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50 Cards in this Set

  • Front
  • Back

During a wildland fire where a fire fighter is burned

MAKE CONTACT WITH THE UNIT CHIEF


MAKE CONTACT WITH IC


SEND A LIAISON TO THE HOSPITAL


ENSURE ALL COMP PAPER IS COMPLETED


CAL FIRE 271, 200 AND 3301 WITH A DUTY STATEMENT AND COMPLETE IAPS


ENSURE THE FF IS GOING A BURN CENTER


HAVE THE ECC COMPLETE A PROCEDURE 800 FORM


CONTACT LOCAL 2881(HAVE FUNDS TO SUPPORT THE FAMILY)


HAVE ACONFERENCE CALL WITH SAFETY IN SAC


KEEP THE UNIT CHIEF UPDATED



WHAT HAVE YOU DONE TO PREPARE FOR THIS POSITION

a

you are visiting a fire station and one of the fire fighters ask what the hiring process is to get a permanent position

I would suggest that they go the CAL HR page


sign up on vpos (electronic application)


fill out an application


sign up for notification of exams and jobs w/ CALFRE


submit an application for an exam


participate in the testing process written/oral


receive a score from the testing process


a list is established


when a unit needs to fill a position they have to post it to vpos, you would be notified


when hired the candidate goes through the rpp process


the list will expire and the process starts all over

as an AC you supervise people, your BC comes to with an issue that needs to be investigated. what steps wil you take to assist him

I would notify the Unit Chief


notify Region office, lori mathisen


give direction to the BC on how they should proceed


assure that the person being interrogated is noticed FBOR


follow up with BC to the progress the admin investigation


follow up with findings:


formal adverse action


letter of warning


no action - unfounded


update the unit chief








5% managing the return to work program

I have served as the return to work coordinator for czu


I would ensure that paperwork is being forwarded to scif with in time lines


ensure that cal fire 200 are returned


follow up with injured employees


make sure there is a system that the RTWC can track injured employees


update the unit chief of injured workers on and off the job

south Santa Clara County Fire Protection District

budget of 4.35 million dollars


1.4 million is in reserve or they have a fund balance


1 BC, 3 type 1 engine, 1 Amador medic engine


1 analyst


auto aid with Gilroy, mh san benito county, merced and santa cruz county


budget notes: 2 fire engine 800k outstanding


scba and life pack difib, one building 40 yrs old

morgan hill city fd

city fire from 1907 - 1995


ctl from 1995 - 2013


cdf from 2013 - present


5.4 million budget


1 BC 2 type 1 engine 1 truck cross staffed at sta 4


1 admin, 1 training officer


auto aid with SSCFPD, Gilroy and san jose

wildland fire with in the unit

notify unit chief and Assistant chiefs


are we in unified command lg/forest agency


consider fmag-fire management ass't grant


209, weather, cost, description of threat


submit ROC


are evcs occurring, work with LE


political notification


are local EOC needed


ensure an investigator is assigend


contact region by phone


evaluate if unit can support, need for type 3 or type 1 team


have ecc order ecc support


ensure unit is covered for next incident


update unit chief



you are the SCU AO and the Chief asks you to


reduce spending

I would document in memo form to the filed the following spending controls


company officers could spend up to $100 w/ out BC approval


BC could spend up to $300 w/ out AC approvel


reduce or eliminate non-mandatory training or travel


review last years financial commitments


work with BC to reduce overtime


restrict the unit spending to health, safety, food and fuel


develop and document a plan to generate additional salary savings





can you describe the hiring process

confer w/ unit chief about filling a job


the unit would identify the need to fill a position


fill out a po-200 the app to fill the position


ad po-199 job duty statement


position number that is being filled


unit organizational chart


schedule a fiscal sheet if needed


position post to vpos


region send the package to the unit


unit conducts a process


311 process takes place "background"


unit submits chosen candidate to region




person is offered the position

you have a new employee, how are you going to ensure that they will be successful

meet w/ them


go over the po-199


go over written expectations


create a good working relationship


teach


train


support


correct


evaluate


set a good example


resolve conflict


use EAP as needed



20%

Supervision of employees responsible for Human Resources (HR), Finance,Fleet Management and Materials Management. *Approve and sign variousadministrative documents. *Review, monitor and report on budget findings asthey relate to expenditure plans

I am currently working in the headquarters, where I interact with the hr, finance fleet management and materials management

20%

Oversight and audit of the Unit HR services. Ensureprograms are in place to efficiently and effectively provide for employee wagesand benefits. *Responsible for selection, hiring, assignment, staffing,performance, promotion, discipline and grievances of employees.*Manage unithiring programs and liaise with statewide hiring programs.

I am currently the hiring coordinator for fire fighter 1 and the fire captain process and I have attended the navigating the recruitment and selection process. As the ECC chief I would conduct employees IDP. I have attended employee association rank and file training how t deal with grievance process

10%

Oversight and audit of all operating budgets. *Ensureprograms are in place to provide prompt and effective processing of allaccounts payable functions of state and unit cooperative agreements. *Ensureoversight and proper accounting processes are in place for all accountsreceivable in state and unit cooperative agreements.*Ensure proper financialseparation of duties are adhered to per standard accounting practices

I would have weekly meetings with unit finance, the district anayst and the city BC for a pulse check to see where things are


I would look at afas which is the check book of the unit, AO-17 to ensure that the cooperators are with in budget and i would look at the Q12 on crystal reports to see what we have spent in the past years

10%

Oversight and audit of all fleet management related programs. *Ensure programs, by generally accepted industry standards, are in place to provide for safe, effective and efficient operation, of fleet maintenance and repairs.*Manage reporting requirements of fleet management. Manage and providere commendation to the Unit Chief in the approval of fleet asset replacement and assignment. Manage inventory of unit cooperative agreements.

I will develop working relationship and meet with the fleet management to see if there are trends with the care and maintenance of the state, city and district equipment.

5%

Oversight and audit of all state material management functions of the unit.Provide assistance as needed to cooperative agreements in the acquisition ofmaterials for unit cooperative agreements. Oversee State Asset ManagementProgram and Federal Excess Program

I will develope a working relationship with the FLO in the unit. what the individual needs to be successful. In my current position I worked with IT to develope an inventory system using google to capture the current safety gear that is in the unit. this would allow the AO to create a plan to replace safety gear

5%

Preparation, processing and maintenanceof unit cooperative agreements and associated budgets. *Ensure cooperativeagreements are properly invoiced for services provided. *Ensure cooperative agreementsare within approved budgets

I would create working relationships with the folks that manage the agreements and go over the AO-17 to ensure they are within their budgets and that the HQ staff is invoicing in a timely manner. work with chief that oversee the prodram

5%

Manage unit injury and illness program; serve as Unit Return to WorkCoordinator (RTWC) *Assure that ill and/or injured employees receiveappropriate benefits, illness and injuries are properly reported to StateCompensation Insurance Fund and region. *Perform as liaison to the region RTWCand provide assistance and direction to unit staff in the support of ill and/orinjured employees

I will work with the person that is the return to work coordinator and support them so that they and the unit employees are successful. When I was the return ti work coordinator in my current position, I was able to cut back on the use of paper. we started emailing scanned copies vs hard copies to Santa Rosa and the scanned copies were kept on the hard drive vs a filing cabinet. this reduced filing time and searce time when items were requested

5%

Manage the Unit Information Technology (IT) Asset Management Program.Manage the coordination of the assigned unit IT program support staff

I have worked closely with the unit IT coordinator for the past 7 years. we have created the hardware replacement plans in the past and I look forward to working with her in the future

5%

Manage the unit Respiratory Protection Program. *Ensure respiratoryequipment and employees are in compliance with regulations of control agencies

I am currently the Respiratory protection program lead. I would with the front office staff to get the forms out to new employees and current employees. the neat thing is that the RPP questionnaire has gone electronic, which means; the unit wont have to send out as much paper work. I currently work with Region RPP scheduling the actual physicals of employees.


I also oversee the fit test process. we have 5 fit test machines throughout the unit and I recvieve a hard copy form the fit test

5%

Manage the unit hired equipment program. *Manage the coordination and development of agreements with vendors to ensure a robust directory of resources is available for use on incidents needing augmented or specialized equipment.

I currently the hired equipment coordinator gathering information from vendors, signing up vendors, updating vendors agreements every three years and every year I ensure that the assistance by hire agreements are updated. this allows the cooperators a means of reimbursement when cal fire employees go to fire's

5%


Provide for relief of operational division chiefs during days off, sick leave, incident deployment, etc. *Serve and Unit Duty Chief when scheduled


I have been the duty officer during my assignment as a fire captain in the ECC. that related to being a duty chief by making notifications keeping the unit chief in formed.


ensuring that the day day operations run smooth

5%

Travel within the Unit and throughout the State, as needed to attend job related meetings and trainings. *Respond within the Unit and throughout the State to provide leadership in the command and management of incidents and disasters

oh how i have traveled the unit and state

you are an operational Assistant Chief, you receive a call from your BC that a FC appears to be intoxicated. what direction will you provide the BC and or follow up actions will you engage in

contact unit chief


order the FC on duty, to staff the engine


is there more going on? possibly a health issue


inform the unit chief


have the employee tested as soon as possible


if cant get to station location contact chp


chp is good since this is there bread & butter


if the employee is .04 immediate termination create packet asap


if the employee is .039 or lower retest in 24hrs


follow up documentation for discipline


arrange EAP there may be something else occuring


the employee is entitled to FBOR but with timing to be tested, there will be no questions leading to self incrimination will be asked


adverse action: demotion, suspension, loss of cash or termination



you are assigned to a division where there are multiple fire districts operating. what steps would you take to build or maintain relationships with a fore districts with in your division

developing or maintaining working relationships are key to success in the fire service. some of the ways that I have developed and maintain relationship is to have coffee or have lunch, when an agency goes above stop by with pasties,


make sure you say thank you and shake hands


resolve disputes quickly


stop by to say "hello"


invite agencies to participate in interview process


speak the truth with respect and tac


don't let little differences to effect delivery of service


have the battalion and district train together


invite them over for dinner


participate in chiefs meetings



YOU ARE THE OPERATIONAL DIVISION CHIEF. OVER THE YEAR YOU HAVE HAD MULTIPLE COMPLAINTS AND GRIEVANCES GENERATED IN YOUR DIVISION. WHAT STEPS WOULD YOU TAKE TO ADDRESS AND CORRECT THE SITUATION

I notify the unit chief


I WOULD GO OVER MY ORIGINAL EXPECTATIONS WITH THE BC.


I WOULD REVIEW THE BC EXPECTATIONS FOR HIS BATTALION AND THAT THEY WERE SIGN BY EMPLOYEES


I WOULD HAVE THE BC REVIEW THE 1400 HANDBOOK


if needed I would have the BC open an investigation







DOCUMENTS TO SIGN

CALFIRE 61


CALFIRE 93


STANDARD 65


TIME SHEETS


LAND USE AGREEMENTS


COUNTER CHECKS


CAL CARD


IDP

FLEET MANAGEMENT

WORK WITH FEM


MANAGE COSTS


USE THE DATA BASE TO ANALYSE COST, SERVICE AND 90 DAY INSPECTIONS SCHEDULES


ENSURE THAT THE UNIT IS GETTING


IDENTIFY COMMON MAINTANENCE ISSUES


REPLACEMENT STATE VEHICLES

HOW WOULD YOU TAKE CARE OF EEO ISSUES

HAVE EMPLOYEE COMPLETE AN AA-8


VERBAL INSTRUCTION (WITH WRITTEN DOCUMENTATION)


MONITOR (SPECIFIC PROBLEMS)


REMINDERS (ORGANISATIONAL TOOLS)


TRAINING (EDUCATE EMPLOYEES)

PROGRESSIVE DISCIPLINE

CORRECTIVE INTERVIEW


LETTER OF WARNING


ADVERSE ACTION



LETTER OR WARNING

ID THE PROBLEM, REITERATE EXPECTATIONS AND PROVIDE WAYS TO ACHIEVE THEM


ESTABLISH TIME LINES FOR IMPROVEMENT


SERVE AS WRITTEN DOCUMENTATION (PLACE IN WORKING FILE)


PROVIDE DATES TO REVIEW PROGRESS


PROVIDE CONSEQUENCES IF ACTIONS ARE NOT MET

CORRECTIVE INTERVIEW

HELPS THE EMPLOYEE UNDERSTAND ACTION AND SERIOUSNESS OF THE PROBLEM


REITERATE THE EXPECTATIONS REGARDING THE SPECIFIC PROBLEM


A PLAN FOR IMPROVEMENTS IS DEVELOPED, TIME FRAMES ESTABLISHED, DOC PROBLEM AND COMMUNICATE SOLUTION

WHAT DOES HR RESPONSIBLE FOR

HIRING


BENEFITS


DIRECT DEPOSIT


TIME SHEETS (BU 8)


PAPER TIME SHEETS OTHER EMPLOYEES


WORKERS COMP


BENEFIT CHANGE


CODING PERSONNEL TO THE CORRECT CODES


GARNISHMENT OF WAGES


RESPIRATORY PROTECTION PROGRAM



WHAT IS FINANCE RESPONSIBLE FOR

PAY BILLS


PROCESS CAL CARDS


PROCESS MEAL COSTS


MAKE DEPOSITS


ENSURE THAT THE DOCUMENTS ARE CODED CORRECTLY


ENSURE THE AO IS IN THE LOOP OF SPENDING

MANAGING UNIT IT

S

Can you describe the hiring process

obtain approval to fill the position


consider appointment options


advertise the position


prepare for the selection methods


conduct the selection methods


select the most qualified candidate


confirm eligibility and make job offer


document the hire



As the AO for SCU you will be dealing with the unit budgets. please describe the various funding sources and their names that you will and track as relate to fire suppression, admin, prevention,

ground attack - 02350


south county fire - 17600


alameda county - 17610


sweetwater amador - 17630


santa clara county vol training - 17640


pacheco amador - 17650


morgan hill - 17660


east con fire amador - 17670/17680







an office tech comes to you and says, she feels uncomfortable working in the same area as one of the other staff who has a condescending and sometimes overbearing attitude. how would you address the concern raised?

have the individual fill out a AA-8


notify the unit chief


provide fire fighter bill of right


investigate the allegation


summarize findings


come up some solutions


update the unit chief



why do you want to work in SCU

I have spent almost a third of my career in the unit as a firefighter, engineer and fire captain. it feel homie here. I want to be exposed to a fire district and a fire department. and I feel that I can work well with the current management team

you are the duty chief and fire crews are in your unit at a project and there is an escape. what are the steps you would take?

contact cdc camp commander


contact the unit chief


contact the camp chief and ensure an 805 is initiated


complete a FC 95 electric notification for escape


make contact with fire captain with the crew


notify the region duty chief


contact region camp chief


ensure local law enforcement is contacted


return fire crew back to camp


work with region camp staff to initiate an investigation





What is your plan if you get the job?


part 1

To evaluate the entire layout of the hq office.

Create a safe working atmosphere


To have the entire personnel on a smart board to allow almost real time knowledge of personnel status


Evaluate each job duty and ensure cross training is occurring


To have all personnel record touch once a year (as this happens more often it will be a quicker process and take less time)


Automate using excel or google docs for moth ends to include meal reports and ao78’ and ao78a



What is your plan if you get the job? part 2
Inventory all stations utility equipment to include refrigerators, washing machines, dryers ice makers, generators and to include mattresses so the unit has the ability to anticipate future needsEnsure there is inventory system for PPE and to have it maintained to industry standards work with management and ops groups to create battalion budgets

you are the duty chief a fire weather watch is in effect. you have two strike teams out of the unit and one out of unit strike team covering. what options do you have to ensure adequate rescorces are a available to mitigate the incident during the expected fire weather



I would consult with the unit chief


I would go with procedure 515


I would have the ecc complete a strategic plan


to hold all personnel


staff engine, dozers and crews


additional aircraft as needed


make contact with north ops


have a conference call with on-duty chief officers regarding needs and availability


move rescorses to appropriate stations throughout the unit


rescind staffing pattern when arrented

you have received an iipp-8 through the chain of command for a safety issue what are your roles and responsibilities in resolving or addressing the issues?

inform the unit chief and duty officer


meet with bc to review the safety issue


the employee has a right to a safe and healthy work environment


management must takes steps to mitigate the issue


within 10 days of receipt of the iipp-8 management is required to make a written response


if the iipp-8 is denied the employee can move the issue higher


IIPP-8 is a positive mechanism for resolving real and persistent issues







Q12

A

Q24

A

AFAS

A

what are the duties of the AC of Admin?

human resorces


unit overall finance


fleet management


state material management functions


preparation,





can you name off the three phases of progressive discipline

1. Preventive Action

2. Corrective Action


3. Adverse Action

why do you want to work in the SCU

I will fit in beautifully and be a great addition to theteam. I spent some of my formative years in the Santa Clara Unit and would liketo spend the remainder of my career here.



I've spoken to many members of the Santa Clara Unit and have a good understanding of how I cansupport them in fulfilling the unit and departments mission.


I also went and spent some time with externalstakeholders such as City of Morgan Hill staff. I understand the vision planfor both the city and the fire district and I believe I possess the rightcombination of skills and experience that make me stand out from other applicants.




I'm very familiar with the Unit Chiefs decision-makingmodel and feel very comfortable using it to deliver My previous (insert number of years here) years workinghere in the Santa Clara Unit allow me to be turnkey and get right to work. I understandthe local and regional issues and already have positive working relationshipswith surrounding cooperators




I'm very familiar with the UnitChiefs decision-making model and feel very comfortable using it to exceed hisexpectations.