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Messages - Haggard

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CCFD Professional Development / Re: Assignment 5
« on: September 14, 2020, 01:04:58 PM »
A time I was playing in the top left box…. it was the first time I was in the back of the medic alone on the way to the hospital on a “heart problems” call.  I gave adenosine and freaked out when the patient fell back and the monitor changed to asystole.  Even though I was trained, knew about the drug, and knew what was going to happen.  Even though it was for just a few seconds, it still freaked me out.

When situations arise like this, taking a deep breath and recalling our training helps.

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CCFD Professional Development / Re: Assignment 4
« on: June 28, 2019, 01:04:02 PM »
That was probably one of the dumbest articles I think I have ever read and I hope he wrote it because he lost a bet.  Does the fire service evolve and change? of course it does but I cant see interior firefighting going away.  As far a teaching the public fire prevention, we do that.  You can lead a horse to water but you cant make it drink.  Are we supposed to go door to door and check all smoke detectors to 20,000 residents every year?  Is the job dangerous? Yes.  Are we exposed to some nasty crap? Yes.  The reality of the job is we are there to mitigated a situation and to say we should not go interior anymore unless there is a absolute rescues because everyone "is dead" long before we get there is dumb,  tell that to the lady that died on the phone with dispatch in Florida. We save life and property, risk a lot to save a lot, risk little to save little.   Mr Avsec, At no point in your rambling incoherent article were you ever close to anything that could be considered a rational thought.  Everyone in this group is now dumber for having read it.  I award you no points, and may God have mercy on your soul.

Justin,
I found your response to the article both humorous and exactly like everyone else who has read it.  We all agree that we are doing the things that need to be done to ensure our safety and the safety of our residents.   T

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CCFD Professional Development / Re: Assignment 4
« on: June 28, 2019, 12:43:01 PM »
I do not agree with the author of this article that states that interior structural firefighting will go away. I do think that there will be a reduction in the use of interior firefighting. As a profession we have become smarter at how we fight fires, firefighters are more aware of the toxins that they are exposed to during a fire and take the appropriate measures to minimize their exposure to these nasty toxins.

I do agree that we must make public fire life safety education and code enforcement components of our job description. We must continue to educate the community through our prevention programs to reduce fires in our homes and business with-in our community.

Larry,
I agree that there will be a reduction in interior firefighting.  Hopefully all fire departments will follow the rule.. Risk a lot to save a lot when determining to enter a burning structure.  Educating the public on how we do what we do will go a long way in securing their support.

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CCFD Professional Development / Re: Assignment 4
« on: June 16, 2019, 09:46:42 AM »
     The article has some good points which CCFD personnel abide.  We do “hit it hard from the yard” when we need to and when the circumstances require us to fight fire from the inside, we do. We provide public awareness and inspect businesses regularly.

     All throughout history, any structural firefighting incident was a hazmat incident.  The past just didn’t have the technology to incorporate a “safer” way of firefighting.  The safety industry has come a long way and will continue to make advancements for a safer profession.  There are still firefighters that do not wear their SCBA Mask when they should and do not keep their gear cleaned appropriately.  By firefighters continuously doing these things, will only increase the risk of firefighters developing cancer.
 
     I definitely do not agree with the author on us telling the public we will no longer fight fires from the inside, this is a career killer.  If we are not going in, then why does the community need us?  We will do what is needed to be done and do it as safely as possible.

     The author gets his ass handed to him in the comment section by the readers, as like any author, it is just his opinion, the reader can take what he read or disregard it.

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CCFD Professional Development / Re: Assignment - 3
« on: December 30, 2018, 02:33:33 PM »
The scenario I am writing about deals with a combination of excuses and laziness. I do believe they were temporary issues, as the employee typically does outstanding work. On numerous occasions I followed behind a specific employee where I found issues with the equipment. Specifically I found the SCBA empty on one occasion and several weeks later found the regulator not hooked up with the thread cover still on the bottle. At this point I contacted the person to make them aware. His response to me was that he would talk to his FAO to make sure he would do a better check next time. I am definitely not the truck check police, but there are a couple things that are unacceptable and I believe this falls into that category. The issue was handled with a simple conversation. The interesting thing that came out of this scenario was the difference of opinion regarding who is responsible for "YOUR" SCBA. He felt it was the responsibility of the FAO, everybody else in the world thinks that you are responsible for your own SCBA.

Joel,
Good job quickly bringing the issues to the attention of the person whom you were working after.  Most of the time a discrepancy can be resolved with a simple conversation handling at the lowest level and not having to go to that person’s supervisor.

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CCFD Professional Development / Re: Assignment - 3
« on: December 27, 2018, 01:58:50 PM »
A situation I had was with an employee that had a number of issues going on.  There was low motivation and also a lateness issue that was occurring.  After some talks with this employee, I decided to move him and make sure there was a clear set of expectations.  We also found some projects for him to work on that interested him.  This led to him feeling like he got a fresh start.  This sparked an interest in doing things that he was interested in.  He began to take on additional responsibilities that he sought out, and this was beneficial to everyone.  This employee made a huge turn around with a great attitude, and he became a good performer in the organization. 

I know situations do not always work out like this, but a clear set of expectations often makes a difference.  I also do not like to move people around unless there is a reason, and there was a good reason for this move.  We looked at all the parts of this situation, and we put some thought into it, and figured out what could make this better.

CPT Clary,
The easy thing for supervisor to do is keep a troubled or not so liked employee away from their location.  Moving this employee gave him a positive feeling.  All employees want to know that they are valued and in doing this, some need hard love by being pushed.  I am glad everything turned out for the best. 

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CCFD Professional Development / Re: Assignment - 3
« on: December 12, 2018, 06:44:49 PM »
I once had an employee (not at a fire department), that could be labeled in all of these categories.

I was given a middle of the road employee, whom had received okay evaluations year after year, proving she could do her job without direct supervision all the time.  After watching this employee work for several months and not seeing any “actual usable” product from her desk, I realized that this employee’s past supervisors did not help her or any would be supervisor by just letting her skate by.  Her past bosses didn’t have the balls to give this lazy, unaccountable, poor performer the rating she deserved.  This employee had been doing this same job for many years.

I set up a coaching session and gave her exactly what my expectations were from her, I informed her the work she was putting out was not correct, and we would revisit her products in three months.  In three months I met with her again and she still didn’t have a clue so we discussed this issues and set a date to meet again in 3 months.  She did not get any better and I moved her out of my section into an easier and less stressful job.

I learned that by giving people a “pass” and powdering their evals, does not help them or anyone else, even if this troubled employee is no longer working for me.

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CCFD Professional Development / Re: Assignment 2
« on: September 25, 2018, 06:10:19 PM »
What strategies do you use to manage your time effectively? I use my Microsoft calendar to help keep track of events and items I need to accomplish. I also send myself emails as reminders to do things. Often times, I will have a thought enter my head that reminds me "hey don't forget you need to do this thing". I send my self an email reminder to do it or make a plan for it. This allows me to put it out of my mind and get back to time with he family. I also recently learned about an email management system that helps to sort the things I need to do. This allows me to keep track of things that are ongoing projects.

What are some of your biggest obstacles to you managing your time effectively? One obstacle is email. It just comes in all day and constantly reminds me of other things I need to do. Even though, I have found a better way to manage them, it still interrupts my thought process. I think I need to schedule times to deal with email and not worry about them until it is the appropriate time. 

What can you do to remove some of these obstacles? As I stated above, I think I will need to schedule time for emails rather than dealing with them as they are received. I also think that more daily exercise with help to improve my thought process and energy to deal with them.

Justin,   I like the idea of actually scheduling time to check emails, I think a lot of us just try to get to them in the morning and periodically throughout the day. 

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CCFD Professional Development / Re: Assignment 2
« on: September 25, 2018, 06:04:54 PM »
What strategies do you use to manage your time effectively?
  I always begin my day by looking at my calendar to see what appointments I have scheduled for the day. I deal with a lot of different customers through-out the day and the only way I can stay on task is placing these dates and times on my calendar. I try to answer emails as they come in if not I will answer these the next day. I also will send my self emails reminders so I don't forget things.

What are some of the biggest obstacles to you managing your time effectively?
  I receive a lot of phone calls and emails from customers everyday and they all seem to need something done ASAP. I always try to accommodate these request but sometimes I just have to say sorry not today. Sometimes I let my self  get distracted by all of these request that that I have to remind my self to stay focused and stay on task. 

What can you do to remove some of these obstacles?
 I have to remind my self to stay on task. I'm always looking at me calendar so I don't forget something that I have scheduled.

I agree looking at a calendar is a great idea, but if this calendar is on your phone one constantly has to get their phone out to look, maybe printing the calendar out for that day and placing it in your vehicle would also keep you on track.

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CCFD Professional Development / Re: Assignment 2
« on: September 04, 2018, 08:26:28 AM »
What strategies do you use to manage your time effectively?
I use a combination of my calendar and a note pad (to do list).  I check the daily requirements for myself and other's calendars and then write on paper any duties needing completed for that day. Once they are completed I can scratch them of my to do list.

What are some of the biggest obstacles to managing your time effectively ?
Having to deal with the unexpected (at work, runs), once a plan in in place.  Flexibility is the key word for time management in the fire service.

What can you do to remove some of theses obstacles?
Delegation is a great tool to use.  This gets the whole team involved and accomplishes the tasks.

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