As the economy continues to recover, the driver shortage continues to intensify. At the height of the last period of economic expansion, the driver shortage ranked highly among the top industry issues (first place in 2006 and second place in 2005 and 2007). Once the recession began to intensify in 2008, the driver shortage dropped in importance and did not make the Top Ten list in 2009. However, when the driver shortage issue returned in 2010, it climbed quickly in significance.
Interestingly, there is a divergence of opinion in the industry regarding the driver shortage. Among motor carrier executive respondents, the driver shortage was the top issue of concern, while the driver shortage did not even rank in the top ten among commercial driver respondents. Regardless of the disconnect in perceptions, the driver shortage is a major concern for many in the industry. ATA estimates the driver shortage at between 20,000 and 25,000 drivers. Over a quarter (26%) of respondents feel strongly enough about the driver shortage to rank it first, second, or third.
Proposed Strategies:
a) Examine the competitiveness of truck driver pay and benefits as compared to other industries. This is the preferred strategy for 42.5% of respondents. Many in the industry, including ATA President Bill Graves, feel that driver pay will have to be addressed if the industry wants to reduce the driver shortage. It appears some carriers are acting on this strategy as one large carrier recently announced a major investment in driver compensation.
b) Work with state and federal authorities to consider a graduated CDL program to safely attract new and younger drivers. ATA estimates that driver retirements will account for 37% of the number of new drivers needed each year over the next decade. To replace these drivers leaving the workforce, it is important that the industry identify workers to replace those who retire. One such pool of potential drivers is young adults; however, concerns over the lack of experience, insurability, and other age-related factors hinder this solution. Researching ways to safely incorporate younger drivers into the industry is the preferred strategy for 38.0% of respondents.
c) Continue work to streamline the transition from a military CDL to a civilian CDL in order to attract more veterans to the trucking industry. Many veterans have experience driving large vehicles in the military and represent a logical solution for filling open commercial truck driving positions. Nearly one-in-five respondents (19.5%) believe this is the best strategy for addressing the driver shortage.
