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The Value of Properly Training FedEx Ground Drivers vs the Costs of Cutting Corners — Transcript

by Route Consultant · 11,376 words · 1,508 segments · language en · Watch on YouTube

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2:24all right everybody I think we're we're
2:27loading people into the lobby now uh um
2:30so uh welcome to the route consultant
2:32weekly webinar for those of you who are
2:34here for the first time uh my name is
2:36Josh Gregory I am the vice president of
2:38Education here at Route consultant uh if
2:40you're not familiar with us or who route
2:42consultant is we ran hundreds of routes
2:45across the country in both p& and Lin
2:48Hall and today really we're here for for
2:50two main reasons one we want to help uh
2:53buyers who are looking and trying to
2:54figure out if this is the right space
2:55for them and understand what p& is what
2:58line hall is and how to be successful uh
3:00and also for current contractors we want
3:02this to continue to be a place where as
3:04crazy things happen in this industry we
3:06can come together talk about it talk
3:08about things that we've seen worked and
3:09things that we've seen that haven't
3:10worked uh and then find time to to ask
3:13questions and really come together and
3:14find the best Solutions so uh before we
3:17go too much further just a quick
3:18disclaimer to read as I do every week so
3:21route consultant is not endorsed by and
3:24is not recommended by Federal Express
3:26Corporation FedEx ground or Amazon route
3:29consultant is is not sponsored by is not
3:31approved by is not associated with and
3:33has no connection whatsoever with
3:34Federal Express Corporation FedEx ground
3:36or Amazon so uh for everybody who is
3:40here for the first time or here every
3:41week welcome back uh like I said we
3:44always want this to be a place where you
3:45can come ask questions and learn uh and
3:48so just the format of today if you've
3:49never been to one of these we're going
3:51to go over some content some things that
3:53we want to highlight and and talk
3:54through today and then uh go over some
3:57of the new events and new listings that
3:58have come out this week and at the end
4:00we will have a pure Q&A so uh anytime
4:04while I'm talking today while we're
4:05going through the content you can go
4:07ahead as you're thinking of questions
4:08type that in to the little Q&A button at
4:10the bottom of the window um if you put
4:13it in the chat I'm going to miss it but
4:14if you put it in that Q&A it can be
4:16about what we talk about today or it can
4:17be any questions you have about the
4:19FedEx space as a whole uh and we'll try
4:21to answer them and and we'll be here to
4:24till the top till you know till 4:30 to
4:27answer all those questions for everybody
4:28that comes through so uh for today um
4:32one of the big things that it's always
4:34good to think about and talk through at
4:35the beginning of the year as you're
4:37bringing on new people as you're trying
4:39to reform your operations and and really
4:41think through areas of improvement uh
4:43one of the most important things to
4:45Think Through is your training and
4:48really what we wanted to hone in on
4:49today is coming back to talking through
4:51qualification certification the the
4:53training program for p& and it is
4:56something that has been around for a few
4:58years now but because of that I'd say
5:00that there are some gaps and some
5:03challenges that have Arisen in terms of
5:05the ways that people have kind of gotten
5:06used to the to what they're able to get
5:08by uh and so whether you're new whether
5:11you're hiring uh or whether you're about
5:13to come into the space for the first
5:14time there's there's a lot of things
5:15that we want to make sure you understand
5:17about this program and and training
5:19really in general so uh Amy and Dave I
5:22see you there let's go ahead and and
5:24jump in and start talking about it hey
5:26sure um I'm Dave buers on the on the AO
5:30Slicker Trucking and uh handle a lot of
5:33the the boots on the ground type stuff
5:35in the terminals yep and I'm Amy buyers
5:38I handle a lot of the back office uh
5:41financials people stuff um and the
5:43interesting thing about Dave and I is
5:45all the AO tasks seem to have a kind of
5:49human financial and operational side and
5:52a boots on the ground side whether
5:54that's trucks and then financing or
5:57hiring and then training um and then all
6:00of the service I mean all of it so so
6:02Dave and I work really closely together
6:04uh to manage uh all of our divisions p&
6:08that has Express 7-Day operations line
6:12hall uh which is day City work as well
6:14as um local line hall uh and as well as
6:18our Custom Critical so we're uh we're
6:21pretty busy uh but but uh 19 years
6:24almost now and uh you know still
6:26challenges every day yep and we're gonna
6:30talk about some of them today and that
6:31is one of them today for sure absolutely
6:34absolutely I I mentioned it that a big
6:36part of training is this kind of program
6:38qualification certification can you just
6:40start by kind of giving a little bit of
6:42an overview of what that program is yeah
6:44so um in so when we first started doing
6:48um training really like kind of honed in
6:50training where it was like formal it was
6:51back in the day when you wanted to bring
6:53on someone with zero experience um and
6:56FedEx had a one year a one in three and
6:59a three and five kind of requirement for
7:01drivers they allowed you to do an L10
7:04program or an l20 program which was the
7:0710,000 pound truck um which required a
7:10certain level of training and then and a
7:13truck over 10,000 pounds which required
7:15another level of training and then they
7:17even had an l30 which was kind of like
7:19your straight truck so um those training
7:23programs were in place and then in
7:252021 is they announced that we're going
7:28to mandate the this qualified
7:30certification um training program and
7:33that it was going to cost everybody a
7:35bunch of money and uh that was a huge
7:37you know thing to overcome and that you
7:39needed to get certified you could only
7:41get this training through someone that
7:44had been trained by someone that was
7:46even more trained than them so you had
7:48to have these people called CTS which
7:50were certified trainers um and then they
7:53had to get trained so um so that was
7:57huge right and then you had a timeline
7:58every contract at the time so in 2021 we
8:02had until June of
8:052022 kind of hard date to get our first
8:08contract on board and then anybody after
8:10that time had to follow these same
8:12guidelines and it just was what it was
8:14so different contracts for existing
8:16drivers had different qualifications but
8:19anybody knew after June I think 4th 2022
8:23had to go through this training um so
8:25for us that was quite a big um feat and
8:28then now today uh which the the
8:31qualified program includes an in-class
8:34uh portion and then an in Tru portion
8:36both unladen in Laden um and then
8:39there's some other things that we'll
8:40we'll get into the details of kind of
8:42what those training days look like uh
8:44for an existing driver anybody that has
8:47been with FedEx before it's just one day
8:49in the track or one day in class um and
8:52then for somebody that's new it's a full
8:55day class and then some maneuverability
8:57uh two days um or eight hours over two
9:01days for unladen in the truck and then
9:02two days um on Route in a live route
9:06situation which can actually be done by
9:08a qualified Observer doesn't have to be
9:10a certified trainer that can actually
9:12just be somebody that um has a year with
9:16no a year with FedEx with no dot
9:19accidents so um so to kind of go over
9:22real quick what those levels are so
9:25there's an LT which is a lead trainer
9:28that is someone who train trainers um
9:32and then you have a CT which is a
9:34certified trainer and that's kind of
9:36what you want um to have on your staff
9:39uh we have an LT our GM is an LT so he
9:42actually can train our trainers as well
9:44as other uh contractors trainers um so
9:48then your CTS are the ones that are able
9:50to perform the class and do kind of um
9:54these unladen they can do the road tests
9:56and they can do unladen training so your
9:58first portion of your new hires um and
10:01then the qualified observers like I said
10:03can be anyone in your organization that
10:05has um an active badge for a year and no
10:09um dot accidents and then um and then
10:13your drivers get qualified certifi or
10:16qualification certifications so they're
10:18kind of the driver level so there's
10:19those three levels um so your your
10:21drivers your CT and your LTS um and then
10:25now there's a new thing that the um
10:28qualified training is only good for two
10:30years so once you get your drivers
10:32through um so now is that time anyone
10:35that was kind of um in the system prior
10:39uh so ours all started to expire in June
10:41of 2024 and we're still working through
10:45our recertifications now um and again
10:47that's just a one-day class and and and
10:49that's kind of a refresher um but you
10:52know still commitment uh and then again
10:54those new people they come in that's
10:56still only good for two years um while
10:58they did ex um extend the CT
11:03certifications um for three years going
11:05forward so that was kind of a nice thing
11:08um that because that's that's a little
11:09bit more costly um to to become a CT
11:13there's actually a hard cost with your
11:14training vendor um whereas the cost on
11:19your regular training for your drivers
11:20is just your internal costs
11:23right okay so that's that's the overview
11:26that's the program but like Dave
11:27actually what does it look like when
11:29actually kind of uh managing and and and
11:32leading one of these programs so so so
11:35um it was I think two and a half years
11:37ago and we had 150 employees so just
11:40just kind of go back to when we got it
11:42started so we were look we were kind of
11:44looking this dead Square in the face and
11:45say we got to get 150 employees through
11:48this training how do we do it how are we
11:50going to do it h how do where do we even
11:52start so um we had we had to manage
11:56getting the drivers off the routes
11:57getting route coverage for them
11:59and then we had to on top of we had to
12:01send uh management to to get trained to
12:05be the certified trainers which some of
12:07it wasn't even local to us and then we
12:09decided that we wanted to do a a lead
12:11trainer which what better person than
12:13than the highest in command which was
12:15our general manager so we made him a
12:16lead trainer which also gave us a little
12:19benefit to have the certified training
12:22classes closer closer to home for us so
12:25that worked and we also got to train
12:26some other people we could network with
12:27our other Terminals and say hey we're
12:29going to do these classes are you
12:31interested in that and um the the good
12:33thing about our our lead trainer was he
12:36had a background in safety for us he was
12:38a he he held a safety manager role so he
12:40already had like a little bit of
12:41groundwork laid on on what a safe
12:44day-to-day operation looked like so with
12:47that kind of laying in the back it it
12:49kind of really helped groom him into
12:51this and then
12:53um um there wasn't really a money
12:56benefit to it but it did save us on to
12:59travel one time when we did our
13:00certified trainers because we didn't
13:01have to send them to different cities or
13:03fly them to to Charlotte North Carolina
13:05from Ohio to to do to do training so
13:08that that worked out uh really well with
13:10it and then as as we started to develop
13:13our own um as we went through the
13:14certified training um classes we
13:17realized we could incorporate some of
13:18our own values from Slicker side so we
13:22so we could kind of add to the class and
13:25in you have the time in there that you
13:28could kind of teach what you want to
13:29teach so we we covered a lot of our
13:31Slicker values and just operational
13:34things a lot of best practices as far as
13:36um the delivery side so not not just the
13:39driving side that's required in this
13:41training program but you know best
13:44practices as far as front doors and when
13:46there's dogs and you know all the little
13:49things that go along we kind of have you
13:51know you have this captured audience
13:53mandated to be in this room right you
13:56might as well talk a little bit about um
13:58not only that but just culture and
14:00expectation um especially for some
14:02drivers that may have had past
14:04experience breaking old habits it's a
14:06great audience to say like listen I
14:08appreciate that you come with a wealth
14:09of experience from FedEx but this is how
14:11we do it here at Slicker yeah um so it
14:14kind of gave us an opportunity um we we
14:17groomed it into a a full one- day class
14:19at at our office so we we have the
14:22drivers here and it's still it's still
14:23like that now we bring we bring in new
14:25hires we do the recertifications here
14:28and it actually gives us a day to spend
14:29with the drivers even though Amy and I
14:31aren't in the classes they come here to
14:32the office and we get to interact with
14:34them um ask them about you know about
14:36their families how they are what they
14:37need they come here hey you know I could
14:39use a new uniform like we we could kind
14:41of it's like a touch base with with
14:43every one of your drivers um it's nice
14:46to see them and and kind of get them out
14:48of the warehouse setting for for a day
14:52um and then so so that we we do that on
14:54one day and then we do um there's also
14:57the unladen days for new hires so after
15:00we spend a day with new hires um we do
15:02the the two days on Laden then we give
15:04the road test and then we can get them
15:06in the warehouse and get them yeah get
15:08them um with the on Route trainings and
15:11and sometimes um if we if it affords
15:13depending on when the classes we really
15:16like to get our trainees into a truck
15:19with someone prior to the class so we
15:23call it familiarization training so we
15:25get them in and just kind of a day in
15:27the life right like so when I say your
15:30scanner or your iPad or you know when
15:32the when the proximity or you start
15:34using these terms they kind of have this
15:38you know oh I remember what that looked
15:40like you know instead of imagine if you
15:42will this big Square thing that looks
15:44like an iPad in front of you um they
15:46really do get you know and they get an
15:48idea for how the boxes are on the
15:50shelves they get an idea for you know
15:52what the labeling system looks like so
15:54it's a nice um and they see the driver
15:57right they're observing they see the
15:59driver using the technology using these
16:02swoop techniques maybe how to back into
16:04you know an apron of a driveway um or
16:07you know maybe a sticky situation they
16:09can you know have some conversations
16:11about um you know being in the truck and
16:14things like that so so we do like that
16:16one day before class um you know you
16:20just have to make sure that you know
16:21they ever verify and all that stuff to
16:23get them badged as appropriate um we
16:25don't let them obviously on site until
16:27the background check and the drug screen
16:28comes in um you know why you're not
16:31going to pay people until they're
16:33qualified but um but you can get them on
16:36to the terminal before the class um and
16:38we found that that works really well um
16:41so they kind of spend a minute at the
16:42terminal and then they come in with us
16:44and and go through that full um kind of
16:47onboarding more than just training uh
16:49it's really kind of more of a formal
16:51onboarding process yeah and I think
16:54that's a huge thing that you guys
16:56mentioned in a couple of points is that
16:58there is the standard formal training
17:00that you added to and I think some of
17:03the things that we're going to talk
17:03about a little bit later I know is that
17:06there are some people who are just who
17:08are you know it's no fault of their own
17:09they're focused as business owners on
17:10trying to get drivers in the trucks as
17:13fast as possible and they're in some
17:15ways you know skirting through or even
17:18not quite doing all of the minimum and
17:20so there this is a a very different kind
17:24of important focus on strategy and uh
17:28safety culture more than just the formal
17:31and I know we'll talk about more but I
17:32just I think that's an important point
17:34to hit on early is that that is uh it's
17:37kind of colored everything you did here
17:39yeah now one of the things you mentioned
17:42that you guys have your own certified
17:44trainers is that something that you've
17:45seen everyone do like is that is that
17:48what you'd say is the best way to do it
17:50now so no we don't see everyone do it
17:54that way we actually do certified
17:56training um we do exist ing training and
17:59new hire training at our facility for
18:02other contractors in the area that don't
18:04have
18:05CTS um but my particular opinion um we
18:10have four different Terminals and we
18:12make sure that there is at least one
18:15certified trainer in all the terminals
18:17and then our senior managers are also
18:20certified so I think we have nine right
18:23now nine CTS and one LT um so we have
18:27that lead trainer um and I know people
18:29are like well of course you can just
18:30train all the people you want it's not
18:32that case um our price is still $25 or
18:35$2,700 per person at groundcloud um we
18:38do get the benefit of them being here at
18:40the office but but as far as that's
18:43concerned we still have to write that
18:44you know almost $20,000 check um every
18:47time it comes up um and it's not cheap
18:50but there's a lot of a lot of reasons
18:53right um you can have the training you
18:55can get through the training very
18:56quickly um because you have the
18:58certified people on staff you can
19:01guarantee that you're doing it correctly
19:03so compliance um all your checks and
19:06balances and it's pretty tough to run a
19:10program based on safety if you yourself
19:14or someone in your company doesn't know
19:16exactly what the CT program is about so
19:19you can take it from me and say okay are
19:22you certified and check the box that I
19:24put your person through training but do
19:26you know when you go back for
19:28remediation trainer when someone has an
19:30accident do you know what they learned
19:32how do you retrain how do you hold
19:34people accountable if you don't know
19:36yourself what the bare minimum
19:38expectations are and what that content
19:40that they were supposed to learn right
19:42so you're like okay the guy got an 85 on
19:44the
19:46test like okay so you're probably 85%
19:50safe probably pretty representative of
19:53your of your safety score so it's
19:55important to us that we have that
19:58coverage and that we can move people
19:59through the program pretty quickly
20:01because again not cheap right so the
20:03longer you prolong that um that day to
20:07First in truck and then on a baby route
20:09and on you know making sure that they're
20:12learning as they go um you know the
20:15longer that drags out that's more money
20:17because you're just basically paying an
20:19overpaid jumper at that point you're
20:21paying a jumper or a drivers rate um and
20:24and to be fair that's not the position
20:26that the that that new candidate signed
20:29up for they don't want to be a helper
20:31they they came to you because they want
20:33to be a driver on their own route so you
20:35could also be kind of you know hurting
20:37yourself and and appearing maybe even a
20:39little bit disorganized if you know
20:42everything's not um you know signed off
20:45on and buy a CT so we feel it's super
20:48important we also like that all of our
20:50people in different terminals are CTS
20:53because they're all doing it the same
20:54way so from a from a consistency
20:57standpoint and a policy standpoint when
21:00Dave and I hold people accountable and
21:02and run the business based on policy and
21:05rules um it's not well you know this
21:07terminal does it this way and this
21:09terminal does it a different way um all
21:11of our terminals are managed all of our
21:13our managers and our CTS are held to the
21:15same expectations about how road tests
21:17are done so everything's very consistent
21:20so it's much easier to manage in the
21:21long run when when you have your own CT
21:24you you develop a relationship in the
21:27class right from the start to so so when
21:29they when they get to the to the station
21:31level um they they have a reference
21:33point right they can ask questions
21:35they're comfortable with that teacher
21:36because they know like that they have
21:38the answers they're the guidance point
21:40and when we have nine of them we say
21:41like hey you know this this is one
21:43another CT and and it just makes like
21:45comfortable so if if if we're training
21:48for another contractor they don't have
21:50that kind of that point of contact that
21:53we've kind of developed with with our
21:55with our operation yeah yeah yeah and so
21:59there's there's a whole kind of
22:01structure that you've put in around
22:03onboarding and
22:04training I know we've talked a little
22:06bit about how it it you know it can be a
22:08little bit expensive to put some of
22:10these stuff but what's been the other
22:11kind of positive benefits on the
22:12business once you've added these things
22:15to your program so we get um quite a bit
22:19uh complemented on the formal on
22:21boarding process uh so new hires come to
22:24us and they're like wow you have a
22:25folder and you have a welcome packet and
22:28you have a training guide and we went to
22:29a class and we all sat here and you
22:32brought in lunch and then you know then
22:34our uniform room is downstairs they go
22:36to the uniform room and if it's if we
22:38don't have it in stock they place an
22:39order so they it's it's a very formal on
22:43boarding process and it's kind of like
22:45the big old Slicker hug right when you
22:47come in and that's what you want from
22:50your first experience you don't want
22:51them to go to the dock and they're in
22:53jeans and a t-shirt and everything's
22:54chaotic and the managers are putting out
22:56fires because there's five call offs and
22:58you know so it's just a nice kind of
23:00calm approach and not that that doesn't
23:02happen to us I probably explained that
23:05would look like yesterday at our own
23:07business so I'm not saying we're immune
23:08to it but you know the idea of them
23:10coming here it's just a really
23:12refreshing kind of calm setting um and
23:15and our our terminal is an hour and a
23:18half from one of our further Terminals
23:20and they replicate this at one of the
23:22local hotels they have a they've built a
23:25relationship and there's a boardroom so
23:27everything's very much the same it's
23:29just not here um so so it doesn't have
23:31to be you know I don't have an office so
23:33it it's not going to work like that
23:34there's ways to stay consistent and to
23:37manage a formal onboarding process um
23:40you know and you know those managers
23:42they're getting them they're on a
23:44Workforce documents together for payroll
23:47like everything is just very formal so
23:49this process has kind of done that and I
23:52I lik in it you know we're not drinking
23:55from the customer Kool-Aid right I'm not
23:58but the guidelines are set forth forth
24:01by our customer and we've refined them
24:04specific to our business so really this
24:07embracing this kind of structure has
24:09really helped us create our own
24:11structure um outlined for that our
24:14safety is much better um the the
24:17training process obviously is much
24:19longer but we find that people are once
24:22they're through training their
24:24independence to more of a solid stable
24:28driver that time is a little bit
24:30shortened um It Works hand inand with
24:33our veter coaching so it's nice when we
24:36can understand the CT program because
24:38when we go into coach um I argue quite a
24:41bit uh with our vet vendor that when
24:44they say backing on the roadway I'm like
24:46they're not backing on the roadway
24:48they're backing into an apron of a
24:49driveway which is taught to them in
24:51class so then we get all the points
24:54removed and we have deep conversations
24:56with them and and they change the way
24:58they do things so it's it's important
25:01that you know you're having you're
25:02coaching People based on what they're
25:04learning um so again that's you know
25:07it's all uh tied hand inand um so it's
25:11all it's all better um it's not cheap uh
25:15um and to do things I always say you
25:17know um it's not cheap to do things the
25:19right way um to be compliant to always
25:22check the boxes but over time it does uh
25:25end up streamlining things and making
25:27you much safer and a much more organized
25:30um environment and I think that our
25:33managers appreciate the structure um it
25:36also kind of serves for us and this is a
25:39hard one these days as far as
25:40terminating employees if someone doesn't
25:43pass a road
25:44test that's a good hard out right like
25:48I'm sorry you're not qualified you
25:49didn't pass the road test and then you
25:52know it's kind of a legitimate you're
25:53not eligible um so so the CT program and
25:57even the the the test the formal written
26:00test um we've seen people that are kind
26:03of dozing off in class or texting during
26:05class and if they're under a 75% that's
26:08in our handbook that you have to get a
26:1075% or higher to to move on to the next
26:14step so if you're sleeping in class and
26:17you didn't pass the test uh that kind of
26:20shows me if you're showing up day one
26:21and you're already sleeping might not be
26:23the right fit for us here at Slicker so
26:26so with that structure it's given us
26:28some benchmarks along the way that that
26:30we really never had before um so it's
26:33kind of a good you know
26:35again yeah yeah I mean I think it's one
26:38of those things you can talk about sure
26:40there's costs for doing it right but you
26:43can look at the benefits and some of
26:44these benefits you know safety is never
26:47a trivialized benefit you know like that
26:50is your contract health is is keeping
26:52safety a priority and keeping your
26:54safety scores High uh so I think one of
26:57the things you know people here they're
26:58like oh it's hard there's you know I
27:00have to add extra steps I have to build
27:02a program but I think one of the things
27:04that is uh most important is the kind of
27:07the other side of this conversation yes
27:09there's a cost to have a good program
27:11but what's the cost uh of having a poor
27:13program or trying to to not handle this
27:16properly and do it as quickly as
27:18possible what have we seen there
27:20yeah uh accidents right right right off
27:23the rip if you're not teaching the class
27:25and you're not doing things right you're
27:26going to have more accidents when you
27:28have more accidents your schedule L goes
27:30up your schedule L has a has a
27:32three-year look back so that's something
27:34that it's not a
27:36temporary issue for for shortcutting
27:39through uh training through the training
27:41so so you have to you have to take a
27:43look at that you also run into all the
27:45other issues the service failures on
27:47your packages the the miscoding of
27:49packages the not knowing how to use
27:51service crosses and just not being
27:53comfortable in a truck altogether the
27:55the whole day-to-day operation yeah and
27:57again that that CT training the
28:00formality of that CT training has
28:02allowed us to become more formal with
28:04our other training right because you can
28:07say oh the CT training is just about
28:09safety and backing and rules of the road
28:12and the differences between a
28:13professional driver and a private driver
28:15a consumer driver but really it gives us
28:18an opportunity to put that formality and
28:22that um Str that structure into our our
28:26customer training right like our regular
28:28job skill training which is the you know
28:31what's a proper PPD like what does that
28:34picture proof of delivery look like and
28:36why do you have to take a picture of
28:38this without the door handle without the
28:39person in it with with the you know with
28:41the label but not all too much right all
28:44the different things that you can talk
28:45about and you know what do you do when
28:47there's a dog and all those different
28:49things that you can train on um I would
28:52also say that one of the the benefits um
28:55or I guess things that could hurt you
28:57financially is
28:58not having a solid training program and
29:01sending someone out to do a route and
29:03they feel just
29:05unprepared um and and we've heard this
29:07from other you know drivers that come to
29:09us even in different Industries I
29:11started this new job and I just feel
29:12like I'm I'm figuring it out um so
29:15you've already paid for the indeed ad
29:17right you've already put all the work
29:19into uh First Advantage gone through all
29:22that you've worked out the road test
29:24you've worked out everything the
29:25person's been probably with you a week
29:27or two by now and now they feel
29:30abandoned right so with that they're
29:33clearly not PR PR prepared to do the job
29:35so their service Safety probably
29:37everything sucks and then and then they
29:40are kind of not feeling great about this
29:42new opportunity they didn't get that big
29:45hug right they don't feel like they know
29:47where they can go for more training um
29:49we do a check-in a onewe check-in where
29:51the driver actually fills out a form and
29:53says yes I feel confident to do this
29:55this and this after one week um because
29:58because if I get a document back that
30:00says that they haven't done that I go
30:02immediately to my trainers and say like
30:03what's the deal what happened and
30:05they're like well so and so got sick we
30:06kind of used him as a jumper and and
30:09then we know what's going to happen
30:11right we know exactly what that outcome
30:12can look like when we take our trainers
30:14and turn them into jumpers um it's just
30:17super frustrating um from there like
30:20Dave said service obviously is a huge
30:23one um and then morale is a huge cost of
30:28not training people correctly uh you
30:30finally you know if you have a hole in
30:32or a gap in your Staffing you finally
30:35get these people in and your co-workers
30:37are going oh my gosh thank goodness they
30:39finally got somebody and then the person
30:42is just not pulling their weight um and
30:45they're like great that person you know
30:47then you get that they suck I'm like no
30:48no no they don't suck they weren't
30:49trained right you know no no no the
30:52people don't suck I mean there are
30:54people that suck but they don't suck so
30:57but but I think the morale is a huge
30:59thing for us so I think um you know and
31:01Morale on the other side is just giving
31:03I think Dave and I will talk about um
31:06giving your strong strong drivers that
31:08CT class is also a huge morale builder
31:12for them you're investing $2,700 or
31:15$2,500 into this training they've become
31:18certified they become more valuable um
31:22maybe you give them a little bonus every
31:23time they train somebody or a you know a
31:26whatever an added you know whatever that
31:28looks like um for you as far as uh you
31:30know you just pay them more because they
31:32are certified but it's a value they see
31:35themselves as someone that can offer a
31:37little bit more so it's a little bit
31:38more of a career path so the morale has
31:40a lot to do with the the program and the
31:42costs of you can see the cost of doing
31:45it right the cost of Doing It Wrong um
31:47it can definitely be costly in that
31:50regard um I think another um cost of
31:54Doing It Wrong is falsifying training or
31:57falsifying documents
31:58we had um specifically uh a a kid who
32:02hit a girl he went right through a stop
32:05sign totally his fault um the girl uh
32:09was no one was injured but she did you
32:13know file and press charges and all the
32:15things and they asked me for his
32:18training um his training certifications
32:21his logs what our process was and I
32:24provided all of it and literally through
32:26groundcloud I pulled his name and I had
32:28a history from 2020 to 2024 of every
32:33training program every every weekly
32:35ongoing class that he had through the
32:37iPad um any additional we had our
32:40content we had everything locked and
32:43loaded right and we were able to send it
32:44to them and and they actually dropped
32:46the suit and just ended up with the um
32:49obviously the damage claim with the
32:51truck and everything but um but I
32:53couldn't imagine going through that and
32:56not having it or or having it then be
32:59escalated a little bit more and find out
33:01that the road test was pencil whipped or
33:05that the person didn't even know what a
33:07class was but yet there's a class and a
33:10test and a road test and the person
33:13that's driving for you like it's like I
33:15don't even know what that class looks
33:16like and I know that sounds far-fetched
33:18but it's not um we get people all the
33:21time that you know have it says right
33:24there in First Advantage that they have
33:26a training document and the person says
33:28never been through a class in my entire
33:30life don't know what you're talking
33:31about um so there's some there's some
33:33risks uh to to not doing it correctly
33:37and I'm for one I'm
33:39not gonna put that just quick little you
33:44know I mean I need people in a in a
33:46truck just as bad as anybody else does
33:48but I'm not willing to put the other 199
33:51people at risk in their families um
33:54because it's going to expedite the
33:56person a week it's just it's just not
33:58worth it to us I don't think no for for
34:00that purpose or you know not training
34:02them correctly and hurting someone I
34:04mean I always tell people you know and
34:06and they're always they call they're
34:07like why do you have to be so morbid why
34:09do you have to be so you know Debbie
34:11Downer and I'm like but I want you to
34:12see the reality that if you hit that
34:15mailbox and they said well I didn't see
34:17it I'm like well you also didn't see
34:19that it was a 5-year-old kid on a
34:20bike and they're like Wella no no no I'm
34:23like no no no you told me you didn't see
34:26it so you didn't see that it was a
34:29mailbox you didn't see that it was a
34:30tree or a rock you also didn't see that
34:32it was a kid and you have to drive with
34:36that type of caution and and
34:38unfortunately and know we have these
34:40conversations of well we don't pay
34:41drivers well enough to be that careful
34:44well you might need
34:46to yeah now you mentioned it just there
34:52where you've got you know and it was
34:54great in the beginning you trained all
34:56your drivers you knew that they
34:57everybody that you had on staff had gone
35:00through all the training and had you
35:01know had gone through all the right
35:03checklists you knew that they had
35:04learned what they needed to learn but
35:06now as you're you know inevitably you're
35:08going to hire a driver that came that
35:10was trained by somebody else somebody
35:11else's CT or you know if you're if
35:14you're new coming into this space and
35:16you get a whole you know a whole company
35:18full of drivers that you don't know how
35:19they were trained is there anything that
35:21you all do or that you can think through
35:24of ways to to you know spot check or
35:26find out if that training was actually
35:27good you know not assuming the worst of
35:29anybody else who does the training but
35:30like what yeah I'll take the I'll take
35:34the onroad side and then Amy can hit on
35:36the the behind behind the scenes yeah um
35:39if we if we have a driver apply for us
35:42that works for another contractor or
35:43worked for another contractor we will
35:46issue a road test um before we before we
35:49onboard them we we give a road test um
35:52like we want to know the skill set we
35:54want to know how comfortable they are in
35:55a truck and and we want to make sure
35:58that it's a good fit for us we're not
35:59just taking somebody that internal road
36:01test yeah that's an internal road test
36:03we don't have to turn that into anybody
36:04but we do it we also do we also do a
36:07drug test and and we we issue a drug
36:09test before they come over to us and
36:12then on the on the back end with the
36:13with the ground cloud and stuff yeah so
36:15um we also do not just throw them
36:17because they're you know active at FedEx
36:20it would be very easy just to throw them
36:21in a p1000 and set them free um again we
36:24throw them with one of our lead lead
36:26drivers our c s and make sure um even if
36:30they drive um or sometimes they'll
36:32observe if they're not from a contractor
36:35that had a groundcloud um you know or
36:37maybe they were on a route where they
36:38knew the same route over and over we
36:40make sure they get a day in the in the
36:42seat where our guy can talk to them and
36:45and you'd be surprised what you can
36:47cover in six to eight hours in a truck
36:49with someone right you can talk about
36:51benefits you can talk about you know
36:53it's kind of like again that warm fuzzy
36:55hug that you get you know this is all
36:57about s this is how long I've worked
36:58here this is what we do um this is the
37:01importance of the signature come on out
37:03with me I'm going to go with you and
37:05we're going to do the signature together
37:07um you know I don't know how many times
37:09I've heard from existing drivers oh I
37:10got 10 years experience and they're
37:12still on their cell phones and not
37:14wearing their seat belts I'm like who
37:16what better brand did they have because
37:19I know what my alerts look like so I
37:21can't imagine so it just gives us an
37:23opportunity to say like hey man I know
37:25we're not easy um but but we're not easy
37:28for a reason you know because I know
37:30that my contract is going to be here in
37:326 months in a year in two years in 5
37:34years like it's security so I know that
37:37these things might seem a little ticky
37:38tacky but it's important so from that
37:41standpoint we make sure that they're
37:42good on the ground Cloud the way we want
37:43it done they're good on the scanner as
37:45far as Integrity um and then gives them
37:48an opportunity to ask questions um we
37:51immediately with a new person especially
37:53that's an existing driver we immediately
37:55follow ride we immediately follow PPD
37:58we're immediately poking in at
38:01groundcloud um just their routing um you
38:05know and just to make sure that they are
38:07in fact the senior level that they claim
38:09to be um we also do um a step up in pay
38:14so when you come on you don't
38:16necessarily come over at the rate that
38:18you are at but I will guarantee that if
38:20you meet the expectations that we talked
38:22about I will get you there um and then
38:25with all the benefits and everything but
38:27a lot of times people will say you know
38:30well I've been here 12 years I deserve
38:32this and I'm like you do and and you
38:34will but you know I don't know you and
38:37you don't know me so we got to meet in
38:39the middle so from a um you know from
38:43that stpoint I also can't bring someone
38:45in with 12 years and think that they're
38:46going to make what one of my senior guys
38:48work you know like you know it's just
38:51they have to they have to earn it so so
38:53there's a a soft side of it and like the
38:56hard right like the black and white side
38:58of it which is the road test and then if
39:00if we start seeing that immediately they
39:02don't know best practices we'll actually
39:05put them back through the class oh okay
39:07yeah so you know well like we have a
39:09class usually every Thursday um with all
39:11the different contracts that we have
39:12we're always training someone um or
39:15reseting so we always just have a set
39:17class kind of on the Thursdays and
39:19sometimes we don't fill them sometimes
39:21we do um but you know it there's always
39:24something so if somebody's like U
39:26they're they're not really getting
39:28you know what we're doing or they're you
39:29know speeding and the you know whatever
39:32whatever that looks like they might need
39:33to go through that class again so we'll
39:35we'll put them back through um it's just
39:37an investment in ourselves investment in
39:40the person um so just makes makes a
39:42little bit more sense yeah I I think
39:45it's it's nice to or or a smart at least
39:48to use the same standards and apply it
39:50even to people who come in with 10 years
39:52I think it's it's very easy like you
39:54said earlier to just hope and assume
39:58that anybody who's got experience in
40:00FedEx is going to be able to do it for
40:02you too but there are just a wide
40:05variety of experiences and training that
40:08you'll see from different contractors so
40:10it's it's it's just as smart as training
40:12a new person is making anybody who comes
40:15in can hit the same benchmarks doesn't
40:17if they pass the road test great like
40:19you know if you've if you've done a
40:20couple of things and and it's just a
40:22quick way to verify that they're as good
40:24as they say they are as opposed to just
40:26trusting them in then finding out that
40:28they aren't as good as they say they are
40:29when they get back to them a week later
40:31you know that's that's that's a lot and
40:33like Dave said earlier that's not just a
40:36oh I have to pay for an accident that
40:38has huge contractual implications and
40:42and it's not just for this year it could
40:43be for three years with the way some of
40:45these programs work so uh safety can't
40:48be a an afterthought or a we'll figure
40:50it out later because later could be too
40:53late yeah and and to make sure that you
40:56know from a morale standpoint that your
40:58team is on board um your your senior or
41:01lead drivers your
41:03BCS understand that this is a marathon
41:06not a Sprint right so that they
41:09understand what it takes to get someone
41:11in that's going to be sustainable and
41:13really end up helping the team because
41:16you know I came from um the lottery I
41:19came from you know Corporate America so
41:22training was different right like that
41:24spreadsheet that was due on Thursday can
41:26wait until Thursday or even next week
41:29when the new trainee gets in and gets
41:31their feet wet and then can figure out
41:32what that spreadsheet should look like
41:34but FedEx doesn't give you any Grace on
41:37the boxes they're not gonna be like oh
41:38sorry Amy Joe wasn't ready to train
41:41today so just deliver those boxes on
41:43Monday right there's no Grace so you
41:46have to get you know that's the one time
41:48where you have to do training in Cadence
41:50with service um that workload is not
41:54going to wait for that person to be
41:55trained correctly so I understand
41:57understand the pressure that comes with
41:59that when you're like just just put him
42:01in a route if he can do 40 perfect right
42:03but he's just not ready and the risks of
42:06that and not only the risks of doing
42:08that but the risks of sliding right
42:11allowing yourself to slide into maybe a
42:15less strict schedule and it's just like
42:18okay well you slide a little bit today
42:20and then you slide a little bit more
42:21tomorrow now all of a sudden your pencil
42:23whipping road tests and you know
42:25falsifying documents not doing the third
42:28day of training or whatever that looks
42:29like um it's just not it's just not the
42:33best way to do to end up to have a
42:36culture of safety and you're going to
42:38have employees that'll respect you for
42:40having those standards but you have to
42:42say like hey I got this great guy he's
42:44starting but it's gonna be six days
42:49right six days at least and then it's
42:51going to be another you know two weeks
42:53until he's independent at best right and
42:56what I mean
42:57independent um so we always say that it
42:59used to be three weeks that we could
43:01kind of get through somebody now it's
43:03like five to six weeks before they're
43:05independent and what I mean by that is
43:07profitable right where I don't have to
43:09send anyone else from a different route
43:11to help them halfway through the day I
43:14don't have to send a manager I don't
43:15have to cut the route and make it
43:17smaller um I don't have to worry about
43:19PPD I don't have to worry about like
43:21they are doing everything they're
43:22supposed to be doing on a manageable
43:25route for a standard driver at six weeks
43:29that's what I mean by independent so
43:31it's not just can they go out on a route
43:33and not hit stuff
43:35right so so those are some of the things
43:38that we measure but we measure that
43:39along the way and that's what our senior
43:40managers and our BCS are watching so
43:43that if there are points of mitigation
43:45or remediation training along the way we
43:48do it before they're independent before
43:50we have six weeks in and go oh my god
43:52did anybody know that this guy does this
43:54like what right and it's a surprise to
43:56you that you know he's run into
43:58somebody's living room um yeah so you
44:01know so those are just some of the
44:02things that you know just kind of
44:04overall safety program um but it is it's
44:07it's I'm the first one that would love
44:10to just be like oh there's a route
44:12sitting and there's a person that's
44:14active just do it and you have to be
44:17able to say it's not the right time so
44:19the manager has to get in the truck and
44:21give the guy an extra little bit more
44:23training um but you can double up and
44:25move that ball forward right if your
44:27manager has to do the route then have
44:29him ride along right do the route with
44:32somebody that needs a little bit extra
44:34help like don't just say well I'm going
44:35to take the route and have the manager
44:36go in a truck by himself move that ball
44:39forward try to get it over the goal line
44:41um so try to you know smarter not harder
44:44in that regard yeah I I I think this is
44:47just it's something that is NE like we
44:50cannot overemphasize the importance of
44:53these things and and it is we know that
44:56in in this you know in this market in
44:58today's world like it is it is easy to
45:01focus on short-term Prof profitability
45:03and operations but if you let that
45:06vision of you know your overall health
45:08of your contract and like how safety can
45:10change over time and and the potential
45:12threats you run into like those are it's
45:14it's often that I'm having these
45:16conversations with people trying to help
45:18them out of these situations when it
45:20just some spending some time on the
45:22front end to make sure that they the
45:23right processes uh and outcomes set up
45:26there would have SA gave them years of
45:28pain uh even though on that week it
45:30might have helped their bottom line
45:32maybe even that month or even that year
45:34but five years later you can look back
45:36and see the path that happened and
45:38you're trying to claw your way out it's
45:40really difficult once you've gotten to
45:41that point so we're here to to talk
45:43through and help kind of let Amy and
45:45Dave show what they've done and the the
45:47things that they do and and I would say
45:50that you know this is a a program like
45:52you could follow it but being consistent
45:55and continuing to emphasize all of these
45:57things every day that's hard and that's
46:00doing those simple things every day is
46:04one of the hardest things about small
46:05business is you know ultimately it's
46:07it's on you as the owner to make sure
46:10that your culture and your processes are
46:12maintained across the business and that
46:15the people you bring in are also working
46:17to maintain that same culture so that's
46:20that's kind of what we wanted to talk
46:21through today I think you know we're
46:23we're already short on question time so
46:25so I'll I'll stop talking to
46:27um but and I think Josh real quick the
46:30the one thing I would say is um you know
46:32to your point whether you have a an
46:34existing CSA you've been doing this for
46:36years like Dave and I have or whether
46:38you're buying a CSA I think having that
46:41CT you know ask those questions does the
46:45existing operation have a CT and if they
46:47do it's such a value um and then you
46:51know because not only does it it help
46:52you move forward that you have somebody
46:55certified on staff but it says a lot
46:57about their culture it says a lot about
46:59kind of the overall like what you're
47:00buying um or what you're getting into or
47:03even what you're building as a new
47:05contractor or a new you know a new ISP
47:08um what does that look like you know
47:10what do you want to build it into and
47:11and make that small investment in that
47:13CT program um you know my gosh $3,000 or
47:17$2,500 plus travel like that should be
47:21the first thing you do week one is get
47:23that yourself or have your BC get it
47:25whatever that looks like so that you can
47:27understand what your customer is
47:28expecting of
47:29you perfect okay so I'm gonna run
47:33through the new listings for this week
47:35and then uh anybody who has questions I
47:37see a couple in the chat already uh this
47:39is your chance to type it in while I'm
47:40reading through these listings and we
47:42will get to it in just a second so um we
47:45have one new line hall and seven new p&
47:47listings this week so the the first line
47:49hall is out of Connecticut uh it's nine
47:51line hall runs at 1.8 million 13
47:54employees 12 trucks a manager dedicated
47:57runs and some un assigns as well and
47:59spare tractors so if you're looking at
48:01line hall that's one out of Connecticut
48:03you can reach out to us on this or any
48:05of the others that we'll talk about to
48:06go through uh and get all the financials
48:08get all the details and answer any
48:09questions you have there uh on the p&
48:12side first one we have is out of Indiana
48:14it's five routes at
48:16$450,000 this is a smaller siiz business
48:18five employees eight trucks and so this
48:21is one uh it's a really low price
48:23profitable entry into the space but um
48:26it's one that you might have to to
48:27manage a little more closely than some
48:28of the other businesses you'll see uh
48:31Virginia we've got 10 routes at $800,000
48:34this is 11 employees 10 trucks and a
48:36manager uh really low mileage operation
48:39out of
48:40Virginia uh we have another one out of
48:43Virginia that is 11 employees 10 trucks
48:45and a manager uh and it's also at
48:47$800,000 so there's two in Virginia at
48:49800 uh and then another one in Virginia
48:52that is 11 routes at $860,000 so a set
48:55of routes in Virginia that you can look
48:57at at different points different sizes
48:59and and see which ones the right fit for
49:01you uh then we've got a couple out of
49:04Wisconsin so first one is uh 24 routes
49:07at 1.4 million larger size operation 29
49:10employees 31 trucks and two managers um
49:13and then the next one is 19 routes at
49:151.4 million 20 employees 16 trucks and a
49:18manager so um two different Wisconsin
49:22territories if you're in that neck of
49:23the woods that you can look at larger
49:25operations to kind of come in at a a
49:26larger size there and the last one we
49:29have is out of Oklahoma it's 12 routes
49:31at 885,000 this is 15 employees 16
49:35trucks and a manager uh again this one
49:38is a good siiz business out of Oklahoma
49:40so Oklahoma Wisconsin
49:44Virginia uh Indiana and Connecticut are
49:47your ones for for this year or for this
49:50week um so and one other reminder we do
49:53have a a happy hour coming up in uh at
49:56the end of February February 25th in uh
49:59San Jose it was La obviously there's
50:02reasons why we can't have it in LA
50:03anymore so we're now in San Jose uh and
50:06we're actually having Tim Goff if you're
50:08familiar with him on the win Hall side
50:10uh My Ground Force speak at that event
50:12so uh if you're coming out you can kind
50:14of learn about some of the things going
50:15on in the LI Hall space if you're going
50:17to be out in San Jose uh West Coast in a
50:20few weeks uh and it is free to attend
50:23free drinks free food uh we'll have our
50:25team out there as well so if you're on
50:27that in that neck of the woods make sure
50:28you come out and see us uh and then okay
50:32so uh I do see we have a question here
50:34if anybody else has questions type it in
50:36but uh David's here asking uh so if
50:39you've got somebody who comes in and
50:41they are uh they don't have any
50:44experience in larger Vehicles you know
50:46over 10,000 pounds how do you train them
50:49to drive it um and and you know what are
50:52is it any different to try to teach
50:54somebody in a larger vehicle if they
50:56have no experience doing it uh yeah
51:00absolutely we'll train and drive it yeah
51:03what we do is a lot of times we have a
51:05stepup program where we start them in a
51:07smaller size vehicle so that they're
51:10comfortable they learn the job the
51:12delivery process in the smaller vehicle
51:15and then we'll have a stepup program
51:16where they go from the the smaller
51:17vehicle to the next bigger size and we
51:20we can work them up into the the
51:22fullsize step bands until they're
51:24comfortable with it because the last
51:25thing you want to do is throw someone
51:27that's not comfortable in a in a over
51:3010K truck and put them out on the road
51:32so we we kind of go at their rate we
51:34have some drivers that do it pretty
51:36quick we have some drivers that not as
51:38quick yeah and when we do road tests we
51:41actually start we we talk about the
51:43experience that the driver has so even
51:46someone that has experience they can say
51:48oh yeah I used to drive a you know a
51:50dump truck for my dad whatever right and
51:53you're like okay well I'm going to start
51:55you in a p1000 if they can't pass in a
51:58p1000 tail whip whatever that looks like
52:00in the cones and the serpentine and the
52:02maneuverability we'll actually move them
52:05down into a box truck and then you know
52:08and then if they're good in like a 12
52:09foot box truck or a 14 maybe we move
52:11them back into a 16 and then later on
52:14we'll you know they usually come to us
52:15or we'll ask them like do you feel
52:17comfortable in this we're going to start
52:18you here and then we'll let you go for
52:20maybe six months and we'll revisit it
52:22and say are you ready to you know as
52:24other routes open up if there's a
52:26specific need on our team um we're very
52:28fortunate to have in almost all of our
52:30terminals a hybrid of trucks we don't
52:33have that 10 p1000 contract um all of
52:37our routes are kind of hybrid so we have
52:39some Nissans we have some 12 14 16f
52:43Footers and we have P 700s p1000s P1
52:461200s and even straight trucks so we're
52:49fortunate that we have this like
52:51fluidity to move people up and down um
52:55you know somebody fails a road test in a
52:57box truck we're like all right into the
52:59cargo van you know and we'll see if we
53:01can we can salvage that driver um and
53:04that investment so same thing with like
53:06a driver that comes in from spark or
53:08door Dash where they're only driving
53:10their personal car we will start them in
53:13a cargo van or a small box truck and if
53:16they do well our managers even on site
53:20will say hey man I got a p1000 while
53:23you're here and the cones are set up
53:26let's try this and they'll put them in a
53:29p1000 and just see how they do it
53:32doesn't cancel out the the positive you
53:35know the past test and the 14 foot
53:37cutaway but it does give us an idea of
53:40their natural ability um and and if they
53:43can do it three times in a row we'll
53:45actually submit that road test even
53:48though we're going to still assign them
53:49to the 14 foot cutaway um and because
53:52you know so then after that we have
53:55drivers all the time that ask us you
53:56know hey I want a promotion hey I want
53:57to move up um I want a bigger route I
53:59want a different territory um you know
54:02or my boxes are just too big I'm bulking
54:04out every day can I get a bigger truck
54:07and we look at the accident history we
54:10look at service we look at all those
54:12things because you know there's also a
54:14service side to being in a big truck I
54:16actually just had this conversation with
54:17one of our drivers um her attendance
54:20isn't fantastic and she wants to go into
54:22a bigger truck well how does that look
54:24when you have you know it's easier when
54:26I have an 80 Stop Route sitting then a
54:29200 Stop Route sitting so not only is it
54:33a driving and safety piece but it's also
54:36a responsibility and a accountability
54:38piece so uh but yes as far as the 10,000
54:41pounds we will work with them but
54:43because of our route structure we're
54:45very fortunate to be able to move people
54:47into those bigger trucks and put our
54:49starting people in the smaller trucks
54:51now if you don't have a a flex operation
54:54kind of like we do with our trucks that
54:55and you own only have p1000s then you
54:58have to invest the time in that driver
55:01you it it might be longer than the the
55:04training period yeah um accounts for and
55:07you might spend an extra week with your
55:09manager tied up in a truck with someone
55:10in a p1000 but you you absolutely have
55:13to make sure that driver's safe on the
55:15road so whatever that looks like um it's
55:17going to be longer than the training
55:19time then that's what it takes and
55:21that's what that's what you have to do
55:22even just the little things as far as
55:24like um turning radius the differences
55:27between a cargo van A Step Van um a a
55:30small box truck a big box truck a Ford
55:32versus you know um a Chevy like
55:35literally everything is different so
55:38that training period of just being in a
55:40different truck requires additional
55:41training and you have to recognize that
55:43it's not just like oh well they're you
55:45know they could drive a p700 so sure
55:47they can drive a p1200 it's it's
55:50longer it's longer different yeah yeah
55:54and I think that's I think those are
55:55great points because you know in a
55:57perfect world everyone can drive the
55:59biggest truck and then you can put them
56:00in any truck um but I I think it's also
56:04an important like exactly what you guys
56:05said sometimes you just got to you know
56:07what vehicle they're driving and you
56:09check with them to see if they're
56:10comfortable trying or or you test them
56:12on the site and see if they can do it
56:14but just forcing every driver that comes
56:16in to drive the biggest trucks if you
56:18have a a variety of different Vehicles
56:20isn't always the best strategy you know
56:22that could lead to you know a lack of
56:24confidence or or some things that aren't
56:27necessary for the vehicles that they
56:28will be driving but if they're capable
56:30of it if if the manager notices and
56:32pushes them to it then then they pass
56:33that road trust then they've got all the
56:35flexibility in the world to be in any
56:36vehicle that you need them in and what
56:38are you hiring for right like if you
56:40have an in town p1000 route that's open
56:43and no one on your current staff wants
56:45to move into it then you need to hire a
56:47different type of driver you're not
56:48hiring a spark driver or a door Dasher
56:51or an Uber driver to fill that spot
56:55right you need some someone that has big
56:57truck experience so you have to that
56:59that's how your ad should read and and
57:02the you know pay should be commensurate
57:04with that as
57:05well so another question came in so
57:09Tim's asking I think you guys did
57:11mention some of the the pre-training
57:13that you sometimes do but is the first
57:15real day that a new employee spends with
57:18you is that like employee handbook like
57:20what does that first day look like so
57:23our onboarding process is electronic
57:26um so uh which is through our peo but
57:29it's a link they get the link um
57:31obviously we've already done the
57:32interview we've had the conversation
57:34sometimes met in person um sometimes
57:37they want to ride along so we screen
57:39them as a jumper bring them in for a day
57:40in the life and then you know but the
57:43onboarding process for us is is a link
57:45so we send them the link that has all of
57:48the signatures the handbook links the
57:52onboarding um we're an open book slicker
57:55tracking.net
57:57flop around in there lots of lots of
57:58information but our drivers have access
58:00to it we tell them to to you know go
58:03there order their uniforms do all the
58:05things learn about us um but so their on
58:09boarding is all electronic direct
58:10deposit payroll taxes all that stuff the
58:13handbook um and then when they come to
58:15class they get one of
58:19these which is an onboarding packet for
58:23us and it's got all the information it's
58:25got all their need to knows on one side
58:28benefits and everything at 60 days on
58:30the other side um how to order uniforms
58:32how to
58:33timekeep um any links anything that the
58:37job description um a document that says
58:40where our handbooks are kept um
58:42literally PTO policies how to get on our
58:46timekeeping schedule app um all of those
58:50things it's got an outline of what our
58:51pce dub looks like where to find 401K
58:54matching information where to find all
58:56that information so when they come to
58:58class the first probably half an hour of
59:01class is really not about CT or quert at
59:06all it's just about us and you know kind
59:09of getting compliant getting to know us
59:11how to you know find different things
59:13what you should expect from us um our
59:15expectation documents um things like
59:18that so that's kind of where
59:19everything's held um and that's why we
59:22like we like to do it during the class
59:24because everybody has to and and it's
59:26kind of captive audience right you're
59:28not just on the dock and you know kind
59:31of running
59:32around
59:34Perfect all right well I think that's
59:36all we have time for so uh thank you
59:39guys so much for walking through that I
59:41know that this is something that is top
59:43of mind for a lot of people and if it's
59:45not it should be uh who are in the
59:48industry because as we continue to see
59:50that this is both an important program
59:53and that safety has not diminished if
59:55anything it only continues to be more
59:57important especially into things like
59:58Express where it's an even bigger deal
1:00:01there's all the different types of
1:00:03presses pressures that FedEx so um thank
1:00:07you guys so much for being here for
1:00:08giving your Insight and thanks everybody
1:00:10else for joining today awesome for
1:00:12joining Live on YouTube so see you guys
1:00:14much

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