Motor carriers are required to conduct an annual inquiry and review of a driver’s overall driving record to comply with the requirements of 29 CFR Part 391.25. Typically, this annual task consists of reviewing all known moving violations and motor vehicle accidents. This is a good start, but employers can go a lot further to invest in a driver’s success.
Sitting a driver down to review their entire performance over the past year is a great opportunity to provide invaluable feedback, praise the good things the driver is doing and call attention to the areas needing improvement. From roadside inspections and fuel mileage to customer service and training, there are several metrics that can help paint an accurate picture of the driver’s overall performance beyond a simple MVR check.
After reviewing the past year, driver managers can use this opportunity to discuss individual goals for the year ahead. One way to do this is by using the SMART model for goal setting. SMART is an acronym for specific, measurable, attainable, relevant, and time-bound. By using this model, performance goals become less nebulous and drivers will have clear guidance on expectations.
the smart model
“S” IS FOR SPECIFIC.
Goals should state in clear terms the desired end. When developing a goal, consider what you want the driver to achieve in both the short term and long term.
“M” IS FOR MEASURABLE.
Measurable goals allow you to track the driver’s progress and ultimately determine whether they achieved their goal. The FMCSA’s Safety Measurement System (SMS) and Drug and Alcohol Clearinghouse are two tools that can help in this area.
“A” IS FOR ATTAINABLE OR ACHIEVABLE.
Goals should be realistic and set the driver up for success. For example, the driver will attend at least three quarterly safety meetings. Be mindful that unattainable expectations can actually hurt the driver’s productivity and morale.
“R” IS FOR RELEVANT.
To be effective, a goal should relate to what is within the scope of the driver’s responsibilities and control. In addition, the goal should relate to company results and add value to the organization.
“T” IS FOR TIME BOUND.
Lastly, set a deadline for attaining the goal and perhaps a date for a mid-year review to check the driver’s progress.
CALL TO ACTION
-
Conduct an annual review with drivers, and evaluate their overall performance.
- Use the SMART method to help drivers ser performance goals for the year ahead.
- Regularly monitor the driver's progress and conduct informal updates.
Note: These lists are not intended to be all-inclusive.
This material is intended to be a broad overview of the subject matter and is provided for informational purposes only. Joe Morten & Son, Inc. does not provide legal advice to its insureds or other parties, nor does it advise insureds or other parties on employment-related issues, therefore the subject matter is not intended to serve as legal or employment advice for any issue(s) that may arise in the operations of its insureds or other parties. Legal advice should always be sought from legal counsel. Joe Morten & Son, Inc. shall have neither liability nor responsibility to any person or entity with respect to any loss, action, or inaction alleged to be caused directly or indirectly as a result of the information contained herein. Reprinted with permission from Great West Casualty Company.