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Pages 25-38

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From page 25...
... Competition with Other Industries Better work schedules and wages offered by other employers affect the ability of a transit agency to recruit transit bus operators. According to one stakeholder interviewee, it is easier to hire for transit jobs when unemployment is high.
From page 26...
... (See Chapter 4 for more information on wage progressions.) Collective bargaining agreements may mandate specific job requirements that may make it difficult for transit providers to attract new bus operators.
From page 27...
... According to the transit agency, most bus operators regularly fluctuated between paratransit and fixed-route services. The transit agency indicated that this program enabled them to keep turnover rates low and uniform between paratransit and fixed-route services.87
From page 28...
... The adver tisement for the signing bonus was distributed with a $2,000 signing bonus for bus operators already possessing a CDL. Offer Special Incentives for Applicants with a CDL Some transit agencies that participated in focus group discussions are considering offering qualified bus operator candidates with CDLs a fast-tracked training program as well as providing the next increase in pay according to the transit agency's wage tiers.
From page 29...
... The transit agency includes a QR code or its web address in all its recruiting advertising. Have High Visibility at Public Events with Buses and Current Bus Operators On-Site One strategy is to have a promotional bus displayed at public events with high attendance and to have current bus operators on hand as recruiters.
From page 30...
... Though this is a separate union from the bus operators, this arrangement was legal within the supervisor union's memorandum of understanding.96 3.3 Resources • In August 2021, the U.S. DOT's FTA awarded a grant to the International Transportation Learning Center to create a Transit Workforce Center to help transit agencies recruit, hire, train, and retain the transit workforce.
From page 31...
... , and light rail ($25.56 per hour across 21 transit agencies.) 101 However, there is an indication that some of the differences in wages by type of service may also depend on whether the service is provided in an urban or rural setting and the size of the system.102 A 2008 analysis of the Bureau of Labor Statistics and APTA data indicated that bus operator wages are most highly correlated with whether service is provided in an urban or rural area (proximity to or inclusion of an urbanized area in the service area is correlated with higher wages)
From page 32...
... Figure 3.   Frequency in which livable bus operator wage assessments are conducted. The current bus operator compensation packages at my organization negatively affect recruitment and retention (N=297)
From page 33...
... Five respondents indicated that their compensation is strictly tied to what is in the collective bargaining agreement and that the transit agency is unable to offer additional incentives or bonuses beyond that. Many employers link bus operator wage increases to employment benchmarks, like completing training, the end of a probationary period, and regularly scheduled increases throughout their career, which can incentivize employees to stay with the organization.105 According to APTA, 64 percent of transit agencies provide annual salary increases as a percentage of base pay for fixedroute bus operators (the average increase that transit agencies provided was 2.68 percent in 2019)
From page 34...
... (N=297) I don't know Offered signing bonuses for bus operators Increased hiring salaries for bus operators None Reduced the amount of time needed for bus operators to reach higher pay scales Offered nontraditional benefits Offered higher compensation for split shifts Increased employer contributions to non-salary benefits (e.g.
From page 35...
... As indicated in Figure 5, 31 industry survey participants indicated they believed that reducing the amount of time needed for bus operators to reach higher pay scales was a strategy their transit agency has adopted to help attract or retain bus operators. This is also a finding from stakeholder interviews, focus group discussions, and case study interviews.
From page 36...
... According to APTA's 2019 Wage Rate Database, employers pay, on average, 80 percent of health care premiums for a single employee (inclusive of dental and vision benefits) for fixed-route bus operators and 75 percent on average for paratransit operators.114 Benefits for bus operators can include things like contributions to an employee's retirement fund, medical and dental insurance, paid time off, holiday and sick leave, parental leave, and bonuses for achievements or recruiting new bus operators.
From page 37...
... An industry survey respondent indicated that their transit agency offers incentive pay for potential applicants that already have a CDL. How many days of paid vacation do bus operators receive?
From page 38...
... 4.2  Forward-Thinking Approaches The following approaches were identified in the research and stood out as valuable ideas that transit agencies can consider with respect to addressing bus operator compensation issues: Offer Incentives for Employees Who Opt Out of Healthcare Programs Santa Clara VTA offers a Medical Opt-Out Program for employees that are covered by health insurance plans outside of the program provided by the transit agency. Employees who opt out receive a taxable monthly payment on their paychecks of 50 percent of the employer cost.115 Incentive Package -- NJ Transit Since new operators are more focused on the hourly wage than other aspects of compensation, NJ Transit offers a compensation package that includes several types of incentives.


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