Identifying the Problem: A Workforce in Need of Specialized Training
In the early 2000s, public transit agencies across Southern California were facing mounting challenges in workforce development. The transit industry was undergoing significant transformations, driven by advances in technology, evolving environmental regulations, and an aging workforce. These changes created an urgent need for specialized training programs to prepare maintenance technicians, managers, and other transit professionals to keep up with new demands.
At the time, most transit agencies operated in silos, each developing its own training programs with limited collaboration. This approach led to inefficiencies, duplication of efforts, and inconsistent training quality. Smaller agencies, in particular, struggled to provide the resources and expertise required for comprehensive training programs.
Visionary Leadership: Jim Ditch and Long Beach Transit
Amid these challenges, Jim Ditch, then the Director of Maintenance at Long Beach Transit (LBT), recognized an opportunity to address the problem through a collaborative approach. With years of experience in transit operations and maintenance, Ditch understood the critical role that skilled personnel played in ensuring the safety, efficiency, and sustainability of public transportation. He also recognized that the fragmented training efforts across agencies were insufficient to meet the growing demands of the industry.
Ditch envisioned a centralized organization that could pool resources from multiple transit agencies and educational institutions, allowing for the development of standardized, high-quality training programs. This vision laid the groundwork for what would become the California Transit Training Consortium (CTTC).
The Pilot Program: LBT Leading the Way
Under Ditch’s leadership, Long Beach Transit became a pioneer in addressing workforce development challenges. LBT initiated partnerships with local community colleges and technical schools to create training programs for transit maintenance personnel. These pilot programs focused on practical, hands-on learning and were designed to be scalable across the region.
The success of these initial efforts demonstrated the potential for a more comprehensive approach to training. Ditch began advocating for a formalized, regional organization that could expand these programs to benefit transit agencies throughout Southern California.
Founding the Consortium: Collaboration Takes Root
In 2004, with support from Long Beach Transit and other forward-thinking transit agencies, Ditch brought together a coalition of stakeholders to establish the Southern California Regional Transit Training Consortium (SCRTTC). Founding members included transit agencies, community colleges, universities, and private sector partners. Together, they created a collaborative model for workforce development that prioritized:
• Resource Sharing: Consolidating funds, expertise, and facilities to deliver cost-effective training.
• Standardization: Developing consistent training programs that could be applied across multiple agencies.
• Industry Relevance: Partnering with industry experts to ensure training programs aligned with real-world needs.
Ditch’s leadership and vision were instrumental in gaining buy-in from these diverse stakeholders. His ability to articulate the benefits of collaboration—such as reduced costs, improved training quality, and a more skilled workforce—helped turn the idea of the consortium into a reality.
Meeting the Needs of Maintenance and Management
One of the primary focuses of the newly formed SCRTTC was addressing the training needs of maintenance technicians and transit managers. Ditch and the founding members recognized that these roles were particularly vulnerable to the challenges posed by:
• The introduction of new technologies, such as hybrid and electric buses.
• Stricter environmental regulations requiring new operational practices.
• A wave of retirements among experienced personnel, creating a “knowledge gap” within the workforce.
To address these issues, the consortium developed courses that combined classroom instruction with hands-on training in areas such as:
• Advanced vehicle diagnostics.
• Alternative fuel systems.
• Leadership and management skills for transit supervisors and managers.
Scaling Success: Expanding the Mission
The success of SCRTTC’s initial efforts under Ditch’s guidance set the stage for the organization’s expansion. As the consortium grew, it attracted new members from across the state, leading to its rebranding as the California Transit Training Consortium (CTTC) in 2018.
The collaborative model championed by Ditch has since become a cornerstone of CTTC’s operations. By fostering partnerships between transit agencies and educational institutions, CTTC has created a network capable of delivering training programs that are both innovative and responsive to the evolving needs of the industry.
Legacy of Leadership
Jim Ditch’s vision and determination to address workforce development challenges left an indelible mark on the transit industry. His efforts not only led to the founding of CTTC but also inspired a culture of collaboration that continues to drive the organization’s success today.
Long Beach Transit, as one of the founding agencies, remains an active partner in CTTC’s initiatives. The agency’s early investment in workforce development has paid dividends, helping to ensure that the transit industry in California remains equipped to meet the demands of the future.
Continuing the Mission
CTTC honors the legacy of Jim Ditch and the founding members by staying true to its mission of advancing the skills of the transit workforce and preparing for the future. Through ongoing innovation and collaboration, the organization continues to address the training needs of maintenance technicians, managers, and other transit professionals, ensuring the sustainability and success of public transportation across California.
