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| A comprehensive Life Safety Education Program should be part of what?
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The department's year around fire prevention managment efforts
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| The reqiuired changes for a life safety education program are:
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A change to human attitude
A change to human behavior | ||
| What are the FIVE PRIMARY RESOURCES availible for managment to consider?
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Human Resources
Financial Resources Physical Resources Information Resources Time Resources | ||
| What NFPA standard covers Proffessional Qualifications for Public Fire and Life Safety Educator?
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NFPA 1035
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| What are the three levels of Public Fire and Life Safety Educators?
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Level 1 - ability to cordinate and deliver existing educational programs
Level 2 - ability to prepare educational programs and information Level 3 -educators who create, administer and evaluate educationalprograms and information | ||
| What questions should you consider during your research?
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What types of fires or injuries have occured?
How frequently did these incident happen? What was the cause of the fire or injury? Are there any identifiable fire trends or patterns? | ||
| The implementation of _____________ concepts has allowed departments to gain public support and form a closer relationship with their communities.
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Customer Service
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| Public Relations
What is the process of informing the public |
Public Information
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| Public Relations
What is the process of changing people's atitude and behavior |
Public Education
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| What is the process of developing a positive public perception about the fire department, its members programs and services?
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Public Relations
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| Significant Federal Law affecting employee\'s rights
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Title VII of The Civil Rights Act of 1964
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| What age group was The Civil Rights Act expanded to cover?
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Workers age 40 - 70 and pregnant women.
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| The Civil Rights Act of 1964 protects what rights for workers?
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Race, color, religion, sex and national origin.
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| What executive order encouraged employers to prepare plans to activly seek out minorities and women?
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Executive Order 11246
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| What legislation governs work schedules and establishes the right of employees to recieve time-and-one-half for overtime?
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The Fair Labor Standards Act
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| What guidlines require any testing method used for hiring or promotion procedures to be validated?
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The Uniform Guidlines for Employee Selection Procedures (UGESP)
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| What DoD Instruction outlines DoD Fire and Emergency Services Program?
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DoD Instruction 6055.6
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| What DoD Instruction outlines DoD Fire and Emergency Services Certification Program?
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DoD Instruction 6055.6-M
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| NFPA ____ sets the standard for Fire Officer Professional Qualifications
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NFPA 1021
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| NFPA 1021 establishes the _____________ minimum qualifications for Fire Officers in the form of job performance requirments
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MINIMUM
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| NFPA _____, Standard for Developing Fire Protection Services for the Public requiresinternal and lateral entry candidates for fire officers to meet the requirments of NFPA 1201
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NFPA 1201
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| What NFPA establishes the number of fire fighters required for various types of fire companies and operations?
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NFPA 1710
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| What instruction provieds the minimum staffing requirments for DoD Fire and Emergency Services?
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DoDI 6055.6
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| ARFF apparatus require how many personnel?
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3
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| Structural and aerial apparatus require how many personnel?
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4
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| What are some common factors affecting the scheduling and deployment of human resources?
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Hours to be covered
State and Federal mandates Negotiated Agreements Number of funded positions Workload Employee fatigue Employee capabilities Task to be accomplished Time Allocated for tasks Required level of safety | ||
| The basic premisis of staffing is to make assignments that enable a department to do what?
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Accomplish its mission and reach its goals
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| As fire departments move away from traditonal testing, what are some of the other criterion being used for promotions?
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Assesment Centers
Formally structured interviews Practical performance tests | ||
| An assesment center is conducted by placing goups of candidates though a series of what relevant to their position?
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written and oral interactions
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| What are practical performance and written tests monitored for?
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validity
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| Who will investigate claims of advers impact or discriminitation if complaints are filed on tests?
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The EEOC
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| A ____________ must be completed before hiring procedures are developed and someone is hired.
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a comprehensive job analysis
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| When hiring firefighter and junior level officer positions the emphasis is often placed on what?
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Qualifications and expirience
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| When hiring senior level fire officers the emphasis should be placed on what?
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Accomplishments
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| Information technology systems simplify and assist in completeing what tasks and responsibilities?
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Computer Aided dispatch
Locating new fire stations Creating fire spread models | ||
| What data can be related to fire incidence and emergency medical services
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Demographics
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| Boundaries have an impact on what three things?
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Fire Station Locations
Response Times Service demands | ||
| What data should be collected for building and occupancy data?
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Occupancy classification and location
Type of construction Alarm and suppression systems Height and total area of the building Exposure seperation Access Occupant load and occupant mobility | ||
| How many year of financial data to assess current requirments and future needs?
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three to five years
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| What sources of data are considered INTERNAL SOURCES?
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Fire Prevention Office
Civil Engineering Finance Office Legal Office Civilian Personnel Office NFIRS | ||
| What sources of data are considered EXTERNAL SOURCES?
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Support Agencies
US Fire Administration National Fire Academy | ||
| What is the most important step in the collection of data process?
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Analysis
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| Define a Register Agency
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Submitted application for registration
May remain a registered agencyt for three years | ||
| What is an Applicant Agency?
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An agency ready to make the commitment to accredidation
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| How long is an accredidation good for?
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5 years
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| What are the TEN main catagories for a SOC?
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Governance and Administration
Assessment and Planning Goals and Objectives Financial Resources Programs Physical Resources Humand Resources Training and Competenay Essential Resources External Systems Relationships | ||
| What is a baseline?
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A database from which something can be judged.
Current and historical performance of the agency. | ||
| What is a benchmark?
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A standard from which something can be judged.
Future performance goals Industry best practaces Targets for improvments | ||
| When evaluating data for trends or patterns and to see if goals/objectives have been met, what might you look for in regards to change?
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Rates of change
Direction of change Nature of change Reason for change Amounts of change | ||
| What are examples of EXHIBITS?
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Standard Operating Procedures
Records Strategic Plans Journals and logs Monthly and annual reports | ||
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