HomeMy WebLinkAboutSOG 401.06 NEW_2-2017 PILOT_Wellness- Fitness Guidelines401.06 — Wellness -Fitness Guidelines
Effective: 2A/2 0 1If'"II IL. IL
Revised:
Replaces: UOG 104.08
I. Guiding PhilosophX
The work of a First Responder includes activities that require physical fitness, as well as
events that cause mental and emotional stress. Because we value the health and wellness of
our team members, we commit to helping ourselves and our coworkers to stay in shape and
manage stress.
II. Purpose
The purpose of this policy is to communicate wellness -fitness guidelines for BFR members.
III. Goals
The goals of this policy are to:
A. Communicate recommendations and requirements related to medical
examinations.
B. Detail the department's physical fitness program.
C. Discuss behavioral health programs available.
IV. Definitions
A. Critical Incident Stress Management (CISM) — an intervention protocol developed
specifically for dealing with traumatic events.
B. Employee Assistance Program (EAP) — assists employees in effectively coping
with personal and/or job-related stress.
C. Fitness Assessment — testing protocols administered by peer fitness trainers
(PFTs) that evaluate an individual's aerobic capacity, body composition, muscular
strength, muscular endurance and flexibility.
D. Functional Movement Screen (FMS) — a ranking and grading system that
documents movement patterns that are needed for normal function. By screening
these patterns, the FMS readily identifies functional limitations and asymmetries.
E. Health and Fitness Coordinator — individual designated to coordinate and manage
the health and fitness programs of the department.
F. Intervention — methods used to offer immediate, short-term help to individuals
who experience an event that produces emotional, mental, physical, and
behavioral distress or problems.
G. Physical Activity Readiness Questionnaire (Par -Q) — a self -screening tool that can
be used by anyone planning to start an exercise program.
H. Peer Fitness Trainer (PFT) — certified personnel that implement and oversee
fitness programs and provide exercise instruction.
I. Southeast Texas CISM — a volunteer team of peers, mental health professionals
and clergy recognized by the State of Texas as an official CISM team.
J. Workplace Performance Evaluation (WPE) — evaluates aerobic capacity and
muscular endurance while functioning in simulated fire ground activities.
K. Wellness -Fitness Initiative (WFI) — collaboration between the IAFF, IAFC, local
unions and their municipalities in establishing wellness and fitness programs.
V. Medical Examination Guidelines
A. All members are strongly encouraged to undergo a comprehensive annual medical
examination following the guidelines sets forth in NFPA 1582 and the most
current edition of the Fire Service Joint Labor/Management Wellness -Fitness
Initiative (WFI). Additionally, members are encouraged to receive a(n):
1. Chest X-ray every 5 years
2. Colonoscopy every 5 years beginning at age 50
3. Influenza vaccination every year
B. All members must complete a Par -Q before participating in a department -
sponsored fitness program, a fitness assessment, or a Work Performance
Evaluation (WPE). The Par -Q must be repeated every 12 months (+/- 3 months).
C. Any member who does not provide a medical clearance form must complete a
health questionnaire designed to assess risk factors for coronary artery disease.
Any member classified as having high risk factors must also receive medical
clearance to participate in a fitness assessment or WPE.
D. Medical clearance forms will be required prior to participation in a department -
sponsored fitness program in the following cases:
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1. Any member answering "Yes" to any of the questions in the Par -Q.
2. Any member classified as having moderate or high risk factors for
coronary artery disease (See section D. below)
3. Men > 45 years old
4. Women > 55 years old
E. Members needing medical clearance prior to assessment or evaluation will have
no more than 30 days to provide a medical clearance statement signed by his/her
physician. Exceptions will be considered on a case to case basis.
A Physical Fitness Program
A. All members are strongly encouraged to participate in a comprehensive physical
fitness program that includes strength training, strength endurance training,
aerobic and anaerobic conditioning, flexibility and mobility. A general program
will be provided by the Health and Fitness Coordinator and individualized
programs can be provided by the department's Peer Fitness Trainers.
B. Even though general or individualized programs will be provided, members are
free to choose a program of their own. If the program chosen by a member
doesn't cover all aspects of fitness training (aerobic and anaerobic conditioning,
strength, strength endurance, and flexibility and mobility) he/she is encouraged to
contact the Health and Fitness Coordinator or a PFT to help diversify his/her
program.
C. Supervisors will encourage program participation and ensure time is set aside for
on -duty exercise when practical.
D. Chief Officers will insure PFTs are able to conduct multi -company training,
WPEs and fitness assessments when sufficient apparatus are in service.
E. Personnel will coordinate with their supervisor to schedule reasonable time on -
duty for exercise.
1. For Operations personnel, it is recommended that exercise be performed
as soon as practical after shift change.
2. For 40 -hour personnel, exercise time should be planned and scheduled
within the work day to minimize interruptions to work flow and
provision of services.
F. Responsibilities of the Health and Fitness Coordinator
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I . Managing the department's wellness -fitness training program
2. Managing the Peer Fitness Trainer program
3. Developing and implementing educational wellness programs for
department personnel
4. Coordinating Work Performance Evaluations
5. Ensuring all members have access to PFTs
6. Managing the department's inventory of fitness equipment to include
coordinating the assessment and maintenance of existing equipment, and
research and purchase new exercise equipment
7. Seeking out physical training opportunities and other educational
materials
8. Compiling and storing individual fitness data related to the fitness
assessment, WPE and FMS
9. Acting as a direct liaison between subject matter experts and the fire
department
10. Acting as a direct liaison to the department's Health and Safety Officer
F. Peer Fitness Trainers (PFTs)
1. PFTs will work under the direction of the Health and Fitness
Coordinator to oversee safe participation in health-related fitness
programs.
2. PFTs will be certified in a nationally recognized certification process
specializing in firefighters and/or tactical athletes.
3. PFTs will be responsible for maintaining their CE hours as prescribed by
the certifying organization.
4. PFTs will be responsible for conducting WPEs and fitness assessments
and developing exercise prescriptions.
5. PFTs will be available upon request to set up limited individual fitness
programs and to demonstrate and instruct on proper exercise form.
G. Work Performance Evaluation (WPE)
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1. To ensure all new probationary personnel can meet the physical
demands of firefighting, rescue and emergency medical duties, a WPE
will be performed as outlined in performance benchmark 408.O1A-
Circuit Self -Assessment.
2. All probationary personnel will be required to pass the WPE in order to
complete their probationary period.
3. All members hired after January 1, 2018 shall be required to complete a
WPE every 12 months (+/- 3 months).
4. Any member that fails a WPE will be assigned a PFT to assign and
mentor him/her in a physical fitness improvement program.
5. All members are encouraged to participate in the WPE. Any other
incumbent members wishing to participate may contact the Health and
Fitness Coordinator or a PFT to have the evaluation administered.
6. All WPEs will be administered by department PFTs.
7. The WPE is intended to provide a gauge for members as to their current
level of fitness, and to encourage members to maintain fitness for duty.
As such, participation for personnel after completion of probation will
be non -punitive.
H. Fitness Assessment
1. Fitness assessments should be conducted before beginning a fire
department physical fitness program and repeated every 12 months
3 months).
2. Beginning January 1, 2018, all members will be required to participate.
PFTs will be able to make recommendations for exercise prescriptions
based on the results.
3. All data collected will remain confidential and only used to evaluate
employee progress and program effectiveness.
4. The fitness assessments will be conducted by department PFTs.
I. Functional Movement Screen (FMS)
1. It is recommended that the FMS be administered prior to starting a
department sponsored exercise program.
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2. The FMS will be available to all members by request through the Health
and Fitness Coordinator. The results of the screening will be used to
prescribe corrective exercises to restore mechanically sound movement
patterns.
3. FMS testing will be administered by personnel with at least a FMS
Level 1 certification.
J. Data Collection
1. The Beaumont Fire Department shall ensure that a confidential fitness
program file is established and maintained for each member.
2. Group statistical data shall be permitted to be used for administrative
purposes as long as it is coded so as not to reveal any member's personal
information.
3. The individual health-related fitness program file shall record the
following:
a. Demographic information
b. Pre -assessment questionnaire
c. Fitness assessment
d. FMS scores
e. Program participation data
VII. Rehabilitation
A. When possible, members on modified duty assignment due to an injury will be
assigned a PFT and placed on an appropriate rehabilitation and fitness program
with permission and coordination of the member's physician or clinician.
B. When appropriate, members on modified duty will be permitted to participate in
on -duty rehab with a department PFT.
A. The Fire Department Chaplain is available to individuals who may be in need of
emotional or spiritual support. Members may request chaplain services through
his/her chain of command while on -duty or privately when off-duty.
B. Critical Incident Stress Management (CISM)
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Department members who experience a distressing emotional reaction
after responding to an incident may qualify for a CISM intervention.
Although different incidents might create different reaction, the
following are some example incidents that may be appropriate for
CISM.
a. The serious injury or death of a department member or other
emergency personnel working at or enroute to an incident
b. Mass casualties
c. Suicide of a member of the department
d. Serious injury or death of a civilian resulting from department
operations (i.e. collision of emergency units responding to a
call)
e. Death of and/or violence to a child
f. Loss of life following extraordinary and prolonged
expenditures of physical and emotional energy during rescue
efforts by department personnel.
g. Incidents that attract unusual or extensive media coverage
h. Incidents in which circumstances are unusually bizarre and/or
trigger profound emotional reactions
2. Types of CISM support
a. Defusing
1) A defusing is an informal process used to immediately
reduce the pressure and anxiety surrounding a traumatic
event. The defusing is conducted in a brief group
discussion or one-on-one at the scene or when units
return to the station. Defusing can also be conducted in
a more private location.
2) The officer in charge should request the fire department
chaplain if he/she deems a defusing is necessary or
would be beneficial.
b. Debriefing
1) A debriefing is a confidential, educational process
designed to accelerate the normal recovery process in
individuals who have been exposed to highly abnormal
events. The debriefing process provides an opportunity
for personnel to discuss feelings and reactions in order to
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reduce the stress resulting from exposure to traumatic
events. A debriefing is not a critique of department
operations at the incident. Operational performance will
not be discussed.
2) A formal debriefing is usually conducted 48 — 72 hours
after a traumatic event and should attempt to include
everyone involved in the incident. All personnel will be
out of service during the debriefing.
3) A follow up debriefing occurs weeks or months after the
incident in order to address delayed or prolonged stress
reactions.
4) The IC or officer in charge of a traumatic incident that
feels the need for a debriefing should forward the
request up the chain of command to the on -duty Deputy
Chief. The Deputy Chief shall ensure the Fire Chief and
Assistant Fire Chief are notified of the incident and
debriefing request, and also ensure that the Southeast
Texas CISM is notified to respond. The fire department
chaplain may assist in this process.
5) Large-scale incidents where first responders and
civilians may need intervention should be referred to the
National Organization for Victim Assistance (NOVA)
Crisis Response Team (CRT). This request should be
made through the Beaumont EOC.
6) Circumstances of a traumatic event may result in a
recommendation that individuals or companies are taken
out of service. Such action is neither negative nor
punitive. Personnel taken out of service shall be placed
on administrative leave for the remainder of the shift.
C. Employee Assistance Program (EAP)
1. The City of Beaumont is contracted with Interface EAP (1-800-324-
4327) to provide Employee Assistance Program benefits for employees,
their spouses and eligible dependents. The EAP provides free
confidential counseling by licensed counselors with experience in the
following:
a. Marriage and family issues
b. Adolescent Counseling
c. Social Workers
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d. Therapists
e. Legal and financial professionals
f. Substance abuse
2. Issues commonly addressed through the EAP include:
a. Stress management
b. Depression/anxiety
c. General wellness
d. Family/parenting
e. Financial issues
3. Information is also available on Interface's website at www.4eap.com.
The login is: City of Beaumont; password is: 400.
4. Any department member experiencing a personal or job related problem
is encouraged to seek assistance from the EAP.
5. Supervisors may proactively suggest or remind employees about the
availability of EAP services if they are aware of a possible personal or
job-related problem.
6. Voluntary participation in the EAP shall not jeopardize an employee's
job security or long-term promotional opportunities. However,
participation in the EAP does not relieve an employee of the
responsibility of satisfactorily meeting job performance standards.
D. A supervisor who observes an employee who might be experiencing or exhibiting
physical or psychological reactions from a traumatic event or other reason should
contact the department chaplain or refer the employee to the EAP.
E. Substance Abuse
1. Members who suspect that they may have an alcohol and/or drug
problem are strongly encouraged to voluntarily seek assistance from the
EAP.
2. Members with alcohol and/or drug problems shall receive the same
careful consideration and opportunities for treatment and that are
extended to employees with any other problem or illness.
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F. Members with emotional issues are encouraged to engage in exercise activities.
Regular exercise has been proven to:
1. Reduce stress
2. Ward off anxiety and feelings of depression
3. Boost self-esteem
4. Improve sleep
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