Executive Summary

Contents

A. Introduction

B. Description of System

C. Certification & Re-certification

D. Currency Req'ts.

E. Required Training / Prerequisite Exp.

F. Additional Training

G. Fitness Standards

H. Incident Complexity

I. Review and Update

J. Position Categories

K. Type 1 & Type 2 IMT's

L. ICS, Skill and Expanded Dispatch Position Qualifications

• Command and Staff
• Operations Section
• Planning Section
• Logistics Section
• Finance / Admin. Section
• Expanded Dispatch Section

Appendix A: Position Task Book Admin.

Appendix B: Qual. Flow Charts

Appendix C: Training Courses

Appendix D: Glossary

An Adobe PDF version of this document (117 pages, 213 kb) can be downloaded from the NWCG Publications Management System (PMS) website.

Wildland and Prescribed Fire Qualification System Guide

PMS 310-1 (NFES 1414)
January 2000

APPENDIX A
Position Task Book Administration

I. TASK BOOK DESIGN AND USE

Each section and page of the PTB are important to the process.

1. The cover includes the title of the position and, if applicable, states that a “wildland or prescribed fire assignment is required” prior to certification. The cover also contains a block of information that includes the name of the individual (trainee), the person initiating the PTB, and the date that it was initiated. The home unit or Training Specialist, when appropriate, (see Section II., A., 3. of this appendix) on an incident will enter this information.
2. The Verification/Certification of Completed Task Book on the reverse side of the cover provides a record of the final evaluator’s recommendation and agency certification. This should be kept on file by the agency to support certification. The final evaluator will complete the verification section recommending certification and the home unit, when appropriate, will complete the certification.
3. The introductory information on pages 3 and 4 provides a brief description of how the PTB is to be used and the responsibilities of those involved. More information is provided in this Appendix.
4. The Qualification Record includes:
   1. The left column contains a listing of the tasks which must be performed. If a specific standard (quality or quantity) is required, it will be specified in the task. Sub-items of tasks, identified as bullet statements, further define what is included in the task and how the task is to be performed.All bullet statements within a task which require an action (contain an action verb) must be demonstrated before that task can be signed off.
   2. The column labeled CODE will contain a code that specifies the type of situation in which “O” (other) is the least restrictive. Tasks labeled with an “O” can be completed in any situation. Successful completion of a training course which tests knowledge/skills associated with the task is acceptable, as is evaluation of performance under simulated or on-the-job situations. Assignment to an incident is not required. An example of an “O” situation is one in which an administrative officer, as a part of their regular job, may perform many of the tasks associated with a finance/administrative position for which they have been identified as a trainee. In this case, an evaluator may observe and document performance of the “O” task in the regular job setting.

   “I” (incident) must be performed on an incident of any type (wildland fire, prescribed fire, structural fire, search and rescue, hazmat, oil spill, emergency, non-emergency, planned or unplanned) which is managed using the ICS.

   “W” (wildland fire) must be performed on a wildland fire incident. “Rx” (prescribed fire) must be performed on a prescribed fire incident.

   “/R” (rare event) when added to the above codes this means that this task would rarely occur and opportunities to evaluate performance in a real setting would be limited. This label applies to tasks which are required in such situations as accidents, injuries, aircraft crashes, etc. The evaluator must use some discretion in evaluating these tasks. The evaluator may be able to determine, through interview, if the trainee would be able to perform the task in a real situation. Also, the trainee’s home unit may need to arrange for another assignment or an evaluation under simulated conditions.

   Tasks which carry both “W” and “RX” codes, may be demonstrated on either a wildland fire or a prescribed fire incident.

   3. The column labeled “Evaluation Record #” refers to the evaluation records at the end of the PTB (see E, “The Evaluation Record” below). Each evaluator will complete an evaluation record and use the number of that record when they evaluate the tasks.
   4. The right-hand column provides space for the evaluator to initial and date when the task is completed. All tasks must be completed, initialed and dated before the trainee can be recommended for certification in the position.

5. The Evaluation Record (four blocks at the end of the PTB) is for recording information about the type and complexity of the incident on which the evaluation was made and the recommendations of the evaluator. There are specific instructions for completion of the evaluation record included in the PTB.

II. RESPONSIBILITIES

A. The Home Unit

The home unit is the designated agency that employs the individual. This could be a district, county, state, park, reservation or similar entity, and/or the administrator who manages the qualification system.

It is the responsibility of the home unit to:

1. Select trainees, based upon the needs of the home unit and agreements with cooperators.
2. Ensure that individuals selected as trainees have met all required training and prerequisite experience for the position as stated in PMS310-1.

   EXAMPLE: An individual selected as a trainee for the position of Single Resource Boss Crew (CRWB) must have documented, satisfactory performance as an Advanced Firefighter/Squad Boss (FFT1) and must have successfully completed the required training courses prior to: obtaining an initiated PTB; performing on-the-job-training; or filling position performance assignments.

3. Initiate and issue the PTB to the trainee, explain the purpose of the PTB and the training, qualification and certification process to ensure that the trainee clearly understands the responsibilities. PTBs can only be initiated by the home unit or a training specialist on an incident. The training specialist may only initiate and issue a PTB if there is a clear indication from the home unit that such an action is acceptable. Clear indications include a designation of “trainee” for the position on the incident qualification card or direct contact with the appropriate official at the home unit.
4. Ensure the trainee has the opportunity to acquire the knowledge/skills necessary to perform the position. This includes completion of training courses and on-the-job training assignments. It is important to ensure that the trainee is fully prepared to perform the tasks of the position prior to undertaking a position performance assignment(s).
5. Provide opportunities for non-incident (“O”) task evaluation, for position performance assignments on local incidents and/or make the trainee available for assignments to larger incidents. The home unit must provide an evaluator for local incidents. Evaluators must be certified in the position they are evaluating. The only exception is when a subject matter expert is assigned to evaluate“O” tasks by the home unit.
6. Track the progress of the trainee. This is a responsibility the home unit shares with the trainee. The PTB should be reviewed and the training plan re-evaluated after each position performance assignment.
7. Review and confirm the completion of the PTB and make a determination of certification. This determination should be made based on specific knowledge of the individual’s capabilities and local policy as well as the completed PTB. Only the home unit has the authority to certify an individual’s qualifications.
8. Issue proof of certification as required by PMS 310-1. This proof is normally an incident qualification card.

B. The Trainee

The trainee is the individual, approved by their agency, who is preparing to qualify for a position. Trainee status requires that all prerequisite experience and required training courses have been completed prior to initiation of a position task book by the appropriate agency official of the home unit. The trainee is then eligible for on-the-job training, task evaluation and/or position performance evaluation.

It is the responsibility of the trainee to:

1. Review and understand the instructions in the PTB.
2. Meet with trainer/coach and/or evaluator and identify desired goals and objectives for an assignment.
3. Ensure that he/she is ready to perform the tasks of the position prior to undertaking a position performance assignment. This includes acquisition of the knowledge and skills needed to perform the job tasks. On-the-job training assignments may assist in acquiring those knowledge and skills.
4. Provide background information (training and experience) to the trainer/coach or evaluator.
5. Complete the PTB within a three-year time limit. This is three years from the time the first task is evaluated until the task book is completed. Otherwise, the trainee must begin the process anew.

   Note: Individuals that have 1993 edition PTBs, that were initiated prior to December 31, 1999, may continue to complete those at the discretion of the appropriate official of the home unit within the three year time period established in this guide. This means that 1993 edition PTBs will no longer be valid if completed any later than December 31, 2002.

6. Make sure that a qualified evaluator initials all tasks as they are completed and completes the appropriate evaluation record.
7. Safeguard the PTB. This is extremely important as the PTB is the only record of task performance. A lost or destroyed PTB may require additional position performance assignments. It is suggested that a copy of the original be made following each assignment.
8. Provide a copy of the completed PTB to the home unit. The original is kept in the trainee’s personal records.

C. The Trainer/Coach

The trainer/coach is a position qualified individual who provides instruction to a trainee. This may be in the classroom, on-the-job, or on an incident. While many of the requirements of the trainer/coach are similar to those of an evaluator, it is important that the roles of training and evaluation remain separate as described in this guide.

It is the responsibility of the trainer/coach to:

1. Be certified in the position being for which training is being provided. The only exception is when a subject matter expert is assigned to provide training for tasks marked “O”.
2. Meet with the trainee during the first phase of an on-the-job training assignment and determine past experience and training, current qualifications, desired goals and objectives of the assignment.
3. Review the tasks in the PTB with the trainee and explain the procedures that will be used in the training assignment and the objectives which should be met during the assignment.
4. Reach agreement with the trainee on the specific tasks which can be mastered during the assignment.
5. Document training assignment according to the situation and/or agency policy.
6. At the discretion of the Trainer/Coach, it may be possible to provide on-the-job training and then recommend a position performance assignment at a later time during the same incident. (See note on the functions of training and task evaluation under item D., 2., below)

D. The Evaluator

The evaluator is the person who will actually observe for certification/re-certification purposes the tasks being performed and documents successful performance.

It is the responsibility of the evaluator to:

1. Be certified in the position being evaluated.The only exception is when a subject matter expert is assigned to evaluate “O” tasks by the home unit.
2. Meet with the trainee as the first phase of a position performance assignment and determine past experience and training, current qualifications, desired goals and objectives of the assignment. If an evaluator determines that the trainee does not meet the prerequisites for the position or does not have the knowledge/skills to perform the tasks of the position, then the position performance assignment must not continue.

   At the discretion of the evaluator or training specialist on the incident and if the individual meets the prerequisites, it may be possible to provide on-the-job training and reinstate the performance assignment at a later time during the same incident.

NOTE: The PTBs are designed primarily for the evaluation of individual performance or as a checklist for re-certification, but they may also be used as a basis for on-the-job training. The trainer/coach and the evaluator may also be the same person, however, the functions of training and evaluation must remain separate. For example, a trainer/coach may be instructing a trainee in pump operation tasks. When the trainee appears to have mastered the tasks, the trainer/coach can become the evaluator and observe and record performance of the task. It’s similar to instruction in the classroom and taking a test. The two functions are separate. They can be performed in sequence, but not at the same time.

3. Review the tasks in the PTB with the trainee and explain the procedures that will be used in the evaluation and the objectives which should be met during the assignment.
4. Reach agreement with the trainee on the specific tasks which can be performed and evaluated during the assignment.
5. Accurately evaluate and record the demonstrated performance of tasks. This is the evaluator’s most important responsibility; it provides for the integrity of the performance based qualification system.
6. Complete the appropriate evaluation record in the back of the PTB. If more than one position performance assignment is necessary, the evaluator for each assignment will complete an evaluation record.
7. When all tasks in the PTB have been completed and signed off, complete the verification statement inside the front cover of the PTB. Only the evaluator on the final position performance assignment (the assignment in which all tasks have been evaluated and signed off) will complete the verification statement recommending certification.

E. The Training Specialist

The training specialist can be the individual in the home unit who is responsible for training and qualifications, or a person who holds certification as a training specialist on an incident.

It is the responsibility of the training specialist to:

1. Meet with the trainee and determine the type of assignment which is necessary (position performance assignment or on-the-job training). Consider past experience and training, current qualifications, desired goals and objectives of the assignment. If the trainee does not meet the prerequisites for the position or does not have the knowledge/skills to perform the tasks of the position, then the position performance assignment must not continue. If the individual meets the prerequisites but does not have the necessary knowledge/skills, it may be possible to provide on-the-job training and reinstate the performance assignment at a later time during the same incident.
2. Identify opportunities for on-the-job training and position performance assignments which meet the trainee’s needs and objectives.
3. Work with the incident or home unit to identify and assign qualified evaluators.
4. Initiate a PTB only after acquiring authorization from the appropriate agency official of the home unit.
5. Document all on-the-job training and position performance assignments.
6. Conduct periodic progress reviews to ensure that assignments are proceeding as planned.
7. Conduct a close-out interview with the trainee and the evaluator to ensure that the PTB has been properly completed.

III. SPECIAL CONSIDERATIONS AND EXCEPTIONS

1. Positions for which there are no NWCG Position Task Books:

   The following positions perform tasks which vary depending on the agency and/or the assignment.

   Qualification and assignment will be determined by the agency.

   • Agency Representative (AREP)
   • Interagency Resource Representative (IARR)
   • Air Tanker/Fixed Wing Coordinator (ATCO)
   • Infrared Interpreter
2. Functions essential for successful fire use activities.

   1. Planning: Essential for completion of prescribed fire activities. Planning requirements are agency determined.
   2. Holding: The planning process will be used to identify appropriate holding resources, and those resources will be obtained from positions identified in this guide.
3. Positions which require a performance assignment on a wildland and/or prescribed fire are:

Identified in Section L, “ICS, Skill and Expanded Dispatch Position Qualifications,” of PMS 310-1; designated with an asterisk (*) in Appendix C; and also identified on the cover of each PTB.

4. Positions which utilize the same PTB:

   1. The following positions perform the same tasks at different levels of complexity and the same PTB is used. Trainees are required to complete a PTB for each complexity level. When the PTB is initiated, the appropriate level should be identified by crossing out the inappropriate position identifiers on the PTB cover. These positions include:

      • Incident Commander Type 1 & 2 (ICT1&2)
      • Planning Section Chief Type 1 & 2 (PSC1&2)
      • Operations Section Chief Type 1 & 2 (PSC1&2)
      • Logistics Section Chief Type 1 & 2 (LSC1&2)
      • Finance/Administration Section Chief Type 1 & 2 (FSC1&2)
      • Safety Officer Type 1 & 2 (SOF1&2)
      • Information Officer Type 1 & 2 (IOF1&2)
      • Helibase Manager Type 1 & 2 (HEB1&2)
      • Prescribed Fire Burn Boss Type 1 & 2 (RXB1&2)
      • Prescribed Fire Manager Type 1 & 2 (RXM1&2)

   2. The strike team leader positions perform the same tasks for different types of resources. The PTB need only be completed once. The qualification in the specific resource is determined by the prerequisite qualification in that resource.
   3. The PTB for the single resource boss positions differs from other PTBs. The first set of tasks are common to all the single resource boss positions. These tasks are the same as those required for the crew boss position. Additional specific tasks are required for the other types of single resource boss positions (Engine, Dozer, Tractor/Plow, Felling, and Firing). When the PTB is issued, the appropriate position(s) should be identified by crossing out the inappropriate positions on the cover. The trainee then needs to be signed off for all of the common tasks as well as those additional tasks which apply to the specific resource. At the discretion of the home unit, once qualified as a single resource boss for a resource, it may not be necessary to recomplete the tasks common to all single resource boss positions in order to become qualified as a single resource boss for another resource.

      NOTE: The course, Crew Boss (Single Resource) S-230, is required training for all single resource boss positions. The course was designed for those individuals who would manage any single resource, not just a 20 person handcrew. More importantly, when the current curriculum was designed, it was agreed to drop the course Fire Suppression Tactics S-336 as required training, and incorporate the tactics and fireline safety material from S-336 into the new Crew Boss S-230, and Task Force/Strike Team Leader S-330 courses. Therefore, it is essential that all Single Resource Bosses receive the tactics and fireline safety material contained in the Crew Boss S-230 course.

IV. COMMENTS AND RECOMMENDATIONS

1. Comments and recommendations on the PTBs and the qualification process should be submitted through the appropriate agency official to the Incident Operations Standards Working Team (IOSWT). While the IOSWT may handle special problems at any time, the planned revision interval will be five (5) years. Users may submit proposed revisions as needs are identified. The IOSWT will review the proposal, consult with subject matter experts, the other NWCG working teams as appropriate and recommend adoption or rejection by the NWCG.
2. PTBs which may be developed for positions not identified within PMS 310-1, must be submitted to the IOSWT for review and consideration for acceptance into the system.