So if the measures taken are appropriate, proportionate and not used as a punishment, why do you have a problem with them?
I don't have a problem with them. Not said anything to suggest otherwise. It was you who believed I Was flippant.
Or if you do see them as inappropriate and disproportionate, what justification do you have for coming to that conclusion?
Again, I clearly suggested that they were as you described.
Manager: Driver, I've had a report that you were showing white lights on the rear of your train for the second time this week. You do know that the rule book says you MUST show red lights at the rear of your train?
Driver: Yes, I know that. [That rules out a lack of underpinning knowledge]
Manager: And you know how to turn the taillights on?
Driver: Yes it's the switch on the desk. [That rules out a lack of technical skills]
Manager: Did you check the taillights were on before you changed ends?
Driver: No. [Bingo! It's an NTS failure]
Manager: Do you have anything in place to remind you to check that the taillights are on?
Driver: No.
Manager: Ok, well let's work on developing a system that works for you to help you remember.
Pretty patronizing conversation tbh but to take it as an informal discussion lets see the details.
Jumping from not checking the tail lights when changing ends to an immediate NTS failure is very much out of proportion. It is an error as you say below, it is a single incidence of forgetting. - Quick report, nothing more.
Then to instantly jump to the Driver needing a development plan is another huge leap. You would suggest sticking a Driver on a development plan purely for forgetting their lights ?
Lets look at the 'conversation' too. Drivers are both rules and traction competent. They wouldn't be out there otherwise. Hence your conversation being quite patronizing to any Driver. There is also no evidence of anything. A single question doesn't automatically rule out a lack or underpinning knowledge. Neither does knowing where a single button is. What needs to happen before any of those is suggested is that there must be clear evidence either way. This is why FDAs, OTMRs and CMS all exist. If you are going to put a Driver on a development plan then you must evidence reasons why.
Is your conversation something that happens formally or casually in a corridor ? They are very different and when you are taking a Driver off track to have this conversation is becomes something much much more. Can you justify taking a Driver off track to have such a conversation for just forgetting their lights ?
Action should be taken at the point at which it becomes apparent that the failing is indicative of a wider weakness in NTS that could result in a different outcome, with possible safety consequences, under different (or even the same) circumstances. That will vary from one driver to the next, depending on all sorts of factors. A driver who routinely forgets to check taillights are on: what are they also forgetting to check? DOO monitors as they pull away from a platform? The indications that the attachment has been successful after coupling?
I agree and you need to consider when it becomes apparent. What evidence is there to suggest and what action do you take ? With no evidence trail then you will never know when it becomes apparent. What you need to do is actively monitor the Driver.
And nowhere have I suggested that disciplinary action should be the result of an error (violations, yes, but not errors) - that approach is not part of the just culture that we should all be working towards (and which is the subject of T1068 that I referred to earlier). Admittedly, we're a long way from that just now, but the aviation industry has made good progress, so there's no reason why the railway can't do the same.
Instructing a Driver to take mitigating action and to have such a conversation as you posted
is disciplinary action. To monitor a Driver because they had a single error is highly punitive and would not be allowed. As you say, we are working towards a just culture.