Hose lays in high-rise buildings
In this edition of “KTW” Captains Greg Shirley, Tom Kitahata and Paul Egizi discuss (1) High Rise hose lay considerations, and (2) motivating their commands. These topics and experienced based opinions should be points of discussion for all.
Describe your preferred hose lay in the stairwell of a modern high-rise building?
CII Shirley, FS 66-C: HR firefighting requires discipline, toughness and adherence to SOG’s – part of these SOG’s is an effective hose lay. Although there are several types of HR hose lays, you must define what works best and train hard to perfect it.
Hurrying through your hose lay WILL hinder your efforts. Choosing the wrong stairwell WILL hinder your efforts. Not leading your command WILL hinder your efforts. Lack of communication WILL hinder your efforts. Although a HR hose lay may appear simple, they can be quite challenging after you’ve climbed to the fire floor.
I prefer the reverse coil method as it is easily deployed in tight areas and can be loaded before being uncoiled. This method can be employed on a stairwell landing, on the actual stairs or even in the hallway if it has not been compromised by fire.
Train with this method in the confined area of a fire station bathroom or the inside a hose tower to mimic the restricted area of a stairwell landing. Remember, after an exhaustive effort of climbing to the fire floor you cannot afford any missteps with something as basic as a hose lay.
CII Egizi, FS 90-A: When developing a hoseline in a modern HR, I prefer the method described in Training Bulletin 63, which is to stretch and load the hoseline in the stairwell. If conditions permit, using the standpipe outlet on the fire floor and running the hose up the stairwell above you is a great option.
As basic as this task seems, challenges such as your crew’s continuity/ability, fire floor landing tenability, evacuation issues and limited space make this evolution difficult. Gathering info from Staging in regards to the building size and layout (center core vs center hall) assists the decision making process in terms of HL length and how you’ll deploy your HL and personnel. Remember, the primary goal of the initial F/A team is to establish a single HL on the seat of the fire.
I prefer to keep it simple with the method described in the TB because it’s effective; it’s standardized and all members should know it. There are alternate ways to deploy HR hose packs that also work well, but remember – the best method to use on the day of the fire is the one your company has practiced.
CII Kitahata, FS 10-B: Over the years I’ve seen several types of HR hose lays – some good and some not. Those that work well do so for a reason – training. As with any task, a successful HR hose lay is dependent on effective company level training.
A few years ago I assisted Capt Brian Sandwick with an engine company operations exercise at FHMTC. One of the scenarios called for establishing a HL from a stairwell standpipe. The “Coil” method proved most effective and is the one I employ at FS 10.
The key to this HL is in building the pack. The traditional horseshoe fold is not used; in its place a 100’ coil is made with the nozzle forming the core. This allows the coiled pack to be loaded without kinking in confined areas such as a landing or on stairs. Another key is to place the nozzle 6-8 feet from the pack before loading.
Because extending lines in a hot and smoky hallway isn’t practical, we usually hook both packs together on the fire floor. In doing so it places 200’ of loaded line in a footprint less than the size of a stairwell landing. The Coil method is a compact, quick and easily way to deploy a HR hose lay.
How do you ensure your command takes ownership of their station and demonstrates the pride in performance?
Shirley: Ensuring a positive work environment is critically important. This more than anything tends to motivate FF’s while also encouraging esprit de corps throughout the firehouse. Despite our administrative workload, captains must make time to regularly engage with their people.
By engaging in this manner it enables our members to develop personal regard in all that they do. Treat your people with respect, value their opinions and points of view, listen more and talk less – but never be afraid to confront them. Make their work environment so positive that your people can’t wait to get into work.
Support, trust and believe in your people. We have an enormous responsibility to each other as well as to the districts we serve. Train daily and with a goal in mind – never train “just” to train. A work environment such as this increases member satisfaction and inspires a command to take ownership in their performance and station.
I realize it’s difficult to shop, cook and eat two meals in the engine house, but try to make it a priority. The camaraderie built at mealtime and during coffee breaks at the kitchen table is invaluable.
Kitahata: I’ve been fortunate to work with members that possess a deep sense of pride in nearly all they do. Working together with them has instilled in me an appreciation for teamwork, a solid work ethic and a love for the LAFD.
While assigned to Old 27’s I recall the dorm floors looking like a football field of polished tile. This didn’t come easy as it took a full day of “stripping” and another day of laying down 2-3 coats of new wax. Most memorable was the participation of the entire crew – the FF’s, rated members and Capt’s. I can still picture them “laughin-n-scratchin” as they worked feverishly to finish.
My captains led by example and engaged with their commands as often as they could. This left a lasting impression on me. When members see their Capt’s sweeping, mopping or helping wipe down rigs it sets the tone for unity and pride. I realize this can’t happen all the time, but Capt’s lending a helping hand every now and then goes a long way.
Egizi: Ensuring ownership in a fire station and pride in performance starts with the officers leading by example. When I studied for captain an old skipper once told me, “Don’t ask your crew to do anything you’re not willing to do yourself, and if you’re willing to do it yourself – do it.”
Every member of the LAFD has the ability to take ownership and perform at a high level. Provided with strong leadership they’ll thrive in our Organization. The following points helped me gain buy-in to this concept:
• Ensure a clear vision; make your crew fully aware of your expectations.
• Catch and praise good performance openly and often (we fall short here).
• Find opportunities for team building, camaraderie and moral boosting.
• Allow those with the skills and strengths to take the lead, LEAD.
• Ensure proper training for those less skilled and knowledgeable.
• Include all on-duty members. Make it fun, but not threatening or hostile. Include the other platoons when appropriate.
• Address any issues of those not getting onboard, and immediately fix them.
In next months KTW three LAFD captains will discuss (1) Inside member responsibilities, and (2) addressing A/O’s or Engineer’s that drive too fast.
Facilitated by Jerry Bedoya