School Bus Driver
About the Employer
Bus Driver (L) - Colorado Springs School District 11
Job Title (for context): Bus Driver L- Colorado Springs School District 11
Position Summary
The Bus Driver is responsible for the safe, timely, and efficient transportation of students and authorized passengers along an assigned, consistent route to and from school, between schools, and to school-related activities.
This position is primarily responsible for maintaining a regular route schedule, ensuring reliability and consistency for students and families. The Bus Driver develops familiarity with assigned students, routes, and school communities, supporting a safe and structured transportation environment.
Essential Job Functions
Safely Operate District Transportation Vehicles
Safely operate district transportation vehicles for the purpose of transporting students and authorized passengers.
Perform Pre- and Post-Trip Inspections
Perform pre- and post-trip inspections in compliance with U.S. Department of Transportation, Colorado Department of Education, and district requirements.
Follow Assigned Routes and Schedules
Follow assigned routes and schedules or cover routes and assignments as directed.
Maintain Student Safety and Behavior Management
Maintain student safety and manage student behavior in accordance with district expectations.
Provide Clear Instructions and Guidance
Provide clear instructions and guidance to students to ensure a safe and orderly environment.
Perform Emergency Procedures
Perform all emergency procedures, including evacuations and response to medical situations.
Assist Students with Boarding and Exiting the Bus
Assist students with boarding and exiting the bus, including operation of wheelchair lifts and securing specialized equipment.
Collaborate with Staff and Leadership
Collaborate with staff and leadership to ensure efficient and reliable transportation services.
Complete Required Documentation
Complete required documentation, including logs, reports, and records.
Accurately Record Time Worked
Accurately record time worked.
Fuel, Clean, and Maintain Assigned Vehicles
Fuel, clean, and maintain assigned vehicles.
Utilize Routing Systems and Navigation Tools
Utilize routing systems and navigation tools.
Perform Other Duties as Assigned
Perform all other duties as assigned.
Knowledge, Skills, and Abilities
Knowledge of:
Applicable laws, regulations, and policies governing school transportation.
Student safety practices and behavior management techniques.
Basic vehicle inspection and operational procedures.
Skill in:
Safely operating district transportation vehicles.
Managing routes, time, and schedules effectively.
Navigating using maps, routing systems, and geographic knowledge.
Ability to:
Perform pre- and post-trip inspections independently.
Maintain a safe and orderly environment for students.
Follow written and verbal directions, including route assignments and maps.
Adapt to changing assignments and operational needs.
Work independently and as part of a team.
Communicate clearly and professionally with students, staff, and supervisors.
Demonstrate dependability, flexibility, and sound judgment.
Qualifications
Required:
High school diploma or GED.
Minimum age of 21 years.
Valid Colorado Commercial Driver's License (CDL) with 'S' endorsement.
Pass the Colorado Department of Education School Bus Operator's Test (written and skills).
Meet district insurability requirements.
Current first aid and CPR certification (or ability to obtain within 90 days of hire).
Preferred:
Previous bus driving experience.
Working Conditions & Physical Demands
Work is performed in both indoor and outdoor environments, including school buses, transportation lots, and school or activity locations. Employees are exposed to varying weather conditions, including heat, cold, snow, and wet or slippery surfaces.
Physical Requirements
Physical requirements may include lifting up to 60 pounds occasionally (floor to shoulder), pushing, pulling, or carrying up to 50 pounds, and lifting up to 20 pounds overhead.
Essential Functions
The role requires sitting for extended periods while driving, as well as standing, walking, bending, kneeling, crouching, and reaching.
Equal Employment Opportunity
School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities.
Nondiscrimination Compliance
The Office of Equal Opportunity Programs and Ombuds Services has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964 (as amended), Age Discrimination in Employment Act of 1967, Title IX Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990.
Contact Information
For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombuds Services at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, phone: 719-520-2288, fax: 719-520-2442.
Board Policies
The following board policies address nondiscrimination in District 11: AC, AC-R, GBA, GBAA, JBB, JBB-R
Salary Setting
Employment, assignment, and salary placement is in accordance with job description requirements. A work history is required to demonstrate job title, job duties, and time worked in the position.
Non-Recurring Pay
For the 2026-2027 school year, employees will receive an 8% non-recurring pay, distributed as 4% on November paycheck and 4% on May paycheck.
Salary Placement
Grade placement for ESP positions is determined by the salary schedule by job title. Reference the linked 'How Your Compensation is Determined' for more details.
Step System
Newly employed Education Support Professionals will be placed on the 25-step system, with each step representing two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10).
Rehires
Returning employees who have previously resigned or separated from the district will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the board during the years in question.
Experience Evaluation
Employees with experience in the district who have left the district and then returned to the same position shall be hired at the same pay grade (refers to the ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's application and updated resume.
Employee Handbook
See the Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions, and lateral transfers.
Join Our Team!
Join Colorado Springs School District 11 as a Bus Driver and play a critical role in supporting student success each day. Your commitment to safety, reliability, and service ensures that students arrive ready to learn and return home safely.
Benefits
Employees in this category will also receive the following for the 2026-2027 school year:
Non-recurring pay: 8% of base salary in non-recurring pay (distributed as 4% on November paycheck and 4% on May paycheck).
Compensation Setting
Employment, assignment, and salary placement is in accordance with job description requirements. A work history is required to demonstrate job title, job duties, and time worked in the position.
Salary Placement
Grade placement for ESP positions is determined by the salary schedule by job title. Reference the linked 'How Your Compensation is Determined' for more details.
Step System
Newly employed Education Support Professionals will be placed on the 25-step system, with each step representing two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10).
Rehires
Returning employees who have previously resigned or separated from the district will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the board during the years in question.
Experience Evaluation
Employees with experience in the district who have left the district and then returned to the same position shall be hired at the same pay grade (refers to the ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's application and updated resume.
Employee Handbook
See the Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions, and lateral transfers.
Salary Setting
Employment, assignment, and salary placement is in accordance with job description requirements. A work history is required to demonstrate job title, job duties, and time worked in the position.
Non-Recurring Pay
For the 2026-2027 school year, employees will receive an 8% non-recurring pay, distributed as 4% on November paycheck and 4% on May paycheck.
Salary Placement
Grade placement for ESP positions is determined by the salary schedule by job title. Reference the linked 'How Your Compensation is Determined' for more details.
Step System
Newly employed Education Support Professionals will be placed on the 25-step system, with each step representing two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10).
Rehires
Returning employees who have previously resigned or separated from the district will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the board during the years in question.
Experience Evaluation
Employees with experience in the district who have left the district and then returned to the same position shall be hired at the same pay grade (refers to the ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's application and updated resume.
Employee Handbook
See the Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions, and lateral transfers.
Join Our Team!
Join Colorado Springs School District 11 as a Bus Driver and play a critical role in supporting student success each day. Your commitment to safety, reliability, and service ensures that students arrive ready to learn and return home safely.
Benefits
Employees in this category will also receive the following for the 2026-2027 school year:
Non-recurring pay: 8% of base salary in non-recurring pay (distributed as 4% on November paycheck and 4% on May paycheck).
Compensation Setting
Employment, assignment, and salary placement is in accordance with job description requirements. A work history is required to demonstrate job title, job duties, and time worked in the position.
Salary Placement
Grade placement for ESP positions is determined by the salary schedule by job title. Reference the linked 'How Your Compensation is Determined' for more details.
Step System
Newly employed Education Support Professionals will be placed on the 25-step system, with each step representing two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10).
Rehires
Returning employees who have previously resigned or separated from the district will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the board during the years in question.
Experience Evaluation
Employees with experience in the district who have left the district and then returned to the same position shall be hired at the same pay grade (refers to the ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's application and updated resume.
Employee Handbook
See the Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions, and lateral transfers.
Join Our Team!
Join Colorado Springs School District 11 as a Bus Driver and play a critical role in supporting student success each day. Your commitment to safety, reliability, and service ensures that students arrive ready to learn and return home safely.
Benefits
Employees in this category will also receive the following for the 2026-2027 school year:
Non-recurring pay: 8% of base salary in non-recurring pay (distributed as 4% on November paycheck and 4% on May paycheck).
Compensation Setting
Employment, assignment, and salary placement is in accordance with job description requirements. A work history is required to demonstrate job title, job duties, and time worked in the position.
Salary Placement
Grade placement for ESP positions is determined by the salary schedule by job title. Reference the linked 'How Your Compensation is Determined' for more details.
Step System
Newly employed Education Support Professionals will be placed on the 25-step system, with each step representing two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10).
Rehires
Returning employees who have previously resigned or separated from the district will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the board during the years in question.
Experience Evaluation
Employees with experience in the district who have left the district and then returned to the same position shall be hired at the same pay grade (refers to the ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's application and updated resume.
Employee Handbook
See the Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions, and lateral transfers.
Join Our Team!
Join Colorado Springs School District 11 as a Bus Driver and play a critical role in supporting student success each day. Your commitment to safety, reliability, and service ensures that students arrive ready to learn and return home safely.
Benefits
Employees in this category will also receive the following for the 2026-2027 school year:
Non-recurring pay: 8% of base salary in non-recurring pay (distributed as 4% on November paycheck and 4% on May paycheck).
Compensation Setting
Employment, assignment, and salary placement is in accordance with job description requirements. A work history is required to demonstrate job title, job duties, and time worked in the position.
Salary Placement
Grade placement for ESP positions is determined by the salary schedule by job title. Reference the linked 'How Your Compensation is Determined' for more details.
Step System
Newly employed Education Support Professionals will be placed on the 25-step system, with each step representing two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10).
Rehires
Returning employees who have previously resigned or separated from the district will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the board during the years in question.
Experience Evaluation
Employees with experience in the district who have left the district and then returned to the same position shall be hired at the same pay grade (refers to the ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's application and updated resume.
Employee Handbook
See the Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions, and lateral transfers.
Join Our Team!
Join Colorado Springs School District 11 as a Bus Driver and play a critical role in supporting student success each day. Your commitment to safety, reliability, and service ensures that students arrive ready to learn and return home safely.
Benefits
Employees in this category will also receive the following for the 2026-2027 school year:
Non-recurring pay: 8% of base salary in non-recurring pay (distributed as 4% on November paycheck and 4% on May paycheck).
Compensation Setting
Employment, assignment, and salary placement is in accordance with job description requirements. A work history is required to demonstrate job title, job duties, and time worked in the position.
Salary Placement
Grade placement for ESP positions is determined by the salary schedule by job title. Reference the linked 'How Your Compensation is Determined' for more details.
Step System
Newly employed Education Support Professionals will be placed on the 25-step system, with each step representing two years of experience, based upon equivalent experience. The maximum number of years of experience granted is 19-20 years, which is equivalent to placement on step ten (10).
Rehires
Returning employees who have previously resigned or separated from the district will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the board during the years in question.
Experience Evaluation
Employees with experience in the district who have left the district and then returned to the same position shall be hired at the same pay grade (refers to the ESP placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's application and updated resume.
Employee Handbook
See the Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions, and lateral transfers.
Join Our Team!
Join Colorado Springs School District 11 as a Bus Driver and play a critical role in supporting student success each day. Your commitment to safety, reliability, and service ensures that students arrive ready to learn and return home safely.
Benefits
Employees in this category will also receive the following for the 2026-2027 school year:
Non-recurring pay: 8% of base salary in non-recurring pay (distributed as 4% on November paycheck and 4% on May paycheck).
Compensation Setting
Employment, assignment, and salary placement is in accordance with job description requirements. A work history is required to demonstrate job title, job duties, and time worked in the position.
Salary Placement
Grade placement for ESP positions is determined by the salary schedule by job title. Reference the linked