Data from OC Transpo shows over 200 bus operators are expected to leave before the end of the year as it launches its ambitious plan to fill critical frontline staff. Vacancy data through May 31 shows the transit agency expects to lose 223 bus operators to attrition, internal moves or failed training by the end of 2026. That’s nearly 15 per cent of the 1,516 bus operators it currently employs. To cover the gap and hit new 105 per cent staffing targets, OC Transpo’s new integrated workforce plan sets a goal of 372 bus operators in training by the end of the year. In a statement with the numbers, its Chief Safety Officer Sabrina Pasian acknowledged high attrition among bus operators and said a “robust recruitment campaign is underway” for all positions. The campaign includes “targeted events across the city and both digital and print advertising, all designed to increase awareness of the positions available at OC Transpo.” It takes on average over six months, 191 days, to recruit and train a driver for full service. With 32 in training, OC Transpo needs to average 1.7 bus operators into training per day between now and the end of the year to hit its target and stabilize numbers. Asked whether the targets were feasible or aspirational, Pasian said in an email they’re “designed to be realistic and actionable.” “It is reviewed on a weekly basis with key partners within Transit Services to monitor progress, identify emerging trends, and address any challenges early.” She said there are roughly “1,400 applicants currently undergoing screening at various stages of the recruitment process.” Union: Retention needs to be a major focus in hiring plan Noah Vineberg, President of the Amalgamated Transit Union local 279, said he was “not surprised” by the high attrition rate among bus operators and said the data confirms what he informally knew. Vineberg described many things at play including 12-hour shifts and schedules that can impact personal schedules and family life, along with higher paying positions in other departments. But other “realities” of the job make it tough to keep people long-term. “There’s a lot of things about this job that people don’t see – the violence, the verbal assaults, the difficulty to maintain a schedule in heavy traffic areas,” he said of some of the challenges. “Everybody goes into it with the best of intentions and they try and get through the first few years, but we see a lot of drop off in the first couple years. That’s just the reality of it.” He said it’s why the new staff plan needs to focus on retention “as much, if not more than attraction.” “It’s easy to predict who you want to hire, I don’t think you can predict who you may lose if you don’t take a wholesome look at what’s happening.” On feasibility, Vineberg said he had confidence OC Transpo was looking at the right data to plan accordingly, something he called “wise.” “But I still reserve concern that it’s a hard job.” Other frontline positions Vacancy numbers from other frontline positions were included in the data, including diesel and electric rail operators and controllers, mechanics, garage attendants and special constables. The numbers also included training targets. Like bus operators, current vacancies are generally modest but targets for train-related staff takes into account the new LRT expansion under Stage 2 and the east-end extension. The gap for attrition is less clear. OC Transpo expects staff levels for electric rail operators to stabilize by March 2027 and diesel operators by next June. Because of the nature of the role, the process to recruit and train rail controllers is upwards of 451 days. It’s expected to take until August 2027 and beyond for those numbers to hit targets. The presentation at transit committee had no similar stabilization dates for Para Transpo operators, Garage Attendants, Mechanics and Special Constables.
