The CTA's on-time performance improved in 2008 because it implemented a performance management initiative, CTA President Ron Huberman told his board Jan. 14.
The CTA uses performance management to "identify and track key factors that influence reliability" -- which certainly is a key strategic goal for the transit agency. Here are some ways the CTA says it improved on-time performance:
- Aggressive maintenance program to replace parts near the end of their useful life before they fail.
As a result, Ron said "with some rail cars nearing 40 years old, mechanical problems decreased by 16 percent and
trains were able to travel an average of 38% farther before experiencing a
defect. More reliable cars contributed to more reliable service: During rush
periods, 83% of trains came within one minute of their scheduled arrival time."
This maintenance program also helped reduce overdue jobs by 45%. That means "the number of buses held in due to defective equipment has dropped dramatically
since last year. CTA has experienced a 99.9 percent decrease in bus runs held in
for defective equipment since August 2007."
- Accountability at the employee level.
The CTA says the number of runs cancelled because of manpower shortages caused by absenteeism dropped by 82% since August 2007. Managers are trained on how absenteeism affects reliability and held accountable for it.
- Slow zone elimination increased rail reliability.
Rail trips now are faster and safer, says the CTA, with slow zones on less than 7% of the system, compared with more than 22% in October 2007.Certainly gotta give 'em props for this.
Gaps between buses -- Ron says he prefers to look at gaps rather than bunches -- were reduced by 31% since fall 2007, "and the number of buses arriving within one minute or less of buses ahead has
decreased by 24 percent." The CTA defines big gaps as 15 minutes between buses or arrivals that are double the scheduled headway, whichever is greater.
This is good progress. And good performance management just keeps building on itself as employees see the clear connection between PM programs and results against goals -- and presumably, their own future compensation is tied to performance via merit raises and/or bonuses.
Finally, from the press release:
"We are proud of these success stories, but we know we still have work to do to
make the CTA customer experience the best that it can possibly be,” said
Huberman. “Given the difficult economic environment, it is also paramount that
we understand the value we get for every dollar we spend and make the most out
of the resources we have available.”
In May 2007, the CTA implemented a
performance management process that focuses on a data-driven management model
aimed at improving operational efficiencies which in turn enhance the customer
experience. All CTA departments are responsible for managing to targets based on
key performance and financial metrics organized around five goals – safe, on
time, clean, courteous and efficient.
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