A big round of applause for Tyrers Coaches [routeone/training/26 September] – what a breath of fresh air.
In-house training is the only way forward. This seems to have fallen by the wayside since the introduction of the Driver CPC. Although it is necessary, it is a baseline vocational qualification akin in status to the annual vehicle test in an operator’s vehicle maintenance programme, i.e. a bare minimum requirement. It does not address the detailed operational requirements of a particular employer.
My own experience over 20 years ago was setting up a training school.
It involved recruiting and training, also retraining some already-qualified drivers, but also some from unrelated industries who didn’t have a PSV licence.
Our selection process was rigorous and one applicant who already had a licence said after his interview that he had never known such a comprehensive selection test. It had included a written objective test and an on-road test. We had plenty of applicants, but they didn’t all pass muster.
However, the approach didn’t come without criticism from directors who said being too selective could have an impact on the business in view of – yes, 20 years ago – a driver shortage. It was a shortage of the right calibre of driver that was the problem.
We were a large European and UK inclusive tour operator. We needed drivers who could handle all types of work. Different skills were required for driving inclusive holidays where the driver was also the courier and the inbound and group tours where there would be an organiser/tour manager with often their own agenda.
Once through the selection process an intensive two-day training programme would follow.
Vehicle type training, including completing a work book, route learning and planning. We would have on-road scenarios including simulated emergencies, such as tyre blow outs.
Above all though, handling passengers and dealing with their problems, complaints and expectations.
There would even be a visit to a motorway service area where the management would explain to drivers what was expected of them and what information to give to passengers.
The whole process was documented in an operations manual, which was given to each new recruit. This was in loose leaf format which was updated four times a year.
Colin Rowe,
Clockwise Briefings,
Northampton
