What Does It Mean to Run the State Like a Business?
There’s a common expression, run it like a business, connoting a set of organizational reforms that intend to evoke private-sector efficiency. Unfortunately, the actual implementation as far as I’ve seen in public transportation agencies has always fallen short. This is not because the private sector is inherently different from the public sector – it is, but not in ways that are relevant here (for example, in marketing). Rather, it’s because the examples I’ve seen always involve bringing in an outside manager with experience in private-sector management but not in the industry, which tends to be a bad practice in the private sector too. Many of the practices bundled with this approach, like the hiring freeze, are harmful to the organization and well-run private firms do not engage in them.
So, instead, what would it mean to run public transportation like a business?
Internal workings
A public transit agency that wants to access the high productivity of frontier private-sector industries in the United States had better imitate common features to large corporations. These include all of the following:
1. Smoother HR. Jobs need to fill quickly, with a hiring process that takes weeks rather than months or years. HR should follow private-sector norms and not civil service exams, which represent the best reform ideas of the 1910s and are absent from the strongest bureaucratic public sector norms out there. Moreover, the pay needs to be competitive and largely in cash, not benefits. Some European countries (like Sweden) get away with having a fully laden cost of employment that’s about twice the gross salary because their tax structures have such high employer-side payroll taxes that this is more or less also the case for the private sector; but in the US, the private-sector norm is a multiplier of about 1.3 and not 2 and the public sector needs to do the same. Benefit cuts should go one-to-one to higher base pay, which should be competitive with high-productivity industries – public transit agencies should want to hire the best engineers, not the engineers who couldn’t get work in the private sector.
2. Promotion by merit and not seniority. Seniority systems in private businesses are a feature of relatively low-productivity countries like Japan, whereas the more productive American and Northern European private sectors promote by merit and have paths for someone to have decisionmaking power in their early 30s if they’re good. In contrast, American public transportation providers are bound by rigid notions of seniority at all levels – including even how bus and train drivers are scheduled (in the German-speaking world, schedulers set everyone’s work schedules on the principle of spreading out the painful shifts equally) – turning one’s 20s into a grueling apprenticeship, and even at my age people are always subordinate to a deadwood manager who last had an idea 20 years ago.
3. Hiring successful leadership, from within the industry if not through internal promotion. In some cases I can see hiring from adjacent industries, but so far this has meant national railroads like Amtrak and SNCF hiring airline executives, who do not understand some critical ways trains differ from planes and therefore produce poor outcomes. The practice of hiring people whose sole expertise is in turnarounds must cease; in Massachusetts, Charlie Baker’s foisting of Luis Ramirez on the MBTA was not a success. In the United States, the best example of a successful outside hire for leadership is Andy Byford, who Andrew Cuomo then proceeded to treat with about the same level of respect that he has for the consent of women in the room with him and for the lives of residents of New York nursing homes. This is really an extension of point #2: people with a track record of success in public transit should run public transit, and not hacks, washouts, and personal friends and allies of the governor.
4. Professional development. A planner earning $60,000 a year, who should probably be earning $90,000 a year, gets to regularly fly to a conference abroad for $2,500 including hotel fees to learn how other countries do things. The core of a high-value-added firm is its employees; the biggest risk when one invests in them is that they then take their skills and go elsewhere, but public transit is a local monopoly and if a New York planner takes their skills and moves to Philadelphia, on net New York has lost nothing, since SEPTA is complementary to its services rather than a competitor.
Note that this list avoids any of the usual tropes of hiring freezes, rank-and-yank systems, or the imposition of a separate class of managerial overlords who get to tell the experienced insiders what to do. These are not features of successful, high-productivity businesses. Some are features of failing companies, like the hiring freeze. Others are a feature of long dead industrial traditions, superseded by more modern ones: the class system in which the recently-hired MBA is always superior to the experienced worker, faithfully reproduced in most militaries with their officer-enlisted distinction, is inferior to the classless system in which people are hired and among them the most successful and most interested in a leadership role are more rapidly promoted.
Outside funding
The above points are about how a public transit agency should restructure itself. But the private sector has some insights about how external funding, such as federal funding in the US, should work.
Central to this is the venture capital insight that the quality of the team of founders matters at least as much as the proposal they bring in front of the VC team. If public transit agencies are to be run as frontier businesses (such as biotech or software-tech), then it stands to reason that federal funding should look at how the VC system funds them. In addition to following the above agency norms for their own hires, grantors like the FTA and FRA should then look at who exactly they’re funding. This means at least three things:
1. YIMBYer regions get more money than NIMBYer ones. New York can still get some money if it has exceptionally strong proposals, but overall, regions with stronger transit-oriented development, which in the US mainly means Seattle, should be getting more funding than regions without. This is on top of the purely public-sector negotiation process, common in the Nordic countries, in which an area that wants rail access to city center jobs is required to plan for more housing, even over local NIMBY objections. The Nordic process is a negotiation, whereas what I’m proposing here is a process in which the FTA and FRA get discretion to invest more money in regions that have pro-growth, pro-TOD politics without rezoning-by-rezoning negotiation.
2. Regions with recurrent corruption problems get defunded. If there’s a history of poor project management (for example, at California High-Speed Rail), or of actual corruption (as in Florida with Rick Scott), or of leakage of federal funds to unrelated goals such as creation of local jobs or overpriced betterments, then outside funding should not be forthcoming. There are other places that need the money and don’t abuse federal funds.
3. Regions with healthy ecosystems of transit advocacy get more money than regions without. NGOs are part of the local governance structure, and this means the FTA and FRA should be interested in the quality of advocacy. The presence of curious, technically literate, forward-looking groups like TransitMatters in Boston and 5th Square in Philadelphia should be a positive mark; that of populist ones like the Los Angeles Bus Riders’ Union with its preposterous claims that trains are racist should be a negative mark. This also extends to the local nonprofit grantors – if they are interested in good governance then it’s a sign the region’s overall governance is healthy and it will not only spend federal money prudently but also find new innovative ways to run better service that can then lead to a nationwide learning process. But if they are ignorant and incurious, as Boston’s Barr Foundation is (see incriminating article here by Barr board member Lisa Jacobson, falsely claiming Britain has no interest in equitable investment and the Netherlands has no interest in pedestrians), this suggests the opposite, and regions with such people in positions of power are likely to waste money that they are given.
Giving the state discretion
A lot of people are uncomfortable with the idea that the public sector should ever have the discretion to make its own decisions. In practice discretion is unavoidable; the American solution to the conundrum has been to bury everyone in self-contradictory paperwork and then any decision can be justified and litigated using some subset of the paperwork. So the same discretion exists but with far too high overheads and with a culture that treats clear language as somewhere between evil and unthinkable.
Because the idea of running the government like a business is disproportionately common among people who don’t like the public sector, programs that aim to do just that are bundled with programs that leash the state. The leash then means politicization, in which personal acquaintances of the mayor, governor, or other such heavyweight run agencies they are not qualified to work at, let alone manage; the professionals are then browbeaten into justifying whatever decision the political appointees come to, which is a common feature of dysfunctional businesses and a rare one at successful ones.
But successful businesses are not leashed. To run the government like a business means to imitate successful business ecosystems, and those are not leashed or politicized, nor are their core office workers subjected to a class system in which their own promotions are based on seniority and not merit whereas their overlords are a separate group of generalists who move from agency to agency. What it does mean is to hire the best people and promote the best among them, pay them accordingly, and give them the explicit discretion to make long-term planning and funding decisions.





