100 series Flashcards
Departmental Teams
Departmental Teams The department utilizes the “Teams” process to facilitate and guide the development of policies, procedures, and programs within the organization. Labor representation is included on all teams dealing with issues that impact the membership of the department. All teams will complete a team profile and operate under current established team
When does the Labor management team meet? And what do they cover?
The labor management team meets quarterly, and on an as needed basis, to discuss issues related to departmental policies, programs, and strategic planning. This forum may also be utilized for the discussion and research of wages, benefits and working conditions prior to presentation at the Meet and Discuss Employee Issues Forum.
When did the city of Mesa become accredited?
The CFAI accredited the Mesa Fire Department on August 23, 2001
What are the 10 categories accreditation is based on
- Governance and Administration
- Assessment and Planning
- Goals and Objectives
- Financial Resources
- Programs A. Fire Suppression B. Fire Prevention and Life Safety C. Public Education Program D. Fire Investigation Program E. Technical Rescue F. Hazardous Materials G. Emergency Medical Services H. Emergency/Disaster Management I. Response to Weapons of Mass
J. Aviation Rescue and Firefighting - Physical Resources
- Human Resources
- Training and Competency
- Essential Resources A- Water Supply B- Communications Systems C- Administrative Support Services D- Office Systems
- External System Relations
What does it mean to be accredited?
Accreditation means that a fire department’s, programs are “credible” and they promote excellence within the organization. MFD’s accreditation was achieved in two major areas, Self - Assessment and Standards of Response Coverage.
High probability
These structures are most likely to be at fire risk.
The Standard of response coverage (SORC) consists of three key elements:
Distribution : the station and resource locations needed to assure rapid response deployment to minimize and terminate emergencies. Concentration : the spacing of multiple resources arranged so that an initial “effective response force” can arrive on scene within sufficient time frames to mobilize and likely stop the escalation of an emergency in a specific risk category. Staffing levels : consists of the number of personnel and their task assignments.
High probability structures
Non - sprinkled occupancies 3 or more stories in height, including apartments, hotels medical buildings and office complexes (R - 1)
Hospitals (I - 1.1)
All high - rise and mid- rise complexes sprinkled or not (R - 1 or B)
Warehouses with heavy fire load (M or S - 1)
Explosive manufacturing (H - 1 and 2)
Semi - conductor industries (H - 6)
Occupancies with extreme health hazards, toxic and highly toxic material s (H - 7)
Non - sprinkled nursing homes (I - 1.1), assemblies with >50 (A - 3) and jails (I - 3)
Vacant buildings that are not preplanned (A’s, I - 3, 4, H - 1,2,6, M occupancies with high piled stock, R - 1)
Downtown Commercial Occupancies
Low probability
These structures are least likely to be at fire risk, generally, due to built - in fire protection.
High/Special Risk-Built in fire protection but there is potential for multiple life and property. Low probability /high consequence.
“H” occupancies, where flammable solids present a high physical hazard (H - 3), large repair garages or shops (H - 4) and large aircraft hangers (H - 5) Sprinkled shopping malls (M) movie theatres and restaurants >50 (A - 3) Large assembly, with an occupant load over 1,000 and a stag e (A - 1)
Large assemblies 300 people (A - 2 and 2.1)
Stadiums and amusement parks (A - 4)
Sprinkled nursing homes/nurseries with full time care of children under 6 (I - 1.1)
Sprinkled mental institutions and jails (I - 3)
Large factories or industrial occupancies of a moderate hazard (F - 1)
Schools, including public, private, charter, and parochial (E - 1 and 2) High Probability - These structures are most likely to be a fire risk.
What are the requirements to be certified in haz mat or TRT.
Hazardous materials and/or technical rescue requires a 200 hour certification program through the State Fire Marshal’s Office, Arizona Department of Emergency Management or nationally approved program
Arff requirements
An airport rescue Firefighter (ARFF) assignment requires an Arizona 80hour certification program or nationally approved program
When do non certified members begin to receive special teams pay?
Non-certified personnel assigned to a special operations position for six consecutive months or longer will begin receiving assignment pay once the following has been completed: 75% of all training has been attended and documented in Firehouse, and their Special Operations packet has been completed and signed off by their Captain/Preceptor. This assignment pay needs to be requested by the member via e-mail to the Operations Deputy Chief. They will not be recognized as a certified technician, or receive the attribute in TeleStaff, until after certification training. This certification training is currently 200 hours for Hazardous Materials and Technical Rescue. The ARFF certification is currently 80 hours
Requirement for leaving special teams for less than one year.
Returning members away from their special teams assignment for less than 12 months will immediately receive assignment pay and retain their specialty attribute(s). A commitment of one year begins with the start of the assignment pay
Can you leave special teams for longer than 12 months ?
When members have been away from their special teams assignment for 12 months or longer or were hired with a specialty attribute, they may go through the process to regain or receive special operation assignment pay. Past members will take a written test and must pass with a score greater than 75% and must complete and pass a competency based practical exam that demonstrates their proficiency. New members will be evaluated by a preceptor for twenty shifts and then must pass a written and practical exam
What is needed to keep special teams pay
Assigned members will attend 75% of the required training to maintain their assignment pay and position on special teams. Training includes: in-station, bimonthly and regional training to help maintain certification. Documentation includes completing a TAC form and submitting it to Training and Special Operations. Failure to comply with required training may result in loss of assignment pay and/or assignment
How long can a position go unfilled
When the projection for a temporary Engineer, Captain, or BC “shift” vacancy exceeds 90 days, and 30 consecutive shifts of a documented employee leave, a temporary promotion will be made
What is protocol for a position that is unfilled for less than 90 days
If a vacancy occurs that is expected to last 90 days or less the department may fill the opening with leave pool personnel from the same shift if appropriate leave pool personnel are not available, a temporary assignment will be made, only if the vacancy is expected to last 30 days or longer. If leave pool personnel are utilized and the vacancy lasts 90 days with the expectation that it will extend at least 30 more days a temporary assignment will be made. In any case where the original projection for a vacancy exceeds 90 days a temporary assignment will be made
What If the applicable promotional list has been exhausted and a spot needs to be filled?
The most senior member that meets the requirements will be offered the position. The individual will be selected from the shift needing the temporary position. The Department reserves the right for the final approval in the selection process based on ALS/BLS, specialty attributes, or other assignments
Do members receive raises while temped?
During a temp assignment, the employee’s Merit Review Date does not change and the employee continues to receive merit increases based on the schedule established at the employee’s regular class, per COM Personnel Rules, Section 630, C
How long can a temp assignment last?
The duration of the temp assignment shall not extend beyond a period of 12 months unless approved by the Department Manager or designee
What is needed for a pregnant member to come back to work?
The employee must have approval in writing from her physician to return to active duty with a Return to Duty Progress Report, which is available in the Fire Wellness Office
Who can take a leave of absence? And for how long?
Employees with at least twelve months of continuous regular full-time or regular parttime employment with the City of Mesa are eligible to request a leave of absence of up to twelve weeks of paid and/or unpaid leave per a 12 month period for specific family and medical reasons. (As defined by the Personnel Rules: Section 442, Family and Medical Leave and Management Policy #345).
The City of Mesa shall grant leave to an eligible employee for one or more of the following reasons
- For the birth of a child or the care of a child
- For the care of the employee’s spouse, son, daughter, or parent who has a serious health condition
- Leave may also be granted for a serious health condition that makes the employee unable to perform their job
Definition of child for FMLA
Child means biological, adopted or foster child, stepchild, or legal ward. Son or daughter also includes a child eighteen (18) years or older who is incapable of self-care due to mental or physical disability
For the care of the employee’s spouse, son, daughter, or parent who has a serious health condition.
A serious health condition means an illness, injury, impairment, or physical condition that involves any period of incapacity or treatment in connection with or subsequent to in-patient care in a hospital, hospice, or residential medical facility or any period or incapacity requiring absence from work school, or other regular daily activities of more than three (3) calendar days that also involves continuing treatment by or under the supervision of a health care provider and for prenatal care
Requirements for filing for leave for a serious health condition that makes the employee unable to perform their job.
Employees must provide thirty (30) days advance notice to the Fire Chief and the Personnel Director when the need for Family and Medical Leave is foreseeable. Employees must complete a Family and Medical Leave Request Form from the Personnel Department and submit it to the Fire Department Personnel Section. The City will request medical certification to support a request because of a serious health condition
Regs for coming back to work from FMLA
Upon returning from Family and Medical Leave, the employee shall be restored to their original or equivalent position at the same pay. There will be no benefit accrual during unpaid Family and Medical Leave. However, all benefits for which the employee is eligible will resume immediately upon their return from Family and Medical Leave
How often are sops reviewed
Standard Operating Procedures will be reviewed and updated whenever there is a new policy, a change in an old policy, or three years have lapsed since the last review date. (For example: past review date January 2005, next review process would be completed by January 2008
Transitional work benefit guidelines.
Both full and part time employees are eligible for the TW benefit. TW is intended to be a short-term benefit. The employee may be on TW work for a maximum of 520 hours. If the employee requests an extension, the employees Assistant Chief/RC Manager/Department Manager may approve another 520 hours (1040 total). If additional time is requested, the Fire Chief and the Human Resources Director must approve the extension
Who can file for transitional work.
- The member must be a permanent employee of the City of Mesa, at the time of his/her current accident, injury or illness.
- Members injured on the job must complete the Return to Duty Progress Report form (signed by their physician) in order to qualify for Workman’s Compensation Benefits
If a transitional work position is not available in the Fire Department
Employee Benefits will assist in finding the member a position in another department. The physical work activities of an employee shall be restricted in accordance with his/her particular disabilities or needs
How long can a member be on TW?
It is the intent of this policy that employees shall not be on transitional work for a period longer than 1040 hours (approximately six months) per injury or illness. For unusual circumstances, the City Personnel Director and the Department Manager will evaluate what conditions constitute unusual circumstances on a case-by-case basis
What is Long-Term Modified Work Program assignments
When sworn members are injured to the extent that a return to regular duty in a line assignment in emergency services is unlikely
Who can be on long term modified duty
In order to be considered for placement in a long-term modified duty assignment, the member must be physically, emotionally, and psychologically capable of performing the duties that they will be assigned
The Fire Department will consider a member for a long-term modified work assignment, on a case-by-case basis, using the what criteria
- Necessary funding for such a position must be identified and secured. 2. The member’s last three performance evaluations must be rated at least overall “Successful Performance.” 3. The member’s immediate supervisor(s) for the past three years and battalion chief(s) must recommend the member for the assignment. 4. The member must have a minimum of 15 years of credited service in the Arizona Public Safety Personnel Retirement System
How long can a member be on long term modified duty
The maximum time served on long-term modified work status shall be five years
Health Care Provider
Agency contracted to conduct medical examinations
Peer Fitness Trainer
Fire department personnel trained to provide wellness education and conduct fitness evaluations
Licensed Health Care Provider
A health care provider licensed by the State of Arizona trained to perform and interpret the medical exam items listed in the Medical Examination section
Physical Fitness Evaluations
Traditional fitness evaluation that measures muscular strength and endurance, flexibility, body composition, and aerobic capacity
Who has to take annual med exam?
All Department members who are subject to the use of self-contained breathing apparatus (SCBA) shall be required to submit to an annual medical examination. This shall include Battalion Chiefs, Civilian Training Officers and Fire Investigators
What is the rule if a member fails the physical exam and they request exam by their own physician.
The entire cost of the exam will be the responsibility of the member. • Overtime will not be paid to members going to their own private physician, however, two hours of “medical appointment” time/TDY will be provided so members may go on-duty. • Members must notify the Wellness Office prior to the schedule being posted for medical exams. • The exam must be identical. • The exam must be completed within 30 days from the last day of the Department’s scheduled exams. • All results must be signed by a licensed health care physician and forwarded to the Department’s contract health care provider. • The contract physician may contact the member’s private licensed health care physician for clarification of results
What should daily PT activities include.
Daily physical fitness activities should include exercises that are designed to maintain or improve a member’s flexibility, muscular strength, muscular endurance, and anaerobic and aerobic capacity
industrial injury
A personal injury arising out of and in the course of employment with the City
What are approved pt exercises
Running, jogging or walking (flat surface) • Non-contact soccer • Stationary aerobic training using Department provided equipment • Racquetball (eye protection required) • Ultimate Frisbee • Weight lifting • Work Hardening
occupational illness
A disease caused by a specific hazardous condition or material when there is a direct relationship between the conditions under which the work is performed and the occupational disease
definition of near miss
description of a near miss or close call would include the following: Incidents in which members may have been injured, had they followed fire department standard operating procedures. Any incident involving fire department apparatus/vehicles that cause the driver to use swift collision avoidance behaviors. Any training activity, where due to the failure of equipment or the failure to follow standard operating procedures, could have resulted in member injuries. Encounters with hazardous materials that could have resulted in higher quantities of released material due to fire department operations. Operations in roadways (or near roadways) where members encounter private or public vehicles being driven inside of fire department work zones. Operations that mistakenly place fire department members in, or near, unexpected high risk or violent environments. Technical rescue or recovery operations where members performed functions that could have resulted in injury. Incident scenes where other local, state or federal agencies had operations that placed fire department members at risk of being injured. Urban or wild land fire operations where sudden or hostile fire conditions occurred and members could have been severely injured. Environmental conditions that created a situation where members may have been injured while operating at an incident scene
In the event of an accident, is PD always called?
Police Department notification may be waived in those instances on City property where there is no injury and only minor damage
where accidents occur with no violation of policy was found. what are penalties
First Collision: MOU and training as determined by the immediate supervisor and the Safety Battalion.
• Second Collision Written CAP and driver training delivered by the MFMD Training Department.
• Third Collision Written Reprimand, driver training delivered by the MFMD Training Department, mandatory eye and ear exam.
• Forth Collision Removal of driving status, uncompensated suspension, or demotion as determined by Fire Administration
In accidents where a backer was used who is held liable.
In cases where a collision involved backing and a backup person was in place, both the driver and the back-up person may be held accountable for the collision if it is determined that the collision was preventable
Actions for collisions with violation of policy or law are.
First Collision: Written Counseling Note or actions as set out by COM Management Policy and driver training delivered by the MFMD Training Department. •
Second Collision: Written Reprimand or actions as set out by COM Management Policy, and/or uncompensated suspension, and/or demotion.
• Third Collision: Uncompensated suspension, demotion or termination as determined by Fire Administration
When traveling in patient transport vehicles, all passengers and patients will travel in designated passenger locations and be securely belted. Firefighters riding in the patient care areas of the vehicle shall also be seated and belted in an approved passenger seat. The exception to this rule shall apply when.
a firefighter, while in the performance of patient care procedures, determines that he or she must be mobile to complete a procedure or provide necessary patient care. It is strongly recommended that members follow Mesa Fire Department, Obvious Death Protocol (SOP 406.03) and AEMS, Field Termination of Resuscitation Guidelines, procedure (9501) when appropriate. Following these procedures will minimize the need for performing CPR, while traveling in a Code 3 ambulance, on patients that meet these criteria. Members must remember that riding in an ambulance without a seat belt is a High Risk activity. Apply the Fire Department’s Risk Management Analysis (i.e. “Risk a life to save a life”) when deciding to render care without a seatbelt
What is the seat belt rule?
The use of seat belts is required in any and all vehicles when a member is “on-duty”. Seat belts are required at all times by all members and passengers when traveling in City vehicles
Who is responsible for industrial injuries and transitional work.
It is the responsibility of the Mesa Fire Department’s Emergency Services Captain to provide oversight and general management for fire department industrial injuries and the transitional work program
Who manages infectious exposures
It is the responsibility of the Mesa Fire Department Wellness Captain to manage infectious exposures and known or suspected toxic chemical or biochemical exposures. The Department Safety Officer, in cooperation with the Wellness and Emergency Services Captain, will investigate non-criminal incidents, conduct post incident reviews, develop education and training programs and suggest procedural changes to prevent similar incidents
Procedures for Member Injuries and Infectious, Toxic Chemical, or Biochemical Exposures
Member notifies supervisor.
- Supervisor notifies Battalion Chief and BSO or their respective Deputy Chief/Supervisor.
- Any serious injury or exposure shall be reported to Alarm who will then initiate a “Duty Chief” Page.
- Follow instructions provided in the Industrial Injury/Infectious Exposure Guidelines & Procedures located in the Industrial Injuries and Exposures Section of the Personnel, Health & Safety Home Page
