The only way to attain consistent, quality employees and company growth is to get drivers in the seat, faster and more efficiently.
The Community Benefits Framework will complement local agreements that New Flyer establishes with transit agencies and community partners across America.
That partnership will help the operation recruit from multiple candidate pools for positions.
The show returns to the Indiana Convention Center in Indianapolis Sept. 23 to 25.
Since the 1970s, labor agreements required new transit operators start as part-time drivers and then seek promotion to full-time work.
To combat a shortage in qualified maintenance technicians, Razorback Transit teamed with NWTI to create an internship-type program.
As experienced workers retire, the pool of people to hire away has dried up. In recent years, it has become clear that talent needs to be developed rather than poached.
Recruitment is already difficult; and with the impending retirement of boomers, the public transit industry will need even more recruits.
The crisis has pushed operators to use new workforce development tactics, including adding full-time human resources departments, increasing marketing and advertising, and enhancing their benefits package to be more attractive to job hunters.
The new one-year program offers cadets classroom and on-the-job training as well as mentoring by MTA Police officers. Cadets will also receive a paycheck and other benefits as they advance toward the possibility of becoming a full-time MTA police officer at the age of 21.
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