THOUGHT LEADER


The Upcoming Technician Shortage Written By Robert T. Pudlewski T


he U.S. Bureau of Labor Statistics estimates that by 2022, the commercial trucking sector will need approximately 67,000 highly trained technicians and 75,000 more diesel engine


professionals. In other words, beginning a year from now, more than 100,000 truck technician and special- ist jobs, which relates to the capabilities of a school bus technician specialist, will be open and in need of filling. Despite a majority of readers reporting in this month’s


Trends survey that they are not currently short mechanics, the issue has been building for the better part of a decade, even before COVID-19 impacted school bus transportation operations through budget shortfalls and cutbacks. Experienced technicians are retiring, and some have


decided to leave the industry even earlier, due to the dis- ruption of the virus aftermath. Job hopping has resulted. It is not uncommon for municipal bus fleets, dealers that service our school buses, and major commercial truck fleets to look to our school bus technicians to fill job vacancies. The problem we all face in technician replacement


is that many new technicians are not arriving with the skills they need for entry-level service work. Be- cause truck and bus technician retention will soon be such a big issue for fleet managers, it is imperative to pick up new strategies. Consider the following to keep your top performers and attract a new generation of technicians.


Improve Your Shop Training, Tools and Working Conditions One reason the trucking and busing industry is


short on entry-level diesel service technicians is because people see working on fleets as a dirty job. That may have been true 15 years ago but not today. Engine work is less greasy and integrated chassis and school bus bod- ies are more sophisticated. Improve your shop condition and enhance your tech- nician capability with modern technology, such as:


• Make available laptops and advanced diagnostic tools. These items can make a technician’s job cleaner and more efficient.


18 School Transportation News • FEBRUARY 2021


• Attend manufacturer and aftermarket supplier based training courses. They offer technicians hands-on training targeted to the equipment your organization purchases.


• Develop in-house training programs that boost technicians’ skills to required levels to support fleet operations.


• Use fleet service management software to track repairs, schedule maintenance, and improve the overall performance of the entire shop.


These tools and training initiatives will allow teams to


work more cohesively, knowing that everyone is pulling their weight. Young technicians expect a modern well- equipped workplace. As buses continue to become more complicated, a technician and their tools must become equally advanced. The right training and tools improve workflow and


keep your team on the cutting edge as innovations reach your school buses. Use your industry trade publications, web sessions, association seminars, and conferences to benchmark your operational practices.


Encourage Individual Growth In nearly every industry, opportunities for growth


keep employees engaged. This is especially true in fleet maintenance management. Many management-level professionals in school bus operations started out as entry-level technicians. Fleet maintenance has multiple paths to choose from.


Many young technicians do not realize what opportu- nities are out there. It is up to you to engage in frequent discussions with your technicians on opportunities that can develop in your transportation company and school district. Millennial and Generation Z technicians have a hun-


ger for advancement. When these team members are passed over for promotions, it may cause them to look for a new job. By setting clear expectations, you can let your team members know what it takes to succeed at your district or company. It is always a good idea to focus on promoting from within, rather than seeking outside hires. Poaching


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