Fire Officer 3

Chapter 1

Knowledge Check

1. Staffing assignments must be based on each individual's ability to:

work overtime or work different jobs.

perform any jobs that are short-staffed.

cross-train within all departments in the organization.

perform the job so that resources are utilized in an effective manner.

2. Which legal factor affects staffing policies of an organization?

Regional aid practices

Voluntary resignation policies

Long-term succession planning

Collective bargaining agreements

3. Hypothetical interview questions require applicants to:

give unlimited responses to the interviewers.

describe how they would respond to a certain situation.

give yes or no answers about specific questions related to the job.

describe what they actually did when facing a similar situation in the past.

4. National Fire Protection Association (NFPA) 1582 states that an employee who falls into Category A medical conditions:

is certified as medically fit for duty.

cannot be certified as medically fit for duty.

can be certified with certain limitations on duty.

can be certified if able to perform without posing a risk to themselves or others.

5. When determining staffing needs, the chief officer is responsible for balancing community specific risk with:

mutual aid needs.

industry best practices.

the available number of job applicants.

staffing levels of competing organizations.

6. The promotion process should be based on NFP A professional qualifications standards and the internal organization:

position analysis.

benchmark study.

demographic changes.

collective bargaining agreement.

7. An employee benefits program typically:

must be significantly subsidized by employees.

represents a large portion of an organization's overall budget.

represents a small portion of an organization's overall budget.

is provided once an individual has worked at the organization over one year.

8. An organization's contribution to a retirement/pension program is typically:

based on yearly jurisdiction funding.

a percentage of an employee's pay.

based on employee quarterly evaluations.

the same for all employees, regardless of pay.

9. What should be done ifthere are no qualified applicants for an open job position?

Repeat the hiring process

Rewrite the qualifications necessary for the position

Attempt to fill the position in-house rather that with an outside candidate

Hire the applicant that is most closely qualified, even if they lack some criteria

10. Who is responsible for planning personnel requirements?

Chief officer

City manager

Department liaison

Resource committee

11. The National Board on Fire Service Professional Qualifications and the International Fire Services Accreditation Congress are:

testing agencies.

accrediting agencies.

standards-making agencies.

professional networking organizations.

12. The task of developing and implementing a safety and health program is generally assigned to the:

Fire Chief.

Chief Officer.

Health Safety Officer.

Administrative Assistant.

13. Organizations filling positions above entry level must ensure the job analysis includes both the basic requirements and:

the additional duties of the higher rank.

specific professional references required for the position.

the amount of time allocated for the applicant interviews.

accommodations that will not produce an undue hardship.

14. The U.S. Equal Pay Act of 1963 prohibits:

age-based discrimination.

sex-based wage discrimination.

pay gaps based on national origin.

pay gaps based on a perceived disability.

15. Which hiring requirements are exceptions to the reasonable accommodations rules in the U.S. Americans with Disabilities Act (ADA) of 1990?

Educational degrees

Background and reference checks

Physical and medical fitness requirements

Minimum and maximum age requirements

16. How can a chief officer project staffing needs of an organization?

Increase annual staffing levels by 10% per year

Estimate from nearby mutual aid department staffing levels

Collect a job analysis of each staff position within the organization

Refer to the number of credentialing organizations in the local jurisdiction

17. The U.S. Americans with Disabilities Act (ADA) of 1990 states that necessary accommodations for individuals:

must always be made, regardless of the cost.

are left up to the discretion of the supervisors.

are left up to the discretion of employee team members.

should not provide an undue burden for the employer.

18. Staffing/duty assignments can be affected by:

policies implemented in nearby jurisdictions.

policies in the labor/management agreement.

the need to keep a prominent presence in the community.

the need to compete with other organizations for personnel.

19. When planning staffing needs, changes such as demographics and financial resources require that a chief officer:

develop contingency plans.

update staffing plans quarterly.

develop a very broad-based plan.

base staffing allocations on local ordinances.

20. Organizations should promote individuals based on AHJ requirements and:

merit.

likeability.

years of experience.

political considerations.

21. Which is a benefit of rotating personnel between different stations?

Eliminates interdepartmental rivalries

Eliminates or minimizes employee burnout

Allows the organization to hire fewer personnel

Requires the organization to purchase less equipment

22. Which is a tool to help prevent voluntary resignations?

Offer reasonable compensation

Use peer pressure to keep employees from leaving

Require employees to sign an employment contract

Promote all employees within two years of employment

23. What is enhanced when members feel that they are creating opportunities for themselves by participating in the organization?

Diversity

Turnover

Retention

Competition

24. The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination against individuals who are __ years of age or older.

25. Which type of promotional assessment is based on NFPA job performance requirements and an established job task analysis?

Skills testing

Stress interview

Behavioral testing

Written examination

26. Which is a purpose of an occupational safety and health committee?

Develop the health and safety program

Implement the health and safety program

Study and review safety and health matters

Discipline employees for violating health and safety rules

27. Which hiring element is necessary to verify applicant information because applicants sometimes overstate qualifications and accomplishments?

Personality test

Cognitive written test

Oral interview questions

Background screening, investigation, and reference check

28. What must chief officers do as a result of slow hiring and training processes?

Anticipate potential staffing delays

Ask personnel to voluntarily work overtime

Use temporary personnel to fill any staffing voids

Request more personnel than are actually needed

29. What event requires that an organization establish procedures and protocols for providing necessary support to family, friends, and coworkers?

Transfer

Retirement

Line-of-duty death

Administrative dismissal

30. Which is an example of a question that would be used during a behavioral interview?

Why do you want to be a volunteer firefighter?

What are typical duties that a firefighter performs?

Describe a stressful situation and how you handled it.

Do you have an emergency medical technician certificate?

Fire Officer 3

Chapter 1

Quick Links

Useful Links