Challenges in School Bus Driver Recruitment

Across the U.S., school districts are facing significant challenges in attracting and keeping enough school bus drivers. Even with higher wages being offered, there’s still a fierce competition for a limited number of qualified candidates.

As of August 2025, the employment rate for school bus drivers was still 9.5% lower than in 2019. This is despite a 4.2% increase in inflation-adjusted hourly wages compared to the previous year, according to an analysis by the Economic Policy Institute, based on a rolling 12-month average from federal survey data.

Hilary Wething, an economist from the Economic Policy Institute, points out that the primary issue remains the low wages, which have deterred many from returning to work in this sector post-pandemic.

Additionally, the nature of the job adds complexity. Bus drivers typically have split shifts—an early morning run followed by a long break before the afternoon route—which makes it less appealing than other jobs like trucking or delivery that offer better pay and more regular hours.

Investments and Future Projections

Wething also advised caution against assuming that those classified as outside the labor force can easily fill these roles. This group includes retirees, students, and caregivers, many of whom may not be available or willing to work as bus drivers.

For instance, the East Greenbush Central School District in New York has really felt the impact during the 2025-2026 school year. When Superintendent Kurtis Kotes took over in July 2025, nearly 14 bus runs were unstaffed, forcing mechanics and other licensed employees to step in.

Kotes mentioned, “We had to consolidate runs,” which led to delays in student pickups and returns, ultimately affecting instructional time.

Recruitment Strategies

In response, the district organized a “bus rodeo” event aimed at recruiting new drivers. This initiative allowed interested individuals to get hands-on experience driving a school bus with trainers, even if they didn’t have a commercial driver’s license yet. Kotes reported that this event led to the hiring of about five to eight new drivers.

Currently, East Greenbush pays its drivers approximately $28 per hour, along with health benefits, which are crucial for attracting and retaining talent, especially when competing with places like Amazon and various seasonal jobs.

Kotes noted, “Health benefits are a significant draw for those viewing this as a primary income source.” The district is also trying to offer additional work opportunities for drivers, such as field trips and cleaning tasks, as some drivers seek to supplement their incomes with other part-time jobs.

Understanding the Role

To gain better insights into the drivers’ experiences, Kotes and the interim human resources director pursued their own commercial driver’s licenses to support the transportation needs of the district. After five weeks of combing through training—covering everything from safety to emergency procedures—Kotes managed to earn his Class B CDL and began driving routes in December 2025.

While he doesn’t handle a daily route, Kotes often fills in for sports and after-school bus runs as needed. The district seems to have improved its staffing situation, although the competition for drivers remains intense.

Wething pointed out that the ending of federal pandemic-relief funding is adding pressure to school systems. This funding previously enabled districts to hire staff, including drivers, but as budgets tighten, they now must maintain transportation without that support.

For parents, the driver shortage can result in issues like extended wait times, longer commutes, and disrupted routes. Addressing these staffing shortages might require more than just raising hourly wages; benefits, offering additional hours, training, and creating a supportive workplace culture will also be vital in attracting and keeping bus drivers.

Kotes emphasized that while compensation is important, a positive work environment plays a crucial role in retaining staff. “When people feel valued, they’re likely to want to stay,” he stated.