• Keep your dog in an adequately fenced enclosure that enables it to exercise according to its size • Lock your gate to

The Animal R-1a: Increase funding for July 1, 2024 The San Bernardino City Services Animal Services. Council Department is underfunded and R-1b: The Grand Jury understaffed. recommends increased funding is necessary to allow Animal Services to hire additional ACOs.

San R-2a: Hire an on-site September 1, 2024 The San Bernardino City Bernardino veterinarian which would Council Animal Services save time and money. needs a veterinarian on R-2b: The Grand Jury site to take care recommends a Partnership of pets’ medical with San Bernardino City needs. Unified School District to create an Animal Services Pathway program for high school students to learn about animal care, becoming groomers, veterinary technicians and veterinarians.

San R-3: The Grand Jury April 1, 2024 The San Bernardino City Bernardino recommends that the Council Animal Services Animal Services does not Department develop a currently have a uniform written checklist checklist that all for ACOs to check and ACOs may use to ensure that the yard is inspect the yard secure. A copy of the of an offending checklist is to be given to owner of a stray the owner. or biting dog. This is needed 32 Sa n Bernardino County Grand Jury Final Report for consistency of documenting the encounter and putting the owner on notice to remediate the problem area.

The SBCAS R-4a: The Grand Jury July 1, 2024 The San Bernardino City Policy and recommends that the Council Procedure SBCAS complete writing Manual is not the Policy and Procedure complete, nor Manual and eliminate the updated every names of employees and year, thus the use the staff positions procedures for instead. Review the ACOs are not Manual annually and completely clear present current changes in and laid out in laws to staff monthly. written form.

Currently, R-5a: The Grand Jury September 1, 2024 The San Bernardino City ACOs do not recommends that SBCAS Council have assigned divide the city into areas (beats) of separate beats of the city responsibility and require ACOs to cover within the City of just that portion of the city San Bernardino. each day. If SBCAS assigned different R-5b: The Grand Jury September 1, 2024 beats to each recommends the City of ACO, it would San Bernardino provide save time and animal care training to the fuel, provide a public twice annually. Each quicker response, ACO is to provide training and increase time for pet owners in his/her for educating the beat via online or in- pet owners and person. public who reside San Bernardino County Grand Jury Final Report 33 in the ACO’s area.

The public R-6: The Grand Jury September 1, 2024 The San Bernardino City perception of recommends that the Council Animal Control SBAS reach out and Officers is that educate the public about they are a threat Animal Services via in- to their pet. person and other forms of media.

One of the R-7: The Grand Jury September 1, 2024 The San Bernardino City biggest reasons recommends the SBAS Council for the continued reach out and educate the spike in dog public in the City of San attacks/bites in Bernardino about the the City of San benefits of Bernardino is due spaying/neutering dogs. to the number of Education to be delivered non- in-person and other forms spayed/neutered of media. animals in the city. REQUIRED RESPONSES San Bernardino City Council INVITED RESPONSES Kristine Watson, Director of City of San Bernardino Animal Services 34 Sa n Bernardino County Grand Jury Final Report GLOSSARY The following Glossary was created by the Grand Jury to provide context and information to terms used in this report. 1. American Veterinary Medical Association (AVMA): A not-for-profit association of veterinarians that provide continued education, publications and other resources about animals to the public. 2. Animal Control Officers: The staff of San Bernardino City Department of Animal Services who are responsible for responding to the public’s calls and dealing with dogs, and other animals, in the city limits. 3. Beat: An assigned area of responsibility for each Animal Control Officer. 4. Euthanasia: The medical process of ending the life of an animal. 5. Foster care for animals: The temporary care of an animal pending a successful permanent adoption. 6. RCAFS: Rancho Cucamonga Animal Field Services. 7. SBCDAS: San Bernardino City Department of Animal Services. San Bernardino County Grand Jury Final Report 35 This Page Left Intentionally Blank 36 San Bernardino County Grand Jury Final Report OMNITRANS: THE WHEELS ON THE BUS KEEP GOING ROUND AND ROUND San Bernardino County Grand Jury Final Report 37 SUMMARY Safety issues on public transportation have been in the news a great deal since the outbreak of COVID-19. In Los Angeles County, serious injuries and attacks on coach operators, (bus drivers, drivers) passengers and innocent by-standers have been reported multiple times in 2022-23. There have been reports of people dying nationally on public transportation. Based on these headlines, the 2023 San Bernardino Civil Grand Jury (Civil Grand Jury, Grand Jury, GJ) decided to investigate whether these safety issues are evident on OmniTrans (OT) coaches within San Bernardino County. The County of San Bernardino contracts with OmniTrans, and has made this partnership a Joint Power of Authority. (JPA: see Glossary). The 2023 San Bernardino County Civil Grand Jury began to investigate safety issues on the coaches of OmniTrans. Safety problems concerning the Grand Jury at OT were twofold: the safety of the coach operators and the passengers. The investigation focused on the time frame of January 2022 to the present. The Civil Grand Jury found that, although some safety problems have been addressed by OmniTrans, more can be done to ensure that coach operators and passengers are safe while riding on the buses. BACKGROUND OmniTrans was established in 1976 through a joint power’s agreement. (See the summary of the law below). The agreement is a contract between OmniTrans (a private company), and various cities within the County of San Bernardino. OmniTrans is the largest transit operator in San Bernardino County (SBC). Their main office is located at: 1700 West Fifth Street in the City of San Bernardino. Although ridership has declined in recent years, OmniTrans still services over four million riders per year and currently has an operating budget of $90M+ a year. San Bernardino County Grand Jury Final Report All OT buses are equipped with accessibility features like lifts or ramps to board wheelchairs and other mobility devices. The coach operator will assist these passengers with boarding the bus, if needed. They may be used by persons with disabilities who cannot use the steps to board the bus, including riders using the following devices: • Wheelchairs • Scooters • Orthopedic strollers or similar mobility devices • Walkers • Canes • Crutches • Portable oxygen units1 OmniTrans also offers free fares for school students, making public transportation more affordable for, and accessible to, them. Newly hired coach operators go through classroom training and then behind-the-wheel training. Once students have successfully completed their training, OmniTrans assists them with obtaining their Commercial Driver's License (CDL). OmniTrans designed and installed custom-made plexiglass barriers in all its buses to protect against the air-borne virus during the Covid 19 Pandemic. The barriers are magnetized to securely snap into position. The OmniTrans website states that “this added layer of protection has been deemed adequate for division between drivers and passengers”.2 However, these dividers were installed to protect coach operators from sick passengers. These dividers were never meant for protection against aggressive or violent passengers. New, expanded dividers made from harder material are now needed so that the drivers can be physically protected while they are operating the coaches.3 (Note: Evidence revealed that new dividers were installed in 2022. However, it is unclear if all buses are equipped with these new safety dividers.) San Bernardino County Grand Jury Final Report 39 Other safety measures are also needed to protect coach operators and their precious cargo: the passengers. The purpose of this report is to suggest additional safety measures that may be implemented. THE LAW JPA Agreement This joint power authority (JPA) is a contract between a local government and a transit company that outlines the terms of their partnership toward public transit.4 This includes details regarding what roles and responsibilities each party undertakes per the contract. For example, the transit company agrees to run certain pre-determined routes in exchange for a monetary sum from the participating government agencies. The purpose of the joint participation agreement is to ensure that both parties understand and acknowledge the obligations they assume under the terms of the contract. This protects their legal interests and promotes an amicable relationship between the two. See the reference section of this report for the current agreement from 2016. PC §925a and §933.1 “JPAs can be created in three different formats: as a joint power's authority (an entity), as a joint powers agency (also an entity), or as a joint power's agreement (a contract). Regardless of the format, JPAs all have one thing in common: they involve two or more local agencies coming together to share their independent powers towards accomplishing a mutual goal. Civil Grand Juries have the authority to investigate all local JPAs, with the caveat that they do not have jurisdiction to investigate policy issues. When investigating a joint powers authority or agency, a Grand Jury can focus on the JPA operations and make recommendations on how those could be improved. In this case the Grand Jury would require the governing boards of the JPA members to respond to the recommendations.”5 40 San Bernardino County Grand Jury Final Report When investigating a joint powers agreement, a Grand Jury may focus on whether and to what extent the parties to the agreement are performing in accordance with the agreement. The Grand Jury’s findings and recommendations would be directed to the board; in this case it would be the San Bernardino County Board of Supervisors. OmniTrans Board of Directors The Board of Directors for the County of San Bernardino and OmniTrans: John Dutrey (Chair) City of Montclair Frank Navarro City of Colton Supervisor Curt Hagman County, Fourth District Supervisor Joe Baca Jr. County, Fifth District Supervisor Dawn Rowe County, Third District Supervisor Jesse Armendarez County, Second District Eunice Ulloa City of Chino Cynthia Moran City of Chino Hills Bill Hussey City of Grand Terrace John B. Roberts, Jr. City of Fontana Penny Lilburn City of Highland Alan Wapner City of Ontario Ron Dailey City of Loma Linda Denise Davis City of Redlands Rafael Trujillo City of Rialto Kristine Scott City of Rancho Cucamonga Helen Tran City of San Bernardino San Bernardino County Grand Jury Final Report 41 Bill Velto City of Upland Bobby Duncan City of Yucaipa METHODOLOGY The 2023 San Bernardino County Civil Grand Jury read multiple documents about OmniTrans. These documents included organizational charts, manuals, handbooks, records, budgets, incident reports and passenger complaints. The Grand Jury interviewed several employees, including administrators, directors, supervisors, coach operators and field supervisors. The Grand Jury members visited the OmniTrans operational center and toured the grounds. The members also took part in a training class for coach operators. The Grand Jury members rode on a coach to observe a coach operator and some passengers in the City of San Bernardino. DISCUSSION The reason for the 2023 Grand Jury investigation into OmniTrans was to look at both coach operator and passenger safety. Safety on public transportation is not just an issue in San Bernardino County. To strengthen security and efficiency for both veteran and prospective riders of L.A.'s public trains and buses, Los Angeles Metro has hired at least 300 ‘transit ambassadors.’ These ambassadors are to assist passengers with any issues and report unwanted passenger behavior on the buses and subways, which allows the operator to do the job for which they were hired: to drive the bus safely. This could be an option for OmniTrans since they are planning to extend bus services to Pomona, California, which is in Los Angeles County. In the County of San Bernardino, the Victor Valley Sheriffs’ Department has contracted with, and will now have, a team comprised of one sergeant and four deputies, assigned to the Victor Valley Transit Authority. The one sergeant and four deputies will enhance the safety of passengers and drivers. Passengers will see deputies randomly riding different buses, as 42 San Bernardino County Grand Jury Final Report well as monitoring activity at bus stops and the Victor Valley Transportation Center.6 Neighboring Riverside County Transit Agency, according to their website, still relies on their coach operators to directly inform their dispatchers of safety issues and requesting assistance. There are no sheriffs or transit ambassadors in neighboring Riverside County.7 The 2023 San Bernardino County Civil Grand Jury has many concerns for the safety of the public and the coach operators while riding/operating any OT bus in San Bernardino County. According to OmniTrans, “Our values are the shared beliefs that represent what are most important to us as an organization.” The OmniTrans website goes on to state, “Our Strategic Plan maintains strategic continuity with the previous Strategic Plan and features several new strategic directions that will drive our work over the next five years. We will: • SECURE our finances long-term and explore new funding sources • EXPAND our customer base • ENHANCE our role in providing mobility and connectivity to the community • ENGAGE in local and regional planning to promoting transit as a part of sustainable development • STRENGTHEN our communication with all our stakeholders • BE bold, entrepreneurial and innovative” Not one of the statements above from OmniTrans’ five-year strategic plan specifically mentions the safety of coach operators or their passengers. Evidence revealed that a coach is a $2 million machine that carries the most precious cargo.8 Safety Record OmniTrans does not have a particularly good record when it comes to the safety of their drivers or their ridership. Yet their plan is to increase the number of coach operators and their customer base over the next five years, placing more people at risk. San Bernardino County Grand Jury Final Report 43 well as monitoring activity at bus stops and the Victor Valley Transportation Center.6 Neighboring Riverside County Transit Agency, according to their website, still relies on their coach operators to directly inform their dispatchers of safety issues and requesting assistance. There are no sheriffs or transit ambassadors in neighboring Riverside County.7 The 2023 San Bernardino County Civil Grand Jury has many concerns for the safety of the public and the coach operators while riding/operating any OT bus in San Bernardino County. According to OmniTrans, “Our values are the shared beliefs that represent what are most important to us as an organization.” The OmniTrans website goes on to state, “Our Strategic Plan maintains strategic continuity with the previous Strategic Plan and features several new strategic directions that will drive our work over the next five years. We will: • SECURE our finances long-term and explore new funding sources • EXPAND our customer base • ENHANCE our role in providing mobility and connectivity to the community • ENGAGE in local and regional planning to promoting transit as a part of sustainable development • STRENGTHEN our communication with all our stakeholders • BE bold, entrepreneurial and innovative” Not one of the statements above from OmniTrans’ five-year strategic plan specifically mentions the safety of coach operators or their passengers. Evidence revealed that a coach is a $2 million machine that carries the most precious cargo.8 Safety Record OmniTrans does not have a particularly good record when it comes to the safety of their drivers or their ridership. Yet their plan is to increase the number of coach operators and their customer base over the next five years, placing more people at risk. Safety Incidents The following graphs show safety incidents for 2022. The data was provided by OmniTrans as reported to the Grand Jury. (Data source provided by OmniTrans; chart created by Grand Jury) 44 San Bernardino County Grand Jury Final Report (Data source provided by OmniTrans; chart created by Grand Jury) (Data source provided by OmniTrans; chart created by Grand Jury) (Data source provided by OmniTrans; chart created by Grand Jury) (Data source provided by OmniTrans; chart created by Grand Jury) San Bernardino County Grand Jury Final Report 45 Safety Measures Plexiglass Barriers Plexiglass barriers had been installed on all OmniTrans buses for the Covid-19 pandemic to help slow the spread of germs. These plexiglass shields are still in place, even though Covid-19 numbers had been dwindling in San Bernardino County. The evidence has shown that the plexiglass is not enough to protect drivers from verbal threats, spitting, getting urine thrown on them, assaults, gun threats and fights between passengers. (Photo of Coach Operator’s Cabin with Plexiglass partition) OmniTrans has implemented several safety procedures: • Multiple cameras have been placed on all coaches (inside and out) • Coach operators have been instructed to quote the fare but not to argue if a rider refuses to pay • Coach operators are instructed not to leave their seats • Coach operators are instructed to pull over safely and open both sets of doors in case of conflicts/problems • Coach operators are instructed not to use their cell phones • Coach operators are instructed to press the index button which 46 San Bernardino County Grand Jury Final Report bookmarks the point in the recording where an incident occurs, and to press either the dispatch or the panic button, depending upon the situation However, the Grand Jury found that: • Drivers need additional training in de-escalation and handling passengers with mental health issues Safety Measures Plexiglass Barriers Plexiglass barriers had been installed on all OmniTrans buses for the Covid-19 pandemic to help slow the spread of germs. These plexiglass shields are still in place, even though Covid-19 numbers had been dwindling in San Bernardino County. The evidence has shown that the plexiglass is not enough to protect drivers from verbal threats, spitting, getting urine thrown on them, assaults, gun threats and fights between passengers. (Photo of Coach Operator’s Cabin with Plexiglass partition) OmniTrans has implemented several safety procedures: • Multiple cameras have been placed on all coaches (inside and out) • Coach operators have been instructed to quote the fare but not to argue if a rider refuses to pay • Coach operators are instructed not to leave their seats • Coach operators are instructed to pull over safely and open both sets of doors in case of conflicts/problems • Coach operators are instructed not to use their cell phones • Coach operators are instructed to press the index button which bookmarks the point in the recording where an incident occurs, and to press either the dispatch or the panic button, depending upon the situation However, the Grand Jury found that: • Drivers need additional training in de-escalation and handling passengers with mental health issues • Plexiglass barriers need to be extended and/or replaced with dividers made of stronger material (Note: some buses are now being equipped with dividers made of stronger material) • An additional mirror is needed so that drivers can see directly behind them since the operator cannot see passengers in handicapped seats • Install a camera on the rear of the coach looking out so that drivers can back-up safely Budget The chart below shows OmniTrans operating expenses. (Data source provided by OmniTrans; graph created by Grand Jury) Approved Budget (in Millions) Variance Variance FY 2022-23 FY 2023-24 ($) (%) Sources Revenue (Opera�ng Funds) $90.60 $103.00 $12.40 13.70% Reserves (Capital Funds) $158.70 $47.00 -$111.70 -70% San Bernardino County Grand Jury Final Report 47 Less Capital Budget Used for Opera�ng -$4.60 -$14.30 -$9.70 209% Total Source of Funds $244.70 $135.70 -$109.00 -44.6% Uses Salaries & Benefits $50.40 $55.00 $4.70 9% Services $6.90 $8.10 $1.20 17% Supplies $6.80 $9.80 $3.00 44% Occupancy $5.40 $6.30 $0.90 17% Casualty & Liability $9.60 $10.00 $0.40 4% Capital Expenditures $10.30 $12.20 $1.90 18% Misc & Leases $0.30 $0.80 $0.50 147% • Plexiglass barriers need to be extended and/or replaced with dividers made of stronger material (Note: some buses are now being equipped with dividers made of stronger material) • An additional mirror is needed so that drivers can see directly behind them since the operator cannot see passengers in handicapped seats • Install a camera on the rear of the coach looking out so that drivers can back-up safely Budget The chart below shows OmniTrans operating expenses. (Data source provided by OmniTrans; graph created by Grand Jury) Approved Budget (in Millions) Variance Variance FY 2022-23 FY 2023-24 ($) (%) Sources Revenue (Opera�ng Funds) $90.60 $103.00 $12.40 13.70% Reserves (Capital Funds) $158.70 $47.00 -$111.70 -70% Less Capital Budget Used for Opera�ng -$4.60 -$14.30 -$9.70 209% Total Source of Funds $244.70 $135.70 -$109.00 -44.6% Uses Salaries & Benefits $50.40 $55.00 $4.70 9% Services $6.90 $8.10 $1.20 17% Supplies $6.80 $9.80 $3.00 44% Occupancy $5.40 $6.30 $0.90 17% Casualty & Liability $9.60 $10.00 $0.40 4% Capital Expenditures $10.30 $12.20 $1.90 18% Misc & Leases $0.30 $0.80 $0.50 147% 48 San Bernardino County Grand Jury Final Report • Plexiglass barriers need to be extended and/or replaced with dividers made of stronger material (Note: some buses are now being equipped with dividers made of stronger material) • An additional mirror is needed so that drivers can see directly behind them since the operator cannot see passengers in handicapped seats • Install a camera on the rear of the coach looking out so that drivers can back-up safely Budget The chart below shows OmniTrans operating expenses. (Data source provided by OmniTrans; graph created by Grand Jury) Approved Budget (in Millions) Variance Variance FY 2022-23 FY 2023-24 ($) (%) Sources Revenue (Opera�ng Funds) $90.60 $103.00 $12.40 13.70% Reserves (Capital Funds) $158.70 $47.00 -$111.70 -70% Less Capital Budget Used for Opera�ng -$4.60 -$14.30 -$9.70 209% Total Source of Funds $244.70 $135.70 -$109.00 -44.6% Uses Salaries & Benefits $50.40 $55.00 $4.70 9% Services $6.90 $8.10 $1.20 17% Supplies $6.80 $9.80 $3.00 44% Occupancy $5.40 $6.30 $0.90 17% Casualty & Liability $9.60 $10.00 $0.40 4% Capital Expenditures $10.30 $12.20 $1.90 18% Misc & Leases $0.30 $0.80 $0.50 147% Other Expenses $0.80 $0.90 $0.10 6% Total Expenditures/ Designa�ons $90.50 $103.10 $12.70 14% Vehicle purchases/improvements will decrease by $14 million in 2023-24. OT budgeted to pay $113 million to a third-party entity in 2022-23; the purpose for this payment is unclear. There is no expected payment to a third-party entity in the subsequent fiscal year. OT is expected to spend $6 million on radio/information technology in the subsequent fiscal year to increase communication between drivers, field supervisors and dispatchers. However, the Grand Jury found that much more money needs to be going toward security on the most high-risk bus routes and at all stations. Salaries and benefits are expected to increase by 9% in the subsequent fiscal year. However, the GJ found evidence that in the past, salary increases have not been equitable. The current budget does not delineate exactly who will receive these salary increases. The Grand Jury found coach operators and field supervisors need increases in pay and/or additional incentives to both recruit and retain employees in these positions because of high turnover and retention problems. Higher salaries and San Bernardino County Grand Jury Final Report 49 increased benefits may help attract additional applicants and retain employees. It would reduce turnover because those hired may stay longer to reap those benefits. Training OmniTrans offers initial training for new applicant coach operators so they can test for, and obtain, their Commercial Driver’s License. The training lasts six weeks and is comprised of mostly lecture format in the classroom. Some of this training is in PowerPoint or in the form of a video. Some of the six-week training period is out on the coaches with instructors. The instructors may change from week to week. Evidence showed that because the instructor changes, the training from week to week may be inconsistent. The GJ also found that the amount of hands-on training is inconsistent from instructor to instructor. Training varies for each applicant because of this inconsistency. The Grand Jury found that having one trainer for the entire six-week training period would be beneficial to the trainees and would help with the consistency of the training. Evidence revealed the simulator, virtual and interactive training is very important so the students can learn in a real-life situation. Without interactive scenarios presented to the trainees, the students may receive their CDL, but may still be unprepared for situations that come up when they are driving their routes. The simulator currently in the training Other Expenses $0.80 $0.90 $0.10 6% Total Expenditures/ Designa�ons $90.50 $103.10 $12.70 14% Vehicle purchases/improvements will decrease by $14 million in 2023-24. OT budgeted to pay $113 million to a third-party entity in 2022-23; the purpose for this payment is unclear. There is no expected payment to a third-party entity in the subsequent fiscal year. OT is expected to spend $6 million on radio/information technology in the subsequent fiscal year to increase communication between drivers, field supervisors and dispatchers. However, the Grand Jury found that much more money needs to be going toward security on the most high-risk bus routes and at all stations. Salaries and benefits are expected to increase by 9% in the subsequent fiscal year. However, the GJ found evidence that in the past, salary increases have not been equitable. The current budget does not delineate exactly who will receive these salary increases. The Grand Jury found coach operators and field supervisors need increases in pay and/or additional incentives to both recruit and retain employees in these positions because of high turnover and retention problems. Higher salaries and increased benefits may help attract additional applicants and retain employees. It would reduce turnover because those hired may stay longer to reap those benefits. Training OmniTrans offers initial training for new applicant coach operators so they can test for, and obtain, their Commercial Driver’s License. The training lasts six weeks and is comprised of mostly lecture format in the classroom. Some of this training is in PowerPoint or in the form of a video. Some of the six-week training period is out on the coaches with instructors. The instructors may change from week to week. Evidence showed that because the instructor changes, the training from week to week may be inconsistent. The GJ also found that the amount of hands-on training is inconsistent from instructor to instructor. Training varies for each applicant because of this inconsistency. The Grand Jury found that having one trainer for the entire six-week training period would be beneficial to the trainees and would help with the consistency of the training. Evidence revealed the simulator, virtual and interactive training is very important so the students can learn in a real-life situation. Without interactive scenarios presented to the trainees, the students may receive their CDL, but may still be unprepared for situations that come up when they are driving their routes. The simulator currently in the training classroom is outdated and cannot be repaired. OmniTrans has no virtual learning program that can teach the students how to react in real-life situations. The Grand Jury recommends that OmniTrans purchase a virtual program and/or a new simulator for use in the training classrooms. The Grand Jury found that the trainees benefitted from the time spent teaching the prospective drivers out on the buses in person. If one instructor and three or four students went out on routes in real coaches, the teacher could model safe driving, and then the trainees could each take turns driving the bus with the instructor guiding them. Evidence showed that 50 San Bernardino County Grand Jury Final Report the students would benefit greatly from this type of interactive training. OmniTrans also reteaches current coach operators annually to refresh their training. These classes are taught on PowerPoint or videos with little student interaction. At the end of the class, coach operators play an interactive game in ‘Jeopardy!’ style format. The class participants were much more involved in the learning at that point. Interactive methods are encouraged as much as possible. Train the Trainers Pilot Program “Research indicates that the shelf life for skills may be five years or less. We are in a cycle of near constant upskilling and reskilling of the workforce. Train the Trainer programs equip trainers and instructional designers with the skills they need to provide the best learning experience to employees. Train the Trainers facilitators need to have strong leadership skills, effective communication capabilities, exceptional listening skills, and emotional intelligence.”9 The Grand Jury has learned teaching adults who have personal experiences and opinions is a difficult task and not just anyone can jump into this role. The evidence revealed that the trainers need: • to be qualified and proficient in teaching to all learning styles • more planning and team-building times • time to work with one another so the delivery of the material to coach operators is consistent • consistency in delivering the same material • one instructor for the initial six-week period of training class • a “train the trainers” program, for consistency in instruction De-escalation Training Evidence revealed that coach operators (new trainees and experienced drivers) at OmniTrans would be better prepared and equipped if the training included ideas on how to de-escalate a situation that arises on the coaches and at stops. Drivers who know exactly how to de-escalate a confrontation, argument and other situations can then draw from their training ideas and put them into use while out on their routes. Probationary trainees, as well as seasoned drivers, need the best ideas for de-escalation so that small classroom is outdated and cannot be repaired. OmniTrans has no virtual learning program that can teach the students how to react in real-life situations. The Grand Jury recommends that OmniTrans purchase a virtual program and/or a new simulator for use in the training classrooms. The Grand Jury found that the trainees benefitted from the time spent teaching the prospective drivers out on the buses in person. If one instructor and three or four students went out on routes in real coaches, the teacher could model safe driving, and then the trainees could each take turns driving the bus with the instructor guiding them. Evidence showed that the students would benefit greatly from this type of interactive training. OmniTrans also reteaches current coach operators annually to refresh their training. These classes are taught on PowerPoint or videos with little student interaction. At the end of the class, coach operators play an interactive game in ‘Jeopardy!’ style format. The class participants were much more involved in the learning at that point. Interactive methods are encouraged as much as possible. Train the Trainers Pilot Program “Research indicates that the shelf life for skills may be five years or less. We are in a cycle of near constant upskilling and reskilling of the workforce. Train the Trainer programs equip trainers and instructional designers with the skills they need to provide the best learning experience to employees. Train the Trainers facilitators need to have strong leadership skills, effective communication capabilities, exceptional listening skills, and emotional intelligence.”9 The Grand Jury has learned teaching adults who have personal experiences and opinions is a difficult task and not just anyone can jump into this role. The evidence revealed that the trainers need: • to be qualified and proficient in teaching to all learning styles • more planning and team-building times • time to work with one another so the delivery of the material to coach operators is consistent • consistency in delivering the same material • one instructor for the initial six-week period of training class • a “train the trainers” program, for consistency in instruction De-escalation Training Evidence revealed that coach operators (new trainees and experienced drivers) at OmniTrans would be better prepared and equipped if the training included ideas on how to de-escalate a situation that arises on the coaches and at stops. Drivers who know exactly hSoanw B etorn adredi-neos Ccoaulnattye G ara ncdo Jnufrryo Fnintaalt Rioenpo, rt 51 argument and other situations can then draw from their training ideas and put them into use while out on their routes. Probationary trainees, as well as seasoned drivers, need the best ideas for de-escalation so that small classroom is outdated and cannot be repaired. OmniTrans has no virtual learning program that can teach the students how to react in real-life situations. The Grand Jury recommends that OmniTrans purchase a virtual program and/or a new simulator for use in the training classrooms. The Grand Jury found that the trainees benefitted from the time spent teaching the prospective drivers out on the buses in person. If one instructor and three or four students went out on routes in real coaches, the teacher could model safe driving, and then the trainees could each take turns driving the bus with the instructor guiding them. Evidence showed that the students would benefit greatly from this type of interactive training. OmniTrans also reteaches current coach operators annually to refresh their training. These classes are taught on PowerPoint or videos with little student interaction. At the end of the class, coach operators play an interactive game in ‘Jeopardy!’ style format. The class participants were much more involved in the learning at that point. Interactive methods are encouraged as much as possible. Train the Trainers Pilot Program “Research indicates that the shelf life for skills may be five years or less. We are in a cycle of near constant upskilling and reskilling of the workforce. Train the Trainer programs equip trainers and instructional designers with the skills they need to provide the best learning experience to employees. Train the Trainers facilitators need to have strong leadership skills, effective communication capabilities, exceptional listening skills, and emotional intelligence.”9 The Grand Jury has learned teaching adults who have personal experiences and opinions is a difficult task and not just anyone can jump into this role. The evidence revealed that the trainers need: • to be qualified and proficient in teaching to all learning styles • more planning and team-building times • time to work with one another so the delivery of the material to coach operators is consistent • consistency in delivering the same material • one instructor for the initial six-week period of training class • a “train the trainers” program, for consistency in instruction De-escalation Training Evidence revealed that coach operators (new trainees and experienced drivers) at OmniTrans would be better prepared and equipped if the training included ideas on how to de-escalate a situation that arises on the coaches and at stops. Drivers who know exactly how to de-escalate a confrontation, argument and other situations can then draw from their training ideas and put them into use while out on their routes. Probationary trainees, as well as seasoned drivers, need the best ideas for de-escalation so that small problems do not become huge problems while they are trying to operate their coaches. The Grand Jury recommends that OmniTrans hire de- escalation experts to teach the best and most current methods for de- escalation so that drivers can feel confident with the tools they learn. Qualified vendors can be sought and hired to be guest speakers/trainers during classes. A qualified third-party trainer to instruct the coach operators in dealing with passengers who have mental illness issues would also benefit the drivers and give them more training in how to deal with some of the passengers they encounter on a regular basis. The operators could draw from their training to use ideas to deal with these passengers in a safe and non- confrontational way. Use of Simulators “Transit bus driver training simulators have been successfully used to increase proficiency throughout the transportation industry. Simulators/virtual methods used in training programs simplify periodic retraining, improve customer service, and help transit operators to learn to better manage the stresses associated with passenger issues on fixed routes. This would also ease the transition to Electric Vehicle (EV) buses. With simulation-based bus operator training transit agency will get entry- level drivers their commercial driver’s license more quickly and retain them longer.”10 “Driving simulators allows learners to experience the consequences of their actions in an almost unlimited range of driving situations without risk of material damage and/or injury.”11 According to an expert company who manufactures simulators: “Most importantly, when using a bus driving simulator, you can reap all these benefits at any hour, in any weather, with absolutely no risk to 52 Sa e n q B u e i r p n m ard e in n o t , C w ou o n r t k y e G r r s an , d p J a u s ry s e Fi n na g l e Re rs p , o r o t r the community.”12 problems do not become huge problems while they are trying to operate their coaches. The Grand Jury recommends that OmniTrans hire de- escalation experts to teach the best and most current methods for de- escalation so that drivers can feel confident with the tools they learn. Qualified vendors can be sought and hired to be guest speakers/trainers during classes. A qualified third-party trainer to instruct the coach operators in dealing with passengers who have mental illness issues would also benefit the drivers and give them more training in how to deal with some of the passengers they encounter on a regular basis. The operators could draw from their training to use ideas to deal with these passengers in a safe and non- confrontational way. Use of Simulators “Transit bus driver training simulators have been successfully used to increase proficiency throughout the transportation industry. Simulators/virtual methods used in training programs simplify periodic retraining, improve customer service, and help transit operators to learn to better manage the stresses associated with passenger issues on fixed routes. This would also ease the transition to Electric Vehicle (EV) buses. With simulation-based bus operator training transit agency will get entry- level drivers their commercial driver’s license more quickly and retain them longer.”10 “Driving simulators allows learners to experience the consequences of their actions in an almost unlimited range of driving situations without risk of material damage and/or injury.”11 According to an expert company who manufactures simulators: “Most importantly, when using a bus driving simulator, you can reap all these benefits at any hour, in any weather, with absolutely no risk to equipment, workers, passengers, or the community.”12 (Photo of Non-operable Simulator at OmniTrans) “At most agencies, simulators are used to train new drivers and specifically to teach defensive driving techniques, to “show them what they don’t know.” These training sessions equated to relatively short durations in the simulators of around 10-20 minutes per driver. Simulators are viewed as worthwhile for demonstrating techniques like “rock and roll,” in which the trainee checks blind spots. Simulators offer the opportunity for drivers to see what they would miss by not implementing the technique. Several agency representatives mentioned the case of pedestrians in a blind spot as a particular situation which is effectively conveyed to drivers using a simulator.”13 “Bus driving simulators are widely used throughout the transit industry to support driver training. Drivers generally find them credible and useful in learning important driver safety techniques and principles. However, space must be provided to store and operate systems and funding sources must be identified to provide the necessary resources to maintain the operation of a driving simulator.”14 San Bernardino County Grand Jury Final Report 53 “Transit bus driver training simulators have been successfully used to increase throughput in training programs, simplify periodic retraining, improve customer service, help transit operators to learn to better manage the stresses associated with passenger issues on fixed routes, and ease the transition to EV buses. With simulation-based bus operator training your transit agency will get entry-level drivers their commercial driver’s license (CDL) quickly and retain them longer.”15 Coach Operator Safety During the Grand Jury investigation into OmniTrans safety practices, the GJ discovered that installing plexiglass barriers between the operator and passengers worked well during Covid-19 because they were installed to prevent the spread of disease rather than for security risks. However, (Photo of Non-operable Simulator at OmniTrans) “At most agencies, simulators are used to train new drivers and specifically to teach defensive driving techniques, to “show them what they don’t know.” These training sessions equated to relatively short durations in the simulators of around 10-20 minutes per driver. Simulators are viewed as worthwhile for demonstrating techniques like “rock and roll,” in which the trainee checks blind spots. Simulators offer the opportunity for drivers to see what they would miss by not implementing the technique. Several agency representatives mentioned the case of pedestrians in a blind spot as a particular situation which is effectively conveyed to drivers using a simulator.”13 “Bus driving simulators are widely used throughout the transit industry to support driver training. Drivers generally find them credible and useful in learning important driver safety techniques and principles. However, space must be provided to store and operate systems and funding sources must be identified to provide the necessary resources to maintain the operation of a driving simulator.”14 “Transit bus driver training simulators have been successfully used to increase throughput in training programs, simplify periodic retraining, improve customer service, help transit operators to learn to better manage the stresses associated with passenger issues on fixed routes, and ease the transition to EV buses. With simulation-based bus operator training your transit agency will get entry-level drivers their commercial driver’s license (CDL) quickly and retain them longer.”15 Coach Operator Safety During the Grand Jury investigation into OmniTrans safety practices, the GJ discovered that installing plexiglass barriers between the operator and passengers worked well during Covid-19 because they were installed to prevent the spread of disease rather than for security risks. However, today’s safety issues aboard public transportation have advanced well beyond the spread of germs. Drivers need an unobstructed view all around the bus from their coach operator area (both inside and outside of the bus) with adjustable barriers around the driver’s area, to avoid physical confrontations with passengers. The plexiglass operator barriers, which OmniTrans installed at the beginning of Covid-19, were an improvement, but passengers can still reach around it to physically contact the driver. Extended barriers made of harder material are needed for the safety of the coach operators. The Grand Jury learned it would be beneficial to have a class on how to deal with people and how to use de-escalation techniques. Instructors can use more interactive training about how to handle aggressive and upset passengers. Some people get angry, so a third-party professional should come in and explain to the drivers how to deal with such situations and behavioral issues. There are some people with mental disabilities that coach operators must deal with on a routine basis. OmniTrans instructors can train with these expert professionals in using more interactive scenarios (without drivers leaving their seats or physically confronting anyone) and dealing with people with mental illness, since societal issues 54 Sahna Bveern carhdainnog Ceodun otyv Gerra nthde Ju yrye Fainrsal. R eport Passenger Safety The transit center in the City of San Bernardino is the only transit center owned by OmniTrans and provides their own security. OmniTrans contracts with Allied United Security for security at other transit centers. OmniTrans contracts with Allied United Security for three years with two-year renewal options. OmniTrans does not control the security at any other stations. The Grand Jury learned OmniTrans does not own the transit center in Fontana. It is a very busy transit center, and the City of Fontana maintains that property and provides security. Therefore, there is no consistency in security at the various transit centers. The Grand Jury discovered most safety incidents happen between passengers. Sometimes these incidents begin at the station and then continue onto the bus. All buses are equipped with multiple video cameras that also records sound. The coach operators do not have access to the videos. Usually, the PA (public announcement) system is used by coach operators to try to de-escalate arguments. OmniTrans currently has a $90M+ budget, and they are required to spend two percent of that on security annually. The Grand Jury found that several bus stops have been turned into homeless encampments, so passengers tend to stand away from the actual bus stop while waiting for a bus. Therefore, the driver may pass up a stop. There was evidence that solar lighting could be installed at all bus stops as a deterrent and to discourage homeless people from loitering, sleeping and today’s safety issues aboard public transportation have advanced well beyond the spread of germs. Drivers need an unobstructed view all around the bus from their coach operator area (both inside and outside of the bus) with adjustable barriers around the driver’s area, to avoid physical confrontations with passengers. The plexiglass operator barriers, which OmniTrans installed at the beginning of Covid-19, were an improvement, but passengers can still reach around it to physically contact the driver. Extended barriers made of harder material are needed for the safety of the coach operators. The Grand Jury learned it would be beneficial to have a class on how to deal with people and how to use de-escalation techniques. Instructors can use more interactive training about how to handle aggressive and upset passengers. Some people get angry, so a third-party professional should come in and explain to the drivers how to deal with such situations and behavioral issues. There are some people with mental disabilities that coach operators must deal with on a routine basis. OmniTrans instructors can train with these expert professionals in using more interactive scenarios (without drivers leaving their seats or physically confronting anyone) and dealing with people with mental illness, since societal issues have changed over the years. Passenger Safety The transit center in the City of San Bernardino is the only transit center owned by OmniTrans and provides their own security. OmniTrans contracts with Allied United Security for security at other transit centers. OmniTrans contracts with Allied United Security for three years with two-year renewal options. OmniTrans does not control the security at any other stations. The Grand Jury learned OmniTrans does not own the transit center in Fontana. It is a very busy transit center, and the City of Fontana maintains that property and provides security. Therefore, there is no consistency in security at the various transit centers. The Grand Jury discovered most safety incidents happen between passengers. Sometimes these incidents begin at the station and then continue onto the bus. All buses are equipped with multiple video cameras that also records sound. The coach operators do not have access to the videos. Usually, the PA (public announcement) system is used by coach operators to try to de-escalate arguments. OmniTrans currently has a $90M+ budget, and they are required to spend two percent of that on security annually. The Grand Jury found that several bus stops have been turned into homeless encampments, so passengers tend to stand away from the actual bus stop while waiting for a bus. Therefore, the driver may pass up a stop. There was evidence that solar lighting could be installed at all bus stops as a deterrent and to discourage homeless people from loitering, sleeping and San Bernardino County Grand Jury Final Report 55 today’s safety issues aboard public transportation have advanced well beyond the spread of germs. Drivers need an unobstructed view all around the bus from their coach operator area (both inside and outside of the bus) with adjustable barriers around the driver’s area, to avoid physical confrontations with passengers. The plexiglass operator barriers, which OmniTrans installed at the beginning of Covid-19, were an improvement, but passengers can still reach around it to physically contact the driver. Extended barriers made of harder material are needed for the safety of the coach operators. The Grand Jury learned it would be beneficial to have a class on how to deal with people and how to use de-escalation techniques. Instructors can use more interactive training about how to handle aggressive and upset passengers. Some people get angry, so a third-party professional should come in and explain to the drivers how to deal with such situations and behavioral issues. There are some people with mental disabilities that coach operators must deal with on a routine basis. OmniTrans instructors can train with these expert professionals in using more interactive scenarios (without drivers leaving their seats or physically confronting anyone) and dealing with people with mental illness, since societal issues have changed over the years. Passenger Safety The transit center in the City of San Bernardino is the only transit center owned by OmniTrans and provides their own security. OmniTrans contracts with Allied United Security for security at other transit centers. OmniTrans contracts with Allied United Security for three years with two-year renewal options. OmniTrans does not control the security at any other stations. The Grand Jury learned OmniTrans does not own the transit center in Fontana. It is a very busy transit center, and the City of Fontana maintains that property and provides security. Therefore, there is no consistency in security at the various transit centers. The Grand Jury discovered most safety incidents happen between passengers. Sometimes these incidents begin at the station and then continue onto the bus. All buses are equipped with multiple video cameras that also records sound. The coach operators do not have access to the videos. Usually, the PA (public announcement) system is used by coach operators to try to de-escalate arguments. OmniTrans currently has a $90M+ budget, and they are required to spend two percent of that on security annually. The Grand Jury found that several bus stops have been turned into homeless encampments, so passengers tend to stand away from the actual bus stop while waiting for a bus. Therefore, the driver may pass up a stop. There was evidence that solar lighting could be installed at all bus stops as a deterrent and to discourage homeless people from loitering, sleeping and camping at the bus stops. Solar lighting is more practical than electric lighting as you do not have to install electricity at the bus stop. ® WeTip WeTip was founded in 1972 to aid law enforcement and provide anonymous reporting resources and empowerment to citizens. Through We Tip’s success, crime incidents have dramatically reduced in both communities and schools nationwide. Since its inception, WeTip has led to over 1.2 million crimes reported, 16,000 arrests, and 8,000 convictions. OmniTrans, San Bernardino Sheriff’s Department and San Bernardino International Airport have utilized this program for years. WeTip is advertised at the OmniTrans office in San Bernardino for drivers to use, if needed. At one time, there were WeTip notices on the backs of passenger's seats as well as at the front of each coach, for passengers to access. The Grand Jury learned that many passengers have torn these off. Perhaps displaying only the QR code could help. WeTip provides a dedicated telephone number with dedicated hotlines and QR Codes. Reports are always anonymous. They also offer confidential text message reporting. Passengers often use WeTip to report complaints16. The Grand Jury found that passengers need easy access to the WeTip information at many locations on the bus and not just at the front of the bus. San Bernardino County Grand Jury Final Report Field Supervisors With so many issues that coach operators must face, the Grand Jury also investigated the role of field supervisors and how they assist coach operators with safety issues. Bus drivers are to radio dispatch if there is a problem, and the drivers are also responsible for writing up incident reports, but they are not allowed to call 911. Field supervisors will receive a call from dispatch if there is a bus camping at the bus stops. Solar lighting is more practical than electric lighting as you do not have to install electricity at the bus stop. ® WeTip WeTip was founded in 1972 to aid law enforcement and provide anonymous reporting resources and empowerment to citizens. Through We Tip’s success, crime incidents have dramatically reduced in both communities and schools nationwide. Since its inception, WeTip has led to over 1.2 million crimes reported, 16,000 arrests, and 8,000 convictions. OmniTrans, San Bernardino Sheriff’s Department and San Bernardino International Airport have utilized this program for years. WeTip is advertised at the OmniTrans office in San Bernardino for drivers to use, if needed. At one time, there were WeTip notices on the backs of passenger's seats as well as at the front of each coach, for passengers to access. The Grand Jury learned that many passengers have torn these off. Perhaps displaying only the QR code could help. WeTip provides a dedicated telephone number with dedicated hotlines and QR Codes. Reports are always anonymous. They also offer confidential text message reporting. Passengers often use WeTip to report complaints16. The Grand Jury found that passengers need easy access to the WeTip information at many locations on the bus and not just at the front of the bus. Field Supervisors With so many issues that coach operators must face, the Grand Jury also investigated the role of field supervisors and how they assist coach operators with safety issues. Bus drivers are to radio dispatch if there is a problem, and the drivers are also responsible for writing up incident reports, but they are not allowed to call 911. Field supervisors will receive a call from dispatch if there is a bus incident in their area (East or West Valley). These supervisors will assess the situation and then determine if his or her presence is required for that incident, depending on the severity of the situation. Field supervisors will determine whether to call the local law enforcement immediately or not at all. They will later go over the videos from the coach and write a report which is then disseminated to various departments at OmniTrans. Evidence revealed that there are an insufficient number of field supervisors to cover the area and number of routes serviced by OmniTrans, since there is only one field supervisor per shift, per area. It also impacts efficiency and shortens the field supervisors’ response times. Additional supervisors must be hired to ensure the safety of OT coach operators and passengers as well as the vehicles. Hiring and Retention of Staff San Bernardino County Grand Jury Final Report 57 Evidence shows that a high turnover of staff is a problem for OmniTrans. The Grand Jury found that multiple administrative positions have been unfilled for long periods of time. OmniTrans requires that existing staff perform those jobs, so many employees are wearing multiple hats. Employees are stretched so thin that it is difficult to perform the duties of multiple positions. Consequently, time management becomes a concern. Additionally, OmniTrans is having difficulty hiring and retaining coach operators. OmniTrans has implemented some incentive programs to retain and reward its staff. However, the Grand Jury finds that additional programs and incentives would be beneficial. Some coach drivers apply at OmniTrans, go through coach driver training and receive their CDL only to leave soon afterwards for higher paying jobs or jobs with better incentives. The Grand Jury discovered some drivers are pressured to work additional days beyond their tour-of-duty. If they fail to come in and work, there are negative consequences, such as earning demerits. Reaching 100 demerits on a driver’s record can result in automatic termination. Coach operators may end up working seven days a week for an extended period. The Grand Jury has found this affects their performance and morale. It is evident that burnout would affect the safety of the driver, passengers, pedestrians and the bus. The Future of OmniTrans Safety Victor Valley Transit Authority The Grand Jury has learned that the Victor Valley Transit Authority (VVTA) has partnered with the San Bernardino County Sherriff’s Department (SBCSD) to enhance the safety of its passengers and coach operators. This partnership, which consists of one sergeant and four deputies, was created mid-year to help improve the sense of security and well-being incident in their area (East or West Valley). These supervisors will assess the situation and then determine if his or her presence is required for that incident, depending on the severity of the situation. Field supervisors will determine whether to call the local law enforcement immediately or not at all. They will later go over the videos from the coach and write a report which is then disseminated to various departments at OmniTrans. Evidence revealed that there are an insufficient number of field supervisors to cover the area and number of routes serviced by OmniTrans, since there is only one field supervisor per shift, per area. It also impacts efficiency and shortens the field supervisors’ response times. Additional supervisors must be hired to ensure the safety of OT coach operators and passengers as well as the vehicles. Hiring and Retention of Staff Evidence shows that a high turnover of staff is a problem for OmniTrans. The Grand Jury found that multiple administrative positions have been unfilled for long periods of time. OmniTrans requires that existing staff perform those jobs, so many employees are wearing multiple hats. Employees are stretched so thin that it is difficult to perform the duties of multiple positions. Consequently, time management becomes a concern. Additionally, OmniTrans is having difficulty hiring and retaining coach operators. OmniTrans has implemented some incentive programs to retain and reward its staff. However, the Grand Jury finds that additional programs and incentives would be beneficial. Some coach drivers apply at OmniTrans, go through coach driver training and receive their CDL only to leave soon afterwards for higher paying jobs or jobs with better incentives. The Grand Jury discovered some drivers are pressured to work additional days beyond their tour-of-duty. If they fail to come in and work, there are negative consequences, such as earning demerits. Reaching 100 demerits on a driver’s record can result in automatic termination. Coach operators may end up working seven days a week for an extended period. The Grand Jury has found this affects their performance and morale. It is evident that burnout would affect the safety of the driver, passengers, pedestrians and the bus. The Future of OmniTrans Safety Victor Valley Transit Authority The Grand Jury has learned that the Victor Valley Transit Authority (VVTA) has partnered with the San Bernardino County Sherriff’s Department (SBCSD) to enhance the safety of its passengers and coach operators. This partnership, which consists of one sergeant and four deputies, was created mid-year to help improve the sense of security and well-being 58 San Bernardino County Grand Jury Final Report among the commuters. The Grand Jury has tried several times to contact VVTA and verify their data, findings, and progress on this program. That effort was unsuccessful. However, the Grand Jury recommends that the San Bernardino County Board of Supervisors and OmniTrans look at this partnership as a litmus test to evaluate its implementation. Victor Valley Transit Authority could be a model for a pilot program for OmniTrans to cover its riskier routes.17 COMMENDATIONS • OmniTrans invested in acquiring zero emission buses (ZEBs); for example, hydrogen fueled coaches • OT currently has 4 electric buses • OmniTrans has an agreement to add 18 additional electric buses • the Grand Jury was pleased to discover multiple compliments from passengers about helpful and friendly drivers • OmniTrans is making efforts with driver and passenger safety • free Fares for School Program is a great idea • OT’s willingness to work with the Grand Jury, providing requested documents and making it possible for employees to come in for interviews • OmniTrans listens to and welcomes coach operator safety suggestions • police officers and firefighters ride for free on all OmniTrans buses if they are wearing their uniform CONCLUSION OmniTrans does show concern for safety issues aboard their buses, but the Grand Jury sees the need for more improvement. OmniTrans bus stops still need to be cleared of sleeping people and the amount of trash left behind according to evidence received. Installing solar lights at stops may deter people who are homeless from camping there. OmniTrans is understaffed and struggles with employee retention. For example, some driver applicants are hired, trained, receive a commercial driver’s license at OmniTrans’ expense but then immediately leave for San Bernardino County Grand Jury Final Report 59 higher-paying jobs elsewhere. OmniTrans would benefit from setting up a better incentive plan whereby attendance and retention bonuses are paid at certain short milestones when employees continue their employment with OmniTrans. The Grand Jury believes that OmniTrans will address these concerns and continue “moving” in the right direction, so that the wheels on the bus will keep going round and round—safely. among the commuters. The Grand Jury has tried several times to contact VVTA and verify their data, findings, and progress on this program. That effort was unsuccessful. However, the Grand Jury recommends that the San Bernardino County Board of Supervisors and OmniTrans look at this partnership as a litmus test to evaluate its implementation. Victor Valley Transit Authority could be a model for a pilot program for OmniTrans to cover its riskier routes.17 COMMENDATIONS • OmniTrans invested in acquiring zero emission buses (ZEBs); for example, hydrogen fueled coaches • OT currently has 4 electric buses • OmniTrans has an agreement to add 18 additional electric buses • the Grand Jury was pleased to discover multiple compliments from passengers about helpful and friendly drivers • OmniTrans is making efforts with driver and passenger safety • free Fares for School Program is a great idea • OT’s willingness to work with the Grand Jury, providing requested documents and making it possible for employees to come in for interviews • OmniTrans listens to and welcomes coach operator safety suggestions • police officers and firefighters ride for free on all OmniTrans buses if they are wearing their uniform CONCLUSION OmniTrans does show concern for safety issues aboard their buses, but the Grand Jury sees the need for more improvement. OmniTrans bus stops still need to be cleared of sleeping people and the amount of trash left behind according to evidence received. Installing solar lights at stops may deter people who are homeless from camping there. OmniTrans is understaffed and struggles with employee retention. For example, some driver applicants are hired, trained, receive a commercial driver’s license at OmniTrans’ expense but then immediately leave for higher-paying jobs elsewhere. OmniTrans would benefit from setting up a better incentive plan whereby attendance and retention bonuses are paid at certain short milestones when employees continue their employment with OmniTrans. The Grand Jury believes that OmniTrans will address these concerns and continue “moving” in the right direction, so that the wheels on the bus will keep going round and round—safely. San Bernardino County Grand Jury Final Report (Banner hangs in the OmniTrans Headquarters) FINDINGS & RECOMMENDATIONS – 90-Day Response Requested: REQUIRED RESPONSES 1. San Bernardino County Board of Supervisors 2. OmniTrans Board of Directors INVITED RESPONSES 1. Erin Rogers - CEO and General Manager of OmniTrans San Bernardino County Grand Jury Final Report 61 FINDINGS RECOMMENDATIONS REQUIRED RESPONSE IMPLEMENTATION DATE

R-8: 1.OmniTrans Board of Expert third-party training Implement de-escalation Directors in de-escalation training from outside September techniques is needed. experts. 2024 2. SB County Board of Supervisors

R-9: 1. OmniTrans Board of Directors The bus simulator used Purchase a new bus September for coach operator training simulator for use in training 2024 is outdated and coach operator students. 2. SB County Board of unrepairable and has not Supervisors been used by any new hires in the last few years. San Bernardino County Grand Jury Final Report 63 GLOSSARY The following Glossary was created by the Grand Jury to add context and information to the report above. 1. Commercial Driver's License (CDL): a driver's license required in the United States to operate large and heavy vehicles (including trucks, buses and trailers) or a vehicle of any size that transports hazardous materials or more than 15 passengers (including the driver). 2. Coach Operator: Person who drives large passenger vehicles, known as coaches, for tours, charters and other scheduled services. Coach operators transport passengers. 3. Joint Powers Authority (JPA): The OmniTrans Joint Powers Authority is a California public agency formed pursuant to the Joint Exercise of Powers Act, Chapter 5 (commencing with Section 6500 of Division 7 of Title 1 of the Government Code) through those certain joint powers’ agreement titled “Amended and Restated Joint Powers Agreement between the County of San Bernardino and the Cities of Chino, Chino Hills, Colton, Fontana, Grand Terrace, Highland, Loma Linda, Montclair, Ontario, Rancho Cucamonga, Redlands, Rialto, San Bernardino, Upland and Yucaipa, creating a county wide transportation authority to be known as ‘OmniTrans’, dated July 1, 2016 (referred to as the “Joint Powers Authority”). 4. OmniTrans: the largest public transportation agency in San Bernardino County. Established in 1976. It covers approximately 480 square miles. 5. Route: a way or course taken in getting from a starting point to a destination. San Bernardino County Grand Jury Final Report REFERENCES A. California Penal Code §933 This law requires the governing body of any public agency which the Grand Jury has reviewed, and about which it has issued a final report, to comment to the Presiding Judge of the Superior Court on the findings and recommendations pertaining to matters under the control of the governing body. Such comment shall be made no later than 90 days after the Grand Jury publishes its report (filed with the Clerk of the Court). Additionally, in the case of a report containing findings and recommendations pertaining to a department or agency headed by an elected County official (e.g., District Attorney, Sheriff, etc.), such elected County official shall comment on the findings and recommendations pertaining to the matters under that elected official’s control within 60 days to the Presiding Judge with an information copy sent to the Board of Supervisors. Furthermore, California Penal Code Section 933.05 specifies the manner in which such comment(s) are to be made as follows: (a) As to each Grand Jury finding, the responding person or entity shall indicate one of the following: (1) The respondent agrees with the finding. (2) The respondent disagrees wholly or partially with the finding; in which case the response shall specify the portion of the finding that is disputed and shall include an explanation of the reasons therefor. (b) As to each Grand Jury recommendation, the responding person or entity shall report one of the following actions: (1) The recommendation has been implemented, with a summary regarding the implemented action. (2) The recommendation has not yet been implemented, but will be implemented in the future, with a time frame for implementation. (3) The recommendation requires further analysis, with an explanation and the scope and parameters of an analysis or study, and a time frame for the matter to be prepared for discussion by the officer or head of the agency or department being investigated or reviewed, including the governing body of the public agency when applicable. This time frame shall not exceed six months from the date of publication of the Grand Jury report. (4) The recommendation will not be implemented because it is not warranted or is not reasonable, with an explanation therefore. San Bernardino County Grand Jury Final Report 65 (c) If a finding or recommendation of the Grand Jury addresses budgetary or personnel matters of a county agency or department headed by an elected officer, both the agency or department head and the Board of Supervisors shall respond if requested by the Grand Jury. The response of the elected agency or department head shall address all aspects of the findings or recommendations affecting his or her agency or department. Comments to the Presiding Judge of the Superior Court in compliance with Penal Code §933.05 are required and requested from B. See below a recent job posting for the Field Supervisor position at OmniTrans: 2023 Field Supervisor Recruitment from OmniTrans Salary $62,667.96 - $94,002.00 Annually Location San Bernardino, CA Job Type Full Time Job Number 1307 Department Operations Opening Date 07/20/2023 Closing Date 8/4/2023 11:59 PM Pacific 66 San Bernardino County Grand Jury Final Report JOB DESCRIPTION The Job: Ride OMNITRANS to a satisfying career that lets you make a difference in the San Bernardino Valley. OmniTrans, provider of public mass transit for the San Bernardino Valley in Southern California is seeking a highly skilled professional to join our award-winning team. The ideal Candidate hired will supervise, coach and mentor the Agency's coach operators, ensuring efficient and courteous service. Examples of Duties The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to this position: Monitors the daily performance/operation of fixed routes, including efficiency, system safety and on time performance; makes recommendations for adjustments. Develops routes for detours and special events. • Monitors motor coaches on the road and determines location of bus stops, zones, and amenities. Research service and makes recommendations. • Supervises and monitors operator performance including on-board ride checks and overall compliance with rules, regulations, and safety requirements. • Issues fare evasion citations and code enforcement. • Assists operators with passenger relations. Investigates customer complaints and acts as liaison for the Agency with the general public and public works/safety personnel. • Responds to, investigates, and submits reports on accidents, incidents and claims involving Agency vehicles and personnel. • Maintains, monitors, and analyzes logs and records relative to coach operator efficiency and performance such as attendance, on time performance, and disciplinary records. San Bernardino County Grand Jury Final Report 67 • Evaluates and documents work performance and counsels' subordinates, recommending and implementing disciplinary actions as required. • Monitors on street performance of contract operated services and vehicles. • Acts as an emergency responder for natural and man-made disasters that involve public mass transit services. • Assists the dispatch office, providing dispatch relief for meetings, breaks, emergency coverage or other duties. • Enforces and rates on a scale coach operator safety performance including rules and regulations compliance and implements corrective action. • Other duties may be assigned. SUPERVISORY RESPONSIBILITIES Directly supervises coach operators in the Operations Department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include planning, assigning, and directing work; appraising performance; rewarding employees; addressing complaints and resolving problems. The Requirements To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Possession of two years post high school education and four years of recent transit operational experience or a minimum of two years of relevant supervisory experience; or an equivalent combination of education and supervisory experience. Must be familiar with current business operating systems, software, and programs. San Bernardino County Grand Jury Final Report Knowledge of Transit operations and applicable laws and regulations; Union contracts, rule books and progressive disciplinary procedures; basic accident investigation procedures; and two-way radio functions. Ability to prepare reports; handle pressure and emergency situations; establish and maintain effective working relationships with a variety of individuals, departments, outside agencies and the employees' labor union. Certificates, Licenses, Registrations Possession of or ability to obtain a valid California Class A or B driver's license, no air brake restrictions, with passenger endorsements and a valid Medical Examiner's Certificate.18 San Bernardino County Grand Jury Final Report 69 C. San Bernardino County 2016 Joint Powers Authority 70 San Bernardino County Grand Jury Final Report San Bernardino County Grand Jury Final Report 71 72 San Bernardino County Grand Jury Final Report San Bernardino County Grand Jury Final Report 73 74 San Bernardino County Grand Jury Final Report San Bernardino County Grand Jury Final Report 75 76 San Bernardino County Grand Jury Final Report San Bernardino County Grand Jury Final Report 77 78 San Bernardino County Grand Jury Final Report San Bernardino County Grand Jury Final Report 79 80 San Bernardino County Grand Jury Final Report San Bernardino County Grand Jury Final Report 81 82 San Bernardino County Grand Jury Final Report