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Pages 81-98

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From page 81... ... Guidance on all of these topics has been extracted from the project's literature review, paratransit provider survey, focus groups, and interviews with selected providers and is presented throughout this chapter. Characteristics of Successful ADA Paratransit Operators Information from the new employee training manual of a national private provider of paratransit services; data from focus groups conducted with paratransit operators, supervisors and managers; and the recruitment and training materials used by two other national companies were analyzed to identify common characteristics of a successful paratransit vehicle operator. Read the entire page →
From page 82... ... The national survey revealed that most ADA paratransit service providers require pre-qualifications for vehicle operators. All 69 public agencies and private contractors that provided information require a good driving record, criminal background checks, and pre-employment drug and alcohol tests. Read the entire page →
From page 83... ... The job description should also define the job so as to attract the most appropriate applicants for the paratransit vehicle operator position. Paratransit operator job descriptions and job announcements provided by survey respondents, particularly the sections that communicate to potential applicants the attributes or characteristics of a successful operator's day, were reviewed. Read the entire page →
From page 84... ... In Denver, CO, one provider finds a free weekly newspaper, Westword, to be its best source for getting a large number of readers who are looking for jobs in the paratransit vehicle operator pay range to see the ad. Westword's description on its website touts its reputation as an alternative newspaper: Since its purchase by New Times in 1983, Westword has grown into one of the largest alternative weeklies in the country -- even though Denver is a major battlefield in a daily newspaper war. Read the entire page →
From page 85... ... Research completed for TCRP Report 77: Managing Transit's Workforce in the New Millennium (27) , found eRecruiting to be a best practice for making it easy for potential applicants to conduct job searches on the Internet to apply for online jobs at the Washington Area Metropolitan Area Transit Authority (WMATA) Read the entire page →
From page 86... ... • Referring employees are paid a bonus of $50 once the new hire completes 6 months of employment. • Employees earn a $25 bonus if a referred applicant is hired and successfully completes 3 months of service. Read the entire page →
From page 87... ... • Placement of 1-800 numbers on the back of company vehicles that will provide information about hiring opportunities. • All dispatchers are trained in communicating with potential applicants. Read the entire page →
From page 88... ... After this process is completed, the applicant is sent for an interview with the supervisor of operators. Best Practice: Pre-Screening for Map Reading Skills Map reading skills were reported as a disqualifier in study focus groups as well as in interviews with paratransit management teams. Read the entire page →
From page 89... ... of the job should also be provided during the interview process. Applicants may feel they are applying for a "driving" job when, in fact, there is a lot more involved than just driving. Read the entire page →
From page 90... ... job if it is a good fit. This process also provides the applicants with a realistic picture of both positive and negative aspects of the job. Read the entire page →
From page 91... ... Best Practice: Performance Bonuses Another way that companies and agencies improve compensation is with bonuses based on performance. This approach not only increases compensation for operators but reinforces positive behavior that benefits the provider. Read the entire page →
From page 92... ... One respondent commented that training is the final screening and helps the trainees "demonstrate their ability to comprehend training material, verbalize and write their response to specific questions and problems, and verify the trainee's proficiency in the English language." Training materials were requested from the three largest national private paratransit contractors. A review of the programs showed that each included the following: • Legally required information, such as drug and alcohol testing program information, regulatory and safety requirements. Read the entire page →
From page 93... ... Mobile Data Computers (MDCs) can make the communications between vehicle operators and dispatchers more efficient and can reduce wait times for dispatch assistance. Read the entire page →
From page 94... ... 94 Access-a-Ride PERSONAL TRAINING DRIVER RIDE-A-LONG ASSESSMENT NAME: __________________________________ DATE: ____________ DIVISION___________EXAMINER __________________________ IN POSSESSION OF: LICENSE ______ DOT CARD ______ WATCH ______ UNIFORM ______ MAP BOOK ______ OTHER ________ TIME: _______________SERVICE AREA _______________________AM_______PM________ UNIT # _________________ E - EXCELLENT G - GOOD N.I. - NEEDS IMPROVEMENT U- UNACCEPTABLE PERFORMANCE // Y-yes N-no PRE TRIP-POST TRIP PASSENGER ASSISTANCE observed pre/post trip predictable stop- door timing reviewed form only checks that clients are seated GENERAL DRIVING rechecks passengers before moving smooth acceleration steady speed lift operation smooth stopping / complete stops wc. Read the entire page →
From page 95... ... Were front straps pulled tightly and extra strapping Velcroed up off the floor? Were rear straps placed into floor brackets directly behind the frame on each side of the chair, and checked for secure fit BEFORE being put on chair? Read the entire page →
From page 96... ... ing and acting on concerns -- also play a part in the cultivation of a positive work environment. Some efforts can have an immediate impact, but more often, changing the work environment is something that requires time and requires ongoing effort to maintain. Read the entire page →
From page 97... ... effort to ensure a positive experience for new operators from day one. Feedback is obtained using a one-page survey given to employees upon completion of new operator training. Read the entire page →
From page 98... ... maintains contact related to personal and or work-related issues that affect work performance. • At the Encounters-of-the-Meal-Kind, a meal paid for by RIDE, the operator and mentor sign a contract that outlines what their relationship will be in the future. Read the entire page →

From page 81...

... Guidance on all of these topics has been extracted from the project's literature review, paratransit provider survey, focus groups, and interviews with selected providers and is presented throughout this chapter. Characteristics of Successful ADA Paratransit Operators Information from the new employee training manual of a national private provider of paratransit services; data from focus groups conducted with paratransit operators, supervisors and managers; and the recruitment and training materials used by two other national companies were analyzed to identify common characteristics of a successful paratransit vehicle operator.