Motor Carrier Effectiveness: Feedback Report January 2005
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Motor Carrier Effectiveness: Feedback Report January 2005

Filetype[PDF-156.40 KB]

  • English

  • Details:

    • Publication/ Report Number:
    • Resource Type:
    • Geographical Coverage:
    • Edition:
      Feedback report; Jan. 2005.
    • NTL Classification:
      NTL-FREIGHT-Freight Planning and Policy;NTL-FREIGHT-Trucking Industry;
    • Abstract:
      • Questionnaire data were obtained from 326 top managers of large trucking companies; these data were supplemented with information from the TTS Blue Book of Trucking Companies and the SAFER database.

      • Fifty-six percent of the companies in the sample were Truckload (TL) carriers, 27% were Specialized Commodities (SC) carriers, and 17% were Less-than-Truckload (LTL) carriers.

      • The average length of haul was 500 miles.

      • On average, drivers had been with the company for 3-4 years.

      • More companies, particularly in the TL sector, had computers on-board the rigs than did four years ago.

      • Driver quit rates averaged 15% overall, and were higher among TL and SC carriers than among LTL carriers.

      • Driver discharge rates were lower (3% overall) than before, and were also lowest in the LTL sector.

      • Turnover rates were higher in this study than in our previous study.

      • The major reported reasons for quitting were pay and benefits, the nature of the driving job, and relationships with supervisors/dispatchers.

      • TL and LTL carriers showed marked differences in performance dimensions. SC carriers resembled TL carriers more often than they did LTL carriers.

      • LTL carriers showed better performance on TTS Blue Book dimensions than did TL or SC carriers.

      • Most companies reported being better than they were four years ago; this assessment was not supported by TTS Blue Book information.

      • Drivers were paid an average of $37,000/year, and pay and benefits were generally better in LTL companies than in TL companies.

      • Seniority, performance, and safety were significant considerations in determining driver pay.

      • Compensation innovations are rare in the trucking industry.

      • Drivers were recruited most often through walk-in applications, newspaper advertisements, and employee referrals.

      • Companies hired about one of every four driver applicants.

      • Drug tests, reference checks, background checks, and medical examinations, were the most commonly used selection techniques.

      • Previous driving record was the most significant criterion for hiring drivers.

      • Driver training was most likely to focus on safety issues.

      • LTL companies were more likely to be unionized

      • Unionized companies experienced few strikes, lockouts, or unfair labor practice charges.

      • Unionized companies were larger, had better pay and benefits for drivers, and better financial performance overall.

      • Focus on compensation and benefits, performance appraisals, and staffing issues is recommended to improve driver recruiting and retention.

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