The May 16 event, called “Trucks Are For Girls,” was coordinated through Women In Trucking and Girl Scouts Heart of Michigan. Around 50 girls and their parents attended the event, according to WIT Director of Driver Engagement Jenny Fall, who organized the program alongside Moon Star Express Director of Human Resources and Safety Renee Osear.

Some girls arrived curious about truck driving itself. Others knew very little about the transportation industry before walking through the doors.

By the end of the event, many had spent time learning pre-trip basics, asking questions about trucking jobs, touring the WITney® Educational Trailer, and hearing directly from industry professionals about careers connected to transportation.

“I got to talk with girls who didn’t know anything about the careers in trucking to girls who were confident they wanted to drive someday,” said Fall. “These girls were 10 to 12 years old, and their excitement, engagement, and overall attitudes made this day so special.”

The Event Focused on Showing How Broad Trucking Careers Really Are

Throughout the day, organizers introduced participants to different parts of the industry instead of presenting trucking as a single career path.

Girls rotated through activity stations that included a pre-trip inspection exercise with a quiz component, craft activities, yoga sessions led by Operation Broga Executive Director Maggie Wolarik, and a full walkthrough experience inside the WITney® trailer.

The conversations surrounding those activities often expanded beyond driving itself.

According to Fall, one parent shared concerns about helping her daughter find future career opportunities outside a traditional four-year college route. That discussion became an opportunity to explain how trucking companies rely on operations staff, customer service teams, logistics personnel, safety departments, and many other positions alongside professional drivers.

“One mom shared that her daughter just wasn’t into school, so she wanted to help her find something that didn’t need a 4-year degree,” Fall said. “I got to talk with her about all the things in trucking that I’ve gotten to see from driving a truck to operations and customer service roles. I say it all the time: the future of trucking is bright!”

Industry Groups Continue Looking for New Ways to Reach Younger Audiences

Events centered around younger students have become more visible across parts of the trucking industry as organizations search for ways to build earlier awareness around transportation careers.

For many families, trucking still feels limited to what they see from the highway. Programs like “Trucks Are For Girls” are designed to widen that perspective by introducing students to the variety of jobs supporting freight movement every day.

That includes careers connected to dispatching, maintenance, safety, recruiting, logistics, customer support, and operations management in addition to driving itself.

At the end of the event, participants received Women In Trucking Girl Scout patches along with dolls wearing personalized I Heart Trucking® shirts.

For organizers, the larger objective was not simply hosting a one-day event. The goal was to help more young girls leave with a stronger understanding that transportation offers multiple career paths long before they begin making long-term career decisions.

The Truck Drivers USA editorial team creates practical, driver-focused content covering industry topics, job trends, and real-world decisions that impact drivers at every stage of their careers. Each article is written to provide clear, accurate information that drivers can use.

Last updated: May 25, 2026

Source: Women In Trucking

Image Source: Women In Trucking

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The announcement was made on March 17 in Nashville, Tennessee, during the Technology and Maintenance Council Annual Meeting, where industry leaders gathered to focus on equipment, maintenance, and the future of trucking.

What This Means for Drivers and the Industry

Programs like Be Pro, Be Proud are not just about awareness. They are built to address one of the biggest challenges facing trucking today, the ongoing need for skilled drivers and technicians. By putting modern equipment directly into mobile training environments, the program gives students a real look at what the job involves before they ever step into a full-time role.

The three Cascadia trucks will be used to move mobile training units across the country, expanding access to hands-on demonstrations in transportation, construction, manufacturing, and utilities. For fleets and owner-operators, this kind of outreach matters. A stronger pipeline of trained workers helps stabilize hiring, reduce turnover pressure, and keep operations moving.

A Longstanding Industry Partnership

This latest donation builds on a relationship that has been in place for more than a decade. Freightliner and its dealer partner, Doggett Freightliner, first supported the program in 2015 by helping deploy its original mobile training trailer.

That early investment helped get the concept off the ground. In 2019, the partnership expanded again with funding support for a fourth-generation Cascadia used to haul a larger 53-foot training trailer. With this latest contribution, the program can now scale further, reaching more locations and more potential workers.

Why the Cascadia Matters in Training

The fifth-generation Cascadia, which entered production in 2025, reflects where modern trucking is headed. Updates in aerodynamics, engine performance, safety systems, and onboard technology give trainees exposure to the same equipment they will encounter in today’s fleets.

For drivers, that means fewer surprises when entering the workforce. For carriers, it means new hires who are already familiar with current systems, from safety features to performance monitoring tools.

Industry Voices on the Initiative

“We’re honored to support Be Pro, Be Proud’s mission to help develop pathways into skilled trades,” said Greg Treinen, vice president of on-highway market development at Daimler Truck North America. “This work supports talent development across multiple industries and provides career opportunities for young people.”

“We are grateful for Freightliner’s support, which helps us reach students across the country and introduce them to technical careers,” said Andrew Parker, executive director of Be Pro, Be Proud.

The Bigger Picture for Trucking

For trucking companies, independent drivers, and industry stakeholders, efforts like this are more than community outreach. They are part of a long-term strategy to keep the workforce pipeline active and informed.

Mobile training programs remove barriers by bringing equipment directly to schools, events, and communities. That visibility helps more people understand what modern trucking looks like today, from advanced safety systems to evolving career paths beyond driving alone.

As demand for skilled labor continues to grow, partnerships between manufacturers, dealers, and workforce programs will play a larger role in shaping the future of the industry.

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The Arkansas Trucking Association is currently accepting applications for its technician scholarship program, with submissions open through April 17. The opportunity is aimed at students preparing to enter medium and heavy-duty truck technician programs within the state.

“The Carl Tapp Memorial Scholarship has invested over $100,000 in Arkansas’ future technicians,” said ATA President Shannon Newton. “By aiding access to a quality education, we’re not only equipping young people — we’re ensuring Arkansas has the skilled workforce needed to keep commerce moving safely and efficiently. Each scholarship recipient represents both individual opportunity and our commitment to Arkansas’ economic future.”

Supporting the Next Generation of Truck Technicians

The scholarship program was created to strengthen the pipeline of qualified technicians, a role that continues to be critical across fleets, independent shops, and dealerships. Reliable maintenance and repair work directly impacts uptime, safety, and overall operating costs across the industry.

The Carl Tapp Memorial Scholarship Fund was established in 2017 to help grow that workforce and encourage more students to pursue technical careers tied to trucking. According to the association, the program is designed to support education while promoting higher standards across maintenance operations.

The scholarship honors Carl Tapp, the first chairman of the ATA Maintenance and Technology Council, who was recognized for mentoring and supporting emerging talent in the field.

Who Is Eligible to Apply

Students interested in applying must meet several requirements:

• Be a graduating senior from an accredited high school
• Plan to enroll in a medium and heavy-duty truck technician program
• Attend an Arkansas-based institution
• Commit to a program lasting at least two semesters

Eligible students can begin their coursework in August 2026 or January 2027.

Timeline and What Comes Next

Applications remain open until April 17. The selected recipient for the 2026 scholarship is expected to be announced in May.

Additional details about the application process and eligibility requirements are available here.

Why This Matters Across the Industry

The demand for skilled technicians continues to rise as equipment becomes more advanced and maintenance standards tighten. Keeping trucks on the road depends on qualified people who know how to diagnose, repair, and maintain modern systems under real working conditions.

Efforts like this scholarship program help bring more trained professionals into the field, supporting safer operations and more reliable equipment across the industry.

The post Arkansas Trucking Association Opens Technician Scholarship Applications Through April 17 appeared first on Truck Drivers USA.

FleetForce Truck Driver Training is rolling out a strategic partnership program that delivers Entry-Level Driver Training directly at employer locations. Instead of sending recruits offsite, fleets can now host instructors, training materials, and compliance systems at their own facilities.

For carriers and private fleets, this approach reduces travel time for trainees while helping companies develop drivers within their own operations.

Training Where the Drivers Already Work

Tra Williams, president and CEO of FleetForce Truck Driver Training, says the idea came from the growing gap between drivers leaving the workforce and those entering it.

“Unfortunately, drivers are leaving the industry faster than we are replacing them,” Williams said during TCA Truckload 2026 in Orlando.

Industry data highlights the scale of the challenge. According to the American Trucking Associations, around 1,200 truck drivers retire each week, while more than 200,000 CDL positions remain open nationwide.

Instead of competing for experienced drivers already working for other fleets, Williams argues companies should focus on developing new drivers from within their existing workforce.

“When companies choose to cannibalize drivers by recruiting from their competitors, they are fishing in a pond that is drying up. This is what I like to call workforce hot potato, and there is a better way,” he said.

Turning Warehouse Workers into CDL Drivers

One strategy gaining attention is promoting employees from within. Workers already employed in warehouses, yards, or logistics operations can transition into driving roles with proper training.

Williams pointed to a partnership FleetForce began with Publix several years ago that focused on developing drivers internally. Over time, the retailer shifted to filling driver positions using employees already working within the company.

The approach can also lower hiring costs for fleets. According to Williams, replacing a warehouse associate or forklift operator is often far less expensive than recruiting a CDL driver with experience.

“There are some additional compounding advantages to this as well,” Williams said. “Internal promotion doesn’t just reduce driver recruiting pressure; it also increases retention and strengthens your culture.”

Training Entry-Level Drivers for the Industry

While internal promotion can help fill some positions, Williams says the industry still needs more people entering trucking for the first time.

He noted that many carriers are already hiring entry-level drivers due to the ongoing shortage.

“If we are serious about solving a 250,000 driver shortfall, while 171 drivers retire every single day, we must stop cannibalizing each other,” Williams said. “The only way we will ever solve this problem is by creating the next generation of drivers together.”

Carriers that recruit new drivers can also support their training through agreements that encourage drivers to remain with the company after earning their CDL.

Addressing Another Driver Concern: Truck Parking

Beyond training, Williams is also working on another issue frequently raised by truck drivers: parking availability.

His company, ParkPro, is partnering with the Amerant Bank Arena, home of the Florida Panthers NHL team, to provide space for up to 200 trucks this summer. The program connects fleets and drivers with underused parking areas at large venues.

The ParkPro platform already includes more than 1,100 partner locations, according to Williams. Drivers can suggest and vote on locations where parking is needed most, which helps determine future expansion.

“Many have onsite security, most have lighting and are surrounded by hotels and restaurants, and all ParkPro hosts sit near interstate access and have massive capacity,” he said.

For drivers and fleet operators alike, programs that expand training opportunities and improve parking access could help address two of the industry’s most pressing challenges.

Source: Commercial Carrier Journal

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The collaboration is designed to give trucking companies and industry professionals broader access to training programs focused on safety, operations, leadership, recruiting, and long-term business growth. By combining resources from both organizations, the initiative aims to make advanced training more widely available across Nebraska’s freight community.

Expanding Education Opportunities

The partnership introduces a larger catalog of learning programs that were previously available primarily through national channels. Through this arrangement, participants in Nebraska can now access the training library offered by the Truckload Carriers Association along with discounted pricing on many courses.

According to the Nebraska Trucking Association, the collaboration represents a new model for state-level partnerships focused on workforce development.

“The NTA is the first state trucking association to enter an educational partnership with TCA, one that provides even more essential professional development to Nebraska’s trucking community,” NTA said. “NTA members already have access to the Association’s robust training opportunities. Now, through this collaboration, NTA members and non-members alike will gain access to TCA’s professional development program catalog and receive exclusive discount pricing. This initiative ensures that Nebraska’s trucking professionals have the tools they need to lead with safety, efficiency, and innovation.”

Training Designed for Multiple Roles

The educational programs included in the partnership cover several key areas of trucking operations, ranging from small fleet management to executive leadership development.

For companies operating smaller fleets, Small Carrier University (SCU) offers coursework centered on operational efficiency, maintenance practices, and safety performance. The courses are delivered online, allowing participants to complete training from their office or home base.

Safety leadership is another focus of the program lineup. The Fundamentals of Safety Management course series includes seven on-demand classes designed to help both new and experienced safety professionals strengthen their understanding of compliance, risk management, and operational safety strategies.

Leadership development also plays a major role in the expanded training catalog. The Online Leadership Series, scheduled to run from April through September 2026, will include six live virtual sessions along with ten on-demand modules focused on everyday leadership decisions, communication strategies, and team management.

Recruitment and retention challenges are also addressed through the Online Recruitment & Retention Series, which explores hiring strategies and workforce retention practices in an increasingly competitive labor market.

In addition to these structured programs, participants will be able to access a library of more than 175 on-demand webinars covering a wide range of industry topics, including emerging technologies, regulatory issues, and human resources compliance.

Industry Leaders Highlight Workforce Investment

Leaders involved in the partnership say the initiative reflects a growing focus on strengthening the workforce behind trucking operations.

“This is such an exciting time to be part of the NTA,” said Kent Grisham, NTA association president and CEO. “With the construction of our new training center well underway, and now the addition of TCA and NATMI training opportunities, the trucking industry in Nebraska will truly be the safest and most productive in the country.”

The collaboration also reflects a broader effort to make professional development more accessible across the industry.

“Our goal is to make truckload-specific education accessible to every carrier, regardless of size,” said Elizabeth Nicholson, director of education & training, TCA. “By partnering with the NTA, we are strengthening the backbone of the industry by investing directly in its people.”

Registration Now Open

Registration for the professional development programs offered through the Truckload Carriers Association is now open here. The new partnership is expected to expand access to training opportunities while supporting long-term workforce development across the trucking industry.

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That focus is shaping the Truckload Carriers Association’s approach in 2026. Through expanded programs, flexible learning formats, and targeted subject matter, the organization continues building resources designed to help operations navigate an increasingly complex environment.

While membership offers advocacy, benchmarking, and peer connections, education remains one of the most valuable tools available. This year marks a significant expansion of that effort.

A Pivotal Year for Learning and Development

According to the association’s education and training leadership, 2026 represents a major step forward in how learning is delivered.

“This is going to be a milestone year for TCA’s educational mission,” Nicholson said. “Our members will find resources across various formats, from interactive virtual webinars and discussion groups to on-demand, self-paced courses.”

The approach reflects how trucking actually operates. Fast-moving, widely distributed, and time-constrained. Education is no longer limited to conference rooms or rigid schedules. Instead, programs are designed to meet participants where they are, both operationally and geographically.

“We are committed to staying ahead of the curve by providing education that is as dynamic as the industry itself,” Nicholson said. “Our goal is to ensure every member has the tools to thrive in an increasingly complex market.”

Small Carrier University Expands for 2026

One of the most notable updates is the expansion of Small Carrier University, a program built specifically to strengthen operations, safety performance, and profitability for smaller fleets.

For 2026, the program has been redesigned to increase flexibility while lowering the investment required to participate. Class sizes remain intentionally small, with only 15 carriers accepted per cohort to ensure meaningful discussion and personalized guidance.

Virtual Live Discussions

Participants take part in six virtual meetings led by a truckload profitability facilitator. Each session focuses on a core operational area.

Operations

This session helps identify the KPIs that improve operating ratios while examining efficient staffing structures, team development, and best practices for driver management and customer service.

Maintenance (Two Sessions)

These discussions focus on KPIs that support efficient maintenance departments, methods to improve work order efficiency, and current challenges tied to attracting and retaining technicians.

Safety Performance

This session explores how to build a companywide safety culture, identify essential safety functions, and improve key safety metrics that influence compliance and insurance outcomes.

Culture and Recruitment

This discussion examines the difference between stated culture and lived culture, sharing strategies that support growth rather than limiting it. Recruiting approaches aligned with long-term goals are also covered.

Small Carrier University also includes

• A two-hour consultation with a TCA Profitability Program Facilitator
• More than 40 hours of on-demand education through the Learning Center, including exclusive SCU-only content
• A graduation ceremony during TCA’s Annual Convention
• Automatic enrollment in the Online Leadership Series

A New Focus on Recruitment and Retention

Workforce challenges remain one of the industry’s biggest pressure points. In response, TCA has introduced a new Online Recruitment and Retention Series for 2026.

This six-part virtual master class provides a tactical framework for strengthening hiring pipelines and improving long-term retention. Sponsored by HireTruckers, each one-hour session is free for members.

2026 Recruitment and Retention Course Schedule

• April 23
  Building Your Team: Modern HR, Recruitment, and Retention Strategies
• May 12
  Using Marketing to Revolutionize Recruitment and Retention
• July 16
  Strategic Onboarding Drives Retention and Performance
• August 18
  Healthy Fleet Stronger Bottom Line: What Leaders Need to Know About Driver Well-Being
• September 15
  Mastering Recruitment and Retention Technology for Business Success

Each session addresses real operational challenges, from aligning HR and marketing efforts to managing a dispersed workforce through technology and wellness initiatives.

Leadership Development Returns for a Third Year

The Online Leadership Series returns for its third year, continuing its focus on practical decision-making in a high-cost, high-risk environment. Topics this year range from cargo theft and insurance strategies to data-driven decision making, artificial intelligence adoption, and long-term succession planning.

Sponsored by Tenney Group, the series supports both emerging and experienced leaders navigating increasing responsibility.

2026 Online Leadership Series Course Schedule

• April 16
  Strategies to Combat Cargo Theft
• May 14
  Mastering ROI and KPIs for Business Success
• June 25
  Building a Community Outreach Program
• July 14
  Comparison of Commercial and Captive Insurance
• August 4
  Optimizing Truckload Operations Profitability and Utilization with AI
• September 17
  Navigating Your Succession Planning

Each session emphasizes actionable insights that can be applied directly to daily operations rather than abstract theory.

Education as a Competitive Advantage

As trucking continues to evolve, access to relevant, flexible education has become more than a perk. It is a competitive advantage. The 2026 lineup reflects a clear understanding of the pressures operations face and the skills required to manage them effectively.

From safety and maintenance to leadership and workforce strategy, these programs aim to help fleets remain resilient, profitable, and prepared for what comes next.

For more information about TCA’s Online Leadership Series or to register, visit truckload.org/leadership-series-2026.

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The event is designed to ensure that the tools used to prepare students are not only available, but implemented the right way, from day one through program completion.

From a Single Program to a National Framework

The trucking program at Patterson High School became the starting point for a much greater effort. As the program evolved, a key question emerged: how could its structure and success be shared in a way that other schools could realistically follow?

The answer became a comprehensive curriculum guide.

Three years ago, NGT secured grant funding, supported in part by the Knorr-Bremse Group and the PepsiCo Foundation. Working alongside the Education Development Center, the association developed a free, turnkey curriculum designed to support both new and experienced instructors.

The guide laid out an entire program framework from start to finish, offering schools a tangible roadmap instead of isolated lesson ideas.

Why the Guide Alone Was Not Enough

Providing a curriculum without instruction on how to use it created another challenge.

“We see the curriculum guide in the same way we see giving a new driver information on how to drive a truck: A little information can be deadly if not fully understood and mastered before going out onto the road.”

Leaving implementation open to interpretation would have undermined the goal. That realization led directly to the creation of Train the Trainer.

Inside the Train the Trainer Experience

Launched alongside the curriculum guide, Train the Trainer is a two-day, in-person event held annually at Patterson High School. The focus is not just on what to teach, but how to teach it.

Participants work through the curriculum section by section, gaining hands-on exposure to program components such as simulator instruction, distracted driving demonstrations, and DUI awareness exercises using golf carts. They also have opportunities to speak directly with program graduates, offering real world perspective on how the training translates beyond the classroom.

Equally important is the network that forms during the event. Educators arrive from across the country, creating connections that often continue long after the training ends. Those relationships provide ongoing support, idea sharing, and reassurance for those building or expanding programs.

This year’s Train the Trainer event will be held June 1 to 2, 2026, in Patterson, California. Registration is available online at nextgentrucking.org/train-the-trainer.

Lessons That Reshaped the Program

The first year Train the Trainer was offered revealed an unexpected gap.

“I thought we were going to be teaching truck driving. I didn’t know we also had to teach proper lifting techniques, health and nutrition, leadership development, human trafficking, and so on.”

That moment made it clear that even motivated instructors can feel unprepared when asked to teach outside their prior experience. Confidence does not come automatically with a curriculum. It must be built intentionally.

The solution was individualized support.

The NGT Accelerate Training Program

To meet that need, NGT created the Accelerate Training Program, a multi-day training, coaching, and mentoring experience delivered onsite at participating facilities. The goal is to ensure programs are positioned for success from the first day instruction begins.

The Accelerate program includes, but is not limited to:

• Classroom setup focused on engagement and professionalism
• Instructor evaluations to identify strengths and improvement areas
• Community building strategies for the classroom
• Full implementation guidance for the NGT curriculum
• In-depth instruction across required and supplemental subject areas
• Setup and maintenance support for the FMCSA Training Provider Registry
• Industry partnership development
• Simulator integration strategies
• Guest speaker and field trip planning
• Short-term and long-term lesson planning
• Career fair development
• Demonstration lessons and observational assessments

Nominal fees apply. Additional information and scheduling details are available by contacting info@nextgentrucking.org.

Source: The Trucker

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The partnership focuses on expanding access to CDL education that leads directly to employment, especially as carriers continue to face a long-term need for qualified professional drivers.

Roadmaster operates CDL training programs nationwide and has recently invested millions of dollars into upgrading facilities in states including Mississippi and Georgia. The goal is to modernize training environments while maintaining hands-on instruction that prepares students for real-world trucking work.

“As the U.S. faces a persistent need for skilled professional drivers, Roadmaster Drivers School is leading the charge in workforce development, creating direct pathways to stable, high-paying careers in the trucking industry,” Roadmaster said. “With recent multi-million dollar investments in renovated training facilities in states like Mississippi and Georgia, Roadmaster is modernizing CDL education and expanding economic opportunity.”

Why JOTO PR Disruptors Chose Roadmaster

According to a joint press release, JOTO PR Disruptors partnered with Roadmaster because the school’s approach aligns with the agency’s focus on promoting organizations that provide measurable economic impact.

The agency pointed to Roadmaster’s combination of CDL instruction, financial assistance options, and job placement support as key factors behind the decision. Rather than stopping at licensing, Roadmaster works to connect graduates directly with hiring carriers.

“Roadmaster is fundamentally changing the financial trajectory for families by providing a direct route to the middle class,” said Karla Jo Helms, chief evangelist and anti-PR strategist at JOTO. “They’ve built a model that dismantles the barriers to entry and equips people with the skills for a secure career in about a month. That’s not just training; it’s economic empowerment in action.”

Focus on Workforce Development and Job Placement

The partnership uses JOTO’s Anti-PR strategy to highlight Roadmaster’s role in vocational training and workforce development. The campaign emphasizes how modern equipment, structured instruction, and hands-on driving experience prepare students for daily demands on the road.

“The partnership leverages JOTO’s Anti-PR strategy to amplify Roadmaster’s leadership in vocational training and workforce development,” the release said. “The campaign highlights how Roadmaster’s hands-on, modern approach prepares graduates for the real-world demands of the trucking industry, building a pipeline of road-ready drivers for America’s supply chain.”

Roadmaster’s program is compliant with federal Entry-Level Driver Training requirements. Students are pre-qualified with hiring carriers during training, helping shorten the gap between earning a CDL and starting paid work.

CDL Training as an Alternative Career Path

The release noted that trucking wages often exceed median household income levels in many states, making CDL training a faster alternative to careers that require years of schooling and large financial investment.

By combining training, career connections, and support services, Roadmaster aims to reduce common obstacles that prevent people from entering the industry.

“The conversation about the labor shortage often misses the most obvious solution: accessible, high-quality training for essential careers,” Helms said. “Roadmaster is proving that when you invest in people and give them a clear path to success, you strengthen the entire economy. They are not just filling truck seats; they are building a stronger, more resilient workforce, one driver at a time.”

For drivers considering a CDL or those encouraging others to enter the industry, the partnership highlights how structured training and direct job placement continue to play a growing role in meeting trucking’s workforce needs.

Source: The Trucker

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Applications will be accepted through Friday, March 20.

Supporting Trucking Families Through Education

The TCA Scholarship Fund has been in place for more than 50 years and continues to focus on students whose families work within the truckload sector. The program is supported largely by carriers, associate members, and individuals across the TCA network.

“TCA’s scholarship program is a powerful example of our members investing in the future of the truckload industry,” said Joey Hogan, TCA Scholarship Fund Committee chair and Covenant Logistics board member. “With the continued support of our donors and the inclusion of junior colleges, this program delivers real value to TCA members. I encourage everyone to share this opportunity with their employees and families.”

Who Is Eligible to Apply

The scholarship program is open to full-time students attending accredited two-year or four-year colleges, including junior colleges. Applicants must maintain a minimum grade point average of 3.0 and be enrolled as a freshman, sophomore, junior, or senior.

Eligibility extends to:

• Employees of TCA member companies
• Independent contractors affiliated with TCA member companies
• Children, grandchildren, or spouses of qualifying employees or contractors

Scholarships awarded during this cycle apply to the 2026–2027 academic year.

Scholarship Award Amounts

Funding amounts vary by program length.

For four-year colleges, awards can reach up to $6,250 per academic year. Students attending two-year programs may receive up to $2,000 per year.

“For over 50 years, the TCA Scholarship Fund has been helping students with connections to the truckload industry,” TCA said. “Much of the program’s support comes from within the truckload TCA family—companies and individuals who are committed to our truckload community’s future. The fund awards up to $6,250 per year, per full-time four-year college student and up to $2,000 per full-time two-year college student. In the current 2025-2026 academic year, the TCA Scholarship Fund’s Board of Trustees awarded a record 62 students scholarships totaling over $175,000.”

Why This Matters to Drivers and Carriers

Education costs continue to rise, and for many trucking families, balancing school expenses with the realities of the job can be difficult. The TCA Scholarship Fund is designed to ease that pressure while keeping families connected to the industry long term.

“The TCA Scholarship Fund is an incredible member benefit and a great way to engage employees and their families,” said Zander Gambill, TCA’s vice president of membership & outreach. “I encourage all carriers and associate members to spread the word and take advantage of this opportunity.”

How to Apply or Get More Information

Complete application details and forms are available through the TCA Scholarship Fund here.

Questions about the application process can be directed to OFIC at scholarships@ofic.org.

Source: The Trucker

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The collaboration brings FleetForce’s CDL training programs directly onto San Jacinto College campuses, allowing students to complete instruction and testing in one location while preparing for in-demand trucking careers.

Expanding on-campus CDL training

Under the partnership, San Jacinto College will host CDL training programs that include classroom instruction, behind-the-wheel training, and on-site testing. The goal is to lower barriers for individuals interested in entering the trucking workforce by reducing travel, cost, and logistical challenges often associated with CDL training.

College officials said partnerships like this help ensure workforce programs remain sustainable and aligned with regional employment needs.

“Agreements like this ensure San Jacinto College can keep workforce education affordable, relevant, and sustainable for the communities we serve,” said Dr. Sallie Kay Janes, associate vice chancellor of continuing and professional development, San Jacinto College. “By partnering with a provider like FleetForce, we can offer high-quality CDL training while reducing costs for the college and reinvesting those savings into student success and regional workforce development.”

Meeting driver demand in a major logistics region

The partnership comes as trucking continues to face persistent driver shortages nationwide. According to industry reports cited in a joint press release, nearly 80,000 truck driving positions remained unfilled last summer.

FleetForce leaders said southeast Texas is a critical market for addressing that demand.

“The greater Houston region is one of the most important logistics hubs in the country, and the demand for skilled truck drivers continues to grow,” said Tra Williams, founder and CEO of FleetForce Truck Driver Training. “This partnership with San Jacinto College makes CDL training more accessible by providing on-campus instruction and testing, helping residents enter high-demand careers while supporting the businesses and industries that keep our economy moving.”

Training pathways and career outcomes

FleetForce’s programs are designed to prepare students for multiple CDL license types, including Class A, Class B, and Class C. According to the company, training focuses on teaching the mandatory skills required to obtain a Commercial Driver’s License and begin work as a professional driver.

“FleetForce’s training programs are designed to teach all the mandatory skills aspiring drivers need to obtain their Commercial Driver’s License, offering training opportunities for Class A, B, and C licenses,” the release said. “In addition to competitive salaries, professional drivers typically receive healthcare and retirement benefits, paid vacation, and additional perks. Former FleetForce students have advanced their careers within the trucking industry, with many becoming owner-operators earning six-figure salaries.”

Part of a broader expansion strategy

FleetForce currently partners with twelve other colleges and municipalities across the country. The company said it plans to continue expanding its training footprint throughout Texas and into additional states.

San Jacinto College officials said the partnership reflects a shared focus on workforce development and regional economic growth.

Prospective students interested in enrolling in CDL training can enroll today by clicking here.

Source: The Trucker

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