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Pages 18-24

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From page 18...
... Despite open positions and the need for more bus operators, many CDL drivers who could fill bus operator positions are not applying. This larger economic factor makes it challenging for transit agencies to anticipate when eligible bus operators will once again apply for open positions.
From page 19...
... Metro Transit also analyzes peak bus counts for upcoming service plans and builds in extra bus operators as a buffer. C-Tran (Clark County, Washington)
From page 20...
... For Utah Transit Authority, "minimum staff require ments" were quantified in terms of runs, and the combination of a morning and evening run is equal to one bus operator. From this, the transit agency could use the model to assess hypotheti cal situations to better understand operator staffing needs.
From page 21...
... On average, respondents rated the difficulty at 6.83 for full-time positions and 6.42 for part-time positions. The last major study that specifically evaluated the bus operator workforce was conducted in 2000, and indicated that among 29 transit agency respondents, the most commonly used recruitment strategies included newspaper advertising and walk-ins (used by 97 and 93 percent of respondents, respectively)
From page 22...
... Internet-based recruitment strategies for bus operators have filled the gaps left by declines in the use of print media to recruit candidates. Social media is a common way to advertise positions, and some interviewees expressed that social media is especially helpful for recruiting younger candidates.
From page 23...
... For example, some transit agencies use referral programs that involve existing employees who know and understand the job best in the recruitment of potential highly qualified employees. Other examples of this strategy include having bus operators on-site at job fairs or featuring bus operators in videos displayed on the transit agency's website.
From page 24...
... One stakeholder interviewee indicated that a national approach and push for including trans portation career pathways in career education would be helpful in youth outreach and career education. In a 2019 report on transit workforce development, the Government Accountability Office recommended that the FTA work with stakeholders to develop a transit workforce strategy and develop performance goals and measures for the transit agency's workforce efforts.78 Dedicating Resources to Marketing for Vacant Positions Interviewees listed several obstacles associated with a lack of awareness or understanding of the job that undermines the transit agencies' efforts to recruit bus operators.


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