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Leadership Influence

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An officer best exemplifies leadership by devoting a major portion of his/her time to stimulate continuous improvement in both subordinates and the organization.

Today’s leaders are utilizing contemporary leadership styles. The officer needs to know when to use each of these styles for optimum outcomes within the organization. The four (4) contemporary styles include charismatic, transformational, transactional and symbolic.

Charismatic – Inspires follower loyalty and creates an enthusiastic vision that others work to attain.

Transformational – This style depends on the continuous learning, innovation and change within the organization. True transformational leadership is a rare quality.

Transactional – Involves an exchange between the leader and the followers in which the followers perform tasks effectively in exchange for rewards provided by the leader.

Symbolic – Bases theory on a strong organizational culture that holds common values and beliefs. Leadership starts are the top of the organization and extends downward. Subordinates must have full faith and trust in the leadership of the organization.

To be able to lead a fire department or a company it is paramount that the leader of the group be able to match and effectively utilize any of the various leadership styles based upon the individuals they are leading.

This focuses on truly understanding the organizational theories, interpersonal dynamics and group dynamics of the individuals and groups which make up the organization. We will find that more often than not the leader will be utilizing multiple leadership styles on individuals of the group simultaneously to effectively achieve the desired outcomes. Each of these leadership styles will be a result of the presence of the various leadership traits. It is important for the officer to know the strengths and weaknesses of each theory and style along with being capable of applying the principles that are most appropriate in any given situation.

It’s Real Simple… BUCKLE UP

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What is a Seat Belt: (in case you didn’t know) HERE

How Seat Belts Works: (in case you still didn’t know), HERE

Do You Have The Courage To Take The Seat Belt Pledge? HERE, HERE

Leadership: We Killed Firefighter Brian Hunton, HERE

NFFF/EGH: NIOSH Supports Seat Belt Use by Firefighters Resources, HERE

Related:
How Can my Department Take the Seatbelt Pledge? Click Here to Download the Pledge Form
» See Which Departments Have Taken the Pledge and Are 100% Compliant

Eddie’s Story
» Watch: Eddie’s Story
» Download: Eddie’s Story (ZIP)
» Print: Card to Make You Think About Your Seat Belt Use

Related Video:
» Watch: All of the Seat Belt Safety PSAs Watch the Video

» Denver Fire Department Video:
Watch Seat Belts & SCBAs | Download

Related Downloads:
» Take the Seat Belt Pledge: Download Now
» Download: A Seat Belt Poster | Desktop Wallpaper

Related Articles:
» NIOSH Supports Seat Belt Use by Firefighters
» Dallas Fire-Rescue Gives Seat Belt Pledge a Shot in the Arm
» Beatrice, Neb. Fire Dept. Takes Seat Belt Pledge
» Dearborn Fire Dept. Takes the Seat Belt Pledge
» whsv.com Firefighter Seat Belt Petition
» Dr. Clark Article: Flaw in Our First Line of Defense

Time Management and Effective Fire Companies

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All firefighters realize and understand the importance of time when it comes to responding to an emergency incident. Time is recognized as one limited resource that must be maximized in every aspect. A difference in seconds may mean the difference between a fires being confined to the point of origin verses a fully engulfed room or a person being clinically dead verses biologically dead. Time is critical in every case.
But how do we, as company officers, view and utilize time between emergencies? It is common that most fire companies spend less than 10% of their time responding to and mitigating emergencies. The remaining 90% should be spent preparing and engaged in accomplishing the department’s mission.
Time management should be a consideration in the life of the fire department company officer. Failure to maximize available time available impacts the overall effectiveness of the company. It is critical that time management be a part of the predicated skills of a company officer. The more efficient your time management is the more you can focus on the effectiveness. It is the goal of this article to give the company officer, a place to start, regardless of the condition of the organization you are involved with. This starting point will give you guidance to implement a plan for yourself and the individuals of your company. This will enable the entire company to become a more effective unit and be utilized to its fullest potential.
There was a time in the history of the fire service that all we did was sit and wait for the alarm to sound and then we would race to the fire. The outcomes of these fires were never questioned. The integrity of the department was unquestionable. Well, times have changed and changed drastically. Citizens expect much more from their fire departments and they should receive it. In the economically challenged times we are faced with today, we are expected to accomplish more than ever before.
The first thing you must do as a company officer, if you are to effectively manage your time and utilize the company effectively, is to look at the framework in which your company operates. Ask yourself “Does the company have goals, objectives and action plans?” When you evaluate your answer ask, “Are these goals, objectives and action plans designed for the companies and personnel assigned to my station?” When you answer both questions, then ask the final question. “Do I have goals, objectives and action plans?” Obviously the key word in all three of these questions is PLAN. Without planning, no fire company will ever be cohesive, well-trained, productive unit we all strive for.
Planning is a continuous function that reaches well into the future. Planning creates the Global Positioning System (GPS) road map for the accomplishment of certain goals within a given time frame.

The NIST Report on Residential Fireground Field Experiements, Executive Summary

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4-28-2010 5-53-48 PM

The NIST Report on Residential Fireground Field Experiements was issued this morning. A copy of the report is at CommandSafety.com HERE and is also available for download at the NIST, HERE

EXECUTIVE SUMMARY

Both the increasing demands on the fire service – such as the growing number of Emergency Medical Services (EMS) responses, challenges from natural disasters, hazardous materials incidents, and acts of terrorism—and previous research point to the need for scientifically based studies of the effect of different crew sizes and firefighter arrival times on the effectiveness of the fire service to protect lives and property.

To meet this need, a research partnership of the Commission on Fire Accreditation International (CFAI), International Association of Fire Chiefs (IAFC), International Association of Firefighters (IAFF), National Institute of Standards and Technology (NIST), and Worcester Polytechnic Institute (WPI) was formed to conduct a multiphase study of the deployment of resources as it affects firefighter and occupant safety. Starting in FY 2005, funding was provided through the Department of Homeland Security (DHS) / Federal Emergency Management Agency (FEMA) Grant Program Directorate for Assistance to Firefighters Grant Program—Fire Prevention and Safety Grants. In addition to the low-hazard residential fireground experiments described in this report, the multiple phases of the overall research effort include development of a conceptual model for community risk assessment and deployment of resources, implementation of a general sizable department incident survey, and delivery of a software tool to quantify the effects of deployment decisions on resultant firefighter and civilian injuries and on property losses.

The first phase of the project was an extensive survey of more than 400 career and combination (both career and volunteer) fire departments in the United States with the objective of optimizing a fire service leader’s capability to deploy resources to prevent or mitigate adverse events that occur in risk- and hazard-filled environments. The results of this survey are not documented in this report, which is limited to the experimental phase of the project. The survey results will constitute significant input into the development of a future software tool to quantify the effects of community risks and associated deployment decisions on resultant firefighter and civilian injuries and property losses.

The following research questions guided the experimental design of the low-hazard residential fireground experiments documented in this report:

  • How do crew size and stagger affect overall start-to-completion response timing?
  • How do crew size and stagger affect the timings of task initiation, task duration, and task completion for each of the 22 critical fireground tasks?
  • How does crew size affect elapsed times to achieve three critical events that are known to change fire behavior or tenability within the structure:
    • Entry into structure?
    • Water on fire?
    • Ventilation through windows (three upstairs and one back downstairs window and the burn room window),
  • How does the elapsed time to achieve the national standard of assembling 15 firefighters at the scene vary between crew sizes of four and five? In order to address the primary research questions, the research was divided into four distinct, yet interconnected parts:
  • Part 1—Laboratory experiments to design appropriate fuel load
  • Part 2—Experiments to measure the time for various crew sizes and apparatus stagger (interval between arrival of various apparatus) to accomplish key tasks in rescuing occupants, extinguishing a fire, and protecting property
  • Part 3—Additional experiments with enhanced fuel load that prohibited firefighter entry into the burn prop – a building constructed for the fire experiments
  • Part 4—Fire modeling to correlate time-to-task completion by crew size and stagger to the increase in toxicity of the atmosphere in the burn prop for a range of fire growth rates. The experiments were conducted in a burn prop designed to simulate a low-hazard1 fire in a residential structure described as typical in NFPA 1710® Organization and Deployment of Fire

Suppression Operations, Emergency Medical Operations, and Special Operations to the Public by Career Fire Departments. NFPA 1710 is the consensus standard for career firefighter deployment, including requirements for fire department arrival time, staffing levels, and fireground responsibilities. Limitations of the study include firefighters’ advance knowledge of the burn prop, invariable number of apparatus, and lack of experiments in elevated outdoor temperatures or at night. Further, the applicability of the conclusions from this report to commercial structure fires, high rise fires, outside fires, terrorism/natural disaster response, HAZMAT or other technical responses has not been assessed and should not be extrapolated from this report.

Primary Findings

  • Of the 22 fireground tasks measured during the experiments, results indicated that the following factors had the most significant impact on the success of fire fighting operations.
  • All differential outcomes described below are statistically significant at the 95 % confidence level or better.

 Overall Scene Time:

  • The four-person crews operating on a low-hazard structure fire completed all the tasks on the fireground (on average) seven minutes faster—nearly 30 %—than the two-person crews.
  • The four-person crews completed the same number of fireground tasks (on average) 5.1 minutes faster—nearly 25 %—than the three-person crews.
  • On the low-hazard residential structure fire, adding a fifth person to the crews did not decrease overall fireground task times.
  • However, it should be noted that the benefit of five-person crews has been documented in other evaluations to be significant for medium- and high-hazard structures, particularly in urban settings, and is recognized in industry standards.

 Time to Water on Fire:

  • There was a 10% difference in the “water on fire” time between the two- and three-person crews.
  • There was an additional 6% difference in the “water on fire” time between the three- and  four-person crews. (i.e., four-person crews put water on the fire 16% faster than two person crews). There was an additional 6% difference in the “water on fire” time between the four- and five-person crews (i.e. five-person crews put water on the fire 22% faster than two-person crews).

 Ground Ladders and Ventilation:

  • The four-person crews operating on a low-hazard structure fire completed laddering and ventilation (for life safety and rescue) 30 % faster than the two-person crews and 25 % faster than the three-person crews.

Primary Search:

  • The three-person crews started and completed a primary search and rescue 25 % faster than the two-person crews.
  • The four- and five-person crews started and completed a primary search 6 % faster than the three-person crews and 30 % faster than the two-person crew.
  • A 10 % difference was equivalent to just over one minute.

Hose Stretch Time:

  • In comparing four-and five-person crews to two-and three-person crews collectively, the time difference to stretch a line was 76 seconds.
  • In conducting more specific analysis comparing all crew sizes to the two-person crews the differences are more distinct.
  • Two-person crews took 57 seconds longer than three-person crews to stretch a line.
  • Two-person crews took 87 seconds longer than four-person crews to complete the same tasks.
  • Finally, the most notable comparison was between two-person crews and five-person crews—more than 2 minutes (122 seconds) difference in task completion time.

Industry Standard Achieved:

  • As defined by NFPA 1710, the “industry standard achieved” time started from the first engine arrival at the hydrant and ended when 15 firefighters were assembled on scene.
  • An effective response force was assembled by the five-person crews three minutes faster than the four-person crews.
  • Based on the study protocols, modeled after a typical fire department apparatus deployment strategy, the total number of firefighters on scene in the two- and three-person crew scenarios never equaled 15 and therefore the two- and three-person crews were unable to assemble enough personnel to meet this standard.

Occupant Rescue:

  • Three different “standard” fires were simulated using the Fire Dynamics Simulator (FDS) model. Characterized in the Handbook of the Society of Fire Protection Engineers as slow-,medium-, and fast-growth rate4, the fires grew exponentially with time.
  • The rescue scenario was based on a non-ambulatory occupant in an upstairs bedroom with the bedroom door open. Independent of fire size, there was a significant difference between the toxicity, expressed as fractional effective dose (FED), for occupants at the time of rescue depending on arrival times for all crew sizes. Occupants rescued by early-arriving crews had less exposure to combustion products than occupants rescued by late-arriving crews.
  • The fire modeling showed clearly that two-person crews cannot complete essential fireground tasks in time to rescue occupants without subjecting them to an increasingly toxic atmosphere. For a slow-growth rate fire with two-person crews, the FED was approaching the level at which sensitive populations, such as children and the elderly are threatened.
  • For a medium-growth rate fire with two-person crews, the FED was far above that threshold and approached the level affecting the general population.
  • For a fast-growth rate fire with two-person crews, the FED was well above the median level at which 50%of the general population would be incapacitated. Larger crews responding to slow-growth rate fires can rescue most occupants prior to incapacitation along with early-arriving larger crews responding to medium-growth rate fires.
  • The result for late-arriving (two minutes later than early-arriving) larger crews may result in a threat to sensitive populations for medium-growth rate fires.
  • Statistical averages should not, however, mask the fact that there is no FED level so low that every occupant in every situation is safe.

Conclusion:

More than 60 full-scale fire experiments were conducted to determine the impact of crew size, first-due engine arrival time, and subsequent apparatus arrival times on firefighter safety and effectiveness at a low-hazard residential structure fire.

  • This report quantifies the effects of changes to staffing and arrival times for residential firefighting operations. While resource deployment is addressed in the context of a single structure type and risk level, it is recognized that public policy decisions regarding the cost-benefit of specific deployment decisions are a function of many other factors including geography, local risks and hazards, available resources, as well as community expectations.
  • This report does not specifically address these other factors. The results of these field experiments contribute significant knowledge to the fire service industry.
  • First, the results provide a quantitative basis for the effectiveness of four-person crews for low-hazard response in NFPA 1710.
  • The results also provide valid measures of total effective response force assembly on scene for fireground operations, as well as the expected performance time-to-critical-task measures for low-hazard structure fires.

Additionally, the results provide tenability measures associated with a range of modeled fires.Future research should extend the findings of this report in order to quantify the effects of crew size and apparatus arrival times for moderate- and high-hazard events, such as fires in high-rise buildings, commercial properties, certain factories, or warehouse facilities, responses to large-scale non-fire incidents, or technical rescue operations.

Addition project information and insights, Go to CommandSafety.com  HERE and HERE

Company Officers are Instructors and True Leaders

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DSC00396As we embark deep into the millennium and a new decade, changes are sure to occur. The fire service will surely see many of these changes. The place that we need to make changes initially is within ourselves as officers. We must be prepared to meet these new challenges and a new decade with a set of fully charged batteries. The task of change is extremely hard, as we are often times nostalgic. However, we must strive to reach new levels in service through education and training. The first taste of leadership in recruit academies is seen by trainees through the instructors and officers they have. As a young officer one of my mentors told me this little secret, “A true instructor is a leader of the future”. With that I had to ask how? My answer was, “you shape the minds and careers of many firefighters through education. By doing so you are leading the fire service of tomorrow.” It was not until much later that I could truly understood what this great leader was talking about. I have found it to be true that you lead tomorrow’s firefighters through instruction today.

An officer / instructor profile needs to encompass several areas to be able to meet these challenges and changes that we will face. First, we must find new motivation. Motivation that exceeds all levels previous. We must bring newfound excitement to the instructional programs we deliver. The excitement level that comes with the officer carries over and motivates the student to the same level or higher. We as instructors must enter the education setting that instruction is to take place with a true teaching attitude not one of just doing the minimum. Officers need to develop the right attitude about instructing. Attitude starts with evaluating whether you are meeting the mission statement of the fire service and your department through the training that you are performing. Secondly, you must evaluate whether your training is realistic. That is, realistic for your operations and equipment. Higher levels of training are great and have their place, but are we meeting the needs of the departments we serve. If not, we need to reevaluate what and how we are teaching. We must find new ways to deliver quality training in a society where budgets are being slashed to below acceptable levels. This will require you as the officer / instructor to be innovative if you are faced with a substandard budget. There are many resources that are available to a department and an officer if we just look for and cease the opportunities that are available. One opportunity that is not utilized by the fire service to the level that it could be is the National Fire Academy and the Learning Resource Center located there. The quality of education provided by the Fire Academy provides for one of the ultimate learning experiences you could encounter. Finally is your training current or out dated. I know that this is a big argument in every department. “We have done it this way for 30 years”, that is well and good. However, is there a more current, more progressive or better way?

The officer / instructor for this millennium is a three-part process that starts with the instructor as I have shown above. It does have two other key components, such as leaders and students. Leaders must take a more proactive role rather than the typical reactive role. Change is easier when affected from the top down rather than from the bottom up. As a leader of a department you must ask yourself several questions; Are we prepared for the changes of tomorrow? Are we currently meeting our training needs? Are we ready for what we are destined to face in the near future? Are we, as a group, willing to change to meet these new demands?

These are some key questions that not only leaders must ask of themselves, but each department and its members must also do this. Remember talk is cheap and your actions will speak louder than words. These actions may be the spark that starts or revitalizes motivation in the organization.

The students also play an interracial part in the training process. A student today must recognize that changes are imminent and concur. This starts with the willingness of a student to be motivated to new levels by their officers, their peers and by themselves. Motivation is the starting point for change. This motivation should bring new or revived energy. This new energy should be focused towards learning new ideas, concepts and techniques. This will require the student to explore new realms of the fire service and the knowledge that is directly associated. Exploration often times means traveling to different areas of the state, region or nation to find new information and ideas. Large symposiums and conferences like FDIC,
FIREHOUSE Expo and others are excellent examples of this travel where you can meet and learn from individuals worldwide. Travel can occur and you never leave the station. When fire journals arrive, do more than just look at the pictures. The availability of information on the World Wide Web is only a simple search away. Read and study how different departments handle responses and situations. Read the articles for more than just leisure reading. Once in these setting you must be willing as a student to explore new ideas. We often forget as instructors that we are also students. Each time you teach, you should be learning. All of these concepts are important, but without discipline to recognize and participate, change will not occur.

As officer / instructors you have an obligation to provide quality education. The future of the fire service depends on the utilization of our talents as educators. You see, the attributes of good instructors coincide very closely with good leaders. Company officers are the true leaders of the fire service.

Knowledge is power, share it!

Ten Minutes in the Street: Stretchin’ the line on the First-Due Scenario

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Ten Minutes in the StreetHead on over to Firefigher Nation to the Fireground Tactics & Firefighter Safety Forum for a new Ten Minutes in the Street Scenario.

We’ve just posted Ten Minutes in the Street: Stretchin’ the line on the First-Due . Join in on the discussions and dialog on strategies, tactics, command, decision-making and firefighter safety. There’s lots to be gained either by active participation or side-line observations of the postings and view points from a wide lattitude of firefighters, company and command officers from around the United States and abroad. So don’t just sit there, get ready to stretch that line in on the action.

Check out other previously published Ten Minutes in the Street Scenarios HERE 

These scenarios make for great drill topics, table top exercises and discussion points for all ranks and personnel

Shiners, Whiners and Recliners

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     I have heard a lot of Picture3analogies over my career about the fire service like “You can peal one fire department name off the wall and replace it with another one and it would be the same” and “it is the same circus but with different clowns”. The more I hear this type of talk the more I have come to realize that we got some really big issues at hand that need immediate attention. I have witnessed many events and issues over the years and recently listened to a guest speaker at church talk about recent situations he was in and how his staff reacted. The first thought that came to mind was the fire service. I know that many folks are going to say here is a negative attitude about to come out. Well it just might be but it is reality and we have to face that it is what it is! We have three types of folks in the fire service: Shiners, Whiners and Recliners. So which do you fall into? Let’s take a look at all three and see what we can do to identify their characteristics.
      This group known as the shiners in the fire service is the backbone of keeping the fire service moving and getting the work accomplished. These individuals work tirelessly in efforts to make the fire service more professional, safer ad better educated. They work to improve the safety of the community and give of themselves wholly. So why do Shiners get criticized so much. I recently had a department’s Deputy Chief tell me, “the more we do, the more they are going to expect and that will keep us having to do more, we need to coast for a while. We need to slow some of these folks down so we are not expected to do as much.”
     The “Shiners” are self motivated and they are always looking to make the system better. They are team players and truly care about the fire service. This group of personnel is usually only a hand full in your department. This is not always the case as I have witnessed departments that the majority of the personnel were shiners.
      Shiners are driven to find better ways to do their jobs. Even though a firefighter may have pried open a door on a search and rescue assignment, he may spend his time off thinking of a better or faster way of accomplishing the same task. That firefighter may spend time at construction sites or outside training to find out what works and what doesn’t. The whiners would complain that they had to work too hard, they didn’t have enough help, didn’t have the newest piece of equipment and not enough training. However if they had all they were complaining about it would be something else. These individuals are never satisfied and they try to bring everyone else down to be in their misery. The recliners would do just that, they would be hanging back doing nothing and telling everyone just how much they have done.
     Time and success are very important to the shiner. Shiners are never content with the status quo and tend to be highly organized. To the average person, a shiner’s desire to have things in such an orderly fashion and in control could be considered “obsessive-compulsive.” Shiners also tend to be easily bored, which makes them more inclined to find trouble or become productive. Shiners are always trying new ideas, techniques and looking for a better way. Not embracing mediocrity, they believe if it is not broke lets break it, let’s find a better way.
     Whiners would do just that whine that they are always tied up and they are too busy. They have a tendency to always be complaining and not working. The down grade new ideas and believe status quo is good. It has worked for the last twenty years so why do we need to go changing. The whiners like being bored; it gives them something to whine about.
     The recliners believe success is measured in how much time they can be reclined in the lazy boys resting. Recently I have heard firefighters and officers with the mentality that we are here to run calls and fight fires not all this other busy work crap. The public demands us to be in the stations so they know we are ready to respond. Well from the typical position of feet propped up and head laid back position that is what they see. Unfortunately they never make it out of the station to see that the public and the job demands more.
     Shiners, whiners and recliners, all firefighters don’t tend to be loners; they seek out group activities on the job and off the job. It has been said that birds of a feather flock together. Firefighters work and live in a group environment. From their very first day walking into a fire station, recruits learn that the fire service functions in a team environment. Firefighters train in groups, work in groups, live in groups and eat in groups. This close interaction favors people who are trusting, cooperative, dependable and determined. Because firefighters share so much of their lives with each other, they generally will build team values, foster increased team cohesion, and identify each member’s strength and weakness.
      However, some firefighter personality traits may conflict with the team environment. The fire service is generally looking for people who are assertive, upbeat and talkative. Each of these traits can be of benefit to the group, but they also can be a liability to the team. So the shiners are carrying the recliners why the whiners are complaining about the entire situation.
       In an interesting look at how firefighters work together, a study on work injury frequency and duration found that when firefighters cooperated in groups, injury rates were lower than when firefighters didn’t interact with each other. Firefighters who are reluctant to interact with other firefighters may in fact be reluctant to ask for help when they’re in trouble, possibly leaving them at risk of injury. So we can see that the shiners who most likely are always training and learning are our lowest risk to injuries. The whiners are complaining about something and most likely get out of doing it to speed the operation up and the recliners, well they are the ones who end up injured since they have not trained or worked much with the other groups. Heck it is tough getting up out of the recliner and doing something.
      During my 29 years in the fire service, seldom have I witnessed a shiner give up on a task. Shiners will work at all cost to complete a task or assignment, sometimes placing them self at risk for the betterment of the task. A whiner may complete a task but it usually takes double the time as they have to complain about it for one length and then after realizing they are being forced to do the work get it accomplished…whining the entire time about it. The recliners well it may or may not get done and most times it is the shiners who pick up their slack and get it completed for them.
     Failure isn’t in the Shiner’s vocabulary, so when Shiners are faced with a failed mission, they tend to take it very personally. Some administrators may think that a mission was a success without realizing that the shiner may have viewed the mission in a different light. Sometimes the fire chief’s viewpoint and the shiner’s viewpoint aren’t the same, resulting in conflict. The whiner’s failure is in the forefront of their vocabulary as they will be quick to tell you that this will not work and embrace failure. They then blame it on someone else saying that it was stupid to begin with and they knew it would not work from the start. The recliner’s view on this is well…if we sit around long enough someone else will do it or it will go away and we won’t have to deal with it. Problem is…they are correct, a shiner will pick it up of the mission dies due to lack of interest.
      Firefighting isn’t just a job to the shiner; it’s who they are. Shiners strongly identify with the job, as evidenced by the off-duty clothing, homes and vehicles of many. They’re highly dedicated people who love nothing better than a bigger and better challenge. On the flip side, a shiner who loses his or her job because of layoffs, early retirement, disability retirement or regular retirement will lose this identity, which can be personally devastating. Whiners do what they do best they whine but they are in the same boat here as the shiners if they would lose his or her job because of layoffs, early retirement, disability retirement or regular retirement will lose this identity, which can be personally devastating. Why because they like the sense of belonging to have something to whine about. They have to start all over again in some cases. Most whiners are whiners in all aspects of their life so they will transition easier than the shiner. Recliners will embrace this because they get to do more of what they like.
     Another common denominator in many shiners’ personalities is the burning desire to help people. Shiners enjoy helping out people in need. Firefighters are people who will place their own lives in jeopardy in order to save a life. They enter the fire service knowing that the fire service is a high-risk occupation and that they will place their own lives on the line for others. The whiners hold the same desire at a lesser level but like the fact they get to whine about having to do something. The recliners got into this because of the ability to hang out, do nothing and be involved. Shiners in their off-duty time have a tendency for volunteering with local civic groups or raise money for Muscular Dystrophy Association in an effort to help others. You rarely see a whiner or recliner involved in an event like this unless there is something in it for them personally.
     Well what I have described is the shiners, whiners and recliners theory. I know that this is a different piece under leadership, not politically correct and made a bunch of folks mad, but it has value. The value is these are the types of people you are forced to manage and deal with on a daily basis. My advice is to keep the shiners motivated, give the whiners plenty to whine about and the recliners move them to the busiest station where they can’t recline or just get rid of them, they are dead weight.

Learning from the Past: Five Alarm Church Fire and Collapse leads to two Line of Duty Deaths (LODD) and Twenty-Nine Fire Fighter Injuries three hours into the incident

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200417P1Six years ago on March 13, 2004, two career firefighters with the City of Pittsburg (PA) Fire Bureau were fatally injured during a structural collapse of a bell tower at the Ebenezer Baptist Church fire. Battalion Chief Charles G. Brace (55 years of age) was acting as the Incident Safety Officer and Master Firefighter Richard A. Stefanakis (51 years of age) was performing overhaul, extinguishing remaining hot spots inside the church vestibule when the bell tower collapsed on them and numerous other fire fighters. Twenty-three fire fighters injured during the collapse were transported to area hospitals. A backdraft occurred earlier in the incident that injured an additional six fire fighters. The collapse victims were extricated from the church vestibule several hours after the collapse. The victims were pronounced dead at the scene. A total of twenty-nine other fire fighters were injured during the incident. 

The Structure
The church was a National Historic Landmark that was built in 1875. The building was still in use as a house of worship and school at the time of this incident. The exterior construction was masonry with several courses of red brick covered with stone. The building foundation was approximately 120 x 70 feet and approximately 50 feet to the roof line. The pitched roof was covered with asphalt shingles and supported by heavy timber roof trusses. The stone façade exterior of the structure was added during a renovation in the 1930s. This renovation also included the addition of a 115 foot bell tower capped with four spires. The bell tower was not a stand-alone structure, but was supported by steel I-beams with a brick and stone façade that was connected into the southwest corner of the original church.

The church had four levels. The entry level or ‘Cay Cee Level’ had the main assembly area with a performance stage, a kitchen and two bathrooms. The top floor was the ‘Sanctuary Level’ which contained the pulpit, choir section, baptismal pool, and balcony. The basement or ‘King Level’ had several meeting rooms, three bathrooms, a computer room, a boiler room, and an electrical room. (Note: An unfinished sub-basement was also present with three rooms).

The church had an attached annex added to the eastern side of the original structure in 1994. The annex was approximately 60 x 45 feet in size and the three story addition contained an elevator that served the entire church. The annex was attached to the original structure via hallways on each floor with a central elevator shaft. On the first floor was a chapel, five offices and a bathroom. The second floor had nine meeting rooms. The third floor contained a fellowship hall, a kitchen and bathrooms.

The Fire

The fire occurred on a Saturday morning as parishioners were preparing to have breakfast. The church staff noticed smoke coming from an electrical outlet. When the pastor went to investigate in the electrical room located in the basement, he found heavy smoke. Building occupants called 911 and reported an electrical fire. Building occupants had evacuated the church prior to the arrival of fire fighters.

The origin of the fire was in the basement ceiling located in the front southwest corner of the church within an electrical/computer room. The actual ignition mechanism of the fire was unable to be determined. The fire spread horizontally through the concealed space between the basement ceiling and first floor. The fire then spread vertically via concealed wall spaces to the structural members, framing and interior furnishings.

There were approximately 70 fire fighters and 13 apparatus on scene during the 4th alarm response when the bell tower collapse occurred at 1213 hours.

At 0845 hours, an alarm was received for an electrical fire at a church. The 1st Alarm assignment included three engine companies, a truck company, another engine company to serve as the RIT team, an acting Battalion Chief as the IC, a Battalion Chief as the Incident Safety Officer (ISO), a Mobile Air Truck used to fill SCBA air tanks and a Safety Unit that maintains command status and fire fighter accountability boards.

  • Engine 4 (E4) was the first company on scene at 0850 hours. The apparatus was positioned in front of the church and the crew reported seeing light to moderate smoke inside the church. The church pastor told the crew that the building had been evacuated and that the smoke was coming from the electrical room in the basement.
  • The crew advanced a 1 ¾-in hand line through the front southeast entrance and down the stairs to the basement. Once in the basement, the crew was met with intense heat and thick black smoke. The crew could not see any flame but heard crackling sounds that they localized to the ceiling above them.
  • The crew then attempted to open the ceiling, but heavy plaster and lathe construction hindered their efforts.
  • Truck 4 (T4) also arrived on scene at 0850 hours and positioned the apparatus in the parking lot. The crew was preparing to raise the aerial ladder to the roof and begin ventilation when the IC ordered them to open the floor on the first floor above the fire.
  • Once on the first floor, the crew started using a chainsaw and immediately began to experience problems with the saw stalling. (Note: It is believed that the interior smoke conditions and a lack of oxygen caused the gas-powered saw to stall out rendering it unusable.)
  • The crew switched to axes and started chopping the floor. The E4 crew could hear the axe strikes above them from the basement below.
  • Engine 5 (E5) arrived on scene at 0851 hours and established water supply to E4. The crew advanced another 1 ¾-in hand line to the basement to back up the E4 crew.
  • Engine 10 (E10) arrived on scene at 0852 hours and established a second water supply. The crew advanced a 1 ¾-in hand line to the first floor to back up the T4 crew and assisted in opening the floor.
  • Both crews experienced heavy smoke conditions upon entering the church.

A 2nd Alarm was requested for additional manpower by Victim #1 at 0900 hours and the assignment included two engine companies, a truck company and the Deputy Chief. Prior to the 2nd Alarm being dispatched, the Deputy Chief was already en-route and upon arrival at 0900 hours conducted a size-up and was briefed by Officers. The Deputy Chief assumed IC while the Acting Battalion Chief became the Operations Chief and Chief Brace became the ISO.

A 3rd Alarm was requested by the IC at 0911 hours and the assignment included three additional engine companies and the Assistant Chief. Since the exact seat of the fire was still not located, the IC made a special request for Engine 29 (E29) to bring a thermal imaging camera (TIC) to the scene. (Note: At the time of this incident, the department had only one TIC, a unit that was on loan from the manufacturer.)

At 0919 hours (approximately 30 minutes into the incident), the IC called for an evacuation and an accountability check based on the deteriorating interior conditions.

  • All firefighters on the interior attack crews reported outside to the Safety Unit for the accountability check. After all personnel were accounted for at 0925 hours, the IC continued the interior attack with crews located in the basement and on the first floor.
  • The E12 Officer reported to command that they had located the fire in the basement prior to the accountability check; they were ordered to continue fire suppression with E4 acting as back-up.
  • Both crews re-entered the basement and began to extinguish the fire.
  • The E12 Officer reported that soon after they began to spray water, the basement went “black, totally black, like the fire left.” He immediately yelled for everyone to back out. Some fire fighters reported hearing a “big, loud whistle” followed by a bang.

At 0928 hours, a major backdraft occurred that injured six fire fighters. The E4 Officer who was standing at the top of the stairwell was blown out of the building into the street by the force of the backdraft. The E4 Officer suffered bruises and facial burns. The E12 crew in the basement was beginning to back out when roaring fire rolled over top of them knocking them down.

  • They quickly climbed the steps and exited the church with their bunker gear smoldering. The E12 Officer received burns on his back, hands and face; an E12 fire fighter received hand and facial burns and another E12 fire fighter received facial burns.
  • The E11 Officer and E11 fire fighter were venting windows from a ground ladder against the wall on the western exterior when they saw that smoke was puffing in and out of the windows. They heard a load roar and started to run, but the force of the backdraft blew them across the street.
  • Fire fighters immediately began administering first aid to the injured and the IC ordered an evacuation and accountability check. The accountability check was quickly conducted by the Safety Unit and all fire fighters were accounted for by 0929 hours. Five of the injured fire fighters were transported by ambulance to a metropolitan trauma/burn center.
  • Fire fighters from Truck 14 did not reenter the church but were ordered to set up a positive pressure ventilation fan in a window in the front of the church. (Note: This task was not completed prior to the backdraft.)

A 4th Alarm was requested by the IC at 0931 hours and the assignment included two additional engine companies, the Chief, a Communications Officer, and another Battalion Chief as an additional ISO.

  • For the next several hours, both ISOs were working their sectors and updating the IC with progress reports.
  • At 0948 hours (approximately 1 hour into the incident), heavy smoke was reported throughout the church and the IC changed tactics to a defensive attack and removed all personnel from the building. Numerous master steam appliances and hand lines were operated from all exposure sides in an attempt to extinguish the fire in the church and protect the annex.
  • At 0949 hours, fire was present throughout the western side of the church.
  • At 1007 hours, heavy black smoke was observed in the eastern side and at 1009 hours, fire was breaking through the roof.
  • At 1031 hours, there was heavy fire throughout the church
  • At 1048 hours (approximately 2 hours into the incident), the roof was completely burnt away and companies were continuing with “surround and drown” operations.
  • At 1148 hours, the IC ordered all exterior hose streams shut down. One ISO left the immediate scene as instructed by the Assistant Chief to impound the fire gear of the fire fighters injured in the back draft. The IC met with company officers and discussed overhaul operations to extinguish the remaining pockets of fire.

At 1213 hours (approximately 3½ hours into the incident), the church bell tower collapsed sending large chunks of stone, brick, heavy wooden timbers, and other debris crashing through the vestibule trapping both victims under debris.

  • Other fire fighters operating in the vestibule recall that heavy timbers and wood boards broke through the ceiling and then the entire ceiling came down. Several fire fighters reported narrowly escaping from the collapse. Fire fighters standing outside of the church were showered with falling debris that injured numerous fire fighters.
  • The collapse caused some of the heavy timber roof trusses to fail. Falling roof trusses struck several fire fighters and one fire fighter became trapped. The fire fighters made an urgent radio transmission for assistance and requested rescue equipment. Their call went unanswered due to command being incapacitated.
  • At 1214 hours, an arson Officer radioed to dispatch that a major collapse had occurred and requested a 5th alarm for additional manpower to assist with rescue efforts. The 5th alarm assignment included three additional engines and two additional truck companies. Fire fighters immediately began administering first aid and transporting injured fire fighters to ambulances. Upon hearing of the collapse over the radio, the other ISO returned to the immediate scene from impounding the fire gear from injured fire fighters.
  • The ISO, assisted by an officer of the Safety Unit, conducted an accountability check a short time after the collapse and verified that Victim #1 and Victim #2 were missing. Twenty three fire fighters were injured during the collapse and transported to area hospitals.

According to the NIOSH Report F2004-017 (HERE) investigators concluded that, to minimize the risk of similar occurrences, fire departments should perform the following;

  • Ensure that an assessment of the stability and safety of the structure is conducted before entering fire and water-damaged structures for overhaul operations
  • Establish and monitor a collapse zone to ensure that no activities take place within this area during overhaul operations
  • Ensure that the Incident Commander establishes the command post outside of the collapse zone
  • Train fire fighters to recognize conditions that forewarn of a backdraft
  • Ensure consistent use of personal alert safety system (PASS) devices during overhaul operations
  • Ensure that pre-incident planning is performed on structures containing unique features such as bell towers
  • Ensure that Incident Commanders conduct a risk-versus-gain analysis prior to committing fire fighters to an interior operation, and continue to assess risk-versus-gain throughout the operation including overhaul
  • Develop standard operating guidelines (SOGs) to assign additional safety officers during complex incidents
  • Provide interior attack crews with thermal imaging cameras
  • Municipalities should enforce current building codes to improve the safety of occupants and fire fighters

References and follow up;

NIOSH Report F2004-017           March 13, 2004

Career battalion chief and career master fire fighter die and twenty-nine career fire fighters are injured during a five alarm church fire – Pennsylvania

NIOSH REPORT 2009-100: Fire Fighter Fatality Investigation and Prevention Program: Leading Recommendations for Preventing Fire Fighter Fatalities, 1998–2005

NIOSH ALERT 2009-146: NIOSH Alert: Preventing Injuries and Deaths of Fire Fighters due to Structural Collapse (1999)

 
Ebenezer tragedy scoured for whys of fire, fatalities. Read more: http://www.post-gazette.com/pg/04117/306737-85.stm#ixzz0iM1F6Zep
 

Four Competencies of Leadership

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07Being a leader does not mean you have to be the Chief Brunacini in your fire department. In fact trying to be some type of leader you are not can get you into deep trouble. It is important to develop your own styles and type. In the 1980’s Dr. Warren Bennis of the University of California conducted a 5 year research study that look specifically at various styles of effective leaders. It is interesting to see that the results found that although each leader had his or her distinctive leadership style, they all shared four leadership competencies. These have been identified as the keys to successful leadership and Dr. Bennis identified them as: Management of Attention, Management of meaning, Management of Trust, Management of Self.
Management of Attention – This component is described as the ability to draw others to themselves through an intense focus of attention. Individuals who possess this ability have routinely been able to get others to enroll in their own visions. This has even been to the point that they have adopted the vision as their own. Leaders always keep their intentions in clear evidence.
Management of Meaning – This is the ability to communicate visions, dreams, and ideas effectively to others. These leaders do more than use words they use their entire person to communicate this message. These leaders know talk is cheap and that actions and appearances are the effective ways to communicate.
Management of Trust – This is an essential aspect of leadership. This section is about constancy and focus. I am sure you have heard individuals say “you know where they are coming from and what they stand for”. If you want to be a successful leader, your people have to trust you in order to follow you. They want a leader they can count on, even if they disagree with them rather than one they agree with but changes position constantly.
Management of Self – This is the ability to know one’s own skills and limitations and to get the most out of them. If you don’t have this trait you can do more harm than good. Leaders concentrate on positive goals and do not focus on risks. Here you must reject the idea of failure. Here you need to be able to display total confidence and not worry about mistakes.
     These leadership skills can be learned and used as company officers. Leadership, more than anything else, is a role the Company Officer must effectively fill. Often what we are seeing in today’s society is the “GAP”. That GAP is that the company officer is failing to assume this role and it is critical in the operations and safety of today’s fire service.

Situational Awareness and Risk Assessment

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8Situational Awareness and Risk Assessment
Situation Awareness related to Building Construction, Command Risk Management and Firefighter Safety is another mission critical element. Situation Awareness (SA) is the perception of environmental elements within a volume of time and space, the comprehension of their meaning, and the projection of their status in the near future. It is also a field of study concerned with perception of the environment critical to decision-makers in complex, dynamic situations and incidents. Both the 2006 and 2007 Firefighter Near-Miss Reporting System Annual Reports identified a lack of situational awareness as the highest contributing factor to near misses reported.

• Situation Awareness involves being aware of what is happening around you at an incident scene to understand how information, events, and your own actions will impact operational goals and incident objectives, both now and in the near future.

• Lacking SA or having inadequate SA has been identified as one of the primary factors in accidents attributed to human error.
• Situation Awareness becomes especially important in the structural fire suppression and firefighter domains where the information flow can be quite high and poor decisions can lead to serious consequences.
• Dynamic Risk Assessment is commonly used to describe a process of risk assessment being carried out in a changing or evolving environment, where what is being assessed is developing as the process itself is being undertaken.
• This is further problematical for the Incident Commander when confronted with competing or conflicting incident priorities, demands or distractions before a complete appreciation of all mission critical or essential information and data has been obtained.
• The dynamic management of risk is all about effective, informed and decisive decision making during all phases of an incident at a structural fire.

The integration of Situational Awareness and Dynamic Risk Assessment related to the building and occupancy is a mission critical element in managing structural fires and in the strategic command management and company level tactical operations as we go forward into the next decade.

• Traditional phased incident scene size-up and monitoring is antiquated and no longer appropriate or applicable to modern fire service operations.
• Situational awareness is a combination of attitudes, previously learned knowledge and new information gained from the incident scene and environment that enables the strategic commanders, decision-makers and tactical companies to gather the information they need to make effective decisions that will keep their firefighters and resources out of harm’s way, reducing the likelihood of adverse or detrimental effects.

Command and company officers and firefighters MUST understand the building, the occupancy features and the inherent impact of fire within and on the structure, AND be able to identify, communicate and take actions necessary to support the incident action and battle plans, mitigate incident conditions and provide for continuous safety protection to themselves, their team, their company and the entire alarm assignment operating at the incident scene.

Everyone on the incident scene MUST stay alert to changing conditions, obvious or latent conditions or escalating factors that require prompt identification, comprehension and appropriate implementation of actions. To the Incident Commander, fire officer or firefighter, knowing what’s going on around you, in and around the building structure and understanding the consequences of building, construction, assembly, fire load and fire development and growth is mission critical to incident stabilization and mitigation and profoundly crucial in terms of personnel safety. Maintain a three-sixty sphere of observation and awareness at all times.

A PDF Activity program is available at the following link HERE, that provides you with a series of incident scene images and questions that can be utilized for enhancing skill sets in the areas of Situational Awareness, Size-up and Risk Assessment and Profiling. It’s attached as a PFD File. If your interested in obtaining an electronic file as a Power Point Program, please submit an email request at; Christopher.naum@gmail.com

Leadership and Management

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45104737Both leadership and management are important and have their place. it is important not to confuse the two as they are different. Leadership is the skill and an attitude that enables one to get others to accomplish the objectives or goals that have been established. Management is the ability or skill of controlling resources, activities or tasks during the accomplishment of a objectives or goals. It is important to realize that these two concepts work synergistically together and that one without the other is not going to be very effective. “leadership is doing the right things, management is doing things right”, according to Doctor Warren Bennis of the University of California.

We can break this down a little further for understanding. We manage resources but you must lead people. The application of leadership and management will vary based upon several components; the resources at hand, the people, the confidence and abilities of the fire officer. Each officer will develop their own style. It is important to have a harmoneous balance between management and leadership. This balance will be dictated by the objectives or goals to be acheived.

There are three basic supervision styles; Autocratic, Democratic, Laissez-Faire.
Autocratic – I Decide
Democratic – We decide
Laissez-Faire – You decide

Effective Company Officers must have a mastery of all three styles and learn through experience which is the best style for every situation. Remember this is a learning process to reach “mastery”. You will make mistakes along the way in choosing the right style for a given situation. That is normal and it becomes a great basis for future decision making. When you make a mistake in choosing a style of supervision it doesn’t hurt to be humble with your personnel and let them know you made a mistake and you recognize it. When they recognize your sincere efforts to improve your supervision, you will gain respect from them. Remember respect is best earned not demanded.

Leading Recommendations for Preventing Fire Fighter Fatalities, 1998–2005

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2009100smNIOSH issues Report on: Leading Recommendations for Preventing Fire Fighter Fatalities, 1998–2005

The United States currently depends on approximately 1.1 million fire fighters to protect its citizens and property from losses caused by fire. Each year in the United States, approximately 100 fire fighters die in the line of duty. Sudden cardiac death is the leading cause of fatalities, followed by trauma. In 1998, Congress appropriated funds to the National Institute for Occupational Safety and Health (NIOSH) for a fire fighter safety initiative. As part of this initiative, NIOSH developed and implemented the Fire Fighter Fatality Investigation and Prevention Program (FFFIPP).

The overall goal of the NIOSH FFFIPP is to reduce the number of fire fighter fatalities. To accomplish this goal, NIOSH conducts investigations of line-of-duty fire fighter deaths to identify contributing factors and to generate recommendations for prevention.

This document is a synthesis of the 1,286 individual recommendations from the 335 FFFIPP investigations conducted from 1998 to 2005. We hope that the fire service will use this document as a resource and catalyst for developing, updating, and implementing effective policies, programs, and training to prevent fatalities among fire fighters.

Executive Summary
The report document summarizes the most frequent recommendations from the first 8 years of the NIOSH Fire Fighter Fatality Investigation and Prevention Program (FFFIPP). The overall goal of the program is to reduce the number of fire fighter fatalities.

Through 2005, the FFFIPP investigated 335 fatal incidents involving 372 fire fighter fatalities. The investigations encompassed a variety of circumstances such as cardiovascular-related deaths, motor vehicle accidents, structure fires, diving incidents, and electrocutions. Fatalities have been investigated in career, volunteer, and combination departments in both urban and rural settings throughout the United States.

This document shares the most common recommendations from the 335 investigations and more than 1,286 recommendations that were developed by NIOSH investigators. These recommendations were developed using existing fire service standards, guidelines, standard operating procedures, and other relevant resources over the first eight years of the program. Fire departments can use this document when developing, updating, and implementing policies, programs, and training for fire fighter injury prevention efforts.

Download or review the NIOSH Report HERE

Company Fortitude & Courage to be Safety Conscious

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The Company

The Company

On any given day, at any give alarm, the dynamics around us at times may be in or out of our direct control. The ability of the Company Officer to identify and execute actions appropriate for the given situations and to also forecast, project and anticipate circumstances that may have less than desirable affects on the crews operations, integrity and survivability are paramount. 

The Compay must have the fortitude and courage to be both safety conscious and measured in the performance of thier sworn duties while maintaining the appropriate balance of risk and bravery. The demands and requirements of modern firefighting will continue to require the placement of personnel within situations and buildings that carry risk, uncertainty and inherent danger. As a result, risk management must become fluid and integrate all personnel, with the Company Officer having the highest level of accountability and responsibility.

Dynamic risks must be managed at the company level with a balanced approach of effective assessment, analysis and probability within company and command decision making that results in safety conscious strategies and tactics.

 

  • The demands and requirements of modern firefighting will continue to require the placement of personnel within situations and buildings that carry risk, uncertainty and inherent danger.
  • As a result, risk management must become fluid and integrate all personnel.
  • We must manage dynamic risks with a balanced approach of effective assessment, analysis and probability within command decision making that results in safety conscious strategies and tactics.

Make time this weekend and slide on over to the United States Fire Administration (USFA) web site HERE. USFA Report HERE. The United States Fire Administration (USFA) released the report Firefighter Fatalities in the United States in 2008.

An overview of the 118 firefighters that died while on duty in 2008:
The total breakdown included 66 volunteer, 34 career, and 18 Wildland agency firefighters. There were 5 firefighter fatality incidents where 2 or more firefighters were killed, claiming a total of 18 firefighters’ lives.26 firefighters were killed during activities involving brush, grass or Wildland firefighting, more than twice the number killed the previous year. Activities related to emergency incidents resulted in the deaths of 75 firefighters;

  • 28 firefighters died while engaging in activities at the scene of a fire.
  • 21 firefighters died while responding to, and 3 while returning from, emergency incidents.
  • 12 firefighters died while they were engaged in training activities.
  • 13 firefighters died after the conclusion of their on-duty activity.
  • Heart attacks were the most frequent cause of death for 2008 with 45 firefighter deaths

Take a look at the issues, the factors and the causes. Take the time to think about what you can personally do to make a change, and what your company or agency must do, to support LODD reduction.  Especially for those situations that are in OUR control.

  • Don’t forget about the resources at the Everyone Goes Home Program, HERE.
  • As well as the The Near Miss Reporting System, HERE
  • Take a look at the USFA Fallen Firefighter postings and read about the sacrifices made in 2009, HERE
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