The document summarizes initiatives by a Transit Department to implement a more participative design process. It outlines objectives to create an organizational culture of employee engagement, facilitate a cultural shift from command and control to a participative workforce, and increase productivity. A working conditions committee with employee, management, and union representatives was established and focus groups identified mistrust and miscommunication as key issues. Recommendations from task groups aimed to improve service, working conditions, and operational efficiencies. Achievements included improved communication, establishment of trust, and resolutions of grievances and policy issues through participative processes.

1. Transit Department Participative Design Initiatives July 24, 2009

2. PARTICIPATIVE DESIGN OBJECTIVES Create an Organizational Culture of Employee Engagement and Collaboration Facilitate a Cultural Shift from Command and Control to a Participative Workforce Increase Productivity through Development of a Motivated Committed Workforce

3. Redesign Process Legacy Bowes engaged to facilitate the process Working Conditions Committee (WCC) established 7 Employees – selected by workforce 3 Management reps 3 Union reps Focus groups held with over 60 bus operators Mistrust & miscommunication identified as key issues Priorities for action identified Task groups established along priority themes Employee/Management/Union Relations Schedules Safety & Health

4. Redesign Process Minimum critical specifications established Improve service to customers Improve working conditions for bus operators Improve operational efficiencies Recommendations to resolve issues brought forward to WCC Steering Group for approval

5. WCC Feedback on Achievements to Date Improved communication with bus operators Face to face circle meetings between management and bus operators to discuss current issues WCC bulletin boards created E-mail links for easy communication between task groups and individual bus operators Development of an new employee web site called inTransit

6. WCC Feedback on Achievements to Date (continued) Re-establishment of trust between management/union and bus operators Policy grievance on bus stop announcements resolved by withdrawal of individual disciplinary action Agreement on a new employee/management/union – pre grievance issue review process Feedback from ATU and bus operators used to establish criteria for selection process for Operations Supervisor Letter of Understanding signed on uniform changes brought forward by employees New process implemented to resolve bus operator concerns about problem runs/schedules. Video surveillance camera policy presented to workforce and implemented without resistance.

7. Other Achievements Results Centered Leadership development training for Management completed New leadership selected for operations supervisor positions Working Conditions Committee established in Treasury and Plant & Equipment Divisions LOU signed to pilot a new shift schedule for Treasury farebox handlers LOU signed to improve working conditions for new journeymen mechanics