DRIVER RECRUITMENT POLICY
This policy is established to set the ARISHAW benchmark criteria for acceptance and recruitment processes. The policy will refer to other company policies such as disciplinary procedures and meet legislative requirements on disability and discrimination. The policy will distinguish between the different groupings of drivers such as:
- Professional or full time drivers
- “Tool of trade” drivers
- Drivers supplied with a vehicle as a personal benefit
- Other employees who may drive occasional
- Casual ,temporary and Agency drivers
ARISHAW believes that failure to recruit persons with proven driving records can lead to the company sustaining considerable additional expenditure due to accidents, loss of business, gain a reputation for being unreliable and in extreme cases loss of Operators license.
The purpose of this guideline is to offer advice on managing recruitment procedures which should minimize the Company’s exposure to costs resulting from poor driving performance and the need to instigate disciplinary action against employees.
Our proactive recruitment procedure commences with the acquisition of pre-employment information with particular reference to:
- Driving experience especially for the range of vehicles to be driven
- Previous employment history
- Motor insurance history
- Driving record – accidents, offences and convictions
- Medical history
- Validate the drivers licence. At the very least a copy should be taken of the original driving licence
- Confirmation of vocational qualifications and previous driver training
- Two referees or suitable references
- Two photographs
RECRUITMENT ASSESSMENT FOR PROFESSIONAL AND TOOL OF TRADE DRIVERS
The assessment process will consider the full pre-employment information and an interview to establish:
- Numeracy and literacy
- Appearance and behaviour
- Terms of employment and probationary arrangements
- Training and provision of information to be received upon employment
Pre-employment assessment of driving will be undertaken to identify individual risk factors that could contribute to accidents, and additional training requirements.
This will contribute to compliance with Health and Safety legislation and the risk assessment process under the stipulated Management of Health and Safety at Work Regulations and provide a benchmark for our drivers.
Records will be retained of the application and the interview as they may be needed at a later date for example, incorrect information may have been submitted or unsuccessful applicants may reapply.
The Technical Director or Managing Director will review any application(s) that fails to meet the standard or benchmark criteria set out within the Recruitment Policy. For example, the person has had a conviction for drink driving or may have a medical condition, or poor driving history that questions their suitability.
RECRUITMENT ASSESSMENT – CASUAL, TEMPORARY OR AGENCY DRIVERS
Wherever ARISHAW needs to use drivers in this group, named persons should be used wherever possible, drawing on listed authorised drivers already known to and trained by ARISHAW. Their personal details, licence details and driving record, qualifications etc. should be confirmed as up to date prior to each period of engagement.
So far as possible the recruitment assessment applied for the employment of casual, temporary or agency drivers should follow those adopted for full time or professional drivers.
We require a minimum of two years regular experience in the group or class of vehicle to be driven, and that a minimum selection standards be adopted as part of the recruitment policy for drivers in this category. Specific training should be provided to ensure these drivers comply with the Company’s operating procedures and systems.
Where an exterior body/organisation is engaged to provide casual/part-time drivers, service standards should be agreed as to:
- Minimum Age of driver acceptable
- Minimum period of experience for vehicle concerned
- Responsibility for licence checking
- Responsibility for establishing driver has sufficient “unexpired working hours” to complete the task
- Responsibility for establishing the driver has completed a sufficient rest period before commencing the task required.