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The company presented its Driver of the Year and Coach of the Year awards to users of its DriveCam video telematics program who demonstrate exceptional performance.
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Since they began last year, the sessions have grown from being offered four times a year to every other month.
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Corporate Secretary Kevin Lamers was on hand to accept the award at this year's ABA Marketplace in Cleveland.
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The entry-level driver training Final Rule retains many of the consensus recommendations of a negotiated rulemaking committee comprised of 25 stakeholders and FMCSA representatives.
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The current Commercial Motor Vehicle - Operator Safety Training Grant Program awards are projected to go toward training more than 250 people.
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Diagnose, Prescribe & Follow-Up, are the usual doctor’s actions that are utilized when visiting the doctor’s office for whatever is ailing us. This formula should also apply within your training department with regard to the ailment of Bus Collisions.
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I have had it with the never-ending meeting of the minds on the predominant causes of left-turn bus-pedestrian collisions. This whole issue is getting obscured with presentations that slice and dice every possible cause of these incidents into a collection of symbols, numbers and formulas. Please stop.
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As we all have experienced, chatter regarding topics other than performance-based basic skill development, such as current events, sports or one’s families, will develop onboard and can break the tension that candidates are experiencing in attempting to do their best. This tension breaker may do good for them, but this should occur during non-development drive time.
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One topic I have heard discussed in some circles is regarding the amount of training to administer to new-hire candidates that bring some past driving experience with transport vehicles (paratransit, shuttle, etc.).
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Dr. Donald Kirkpatrick long ago defined four levels of evaluation to determine the effectiveness of any training program. It is common for the bulk of effort being put forth by any training department to focus on Level 1 and Level 2. This typically manifests as the time we spend planning for and executing the prescribed training activities that form our learning programs. Many organizations are now finding that they have the most potential for achieving performance improvements by focusing more energy and resources toward Level 3 activities, such as coaching.
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