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Individual Differences and the "High-Risk" Commercial Driver (2004)

Chapter: Appendix F - Sample Tools for Improved Driver Selection and Monitoring

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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
×
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Suggested Citation:"Appendix F - Sample Tools for Improved Driver Selection and Monitoring." National Academies of Sciences, Engineering, and Medicine. 2004. Individual Differences and the "High-Risk" Commercial Driver. Washington, DC: The National Academies Press. doi: 10.17226/13770.
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F-1 This appendix contains a variety of safety management “tools” developed for use by fleet safety managers and CMV drivers. The material in this appendix has been contributed by co-authors Carmen Daecher and James S. York. 1. Driver Hiring Process. Contributed by the Daecher Consulting Group. 2. Application for Employment. Contributed by the Daecher Consulting Group. 3. Structured Personal Interview. Contributed by the Daecher Consulting Group. 4. Minimum Driver Eligibility Criteria. Contributed by Jim York of Zurich Services Corporation. 5. Driver Safety Record. Contributed by Jim York of Zurich Services Corporation. 6. Performance Coaching Job Aid. Contributed by Jim York of Zurich Services Corporation. APPENDIX F SAMPLE “TOOLS” FOR IMPROVED DRIVER SELECTION AND MONITORING

APPENDIX F-1 DRIVER HIRING PROCESS (Contributed by Daecher Consulting Group) F-2

F-3 APPENDIX F-2 APPLICATION FOR EMPLOYMENT (Contributed by Daecher Consulting Group)

F-4

F-5

Personal interviews are used to determine both the skills and the attitudes of applicants. Usually, the interviewer assesses the applicant on a variety of subjective items. Although the approach is not scientifically reliable, many employers have developed a skill in selecting employees appropriate for their organizations. Loose, unstructured interviews are no longer an acceptable selection protocol. A recent Supreme Court decision (Watson vs. Fort Worth Bank and Trust) held that subjective promotion and selection systems are subject to the same scientific standards of job relatedness and validity as more formal tests. For this reason, structured interviews which follow a prescribed set of questions should be used in lieu of informal and unstructured interviews. The questions included in a structured interview should have empirical, logical or theoretical connections with the position for which the interview takes place. That is, there has to be a direct connection between the questions asked and the job responsibilities. The interviewer should be trained in the use of the structured interview process and should have a working knowledge of the requirements of the job for which the applicant is interviewing. All information gathered up to this point should be available to the person who conducts the interview. Any questions or concerns that arise because of information obtained during the review of previously collected information should be addressed during this personal interview. Finally, we believe structured face-to-face interviews yield more consistent and accurate results than informal or unstructured interviews. Like advertising an open position and the telephone interview, the face-to-face structured interview has several functions: • Detect any undesirable employment traits of applicants • Select only the best qualified applicants • Sell the applicants on accepting a job offer Generally, driver applicants aren’t comfortable in a job interview setting. The interviewer is responsible for managing the interview. This begins with a warm welcome in an atmosphere conducive to conversation. Remember, the applicant is forming an impression of your company. Be friendly, but also be precise in what you say. Leave little room for interpretation. You should begin with an overview of your company, your mission, strategy, size, areas of operation, and stability. Next discuss the personality of your company and how the drivers fit into that personality. Explain the duties and responsibilities of the job and ask the applicant if he or she feels comfortable with them. Happiness or unhappiness is often the result of improperly developed expectations. Do not oversell the job. If you paint a rosy picture of the day-to-day life the driver can expect and it turns out something less than that, you will eventually lose him or her anyway. On the other hand, don’t speak of the job in such negative terms that the applicant loses interest. Your task is to identify qualified applicants. Remember, misrepresented or miscommunicated expectations are a root cause of turnover and occasionally result in legal action. F-6 APPENDIX F-3 STRUCTURED PERSONAL INTERVIEW (Contributed by Daecher Consulting Group)

F-7 HOW TO USE THE STRUCTURED INTERVIEW FORM 1. Complete the sections describing your organization. You can add, delete, or edit as appropriate for your needs. 2. Make enough copies so that one form can be used for each interview. 3. Before the interview begins, review the information on the form. Complete the following spaces: a. Applicant’s name b. Your name and title c. Date of interview d. Time started. 4. Conduct your interviews as discussed in the previous section. 5. As the applicant responds, take notes. It will not be possible to write out every word - just jot down key points. 6. Review the information recorded with each question and rate the individual’s response per the following scale: 5: Superior (significantly above criteria required for successful job performance) 4: Good (generally exceeds criteria relative to quality and quantity of behavior required) 3: Acceptable (generally meets criteria) 2: Marginal (generally does not meet criteria) 1: Unacceptable (significantly below criteria required for successful job performance). Occasionally, an applicant’s response will give no clear-cut indication as to his potential performance in a specified area. When this occurs, rate 0. There will sometimes be indications that the person behaves differently under different conditions. Do not hesitate to give a range, for instance, 4-2 (which means that on some occasions they are more than acceptable, while on other occasions they may be less than acceptable). Finally, when an applicant’s performance falls slightly above or below a particular number, do not hesitate to use a + or a - sign to suggest the direction in which you are leaning. Regardless of your hiring decision, make the structured interview form a part of the applicant file.

F-8 STRUCTURED INTERVIEW FORM Categories: I. Company Background II. Basic Driver-Applicant Information III. Understanding the Job IV. Safety V. Interpersonal VI. Stability/Tolerance VII. Reliability VIII. Composite Sheet I. COMPANY BACKGROUND Our company was founded in ____________. We operate in _____ states. We are a ________________________________________ (include brief description of your company and its history). We have __________ locations and operate ____________ power units. Our company philosophy is ____________________________________________. We attempt to hire drivers who _______________________________________________________. When you join our company, you can expect _________________________________. We have ____________ drivers. The average length of time on the road is ___________________. You can expect to be home___________________________. Include information on: • Pay Scales & Systems • Incentive Programs • Award Programs • Equipment Types & Assignment • Dispatch System

F-9 II. BASIC DRIVER-APPLICANT INFORMATION Name: _____________________________________________________________________ Age: ________ Current Address:_________________________________________________________________ Current Place of Employment: ______________________________________________________ ______________________________________________________________________________ Why Does He/She Want to Leave?___________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Education Level:_________________________________________________________________ When Did He/She Take Their First Job?______________________________________________ Average Stay with a Company:_____________________________________________________ Expectations of This Job:__________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Questions on Previous Employers Besides the Latest One. ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Questions on Violations & Accidents Listed on the Application. ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Questions on Previous Employer Responses. ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________

F-10 Questions on Licenses & Experience. ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Any other questions that arise as a result of information obtained during previous steps in the hiring process. ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ III. UNDERSTANDING THE JOB 1. What do you like best about your job as a driver? Give me examples. Like Best Why 2. What do you like least about your job as a driver? Give me examples. Like Least Why 3. What are your standards of success in your job? What have you done to meet these standards? Standard Action Result 4. In your current or most recent position, how do (did) you define "doing a good job?" Are (were) you doing a good job? How do (did) you know? Give us examples. Definition Action Result 5. What do you think it takes to be a top-notch driver? How do you match up? Standard Result 6. What makes the job of driving difficult for people? What makes it difficult for you? Definition Result

F-11 ______________________________________________________________________________ IV. SAFETY 1. Everyone has had to bend rules, at times, to get a job done. Share some examples of when you had to do this. Situation Action Result 2. Give some examples of safety requirements that were part of your job at ___________. How did you honor these requirements? Requirement How Honored 3. Give me an example of when you recognized and corrected an unsafe situation. Situation Action Result 4. What kinds of accidents or near accidents have you had? (Probe for a cause.) Accident Cause Result 5. What is the difference between a safe driver and an unsafe driver? Difference Result 6. In most cases, which factor contributes most to accidents (e.g., road conditions; traffic; other drivers; weather; visibility; you, the driver)? Factor Result Notes: ______________________________________________________________________________ Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________

F-12 V. INTERPERSONAL 1. How much customer interaction do (did) you have on your job? What are the pros and cons of dealing with customers? Amount of Interaction Result 2. Sooner or later, we have to deal with a customer who makes unreasonable demands. Think of a time when you had to handle unreasonable requests. What did you do? Situation Action Result 3. Have you ever had to go the "extra mile" to satisfy a customer? Give me an example. Situation Action Result 4. Contrast times when you have been effective in handling customer complaints and times when you have not. What did you do differently in these situations? Effective Ineffective Difference 5. Give me an example of when you recognized and corrected an unsafe situation. Situation Action Result 6. What is the key to dealing successfully with others? Key Result Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ VI. STABILITY/TOLERANCE 1. Everyone loses his or her temper once in a while. Tell me about the time when you last lost your temper. What led up to it and what was the result? Situation Result

F-13 2. What kinds of pressure do you feel on the job? Tell me about them. Have you dealt with them? Pressure When, How Coped? Effect 3. What are the highest pressure situations you have been under in recent years? How did you cope? Situation Result 4. How do you deal with someone who is obviously trying to give you a hard time? Situation Result 5. By hiring an employee, our company is making a financial investment. Why should we invest in you, ______________________ ? (name) Answer 6. How does someone really get under your skin? Situation Result Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ VII. RELIABILITY 1. Our bosses are not always completely satisfied with the way we do things. Can you give me some examples of when this happened to you? Project Action Result 2. What personal sacrifices do (did) you make to do your job effectively? Situation Sacrifice (Why?) Result 3. What are some valid reasons for not living up to a commitment? Reasons Result 4. In doing a job, sometimes we have to make a trade-off between quality and quantity.

F-14 How do you decide? How Notes: ______________________________________________________________________________ ______________________________________________________________________________ VIII. COMPOSITE SHEET UNDERSTANDING THE JOB Has a distorted or inaccurate view of the driving job. May have glorified view - sees the good, but not the bad. Has a fairly well balanced perspective. Understands what the job entails for the most part. Knows what the job entails, clear picture of what it's all about and what he/she needs to do to succeed. 1 2 3 4 5 Notes: ______________________________________________________________________________ ______________________________________________________________________________ SAFETY Seems unaware of safety issues. Willing to let some safety issues slide (e.g., pre-trip). Doesn't take ownership of safety problems--points to others, believes he/she can't make a difference. Aware of some, but not all crucial issues. Does most of the important things. Believes he/she is partially responsible. Recognizes extreme impor- tance of safety. Follows regs and SOPs to the "T". Believes he/she is totally responsible for safety problems. 1 2 3 4 5 Notes: ______________________________________________________________________________ ______________________________________________________________________________

F-15 INTERPERSONAL Rude, offensive, argumentative. “It's not my job” and does the minimum needed to get by. Hot and cold. Works O.K. with some, has trouble with others. Will help out at times when convenient and when he/she feels like it. Cordial, respectful, co- operative. Eager and willing to help others in need of assistance. 1 2 3 4 5 Notes: ______________________________________________________________________________ ______________________________________________________________________________ STABILITY/TOLERANCE Impulsive, flies off the handle. Argumentative. Rigid. Has difficulty dealing with shifting priorities. Unwilling to put up with difficulties or inconveniences. Can react when “hot button” is pushed. Likes consistency. Will tolerate only so much, then will put his/her foot down. Restrained, steady, calm, relaxed. Flexible, will go with the program. Will tolerate inconveniences when required. 1 2 3 4 5 Notes: _____________________________________________________________________________ _____________________________________________________________________________ RELIABILITY Careless with respect to commitments, casual about his/her responsibilities. Unreliable. Cannot be counted on for much of anything. Keeps commitments some - times - depends on circumstances, but will usually come through. Will not really push himself when he/she should. Responsible - takes commitment seriously. Will go out of his/her way to get the job done. Can be counted on to come through for the company. 1 2 3 4 5 Notes: _____________________________________________________________________________ _____________________________________________________________________________

Background In an effort to ensure that the most competent and safe drivers are employed at Any Company USA, the following eligibility requirements must be met by each prospective/current employee seeking/holding a position as a driver of a commercial motor vehicle. Minimum Age: 21 Language: Must be able to speak and write the English language. Required License: Must possess a valid driver’s license with the applicable endorsements to operate the vehicle within the department to which applicant has applied for employment. Experience: Must demonstrate a minimum of two years total experience, with at least one year “in-type” (similar to prospective position). MVR Quality: No more than one conviction for moving violations within the previous 12 months. No more than two convictions for moving violations within the previous 24 months. No more than three convictions for moving violations in the previous 36 months. Accident History: No more than one preventable accident in the previous 12 months and no more than two preventable accidents in the previous 36 months. No more than one major preventable accident within the previous 36 months. Disqualifying Offenses: No applicant may have been convicted for any of the disqualifying offenses defined at 49 CFR Part 383.51 and 383.53 of the Federal Motor Carrier Regulations. Criminal History: The review committee must review any applicant with a prior criminal history. Physical Qualifications: Each applicant must meet the requirements defined at 49 CFR Part 391.41 of the Federal Motor Carrier Safety Regulations. F-16 APPENDIX F-4 MINIMUM DRIVER ELIGIBILITY CRITERIA (Contributed by Jim York, Zurich Services Corporation)

F-17 Definitions Moving Violation: A conviction, that occurred in a commercial or non-commercial motor vehicle for any of the following offenses: Speeding: less than 15 mph over the posted speed limit Failure to obey traffic control device Improper passing Improper turn Failure to yield right of way Preventable Accident: An accident, as ruled by the review committee, where the driver failed to do everything that reasonably could have been done to avoid the incident Major Preventable Accident: A preventable accident arising from a lane change, rear end collision, or intersection incident, which resulted in a fatality, injury requiring treatment away from the scene, or disabling damage (tow away) to any vehicle(s). Disqualifying Offense: Any of the drug or alcohol or serious traffic violations, committed in a commercial or non-commercial motor vehicle, which are defined at 49 CFR Part 383.51 of the Federal Motor Carrier Safety Regulations. Generally, those violations include: • Drug or alcohol violations 1. Driving while under the influence of alcohol as prescribed by state law. 2. Driving while under the influence of a controlled substance 3. Refusing to take a drug or alcohol test • Serious traffic violations 1. Speeding for any speed equal to or greater than 15 mph over the posted speed limit 2. Reckless driving as defined by State or local laws 3. Improper or erratic lane changes 4. Following too closely Disqualification provisions Drivers convicted for the first Drug or Alcohol violation within the previous five years are disqualified for driving for a period of one year. Drivers convicted for the second serious traffic violation within a the previous 36 month period are disqualified for driving for a 60 day period.

APPENDIX F-5 DRIVER SAFETY RECORD (Contributed by Jim York, Zurich Services Corporation) Driver Name: Terminal Name: Incident Date and Performance Step Calendar Year: 2004 Calendar Year: 2005 Safety Incident J a n . F e b . M a r . A p r . M a y J u n . J u l . A u g . S e p . O c t . N o v . D e c . J a n . F e b . M a r . A p r . M a y J u n . J u l . A u g . S e p . O c t . N o v . D e c . Preventable Accident Major Preventable Accident Moving Violation DOT Violation Spill/Contamination Other: Notes to Terminal/Branch Managers: 1. Use this form to track the safety record of each employee during a 24 month period. 2. Enter the date and “Step Number” in the appropriate year/month box. For example, you were notified that driver John Doe’s violation record indicated a speeding (Moving) violation, which occurred on June 25, 2004. This was his first moving violation within a 24 month period. This incident would be entered in the “Moving Violation” row as 25/1 in the June, 2004 grid box. DEFINITIONS Preventable Accident: An accident, as ruled by the review committee, where the driver failed to do everything that reasonably could have been done to avoid the incident Major Preventable Accident: A preventable accident arising from a lane change, rear end collision, or intersection incident, which resulted in a fatality, injury requiring treatment away from the scene, or disabling damage (tow away) to any vehicle(s) Moving Violation Violations noted in driving record. Examples include: speeding, failure to obey traffic warning device/sign, following too closely, unsafe lane change, & etc. DOT Violations Other violations of the Federal Motor Carrier Safety Regulations. Examples include: log violation (false logs, over hours, no/missing logs)

Name: Employee ID: Position: Date Hired: Location Incident Review Record the issue or opportunity regarding a specific safety incident noted in the driver’s safety performance record. Please provide details and dates: Intervention Step Please indicate the appropriate intervention step: Verbal (Step One) Written (Step Two) Decision Making Day (Step Three)     Termination (Step Four) Intervention and Action Plan Part One: Employee Employee’s action plan to resolve the noted safety issue (to be filled out by the employee). Specifically, the plan must state what you, the employee, intend to do differently, to prevent future occurrences. Part Two: Supervisor Supervisor’s action plan to resolve the noted safety issue (to be filled out by the supervisor). Specifically, the plan must state what you, the manager, intend to provide for the employee (e.g., training, information, etc.). Certification Employee Date Supervisor Date F-19 APPENDIX F-6 PERFORMANCE COACHING JOB AID (Contributed by Jim York, Zurich Services Corporation)

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TRB's Commercial Truck and Bus Safety Synthesis Program (CTBSSP) Synthesis 4: Individual Differences and the “High-Risk” Commercial Driver explores individual differences among commercial drivers, particularly as these differences relate to the “high-risk” commercial driver. The synthesis identifies factors relating to commercial vehicle crash risk and assesses ways that the high-risk driver can be targeted by various safety programs and practices, at both fleet- and industry-wide levels.

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