for increasing women’s employment in Traditionally male dominated high-wage, high-skill fields on the railroad and in public transit agencies.

International Transportation Learning Center and Chicago Women in the Trades

Santa Clara Valley Transportation Authority (VTA) Joint Workforce Investment (JWI) Program

The Joint Workforce Investment (JWI), established in 2006, is a joint labor management partnership between the Santa Clara Valley Transportation Authority (VTA) and the Amalgamated Transit Union Local 265 (ATU).  Both organizations operate together as one “JWI” team. Three primary programs were brought together under the JWI initiative: the Maintenance Career Ladders Training Project (MCLTP), New Operator/Mentor Pilot Project, and Health and Wellness Project. This case study reviews details of the programs and data on their benefits.

ICF International

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