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Lake County seeks CDL drivers, seasonal hires and regional training partnerships to bolster road crews
Summary
Commissioners and public works staff discussed recruitment shortfalls, possible seasonal hiring, CDL training costs and regional collaborations with colleges and neighboring counties to expand operator capacity.
Lake County officials discussed staffing shortfalls in the road and bridge program and options to recruit and train equipment operators ahead of the summer season.
Michael (county staff member) said the department is currently short by about two operators with Class A commercial driver's licenses (CDLs), and that the county has several employees who need training or permits to become road equipment drivers. "Right now, technically, I'm down at least 2 people," he said, adding that one candidate recently left for private employment.
Commissioners and staff discussed several potential approaches: (1) ask human resources whether seasonal or part-time classifications could be used to hire school-age or local part-time workers for summer road work; (2) fund CDL training and permit costs so in-house staff can become licensed drivers; and (3) pursue regional training partnerships, including contacting Colorado Mountain College (CMC), LTAP (Local Technical Assistance Program) and private CDL trainers to host classes locally so candidates would not have to travel to Denver.
One commissioner suggested pooling regional demand so an external trainer would run a CDL class in Leadville and attract students from Chaffee, Park or Summit counties. Michael said in-house CDL classes typically take about three weeks, and that county training budgets exist but may not cover the full cost of commercial driving school or the increased classroom and regulatory requirements.
Staff also discussed cross-departmental options previously used, such as borrowing operators from other departments or contracting for short-term operator support, but noted workers' compensation and insurance rules can constrain informal arrangements. Michael said prior HR guidance limited moving part-time employees between departments without formal transfers because of worker safety and comp coverage.
No formal hiring action was taken; commissioners directed staff to explore seasonal classification changes with HR, compile the number of additional CDL drivers needed and estimate training costs for board consideration before the summer season.
Ending: Commissioners said they would follow up on regional training and HR classification to improve the county's operator capacity ahead of planned spring and summer road work.
