1. San Joaquin RTD Our vision: To be the transportation service of choice for the residents we serve Donna DeMartino General Manager/CEO

2. San Joaquin RTD Service Facts RTD by the numbers –Ridership: 5 million passenger trips (CY 2008) –Employees: 320+ –Revenue Vehicles: 133 Service area: San Joaquin County (nearly 1,500 sq. mi.) –Approximately 680,000 people –7 incorporated cities Rural communities Unincorporated areas As the regional transit provider, RTD operates –42 Stockton Metro routes –18 Commuter routes –9 Intercity and countywide routes

3. The Downtown Transit Center

4. Nearly all RTD Stockton, Intercity, and County routes connect at the DTC Passenger Boarding Platforms cover ¾ of the block and provide 20 sheltered, off-street bus stops on four bus lanes Customer Service Center provides schedules, route planning information, and bus pass sales On-site Police satellite station; 72 security cameras Stockton’s downtown public transit hub –Average 6,500 weekday customers; over 1.5 million visits per year

5. Recent Accomplishments Public-Private Partnerships: Stockton Unified School District and San Joaquin Delta College; Downtown Stockton Alliance and the Miracle Mile –partnerships that put students on our buses – young people who I hope to see as the next generation of citizens riding and supporting transit Mall Transfer Station Construction Fleet Rebranding: Commuter and Stockton Metro & Intercity buses Facilities Improvements at Metro and County

6. Since 2006, RTD’s hybrid buses have: Driven 2.4 million miles Used nearly 200,000 fewer gallons than the buses they replaced Saved RTD over $583,000 in fuel costs (at $3.00/gallon) Produced up to 90% less emissions than diesel-only buses Saving Money and the Environment RTD Hybrids

7. Recent Accomplishments The better RTD is, the better our community is, and we're doing so much of which I'm proud: –back-to-back years of double-digit ridership increases –off-the-hook ridership on our new BRT route, the first in San Joaquin County –our use of hybrid buses to reduce emissions AND operating costs Nobody can accomplish this much alone. Great results require great people!

8. Are You Attracting, Encouraging, and Retaining Talent? RTD’s Internship Programs—Before and After RTD formerly hired interns as low cost help Filing, sorting, and some ride checking Sometimes working on special projects Mary Ann Collier, RTD’s Director of Human Resources and Chair of APTA’s Human Resource Committee, and Gloria Salazar, RTD’s AGM/CFO (recently participated in International Study Mission on Workforce Development) changed RTD’s program to make it a more valuable experience for interns

9. RTD’s New Internship Program Program structured to provide:  A specific project for the intern to complete with milestones and expectations  An opportunity for the intern to summarize his/her experience  An evaluation of the intern’s performance  Feedback to the intern’s professor/academic advisor Interns receive:  Sessions with the CEO and Department Directors  Orientation to RTD  Tour of RTD facilities  Travel on RTD services  Opportunity to attend a Board meeting  Opportunity to attend a community outreach meeting if available Managers requesting interns must:  Describe the specific project the intern will be assigned  Commit to providing an evaluation of the intern’s performance  Provide written feedback to the intern’s professor/academic advisor  Allow time for interns’ participation in bi-weekly briefing sessions with coordinator Are You Attracting, Encouraging, and Retaining Talent?

10. Beyond Internship Programs—Creating a Culture of Learning Within Your Organization Look for Untapped Talent Within your Agency APTA Transit CEO’s Conference--Coach Operator to CEO? It is possible? Employees as Students—Communication between instructors and Transit CEOs Make an investment in Employees—it is not only an investment in them, but also in your organization and the industry Plan $$$ in your Budget--Career Development and Tuition Reimbursement Learning is a lifelong journey Don’t let yourself or your employees get stuck in a rut Don’t underestimate the value of APTA, CTA, and CalACT Attendance at conferences Programs, Materials, Committees, and Networks Webinars Websites—a wealth of information Provide Special Projects and Assignments Stretch employees’ abilities and experiences (procurements, marketing, etc.) Share the vision--Instill excitement—Keep it fun Are You Attracting, Encouraging, and Retaining Talent?

11. CalACT Theme-Reflecting on the Past—Preparing for the Future Requires—Commitment to Learning as a Lifelong Experience The Good News—transit has so many options! My Personal Learning and Teaching Experiences Before Transit—Degree in Education and Teaching Credential In Transit--Leadership APTA, ENO Graduate and Leadership Programs, and the International Transit Study Mission Programs in which I have been a student and instructor San Jose State University’s Mineta Institute—Master of Science in Transportation Management (MSTM) Accredited Program for college graduates Low cost financial options--scholarships Other similar graduate level programs available Transit and Paratransit Management Certificate Program--UOP Program for employees who do not have a degree or do not have an interest in obtaining a graduate degree in transportation Classes offered several times a year at various locations throughout California

12. Are You Attracting, Encouraging, and Retaining Talent? Yesterday’s Session—Terminating Employees How to Avoid Reaching that Place: Help people find their passion Make certain that everybody on the team is interested in the success of the organization Provide interesting work Allow for greater participation Offer greater recognition Provide opportunities for development

13. Are You Attracting, Encouraging, and Retaining Talent? Want ideas or information??? Please contact me!!! Remember--An investment in your employees is not only an investment in them, but also in your organization and our industry.