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Implementation of Self-Assessment and Accreditation in the U. S. Marine Corps Fire Service"The U. S. Department of Defense (DoD) recently agreed to adopt the Commission on Fire Accreditation International (CFAI) Self-Assessment & Accreditation Program (CFAI program) as a measure of merit for DoD fire departments. While two of the DoD Components have started implementing the program, the U. S. Marine Corps has not yet evaluated the U. S. Marine Corps Fire Service support for the CFAI program. Therefore, the problem prompting this research was the failure of the U. S. Marine Corps Fire Protection Program Office to assess the organizational support for the CFAI program and to identify any potential destabilizing forces that could affect the implementation of the program. The purpose of this research was to determine the current organizational support for the CFAI program and to identify the potential destabilizing forces that may affect implementation by the U. S. Marine Corps Fire Service. Evaluative research methods were used to answer the following research questions: 1. Does the literature support the CFAI program as an effective method to measure fire and emergency services? 2. What is the experience of other DoD fire departments that have implemented the CFAI program? 3. Will U. S. Marine Corps Fire Service personnel support implementation of the CFAI program? 4. What are the U. S. Marine Corps Fire Service organizational concerns affecting the implementation of the CFAI program? 5. What is the best strategy for implementing the CFAI program within the U. S. Marine Corps Fire Service?"National Fire AcademyKing, T. Kevin2000-11
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Decentralized Training by Using Advanced Distributive Learning Centers"The decentralization of training has been a topic of fire departments and businesses in recent years due to many contributing factors. The problem for Orange County Fire Rescue Department (OCFRD) was that the area protected posed significant challenges for an effective and efficient centralized training program. The training program failed to address the large employee base and the jurisdictional size of OCFRD with its fire and emergency services requirements. The purpose of this research project was to develop a plan for delivering training in a more decentralized fashion. Historical and action research methods were used to answer the following questions: 1. What technology is available to support decentralized training for OCFRD? 2. What were the guidelines used by OCFRD? 3. Are other similarly sized fire/emergency service organizations offering decentralized training using modern technology? The procedures used to complete this research included a review of fire service and business literature, and OCFRD documents and records. Also, interviews were conducted with subject matter experts involved in the implementation of like kind changes in other Fire Departments. The results of the research showed that utilizing personal computers within each fire station helped delivery of training needs without the negatives associated with centralized delivery. Also, the new technology used in this delivery is very expensive and not without the possibility of unforeseen technological glitches. Recommendations included further allocation of funds to support new technology and present programs, teaching staff trainers on software utilization and delivery, continual advancement of Intranet development, and learning what is already being done by others to prevent the same type of mistakes."National Fire AcademyOber, Karl R.2000-12
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Development of a Facility Prioritizing Tool for Pre-Fire Planning"The problem facing our department was that we had not pre-planned enough of the facilities in our community. We had the tools and a procedure for creating them in place; however, we had not allocated sufficient resources to effectively perform the task. What we needed was a system that would allow us to rank all our facilities for planning. We proposed that by setting priorities we could focus our limited resources where they were most needed. The purpose of this research project was to create or identfy a facility prioritizing method that we could use to identify where we should focus our effort in pre-fire planning. Action research supported by the historical research method was applied to answer the following questions: (1) How much time and involvement do we want to invest in prioritizing each facility as opposed to the actual preplanning? (2) What methods have been used by the fire service to prioritize facilities before and what criteria did they use? (3) What criteria should we use to prioritize facilities for pre-planning? The procedures utilized in this research initially focused on identifying factors in fire service literature that described methods of prioritizing facilities for pre-planning."National Fire AcademyWilly, Donald2000-11
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Employee Suggestion Programs"Suggestion systems and programs are based on the reasonable assumption that employees can contribute thoughts and ideas for the purposes of increasing the quality of the organization's operations and/or decreasing costs. The problem is that many tradition bound fire departments are reluctant to change and have no formal program to solicit and manage suggestions from within the organization. The purpose of the project is to review current literature and benchmark fire departments in the State of Texas to determine if an Employee Suggestion Program would enhance the process of receiving and implementing suggestions in the Dallas Fire Department. The descriptive research method was used to answer the following questions: 1. What percentage of fire departments surveyed in the State of Texas have Employee Suggestion Programs and what percentage of the programs have had positive results? 2. What are the components of successful Employee Suggestion Programs in the private and public sector organizations, i.e., rules, structure, rewards, etc.? 3. What are examples of positive suggestions received from fire departments in the State of Texas that have been implemented? The procedure included a survey instrument sent to fire departments in Texas, a review of current published articles on Employee Suggestion Programs and a search of the Internet. The results indicated that only 26% of fire departments surveyed in Texas have a suggestion program; however, 82% stated results were positive. Twelve (12) components were revealed as prime factors in developing a successful program from the literature review. The surveys indicated only a limited number of positive suggestions were implemented in the fire departments surveyed."National Fire AcademyPrice, Michael W.2000-12
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Succession Planning for the Fire Service: A Vision for the 21st Century"Many of Palm Beach County Fire-Rescue's (PBCFR) senior fire officers will retire in the next five years. The purpose of this Applied Research Project was to examine how those retirements will affect PBCFR and whether a formal succession plan would be beneficial in coping with the loss of so many senior officers. Evaluative research was conducted to answer the following questions: 1. How do fire departments plan for the professional development of fire officers? 2. Does a lack of succession planning affect organizations? 3. What constitutes successful succession planning? The procedure employed was a literature review of journal articles that examined professional development training for senior managers and succession planning in the fire service and the public sector. An analysis of employment records from PBCFR was conducted to determine how many personnel will retire and project when those retirements will occur. The results of the research suggested that succession planning and on going professional development of personnel would benefit PBCFR. Research showed that there is a correlation between success and failure within an organization that can be directly attributed to the amount of emphasis placed on profissional development of personnel and formal succession planning. The recommendations from the research included instituting a formal succession planning process to include mentoring and stretch work assignments for personnel. A further recommendation included enhancement of existing Officer Candidate School."National Fire AcademyHowes, Christopher T.2000-11
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Feasibility Study to Determine the Economics of Industrial Emergency Services, L.L.C. Purchasing an Existing Fire Training Academy in Axis, Alabama"This research project evaluated the economics of Industrial Emergency Services, L.L.C. (IES) purchasing an existing fire training academy located in Axis, Alabama, which had been foreclosed upon by the lender (the Bank). IES is a for-profit, private sector fire department that provides contract emergency response personnel (firefighters) to oil refineries and chemical plants. IES has a significant, legally mandated, live-fire training requirement which must provide for realistic training which reasonably prepares its employees to safely perform the emergency response actions required by the company. In the Spring of 2000, IES had identified the need to develop its own proprietary fire training academy due to its projected growth and the lack of timely access to existing (public) fire training schools. Amongst its options, IES had considered building its own 'grass roots' training academy, but had discounted its feasibility based upon capital cost, site selection, environmental permitting, and demand for IES senior staff time. On August 7. 2000 IES learned that the subject facility was in receivership, and began efforts to negotiate an offer for the facility which would be acceptable to the Bank. IES believed that the opportunity to acquire an existing petrochemical fire training facility at a "distressed" price represented a tremendous opportunity. Agreement was reached in principle to purchase the facility for $625,000 on 13 July 2001, and IES entered into a lease agreement with the Bank on 15 September 2001, where upon IES could gain access to the site in order to conduct 'due diligence'."National Fire AcademyAndrews, Robert C.2002-05
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Impact of the Baby Boomer Generation as Older Adults on Fire Deaths in Philadelphia: A Fire Prevention Program for an Aging Population"The median age of the population of the United States is the highest it has ever been. People are living longer and the oldest segment of Philadelphia's population (85+) is growing quickly. The baby boomer generation, the largest generation in our nation's history, is approaching retirement. Older adults are a high-risk group for fire injury and death. The purpose of this action research paper is to estimate the effect that baby boomers, as older adults, will have on the annual number of fire deaths and injuries. Specifically we ask the following questions: 1) What has been the effect of baby boomers on American Society? 2) Should we expect an increase in the annual number of fire deaths in Philadelphia as a result of the baby boomers entering older adulthood? 3) What, if anything, should the Philadelphia Fire Department do to prepare for the baby boomer generation reaching older adulthood? Literature was reviewed on the baby boomer generation, fire safety for older adults and successful fire safety/prevention programs. Baby boomers have influenced our society, and will continue to influence our society. This group will age and suffer the attending infirmities of aging as did their parents and grandparents. The aging process will make them less capable of a rapid and appropriate response to a home fire, and as a result, fire deaths are likely to increase unless we act. Public education is an effective method of reducing fire deaths. With this in mind, a fire safety/prevention program was designed for older adults in Philadelphia and enlisted the assistance of the media and the private sector."National Fire AcademyGarrity, Thomas J.2001-10
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Speed Hump Impacts on Emergency Response Times Eugene Fire and Emergency Medical Services"Ensuring effective and timely response of resources to emergencies is a basic responsibility of the fire service manager. This applied research project examined the issues around placement of speed humps on city streets and their impacts on emergency response. The problem was that with the significant increase in requests for traffic calming devices, no comprehensive analysis of the impacts of speed humps on fire department response had been done. Without this hard data, it was difficult to establish guidelines and policy regarding placement of speed humps based on relevant local information. The purpose of this research was to collect and evaluate information regarding traffic calming devices, specifically vertical speed 'humps' that impact emergency response. That information was then used to create a guideline for fire service managers and city staff to help address requests for traffic calming devices. The research reviewed current city traffic calming issues and considerations, identified response time impacts utilizing time and distance trials, and the need for policy definition related to identified needs. The research project employed action research to answer three research questions: What standards and guidelines exist in the city of Eugene for placement of speed humps? What impacts do speed humps have on emergency vehicle response? What would be appropriate internal guidelines for processing requests for traffic calming devices?"National Fire AcademyRobertson, Taylor2000-10-15
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Understanding Part Time Staffing Issues in the Fire Service"The problem was that communities underestimated the negative ramifications of choosing part-time employees in lieu of full-time personnel for their fire department staffing. The purpose of this research project was to identify the benefits and drawbacks associated with the utilization of part-time staffing. The evaluative research method was utilized to answer the following questions: 1. What benefits can be realized by utilizing part-time staffing? 2. What drawbacks are commonly experienced when utilizing part-time staffing? 3. What are the administrative/management issues related to part-time staffing? 4. What types of costs can be encountered when utilizing part-time personnel? 5. What are the issues related to the part-time employment market? After learning about the research project in the Executive Development course at the National Fire Academy, the topic of understanding the part-time staffing issues was selected, researched, and evaluated. A literature review, a local and regional survey, and a follow-up interview were helpful in documenting the issues for evaluation. Recommendations were made after the information was analyzed, and then the research report was completed. The results clearly showed the benefits and drawbacks of the part-time system, as well as the common administrative challenges routinely faced by departments using part-time staffing, the types of costs encountered, and the issues related to the part-time employment market. The recommendations made included the balancing of the full-time and part-time staffing levels to the available resources of the community, the continued evaluation and monitoring of the part-time employment pool, and the preparation of a full-time hiring list in case short-notice hiring was needed to deal with manpower shortages."National Fire AcademyBromen, Nathan P.2000-12
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Rapid Recon/Rescue in Chemical Agent Environments (the 3/30 Rule)"This research project analyzed the threat level to the United States of a chemical agent (CA) terrorism incident, and the development of procedural guidelines for first responders performing rapid reconnaissance and rescue (recon/rescue) of live victims from chemical agent (CA) hot zones. The problem identified for this applied research project was that the Lubbock Fire Department (LFD) did not have adequate procedural guidelines or operating procedures for responding to mass causality CA terrorism incidents. It was the purpose of this project to develop a Standard Operating Procedure (SOP) for use in responding to acts of terrorism involving chemical agents. This research employed evaluative research methodology to: (1) identify if the United States is vulnerable to chemical agent terrorism; (2) identify what is chemical agent terrorism; (3) assess the 3/30 Rule and how will it result in fewer fatalities in the event of a CA terrorism incident. Procedures that were used to complete this research included a literature review of magazines, journals, fact sheets and prior EFO applied research projects obtained from the National Fire Academy's Learning Resource Center. Informal interviews were also conducted with a Certified Hazardous Materials Specialist and a Certified Industrial Hygienist. The results of this applied research project indicated that the inevitable attempt by terrorists to use chemical agents to intimidate or coerce the United States requires that emergency first responders be prepared to manage the consequences of such an incident. The expected result of developing and utilizing a rapid recon/rescue procedure based on the 3/30 Rule would result in fewer fatalities in the event of a mass casualty CA terrorism incident."National Fire AcademyLee, Greg2001-12
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Evaluating the Effectiveness of the Peoria Fire Department Fire Apparatus Maintenance Program"This research project investigated the area of vehicle maintenance and the role it plays in providing fire and emergency service. It also explored the concept of how having a mechanic designated solely to the fire department for servicing and maintaining its fleet. More specifically, this research studied the City of Peoria, Arizona Fire Department. An action/descriptive research technique was employed to make recommendations to the fire chief to help produce a department program. An extensive review of literature received from the National Fire Academy's Learning Resource Center was conducted. The four following research questions were developed and evaluated for this project: 1. Does the need exist for the Peoria Fire Department to have more control over it's vehicle maintenance of it's fire apparatus? 2. What is an acceptable amount of down time for fire apparatus? 3. Would hiring a mechanic that specializes in fire apparatus improve the level of fire and emergency medical service provided in the City of Peoria? 4. Would developing a preventive maintenance program for the fire department improve the quality of work provided? A phone and e-mail survey was conducted with ten fire departments and districts within the Phoenix regional area to view how they operate their vehicle maintneance programs. The results of the research indicated that the Peoria Fire Department would benefit from having more control over it's fire apparatus and that hiring a fire mechanic is imperative to reducing the amount of downtime for the department's fire apparatus."National Fire AcademyRooney, Lawrence R.2001-12
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Potential for Saving Lives of Heart Attack Victims Through Early Automatic External Defibrillator Intervention: A Feasibility Study for the Channahon Fire Protection District"There was minimum distribution of cardiac defibrillation equipment in the primary response area of the Channahon Fire Protection District. The problem was that the Channahon Fire Protection District did not have an early automatic external defibrillation (AED) program. The purpose of this applied research project was to determine whether or not it is feasible for the Channahon Fire Protection District to implement an early defibrillation program for its jurisdiction. A descriptive research methodology was used to answer the following research questions, while action research methodology was used to develop the framework for implementing an early defibrillation program: 1. Can the Channahon Fire Protection District impact the survival rate of heart attack victims through an early automatic external defibrillation program? 2. How can the Channahon Fire Protection District financially support an early automatic external defibrillation program? 3. How can the Channahon Fire Protection District make the public aware of the need for an early automatic external defibrillation program? 4. What can the Channahon Fire Protection District do to educate the public first responders on the proper use of automatic external defibrillators? The principal procedures utilized to complete the research project were a review of the fire service literature contained in magazine articles, fire service journals, and resources of the United States Fire Administration. Also referenced was literature available through the American Medical Association."National Fire AcademyRiddle, David S.2001-03
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Company Officer Training and Development - Maintaining Consistency in a Dynamic Environment"This research project identified criterion and considerations necessary when a fire department engages in the process of creating a company officer training and development plan. The problem was the absence of a Company Officer (CO) training and development plan at Patrick Air Force Base Fire Department (PAFBFD). The lack of a CO training and development plan has resulted in CO's not being familiar with core competencies (broad knowledge, skills, and abilities that employees must possess to work in an organization) and task requirements (narrowly defined knowledge, skills, and abilities that are job specific). The purpose of this applied research project was to identify elements necessary for inclusion in a CO training and development plan. This research project employed descriptive and evaluative research methodologies to answer the following questions: 1. What national standards exist for company officer training and development? 2. What criterion are other fire departments utilizing for company officer training and development? 3. What criterion will PAFBFD utilize in a company officer training and development plan? The procedures used to complete this research included a review of fire service literature, a review of PAFBFD documents and records, a statewide survey (State of Florida) of forty-eight chief officers and a survey of PAFBFD present and future CO's. The results of this research identified deficiencies that existed in the training and development of CO's and provided information that identified the basic criterion necessary to include in a training and development plan."National Fire AcademyAnglin, Gregory M.2001-12
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Fire Apparatus Staffing Levels for the Riverside Fire Department"The problem is the City of Riverside Fire Department does not have adequate personnel to staff fire apparatus. The purpose of this research project was to determine the appropriate fire apparatus staffing level and to develop an action plan for city manager approval that will allow for additional personnel. Action research methodology was employed to answer the following research questions: 1. What are acceptable standards or guidelines for the staffing of fire apparatus? 2. What are the benefits of adequate fire apparatus staffing? 3. What are the limiting factors that could preclude the Riverside Fire Department from increasing staff on fire apparatus? The procedures used to complete this research project consisted of literature review and review of the City of Riverside policies, procedures and ordinances. The results of this research indicate that the City of Riverside Fire Department was not providing an adequate number of firefighters on the fire engines. Nationally recognized standards and numerous staffing studies indicate that all fire engines should be staffed with four firefighters and no less than three firefighters. The available literatures in regards to fire apparatus staffing guidelines indicate that fire apparatus must arrive with adequate fire personnel. Specific criteria must be met in order to obtain and keep staffing numbers adequate. The City of Riverside must realize the importance of providing adequate manpower on apparatus and provide a commitment to a specific fire apparatus staffing procedure. The residents expected that fire apparatus was staffed with a sufficient number of firefighters to carry out tasks."National Fire AcademyAlig, Daniel A.2001-11
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Development of Simple Rapid Damage Assessment Procedures for Prediction of Needed Emergency Response for Disasters that Occur Without Warning"For the past several years, the Board of Fire Commissioners of Hopewell Township Fire District #1 had been commissioning research of their district to determine the hazards they face and had assessed the resources they currently have to protect those hazards. The product of the above research has shown that human resources are very scarce, often at critical times such as during daytime hours, Monday through Friday. The problem that was identified by the Union Fire Company and Rescue Squad which serves Fire District #1 was that no procedures currently in use could assist a fire officer with limited disaster experience in quickly determining the resources needed to stabilize the life threatening situations which would be faced in the immediate aftermath of an unplanned disaster. This will be a critical factor to reduce the deaths and injuries which result when such emergencies occur. The purpose of this research project was to develop a simple procedure to quickly determine the resources needed during any disaster by using action research to answer the following questions: 1. What indicators have been used to predict the number of casualties which could be anticipated during a disaster? 2. What are the key features of an effective, rapid damage assessment tool, the primary purpose of which is to determine immediate life safety resource needs? 3. What simple procedures should be used to determine resource needs utilizing a rapid damage assessment tool?"National Fire AcademyHolcombe, Jon B.2001-12
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Necessity and Feasibility of Eureka Volunteer Fire Department Reaching Compliance with NFPA Standard 1720"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?"National Fire AcademyWilliams, Douglas J.2001-12
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Triaging the Wildland Interface Problem in the Moraga-Orinda Fire District to Maximize Vegetation Management Efforts"This research project evaluated risk factors that impact the ability of fire suppression forces to quickly extinguish a wildland-interface fire before it spreads so that lives can be saved and property protected. The problem was that wildland-interface fires continue to pose a significant threat to human life, property and the environment. The purpose of this applied research paper was to determine to what extent the residential communities protected by the Moraga-Orinda Fire District were threatened by wildland-interface fires and whether the Moraga-Orinda Fire District could mitigate that threat potential. The research employed was both evaluative and action. The research was evaluative through the utilization of a community risk factor survey, the results of which were used to prioritize zone areas within the community from highest risk to lowest risk. The research was action research in that the information gathered was applied in a real-world context through the implementation of a vegetation management program. The research questions to be answered were: 1. What is the potential to the communities served by the Moraga-Orinda Fire District for wildland-interface fires? 2. What changes are required for the communities served by the Moraga-Orinda Fire District to mitigate the wildland-interface fire threat? 3. How should the Moraga-Orinda Fire District implement a fuel reduction program? The principle utilized a neighborhood risk factor survey to classify and prioritize neighborhood areas into zones based on vehicle access, topography, slope vegetation, predominant aspect, predominant fuel types, condition of vegetation relating to fire safety, roof and building construction, distance between structures, active homeowner groups, electrical services and average number of fires per 1,000 acres per ten years."National Fire AcademyJohnston, Jim2001-11
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Fire Alarm Check List and Guideline for Plan Reviewers"Cheyenne's Fire Prevention Bureau (FPB) does not have a standard procedure for the review of fire alarm plans. The bureau recognized that it was experiencing too many false fire alarms because of this. The purpose of this research project was to develop a review checklist and guide for plan reviewers. The action research method was employed to answer the following questions: 1. What statutory codes, standards or rules apply to fire alarm system design and installation? 2. What specialized training or certification requirements should be required for a fire alarm system: (a) designer, (b) plan reviewer, (c) contractor, (d) installer and (e) monitoring service companies? 3. How are the types of fire alarm systems to be installed in different occupancy classes determined? 4. What constitutes a complete and reliable fire alarm system? 5. Which elements of fire alarm system design have the greatest potential to be misapplied? The procedures used to complete the research included a literature review of fire service journals, magazines, and textbooks relating to fire alarm systems. A review of State Statute relating to the authority of the State Fire Marshal's Office and Statute concerning Architecture, City Code in relation to chapter 17 Fire Prevention, fire department rules and records concerning fire alarm systems, rules of the Contractor's Licensing Board concerning licensing of fire alarm contractors. Personal interviews with professional fire protection specialist, designers, installers, and a monitoring company were conducted. The result of the project was the creation of a fire alarm plan review checklist and guide."National Fire AcademyMcHenry, Bill2000-12
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Improving Organizational Learning at the Sierra Vista Fire Department"Issues that were once thought to be resolved continually confront the Sierra Vista Fire Department (SVFD). The problem was that solutions designed to resolve problems either did not work or created new problems instead. The purpose of this research project was to determine if the SVFD could evolve into a learning organization capable of improving its collective ability to solve problems with permanent solutions. Historical and action research methodologies were used to answer the following research questions: 1. What is a learning organization? 2. What characteristics or disciplines are essential for an organization to continually learn? 3. What characteristics or disciplines of a learning organization can be currently identified with the Sierra Vista Fire Department? The procedures used for this research included a review of fire service literature, city of Sierra Vista documents, textbook, periodicals, and the Internet specific to organizational learning. An informal opinion survey was designed to measure which characteristics of a learning organization currently exist within the SVFD and distributed to all full-time paid members. As a result of this research, it was determined that a learning organization is one where every member participates in the creation of an organizational future by seeking out and mastering change. It was determined that four general characteristics are found in all learning organizations: individual learning, team learning, a shared vision, and unrestricted communication throughout the organization."National Fire AcademyGrill, Michael2000-12
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'First Things First': A Study of Priorities on the Elgin Fire Department"In recent years the fire service has expanded its range of activities to include many non-emergency tasks. Public Education, hydrant testing, physical fitness, committee meetings of various types and a myriad of special assignments like Emergency Medical Dispatch Programs, MIS programs and Risk and Hazard Analysis projects are now common daily assignments for shift personnel. Often, these activities compete for available space and time. Time management has become a challenging activity; and, without a clear sense of priorities, it is impossible to accomplish it all. This is the state in which the Elgin Fire Department finds itself and the problem addressed by this research project. The purpose of this research is to identify the priorities of the Elgin Fire Department and to communicate them throughout the organization. This study used an evaluative methodology to answer the following questions: 1. Using a list of daily activities, what are the ranked priorities identified by the different management groups of the Elgin Fire Department? 2. What priorities are common between the groups, and what significant differences can be identified? 3. What actions need to be taken by the department's administration to communicate clear priorities and develop consistency among the different management groups? A survey and a literature review were used to research these questions. A "priorities survey" was developed and given to the executive staff, captains, lieutenants, and firefighters of the department. The survey asked the respondents to rate thirteen listed daily assignments in order of priority from one through thirteen on three different scales."National Fire AcademySaletta, Jim2000-12
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Succession Planning in the Libertyville Fire Department"For the first 20 years that the Libertyville Fire Department was staffed by full-time personnel, it was obvious who would replace the village's first full-time fire chief. When the heir-apparent deputy chief was stricken with a heart attack and forced to take a disability pension, the remaining officers' career development and succession potential caused increasing competition and eventual discord. Five years later, when the chief did retire, one of the three internal candidates was successful in succeeding him, but the rancor and disappointment that accompanied the process resulted in the two unsuccessful candidates' soon leaving the department. Now with the current chief considering retirement, there is a desire to avoid the previous tumult. Succession planning is a necessary prerequisite. The purpose of this research project was to evaluate the desirability ad plausibility of developing a succession plan. The research used both historic and evaluative methodologies, including survey research. Analysis of the literature concerning succession planning was also undertaken. The following research questions were considered: 1) What information can succession planning literature or research offer regarding the planning needed by the Libertyville Fire Department? 2. Do other area fire chiefs believe in and participate in succession planning; and, if so, to what extent? 3. Is succession planning the norm among area fire chiefs, or are there variables that make such planning more/less desirable? The procedures included an extensive literature review and the administration of a survey. The results found that succession planning was common despite the variability among the area departments and their chiefs."National Fire AcademyZamor, Robert L.2000-12
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Need for an Emergency Vehicle Operating Training Program"The Omaha Fire Department began to experience an increase in emergency vehicle accidents beginning in January 2000. The problem was that the instructor for the Emergency Vehicle Operator (EVO) class was reassigned and the EVO program was put on hold 6 months prior to the rise in accidents. The purpose of the research report was to conduct an in-depth study into the area of Emergency Vehicle Operations (EVO) training and to provide recommendations for forming a comprehensive EVO program. Action research was used by this author. The following research questions were asked: 1. What liability does a city incur by not having an Emergency Vehicle Operator training program? 2. What standards provide guidance to fire departments for emergency vehicle operation and training programs? 3. What unique items need to be covered in an Emergency Vehicle Operations course? 4. What are other cities around the country doing for Emergency Vehicle Operator training? The procedures used to complete this research consisted of a records review, a literature review, and a survey instrument which was sent to fire departments around the United States. The results of this research included the substantiation of past research done by others, the identification of variation in course content and objectives by various fire department EVO programs, consensus standards used to develop EVO training programs, and the compilation of items that are unique to emergency vehicle operator training. The recommendations of this research project included the review of course content, the review of the hands-on portion and driver's simulation, and further research into new technology as teaching adjuncts."National Fire AcademySorensen, Brian2000-12
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Customer Expectations for Management Information in Fire and Emergency Service Organizations: Developing a Standardized Product Line for the Infomatics and Quality Improvement Unit at Tualatin Valley Fire & Rescue"This research paper examined the needs and desires of line fire service supervisors for management information to assist them in carrying out their supervisory duties. The problem was a lack of a standardized and consistent approach to developing and reporting operational performance data within the department, resulting in diminished efficiency and effectiveness of the Infomatics and Quality Improvement Unit. The purpose of the project was to produce a menu of standardized reports which could be programmed, produced and distributed efficiently, and which would be useful to managers and supervisors. The development of this paper involved both historical and action research to identify the needs and wants of fire service supervisors for reports of operational performance parameters, to identify those reports commonly used by supervisors in other fire departments, and to develop a menu of stardard reports which could be readily produced from the department's records management and reporting system. The major procedures were (a) review of the literature concerning fire service information systems planning and development, (b) a survey of internal customers, and (c) a survey of selected fire services conducted to determine their information reporting and utilization practices. The major findings of this paper were that there is consensus among internal customers concerning their needs and desires for standardized reports and on the desired frequency of reporting, that few fire departments regularly distribute performance data to line managers and supervisors, and that the development of a useful menu of standard reports is possible."National Fire AcademyKirkwood, Howard A.2000-12
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Conflict Management Strategies for the Salem Fire Department"In order to alleviate the duplication of services, Salem City administration had begun the process of merging two organizations that have operated separately for more than 60 years. The impending merger of the Salem Fire Department and the Salem Rescue Squad has presented a number of conflict situations. The problem was that the Salem Fire department did not have strategies to facilitate the management of conflict. The purpose of this research project was to explore and analyze conflict management, and identify strategies that should be pursued by the Salem Fire Department to manage conflict during a merger of two separate organizations (fire and rescue/emergency medical services). Action research methodology was used to answer the following questions: 1. What methods or strategies can management literature provide regarding conflict management? 2. How do other effectively managed fire departments that have merged the services of two separate organizations (fire and rescue/emergency medical services), manage conflict? 3. What strategies should be pursued by the Salem Fire Department to assist in the management of conflict during a merger with the Salem Rescue Squad? The procedures used to complete this research included a literature review of college journals and textbooks and a survey of chief fire-emergency medical service officers in the Commonwealth of Virginia. The results of this research presented strategies for the Salem Fire Department to manage conflict during the merger of the Salem Fire Department and the Salem Rescue Squad. Recommendations were made to guide the Salem Fire Department through conflicts that may arise during a merger."National Fire AcademyMillican, Charles L.2000-12
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Residential Smoke Alarm Usage in Single-Family Dwellings Madison Heights, Michigan"The city of Madison Heights, Michigan has a local ordinance requiring the use of smoke alarms in single-family dwellings. However, that ordinance has no provision for inspection of the alarms. Therefore, the problem is if compliance with the ordinance cannot be determined by inspection, how can compliance be accurately measured? The purpose of this applied research project was to assess the current usage level of smoke alarms in single-family residences in Madison Heights and to make recommendations to maintain those levels as needed. A descriptive research methodology based on a survey sent to single-family residences in Madison Heights was utilized. Answers were sought to the following research questions: 1. What percentage of single-family homes in Madison Heights has at least one smoke alarm and further what percentage of these homes has at least one smoke alarm on every level? 2. What power source(s) is used in these smoke alarms? 3. What percentage of the smoke alarms in place is actually in operating condition and if they are not in an operable state, why not? For data collection purposes, a seven-question survey was mailed to 300 single-family homes. The goal of the survey was to elicit information on smoke alarm usage, power supply and operability. Of the 300 surveys mailed, 134 were returned which provided a response rate of 44.66%. This survey revealed that 97.76% of respondents had at least one smoke alarm in their residence and 74.63% had at least on alarm on every level of their home."National Fire AcademyMartin, James E.
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Minimum Manning in the Portsmouth Fire, Rescue, & Emergency Services"The problem that prompted this research was the Portsmouth Fire, Rescue, & Emergency Services (PFRES) had never studied the benefits of staffing its engine companies with a minimum of four personnel. The purpose of this research project was to evaluate and compare the performance of a four-man engine company with that of a three-man engine company. Historical and evaluative research methodologies were used to answer the following research questions. 1. What were the results of a staffing study that was conducted from October 1, 1999 through September 30, 2000 in the Portsmouth Fire, Rescue, & Emergency Services? 2. What standards are currently in place that impact engine company staffing? 3. What were the initial critical tasks to be performed by the first arriving engine company at a residential structure fire? 4. Did the number of personnel on an engine company affect the time it took for them to advance a 1½" hose line, perform a primary search, and establish its own water supply? The research procedure used in preparing this paper consisted of a literature review, an evaluation of the department's daily staffing, and an evaluation of the data for a PFRES monthly training evolution."National Fire AcademySpicer, Brian2000-10
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Should the Santee Fire Department Modify its Firefighter Recruitment Policy to Reflect Generational Changes in the Applicant Pool?"This research project analyzed generational differences in the workplace as a possible modification of the recruitment process and thereby enhancing retention of entry-level firefighters for the Santee Fire Department. The problem considered was that the current recruitment process may not be considering contemporary generational factors in the work environment. Hence, the current process may not be maximizing the probabilities for success by appealing to the most qualified candidates. The purpose was to determine if an enhanced understanding of generational differences could be used to provide a more effective recruitment process. The research employed both historical and evaluative research to answer several questions: (1) Is the current recruitment process outdated? Does the current process fail to consider the changing workplace cultures and generational differences? (2) What is the attitude and general awareness of the current department workforce with regard to generational issues in the organization? (3) What does the literature offer to provide guidance to the organization to best utilize generational distinctions? (4) Can an enhanced understanding of generational issues be utilized to improve the current recruitment process? If so, what recommendations can be made to the City of Santee Fire Department regarding modification? The objective of this research project was to provide sufficient information to guide the City of Santee in the possible modification of recruitment procedures using an understanding of workplace generational differences. Each employee was surveyed via a structured questionnaire designed to obtain the knowledge and opinion of employees regarding generational considerations. Data from the survey questionnaire was collected, compiled, evaluated and utilized for a recommendation."National Fire Academy2000-08
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Analysis of Overtime Costs in the Norfolk Department of Fire and Paramedical Services"In order to manage overtime costs more effectively, fire service executives must carefully analyze such costs and benchmark overtime management strategies with other fire departments. The problem was the overtime costs of the Norfolk Department of Fire and Paramedical Services (NFPS) had never been analyzed nor benchmarked with other local fire departments. The purpose of this research was to analyze the overtime costs of the NFPS and benchmark those costs with other local fire departments. An historical research methodology was used to answer the following questions: 1. What are the guidelines for the payment of overtime compensation to NFPS personnel, in accordance with Norfolk City policies? 2. For what reasons was overtime authorized by the NFPS during Fiscal Years 1998 through 2000? 3. What were the actual overtime costs incurred by the NFPS during Fiscal Years 1998 through 2000? 4. How do the actual overtime costs incurred by the NFPS during Fiscal Years 1998 through 2000 compare to the actual overtime costs incurred by other municipal fire departments in the Tidewater Metropolitan Area during the same time period? The procedures used to complete this research included a literature review, a review of city policies, reviews of overtime and budget reports, and a survey of local fire departments. The results of this research presented distinct implications for the NFPS, including the needs to align existing policies and procedures with federal regulations; better manage overtime for staffing shortages, responses, and late relief; improve leave and overtime processing methods; offer alternative overtime compensation; and perform additional research."National Fire AcademySenter, Edward L.2000-11
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Benchmarking the Fire Service: Focusing on Results and Improvements"In an effort to provide accountability to the elected officials and the community, the City of Clearwater, Florida, initiated a new budgetary process for fiscal year 2000. The change was intended to reflect a total quality management effort that prioritized program funding based on citywide strategic goals. Of primary concern to fire department administration were the depleted condition of the apparatus, the outdated facilities, and the diminished staffing levels. These problems were counterproductive to the success of the organization, and the resulting poor morale was widespread. The problem for Clearwater Fire and Rescue was that no system for measuring efficiency and effectiveness was in place to assist with justifying a proposed budget increase. The purpose of this research project was to identify a system of measures and standards to be utilized first by Clearwater Fire & Rescue and eventually by all fire departments within Pinellas County, Florida, for the purposes of comparison and monitoring improvements in performance. The action research methodology was used. The following research questions were posed: 1. Were there any local area fire departments utilizing a formalized program to monitor their performance or assist them with planning? 2. Why is the public sector lagging behind the private sector in the development and use of benchmarking and performance measurement? 3. Is there a nationally recognized model of measures available that can be applied locally? 4. How can the measurement and comparison data be utilized once it has been collected?"National Fire AcademyHerald, Rowland2000-12
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Outline for Hartsville Fire Department Personnel to Compete for Chief Officer Positions"When the City of Hartsville changed its method of hiring upper management positions, it opened these positions to all possible candidates, internal and external. It became evident that existing city personnel would need improved levels of training and education to compete with outside candidates. This research paper attempted to determine if Hartsville Fire Department personnel were at a disadvantage when competing with others from outside the department. If Hartsville personnel were at a disadvantage, what would be necessary for them to become competitive? And was there any benefit to the community for personnel being competitive? Descriptive and evaluative research were the methods chosen to complete the research. Literature review and two surveys were used to gather information. Surveys were answered by personnel of all ranks, both inside and outside of the Hartsville Fire Department. Outside departments varied in size and structure. Departments and individuals surveyed included volunteer, combination, and career structures, and served both large and small areas and populations. Disparity was found in level of education and certifications between Hartsville personnel and those surveyed from other fire departments. More potential applicants outside the organization had college degrees and certifications above basic firefighting."National Fire AcademyMorabito, Lawrence M.2000-10