FIRE OFFICER 1 ALL TEST ANSWERS AND QUESTIONS
SET A+
✔✔hazards to firefighter safety - ✔✔consideration for preincident survey
✔✔3 tasks of managing preincident data - ✔✔gathering data, entering data into
databases, and keeping data current
✔✔roof types - ✔✔Flat, Pitched, Arched
✔✔supervisor - ✔✔responsible for activities of one of more subordinate employees
✔✔safety of personnel - ✔✔most important task of the company officer
✔✔professional growth - ✔✔transition from unit member to company officer is this type
of opportunity
✔✔human resources management - ✔✔includes evaluating personnel performance and
administering policies/procedures efficiently and equitably
✔✔delegation of authority - ✔✔the process of providing subordinates with the authority,
direction, and resources needed to complete an assignment.
✔✔unity of command - ✔✔the management principle that each person should report to
only one manager
✔✔division of labor - ✔✔dividing large jobs into smaller, clearly defined tasks to be
assigned to specific individuals
✔✔cross-training - ✔✔enables personnel to perform different types of tasks with
proficiency
✔✔aid agreement - ✔✔share limited or specialized resources, assist neighboring
jurisdictions, define response methods, provide a quicker response
, ✔✔company officer's priorities - ✔✔based on the services provided and mission of the
organization
✔✔4 Stage Development model for becoming a team - ✔✔Forming- Employees are
uncertain of their roles, as relationships grow true and respect develop and members
see themselves as part of the group, Critical phase in which the officer can have a
significant effect.
Storming- Conflict may result at this stage as member jockey for informal leadership.
Conflict may arise when a new officer joins an existing unit.
Norming- The group establishes and adheres to its own set of norms. Members become
closer and more cohesive.
Performing- The group is a true team with leadership shared by all members
✔✔Mentor-mentee program - ✔✔participation should be voluntary and enthusiastic
✔✔planning model - ✔✔Step 1) Identify a problem that requires a response
Step 2) Select the appropriate response
Step 3) Design the steps needed to meet the goal, objective, and outcome
Step 4) Implement the activity that will mitigate the problem
Step 5) Evaluate the effectiveness of the activities in meeting the goal/outcome
✔✔Employee Assistance Program (EAP) - ✔✔designed to help employees deal with
stressors in their personal and professional lives
✔✔collaborating - ✔✔Style of conflict resolution that is focused on the best interests of
the organization, community, or service area
✔✔primary types of speeches/presentations for company officers - ✔✔1) Persuasive
2) Informative
3) Instructional
✔✔first step in writing a document - ✔✔define audience, scope, and purpose
✔✔external customer - ✔✔basic needs include protection of their lives/properties from
the effects of fire and other hazards and access to competent emergency medical care
SET A+
✔✔hazards to firefighter safety - ✔✔consideration for preincident survey
✔✔3 tasks of managing preincident data - ✔✔gathering data, entering data into
databases, and keeping data current
✔✔roof types - ✔✔Flat, Pitched, Arched
✔✔supervisor - ✔✔responsible for activities of one of more subordinate employees
✔✔safety of personnel - ✔✔most important task of the company officer
✔✔professional growth - ✔✔transition from unit member to company officer is this type
of opportunity
✔✔human resources management - ✔✔includes evaluating personnel performance and
administering policies/procedures efficiently and equitably
✔✔delegation of authority - ✔✔the process of providing subordinates with the authority,
direction, and resources needed to complete an assignment.
✔✔unity of command - ✔✔the management principle that each person should report to
only one manager
✔✔division of labor - ✔✔dividing large jobs into smaller, clearly defined tasks to be
assigned to specific individuals
✔✔cross-training - ✔✔enables personnel to perform different types of tasks with
proficiency
✔✔aid agreement - ✔✔share limited or specialized resources, assist neighboring
jurisdictions, define response methods, provide a quicker response
, ✔✔company officer's priorities - ✔✔based on the services provided and mission of the
organization
✔✔4 Stage Development model for becoming a team - ✔✔Forming- Employees are
uncertain of their roles, as relationships grow true and respect develop and members
see themselves as part of the group, Critical phase in which the officer can have a
significant effect.
Storming- Conflict may result at this stage as member jockey for informal leadership.
Conflict may arise when a new officer joins an existing unit.
Norming- The group establishes and adheres to its own set of norms. Members become
closer and more cohesive.
Performing- The group is a true team with leadership shared by all members
✔✔Mentor-mentee program - ✔✔participation should be voluntary and enthusiastic
✔✔planning model - ✔✔Step 1) Identify a problem that requires a response
Step 2) Select the appropriate response
Step 3) Design the steps needed to meet the goal, objective, and outcome
Step 4) Implement the activity that will mitigate the problem
Step 5) Evaluate the effectiveness of the activities in meeting the goal/outcome
✔✔Employee Assistance Program (EAP) - ✔✔designed to help employees deal with
stressors in their personal and professional lives
✔✔collaborating - ✔✔Style of conflict resolution that is focused on the best interests of
the organization, community, or service area
✔✔primary types of speeches/presentations for company officers - ✔✔1) Persuasive
2) Informative
3) Instructional
✔✔first step in writing a document - ✔✔define audience, scope, and purpose
✔✔external customer - ✔✔basic needs include protection of their lives/properties from
the effects of fire and other hazards and access to competent emergency medical care
