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Sgt Gareth MORGAN
Driver Training Manager
South Wales Police
MSc. Driver Behaviour and
Education
Queens Award for innovation 2008
MAIRSO
Blue Light users Chairman 2011
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Developing and incorporating
change.
By
Simulation
Psychometrics
&
Psychomotor skill, monitoring &
evaluation
Challenging the NORMS
of Driver Education
The Police issue,
Changing Behaviour & Beliefs is our challenge
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What is the underlying trend in Police accidents
•
Dr. Best (2002), (Best and Eves) reported
“Too much discretion being afforded to police
drivers”
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Facing the challenges of Fleet Driver Education
•Gadget 1999
•Merit 2005
•Hermes 2007
•Corporate Killing
What or who is taking the lead in
Driver Training and Education
Development
of
driver
training
A blended approach for evaluating driver behaviour
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 Psychometric profiling - Objective
 Core on
road skill transfer- Subjective
 Simulated evaluation- Objective
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What’s missing in driver training?
What’s covered on driver training courses?
Routinely based upon Psychomotor analysis
What’s NOT covered on driver training courses?
Effective analysis of Behavioural traits
Drivers know what to do,
but they don’t always do what they know!
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Driver coaching & Behavioural Study
•
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90% of accidents are as a result of Human
Behaviour,
So, How do you challenge beliefs about behaviour
•
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Are we still therefore stuck at core psychomotor input, which
is labour intensive and expensive
What do you challenge on
e.g. Fleet assessments
Remedy of driver faults
Isn’t this what we have always done!
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Are we still fixated with psychomotor evaluation

The RAC Foundation report (McKenna 2010) is
now supporting previous research (Struckman-Johnson
et al 1989).
Is suggesting that psychomotor driver training
initiatives and interventions may have an
adverse effect on driving performance
improvements.
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Blending your approach
Simulator
Psychomet
rics
•Measuring Driver Efficiency
•Coaching
Psychomotor
•Psychometric Profiling
Ir3 Monitoring of
behavioural
outputs
•Do you need to go on road
•to evaluate?
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Example: Psychometric Profiling
Pre Coaching
Post Coaching
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Resulting feedback
•
•
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Yes that's me
I never really realised until now what I was doing
I accept I need to make a change
I can’t believe it
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Reflective journal fundamentally ties the candidate into
the process
The Future
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Behavioural Risk Profile: Fatigue Resistance
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Ir3: Effective measure of driver behaviour
We Know
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Who they are
Where they are
How fast they drive
How long they took to get there
If they used blue lights
Compliance with training
A management tool to effect behavioural change.
Remember! Drivers know what to do they just don't
always do what they know
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The Twin Forces of Motivation
The need to avoid pain and the need to gain pleasure
Both pain and pleasure are feelings:PAIN : Failing their driving
course, Not being
accepted by colleagues
PLEASURE :
Speed
Feelings of control
Increased self esteem
Pain is strongest motivator - people will do more to
avoid pain than to gain pleasure!
Simulation
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Hazard perception testing.
Emergency brake testing.
Celeration or mean speed evaluation = Green and safer
driving.
(Wahlberg 2003)(Morgan 2010)
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Core driver training: GDE- How we implement it
Traffic rules
Co-operation
Hazard perception
Automatisation
Vehicle
Control
P
S
Y
C
H
O
M
E
T
R
I
C
S
Goals for life and
skills for living
Lifestyle, age,
group, culture,
social position
etc. vs. driving
behaviour
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Changing Driver Behaviour
Driver behaviour expresses underlying
thoughts, feelings and emotions
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This behaviour can be influenced by
addressing what underlies it
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Structure for development
The three dimensions and a new Behaviour
•
It must become personal to me –Reflective (A
compelling Reason for change)
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It must lead to outcomes that I prefer (Suitable
alternative)
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i.e. It feels like it fits me and I feel comfortable with it
i.e. That I like better than other options
It must make sense and fit with my values, principles
beliefs and commitments
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Coaching / Mentoring Schemes in Industry
New insurance agents with coaches / mentors:
sell 20% more than those without
and are
13.5% more likely to survive the first year
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Improved fleet profiling
2010/11 saw actual savings of £842,135
2011/12 saw actual savings of £812,000
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Reductions in fleet costs
2010/12 saw end of year accident figures down 20.7%
 2011/12 saw end of year cost for vehicle hire spend at a
50% reduction equal to a saving of £163,000.
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Fundamental change to SWP use of fleet
•
Officers are now open to the
•
change in behavioural approach to
are now actively supporting this
coaching
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Management have engaged and
approach as an intervention
You don't always need to use on
highway techniques to deliver
driver training
•
In association with supportive
interventions force accident rate is
down by 20.7% since 2010
This is saving YOU the Tax payer money
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Thank You
Questions ?