Globalization, advances in information technology, as well as skills are guiding changes within organizations, which force them to direct their policies and standards to make them more competitive. For this reason, the main objective of the present work is to propose a career plan based on competencies for the Fire Department of the University of Carabobo, which allows determining the different behavioral and / or emotional competencies necessary for the successful performance of active members. of said institution, through the study of the different categories of competences presented by Hay Group.
HISTORICAL REVIEW
The University Council, in use of the powers conferred by ordinal 21 of Article 26 of the University Law, creates on June 7, 1982 the Directorate of Fire Prevention, Protection, Security and other Accidents of the University of Carabobo. On the same date the regulation is approved, which states in Title I, Article I, the following: "The Directorate of Fire Prevention, Protection and Security (PIPSUC), has the purpose of safeguarding the patrimony of the University, both what refers to the prevention of fires and other natural and man-made accidents, such as the protection and internal security of the University of Carabobo. Regarding security, it also includes: the security of the life of the members of the university community,the protection of the environment and the safeguarding of the assets belonging to the institution. "
In this sense, the new concepts in integral safety, direct their attention and efforts to provide workers with information and knowledge in this matter, in order for them to actively participate in the prevention and control of risks that cause accidents at work or Occupational diseases.
For this purpose, PIPSUC bases its actions on the following laws:
- Constitution of the Bolivarian Republic of Venezuela, in its Chapter V, article 87 establishes:…. “All employers will guarantee their workers conditions of safety, hygiene and an adequate working environment. The state will adopt measures and create institutions that allow the control and promotion of these conditions. "The Organic Labor Law in Title II, Chapter VI, in its Article 102 literal" d "and" e "and Article 103 literal" e ”, Establishes the causes of dismissal and justified retirement due to the performance or omission of events related to safety at work, and in Article 237, it establishes verbatim:“ No worker may be exposed to the action of physical agents, ergonomic conditions, psychosocial risks, chemical agents, biological or of any other nature,without being warned about the nature of the same, the damage that it could cause to health and instructed in the principles of its prevention. ”Organic Law of Prevention, Conditions and Work Environment (LOPCYMAT), which establishes:“ The The purpose of this Law is to guarantee permanent and occasional workers, conditions of safety, health and well-being, in an adequate and conducive work environment for the exercise of their physical and mental faculties. Organic Law for the Safeguarding of Public Heritage, states In article 34, the inescapable responsibility that workers have with the institution and for this purpose establishes: “The public official or employee responds civilly when with intent, negligence, recklessness or abuse of power causes damage to Public Heritage.Civil liability will be effective in accordance with the relevant legal provisions.
It is also based on other laws, decrees, norms and procedures related to comprehensive safety such as: Organic Law of Administrative Procedures, Organic Law of the Environment, Law of Universities, Law of Exercise of the Firefighters Profession, Decree for Prevention and Protection Fire Fighting, Labor Regulations, COVENIN Standards, ISO Standards; Environmental Standards among others. That is why the Fire Prevention, Protection and Security Directorate, in order to fulfill the mission entrusted by the university authorities and enforce the provisions of the current legal system and internal and external regulations on Comprehensive Security.
LOCATION
The Directorate of Fire Prevention, Protection and Safety is located in Bárbula Av. El Estudiantes where the University Fire Department is located.
STAFF
The PIPSUC Directorate has in its staff:
1 Teacher (Director)
118 Workers
43 Administrative (21 firefighters)
PIPSUC ADDRESS
MISSION
The fire prevention, protection and security direction (pipsuc), attached to the administrative vice-rector of the university of carabobo, aims to protect the integrity of the ucista community, in terms of its workers, environment, facilities and equipment, as well as to provide support to neighboring communities, through the execution of safety programs and projects that include: fire prevention, internal security, loss control, environmental protection, occupational hygiene and industrial safety, which allow educating and raising awareness of workers in safety matters integral so that they carry out their activities in an optimal work environment and with a spirit of institutional belonging
PIPSUC ADDRESS
VISION
The direction of fire prevention, protection and security of the university of carabobo (pipsuc), will continue the process of growth and changes aimed at achieving comprehensive security in each of the areas of the university, establishing levels of responsibility and effective participation, through plans and programs adapted to the new demands of the ucista community, to optimize quality and productivity at work with a minimum of health, environment and university heritage; Likewise, it plans to achieve that the university has a high-level image both internally and externally in its condition that promotes integral security.
PIPSUC ADDRESS
OVERALL OBJECTIVE
- Ensure the safety and protection of both the Carabobo university heritage, as well as the people who make it up, implementing programs and actions aimed at comprehensive security for this purpose, to minimize the loss of materials and equipment and to protect the UC community..
SPECIFIC OBJECTIVES
- Determine the frequency of events that threaten the university heritage through research, in order to establish priorities for attention.
- Provide information and advice on Comprehensive Security to all members of the University Community through Preventive Programs in the aspects of Industrial Safety and Occupational Hygiene, Environmental Protection, Fire Prevention, Internal Security and Loss Control in order to offer Necessary tools that are applicable in case of contingencies in the University Campus.
Organization Chart - Fire Department of the University of Carabobo
SOURCE: PIPSUC ADDRESS (1998)
Promotion Route of the Firefighters Group - University of Carabobo
SOURCE: UC TRAINING DEPARTMENT (1998)
POSITION PROFILES
Position: Firefighter
Profile
Education and Experience:
Bachelor plus basic firefighter course 6 months long.
2 years of progressive experience at the operational level.
Knowledge skills and abilities.
Basic knowledge of:
- Basic level emergency medical aid. Fire fighting. Rescue and rescue. Operation of radio communication equipment. Operation of fire tools.
Ability to:
- Apply fire fighting techniques Apply rescue and rescue techniques Maintain interpersonal relationships Develop leadership techniques
Abilities:
- Handling of fire fighting equipment and tools Handling of rescue and rescue equipment Handling of fire fighting equipment Handling of motor-driven pumps
Position: Chief of Fire Prevention.
Profile
Education and Experience:
TSU in Industrial and / or Fire Safety, with 9 years of technical, operational, supervisory and strategic experience in the area of fire prevention, investigation and inspections.
Other requirements:
Have held the positions of: Firefighter, Chief Firefighter, Inspector Firefighter and have the rank of Second Lieutenant.
Knowledge, skills and abilities.
Knowledge:
- Fire risk analysis Reading and interpretation of fire fighting plans Interpretation and implementation of laws, regulations and legal provisions for fire prevention Preservation and management of evidence Fire investigations and inspections Interpretation and application of technical standards (COVENIN) Analysis Statistics Industrial Safety and Basic Occupational Hygiene Technical English Training of business instructors (FIE)
Skill:
- Make decisions Give both verbal and written instructions Establish fire prevention action plans Detect failures in inspection and prevention plans Detect causes that originate fires and other accidents.
Abilities:
- Management of computer equipment under Windows environment. Management of environment measurement and analysis equipment.
Position: Head of Firefighting Operations.
Profile.
Education and Experience:
TSU in Industrial Safety and / or Fire, 12 years of progressive experience of a technical, operational, supervisory and strategic nature in the area of control and coordination of firefighting operations.
Other requirements:
Have held the positions of: Chief Firefighter, Inspector Firefighter, Prevention Chief and have the rank of Lieutenant or Captain.
Knowledge, skills and abilities.
Knowledge:
- Firefighting operations and coordination. Firefighting scenes command. Command post. Mass emergency management. Resource management. Supervisory management. Teamwork. Leadership. Administrative procedures. Reading and interpretation of urban plans.
Abilities:
- Make decisions Supervision of personnel Plan and coordinate firefighting operations in case of contingencies Preparation of reports Interinstitutional relations Analysis of firefighting risks Resource management
Abilities:
- Management of computer equipment under Windows environment Management of audiovisual resources Management of technological and human resources Management of public speaking techniques
Position: Commander.
profile.
Education and Experience.
University Professional in career who have the area of Industrial Safety or career to end, preferably with Postgraduate in Strategic Management, with 18 years of progressive experience of a technical, operational and managerial nature in the area of planning in firefighting matters.
Other requirements:
To be a professional firefighter by career and to have held the position of Inspector General of the Fire Services and have the rank of major of firefighter.
Knowledge, Skills and Skills.
Knowledge:
- Strategic management Legal provisions in the fire department Organic Labor Law ISO 9000 and 14000 Budget administration General accounting Human resources management Risk analysis and administration Management Information System
Abilities:
- Decision making Inter-institutional relationships Establish chains of command Maintain interpersonal relationships Plan and organize Manage resources
Abilities:
- Management of computer equipment under Windows environment. Management of public speaking techniques. Internet management.
PROPOSED COMPETENCY-BASED CAREER PLANNING MODEL
Department of Prevention, Extinction of Fires and other Claims.
The Fire Department of the University of Carabobo has four main functional areas, namely:
Start Area:
This area is the one corresponding to the training and adaptation of what will be the firefighting trajectory of all those people who want to carry out a professional firefighting career performing activities of fire fighting, emergency medical aid, rescue and rescue and other contingencies.
Operational Area:
This area corresponds to all those actions conducive to extinguishing fires, emergency medical aid, rescue and rescue and attention to other accidents, whose objective is to provide corrective actions directly to the work camps.
Preventive or Technical Area:
This area corresponds to the achievement of predictive and preventive actions on the causes and consequences that originate fires and other contingencies, it is here where the legal provisions and technical standards necessary to comply with the minimum requirements of fire protection are implemented, as well as the investigation of the causes of accidents, the formative and preventive education.
Management Area:
This area corresponds to the statuses responsible for ensuring the planning, coordination, execution and control of all those actions that lead to the achievement of the goals and objectives of the organization, as well as the most efficient administration of all its resources (human, financial, technological).
Promotion Route of the Firefighters Group
SOURCE: OWN (2002)
Taking into account the classification described above, we proceeded according to the characteristics that define each of these areas, the grouping of competencies according to Hay Mcber was taken, this grouping is defined as follows:
Achievement and action:
Individuals set their own goals in an ambitious way, above the standards and expectations, taking special care not to make mistakes and avoiding obstacles that prevent reaching successful results.
Support and human service:
Individuals identify links to other government programs. They make effective use of appropriate internal and / or external sources that deliver services that balance policy objective and customer needs above. Processes are handled in a customer-sensitive manner seeking constant feedback and act on customer feedback and personal responsibility taking for quality of service. Train staff in customer service approaches.
Impact and Influence:
The ability to make someone else do something, without using power or authority.
Management:
Individuals are effective negotiators, who are committed to continuous learning and their environment while recognizing the need for their organization to manage learning and intellectual capital. They are focused on achieving goals assigned to their work unit by giving directions and courses of actions, managing work and assigning resources in an effective way. By planning work and deploying resources, they define work goals and milestones, form alliances when possible, and conduct risk analysis. They demonstrate a consistent understanding of the management framework requirements for financial, human and material resources.
Cognitive:
The individual possesses the cognitive ability to understand and respond effectively to the complexities inherent in serving clients. They can see multiple relationships of events, information pertaining to the operation of work units, mandate of the Branch and objectives. Their cognitive abilities allow them to synthesize information from various sources, see problems from different angles, recognize patterns, trends or causes of events and develop strategies, see implications and consequences, develop strategies and determine what needs to be achieved to achieve business goals.
Personal effectiveness:
Ability to determine the appropriate objectives "do the right thing." Based on the principle of trustworthiness, it constitutes the relationship with myself.
The identification of the competencies required for superior performance in each of these is presented below, detailed below:
- In the starting area the competencies are:
| PERSONAL EFFECTIVENESS | HELP AND SERVICE |
| Self-control
Self-confidence Flexibility |
Interpersonal understanding
Orientation to customer service |
- Within the Personal Efficiency competencies we can point out that the commitment to the organization will be developed during the course of the professional career, before being promoted to the technical / operational area.In the technical / operational area the competencies are:
| COGNITIVE | ACHIEVEMENT AND ACTION |
| Technical knowledge
Analytical capacity |
Achievement orientation
Concern for order, quality and precision Initiative Information search |
- In the managerial area the competencies are:
| INFLUENCE | MANAGERIAL |
| Impact and influence
Organizational awareness Establishment of relationships |
Person Development
Assertiveness and use of positional power Teamwork and cooperation Team leadership |
CONCLUSIONS AND RECOMMENDATIONS
With the completion of this work, it was evidenced that currently the university fire department has a career path model, in which there are various failures, which do not allow a job performance in accordance with the demands of the positions and routes promotion, which causes a demotivation of the active staff to develop the objectives of the institution. That is why the proposed model seeks to offer new trends based on competencies since this institution only bases its profiles on knowledge, abilities and skills, thus achieving a better cohesion between the functional areas that are developed and the emotional-behavioral aspect of the active staff of the institution, seeking a better motivation in the performance of the functions of these personnel.
The study of the feasibility of implementing the proposed model is recommended, both in the University of Carabobo and in other Fire Brigades.
The redesign of the profiles by the Planning Office of the University Sector is recommended.
BIBLIOGRAPHY
- FLETCHER Shirley, Skills Based Training Design. Editorial panorama, year 2000. México, DFBUTTERISS, Margaret. Reinventing Human Resources. Editorial Edipe, Gestión 2000, year 2000. Barcelona. Spain.PERNALETE, Belkys. Dictionary of Behavioral and / or Emotional Competencies. Compilation. Valencia, Venezuela 2001 Learning Resource Network. Learning Resource Center. Corporate Competency Profile for Middle Managers.
