Providing opportunities for members to exchange ideas, techniques, share in solutions to common challenges and concerns and encourage development of current and future student transportation professionals.
In a prior life I had some success using absentee data. I identified our avg. number of absences per day and my highest day the prior year. I shot for a number in between those as my "unassigned" drivers. That has been a slow buy in at my current home. Yet, we have increased the number of "unassigned" drivers substantially.
Take a look at that number and see how it compares to 10%. I'd argue the number of unassigned drivers should be higher than 10%.
Just another way to look at it. Not that you have the candidates, but that is the number of positions you are looking to fill. Utilize them to back up missing Aides, as those tend to have poor attendance as well. Yes, they are an expensive "Assistant", but you need someone there to drive the bus. Mechanics and dispatchers need to stay in their positions, IMO. They support all of those that do show up and are on the street.
In a prior life I had some success using absentee data. I identified our avg. number of absences per day and my highest day the prior year. I shot for a number in between those as my "unassigned" drivers. That has been a slow buy in at my current home. Yet, we have increased the number of "unassigned" drivers substantially.
Take a look at that number and see how it compares to 10%. I'd argue the number of unassigned drivers should be higher than 10%.
Just another way to look at it. Not that you have the candidates, but that is the number of positions you are looking to fill. Utilize them to back up missing Aides, as those tend to have poor attendance as well. Yes, they are an expensive "Assistant", but you need someone there to drive the bus. Mechanics and dispatchers need to stay in their positions, IMO. They support all of those that do show up and are on the street.