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Sgt Gareth MORGAN Driver Training Manager South Wales Police

MSc. Driver Behaviour and Education Queens Award for innovation 2008 MAIRSO Blue Light users Chairman 2011. Sgt Gareth MORGAN Driver Training Manager South Wales Police. Developing and incorporating change. By Simulation Psychometrics & Psychomotor skill, monitoring & evaluation

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Sgt Gareth MORGAN Driver Training Manager South Wales Police

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  1. MSc. Driver Behaviour and Education Queens Award for innovation 2008 MAIRSO Blue Light users Chairman 2011 Sgt Gareth MORGAN Driver Training Manager South Wales Police

  2. Developing and incorporating change. By Simulation Psychometrics & Psychomotor skill, monitoring & evaluation Challenging the NORMS of Driver Education

  3. The Police issue, Changing Behaviour & Beliefs is our challenge

  4. What is the underlying trend in Police accidents • Dr. Best (2002), (Best and Eves) reported “Too much discretion being afforded to police drivers”

  5. Facing the challenges of Fleet Driver Education • Gadget 1999 • Merit 2005 • Hermes 2007 • Corporate Killing What or who is taking the lead in Driver Training and Education

  6. Development of driver training A blended approach for evaluating driver behaviour • Psychometric profiling - Objective • Core on road skill transfer- Subjective • Simulated evaluation- Objective

  7. What’s missing in driver training? What’s covered on driver training courses? Routinely based upon Psychomotor analysis What’s NOT covered on driver training courses? Effective analysis of Behavioural traits • Drivers know what to do, • but they don’t always do what they know! Surely that’s the issue

  8. Driver coaching & Behavioural Study • 90% of accidents are as a result of Human Behaviour, • So, How do you challenge beliefs about behaviour • Are we still therefore stuck at core psychomotor input, which is labour intensive and expensive • What do you challenge on e.g. Fleet assessments Remedy of driver faults Isn’t this what we have always done!

  9. Are we still fixated with psychomotor evaluation • The RAC Foundation report (McKenna 2010) is now supporting previous research (Struckman-Johnson et al 1989). Is suggesting that psychomotor driver training initiatives and interventions may have an adverse effect on driving performance improvements.

  10. Blending your approach • Measuring Driver Efficiency • Coaching • Psychometric Profiling • Do you need to go on road • to evaluate?

  11. Example: Psychometric Profiling Pre Coaching Post Coaching

  12. Resulting feedback • Yes that's me • I never really realised until now what I was doing • I accept I need to make a change • I can’t believe it • Reflective journal fundamentally ties the candidate into the process

  13. The Future Behavioural Risk Profile: Fatigue Resistance

  14. Ir3: Effective measure of driver behaviour We Know • Who they are • Where they are • How fast they drive • How long they took to get there • If they used blue lights • Compliance with training A management tool to effect behavioural change. Remember! Drivers know what to do they just don't always do what they know

  15. The Twin Forces of Motivation PAIN : Failing their driving course, Not being accepted by colleagues The need to avoid pain and the need to gain pleasure Both pain and pleasure are feelings:- PLEASURE : Speed Feelings of control Increased self esteem Pain is strongest motivator - people will do more to avoid pain than to gain pleasure!

  16. Simulation • Hazard perception testing. • Emergency brake testing. • Celeration or mean speed evaluation = Green and safer driving. (Wahlberg 2003)(Morgan 2010)

  17. Core driver training: GDE- How we implement it Goals for life and skills for living PSYCHOMETRICS Traffic rulesCo-operationHazard perceptionAutomatisation Lifestyle, age, group, culture, social position etc. vs. driving behaviour Vehicle Control

  18. Changing Driver Behaviour • Driver behaviour expresses underlying thoughts, feelings and emotions • This behaviour can be influenced by addressing what underlies it

  19. Structure for development The three dimensions and a new Behaviour • It must become personal to me –Reflective (A compelling Reason for change) • i.e. It feels like it fits me and I feel comfortable with it • It must lead to outcomes that I prefer (Suitable alternative) • i.e. That I like better than other options • It must make sense and fit with my values, principles beliefs and commitments

  20. Coaching / Mentoring Schemes in Industry New insurance agents with coaches / mentors: sell 20% more than those without and are 13.5%more likely to survive the first year

  21. Improved fleet profiling 2010/11 saw actual savings of £842,135 2011/12 saw actual savings of £812,000 • Reductions in fleet costs 2010/12 saw end of year accident figures down 20.7% • 2011/12 saw end of year cost for vehicle hire spend at a 50% reduction equal to a saving of £163,000.

  22. Fundamental change to SWP use of fleet • Officers are now open to the change in behavioural approach to coaching • You don't always need to use on highway techniques to deliver driver training • Management have engaged and are now actively supporting this approach as an intervention • In association with supportive interventions force accident rate is down by 20.7% since 2010 This is saving YOU the Tax payer money

  23. Thank You Questions ?

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