Behavioural Flashcards
Ordered to carry out a task you do not agree with?
As a rookie firefighter, I know significantly less than senior firefighters and officers and am there to follow direction and learn
Chain of command is crucial at all times and a firefighter must follow this command in order for safety and smooth operation
There is likely a good reason that the officer has assigned me this order that seems to be outside of protocol. It’s unlikely that they are consistency working outside of protocol and it is probable that they know more than I do in that situation and need to adapt to a changing scenario
Therefore I’d carry out the task without question, entrusting that the senior officer is in that role because they are qualified for it and I’m there to learn from them
If there was a safety issue and I truly felt uncomfortable, I would speak to my superior directly and help determine if there is in fact an ongoing issues
Following the incident, I’d inquire politely about the assignment, looking to learn and gain a better understanding on what actually happened and why it was done like that. This would strengthen my knowledge as a firefighter and improve communication between myself and the chain of command.`
An individual is consistently eating their lunch by themselves what would you do?
Knowing that shared meals are an important part of crew cohesion and bonding and relationship building
Approach them privately and ask if they would like to join the group at lunch, it may be as simple as they didn’t feel welcome because nobody had asked
If not, ask if they cared if I joined them
Important to know if there are any issues going on, maybe another co-worker makes them feel uncomfortable, maybe they are struggling with work or home issues
May simply be the case that they value a bit of alone time, considering the better part of 24 hours is spent together with others
Must recognize the differences in others, some are more introverted and require alone time while others more outgoing
You are outside doing yard duties when fellow Fire Fighters make a racial slur to an individual walking by. What do you do?
How would you deal with a coworker making racist remarks or jokes?
If possible, approach the targeted individual and apologize for the other firefighter’s actions, assuring them that they’re not representative of the department
Let them speak on how they feel
Following this, I’d speak to the firefighter privately and begin by asking why they would do such a thing - it is important to understand where these things are coming from because we all come from different backgrounds and upbringings, where these things are commonplace
I would then tell them that it is completely unacceptable to speak in such a way and that everyone is valued equally, regardless of race
Must understand the struggles that radicalized individuals face, and how slurs just add to the issue and hold us back
Members of the fire service need to be ambassadors, at the forefront of inclusivity, equality and diversity, passing these values to the public
If they continue to do so, tell them that I would be forced to elevate the issue up the chain because it reflects extremely poorly on the entire department
Suppose you found drugs in another firefighter’s locker. How would you respond?
Suppose you noticed your Lieutenant was intoxicated. How would you respond?
How would you respond to another firefighter offering you an illegal substance?
Safety and well-being of fellow firefighter and the crew is of utmost importance
Same with the public that we serve
I would approach them privately and address what I came across/noticed
Ask if everything is ok and see if their is an underlying issue they are willing to discuss, as that is often the case
Could be a cry for help or a major psychological distress coming to a head
Make sure that they know I can be confided in and offer to help in any way necessary
Point them in the direction of professional assistance, peer support, therapy
After addressing their personal safety, I would have to tell them that using substances on the job is unacceptable and cannot continue, as it’s endangering the crew and the public
They must stop using these substances or remove themselves from their work until the issue is sorted
If they refuse, let them know I’d be forced to elevate it up the chain
Of course remain as confidential as possible out of respect for everyone involved
You are told to evacuate a building and an old lady doesn’t respond to your orders. What would you do?
My initial course of action is to evaluate the situation and determine why the individual is not responding. Is it a hearing issue, language barrier, cognitive disability or any number of other impediments on our line of communication that is causing them to not understand what is occurring
Say they are coherent and alert, but refusing to evacuate, as quickly but thoroughly as possibly I would explain to them the gravity of the situation and how their life is at risk if they are to stay
I’d be sure to be clear that myself and the rest of the responders on scene are there to help, can be trusted and are looking for her best interest
Another good option if available would be to show her others evacuating, in hopes that will convince her
In an IDLH situation, I would quickly but safely remove her, while in a non urgent situation I could ask for police assistance, try to get in touch with her family or caregiver
When you don’t know an answer, how do you respond?
In my mind the only appropriate course of action when I don’t know an answer is to first admit that I don’t know, which can be one of the hardest things for many people, but it is very important not to act like I know something that I don’t
Then I’d take the time to figure out the answer on my own, either researching it, asking someone with more experience or knowledge in that area than me
I find that being challenged with difficult questions helps to learn, broaden the mind and expand horizons
How would you deal with sexual harassment towards yourself? Towards another?
Unfortunately, sexual harassment can be an extremely difficult situation to deal with, both as a victim and a bystander. This can be in large due to the desire to fit in and not cause any sort of controversy or animosity, especially between crew members.
However, it is something that must always be addressed, and elevated up the chain of command until it is dealt with
In terms of myself, I feel confident enough to make it absolutely clear that an individual’s behaviour towards me or another is inappropriate and must stop immediately. I would also ensure that I report it through proper channels, offering to do so anonymously for someone else.
Although many minor issues should be worked out between co-workers, sexual harassment is not one of them and reporting such incidents is important in order to ensure the harasser is not continually doing the same to others, going unreported for long periods
It is also very important to consider the victim’s feelings and well-being, putting them first, offering support and pointing them in the direction of help
There is zero room for for sexual harassment in the fire service, as it must be an inclusive team environment working to serve the public
How would you deal with an order against your moral judgment?
Communication is key in a scenario involving my moral judgement
Barring any risk to safety, I would trust that my superior has much more experience on the job and in that situation, therefore I should trust their moral judgement, knowing that I am acting on their behalf under the belief that they are in a position to make decisions for a reason
If this were to become a persistent issue, I would have a conversation with my supervisor about these situations, and attempt to understand their reasoning, as well inform them that I am uncomfortable completing these orders, with the goal being to reach a compromise, or change of perspective that results in the best outcome for everyone
How would you deal with an order that put you in great danger?
I have the utmost trust in my supervisors and superiors in this department are experienced and competent enough to not order me into a situation outside of the typical risk profile of this profession
However, should that situation arise, I would communicate my concerns and perspective to my supervisor, as there may be information that I have concerning the danger that they don’t, leading to a different decision
Failing this, I could consult the safety officer, who has the ultimate authority on safety. If they approve of the directive as well, I fully trust that it is not going to put me in unnecessary danger
I realize that in this line of work, there is always risk involved but safety of firefighters should always be put first. Risk a little to save a little and risk a lot to save a lot comes to mind. All risk should be calculated and carefully considered, falling back on proper training and PPE in order to mitigate dangerous situations
How would you deal with an irate citizen?
I find that when dealing with an irate citizen, it is best to make them feel listened to
Someone who is irate is going through a difficult situation and either doesn’t have the capability to calmly react to it or is in so much distress that their emotions are coming out aggressively
It is important to ensure that they don’t interfere with the incident or cause any harm to others or themselves, but it is also important to allow them to vent and determine the best course of action to alleviate their problem
I would remain calm and professional, attempting to de-escalate the individual
Family/Friend Hurt/Property on Fire: Ensure them that we are trained professionals, doing the absolute best that we can to result in the best outcome for everyone. We deal with these situations everyday.
Mad at Policy: Explain to them exactly what we are doing and why. Remain calm and provide reasoning for why we have certain policies and why we follow them. Provide them the proper channels to lodge a formal complaint with the department if they wish to do so.
How would you handle conflicting orders at a scene?
Conflicting orders should generally be avoided through following the chain of command, proper communications and standard operating procedures
In the case of conflicting orders on scene, I would revert to chain of command, following the order of my direct supervisor as intended.
In the case of a higher ranking officer instructing me to do otherwise, I would inform my supervisor that a higher ranking officer has ordered me to a different task, therefore I will carry that task out until told otherwise.
It is crucial to communicate in this situation, because conflicting orders may result in confusion, especially if two people think that I am doing two different things
As always, communication, chain of command and safety must be at the front of mind
How would you handle bullying in the workplace?
I strongly feel that there is no room for bullying in any workplace, but especially one that requires a tight-knit team to safely and effectively perform the job
The first step in handling bullying is creating an inclusive team environment that discourages it to begin with
Secondly, bullying must be identified as it is happening, so it can be intervened with quickly and effectively
A victim first approach is important, as we should pay attention to how they are feeling and ensure that they do not feel alone
It is then appropriate to intervene directly with the one bullying, as many isolated issues can be stopped once a person becomes aware of their actions
If there is any indication that this is a persistent issue, it should be elevated up the chain of command in order to prevent an individual to continue their behaviour unnoticed, harming the culture and integrity of the workplace
Ideally this point would not be reached and it would be a learning situation for all involved, creating a more include workplace and setting an example for the community being served
How would you respond if you saw another firefighter steal?
What would you do if you caught a fellow co-worker stealing property at a fire?
The first step is gaining a full understanding of the situation and not making assumptions, therefore I would approach the firefighter and ask what occurred - it very easily could have been something other than steeling, and I feel that I should always assume that my co-workers in this department have a high level of integrity
If I determine that they were stealing, I would tell them that they must report their action up the chain of command, return the property, or I would be forced to do it
I believe that most issues between firefighter can be resolved without involving supervisors, however issues of integrity and breach of public trust such as stealing must be dealt with and discipline must be carried out, hopefully resulting in correcting behaviour and making the other fire-fighter a better person and co-worker
How would you handle a conflict with another firefighter?
Conflict between co-workers is inevitable in any line of work, but may be even more prevalent in firefighting as crews live together for 24 hours at a time, are under near-constant stress and there are many strong personalities
Ultimately, conflict results from a difference in opinion and lack of a willingness to see someone else’s perspective
Therefore, conflict can be resolved by stepping down from your point of aggression, calming down and trying to view the issue from your co-worker’s perspective
Ideally, both myself and my co-worker reach a compromised place in between our viewpoints
In the situation that both myself are completely firm in our beliefs, it is important to remain amicable and not allow the conflict to damage our relationship or the dynamic of the crew, as it is important that any issues are not detrimental to performance, teamwork and safety
Overall, conflict can be a learning and growth situation, one where both parties gain new perspectives
A teammate removes their SCBA in a volatile environment. What do you do?
Upon noticing that a crewmate had removed their SCBA, I would immediately try to determine what caused them to do so, such as an equipment malfunction, in which I would immediately attempt to make corrective actions or remove them from IDLH, calling a MAYDAY in the process as it is important to have the RIT crew moving immediately
If it is a situation of a personal choice - ex during overhaul, I would have a conversation with them about how that is detrimental to their health and against department policy
If that doesn’t change their opinion and actions, I would talk to my captain to review policy on SCBA, as the health and safety of our crew is of the utmost importance
