chapter 4 Flashcards
HR MNGT
who are the most important human resources available to fire services
employees
Co’s must consider the’’ of their personnel above all else
safety, health and well being
Co’s must be familiar with local P,P,P x3 and labor/mngt agreement as well as state/provincial/federal HR laws
local polices, practices, procedures
Co’s can use the following steps to solve problems or make decision: x5
I
S
D
I
E
Step 1 identify
Step 2 select
3 - design
4 - Implement
5 – evaluate p-76
CO’S are required to PLAN x4 during shifts
- stations task, duties ..
- preincident planning
- training
- inspections
to make recommendations for modifications the cos should document x4
- situation descrption
- recommended alteration
- justification for recommendation
- projected outcome of alteration
who should have knowledge of following Org policies:
duty
- retention
- duty exchange
- substance abuse
- discipline
- promotion
- performance eval
- leaves( vaca, sick)
- absenteeism
p.76
Company officer
initial ‘’’ can affect a responder’s Development, motivation, and retention it can also affect depts Reputation and ability to recruit new FF
impressions/ experience
New CO’s must also learn the duties and task required in performing ‘’’ activities:
- apparatus / equip care and cleaning
- building cleaning
- standing radio watch
- INTERACTING W/ EXTERNAL CUSTOERS
- Community risk reduction actives
- Outreach activates
nonemergency
Probie Programs can be home long
6-18 months p. 77
During probation time Co’s provide guidance while’‘x 3 O,D,E performance against standards, policy’s, procedures and practices Expectations should be explained to new members in’’ x3 terms C,C,U
observing, documenting and evaluating
clear, concise and understandable
New members should be provided with a list or summary of these expectations in writing form to ensure that’’
expectations are understood
A ‘’ work environment includes compliance w/ org polices, practices, procedures and law.
favorable
Per us equal employment opportunity commission the employer will be laible for harassment by non supervisory employees or non employees for whom it has control if “”
it knew or should have known about the harassment and failed to take appropriate corrective actions p. 78
an what ‘’ environment occurs when employees in workplace are subject to a pattern of offensive conduct or behaviors such s sexual harassment or hazing
unfavorable work
Co’s must know and understand regarding sexual harassment:
- laws that ‘’
- behaviors that constitute ‘’ environment
- local ‘’ process for sexual harassment
- ‘’ rights in such cases
govern workplace behaviors
sexual harassment/hostile
reporting
employee/members
Possible signs that ‘’’ is occurring:
- lack of engagement
- avoidance of certain coworkers
- absenteeism
- change in behavior
sexual harassment
’’’ must monitor their own actions , as well as those of there subordinates in order to :
ensure sexual harassment policy is cleary stated and posted in high visible location in the station
Be aware of possible warning, signs and sexual harassment is happening
Take corrective actions immediately
Inform members who are engaging in inappropriate behavior that it is an infraction of the organizations policy will not be tolerated
co’s
Performance eval’s may be
informal or formal
difference b’tw formal / informal
f- generally in writing
I- can be oral or written
according to nfpa 1021 responsibility for formal performance evaluation rest w/ level ‘’ officers
2
FMLA – to be eligible employees must
Work at least:
‘’ months
‘’ hours
‘’ miles
‘’ weeks within ‘’ months
12 months
work as least 1250 hours
work within 75 miles
work 12 work weeks w/in 12 months p. 82
what ‘’ provides referral services for employee in need of counseling or other assistance
EAP
signs and symptoms with excessive ‘’’ may include :
- concentrating or staying focused
temp loss of short term memory
obsessive thoughts
loss of mental flexibility
tendency to withdraw or become isolated
fantasy or wishful thinking
autopilot mind focus
abuse of alcohol
sleep disorders
suicidal ideas p. 83
stress
Co’s are responsible for managing conflict to be able to control or resolve theses situations CO’s should :
RC
UC
R
- recognize conflict
- understand conflict behavior
- and STEPS to resolve
Common types of behaviors exhibit when faced with conflict
passive – hide emotions ( pleasers)
aggressive – express emotions openly and use threatening behaviors (win the conversation)
passive/aggressive – ( procrastination, stubbornness not talking)
assertive- expressing feelings honeslty and defends rights w/o hurting others
best to resolve conflict when
as soon as it occurs
follow steps to ‘’ :
1- recognize Conflict and stop from happening
2- determine Conflict and whose involved
3- determine if Policy, procedure rules, and regs have been broken
4- determine Solution based on policy
5- determine if it should be resolved in a Group individually
6- implement conflict resolution Plan and set expectations
7- Follow up
conflict resolution
If ‘’ isn’t resolved it may cause:
loss of unit /team sprite
transfer of personnel
or costly/time communing legal confrontation p. 85
conflict
possible reasons pp brake the rules
- resentment
- boredom
- ignorance
- stress
Training that corrects is
Discipline
Main purpose of discipline is to
CB
E
EC
PD
- change behavior
- educate
- ensure compliance
- provide direction
what ‘’ discipline starts with training/edu that corrects a member the 1st time they fail to meet standards or violate rules. These leads to preventive discipline.
progressive
The following is an example of a ‘’’
- theft
- assault
- gross negligence ( may result in termination
serious 1st offense:
3 Levels of Progress discipline
Preventive
corrective
Punitive actions
correct what they are doing wrong as soon as possible
- make sure member understand rules and regs and what they did
- explain what exactly is expected of them
- document in written record
Preventive actions
what ‘’ is used when member repeats violation
* always done in writing
letting should include
- what happened in preventive interview
- what the member isn’t doing right
- review of Org policy
- statement informing FF that a letter is in there file
corrective actions
what ‘’ notice of possible sanction used after corrective
After meeting all mandated procedures consider a possible sanctions:
written reprimand
fine
suspension
demotion
termination
prosecution
Punitive actions
Co’s most likely to use what corrective actions
preventive
’’’ may only be used for violatons of :
- rules /regs
- sops/sogs
- verbal orders
- collective bargaining agreement
p. 87
Discipline
Potential issues to be cited in ‘’’ include:
demotion
- suspension w/o pay
- work assignment that violate labor mngt agreement , law or policy
- conditions of work or employment that violates labor Mngt agreement , law or org policy
grievance
Which step of the five-step approach to problem-solving would involve determining the steps required to meet the selected goals? (p.75)
Identify
Select
Design
Implement
Evaluate
design
Who is responsible for eliminating an unfavorable work environment and preventing sexual harassment? (p.79)
all members of org
To assist with retention, company officers can use __________ to assist personnel in selecting appropriate educational and promotional opportunities to reach their career or personal goals. (p.81)
performance evals
__________ consists of conflict resolution processes, discipline activities, and strong leadership skills on the part of the company officer. (p.85)
Behavioral management
Corrective disciplinary actions should be taken in a manner that is __________ and __________. (p.86)
Progressive
lAwful
All discipline must meet __________ requirements. (p.87)
legal
The company officers must have knowledge of both human resource policies and the EXISTING ‘’’/’’’ AGREEMENTS . (p.88)
Existing labor/management agreement
New personnel should be briefed on the organizational ‘’’’ such as:
Performing assigned emergency duties
Reporting to work on time
Performing assigned station duties
Working as part of a team
Paying attention to details and following through with assignments
Respecting authority
Taking personal responsibility
Maintaining a positive attitude
Respecting confidentiality
Trusting other professionally
expectations
According to NFPA 1021, Standard for Fire Officer Professional Qualifications, the responsibility for formal performance evaluations rests with -
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