Questions and Answers about MV Transportation

Here's what people have asked and answered about working for and interviewing at MV Transportation.

View all 143 questions about MV Transportation

What would you suggest MV Transportation management do to prevent others from leaving?

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15 answers

278 division in Los Angeles Flyaway
Bad communications, unprofessional, bad dangerous broke down buses, management need a bath and brush teeth, stop stealing off the driver checks, nothing works (necessary work tools), slavemanship tactics will keep away good dependable driver

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In the Austin area, pay what the competitors are paying!! TTI start there base pay at $17.00 MV start at $14.39. Just as soon as the new drivers hear of this off to TTI they go.

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2
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Replace the driver "trainers" as their attitude, ineffective communication, arrogance, and favoritism makes the particularly repugnant. This, as it does, gives trainees and others good reason to disrespect them and MV Transportation management. Just because they hold a Commercial Driver License (CDL) DOESE NOT MAKE THEM PROFESSIONAL TRAINERS.

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This is from an observation over the past 5 years. Management Transportation is a large entity, but a small network of management employees who stay in communication giving impute on previous employees trying to excel but whom have been quietly under the radar being black balled by previous management. At the end of the day potential employees do not know the relationship the hiring managers have good or bad. This is clearly about who you know and not what you know. The opportunities are not there to move up. Organizations like Transdev, First Group, MV etc. have recycled the same management people over and over regardless of their track records bringing the same bad management skills regardless how many complaints are reported, and not giving new blood with new ideas a chance to shine. Let’s be clear all are not to blame. It’s sad when you go on an interview at different locations/companies and most know of each other. There should be a company policy where it is prohibited that management should be allowed to contact each other about potential hires. They should only refer to Human Resources. It’s always stated college degrees, experience, etc. yet you have relatives, friends giving opportunities without the tools and get on the job training. Companies should want the best minds, best leadership skills and not my friends or family members this also is a breeding ground for mis-trust and disgruntle employees, which lead to a revolving door of employees and loss productivity/training expense. The goal is to keep/retain contracts and lower your complaints and run a safe any content work force which you can retain.

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Management needs to appreciate the people who work hard for the company. Positive moral starts at the top and trickles down. Employees who feel appreciated will work harder and feel good about it, thus creating more positive results for the company.

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Trust and have faith in drivers. And not always trust the customer"s word. Customer's FIB ALOT.

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When called the N word at work, by the dispatch in front of Utility sup, maybe a start . Believe the drivers would be a start.

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Company Needs To Treat Their Assets as Assets... Operators are the building block of the Business.

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Management needs better communication skills and better understanding of the different jobs being preformed at there facilities. The GM at Santa Clarita Ca. Has never driven a bus.

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Get payroll system correct. Not one correct payroll since taking over July 01,2017.
They expect us do their work by presenting hours for us to inspect for next pay period.
ENTIRE DAYS MISSING! we should get paid for correcting their errors! NCTD, San Diego

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