So ICS started when we had a lot of incidences that weren't being managed well. - Of course, the greatest tool for managing systems effectively is having a strategy. - It's basically management by objective terminology that wasn't standardized led to confusion organizations could not expand or contract. - There was a common command and control system at one time called fire ground command, but it left out the ability to expand to very large levels. - For instance, if we had the Nepal quake for instance north of India, only the ability to put in a dozen or so teams, we would quickly be overwhelmed. - In the incident command system, there's no limit to how big it can expand, and there are lots of systems in place that allow us to manage multiple emergencies at one time. - The biggest event I've been to is a firestorm where crews were brought in from other provinces and other countries. - If they didn't have the incident command system to all fall back on, it would quickly be like three different languages spoken on the same incident or emergency or fire ground at the same time. - The other advantage of the incident command was how big it can expand to, but we have standardized communications. - So we all know what radio frequency it is to talk on and how to get a hold of somebody. - We'll cover that in about session three of the 40-week training. - There was no action planning as part of the downfall before ICS was implemented, basically three years ago when we were training for the single event and for the small-scale. - Now, we are using the incident command system for multiple emergency, multiple day events, and huge size incidents where many crews and many teams have to work together. - The key element...
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PROCEDURE FOR RESPONDING TO A COMPLAINT. (03/25) 2. All allegations of discrimination received in EEO Counseling must be thoroughly investigated by the EEO Officer before a complaint is presented to MST's Complaint Investigation Unit. 3. A complaint may not be presented in a manner that is inconsistent with the requirements of any applicable Federal law or regulation, such as the Equal Credit Opportunity Act (ECO), the Age Discrimination in Employment Act of 1967 (AREA), the Americans with Disabilities Act (ADA), or the Rehabilitation Act of 1973. . 80310 PROCEDURE FOR INVESTIGATING A COMPLAINT. (07/29) DUTIES OF EEO OFFICIAL The EEO Official (EO) is responsible for the processing of EEO complaints, investigating and handling complaints, and supervising EEO Counselors (ECO's). A. General duties of EEO Officer: · Maintain an office located at MST's Office of EEO and Equal Employment Opportunity; · Maintain a confidential EEO counseling/investigation file; · Comply with the Federal regulations and all MST policies and practices required by law; · Participate in the EEO process at all stages; · Comply with all internal and external EEO processes and restrictions; · Ensure that all EEO Counselors are educated and educated in EEO matters; · Maintain all EEO procedures and records in a fully operational and accessible format for record retention of EEO Counselors and employees. · Review and edit EEO documents; and · Ensure that all EEO Counselors know and understand the EEO policies, procedures, procedures and policies, as well as the MST procedures governing the conduct of EEO investigations. B. Investigations of discrimination A. EEO investigation · MST requires that at least one witness be present and that testimony be given by one witness for each charge, as well as the EEO Officer. · Counselors provide testimony. · EEO offices will issue subpoenas as needed to obtain relevant evidence, and EEO Officer subpoenas must be made in an expeditious manner. · EEO Officer is responsible for completing and documenting a report of the investigation on a form provided by the EEO Office. C.
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