In their own words


"I would highly recommend this course to my counterparts in the various offices across the country. It was truly a pleasure to meet you, and I thank you for your efforts and participation with my staff in reaching our overall



Southern California Regional Transit Training Consortium (SCRTTC)

After seven years since the SCRTTC’s inception, the Board decided to embark on a 5 year strategic plan and asked ISI to facilitate and lead the Board through this effort. As a primer to developing the strategic plan, ISI met with both the Board and Member base to conduct an in-depth needs assessment and SWOT analysis, focusing on its training programs and organizational effectiveness as a whole. Current state:

  • Growing pains
  • Loss of direction
  • Expansion outside of SC—crossroads
  • Funding inconsistent
  • Funding source dictates training offering
  • Board meetings not consistently attended
  • Leadership succession in flux
  • “Adolescent” phase in Life Cycle
  • Underutilization of the SCRTTC offerings by members/non-members, i.e. 70% of all SCRTTC training hours were comprised of only six agencies.
  • Training effectiveness currently measured by “smile sheets”—Kirkpatrick Level 1
  • Need for deliberate future course and plan with updated training offerings

Solution: ISI reviewed internal documents; conducted SWOT analysis sessions, focus groups and interviews; and developed and administered online surveys. Online surveys were administered to both current end-users of the SCRTTC offerings as well as those that are non-users. By soliciting feedback and ideas from internal and external sources, valuable insights were attained regarding increasing the usage of the consortium and training needs were identified.

Results: The following are just some of what the needs assessment identified as being training-related opportunities and recommendations:

  • Measure Training Effectiveness based on Kirkpatrick Levels 3 (behavioral impact) & 4 (KPI impact)
  • Learning Model to incorporate “hands on” approach and labs
  • Involve supervisors of participants/elicit on the job results from Managers
  • Transit member CEO buy-in and endorsement is key to attendance
  • Solicit feedback from end-user on training courses
  • Take advantage of federal mandates on Asset Mgt. and ESMS
  • Create 3 tiered training —Apprentice to Journeyman levels
  • Instructor Quality—better technical understanding (beyond theoretical)
  • Ensure content is reviewed often for relevance that adjusts to technological advancements

Client Testimonial:

“Over the past year, the SCRTTC has worked with Teri Fisher from Insight Strategies and her team, to develop its first ever 5 Year Strategic Plan. An important part of the process was to assess the SCRTTC’s current state, relative to its training programs and organizational effectiveness, as a whole. Teri conducted a SWOT Analysis and Needs Assessment that illuminated the necessary changes in the consortium’s course offerings, approaches, curriculum, instructor quality, and how it measures training effectiveness. The assessment also uncovered gaps in perception between the Board and the SCRTTC’s member base, as well as training usage by users and non-users of the Consortium’s services. Through these assessments the SCRTTC was able to develop strategies to address the issues and opportunities and incorporate them into the Strategic Plan. I personally want to thank Teri and her team for their tenacity, dedication, expertise and collaboration on this important effort. It was a joy working with you all.”
Rolando Cruz, Vice President and COO of the SCRTTC