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Session Description: Transit workers operate in a challenging environment in close contact with the public. Recent years have seen an increase in assaults on transit vehicles and in transit facilities, making the protection of transit workers and riders a crucial goal for the industry. This presentation will feature perspectives from research, transit agency labor and management, and the federal government. Panelists shared updates on transit assault trends, examples of mitigation strategies identified through engagement with agency leaders and frontline workers, innovations in operator workspace design, and models of successful joint labor-management safety planning through FTA’s updated PTASP rule.

Moderator:

• Lisa Staes: Associate Director – Center for Urban Transportation Research

Speakers:

• Lisa Staes: Associate Director – Center for Urban Transportation Research
• Russell Bateman: Training and Education Administrator – Amalgamated Transit Union
• Andrew Falotico: Health and Safety Director – Amalgamated Transit Union
• Alexander Houck: Deputy Chief Safety Officer – Maryland Transit Administration
• Stewart Mader: Senior Program Analyst for Safety Policy – Federal Transit Administration
• Michael McMillan: President and Business Agent – Amalgamated Transit Union Local 1300 (MD)

MC24 Transit Worker Safety slides

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Session Description: This session explored mental health and wellness among frontline transit workers, offering actionable insights from the latest research, practical applications, and best practices. Presenters also highlighted the role and importance of workforce development strategies in promoting a healthier, more productive workforce, and its potential organizational impacts, such as reduced turnover and absenteeism.

Moderator: 

• Karen Philbrick: Executive Director/CEO – Mineta Transportation Institute

Speakers:

• Janie Berry: Deputy Director of Human Resources –Santa Clara Valley Transportation Authority
• Sandy Brennan: Vice President and Project Manager – Foursquare Integrated Transportation Planning
• Michael Coplen: President & Founder – TrueSafety Evaluation, LLC
• John Courtney: Amalgamated Transportation Union Representative – Amalgamated Transit Union Local 265
• Ed Watt: Principal – WattADR

MC24 Transit Worker Mental Health slides

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Session Description: Employment in public transportation is affected by broad economic and demographic dynamics, but honing in on transit workforce trends can be challenging. The Transit Workforce Center created the Transit Workforce Data Dashboard to distill relevant data points from national datasets. In this session, TWC highlighted specific employment patterns and challenges in transit-related occupations and panelists covered research and trends in national and agency-level datasets.

Moderator: 

• Michaela Boneva: Research Associate – International Transportation Learning Center / Transit Workforce Center

Speakers:

• Nick Biggar: District Director – Greater Cleveland RTA
• Valerie Campo: Mentor Program Coordinator – Champaign-Urbana Mass Transit
• Douglas Nevins: Senior Researcher – International Transportation Learning Center / Transit Workforce Center
• Darnell Morris: Vice President – ATU Local 268, Greater Cleveland RTA
• Dr. Shanta Hejmadi: Senior Data Scientist– Metro Transit (MN)

MC24 Tracking Your Impact slides

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Session Description: Strong workforce development programs are most often built on an equally strong foundation of effective labor-management partnership, and, across all types of transit agencies, the ability for frontline workers to have a voice in workforce decisions. Join this session to hear from and engage with national and local leaders from management, labor, and government about how to establish and sustain these collaborative partnerships, facilitate frontline worker involvement, and the benefits these initiatives bring to individual agencies, the workforce, and the industry as a whole.

Moderator: 

• Darnice Marsh: Labor Management Partnership Coordinator – U.S. Department of Labor

Speakers:

• Sean Adgerson: Deputy Director and COO – Miami-Dade County Transportation & Public Works
• Patrick Brady: Moving Metro Co-Coordinator – Amalgamated Transit Union Local 587 (WA)
• Joseph D’Elia: President – Transport Workers Union, Local 291 (FL)
• Debra Frazier: Moving Metro Co-Coordinator – King County Metro (WA)
• Jamaine “G” Gibson: Director of Apprenticeships and Workforce Development – Amalgamated Transit Union

MC24 Partnerships slides

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Session Description: This session explored ways to increase the number of women in careers in the transit trades through initiatives and partnerships that provide support and opportunities for advancement and training. Panelists addressed the barriers to employment women face in entering frontline transit careers, the types of outreach and support that can increase employment, and described the programs and services that help women thrive in frontline transit careers. Transit agencies and union representatives outlined initiatives designed to increase the representation of women in the transit trades, and women in the industry spoke about their first-hand experiences, the opportunities they have been afforded, and the critical role that workplace culture, programs, and policies played in their success. Attendees also heard about opportunities to engage with federal partners, such as the USDOL Women’s Bureau program and the Women in Apprenticeship and Nontraditional Occupations (WANTO) program.

Moderator: 

• Karitsa Holdzkom: Senior Policy Analyst – International Transportation Learning Center / Transit Workforce Center

Speakers:

• Annmarie Carmody: Senior Communications Associate – International Transportation Learning Center / Transit Workforce Center
• Shannon Arms: Operations Manager – Santa Clara Valley Transportation Authority
• Laila Bofia: Utility Mechanic – Toledo Area Regional Transit Authority (TARTA)
• Tisha Carroll: Workforce Development Program Manager – Toledo Area Regional Transit Authority (TARTA)
• Lee Gibson, DBA: Talent Acquision Manager – Toledo Area Regional Transit Authority (TARTA)
• Charles Jenkins: Director – Transport Workers Union Local 100, New York City Transit Training & Upgrading Fund
• Celeste Kirkland: Power Division Vice Chair/Safety Inspector – Transport Workers Union Local 100 (NYC)
• Nicole Neri: Regional Administrator – U.S. Department of Labor Women’s Bureau
• Yvette Trujillo: International Executive Vice President – Amalgamated Transit Union

MC24 Women in Transit Trades slides

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Session Description: An Increasing number of transit agencies across the country have begun mentorship programs to support the frontline workforce and facilitate the sharing of knowledge and skills from experienced workers to new employees. These programs offer many benefits, including improved rates of retention and absenteeism, stronger relationships between the workforce and management, and better employee morale. During this session, attendees learned how transit agencies are incorporating innovative models to tap into the full potential of mentorship programs. Panelists described the positive changes that have resulted from mentorship programs and how they are incorporating new and innovative applications and approaches to multiply these benefits.

Moderator: 

• George Fields: Deputy General Manager, Human Resources – Greater Cleveland Regional Transit Authority

Speakers:

• Ida Marshall: Senior Talent Acquisition Manager – Greater Cleveland Regional Transit Authority
• Wendy V. Talley: Director, Training & Employee Development – Greater Cleveland Regional Transit Authority
• Reginald Howard: President – Amalgamated Transit Union Local 788 (St. Louis)
• Trenise Winters: Assistant Executive Director – Bi-State Development/Metro Transit (St. Louis)
• Maurice Beard: Sr. Workforce Development Advisor – International Transportation Learning Center / Transit Workforce Center
• Karitsa Holdzkom: Senior Policy Analyst – International Transportation Learning Center / Transit Workforce Center

MC24 Innovative Mentoring Models

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Session Description: This dynamic workshop focused on the empowerment and upskilling of frontline transit workers in the face of rapidly evolving technologies of AI and automated vehicles (AV). The session explored innovative projects with industry and academic experts on co-designing and co-implementing AV technologies with deep involvement of transit frontline workers and discussed the importance of equipping workers with essential digital skills and knowledge in AI and AV. We examined strategies for the government, employers, and labor collaboration to ensure these emerging technologies serve as tool for worker empowerment and for improving worker safety and health, rather than causing displacement.

Moderator:

• Brooke DeRenzis: Chief Strategy Officer – National Skills Coalition

Speakers:

• Kimberly Cosby: Strategic Policy Advisor – Technology Institute, AFL-CIO
• Sarah Fox: Assistant Professor – Carnegie Mellon University
• John Lyons: Director of Collective Bargaining – Amalgamated Transit Union
• Arjan Van Andel: Strategy and Innovation Director – GIRO
• Michael Walk: Research Scientist and Program Manager – Transit Mobility Program, Texas A&M Transportation Institute

MC24 AI and Automation Workshop slides Co-Designing the Future of Transit Work CMU

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Session Description: Consistent with FTA’s strategic goal of driving workforce recruitment, this session explored successful models and strategies for increasing awareness of transit careers among potential workers. Presenters also focused on approaches to recruiting and retaining individuals from diverse backgrounds, emphasizing engagement with the communities transit serves. Through discussions of hands-on initiatives, mentoring and training programs, and partnerships between transit agencies and community organizations, this session explored various ways transit systems can create sustainable pipelines to attract and retain talent from communities of different sizes and demographics.

Moderator: 

• David Stephen: Senior Communications Specialist – International Transportation Learning Center / Transit Workforce Center

Speakers:

• Scott Joiner: Senior Manager, Talent Acquisition – Bi-State Development/Metro Transit (St. Louis)
• Adam Parast: Enterprise and Strategic Initiatives Lead – King County Metro (WA)
• Antonio Pollard: Organizer – Amalgamated Transit Union Local 689 (DC)
• Dan Stoffer: Manager, Bus Instruction – Metro Transit (MN)
• Jaymi Swarbrick: Director of Human Resources – Merrimack Valley Transit (MeVa – MA)
• Trenise Winters: Assistant Executive Director – Bi-State Development/Metro Transit (St. Louis)

MC24 Successful Models for Career Awareness slides

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Session Description: Are you looking to establish a program that increases retention, provides an edge in recruitment, and advances a positive and collaborative organizational culture? Well-organized mentorship programs with carefully-selected and trained mentors provide documented benefits for frontline workers and the organization as a whole. Check out this intensive full-day workshop to explore how to:

• Initiative, develop, manage, and maintain a strong mentorship program
• Establish a collaborative structure and culture that runs and maintains that program
• Select and train effective mentors
• Explore occupation-specific approaches, challenges, and systems
• Track metrics that measure progress and success

Throughout this full-day intensive, attendees engaged with experienced instructors, facilitators, and peers to:

• Review the foundational elements of transit-based mentorship programs
• Experience TWC’s mentor training program, including: a review of mentor roles; an introduction to varied learning styles; an exploration of diversity, equity, access, and inclusion in mentoring; and an examination of communications and problem-solving skills

Moderators: 

• Maurice Beard: Senior Workforce Development Advisor – International Transportation Learning Center / Transit Workforce Center
• Karitsa Holdzkom: Senior Policy Analyst – International Transportation Learning Center / Transit Workforce Center

Speakers:

• Stu Bass: Principal – Progress Worx; Founding Director – Keystone Development Partnership
• Nick Biggar: District Director – Greater Cleveland RTA
• Valerie Campo: Mentor Program Coordinator – Champaign-Urbana Mass Transit
• Lee Estis: Mentor Program Coordinator – Metropolitan Council-Metro Transit (MN)
• Jamaine “G” Gibson: Director of Apprenticeships and Workforce Development – Amalgamated Transit Union
• Steve Jovel: Operations Manager, Workforce Development – Santa Clara Valley Transportation Authority
• Vanessa L’Esperance: Apprenticeship Program Coordinator – Metro Transit/ATU Local 1005 (MN)
• Dionna McCane: ATU Mentorship and Apprenticeship Coordinator – IndyGo
• Darnell Morris: Vice President – ATU Local 268, Greater Cleveland RTA
• Harpreet Singh: JWI Co-Director – Santa Clara Valley Transportation Authority

MC24 Making Mentoring Matter slides

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Session Description: Check out this immersive half-day session designed to provide information, tools, and strategies that build a foundation for career pathways for community members into good jobs and great transit careers. Participants engaged in dialogue with transit professionals on the opportunities in the industry, gain insight into communicating about these opportunities, and explore approaches to establishing working partnerships with transit agencies and their labor and workforce partners.

Attendees dove into strategies and principles for impactful engagement, hearing firsthand accounts of successful collaborative initiatives and messaging strategies that emphasize the impact and value of working in an industry providing a vital public good. Participants gained invaluable insights into building sustainable workforce solutions that mutually benefit the industry and the community.

Key topics included:

• Exploring transit career opportunities
• Messaging and framing
• Building collaborative partnerships
• Real-world success stories

Moderator:

• David Stephen: Senior Communications Specialist – International Transportation Learning Center / Transit Workforce Center

Speakers:

• Rich Diaz: Workforce Development Coordinator – Amalgamated Transit Union Local 1575
• Theus Jones: Recording Secretary – Amalgamated Transit Union Local 689 (DC)
• Antonio Pollard: Organizer – Amalgamated Transit Union Local 689 (DC)
• Vanessa Sparks: Committee Member – Community Board 12-Queens Transportation Committee
• Carlene Thorbs: Chairperson – Community Board 12-Queens Transportation Committee

MC24 Community Partnerships slides

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The American Transit Training and Apprenticeship Innovators Network (ATTAIN) is a peer network created for transit agencies and labor unions to explore new apprenticeship programs or enhance existing programs for their frontline workforce. Through ATTAIN, TWC promotes apprenticeship, advances frontline worker training, facilitates peer exchange, and provides technical assistance to agencies and unions interested in developing apprenticeship programs for their frontline workforce.

This ATTAIN meeting featured discussions from Pittsburgh Regional Transit/ATU 85 and Bay Area Rapid Transit about how their facilities and elevator/escalator maintenance apprenticeship programs are developed, work, and the benefits they offer.

ATTAIN Meeting Recording ATTAIN Meeting Slides

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Description: The purpose of this demonstration program is to support transformative efforts to improve job quality and availability of good jobs, particularly for the benefit of historically marginalized populations and communities that have experienced barriers to employment in good jobs. The primary focus of these demonstration grants is expanding job quality in the care, climate resiliency and clean energy transition, and hospitality sectors. In the transit industry, these funds could support job quality for those operating and/or maintaining zero-emission buses. These demonstration grants will support industry-led, worker-centered sector strategies built through labor-management partnerships aimed at improving job quality in key sectors.  These partnerships will address equity, job quality, and worker voice as they design training models and train workers for family-supporting jobs.  Projects under this announcement will fund both short-term capacity-building planning grants and longer-term implementation grants. 

Posted June 6, 2024 to TWC Resource Center. Please refer to the link below for the most up to date information from the funder.

Information page on grants.gov

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Read Rich Diaz’s Transit Career Story on the TWC Blog to learn more.

View the full case study below:

GGT and ATU Local 1575 Case Study

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• There are many ways to support the childcare needs of employees; there is no one-size-fits-all model.
• The models examined in this case study include a voucher system, an on-site center managed directly by the agency, and a discounted center managed by a contractor with supplemental referral services. 
• Challenges remain, including childcare affordability and availability.
• Still, these programs can boost morale and attendance among working parents and caregivers.

At New York City’s Metropolitan Transit Authority (MTA), the first sign of a problem was attendance. Los Angeles Metro experienced a similar phenomenon of worker absences, which grew worse during the COVID-19 pandemic. At Prairie Hills Transit in South Dakota, the agency (like many employers in the community) struggled just to get workers in the first place. In community after community, public transit is suffering from low employee availability, and a key driver of the workforce shortage is clear—a lack of affordable childcare.

The good news for the public transit industry is that a variety of models already exist that support the childcare needs of frontline workers. This case study describes three such models: a voucher system, an on-site center managed directly by the agency, and a discounted center managed by a contractor with supplemental referral services. Across the spectrum of agency sizes—from a small rural agency to an agency serving one of the world’s largest cities—transit providers have opportunities to support their workers, both as employees and as parents.

Please see the summary table at the end of the case study for an overview of each of these programs.

Background: The Urgency of Childcare Needs

The United States used to have one of the highest rates of working women among Organization for Economic Cooperation and Development (OECD) countries, but in recent years, the U.S. rate has declined. As parents struggle to find stable access to childcare, they are forced to limit their workforce participation, leave employment altogether, or pay an often-unsustainable portion of their income towards a childcare program. Using data from the National Survey of Children’s Health, the Center for American Progress (CAP) estimated that in 2016 nearly two million Americans made career sacrifices due to issues with childcare.

As the United States, and in particular the transit industry, faces a difficult and ongoing labor shortage, it is important for mothers to be able to participate in the workforce if they choose. Even though women are less present in the labor force, families are becoming increasingly dependent on the maternal income. Only about 30 percent of families with children rely solely on a father’s income; women are primary or equal earners in about two-thirds of families. Women of color with children are even more likely than white women to be in the labor force, be primary breadwinners, and be in low-earning jobs (NWLC).

Despite this necessity, childcare remains a determining obstacle. An analysis of the 2016 Early Childhood Program Participation Survey (ECPP) indicated that half of American families struggle to find adequate childcare, with cost most commonly reported as a barrier. Another CAP analysis found that over half of Americans live in childcare deserts (areas with few or no options for childcare). The maternal workforce participation rate is an average of three percent lower in these deserts than in areas with adequate childcare. Hispanic/Latino families are more likely to reside in childcare deserts and more likely to report location as an obstacle to obtaining childcare. The prevalence of location as an obstacle can be further explored with these interactive childcare desert maps.

Even small steps to alleviate childcare burdens can help parents join the workforce. A study of Washington, DC’s universal, full-day preschool program found that since the program’s inception, the rate of mothers participating in the city’s workforce increased by 12 percent. Subsidies to support parents in finding childcare assistance can have positive impacts on their workforce participation as well. A study of childcare and parent labor force participation found that just a 10 percent decrease in childcare costs could lead to a 0.5-2.5 percent increase in maternal employment. A paper from the National Bureau of Economic Research indicated that if childcare costs were capped at seven percent of income, the rate of low-income mothers in full-time jobs would increase by 18 percent and the overall maternal employment would increase by 10 percent, which would add 12 million mothers to the workforce. For individual families, gender parity, and the overall economy, these increases are important, and they are essential to mitigating the workforce shortage in the transit industry.

Childcare Examples in Public Transportation

Transport Workers Union (TWU) Local 100 – New York City Transit Child Care Fund (CCF)

In New York City, TWU Local 100 and NYC Transit came together to create the Child Care Fund (CCF), a financial assistance program designed to support the families of Local 100 members who need help paying for childcare expenses. In 2002, Local 100 proposed a new benefit for its members in the collective bargaining agreement: funds through CCF to support parents of young children in obtaining childcare. MTA management, concerned about the effects of worker absences on its operations, agreed to the new benefit. “Workers were doing the calculus of whether it’s worth it to spend X amount on childcare versus just staying home and not working and caring for the child instead. Childcare is very expensive,” said Charles Jenkins, Director of TUF. This no-win choice weighed particularly heavy on women. Jenkins recounted how historically, transit has been a predominantly male industry with few accommodations for women, even proper bathrooms, until recently. Long-standing worker shortages in public transit have led the industry to begin thinking differently.

CCF provides financial support to parents for either a year-round childcare program or for summer camps; the employee can choose. The employee also has the discretion to choose who cares for their child—CCF covers about forty percent of the cost of childcare in a licensed facility (up to $320 weekly), and about twenty percent (up to $160 weekly) if the provider is not licensed—for example, if the caregiver is a family member. If the employee chooses the summer camp option, fifty percent is covered (up to $1,000). The benefit is offered to all employees in good standing who have completed one year of employment, until the employee’s child reaches age 12.

The program is not without challenges. It is first-come-first-served, with limited funds, although most people who seek out the benefit do receive it. Some members report they didn’t know about the fund, and even with a subsidy, childcare remains expensive. Still, CCF’s support helps. “Our members are very thankful for the benefit,” Jenkins said, and the agency and union have found that attendance is high when adequate childcare is in place.

Prairie Hills Transit (Spearfish, South Dakota)

Over a thousand miles away and in a much more rural area, the childcare landscape looks different. Prairie Hills, SD, has struggled for years with a lack of childcare providers in the community. Around 2010, Prairie Hills Transit (PHT) Executive Director Barb Cline noticed that federal funds were available for the construction of new buildings. Thinking creatively, she pursued grants and loans from the U.S. Department of Agriculture for the purpose of constructing a childcare facility within the PHT campus. “We knew this was a community problem, bigger than our own staff,” Cline reported. With only about 50 employees, PHT’s staff didn’t have enough children for a center limited to employees, so the agency opened its doors to the wider community.

Today, this licensed, on-site childcare center can accommodate up to 41 children. To handle demand, PHT is expanding to a new rented location which can enroll another 25 or so children. Because childcare has a low profit margin, no external company would take on the contract, so PHT hired its own manager for the program. Now that the building has been constructed, the program sustains itself financially. Employees of PHT receive a thirty percent discount, while other parents in the community pay full price (though some use government benefits to pay and segmented payment plans are available). Children don’t age out formally, but most enrollees are age five or younger. PHT has found that male and female employees alike take advantage of the program. Recognizing that employees won’t be able to transport their children from school to after-school childcare in the middle of a shift, PHT obtained a separate bus with car seats to provide those trips themselves.

PHT reported several challenges it encountered as the program unfolded. Licensing requirements for childcare centers have gotten stricter and PHT has had to invest time to adapt. Another challenge for the agency has been the “human versus the financial”: if a parent only wants part-time childcare, the center wants to accommodate the family’s needs, but the accommodation results in the loss of a full-time spot and thus a loss of funds. Availability of childcare remains a challenge because demand is so high, even though PHT employees receive some degree of priority; “our waiting list is 12 pages long,” Cline said. Even with a subsidy, affordability is still a question for some families. However, employee turnover is low at PHT and childcare may be part of the reason.

PHT has realized that because of the geographic dispersion of employees and the low turnover of children in the center, some employees are not able to take advantage of the center’s offerings. As the program looks to the future, PHT is looking to build a second shared-use facility to expand capacity.

LA Metro (Los Angeles, CA)

Like so many other transit agencies, Los Angeles Metro found its workforce depleted as the COVID-19 pandemic progressed. The agency recognized that a lack of childcare delayed re-entry into the workforce.

LA Metro offers three options for their employees to find support  The first is, through a memorandum of understanding, a partnership with Pathways LA to provide referral services to LA Metro employees seeking childcare. Pathways LA gives parents digestible information about childcare options and assistance navigating the possibilities available. LA Metro also utilizes its employee assistance program through ComPsych Corporation Guidance Resources, which connects employees to a Work-Life Specialist. This specialist provides personalized resources custom to the needs of the individual employees seeking childcare in their area.  The third support is more recently established: LA Metro has leased a space it owns, beginning June 2023, to Pathways LA for a childcare center within walking distance  from Metro’s central maintenance facility and headquarters. This arrangement was established through a competitive bid process. The center is not exclusive to LA Metro employees, but employees receive a 15% discount and get priority enrollment. The center serves children up to age 5 and offers everything from an infant center to an educational curriculum for older children to special needs programming. LA Metro has hired a coordinator to oversee the relationship between Pathways LA and Metro, which has been indispensable to facilitating a smooth partnership, the agency reported.

As childcare needs have evolved, LA Metro has persevered in seeking the best options for its employees within available resources. Before the Pathways LA partnership, LA Metro had partnered with a different third-party provider; with the new partnership, largely because of inflation, prices have risen and employees that transferred from one provider to the other were impacted by the change. Prices were already steep and employees felt the increase keenly.  Another challenge has been the limitations of a single facility location: the fact that the center is close to LA Metro’s headquarters and central maintenance garage reduces travel and logistics for some parents, but not all Metro employees report to those locations. For LA Metro, a multi-pronged approach has been most successful.

Conclusion

Finding adequate childcare services is an imperative step in entering or re-entering the workforce, but it’s not easy for every parent. In the face of a widespread workforce shortage, if transit agencies are able to help parents with this step, it can help rebuild and maintain their workforce. These examples provide evidence that agencies of varied sizes across the county can find a childcare supportive service program that works for them. LA Metro found that neither subsidies nor self-administration of a childcare center was realistic for them, but partnerships with an established and trusted provider could further their employees’ access to childcare resources. On the other hand, Prairie Hills Transit, facing a childcare desert in their community, established their own center. Meanwhile, MTA and TWU Local found that cost, not availability, was the primary limiting factor for their employees, and they were able to address that challenge for many families. Other transit agencies can take similar steps, utilize their own unique resources, and learn from the challenges faced in these examples to facilitate access to childcare services for their employees, which in turn will contribute to a stronger and more reliable workforce.

Summary of MTA/TWU Local 100, Prairie Hills Transit, and LA Metro Childcare Programs

For more information on these programs, contact:

• Barb Cline, Prairie Hills Transit: bkcline@prairiehillstransit.com
• Jodi Stewart, LA Metro: stewartj@metro.net
• Shayna Gleason, TWC: sgleason@transportcenter.org

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To learn more, please visit our dedicated ATTAIN and apprenticeship page.

ATTAIN presentation

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Contributor(s): National Academies of Sciences, Engineering, and Medicine; Transportation Research Board; Transit Cooperative Research Program; Robert Puentes; Philip Plotch; Brianne Eby; Paul Lewis; Karitsa Holdzkom; Xinge Wang; Douglas Nevins; Kenyon Corbett; Melissa Huber

Bus Operator Workforce Management: Practitioner’s Guide Related TRB Webinar

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Featured Speakers:

• Beth Berendsen, Policy Director, Chicago Women in Trades
• Rich Diaz, Bus Operator Mentor Lead, Amalgamated Transit Union Local 1575
• Aaron Koski, Senior Manager – Workforce Development, Metro Transit (MN)
• Anna Penland, Assistant Transportation Manager – OECC Coordinator, Metro Transit (MN)
• David Stephen, International Transportation Learning Center/Transit Workforce Center
• Chris VanEyken, Director, Research and Policy, TransitCenter

Advancing Workforce Diversity, Equity, Access, and Inclusion

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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.

Individual Joint Sponsorship Start Up Template Individual Non-Joint Start Up Template

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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.

Opening Video: 

Recap Video: 

Making Connections Conference Schedule

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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

Out of the Box Strategies Session Slides

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Session Summary: Apprenticeship programs create a foundation for strong, effective workforce development programs. The ability to build and sustain these programs requires strong labor-management partnerships, or, in the case of nonunion agencies, ongoing involvement of, and management engagement with, the frontline workforce. In this session, panelists from a diverse group of transit agencies presented examples of challenges met and lessons learned as they designed and implemented their apprenticeship programs. Attendees heard how apprenticeship can support a variety of frontline transit occupations and the benefits that apprenticeship offers.

Moderator

• Jamaine “G” Gibson: Director of Apprenticeships and Workforce Development – Amalgamated Transit Union

Speakers

• Dexter Bishop: Elevator/Escalator Journeyman – Amalgamated Transit Union/Local 689
• Stephanie Deiger: Chief Human Resources Officer – Southeastern Pennsylvania Transportation Authority
• Brian Funk: Chief Operating Officer and Deputy General Manager – MetroTransit Minneapolis
• Michael Hanssen: Supervisor of Technical Skills Training – Washington Metropolitan Area Transit Authority
• Alec Johnson: Bus Operator Apprenticeship Coordinator – MetroTransit Minneapolis/Amalgamated Transit Union Local 1005

Growing Your Own Through Apprenticeship Session Slides

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Session Summary: Across the country, strong labor-management partnerships underlie many of the most effective public transportation recruitment, retention, career development, and advancement programs. In this session, experienced subject-matter experts from transit and from government discussed the importance and impact of these partnerships, provided program examples and outcomes, and highlighted key components in establishing and maintaining these relationships.

Moderators

• Brian Turner: Founding Director – International Transportation Learning Center

Speakers

• Shirley Block: President/Business Representative – Amalgamated Transit Union Local 757
• Jamaine “G” Gibson: Director of Apprenticeships and Workforce Development – Amalgamated Transit Union
• Andrew Hasty: Senior Advisor – U.S Department of Labor’s Office of Labor Management Standards; Commissioner – Federal Mediation and Conciliation Service
• Nate Holton: Director of Labor Relations – TriMet
• Denise Jenkins-Agurs: Chief People Officer – IndyGo
• Charles Jenkins: Director – New York City Transit Training & Upgrading Fund/Transport Workers Union Local 100
• Darnice Marsh: Labor Management Partnership Coordinator – U.S. Department of Labor

Moving Forward Together Session Slides

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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.

This resource contains presentation slides and video of a Golden Gate Transit/ATU presentation. 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.

Bus Operator Recruitment and Retention Webinar Slides

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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.

The Power of Partnership COTA/TWU Webinar Slides

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Linked below are a video recording of the webinar, the associated slides, and a webpage where all past TWC webinars are available.

Strategic Workforce Planning in Transit Presentation Slides All TWC Webinars

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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.

Elevator / Escalator Consortium Course Catalog

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Volume 2 of this report provides background material that was used to develop this toolkit.

Contributor(s): National Academies of Sciences, Engineering, and Medicine; Transportation Research Board; Transit Cooperative Research Program; Scott Baker; Chuyuan (Viktor) Zhong; Douglas Taylor; William F. Scott; Richard Plante

Labor-Management Partnerships for Public Transportation, Volume 1: Toolkit

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Contributor(s): National Academies of Sciences, Engineering, and Medicine; Transportation Research Board; Transit Cooperative Research Program; Scott Baker; Chuyuan (Viktor) Zhong; Douglas Taylor; William F. Scott; Richard Plante

Labor-Management Partnerships for Public Transportation, Volume 2: Final Report

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The related reports can be found here.

Transit Partnership Training: Metrics of Success