Chesapeake Fire Department Organizational Structure PDF

Policy 200 Chesapeake Fire Department Policy Manual Copyright Lexipol, LLC 2023/03/29, All Rights Reserved.Published with permission by Chesapeake Fire Department Organizational Structure - 1 Organizational Structure 200.1 PURPOSE AND SCOPE The purpose of this policy is to establish an...

Policy 200 Chesapeake Fire Department Policy Manual Copyright Lexipol, LLC 2023/03/29, All Rights Reserved.Published with permission by Chesapeake Fire Department Organizational Structure - 1 Organizational Structure 200.1 PURPOSE AND SCOPE The purpose of this policy is to establish and document the organizational structure of the Chesapeake Fire Department as required by Virginia law. This policy also provides guidance regarding the department’s appropriate use of the chain of command and Fire Administration's 'Open Door Policy'. 200.2 POLICY It is the policy of the Chesapeake Fire Department to organize its resources in a manner that allows for effective and efficient service delivery to the public pursuant to Virginia law. To ensure effective organizational communication, members should generally adhere to the established chain of command unless there is a good faith and reasonable basis for utilizing an alternate channel of communication (Va. Code § 2.2-3011). 200.3 DIVISIONS The Fire Chief is responsible for managing the Chesapeake Fire Department. The following Divisions make up the Chesapeake Fire Department: • Fire Operations Division • Fire Prevention Division • Medical Operations Division • Support Services 200.3.1 FIRE OPERATIONS DIVISION The Fire Operations Division is directed by a Division Chief. The Fire Operations Division responds to all fire, rescue and medical aid calls for service; manages major disaster responses; and staffs various emergency response apparatus and support units. 200.3.2 FIRE PREVENTION DIVISION The Fire Prevention Division is directed by a Division Chief / Fire Marshal. The Fire Prevention Division’s mission is to engage in investigation, education, prevention and mitigation of fire incidents or accidents pursuant to Virginia law (Va. Code § 27-30). The Fire Prevention Division performs inspections of businesses and occupancies as mandated by applicable law. In addition, the Division may be the lead agency or act as a support service in the investigation of all major fires occurring within the jurisdiction of the Chesapeake Fire Department. Chesapeake Fire Department Policy Manual Organizational Structure Copyright Lexipol, LLC 2023/03/29, All Rights Reserved.Published with permission by Chesapeake Fire Department Organizational Structure - 2 200.3.3 MEDICAL OPERATIONS DIVISION The Medical Operations Division is directed by a Division Chief. The Medical Operations Division responds to all fire, rescue and medical aid calls for service; manages major disaster responses; and staffs various emergency response apparatus and support units. 200.3.4 SUPPORT SERVICES The Support Services Division is directed by a Division Chief. Support Services handles all of the purchasing, grants management, and human resources areas of the Fire Department, including payroll and receivable, and managing the annual operating budget. 200.4 UNITY OF COMMAND The principles of unity of command ensure efficient supervision and control within the Department. Generally, each member is accountable to a single supervisor at any time for a given assignment or responsibility. Except where specifically delegated or where authority exists by virtue of policy or a special assignment (e.g., emergency incidents), any supervisor may temporarily direct the subordinate of another supervisor if an operational need exists. 200.5 CHAIN OF COMMAND Respect for rank is essential for administrative and operational efficiency. All members of the Chesapeake Fire Department shall adhere to the chain of command. All members shall be thoroughly familiar with the National Incident Management System (NIMS) and the Incident Command System (ICS) and operate within their parameters throughout the duration of all emergency incidents. A supervising or commanding officer will be identified for each department member. This supervisor/commanding officer is the first step in the organizational chain of command, followed by the next level of commanding officer as set forth in the department’s organizational structure. In the event that no supervisory officer is available, rank will be determined by seniority in rank. Members of the Chesapeake Fire Department shall generally conduct department business through the established chain of command. Members shall consult with and report to their commanding officer/supervisor when making recommendations for changes, alterations or improvements concerning department matters. Members shall forward all reports and recommendations through the chain of command. The submission should include written comments from the member’s immediate supervisor to indicate whether he/she approves of the recommendation. No memo or recommendation should be stopped in the chain of command before it reaches its intended destination/officer. Other than the exceptions set forth below, no member of the Chesapeake Fire Department shall initiate contact with any member of the governing board or with any other local, regional, state or federal official regarding any matter affecting the Chesapeake Fire Department without having first informed the Fire Chief through the chain of command. Chesapeake Fire Department Policy Manual Organizational Structure Copyright Lexipol, LLC 2023/03/29, All Rights Reserved.Published with permission by Chesapeake Fire Department Organizational Structure - 3 200.5.1 OPEN DOOR POLICY To resolve issues of a personal nature, but related to the job, the member may request to meet with a higher level supervisor within the chain-of-command provided the immediate supervisor and subsequent levels of supervisor are aware of the issue. To resolve personal issues that are not directly related to the job, the member is permitted to use the "Open Door" policy and meet with any chief officer within the chain-of-command who they believe may personal support or assistance. In this case, it is not necessary to notify any one else in the chain-of-command. If it is determined that the issue is actually job-related, it is the chief officer's responsibility to redirect the member to the formal chain-of-command and it notify the member's supervisor to ensure they are included in the resolution process. 200.6 DIRECTIVES AND ORDERS Members shall comply with lawful directives and orders from any department supervisor or person in a position of authority, absent a reasonable and bona fide justification. A member who believes any written or verbal order to be unlawful or in conflict with another order shall: (a) Immediately inform the supervisor issuing the order, and also the member's immediate supervisor of the conflict or error of the order. (b) Provide details explaining the grounds for believing there is a conflict or error. (c) Request clarification, guidance and direction regarding following the order. (d) Request the order in writing, absent exigent circumstances, should the conflict or perceived error be unresolved. (e) Respectfully inform the supervisor that he/she intends to disobey what he/she reasonably believes to be a conflicting or unlawful order. A member's decision to disobey an order that he/she believes to be unlawful is not a bar to discipline should the order be determined as lawful. 200.7 ALTERNATE CHANNELS OF COMMUNICATION All members shall endeavor to keep their supervisors informed of any matters that may affect the safety, welfare or operations of the Department. As a general matter, any concern about a workplace situation should first be raised with the member’s immediate supervisor. It is recognized, however, that there may be occasions where the use of the established chain of command may not be appropriate. If an issue is of a personal nature, involves a sensitive matter, is of significant importance to the Department or involves other members or supervisors, the member may consult directly with the Division Chief, the Fire Chief or a representative of the Department of Human Resources. All members are free to make or prepare to make, in good faith, any complaint that identifies ethical or legal violations, including fraud, waste, abuse of authority, gross mismanagement, violations of the law or practices that may pose a threat to the health, safety and security of the Chesapeake Fire Department Policy Manual Organizational Structure Copyright Lexipol, LLC 2023/03/29, All Rights Reserved.Published with permission by Chesapeake Fire Department Organizational Structure - 4 public or members without fear of actual or threatened discrimination, retaliation or reprisal. Such complaints are not subject to the chain of command and may be made to any supervisor or directly to the Department of Human Resources. Nothing in this policy shall diminish the rights or remedies of a member pursuant to any applicable federal law, provision of the U.S. Constitution, applicable state law, ordinance or established local rules and regulations. The Chesapeake Fire Department will not discharge, threaten or otherwise discriminate against a whistle-blower who is acting on his/her own, through a person acting on the whistle-blower's behalf or under the whistle-blower's direction as long as the member who discloses information about suspected wrongdoing or abuse does so in good faith and upon a reasonable belief that the information is accurate (Va. Code § 2.2-3011). Any form of reprisal or retaliation against any member for making or filing a complaint in good faith or for participating in the investigation of a complaint is prohibited. Any member engaging in any form or type of reprisal or retaliation is subject to discipline (see the Anti-Retaliation Policy).