HPC Stress/Resilience Instrument

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1. A high-stress incident involves active threats to life (e.g., CPR in progress, entrapped victims, working fire, multi-patient trauma, armed scene). How often do you remain fully effective in your role during these types of incidents?

A high-stress incident involves active threats to life (e.g., CPR in progress, entrapped victims, working fire, multi-patient trauma, armed scene).

Definitions: Thinking clearly = maintaining situational awareness and correct task sequencing Following procedure = executing SOPs without deviation Performing assigned tasks = completing your operational role without freezing or requiring substitution

2. Traumatic calls may include pediatric fatalities, suicides, burns, or serious injuries involving people you know. How often do you recover from such calls without prolonged emotional disruption?

Definition: Recovery means returning to normal mood, sleep, concentration, and interpersonal function within 48–72 hours without support beyond peers or informal resources.

3. After high-stress shifts, healthy personnel often benefit from peer debriefs, chaplain check-ins, therapist outreach, or family conversation. How often do you engage in supportive conversations after difficult shifts?

Definition: Support means you initiate or accept meaningful conversation within 24 hours of stress exposure.

4. Sleep may occur day or night depending on shifts. Effective sleep involves a cycle of uninterrupted rest (5+ hours) with evidence of dreams, 5 times per week. How effective is your sleep over a typical week?

Definition: Effective sleep = non-fragmented, restful, and dream-inclusive

5. Physical and mental readiness is supported by regular behaviors (e.g., hydration, strength work, cardio, stretching, nutrition, mindfulness). How consistently do you maintain your readiness through these behaviors?

Definition: Readiness behaviors = actions that maintain response capability and resilience

6. Cumulative stress without release impairs reaction time, decision-making, and empathy. How often do you use effective strategies before stress impairs your performance?

Definition: Effective strategies = cold exposure, peer venting, sleep, therapy, exercise, prayer/meditation, humor, time off

7. On difficult scenes, informal signals like a pat, assist, or backup check-in matter more than formal command. How often do your peers step in to support you on difficult calls without being prompted?

Definition: Support = another team member reads your stress level and steps in helpfully (e.g., taking a vitals read, sharing workload, emotional nudge)

8. Burnout can manifest as fatigue, withdrawal, cynicism, frequent errors, irritability, or detachment. How accurately can you detect these warning signs in yourself before they affect your performance or relationships?

Definition: Early warning signs = subtle changes in physical, emotional, or behavioral state that signal overload (e.g., snapping at partners, skipping meals, chronic tiredness, loss of interest in off-duty life)

9. Mental readiness isn't just about crisis response—it's built by regular habits that strengthen resilience. How regularly do you engage in intentional activities that support your mental health, outside of crisis recovery?

Definition: Proactive steps = journaling, talking with trusted people, counseling, prayer/meditation, time in nature, creative outlets, scheduled downtime

10. Setbacks include missed promotions, call failures, family conflict, disciplinary write-ups, or critical incident errors. After experiencing a personal or operational setback, how quickly and fully do you return to normal function?

Definition: Recovery = resuming professional standards, emotional balance, and full participation within one week of the event

11. Every member contributes to life safety, property preservation, and operational readiness—regardless of rank. How clearly do you understand how your daily work contributes to the department’s mission?

Definition: Understanding mission = knowing how your tasks (cleaning, preplans, EMS, command decisions) connect to the department’s public service goals

Role contribution = awareness that your performance impacts crew safety and public outcomes

12. Leadership often requires fast decisions during unknowns—such as limited information on scene, changing hazards, or partial crew readiness. How effectively do you make decisions under pressure or uncertainty?

Definition: Decisiveness = making timely, informed choices and committing to action without unnecessary delay or avoidance

13. Leadership means owning results—even when plans fail or outcomes are unpopular. How often do you take full responsibility for your actions and their outcomes?

Definition: Accountability = accepting consequences, correcting mistakes, and learning without defensiveness or blame-shifting

14. Strong crews elevate each other. Good leaders mentor juniors and help build capacity. How often do you take intentional steps to help others grow and improve?

Definition: Developing others = offering training tips, giving honest feedback, coaching calmly, and challenging peers to improv

15. During high-stakes scenes or interpersonal conflict, composure under pressure prevents escalation. How often do you remain calm and composed when others lose control?

Definition: Composure = staying calm, managing tone, not panicking, avoiding visible frustration or reactivity

16. Avoiding conflict causes drift, tension, and unresolved problems. Leadership requires direct, respectful engagement. How effectively do you address conflict within your team or shift?

Definition: Addressing conflict = initiating clear, calm conversation to resolve misunderstanding, disrespect, or performance issues

17. Crews function best when expectations are clearly stated during shift briefings, incidents, or corrective conversations. How clearly do you communicate expectations, goals, and corrections?

Definition: Clear communication = providing specific direction, confirming understanding, avoiding vague or passive language

18. Different people and situations require different leadership approaches—authoritative in a fire, coaching with a new hire, consultative during planning. How well do you adapt your leadership style based on the situation and people involved?

Definition: Adaptability = shifting style (directive, coaching, hands-off) based on crew experience, urgency, or context

19. Crews mirror the behavior of informal and formal leaders. Integrity is shown by your off-duty conduct, punctuality, attitude, and ethical standards. How consistently do you model professionalism and integrity?

Definition: Modeling = living the standards you expect in others, even when no one is watching

20. Leadership means ensuring standards are met, not just being liked. This includes addressing underperformance and enforcing expectations. How effectively do you enforce accountability for yourself and others?

Definition: Accountability = fair enforcement of expectations—verbally or in writing—with follow-up

21. Effective followers show up on time, ready, and consistent. Their team can count on them without question. How reliably do you meet expectations without being prompted or corrected?

Definition: Reliability = consistently arriving prepared, completing assigned duties without reminders, and remaining accountable for quality work

22. Team safety depends on every member identifying and reporting red flags—whether safety violations, impaired peers, or discrimination. How consistently do you speak up when safety or ethics are at risk?

Definition: Speaking up = calmly and clearly pointing out unsafe conditions, poor decisions, or unethical conduct at the time it occurs

23. Discipline and clarity are maintained by respecting roles and following formal escalation paths. How consistently do you honor the chain of command in communication and conduct?

Definition: Respect = acknowledging authority, not circumventing command, and raising issues through the proper structure

24. Morale affects energy, cooperation, and performance—especially during prolonged shifts, tragedies, or operational failures. How often do you help maintain or restore morale when your team is struggling?

Definition: Support = noticing crew morale shifts and taking action to encourage, debrief, or refocus your team

25. Feedback—whether from officers, peers, or medics—helps improve skills and cohesion. Resistance or defensiveness damages learning. How do you respond when given critical feedback?

Definition: Receptivity = hearing feedback without defensiveness, reflecting honestly, and acting on improvement

26. Trust builds when each member handles their role during critical incidents without babysitting, second-guessing, or micromanaging. How much trust do you place in your teammates to do their jobs during operations?

Definition: Trust = belief that your teammates will perform tasks correctly, speak up if needed, and have your back

27. In elite teams, people step up without being asked—handing off equipment, restocking, relieving stressed partners, checking in. How often do you provide help to teammates without needing to be asked?

Definition: Proactive support = recognizing needs and stepping in without orders

28. Gossip, sarcasm, and backchannel complaints corrode trust, distract crews, and make new personnel feel unsafe. How often do you refrain from gossip or behaviors that undermine team unity?

Definition: Undermining = complaining behind backs, spreading rumors, or mocking leadership/peers in a way that diminishes morale or credibility

29. Not all disagreements need formal discipline—good followers know how to de-escalate or resolve tension before it gets formal. How often do you resolve disagreements in a constructive and team-focused way?

Definition: Resolution = calmly addressing tension with a teammate through direct conversation, listening, and compromise

30. Rank doesn't replace mutual respect. Effective followers treat everyone—rookies, civilians, command—with dignity. How consistently do you show mutual respect across all roles and ranks?

Definition: Respect = listening, not interrupting, addressing others appropriately, and avoiding belittling or dismissive tone

31. Psychological safety means you can speak openly—share concerns, ideas, or mistakes—without fear of ridicule, punishment, or exclusion. How often do you feel safe expressing concerns or ideas within this organization?

Definition: Psychological safety = feeling secure enough to express yourself in team or leadership settings without backlash

32. Leadership’s concern for wellbeing is reflected in policies, culture, and informal tone—not just programs. How strongly do you believe leadership genuinely cares about the wellbeing of its personnel?

Definition: Wellbeing support = regular check-ins, workload balance, confidential support access, responsiveness to crew fatigue or burnout

33. Clarity enables high performance—when everyone knows what’s expected, confusion and stress decrease. How clear are your day-to-day duties and expectations within this department?

Definition: Clarity = consistent understanding of duties, shift expectations, and SOPs across crews and shifts

34. Pride reflects identification with the organization’s values and work. It boosts morale, professionalism, and recruitment. How proud are you to serve in this department?

Definition: Pride = feeling honored to represent the department and confident in its reputation

35. People want to work in organizations that are improving, not drifting. Direction gives meaning and energy to daily work. How confident are you that this organization is moving in the right direction?

Definition: Direction = confidence in leadership’s vision, planning, and ability to improve operations and culture