RoSPA Young Drivers at Work Report

Chapter 8
Overarching themes
Within the qualitative responses to this research a number
of overarching themes can be identified.
8.1 Graduation
“I think you should have been told: Look, this is the
start of everything, keep your eyes open you’re just
about to start learning. ”
(Focus group 2 member)
What is the aim of the current system of training
and testing?
90% of respondents reported that they felt the current
system of driver training and testing was inadequate in
preparing new drivers to drive for work.
Respondents expressed the opinion that the ‘L’ test does
not produce fully trained or competent drivers.While it
legally qualified individuals to drive, respondents reported
that employers on the whole were not taking the test to
be proof of any more than that. They were not making the
assumption that because somebody has passed their test,
they are safe to drive.
This feeling was supported by the fact that many
employers conducted their own assessments and deliver
their own training for young drivers.
Respondents also reported that when recruiting agency
staff, they had particular difficulty in finding workers who
not only were qualified, but also confident and skilled
enough to meet all their driving requirements:
“All it’s doing is getting people past their test. I don’t
believe the road test as it is and the theory test, is
adequate enough. The test doesn’t prepare them
for driving at work. ”
(Company Director, telephone interviewee)
“I don’t think it’s very good, it’s just like a basic
sort of competence test and after that, then they
move on. ”
(Health and Safety Manager, telephone interviewee)
“I don’t think the current training as in the driving
test, even with the new format of driving test,
is even considering driving for work at all. It’s just
really assessing whether a person is relatively safe
to go on the road and I say relatively. ”
(Facilities Manager, telephone interviewee)
The overwhelming response was that the ‘L’ test equates
to a basic level of driving ability. The majority of employer
respondents regarded the ‘L’ test as the first stage in a
driving career:
“…he is now legally qualified but he is not
competent. Experience and attitude are not tested,
that is the thing: it is about getting towards a
competent driver. ”
(Safety and Services Manager, telephone interviewee,
speaking about a young driver)
On the other hand some respondents believed the ‘L’ test
meant they were fully equipped – the had ‘passed’; there
was no appreciation of life-long learning or advancement,
and further training was not required:
“You’ve passed your test so why keep
getting tested? ”
(Focus group 5 member)
“If they’ve passed their driving test, they’ve passed
their driving test. ”
(Utilities Manager, telephone interviewee)
This lack of perception of ‘need’ was an often reported
stumbling block with employer respondents in relation to
resistance from staff. Respondents suggested that asking
somebody to take further training would be seen as
“stigma”; not as a means of progression or development
but as a means of correcting poor driving ability.
Respondents indicated that they would get a ‘why me’
response if they suggested somebody need to take
further training.
This perception of further training being a treatment
rather than a preventive measure was shared by some of
the young driver respondents we spoke to:
“Interviewer:What would make a post-test
qualification relevant? ”
“R1: If it was made mandatory or if I personally felt I
needed to go on a driving course say if I kept
crashing or doing something wrong. ”
(Focus group 2 member)
Post-test training
“They could have passed their test in a mini! ”
(Local Authority Controller, telephone interviewee)
Respondents described the current ‘L’ test as a starting
point; a gateway to advanced training.
28 Young Drivers at Work Report