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Abstract
The Transportation Information Clearinghouse (TIC) Project was the result of
collaboration among the Regional Transportation Authority, the Workforce Boards of
Metropolitan Chicago and the Urban Transportation Center (UTC) at the University of
Illinois at Chicago (UIC). The primary objective of the project was to identify privatelyprovided,
employer-based, non-traditional transportation services in operation as well as
specific information about these services in order for employers, Workforce Boards,
One-Stop Centers, transportation planners and policymakers to facilitate low-income
workers and job seekers to access employment opportunities. The non-traditional
transportation information has been used to create an information clearinghouse to
supplement the region’s public transportation resources. Additionally, such information
was sought to identify potential service coordination opportunities for service providers
to pursue as well as enhance the current body of transportation information on services
currently in operation in the region. The study found that employer-provided services
are an integral part of the region’s transit network which “bridge the gap” for workers
unable to utilize traditional public transportation due to temporal and/or spatial
mismatches. A secondary goal was to market commuter benefits to employers and
employee groups to facilitate increased transit access and usage. The project was
unique in that the Workforce Boards, whose caseworkers directly manage job-seeking
activities, had oversight of the project while transportation and planning agencies acted
in an advisory capacity.
To obtain information on non-traditional transportation services in the region, a survey
instrument was developed and delivered to each employment site with more than fifty
employees (over 14,000 sites) in the eight-county region. A summary of key preliminary
survey findings include:
• Only 5% of responding companies have, at some time, offered transportation
services to employees.
• Only 40% of responding companies were aware of pre-tax transportation benefits
(e.g., RTA Transit Check Program or RTA/CTA Transit Benefit Program);
however, one in five respondents did request, and was provided, additional pretax
and commuter benefit related information.
• Over 30% of responding employers offer staggered work hours and flextime to
their workers.
• 8 out of 10 employers do not share transportation services with other companies.
• Responding employers were equally likely to subcontract service operation as to
operate transportation services with their own personnel.
• 92% of companies offering transportation services do not charge employees
fares.
• There is a significantly high turnover rate of transportation coordinators among
regional employers.
• The decision to offer transportation was largely based on employee recruitment
and retention concerns.
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• The decision to discontinue transportation services was due primarily to
dwindling participation and the ending of pre-defined time limits (e.g., during a
company relocation).
• Significant transportation issues employers cited include: high cost, logistics,
liability, safety, and overcoming the preference to drive alone.
• Beneficial outcomes of offering private transportation services include employee
retention, improved employee morale and appreciation, and an expanded labor
pool.
Ultimately, 156 employers were identified as current providers of non-traditional
transportation services. The findings serve to reverse commonly-held misinformation,
i.e., that public transportation can and does serve the needs of all job seekers in the
region. During the course of the project, an indirect discovery revealed that a majority of
employers in the region lack understanding and usage of pre-tax transportation benefits.
This finding points to the need for further exploration to potentially expand the
programs. Recommended additional follow-up work necessary to maintain, update and
enhance the Clearinghouse in order that the data continues to be a regional resource to
facilitate access to employment opportunities include:
• Develop an ongoing update and maintenance of the existing Clearinghouse
database of information. It is critical that the information obtained through the
project be properly maintained, kept current and accurate in order to assist those
individuals who require information to access employment opportunities.
• Develop ongoing procedures for Workforce Board and One-Stop Center staff to
utilize so that changes, additions and new employer transportation services are
captured, recorded and included in the Clearinghouse database. While the study
obtained a significant amount of detailed information, which was previously
unknown about employer-offered transportation services, there are still
opportunities available to expand and improve the information database.
• Integrate and incorporate the Clearinghouse information for inclusion within the
RTA Regional Transportation Asset Management System (RTAMS). The
Clearinghouse information needs to reside in a well maintained, user-friendly and
easily accessible network-type environment. RTAMS is the perfect location for
this type of information to reside.
• In conjunction with Workforce Board staff, train the region’s One-Stop Center job
counselors on the RTA RTAMS system. In order to provide the maximum level
of assistance to persons in need of transportation to and from work, it is crucial
that staff from these entities be proficient in all facets of RTAMS.
• Explore service coordination and expansion opportunities. Through partnerships
with existing employers and transportation providers, there are numerous
opportunities for existing services to be shared and/or expanded in order to serve
a larger client base and increase service efficiency and effectiveness.
• Investigate coordination opportunities of the TIC findings with other nontraditional
public transportation programs (e.g., CATS Ridematch 21, Pace VIP
Vanpool, car sharing and station car demonstration projects) in the region. There
may be untapped benefits and opportunities among and between these non4
traditional services that could address some of the unmet commuter related
transportation needs.
• Sponsor additional employer-targeted pre-tax commuter choice benefit
educational workshops. These will provide a way for employers and employer
associations to enhance their awareness and learn about available employee
transportation benefits as well as assist them in implementing and administering
programs, such as RTA Transit Check, to their employees.