Q&A

Current CDL training is failing new drivers

A veteran trainer says 'train-to-test' is the problem

(Image courtesy Tamie Stuttle)

There's a dangerous disconnect between motor carriers and CDL schools: each side assumes the other has properly trained new drivers. On top of that, the Department of Transportation has its own set of enforcement standards for drivers. This gap creates frustrations for truck drivers new to the industry.

But could a few changes ensure safer roads and break the cycle of early exits among truck drivers? For answers, we turned to Tamie Stuttle, whose trucking career spans training, driving, being an owner-operator and much more. She's also the host of the podcast, Truckin’ With Tamie.

—Interview by Shefali Kapadia, edited by Bianca Prieto

How are current regulations and DOT enforcements changing how you train drivers or structure CDL programs?

The Entry-Level Driver Training (ELDT) rule sets out a required curriculum for theory and the road test, but there are no minimum hour requirements. As a result, most training programs deliver only the bare minimum. They are training strictly to pass the state licensing exam. Students learn just enough scripted verbiage and maneuvers to get their CDL, then they're expected to be fully proficient and knowledgeable on the road. They're not.

DOT enforcement adds another layer. Officers undergo thorough training to inspect commercial motor vehicles, yet many drivers are only taught basic phrases like “not cracked, bent, or broken” without truly understanding what to look for in a detailed inspection. Again, it's train-to-test rather than teaching the practical, real-world skills needed to do the job safely and correctly.

When I train, I focus on doing the job right. My goal is to instill the full skill set drivers need to succeed on the road, not just to pass a test. We should all be training the drivers for what they will actually face off the course.

What’s your No. 1 critique of current CDL training programs—and how would you redesign around that particular issue?

My number one critique is the “train-to-test” mentality that dominates most CDL programs. Theory is often not truly taught. Most students can skip reading materials, just forward through questions and keep answering until they hit the 80% passing score. There is very little retention of the materials covered. On the range, instructors teach only the bare-minimum movements needed to pass the pre-trip, backing and driving portions of the state exam. Many schools even teach students the exact course they'll drive for the test. This minimal approach sets new drivers up for failure once they're on real highways with real responsibilities.

To redesign around this issue, programs should shift from test-passing to job-readiness. Require comprehensive, hands-on training that covers full DOT-level pre-trips, practical load securement, weight distribution, tandem sliding and real-world scenarios. Hold schools accountable for outcomes: track graduates' safety records, violation rates and accident involvement for the first six to twelve months. Create a provisional license period, enforce qualified and engaged trainers and build programs that treat trucking like the skilled trade it is. That would produce safer, more confident drivers and help break the cycle of early exits from the industry.

What's one thing you wish fleet executives, particularly at smaller motor carriers, understood about driver training today? How would knowing that help with driver hiring or retention?

I wish they understood the dangerous disconnect in today's training landscape: Schools tell new hires that “your carrier will properly train you,” carriers assume “the school trained you properly,” and DOT enforcement holds drivers to a much higher standard than what most training actually provides. This gap leaves new drivers unaware of their own knowledge holes, leading to frustration, burnout, early career exits, tickets, fines, out-of-service orders, accidents and major liability exposure.

Recognizing this would help smaller fleets dramatically improve hiring and retention. Instead of relying on the assumption that a CDL equals readiness, invest in thorough onboarding and ongoing mentorship that fills those gaps. Select reputable training providers, offer structured post-hire training and treat drivers as professionals who deserve support to succeed. When drivers feel properly prepared, and ARE properly prepared, and valued from day one, they stay longer and make fewer costly mistakes.

In your own experience as a driver and owner-op, what's one lesson you learned that will stick with you forever?

One lesson that's stuck with me forever is how important safe driving habits are, and the huge responsibility we carry every mile. I learned that we not only have to be aware of our own actions, we also have to stay alert and ready to react to everyone else on the road. Even when not at fault, truck drivers and carriers are big targets for nuclear verdicts because an 80,000-pound rig can do far more damage than a regular vehicle in an accident. That responsibility should never be taken lightly. This mindset drives everything from how I drive to how I train others: prioritize defensive habits, constant vigilance and anticipating others' mistakes. Complacency is dangerous.

You've interviewed some great people on your podcast. What’s one story that stands out as having a big impact or changing your viewpoint on the industry?

I love all of the guests I have had the pleasure of interviewing on Truckin' with Tamie. My first podcast guest was Brittney Richardson. It was eye-opening to see how having a social media presence affected her life and her employment. Her story shifted how I think about visibility and the personal risks women face in trucking. It was eye-opening to hear firsthand how social media can amplify voices in an industry that often silences them, yet it comes with a lot of risk. Stalkers, negative comments that can affect your mental health, not to mention how your employability is affected.