National Incident Management System (NIMS) NQS DRAFT

WORKING DRAFT
NATIONAL INCIDENT MANAGEMENT SYSTEM GUIDELINE FOR THE
NATIONAL QUALIFICATION SYSTEM
REVIEW PACKAGE
Attached for your review is the working draft of the National Incident Management System
(NIMS) Guideline for the National Qualification System (NQS).
NQS strengthens the Resource Management component of NIMS by defining a common
language and approach to qualify and certify deployable emergency personnel, thus enhancing
interoperability and the effectiveness of mutual aid.
The NIMS Guideline for the NQS:
• Establishes the doctrine for NQS;
• Describes the primary elements of an effective qualification, certification, and credentialing
system;
• Identifies the steps for certifying the qualifications of incident personnel;
• Describes how to stand up and implement a review process; and
• Introduces the need to credential qualified and certified personnel.
The enclosed working draft represents inputs and ideas from a range of stakeholders who have
been involved through working groups and targeted engagement efforts. To further expand
engagement efforts, the Federal Emergency Management Agency (FEMA) is seeking your input
and ideas on this working draft. FEMA has released the NIMS Guideline for the NQS for a
30-day National Engagement Period to collect feedback from interested parties and to ensure that
the document is accurate, useful, and reflects the collective expertise of the whole community.
Please use the accompanying feedback submission form to ensure we receive your feedback.
Send all submission forms to FEMA-NIMS@fema.dhs.gov by June 9, 2017, at 5:00 PM EDT.
We look forward to receiving your feedback and thank you for your contributions on this
important endeavor. For further information on NIMS Resource Management supplemental
doctrine and tools national engagement, visit https://www.fema.gov/national-incident-
management-system/national-engagement or send an email to FEMA-NIMS@fema.dhs.gov.

NIMS Guideline for the National Qualification System FEMA-NIMS@fema.dhs.gov
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NATIONAL ENGAGEMENT DRAFT PRE-DECISIONAL DRAFT

FEMA-NIMS@fema.dhs.gov NIMS Guideline for the National Qualification System
Contents
I. Introduction ......................................................................................................................................1
Purpose ...............................................................................................................................................3
Scope and Applicability .....................................................................................................................3
How NQS Supports Resource Management and Mutual Aid ............................................................4
II. Overview............................................................................................................................................5
Responsibilities of Authorities Having Jurisdiction (AHJ)................................................................5
Concept of Operations........................................................................................................................5
III. Implementing the NQS Guideline...................................................................................................8
Glossary .......................................................................................................................................................9
List of Abbreviations ................................................................................................................................12
Resources ...................................................................................................................................................13
Emergency Management Institute (EMI).........................................................................................13
FEMA Resource Typing Library Tool (RTLT) ...............................................................................13
Incident Command System (ICS) Resource Center .........................................................................13
National Incident Management System (NIMS)..............................................................................13
National Wildfire Coordinating Group (NWCG) System Guide, PMS 310-1.................................13
NIMS Guideline for the Credentialing of Personnel........................................................................13
NIMS ICS All-Hazards Position-Specific Training Program website .............................................14
NIMS Webpage................................................................................................................................14
Appendix A: Qualification Process .........................................................................................................15
Qualification Criteria........................................................................................................................15
Position Prerequisites .......................................................................................................................17
Position Task Books (PTB)..............................................................................................................17
Direct Entry Qualification ................................................................................................................18
Portability of Qualifications .............................................................................................................18
Tab 1 to Appendix A: Position Task Book (PTB) Guidelines .........................................................19
Design and Use....................................................................................................................19
Completion Timeframe Guidelines ......................................................................................19
The PTB Process..................................................................................................................19
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Appendix B: Certification Process ..........................................................................................................21
Qualification Review Board’s (QRB) Evaluation............................................................................21
Documentation Review ....................................................................................................................21
Historical Recognition.........................................................................................................22
Recognition of Prior Learning.............................................................................................22
Training Equivalencies ........................................................................................................23
Certification......................................................................................................................................23
Recertification ..................................................................................................................................23
Maintaining Currency..........................................................................................................23
Decertification..................................................................................................................................24
Appeals.............................................................................................................................................24
Tab 1 to Appendix B: Guidance for Qualification Review Boards..................................................25
Overview ..............................................................................................................................25
Description and Establishment of QRBs..............................................................................25
Tab 2 to Appendix B: Sample Qualification Review Board Templates...........................................27
National Incident Management System (NIMS) Position Qualification Application
Template...............................................................................................................................28
Self-Assessment and Evaluation Form Template.................................................................30
Sample Loss of Qualification/Decertification Letter ...........................................................32
Decertification/Removal of Qualification Appeal Template................................................33
Appendix C: Credentialing Process ........................................................................................................34
Credentialing, Recertification, and Decertification..........................................................................35
Appendix D: Position Endorsements.......................................................................................................36
Components of an Endorsement.......................................................................................................36
Implementation of Endorsements.....................................................................................................36
ii NATIONAL ENGAGEMENT DRAFT PRE-DECISIONAL DRAFT

I. Introduction1
When disasters strike, getting the right emergency response resources to the right place at the2
right time is essential. In particular, incident managers want to be certain that they assign the3
correct people to critical positions. Ensuring that responders have the appropriate capabilities can4
be particularly challenging when the incident requires help from multiple jurisdictions and5
organizations, because no common processes and terminology exist to qualify, certify, and6
credential incident personnel. This means responders from various jurisdictions and7
organizations often have different capabilities, different training, and even different job titles.8
This inconsistency in position descriptions and qualifications can lead to mutual aid problems:9
• A community willing to help but uncertain of the requested resources;10
• Personnel deploying with the wrong skillsets;11
• Delays in assembling teams; and12
• A general lack of confidence in the capabilities of personnel assigned from other13
organizations.14
The National Qualification System (NQS) helps overcome these challenges. It supplements the15
Resource Management component of the National Incident Management System (NIMS) by16
establishing a nationwide approach and best practices for authorities having jurisdiction (AHJ) to17
use in qualifying, certifying, and credentialing deployable emergency personnel. NQS provides18
foundational concepts and tools with enough flexibility to allow entities to implement their own19
qualification, certification, and credentialing processes but also remain consistent with national20
guidance.21
• Qualification is the process of enabling personnel to perform the duties of specific positions22
and documenting their demonstration of the capabilities that those positions require.23
• Certification is the process of authoritatively attesting that individuals meet qualifications for24
key incident functions and are competent to fill specific positions.25
• Credentialing is the process of providing documentation that identifies personnel and26
verifies their qualifications for particular positions.27
Authorities Having Jurisdiction (AHJ)28
The NIMS term for entities that have the authority to establish and administer processes to qualify, certify,29
and credential personnel for incident-related positions. AHJs include entities such as state1 or Federal30
government departments and agencies, training commissions, nongovernmental organizations (NGO),31
and companies, as well as tribal and local organizations such as a police, fire, public health, or public32
works departments. AHJs are key players in NQS and are, therefore, a primary audience for this33
Guideline.34
1
In this document, “state” refers to the 56 states, territories, and insular areas (which includes any state of the United
States, the District of Columbia, the Commonwealth of Puerto Rico, the Virgin Islands, Guam, American Samoa,
and the Commonwealth of the Northern Mariana Islands).
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By employing common terminology and following the same approach, organizations and35
jurisdictions can share resources more effectively by:36
• Being able to request the personnel they need during disasters efficiently;37
• Ensuring they, in turn, deploy personnel who have the qualifications needed for the jobs to38
which they are assigned;39
• Supplementing their teams with confidence, knowing that the mutual aid they receive is40
exactly what has been requested; and41
• Strengthening recruitment, hiring, training, and professional development programs within42
their organization.43
This document describes the basic principles of standard qualification, certification, and44
credentialing processes and introduces primary tools to help jurisdictions establish their own45
processes. Figure 1 depicts the doctrine and tools within the NQS.46
47
Figure 1: NQS Doctrine and Tools48
• The Guideline for the National Qualification System provides guidance on building and49
maintaining a process for creating a deployable workforce of qualified, certified, and50
credentialed personnel to manage incidents of all types and sizes.51
• A set of NIMS Job Titles/Position Qualifications define the minimum criteria personnel52
serving in specific incident positions must attain before deploying to an incident. These53
criteria describe not only required capabilities but also specific education, training,54
experience, physical/medical fitness, and currency, and professional and technical licenses55
and certifications when appropriate.56
2 NATIONAL ENGAGEMENT DRAFT PRE-DECISIONAL DRAFT

• NIMS Position Task Books (PTB) identify the competencies, behaviors, and tasks personnel57
must demonstrate to qualify for specific incident positions. PTBs are a standardized tool for58
observing and documenting the trainee’s performance and are widely used by organizations,59
associations, and governmental entities to qualify incident personnel.60
• Resource Typing Library Tool (RTLT) and Other Support Technologies assist stakeholders61
in implementing effective qualification and certification processes. The RTLT is an online62
catalog containing resource-typing definitions, NIMS Job Titles and their corresponding63
Position Qualifications, and NIMS PTBs.64
Purpose65
The guidance in this document builds on best practices from qualifications systems that have66
successfully helped deploy personnel to incidents.2
It describes the NQS national doctrine, which67
promotes interoperability by establishing a common language for defining job titles and enabling68
jurisdictions and organizations to plan for, request, and have confidence in the capabilities of69
personnel deployed for disasters and emergencies from other entities through mutual aid70
agreements and compacts. All governmental, nongovernmental, and private sector organizations71
that have incident management roles should align their personnel efforts with the NQS national72
doctrine to qualify, certify, and credential their incident personnel.73
Many organizations and jurisdictions have already established processes for qualifying,74
certifying, and credentialing incident personnel. This Guideline does not replace these75
procedures. Rather, it helps AHJs build or refine qualification, certification, and credentialing76
processes to be highly effective and consistent nationwide.77
This document provides guidance to an AHJ by:78
• Describing the concept of operations for effective qualification, certification, and79
credentialing processes;80
• Defining the actions and tools that help individuals demonstrate the minimum qualifications81
for incident-related positions;82
• Identifying the essential steps for certifying the qualifications of incident personnel,83
including how to implement review mechanisms such as qualification review boards (QRB);84
and85
• Introducing the need and approach for credentialing certified incident personnel.86
Scope and Applicability87
This Guideline is for use by all levels of government and organizations, including private sector88
entities and nongovernmental organizations (NGO), with incident management responsibilities.89
The qualification, certification, and credentialing processes described in the Guideline are90
voluntary.91
2
For the purposes of this document, the word “incident” includes planned events as well as emergencies and/or
disasters of all kinds and sizes.

To promote consistency across the Nation, NGOs and private sector entities should implement92
qualification and certification processes that are consistent with this guidance. This includes pre-93
identifying, typing, and qualifying incident management personnel based on minimum94
qualification criteria that align with the NIMS Job Titles/Position Qualifications. For positions95
not defined in the NIMS Job Titles/Position Qualifications, these entities should use96
organizational and industry guidelines to type the positions and establish employee97
qualifications.98
As required by NIMS, Federal departments and agencies must qualify, certify, and credential99
their incident management personnel. They may use existing processes within their organization,100
but protocols should be consistent with NQS doctrine.101
How NQS Supports Resource Management and Mutual Aid102
Sharing emergency resources among jurisdictions and organizations is an important emergency103
preparedness strategy and used successfully throughout the Nation every day. Establishing and104
maintaining both formal and informal mutual aid arrangements enhances preparedness and105
readiness by enabling communities and organizations to activate, deploy, share, and scale106
resources rapidly across jurisdictions and organizations. The NIMS Guideline for Mutual Aid107
provides additional information on these types of agreements.3
108
Resource management preparedness involves four key activities: typing resources; qualifying,109
certifying, and credentialing incident personnel; planning for resources; and acquiring, storing,110
and inventorying resources. Per NIMS, typing resources is defining and categorizing incident111
resources, including personnel, by capability. These definitions establish a common language for112
discussing resources by defining minimum capabilities for personnel, equipment, teams,113
supplies, and facilities that makes the sharing of emergency resources, through the process of114
mutual aid both possible and practical. It also supports the development of mission-ready115
packages (MRP) - specific response and recovery capabilities that are organized, developed,116
trained and exercised prior to an emergency or disaster.4
Having qualified personnel who have117
the knowledge, skills, and abilities needed for their job positions allows an AHJ to identify118
personnel as part of their MRPs. NQS guidance and tools support the all-important processes of119
typing personnel through qualification, certification, and credentialing.120
3
See NIMS Mutual Aid Guideline. [insert citation and link for the NQS document once it is published].
4
See the Emergency Management Assistance Compact website (https://www.emacweb.org).

II. Overview121
Qualification, certification, and credentialing are the processes of the NQS. The activities within122
each process, performed in a consistent way, help ensure that personnel deploying through123
mutual aid agreements and compacts have the capabilities to perform the duties of their assigned124
roles.125
Having standard minimum qualifications for a specific set of incident-related positions that are126
consistent across the Nation is key to nationwide interoperability. It allows emergency127
management officials across the Nation to plan for, order, and have confidence in the capabilities128
of resources deployed from other jurisdictions, organizations, or agencies.129
Responsibilities of Authorities Having Jurisdiction (AHJ)130
NQS is a nationwide system with dispersed responsibilities among its many partners. While131
FEMA provides guidance and tools, AHJs are responsible for qualifying, certifying, and132
credentialing personnel. AHJs are encouraged to implement qualification, certification, and133
credentialing processes consistent with NQS guidance that ensure their personnel are prepared to134
perform the responsibilities associated with their specific incident positions.135
Prior to developing qualification, certification, and credentialing processes, AHJs should:136
• Research comparable processes in similar organizations (government, NGOs, and the private137
sector);138
• Identify the positions that their organization is most likely to request through mutual aid; and139
• Determine the advantages and disadvantages of jointly developing or sharing systems with140
other AHJs to minimize confusion and maximize the opportunities for exchange of141
qualifications.142
AHJs may augment the NIMS position qualifications minimum criteria to meet specific needs,143
hazards, or risks within their jurisdiction, organization, or agency. When an AHJ requests a144
resource through mutual aid, if the resource needs qualifications beyond the NIMS position145
qualifications, the AHJ should document that requirement as part of the request. Resource146
providers can use position endorsements to validate individuals’ additional capabilities, typically147
associated with specific hazards that augment the minimum qualifications for the position (see148
Appendix D: Position Endorsements).149
Concept of Operations150
NQS uses a performance-based approach that focuses on verifying the capability of personnel to151
perform as required in the various NIMS positions. Using the following approach to qualify,152
certify, and credential deployable incident personnel is largely the responsibility of AHJs across153
the Nation. Staff in FEMA’s National Integration Center (NIC) support the NQS by providing154
guidance and tools to assist AHJs and help to assure the integrity of the system.155

Performance-Based Approach156
The NQS performance-based approach to qualifying personnel uses education, training, and experience157
as ways to develop proficiency and enable performance, which is the primary qualification criterion. This158
differs from training-based systems, which use the completion of training courses or passing scores on159
examinations as the primary qualification criteria. Such an approach is advantageous over a training-160
based system because it encourages actual on-the-job performance that evaluators observe through a161
series of pre-designated tasks.162
Figure 2 depicts the continuum of the integrated qualification, certification, and credentialing163
processes that constitute NQS operations.164
165
Figure 2: NQS Concept of Operations166
Qualification: During the qualification process, trainees—individuals seeking to become167
qualified—meet the prerequisites for the position they are pursuing by completing training168
courses, obtaining professional or technical licenses and certifications, if appropriate, and169
meeting the physical and medical fitness requirements established for the position they are170
pursuing. The trainee’s AHJ issues him/her the appropriate PTB, and the trainee works with171
coaches to apply the knowledge and skills to perform the tasks required for the position. (See172
Appendix A: Qualification Process for details on the aspects of qualifying incident personnel.)173
PTBs are a key tool of the NQS qualification process. They:174
• Provide an observable, measurable, and standardized means to document the trainee’s175
proficiency by describing specific tasks, behaviors, and competencies for each position; and176
• Streamline and standardize the evaluation process by enabling evaluators to observe and177
document the trainee’s performance during qualifying incidents, events, job activities,178
exercises, or classroom activities.179
Certification: As part of the certification process, a certifying official (CO) and/or QRB180
examines the trainee’s records of performance and evidence that the trainee meets all the181
requirements for the given position. If the trainee meets all requirements, the CO certifies the182
individual qualifies for the position.183
Recertification: The AHJ maintains records regarding its personnel and establishes procedures184
for the periodic review of individuals’ qualification and currency in their positions. This may185

result in a formal periodic recertification or decertification if individuals no longer meet186
minimum qualification standards or are not current in the positions.187
(See Appendix B: Certification Process for more information on certification and recertification188
processes.)189
Credentialing: Once an individual certifies for a position, the AHJ issues an identification card190
or badge—a credential—attesting to the identity of the individual and his/her qualifications and191
affiliations. AHJs determine what kind of identification card, badge, or other identification192
document to issue to validate the certified individual’s identity, affiliation, and qualifications.193
Credentialing documents run from the basic Incident Qualification Certification System Card,194
used by AHJs who support wildland fire responses, to a radio-frequency identification (RFID)-195
chipped Personal Identity Verification (PIV) card with the capacity to contain significantly more196
detailed information about the individual. (See Appendix C: Credentialing Process for details on197
credentialing personnel for incident-related positions).198

III. Implementing the NQS Guideline199
The varied capabilities and resources of jurisdictions and organizations are tremendous national200
preparedness assets. However, differing terminology and processes for qualifying, certifying, and201
credentialing personnel often complicate mutual aid and present challenges for incident202
managers when personnel from one jurisdiction deploy to support incident management203
activities in other jurisdictions.204
The Resource Management component of NIMS provides guidance that supports nationwide205
unity of effort through shared vocabulary, systems, and processes to deliver the capabilities206
described in the National Preparedness System. By implementing the guidance in this document,207
AHJs can help to ensure their personnel are prepared to perform their specific responsibilities208
regardless of where they are responding. Ultimately, following the concepts and processes in this209
guideline will enhance national preparedness by expanding the network of qualified incident210
personnel who can be deployed nationwide.211

Glossary212
Authority Having Jurisdiction (AHJ): An entity with the authority and responsibility for the213
development, implementation, maintenance, and oversight of the qualification process within its214
organization or jurisdiction. This may be a state or Federal agency, a training commission, or a215
local agency such as a police or fire department. In some cases, the AHJ may provide support to216
multiple disciplines that collaborate as a part of a team (e.g., an Incident Management Team).217
Behavior: An element of PTBs that describes an observable work activity that groups similar218
tasks necessary to perform the specific activity. See also Competency and Task.219
Certification: The process of authoritatively attesting that individuals meet qualifications220
established for key incident management functions and are, therefore, qualified for specific221
positions.222
Certifying Official (CO): The individual from the trainee’s employing/sponsoring organization223
who reviews and confirms completion its personnel’s PTBs grants certification (see224
Certification) in the position.225
Coach: An individual possessing specific job skills and experience who can help guide a trainee226
in applicable practices, methods, and skills that can result in specific task completions in a PTB.227
Competency: An element of PTBs that describes an observable, measurable pattern of228
knowledge, skills, abilities, or other characteristics that an individual needs to perform the229
behavior/activity and associated tasks. A competency specifies what skill set the person needs to230
possess to do the task(s) successfully. See also Task and Behavior.231
Criteria: A listing within the position qualifications that includes the minimum criteria a trainee232
must meet for qualification.233
Credentialing: Providing documentation that identifies personnel and authenticates and verifies234
their qualification for a particular position.235
Currency: Successfully performing in a position for which the individual has qualified within a236
specified timeframe. To prevent the degradation of knowledge, experience, training, and237
capabilities required to successfully carry out the responsibilities of a position, a person needs to238
perform that function or position at least once every five years.239
Decertification: A process where an individual’s qualifications are removed, making him/her240
ineligible for deployment in that position. This can occur due to lapse of currency or other241
issue(s) detrimental to performance.242
Designee: A separate organization, agency, or approval body that, by regulation, instruction, or243
other issuance, has specific authority to make any determination, give or revoke any approval, or244
take any other action required or permitted with respect to managing, maintaining, or operating245
its delegated qualifications processes.246
Emergency Operations Center: The physical location where the coordination of information247
and resources to support incident management (on-scene operations) activities normally takes248
place. An EOC may be a temporary facility or located in a more central or permanently249
established facility, perhaps at a higher level of organization within a jurisdiction.250

Equivalency: Alternate education, training, or experience that meets the requirements for251
specific position qualification criteria as determined by the AHJ.252
Evaluator: An individual authorized by the AHJ to document and complete evaluation records253
on a trainee as contained in PTBs.254
Final Evaluator: The individual who evaluates the trainee during his or her final position255
performance assignment. A final evaluator is fully qualified in the same position or higher than256
the one under consideration. The final evaluator completes the final evaluator’s verification257
section in the PTB.258
Historical Recognition: Recognition of an individual’s past experience as equivalent to the259
current criteria found in the position qualification criteria for a position.260
Incident/Event Complexity: Incident criteria determined by the level of difficulty, severity, or261
overall resistance faced by incident management personnel while trying to manage an incident or262
event to a successful conclusion or to manage one type of incident or event compared to another263
type.264
Incident Qualification System (IQS)/Incident Qualification and Certification System265
(IQCS): A system of defined response and support staff positions used in emergency and266
incident response, most often within the Federal interagency dispatch system for qualifying267
state/local resources within the Resource Ordering and Status System (ROSS). Federal268
interagency resources use a similar system known as IQCS. An IQS utilizes the PTB model to269
train, evaluate, and certify individuals to perform specific tasks.270
Mission-Ready Package (MRP): Everything required to conduct a mutual aid mission. MRPs271
include components such as pre-scripted mission statement, limitations, required support from272
other sources, readiness, personnel costs, equipment costs, travel costs, and other costs.273
National Qualification System (NQS): A set of interoperable qualifications, credentials, and274
associated processes for the Nation’s disaster workforce, applied across all levels of government275
and throughout the whole community.276
Portability: A method whereby an individual who leaves the employment and sponsorship of277
one AHJ and subsequently becomes employed by another AHJ may transfer their NIMS278
qualifications according to the receiving AHJs policies and procedures.279
Position Qualifications: The minimum criteria necessary for individuals to fill a specific280
position.281
Position Task Book (PTB): A document that describes the minimum competencies, behaviors,282
and tasks to qualify or recertify for an NIMS position and documents a trainee’s performance of283
given tasks.284
Qualification Review Board (QRB): A panel representing the AHJ who evaluates the trainee’s285
ability to fulfill an incident position. The QRB evaluation results in a recommendation to the CO286
to certify or not certify the trainee as qualified for a certain position.287
Qualifications Templates: Tables located in the position qualifications containing the specific288
criteria for each position. These templates are the reference guide for determining what289

proficiencies, education, training, experience, physical/medical fitness, currency, and290
professional and technical licenses and certifications an AHJ requires for an individual to291
achieve qualification.292
Qualifying Exercise: An exercise identified by the AHJ as an acceptable means for evaluating293
PTB tasks.294
Qualifying Incident/Event: An incident or event that the AHJ determines meets complexity,295
time duration, and relevance criteria to the position such that it would provide sufficient296
opportunity for an individual to exercise the roles and responsibilities of the position he or she is297
filling.298
Recertification: A process where the AHJ determines what training, tasks, or experience an299
individual must perform to requalify for a specific NIMS or AHJ endorsement position.300
Recognition of Prior Learning (RPL): The process where an individual provides301
documentation of their experiences, training, and knowledge prior to beginning the certification302
process.303
Reconsideration: The process through which an employee requests the reversal or modification304
of a decision made by the CO.305
State Qualification Review Committee (SQRC): A QRB established to assist a state in306
implementing and operating a qualification system. The SQRC follows the guidelines state307
officials establish for the QRB process.308
Task: An element of PTBs that describes a specific demonstrable action needed to successfully309
perform in a position. Trainees must demonstrate completion of required tasks. See also310
Competency and Behavior.311
Task Codes: Codes that depict the circumstances in which the trainee can demonstrate312
proficiency on specific tasks.313
Trainee: An individual, sponsored by his or her agency and holding an initiated PTB, who is314
seeking to qualify for an incident position.315
Training Officer: The person responsible for tracking individuals who are either NIMS position316
trainees or fully qualified. The training officer may be from the employing/sponsoring317
organization or from another agency or organization with the authority to provide the318
administrative management of the individual’s training and qualifications records.319
Type: A NIMS resource classification that refers to capability of a specific kind of resource,320
classified by a metric to designate it as a specific numbered class.321

List of Abbreviations322
AHJ Authority Having Jurisdiction323
CO Certifying Official324
DHS Department of Homeland Security325
EMAC Emergency Management Assistance Compact326
EMI Emergency Management Institute327
EMS Emergency Medical Services328
EOC Emergency Operations Center329
FEMA Federal Emergency Management Agency330
HazMat Hazardous Material331
IAP Incident Action Plan332
ICS Incident Command System333
IQS Incident Qualification System334
IQCS Incident Qualification and Certification System335
MRP Mission-Ready Package336
NGO Nongovernmental Organization337
NIMS National Incident Management System338
NRCS National Response Coordination Staff339
NWCG National Wildfire Coordinating Group340
PIV Personal Identity Verification341
PTB Position Task Book342
QRB Qualifications Review Board343
RFID Radio-frequency Identification344
ROSS Resource Ordering and Status System345
RPL Recognition of Prior Learning346
RTLT Resource Typing Library Tool347
SQRC State Qualifications Review Committee348

Resources349
The following resources can assist AHJs in establishing qualification, certification, and350
credentialing processes consistent with NQS doctrine.351
Emergency Management Institute (EMI)352
• FEMA’s emergency management training arm, EMI is the national focal point for the353
development and delivery of emergency management training. EMI provides an extensive354
list of training activities to help personnel qualify for ICS positions.355
• https://training.fema.gov/emi.aspx356
FEMA Resource Typing Library Tool (RTLT)357
• The RTLT is an online catalog of national resource typing definitions, NIMS Job358
Titles/Position Qualifications, and PTBs.359
• http://www.fema.gov/resource-management-mutual-aid360
Incident Command System (ICS) Resource Center361
• EMI’s ICS Resource Center provides information and links to an extensive array of ICS362
training materials, job aids, position checklists, and forms.363
• https://training.fema.gov/emiweb/is/icsresource/index.htm364
National Incident Management System (NIMS)365
• The NIMS document includes comprehensive guidance regarding incident resource366
management, including the preparation and typing of resources including personnel. The367
Resource Management section of NIMS contains specific information regarding the368
qualification, certification, and credentialing of incident personnel. It also defines the use of369
pertinent terms to ensure common terminology among all qualification system users.370
• [Insert link to 2017 NIMS when it is published]371
National Wildfire Coordinating Group (NWCG) System Guide, PMS 310-1372
• This comprehensive document describes the minimum requirements for training, experience,373
physical fitness, and currency standards for personnel in wildland fire positions. It also374
documents the system that NWCG member organizations use to qualify personnel for these375
positions.376
• https://www.nwcg.gov/sites/default/files/publications/pms310-1.pdf377
NIMS Guideline for the Credentialing of Personnel378
• The NIMS Guideline for the Credentialing of Personnel describes the national credentialing379
standards and provides written guidance regarding the use of those standards. This document380
describes credentialing and typing processes and identifies tools that emergency management381

personnel at all levels of government use, both routinely and to facilitate multijurisdictional382
coordinated responses.383
• [Insert link to 2017 NIMS Guideline for the Credentialing of Personnel when it is published]384
NIMS ICS All-Hazards Position-Specific Training Program website385
• Maintained by EMI, the site provides information regarding the training for personnel386
responsible for managing incidents. This training addressed on the website enables387
participants to perform the responsibilities for specific ICS positions.388
• https://training.fema.gov/allhazards/389
NIMS Webpage390
• At the NIMS webpage, users can find links to the NIMS documents, such as this guideline,391
as well as information regarding training, implementation guidance, the latest updates, and392
contact information for FEMA’s regional NIMS coordinators.393
• https://www.fema.gov/national-incident-management-system394

Appendix A: Qualification Process395
NQS qualification is the process of:396
• Enabling personnel to perform the duties of specific NIMS positions and meet any other397
prerequisites established for the positions; and398
• Documenting the fact that individuals have demonstrated the capabilities required for those399
positions.400
Enabling personnel to perform the duties of a particular position occurs through a combination of401
training, on-the-job coaching, and experience. Generally, one or more evaluators observe, attest402
to, and document an individual’s ability to perform specific tasks as described in PTBs.403
Qualification Criteria404
A key element of developing consistency in positions is establishing minimum criteria that405
trainees must meet to be qualified in a specific position. To assist AHJs in establishing consistent406
criteria for positions, the RTLT contains information regarding NIMS job titles, position407
descriptions, and qualification criteria for the positions that organizations are most likely to408
request through mutual aid. AHJs can use this information to help determine what education,409
training, experience, physical/medical fitness, currency, and professional and technical licenses410
and certifications are necessary for specific positions. NIMS Job Titles/Position Qualifications in411
the RTLT also establish minimum criteria to perform in a position in incidents at a particular412
complexity level. AHJs can use NIMS Job Titles/Position Qualifications in the RTLT as a413
baseline, but they also have the flexibility to modify the qualifications based on the needs or414
circumstances of their jurisdiction or organization.415
Examples of some of the qualification criteria include:416
• Performance: Completing the PTB required for the position.417
• Education: Formal instruction based on a curriculum that prepares an individual with the418
core knowledge and skills to enter into a discipline and perform job functions.419
• Experience: Being qualified for and serving in subordinate and other pertinent positions.420
• Physical/Medical Fitness: Physical and medical considerations that, when applied, help to421
ensure safe performance in potentially hazardous environments. AHJs determine the method422
of evaluating the physical fitness levels of their personnel; however, the testing method423
should be a measurable evaluation process.424
The following page presents a sample qualification requirement for an emergency medical425
technician (EMT) position.426

EMERGENCY MEDICAL TECHNICIAN427
DESCRIPTION: The primary focus of the Emergency Medical Technician (EMT) is to provide basic triage,428
assessment, and noninvasive interventions to reduce the morbidity and mortality associated with acute429
out-of-hospital medical and traumatic emergencies. This may occur at an emergency scene until430
transportation resources arrive, from an emergency scene to a health care facility, or between health care431
facilities. Additionally, the EMT possesses the education and experience in areas of patient care that are432
commensurate with the patient care mission, providing care to minimize secondary injury, and provide433
comfort to the patient and family while transporting the patient to an emergency care facility. The EMT434
level is the minimum licensure level for personnel transporting patients in ambulances.435
EDUCATION: Completion of a state-approved EMT program based on National Highway Traffic Safety436
Administration (NHTSA) National Standard Curriculum.437
Recommended: Successful completion of the minimum terminal learning objectives for EMT as defined438
by NHTSA National Emergency Medical Services (EMS) Education Standards.439
TRAINING:440
1. IS-100: Introduction to Incident Command System (ICS) or ICS-100.441
2. IS-700: National Incident Management System (NIMS), an Introduction.442
3. IS-800: National Response Framework (NRF), an Introduction.443
4. HazMat Awareness Training or equivalent basic instruction consistent with:444
a. The hazards anticipated to be present, or present at the scene445
b. The probable impact of those hazards, based upon the mission role of the individual446
c. Use of the personal protective equipment consistent with “Guidance on Emergency Responder447
Personal Protective Equipment (PPE) for Response to CBRN Terrorism Incidents,” Department of448
HHS, Centers for Disease Control and Prevention, National Institute for Occupational Safety and449
Health (June 2008).450
EXPERIENCE: Ongoing, active participation with an EMS-providing entity, organization, or agency.451
PHYSICAL/MEDICAL FITNESS:452
1. Individuals must be healthy enough to function under field conditions, which may include some or all453
of the following: 12-hour shifts, austere conditions (possibly no showers, housing in tents, portable454
toilets), extreme weather conditions (long exposure to heat and humidity, lack of air conditioning,455
extreme cold, wet environments), or long periods of standing.456
2. Individuals should not require personal medications that require refrigeration.457
3. Individuals should not have any physical conditions, impairments, or restrictions that would preclude458
them from participating in the moving and lifting of patients and/or equipment and supplies.459
4. Immunizations: Refer to immunization recommendations for emergency responders by the Centers460
for Disease Control and Prevention, including tetanus, diphtheria, and pertussis vaccine; receipt of461
primary series and booster within the past 10 years; and completion of Hepatitis B Vaccination Series462
or completion of a waiver of liability.463
PROFESSIONAL AND TECHNICAL LICENSES AND CERTIFICATIONS:464
Certification: Successful completion of a state-approved program at this level or National Registry of465
Emergency Medical Technicians certification at this level.466
Licensing: Active status of legal authority to function as an EMT granted by a state, the District of467
Columbia, or U.S. territory.468

Position Prerequisites469
Most NIMS positions require trainees to complete prerequisites such as training, education, and470
performance in subordinate positions. For entry-level positions, these prerequisites might only471
require trainees to complete certain basic incident management classes. More advanced positions472
might require professional certifications and/or experience as determined by the trainee’s473
discipline. Peace Officers Standards and Training (POST) certifications for law enforcement474
positions, EMT certifications for emergency medical services positions, and structural475
engineering certifications for Urban Search and Rescue positions are examples of such476
requirements.477
Qualifying for supervisory positions, such as Unit Leaders, Division/Group Supervisors, Task478
Force Leaders, Branch Directors, Section Chiefs, and Incident Commanders (IC), typically479
requires years of training and experience. Becoming qualified for these positions also usually480
requires trainees to have previously qualified for and served in one or more subordinate481
position(s).482
Ideally, trainees should meet all prerequisites for a given position before the AHJ issues the483
trainee the PTB for the position. However, this is not always practical, and AHJs often allow484
trainees to pursue position prerequisites while working to complete the PTB at the same time.485
Position Task Books (PTB)486
The trainee’s direct supervisor typically requests issuance of a PTB to the trainee. Once an AHJ487
issues a PTB, trainees are generally required to complete the PTB within three years.488
After the AJH issues the PTB, the trainee works with coaches and instructors to apply the489
knowledge and skills to perform the tasks required for the position through real world experience490
or exercises. Once a trainee completes a PTB and the final evaluator signs it, the AHJ’s QRB491
receives the PTB along with supporting evidence that the trainee has completed the other492
requirements for the position. Appendix B: Certification Process describes the process of493
reviewing trainee submissions. (See Tab 1 to Appendix A: Position Task Book (PTB) Guidelines494
for details on the PTB design and process.)495
Qualifying Exercises496
While trainees generally demonstrate proficiency in actual incidents, AHJs may also allow trainees to497
complete certain PTB tasks in exercises. This can accelerate the qualification process when opportunities498
for trainees to perform on actual incidents are limited. The goal of the PTB process is to ensure that499
trainees are fully capable of performing in the position they are pursuing, so the exercises used for PTB500
task sign-offs should simulate the actual conditions under which the trainee would have to perform in an501
incident.502
The Homeland Security Exercise and Evaluation Program (HSEEP) guidance describes various types of503
exercises, from full scale to tabletop, in very specific terms. HSEEP guidance also provides other valuable504
information regarding the use of exercises as training. AHJs should define the types of exercises that will505
be acceptable for trainee PTB task evaluation in terms of the HSEEP definitions. Within the PTB task506
codes, AHJs should also indicate which tasks trainees may complete through exercises and which ones507
trainees must be demonstrate in actual incidents.508

Direct Entry Qualification509
A fundamental premise of NIMS is that when a given position in a NIMS organization is vacant,510
the individual filling the next higher position in the organization is responsible for the duties of511
the unfilled position. This is one reason trainees for supervisory NIMS positions should have512
previously qualified for the positions they manage.513
Though first-hand experience in being qualified for subordinate positions is desirable, AHJs may514
authorize “direct entry qualification,” which allows trainees who have not had that experience to515
qualify for some supervisory NIMS positions (i.e., Officer, Chief, Director, Supervisor, or516
Leader). In such cases, at least some level of experience with subordinates’ responsibilities can517
increase a trainee’s likelihood of a successful outcome. Evaluators, final evaluators, training518
officers, QRBs, and COs ensure that direct entry trainees are capable of meeting their519
responsibilities before recommending or granting qualification and certification.520
Portability of Qualifications521
AHJs should develop a method to communicate an individual’s qualifications to other AHJs in522
the event that an individual transfers to another jurisdiction or organization. Using NQS523
guidelines increases the chances that the new employer or sponsoring agency will accept the524
trainee’s qualification from a previous employer. Ultimately, the receiving AHJ determines the525
timeframe and requirements for transferring qualifications.526

Tab 1 to Appendix A: Position Task Book (PTB) Guidelines527
Design and Use528
PTBs are performance evaluation tools that provide a standardized method to document the529
successful performance of the specific tasks a trainee is required to perform to qualify for a530
particular incident-specific position. The performance criteria for each position include531
competencies, behaviors, and tasks. Once the trainee demonstrates proficiency in all the position532
tasks, an evaluator documents the results and recommends that the CO or CO’s designee certify533
the trainee as qualified in that position.534
The PTBs document the trainee’s successful performance of the identified tasks and includes535
areas for evaluator comments and notes regarding the evaluated experience. A PTB does not536
replace the use of an ICS Form 225, which a supervisor should complete and submit after each537
incident or event assignment to properly document a trainee’s position performance.538
Users can download the NIMS PTBs via the RTLT.5
In addition, the RTLT contains a PTB539
Users Guide to help AHJs, evaluators, and trainers understand and complete the template.540
The AHJ should develop a system to monitor and track the issuance and completion of PTBs and541
determine who has the authority to issue them.542
Completion Timeframe Guidelines543
After issuing a PTB, the AHJ generally requires trainees to complete the PTB within a specified544
timeframe. Typically, trainees have three years from the PTB initiation date to complete all tasks545
within that PTB. However, an AHJ has discretion to impose more or less stringent timelines.546
If the trainee does not complete the PTB within the established timeframe, the PTB expires and547
is no longer valid. The AHJ may issue the trainee a new PTB. Prior to a trainee initiating a new548
PTB, he or she should complete any new criteria in the current position qualification criteria for549
the position that he or she has not already completed.550
At the AHJ’s discretion, the evaluator may take into account prior experience documented in the551
expired PTB in completion of the new PTB.552
If the qualification criteria for a position changes while a trainee is in the midst of completing a553
PTB, individuals can continue to use the previous criteria as long as he or she completes the554
process prior to the PTB’s expiration deadline. If the AHJ alters the position qualification555
criteria, personnel qualified in that position prior to the revision may retain certification at their556
AHJ’s discretion. To qualify in any other position, the individual should meet the criteria557
identified in the latest editions of those documents.558
The PTB Process559
A trainee is typically involved in three types of activities during the PTB process: training,560
coaching, and evaluation. When a trainee needs to learn a new knowledge, skill, or ability, the561
AHJ often pairs him or her with a coach (an individual who is well qualified in the position or562
5
PTBs will be uploaded to the NIMS Resource Management and Mutual Aid webpage when they are finalized
(https://www.fema.gov/resource-management-mutual-aid).

task). The coach instructs and trains the trainee to meet the performance qualification criteria for563
the position. When the trainee is ready, an AHJ-approved evaluator observes and assesses the564
trainee’s performance. Whenever possible, the coach and the evaluator should not be the same565
person so that the trainee performs PTB tasks for more than one individual, which provides566
greater depth and variety in training. However, due to personnel constraints in some567
organizations, jurisdictions, and incidents, the coach and evaluator will be the same person.568
A trainee cannot work on multiple PTBs for a specific position at the same time (e.g., a trainee569
cannot work on both a Type 1 IC PTB and a Type 2 IC PTB at the same time). If a particular570
position has multiple types, in most cases an individual must qualify at the lowest type before571
pursuing the next higher type. For example, before seeking qualification for a Type 1 position, an572
individual must first qualify at the Type 3 level, then Type 2 level.573
Trainees initiate a PTB for each new position. That means an individual cannot use the same574
PTB he or she completed for qualification at one level (e.g., for a Type 3 position) for the next575
higher level (e.g., a Type 2 position).576
Training and Coaching577
During training, the trainee’s role is to watch and observe the coach performing the tasks578
associated with the position: what he or she does and in what order, why he or she does it, and579
how he or she does it. The coach and trainee discuss what occurred and why the coach performed580
particular actions. The number of times the trainee observes the coach depends on the581
complexity, risk, and trainee’s experience with the task.582
The trainee practices the skill or task under the mentorship and observation of a coach. Coaching583
consists of the coach observing the trainee performing the same tasks, assessing the trainee’s584
performance, and providing feedback. It also provides the coach with an opportunity to correct585
any problems and ensure the task is performed safely.586
Evaluation587
When the trainee is ready for his or her performance of the task(s) to be assessed, the trainee can588
ask an evaluator to assess his or her competency. The evaluator observes, evaluates, and records589
performance. Only when the trainee is performing a task that may endanger the trainee or others590
does the evaluator typically step in to offer corrective guidance.591
The evaluator who signs off on the last task is the final evaluator. This person reviews the entire592
PTB and ensures that all tasks have been completed and verified. The final evaluator also593
completes the final verification portion of the PTB.594

Appendix B: Certification Process595
Certification is the AHJ’s final and official documentation indicating that an individual is596
qualified to perform in a specified NIMS position. Certification of personnel helps to ensure597
personnel possess a minimum level of education, training, experience, physical and medical598
fitness, and capability appropriate for a particular position.6
599
Individual certifications can be listed in various databases, such as the Incident Qualification600
System (IQS) that state/local governments use, or the Incident Qualification and Certification601
System (IQCS) that many Federal agencies use. Many states use automated incident support602
systems to capture and manage lists of qualified and/or typed resources. This provides agencies603
requesting personnel a faster, more centralized method for obtaining resources.604
Qualification Review Board’s (QRB) Evaluation605
AHJs frequently use a committee or board structure to assist in the certification process. QRBs,606
sometimes called qualification review committees, review an individual’s qualifications against607
the criteria for a particular NIMS position. NGOs and private sector organizations, in particular,608
may need to convene QRBs with personnel from other professional organizations or609
associations, local businesses/organizations, or a local jurisdiction’s QRB.610
Benefits of the Diversity of QRBs611
The composition of a QRB should be diverse to promote an inclusive approach and reduce the potential612
for occurrences and perceptions of favoritism and unequal treatment of individuals during the613
qualifications process. For example, at the state-level, review boards or committees are typically614
multiagency, multidisciplinary, and multijurisdictional. Having a diverse QRB increases the chances that at615
least one person on the board will have personal knowledge about the training and experiences of a616
trainee.617
Once a trainee completes a PTB and the final evaluator signs it, the AHJ’s QRB typically618
reviews and evaluates the PTB and all supporting documentation. The QRB may assign a subset619
of its members to produce a detailed analysis of the submittal, ensuring the completion of all620
activities before recommending approval or denial to the CO. See Tab 1 to Appendix B:621
Guidance for Qualification Review Boards for a detailed explanation of the QRB structure and622
processes.623
Documentation Review624
The AHJ maintains a complete record of all the evaluations and documentation it needs to625
validate the certification. The certification record typically includes items such as:626
• Completed administrative checklists for progress tracking, position checklists, and/or PTBs;627
• Evaluation documents that list:628
‒ Assessment of experiences629
‒ Number of assignments630
6
See 6 U.S.C. §311.

‒ Variety of incidents631
‒ Complexity of the incident during which the responder performed;632
• Completed Incident Personnel Performance Rating (Incident Command System [ICS] Form633
225) from incident management supervisors;634
• Information demonstrating the trainee’s successful completion of all criteria in all other635
categories; and636
• QRB recommendation.637
Some AHJs also use two alternate approaches, historical recognition and recognition of prior638
learning (RPL), to qualify individuals outside of the traditional PTB process.639
Historical Recognition640
Historical recognition is a process that recognizes an individual’s prior experience as a way of641
demonstrating the trainee has attained the applicable competences and behaviors of the position642
for which he/she is applying. Personnel who possess documentation of previous education,643
training, and experience, or previous extensive on-the-job incident response experience, may644
receive credit that the AHJ can use to certify them as qualified by way of historical recognition.645
However, trainees cannot cite historical documentation as evidence of physical/medical fitness or646
currency. Laws or regulations may also limit the AHJ’s use of historical recognition for647
certificates or licenses.648
Historical recognition is typically available to trainees for a limited period. While each AHJ649
determines the specific timeframe, the most common interval for accepting historical650
qualifications is two years after the AHJ implements a QRB process. This allows time for651
trainees to assemble their documentation packages, undergo an evaluator’s oversight during a652
large event or incident, receive an acceptable performance evaluation on that assignment, and653
present their completed package to the QRB.654
Evaluators of historical recognition applications should consider that items documenting655
previous experience, such as PTBs or performance evaluations, may not be available. In place of656
the PTBs and performance evaluations, the QRB may develop a list of acceptable historical657
recognition documentation.658
Recognition of Prior Learning659
RPL is a process that evaluates an individual’s formal and informal learning through training and660
experience to determine the extent to which the individual has already acquired and performed661
the required competencies of an emergency response position. RPL is a robust, performance-662
based evaluation and enhancement of traditional historical recognition processes. It evaluates the663
trainee’s ability to perform the tasks required for the position, rather than the manner by which664
the trainee acquired the skills (e.g., military, through a profession, working as a disaster665
volunteer).666
The QRB evaluates the RPL documentation and typically invites the trainee to an assessment667
interview to answer questions about the portfolio and experiences that relate to performing the668
desired position. If the QRB deems a trainee qualified, they report to the AHJ that the trainee669

meets at least the minimum competencies to perform in the position and recommends that the670
AHJ certify the trainee for the position. If the QRB deems a trainee not qualified based on RPL,671
they make recommendations to the trainee and the sponsoring agency for training and672
development opportunities.673
Training Equivalencies674
The qualification training criteria allow equivalent training for many of the required courses.675
Awarding equivalency is an AHJ-level responsibility. In determining equivalency, the AHJ676
reviewer should consider whether the trainee who completes the proposed equivalent training677
can perform the pertinent tasks as successfully as a trainee who completes the original course.678
Some training courses may be equivalent to two or more separate courses.679
Certification680
Once the QRB determines a trainee has successfully completed all requirements for a position,681
the board forwards a recommendation to the AHJ’s CO, explaining their findings and682
recommending the CO certify the trainee as qualified for the position. If the QRB determines that683
the trainee’s package does not provide enough evidence that the trainee has met the requirements684
for position he/she is pursuing, the QRB returns the package to the trainee along with an685
indication of any unmet requirements.686
Acting on the QRB’s positive recommendation, the CO issues documentation certifying that the687
individual is qualified for the given position. The AHJ maintains documents regarding the688
employee’s qualification and enters the pertinent information into the AHJ resource/personnel689
management systems.690
Recertification691
Certifications are not permanent. AHJs should establish a process to ensure that personnel692
continue to be capable of performing in the position(s) for which they are certified. They693
typically do this through a process of periodically reviewing and, if merited, recertifying694
personnel.695
Maintaining Currency696
To prevent the degradation of the knowledge and capabilities required to carry out the697
responsibilities of a position, a person must perform in that position frequently enough to698
maintain competency.699
Generally, trainees can maintain currency by successfully performing in the position in which700
they are qualified. They can also maintain currency by performing in a higher position(s)701
providing that their current position is a qualification prerequisite for this higher position. To702
prevent the degradation of knowledge, experience, training, and capabilities required to703
successfully carry out the responsibilities of a position, AHJs typically require a person to704
perform in that position at least once every five years. However, this period may vary since AHJs705
establish their own currency timelines.706
An individual who does not meet the currency criteria or fails to maintain qualified status reverts707
to trainee status for that position. The QRB determines if a) they should issue a new PTB; b) the708
individual should complete further training; or c) the individual can gain the requisite experience709

in an assignment(s). A return to trainee status may have the advantage of introducing the710
individual to new technology, procedures, and advances in incident and event management.711
Decertification712
AHJs are also responsible for decertification—revoking an individual’s position qualifications.713
An individual may lose his or her qualification for currency reasons, by voluntarily withdrawing,714
or for other reasons the AHJ deems appropriate. The AHJ should consider decertification when715
an individual:716
• Takes actions that lead to unsafe conditions on an incident;717
• Misrepresents incident qualifications;718
• Fails to follow delegation of authority;719
• Disregards identified safe practices; or720
• Receives one or more “unacceptable” or equivalent performance rating(s).721
While many authorities have them already, the AHJ should develop guidelines and rules to722
rescind position qualifications. For example, the guidelines could direct immediate removal of723
decertified personnel from all rosters, lists, or databases of qualified individuals applicable to the724
specific role or position until recertification occurs. These guidelines should also address the725
recertification process.726
When developing the procedures for decertification and recertification, the AHJ should consider727
the following:728
• Decertification of qualifications only applies to performance in the incident-specific position729
for which the individual was performing and not for performances of tasks as a part of their730
regular job.731
• During any decertification action, the responder should not accept, the employer should not732
request, and the AHJ should not approve a responder’s deployment.733
• ICs usually do not have the authority to decertify responders; however, an IC may remove734
(demobilize) a qualified individual from an incident position and demobilize the individual.735
In such cases, the IC should document the reason for early demobilization on the ICS Form736
225.737
An individual who does not meet the currency criteria or fails to maintain qualified status should738
be decertified and revert to trainee status for that position.739
Appeals740
In circumstances where a trainee feels the qualifying authority made an error in evaluating his or741
her qualifications, or an individual receives notice of impending decertification, an AHJ should742
have a documented appeals process. The AHJ may use the existing QRB to adjudicate the743
appeal, or the AHJ may decide to appoint a separate a set of professionals apart from the QRB to744
make a decision on the appeal.745

Tab 1 to Appendix B: Guidance for Qualification Review Boards746
Overview747
The QRB is a vital element to review, vet, and certify individuals for incident management748
positions. A QRB reviews the training, skills, knowledge, experience, currency, and medical and749
physical fitness guidelines that individuals must achieve and maintain for position qualifications.750
QRBs may use PTBs, evaluations, and NIMS Job Titles/Position Qualifications available on the751
RTLT to help guide their decisions to qualify personnel.752
This appendix describes the recommended composition of a QRB or committee and its general753
roles and responsibilities. It also provides tools and templates to assist the QRB in executing its754
role.755
Description and Establishment of QRBs756
A QRB is a panel representing the AHJ. It serves two primary functions:757
1. Establishes or maintains the qualification criteria for positions; and758
2. Makes certification recommendations to the CO based on a review of completed PTBs,759
training records, and other documentation submitted by trainees.760
Board Membership and Organization761
QRB membership should involve a cross-section of relevant agencies, organizations, individuals,762
and disciplines. This reduces the potential for favoritism and unequal treatment of individuals763
during the qualifications process.764
The QRB should establish a governance structure. This usually includes a chair and vice chair765
either elected by the membership or appointed by the AHJ. The governance structure typically766
includes terms of office and board/committee procedures, as well as meeting frequency and a767
decisions appeals process.768
QRB Duties and Responsibilities769
The AHJ authorizes the QRB to review and determine whether an individual meets the770
requirements for qualification. Applying their collective expertise, the QRB reviews the evidence771
submitted by the trainee to decide if the individual has met the criteria established to serve in a772
certain position. Such evidence typically includes completed PTBs, course records, certificates,773
resumes, experience documentation, and performance ratings.774
The QRB also establishes processes and internal controls that subject each application to a775
standard level of review. For example, it sets evaluation guidelines to include how many776
incidents, events, or exercises qualify toward the experience required, how the quality of the777
experience is measured, and the evaluation timeframe. Under the direction of the AHJ, the QRB778
determines:779
• The number of times the trainee should perform in the position in which they want to qualify780
before recommending certification;781

• The minimum number of actual incidents needed for the qualification, in addition to any782
qualifying events or exercises;783
• The guidelines for determining the quality of the experience gained through an evaluation784
process;785
• The requirements for an individual to begin the process to advance to the next higher level786
(those requirements can include that more than one assignment be experienced after787
completing the PTB and receiving certification);788
• Whether the trainee’s records meet all of the requirements for the position as established in789
the PTB;790
• Whether the evaluations of the trainee are satisfactory;791
• Whether the PTB is complete; and792
• Upon completion of the review and trainee interview, the recommendation for the trainee793
(approval, denial, or incompletion of the work as submitted).794
The QRB documents the process and findings for any review or audit it performs. If the QRB795
recommends approval, it submits the trainee’s package to the CO for certification.796

Tab 2 to Appendix B: Sample Qualification Review Board797
Templates798
QRBs may use the templates in the following sections. QRBs may tailor the forms and letters to799
meet the needs of their organization or jurisdiction.800

National Incident Management System (NIMS) Position Qualification Application801
Template802
[Insert Authority Having Jurisdiction (AHJ) Name]803
[Insert AHJ mailing address]804
[Insert AHJ phone number]805
[Insert AHJ point of contact (POC) and title]806
[Insert AHJ POC phone number]807
[Insert AHJ POC e-mail address]808
 QRB ASSIGNMENT  Operations/Coordination Center/Emergency Operations Center
 Incident Management Team  OTHER
809
The QRB members review applications [TIMEFRAME]. Applications are due to the QRB by [DATE] of
the month prior to the next scheduled meeting. Please submit only completed applications to avoid any
unnecessary delays. Submit applications to either the mailing address or email address above.
Trainee Name:
First: Click here to enter text. Last: Click here to enter text. M.I.: Click here to enter text.
Current Agency Position or Title: Click here to enter text.
Trainee Agency: Click here to enter text.
Agency Mailing Address: Click here to enter text.
City: Click here to enter text. State: Click here to enter text. Zip: Click here to enter text.
Phone: Click here to enter text. Email: Click here to enter text.
Position for Consideration: Click here to enter text.810
Please submit your completed Position Task Book with this application811
PTB Checklist812
1. Personal Data813
 “PTB Assigned To” completed814
 “PTB Initiated By” completed815
 “Location and Date PTB was Initiated” completed816
2. Evaluation Data817

 All tasks signed off818
 Evaluation Record completed (back of PTB)819
 “Final Evaluator’s Verification” signed820
3. Training Certificates/Equivalencies821
 All training certificates present822
 Relevant equivalencies approved823
4. Relevant experience824
 Relevant job experience and time included in position or narratives825
 Historical recognition documented as necessary826
 Recognition of Prior Learning documented as necessary827
5. Additional Documentation828
 Incident Experience Narrative, Incident Evaluation(s), Activity Log (ICS Form 214)829
included830
 Incident Action Plans list name, position and incident831
 Other documents included [please list below]832

Self-Assessment and Evaluation Form Template833
[Insert agency logo here]834
POSITION SELF-ASSESSMENT AND EVALUATION FORM835
[Insert Authority Having Jurisdiction (AHJ) Name]836
842
The QRB members review applications [TIMEFRAME]. Applications are due to the QRB by [DATE] of
unnecessary delays. Submit applications to the mailing address or email address above.
Trainee Name:
Job Title for Consideration: Click here to enter text.843
Professional Experience844
Please list significant experience related to the position you are applying for that directly845
supports your application.846
Click here to enter text.847
Significant Incident or Planned Event (Type 3 or above) Experience848
Please attach Incident Action Plans, Incident Briefing (ICS Form 201), Performance Evaluations,849
etc. for any incidents or planned events that support your application.850

Education, Training, Professional Certification, and Licensure852
Please list related degrees, training courses, professional certificates, licenses, etc. that support853
your application and include pertinent documents.854
Other Supporting Documentation856
Please attach any other documents relevant to your application that further support and record857
your experiences.858

Sample Loss of Qualification/Decertification Letter860
When an individual’s certification expires or requires revocation, the AHJ should formally notify861
the individual and document the situation. AHJs or QRBs typically send formal letters to the862
individual.863
The following items are standard elements of loss of qualification or decertification notification864
correspondence.865
Date: The date of the correspondence serves as the starting date for the window for any866
corrective action.867
Personal Information: Include the individual’s name and address and the job title for the868
position for which the revoked certification in the salutation and subject line of the document.869
Position Currency Requirements (if the individual is losing a qualification due to failure to870
remain current in the position): Summarize the currency requirements for the specific position871
for which the individual is certified.872
Reason for Revocation: Explain the rationale for revocation (e.g., did not supply documentation873
for currency within allotted timeframe, a conduct issue). Also explain what suspension or874
revocation of certification means for the individual (e.g., the individual is no longer approved to875
respond to any incidents or events outside of his or her home jurisdiction or while supporting876
normal mutual aid duties).877
Summary of Actions: Describe the steps, if applicable, that the individual can take to requalify878
or recertify, along with the timeframe for the actions (e.g., provide missing documentation within879
a certain timeframe). Indicate what will occur if the individual does not address the outstanding880
issues within the specified timeframe. This may include any or all of the below actions:881
• The individual’s name will be removed from the AHJ’s resource mobilization list for this882
specific position;883
• The individual reverts back to trainee status with specific requirements for how to requalify884
for this position within a certain period;885
• The individual’s credential(s) will be rescinded; or886
• An individual initiates a new PTB with all supporting prerequisites if he or she does not887
requalify within the allotted timeframe.888
Point of Contact: Provide the name and contact information of a person whom the individual889
may contact with any questions.890

Decertification/Removal of Qualification Appeal Template891
[Insert Authority Having Jurisdiction (AHJ) Agency]892
898
The QRB member review applications [TIMEFRAME]. Applications are due to the QRB by [DATE] of
unnecessary delays. Submit applications to the mailing address or the POC email address above.
Trainee Name:
Position for Consideration: Click here to enter text.899

Appendix C: Credentialing Process900
Credentialing is the essential final step in the process for qualifying, certifying, and credentialing901
personnel for incident-related positions. Without an effective and reliable way to identify an902
individual responder’s qualifications at the scene, the receiving AHJ determines how to vet903
individuals to ensure that they can meet the needs of their assigned position.904
This vetting can be a time-consuming and unnecessary burden and delay an effective response.905
Credentialing eases this process by providing documentation, typically badges or identification906
cards, which verify an individual’s identity and qualifications to fulfill an incident-related907
position. The credentials may also document other attributes of individuals, such as affiliations908
and/or privileges.909
Credentialing documents may include the basic Incident Qualification Certification System Card910
used by AHJs who support wildland fire responses, to a PIV card with the capacity to contain911
significantly more detailed information about the responder. A responder’s home agency should912
ensure its personnel arrive at an incident with all appropriate documentation to get them through913
the check-in process and to their work assignment as quickly as possible.914
The NIMS Guideline for the Credentialing of Personnel (see Figure 3) describes credentialing915
standards and provides the necessary guidance to assist AHJs in implementing NQS916
credentialing processes.7
917
918
Figure 3: NIMS Credentialing Guideline919
The Emergency Management Assistance Compact (EMAC) plays a special role in interstate920
mutual aid. Any person credentialed and authorized for deployment through EMAC921
automatically qualifies to serve in the role for which he or she deploys. For responders not922
7
For information, see the NIMS Guideline for Credentialing of Personnel. [insert citation and link for the revised
document once it is published].

deployed through EMAC, the receiving department, agency, or jurisdiction determines whether923
to accept the individual’s credential as proof of qualification.924
While credentialing includes the issuing of identification cards or other credentials, it is separate925
and distinct from an incident-specific badging process.926
Credentialing, Recertification, and Decertification927
AHJs ensure the currency and accuracy of the credentials their employees carry. This is typically928
an outcome of the recertification/decertification processes. Badges and identification cards may929
expire at the time recertification is required, and the AHJ reissues them following recertification.930
Credential holders should note the expiration date of their credentials and seek reissuance of the931
card in case the recertification and credential expiration dates are not the same.932
When individuals are decertified, the AHJ promptly retrieves the decertified individual’s933
credentials.934

Appendix D: Position Endorsements935
Endorsements certify trainees who complete specific education, training, experience, and fitness936
levels beyond the minimum qualifications that an AHJ establishes for a given position.937
Endorsements indicate that the individual exceeds the baseline position qualification criteria.938
A specific discipline or hazard may require endorsement to ensure safe and effective operations939
(e.g., hazardous materials incident response, wildland fire). An AHJ may create a discipline- or940
hazard-specific position endorsement to distinguish unique qualifications for specialization when941
necessary. This section describes a framework for AHJs to develop and implement discipline- or942
hazard-specific position endorsements. The AHJ should consider endorsements on a position-by-943
position basis.944
When developing an endorsement, the AHJ should not alter the minimum criteria for the945
position. If an AHJ endorses additional competencies or behaviors, it should give the trainee the946
opportunity to document mastery of those additional discipline- or hazard-specific competencies947
and/or behaviors by performing appropriately designed tasks. The trainee should meet both the948
endorsement criteria and the normal position qualification criteria to qualify for the position with949
the discipline- or hazard-specific position endorsement requirement. The endorsement involves950
additional criteria added to the baseline criteria, and it does not stand by itself as a qualification.951
Components of an Endorsement952
Any discipline- or hazard-specific position endorsement should use the standard job title/position953
qualification format and criteria categories. These categories include demonstrated proficiency,954
education, training, experience, physical/medical fitness, currency, and professional and955
technical licenses and certifications. An endorsement may include additional criteria in one or956
more of the following three primary categories:957
• Proficiency: For the purposes of an endorsement, a trainee can demonstrate proficiency958
through various methods, such as actual incident experience or a full-scale exercise. An AHJ959
may identify additional tasks or critical elements unique to a specific discipline or hazard,960
which in turn creates the AHJ’s need for endorsements. All discipline- or hazard-specific961
tasks should relate directly back to the core competencies and behaviors for a specific962
position.963
• Training/Education: Discipline- or hazard-specific training and education enhances an964
individual’s ability to perform discipline- or hazard-specific tasks. Training should teach to965
the specific behaviors or tasks the AHJ identifies for the discipline- or hazard-specific966
position or endorsement.967
• Legal Requirements: Legal requirements include any professional or technical certifications968
and licenses that a jurisdiction may require for an individual to work in the discipline- or969
hazard-specific position.970
Implementation of Endorsements971
To add tasks to any of the existing PTBs for the purpose of endorsements, the AHJ adds972
additional PTB page(s) outlining the new discipline- or hazard-specific tasks. The AHJ typically973
inserts these pages at the end of existing PTBs.974

Endorsement criteria should align with the competencies and behaviors listed in the current PTB.975
The AHJ should incorporate without alteration any endorsements developed at the national level976
(e.g., that the U.S. Fire Service developed for wildland fire incidents or the U.S. Coast Guard977
developed for hazardous materials responses).978

National Incident Management System (NIMS) NQS DRAFT

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National Incident Management System (NIMS) NQS DRAFT