It was acceptable in the 80s- The validation of the train driver psychometric assessment process

A standardised psychometric approach for train drivers has been in place since 1988. It consists of selection criteria that are relevant to train driving, an assessment method for each criterion and associated pass marks. The... [ view full abstract ]

A standardised psychometric approach for train drivers has been in place since 1988. It consists of selection criteria that are relevant to train driving, an assessment method for each criterion and associated pass marks. The purpose of the standardised assessment process is to assess whether candidates meet a safe minimum standard in attributes that are necessary for safe train driving. The psychometric assessment process has been designed to ensure that applicants who would be unsuitable for employment as drivers, either because they are at risk of being unsafe drivers or of being unable to cope with the demands of the training and the work, are not recruited. It therefore provides a robust assessment against a minimum standard of the key aptitudes required for safe train driving. This standard assessment is defined in a Rail Industry Standard (RIS-3751-TOM) and is known as the train driver psychometric assessment process.

Apart from a few minor changes to the methods and process, the approach largely remained unchanged for over 20 years. There were several reasons why the psychometric assessment process needed updating. Firstly, the selection criteria had to be updated to be more tailored to modern and future train driving and help duty holders meet their obligations to use a psychometric assessment for train driver selection as a requirement within the Train Driving Licences and Certificates Regulations (TDLCR) 2010. Secondly, it needed to address weaknesses in the current assessment process regarding reliability validity, and fairness to candidates in ethnic minority groups. In a review of the process, project T340 (RSSB, 2005) recommended that new assessment methods needed to be identified due to inconsistent evidence of validity of the current assessment methods and to incorporate current good practice. There was also a need to ensure that the process complied with the Equality Act 2010 (HMSO, 2010).

The ongoing industry strategy for train driver psychometric assessment includes evaluation of the new process at the earliest opportunity and to quickly make changes if there are any concerns. This is necessary to ensure the process remains relevant and changes with the times. To enable this to happen, RSSB is carrying out the first validation of the new process using training and job performance data since implementation of the new process in October 2013.

This paper will provide a brief overview of the train driver psychometric assessment process and background to its development based on RSSB research projects T340 (2005), T628 (2010) and T948 (2012). The paper will detail the preliminary findings of the validation project that will be reviewing the reliability, validity and fairness of the current train driver psychometric assessment process. The project will eventually make recommendations for any necessary updates or improvements to the process with changes being reflected in amendments to the RIS and relevant assessment centre paperwork.