Bus Driver

Town of Duxbury Duxbury, MA $16.25 per hour

Position Title: Bus Driver

Department: Council on Aging 

Location: Duxbury Senior Center

Reports To: Front Office Manager 

Contract: Personnel Plan, Schedule R 

FSLA: Non-exempt, not benefit eligible

Grade: Schedule R, part-time 

Rate:  $16.25 per hour

Schedule: Typically, 8:00am-4:00pm, however specific days and hours may vary, 17-19 hours per week

Nature of Work:  The Bus Driver is responsible for providing safe, reliable transportation to older adults in the community; confirming rides, picking up and dropping off in a timely manner, informing supervisor of routine maintenance to be scheduled with DPW and/or GATRA; cleans the bus inside and out, weather permitting, completes daily statistic log, and treats each rider with dignity, respect, kindness and patience.  Ability to meet state and local requirements for working with elder populations and relate to older adults in a comfortable fashion with genuine interest, compassion, and concern for their needs and feelings. Must possess good verbal, written, and organizational skills. 

Supervision Received:  Under the general direction of the Transportation Coordinator and the supervision of the Front Office Manager, the employee is familiar with the work routine and uses initiative in carrying out assignments independently.  The supervisor provides additional specific instruction for new, difficult or unusual assignments, including suggested work methods.  The employee is expected to recognize instances which are out of the ordinary and which do not fall within existing instructions; the employee is then expected to seek advice and further instructions. Reviews and checks of the employee’s work are applied to an extent sufficient to keep the supervisor aware of progress, and to insure that completed work and methods used are technically accurate and that instructions are being followed.   

Supervisory Responsibility:  Employee, as a regular and continuing part of the job, is required to supervise the Bus Drivers.

Confidentiality:  Employee has access to confidential information obtained during performance of regular position responsibilities in accordance with the State Public Records Law.

Accountability:  Consequences of errors, missed deadlines or poor judgment may include adverse public relations, monetary loss, legal repercussions, jeopardize programs, personal injury, and danger to public health/safety.

Judgment:  Well-defined or detailed rules, instructions and procedures cover all aspects of work. Judgment involves choosing appropriate practices, procedures, regulations, or guidelines to apply in each case.

Complexity:  The work consists of routing, or repetitive tasks and/or operations with few variations i/n established procedures.

Nature and Purpose of Public Contact:  Relationships with co-workers and the public involving frequent explanation, discussion or interpretation of practices, procedures, regulations or guidelines in order to render service, plan or coordinate work efforts, or resolve operating problems.  More than ordinary courtesy, tact, and diplomacy may be required to resolve complaints, and deal with members of the public or uncooperative or uniformed persons.  

Essential Functions:  The essential functions or duties listed below are intended only as illustrations of the various type of work that may be performed.  The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or logical assignment to the position.

1.Picking up and dropping off patrons at their destinations, curb to curb.

2.Completing information on daily bus schedule needed for monthly reports filed with GATRA.

3.Reporting routine bus maintenance to supervisor.

4.Filling up the gas tank; using the Town fuel code system.

5.Sweeping out the bus on a daily basis and clean as needed to maintain “in-sevice” status

6.Washing vehicle on a weekly basis.

7.Ensuring inspection sticker is up to date.

8.Subject to FTA drug and alcohol testing regulations and authority.

9.Attend mandatory driver meetings as required.

Recommended Minimum Qualifications:

Education and Experience:  High school degree with 1-3 years of related experience or any equivalent combination of education, training and experience which provides the required knowledge, skills and abilities to perform the essential functions of the job.

Special Requirements:  Must pass a pre-employment DOT Physical and Drug test. Possess a current MA Driver’s License, safe driving record, pass a physical exam every two years per DOT regulations, or more frequently if required by the GATRA contract and complete required training per GATRA rules and random drug screenings. Subject to FTA drug and alcohol testing regulations and authority.

Knowledge, Abilities and Skill

Knowledge:  Common policies, practices, laws, regulations and procedures of the Senior Center and procedures pertinent to the position functions and the Senior Center operations.

Abilities:  Ability to interact effectively and appropriately with the public and co-workers, meet and deal with the public effectively and appropriately; ability to handle problems and emergencies effectively; ability to communicate clearly, both orally and in writing; ability to maintain confidential information.

Skill:  Basic organizational skills, proficient oral communication skills and effective customer service skills.

Work Environment:  The work environment may present unpleasant or irritating elements, such as noise, odors, chemical fumes, dust, heat or cold.  Work is performed in a variety of weather conditions.

Occupational Risk:  Duties generally do not present occupational risk with only occasional exposure to risk or stress.  Injury could occur, however, through employee failure to properly follow safety precautions or procedures.  

Physical and Mental Requirements:  The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the position’s essential functions.

Physical Demands:  Use of upper body strength and mobility. Work effort involves pushing occupied wheel chairs, sitting to perform work tasks, with intermittent periods of stooping, pulling, walking, sitting and standing.  There may also be some occasional lifting of objects such as books or other items generally up to 30 pounds and removing snow from the top of the bus.

Motor Skills:  Duties involve assignments requiring application of hand and eye coordination with finger dexterity and motor coordination.  Examples include a motor vehicle, using a cell phone and operating a wheel chair lift.

Visual Demands:  Position requires the employee to read documents, street signs, directions and reports for understanding.  Employee is required to distinguish colors.

Safety Sensitive Requirements FTA DOT 49 CFR Part 655.15 Must pass a pre-employment DOT Drug test, per Council on Aging Zero Tolerance Drug and Alcohol Testing Policy for the Town of Duxbury/Greater Attleboro-Taunton Regional Transit Authority (GATRA) adopted by the Board of Selectmen on February 22, 2016 detailing Town’s antidrug and alcohol misuse policy statement, available to each covered employee, including the following:

(a) The identity of the person, office, branch and/or position designated by the employer to answer employee questions about the employer’s anti-drug use and alcohol misuse programs.

(b) The categories of employees who are subject to the provisions of this part.

(c) Specific information concerning the behavior and conduct prohibited by this part.

(d) The specific circumstances under which a covered employee will be tested for prohibited drugs or alcohol misuse under this part.

(e) The procedures that will be used to test for the presence of illegal drugs or alcohol misuse, protect the employee and the integrity of the drug and alcohol testing process, safeguard the validity of the test results, and ensure the test results are attributed to the correct covered employee.

(f) The requirement that a covered employee submit to drug and alcohol testing administered in accordance with this part.

(g) A description of the kind of behavior that constitutes a refusal to take a drug or alcohol test, and a statement that such a refusal constitutes a violation of the employer’s policy.

(h) The consequences for a covered employee who has a verified positive drug or a confirmed alcohol test result with an alcohol concentration of 0.04 or greater, or who refuses to submit to a test under this part, including the mandatory requirements that the covered employee be removed immediately from his or her safety-sensitive function and be evaluated by a substance abuse professional, as required by 49 CFR Part 40.

(i) The consequences, as set forth in § 655.35 of subpart D, for a covered employee who is found to have an alcohol concentration of 0.02 or greater but less than 0.04.

(j) The employer shall inform each covered employee if it implements elements of an anti-drug use or alcohol misuse program that are not required by this part. An employer may not impose requirements that are inconsistent with, contrary to, or frustrate the provisions of this part.

Posting begins May 4, 2021 and will remain open until filled.
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