1. NOT PROTECTIVELY MARKED 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

2. NOT PROTECTIVELY MARKED Developing and incorporating change. By Simulation Psychometrics & Psychomotor skill, monitoring & evaluation Challenging the NORMS of Driver Education

3. NOT PROTECTIVELY MARKED The Police issue, Changing Behaviour & Beliefs is our challenge

4. NOT PROTECTIVELY MARKED What is the underlying trend in Police accidents Dr. Best (2002), (Best and Eves) reported “Too much discretion being afforded to police drivers”

5. NOT PROTECTIVELY MARKED Facing the challenges of Fleet Driver Education Gadget 1999 Merit 2005 Hermes 2007 Corporate Killing What or who is taking the lead in Driver Training and Education

6. NOT PROTECTIVELY MARKED Development of driver training A blended approach for evaluating driver behaviour Psychometric profiling - Objective Core on road skill transfer- Subjective Simulated evaluation- Objective

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

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

9. NOT PROTECTIVELY MARKED Are we still fixated with psychomotor evaluation  The RAC Foundation report (McKenna 2010) is now supporting previous research ( Struckman-Johnson et al 1989 ). Is suggesting that psychomotor driver training initiatives and interventions may have an adverse effect on driving performance improvements.

10. NOT PROTECTIVELY MARKED Blending your approach Ir3 Monitoring of behavioural outputs Psychomotor Psychomet rics Simulator Measuring Driver Efficiency Coaching Psychometric Profiling Do you need to go on road to evaluate?

11. NOT PROTECTIVELY MARKED Example: Psychometric Profiling Pre CoachingPost Coaching

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

13. NOT PROTECTIVELY MARKED The Future Behavioural Risk Profile: Fatigue Resistance

14. NOT PROTECTIVELY MARKED

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

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

17. NOT PROTECTIVELY MARKED Simulation  Hazard perception testing.  Emergency brake testing.  Celeration or mean speed evaluation = Green and safer driving. (Wahlberg 2003)(Morgan 2010)

18. NOT PROTECTIVELY MARKED Core driver training: GDE- How we implement it Vehicle Control Goals for life and skills for living Traffic rules Co-operation Hazard perception Automatisation Lifestyle, age, group, culture, social position etc. vs. driving behaviour PSYCHOMETRICSPSYCHOMETRICS

19. NOT PROTECTIVELY MARKED Changing Driver Behaviour  Driver behaviour expresses underlying thoughts, feelings and emotions  This behaviour can be influenced by addressing what underlies it

20. NOT PROTECTIVELY MARKED Structure for development The three dimensions and a new Behaviour It must become personal to me –Reflective (A compelling Reason for change) i.e. It feels like it fits me and I feel comfortable with it It must lead to outcomes that I prefer (Suitable alternative) i.e. That I like better than other options It must make sense and fit with my values, principles beliefs and commitments

21. NOT PROTECTIVELY MARKED 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

22. NOT PROTECTIVELY MARKED  Improved fleet profiling 2010/11 saw actual savings of £842,135 2011/12 saw actual savings of £812,000  Reductions in fleet costs 2010/12 saw end of year accident figures down 20.7%  2011/12 saw end of year cost for vehicle hire spend at a 50% reduction equal to a saving of £163,000.

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

24. NOT PROTECTIVELY MARKED Thank You Questions ?