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Pages 8-22

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From page 8...
... Likewise, in the 2007 survey, 70% of reporting organizations stated that operator recruitment and retention remained the "biggest operator-related" concern (2, 3, 4)
From page 9...
... . FTA ADA Paratransit Compliance Reviews Recent compliance reviews of ADA paratransit services conducted by FTA have also documented issues with operator availability and turnover.
From page 10...
... . • A review of the Metropolitan Atlanta Rapid Transit Authority in Atlanta, GA, in September 2001 noted that "there are typically vacant ADA Complementary Paratransit operator positions even though MARTA is constantly hiring and training new operators" (17)
From page 11...
... In a survey of paratransit managers throughout the nation, respondents noted that a strong team of operators and dispatchers is the backbone of paratransit operations. Respondents cited the importance of managers to know and develop their staffs and to maintain a supportive employment culture.
From page 12...
... In 2006, those counties were short about 180 school bus operators, causing students to miss the start of their morning classes. Though the districts were offering up to $15 per hour for starting operator positions, many potential applicants were turned off by the perceived pressures of the job, such as the stress of daily driving and dealing with children.
From page 13...
... and re-train new operators. Swain hypothesized that operator recruitment is not the issue; the issue is one of retention.
From page 14...
... (7) Workforce Planning: A Tool for Facilitating Vehicle Operator Availability The increasing number of baby boom retirements is expected to have a dramatic effect on the transportation industry.
From page 15...
... . TCRP Synthesis Report 40: A Challenged Employment System: Hiring, Training, Performance Evaluation, and Retention of Bus Operators cites proactive bus operator workforce planning models at two transit agencies -- San Diego Transit and Utah Transit Authority.
From page 16...
... Wages need to be competitive with these other job sectors or the pool of potential applicants will be reduced. He adds that it is also essential that companies "stand out" in terms of nonwage "people issues." Pay alone is not always the answer since other companies will probably be willing to match increases.
From page 17...
... Finally, Burkert lists 60 ideas for helping with recruitment and retention of operators. While some are specific to the trucking industry, the following are applicable to bus and paratransit operations: • Referral bonuses: should be about one week's typical pay.
From page 18...
... • If there was time left at the end of the session, participants would be given an opportunity to provide additional information that may help the research team better understand issues related to paratransit vehicle operator recruitment and retention. Subsequent to the introductory remarks, the moderator asked participants to introduce themselves and tell how long they had been employed in paratransit services and how long they had been in their current positions.
From page 19...
... held was in retail or a similar level job, some took the operator position because of the opportunity for a post-retirement career change. Operators from challenged systems unanimously agreed that they were attracted to the job and remain on the job because they liked driving and/or working with people with disabilities.
From page 20...
... job placement centers. One manager stated that the system has had very positive results using one particular Internet source to secure applicants, especially younger computer savvy job seekers.
From page 21...
... Managers concurred with operators that disrespectful dispatchers negatively impact operator job satisfaction. Improvement of Job Satisfaction and Performance Several systems allow operator trainees additional time to master the knowledge and skills to become proficient and comfortable with the position.
From page 22...
... pressures. Dispatch, supervisor and management support in these cases would seem to be crucial.


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