Pierce Transit employees deliver essential services to the community and are the most important element of the agency. Quality services can only be provided with a dedicated, professional, engaged workforce. Therefore, employee retention and engagement should be a top agency priority.

STRATEGIES

  • Foster an environment of employee well-being by cultivating a culture of open, transparent and complete communication and collaboration.
  • Assemble, adopt and implement a “workforce development” plan focused on employee attraction, retention and succession.
  • Implement strengths-based leadership practices for management/leadership roles.
  • Improve conditions for employee personal security.
  • Continue to support and enhance the agency safety culture.
  • Strengthen and enhance equal employment opportunity and diversity, equity and inclusion programs.

PERFORMANCE METRICS

  • Retain at least 85% of employees per year.
  • Increase participation in annual employee engagement and diversity, equity and inclusion surveys to at least 60%.
  • Improve index scores by 0.2 for the culture of equity index and culture of inclusion index in the annual DEI survey.
  • Improve by 10% the average score for the question, “How likely are you to recommend Pierce Transit as a great place to work?”
  • Internal customer service scores of 75% or greater for employee internal customer service satisfaction.
  • 100% of managers receive strengths-based leadership practices training within their first year.