TCRP Report 127 Worker Remuneration Rules for Travel Suppliers in Rustic and Little Urban Zones.


59 views
Uploaded on:
Category: Animals / Pets
Description
TCRP Report 127 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas. Sue Knapp KFH Group, Incorporated Bethesda, Maryland. Study Purpose. Create rules for provincial and little urban travel remuneration choices Compensation – pay levels and advantages
Transcripts
Slide 1

TCRP Report 127 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas Sue Knapp KFH Group, Incorporated Bethesda, Maryland

Slide 2

Study Purpose Develop rules for rustic and little urban travel pay choices Compensation – pay levels and advantages Attracting and Retaining Quality Employees

Slide 3

Audience and Uses Audiences Local Transit Agencies Transit Boards Local Elected Officials Uses Make Decisions on Wages (pay levels and process) Make Decisions on Benefits (offered and sponsored) Resource for Attracting and Retaining Employees

Slide 4

Definition of Compensation Wages/Salaries Base wages Overtime or compensatory time Benefits Paid leave Insurances Pension Education/educational cost repayments Wellness programs

Slide 5

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 Retention Strategies

Slide 6

Compensation Data Compensation Data (2007) 360 Transit Systems from 45 States Cross segment of administrators Service region Transit framework size Funding Organizational attributes Types of administrations worked

Slide 7

Compensation Data Systems in the Database 82% are S.5311 beneficiaries; 22% get S. 5307 for little urban territories About half have a urbanized region inside their essential administration territory Most have a blend of settled course, request responsive and membership benefit Most have full time and low maintenance workers 82% give extra minutes pay (time and a half); normal 6.2% wages 80% don\'t have unions

Slide 8

Compensation What influences remuneration ? Vicinity to Urban Areas Service Area Size Region of the Country System Size Organization Type Service Type Employee Characteristics Unemployment Rates

Slide 9

Compensation How? Closeness to Urban Areas Systems serving urbanized regions have higher wages and somewhat higher advantages S. 5307 frameworks offer fundamentally better advantages Service Area Size Systems serving bigger territories have lower wages and lower benefits Region of the Country Significant local contrasts System Size Systems with more workers have higher wages and better representative advantages however higher turnover rates Larger frameworks have a tendency to have less low maintenance staff, more CDL drivers, serve urban ranges, have unions and few, if any volunteers

Slide 10

Compensation How? Association Type Governmental units have higher pay and preferable advantages over private-non-benefits Service Type Fixed course frameworks have higher wages and preferred advantages over interest responsive frameworks Employee Characteristics Unionized representatives have higher pay and better advantages Systems with all the more full time workers have higher wages and better advantages Systems that utilization volunteers have lower wages and advantages Systems with staff deficiencies don\'t pay lower wages or lower unemployment rates

Slide 11

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

Slide 12

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 association Local work markets Collective bartering understandings Individual representative execution

Slide 13

Wages Administrative Staff (yearly) 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

Slide 14

Wages Operating Staff (every 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

Slide 15

Wage Tables in Report 127

Slide 16

Employee Benefits* Insurances Health – employees 88% Health – family 63% Disability 52% Life 73% Retirement Plan 78% Time Vacation 95% Sick Leave 89% Compensatory Time 48% Educational Opportunities 41% Wellness Program 27% *Generally gave on full time representatives just

Slide 17

Wages/Benefits Relative to Market 68% feel wages are about or above normal for work market (14% above and 54% around) 84% feel advantages are about or above normal for work market (44% above and 40% around) 11% normal turnover rate Of the 43% that have staff deficiencies, all are short drivers Average unemployment rate was 5.4%

Slide 18

Employee Attraction/Retention Transit System as Employer Strive to be Employer of Choice Proactive as opposed to receptive Prove you\'re a decent, stable manager Have a HR methodology regardless of the fact that no HR division Stages of the Employment Cycle – Integrating Recruiting Hiring Training and Development Retaining Exit Interviews

Slide 19

Assessing Needs Assess needs Job Development Job depictions/abilities Qualifications/prerequisites Compensation bundle

Slide 20

Recruiting Tailor to occupation necessities Common techniques Newspaper advertisements Internet advertisements Employee/individual referrals On-vehicle enlisting Job fairs/pamphlets Useful indications Keep a log of what gets reactions Employment offices Local junior colleges Internships or apprenticeships Workforce advancement programs

Slide 21

Hiring Pre-job Screening Skills Drug/liquor Personality tests Background checks Physicals Developing the Interview Interviewing Making an Offer

Slide 22

Training Initial Training Language Training Probationary Period Re-preparing

Slide 23

Retaining Compensation Performance Reviews Promotional Opportunities Recognition Personal and Professional Development On-going preparing Cross preparing Professional testaments Peer tutoring

Slide 24

Retaining Employee "purchase in" or Ownership Work Environment Open interchanges Management connection Established arrangements and methods Safety center

Slide 25

Successful Retention Strategies Extra days off for safe workplace Sick leave gifts Retention reward Personal leave rather than get-away and debilitated leave Flexible off-time for PT laborers; permit PT laborers to take off at whatever point they ask for Subsidized school level classes

Slide 26

Completing the Cycle Exit Interviews Organizational Health Assessments

Slide 27

Computer Tool Computer-construct device in light of pay – easy to use and menu driven User inputs – framework and administration region attributes Tool Outputs Wage ranges comparative frameworks and/or comparative work markets Benefits offered/sponsored in comparative frameworks

Slide 28

Computer Tool - Input Screen

Slide 29

Computer Tool-Output Screen

Slide 30

Computer Tool-Output Screen