Imvest to brimg im youmg frivers

Checklist

Competence (CPC). All this before we even begin to consider salaries, benefits package and the increasing need for a quality work-life balance.

Given the retention issues faced by haulage companies, several now rely on agency staff who have become a vital element of a workforce that needs to be agile and flexible. This comes with its own challenges where some drivers are on the spectrum of excellence whilst others are less so.

Do you know how to select a good agency and what can be done to minimise the risks associated with using agency workers?

Recruiting staff Checklist

Regardless of whether you are using a recruitment agency or not, the following processes should always be adhered to when recruiting new driving staff:

1. Ensure application forms are completed accurately and signed and retained in the individual’s personnel files, if recruited, bearing in mind the restrictions of the Data Protection Act regarding what you can and cannot retain regarding unsuccessful applicants Interviews should always conducted by a senior manager Verification and Vetting should be carried out at all times. Verification is the checking of information that is 2. 3. be sought in the application or supplied later on in the recruitment process such as qualifications. Vetting covers the employer actively making its own enquiries from third parties about an applicant’s background and circumstances. Vetting goes beyond the verification of details and could include DVLA licence information or medical assessments for example An employer has a duty of care to ensure correct and effective vetting procedures are implemented and carried out by a suitably trained person who knows for example what a CD10 or a DG40 endorsement means. Also that they have sufficient knowledge and experience to determine what type of licence and category is required for the job in hand. 5. Ensure as far as reasonably practicable, that drivers are fit to drive at all times. This includes asking driver explicit questions to ascertain if they suffer from any DVLA notifiable medical conditions. If in doubt, contact DVLA without delay. References should always be obtained from previous employers. Provide practical competency checks of vehicle to be used. 8. When providing an offer 4. 6. 7. of employment, ensure it is subject to receipt of satisfactory references. Provide induction training and a handbook outlining all policies and procedures. 10. Once employed, remember to regularly check licences and remind drivers of medical/eyesight standards. 11. Ensure you have a robust system in place to test the knowledge and competence in drivers’ hours and records, routine vehicle defect checks and working time regulations. Businesses need to invest in recruitment strategies, training and people to ensure drivers are kept up to date on changing legislation. 9.