jw hunt final project.pub

TRUCK DRIVER

A Proposal to JB Hunt 12/9/2013

CAGESCONSULTING

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CAGESCONSULTING

OVERVIEW

ABOUT CAGES CONSULTING

CAGES CONSULTING is one of the nation’s premier consulting firms specializing in the administration and oversight of the hiring processes with extensive experience in the Trucking Industry. CAGES Consulting guarantees that care has gone into doing extensive test developments including:

A job analysis that considers activities performed, knowledge, skills and abilities required, as well as other characteristics related to work styles.

Development of an assessment plan including descriptions of assessment methods, how they are administered, samples and recommendations

Validation strategies that states the validation strategy chosen, how we would carry it out, and the process used to validate them.

We recognize JB Hunt as one of the largest transportation logistics companies in North America, requiring the best employees possible. We understand that JB Hunt prides itself on safety above all, and maintains superior training and development of their employees as a result of this. Nothing matters more to you than the protection of your employees and the well-being of others. The most important step to fortify JB Hunt’s mission is to acquire employees that possess the qualities we feel are needed for the truck driving position. At CAGES Consulting, we are dedicated to providing the most thorough hiring practices to find employees that will best represent J.B. Hunt.

We will be looking for candidates that have knowledge with transportation, safety and security, mechanics, as well as customer service skills. They must possess this knowledge in order to pass our initial screening in our hiring process. At CAGES Consulting, we feel that judgment and decision making is one of the most important skills to look for when hiring for the truck driver position. This will be crucial so applicants can consider the potential outcomes of their actions. We also believe operation and control skills with the equipment need to be shown as an important detail. Listening skills, critical thinking, active listening are also areas CAGES Consulting will grade applicants on. Since truck drivers potentially carry the fate of themselves and other drivers on the rode they must have specific abilities including reaction time, problem sensitivity, and spatial orientation. They must have the ability to see far distances, quickly adjust controls, and have a special eye with depth perception. We feel the obligation to find employees that would pass any valid test we may throw at them.

We feel J.B. Hunt would benefit from finding employees that have experience in the day to day work activities that a truck driver will be required to do. Not only will the candidates be operating vehicles, but they will also need to examine equipment, acquire information, communicating, and handling and moving objects. Since we have taken the time to hire, train and develop the best consultants possible we will take it upon ourselves to do the same with the J.B. Hunt truck drivers. Our satisfaction rate is one of the best in the industry because we take pride in the work we do for other companies. Attention to detail gives us the ability to find special candidates that have the greatest success in the workforce.

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Now that’s good selection.

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Initial Assessment Discretionary Contingent Assessment Substantive Assessments

KSAO Licensing & Certification

Training & Experience

Road Test Written Exam Interview References & Background

Medical Exam

Drug Tests

Vision

X

Control Precision

X

Transportation

X X X X X X

Customer & Personal Service

X X X

Operation & Control

X X

Judging & Decision Making

X X X

Critical Thinking

X X

Multi-Limb Coordination

X

Response Orientation

X

Problem Sensitivity

X

Spatial Orientation

X X

Figure 1.1: Selection Plan

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CAGESCONSULTING

SELECTION PLANS

Assessment Methods

CAGES CONSULTING relies heavily on the use of measures to develop hiring processes. Measures are methods or techniques for describing and assessing attributes of objects that are of concern to us. For example, tests are used to gauge an applicant’s knowledge, skills, abilities or other job related characteristics (KSAO’s) through the use of assessment methods and expressed in numbers or scores. These measures are developed to provide information about applicants that can be used to make predictions about them.

The initial step in selection planning is developing a job analysis, which identifies the tasks, KSAO’s and context for a job. CAGES Consulting conducted a job requirements analysis for truck drivers to yield the necessary KSAO’s, tasks, work activities and context required. Figure 1.1 summarizes the key items that are necessary for selection in the left column. Key items are those that CAGES Consulting has decided to measure using the predictors, which can be found in the first row.

Possible methods of assessment are listed for the required KSAO’s, and the specific method to be used for each is indicated. The predictors can be broken down into four types of assessment methods: Initial, substantive, discretionary and contingent with specific measurements for each and will be described in detail later. CAGES Consulting uses the following assessment methods:

Initial Assessment Methods: Application blanks including Licensing and certification, and training and experience

Substantive Assessment Methods: Road Test and Written Exam

Discretionary Assessment Methods: Interviews and Background and Reference Checks

Contingent Assessment Methods: Medical Exams and Drug tests

Recommendations & Descriptions

Initial assessment methods are pre-employment inquiries used to screen and reduce the number of people evaluated in order to minimize the cost associated with substantive assessments. For truck driving positions, CAGES Consulting has chosen two initial assessment methods. The first would be gauged based on application blanks. Application blanks request in written form the applicant’s background in regard to education, training, job experiences or licensing and certifications for example. A sample application blank is provided in Figure 1.2. The benefit of using the application blank is that the organization can dictate what information is presented.

Two specific application blanks will be used in the initial assessment: Training and experience and Licensing and certification. To ensure that JB Hunt acquires employees who are able to demonstrate the highest level of safety and skill, training and experience will be assessed with relation to knowledge of the principles and methods of transportation or the aptitude to learn it. Additionally, licensing and certification will be used during this assessment. Applicants will be required to provide proof that they currently hold a CDL license, as a requirement of law. Licensure is used during the initial assessment process to eliminate applicants who are not minimally qualified for the position, and to protect public interest.

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APPLICATION FOR EMPLOYENT

(FIRST) (MIDDLE) (Maiden Name, if any)

(STREET) (CITY) (STATE & ZIP

LICENSE

Section 383.21 FMCSR states “No person who operates a commercial motor vehicle shall at any time have more than driver’s license”. I certify that I do not have more than one motor vehicle license, the information for which is listed

DRIVING

ACCIDENT RECORD FOR PAST 3 YEARS OR MORE (ATTACH SHEET IF MORE SPACE IS

TRAFFIC CONVICTIONS AND FORFEITURES FOR THE PAST 3 YEARS (OTHER THAN PARKING

LICENSE

EXPIRATION

CLASS

TYPE OF (VAN, TANK, FLAT,

FROM

APPROX. NO. MILES

STRAIGHT

TRACTOR AND

TRACTOR - TWO

NATURE OF

(HEAD-ON, REAR-END, UPSET,

YES

YES

YES

DATE

STATE OF

(forfeited bond, collateral and/or

Figure 1.2: Application Blanks

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EMPLOYMENT

Applicants that desire to drive in intrastate/interstate commerce must provide the following information on all employers during the three years. You must give the same information for all employers you have driven a commercial motor vehicle for the seven years prior the initial three years (total of ten years employment

Must list the complete mailing address: street number and name, city, state and zip

POSITION

ANY GAPS IN EMPLOYMENT AND/OR UNEMPLOYMENT MUST BE EXPLAINED. INCLUDE DATES

Were you subject to the Federal Motor Carrier Safety Regulations (FMCSRs) while employed by the previous employer? Yes

Was the previous job position designated as a safety sensitive function in any DOT regulated mode, subject to alcohol and substances testing requirements as required by 49 CFR Part 40? Yes







TO BE READ AND SIGNED BY

I authorize you to make sure investigations and inquiries to my personal, employment, financial or medical history and related matters as may be necessary in arriving at an employment decision. (Generally, inquiries regarding medical history be made only if and after a conditional offer of employment has been extended.) I hereby release employers, schools, care providers and other persons from all liability in responding to inquiries and releasing information in connection with

In the event of employment, I understand that false or misleading information given in my application or interview's) may result discharge. I understand, also, that I am required to abide by all rules and regulations of the

“I understand that information I provide regarding current and/or previous employers may be used, and those employer(s) will contacted, for the purpose of investigating my safety performance history as required by 49 CFR 391.23(d) and (e). I understand that have the right

Review information provided by current/previous

Have errors in the information corrected by previous employers and for those previous employers to re-send the corrected to the prospective employer;

Have a rebuttal statement attached to the alleged erroneous information, if the previous employer(s) and I cannot agree on accuracy of the

DATE APPLICANT'S

This certifies that I completed this application, and that all entries on it and information in it are true and complete to the best of

DATE APPLICANT'S

Note: A motor carrier may require an applicant to provide information in addition to the information required by the Federal Motor Safety

Figure 1.2: Application Blanks

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When evaluating assessment methods, it’s important to evaluate each assessment method in order to justify their use. To do this, CAGES Consulting has considered the cost, reliability and validity of each method. Cost refers to the expense incurred in using a predictor. Reliability refers to how consistent the measure is, where validity refers to the strength of the relationship between the predictor and job performance.

Training and experience has a low cost, due to the applicant providing most of this information. The cost that is incurred is related to labor cost. There is high reliability with training and experience, even if the applicant distorts the information provided. Validity is moderate, which is expected of initial screening methods since they are making rough cuts among applicants rather than final hiring decisions. Licensing and certification also has a low cost, with the same considerations as training and experience. However, reliability and validity are not known. This method was chosen specifically for its legal requirement.

Substantive assessment methods are used to make more precise decisions about applicants, such as who would be high performers if hired among those who are minimally qualified. Therefore, the nature of their use is more involved than initial assessments. For truck driving, CAGES Consulting administers two tests to evaluate four key areas. A road test is conducted to evaluate psychomotor abilities, sensory perception and situation judgment abilities. A job knowledge test will be administered in the form of a written exam and will test knowledge of transportation, customer service, critical thinking and judging and decision making factors.

Through administration of a road test, applicants will evaluated in three principle areas. Psychomotor ability tests measure the correlation of thought with bodily movement. For example, reaction time and control precision, two abilities essential for truck drivers. To measure reaction time, truck drivers will be required to take a series of three braking distance and reaction time tests in a controlled area, with and without distractions.

Sensory/perceptual abilities tests detect and recognize different environment stimuli, relating to response orientation or problem sensitivity. Response orientation refers to the ability to choose quickly between two or more movements in response to two or more different signals. It includes the speed with which the correct response is started. An example, is how a truck driver responds to a situation such as approaching a green light, but having an emergency vehicle approaching from behind. Problem sensitivity is the ability to recognize when something is wrong or likely to go wrong. Road tests will continually measure a truck drivers ability to recognize potential driving hazards while they face the issues of other drivers, pedestrians and bicyclists. The applicant will verbalize potential issues that could happen during the road test.

Job Knowledge tests assess an applicant’s ability to comprehend job requirements. There are two types, one that directly assesses knowledge of duties involved for Truck Driving and one that focuses on the experience and knowledge required to perform the job. Some examples may include :

How do you correct a rear wheel braking skid when driving on ice or snow?

How many missing or broken leaves in any leaf spring will cause a commercial vehicle to be placed out of service

How many missing or broken leaves in any leaf spring will cause a commercial vehicle to be placed out of service?

We used cost, reliability and validity factors to determine which substantive assessment methods to use. Ability tests have low cost and high reliability and validity whereas job knowledge tests have moderate costs and high reliability and validity.

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The last substantive method used is a structured interview. The structured interview is a very standardized, job-related of method of assessment. An experience-based interview will be used. They assess past behaviors to predict future behavior. The goal of a structured is to improve interview reliability and validity. Structured interviews have moderate costs, and high reliability and validity. A sample of structured interview questions are below.

1. What is the capacity of the largest truck you have transported and what product did you deliver?

2. Describe a time where you failed to properly secure cargo for transport and the results

3. Has there ever been a time where you failed to report vehicle defects, accidents, traffic violations and what was the reason?

Discretionary assessment methods are used to determine which finalists will receive job offers. Since they are highly subjective, relying on intuition CASES Consulting recommends using reference and background checks if this type of assessment needs to be used. Since reference and background checks have moderate to high levels of cost and low or unknown reliability and validity, are highly invasive and have negative employee reactions we will use them as a deciding factor of who will receive job offers. Since JB Hunt highly values safety and integrity, the discretionary measures used will focus on finding people that will fit into the organization’s culture.

We will run background checks to check for job related felonies and traffic records. Certain felonies merit discussion on employment because the felony in question could affect their driving. For example, someone with multiple DUI’s might not be considered for truck driving. Additionally, reference checks will be conducted. Reference checks provide information that may not be readily accessible in the application blanks. Information on performance, attendance, character reference and more will be gathered. A sample question could be “How would you describe applicant’s work style?”

Contingent assessment methods must be met in order for applicants who have received job offers to become a new hire. Due to legal compliance, the truck driver selected will undergo two contingent assessments: medical and drug tests.

Drug users are 3.6 times more likely to be involved in an accident and the cause of 31% of all fatal truck accidents, according to a National Transportation Safety Board study. Drug tests are extremely accurate when proper procedures are followed, so applicants will be subjected to pre-employment drug testing. A local reputable drug testing firm will be chosen to conduct the analysis. The steps involved are:

Advise applicants in advance

Ask applicants for their consent

Screen applicant through a urinalysis

Those who tested positive are retested

Verified positive applicants are disqualified

Right to privacy is strictly followed

Since certain medical disabilities legally disqualify applicants from truck driving, a medical exam will be administered. For example, an eye exam man be administered to rule out applicants who may be legally blind. Other medical disqualifications may include anyone who has had a seizure, epileptic or diabetic. Medical exams will be administered by local doctors and the results will be kept completely confidential.

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Selection Plans

Validation

The validity of a measure is defined as the degree to which it measures the attribute it is intended to measure. There are two ways to validate a measure: through criterion-related validity and through content related validity. Criterion-related validity could be thought of as a numerical representation of validity. It requires larger samples and criterion variables. The other type of validity measurement is content-related validity, which is representative of the job. The closer the resemblance between the test and the job, the stronger the fidelity. It is used when there are too few people to form a sample for criterion-related validation and behavior. Content-related validity relies on judgment.

CAGES Consulting will use content-related validity because our substantive assessment methods are representative of the job that the candidates will be applying for, such as demonstrating their ability to drive a truck or answering questions and problems that will or may happen while on the job. We also use content validity for truck drivers because the implementation is in the early stages and the pool of candidates is not sufficient to get a large enough sample for criterion-related validity.

Validation studies are an important part of selection plan process. The initial stage does not require validation studies since it is just cutting out the obviously unqualified applicants. However, it is a critical part of the substantive assessment method, because this is the time you determine who among the minimally qualified will likely be the best performers on the job. Essentially, we are using the validation method to predict future performance. Since discretionary methods are primarily based on intuition and personal judgment, it would be inappropriate to use it during this stage. It is also not necessary during the contingent stage because the applicant has already received a job offer, they just have to pass the medical and drug tests.

Content validation begins with a job analysis to identify and define task and task dimensions to infer the necessary KSAO’s and motivation for those tasks. CAGES Consulting has already conducted a job analysis for truck drivers, so the validation will be built on the data gathered from that study. The second requirement is a predictor measurement, which would be the predictors CAGES Consulting has built: a road test and written exam. Below you will find the validation for each type of test given:

Psychomotor Tests: High validity

Sensory Motor Tests: High Validity

Situational Judgment Tests: Moderate Validity

Job Knowledge Tests: High Validity

This means that the relationship between the psychomotor test, sensory motor test and job knowledge test and job performance is high, whereas the situational judgment test is moderate. Specifically the ranges for each are: Low Validity ranges from 0.0—0.15; Moderate validity ranges from .16—.30; High Validity is .31 and above. This means that the higher the test score, the higher the likelihood that the candidate will perform well on the job.

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CAGES CONSULTING

The Right Choice For You

The organization you should choose to partner with is CAGES Consulting. CAGES Consulting is one of the nation’s premier consulting firms specializing in the administration and oversight of the hiring processes with extensive experience in the trucking industry. CAGES Consulting has been consulting for companies all over the U.S. for more than fifty years, and we want to put our knowledge and skills to work for you. With unsurpassed in house resources and a constant focus on acquiring and developing new ideas to improve every company that we work with. We supply the appropriate selection plan to solve each company’s real life challenges. While new innovative ideas are extremely important to us, we focus even more on our customers. Every service at CAGES Consulting is designed with you in mind and is tailored to your specifications. We remain a dominate force in the consulting industry because we are customer oriented and really want to listen to what you have to say.

Here at cages there are many factors that set us apart from all of the other consulting firms. CAGES Consulting guarantees that care has gone into extensive test developments starting with our selection plan. Our selection plan guarantees higher validity, to gain a stronger applicant pool, and less adverse impact. This way your company has more time for productivity and less time worrying about conducting validation studies. You no longer have to worry if you are hiring the right applicant for the right position. Let CAGES Consulting take this over for you. Our selection plan looks for candidates that have the knowledge of transportation such as safety and security.

CAGES Consulting relies heavily on the use of measures to develop hiring processes. We develop a job analysis to identify the tasks and the knowledge skills and ability’s for the job. After CAGES Consulting finds the most important methods to use and then we implement these to our plan. CAGES Consulting considers all aspects such as cost, reliability, and validity for each method to clearly state and identify the objectives.

Whoever you are, we have the means and ability to cater to you. No matter where you are we will have a location near you and will be able to draw upon the immense resources of our company as a whole, delivering the ultimate service, flexibility, convenience, economy, and control. CAGES highly involved consulting is proven. Our certified consultants give you the utmost attention and expert supervision. CAGES Consulting is a large nationally known

consulting firm and thrives on the positive assurance of our long term success of each project we have taken part in. By choosing CAGES you are not only improving your company but you are opening up new doors for opportunities to make your business strive. Now that’s good selection.

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CAGES Consulting, Inc.

Cody Stringham | Aubree Barton | Giraurd Hollies

Emily Dush | Shea Thompson

CAGESCONSULTING

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