Trapeze Blog Mentorship in Action: How VTA Builds a Stronger Transit Workforce

By Derik Calhoun In public transit, where workforce challenges continually shift to meet the needs of the communities we serve, mentorship programs are more than just initiatives—they are strategic investments in the future. At Santa Clara Valley Transportation Authority (VTA), I’ve seen firsthand the transformative power of mentorship in building a resilient and empowered workforce.  While the first part of this series explored the broad benefits of mentorship, I want to share actionable strategies and proven metrics that have guided our agency for many years in creating sustainable and impactful mentoring programs. Through these efforts, we have not only strengthened our workforce but also set a benchmark for the industry.  At VTA, mentorship is more than skill transfer—it’s about fostering relationships, building a sense of community, and investing in employees’ long-term success. Our programs are deeply rooted in collaboration, aligning the goals of leadership, frontline workers, and unions to ensure everyone thrives. Initiatives like the Joint Workforce Investment (JWI) program (established, 2006) and the New Operator/Mentor Pilot Project (2008) have shown that mentoring isn’t just a short-term solution; it’s a long-term strategy for resilience, growth, and operational excellence.  Whether you’re building a program from scratch or looking to refine an existing one, here are five proven strategies we’ve embraced at VTA to ensure mentorship programs deliver measurable results.  5 Key Strategies for Crafting an Effective Mentorship Program  A robust mentorship program thrives on structure, alignment with organizational goals, and commitment from leadership and frontline staff. Here’s how we’ve shaped our mentoring initiatives to drive meaningful results.  1. Set Clear Goals  Defining the program's objectives ensures that every participant understands the desired outcomes, whether it’s improved retention, skill-building, or fostering leadership.  Through our New Operator/Mentor Pilot Project, we paired new hires with seasoned operators to ease their transition into the workforce. The pilot focused on reducing early-career stress, improving customer service, and fostering operator confidence. This clarity of purpose contributed to a 15% increase in retention rates among new hires within the first year.  2. Choose and Train Mentors Carefully  Mentors are the backbone of any mentorship program, so selecting individuals who are not only experienced but also patient, communicative, and committed is crucial.  At VTA, mentors receive comprehensive training developed in collaboration with a local university. This program equips them with tools for effective communication, stress management, and fostering teamwork, ensuring new hires receive well-rounded guidance.  Mentors are selected based on their proven track record of supporting fellow operators, their willingness to be available to new drivers when needed, and their ability to draw from relatable life experiences. They recognize the importance of delivering exceptional service in a profession centered on community needs.   3. Match with Intention  Pairing mentors and mentees based on shared interests, career goals, or specialized expertise enhances the mentoring relationship and ensures relevance.  Our mentees are matched with experienced operators or managers whose expertise aligns with their needs. New operators are matched with seasoned coach operators or mentors familiar with the challenges of transitioning to the job. VTA’s mentorship program provides mentor-led sessions where new operators join experienced mentors on their routes. These sessions offer critical insights into operating a coach in revenue service and navigating the stresses of the job. This structured mentorship approach also ensures new hires develop trusted relationships with their mentors, equipping them to handle the complexities and stresses of the job more effectively.  4. Provide Comprehensive Resources  Effective mentorship programs are supported by robust training resources, from structured curriculums to digital learning tools.  Our mentoring framework includes a coordinated curriculum informed by the lived experiences of veteran operators. This real-world approach combines on-the-job mentoring, classroom sessions, and instructional videos to address best practices and common challenges.  5. Ensure Regular Check-Ins  Ongoing communication strengthens relationships, reinforces learning, and addresses challenges proactively.  During the pilot project, mentors and new operators participated in structured classroom sessions at three critical points during the year. These check-ins allowed for progress reviews and collaborative problem-solving, ensuring continued growth and support.  The Transformative Power of Mentorship  Mentorship programs are more than tools for workforce development—they are catalysts for culture change and employee empowerment.  Building a Resilient Workforce: Our mentoring initiatives equip new operators with the tools to navigate the complexities of their roles, from mastering customer interactions to managing operational stress. The result? A confident, capable workforce prepared to deliver exceptional service.  Fostering a Sense of Belonging: These programs build a supportive community. Through the Joint Workforce Investment (JWI) program, we collaborated with frontline workers to create training modules rooted in real-world experiences. This inclusive approach not only improved job satisfaction but also instilled pride and purpose among employees.  Scaling Success: Aligning mentorship with strategic goals allows us to cultivate a workforce that is adaptable, resilient, and equipped to thrive in a changing transit landscape. By integrating mentorship into our broader workforce development initiatives, we’re not just supporting individual employees—we’re fostering a culture of continuous learning and improvement. This approach ensures that our team is ready to tackle emerging challenges, embrace new technologies, and deliver exceptional service to the communities we serve. Through thoughtful planning and execution, mentorship becomes a cornerstone of long-term organizational growth and sustainability.  Measuring Impact: Metrics That Matter   A successful mentorship program doesn’t just feel effective—it demonstrates measurable results. We track these key metrics to evaluate the success of our mentorship initiatives:  Retention Rates: Improved retention signals that new hires feel supported and engaged.  Mentorship programs boosted retention among new operators from 80% to 95%.  Skill Development: Tracking mentee progression in areas like route efficiency, customer service, or conflict resolution ensures that the program delivers practical outcomes.  Career Advancement: Monitoring promotions and role transitions among mentees highlights how mentorship prepares employees for leadership positions.  Employee Feedback: Regular surveys and open dialogue provide qualitative insights into program effectiveness and areas for improvement.  LEARN ABOUT TRAPEZE WORKFORCE MANAGEMENT