Bus Operator Workforce Management: Practitioner’s Guide (2023) / Chapter Skim
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. Figure S-1 shows key findings related to the seven elements of bus operator workforce management.
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Regular wage comparisons with other similar industries and major employers in their geographic areas can help transit agencies address this issue. Many transit agencies have also been reducing the amount of time needed for bus operators to reach the highest pay grade.
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Hiring Processes Transit agency employees are aware that their hiring processes for bus operators need to be improved. When asked in this study's industry survey (on a scale of 1 to 10, where 10 is the most effective)
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Retention and Motivation Transit agencies have a wide range of programs to improve retention rates such as listen ing to operator concerns, providing career advancement opportunities, offering rewards programs, and establishing mentorship programs. Agencies can increase job satisfaction by involving bus operators in department meetings and decision-making processes.
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Some bus operators participate in industry-wide events like training and conferences. RCPT and FMCTA host special events like holiday parties and summer activities for workers and their families.
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The pandemic affected the bus operator workforce directly (e.g., bus operators across the country fell ill and many died because of their status as "essential" employees, many passengers contested mask mandates to the point of physical altercations with bus operators) and indirectly (e.g., transit agencies' revenue streams fell with ridership declines and less local tax revenue and changes in service levels and opera tions)
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