national transportation center

EVENT: OPEN HOUSEDATE: DECEMBER 11TH, 2015

TIME: 0900 - 1500 HOURSLOCATION: NTC CAMPUS SITE, CLAYTON, IN

(A short presentation will be given at 10:00AM)

7143 S County Road 675 E Clayton, IN 46118

RSVP VIA Email

A VISION FOR THE FUTURE OF AN INDUSTRY “TRANSPORTATION”

NATIONAL TRANSPORTATION

CENTERCLAYTON, IN

National Transportation Center

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Table of Contents

Table of ContentsSECTION I - An Overview of Development

Page 3: An Industry in TransitionPage 4: NTC and WWC Collaboration

Page 5: Overview of NTC Area LocationPage 6: Site Map and Details

Page 7: Campus & Work Center Rendering (revised 09/15/15)Page 8: Aerial View of Campus Center and Patriots Village Site

Page 9: Aerial View of Work CenterPage 10: Work Center Rendering

Page 11: Classroom RenderingsPage 12: View of Patriots Village Rendering

SECTION II - Training For One and AllPage 13: An Overview of Training at NTC

Page 14: TMC Office On Campus - Training the TrainerPage 15: Campus Population by Month

Page 16: Recruiting at NTCPage 17: Apprenticeships & Scholarships

Page 18: Instructor Policies and RecruitingPage 19: Day One Orientation Day

Section III: Basic Training Schedule of Classes0: Basic Training Courses on Class 7 & 8 Tractors

Page 21: Basic Training Courses on Class 4 - 6 VehiclesPage 22: Basic Training in Tire and Wheel Technology

Page 23: Basic Training in Trailer TechnologyPage 24: Basic Training in Refrigeration Technology

Section IV: Driver Training AcademyPage 25: About our Driver’s Training Academy

Page 26: Basic Skills in Driver’s Training Acquiring A CDL LicensePage 27: Advanced Driver Training Skills

Page 28: Request for Instructional Services or TrainingPage 29: Product Training & Instructional Services OfferingsSECTION V - Campus and Scholarship Building ProgramsPage 30: Industry Scholarship Drive and “Honor our Hero’s” Brick Campaign

Page 31: Building Our Campus “One Brick at a Time”

Page 32: Build a Wall Campaign

Page 33: Construction of a wall details

APPENDIX

Article: Veterans Population Map - 2015Article: Why Hire Veterans ?

Article: Logistical Movements of Freight NationallyArticle: Regional Employment Demand within Transportation

Article: Highest States in Demand for Transportation EmploymentArticle: Truckers Are Struggling to Recruit Young Technicians, Mechanics

Article: Challenges of the Truck Driving CareerArticle: FedEx, SuperTech Championship and the Need for Technicians

Article: Hiring Our Heroes – A Great Match for TruckingArticle: Supporting our Veteran Companions (Canines)

National Transportation Center Skills Training, Certification & Workforce Development

Current Conditions • Shortages of qualified personnel. • Aging Workforce. • Recruitment of replacement personnel

ineffective or does not exist. • Training new industry members is limited and

expensive. • New Technology fast tracked into the industry

without supporting elements. Shortages of qualified personnel include:

• Truck Drivers

• Diesel Mechanics

• Trailer Mechanics

• Refrigeration Mechanics

• Operations

• Warehousing

• Logistical Management

Current Industry Trends Industry in Transition

3

Scope: Originating the 1st centralized transportation industry educational training and employment center. Why: Our industry in need of 1,000’s of qualified workers to fill current and future positions. We are an industry in need of reinvesting in the youth of today to be able to continue this industries lifeline. If we do not effectively recruit and retain within our industry: We will affect a major event in the support of our national security and it’s ability to protect our existing way of life. Industries being effected / served: Trucking, Air Freight, Manufacturer’s, Railroads, Ship Lines, Warehousing Facilities and Logistical Industries. Bringing a new lifeline of industry membership with comprehensive education is a must. Our returning military personnel and individuals currently looking at transportation as an employing service industry is but one means to revitalize our industry. Collaboration with “The Wounded Warrior Corps” offers returning veterans and ex military veterans a path to education and employment into the industry. Where: Will be centrally located in Indianapolis, IN where trucking, rail services, warehousing, airfreight and logistics have created a national and international hub.

When: Opening within 12 – 18 months from now.


National Transportation Center Wounded Warrior CorpsWorkforce Development Fundraising Management ServicesCertification Training Institute for Veterans and Military Families (IVMF)Hands On Work Experience Training AmericaServesVeterans Outreach Project for Veterans Training Military Community Connections

Industry Internships and Scholarships Department of Labor: Veterans Affairs CollaborationTransportation Industry Vocational Training Veterans Rehabilitation ServicesFleet Work Servicing & Repairs Family CounselingManufacturers Retraining & Updates Services Financial Counseling ServicesDealer Training Services and Updates Housing Support ServicesRebuilders Service Center Civilian Reemployment ServicesR & D Cooperative Services Educational Benefits ServicesOEM Ventures Additional Partnerships and Collaborations

American College of the Building ArtsColonial Williamsburg Brick CompanyNavy Seal Dog Foundation

National Transportation Center Objectives and Goals

The National Transportation Center (NTC) was founded to support the transportation industry’s critical and long term training and workforce retention. NTC is a combined “Classroom” Training Center and “Real Work Experience” Training Center. The NTC will focus on meeting the current critical needs of our industry recruitment and training of personnel and help develop the long term goals of training and retention within the transportation industry.

Trucking’s Immediate Needs: Building a pathway for Military veterans transitioning from active duty. The NTC is focused on mobilizing veterans with the goal of quickly refortifying the U.S. transportation industry and establishing a national model for partnerships between all interests targeting workforce development and sustainment, while at the same time providing comprehensive support to our veterans and their families.

Development of Future Workforce: Develop, cultivate and retain today’s youth interested in pursuing employment in the transportation industry. Providing the financial means for training and retention via scholarships and internship programs.

4

Partnerships Serving Transportation


Aerial View of NTC Campus and Surrounding Area

NTC Campus Location

Plainfield, IN

Indianapolis Airport

5


WORK CENTER DETAILSLand Size: 69.368 Acres 3,005,640 Square Feet Location: Clayton, IN on Hwy 39 4 miles from I-70 # of Buildings: 7 Total (2) Inspection Station units with 2 bays (1) Primary Shop with 16 Drive thru bays, Parts Counter, Work Center offices above (1) Primary Classroom Work Center (2) Secondary Shops with 12 doors each (1) Primary Parts Warehouse (1) Primary Recycle Warehouse (4) Parking areas for staff and visitors (Qty) Parking area spaces for equipment parking and storage

CAMPUS CENTER DETAILSLand Size: 127.112 Acres 5,536,998 Square Feet Includes 3.16 Patriots Village acreage # of Buildings: 66 at full development Primary Office Building for NTC Veterans Rehabilitation Center Cracker Barrel & Starbucks Coffee House Clothing and Uniform Store (12) Student Housing Facilities (40) Training Classrooms

PATRIOTS VILLAGELand Size: 3.16 Acres+ 80 Room Hotel Chapel Cooks House BBQ Pit Amphitheater Outdoor Eating Area Micro Brewery / Tavern

Campus Location and Overview of Development

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7

Revised 09/15/15

8.21.2015 8

nationaltransportation

t r a i n i n g c e n t e r

Conceptual Master Plan1. Vehicle Work Center

2. Patriots’ Village

3. Chapel

4. Hostel

5. Coffee House & General Store

6. Veterans’ Square

7. Veterans’ Boulevard

8. Admissions Admin. Office

9. Vehicle Training classrooms

10. Dining

11. Housing

12. Parking

13. Community Center

14. Long term Housing Quad

15. Running Trail

16. Retention Pond

17. Bioswales/Raingardens

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14

15

16

17

13

1

2

3

4

5

6

7

8

9

9 9

11

11

11

10

Green Area

Future Development

Navy Seal Companion

Training Center


Campus Site

Patriots Village Site

8

Aerial View of National Transportation CenterCampus Center and Patriots Village


9

Aerial View of National Transportation CenterWork Center

Work Center Site


Tool sponsors for students in training

Recycle

Working Bays

ELITE 5S DESIGNED WORK CENTERLand Size: 69.369Location: Clayton, IN# of Buildings at full development:(2) 2 Bay Inspection StationsPrimary Shop with 16 bays, Parts Room, Offices UpstairsTraining Center with (8) classrooms ground levelUpstairs with (4) classrooms; Break room below

(2 - 4) Tool Manufacturers Showrooms(2) Bays: TBD

(1) Parts Center(1) Recycle Center(1) Decal and Paint Shop(1) Wash Bay and R & D Shop (Subject to change)

Veterans Blvd

Working BaysWorking Bays

Working Bays

Classrooms UpstairsBreak Room Below

Offices Upstairs

Inspection Bays

Parts Center

Paint & Decal

R & D

10

Work Center Rendering


National Transportation Center

(4) Training Classrooms per Module

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12


National Transportation Center Patriots Village

Training Goals and Objectives An Overview

National Transportation Center Establishes Certification Training & Goals with Industry Members“TRUCKING” : Will be a primary focus at the beginning“RAIL”, “OCEAN & SEAPORT”, “AIRCRAFT AND AIRFREIGHT” and “LOGISTIC’S AND WAREHOUSING” will get integrated into the training program. Specific training will be defined by areas of need as defined by industry members and training curriculums will be created to insure meeting those needs of the industry.

Classroom Training: To be offered to all individuals interested in pursuing a career in the transportation industry. Offered also to industry members requiring training updates for product knowledge and service performance.

Work Experience Training: A Value Added Development ProgramOffered in conjunction with classroom training. Collaborated training via our Work Center; OJT Training; and or Apprenticeship Training. Real “Hands On” experience training benefits each student as well as future employers.

General Areas of Training: “TRUCKING”Transportation Management Principles Accounting for Transportation Document Management Human Resources and Recruiting Dispatch and Operations Support Safety Management & Principles Logistics & Transportation: All Modes of Transportation Equipment Maintenance & Shop Management Principles Driver Training & Performance

13


TMC Organizational Details Comprised of a broad collection of experienced fleets, equipment suppliers and service providers, ATA’s Technology & Maintenance Council (TMC) is the only industry association that is focused solely on truck technology and maintenance. Using their real world experience, members work together to create the industry’s best practices in truck technology and maintenance to help improve trucking equipment and transportation efficiencies throughout North America.

!

On CampusTraining the Trainer

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Enrollment by MonthJanuary

2016February

2016March 2016

April 2016

May 2016

June 2016

July 2016

August 2016

September 2016

October 2016

November 2016

December 2016

Total Student

s0 0 0 0 0 75 75 75 75 150 150 150 750

January 2017

February 2017

March 2017

April 2017

May 2017

June 2017

July 2017

August 2017

September 2017

October 2017

November 2017

December 2017

Total Student

s225 225 225 300 300 300 375 375 375 450 450 450 4050

January 2018

February 2018

March 2018

April 2018

May 2018

June 2018

July 2018

August 2018

September 2018

October 2018

November 2018

December 2018

Total Student

s525 525 525 600 600 600 675 675 675 750 750 750 7650

January 2019

February 2019

March 2019

April 2019

May 2019

June 2019

July 2019

August 2019

September 2019

October 2019

November 2019

December 2019

Total Student

s825 825 825 900 900 900 900 900 900 900 900 900 10575

January 2020

February 2020

March 2020

April 2020

May 2020

June 2020

July 2020

August 2020

September 2020

October 2020

November 2020

December 2020

Total Student

s900 900 900 900 900 900 900 900 900 900 900 900 10800

Expected growth of campus based upon living quarters being completed each quarter

15


Recruiting at the National Transportation Center

Monthly job fairs are held at the NTC campus as well as special events to allow employers the opportunity to meet the NTC staff and future graduates. Check our website for job faire events, dates and times.

Interview current graduating students and visit with future graduates. If you have identified a graduating student and wish to have additional interviews after graduation or wish to set up a 2nd interview while at the campus, then advise the student of interest to hire and advise our Job’s Faire coordinator also of your desires.

The “Job Offer” Advise graduate or student of offer and ask to initiate an “Offer to Hire” form and advise NTC staff of action. Offers to hire are available at the NTC offices. Complete the form and then schedule a visit with our staff recruiters to finalize the offer.

Fees due NTC: Fees associated in hiring our graduates:

(1) Driver Hiring Fees: a. A 10% of salary offered on the “Offer to Hire” is due and payable within 60 days or less upon employer doing a final qualification

and decides employee will become a permanent member of the company; b. If employer identifies deficiencies and wishes to have student return to retrain and re-qualify, then the student and staff at NTC

will be notified of pending action and submit forms stating such deficiencies and upon successful retraining and a retest by employer, the graduating student will be hired on a permanent basis.

c. If student does not meet the qualifications on the 2nd attempt, the employer has the right to cancel the “Offer to Hire” and will notify the NTC and student of such actions. Again the deficiencies must be stated in writing and given to both the student and NTC.

(2) Mechanical Technicians Fees: a. A 15% of salary offered on the “Offer to Hire” is due and payable within 60 days or less upon employer doing a final qualification

and decides employee will become a permanent employee of the company; b. If employer identifies deficiencies and wishes to have student return to retrain and re-qualify, then the student and staff at NTC

will be notified of pending action and submit forms stating such deficiencies and upon successful retraining and a retest by employer, the graduating student will be hired on a permanent basis.

c. If student does not meet the qualifications on the 2nd attempt, the employer has the right to cancel the “Offer to Hire” and will notify the NTC and student of such actions. Again the deficiencies must be stated in writing and given to both the student and NTC Training Services Department.

(3) All other training program fees to be defined as developed.

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Scholarships & Internships: A New Adventure in Youth Courtship

Offer local youth in your community scholarships to the National Transportation Center.

Help with Basic Training costs and then identify advanced course work for students.

Create Summer Internship Training Programs. Get them involved early in our industry.

Create curriculums for recipients to attend in advance.

“Make a Veterans Brick”DONATE TO YOUR SCHOLARSHIP FUND

ASK US HOW

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National Transportation Center Instructor Policy

NTCInstructors:NTCinstructorsarecer1fiedtrainersemployedfull1meandoverseealltrainingprograms.

NonNTCInstructors:• Theyarefromfleetsormanufacturer’sorganiza1ons.• Industryinstructor’sarecer1fiedbyNTCManagementandBoardof

Directors.• Instructorsarepaidforeachcoursetaught.Contactusfordetails.• Instructorsareprovidedlodgingatthecampuswhileinstruc1ng.

Instructor’s wanted in the following areas

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Campus Orientation Day / Overview of The Industry

CourseNameCampusHours Campus

DaysCampusCredit

WorkCenterHours

WorkCenterDays

WorkCenterCredits

NoneTrainingDays

TotalCredits

Instructor

Today's Industry: An Overview Instructor’s Profile

Industry Employment Opportunities

Wages, Salaries and Benefits in Industry

Basic Truck Technology

Basic Trailer Technology

Introduction to Mechanics

Introduction to Dispatching and Operations

Introduction to Warehousing and Logistics

Trucks & Trailers: Then and Now

Truck Types and Use

Trailer Types and Use

Manufacturers Tours

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Basic Training: Class 7 - 8 Tractors

Course NameCampus Hours

Campus Days

Campus Credit

Work Center Hours

Work Center Days

Work Center Credits

Non Training

Days

Total Credits Instructor

Advanced Schematics Reading

Damage Estimating and Costs

Engine Diagnostics: Mechanical

Engine Diagnostics: Electrical

Cab and Chassis: Electrical Diagnostics

Wiring Harnesses: Inspecting and Replacing Techniques

Exhaust Systems Diagnostics

Driveline Diagnostics

Transmission Diagnostics

Suspension Diagnostics, Alignments

Fuel Systems

Hydraulic Systems

PSI Systems, Tire & Wheel Technology

Body Types, Installations and Use

Parts Control and Ordering Systems

Work Orders and Paperwork Details

Tools of the Trade

20


Basic Training: Class 4 - 6 Trucks

CourseNameCampusHours

CampusDays

CampusCredit

WorkCenterHours

WorkCenterDays

WorkCenterCredits

NonTrainingDays

TotalCredits

Instructor





Cab and Chassis: Electrical DiagnosticsWiring Harnesses: Inspecting and Replacing Techniques

Exhaust Systems Diagnostics

Driveline Diagnostics

Transmission Diagnostics

Suspension Diagnostics, Alignments

Fuel Systems (DEF vs ?)

Hydraulic Systems


Body Types, Installations and Use



Tools of the Trade

21


Basic Training: Tire and Wheel Technology Training

CourseName

CampusHours

CampusDays

CampusCredit

WorkCenterHours

WorkCenterDays

WorkCenterCredits

NoneTrainingDays

TotalCredits Instructor

Pre- and post-trip inspection guidelines

Why tire inflation is importantThe effects of speed, load and improper inflation

When tires should be rotated

How to select a tire and wheel service provider

The benefits of retreads

What to look for in a quality repair

How to use tire chains

Why wheel lug nut torque is important

How to clean, polish and refinish wheels

The consequences of mismatched duals

Total vehicle alignment

22


Basic Training: Trailer Technology

CourseNameCampusHours

CampusDays

CampusCredits

WorkCenterHours

WorkCenterDays

WorkCenterCredits

NonTrainingDays TotalCredits



Brake Systems

Suspensions

Electrical Systems

Hydraulic Systems

Multi Axle Systems

Installation of Railgates and Tuckaways


Repair and Replacement of Side Rails and Walls

Replacement of Roofs and Bows

Shortening and Extending Trailers

Conversion and Installation of Doors

GPS Technology: Trailer Tracking Systems



Tools of the Trade

23


Basic Training: Refrigeration Technology

CourseName

CampusHours

CampusDays

CampusCredits

WorkCenterHours

WorkCenterDays

WorkCenterCredits

NonTrainingDays TotalCredits


Defining Refrigeration Systems for Industry



Exhaust Systems

Fuel Systems from tank to exhaust

Installation of Refrigeration Systems


GPS Technology: Temp Control Tracking Systems



Tools of the Trade

Value Added Training Classes

Refrigeration on Highway Trailers

Refrigeration on Containers

Refrigeration on Rail Cars

Warehouse Refrigeration Systems

24


Instructors:

Advisors to Community Colleges for Driver Training (NTC Certification Training Program)• Train and develop community college training centers• Curriculum Installations and training at campuses.• Regional oversight by NTC staff

ATA Truck Driving Championship Program Create and develop ATA Truck Driving Championship program to be held at NTC campus beginning 2017.

• Classify competition events• Add events (Heavy Haul and Flatbed competition)• Add Other events

Advanced Training on Equipment Types• Doubles and Triples Training• Refrigerated Trailers • Basic Reefer Course Required• Flatbeds: Loading and Securing Loads, Techniques• Tankers and Pneumatics• Chassis’s and Container • Lowboys and Heavy Haul Equipment• Types of Equipment and securing loads• Distribution of Loads by equipment type• Auto Carriers• Loading and Unloading Vehicles

Truck Driving Academy Details

25


Truck Driving Academy: Basic Skills Training

Course NameCampusHours

CampusDays

CampusCredit

WorkCenterHours

WorkCenterDays

WorkCenterCredits

NoneTrainingDays

TotalCredits

Instructor

Introduction to Driver Training

Trucks & Trailers: Then and Now

Truck Types and Use

Trailer Types and Use

DOT Inspections and Writeups

PreTrip Inspections / Post Trip Inspections

* Requires completion of DOT Physical Exam and Drug Test prior to start of class.

26


Driving Academy Advanced Truck Driving Skills

Course NameCampus Hours

Campus Days

Campus Credit

Work Center Hours

Work Center Days

Work Center Credits

None Training

DaysTotal

Credits Instructor

Doubles & Triples Skills

Refrigerated Trailer* Skills

Flatbed Loading, Unloading, Tarping Skills

Tankers & Pneumatics Skills

Lowboys & Heavy Haul Skills

Chassis & Container Skills

Auto Carrier Skills

*RequiresBasicReeferCourseComple?on

ValueAddedCourses:• JJKeller“Encompass”• Ins1tu1onalTechnologiesProgram• StayMetrics

27


Basic Training Classes are by NTC or by designated representatives approved by NTC staff review board for certification of course Classes for Manufacturer specific training will be done by the manufacturer or their designated representative and approved by NTC staff

Request for Instructional Services or TrainingDate of Request

Requested Start Date:

Requested Completion Date:

Potential Name of Course

Classroom Training (Hours)

Work Center Training (Hours)

Brief Description of Course

Instructor Requirements

Requested By:Contact Information:

28


Basic Training Classes are by NTC or by designated representatives approved by NTC staff review board for certification of courseClasses for Manufacturer specific training will be done by the manufacturer or their designated representative and approved by NTC staff

Product Training & Instructional Services OfferingsSponsored By:

Name of Course

Basic or Advanced

Product Supported

Campus Hours

Campus Days

Course Credits

Work Center Hours

Work Center Days

Non Training Days

Total Credits Earned

Instructor’s Name

Instructor’s Profile

Start Date:

Completion Date:

29


Become a Founding Member of NTC Support the NTC & Wounded Warrior Corps $75 Shared

donation “Veterans Brick” with inscription included.

Receive A Plank Certificate with a donation of 20+ brick

Receive an Original Signed Plank made from ancient bald cypress with logo’s of WWC and NTC when you donate 100 or more bricks to

our campaign to build our campus “One Brick at a Time”.

$75

BUILDING OUR CAMPUS “ONE BRICK AT A TIME” “Make A Brick” to honor our Veterans

30

http://digitalbooks.theonlinebookcompany.comVisit the Online Book store:


“Make a Brick” Donate to Our Campus

Construction Fund

“Make a Brick” Honor a Veteran Hero

COOP a“Make a Brick” Event at Your Location “Make a Brick” Build a Commemorative Wall

“Make a Brick” Donate to YOUR Scholarship Fund

31


National Transportation Center Veterans Wall Details

32


A L

A ZA R

C A

C O

F L

G A

I D

I L I N

I A

K S

K Y

L A

M E

MD

M AM I

M N

M S

MO

M T

N EN V

N H

N J

N M

N Y

N C

N D

OH

OK

OR

PAR I

S C

S D

TN

T X

U T

V T

VA

WA

WV

W I

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Alaska Hawaii Puerto Rico29

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100,0

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200,0

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350,0

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550,0

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950,0

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70

Veteran Population by State: Fiscal Year 2015

Source: Department of Veterans Affairs, Office of the Actuary, Veteran Population Projection Model (VetPop), 2014 as of 9/30/2014

´

Prepared by the National Center for Veterans Analysis and Statistics

Guam

33


Why Hire a Veteran Proven Leadership: Veterans were put into leadership roles at early stages of their time in the service. The real world and often battle proven leadership developed in the military is well beyond that of a person in a civilian job.

Mission Focused: Every member of the military is used to working in an environment that is focused on the mission at hand. They are not clock watchers. They are focused on what it takes to be successful in their mission.

Team Players: All members of the military are used to working in a team environment. Some teams are small, others very large, but all members of the team know their individual efforts support the team in reaching the objective.

Work Ethic: The work ethic of veterans is unparalleled due to the need to depend on each other for their lives. Every military person knows that their life and success depends on their team mates. At a time when many employers are concerned that Generation Y candidates are self-absorbed, too Independent, want everything now and expect praise for little or no work, the same age candidates coming from the military are noted for their ability to take orders, manage tasks, lead others, are disciplined team players, technologically savvy, can be educated and are smart! As a result, the work ethic of veterans is vastly stronger than the normal civilian work ethic.

Training and Education: Today’s military veteran has been trained in nearly every occupation imaginable, with a strong emphasis on technology. Most of the training schools of the military that teach technology, leadership, sales, management and operations surpass those available to civilians.

Immediate Contributor: Veterans, through their proven experiences in the military, become valuable contributors from day one of employment. Veterans are used to being challenged, encouraged to demonstrate initiative, think quickly on their feet and give recognition for performance to those who earn it.

Background Checks and Security Clearances: Over 90% of those in the military have had background checks for various levels of security clearances. When you hire a veteran, they are less likely to become a risk to your operation. And if your company requires security clearances, a veteran can save you a great deal of money on special background investigations as a transitioning veteran can be transferred in status.

Government Paid Relocation Assistance: When leaving active duty, veterans are given government paid relocation.

Tax Credits: The Veteran Opportunity Tax Credit is available to employers that hire military veterans.

Companies with Prior Military CEOs Perform Better: Military Experience and CEOs: Is There a Link? published by Korn/Ferry and the Economist Intelligence Unit found companies lead by CEOs with a military background have outperformed the S&P 500 Index by as much as 20% over the past three, five and 10-year periods. Prior military CEOs tend to last longer in the job and ex-military CEOs provide an average annual shareholder return of 21% versus 11% for the S&P 500 Index during the same time frame.

Attitude: Military candidates have a CAN DO attitude!

34


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Resent research by:

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37


By LORETTA CHAO Sept. 22, 2015 3:53 p.m. ET

Truckers Are Struggling to Recruit Young Technicians, Mechanics Growing sophistication of truck engines is demanding new skill sets, but truckers say industrial jobs are losing their appeal for younger workers. The evolution of truck maintenance underscores how companies are looking for more technology-savvy talent throughout their ranks.

As trucks have become more advanced, transportations companies are increasingly in need of technicians with computer skills. But truck operators say negative perceptions of the industry are making it difficult to compete for tech-savvy talent.

“As a society we do not place a value on [this] type of profession,” said John Goralski, manager of fleet maintenance education for FedEx Freight. Mr. Goralski said the company is having a hard time filling open positions for technicians that despite efforts to recruit at community colleges around the country. Commercial vehicle technicians usually need a minimum of a two-year associate degree in diesel technology, and many companies are looking to hire people who have studied computer technology or engineering. “Class 8 tractors are very sophisticated right now,” said Mr. Goralski, who is in Orlando this week for the TMC SuperTech competition, where commercial vehicle technicians are competing for the title of “grand champion” in an event to promote the profession.

“The radar system on these tractors for collision mitigation, collision avoidance, is very similar to what’s on military and commercial aircrafts. There’s a minimum of eight computer systems right now on a Class 8 tractor,” he said. FedEx and other transportation and logistics companies are also researching robotics, automation and other advanced technologies for use in their trucks.

“It’s no longer just a matter of being able to turn a wrench and remove and replace a part,” said Doug White, vice president of fleet maintenance for armored car service Dunbar Armored. “It’s the ability to operate computers and do things like efficiency diagnostics.” The company has 80 mechanics who specialize in armored vehicles. The evolution of truck maintenance underscores how companies are looking for more understanding of technology throughout their ranks, from senior management to the maintenance yard. Industry experts say an understanding of technology is increasingly important throughout the supply chain. The inability to attract young people with broad skill sets, experts say, makes it increasingly difficult to find the right talent. The American Trucking Associations, or ATA, estimates that an exodus of baby boomers from the industry will make it even harder to maintain truck fleets, and that companies will need to recruit 67,000 new technicians and 75,000 new diesel engine specialists by 2022.

“The problem today is just getting the young people to want to come into the trade,” said Mr. White, of Dunbar. “It’s a shame because I think there’s fantastic opportunities for these young people….it’s not there yet, but in the very near future it would not be unheard of for a service technician to make $100,000 a year if he’s good at his trade.” But the growing emphasis on information technology makes jobs primed for the next generation, industry officials say. “The folks coming behind today’s generation will have the skill set,” said Robert Braswell, technical director for ATA’s Technology and Maintenance Council. “We just have to make sure they know about the opportunities [in trucking] that are out there to excel and thrive.”

Write to Loretta Chao at [email protected]

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http://quotes.wsj.com/FDX

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Challenges of the truck driving career Posted: 6:00 p.m. Monday, Sept. 14, 2015

I’ve practiced law, led businesses, and worked in both Fortune 500 and privately held companies. In my 25 years’ experience, truck drivers are by far the hardest working but most misunderstood and under appreciated group of professionals I have ever encountered.

Truck driving is an extremely difficult profession. Drivers are away from their families for days and weeks at a time. They navigate our increasingly crowded but underfunded and oft-decaying highway system. They work hard to meet customer expectations through safe and on-time delivery. Drivers are subject to a growing mountain of regulations that make an industry like banking look like a walk in the park.

Now, add this to the negative media about trucking ― nonstop ads and billboards that vilify the profession, even an ad portraying trucks as “serial killers.” News stories cover the accidents but rarely report truck driver heroics that occur every day on our roads. Consider that accidents involving trucks are on display for public view, unlike other industrial accidents that occur out of the limelight and within the yellow lines of a manufacturing plant.

Is it any wonder that we have a chronic truck driver shortage? The industry is projecting a shortage of 250,000 drivers by 2020. As a society, we are chasing people out of the field. At the same time, every one of us depends on trucks to deliver all that we own. Nothing that goes to market is untouched by a truck. The trucking industry cannot change these perceptions or the worsening driver shortage alone.

Collectively, we must renew our respect for truck drivers. The ultimate respect we can show is a renewed commitment to highway safety. Rules and regulations, while critical, play a surprisingly small part of creating a truly safe highway system. Some would like to think that we can magically impact safety with more rules, regulations and government. This is a fallacy. Regulations only spell out the minimum that is required. True safety occurs only when each of us modifies our individual behavior.

My company has cameras mounted in all of our trucks. I could share the horror stories that we see every day. You can do your part by eliminating distractions when driving, putting down the cell phone and understanding that a big rig needs more space and distance to brake than a car. These small but significant behavior changes will surely be appreciated by the professional driver who may be delivering lifesaving equipment to the hospital across town.

We further need to recognize that driver pay must increase to attract the best people to this profession. While this would impact freight cost, low wages (as compared to other comparable professions) compound our inability to attract new drivers to the industry. And, if we cannot turn this around, this is not an industry problem ― it is a national problem.

Respect is a two-way street. The trucking industry must continue to do its part to respect passenger vehicles. This is best accomplished by putting safety first through the creation of a safety culture. This type of culture recognizes, without compromise, that no load is more important than safety. Rushing to meet a deadline only creates accident risk. There is no regulation that can force you, me or anyone else to do the right thing when no one is looking. By creating a safety culture, we ensure that safety is a core value which may never be compromised for any reason.

The trucking industry is highly fragmented. While the vast majority of drivers are safe and professional, we know that a handful of bad drivers damage our industry’s reputation. We must continue to identify and eliminate this small but visible group of drivers from our industry. Any employee base will have its bottom performers. If you encounter this on the road, report the behavior. Make sure it is noticed. We need you to be our eyes and ears, but do not allow this to tarnish the reputation of our ambassadors of the roadways.

Let’s commit to permanent change in our treatment of professional truck drivers. Let’s work together to recognize that driving is a noble calling. Let’s come together to create a societal level of respect which is vital to attracting the next generation of Americans into this profession.

Because we all share the road, we can all do our part. And, if it weren’t for these drivers, the rest of us would be hungry and naked.

By Brian Fielkow

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FEDEx’s Vos Wins SuperTech: TMC Seeks Young Technicians

ORLANDO, Fla. — Eric Vos, a FedEx Freight technician from Boise, Idaho, admitted he was nervous when he didn’t hear his name called as an individual station winner at TMC SuperTech. He was left wondering, “What happened? Maybe I messed up a couple stations? I had my ups and downs, but I felt really good about the whole competition.” In the end, it was his steady performance on the competition’s written test and skills challenge that earned him the title 2015 Grand Champion.

A record 147 competitors took part in the 11th annual National Technician Skills Competition here. The contest was conducted during American Trucking Associations’ Technology & Maintenance Council fall meeting, where he most frequently discussed topic was the technician shortage. “Hopefully, they will see [SuperTech] and maybe that will be enough to help guide them in this direction because we surely can use them,” said TMC Chairman Kevin Tomlinson. “There are a whole bunch of carriers out there that need them.” FedEx Freight technicians Brian Blevins and Josh Nordick finished second and third, respectively. The company completed its sweep when it also won the team competition as Doug Nickles, Drew Dilmuth, Larry Coatney and Steve Willis all earned individual station victories. “I’m a proud papa right now,” said Michael Ducker, CEO of FedEx Freight. “They try to make each other better, and that is the thing that makes me more proud than anything else.”

While FedEx Freight claimed the highest honors, Chris Barnett of Ryder System and Terry Podralski of W.W. Williams Corp. each won two individual stations. Tens of thousands of dollars in prizes and gift cards were awarded to the top performers, including VIP trips to NASCAR races, courtesy of SuperTech’s sponsors and supporters. For Vos, the grand champion, the ninth time participating in SuperTech proved to be the charm. He finished in second place on two occasions. He said he “hit the books more” in preparation for 2015. “Once you master book work, it brings your score up.” Vos, 31, thanked FedEx for providing the tools “we need to become better technicians.” His family was not in attendance, but he thanked his wife, Amanda, and young children Zac and Emily for being his “home support group” and making sacrifices so he could compete.

Vos originally studied mechanical engineering in college but transitioned to the technician field because it is better than “sitting behind a cubicle.” He said he will visit community colleges to encourage students to enter his profession, and he wants to become a teacher to help the next generation become better technicians. And many more will be needed. The Bureau of Labor Statistics estimates trucking will need to recruit 67,000 new techs by 2022 and 75,000 diesel engine specialists. George Arrants, SuperTech’s competition chairman, was among those offering ideas on how to attract a new generation of technicians.

“This is a national program with a local solution,” he said. “We need to solve this with a grass-roots effort locally.” Mike Meredith, who heads the Professional Technician Development Committee, called the industry’s technicians under the age of 30 a critical “untapped resource.” He said that when he speaks with students about the computer and electronic skills today’s technicians need, it can be a difficult sell because of his older appearance. The response tends to be different when a younger professional technician joins him, he said.

“They gravitate to that technician,” Meredith said. “The people who want to know more — they want to hear it from those actually doing the job.” The growth of the group’s TMC FutureTech competition suggests that some students might be getting the message. Thirty-seven students competed this year, more than double the 2014 total. Daniel Hanna of Forsyth Technical Community College took first place, Jonathan Kelly of Southside Virginia Community College was second and Karl Kerutis of WyoTech Blairsville placed third. “A lot of times, they were doing the same items the SuperTechs were doing. That was exciting to see,” said Tomlinson, who is director of maintenance at South Shore Transportation.

Vos’ victory in the professional competition followed back-to-back grand championships by Mark McLean, a FedEx Freight technician from Newburgh, New York. SuperTech rules required McLean to sit out this year, so he helped judge an electrical skills competition. “It gives you a different perspective,” he said. “I don’t think some people realize it can be challenging to be a judge and make sure you are fair and equitable to everybody.”

By Neil Abt Editorial Director

9/28/2015 4:00:00 AM

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