Friday, July 31, 2015

Seems Fair, Don't You Think?

I received this note tonight from one of our Professional Drivers.  Check out his comment:
 
I am still having trouble getting detention pay in a timely manner. You should at least be able to get detention on a load the same week you get paid for a load, don't you think?


We will find out what caused the delay in our detention pay process.  We responded to our employee tonight.


Driver Hotline Update 844-588-8785

Please call our Driver Hotline at 844-588-8785 for the latest information regarding these topics:

*Safety
*Freight Outlook Over The 3 Day Period
*Drivewyze
*CAT Scales
 
Thanks for your Support!!  

Hiring Our Heroes-Cleveland, Ohio

 
Earlier this month one of our Midwest drivers Daniel Byers participated in the 'Hiring our Heroes' job fair in Cleveland, OH. Dan and our wrapped truck were the center of attention at the event. Dan related to the attendees being a military veteran himself and had a lot of fun talking to all the potential J.B. Hunt drivers. Good job, Dan and thank you for representing us well at the event!
Pictured with Dan - Megan Perez, Rachel Rowe, Jason Bittle, Greg Goodrum
 
 

Thursday, July 30, 2015

You Talked, We Listened

Our Southgate, California facility is one of the highest traffic terminals in the J.B. Hunt system.  We visited the site late last year and saw many signs of wear and tear.  We also talked to our employees about what was important to them as far as amenities and efficiencies.  Check out the past and the future below:

   This is our terminal operations center.  It also houses our bathrooms, showers, maintenance offices, and our tractor and trailer facility.
  Our driver lounge left a lot to be desired.
Our bathrooms and shower areas were tired.
In two weeks your new, modern facility will be open for use. 

 Our facility will match the wonderful people who support our business in Southern California.
 The tube television propped up by the vending machines is now retired.  Welcome to the 21st century with a flat screen gracing our walls. 
Our vending area will be a source of nourishment and pride!
 
 
 

Wednesday, July 29, 2015

Still Don't Believe In Chatter?

We now have a tool to increase the communication from our drivers.  How cool is it for us to be able to receive information about our equipment, customers, and other areas for improvement?

I Scream, You Scream, We All Scream For Ice Cream!

It is hot here in Northwest Arkansas this week.  To bring relief to our valuable Truckload employees we delivered an ice cream bar at 2:00 today.  Kristi Tosh and Katie Reeves helped scoop the ice cream and organized the entire event.  Thank You Ladies!
 

Jesse Is In The House

We had a special guest visit us in Lowell, Arkansas today.  We asked Jesse Thompson, one of our Independent Contractors, to help produce a modern video for recruitment purposes.  Jesse was originally a Lease Purchase driver who purchased his tractor.  He has some great ideas around revenue generation.  He is also a wonderful recruiter for us in the IC group.  He also values his relationship with his Fleet Manager Mark Brissey.  He also loves the shop facilities in Lowell, Arkansas and North Little Rock, Arkansas.  Jesse is a pleasure to be around and we are lucky to have such a great contractor helping small business women and men that dream of owning their own truck. 
 
  

North Little Rock-The Areas for Improvement

 Our team removed the old laundry detergent point of sale and replaced it with FREE detergent from Sam's Wholesale.  If we offer free washers and dryers, why charge for detergent?
 This sign is probably pretty old.  It represents another era at J.B Hunt.  It no longer hangs on the walls in the Drivers Lounge and the orientation room.
 This sign has replaced the daily safety message that use to be placed at every facility across the nation.  Do we miss the message that told about our daily safety performance and weather?  Should we use them or remove them?
 Our courtesy car has seen better days.  The vehicle is a classic-a 1998 Ford Taurus.  We received great feedback from Jeff Taylor.  He advised us that this is the #1 complaint at the facility.  The AC no longer works, so we were debating the repair.  No need now---we ordered a replacement vehicle.  
 The missing door panel is a sign of the age of the vehicle.
The roof has seen better days.  NASCAR called and wanted to paint #43 on the doors and roof and use it at a local demolition derby.   

It's All About The Flair


We are proud to be the Official Driving Fleet for the University of Arkansas Men's Football Team.  The truck and trailer is provided by our local Freightliner dealership.  But, we are providing the critical element-two Professional Drivers that will travel with the team to every away game.  We gained permission to add our logo to the tractor and the trailer.  The decal says Powered with Pride and includes our J.B. Hunt scroll logo.  

North Little Rock - The Amenity Checklist - How They Add Up

After spending time in our North Little Rock Terminal, we whipped up our personal amenities checklist.  As you can see, this facility scored very well.  The other items that this facility offers is a B-service downtime average of 5 hours, a Final Mile Cross Dock, and on-site management for Intermodal and Truckload.  

North Little Rock - Professional Driver Feedback

Daryl Gordon has left a new comment on your post "North Little Rock Terminal-The Good":

Everything about this terminal is spot on! I love breaking here. Shop is willing to help and very friendly. Excellent parking.

Do You Agree?



When it comes to recruiting today's driver, many trucking companies are stuck using old advertising and recruiting methods that are quickly losing their effectiveness. Some companies specialize in marketing specifically to the transportation industry. Social media and online marketing is the number one advertising method to gain drivers and owner operators to apply with your company.

Tuesday, July 28, 2015

Wear It With Pride

We have 187 Professional Drivers who have achieved 1, 2 or 3 Million Miles Safe Driving.  How many of them have the appropriate decaling applied to their tractors?  Have you asked your Million Miler if they want this recognition? 

North Little Rock Terminal-The Good

The Good
 Great signage in the hallway.
The best breakroom in the J.B. Hunt terminal system
 A drive thru Truck Wash that is open and available.
 Charging station for all your devices
 Fuel Bay with amenities in every bay


 Free WI-FI



Thursday, July 23, 2015

Chatter Chatter Chatter......Swing Chatter

Got this from one of our Western Network Professional Drivers last night.  William Donovan has really taken to sharing on Chatter!  How cool is this that we can communicate information with each other in this format.  I see great possibilities here. Don't you?




Early/ on time delivery Sports Authority Corvalis OR. Not exactly setup for 53 ft semis. Ps. They do not secure their loads before sealing them up.






 

Wednesday, July 22, 2015

To Chatter Or Not To Chatter?

Not convinced yet that Chatter can be a great tool for sharing of information from our drivers to our folks in Lowell at the home office?  Check this information from William:
 
 
 


North Little Rock - Senior Fleet Manager in the House!

We now have a Sr. Fleet Manager on-site in North Little Rock.  Jade Jones has moved in and is making an impact.  Here is a  of a small taste of what we can expect from Jade:

If you have driver at the AY terminal let them know we have mini sandwiches in the break room they are welcome to FCFS

Thanks, Jade Jones | SR Fleet Manager | North Little Rock, AR
 501.945.8644 (O) | 501.258.7302 (C)

How to Make Our Truckload Business Feel Like A Small Business

Large companies tend to create an environment that places an emphasis on results rather than positivity, friendship and employee recognition. Small companies often create an atmosphere that fosters camaraderie and ensures that everyone is involved in business decisions. To keep that small-company feel when your company expands, create a strong relationship with employees and help them feel that they’re important to the company.

Step 1
 
Communicate with employees daily. Large companies tend to have so many objectives and goals that they forget to focus on the employees. Instruct managers and supervisors to communicate with employees on a personal level by talking to them each day. Talking about the weather or how the employee’s life is going makes a big difference in making the company feel more like a tight-knit group of family members rather than a group of strangers.
 
Step 2
 
Implement a system so that employees can easily voice their concerns and ideas. Large companies sometimes make it difficult for employees to talk about what’s on their minds to anyone other than their coworkers. Avoid making employees fill out five forms just to address a concern they have about a hostile environment; streamline everything so that employee ideas and concerns are heard immediately. Institute an open-door policy and instruct managers and supervisors to immediately act on concerns employees may have.
 
Step 3
 
Conduct regular meetings with employees and ask them to propose new ideas and solutions to problems. Large companies that retain a small-company feel do so by giving their employees a purpose. Involving your employees in company decisions makes them feel as if they’re part of a team working together.
 
Step 4
 
Infuse the workplace with a positive, laid-back attitude. Some large companies reek of corporate culture, where employees are pressed to deliver results and laughing, smiling and positivity are drowned out by pressure and negativity.
 
Step 5
 
Provide regular incentives. Rather than only rewarding employees with promotions or raises every few months, offer more frequent incentives, such as gift cards and free products. Show employees that you appreciate their work.

Why People Leave?



In a recent study, there were five reasons identified as to why people will leave a job. Here they are in the order of importance:
  1. They don't feel good about what they do. In other words, they either don't believe in the product or service the company offers, or they don't feel they are making a meaningful contribution to the world. They feel it is just a job and nothing more.
  2. The next reason people will leave a job is because they don't feel important. They look at themselves as just a cog in the wheel. They perceive that what they do at their place of employment really doesn't matter. Dr. Marshall Goldsmith reinforces this concept with his belief that "as leaders, we need to do less criticizing and look for ways to do more praising of our team members performance." As I have always said "praise pays."
  3. The third motive is they don't feel they are growing. Like the saying goes, "When you are green you grow and when you're ripe you rot." At the point of departure from their company, they are feeling like they are going nowhere with the position they are working in and they want out.
  4. The next cause for people to leave to a job is because they don't get the support they need. When requests are made for better equipment or tools to do their job, they are told things like: there is no money in the budget; it is not a priority, or given some other lame excuse. I know of one engineer who wanted to take some additional company paid training that would increase his skill sets and allow him to do his job even more effectively. When he inquired about being allowed to take this training to help him increase his value to his company, he was told he should already have those skills, and if he felt he still needed to acquire them, he should refer to the (outdated) online tutorials. He is now seeking employment elsewhere.
  5. The final reason for a member of your team to leave is they don't feel they are getting paid enough. Are you surprised this is last on the list? You shouldn't be. It has been this way since the beginning of people being paid to do a job. This doesn't mean that there will not be people who use that as the only reason for parting ways with your company, but for the most part, it is the factor that is usually of lesser importance than those mentioned above.
So, in order to lead your company and to produce the profitable results you are seeking, make it a priority to understand your people. Be a transactional leader. But more importantly, be a transformational leader. Doing so will build your people, and in turn they will build a successful company.

Kimberly Clark Doing Their Part-Facility Upgrades for Driver's Benefit


Kimberly-Clark Corp. KMB -0.40 % , maker of Scott toilet paper, has a plan to reduce potential headaches from a nationwide trucker shortage: more bathroom breaks for drivers.
The American Trucking Association estimates the industry needs another 35,000 to 40,000 drivers to keep up with demand. When drivers are scarce, shippers get hit with increasing transportation costs and delays.
To ensure it gets its pick of drivers, Kimberly-Clark is upgrading more than 20 distribution centers, including better-maintained restrooms and rest areas to serve the hundreds of drivers who pass through every day, said Scott DeGroot, the company’s vice president of transportation.


The goal: to make the company’s loading areas attractive to trucking carriers. That way they won’t skip Kimberley-Clark, which also makes Huggies diapers and Kleenex tissues, when they don’t have enough drivers to make all their contracted stops. When that happens, the company must turn to the spot freight market, where trucks can be hired on-demand but at volatile prices, Mr. DeGroot said.

“Thousands of shipments aren’t moving...because of the lack of qualified drivers in the marketplace,” Mr. DeGroot said. “We have to overcome this driver shortage.”

 
Mr. DeGroot said Kimberly-Clark’s executives have stepped up efforts in the last two years to train people in their distribution centers to be more aware of the driver’s experience. Previously, the company’s distribution centers sometimes only had portable restrooms available to drivers, and they weren’t always well kept, he said. The company’s rest areas now also have chairs, tables, water fountains and snack machines. The company tries to minimize load times and the number of miles it asks drivers to go so they can spend less time away from home.

Restrooms are among the top complaints of drivers, who are sometimes barred from using these facilities in loading areas even after 10 hours on the road. Drivers, who like to be able plan their shifts so as not to be stranded far from home, also complain that some companies leave them waiting in line for hours, said Gail Rutkowski, executive director of the National Shippers Transportation Council.
“They’re treated like second class citizens,” she said, adding that with the driver shortage shippers are catering more to truckers’ needs.
“The shift in shipper attitude is new, it’s still emerging as shippers are realizing this driver shortage is actually happening now,” Ms. Rutkowski said.
Meanwhile, Kimberly-Clark is also urging customers to make similar improvements in their unloading areas, because earning a bad reputation among drivers can leave a shipper stuck when demand surpasses supply.
“Truck drivers I think many times are mistreated,” Mr. DeGroot said. “We want to make sure that doesn’t happen on our sites ... We’re about 70% there.”

Tuesday, July 21, 2015

2nd Time is a Charm

 
Tonight we hosted our 2nd Driver Briefing.  We used a new form of technology to host the webcast and it worked very well.  Our telecommunications team of Joey Jones, Sean Pasay, and Julie Darrell provided a wonderful platform for our drivers to access this information on their smartphones, tablets, or desktop.  We also had the ability for a driver to call in and listen to the audio.  The best part of the functionality of the tool is that the call was recorded for all our drivers who were busy servicing our customers.

 Heather Wright and Brad Garrard gave great insight to our trailer issues, service demands, and new technology our drivers can expect from Truckload.  Shelley was a wonderful facilitator of our intimate gathering of Truckload employees.  But, the hit of the show was our Professional Drivers!  We had great questions and feedback that will make us better.  Here is a sneak peek of our immediate reaction from our folks:

I want to be a tester for the CAT Scale app!...................Rodney Collins   COLR11

Nicely done tonight......Kim Kaffka 
 
 
I watched the webcast.  It was awesome.  You guys did great.........Andrew Riddles DCS Pricing
 
 
Thank you for the corporate connection.  I'm a new driver without OTR experience to compare other companies to from a pro/con perspective.  However, I have grown frustrated at many issues.  Many of my issues have been brought to your attention and others I am confident in your concern and ability for change .  Time is everyone's priority and values....Eric Young....YOUE0
 
 
My name is Ken.  I am currently an IM Fleet Manager, but I am also a former driver.  I am very happy that you are discussing scale tickets.  I am very glad we are working on a solution to this problem since we have similar issues in IM.
 
 
Just listened to the meeting, but didn't get to say this is a good company......Paul Lojewski  LOJP
 
 
Canned message #12 doesn't have any format for reporting where a bad trailer is such as name and address and what is wrong with the unit.  We just want to report it and make sure you know where it is so it can be repaired....Carl Forney..FORC15. 
 
 
Forgot to mention on the call.  Many P & G facilities have their own scales on site.  Having an open account at these sites would be beneficial. 
 
 
Need direction regarding lack of mechanic info and inspection data on our new trailers.  Night and Weekend staff also needs access to this history..........Todd Harris
 
 
Miles and Eta's.........Leon Palmer
 
 
Money.........Pamela Shrout-Wente
 
 
 
   

Monday, July 20, 2015

Get Ready! Call our Hotline at 844-588-8785 for the latest!


 
We want to send out a quick reminder to all our drivers and staff concerning our 2nd quarter Truckload briefing.  We will be conducting this briefing tomorrow, or Tuesday, July 21st at 6:30 PM central time.  Our goal with these briefings is to educate our team on the financial results of the company and the truckload business unit.  We also want to make sure all our teammates know what improvements we are working on to make the experience better for our customers and our driving professionals.  Finally, we will recognize some of the fantastic achievements of our employees, contractors, and carriers.

You can take part in the webcast using your smartphone, laptop, or desktop and signing into your account on  my.jbhunt.com.  If you want to listen only, you can simply call into 888-876-9864.
We had over 400 participants during our last briefing and expect to have a very good turnout tomorrow.  As always, you can reach me via survey at jopr1862, email me at steve_rogers@jbhunt.com, or text or call at 479-236-7849.

Thursday, July 16, 2015

To put to use, especially to make profitable of effective use of an asset.


Do we care about utilization on our floor?  See for yourself:
 
 
Comments say we flat ran out of freight in VA/RL/SU Markets yesterday by 1300. This driver completed his last assignment yesterday at 1223. He is preplanned on a load that picks up today at 1200 ( need to try to get it early!)..it is only 206 miles and shows to deliver tomorrow. However it appears we can deliver as soon as we can get there.

Here is where we need to get after it:  you need to get this guy rolling asap, get a good tight ETA on him for the earliest possible time he can get there! Hopefully this evening! Lets get another assignment on him ASAP based on our good ETA! This is a really short load after a long wait. However, if we execute we may just be able to do something good. (Am I seeing this wrong?)

Lets get him going with a good ETA. Lets see if we can make up for a little lost time.

 
 

Think Big......and Carry A Big Stick

Some folks talk a big game.  Others deliver the goods.  Check out a note we saw from Operations Manager Mike Agnew at 11:15 PM tonight.  I love the energy and the creative thinking to help fill our trucks and build relationships.  Oh yeah, he is thinking about service too-read the bottom concerning Boston Beer loads!  Mike doesn't like the limelight.  He is not a "look at me type of guy."  But we all could benefit from this enthusiasm.  Read below:

Tomorrow I say we bring in breakfast and go on a pipeline welcoming blitz. I will show you all where I am getting the information I used last week to try and get the SEA show rate up this week (if you don't know already). We can split up the workload evenly. We can identify two FM's from each region that can multitask. We will then delegate the drivers that everyone will contact. When I suggest "everyone" I think we as leaders have just as many to contact as the FM's do if not more. We need to coach FM's on what to say. I made it clear to the drivers last week that I was an operator and not a recruiter. I answered questions, concerns, dispelled rumors, or cleared up what I thought to be inaccurate information given to them by CDP, but I didn't make it sound grim as if we couldn't get the results they needed. I made sure to tell them what to expect for real and closed by giving them my contact info so they could get in touch with me if things weren't going as "I" said they should expect.

We also did the same exercise on our unassigned drivers (including Leave Of Absence drivers). We cleared two drivers that were on LOA this week just by calling. We have another that is headed to the doctor tomorrow to get cleared. In addition we got 4 drivers back to work that were unassigned and MIA.

As a result of all of the above we went from 26 open trucks to 8 open trucks in about 10 days. Our utilization has improved by 7 miles this week. We aren't even close to being where I would like us to be, but I am not satisfied until it is.

 
And just so you know.....We show to be good on the delivery of the 4 loads shown below as of now.
 


 
EX26522
EX26402
EX26866
EX26345

Wednesday, July 15, 2015

Industry News-Turnover

Truck driver turnover for larger fleets declined 12% in the first quarter of 2015, falling to its lowest annualized rate in four years, according to the American Trucking Association.  Fleets with more than $30 million in annual revenue saw an annualized rate of about 84% in the first quarter, marking the first time it has been below 90 percent since 2011.  The turnover rate for smaller fleets-companies with less than $30 million in revenue-also declined 12 percent to 83%.

 

Sunday, July 12, 2015

Driver Feedback-Facilities

You discuss improving facilities. Here are some thoughts. The biggest problem with some of our yards is that they are way too small. Look at them on the weekend sometime, when they're full of dropped loads. Memphis is especially bad. I've been there on weekends when drivers who came in for fuel literally had to back up from the fuel pumps through the yard and out the driveway onto the street because there was not even room to turn around after having entered.

For a model of a great yard from the drivers' viewpoint, loom at North Little Rock. It's never full, the coffee and the laundry is free, and the break room is more like a living room than a cafeteria, with comfortable sofas, coffee tables, etc.

The notes tab on NaviGo has notes on facilities available at our yards. A useful addition would be a note on the hours when the shop is open, and when the break room is open.

Are Teen Truckers Next?






Parents may hesitate to hand teens the keys to the family car, but Congress is proposing to allow drivers as young as 18 to get behind the wheel of big rigs on the nation's interstates.

Federal regulations currently require drivers be at least 21 before they can drive commercial trucks across state lines, but a bill introduced this week by Republican senators would allow contiguous states that join together in "compacts" to drop the age threshold to 18 for interstate trips. There is no limit on the number of states that could join the compacts.

After four years, the Transportation secretary is supposed to report to Congress on whether teens have "an equivalent level of safety" in comparison with older truckers.

In 2013, all drivers ages 18-20 had a fatal crash involvement rate, per 100,000 licensed drivers, that was 66 percent higher than drivers who were age 21 years or older, according to the Transportation Department's Fatality Analysis Reporting System, although the total number of crash deaths among teens has been declining since 2002.

The change was sought by the trucking industry to help address a shortage of truck drivers. The American Trucking Associations estimates that the current shortage of drivers is roughly 35,000 to 40,000, but because of retirements and individuals leaving the industry, trucking companies will need to recruit nearly 100,000 new drivers a year over the next decade to keep pace with the country's freight needs.

But Jackie Gillan, president of Advocates for Highway and Auto Safety, said allowing teens to drive trucks weighing as much as 80,000 pounds and to work as many as 82 hours a week, as is permitted in the truck industry, is a "catastrophe waiting to happen."

"The combination of inexperience, high-risk driving and large trucks can cause unbelievable devastation," she said.

Dave Osiecki, chief of advocacy for trucking associations, said states already allow teens to drive commercial trucks unlimited miles within their borders. For example, it makes no sense to allow a teen truck driver to drive hundreds of miles from one end to the other of a state like Virginia, but prohibit the same driver from crossing the Potomac River into Washington, he said.

"We absolutely support" lowering the age limit, he said. "It would be good for our industry, it would be good for commerce, it would be good for the economy."

Legislation to allow states to lower the age for a commercial, interstate license to 18 was first introduced by Sen. Deb Fischer, R-Neb., and was incorporated into a larger transportation bill introduced this week by Senate Commerce Committee Chairman John Thune, R-S.D., Sen. Jerry Moran, R-Kan., and Fischer.

The bill would restrict teen truckers from hauling hazardous materials or operating "special configurations," which are generally defined as oversized or overweight loads. States and the U.S. Department of Transportation would also be allowed impose other restrictions if they wish.
States wouldn't be obligated to join the compacts, but Gillan said she expects state officials would be under pressure from trucking industry to do so.

To obtain an interstate commercial driver's license, drivers must pass a written knowledge test and a driving skills test administered by a state motor vehicles department. But there is no requirement that drivers first receive on the road training or attend a training school, Gillan said.

Labor unions have said the driver shortage could be eliminated by raising truckers' wages and improving working conditions.

A decade ago the Bush administration looked at lowering the commercial truck driving age to 18, but ultimately decided against doing that because the public comments the government received were overwhelmingly against the idea.

Relocation of Syracuse, NY Facility

 
RELOCATION OF THE SYRACUSE, NY TERMINAL
 


As of July 10th, the Syracuse, NY Terminal will be relocating. The Terminal will re-open on July 17th at 2801 Court Street, Syracuse, NY 13208-3238. Shop hours will be the same as they are currently: Open 7 days a week 06:00 - 16:30.
 
Our former terminal in Syracuse is pictured below:
 


Unproductive Load Pointed Out by Driver and his Wife


We received this note from our driver's wife:

You have me picking up load at 10:00 am Monday morning.  I will drive to the shipper Sunday night.  The load is less than a 7 hour drive . It does not deliver till Tuesday night at 19:00 to the final customer.   I will be more than 24 hrs early.  I did not want to cause a problem by turning it down so I hope delivery can be changed to a drop at the customer. If not I will be sitting for more than 24 hours.

Thank You

=================================================================

Here was our solution by our night team:


Appointment moved up on delivery to 7/14 0600


Nights and Weekends Attaboy!

Larry Varner has been a HUGE help to me at night. With this new bid and EOQ/EOM I'm working a lot of nights, and not sure what I'd do without him right now. Just wanted to pass that along.


Thanks, Lauren Pickens | Account Development Manager | Corporate-Lowell 3SW



Thursday, July 9, 2015

To Put It Into Context-Popsicle Day-July 10th

As we celebrate Popsicle day this Friday, think about the origin of the treat.  Here is the short story regarding the invention of this treat:

In 1905, eleven-year-old Frank Epperson left a cup filled with powdered soda, water, and a stirring stick on his San Francisco porch. That night, low temperatures caused the mixture to freeze — and a summertime staple was born. Today, two billion Popsicles are sold every year.

Chatter Is Here--West Network Drivers


We have started our West Network group on Salesforce Chatter.  This will be our first driver group to ever join Chatter.  Our initial group will begin with 25 drivers.  We expect to roll this across our Western Network first.   Eventually we are prepared to support our entire Truckload driving professionals.   Meaghan Moore has been key to our initial roll-out.