• Sal LOA• Hourly LOA• Sal Hires

• Hourly Hires • PSA Hires

• Salaried Terms• Hourly Terms

2

Total Emps PSA Sal LOA Hourly LOA Sal Hires Hourly Hires

PSA Hires Salaried Terms

Hourly Terms

% Turn Over

4044 34 25 96 7 34 2 11 35 1.14%Exempt

Operators Maintenance

FT Hr PT Hr PT Hr Ret

FT Hr PT Hr Ret

PSA Hrly PT Hr Non-Ex

FT Salaried FT Salaried

Total Emps

1773 51 21 797 11 34 23 632 702 4044

39673946

39713952 3956 3950

39753992 3990

40194043 4047 4044

3880390039203940396039804000402040404060

Sep-17 Oct-17 Nov-17 Dec-17 Jan-18 Feb-18 Mar-18 Apr-18 May-18 Jun-18 Jul-18 Aug-18 Sep-18

HC

3

Date LOA Hires Turnover

Sep-17 108 40 39

Oct-17 112 24 45

Nov-17 115 69 44

Dec-17 112 21 40

Jan-18 123 43 39

Feb-18 100 58 64

Mar-18 112 68 35

Apr-18 101 62 45

May-18 90 41 43

Jun-18 98 75 46

Jul-18 109 91 67

Aug-18 114 72 68

Sep-18 121 43 46

0

20

40

60

80

100

120

140

LOA

Hires

Turnover

28 Different Classes/Programs 255 Total Offerings

2837 Attendees

Management and Leadership Development

1

2

3

1

2

2

2

2

1

4

24

38

7

15

58

30

13

28

0 10 20 30 40 50 60 70

Advanced Coaching

Building & Sustaining Trust

Communicating for Leadership Success

Fostering Innovation in Your Team

Maximize Employee Performance

METRO Development Program

Supervisor Development Program

Translate Strategy into Success

Leadership Development Program

Management & Leadership Classes and Programs

Attendance Sessions

Professional Development

22

523

222

5222

14

23

1

1319

4318

2920

2515

9330

2214

218

1223

14

0 10 20 30 40 50 60 70 80 90 100

Business WritingCommunicating with Impact

Crucial ConversationsAccelerating Business Decisions

Emotional IntelligenceDeveloping an Innovative Mindset

Influence Up, Down, SidewaysIncreasing Personal Effectiveness

Develop Yourself for SuccessExcel Formulas

Excel Tables & ChartsPowerPoint

MSWord StylesPresentation Skills

Think CriticallyValuing Differences

Book Club

Professional Development Classes

Attendance Sessions

Compliance

23

174

385

1825

0 500 1000 1500 2000

Legal Updates

Respectful Work Place

Compliance

Attendance Sessions

9

Success Factors and Performance Management

ePath Learning Management System –deployed system-wide

Internship Program

10

• Initiatives added for FY2018 include: Wellness Wednesdays (1 x monthly) Kelsey and Methodist Seminars Medicare Seminars Retirees mid-year meeting First STEPtember challenge All step challenge participants collectively walked

a total of 11,622,711 steps. This equates to approximately 5,811 miles, which means METRO stepped all the way to Canada and back!

11

12

METRO Wellness giving healthy snacks to our employees on Wellness Wednesdays

13

14

15

16

Benefits Plans Coverage LevelTotal # of Employees

2018 2017

Medical Basic (PPO) Plan 376 504

Medical High Deductible Plan 20 24

Medical KelseyCare (plan added in FY18) 352 0

Medical Moderate (PPO) Plan 439 612

Total 4% increase in # of enrollees 1187 1140

Hispanic Heritage Month Veterans Day

Black History Month

Asian Pacific AmericanHeritage Month

Employee Art Show

Women’s History Month

9%

55%

9%

5%

22%

Applicant Demographics FY18

WhiteBlackHispanicAsianOthers

0

100

200

300

400

500

White Black Hispanic Asian Others

74

409

7928 1813

84 336 1

Total Internal & External HiresFY2018

External

Internal

Staffing – FY18

TOTAL HIRES External Internal TOTAL %White 74 13 87 12%Black 409 84 493 66%

Hispanic 79 33 112 15%Asian 28 6 34 5%

Others/Undisclosed 18 1 19 3%TOTAL 608 137 745GenderFemale 270 81 351 47%

Male 338 56 394 53%

Internal and external hires against open requisitions. 592

APPLICANT DATA FY18 %White 2882 9%Black 16713 55%

Hispanic 2742 9%Asian 1427 5%Others 6627 22%Total 30,391

GenderFemale 15212 50%

Male 13904 46%Not Specified 1275 4%

23

Staffing – FY18

METRO Open House/Job Fair

Heart Program

Job Fairs and Job Outreach Events Number Examples

Job Fairs 47

Red, White and You; Boykins 2nd Chance Job Fair; Mayor’s Turnaround Houston; Lakewood Church “Make It Right”; Workforce

Solutions; Recruit Military; Law Enforcement Job Fair

METRO Open House/Job Fairs 23METRO specific job fairs held at Kashmere Facility and 1900 Main on

Saturdays

Job Outreach events 12Chinese Lunar New Year; Cinco de Mayo Parade; Shoes for Kids- East

End; HEART (ADA) program; Career Exploration Day

24

Staffing – FY18

Bus Operator Bilingual Program

• Vietnamese, Chinese, Spanish, and Sign Language• $300 paid out in May of each year• 126 Bus Operators currently qualify

Bilingual Occurrences FY ‘18

Through September 2018

Chinese Sign Language Spanish Vietnamese Total

51 129 9,408 46 9,634

25

35

820

13

76

12 10 10 11

4347

1830

24

119

0

20

40

60

80

100

120

140

Q1 Total Q2 Total Q3 Total Q4 Total Grand Total

FY2018 Non-Union Promotions by Quarter

Female Male Grand Total

• Vacancies exist in Bus Operations Maintenance due to promotions, retirement, and normal turnover

• Current Harris County economic climate stats:

Unemployment rates: Houston area: 4.3%

Texas: 3.9%

United States: 3.7% (lowest since 1969)

Very competitive job market for skilled labor

Many organizations are offering sign on bonuses. The highest found was $10,000 for diesel mechanics

Incentive program expected to last through FY19 as determined by management

• Program is designed to attract and retain qualified staff in a challenging job market

27

• Air Conditioning & Heat Mechanic / Collison Repair Mechanic - up to $4000

$1000 after completion of probationary period (90 days after date of hire)

$1000 after six months of active employment

$2000 after 12 months active employment

• Bus Mechanic A - up to $3000

$1500 after completion of probation period (90 days after date of hire)

$1500 after 12 months active employment

• Bus Mechanic B - up to $2000

$1000 after completion of probation period (90 days after date of hire)

$1000 after 12 months active employment

* Bus Mechanics applicants are technically assessed in the interview and hired as a Bus Mechanic A or B

28

Fliers and Postcards: − Bus and Rail −Mechanic schools, churches,

chambers, job ministries, veterans organizations etc.

Posters on Rail platforms, transit centers, Park and Rides

Banners hanging on BOF buildings

Lobby monitor announcement and banner

Social Media: − Email blasts− Facebook−METRO Blog−METRO web site−METRO Pod casts− Radio

Advertising− Spanish, Vietnamese translations

for advertising− Back of bus ads (1/3 of fleet)− Publications (i.e. Job Sparx,

Employment Guide) Job websites (i.e. Indeed, Career

Builder, etc.)29

Ergometrics Testing

Interview

Performance Evaluation

Extend Contingent Offer

31

• Goal: fast track the hiring of 20 applicants during a one-day hiring event • Interview questions have been optimized to allow for shorter interview

durations• Interviews, performance evaluations (P.E.), Ergometrics testing & drug &

alcohol testing conducted on site at Kashmere facility• Result: a streamlined hiring process for a high volume of candidates

Applicants Arrive

DOT Physical, Drug Screen &

CDL Hired

Government− Congressman Gene Green − State Representative Jarvis

Johnson −Harris County Precinct 7 Constable

May Walker− City of Houston−Housing and Community

Development Department

Schools:− Texas Southern University−University of Houston−Houston Community College−Universal Technical Institute

United Way

Churches− Lakewood Church−Wheeler Baptist Church− Catholic Charities

LULAC (League of United Latin American Citizens)

A.A.M.A (Association for the Advancement of Mexican Americans)

Texas Workforce Solutions

Texas National Guard Armory

34

35

• Retention meetings: ongoing since 2017− Staffing, Operations, Labor Relations & Organizational Development

• Approach:− Assess why and when personnel are exiting the Agency; some information has

already been gathered

− Develop strategies to tackle those reasons we can influence and improve

− Include key stakeholders in the assessment and solutions

• Action Plan:− Operations and HR meet bi-weekly to discuss actions and solutions

− Define and start the assessment plan, and build on prior work