1. Creating Successful Internship Programs

2. Our Internship Journey
MTM established formal internship program in 2016
Continuously improved to:
Increase structure
Define expectations
Identified opportunity for transit-focused internships to attract new talent to the industry

3. Best Practices Paid Internships
Follow minimum wage requirements & pay overtime
Follow employment classification regulations
Ensure internships span an appropriate length of time
Limit number of interns initially
We started at four per session, now we are at ten

4. Selecting Interns Selection process mirrors our recruiting process
Online application to give experience with job search process
Resume required
Minimum of two interviews: phone & face-to-face
Formal offer letter

5. Onboarding Interns
Formal onboarding to avoid risk, protect data access & acclimate interns to our culture
Compliance courses
FTE documents signed
Meet & greets with team members & leaders
Formal syllabus
Training opportunities
Conference call & etiquette
HIPAA & ADA regulations
Leadership development
Operational experience

6. Evaluating Interns
Interns are given goals & KPIs to manage productivity, behavior & outcomes
Interns & managers complete regular performance evaluations throughout internship

7. Then vs. Now 2016 2018 Identifying Opportunities
Any leader needing an extra pair of hands
Leaders with the capability to successfully manage interns following defined curriculum & application process
What Kind of Work Does the Intern Get?
“Laundry” work that no else took ownership of/had time for—minimal value to intern
High level, meaningful work that prepares the intern for their future career
How Structured is the Program?
No syllabus or structure & few expectations
Formal syllabus & full on-boarding/training program

8. Applying MTM Intern Model to Ride Right
Introduce new talent to transit & build a bench of future leaders
MTM’s department-specific approach would not be effective
Create full rotational experience to all areas of the transit operation, providing interns with global perspective on running an transit operation

9. Transit Internship Experience
Operations
Dispatch, reservations & scheduling
Staffing, overtime & payroll
Safety & training
Maintenance
Leadership
Recruiting
Employee engagement
Compliance & audit
CBA dynamics
P&L
RFPs, rebids & client relations

10. Launch & Partnership
Ride Right launching internship program this summer
Partnering with university programs for unique, hands-on approach

12. Unitrans
Local public transit serving the City of Davis & UC Davis since 1968
Partnership between the Associated Students of UC Davis & the City of Davis began in 1977
Started off with just two London Doubledecker buses in 1968 to almost 50 buses today
From two routes in to 18 routes today
Over 250 student employees
Only North American agency operating vintage London doubledeckers in regular service

13. Service Area

14. Unitrans by the Numbers
22,000 daily customers
4,000,000 annual customers
68,000 city population
35,000 UC student population
18 routes
18 hours per day
15-30 minute frequencies
48 buses, including 3 vintage doubledeckers & 2 modern doubledeckers
50 pax/hr
3rd highest in CA SF LA
Davis
Lowest cost per hour in CA
$65/hr
Over 250 employees—all front line staff are students
Undergrads ride fare free/City staff ride fare free
$1 fare; less than half our regional partners

15. Building Transit Professionals
Almost 250 student employees—drivers, supervisors, trainers, mechanics, planners, managers, etc.
Convenient & one of best paying campus jobs
10 student managers overseeing Operations, Training, Marketing, Planning, Hiring, etc.
On the job, real-life transit experience across all fields

16. Student Model, Better Outcomes
Student model provides pipeline for future transit professionals
Engaged, motivated workforce
Friendly, customer-focused service
Model has quadrupled federally & locally supported service levels