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

2. 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

3. 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

4. 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?

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

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

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

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

9. 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

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

11. 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

12. 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

13. 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 email  Public recognition –Praise in front of peers –Display achievements in highly visible areas

14. 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

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

16. 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

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

18. 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

19. 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

20. 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

21. 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

22. 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

23. 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

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

25. 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

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

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

28. 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

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

30. 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

31. 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

32. 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

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

34. 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

35. 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

36. 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

37. 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

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

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

40. 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

41. 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

42. 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.

43. 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.

44. 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.

45. 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

46. 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.

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

48. 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.

49. 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.

50. 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.

51. 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

52. 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