United States Fire Administration Chief Officer Training Curriculum Module 8: Encouraging the Workforce

United States Fire Administration HRD 8-2 Objectives  Explain the importance and methods of employee recruitment from the service community;  Explain the importance of encouraging employee retention;  Explain the importance of employee recognition;  Describe the chief officer’s role in encouraging the professional development of the workforce through diversity

United States Fire Administration HRD 8-3 Objectives (continued)  List methods for providing professional development opportunities for subordinates  Describe stress management techniques  Identify intra- and inter-departmental systems of personnel support  Describe when and how to access support systems  Explain the importance of recognizing the difference between one’s role as chief officer and one’s identity as a person

United States Fire Administration HRD 8-4 Recruiting From the Service Community How does the fire department benefit from recruiting employees from the service community?

United States Fire Administration HRD 8-5 Retention Why do people leave the fire service?

United States Fire Administration HRD 8-6 Effective Retention Mechanisms What are some examples of effective human resource management retention mechanisms?

United States Fire Administration HRD 8-7 Recognizing Employee Contribution How can employee recognition help with recruitment and retention?

United States Fire Administration HRD 8-8 Program Awareness  Ensure everyone knows about the recognition program  Provide training on each recognition program

United States Fire Administration HRD 8-9 Formal and Informal Recognition  Formal recognition is highly publicized and is ceremonial  Informal recognition can happen spontaneously and on a very small scale

United States Fire Administration HRD 8-10 Program Goal Examples  Employee morale  Physical fitness  Employee retention  Cleanliness of department  Scores on certification tests

United States Fire Administration HRD 8-11 Provide Motivating Awards Determine appropriate and desirable awards:  Review what has worked in the past  Use employee questionnaires  Know your employee needs, wants, and motivations

United States Fire Administration HRD 8-12 Measure and Document Results  Measure success through employee surveys, performance statistics, and the turnover rate  Save documentation to justify keeping the program or recommendations for program changes

United States Fire Administration HRD 8-13 Low or No Cost Recognition  Personal recognition –A sincere thank you in person, by telephone, written note, or  Public recognition –Praise in front of peers –Display achievements in highly visible areas

United States Fire Administration HRD 8-14 Professional Development as Reward Opportunities  Learn and gain experience in different areas  Attend conferences and seminars  Receive educational benefits

United States Fire Administration HRD 8-15 Professional Development What is professional development?

United States Fire Administration HRD 8-16 Professional Development Versus Training  Training can be a quick fix for small problems or needs  Professional development is part of a long-term training plan

United States Fire Administration HRD 8-17 Nontraditional Opportunities What are examples of nontraditional professional development opportunities?

United States Fire Administration HRD 8-18 Mentoring Versus Coaching  Mentoring focuses on the professional development and advancement of high achievers  Coaching focuses on performance improvement

United States Fire Administration HRD 8-19 Mentor Selection Guidelines  Should not be the protégé’s immediate manager  Should have many years of experience in the area in which they are mentoring  Be observant, a good listener, able to empathize with others, and a good communicator

United States Fire Administration HRD 8-20 Mentoring Process  Choose a protégé that is a top performer, motivated, and desires a higher position  Create a personal development action plan that reflects goals, costs, resources, and limitations  Put the plan in action

United States Fire Administration HRD 8-21 Mentoring Process (continued)  Hold the protégé responsible for the outcomes  Review the plan periodically, update and evaluate the plan’s effectiveness  Give protégé recognition when he or she succeeds

United States Fire Administration HRD 8-22 Activity 8.1: Professional Development Goals  Time: –Total Time: 35 minutes –Discussion Time: 10 minutes  Purpose: –To define the chief officer’s role in the professional development of subordinates –To identify and list methods for providing professional development opportunities and recognition to subordinates

United States Fire Administration HRD 8-23 Activity 8.2: Create a Professional Development Plan  Time: –Total Time: 20 minutes –Discussion Time: 10 minutes  Purpose: –To provide practice for creating professional development plans –To identify career/professional needs of the chief officer

United States Fire Administration HRD 8-24 Stress What causes stress in the fire service?

United States Fire Administration HRD 8-25 Consequences of Chronic Stress  Illness  Accidents and injury  Substance abuse  Family problems and divorce  Poor job performance/mistakes  Damaged community relations  Attrition

United States Fire Administration HRD 8-26 Everyday Stressors There are many stressors from everyday life that does not involve work.

United States Fire Administration HRD 8-27 Work Related Stress Fulfilling the many roles and responsibilities of a chief officer can create stress.

United States Fire Administration HRD 8-28 Disaster Scene Stress Factors  Concern for their personnel’s well being at a disaster scene  Activities are under the scrutiny of the public and community officials at disaster scenes  Decisions under pressure while knowing their careers may be on the line

United States Fire Administration HRD 8-29 Stress Symptoms Stress can occur on three levels, physical, cognitive, and emotional.

United States Fire Administration HRD 8-30 Physical Stress Symptoms  Nausea  Tremors  Feeling uncoordinated  Profuse sweating  Chills  Diarrhea  Dizziness  Chest pains  Rapid heart beat  Rapid breathing  Increased blood pressure  Headaches  Muscle aches  Sleep disturbance

United States Fire Administration HRD 8-31 Possible Cognitive Symptoms  Slowed thinking  Difficulty making decisions  Difficulty problem solving  Disorientation  Confusion  Difficulty concentrating  Difficulty calculating  Memory problems  Difficulty naming common objects  Seeing disturbing events over and over  Distressing dreams  Distressing dreams  Poor attention span

United States Fire Administration HRD 8-32 Possible Emotional Symptoms  Anxiety  Fear  Guilt  Grief  Depression  Sadness  Feeling lost  Feeling abandoned  Feeling isolated  Worrying about others  Wanting to hide  Wanting to limit contact with others  Anger  Irritability  Feeling numb  Being startled  Being shocked

United States Fire Administration HRD 8-33 Employee Stress Prevention How do you prevent workplace stress?

United States Fire Administration HRD 8-34 Workplace Stress Mitigation  Look for signs of stress  Look for signs of stress  Provide access to counseling services  Provide access to counseling services  Provide stress awareness and management training

United States Fire Administration HRD 8-35 Tips For Coping with Stress  Try to view stressful situations as challenges to overcome  Reduce workload and obligations if possible  Get plenty of rest  Eat good nutritious meals  Get plenty of physical exercise

United States Fire Administration HRD 8-36 Tips For Coping with Stress (continued)  Avoid sugar, caffeine, alcohol, and nicotine  Spend time with loved ones  Spend time with loved ones  After a stressful work day, work on a hobby or do things that feel good  Talk to people – talk is a very healing medicine

United States Fire Administration HRD 8-37 Activity 8.3: Techniques for Managing Stress  Time: –Total Time: 35 minutes –Discussion Time: 20 minutes  Purpose: To identify and describe stressors and stress management techniques

United States Fire Administration HRD 8-38 Support Systems Support systems provide assistance for work-related and personal problems.

United States Fire Administration HRD 8-39 Employee Assistance Programs Provides employees help with coping or resolving their personal or work related problems.

United States Fire Administration HRD 8-40 EAP Referral Guidelines  Warnings, admonishments, or reprimands  Employee suspension  Verified positive drug tests  Admittance of mental or alcohol illness

United States Fire Administration HRD 8-41 EAP Referral Steps  Document work performance or misconduct and practice good record keeping  Consult an EAP counselor and schedule employee’s appointment  Consult an EAP counselor and schedule employee’s appointment  Explain and recommend the EAP to the employee  Inform employee of the appointment  Explain consequences if no improvement

United States Fire Administration HRD 8-42 Critical Incident Stress Debriefing/Management The purpose of CISD/CISM is to mitigate the psychological effects associated with trauma exposure.

United States Fire Administration HRD 8-43 Health and Wellness Programs Health and wellness programs usually consist of health screenings, health and wellness education, and physical fitness programs.

United States Fire Administration HRD 8-44 Peer Counseling and Mediation During stressful or crisis situations, it is often easier to talk to someone who is also a firefighter and can relate to your situation.

United States Fire Administration HRD 8-45 Activity 8.4: Support Systems  Time: –Total Time: 20 minutes –Discussion Time: 10 minutes  Purpose: –To identify systems of support for personnel –To describe when and how to access support systems

United States Fire Administration HRD 8-46 Distinguishing Yourself from Your Role Being a chief officer is not who you are; it is your job description, the title you wear, and the role you play while at work.

United States Fire Administration HRD 8-47 Receiving Praise When you receive complements and praise, remember the distinction between yourself and your role.

United States Fire Administration HRD 8-48 Receiving Criticism While you now have greater power and authority, you may also be doubted, second-guessed, criticized, and challenged.

United States Fire Administration HRD 8-49 Dangers of Confusing Role With Self People will appear to like or dislike you, depending upon your position on issues important to them.

United States Fire Administration HRD 8-50 Activity 8.5: Role Conflicts  Time: –Total Time: 30 minutes –Discussion Time: 10 minutes  Purpose: To identify potential conflict between roles.

United States Fire Administration HRD 8-51 Summary  Formal systems of support –Employee assistance programs –Critical incident stress debriefings –Health and wellness programs –Peer counseling and mediation –Physical fitness programs –Mentoring

United States Fire Administration HRD 8-52 Summary (continued)  Informal systems of support –Employee recognition –Recruitment and retention –Professional development –Stress management –Recognizing the difference between your role and self