TO: AC Transit Board of Directors
FROM: Michael A. Hursh, General Manager
SUBJECT: Bus Operator Hiring Efforts
BRIEFING ITEM
RECOMMENDED ACTION(S):
Title
Consider receiving a report on the strategies to compete with other transit agencies in hiring bus operators, the efforts in place to retain and engage the current bus operator workforce, and address operator unavailability. [Requested by Directors Walsh and Peeples - 5/26/2021]
Body
STRATEGIC IMPORTANCE:
Goal - High-Performing Workforce
Initiative - Employee Recruitment, Training and Retention
The ability to consistently hire, retain, and engage bus operators while addressing absenteeism is a key factor to ensure that the District meets its goal of safe, convenient, and reliable service.
BUDGETARY/FISCAL IMPACT:
For Fiscal Year 2021-22, $300,000 was budgeted for expenses to compete with other transit agencies in hiring bus operators.
BACKGROUND/RATIONALE:
The San Francisco Bay Area job market has struggled with high unemployment rates within the last year due to the COVID-19 pandemic. According to the Employment Development Department (EDD) website, the unemployment rate of 7.7 percent in June 2021 is nearly half of the 14.1 percent just one year ago. AC Transit, like other public transportation service providers, in the Bay Area and within the United States, is facing an increasing shortfall of qualified employees, particularly in the bus operator classification.
In addition to this deficit of qualified bus operators, the District has been addressing operator absenteeism with the creation of a Leave Management Committee (LMC) and an Alternative Dispute Resolution (ADR) Committee.
The LMC stakeholders include the following departments: Human Resources Leave Management, Workers' Compensation, Alcohol and Substance Compliance Unit, Labor Relations, and Legal. This group meets weekly to review employees on leave of absence status to determine a return-to-work plan.
Implemented on July 1, 20...
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