Forms the foundation for development and longevity

1
ERT Infrastructure
Forms the foundation for development and
longevity
2
ERT Infrastructure

• Starting elements
• Determine site needs
• Identify what emergencies you can
  expect
• Senior management long term buy-in
• Cooperation from managers
  supervisors

3
Member Selection

• The saga of volunteers
• Having them choose you
• Limited knowledge of their abilities
• Cant control distribution
• Forces increased ERT saturation
• Insures communication gaps
• Imbalanced team leaders versus followers

4
Member Selection

• The saga of volunteers
• Having managers/departments choose your
  members
• Their selection process will have a
  different priority than yours
• You most likely will get their worst employees
• Potential decision delays
• Imbalanced team leaders versus followers

5
Member Selection

• The saga of volunteers
• When you pick them
• Scaling for performance non-tangibles
• Setting up a resource pool
• Profiling for choices
• Determine longevity availability
• Romance them

6
Member Selection

• The saga of volunteers
• You choosing by department
• Knowledge of their environment
• Balanced saturation
• Control of choices
• Leaders followers

7
Risk-Based Response Plan

• Variables
• Daily campus head count
• Growth projections
• Termination projections
• Mobility of your population multiple shifts
• Number of buildings/floors and complexity of your
  site
• Location of your buildings
• Emergency risk exposure potential types of
  incidents
• Recordable injuries

8
Risk-Based Response Plan

• Variables
• 9-1-1 response time to the victim
• Type of facility // mostly administration /
  RD // warehouse or manufacturing not meeting
  type 3 hazards // significant physical or
  chemical hazards // treatment storage or
  disposal site (TSD) // regulated or voluntary
  clean up site / Chemical spills could
  cause great harm
• Budget limitations
• Time constraints
• On-site security, EMTs, nurses, etc.

9
Risk-Based Response Plan

• High-Risk
• A large complex of 100,000 square feet
  including high rise structures and/or multiple
  buildings
• Having 500 or more employees, contractors/visitors
  with multiple shifts
• Work hazards are common place including Haz Mat
• 9-1-1 patient contact takes five plus minutes

10
Risk-Based Response Plan

• Moderate-Risk
• Multiple buildings, moderately complex
• Having less than 500 employees,
  contractors/visitors
• Work hazards are common place limited Haz Mat
• 9-1-1 patient contact takes five plus minutes

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Risk-Based Response Plan

• Low-Risk
• Limited and/or small buildings limited complexity
  
• Having less than 200 employees,
  contractors/visitors
• Minimal hazards little or no Haz Mat typical
  RD/Admin
• 9-1-1 patient contact takes less than five
  minutes

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How many ERT's are needed?

• Tools
• Time distance evaluation
• Industry standards and averages 1 - 20
  of your employee population
• 1800 employees, 5 buildings // 1 - 3 of
  your population would be ERT members //
  About 25 50 members // A low-risk
  environment would look closer to 25 members
  // A high-risk environment would look closer to
  50 members

13
Haz Mat Training - What's enough

• OSHA Your ERT
• Do you need an Haz Mat Response Team?
• How much Haz Mat training do you really need?
• What is OSHA's staffing requirements for entering
  an IDLH environment?
• Annual Refresher training whats needed?

14
ERT Steering Committee

• Leaders ChampionsManagement oversees the team
• This releases them for other responsibilities
• Dramatically decreases having to manage each
  ERT member concerns and questions
• The ERT takes ownership this increases ERT
  lifespan
• The ERT Steering Committee runs the team deals
  with one on one issues with the ERT members
  a liaison

15
ERT Retention

• Keeping them on board
• ERT retention begins with ERT selection
• Set the bar higher push instead of coddle,
  expect instead of accept! This alone will
  build a lasting team.
• Use your ERT Steering Committee to set
  consequences
• Regular scheduled ongoing training monthly,
  quarterly
• Critical incident management within 24 hours
• Pre-set resources for post-event critiquing and
  debriefing

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ERT Retention

• Keeping them on board
• Regular all-hands meeting feed them they will
  come
• Repeated Newsletter articles on the team or a
  member
• Awards placards Responder of the Quarter,
  etc.
• Affinity program jackets, shirts, hats, etc.

17
ERT Maintenance

• Maintaining control
• Develop procedures and policies
• ERT sign-up form that includes managers
  signature
• ERT orientation booklet
• Spreadsheet for all recordkeeping
• Training
• Response equipment
• Attendance/activity/incident tracking system
• Deactivation

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Cross-Training

• Should you?
• In a word, Yes
• More cost effective
• Less overall team players effective control
• Less team members for each critical element leads
  to more training for each thus pulling them
  away from their job assignments even more
• Careful too many varied skills can dilute
  effectiveness

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Managers Support

• Freeing your ERT
• An communiqué from a senior manager to all
  mid-managers and supervisors
• One-on-one staff meeting with managers to drive
  home the importance of their employees
  attending ERT training
• Certificate of appreciation to managers
• Invite them to each All-Hands meetings

20
ERT Shake Out

• Whos really there
• Whos active and whos not whats your real
  headcount?
• Resurrect them
• Get your infrastructure sound first
• Romance and push them
• Determine status Active, Inactive, Deactivate
• Recruit retain

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