SJT and MMIs

Discussion in 'Railway Jobs & Careers' started by Pebbles, 21 Apr 2015.

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  1. Pebbles

    Pebbles Member

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    Hi,

    Just wondering if anyone knows if all TOCs do the Multi Modal Interview on the same day as completing the SJT? Also does this count as the structured interview stage, then onto the line manager one?

    Any response appreciated!
    Thanks
     
  2. InMotion

    InMotion Member

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    Different TOCs run their assessments differently.

    I sat ALL assessments in one day (9am to 4:30pm) including the SJT. A week later I had the line managers interview and had I passed that, my MMI would have followed the the week after.

    But currently I have an application running with a different TOC who have invited me for the line manager interview and MMI on the same day with two different emails.

    The SJT has no pass or fail, it is ONLY used for the line manager interview which you can fail unlimited times (interview). The MMI is the structured interview, for the MMI they ask you 6 competency based question and it has the "two strike" fail rule.

    The MMI is the last part of the assessment so if you pass that then ALL components of your Trainee Train Driver assessments are complete. Therefore the next time you apply with other TOC, they will ONLY require a line manager interview.

    Hope that helps.
     
  3. redron

    redron Member

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    Each TOC will have their own way of doing things.

    Southern will do all assessments, written and computerised, apart from the MMI on a single day.

    You then have to pass managers interview before completing the MMI and your assessment.

    Thameslink split the assessment into 2 stages where the MMI will be completed straight after computerised tests in stage 2, leaving DMI last.

    The MMI is part of the assessment in all cases where as the DMI is seperate.
     
  4. TomHaley

    TomHaley Member

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    Seems a bit backwards having the DMI then the MMI as it's the DMI that overall decides if you are offered the job (well that and the medical)
     
  5. theking

    theking Member

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    I thought having the dmi at the start would be the best idea.

    You go through the whole process and they're spending money on you taking the tests and then you have a dmi and fail it because you're not suitable for them that's just a waste of every bodies time.
     
  6. MichaelAMW

    MichaelAMW Member

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    From that point of view you obviously make sense but I should have thought it would be all about capacity. If, say, you have 1000 applicants and 200 seem OK enough to proceed with then your method needs 200 driver manager interviews. It may be that a particular TOC simply can't cope with that volume and so uses the tests to reduce the numbers first, which you are right costs more money but may be the only realistic option. There is also some value to be placed on the time of a driver manager with his 50k+ salary, so it's not as stark as a comparison between the cost of the tests and zero.
     
  7. Stigy

    Stigy Member

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    It works both ways really. I'd say the current way is best, because you could be interviewing 200 applicants, of which 100 don't meet the criteria the other tests test you on. At least having an interview last means you have demonstrated you meet the 'tried and tested' basic skills to proceed on to a course.

    I know different agencies work like you suggested would be best and it strikes me as strange to be honest. For example the Fire & Rescue Service (Hants specifically for retained staff) basically employ you after an informal talk with a station manager, a few weeks later assess you on your physical fitness and your mental aptitude, then give you a formal interview. The medical is thrown in somewhere in the middle at HR's usual pace.

    All well and good, but why have somebody on the payroll who may not be cut out for the role? In fairness, you have a few shots at the tests, but from a business point of view, would it not be better to asses potential new recruits first, before spending further money?
     
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