Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas (2008) / Chapter Skim
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The rest of Section 1 of the Guidebook provides a working definition of compensation, followed by a review of issues that you may encounter when making compensation decisions. 1 S E C T I O N 1 Introduction Guidebook Section 1 – Introduction Section 2 – Wage and Benefit Data Section 3 – Guide to Compensation Decisions Section 4 – Recruiting, Hiring, and Retaining Staff Research indicates that hiring new employees can cost from 25% to 200% of their annual salary (to hire, train, and allow for time to learn the job, etc.)
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Wages/Salaries – • Base wages for full-time or part-time employees • Whether employees are paid for overtime or given compensatory time 2. Benefits – employee/employer contribution • Paid Leave – Vacation – Sick – Personal days • Medical/Life Insurances – Health insurance – Dental insurance – Disability insurance – Life insurance • Other – Pension/401(k)
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The issues faced and the process of making compensation decisions within a government unit will differ from a relatively independent transit authority or private-nonprofit agency. Transit Service Characteristics Most transit systems responding to the survey operate a mix of services ranging from true fixed routes to paratransit/demand-responsive and everything in between.
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In addition, the team contacted rural and small urban operators via telephone 4 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas There is no "typical transit operator" in the rural and small urban arena. The primary purpose of the project was to collect and analyze compensation data -- addressed in Section 2.
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The research also explored if there is a relationship between the cost of living in a particular state/region and the prevailing wage rates. Unfortunately, few data are available on cost of living specific to rural and small urban areas.
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6 Employee Compensation Guidelines for Transit Providers in Rural and Small Urban Areas Figure 1-1. Locations of responders to TCRP F-12 employee compensation study.
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• Section 4, Recruiting, Hiring, and Retaining Staff, includes a review of current and best practices from the survey, industry interviews, literature search, and follow-up calls with selected operators. The Guidebook is organized to present compensation guidance in various ways.
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