2011 dodge journey mainstreet reviews

2011 Dodge Journey Review

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Edmunds' Expert Review

• Family-friendly size
• wide-opening rear doors
• sophisticated interior with many useful features.
• Base model's lackluster four-cylinder engine
• limited third-row legroom
• short on cargo space.

The 2011 Dodge Journey receives a number of significant changes, including a new, more powerful 3.6-liter V6, retuned suspension and steering, and a revamped interior featuring higher-quality materials and a new touchscreen interface.

Edmunds says

The 2011 Dodge Journey is significantly better than the model it replaces, and so now merits consideration by anyone in the market for a small-to-midsize crossover.

Cost to Drive Cost to drive estimates for the 2011 Dodge Journey Express 4dr SUV (2.4L 4cyl 4A) and comparison vehicles are based on 15,000 miles per year (with a mix of 55% city and 45% highway driving) and energy estimates of $3.55 per gallon for regular unleaded in North Dakota.

Vehicle overview.

Know that old expression about the journey being its own reward? Well, in the case of the 2011 Dodge Journey, we can definitively say that this new version is a lot more rewarding than the 2010 model it's replacing.

To be honest, we haven't much cared for Dodge's midsize seven-passenger crossover SUV since it debuted back for 2009. While it featured a number of clever details like multiple hidden storage bins and family-friendly wide-opening rear doors, its anemic engines, lackluster handling and low-budget interior made it difficult to recommend.

Well, that's all changed now that the folks at Dodge have given the Journey a thorough makeover that addresses those specific complaints. At the top of this list of major improvements is an all-new 283-horsepower 3.6-liter Pentastar V6 that's significantly more powerful and refined. A similar makeover has been applied to the suspension and steering, and as a result the Journey is noticeably more buttoned-down.

An even more noticeable aspect of the 2011 Journey's transformation concerns the interior. The combination of a handsome new design and soft-touch plastics gives the interior a level of sophistication that was sorely lacking in the previous version. An 8.4-inch touchscreen that dominates the dash of upper trim levels adds to the modern look and allows easy access to both audio and climate controls and cutting-edge features like the available Sirius Travel Link satellite infotainment service.

All these tweaks make this Journey a much more serious contender for a crossover SUV. The Journey's size and price also give it some niche appeal; it's larger and roomier than similarly priced small crossovers like the 2011 Honda CR-V , 2011 Kia Sorento and 2011 Toyota RAV4 , yet less expensive than most midsize and large offerings such as the 2011 Chevrolet Traverse , 2011 Ford Flex and Toyota Highlander.

That's not to say it's perfect -- the four-cylinder engine is underwhelming, for instance, and cargo capacity isn't all that impressive. Ultimately, though, we think these well-targeted improvements make test-driving the 2011 Dodge Journey a trip that's definitely worth taking.

Performance & mpg

The 2011 Dodge Journey is available with a choice of two engines. The entry-level Express model gets a 2.4-liter four-cylinder engine rated at 173 hp and 166 pound-feet of torque. It drives the front wheels through a four-speed automatic transmission. EPA fuel economy estimates are expected to be 19 mpg city/25 mpg highway and 21 mpg combined.

All other Journey trim levels are powered by a 3.6-liter V6 that puts out 283 hp and 260 lb-ft of torque. A six-speed automatic transmission with a manual shift feature is standard, as is front-wheel drive. All-wheel drive is offered as an option. Dodge estimates fuel economy at 17 mpg city and 25 mpg highway for front-drive and 16/24 mpg with all-wheel drive.

For 2011, the Dodge Journey is equipped with antilock disc brakes, stability control with a rollover sensor, traction control, active front head restraints, front-seat side airbags, a driver-side knee airbag and side curtain airbags for all three rows.

The Journey has not been rated using the government's new, more strenuous 2011 crash testing procedures. Its 2010 ratings (which aren't comparable to 2011 tests) were a perfect five stars in all front- and side-impact categories. The Insurance Institute for Highway Safety has given the Journey its highest "Good" rating for both frontal-offset and side impacts.

On the road, the 2011 Dodge Journey's character depends greatly on what's under the hood. We'd suggest avoiding the four-cylinder engine that's standard on the base Express model, as it just doesn't have enough oomph to get this 4,000-pound vehicle up to speed quickly enough in common scenarios like merging onto a freeway. The new 3.6-liter V6 is a far better choice, as it produces quicker acceleration with only a slight sacrifice in fuel economy.

This year's complete redesign of the suspension and steering gear has completely transformed the driving experience. Handling feels much more confident now and the ride, while not silky-smooth, is still quite good. The steering is now much more precise and predictable, with a light but still nicely weighted feel to it.

The 2011 Dodge Journey's switch to top-quality soft-touch plastics, along with a sleek new design, projects a far more refined image. Worthy of special mention here are details like hidden storage bins and available child booster seats.

The long and wide-opening (nearly 90 degrees) rear doors make getting little ones in and out of car seats a hassle-free affair. The second row is comfortable for two good-sized adults. The third-row seat is best left for small children. With both the second and third-row seats folded down, the Journey offers 68 cubic feet of total cargo capacity -- a useful amount, although many competing models offer more.

Perhaps the most significant change for the 2011 Journey is the incorporation of the huge 8.4-inch touchscreen that dominates the dash of upper trim level models. Besides providing a slick way to access everyday controls, the screen plays a role in some of the cooler tech features offered here, including displaying the image from the rearview camera and the wide range of useful info delivered by the available Sirius Travel Link service.

2011 Dodge Journey models

The 2011 Dodge Journey is a midsize crossover offered in five trim levels: Express, Mainstreet, Crew, R/T and Lux.

The entry-level Express model comes reasonably well-equipped with a four-cylinder engine, 16-inch steel wheels, heated outside mirrors, roof rack side rails, dual-zone air-conditioning, illuminated cupholders, a 4.3-inch touchscreen interface, keyless ignition/entry, cruise control, full power accessories, a tilt-and-telescoping steering wheel and a six-speaker audio system with a CD player, a USB/iPod interface and an auxiliary audio jack.

Move up to the Mainstreet trim level and you get a V6 engine, 17-inch alloy wheels, firmer suspension tuning, body-color mirrors, a rear cargo compartment cover and satellite radio. The Crew model adds 19-inch alloy wheels, foglights, tri-zone automatic climate control, a power driver seat, a fold-flat front passenger seat with built-in storage compartment, reclining 60/40-split second-row seat with fore-aft adjustment, an overhead console with conversation mirror, an auto-dimming rearview mirror, a leather-wrapped steering wheel, remote engine start, a 115-volt AC power outlet and a premium Infinity audio system with an 8.4-inch touchscreen and SD card slot.

The R/T model gets you all the Crew's standard features but with dual-zone climate control and distinctive interior and exterior trim. The top-of-the-line Lux adds a handful of desirable extras, including 19-inch alloy wheels, leather upholstery, heated front seats, a rearview camera, rear parking sensors, Bluetooth and a Garmin-sourced navigation system.

Many of the features included on the upper trim levels can be added to the lower trim levels via optional packages. Other notable options include a sunroof, a 50/50-split third-row seat, built-in child booster seats, a navigation system and a rear-seat entertainment system.

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2011 dodge journey sxt, great vehicle, who woulda thunk it, 2011 journey highlights.

• Back-up camera
• Tire Pressure Warning
• Stability Control

NHTSA Overall Rating

• Frontal Barrier Crash Rating Overall Not Rated Driver Not Rated Passenger Not Rated
• Side Crash Rating Overall Not Rated
• Side Barrier Rating Overall Not Rated Driver Not Rated Passenger Not Rated
• Combined Side Barrier & Pole Ratings Front Seat Not Rated Back Seat Not Rated
• Rollover Rollover 4 / 5 Dynamic Test Result No Tip Risk Of Rollover 18.5%
• Small Overlap Front Driver-Side Test Not Tested
• Small Overlap Front Passenger-Side Test Not Tested
• Moderate Overlap Front Test – Original Good
• Moderate Overlap Front Test – Updated Not Tested
• Side Impact Test – Original Good
• Side Impact Test – Updated Not Tested
• Roof Strength Test Good
• Rear Crash Protection / Head Restraint Good

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2011 Dodge Journey

But easily lost behind tip-of-the-spear debuts such as the all-new Grand Cherokee and Dodge Charger are foot soldiers like the Dodge Journey , which is merely overhauled. To transform the rental-fleet darling Journey, Chrysler has granted the crossover more power, a sharper chassis, and a vastly improved interior for 2011.

Priorities Inside Out

Dodge focused less on the Journey’s styling and more on its interior and chassis, a decision we support. And so the exterior changes are minimal. Up front, all models get a new grille and V-6 Journeys a square-jawed front bumper. Circular LED taillights and a revised rear bumper soften the rear end’s previous angularity, and new 19-inch wheels enter the range on higher trim levels.

Open any door, however, and the Journey is virtually unrecognizable. No longer is the cabin a hard-knock blend of Fisher-Price and ugly. Shiny plastic is as scarce inside the 2011 model as soft-touch materials were in the 2010. The cabin’s centerpiece is the new dashboard, wrapped in a low-gloss, one-piece padded panel with bezeled components, zero-gap tolerances, a new steering wheel, and classy black-on-white instruments set within Mercedes-like angled wells. Six interior color themes boldly embrace chroma and contrast like no other crossover in the class—one striking combo features ivory leather and orange stitching against black carpets—making the gray-scale misery of the previous Journey a hazy memory.

With the prior model’s most loathsome interior characteristics banished, the Journey’s innately sensible traits—the comfortably elevated seating position, standard underfloor bins in the second-row, and reasonable space for the occasional carpool in three-row form—are vastly more appreciable. Over-the-shoulder vision remains at a premium due to the Journey’s high waistline and chunky pillars, but the sightlines can be enhanced by dropping the revised second- and third-row headrests forward onto the seatbacks when they’re not in use.

An Interesting Journey

Two engines are available for 2011. The 2.4-liter four-cylinder carries over with 173 hp and 166 lb-ft of torque and is still mated to a four-speed autobox. It is the exclusive domain of the base Express trim level. The rest of the Journey lineup—Mainstreet, R/T, Crew, and Lux trims—features Chrysler’s new 3.6-liter Pentastar V-6, tuned for 283 hp and 260 lb-ft of torque and mated to a six-speed manumatic. All-wheel drive is an option for all but the front-wheel-drive-only Express. Our brief stint in a Journey Lux with all-wheel drive, estimated to weigh somewhere north of 4200 pounds, proved that the 2011 Journey isn’t a total slug. The V-6 has a far easier time with 4200 pounds than with, say, 5000 pounds of Dodge Durango , and we estimate the Pentastar-powered Journey should hit 60 mph in the low-seven-second range.

The squiggly, bucking coastal roads north of San Francisco provided as appropriate a venue as one could find to evaluate the Journey’s heavily reworked chassis, which benefits from revised rear-suspension geometry; larger, retuned shocks; new spring rates; new jounce bumpers; and beefier steering components. Within a few miles, we were impressed with the Journey’s composure and feedback. Our tester was shod with the top-dog 225/55-19 all-season tires, which handled our flogging with remarkably little protest. Additional credit for the planted feel goes to a partnership between the electronic all-wheel-drive and stability-control systems; they conspire to send power proactively to the rear wheels while cornering at speeds between 25 and 53 mph, roughly the same range of speeds we could safely explore on those bumpy ribbons of asphalt.

Competitive, but Will Anyone Believe It?

Within its competitive set, which includes mid-size vehicles like the Hyundai Santa Fe and larger three-row trucks like the Honda Pilot and Mazda CX-9, the Journey is aggressively priced at $22,995. The bump of $1400 over the 2010 model is more than worth it given the 2011’s newfound competence. The $24,995 Journey Mainstreet represents $2000 well spent for the stronger engine and transmission alone, although Dodge tosses in larger wheels (17 inches), dual exhaust tips, body-color mirrors, cargo area accessories, Sirius satellite radio, and more. From there, Journey prices leap to $28,995 for the R/T and $29,990 for the Crew, which are mechanically identical and laden with roughly the same smattering of creature comforts (remote start, premium audio with a hard drive, automatic climate control, and more) but delineated by specific paint schemes and 19-inch wheel designs. The Lux piles on heated leather seats, multiple parking assistants, a premium instrument cluster, and shiny chrome-clad wheels, for $33,490.

Three years after its introduction, the Journey is finally the crossover it should have been all along and is perhaps capable of bettering its last-place finish in its only comparison test . But that could be only half the battle. The other half? Since the 2011 looks so much like the 2008–10 Journey, Dodge might have to spend as much money marketing the much-improved crossover as it spent fixing it.

Specifications

VEHICLE TYPE: front-engine, front- or 4-wheel-drive, 7-passenger, 5-door wagon

BASE PRICE: $22,995

ENGINES: DOHC 16-valve 2.4-liter inline-4, 173 hp, 166 lb-ft; DOHC 24-valve 3.6-liter V-6, 283 hp, 260 lb-ft

TRANSMISSIONS: 4-speed automatic, 6-speed automatic with manumatic shifting

DIMENSIONS: Wheelbase: 113.8 in Length: 192.4 in Width: 72.2 in Height: 66.6 in Curb weight (mfr-s est): 3800-4200 lb

PERFORMANCE ( C/D EST): Zero to 60 mph: 7.2-9.6 seconds

FUEL ECONOMY (MFR-S EST): EPA city/highway driving: 16-19/24-25 mpg

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2011 Dodge Journey AWD 4dr Mainstreet Specs

# 21 out of 22 in 2011 affordable midsize suvs, awd 4dr mainstreet.

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$ 7,223 - $ 10,369

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Mainstreet 4dr Front-Wheel Drive 2011 Dodge Journey Specs

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2011 Dodge Journey trims (9)

(Express) 4dr Front-Wheel Drive

(Mainstreet) 4dr Front-Wheel Drive

(Mainstreet) 4dr All-Wheel Drive

(Crew) 4dr Front-Wheel Drive

(R/T) 4dr Front-Wheel Drive

(R/T) 4dr All-Wheel Drive

(Crew) 4dr All-Wheel Drive

(Lux) 4dr Front-Wheel Drive

(Lux) 4dr All-Wheel Drive

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Just One More Thing…

What is PERM? An Overview of the PERM Process

August 19th, 2020

Categories: PERM Center Work In The US

Tags: green_cards PERM_Process

If you are an immigration lawyer, an employer who has sponsored a foreign worker for a green card, or a foreign worker yourself, chances are you have heard the term “PERM” before. The PERM certification is the primary step before a foreign national can continue their journey to achieving their employer-sponsored green card and is generally required for the EB-2 and EB-3 preference categories. But what exactly does the process to achieving a PERM certification entail?  

What is PERM?

PERM, which stands for “Program Electronic Review Management,” is the first step of the green card process for foreign nationals seeking permanent residence through their employment. The U.S. Department of Labor (DOL) requires a sponsoring employer to pay the prevailing wage for the position, and to test the U.S. labor market to prove that no authorized U.S. worker is able, willing, and available to perform the required job. 

How does it work?

To complete the PERM process, an employer must:

• Submit a request for a Prevailing Wage Determination (PWD) to DOL; 
• Advertise and run a recruitment campaign as specified by PERM regulations; and
• File a PERM with DOL for certification.

The employer’s job description for the permanent position must be sufficiently detailed with a description of daily job duties, minimum education requirements, and experience and skills required of a candidate to perform the role. The job description should also specify if travel or supervisory responsibilities are required of the position. 

Prevailing Wage Determination (PWD)

An employer must submit a request for a PWD to DOL. The PWD is designed to make sure that hiring a foreign worker for the permanent position will not adversely affect U.S. workers. The employer must agree to pay a “prevailing wage” to the foreign worker, which is determined based upon job classification, minimum requirements for the position, and the area of employment. 

Recruitment Activities 

There are several recruitment advertisements that must be placed by the employer within 30 to 180 days before filing the PERM application with DOL.  Each of these advertisements requires special details and must be carefully drafted to satisfy PERM regulations. The required recruitment advertisements are:

• One job order placed with a state workforce agency;
• Two Sunday advertisements in a newspaper of general circulation in the area of intended employment;
• One internal posting notice; and
• Three additional advertisements from a predetermined list of options.

While recruiting, employers must consider any applicants that meet the required criteria and determine if they are qualified to fill the position. However, an employer can  reject an applicant  if it is determined that:

(1) The U.S. applicant does not meet the positions minimum requirements; and 

(2) Any deficiencies cannot be remedied through reasonable on-the-job training. 

Recruitment activities  must meet certain DOL standards, and a detailed recruitment report must be kept on file. The employer must maintain documentation of the recruitment and be prepared to submit this documentation in the event of an audit, or in response to a request from the Certifying Officer prior to rendering a final determination.

The PERM process can take anywhere from approximately 8 to 15 months, varying based on underlying strategy and DOL processing times.

If you have questions on the PERM process, please  contact our  office to schedule a consultation with Jennifer Behm today!

RESUME REVIEW IN THE PERM PROCESS

Under the Immigration and Nationality Act, the Department of Labor (DOL) has a statutory responsibility to ensure that no foreign worker (or “alien”) is admitted for permanent residence based upon an offer of employment absent a finding that there are not sufficient U.S. workers who are able, willing, qualified and available for the work to be undertaken and that the admission of such worker will not adversely affect the wages and working conditions of U.S. workers similarly employed.  INA § 212(a)(5)(A)(i).The DOL fulfills this responsibility by determining the availability of qualified U.S. workers before approving a permanent labor certification application and by ensuring that U.S. workers are fairly considered for all job opportunities that are the subject of a permanent labor certification application.  Accordingly, the DOL relies on employers who file labor certification applications to recruit and consider U.S. workers in good faith.

Attorneys, agents, and foreign workers are prohibited from interviewing and considering U.S. workers during the permanent labor certification process, as described in 20 C.F.R. § 656.10 (b)(2)(i) and (ii). However, the DOL does not prohibit attorneys and agents from performing the analyses necessary to counsel their clients on legal questions that may arise with respect to this process.  The employer, and not the attorney or agent, must be the first to review an application for employment, and must determine whether a U.S. applicant’s qualifications meet the minimum requirements for the position, unless the attorney or agent is the representative of the employer who routinely performs this function for positions for which labor certifications are not filed.

The DOL has indicated that good faith recruitment requires that an employer’s process for considering U.S. workers who respond to certification-related recruitment closely resemble the employer’s normal consideration process. Yet, real world recruiting is at times impossible when the DOL sets forth “unreal” recruitment standards for employers! As an attorney who regularly counsels employers filing PERM labor certifications, I have found that one of the most difficult concepts for some employers to grasp is the resume review process and how it ought to be conducted in the PERM process.It’s hard for an employer to comprehend why they have to continue to assess an applicant who upon receipt of an e-mail from the employer, responded that he was “away” and would get back to the employer at some point in the following week; or an applicant who, when contacted, had no recollection that he had even applied for the job and needed to be informed of the job opportunity and the employer’s business; or an applicant who only listed “Software Engineer” as his experience leaving the employer unclear as to what skills he may possess. As reasons for rejection of applicants, employers sometimes state,“applicant is far too overqualified and I would never hire him for this position” or “these applicants went to foreign universities and I know they require sponsorship.” While these reasons may be acceptable in the employer’s normal consideration process, neither is a valid reason for rejection in the PERM process.Some employers become frustrated and push back. I find that I very often have to preface my comments with “We are not operating in the real world here…”

Currently, and for some time now, every PERM audit letter requests verification of the unavailability of US workers. A request for resumes and applications for all US workers who applied for the job opportunity seems to have become the standard. The DOL specifically wants to review documentation of the employer’s contact with applicants and its assessment of the qualification of applicants.Yet, other than the expectation that the employer conduct “good faith” PERM recruitment, the DOL has not issued significant guidance with regard to resume review. But it is possible to glean some information from recent decisions by the Board of Alien Labor Certification Appeals (BALCA). In particular, two specific cases, involving Supervised Recruitment , shed some light on how the DOL expects employers to conduct resume reviews.

In Matter of Goldman Sachs & Co. , 2011-PER-01064 (June. 8, 2012), the employer, indicated on the ETA Form 9089 that it would accept for the position of Financial Analyst, “any suitable combination of education, training and experience,” language well-known to practitioners filing PERM applications as the Kellogg language based on Matter of Francis Kellogg, 94-INA-465 (Feb. 2, 1998) (en banc). During Supervised Recruitment, the employer submitted an expert opinion to the DOL detailing why thirty-five U.S. worker applicants had each been rejected without interview. As examples, BALCA highlighted one applicant who was rejected despite his “substantial academic business credentials” and because he did not possess “narrowly focused” experience necessary for the position and another applicant who the employer described as having “a long and varied career in accounting and financial reporting” but lacking in certain specific experience. The Certifying Officer (CO) denied the labor certification finding that the employer rejected U.S. workers for other than job related reasons. The CO specifically emphasized that the employer had indicated its willingness to accept “any suitable combination of education, training or experience” and had not taken the time to explore and evaluate the suitability of the applicants’ education, training or experience. The DOL cited 20 C.F.R. § 656.24(a)(2)(b) and stated that “where there is a reasonable possibility the applicant may meet the job requirements, it is incumbent on the employer to further investigate the U.S. applicant’s qualifications.” In its request for reconsideration, the employer argued, inter alia , that it has no duty to interview candidates who fail to show on their resumes that they satisfy the major job requirements.

BALCA held that the CO did not question the employer’s business necessity for its job requirements, but instead questioned the fact that the employer rejected without interview applicants who appeared facially qualified for the position and did not address how they were unqualified even possessing a combination of education, training and experience. BALCA upheld the CO’s denial and cited Blessed Sacrament School , 96-INA-52, slip op. at 3 (Oct. 29, 1997) which held that where the applicant’s resume shows a broad range of experience, education and training that raises a reasonable possibility that the applicant is qualified even if the resume does not expressly state that he or she meets all the requirements, an employer bears the burden of further investigating the applicant’s credentials.

The takeaway from Goldman Sachs, and the concept that can be difficult to explain to employer clients, is that regardless of how convinced the employer may be that the U.S. worker applicant is unqualified for the position based only on his resume, if there is even a hint that the applicant may appear qualified to the untrained eye of a CO, it is worth the employer’s time to interview the applicant. During an interview, the employer can zero in on the specific requirements of the offered position and better assess the applicant’s qualifications.

In JP Morgan Chase & Co.,  2011-PER-01000 (Jul. 16. 2012), the employer’s requirements included “ Proficiency in Excel or Access,…understanding of databases (Lotus Notes and SharePoint), must have experience liaising with a technology team to develop/update product enhancement tool, databases and work flow engines… ” The CO denied the case after concluding that U.S. worker applicants had a combination of education, training and experience equivalent to the employer’s job requirements and could acquire Access and SharePoint skills while on the job.

Rather than focusing, as it did in Goldman Sachs , on whether or not the employer had a duty to interview the U.S. workers to better assess their qualifications, the key issue for BALCA was whether or not the employer’s stated minimum requirements were established as a business necessity. BALCA stated that the employer had submitted a business necessity explanation in its Recruitment Report detailing why it requires an understanding of Lotus Notes and SharePoint and why job training was not feasible; the CO did not contend that these requirements were unduly restrictive; and the resumes of the U.S. worker applicants showed that they did not have the required skills. Based on this, BALCA held that the CO cannot dismiss the employer’s stated requirements and substitute his judgment for the employer’s.

Confused much? The JP Morgan case emphasizes the importance of submitting a compelling business necessity argument in response to PERM audits. That way, if and when the employer rejects U.S. workers, the reason will be clear to the CO. But does the employer have to interview when the applicant’s resume does not list all the requirements or not? I think the clear answer is that the employer should always err on the side of interviewing the applicants. If there is even a hint of a question as to whether the applicant may appear qualified, the employer should interview. If the applicant failed to list the one technology required for the position but listed 5 similar technologies, the employer should interview. If the employer has stated that it will accept any combination of education, training and experience and the applicant has broadly listed his experience as simply “Software Engineer,” the employer should interview. While the DOL claims that the employer’s consideration of these applicants should resemble its normal consideration process, it just cannot. In normal consideration processes, the employer may utilize its judgment to reject any applicant deemed unqualified.  When it comes to the PERM process, the employer must go out of its way to demonstrate to the DOL that it has, in good faith, tried it’s best to find a U.S. worker to fill the offered position. In addition, the employer should take pains to explain in great detail, if audited, specifically why each applicant was not qualified for the offered position, providing evidence of any interviews and other communication with the applicants.

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