Necessity and Feasibility of Eureka Volunteer Fire Department Reaching Compliance with NFPA Standard 1720   [open pdf - 81KB]

"With the population of the City of Goodyear expected to grow from 22,000 to nearly 80,000 people by the year 2006, the Goodyear Fire Department must begin preparing its workforce to fill future leadership positions (SitesUSA, 2001). Personnel at all levels are provided and supported with many training and educational opportunities that are primarily focused on higher education and meeting state and national standards. This has proven effective for providing certain technical levels of skills and knowledge, but is inadequate for preparing the workforce for becoming future chief officers. The problem is that the department lacks a process to support and sustain its future leadership from within the organization. The purpose of this research is to identify a process that provides effective and realistic professional development opportunities directed at developing the department's leaders in the years ahead. The Goodyear Fire Department strongly believes in the importance of personal and professional development for its employees and the value of promoting those within the department. This belief has been scripted as part of the department's Vision Statement but that concept has not yet been institutionalized. This applied research paper is based on historical and descriptive research aimed at answering the following questions: 1. What are the elements of a good leadership succession program? 2. What is the department currently providing its company officers to become successful chief officers? 3. What leadership development opportunities are needed and how do we provide these opportunities?"

Public Domain
Retrieved From:
United States. Federal Emergency Management Agency, Learning Resource Center: http://www.lrc.fema.gov/
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