Wednesday, May 6, 2015

First Autonomous Big Rig in US

My Comments: It's a new world and new challenges. It's going to freak us all out the first time weren't riding alongside of a big truck and there's no driver in the seat!

This announcement just released yesterday......

http://www.engadget.com/2015/05/05/daimler-autonomous-truck-nevada/

So! I started blogging about driverless big rigs about a year ago as coming down the pike (forgive the pun) in like 3 years, like 2017. Heads up folks! Now we're not talking about it's coming, no, it's here.

http://www.engadget.com/2015/05/05/daimler-autonomous-truck-nevada/

Share your opinion!

Friday, May 1, 2015

DOT Unveils New Tank Standards

U.S. DOT Announces Comprehensive Proposed Rulemaking for the Safe Transportation of Crude Oil, Flammable Materials
Releases new data on Bakken crude oil to support increased safety measures
WASHINGTON – The U.S. Department of Transportation today released the details of its comprehensive rulemaking proposal to improve the safe transportation of large quantities of flammable materials by rail - particularly crude oil and ethanol - in the form of a Notice of Proposed Rulemaking (NPRM) and a companion Advanced Notice of Proposed Rulemaking (ANPRM).
The NPRM proposes enhanced tank car standards, a classification and testing program for mined gases and liquids and new operational requirements for high-hazard flammable trains (HHFT) that include braking controls and speed restrictions. Specifically, within two years, it proposes the phase out of the use of older DOT 111 tank cars for the shipment of packing group I flammable liquids, including most Bakken crude oil, unless the tank cars are retrofitted to comply with new tank car design standards. The ANPRM seeks further information on expanding comprehensive oil spill response planning requirements for shipments of flammable materials. Both the NPRM and ANPRM are available for review  here and will be open for 60 days of public comment. Given the urgency of the safety issues addressed in these proposals, PHMSA does not intend to extend the comment period.
“Safety is our top priority, which is why I’ve worked aggressively to improve the safe transport of crude oil and other hazardous materials since my first week in office,” said Secretary Foxx. “While we have made unprecedented progress through voluntary agreements and emergency orders, today’s proposal represents our most significant progress yet in developing and enforcing new rules to ensure that all flammable liquids, including Bakken crude and ethanol, are transported safely.”
Today’s NPRM is based on an ANPRM published by the Pipeline and Hazardous Materials Safety Administration (PHMSA) last September, and reflects feedback from more than 152,000 commenters. Specifically, PHMSA will seek comment on the following provisions:
Defining the term “high-hazard flammable train” (HHFT).
  • Proposes a definition of HHFT as a train carrying 20 or more tank carloads of flammable liquids (including crude oil and ethanol).
Better classification and characterization of mined gases and liquids.
  • Proposes development and implementation of a written sampling and testing program for all  mined gases and liquids, such as crude oil, to address:
  1. frequency of sampling and testing;
  2. sampling at various points along the supply chain;
  3. sampling methods that ensure a representative sample of the entire mixture;
  4. testing methods to enable better analysis, classification, and characterization of material;
  5. statistical justification for sample frequencies; and,
  6. duplicate samples for quality assurance.
     
  • Proposes that offerors be required to certify that sampling and testing program is in place, document the testing and sampling program, and makes program information available to DOT personnel, upon request.
Rail routing risk assessment.
  • Proposes that carriers be required to perform a routing analysis for HHFT that would consider 27 safety and security factors and select a route based on findings of the route analysis.
Notification to State Emergency Response Commissions.
  • Proposes to codify DOT’s May 2014 emergency order that require trains containing one million gallons of Bakken crude oil to notify State Emergency Response Commissions (SERCs) or other appropriate state delegated entities about the operation of these trains through their States.
Reduced operating speeds.
  • Requests comment on three speed restriction options for HHFTs that contain any tank cars not meeting the enhanced tank car standards proposed by this rule:
  1. a 40-mph maximum speed restriction in all areas;
  2. a 40-mph speed restriction in high threat urban areas[1]; and,
  3. a 40-mph speed restriction in areas with a 100K+ population.
  • If tank cars in the HHFT meet specifications finalized in the enhanced tank car section of this rule, speed would be limited to 50-mph in all areas (rather than 40-mph).
  • PHMSA also will evaluate a 30-mph speed restriction for HHFTs that do not comply with enhanced braking requirements.
Enhanced braking.
  • Proposes to require all HHFTs to be equipped with alternative brake signal propagation systems.  Depending on the outcome of the tank car standard proposal and implementation timing, all HHFTs would be operated with either electronic controlled pneumatic brakes (ECP), a two-way end of train device (EOT), or distributed power (DP).
Enhanced standards for both new and existing tank cars.
  • Proposes new standards for tank cars constructed after October 1, 2015 (and that are used to transport flammable liquids as part of a HHFT) (e.g., thermal, top fittings, and bottom outlet protection; tank head and shell puncture resistance).  PHMSA is requesting comment on three options for enhanced tank car standard requirements:
    1. Tank car option 1 would have 9/16 inch steel, would be outfitted with electronically controlled pneumatic (ECP) brakes and would be equipped with rollover protection.
    2. Tank car option 2 would also have 9/16 inch steel but would not require ECP brakes or rollover protection.
    3. Tank car option 3 is based on a 2011 industry standard and has 7/16 inch steel, and does not require ECP brakes or rollover protection
  • Proposes to require existing tank cars that are used to transport flammable liquids as part of a HHFT be retrofitted to meet the selected option for performance requirements.  Those not retrofitted would be retired, repurposed, or operated under speed restrictions for up to five years, based on packing group assignment of the flammable liquids being shipped by rail.
PHMSA will concurrently publish an ANPRM on oil spill response plans, specifically current thresholds and their applicability to rail, in part in response to an NTSB recommendation issued in January 2014.
In addition to issuing the NPRM and ANPRM, PHMSA concurrently released a report summarizing the analysis of Bakken crude oil data gathered by PHMSA and FRA between August 2013 and May 2014.  The data show that crude oil from the Bakken region in North Dakota tends to be more volatile and flammable than other crude oils.  Collected as part of Operation Classification (OSD), a joint PHMSA and Federal Railroad Administration (FRA) effort, the data were initially gathered to verify that crude oil was being properly classified in accordance with federal regulations, and evolved to include more robust testing to better understand the characteristics of the product.
The safety risk presented by transporting Bakken crude oil by rail is magnified both by an increasing volume of Bakken being shipped by throughout the U.S. and the large distances over which the product is shipped.  In 2008, 9,500 rail-carloads of crude moved through our country compared to last year, when there were 415,000 rail-carloads.   Moreover, on average Bakken crude oil shipments travel over 1,000 miles from point of origin to refineries on the coasts.
PHMSA and FRA plan to continue the sampling and analysis activities of Operation Safe Delivery through the summer and fall of 2014working with the regulated community to ensure the safe transportation of crude oil across the nation.
The new, comprehensive rulemaking will open for public comment once published in the Federal Register at www.regulations.gov, and I urge you to read it and provide your feedback.

Thursday, April 30, 2015

Jeana Hysell as May Member of the Month

My Comments: WIT is an amazing organization! Thank you!


Women In Trucking Association selects Jeana Hysell as May Member of the Month

FOR IMMEDIATE RELEASE:

Plover, WI : Women In Trucking Association (WIT) announces Jeana Hysell as its Member of the Month for May. Hysell is a Regional Safety Manager for CEMEX – Newline Transportation.
Hysell currently resides in Phoenix, AZ and her region consists of all transport drivers west of the Mississippi River. Some of her responsibilities surround the regulations of FMCSA/DOT, OSHA/NIOSHA, and MSHA. She is also responsible for accident and injury investigations, face-to-face safety meetings, safety alerts and near misses, and Drug and Alcohol programs, just to name a few. 

Prior to her current position, Hysell was the President/CEO at Safety Compliance Professionals LLC, a consulting firm specializing under the guidelines of FMCSA (Federal Motor Carrier Safety Administration) regulations for many motor carriers. She also served as their Director of Safety with direct responsibility of any accident or accident procedures plus mitigating in reducing a motor carrier’s score under the CSA (Compliance, Safety, and Accountability) program. She has spent many hours in depositions as a representative for motor carriers and served as an expert witness surrounding driver/motor carrier responsibilities for either the plaintiff or defendant in many legal cases.

Hysell has been in the transportation industry since 1979, starting out as a company driver then graduating to an owner-operator. She developed her own fleet of five trucks leasing them on with a major carrier. After successfully driving over two million safe miles, she then left her “office behind a windshield” to the “mortars of a classroom,” graduating in 2003 with Bachelor’s Degree in Business Administration and in 2004 with a Master’s Degree in Occupational Safety/Transportation Safety from CSMU (currently called UCM). In her continuing education, she has obtained many certifications surrounding Fleet Safety Manager including her Certified Director Safety (CDS), Accident Investigation and Fleet Management, and more.

Hysell is heavily involved in the industry, not as only a safety manager, but she also belongs to many transportation organizations. She previously served on the Board of Directors of the Ohio Trucking Association until her relocation to Arizona. Ohio is the state where she won the Safety Professional of the Year in 2007. Also, while in Ohio and employed at Walmart, she took her private fleet to the Safest Fleet in Ohio along with a Driver of the Quarter two years running. Recently under the direction of Hysell, she took an Arizona trucking company to the Safest Fleet in the State of Arizona which also produced a Driver of the Quarter and Driver of the Year.

Hysell donates her time and professional knowledge to econoLABS, Women in Trucking (serves as Vice Chair of the WIT Foundation, sits on the advisory board for DOT/FMCSA questions, and wrote a monthly safety article for many years), Arizona Trucking Association, California Trucking Association, National Safety Council, and numerous other transportation entities.

Today, Hysell still maintains a current CDL with all the endorsements stating, “You just never know, I might need it again.”



Ellen Voie CAE,  President/CEO
P O Box 400  Plover,  WI 54467-0400
888-464-9482     920-312-1350 Direct  
Sign up for our weekly newsletter here.




Mission:  Women In Trucking was established to encourage the employment of women in the trucking industry, promote their accomplishments and minimize obstacles faced by women working in the trucking industry.

Wednesday, April 29, 2015

To Be or NOT to Be an O/O

My Comments: Please add your comments.

To be or NOT to be, is the question for those who think or know they want to become an independent operator.

Back in the day (many moons ago) I was co-driver with my significant other (Bob) as co-owner/driver for hauling commercial kitchen supplies and appliances and office furniture. We ran mostly E Coast, NE and SW regions of the US. When I met Bob he had rig almost paid off but it was time for a new one which meant we would not enjoy freedom from truck payments for very long. He had already replaced the engine and the transmission had it's issues so rather than sink more money into an old KW, buying new made sense. This is a major decision and should not be made without great contemplation and thought. Business owners that become successful are born, not made. If you're not born to be one you shouldn't be one. OOIDA posted to their site some important facts to consider before making that giant leap from a company driver to an independent operator or as some companies call it these days, power provider.

Source: OOIDA: http://www.ooida.com/OOIDA%20Foundation/RecentResearch/OOfacts.asp

Owner-Operator and Professional Employee Driver Facts

Owner-Operators are those individuals that own and operate their own trucking business.  They may lease on to a carrier or they may operate under their own authority.  If they operate under their own authority they will have a Department of Transportation (DOT) and Motor Carrier (MC) number identifying them as a registered carrier.  There are approximately 350,000 owner-operators registered in the United States, most lease on to larger carriers and operate under that carriers DOT number.
Professional Employee Drivers (PEDs) do not own or operate their own truck and trailer, nor do they have a DOT or MC number.  Instead, PEDs work directly for a carrier as an employee.

The Owner-Operator:

  • Are mostly Truck load carriers (TL)
  • Regarding trucking experience
    • Been the trucking business for 26 years
    • Average age of becoming an owner-operator is 37 years old
    • Have been an owner-operator for over 18 years
    • Average age is 55 years old
  • Very stable in their habitat as most have lived in the same area for 11+ years
  • Are educated with at least 86% completing high school and approximately 45% going on to receive some level of a college education
  • Trucking Business information includes:
    • Receives a net income of approximately $50,000+ per year
    • Receive pay by percentage of the line haul pay if leased to a carrier
    • 95% run solo
    • Average over 101,000 miles driving per year
    • Majority are away from home a 100+ nights a year with 41% spending over at least 200 nights away from home.
  • 69% own either a desktop computer, a laptop computer, or both
  • Most own 1.2 trucks and 1.2 trailers
  • Regarding the truck:
    • 66% have their trucks paid off
    • Peterbilt and Freightliner are the trucks most likely owned
    • Caterpillar engines are the most popular
    • 69% have 450 horsepower engines or greater
    • 13 speed transmissions are the most common followed by 18 speed
  • Dry Van and Flatbed trailers are the most common trailer owned
  • Biggest maintenance problems were tire and engine troubles
  • Average maintenance per year is $14,000
  • 36% have served in the military
  • 90% are registered voters
  • 86% plan to vote in the upcoming 2014 election
  • Are mostly republicans followed by independents

The Professional Employee Driver:

  • Concerning demographics:
    • Male (95%), which is consistent with the most current census of drivers in the United States
    • 55 years of age
    • 5 foot 10 inches tall
    • Weighs on average 222 lbs. unfortunately, this will place the average drivers in the obese category devised by the Department of Health in terms of the Body Mass Index.
    • Caucasian (91%)
  • 89% are high-school graduates, which exceeds the national average for high school graduates for that age group.
  • The PED is stable in that he or she is more likely to own his or her own home (80%) in a rural or small town (54%) for over 10+ years.
  • Most independent drivers plan on retiring at 67 years of age with the largest majority of them expecting social security to pay for their retirement.
  • The majority of the PEDs have some form of medical benefits either through the carrier (48%) or they are covered by their spouse's medical insurance (15%).  While this is better than the owner-operators, it still indicates that 16% have no medical benefits while the national average is around 14-15%.
    • 22% are smokers which represents a 33% reduction from 2007
    • 40% exercise regularly
  • 35% have served in the military
  • 75% own a firearm
  • Been an OOIDA member for approximately 7 years.
  • Regarding Trucking experience:
    • The PED is not a novice driver as he or she has been in the trucking industry for 26 years
    • Been with the present carrier for the last 7 years. 
  • 41% have attended a truck driving school, and most lasted for 3-6 weeks with 65 hours of behind-the-wheel training.
  • They get paid by the mile (64%) and average $.36-.40 per mile
  • With a yearly gross income of $38,000-40,000.
  • They drove an average of 110,000 miles in 2013.
  • 54% were away from home 200+ nights a year.
  • Regarding the truck:
    • The truck will probably be a 2007 Freightliner with a 10 speed transmission and a 400-500+ Cummins engine averaging 5-6.9 miles per gallon.
    • Only 37% will have an ELD
    • A third will have GPS tracking devices on board. 
    • 70% drive for a carrier that has a speed limiter device on the truck with an average speed setting of 66 mph. 
  • 20% indicated that their carrier has encouraged the driver to log loading/unloading times as off-duty not driving.  A similar percentage indicated that they have driven for a carrier that has audited and changed their logs.
  •  Most independent drivers are pulling a dry van trailer (38%) or a reefer (21%).
  • 88% of the independent drivers are registered voters
  • 81% voted in the last National election. 
  • They remain politically active and 53% have contacted elected officials to share their position
  • 50% belong to a political party that reflects a conservative outlook.
  • That party is Republican
If you fit this lifestyle and have these stats burned in your mind and know going in what's up, then start by lease purchase or outright buying your first truck. We wish you success!

Blog Author: Marge Bailey
DriverFinder Network

Quality & Productivity Consultant

My Comments: Thanks Bob!

The Blogger has Spoken...

Quality & Productivity Consultant--Freelance Writer
But all of this attention to air pressure and size can be undone if tires are not balanced. An off-­balance tire is not only subject to premature damage and uneven wear, it also can affect fuel economy, said Bob Rutherford, an independent consultant and blogger on tire ­related issues.
Preventive tire maintenance handled in-house with everyday equipment is vital for private fleets looking to maximize tread wear and longevity, even for those that outsource some or all of their work, fleet and industry experts said.

Saturday, April 25, 2015

Ryder Systems, Inc. supports WIT

My Comments: Thanks Ellen for the updates!

Ryder Systems, Inc. supports Women In Trucking Association as new Gold Level Partner

FOR IMMEDIATE RELEASE
PLOVER, WI: Ryder System, Inc. has recently become the newest Gold Level Partner of the Women In  (WIT) Association, Inc.  Ryder System, Inc. is a FORTUNE 500® commercial fleet and supply chain management solutions company headquartered in Miami.

Patrick Pendergast, Senior Director of Talent Acquisition has been appointed to the WIT board of directors for a two-year term. Mr. Pendergast joined Ryder in 2010, and has held various positions of increasing responsibility, including Manager of Central Support Recruiting and Director of Fleet Management Recruiting Services. He has more than 20 years of staffing and recruiting experience with a diverse background in Human Resources and Talent Acquisition. He is responsible for designing and executing staffing strategies that facilitate over 5,000 hires annually.

“Partnering with Women in Trucking aligned well with our core values to be a diverse and inclusive employer as we work to deliver compelling value to our customers,” said Patrick Pendergast, Senior Director of Recruiting Services, Ryder. “We see a significant opportunity to make the trucking and transportation space a great and rewarding career for women.”

Pendergast holds a Bachelor’s degree in Environmental Policy from Gettysburg College and is completing a Masters of Business Administration from Northwestern University, Kellogg School of Management.

“Gold level partners, such as Ryder, have shown their commitment to moving the mission of Women In Trucking Association forward by supporting the organization at a higher level,” said WIT President/CEO Ellen Voie.  “We have had a collaborative partnership with Ryder in the past through our combined efforts to change the working conditions for female drivers and enhancing safety through ergonomic truck cab designs that address the unique challenges women face when operating today’s commercial heavy duty vehicles.”

Future goals for Women In Trucking Association include a WIT Index, to monitor the level of women employed in the trucking industry as drivers, managers and board members.  Other initiatives include the creation of a Girl Scout Transportation Patch, an Image Team and the promotion of ride-alongs with legislative and administrative officials who regulate the transportation industry.

Ryder is a commercial fleet management and supply chain solutions company, with operations in the U.S., Canada, Mexico, Europe, and Asia.  The Company, founded in 1933, operates behind the scenes, managing critical transportation and logistics functions for more than 50,000 customers, many of which make the products that consumers use every day.  Ryder employs more than 30,000 people, manages a fleet of more than 216,000 commercial vehicles, and operates over 35 million square feet of warehouse space. 

Women In Trucking Association, Inc. is a nonprofit association established to encourage the employment of women in the trucking industry, promote their accomplishments and minimize obstacles faced by women working in the trucking industry. Membership is not limited to women, as 16 percent of its members are men who support the mission. Women In Trucking is supported by its members and the generosity of Gold Level Partners: Bendix Commercial Vehicle Systems, Daimler Trucks NA, GE Capital Transportation Finance, Great Dane Trailers, J.B. Hunt Transport, Ryder Systems, Inc., U.S. Xpress, and Walmart. Follow WIT on Twitter, Facebook, or LinkedIn. For more information, visit http://www.womenintrucking.org or call 888-464-9482.


Ellen Voie CAE,  President/CEO
P O Box 400  Plover,  WI 54467-0400
888-464-9482     920-312-1350 Direct  
Sign up for our weekly newsletter here.

Friday, April 17, 2015

Marge is Back in the Saddle!

My Comments:

DriverFinder Network is happy to announce that it's leader/founder is back in her Admin desk working full time. Marge states: "Beginning in Oct of 2014 I thought I was down for the count! I've gone through the valley of the shadow of death of a rare condition which they call Eosinophilic Cystitis (EC). Though it may never be cured, I am in control of it finally and back to work in full swing".

For those of you curious as to what EC is all about go to this page: http://www.ncbi.nlm.nih.gov/pubmed/15857336

If you think you may have this condition, your doctor may never have heard of it because it's so rare, that information will be valuable to you.

"It took over 2 years to diagnosis for me. I am now under the care of the University of Michigan research hospital. EC mimics cancer and continuous bladder infections (UTI)".

Anyone who has any questions or comments about EC please post it here on the blog.

Happy Spring!
DFN Team Leader

WIT Member of the Month-April

My Comments: Thanks Ellen for the info!

NCI Driver of the Year Named as WIT Member of the Month


Plover, WI (April 7, 2015): Women in Trucking Association (WIT) has announced Goldie Seymour, Lease Operator for National Carriers, Inc. (NCI) as their Member of the Month for April. Her selection for Member of the Month comes as she was recently recognized as NCI 2014 Driver of the Year. 

Seymour’s new title is one that she is extremely proud of. In the company’s 47-year history, this is the first time a woman has earned the title.

President of National Carriers, Jim Franck said Seymour exemplifies the “Elite” Fleet. “She always has a positive, can-do attitude. She goes out of her way to be professional in everything she does,” he said. The first woman to earn the Driver of the Year honor at NCI, Franck added, “she is, I am sure, the first of many to come. Thank you for all you do, Goldie. It’s my privilege to work alongside you.”

Seymour’s career as a professional truck driver began when she was only 16 years old. As a ranch family in Wyoming, her family needed her to obtain her commercial license to haul cattle. This turned into a 45 year career in the trucking industry. Even when she explored other paths, she always came back to trucking. “When I wasn’t driving a truck, I was selling parts for one,” she joked.

She recognizes there are more women in the industry now, but knows there could be more. “I’d like to see more woman out here, just for the simple fact that they can do it!” said Seymour. “They have to go into it with an open mind. It’s not a cake walk. It takes a lot of hard work, but I couldn’t image not doing it,” she added.

“It’s been a fantastic journey and I am looking forward to many more years at National Carriers,” Seymour said. “I have to say thank you to Jim Franck, Al Love, and Ed Kentner, all the customer service representatives, load planners and mechanics. There are so many people involved in this journey and I want all to know I appreciate you each and every one. Thanks again.”

To see Seymour’s full story visit: http://womenintrucking.org/april-2015-•-goldie-seymour/

Photo provided by National Carriers, Inc.  Hi-res available upon request to Char@womenintrucking.org


Ellen Voie CAE,  President/CEO


P O Box 400  Plover,  WI 54467-0400
888-464-9482     920-312-1350 Direct  
Sign up for our weekly newsletter here.

Tuesday, November 4, 2014

Training Regulations…Safety or Something Else

Training Regulations…Safety or Something Else
By Sandy Long


Back in the 1990’s Congress instructed the Department of Transportation to come up with training regulations for new entry-level truck drivers.  The FMCSA, a division of the DOT looked into it and decided that the CDL process was adequate and no further training regulations were needed.  Since then, advocacy groups, trucking organizations and others have pushed for the FMCSA to set standard training regulations to no avail.  The FMCSA keeps whispering about this issue and even has done a few ‘listening sessions’ but there has been no real movement. 

Since most of the focus for the new regulation is safety, many drivers who came into the business twenty or thirty years ago do not see the need.  These drivers came into trucking during a time when there was less traffic, lighter freight and fewer regulations.  Furthermore, the demographics of where drivers came from back then are different than today.  Back then most drivers came from agriculture, the military or trucking families, they had some sort of background in heavy equipment usage; it was easier for them to just be ‘thrown the keys’ and told to go drive that truck with little or no training.

Of course mentioning safety sells so this is why safety is focused on as the need for strong training regulations.  Most of the groups calling for training regulations cite safety as the main reason for the need of the new regulation.  While to a degree they are right, there are other reasons more viable and sensible.

Trucking schools are expensive to go to, $3-10,000 for the course, only 2-4 weeks usually.  Fraud abounds in the schools with many just in it for the money.  Of course, one does not have to go to school to get a CDL, but to get hired by most companies, some sort of school is required.  To fill this need, there are even some so-called schools that guarantee a CDL in 24 hours; one is basically renting a truck.  In any trucking school situation, the dropout rate is approximately 50%.  Even if the student drops out, the tuition is owed and will have to be paid by the student or company who pre-hired them, usually the student though.

Once the student goes out with a trainer for 2-8 weeks,  the dropout rate is again approximately 50% due to lack of knowledge of the actual job of truck driving, poor trainers and not being able to adapt to the trucking lifestyle.  If a student gets through the training time, again approximately 50% will quit trucking in the first year.  Most of the new drivers are not taught regulations beyond what is required in the written tests for the CDL, little about safety either highway or personal and nothing at all about how to adapt to the lifestyle.  Furthermore, the new driver knows nothing about the business side of trucking, how to communicate with the public and support staff and little if nothing beyond the pre-trip about the mechanics of their equipment.  Basically they are thrown the keys and told to go drive the truck with just a little training at a high cost.

Stronger training regulations that equalize and standardize the training process for both schools and companies would assist the new driver in making the decision to become a driver from the onset easier and give them the structure to remain instead of dropping out throughout the first year and school.  Stronger training regulations would also push out the unscrupulous schools that are just out to make a dollar.  New drivers would have a better chance of being successful in their new profession and would make more productive drivers.  Stronger training regulations would also hopefully set standards for trainers to have experience instead of the habit of having an inexperienced driver training a student, the baby teaching the baby so to speak.

With the current situation of not many looking to the trucking industry to enter as a career, stronger training regulations would start to make the trucking industry look like it does want professionals who are well trained instead of meat in the seat.  Driver retention would be easier as new drivers would know how to cope with the job instead of just quitting so quickly or job jumping.
Finally, yes, with stronger training regulations things might be safer, though in my opinion that is not the main focus.  With properly trained drivers, fewer breakdowns might occur, fewer mistakes in judgment might occur and a few less accidents might occur.  However, no matter how well trained a driver is, stuff happens in the some cases, but at least with proper training, the new driver stands a chance to avoid bad situations thru training, not just luck.

Election Trivia

The 2000 election was not the first time a candidate won the popular vote but lost the election. It has happened four times in our nation’s history:
  • In 1824 Andrew Jackson won the popular vote but got less then 50% of the electoral votes. John Quincy Adams became the next president when he was picked by the House of Representatives.
  • In 1876 Samuel Tilden won the popular vote but lost the election when Rutherford B. Hayes got 185 electoral votes to Tilden’s 184.
  • In 1888 Grover Cleveland won the popular vote but lost the election when Benjamin Harrison got 233 electoral votes to Cleveland’s 168.
  • In 2000 Al Gore won the popular vote but lost the election to George Bush. In the most highly contested election in modern history, the U.S. Supreme Court stopped the Florida recount of ballots, giving Bush the state’s 25 electoral votes for a total of 271 to Gore’s 255.
Grover Cleveland was elected president (1884) then lost his re-election campaign (1888) and came back again to win the presidency for a second time. (1892)
Barack Obama is the nation’s 44rd president but in reality there have only been 43 presidents. Grover Cleveland is counted twice as our 22nd and 24th president because he was elected for two nonconsecutive terms.
Only 12 U.S. Presidents have been elected to office for two terms and served those two terms. Franklin D. Roosevelt was elected to office four terms prior to the Twenty-second Amendment.
Article II, Section 1, Clause 5 of the U.S. Constitution has only three requirements for a president. (1) Must be at least 35 years old, (2) have lived in the United States at least 14 years, and (3) be a natural-born citizen.
John Kennedy is the youngest elected U.S. President at 43.Ronald Reagan is the oldest elected U.S. President at 73. (second term)
The only President and Vice President to never be elected to the office was Gerald Ford. He became vice president when Spiro Agnew resigned and became president when Nixon resigned.
The tallest U.S. President was Abraham Lincoln at 6’4″The shortest U.S. President was James Madison at 5’4″
Percent wise – the 1992 election was the biggest turnout since 1972 with 61.3 percent off the voter age population heading to the polls.
James Buchanan is the only bachelor to be elected president.
Eight presidents have died in office.
  • William Henry Harrison (pneumonia)
  • Zachary Taylor (gastroenteritis)
  • Abraham Lincoln (assassin)
  • James Garfield (assassin)
  • William McKinley (assassin)
  • Warren Harding (heart attack)
  • Franklin D. Roosevelt (cerebral hemorrhage)
  • John F. Kennedy (assassin)
Ronald Reagan is the only divorced man to be elected president.
James Monroe received every electoral vote but one in the 1820 election. A New Hampshire delegate wanted George Washington to be the only president elected unanimously.
The U.S. Marine band has played at every presidential inauguration since 1801.
President John Tyler is believed to be the first to use “Hail to the Chief” as the official Presidential honors.
President Bill Clinton was born William Jefferson Blythe but took his stepfather’s last name when his mother remarried. He formally changed his name to William Jefferson Clinton when he was 15.
Victoria Woodhull became the first woman to run for President in 1872.
Jeanette Rankin of Montana became the first woman elected to Congress in 1916.
John Mercer Langston became the first elected black politician in the United States in 1855 when he was elected Town Clerk in Brownhelm, Ohio.
Twelve of the fifty-six signers of the Declaration of Independence were thirty-five years or younger.
Martin Van Buren was the first natural-born American to become president in 1837. Each of the seven previous presidents were born as British subjects.Article II, Section 1, of the Constitution states; Before he enter on the Execution of his Office, he shall take the following Oath or Affirmation:
“I do solemnly swear [or affirm] that I will faithfully execute the Office of President of the United States, and will to the best of my ability, preserve, protect and defend the Constitution of the United States.”

Tuesday, August 26, 2014

Recruiting Gen Y Truck Drivers

My Comments: This article is meant for driver recruiters but if drivers have an opinion please post it!


By Marge Bailey


Online Resources that do not offer click traffic reporting in real time are hard to analyze. The burden of tracking click throughs is put upon the recruiting end. While DriverFinder Network's job posting package includes click traffic reporting, unless a company has in place a dedicated call line for each online resource they use it's impossible to track calls that are generated by a web source (other than Adwords and other PPC services that offer a dedicated phone # with tracking). Resource sites that generate the click traffic get dropped in many cases due to many prospects call rather than click through to the company web site. The decision to drop an online resource if a phone # is posted but no tracking is used on phone calls might do a great injustice to those resources and lose a good candidate generator for the company.


To blame unqualified candidates who apply on the advertising resource that's generating great page view traffic is in my experience these last 20 years ridiculous.  That's like blaming a red light for people who don't stop! As long the red light is doing it's job it's up to the people behind the wheel of the vehicles to stop. Needless to say the burden of attracting and hiring qualified candidates is squarely on the shoulders of the recruiters, the job incentives, equipment, home time, the companies' reputation, etc. A good resource should not be held responsible for hires. Only for generating the traffic views of trucking industry candidates and not for how many apply and/or are hired.


As a recruiter I had an entire year to battle with the odds against me for getting qualified drivers that I could sign on to a mega company with a not so great reputation with drivers; i.e. low driver pay and 60 mph trucks to mention the top two (that was 2 decades ago). I had to go through 15 to 20 candidates to get one hire and I was considered an above average recruiter. Nothing has changed much in today's environment.


The challenges are still pretty much the same but with so many old hands retiring and unfortunately dying off, Gen Y has to fill their seats. This is a daunting challenge but it helps to always be truthful with the candidates! People who don't know any better will buy into whatever a recruiter is selling but with the Internet very few show up for an interview who haven't researched trucking to the bone.


It's been determined that most people today come into truck driving as a last resort. It may be as high as 70% that don't make the cut for various reasons. Bottom line is the last 2 generations find that sitting behind a computer makes them a good income and is a much more respected line of work. The medical field is wide open and pays better than driving. I could go on and on but it's not necessary as we all know that Gen Y (41 million of'em) would rather not drive a big rig unless forced to due to the economy.


There are still company website navigation issues that create annoyances for job seekers but that can be discussed in a different thread if anyone wants my opinion ;>)

Sunday, August 24, 2014

Ladies & Gents, What is Normal?

What is accepted as NORMAL by the entire world for the gender of a truck driver? You guessed it!
MEN. Women comprise approximately 6% of the male driver pool for over the road commercial truck operators. In today's so called liberal society, should this be the norm?


Now I admit this is true; the stance some have chosen to relentlessly pursue (who are certainly the minority) has morphed into a witch hunt. What accomplishments this small vigilante group can take credit for I haven't a clue other than they have used the information highway for airing their grievances led by a ex-newbie female driver who knows how to work the online and real world media to their advantage. Bashing and name calling will get attention but the end results 99% of the time is negative and presents to the world at large their skewed point of view with a modicum of truth laced with false accusations, sensationalism and  self appointed whistle blowers who seek justice.


On the other hand there is one organization, Women in Trucking, made up of high profile board members and a supportive driver member community, including male drivers, that truly is making a difference for women behind the wheel in a positive way. The unique difference is this well respected organization helps create actual solutions without stooping to vigilante tactics.


WIT's goal of facilitating an exchange of ideas and attitude change developed between the 'powers that be' and male and female truck drivers not only results in solutions but highlights individual accomplishments of women in the trucking industry through their online My Stories found Here, honor awards and positive media coverage.
Women in Trucking has created a pathway to meaningful and lasting change reaching those who are genuinely sincere about their mission and goals.


All parties involved are brought together to discuss and reason out certain issues to find lasting solutions; i.e. ergonomic driver seat, encouraging female trainers for female students, to strengthen the legacy of education in trucking and the list goes on. While not a political group that addresses political issues, WIT is certainly paving the way for uniting the employers, customers and employees of trucking in order to promote positive change, improve working relationships and encourage women to become a part of the industry as a female professional driver.


Welcome to NORMAL.


Please post your comments!


Marge Bailey/CEO/Founder
Founding WIT Board Member
The DriverFinder Network
LadyTruckDrivers.com

Monday, August 11, 2014

Where Have All the Truckers Gone?

Aug 10, 2014 New York Times Article:


Swift Transportation’s 20,000 workers haul goods in almost 14,000 big-rig trucks that travel the interstates and back roads of the United States every day. The company’s performance is closely tied to the nation’s economy, which has been looking increasingly sunny lately.
So it was surprising last month when Swift’s stock plummeted nearly 18 percent in a single day. The tumble came for an odd reason. It wasn’t because there was too little business — but rather, too much.

“We were constrained by the challenging driver market,” the company said in its quarterly earnings announcement. “Our driver turnover and unseated truck count were higher than anticipated.”
In other words, Swift had plenty of customers wanting to ship goods. But in a time of elevated unemployment, it somehow couldn’t find enough drivers to take those goods from Point A to Point B. How is that possible? The reasons for that conundrum tell us a great deal about what has been ailing American workers and why a full-throated economic recovery has been so slow in coming.       

Trucker Pay Has Fallen When Adjusted for Inflation

The industry complains of shortages of truck drivers, but in real terms tractor-trailer drivers made less in 2013 than they did a decade earlier.
Average annual pay, heavy and tractor–tailer truck drivers, in 2013 dollars
$43k
42k
41k
40k
$40.94k
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
Consider this: The American Trucking Associations has estimated that there was a shortage of 30,000 qualified drivers earlier this year, a number on track to rise to 200,000 over the next decade. Trucking companies are turning down business for want of workers.
Yet the idea that there is a huge shortage of truck drivers flies in the face of a jobless rate of more than 6 percent, not to mention Economics 101. The most basic of economic theories would suggest that when supply isn’t enough to meet demand, it’s because the price — in this case, truckers’ wages — is too low. Raise wages, and an ample supply of workers should follow.

But corporate America has become so parsimonious about paying workers outside the executive suite that meaningful wage increases may seem an unacceptable affront. In this environment, it may be easier to say “There is a shortage of skilled workers” than “We aren’t paying our workers enough,” even if, in economic terms, those come down to the same thing.

The numbers are revealing: Even as trucking companies and their trade association bemoan the driver shortage, truckers — or as the Bureau of Labor Statistics calls them, heavy and tractor-trailer truck drivers — were paid 6 percent less, on average, in 2013 than a decade earlier, adjusted for inflation. It takes a peculiar form of logic to cut pay steadily and then be shocked that fewer people want to do the job.

Millions of able-bodied Americans need work, yet there aren’t enough middle-income jobs for them. That is especially the case for men without advanced educations, who have seen their wages depressed over the last few decades. Trucking would seem to be an excellent option.
It’s not an ideal job for everyone. There is no question that trucking is hard work, necessitating long hours and longer stretches away from family. But that’s why it is well compensated, at least in comparison to other jobs not requiring college degrees. The average pay for a long-haul trucker is just shy of $50,000, according to the A.T.A., and an experienced trucker with a good safety record can make significantly more than that. The work typically offers lavish benefits that are increasingly rare for nonunion blue-collar employees.
The job can be learned fairly quickly. In some industries, companies complain of shortages of workers for jobs that require years of advanced training, like certain engineering specialties. Trucking is not one of those industries, however.
A person can get a commercial driver’s license after a course that can be as brief as six weeks of intensive study. Moreover, there were actually fewer truckers working last year (1.585 million) than five years earlier (1.673 million). Some of the missing workers could presumably be coaxed back into the industry if the money were right. 
                  
To be sure, the trucker-shortage picture is more complex than this, notes Bob Costello, the A.T.A.’s chief economist. He says these complications make a straightforward story of truckers simply being underpaid not quite fair.
For example, new safety requirements mean that individual truckers drive fewer miles than a decade ago: An average long-haul truck can now cover 8,000 miles a month, down from almost 11,000 in 2007, according to the trade association. This helps account for downward wage pressure. And the trucking companies themselves are typically working on thin profit margins and serving customers on long-term contracts, which means that if they simply raised pay sharply to recruit more truckers, they could end up losing money.
But every industry has its special challenges, and the trucker shortage — and falling inflation-adjusted wages over the last decade — are part of a bigger story.
The reasons are the subject of endless debate, and you can pick the one you prefer to emphasize: technological change, globalization or a decline of union power. But wages of workers without advanced skills have been under downward pressure in the United States and across the developed world over the last generation. The deep recession and slow recovery have only made the trend more pronounced.
That has led to a mind-set in which executives sometimes think of line workers as merely resources to be tapped at the lowest price. Companies have been able to keep wages low: It’s hard to demand a raise when your colleagues are being laid off or there is a long line of job seekers. Some corporations may have come to view this as a natural state of affairs.
By now, wage income is as low a percentage of gross domestic product as it has been since 1947, while corporate profits are at postwar highs. These are two sides of the same coin. Money that once accrued to workers now goes to shareholders.

Yet there are some indications that this state of affairs may not last: The shortage of truckers is one piece of evidence that the balance of power is shifting. In recent earnings calls, executives from companies as varied as JetBlue and the Dr Pepper Snapple Group have expressed worry about rising wage pressures.
The trucker shortage is already resulting in higher wages in parts of that industry. There have been $2,000 signing bonuses from companies looking to poach truckers and, as Kevin P. Knight of Knight Transportation mentioned in that trucking company’s latest earnings call, per-mile pay increases have been working out to 5 to 10 percent jumps in driver pay.
Executives may bemoan higher pay for workers because it could cut profit margins. But after a generation in which the median American household has seen flat to declining inflation-adjusted income, wage increases are a welcome corrective. When workers begin to have more leverage in salary negotiations, it is a sign of an improving economy, not a liability that businesses should be complaining about.