CHAPTER 4
Develop a Systematic Process for Building Skills

Transit agencies should develop a defined process to build the workforce skills necessary to operate and maintain ZEVs. This chapter addresses how transit agencies can establish an overall plan or framework to ensure that their workforce receives the needed training and support to safely operate and maintain ZEVs. In addition to the project survey and focus groups, a review of plans prepared by transit agencies as part of grant applications to FTA for low- and no-emission vehicles was used to obtain the information in this chapter.

• Skills, training, and credentials required. Many transit agency plans indicate that additional training is required to prepare their frontline workforce as ZEVs are introduced into fleets. Apart from training on new material, the transit agencies require personnel to go through refresher training at regular intervals. Seven percent of plans reviewed identify specific credentials for ZEVs, although some require training or refreshers based on licenses or other existing credentials.
• Assessment of skills. Fifteen percent of the plans contain an assessment of the skills of the current workforce. Most plans did not address any specific method, but among those that did, the most common methods of assessment were reviewing the existing credentials of workers (11%), followed by surveys and interviews of staff (8%). Less than 10% of plans outlined the number of workers or the percentage of total employees affected by ZEVs or discussed whether there was a need to hire additional staff.
• Training programs and partners. OEMs are key training partners for most transit agencies, with nearly 60% of transit agencies reporting OEM partnerships. Ten percent of transit agency plans reported partnering with educational institutions. Almost 30% of transit agencies coordinate training with other transit institutions or programs. (This was more common on the West Coast.) In addition to collaboration with OEMs, educational institutions, and other transit agencies, many transit agencies work with local emergency personnel and first responders to perform ZEV training. Around 14% of plans mentioned collaboration with unions or other labor organizations.
• Worker engagement. Plans tend to have limited discussion of worker engagement efforts, with less than 20% of all plans mentioning engagement efforts. Fourteen percent of plans mention joint labor–management partnerships, sometimes paired with employee committees (4%). In addition to relying on OEMs for training, some transit agencies (10%) have their employees work hands-on with OEM staff.

Approaches and Resources

APTAʼs ZEV Training Recommended Practice

The APTA Recommended Practice described as a resource in Chapter 2: Identify Needed ZEV Skills can also be helpful for transit agencies to use in structuring their own training programs. According to participants in the industry stakeholder focus group, transit agencies are taking

advantage of this resource to good effect. The California Transit Training Consortium (CTTC) created a task force to identify ZEV training needs and the courses that should be developed. The task force used the APTA RP as an effective guide.

Resources and Best Practices for ZEV Workforce

In 2022, the FTA prepared tools to help transit agencies introduce ZEVs to their fleets. The Zero-Emission Fleet Transition Plan – Element 6: Workforce Evaluation Tool was designed to aid grant applicants to answer eight questions (see Figure 10 for a summary of these questions).⁵¹

As a supplemental resource, the Transit Workforce Center (TWC) created the Resources and Best Practices for a Low-No Emission-Workforce Fleet Transition Plan, a series of webpages to aid transit agencies seeking to develop and implement a carefully planned joint labor–management workforce strategy. Examples of best practices, lessons learned, and other resources are provided to help transit agencies examine and address their workforce needs. The webpages offer an initial set of building blocks for creating a comprehensive workforce development plan for ZEVs, focusing on preparation needed for the maintenance workforce. The materials are intended to support transit agencies addressing eight questions by providing general approaches and various forms of resources as they plan for workforce development.⁵² Solano County Transit and Greensboro Transit Agency noted in their zero-emission fleet transition plans that they used the FTAʼs Workforce Evaluation Tool and the Zero-Emission Fleet Transition Plan.

Apprenticeship Programs

Apprenticeship programs for ZEV technicians and operators were mentioned as a best practice in both the industry survey and the focus groups. Despite this acknowledgment, only 25% of respondents with ZE-trained operators at their transit agency used apprenticeship programs, and 38% of survey respondents had ZE-trained technicians. Strong apprenticeship programs can be challenging to implement but are becoming more prevalent in the industry.⁵³

Source: Transit Workforce Center, Resources and Best Practices for a Low-No Emission-Workforce Fleet Transition Plan.

Long Description.

A figure with 8 steps for ZEB development. Step 1: Identify trainng and credentials; Step 2: Assess current skills and estimate number of workers impacted; Step 3: Identify skill gaps; Step 4: Describe training plan; Step 5: Identify training program or partners, including earlier metrics; Step 6: Identify role of training for new hires and steps to avoid worker displacement; Step 7: Engage current workforce in planning; Step 8: Identify how training will be paid for

• IndyGo and Amalgamated Transit Union (ATU) Local 1070 jointly started a registered apprenticeship program in 2022. The primary reason was to create a sustainable pipeline of well-qualified technicians, but the program was not initially tailored toward adding HV technicians. However, due to the increasing number of ZEVs at the transit agency, a number of which are now out of warranty, and the difficulty of finding qualified technicians, staff explored how apprenticeships could help fill this need. As a result, additional apprenticeship program modules that cover HV and zero-emission technology were created. These modules are optional, but once apprentices complete them, they graduate from the program as HV technicians.
• Mass Transit Authority (MTA) in Flint, Michigan, is working to develop an apprenticeship program that combines classroom and on-the-job training to fully qualify students in a specific job classification. This program would include a set number of hours, leading to state and MTA certification, and would guarantee a position upon completion. Students would be paid by MTA during their training.