TCRP Report 127
Download
1 / 30

TCRP Report 127 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas - PowerPoint PPT Presentation


  • 208 Views
  • Uploaded on

TCRP Report 127 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas. Sue Knapp KFH Group, Incorporated Bethesda, Maryland. Study Purpose. Develop guidelines for rural and small urban transit compensation decisions Compensation – salary levels and benefits

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' TCRP Report 127 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas' - ryanadan


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Slide1 l.jpg

TCRP Report 127 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas

Sue Knapp

KFH Group, Incorporated

Bethesda, Maryland


Slide2 l.jpg

Study Purpose

Develop guidelines for rural and small urban transit compensation decisions

  • Compensation – salary levels and benefits

  • Attracting and Retaining Quality Employees


Slide3 l.jpg

Audience and Uses

Audiences

  • Local Transit Agencies

  • Transit Boards

  • Local Elected Officials

    Uses

  • Make Decisions on Wages (salary levels and process)

  • Make Decisions on Benefits (offered and subsidized)

  • Resource for Attracting and Retaining Employees


Slide4 l.jpg

Definition of Compensation

Wages/Salaries

  • Base wages

  • Overtime or compensatory time

    Benefits

  • Paid leave

  • Insurances

  • Pension

  • Education/tuition reimbursements

  • Wellness programs


Slide5 l.jpg

Guidebook and Tool

Part 1 – Compensation Guidelines – Salaries and Benefits

  • Wages and Benefit Data

  • Guide for Making Compensation Decisions

  • Computer Tool

    Part 2 - Recruitment and RetentionStrategies


Slide6 l.jpg

Compensation Data

  • Compensation Data (2007)

    • 360 Transit Systems from 45 States

    • Cross section of operators

      • Service area

      • Transit system size

      • Funding

      • Organizational characteristics

      • Types of services operated


Slide7 l.jpg

Compensation Data

  • Systems in the Database

    • 82% are S.5311 recipients; 22% receive S. 5307 for small urban areas

    • About 50% have an urbanized area within their primary service area

    • Most have a mix of fixed route, demand responsive and subscription service

    • Most have full time and part time employees

    • 82% provide overtime pay (time and a half); average 6.2% wages

    • 80% do not have unions


Slide8 l.jpg

Compensation

  • What affects compensation?

    • Proximity to Urban Areas

    • Service Area Size

    • Region of the Country

    • System Size

    • Organization Type

    • Service Type

    • Employee Characteristics

    • Unemployment Rates


Slide9 l.jpg

Compensation

  • How?

    • Proximity to Urban Areas

      • Systems serving urbanized areas have higher wages and slightly higher benefits

      • S. 5307 systems offer significantly better benefits

    • Service Area Size

      • Systems serving larger areas have lower wages and lower benefits

    • Region of the Country

      • Significant regional differences

    • System Size

      • Systems with more employees have higher wages and better employee benefits but higher turnover rates

      • Larger systems tend to have fewer part time staff, more CDL drivers, serve urban areas, have unions and few, if any volunteers


Slide10 l.jpg

Compensation

  • How?

    • Organization Type

      • Governmental units have higher pay and better benefits than private-non-profits

    • Service Type

      • Fixed route systems have higher wages and better benefits than demand responsive systems

    • Employee Characteristics

      • Unionized employees have higher pay and better benefits

      • Systems with more full time employees have higher wages and better benefits

      • Systems that use volunteers have lower wages and benefits

      • Systems with staff shortages do not pay lower wages or lower unemployment rates


Processes for setting wages benefits l.jpg
Processes for Setting Wages/Benefits

  • Determining General Wage Ranges

    • Informal Surveys of Market Conditions

    • Formal Salary and Benefit Studies

  • Setting Wages and Benefits

    • County Commissioners/Boards of Director

    • Negotiation with Unions

    • Contractor


Processes for setting wages benefits12 l.jpg
Processes for Setting Wages/Benefits

  • Determining Raises

    • Annual Review

    • Periodic Step Increases

    • Bonuses for High Performance

    • Raises for Improving Skills

    • COLAs

  • What Influences Raises

    • Health of organization

    • Local labor markets

    • Collective bargaining agreements

    • Individual employee performance


Wages l.jpg
Wages

Administrative Staff (annual)

  • Director $48K $14K - $105K

  • Admin Assist $28K $12K - $55K

  • Planner $36K $15K - $83K

  • Bookkeeper $30K $12K - $67K

  • Marketing Specialist $37K $17K - $58K

  • Computer Operator $38K $18K - $50K

  • Safety/Training Mgr. $34K $12K - $56K

  • Trainer $31K $16K - $54K

  • Rideshare Coordin. $30K $19K - $56K


Wages14 l.jpg
Wages

Operating Staff (per hour)

  • Clerk $11.20 $6.12 – $19.45

  • Ops Supervisor $17.70 $7.25 - $32.81

  • Street Supervisor $16.48 $10.29 – $26.80

  • Scheduler $11.59 $6.50 – $24.93

  • Dispatcher $11.62 $6.50 - $20.25

  • Maintenance Mgr $18.65 $7.50 - $33.39

  • Mechanic $15.94 $9.90 - $23.58

  • Maintenance Clerk $13.37 $6.68 - $21.15

  • Mechanic Assistant $11.73 $6.83 - $17.62

  • Maint.Utility Worker $11.63 $5.85 - $18.07

  • Bus Driver–CDL $11.19 $5.85 – $20.00

  • Bus Driver–non CDL $8.96 $5.85 – $16.18



Employee benefits l.jpg
Employee Benefits*

  • Insurances

    • Health – employees 88%

    • Health – family 63%

    • Disability 52%

    • Life 73%

  • Retirement Plan78%

  • Time

    • Vacation 95%

    • Sick Leave 89%

    • Compensatory Time 48%

  • Educational Opportunities41%

  • Wellness Program27%

    *Generally provided on full time employees only


Wages benefits relative to market l.jpg
Wages/Benefits Relative to Market

  • 68% feel wages are about or above average for labor market (14% above and 54% about)

  • 84% feel benefits are about or above average for labor market (44% above and 40% about)

  • 11% average turnover rate

  • Of the 43% that have staff shortages, almost all are short drivers

  • Average unemployment rate was 5.4%


Employee attraction retention l.jpg
Employee Attraction/Retention

Transit System as Employer

  • Strive to be Employer of Choice

  • Proactive rather than reactive

  • Prove you’re a good, stable employer

  • Have an HR strategy even if no HR department

    Stages of the Employment Cycle – Integrating

  • Recruiting

  • Hiring

  • Training and Development

  • Retaining

  • Exit Interviews


Assessing needs l.jpg
Assessing Needs

  • Assess needs

  • Job Development

    • Job descriptions/skills

    • Qualifications/requirements

    • Compensation package


Recruiting l.jpg
Recruiting

  • Tailor to job requirements

  • Common methods

    • Newspaper ads

    • Internet ads

    • Employee/personal referrals

    • On-vehicle recruiting

    • Job fairs/newsletters

  • Useful hints

    • Keep a log of what gets responses

    • Employment agencies

    • Local community colleges

    • Internships or apprenticeships

    • Workforce development programs


Hiring l.jpg
Hiring

  • Pre-employment Screening

    • Skills

    • Drug/alcohol

    • Personality tests

    • Background checks

    • Physicals

  • Developing the Interview

  • Interviewing

  • Making an Offer


Training l.jpg
Training

  • Initial Training

  • Language Training

  • Probationary Period

  • Re-training


Retaining l.jpg
Retaining

  • Compensation

  • Performance Reviews

  • Promotional Opportunities

  • Recognition

  • Personal and Professional Development

    • On-going training

    • Cross training

    • Professional certificates

    • Peer mentoring


Retaining24 l.jpg
Retaining

  • Employee “buy in” or Ownership

  • Work Environment

    • Open communications

    • Management interaction

    • Established policies and procedures

    • Safety focus


Successful retention strategies l.jpg
Successful Retention Strategies

  • Extra days off for safe work environment

  • Sick leave donations

  • Retention bonus

  • Personal leave instead of vacation and sick leave

  • Flexible off-time for PT workers; allow PT workers to take off whenever they request

  • Subsidized college-level classes


Completing the cycle l.jpg
Completing the Cycle

  • Exit Interviews

  • Organizational Health Assessments


Computer tool l.jpg
Computer Tool

  • Computer-based tool on compensation – user friendly and menu driven

    • User inputs – system and service area characteristics

    • Tool Outputs

      • Wage ranges similar systems and/or similar labor markets

      • Benefits offered/subsidized in similar systems





ad