The nationwide bus driver shortage has been a topic of discussion for a while now, but some districts are starting to find solutions. Klein Independent School District in Texas implemented strategies that allowed it to avoid the effects of the shortage altogether.
Using aggressive hiring, recruiting, and retention strategies, Klein ISD maintained a steady team of drivers and kept its buses rolling. The key to its success was proactively focusing on engaging candidates, offering competitive pay, and providing a supportive work environment.
“We’ve invested in building a strong reputation as a district where drivers feel valued and supported,” said John Fergerson, transportation director at Klein ISD. “Our culture emphasizes teamwork, mutual respect, and providing drivers with the resources they need to succeed. By focusing on fostering a positive environment and offering meaningful recognition for their work, we’ve become a place drivers actively want to work. This reputation has been a cornerstone of our ability to attract and retain top talent.”
Many districts are focusing on increasing pay to attract drivers. While this may work in the short term, many factors can lead to retention issues. As time has progressed, the bus driver shortage is becoming less about bringing drivers onto staff and more about keeping them long-term.
Two of the biggest factors that drivers look at when deciding where to work are compensation and culture. Raising pay is easy enough on paper. However, schools often run on tight budgets that may not allow for the pay expectations to be met.
When it comes to a good work environment, maintaining a well-staffed team and providing scheduling flexibility that drivers with families are looking for is more challenging.
“When I first got here, we didn’t have any sub drivers,” said Teri Mapengo, director of transportation at the Prosper Independent School District in Texas. “The subs were maintaining a route, so I had to make them where they were just support drivers. That basically opened up other driver positions so we were able to hire more.”
Having enough drivers on staff to not only run all current routes on any given day, but also fill in in case someone calls out sick or needs a vacation can greatly help with maintaining a good work culture that appeals to drivers.
Another factor that can make a district more appealing to drivers is offering benefits.
“We have experienced the driver shortage, and I feel that we’re at the back side of it,” said Peggy Tesdahl, transportation supervisor for St. Francis Area Schools in Minnesota. “We have some tight days, but we have drivers. Last year was a different story; we would run routes late and double up, but that hasn’t happened yet this year. We’re close to what the contractors are offering, but we also have some benefits.”
The interest in becoming a bus driver is out there, and many districts are looking for retirees who may want a little extra cash to fill the role. Due to schools being out for the summer, retired individuals can take shifts during the school year while enjoying the outdoors when the weather is nice.
While there may be interested drivers out there, making sure they are prepared to fill the role they signed up for is crucial to keeping them on staff.
“I think we are starting to see a break and getting more people interested in being bus drivers,” said Teena Mitchell, special needs transportation coordinator of Greenville County Schools in South Carolina. “The big thing right now is training. How do we train our bus drivers and our bus attendants to be able to transport students with disabilities and to recognize their needs?”
The rise of special needs students in the U.S. is likely a result of better medical research into areas such as behavioral health and mental health. However, with more and more students being put on individual education plans, bus drivers have more to consider while on their routes.
Beyond these more unique circumstances, providing professional development for drivers in general can give them opportunities to enhance their skills and grow in their profession. Keeping drivers prepared for situations they may encounter inside and outside of the bus can go a long way to helping them feel confident in their role.
We are finally starting to see a light at the end of the tunnel when it comes to the bus driver shortage. The question is, will districts be able to retain the drivers who are interested, or will circumstances pull them out from behind the wheel?
Editor's Note: This article is part of our 2025 trends analysis exploring key issues to watch this year, from telematics to safety, alt fuels, the driver shortage, and school bus ridership.
