Heavy Duty Trucking

JUL 2014

The Fleet Business Authority

Issue link: https://heavydutytrucking.epubxp.com/i/344801

Contents of this Issue


Page 27 of 95

m 26 HDT • JULY 2014 www.truckinginfo.com and revise their programs according to the demands of the job. • Establish career paths. A job description can show how the educa- tion, experience, and skills gained from the current job can lead to advancement within the company. This progression shows the driver the position is not a dead-end job. • Evaluate employee performance. Since a job description should clearly outline the job expectations in mea- surable terms, use it as a basis for developing performance standards. 2. Driver qualification policy The driver qualification require- ments located in 49 Code of Federal It outlines who is responsible for what within the company to help eliminate surprises about job responsibilities. For example, a job description could describe hand-load or unload expec- tations as a percentage of all loads assigned by the company. • Define relationships. This shows the driver how the job relates to oth- ers in the organization, such as the mechanic, dispatcher, and customer service representatives, and identi- fies how much interaction may be required or expected. • Determine initial training needs. A job description helps your driver-trainers and others responsible for training and orientation to adjust Bob Rose • J.J. Keller & Associates Motor carriers may have the intent to hire qualified drivers, but do they have the capability to draw qualified and safe drivers to their company? What's more, do they have the capability to retain these same drivers once they are hired? Home time, wages, equipment, and other issues must be a big part of recruiting and retention programs for motor carriers. But a carrier's capabil- ity to hire hinges on first impressions, word of mouth, and expectations. This begins with a job description that matches reality. Few things will impact your overall recruiting, driver qualification and safety results more than the quality of new drivers you bring into the orga- nization. Because of this, it becomes critically important to develop a thorough and comprehensive driver screening and qualification process that effectively weeds out poor or high-risk drivers before they are ever hired. The following three tools can help: 1. Job descriptions A job description contains specific information on the knowledge, train- ing, education, and skills required. This helps to ensure the carrier is hiring the right person with the right skills and experience. In addition, a job description can be used to: • Clarify roles and responsibilities. Few things will impact your overall recruiting, driver qualification, and safety results more than the quality of new drivers you bring into the organization. Safety&Compliance 3 tools for finding the best qualified drivers Before hiring new drivers and putting them behind the wheel, use accurate job descriptions, detailed qualifications and methodical pre-employment screen- ing. That way they'll be better quality people and probably stay a while.

Articles in this issue

Links on this page

Archives of this issue

view archives of Heavy Duty Trucking - JUL 2014