Keeping things in perspective
In real estate the common saying is “Location, location,
location!” After several years with one of the nation’s largest commercial
vehicle insurance carriers, I have come to understand that managing vehicle
safety results is often about “Driver quality, driver quality, driver quality!”
When hiring a driver, it would be nice to have a crystal ball to see into the future. Barring an intervention from the spirit world, the best available predictor of future performance is evaluating past performance. However, in making this evaluation you need to interpret the historical data in its proper context to achieve a high level of confidence more accurately predicting future performance. Driver quality metrics used in this analysis include:
- Experience driving
- Experience with similar equipment
- Driving record
- Accident history
These metrics must not just be considered individually, but
on a combined and interrelated basis.
Experience driving –
Experience with similar equipment – Experience refers to actual time operating
similar equipment of the same size and arrangement you are hiring them for. If
a driver applicant will be required to have a commercial driver’s license
(CDL), determine how long the driver has had the required license type and
endorsements. Driving a 50,000-pound snowplow in foul weather is a far
different experience than driving a passenger car. In evaluating experience,
you need to carefully look at the driver’s application to see what type of equipment
they were operating. Also consider how long it has been since they have
operated the equipment. Determine the percentage of time spent driving versus
other duties. Consider the driving environment the applicant was operating in.
Factor in if the driving results were compiled in rural areas or highly
congested urban areas and what environment they will be driving in for you.
Driving record – Past moving violations and citations should
also be evaluated in context. Be sure to look at the type of citation and give
a heavier weighting to more serious violations. Citations that may be
considered more serious include:
- Operating a vehicle under the influence of alcohol or narcotics (DUI or DWI)
- Refusal to submit to substance testing
- Felony traffic violations
- Driving with a suspended, revoked, or invalid license
- Reckless driving or negligent driving
- Drag racing
- Hit and run, leaving the scene of an accident
- Eluding a law enforcement officer
Accident history – A driving record with no accidents is
even more impressive if it was accomplished over a longer time period while
driving similar equipment and under similar conditions for the driving position
you are trying to fill . The required safe vehicle stopping times and distances
are significantly different between a passenger vehicle and a commercial
vehicle requiring a CDL. The maneuverability and obstructed views are also more
challenging with a larger vehicle. Also, look at the driver action that
contributed to the accident and don’t overlook the significance of past
incidents that resulted in minor repair costs. Give a heavier weighting for
accidents that had the potential for a more serious outcome. For example, an
accident involving improper lane change, failure to yield, or running a red light
may easily have resulted in a much more serious outcome under slightly
different circumstances.
In conclusion - Using driver quality hiring standards is not
a new concept. However, making sure the data is analyzed in the proper context
can improve the probability of making a successful hiring decision. When
evaluating candidates for a driving position, make sure you are comparing
apples to apples. Be sure to consider if the candidate’s driving history has
been achieved while driving under relevant conditions, for an adequate time
period, and at a higher level of performance.
Submitted: Joe Gehrts, Senior Loss Control Consultant
