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- Wake County EMS created a Field Training and Evaluation Program (FTEP) based on a law enforcement model, with daily observation reports. Its sole purpose is to ensure steady acclamation of employees during their first year of employment. Every new employee, regardless of experience level, is put into the FTEP, as the program assesses more than.
- We have fallen into their trap a few times,' he admitted Australia's inability to counter both pace and spin. The Indian bowling attack, on the other hand, has executed its plans to perfection, leaving a heavy leg side field to cut down their run rate and not allowed them to cross 200-mark in both the Tests.
- A master’s degree in management or human resources is helpful, as is at least five years of experience in the field or in a related area. Those who specialize in this area are paid well: The median salary is $86,411 per year, according to PayScale. Find compensation and benefits manager jobs. Training and development specialists.
- The published data currently available relating to female soccer demonstrates that a high level of aerobic conditioning is required during a match with average heart rates of 84–86% maximum heart rate (MHR) and an average of 9.1–11.9 km total distance covered (3,4,21,30,37,39,49,51).
- Drum processing, industrial cleaning work, and emergency response member
- Continuously works in an efficient and safe manner wearing appropriate Personal protective Equipment
- Keeps work areas and break areas in the clean.
- Ability to load and unload equipment for the job, setup and breakdown equipment
- Will work in industrial settings including power plants, chemical plants, mining facilities, wastewater plants, manufacturing plants, and industrial facilities.
- Uses various manual tools and equipment to affect industrial cleaning operations (i.e., shovels, scrapers, rakes, squeegees, etc.).
- Working in potentially elevated noise levels, various temperature environments (including extreme heat), working at different elevations, including work from mechanical lifts, shift work, flexible schedules, etc.
- Operates and maintains equipment for optimum safe performance and efficiency.
- Ensures proper use of equipment and immediately notifies supervisor of any mechanical failure or problem with any equipment.
- Maintains housekeeping standards in own work area.
- Adheres to all company corporate policies and standards including human resources, facility guidelines, equipment operation and maintenance.
- Properly prepares equipment and worksite daily.
- Ensures that assigned tasks are performed with the highest level of quality.
- Effectively communicate with supervisors on areas such as safety, quality and integrity.
- Strong mechanical reasoning ability preferred, and the ability to work in a team-based environment.
- Able to perform tank cleaning, general construction, equipment decontamination, vehicle / equipment maintenance
- Use of all levels of PPE, completion of daily time sheets, equipment preparation
- Team member for all types of industrial cleaning, remediation, and emergency response work
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- High school graduate or GED Equivalent
- 2 years’ experience in environmental, construction, contracting type work, preferred
- OSHA 40 hours training, preferred
- Proficient operation of heavy equipment including, hydraulic excavators, front end loaders, skid steers, mini-excavators, boom trucks, and all forklifts, preferred
- Proficient operation of CDL class vehicles including, but not limited to; semi-truck/trailer, box truck, dump truck, roll-off trucks, vacuum trucks, industrial loaders, and jet/combination vacuum trucks, preferred
- General maintenance of equipment and vehicles
- Must be able to pass drug tests (pre-employment and random).
- Must have the ability to read and write.
- Valid driver’s license and reliable mode of transportation required.
- Must be safety conscious and have good work ethics.
- Must have telephone access and able to be reached at all times.
- Must complete all pre and post training including safety, new hire, and all applicable facility required training.
- Ability to understand basic operating instructions, safe work practices, and commercial/industrial processes.
- Follow OSHA, MSHA guidelines and all company safety standards.
- Must be ability to follow directions as provided by supervisor and report any and all issues to the supervisor immediately.
- Ability to move up to 50 Lbs., with or without accommodation.
- Ability to maintain a consistent workload that involves physical manual labor.
- Must have strength and endurance to withstand constant force of the blast gun.
- Ability to maintain alertness and fitness for duty.
- Ability to position oneself for work conducted in and around confined spaces.
- Ability to wear respirators in environments that may expose you to chemicals, fumes, etc.
- Ability to perform workloads that may include travel, and daily time-frames that could exceed the typical 8-hour shift.
- Able to physically control industrial hydro blasting and vacuum equipment.
- Able to carry industrial hoses (up to 50 lbs.) up and down multiple flights of stairs.
- Must be able and not afraid to enter confined spaces through a manhole or work at elevated heights.
The Field Training and Evaluation Program (FTEP) also known as the Field Training Officer Program (FTOP or FTP) was first designed by the San Jose California Police Department. Over the years this program has evolved and changed as other departments adopted it.
Pre 1960 San Jose had no formal training system. In the early 1960s they participated in a P.O.S.T. (Police Officer's Standardized Training), brief academy, initially utilizing an informal checklist. Lt. Robert Allen proposed an 8-week program in 1972 using the first DOR. In 1973 the program was overhauled and a department psychologist established the one (1) to seven (7) rating scale from ten thousand (10,000) behavioral descriptions from thirty-five hundred (3,500) D.O.R.s (Daily Observation Reports). In 1974 a questionnaire from seventy (70) FTOs established the rating criteria of a one (1), four (4) and seven (7) which was the basis of the Standard Evaluation Guidelines.Since San Jose the program has been modified, most notably by the Houston Police Department in the early 1980s, the Travis County Sheriff's Office in 1992, and the Reno Police Department via a DOJ Grant in the early 2000s. The Travis County Model as developed by then Sgt. Richard Whitehead has been modified and simplified again and is now known as the Whitehead model and affectionately known by its users as the 'Common Sense' model. In 2018 Whitehead introduced software for its program users.
The most critical time of the FTO program is the first few days. The new job creates stress as a result of change. The FTP is another step in the overall process. The trainee is the FTP key figure. The FTO Sergeant should contact the FTO and trainee once per shift. The San Jose model is a score based model (trainee scored every day during the program) versus Houston and Travis County/Whitehead models which separate Training phases from Evaluation phases, i.e. scoring only occurs during Evaluation.
The San Jose Program should be seventy (70) days and fifty-five (55) D.O.R.s. There are four progressive phases. The D.O.R. is completed each day and the scores are discussed between the FTO and trainee.
- Phase I consists of five (5) working days and is recorded as limbo time for the trainee. Limbo time does not count against the trainee and allows him/her time to observe his Field Training Officer.
- Phase II consists of five (5) working days that the trainee will be evaluated by the senior Field Training Officer.
- Phase III consists of five (5) days of shadow time.
- Phase IV is divided into three (3) segments consisting of seven working days of which five (5) days require a completed D.O.R.
- Phase V is the balance of the 365-day probationary period.
Only phases two (2) and three (3) can be extended and only for twenty and five days respectively. A D.O.R. with a rating of one (1) for two (2) consecutive training days will be forwarded immediately to the FTO Commander.The program described above is a base program modeled after the San Jose FTEP. It is important to note that many departments have longer and very restrictive FTE programs. The San Jose is only a base model and many departments develop similar programs with the differences ranging from minimal to the very extensive.
The Houston Program has seven phases:Phase 1–4 are TrainingPhase 5 is EvaluationPhase 6 is Remedial Training in any Performance Categories FAILED in Phase 5.Phase 7 is Final Evaluation
Training is documented separately from evaluation in 16 Performance Categories. Checklist of required training topics. With lesson plan to be completed per phase. A trainee works at his/her own pace and level upon entering the program and is allowed to complete the entire program minus being a safety hazard. Heavy documentation of actual training performed to include specific strengths and weaknesses. Documentation is completed and reviewed with the trainee daily. Trainers cannot evaluate a trainee they trained. Must go through at least two evaluators for two different opinions of ability. Mandates a Termination Review Committee. Scoring is done on a scale of 1 to 5. All scores are defined. Trainers are trained in two job classifications as either instructors or evaluators.
The Travis County (Whitehead) model is similar to Houston's except scoring is Pass/Fail. Uses 14 performance categories. The documentation is sufficient yet thorough and extremely defendable. Since 1992 it has never had a court challenge.
The Whitehead model ~ Easily implementable and flexible to size of dept. (Length of Program & Phases)~ 14 Performance Categories.~ Checklist of required training topics and a per-phase lesson plan.~ Trainee encouraged to do as much as capable.~ Training documented separate from Evaluation (Ghost). No scores during training, but mechanisms in place for removal if NRT. (Focus is on training not a score.) ~ When documentation contains specific deficient behavior it must also include the specific remedial training done and the trainee’s response to that training. (Highly acclaimed by program users.)~ Documentation tracks types of incidents trainee has been exposed to so program managers can make adjustments to call exposure as program progresses.~ During Evaluation (Ghost) Scoring is Pass / Fail. This critical decision takes at least 2 Evaluators (FTO’s) to determine. ~ Scores are clearly defined.~ Training Review Committee mandated as part of a Checks and Balance system.
The Whitehead model has been modified and used: New Supervisors, Corrections, Communications, Fire/EMS, SWAT, etc.
Next we will discuss why FTEP programs are valuable.
Value of the FTEP
The FTEP / FTOP is a court tested and E.E.O.C. consistent program because it is part of the selection process. (Job related tasks) It is a test with the selection process. A good test is both credible and job related.
The Commission On Accreditation for Law Enforcement Agencies, Inc. (CALEA), requires that any agencies seeking accreditation must conduct formal field training, as do many state accreditation processes.A good FTOP reduces civil litigation alleging negligent hiring and retention of trainees.It is a cost-effective way of eliminating non-effective, non-productive personnel.
FTO (Field Training Officer)
The FTO is usually a senior officer within the department that has been trained in the FTP. The FTO's duties consist of training and evaluating the trainee. He is responsible for explaining policy and procedure. He provides orientation to the trainee within their jurisdiction. He encourages self-initiated activity as well as good driving habits. The FTO is responsible for testing the trainee verbally and through written test. He is required to complete, document and discuss the scores from the DOR with the trainee. The FTO must provide remedial training for the trainee if it is necessary.
On May 25, 2020 a video showing Minneapolis citizen George Floyd being choked to death by 19 year veteran of the Minneapolis Police Department, Derek Chauvin went viral. The two officers who held down Floyd's arms and legs defended themselves from criticisms they should have stopped Chauvin from killing Floyd by pointing out this was their first week on the job, and Chauvin was their training officer.
D.O.R. (Daily Observation Report)
The San Jose DOR is a sheet that is completed by the FTO and then scored at the end of the shift. The report is scored on a sliding scale between the numbers of 1 and 7. A 1 is unacceptable and a 7 is exceptional. The DOR encompasses 29 grade-able task (performance categories) depending on the departments program. Some of the task include, Appearance, Attitude, Knowledge, Performance and Relationships. Each task category may have several sub-categories.
The Houston DOR's are separated Training/Evaluation. Scoring on a 1–5 scale only occurs during Evaluation Phases. Documentation of the training that is occurring is documented on both.
Field Training 2 Ali Jinnah
The Travis County/Whitehead models are similar to Houston and scoring is Pass/Fail. Houston and TCSO use 16 performance categories and Whitehead uses 14.
FTO program use by other professions
FTO programs (sometimes called FTEP, FTP, probationary program, or other names) are a relatively new concept in Emergency Medical Services (E.M.S.). Many EMS medical directors are mandating a formal orientation process that is more robust and comprehensive than the credentialing process typically seen in hospital organizations. This is particularly true of agencies that perform 'High Risk/Low Frequency' skills that are subject to increased scrutiny. As a result, there are a number of EMS agencies who are adapting law enforcement FTO programs to new EMS providers.
EMS programs are unique in that they have both public safety and medical concerns and parameters, and also work dramatically different schedules than normally seen in law enforcement. EMS agencies often struggle to integrate clinical parameters into the law enforcement model of evaluation. As a result, there are significantly more variation in programs than commonly seen in Law Enforcement. That said, agencies that have successfully integrated and developed and FTO program have better retention, performance, and accountability.
- ^Cary A. Caro (2011-06-24). 'Predicting State Police Officer Performance in the Field Training Officer Program: What Can We Learn from the Cadet's Performance in the Training Academy?'. American Journal of Criminal Justice. 36 (4): 357–370. doi:10.1007/s12103-011-9122-6. S2CID143297766.
The field training officer serves as a mentor to the newly graduated officer, monitors their on-the-job performance, and provides ongoing, developmental feedback over the course of the program.
- ^Larry A. Giddings; Mark Furstenberg; Henry J. Noble. (1970). Truman Walrod (ed.). Manual on Training for Sheriffs. U.S. Government Printing Office. Retrieved 2020-06-11.
- ^Larry K. Gaines; John L. Worrall (2011). Police Administration. Nelson Education. p. 306. ISBN9781133418870. Retrieved 2020-06-11.
- ^'Police reforms long overdue'. Rockford Register Star. 2020-06-10. Retrieved 2020-06-10.
Make field training officer positions prestigious, well-paid assignments that only the highest performers qualify for. It’s worth noting that Chauvin was assigned to an FTO position despite having 18 previous complaints filed against him. The day of Floyd’s death, he had two rookies shadowing him. If you want better cops, find better teachers.