While the bus operator shortage seems to be easing for major city transit agencies, the school bus sector is still grappling with a significant shortfall. Last year, nearly 83% of school districts reported driver shortages, forcing schools to adjust start times just so the existing drivers could double back for a second or even a third trip.
With the new school year just weeks away and a large portion of the current school bus drivers set to retire within the next five years, the question remains: is there any hope on the horizon?
Join me today as I explore three critical steps the school bus industry must take to ensure its survival.
This is the big one—the game changer. If this were a countdown video, this would be the final reveal. Here's the harsh reality about school bus scheduling: if I'm the one responsible for getting your kids to school, who’s going to take mine?
The shift in family dynamics is significant. Gone are the days when one parent could drop the kids off in the morning while the other handled the afternoon pick-up. Today, many families rely on both parents working full-time to make ends meet. This leaves little room for the flexibility once needed to accommodate the rigid school bus schedule. As more grandparents and extended family members stay in the workforce longer, the additional support that was once available for childcare has diminished. In my own experience, all of my children’s grandparents are still employed full-time, and this scenario is becoming increasingly common.
This shift creates an enormous strain on school bus drivers who are often parents themselves. If I’m the one getting your kids to school, who’s getting mine there? The school bus industry has yet to fully grapple with this fundamental change, and it’s a growing problem that can’t be ignored.
One of the most pressing issues is the lack of affordable and accessible childcare that aligns with the demanding hours of school bus drivers. Most daycares don’t open until 6 or 7 AM, but a school bus driver’s day often begins much earlier. And while 24-hour daycare centers do exist, they are prohibitively expensive, especially considering the wages that school bus drivers typically earn. This creates a vicious cycle: drivers are expected to accommodate early morning schedules while struggling to find and afford the care their own children need at those same hours.
For many, this is an impossible situation. The financial burden of childcare costs can negate much of the income earned from driving a school bus. Without affordable childcare options that match our work schedules, we’re left in a difficult position—juggling the responsibility of getting other people’s children to school while scrambling to find care for our own.
This isn’t just a personal issue for drivers; it’s a systemic problem that the entire school bus industry will need to address in the coming years. If we want to attract and retain quality drivers, we need to rethink how we support them, not just in terms of pay but also in providing the necessary resources to help them balance their responsibilities.
The current model is unsustainable. It doesn’t account for the realities of modern family life or the challenges that come with balancing work and childcare. To build a more resilient and effective school bus system, we need to start by recognizing these issues and working towards solutions that prioritize this
If we want to keep our school bus system running smoothly, we need to take a hard look at the support structures we have in place—or, more accurately, the ones we’re lacking. This includes reevaluating pay scales, considering the costs of living and childcare, and exploring new ways to offer flexibility in drivers' schedules. These are not just perks; they are necessities if we want to maintain a stable workforce.
The reality is that the future of school bus transportation depends on how well we adapt to these changing dynamics. The industry must evolve to meet the needs of today’s workforce, ensuring that drivers are not forced to choose between their jobs and their families. It’s time to rethink and reshape the way we approach school bus scheduling, for the sake of drivers, their families, and the children they transport every day.
On the surface, you might assume that school bus transportation already operates within a gig model. After all, drivers typically start their day around 5 AM, go on break at 9, return at 2 PM, and finish up by 5 PM. It sounds like a flexible gig, right? But in reality, managing this schedule is far more challenging than it appears, particularly when it comes to the financial side of things.
Let’s break it down. Imagine I make $28 an hour and work six hours a day, earning $168 per shift. Sounds good? Maybe at first glance, but let’s look closer. The reality is that I’m tied to this shift for over 12 hours, not just six. Why? Because during those off-hours, what can I realistically do? Find another gig? Possibly, but here’s the problem: as a CDL driver, my primary skill is driving. That's my bread and butter. But who’s going to hire a CDL driver who's only available from 10 AM to 1 PM?
Consider the logistics—travel time, avoiding traffic delays that might make me late for my next shift, and the mandatory rest hours required by the FTA before I can start driving again. These factors make it nearly impossible to pick up another job during the midday break. Plus, most bus companies won’t hire drivers who work for other bus companies because of the headaches and red tape involved. So, what secondary employment options are there for me during the middle of the day? Not many.
This means that unless there are extra shifts, like field trips, that $168 is likely all I’ll make for the day. When you divide that by the full 12 hours I’m committed to this job, my true hourly rate drops to $14. That really puts things into perspective.
The inflexibility of the current model poses a significant challenge for the recruitment and retention of school bus drivers. With such a rigid and fragmented schedule, it's no wonder that many potential candidates are deterred from entering the profession. By contrast, a gig model could make the role much more attractive, particularly to those seeking supplementary income or looking for a job that fits around other commitments. This flexibility could help address the ongoing driver shortage and make the profession more accessible to a wider pool of candidates.
Beyond the financial implications, the current model also takes a toll on drivers' well-being. The long, disjointed workday can lead to burnout, both mentally and physically. There’s little opportunity for meaningful rest during those midday hours, which are often spent on standby rather than being truly off-duty. A gig model could alleviate some of this strain by allowing drivers to work in a way that suits their personal schedules, contributing to a healthier, more sustainable work-life balance.
We’ve already seen the benefits of this approach in action with Transit Gigs. Here, the majority of our drivers aren’t full-time; they have regular, non-transportation-related jobs, and driving is their side hustle. This flexibility allows them to earn extra income without committing to an all-day job that, as I’ve demonstrated, can become a financial burden. By treating school bus driving as an extension of their primary employment rather than a full-time commitment, we’ve created a model that works for both drivers and the industry. It also opens up opportunities for overnight workers, who might find driving in the early morning or late afternoon to be a perfect fit for their schedules.
Other industries have successfully adopted gig models to great effect. Ride-sharing services, for example, have revolutionized the way drivers work, offering flexibility that allows them to pick up shifts whenever it fits their schedule. Food delivery services operate similarly, allowing workers to balance multiple jobs or personal commitments while still earning a steady income. School bus transportation could benefit from adopting some of these principles, transforming the role of the driver into something more adaptable and appealing.
The long-term benefits of adopting a gig model extend far beyond individual drivers. By creating a more flexible, driver-friendly environment, the entire school bus industry stands to gain. Service reliability could improve as a more satisfied and motivated workforce emerges. Increased driver retention rates would reduce the constant need for recruitment and training, saving time and resources. Ultimately, this shift could lead to a more innovative and resilient school transportation system that better serves both drivers and students.
In conclusion, introducing true gig models within school bus transportation would address many of the challenges drivers face today. It would eliminate the full-time burden associated with the job, making it a viable option for those looking to supplement their income without sacrificing their primary employment. This approach doesn’t just solve a financial issue—it paves the way for a more sustainable, flexible, and appealing future for the industry as a whole.
A friend of mine, Ken Fitcher, once shared a valuable insight with me: there are two types of people in the world—technicians and people persons. Technicians are masters of their craft, thriving on systems, processes, and by-the-book regimens to get things done. They are wizards in their field, excelling in the technical aspects of their work. On the other hand, people persons possess a natural charisma that allows them to navigate almost any situation through their interpersonal skills. These are the individuals who can connect with others effortlessly, making relationships their strength. A small percentage of people, perhaps just 1%, manage to embody both traits, but they are a rare breed.
In our industry, this distinction couldn’t be more relevant. While school bus drivers are trained as technicians—learning the ins and outs of vehicle operation, safety protocols, and route management—the reality is that the job demands people, people.
This concept, as simple as it may sound, is actually quite complex. Consider this: in some regions, there are more school buses on the road than any other type of vehicle. Pair this with a nationwide shortage of drivers, and you’ll often find yourself searching for candidates who think they’re signing up for a typical driving job. But let me be clear—driving a bus is not just a driving job. It’s a customer service role. The only time it feels like a driving job is when you’re deadheading to a terminus.
Across the broader transportation industry, not just school buses, there's been an unintentional but pervasive mislabeling of passenger transportation careers as purely driving jobs. If you browse popular job search sites like Indeed or ZipRecruiter, you’ll find these roles listed under the "Driving" category. In reality, they belong in the "Customer Service" section, right alongside jobs at Walmart or Chick-fil-A. Why? Because the majority of the job involves interacting with people.
This focus on people skills can be a game changer, especially when working with children. It helps with patience, understanding, and maintaining a calm demeanor. This isn’t to say that all kids are angels—there's certainly a need for national-level initiatives to better manage behavior—but having people who genuinely connect with others makes a world of difference. It also drastically reduces turnover rates.
In my experience, one of the biggest reasons for what I call "quick quits" in the industry is the culture shock. Think about it. Drivers spend weeks, if not months, in an isolated training environment, free from the job’s biggest challenge—people. Then, once they’re on the job, they’re suddenly surrounded by students, parents, and colleagues, which can be overwhelming. The brain becomes anxious, and newer drivers, who don’t yet have much invested in the job, can easily decide to leave.
One of the things we do exceptionally well here at Transit Gigs is finding people with strong interpersonal skills and then training them to become drivers. As I often say, I can teach someone to drive long before I can teach them to be a people person. This isn’t to suggest that those who aren’t natural people persons are bad; it simply means that some individuals are better equipped to handle the demands of the job.
We’ve had great success recruiting talent from retail and customer service establishments, then providing them with the necessary driving skills. A fun fact: one of Transit Gigs’ best drivers was someone I recruited from a Chili’s. I told him he was fantastic at what he did and could be making a lot more money. I wasn’t just talking about his ability to serve drinks; I was referring to his exceptional talent for connecting with people.
Here’s a map
Action: Partner with local retail and hospitality businesses to identify employees who excel in customer service. Establish relationships with these businesses, offering them incentives for referrals or even hosting joint recruitment events.
Benefit: This approach not only helps you tap into a pool of individuals who already possess strong people skills but also strengthens community ties and brand visibility. Customer service professionals are accustomed to interacting with a diverse range of personalities, making them well-suited for the challenges of school bus driving.
Action: Develop a training curriculum that includes modules on psychology, specifically focusing on child development, behavior management, and understanding emotional cues. Consider bringing in experts in child psychology or education to conduct workshops that help drivers learn how to interpret and respond to various behavioral scenarios they may encounter on the bus.
Benefit: Training drivers on the psychology of children and human behavior equips them with the tools to better understand and manage different situations. This knowledge enhances their ability to connect with students, handle conflicts, and create a more positive and supportive environment on the bus. Additionally, drivers who feel confident in their understanding of child behavior are less likely to experience stress and burnout, leading to improved job satisfaction and retention.
The school bus industry faces significant challenges that require innovative solutions to attract and retain talented drivers. By focusing on the importance of interpersonal skills, enhancing training programs, and understanding the psychology of children, we can create a more supportive and effective workforce.
To close, we must remember the words of Jeff Bezos, who said it plainly: "Every business has a death date." This statement serves as a stark reminder that industries, no matter how established, are not immune to change.
At Transit Gigs, we excel in partnering with organizations to implement the strategies mentioned above. If you're interested in establishing a successful Gig model within your workforce and overcoming your staffing challenges for good, feel free to reach out to me at Patrick@transitgigs.com.