ASLEF. The train. drivers union. Best Practice Guidelines for >>> Competence development process

Transcription

1 ASLEF The trin Best Prctice Guidelines for >>> Competence development process

2 ASLEF THE TRAIN DRIVERS UNION Contents 1 Introduction 3 2 Key principles 3 3 Integrtion of the process into the CMS 3 4 Development progrmmes 3 5 Non-implementtion of re-ctive progrmme 4 6 Assessing the formt nd content of development progrmme 5 7 Review of Competence Development Progrmmes 6 8 Recognition of improved performnce 6 9 Sfety performnce review 7 10 Personl review of development progrmme/files 8 11 Post qulifying drivers 8 12 Interfce with other procedures 8 13 Briefing of drivers nd driver mngers (or equivlent) 8 14 Records 8 15 Mngement of orgnistionl issues 9 Appendix A 10 2 >>> The trin

3 BEST PRACTICE GUIDELINES FOR COMPETENCE DEVELOPMENT PROCESS 1 Introduction This document outlines the key principles of revised process for developing nd improving driver competence within the ril industry. The principles outlined re imed t meeting the Office of Ril Regultion, Rilwy Sfety Puliction 1 Principle 12 nd shll e integrted into the Competence Mngement System (CMS) for ech compny. 2 Key principles 1 Competence Development Process The process is focused on developing / restoring driver s competence, known s Competence Development Process (CDP). 2 Purpose To provide mechnism for mnging driver competence y providing dditionl development nd support: > Proctively s prt of norml ssessment nd monitoring. > Rectively where the performnce of the driver cused or contriuted to n incident or ccident. 3 Integrtion of the process into the CMS The process shll e integrted into the Competence Mngement System (CMS) to: reduce dupliction of ssessments nd monitoring ssocited with current CMS nd CDP systems. ensure ongoing ssessments re more holistic nd plce more emphsis on the improvement of driver competence. Where it is not prcticle to include dditionl development nd support within the norml CMS progrmmed ssessments, supplementry events my e implemented to ensure ctions re closed out within the progrmmed timescles. Any reference contined in this document in reltion to the development progrmme only reltes to competency. 4 Development progrmmes 4.1 Aims of development progrmme Vitl informtion concerning the incident my need to e otined prior to the driver leving duty. This informtion will need to e estlished s soon s possile fter the incident, especilly where there re llegtions of fulty equipment. The drivers welfre must lwys e considered when mking requests for informtion. Where ville, the driver my e ccompnied y either trde union officil, stff representtive or other employee of their choice. The relevnt driver mnger (or equivlent) must rrnge to interview the driver immeditely, or within 24 hours. The interview will determine whether development progrmme needs to e creted to support the driver. If it is not possile to interview the driver within 24 hours, suitle rrngements must e mde etween the driver mnger (or equivlent) nd driver, to crry out the interview t the erliest opportunity. The driver will e offered the opportunity to e ccompnied y either trde union officil, stff representtive or other employee of their choice during the interview. A development progrmme hs two min ims: 1 To enle the individul concerned to regin the competence to perform tsk or ctivity to the required stndrd. 2 To enle the compny to regin confidence in the individul s competence to perform the tsk or ctivity to the required stndrd. Development progrmmes re only necessry when there is specific need to provide dditionl support nd monitoring to ssist driver to restore competence. Minor errors in isoltion within norml ssessment nd monitoring should normlly e delt with through the norml CMS process. There should not e focus on the outcome of n incident, insted considertion should e given to prticulr ehviours nd other fctors tht my hve contriuted to n incident. Development progrmmes should only e initited where prticulr competence requirement hs een identified. However, in other situtions where there is no competence requirement, coching or mentoring pproches my still e considered. Any development progrmme must e relisticlly chievle, relevnt nd tilored to the needs of the individul nd, whilst the industry continues to develop new techniques, they must not conflict or contrdict the focus of the intention of the res of development. The durtion of ny pln should e proportionl to the support identified nd the content of the pln should focus on support nd development, with ctivities such s trining, riefing, coching or mentoring, techniques nd strtegies, nd self-study s prt of the driver s continul professionl support. The specific res required to e improved must e clerly identified within the pln, nd greed with the driver. >>> 3

4 ASLEF THE TRAIN DRIVERS UNION 4.2 Pro-ctive development progrmme short term 1 dy to mximum of 3 months These re suitle when; Implemented s prt of the norml CMS process where significnt issue for review hs een identified nd it is considered there is need to provide dditionl development to driver to enle competence to e improved. When n individul proctively self reports deficiency in competence. If the driver self-reports personl issue where ttention is eing preoccupied with welfre or emotionl issues, this should e delt with under the cre nd support system. A proctive progrmme must only e implemented for significnt issues identified through norml CMS. For exmple: poor sfety criticl communiction protocol, lck of underpinning knowledge or persistent minor errors or violtions. Refer to Appendix A for other exmples. 4.3 Rective development progrmme 3 months to 2 yers Rective development progrmmes consist of: Medium term dditionl development nd support progrmme 3 months to 12 months A medium term of dditionl development nd support my e implemented where there is evidence tht the performnce of the driver cused or contriuted to n opertionl incident or ccident s outlined in Appendix A Long term dditionl development nd support progrmme 12 to 24 months A long term development nd support progrmme must e implemented where: there is evidence tht the performnce of the driver cused or contriuted to serious opertionl incident or ccident, or the driver hs een involved in numer of sfety of the line incidents nd it is considered tht long term development, support nd monitoring will ddress the underlying issues ssocited with ehviour nd restore competence. Appendix A provides detil of incidents which my result in medium or long term development progrmme eing initited. If there is ny dout out the level of support nd the type of development progrmme to e initited, clrifiction should e sought from the hed of opertionl sfety or nominted representtive. 5 Non-implementtion of re-ctive progrmme 5.1 Implementtion of rective development progrmme will not e necessry if ll of the following conditions re met: c d e f The incident flls within the criteri of 3 to 6 month development progrmme s outlined in Appendix A; nd The driver hs not hd: > A proctive progrmme initited within the previous 2 yers. > A rective development progrmme initited within the previous 3 yers. The incident ws cused y n error nd there is no evidence it is linked to lck of competence nd the driver is fully wre of the ctions to void repetition. No underlying humn fctor ehviourl issues re present. The driver must hve t lest 3 yers experience since initil qulifiction. The driver s opertionl history does not indicte there is n underlying support need. g If the driver hs not hs short term pln or rective pln within the previous 5 yers. If susequent ongoing ssessment nd monitoring identifies issues with the performnce of the driver, then proctive development progrmme must e initited which shll tke into ccount ny issues ssocited with the initil incident. 5.2 Considertion must e given to the seriousness of the incident nd the potentil risk. It should e rememered tht monitoring event will not lwys involve ctully riding with the driver or conducting On-Trin Dt Recorder (OTDR) downlods. It should further e considered tht, unless there is pttern forming, some incidents should not need monitoring nd therefore should not e prt of this process. These my include; > Sttion over-runs, whilst remining complint with the rule ook. > Accepting wrong route. > Stopping short in sttion, whilst remining complint with the rule ook. > Stopping out of course. > TPWS intervention within tolernce levels. > Filure to stop, ut remining complint with the rule ook. > AWS filure to cncel. > DSD ctivtion. This list is not exhustive. 4 >>> The trin

5 BEST PRACTICE GUIDELINES FOR COMPETENCE DEVELOPMENT PROCESS 5.3 On occsions where rective progrmme my not e necessry, mentor my e considered to coch driver on ny identified ctions which my hve led up to the event. 6 Assessing the formt nd content of development progrmme 6.1 Fctors for considertion when producing development progrmme A development progrmme must hve clerly defined ims, ojectives, success criteri nd relevnce towrds n event, nd ny ctions leding up to the event. In determining the content nd overll durtion of development progrmme, ccount must lso e tken of: c d e f g h The immedite nd underlying cuse(s) of the incident including personl fctors such s mjor life events which my e contriutory fctor. Any helth issues tht my hve risen. Whether the incident ws due to driver error or violtion. The profile of the driver, tking into ccount driving experience nd the individul s previous sfety of the line performnce. Supporting evidence relting to the trining, ongoing ssessment nd monitoring of the individul. The commitment of the individul to optimise trining nd development needs nd to meet the ojectives of the development progrmme. The nture nd numer of ctions within the development progrmme to demonstrte ongoing competence to consistent stndrd. The ility to demonstrte the risk of the individul eing involved in further sfety of the line incidents hs een controlled to n cceptle level. i Any ctions nd ojectives required under ny current development progrmme. For exmple driver involved in low risk SPAD long service, no previous incidents nd the incident ws cused through n error. If there re no significnt underlying cuses of the incident nd evidence indictes tht the driver is t low risk of eing involved in further operting incident, the development progrmme my e t the lower end of the 12 to 18 month timefrme s outlined in Appendix A). The driver will e offered n oserver who will normlly e trde union officil or n employee of their choice In the event of driver eing involved in n incident which involves numer of violtions or errors, the development progrmme must e structured ginst the error or violtion which presents the gretest risk for exmple following sttion overrun, if the driver sets ck without the signllers permission, the development progrmme would e sed on 6 to 12 month progrmme ssocited with the unuthorised wrong direction movement As there re mny different permuttions of incidents, it is importnt in cses where driver is involved in succession of incidents when on development progrmme, tht the existing progrmme is not utomticlly extended y plcing the driver in the next highest level of support nd monitoring e.g. incresing the durtion from 12 to 18 progrmme to 18 month to 24 month progrmme. This should only e pplied y exception following review of the individul s sfety performnce. The key ojective is to ensure tht ny development plns re fit for purpose nd tht they re suitly ddressing the underlying cuses nd ssisting the driver to consistently demonstrte high stndrd of competence. Exmples re s follows: A driver involved in SPAD nd receiving support under 12 month development progrmme is then involved in further opertionl incident such s sttion overrun or excess speed event within 8 months of the dte of the initil SPAD incident. If the second incident cn e mnged within the overll durtion of the first development progrmme, then the existing progrmme would normlly not e extended ut enhnced to include the sttion overrun. A driver involved in SPAD nd receiving support under 12 month development progrmme is then involved in further opertionl incident such s sttion overrun or excess speed event within 11 months of the dte of the initil SPAD incident. In this cse the development progrmme should e extended y representtive period with the progrmme enhnced to ddress the underlying issues ssocited with the sttion overrun If driver on development progrmme is involved in more thn two incidents the criteri outlined in Appendix A must e used to determine the durtion of the progrmme. For exmple, driver hs SPAD, is put on 12 month pln nd then hs sttion overrun 6 months fter the dte of the SPAD. Whilst the ltest incident my e delt with under the existing pln if the driver is involved in third incident during the durtion of this development progrmme, the driver should e put on 18 to 24 month long term progrmme to run from the dte of the lst incident Any helth issues which hve een discovered through the investigtion procedure, should e considered nd ddressed >>> 5

6 ASLEF THE TRAIN DRIVERS UNION through the compny s drivers Cre nd Support System (DCASS) procedure nd if necessry running prllel to the CMS/CDP A rective long term development progrmme must e mnged progressively to reduce the level of support throughout the progrmme. 6.2 Inititives for inclusion in development progrmme The following provides exmples of inititives which my e used in determining the mesures needed to ssist driver to meet the ojectives of either proctive or rective development progrmme: c d e f g h i j Personl contct. Briefing, refreshing, retrining where deficiencies in competence re identified. Briefing / trining on ehviourl humn fctors tht cn ffect driving / trin working performnce. Being mentored. Additionl simultor trining nd ssessments. Accompnied prcticl ssessments or oservtions of work performnce. Concentrtion nd ttention wreness trining. Lifestyle/shift work trining, informtion nd monitoring. Assessments of underpinning knowledge relevnt to res where competence needs to e improved. On-trin dt recorder nlysis or other forms of unnnounced monitoring. k Stress mngement/counselling (if this is contriutory fctor the mtter must e delt with under DCASS). More thn one immedite or underlying cuse my e ddressed y development progrmme. If susequent incident occurs prior to the expiry dte of the development progrmme, new development progrmme must e creted to encompss outstnding ctions from previous progrmmes / incidents i.e. ll issues must e ddressed y one progrmme. The driver mnger (or equivlent), driver nd representtive or witness must sign the development pln. 6.3 Suitility nd greement of development progrmmes A Competence Development Progrmme forms commitment etween the driver mnger (or equivlent) nd the driver on the ction required to improve nd restore competence nd s such must e SMART (Specific, Mesurle, Achievle, Relistic nd Time Bound). Any development or support pln must e entirely relevnt nd necessry to the resoning of why the pln is eing developed. The timescles in which progrmme is creted, developed nd greed must e expeditious. Prior to greeing ny form of development or support, considertion must e given to the effectiveness, chievility nd prcticlity of the proposed progrmme, prticulrly when this is long term progrmme. If the proposed ctivities re neither chievle nor prcticl they will not meet the needs of the individul or the compny to ssist the driver in improving competence. There is fundmentl expecttion tht development progrmmes will e greed etween the line mnger nd the driver to reflect recognition y the driver of the need to improve their competence levels nd for the line mnger to retin the necessry level of confidence in the driver. 7 Review of Competence Development Progrmmes Development progrmmes must include plnned review dtes which shll e determined y the nture of the incident/event the driver ws involved in nd the level, type nd frequency of support within the progrmme. As minimum scheduled reviews should e undertken t not less thn every six months. The review must ssess: c Whether the progrmmed level of support is sufficient. Whether plnned ctions hve een completed on schedule. The individul s nd owning mnger s overll commitment to the development progrmme. d Whether the improvement in the individul s sfety performnce hs met the ojectives of the development progrmme nd whether there is scope to withdrw the progrmme prior to initil progrmmed dte. Unscheduled reviews of the development progrmme must e undertken s necessry. For exmple, if the driver is hving difficulties meeting the ojectives of the progrmme. 8 Recognition of improved performnce Where evidence exists to indicte the potentil ojectives of the development progrmme hve een fully nd continully chieved, the justifiction for further ongoing support is negligile nd full competence hs een restored, the development progrmme my e completed prior to the plnned completion dte. The resons for completing development progrmme erlier thn the plnned termintion dte must e endorsed y the professionl hed of opertions nd progressed in timely mnner. 6 >>> The trin

7 BEST PRACTICE GUIDELINES FOR COMPETENCE DEVELOPMENT PROCESS 9 Sfety performnce review 9.1 Initition of performnce review Sfety performnce reviews must e initited when there re serious concerns with the ility of the individul to perform competently. These shll e crried out: c d e f g Following one off serious ct or opertionl incident. If evidence exists tht development progrmme my not restore competence. When recommended following n incident /ccident investigtion or 72 hour review. Where n individul is on 12 month to 24 month development progrmme nd is susequently involved in further opertionl incident which would generte re-ctive development progrmme. Rective development progrmmes hve een ctive for period exceeding 5 yers. When newly qulified driver (less thn 2 yers) is involved in second or susequent operting incident. Where there re concerns with driver s sfety performnce due to repeted involvement in operting incidents nd the time frme etween incidents or the nture of the incident re such tht sfety performnce review hs not een initited y other mens. Opertionl incidents which re more thn 5 yers old shll not form prt of this process. 9.2 Process Stge one initil sfety performnce review The initil review shll e undertken y the responsile driver mnger (or equivlent) in liison with the re or locl route opertions mnger. The review must consider the evidence nd cn determine: > No chnge to n existing development progrmme. > The implementtion of revised development progrmme. > Referrl to review pnel in instnces where permnent removl from trin driving my e pproprite. The driver is entitled to e ccompnied y representtive from recognised trde union or employee from the compny t stge 1 Stge two sfety performnce review pnel An independent review pnel must consider ll evidence nd shll determine whether the driver is removed or returned to driving. If the driver is removed from driving, the driver s licence nd certificte of competence must e withdrwn. The pnel shll consist of: Chirperson: Director s determined y the compny. Pnel memer: Opertions stndrds mnger. Pnel memer: Representtive of recognised trde union s determined y the full time officer. Witnesses will e clled to ttend the pnel to provide evidence. These must include the driver Mnger (or equivlent) nd the driver. Other thn in exceptionl circumstnces, the pnel must meet within 4 weeks of the stge 1 review. At stge 2, the driver is entitled to e represented either y representtive from recognised trde union or fellow employee s determined y the Full Time Officer. c Stge three Sfety performnce review ppel Any ppel ginst the decision of the pnel must e herd y the Opertions Director. The ppel should e sumitted within seven dys of the Pnel nd, other thn in exceptionl circumstnces, will tke plce within 4 weeks of receipt of the ppel. If following the interview the Opertion Director decides tht the driver s licence cn e reissued, the resons for this decision must e recorded in writing including detils of ny revised development progrmme. In the event tht the decision is to remove driver from the driving grdes then the seprte procedure for seeking to identify other suitle lterntive employment within the Compny will e followed. At stge 3, the driver is entitled to e represented either y representtive from recognised trde union or fellow employee s determined y the Full Time Officer. 9.3 Supplementry medicl informtion to mke n informed decision There should e roust document control process for sfety performnce review pck colltion nd distriution (including pge numers). This process should ensure tht; > All relevnt persons receive the correct informtion (or do not, where restrictions re pproprite) for ny sfety performnce review nd tht this is controlled nd recorded. > All relevnt persons receive the correct informtion (or do not, where restrictions re pproprite) for sfety performnce reviews nd tht this is controlled nd recorded. > There roust process for the issuing of drft nd finl versions of sfety performnce review reports. Finl versions of sfety performnce review reports must e shred with ll key persons. A system should e in plce which; > Provides dvice to, nd riefs the chirs of sfety performnce reviews to ensure tht they request suitle medicl reports s pproprite. > Ensures s much relevnt medicl informtion is requested nd ville for sfety performnce reviews to id informed judgements. > Introduces medicl prctitioners into the sfety performnce review process (when required) where further questions my >>> 7

8 ASLEF THE TRAIN DRIVERS UNION e relevnt, or more detil is needed from the reports they hve supplied to inform judgements to e mde. This will id lines of questioning which could e put directly to relevnt mediclly qulified persons to nswer specific lines of enquiry to prove or disprove custion. Ech compny should consider sending sfety performnce review pnel memers who represent unions on investigtion trining courses. This will enle ll pnel memers to consider evidence nd its pplicility in the sme wy to inform pnel judgements. 10 Personl review of development progrmme/files A driver my request to review his/her competence file to: Proctively understnd nd seek wys to further improve competence to meet the ojectives of the progrmme. In exceptionl circumstnces, ppel ginst the decision mde if they elieve they hve een unfirly treted. This shll include: > Appeling ginst the requirements of development progrmme where it is considered tht the proposed ctions re not in line with the criteri nd timescles outlined in this procedure. > Appeling ginst the decisions resulting from ongoing reviews of development progrmmes which hve result in the driver eing retined in the system longer thn initilly progrmmed. A request to view file must ensure sufficient notice is given to the responsile driver mnger (or equivlent) to enle suitle dte/time to e greed. The review will not normlly involve the driver eing relieved from duty. In exceptionl circumstnces driver my sumit written request for n ppel which shll e considered y development progrmme review pnel. The resons for the ppel must e set out in writing nd receipt will e cknowledged y their line mnger. The line mnger will lso e required to sumit report to the development progrmme review pnel setting out the supporting justifiction for the content nd durtion of the development progrmme. The development progrmme review pnel will normlly e convened within four weeks of request to review the written evidence of the cse. The driver nd line mnger re not required to ttend the review pnel nd full complince with the development progrmme will e expected to e mintined during the intervening period. The decision of the review pnel of ny such ppel must e documented in writing nd will e deemed s finl. The development progrmme review pnel hs the uthority to modify the development progrmme without extending the overll durtion. 11 Post qulifying drivers Any development progrmme initited for post qulified drivers (less thn 2 yers experience) must tke ccount of the individul s lck of driving experience nd the high levels of support nd monitoring lredy provided under the norml CMS process. 12 Interfce with other procedures The driver Cre nd Support Process (DCASS) is to e mnged seprtely to the competence development process. The principles contined in the driver development process do not negte or replce the requirement to utilise the disciplinry procedure for ctions which re construed to e either delierte or negligent ct. 13 Briefing of drivers nd driver mngers (or equivlent) driver mngers (or equivlent) nd drivers must e trined on the: > purpose nd enefits of the system nd the trnsitionl rrngements. > method y which the system is operted. > purpose nd how the individul cn use the driver cre nd support system. > All ssistnt opertions mnger s trincrew mngers, driver tem mngers, drivers employee council representtives nd opertions stndrds mngers (or compny equivlents) to e trined in this procedure. 14 Records Individul sfety files must record: > A list of ll opertionl incidents for which the driver is prtilly or fully responsile even though the incidents my no longer form prt of ny current development progrmme. > Detils of incidents must include dte nd supporting informtion on whether error or violtion where this is ville. 8 >>> The trin

9 BEST PRACTICE GUIDELINES FOR COMPETENCE DEVELOPMENT PROCESS > Detils of ctions tken to ddress deficiencies in competence nd the performnce improvement y n individul to chieve competence. > Detils of development progrmmes, interviews, reviews nd ny ction tken. 15 Mngement of orgnistionl issues Where the compny suspects there re common issues relting to driver competence tht re likely to ffect ll or lrge proportion of the workforce, then ction must e tken to ddress the underlying cuses. The ctions my consist of: > re-riefing s prt of the norml riefing cycle > reviewing systems ssocited with the design nd ppliction of trining, ssessment nd monitoring to ensure sufficient emphsis is plced on the issue(s) of concern to enle competence to e restored. Where it is suspected tht the underlying issues re relted to sfety culture rther thn lck of competency, whether t prticulr loction or throughout the compny, these must e identified nd delt with ppropritely. Where these circumstnces hve risen, it is possile tht some drivers my lredy hve hd development progrmmes implemented efore the orgnistionl issues ecme pprent. In these circumstnces the development progrmmes of those drivers should e reviewed nd mended s necessry to ensure tht they remin pproprite. >>> 9

10 ASLEF THE TRAIN DRIVERS UNION Appendix A Exmple of development progrmmes this section provides exmples of development progrmmes tht my e pproprite for different types of incident. Note tht these should e considered guidnce only, nd the overriding requirement is tht the durtion of ny pln should e proportionl to the competence development ojective identified, nd the development ctivities must e relisticlly chievle, relevnt nd tilored to the needs of the individul. PRoActIve development PRogRAmme ShoRt term duration 1 day to 3 months durtion minimum development events > Incorrect or non-use of sfety equipment such s not operting the DRA 1 dy to 3 months Once > Filure to crry out running rke test > Poor sfety criticl communiction > Lck of underpinning knowledge > Permitting unuthorised persons in the c > Not pplying professionl driving policy for exmple: > Rushing or tking shortcuts > Aggressive driving technique > Lck of situtionl wreness > Lck of trction / route knowledge or knowledge of route nd SPAD risk > Risk tking or nticipting signl clernce > Poorly mnged lifestyle nd preprtion for work > Self reported issues This list is not exhustive ReActIve development PRogRAmme medium term AddItIonAl development And SuPPoRt PRogRAmme etween 3 months to 18 months 3 to 6 months durtion minimum development events First occurrence of: 3 to 6 months Once > opening pssenger doors on incorrect side or not t sttion > excessive speeding incident of 4 5 mph > sttion overrun or fil to stop incident > TPWS intervention/ctivtion t PSR or uffers (driver responsile) > incorrect trin prep/disposl or moilising > trin division where incorrect coupling procedures crried out y the driver Second incident or comintion of incidents of the type listed under the requirements of proctive development progrmme during the life of tht progrmme. c An ccumultion of incidents which refer to the exemptions list of Cluse 5.2 of this CDP est prctice document. This list is not exhustive (continued on next pge) 10 >>> The trin

11 BEST PRACTICE GUIDELINES FOR COMPETENCE DEVELOPMENT PROCESS 6 to 12 months durtion minimum development events > First TPWS intervention where the potentil for SPAD existed nd the cuse 6 to 12 months Twice of the intervention ws driver technique > First excessive speed incident of 6-10mph > First collision due to minor roll ck onto uffers or touching uffers when uncoupling > An unuthorised TPWS reset nd continue incident > Unuthorised wrong direction movement > Unuthorised driving from other thn leding c 12 to 18 months durtion minimum development events > SPAD low risk 0 to 17 risk rnking ccident nd Network Ril vulnerility rnking 12 to 18 months Three H, I nd J inclusive > First excessive speed incident > 10mph > Second incident or comintion of incidents of the type listed in the medium term development progrmme (3 to 6 nd 6 to 12 months within 2 yer period) ReActIve PRogRAmme long term AddItIonAl development And SuPPoRt PRogRAmme etween 18 months to 24 months 18 to 20 months durtion minimum development events > SPAD High risk 18 to 30 with risk rnking ccident vulnerility rnking A to G inclusive 18 to 20 months Yer 1 = 4 > First collision or derilment or significnt operting incident Yer 2 = 3 > Second Excessive speed > 10mph > Third incident or comintion of incidents of the type listed under medium term rective development progrmme 3 to 6 nd 6 to 12 months within 3 yer period 20 to 24 months durtion minimum development events > Within 5 yer period more thn one: 20 to 24 months Yer 1 = 4 > Ctegory A SPAD or; Yer 2 = 3 > Any type or collision/ derilment, or > A comintion of the ove types of incidents. > Fourth incident or comintion of incidents of the type listed which would generte rective development progrmme within 5 yer period >>> 11

12 ASLEF 77 St John Street, London EC1M 4NN Tel Fx Emil Pulished y ASLEF Design & print y TU ink The trin