Provide this checklist to hire safe drivers
Most likely your client has what we call in the insurance industry an “incidental fleet exposure,” in that transportation is not their main business, but a peripheral component of their organization. Of course, your insureds know it’s important to hire safe drivers – but in their quest to hire topnotch employees, driving records may be overlooked.
After all, employers typically choose candidates based on their main job – not on what may be a small portion of their job, which is driving a vehicle. And while many employers scrutinize and test an employee on their various skills, the fact that they will be driving a company vehicle regularly or even sporadically doesn’t automatically add driver evaluation to the hiring process.
But did you know that motor vehicle accidents are the leading cause of work-related deaths, costing employers more than $40 billion per year? Distracted driving, horseplay and driver error also contribute to many workplace transport accidents. Hiring safe drivers and providing additional instruction, training and adequate supervision, can help your insurance clients significantly reduce workplace transport accidents.
Your clients’ vehicle safety program should include specific practices and policies on driver selection, training and supervision. Let’s start with best practices for driver selection.
Criteria for choosing safe drivers
Below is a brief list of criteria they’ll want to consider, with more detailed explanations following.
- At least 21 years old
- Acceptable accident and traffic citation history
- Proper licensing for the type of vehicle assigned to
- Physical health
- Additional approved driver traits, from attitude to psychomotor performance, medical status, and mental abilities
DRIVING HISTORY USING MVRS
Reviewing prospective employees’ current motor vehicle records (MVRs) is one of the best indicators to help determine if they are qualified to operate a motorized vehicle. This applies not only to those operating company vehicles but also to those operating their own vehicles for business use.
MVRs can be obtained either directly from the state or from MVR vendor companies. It’s best to order MVRs for each state in which the applicant has held an operator’s license in the previous three years. The check on MVRs should go back at least five years in total and be used as part of the overall driver selection program. Additionally, consider ordering and reviewing MVRs annually for all drivers. Drivers that have been identified as having poor driving history may be flagged for more frequent MVR reviews.
Your insured want to review the potential employee’s record for:
- Vehicle crashes (define whether at-fault or not)
- Minor incidents (minimal speeding, failure to stop at a stop sign, etc.)
- Major incidents (excessive speeding, running red lights, texting while driving, etc.)
- Serious incidents (DUI, hit and run, reckless driving, etc.)
Studies show a direct correlation between past driving performance and future vehicle crash involvement. Drivers who have experienced moving violations and crashes are more likely to be involved in future vehicle crashes. For this reason, they will need to define what constitutes an acceptable driving record.
For instance, your client may decide that a driver with up to three minor incidents is allowable. Or a driver involved in one vehicle crash, but with no other violations, is OK.
Once acceptable driver criteria have been established, all drivers should be informed of the policy and acknowledge their agreement to adhere to it. Management should follow the criteria fairly and consistently.
PHYSICAL HEALTH OF DRIVER CANDIDATES
Consider the prospective employee’s physical fitness, such as health, eyesight, hearing and mental ability to carry out the job. Where possible, match the particular vehicle requirements, the task and situation with the driver’s fitness and capabilities. It goes without saying, but never allow anyone unfit due to drugs or alcohol to drive a vehicle.
Select employees with the correct safe attitude towards workplace transport and who have the ability to perform the job in a responsible, competent manner. Evaluate their age, experience, driving record and maturity, as well as attitude. When viewing their MVR, your client will want to consider non-moving violations (illegal parking, expired stickers, vehicle defects), as they may indicate a driver’s tendency to disobey company policy.
Before and during the interview
If a job description is in place, what portion of the time will be spent in driving? Your client should plan the interview accordingly. For instance, they may not need to do a road test when hiring sales representatives, but they will want to check MVRs before handing off keys to company vehicles, or representing their entity while using a personal vehicle for company business.
Next, your client should check that the application is completely filled out by looking for missing information. Follow up on gaps in work history. Include in the interview questions about an applicant’s driving experience based on the type of vehicles they will be driving.
Test the applicant. Depending on how much of their job involves driving, some or all of the following may be warranted: written exam, road test, skills test, pre-trip inspection test, psychological evaluation, credit and background checks, and physical exam. Verify information, check references and look at past performance as a prediction of future performance.
Explain to your client that taking the time to hire safe drivers will help them maintain lower loss ratios on their workers’ compensation, commercial auto and other liability coverages. Meanwhile, if you need further details or a free assessment on your current risks, our commercial auto team is happy to help.
This article originally appeared in Arrowhead’s Tribal blog. It has been updated and modified to better fit the needs of Valiant’s producers and their workers’ compensation clients.