As of late 2024, the U.S. had about 12% fewer school bus drivers than in September 2019, and the gap has not closed. As a result, daily operations are becoming a persistent challenge, disrupting schedules and threatening equitable access to education.
Here are a few practical approaches districts can use to bring more drivers on board:
1. Cover Licensing and Training Costs
Obtaining a Commercial Driver’s License (CDL) is expensive and time-consuming, which discourages many otherwise qualified candidates. Some districts now cover or reimburse training fees, offer paid practice hours, and provide in-house instruction.
These steps remove a major barrier and encourage more people, including career-changers, to consider the job.
2. Focus on Retention
Instead of constantly going through the long process of interviewing, hiring, and training new drivers, districts can reduce strain on operations by retaining their existing workforce.
Several strategies have proven effective:
- Offering retention bonuses.
- Providing flexible schedules to drivers.
- Implementing recognition programs for loyalty.
- Creating clear career progression opportunities.
3. Offer Referral Bonuses
Referral bonuses reward current employees who help bring in qualified candidates. This not only helps fill open positions more quickly but also encourages existing staff to take an active role in the recruitment process.
Beyond the money, pairing bonuses with recognition programs, like announcing top referrers or highlighting successful recruits, creates a sense of teamwork and pride among staff.
By building a structured referral system, districts can tap into their own networks to bring in reliable drivers more efficiently while also motivating their current workforce to stay engaged.
4. Competitive Pay
According to the Economic Policy Institute, wages are one of the most prominent reasons for the ongoing driver shortage. Many districts struggle to attract applicants because driver wages often fall below comparable positions in private transportation or delivery services.
Offering higher hourly rates, health benefits, and retirement plans can make the role more appealing and reduce turnover. Even small pay increases, combined with bonuses for safety or tenure, can motivate drivers to stay long-term.
5. Marketing Open Positions
To attract more drivers, districts need to meet candidates where they are. Posting on popular job boards, social media platforms, and community websites ensures the job reaches a wider audience.
A strong job posting should go beyond just describing the route. It should highlight the benefits, incentives, and the larger purpose of the role:
Purpose-driven, well-designed postings that clearly explain the role’s value can significantly increase interest and applications.
- Purpose-Driven Role: Driving is more than transporting students. Drivers mentor children, positively impact the community, and ensure safe, reliable school transportation.
- Benefits and Perks: Competitive pay, flexible schedules, and referral bonuses make the position more appealing.
- Career Growth: Opportunities for advancement and professional development show long-term potential.
Key Takeaways
The school bus driver shortage is a challenge, but districts can take steps to address it. Covering licensing and training costs removes barriers for new candidates, while retention strategies, referral programs, and competitive pay help keep more drivers interested.
Marketing open positions effectively and highlighting the purpose, perks, and career growth opportunities can attract a wider pool of applicants. By combining these approaches, transportation departments can build a more stable workforce, reduce disruptions to daily operations, and ensure students have safe, reliable access to school every day.
To learn how BusPlanner can help you enhance your student transportation operations, contact us now!
