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“Craigslist brought in the most responses,” said Berner. “I think this is the most successful because people can link to our online application. Te entire process is very long, starting with the CDL permit and three letters of reference required by the State Education Department. Ten we need school board approval, which is usually two weeks.” Ithaca City tries to make the process as easy as possible. Berner said the district takes care of the requisite fingerprinting, drug and alcohol tests and physical exams before training starts. “We even help them study for the permit test,” she added. “Te biggest thing I have found that helps is responding promptly, and doing whatever I can to keep in contact, and let them know I’m interest- ed. If I let too much time pass they’re already looking at different positions and may have had other interviews.” More and more school districts are paying trainees in an attempt to keep them in the fold. Berner said Ithaca City pays its trainees $13.13 an hour, and the wage increases to $14.04 an hour for a newly certified driver, with a $20 per day split-shift. All employees also receive paid holidays, health benefits, sick, personal, and fami- ly days, and can join the New York State retirement system. Still, she pointed out that many hoops remain to be jumped
through before drivers can start making the kind of money they could at a job that carries with it much less responsibility. “We’re in the same boat as many other districts, trying to provide more
work during the school year and summer,” Berner added. “We have long runs, most are at least six hours, so our drivers are almost full-time, and we pay for 15 minutes of pre- and post-trip inspections morning and afternoon.” On days when there aren’t enough drivers, Berner said she uses
charter buses for sports trips, and has a couple of runs that can be combined. As a last resort, the mechanics and Berner drive routes. Jennifer Idlette, director of transportation for Indian River County School District in Vero Beach, Florida, shared her ideas for attracting applicants. “I requested principals to display ads on their school marquees to assist me with recruiting,” she said. “We have 21 public schools in our district, and this has helped a lot.” Idlette said she also works closely with CareerSource to produce job fairs a few times a year aimed at hiring bus drivers, especially those with military backgrounds. Te district’s training program for non-CDL holders requires a minimum of 40 hours of unpaid classroom and on the road training. So Idlette created an incentive program that makes newly hired drivers eligible for $400 bonuses after completing 60 days of competent service. In essence, the pro- gram provides backpay commensurate with 40 hours of training at $10 per hour. “Tis has increased our retention rate tremendously because, by that time, our newbies already feel a sense of family and commit- ment to the department,” she said.
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20 School Transportation News • APRIL 2018
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11/30/16 3:29 PM
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