driver case study test

Driver CPC Case Studies LGV

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• Driving and transport
• HGV, bus and coach drivers

Become a qualified heavy goods vehicle (HGV) or bus driver

Driver cpc part 2 test: case studies.

You can book the part 2 case studies test of the Driver Certificate of Professional Competence ( CPC ) as soon as you’ve got your provisional licence. You do not need to have passed the Driver CPC part 1 theory test.

If you’re requalifying as a heavy goods vehicle ( HGV ) or bus driver by taking parts 2 and 4 of the test, you cannot book your test online. You have to book by phone instead.

Driver and Vehicle Standards Agency customer services Telephone: 0300 200 1122 (choose option 01) Monday to Friday, 8am to 4pm Find out about call charges

What to take to your test

You must bring one of the following:

• a Great Britain photocard driving licence
• a Northern Ireland photocard driving licence and paper counterpart
• an EU photocard driving licence (and paper counterpart, if you have one)

If you do not have a photocard driving licence, bring your paper licence and a valid passport.

Your test will be cancelled and you’ll lose your fee if you do not bring the right documents.

Revision and practice

You can use books or software to revise for the test and take practice tests.

You can buy:

• Driver CPC : the Official DVSA Guide for Professional Goods Vehicle Drivers online if you’re learning to drive a lorry
• The Official DVSA Guide to Driving Buses and Coaches book if you’re learning to drive a bus or coach

How the test works

The test is made up of 7 case studies you work through on a computer. The case studies are short stories based on situations that you’re likely to come across in your working life.

You’ll be asked between 6 and 8 multiple-choice questions on each case study.

The test lasts for 1 hour and 15 minutes, and the pass mark is 40 out of 50.

Your test result

You’ll get a letter with the results at the test centre.

You need the test pass reference number when you book your Driver CPC part 4 practical demonstration test.

The pass letter is valid for 2 years.

You need to pass the Driver CPC part 4 practical demonstration test within 2 years, otherwise you’ll have to pass the part 2 case studies test again.

If you fail the test

You’ll get a result letter with feedback telling you why you’ve failed.

You can book another case studies test straight away, but you cannot take it for another 3 clear working days.

Cancelled tests

You can apply for a refund of out-of-pocket expenses if DVSA cancels your test at short notice.

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Driver CPC Case Study Test UK 4+

Pass the hgv, lgv & pcv part 2, imagitech ltd.

• #20 in Education
• 4.2 • 369 Ratings

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Description.

Prepare for the GB/NI 2024 Driver CPC Part 2 case studies test using the UK’s LARGEST database of professionally written CPC questions for HGV/LGV and PCV drivers. WHAT’S INCLUDED? - Practise hundreds of interactive multiple-choice questions. - Covers every aspect of the Great Britain and Northern Ireland DVSA syllabus with the largest database of professionally written CPC questions. - Review your answers and read explanations to help improve your skills. - Sit hundreds of mock tests. - Over 40 minutes of professional video tutorials covering pre-driving checks, use of the tachograph and driver’s hours* - Learn the latest rules and regulations from a searchable Highway Code. - Keep a track of your progress to see if you’re test ready. - Optional English voiceover to help those with reading difficulties or dyslexia.* - No annoying ads to interrupt your learning. - Free in-house customer services and technical support ([email protected]). Practise interactive case studies covering the full DVSA syllabus: • Customer Service • Diet and Health • Documentation • Drivers' Hours • EcoSafe Driving • Health and Safety • Incidents, Emergencies and First Aid • Legal Matters • Licensing and Qualifications • Risk Factors • Speed, Height, Weight and Other Limits • Tachograph Use • Technical Matters • Vehicle Loading, Unloading and Security • Vulnerable Road Users • Working Time Directive ------------------------------------------------------------------------- * Internet access required for voiceovers and videos (WiFi recommended) IMPORTANT: The revision materials in this app are NOT the actual questions you will be asked in the official test. The DVSA do not release any of the live CPC questions, nor do they publish a revision question set. The questions in this product have been written by experts within the industry and cover the DVSA’s CPC test syllabus. The Official Highway Code is Crown Copyright material and reproduced under the terms of the Open Government Licence. ‘The Complete’ is a brand name owned by Driving Test Success Ltd. App developed by Imagitech Ltd ©2024. All rights reserved.

Version 1.0.50

Addition of subtitles for videos. Minor bug fixes.

Ratings and Reviews

369 Ratings

I passed JUST 41-50

I studied for around 6 hours using this app for one week. There were questions in the test that were not covered in this app I think resulting in my low score. I had done multiple mock tests on the app and quick tests but within the 6 hours had not covered all the content as it kept repeating the same case studies. There should be an option to practice individual case studies allowing you to complete the full content. Also the ability to flag a hole case study rather than individual questions would be handy, I had over 100 questions flagged. App is expensive but worth it for the pass had I failed my review may have been different 🙂

I downloaded this app on the recommendation of a friend in preparation for my CPC test. I had previously completed my theory and hazard perception 1 week prior and had my CPC booked for today (28feb) nearly a month later from sitting my theory and hazard perception, this was due to lack of available appointments. I started revising 2 weeks before my test, first going through all the case studies and then running 2 practice tests a day, flagging any questions I got wrong along the way and revisiting them on a daily basis. I would strongly suggest completing your theory first as a lot of the questions and answers are transferable, I would also suggest maybe sitting your CPC at least 2 weeks apart to give you time to go through this app. This way a lot of the theory stuff should still be fresh in your head. The questions on the actual test are “easy” if you’ve managed to pass your theory and can comfortably get a passing mark on this app. I was able to complete my test within 20 minutes or so. Definitely worth the cost and would recommend to anyone wanting to get a pass mark.

Passed 1st time

I used this app solidly for a week before my test and managed to pass it. While I do not recommend cramming like this, it is a testament to how much the app covers. (Give yourself 2 weeks minimum) What was frustrating is during the practice tests, any answers you got wrong it would just say no, the correct answer is ____. Instead I think instead of a straight yes or no there should be an explanation to give some context as to why a certain question is correct. E.g. Dave is able to drive 10 hours instead of 9 in a regular day as he is under domestic rules not EU rules.

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CPC - Driver Certificate of Professional Competence

You are here: Home » Book your Theory Test » CPC – Driver Certificate of Professional Competence

About the Driver CPC Theory Test

In order to professionally drive a Bus and/or a Truck you will need* to have a passed a Category D Bus and/or Category C Truck Driver Theory Test and the Driver CPC Case Study Test detailed below, before you can apply to the RSA for your Driver CPC Practical Test.

The Bus Module Test (BMT) or Truck Module Test (TMT) will supplement the full Category C or D Theory Test already obtained by the driver. To book please contact us .

*If you hold a full Driver Licence issued before 10th September 2008 for Category D (Bus) and before 10th September 2009 for Category C (Truck) you have ‘Acquired Rights’ and are automatically entitled to a Driver CPC certification. See RSA CPC Unit for more details.

Driver CPC Theory Test – Step 1

The Driver CPC – Step 1 is covered by the Category D Bus and/or Category C Truck Driver Theory Test. For further information and instructions on how to book these tests, please visit our Driver Theory Test section.

Driver CPC Case Study – Step 2

The Driver CPC – Step 2 is the final stage before your Category D Bus and/or Category C Truck Practical Test. Step 2 of the Driver CPC consists of 3 Case Studies relating to the vehicle category in which you wish to obtain a Driver Certificate of Professional Competence.

Three Simple Steps to Book your CPC Theory Test

• You can purchase online learning portal subscriptions, books and CD-ROMs at the Official Driver Theory Test Store .
• You can also purchase the official Learning App on the App Store (iOS devices) or on Google Play (Android) .

Please be advised that it is your responsibility to book the correct Theory Test category as this cannot be changed at the Test Centre.

Test Centre Locations

There are over forty Driver Theory Test locations throughout the Republic of Ireland. You can choose a Test Centre that is most convenient to you.

Please note that available appointment times may vary between Test Centres – you will be able to select your Test Centre and view its current appointment times at the online booking service.

See a full list of test centre locations and addresses:   DTT Test Centre Location Map  (PDF, 3mb).

Please note failure to bring correct identification will result in you not being able to test and you will lose your test fee. We ask that you please arrive 30 minutes ahead of your test time to allow for your check-in process.

We will only accept one of the following forms of identity (hard copy only – photocopy/pictures of ID are not acceptable):

• Public Services Card (with photograph)
• Passports (valid for international use only or up to maximum 12 months expired)
• Irish Passport Cards (valid for international use, not expired and in good condition)
• National Identity Card from EU/EEA Member States or Switzerland
• Irish Category B (Car) or Category A (Motorcycle) Learner Permit or Full Driving Licence (valid and in good condition – please use this official NDLS page to check the validity of your Licence or Learner Permit)
• Irish Travel Document (for more information see the Citizens Information website )
• Current Ukraine driving licence

Test Category CPC Bus or Truck Case Study exam

In addition to the identification requirement detailed above Test Category Bus (D) & Truck (C) Candidates must also bring with them:

• A full current Category B Irish Driving Licence (or one from an EU/EEA member state or Switzerland or Ukraine)
• A current Category C or D Irish Learner Permit (if applicable)
• A full current Category C or D Irish Driving Licence (or one from an EU/EEA member state or Switzerland or Ukraine)(if applicable)
• Ensure you follow the instructions clearly when entering your details during the booking process.
• You must ensure you use your full name as displayed on your Identification when making your booking.
• Spelling of the name on the identification with which you book your test must match the spelling of your name on the Identification exactly that you will present at the test centre.
• All candidates must present their Identification with some test categories requiring additional ID, please see Step 3: Check ID Requirements
• Should you require Assistance or language facility options please refer to our Test Day Assistance/Support section.
• Please Note: Candidates must schedule their exam using an Irish address. Candidates who have scheduled their exam using an address outside of the Republic of Ireland will not be allowed to test and will lose their fee. (To apply for an Irish Learner Permit or Driver Licence candidates must provide proof of an address in the Republic of Ireland)

Once you have carefully read through the steps required to schedule your Driver Theory Test, you may proceed to complete your booking in real time and receive immediate on-screen and email/letter confirmation.

Residency entitlement requirement to apply for a learner permit or driving licence:

You must be able to prove that you are a national of the European Union, European Economic Area or Switzerland or have leave to remain in Ireland to be eligible to apply for a learner permit or driving licence.

Please read the full list of documents which can be accepted as evidence of residency entitlement to apply for a learner permit or driving licence.

What are the costs?

Book your cpc test.

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• Bus and coach drivers
• Pass your learner tests

Driver Certificate of Professional Competence (CPC): what it is

You must have a Driver CPC before you can drive a passenger carrying vehicle (PCV) for a living .

The Driver CPC test has 4 parts

Part 1 driver cpc theory test, resources - driver cpc theory test.

Advice: Theory test preparation for PCV drivers

Practice theory test for bus and coach drivers (1 of 2)

Part 2 driver cpc case studies.

• 7 case studies (short stories based on situations)
• 50 questions (6-8 multiple choice questions on each case study)
• You have 1 hour 15 minutes
• Questions may be single response, multiple response, audio or click on a hot-spot
• Score at least 40 out of 50 to pass

Buy: Driver CPC: the official DVSA guide for professional bus and coach drivers

You do not need to pass the Driver CPC part 1 theory test before you book part 2.

If you're re-qualifying contact DVSA to book parts 2 and 4.

Part 3 Driver CPC off-road exercises and on-road driving test

Part 3a: off-road exercises.

• Lasts up to 30 minutes
• Includes an ‘S’ shaped reverse into a bay

Part 3b: on-road driving test

• Vehicle safety questions (see GOV.UK 'show me, tell me' links below)
• At least 1 hour of on-road driving

Buy: The Official DVSA guide for professional bus and coach drivers

Part 4 driver cpc practical demonstration test, the test covers 5 topics from the driver cpc syllabus.

• Score at least 15 out of 20 for each topic
• Achieve an overall score of at least 80 out of 100.

Your test may include being able to

• ability to load the vehicle with due regard for safety rules and proper vehicle use
• security of the vehicle and contents
• ability to prevent criminality and trafficking in illegal immigrants
• ability to assess emergency situations
• ability to prevent physical risk

When you've passed all 4 parts

You’ll receive a Driver Certificate of Professional Competence (CPC) Card , which you must carry with you whenever you're driving an HGV.

Acquired rights

If you’re already a professional driver, you may have ‘acquired rights’ to Driver CPC if you got your vocational licence (D, D1, D+E and D1+E) before 10 September 2009.

Having acquired rights does not exempt you from periodic training .

Renewing your Driver CPC for bus and coach

All professional bus and coach drivers must complete at least 35 hours of Driver CPC training every 5 years .

The training covers various aspects of professional driving and is delivered by independent training bodies.

What’s covered in your training is up to you and your employer, but it might include:

• fuel-efficient driving
• defensive driving techniques
• health and safety
• drivers’ hours regulations
• using tachographs.

One day’s training every year is ideal. It allows you to respond to each year’s priorities for your own continuing professional development and your employer’s changing business needs.

It can severely impact business planning and keep you off the road if too much of your training is left to the end of your card’s validity period. You also might not be able to find a trainer if demand is high.

It is illegal to drive professionally if you fail to complete your 35 hours periodic training by the deadline .

GOV.UK top links

Driver CPC overview

Driver CPC Part 1 Theory Test

Driver CPC Part 2 Case Studies

Driver CPC Part 3a Off-road exercises

Driver CPC Part 3b On-road driving

• Show me, tell me - vehicle safety questions without a trailer
• Show me, tell me - vehicle safety questions with a trailer

Driver CPC Part 4 Practical Demonstration

Driver CPC Syllabus

'Acquired rights' to Driver CPC explained

The national standard for driving buses and coaches

Other useful links

Industry Guide to Driver CPC (PDF 1.7MB)

Explore the topic

Related blog articles.

Driver Selection Tests and Measurement (2012)

Chapter: chapter five case studies.

Below is the uncorrected machine-read text of this chapter, intended to provide our own search engines and external engines with highly rich, chapter-representative searchable text of each book. Because it is UNCORRECTED material, please consider the following text as a useful but insufficient proxy for the authoritative book pages.

48 CHAPTER FIVE CASE STUDIES The 10 carrier case studies in this chapter are based on phone or face-to-face interviews with motor carrier safety manag- ers or other carrier officials with similar job titles and respon- sibilities. Most companies and interviewees were identified through the project safety manager surveys, although some were already known to the report authors. Interviewees were selected based on their carriers’ extensive and innovative practices (e.g., as indicated on surveys) relating to driver selection and hiring. Interviewees were recruited from the survey question- naires; respondents were asked if they wished to also par- ticipate in a phone interview on innovative carrier practices. Each interview followed the same general topic sequence, but specific questions varied in response to interviewee answers and carrier practices discussed. The sequence par- alleled the survey questionnaire, but with emphasis on car- rier practices. Usually this included practices or variations of practices not addressed in the questionnaire. The case studies summarize interviewee answers and highlight inno- vative driver selection practices for each carrier. In many cases, interview data were supplemented by a review of the carriers’ website content relating to driver qualifications and hiring. Companies are identified only as “Carrier A,” “Car- rier B,” and so on, unless the company explicitly requested to be identified by name. The 10 companies interviewed included large fleets (>1,000 vehicles), medium fleets (100–1,000 vehicles), and small fleets (<100 vehicles). They are further classified as follows: • Large for-hire TL carriers (A–D) • Medium for-hire TL carriers (E–F) • Large private truck fleet (G) • Medium private truck fleet (H) • Small bus fleets (I–J). The authors believe that all of the case study carriers have excellent overall safety programs and employ valid and effective hiring practices. Nevertheless, project resources did not permit formal evaluation of safety program effec- tiveness or validation of any driver selection practice. Inter- viewees reported that the following highlighted practices were effective, but in only a few cases did they cite rigorous evaluations of the practices. For consistency, all interviewees are termed safety man- agers (SMs), regardless of their actual specific job titles. Each case study includes a text box with five innovative driver selection practices. Practices were chosen for the text boxes based on the SMs’ enthusiasm for them and to present the widest possible range of worthwhile practices. Note also that, within each case study, qualitative statements made (e.g., importance of certain driver traits, effectiveness of specific selection methods) reflect the opinions of the inter- viewee, and not the necessarily the conclusions of this report. CASE STUDY A: LARGE TRUCKLOAD CARRIER Five Carrier A Innovative Hiring Practices • More than 20 minimum driver requirements listed on website • Three-stage approval process before full hire • Driving simulator used for road/range testing • Graduated progression to “A-Seat” driver status • In-house sleep lab for OSA testing Carrier A is an LTL carrier providing refrigerated, flatbed, and tanker service. It recruits both experienced and entry- level drivers. For the latter, the company offers paid train- ing and a graduated transition to full-service driving. After completing their training and obtaining a CDL, drivers are classified as “B Seat” for 60,000 miles of driving, and after satisfactory performance, are promoted to full “A Seat” sta- tus. The company’s director of safety has decades of experi- ence in carrier safety and operations, and is active in several national truck safety-related organizations. Carrier A’s website lists more than 20 minimum driver qualifications. For current CDL holders, driving history requirements for the past 3 years include no failed alcohol tests or alcohol-related driving charges, no reckless driving convictions or license suspensions for points, and no more

49 than four crashes or violations. The same requirements apply to new CDL candidates, except for the past crash/violation requirement, which is more strenuous. These applicants can have no more than three crashes or violations in the previous 3 years. Meeting minimum qualifications results in initial approval for hire, but candidates must then receive a “safety approval” following an in-house orientation, and an “opera- tional approval” after they are on the job. Approximately 10% of drivers with initial approvals wash out for safety reasons in the final two approval steps. The most common reasons for these late rejections are medical. In the study survey and in the follow-up interview, the director of safety stated the belief that driver factors (both enduring traits and temporary states) had greater effects on crash risk than did vehicle or roadway factors. Truck mechanical conditions causing crashes were considered rare. Roadway and environmental conditions may present challenges and force drivers to adjust, but the driver factor is still predominant in safety outcomes. This philosophy is reflected in the company’s rigorous and multi-element driver selection, training, and orientation procedures. Carrier A’s selection process includes other cutting-edge procedures. In lieu of road and range tests for drivers, the company uses a driving simulator. Driving simulators are used primarily for training, but many of the advantages of simulation apply to applicant assessment as well. Simulators have the following advantages: • Safety. No risk to the public and even dangerous maneuvers can be tested. • Efficiency. More skill tests and scenarios can be pre- sented in a given time. • Standardization. Conditions and events can be controlled. • Sophisticated measurement. Simulators offer more precise, quantitative analysis of performance. The simulated driving test for applicants provides a printout of performance, but the test is not fully automated. Rather, an experienced safety professional watches the driver perform and takes notes on driver performance and behavior. These notes include hard-to-measure behaviors like driver visual scanning and tendencies toward “competi- tive” driving. A second cutting-edge practice is the use of an in-house sleep lab to test both current drivers and applicants for OSA. Because of the time and expense of a sleep lab test, it is not used as part of initial screening but later in the process after the candidate has met other requirements. A medical questionnaire and physician exam prescreens candidates to determine which ones will require a sleep lab test. The prescreening is based on well-known OSA risk factors like body-mass index (BMI), neck circumference, and snoring. A sleep lab OSA diagnosis means that the driver must sign a treatment compliance agreement and pay for most of it. They are still allowed to drive, however, if they comply with the agreement. CASE STUDY B: LARGE TRUCKLOAD CARRIER Five Carrier B Innovative Hiring Practices • Hires drivers in four different status/background categories • Standardized form for scoring road and range tests • Criminal and credit background checks • Drivers must pass 3.5-day orientation before full hire • Company drivers evaluated by comprehensive safety management system Carrier B is a large refrigerated trucking company, haul- ing temperature-sensitive freight such as fresh produce, meat, dairy products, beverages, and chemicals. The com- pany has national operations of several different types. The SM respondent and interviewee worked in the company’s TL operation. Carrier B hires qualified individuals with no pre- vious driving experience and trains them in its own schools. It also hires experienced drivers, independent contractors, and graduates from other truck driving schools. The com- pany’s website provides different information and guidance for these four types of applicants (inexperienced, student, experienced, independent contractors). Carrier B’s SM viewed driver enduring and temporary characteristics (traits and states) as having the biggest impacts on crash risk. “You can bring a ‘B’ driver up to ‘A’ standards, but not a ‘C’ or ‘D’ driver.” In reference to tempo- rary states, the SM believed that problems on a driver’s mind often lead to inattentive driving and to crashes. Inattentive- ness as well as tendencies toward aggressive or risk-taking driving are apparent in road and range tests, and thus Carrier B conducts these tests systematically and carefully. Instruc- tor evaluators use a standard form to assess behaviors like space management, speeds, turning habits, and mirror use. Carrier B conducts both criminal background and credit checks on their driver applications. Although the results of these checks have safety implications, they are more related to meeting DOT requirements and to load security. The com- pany also administers an English language test, although the SM believed that English language skills generally had

50 little relation to safety. Other driver characteristics the inter- viewee regarded as having low correlation to safety were introversion, low intelligence, and obesity. “Drivers can have various problems and limitations and still be good drivers.” Applicant work history is a more important consider- ation in hiring. Too many or too few jobs are causes for concern. Prior military experience is desirable, because it usually means the applicant is willing to follow directions and comply with company rules. The SM would like to have a thorough psychological evaluation of each applicant, but regarded this as cost- and time-prohibitive. Experienced drivers with initial acceptances must attend a 3.5-day ori- entation session that covers company policies, procedures, and expectations. Applicants are not hired until they suc- cessfully complete this orientation. Carrier B employs a comprehensive safety management system in its operations. This analytic system, provided under contract by a safety consulting firm, tracks about “3,000 data points” relating both to drivers and operational risk factors. The system is not used primarily to select driv- ers, but information gathered from drivers during selection and hiring is used in the system to help identify the 20% or so of drivers with potential safety issues. CASE STUDY C: LARGE TRUCKLOAD CARRIER Five Carrier C Innovative Hiring Practices • Attractive pay and working conditions support high employee standards and low selection ratio • Multielement physical abilities test keyed to job tasks • Standardized road and range tests • Company medical exams and health/wellness program • Job satisfaction/job choice questionnaire Carrier C is a large diversified carrier with primarily TL operations but also intermodal and logistics services. The company’s TL business is itself diverse, including long-haul, regional, expedited, dedicated, and bulk operations. The SM interviewee is a corporate senior vice president who oversees safety, security, and driver training. The company assesses both candidate and employed drivers in multiple and sophisti- cated ways, reflective of the SM’s belief that enduring and tem- porary driver factors are the principal determinants of crash risk. Driver selection and evaluation are regarded as among the most important carrier safety management practices. Carrier C hires both newly trained and experienced driv- ers. It also has cooperative agreements with driving schools to hire and train novice drivers. The company offers competitive medical, dental, retirement, leave, and financial benefits to its drivers. As a large company, Carrier C is able to offer advance- ment possibilities as well, such as becoming a driver trainer or seeking other company positions. The company’s reputation, business success, and attractive pay and benefits for drivers have enabled it to be extremely selective in its hiring. Experienced drivers joining the company’s van divisions are required to complete a 4-day orientation program. The orientation for tanker truck drivers is much longer: 14 days. The orientation includes a prework screening, classroom training (including units on mobile communications and trip planning), testing for maneuvering skills on a driving simu- lator, a road test, and a DOT drug screen. Prework screening includes an intensive physical abilities assessment keyed to job requirements. In addition to basic physical (e.g., height, weight) and physiological measurements (e.g., blood pres- sure), the test includes graded active tasks such as repetitive stepping, squatting, front carrying (30 and 60 lb), floor-to- head lifting, crouching, kneeling, horizontal pushing and pulling, and floor-to-waist lifting. A video on the company website demonstrates these tests and briefly explains their job task relevance to potential applicants. The Carrier C SM believed that past driver behaviors are among the best predictors of future behaviors. Risky behav- ior patterns are persistent over time, whether the result of habit or personal disposition. This is largely true irrespec- tive of company interventions like training and expectation- setting. The company checks applicants’ criminal records, and the SM regarded this as highly effective as a screening procedure. Risky or antisocial behaviors of any kind can be indicative of driving risk. The SM also believed there was a strong relation between crash risk and driver health and, in particular, between crash risk and obesity. Truck driving requires both long hours and constant attention to driving. Drivers with these conditions are therefore at risk. This concern is addressed by an aggres- sive company driver health and wellness program. Carrier C has been recognized nationally for its driver health and wellness program, especially in the area of OSA. The com- pany provides OSA diagnostic screening, treatment (includ- ing free OSA treatment machines provided to drivers), and ongoing monitoring. This program has resulted in signifi- cant driver health care cost savings and reduced involvement in fatigue-related crashes. Carrier C has conducted extensive driver-related research programs, both internally and in conjunction with federally

51 funded studies. They have included research on driver factors predictive of both crash involvement and retention. Based on this research, the SM is considering adding a cognitive skills test to the company’s selection procedures. Company research suggests that an optimal test would include basic quantitative literacy (“numeracy”) and planning skills. CASE STUDY D: LARGE TRUCKLOAD CARRIER Five Carrier D Innovative Hiring Practices • Accident Potential Index as quantitative applicant assessment • Collaborative agreement with driver training provider • Standardized road/range testing and scoring • Hair testing for drug use over past 90 days • Internal validation studies of driver selection procedures Carrier D is a large common and contract carrier specializ- ing in TL quantities of general commodities. The company is located in the central United States and runs primar- ily medium-distance dry van and flatbed hauls. Carrier D hires experienced driver employees, teams, owner-oper- ators, newly trained CDL holders, and untrained drivers. Untrained drivers are recruited, trained, and qualified in collaboration with a chain of driver training schools. Car- rier D’s SM interviewee is involved primarily in tracking fleet and driver compliance and safety metrics. The SM has also been involved in other aspects of fleet safety, including driver selection. Driver traits noted as having higher asso- ciations with crash risk included aggressive and risk-taking personalities, low intelligence/mental skills, driver personal and financial problems, and poor vehicle handling. These traits were related to drivers tending to “push rules” and being less conscientious and precise in their driving. Driver personal problems create mental states and moods not con- ducive to careful driving. Driver traits unfavorable to safety tend also to be unfavorable to retention. Because it is a large carrier hiring drivers with various backgrounds, much of the focus of Carrier D’s selection and hiring system is on ensuring that drivers meet all DOT requirements, including medical qualifications. Carrier D adds various practices to go beyond meeting those require- ments. It uses a quantitative Accident Potential Index (API) to evaluate both driver applicants and employed drivers. The API, a proprietary formula provided by Carrier D’s insur- ance carrier, is based on driver age, number of moving vio- lations, number of crashes, number of previous employers, and other factors. Applicants must meet an API threshold to be hired. Carrier D has done its own internal company research to validate the API, in addition to that done by the insurance company. All drivers hired by Carrier D must be 22 years old, have no drug or alcohol-related driving offenses in the past 5 years, and have no more than one such offense in a lifetime. Other criteria relating to past moving violations and prevent- able crashes apply. Driver applicants at each evaluation loca- tion must complete a standardized road and range driving test, which is evaluated based on a checklist and score sheet. There is also a standardized interview and questionnaire process, which includes questions on driving experience, behavior, and medical conditions. In addition to conducting controlled substance and alco- hol urine testing, Carrier D conducts hair testing on a random sample of applicants. Hair testing supports a 90-day detection window for five categories of illicit drugs: opiates, cocaine, methamphetamines, amphetamines, and marijuana. Any positive test finding is a disqualifier. Applicants are informed of the random hair testing at the beginning of the process, which causes most drug users to drop out at that time. The SM predicted that CSA 2010 would increase driver turnover because it would force some drivers with bad records out of the industry. Also, drivers might become strongly motivated to switch to carriers with better maintenance and other safety management programs so they are not “dinged for company sins.” This will put more focus on the need for improved driver selection methods and also on closely moni- toring the driving of new hires. A more holistic approach to driver selection would go beyond minimum requirements to look more at driver personality and in-vehicle performance. Safe driving performance might be assessed using driving simulators or other dynamic tests. CASE STUDY E: MEDIUM-SIZED REGIONAL TRUCKLOAD CARRIER Carrier E is a medium-sized TL carrier in eastern Canada. The company owns several hundred tractors and more than 1,000 trailers. Its driver pool consists of about 80% com- pany employees and 20% owner-operators operating under contract. The company offers logistics and warehousing services in addition to TL haulage. TL capabilities include refrigeration and Hazmat. Most runs are regional trips of less than 500 miles (one way) between Ontario and north- eastern U.S. states or the upper Midwest.

52 Five Carrier E Innovative Hiring Practices • Attractive benefits and pay practices • Website “self-test” for potential applicants • Multidimensional scoring of applicants based on driving history • Detailed driver job description and expectations published on website • Three-hour road/range test with quantitative scoring Company Website “Self Test” for Potential Applicants • Are you over the age of 21? • Do you have a valid Canadian commercial driver’s license? • Do you have clean legal and driving records? • Are you legally eligible to work in Canada? • Can you cross the border into the United States? • Are you willing to be tested for drug and alcohol use on a random basis? • Are you able to travel for 5 to 6 days at a time most weeks of the year? • Does your family support your decision to be on the road? • Will your family be able to cope with your frequent absences? • Are you okay with unpredictable schedules and working conditions? • Are you interested in primarily short haul (less than 500 miles one way)? • Can you commit to working a minimum of 1 year? Carrier E recently received International Standards Orga- nization (ISO) certification under ISO Standard 9001:2008 encompassing its transportation, warehousing, and logis- tics operations. The company also received the Shipper’s Choice Award from Canadian Transportation and Logistics Magazine based on a poll of shippers. Evaluation areas for the award include “On Time Performance,” “Equipment and Operations,” “Information Technology,” “Competitive Pric- ing,” “Customer Service,” “Problem Solving,” and “Value- Added Services.” Carrier E participates in a consortium of 18 Cana- dian motor carriers striving to improve their safety and reduce losses. The group meets quarterly to share best safety practices and materials, including those related to selection of safe drivers. Five years of participation in this group has resulted in steady declines in the company’s loss ratios. On its driver recruiting web page, Carrier E touts driver benefits exceeding those typically seen for U.S. companies. They include accidental death and dismemberment insur- ance, long-term disability insurance, health insurance, pre- scription drug coverage, vision and dental care, a retirement savings plan similar to a U.S. 401(k), and a profit-sharing plan. Driver pay is based primarily on mileage (full or empty), but also includes supplemental payments such as layover, breakdown, pick up/delivery, New York City pre- mium, “hand bombing” (loading/unloading), trailer switch pay, and “driver float” pay (expense advances). Drivers are provided fuel cards. The company prefers to hire drivers with a minimum of 1 to 2 years of experience, but also hires newly licensed appli- cants from reputable driving schools. The company’s website contains a 12-item, yes-no self-test to help applicants decide whether they are really ready to seek employment. These questions are shown in the text box. All answers should be “yes” for Carrier E applicants. The effectiveness of the self- test as a filter is not known, but the SM noted that the driver recruiting web page gets many hits that do not result in appli- cations submitted. This implies that the website itself func- tions as a prescreen. The site also provides, under Driver Expectations, a four-page driver job description delineating tasks and stating standards of acceptable performance. This Professional Transport Operator Job Description, provided in Appendix B, states more than 80 specific responsibilities, physical demands, and job working conditions. Qualified applicants are invited to come in for in-person screening. Carrier E uses a multidimensional driving and behavioral history scoring system to rate each applicant. This “Driver Points Evaluation Form” is provided in the fol- lowing text box. Applicants also take a written job knowl- edge test that includes a math/mental abilities test and an English language test. The company’s recruiting manager conducts a structured interview consisting of more than 60 scripted questions (provided in Appendix B). The structured interview covers applicant knowledge of the company, train-

53 ing and qualifications, experience, driving record, driver’s license and other documentation, lifestyle, job expecta- tions, prospective earnings, work history, driving behaviors and attitudes, other work behaviors and attitudes, sources of motivation and job satisfaction, and specific steps and requirements for becoming a full-fledged company driver. One of two in-house trainers then takes each candidate on a standardized, 3-hour driving road and range test. Road/range test scoring is based on a checklist with rating scales. As many as 50% of applicants can fail the road/range test, although this percentage is lowered by more rigorous prescreening. Although Carrier E devotes a lot of time and resources to driver selection, the effort is considered worthwhile because “Hiring the wrong people causes so much grief.” In reflections about the elements of commercial driver suc- cess or failure, Carrier E’s SM believed that key risk factors include aggressiveness, risk-taking tendencies, and personal family and financial problems. The SM conducts most inves- tigations of company crashes, and often concludes that driver personal problems contributed to crash causation by taking Carrier E Driver Points Evaluation Form Name: Date: Driving School Name: Graduation Date: Instructions: This is the primary step but not the only step (driving tests, medical, prior employment references etc.) in the initial evaluation of a prospective driver employee. This points evaluation must be used on all driver applicants. If the prospective driver has a driver evaluation score in excess of 4, serious consider- ation should be given to qualifications prior to hiring. 1. Length of time at residence 0 to 1 year 2  1 year to 5 years 1  Over 5 years 0  2. Length of previous related employment 0 to 1 year 2  1 to 5 years 1  Over 5 years 0  3. Number of preventable accidents (within last 3 years) None 0  1 or 2 1 per occurrence  3 or over 2 per occurrence  4. Major moving violations (within last 3 years) Driving while intoxicated Reject  Driving while under the influence of drugs Reject  Driving while under suspension Reject  Careless Reject  Racing or Excessive Speed Reject  5. Other moving violations (within past 3 years) 1 or more 1 per occurrence  None 0  Total: _____________ Grading: Best Average Questionable Reject 0-2 3-4 5 6 (or over) Approved/Disqualified by: ________________________________________________________

54 drivers’ minds off their driving. Driver personal adjustment is more important than education or mental ability. The latter are not so important as long as the driver’s “attitude is right.” All new hires receive a 3.5-day classroom orientation and an in-cab training period with an experienced driver trainer. Sixteen senior company drivers are formally designated as driver trainers. They compete for this designation, receive train-the-trainer instruction, and receive extra pay for train- ing duties. Inexperienced drivers receive 6 weeks of on-road mentoring before they become full-fledged company driv- ers. Canada permits a 90-day probationary period for all new employees, during which employees may be terminated without cause. Few new drivers wash out during this period; when they do, it is usually owing to an inability to adjust to the on-the-road trucking lifestyle. CASE STUDY F: MEDIUM-SIZED TRUCKLOAD CARRIER WITH HAZMAT OPERATIONS Five Carrier F Innovative Hiring Practices • Minimum driver qualifications exceed DOT requirements • Credit checks on owner-operators • Road and range testing • Several methods to check for safety belt use • Medical questionnaire focusing on OSA and medi- cations used Carrier F is a TL carrier primarily serving the Midwest and eastern United States. Based in Liberty, Missouri, the company has several hundred trucks and hauls both Hazmat and non-Hazmat cargo. Its website states that its perfor- mance and safety follow ISO processes. The ISO approach includes regular statistical process analysis, including internal and external audits. According to its website, the company’s safety culture is “by the book” but also strives to exceed regulatory requirements. The company’s director of safety, interviewed for this project and case study, was recently recognized as Safety Director of the Year by the Missouri Motor Carriers Association. Carrier F hires both carrier drivers and lease/contract drivers. Minimum requirements on its website include the following: • Minimum 23 years of age • One year tractor-trailer experience with truck driver school training, or 2 years experience without schooling • No alcohol- or drug-related driving violations or felony convictions in the past 10 years • No DOT preventable accidents in the past 3 years • Meet DOT requirements and be able to pass DOT phys- ical and drug screen tests, both paid by the company. Appendix B includes the driver application form, which the company provided for this report. The application form states 12 minimum qualifications and requirements, and lists 11 physical tasks which must be performed on the job. It also includes behavioral biodata questions, most relating to driv- ing history. It includes questions on work history (covering the past 10 years of employment) and an affidavit that the information provided is true. The SM chose driver selection and driver evaluation as the two most important carrier practices related to safety outcomes. The SM believed that driver safety differences were more likely to be the result of short-term states than to long-term traits. Personal stress was mentioned as a fac- tor that may affect driver performance directly or indirectly. Personal financial or family problems may prevent drivers from focusing fully on their jobs and on driving. During crash investigations, the SM tries to determine whether per- sonal concerns played a role in the crash. Because owner-operators have greater financial and other responsibilities relating to their trucks, they are subjected to credit checks before hire. This reduces the number of lease/ contract drivers with financial problems affecting their per- formance. Nevertheless, the SM believed that driver employ- ees and lease/contract drivers (owner-operators) perform about equally overall. Like others interviewed, the Carrier F SM believed that road and range tests were essential steps in hiring and highly indicative of potential driver problems. The SM pointed out that these tests generate stress for driver applicants, but that dealing with stress was necessary for commercial drivers. Safety belt use was of course part of the road test observa- tion, but the company also assessed belt use by (a) asking the driver directly during the interview, and (b) reviewing past roadside inspection reports to see if it showed up as a violation. Carrier F uses a medical history questionnaire focused mainly on OSA. Applicants must also provide information on all prescription medicines used. If given more resources and time with applicants, the SM would add a psychological profile test to current methods, although this was considered impractical at present.

55 CASE STUDY G: LARGE RETAIL CHAIN PRIVATE FLEET Five Carrier G Innovative Hiring Practices • Stable, well-paying driver jobs permit low selection ratio • Seven different background checks • Standardized road and range tests using commer- cial rating form • Standardized interview scored numerically • Interview and other assessments designed to iden- tify aggressive, temperamental, and noncompliant drivers Carrier G is the private fleet serving a large national retail chain store. The company is served both by its own private fleet and for-hire carriers. The SM interviewed is the national manager of safety and compliance for the private fleet, which in turn consists of regional divisions. Each division makes local (<100 mile) and regional (>100 mile) deliveries within its area. The SM’s job responsibilities encompass qualifica- tions and safety, operations, and risk analysis and control. Carrier G is a recent recipient of the ATA President’s Award for Best Overall Safety Program for fleets in its size cate- gory. It has also been recognized for its low crash rate and low driver injury rate. Like most survey respondents and interviewees, the Carrier G SM considered driver traits like aggressiveness, risk-taking, dishonesty, and poor vehicle handling to be major risk factors. In contrast, traits like introversion and low intelligence are not necessarily related to safety. Even drivers with limited mental abilities can be good if they take pride in their driving and their jobs. Personal problems can markedly degrade a driver’s safety. The SM told of two previously crash-free drivers who had two different crashes during the same period of several months while they were involved in acrimonious divorce proceedings. Any distrac- tions from driving are dangerous, and such personal crises cause chronic distraction. Carrier G has the advantage of being a private fleet with sought-after jobs and a low driver turnover rate of about 6%. This allows the company to be selective in its hiring (i.e., to have a low selection ratio). Driver hires who last more than a few months with the company usually become long- term employees. Carrier G drivers deliver high-value goods, which puts a premium on driver honesty and dependabil- ity. Carrier G’s HR department performs seven different background checks on candidates, including local and state criminal checks and a Social Security check. There is no check of applicants’ credit ratings, as the SM believed it was not directly related to performance as a driver. Often drivers have made unwise financial decisions and thus have credit problems, but nevertheless are reliable employees, perhaps in part because they need the income. Driver candidates are initially given standardized road and range driving tests. Carrier G uses a standard, propri- etary evaluation form produced by J. J. Keller. Candidates must pass these driving tests before proceeding to other assessments. Carrier G’s drivers also unload their trucks and have some amount of customer contact. Therefore, they must be presentable and personable in addition to being safe. Carrier G has developed a structured driver interview form in which individual items are scored from 0 to 3 based on the driver response. The interview form includes personality-related questions designed to reveal traits like aggressiveness, a short temper, or resentment. For example, interviewees are asked to rate themselves on questions like, “I sometimes lose my temper,” or “The dispatcher always screws me.” Two companion questions ask what candidates most like and dislike about themselves. An answer to the latter such as, “I sometimes lose my temper” suggests safety concerns. A low score is given for any answer that suggests a job-related safety or other performance concern. Because the company can be selective in its hiring, the interview is intended to “look for a profile” indicative of driving risk. The driver interview and orientation includes clear delin- eation of company rules drivers must follow, which include safety belt use and electronic logs. Interviewers gauge inter- viewee reactions to hearing the rules to discern any possible driver resistance. CASE STUDY H: MEDIUM-SIZED PRIVATE AND FOR- HIRE FOOD AND GENERAL CARGO CARRIER Carrier H is a medium-sized, short- and medium-distance transporter and logistics service provider servicing the Mid- Atlantic, Northeast, and Southeast United States. The com- pany specializes in temperature-controlled food shipments but also hauls other types of cargo, including live animals. It functions largely as a private carrier because its primary operations are under a long-term dedicated contract with a food producer and shipper. It is also a licensed carrier with TL and scheduled LTL operations. The interviewee’s title is general manager, with duties encompassing driver hiring, training, supervision, equipment, and operations.

56 Five Carrier H Innovative Hiring Practices • Criminal and credit background checks • On-road driving test by experienced driver/trainer using standardized checklist • On-site occupational health staff performs com- pany physical examination • Special focus on OSA in driver medical screening • Validation of general-purpose employee profile instrument specifically to hire successful drivers The company’s HR department recruits drivers and per- forms initial screening, including MVR checks and other required hiring procedures. The company has added use of PSP to its hiring procedures. The HR department also obtains candidate criminal and credit checks. These checks are moti- vated primarily by security, “company culture,” and cus- tomer relations concerns. The SM believed their relevance to driving safety was secondary to these other important con- cerns. The company has promoted a former driver to a safety trainer position, with additional duties related to compliance records and assurance. The safety trainer gives each driver candidate an on-road driving test using a checklist for assess- ing strengths and weaknesses. Each candidate is personally interviewed without a structured format. The SM considered personal adjustment-related traits like personal unhappiness, financial problems, and job dissatisfaction to be important driver risk factors that might reflect either a driver’s person- ality and long-term lifestyle or temporary situations. Carrier H ProfileXT Mean Scale Scores for Top Drivers • Behavioral traits: – Manageability: 6.4 – Accommodating: 6.9 Carrier H has a dedicated on-site occupational health unit, which is responsible for performing a standardized pre- employment physical examination of all driver candidates, regardless of their medical qualifications status. OSA is the driver medical condition of greatest concern to the company, and its standardized physical exam contains physical mea- surements and questions for assessing driver OSA risk. Carrier H has taken the initiative to validate a general- purpose employee profile assessment instrument in relation to both its nondriving employees and its drivers. ProfileXT is a commercially available assessment tool designed to test the match of candidates’ thinking and reasoning styles, behav- ioral traits, and occupational interests to successful com- pany employees. It is not focused on either transportation or safety, but like other general profiles can be used to match candidates to various types of jobs and job performance cri- teria. Carrier H first used and validated ProfileXT in relation to its office and other nondriving employees. When found to be successful with these employees, the instrument was also normed against company drivers. The company selected 24 current drivers and rated their performance encompassing both driving safety and nondriving criteria like reliability and customer relations. ProfileXT scale scores relating to traits like manageability and “accommodatingness” were found to be most related to success as a company driver. In contrast, traits like assertiveness and decisiveness were not predictive of driving success, even though such traits might be prized for other jobs in areas like sales and management. The scale also tapped occupational interests. Carrier H’s best drivers scored high on “mechanical” and “people service,” but tended to score low on “enterprising” and “creative.” The text box shows average ProfileXT behavioral and occupa- tional interest scores for nine of Carrier H’s highest-rated drivers. In discussing these results, the SM pointed out that it ’was not necessary for candidates to have maximum scores for the desired traits; average to above-average profile rat- ings were generally sufficient. CASE STUDY I: SMALL CHARTER BUS SERVICE Carrier I is a small, family-owned charter bus service in New York State. Most of its trips are to New York City and other major attractions in the region. Its SM, interviewed for this case study, has 20 years experience in the position and 15 prior years experience as a driver. The SM regarded driver enduring traits and roadway/traffic characteristics to be the biggest crash risk factors. The concern about driver enduring traits and safety drives the company’s driver selec- tion practices. Like the vast majority of truck and bus companies sur- veyed, Carrier I conducts both an on-road and range maneu- vering driving test for each applicant. The SM also conducts a standardized interview. These tests reveal information on candidate knowledge, skill, and attitudes. They also reveal personality traits regarded as safety-critical such as aggres- siveness, high risk-taking, and dishonesty. Dishonesty as a driver trait is not just a moral concern or one related to finan- cial matters. Rather, these “moral” traits relate to compli- ance with rules, including traffic laws, HOS, and other safety regulations. The company uses a video incident-capturing system in its buses. Based on reviews of many incident clips, the SM regards driver traits like aggressiveness, impulsivity, and lack of compliance to be a principal source of mishaps.

57 Five Carrier I Innovative Hiring Practices • Credit checks • Road and range testing using New York State evalu- ation form • Observe candidates in their own cars for belt use and other safety signs • New York State medical history form • Math/mental ability test relevant to required job skills New York State motor carriers must comply with several state practices in their hiring in addition to meeting federal requirements if they are interstate carriers. They include a health history, structured road test (with point scoring), and a defensive driving observation conducted along with the road test. Appendix B provides the road test and defensive driving forms, which might be considered for voluntary use by non-New York carriers. The Carrier I SM considers these to be worthwhile requirements. The Carrier I SM considers driver medical conditions and health habits to be strongly related to driver safety. The point was made that a correlation to unsafe driving may be the result of both short-term and long-term effects of poor health habits. An example of a short-term effect would be the soporific effects of eating large meals. Charter bus groups often eat at buffets or other lavish restaurants. Driv- ers with bad eating habits might be especially vulnerable to drowsiness or other reduced performance after such meals. The SM was concerned, however, that the use of health questionnaires in hiring might lead to lawsuits or EEOC complaints if items were not validated against driving safety. The company had to defend against a discrimina- tion complaint based on other grounds, and wants to avoid any future similar disputes. Other company selection procedures include a credit check motivated by concerns about trustworthiness, as dis- cussed earlier. The SM added that drivers with credit prob- lems may have even bigger personal problems that come to light during inquiry. The SM tries to observe driver can- didates arriving at the facility to see if they are wearing a safety belt in their personal cars, or to reveal other safety- significant behaviors. The company uses a math/mental ability test to ensure that applicants can read maps, fill out logs, and perform other mental tasks required on the job. This is viewed as having only a weak, indirect relation to driving safety. The company tried one of the driver profile tests described in chapter three but did not find it helpful in assessing driver risk. More effective was direct interaction with the driver, both in the bus and in the interview. CASE STUDY J: SMALL CHARTER/SCHEDULED BUS SERVICE Five Carrier J Innovative Hiring Practices • Three managers evaluate each applicant • Road and range testing • Use driver profile questionnaire • Medical questionnaire from health services provider • Hiring not complete until after 5 weeks of training Carrier J operates about 50 motor coaches in the Midwest. These buses carry 29 to 56 passengers and originate from three company terminals. Services include charters, tours, shuttles, airport transfers, casino runs, and daily scheduled routes. The company carries more than 750,000 passengers annually. The company’s SM and interviewee for this sum- mary holds the dual title of director of safety and training. In the study survey, the SM selected driver character- istics (both enduring traits and temporary states) as the factors having the greatest influence on crash risk. “Every- thing else is constantly changing, but the driver stays the same.” A relatively small number of drivers generate 50% or more of a carrier’s risk. Applicants for motor coach jobs tend to be older than those seeking truck-driving jobs, so their enduring personal traits are even more important. By middle age, individual personality, attitudes, and habits are generally established. “You can teach anyone to control a vehicle, but you can’t change their style and personality.” What’s important is “who they are, not what their current skills are.” The SM regards aggressive personalities, risk-taking personalities, and poor vehicle-handling skills as prominent risk indicators. Safe motor coach operators should be “pas- sive, not assertive” in their driving. They must be patient and accept the dynamic limitations of their vehicles. They do not have to be highly educated or especially friendly with customers as long as they are deliberate in their driving. Carrier J uses multiple driver selection tools, with empha- sis on road and range testing. Three different company man- agers observe each candidate’s driving, and each writes an

58 informal summary of observations, concerns, and conclu- sions. “Driving is a habit. People cannot change their hab- its, even when they are being observed.” A person can mask driving habits for 10 minutes or so, but not longer. Driver selection and employment are not finalized until candi- dates have completed 5 weeks of training, including ride- alongs on charter trips. About 10% of candidates wash out for safety reasons during the training. The Smith System, which emphasizes proactive and defensive driving, is used in training. Evaluators focus on the degree to which driver candidates understand and embrace the system. Driver physical assessment beyond minimum qualifica- tions is provided by a medical service contractor. Carrier J also uses the Daecher Driver Profile described in chap- ter three. The SM considers the test to be “fairly accurate,” although the company has performed no statistical valida- tions. Applicants must also take the Wonderlic mental abil- ity test to ensure that they can perform mental tasks of the job such as HOS log completion and other record keeping. If given one additional selection instrument, the SM would choose a driving simulator so that specific driving tasks and crash threat scenarios could be presented to candidates.

TRB’s Commercial Truck and Bus Safety Synthesis Program (CTBSSP) Synthesis 21: Driver Selection Tests and Measurement synthesizes information on the use of tests, measurements, and other assessment methods used by commercial truck and bus companies in the driver selection process. The report also identifies and describes driver selection methods and instruments and their potential usefulness in predicting driver crash risk.

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CASE STUDY BMW NORTH AMERICA

Generative AI in the driver’s seat

Accenture and BMW teamed up to create a new platform that uses generative AI to drive decisions across North America, accelerating productivity and experiences.

2-MINUTE READ

Turning enterprise data into knowledge entails sharing deep subject matter expertise between many people and sources. This process takes a considerable amount of time—days, weeks or even months.

But thanks to the power of generative AI, we’re now able to shorten that time frame, going from data to knowledge to real-time insights in just minutes.

That’s what we’re doing with BMW North America, using our Gen AI platform EKHO (Enterprise Knowledge Harmonizer and Orchestrator) to collect and analyze its enterprise data. The platform uses large language models to intelligently answer complex questions across business functions and use cases.

The heart of the platform contains multiple AI-enabled applications (GPT agents) that intelligently choose the right data source and pull information based on the user’s question and enterprise-specific data.

When an employee asks a question through the platform’s simple interface, it selects the right knowledge base and continues to refine answers based on the user’s feedback. EKHO solves new issues by learning from and applying past scenarios and pulling any new information added to the knowledge bases in real time.

productivity surge with EKHO

Gen AI: The reverb effect

Thanks to the platform’s flexibility, EKHO can be applied to a vast number of tasks across the company—and on the showroom floor.

Imagine a BMW customer walks into a dealership, ready to buy their dream car but not prepared to make lots of decisions. Between the paint, tech, interiors and accessories, there are nearly 10 million possible configurations. Each variable has its own set of rules, which means some features aren’t compatible.

In the past, a BMW salesperson would have to consult manuals—spending hours cross-checking different features and customizations. Using EKHO, salespeople can cut the time consuming process to a matter of minutes.

No limits, all speed

With its customizable architecture, EKHO use cases are virtually limitless across organizations and business functions. For example, in manufacturing, it can be used to optimize supply chain processes by answering inventory and logistics questions.

The EKHO platform also can be integrated with marketing and sales, providing real-time data and customer insights to optimize campaigns.

Regardless of industry or use case complexity, EKHO’s flexible architecture and real-time analysis capabilities have the power to help companies like BMW use data and insights to stay in the fast lane.

We are making bold moves, together

Changi Airport has been ranked the World's Best Airport twelve times. To take the traveler experience to new heights, we created ChangiVerse, an immersive metaverse experience.

Accenture and Marriott International created a new global HR hub that delivers employee experiences as exceptional as the guest experiences that make Marriott, Marriott.

BBVA worked with Accenture to become one of the world’s most customer-centric banks. Using digital technology to reach people where they are has helped them see massive growth.

MEET THE TEAM

Roland Mayr

Senior Managing Director

Raju Ivaturi

Client Account Executive

Harminder Anand

Technology Delivery Lead

< Back to all customer stories

Leading parking company

Driving a seamless parking experience

To make parking hassle free, this leading parking company replaced outdated ticket machines with a new proprietary station management solution built on the Lenovo ThinkEdge SE350 edge platform. Today, customers enjoy smooth parking while the company unlocks new revenue opportunities.

“Embracing edge computing has helped us to blaze a new trail in the parking industry. With Lenovo and Microsoft edge computing solutions, we can innovate, enhance, and expand how we want, when we want—and we’ve already seen excellent results. We’re excited to deepen our partnership with Lenovo as we develop more IoT-enabled solutions and install our solution in more parking lots across the globe.”

Spokesperson, leading parking company

At-a-Glance

• Customer: Leading parking company
• Product Family: Edge Devices
• Region: Australia and New Zealand
• Processor: Intel
• Topic: 5G,Edge

Customer Problem

How could this leading provider of parking facilities streamline the customer experience, tap into new revenue streams, and establish more customer touchpoints?

Lenovo Solution

The company modernized parking by connecting IoT sensors, payment systems, mobile applications, and more with Lenovo ThinkEdge SE350 and Azure IoT Edge.

Business Impact

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US measles cases are up in 2024. What’s driving the increase?

FILE - In this March 27, 2019, file photo, a woman receives a measles, mumps and rubella vaccine at the Rockland County Health Department in Pomona, N.Y. Measles outbreaks in the U.S. and abroad are raising health experts’ concern about the preventable, once-common childhood virus. The CDC on Thursday, April 11, 2024 released a report on recent measles case trends, noting that cases in the first three months of this year were 17 times higher than the average number seen in the first three months of the previous three years. (AP Photo/Seth Wenig, File)

This undated image made available by the Centers for Disease Control and Prevention on Feb. 4, 2015 shows an electron microscope image of a measles virus particle, center. Measles outbreaks in the U.S. and abroad are raising health experts’ concern about the preventable, once-common childhood virus. The CDC on Thursday, April 11, 2024 released a report on recent measles case trends, noting that cases in the first three months of this year were 17 times higher than the average number seen in the first three months of the previous three years. (Cynthia Goldsmith/Centers for Disease Control and Prevention via AP)

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Measles outbreaks in the U.S. and abroad are raising health experts’ concern about the preventable, once-common childhood virus.

One of the world’s most contagious diseases, measles can lead to potentially serious complications. The best defense, according to experts? Get vaccinated.

Here’s what to know about the year — so far — in measles.

How many measles cases has the U.S. seen this year?

Nationwide, measles cases already are nearly double the total for all of last year.

The U.S. Centers of Disease Control and Prevention documented 113 cases as of April 5. There have been seven outbreaks and most of U.S. cases — 73% — are linked to those flare-ups.

Still, the count is lower than some recent years: 2014 saw 667 cases and 2019 had 1,274.

Why is this a big deal?

The 2019 measles epidemic was the worst in almost three decades, and threatened the United States’ status as a country that has eliminated measles by stopping the continual spread of the measles virus.

The CDC on Thursday released a report on recent measles case trends, noting that cases in the first three months of this year were 17 times higher than the average number seen in the first three months of the previous three years.

While health officials seem to be doing a good job detecting and responding to outbreaks, “the rapid increase in the number of reported measles cases during the first quarter of 2024 represents a renewed threat to elimination,” the report’s authors said.

Where is measles coming from?

The disease is still common in many parts of the world, and measles reaches the U.S. through unvaccinated travelers.

According to Thursday’s report, most of the recent importations involved unvaccinated Americans who got infected in the Middle East and Africa and brought measles back to the U.S.

Where were this year’s U.S. measles outbreaks?

Health officials confirmed measles cases in 17 states so far this year, including cases in New York City, Philadelphia and Chicago.

More than half of this year’s cases come from the Chicago outbreak, where 61 people have contracted the virus as of Thursday, largely among people who lived in a migrant shelter .

The city health department said Thursday that cases are on the decline after health officials administered 14,000 vaccines in just over a month.

How does measles spread?

Measles is highly contagious. It spreads when people who have it breathe, cough or sneeze and through contaminated surfaces. It also can linger in the air for two hours.

Up to 9 out of 10 people who are susceptible will get the virus if exposed, according to the CDC.

Measles used to be common among kids. How bad was it?

Before a vaccine became available in 1963, there were some 3 million to 4 million cases per year, which meant nearly all American kids had it sometime during childhood, according to the CDC. Most recovered.

But measles can be much more than an uncomfortable rash, said Susan Hassig, an infectious disease researcher at Tulane University.

“I think that people need to remember that this is a preventable disease,” Hassig said. “It is a potentially dangerous disease for their children.”

In the decade before the vaccine was available, 48,000 people were hospitalized per year. About 1,000 people developed dangerous brain inflammation from measles each year, and 400 to 500 died, according to the CDC.

Is the measles vaccine safe? Where do vaccination rates stand?

The measles, mumps and rubella (MMR) vaccine is safe and effective . It is a routine and recommended childhood vaccine that is split into two doses.

Research shows it takes a very high vaccination rate to prevent measles from spreading: 95% of the population should have immunity against the virus.

During the COVID-19 pandemic, national vaccination rates for kindergartners fell to 93% and remain there. Many pockets of the country have far lower rates than that . The drop is driven in part by record numbers of kids getting waivers .

The Associated Press Health and Science Department receives support from the Howard Hughes Medical Institute’s Science and Educational Media Group and the Robert Wood Johnson Foundation. The AP is solely responsible for all content.

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Step into the rheum: when to refer to a rheumatologist.

Samah Osman Musa, MD

Consultant rheumatologist, aman hospital.

In 2019, 1.71 billion people globally suffered from musculoskeletal conditions (1), and a small proportion of these conditions are due to inflammatory diseases best treated by a rheumatologist. This population can be identified by recognizing inflammatory features when presenting to their primary care physician. Inflammatory joint pain improves with movement and worsens with rest. It is associated with morning stiffness lasting greater than 30 minutes, swelling, and warmth, and may also have systemic features such as fever, weight loss, or fatigue. These features should prompt further investigations and evaluation by a rheumatologist.

Rheumatoid arthritis classically presents as symmetric synovitis of the small joints of the hands and feet lasting longer than six weeks. The presence of rheumatoid factor (RF) and/or anti-cyclic citrullinated protein (anti-CCP) can help diagnose but also plays a role in prognosis. Those with higher titers of RF and anti-CCP tend to have more severe diseases. Prednisone can quickly relieve inflammation, but its use should be limited to short tapers. Prednisone cannot be used in the long term due to risks of hyperglycemia, insulin resistance, osteoporosis, and cardiovascular. People with rheumatoid arthritis should start disease-modifying antirheumatic drugs to prevent the progression of the disease; with correct counseling and monitoring, these medications are effective and safe.

One acute swollen joint can have several different causes. However, this clinical presentation is considered an emergency, as it is important to rule out septic arthritis. Septic arthritis is quite rare, but if not identified as soon as possible or treated correctly, it can cause significant destruction. It can appear very similar to a gouty flare or a flare of rheumatoid arthritis. The most appropriate intervention is arthrocentesis and analysis of joint fluid to quickly identify the cause.

The antinuclear antibody test (ANA) is essential, but its interpretation can be tricky. A retrospective study looking at referrals to a rheumatology clinic showed that the pretest probability of the ANA in this subset was 2.1% for diagnosis of systemic lupus erythematosus (3). This is extremely poor and mainly attributed to tests being ordered for patients without symptoms of an ANA-associated disease. When ordering this test, it is important to identify the complaints that provide the appropriate clinical context for its interpretation. A young woman with photosensitivity butterfly rash, oral ulcers, fevers, and inflammatory joint pain is highly suspicious for SLE, and an ANA would have a higher pretest probability in this case. The ANA by immunofluorescence is the gold standard as it provides additional information for diagnosis.  

Body pain and fatigue are common complaints in the primary care setting. All-over body pain lasting for three months or longer without localization and other symptoms such as brain fog, fatigue, and unrefreshing sleep and no discernable cause should prompt consideration of fibromyalgia. Fibromyalgia is due to central sensitization, which results in increased pain signals to the brain and reduced inhibitory signals. Treatment involves graded exercise therapy, psychological therapy, and pharmacotherapy. (4)

• Cieza, Alarcos et al. “Global estimates of the need for rehabilitation based on the Global Burden of Disease study 2019: a systematic analysis for the Global Burden of Disease Study 2019.”  Lancet (London, England) 396,10267 (2021): 2006-2017. doi:10.1016/S0140-6736(20)32340-0
• Kay, Jonathan, and Katherine S Upchurch. “ACR/EULAR 2010 rheumatoid arthritis classification criteria.”  Rheumatology (Oxford, England) 51 Suppl 6 (2012): vi5-9. doi:10.1093/rheumatology/kes279
• Abeles, Aryeh M, and Micha Abeles. “The clinical utility of a positive antinuclear antibody test result.”  The American journal of medicine 126,4 (2013): 342-8. doi:10.1016/j.amjmed.2012.09.014
• Macfarlane, G J et al. “EULAR revised recommendations for the management of fibromyalgia.”  Annals of the rheumatic diseases 76,2 (2017): 318-328. doi:10.1136/annrheumdis-2016-209724

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Comparing the driving mechanisms of different types of urban construction land expansion: A case study of the Beijing-Tianjin-Hebei region

• Research Articles
• Published: 17 April 2024
• Volume 34 , pages 722–744, ( 2024 )

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• Lei Kang 1 ,
• Li Ma 1 , 2 &
• Yi Liu 1 , 2  

Different types of urban construction land are different in terms of driving factors for their expansion. Most existing studies on driving forces for urban construction land expansion have considered the construction urban land as a whole and have not examined and compared the differentiated driving forces for different types of construction land expansion. This study explored the differentiated driving mechanisms for two types of urban construction land expansion by selecting key driving factors and using spatial econometric regression and geographical detector models. The results show that there are significant differences in the driving forces for expansion between the two types of urban construction land. The driving factors of urban land expansion do not necessarily affect industrial parks. And the factors acting on expansion of both types are different in influence degree. For urban expansion, economic density growth, the value-added growth of tertiary industries, and proximity to urban centers have a negative effect. However, urbanization levels and value-added growth of secondary industries have a positive effect. The explanatory power of these factors is arranged in the following descending order: value-added growth of tertiary industries, value-added change of secondary industries, urban population growth, economic density growth, and proximity to urban centers; road network density has no significant effect. For industrial parks expansion, the value-added growth of secondary industries and road network density has a positive effect, while economic density growth has a negative effect. The explanatory power is arranged in the following descending order: value-added growth of secondary industries, road network density, and economic density growth. The findings can help implement differentiated and refined urban land use management policies.

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Key Laboratory of Regional Sustainable Development Modeling, Institute of Geographic Sciences and Natural Resources Research, CAS, Beijing, 100101, China

Lei Kang, Li Ma & Yi Liu

College of Resources and Environment, University of Chinese Academy of Sciences, Beijing, 100049, China

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Foundation: National Natural Science Foundation of China, No.42071158, No.42130712, No.41801114

Author: Kang Lei (1989–), Assistant Professor, specialized in urban human-land relationship and sustainable development.

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Kang, L., Ma, L. & Liu, Y. Comparing the driving mechanisms of different types of urban construction land expansion: A case study of the Beijing-Tianjin-Hebei region. J. Geogr. Sci. 34 , 722–744 (2024). https://doi.org/10.1007/s11442-023-2191-x

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Received : 08 December 2022

Accepted : 21 November 2023

Published : 17 April 2024

Issue Date : April 2024

DOI : https://doi.org/10.1007/s11442-023-2191-x

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