![]() ![]() So far this school year, I have only had to drive on three occasions.”īerry is optimistic that his expected driver vacancies will be filled after the recent NAPT conference. In worst-case scenarios, I drive a bus route if no one else is available. “All routes are covered with regular drivers and we have four regular substitutes to cover absences. Berry, director of transportation at Black River Local Schools in Sullivan, reports that at his district, there is no driver shortage. In the state of Ohio, it appears that the nationwide driver shortage is not currently as severe as in other states.įor instance, Bruce B. Sick leave led this list, with retirement benefits of some kind in second place, followed by dental insurance, miscellaneous (minor benefits, such as coffee, donuts and periodic barbeques), life insurance, paid holidays, personal days off, vision insurance, state retirement pensions plans and vacation pay. Half of the readers reported their districts or companies offer additional “significant” benefits to drivers. But one out of four districts or companies do not offer any insurance coverage, because the drivers are classified as part-time employees. Regarding benefits in 2019, five out of 10 school districts or bus companies currently offer partial or full health insurance coverage to drivers. In addition, three out of four districts (73 percent) in 2019 allow their drivers to work in other on-campus positions, in order to boost their overall work hours and total compensation. Similarly, over eight out of 10 districts (84 percent) in 2019 do not offer employee referral bonuses. And, almost nine out of 10 (87 percent) of districts do not offer a hiring bonus to new drivers. The survey also found that exactly half (50 percent) of districts do not pay for the applicant’s CDL test. Slightly more than half of the readers (56 percent) reported this year that their districts or bus companies are paying new applicants while they train. That seems to be a recognition, in my opinion, that a raise of only $1 or $2 an hour just isn’t enough to make a difference anymore in retaining or attracting drivers.īasically, that suggests that driver wages have fallen so far behind wages in competing industries or positions, that anything short of a substantial increase of around $4 won’t normally be enough to make a difference in retention or attraction rates. In fact, readers in 2019 think the hourly rate should be raised by an average of $4 per hour. (Source: STN survey 266 total respondents.)
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