Graduate level Final and Journal

Running head: PHASE 2 (INCIDENT ACTION PLAN) 1

PHASE 2(INCIDENT ACTION PLAN) 6

Week IV Project

Letia Beale

Columbia Southern University

The infection has spread to larger parts of little Columbia and led to death of twelve citizens, the containment of the incidence will be guided by the IAP objectives. The fire and emergency services department of little Columbia falls short of medics and other personnel and it the major limitation of the department (Walsh, et al., 2012). The objective of this particular incident will be to deal with the infected individuals whom will be treated, preventing further spreading of the infection, taking care of the deceased and offering help for the affected and finally reviewing the emergency process to mitigate future occurrences. The objectives are expounded as follows:

1. To mitigate spreading of the infection- the first step taken will be to quarantine the infected people in a single place which will prevent them from mingling with the other citizens who have not contracted the disease to prevent further spreading

2. To treat the infected- the fire department of little Columbia will ensure that the infected people are attended to by the medics from the Columbia County government hospital.

3. To attend to new reports of infected people- the process will help in getting those who stat to show signs of Severe Acute Respiratory Syndrome (SARS) from public to prevent further spreading of the infection.

4. To deal with the effects of the incident- the process will be aimed at helping the bereaved to bury their loved ones who succumbed to the infection, the county sheriff will also offer personnel to collect foodstuffs and other help offered by the public to help the affected.

5. To mitigate future occurrences and help improve the response process. -This will help in dealing with future occurrences of other or similar incidences, it will be an enhancement of the response process from the lessons learnt from the

Human resource management

The human resource department of the emergency management department deals with various functions which include recruiting, training, compensation, and retirement or firing of the employees. The human resource department has to ensure that the personnel who work for the department are capable of delivering the required services. The emergency managers department deals with saving of human lives during emergencies and therefore the emphasis on the competency of the employees. The human resource department ensures that the personnel recruited are competent by hiring employees based on their knowledge, ability and skills among other traits, the initial task handled by the human resource department is recruiting of the personnel. The process is followed by training of the employees, to update their skills and competency to the job requirements. The human resource department is also responsible for compensating the employees for the services they offer to the organization (Smeby, 2014). Finally, the human resource department retires the old and fires the incapable. The most important function by the department is forecasting the demand of human labor and plans on how to meet this demands, they finally execute the plans to meet the human resource requirements of the emergency management unit.

The emergency department must observe all the legal issues that may arise in the hiring process of new employees. Legal issues that may be encountered in the hiring process of emergency department employees include the use of nepotism, racist or other means that do not offer equal opportunities to the candidates. The department has also to be aware of the employee’s affiliation to the labor unions and the demanded rights that they are entitled to under the union to ensure no conflict between the human resource department and the union.

The personnel department can use various methods that will help in motivate and retain the employees. The use of benefits packages that relate to the work of the emergency department personnel can be very useful in retaining the employees. A good compensation for the employees is always considered one of the most determinants of how long an employee’s stays in a particular job. Compensation packages involve the basic salary and any other bonuses deemed possible to motivate the employees, the bonus and allowances include hardship allowance, commuter allowance, and housing allowance among other allowances (Bratton, 2017). The second factor that is at the emergency services disposal is the use of a good working environment. The employees must have the necessary equipment to enable them to perform their duties, lack of these equipment demotivates them from working since it is quite cumbersome. There should also be a good communication channel where the employees can pass their grievances which must be attended to accordingly to satisfy their safety and job working conditions. Finally, other packages such as insurance policies, health coverage among others help the workers to always be in shape and confident to perform their duties.

The importance of customer service to the community, especially in times of distress or grief that may occur after a fire or other emergency incident resulting in loss of life or property cannot be quantified and the paper will enumerate a few among many others. The customer services help in condoling the grieved and making them feel better, the affected people need assurances of their safety which can only be achieved through quality customer services. The customer services also help in discovering new events that may be occurring when the attention is shifted on one incident, they also act as a means of collecting information on the emergency department response to the incident in the eyes of the customers and pointing areas where the process can be improved.

References

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Smeby, L. C., Jr. (2014). Fire and emergency services administration: Management and leadership practices (2nd ed.). Burlington, MA: Jones & Bartlett Learning.

Walsh, D. W., Christen, H. T., Jr., Callsen, C. E., Jr., Miller, G. T., Maniscalco, P. M., Lord, G. C., & Dolan, N. J. (2012). National incident management system: Principles and practice (2nd ed.). Sudbury, MA: Jones & Bartlett Learning