The Evaluation Matrix collects a variety of information in a variety of categories from each nominated company. Below are the questions that will be discussed during the Fleet Leadership Interview portion of the evaluation, for independent contractor fleets.
| Business Information |
| 1. Head Office Location |
| 2. Locations/Terminals |
| 3. Public/Private Company |
| 4. Business Focus (Truckload, Less-than-Truckload, Expedited, Tanker, Flatbed, etc.) |
| 5. Number of Trucks |
| 6. Number of Tractors |
| 7. Number of Company drivers |
| 8. Number of Owner Operators/Independent Contractors |
| 9. Number that are in teams |
| 10. Domestic or Cross-Border? |
| 11. How are company drivers paid? (e.g. mile/km, salary, hourly) |
| 12. How are indepdendent contractors paid? (e.g. mile/km, salary, hourly) |
| 13. Do you have a corporate Mission Statement, Core Values, or Code of Ethics? |
| 14. Has the organization won any awards in the last three years? |
| 15. Security Programs and other Certifications (e.g. ISO, FAST) |
| 16. How strong is the company’s financial position? |
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| Compensation |
| 1. What is the average annual gross for independent contractors? |
| 2. What are the average annual miles for independent contractors? |
3. Is there a rate range for independent contractors?
(i.e. Is compensation commensurate with experience and/or skill level?) |
4. Do you offer financial incentives in addition to base rates?
(e.g. purchase/leasing plans for equipment, rewards programs) How often? How much? |
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| Non-Financial Compensation |
1. Are non company sponsored health insurance programs available for independent contractors to participate in?
(e.g. life insurance; medical/dental; downtime; tractor) |
| 2. How long does it take before an independent contractors can participate in these programs? |
| 3. Does the company have a retirement savings program available to independent contractors? |
| 4. Does the company have service availability requirements for independent contractors s? (e.g. minimum amounts of service that independent contractors must provide in a period to maintain status with the company) |
| 5. Does the company require advance notification when independent contractors are going to be unavailable for extended periods? If so, how much? |
| 6. How is this policy communicated? |
| 7. Does the company offer any other non-financial compensation programs for independent contractors? |
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| Human Resources Strategy |
| 1. What was the average number of independent contractors (including drivers working for independent contractors) for the past year? |
| 2. How many exits (either quit or terminated) were there in the past year? |
| 3. How does the company ensure its total work environment (i.e. financial and non-financial compensation, policies, business building programs, etc.) meets the needs of its independent contractor partners? |
| 4. What percentage of your indepdent contractors are women? |
| 5. What is your policy regarding in-cab road testing with opposite gender participants? |
6. Describe the company's process for adding new independent contractors?
(If applicable, provide details on applicant screening, orientation, probation, referrals) |
| 7. What specific programs, if any, do you have in place to reduce independent contractor turnover? |
| 8. Is there an indepdendent contractor committee at your company? |
| 9. How much input does the committee have in setting company policy? |
| 10. Does your company have a dress code for independent contractors? |
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| Operational Strategy |
| 1. Do you have age restrictions for independent contractors' tractors? |
| 2. What vehicle fitness level is required of independent contractors? (e.g. DOT minimum standards) |
| 3. What programs does the company provide to assist independent contractors in maintaining their equipment? |
4. What is the fleet’s safety record?
(i.e. DOT reportable accidents per million miles) |
| 5. When conflicts arise between meeting customer needs and strictly adhering to company safety policies, how are they resolved? |
| 6. Who has the final say in resolving those conflicts? |
7. What technology is used to improve fleet safety?
(e.g. driving simulators, in-cab cameras, anti-rollover devices) |
8. What technology is provided to help independent contractors be more efficient?
(e.g. intranet/online community, online training and assessment, laptops) |
9. What mechanisms are in place to resolve problems with shippers?
(e.g. dealing with with excessive waiting time) |
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| Performance and Recognition |
| 1. How often do independent contractors communicate with their manager/supervisor? |
| 2. Are independent contractor requirements and responsibilities documented? |
3. How are performance expectations communicated?
(e.g. formal through documentation, verbally) |
| 4. Is independent contractor performance evaluated? How? |
| 5. How are top performers identified? |
6. Are there rewards for top performers?
(e.g. incentive program, choice of routes, public recognition) |
| 7. Is there a benchmarking system in place for top performers? If so, is this information available to independent contractors? Is it used in performance evaluations? |
8. How are rate increases for independent contractors determined?
(e.g. seniority, performance, other factors) |
| 9. What measures are taken to prevent collisions or infractions before they occur? |
| 10. What happens once an independent contractor has had a collision or infraction? |
11. Are independent contractors rewarded or recognized for any of the following? Explain.
- Accident-free mileage
- On-time delivery
- Customer service
- Business suggestions
- Minimizing cargo damage
- Referring other independent contractors
- Highway Angel or other industry ambassador program
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| Development and Business Building Opportunities |
| 1. Do independent contractors have opportunities to move into employment positions with the company? (e.g. dispatch, maintenance, training, recruiting) |
| 2. How many training days, on average are offered to indepdendent contractors each year?(Both new and existing) |
| 3. Are training opportunities made available to drivers employed by independent contractors? |
| 4. Are participants compensated for training? |
4. What continuing education opportunities are provided for independent cotnractors and their drivers?
(e.g. tuition reimbursement, grants or scholarships, corporate university, seminars or conferences) |
5. In what format are professional development activities made available?
(e.g. classroom, one on one/coaching, online training) |
| 6. Which professional development activities have shown the biggest impact on business performance? |
| 7. What coaching or mentoring programs are available for independent contractors? |
| 8. Do independent contractors share best practices through internal peer groups or an informal community? |
| 9. Does the company provide tools for sharing best practices? |
| 10. When you have driver meetings, do independent contractors participate? |
| 11. Are independent contractors encouraged to join industry associations? |
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| Work - Life |
| 1. Do independent contractors get their choice of routes? If so, how do you determine who gets what? |
2. Do you have facilities available at your terminals?
(
e.g. showers, laundry, kitchen, Internet access, TV, cafeteria, separate women's facilities) |
3. How much extra work time is required from independent contractors?
(e.g. weekend meetings or extra admin work) |
| 4. How are independent contractors compensated for extra work time? |
5. What types of support systems are available for the families of independent contractors?
(e.g. daycare, concierge, emotional support, spousal peer groups) |
6. Does the company offer health and wellness programs for independent contractors?
(e.g. reimbursed gym memberships, healthy snacks at the terminal, fitness centre onsite, blood pressure monitoring, formal wellness program) |
| 7. Do you provide programs that assist with financial or legal issues? |
8. What kinds of social events does the company have for independent contractors?
(e.g. BBQ, party for Christmas or other significant holidays, sports tournaments, sports pools, planned outings) |
| 9. How much do independent contractors participate in planning these events? |
| 10. How much involvement do independent contractors have in the company's community work and charitable contributions? |
11. How do you support the outside interests of independent contractors?
(e.g. sponsor sports teams, support causes they support) |
| 12. What efforts do you make to improve the overall image of the trucking industry? |
| 13. What efforts are you making to improve the company's environmental impact? |
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