This is a crucial part of the Company policy. Most employees will consider themselves to be good drivers when in reality most are not as good as they think they are! Roles and responsibilities should be clearly defined. Company policy, particularly on drugs & alcohol and the use of mobile phones should be made abundantly clear. Here are some examples of the requirements that might be considered in the recruitment process:
Driving Vetting & Selection
Driver Vetting & Selection Considerations
- Authorised driver personal details
- Ordinary driving licence details
- LGV/LCV licence details
- Use of drivers from other E.U. member states
- Additional qualifications/experience
- Specific details of endorsements/convictions, including suspensions
- Specific details on any traffic accidents during the last 5 years
- Driving experience
- Specific medical conditions
- Additional drivers details
- References from previous employers/organisations
- Drivers declaration and signature
- A Highway Code test
- A practical competency check in the type of vehicle to be used
- Agency drivers – Recruitment
A considerable number of businesses and those responsible for the operation of a company vehicle(s) are not covering one or more of the four most important risk management procedures:
- New driver vetting including licence checking
- Driver induction procedures
- Issuing a driver handbook
- Post incident investigations
Driver induction is your opportunity to confirm health and safety policy, lines of communication and procedures.
It helps new drivers get to grips with the way you like to do things, early on. Staff induction should follow a documented programme including:
- Details of the company health and safety policy and arrangements
- Vehicle checks and restrictions, e.g. mobile phones, authorised drivers, driving and fatigue
- Guides on what to do in certain situations e.g. accidents, breakdown and reporting of defects
Commercial drivers, including agency and part-time drivers, should take a test drive as part of their induction. Where appropriate, non-commercial drivers should also take a test drive, particularly young drivers.
The induction gives drivers the information they need in case of emergencies and communicates a sense of responsibility, which will be reflected in driving standards.
The driver’s handbook is a key feature in getting these points across. Everyone who drives on company business should be given a copy, which is a key part of the induction.
Licence checks should be carried out every 6 months by the fleet administrator. Drivers failing to produce their original licence (not a copy) within 14 days of request should, subject to agreement on company policy, be suspended without pay until the licence is produced. When presented with a “duplicate” licence and an explanation of why the original is not available, the DVLA should be contacted by telephone and the person who holds the licence should be present. The DVLA will carry out a security check with the licence holder and then confirm details of any endorsements.
It is essential for all duplicate licences to be checked with the DVLA. The interviewer should clearly identify any physical or mental infirmities (particularly heart or diabetes problems which might increase the risk of an accident) and new recruits should always be subject to a medical examination to incorporate an eyesight test. To ensure that any eye defects are identified the examination should be preferably carried out by a fully qualified optometrist.
With the increasing focus on Duty of Care obligations, employers need to ensure that employees are provided with clear guidelines on their responsibilities as a goods vehicle driver. Examples of what should be considered to be included in such documents are as follows:
1. Working Times
2. Operational Duties
6. Annual Licence Checks
7. Drivers Hours Regulations
9. Road Traffic Act
10. Legal Costs and Fines
11. Speeds Limits
12. Vehicle ‑ Use and Care
13. Security of Vehicles
16. Unauthorised Use
17. Unauthorised Passengers
22. Motor Accidents