Schneider Trainers Get Crap Too.

That depends on how you define "worth it".
And it also depends on the company's policy on method of training.
If the company requires procedures that you don't agree with chances are
it won't be what I'd consider "worth it".

For instance,
if a company required or even encouraged a trainer to retire to the bunk area during training, --- I'd have issues. As a trainer, I may or may not deem it appropriate to climb into the bunk. That's my decision to make. For some trainees that would be a confidence booster, --- while others might be fighting off a panic attack. It all depends on the situation, the trainee, and my instincts. I tried to be flexible in my methods, to provide a comfortable, relaxed atmosphere for the student ---helps get 'em past the newBee jitters.
That's when the learnin' really begins and they start enjoying the adventure.
That usually occurred around the third day, if not before.
But I'll be gol-danged if I can figure out how a trainer can train while asleep. It's beyond me. Although it will put more money in a trainer's pocket if they run a trainee like a team operation. Two log books, wheels keep turnin', miles pile up, ca-ching, ca-ching, more miles = more money. So, for some, that's what makes training "worth it".

If you consider extra dollars to be made to be the measure of "worth it", companies usually include what is jokingly referred to as Hazard Duty Pay, --- a daily amount of around $35 a day (back in the day) for the days a trainee is aboard, all loading/unloading pay goes to the trainer, --- whatever the company's goin' rate is, $40 --> $50, and the trainer is usually paid for all miles driven, including the miles driven by the trainee. Betwixt student and trainer, a good day would include, on average, 14 to 16 hours driving, --- 500 to 800 miles, depending on what the trainee could comfortably do, safely.
I wouldn't expect 800 mile days the first week, nor would I expect only 500 miles after 8 weeks.

Personally, I could have made bigger paychecks if I had run 'em harder, and money was my motivation. But, for me, it wasn't about the money. If I felt a trainee would benefit more if we slowed the pace down a tad, meaning fewer miles, so be it. My goal was to produce a quality product --- a trainee qualified and ready to go it on their own, or teamed with another, hopefully, well trained rookie.

Pre-trip inspections, trip-plannin', map readin', check calls, (before Qual-Com), paperwork, driving, riding, fueling and post-trip inspections, were required knowledge and abilities to graduate. If additional time was required, or concentration in certain areas necessary, it was pretty easy to convince my dispatcher to allow/arrange the schedule to make that possible.

If you're not really a people person, and/or one who is easily upset, and/or impatient, --- driver training probably won't be "worth it", --- to you and/or the trainee.
If you're of the opinion that it's only the trainee who's there to learn, that there's nothing for a trainer to learn from a trainee, --- training probably won't be "worth" as much as it should be.
If you dread meeting every new newBee instead of considering it another challenge to discover the best training methods to utilize this go-round, striving to improve the end product, --- an educated Big truck truck driver capable of surviving in the Big truck truckin' industry, even if it means fewer dead presidents in your wallet, you might wanna shine-on training.

It's said that there are no bad students, --- just bad teachers.
They also say those who can do it, --- do it.
Those who can't do it, --- teach it.
I don't know 'bout that, but that's what they say.
But when they say ~~~~ DON'T FORGET TO DOUBLE-CLUTCH!
I don't hear a thang.
I just float 'em, ----- real smooth.
For what it's worth.
That's all. :smt025

ThanX for askin' Rob.