School Bus Driver and Assistants Job Satisfaction Survey Report

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August Daniels
6 years ago
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1 Survey Distribution and Collection: Our Biggest Hurdle Survey Distribution 350 surveys were printed and distributed. 500 were ed. Distribution of the printed surveys took place with the help of a network of drivers and assistants in each zone. It was difficult to get this done and I still meet drivers who have not seen the survey. It is available on the website and approximately 10 drivers downloaded and printed a copy from the website, probably from the link. Survey Collection We reserved study rooms at Sandston, North Park, Tuckahoe and Dumbarton libraries during spring break where completed surveys could be dropped off. Collection dates and times were listed on the last page of the survey. In addition, two meetings were held in April to present preliminary survey results and additional surveys were collected. Those meetings were held at Sandston and Dumbarton libraries. One Disturbing Situation: Meeting Request Denied at Tuckahoe Library Tuckahoe Library denied our request to hold a Henrico County School Bus Drivers and Association meeting stating that we did not meet their 'profile'. A second request was made and we did not receive a response. Subsequently, we held the second meeting at Dumbarton library. Generally, surveys were returned to persons listed on the last page of the survey. Some were returned and retrieved from zone offices. So far, 95 surveys have been returned with the following breakdown by zone. I found that after the first 60 were entered, additional survey results had miniscule impact of percentages for any one answer or question. Zone 1: 31 Zone 2: 8 Zone 3: 16 Zone 4: 30 Zone 5: 10 Surveys will continue to be updated as they come in. I am positive there are completed surveys out there and I lack a way to collect them. Henrico County School Bus Drivers and Assistants Association: Revised 20 May

2 Survey Processing Methods After collection, all surveys were numbered. Two options were considered for processing the surveys. First, consideration was given to creating a database with online query capability. The option to enter the surveys in a spreadsheet was chosen because processing would be quicker with the goal of publishing the results in early May. Several spreadsheets were developed. Each survey question was entered as a column heading and each survey was entered on individual rows. Each possible survey answer was coded and each selected answer was entered in the appropriate cell. There are subtotals and totals throughout Because of the design, any individual survey can be looked up and the entered answers validated and corrections made in case an incorrect answer had been keyed. On a subsequent spreadsheet, the totals from all answers to each question are listed directly under the survey question. Below the counts is the percentage that the total represents of the total possible answers to the question relative to the total surveys collected. Ninety-five (95) surveys were returned and entered into the system. After the first 60 surveys were keyed in, it became clear that the effect on percentages was negligible. The margin of error was computed at ±7%. The spreadsheets which includes all raw data, and the collected surveys are available for anyone who wishes to validate the methods used. The spreadsheets will continue to be updated as additional surveys are returned. I am especially interested in receiving additional surveys from zones 2 and 5. Henrico County School Bus Drivers and Assistants Association: Revised 20 May

3 Key Job Satisfaction Responses: Who Are HCPS Drivers and Assistants? This is a summary of key survey questions that identify the workforce. 36% have been working for HCPS between 6-10 years 38% Work for HCPS as a career or retirement job. 11% This is a career change so 49% work for HCPS as a career which identifies 51% who will consider a job change if the right opportunity is found 16% Are retirees. 24% Work for HCPS benefits. 12% Work for HCPS because of the economy. 63% rate their level of job satisfaction as 8, 9, or has the highest ranking at 25% 9 received 22% 10 received 16% 9% rate their level of job satisfaction as 1, 2, 3, or 4 84% enjoy driving despite issues experienced on the job 86% enjoy driving despite answers to some survey questions Henrico County School Bus Drivers and Assistants Association: Revised 20 May

4 Key Job Satisfaction Responses: The Good News Based on the responses listed below and regardless of the percentage listed, the questions and answers below show the positive state of job satisfaction. Key survey questions are highlighted below. See full details in the addendum for all questions and answers. Numbers vary in each zone survey. This report does not cover nor discuss zone answer differences. Zone survey results are only available online. 83% are satisfied with bus parking location 81% are happy with our routes 77% are happy with our block times 97% arrive at our first stop on time each morning 99% state that being on time is important 96% are committed to doing our best every day 84% enjoy driving despite the issues they experience 86% enjoy driving despite answers to some survey questions 67% believe that driving a bus makes us better car and/or motorcycle drivers 87% pre-trip their buses Only 80% Return spare buses to the service line when work is needed on a spare. 9% just return a spare to the spare line. N/A on for this question applies to Assistants so the actual return for service percentage is higher. Also, when spare buses break down on the road, drivers do not get an opportunity to clean, refuel nor return the spare. A spare that breaks down on the road is clearly a reason why a driver may get a dirty spare from the spare line from time to time. I was surprised that only 28% always report 'bus safety violations; 36% report safety violations sometimes and 20% rarely report safety violations. Most of the answers to questions in this area suggest positive overall job satisfaction. HCPS and Pupil Transportation should derive satisfaction in the overall operation, success and implementation of training, routes, policies and procedures and with knowledge that the right people are hired to drive Henrico's precious cargo every day. Henrico County School Bus Drivers and Assistants Association: Revised 20 May

5 Key Job Satisfaction Responses: Areas Needing Improvement/Areas of Concern Based on the responses, listed below and regardless of the percentage listed, there are many areas where improvement in communications, training, personnel interactions and pay will impact job satisfaction and retention. Most of the numbers should be higher. A few should be lower. Numbers also vary in each zone survey. Items below only cover the aggregate survey. This report does not cover nor discuss answer differences between zones. See full survey details in the addendum. Zone survey results are only available online. 52% don't think we should turn around to pick up students who arrive habitually late to bus stops 44% work a 2 nd or 3 rd job and another 4% attend college 70% believe their supervisor deals with them fairly 65% feel they can talk openly with their supervisor 62% believe a quarterly breakfast or other meeting should be held for team building 74% believe their supervisor listens to questions/problems 66% believe their supervisor responds to questions/problems 64% feel they have the tools needed to do the job 46% feel secure in their jobs 62% feel their supervisor shows respect for their judgment 74% would like to see supervisors and assistant supervisor visit drivers at bus ramps and exceptional ed parking locations for team building 65% would like to see supervisors and assistant supervisor visit drivers at bus ramps and exceptional ed parking locations to enforce rules when needed 28% always report bus safety violations; 36% sometimes; 20% rarely 52% state that HCPS responds effectively to student management issues on their buses 54% feel that they have adequate student management training 27% believe they are treated fairly by Pupil Transportation if an issue occurs on their buses 52% responded that drivers/assistants are treated fairly by their supervisor. 70% responded that they, the respondent, is treated fairly by their supervisor. There is a clear distinction between treatment by zone supervision vs PT (q16) and HCPS (q15). 87% pre-trip our buses 49% view the job as a career so 51% will change jobs 63% rate their overall level of job satisfaction as 8, 9, or has the highest ranking at 26% 9 received 23% 10 received 16% One driver selected 8 and wrote and dwindling 48% feel they are part of the team 21% feel the pay is fair 61% believe that HCPS leadership understand our duties and responsibilities Henrico County School Bus Drivers and Assistants Association: Revised 20 May

6 Driver Pain Points: Issues That Cause Driver Angst-Why Drivers Quit Listed below is additional feedback from drivers about hot button morale busting issues. An open issue to a driver or assistant can be the most important issue in a workday to that person. If not addressed, a single issue can quickly bring quit or stay options into consideration. #1 Pre-K and K Immediate stress when driving pre-k and k kids, especially if substituting on such a route #2 Am I The Only Bus? Drivers perceive unfairness in being requested daily and multiple times in a day to do extra runs. The perception is they are being chosen repeatedly while other available drivers sit idle. #3 Habitually Late Students 51% think we should not turn around to pick up students who are habitually late to bus stops. Am I The Only Wheel Chair Bus? Exceptional education drivers perceive unfairness when they are the only bus that can carry multiple wheel chairs and feel that fairness dictates the necessity for equal chair carrying capability. Pay: Wage Rate; 49% View it as a career. 51% May be waiting for a better opportunity. Early Morning Calls at Home Drivers are sometimes called in early morning hours at home prior to start of block time with route requests. These calls interfere with the quiet enjoyment of home and family in early morning hours. Student Management A number of drivers identified issues with driver/assistant treatment after having a student management or parent complaint. See details for question 52 in the addendum. Spare Buses Recently a driver took his bus to the Depot for state inspection. Over the next two days he drove 6 different buses because spare buses kept breaking down. Field Trips Each zone has different, seemingly unfair rules for assigning athletic field trips. Trips are taken away and new drivers have priority. Seniority plays no role as a driver or assistant in anything. Driver Out-Of-Pocket Expenses We check oil and other fluids during our pre-trip every day. Often we use blue paper towels found at the West Depot fuel station. There are never any blue paper towels at the East Depot fuel station. Not only are the blue towels used for checking fluids, they are good to have when a child on a bus has a runny nose or nose bleed. The blue towels come in handy when a child asks the driver for a tissue or paper towel. There are cases when a student vomits on himself/herself, a seat, back of a seat and the floor and the blue paper towels come in handy for cleanup. If not available at the fuel stations, the driver is expected to supply whatever is needed including paper towels, bus washing, de-icer, window cleaner, etc. Henrico County School Bus Drivers and Assistants Association: Revised 20 May

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GRADUATE SCHOOL 2018 ADVANCING THE UNIVERSITY S MISSION: ENJOY BEING PART OF THEIR DEPARTMENT For the Employee Engagement Survey (EES) there were 20 respondents in compared to 11 respondents in who identified their department within the Graduate School. For, the survey was sent to 20 active employees