how many aides they can afford on special-needs routes. “Tose are the kinds of conversations we’re having, difficult
conversations about where you put resources,” he said. “We’re always looking for efficiencies.” Amid staff cutbacks, Hinson noted that some employees are
asked to shoulder more responsibilities — for instance, a router might also be assigned to drive the bus. Tis requires an updated job description, cross training, medical exams and background checks, all of which HR can help facilitate. “It’s critical to have a working relationship where transporta-
tion has confidence in HR, and vice versa,” Hinson continued. “Open communication helps us to understand staffing needs and to pay attention to laws and regulations. So, if HR isn’t reach- ing out to you, then reach out to HR.” Pete Meslin, transportation director at Newport-Mesa Unified
School District in Costa Mesa, Calif., said in the past 30 years he has learned that HR and transportation have similar priorities, but HR staff focuses more on liability and legal issues while trans- portation staff focuses on safety, service and efficiency. Linking these issues is the training that both HR and transportation directors require of employees to ensure they follow the same procedures and protocol. Such training is a valuable prevention tool in areas of vulnerability, or liability, for a school district. “HR is very focused on doing things right. Terefore, they look
very positively upon written procedures. Tey are even more positive when we follow them,” said Meslin, who manages 105 employees. His current challenges are the poor economy, driver turnover and the cost of medical benefits.
CREATING POLICY AND PROCEDURES — TOGETHER Tom Givens, transportation director at Granite School District
in Salt Lake City, said he relies on HR to back him up when dis- ciplining an employee, whether it’s a verbal or written warning, suspension and/or termination. “If we put in the school bus driver manual, ‘Tis is the disci-
pline for this behavior,’ then it has to be supportable. HR assists in creating policy that is correct and supported by law,” Givens said. Pamela McDonald, transportation director at Orange (Calif.)
Unified School District since 1996, said she has benefited from Hinson’s presentations. She has also received FRISK (Fact, Rule, Impact, Suggestions/directives, Knowledge) training. “You’ve got to get the facts down and follow progressive dis-
cipline: What did the employee do? What should he or she have done? What is the possible impact?” she explained. “If they’re doing something wrong, most employees want to improve. If I counsel them but they don’t listen, then I write them up. “Always check with HR officials on which procedures they pre- fer and then ask what they need.” ■
Top of the Class in Heavy Duty Lifting
Green, Lean & Mean!
Stertil-Koni, #1 in heavy-duty vehicle lifts, is proud to serve the school transportation market. Our complete line of eco-friendly, MADE IN THE USA lifts are specifically engineered for exceptional performance, durability and safety.
www.stertil-koni.com 800-336-6637
Lifts@stertil-koni.com
www.stnonline.com 27
Wireless Mobile Column Lifts
up to 18,000 lbs/column
SKYLIFT
Platform Lift up to 78,000 lbs.
ECOLIFT Scissor Lift up to 90,000 lbs.
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60