Organisation and Management of Fire Teams

Guidance Note for the Organisation and Management of Fire Teams and Occupational Fire Brigades in Commerce and Industry

1. Scope

This document addresses fire-fighting options and the organisation, training and safety considerations for fire teams and occupational fire brigades.

It is applicable to commerce, industry and any other occupancy requiring a standard on which to base the fire-fighting component of their fire defence policy or plant emergency organisation.

Industrial fire departments which have Designated Services status under the Fire Brigades Act have to meet requirements determined by the Fire Brigade Board and are therefore beyond the scope of this article.

It only covers the fire-fighting components of the fire defence policy. The other components are shown in Fig. I (page 9).

NOTE: Publications used as guidelines for the preparation of this document include:

• Industrial Fire Hazards Handbook, 3rd Edition, NFPA.
• Code of Practice for Occupational Fire Brigades, Loss Prevention Council, UK.
• NFPA 600, Industrial, Fire Brigades, 1992 Edition.

2. Objectives

2.1 To help reduce injury, life and property losses and to lessen the effect of fire on the environment through efficient and effective response to a fire.

2.2 To ensure that fire team and occupational fire brigade members are suitably organised, equipped and trained to enable them to carry out their responsibilities and duties without endangering themselves, their colleagues or other employees.

2.3 To guide management in meeting the intentions of the Occupational Health and Safety Act.

3. Fire Defense Policy

3.1 Management is responsible for the development and implementation of a fire defence policy, the components of which are outlined in Fig. 1. The policy should be in writing covering all the relevant fire safety aspects. It may stand-alone or be part of the organisation’s overall emergency procedures.

3.2 The fire-fighting option component should be depicted in an organisational statement detailing:

• the structure
• training requirements
• size of the force
• duties/responsibilities
• availability

4. Fire-fighting options

4.1 In addition to evacuation of non-essential persons, it is important that some effective action should be taken should a fire occur. Any one or combination of the following options could be adopted depending on needs or circumstances.

4.1.1 Designated employees

Action by suitably trained employees to carry out fire-fighting during the fire’s incipient stage only. See Section 7.1 for details/ limitations.

4.1.2 Fire teams

Action by groups of suitably organised, trained and equipped employees to fight small/incipient stage fires only. See Section 7.2 for details/limitations.

4.1.3 Occupational fire brigades

An organised, well-equipped and trained force to fight fires beyond the incipient stage or those involving special risks. See Section 7.3 for details/limitations.

5. Considerations when deciding on type of coverage

5.1 Care should be exercised when selecting a particular option or combination of options to ensure that the fire cover will be both suitable and adequate. Factors to be considered include:

5.1.1 A suitable assessment to clearly identify fire hazards and their severity e.g. high, medium or low hazard. This will also help determine the size and type of fires that could occur.

5.1.2 The size of the buildings, extent of plant and outside storage areas.

5.1.3 Whether automatic fire detection and suppression systems are installed.

5.1.4 The number of employees, their willingness to become involved, their availability during an emergency and what shifts are worked.

5.1.5 The plant’s operating hours.

5.1.6 The level of protection required by management.

5.1.7 Availbility of a municipal fire department including the attendance time, size and type of brigade.

5.1.8 Other duties to be performed by the fire section.

6. Fire team/occupational fire brigade staff complement

6.1 The minimum number of people comprising a fire team or fire brigade crew will depend on 5.1.1 and 5.1.3 to 5.1.5 plus consideration of the following:

6.1.1 The number of people required to operate the equipment provided and to carry out the level of fire-fighting envisaged, efficiently and safely.

6.1.2 A suitable allowance for members being absent due to leave, sickness etc.

7. Defining responsibilities and establishing limitations

7.1 Fire teams and occupational fire brigades are established to safeguard people and property within their capabilities and are dependent on knowledge, experience and the equipment provided. It is therefore important that responsibilities and duties be dearly defined. The following should be helpful when determining the limitations of the fire defence options listed in Section 4.

7.1.1 Incipient stage fires: designated employees

When fires can be easily extinguished using fire extinguishers or hose-reels by designated employees in their normal working clothes without compromising their safety due to heat, smoke and other exposures. Should the fire not be extinguished during this phase, it is considered beyond the capabilities of this option. Employees would be expected to withdraw.

7.1.2 Small incipient stage fires: fire teams

Involves the extinguishment of both interior and exterior fires where the fire team members:

• do not have to take undue evasive action to avoid heat and smoke
• are able to effectively fight the fire using extinguishers, hose-reels, small capacity foam equipment and large diameter hose and branches, the discharge from which does not exceed 1,50l/min for interior fires and 300l/min for exterior fires
• are not expected to perform duties for which they have not been trained

NOTE: Suitable protective clothing as determined by the risk profile and safety legislation requirements.

7.1.3 Large/Structural fires: occupational fire brigades

Involves the control and extinguishment of fires past the incipient stage either exterior, interior, in enclosed plant or involving specific hazards requiring the application of specialised extinguishing agents where:

• it is listed as a duty and covered by a suitable standard operating procedure
• suitable necessary protective clothing for fire-fighting has been provided including helmets, tunics, boots, gloves and breathing apparatus
• suitable equipment is available
• suitable training to carry out various expected tasks has been received; members should not perform duties for which they have not been trained
• their fire-fighting activates can be performed using extinguishers, hose-reels, large diameter hose/branches with a discharge of up to 1 200l/min or specialist extinguishing agents such as foam

8. Fire-fighting component - structure

8.1 Key positions, which are considered a minimum for the structure of the various fire fighting options and examples of their responsibilities are as follows:

8.1.1 Designated employees

Fire co-ordinator: Responsibilities include establishing the procedure, arranging training, availability of equipment and co-ordination of the fire-fighting function.  Designated employee: Trained in the use of suitable equipment to perform a fire-fighting function as per 7.1.

8.1.2 Fire team/s

• fire safety manager: to establish and control
• fire defence policy and organisational statement.  See Fig. I and Section 3
• draft and control annual budget
• ensure compliance with all components of the fire defence policy, legal requirements etc.
• liaison with municipal fire brigade, insurers etc.
• fire co-ordinator to assist the fire safety manager to implement the fire defence policy and fire-fighting component including training and equipment maintenance
• fire team leader to lead and control a fire team during emergencies as per procedures.
• fire team member: acting as a member of a fire team to help control and extinguish fires under the control of a team leader as per procedures

8.1.3 Occupational fire brigade

Fire safety manager:

• establish and regularly review the fire defence policy and all its components
• provide and control funds
• establish authority and assign responsibility
• regularly review risks and efficiency of response

Chief occupational fire officer:

• maintains administration and efficiency of brigade
• co-ordinates fire prevention, suppression and control including fire ground activities
• facilitates pre-fire planning
• evaluates safety standards
• liaises with municipal fire brigade, insurers
• controls operational fire-fighting/rescue as per incident management system and procedures

Occupational fire officer:

• oversees administration and efficiency at shift level
• is actively involved in fire prevention
• responsible for the safety of fire-fighters in his crew
• controls operational fire-fighting/rescue as per incident management system and procedures

8.1.4 Occupational fire-fighters

• are involved in safe and efficient operational fire-fighting and rescue duties.
• acting as crew members under the control of a fire officer, they are responsible for the safe and efficient fire-fighting rescue duties and other tasks listed as responsibilities

8.2 Many of the duties would probably be assigned to existing staff as additional duties, with the exception of the chief occupational fire officer and in some circumstances, the occupational fire officer. See Appendix 1, 2 and 3 for examples of career profiles.

9. Selection criteria

9.1 Medical requirements

9.1.1 All members should be examined and certified medically and physically fit. The extent of the examination should be determined by a doctor based on the duties the fire team and brigade members will be expected to perform.

An example would be a routine check-up, which includes the following:

• pulmonary function testing
• chest X-ray (if indicated)
• cardiac evaluation and testing (if indicated)
• blood and urine testing
• vision testing
• audiometric testing.

9.1.2 Other selection criteria
Based on the duties to be performed, minimum requirements should be set which applicants should meet to be appointed. Fear of heights and claustrophobia are examples of conditions which will affect performance.

10. Equipment/protective clothing

10.1 Equipment required will be in addition to that provided to conform to the National Building Regulations.

Suitable types and quantities should be provided to enable personnel to carry out their tasks and responsibilities efficiently and safety. All appliances, equipment and protective clothing such as tunics, gloves, boots and BA sets should conform to standards appropriate to the anticipated hazard. Codes/Standards include NFPA, LPC, Central Fire Brigades Advisory Council, SABS or similar.

10.2 All equipment/protective clothing should be correctly stored and regularly inspected and tested in accordance with:

• the manufacturers recommendations
• the HMSO Fire Service Drill Book, standard tests and checks of fire service equipment

Accurate records of checks, inspections and maintenance should be kept.

10. Training

11.1 Training should be carried out by suitably qualified and experienced staff to ensure it is adequate and safe, particularly where drills or live fire training is involved.

11.2 Programmes should be based on assigned duties to achieve proficiency through instruction and hands-on practice in the operation of equipment and systems that are expected to be used.

11.3 Training phases

11.3.1 Initial training. Based on assigned duties to achieve proficiency through instruction and hands-on practice in:

• the operation of equipment and systems team members are expected to use
• all aspects associated with the fire defence policy and procedures
• practical firemanship, fire ground safety and incident command and control

Initial training is commensurate with duties e.g. the fire team leader and occupational fire officers will receive more comprehensive training than fire team members and occupational fire-fighters.

11.3.2 Continuation training. To consolidate and practise knowledge and skills developed during initial training.

11.3.3 Conversion training. To up-date skills as a result of changes in procedures or acquisition of new equipment.

11.3.4 Refresher training. A revision of fundamental knowledge and skills at pre-determined periods.

11.4 Training frequency guide

	Initial	Continuation	Conversion	Refresher	Mock emergency
Designated staff	*(l)	annually	*(2)	2 years	n/a
Fire team members	*(l)	quarterly	*(2)	2 years	annually
Occupational fire-fighters and officers	*(l)	monthly	*(2)	3 years	annually

*(1) before duties are undertaken
*(2) As and when necessary

Mock emergencies are simulated emergencies for the purpose of evaluating efficiency of members and effectiveness of the training and education programmes.

11.4 Accurate records of all training phases should be kept.

12. Incident management

A suitable incident management system should be established to aid the safe and efficient control of emergencies and include provision for liaison with the local fire department.

13. Standard operating procedures

To be developed for specific risks/hazards covering fire-fighting procedures and limitations of emergency operations. See Appendix 4.

14. Communications

Efficient communications are essential for:

• alerting fire team/brigade members
• command and control of incidents

Employee benefits

15.1 Compensation for being a fire team or brigade member depends on company policy. Reward can be achieved successfully by privileges as well as by remuneration. Whichever system is adopted it should only take effect after a suitable probation period.

15.2 Ensure that involvement in fire team or brigade duties will not adversely affect the member’s insurance cover or pension policy. Participation as a member of an occupational fire brigade should be notified to both the short-term and long-term insurers in respect of the group personal accident and pension/permanent health insurance respectively.

Figure I Fire defence policy

Standard Operating Procedure

An example of a fire-fighting guidance note which could be adopted as a standard operating procedure

APPENDIX 1

Career profile

Fire teams/occupational fire brigades
Level: Designated employees

Both these positions are normally delegated to existing employees as additional duties.

The fire co-ordinator’s post is often delegated to safety, loss control or security staff.

APPENDIX 2

Career profile

Fire teams/occupational fire brigades
Level: Fire teams small/incipient stage fires only

NOTE: All positions would normally be delegated to existing employees as additional duties. Depending on size of organisation and risk, the fire co-ordinator and/or fire safety manager may be full time posts.

APPENDIX 3

Career profile

Fire teams/occupational fire brigades
Level: Occupational fire brigade large/structural fires

NOTE:

1. Occupational fire-fighters/officers could be volunteers.
2. Fire safety managers may be delegated to existing staff.
3. Chief occupational fire officer would need to be a full-time post.
4. Depending on size of organisation and risks present, the fire safety manager and fire officer could also be full time posts.

Fire Team Organisation.pdf

People in Risk