“You can see it in the driver other employees turn to for help, the technician who takes time to teach someone else, the dispatcher who remains calm when the operation gets difficult, or the employee who steps forward with a solution instead of waiting for someone else to solve the problem,” he said. Paul D’Andrade, executive director of transportation


services at Fairfax County Public Schools in Virginia, argued that departments need to start with a clear com- petency framework for critical positions. “Employees should understand what knowledge,


skills, judgment and leadership behaviors are expected at each level of the organization,” he said. “Employees also need meaningful development opportunities.” This can include cross-training, temporary assign-


ments, mentoring, participation in special projects, exposure to other functional areas, and opportunities to lead during periods of increased operational de- mand. Leaders should also have regular and honest discus-


sions about talent, D’Andrade added. “Managers should be able to identify employees who


Every student needs a way to get there.


TOP 8


Factors affecting recruitment according to transportation directors.


(Out of 50 responses. More than one answer allowed.)


1. Student/parent behavior concerns 2. Pay 3. CDL/training requirements 4. Spilt-shift schedule 5. Stress/responsibility of the Job 6. Benefits 7. Competition from other driving/fleet jobs 8. Lack of advancement opportunities


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