Clearwater Fire and Rescue Department Behavior Modification Plan PDF

CLEARWATER FIRE AND RESCUE DEPARTMENT STANDARD DEPARTMENT POLICY S.D.P. 107P SUBJECT: Behavior Modification Plan...

CLEARWATER FIRE AND RESCUE DEPARTMENT STANDARD DEPARTMENT POLICY S.D.P. 107P SUBJECT: Behavior Modification Plan PAGE 1 of 23 CATEGORY: SUBCATEGORY: Executive APPROVED BY: EFFECTIVE DATE: 04/01/19 REVISION DATE: 05/13/20 REVIEWED DATE: 02/01/22 SIGNATURE ON FILE, APPROVED TO FORM THIS DATE BY SCOTT EHLERS, FIRE CHIEF, FIRE & RESCUE DEPARTMENT FORMS REQUIRED: CFR-106 Behavior Incident Reporting Form NOTE: Current forms are located on the Department’s SharePoint. STANDARD: All employees of Clearwater Fire & Rescue will conduct themselves in a manner that is respectful and courteous, ensures a safe working environment, and presents a professional image. PURPOSE: This policy outlines specific tools for supervisors to utilize to correct or discipline unsatisfactory performance or behavior of an employee. Outcomes should have as the immediate goal the channeling of individual effort into effective and productive action. Corrective action may involve training, motivation, recognition of individual and group effort, and should ultimately result in self-discipline and may range from verbal coaching and counseling to dismissal. Effective discipline must be applied fairly, consistently, and promptly. Employees represented by IAFF are subject to the provisions of this policy. SAMP employees within the Fire department are subject to the City’s existing Performance and Behavior Management Program (PBMP). Additionally, all non-managerial Fire Department employees who are not employed in an “at-will” status are subject to the City of Clearwater Civil Service Rules and Regulations, except as collective bargaining agreements may supersede provisions of such. 107P.1 Levels of Corrective/Disciplinary Action A. Department standards with respect to Policies, Rules, Regulations, and Procedures are categorized in accordance with the three types of behavior identified in the City’s Performance and Behavior Management Program: Personal Responsibility, Integrity, and Excellence. Each behavior or performance issue is assigned to one of four levels, which reflect the seriousness of an infraction. In each level and for each infraction, consideration will be given to the severity of the offense, the actual or potential cost or damage involved, time interval between infractions, the length and quality of service records and any other pertinent matters. B. These guidelines are structured to provide for equality of treatment in determining appropriate sanctions. However, in recognition of the fact that the circumstances of each infraction or occurrence may differ in many respects from the circumstances in other somewhat similar situations, the Fire Chief and the City retain the right to treat each occurrence on an individual basis and without creating a precedent for other cases that may arise in the future. These guidelines are not to be construed as a limitation upon the retained rights of the City, but merely a guide. C. The guidelines provide recommended corrective or punitive actions to apply for specific offenses. SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 2 of 23 Corrective or disciplinary actions are listed below in progressive order of severity. Action Plans are to be considered corrective action and not formal discipline. Corrective/Disciplinary Action Matrix Level First Second Third Fourth Severity Offense Offense Offense Offense Level #1 Coaching and Up to and Up to and Up to and counseling or including written including 10 duty including written warning warning and days* suspension Termination development of an Action Plan Level #2 Up to and Up to and Up to and including written including 10 duty including warning and days* suspension Termination development of an Action Plan Level #3 Up to and Up to and including 10 duty including days* suspension Termination or demotion Level #4 Up to and including Termination *one duty day shall be considered the number of hours equivalent to 10% of the employee’s average pay period (currently 10.6 hours). 107P.2 Progressive Corrective/Disciplinary Action Process A. Level #1 infractions may or may not be isolated instances. Two (2) separate level #1 infractions within a two-year time frame (starting from the date of the most recent offense and proceeding backward) will be referred to the Administrative Review Board (ARB) for a level #2 proceeding. B. Employees currently on an Action Plan (usually a level #2 action) who sustain additional infractions must be referred back to the Administrative Review Board for disposition. Normally, findings that are sustained will generate a modified Action Plan and a suspension or greater disciplinary action. C. The time frame for considering cumulative Level #1 violations or offenses will be a rolling 2-year period. The two-year period for counting Level #1 infractions will commence backward two years from the time of the most recent infraction. D. For any infraction that may lead to suspension, demotion or dismissal, the City may contemplate the entire work history of the employee in determining the appropriate level of discipline. E. The fact that an employee is on a current Action Plan will be taken into consideration as a criterion in the promotional appointment process. SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 3 of 23 107P.3 Authority and Responsibility A. Defined areas of responsibility and the authority attendant to each level of supervision are listed below in the progressive order of severity: All Level #1 Actions- Any supervisor It is the expectation that all level #1 violations, PBMP Standards, City Policies, and other regional protocols be handled by the employee's immediate or assigned supervisor. All supervisors are responsible for taking action upon having constructive knowledge of any breach in behavior versus expectations. All supervisors will be expected to perform coaching and counseling as needed and be able to draft an effective Action Plan when required. Simple inquiries into the facts of each instance may necessitate an "informal inquiry". Level #2- Action Plan or higher - Any supervisor or management employee Any supervisor or management employee may initiate a referral to the Administrative Review Board. 24- hour shift personnel must present referrals in writing to the Fire Chief by the end of the shift during which the incident occurs or the supervisor becomes aware of the incident. Management personnel must present referrals to the Fire Chief by the end of the business day following the day the incident occurs or the manager becomes aware of the incident. A referral must contain the pertinent information necessary to warrant an investigation (the Who, What, When, Where, Why and How must be answered). The Fire Chief (or designee) will contact the direct supervisor of the employee with the appropriate information necessary to begin the formal investigation. Any supervisor may choose to compose the Formal Notice of Investigation so long as it contains the critical information as outlined in Section 107.007, C. of this policy. An Action Plan shall not be considered formal discipline. The Administrative Review Board shall review the Action Plan for consistency with other cases. Level #3- Up to 10 Duty Days’ Suspension Without Pay, Demotion, or Dismissal – Fire Chief (or designee) with consultation of Human Resources, City Management, and Equity Services. Upon the recommendation of the Administrative Review Board, the Fire Chief (or designee) may recommend up to 10 duty days’ suspension without pay, demotion, or dismissal from employment as the situation dictates. A full written explanation of the facts must be forwarded to the appropriate departments for review. The City Manager (or designee) will affirm or modify the findings and/or recommendation of the Administrative Review Board. For the purposes of this policy, a “duty day without pay” shall be considered 8 hours for a 40-hour employee and 10.6 hours for shift employees. An Employee Assistance Program visit shall be scheduled in any case involving a suspension. Relief from Duty – Immediate or assigned supervisor or management employee Certain situations may necessitate a supervisor immediately relieve an employee of duty. Notification of the appropriate District Commander or Division Chief for staffing considerations and unit availability must be immediate upon informing the employee he/she is to leave the worksite. The District Commander or Division Chief must notify the Deputy Chief as soon as practical. Relief from duty does not apply for alcohol or substance abuse. Incidents involving potential alcohol or substance abuse will conform to the City’s Drug and Alcohol Program Policy, wherein associated procedures may require employees to remain on site until they are tested. Any time the employee's presence interferes with the SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 4 of 23 shift's readiness and/or the delivery of services he/she will be relieved of duty and made to leave the premises. When relieved of duty, an employee will be placed on an alternative work assignment within the city until the Administrative Review Board can convene and provide a ruling on the facts of the incident. If the conclusive findings of the Administrative Review Board are unfounded, exonerated, or policy failure, the employee will return to duty on his/her next scheduled day. 107P.4 Behavioral/Conduct Standards The foundation of determining the difference between acceptable and unacceptable behavior can be found in Federal and State Laws, City Policies and Procedures, Civil Service Rules, and the Departmental Policies and Procedures contained herein. This foundation also includes verbal and written directives, lawful orders, and other courses of guidance that management utilizes to achieve the mission of saving lives and property. A. Federal and State Laws, where applicable, take precedence over City or Department policies or rules. B. This program recognizes the City Civil Service Rules and Regulations. C. This program recognizes all City Policies, procedures, and directives. D. This program recognizes the Citywide Standards as listed in the PBMP manual and adds further criteria as to expectations within the department. Where Departmental policy is more stringent than PBMP, departmental policy will prevail. E. This program recognizes the Fire Department Policies and Procedures, verbal and written directives, and any applicable regional policies (OMD/EMS, Pinellas 600 series, etc.) 107P.5 Procedures A. When a supervisor becomes aware that a possible infraction of any of the established policies, rules, laws, etc. may have occurred, the supervisor will immediately perform an informal inquiry to determine the facts surrounding the incident. This is no more than an information gathering stage. If no facts come to the surface upon informal inquiry that suggest such an infraction occurred, then the matter will be documented in a department memo and submitted to the Administrative Review Board. B. If the incident or action has merit and the violation is a Level #1 infraction, a coaching/counseling session will be held as soon as possible, and a written counseling document generated. The incident and subsequent outcome is to be documented on a fire department memo and forwarded to the Administrative Review Board for review. If a Level #1 violation is a recurrent issue for the employee (or a Level #2 or greater), then the supervisor is to provide the subordinate with the Firefighter Bill of Rights and make the appropriate referral to the Administrative Review Board. C. The Firefighter Bill of Rights, Florida Statutes Sections 112.80-112.84, is incorporated in this Policy. For first-offense Level #1 infractions that are witnessed or documented by an officer where and where no discipline is contemplated, the Firefighter's Bill of Rights need not be applied. However, if an infraction SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 5 of 23 may lead to a full investigation, which could result in discipline [suspension, demotion, or dismissal], then the supervisor must provide Bill of Rights notice and refer the matter to the Administrative Review Board. D. For most first-time, Level #1 violations, the informal inquiry process will be used to determine whether a violation exists or is unfounded. Some issues may not require an informal inquiry. For example, when a supervisor personally witnesses an employee involved in inappropriate behavior, the supervisor may address the situation directly with the employee without the need to conduct an inquiry. E. Recurrent Level #1 and all Level #2, #3 or #4 violations require immediate referral to the Administrative Review Board. A formal investigation process will coincide with all Administrative Review Board proceedings since the potential exists that the employee will be disciplined as a result of the outcome. F. Administrative Review Board (ARB) – An Administrative Review Board has been established by the Fire Chief and will review all level #2 and higher infractions or cumulative infractions in order to provide consistency and impartiality in the administration of discipline within Clearwater Fire and Rescue. 1. The Administrative Review Board will consist of the Department’s Command Staff and will be chaired by a Deputy Chief. Subject matter experts may be summoned and/or used by the Board when reviewing investigations requiring specialized knowledge and training. The Administrative Review Board will meet monthly and as needed as situations arise. Minutes will not be formally recorded; however, a document outlining the conclusions of fact and the discipline recommendation will be provided at the conclusion of any investigation. 2. One Deputy Chief and two Division Chiefs will handle all investigations. After the Administrative Review Board has completed a formal investigation review, the members will determine the disposition of each allegation. If any of the allegations are sustained, the Board members will then consider what formal disciplinary action (per the discipline matrix contained herein) and/or intervention is appropriate for the behavior or performance issue. The type of action or intervention selected by the Board must fall within the guidelines established by the matrix unless extenuating circumstances dictate otherwise. 3. The Board members may recommend a variety of actions; including, but not limited to: coaching and counseling (which includes the creation of a written account of the problem); an Action Plan (a written account with solutions identified); training; one or more duty day(s) off on suspension without pay; an EAP visit; an alternative assignment; demotion; dismissal; or a combination of approaches. Any formal discipline will be followed up by the immediate supervisor with an Action Plan. 4. If the allegations are not sustained, the Board members will still discuss whether there is need for further evaluation. In some cases, Board members may recommend additional training for all Department employees or specific groups of employees in a particular area. SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 6 of 23 Each allegation made against an employee will be closed with one of the following findings: a. Sustained - The alleged misconduct is found to have occurred. b. No Conclusion- There is insufficient evidence to prove or disprove the allegation. c. Unfounded - The allegation is found to be false, the incident did not occur, or the named employee was not involved. d. Exonerated - The incident is found to have occurred, but the employee acted properly and lawfully. e. Policy Failure - The employee’s actions were consistent with Department policy, but the investigation revealed that policy or procedural changes are necessary. 5. Review Board Dispositions - Oftentimes, the employee’s immediate supervisor and chain-of- command will have used counseling, coaching, remedial training, and various other intervention methods and techniques to correct a behavior or performance problem before it develops into a situation that is brought before the Administrative Review Board. However, a single incident or complaint may be investigated and subsequently presented to the Board. a. The action and/or intervention mandated by the Administrative Review Board may fall into one or more of the following categories but is not limited to the below listed options. In addition to the below listed options, the Board may recommend fitness-for-duty examinations and substance abuse counseling. (1) Training, instruction, or coaching (2) Referral to the employee’s immediate supervisor, via the chain-of-command, for a log entry (3) Written counseling (4) Temporary or permanent alternative assignment (with or without loss of pay) (5) Mandated referral to the Employee Assistance Program (6) An Action Plan (7) Suspension without pay (8) Demotion (9) Dismissal from employment G. Employees who receive formal disciplinary action may submit a written response to the action that will be included in the case file. In addition, if formal disciplinary action [suspension, demotion, or dismissal] occurs, employees may also avail themselves of the grievance process, as outlined in the current collective bargaining agreement. SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 7 of 23 H. Termination Procedures - All recommendations for termination must be reviewed by the Fire Chief or his/her designee. The request for termination is then forwarded to the Human Resources Department for review and input prior to being sent to the City Manager or designee. If the City Manager or designee supports the termination, the necessary paperwork will be forwarded back to the Fire Department through Human Resources for administration in conformity with current union contract provisions and legal guidelines. If the Department recommendation for termination is not supported by the City Manager, alternative resolutions will be considered. I. Role of Supervisors - The role of supervisors, especially first-line supervisors, is crucial in the corrective action process. First-line supervisors have the best opportunity to observe the conduct and appearance of employees and detect those instances when commendation or disciplinary sanctions are warranted. Positive reinforcement, remedial training, counseling, and discipline are the tools a supervisor should use in administering effective corrective action. 1. All supervisors have the authority and responsibility to verbally recognize employees for commendable work or counsel employees; however, it is preferred that such be in writing. 2. Supervisors should act within the concept of progressive action as outlined in this procedure. Upon recognizing improper action or behavior on the part of an employee, which calls for corrective action against the employee, the supervisor of the employee should first determine the level of the infraction and review any previous history of the employee. If the misconduct calls for coaching and counseling, the supervisor should initiate and document the action. If the misconduct is of a higher level calling for more severe action, the supervisor should consult with his/her District Commander and ultimately refer the incident to the Administrative Review Board. 3. Chief Officers shall have the authority and responsibility to immediately relieve from duty any lower level employee when the employee is alleged to have committed or engaged in a major infraction of conduct or performance whereby the employee's continued attendance would be offensive to the public or other employees. Such infractions may include fighting, assault, immoral conduct, or similar activities or conduct. In such instances, the supervisor shall fully document the reasons for such action and recommend appropriate formal actions to the Administrative Review Board. The affected employee, upon being relieved of duty, shall be placed on Administrative Leave Without Pay until the Fire Chief authorizes a return to duty or formal disciplinary action is taken. If exonerated of wrongdoing following formal review of the action, the employee will be compensated for any unpaid time. J. Initiating Formal Disciplinary Action - In cases of employee behavior or performance which merits an action more severe than coaching, counseling, or an Action Plan, the facts of the case must be forwarded to the Administrative Review Board via the chain of command. The initiating supervisor should complete CFR-106 Behavior Incident Reporting Form and include the name of any complainant or provide documentation of job performance and forward it via the chain of command to the Health & Safety Division who will bring it to the Administrative Review Board. SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 8 of 23 1. Upon reviewing the facts of the incident, the Fire Chief, or designee, may assign the case to the Administrative Review Board for investigation and/or disposition. 2. The flow of a division level complaint is as follows: a. Supervisor receives a complaint or initiates a complaint; b. Supervisor determines possible violations of departmental policies; c. Supervisor’s District Commander contacts the Administrative Review Board for a disciplinary/corrective action history on the employee; d. If determination is made that the complaint may be resolved by coaching or counseling, the matter will be handled at the division level by the supervisor; e. If determination is made that an Action Plan is appropriate, the Administrative Review Board will review same for consistency with other cases; f. If determination is made that the complaint may result in a suspension or more serious discipline the matter will be investigated by the Administrative Review Board; g. The Administrative Review Board will formulate a plan to include what the possible outcome of the investigation may be; h. The Administrative Review Board then arranges to meet with the employee, and before conducting the interview informs the employee what the maximum corrective action may be as a result of the investigation. Additionally, the ARB shall inform the employee of his/her right to union representation during the process; i. If complaint is sustained and corrective action is required, the Administrative Review Board will arrange for the log entry of the action; j. The affected employee and the complainant will be notified of the outcome in writing; k. The Administrative Review Board will maintain the original investigation and review paperwork and the supervisor will be provided a copy. 3. The flow of a formal investigation is as follows: a. Originates at Supervisor level; b. Goes to ARB for investigation; c. ARB sets date for meeting and notifies District Commanders or Division Chiefs for staffing considerations; d. Meeting is held with employee (and employee representative); e. If formal discipline is recommended (suspension, demotion, or dismissal), the appropriate paperwork is prepared and forwarded to Human Resources, Legal, and the Office of City Manager. Once approved, the affected employee and complainant are notified in writing, the discipline is administered, and the paperwork returned to the ARB for copying, distribution, and filing. f. If no discipline is recommended, the affected employee and complainant are notified in writing and the investigation is filed with the ARB. K. Appeal of Disciplinary Action - Disciplinary actions (suspension, demotion, or dismissal) may be appealed through the grievance and appeal processes of the applicable collective bargaining agreements or Civil Service Rules, as appropriate. SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 9 of 23 L. Training and Discipline - Training may be used as a method of improving employee productivity and effectiveness through positive and constructive methods. When a corrective or disciplinary matter indicates a continuing deficiency in an employee's performance or actions, a supervisor may direct that the employee undergo remedial training as a part of the process. This training may be in addition to other sanctions imposed. 1. Training that is imposed as a function of corrective action should be related to a specific, identifiable problem or deficiency for which an appropriate training resource is readily available. The training should reasonably be expected to improve the employee's performance and should be completed within a reasonable time. 2. Supervisors should be alert to potential training needs when initiating a corrective action and should make appropriate recommendations. 3. Discipline records may also indicate a need for department-wide training when the same disciplinary problem occurs repeatedly. As determined by the Fire Chief, ARB will review records to determine if there is a need to sponsor corrective training. M. Written Counseling - Written counseling should be a positive, constructive teaching process to give the employee a better understanding of what his/her job consists of, what is expected of him/her as an employee, and what he/she can do to be more productive. Counseling may be used to help an employee understand that certain behavior, work performance, attendance, or other identified problem areas are not acceptable and that appropriate corrective behavior by the employee is necessary. Counseling is often appropriate for minor violations of rules, which could become serious if left uncorrected. Counseling sessions shall be documented and then reviewed with the employee. Counseling documentation becomes very important in support of future disciplinary action and in the performance evaluations of employees. A copy of the counseling/remedial training form shall be sent to Fire Administration to be included in the case files of the involved employee. N. Disciplinary Action Records - Records of disciplinary actions shall be maintained by the Administrative Review Board. Records are to be retained according to records retention schedules of the Florida Department of State. Copies of all disciplinary action paperwork shall be sent to Human Resources. 107P.6 Code of Conduct Conclusion This policy provides the framework and conceptual outline for supervisors to understand and apply the tenets of the City’s Performance and Behavior Management Program within the context of the provisions outlined herein. The intent is to also provide each employee the framework for understanding the expectations of the Department and to assist employees in realizing successful City employment. SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 10 of 23 107P.7 Departmental Conduct and Standards- Table of Contents Behavior or Standard 107.10 Priorities and Standards (SDP 104P) 107.11 Chain of Command (SDP 105P) 107.12 Conduct and Behavior (SDP 106P) 107.13 SDP/SOP Memorandums (SDP 201P) 107.14 Reporting Injuries- Employee (SOP 202) 107.15 Reporting Injuries- Supervisor (SOP 202) 107.16 Injury Treatment (SOP 202) 107.17 Facility Visitation (SDP 205P) 107.18 Uniform Requirements (SOP 206) 107.19 Ride-Along Restrictions (SDP 207P) 107.20 Vehicle Accident and Equipment Damage/Loss (SDP 208P) 107.21 Sick Leave Use (SDP 209P) 107.22 Assignments and Transfers (SOP 212) 107.23 Vehicle Operation (SOP 213) 107.24 Take Home Vehicles (SDP 215P) 107.25 Travel (SDP 216P) 107.26 Grooming (SDP 219P) 107.27 Station Library (SDP 303P) 107.28 Training Requirements (SDP 305P) 107.29 School Time (SDP 307P) 107.30 Training Center Use (SDP 310P) 107.31 Training Bureau Records (SDP 311P) 107.32 Fire Prevention Services (SDP 400P) 107.33 Fire Inspections (SOP 401) 107.34 Plan Review Process (SOP 402) 107.35 Requesting Fire Inspector (SOP 403) 107.36 Records Management (SDP 404P) 107.37 Rapid Entry System (SOP 405) SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 11 of 23 107.38 Malfunctioning Alarm Systems (SOP 406) 107.39 Smoke Alarm Installation (SOP 407) 107.40 Prevention Issues and Code Questions (SOP 409) 107.41 MOMs (SOP 503) 107.42 AED Procedures (SOP 504) 107.43 Newborn Drop-Off Law (SOP 505) 107.44 Management of Deceased Patients (SOP 506) 107.45 Controlled Substance Procedures (SOP 508) 107.46 EMS Supply Procedure (SOP 509) 107.47 EMS Bureau Records (SOP 513) 107.48 Special Event Procedure (SOP 515) 107.49 Infectious Disease Exposure (SOP 516) 107.50 Patient Care Report Documentation (SOP 517) 107.51 Command Responsibilities (SDP 601P) 107.52 Staffing Procedures (SDP 602P) 107.53 Station Company Journals (SOP 603) 107.54 SCBA (SOP 604) 107.55 Personal Protective Equipment (SOP 605) 107.56 Personnel Accountability (SOP 606) 107.57 Hose Loads (SOP 608) 107.58 Rapid Intervention Team (SOP 609) 107.59 Carbon Monoxide Activation (SOP 610) 107.60 Project Safe Place (SOP 611) 107.61 Truck Company Operations (SOP 612) 107.62 Basic Rope Procedures (SOP 613) 107.63 Typical Expectations (SOP 614) 107.64 High Rise Operations (SOP 615 and 616) 107.65 Confined Space Procedures (SOP 617) 107.66 Daily Work Schedule (SDP 618P) 107.67 Marine Response (SOP 619) SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 12 of 23 107.68 Vehicle and Machinery Extrication (SOP 620) 107.69 Station Security (SOP 621) 107.70 Personnel Rehabilitation (SOP 622) 107.71 Pre-Plans (SOP 623) 107.72 NFIRS (SOP 624) 107.73 Size up Report (SOP 625) 107.74 C.A.N. Reports (SOP 626) 107.75 Emergency Operations at Single Family Residences (SOP 627) 107.76 Emergency Operations at Fire Alarms (SOP 628) 107.77 Emergency Operations at Multi Family Dwelling Fires (SOP 629) 107.78 Radio Communications (SOP 631) 107.79 Helicopter Operations (SOP 632) 107.80 Tactical Withdrawals (SOP 633) 107.81 Apparatus Logbooks (SOP 634) 107.82 Shooter Situations (SOP 635) 107.83 Emergency Operations at Commercial Building Fires (SOP 637) 107.84 Traffic Incidents and Extrications (SOP 638) 107.85 Body Armor (SOP 639) 107.86 Dive Operations (SOP 640) 107.87 Mass Casualty Incidents and Disasters (SOP 701) 107.88 Public Information Officer (SOP 800) 107.89 Supply Request (SOP 901) 107.90 All-Terrain Vehicles (SOP 902) 107.91 Vehicle Finish Maintenance (SDP 903P) 107.92 Vehicle Fueling Procedure (SOP 904) 107.93 Exhaust Regeneration (SOP 905) 107.94 Logistics Access After Hours (SOP 906) 107.95 Hose Testing, Marking and Record Keeping (SOP 907) 107.96 Station Inspections (SOP 908) 107.97 Equipment Identification Marking (SDP 911P) SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 13 of 23 107.98 Operating Procedures for OptiCom (SOP 912) 107.99 Building and Vehicle Maintenance Requests (SOP 916) 107.100 Protective Clothing Care (SOP 917) 107.101 Reserve Apparatus (SOP 918) 107.102 Washer and Dryer usage (SOP 919) 107.103 MDC Procedure (SOP 920) 107.104 False Statements (SDP 104P) 107.105 Misuse of Benefits including Workers Compensation (SDP 104P) 107.106 Theft (SDP 106P) 107.107 Workplace Violence (City Policy 3704) 107.108 Failure to Perform Supervisory Functions (SDP 106P) 107.109 Failure to Administer Corrective Action (SDP 106P) 107.110 Serious Incident Reporting (City Policy 1003) 107.111 Records Falsification (SDP 106P) 107.112 Drug and Alcohol Policy- Employee (City Policy 3402) 107.113 Outside Employment (City Policy 3203) 107.114 Computer Resource Policy (City Policy 7001) 107.115 Insubordination (SDP 104P) 107.116 Duty to read, understand and comply (SDP 104P) 107.117 Equal Employment Opportunity Policy (City Policy 3201.1) Behavior and Performance Standards 107.10 Priorities and Standards (SDP 104P) Employees must follow the priorities of the Department to fulfill the objectives stated in the mission statement. This policy sets the priorities of the Department and defines performance standards that are expected of all employees. [Level 3] 107.11 Chain of Command- Employee (SDP 105P) Employees must follow the Chain of Command, which begins with their current immediate supervisor, for day-to-day operations, procedures, problems, or questions. Supervisors must make an effort to resolve issues, answer questions, and address communications before passing the information on to the next level in the chain of command. Situations occurring off duty should be reported to the applicable District Commander. [Level 2] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 14 of 23 107.12 Conduct and Behavior (SDP 106P) All employees shall conduct themselves in a respectful, professional manner at all times. [Level 4] 107.13 SDP/SOP Memorandums (SDP 201P) All proposed changes to SDP’s or SOP’s must be made through the chain of command, up to the Fire Chief, for approval prior to implementing changes. [Level 2] 107.14 Reporting Injuries- Employee (SOP 202) Employees must comply with all guidelines for reporting injuries to an immediate supervisor. [Level 2] 107.15 Reporting Injuries- Supervisor (SOP 202) Supervisors must comply with all procedures for properly reporting an employee injury. [Level 2] 107.16 Injury Treatment (SOP 202) All employees must observe procedures for treatment of an on-duty non-life-threatening injury. [Level 2] 107.17 Facility Visitation (SDP 205P) Sets policy for visitors to department facilities and gives the officer in charge authority to deny entry if deemed to be appropriate. [Level 2] 107.18 Uniform Requirements (SOP 206) Employees must comply with all uniform and grooming requirements. [Level 1] 107.19 Ride-Along Restrictions (SDP 207P) Employees must observe ride-along restrictions. [Level 2] 107.20 Vehicle Accident and Equipment Damage/Loss (SDP 208P) Sets the policy for reporting accidents and damage involving Clearwater Fire and Rescue vehicles and/or equipment. [Level 2] 107.21 Sick Leave Notification (SDP 209P) Employees must comply with Departmental sick leave use notification procedures. [Level 2] 107.22 Assignments and Transfers (SOP 212) Employees can utilize this process to request an assignment providing the requirements are met. [Level 1] 107.23 Vehicle Operation (SOP 213) The driver of any Fire Department vehicle shall operate all vehicles in a safe manner, exercising caution and in compliance with all Department guidelines. [Level 2] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 15 of 23 107.24 Take Home Vehicles (SDP 215P) Employees must comply with the department’s take home vehicle policy. [Level 1] 107.25 Travel (SDP 216P) Employees must comply with the city’s travel policy (4004.3) as well as the fire department’s guidelines. [Level 1] 107.26 Grooming (SDP 219P) Employees must comply with the grooming standards to promote a neat and professional appearance. [Level 1] 107.27 Station Library (SDP 303P) The department will provide a library at each station so that all members have access to educational resources. [Level 1] 107.28 Training Requirements (SDP 305P) Employees must meet the minimum training expectations. [Level 1] 107.29 School Time (SDP 307P) Employees must adhere to the stipulations set forth in the policy to qualify for school time. [Level 1] 107.30 Training Center Use (SDP 310P) This sets forth the procedure to schedule training at the training center. [Level 1] 107.31 Training Bureau Records (SDP 311P) Employees must maintain his/her own personal training records, certificates, and certifications. [Level 1] 107.32 Fire Inspection Procedures (SDP 400P) The Fire Prevention Division must enforce the fire and safety codes and standards as outlined in departmental procedures, standards, and regulations. [Level 3] 107.33 Fire Inspections (SOP 401) Sets the procedure for proper inspections and the process to issue a notice of violation or citation. [Level 3] 107.34 Plans Review Process (SOP 402) Sets the proper procedure for reviewing construction projects and when the reviews must be completed. [Level 1] 107.35 Requesting a Fire Inspector and Preserving Incident Scenes (SOP 403) Employees must follow procedures related to fire inspection and investigation for all fires and explosions. [Level 2] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 16 of 23 107.36 Records Management (SDP 404P) Employees must follow the procedures for the proper handling of all records in accordance with local and state statutes. [Level 3] 107.37 Rapid Entry System (SOP 405) Employees must follow the procedures for use and access of the KNOX rapid entry systems. [Level 2] 107.38 Malfunctioning Alarm Systems (SOP 406) Employees must follow the procedure for reporting and correcting faulty alarm systems. [Level 1] 107.39 Smoke Alarm Installation (SOP 407) Employees must follow the procedure for documenting requests for smoke alarm installations. [Level 1] 107.40 Prevention Issues and Code Questions (SOP 409) Employees must follow the process for resolution of fire prevention code issues or questions. [Level 1] 107.41 MOMs (SOP 503) Establishes where MOMs manuals will be assigned as well as the procedure to distribute updated MOMs. [Level 1] 107.42 AED Procedures (SOP 504) Employees must follow the procedures for the use, inspection, and maintenance of Automated External Defibrillators. [Level 1] 107.43 Treatment of Abandoned Newborn Infants (SOP 505) Employees must follow the procedure in the event that a newborn infant is dropped off at one of our locations. [Level 2] 107.44 Management of Deceased Patients (SOP 506) Employees must follow the procedure when dealing with patients who have been declared dead including proper notifications and maintain the scene integrity. [Level 3] 107.45 Controlled Substance Procedures (SOP 508) Employees must follow the proper procedures for the handling, storage, and documentation of controlled substances. [Level 4] 107.46 EMS Supply Procedure (SOP 509) Employees must follow the procedure for the handling of EMS supplies including ordering, inventory, and security and cleaning of equipment. [Level 2] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 17 of 23 107.47 EMS Bureau Records (SOP 513) Employees will be responsible for the management of their original certifications as the EMS Division will only maintain copies on file. [Level 1] 107.48 Special Event Procedures (SOP 515) Employees will follow established procedures and complete all reports that are required for the special event. [Level 1] 107.49 Infectious Disease Exposure (SOP 516) Employees will follow the procedure in the event of an exposure to a possible infectious disease to ensure that proper care is given to the affected employee. [Level 2] 107.50 Patient Care Report Documentation (SOP 517) Employees will follow department standards for patient care reporting which will be consistent with MOMs, and the MQM. [Level 1] 107.51 Command Responsibilities (SDP 601P) Employees must have working knowledge and follow the 600 Series, Pinellas County Fire Departments, Standard Operating Procedures for Incident Management. [Level 2] 107.52 Staffing Procedures (SDP 602P) Employees must observe and comply with staffing guidelines and procedures. These include behavior related to reporting for duty, maintaining the daily log, reporting late for work and call-in. Employees must report for duty at 0800 hours unless their supervisor has provided them with written approval for the absence. [Level 2] 107.53 Station Company Journals (SOP 603) Employees shall maintain the Company Journal, Rescue Log, District Commander’s Log, Driver Log and District Commander’s Daily Roster in accordance with all department guidelines. [Level 1] 107.54 SCBA (SOP 604) Employees must follow proper daily checks, cleaning procedures and repair and maintenance guidelines for self-contained breathing apparatuses. [Level 2] 107.55 Personal Protective Equipment (SOP 605) Employees are responsible for the proper security and care of protective clothing (bunker gear). All protective clothing and equipment must be cared for properly and in accordance with Department guidelines. [Level 2] 107.56 Personnel Accountability (SOP 606) Employees will follow the procedure to ensure that all employees operating on an incident are accounted for. [Level 2] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 18 of 23 107.57 Hose Loads (SOP 608) Employees will follow all procedures and protocols associated with the standardization of hose load as outlined in department guidelines. [Level 2] 107.58 Rapid Intervention Team (SOP 609) Employees must subscribe to and follow the responsibilities outlined in the concept of the Rapid Intervention Team. [Level 3] 107.59 Carbon Monoxide Activation (SOP 610) Employees must follow the procedure for responding to a carbon monoxide alarm activation. [Level 1] 107.60 Project Safe Place (SOP 611) Employees will follow the procedure to provide assistance to youths in crisis. [Level 1] 107.61 Truck Company Operations (SOP 612) Employees will follow the department standards regarding truck company operations including riding assignments, tool assignments and radio designations. [Level 1] 107.62 Basic Rope Procedures (SOP 613) Employees will follow established guidelines for the use and care of utility rope, life safety rope and associated appliances. [Level 1] 107.63 Typical Expectations (SOP 614) Employees will follow the expectations of the department when it comes to emergency responses. This includes defining the typical response, safety considerations, and wearing of PPE. [Level 1] 107.64 High Rise Operations (SOP 615 and 616) Employees will follow the procedure for fighting fire in a high-rise structure, including priorities and initial assignments. Employees also will utilize the high-rise packs and standpipe bags during high rise operations. [Level 2] 107.65 Confined Space Procedures (SOP 617) Employees will recognize and adequately prepare for confined space rescues to ensure the safety of all personnel. [Level 2] 107.66 Daily Work Schedule- Employee (SDP 618P) Employees are expected to follow the guidelines of the Daily Schedule as established by the company officer (Lieutenant) and the District Commander. Company officers (Lieutenants) and District Commanders will design the daily work schedule to accomplish all critical tasks and maximize employee-training opportunities. [Level 2] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 19 of 23 107.67 Marine Response (SOP 619) Fire suppression in a marine emergency is to be conducted in compliance with the Pinellas County 600 series 600-01. [Level 2] 107.68 Vehicle and Machinery Extrication (SOP 620) Employees must follow the standards set forth for safely and effectively conducting extrication operations for motor vehicle and machinery accidents. [Level 2] 107.69 Station Security (SOP 621) The station Lieutenant is responsible for the overall security of the fire station and must comply with all station security guidelines. [Level 2] 107.70 Personnel Rehabilitation (SOP 622) Employees will ensure that the physical and mental condition of personnel operating at extensive incidents or training exercises does not deteriorate to the point where it affects the safety of our personnel. [Level 1] 107.71 Pre-Plans (SOP 623) Employees will ensure that pre-plans are created in accordance with the standard set by the department. Pre-plans should be updated periodically to allow responding personnel to have a comprehensive plan to minimize the loss of life and property. [Level 2] 107.72 NFIRS (SOP 624) Employees will complete required NFIRS reports as defined by the criteria in the policy. [Level 1] 107.73 Radio Size up Report (SOP 625) Employees will provide a consistent size up when arriving on scene to ensure that all responding units are aware of the situation and can take action accordingly. [Level 1] 107.74 C.A.N. Reports (SOP 626) Employees will use the C.A.N. report to give the Incident Commander and others operating on the scene a clear and concise synopsis of what the conditions are, what their actions are and any needs. [Level 1] 107.75 Emergency Operations at Single Family Residences (SOP 627) Employees will follow established assignments and expectations when responding to a fire at a single family residence. [Level 2] 107.76 Emergency Operations at Fire Alarms (SOP 628) Employees will follow established assignments and expectations when responding to a fire alarm. [Level 2] 107.77 Emergency Operations at Multi-family Dwellings (SOP 629) Employees will follow established assignments and expectations when responding to a fire at a multi- family dwelling. [Level 2] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 20 of 23 107.78 Radio Communications (SOP 631) Employees will follow established guidelines set forth by the department and Pinellas County when using radios on the 800MHZ system. [Level 2] 107.79 Helicopter Operations (SOP 632) Employees will follow established procedures for maintaining safe and secure landing zones for helicopter operations. [Level 2} 107.80 Tactical Withdrawal (SOP 633) Employees will follow the established procedure for the evacuation of personnel from a building or hazardous area. [Level 2] 107.81 Apparatus Logbooks (SOP 634) Employees will complete the apparatus log books each shift. The layout of the logbooks is defined in SOP 634. [Level 1] 107.82 Shooter Response (SOP 635) Employees will follow the framework when operating on the scene of an active shooter situation. This policy must be followed to ensure the safety of all personnel on the scene. [Level 3] 107.83 Emergency Operations at Commercial Building Fires (SOP 637) Employees will follow established assignments and expectations when responding to a fire at a commercial building. [Level 2] 107.84 Traffic Incidents and Extrications (SOP 638) Employees will follow established policies when responding to traffic incidents with safety being of the utmost importance. [Level 2] 107.85 Body Armor (SOP 639) Employees will follow the policy that outlines the storage, use, cleaning, and inspection of the department issued body armor. [Level 2] 107.86 Dive Operations (SOP 640) Employees will follow the guidelines set by the department for responding to water rescue emergencies. [Level 2] 107.87 Mass Casualty Incidents (SOP 701) Employees will follow the systematic approach when responding to a mass casualty situation, be it man made or a natural disaster. [Level 2] 107.88 PIO (SOP 800) Employees will not speak to the media without permission from the fire chief or his/her designee. [Level 3] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 21 of 23 107.89 Supply Requests (SOP 901) Employees will follow the established procedure for ordering and procuring supplies. [Level 1] 107.90 All-Terrain Vehicles (SOP 902) Employees will follow established procedures for the use, care, and maintenance of the department’s all-terrain vehicles. [Level 2] 107.91 Vehicle Finish Maintenance (SDP 903P) Employees will follow the established schedule to maintain the finish on the apparatus. [Level 1] 107.92 Vehicle Fueling Procedure (SOP 904) Employees will follow a uniform fueling process to ensure the operational readiness of tools and apparatus. [Level 1] 107.93 Exhaust Regeneration (SOP 905) Employees will follow a uniform process for the regeneration process necessary to maintain the exhaust systems on certain apparatus. [Level 1] 107.94 Logistics After Hours Access (SOP 906) Employees will follow the procedure if it becomes necessary to access the Logistics building after normal business hours or on a designated holiday. [Level 1] 107.95 Hose Testing, Marking, and Record Keeping (SOP 907) Hoses will be tested and maintained in accordance with N.F.P.A. and manufacturers’ standards. Service hose test procedures, marking, numbering, coding, and record keeping must be done per department guidelines. [Level 1] 107.96 Station Inspections (SOP 908) Employees are required to follow all components as outlined in the Facilities Safety Checklist. [Level 2] 107.97 Equipment Identification Marking (SDP 911P) Employees must follow the standards for color-coding and reflective tape placement for equipment. [Level 1] 107.98 Operating Procedures for Opticom (SOP 912) Procedures outlined in the departmental SOP for safe and proper use of the 3M OptiCom System must be followed. [Level 2] 107.99 Building and Vehicle Maintenance Requests (SOP 916) Employees will use an established procedure for requesting repairs to the facilities or apparatus. This will allow repairs to be done in a timely manner and tracked to patterns. [Level 1] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 22 of 23 107.100 Protective Clothing Care (SOP 917) Employees will follow the procedure for the cleaning, maintenance and inspection of department issued personal protective clothing. [Level 1] 107.101 Reserve Apparatus (SOP 918) Employees will ensure that reserve apparatus is properly maintained and inventoried. [Level 1] 107.102 Washer and Dryer Usage (SOP 919) Employees will follow the guidelines for the usage of department washers and dryers. [Level 1] 107.103 MDC Procedures (SOP 920) Employees will follow established guidelines for resolving problems with the MDC’s. [Level 1] 107.104 False Statements (SDP 104P) Employees will be truthful at all times including written and spoken statements. [Level 4] 107.105 Misuse of Benefits including Workers Compensation (SDP 104P) Employees will use benefits for their intended purpose and be honest and ethical when requesting to utilize said benefits. [Level 4] 107.106 Theft (SDP 106P) Theft or attempted theft of city property. Theft of property belonging to a citizen committed while acting in an official capacity for the city. Theft of a co-worker’s property. [Level 4] 107.107 Workplace Violence (City Policy 3704) Violence (to include threats, harassment, and intimidation) will not be tolerated in the workplace. This includes setting policy on the possession of a firearm or other weapon. [Level 4] 107.108 Failure to Perform Supervisory Functions (SDP 106P) Supervisors and those acting in supervisory roles will carry out the required supervisory functions of their positions. [Level 4] 107.109 Failure to Administer Corrective Action (SDP 106P) Supervisors and those acting in supervisory roles will carry out required corrective actions to include proper notification of superiors, administration of corrective/disciplinary actions. [Level 4] 107.110 Serious Incident Reporting (City Policy 1003) Employees are required to make proper notification when involved in a serious incident as defined by City Policy 1003.1. [Level 3] 107.111 Records Falsification (SDP 106P) Employees will not falsify or intentionally omit and information on official records including: employment applications, accident paperwork, promotional applications, or any other city record. [Level 4] SUBJECT: EFFECTIVE DATE: 04/01/19 S.D.P. 107P Behavior Modification Plan REVISION DATE: 05/13/20 CATEGORY: Executive SUBCATEGORY: PAGE 23 of 23 107.112 Drug and Alcohol Policy (City Policy 3402) Employees will adhere to the City’s policy on drug and alcohol use. Examples of unacceptable behavior include but are not limited to: use, intoxication, working under the influence, possession, sale or distribution of illegal drugs, narcotics or alcohol, and refusal to submit to testing under the Policy. [Level 4] 107.113 Outside Employment (City Policy 3203) Employees will follow the procedure for reporting outside employment including utilization of the “Report of Outside Employment, Activity, or Enterprise” form. [Level 3] 107.114 Computer Resource Policy (City Policy 7001) Employees will follow the City’s policy on use of city computers and networks. [Level 4] 107.115 Insubordination (SDP 104P) Employees may not engage in insubordinate behavior, characterized by the refusal to perform assigned work, comply with written or verbal instructions or the willful disrespect of a supervisor. Insubordination may also include any act of omission or commission that may discredit a senior manager, injure the public service, or jeopardize the effective functioning of the department. [Level 4] 107.116 Duty to Read, Understand and Comply (SDP 104P) Employees will be responsible for understanding and complying with applicable policies including but not limited to: SOPs, city policies, Pinellas County policies. [Level 4] 107.117 Equal Employment Opportunity Policy (City Policy 3201.1) Employees must comply with the City’s Equal Employment Opportunity Policy. Examples of noncompliant, unacceptable behavior include, but are not limited to, unlawful discrimination, sexual harassment, or conduct that creates a hostile working environment. [Level 4]