2023 EDUCATION EDITION
PROBLEM SOLVING Ocials outlined several reasons why there has been such a shortage in auxiliary sta positions over the last few years as well as ways to recruit and retain employees.
become increasingly dicult, especially as these positions are in demand across other industries, Campbell said. “[Commercial driver’s license] bus drivers are the hardest out of that group to recruit because of the licensing part of that and the requirements you have to have to become a CDL driver,” he said. “Outside of the school bus industry, people need cement truck drivers, box truck drivers.” Staffing solutions Districts such as GISD are nding creative ways to work around the ongoing shortages and recruit new sta to their ranks. Sometimes it requires asking sta to take on dierent tasks. “We have a group of mechanics that have their CDL, and our transportation oce sta have their CDL,” Harrison said. “On days when somebody might call in or when there’s a shortage, then other sta will step up and drive the bus so we can get kids to and from school.” Oering a competitive wage is another factor districts take into consideration. In March, GISD’s board approved a 3% pay raise for employees, bringing the pay for bus drivers from $20 an hour to $21 an hour. “We also changed our pay scale,” Campbell said. “If you have experience, we’re going to try to increase your pay faster to be more competitive among the neighboring districts.”
The district frequently holds job fairs, purchases advertising, posts banners, distributes bumper stickers, makes social media posts and asks employees to spread the word. GISD also tries to utilize its partnerships with local governments. Melinda Brasher, GISD’s executive director for communications and community engagement, said GISD, the city of Georgetown and Williamson County share a similar audience. “They’ll reach out and ask if we can get this message to our people and vice versa,” she said. “So when we’re doing job fairs, when we’ve got super shortages and are needing some support, we will reach out to the city and the county and share our communication channels and resources.” One message GISD is trying to spread to potential employees is what the workplace experience will be like. Ledbetter said those who join the district’s ranks will nd fulllment working for students in addition to a positive culture and climate. “You’re not going to nd a better part-time job with the benets and pay you’re given,” Ledbetter said. “As far as I’m concerned, it is probably one of the best deals out there, but being able to keep workers seems to me that it’s more of a cultural thing right now than it is the actual task of driving.”
Issues
People nding new interests
Larger companies oering higher pay
Increasing cost of living
Competing with other ISDs
Solutions
Hosting job fairs and other events to recruit sta Oering ¡exible or part-time schedules and bene ts
Raising pay year over year
Improving workplace culture
SOURCES: GEORGETOWN, LEANDER & LIBERTY HILL ISDS COMMUNITY IMPACT
“EVERYBODY NOTICES WHEN THEIR KIDS ARE UNABLE TO BE PICKED UP ON A BUS ROUTE AND DRIVEN TO THE SCHOOL.“ STEVE LEDBETTER, GEORGETOWN ISD BUS DRIVER
For more information, visit communityimpact.com .
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GEORGETOWN EDITION • AUGUST 2023
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