Volunteer Driver Program Toolkit

Recruiting Drivers

Recruiting drivers is essential for any volunteer driver program and must be continuous. 

How and Where to Advertise for Volunteers

In addition to having an online and media presence, successful volunteer driver programs seek out local opportunities to advertise for volunteers. Volunteer recruitment sources can include faith-based organizations, local businesses with community engagement initiatives, retired professionals' networks, and regional news sources. Local churches, senior centers, and community centers often include volunteer opportunities. Volunteer drivers sharing their stories, word of mouth, and advertising for volunteers on agency vehicles are also effective strategies for driver recruitment. 

On a national scale, AARP provides a space for members to recruit volunteers, including volunteer driver opportunities, on its AARP Create the Good website. 

Some programs strive to recruit drivers who speak languages other than English that are prevalent in their region. As an example, see Chariot’s 2025 Volunteer Recruitment – Espanol YouTube video.

In most cases, potential volunteer drivers should begin the process by filling out a volunteer driver application form. A sample Volunteer Driver Job Application (Washington State) is included in Section 8: Model Forms (Templates), Policies, and Procedures of this Toolkit.

Specific Qualifications

To protect the safety of passengers, minimum volunteer driver qualifications should be established. These include but are not limited to:

1. The driver should be at least 21 years of age. (The volunteer driver program or its sponsoring organization, as appropriate, may choose a minimum age for drivers based on state and local laws or insurance.)
2. The driver must possess a valid driver's license appropriate for the type of vehicle to be operated.
3. A driver history report must not include citations or violations that exceed the threshold established by the volunteer driver program or its sponsoring organization. See the section below on Driving History Requirements. 
4. The driver must provide a minimum of two excellent references. As an example, a sample Volunteer Driver Reference form is included in Section 8: Model Forms (Templates), Policies, and Procedures. 
5. The driver must be able to operate the assigned equipment.
6. The driver must be willing to attend the training courses required and to follow the volunteer driver program and sponsoring organization's policies.
7. The driver’s criminal history background check must be free of a record of crimes against others. As an example, see the Washington State Department of Social and Health Services Secretary’s List of Disqualifying Crimes. 
8. A volunteer driver information check against the registries available on the National Sex Offender Public Website (NSOPW), which includes registries for states, territories, and tribes, must be free of results. 
9. The driver must have completed a self-declared form indicating the ability to physically carry out the essential job functions as listed in the job description. A sample Volunteer Driver Statement of Medical Condition form is included in Section 8: Model Forms (Templates), Policies, and Procedures. 
10. The driver must not have an uncontrolled chronic illness such as epilepsy, diabetes, heart, or respiratory problems. When indicated, a driver must be willing to provide a physician's statement qualifying them as physically able to drive. If the driver does not have medical insurance, the volunteer driver program or its sponsoring organization may choose to pay for the physical exam. Some programs may choose to use Federal Motor Carrier Safety Administration (FMCSA) medical forms (used for Commercial Driver’s License applications) for this purpose. FMCSA’s Medical Applications and Forms website includes a Medical Examination Report Form and a Medical Examiner’s Certificate. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Volunteer Driver Medical/Physical Release form. 
11. The driver must not abuse alcohol, drugs, and/or medication.
12. The driver must be willing to sign and comply with the volunteer driver program and a sponsoring organization’s applicable policies covering confidentiality, ethics, and conflicts of interest, as appropriate.

Volunteer driver program and sponsoring organizations may also want to consider including a Caregiver Background Check. Some contracts with managed care organizations or healthcare entities may require them, and it’s a good practice for those who are in unsupervised contact with vulnerable people.

Driving History Requirements

As providers of services to vulnerable populations, volunteer driver programs and sponsoring organizations are responsible for following a proper selection process. This will minimize the chance of being challenged about those processes. The driver selection process should include the following:

1. Prospective volunteer reads and becomes familiar with the job description. Job descriptions may be available online or at the volunteer driver program or sponsoring organization's offices. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Volunteer Transportation Driver POV (Job Description) and Volunteer Driver Essential Functions.
2. Applicant completes a position application online or at the volunteer driver program or sponsoring organization's offices. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Volunteer Driver Job Application.
3. Applicant completes a Statement of Understanding online or at the volunteer driver program or sponsoring organization's offices. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Volunteer Driver Statement of Understanding (Washington State). 
4. Manager reviews the application.
5. Manager conducts a personal interview.
6. Manager conducts reference checks.
7. A report from the state agency or department responsible for supplying in-depth information about an individual’s driving record is obtained. This information is used to complete the rating system discussed in the Driver History Requirements section above. Washington State is used here as an example of how to request an applicant’s driving record, Driving Record Request; Washington State Department of Licensing.
8. A Criminal Record Check that covers the maximum time possible through the state agency responsible for providing criminal history convictions. Fees will vary from state to state, and some states will provide records at no cost to eligible non-profit organizations. As examples:
9. In Washington, the Washington State Patrol Identification and Criminal History Section (WASIS) operates an online system, WATCH (Washington Access To Criminal History), covers two types of criminal history checks which can be done online or by mail. The first check is a Criminal History Record based on name and date of birth. The second is a Child and Adult Abuse Record. This check is free to eligible non-profit organizations. Finger print checks are also available. 
10. In Texas, the Texas Department of Public Safety operates a Crime Records Division Public Website. This site also covers three types of check requests: A Criminal History Conviction Name Search (Under Texas law, deferred adjudication and conviction records are considered public information and may be made available to the general public.), Texas Sex Offender Registry, and Fingerprinting Services (Fingerprint Applicant Services of Texas (FAST) offers a complete suite of electronic fingerprinting services across the state designed to provide authorized entities with the capability to obtain fingerprint-based criminal history checks for job applicants, licensees, volunteers, etc.).
11. A Federal Bureau of Investigation National (FBI) Criminal Records Check should be done if the applicant has not lived in the state for a certain number of years. Volunteer driver programs and sponsoring organizations should work with funding agencies to follow required background check completion based on funding agency requirements. The FBI check should be done in addition to a Criminal History Check. It is suggested that local law enforcement agencies be used to properly complete the fingerprints. The FBI blue form (FD 258) is available through law enforcement authorities, but is not downloadable. The FBI will not take copies. The FBI provides information that the person has, or has not, committed disqualifying crimes. Section 8: Model Forms (Templates), Policies, and Procedures includes a copy of the FBI Fingerprint Form (Sample). 
12. If the driver will be using their own vehicle, the applicant's proof of insurance (ACORD 23 Vehicle or Equipment Certificate of Insurance Form) should be checked for compliance with program standards. A copy of the ACORD 23 Form should be placed in the driver's file (when established).
13. If the prospective driver does not own an automobile then they must have an insurable record. An insurable record means that the prospective driver meets specific criteria set by the program’s insurance company to qualify for coverage under an auto insurance policy. Criteria may include: age, driving record, license status, and experience. 
14. Once all steps have been completed, the applicant is selected, and a driver file is established.

Retention of drivers is crucial to the stability of a volunteer driver program. Volunteer drivers should be celebrated and recognized. Whenever possible, volunteer drivers should be given the assignments they want and prefer. Managers should reach out to regular volunteers on a regular basis to ensure that their observations, ideas, and concerns are heard. Additional incentives to retain drivers may include hosting volunteer appreciation events, mileage reimbursement, and having flexible scheduling options. 

In regard to mileage reimbursement, volunteer driver programs vary based on financial and other considerations. If resources are available, drivers can be reimbursed, offsetting some of their costs and helping to retain them as volunteers. Several of the programs included in Section 7: Case Studies (Nevada RSVP, Ride Connection, SAINT, Chariot, and WexExpress New Freedom) offer mileage reimbursement to incentivize volunteer driving, with varying rates and conditions.

Driver Duties

Drivers are the public face of a volunteer driver program. As stated in the introduction to this Toolkit, volunteer driver programs are a critical component of many public transportation systems as well as human services transportation, offering specialized or expanded services beyond those typically available through general public transit services and providing a more personal and one-to-one transportation service for customers who may require additional assistance. While individual volunteer drivers may be selective about their schedules or routes and their responsibilities may vary from program to program, the essential volunteer driver duties are listed below.

Volunteer drivers must be trained to competency and be comfortable with assisting passengers in and out of vehicles. Depending on the program’s capabilities, eligibility requirements, and any additional services offered, drivers may be asked to assist with parcels, mobility devices, and provide door to door or door through door service. Information, guidance, and training resources to assist with preparing volunteer drivers for duty to may be found under Training Volunteer Drivers later in this section and in Section 3: Important Information About Riders.

Trip scheduling is an essential component of a volunteer driver program. Following assigned trip schedules is key to the safety and success of the program. For more information about trip schedules see Section 5: Day-to-Day Operations/Scheduling. 

Volunteer drivers must maintain communication with program managers or coordinators. Section 2: Volunteer Driver Programs/Policies speaks to the specific scenarios that may call for the driver to reach out to a manager immediately such as incident reporting; both motor vehicle accidents and other incidents involving a rider (falls, seizures, suspected abuse, neglect, abandonment, and exploitation). As discussed earlier in this section, drivers should also feel comfortable sharing their observations, ideas, and concerns with management.

When to Report an Issue

Suspected abuse of children or vulnerable adults must be reported. If abuse is suspected, this information must be conveyed to the manager, but not to other drivers, family, or friends. Some states require drivers to be mandatory reporters if they suspect neglect or abuse. Programs will want to be aware of any state requirements. Also see Section 8: Model Forms (Templates), Policies, and Procedures for reporting examples.

Disqualification of Drivers

Follow Program Safety Policies

Once appropriately trained to safely carry out their responsibilities, all volunteer drivers, whether using agency vehicles or their personal vehicles, must follow the program’s safety policies.

Driver performance is as important for volunteer driver programs as it is for any transit program. In addition to the driver qualifications, requirements, and selection processes discussed above, volunteer driver programs should have policies and processes in place to monitor driver performance on a regular basis. All driver performance policies and processes should be included in volunteer driver handbooks. See Section 2: Volunteer Driver Programs/Personnel Policies.

Driver Review Process

In the event that a driver is involved in any moving violation or collision (whether or not an agency client was in the vehicle at the time of the moving violation or collision) the manager must be notified by the volunteer driver. The manager should determine whether or not a review is warranted. The following process is recommended for review of both moving violations and collisions:

1. The manager will request a written explanation about the moving violation or collision.
2. The manager will request a copy of the moving violation or police report of the collision.
3. The manager will review the driver's file including passenger comments, moving violations, and collision information and make a recommendation on the driver's continued eligibility or the need for additional training.
4. When reviewing eligibility, the manager considers prior incidents that include moving violations and collision/s and severity of the incidents
5. Drivers that have a single minor incident should have additional mandatory training related to the incident.
6. Drivers that have a severe incident or more than one incident (of any kind) within a year should be reviewed for eligibility.
7. When reviewing eligibility, the manager considers driving-related complaints or the need for additional training. The suggested maximum is three complaints or fewer, based on the severity of complaints.
8. The suggested method for obtaining rider comments is to randomly call riders that have been transported by the driver being reviewed.

Driver Suspension or Termination

Occasionally, drivers must be suspended or terminated as a result of violations of the volunteer driver program or sponsoring organization's policies or complaints received by riders. Grounds for termination include but are not limited to:

1. Any time a current driver does not meet the requirements to be a new driver.
2. Theft.
3. Violence.
4. Reporting to work under the influence of a controlled substance, alcohol, or medications that affect driving abilities, based on the standards of the Drug Free Workplace Act.
5. Reporting to work under the influence of medication that has not been reported to and approved by the volunteer driver program or sponsoring organization.
6. Management may consider driving related complaints or the need for additional training. The suggested maximum is three complaints or fewer, based on the severity of the complaints.
7. Violations of the Drivers Code of Conduct. Section 8: Model Forms (Templates), Policies, and Procedures includes a model Driver Code of Conduct. 
8. Suspension or loss of driver's license or insurance.
9. Violation of program confidentiality or conflict of interest policies.
10. Repeated collisions or a single serious collision.
11. False documentation of program records.
12. Violation of volunteer driver program or sponsoring organization's Ethics Policy. Section 8: Model Forms (Templates), Policies, and Procedures includes a model Code of Ethics. 
13. Violation of the volunteer driver program or sponsoring organization's Harassment Policy. Section 8: Model Forms (Templates), Policies, and Procedures includes a model Policy on Harassment. 
    

Volunteer driver programs and sponsoring organizations may choose an intervention program for less serious offences than those listed above. Such offences include, but are not limited to:

1. Moving violations (depending on severity).
2. Acquiring additional points on any evaluation scale used by the volunteer driver program or sponsoring organization. See Driving History Requirements above. Section 8: Model Forms (Templates), Policies, and Procedures includes a model policy on Selection Standards. 
3. Rider complaint about driving performance or rider relations abilities.
4. Staff or driver observation of changes in the ability to perform essential job responsibilities.
5. Improper program documentation.

If a volunteer’s driving has been restricted for any medical reason, the driver should be responsible for informing the program manager. A written physician's release should be required prior to returning the volunteer to driving. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Medical/Physical Release. 

Performance Evaluations

Performance evaluations are important. Volunteer driver programs and sponsoring organizations must have a plan for conducting regular performance evaluations for all volunteer drivers. Evaluations serve as an important tool for the volunteer driver program, a sponsoring organization, and volunteer. This provides an excellent opportunity for the manager to provide feedback to the volunteer about their performance; and provide the volunteer an opportunity to address issues they may be encountering. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Driver Evaluation Form. 

Factors to consider when establishing an evaluation process:

1. Sponsors are encouraged to establish a schedule whereby all volunteers and staff receive at least annual performance evaluations.
2. The evaluation process should include a road performance evaluation for drivers.
3. The manager or designee should ride along with the drivers while they are performing their duties. Attention should be paid to vehicle operations, rider care, and general ability to meet program standards.
4. Performance evaluations are essential in securing equitable insurance rates and identifying drivers who may need intervention training or who should no longer transport riders.
5. Following a performance evaluation, the manager and volunteer should meet to discuss the observations. Any refresher training needed should be documented.
6. The performance evaluation and discussion should be documented, signed, and become a permanent part of the personnel file.
7. If needed, a plan should be developed and additional training provided. Documentation of improvement should be included in the driver's file.
8. "Objective" documentation is always written, and it refers to what was seen, heard, or measured. Objective documentation is not what was "felt" or "sensed,” which is "subjective.” Objective documentation of performance should be an on-going and common occurrence. This documentation is necessary for tracking driver development and for defense in litigation.
9. Volunteer driver programs and sponsoring organizations should establish a program of regular recognition for the volunteers.

Mixing Volunteers with Paid Employees

A volunteer driver can create the same liability for a volunteer driver program and a sponsoring organization as a paid driver. All employees and volunteers should be properly trained, supervised, and managed under the same or similar policies. Without proper management, conflicts can arise when volunteers and paid employees do the same or similar work. To avoid these conflicts, the following guidelines should be established for successfully managing volunteers and paid employees in the same program:

1. Discuss with staff how volunteers can be placed to improve services without displacing paid workers.
2. Assign volunteers and paid staff with the same care and have the same performance expectations of both.
3. Provide orientation/training equally to both paid staff and volunteers.
4. Establish a clearly defined chain of command.
5. Assure that all volunteers and paid staff have clear job descriptions, with accurate descriptions of responsibilities.

Departure of Volunteer Drivers

It is unfortunate when volunteers leave a program. There are many valid reasons for this occurring: diminished health, increasing age, moving, going on to other volunteer work, etc. When a volunteer decides to leave, the manager should schedule an Exit Interview. The interview can be done over the phone. The interview provides an opportunity to receive feedback about the volunteer's experiences. This is also a good time to remind the departing volunteer about what they cannot do once they leave the program, like contacting or providing rides for program participants. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Exit Interview form. 

Volunteer Driver Identification

Driver conduct is one of the most important elements contributing to how the volunteer driver programs and sponsoring organization are viewed by the public they serve. Clearly written driver conduct policies can assist the volunteer driver program and a sponsoring organization in ensuring the safety of riders. Drivers who are invested in the program’s service, well trained and confident in their ability to serve riders are also a transit system’s best marketing tool. 

Policies may include the following:

• Following Traffic Laws
• Controlled or Illegal Substances
• Theft, Violence, and Gross Negligence
• Confidentiality, Conflict of Interest, Code of Conduct, and Ethics
• When to Report an Issue 

See Section 2: Volunteer Driver Programs/Personnel Policies and The Importance of Community Relations.

All drivers must be familiar with and adhere to state and local traffic laws and regulations. Depending on the seriousness, violations of traffic laws and/or chargeable collisions can result in additional training or termination of the driver. Drivers who have their driver's licenses suspended or revoked are subject to immediate termination.

The use, sale, distribution or possession of intoxicating liquor, a controlled substance, a drug not medically authorized, or other substance which impairs the job performance of a volunteer must be strictly prohibited and result in swift disciplinary action. Drivers should also be required to report to the manager any use of medically authorized drugs which may impair their job performance. Proper written medical authorization from a physician should be provided to the manager in order to work when using such authorized drugs. State and local laws must be taken into consideration along with the policies of the sponsoring organization, as appropriate, and any funding sources.

Theft, Violence, and Gross Negligence

Sponsoring Organizations must have policies in place to prevent theft, violence, and gross negligence on the part of the volunteer driver. These policies should be strictly adhered to. The purpose of the policies is to protect not only the volunteer driver program, sponsoring organization, and the riders, but also protect the driver from false accusations of misconduct.

In order to eliminate claims of theft, volunteers should not enter residences of riders or accept gifts or gratuities from riders. However, volunteers for some programs do enter the rider's homes as part of helping with housework and other duties. Policies for these activities should be developed to protect both the rider and the volunteer. As an example, see Nevada RSVP’s case study in Section 7: Case Studies.

The following are examples of offences that are grounds for immediate dismissal or termination:

• Theft of funds, equipment, or services.
• Gross negligence with regard to the safety and well-being of self, riders, the general public, or program equipment.
• Engaging in physical or verbal confrontations while on duty.

Failure to provide high quality rider service or to positively represent the volunteer driver program and sponsoring organization in the community.

Confidentiality

Confidentiality should be reviewed regularly  in each program. Transportation volunteers often know or become familiar with riders. While it is desirable to establish a positive relationship with riders, it is important to avoid situations that can create "Conflicts of Interest.” All transportation volunteers should sign a confidentiality statement and acknowledge an understanding of confidentiality rights. The subject of Confidentiality may also be included as a part of Social Services Networks training (below). Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Confidentiality Policy. 

Violations of confidentiality or conflict of interest policies should be grounds for termination.  Guidelines for the sharing and handling of information about riders by a transportation program's representatives, including drivers, are as follows:

"Right to Confidentiality" is breached when information received from or about riders is repeated to persons other than the Manager or appropriate staff. Riders may confide in a trusted driver. It is tempting to share this information. Volunteer drivers are encouraged to share their concerns with the manager, but not with other drivers, family, or friends. Only information that the manager "needs to know" can be communicated. Even the names of individuals receiving service from a program must not be shared with anyone outside the volunteer driver program and sponsoring organization.

Information about a rider must not be shared, unless it is necessary to obtain needed services, and the rider has given written consent. If a rider is not able to give permission to share information for their well-being, the driver and manager should use their best judgment to share information only to ensure that the services needed are provided.

Under some circumstances, the transportation volunteer is required to share information. See When to Share Information below.

Conflict of Interest

"Conflict of Interest" occurs when personal arrangements for transportation are made with riders outside the scope of duties as a program volunteer. Such arrangements are prohibited and can lead to serious liability issues for the driver, the volunteer driver program, and sponsoring organization.

• Riders should not have access to personal phone numbers and addresses of transportation volunteers. Requests for this type of information should be relayed to the Manager.
• Transportation volunteers should not ask personal questions of riders
• Transportation volunteers may not accept gifts or gratuities.
• Program volunteers will not use, to their personal advantage, any rider information gleaned in the course of their duties.
• Volunteers will not use the volunteer driver program and sponsoring organization's vehicles for personal business.

Code of Conduct

All drivers should follow the volunteer driver program and sponsoring organization's Code of Conduct. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Driver Code of Conduct. 

Code of Ethics

Drivers should be familiar with all aspects of the volunteer driver program and sponsoring organization's Ethics Policy. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Code of Ethics. 

Training Volunteer Drivers

The quality of service and the volunteer driver program and sponsoring organization's access to insurance depend upon the driver's ability to effectively interact with the community and to safely operate specialized vehicles. Drivers who transport community members are legally held to a higher degree of care than any other driver on the road.



Volunteer driver programs and sponsoring organizations should require specific training for all drivers operating vehicles or providing transportation services as part of a volunteer driver program. Training for all volunteers should be structured to conform to the duties in the job description. Programs should either identify a staff person or persons to be a trainer or can arrange for timely access to other trainers. 

Note: Many funding agencies require certain types of training for volunteer drivers. Volunteer driver programs and sponsoring organizations should check with their respective funding agencies for their specific requirements.

What About the Cost of Training?

Volunteer driver programs and sponsoring organizations should provide the required training at no cost to active volunteers. To ease the burden of the cost of outside training, the volunteer driver program or sponsoring organization may be able to get assistance by requesting technical assistance from other transportation providers. 



Training options to consider include:

• Request scholarships through the State Rural Transit Assistance Program (RTAP). Also see the Directory of RTAP Managers. 
• See National RTAPs Training Overview for a listing of the training materials that are available free of charge. They include National RTAP’s ADA Driver Training and ADA Driver Training Hands-on Evaluation. 
• Low cost training may also be available through State Transit Associations and State DOTs. 
• Community transportation associations may also be good sources of training. As an example, the Community Transportation Association of the Northwest (CTANW) provides members, partners and communities with tools, resources and information. This includes driver training. 
• Training videos for drivers and transit personnel are available at National Aging and Disability Transportation Center (NADTC), Access Matters Videos.
• Also available at a cost:
• The Community Transportation Association of America (CTAA) offers Passenger Assistance Safety and Sensitivity (PASS) Training. 

Easterseals Project Action offers Sensitivity Training for Bus Drivers.

Volunteer driver programs and sponsoring organizations are responsible for assuring their volunteers are current with all training requirements and that driver files are properly maintained with the appropriate certificates of training completion. Training documentation, including certificates of completion, should be maintained in driver files. More information on driver files is outlined in Section 6: Program Records.

A training checklist form should be used to document the training progress of transportation volunteers. The training Checklist should be updated each time a training course is completed. In addition, volunteer driver programs and sponsoring organizations should require that the drivers sign a statement acknowledging the training they receive. Volunteer driver programs and sponsoring organizations may maintain a signature form for each training session or develop a composite form. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Driver Training Checklist.

Below are specific types of training that are recommended for all volunteer driver programs. Training should be an ongoing process that begins with mandatory and essential training with refresher and new training, as appropriate. Some funding sources may require that certain training be repeated in regular intervals. Volunteer driver programs and sponsoring organizations should check with funding resources for details. As an example, FTA Circular 4710.1 Americans with Disabilities Act Guidance, Section 2.9.2 Types of Training provides examples of the types of training that would be appropriate for drivers, vehicle mechanics, customer service agents, vehicle dispatchers, and managers. 

• Orientation/Logistics
• Vehicle Operation, Lift Operation, Wheelchair Securement, and Road Experience
• Controlling Exposure to Bloodborne Pathogens
• Defensive Driving Training
• Passenger Assistance and Sensitivity Training
• Car Seats and Child Securement
• CPR and First Aid, and Emergency Response
• Social Service Networks 
• Confidentiality 
• Abuse, Neglect, Abandonment, and Exploitation
• Drug-Free Workplace
  

Orientation/Logistics

Driver orientation training should cover all of the aspects that would usually be explained to any new employee, e.g., organizational mission and values, job description, expectations, completion of forms, reporting requirements, vehicle operation, public relations, ethics, code of conduct, harassment policies, and reimbursement procedures. Section 8: Model Forms (Templates), Policies, and Procedures includes a model Driver Orientation. 

Vehicle Operation, Lift Operation, Wheelchair Securement, and Road Experience

For drivers who only use their personal vehicles, vehicle orientation with lift operation and wheelchair securement is not required unless the vehicles have been made ADA accessible.. However, road experience observation and testing is required for all drivers.

For drivers who will be using agency vehicles, the volunteer driver should be given training on vehicle operations, lift operations, and wheelchair securement. In addition, road experience observation and testing must be completed prior to transporting passengers.

All training should be documented and become a permanent part of the volunteer's personnel file. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Volunteer Driver Road Test and a Lift Operation Procedures Checklist.

Note:  Road testing should be repeated at least annually and for cause with all drivers. This is an opportunity to identify volunteers who may have developed undesirable driving habits or may be experiencing effects of aging or disability that can affect driving ability.

Controlling Exposure to Bloodborne Pathogens

Volunteer driver programs and sponsoring organizations should provide appropriate training on transmission of Hepatitis B Virus (HBV), Human Immunodeficiency Virus (HIV) and other blood-borne pathogens.

Volunteer driver programs and sponsoring organizations should develop a plan to minimize exposure. The plan should be reviewed at least annually to ensure proper effectiveness in minimizing exposure. The controls contained in the plan are designed to be a guide for programs when designing their exposure control procedures. Bloodborne pathogen control training should be provided to volunteers prior to transporting or assisting riders. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Bloodborne Pathogen Exposure Control Plan.

Volunteer driver programs and sponsoring organizations should consider the following practices in relation to Bloodborne Pathogens:

• Volunteers should sign a document verifying receipt of the instructions and their understanding of proper blood-borne exposure control procedures.
• All vehicles used to transport riders should have a Body Fluid Precaution Kit stored in a convenient location inside the vehicle. Body Fluid Precaution Kits differ from First Aid kits in that they contain products and equipment to minimize exposure to infectious body fluids. The Red Cross provides instructions on how to make the kits.
• The driver should document any exposure to body fluids. They may do this with the Exposure Incident Report Form and report. The form and report should then be turned in to the Manager. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Exposure Incident Report. 
• The Manager should conduct a post-exposure evaluation and document any recommendations for follow-up.

Note: Training on bloodborne pathogens is recommended for all volunteer programs; however, many funding agencies require this training be given to volunteers. See the Center for Disease Control (CDC) Bloodborne Infectious Disease Risk Factors; and Oklahoma State University Bloodborne Pathogen Training Module. National RTAP’s Resource Center-Topic Guides/Bloodborne Pathogens Topic Guide has a great list of resources for this topic.

It is recommended that within 60 days following the initial driving assignment all drivers should complete an approved Defensive Driving Course (National Safety Council or equivalent). This training is available through a variety of sources and formats and is available through the National Safety Council in a self-paced, self-scored format. The AARP Defensive Driving Course is another option that may be recognized by insurance companies who provide discounts for drivers who have completed safety courses.



As an example, Washington State law allows licensed drivers, age 55 and over, to receive reductions in private automobile insurance premiums if they complete an approved eight-hour vehicle accident prevention course. Each course includes information about the effects of aging on driving; driver problem areas such as yielding the right of way, driver awareness, speeding, passing, road signs and signals; and driving while under the influence of alcohol or drugs. Senior Driver Training

Passenger Assistance and Sensitivity Training

Within 60 days following the initial driving assignment, all volunteer drivers should have Passenger Assistance Training (PAT), CTAA Passenger Service and Safety Certification training (PASS), or an equivalent course appropriate for the services they will provide. For example, those volunteer drivers that will not operate a lift equipped vehicle will not need an entire passenger assistance training program. This training should emphasize sensitivity and assistance to elderly and persons with disabilities as well as communication with riders. See the list of training options listed earlier in What About the Cost of Training? 

The Rider Assistance and Customer Service section of National RTAP’s ADA Toolkit provides a useful discussion about respectful and courteous customer service for people with disabilities. It also includes many tips and resources for assisting and communicating with riders. National RTAP eLearning ADA Driver Training is also a valuable resource for all transportation providers.

Car Seats and Child Securement

Additional reading on the subject of car seats and child securement:

• Safe Ride 4 Kids- Car Seat Laws by State ; National Safety Council, National Child Passenger Safety Board, Trainings to Boost Your Child Passenger Safety Knowledge and Skills
• Governors Highway Safety Association’s website on Child Passengers
  

CPR and First Aid, and Emergency Response

First Aid and CPR training is optional for all drivers. While risk management professionals differ on the liability benefits and detriments of this type of training, Volunteer driver programs and sponsoring organizations should develop a policy on this issue. If specific training is not required, drivers should be trained how to access available emergency services.

All of the volunteer driver program or sponsoring organization's vehicles should be equipped with two-way radios, cell phones or other communication devices that reliably operate in the service area. Some programs have developed cell phone loan programs for their POV drivers. 

Additional resources for Emergency Response training follow:

• National RTAP, Active Shooter eLearning Course
• National RTAP, Problem Passengers: Managing Difficult Passengers & Situations
• National Transit Institute (NTI) Assault Awareness and Prevention for Transit Operators online course
• National RTAP, Transit Manger’s Toolkit, Safety, Security and Emergency Management
  

Social Service Network Training

All transportation volunteers should receive Social Service Network training to give volunteer drivers a broad orientation to the social service network in the service area. Social Service Network training educates community members and volunteers to identify the signs of abuse or neglect in vulnerable adults and children and provides local information on how to follow up with concerns. With Social Service Network training drivers can make appropriate referrals for other services that riders may need. As an example, Section 8: Model Forms (Templates), Policies, and Procedures includes Washington State’s Social Service Network “Gatekeeper” Training Content. 

Confidentiality

As discussed earlier in this section, transportation volunteers often know or become familiar with riders. For that reason, it is important that all volunteers recognize and avoid situations that can create "Conflicts of Interest.” It is also essential that volunteer drivers are aware that, under some circumstances, they may be required to share information. Training on confidentiality may also be included in the Social Service Network training curriculum discussed in above.

Abuse, Neglect, Abandonment, and Exploitation

Certain defined professionals are required to report suspected abuse, neglect, abandonment, and exploitation of vulnerable adults and children. Social service program volunteers may be subject to these. Volunteer driver programs and sponsoring organizations should provide training on these issues and document completion of the training. Section 8: Model Forms (Templates), Policies, and Procedures includes model forms from Washington State for reporting Abuse, Neglect, Abandonment, and Exploitation. 

Drug-Free Workplace

All volunteers must have training about the Federal Drug-Free Workplace Act. Volunteer driver programs and sponsoring organizations should document the driver's understanding of this training. Section 8: Model Forms (Templates), Policies, and Procedures includes a sample Drug Free Workplace Policy.

Section Resources

• AARP Defensive Driving Course
• The Community Transportation Association of America (CTAA), Passenger Assistance Safety and Sensitivity (PASS) Training
• Center for Disease Control (CDC) Bloodborne Infectious Disease Risk Factors
• Community Transportation Association of the Northwest (CTANW), driver training
• Easterseals Project Action, Sensitivity Training for Bus Drivers
• Federal Bureau of Investigation National (FBI) - FBI blue form (FD 258)
• Federal Motor Carrier Safety Administration (FMCSA) - FMCSA’s Medical Applications and Forms website includes a Medical Examination Report Form and a Medical Examiner’s Certificate
• Federal Highway Administration (FHWA) – State DOTs
• Federal Transit Administration (FTA) Circular 4710.1 Americans with Disabilities Act Guidance, Section 2.9.2 Types of Training 
• Governors Highway Safety Association’s website on Child Passengers
• Head Start Transportation Training Resources
• National Rural Transit Assistance Program (National RTAP) – 
• Americans with Disabilities Act (ADA) Toolkit, Emergency Management, Passenger Assistance and Customer Service
• Active Shooter eLearning Course
• Directory of RTAP Managers
• National RTAPs Training Overview
• National RTAP’s ADA Driver Training and ADA Driver Training Hands-on Evaluation
• Problem Passengers: Managing Difficult Passengers & Situations
• Resource Center-Topic Guides/Bloodborne Pathogens Topic Guide
• State Rural Transit Assistance Program (RTAP)
• State Transit Associations
• Transit Manger’s Toolkit, Safety, Security and Emergency Management
• National Safety Council, National Child Passenger Safety Board, Trainings to Boost Your Child Passenger Safety Knowledge and Skills
• National Sex Offender Public Website (NSOPW), registries for states, territories, and tribes
• National Transit Institute (NTI) - Assault Awareness and Prevention for Transit Operators 
• New York - Governor's Traffic Safety Committee, Child Passenger Safety
• Oklahoma State University Bloodborne Pathogen Training Module
• Safe Ride 4 Kids- Car Seat Laws by State 
• Texas - Texas Department of Public Safety, Crime Records Division Public Website, Criminal History Conviction Name Search, Texas Sex Offender Registry
• Texas - Safe Riders Child Passenger Safety Program, Safe Riders Resources and Materials
• Washington - Department of Social and Health Services Secretary’s List of Disqualifying Crimes
• Washington - Senior Driver Training
• Washington - Washington State Patrol Identification and Criminal History Section (WASIS), WATCH (Washington Access To Criminal History), Criminal History Record, and Child and Adult Abuse Record.