Social media tools such as Facebook, Twitter, Instagram, Pintrest and others have become THE way that people share information and expect to get information before, during, and after a natural or man-made disaster. I truly believe that and I also believe this: any public safety agency that doesn’t understand and fully embrace my previous statement is going to have a “rough row to how” during and after their next “big one.”

Change has to become part of our culture, whether that is in the training we are currently using for seasoned staff or with the new generation of firefighters that are coming on board. Part of that desired change is diversity, yet it is a challenge in many professions, including our own, so how do we accomplish it?

Male firefighters—for the most part—never think twice about seeking such positions, especially promotions, before they’re “ready.” Female firefighters, like their counterparts in most other professions, don’t actively seek promotions and the like until they feel they are “ready.” For the most part this is because of the male-centric aspect of our fire service culture that requires that a female firefighter has to work twice as hard and be twice as good as their male counterpart to “prove” themselves as being “worthy” of promotion.

Many people, especially those outside the fire service, believe that residential sprinkler systems cause more damage than the fire because we continue to let the builders and developers control the residential sprinkler agenda. Those same people do not know that sprinkler systems keep the fire from rapidly growing to the point that it can trap occupants or inflict substantial damage on the structure.

People--especially those who enter the fire service--generally want to be successful and feel like they are making a contribution to the organization. Lack of clarity from their organizational leaders, and especially their first-line supervisor, in the form of clear expectations can be a significant "roadblock" to their success.

Before the fire service can move forward in recruiting and retaining more women the overall culture in many organizations must change. We have to eradicate the "idea" that the fire service is a male-dominated vocation or avocation. Yes, right now that's a true statement because of sheer numbers and the fact that men predominantly occupy leadership roles in fire departments.

What’s the most desirable fire protection system outcome for a community? Zero preventable fires, no? So how could we measure a fire department’s performance in reaching that goal?

Congratulations! You’ve completed your probationary period with your fire and EMS organization and with it all the training and development activities prescribed by your department. You’re now, no doubt, chomping on the bit to advance in your chosen career, but where do you start?

Progressive fire and EMS departments have long recognized that a good customer care program has many benefits for the citizens they serve and for their departments. Chesterfield County's Fire and EMS Department is one such department.

Fire departments, large and small, continue to devote the large majority of their resources to big equipment, e.g., today’s engines and aerial apparatus, without a closer examination of the fire risk in their communities. And they’re doing so with less available staffing than ever before.