National Transportation Center Slideshow Presentation

EVENT: OPEN HOUSE
DATE: DECEMBER 11TH, 2015
TIME: 0900 - 1500 HOURS
LOCATION: 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
CENTER
CLAYTON, IN
National Transportation Center

Table of Contents
Invitation Campus Open House Day December 11th, 2015
Table of Contents
SECTION I - An Overview of Development
Page 2: An Industry in Transition
Page 3: NTC and WWC Collaboration
Page 4: Overview of NTC Area Location
Page 5: Site Map and Details
Page 6: Aerial View of Campus Center and Patriots Village Site
Page 7: Aerial View of Work Center
Page 8: Campus & Work Center Rendering (revised 09/15/15)
Page 9: Work Center Rendering
Page 10: Classroom Renderings
SECTION II - Training For One and All
Page 11: An Overview of Training at NTC
Page 12: TMC Ofﬁce On Campus - Training the Trainer
Page 13: Campus Population by Month
Page 14: Recruiting at NTC
Page 15: Apprenticeships & Scholarships
Page 16: Instructor Policies and Recruiting
Page 17: Day One Orientation Day
Section III: Basic Training Schedule of Classes
Page 18: Basic Training Courses on Class 7 & 8 Tractors
Page 19: Basic Training Courses on Class 4 - 6 Vehicles
Page 20: Basic Training in Tire and Wheel Technology
Page 21: Basic Training in Trailer Technology
Page 22: Basic Training in Refrigeration Technology
Section IV: Driver Training Academy
Page 23: About our Driver’s Training Academy
Page 24: Basic Skills in Driver’s Training Acquiring A CDL License
Page 25: Advanced Driver Training Skills
Page 26: Request for Instructional Services or Training
Page 27: Product Training & Instructional Services Offerings
SECTION V - Campus and Scholarship Building Programs
Page 28: Industry Scholarship Drive and “Honor our Hero’s” Brick Campaign
Page 29: Building Our Campus “One Brick at a Time”
Page 30: Build a Wall Campaign
Page 31: Construction of a wall details
APPENDIX
Article: Veterans Population Map - 2015
ArticleL Why Hire Veterans ?
Article: Logistical Movements of Freight Nationally
Article: Regional Employment Demand within Transportation
Article: Highest States in Demand for Transportation Employment
Article: Truckers Are Struggling to Recruit Young Technicians, Mechanics
Article: Challenges of the Truck Driving Career
Article: FedEx, SuperTech Championship and the Need for Technicians
Article: Hiring Our Heroes – A Great Match for Trucking
Photo of our booth at the ATA MC&E Conference October 2015
Supporting our Veteran Companions (Canines)
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 TrendsIndustry 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.

THE WORK AND COLLABORATION WITH PARTNERSHIPS
National Transportation Center << Partnerships >> Wounded Warrior Corps
Workforce Development Fundraising Management Services
Certification Training Institute for Veterans and Military Families (IVMF)
Hands On Work Experience Training AmericaServes
Veterans Outreach Project for Veterans Training Military Community Connections Oversight
Industry Internships and Scholarships Governmental Collaboration Services (Grants Development)
Transportation Industry Vocational Training Veterans Rehabilitation Services
Fleet Work Servicing & Repairs Family Counseling
Manufacturers Retraining & Updates Services Financial Counseling Services
Dealer Training Services and Updates Housing Support Services
Rebuilders Service Center Civilian Reemployment Services
R & D Cooperative Services Educational Benefits Services
OEM Ventures Additional Partnerships and Collaborations
American College of the Building Arts
Colonial Williamsburg Brick Company
Navy 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 within the industry.
The 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

Aerial View of NTC Campus and Surrounding Area
NTC
Campus
Location
Plainﬁeld, IN
Indianapolis Airport
5

WORK CENTER DETAILS
Land 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 DETAILS
Land 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 VILLAGE
Land 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
6

Campus Site
Patriots Village Site
7
Aerial View of National Transportation Center
Campus Center and Patriots Village

8
Aerial View of National Transportation Center
Work Center
Work Center Site

9
Revised 09/15/15
8.21.2015 8
national
transportation
t r a i n i n g c e n t e r
Conceptual Master Plan
1. 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
12
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

Tool sponsors for students in training
Recycle
Working Bays
ELITE 5S DESIGNED WORK CENTER
Land Size: 69.369
Location: Clayton, IN
# of Buildings at full development:
(2) 2 Bay Inspection Stations
Primary Shop with 16 bays, Parts Room, Ofﬁces Upstairs
Training Center with (8) classrooms ground level
Upstairs 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 Bays
Working Bays
Working Bays
Classrooms Upstairs
Break Room Below
Ofﬁces Upstairs
Inspection Bays
Parts Center
Paint & Decal
R & D
10
Work Center Rendering

(4) Classrooms per Unit
11

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 Program
Offered 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
12

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 Campus
Training the Trainer
13

Enrollment by Month
January
2016
February
2016
March
2016
April
2016
May
2016
June
2016
July
2016
August
2016
September
2016
October
2016
November
2016
December
2016
Total
Student
s
0 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
s
225 225 225 300 300 300 375 375 375 450 450 450 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
s
525 525 525 600 600 600 675 675 675 750 750 750 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
s
825 825 825 900 900 900 900 900 900 900 900 900 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
s
900 900 900 900 900 900 900 900 900 900 900 900 10800
Expected growth of campus based upon living quarters being completed each quarter
14

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 NTTC 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.
15

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
16

National Transportation Center Instructor Policy
NTC Instructors:
NTC instructors are cer1fied trainers employed full 1me and oversee all training
programs.
Non NTC Instructors:
• They are from fleets or manufacturer’s organiza1ons.
• Industry instructor’s are cer1fied by NTC Management and Board of
Directors.
• Instructors are paid for each course taught. Contact us for details.
• Instructors are provided lodging at the campus while instruc1ng.
Instructor’s wanted in the following areas
17

Campus Orientation Day / Overview of The Industry
Course Name
Campus Hours
Campus
Days
Campus
Credit
Work
Center
Hours
Work
Center
Days
Work
Center
Credits
None
Training
Days
Total
Credits
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
18

Basic Training: Class 7 - 8 Tractors
Course Name
Campus
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
19

Basic Training: Class 4 - 6 Trucks
Course Name
Campus
Hours
Campus
Days
Campus
Credit
Work
Center
Hours
Work
Center
Days
Work
Center
Credits
Non
Training
Days
Total
Credits
Instructor
Cab and Chassis: Electrical Diagnostics
Wiring Harnesses:
Inspecting and Replacing Techniques
Exhaust Systems Diagnostics
Driveline Diagnostics
Transmission Diagnostics
Suspension Diagnostics, Alignments
Fuel Systems (DEF vs ?)
Hydraulic Systems
PSI Systems, Tire & Wheel Technology
Body Types, Installations and Use
Tools of the Trade
20

Basic Training: Tire and Wheel Technology Training
Course Name
Campus
Hours
Campus
Days
Campus
Credit
Work
Center
Hours
Work
Center
Days
Work
Center
Credits
None
Training
Days
Total
Credits
Instructor
Pre- and post-trip inspection guidelines
Why tire inflation is important
The 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
21

Basic Training: Trailer Technology
Course Name
Campus
Hours
Campus
Days
Campus
Credits
Work Center
Hours
Work Center
Days
Work Center
Credits
Non Training
Days
Total Credits
Brake Systems
Suspensions
Electrical Systems
Hydraulic Systems
Multi Axle Systems
Installation of Railgates and Tuckaways
PSI Systems, Tire & Wheel Technology
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
22

Basic Training: Refrigeration Technology
Course Name
Campus
Hours
Campus
Days
Campus
Credits
Work Center
Hours
Work Center
Days
Work Center
Credits
Non Training
Days
Total Credits
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
23

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
24

Truck Driving Academy: Basic Skills Training
Course Name
Campus
Hours
Campus
Days
Campus
Credit
Work
Center
Hours
Work
Center
Days
Work
Center
Credits
None
Training
Days
Total
Credits
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.
25

Driving Academy Advanced Truck Driving Skills
Course Name
Campus
Hours
Campus
Days
Campus
Credit
Work Center
Hours
Work Center
Days
Work Center
Credits
None
Training
Days
Total
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
* Requires Basic Reefer Course Comple?on
Value Added Courses:
• JJ Keller “Encompass”
• Ins1tu1onal Technologies Program
• Stay Metrics

26

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 Training
Date 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:
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
Product Training & Instructional Services Offerings
Sponsored 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:
28

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
29
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
30

National Transportation Center Veterans Wall Details
31

A L
A Z
A 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
M D
M AM I
M N
M S
M O
M T
N EN V
N H
N J
N M
N Y
N C
N D
O H
O K
O R
PA
R I
S C
S D
T N
T X
U T
V T
VA
W A
W V
W I
W Y C T
D E
D C
Alaska Hawaii Puerto Rico
29,825
-100,000
100,001
-200,000
200,001
-350,000
350,001
-550,000
550,001
-950,000
950,001
-1,851,470
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
32

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!
33

34

Resent research by:
35

36

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 loretta.chao@wsj.com
37

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
38

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
39

40

Our first time industry event (MC&E) has a successful response from industry members
41

Seal Dog Foundation
Working with veterans in our community through
dogs helps makes a difference
Seal Dog Foundation has devoted its energy to
passionately serve all Veterans and their families by
providing dogs, training, funds for fallen heroes, while
winning the hearts and minds of the public
through media outlets supporting veterans, visiting
hospitals and directly impacting veterans who suffer
from TBI, PTSD, any disabilities where we can lend a
PAW, in addition to providing emotional support and
providing help in anyway we can, the SEAL DOG way!
A large part of our work revolves around Hinding
homes for military working dog heroes (preferably
with their handlers) and to build awareness of the
positive impact that retiring a MWD can have. We
know that the best person who can provide that
support is another Veteran and their family members
who have been through it.
http://www.sealdogfoundation.com/home.html
42

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