In what way does credentialing of personnel achieve standardization? Why is such standardization necessary?

Question 1: To which of the entities does it apply? (30 points total)

• Federal Bureau of Investigations
• State Fire Marshal’s office
• State Emergency Management
• County Sheriff
• State Patrol
• US Department of Health and Human Services
• Private Sector Partners in Emergency Response
• Local Emergency Management
• Non-Governmental Partners in Emergency Response
• Local Police

Question 2: Sequence the following elements: (27 points total)

Number 1: Topic

Number 6: Reflective Level Question

Number 8: Decisional Level Question

Number 7: Interpretive Level Question

Number 4: Opening

Number 2: Rational Aim

Number 5: Objective Level Question

Number 9: Closing

Number 3: Experiential Aim

Question 3: In what way does credentialing of personnel achieve standardization? Why is such standardization necessary? (10 points total)

Standardization procedures are used for identifying resource requirements, ordering and acquiring resources, and mobilizing them. Standardization classifies resources to improve the effectiveness of assistance agreements and mutual aid agreements. Credentialing ensures consistent training, licensure, and certification standards. Standardization of credentialing of personnel is achieved through an approach to manage resources before, during and after an incident. The process involves an individual’s objective evaluation and documentation through competence or proficiency, training and experience, and current certification, license or degree. Standardization of credentialing of personnel is important because it ensures and validates the identity and attributes of individuals or members of response teams through standards.

The process of credentialing begins with (I) the decision of a department or an agency to take action in a credentialing effort, (II) they select members to participate in that action, (III) applications of the individuals are submitted to an authorized credentialing authority which determines that if an individual is qualified for the role or not and asks the individual to reapply if he or she does not qualify, and (IV) if the individual qualifies, the agency updates the database by creating a record, issues an identity card, and uploads the relevant information to the management infrastructure.

Question 4: What type of incident complexity is represented? (25 points total)

Type 2: Single structure fire involving 30 personnel.

Type 2: Regional flood response involving 150 personnel each operational period.

Type 5: Police traffic stop and vehicle search.

Type 1: Wildfire complex involving 3 fires.

Type 1: Building collapse requiring request for state urban Search and Rescue team.

Question 5: Match the command component listed below with its role in an incident. (24 points total)

Incident Commander: Overall responsibility

Logistic Section: Provides material goods and equipment needed to support response

Public Info Officer: Disseminates information to the public regarding incident

Safety Officer: Assures safety of respondents

Operations Section: Executes tactical objectives

Liaison Officer: Links command operation with other agencies involved in incident

Planning Section: Compiles, maintains and displays status information

Finance/Admin Section: Overseas all financial proceedings related to incident

Question 6: What is meant by the term ‘unity of command’? Why is it important in an incident? (10 points total)

Unity of command is a management principle which means that each person responds to only one supervisor. They also receive work assignments from their supervisors only. It is important in an incident because it establishes a hierarchy. Thus, it establishes clear responsibilities and channels of communications across the hierarchy.

Question 7: Describe the difference between discussion-based vs. operation-based exercise. (3 points)

Discussion-based exercises are used for familiarizing the participant with current procedures, agreements, policies and plans. They are also used to develop new procedures, agreements, policies and plans. Examples include seminar, workshops, tabletop exercises, and games. The operation-based exercises, on the other hand, are used for validating procedures, agreements, policies and plans, clarifying roles and responsibilities, and identifying resources gaps in an operational environment. The most common example includes drills.

Question 8: Match the type of exercise listed with the application described below. (21 points total)

Games: Use of competition to explore consequences of player decisions and actions

Tabletops: Review of policy with staff to evaluate level of understanding

Functional Exercises: An exercise of multiple functions driven by stimulated actions scripted by a master event sequence list

Seminar: In-depth, scenario-based discussion to evaluate roles and identify gaps in capabilities

Drill: Test of ability to evacuate a facility in a timely fashion

Workshops: Meeting of group of partners to collectively develop a plan

Full-Scale Exercises: Airport exercise to operationally test in real time functions associated with response to airline crash

Extra credit: What is meant by the terms ‘mission’ and ‘value’? What role do they play in an organization’s ability to meet public expectations? (up to 15 points).

Mission is the reason of existence of an organization whereas value is the core principle that guides and directs the organization and its culture. Mission describes the overall purpose and intention of an organization. It communicates purpose and directions to the workers, vendors, customers and other stakeholders. Vision, on the other hand, creates a moral compass for the organization and its workers. It establishes a standard to be followed in the decision-making process of the organization. It works in conjunction with the code of ethics. Both mission and value are important for an organization to enhance its ability to meet public expectations because they assist the organization in creating SMART goals.