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Exploring 360-Degree Feedback Performance Appraisal"In a time when hierarchy is being replaced by teamwork, participative leadership, empowering employees, improving customer service and re-engineering, employers need to look at other alternatives that will support and enhance personnel development. Organizations are asking personnel for more productivity with less resources. Layers of management are being reduced, causing increased work loads and supervisors are managing larger work groups with larger spans of control. The traditional top down supervisor-only evaluation systems are no longer practical. Supervisors with increased workloads and a large number of reporting relationships lack the opportunity to observe and provide fair, accurate, credible and motivating performance appraisals. The purpose of this research project was to gather information that would assist in the development of a fair, accurate, honest and objective performance appraisal system. This research project utilizes an evaluative research methodology. The following questions were answered while completing this project. (1) What is 360-degree feedback performance appraisals? (2) Should 360-degree feedback be used for development or for management decisions such as raises and promotions also? (3) What are the advantages and disadvantages of 360-degree feedback? (4) Should the raters providing feedback be anonymous?"National Fire AcademyParker, Thomas R.1998-11
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Change of Fire Protection Delivery in the Manitowoc Fire Department"The Manitowoc Fire Department (MFD) is under a period of intense change. The problem facing the MFD was implementing an automatic aid agreement made necessary by annexation of a geographic area with no hydrant infrastructure. The annexation took place without adding personnel or other resources to the department. The MFD has entered an Automatic Aid Agreement with Silver Creek Volunteer Fire Department (SCVFD) to correctly serve the annexed area. This is new ground for both departments. The purpose of this research paper was to examine future trends in fire protection service delivery for the U.S., examine what factors Manitowoc should consider in making an automatic aid agreement successful, and examine how the personnel in both departments feel about working together. By exploring national trends and experiences and examining local feelings about the change information gathered may help to make the change successful. Descriptive research methodology was used to answer the following research questions: (1) What is the future of fire service delivery for the nation? (2) What problems may be encountered which should be recognized to make automatic aid work? (3) How do MFD personnel feel about the change? (4) How do SCVFD personnel feel about the change?"National Fire AcademyRusboldt, Jeffrey1998-11
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Method for Evaluating Service Levels"The purpose of this research project was to develop simple forms for analyzing structural fire and wildland fire risk and response factors for designated fire management zones in a wildland urban interface region. This research employed historical and action research (a) to divide the district into fire management zones based on common risk factors, (b) to identify the factors that could provide a comparative risk rating for wildland fire risk and structural fire risk, and (c) to identify factors that could be used to analyze fire suppression response. A review of literature was conducted on fire response zone designation, risk analysis, deployment and various methods for measuring deployment. The majority of the literature reviewed was intended for use in municipal settings. The geography of the region precluded the use of deployment analyses developed for response to cities laid out on a grid. Methods for analyzing wildland urban interface risks were also reviewed. Forms were developed based on the common factors that were presented in the literature. Recommendations include using the forms developed to analyze the central and eastern portions of San Juan Island for the purpose of determining the need to relocate or combine fire stations. Other recommendations include the use of Geographical Information System (GIS) to measure response and travel times for each fire management zone."National Fire AcademyMclaughlin, William L.1998-11
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Joint Power Agreements, A Regional Delivery Option for Fire Rescue Service in Broward County, Florida"Fire Rescue Services in Broward County are provided by twenty-five (25) independent fire rescue agencies. These agencies employ more than twenty-five hundred (2500) employees and operate out of 96 stations with three more stations under construction. The total annual expenditure for fire rescue service during fiscal year 1998 was $193,716,713.00. While independent in character, the agencies are interdependent upon each other operationally. Twelve (12) departments are unable to provide a full first alarm assignment without the assistance of adjoining jurisdictions. This fragmented "patch work" delivery system led to significant duplication of services and inefficient utilization of resources. The system did not allow for closest unit response and some stations are located in close proximity to others. Service levels and medical protocols varied greatly depending on jurisdiction. Mandated annexations of unincorporated areas were further fragmenting service levels and creating financial burdens on many municipalities. These changes forced many departments to reevaluate and modify their service delivery. The purpose of this research paper was to examine published articles on the regional delivery of fire rescue services, specifically via joint power agreements. Examples of the prior utilization of regionalizations were reviewed to see if the concept had been used successfully for fire rescue services. Local governmental records were evaluated to identify the potential benefits from utilization of regional service delivery in Broward County. A combination of the historical, descriptive, and evaluative research methods were used to answer the following questions. 1) What are Joint Power Agreements? 2) Does Florida law allow for the use of Joint Power Agreements? 3) Have Joint Power Agreements been used successfully in the Fire Service? 4) What are the potential benefits of using Joint Power Agreements to provide Fire Rescue Services in Broward County?"National Fire AcademyKing, Donald C.1998-11
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Justification for Annual Medical Evaluations for Fire Fighters"Graham Fire & Rescue does not periodically evaluate whether employees are physically capable of performing interior structural fire fighting. Therefore, the health and safety of the employees are compromised and the risk of legal liability to the fire district is increased. The purpose of this research project was to investigate and justify why fire agencies should establish a periodic medical evaluation program. The author used a combination of descriptive and evaluative methodologies to answer the research questions: 1. Excluding regulations, why should employers periodically evaluate the capability of their employees to perform interior structural fire fighting? 2. Why are task performance physical ability tests challenged in the courtroom? 3. How do other fire agencies in the State of Washington evaluate the physical capability of their employees to perform interior structural fire fighting? 4. What state or federal regulations require employers to periodically evaluate employees for physical capability to perform interior structural fire fighting? The author requested a literature review from the LRC [Learning Resource Center] at the National Fire Academy, distributed a physical fitness survey to 369 fire agencies in the State of Washington, reviewed employee health and safety regulations, extracted data from the Internet and conducted a personal interview with a health and safety expert. The results of this research project concluded that due to high incidents of heart attack, the demand for physical prowess in fire fighting, and the natural aging process of workers, employers should periodically evaluate the physical capability of their employees."National Fire AcademyRomines, Reggie1998-12
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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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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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Developing a Plan and Foundations to Build a Fire Services Strategic Plan"This research project resulted in the development of an accepted action plan for the development of the Metropolitan Fire Brigade and Emergency Services Board (MFESB) corporate plan for the period 2001-2004. It also produced the MFESB's current strategic planning framework and an environmental analysis that has been used and will continue to be used in the development of the 2001-2004 plan. The problem was that the MFESB's corporate plan required redevelopment for the period 2001-2004. The purpose of the project was to produce an accepted action plan to develop a new corporate plan and an environmental analysis that would inform subsequent identification of strategic issues to be addressed in the planning process. This research employed both historical and action research to address the following research questions. What does the MFESB's current strategic planning framework consist of? What should the MFESB's 2001-2004 corporate plan action plan consist of? What are the results of an environmental analysis to support development of the MFESB 2001-2004 corporate plan? The principal procedures employed form part of action research methodology and historical research focused on significant government department publications, internal organizational documents and the literature. The major outcomes of this research were the production of an accepted action plan for developing the MFESB 2001-2004 corporate plan, an environmental analysis that will inform identification of strategic issues for the period 2001-2004 by stakeholders and the documentation of the MFESB strategic planning framework."National Fire AcademyHunter, Terry2000-12
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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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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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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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Planning for a Personnel Accountability System"It is imperative for progressive fire departments to have and effective system in place to track their personnel at any incident. Each department should have a system that begins tracking their members upon arrival at the station, or at the scene, and continuing through operations at an incident. A department cannot have an effective personnel accountability system if it does not operate under the framework of an overall incident command system. Proper use of the incident command system, including the accountability system, will reduce freelancing, thus reducing firefighter injuries and fatalities. The problem was this departement did not have an effective department wide policy with regard to accountability. The purpose of this research paper was to develop a plan to deveop a department wide policy adopting a personnel accountability system (PAS). This procedure was accomplished first, through literature review, by having examined what current PASs other departments were using. Then, a system was chosen that could be easily integrated into our incident command system. Second, by developing a roadmap to transition us from the way we were currently operating, to the implementation time of the new department wide policy. This was done by using Phase II, Planning (SMOC, 1996) of the Change Management Model (CMM) as a tool to promote a change in our system. Setting and evaluating the goals and objectives was the most critical task in this phase. They must match the envisioned change and be consistent with organizational change requirements. The evaluative research method was used for this project to analyze and evaluate the current system, then to recommend improvements for inclusion in the new policy."National Fire AcademyBertrand, Michel G.1998-11
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Researching Employee Recognition Programs for the Winter Springs Fire Department"The Winter Springs Fire Department's (W.S.F.D.) employee focus group realized the department lacked an employee recognition program. This reasearch paper will form the foundation for the development of a recognition program for the W.S.F.D. Descriptive and evaluative research methods were used necessary to explore the following questions: (1) What are the success factors in effective employee recognition programs? (2) What are the components of effective employee recognition programs? (3) What are the steps to the development of an effective employee recognition program? The research material for this project was compiled from sources on the Internet, at the local library and at the National Fire Academy's Learning Resource Center. A survey was completed by W.S.F.D. members to gain their input about an employee recognition program. The results of the project found three success factors of an effective employee recognition program. These were: (1) A recognition program must be imbedded in the organizational culture. (2) Employees must be recognized on a daily basis. (3) The employees must value a recognition program. Components of a successful recognition program were also identified. These components included the ideas of success, honesty, timing, employee value, and acknowledgement of recognition. Finally, the steps for the development of an employee recognition progam were identified. These included: (1) Determining the statement the organization desires to make with the program. (2) Developming a recognition strategy. (3) Identifying critical success factors and obstacles. (4) Development of a communication and presentation strategy. (5) Developing a method of program evaluation. It is recommended that the focus group and the department's administration develop an employee recognition program."National Fire AcademyBeck, Robert C.1998-12
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Evaluation of Fire Service Accreditation and ISO Grading Processes as Organizational Service Quality Tools"During recent strategic planning workshops, members of Sunrise Fire Rescue identified the pursuit of accreditation as a method for improving service and marketability. There were problems with this approach. First, what impact would the pursuit and attainment of accreditation have on the organization? Second, would it be worthwhile for Sunrise Fire Rescue to continue attempts to improve its ISO [Insurance Services Office] rating? The purpose of this applied research project was to evaluate the ISO grading and Commission on Fire Service Accreditation (CFAI) processes for applicability as contemporary quality service/marketing tools. The procedures used to evaluate these processes included an extensive literature, telephone interviews, and the use of four separate survey instruments. This project utilized the evaluative research methodology to answer four research questions: Is the ISO grading schedule an appropriate tool for use in organizational improvement and marketing? Should Sunrise Fire Rescue continue to actively seek an improved ISO rating? Should Sunrise Fire Rescue utilize the CFAI accreditation process as a means for improving service quality? How has the CFAI accreditation process impacted other agencies? The results indicate that the ISO process was never designed for fire department use and has very limited fire service applications. The CFAI accreditation process has been well received by departments that have chosen to use it. Some sources did however identify the CFAI process as very time and labor intensive. The surveys indicated, among other things, that many departments were still unfamiliar with the accreditation process."National Fire AcademyO'Connell, Thomas J.1998-11
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Developing a Sexual Harassment Hostile Work Environment Policy"The workplace environment is changing. The diversity or culture of the workplace creates new challenges for employees and management. Whenever different cultures meet or the diversity within the culture changes, conflict will happen. The author explores the workplace environment dealing with sexual harassment and the creation of a hostile workplace. The research helped develop the understanding of a sexual harassment, hostile workplace environment situation, how to deal with it, what legal avenues the employee and employer have, the rights of a victim to file a complaint, and how to manage a hostile situation. Action research was utilized to explore the department's existing sexual harassment policy and to develop a new policy that would include hostile work environments. Research resulted in the examination of what constitutes a sexual harassment, hostile workplace environment policy, what elements should be included, with the final results being the development of a model sexual harassment, hostile workplace environment policy. The employee and employer can take steps to prevent the establishment of a sexual harassment, hostile workplace environment by making sure the employer has a policy in place with the understanding that the creation of a hostile workplace environment will not be tolerated, provide education to management and employees, and create a work environment that is productive and allows for creativity, making the workplace successful."National Fire AcademyDe Lorenzo, Keith1998-11
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Development of a Certification Program for Hazardous Materials Inspectors"The problem identified for this research project is that the Orange County Fire Authority (OCFA) has had difficulty in recruiting and retaining a contingent of trained and competent fire inspectors. Many of the more competent inspectors were hired by other fire departments with better compensation packages, while some of the less knowledgeable and skilled inspectors were terminated or required excessive oversight by their supervisors. The purpose of this study was to develop a certification standard for the specialized inspectors in the Hazardous Materials Services Section (HMSS). Attainment of the certification would entitle the inspector to 5% incentive pay while assigned to HMSS. I chose the action research method in order to meet the goal of developing the hazardous materials certification standard by a deadline which had been determined by the OCFA's Executive Management during contract negotiations. Three research questions were addressed for the study: (1) What are the particular skill sets required for fire inspector staff assigned to the HMSS? (2) What classes, training, and/or tests should be required as a demonstration that the inspector has acquired the necessary skills? (3) Should there be a requirement for the inspector to re-certify that they have the particular skills, and if so, what should be required? Procedures to complete the study included a review of literature at the National Fire Academy, the University of California at Irvine, the Orange County Fire Authority, the Internet, and by means of personal contacts of resources identified at these sources."National Fire AcademyBoyd, Christine1998-12
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Criteria and Components for an Officer Orientation Program: Rank of Lieutenant"This research project analyzed and identified criteria and components for a standardized orientation program for newly appointed lieutenants. The problem was that within the Derry Fire Department there was a high operational and supervisory error rate with acting officers and probationary lieutenants. This research employed evaluative research methodology (a) to identify current department requirements for newly appointed and acting lieutenants, (b) to identify the common errors made by newly appointed and acting lieutenants and when those errors occurred, (c) to evaluate the impact an orientation program would have on decreasing those errors, (d) to evaluate how other organizations addressed the orientation of newly appointed supervisors and managers, (e) to evaluate what components should be included in an orientation program, and (f) to identify the appropriate criteria and components that should be utilized for a lieutenant orientation program at the Derry Fire Department. The procedures used included a literature review, survey, telephone interviews, and the obtainment of other organizations' orientation programs. Information was evaluated and compared. The major finding of this research was that orientation programs for officers, especially lieutenants, were an important component to an organization and officer's success. Most newly appointed officers and managers made similar operational and managerial mistakes, and these mistakes were reduced through an orientation to their new role. It was also found that most mistakes occurred during the officer's or manager's first year after promotion and that orientation programs should be completed during that period."National Fire AcademyAchilles, Steven E.1998-11
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Employee Acknowledgment Programs in Emergency Services"In March of 1998 the City of Clearwater, FL, appointed a new Fire Chief. Of primary concern to the new administration was the atmosphere of distrust between labor and management. This problem was counterproductive to the success of the organization and the resulting poor morale was widespread. The problem that prompted this research project was that the Department had no meaningful program to acknowledge the extraordinary accomplishments of its personnel, either in the workplace or the community. The purpose of this research project was to study the factors that motivate employees in today's workplace and to design a program that acknowledges and even motivates personnel in their efforts to contribute to the overall success of the organization. The action research method was used. The following research questions were posed: (1) How does the lack of an employee recognition program affect employees and organizations? (2) Are there any unanticipated benefits awaiting organizations that implement an employee recognition program? (3) What types of programs work best in emergency services organizations? (4) What resources are required for successful programs? The literature review examined the current discussions on employee motivation and the variety of programs utilized by organizations considered successful by both their customers and their employees. Not surprising was the limited information available in the public sector. The results indicated that employees are not motivated by money, nor will they respond to the antiquated theory of "hard-line" management practices. Public safety organizations that evolve to meet the needs of the changing community must also develop the management practices necessary to meet the needs of their personnel."National Fire AcademyHerald, Rowland1998-12
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Customer Service, Fact or Fiction"The topic of whether customer service is essential for fire department operations was identified for research. The of the research was to analyze the meaning of quality customer service, and determine if customer service is essential for the fire service. A descriptive research methodology was utilized to answer the following questions: (1) Is customer service essential in today's fire service? (2) What are the most popular methods utilized to measure customer satisfaction? (3) Are fire service organizations experiencing changes in the way they are perceived by and interact with customers? The procedures used to complete this research included a literature review of various fire service publications, as well as literature from several service oriented industries, concerning how to improve customer service. Findings of the research indicated that the ability to maintain effective customer relations within the community is very important to the future of the fire service. Fire administrators must begin to refocus their thinking as to what services they will provide in the future. In order to effectively make this change it will be necessary to ascertain what services the customer wants and measure their satisfaction with said services. Recommendations were made to guide Palm Beach County Fire Rescue (PBCFR) in the development of a marketing plan and a survey to measure satisfaction with the services provided by the Inspections section of the Bureau of Safety Services."National Fire AcademySierra, Albert L.1998-12
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Assessing the Fire Investigation and Fire Code Enforcement Practices of Arkansas Fire Departments"The problem facing fire jurisdictions in Arkansas is that they receive little or no training or intervention from the state regarding fire code enforcement, fire cause investigations and or the necessary training to support these activities. The purpose of this applied research project was to identify the current fire code enforcement and fire investigation practices of surveyed Arkansas Fire Departments. A historical research methodology was employed to gain information concerning practices of the Arkansas Fire Marshal's Office. A descriptive research methodology was used to analyze the fire investigation and fire code enforcement practices of Arkansas Fire Departments. The descriptive research questions: 1. Are Arkansas Fire Departments capable of conducting fire code enforcement activities? 2. Are Arkansas Fire Departments conducting the fire code inspection activities required by Act 411 of 1989? 3. What are the fire investigation practices of Arkansas Fire Departments? 4. What fire code enforcement and fire investigation services are needed by Arkansas Fire Departments from the Arkansas Fire Marshals Office? A survey concerning fire investigation and fire code enforcement practices was mailed to all nine hundred eighteen fire departments known to exist in the state of Arkansas. The results of this research project illustrate that the majority of Arkansas Fire Departments responding to the survey are incapable of adequately fulfilling the tasks of fire code enforcement and fire investigation. Proactive legislative action is required to impact the problem and bring about proper levels of staffing and an increase in funding for the Arkansas Fire Marshal's Office."National Fire AcademyDavis, Edward V.1999-06
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Evaluation of Labor-Management Models for Implementation in the Federal Way Fire Department"The Federal Way Fire Department has had a long history of conflict between the labor and management components of the fire department. The firefighters and officers, represented by the International Association of Firefighters Local #2024, and the management team have shared very little trust between them as a result of this historical tendency towards disagreeing about almost everything. As both labor and management approach the year 2000, both realize that the change in this antagonistic relationship needs to occur in order for positive progress to be made on a number of significant issues facing them. The purpose of this research paper was to evaluate potential labor-management models for implementation in the Federal Way Fire Department. The goal was to establish a process for labor and management to work together on issues prior to their becoming another source for conflict. The study used was an evaluative methodology. The questions that needed to be answered to assist in the process were: 1) What successful labor-management models exist in today's fire service? 2) What successful labor management models exist in the private sector? 3) What successful conflict resolution methods exist for contractual negotiations or other conflicts in today's fire service? 4) What successful methods exist for dealing with grievances in today's fire service? This project was initiated by conducting research at the National Fire Academy in the Learning Resource Center. Research was also conducted utilizing the Federal Way Fire Department training library, the Pierce County (WA) Library System, as well as the King County (WA) Library System."National Fire AcademyChurch, Allen D.1999-10
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Recruiting and Retention of Volunteer Firefighters"The Town of Canton Connecticut has been protected by all-volunteer fire departments for at least one hundred and fifty years. For the vast majority of this time these departments have enjoyed what seemed like an endless manpower pool from which to draw volunteers. This scenario existed up until the early 1980s when the number of new firefighters attracted to the Town's volunteer fire departments decreased substantially. The purpose of this research paper is to actually conduct the research portion of recommendation #21 of the Town of Canton (Connecticut) Final Report Relating to Fire Services study. Recommendation #21 states, 'The Town of Canton Fire and Rescue Department should research, develop, and maintain a reasonable, workable, recruitment and retention program.' The research methods utilized for this research project were historical, descriptive, and evaluative in nature. The writings of fire service experts and other authors on the subject of volunteer firefighter recruitment and retention were reviewed. The intention was to benchmark the best recruiting and retention practices of others in hopes of utilizing them in the Canton Volunteer Fire and Rescue Department. The research questions to be answered in this paper are: 1. Why is the Town of Canton currently having difficulty recruiting and retaining volunteer fire fighters? 2. How are other communities across this country successfully recruiting and retaining volunteer firefighters? 3. Is it practical for the Town of Canton to attempt to maintain an all volunteer fire department?"National Fire AcademyYacovino, Michael, Jr.1999-08
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Water Survival Ability of Firefighters in Full Turn Out Gear"The problem was that in Florida there was no component in the firefighter minimum training and certification standards framework that encompassed a firefighter's ability to survive an accidental immersion in water while in full protective clothing, and a committee of Florida Training Officers wished to change this and make it a mandatory part of Florida Firefighting Curriculum. Applying the Change Model taught at the National Fire Academy, this researcher wished to ensure that this "change" was necessary and, if necessary, planned, implemented and evaluated properly. The study needed to address the following issues: 1. Was there a perceived need or real need for the addition of a firefighter survival during accidental immersion in water while wearing full protective clothing component to the firefighter minimum standards? 2. What could a firefighter be taught that would increase his ability to survive an accidental immersion? 3. How should the water survivability-training component be delivered; what educational methodology for instruction and testing should be used? Historical and action research were performed to try and answer these questions. A comprehensive literature review was conducted at the campus of the National Fire Academy, Learning Resource Center (LRC) in Emmitsburg, Maryland. The LRC has at its disposal all documents of the Library of Congress as well as substantial indexed periodicals relating to Emergency Services."National Fire AcademyGrimes, Ken1999-04
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Analysis of Fire Rescue Disaster Preparedness for an Instant Disaster"The problem was that Tamarac Fire Rescue did not have a disaster plan to deal with an immediate, or instant, disaster in the community. Broad base contingency plans had been developed to mitigate natural disasters, such as hurricanes, but these plans allowed that there would be meteorological warnings and would give personnel and the community several days to prepare for such disasters. The purpose of this research project was to analyze Tamarac Fire Rescue's existing readiness for a disaster of an immediate nature, with particular reference to aircraft crashes; conduct a community risk assessment analysis; and identify recommendations for an Instant Disaster Emergency Activation (IDEA) Plan. Evaluative and historical research methods were used to answer the following questions: 1. What emergency management procedures were currently in place to mitigate large-scale community disasters? 2. What was the city of Tamarac's current risk assessment analysis, particularly in those communities that would be at the highest exposure to an instant disaster? 3. What experiences have other fire rescue and off site responders encountered that might assist in the development of an IDEA Plan? Procedures used in this project were an extensive review of literature pertaining to the subject of aircraft accidents, particularly off site high impact crashes; personal interviews with fire rescue personnel, as well as other responders to aircraft crashes; extensive review of data from the National Transportation Safety Board and Federal Aviation Administration web sites, and air crash rescue response plans in the South of Florida, tri-county area (Palm Beach, Broward, and Dade Counties); and a community risk assessment analysis was conducted for Tamarac communities most likely to be affected by an instant disaster."National Fire AcademyKendrick, Patrick2001-06