For carriers across North America, successfully meeting different driver training needs begins with the essentials. Common topics include regulatory requirements, distracted driving, trip planning, accident management, and lifestyle issues such as fatigue management and health and wellness, among others.
Additionally, fleets are focusing on training drivers for different vehicle types and for specific operations. Addressing these challenges with targeted training lowers risk and improves safety. FleetOwner spoke with several fleets running medium- and heavy-duty equipment with CDL and non-CDL drivers to see how they approach training.
The Erb Group
The scope of operations at The Erb Group is extensive. The New Hamburg, Ontario-based refrigerated carrier operates from 10 terminals and additional sub-terminals across North America. With 1,680 trucks and trailers, the company provides LTL, truckload, dedicated, direct store delivery, and expedited services.
“Well-trained drivers are essential to efficiency,” said Sheldon Wheeler, director of safety and compliance. “We have a number of training programs in place for entry-level and experienced drivers that cover the different parts of our operation and the types of vehicles we operate.”
The basis of driver training at The Erb Group consists of two entry-level programs: a six-week course for straight truck drivers and an eight- to 10-week program for regional and long-haul tractor operators. Each program includes regulatory and company topics, a benchmarking process to gauge weekly progress, and a final road test. New drivers are assigned to the same routes for the first few months to become familiar with the equipment, company paperwork, and border crossings.
The Erb Group also subscribes to the MELT program, the Mandatory Entry-Level Training class for Class 1 (A Class) commercial drivers being conducted throughout Canada.
“Driver training in our operation also addresses the different aspects of medium- and heavy-duty vehicles,” Wheeler related. “For example, we focus on space management and defensive driving with consideration to speed, centrifugal force, and weight versus stopping distance for different vehicles. Also covered are how freight is loaded for weight distribution in trucks compared to trailers with sliding axles, load securement, and the use of liftgates.”
“For long-haul drivers, we provide training on trip planning,” Wheeler continued. “Those classes focus on maximizing hours by knowing where and when to stop for rest periods, truck-specific routes, fuel stops, finding parking and trailer security, and how to prepare for long-haul living in a truck. The onboarding and orientation process includes setting up a trip by working backward from the delivery time and destination.”
Supervisors review all driver-trainee activity at The Erb Group weekly. An internal certified coach program guides all entry-level training, and if any areas need improvement, time is spent with the trainee to improve them and meet the course benchmark standards.
Along with in-house materials and practical training, CarriersEdge is a training resource for refresher and remedial courses assigned to The Erb Group’s drivers. The review system uses online courses from the training provider’s topic library as well as content developed by Erb and uploaded into CarriersEdge.
Superior Truck Lines
Various general and targeted driver training programs are in place at Superior Truck Lines, a hauler of dairy products based in Newman, California, that uses company drivers in its 24/7 tanker operations. For Verna Mondell, safety director, it’s all about covering all the bases and reinforcing safe practices.
“Our in-person training consists of every driver having at least one annual session that went over a thorough and detailed pre/post trip inspection process to strongly emphasize the need for compliance and to ensure they are operating with safe equipment,” Mondell said. “Training also consists of a ride-along upon hire and at the end of a 90-day probationary period.”
Any Superior Truck Lines driver involved in an at-fault accident must have a post-crash ride-along with one of the company’s trainers, Mondell explained, no matter how minimal the damage may be. Additionally, a ride-along is required if any safety concerns are observed on the fleet’s Samsara monitoring system.
“We’re also developing a mountain driving program so drivers understand that mountain driving is very different from flat land, including speed limit changes for commercial vehicles, especially in inclement weather,” Mondell explained. “We have discovered that some of our drivers don’t have the experience they need.”
“The dairy industry involves exposure to hazardous materials during the Clean-in-Place (CIP) process, and there aren’t any safety training videos or programs on the market for those procedures, so we’re creating our own training program to help our drivers remain safe,” Mondell continued. “The training will give drivers an overview of the CIP process, the chemicals used, first aid treatment, etc.”
Superior Truck Lines uses the Luma Brighter Learning LMS to manage training and the platform’s message board to record crashes or near misses. “The Luma system is a training tool for drivers to learn from one another, including acknowledging excellent behavior and for sharing ideas,” Mondell stated.
“There is also a discussion section that addresses any driver concerns on the road or at any of the facilities,” Mondell added. “For instance, we heard concerns about a railroad track that is close enough to a stop sign that would leave the tanker on the tracks. Once we were aware of that, we were able to resolve the issue.”
Superior Truck Lines is now an Entry-Level Driver Training (ELDT) center and is nearing approval to be an Employer Testing Program by the DMV. The company’s certified driver trainers have all completed the North American Transportation Management Institute course, Essential Instructional Skills for Professional Driver Trainers, and they are working toward becoming Certified Driver Trainers through NATMI.
“Our certified driver trainers are an essential part of putting together and implementing our driver training programs,” Mondell said. “We also encourage any driver who has a concern to bring it to our attention. That’s what’s great about our training success—it’s driven by the desire of drivers to be better and safer.”
Frito-Lay North America
Across North America, 2,300 drivers operating from 28 traffic centers take to the road every day for Frito-Lay North America’s vast distribution network. In heavy- and medium-duty trucks, they provide direct-store-delivery service for more than 315,000 customers weekly.
“At its core, our national OTR driving training program curriculum is actually quite similar for both heavy- and medium-duty drivers, with specific tailoring based on the size of the equipment and compliance requirements,” said Mari Roberts, VP of transportation. “No matter the truck, skills like customer service and close-quarter maneuvering are critical to being a best-in-class driver at Frito-Lay.”
Frito-Lay’s over-the-road training program encompasses a range of training initiatives tailored to different types of drivers and operations, including a phased approach for non-CDL drivers. Current Frito-Lay employees can take advantage of its internal promotion program, while others enter through an apprenticeship initiative. More than 120 employees have been elevated to CDL drivers through the internal program in just three years.
The two waves are similar, allowing non-CDL drivers to undergo comprehensive onboarding and orientation programs covering fundamental skills such as vehicle operation, safety protocols, and customer service. They then enter hands-on experience programs under the guidance of the company’s most experienced CDL holders. During this phase, emphasis is placed on developing foundational driving skills, familiarizing trainees with regulatory requirements, and preparing them for formal CDL training.
In addition to the apprenticeship and promotion components, the program encompasses a range of training initiatives tailored to different types of drivers and operations. “For heavy-duty drivers engaged in long-haul operations, there’s additional focus on long-distance driving techniques, fatigue management, and adherence to federal regulations governing hours of service,” Roberts related. “Our phased on-road training approach caters to varying experience levels, providing personalized instruction based on individual needs and skills.”
Tracking and managing driver training programs is integral to ensuring their effectiveness and adherence to established standards, Roberts noted. Regular audits and check-ins help ensure program integrity and identify opportunities for continuous improvement.
“We utilize a combination of documentation, evaluations, and performance metrics to monitor trainee progress and trainer effectiveness throughout the process,” Roberts explained. “Trainees are subject to regular reviews and assessments with detailed feedback provided to identify strengths and areas for improvement. Similarly, trainers undergo annual reviews and evaluations to maintain quality standards and identify opportunities for professional development.”
Frito-Lay is currently on pace to exceed its target of 2,500 drivers by 2025 and has tripled its lineup of female drivers. Another important measurement of success, Roberts pointed out, is driver retention.
“With NPTC data citing driver turnover at 19% in 2023 and long-haul turnover in for-hire fleets over 90%, we’re encouraged to see our efforts coming to fruition with 14% turnover last year,” Roberts stated. “We’re also proud to note that we have over 600 active drivers who have driven one, two, three, or four million safe miles.”
