health care coverage, paid sick and personal days, and 12 paid holidays, which she noted weren’t always recog- nized by other contracts in the area. She said she also draws applicants through a description of the commu- nity-driven and welcoming family nature of a rural area, as MCS has a smaller fleet of 22 buses. She added that the district held a successful recruitment event at the bus garage, where transportation staff spoke with interested applicants about their experiences and provided insights into what the job requires. “Sales pitches are important but pale in comparison to speaking one on one with those in the driver’s seat,” she said, adding that these conversations can reduce anxiety about driving a school bus for the first time and student management onboard the bus. Regarding pay, Strickland noted that Georgia Gov.
Brian Kemp approved a budget that allowed extra funding for increasing pay scale. This lead to Dublin providing the highest driver salary in the region. He said the district is considering a 4 percent pay increase this upcoming school year. He also said that attending local job fairs and recruiting through social media sites are strategies the district employs. Strickland said employees are encouraged to recruit people they know, so it’s especially important to stay
consistent with positive work environment practices, such as communication with district leadership when assistance is needed with student behaviors on buses, organizing social opportunities, and incentive gifts giv- en throughout the year. “Our operation has been fortunate enough to only need to use word of mouth as a recruitment strategy,” added Kroskowski. “High employee satisfaction and per- formance has led to members of our team encouraging friends, family and even drivers from other operations to join our team whenever opportunity presents itself.” He continued that it was important to create a “fun, fair and open-door atmosphere,” where potential employees can see that the transportation and district leadership are wanting to do their best to support every staff member.
Sustaining Retention Through Recognition and Open Communication As a Top Transportation Team award winner, it was no surprise to hear Krokowski’s number one retention strategy. “Maintaining a team-style atmosphere,” he shared. “If one struggles, personally or professionally, we all struggle. If one has an achievement, personally or professionally, we all celebrate the achievement. Our
School districts don’t have unlimited budgets. Yet the pressure to decarbonize school buses is high. Control your EV budget with Volt Vault by eliminating demand and time-of-use charges. Plus, pay less per kWh compared to traditional infrastructure.
Learn more about our patent-pending natural gas supplied, EV charger.
*Per kWh. Calculated using national averages. VISIT US AT STN EXPO | BOOTH #447
www.stnonline.com 23
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84
