Fleet Safety: Evaluating Driver Quality in New Hires

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 – The longer a person has been driving, the more situations that person has encountered. These situations sometime require quick and almost instinctive responses. Critical decision errors due to lack of driving experience can lead to serious crashes. When evaluating any driver candidate be sure to determine how long the person has been driving. The length of time a person has been driving will also have an impact on how the applicants driving record and accident history should be interpreted. Not all motor vehicle reports (MVRs) should be weighted equally. You cannot equally compare the driving history of a driver who has only had a driver’s license for a year to a more experienced driver as the exposure level is much different. Keep in mind the less experienced driver's safety performance may be for a limited driving exposure of possibly 10,000 miles or less. The confidence level for correlating past performance to future results is reduced when the candidate has only been driving a short period. When you run an MVR and see no citations, be sure to put it into perspective relative to how long they have been 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