But ask any nurse or teacher, and they’ll tell you the same thing as many yellow-blooded school bus drivers: Caring is one thing. Having the resources to do the job effectively is another. Why are US school systems plagued by chronic bus driver shortages? The reason isn’t that there’s a lack of jobseekers willing in theory to work as school bus drivers. It’s that pay and benefits are grossly incommensurate with the incredibly challenging, multifaceted work that school transportation entails.

‘”We get paid less than UPS, which transports paper”. . . . Where is the consideration for bus drivers transporting these parents’ precious cargo? . . . That is a life that you cannot replace.”

“They Don’t Want to Pay You”

Special needs school bus drivers are not even guaranteed full-time, year-round hours. During the school year, they may work as few as four or five hours each day, on split-shift schedules that interfere with their ability to find other daytime employment.  During the gap between morning and afternoon routes, another job is not feasible. Additionally, drivers experience “extreme scheduling variability,” with circumstances such as weather resulting in sudden school closures and delayed openings.

“What is termed a labor shortage is really a shortage of pay, support, and respect for the people who do this vital work”

Drivers are the first and the last to see the children. Drivers understand the “Family Dynamics”, and are usually aware of daily challenges the child/family face easily impacting the child’s demeanor/attitude. The driver becomes a necessary “Constant”  in a child’s life at a time when uncertainty can create chaos, and undue toll on the family. Transportation requirements of child/family require accountability, and certainty that is provided by special needs drivers. Drivers become an integral link in the child/family “Quality of Life”.

A More Conspicuous Problem

Parents are more agitated these days as well, lashing out at drivers for everything from mask mandates to late pickups and drop-offs. Lateness is caused by staffing shortages, which are becoming progressively worse as drivers quit or fall ill with COVID-19. Because school transportation drivers need a second source of income (and often, benefits), a significant number are older retirees on Medicare. Older people and those with underlying health conditions are logically reluctant to spend hours-long stretches aboard vehicles with potentially maskless/contagious students.

But COVID is simply making a preexisting crisis more conspicuous. What is termed a labor shortage is really a shortage of pay, support, and respect for the people who do this vital work. And as with teacher staffing problems, the primary culprits are privatization and underfunding.

A Better Way

“State budgets for school transportation have largely remained stagnant since the Great Recession. The price of this stagnation is student safety“

As counties and districts have grown, and the costs of fuel, auto parts, and employee living have risen, state budgets for school transportation have largely remained stagnant since the Great Recession. The price of this stagnation is student safety.

As vehicles age and go unreplaced, some lack key safety features. And drivers lack the ability to support functional lives on their paltry wages.

Drivers ensure that kids get to school regardless of whether their parents have cars and free time in the mornings and afternoons. The refusal to provide K-12 transportation workers with desirable compensation thus hinders the universal access to education that undergirds democratic society.

It doesn’t have to be this way. In an effort to retain workers and attract new ones, Family Transporter hires school bus drivers as employee consultants contracting them out to school districts, school transportation firms, corporate transportation departments, and for personal/family needs. Transporters “Dignity & Respect” is reflected in benefits that include (but not limited to) Premium Salary, Student Loan Forgiveness, and College Scholarships for themselves and/or, any family member (wife, child, grandchild etc.). Family Transporter is developing enticements beyond wage hikes, which appear to be just one factor for drivers considering where to work. “To promote work and life integration … Our aim is to empower and prioritize our drivers by offering them flexible, innovative policies to make their lives extraordinary.”

Question/Answer

Pertaining to following example, I can cite personal experience to the amount of compensation/benefits warranted by top consultants servicing the Corporate C-Suite.

Question: What is the difference when consulting service is delivered an executive in their C-Suite offices, versus a consultant providing executive’s child transportation service to their home/residence?

Answer: The difference is in the value of the consulting service provided. One delivers direct, measurable, personal impact to Quality of Life, the other is a simple dollar and cents transaction!

Recognizing special needs school bus drivers dealing with the minimum wage, no benefits, and professional disrespect, “For the good of the kids/families, this is the time for change”. A Special Needs School Bus Driver’s Journey can now begin by getting behind the wheel, and earning a premium salary, student loan debt forgiveness, and scholarship to be used by themselves, and/or a family member for a college education.