Information

  • Document No.

  • Audit Title

  • Conducted on

  • Prepared by

  • Location
  • Manager

Safety Culture

  • Number of incomplete DDD entries in past 90 days. <br>

  • Number of incomplete DDD entries in past 90 days.

DOT compliance

  • State Mismatch

  • State Mismatch

HOS

  • SPIDER OVER 40 LOGS, 3 LOG LETTERS IN PREVIOUS 6 MONTHS CHECK REVIEWS.

  • Does the account meet current RAIR goals

  • Part Time Drivers - Verification of HOS

  • In Lieu Drivers - Compliance/verification of HOS

  • 30 Minute Break Compliance over 5% for the Ramp

Equipment

  • EDVIR Compliance 5% random local drivers within 90 days

  • Random Sample of 5% fleet over random 5 days for EDVIR

  • SPIDER Inspection Detail Report 90 Days verify repair of defects and EDVIR

  • Team Inspections are they being done

  • Was the Roadside Inspection provided to compliance within 48 hours and documented in the DDD

  • Inspect equipment on the yard - use same trucks that were recently used in a team inspection

Driver Behavior

  • Were collision reviews conducted in a timely manner? (5 Days)

  • Why not?

  • Was Root Cause Discovered

  • Was Training Administered and Completed Prior to the Driver Being Dispatched?

  • Was KSA identified?

  • Audit 5% of each board to ensure manager focus

  • Verify suspension period via 13 screen - load history, and to ensure suspension was not during regular time off

  • Was traininig / coaching completed as required, and documented in DDD

  • Review Collision History for Drivers to ensure compliance with Discipline Policy

Training

  • Ramp specific training - any driver hire in the past 60 days

  • RS Training done

  • Does the Management know the definition of DOT Reportable Accident.

  • Does the Management know the definition of an OSHA reportable injury.

  • Ask about Ride Alongs, Observations, TEAM Inspections, CQB, JSA'S

The templates available in our Public Library have been created by our customers and employees to help get you started using SafetyCulture's solutions. The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice. You should seek your own professional advice to determine if the use of a template is permissible in your workplace or jurisdiction. You should independently determine whether the template is suitable for your circumstances.