School Bus Fleet, January 2018

It is with great pleasure that we congratulate you for receiving this prestigious award ATS salutes your unwavering commitment to outstanding leadership John Franklin 2017 Administrator of the Year www atsol com CROSSINGGU RD S C H O O L B U S A R M E N F O R C E M E N T Congratulations www transaferide com Toll Free 855 533 3539 JOHN FRANKLIN School Bus Fleets Administrator of the Year 28 SCHOOL BUS FLEET JANUARY 2018 WWW SCHOOLBUSFLEET COM COLUMBUS CONFERENCES all buses which has also helped get more substitute drivers to fill in routes one attendee noted Meanwhile Lori Miller owner of the company Developing Professionals got attendees on their feet for some interactive exercises as she shared information on best practices for selecting job candidates and the most efective uses for diferent types of interviews In a test of observation skills and a show of the desire to maintain habit attendees formed pairs and observed each other for 15 seconds Then they each turned around and changed three things about their appearance Their partners guessed what was diferent about them and most attendees proved pretty sharp getting two or all three of the changes right Miller also noted that every attendee changed their appearance back immediately after the exercise and some said they preferred going back to their normal routine She asked the audience to step out of their comfort zone when they come across an a ha moment and to apply it even if that shakes up routine Clearly defining the knowledge skills and abilities necessary for a job in the form of a job description is essential Miller said because it clarifies the jobs purpose and holds people accountable In groups attendees then listed all the qualities of the perfect employee as well as those of the worst employee Desirable qualities included being coachable a team player and detail oriented Red flags included being unreliable negative and not paying attention to students To assess the qualities and abilities of candidates Miller went over tools to analyze applicants including phone interviews Over the phone interviews she said can provide information not always easily obtained in resumes and in person interviews on a candidates character and demeanor by focusing on tone of voice and removing visual biases In addition to acting as another filter conducting a phone interview before an in person interview can also gauge an applicants level of interest and allow the employer to share information such as pay rate or job requirements that may change the candidates mind about the job saving the employer money and time on testing and training Miller recommended having five simple questions to ask in the interview She also advised consistency in who conducts the interviews to avoid biases Miller cautioned attendees about laws that prohibit asking certain questions such as those about race religion marital status or whether the candidate has children Focusing questions on the jobs required skills and responsibilities and asking how they would handle typical scenarios on the job is best she added Conference Snapshot In an NAPT conference session Launi Harden center and Alex Robinson not pictured led a mock IEP meeting in which participants discussed a behavioral issue with a special needs school bus passenger