Driver Retention Survey - Beacon Transport

1. In my company, dispatcher/management

• Never directly (face to face) interacts with drivers when drivers are in the office.
• Only meets face to face with a driver when an accident has occurred.
• Meets drivers face to face, but interaction is unscheduled and sporadic, and meetings are always business related.
• Have scheduled face to face meetings where we discuss my performance, safety and any personal life events I feel comfortable discussing.
• Meets with drivers face to face every chance they get and seeks out face to face interactions with drivers.

2. When dispatchers/management interact with drivers, they…

• Typically act as poor professional role models – never discuss issues, always find fault, never compliment successes, don’t show respect for safety regulations, etc.
• Are only concerned with adhering to delivery schedules, fuel savings and CSA scores after a driver incident (accident or ticket) has occurred.
• Strictly conform to required driver regulations and organizational safety policies and procedures, never more or less
• Promote safe driving behaviors above and beyond what is required.
• Consistently promote safe driving behaviors above and beyond what is required and recognize employees who do the same.

3. In my company, dispatchers/management…

• Does not participate in safety meetings.
• Only participates in safety meetings in response to an employee injury or adverse safety event.
• Participates in safety meetings only when required.
• Initiates and actively participates in internal safety meetings.
• Actively participates in internal safety meetings and uses the information to enhance driver performance and safety awareness.

4. In my company, dispatcher/management…

• Does not want to know about any safety incident, unless it’s a fatality or involves the public. There are no investigations into incidents or close calls.
• Resists taking steps to correct or prevent future incidents. Investigations into incidents or close calls result in punitive action toward drivers.
• Investigates incidents but not in a “blame-free” manner. Initiates corrective actions that comply with owner or regulatory directives.
• Includes drivers in both a root cause analysis and helping to come up with solutions to prevent future incidents and foster continued improvements.
• Relies on a formalized process for conducting a detailed root cause analysis that reviews both processes and behaviors. Findings are discussed with everyone and preventive solutions are implemented.

5. When employees are injured, dispatchers/management...

• Immediately blames and punishes the employee (e.g., fired, suspended)
• Typically blames employees for injuries, threatening them with suspension or even termination.
• Only holds employees accountable for injuries according to organizational guidelines.
• Demonstrates appropriate organizational support for the employees involved in injuries.
• Proactively provides support to injured employees to facilitate return to work. Seeks to learn from employee injuries.

6. In my company…

• There is no formal safety management system; safety trends are not analyzed
• The safety management system is reviewed and safety trends are only analyzed in response to employee injury or an adverse safety event.
• The safety management system is reviewed and safety trends are analyzed from time to time.
• The safety management system is reviewed and safety trends are analyzed annually to ensure effectiveness and relevance
• The safety management system is reviewed and safety trends are analyzed bi-annually (or more) to ensure effectiveness and relevance

7. In my company…

• Employee safety performance is not evaluated at all. If they mess up they are fired.
• Employees are punished for not practicing safe behaviors, but they are not rewarded for proactively identifying hazards.
• Safety metrics for employee performance evaluation are given lip service and sometimes informally used to evaluate employee performance.
• Safety metrics are formally integrated into employee performance appraisal processes to evaluate and reward employees for maintaining and improving a positive jobsite safety climate.
• Safety metrics are formally integrated into employee performance appraisal processes to evaluate and reward employees for maintaining and improving a positive jobsite safety climate. Data are used to identify targeted training opportunities.

8. In my company…

• There are no safety-related metrics included in managers’ or supervisors’ performance evaluations.
• The only safety metric used in managers’ and supervisors’ evaluations is the number of employee injuries, and often that is ignored.
• Managers and supervisors are held accountable for meeting the minimum required safety standards but poor project safety performance carries few real consequences.
• Managers and supervisors are primarily held accountable for lagging safety indicators (e.g., Recordable Injury Rate), but some leading indicators (e.g., safety climate metrics) have been included.
• Managers and supervisors are held accountable for leading (e.g., safety climate metrics) and lagging safety indicators. Proactive safety leadership is a critical component of their evaluation and promotion

9. Safety expectations, roles and responsibilities…

• Are not identified or articulated to individuals working at the jobsite
• Are only clarified after an adverse safety event.
• Are only set to meet FMCSA/DOT/OSHA requirements
• Are frequently, clearly, and consistently communicated to employees
• Are discussed with employees across the entire company, with sub-contractors and owners; they are reinforced on a daily basis.

10. If I were to leave this company, the biggest factor for making a move would be

• Health Benefits
• Conflict with dispatchers
• Poor Equipment
• More time at home
• Pay

11. Do you feel you are receiving adequate compensation?

• Not at all – being paid way below scale and competition
• Was promised one thing and then the pay schedule changed for the worse.
• Is fair but could see improvement with bonus potential or guaranteed miles
• Is fair and consistent with most other companies. No issues with pay structure.
• Is better than competition in several different ways

12. Conflict with my dispatcher

• Is a regular occurrence. I hate to interact with him/her.
• Happens only when I have an accident or late delivery. I push those calls off as far as I can.
• Happens on occasion but mainly when they seemed overly stressed.
• Never happens, We communicate well.

13. My dispatcher communicates

• Terribly with me. Always tries to find fault with what I do or say. I never contact him/her unless it’s absolutely necessary.
• In a one way conversation. He/she does not listen to what I am trying to explain or has pre-conceived ideas.
• OK but could use some coaching
• Good – always listens and communicates clearly
• Great – Always listens, communicates clearly, always a positive tone to voice,

14. If given the choice, I would choose

• Layover pay
• Per diem
• Neither matter

15. If given the choice, I would choose

• Better health care
• Paid vacation
• Neither matter

16. If given the choice, I would choose

• Better pay
• Better health care
• Neither matter

17. If given the choice, I would choose

• Better Pay
• Paid vacation
• Neither matter

18. If given the choice, I would choose

• Bonus pay
• Guaranteed miles
• Neither matter

19. If given the choice, I would choose

• Being home every weekend
• Being out 2 weeks max, 5 days home
• Being out 3 weeks max, 10 days home
• Doesn’t matter how long I’m out

20. If given the choice, I would choose

• Automatic Transmission
• Manual Transmission
• Neither Matter

21. Please rate the following questions on a scale of 1-5, with 1 being the least important and 5 being the most important.

Space Cell	Rating
Safety bonuses are an important part of my pay/compensation and I do everything possible to get the maximum.	Reset star selection 1 out of 5 stars for Safety bonuses are an important part of my pay/compensation and I do everything possible to get the maximum.: Rating 2 out of 5 stars for Safety bonuses are an important part of my pay/compensation and I do everything possible to get the maximum.: Rating 3 out of 5 stars for Safety bonuses are an important part of my pay/compensation and I do everything possible to get the maximum.: Rating 4 out of 5 stars for Safety bonuses are an important part of my pay/compensation and I do everything possible to get the maximum.: Rating 5 out of 5 stars for Safety bonuses are an important part of my pay/compensation and I do everything possible to get the maximum.: Rating
Having guaranteed miles is extremely important to me	Reset star selection 1 out of 5 stars for Having guaranteed miles is extremely important to me: Rating 2 out of 5 stars for Having guaranteed miles is extremely important to me: Rating 3 out of 5 stars for Having guaranteed miles is extremely important to me: Rating 4 out of 5 stars for Having guaranteed miles is extremely important to me: Rating 5 out of 5 stars for Having guaranteed miles is extremely important to me: Rating
Having good health insurance is extremely important to me	Reset star selection 1 out of 5 stars for Having good health insurance is extremely important to me: Rating 2 out of 5 stars for Having good health insurance is extremely important to me: Rating 3 out of 5 stars for Having good health insurance is extremely important to me: Rating 4 out of 5 stars for Having good health insurance is extremely important to me: Rating 5 out of 5 stars for Having good health insurance is extremely important to me: Rating
Having paid vacation is extremely important to me	Reset star selection 1 out of 5 stars for Having paid vacation is extremely important to me: Rating 2 out of 5 stars for Having paid vacation is extremely important to me: Rating 3 out of 5 stars for Having paid vacation is extremely important to me: Rating 4 out of 5 stars for Having paid vacation is extremely important to me: Rating 5 out of 5 stars for Having paid vacation is extremely important to me: Rating
Having dedicated routes or customers is extremely important to me	Reset star selection 1 out of 5 stars for Having dedicated routes or customers is extremely important to me: Rating 2 out of 5 stars for Having dedicated routes or customers is extremely important to me: Rating 3 out of 5 stars for Having dedicated routes or customers is extremely important to me: Rating 4 out of 5 stars for Having dedicated routes or customers is extremely important to me: Rating 5 out of 5 stars for Having dedicated routes or customers is extremely important to me: Rating
Being home every weekend is extremely important to me	Reset star selection 1 out of 5 stars for Being home every weekend is extremely important to me: Rating 2 out of 5 stars for Being home every weekend is extremely important to me: Rating 3 out of 5 stars for Being home every weekend is extremely important to me: Rating 4 out of 5 stars for Being home every weekend is extremely important to me: Rating 5 out of 5 stars for Being home every weekend is extremely important to me: Rating
Having the ability to Skype or FaceTime my family while on the road is	Reset star selection 1 out of 5 stars for Having the ability to Skype or FaceTime my family while on the road is : Rating 2 out of 5 stars for Having the ability to Skype or FaceTime my family while on the road is : Rating 3 out of 5 stars for Having the ability to Skype or FaceTime my family while on the road is : Rating 4 out of 5 stars for Having the ability to Skype or FaceTime my family while on the road is : Rating 5 out of 5 stars for Having the ability to Skype or FaceTime my family while on the road is : Rating

22. Please rate the following questions on a scale of 1-5, with 1 being not adequate at all and 5 being very adequate.
 

Space Cell	Rating
Do you feel layover pay is adequate	Reset star selection 1 out of 5 stars for Do you feel layover pay is adequate: Rating 2 out of 5 stars for Do you feel layover pay is adequate: Rating 3 out of 5 stars for Do you feel layover pay is adequate: Rating 4 out of 5 stars for Do you feel layover pay is adequate: Rating 5 out of 5 stars for Do you feel layover pay is adequate: Rating
The ability to communicate with family while on road is	Reset star selection 1 out of 5 stars for The ability to communicate with family while on road is: Rating 2 out of 5 stars for The ability to communicate with family while on road is: Rating 3 out of 5 stars for The ability to communicate with family while on road is: Rating 4 out of 5 stars for The ability to communicate with family while on road is: Rating 5 out of 5 stars for The ability to communicate with family while on road is: Rating
Health insurance the company provides is adequate	Reset star selection 1 out of 5 stars for Health insurance the company provides is adequate: Rating 2 out of 5 stars for Health insurance the company provides is adequate: Rating 3 out of 5 stars for Health insurance the company provides is adequate: Rating 4 out of 5 stars for Health insurance the company provides is adequate: Rating 5 out of 5 stars for Health insurance the company provides is adequate: Rating
The compensation structure the company provides is adequate	Reset star selection 1 out of 5 stars for The compensation structure the company provides is adequate: Rating 2 out of 5 stars for The compensation structure the company provides is adequate: Rating 3 out of 5 stars for The compensation structure the company provides is adequate: Rating 4 out of 5 stars for The compensation structure the company provides is adequate: Rating 5 out of 5 stars for The compensation structure the company provides is adequate: Rating
The equipment we operate is in good condition	Reset star selection 1 out of 5 stars for The equipment we operate is in good condition: Rating 2 out of 5 stars for The equipment we operate is in good condition: Rating 3 out of 5 stars for The equipment we operate is in good condition: Rating 4 out of 5 stars for The equipment we operate is in good condition: Rating 5 out of 5 stars for The equipment we operate is in good condition: Rating