What Have I done Flashcards
Cadets
Station- involved, assisted, facilitated, supported , reviewed, included, evaluated and improved.
Training, selection,
pass outs, promotions etc
Communicate to watch - drills etc
Risk assessments
PPE equipment
Junior citizens
May/ June 2023
June 2024
New PC Steve Lambert- new to role nervous, not the first event held.
Year 6
10-11year olds
5 days- 500 am/ pm
At station- hosted, arranged, facilitated and led-
PC Steve Lambert
Police- online safety
eg knife crime St Barnabas Church
LAS, eg CPR/ first aid
LFB- response to AFA/ emergency situation
TFL- safe travel/ oyster
Red Cross
local authority
CID offered new venue as Crystal Palace issue with pigeons- Beckenham FS
Risk assessment
SE AST personnel induction
Flexi staff
6 (1Reduced hours) 12%~50 LFB
Excel spreadsheet- visual for all staff
Awareness
Management
Remits/ references- station security/ IT
Performance
Personnel and welfare issues
Development for flexi officers- leading
Well-being/ garden/ mental health walk and talk
Kier/ Blue3 / LFB/ Watches talk to lots- planning, design options, overcome issues
Other stations
Budget
Welfare of staff- feature/ provide character at a PFI
Covid, mental health, incidents, colleague cancer early retirement- area to relax and change of scenery
Local businesses
Kew Gardens
Person who led at a low point, mentally talking about leaving LFB after 18 years- excellent Ff- interested in outdoor life- gardening, horses etc. an opportunity to give him a focus, drive and lift.
Water features, benches, re purposed hose stools etc
Establishing 2024 garden award and memorial for Stn O Phelps
Islam Awareness- East London Mosque
L1 course
What is Islam
Prayer times/ culture
Shaking hands
Respect
Understanding
Women
Leadership training
Beach ball- perspectives… not just others but mine different from majority, can cause issues.
Reflect, think, communicate, support, advice, guidance- stand-by Sub O retired- assisted when peers
Tree- jelly babies- where is the team individual in their life?
Styles- culture/ younger generation/ society move away from democratic
Good leaders. Role models
Certain times- WW2 Churchill/ Gandi
Reflect
Leadership and coaching
Coaching mentor- very different personality to me don’t know very well- out of my comfort zone ready to learn and challenge myself.
Asylum Working Group
Also now homes for Ukrainian people
Group- LA led includes…
Who are these people- multiple nationalities, ages and circumstances- genuine?
Give them the best start, welcome and integrate because we need people.
Isolate will cause division and issues, so what can we do to get them settled and contributing?
Multi agency
Local authority
Police Doctors Schools Hotels
Fire service- prominent role- I want them to respect our organisation and service- loyal. Respect etc
Why- future will be brighter.
Fire safety
Inform
7.2
Fire safety
Notification of deficiencies
Improvement
ORD
Literature- languages
Regular meetings
Staff training
Review minutes inform BC
Talks to residents- warm friendly
Leaving pack with LF B details
Station visits
School/ fetes etc visible
Under the Immigration and Asylum Act 1999, the Home Office has a statutory obligation to house asylum seekers, who would otherwise be destitute, whilst their claim is being processed.
Protests- fire as a weapon?
Invite Open day
Performance Working Group
Assurance LFB
PWG
Personnel involved- all areas, HQ, area teams etc
Remit to revolutionise
QA process
HMI visit Spring 2024
Cause for concern
Culture/ promotions/ Ops- CU/ Beidgehead
Level 1 devolve/ push down responsibility/ empower
Hotwire Database
New app- Microsoft- more intelligent/ pre populate details
Easier
Change level of assurance
Encourage accurate assessment to be able to improve policy, information, training etc
HMI revisit Spring 2024
Areas of concern
Project- assure current process, review, improve etc
Culture
Promotion round
Bridgehead/ control unit
Rail Awareness Day
Cross border with Kent
Area lead- Borough remit- travel infrastructure training
Cross border
Chevening House- BA/ damage control exercise
Industrial estate- Seven oaks- new comms/ BA (MSA) opportunity
Test joint working- JESIP
Coordinate , collaboration, communicate, shared situation awareness, joint understanding of risk.
Multi agency
Slade green Rail depot
LAS/ BTP/ Rail staff
Casualties- live actors
Role scenarios
Electric scooter discharge
Persons trapped under train
Develop crew and OICs
On arrival tactics and considerations if escalating situation.
Police
Lead SE transport training
Nicola Dooris- Met before Sutton
Introduced to watch officer
Scenarios
On track/ in carriage
Borough training
Theory and practical
Realistic
Evaluate
Improve
Training materials
Community Engagement
Open Day
FF Car Wash
Macmillian Coffee morning
Community Impact Days
Remembrance Sunday- Orp 2nd largest in London
Orpington lights up
Santa dash
Fire work displays
E scooter campaign
Care home input
At local authority venue
3 sessions- managers, owners
Xmas event
Charity Football
NFCC themes
Wildfire
Water awareness
White goods
Mental health/ dementia
Motorcycle/ road safety
Deaf
15 pump fire
Difficult/ problem/ challenging situation
Situation
Protracted incident 3 days plus
Herne Hill refuge
Three days
15PF, 4PF then 6P relief…
Issues/ actions
Local residents
Crews
Councillors
Pregnant lady- reassurance
Access/ egress
Water issues- burst x3 old Victorian mains
Smoke/ contaminants- residents- weekend- Summer months
Staff officer, political/ mayors office
Monday infrastructure main route into London/ rail, routes etc road, schools
Dangerous structure
Large machinery
Multi agency
Recording decisions
Local councillor
Results
Plan to contain and control despite difficulties
Twitter feeds communicate
Community engagement team
Local station- talk to residents- reassure/ advise etc
Reflection
Not assume prolonged has been dealt with effectively
Consider crew fatigue
Officer reliefs
Communicate effectively
Crews- turning up several times- dissatisfied.
FFs
Command Unit- several incidents- CUs OTR/ staffing.
Listened, understood- relief etc
IMP entry- organisational issue
Professionalism- how do you ensure high standards
Know and actively demonstrate standard.
Applied for new PSU role-
Why experience, skills and knowledge
Role models professional skills and behaviours- uniform, language, appearance.
Set a high bar- meetings, monitor review coach
Aware own standards and interests/ also LFB priorities
Demonstrate- skills and knowledge- 1 to 1, group training
Develop team- BTDs, guest speakers, SMEs
Demonstrates resilience and remains in control in operational incident- 15pf, members of public, scrutiny, answers, information, trust, accountability, empowerment.
Teamwork- how do you ensure your team remains harmonious and works well together
SHOP AC
Know your team- strengths,
Areas that require development.
Ensure plans for development, reflection and growth.
Work’s collaboratively with others to set clear team direction. Set clear objectives
Role models active listening, acting on ideas or concerns of others.
Builds team spirit by encouraging harmony and cooperation.
Share info
Challenge behaviours early
Encourages two way conversations to increase participation and engagement of others.
Understand the individual and how they work and encourage, support to ensure best outcome.
Seek help myself- coaching/ mentoring
Training
Reflecting on decisions and performance
Using appraisal conversation and really thinking about persons managing and my response.
Act on information.
Teamwork- tell me about a time when you worked in a team that was considered dysfunctional.
What made it so and how did you contribute to turning it around.
Flexible workers different shifts
All SE area placed into Orpington station as trial - local mgt changed I inherited situation. First thing Watch Officers and personnel mentioned- flexi and non.
Division - not inclusive
Displaying poor behaviours on both sides- work and social behaviours- not cohesive.
I researched policy/ gathered info - understand reasons
No management structure
Watches resentment- reason, different- and a number are and that’s why they may struggle on a Watch.
Themes- affecting them, PAO, stand bys etc
No Information on attendance, clarity etc
No reviews
Structure
Management- responsibility for close line management
Regular meetings
Addressing issues
Discussion
Regular reviews
Liaising with People Services
Community support groups
Annabel Green and Sally Brookes
Review, amend, create refine policies
People Services- Andrew Cross
Addressing issues early on.
Forward looking- adapt and anticipate change positively
What changes to station life would you make to improve it, what would these be and what would you hope to achieve?
Key aim- serve Londoners
6 services embedded into all personnel.
3 x Ps
2 x Rs
CE
People
VALUES
Allow freedom of expression
Give autonomy to watches to make, enact and learn from decisions
Always looking for opportunities and know their role
Less spoon feeding
More empowerment
Budget
Recognition/ awards/ promotion
Professional standards unit- good and poor. Incentivise excellence
Etc
Tell me a time when you had to adapt approach- what was it and what did you change?
Work example- management of flexi staff
Personnel
Interview processes failure, learning support, understand myself better, leadership courses understand other better.
Neuro diverse ADHD- concentration and problem solving. Different power.
Understand why struggled and what I’m good at….helped work and home life…focus, break tasks down- coping strategies
Self aware- understand impact on others
Tell me a time when someone criticised your work- what was it for and what did you do?
15PF- pressures from CU and relief crews. Relief implementation ineffective. Crew complained- could have taken more time to explain rationale,
Put on Yammer- blaming white helmets.
Felt personal as IC - inherited the poor situation but took ownership, responsibility and accountability.
Responded via Yammer- owned the decision.
State there are better places for Organisational change- IMP, not positive culturally to be negative.
BC stated why look, reflected on response.
Deleted post
Went to station spoke with crew.
Change policy.
Place more emphasis on empowering CU crew.
Self aware
How would you motivate and support Watch to achieve best results
Understanding myself and my team
What is the aim and objective
Clearly achievable goals
Current situation with Ben- watch, station, Borough, Organisation.
Different goals.
Following ND assessment I understand my strengths but sometimes people are a few steps behind or looking from a different perspective- beach ball
What are the objectives goal of the team- they may be different.
Clear vision- where are we now, where do we want to be
Is it the same
Sow seed/ idea
Get alignment
Agree
Timeline
Expectations
Discuss amongst themselves
Generate ideas
Empower
Not dictate
Go with it
Not good idea and why
Past experience
Few examples- Community Engagement in last two months- car wash, open day, Macmillian
Different watches all delivered- how
Short, medium and long term plan
Using soft skills, encouraging, supporting and also reviewing after to improve next event.
SFSO
Professionalism
Study/ training
Operational
Borough
Performing a complex role in operational arena, often on own- why complex grey areas, different ways info interpreted, different reference materials- ADB, BS9999, CLG guides, LACORs, bulletins, constantly changing.
Actions- study, qualifications,- L3, L4 certificate and diploma, L7 Bond Solon investigative practises.
CPD, peers, DaMOP, NFCC, share info, fire safety etc
Appearance interacting with other people- RPs, business owners, local authorities, FIT, Police crime, on-site maintenance and builders etc
Example- asking questions gathering info- dynamic fire
Aware of current issues- E scooters, garden walls, EVs etc
Leading multi agency awareness day in Bromley Borough/ Orpington- police, local authority
Dry garden walls.
Creek Road- asked RP plans/ sent to phone IC and BA sector difficulty with locating seat of fire etc brief crews and PRC
Asylum working group- why am I there, what can I add to group- fire safety/ local authority- multi agency- clear actions- local crew ORD- fire safety combined- NOD- fire doors- fitting.
Leaflet- CS languages
Care homes- training, video, input, Q & A
Hollybank- fire safety request BC. Mental and physically disabled children 4-18 issue- Fire Safety vs Security.
High level of customer service and ultimately safety for public.
Reflect- pass on k & s
Always looking to improve- ask for support and ask for feedback and ask colleagues for outcomes and review Farynor to self assess and improve.
Answer with STARR
Situation or Task- Situation you were involved in or Task you were asked to complete.
(Reasoning- where was it, who involved , when was it, what was the goal, what was the duration of the action). Why you did the action, what made you do the action, what made you take on that role.
Action- describe the action I took, process I followed and steps I completed- what I did and how I did it- why I did it.
Results- important actions resulted in a successful outcome, what I accomplished, what I delivered in terms of benefits and what I learnt.
Reflection- reflect on experience how will it make me better, what I learnt??
Equality & Inclusion
Diversity
Equality Act 2010
What are the 9 protected characteristics?
Age/ disability/ gender reassignment/ maternity- paternity/ parental- civil partnerships/ race/ religion/ sex/ sexual orientation
Equality- Diversity/ Inclusion/ Equity
Diversity- being invited to the party, Inclusion- being asked to dance…Equity- being asked to organise and choose the music- Verna Myers- US activist
Equality- protected characteristics not treated differently- opportunities- fairly not necessarily the same.
Equality act 2010- protected characteristics- public sector equality duty, offence.
My experience- prior to joining. Young, lived abroad- Africa/ Asia travelled extensively, well educated and luckily to experience broad range cultures and work. Job prior to joining multi cultural Opening crew at Euro Disney- DL Paris.
Enter station- established Watch- all the same- white, male, boisterous, loud, rude and different- I was a round peg in square hole.
Made to conform- how nickname, constant humiliation and be-lilting, psychological bullying, pinned down, put in dangerous positions- at station/ operationally, sexually assaulted…I thought this was normal and was less than other people I knew had experienced. OIC scared of Watch- Sun O was the worst because he was new and was trying to fit in- no one to turn to. All too scared- a couple of times someone would say- hang in there, or it’s because they like you? Really strange and sad when I reflect back because they were competent firefighters.
During these formative years I decided I needed to either leave or stay and try to make a difference- David vs Goliath at times- not always easy at times- bigotry and bullying culture through the ranks and misinformation/ false allegations/ rumours.
Promotion- to LFf role model
Role model- Sub O be the best
Leaders/ learn
Behaviours high
Standard- language/ appearance
Treating others.
Challenge people- behaviours/ brigade wide
Uncomfortable conversations
Home/ work
Culture review- not shocked but vindicated.
Neuro diverse/ learning support
Think differently- ADHD- concentration/ problem solving/ deep thinker
Coping strategies
Understanding myself and others
Leadership program- beach ball
Getting best from all- being your real self
Embracing differences
Islam awareness- curious, always learning.
New gender, rules, fast paced
Equality Support groups and set up working groups to improve people’s situation- most recently
Flexible workers- friction- improve
Part of team/ flourish/ contribute
Reflect- long career change rapid at times but finally understanding the service we need to provide- Fast, resilient by reflecting the community will be more effective.
