How to Optimize Background Checks
Officials say it is important to conduct both federal and state checks, as well as monitor applicants’ driving records. Pupil transporters discuss their operations’ hiring policies and procedures, which include contacting previous employers, and also share suggestions on ways the industry could protect itself against undesirable candidates who move from state to state.
Districts’ hiring policies
Most school district transportation departments work closely with their human resources department during the school bus driver hiring process to ensure that the most capable and well qualified people join the team.
The screening process generally involves, as noted, federal and state background checks, a motor vehicle record check and then continued monitoring of the driving record once the applicant is hired. Employees are usually required to notify their operation’s management team within 24 hours if they have been arrested or have been charged with any traffic violations.
Such is the case at Walled Lake (Mich.) Consolidated School District. Moreover, Transportation Supervisor Jill Segal says her department only hires drivers with zero points on their driving record.
“I always call the immediate past employer,” she adds. “An applicant would be disqualified if they have points on their license or if their previous supervisor said they had issues of any kind, such as excessive tardiness.”
At Newport-Mesa Unified School District, the bus driver applicant review process comprises the following components:
â— Application/resume review
â— Department of Motor Vehicles driving record review
â— Bus driving knowledge test
â— Review of training hours for the last five years. (All training hours must be signed for by state-certified instructors.)
â— Medical exam even if the applicant has a current medical card
â— A federal and state fingerprint check
â— Telephone reference checks
â— In addition, depending on the position, at least one interview is required.
Meslin says his department makes an effort to maintain good relations with the California Highway Patrol, which is responsible for transferring driver records when a driver switches districts.
“We&
#8217;ve also improved our recruiting process by working through professional organizations like the California Association of School Transportation Officials and the California Association of School Business Officials,” he adds.
Changes by the Utah Board of Education to the state’s standards for school bus driver background and motor vehicle record checks have increased the frequency with which Washington County School District bus driver applicants and existing employees undergo these checks. 
In addition to adhering to the state’s standards, Schmutz says previous employment checks are performed, and applicants complete a supplemental questionnaire with their application where they are asked if they have been terminated from any job and if they have ever been charged with a felony.
“We also have a booking site that shows everyone in our county who has been arrested and the reason for the arrest,” she says. “We have employees monitor this site, and it has been very helpful and informative.”
In addition to background checks prior to employment, a school bus driver applicant at Shenandoah County Public Schools in Woodstock, Va., is asked to furnish a statement signed by two reputable people who reside in the school division or in the applicant’s community that he or she is of good moral character, according to Transportation Director Martin Quigley.
“I then call these references to verify aspects of the relationship and to ensure that our drivers are indeed in good moral character,” he says.
Extent of checks vary state to state for some school bus contractors
Contractors adhere to the same general guidelines as school districts when hiring bus driver applicants.
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