Shallow waters, deep legacy: interview with Curtis J. Foltz
Curtis Foltz, who steps down June 30 as head of the Georgia Ports Authority, proved that the negatives of low drafts could be surmounted if you did everything else right.
Mark Solomon joined DC VELOCITY as senior editor in August 2008, and was promoted to his current position on January 1, 2015. He has spent more than 30 years in the transportation, logistics and supply chain management fields as a journalist and public relations professional. From 1989 to 1994, he worked in Washington as a reporter for the Journal of Commerce, covering the aviation and trucking industries, the Department of Transportation, Congress and the U.S. Supreme Court. Prior to that, he worked for Traffic World for seven years in a similar role. From 1994 to 2008, Mr. Solomon ran Media-Based Solutions, a public relations firm based in Atlanta. He graduated in 1978 with a B.A. in journalism from The American University in Washington, D.C.
Up-and-coming port operations executives could do far worse than plying their trade under the wing of Curtis J. Foltz. Under his leadership, the Georgia ports of Savannah and Brunswick played the cards that Mother Nature dealt—namely, a shallow 42-foot channel draft—and won the hand. The Savannah container port has prospered on the back of a superb logistics infrastructure and what many users regard as superior customer service that treated stakeholders like, well, stakeholders. Its Garden City Terminal has become the country's fourth-busiest container facility and the busiest single-terminal operation in the U.S. It has the largest cluster of import distribution centers on the East Coast, on-deck access to the large Eastern railroads CSX Corp. and Norfolk Southern Corp., and the advantages of close proximity to Interstate 95, running north to south, and I-16, running east to west. Savannah is the country's second-largest export container port, exceeded only by the Port of Los Angeles.
"Perhaps Curtis's greatest contribution was to serve, and bring together, all his diverse constituencies so well—shippers, carriers, BCOs [beneficial cargo owners], labor, Georgians, and for that matter, the whole region," said Mark Q. Holifield, executive vice president, product development & supply chain for The Home Depot Inc., the Atlanta-based home improvement giant, and a big user of Savannah. Under Foltz's leadership, Georgia's ports established a level of "operating excellence that stands as a model" for how all ports should do business, Holifield said.
Foltz leaves the Georgia Ports Authority (GPA), which owns and operates both ports, on June 30 after 12 years, six as executive director and six as chief operating officer. In mid-February, Foltz spoke with Mark B. Solomon, executive editor-news, about the changes in his industry, the need for the ports to get to 47-foot drafts as soon as possible, and what lies in store for the supply chain after he leaves the scene, albeit temporarily. (Note: The interview has been edited for brevity.)
Q: Was there ever a point in your tenure that you thought the shallow draft was a liability for you?
A: I never saw it as a liability. Unfortunately, it's the one thing we don't control, and it's not a strength of ours. We have so many other strengths that we've been able to overcome that shortfall. But it's clear that something needs to be addressed. Whether it translates into a carrier that has to wait for high tide to enter our facility, or a vessel being unable to load as many containers because the vessel has already reached maximum depth, the shallow depth raises our costs and lessens our competitiveness in export markets. Once the deepening is completed [it is expected in 2017], it will take away the one box, that if you had a list of boxes, would have a red "X" in it.
Q: What is your view of the impact of the scheduled July 1 implementation of an amendment in the Safety of Lives at Sea (SOLAS) treaty that requires shippers to certify the total mass of a container before it is loaded aboard a vessel?
A: I discount any regional competitive consequences from the SOLAS provision. It will hopefully not be selective in its administration, so I don't think any region will benefit at the expense of another. From where we sit, however, it is crystal clear who has the sole responsibility for declaring the weight, and that's the shipper. They know the weight of the cargo, they know the dimensions of the cargo, they are responsible for accurately reporting that information to the authorities, and they are responsible for any liability that may occur.
Q: Even if they do not own or control the equipment?
A: It doesn't matter. You find me a shipper that doesn't know what they're putting into the container, and what the density and weight of the shipment is, and that person shouldn't be shipping goods.
Q: How do container lines go about getting their financial houses in order?
A: I was in the liner business for Sea-Land and its affiliates for 20 years. It's been a challenge for the past 30 years. What I do know is that there is not, and has not been, a reasonable rate of return for liner companies. It is not sustainable, and it is not good for anyone. Whether you blame the oversupply, the tepid demand, or unprofitable pricing, the entire system will break down in the not-too-distant future if the issue is not addressed.
There is no silver bullet that will work here. It's all about finding a way to get rate stability. First and foremost, liners need to stop ordering tonnage for a while. They also need to lay up tonnage on the lanes where they are not getting at least 90 percent utilization. Carriers also need to be more disciplined in working with their conference affiliations and should insist on long-term contracts that lend themselves to more rational pricing. Today, the average contract duration is one year, and sometimes it's less than that.
Q: You took over the executive director's position after serving as COO. Your successor, Griff Lynch, is the current COO. Can someone run a port without deep operational experience in the industry?
A: You have to distinguish between operating ports and "landlord" ports [where the port owns the infrastructure but rents out its facilities to terminal operators]. At operating ports, of which there are four—ourselves, Charleston, Virginia, and Houston—you need the skill sets of people who've been in the business for a considerable period of time. You need people with extensive liner shipping experience, and who understand and have run container facilities. The four ports I mentioned are all run by executives who have that depth and scope of expertise. At the landlord ports, that level of expertise is not as critical.
Q: As the 2014-15 labor-management dispute on the West Coast reached fever pitch and large amounts of freight were being diverted to the East and Gulf coasts, was there a point where you became concerned that Savannah had reached the limits of its ability to handle the new business and still run its operation?
A: Everything has its limits, but you don't know what those limits are until they're tested. We saw a tsunami of diverted and incremental shipments headed to the East Coast and the Gulf. We've never handled anything like that before. On a normal day, we handle an average of 42,000 containers. At the peak [of the labor crisis], we had spiked to 60,000 containers a day. I was proud of how we survived the test. I think "concerned" is too strong a word, but we were aware of what was going on and actively planning for it on a daily basis.
Q: How would you characterize relations with the International Longshoremen's Association (ILA)?
A: With us here, they're outstanding.
Q: In your view, as you look around the port network, what are the main issues that ports need to put at the top of their priority list to make productivity improvements sustainable?
A: On the sea side, we all need to invest in newer and larger container-handling equipment, so we can more efficiently turn the vessels. The second part is to improve the velocity of the trucker turn times at our terminals. That's something we could all improve upon and need to stay focused on. It is a part of our industry that's in serious need of attention.
Q: Does the introduction of megavessels (ships over 10,000 twenty-foot equivalent unit, or TEU, capacity) put ports in a more difficult position, with essentially having to live with whatever the steamship lines bring them?
A: Other than water depth and the issues involved in working around it, fewer and larger ships play to our advantage because of the scalability of our terminal. As you look around the U.S., however, the ships are causing pretty severe challenges at ports that have multiple or smaller proprietary terminals and are not set up to handle the increased throughput and the large surges.
I hear noise in the industry as to how quickly the issue has become front and center. But this has been a discussion for five to six years. I think it's true that the big ships came on a bit faster than we expected. But for those who weren't preparing for it five years ago, I blame them more than I blame the ocean carriers.
Q: Do you see yourself running another port?
A: I don't see myself running another port. I came here for a lot of reasons. Georgia gets it right, and it was an honor and pleasure to be here for 12 years. My expectation is that I will go back to the private sector side, and that's where I will spend the rest of my career.
That percentage is even greater than the 13.21% of total retail sales that were returned. Measured in dollars, returns (including both legitimate and fraudulent) last year reached $685 billion out of the $5.19 trillion in total retail sales.
“It’s clear why retailers want to limit bad actors that exhibit fraudulent and abusive returns behavior, but the reality is that they are finding stricter returns policies are not reducing the returns fraud they face,” Michael Osborne, CEO of Appriss Retail, said in a release.
Specifically, the report lists the leading types of returns fraud and abuse reported by retailers in 2024, including findings that:
60% of retailers surveyed reported incidents of “wardrobing,” or the act of consumers buying an item, using the merchandise, and then returning it.
55% cited cases of returning an item obtained through fraudulent or stolen tender, such as stolen credit cards, counterfeit bills, gift cards obtained through fraudulent means or fraudulent checks.
48% of retailers faced occurrences of returning stolen merchandise.
Together, those statistics show that the problem remains prevalent despite growing efforts by retailers to curb retail returns fraud through stricter returns policies, while still offering a sufficiently open returns policy to keep customers loyal, they said.
“Returns are a significant cost for retailers, and the rise of online shopping could increase this trend,” Kevin Mahoney, managing director, retail, Deloitte Consulting LLP, said. “As retailers implement policies to address this issue, they should avoid negatively affecting customer loyalty and retention. Effective policies should reduce losses for the retailer while minimally impacting the customer experience. This approach can be crucial for long-term success.”
Waves of change are expected to wash over workplaces in the new year, highlighted by companies’ needs to balance the influx of artificial intelligence (AI) with the skills, capabilities, and perspectives that are uniquely human, according to a study from Top Employers Institute.
According to the Amsterdam-based human resources (HR) consulting firm, 2025 will be the year that the balance between individual and group well-being will evolve, blending personal empowerment with collective goals. The focus will be on creating environments where individual contributions enhance the overall strength of teams and organizations, and where traditional boundaries are softened to allow for greater collaboration and inclusion.
Those were the findings of the group’s report titled "World of work trends 2025: The collective workforce.” The study was based on data drawn from the anonymized responses of 2,175 global participants of the Top Employers Institute’s HR Best Practices Survey for 2025, and 2,200 organizations from its 2024 edition.
To cope with those broad trends, the report found that companies must adopt “systems thinking,” a way of understanding how different parts of a system—whether an organization or a society—are connected and influence each other. Leaders who learn that skill can design holistic strategies that align employee needs with organizational priorities and broader societal challenges, the group said.
Toward that goal, the report highlights five trends that are reshaping and impacting the global workforce for 2025. They include:
Sustainable Workplaces - integrated partnership between society and organizations. In 2025, organizations will face growing pressure to address global challenges ranging from ethical AI use in the workplace to demographic changes like declining birth rates and an aging population. These issues are no longer isolated from business; they demand an integrated partnership between society and organizations. For example, labor shortages driven by demographic changes challenge companies to rethink their workforce strategies for future sustainability; for example, family-friendly offerings have increased substantially over the last year as employers acknowledge the reality that many more people are now responsible for aging relatives as well as young children.
New belonging – networking beyond to connect with various jobs, industries, and networks. Unlike previous generations, today’s employees change jobs and careers with greater fluidity, spanning multiple organizations over relatively short periods. This shift is reshaping the traditional, company-centered sense of belonging into a more dynamic, interconnected experience. Employees no longer expect to build lasting relationships solely within a single organization, but rather they form communities that stretch across various jobs, industries, and networks, sometimes even in public coworking spaces where the people they interact with daily may not even work for the same company. However, this fluidity offers companies a unique advantage: as employees move between organizations and interact with diverse professionals in shared spaces, they bring with them fresh ideas, innovations, and relationships that generate significant value.
Transforming experiences – “new collar” jobs. In 2025, we will see a substantial blurring of the traditional categories of “white collar” jobs—typically clerical, administrative, managerial, and executive roles—and “blue collar” jobs, which are typically found in the agriculture, manufacturing, construction, mining, or maintenance sectors. The nature of jobs once considered blue-collar has changed dramatically, thanks in no small part to advancements in technology, especially AI. Post pandemic, there seems to be a much higher demand in many places around the world for skilled trades and manual labor, coupled with a growing emphasis for needed skills over formal qualifications. This shift, sometimes described as the rise of “new collar” jobs, combines the technical expertise often associated with blue-collar work with the adaptability and digital skills needed in today’s job market.
Neuroinclusion - a competitive advantage. Organizations are also increasingly recognizing the advantages of including neurodivergent individuals in the workplace, hiring people with autism, dyslexia, dyspraxia, dyscalculia, and ADHD, as well as certain mental health conditions. In addition to bringing bringing unique perspectives and capabilities, these employees are also an important part of Diversity, Equity and Inclusion (DEI). This practice often requires companies to provide accommodation, adjustments, and support, but 2025 will bring a more radical shift, as neuroinclusivity is evolving from an afterthought to a foundational principle in workplace design, culture, and HR policies.
AI-powered leadership - balance between human intuition and AI’s analytical power.
If 2024 marked AI’s disruption of highly skilled roles like software development and healthcare, 2025 will be the year AI reshapes the highest levels of leadership, bringing a new balance between human intuition and AI’s analytical power. In this evolving landscape, leadership is no longer an individual pursuit, but a collective effort changed by intelligent systems. AI is not just influencing mid-level roles; it is becoming a partner in the C-suite, helping leaders navigate complexity, understand team dynamics, and make strategic decisions that benefit the entire organization.
The next time you buy a loaf of bread or a pack of paper towels, take a moment to consider the future that awaits the plastic it’s wrapped in. That future isn’t pretty: Given that most conventional plastics take up to 400 years to decompose, in all likelihood, that plastic will spend the next several centuries rotting in a landfill somewhere.
But a Santiago, Chile-based company called Bioelements Group says it has developed a more planet-friendly alternative. The firm, which specializes in biobased, biodegradable, and compostable packaging, says its Bio E-8i film can be broken down by fungi and other microorganisms in just three to 20 months. It adds that the film, which it describes as “durable and attractive,” complies with the regulations of each country in which Bioelements currently operates.
Now it’s looking to enter the U.S. market. The company recently announced that it had entered into partnerships with South Carolina’s Clemson University and with Michigan State University to continue testing its products for use in sustainable packaging in this country. Researchers will study samples of Bio E-8i film to understand how the material behaves during the biodegradation process under simulated industrial composting conditions.
“This research, along with other research being conducted in the United States, allows us to obtain highly reliable data from prestigious universities,” said Ignacio Parada, CEO and founder of Bioelements, in a statement. “Such work is important because it allows us to improve and apply academically driven scientific research to the application of packaging for greater sustainability packaging applications. That is very worthwhile and helps to validate our sustainable packaging technology.”
Transportation leaders, policymakers, administrators, and researchers from government, industry, and academia will gather January 5-9, 2025, in Washington, D.C., for the 104th annual meeting of the Transportation Research Board (TRB), sponsored by the National Academies of Sciences, Engineering, and Medicine.
The meeting’s program covers all modes of transportation and features hundreds of sessions and workshops on various transportation-related topics. The theme for this year’s conference is how innovations in technology, business, and processes help support transportation’s role in a thriving society, according to TRB.
Speakers at this year’s event include TRB executives as well as federal, state, and international government leaders and policymakers. Discussions on zero-emissions freight, supply chain shifts, automated vehicles and roadway digital infrastructure, National Transportation Safety Board investigations, and other topics will take place throughout the week, according to TRB. Held every January in Washington, D.C., the TRB Annual Meeting attracts more than 13,000 attendees from throughout the United States and around the world.
When the trucking giant known as Saia LTL Freight was founded back in 1924, the “company” consisted of just one employee, Louis Saia Sr. of Houma, Louisiana. And it didn’t own a single truck: Saia removed the rear seats from his family car in order to haul his customers’ goods to New Orleans, where he traveled to pick up produce.
One hundred years later, the firm has been bought and sold, acquired some competitors, and moved to Johns Creek, Georgia. And it has added a few more workers. Saia today employs more than 15,000 people who operate 213 terminals across the country and a fleet of over 6,500 tractors and 22,000 trailers.
Saia is now celebrating its 100th anniversary, and the company says it’s not done growing. At a November centennial celebration event, Saia announced that it would invest $1 billion in its operations this year to support further expansion, technological advancements, and its ongoing commitments to sustainability and community involvement. “Our centennial is not just about looking back at our achievements but also looking forward to the innovations and opportunities that lie ahead,” President and CEO Fritz Holzgrefe said in a release.
To commemorate its anniversary, Saia also launched two mobile museums that will stop at select venues for private events and visits. Guests can step into a real Saia truck and explore the company’s 100-year history through interactive artifacts. Visitors can also get behind the wheel of an action-packed simulator to learn what it’s like to be a Saia driver.