News
A “Wow Wall” erected at Indian River County School District in Vero Beach, Florida recognizes bus drivers who received accolades from parents, students and the community.
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Districts Share Strategies for Attracting, Retaining Bus Drivers
WRITTEN BY DEBBIE CURTIS T
he driver shortage seems here to stay. With Baby Boomers retiring, low unemployment rates, and stricter regulations required to ob- tain a commercial license, transportation departments are increas- ingly challenged to hire qualified drivers.
Te problem isn’t limited to the education sector. All areas of the transpor- tation industry, from long-haul truckers to motorcoach operators, are finding it difficult to fill driver seats. Te American Trucking Association’s most recent analysis found that the industry was short 48,000 drivers in 2015. Tis amid a continual fear of student transporters that they’ll lose qualified candidates to driving 18-wheelers, lured by higher pay and the opportunity to work year-round. One answer might be to attract younger applicants. But how? Te Deloitte
Millennial Survey 2017 found that most employees under the age of 40 want to make an impact at work, which driving a school bus certainly can provide. Survey respondents added that they seek stable, full-time jobs that also offer a flexible schedule. Once again, check the school bus box. In light of those results, how are school districts promoting open driver positions and attracting qualified candidates, and what are they offering in terms of benefits and incentives to stay? Many are using fresh tactics such as social media and job fairs to attract
more applicants. At Ithaca City School District in New York, Transportation Manager Elizabeth Berner has experimented with banners stating “School Bus Drivers Wanted” on strategically parked buses, the tennis court fence and distributed fliers around town.
18 School Transportation News • APRIL 2018 K
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