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Transportation Technical Assistance Coordination Library (TACL)

The Transportation Technical Assistance Coordination Library (TACL) provides a viable methodology and platform for access and findability of rural and tribal transit coordination resources across a broad range of transportation technical assistance centers and the Federal Transit Administration (FTA).

The FTA-funded Technical Assistance (TA) Centers participating in this ongoing work are:

• National Aging and Disability Transportation Center (NADTC)
• National Center for Applied Transit Technology (N-CATT)
• National Center for Mobility Management (NCMM)
• National Rural Transit Assistance Program (National RTAP)
• Shared Use Mobility Center (SUMC)
• Transit Workforce Center (TWC)

The TACL Task Force uses a systematic review process for resources included in the database. New resources will be added on a quarterly basis. Let us know if you would like to serve as a peer reviewer for our resources.

Why was TACL created?

The United States Government Accountability Office (GAO) published Public Transportation: Enhanced Federal Information Sharing on Coordination Could Improve Rural Transit Services in January 2020. GAO recommended that FTA “develop a communication plan that will effectively share information with state and local stakeholders on coordination opportunities in an accessible and informative way.” This effort was created to improve interagency resource coordination between FTA and its five TA Centers.

How can TACL be used?

TACL resources can be used to identify high quality technical assistance on transportation coordination. The resources can be used for research, training, practice, operations, planning, and other purposes. We encourage authors to cite TACL resources.

Ready to get started?

Visit http://transportation-tacl.org. Click on the Training tab at the top for instructions.

If you have a question about TACL, or if you would like to be considered to become a TACL peer reviewer, please contact info@nationalrtap.org

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FTA’s Technical Assistance and Workforce Development Program (49 U.S.C. § 5314) and the Public Transportation Innovation Program (49 U.S.C. § 5312) fund technical assistance centers through national nonprofit organizations across a number of areas to improve public transportation. These nonprofit partners and the work they do play a critical role in supporting public transit agencies. Their services help to:

• Improve transportation for older adults and people with disabilities
• Drive the adoption of mobility management and related promising practices
• Accelerate innovative mobility practices and strategies
• Support rural communities
• Leverage new transit technologies
• Train the public transit workforce
• Provide workforce development technical assistance
• Support research projects selected by the transit industry that address day to day issues
• Support the transit industry meet safety regulations

National Center for Applied Transit Technology (N-CATT)

The National Center for Applied Transit Technology (N-CATT) delivers expert, focused technical assistance to transit agencies and organizations in rural areas and small cities to use or develop transit technologies and innovations that make services more cost-effective and efficient. N-CATT’s work supports FTA’s mission and focus on innovation by developing and supporting transit programs and services in rural and small-city America.

National Aging and Disability Transportation Center (NADTC)

The National Aging and Disability Transportation Center (NADTC) is a national technical assistance center funded by FTA with guidance from the U.S. Department of Health and Human Services’ Administration for Community Living to promote the availability of transportation options that serve the needs of people with disabilities, seniors and caregivers with a focus on the Section 5310 program and other transit investments. NADTC supports the delivery of more effective, efficient, high-quality and coordinated specialized transportation services that maximize federal investments. NADTC provides technical assistance, information and referral; develops field training; implements interactive communication and outreach strategies; and supports communities in assessing their needs and developing innovative transportation solutions.

National Rural Transit Assistance Program (National RTAP)

The National Rural Transportation Assistance Program (RTAP) was established by FTA in 1987 to provide a wide range of professional services and products. National RTAP addresses the training and technical assistance needs of rural and tribal transit programs across the nation and supports state RTAP programs. National RTAP provides comprehensive free technical assistance programs and resources including training materials, webinars, newsletters and technical briefs, peer resources, research, and innovative technology initiatives. The National RTAP also manages the Transportation Technical Assistance Coordination Library (TACL), which provides a sustainable methodology and platform to access resources across a diverse range of transportation technical assistance centers and FTA.

Shared-Use Mobility Center (SUMC)

The Shared-Use Mobility Center is a public-interest organization dedicated to achieving equitable, affordable, and environmentally sound mobility across the US through the efficient sharing of transportation assets. By connecting the public and private sectors, piloting programs, conducting new research, and providing policy and technical expertise to cities and regions, SUMC seeks to extend the benefits of shared mobility for all. The Shared Mobility 2030 Action agenda includes improving access to public transit, on-demand shuttles or buses, ride-on-demand services, carpooling and vanpooling, and carsharing, bikesharing and scooter-sharing.

National Center for Mobility Management (NCMM)

The National Center for Mobility Management (NCMM) supports FTA’s Coordinating Council on Access and Mobility activities and is funded through a cooperative agreement with FTA. The Center works to help communities adopt transportation strategies and mobility options that empower people to live independently, and advance health, economic vitality and self-sufficiency. NCMM provides capacity-building technical assistance and training; catalogs and disseminates best practice information on innovative mobility management programs around the country; and works to improve and enhance the coordination of federal resources for human service transportation, especially for people with disabilities, older adults and people with lower incomes.

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Transit agencies will necessarily incur expenses in efforts to improve the recruitment, retention, and morale of employees, but will struggle to solicit adequate funding unless they are able to demonstrate the value of such efforts to a broader audience. Thus, developing and implementing ROI assessments is critical. The literature review, survey, and follow-up interviews conducted by the MTI research team found that program outcome measures and programmatic expense data required for ROI is similar across employee development programs but is not currently being uniformly collected across agencies. The research findings demonstrate the need for technical assistance to combat data collection challenges such as staff capacity and know-how.

Link to Full Report Link to Abstract

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After data analysis and expert interviews, GAO published this report which describes: (1) the status of transit agencies’ transition to zero-emission bus fleets and any challenges they may face meeting transition goals; (2) skill- and workforce-development needs of transit agencies and actions selected agencies are taking to address any workforce gaps; and (3) recommended FTA actions to assist transit agencies in preparing their workforces for zero-emission buses.

Link to Full Report

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It is increasingly difficult to recruit and retain rural and tribal transit drivers. This National RTAP Best Practices Spotlight Article provides practical and easy-to-implement strategies from transit leaders that agencies can use to create a workplace that drivers will want to remain in and thrive in. This article includes advice from Eastern Sierra Transit Authority (ESTA), Redding Area Bus Authority (RABA), Heart of Iowa Regional Transit Agency (HIRTA), and Big Woods Transit (BWT).

Link to Full Article

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Along with the Framework, the ETA released additional resources including:

• Implementation Guide and Self-Assessment and Action Planning Tool: Resources to help practitioners implement the Framework and assess and strengthen existing sector strategies efforts.
• ETA Blog Post: “Demand-driven training: Reimagining sector partnerships to build career pathways”
• Training and Employment Notice No. 08-24: Release and Availability of Updated 2024 U.S. Department of Labor’s Sector Strategies Framework
• Virtual Training Series: Learn more about the Framework and strategies to implement and scale sector strategies by viewing each session in this three-part series.

Sector Strategies Framework

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

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

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

Access Full Report Here

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MODERATOR(S)

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

PRESENTER(S)

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

Link to Webinar Recording and Supplemental Documents

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

Link to Full Report

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Shifting demographics in the U.S. workforce indicate that businesses are probably going to need to recruit, train, and retain older workers to ensure their companies remain competitive. However, workplace surveys indicate that most firms are currently not prepared to find and welcome workers who are 50 years of age or older.

Fortunately, a broad array of evidence-based hiring and talent development strategies are at the ready for U.S. employers. These strategies draw from a recent and comprehensive review of employer practices and their influence on economic security and mobility for U.S. workers.

Three key connected takeaways for employers to consider as they plan for ways to leverage this segment of the workforce are as follows:

• Engage directly with older employees in developing their digital skills.

• Seek out the social networks in which older workers operate to find the best recruiting matches.

• Lean into current or former employees and their online connections to identify these social networks.

Recruiting and Retaining Older Workers

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Given current workforce shortages, reaching out and engaging older workers is of interest to many employers. The AmeriCorps Seniors research team developed five older adult workforce program tip sheets on topics relevant to interacting with older adults in the workforce. You can view the tip sheets on the project website, which are linked here:

Tipsheet 1 Recruitment Strategies for Older Workers Tipsheet 2 Learning Community Principles Tipsheet 3 Older Adult Workforce Tipsheet 4 Participant Challenges Tipsheet 5 Volunteer Matching

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At the end of the webinar, TWC shared a survey to collect unique transit workforce data needs and feedback for potential additions to the Data Dashboard. The survey continues to accept responses and can be found below.

Webinar Recording Webinar Slides Transit Workforce Data Needs Survey Transit Workforce Data Dashboard

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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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This webinar accompanies TWC’s childcare services case study.

TWC Presentation Intro Slides Prairie Hills Child Care Center Presentation Slides Women in Non-Traditional Titles Approaches to Childcare Support in the Transit Industry Recording

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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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In the transportation industry, individuals with disabilities should be included in recruitment and retention initiatives. “Opening Doors: Including People with Disabilities in the Transit Workforce” offers an overview of strategies and is one of the feature articles in the July-August 2023 edition (Issue 346) of TR News, TRB’s magazine.

Authors: Judy Shanley (National Center for Mobility Management), Shayna Gleason (Transit Workforce Center), and Patricia Greenfield (Transit Workforce Center)

TR News 346: Opening Doors: Including People with Disabilities in the Transit Workforce

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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.

Workforce Mini-Guides

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Webinar agenda and presenters

1. Bus operator training and retention – Xinge Wang, International Transportation Learning Center
2. Lessons from Florida – Trish Collins, Pinellas Suncoast Transit Authority
3. Lessons from the Midwest – George F. Fields, Greater Cleveland Regional Transit Authority
4. Question and answer session moderated by Robert Puentes, Eno Center for Transportation

Bus Operators—New Strategies for Maintaining the Workforce

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APTA’s Transit Workforce Shortage Study combines information from a survey of public transit workers and interviews with public transportation agencies to provide insight into ways to address the national shortage of transit workers. The report provides information on actions agencies have taken to address the workforce shortage, and the toolkit provides step-by-step answers to workforce shortage scenarios agencies are facing every day.

This report builds on findings from the first interim report.

Transit Workforce Shortage: Synthesis Report and Toolkit

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Public transit providers across North America face a shortage of operators and mechanics during a period of economic instability and reshuffling exacerbated by the COVID-19 pandemic. However, agencies’ ability to respond to the worker shortage has been hampered by inadequate information about its causes and effects. The Transit Workforce Shortage Study builds a framework for APTA, its members, and its partner organizations to better understand the workforce shortage’s causes and provides best practices for recruiting, hiring, and retaining transit operations workers. The study is comprised of two phases. This document, the Interim Findings Report, synthesizes the findings from Phase 1, which included a survey of transit agencies and background research into the macro causes of the shortage.

This report was followed by a full synthesis report and toolkit.

Transit Workforce Shortage: Root Causes, Potential Solutions, and the Road Ahead

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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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While the U.S. public transportation industry has long had a significant bus operator shortage, it has been magnified by the COVID-19 pandemic.  COVID-19 has not only exacerbated existing trends, but also introduced new labor market dynamics.  This brief describes overall workforce trends for bus operators, obstacles to recruitment, and challenges for workforce retention, to help inform efforts to recruit more drivers nationwide.

Overall workforce trends

According to 2020 Bureau of Labor Statistics (BLS) data, there are 162,850 bus operators nationally.  Federal government projections indicate strong growth for bus operators; BLS estimates the occupation will grow “much faster than average (15 percent or higher).”[1]  To keep up with growth and make up for retirements and turnover, the industry will need to recruit scores of new workers.  BLS reported an annual average of 24,600 projected bus operator job openings for 2020 to 2030.[2]

According to BLS, annual wages for the occupation were $45,900 in 2020, which was higher than the national median of $41,950.[3]  Despite having a reputation for paying relatively well and providing robust benefits,[4]^{, [5]}  transit agencies have faced significant challenges to recruit workers in sufficient numbers to meet the growing demand.  The rise of COVID and the omicron variant have created a “labor crisis” in transit, leading Houston Metro to offer bonuses of $4,000 for new drivers, and NYC to try to lure workers out of retirement, for example.[6]

Demographic challenges

One major demographic challenge contributing to the current operator shortage is the disproportionately older bus operator workforce.  As Figure 1 on the next page shows, the median age of U.S. workers was 42.2 years in 2021, and 42.8 years in transportation and warehousing.  For the bus service and urban transit industry, it was 52.7, which is substantially higher than both the nationwide median age for workers and the median age for other subsectors within transportation and warehousing, such as air or rail transportation.[7] The higher median age of urban transit workers is largely attributable to the older age of bus drivers (median 53.3 years)[8], who constitute 60 percent of the workforce[9]. A large percentage of workers are expected to retire in the coming years.[10]^, [11]

COVID-related health and safety issues

Figure 1. 2021 Median Age of Workers for Selected Transportation Sectors

As frontline workers, bus operators risk exposure to COVID-19, and serious health consequences, even death.  For example, in New York City, 136 MTA operators died around the start of the pandemic.[12]  As of December 2021, more than 2,000 COVID cases have been reported among WMATA workers since the pandemic began; seven of the workers died.  According to CTAA, some member agencies have experienced as many as 40 percent of their operators absent from work due to sickness.[13]  COVID-related factors have resulted in bus operator shortages and service cuts,[14] a trend which has occurred in transit systems nationwide.  In addition, some drivers have quit due to fears about the virus or been terminated due to failure to comply with vaccination and testing policies.[15]

Pre-existing labor market dynamics

The pandemic has also exacerbated existing workforce challenges, such as competition for pay.  Stakeholders interviewed for a GAO study reported that other industries which hire workers with similar levels of education, including fast food, may attract workers instead of transit, especially in rural areas or areas with low unemployment.[16]  When the economy is strong, construction also tends to attract workers who might otherwise work in transit.  Furthermore, some workers leave the transit industry once they have earned their CDL.[17]

CDL and new requirements

Transit bus drivers are generally required to hold Class B Commercial Drivers’ Licenses and passenger (P) endorsements. Due to the high cost of self-funding CDL training, employer-sponsored training programs in which costs are covered, such as those run by transit agencies, are an attractive option for job seekers. However, the potential exists for trainees to pursue employment in commercial driving or another sector after completing a transit-oriented training program.[18]  This dynamic is particularly challenging given concurrent shortages of truck and school bus drivers.[19]

Individuals are required to hold a standard driver’s license to qualify for a commercial learners’ permit, which in turn is needed to pursue CDL training.[20] These requirements may impact recruitment of young people, as rates of driver’s license attainment for 18–24 year-olds have decreased slightly in recent decades and may be lower during recessionary periods and among residents of cities.[21]

Regulatory changes impacting entry level driver training (ELDT) may also affect agencies’ ability to fill positions. As of February 7, 2022, the FMCSA has started enforcing universal training standards for entry level driver training and maintaining a database of qualified providers (the Training Provider Registry).[22] Professional organizations representing transit agencies such as APTA and CTAA have expressed concern about these additional regulatory requirements. Agency contacts have also identified challenges related to requirements around license renewal, medical fitness testing, the availability of training during the pandemic and delays with local DMVs processing CDL application due to pandemic staff shortages. FMCSA has granted waivers around certain other CDL requirements during the pandemic, and recently announced a grant to support state capacity for CDL licensing, though the emphasis appears to be on commercial trucking. [23]^, [24]

Assaults against drivers

Driver safety has been a persistent problem.  Assaults against drivers and altercations with passengers have been well-publicized in communities that transit serves.[25]^, [26]A 2015 Monthly Labor Review article identified violence as a key challenge facing drivers, with examples including a 2012 attack with rocks in Washington, DC and a 2013 shooting in Seattle.[27] More recently, drivers have reported increased stress during the pandemic and face threats including violence related to passenger non-compliance with mask mandates, among other issues.  Such incidents have deterred potential applicants from considering a transit driving career and contributed to early retirements.[28]

Lack of interest from younger generations

Younger workers have different expectations about the workplace, which has made it challenging for agencies to recruit them.  Younger workers tend to value flexible schedules, yet operators must often work on holidays and weekends, especially when they first start in the field.  New hires in general may not find this attractive.[29]

Advances in technology­­­

Advances in technology present challenges to recruitment and retention.  ­­The rise of automation and apps requires drivers to possess technical knowledge to operate newer buses and assist customers; this means there is a relatively small pool of qualified workers.  Additional and new types of training are needed for both incumbent and new workers to adapt. Furthermore, drivers report feeling stress from being monitored more often by cameras and tracking technology.[30]^, [31]

Stress and burn-out

Finally, being a bus operator is a highly stressful occupation.  Drivers must operate large vehicles on congested city streets on tight time schedules.[32]  They work relatively long hours with infrequent breaks.[33]  As discussed earlier, technological advances have contributed to worker stress as well.  Operators also experience burn-out due to the stress of dealing with passengers, who may ignore COVID safety rules,[34] or be unruly or violent.

Conclusion

Bus operators have been in short supply for years, and this problem has been magnified by COVID-19.  An aging workforce and labor exits related to COVID have largely contributed to the shortage. Top obstacles to recruitment and retention include pandemic-related health and safety issues, pre-existing labor market dynamics including competition over pay, CDL requirements, assaults against drivers, and lack of interest from younger generations.  Other contributing factors include advances in technology, perceptions of inflexibility, and stress.  To address these workforce recruitment and retention issues for bus operators, key stakeholders from management and labor should keep these data and trends in mind.

Bus Operator Recruitment Campaign

The Transit Workforce Center (TWC) is currently developing a national campaign in coordination with the FTA, along with key labor and industry partners, to effectively address the national bus operator shortage. The TWC is preparing to create a toolkit of materials designed to be adapted by agencies and labor union locals that will consist of templates for commercial scripts, postcard mailers, exhibit banners, talking points for public meetings, social media postings, informational video scripts, and letters of introduction. If any organization has existing models that should be incorporated into these plans, please contact Senior Communications Specialist David Stephen at dstephen@transportcenter.org.

Contributing Authors: Benjamin Kreider (Consultant); Xinge Wang; Douglas Nevins

[1] Bureau of Labor Statistics.  Occupational Employment and Wages, May 2020.  53-3052 Bus Drivers, Transit and Intercity.  https://www.bls.gov/oes/current/oes533052.htm

[2] Bureau of Labor Statistics. Table 1.7: Occupational projections, 2020–30, and worker characteristics, 2020.  https://www.bls.gov/emp/tables/occupational-projections-and-characteristics.htm. 

[3] Summary Report for: 53-3052.00 – Bus Drivers, Transit and Intercity.  O*Net Online.   https://www.onetonline.org/link/summary/53-3052.00?redir=53-3021.00.

[4] Shared-Use Mobility Center. “Case Study: Managing the Labor Shortage at Transit Agencies.” November 5, 2021.  https://learn.sharedusemobilitycenter.org/casestudy/managing-the-labor-shortage-at-transit-agencies/.

[5] Laura Bliss. “There’s a Bus Driver Shortage. And No Wonder.” Bloomberg City Lab. June 28, 2018. https://www.bloomberg.com/news/articles/2018-06-28/there-s-a-bus-driver-shortage-and-no-wonder.

[6] Eli Rosenberg.  “Labor shortages are hampering public transportation systems, challenging the recovery of city life.” Washington Post.  December 28, 2021.  https://www.washingtonpost.com/business/2021/12/28/worker-shortages-public-transportation/.

[7]Bureau of Labor Statistics.  Table18b: Employed persons by detailed industry and age.  https://www.bls.gov/cps/cpsaat18b.htm.

[8] Bureau of Labor Statistics, Table 11b: Employed persons by detailed occupation and age, 2020.  https://www.bls.gov/cps/cpsaat11b.htm.

[9] Bureau of Labor Statistics, National Employment Matrix. https://data.bls.gov/projections/nationalMatrix?queryParams=485100&ioType=i.

[10] Jack Clark.  Testimony before the House Transportation Infrastructure Subcommittee on Highways.  March 13, 2019.  https://transportation.house.gov/imo/media/doc/Testimony-%20Clark.pdf.

[11] Robert Puentes et al. “Practitioner’s Guide to Bus Operator Workforce Management.”  Transportation Research Board of The National Academies of Sciences, Engineering, and Medicine.  November, 2021. Unpublished interim report.

[12] Benito Perez.  “After COVID, who’s driving the bus?”  Transportation For America.  Nov 2, 2021.  https://t4america.org/2021/11/02/bus-operator-shortage/.

[13] Justin George.  “Omicron deepens bus driver shortage, frustrating passengers as transit agencies pare back service.”  Washington Post.  January 15, 2022.  https://www.washingtonpost.com/transportation/2022/01/15/covid-omicron-bus-transit/

[14]  Justin George.  “Bus operator shortage due to covid prompts Metro to reduce bus service.”  Washington Post. December 23, 2021.  https://www.washingtonpost.com/transportation/2021/12/23/dc-metro-bus-shortage-covid/.

[15] “MARTA Making Temporary Service Modifications to Address Bus Operator Shortage.”  Metro Magazine. https://www.metro-magazine.com/10155945/marta-making-temporary-service-modifications-to-address-bus-operator-shortage.  November 12, 2021.

[16] US Government Accountability Office. “Transit Workforce Development – Improved Strategic Planning Practices Could Enhance FTA Efforts.” GAO-19-2090. March 2019. https://www.gao.gov/assets/700/697562.pdf.  P. 15.

[17] Puentes et al., 2021.

[18] Puentes et al., 2021.  P. 37.

[19] Bliss, 2021.

[20] FMCSA. “Commercial Driver’s License: States.” December, 2019. https://www.fmcsa.dot.gov/registration/commercial-drivers-license/states

[21] Tefft, B. C. & Foss, R. D. “Prevalence and Timing of Driver Licensing Among Young Adults, United States, 2019.” October, 2019. AAA Foundation for Traffic Safety. https://aaafoundation.org/wp-content/uploads/2019/10/19-0500_AAAFTS_Teen-Driver-Safety-Week-Brief_r1.pdf

[22] FMCSA. “Commercial Driver’s License: Entry-Level Driver Training (ELDT). February, 2022. https://www.fmcsa.dot.gov/registration/commercial-drivers-license/entry-level-driver-training-eldt

[23] FMCSA. “Waiver in Response to the COVID-19 National Emergency –For States, CDL Holders, CLP Holders, and Interstate Drivers.” December 15, 2020. https://www.fmcsa.dot.gov/emergency/waiver-response-covid-19-national-emergency-states-cdl-holders-clp-holders-and-1

[24] U.S. DOT. “DOT, DOL Announce Expansion of Trucking Apprenticeships, New Truck Driver Boards and Studies to Improve the Working Conditions of Truck Drivers.” January 13, 2022. https://www.transportation.gov/briefing-room/dot-dol-announce-expansion-trucking-apprenticeships-new-truck-driver-boards-and

[25] Puentes et al., 2021.  P. 36.

[26] Luz Lazo.  “Citing attacks directed at buses, Metro weighs service cuts in Anacostia.” Washington Post.

https://www.washingtonpost.com/local/trafficandcommuting/citing-attacks-directed-at-buses-metro-weighs-service-cuts-in-anacostia/2012/10/28/3afd6fec-1d29-11e2-9cd5-b55c38388962_story.html.  October 28, 2012.

[27] Bureau of Labor Statistics. “When the wheels on the bus stop going round and round: occupational injuries, illnesses, and fatalities in public transportation.” 2015. https://www.bls.gov/opub/mlr/2015/article/when-the-wheels-on-the-bus-stop-going-round-and-round.htm#_edn1..

[28] Chris Teale. “Transit workers face growing rate of assaults: ‘There’s not much we can do.’” Smart Cities Dive. February 17, 2021. https://www.smartcitiesdive.com/news/transit-workers-face-growing-rate-of-assaults-theres-not-much-we-can-do/594959/

[29] Puentes et al., 2021.

[30] Puentes et al., 2021.

[31] GAO, p. 16.

[32] Bliss, 2018.

[33] GAO, 2019; Puentes et al., p. 14.

[34] Justin George.  “Omicron deepens bus driver shortage, frustrating passengers as transit agencies pare back service.”  Washington Post.  January 15, 2022.  https://www.washingtonpost.com/transportation/2022/01/15/covid-omicron-bus-transit/.

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Contributor(s): National Academies of Sciences, Engineering, and Medicine; Transportation Research Board; Transit Cooperative Research Program

Guidebook Report

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NCIL maintains a map of US CILs on their website. CILs can be a great partner in connecting people with disabilities to transit jobs. CILs are advocacy organizations run by and for people with disabilities in local communities. CILs provide peer support, independent living skills training, information and referral, individual and systems advocacy, and transition from institutions and secondary education. Use the link below to find the nearest your nearest CIL.

Link to Map