This article focuses on effective ways to find and retain technicians for transit buses. A number of transit systems are profiled in terms of how they are meeting challenges through incentives such as apprenticeships, promotions, and higher salaries. The article describes Miami-Dade Countys extensive classroom training program and stipends, while noting that uncompetitive wages and competition from rail work hurts retention. Milwaukee County Transit System offers a graded pay structure, a voluntary training program, and tuition reimbursement for continued education. Computer diagnostics and equipment testing specialists are hard to come by at Golden Gate Transit in the San Francisco area, despite decent pay. The district encourages one-on-one programs for more targeted and individualized training. Dallas Area Rapid Transit (DART) makes use of active recruitment techniques, while the Greater Cleveland Regional Transit Authority (RTA) raised its starting salary in order to be as competitive as possible in the job market.

  • Availability:
  • Supplemental Notes:
    • Page range: pp 44, 48-51
  • Authors:
    • Hirano, S
  • Publication Date: 2005-5


  • English

Media Info

  • Features: Photos;
  • Pagination: 5 p.
  • Serial:

Subject/Index Terms

Filing Info

  • Accession Number: 01001636
  • Record Type: Publication
  • Source Agency: UC Berkeley Transportation Library
  • Files: BTRIS, TRIS
  • Created Date: Jul 7 2005 12:00AM