A Century of the Park and Ride.

 

The concept began in early upper middle class suburbs, likely the 1920s in places like F Scott Fitzgerald’s Great Neck, NY, some 20 miles from Manhattan. Urban-working Professionals would “motor” to the train station and commute to downtown on the railroad.

In World War Two, fuel rationing combined with the construction of military facilities and factories on the fringe of cities, such as Farmingdale NY, required the use of carpooling by war workers.

Even in the automobile friendly 1950s, city planners recognized that freeways and road widening could not solve the urban traffic problem - even the infamous General Motors admitted so in their half hour documentary “Let’s Go to Town”. Fringe parking outside of downtown were put into service, saving motorists downtown parking fees and the aggravation of stop and go driving.

 Later, approaching and during the 1970s fuel crises, these park and rides were placed closer to residential areas, and dedicated bus lanes, such as those between DC and Alexandria VA, and on NYC’s Lincoln Tunnel Approach, were put into service.

A decline in carpooling came with the rise in dual-income households: husbands now took responsibility for a “honey do list”, domestic responsibilities such as grocery shopping and dry-cleaning pickup on the way home from work. This often required bringing one owns car to the office, instead of sharing the ride with a co-worker.

Revitalization and construction of new downtown sports stadiums in the 1990s required proactive traffic management. The lots and light rails that served office commuters by day could serve tourists in the evening.

Greyhound, the intercity bus company, realized that most riders had at least occasional access to a car for local trips. Bus stations moved out of downtowns to highway-adjacent park and rides. In states that have taken an interest in preserving regional bus access such as Colorado and Virginia, park and rides serve as the gateway to other regions of their respective states.

In addition to its service in preserving the walkability of downtown areas, the park-and-ride has also impacted the human experience at seaports, piers, and shipyards. In the United States, Boston Ship Repair in Boston, MA; and Deyten's in North Charleston, SC, deserve applause for avoiding the trend of turning port areas into vast asphalt parking lots. At these shipyards, mariners and shipfitters can easily walk to lunch outside the company gates. Reducing the need for a personal automobile increases quality of life. Long live the park and ride!

The Great Shakedown

 Workers in the maritime industry were greatly affected by COVID-19, from restricted port visits to delayed crew changes and cruise-ship levels of virus transmission. As wages and pensions were generous compared to other industries, retirement and career realignment were viable options for a large part of the American seafaring workforce. What does the employment field look like today?

 

Deck Officers

Compared to the number of jobs available at the time, there was an oversupply of deck officers in Western countries this past decade. The issue was more acute at the third mate level, who are typically recent graduates. While maritime academies graduate fewer mates than engineers, deck officers have higher retention in the afloat maritime industry than engineers. The wave of COVID-era retirements unstuck the promotion pipeline in the deck department, and allows newer officers to take positions at their highest qualification.

 

Engineering Officers

In 2014, international regulatory changes came into effect, requiring newly-minted ship’s officers to hold at least a community college level of education. The maritime industry had an unusually linear path for promotion, from entry level to department head. Now, the employment pool of ship’s officers has been detached from the skilled labor pool, which used to send its members into the officer ranks with regularity.

On the demand side, more maritime-trained engineers are working ashore are than staying aboard ship. Industrial and facilities engineering disciplines had become neglected areas of concentration at most flagship universities. These hands-on programs were generally forgotten as engineering programs became more scientifically-oriented towards high-tech research and development. Someone needs to fill these jobs, and the career-oriented nature of maritime academies became the first stop for power plant, sophisticated equipment technician, and prototype employers.

 

Skilled Level

The most perplexing labor shortage at sea is the mid-level positions, the able seamen and enginemen. Perhaps the average age for this cohort had increased to 55; younger people were doing short stints at the entry level, or going for a college degree and an officer’s berth. The top unions for these workers did not suffer a pension collapse, as the American Maritime Officers’ union did in 2009, so these mid-levels were able to retire on schedule.  

The Navy and Coast Guard had been steady suppliers of skilled mariners, but shipping companies must compete with other veteran-friendly employers such as defense contractors and large-capital corporations.

It seems that these positions would be great targets for re-skilling workers displaced by deindustrialization. Someone has to pay for the training, though, whether it is state employment agencies, the GI Bill, employers, or largely out-of-pocket. Entry-level personnel will not commit to the expense until they are sure that the maritime field is right for them.

Employers expected recent maritime academy graduates to backfill these positions. During lean times, as recently as 2020, graduates of limited economic means went “before the mast” to begin earning family-sized paychecks, instead of waiting for an officer’s assignment. But when officer positions are readily available, it takes a lot of gaslighting (“you’re not ready…”, etc.) to get new graduates to take unlicensed positions- not an efficient or ethical strategy.     

 

Entry Level

Traditionally, the gatekeepers of entry-level, deep-sea maritime positions, such as union training schools and federal government agencies with ships, could offer entry-level positions to those with previous work experience. These prospective mariners would be expected to bring something to the table, professionally. Preferably, they had work experience on inland and fishing boats. If not, they could be a great cook, or have nighttime watch standing experience from the Army. But at this moment, the gatekeepers are recruiting at high school job fairs. Salaried employment, or fixed contracts, in the maritime industry, certainly beats the variable pay and unpredictable schedules of other employers, such as foodservice. The potential for upward mobility at sea is unparallel as well.