At ASTP, our people are at the center of everything we do, from the drivers who safely transport students each day to the teams supporting our local operations behind the scenes. And few people on our leadership team have a better perspective on what it takes to build and sustain that kind of culture than Jeff Ellis, ASTP’s Chief People Officer. 

Jeff brings broad leadership experience across transportation, environmental services, health care, and utilities, with a career spanning human resources, safety and risk management, operations, and leadership development. He returned to the student transportation industry when he joined ASTP, where he now focuses on supporting, developing, and celebrating the people who make this work possible. 

In this edition of From the Driver’s Seat, Jeff shares his perspective on what makes ASTP’s culture distinctive, what the company looks for in great team members, how ASTP supports employees beyond the paycheck, and why curiosity and development will be increasingly important as the student transportation industry evolves. 

Q: When you are asked what it’s like to work for our company, what do you say? 

A: If you were to come work for us, I’d say that it’s a very collaborative environment.  That collaboration is driven by close relationships within our operating companies and between the operating companies and the corporate support teams. We are fortunate to have leaders throughout the organization who are humble and service-driven and who have the customer and community in mind with all the decisions we make.  

Q: What do our best people (drivers, ops, corporate) have in common? 

A: Our best people care about others…whether that be fellow team members, the kids we transport, or the families we serve in the community. This care means we support one another, are committed to solving problems, and work closely and transparently with our school district customers to provide a high level of customized service. 

Q: When a local operator joins the ASTP family, what would you want their employees to know about how they will be treated from day one? 

A: They will be treated like they’ve been a part of our team for a long time! We get very excited to have new local operators join our team, and we welcome them with enthusiasm and open arms. We communicate transparently about what to expect, including information on pay and benefits, and take the time to understand their local norms, culture, and processes as we integrate their operations into ours. 

Q: Is there something about our culture in particular that is hard to put into words, but you know when you see it? 

A: Commitment is one, and feedback is another. At the end of the day, we are committed to service, and in our culture, you can see it as an all-out effort by every team member to produce great results, whether that be operationally, financially, or culturally. And we continue to drive and create a culture of feedback where we are clear with one another about expectations, needs, and improvement in a way that affects real change in the organization. 

Q: When you’re hiring a new team member, what is one quality that you look for– one that you can’t teach, but that the company needs to be successful? 

A: Curiosity. The school bus industry can feel very “old school” with practices and expectations that may not have stood up to the test of time. New team members coming aboard must have genuine curiosity and an ability to question the status quo – how we and the industry typically do things and seek opportunities to innovate, adapt to the changing world around us, and look ahead to what may be next.  

Q: As we have grown, how has our culture evolved? 

A: As a fast-growing company, we have many new team members and local operators joining us. Each one makes an impact on the existing culture. We look for unique and valuable cultural traits and norms that are brought in to us and add to our own unique culture of Operating Safely, Performing Reliably, Cultivating Trust & Respect, and Growing & Developing. 

Q: What would you say we offer our teams that others in this industry either don’t worry about or don’t offer? 

A: The contracted school transportation business is not one where it is common to have the resources or make the effort to develop people. We are very proud to offer significant development opportunities for employees looking to grow their career with us, or learn and upskill themselves for their future. From our Leadership Academy and online learning tools for aspiring leaders and existing managers, to our support for maintenance excellence through ASE certification programs, we help team members develop themselves and their careers throughout their time with us. 

Q: What’s the biggest misconception people have about working in student transportation and what’s the reality? 

A: I think some would expect it’s simply about a vehicle and students and getting them to and from school on time, safely, and ready to learn. While in some respects it really is that simple, there is a whole world “behind the scenes” of very modern and future-focused technology, techniques, and processes in use now and planned for development. These tools allow us to serve our customers and communities with excellence that brings value to our school districts, and development and opportunity to our team members. 

Q: How do we try to take care of our teams beyond pay? 

A: While pay is important, we know that people join a company and stay for more than just pay. They join and stay because their team members are great to work with and supportive; they join and stay when they are effectively engaged as a whole person by their leader; and they join and stay when they know and see that leaders and co-workers genuinely care about their well-being. As a company, we work hard to provide care and consideration for our team members’ needs.  

For example, we know that managing work and personal needs can be very challenging. We received feedback some years ago that this was a top challenge for our team members. To help support them, we began providing a robust Employee Assistance program that helps them with everything from mental health challenges to legal and financial struggles. The program provides access to care providers for the team member and anyone in their household, and includes in-person counseling, virtual group sessions, and even text-based support.  

Another example is our community engagement. Our employees want to support important causes in their local community and have the company be a part of that. Rather than adopt a “one size fits all” approach and designate a company-wide program, we delegate that to the local operations, so our team members there can engage – with company support and resources – with whatever organization they choose (local food banks, homeless shelters, school district after-school tutor programs, etc.).   

Q: What would you want a local operator thinking about partnering with us, to know about us? 

A: Maybe it’s like the Allstate commercial. I’d want them to know “you’re in good hands” with ASTP. They can be assured when partnering with us that they and their employees and their legacy will be well cared for and represented well in their local community now and in the future. 

Contact Us  

American Student Transportation Partners  is a national network of trusted transportation operators ensuring access to education through safe, reliable student transportation programs. Exceptional bus operators choose ASTP because of our innovative approach to partnership, as well as the resources we provide to help “future-proof” their operations.  

Contact ASTP today to learn how we can support your school district’s transportation needs.