Document GmbJ28yXLQxB7LvZxpndy3z7Y

MOTORIZED EQUIPMENT to drive a motor vehicle, an individual who gives promise of the ability to dnve safely should be selected The following factors should be given much weight Age Men under 25 years of age, espe cially those under. 21, are not considered good accident risks The personnel officer should take special pains in analyzing the qualifications of applicants under 25 years of age and should assign to driving only those who evidence mature, stable person alities Experience Men who have a record of vehicle accidents should not be assigned to dnve company vehicles A man's safety record Bhould be investigated by interview with the roan himself and by consultation with former employers Information is sometimes available from state motor ve hicle departments or state accident record bureaus Attitude. Dissatisfied, timid, cocky, trou blesome, or otherwise temperamentally un stable individuals do not make good drivers A close relationship has been noted be tween the ability to dnve safely and such personal traits as dependability, courtesy, pleasant personality, and the ability to get along harmoniously with other people Individuals differ m their ability to act safely The fleet safety program must therefore begin at the employment office In determining standards of selection, a careful analysis of the job and of the quali fications a driver should have m order to perform it satisfactorily should be made Results of the job analysis are embodied in a job description m which the separate tasks involved in the job are completely and accurately described After the job has been analyzed, the next step is to decide what qualifications the applicant needs to perform the job satis factorily There should be a sound reason for each qualification finally imposed It may be helpful to study the qualifications of those employees who are performing the job m an average or better than average manner Their qualifications should indi cate what qualificabons should be required of new employees Safe driving ability should always be paramount Otherwise, accident losses might completely offset any advantages gained through a driver's other special abilities. After job essentials and qualifications have been determined, the next step is to develop methods for gathering and sifting employment data about each applicant. Standard employment procedure includes Application form Personal references Interview Psychological tests Driving tests Physical examination The application form is a printed or mimeographed form on which the applicant submits details of past employment and other personal data What a man has done in the past is a good indication of what he can do in the future The completed form also saves time during the interview, since essential data are made available to the in terviewer at a glance Questions on the form should bear di rectly on the basic qualifications for the job, and should be arranged in logical se quence Specifically, questions on driving experience should cover mileage and years spent as a dnver and types of vehicles op erated, seasons of the year and geographi cal areas in which vehicles were operated, accidents experienced, number of convic tions for traffic and other violations, num ber and type of driver's licenses held, and any safe dnver awards received Personal references. The applicant should furnish the names and addresses of previ ous employers in the space provided on the application form, and these references should be checked Additional reference sources are the local credit bureau, police department, and state motor vehicle depart ment, as mentioned before The interview should be as objective and reliable as possible Many firms use a planned or patterned interview to ensure that all interviews follow the same general course and bring out the specific informa tion desired A properly conducted interview should reveal additional facts about the applicant's employment experience, knowledge of traf fic regulations, attitude, personality, appear ance, family life, and general background 44-7