BISMARCK, N.D. – Counties across North Dakota, including those serving residents in Burleigh and Morton counties, are facing a persistent and growing challenge in retaining employees who hold Commercial Driver’s Licenses (CDL). This shortage impacts local government operations that rely on such specialized drivers, according to observations from the Association of Counties. The core of the problem stems from the escalating costs associated with obtaining a CDL permit, combined with the lure of higher-paying jobs in the private sector.
In recent years, the financial barrier to entry for prospective CDL holders has increased significantly. The cost of obtaining the necessary certifications for a CDL permit has reached record highs, with individuals spending upwards of $8,000 to complete the required training and testing. This substantial financial outlay represents a significant hurdle for many individuals considering a career path that requires a commercial driver’s license. The high cost makes it difficult for potential employees to afford the necessary training without assistance.
To address this financial burden and attract much-needed talent, some counties have begun to implement strategies to help cover these certification costs for their employees. These initiatives aim to alleviate the financial strain on individuals, making it more feasible for them to acquire their CDL and join the county workforce. The goal is to ensure counties have the personnel required to operate essential heavy machinery and vehicles, which are critical for maintaining local infrastructure and services throughout the year.
However, despite these efforts to subsidize training, a significant challenge to retention emerges once employees have obtained their CDL certifications. According to the Association of Counties, a growing number of these workers are opting to resign from their county positions. They are increasingly taking jobs in the private sector, which frequently offer more competitive salaries and benefit packages. This trend creates a cycle where counties invest in an employee’s certification only to see that employee depart for greener pastures, necessitating continuous recruitment and training efforts.
Nick Moser, who serves as President of the Association of Counties, highlighted this dynamic, drawing on experiences from his own county, Cavalier. Moser explained that if an individual successfully completes and passes their CDL certification, they receive a grant that covers part of the expense. He further noted that at the county level, administrations recognize the necessity of these skilled workers. Moser stated that counties "need those guys in our trucks," underscoring the vital role CDL holders play in daily operations, from road maintenance to various public works projects.
Moser expressed hope that a combination of improved benefits and competitive pay within county employment will ultimately encourage drivers to remain in public service. The ongoing effort to make county positions more attractive economically is seen as crucial for stabilizing the workforce and ensuring that local governments can consistently provide the services residents depend on. The persistent competition from the private sector, however, means counties must continually evaluate and adjust their compensation and retention strategies to maintain a stable and qualified pool of CDL drivers for the long term.
