1. Who is the Senior Management Team?
    • The Executive, Chief & Deputy.
    • ACFO’s.
    • Assistant Chief Fire Officer.
    • Directors/Managers.
  2. What are the portfolios of the ACFO’s?
    • Learning & Development.
    • Capability & Performance.
    • Community Safety & Resilience.
    • Emergency Management & Communications/ICT.
    • Northern Operations.
    • Southern Operations.
  3. What needs to happen before the Media are permitted to enter SAMFS property?
    Permissions from PRO and an OHSW induction provided.
  4. What media duties has the Chief Officer delegated to IC’s?
    • Operational matters only.
    • PRO must be informed on completion of any enquiry or interview.
  5. What information is to be left on the PRO answering machine after an incident? 22 points
    • Date of incident.
    • Incident address.
    • How call was received, 000, exchange telephone, automatic alarm.
    • Incident type (house, unit, factory).
    • Time of incident.
    • How long to control.
    • Stop time.
    • Location of fire and what was involved (lounge, bedroom and ceiling).
    • Trade name of business or property involved.
    • Fire Service involvement – number of appliances and firefighters in attendance.
    • Points of interest e.g. heavy smoke, building difficult to enter, hazardous materials.
    • Estimate of property saved by firefighters e.g. (50% saved).
    • Estimate of property value and estimate of property loss amount.
    • Special equipment used e.g. Hydraulic cutting equipment, thermal-imaging camera.
    • What was saved or damaged by fire or water.
    • Occupant numbers, gender, ages.
    • Was it necessary to initiate evacuation? If so, numbers evacuated.
    • Injury types, how occurred e.g. smoke inhalation, jumping from balcony, burnt legs.
    • Were any occupants transported by ambulance to hospital? Numbers ages and gender.
    • Were smoke alarms fitted, yes – did they activate?  No – why not? 
    • Were batteries removed?
    • Unusual event e.g. animal rescues, rescue using hydraulic platform, flooding, confined space, marine.
  6. Can the IC release an estimate of damage cost?
  7. If the cause of a fire has not been determined what statement is to be used for the media?
    Fire Investigation Officers are currently conducting an investigation into the cause.
  8. What information can an IC release to the media about FF injuries?
    • Basic details of the nature of injury.
    • Do not release FF name.
    • If doubt exists regarding injuries IC should refer media enquiries to PRO or on call ACFO.
  9. What should an IC wear during a TV interview?
    Level 1 or 2 PPE.
  10. What is an MFS Employees responsibility regarding to Conflict of Interest?
    • MFS employees are Public Sector Employees.
    • MFS employees are required to report financial or other personal interest of themselves or others that conflicts with their duties and obligations to MFS.
  11. What constitutes a conflict of interest? 3 points.
    • Where financial or other interests of you or an associate are or may be reasonably seen to be in conflict with duties and obligations as a public sector employee.
    • The question of whether a conflict of interest exists is an objective one.
    • There may be a conflict of interest even if the employee honestly believes one does not exist.
  12. How is a conflict of interest or potential for one reported?
    In writing to the Chief Officer.
  13. What are MFS employee’s responsibilities in relation to conduct? 3 points.
    • MFS employees are classified as Public Sector Employees.
    • MFS employees must conduct themselves in an ethical manner.
    • MFS Employees must in particular foster and maintain the principles of integrity, respect, and accountability at all times.
  14. How should an employee report that another employee has committed a breach of conduct?
    • There is an obligation to report the matter to the attention of MFS management.
    • Employee should initially report the incident to their Commander or an appropriate manager.
    • There is protection under the Whistleblower Act.
  15. How would an employee go about putting forward a proposal to amend or revise a policy?
    • Contact the custodian of the document to obtain the latest draft document.
    • Submit the amendment in writing addressed to the review team through the chain of command.
  16. Who is responsible for organising a standby after an incident?
    The IC.
  17. What is a category 1 standby?
    • 1 pump and crew will remain on scene at any situation that is likely to require the continued presence of the fire service.
    • If FCI attending the FAO and crew shall remain in attendance to assist.
  18. What is a category 2 standby?
    Applies at incidents where the IC determines 1 pump and crew is insufficient.
  19. Standby After Incident Duties?
    • Duties will depend on particular incident.
    • Incident to be fully normalised and pose no further danger prior to relinquishing authority to owners/occupiers/SAPOL.
    • Maintain regular communications with Comms, every 30 minutes.
    • Eliminate all sources of re-ignition.
    • Secure scene.
    • Salvage operations if appropriate.
    • Public relations.
    • Security of premises.
    • Account for equipment left at scene.
  20. According to SAP 18, what 3 things do the Station Activity Schedule and Station Management System enhance?
    • Continued performance improvement.
    • Increased productivity.
    • Fair & flexible working arrangements.
  21. What are two reasons the Station Activity Schedule would be varied for?
    • Operational reasons.
    • Other essential reason.
  22. How far in advance must a printed copy of the Station Activity Schedule be posted in the station?
    A minimum of 1 tour.
  23. What are 4 guidelines for fire service exercises?
    • Exercises to be designated in the Monthly Deployment.
    • Night shift exercises to be authorised and supervised by a Commander or ACFO.
    • Night shift exercises would normally be started as soon as possible after commencement of shift and no later than 1900.
    • An exercise would normally be included within 3 hours including make-up and debrief but not including travelling.
  24. At what temperature are training programs to be modified to be completed in lower temperature areas?
  25. Is documentation relevant to station management to be accessible by other shifts?
  26. What are the four port-folios of the station management system and how often are they to be rotated?
    • Station Environment.
    • Operational Equipment.
    • Station Logistics.
    • Station Administration.
    • Rotated Bi-Monthly.
  27. According to SAP 20, Appliance Maintenance Procedure, what is the Officers responsibility with regard to appliances?
    • Overall safe operation of appliance.
    • Monitor operation at all times.
    • Ensure compliance with Road Traffic Act & SAP 26.
    • Ensure driver completes daily checks.
  28. What are the objectives of AIRS?
    • Time taken by officers to complete reports is utilised to provide more meaningful information.
    • Record attendance of personnel at incidents.
    • Show value and need for Fire Service activities.
    • To allow rapid retrieval of information by various Fire Service divisions.
    • To enable an assessment of appliances and equipment used at incidents to be made.
  29. What calls do not require an incident report to be completed?
    • Installation call not involving fire.
    • MFA.
  30. What power does a Station Officer have with respect to Public Building Inspections?
    Power to enter and inspect a public building.
  31. When do operational crews inspect public buildings?
    • When they are open to the public.
    • Wherever possible the period of 1830-2000 on Thursday and Friday nights is to be utilised.
  32. What is the objective of Inspecting Public Buildings?
    To ensure the safety of persons in public buildings is not at risk as a result of inadequate safeguards against, or in the event of, fire or other emergency.
  33. Define Emergency Exit?
    A door with an exit sign above or immediately adjacent which is available for use without delay and readily openable without the use of a key.
  34. How often should a low risk public building be inspected?
    At least annually.
  35. What is the inspection procedure for operational crews at a public building?
    • Inspection conducted when venue is open to the public.
    • Appliance to be K4 or K8.
    • Officer and one crew member shall enter the premises, via the main entrance without prior notification and introduce themselves to the manager/occupier.
    • Occupier to be invited to participate in the inspection.
    • Inspections not to be conducted without knowledge of manager occupier.
    • All negotiations with the occupier are to be conducted in a helpful and non-confrontational manner.
    • Driver to stay with appliance and maintain communication with inspecting crew and other crew member.
  36. During a public building inspection what is the Station Officer to inspect? 3 points.
    • Egress & Exits.
    • Exit Signs.
    • Emergency Lighting.
  37. During a public building inspection what is to be done if Exit Signs or Emergency Lighting don’t work during a random test?
    Ask the occupier to take remedial action and inform them that a follow up inspection shall be conducted after 14 days.
  38. During a public building inspection what is to be done if there is a concern regarding egress?
    • Ask the occupier to remedy the situation.
    • If occupier refuses Station Officer will request the attendance of a Commander.
  39. During a public building inspection what is the other crew member to inspect?
    • Structural and fire risk characteristics of building.
    • Condition of street as it may affect appliances.
    • Location of nearest hydrant/plug.
    • Review of exposures.
    • Review external Pre-plan.
  40. What action is to be taken if any concerns are found during a public building inspection?
    Forward an SP68 Premises Anomalies Form to Community Safety Department.
  41. What is the purpose of a familiarisation visit?
    Obtain operational information for firefighting and other emergencies, on premises presenting a greater than usual hazard to residents, employees, the general public or firefighters.
  42. What is the procedure when a fire service vehicle is involved in an accident?
    • Driver to stop immediately and investigate.
    • If injuries sustained transmit “priority message” and request SAAS & SAPOL, 000 if no radio.
    • Driver or OIC to notify Commander ASAP.
    • Driver and crew to render assistance including first aid.
    • If vehicle is an appliance transmit K0.
    • If accident is serious driver and vehicle shall remain at scene.
    • Driver shall exchange name & insurance details with other driver and complete SP12.
    • Driver to complete insurance forms and comply with SAP 42.
    • OIC or supervisor shall conduct an investigation in accordance with SAP 42.
    • Drivers shall comply with their legal responsibilities under the road traffic act.
    • If vehicle is a light vehicle, driver shall notify the fleet manager and fleet SA ASAP.
    • If appliance was travelling Priority 1 it can continue if accident is minor after details exchanged.
  43. An Emotionally Challenging or Traumatic Incident is defined as an incident where? 6 points.
    • Crew show marked signs of physical, emotional, cognitive or behavioural changes.
    • The event was extraordinary.
    • Crew was exposed to the gruesome or horrific.
    • Crew felt extreme vulnerability.
    • Crew had an acquaintance or connection with victim or circumstance.
    • Serious injury or death of a firefighter occurred.
  44. How can Employee Support be obtained? 4 points.
    • Contacting the Employee Support Co-ordinator.
    • Contacting a Peer who will notify ESC.
    • Using the Chain of Command.
    • Contacting Comcen who will then contact ESC.
  45. What sorts of problems does the Employee Assistance Program address? 7 points.
    • Relationship problems.
    • Interpersonal conflicts.
    • Emotional stress.
    • Alcohol & drug problems.
    • Gambling worries.
    • Legal worries.
    • Financial problems.
  46. How can the Employee Assistance Program be accessed? 3 points.
    • Through the ESC which is strictly confidential.
    • Directly by phoning Cognition and stating they are from MFS.
    • Staff may self refer or refer a colleague.
  47. What are the ‘DO’ items in The Code of Practice for SAP 34, Child Protection Procedures? 6 points.
    • Conduct yourself in a manner consistent with your position as a positive role model to children as a representative of SAMFS.
    • Follow organisational policy and procedure around the safety of children.
    • Develop a culture in which staff feel free to point out inappropriate attitudes and behaviours to each other.
    • Treat all children with respect and take notice of their reactions to your actions, tone of voice and manner.
    • Raise all concerns, issues and problems with your manager as soon as practicable.
    • Make sure all allegations or suspicions of abuse are recorded and acted upon, including any made against you.
  48. What are the ‘DO NOT’ items in The Code of Practice for SAP 34, Child Protection Procedures? 12 points.
    • NOT engage in, or tolerate, rough physical games or rough touch, including horseplay.
    • DO NOT hold, kiss, cuddle or touch children in an inappropriate and/or culturally insensitive way.
    • DO NOT make sexually suggestive remarks or discriminatory comments to a child, even as a joke.
    • DO NOT engage in or allow any sexually provocative games involving or observed by children.
    • DO NOT do things of a personal nature that children can do for themselves.
    • DO NOT enter a room where children may be changing their clothes or may not be fully dressed.
    • DO NOT spend time alone with a child, if it is unavoidable keep a door open, be visible and within the hearing of others.
    • DO NOT offer to transport children alone in a vehicle, take a child home, or encourage meetings outside the specified program activity.
    • DO NOT indulge in favouritism or the singling out of trouble makers.
    • DO NOT trivialise child abuse.
    • DO NOT engage in or tolerate bullying by an adult or another child.
    • DO NOT promise to keep confidential disclosures of abuse by a child when in fact you are required to report and act upon them.
  49. Touch is a powerful communication. Appropriate touch can enrich human interaction, inappropriate touch can destroy it. What rules should be applied to touching of children?
    • Touching must be with the child’s permission – resistance from the child should be respected.
    • Touching must avoid breasts, buttocks and groin of both the child and the adult.
    • Touching must be open and non-secretive.
    • Touching and other physical contact must be governed by the age and developmental stage of the child.
  50. By law what must SAMFS staff do if they see, hear or are told anything which makes them concerned that a child may be at risk of, is being or has been abused?
    Share the concern with CYFS (Children, Youth and Family Services) through the CARL (Child Abuse Report Line). If unsure a discussion with CYFS will clarify the issue.
  51. If a child discloses an incident of abuse what should an MFS staff member do?
    • Listen attentively to the child.
    • Establish clear limits on confidentiality.
    • Be calm and Non-judgemental.
    • Be supportive and understanding.
    • Let the child tell the event in their own words.
    • Reassure the child that it is right to tell, that they are believed and not to blame.
    • Let the child know a report will be made to the authorities so that they can help stop the abuse.
    • Document the disclosure and subsequent discussion and actions as soon as possible.
    • Contact CYFS and keep details of the call.
    • Advise SAMFS manager ASAP.
    • Keep disclosure confidential unless CYFS has advised that disclosure is appropriate.
    • DO NOT push for details or conduct an investigation by asking leading questions.
    • DO NOT suggest words to the child or interrogate as this could jeopardise the interviewing process of CYFS and SAPOL.
    • DO NOT express judgement of the child, alleged perpetrator or family or give a lecture about right and wrong.
    • DO NOT get angry or upset, show shock or horror or show excessive pity.
    • DO NOT blame the child.
    • DO NOT give any guarantees of confidentiality.
    • DO NOT say ‘forget it’, ‘you’ll get over it’ or other minimalising statements.
    • DO NOT engage in general discussion about the disclosure.
  52. What are the 4 main categories of child abuse?
    • Physical abuse.
    • Emotional abuse.
    • Sexual abuse.
    • Neglect.
  53. What is the definition of workplace bullying?
    Any behaviour that is repeated, systematic and directed towards an employee or group of employees that a reasonable person, having regards to the circumstances, would expect to victimise, humiliate, undermine or threaten and which creates a risk to health and safety.
  54. Supervisors must make every attempt to deal bullying/harassment complaints within how many working days?
  55. What options are available to someone who feels they are being bullied or harassed?
    • Seek advice from a nominated Harassment Contact Officer.
    • Lodge an informal complaint with a Supervisor/Manager who can mediate the situation and try to resolve the problem.
    • Contact the union for assistance.
    • Lodge a formal complaint with the Chief Officer.
    • Contact the Equal Opportunity Commission.
    • Contact the Police in cases of allegations of a criminal nature.
  56. If someone makes an informal complaint about bullying/harassment what do you do?
    • Listen empathetically to the complaint.
    • Ensure the complainant is aware of the options available for resolution.
    • Find out what the complainant wants.
    • Provide support and assistance to resolve the complaint.
    • You may then;
    • interview the person complained about.
    • Get the parties together.
    • Ensure the matter is dealt with in a sensitive and confidential manner.
    • Record the proceedings and the agreement reached.
  57. What records need to be kept regarding complaints of bullying/harassment?
    • Date of complaint.
    • Date of alleged behaviour.
    • Type of behaviour.
    • Advice given or received.
    • Complainants wishes.
    • Further action to be taken.
    • Records should be kept long enough to ensure any action taken can be defended in the event of a grievance appeal.
  58. Is workplace conflict always negative?
    No, MFS philosophy is that differences are valuable and can be positive in achieving quality outcomes.
  59. What are some of the reasons for conflict between employees? 11 points.
    • Differing perceptions.
    • Communication problems.
    • Differing views.
    • Differing values.
    • Differing goals.
    • Pressure of responsibilities.
    • Status differences.
    • Emotional issues.
    • Personality clashes.
    • Competition for limited resources.
    • Environmental problems.
  60. What must a supervisor do if they observe conflict within their area ofresponsibility?
    • Initiate a conflict resolution process.
    • Provide support to resolve the issue.
    • If unable to resolve a matter seek assistance from the next ranking officer.
    • Where a matter can still not be resolved MFS may engage an external mediator to assist.
  61. What principles should be observed when managing conflict?
    • Choose specific issues to address.
    • Deal with the problem, not the person.
    • Avoid vague or general terms.
    • Avoid sarcasm, hostility & accusation.
    • Listen effectively.
    • Move from justification to resolution.
    • Identify points where you can agree rather than demand.
    • Look forward not backward.
    • Analyse the situation and attempt to view from both sides.
    • Be open and make every effort to respond in a positive manner.
    • Seek out resources that may be necessary to help.
  62. With respect to resolution of conflict, what are the key elements of natural justice?
    • People must know about decisions or judgements that affect them.
    • People cannot be decision makers about matters which affect them.
    • Decision makers must act fairly without actual or perceived bias.
    • All parties to a decision should be heard and all relevant arguments considered before a decision is made.
    • People must have an opportunity to respond to any adverse material which will influence a decision affecting them.
  63. With regard to SAP 39, Staff Grievance Procedure, what constitutes a grievance?
    • Any concern or complaint about any act, omission, situation or decision arising from employment that an employee considers is unfair, unreasonable or inequitable.
    • Not covered by SAP 39 are promotion process, industrial dispute, discrimination, OHS&W, disciplinary action and bullying issues.
  64. What are the two ways Employees can pursue a grievance?
    Informally or formally.
  65. After interviewing everyone involved in a workplace accident, what information is to be included in the report?
    • Date of accident.
    • Location.
    • Time of work due to accident.
    • Witness list.
    • Extent of injuries.
    • Overall description of incident.
    • Equipment used that had an influence on the incident.
    • List of recommendations to stop reoccurrence.
    • Action taken by supervisor to stop reoccurrence.
    • Copy of reports from injured person and witnesses.
    • Any other relevant information.
    • A diagram if appropriate.
  66. Explain a minor misconduct?
    • An act or behaviour that by itself doesn’t warrant formal disciplinary processes.
    • Informal advice or counselling from a Station Officer may beneficial as well as an offer of assistance through the Employee Assistance Program.
  67. Give examples of Serious Misconduct?
    • Repeated instances of minor misconduct.
    • Failure to comply with lawful directions, policies, procedures or legislative requirements.
    • Threatened or actual assault of another employee.
    • Misuse or damage to government property or resources.
    • Serious or repeated bullying or harassment.
    • Theft of MFS equipment.
  68. Can an employee be the subject of disciplinary action for action taken off duty?
  69. What are a Station Officers responsibilities with regard to Employee Misconduct?
    • Identifying nature of misconduct and whether it’s minor or serious.
    • Where it’s minor, counsel the employee.
    • Where it’s the first minor, record in a diary date and time of counselling.
    • Where it’s a repeat of the minor or a more serious misconduct has occurred refer the matter to a Commander & keep comprehensive notes.
    • Whether minor or serious advise employee they may have a support person present.
  70. What are the aims of the JFLIP Program?
    Reduce death, injury and property damage caused by children’s unsafe fire play and fire lighting.
  71. What is a Station Officers responsibility to a JFLIP practitioner?
    • Provide support.
    • Make a room available for an intervention.
    • Assist the practitioner to find a suitable person to fill the role of observer.
  72. If firefighters suspect a child may have lit a fire what should they do?
    Leave a JFLIP pamphlet with parent or guardian and encourage the parent to contact JFLIP Coordinator as a matter of urgency.
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