Publications and Reports

As an advocate of the labor-management training partnership model, the Center supports its programs and mission through research and information ranging from broad overviews of public transportation, training and partnerships to technical white papers to research briefs and metrics reports on the benefits of labor-management training partnerships.

All publications are available for viewing or download as free PDF files, but the Center does not generally provide documents in hard copy. For more information on our publications, please email Julie Deibel, Program Manager,Instructional Design at jdeibel@transportcenter.org

Research and Metrics

Mentoring Guidebook

Category: Case StudiesPartnershipsFact Sheets and Issue BriefsResearch and MetricsWhite Papers | Posted: Mar, 2015 Read More »

The purpose of this report is to serve as a guidebook, offering information that transit agencies can use to establish mentoring as a training method with guidance, suggestions, and examples to implement or expand upon existing mentoring programs. It is based on a generic mentoring guidebook developed by the USDOT, modified and enhanced to reflect transit maintenance applications.

Establishing a National Transit Industry Rail Vehicle Technician Qualification Program

Category: Research and Metrics | Posted: Jul, 2014 Read More »

Meeting the challenge of developing fully qualified transit rail car maintenance technicians is the goal of Transit Cooperative Research Project (TCRP) E-7, Developing an Industry-Wide System of Qualification for Transit Rail Car Technicians – Building for Success. The best answer, fine tuned by transit industry experts working on this project, is a new multi-part, industry-wide system of qualification. This system brings together a broad range of training components including:
•  National training standards
•  Progressive classroom curriculum and courseware integrated with structured on-the-job learning,
•  A credential management system that keeps track of the worker’s training experience and skills
•  Apprenticeship frameworks with well designed sequences of learning, support of learners by trained mentors, and specialized training for instructors.

Competency Models In Action

Category: Case StudiesResearch and Metrics | Posted: Sep, 2016 Read More »
Competency Models In Action Preview Image

The U.S. Department of Labor, Employment and Training Administration (ETA) have featured the Transportation Learning Center on its Competency Model Clearinghouse website as a “Competency Model in Action”. The case study of Center work, featured in ETA’s September posting, was titled “Transportation Learning Center Launches New Competency-Based Curriculum for Transit Occupations.”

Labeling the Center an “industry champion” in developing ETA’s Transportation, Distribution and Logistics Competency Model to help meet the transportation industry’s frontline employment needs” challenge, the case study features two key aspects of the Center’s work. The Center’s work creates bridges between the competencies developed in high schools, community and vocational colleges and workforce development programs with the competencies needed as incoming and apprentice workers in frontline transit positions. The Center’s education and training program, the Transit Core Competencies Curriculum (TC3) is currently being developed and piloted in selected locations.

ETA also highlights the Center’s work with industry subject matter experts across the country to put together a multiple-module training curriculum with instructor-ready courseware for incumbent frontline workers.

Finally, the case study notes the Center’s work with a range of national industry, education and workforce development organizations, as well as with ETA’s Office of Apprenticeship and the Urban Institute, to establish Registered Apprenticeships in five frontline transit occupations — Elevator-Escalator Technician, Signals Technician, Rail Car Technician, Bus Maintenance Technician and Transit Coach Operator.

A Guide for the Development of Career Pathways in Transportation

Category: PartnershipsResearch and Metrics | Posted: Dec, 2015 Read More »
A Guide for the Development of Career Pathways in Transportation Preview Image

This guidebook is developed by the Transportation Learning Center working with Jobs for the Future for the Department of Transportation and the U.S. Department of Education, Office of Career, Technical, and Adult Education.

This Guide outlines the steps that transportation industry stakeholders can take to develop or expand Career Pathways to focus on the skills, competencies, and credentials needed for high-demand jobs in the transportation industry and its subsectors. Specifically, this Guide: 

• Provides a rationale for change, by describing the increasing need for skilled workers in the transportation industry and concerns over the prospect of a skilled worker shortage over the next 10 years if nothing is done;
• Identifies the potential of Career Pathways systems for addressing the skill needs of the current and future transportation industry workforce; and
• Describes a process for developing Career Pathways in transportation. 

Method and Processes for Transit Training Metrics and Return on Investment

Category: Research and Metrics | Posted: Oct, 2012 Read More »

This guidebook is developed by the Transportation Learning Center to help transit agencies determine benefits and return on investment (ROI) stemming from their training programs. When calls are being made to cut or even eliminate training for vehicle operators and technicians, training departments are finding it necessary to justify their existence. Applying a five-level assessment methodology, the guidebook illustrates the training benefits derived from over 12,000 training opportunities provided to technical occupations by the Keystone Transit Training Partnership formed in Pennsylvania. Results, which include a return of five to 12 times the training investment, serve as an example of what other agencies could demonstrate in terms of quantifia ble training benefits. The five-level procedure offered in the guidebook is progressive, beginning with rather easy steps agencies can take to prove the value of training and building from there depending on available resources.