Texas Department of Public Safety Health and Physical Fitness. Committee Recommendations

Transcription

1 Texas Department of Public Safety Health and Physical Fitness Committee Recommendations

2 Texas Department of Public Safety Health and Physical Fitness Committee Recommendations TABLE OF CONTENTS Objective Physical Condition Monitoring Pre-Employment Monitoring Employees Fitness Awards Progressive Disciplinary Measures Annex 1 Fitness Award Point System Annex 2 Male Height/Weight Standards Annex 3 Female Height/Weight Standards Annex 4 Body Fat Standards

3 Texas Department of Public Safety Health and Physical Fitness Program Objective The Texas Department of Public Safety Health and Physical Fitness Program is designed to address the issue of good health and physical fitness for commissioned officers. The objective of the program is to support and assist officers in the maintenance of good health and fitness by providing a periodic evaluation and assessment of their general physical condition. The key to good health and fitness lies in lifestyle. There is not a great deal that others can do to improve an officer's level of health and fitness. Each officer has an individual responsibility to maintain a level of fitness that permits him/her to carry out job responsibilities and safely handle any situation that may arise. And more importantly, officers have a responsibility to their families when it comes to day-to-day safety and longevity. The acceptance of this responsibility involves a commitment from each officer. Unfortunately, good health and fitness do not "just happen"; therefore, personal goals must be established and effort must be put forth to achieve them. A fitness plan, which includes goals in the areas of diet, exercise, and weight control, will pay great dividends if carried out. This policy is also designed to assist and support officers in establishing a health and fitness plan and carrying out the plan. The positive results will benefit the Department and Texas' citizens by ensuring a physically fit and well-trained force that is ready to safely respond to any situation. Each officer will benefit from the additional officersafety factor that is present when one is physically fit. In addition, officers will be better able to perform day-to-day duties with a reduction of stress. Families of officers will benefit from a continued level of health and fitness, which should contribute to a more positive and productive lifestyle, as well as a longer life.

4 I. PHYSICAL CONDITION MONITORING A. PRE-EMPLOYMENT PHYSICAL EXAMINATIONS. Applicants for the position of trooper will be subject to the following physical examinations: 1. Measurement of height and weight. The applicant tester will conduct a height and weight measurement. These measurements will be taken without shoes. Scales should be manually calibrated before each measurement. This information is compared to the Coopers Clinic standard based on the age and gender of the applicant. If the results fall within the acceptable range, no further comparison is necessary. If the measurement is greater than the range provided, the applicant s body fat will be measured. 2. Measurement of body fat. If the applicant s weight is greater than the range for their age and gender, a body fat measurement will be taken. The resulting body fat measurement will be compared to the Coopers Clinic Body Fat Standard at the 20 th percentile. If the applicant s body fat is greater than the range provided, the applicant will be rejected from continuing in the employment process. If the body fat falls within the range or is less than the range provided, the applicant will continue on to the Physical Readiness Testing. 3. Physical Readiness Testing. All applicants will be initially tested in the field. Those applicants that cannot pass the PRT, will not be allowed to continue in the process. Once accepted to the academy, all new recruits will be tested at the beginning of the recruit school. Those applicants that cannot pass the PRT, will be rejected from beginning the academy. All applicants must complete the Physical Readiness Testing, which consists of: 1) One and a half (1 ½) mile run in less than sixteen minutes and twenty-five seconds (16:25.) 2) Twenty-eight (28) push-ups, with no time limit. 3) Thirty-five (35) sit-ups, with no time limit. 4. Physical Examination. All applicants for employment as a commissioned officer will be required to undergo a physical examination. Applicants will be directed to a physician designated by the Department, at no cost to the applicant.

5 B. PHYSICAL CONDITION MONITORING DURING EMPLOYMENT. All full time, active commissioned officers will be subject to physical condition monitoring as follows: 1. Part One - Measurement of height and weight. A supervisor will conduct a weight measurement on these employees twice a year, once during the month of March and once during the month of September. A record of each employee s height will be maintained; therefore, no height measurement is required each time. These measurements will be taken without shoes and Sam Browne. Scales should be manually calibrated before each measurement. All height measurements of one half inch or more will be rounded up to the next inch. All weight measurements less than the next full pound will be rounded down. This information is compared to the Coopers Clinic standard based on the age and gender of the applicant. If the results fall within the acceptable range, no further comparison is necessary. If the measurement is greater than the range provided, the employee s body fat will be measured. Upon completion of this measurement, the supervisor will complete the required weight measurement form. A copy of this form will be provided to the employee and that employee s supervisor. The original will be forwarded to Human Resources. 2. Part Two - Measurement of body fat. If the employee s weight is greater than the range for their age and gender, a body fat measurement will be taken. Body composition analysis is the measurement of a person's lean tissue (bone, muscle, etc.) and fat tissue. a. Body composition will be evaluated by a system approved by the Department. Hydrostatic (underwater) weighing or DEXA (Dual Energy X-Ray Absorptiometry) testing are acceptable and will be used only if requested by the officer being tested. Any related expenses of hydrostatic weighing or DEXA testing will be assumed by the employee making the request. The resulting body fat measurement will be compared to the Coopers Clinic Body Fat Standard at the 20 th percentile. b. If the employee s body fat is greater than the range provided, the employee will enter the Phase One of the progressive disciplinary measures. 3. Part Three - Physical Testing. All commissioned employees must participate in the Physical Readiness Test (PRT) twice each fiscal year. All commissioned employees must successfully complete the PRT once each fiscal year. a. Physical Readiness Testing. The PRT consist of: 1) One and a half (1 ½) mile run in less than sixteen minutes and twenty-five seconds (16:25.) 2) Twenty-eight (28) push-ups, with no time limit. 3) Thirty-five (35) sit-ups, with no time limit. 4) Employees failing to meet the PRT on two attempts will be required to complete the Job Task Scenarios. Employees failing the PRT after one attempt will enter the progressive disciplinary measures. 5) Employees desiring to attempt the JTS without first attempting the PRT must have letter from a physician with the justification approved by the Director. A subsequent letter is required each time the PRT is required.

6 b. Job Task Scenario. The JTS will not be timed and consist of: 1) Roadway clearance. 2) Victim Extraction. 3) Pursuit and arrest. 4) Employees must maintain a continued, sustained effort during the entire JTS. Walking during any portion of the JTS will not be acceptable. 5) Employees failing to complete the JTS will enter the first phase of the progressive disciplinary measures. 4. Documentation. The person conducting the weight measurement, body fat measurement, or testing of the PRT or JTS will be required to document the results on a form approved by Human Resources. A copy of this form will be given to each employees immediate supervisor and a copy will be forwarded to Human Resources. The employee will receive the original. 5. Exemptions. An employee must report to his/her immediate supervisor any medical condition that could affect the employee s ability to perform all assigned tasks and responsibilities. Employees will be exempted from the Physical Condition Monitoring, if: a. An HR-87 is on file prohibiting an employee from conducting duties of a commissioned officer. An officer who is temporarily assigned to a nonenforcement position due to a medical condition shall not wear a uniform or operate a marked patrol car. b. Employees who have a memorandum from the Director releasing them from participation. c. Upon return to work from an injury leave, a commissioned employee must provide an HR-87 release from their doctor and will be required to participate in Part I of the Physical Condition Monitoring weight measurement. Employees returning from injury leave must have a successful PRT or JTS completion for that fiscal year.

7 II. FITNESS AWARDS POLICY: The Department shall create age and gender specific fitness goals and reward participants who exceed the minimum physical testing requirements. The objective of the reward/incentive program is to support and encourage officers in the maintenance of good health and fitness. AWARDS/INCENTIVES: 1. Administrative Leave: The Department shall grant administrative leave of not more than four (4) days per year for commissioned employees who exceed the minimum PRT fitness standards. 2. Fitness Star: Granting of a Fitness Star will be dependant upon the aggregate performance beyond the PRT minimum standards. The officer must attain a combined 300 points in all four categories. Once awarded, the Fitness Star Award may be worn only during the fiscal year that the award is earned. 3. Recognition Awards: The Department may publicize the names of employees awarded the Fitness Star in the DPS Chaparral. Competitive Fitness Activities The Department may create Regional fitness competitions designed to foster esprit de corps 4. The Fitness Star is a one time only award. Administrative Leave shall be granted yearly. Recognition in the DPS Chaparral will be on a yearly basis. Employees that have a successful PRT on file may only compete for fitness awards once each quarter. Employees may only receive the maximum number of award hours eligible for the highest award achieved during one fiscal year, not to exceed thirty-two (32) hours.

8 III. PROGRESSIVE DISCIPLINARY MEASURES A. Phase One. 1. An employee enters Phase One of the progressive disciplinary measures if: a. The employee fails to meet weight requirements during a bi-annual weight check and fails to meet the body composition standards for their height, weight, age, and gender, and/or b. The employee fails to successfully complete the PRT/JTS physical condition testing. 2. Employees entering Phase One, must attend a health and fitness course designated by the Department. 3. Employees entering Phase One of the disciplinary measures will be required to retest in the area of non-compliance within ninety (90) days. The date immediately following the non-compliance date will be counted as the first day towards the ninety (90) days. 4. Employees failing to come into compliance within ninety (90) days will enter Phase Two of the progressive disciplinary measures. B. Phase Two. 1. An employee enters Phase Two of the progressive disciplinary measures if he/she fails to come into compliance within ninety (90) days. 2. Once an employee enters Phase Two of the progressive disciplinary measures, a formal written counseling will be conducted with the employee. 3. Employees entering Phase Two, must participate in a health and fitness program designated by the Department. 4. Employees entering Phase Two, will be required to re-test in the area of noncompliance within ninety (90) days of entering this phase. 5. After one hundred and eighty (180) days of non-compliance, employees will enter Phase Three of the progressive disciplinary measures. C. Phase Three. 1. An employee enters Phase Three of the progressive disciplinary measures if he/she fails to come into compliance within one hundred and eighty (180) days. 2. Employees entering Phase Three, must participate in a health and fitness program designated by the Department. 3. Once an employee enters Phase Three, a notation will be made on the employee s annual performance evaluation indicating the deficiency. 4. Employees that are non-compliant area will be required to re-test on their body composition at least once every ninety (90) days until successful. 5. Employees that have not successfully completed the PRT or JTS within a fiscal year, will enter Phase Four of the progressive disciplinary measures. D. Phase Four. 1. Employees that have not successfully completed the PRT or JTS within a fiscal year or have been non-compliant in body composition after two hundred and seventy (270) days will enter Phase Four of the progressive disciplinary measures. These employees will not be eligible to receive a pay raise or compete in a promotional process. 2. Employees entering Phase Four, must participate in a health and fitness program designated by the Department. 3. Employees entering Phase Four, will be required to re-test in the area of noncompliance at least once every ninety (90) days until successful.

9 REWARD/INCENTIVES CALCULATION SCALE MALES FEMALES AGE AGE mile Standard = 16: mile Standard = 16:25 Group 1 9:57 10:50 11:44 12:37 Group 1 10:50 11:44 12:37 13:30 Group 2 10:50 11:44 12:37 13:30 Group 2 11:44 12:37 13:30 14:20 Group 3 12:37 13:30 14:20 14:57 Group 3 12:37 13:30 14:20 14:57 Group 4 14:20 14:57 15:32 16:08 Group 4 14:20 14:57 15:32 16:08 Push Up Standard = 28 Group Group Group Group Sit Up (in 2 minutes) Standard = 35 Group Group Group Group Push Up Standard = 28 Group Group Group Group Sit Up (in 2 minutes) Standard = 35 Group Group Group Group Body Fat % Body Fat % Standard = Standard = Group Group Group Group Group Group Group Group POINT VALUES: AWARDS DISTRIBUTION: Group 1 = 75 points 300 Points - Fitness Star, thirty-two (32) hours Administrative Group 2= 60 points Leave, and Publication in the DPS Chaparral. Group 3 = 50 points Points twenty-eight (28) hours Administrative Leave. Group 4 = 25 points Points - twenty-four (24) hours Administrative Leave Points - twenty (20) hours Administrative Leave Points - sixteen (16) hours Administrative Leave Points - twelve (12) hours Administrative Leave Points - eight (8) hours Administrative Leave Points - four (4) hours Administrative Leave.

10 Hgt. Shoes w/o Chart A Height / Weight Standards Male Age Groups '10" '11" '0" '1" '2" '3" '4" '5" '6" '7" '8" '9" '10" '11" '0" '1" '2" '3" '4" '5" '6" '7" '8" '9"

11 Hgt. Shoes w/o Chart A Height / Weight Standards Female Age Groups '10" '11" '0" '1" '2" '3" '4" '5" '6" '7" '8" '9" '10" '11" '0" '1" '2" '3" '4" '5" '6" '7" '8"

12 Percentile Points 20 to 29 The minimum acceptable level (20 th percentile) is highlighted. Chart B Body Fat Standard Cooper Male Female Male Female Percentile to to to to to to to Points to to to to to to to Con't to 59 Award Categories Minimum Standard