The National Academies Press

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Pages 24-39

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From page 24... ... Overall Driver Selection and Hiring Process The previous section specified the minimum actions and paperwork for hiring commercial drivers. In practice, these minimum actions are combined with voluntary company actions to form an overall system and sequence of steps for hiring. Read the entire page →
From page 25... ... Key Assessment Terms and Concepts The following are some key terms and concepts in employee assessment: • Job analysis • Predictor(s) • Job performance criterion (criteria) Read the entire page →
From page 26... ... Criterion-based validity is the degree to which test scores correlate with actual job performance criteria. For a personality measure of aggressiveness, this might be its correlation with future crash rates of new hires (predictive validity) Read the entire page →
From page 27... ... FIGURE 8 Simplistic model of the relation between predictor test scores and employee job performance. In this figure, higher is better for both dimensions. Read the entire page →
From page 28... ... If a method of selection discriminates numerically because it does not satisfy the four-fifths rule, it may still be legal to use if it can be shown to be valid with respect to the job for which applicants are applying. Validity means that the employer can show, with specific statistical evidence, that the selection method generates measurements that are demonstrably correlated with job performance. Read the entire page →
From page 29... ... prohibits discrimination against applicants based on genetic information about them or their family. All of these laws are administered by the EEOC, and in general the regulations issued by the EEOC with respect to the separate potential ways in which selection and hiring may be unfair are similar to those for the Fair Employment Practices Act. Read the entire page →
From page 30... ... Across six large fleets and nearly 17,000 entry-level drivers, the American Transportation Research Institute (2008) compared the duration and subject content of basic training with subsequent driver safety. Read the entire page →
From page 31... ... , they can pay a $10 fee to request driver records online. PSP driver information contains the most recent 5 years of crash data and 3 years of inspection data; because it contains only information from MCMIS, it does not include traffic violation conviction data. Read the entire page →
From page 32... ... Accommodations need not be made for commercial driver medical conditions with known linkage to safety risks. In the project safety manager survey, the condition "poor general physical health" was given an average 5-point Likert scale rating of 3.6 by safety managers. Read the entire page →
From page 33... ... Therefore, three prediction zones were established: a strong prediction of road test failure, and indeterminate "gray area," and a strong prediction of road text success. These were applied to 234 older drivers referred for testing by the Florida Department of Motor Vehicles and Highway Safety because they had possible indications of cognitive incapacity for driving. Read the entire page →
From page 34... ... Each of five subtest scores (corresponding to the driver characteristics listed above) correlated moderately with driver job performance ratings. Read the entire page →
From page 35... ... incorporates various sources of information to assess individual driver risk, aggregate risk for a company, and provide risk-reduction training and interventions. Its service components include the following: • RoadRISK: Online driver questionnaire intended to tap driver safety attitudes, hazard perception, behaviors, knowledge, and risk exposures. Read the entire page →
From page 36... ... Its use for selecting drivers for a trucking company, for example, would require administration of the test to current drivers along with objective data on those drivers' safety or other measures of job performance quality. Its core test, called the MindData Attitude Index 100 (MD/100) Read the entire page →
From page 37... ... They also tended to be younger and less experienced. The study noted that these significant associations emerged from the study, even though truck driver subjects might have understated their bad driving behaviors on the questionnaire. Read the entire page →
From page 38... ... Mean neither the same nor opposite. In the project safety manager survey, respondents generally considered "low intelligence/mental abilities" to have a moderate association with driving safety. Read the entire page →
From page 39... ... tendencies, were disagreeable, and were less conscientious than other employees tested. A "path model" developed by the author showed direct relationships between these personality traits and intentions to quit and turnover behavior that were not captured through job satisfaction or job performance measures. Read the entire page →

From page 24...

... Overall Driver Selection and Hiring Process The previous section specified the minimum actions and paperwork for hiring commercial drivers. In practice, these minimum actions are combined with voluntary company actions to form an overall system and sequence of steps for hiring.