Is helping bad drivers through CDL tests to do with turnover?

The real learning starts after graduation from cdl school. That's why companies have a training period for new cdl graduates.
Did you find a decent job?
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As for hiring criteria, each company has their own criteria. There's jobs available for anyone with a cdl; felons, bad MVR, sex offenders, ex-cons, etc. Some companies decide to hire them and some don't.

 

So they're passing people to get a cdl who can't pass the test? Sounds like something that needs to be reported to FMCSA.

 

There's fewer people than can even do the work, so the choices for trucking companies are limited.
Many people in their 20's don't even have a driver's license and have never driven a car or even know how to put gas in it or change a flat tire.

 

And yet somehow it's the HOS that are causing accidents.

 

Its doesn't matter if you're first or last in your school. New companies will treat you the same. As brand new drivers.

You will go with a trainer and learn much more than you did in school.

After a year the better companies open up and drivers will be ranked based on CSA, number of jobs, MVR and PSP.

Moving into the harder specialized fields are the ones that really care about your "skill".

 

The good ones become oo and make bank, the bad ones continue to complain how bad trucking is.

 

First off if I am at a DMV revenuer testing big rig drivers for CDL mashing cones and crossing curbs etc and still passing the bad drivers who failed, (Plural) then there is a problem. Someone is going to have to find me several whistles to start.

Trucking companies could care less if you were top ranked or bottom doolie in your trucking school. I was valdectorian in my high school but no one in life gives a #### about that. It is essentially a speech that is for show to the public who does not really know anything about the class. Basically a showman performing up there. Nothing more for a few minutes. It means nothing. Particularly my class if anyone tried to argue my grade levels some of which are college level for years. There are three other people in that group are better at certain grades than I will ever be. All I had was 9.3 grade math.

Driver turn over? 100 wanna drive a truck. 50 will not qualify medically, physically etc. Even life reasons babies, divorce, sick, caregiving etc. Out of that 50 you might have 40 that will get hired onto the first trucking job. (I was fired in three months for denting a hood of another company truck.) so leave it 30 or so after three months. 25 after 9 months.

One company in Gettysburg PA had 224 drivers when I hired on. I was number 225. 7 months later I was in the 30's Because the other 190 have quit, fired, lost freedom, hurt bad etc. The top 15 were either family or those hard core prime who will still be driving long after we are gone. HOWEVER 3 of those 15 left the company for better pay and a quieter dispatch culure with less threats of firing for not being on time, 3 feet of powder is no excuse. And you are fired. Eventually the entire company burned down figuratively. Poof. All gone. Not so sad. PA might have had a hand in that shutdown. And for many good reasons.

Companies contribute to the turn over in several ways. FIrst low pay. 0.30 for decades. Are you kidding me? They should be paying around 0.65 or... full salary of gross 2250 weekly per soul in that truck. If it's a husband wife team then it's going to be a flat 4500 weekly to them. If you can get the loads for them to make two trips coast to coast in 6 days like we did with FFE. (They paid me 40's and the wife low 30's Her training pay was .28 but my trainer salary made miles meaningless at 2200 plus gross and 1550 net after deductions and extra witholding. I could focus on just delivering and training. I did not care if it was 20 miles that week or 20,000.

That usually takes care of any turnover issues. If they salaried us 4500 a week we would never have left FFE and still do those coast to coast turns or Mckesson etc. The revenue is there.

Anyway.

The rest of the thinking about turnovers would have to focus on the first 6 months of all new drivers. They are going to rub telephone pules tear tires on curbing, rip out a shaft U joint on the first scales dead pull of trailer tandems for weight and so on. Instead of flat firing these poor people because they never broke stuff like that before, make them share in the cost of the damage. In my time if I tore a 250 dollar tire vs a hydrant Guess what. I am 250 lighter in pay for that week. Where would i like to take the old tire? I learned to take it to a recycling plant across the county and get a few dollars for it. So it worked out well. Plus I would physically be dealing with the 5 spoke bolt system, wheel ring and new tire onto the truck before i took it out. Manually. No air gun or nothing. (Punishment, then truck is taken out 50 miles and back and then air gun is applied for double checking)

But no companies simply dismiss drivers for what I consider minor preventables and whoops. Now.. there are certain number who are truly stupid (Seriously.. it is actually a impediment to long term trucking) and should be trained for something outside of the industry in life.