This is a good way of looking at it.
I was in HR at one time and I had no problem hiring very good drivers off the street with a 80% plus take rate.
Over half the part-timers did not make it ... probably way less.
Absolutely no problem hiring drivers off the street for permanent positions.
Relatively hard time hiring qualified part-timers off the street.
I know personally and from ad-hoc discussions that we are having a hard time hiring qualified management off the street in all career areas.
The increasing of the CEO salary and perks is an attempt to hire qualified CEOs from outside the company. Still a long way to go in that regard.
what would you say is the reason why off the street hires are more successful? what were some of the reasons that part timers were so unsuccessful? in your opinion what are some of the qualities it takes to make a successful driver?
My observations are mainly that a P/T has a fallback to their old P/T job.
P/T generally have not worked any real job but UPS and feel a certain sense of entitlement and they do not go out and ride their route before they start and on the weekends after they start. They have been unionized and feel they just come in and once they punch the clock, they start working and don't do anything related to the job off the clock.
If they don't make it, there is always next year when they can bid again.
Most P/Ts make it on their 2nd try.
The "off the street" driver hire has worked other jobs and understands how great a UPS driver job is.
If they don't make it, they are gone and they will do whatever it takes to make seniority.
They go out and drive their route before they start and on weekends ... they are hungrier and wiser in the ways of the world.
You observed that from where, your cubical in Atlanta?
I observe the polar opposite from the hub floor.
I see men and women that have waited as much as ten years for their opportunity.
They are there early and are desperate to make good on their chance.
I am not a privy to what they do on the weekends or before and after work, nor are you unless they broadcast it, which on occasions they have.
As their steward, I tell them to do whatever it takes to get their thirty days, then come see me and I will teach them how to survive the next thirty years.
Mine is a detached, objective evaluation ... something I have never seen in any of your posts.
You cannot see the forest for the trees and that's understandable (if not desirable) to some extent.
I spent 19 years in "operations" and 4 years in HR.
One of my jobs as an HR was to track turnover for all positions.
I had extended areas as well as major hubs.
The context of my answer was mainly in the hub because extended area P/T to drivers almost always made it.
My observations came from follow-up interviews with the manager and the P/T hourly - I did this on every Driver turnover in my area of responsibility.
To extend my observations further, extended center managers have a close and personal relationship with most of their P/T employees while in a hub, it's just a new face with no previous relationship ... sink or swim.
