© Copyright 2015
Rail Safety and Standards Board Limited
Issue Three: March 2015
Rail Industry Standard
RSSB
Block 2
Angel Square
1 Torrens Street
London
EC1V 1NY
Rail Industry Standard for Train Driver Selection
Published by:
RIS
RIS-3751-TOM
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Issue record
Issue
Date
Comments
One
02 August 2008
Original document
Two
01 June 2013
Revised psychometric assessment
process
Three
07 March 2015
Clarification of the risks the
psychometric assessment process
helps mitigate, clarification of
guidance for candidates with
previous driving competence on
non-GB mainline networks,
incorporation of ATOC ACOP006
following ATOC ceasing to oversee
the Rail Assessment Centre Forum
(RACF) and numerous editorial
changes.
Superseded or replaced documents
The following Railway Group documents are superseded or replaced, either in whole or in
part as indicated:
Superseded documents
Sections
superseded
Date when
sections are
superseded
RIS-3751-TOM Train Driver Selection Issue
one
All
30 September
2013
RIS-3751-TOM Train Driver Selection Issue
two
All
06 June 2015
Supply
The authoritative version of this document is available at www.rgsonline.co.uk.
Uncontrolled copies of this document can be obtained from Communications, RSSB,
Block 2, Angel Square, 1 Torrens Street, London EC1V 1NY, telephone 020 3142 5400 or
e-mail enquirydesk@rssb.co.uk. Other Standards and associated documents can also be
viewed at www.rgsonline.co.uk.
Page 2 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Contents
Section
Description
Part 1
1.1
1.2
1.3
1.4
1.5
1.6
Introduction
Purpose of this document
Application of this document
Health and safety responsibilities
The structure of this document
Copyright
Approval and authorisation of this document
4
4
4
5
5
5
5
Part 2
2.1
2.2
2.3
Requirements for railway undertakings
Selection criteria
Overview of the selection process
Qualifications of people appointed to administer and design psychometric
assessment processes for train drivers
Assessment of candidates with previous driving competence
Delivery of the assessment processes
Results of the psychometric assessment process
Re-assessments for failed candidates
Review of the psychometric assessment process
Audit of the psychometric assessment process
Transfer of information
6
6
7
2.4
2.5
2.6
2.7
2.8
2.9
2.10
Page
7
8
9
9
10
10
11
12
Appendices
Appendix A Standardised train driver psychometric assessment process
14
Appendix B Transfer of safety information – candidate with previous experience as a train
driver
16
Appendix C Examples of major life events
26
Appendix D Audit protocol for the train driver psychometric assessment process
27
Appendix E Recommended qualifications, competences and experience for internal and
external auditors
64
Definitions
65
References
67
Tables
Table 1
Table 2
Table 3
RSSB
Driver selection criteria and psychometric assessment methods
15
Records covered by a transfer request of available records relevant to an
individual’s employment as a train driver
18
Audit criteria, example indicators, timescales for actions to be completed and
requirements for audit
28
Page 3 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Part 1
Introduction
1.1
Purpose of this document
1.1.1
This Rail Industry Standard (RIS) provides requirements and guidance on the selection
process for train driver candidates who will drive on the GB mainline network. It has been
developed for any member of RSSB to adopt if they wish to do so.
1.1.2
It includes requirements and guidance for the standardised psychometric assessment of
train driver candidates. This is part of the overall selection process of train drivers.
1.1.3
In addition it contains requirements and guidance that relate to the transfer of information
about train drivers when they change employment between railway undertakings.
1.1.4
The document is set out in the form of requirements followed by guidance. Railway
undertakings may wish to use the guidance during the development and management of
their train driver selection process.
1.2
Application of this document
1.2.1
A member of RSSB may choose to adopt all or part of this document through company
procedures or contract conditions. Where this is the case the member of RSSB will specify
the nature and extent of application.
1.2.2
This standard outlines an agreed industry method for the psychometric assessment
process for candidates for employment as train drivers who will drive on the GB mainline
network. Railway undertakings may wish to conduct psychometric assessments as part of
the selection of train drivers according to this standard.
1.2.3
The psychometric assessment process outlined in this standard has been designed and
evaluated as part of the RSSB research programme (T340, T628 and T948) by qualified
occupational psychologists and provides a robust assessment against a minimum standard
of the key aptitudes required for safe train driving.
1.2.4
Railway undertakings that use an alternative psychometric assessment process to that
defined in this standard may wish to appoint an occupational psychologist chartered by the
British Psychological Society (BPS) or a holder of an equivalent qualification to provide
advice on the content of the alternative process.
1.2.5
The psychometric assessment process can be administered within a railway undertaking or
an external assessment centre or an assessor can be appointed to administer the process.
1.2.6
Railway undertakings that appoint an external assessment centre to administer the
psychometric assessment may wish to check that the assessments will be carried out
according to this standard.
1.2.7
The Rail Assessment Centre Forum (RACF) is a group of assessment centre
representatives who have undertaken to follow this standard and share good practice.
Membership of this forum provides assurance that an assessment centre conducts the
psychometric assessment process according to this standard.
1.2.8
For railway undertakings that use the services of an external assessment centre further
information on procedures and methods of assessment is provided in BS ISO 106671:2011 Assessment service delivery — Procedures and methods to assess people in work
and organizational settings. Part 1: Requirements for the client.
Page 4 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
1.2.9
The Train Driving Licences and Certificates Regulations (TDLCR, 2010) and
accompanying Office of Rail Regulation (ORR) position statements1 also contain
requirements that are relevant to the selection of train drivers. This includes exceptions
from the regulations, requirements relating to what criteria must be assessed during
selection, the requirement for assessors to be registered with the ORR and for certain
documentation to be produced when train drivers change employer.
1.3
Health and safety responsibilities
1.3.1
Users of documents published by Rail Safety and Standards Board Limited (RSSB) are
reminded of the need to consider their own responsibilities to ensure health and safety at
work and their own duties under health and safety legislation. RSSB does not warrant that
compliance with all or any documents published by RSSB is sufficient in itself to ensure
safe systems of work or operation or to satisfy such responsibilities or duties.
1.4
The structure of this document
1.4.1
This document is set out as a series of requirements, followed by guidance. The guidance
is indicated by prefixing the paragraph number with the letter ‘G’.
1.5
Copyright
1.5.1
Copyright in the Railway Group documents is owned by Rail Safety and Standards Board
Limited. All rights are hereby reserved. No Railway Group document (in whole or in part)
may be reproduced, stored in a retrieval system, or transmitted, in any form or means,
without the prior written permission of Rail Safety and Standards Board Limited, or as
expressly permitted by law.
1.5.2
RSSB members are granted copyright licence in accordance with the Constitution
Agreement relating to Rail Safety and Standards Board Limited.
1.5.3
In circumstances where Rail Safety and Standards Board Limited has granted a particular
person or organisation permission to copy extracts from Railway Group documents, Rail
Safety and Standards Board Limited accepts no responsibility for, nor any liability in
connection with, the use of such extracts, or any claims arising therefrom. This disclaimer
applies to all forms of media in which extracts from Railway Group documents may be
reproduced.
1.6
Approval and authorisation of this document
1.6.1
The content of this document was approved by Traffic Operation and Management
Standards Committee on 03 February 2015.
1.6.2
This document was authorised by RSSB on 05 February 2015.
1
ORR (2014) Guide to the Train Driving Licences and Certificates Regulations
RSSB
Page 5 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Part 2
Requirements for railway undertakings
2.1
Selection criteria
2.1.1
Railway undertakings shall apply valid selection criteria to select suitable persons for train
driving work.
2.1.2
Railway undertakings shall derive the selection criteria from:
2.1.3
a)
The physical demands of the operation on train drivers.
b)
The aptitudes and mental abilities identified as necessary to ensure competent train
driving, after the appropriate training and development has taken place.
Railway undertakings shall include the selection criteria as defined in Table 1 of
Appendix A of this document.
Railway undertakings are required to include the selection criteria defined in
Table 1 of Appendix A because they represent the core set of cognitive,
psychomotor and behavioural aptitudes required to have the potential to
become a safe train driver and were developed and validated by
occupational psychologists at RSSB with considerable input from operations
subject matter experts.
The selection criteria defined in Table 1 of Appendix A do not include the
physical capabilities that are required for train driving.
The physical capabilities required to be assessed during the selection
process are to be defined by the railway undertaking with reference to
GO/RT3451 Train Drivers – Suitability and Medical Fitness Requirements.
The selection criteria and assessment methods defined in Table 1 of
Appendix A may also be used as part of the selection process for other
railway roles that have tasks or characteristics in common with train driving,
for example, shunters. Railway undertakings may wish to review the
particular role in question to determine what cognitive, psychomotor and
behavioural aptitudes are required for that role and what levels of aptitude or
skill are required. Based on this, the railway undertaking can choose which
of the criteria and methods in Table 1 of Appendix A to apply and how they
should be applied.
Physical demands
To help meet the requirement set out in 2.1.2, a railway undertaking may
wish to assess the physical demands placed on train drivers by their
operations, identifying the factors which influence the physical requirements
for train driving.
The key factors influencing physical requirements include:
a)
Position of steps, door handles or handrails on rail vehicles in relation
to the railway infrastructure.
b)
Operational requirements to access and operate equipment inside or
outside trains or on the railway infrastructure.
c)
Design of driving cabs, including sight lines.
The selection criteria based on these factors represents the minimum
physical requirements necessary for performance of train driving tasks
without increased risk to the safety of train drivers or to train operations.
Page 6 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
The railway undertaking may wish to inform the occupational physicians who
conduct or supervise medical assessments of train drivers of these physical
requirements.
In addition the railway undertakings may wish to obtain advice from
occupational physicians and ergonomists on defining and applying physical
requirements and on compliance with disability discrimination legislation.
Cognitive, psychomotor and behavioural aptitudes
In addition to the selection criteria detailed in Appendix A, a railway
undertaking can assess candidates against any additional selection criteria
that are relevant to their own organisation and operation.
The selection criteria detailed in Appendix A are consistent with the criteria
required to be assessed to obtain a train driver licence under the Train
Driving Licences and Certificates Regulations (TDLCR 2010).
In addition to the selection criteria in Appendix A, candidates for employment
as cross-border drivers are to be assessed for language skills to the
standard required in TDLCR 2010.
2.2
Overview of the selection process
2.2.1
Railway undertakings shall use a selection process which includes:
a)
A psychometric assessment process as defined in Table 1 of Appendix A of this
document for all candidates who have no previous experience as a train driver.
b)
Any evidence from the candidate which might affect a conclusion on the likelihood of
future safe performance.
The railway undertaking is required to include the psychometric assessment
process in Table 1 of Appendix A because it was designed to cover all of the
key aptitudes required for safe train driving and help mitigate the risk of a
railway undertaking selecting candidates who do not possess, to the
standard required, the core set of cognitive, psychomotor and behavioural
aptitudes required to have the potential to become a safe train driver.
The Multi-Modal Interview (MMI) assesses oral communication and not
written communication, because written communication is considered to be
important in train driving but not safety-critical so it is not included in the core
psychometric assessment process. If the railway undertaking wishes to
assess written communication, the Written Communication Test (WCT)
provides a structured way to do this.
2.3
Qualifications of people appointed to administer and design
psychometric assessment processes for train drivers
2.3.1
Railway undertakings shall appoint persons qualified to administer and interpret the
psychometric assessment methods used.
Rail undertakings may wish to appoint persons to manage the psychometric
process who have the necessary qualifications, expertise and experience in
the:
RSSB
a)
Administration of the psychometric assessment methods.
b)
Conduct of interviews.
c)
Interpretation of results.
d)
Feeding back of results to candidates and to recruiting railway
undertakings.
Page 7 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
People appointed to administer the psychometric assessment process are to
hold the ‘Test User: Occupational, Ability’ British Psychological Society
(BPS) qualification. This qualification was formerly known as the British
Psychological Society Accredited Level A qualification.
The qualifications to administer and interpret psychometric assessments
may vary according to the requirements of each individual assessment
publisher.
RSSB is the test publisher of the Situational Judgement Exercise, MultiModal Interview and Written Communication Test and as such persons who
use these methods are to be appropriately trained and certificated by RSSB,
or by an individual or organisation that RSSB has authorised, to provide
training and certification.
Railway undertakings that use any additional selection criteria and
psychometric assessment methods other than those outlined in Appendix A
may wish to appoint a person with the BPS ‘Test User: Occupational, Ability’
qualification to select appropriate psychometric assessment methods.
2.4
Assessment of candidates with previous driving competence
2.4.1
There are no requirements associated with this section, rather guidance is provided for the
railway undertaking to consider.
A selection process including the psychometric assessment process does
not have to be used for candidates with previous competence as a train
driver on the GB mainline network.
The extent to which the selection process is modified for such candidates,
and the use of psychometric assessment methods in each individual case,
depends on the information available to the recruiting railway undertaking.
The recruiting railway undertaking may wish to consider information on the
following factors when deciding on the selection process to be applied:
a)
The amount of time spent as a driver after initial training and
certification.
b)
The candidate’s safety record, confirmed by the current and previous
employer (see Appendix B of this document).
c)
Recent competence assessment and monitoring records confirmed by
the current and previous employer (see Appendix B of this document).
d)
Differences between previous driving experience and the railway
undertaking’s own operations. This might be relevant to the choice of
psychometric assessment methods (for example, suburban operations
compared with long-distance high-speed passenger, freight working
compared with passenger, etc).
e)
The period of time since the candidate last worked as a train driver
and the reason for ceasing train driving work.
f)
Any evidence of major life events which might affect safe performance
in future, for examples see Appendix C of this document.
The recruiting railway undertaking may wish to document the psychometric
assessment process adopted for a candidate with train driving experience,
together with reasons for differences between it and that used for other
candidates.
Page 8 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
A railway undertaking may wish to use a selection process including the
psychometric assessment process for candidates with previous competence
as a train driver on non-GB mainline networks, unless they have previously
been assessed to the standard specified in this document.
2.5
Delivery of the assessment processes
2.5.1
There are no requirements associated with this section, rather guidance is provided for the
railway undertaking to consider.
Assessors may wish to consider what preparation materials are appropriate
for each assessment method and consider providing candidates, at least
seven days in advance of the assessment, with the following:
a)
A description of the assessment methods and interview that will be
used.
b)
Practice materials with correct responses.
c)
Advice on personal preparation for the process.
Further guidance on the delivery of psychometric assessment processes is
provided in BS ISO 10667-2:2011 Assessment service delivery —
Procedures and methods to assess people in work and organizational
settings. Part 2: Requirements for service providers.
The Train Driver Assessment Procedures Manual provides detailed
instructions on how to administer the psychometric assessment process. It
is maintained jointly by the Rail Assessment Centre Forum and RSSB and is
currently available to Rail Assessment Centre Forum members on request
from the Forum.
2.6
Results of the psychometric assessment process
2.6.1
Railway undertakings shall make a judgement about whether a candidate passes or fails
the psychometric assessment process based on the agreed industry scoring criteria that
are published in the Train Driver Assessment Procedures Manual.
2.6.2
Railway undertakings shall record each assessment score and the outcome from the
assessment of each selection criterion for each candidate.
To facilitate the final selection decision the railway undertaking may wish to
provide the recruiting manager with guidance on the scores achieved.
Railway undertakings may wish to provide feedback to each candidate
regarding their performance on the psychometric assessment process.
The results of a psychometric assessment that was conducted according to
this rail industry standard are to be regarded as valid for a period of five
years from the date of assessment, unless the candidate has had a major
life event (for examples see Appendix C of this document) that may have
caused a decrease in cognitive ability or a change in behavioural
tendencies.
Railway undertakings may wish to put appropriate processes in place to
detect the occurrence of a major life event in the time between assessment
and recruitment. If the incidence of such an event is suspected, the railway
undertaking may wish to re-assess the candidate prior to employment, with
the assessment delayed until a time when the candidate feels they have
regained their performance.
A copy of the candidate’s scores and the outcome of the assessment are to
be given to the railway undertaking which commissioned the assessment
and retained on the candidate’s personal file for future reference.
RSSB
Page 9 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
For candidates who have passed the psychometric assessment process, the
final selection decision is a managerial one, for which the results of the
psychometric assessment process provide evidence.
2.7
Re-assessments for failed candidates
2.7.1
Railway undertakings shall not re-assess a candidate who has failed the psychometric
assessment process within six months.
2.7.2
Railway undertakings shall not re-assess a candidate who has failed the psychometric
assessment process more than once unless there are mitigating circumstances that have
been considered and documented by the railway undertaking.
When a candidate is re-assessed, the process needs to cover only the
elements which the candidate failed at the first assessment, if:
a)
It is carried out within five years of the first assessment.
b)
There is no evidence of a major life event having occurred since the
first assessment, for examples see Appendix C of this document.
Any candidate who failed a previous version of the psychometric
assessment process is considered by the industry Driver Selection
Governance Group to be eligible to be assessed up to twice using the
process outlined in Appendix A.
2.8
Review of the psychometric assessment process
2.8.1
Railway undertakings shall review the psychometric assessment process periodically to
evaluate the suitability and effectiveness of the selection criteria and associated
assessment methods for their organisation.
2.8.2
Railway undertakings shall consider the following elements within the psychometric
assessment process review:
a)
The impact of any changes to train driving work and the skills required of train drivers
on the selection criteria.
b)
Developments in psychometric assessment methodology.
c)
The reliability, validity and fairness of the psychometric assessment methods used.
The suitability and effectiveness of psychometric assessment processes can
be affected by changes in the role being selected for and changes in the
candidate population. Railway undertakings are therefore required to
periodically review their psychometric assessment processes to check that
they are working effectively and remain fit for the purpose they are intended.
Examples of changes to train driving work which could trigger a review of the
psychometric assessment process include:
a)
The introduction of different working practices such as driver only
operation or operations across international borders.
b)
Technical changes, such as high-speed operation or new signalling
systems affecting the interface between the train driver and the
signalling system.
The psychometric assessment process outlined in Appendix A is subject to
an evaluation performed by RSSB every five years on a national basis. This
evaluation covers the suitability of the selection criteria and the reliability,
validity and fairness of the assessment methods.
Page 10 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Railway undertakings who are following the psychometric assessment
process in this standard can use the RSSB evaluation to inform their review.
This would cover requirements b) and c) of 2.8.2. However, railway
undertakings may also wish to take into consideration the characteristics of
their own organisation and operation.
2.9
Audit of the psychometric assessment process
2.9.1
Railway undertakings shall arrange for the audit of their psychometric assessment process
to check the reliability and consistency of the process and compliance with the procedures
at the assessment centre.
2.9.2
Railway undertakings shall appoint persons qualified to judge the reliability and consistency
of the psychometric assessment process to carry out audits.
2.9.3
Railway undertakings shall involve persons who are independent of the provider of the
psychometric assessment process in their audit arrangements.
In addition to the involvement of an independent person in the audit of the
railway undertaking’s psychometric assessment process, the assessment
provider (usually an assessment centre) may wish to carry out internal audits
of its assessment practice and compliance with its procedures.
An external audit involves an independent evaluation of the railway
undertaking’s psychometric assessment process and is in direct contrast
with an internal audit performed by someone from within the assessment
provider (usually an assessment centre). An independent auditor is to have
the required audit competence and not be a stakeholder in, nor have a
dependency on, the outcome of the audit.
The same audit protocol can be applied to external and internal audits, with
the external audit undertaken in more detail. The railway undertaking may
wish to use the audit protocol outlined in Appendix D, for external and
internal audits, as it has been designed to provide checks that the
psychometric assessment process is effective in meeting the requirements
of this document and contributes to the railway undertaking’s safety
management system.
Where an external assessment centre supplies psychometric assessment
services to a railway undertaking, the railway undertaking may wish to check
that the contract provides for internal and external audit and for audit results
to be made available to the railway undertaking.
To provide satisfactory checks that the psychometric assessment process is
effective in meeting the requirements of this document, and contributes to
the railway undertaking’s safety management system, internal and external
audits can be undertaken every two years, alternating so that the frequency
of audits is every year.
Railway undertakings may wish the scope of the audit, such as that outlined
in Appendix D, to include:
RSSB
a)
Use of industry standard selection tools.
b)
Candidate and assessor preparation.
c)
Training and certification of assessors.
d)
Administration of assessment methods (including adequacy of the
premises where they are conducted), scoring and recording of results
and processes for making and recording decisions based on the
results of the assessment methods used.
e)
Confidentiality and security of selection materials and records.
Page 11 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
f)
Storing and recording of results.
So far as is reasonably practicable, the railway undertaking may wish for
more than one method of auditing to be used, including:
a)
Observation of test administration and scoring.
b)
Review of documentation.
c)
Interviews with assessors to ensure compliance with the relevant
competence requirements and conditions of certification (where
applicable).
Railway undertakings may wish their psychometric assessment process to
be audited against criteria, such as those outlined in Appendix D, with
ratings provided for each criteria.
To judge the reliability and consistency of the psychometric assessment
process, a railway undertaking may wish to appoint internal and external
auditors who have the necessary qualifications, competences and
experience, such as those outlined in Appendix E to undertake their tasks
competently and who:
a)
Understand the selection requirements for train driving.
b)
Understand the risks that those requirements are intended to control.
c)
Possess knowledge of the psychometric assessment process being
audited and of the audit procedure itself.
Railway undertakings may wish to comprehensively document and
communicate to relevant parties audit findings and ensure corrective actions
are undertaken.
2.10
Transfer of information
2.10.1
Railway undertakings shall, if a candidate discloses previous experience as a train driver,
request information relevant to competent train driving performance from a railway
undertaking named as a previous employer.
2.10.2
Railway undertakings shall co-operate with another railway undertaking which requests
information to facilitate its compliance with section 2.10.1.
Previous train driving competence
The recruiting railway undertaking may wish to obtain the information to
meet this requirement before the candidate is permitted to drive trains by the
recruiting railway undertaking.
Information from the candidate
When a candidate indicates that they are, or have been, employed in a train
driving role in the rail industry, the railway undertaking is to request
information, in as much detail as possible, which can be passed to the
current or former employer for verification.
A recommended format for recording this information ready for verification
can be found in Appendix B of this document.
When requesting information from the candidate, the railway undertaking
may wish to consider:
a)
The results of any assessment methods used for selection as a train
driver.
Page 12 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
b)
The most recent competency records that demonstrate the
candidate’s competency.
c)
Incidents and accidents for which the candidate was found to be
wholly or partly responsible.
d)
Records of any special monitoring arrangements in place at the time
the candidate left that railway undertaking.
e)
Route and traction competence current at the time the candidate left
that railway undertaking.
f)
Temporary or permanent restrictions or exclusions placed upon the
candidate’s work as a train driver because of a safety of the line
incident, medical reasons or other cause.
Railway undertakings may wish to check whether the candidate has worked
previously in any other safety-critical role within the rail industry. The
requirements in this document for co-operation in the confirmation and
transfer of information are limited to train driving. However, specific
information about the safety record of candidates who have worked in other
safety-critical roles could be requested as part of the normal referencing
process.
The information provided by a current and / or previous employer is to be, so
far as is reasonably practicable, sufficient for the recruiting railway
undertaking to confirm the accuracy of information provided by the candidate
and to fill in any gaps.
The accuracy and value of competence information reduces over time, and it
is advisable to treat cautiously any information more than two years old that
relates to performance. It is inappropriate to use out-of-date competence
records as a justification for curtailing selection procedures.
Retention of records
Railway undertakings may wish to retain records (or retain access to records
if held elsewhere, for example by an external assessment centre) for such
period as is necessary to assist them in responding to requests from other
railway undertakings.
The type of information a railway undertaking may wish to retain includes:
a)
Results of psychometric assessments.
b)
Competence assessment records; the most recent competency
records that demonstrate the train driver’s competence.
c)
Route and traction knowledge; current at the time the candidate left
the company.
d)
Training records; details of training received, dates and trainee
performance.
e)
Safety records; details of any accidents, incidents or near misses for
which the candidate was found to be wholly or partly responsible.
f)
Occupational medical records of conditions that have affected a
candidate’s ability to undertake their duties as a train driver.
Data protection
Railway undertakings may wish to obtain expert advice on data protection,
liabilities arising from the provision of references or any aspect of
employment law, as these matters are not within the scope of this document.
RSSB
Page 13 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Appendix A Standardised train driver psychometric
assessment process
A.1
Driver selection criteria and psychometric assessment methods
Selection criteria
Sub-criteria and definitions
Psychometric
assessments
Attention
Selective attention - The ability to differentiate between
different sources of information and attend selectively to
them, for example distinguishing and attending to alarms
(selective attention).
Paper Group
Bourdon and Test
of Everyday
AttentionOccupational
(TEA-Occ)
Divided attention - The ability to switch attention
between sources of information, for example lineside
information and in-cab information and perform different
tasks in parallel, for example making train
announcements while on the move.
Vigilance
The ability to attend and respond to stimuli which occur
relatively infrequently and over extended periods of time.
WAFV Vigilance
test
Memory
The ability to learn, recall and apply job related
information in appropriate time limits, for example learn
new information in training; remembering instructions
from signallers; applying specific rules and procedures.
TRP1 Trainability
for Rules and
Procedures Test
(part 1)
Reasoning
The ability to solve problems and make decisions, for
example fault diagnosis; understanding and interpreting
information from instrumentation.
TRP2 Trainability
for Rules and
Procedures test
(part 2)
Perception
The ability to anticipate elements in a traffic environment
and make a correct decision about how to respond given
the speed and distances involved, for example
identifying a landmark cue before a station and starting
to decelerate.
ATAVT Adaptive
Tachistoscopic
Traffic Test
Reaction time
A quick and adequate response to simple and complex
visual and acoustic stimuli and the associated quality of
performance.
WAFV
Hand coordination
The ability to make appropriate and controlled
movements in response to decisions about complex
stimuli.
2HAND Two hand
coordination test
Communication
The ability to read, listen, understand and respond
appropriately, and effectively convey information orally
and in writing.
Multi-Modal
Interview (MMI)
Foreign language skills (only applicable to crossborder drivers operating in Europe) - The ability to
communicate in the language indicated by the
infrastructure manager concerned on critical safety
issues. Their language skills must be such that they: can
communicate actively and effectively in routine, adverse
and emergency situations; can cope with practical
situations involving an unforeseen element; can
describe; can keep a simple conversation going.
Page 14 of 67
RIS-3751-TOM Issue Three : March 2015
ATAVT
Optional: Written
Communication
Test
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Selection criteria
Sub-criteria and definitions
Psychometric
assessments
Behavioural
aptitudes
No established occupational psychological deficiencies,
particularly in operational aptitudes or any relevant
personality factor.
Situational
Judgement
Exercise (SJE)
and MMI
Table 1
Driver selection criteria and psychometric assessment methods
A.1.1
The computerised Group Bourdon is not equivalent to the paper Group Bourdon and is not
recommended for use as part of the train driver psychometric assessment process.
A.1.2
Where more than one assessment method is specified for a selection criterion both
assessment methods are to be used in combination, for example both the paper Group
Bourdon and the TEA-Occ tests are to be used to assess attention. The use of multiple
methods to assess a selection criterion provides a more reliable assessment than using
one method alone.
A.1.3
Sub-criteria and detailed definitions of the behavioural aptitudes criteria have been
developed but are not included in this Rail Industry Standard due to the risk that candidates
could use this information to get an unfair advantage during the psychometric assessment
process. This information is available to railway undertakings and assessment centres in
the Train Driver Assessment Procedures Manual.
RSSB
Page 15 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Appendix B Transfer of safety information – candidate with
previous experience as a train driver
B.1
Form for transfer of safety information – candidate with previous
experience as a train driver
Instructions for the use of this form
1. The relevant parts of sections 1 - 5 should be completed by the candidate. Any
information that needs to be provided but does not fit on the form should be entered
in the additional information section on the final page of the form.
2. The employer to which the candidate is applying (prospective employer) should make
a copy of the form for each current and former employer identified by the candidate in
section 2. The prospective employer should forward the form to each current or
former employer.
3. The current or former employer(s) should check and confirm the details provided by
the candidate and provide additional details or corrections as required. If the current
or former employer cannot confirm some of the details then they should indicate this
by using the ‘unable to confirm’ option. Any information that needs to be provided but
does not fit on the form should be entered in the additional information section on the
final page of the form. The current or former employer should sign the declaration in
section 6 and return the completed form to the prospective employer at the specified
address.
Page 16 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Section 1. Transfer of safety information – Request for confirmation from current or
former employer
1.1 Candidate’s name
1.2 Please declare employment status
(circle appropriate box)
Section 2 covers employment history,
including names and location(s) of
employment
Currently
employed
1.3 Do you hold a European Train Driving
Licencing Directive License? (circle
appropriate box)
Yes
No
If Yes, please also
complete either 1.4a
or 1.4b depending on
your circumstance
If No, go to 1.5
1.4a If you hold a European Train Driving
Licencing Directive License and are
currently employed please provide the
license number and category of certificate
held.
Please attach a copy of your license and
certificate to this form.
European Train
Driving Licencing
Directive License
number:
Category of European
Train Driving Licencing
Directive Certificate held:
1.4b If you hold a European Train Driving
Licencing Directive License and are NOT
currently employed please provide the
license number.
Please attach a copy of your license and a
certified copy of the European Train Driving
Certificate as per Office of Rail Regulation
(ORR) Guide to the Train Driving Licences and
Certificates Regulations Annex B5. This will
have been issued by your previous employer
European Train Driving Licencing Directive
License number:
Previously
employed
Self-employed
1.5 Name of prospective employer
1.6 Address for the form to be returned to
1.7 Date of form completion
The person named above has applied for a train driver’s position with our company.
This person has provided written consent for your company to disclose information regarding
their competence and previous safety performance. A copy of the signed consent and the
information provided by the candidate is attached.
Please confirm within five working days whether the information supplied by the candidate is
accurate. If the information is incorrect, or you are aware of omissions, please provide
corrected information as far as you are aware of it. Please indicate if you cannot confirm any
of the information provided by the candidate.
Should the candidate be selected for employment as a train driver with this company, a
request will be made for the transfer to this company of available records relevant to the
individual’s employment as a train driver. Relevant records covered by such a request are
provided in Table 2.
RSSB
Page 17 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Records relevant to the individual’s employment as a train driver
Results of tests used in selecting the applicant as a train driver
Results of competence assessment records: the most recent competency records that demonstrate
the train driver’s competence
Route and traction competence current at the time the applicant left your company
Training records
Incidents, accidents and near misses for which the applicant was found to be wholly or partly
responsible
Occupational medical records that have affected the person’s ability to undertake their duties as a
train driver
Restrictions or exclusions placed upon the applicant’s work as a train driver because of a safety of
the line incident, medical reasons or other cause
A current certified copy of the European Train Driving Certificate issued in accordance with Article
17 of Directive 2007/59/EC, by current employer or a certified copy of the European Train Driving
Certificate as per Office of Rail Regulation (ORR) Guide to the Train Driving Licences and
Certificates Regulations Annex B5, issued by previous employer
Table 2
Records covered by a transfer request of available records relevant to an
individual’s employment as a train driver
Section 2. Employment details
Please provide details of current and/or former employers where you have undertaken the
role of train driver.
2.1 Name of employer
2.2 Job title and location
2.3 Start date
of
employment
2.4 End date
of
employment
Section 3. Declaration to contact current and/or previous employers
The information requested in sections 4 and 5 inclusive of this document is required to
establish your competence and safety record as a train driver and will assist in the formation
of future assessment and training plans if you join this company. The information is
necessary for us to consider your suitability for employment as a train driver.
An employer is not entitled to disclose information about an employee unless the employer is
under a legal obligation to do so or the employee concerned has given his/her consent.
Subject to your consent, your current or a former employer will be requested to confirm the
accuracy of the information you have provided. Please sign below to indicate that you agree
for this information to be sent to your current or former employer for confirmation. If you fail
to provide details, or the accuracy of the information is incorrect, your application will not be
progressed. If it is later found that you have provided inaccurate information, you will be
liable to summary dismissal.
Page 18 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Declaration
Candidate’s
signature
Date of
signature
3.1 I hereby give my permission for my current and/or
former employer(s) to:
a) Confirm the information I have given using
records they may hold
b) Provide my prospective employer with a copy of
my records (as detailed in Table 2) in the event of
my appointment
3.2 I understand that these records will then be
transferred and form part of my employment history with
my new employer
Section 4. Competence
This section requires you to provide details of your competence and recent competence
assessments as a train driver.
You do not need to complete this section if you provide one of the following:
1. A current certified copy of your European Train Driving Certificate issued in
accordance with Article 17 of Directive 2007/59/EC.
2. A certified copy of the European Train Driving Certificate as per Office of Rail
Regulation (ORR) Guide to the Train Driving Licences and Certificates Regulations
Annex B5. Your previous employer will provide this.
If you cannot provide one of the above please complete items 4.1 to 4.8.
Candidate should complete ‘Details provided by the
candidate’. Current or former employer should
complete ‘Details provided by the former employer’.
Details provided by the former
employer
Details provided by candidate
Details are
correct
and
complete
Additional
information (If
applicable)
Delete as
appropriate
4.1 Date initially
certified competent
as a train driver
Yes/No/
Unable to
confirm
4.2 Date and details of
any additional
support or
development in place
currently or at the
time of leaving your
last employer
Yes/No/
Unable to
confirm
RSSB
Page 19 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.3 Traction/ Rolling
stock on which you
are competent (or
were competent at
the time you left your
last employer)
4.4 Date of
completion of
last
reassessment
of competence
4.5 Results of
last
reassessment
of competence
Details are
correct
and
complete
Additional
information (If
applicable)
Delete as
appropriate
Use one row per
traction or rolling stock
type
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Details provided by the former
employer
Details provided by candidate
4.6 Infrastructure/
routes on which you
are competent (or
were competent at
the time you left your
last employer)
4.7 Date of
completion of
last
reassessment
of competence
4.8 Results of
last
reassessment
of competence
Details are
correct
and
complete
Additional
information (If
applicable)
Delete as
appropriate
Use one row per
infrastructure/route
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Page 20 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Section 5. Safety Record
In this section provide details of safety and operational incidents that you have been involved
in during your railway employment as a train driver, or in other safety-critical railway
operations work, and which was recorded on your personal record by your employer,
whether or not formal disciplinary action was taken.
Candidate should complete ‘Details provided by the candidate’. Current or former employer
should complete ‘Details provided by the former employer’.
5.1 Signals passed at danger (SPADs)
This section refers only to Category A1 SPAD event types as defined in GO/RT3119
Accident and Incident Investigation.
Details provided by candidate
Details provided by the former
employer
Details are
correct
and
complete
Additional information (If
applicable)
Delete as
appropriate
5.1.1 Have you
previously been
involved in any
SPAD incidents
(including
incidents where
you were
subsequently
exonerated)?
Yes/No
If yes, complete 5.1.2 and
5.1.3 on a separate row for
each SPAD incident
Yes/No/
Unable to
confirm
Delete as
appropriate
5.1.2 Date of
SPAD
5.1.3 Severity
Details are
correct
and
complete
Additional information (If
applicable)
Delete as
appropriate
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
RSSB
Page 21 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
5.2 History of operational incidents
Details provided by candidate
Details provided by the former employer
Details are
correct and
complete
Additional information (If
applicable)
Delete as
appropriate
5.2.1 Have you
previously been
involved in any of
the following
(including incidents
where you were
subsequently
exonerated):
excess speed
(including TPWS
interventions),
TPWS activations,
station overruns,
failure to call, stop
short and release of
doors, wrong side
release, collisions,
derailments or
other safety
incidents?
Yes/No
If yes, complete 5.2.2 and
5.2.3 on a separate row for
each incident
Yes/No/
Unable to
confirm
Delete as appropriate
5.2.2 Date
of
incident
5.2.3 Description of the incident
Details are
correct and
complete
Additional information (If
applicable)
Delete as
appropriate
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Page 22 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
5.3 Removal or restriction from train driving work
Details provided by candidate
Details provided by the former employer
Details are
correct and
complete
Additional information (If
applicable)
Delete as
appropriate
5.3.1 Have you ever
been removed from
train driving, or had
restrictions placed on
you, because of a
safety of the line
incident, your health
or other cause?
Yes/No
If yes, complete 5.3.2 –
5.3.4 on a separate row for
each separate removal or
restriction
Yes/No/
Unable to
confirm
Delete as appropriate
5.3.2 Start
date of
removal or
restriction
5.3.3 End
date of
removal or
restriction
5.3.4 Details and cause
of removal or
restriction
Details are
correct and
complete
Additional information (If
applicable)
Delete as
appropriate
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
Yes/No/
Unable to
confirm
RSSB
Page 23 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
5.4 Other information on fitness, competence or safety performance
The candidate should use this section to provide any other relevant details about fitness,
competence or safety performance that were not provided in the previous sections.
Details provided by candidate
Details provided by the former employer
Details are
correct and
complete
Additional information (If
applicable)
Delete as
appropriate
Yes/No/
Unable to
confirm
Section 6. Declaration by current or former employer
I have verified the information supplied by the candidate and indicated (where necessary):
a) Where information is factually incorrect according to our records.
b) Omissions according to our records.
c) Information which this company does not have supporting information to confirm.
6.1 Company
6.2 Name of person who completed
the form
6.3 Position of person who
completed the form
6.4 Signature of person who
completed the form
6.5 Date of signature
Page 24 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Use this section to provide any information that you cannot fit in the appropriate section of
the form. Enter the reference number for the relevant question in the ‘number’ column and
indicate if you are the candidate or the current or former employer in the ‘provided by’
column.
Number
RSSB
Additional information
Provided by
Page 25 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Appendix C Examples of major life events
C.1.1
There are situations which could impair cognitive performance in the short term, such as
the death of a loved one, divorce, or illness. While these events are likely to cause
considerable emotional stress to the individual, any decrement in performance would be
temporary, and the individual would recover without any long term impact.
C.1.2
There are other conditions that could cause long term, or permanent decrement to the
individual’s cognitive performance and impact on the likelihood that they would be suitable
for a safety-critical role.
C.1.3
The list below (C1.4) provides examples of significant events or conditions that could lead
to cognitive impairment and affect a candidate’s suitability. This is not an exhaustive list.
Consideration of the types of events shown below may be used to decide whether
reassessment using the psychometric assessment process is required. The list is to be
used only for this purpose and not to eliminate or discriminate against candidates.
C.1.4
Examples of significant events or conditions that could affect cognitive performance
include:
Serious illness (including Cancer, Bacterial Meningitis).
Stroke.
Significant accident or injury.
Traumatic brain injury.
Brain Tumour.
Degenerative disorders (for example dementias).
Progressive disorders (for example Multiple Sclerosis, Parkinson’s Disease).
Toxic or metabolic disorders (for example alcohol related disorders, neurotoxins).
Oxygen deprivation.
Alcohol or substance abuse / long term use of medication.
Epilepsy /seizures.
Psychological illness such as: clinical / serious depression, clinically diagnosed
anxiety, Post-Traumatic Stress Disorder.
Motor Neurone Disorder.
Sleep Disorder (for example Sleep Apnoea).
C.1.5
If there is evidence that a significant event or condition has occurred, it is recommended that
an assessment is completed by either, depending on the nature of the assessment, a medical
professional / practitioner, psychologist registered by the Health and Care Professions Council
or an individual suitably qualified to undertake such assessments, to determine the extent to
which the significant event and / or condition may have affected the cognitive performance of
the train driver.
Page 26 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Appendix D Audit protocol for the train driver psychometric
assessment process
D.1
Before commencing the audit
D.1.1
The auditor (internal or external) is to obtain a full copy of the last internal and external
audit and review for specific previous non-compliances, which are to be investigated and
confirmation of corrective action obtained at this audit. If any of these have not been
satisfactorily addressed they are to be categorised as a C grade and dealt with accordingly
as detailed in Section D4.
D.1.2
The auditor is to obtain a list identifying all assessments carried out since the last
equivalent audit, to identify candidate’s records to be checked (Section D2).
D.1.3
The auditor is to obtain a list of approved assessor(s) for the assessment provider (usually
an assessment centre), their competency records and sample signatures and use these to
decide who will be interviewed as part of the audit and for cross-checking against
assessment documentation.
D.2
Sampling and sample size
D.2.1
The minimum number of candidate records to be physically checked is six for an internal
audit and 24 for external audits. Candidate records are to be selected at random by the
auditor from all candidate records generated since the last equivalent (ie internal or
external) audit.
D.2.2
Depending on the extent and / or severity of non-compliances discovered (Section D4)
from the first sample of candidate records, a second sample (minimum 12) can be taken to
further define the extent of any problem.
D.3
D.3.1
D.4
Audit duration
An external audit is to be conducted in greater detail than an internal audit and as such it is
recommended that an external audit is undertaken over two days, with one day for
assessing how assessments are conducted and one day for interviews and assessing
documentation.
Audit rating, non-compliance and actions arising
D.4.1
The Audit Form sets out standards of compliance for each audit area, termed compliance
area (Section D6). The auditor is to rate each compliance standard being assessed using
the audit rating described in Table 3.
D.4.2
The compliance standards are drawn from a number of sources including:
RIS-3751-TOM.
The Train Driver Assessment Procedures Manual.
Test manual: Multimodal Interview, Situational Judgement Exercise and Written
Communication Test.
General information on the Register of the British Psychological Society’s
Qualifications in Test Use.
D.4.3
RSSB
The auditor is also to ensure that the relevant timescales for action to be completed and
requirements for audit, detailed in Table 3, are adhered to.
Page 27 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Audit rating
Examples in respect of the
non-compliance (including
but not limited to)
Timescale for actions to be completed
and requirement for audit
A - Meets specification
Psychometric process meets
the requirements as set out in
this document.
None
B - Minor noncompliance with
specification
Erroneous database entries.
To be rectified within one month of audit
and specifically checked and confirmed at
next equivalent audit as per schedule ie
either internal or external.
Some, but less than 2%, errors
in grading / scoring with no
effect on outcome.
Administrative errors.
Other non-serious noncompliances.
C - Serious noncompliance with
specification
More than 2% errors in grading
/ scoring results with no effect
on outcome.
To be rectified within one month of audit
and specifically checked and confirmed at
next equivalent audit which is to be an
external audit within 6 months whether such
was scheduled or not.
D - Serious noncompliance with
specification with
safety-critical
implications
Assessments or audits carried
out, scored or checked by
unqualified staff.
The auditor is to immediately and
separately notify the Chair of the Driver
Selection Governance Group (DSGG) via
Rail Assessment Centre Forum (RACF)
Chair in writing. The assessment provider
(usually an assessment centre) is to rectify
the matter immediately and confirm that this
has been done to the auditor and DSGG via
the RACF Chair.
Grading / scoring resulting in
passing otherwise failed
candidates.
Failure to update database.
A Director of the assessment provider is to
confirm all non-compliant actions are
addressed, in writing, via the RACF
Chairperson.
The specific areas of non-compliance
identified are to be checked and confirmed
at next audit, which is to be an external
audit within three months. Further audits
will be at the expense of the assessment
provider.
Table 3
D.4.4
D.5
Audit criteria, example indicators, timescales for actions to be completed and
requirements for audit
Following identification of non-compliance, the Chair of RACF will establish a recovery plan
with the assessment provider and, when it has been actioned and the non-compliance
remedied, they will inform all companies who use the audited assessment centre of this
change in status.
Audit findings
D.5.1
The findings and recommendations of the audit are to be comprehensively documented,
communicated to relevant parties and detail the areas of compliance, non-compliance and
the corrective actions that will be undertaken to address non-compliance.
D.5.2
A copy of the audit documentation is to be:
Page 28 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Retained on file at the assessment centre.
Sent to the Chair of the RACF.
Distributed to all companies procuring a selection service for train driving from the
assessment provider.
D.6
Audit Form
Instructions for the use of this form
1. This Audit Form provides the auditor with a comprehensive structure for undertaking
an audit.
2. Section 1 requires general information including names of assessor(s), date of audit
etc.
3. This is followed by Section 2 which requires a summary of identified noncompliances. This can be completed by the auditor at the end of the audit.
4. The framework is then split into three sections – Section 3: Housekeeping, Section 4:
Delivery of Assessment Centre and Section 5: Historical Data.
Each of these sections are structured as follows:
a) Compliance area.
b) Compliance standard that is being assessed.
c) Auditor’s rating of each compliance standard - A, B, C or D.
d) Source(s) of evidence.
e) Recommended method of collecting evidence.
f) Comments from the auditor and / or interview questions if non-compliance is
detected.
g) Date of audit.
5. Section 6 provides the assessor competence recording sheet. The auditor is required
to record relevant certifications, registrations and qualifications for each assessor.
6. Section 7 provides the historical data check sheet. The auditor is required to record
the details of the candidate records checked as part of the audit.
7. Work systematically through this Audit Form. Inability or refusal of the assessment
provider to allow the auditor unhindered access to the selected records,
documentation or staff is to be treated as a serious non-compliance and dealt with
accordingly.
8. If no assessment activity is taking place at the time of an external audit then the audit
is to cover Section 3 - Housekeeping and Section 5 – Historical Data until such time
as Section 4 - Delivery of Assessment Centre can be carried out.
RSSB
Page 29 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Section 1. General information
1.1 Type of audit (circle appropriate box)
External
Internal
1.2 Auditor name
First name
Surname
1.4 Date of audit
From
To
1.5 Name of assessor(s) audited
First name
Surname
1.6 Audit decision (circle appropriate box)
Audit acceptable
Areas of non-compliance
1.7 Has audit certificate been issued (circle appropriate
box)?
Yes
No
1.3 Name of assessment centre(s) being audited
1.8 If audit certificate has not been issued, what is the
reason?
1.9 Date of next audit
Page 30 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Section 2. Summary of non-compliance
The auditor should complete this section if non compliances have been identified.
2.1 Compliance rating
2.2 Remedial action to be taken
2.3 By date
2.4 By whom
2.5 Date compliance
achieved
2.1.1 Compliance area and
relevant standard(s) assessed
as B
2.1.2 Compliance area and
relevant standard(s) assessed
as C
2.1.3 Compliance area and
relevant standard(s) assessed
as D
Rating Key: B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with specification with
safety-critical implications
RSSB
Page 31 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Section 3. Housekeeping
3.1 Compliance area
3.2 Compliance
standard
3.1.1 Suitable
accommodation



3.1.2 Security/confidentiality
of documentation, materials
and electronic media



3.1.3 Working order of
computer for Vienna Test
System (WAFV, ATAVT,
2HAND) and Situational
Judgement Exercise

3.1.4 Audio equipment in
working order



3.3 Rating
3.4 Source(s) of
evidence
3.5 Method of
collecting
evidence
Suitable
lighting/light/
temperature.
Refreshments
available.
Low noise.
Environment
Inspection
Test materials.
Procedures
manual.
Security of
passwords and
access to RACF
Database to
authorised persons.
Document
Availability of
spares.
Mechanical
soundness.
Lead assessor
Interview
Audio equipment in
good working order.
Volume control
adjustable.
Observation
Inspection
3.6 Comments/Questions/Notes
(if non-compliant)
3.7 Date
Audited
Computer

How do you ensure that the
computer equipment is
regularly maintained?
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 32 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
3.1 Compliance area
3.2 Compliance
standard
3.1.5 Train driver assessment
procedures manual is
complete and up to date



3.1.6 Rail Assessment
Centre Forum meetings
3.1.7 Evidence of assessor
competence
3.4 Source(s) of
evidence
3.5 Method of
collecting
evidence
Manual complete.
Manual up to date.
Manual contains
example materials.
Lead assessor
Document

Periodic intervals –
evidence of
attending 50%, ie
two meetings per
year
Lead assessor
Document

Please provide evidence of
attendance at Rail
Assessment Centre Forum
meetings in the last 12
months.

Each assessor
carrying out the
Multimodal
Interview (MMI)
holds an MMI
Certificate.
Each assessor
holds the ‘Test
User: Occupational,
Ability’ British
Psychological
Society (BPS)
qualification’.
Each assessor is
registered with the
ORR as a
‘psychologist’.
Document
Documents

Use the sheet in Section 6 to
record:


3.3 Rating
3.6 Comments/Questions/Notes
(if non-compliant)
3.7 Date
Audited
a. Names of assessor(s)
carrying out MMI and
certification expiry date.
b. Checks that assessor(s)
hold the ‘Test User:
Occupational, Ability’
British Psychological
Society (BPS)
qualification’.
c.
Checks that assessor(s)
are on the ORR register
as a ‘psychologists’.
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 33 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
3.1 Compliance area
3.2 Compliance
standard
3.1.8 Periodic monitoring of
assessor competence


Verbal evidence.
Written evidence.
3.3 Rating
3.4 Source(s) of
evidence
3.5 Method of
collecting
evidence
3.6 Comments/Questions/Notes
(if non-compliant)
Lead assessor
Interview

Document



3.1.9 Re-testing policy


3.1.10 Condition of test
booklets

Candidate retesting policy.
Re-testing in
accordance with the
requirement set out
in RIS-3751-TOM
or other equivalent
documented
standard.
Lead assessor
Interview
Document
Inspection
Sample of books
are free of
defacements and in
good condition.
Document



3.7 Date
Audited
How is assessor’s
competence monitored over
time?
Provide documented evidence
of competence.
How regularly is the
monitoring undertaken?
Who undertakes it?
Outline the re-test policy that
you operate for train driver
assessment.
How do you implement the retest policy?
How do you ensure that the
assessment cannot be taken
more than twice?
Inspection
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 34 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
3.1 Compliance area
3.2 Compliance
standard
3.1.11 Storage and retention
of candidate files





RSSB
Candidate files
securely stored.
Candidate files only
contain original test
material in line with
the re-test policy.
All ‘passes’ kept
until the candidate
achieves the age of
retirement – stored
using any system
that allows sight of
the assessor’s
signature.
All documentation
relating to a ‘fail’
kept pending the
outcome of the next
external audit and
then destroyed in
line with the re-test
policy.
Candidate files ‘life
expired’ contain
only relevant
documentation ie
Candidate Details
Questionnaire
(CDQ)
Overall Marking
Sheet (OMS)
Candidate Profile
Form (CPF).
3.3 Rating
3.4 Source(s) of
evidence
3.5 Method of
collecting
evidence
Observation
Inspection
3.6 Comments/Questions/Notes
(if non-compliant)
3.7 Date
Audited
Page 35 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
3.1 Compliance area
3.2 Compliance
standard
3.1.12 Liaison with relevant
manager and feedback on
candidate results



Candidate Profile
Form (CPF)
provided to relevant
manager.
No results advised
by any other means
before the form is
completed and
signed.
Raw scores and
number of
questions
completed not
stated.
3.3 Rating
3.4 Source(s) of
evidence
3.5 Method of
collecting
evidence
3.6 Comments/Questions/Notes
(if non-compliant)
Lead assessor
Interview


3.7 Date
Audited
What do you do if a manager
contacts you and asks for
results to be given verbally,
before the CPF is completed?
What do you do if a manager
requests raw scores or the
number of questions
completed by a candidate?
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 36 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Section 4. Delivery of assessment centre
4.1 Overall delivery
4.1.1 Compliance area
4.1.2 Compliance
standard
4.1.1.1 Candidate
preparation






4.1.1.2 Completion of test log

4.1.3 Rating
4.1.4 Source(s)
of evidence
4.1.5 Method of
collecting
evidence
4.1.6 Comments/Questions/Notes
(if non-compliant)
Completion of CDQ.
Photographic ID
verification.
Check RACF
database to establish
prior assessments.
Preparation of
individual candidate
files (including OMS,
CDQ and CPF).
Check for special
requirements.
Treatment of dyslexic
candidates according
to RSSB guidance2.
Lead assessor
Document

Inspection
Interview
Correct and
complete.
Document



4.1.7 Date
Audited
What would you do if a
candidate had not received the
practice material at least seven
days prior to the assessment
taking place?
What would you do if a
candidate has identified other
issues that could affect their
performance at the
assessment?
What do you do if you establish
a candidate is not eligible to
undertake the assessment?
What do you do if a candidate
claims they have dyslexia?
Inspection
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
2 Guidance provided within RSSB’s frequently asked questions (FAQ) for the implementation of the new train driver psychometric assessment process, as published on the RSSB
website.
RSSB
Page 37 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.1.1 Compliance area
4.1.2 Compliance
standard
4.1.1.3 Introducing the
session
Introduction covering:














4.1.3 Rating
4.1.4 Source(s)
of evidence
4.1.5 Method of
collecting
evidence
Lead assessor
Observation
4.1.6 Comments/Questions/Notes
(if non-compliant)
4.1.7 Date
Audited
Personal
introductions and
welcome.
Fire instructions.
Tea and coffee
facilities.
Arrangements for
lunch.
Smoking regulations.
Switching off mobile
phones.
Location of toilets.
Wearing glasses.
Factors affecting
performance.
Programme for the
day.
Why assessment
exercises are used.
Test validity.
Selection process
after the assessment.
Any questions.
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 38 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.2 Administration of Group Bourdon test
4.2.1 Compliance area
4.2.2 Compliance
standard
4.2.1.1 Test administration











Correct materials
available.
Correct
dissemination of
materials.
Adherence to Test
Administration
Instructions.
Clear diction.
Appropriate pacing
of delivery.
Interpersonal style.
Deals with
candidates’
questions.
Vigilant / walks
round room during
test.
Takes corrective
action where
appropriate.
Accurate timing of
session.
Concludes test
session effectively.
4.2.3 Rating
4.2.4 Source(s)
of evidence
4.2.5 Method of
collecting
evidence
4.2.6 Comments/Questions/Notes
(if non-compliant)
Assessor
Observation


4.2.7 Date
Audited
What corrective action do you
take if a candidate disrupts a
testing session?
Why do you use the particular
action that you have taken?
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 39 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.2.1 Compliance area
4.2.2 Compliance
standard
4.2.1.2 Scoring test



4.2.1.3 Recording test scores




4.2.3 Rating
4.2.4 Source(s)
of evidence
4.2.5 Method of
collecting
evidence
4.2.6 Comments/Questions/Notes
(if non-compliant)
Scoring is
conducted carefully
and correctly.
Scoring in line with
the current Train
Driver Assessment
Procedures Manual
(TDAPM).
Scoring is doublechecked for
accuracy.
Assessor
Observation


How are errors picked up?
What do you do to minimise the
number of errors?
Scores are
transferred to the
OMS correctly.
Pass / fail is
correctly calculated.
Pass / fail is
correctly entered in
the relevant boxes
provided on the
OMS in line with the
TDAPM.
Group Bourdon
Test Paper is
stored within the
candidate’s
individual file.
Assessor


How are errors picked up?
What do you do to minimise the
number of errors?
Inspection
Observation
Inspection
4.2.7 Date
Audited
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 40 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.3 Administration of Trainability for Rules and Procedures Test Part One
4.3.1 Compliance area
4.3.2 Compliance
standard
4.3.1.1 Test administration











Correct materials
available including
audio equipment.
Correct
dissemination of
materials.
Adherence to Test
Administration
Instructions.
Clear diction.
Appropriate pacing
of delivery.
Interpersonal style.
Deals with
candidates’
questions.
Vigilant / walks
round room during
test.
Takes corrective
action where
appropriate.
Accurate timing of
session.
Concludes test
session effectively.
4.3.3 Rating
4.3.4 Source(s)
of evidence
4.3.5 Method of
collecting
evidence
4.3.6 Comments/Questions/Notes
(if non-compliant)
Assessor
Observation


4.3.7 Date
Audited
What corrective action do you
take if a candidate disrupts a
testing session?
Why do you use the particular
action that you have taken?
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with Safety-critical implications.
RSSB
Page 41 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.3.1 Compliance area
4.3.2 Compliance
standard
4.3.1.2 Scoring test



4.3.1.3 Recording test scores




4.3.3 Rating
4.3.4 Source(s)
of evidence
4.3.5 Method of
collecting
evidence
4.3.6 Comments/Questions/Notes
(if non-compliant)
Scoring is
conducted carefully
and correctly.
Scoring in line with
the current Train
Driver Assessment
Procedures Manual
(TDAPM).
Scoring is doublechecked for
accuracy.
Assessor
Observation


How are errors picked up?
What do you do to minimise the
number of errors?
Scores are
transferred to the
OMS correctly.
Assessment
outcome is correctly
calculated.
Assessment
outcome is correctly
entered in the
relevant boxes
provided on the
OMS in line with the
TDAPM.
Answer Sheet is
stored within the
candidate’s
individual file.
Assessor


How are errors picked up?
What do you do to minimise the
number of errors?
Inspection
Observation
Inspection
4.3.7 Date
Audited
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 42 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.4 Administration of Trainability for Rules and Procedures Test Part Two
4.4.1 Compliance area
4.4.2 Compliance
standard
4.4.1.1 Test administration











RSSB
Correct materials
available.
Correct
dissemination of
materials.
Adherence to Test
Administration
Instructions.
Clear diction.
Appropriate pacing
of delivery.
Interpersonal style.
Deals with
candidates’
questions.
Vigilant / walks
round room during
test.
Takes corrective
action where
appropriate.
Accurate timing of
session.
Concludes test
session effectively.
4.4.3 Rating
4.4.4 Source(s)
of evidence
4.4.5 Method of
collecting
evidence
4.4.6 Comments/Questions/Notes
(if non-compliant)
Assessor
Observation


4.4.7 Date
Audited
What corrective action do you
take if a candidate disrupts a
testing session?
Why do you use the particular
action that you have taken?
Page 43 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.4.1 Compliance area
4.4.2 Compliance
standard
4.4.3 Rating
4.4.4 Source(s)
of evidence
4.4.5 Method of
collecting
evidence
4.4.6 Comments/Questions/Notes
(if non-compliant)
4.4.7 Date
Audited
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
4.4.1.2 Scoring test



Scoring is
conducted carefully
and correctly.
Scoring in line with
the current Train
Driver Assessment
Procedures Manual
(TDAPM).
Scoring is doublechecked for
accuracy.
Page 44 of 67
RIS-3751-TOM Issue Three : March 2015
Assessor
Observation
Inspection
RSSB


How are errors picked up?
What do you do to minimise the
number of errors?
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.4.1 Compliance area
4.4.2 Compliance
standard
4.4.1.3 Recording test scores




Scores are
transferred to the
OMS correctly.
Assessment
outcome is correctly
calculated.
Assessment
outcome is correctly
entered in the
relevant boxes
provided on the
OMS in line with the
TDAPM.
Answer Sheet is
stored within the
candidate’s
individual file.
4.4.3 Rating
4.4.4 Source(s)
of evidence
4.4.5 Method of
collecting
evidence
4.4.6 Comments/Questions/Notes
(if non-compliant)
Assessor
Observation


Inspection
4.4.7 Date
Audited
How are errors picked up?
What do you do to minimise the
number of errors?
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 45 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.5 Administration of Test of Everyday Attention – Occupational (TEA-Occ)
4.5.1 Compliance area
4.5.2 Compliance
standard
4.5.1.1 Test administration











Correct materials
available.
Correct
dissemination of
materials.
Adherence to Test
Administration
Instructions.
Clear diction.
Appropriate pacing
of delivery.
Interpersonal style.
Deals with
candidates’
questions.
Vigilant during test.
Takes corrective
action where
appropriate.
Accurate timing of
session.
Concludes test
session effectively.
4.5.3 Rating
4.5.4 Source(s)
of evidence
4.5.5 Method of
collecting
evidence
4.5.6 Comments/Questions/Notes
(if non-compliant)
Assessor
Observation


4.5.7 Date
Audited
What corrective action do you
take if a candidate disrupts a
testing session?
Why do you use the particular
action that you have taken?
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 46 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.5.1 Compliance area
4.5.2 Compliance
standard
4.5.1.2 Scoring test



4.5.1.3 Recording test scores




4.5.3 Rating
4.5.4 Source(s)
of evidence
4.5.5 Method of
collecting
evidence
4.5.6 Comments/Questions/Notes
(if non-compliant)
Scoring is
conducted carefully
and correctly.
Scoring in line with
the current Train
Driver Assessment
Procedures Manual
(TDAPM).
Scoring is doublechecked for
accuracy.
Assessor
Observation


How are errors picked up?
What do you do to minimise the
number of errors?
Scores are
transferred to the
OMS correctly.
Grades are
correctly calculated.
Assessment
outcome is correctly
entered in the
relevant boxes
provided on the
OMS in line with the
TDAPM.
Answer Sheet is
stored within the
candidate’s
individual file.
Assessor


How are errors picked up?
What do you do to minimise the
number of errors?
Inspection
Observation
Inspection
4.5.7 Date
Audited
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 47 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.6 Administration of Vienna Test System Tests (WAFV, ATAVT, 2HAND)
4.6.1 Compliance area
4.6.2 Compliance
standard
4.6.1.1 Test administration









4.6.1.2 Scoring test

4.6.3 Rating
4.6.4 Source(s)
of evidence
4.6.5 Method of
collecting
evidence
4.6.6 Comments/Questions/Notes
(if non-compliant)
Adherence to Test
Administration
Instructions.
Effective
organisation of the
log in process.
Clear diction.
Appropriate pacing
of delivery.
Interpersonal style.
Deals with
candidates’
questions.
Vigilant / walks
round room during
test.
Takes corrective
action where
appropriate.
Concludes test
session effectively.
Assessor
Observation

Customised Vienna
Test System (VTS)
report used.
Assessor

4.6.7 Date
Audited
What corrective action do you
take if a candidate disrupts a
testing session?
Why do you use the particular
action that you have taken?
Observation
Inspection
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 48 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.6.1 Compliance area
4.6.2 Compliance
standard
4.6.1.3 Recording test scores




Scores are
transferred to the
OMS correctly.
Pass / fail is
correctly calculated.
Pass / fail is
correctly entered in
the relevant boxes
provided on the
OMS in line with the
TDAPM.
Print of the VTS
report is stored
within the
candidate’s
individual file.
4.6.3 Rating
4.6.4 Source(s)
of evidence
4.6.5 Method of
collecting
evidence
4.6.6 Comments/Questions/Notes
(if non-compliant)
Assessor
Observation


Inspection
4.6.7 Date
Audited
How are errors picked up?
What do you do to minimise the
number of errors?
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 49 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.7 Administration of the Situation Judgement Exercise (SJE)
4.7.1 Compliance area
4.7.2 Compliance
standard
4.7.1.1 Test administration










4.7.1.2 Scoring test

4.7.4 Source(s)
of evidence
4.7.5 Method of
collecting
evidence
4.7.6 Comments/Questions/Notes
(if non-compliant)
Adherence to Test
Administration
Instructions.
Effective
organisation of the
log in process.
Clear diction.
Appropriate pacing
of delivery.
Interpersonal style.
Deals with
candidates’
questions.
Vigilant / walks
round room during
test.
Takes corrective
action where
appropriate.
Concludes test
session effectively.
No time limit is
imposed.
Assessor
Observation

SJE Results and
Interview Notes
(SJE RIN)
document produced
for each candidate.
Assessor
Page 50 of 67
RIS-3751-TOM Issue Three : March 2015
4.7.3 Rating

Observation
Inspection
RSSB
What corrective action do you
take if a candidate disrupts a
testing session?
Why do you use the particular
action that you have taken?
4.7.7 Date
Audited
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.7.1 Compliance area
4.7.2 Compliance
standard
4.7.1.3 Recording test scores

4.7.3 Rating
Scores are
transferred to the
OMS correctly.
4.7.4 Source(s)
of evidence
4.7.5 Method of
collecting
evidence
4.7.6 Comments/Questions/Notes
(if non-compliant)
Assessor
Observation


Inspection
4.7.7 Date
Audited
How are errors picked up?
What do you do to minimise the
number of errors?
4.8 Conducting the Multimodal Interview (MMI)
4.8.1 Compliance area
4.8.2 Compliance
standard
4.8.1.1 Administration of
the Pre-Interview Form
(PIF)


PIF administered at
the assessment
centre.
Adequate time
allowed to complete
PIF.
4.8.3 Rating
4.8.4 Source(s)
of evidence
4.8.5 Method of
collecting
evidence
Assessor
Observation
4.8.6 Comments/Questions/Notes
(if non-compliant)
4.8.7 Date
Audited
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 51 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.8.1 Compliance area
4.8.2 Compliance
standard
4.8.1.2 Rating evidence
and decision making





Evidence marked on
the SJE RIN correctly
according to the
current MMI test
manual.
Ratings correctly
calculated according
to the proportion of
positive and negative
evidence as detailed
in the current MMI
test manual.
Overall score for the
behavioural criteria
correctly calculated
using combination of
MMI ratings and SJE
scores according to
the current MMI test
manual.
Topic area scores
and assessment
outcome correctly
transferred to the
OMS.
PIF and SJE RIN
stored within the
candidate’s individual
file.
4.8.3 Rating
4.8.4 Source(s)
of evidence
4.8.5 Method of
collecting
evidence
Assessor
Observation
4.8.6 Comments/Questions/Notes
(if non-compliant)
4.8.7 Date
Audited
Inspection
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 52 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.9 Feedback to candidates
4.9.1 Compliance area
4.9.2 Compliance
standard
4.9.1.1 Offering feedback

4.9.1.2 Candidate feedback
Feedback is:




4.9.1.3 Candidate questions
All candidates are
offered feedback on
their assessment
results.


4.9.4 Source(s)
of evidence
4.9.5 Method of
collecting
evidence
Assessor
Observation
Assessor
Observation
Assessor
Observation
4.9.6 Comments/Questions/Notes
(if non-compliant)
4.9.7 Date
Audited
Meaningful.
Accurate.
Fair.
In line with the
guidance provided
in the MMI test
manual, and
includes
assessment
outcome.
During the feedback:

4.9.3 Rating
Candidate is given
the opportunity to
ask questions.
Points are clarified
by the assessor.
Candidate is invited
to comment on the
assessment
process.
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 53 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.9.1 Compliance area
4.9.2 Compliance
standard
4.9.1.4 Candidates fully
informed
Assessor explains:




4.9.3 Rating
4.9.4 Source(s)
of evidence
4.9.5 Method of
collecting
evidence
Assessor
Observation
4.9.6 Comments/Questions/Notes
(if non-compliant)
4.9.7 Date
Audited
How the results will
be used.
Who will have
access to the
results.
Test validity.
Storage of results
on National
Database.
4.10 Preparing the Candidate Profile Form (CPF)
4.10.1 Compliance area
4.10.2 Compliance
standard
4.10.1.1 Making the overall
assessment decision

Overall assessment
decision is made
correctly in line the
current Train Driver
Assessment
Procedures Manual
(TDAPM).
4.10.3
Rating
4.10.4 Source(s)
of evidence
4.10.5 Method of
collecting evidence
Assessor
Document
4.10.6
Comments/Questions/Notes (if
non-compliant)
4.10.7
Date
Audited
Document
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 54 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
4.10.1 Compliance area
4.10.2 Compliance
standard
4.10.1.2 Preparation of
Candidate Profile Form
(CPF)








Assessment outcome
is entered correctly on
the CPF.
Name, national
insurance number,
assessment date and
company assessed for
are accurately entered.
Re-test box ticked
‘Yes’ or ‘No’.
Result for each
selection criterion
correctly entered.
Overall Assessment
Result is clearly
identified on CPF.
CPF is signed by the
supervising assessor.
CPF is signed by the
interviewer (if different
from the supervising
assessor).
CPF is checked and
verified by a qualified
train driver assessor
(where assessment
provider has more than
one qualified train
driver assessor).
4.10.3
Rating
4.10.4 Source(s)
of evidence
4.10.5 Method of
collecting evidence
Assessor
Document
4.10.6
Comments/Questions/Notes (if
non-compliant)
4.10.7
Date
Audited
Document
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 55 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Section 5. Historical data
5.1 Compliance area
5.2 Compliance standard
5.1.1 Candidate files
audited


5.1.2 Content of
candidate files
External Audit – a
minimum of 24 candidate
files to be examined.
Internal Audit – a
minimum of six candidate
files to be examined.
For candidates who have
completed the full assessment
each file should contain all the
original assessment centre
documentation, that is:









5.3 Rating
5.4 Source(s)
of evidence
5.5 Method of
collecting
evidence
Document
Inspection
Document
Inspection
5.6 Comments/Questions/Notes
(if non-compliant)
5.7 Date
Audited
CDQ.
OMS.
CPF (where appropriate).
Group Bourdon, TRP1,
TRP 2 and TEA-Occ
Answer Sheets.
VTS report.
PIF.
Completed SJE RIN.
CPF should be clearly
endorsed for re-test.
Re-test documents
transferred into current
candidate file.
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with Safety-critical implications.
Page 56 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
5.1 Compliance area
5.2 Compliance standard
5.1.3 Candidate files accuracy of scoring
and recording of Group
Bourdon test




5.1.4 Candidate files accuracy of scoring
and recording of TRP
Part One test




5.3 Rating
5.4 Source(s)
of evidence
5.5 Method of
collecting
evidence
Scoring in line with the
current Train Driver
Assessment Procedures
Manual (TDAPM).
Errors account for no
more than one in six test
papers.
Scores shown on the
OMS are accurately
recorded.
Assessment outcome on
the CPF accurately
reflects that of the OMS.
Document
Inspection
Scoring in line with the
current Train Driver
Assessment Procedures
Manual (TDAPM).
Errors account for no
more than one in six test
papers.
Scores shown on the
OMS are accurately
recorded.
Assessment outcome on
the CPF accurately
reflects that of the OMS.
Document
Inspection
5.6 Comments/Questions/Notes
(if non-compliant)
5.7 Date
Audited
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 57 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
5.1 Compliance area
5.2 Compliance standard
5.1.5 Candidate files accuracy of scoring
and recording of TRP
Part Two test




5.1.6 Candidate files accuracy of scoring
and recording of TEAOcc test




5.3 Rating
5.4 Source(s)
of evidence
5.5 Method of
collecting
evidence
Scoring in line with the
current Train Driver
Assessment Procedures
Manual (TDAPM).
Errors account for no
more than one in six test
papers.
Scores shown on the
OMS are accurately
recorded.
Assessment outcome on
the CPF accurately
reflects that of the OMS.
Document
Inspection
Scoring in line with the
current Train Driver
Assessment Procedures
Manual (TDAPM).
Errors account for no
more than one in six test
papers.
Scores shown on the
OMS are accurately
recorded.
Assessment outcome on
the CPF accurately
reflects that of the OMS.
Document
Inspection
5.6 Comments/Questions/Notes
(if non-compliant)
5.7 Date
Audited
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 58 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
5.1 Compliance area
5.2 Compliance standard
5.1.7 Candidate files accuracy of scoring
and recording of VTS
tests



5.1.8 Candidate files –
recording and scoring
of SJE and MMI




5.1.9 Candidate files –
overall assessment
rating

5.3 Rating
5.4 Source(s)
of evidence
5.5 Method of
collecting
evidence
Scoring is done using
customised report function
of VTS.
Scores shown on the
OMS are accurately
recorded.
Assessment outcomes on
the CPF accurately reflect
that of the OMS.
Document
Inspection
Scoring in line with the
current MMI and SJE Test
Manual.
Errors account for no
more than one in six test
papers.
Scores shown on the
OMS are accurately
recorded.
Assessment outcomes on
the CPF accurately reflect
that of the OMS.
Document
Inspection
No evidence of a
candidate ‘failing’ an
assessment but receiving
a ‘pass’ at the
assessment centre.
Document
Inspection
5.6 Comments/Questions/Notes
(if non-compliant)
5.7 Date
Audited
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
RSSB
Page 59 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
5.1 Compliance area
5.2 Compliance standard
5.1.10 Candidate files
– National Database
entry





Candidate information
entered accurately onto
National Database.
All biographical data
recorded on the CDQ
entered onto the National
Database.
Data entered within seven
working days of the
assessment.
Errors account for no
more than two of the
candidates entered onto
the National Database,
within an external audit.
Errors account for no
more than one of the
candidates entered onto
the National Database,
within an internal audit.
5.3 Rating
5.4 Source(s)
of evidence
5.5 Method of
collecting
evidence
Document
Inspection
5.6 Comments/Questions/Notes
(if non-compliant)
5.7 Date
Audited
Rating Key: A - Meets requirements. B - Minor non-compliance with specification. C - Serious non-compliance with specification. D - Serious non-compliance with
specification with safety-critical implications.
Page 60 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Section 6. Assessor competence recording sheet
The auditor should use this sheet to record the following.
6.1 MMI Certification
6.1.1 Name of assessor(s) carrying out MMI
6.1.2 Expiry date of MMI Certificate
6.2 Test User: Occupational Ability Qualification
6.2.1 Name of assessor(s)
6.2.2 Date of qualification
6.3 ORR register of psychologists
6.3.1 Name of assessor(s)
RSSB
6.3.2 Is the assessor on the ORR
register for psychologists? (circle
as appropriate)
Yes
No
Yes
No
6.3.3 Date of registration
Page 61 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Section 7. Historical data check sheet
The auditor should use this sheet to record the details of the candidate records checked as part of the audit.
7.1 General information
7.1.1 Date of history check
7.1.2 Name of auditor(s) conducting check
7.2 Historical data checked
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
Page 62 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
National
Database
entry
Candidate
profile
OMS
SJE and
MMI
PIF
7.2.6 Comments
VTS
TEA-Occ
7.2.5 Item checked (tick)
TRP2
7.2.4
Database
input
date
TRP1
7.2.3
Assessment
date
Group
Bourdon
7.2.2 Candidate
name
CDQ
7.2.1
No
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
National
Database
entry
Candidate
profile
OMS
SJE and
MMI
PIF
7.2.6 Comments
VTS
TEA-Occ
7.2.5 Item checked (tick)
TRP2
7.2.4
Database
input
date
TRP1
7.2.3
Assessment
date
Group
Bourdon
7.2.2 Candidate
name
CDQ
7.2.1
No
16
17
18
19
20
21
22
23
24
RSSB
Page 63 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Appendix E Recommended qualifications, competences and
experience for internal and external auditors
E.1.1
Internal and external auditors require competence of the psychometric assessment
process and of auditing. Railway undertakings are to satisfy themselves that auditors are
competent for the tasks they undertake. This may be achieved through obtaining auditing
formal qualifications or by any other means deemed appropriate.
E.1.2
Recommended specific qualifications, competences and experience for internal and
external auditors of the train driver psychometric assessment process are:
‘Test User: Occupational, Ability’ British Psychological Society (BPS) qualification.
Registration on the British Psychological Society’s Register of Qualified Test Users.
Registration on the Office of Rail Regulation (ORR) list of registered psychologists.
Certificate to conduct the Multi-Modal Interview.
Full delivery of the psychometric assessment process specified in this document and
knowledge of the risks this process is intended to control.
Two years or more experience conducting train driver psychometric assessment, of
which at least six months is current at the time of the audit.
Knowledge of the audit protocol specified in this document.
Knowledge and application of good practice in audit planning, interviewing and
reviewing, documentation review and observation, written and verbal communications.
Page 64 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Definitions
2HAND Two Hand Coordination Test
A computerised psychological assessment tool designed to measure hand coordination.
Assessment Centre
An organisation or part of an organisation that provides train driver psychometric
assessment services to railway undertakings. Assessment centres can be within or
external to a railway undertaking.
Assessment method
A standardised way of measuring one or more of the train driver selection criteria.
Assessor
Any person competent to administer the train driver psychometric assessment process.
ATAVT Adaptive Tachistoscopic Traffic Test
An adaptive computerised psychological assessment tool designed to measure perception.
Behavioural aptitudes selection criteria
The selection criteria that relate to the behavioural tendencies of the candidate as relevant
to safe train driving.
Candidate
A person being considered by a railway undertaking for a role as a train driver.
Candidate Details Questionnaire (CDQ)
Document to record a set of pre-defined candidate details relevant to the train driver
psychometric assessment process, as outlined in this document.
Candidate Profile Form (CPF)
Document to record, for each candidate, the assessment results of the train driver
psychometric assessment process, as outlined in this document.
Driver
Any person competent and authorised to drive trains.
Fairness
A psychometric assessment method is considered to be fair if it does not unjustifiably
discriminate against any respondent groups based on any protected characteristic as
defined by the Equality Act 2010.
Group Bourdon
A paper-based psychometric test designed to measure attention.
Multi-Modal Interview (MMI)
Interview process used in conjunction with the situational judgement exercise to assess the
behavioural aptitudes selection criteria.
Occupational testing
The use of psychometric assessment methods as part of a selection process for a job.
Overall Marking Sheet (OMS)
Document to record a candidates scores for each assessment method undertaken as part
of the train driver psychometric assessment process, as outlined in this document.
Pre Interview Form (PIF)
A paper based form, completed by the candidate, to gather relevant information to inform
the focus of questions asked in the Multi-Modal Interview (MMI).
RSSB
Page 65 of 67
RIS-3751-TOM Issue Three : March 2015
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
Psychometric assessment process
The standardised assessment of safety-related cognitive, psychomotor and behavioural
aptitudes for candidate train drivers. The process consists of standard selection criteria
and assessment methods as set out in Appendix A.
Reliability
The extent to which a psychometric assessment method produces consistent results under
similar conditions.
Safety-critical work
This term is used as defined in The Railways and Other Guided Transport Systems
(Safety) Regulations 2006 [ROGS] (as amended).
Selection criteria
Aptitudes or skills that candidates must possess to a sufficient level in order to be
considered as potential train drivers.
Selection process
The entire recruitment process including: advertising the role and attracting candidates, the
application process, sifting applications, the standardised psychometric assessment
process, any additional psychometric assessments, any additional interviews or
assessments and the final recruitment decision.
Situational Judgement Exercise (SJE)
A computerised measure of behavioural aptitudes for train driving. It is designed to be
used with the Multi-Modal Interview.
Test of Everyday Attention – Occupational (TEA-Occ)
A paper-based psychometric assessment designed to measure attention.
Train
This term includes an on-track machine being driven outside a possession.
Trainability for Rules and Procedures Test (TRP)
A paper-based psychometric assessment designed to measure memory and reasoning.
Train Driver Assessment Procedures Manual
Document containing detailed instructions about how to administer the psychometric
assessment process.
Validity
The extent to which a psychometric assessment method measures what it is intended to
measure.
WAFV Vigilance Test
A computerised psychological assessment tool designed to measure vigilance.
Written Communication Test
A paper-based psychometric assessment designed to measure written communication
skills.
Page 66 of 67
RIS-3751-TOM Issue Three : March 2015
RSSB
Uncontrolled When Printed
Document comes into force 06/06/2015
Supersedes RIS-3751-TOM Iss 2 as of 06/06/2015
Rail Industry Standard for Train Driver Selection
References
The Catalogue of Railway Group Standards give the current issue number and status of
documents published by RSSB. This information is also available from
www.rgsonline.co.uk.
RGSC 01
RGSC 02
Railway Group Standards Code
The Standards Manual
Documents referenced in the text
Railway Group Standards
GO/RT3119
GO/RT3451
Accident and Incident Investigation
Train Drivers – Suitability and Medical Fitness
Requirements
Other References
BS ISO 10667-1:2011
Assessment service delivery — Procedures and methods
to assess people in work and organizational settings. Part
1: Requirements for the client
BS ISO 10667-2:2011
Assessment service delivery — Procedures and methods
to assess people in work and organizational settings. Part
2: Requirements for service providers
ORR (2014)
Guide to the Train Driving Licences and Certificates
Regulations – includes the referenced Annex B5
RSSB (2006)
Psychometric testing - a review of the train driver selection
process: Recommendations for standardising and
improving the selection process (T340 Report)
RSSB (2010)
Driver Selection: Development Phase - Updated selection
criteria and validation study (T628 Report)
RSSB (2012)
Driver selection: Implementation phase (T948)
TDLCR (2010)
Train Driving Licences and Certificates Regulations
Other relevant documents
RSSB documents
GO/RT3452
Train Movement – Medical Fitness Requirements
Other references
Equality Act (2010)
The Railways and Other Guided Transport Systems (Safety) Regulations 2006 [ROGS] (as
amended)
RSSB
Page 67 of 67
RIS-3751-TOM Issue Three : March 2015