Thank you to all who replied. Some good information, valid points to consider and some lighter moments in fun.

I have worked many jobs in the rail industry, including conductor, engineer or manager on various operations including Class 1, shortlines and contract switching. One I was in a class of 17 experienced conductors being hired as temps for a Class 1. As part of our training (the best program I ever went through), we had a couple ladies from HR show up to give us their speal. Somehow the converstaion turned to their recruiting methods, and they admitted that they "targeted" certain regions to advertise the company's job openings that had the "desired" demographics they were trying to attract to meet their goals. It was interesting that the person that took them to task to defend why they didn't advertise to everyone in their operating region was one of the two minorities in our class.

Since the railroads are or soon will be hiring, how does the average person stand out and gain an advantage to be considered for a Class 1 - or compete against experienced conductors that some shortlines prefer due to training costs? I agree that it is advantages for the new employee to let the railroad pay for their training (and wages), but you have to be offered the position.

Is there a demand for another conductor's training program, located in the Northwest?

I have trained many conductors (and a few engineers) over the years. I am not neccesarily an "expert", but think I am more competent than most on operating rules and air brakes, and I have worked in ABS, CTC and dark territory. My partner and I currently work in the rail industry, and are considering offering a conductors training program. Right now I am thinking a 6 week program, that will cover the GCOR extensively, a generic signal, air brake, train handling and safety rules program based on federal rules and common industry standards. I am considering a couple field trips to observe a hump yard and other rail operations. We have a connection with an area shortline, and expect to be able to lease an engine and some track time to allow for some hands-on training.

It takes many weeks to qualify a conductor on the job, so I have no intent that after a few days of hands-on any student will be "qualified" or have anywhere near the experience to do the work. It should allow the student to experience an idea of the physical requirements, and hopefully weed out those who do not have any aptitude for it.

We don't want to be just another "Choo-Choo U". I already have a conference room lined up, and the motel is willing to offer a substantial discount for students (nothing fancy - but clean and friendly). The typical $4,500-$6,500 in tuition the other programs are charging is outragous. We are thinking a tuition fee closer to half of that will pay our expenses, insurance, and something reasonable to us.

I agree that it doesn't make sense if the railroad is just going to make them take much of the same thing all over again, but if it gets them in the door... For shortlines, they should be able to put most students right into OJT since most of the required classroom will be completed. We could also offer the program to shortlines who don't have the resources to do the requird classroom training.

I know several shortline managers have posted here before - what would you consider? The intent isn't to create "Know-it-alls", just potential employees with a solid basic education to build on.

Thank you for your comments.