While per-mile and hourly pay for professional drivers at for-hire fleets has been riding a rollercoaster for nearly a decade, wages at private fleets and dedicated 3PLs tells a much different story.
Fleets of all types, but especially those with the most successful recruiting and retention programs, increasingly are shifting to location-based hiring models — and compensation structures that fit those models.
This Women’s History Month, NTI conducted a survey to gain a deeper understanding of the experiences and challenges encountered by women in the trucking industry. While progress has been made, there remains a clear need for ongoing improvements to make trucking a more appealing and secure career choice for women of all backgrounds, ages, and family situations.
Offering a robust benefits package is a crucial element in attracting and retaining professional drivers and diesel technicians, especially in today’s tight labor market and with opportunities prevalent both inside and outside of trucking for the driver pool.
This year, for Women’s History Month, we’re focusing on a single topic — likely the most consequential issue for women entering our industry and finding a secure career: Childcare.
In this episode of Taking the Hire Road, NTI’s Leah Shaver talks with FTR’s Avery Vise about what’s next in the current market correction and how the industry can take a more long-view approach to labor needs rather than being so reactive to trucking’s ebbs and flows.
Current data from NTI’s National Survey of Driver Wages reveals fleets have been active in adjusting incentives paid to professional drivers that promote cost savings while also giving drivers the opportunity to boost their paychecks absent the aggressive base pay increases seen from late 2020 through the middle of 2022. While base pay gains have moderated and stabilized, current data published this month in NTI’s National Survey of Driver Wages shows year-over-year changes do persist for drivers’ base hourly and mileage pay.
Interest in technician pay benchmarking has swelled at The National Transportation Institute in recent years, including survey demand doubling last year for technician pay benchmarking reports as the challenge to hire and retain diesel technicians continues to become more difficult for trucking fleets of all types.
In this month’s installment of From Leah’s Desk, NTI’s Leah Shaver takes a look at the year ahead and the main themes developing with driver compensation, driver recruiting and retention, and strategies your fleet can consider this year as the industry navigates another year of uncertainty and challenges.
Looking for new strategies or new approaches to your driver compensation programs this year? With a challenging freight environment persisting amid a still-strong labor market, fleets often are walking a tightrope the past 18 months, trying to balance the need to attract and retain their most valuable asset — professional drivers — with the need to maintain profitability while waiting for the freight market to rebound. With that backdrop in mind, NTI’s team of experts has assembled this list of four driver pay resolutions for your fleet to consider this new year and beyond.
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