Succession Planning and Attracting New

Transit Talent

Anthony Palmere. General Manager

Unitrans Background

• Serves Davis Urbanized Area – City of Davis and UCD campus

• 4,000,000 annual boardings (top 30 CA transit systems)

• 22,500 avg. daily boardings; max. ~30,000

• Davis population 67,000; UCD undergrad enrollment 28,000

• Operate 85,000 hours and 850,000 miles annually

• 41 40-foot CNG-powered single-deck buses

• 2 modern and 3 vintage double-deckers (biodiesel / CNG)

• >$5M annual operating budget

UC and CSUS Campuses

Davis, CA (Unitrans) System Map

Historical Context

• In 1967, ASUCD (student government) purchased two London doubledeck buses. Put them into service February 1968.

• Has remained a unit of ASUCD• City funding started in 1972

• FTA small urban area 1990

• Undergraduate student fee• Unlimited access in 1990

• Undergrads pay ~$100/year

What do Students do at Unitrans?

• Almost everything!• 175 drivers

• 25 trainers

• 15 supervisors / dispatchers

• 20 mechanics

• 10 bus cleaners

• 25 office staff (customer service, accounting, IT, marketing, planning, payroll)

• 10 managers

Unitrans Org Chart

Examples of Student Tasks

• Write training manuals, operating policies

• Hire, train, and discipline drivers

• Direct detours and modify services in response to emergencies, weather, construction

• Write software for various functions, including payroll and shift selection

• Perform routine maintenance and re-build of all vehicle systems (w/career staff supervision)

• Investigate and respond to customer complaints

“Accelerated” Succession Planning

• Approximately 1/3rd of Unitrans workforce “retires” each year (through graduation), including most of our managers.

• Enormous effort in training throughout the year, with newer staff “shadowing” current staff in those positions, and a written manual provided for reference.

• Rely on positive organizational culture and beneficial experience to encourage student staff to take on new roles

Transit Talent from Student Operation

• Have seen the inner workings of transit, often with direct experience in several aspects of transit operations (more than driving a bus).

• Each year, some may be interested in pursuing opportunities in the transit industry.• “Pull” (really enjoy it)

• “Push” (best opportunity)

• Great training for transit industry, but limited supply of student-operated transit systems can’t come close to meeting all industry needs.

Generalizing to Other Systems

• College students can do amazing things if trained and trusted.

• Hands-on experience is more valuable to transit systems than classroom training.

• Internship programs not just for office functions.

• Best results if transition can be anticipated, including both direct interaction and written communication.

Thank You!