Workforce Development and Succession Planning to Prepare the Rural Transit Industry for the Future

To address perceived recruitment, staff development, and succession problems in the rural public paratransit industry, this project will do the following: (1) survey and conduct follow-up interviews of rural public paratransit systems in North Dakota and South Dakota to develop an inventory of upper management personnel within the industry. This inventory will be categorized by: (a) Size of paratransit systems and/or fixed route systems (geographic service area, budget, ridership, etc.); (b) Diversity of services provided (transit-only, multi-service, etc.); (c) Approximate age of program directors; (d) Compensation levels (salary, benefits, etc.); (e) Corporate structure (government, public nonprofit, etc.); and (f) Existing workforce development and succession plans; (2) Prepare a narrative description of select rural public paratransit systems, including comparisons with other similar systems in the four state region; (3) Compile a resource library identifying sources, time requirements, and costs of workforce development training courses and materials that coincide with identified needs of the rural transit industry; and (4) Highlight findings and recommendations concerning recruitment, workforce development, compensation, succession planning, and organizational structure related to rural public paratransit systems as a whole, as well as those specific to individual operators. This inventory will identify all positions within each system that devote all or a portion of their time to transit, the percentage of time that each position spends on transit, and related job descriptions/responsibilities. This inventory will also include compensation levels and information on workforce development/training programs that systems may have in place to better equip personnel to perform existing and new job functions and to cultivate new leadership within the organization. A comparison of rural paratransit systems will also be compiled. This comparison will include organizational structures, the size of service areas, fleet sizes, staffing, budgets, and non-transit functions, managerial compensation. Having compiled related information, a narrative description will be prepared to describe each system’s inventory of transit personnel, including an organizational chart depicting existing transit positions and related responsibilities, and information on existing workforce development/training programs. Comparisons with other comparable systems will also be presented. A corresponding plan will then be drafted to outline recommended changes regarding the organization’s structure, job assignments, workforce development/training programs, compensation levels, succession plans, etc. The plan will contain related cost estimates that can be presented to an agency’s governing board for related discussions.


  • English


  • Status: Completed
  • Funding: $85911
  • Contract Numbers:



  • Sponsor Organizations:

    National Center for Transit Research

    University of South Florida
    4202 East Fowler Avenue, CUT 100
    Tampa, FL  United States  33620

    Office of the Assistant Secretary for Research and Technology

    University Transportation Centers Program
    Department of Transportation
    Washington, DC  United States  20590
  • Project Managers:

    Volinski, Joel

  • Principal Investigators:

    Peterson, Del

  • Start Date: 20150401
  • Expected Completion Date: 0
  • Actual Completion Date: 20160131

Subject/Index Terms

Filing Info

  • Accession Number: 01595746
  • Record Type: Research project
  • Source Agency: National Center for Transit Research
  • Contract Numbers: 79060-02-A, DTRT12-G-UTC22
  • Files: UTC, RiP
  • Created Date: Apr 6 2016 9:24PM