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Next Level > CO Book > Flashcards

CO Book Flashcards

1
Q

According to Ch. 5, Human Resources, what is a department’s most valuable asset?

A

It’s Personnel

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2
Q

According to Ch. 5, Human Resources, what are the 5 major categories of records?

A

1 financial
2 personnel
3 administrative
4 emergency
5 non emergency

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3
Q

According to Ch. 5, Human Resources, what are the two primary forms that records take?

A

hard-copy records and electronic documents

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4
Q

According to Ch. 5, Human Resources, what are the three major objectives that proper documentation of all department activities and functions fulfills?

A

compliance with legal requirements
well informed decision making
justification for resources allocation

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5
Q

According to Ch. 5, Human Resources, what are the two cornerstones for any record keeping system?

A

completeness and accuracy (p.134)

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6
Q

According to Ch. 5, Human Resources, good ____ ensures that the goals of the system are accurate and completely described

A

policy

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7
Q

According to Ch. 5, Human Resources, good ______ ensure that the record system fulfills the intended goals by providing record keepers with good procedural guidelines

A

procedures

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8
Q

According to Ch. 5, Human Resources, complying with a records retention schedule (keeping records for a certain period of time) becomes when dealing with what act?

A

the freedom of information act (FOIA)
p134

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9
Q

According to Ch. 5, Human Resources, a good system (of data collection) should provide complete and _____ information that is easily retrieved and ________.

A

valid; interpreted

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10
Q

According to Ch. 5, Human Resources, what is the first step in providing information from records and days sytems?

A

ensuring that the info is VALID

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11
Q

According to Ch. 5, Human Resources, one of the keys to well informed decision making is gathering sufficient _____, from multiple ______ if available, on which decisions will be based

A

information; sources

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12
Q

According to Ch. 5, Human Resources, during the process of analyzing and interpreting data, not ____ in the system…Once any ______ are identified, the officer can prioritize them and undertake methods of improvement

A

flaws
p.136

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13
Q

According to Ch. 5, Human Resources, issues regarding firefighter ____ and ____ continue to be the number one cause of LODDs

A

wellness and fitness

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14
Q

According to Ch. 5, Human Resources, ______ _______ lead the list of LODD (diagnoses)

A

heart attacks

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15
Q

According to Ch. 5, Human Resources, chief officers should make the wellness and fitness of their employees a priority from a P_______, H______ R_____, and B______ standpoint

A

planning, human resources, and budget

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16
Q

According to Ch. 5, Human Resources, this is the term for tasks or assigned duties that are crucial to successful performance of the job

A

essential job tasks
p136 and p183

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17
Q

According to Ch. 5, Human Resources, NFPA _____, Standard on Comprehensive Occupational ______ program for Fire Departments may provide guidance when developing essential job ______ for a department’s job ______

A

1582; Medical
Job tasks; job description

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18
Q

According to Ch. 5, Human Resources, implementing employee or candidate medical exams REQUIRES a partnership with the organization’s ____ _____ provider

A

health care
p.137

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19
Q

According to Ch. 5, Human Resources, Medical exams are given under what THREE pretexts?

A

Conditional offer to a candidate
Annual fit for duty
Return to work from injury

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20
Q

According to Ch. 5, Human Resources, chief officers would be advised to use the _____ process when developing components of the wellness program

A

committee

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21
Q

According to Ch. 5, Human Resources, _____ and ____ committees can be an important part of an overall wellness and fitness program

A

health and safety

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22
Q

According to Ch. 5, Human Resources, what two organizations developed the Joint labor management wellness-physical initiative and what is the candidate ability test that can be utilized for the evaluation of the candidates?

A

the IAFC and IAFF; the CPAT (candidate physical ability test)
p138

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23
Q

According to Ch. 5, Human Resources, physical ability tests can be a problem for the organization when they are developed in a manner that _____ ______ the physical demands of the job

A

artificially inflates
p138

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24
Q

According to Ch. 5, Human Resources, chief officer’s may need to involve WHOM to serve as a liaison among an injured employee, the employee’s physician, and the organization’s occupational physician to monitor treatment and establish a pathway back to work

A

the organization’s human resources department

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25
Q

According to Ch. 5, Human Resources, national fire fighter injury data is available through the ____ ___ ___ ___ annual FF injury report

A

NFPA’s - National fire protection association’s

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26
Q

According to Ch. 5, Human Resources, to appraise the effectiveness of the department’s accident prevention program, the chief officer can set goals for a reduction in the number of ____, ______, and ____.

A

accidents, injuries, and illnesses
p140

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27
Q

According to Ch. 5, Human Resources, knowing where one HAS BEEN is confirmed in past reports; knowing where one IS requires situational _______, _____ listening, and paying ______; but knowing where one IS going involves ______.

A

situational awareness, active listening, and paying attention;
Research
p140

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28
Q

According to Ch. 5, Human Resources, what is the term for potential employees who have a quality that supports the organization’s goals and mission and are able to interact with other employees and supervisors in a positive and mutually beneficial way

A

organizational fit

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29
Q

According to Ch. 5, Human Resources, what is the term for the study of a population’s characteristics?

A

Demographics
p142

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30
Q

According to Ch. 5, Human Resources, what must a department do to determine whether recruitment, selection, and placement of its personnel are effective and consistent with law and best practices

A

they must first determine its internal demographic information

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31
Q

According to Ch. 5, Human Resources, generally accepted standards have the perspective of what the ______ accepts as standard and the perspective of what the _________ within the fire department think the standard should be

A

citizenry; professionals
p142

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32
Q

According to Ch. 5, Human Resources, what is the first step in determining how well a department reflects the demographics of the community it serves

A

performing a demographic survey (or otherwise acquiring reliable demographic information)
p142

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33
Q

According to Ch. 5, Human Resources, where is a good place to start acquiring community demographic information?

A

local government organizations
p143

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34
Q

According to Ch. 5, Human Resources, where does the greatest portion of budget resources go to in a department

A

to its personnel (its most important asset)
(end of p.143)

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35
Q

According to Ch. 5, Human Resources, it is not uncommon to find fire service budges with more than _____ of the overall budget dedicated to personnel expenses

A

85%

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36
Q

According to Ch. 5, Human Resources, human resources is necessary for two major reasons: it’s the personnel who deliver the _______; it’s the personnel ______ that consume the largest part of the available funding source

A

service; costs
p144

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37
Q

According to Ch. 5, Human Resources, what are two “rates” that are a measure of a company?

A

it’s turnover and retention rates

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38
Q

According to Ch. 5, Human Resources, in addition to employee turnover rate, it is also important to understand WHY those employees left. For this reason, it’s advisable for chief officer’s to do what?

A

conduct an exit interview with employees to determine the underlying reason for their departure

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39
Q

According to Ch. 5, Human Resources, which NFPA is a resource for starring levels in career departments?

A

1710

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40
Q

According to Ch. 5, Human Resources, the “Report on Residential Fireground Field Experiments” is a study released by ______ that can be very helpful with ______ issues

A

NIST (National Institute of Standards and Technology)
Staffing
p145

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41
Q

According to Ch. 5, Human Resources, the total number of companies and the positioning of the companies to accomplish appropriate response times ultimately define the number of personnel required to deliver the ____ level of _____.

A

The defined level of service

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42
Q

According to Ch. 5, Human Resources, what is the term for a statement of principle used to guide decisions and actions

A

a policy

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43
Q

According to Ch. 5, Human Resources, what is the term for a method used to achieve compliance with the principle the policy describes?

A

a procedure

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44
Q

According to Ch. 5, Human Resources, a _____ is like a strategy - something specific that must be done - and a ____ is like the tactic used to accomplish the strategy

A

policy; procedure

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45
Q

According to Ch. 5, Human Resources, a ____ is what should be done, and a ____ is how to get it done

A

policy; procedure

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46
Q

According to Ch. 5, Human Resources, what is one of the major laws regarding wages that establishes minimum wage, overtime pay, record keeping, and youth employment standards in the affecting workers in the private sector, and in federal, state, and local governments

A

The FLSA - Fair labor standards act

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47
Q

According to Ch. 5, Human Resources, the benefits available to employees are divided into WHAT three categories?

A

Security and health
Payments for time not worked
Employee services

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48
Q

According to Ch. 5, Human Resources, which benefits category includes health insurance, flexible health spending accounts, life insurance, LODD benefits, disability insurance, pension plans, and workers’ comp?

A

Security and health

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49
Q

According to Ch. 5, Human Resources, which benefits category includes annual or personal leave, sick leave, paid time off, bereavement leave, holiday leave, maternity leave and educational leave?

A

Payments for time not worked
p147

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50
Q

According to Ch. 5, Human Resources, which benefits category includes health or wellness programs, employee assistance programs tuition assistance, uniform allowance food allowances, employe provided car, or car allowance, child care, professional association memberships, service awards, flexible work schedules, and athletic teams?

A

Employee services

51
Q

According to Ch. 5, Human Resources, what is the term for a benefits approach that offers all employees a basic plan with additional credits or dollar amounts to select additional benefits

A

a cafeteria benefits approach

52
Q

According to Ch. 5, Human Resources, what is the term that offers WEEKLY payments in case of NONOCCUPATIONAL illness or accident?

A

disability insurance (p148)

53
Q

According to Ch. 5, Human Resources, what is the term for a type of insurance coverage for JOB-RELATED injuries (a _______ requirement)

A

Workers’ compensation; a statutory requirement

54
Q

According to Ch. 5, Human Resources, incentive programs can be _____ or _____ rewarding

A

monetarily or personally

55
Q

According to Ch. 5, Human Resources, examples of ______ incentives are pay increases for non-required additional education, training, or certification

A

monetary incentives

56
Q

According to Ch. 5, Human Resources, examples of ______ ______ incentives are FF of the year awards and other recognition awards

A

personally rewarding incentives

57
Q

According to Ch. 5, Human Resources, the chief officer is often the first to determine whether current incentive programs are having the desired results. They see it in the _____ of the troops; they experience it through attempts to _____ new employees; and they hear it in _______ on the floor

A

morale; attract; comments
end of p.149

58
Q

According to Ch. 5, Human Resources, compensation and benefits are evaluated on their equity on WHAT two levels?

A

internal and external equity

59
Q

According to Ch. 5, Human Resources, Having leaders who are able to create an environment that helps people be ______ professionals is the key to any good organization

A

motivated

60
Q

According to Ch. 5, Human Resources, for perhaps the first time in history, we have ___ generations working at the same time in the fire service

A

five

61
Q

According to Ch. 5, Human Resources, which generation was born 1945 or before

A

Traditionalists or the silent generation

62
Q

According to Ch. 5, Human Resources, which generation was both 1946-1964

A

Baby boomers

63
Q

According to Ch. 5, Human Resources, what years were generation X born in?

A

1965-1976

64
Q

According to Ch. 5, Human Resources, what generation was born 1977-1995?

A

Millenials or Gen Y

65
Q

According to Ch. 5, Human Resources, what years were Gen Z/IGen born in and what is a third name for them?

A

1996 - TBD; Centennials

66
Q

According to Ch. 5, Human Resources, which generation matches with “rigid work hours and paying your dues defined the work culture”

A

Traditionalists/Silent Generation

67
Q

According to Ch. 5, Human Resources, what events may have produced the thriftiness of the traditionalist/silent generation?

A

The great depression and rationing during WWII

68
Q

According to Ch. 5, Human Resources, which generation experienced the economic boom post WWII?

A

Baby boomers

69
Q

According to Ch. 5, Human Resources, who were the most remembered assassinations of the baby boomer generation?

A

The Kennedys and Martin Luther King

70
Q

According to Ch. 5, Human Resources, what brought personal fulfillment to the baby boomer generation?

A

The career

71
Q

According to Ch. 5, Human Resources, which generation a greater frequency of single parent households as the divorce rate climbed?

A

Gen X

72
Q

According to Ch. 5, Human Resources, which generation’s focus became more personal, resulting in a generation that was forced to be more resourceful, adaptive, and self reliant

A

Gen X

73
Q

According to Ch. 5, Human Resources, which generation was projected to overtake baby boomers as the larges living adult generation?

A

Millennials/Gen Y

74
Q

According to Ch. 5, Human Resources, which generation rejects the workaholic views of their parents and do not believe that success is measures by income and long hours

A

Millennials/Gen Y

75
Q

According to Ch. 5, Human Resources, which generation experienced the recessino oof 2008 9/11, and Columbine

A

Millennials/Gen Y

76
Q

According to Ch. 5, Human Resources, which generation became known as the generation of inclusiveness, equity, diversity, and tolerance?

A

Millennials/Gen Y

77
Q

According to Ch. 5, Human Resources, which generation’s workplace motivation is one that assume “the more i work, the more i make”

A

Gen Z/IGen/Centennials

78
Q

According to Ch. 5, Human Resources, which generation began to witness extended family living in single homes?

A

Gen Z/IGen/Centennials

79
Q

According to Ch. 5, Human Resources, which generation represents the largest share of the work force?

A

millennials (p.155)

80
Q

According to Ch. 5, Human Resources, what is the first step to determining how well all the people in the department work together to provide the best possible services to the departments internal and external customers?

A

Evaluating management-employee relationships

81
Q

According to Ch. 5, Human Resources, the key to determining management-employee relations is to examine the factors that produce ______ employees, and those that do not

A

motivated

82
Q

According to Ch. 5, Human Resources, fully understanding the implementation of the ____ ____ system and achieving proficiency in _________ technologies can greatly assist the chief officer with improved communications on the emergency scene

A

incident command system; communications technology
p156

83
Q

According to Ch. 5, Human Resources, what are examples of each of the following domains of learning: cognitive, psychomotor, and affective?

A

cognitive via written testing
psychomotor via physical fitness testing
affective via oral interview

84
Q

According to Ch. 5, Human Resources, which organizations developed the CPAT for use in evaluating potential candidates?

A

The IAFC and the IAFF
p157

85
Q

T of F:According to Ch. 5, Human Resources, employees may be MANDATED to participate in the EAP

A

True, in some cases employees are mandated to participate as a result of a discipline issue

86
Q

According to Ch. 5, Human Resources, critical items to evaluate are the (EAP) program’s C_________ with job responsibilities, A_________, and the members C_________ in the program.

A

competence; accessibility, confidence
p159

87
Q

According to Ch. 5, Human Resources, when conflict is presented to a chief officer, the first question to be answered is what?

A

Has every appropriate effort been made to resolve the conflict prior to the intervention of the chief officer?

88
Q

According to Ch. 5, Human Resources, what are the THREE pretexts that medical exams are given under?

A

A conditional offer
An annual fit for duty
Return to work from injury

89
Q

According to Ch. 5, Human Resources, where should discipline for infractions be clearly defined?

A

In the policies and procedures
p160

90
Q

According to Ch. 5, Human Resources, what can be done during the disciplinary process to add transparency to an already intimidating process and what does doing this mean?

A

the supervisor and employee can initial any documents they have read. this does not mean they agree with the material of the document

91
Q

According to Ch. 5, Human Resources, what are the basic questions of journalism to be used when investigating a potential infraction

A

who, what, when, where, why, and how
(Chief tip, p.160)

92
Q

According to Ch. 5, Human Resources, one of the most important things to keep in mind during the investigation and _____ and _____ documentation

A

proper and thorough
p161

93
Q

According to Ch. 5, Human Resources, a pre-disciplinary hearing or conference is also referred to as a ________ _______.

A

Loudermill hearing

94
Q

According to Ch. 5, Human Resources, in most cases a Loudermill (pre-disciplinary hearing or conference) hearing must be conducted before a ____, _____, or involuntary ______ can be invoked

A

suspension, termination, or involuntary demotion

95
Q

According to Ch. 5, Human Resources, what is the term that is protection for public employees as it relates to criminal prosecution and where is it derived from?

A

Garrity rights; derived from the Fifth Amendment

96
Q

According to Ch. 5, Human Resources, one of the most important aspects of any evaluation program is ______ in evaluating employees

A

consistency

97
Q

According to Ch. 5, Human Resources, for job descriptions to be useful, they must be ______ and they must apply directly to the _______ required of the employee fulfilling the job

A

valid; responsibilities

98
Q

According to Ch. 5, Human Resources, the goal of the ____ ____ is to collect as much information as possible about each job

A

job analysis

99
Q

According to Ch. 5, Human Resources, what term refers to the information about a specific area that is acquired though education, training, and personal experience

A

Knowledge (from the KSA section)
p164

100
Q

According to Ch. 5, Human Resources, what term refers to practiced acts that do not necessarily require specific abilities

A

Skills (from the KSA section)

101
Q

According to Ch. 5, Human Resources, what is the term that can be divided into broad categories of cognitive, physical, and perceptual motor abilities

A

Ability (from the KSA section)

102
Q

According to Ch. 5, Human Resources, what are the domains of learning (3)?

A

cognitive (thought process/comprehension); psychomotor (perception/motor skills); and affective (attitude/valuing)

103
Q

According to Ch. 5, Human Resources, Professional development starts with assessment of an individual’s current _____ status; which _____ a person has at present and what need to be improved on

A

professional; KSAs

104
Q

According to Ch. 5, Human Resources, a career ______ is where a statement of where a person wants to be in the department, and the _____ are the necessary steps to get there

A

goal; objectives

105
Q

According to Ch. 5, Human Resources, Members can be encouraged to participate in (professional development) by offering and supporting programs that are ______, ______, and as _____ as possible

A

relevant, accessible, convenient

106
Q

According to Ch. 5, Human Resources, discussion of the professional development options should be part of the employee _____ process

A

evaluation
p165

107
Q

According to Ch. 5, Human Resources, the amount or frequency of training will depend on the _____ of fire department _____.

A

type of fire department structure (ex. career vs volunteer vs part time, etc)
p166

108
Q

According to Ch. 5, Human Resources, the goal of the training program is to assist the department in meeting its ______ _____ goals

A

community service

109
Q

According to Ch. 5, Human Resources, training topics need to be determined after a review of ___ and ____ requirements

A

state and federal

110
Q

According to Ch. 5, Human Resources, no traiing program can function at a high level without addressing the need for training _____ and _____.

A

equipment and supplies

111
Q

According to Ch. 5, Human Resources, the acquisition of training equipment and supplies begins with the ______ ______ identifying the needs of the program

A

training committee

112
Q

According to Ch. 5, Human Resources, for a training program to remain fresh it is imperative that training instructors __ ____.

A

be trained
p168

113
Q

According to Ch. 5, Human Resources, in the end, it is the level of _____ provided in a ____ manner to the citizens that determines the success of any training program

A

service; safe

114
Q

According to Ch. 5, Human Resources, officer’s completing job rotations will gain valuable job ________ and will also build additional ______ across the organization

A

knowledge; relationships

115
Q

According to Ch. 5, Human Resources, the promotion ______ itself is the end result of the promotion _______.

A

process; program

116
Q

According to Ch. 5, Human Resources, name the bias: rating the candidates the same across the board

A

halo/horn

117
Q

According to Ch. 5, Human Resources, name the bias: assigning a rating based on recent performance unrelated to the assessment center or interview

A

recency error

118
Q

According to Ch. 5, Human Resources, name the bias: keeping ratings in the middle, avoiding high or low marks

A

central tendency

119
Q

According to Ch. 5, Human Resources, name the bias: wen the evaluator compares the candidate to other candidates and not the specific compentencies being evaluated

A

contrast error

120
Q

According to Ch. 5, Human Resources, name the bias: evaluator is influenced by the similarity of the candidate to themselves

A

similarity bias

121
Q

According to Ch. 5, Human Resources, which term goes with the word EFFECTIVENESS

A

validity

122
Q

According to Ch. 5, Human Resources, which term goes with the word DEPENDABILITY

A

reliability

123
Q

According to Ch. 5, Human Resources, validity and reliability prove that the promotion process is ____ and ______.

A

fair and equitable

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