RoSPA Young Drivers at Work Report

Chapter 4
4.2 Why a post-test qualification
would be useful
Questionnaire respondents were asked why they would
find a driving for work qualification useful.
Chart 6: Reasons for finding an additional qualification
useful (N = 407).
To help identify
safer candidates
To reduce accidents
To help fulfil legal health
and safety obligations
To demonstrate
commitment to safety
in the community
To demonstrate
commitment to safety to
insurance companies
To reduce fuel costs
Other
0 100 200 300 400
Base: 407 respondents
Number of responses
As organisations could select more than one option, percentages may total
over 100%.
The most common reason, given by 80% of respondents,
for finding an additional qualification useful was that it
would help to reduce accidents.
65% of respondents felt that it would help them to fulfil
their health and safety obligations and
64% that it would demonstrate their commitment to
safety in the community.
57% of respondents believed it would help them to identify
safer candidates for jobs and the same proportion felt it
would demonstrate their commitment to safety to their
insurance company.
41% said that reduced fuel costs were a reason for finding
the new qualification useful.
In the ‘other’ responses, 11 out of 34 respondents (32%)
mentioned their duty of care to the employee, and eight
out of the 34 respondents (24%) said that it would give
their drivers improved competence, confidence and skills.
Respondents who believed the qualification would be
either ‘very useful’ or ‘quite useful’, also expressed the belief
that it should not just be limited in scope to younger
drivers, as many saw bad driving habits in all ages.
Interview findings
The recognition of benefits to both the employer and the
employee was clearly found in the telephone interviews.
Benefits to the employer:
Respondents identified benefits from having an additional
post-test qualification which ranged beyond simple cost
benefits. Direct economic benefits identified included:
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Reduced accident rates resulting in: less staff sickness
absence, minimised vehicle down-time, and less risk of
equipment damage during transportation
Greater fuel efficiency
Reduced vehicle wear and tear
Lower insurance premiums and more inclusive policies
for younger drivers
Administration cost savings by no longer needing to do
their own driver training or assessments
The financial benefits were very plainly identified by
one interviewee:
“We invest a lot in our staff and if they lose their
lives then there’s a benefit to avoid that.
Apart from the moral reasons there’s a
business reason there. ”
(Technical Manager, private company)
Beside the direct economic benefits, two other main
benefits for the employer were identified in the interviews:
●
●
Help in assessing job candidates
Confidence in the competence of their staff
For recruitment purposes the proposed benefits were that
employers would have a benchmark of the standard of
driving ability they should aim for. Not only could candidates
be evaluated against this (to the extent of being externally
assessed at interview stage), but possession of a qualification
was also thought to show that recruits had the ‘right
attitude’. The ‘right attitude’ was described as a willingness
to learn, to improve, and to recognise own weaknesses.
For competence purposes, employers stated that a
qualification would help prove that employees were
sufficiently trained to safely tackle the driving elements
of their work. Similarly, failure to successfully complete a
post-test course would clearly highlight training needs.
Young Drivers at Work Report
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