drivers: the key to fleet safety results
DESCRIPTION
Drivers: the Key to Fleet Safety Results. August 22, 2007 CTAV EXPO Roanoke, VA. Overview. The presentation examines ways that fleet managers can: screen, monitor, and coach/motivate drivers to minimize the potential for crashes and passenger injuries. . Overview. - PowerPoint PPT PresentationTRANSCRIPT
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Drivers: the Key to Fleet Safety
Results
August 22, 2007
CTAV EXPO
Roanoke, VA
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Overview
• The presentation examines ways that fleet managers can: screen, monitor, and coach/motivate drivers to minimize the potential for crashes and passenger injuries.
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Overview
• The presentation also raises the question of "how does your fleet get drivers directly involved in the safety process?" -- we believe that their involvement can make a big difference.
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Why do we have crashes?
• There are three possible options:– Equipment Failure
– Extreme Conditions, or
– Driver Action or Inaction
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Improper Driving
• Improper driving was the primary “cause” of 66% (two-thirds) of all police reported crashes during 2004
• This statistic excludes DUI related cases since DUI affects the physical condition of the driver – does not represent a driving error.
-National Safety Council’s Injury Facts 2006
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Improper Driving
• The most recent “Large Truck Crash Causation Study” confirms that at least 87% of all crashes due to driver error
-Federal Motor Carrier Safety Administration
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Preventing Driver Error
RecruitingQualification
Training
MonitoringDismissal or
Non-Driving Job
Improvement
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Recruiting
• Who handles recruiting?
• Do they know the minimum, expected and ideal qualifications of potential drivers?
• Do you use safety issues to recruit?
• What is your turnover rate (and why)?
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Recruiting
• If recruiting fails to produce drivers, then there’s no one to dispatch!
• However, if recruiting fails to provide “qualified” drivers, then:– Increased operational costs (training,
insurance, administration)
– Increased risk of crash
– Increased turnover
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Qualification
• A process, not a task to be “completed”
• What’s required?– DOT / Non-DOT
– CDL + Endorsements
– Insurance requirements
– Risk management / Legal issues (Negligent Hiring, Negligent Entrustment)
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Qualification
• Qualification costs $$$:– MVR Evaluation (risk profiling)
–Verified experience
– Background checks
– Substance Abuse Testing
– DOT Physical
• Does your process eliminate drivers before costs are accrued?
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Qualification
• Since rural operations place drivers “far away” from their dispatchers, are they able to handle themselves
• What is the extent of their authority and responsibility beyond “just driving”?
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Training
• Training makes new drivers familiar with:– Specific job requirements including
passenger relations
– Safety expectations and policies
– Routes and general procedures
– Emergency procedures
– Performance monitoring
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Training
• Can you “prove” that all drivers received all training needed to complete their job safely?– Documentation of attendance
– Receipts for driver handbook
– Computer records of online courses
• Organizational recordkeeping may be tedious, but valuable
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Training
• What does it cost to train one new driver?– Supervisory time
– Driver handouts
– Driver’s time (paid)
– Documentation time
• It is a substantial investment
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Performance Monitoring
• Performance monitoring safeguards the wellness of passengers & drivers (and your organization’s investment in qualification & training dollars)
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Performance Monitoring
• Monitor for quality & safety in the performance of job duties
• Feedback leads to either:– Corrective Coaching or
– Praise / Recognition
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Performance Monitoring
• How do you monitor driver performance?– Safety Hotline Comments
– Customer Surveys
– “Mystery Riders”
– Supervisory Evaluation
– Annual Review
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Performance Monitoring
• Formalized programs enable:– Recognition of patterns among drivers
– Comparison to other fleets (benchmarking)
– Leading indicator of crash risks
– Documentation of corrective actions by management (policy change) or drivers (coaching or retraining)
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Dismissal or Reassignment
• Drivers who repeatedly fail to perform to minimum standards, or endanger themselves or their passengers need:– Coaching
– Retraining
– Warnings / Discipline
– Dismissal or Reassignment
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Dismissal or Reassignment
• Hopefully, this will not happen often
• If it does, check other processes (recruiting, qualification, training and performance monitoring) to look for “system breakdowns”
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Driver Improvement
• Driver accountability leads to driver improvement programs:– Advanced training & certification
– Expansion of optional job duties
– Create “bench strength” for later promotion to greater responsibility
– Peer leadership
– Professionalism in daily job
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Driver Improvement
• Driver improvement activities are an investment in your human resource “capital”
• Designed to increase employment tenure among strongest performers
• Could include incentives if tied to performance, not just “showing up”
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Driver Improvement
• Your drivers, once held to standard accountability measures will be quick to suggest ways to increase job satisfaction and pride in their job:– Uniforms (or no uniforms)
– Recognition (patch, name on bus, etc.)
– Driver Trainer
– Profile in newsletter, etc.
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Qualification (again)
• Periodically, all drivers should re-qualify for their job (some may qualify for promotion)– People change over time and due to
external influences
– Technology, equipment, policies change and qualification assures that drivers can handle the “new stuff”
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Driver Involvement
• Drivers are key to keeping vehicles on the road
• They have a lot at stake:– Consistent income
– Wellness (freedom from injury)
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Driver Involvement
• If they are directly involved in safety and performance monitoring, then:– Greater and faster “buy in” to program
changes – More participation in training– Peer leadership in promoting proper
performance– “Step up” in emergencies
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Driver Involvement
• How can we get drivers involved?– Surveys with management response (we
read the surveys and will do the following)
– Performance reviews that are “two-way” communications
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Wrap Up
• How do we measure performance?– MVR’s
– Supervisory Ride Along
– Road Observation Programs (safety hotline)
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Wrap Up
• Safety Hotline Provides…– Motorist Observation Reports
– Collision Countermeasures
– Coaching and Counseling
– Proactive Training Support
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Questions?
• Dan Lessnau– SafetyFirst Systems, LLC
– 1-888-603-6987
– www.safetyfirst.com
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Copy of slides available at:
http://my.safetyfirst.com/Presentations.asp