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Fire Officer - Principles and Practices (4th ed) > Chapter 1 - FO as Company Supervisor > Flashcards

Chapter 1 - FO as Company Supervisor Flashcards

1
Q

What is NFPA 1021

A

Standard for Fire Officer Professional Qualifications

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2
Q

NFPA 1021 defines how many levels of fire officer?

A

4

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3
Q

What is expectation of FO 1 ?

A

supervising single fire company/ apparatus

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4
Q

what is expectation of FO 2?

A
  • Senior, non-chief officer level in larger fire department.
  • could also be in charge of larger group providing special service
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5
Q

What does FO 1 do?

A
  • Provides administrative duties, and
  • Supervisory functions

… through subordinates to achieve desired results.

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6
Q

What do the administrative duties of FO 1 include? (5)

A
  1. record keeping,
  2. managing projects,
  3. preparing budgets requests,
  4. initiating and completing station and admin. maintenance requisitions,
  5. conducting preliminary accident investigations
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7
Q

What do the supervisory functions include of FO 1?

A
  1. making work assignments

2. ensuring that health amd safety procedures are followed

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8
Q

Non-emergency duties of FO 1 include: (4)

A
  1. developing pre-incident plans,
  2. providing company-level training
  3. participating in risk reduction activities and programs
  4. responding to community inquiries
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9
Q

What are emergency duties of FO 1? (7)

A
  1. supervising FF performing company-level tasks
  2. functioning as initial arriving officer at emerg. scene
  3. performing size-up
  4. est. Incident Command System (ICS)
  5. develop/implement action plan
  6. deploy resources
  7. maintain personnel accountability
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10
Q

What are roles and responsibilities of FO 1? (18)

A
  • supervises and directs activities of single unit
  • instructs members of company re; depart SOPs, incl. duty assignments
  • responds to alarms for fires, MVCs, hazmat, medical, other
  • assumes command of emergency scene
  • assure safety and well-being of crew
  • oversees routine and preventative maintenance of apparatus
  • receives direction and instruction from Capt., DCs
    provides training to crews
  • evaluates employee performance and performance reviews
  • reads, studies, interprets, applies SOGs, building plans, etc
  • completes, maintains records/ reports on incidents, accidents, training
  • performs pre-incident planning
  • conducts occupancy inspections
  • determines preliminary origin and casue of fire
  • participates, prepares, delivers various community risk reduction programs; conducts station tours
  • assists in fire safety inspections of public/ private buildings
    -oversees/ particiaptes in inspections, testing of equipment (hose, ladder)
  • works directly in FF activities= suppression
  • maintains needs of equpi., buildings, grounds
    supervises, and provides maintenance and cleaning of work on fire equipment, buildings, grounds
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11
Q

Main difference between roles and responsibilities of FO 1 and FO 2?

A

FO1 instructs, responds, participates with and through subordinates … while FO 2 assures, manages, evaluates through work of supervisors and subordinates

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12
Q

What is the primary source of revenue for fire departments?

A

Real estate taxes.

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13
Q

What are the formal conditions and practices found within the Fire Department Organization? (4)

A
  1. Source of Authority
  2. Chain of Command
  3. National Incident Mangaement System (NIMS)
  4. Management Principles
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14
Q

Where does the fire service draw its authority from ?

A

Governing entity responsible fro protecting public from fire- town, city, county, township

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15
Q

Who is the FIre Chief accountable to?

A

Leader of governing body, usu. mayor, city council, city manager

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16
Q

What is the Chain of Command?

A

Organizational structure of FD

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17
Q

What does the Chain of Command do and how? (2)

A

It creates an efficient and effective structure for managing the dept. as well as for directing fire- ground ops.

ex. Fire Chief- Deputy- PC- DC- Capt.- FF

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18
Q

What are the four management principles used with the FD? (4)

A
  1. Unity of Command
  2. Span of Control
  3. Division of labour
  4. Discipline
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19
Q

What is Unity of Command?

A
  1. is the management concept that each FF answers to only one supervisor and each supervisor answers to only one boss.
    - it established a direct rout of responsibility from chief to FF
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20
Q

What is Span of Control?

A
  • refers to maximum # of personnel or activities that can be effectively controlled by one individual (usu. 3- 7, sometimes no more than 5 depending on assignment or task to be completed).
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21
Q

What is Division of Labour?

A
  • is a way of organizing an incident by breaking down the overall strategy into smaller tasks.
  • make FF responsible for completing task and avoids duplication of job assignments.
  • ex. engine company- water supply and flow water
    truck company- forcible entry, rescue, vent
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22
Q

What is Discipline?

A
  • guiding and directing FF to do what their FD expects of them
  • following orders, performing up to expectations
  • ex. SOGs, rule and regulations are positive discipline that outline how things are to be done without requesting further guidance
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23
Q

What different ways can the FD be organized?

A
  1. Function
  2. Geography
  3. Staffing
24
Q

What are the Functions of Management? (4)

A
  1. Planning
  2. Organizing
  3. Leading
  4. Controlling
  • FO use function of maagement to get work done by and through others
  • it is a continuous cycle
25
Q

What is Planning in relation to a Function of Management?

A
  • means developing a scheme, program or method that is worked out beforehand to accomplish an objective.
  • the FO develops plans plans to achieve departmental objectives
    - short range planning = 1 year
    - medium- range = 1-3 years
    - long range = 3+ years
  • planning includes establishing goals and objectives and then developing a way to meet and evaluate those goals
26
Q

What is Organizing in relation to Function of Management?

A
  • means putting resources together into an orderly, functional, structured whole
  • FO takes people, equipment, structure and time and develops them into an orderly, functional, structural unit
27
Q

What is Leading in relation to Function of Management?

A
  • means guiding or directing in a course of action
  • leadership is a complex process of influencing others to accomplish a task
  • leading is the human side of managing
  • it includes motivating, training, guiding and directing employees
28
Q

What is Controlling in relation to Function of Management?

A
  • means restraining, regulating, governing, counteracting or overpowering
  • ex. - implement controlling function when they conduct employee appraisals
29
Q

What are Rule and Regulations?

A
  • developed by govt/ govt-authorized orgs to implement a law that has been passed by a govt body
  • R&R do not leave any room for latitude or discretion
  • ex. rule of FD for everyone ot wear seatbelts
30
Q

What are Policies?

A
  • are developed to provide definite guidelines for present and future actions.
  • often req. personnel to make judgements and to determine best course of action within stated policy
31
Q

What are Standard Operating Procedures (SOPs)?

A
  • are written organizational directives that est./prescribe specific operational or administrative methods to be followed routinely for the performance of designated operations or actions.
  • provide a uniform way to deal with emergency situations, enabling different stations to work together smoothly.
  • subjective difference between SOP and SOG- SOGs allow FO to deviate based on judgement.
32
Q

What is the basis for a strong, positive, and effective supervisor/ employee relationship?

A
  • open, honest and constant communications bewtween FO and FF
33
Q

What are the recommendations that form the foundation of a strong supervisor/ employee relationship?

A
  1. schedule regular one-one meetings with each member of your company. (provide guidance)
  2. schedule regular meetings with company as a whole (keep open line of communication allowing feedback)
  3. work together to overcome disagreements, success drops off quickly if only one side makes decision
  4. set goals and deadlines if relationship is rocky at start
  • cooperative, collaborative supervisor/ employee relationship is ideal
34
Q

What is mediation?

A
  • is the intervention of a neutral 3rd party in an industrial dispute.
  • avoidance of confrontational strategies and towards cooperative relationships
35
Q

What is the IAFF?

A

Interantional Association of FireFighters

  • represents 316,000 FF and paramedics in USA and Canada
  • est. Feb. 28, 1918
  • the 3 pricinpal objectives at that time were: establish 2 platoon system (12hr days); obtain pay raises, ensurepromotions were based on indivivual merit not political affiliation
36
Q

What issues has the IAFF improved for FF?

A
  • improved quality of protective clothing
  • safety of FF equipment
  • content of training programs,
    response to FF addiction and PTSD
  • advanced techniques of emergency incident ops.
37
Q

Where are the duties of a FO as supervisor defined?

A
  • the basic authority of a supervisor and duities of subordinates are defined by personnel rules of the city, as well as the rules, regulations and procedures of department
  • also defined in collective aggreement and MOU
  • difficult in FD as FO is member of same union as FF but is acting in supervisory role
  • FO is generally first point of contact between FF and FD organization.
38
Q

What are tasks of FO?

A
  1. Beginning of shift report
    • provide prompt, accurate report at start of workday within 1st 15mins of day
      • DCs rely on it for staffing and equipment needs
  2. Notifications
    • pass up important info quickly. ex. injury at work must be reported quickly.
  3. Decision making
    • FO run the fire stations, DCs are available for consultation but Fo are to make decisions within their scope.
  4. Problem solving
    • present problems with possible solutions, with an eye on on bigger picture and effect on department.
39
Q

What are the 4 major changes in a FF’s career?

A
  1. completing probationary training.
  2. when FF completes a promotional process and becomes FO
  3. when FO advances to chief officer (DC)
  4. Retirement
40
Q

What are the FO 3 duties?

A
  1. Supervisor
  2. Commander
  3. Trainer
41
Q

What are the roles of FO as Supervisor?

A
  • FO functions as official rep. of Fire Chief
  • expected to issue orders and directives that meet the Chief’s objectives
  • enforce unpopular orders (voice concerns in private and suggest modifications), then enforce order
42
Q

What are the roles of FO as Commander?

A
  • at emergency scene, conduct direct supervision over FF
  • could be responsible for directing actions of additional resources
  • act as initial incident command
43
Q

What is command presence?

A
  • key part of mastering art of incident command

- is the ability of an officer to project an image of being in control of the situation.

44
Q

What are important factors for FO to establish successful IC?

A
  • have detailed knowledge of responding companies
  • a mastery of local procedures
    and ability to issue clear, direct orders.
45
Q

What are the 3 recommendations to assist FO as Trainer?

A
  • Develop a Personal Training Library
  • know the Neighbourhood
  • Use Problem- Solving Scenarios
46
Q

What is included in Personal Training Library

A
  • 3 ring binder/ digital device
  • tabs with diff. subjects (NFPA, Training Div. topics, etc)
  • include notable incidents with details of what was encountered, learned, how to handle next time.
  • personal books
47
Q

What is included in Know the Neighbourhood?

A
  • Preplan the area

- streets and maps

48
Q

Use Problem Solving Scenerios

A
  • present fact based situations and use fire code to solve problems
  • review pre-incident plans
49
Q

What are 3 activities that are necessary to ensure a good working relationship with FO’s supervisor?

A
  1. Keep your supervisor informed
  2. Make appropriate decisions at your level of responsibility
  3. Consult your supervisor before taking major disciplinary actions or making policy changes

** no surprises **

50
Q

What is integrity?

A
  • the complex system of inherent attributes that determine a person’s moral and ethical actions and reactions, including the quality of being honest.
  • demonstrated by a steadfast adherence to a moral code
51
Q

What is Ethical behaviour?

A
  • decisions and models behaviour consistent with the department’s core values, mission statement, and value statement
  • ethical choices are based on a value system
52
Q

How can ethical choices be improved?

A
  • have clear organizational values that are accomplished by:
  • having a code of ethics that is well known throughout org.
  • selecting employees who share values of org.
  • ensuring top management exhibits ethical behaviour
  • having clear job goals
  • having performance appraisals that reward ethical behaviour
  • implementing an ethics training program
53
Q

What does Workplace Diversity mean to the FD?

A
  • means the workforce should reflect the community it serves.
54
Q

What is a Hostile Work Environment?

A
  • according to US Dept. of Labour, it can result from the unwelcome conduct of supervisors, co-workers, customers, contractors, or anyone else with whom the victim interects on the job, and the unwelcome conducts renders the workplace intimidating, hostile, or offensive.
55
Q

What is an Actionable Item?

A
  • employee behaviour that requires an immediate corrective action by the supervisor
  • ex. certain words (racist, derogatory) requires immediately speaking with offending FF in private
  • provide code of conduct
56
Q

What is sexual harassment?

A
  • unwelcome sexual advances, requests for sexual favours, and other verbal or physical harassment of a sexual nature
  • abuse of power
57
Q

How to handle a Harassment or Hostile Work Environment complaint?

A
  • keep an open mind
  • treat complaintant with respect and compassion
  • do not blame person filing complaint.
  • do not retaliate against person filing complaint
  • follow established procedures
  • interview people involved
  • look for corroboration or contradiction.
  • keep it confidential
  • write it all down
    cooperate with government agencies

Fire Officer - Principles and Practices (4th ed) (8 decks)

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