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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
AFSCME Pay Grade 15
This job classification has moved to a salary step structure as of January 1, 2025. Individuals hired into the classification will typically be appointed at step 1 of the salary range. They will advance to step 2 after working in the position for six (6) months, to step 3 one year from the hire date, and to steps 4 and 5 at one-year intervals thereafter. Each salary step progression will provide a 5% increase to the employee’s base salary until step 5 is reached. The salary range for this job classification is $136,156.80 - $165,505.60/ Annually
The negotiable salary offer will be $136,156.80 (Step 1), commensurate with experience and education.
Note
This job announcement will be used to establish a list of eligible candidates for vacancies that may occur within the next six (6) months.
Reports To
This position reports to a designated supervisory or managerial classification.
Current Assignment
The San Francisco Bay Area Rapid Transit District (BART) is seeking an innovative and highly effective Operations Training Supervisor to lead critical training initiatives that support the safety, reliability, and operational excellence of the District’s expanding rail system.
As BART advances transformative capital programs-including fleet modernization, system reinvestment, Train Control Modernization (TCMP), and major infrastructure upgrades, the need for a strong, future-focused training program is essential. This role provides a unique opportunity for a seasoned training leader to shape workforce capability across Maintenance & Engineering ensuring employees are equipped with the knowledge, skills, and competencies necessary to safely and efficiently perform in a changing operational environment.
Under the direction of a designated manager, the Operations Training Supervisor will oversee the design, delivery, and continuous improvement of technical, operational, leadership, and safety training programs. The incumbent will supervise training staff, manage training resources, integrate modern learning technologies, and work closely with operational leaders to ensure that training programs directly support service reliability, worker safety, regulatory compliance, and BART’s organizational values.
Key priorities for this assignment include:- Supporting system modernization initiatives by developing and maintaining training programs aligned to new technologies, digital systems, and evolving operational procedures.
- Enhancing workforce readiness through competency-based training, assessment, and certification programs that reflect the needs of mission-critical operational roles.
- Strengthening safety culture by ensuring training content meets or exceeds regulatory requirements and reinforces safe work practices at every level.
- Improving coordination and training delivery across departments to ensure consistency, quality, and timely implementation of training that supports service delivery.
- Integrating innovation by incorporating blended learning, simulation technology, digital media, and modern instructional design practices to increase learning effectiveness.
- Building and developing high-performing training teams capable of delivering high-quality instructional programs across diverse operational disciplines.
The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process:- Leadership & Staff Development: Demonstrated ability to coach, mentor, and direct training staff while fostering collaboration, accountability, and professional growth.
- Training Program Design & Delivery: Expert-level ability to develop, implement, and evaluate training programs for technical, safety-sensitive, or operations-focused environments.
- Change Management & Innovation: Proven success integrating new technology, digital platforms, and modern instructional strategies into traditional and hands-on training programs.
- Operational Understanding: Strong knowledge of transit operations, industrial work environments, or safety-regulated fields, with the ability to translate operational needs into targeted training solutions.
- Analytical & Problem-Solving Skills: Ability to assess training needs, evaluate program effectiveness, analyze performance trends, and recommend strategic improvements.
- Communication & Stakeholder Engagement: Exceptional ability to collaborate with operations leaders, frontline employees, technical experts, and external partners to ensure training programs meet District goals.
- Project & Program Management: Expertise in managing multiple training initiatives, meeting deadlines, coordinating resources, and delivering programs that support organizational priorities.
Selection Process
This position is represented by American Federation of State, County, and Municipal Employees (AFSCME). Applications will be screened to assure that minimum qualifications are met. Those applicants who meet minimum qualifications will then be referred to the hiring department for the completion of further selection processes.
The selection process for this position may include a skills/performance demonstration, a written examination, and/or an individual or panel interview.
The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S.; pass a pre-employment medical examination which includes a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations).
The selection process for this position will be in accordance with the applicable collective bargaining agreement.
Application Process
External applicants may only apply online, at www.bart.gov/jobs.
Current employees are strongly encouraged to apply online, either at www.bart.gov/jobs , or on Employee Connect. Applicants needing assistance with the online application process may receive additional information by calling (510) 464-6112.
All applicants are asked to complete the application in full, indicating dates of employment, all positions held, hours worked, and a full description of duties. Online applicants are invited to electronically attach a resume to the application form to provide supplemental information but should not consider the resume a substitute for the application form itself.
Applications must be complete by the closing date and time listed on the job announcement.
Examples of Duties
Coordinates the organization and staffing activities for providing managerial, supervisory and general staff training within Operations to attain long and short term District training goals.
Participates in the development and implementation of goals, objectives, policies and priorities; recommends and implements resulting policies and procedures.
Identifies opportunities for improving service delivery methods and procedures; identifies resource needs; reviews with appropriate management staff; implements improvements.
Directs, coordinates and reviews the work plan for assigned functional area; assigns work activities and projects.
Monitors work flow; reviews and evaluates work products, methods and procedures; meets with staff to identify and resolve problems.
Selects, trains, motivates and evaluates training personnel; provides or coordinates staff training; works with employees to correct deficiencies; implements discipline and termination procedures.
Develops and directs a variety of technical, transportation and leadership training programs for managerial, supervisory, safety, operations and contract personnel in support of District goals; develops and implements goals, strategies, policies and procedures to ensure a competent work force.
Develops, designs and incorporates new training technology into new and existing training programs to increase program effectiveness.
Assesses training needs in operations, maintenance, management, supervisory or general training areas; identifies and resolves training issues; reviews and evaluates training products, methods and procedures to ensure timely delivery of quality training programs.
Evaluates outside consulting services and vendor-supplied contract training deliverables including programs, manuals and materials; administers and monitors consulting contracts.
Participates on a variety of committees; prepares and presents staff reports and other correspondence as appropriate and necessary.
Administers educational assistance and outside seminars programs; monitors developments in the industrial training field and evaluates their applicability to District activities.
Attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of training and employee development.
Minimum Qualifications
Education :
Possession of a Bachelor’s degree from an accredited college or university in Education, Counseling, Human Resources, or a closely related field.
Experience :
The equivalent of four (4) years of full-time verifiable professional experience in developing and administering training programs in an industrial setting, which must have included at least one (1) year of administrative and/or supervisory experience or verification of completion of an administration or supervision program.
Additional experience for Operations Training Supervisor who does technology-based training only :
One (1) year of experience in administering technology-based training.
Substitution :
Additional professional experience as outlined above may be substituted for the education on a year-for- year basis. A college degree is preferred.
Other Requirements :
Must possess a valid California driver’s license and have a satisfactory driving record. Must possess the physical mobility to walk, climb, stoop, bend, crawl and twist.
Knowledge and Skills
Knowledge of :- Operational characteristics, services and activities of an operations training program
- Principles and practices of employee development and training activities in an industrial setting
- Principles and practices of budget preparation and administration
- Principles of supervision, training and performance evaluation
- Related Federal, State and local laws, codes and regulations
- Technology-based training design process
- Instructional Systems Design process as it relates to technology-based training
- Integrating Digital Media information into technology-based training program
- Managing, supervising and coordinating operations training services
- Supervising, directing and coordinating the work of lower level staff
- Selecting, supervising, training and evaluating staff
- Assessing training needs and developing programs to meet those needs
- Interpreting and explaining District's training policies and procedures
- Analyzing problems, identifying alternative solutions, projecting consequences of proposed actions and implementing recommendations in support of goals
- Researching, analyzing and evaluating new service delivery methods and techniques
- Interpreting and applying Federal, State and local policies, laws and regulations
- Communicating clearly and concisely, both orally and in writing
- 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: 9 observed holidays and 4 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: 12/5/2025 11:59 PM Pacific -
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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