PLANO, Texas--Tyler Technologies, Inc. (NYSE: TYL) announced it has launched the Traversa Ride 360™ web and mobile application. Part of Tyler’s existing Traversa® solution, Traversa Ride 360 allows parents and students to access their own secure data for school bus stop location, route, and pick up time information.
Traversa Ride 360 sends all data available in the Traversa platform straight to parents and students; data can be accessed through a specific Traversa Ride 360 web portal or by using the Traversa Ride 360 native mobile app for Android™ or iOS. For school districts already equipped with GPS on their buses, including Tyler Telematic GPS™, Traversa Ride 360 can use the bus’s location to let users know when to expect their bus each day.
The application brings ease and accessibility to students and parents, and reduces the amount of support calls to school districts. A few of the features of Traversa Ride 360 include:
“We’re excited to introduce the Traversa Ride 360 application for parents and students,” said Ted Thien, general manager and vice president of Tyler’s transportation solutions group. “Parents and students are more empowered by having information at their fingertips about their school bus, so they can get to school each day safely and on time.”
Traversa is used by hundreds of school districts across the country to manage bus routing, fleet maintenance and work orders, entity management, planning and operations, and reporting. In addition to Traversa, Tyler offers additional transportation, school financial, human resources, and student information solutions, which empower school districts to bridge the silos of information between their departments.
About Tyler Technologies, Inc.
Tyler Technologies (NYSE: TYL) is a leading provider of end-to-end information management solutions and services for local governments. Tyler partners with clients to empower the public sector - cities, counties, schools and other government entities - to become more efficient, more accessible and more responsive to the needs of their constituents. Tyler’s client base includes more than 15,000 local government offices in all 50 states, Canada, the Caribbean, the United Kingdom and other international locations. In 2017, Forbes ranked Tyler on its “Most Innovative Growth Companies” list, and it has also named Tyler one of “America’s Best Small Companies” eight times. The company has been included six times on the Barron’s 400 Index, a measure of the most promising companies in America. More information about Tyler Technologies, headquartered in Plano, Texas, can be found at www.tylertech.com.
At the beginning of the school year (2017-2018) my team and I walked away from our bus route bidding event with each and every route filled. We beat the odds and the national bus driver shortage. Not only did we have every route filled, we had 18 relief drivers and two surplus drivers who did not have routes to bid on. Curious how we did it? Read on.
Recruiting vs. Hiring
The first mistake made by those who are charged with hiring transportation professionals is the belief that they are hiring. With unemployment lowering day by day and plenty of employment options for seekers and an increasing nationwide driver shortage, we must reject the idea that we are hiring. Rather, we must recruit. What is the difference? Hiring asks the question, “Why should you work here?” Recruiting asks the question, “Why shouldn’t you work here?” When we focus on hiring we function as gatekeepers. When we actively recruit we function as gatherers. Hiring says, “Here we are, come apply.” Recruiting says, “There you are, come work with us.”
One of the first and foremost things our team did was get control of the process of recruiting, applying, and hiring. Work side by side with your HR people to earn their trust so they will allow you to manage each step of the process. This way you can expedite each candidate through the process rather than waiting on administration to approve your requests.
In this current employment market, you cannot afford to dilly-dally with applicants. Many transportation departments interview a candidate as soon as they receive their application. Never let applications sit idle. Find ways to remove hurdles for recruits. For example, use a motor vehicle record service rather than expecting your recruit to stand in line at the DMV and pay a fee to bring you an MVR. This saves the applicant time and money. All these little helps demonstrate that your transportation department exists to ensure they succeed. That alone speaks volumes to recruits and is much more valuable than .50 cents more an hour than the district down the road.
Accommodate, Don’t Constrain
The days of bundling warm bodies into a large training class are over. The problem with this model is that is it focuses on the convenience of the training staff. Making a trainee, who is eager to start driving, wait until “the next class” is available is unrealistic and inconsiderate. The bottom line is this: You risk losing them to another employer. If necessary I will run three classes with only one trainee in each class rather than risk them becoming impatient, losing interest and moving on. Once you have the fish on the hook, reel it in!
It’s Not About the Pay
Pay seems to be the principal misnomer and most widely used excuse transportation hiring professionals deploy to justify poor recruiting results. Last year, I could not fill several 40 hour a week, higher wage, driving positions. Why? At the end of the day it’s not about the pay, it’s about convenient schedules, access to benefits, giving back to one’s community and organizational culture. If your employees are complaining about the level of pay consider that there may be a deeper issue. Firstly, you may be attracting and recruiting toxic employees. Second, consider that your institutional culture may propagate discontent, discord and dissension.
Tony Corpin maps this out for us in an article entitled, “Culture is Habit,” in the August 2017 issue of School Transportation News. Corpin writes, “Student transporters need to understand the positive and negative motivators for why people work.” Consequently, as industry leaders we need to cultivate an atmosphere that amplifies these positive motivators. The bigger picture here, as Corpin rightly points out, is that “culture drives performance” and culture is more important than your bottom line, safety, or being on-time
Finally, notice that I did not include anything about clever marketing, signing bonuses, or job fairs. Our only means of advertising is three “Now Hiring” banners at high traffic intersections. I attribute our recruiting success to our reputation in our community as being an exceptional place to work. If you are experiencing recruiting woes and lows, then consider looking at the process from a different perspective.
NEW YORK – The Automotive Lift Institute (ALI) officially opened its new headquarters and LiftLab in Cortland, New York, on Oct. 12, with a grand opening celebration attended by ALI members, lift inspectors, suppliers and other guests from the vehicle lift and workplace safety industries. Growth of ALI lift safety initiatives like the ALI Lift Inspector Certification Program drove the need for a larger multipurpose facility.
One of the drawbacks to getting old is that I can’t always remember things that seemed very important when I first thought of them.
Buffalo, NY.-- Stephen Wawro has been appointed President, Westmatic Corporation, a U.S. based Large Vehicle Wash System manufacturer located at 485 Cayuga Road, Buffalo, NY.
PLANO, TX.--Tyler Technologies, Inc. (NYSE: TYL) was selected for cooperative purchasing by the Board of Cooperative Educational Services (BOCES) of New York state, a distinction reserved for select vendors. Tyler’s student transportation solution, Traversa®, is now an approved selection as part of the statewide administrative software bidding process.
Stevensville, MD.-- Heavy duty vehicle lift leader Stertil-Koni today announced that in honor of the industry’s popular National Lift Week®, which will be celebrated at locations across North America Oct. 2 – 7, the company will contribute 50 percent of the purchase price of the Automotive Lift Institute’s (ALI) new Automotive Lift Safety Tips poster – applied to the first 100 posters purchased beginning the first week of October. The limit is one per customer, five (5) per company.