On behalf of the members of the Coach Tourism and Transport Council, CTTC, I thank the Cathaoirleach and the committee for providing us with an opportunity to discuss the serious challenges faced by commercial operators in terms of recruitment and retention of staff.
By way of introduction, my name is Feargal Barton of Barton’s Transport in Kildare. I am joined here today by my executive council colleagues CTTC chairperson, William Martin of Martin’s Coaches in Limerick and via video link, Brendan Crowley of Wexford Bus.
As representatives of the commercial bus and coach sector, we are here today to discuss the challenges in the recruitment and retention of staff, particularly drivers, are posing for our industry and the transport system as a whole. Our industry plays a pivotal role in Ireland's economy contributing significantly to tourism, providing school transport and supporting regional growth as well as playing a significant role in transporting workers and the elderly in rural areas not serviced by regular public transport. We connect communities, facilitate travel and ensure the smooth movement of people across the country. However, our ability to fulfill these responsibilities is increasingly hampered by the scarcity of skilled personnel available to us.
Coaches and buses are a lifeline for both domestic and international travellers providing comfortable and sustainable transportation options. However, the demand for qualified drivers far surpasses the available supply leading to operational constraints and compromised service delivery. We need skilled drivers who possess not only the required courses and licences but also the knowledge of navigating our diverse road networks, providing exceptional customer service and ensuring passenger safety. We very much welcomed the provision of 1,500 permits for coach drivers from outside the EU announced following the review of the critical skills list last year. However, it remains to be seen how effective this has been in alleviating the driver shortage to date in the country.
I know we are here to specifically talk about drivers but similarly, the shortage of qualified mechanics poses a significant hurdle for our industry. As the custodians of the coach fleets, mechanics play a crucial role in maintaining the safety and reliability of all of our vehicles. The complexity of modern buses and coaches requires specialised skills and expertise, which are in short supply within our borders. The lack of qualified mechanics not only increases operating costs but can also compromises safety standards leading to longer downtimes for repairs and potential risks to passengers and staff.
For its part, the CTTC has engaged with other stakeholders and will be writing to the Department’s public consultation on the review of the occupational lists in the coming weeks. Similar challenges extend to the recruitment of general and office staff.
The underlying causes of these recruitment challenges are multifaceted. Factors such as red tape, changing demographics, societal perceptions of these professions and a lack of awareness regarding the potential for growth and development within the industry contribute to the scarcity of skilled personnel. Moreover, the impact of Covid-19 and changing work-life patterns have further exacerbated the situation and restricted our access to a wider pool of talent. Also hampering the recruitment of new staff are the many challenges faced by drivers throughout the country, including the lack of facilities for things like comfort stops, as well as the lack of on-street parking and drop-off and pick-up bays at hotels and event venues, particularly in major cities. The stress these issues place on drivers is having a negative impact on the attractiveness of the profession. In order to address these challenges, we urge the committee to consider several key actions.
On driving licences, issues relating to waiting times in some areas for coach and bus driver licences are having a detrimental impact on the recruitment of new drivers. The process of having drivers tested and the necessary paperwork issued is, unfortunately, taking way too long. The current turnaround time from the time an individual decides to become a bus driver to his or her first day delivering services is currently running between 22 and 26 weeks. This compares with six to eight weeks in the UK. This needs to be addressed as a matter of urgency. The CTTC recommends a temporary increase in the availability of tests, perhaps with Saturdays blocked off for bus tests for a number of months until the problem eases. Companies may be willing to contribute to additional costs if necessary. Drivers should be allowed to operate without a certificate of professional competence, CPC, card for three months after the day of the test in order that delays with processing do not delay the roll-out of bus services. The number of testing locations that can facilitate bus driver testing should be increased.
In addition, we propose that further moneys be allocated to programmes and partnerships with education and training boards, ETBs, which we have worked alongside in the past, to help them continue to equip individuals with the skills and qualifications required for driving, as well as investing in apprenticeships for mechanics and general staff positions within the industry. By investing in training and upskilling initiatives, we can develop a pipeline of talent and attract a diverse range of individuals to our profession.
We call on the committee to advocate for initiatives that facilitate the recruitment of skilled personnel from abroad. As stated, this includes opening the visa and work permits process to mechanics from outside the EU and enabling our industry to tap into global talent pools and address the immediate gaps in our workforce.
We recommend the implementation of targeted promotional campaigns to raise awareness of the opportunities and benefits of careers in the coach and bus industry. These campaigns should highlight the industry's potential for growth and its contribution to the economy, as well as the opportunities for professional development and career progression.
Other possible solutions include examining the maximum and minimum ages for undertaking certain services as a driver. Under Bus Éireann rules, for example, a driver over the age of 70 may not transport a busload of children to school. On a private hire run, however, he or she may pick them up to bring them to the local swimming pool. Many coach and bus drivers over the age of 70 have accumulated decades of professional experience and have exemplary safety records. It is important to emphasise that age should not be the sole criterion for evaluating an individual's ability to drive a school bus. The Department could implement regular assessments of drivers' physical and cognitive abilities, regardless of their age, as is the case for private car owners over the age of 70. In that way, we could ensure that all drivers, regardless of age, would meet the necessary requirements to operate school buses safely and stem the tide of retiring drivers. Similarly, the lower age limit is having an impact. The age limit remains at 21 years and, unfortunately, we are losing a large cohort of potential drivers who are leaving school and finding employment elsewhere, such as in haulage. By comparison, the UK recently reduced the age for driving a coach to 19 years, with certain restrictions, including a limit of 50 km travelled. The CTTC has raised this issue with the RSA, which has committed to examining the proposal.
At present, social welfare claimants are assessed on the days per week they work. Such a regime acts as a barrier to employment in the private bus and coach industry. A simple reform in this area would help to ensure recruitment and retention of private bus and coach drivers while boosting revenue for the Exchequer as employers would pay additional PRSI on these employees. The CTTC recommends that future social welfare claimants be assessed on the total cumulative hours worked in a week, rather than on the number of days worked per week. Meaningful social welfare reform will also facilitate private bus and coach operators in hiring staff who may only be required for a limited number of hours per day, such as school bus drivers, for example, without the need for these employees to lose all their State benefits. This would remove a further deterrent to continuing to work in the industry, even on a limited basis.
Part-time drivers, specifically retired drivers who do not wish to work full-time but who receive a State or private pension, currently have no tax-free allowance and as a result pay the top rate of tax on very few hours worked. The CTTC recommends consideration of a mechanism to ensure these drivers pay a reduced rate of tax for the first 20 to 25 hours of work in the week or, alternatively, be allowed tax breaks on extra earnings. Such reforms would greatly assist our industry in the recruitment of drivers for areas such as school transport, which is under severe pressure, as well as relief drivers who do not wish to work long hours but who would like to earn a decent take home pay in the industry.
Addressing the recruitment challenges faced by the coach tourism and transport industry is essential for the sustained growth and prosperity of our sector. The CTTC will continue to advocate for workable solutions such as those I have presented today. By working together, we can ensure the availability of skilled drivers, mechanics and general staff and continue providing safe, reliable and efficient transportation services for the people of Ireland. I thank members for their attention. We look forward to engaging with the committee and answering any questions they may have.
