RoSPA Young Drivers at Work Report

Chapter 5
The second largest group of respondents, 66 out of 255
(26%), replied that no non-driving skills needed to be added
to the qualification to improve its value. Many qualified
this by saying that their company already runs many of
these courses in-house and that there is the potential for
them to increase the cost and burden of the qualification.
17 respondents out of 255 (7%) cited anger management,
noting that there were situations in their work that could
make drivers stressed and that if this filtered into their driving
then employees could become more at risk on the road.
Respondents cited all these skills as non-driving, when
most are, in fact, core driving skills. However certain skills
may be more appropriate to young drivers at work than in
learning to drive training and testing.
5.2 Structure
There are a large number of ways that training could be
structured, and respondents were surveyed to find out how
they would prefer to see a potential qualification delivered.
Chart 9: Preferred format for training (N = 407).
One-off course during
work time
One-off course outside
work time
Regular training sessions
in work time
Regular training sessions
outside work time
Structured vocational
training (NVQ) in
work time
Other
Don’t know
0 50 100 300 400
Base: 407 respondents
Number of responses
As organisations could select more than one option, percentages may total
over 100%.
The preferred formats for training were either a one-off
course during work time or structured vocational training
to be completed in work time. These were mentioned by
41% and 40% of respondents respectively.
The third most popular format (mentioned by 32% of
respondents) was regular training sessions during work time.
Training outside of work time was less popular. Only 16%
were in favour of a one-off course outside of work time and
only 13% were in favour of regular training sessions outside
of work time.
There were differences in the preferred formats according
to organisation size. Not surprisingly, large organisations
were more in favour of structured vocational training in
work time than small and medium-sized organisations.
Larger organisations were more likely to already provide
qualifications, such as NVQs, through work.
Chart 10: Preferred format for training shown by
organisation size (N = 407).
One off course during
work time
One-off course outside
work time
Regular training sessions
in work time
Regular training sessions
outside work time
Structured vocational
training (NVQ) in
work time
0% 10% 20% 30% 40% 50%
% of responses in each category
Base: 109 small, 77 medium & 213 large
Large
Medium
Small
As organisations could select more than one option, percentages may total
over 100%.
Large organisations were also more likely to be in favour
of regular training sessions in work time, whereas
medium-sized companies were the most in favour of
training outside of work time.
Respondents gave the following reasons for their choice
of format:
A one-off session in work time
● Less disruptive to work
●
●
Easier to plan and manage
Employees will be more likely and willing to
attend in work time
It was also suggested that having the training in work
time would demonstrate that the employer is committed
to this issue.
Young Drivers at Work Report
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