Transportation manager job description templates: standard, small trucking, supervisor, coordinator, dispatch, and fleet. FLSA and DOT guidance built in. DOCX.
6 templates including small trucking, supervisor, coordinator, dispatch, and fleet versions, with the FLSA classification and DOT compliance guidance the generic templates skip. Download as DOCX.
The transportation manager runs the operation a carrier lives or dies on: routing, drivers, safety, cost, and the federal compliance that comes with putting vehicles on the road. The posting that brings the right person in has to do two things most templates skip: describe the real scope honestly, since a small trucking company's manager dispatches loads and owns compliance hands-on while a corporate logistics manager directs through a team, and get the classification right across the role family, because the manager is usually exempt while the dispatcher and coordinator under them usually are not.
At FirstHR, we build templates for the small operations that handle hiring themselves, which is exactly the small carrier, courier, or local-delivery company hiring a transportation manager directly. The six templates below cover the role family: standard manager, small trucking, supervisor, coordinator, dispatch, and fleet. Each treats FLSA classification and DOT compliance as part of the job, not a footnote. Fill in the brackets and post, and the guide to writing a job description covers the fundamentals.
TL;DR
Six transportation manager job description templates by role and level: Standard, Small Trucking, Supervisor, Coordinator, Dispatch, and Fleet. Two things generic templates skip: FLSA classification (the manager is usually exempt, but the motor-carrier exemption does not cover dispatchers or coordinators, who are usually non-exempt), and DOT and FMCSA compliance baked into the role. Federal median pay is about $102,010 a year, lower for small carriers. Download as DOCX.
What Does a Transportation Manager Do?
A transportation manager plans, directs, and coordinates the movement of goods or people: managing routing and dispatch, leading drivers, owning safety and DOT compliance, and controlling fleet and operating costs. In federal occupational data the role sits within transportation managers, who plan, direct, and coordinate transportation operations in line with company policy and safety regulations.
For the employer writing the posting, the useful frame is that the operations core stays constant while the setting and level shift the scope: hands-on dispatch and compliance at a small carrier, floor-level leadership for a supervisor, load-and-paperwork coordination for a coordinator, and the vehicle side for a fleet manager. That is why the templates below differ by role. If you are filling the driver seats the manager will lead, the truck driver job description templates cover the road team, and a broader operations role may fit the operations manager templates.
Transportation Manager Duties and Responsibilities
Transportation manager duties center on routing and operations, people and drivers, safety and DOT compliance, and the fleet and cost control that keep the operation profitable. The setting shifts the weights, dock turnaround at a distribution operation versus over-the-road dispatch at a carrier, but the categories hold. These are the duties grouped the way the templates use them.
Routing and operations
Plan and oversee routing, scheduling, and dispatch
Track on-time delivery and cost-per-mile
Coordinate with customers and the warehouse
People and drivers
Hire, schedule, and train drivers and staff
Lead the team across shifts
Manage performance and coverage
Safety and DOT compliance
Own DOT and FMCSA compliance
Keep DQ files, logs, and inspections current
Run the drug and alcohol testing program
Fleet and cost
Manage fleet, fuel, and maintenance
Control operating costs to targets
Report KPIs and improve efficiency
A strong posting grounds these in the operation with specifics: the TMS or dispatch system you run, your lanes and volume, your safety program, and the metrics you track. For a structured way to scope any role before posting, the guide to defining job responsibilities walks through the process.
Manager, Supervisor, Coordinator, and Dispatcher
The titles in this family describe the same function at different levels, and the choice sets the responsibility, the pay band, and the FLSA classification. Getting it right means you hire at the level you actually need. This table maps the common roles.
Role
Level, scope, and typical FLSA
Transportation manager
Owns the operation, drivers, and compliance; usually exempt
Transportation supervisor
Leads a shift or team; either, by duties and pay
Transportation coordinator
Office role for loads and paperwork; usually non-exempt
Dispatcher / dispatch manager
Assigns loads and routes; office role, generally non-exempt
Fleet manager
Vehicles, maintenance, and DOT vehicle compliance; usually exempt
The takeaway is to match the title to the level and the budget. A smaller operation often starts with a coordinator or a dispatcher, both non-exempt and in-budget, and adds a full manager as it grows. Decide the level before you post, and use the matching template.
Which Template Should You Use?
Pick the template by the role and level you are hiring. The operations core runs through all six, but the scope, the pay band, and the classification differ enough that the matched version always reads more credibly and saves you editing. Use this guide to choose.
Transportation Manager (Standard)
Any operation
The universal baseline: run routing, drivers, scheduling, safety, cost, and DOT compliance. Start here for a single transportation-manager role, with the FLSA and DOT notes built in.
Small Trucking Company
Owner-led, hands-on
The hero version: a hands-on manager who dispatches, runs drivers, and owns DOT compliance at a small carrier, reporting to the owner. Plain-language and compliance-aware.
Transportation Supervisor
Floor-level leadership
For a shift or team lead who reports to the manager. Directs daily dispatch and driver activity and enforces safety without owning the full operation or its budget.
Transportation Coordinator
Non-exempt office role
For a coordinator who organizes loads, schedules, and paperwork. An office role, so the motor-carrier overtime exemption does not apply and it is typically non-exempt.
Dispatch Manager / Dispatcher
Trucking, non-exempt
For the person who assigns loads and keeps drivers moving. Dispatchers are office personnel, not drivers, so they are generally non-exempt and overtime-eligible.
Fleet Manager
Vehicles and maintenance
For the vehicle-and-asset side: maintenance, vehicle DOT compliance, fuel, and acquisition, keeping the fleet safe, compliant, and cost-effective.
Match the Template to the Role
Running one transportation operation: Standard. A small, owner-led carrier where the manager is hands-on: Small Trucking. Leading a shift beneath the manager: Supervisor. Organizing loads and paperwork as an office role: Coordinator. Assigning loads and keeping drivers moving: Dispatch. Managing vehicles and maintenance: Fleet. Every version states the FLSA classification and DOT compliance as real parts of the role.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company overview, job summary, key responsibilities, qualifications, compensation with an FLSA note, and how to apply. Fill in the brackets and post.
Download All 6 Job Description Templates
Standard, small trucking, supervisor, coordinator, dispatch, and fleet. All in one DOCX.
Template 1: Transportation Manager (Standard)
The universal baseline: run routing, drivers, scheduling, safety, cost, and DOT compliance, with the FLSA and DOT notes built in. Start here for a single transportation-manager role.
Transportation Manager Job Description (Standard)
TRANSPORTATION MANAGER JOB DESCRIPTION
Company: __
Location: __
Reports to: [Owner / Operations Director]
Employment type: [ ] Full-time
FLSA status: [Typically exempt as a manager; confirm by duties and salary]
Compensation: $_____ per year [+ bonus]
ABOUT [COMPANY NAME]
[Two or three sentences about your company, what you move, the size of
your fleet or team, and the operation this manager will run.]
JOB SUMMARY
[Company Name] is hiring a Transportation Manager to run our daily
transportation operation. You will manage routing, drivers,
scheduling, safety, and cost, keep the operation compliant and on
time, and lead the team that moves our [freight / product / people].
KEY RESPONSIBILITIES
•Plan and oversee routing, scheduling, and dispatch
•Hire, schedule, train, and lead drivers and staff
•Own safety and DOT / FMCSA compliance for the operation
•Manage fleet, fuel, maintenance, and operating costs
•Track on-time delivery, cost-per-mile, and safety metrics
•Coordinate with customers, dispatch, and the warehouse
•Maintain records in the [TMS / dispatch system: ________]
•Ensure driver qualification files and logs stay current
REQUIRED SKILLS AND QUALIFICATIONS
•[3 or more] years in transportation or fleet operations,
including supervision
•Knowledge of DOT / FMCSA regulations and safety
•Familiarity with [TMS / dispatch / ELD software: ________]
•Leadership, planning, and cost-control skills
•[CDL or transportation certifications a plus]
COMPENSATION AND HOW TO APPLY
Compensation: $_____ per year [+ bonus]
Benefits: [health, PTO, retirement: __]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 2: Transportation / Operations Manager for a Small Trucking Company
The hero version: a hands-on manager who dispatches, runs drivers, and owns DOT compliance at a small carrier, reporting to the owner. Plain-language and compliance-aware.
For a shift or team lead who reports to the manager. Directs daily dispatch and driver activity and enforces safety without owning the full operation or its budget.
Transportation Supervisor Job Description
TRANSPORTATION SUPERVISOR JOB DESCRIPTION
Company: __
Location: __
Reports to: [Transportation Manager]
Employment type: [ ] Full-time
FLSA status: [Confirm exempt vs non-exempt by duties and salary]
Compensation: $_____ per year [or $_ per hour]
JOB SUMMARY
[Company Name] is hiring a Transportation Supervisor to lead a shift
or team on the floor and the road. You will direct daily dispatch and
driver activity, keep work safe and on schedule, and report to the
Transportation Manager. This is a hands-on, floor-level leadership
role, not full operation ownership.
KEY RESPONSIBILITIES
•Supervise a shift or team of drivers and dispatch
•Assign routes and loads and keep work on schedule
•Coach drivers and enforce safety and DOT rules
•Monitor on-time performance and resolve issues
•Support dispatch, loading, and driver check-in
•Report status and metrics to the Transportation Manager
•Help keep logs, inspections, and records current
REQUIRED SKILLS AND QUALIFICATIONS
•Transportation or dispatch experience, with some leadership
•Knowledge of DOT / FMCSA safety basics
•Ability to lead a shift and keep work moving safely
For a coordinator who organizes loads, schedules, and paperwork. An office role, so the motor-carrier overtime exemption does not apply and it is typically non-exempt.
For the person who assigns loads and keeps drivers moving. Dispatchers are office personnel, not drivers, so they are generally non-exempt and overtime-eligible.
FLSA status: [Dispatchers are office roles, generally non-exempt; confirm]
Compensation: $_____ per year [or $_ per hour]
JOB SUMMARY
[Company Name] is hiring a [Dispatch Manager / Dispatcher] to assign
loads and keep our drivers moving. You will plan routes, dispatch
drivers, solve problems on the road in real time, and keep our
on-time and compliance numbers where they need to be.
KEY RESPONSIBILITIES
•Assign loads and dispatch drivers efficiently
•Plan and adjust routes to meet delivery windows
•Communicate with drivers throughout the day
•Solve breakdowns, delays, and reroutes in real time
•Track HOS availability and keep drivers legal
•Update load and status data in [dispatch / TMS / ELD]
•Coordinate with customers, brokers, and the warehouse
•[Manage and schedule a dispatch team, for a manager role]
REQUIRED SKILLS AND QUALIFICATIONS
•Dispatch or transportation experience
•Knowledge of routing and HOS rules
•Calm, fast problem solver under pressure
•Strong communication with drivers and customers
•Familiarity with [dispatch / TMS / ELD systems]
COMPENSATION AND HOW TO APPLY
Compensation: $_____ per year [or hourly]
FLSA note: Dispatchers are office personnel, not drivers, so the
motor-carrier overtime exemption does not apply. A line dispatcher is
generally non-exempt; confirm a dispatch manager by duties and pay.
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 6: Fleet Manager
For the vehicle-and-asset side: maintenance, vehicle DOT compliance, fuel, and acquisition, keeping the fleet safe, compliant, and cost-effective.
Fleet Manager Job Description
FLEET MANAGER JOB DESCRIPTION
Company: __
Location: __
Reports to: [Operations Director / Owner]
Employment type: [ ] Full-time
FLSA status: [Typically exempt as a manager; confirm by duties and salary]
Compensation: $_____ per year [+ bonus]
JOB SUMMARY
[Company Name] is hiring a Fleet Manager to manage our vehicles and
keep them safe, compliant, and on the road. You will oversee
maintenance, vehicle compliance, fuel, and acquisition, and work with
the transportation team to keep the fleet running cost-effectively.
KEY RESPONSIBILITIES
•Manage fleet maintenance, repairs, and uptime
•Own vehicle DOT compliance: inspections, registrations, records
•Track fuel, costs, and total cost of ownership
•Plan vehicle acquisition, replacement, and disposal
•Manage vendors, warranties, and maintenance schedules
•Keep maintenance and inspection records (DVIR) current
•Work with dispatch and drivers on vehicle issues
•Report on fleet cost, utilization, and safety
REQUIRED SKILLS AND QUALIFICATIONS
•Fleet, maintenance, or transportation operations experience
•Knowledge of vehicle DOT compliance and inspections
•Cost-control and vendor-management skills
•Familiarity with [fleet management / maintenance software]
•Organized and detail-oriented
COMPENSATION AND HOW TO APPLY
Compensation: $_____ per year [+ bonus]
Benefits: [health, PTO, retirement: __]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
FLSA Classification and DOT Compliance
This is the part the generic templates skip, and it is the part that protects a carrier: the FLSA classification that splits across the role family, and the DOT and FMCSA compliance the manager owns. Get these right and your posting attracts the right candidate and keeps the operation out of trouble.
The manager is usually exempt; the coordinator and dispatcher usually are not
Classification splits by role across this family, and getting it wrong is costly. A transportation manager who runs the department, directs two or more employees, and has real hiring authority, paid on a salary basis at or above the federal threshold, generally fits the executive exemption and is exempt from overtime. A transportation coordinator, dispatcher, or office staffer is a different story: these are usually non-exempt and owed overtime. Employers sometimes assume everyone in transportation is covered by an exemption, which is the trap explained below. Decide classification on the actual duties and pay for each role, not on the department or the title. This is general information, not legal advice; consult a qualified professional for your situation.
The motor-carrier overtime exemption does not cover dispatchers or office staff
This is the gap no competing template addresses. The Motor Carrier Act overtime exemption applies only to drivers, driver's helpers, loaders responsible for proper loading, and mechanics, the people whose work affects safety of vehicle operation. The Department of Labor is explicit that it does not apply to dispatchers, office personnel, or those who unload vehicles. So a small carrier cannot treat its dispatcher or coordinator as overtime-exempt just because the company is a trucking operation. Those office roles are generally non-exempt and owed overtime for hours over 40, separate from whether the manager above them is exempt. Classify the office and dispatch roles carefully. This is general information, not legal advice.
DOT and FMCSA compliance is the core of the job for a carrier
For a company that operates commercial motor vehicles, the transportation manager owns a real federal compliance load that generic templates skip entirely. That includes Hours of Service limits and electronic logging, a DOT drug and alcohol testing program for CDL drivers with pre-employment and random testing, driver qualification files with CDL copies, medical cards, and motor vehicle record reviews, vehicle inspection and maintenance records, and FMCSA Clearinghouse queries. A small carrier carries the same obligations as a large one. State the DOT and FMCSA responsibility plainly in the posting so candidates know the role is compliance-heavy, and build the driver-file and testing requirements into your hiring process. This is general information, not legal advice; confirm your obligations with FMCSA or a qualified advisor.
Driver onboarding is where the compliance actually gets handled
The transportation manager you hire will, in turn, hire and onboard drivers, and that is where the DOT paperwork lives. Before a CDL driver operates a vehicle, a carrier needs a completed application and prior-employer verifications, a verified CDL and current medical card, a pre-employment drug test result, an FMCSA Clearinghouse query, and a started driver qualification file. Miss a piece and an audit or a roadside inspection finds it. For a small carrier without a back office, the practical answer is a repeatable onboarding workflow with e-signature and document storage, so every driver file is complete and current. Set the manager up with that system rather than a folder of paper. This is general information, not legal advice.
The Motor-Carrier Exemption Does Not Cover Dispatchers
The Motor Carrier Act overtime exemption applies only to drivers, driver's helpers, loaders, and mechanics whose work affects vehicle safety. The Department of Labor states it does not apply to dispatchers, office personnel, or those who unload vehicles (DOL Fact Sheet #19). So a dispatcher or coordinator at a trucking company is generally non-exempt and owed overtime, even though the manager above them is usually exempt.
Transportation manager qualifications are experience- and compliance-anchored rather than degree-gated, which makes stating the real requirements concretely the job of the posting so candidates can self-qualify.
Weak requirement
Strong requirement
Transportation experience
[N] years in fleet or transportation operations, including supervision
Knows compliance
Working knowledge of DOT and FMCSA regulations and safety
Good leader
Able to hire, schedule, train, and lead drivers and staff
Computer skills
Experience with [your TMS, dispatch, or ELD system]
Detail-oriented
Keeps DQ files, logs, and inspections current and audit-ready
Keep every line job-related and the posting neutral, since the EEOC prohibits job advertisements that show a preference based on protected characteristics, and the SHRM job description tools describe a good job description as a plain-language summary of a position's tasks, duties, and responsibilities.
Transportation Manager Salary
Transportation manager pay varies widely by the size and sector of the operation, with small carriers paying well below the headline national median that pools in high-paying corporate and government roles.
The Federal Benchmark (BLS, May 2024)
Transportation, storage, and distribution managers earned a median annual wage of $102,010 (May 2024), with the lowest 10 percent under $61,200 and the highest 10 percent over $180,590. The median pools high-paying corporate and government roles with lower-paying carriers; in transportation and warehousing the median was $99,460. About 216,700 work in the occupation, projected to grow 6 percent through 2034 (U.S. Bureau of Labor Statistics).
For a small trucking company the realistic range runs lower than the national median, often in the mid-seventies to mid-nineties, and the adjacent roles sit lower still: supervisors, coordinators, and dispatchers typically fall well under the manager figure and are usually paid hourly. National compensation surveys can help you set a range for the role and the size of your operation. Because the demand is steady, a competitive, clearly stated range helps a small carrier attract an experienced, compliance-literate manager.
Hiring a Transportation Manager for a Small Carrier
For a small carrier, the transportation manager is a hands-on hire who runs dispatch, drivers, and compliance, and the owner usually leads the hiring. The reality of hiring at that scale is different from staffing a corporate logistics team, and the posting should reflect it. Here is how to write it for a small-operation reality. The broader steps around the hire are covered in the small business hiring guide.
At a small carrier, the transportation manager runs everything, dispatch included
At a large company a transportation manager sits above supervisors, dispatchers, and analysts with a corporate compliance team behind them. At a small carrier, the manager is the operation: dispatching loads, managing drivers, owning DOT compliance, talking to brokers, and reporting straight to the owner. Write the job description to match that reality. A posting copied from a corporate logistics role describes a narrower, more strategic seat than the hands-on, wear-many-hats job a small carrier is actually filling, and the wrong candidate will struggle. The small-trucking template here is written for exactly this: hands-on operation, direct owner reporting, and broad ownership of dispatch, drivers, and compliance. Being honest about the scope attracts a working manager who wants to run the whole thing, not administer a slice of it.
The classification trap on this team is specific and expensive
Small carriers routinely get overtime wrong on transportation roles, in two directions. They assume the manager is non-exempt and track hours unnecessarily, or, more often and more dangerously, they assume the dispatcher and coordinator are exempt because the business is a trucking company. The motor-carrier overtime exemption covers drivers and mechanics whose work affects vehicle safety, not dispatchers, coordinators, or office staff, and the Department of Labor says so directly. So the manager is usually exempt while the dispatcher and coordinator under them are usually non-exempt and owed overtime. This split is the single most expensive thing to get wrong on this team, and it is the gap no competing template even mentions. Decide each role's classification on its actual duties and pay before you post.
Hiring the manager is step one; onboarding the drivers behind them is the real work
A transportation manager rarely arrives alone. The same person you hire will be hiring and onboarding CDL drivers, and each driver carries a federal paperwork load: application and prior-employer verifications, a verified CDL and medical card, a pre-employment drug test, an FMCSA Clearinghouse query, and a driver qualification file that has to stay current for audits. So think past the job description to the system this manager will run for every driver they bring in. FirstHR fits that people side for a small carrier: e-signature for offer letters and DOT-required acknowledgments and consents, document management for CDL copies, medical cards, and DQ files, task workflows for the driver-onboarding checklist, and training modules for safety and company policy. To be clear about scope, FirstHR is an onboarding and HR platform, not a DOT compliance, ELD, or dispatch system, and it does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon to FirstHR.
From Hiring to Onboarding
The job description is step one, and onboarding a transportation manager has a compliance-and-multiplier angle the role makes unique: this person runs your operation and will hire and onboard the CDL drivers behind them, so the system you give them matters twice. Send the offer letter with the pay and confirmed classification, collect the signed offer, complete Form I-9 within the first days along with the rest of the new hire paperwork, and gather tax forms.
Send the offer with classification set
Confirm the pay, schedule, and whether the role is exempt or non-exempt in writing, since the FLSA call drives overtime and time tracking.
Start the driver qualification files
For drivers the manager hires: application, CDL, medical card, MVR review, and a pre-employment drug test before they operate a vehicle.
Run the DOT checklist
FMCSA Clearinghouse query, drug and alcohol program enrollment, and signed DOT consents, captured and stored from day one.
Train on safety and policy
Safety, Hours of Service, and company policy training with signed acknowledgments kept on file for audits.
Then set them up to run the operation and the driver pipeline: a walkthrough of your TMS and dispatch, your DOT and FMCSA program, and your safety expectations, plus the driver-onboarding workflow they will run for every hire, the kind of structured start an onboarding template can anchor. Once your offer is ready, the offer letter template handles the next step. FirstHR connects the offer with e-signature, document management for CDL copies, medical cards, and driver qualification files, training modules for safety and policy, and the onboarding task workflow in one place, so a small carrier can take both the manager and every driver from accepted offer to compliant and working. FirstHR is an onboarding and HR platform, not a DOT compliance, ELD, or dispatch tool, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
Match the template to the role and level: standard, small trucking, supervisor, coordinator, dispatch, or fleet, since the operations core holds while scope and pay vary.
The hero version no generic template offers is the hands-on small-carrier manager who dispatches, runs drivers, and owns DOT compliance, reporting to the owner.
The manager is usually exempt, but the motor-carrier exemption does not cover dispatchers, coordinators, or office staff, who are usually non-exempt and owed overtime.
For a carrier, DOT and FMCSA compliance is core to the role: Hours of Service, the drug and alcohol program, driver qualification files, and inspections.
Use BLS as a baseline: transportation, storage, and distribution managers earned a median of $102,010 in May 2024, with small carriers paying lower.
Your transportation manager will hire and onboard CDL drivers, so set them up with a real driver-onboarding and document system, not a folder of paper.
Frequently Asked Questions
What does a transportation manager do?
A transportation manager plans, directs, and coordinates the movement of goods or people: managing routing and dispatch, leading drivers and staff, owning safety and DOT compliance, and controlling fleet and operating costs. Core duties include planning routes and schedules, hiring and training drivers, tracking on-time delivery and cost-per-mile, running the drug and alcohol testing program, keeping driver qualification files and logs current, and coordinating with customers and brokers. The setting shapes the rest. At a small trucking company the manager dispatches loads and owns the whole operation hands-on, a transportation supervisor leads a shift beneath the manager, a coordinator handles loads and paperwork as a non-exempt office role, and a fleet manager focuses on vehicles and maintenance. This page covers the role and offers a template for each scenario.
What are the duties and responsibilities of a transportation manager?
Transportation manager duties fall into four areas. Routing and operations: planning and overseeing routing, scheduling, and dispatch, tracking on-time delivery and cost-per-mile, and coordinating with customers. People and drivers: hiring, scheduling, and training drivers and staff, leading the team, and managing performance. Safety and DOT compliance: owning DOT and FMCSA compliance, keeping driver qualification files, logs, and inspections current, and running the drug and alcohol testing program. Fleet and cost: managing fleet, fuel, and maintenance, controlling operating costs, and reporting KPIs. A good job description lists the specific duties for your operation rather than a generic list, since a small trucking carrier, a distribution operation, and a courier service carry meaningfully different responsibilities. The templates in this article give you a starting point for each.
Is a transportation manager exempt or non-exempt under the FLSA?
A transportation manager is typically exempt from overtime under the executive exemption, since the role usually involves managing the operation, directing the work of two or more employees, and exercising real authority over hiring and scheduling, while being paid on a salary basis at or above the federal threshold. The roles beneath the manager are a different question. A transportation coordinator, dispatcher, or office staffer is usually non-exempt and owed overtime. Importantly, the separate motor-carrier overtime exemption, which can remove overtime for drivers and mechanics, does not apply to dispatchers or office personnel, so a carrier cannot treat those roles as exempt just because it is a trucking company. Classification depends on the actual duties and pay for each role, not the title or the industry. This is general information, not legal advice; consult a professional for your situation.
Does the motor-carrier exemption mean I do not owe overtime to my dispatcher?
No. The Motor Carrier Act overtime exemption is narrow and applies only to drivers, driver's helpers, loaders responsible for proper loading, and mechanics, the employees whose work affects the safety of vehicle operation. The Department of Labor states plainly that the exemption does not apply to dispatchers, office personnel, or those who unload vehicles. So a dispatcher or transportation coordinator at a trucking company is generally non-exempt and owed overtime for hours worked over 40 in a workweek, even though the company operates commercial vehicles. This is one of the most common and expensive misclassifications small carriers make: assuming everyone in a trucking operation is overtime-exempt. Treat drivers and office or dispatch staff separately, and confirm each by the actual duties. This is general information, not legal advice; consult a qualified professional.
What is the difference between a transportation manager, supervisor, and coordinator?
The three describe the same function at different levels. A transportation manager owns the operation: drivers, dispatch, safety, compliance, budget, and overall performance, and usually reports to an operations director or the owner. A transportation supervisor leads a shift or team on the floor, directing daily dispatch and driver activity and enforcing safety, and reports to the manager. A transportation coordinator is an office role focused on organizing loads, schedules, and paperwork and communicating with drivers and customers, without managing people. Pay and classification differ accordingly: the manager is usually exempt, while the supervisor may be either and the coordinator is typically non-exempt and hourly. Decide the level you need before you post, since the responsibility, experience, and pay differ, and use the matching template. A coordinator role is the most common in-budget entry point for a smaller operation.
What DOT and FMCSA compliance does a transportation manager handle?
For a company operating commercial motor vehicles, the transportation manager typically owns a substantial federal compliance load. That includes Hours of Service limits and electronic logging device records, a DOT drug and alcohol testing program for CDL drivers covering pre-employment and random testing under 49 CFR Part 382 and Part 40, driver qualification files with CDL copies, current medical cards, and annual motor vehicle record reviews under Part 391, vehicle inspection and maintenance records, and FMCSA Clearinghouse queries and reporting. A small carrier carries the same core obligations as a large one. Because this is central to the role, the job description should state DOT and FMCSA responsibility clearly, and the hiring process should build driver-file and testing requirements in from the start. Confirm your specific obligations with FMCSA resources or a qualified advisor. This is general information, not legal advice.
Does a small trucking company need a transportation manager?
Often yes, once it grows past the point where the owner can dispatch and manage drivers alone. A small carrier of roughly ten to fifty trucks frequently hires a transportation manager, sometimes titled operations manager, to run dispatch, manage drivers, own DOT compliance, and handle brokers and customers, reporting directly to the owner. The role at that scale is hands-on and broad rather than strategic and narrow, which is why a posting copied from a large corporate logistics role tends to attract the wrong candidate. Some very small operations instead hire a dispatcher or coordinator first and keep management with the owner. Match the title and scope to your size: a growing carrier usually needs the hands-on small-trucking version of the role, and the template here is written for exactly that. This is general information, not legal advice.
How much does a transportation manager make?
According to the U.S. Bureau of Labor Statistics, transportation, storage, and distribution managers, the occupation that includes transportation managers, earned a median annual wage of $102,010 in May 2024, with the lowest 10 percent under $61,200 and the highest 10 percent over $180,590. That median pools high-paying corporate, government, and manufacturing roles with lower-paying small-carrier operations, so for a small trucking company the realistic range runs lower, often in the mid-seventies to mid-nineties. The adjacent roles sit lower still: transportation supervisors and coordinators and dispatchers typically fall well under the manager median and are paid hourly. About 216,700 people work in this management occupation, with employment projected to grow about 6 percent from 2024 to 2034. Set your range against the size of your operation and your local market rather than the national median.
