Navigating the retirement track

Understanding the Workforce Challenges

As senior employees retire, they take with them invaluable experience and specialized skills. Unfortunately, transit agencies are struggling with underinvestment in training, dedicating less than 1% of payroll to development compared to the 4-6% norm in other sectors. The competitive job market further compounds these challenges, making it harder for transit agencies to attract and retain talent.

Strategic Workforce Planning and Organizational Design

Adopting a strategic, employee-focused approach is needed for the future. Transit agencies should consider:

• Evaluating current capabilities and forecast future skill requirements.
• Investing in advanced technologies and continuous training programs.
• Enhancing job satisfaction and performance through effective management practices.

Strengthening Partnerships and Benchmarking

No agency can address these challenges alone. Building partnerships with workforce development offices and labor organizations, and benchmarking against industry best practices, can provide the necessary insights and support.

Integrating Workforce Requirements into Procurement Processes

By aligning internal and external workforce initiatives, agencies can create a robust pipeline of skilled talent, better equipped to meet future demands.

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