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The establishment of a meaningful and realistic driver qualification program is
vitally important to the successful operation of any fleet, including an
incidental fleet where the primary operation is other than the transportation
of freight, such as for sales, service and local delivery operations. By
placing sufficient emphasis on selecting the best available driver, a company
helps to avoid future financial losses resulting from accidents and abuse of
equipment.
The opportunity to select the right person for the position will largely depend
on management's ability to develop job standards that reflect the prerequisites
and skills necessary for satisfactory job performance. To achieve a program
that is effective and still practical for its operation, the company’s
management should decide the degree of emphasis needed in each of the following
areas, as well as understand the regulations with which the operation must
comply.
Driver qualification files
Driver selection is a one-time process. Assuring that the driver remains
qualified should be an ongoing process. A file should be maintained for each
person hired, to facilitate review of the driver's record and to provide future
reference to the driver's qualifications. Information that should be kept in
the file include:
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A copy of the driver's application form.
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Notations regarding information developed during the driver's interview.
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The most recent motor vehicle record.
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Results of reference checks with previous employers.
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Information indicating the successful completion of a road test.
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Information indicating the successful completion of a physical examination, if
applicable.
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Results of background checks for drivers of passengers or high-value cargo.
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Any information that will give management insight to a driver's qualifications,
such as additional training (including dates of completion).
Job analysis
The first task in any employee selection process is to determine the specific
requirements for each job category. The employer must determine exactly what
the employee must do, how it must be accomplished, and what skills are
required. Once these facts are known, management can establish standards that
will reflect the specific nature of the position and make it possible to
recognize the best applicant.
Application form
An addendum specific to driving information should be made part of the job
application form. Information about the applicant that should be requested on
the form include:
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Driver’s licenses
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Traffic violation convictions
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Driving experience
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Accident record
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Criminal history
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Special training related to transportation
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Authorization to investigate the applicant’s background
Interview
An interview should be used to resolve any questions regarding the information
obtained or omitted on the application form. A visual check of the driver's
license should be made to ascertain that the driver has the proper class of
license, whether there are any restrictions, and if the license is current.
Reference checks
You should check with previous employers to develop information about the
driver's general character and professional ability. This check can be
accomplished by a telephone interview, a letter or a personal visit. The
employee's file should verify that these checks were made and should record the
responses received.
Motor vehicle record
A copy of the driver's motor vehicle record (MVR) should be obtained from each
state where a driver holds a license, to ascertain that the applicant has a
valid license and to review the driver's past record. An MVR also should be
obtained periodically for each driver and reviewed to determine whether
remedial training is necessary.
Criteria should be established to determine what an acceptable MVR should be
and the consequences of not meeting that criteria. However caution should be
exercised to assure that all employees are being evaluated under the same
criteria.
Physical qualifications
The physical fitness of the employee should be considered before hiring, but
only after the driver has been offered a job. The employer should arrange for
physical examinations with individual physicians or industrial clinics. The
medical personnel should be aware of the physical and emotional demands placed
on the employee, so that it can be determined whether the applicant is
qualified for the position. In addition to checking an employee’s physical
condition before hiring, periodic physical examinations should be required and
arranged for by the employer. Re-examinations may indicate the onset of a
problem and therefore allow appropriate corrective measures to be taken.
Road test
Giving a driver a road test will allow the employer to ascertain deficiencies
in driving skills and provide needed training prior to assigning a driving
task. The same type of equipment that will be assigned to the driver should be
used in the test, and the test should be sufficiently long to cover a variety
of situations. This test should be designed to help identify the driver's
competent areas and weak points.
Additional background information
Depending on the position, additional background information may need to be
generated through checks with credit bureaus and police departments (where
permissible) or through the use of professional investigative agencies.
Standards must be applied equally to all applicants.
COPYRIGHT ©2005, ISO Services Properties, Inc.
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