University of California Institute of Transportation Studies

Frontline transit work can be satisfying and secure—but also stressful or unsafe. Many agencies across the state lacked transit operators in the wake of the pandemic, delaying service restoration. Interviews, wage data, and other sources demonstrate that these shortages were due to both compensation issues and longstanding issues of workforce safety, culture, and practices. Wages have stagnated over the past decade, though California operators earn more than their area’s median incomes, trucking employees, and comparable transit jobs in other states. Workers have made notable gains in recent contract negotiations. Nonetheless, working conditions, which worsened during the pandemic, have driven away existing workers and potential recruits. While health and retirement benefits represent a significant perk of the job, operators face slow wage and seniority progression, two-tiered pensions, high housing costs, grueling schedules andovertime, and security and discipline concerns, atop daunting initial barriers to hiring. Raises alone are necessary but not sufficient: pay is generally lower than necessary to attract and retain needed employees—and recent increases in pay and hardships in other aspects of the job point to the importance of factors beyond wages alone. Agencies, advocates, andunions will need to rethink and expand transit operations funding, raise wages, and implement a variety of reforms: reducinghiring hurdles, expanding outreach, making scheduling fairer, improving facilities and support offerings, removing enforcement duties from operators, and creating career pathways for advancement. Ultimately, the pandemic underscored that transit workforce issues are transit rider issues.