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Position Driver Wages, Recruiting & Retention, Rates for Success in 2016

Stifel Capital Markets is pleased to offer:  

Positioning Driver Wages for Success in 2016

Friday, February 26th, 2016 | 11:00 a.m. ET

The National Transportation Institute

Gordon Klemp – Founder & President & Leah Shaver – Chief Operating Officer


 Moderated By: John Larkin, CFA – Stifel Transportation Analyst

Dial-In Number(s)   (888) 267-2848  Passcode:  347753

Topics to Be Discussed:

Are recent pay increases enough to impact today’s driver shortage environment?

Find out how carriers are benchmarking offerings and continuing to improve wage stability for drivers in order to effectively recruit and retain.

One nationwide rate for carriers is no longer sustainable in our ever-changing environment.  How is big data being used to attract and retain drivers in todays market?

How do both private and for-hire fleets impact change given the high levels of driver turnover being further exacerbated by a retiring workforce disproportionate to the number of qualified applicants?

Lastly, NTI will talk about how shippers and carriers both benefit from a wage index to adjust contract freight rates for changes in driver pay.

Want a copy of our presentation? Email

 Replay (800) 332-6854  Passcode: 347753        





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2 thoughts on “Position Driver Wages, Recruiting & Retention, Rates for Success in 2016

  1. Great presentation, I have invest a year and a half in the trucking industry and coming from the pharmaceutical and consumer goods industries your information reflects the main issues and opportunities we face to attract, retain and compensate the drivers within the industry. Please send me your information at Sergio.

  2. We have been enduring a Driver shortage for 30yrs now that I am aware of. We have also seen 100% turnover rates for as long as I can remember!

    Could it be that the Drivers shortage is a profitable business model?

    History has taught us that piece work wages are dangerous and create economic hardship on many of those who are paid in this manner.
    Most truck Drivers are paid piece work wages. As an OO, just as any other contractor, pieces produced is only part of the equation as I must consider the time frame in which production must take place.

    Time is not even considered when an Employee OTR Driver is concerned.
    These Drivers either have work today or not. The fact that they devote 168hrs to the job has no consequence. They only earn if they produce and they have no control over the production schedule.
    Under this system, an Employee OTR Driver has sold 168hrs of their time for the price that pieces produced in that 168hr period pays them. There are not any adequate production guarantees offered to these Drivers.

    The fact that these Drivers are not paid for their time has indeed created an unsafe atmosphere for the Drivers and the motoring public. The need to earn an sufficient paycheck every week without having any knowledge of what production will be offered, places the Employee OTR Driver into the position that they must produce as much as possible today as there may not be opportunity to produce tomorrow.
    It is amazing to me that the overall safety record of OTR Drivers is far superior to that of the motoring public at large under these circumstances.

    Legal time constraints placed on OTR Drivers limit the amount of production time available thus adding additional pressure on the Driver to make the most of their available time.
    Drivers realize that they need more time to produce in order to maintain or increase their current income level. Because of this, they are adamantly against more regulations that restrict the time that is needed to produce pieces.
    They fail to understand the laws of supply and demand that dictate more available working hours reduces the value of a working hour.
    Unpaid time spent, manning their Work Stations, in which these Employee OTR Drivers have made themselves available so as to produce, should production opportunities be readily available, has in effect flooded the market with capacity that has kept the rates at 1980 levels.
    The so called “Drivers Shortage” is only a fact as carriers desire to have reserve capacity staged in strategic positions. This business model is in place so as not to have to relocate equipment at a cost to only discover that the competition had arrived first.
It is the Drivers, who are paying the price in extremely low pay for all “AT Work / Working Time”, that enable these Cost Effective Inefficiencies to be in place.

    The carriers, through their associations, seek more production time through legislation to offset lost production time due to profitable policies that include Speed Limited Trucks and management tools such as Electronic Logging Devices. Many of the Drivers ignorantly support this legislation that would provide them more available working hours as they fail to understand that it is not the regulations that prevent them from earning a decent wage, It Is The Method Used, PIECE WORK WAGES!!!!!

    Pat Hockaday (JoJo)

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