Driver standards
Before you require an employee to drive as part of their job, make sure that they are suited to the driving tasks you want them to complete.
• A driver must be fit to drive.
• Checks of driving entitlement/licences must be carried out regularly (at least annually).
• Fully train your drivers in all relevant aspects of their jobs. Consider refresher training to ensure that drivers will maintain a high level of performance over a prolonged period of time.
• Adequate training must be provided if the driver is required to drive a new or different type of vehicle.
• Supplement your policy document with written instructions, training sessions or group meetings to ensure your drivers are aware of the company policy on driving for work and what is expected from them.
• Check the applicant’s references are sound.
• Check the applicant’s driver’s licence is valid.
• Ensure that the applicant holds the appropriate class of licence for the vehicles (plus trailers) you want him to drive.
• Explore the past accident or prosecution history and attitudes towards road safety in the interview.
• Assess driving competence and attitudes at the recruitment stage.
• Carry out an on-road assessment to ensure that the potential employee is competent to carry out the required driving tasks.
• Test the candidate’s knowledge of the local rules of the road, or Highway Code where available.
• Check the applicant’s fitness to drive, health and eyesight.
It should be noted that in many low and middle income countries, the national driving tests and licence acquisition procedures may not guarantee that the licence holder is suitable and safe to drive for an international organisation. Hence, it’s essential that an organisation conducts its own driver assessment programmes.
To carry out these procedures the organisation will need trained and qualified in-house or subcontracted driving assessors.
