October 13, 2011  |   Comments (2)   |   Post a comment

SBF feature focuses on bus driver background checks


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There are many factors involved in safely transporting students to and from school, and one of the first steps in this process is ensuring that the right people are behind the wheel of the nation’s school buses.

SCHOOL BUS FLEET explores this topic in depth in its forthcoming November 2011 issue in a five-page feature titled “Who’s behind the wheel?: optimizing driver background checks.”

The feature outlines the key components to a thorough background check: checks at the federal and state levels, monitoring the applicants’ motor vehicle record and adhering to the operation’s policies and procedures for hiring school bus drivers.         

Managing Editor Kelly Roher spoke with officials at school districts and bus companies to get details on their operations’ hiring and background check procedures, and she interviewed several state pupil transportation directors to learn about those states’ standards for background checks.

Moreover, officials share their thoughts on whether there should be more uniformity among states for the background check process and bus driver applicant restrictions, and they offer their opinions on how the industry could protect itself against unfavorable applicants who move from state to state. 

To read “Who’s behind the wheel?: optimizing driver background checks,” click here.

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DO WHAT NJ. DOSE FBI /STATE POLICE

FRED DEALAMAN    |    Oct 14, 2011 12:13 PM

Here is a quick example as to what happens when a step or several steps are missed concerning back ground information. Many many years ago when I first started training drivers I had to learn the process and actually build up my own program procedures. You do not want to assume that other people or other employees in the hire-in process have completed the important back ground checks. Example: I had one lady I was training whom a maintenance shop employee sent to me. At the time I had assumed she had went through all the checks through the office area since the office is where we were introduced. Taking it for granted someone else completed a vital step in the process is a common mistake even today. If you are involved in the process of training and recertifications then YOU verify the check list procedures have been completed. I can't stress enough that your school system utilize a "best practice" check list of every step in the process of hiring in new people and re-certifications of veteran or returning employees. The lady I spoke of above had no CDL permit, no employment application process started, so no back ground checks. She was a member of the shop employee's church and he sent her in for training bypassing the hire-in process. So use a "paper trail" check list maintained in the office and with your trainer(s). The lady was also from Russia and was a very good driver I must say. She could do anything I showed her and was ready to take her test yet had no permit. This encouraged me to always ask to see their permits and any bus certification permits. Always take them to the office and ask if "this person" has all their steps completed in order to be trained. The administration office personnel department is supposed to call and verify past employers and their employment application information. Include all these steps upon your hire in, retraining process. Communicate well between departments the importance of utilizing the same generated form or electronic

Dan Luttrell    |    Oct 14, 2011 04:51 AM

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