HomeMy WebLinkAboutSOG 401.02-Revised-7-2016_Performance Benchmarking Prograam401.02 — Performance Benchmarking Program
Effective: 12/1/1999
Revised: 7/5/2016
Replaces: UOG 111.23
I. Guiding PhilosophX
The Performance Benchmarking Program exists to insure that all Beaumont Fire -Rescue
Services personnel and companies maintain the skills necessary to for operating safely, helping
people and minimizing property loss.
II. Purpose
The purpose of this policy is to establish a system for defining, maintaining and
evaluating achievement of minimum performance standards for job-related knowledge, skills and
abilities.
III. Goals
The goal of this policy is to define the system of insuring that personnel and companies
achieve and maintain minimum competency in job-related knowledge, skills and abilities.
IV. Benchmark Materials & Training Aids
A. Performance benchmarks are available in Laserfiche. Performance benchmarks will
contain the minimum competency requirements for individuals and/or companies. All
written materials used in the evaluation process will be included.
B. If not already assigned to an apparatus or station, training aids and equipment will be
available for sign -out through the Certification & Training Group. Contact a Training
Coordinator for assistance.
V. Benchmark Practice. Drills & Responsibilities
A. Performance benchmark practice will be required as indicated on the monthly training
memo.
B. Additionally, supervising Officers will allocate time and resources for personnel to
regularly drill and to be randomly evaluated on performance benchmarks that
correspond with an individual's rank and position within the organization.
C. Each individual is responsible for maintaining minimum competency in all required
knowledge, skills and abilities, based on his/her rank and position within the
organization.
D. Company and Chief*Officers are responsible for:
1. Insuring that all personnel under their command are competent and proficient
in all required knowledge, skills and abilities, based on the subordinate's rank
and position within the organization.
2. Providing regular coaching, mentoring and counselling to support
subordinates in achieving and/or exceeding minimum performance standards.
3. Communicating and coordinating through the chain of command and with
Training Coordinators to support achievement and maintenance of
performance standards for both themselves and those under their command.
4. Insuring proper documentation of benchmark practice, evaluations and
reporting is achieved.
VI. Performance Benchmark Evaluations, Documentation & Responsibilities
A. Members shall satisfactorily perform the objectives of a given performance
benchmark as outlined by:
1. Completing all required skills as specified.
2. Scoring at least the minimum total score.
3. Completing the benchmark within the allotted time period.
B. All performance benchmark practice, drills and evaluations will be appropriately
documented on the applicable performance benchmark evaluation forms.
C. Forms shall be forwarded to the Certification & Training Group, along with signed
class roster to accurately document persons in attendance and time spent on the
activity.
D. Individuals or companies who do not meet minimum performance standards, will be
directed by their supervisor(s) to complete remedial training, practice and/or drills.
Company Officers and Chief Officers will intervene as required to assist
individuals and/or companies to support achievement of minimum
performance standards.
2. If achievement of minimum performance standards is not attained through
intervention at the immediate supervisor's level and/or through the chain of
command within the Section, the individual's or company's immediate
supervisor will contact the applicable Training Coordinator to provide
additional assistance.
All remedial training, practice, drills and related mentoring, coaching and/or
counseling will be appropriately documented by the Officer(s) supervising the
activities.
E. Random evaluations of performance benchmarks will be conducted by Training
Coordinators, Company and Chief Officers. For consistency, evaluations will not
deviate from the method(s) outlined in the performance benchmark.
F. Supervising Officers will be held accountable for the performance of their crews
during random performance benchmark evaluations. If an individual or company is
unable to satisfactorily perform a given benchmark (without extenuating
circumstances) the supervising Officer will be held equally accountable for the
deficiency.
Supervising Officers will be expected to show what actions
they have personally taken to support the achievement of
minimum standards for those serving under their command.
SOG 401.02 — Performance Benchmarking Program Page 3 of 3