Medical response training needs to be improved.
Despite the publicity that surrounds these bus tragedies, crashes at rail crossings continue. “They’re still happening even though we attempt to learn from history,” Bernstein said.
School choice provisions
Mary Conk Kusler, a legislative specialist for the American Association of School Administrators, and Robin Leeds, executive director of the Connecticut School Transportation Association, led a workshop titled “What is the No Child Left Behind Act?” Their presentation discussed ways in which this controversial legislation applies to student transportation with its school choice options for students at public, magnet and charter schools, as well as homeless students.
Kusler and Leeds explained how the act will also provide school choice options to a student who is “persistently dangerous” or to a student who has been the victim of a violent offense. This option has no mandatory transportation requirements, they said.
The workshop placed a strong emphasis on how funding is procured. Titles I, III, V and X of the legislation all stipulate some allowable government funding for transportation. Title V, Part B, for instance, provides federal grant money for public school choice, some of which goes toward transportation. In fact, 10 school districts, two state agencies and one charter school already have received Title V grant money. But according to Kusler, funding for No Child Left Behind remains a mystery to transportation administrators. “Most people in transportation don’t even know about this, including some people who work for the agencies that received the grants,” she said.
Kusler and Leeds provided a list of resources to consult that provide a more in-depth look at the act. For a list of these resources, or for other information about No Child Left Behind, contact Kusler at mkusler@aasa.org or Leeds at leeds@costa.necoxmail.com.
IEP team mentality
“Be a partner, not just a participant,” a session on IEP team decision making, was conducted by Linda Bluth, chief of the community and interagency services branch of special-education services at the Maryland Department of Education, Tim Flood, executive vice president of the Trans Group in Chestnut Ridge, N.Y., and Alexandra Robinson, transportation director for San Diego City Schools.
It’s not necessary to attend all IEP meetings, but if you think transportation will be an issue in the meeting, you should attend, said Robinson. Don’t be deterred if you are not invited to IEP meetings. “You can’t wait for an engraved invitation,” she said. Instead, simply call the school and ask how many members of the transportation staff you should send. At the meeting, introduce yourself and express interest in maintaining safety for that student.
Partnering with IEP team members, however, does not mean doing anything and everything to please a parent. For example, if a wheelchair or safety vest is purchased for a child for use on the bus, that equipment does not have to be sent home with the child for use outside of the bus. Though it may be easier to send a child home wearing the safety vest he or she wore on the bus, Robinson noted that it puts responsibility on the transporter to ensure parents use the vest properly. “If the equipment is purchased with district funds for use on the school bus, then that equipment stays on the school bus,” said Robinson. This policy has been written into the San Diego transportation regulations and Robinson advised attendees to make their own written policies for use of district-purchased equipment.
Disciplining employees
Peggy Burns, staff counsel for Adams 12 Five-Star Schools in Thornton, Colo., advised attendees on how to avoid liability when evaluating, disciplining or terminating transportation staff. She recommended meeting with the employee first and preparing documentation afterward. “If you go in appearing that your mind is made up, there’s a real question about the likelihood of open dialogue,” said Burns. Avoid using words of judgement like “unacceptable” or “poor performance.” Instead, have information regarding the employee’s attendance, performance or what it is that concerns you. “Don’t go into a meeting without notes,” stressed Burns.
After the meeting, write a letter documenting what transpired. Some operators may require the employee to sign a copy of the letter documenting the meeting. Others may not. Burns says to follow whatever your operation’s policy dictates.
When writing letters or memos to employees, be sure to use a professional tone and correct spelling and grammar. Sometimes documents are subpoenaed for use in a trial — a situation in which you’ll want to put your best foot forward. Also, avoid “cc’ing” people on electronic memos regarding discipline issues. Spreading information of an employee’s record can be viewed as defamation of character, exposing you to risk of liability.
If you are a new director of a school bus operation, Burns recommends you evaluate previous procedures before disciplining an employee. Ask yourself, “What was the discipline levied to other similarly situated employees?” If you levy a heavier penalty on one employee for the same act that earned another employee a lighter penalty, you’re opening yourself up to a potential discrimination suit. On the other hand, if your predecessor did not enforce rules that you want to begin enforcing, Burns recommends sending out a memo to announce that enforcement is changing with new management.
Best business practices
At Miami-Dade County Public Schools, changes throughout the transportation department are projected to save the district more than $13 million. Transporting 72,000 students on 1,700 school buses, Miami-Dade County has the largest district-owned fleet in the United States. Rick Rothberg, coordinator of operations and training for Miami-Dade County, discussed with attendees some of the district’s cost-cutting and service-boosting measures. Here is some of his advice:
