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Job Description
Marketing Statement
Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.
Job Summary
Pay Rate
SEIU Employee Development Specialist / Grade EDS
Hourly rate: $50.98 (Step 1) to $66.64 (Step 5)
External candidates will start at $50.98 (Step 1)
Reports To
Manager of Maintenance & Engineering, Technical Training or designee
Current Assignment
This announcement will be used to establish a pool of eligible candidates for vacancies that may occur within the next six (6) months.
The San Francisco Bay Area Rapid Transit District (BART) is currently seeking a highly motivated individual to join our dynamic Maintenance and Engineering, Technical Training Team, in a role that directly contributes to the safety, reliability, and efficiency of our rail operations.
In this role, you will be responsible for developing and delivering training programs focused on Maximo, as well as managing the Maintenance & Engineering (M&E) onboarding program, supporting Return to Work processes, administering the M&E Injury and Illness Prevention Program (IIPP), monitoring mailboxes, and completing audit reports.
The primary function of this role is to provide trainingfor the District’s Maintenance and Engineeringemployees; however additional related training duties may be assigned as needed.
The most qualified candidate for this position will demonstrate highly developed competencies beyond the minimum qualifications in the following areas. These competencies must be supported by demonstrated work experience and clearly articulated during the selection process:
Enterprise Asset Management (EAM) and Computerized Maintenance Management Systems (CMMS)- Strong understanding of asset and maintenance management processes, including work orders, preventive maintenance, and inventory management
Instructional Program Development & Assessment- Deliver instructor-led and virtual training sessions, including hands-on instruction
- Develop training materials such as job aids, e-learning modules, and video tutorials
- Conduct needs assessments to identify skill gaps and training requirements
- Evaluate training effectiveness and assess program outcomes to drive continuous improvement
Performance Standards Review- Monitor and evaluate performance standards to ensure alignment with organizational goals
Development of Technical & Instructional Content- Write and develop a wide range of technical and instructional materials
Training Coordination & Administrative Management- Plan, schedule, and track training sessions to ensure smooth and timely delivery of programs
- Coordinate all logistical and administrative components of training, including reserving classrooms, setting up virtual sessions, preparing materials, and confirming instructor availability
- Manage communication with training vendors, participants, and internal stakeholders
- Identify and resolve scheduling conflicts while maintaining alignment with departmental priorities
Application & Selection Process
This is a SEIU Local 1021 Bargaining unit position. All full-time SEIU District employees must follow the "Bid Form" process and deposit their bids in the bid box. Failure to comply may invalidate the employee's bid. As actual vacancies occur, District employees on the internal eligibility list will be considered before external candidates.
All EXTERNAL and current non-SEIU applicants must apply online at www.bart.gov/jobs . Applications must be completed in full and include all requested information, including dates of employment, positions held, hours worked, and a detailed description of duties performed.
Applicants may attach a resume to their application or bid form to provide supplemental information; however, the resume does not substitute for completing the application or bid form in its entirety. Only information included on the application or bid form and resume at the time of submission will be used to determine whether applicants meet the minimum qualifications for the position. All application and bid form materials must be submitted by the closing date and time listed on the job announcement. Applications and bid forms received after the closing deadline will not be considered.
The selection process for this position may include one or more of the following: a skills or performance demonstration, written examination, and/or panel or individual interview. External applicants will not be considered until all employees who have applied have been considered first.
All applications and bid forms will be reviewed by the Talent Acquisition Division to determine whether applicants meet the established Minimum Qualifications (MQs). Applicants who meet the MQs may be referred to the hiring department for further evaluation as part of the selection process.
The selected candidate must demonstrate a work history reflecting reliability and dependability and may be required to provide copies of certificates, diplomas, or other documentation required by law, including proof of authorization to work in the United States. Pre-employment processing will also include a background check. This requirement does not apply to current full-time District employees unless the position requires additional evaluations or clearances.
Examples of Duties
Researches, analyzes and identifies specific training needs to support District activities and further District goals; conducts research, prepares plans and programs to meet these needs or to solve specific operational problems.
Selects appropriate methodology, develops lesson plans, instructional materials and student handouts; schedules and coordinates training programs and activities.
Prepares the classroom environment; provides classroom and performance-based field training using a variety of instructional techniques.
Develops and administers oral, written and practical tests to assess the effectiveness of training.
Conducts and documents specific District skills certification programs; assists in the development of various pre-employment tests in the area of specialty; acts as subject matter expert in area of specialty.
Researches and identifies external training and sources and materials and evaluates their applicability to District needs.
Prepares scope of services for outside training assistance, recommends the selection of consultants or vendors, and monitors and evaluates performance.
Works with District staff to solve a variety of technical problems in the operations and maintenance areas.
Writes technical materials and creates drawings or schematics to support text.
Works closely with media and documentation staff to produce audio-visual materials.
Communicates regularly with trainees, other instructors and affected department personnel to achieve training goals.
Assists non-trainers in preparing presentations in specific program areas; administers educational assistance and other training-related programs.
May act as subject matter expert in area taught; maintains technical knowledge in areas taught.
Assists in developing and monitoring specific training program budgets.
Maintains records and prepares reports of work performed.
Additionally, for positions responsible for conducting training programs in Way and Facilities area only :
Delivers training programs for specialized on-rail maintenance equipment such as automated multifunctional Switch and Production Tamper/liners, Ballast Regulators, Production Rail Grinders, Locomotives and Rail Car equipment, Rubber Tire Road to Rail Vehicles, Light/Heavy duty type Trucks, Loaders and Mobile Cranes.Instructs and administers the State of California’s Third-Party Employer Testing Program for Commercial Driver License e.g., Bay Area Rapid Transit District.
Minimum Qualifications
EDUCATION
An Associate degree with major course work in education, counseling or a related technical field from an accredited college.
EXPERIENCE
Three (3) years of (full-time equivalent) verifiable experience in assessing training needs,
developing instructional materials and providing training to adults; OR three (3) years of (full-time equivalent) journey level experience in the skill area to be trained which must have included at least one (1) year of experience in instructing or training others.
Other Requirements
Must possess a valid California driver's license and have a satisfactory driving record.
May be required to work occasional off-hours shifts to administer training programs.
Must be physically able to stand for extended periods of time and lift audio-visual equipment and training materials weighing up to 50 pounds.
Must be physically able to climb on/off equipment.
Must be physically able to work in inclement weather.
District certification as an Employee Development Specialist will be required and certification will cover all areas to be taught.
Business computer user applications, including Microsoft Word, PowerPoint, or Excel.
SUBSTITUTION
Additional experience in assessing training needs, developing instructional materials, providing training to adults, or in the skill area to be trained as described above may be substituted for education on a year-for-year basis. An Associate degree is preferred.
Knowledge and Skills
Knowledge of :- Principles and practices of employee development and training.
- Methods of identifying training needs in an industrial setting.
- Training modalities, techniques and materials, particularly as used in a classroom or field setting.
- Design and preparation of audio-visual materials.
- Vendors, consultants and potential sources of training courses or materials.
- Procedures, policies and techniques relating to the specific subject matter to be taught (will vary with the specific training assignment).
Skill in :- Identifying and assessing training needs.
- Researching and developing programs and materials to meet identified needs.
- Analyzing varied technical problems related to operations and maintenance activities and recommending solutions.
- Writing a variety of technical, instructional and other written materials, including reports of work performed.
- Developing varied audio-visual materials and technical drawings to support instructional activities.
- Conducting training sessions, both in the classroom and at the work site.
- Assessing and evaluating the results of instructional programs.
- Maintaining accurate documentation of training activities.
- Evaluating applicability of outside training consultants and vendors and recommending and monitoring such programs.
- Monitoring and evaluating performance standards.
- Working on multiple tasks, exercising flexibility as needed, and acting independently with sound judgment.
- Identifying problems and developing solutions both independently and in cooperation with others.
- Establishing and maintaining effective working relationships with those contacted in the course of the work.
Equal Employment Opportunity GroupBox1
The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.
The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov .
Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs .
The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification.
Highlights- Medical Coverage (or $350/month if opted out)
- Dental Coverage
- Vision Insurance (Basic and Enhanced Plans Available)
- Retirement Plan through the CA Public Employees’ Retirement System (CalPERS)
- 2% @ 55 (Classic Members)
- 2% @ 62 (PEPRA Members)
- Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details)
- Money Purchase Pension Plan (in-lieu of participating in Social Security tax)
- 6.65% employer contribution up to annual maximum of $1,868.65
- Deferred Compensation & Roth 457
- Sick Leave Accruals (12 days per year)
- Vacation Accruals (3-6 weeks based on time worked w/ the District)
- Holidays: 10 observed holidays and 3 floating holidays
- Life Insurance w/ ability to obtain additional coverage
- Accidental Death and Dismemberment (AD&D) Insurance
- Survivor Benefits through BART
- Short-Term Disability Insurance
- Long-Term Disability Insurance
- Flexible Spending Accounts: Health and Dependent Care
- Commuter Benefits
- Free BART Passes for BART employees and eligible family members.
Closing Date/Time: 5/29/2026 11:59 PM Pacific - Strong understanding of asset and maintenance management processes, including work orders, preventive maintenance, and inventory management
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ABOUT THE COMPANY
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BART (Bay Area Rapid Transit)
Show moreThe BART story began in 1946. It began not by governmental fiat, but as a concept gradually evolving at informal gatherings of business and civic leaders on both sides of the San Francisco Bay. Facing a heavy post-war migration to the area and its consequent automobile boom, these people discussed ways of easing the mounting congestion that was clogging the bridges spanning the Bay. In 1947, a joint Army-Navy review Board concluded that another connecting link between San Francisco and Oakland would be needed in the years ahead to prevent intolerable congestion on the Bay Bridge. The link? An underwater tube devoted exclusively to high-speed electric trains.
Since 1911, visionaries had periodically brought up this Jules Verne concept. But now, pressure for a traffic solution increased with the population. In 1951, the State Legislature created the 26-member San Francisco Bay Area Rapid Transit Commission, comprised of representatives from each of the nine counties which touch the Bay. The Commission's charge was to study the Bay Area's long range transportation needs in the context of environmental problems and then recommend the best solution.
The Commission advised, in its final report in 1957, that any transportation plan must be coordinated with the area's total plan for future development. Since no development plan existed, the Commission prepared one itself. The result of their thoroughness is a master plan which did much to bring about coordinated planning in the Bay Area, and which was adopted a decade later by the Association of Bay Area Governments (ABAG).
The BART Concept is Born
The Commission's least-cost solution to traffic tie-ups was to recommend forming a five-county rapid transit district, whose mandate would be to build and operate a high-speed rapid rail network linking major commercial centers with suburban sub-centers.The Commission stated that, "If the Bay Area is to be preserved as a fine place to live and work, a regional rapid transit system is essential to prevent total dependence on automobiles and freeways."
Thus was born the environmental concept underlying BART. Acting on the Commission's recommendations, in 1957, the Legislature formed the San Francisco Bay Area Rapid Transit District, comprising the five counties of Alameda, Contra Costa, Marin, San Francisco and San Mateo. At this time, the District was granted a taxing power of five cents per $100 of assessed valuation. It also had authority to levy property taxes to support a general obligation bond issue, if approved by District voters. The State Legislature lowered the requirement for voter approval from 66 percent to 60 percent.
Between 1957 and 1962, engineering plans were developed for a system that would usher in a new era in rapid transit. Electric trains would run on grade-separated right-of-ways, reaching maximum speeds of 75-80 mph, averaging perhaps 45 mph, including station stops. Advanced transit cars, with sophisticated suspensions, braking and propulsion systems, and luxurious interiors, would be strong competition to "King Car " in the Bay Area. Stations would be pleasant, conveniently located, and striking architectural enhancements to their respective on-line communities.
BART employees in the 1970s.
Hundreds of meetings were held in the District communities to encourage local citizen participation in the development of routes and station locations. By midsummer, 1961, the final plan was submitted to the supervisors of the five District counties for approval. San Mateo County Supervisors were cool to the plan. Citing the high costs of a new system-plus adequate existing service from Southern Pacific commuter trains - they voted to withdraw their county from the District in December 1961.
With the District-wide tax base thus weakened by the withdrawal of San Mateo County, Marin County was forced to withdraw in early 1962 because its marginal tax base could not adequately absorb its share of BART's projected cost. Another important factor in Marin's withdrawal was an engineering controversy over the feasibility of carrying trains across the Golden Gate Bridge.
BART had started with a 16-member governing Board of Directors apportioned on county population size: four from Alameda and San Francisco Counties, three from Contra Costa and San Mateo, and two from Marin. When the District was reduced to three counties, the Board was reduced to 11 members: four from San Francisco and Alameda, and three from Contra Costa. Subsequently, in 1965, the District's enabling legislation was changed to apportion the BART Board with four Directors from each county, thus giving Contra Costa its fourth member on a 12-person Board. Two directors from each county, hence forth, were appointed by the County Board of Supervisors. The other two directors were appointed by committees of mayors of each county (with the exception of the City and County of San Francisco, whose sole mayor made these appointments).
The five-county plan was quickly revised to a three-county plan emphasizing rapid transit between San Francisco and the East Bay cities and suburbs of Contra Costa and Alameda counties. The new plan, elaborately detailed and presented as the "BART Composite Report, " was approved by supervisors of the three counties in July 1962, and placed on the ballot for the following November general election.
The plan required approval of 60 percent of the District's voters. It narrowly passed with a 61.2 percent vote District-wide, much to the surprise of many political experts who were confident it would fail. Indeed, one influential executive was reported to have said: "If I'd known the damn thing would have passed, I'd never have supported it. "
The voters approved a $792 million bond issue to finance a 71.5 mile high-speed transit system, consisting of 33 stations serving 17 communities in the three counties. The proposal also included another needed transit project: rebuilding 3.5 miles of the San Francisco Municipal Railway. The new line would link muni streetcar lines directly with BART and Market Street stations, and four new Muni stations would be built.
The additional cost of the transbay tube -- estimated at $133 million -- was to come from bonds issued by the California Toll Bridge Authority and secured by future Bay Area Bridge revenues. The additional cost of rolling stock, estimated at $71 million, was to be funded primarily from bonds issued against future operating revenues. Thus, the total cost of the system, as of 1962, was projected at $996 million. It would be the largest single public works project ever undertaken in the U.S. by the local citizenry.
After the election, engineers immediately started work on the final system designs, only to be halted by a taxpayer's suit filed against the District a month later. The validity of the bond election, and the legality of the District itself, were challenged. While the court ruled in favor of the District on both counts, six months of litigation cost $12 million in construction delays. This would be the first of many delays from litigation and time-consuming negotiations involving 166 separate agreements reached with on-line cities, counties, and other special districts. The democratic processes of building a new transit system would prove to be major cost factors that, however necessary, were not foreseen.
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