HomeMy WebLinkAboutMINUTES - 03092004 - C.89 TO: BOARD OF SUPERVISORS
A Contra
FROM: DENNIS M. BARRY, AICD
COMMUNITY DEVELOPMENT DIRECTOR Costa
County
DATE: March 2, 2004 Owl
SUBJECT: TRANSITION OF THE EMPLOYEE CAR AND VANPOOL PROGRAM
SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS
ACCEPT the report on the outcome of the transition of the Employee Car and Vanpool
Program to a program operated and maintained directly by program participants;
AUTHORIZE Community Development Department staff to distribute information on
commuting options to County employees through employee payroll distribution and other
means, subject to the County Administrator's review and approval; and
REFER consideration of additional measures to promote commute alternatives among
County employees to the Transportation Water and Infrastructure Committee.
FISCAL IMPACT
None to the General Fund
BACKGROUND/REASONS FOR RECOMMENDATIONS
The Board of Supervisors authorized the transition of the County administered Car and
Vanpool Program to a program operated and maintained by program participants in
November 2003. Subsequent to this authorization staff met with the participants of this
program prior to the transition taking effect on January 1, 2004. As a result of this effort
several employees have chosen to enter into contracts with Enterprise Rideshare, to date
there are three Vanpools in operation and one carpool that is due to start operating shortly.
As described in the previous report to the Board employees contracting with Enterprise
Rideshare are receiving a twenty-five percent monthly subsidy on the lease cost of their
monthly fees. This subsidy is funded through the sale of vans that were utilized as part of
the County operated program.
r
CONTINUED ON ATTACHMENT: X YES SIGNATURE
4,�ECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
#PPROVE OTHER
SIGNATURES :
ACTION OF B A D ON t" s� F" .1 as;�r` APPROVED AS RECOMMENDED 'OTHER
VOTE OF SUPERVISORS �
I HEREBY CERTIFY THAT THIS IS A TRUE
UNANIMOUS (ABSENT ) AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOES: AND ENTERED ON THE MINUTES OF THE
ABSENT: ABSTAIN: BOARD OF SUPERVISORS ON THE DATE
SHOWN.
Contact: Hillary Heard (9251335-127$) ' 3
cc: Community Development Department ATTESTED
General Services, Frank Morgan JOHN SWEETEN, CLERK OF
County Administrator, Lara Delaney THE BOARD OF SUPERVISORS
Enterprise Rideshare (via CDD) l AND COUNTY ADMINISTRATOR
CCCAN (via CDD) {r'
BY E_ ,d A-1"- , , DEPUTY
Transition of the Employee Car and Vanpool Program
March 2, 2004
Page 2
BACKGROUND/REASONS FOR RECOMMENDATIONS Continued
Some of the employees who elected not enter into contracts with Enterprise Rideshare are
utilizing Tri Delta Transit's new East County Express Sus Route and forming casual
carpools. Employees participating in car and vanpools as well as riding transit have also
been able to take advantage of cost saving incentives such as gas coupons,
complimentary bus pass and cash incentives for participating in a vanpoo#. These
incentives are offered through regional commute programs operating in Contra Costa and
Solano Counties: the Contra Costa Commute Alternative Network (CCCAN) and the
Solano Napa Commuter Information program.
Follow up Activities
Staff has continued efforts to make this transition as seamless as possible by working
closely with the participants and staff at Enterprise Rideshare and CCCAN. To date the
program has been operating smoothly, however some follow up activities and actions need
to occur in order to effectively continue employee participation in this and other commute
alternative programs. Staff would like the Board to consider authorizing the Department to
distribute information describing ridesharing opportunities as well as other commute
alternative information with Employee Payroll distribution and other means, subject to the
County Administrator's review and consent of the material.
Community Development Department staff would coordinate the disbursement of
information and referral of employees interested in services provided by vendors such as
Enterprise Rideshare and programs offered by CCCAN.
Additional Information
The County of Contra Costa is one of the county's largest employers, with approximately
11,000 employees working at locations throughout the County(at this time staff does not
have a precise listing of the number of sites in the County employees work at. Potentially
this information could be developed through research and cooperation with other County
departments). In this position,the County can play a role in the efforts of local employers to
reduce commute-related highway congestion and air pollution. To give the Board additional
background on what transportation modes and activities employees are using, this report
includes the Contra Costa County Employee Commute Survey,conducted in October 2003
(see Exhibit A). Staff coordinated this effort with CCCAN. The survey is designed to give
CCCAN and employers an understanding employee's commute habits and their commute
needs.
The results of the survey indicate 81% of County employees commute to work alone in
their own vehicle. This rate appears to be consistent with those of other employers in the
County who also participated with CCCAN's employee transportation survey in June of the
same year. The overall drive-alone rate of employees working in Contra Costa County was
reported to be 77% (this data was presented as an average rate of 9,744 employees who
participated in surveys conducted by 21 different employers). The survey of County
employees identifies some other methods of commuting that our employees are willing to
consider. Community Development Department staff would like to review the survey
results with the Board, through the Transportation Water and Infrastructure Committee,
and discuss low-cost actions to help encourage commute habits that are beneficial to the
employees as well as the community they serve.
EXHIBIT A: Contra Costa County Employee Commute Survey
GATransportat3on1H1Hary\Board Orders and Greenies\Draft\Employee_transportabon_2,doo
Exhibit
Contra Casty + c "O Em�►IOyees
rnployee Commute Survey kesults
I October 2003
This report contains the results of your employee commute survey,conducted during the week of
October 13,2003 through October 17,2003. The information collected can be used to better
understand how your employees get to work and why they choose specific erodes. The results
are useful for planning and focusing efforts on strategies to encourage the use of carpools,transit,
telecommuting and other options that reduce drive-alone trips to work. The contents of this
report are divided into six—sections:
jj Employees 111000 Surveys completed � 1963 Response Rate: 17°!0
(1)Horn Employees Get to Work. . . . . . . . . . . . . . .. . . . . . . . . . .Pages 1-2
Tables I and 2 provide information on travel mode.
(2)Commute Distance and Time. . . . . . . . . . . . . . . .. . . . . . . . . . .Pages 2-3
Tables 3 through 5 provide information on travel distance and start times.
(3)Factors that Influence Molle Choice. . . . . . . . . . . . . . . . . . . . . . . .Pages 4-6
Tables b through 9 provide information on why employees choose specific modes
and what factors might influence future decisions.
(4)Employee.Home Locations.. . . . . . . . . . . . . . . . . . . . . . . .. . . .Pages 11-13
Table 10 lists employee zip codes.
(5)Supplimental Questions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Pages 13-16
'fable I I pertains to accommodations for bicyclists in the workplace.Table 12 and 13
demonstrate the diversity of work schedules at your company.
(6)Questionnaire. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Pages 17-18
This section contains a copy of the questionnaire for your reference.
Many factors influence your employees'commute mode choices. To develop a basic
understanding of commute patterns at your site consider the data on commute distance,home
location,work schedules,employee attitudes,etc. in the context of your work site location,
employee demographics and corporate culture.
Contra Costa Commute Alternative Network-has dedicated staff that can help you interpret the
infornnation contained in this report and assist you in developing new programs. A Contra Costa
Commute Alternative Network representative can be reached at I-888-833-4199.
Contra Costa Commute Alternative Network
1407 Oakland Blvd., Suite 100
bill??tit Creek, CA 94596
1-888-833-4#99 ,�+ea CCCcira,
Funds for this project are provided by the&y AreaAir Quality-Management.District's Transportation
Fund for Clears "lir iia cooperation will?the Contra Costa Transportation Authority.
Prepared by:RIDES for Bay Area Commuters,Im., 300 Franck H.Ogabva Plaza,Sidle 275,Oakland,CA 94612
Section 1: How Employees Get To Work
Question:HOWDID YOUTR4VEL TO PVORKDURING THE
SURVEY MEEK?(Tables I and 2)
To develop elTective strategies to encourage the use of commute
alternatives,you need to understand how your employees currently
commute.
Table I shows the aggregated commute anode for Monday
through Friday of the survey week.
-Table 2 provides a detailed breakdown of employee commute
mode for each day of the survey week.
Your goal is to reduce the drive-alone rate and increase the use of
commute alternatives. Your impact on congestion,parking and pollution
will be greatest by getting commuters into modes such as transit,walking
and bicycling that do not involve bringing a vehicle.
Look for commute alternatives that seem to be under-used. Which
commute alternatives are currently most popular'? Employee commute
distance (table 3)and home location(table 10)may help to explain
employee commute mode choices. What services and incentives can you
offer to increase the use of each alternative mode`? Does employee
commute mode vary significantly from day to day? If so,consider how
you can reduce the drive alone rate on days that it is higher than normal.
Table 1: Commute Mode Monday through Friday Combined
Mode Number Percent
Drive alone 7632 81%
Carpool(2-6 people)_ 835 9`YO
Van of(7-15 people) 124 1%
Public Transit 223 2%
Club bus/bus ool 2 0%
Motorc de/Mo ed 64 1%
Bicycle 45 0%
Walk 133 1%,
Other 0 0%
Compressed work week d4y off 83 1%
Work at home/telecommute 17 0%
Time off 186 2%,
Work or travel off-site 32 0%lo
Total 9376 100%
Wage 1
Table 2: Daily Commute Modes
Mode Mall T ue Wed Thur Fri
Drive alone 82% 82% 82% 82% 78%
Ca ool (2-6 people) 8% 9% 911/0 10% 8%
Vanpool (7-15 people) 1% 1% 1% 1% 1%
Public Transit 2%, 2% 2% 2% 3%
Club bus/bus ool 0% 0% 0°10 0% 0%
Motorcycle/Moped 1% 1% 1% 1% 1%
Bicycle 0°try 0% 1% 1% 0010
Walk 1% 1% 1% 1x'10 1%
Other 0% 0% 0% 0% 0%
Compressed work day off 1% 0% 0% 0% 3%
Work at home/telecommute 0% 00/0 0% 0% 0%
Time off 2%1__ 2% 1% 2% 3%
Work or travel off-site 0% 0% 0°1a 0% 0%
Total 100% 100% 100% 100% 100%
Section 2. Commute Distaneg and Time
Question WHAT IS THE DISTANCE ONE-WA Y FROM YOUR
Ho E To YOUR WORK SITE?(Table 3).
Commute distance often determines the types of commute alternatives that
are most appropriate for your employees. Employees who live within 5
miles of the work site are good candidates for walking,bicycling, and
transit. Medium distance commuters,who travel from 6 to 20 miles to
work, are good candidates for transit and carpooling. Vanpooling,
carpooling, and telecommuting may be good commute alternatives for
long distance commuters who live more than 20 miles from the work site.
Table 3
Distance Traveled to Work
Distance Number Percent
0- 5 miles 392 21%
6 s 10 miles 334 18"10
11 - 20 miles 572 31010
21 or more miles 551 30%
Total 1849 100%
Page 2
COMMUTE MODE BY DISTANCE TRAVELED TO WORK.
(Table 4)
Table 4 shows a breakdown of commute mode for each distance range.
Look at the relationship between commute distance and commute mode
for your work site. Do most employees live close to the work site? How
does the drive-alone rate change at different distances? In planning your
trip reduction program, focus on the distance ranges with the most
employees(Table 3) and the highest drive-alone rates(Table 4). Once
you identify target groups,consider which services and incentives would
be most appropriate for the employees in these groups.
Table 4: Commute Mode by Distance
One-Way Distance 0-5 mi 6-10 mi 11-20 mi 21+mi
Drive Alone 84% 88% 87% 81%
Carpool 8% 8% 10% 13%
Transit 1% 2% 2% 5%
Other 7% 2% 1% 1%
Total 100% 100% 100% 100%
Question WHAT TIMEDID YOU NORMALLY START WORK
DURING THE SURVEY WEEK?(7a hie 5)
1t is common for most employees to start work between 6 a.m. and 10 a.m.
Two strategies can be used to reduce congestion. One is to move trips out
of the peak period by allowing employees to flex their schedules toward
the early or late end of the peak; the other is to concentrate arrival times to
make shared rides more likely. Carpooling rates are normally higher
during the"peak of the peak"(e.g., 7:00 to 9:00 ani). A high
concentration of employees arriving during the peak of the peak may
increase carpool matching potential at your work site.
Table 5: Start Work Times
Time Number IPercent
Before 6:00 am 54 3%
6:00- 6:59 am 174 9%
7:00- 7:59 am 889 46%
8:00- 8:59 am 613 31%
9:00-9:59 am 91 5%
10:00 ani or later 131J 7%
Total 1952 100%
Page 3
Section 3: Factors That Influence Mode Choice
Question: WHAT FACTORSAREMOSTIMPORTANT TO YOUIN
CHOOSING YOUR MEANS OF T RANSPORTATION TO WORK?
(Table 6)
This information can help you to understand the factors that motivate your
employees'commute mode choices. You can use this to help develop your
marketing and education efforts. Are there ways to present commute
alternative options in response to the factors that your employees consider
important? For example,if travel time is important you could highlight
the time saving advantages of carpool lanes. If cost is important drive
alone commuters may not understand what it actually costs to drive alone;
educating employees about the true costs of driving is an appropriate and
effective way to encourage carpooling and transit use.
Table 6
Mode Choice Factors
Reason Number Percent
Travel Time 549 12%
Cost 504 11%
Convenience/Flexibilit 1300 28%
Comfort and Safet 214 5%
Reducin ollution,conserving energy 530 11%
A Nifity to make stops en route 1460 31%
Stress 161 3%
Total 1 4718 100%
Question:IF YOU USUALLY DRIVE ALONE TO WORK, WHAT IS
PREVENTING YOU FROM USING COMMUTE ALTERNATIVE?
(Table 7)
This question asks solo drivers why they don't use commute alternatives.
You could use this information to offer services that help to eliminate
these obstacles. For example, if many employees are concerned that they
will not be able to get home in an emergency,you can offer the CC CAN
guaranteed ride home service. If employees say that it is difficult to find
others to share a ride, think about how you can enhance ridematching
access. Contact CC CAN Ridematching assistance.
Page 4
Table 7
Disincentives to Commute Alternatives Ise For Solo Commuters
Reason Number Percent
Transit service is not adequate 411 10%
Difficult to find others to rideshare 519 13%
Work late irregular fours 685 17%
Cannot get dome in an emergency 425 11%
Poor Bigcle/Pedestrian access 552 14%
Use my car on the job 92 2%
Need to make s!22s en route 713 18%
Prefer to drive my own car 611 15%
Total 4008 100%
Question:IF YOU USUALLYDRIVE ALONE TO WORK, WOULD
YOU BE WILLING TO USE ANY OF THE FOLLOWING
COMMUTE ALTERNATIVES ONE OR MORE DA YS PER WEED'?
(Table 8)
This question tells you which commute alternatives your employees are
most willing to consider. Use this information to develop incentives and
services to promote the most popular alternatives. For many employers,
the most common answer is carpooling. Facilitating carpooling means
matching employees and helping them to overcome obstacles to
ridesharing. If transit use seems to have good potential,making route and
schedule information available, selling passes onsite and/or subsidizing
transit passes will encourage employees to use transit.
Table 8
Potential Commute Alternatives For drive-alone Commuters
Moyle Number Percent
Ca ool 374 18%
Vanpool 93 4%
Transit 169 8%
Bike 238 11%
Walk 675 32%
Telecommute 569 27%
Total 2118 100%
Fuge 5
Quesfion:IF YOU US UALLYDRI VEALONE TO WORK, WHICH
OF THE FOLLOWING INCENTIVES WOULD ENCOUR4GE YOU
TO USE A COMMUTE AL TERNATIVE j
(Table 9)
Here drive-alone commuters reveal what it would take for thein to
consider a commute alternative. Since you will not he able to offer all
incentives which interest employees, focus on those that will reduce the
greatest number of drive alone trips. Match these responses with other
information, such as the modes individuals are most interested in trying
and commute distance.
Table 9: Incentives for Drive-alone Commuters to Use Commute
Alternatives
Iticentives Number Percent
Carpool/Vanpool/Transit financial
incentives 587 21%
A Guaranteed Ride Home for emergencies
or overtime work 607 22%
Awards/ rites 186 7%
Transit ticket sales and information at work 82 3%
Shuttle from transit to work 288 10%
Preferred parking for clean fuel vehicles 43 2%
Electric charging facilities at work 34 1%
Preferred parking for ca dols/van ols 72 %
Assistance finding a ca of/van ool 222 8%
Bicycle lockers/showers at work 125 5%
Flexible work hours 406 15%
On-site services(e.g. ATM 105 4%
Other 0 0`ilo
Total 27-57 100%
Page 6
Section 4: Employee Home Locations
Horne location obviously has a strong influence on employee commute
mode. Table 10 shows employee hone zip codes for all survey
respondents. This information is useful for identifying clusters of
employees who could form carpools and vanpools. You can also identify
appropriate transit information based on where clusters of employees live
(e.g.,bus routes) and make that information available. You might want to
plot the data on a zip code reap(available through CC CAN).
Table 10: Respondents' Home Zip Codes
Home7.i 'ode Number Percent
94553 258 13%
94565 150 8%
94509 117 b%
94523 80 4%
94521 75 4%
9453.1 Cis 3%
94591 57 3%
94510 56 3%
94561 52 3%
94513 45 20/o
94518 43 2%
94520 43 2%
9480E 43 2%
94519 42 2%
94534 39 2%
94547 35 2%
94598 34 2%
94549 31 2%
95687 30 2%
94585 30 2%
94803 26 1%
94804 26 1 1°fry
94597 24 1%
94533 24 1%}
94517 23 1%
95688 21 1%
Gage 7
94564 20 1%
94590 20 1%
94596 19 1%
94526 18 1%
94805 17 1%
94589 17 1%
94583 15 1%
94595 14 1%
94530 14 1 1%
94572 12 1%
94525 12 1%
94605 11 1%
94568 l0 1%
94558 9 0%
94706 9 o%
94608 8 0%
94571 8 0%
94563 8 0%
94801 8 00/0
91507 7 0"/0
94602 7 0%
94702 7 0%
94610 7 0%
94503 6 0%
94707 6 0%
94618 6 0%
94611 6 0%
94.556 6 011/0
94619 5 0%
94514 5 0%
94546 5 0%
94708 5 0%
94550 4 0%
94559 4 0%
95206 4 0%
94703 4 0%
94501 3 0%
94709 3 0%
95835 3 0%
95620 3 0%
94704 3 0%
94705 3 0%
95203 3 0%
94947 3 0%
94551 3 0%
Page 8 ,
95624 2 0010
94612 2 0%,
95616 2 0%
94541 2 0%
95831 2 011/1,
95694 2 0%
94114 2 0%
94580 2 0%
95747 2 0%
95207 2 0%
94903 2 0%
94588 2 0%
94506 2 0%
94609 2 1 0%
95691 2 00/0
94115 2 0%
94606 2 0%
94112 2 0%
95623 2 1 0%
94941 2 0%
94548 2 0%
95608 1 00f
94979 1 {)010
95411 1 0%
95269 1 0`%'0
95219 1 0%
94587 1 0%
95304 1 00/o
95409 1 0%
94578 1 0%
94107 1 0%
94920 1 0%
95758 1 00/11
94516 1 0"/0
94542 1 0%
94118 1 00/0
04131 1 0%
94954 1 0%
95842 1 0%
94511 1 0010
95205 1 0%
94710 1 00/0
941573 i 0%
Page 9
94122 1 00/x)
95838 1 00/0
95476 1 0%
94621 1 0%
95822 1 0%
95621, 1 0%
95242 1 0%
94301 1 0%
95829 1 0%
9581.9 1 0%
94577 1 0%
95472 1 0%
95110 1 0%
94334 1 00/0
95351 1 1 0%
94116 1 0%
94579 1 0%
94123 1 0%
95630 1 0%
94109 1 0%
3561.7 1 00/0
95776 1 0%
94566 1 0%
956177 1 00/0
956195 1 0%
95823 1 0%
95446 1 0%
94965 1 0%
95366 1 0%
95833 1 0`10
94134 1 00/0
95501 1 0%
94945 1 0%
95726 1 0%
95678 1 0%
94014 1 0%
94876 1 0%
94015 1 0%
94124 1 0%
96088 1 0%
94820 1 0%
94552 1 0`10
94601 1 0%
95682 1 0%
Page 10
95363 1 0%
94127 1 0%
94061 1 0%
94536 1 0%
95220 1 0%
95762 1 0%
94560 1 0%
Total 1954 100%
Zip code to city name Number Percent
MARTINEZ 258 13%n
CONCORD 203 10%
ANTIOCH 182 9%
PITTSBURG 150 8%
VALLEJO 124 6%
PLEASANT HILL 80 4%
WALNUT CREEK 67 3%
FAIRFIELD 62 3%
BENICIA 56 3%
RICHMOND 52 3%
OAKLEY 52 3%
VACAVILLE 51 3%
OAKLAND 50 3%,
RODEO 47 2%
BRENT WOOD 45 2%
SANT PABLO 43 2%
BERKELEY 32 2%
LAFAYETTE 31 2%
SUISUN 30 2%
EL SOBRANTE 26 1%
CLAYTON 23 1%
DANVILLE 20 1%0
PINOLE 20 1%
SAN FRANCISCO 16 1%
SAN RAMON 15 1%
EL CERRITO 14 1%
SACRAMENTO 14 1°1U
NAPA 13 1%
CROCKETT 12 1%
Page 11
STOCK TON 11 1%
DUBLIN 10 1%,
HAYWARD ) 0%
ALBANY 9 01/1
RIO VISTA 8 01/4
EMERYVILLE 8 0%
ORINDA 8 0%
LIVERMORE 7 0%
ALAMO 71 0%
MORAGA 6 0%
BYRON S 0%
NOVATO 4 0%
ELK GROVE 3 01/1
PLEASANTON 3 0%
DAVIS 3 0%
DIXON 3 0%
SAN LEANDRO 3 0%
ALAMEDA 3 0%
SAN RAFAEL 2 0%
ELDORADO 2 0%
SAN LORENZO 2 0%
KENSINGTON 2 0%
MILL VALLEY 2 0%
ROSEVILLE 2 0%
WOODLAND 2 0%
`INTERS 2 0%
CARMICHAEL 2 0%
PETALUMA 1 0�f0
SANTA ROSA 1 0%
SAN ANSELMO 1 0%y
SAUSALITO I 011
RUTHERFORD 1 0%
CANYON 1 0%
ROSEVILLE 1 0%
BELVEDERE I 0%
DANVILLE 1 0%
UNION CITY 1 0%
TRACY 1 0117
LODI 1 0"11
PALO ALTO 1 0%
MODESTO 1 0%
BETHEL ISLAND 1 0%
SONOMA 1 0%
CITRUS HEIGHTS 1 0%y
Page 12
FREESTONE 1 0%
SAN JOSE 1 0%
FOLSOM 1 0°
ROCKLAND 1 0%
CGUERNEttILLE 1 0%
RIPON 1 0%
EUREKA 1 0%
POLLOCK PIKES 1 0%
COLMA 11 0%
DALY CITY: 11 0%
SHINGLE SPRINGS 11 0%
PATTERSON 1 0%
REDWOOD CITY 1 0%
FREMONT 1 0%
ACAMPO 1 0%
EL:DORADO 14ILLS 1 0%
NEWARK 1 0%
MISSING ZIPS 1.3 1%
Total 1963 100%
Table 11: Workplace Amenities
Does you worksite provide bicycle parking and amenities?
Number Percent
Showers 590 41%
Eike Lockers 329 23%
Bike Racks509 36%
Total 142$ 100%
Table 12: Types of compressed work schedules
Does your department offer a compressed work schedule,if so
indicate the schedule you normally work?
Number Percent
3 36 Schedule 21 2%
4 40 Schedule 240 23%
9 80 Schedule 595 57`yo
other 1951, 19%
Total 1 1051 100%
Page 13
Table 13: Other types of compressed-work schedules
56 hour week 23 17%
24 hour shifts 7 5%
Flextime 5 4%
7-3:30 4 3%
Hours vary 31 2%v
Part time 3 2-
56 hour work week 2 1%
16/40 2 1%
2 8's, 2 12's 2 1%
8, 2/4 1 1%
9, 1/4 1 1%
M-F sta •s til have to 1 1%
20/40 in 3 days 1 1%
1/8-2/6hour 1 1%
3-8,4-8,9-6,9-6,1.06 1 1%
Irregular hours 1 l%o
Kell Schedule 1 1%
24 hour shift 1 1%
20 hour week 1 1%
All of the above, shift work 1 1%
Variable hours and days 1 1%
6-2:30 1 1%
40/40 1 1%
6 hour da 1 1%
7.30-5 am 1 1%
3 days a week 1 1%
8-4:30 1 1%,
60+hour weeks, OT 1 1%
Plus OT 1. 1%
3-12+ 1-8 1 1%
Flex time 1 1%
Warks every other week 1 1%
Per diem 24hour week 1 1%
8:15-4:45 1 1%
9/80,4/10 1 1%v
Flex 1 1%
30 hour week/6hr. days 1 1%
7-2:30 m-f 11 1%
Page 14
5 da =s/20hours 1 1%
20hr. week 6,6,4.4. 1 1%
Telecommute 1 day 1 1%
Oil call 1 1%
6:313-3:30 1 1%
Fri-Sun: 1320: 3 1 1%
10 hrslda y 1 1%
4/10's 1 1%
Fri. telecommute 1 1%
Work at home 3 frida s a month 1 1%
4 days/5 hours 1 1%
l'-T 25-30HRS./WK 1 1%
3:30-12am 1 1%
4-12hrdays 1 1%
5/20,4 hr. days 1 1%
321ir. week 1 1%
4-12:3OEm 1 1'10
9hrs m-th/3rd frs off' 1 1%
24/40 M,W,F 1 1%
4 da week 1 1%
Wed-thur 16hr week 1 1%
2:30-11:00 1 1`%r
32 hour week 1 1 1%
Telecommute 1 1%
Varies 1 1%
S 8's,4 1.0's 1 1%
40+ 1 1%
Work at home sometimes 1 1%
3/8+ 1/16 1 1%
Works own hears 1 1%
8:30-5,M-TI-1 1 1%
Flextime 1 1%
Varies 1 1%
4X8HOURS 1 1%
3/27.5 1 1%
Furlough-TUF. 1 1%
Furlough.every Fri. 1 1%
4/5ths, 32hour week- 1 1%
4x1«veek 1 1%
Mon. telecommute 1]--- 1%
24/7 dc2t. 1 1%
3 8 hour days,varies 1 1%
Page 15
Per diem position 1 1%
4/12's 1 1%
3 on 3 off, 4 on 4 off 1 1%
12 hr. 3/4 da +ors 1 1%
Flex 1/2 hour 1 1/0
Kelle schedule 1 1%
30/40 1 1%
3 &4"s 1 1%
24 hrs. 1 1%
10-7,11-8,96,9-5 1 1%
20 hours a week 1 1%
3 days 10-6-8(24/wk) 1 1%
Vein erre ular 1 1%
10 days per month 1 1%
Kelley Schedule 1 1%y
24 on 24 off.... 1 1%
Total 138 100%
Page 16
Contra Costa Commute.Alternative Network
Commuter Survey -- 2003 WIN great
Contra Costa County prizes see
details on
back page
Please complete and return this survey to: Payroll Clerk for your Department before October 27`x'.
1. What is your home postal ZIP code?
2. What is the distance one-vvay (iii miles)from your home to your primary work site? Miles
3. What time do you usually start work?
❑ Before 6 am ❑ 7:00.7:59 am ❑ 9:00-9:59 am
❑ 6:00-6:59 ani 0 8:00-8:59 am ❑ 10:00 am or later
4. How do you usually travel to work each day of the week? Please write the appropriate letter for each day of the work
week. (One letter for each day). If you used more than one means of transportation during the trip to work,choose
the letter that accounts for the longest distance of your trip.
Monday Tuesdav Wednesday Thursday Friday
A. Drive alone G. Bicycle
B. Carpool` (2-6 people) H. Walk
C. Vanpool(7-15 people) 1. Compressed work week day off
D. Public Transit J. Work at home/telecommute
E. Club bus/buspool K. Time off
F. Motorcycle/Moped L. Work or travel off-site
*Carpools may include employees who workfor different ernpinvers and children going to schoollday care as long as they are in
the vehicle for the majority of the commute trip.
5. What factors are most important to you in choosing your means of transportation to work?(Select up to 3)
❑Travel Time 0 Reducing pollution,conserving energy
Cl Cost ❑ Ability to snake stops en route
❑Convenience/Flexibility 0 Stress
Cl Comfort and safety
6. 1f you usually drive alone to work,what is preventing you from using a commute alternative such as ridesharing,
transit,bicycling or walking? (Select up to 3)
❑ Transit service is not adequate ❑Poor bicycle/pedestrian access
• Difficult to find others to rideshare ❑Use my car on the,job
❑ Work late or irregular hours ❑Need to make stops en route
❑ Cannot get home in an emergency 17 Prefer to drive my own car
7. If you usually drive alone to work,would you be willing to try any of the following conuliute alternatives one or
more days per week? (Select all that apply)
❑ Carpool ❑Vanpool ❑Transit 0 Bike 0 Walk Cl Telecommute
Paget 17
8. if you usually drive alone to work,which of the following incentives would encourage you to use a commute
alternative? (please check rip to three reasons)
Cl Carpoot/tNanpool/transit financial incentives
❑A Guaranteed Ride [Ionic for emergencies or overtime work
❑ Awards/prizes
El Transit ticket sales and information at the worksite
® Shuttle from transit to work
❑ Preferred parking for clean fuel vehicles
❑Electric charging facility at work
Cl Preferred parking for carpools/vanpools
•Assistance finding a carpool/vanpool
• Bicycle lockers/showers at work
® Flexible work fours
❑ Ort-site services(e.g. ATM)
9. If you usually drive alone to work,have you ever used a commute alternative because it was a Spare the Air day'?
0 Yes ONO
10. Does your worksite provide bicycle parking and amenities?
Showers U Yes [_l No
Bike Lockers P Yes E No
Bike Racks ❑Yes Cl No
11. Does your department offer a compressed work schedule,if so indicate the schedule you normally work.
12, 3/36 Schedule ❑9/80 Schedule
!] 4/40 Schedule El Other describe schedule
The Contra Costa Commute Alternative Network offers FREE incentives to commuters! To receive infortttation on
any of the following check all that apply.
•Carpool(540.00 worth of gas cards) [],Transit Information (Transit providers/route maps)
•Yanpool(1/2 off the cost of V'three months) 0 Ace Train(Free pass)
® Guaranteed Ride Horne(Free taxi ride or rental car) 0 Capitol Corridor Train(Free pass)
® College Commute(gas card/bus tickets) ❑Transit(Free BART pass/bus tickets)
• SchoolPool(Free carpool referral%/bus tickets for students)
Send information to:
First Name: Last Name: _
Address: City: Zip:
Employer: Zip Code:
Daytime Phone: ( Entail:
Yes enter my name in the drawinp,for a chance to win eift certificates for BART PAsses,
restaurants,sporting good stores or movie theatres.
Name: Daytime Phone: (�
Email:
Return survey to: Payroll Cleric for your Dettartment before October 27'h.
If you are interested in finding a carpool partner or to join a vanpool check out the on-line
ridematching system offered by RIDES for Bay Area Commuters at www.51 l.org.
Page 18
For more commuter information, call 1-888-833-4499 or visit the CC CAN website at www.cccan.or9