Upskilling Pathways: The Heavy Vehicle Driver Apprenticeship in Action

The Heavy Vehicle Driver (HVD) Apprenticeship was introduced in Queensland to help address a shortage of skilled drivers. While previous industry initiatives improved safety knowledge, the HVD apprenticeship elevates training standards by providing a portable qualification and structured pathway that results in a Nationally recognised trade level qualification. Transport operators, who had been advocating for structured training since the 1990s, saw the apprenticeship as an opportunity to professionalise the occupation, embed consistent skill standards and strengthen safety culture across the workforce.

Employers have found that the apprenticeship complements existing induction, coaching and training by adding a structured, competency-based model with core units and flexible electives. For Bill Manton of Simons National Carriers, flexibility is a key design strength of the apprenticeship.

“The reason why the apprenticeship is a good model, it has a good variety of seven core elements and also the flexibility of other modules… it’s easier to implement those modules into your own business, it doesn’t matter what freight you’re doing”. – Bill Manton, Simons National Carriers

Apprentices at Simons National Carriers also value the consistency of training across the industry. They believe the HVD apprenticeship is particularly valuable for new entrants to the industry who would benefit from building strong foundational skills before progressing to more complex tasks.

‘Everyone goes through the same structured training.’ – Apprentice, Simons National Carriers

Key benefits of the HVD apprenticeship include:

• Training aligns directly with real-world freight operations, preparing apprentices for specialised tasks such as bulk commodity load transport, bulk liquid and gas transport, livestock care, transport and management, oversize/overmass load transport, grocery and refrigerated transport, bus and coach transport and long-distance and metropolitan transport operations.
• The trade-equivalent pathway builds professional pride and reinforces driving as a respected career.

Manton believes the model works best when partnered with high-quality RTOs that have qualified coaching staff who can demonstrate transport industry experience and subject matterexpertise. Flexible approaches to delivery are essential to ensure that business operations are not impacted by training interruptions. Employers report improved morale, professionalism and mentoring, with apprentices becoming informal coaches who strengthen overall safety culture.

The model is highly effective for upskilling pathways, supporting freight handlers, yard operation and warehouse staff moving into a heavy vehicle driving, as well as existing drivers transitioning to higher-class heavy vehicles and career changers entering the Transport industry.

“Having an apprenticeship is for anybody changing their career path and I call it upskilling into our industry. Apprenticeships are perfect.” – Bill Manton, Simons National Carriers

The HVD apprenticeship delivers operational and financial benefits, including reduced incident rates, insurance premiums, workers’ compensation claims and asset wear. Standardised, competency-based training also improves onboarding efficiency across locations. Together, these outcomes provide a strong return on investment through risk reduction and improved safety performance.

Apprentices noted the program can feel challenging at first but encourage new entrants to ‘stick with it’ as the value becomes clear with growing skills, confidence and real-world application.

Wider adoption of the HVD apprenticeship can be supported by strengthening remuneration and award recognition for experienced drivers, reducing administrative burden on employers and ensuring flexible training for smaller or remote operators. Enhancing RTO capability to support learners with language, literacy, numeracy and digital (LLND) needs and improving national consistency in licensing and insurance settings will further help to attract young people to the apprenticeship.

Success factors for adoption are:

• Strong RTO partnerships – Partner with an RTO that has deep industry experience, aligns with company procedures and offers flexible delivery to integrate training smoothly into operations.
• Driver readiness and supportive environment – Set apprentices up for success by fostering the right attitude and providing supportive coaching, flexible rosters, clear expectations and consistent coaching.
• Proactive administrative planning – Prepare early for administrative requirements especially wage and incentive claims to ensure efficient implementation and support broader national uptake.
• Government support – Greater financial assistance for employers would encourage greater uptake.

Looking forward, Manton sees strong potential for the apprenticeship to become a key workforce strategy, particularly if national funding is aligned and the qualification gains greater recognition as a trade-equivalent pathway. Industry leaders advocate for federal incentives, streamlined administrative systems and declaration of the model in each jurisdiction to improve national consistency and recognition. Strengthening the trainer pipeline, improving RTO quality and raising public awareness will be essential for attracting younger entrants and realising the full potential of the HVD apprenticeship to address Australia’s long-term driver shortage.