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The changing face of public transportation’s role in communities is having an impact on transit boards when they are searching for a new leader.
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Germany, France, UK, Canada, and US are some notable countries where residents are less willing to spend significant time on learning.
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Until this is the norm, confusion, frustration, and discouragement will set in and compromise the best efforts of a new candidate.
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Virtually every transit agency in America is experiencing a shortage of bus technicians as skilled baby boomers retire in growing numbers.
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Poor hires bleed the budget by lowering retention rates, raising absenteeism, and fighting with passengers.
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Many agencies haven’t made any meaningful steps toward positioning themselves for success with millennials and Gen Z.
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I recently learned about a program offered by Transport for London that provides “people with mild to moderate learning disabilities and those on the autism spectrum the chance to gain skills and work experience.”
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Technology can support operator incentive and reward programs, and provide tools and training to make operators’ lives safer and easier.
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Internship programs that provide real-world learning and hands-on training can be beneficial employment recruitment tools for the organizations that extend them and the participating students.
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Here, we will dive into three areas that are more complex than they appear: Employee management, bidding, and pay.
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