SPECIAL REPORT
Building, Sustaining Supportive and Efficient Working Environments
Written by Ruth Ashmore |
ruth@stnonline.com K
eeping employee turnover low and satisfaction high can be a multi-faceted order for student transportation departments. Safe and reliable transportation must be provided for the stu-
dents. To maintain those requirements, there are three crucial facets for districts to consider: Training, recruit- ment and retention.
Keeping Employees Aware with Training Opportunities Andrew Krokowski is the transportation supervisor at
South Lewis Central School District in New York and a recipient of the 2023 Top Transportation Team Awards, presented by Transfinder last summer at STN EXPO Reno. Krokowski and the other five award winners were chosen based on survey responses from transportation employees who provided insight on work morale, lead- ership and well-equipped operations. Krokowski explained his approach to employee train- ing this way: “If I didn’t tell you, how can I expect you to know?” He said his district has prospective employees go through a paid driver training course, where they receive behind-the-wheel instructions as well as curric- ulum that explains the district’s policies and procedures. Additionally, applicants can obtain a certification to
become a transportation attendant or monitor and ride along on bus routes to get real-life experience on what their full-time position will entail. Krokowski also discussed the department’s “Elite
Licensing Program,” a paid summer training program where employees choose the topics based on what they would like to learn more about. This could include topics such as situational awareness or personal wellness. Class- room teaching, Krokowski said, consists of “a structured conversation, rather than a lecture style lesson.” He ex- plained that this allows for immediate feedback and input from everyone involved. At the end of the summer, a department roadeo reiterates
and reinforces the conversations in a fun environment. “By providing additional opportunities for prospective
employees to work additional hours allows for our oper- ation to monitor their skill sets, the applicant to obtain a better understanding of the job and once hired for a full- time position a clear understanding of how we operate,” said Krokowski. Meanwhile, at Georgia’s Dublin City Schools, transpor-
tation director John Strickland said drivers appreciate the training because liability weighs so heavily on operations.
22 School Transportation News • JULY 2024 “I definitely believe the more training and just knowing
updates on areas our system can improve [and] help with the performance of all our drivers,” he said. “Our drivers don’t want anything to happened to their students on their watch.” Strickland said his district utilizes state requirements
to make safety training manageable and updated for both experienced and novice drivers. He said that all bus drivers take part in pre-planning sessions held before the start of the new school year, where they review national and state requirements that may have been updated, revisions to the district’s 24 routes and areas to improve. He also noted that the district works with the Region-
al Educational Service Agency to provide training on student behaviors on board the bus and current first aid training for school nurses. Strickland added that he tries to include classes specific to the drivers on staff develop- ment days throughout the year. Director of Transportation Shelene Lochner at Marion
Central Schools (MCS) in New York said she utilizes the experience of veteran drivers when training new em- ployees. She explained that the district’s head bus driver leads both individual and group training sessions and drivers with more years of experience conduct rideal- ongs with the incoming employees. She said this method “provides a valuable tool kit to the perspective new drivers; plus, it’s a win-win for all involved, affording different perspectives to those learning while giving earned credence to our veterans while forwarding the training process.” Lochner added that she has learned that ongoing training helps to battle complacency in the workplace and allows for simultane- ous staff education and connection building within the department. “Over the years, I have found that sharing information obtained at workshops, conferences and professional development seminars helps employees experience the bigger picture involved with coordinating and problem solving the ever-evolving transportation needs,” said Lochner. “Their inquisitive nature produces different, often helpful, thoughtful paths. Taking the time to share lends to team building, a sense of inclusion and excite- ment for the staff.”
Recruitment Through Workplace Benefits Lochner listed a few recruitment strategies including a competitive pay scale, a benefits package that includes
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