Truck Driver PSP Becoming Second DAC Report

In years past, trucking companies pushed drivers to run over the HOS rules and many other violations, showing complete disregard for their safety and health. Now, with the recent implementation of the CSA, this practice is coming back to bite them. Drivers, loyal to their motor carrier for years, are now being terminated due to a high severity weight score on their pre-employment screening program (PSP).

As drivers are now discovering, this is a big problem with the CSA. Even though the violations were due to the carrier's equipment (this falls under the 7 BASICS, specifically the Vehicle Maintenance BASIC), the driver will be found to be in violation, as well as the carrier, raising the motor carrier's "unsafe" safety score.

There are two measurement systems under the CSA:
DSMS - Driver Safety Measurement SystemsCSMS - Carrier Safety Measurement Systems

The two go hand in hand, meaning that points received by a driver, also will go against the carrier. This is the FMCSA's idea of making both parties, the driver and the motor carrier, equally responsible for safety. As we are seeing already, this is proving to be another injustice to the professional truck driver. Drivers are reporting in that due to their PSP points, their jobs are being lost and other carriers refuse to re-hire.

The truck driver PSP is now being correlated with the HireRight DAC report... a prediction I made several months before the implementation of this program. Every driver should be aware of the points that can accumulate from violations and effect their PSP scores.

The FMCSA website clearly states:

"The program helps motor carriers make more informed hiring decisions by providing electronic access to a driver's crash and inspection history from the FMCSA Motor Carrier Management Information System ( MCMIS)."

Sound a lot like DAC... doesn't it?

The severity weight system can be found on pages 78 through 118 of the CSA Safety Measurement System (SMS) Methodology. Another driver recently advised us that he had stopped for the day and after setting the brakes, the truck began to roll. Marking this brake issue on his post-trip inspection, he was then fired by the carrier. The FMCSA has created another demon for the professional truck driver.

There is no set maximum points that a driver can reach before being deemed unsafe and terminated. This figure is at the sole discretion of the individual motor carrier. Points attained will not show up on the PSP report. The PSP will only show the violations and you must then cross-check them with the points shown on the SMS. There are 3rd party companies such as Vigillo, LLC which provide comprehensive data analytics, providing drivers with a CSA scorecard. Another example of a money-maker business created from the CSA.

Data collected for the two measurement systems basically come from four sources:
Roadside inspectionsViolations that have already been recordedState reported commercial vehicle crash dataMotor carrier census data

Violations that DOT and law enforcement have ignored in the past, such as driving with a flat tire or having a marker light out, are now being enforced and citations given out. As an example, operating a CMV on a flat tire will add eight points to your PSP... having a marker light out will give you two points. If you're caught texting while driving, you will be hit with ten points, the highest amount given, which by the way, is the same given for reckless driving.

Remember, it's not only points you'll receive, but you will still have the fine to pay as well. The CSA has given law enforcement the key to a huge money-making program to help bring in much needed revenue for states.

The number for a "maximum points" level that is being thrown around is sixty, but again, there is no set maximum points that a driver can reach before facing possible termination. The carrier can determine if it's sixty or six... it's at their discretion. Although motor carriers created the atmosphere which resulted in drivers obtaining violations in the past, they are ignoring this fact and now using the PSP as the reason for the termination of drivers.

As a California law firm establishes the first DAC Report Class Action Registry, attorneys should take notice of the truck driver PSP program. The truck driver PSP is quickly shaping up to be another DAC report to be used by the carriers against the professional truck driver.

Aubrey Allen Smith is the host of the popular internet talk radio show, Truth About Trucking "LIVE", educating drivers on how to receive a copy of their PSP report.

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How to Write an Effective Academic Cover Letter

Many of us wish to pursue a career in the education industry. We wish to work as a faculty, librarian, exam controller, etc. All these jobs come under the academic field. While applying for these jobs along with your resume, you also need an academic cover letter.

A cover letter is basically a document attached with your resume. This document is your first point of contact with the employer. You do not get to communicate directly, face-to-face with the employer, but you can communicate using this cover letter. The basic purpose of a cover letter is helping your resume get a preference over the others. It helps you to present yourself to the employer in a crisp and precise way. One must remember that your resume has all your professional and qualification details. Thus, do not mistake your cover letter for your resume.

Do not start mentioning all your qualifications and experiences in this letter. This letter is like an answer to the employer's job requirement put forth in the advertisement. Thus, try to convey to the employer how you satisfy his/her requirement via this letter. This helps him/her decide whether it is worthy to look at your resume.

To help you write an effective academic cover letter, the instructions given in the paragraphs below will prove quite helpful.

Tips for writing effective cover letter:

• Use a formal letter format. The cover letter should be precise and to the point. It is written for professional purposes. It must thus be as per the formal letter format. Since you are applying for the academic field, you cannot afford to mess up with the format of the letter. You are expected to know the basics. Also, typos or grammatical errors are not acceptable. If you are not very confident about it, get it written from someone, or get your letter checked from someone who is good at it.

• The first paragraph should be your introduction. It should not be more than 2-3 lines. The next paragraph should let the employer know your reason of interest in the organization. This needs some research about the organization. Let the employer know why you think, this particular organization suits you, and how you both benefit from it.

• In the next paragraph, speak about your relevant skills and experiences. Do not start mentioning all the organizations you have worked for. These details are in your resume. In turn, you can write, 'With a work experience of 5.2 years in managing the operations of various organizations, I will bring along with me my expertise and learning from this experience'. This statement will answer the employer, and convince him/her that you should be given a preference over others.

• In the last paragraph, request an action from the employer's side. Request him/her to call you for an interview. Also, remember that it is very important to thank the reader. A simple line 'Thanking you in anticipation', reflects your politeness and etiquettes.

These tips will help you write an effective academic cover letter. There are many samples of academic cover letters available over the internet. These samples can be used by you for writing your cover letter.

I am Felicia John and working as a job consultant.I am expert in Writing academic resume cover letters and provide guidance for the same.

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Top Four Factors That Drive Medical Assistant's Salary

Many are enticed to be part of the medical assisting team because this career offers a promising future and advancing career opportunities. As for others, they choose to become MAs because it provides personal and monetary satisfaction. Personal satisfaction since they are responsible for a wide range of hospital tasks and being able to accomplish those different roles is already very pleasing to one self. Monetary satisfaction as well since this profession is offering good salary benefits and a possible salary increase if the employer sees that the staff is dedicated, passionate and simply because the employee qualifies to the standards set by the organization concerning salary adjustments. Truly, this is a profitable career. But, what are the factors that drive the MA's salary? Curious? Following are aspects that can influence the salary and compensation benefits of medical assistants.

Employee's Skills
Just like in other profession, if a person is highly skilled in the craft and the employer sees potential for growth, without doubt that person will receive higher pay as compared to others whose skills are average. Although it is not compulsory for aspiring MAs to undergo formal training as the minimum requirement for a person to get the job is just a high school diploma or a GED equivalent. However skills are learned and those who wish to become proficient can enroll in qualified schools for proper training and grounding.

Moreover, since the demand for medical assistants is increasing and so are their roles and responsibilities, those who are found to be proficient can garner up to $40,000. Not only are they qualified for increase, they can also be promoted to managerial or supervisory roles.

Licensing
After completion of the training program, he or she can take the next step and that is certification. Being certified can provide a great edge not just in the hiring process but it can also provide excellent salary range.

Work Place Setting
MAs can choose to work in special areas, outpatient departments, schools and conventional hospitals. More of often than not, those who are employed in hospital receive higher compensation and benefits. On average, medical assistants receive $30,000 in these institutions. On the other hand, those working in special areas like private physician's clinic, outpatient departments, schools, colleges and universities can earn about $28,000.

State Of Practice
Another factor that drives the salary of MAs is the location or state the medical assistant is currently practicing. Apparently, the cost of living varies in different states. In large urbanized areas, expect to have a higher cost of living index. Thus the salary and benefits in these areas are competitive as well. Presently, the three top states that provide excellent payouts to medical assistants are District of Columbia, Alaska and Massachusetts. In these areas, medical assistants can earn from $34,490 to $38,000. On the other hand, rural areas can provide lower compensation benefits because the cost of living is lower in these areas.

Then again, areas that are offering lower payouts are Mississippi, West Virginia and South Dakota. Medical assistants who are employed in these areas can receive salaries from $22,510 to $25,310.

MA is truly a lucrative and very promising career. That is why many students are attracted to take up medical assisting courses to equip them and make them proficient in their chosen profession. However, when choosing a career to pursue, remember that salary is not the only thing that should be given consideration. Passion and enthusiasm must be regarded as well.

Medical assistant jobs and training. Learn the best schools for medical assistant training when you visit the links now.

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The Effects of Employee Satisfaction on Customer Satisfaction

It is obvious that there are significant benefits to be gained from trying to improve an organization's service quality, and that's why managers devote so much time and money to training programs that provide employees with guidelines on the specifics of dealing with customers. What managers don't fully understand is that such attempts are, to a certain extent, shallow! Real improvements in customer service start with providing superior service and support to the employees themselves.

Here are a number of helpful tips on how to make sure your employees are happy and satisfied and in return are giving their maximum in providing the best services to your customers.

Hire Better!

Because not everybody is capable of working on a computer while handling a phone conversation, HR managers must first define the company's future employee needs to deliver the right customer experience. Company culture, details of the job and specific competencies also need to be evaluated and understood in order to develop an effective hiring model. While finding exceptional client servicing employees who can do efficient post-call work is important, it is actually not as important as finding employees who can listen and respond with empathy to clients, and who have the ability to identify issues and deliver specific answers effectively and efficiently with emphasis on first call issue resolution. By systemizing the hiring process, using a more strategic approach and taking time to analyze the job and your employee competency needs, you will be able to identify and hire candidates that better meet the needs of your organization and who are more likely to stay in their positions for a longer period of time.

Trust and Respect

Trust and respect are the basis of pretty much all successful relationships, and it's certainly no different in employee relationships. One of the best ways to determine the level of trust in a company is to examine assumptions regarding intentions. Do policies and procedures seem to assume that employees act on their best intentions or their worst intentions? In other words, are the policies in place mostly to ensure employees don't do things they are not allowed to do, or to ensure employees have the right environment to do the things they should be doing? An excellent way to test respect is in how input is heard from the different members of a team. Are people's ideas that presented with detail and backed with supporting evidence taken seriously? This doesn't mean that all ideas must always be accepted and implemented. However, if the idea is ultimately rejected, it should be rejected with the same level of thought and supporting evidence.

Show Appreciation

Employee attitudes typically reflect the moral of the company as a whole. In areas of customer service and sales, happy employees are extremely important because they represent the company to the public. Satisfaction, however, is not linked solely to compensation. Sure, a raise or extra benefits will probably improve employee contentment, at least temporarily, but small, inexpensive changes can have a long-term impact such as showing 'Appreciation.' Appreciation means making your employees feel important and that they are a vital part of a common goal. The result of doing so will sure be manifested in better customer satisfaction.

Instill Confidence

With a solid framework for hierarchy, clear accountabilities and matching authority, employees can begin to make decisions about their daily work with confidence. As those decisions become more and more effective, employees become more self-confident. Self-confidence is definitely a vital element to success in all aspects of life. Confident employees find it much easier to do what's right for customers and for the company.

Create an Atmosphere of Growth

A Job is more than a source of income, it is actually a venue for employees to grow and learn. Companies that invest in their employees' growth will not only have happier employees; they will have more productive employees who generate better and better ideas for improving the company service level. This means mentoring employees, training them in areas even beyond their current scope of responsibilities, being more transparent about aspects of the business that are interesting to particular employees and more. Creating more skilled and more knowledgeable employees has an extremely high ROI.

Measurement is Key

Companies with a highly evolved sense of the impact employee satisfaction makes on customer profitability constantly measure everything: customer satisfaction, employee satisfaction, process efficiencies and bottlenecks. This enables them to determine what's working and what's not so as to make adjustments accordingly. Periodic re-evaluation also enables your company to benefit from the fresh ideas of your current and new hires.

"People are our most valuable asset", "Our employees come first" and "We're only as strong as our people". These statements have been around in the workplace for decades, yet countless companies seem to be in denial of just how accurate those statements are. Many business owners think that they only need to pay attention to paying customers, providing them with exceptional service. Yet, it has been proven that keeping your employees satisfied with their work experience, providing them with challenges and allowing them to have a sense of ownership in the business can have a tremendous effect on customer satisfaction and loyalty. The correlations are clear: Satisfied employees generate satisfied customers, who in turn build long-term relationships and spend more money!

Mais Gousous is a full time Marketing Specialist / Career Consultant at Akhtaboot http://www.akhtaboot.com/, the leading career network for the Middle East and GCC Region. Mais currently works with the different departments of Akhtaboot on various projects in Marketing, e-Marketing and career training.

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Employment Law Safeguards the Interest of the Employer and the Employees

It is the responsibility of every employer and employees of the business to have appropriate knowledge about what legal aid is available to them. In this case the legal aid solicitors would be of great help to know about the legal aid available and the employment law related issues. The knowledge of these employment laws helps the people in making the claim whether it would be beneficial or not. The employees would be given sufficient legal aid and to that of the employers.

There at times certain situation faced by every employee where they feel the need of the employment law services. These situation may encompass all the potential danger to the interest of the employees whether it is based on any sort of discrimination, harassment, dismissal etc the legal solicitors help them in seeking legal aid over them.

It is very important for a business concern to consider certain things before they think of any business startup ideas. They are required to find out the solution for certain questions and these are what the motive behind starting up of the business is? How to manage the business plan I the resources and funds are limited? How much fund is required? Etc. These are certain question that needs to be answered first as these are considered to be primary goal of an individual before starting any business. It helps the individual be cautious in the field of business and be prepared to take up any potential danger.

The aim of the marketing plan is to assure that the resources are targeted properly for achieving the required business objective. The market plan is about recognizing where the business stands and where the person wants it business to stand and pave the road that would help the organization in achieving their market plan. The format of the market plan is to follow the structure roughly and helps the employer to be logical and plan the strategies that are set for achieving the goal. For more detailed information kindly search online and remember to check reviews of the service provides before selecting any.

They are required to find out the solution for certain questions and these are what the motive behind starting up of the business is? How to manage the business plan I the resources and funds are limited? How much fund is required? Etc. These are certain question that needs to be answered first as these are considered to be primary goal of an individual before starting any business.

Freetrainingdirect.com is the best Business training Company.free training direct offers best opportunities in employment law, business startup, marketing plan and many other courses.

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The Challenges of Roustabout Jobs

It seems that many people are interested in roustabout jobs these days. There are two primary reasons this seems to be the case. The first is the potential money one can make as a non-skilled laborer. And the second is the appeal of half the work time for nearly twice the pay.

I want to challenge you to think about what this type of career choice entails. When compared to other jobs, there has to be a reason why companies are willing to pay you larger wages as well as offer more time off. Listed below are four challenges you need to keep in mind before taking this career step.

Four Roustabout Job Challenges

Time Away - Most people talk about the time off as an incentive to consider a roustabout position. It is true that there is an unusual amount of time off in these positions. However, it is also true you will be gone for two to four weeks at a time. People don't tell you that some times you will have to live in a motel close to the helicopter port. This will count as time off, but you will need to be available to fly back to the job at a moments notice. So if you are a family person, this is something you will want to consider before jumping into this career.
Physically Challenging - Roustabout jobs are for the physically fit. These positions do not require super human strength. However, they are physically demanding. You can expect to do a great deal of lifting as well as carrying things. If the rig needs painted or cleaned, then you will be the person for these responsibilities. If ships need to be unloaded, this will fall under your duties. These positions require stamina and endurance. And after a twelve-hour shift, you won't be interested in much beyond sleeping.
High Risk - An oil rig can be a highly dangerous environment. Great care is given to the safety of all workers. However, one wrong move and the whole place can go up in flames. This is not meant to scare you. But this is a job with a real element of danger. If you have been around dangerous situations, then you may be able to cope with this better than others. This is not an environment for hot heads. It is a place to remain cool and focused on the tasks of the day.
Team Work - An oil rig requires a group of people to work together closely. You will be working and living with people for two or more weeks at a time. The days are long and the nights are short. This simply means that people can get on one another's nerves easily. In order to get the daily tasks completed you will have to rely upon other team members. So being able to make friends is a real advantage in this work environment.

Roustabout jobs offer great opportunities for those who have the right mindset. If you are only thinking about the money and vacation time, you need to do some serious re-evaluating. This may still be the right job for you. But don't allow people to sell you on hype. Remember, there is a high turnover rate in this profession. It might be worth your while to question why.

If you are looking for a job on an offshore oil rig...be certain to check out http://www.roustaboutjobsinfo.com/. You can learn more about this work by clicking on Roustabout Jobs.

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Overcoming Tough Interview Questions

There is no doubt that job interviews are stressful. Across the board, from Healthcare Management to Information Systems Management professionals-there typically is a common thread of interview questions asked by a prospective employer. You only get one chance to "wow" the hiring manager-so why not practice your way to interview perfection. This article will demystify common interview questions and help prepare you for interviewing success using helpful interviewing strategies including the S.T.A.R. (Situation, Task, Action, and Result ) method.

"Tell me about yourself"
Although this question sounds simple enough, many interviewees struggle with this question because they are not sure the type or amount of information to share. Essentially, the answer to this question should be your 'elevator' speech and should last between 30 seconds and two minutes. Remember, although the hiring manager is asking about you, they are inquiring only about your professional history-not personal milestones. They do not want to know where you are from, if you have a family, your marital status, or what you like to do in your free time. They essentially want to know about your educational and career successes, and professional goals. Examples are education, internships, volunteer work, and professional association memberships.

A great suggestion is to write out your 'elevator' speech well before your interview and practice, practice, practice! That way, you will know exactly what you are going to say and will not feel like you're rambling on about yourself with no direction.

"What do you know about the company?"
Essentially, the hiring manager wants to know if you have done your homework on the organization. Do you honestly want to work for this specific company, or are you just out applying to every job that you see? By doing your research before hand, you will also be able to ask specific questions about the organization. For example, if there is a change in senior leadership, you will be able to note that when speaking with the hiring manager and ask the follow up question on how/if that will impact the way in which the company operates. It is imperative to do your research on the organization before going into an interview to really demonstrate your commitment to be hired.

"What are your salary expectations?"
The dreaded money questions! It is taboo for an interviewee to ask how much the position pays, but undoubtedly, the interviewee will be asked about the prospective employee's salary expectations. To be prepared to answer this question, it is very important to do your research. You may want to check a variety of sources such as salary.com, indeed.com, and bls.gov, to be able to come up with an appropriate salary range. You do not necessarily have to answer with a specific dollar amount, but at least be prepared to share a range that you are comfortable with.

"Walk me through your resume."
This question sheds a lot of light on the frequency and reason you change jobs. This question elicits a great answer to how you handle change and stressful situations. If you move for minor reasons, the company may think you have a difficult time handling change and stress.

Make sure you explain each job you've held and why you left. A common mistake for interviewees is to read through the entire resume word for word. The person you are interviewing with can read, and they want you to give them a little more "color" about your professional history.

"Why should I hire you?"
This is your opportunity to sell yourself! Talk about your talent, skills, knowledge and highlight your strengths. As the Company, they want to hear that both parties are on the same page. The Company is looking to hear from you, why you truly feel you are the most qualified candidate. Your response should align with your previous answers.

"How would a reference describe you/your work ethic?"
The company wants to know what type of working relationship you had with your previous boss and coworkers. This question can also call out individuals who are not team players or comfortable handling difficult situations. However, when answering this question correctly, it can showcase your strengths. Remember, when the company checks your references, you want to make sure the answer provided is consistent with what your references provide.

"Tell me about a time when..."
It can be said that the best predictor of future behavior is past behavior; therefore, more and more employers are using behavioral-based questions to learn about past situations interviewees have encountered, how you handled those situations, and what the outcomes were. Questions like, "Tell me about a time you demonstrated communication skills," or, "Tell me about a time you solved a difficult problem that could have had a big impact," are two examples of behavior-based questions that are frequently used. These queries can easily be the most difficult during your interview if of you do not know how to properly approach them, and haven't done your homework before the interview.

In order to cover everything the interviewer wants, answer behavioral based questions using the S.T.A.R. method: Situation, Task, Action, and Result. First, give the interviewer the background information (situation). Then, explain the task you were given to complete (Task), and then discuss the action(s) you took to tackle the undertaking (Action). And finally, describe the end product of the result.
Here is an example of a behavioral based question and an answer using the S.T.A.R. technique:

Question: Tell me about a time you demonstrated leadership skills.

Answer:
S: During my last quarter of school, I completed an internship at Memorial Hospital in the Health Information Management department. I was the first and only intern the department had ever had, and they decided they wanted to continue with an official internship program.

T: In order to successfully launch this program, my supervisor asked me to create and administer a training curriculum for the new, incoming interns.

A: To complete this task, first, I outlined all the procedures the new interns would need to learn about like HIPAA standards, how to operate the 10-line phone system, and how to use the health record index and storage system. Next, I created a three day training agenda covering these topics. Finally, I facilitated it to four new interns.

R: The training was a huge success. On a survey completed after the training, all four interns rated the program a 10 out of 10 in the areas of usefulness and creativity. In addition, each intern rated my communication and leadership styles as "Excellent."

Some of you may be thinking.... How could I possibly cover all these areas when put on the spot during an interview? The answer is preparation. You know the position and field you are going for, so think about the key skills and qualifications the employer may be looking for. Pay attention to the job description. If the qualifications list "strong oral communications skills" then you can probably guess that the interviewer will ask you about your oral communication skills during the interview. Therefore, doing your research beforehand will allow you to anticipate the questions hiring managers may ask and if you can anticipate the questions, you can prepare answers based on situations in your work, school, or volunteer experiences that can speak to those skills. Create a list of great experiences that you want to share or could pull from during an interview, and practice explaining those experiences using the S.T.A.R. method.

"Why did you leave your previous position?"
Employers ask this question to avoid a mis-hire. Asking this question allows interviewers to learn about your desires or intentions the new position. You must be prepared to answer this question with brevity. If you start rambling on as you answer, it may seem like you're hiding something.

Think about what excites you about the position you are interviewing for. Here are two more things to remember when preparing for this question, along with some examples of "bad" and "better" answers:

1. Don't bad mouth your previous employer or boss
Bad: "My supervisor never gave me a chance to spread my wings. He was a micro-manager and had me doing the same projects over and over. I'm looking for a position where I can have some independence and be trusted."

Better: "In my previous position, I did not create and implement multiple projects both independently and as a team. With this new position, it appears as though I will be able to experiment with variety and creativity."

2. Don't lie... be honest...(just not brutally honest)

Bad: "I was fired because my supervisor thought I didn't have the entrepreneurial spirit required for the position. I didn't make enough cold calls, and I had a hard time closing deals with clients because I wasn't sold on the product myself."

Better: "It was decided that I was not the best fit for the organization. I was having difficulty making my sales goals each quarter, and they really needed someone who was passionate about sales. That is why this new position is exciting, because it focuses on customer relationships and satisfaction rather than on selling and transactions."

Elizabeth Lintelman is the Manager of Career Services at Rasmussen College, a private, regionally accredited school. Elizabeth has more than nine years experience in management, recruiting and career advising. She earned her undergraduate degree from the University of Minnesota, Carlson School of Management and is currently attending the University of Scranton for her Master's degree in Business Administration.

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