Fire Department Wellness

1676 Words7 Pages
Abstract The purpose of this applied research project is to evaluate the Las Vegas Fire Department’s Health and Wellness Program by comparing it to The Fire Service Joint Labor-management Wellness-Fitness Initiative developed by the International Association of Fire Fighters and the International Association of Fire Chiefs. The following research addresses: 1. How does the Las Vegas Fire Department’s Health and Wellness Program compare to The Fire Service Joint Labor Management Wellness-Fitness Initiative developed by The International Association of Fire Fighters (IAFF) and the International Association of Fire Chiefs (IAFC)? 2. Are there objective outcome measurements that can demonstrate that the Las Vegas Fire Department’s Health…show more content…
In the corporate environment, wellness has expanded to include stress reduction, weight loss, smoking cessation, diet, safety, medical surveillance, health education, healthcare cost awareness, and lifestyle behavior changes. The Fire Service Joint Labor management Wellness/Fitness Initiative has five main components comprising a wellness program. These components include: 1) Medical, 2) Fitness, 3) Medical/Fitness/Injury Rehabilitation, 4) Behavioral Health, and 5) Data Collection and Reporting. These five are as serve as the basis for comparing the Las Vegas Fire Department’s Wellness program to the Initiative…show more content…
Using the five main components, medical, fitness, rehabilitation, behavioral health, and data collection: •The medical examination portion of the Las Vegas Fire Department’s Health and Wellness Program meets and exceeds those of the IAFF/IAFC wellness initiative. •Improvements in the fitness portion of the Department’s wellness program consist of establishing a Fitness Committee, developing an inventory and preventive maintenance program for the Department’s exercise equipment, providing fitness evaluations and fitness self-assessments, employ the use of an Exercise Specialist and peer trainers, and issue personalized exercise prescriptions. •The Department’s rehabilitation program has most of the components required by the Initiative (1997) including an alternative duty program and periodic re-evaluations following return to duty. The department does not have a medical liaison or utilize a single physical therapy organization. The Department is also deficient in the areas
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