Driver Selection Governance Group (DSGG) Strategic Plan Issue two

Transcription

1 Driver Selection Governance Group (DSGG) Strategic Plan Issue two Approved by the TOM Standards Committee 15 December

2 ISSUE RECORD Issue Date Comments one 8 November 2011 Original document. Two 4 th November 2015 Revised for CP5 15 December 2015 Page 2

3 Contents 1 Introduction The purpose of the strategic plan The scope of the strategic plan Responsibilities of DSGG Relevant strategies or initiatives Communicating the strategic plan 6 2 Maintaining consistency across the industry 6 3 Maintaining fairness 7 4 Maintaining effectiveness, validity and quality 8 5 Value for money of the psychometric assessment process 8 6 Governance and audit 9 7 Information sharing and disclosure 9 Annex A: Remit of the Driver Selection Governance Group December 2015 Page 3

4 1 Introduction 1.1 The purpose of the strategic plan The Driver Selection Governance Group (DSGG) has created this strategy to recommend GB rail industry direction for train driver psychometric assessment during selection The remit of the DSGG is provided in Annex A The selection of any employee, including train drivers, is a matter of individual duty holder responsibility. In the case of train drivers, the industry sees benefit in having a core set of standard selection criteria, assessment methods and pass marks. This standard assessment is defined in RIS-3751-TOM and is known as the train driver psychometric assessment process The purpose of the train driver psychometric assessment process is to deselect candidates who will be potentially unsafe as train drivers The train driver psychometric assessment process focuses on the core safety critical cognitive and behavioural attributes that are necessary for train driving This strategy seeks to help the industry: Continue to assess all candidate train drivers to the same minimum standard using consistent selection criteria and psychometric assessment methods. Select and implement psychometric assessment tools and processes that are effective and fair according to relevant UK employment law, in particular, the Equality Act 2010 and European Legislation, such as the Train Driving License Regulations Maximise the cost-effectiveness of train driver psychometric assessment and identify opportunities where the industry may work collaboratively to reduce cost. Maintain suitable governance and audit mechanisms that give continued quality assurance and address issues as they arise in a timely manner. Minimise bureaucracy in the management and governance of train driver psychometric assessment This strategy will be subject to review by DSGG at least every five years in conjunction with the health check process. The next review will be conducted in The strategy will be reviewed sooner than 2019 if the need arises December 2015 Page 4

5 1.2 The scope of the strategic plan The scope of the strategic plan is consistent with the remit of DSGG It includes all categories of GB train drivers, including but not limited to: train operating companies (TOCs); freight operating companies (FOCs); infrastructure contractors; train maintainers and train manufacturers It covers issues relating to the standardised psychometric assessment of train drivers for selection, covered in Rail Industry Standard Train Driver Selection (RIS-3751-TOM). All other parts of train driver recruitment are outside of the scope of this strategy This strategy is addressed to the Traffic Operations and Management Standards Committee (TOM SC) for consideration and approval RIS-3751-TOM is a voluntary standard. Duty holders may choose to mandate it through internal instructions/procedures or contract conditions This strategy and any outputs of DSGG are only intended to assist industry. Duty holders who employ train drivers must still satisfy themselves that the selection procedures they use: Will not illegally discriminate against any applicants. Will make sure as far as reasonably practicable that only competent persons are selected. 1.3 Responsibilities of DSGG To continue to make recommendations to TOM SC of any updates to the industry strategy for the standardised train driver psychometric assessment for the purpose of selection based on engagement with all relevant industry stakeholders and understanding of good practice in psychometric assessment and recruitment As part of the strategy, DSGG will continue to consider how to maintain the quality, effectiveness and fairness of the content and application of the train driver psychometric assessment process DSGG will also continue to monitor the effectiveness of the train driver psychometric process in terms of fairness, validity and reliability On behalf of the Train Operations Risk Group (TORG) oversee R&D projects relevant to train driver psychometric assessment for selection December 2015 Page 5

6 1.4 Relevant strategies or initiatives DSGG is a sub-group of TOM SC, therefore this strategy is aligned to the TOM SC strategic plan The train driver psychometric assessment process forms the psychological assessment part of the requirements for a train driver licence under the Train Driver Licensing and Certificates Regulations (TDLCR) Guidance has been provided by The Office of Rail Regulation (ORR) on the process of designing and implementing the application process for train driver licences and includes reference to RIS-3751-TOM The requirements of TDLCR 2010 and the application process have the potential to influence the future development of the train driver psychometric assessment process. Any future recommendations for the psychological assessment made by DSSG will take in account the requirements of TDLCR Communicating the strategic plan This strategy is subject to review and approval by TOM SC Upon approval, DSGG intends to communicate the content of this plan, or the relevant parts, to industry via the RSSB website and also to industry representative bodies such as the Train Operations Risk Group (TORG). 2 Maintaining consistency across the industry There is currently good consistency across the industry in that all employers of train drivers for main line train driving use an assessment centre that follows the core psychometric assessment process specified in RIS-3751-TOM. The benefits of consistency are well recognised DSGG will help to enable continued consistency by checking that the psychometric assessment process continues to be practicable to implement DSGG will endeavour to influence industry to maintain consistency by promoting the benefits of this approach Members of Rail Assessment Centre Forum (RACF) work together to maintain consistent and high quality administration of the psychometric assessment process defined in RIS-3751-TOM December 2015 Page 6

7 2.1.5 Membership of RACF and access to the RACF database will continue to be offered to all organisations and individuals who conduct psychometric assessment for train drivers according to the process in RIS-3751-TOM in the GB rail industry. All members of RACF are expected to contribute to the cost of the RACF database Several actions have been taken to establish membership of RACF as a guarantee that an assessment centre is following RIS TOM and general good practice in relation to train driver assessments. This allows companies without their own assessment centre to have confidence in procuring assessments from members of RACF The assessment process for shunter and depot drivers has been considered by the DSGG. While the group have concluded there is no case for national guidance on this, a report 1 has been produced that is useful to individual duty holders designing assessments for these roles. Further guidance will be considered if industry indicate this would be beneficial. 3 Maintaining fairness The fairness and legality of the train driver psychometric assessment are extremely important considerations DSGG need to be able to consider the fairness of the psychometric assessment process in conjunction with an understanding of the validity of the process. Therefore, health checks conducted by RSSB will cover validity and fairness at the same time DSGG will monitor the results of these health checks and will respond to the findings as appropriate. If necessary, DSGG will request, as required, additional research to understand the reasons why ethnic minority candidates perform less well and will implement changes to ensure fairness RACF and RSSB will continue to work together to recommended enhancements to the database to facilitate future health checks. 1 Johnson, C (2014) Identifying the causes of persistent train derailments in depots. Phase 2: Workload and psychological characteristics of Staff involved in incidents. Report and Recommendations. CAS - 15 December 2015 Page 7

8 4 Maintaining effectiveness, validity and quality The ability of the psychometric assessment process to measure the attributes that are relevant to train driving and to distinguish between capable and potentially unsafe candidates is of paramount importance for safety DSGG will monitor the validity/effectiveness of the psychometric assessment process as part of the health check on a five-yearly basis The next review will be conducted from 2015 to This is the first opportunity where there will be sufficient data for a meaningful analysis. DSSG will provide guidance to support completion of this review and findings will be presented to DSSG to help inform future recommendations Data on train driver performance during training and on the job is necessary to assess the validity of the psychometric assessment process As part of the 2015 to 2017 review of the psychometric process, RSSB will recommend a framework for collecting required quantitative and qualitative performance data DSGG will work with industry to design and implement a process for the routine collection of quantitative and qualitative performance data according to this framework RSSB owned assessment materials and training will only be offered to assessment centres who participate in RACF. RSSB continues to provide access and training to any RSSB developed psychometric assessment methods that are implemented to RACF members Emerging good practice and legal requirements relevant to the train driver psychometric assessment process will be a standing agenda item at each meeting of DSGG. Requirements and guidance will be disseminated to railway assessment centres and railway undertakings as appropriate. 5 Value for money of the psychometric assessment process The DSGG will continue to check, as part of the health check on a five-yearly basis that the costs of the psychometric assessment process, are reasonable and justified December 2015 Page 8

9 6 Governance and audit The governance arrangements for the train driver psychometric assessment process will continue as defined in the remit for DSGG The audit process for railway assessment centres is now defined in RIS 3751 TOM and is in line with good practice and ORR expectations The effectiveness of these arrangements will be monitored as part of the health check on a five-yearly basis. 7 Information sharing and disclosure DSGG are committed to the on-going maintenance of the national database of train driver psychometric assessment results (the RACF database). This allows potential employers to check results of any previous train driver psychometric assessment through any assessment centre that is a member of RACF The DSGG will cooperate fully with anybody that has a legitimate and legally recognised reason for access to information on the train driver psychometric assessment process. This will include the supply of data and any records held by the Group In the event that a major rail incident occurs and assessment data is called into question, the DSSG will cooperate fully with anybody designated by the HSE to lead the enquiry December 2015 Page 9

10 Annex A: Remit of the Driver Selection Governance Group Purpose and scope of the group To recommend industry strategy for train driver psychometric assessment during selection. Matters within the scope of the group: Issues relating to the standardised psychometric assessment of train drivers for selection, covered in Rail Industry Standard Train Driver Selection (RIS TOM). All categories of train drivers. Matters not within the scope of the group: Psychometric assessment and selection of other railway roles. Other aspects of the selection decision such as the initial application process, sifting and the final decision. Other uses of psychometric assessment e.g. following an incident. All recommendations and outputs of this group are addressed to the Traffic Operations and Management Standards Committee (TOM SC) for consideration and approval. RIS-3751-TOM is a voluntary standard. Duty holders may choose to mandate it through internal instructions/procedures or contract conditions. Duty holders who employ train drivers must satisfy themselves that the selection procedures they use: Will not illegally discriminate against any applicants. Will make sure as far as reasonably practicable that only competent persons are selected. Meet the requirements of the Train Driving Licenses and Certificates Regulations (TDLCR) 2010 If following the strategy recommended by the group then employers of train drivers are responsible for verifying their appropriateness and fitness for the purpose for which it is being used. Specific responsibilities of the group Recommend to TOM SC an industry strategy for the standardised train driver psychometric assessment for the purpose of selection, based on engagement with all relevant stakeholders and understanding of good practice in psychometric assessment and recruitment and the TDLCR December 2015 Page 10

11 As part of the strategy consider how to maintain the quality, effectiveness and fairness of the content and application of the train driver psychometric assessment process. Monitor the effectiveness of the train driver psychometric assessment process in terms of fairness, validity and reliability. On behalf of the Train Operations Risk Group (TORG) oversee R&D projects relevant to train driver psychometric assessment for selection. Outputs to TOM SC Strategy for train driver psychometric assessment during selection 5-yearly report on the effectiveness of the process with a strategy update Membership Membership of the group will consist of members who will represent their category of organisation, invited members who have an interest in the train driver psychometric assessment process and RSSB who will provide technical input. All elected group members will be elected according to the process and requirements defined in Appendix A7.5 of the Standards Manual. In particular, in order to be eligible for election as a group member each candidate should meet the following requirements: Demonstrate competence in terms of: o Understanding of the operational and safety requirements of the train driver role. o Understanding of the principles of effective selection processes. Occupy (or have occupied) senior positions in the industry such that they are in a position to represent their constituency and take decisions on their behalf. Anyone else may attend the meeting when required to provide specific additional expertise. The chair of the group will determine whether the appropriate competencies are represented adequately within the group. Category/organisation Status Representation Passenger train operators Elected 2 Non passenger Elected 2 Infrastructure contractor Elected 2 Trades unions Invited 1 ORR Invited 1 RACF Invited 1 Network Rail Invited 1 RSSB Technical advisor 1 occupational psychologist RSSB Group facilitator 1-15 December 2015 Page 11

12 Chaired by Facilitated by Frequency of meeting An elected member elected by the group on a three yearly basis RSSB The group will meet when topics, issues and/or challenges relating to the standardised train driver psychometric assessment require discussion, influencing and/or resolving. The group will meet as a minimum once a year and maximum of three times in one year. Responsibilities of the chair of the group Liaise with the RSSB facilitator of the group to establish the agenda for each meeting, seeking input from group members as appropriate. With the support of the RSSB facilitator, request technical input as required to support each agenda item and specify how it should be presented (e.g. formal or informal presentation, paper in advance etc.) Review any papers and presentations prior to each meeting in time for them to be circulated two weeks prior to the meeting. Chair each meeting of the group including establishing the group is quorate, reviewing the minutes and actions from the previous meeting, getting approval of the previous minutes and facilitating the group to reach a consensus where needed. Determine whether the appropriate competencies are represented adequately within the group and, with RSSB support, take action to rectify any gaps. Represent the group when required at TOM SC meetings. Take responsibility for the production of the group outputs, using input from the RSSB facilitator and other group members as appropriate. With appropriate support from the group members and the RSSB facilitator, regularly review progress against the strategy and arrange suitable actions to implement the strategy. Responsibilities of RSSB as facilitator RSSB will provide the group with administrative services and qualified technical input in order to facilitate their decision making. Services provided by RSSB will consist of: Establish the group. Publish a membership list for the group which: o Lists the name of each member of the group and the company they work for. o Identifies the industry category each member is representing December 2015 Page 12

13 o Identifies the chairman of the group. Administer the group and provide the resources, support and information as appropriate to facilitate its operation. o Supporting papers will be issued to members two weeks prior to the meeting. o Draft minutes will be circulated to members within two weeks of the meeting. Support decision taking of the group by providing a qualified occupational psychologist to attend each meeting and to help to prepare the specific technical inputs. Provide a review of the effectiveness and fairness of the psychometric assessment process on a five yearly basis covering: o Review of the selection criteria against which train drivers are assessed in consideration of any changes to the demands of train driving such as the introduction of new technology. o Detailed data analysis to evaluate the effectiveness of the psychometric assessment process including validity, reliability and fairness. o Review in detail of national and international good practice and standards and evaluation of the psychometric assessment process against these criteria. o Identification of new alternative assessment methods for consideration. Attend RACF meetings and help to facilitate the communication between the governance group and other groups that it needs to interface. RSSB does not commit to undertaking any work in addition to those services specifically identified above. RSSB will provide support to the group up to a maximum average of 18 days of staff time per year in a normal year and up to an additional 25 days of staff time every 5 years when undertaking the detailed review. If necessary, RSSB may be authorised to provide additional resource by the TOM SC. Individual elected members are required to: Represent the views of their constituent industry category by networking in advance of meetings to ensure, as far as possible, that an industry consensus is reached on items being discussed. Communicate the strategy at other industry groups or company meetings as appropriate to promote and improve the industry s understanding and awareness of the train driver psychometric assessment process and the strategy. Commit to feeding back from these groups any consistent themes, alternative viewpoints (which may be different from member s personal view), needs and co-dependencies and requirements to the group. Help to facilitate the annual and five yearly reviews by providing and/or helping to organise access to relevant train driver performance data December 2015 Page 13

14 Undertake actions as required to assist with the production of the group outputs and any further work requested by TOM SC. Bring personal and professional industry domain knowledge to enable a competent, supportive and sometimes challenging debate. Adopt personal behaviours that ensure a timely start to meetings, attendance for the full business, and personal preparation that optimises the likelihood of a fully informed discussion. Attend meetings as far as is reasonably practicable and arrange personal diaries so that deputisation is minimised. Interfaces/Hierarchy of groups All recommendations and outputs of the group will be addressed to TOM SC. TOM SC has responsibility for: Review and endorsement of the strategy. Authorising the Driver Selection Governance Group, RSSB or RACF to undertake any further work necessary to implement the strategy. Implementation of changes to RIS-3571-TOM via the normal processes. RACF will provide input into the Driver Selection Governance Group via its representative on the group. TORG is the principal client group for all RSSB operations and management research and development projects. If required, TORG will delegate oversight of relevant R&D projects to the Driver Selection Governance Group December 2015 Page 14