Enter your headcount and see three scenarios - including the one where safety training does nothing for your turnover. Every default comes from a named source, and you can change all of them.
Benchmarks from OSHA · FMCSA · National Safety Council · SHRM · UGPTI
Pick your industry, enter your headcount, and hit calculate. Open the assumptions panel to override any benchmark with your own data - including setting the retention benefit to zero. Results update instantly.
Pre-filled with conservative industry benchmarks. Override any field to reflect your numbers - including setting retention to zero.
Estimates are illustrative and based on published third-party benchmarks from OSHA, FMCSA, the National Safety Council, SHRM, and UGPTI, plus Sentry Road customer outcomes. Actual results vary. Defaults sit at or below the low end of every published range we cite. Adjust any assumption to model your own numbers - including setting the retention benefit to zero. Break-even shows the monthly per-employee cost at which savings and cost are equal; it is not a Sentry Road price.
Every default comes from a named third-party source or a documented Sentry Road customer outcome, and every one sits at or below the low end of the published range.
Better-trained crews have fewer and less severe incidents. OSHA credits effective safety programs with 20-40% lower injury and illness costs; FMCSA links driver training to 20-30% fewer crashes. We default to 20% - the bottom of both ranges. Crash frequency and crash cost are both drawn from FMCSA on the same basis, so severity and frequency match.
Trained employees stay - but turnover has many causes, and we do not pretend training is all of them. A chemical bulk carrier we've worked with for years cut driver attrition from 29% to 10% over roughly two years. The calculator credits training with just 15% of turnover improvement, and you can set it to zero.
Automated recordkeeping gives compliance staff their week back and cuts audit prep by roughly 75% - no more scrambling for paper records. The calculator defaults to 70%, and to fewer weekly hours than our own customers report.
Audit-ready, timestamped training records are the first thing OSHA and DOT ask for, and a single serious OSHA violation runs up to $16,550. We could put a number on avoided fines. We don't, because we can't source it honestly - nobody publishes a credible per-employee fine-exposure benchmark. Every dollar in the calculator above is one we can defend.
Largely, yes. That's why retention is the smallest lever we credit and why we give you a field to turn it off. Onboarding and training affect the first-90-days departures that make up a disproportionate share of driver churn - but we're not going to claim your LMS fixes a pay problem. Set the retention field to zero and you get the Conservative case above - roughly half the savings remain, carried entirely by incident reduction and admin time.
Because we couldn't source it honestly. Fine exposure varies enormously by carrier, inspection history, and jurisdiction, and there's no published per-employee benchmark we'd be comfortable defending. It's real value we're choosing not to claim.
They're deliberately conservative, and in several cases they sit below the low end of the range we cite. Example: SHRM puts employee replacement cost at 50-200% of salary. At a $52,000 salary that's $26,000 at the low end. We default to $20,000.
Yes - every field. Turnover, replacement cost, driver mix, admin hours, crash rates, incident costs. Results recalculate instantly, and the "Copy link to these results" button preserves everything you changed so you can send your exact scenario to your CFO.
Because we'd have to make one up. Our pricing depends on headcount, course mix, and contract length, and any single number we published here would be wrong for most operations - including, probably, yours. So instead of telling you what we cost, we show you what training would have to cost before it stopped paying for itself. Ask us for your actual number and we'll have it to you within a business day.
Total annual savings divided by your headcount, per month. It's the price point at which the savings exactly cover the cost. Anything below that line is net positive for you. We show it for all three cases so you can pick the one you find credible.
A 100-employee tank fleet - roughly 70 drivers and 30 shop and office staff - using all defaults carries about $104,000 a year in avoidable cost. That breaks even at $87 per employee per month, or $43 in the conservative case. Incident reduction is the largest lever, followed by retention.
Several things worth money that we didn't try to quantify: insurance premium and experience-modifier improvements, CSA score effects on customer qualification, reduced workers' comp claims, avoided OSHA and DOT fines, and the revenue effect of passing a shipper safety audit you'd otherwise fail. We left all of it out. The model is a floor, not a ceiling.
Book a free 30-minute demo and we'll build this model with you - your headcount, your driver mix, your actual turnover and incident history. Most prospects find their own numbers move it in both directions.
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