Tag Archives: accountability

The company officer (first-line supervisor) is the toughest "gig" in any fire department, but too many of those officers make it harder than it needs to be by not wanting "to be the bad guy", i.e., the officer who follows policy and procedure and makes everyone else follow them as well.

There are many Personnel Accountability System options available to fire departments. There are four basic systems to pick from: name tag, passport, bar code and unit identifier; here's a look at what you need to know to find the right one for your department.

Reducing firefighter deaths and injuries is, or should be, a top priority for all fire departments in the USA in 2014. The 16 Lifesafety Initiatives from Everyone Goes Home provide the framework for a department to develop strategies for making the job of a firefighter safer, more effective, and more efficient. This article takes a closer look.

For young people who've not previously had this degree of structure in their lives, becoming a member of a Fire and EMS organization can be a daunting challenge. We owe it to this next generation of firefighters--and to our organizations--to become better managers who effectively develop and maintain the three sides of the triangle.

The solution for an inclusive and diverse fire department is NOT just recruiting more women and people of color. The SOLUTION is recruiting the RIGHT people—qualified, inclusive, diverse and safety-conscious. And yes, that includes the RIGHT white males who understand why an inclusive and diverse department increases service and safety. Recruitment is not just getting more people to apply and show up for the test. Successful recruitment is the first level of the screening process.

It seems to me that many fire and EMS organizations are a bit "Johnny-come-lately" when it comes to the health and well-being of their people, and some still have not come to the party. I was very fortunate to have spent my career with one of the organizations that‘s frequently been on the forefront of efforts to constantly make improvements for the safety, health and welfare of its people.

Think there’s not a need for organizational risk management in Fire and EMS organizations? Take a look at some of the recent “ripped from the headlines” stories about firefighters and officers that have not done much to enhance the reputation and standing of our profession.

Am I “jumping the gun” on this one? We don’t know all the facts of the case, that’s for sure, but I know one thing from my career in the municipal fire service: You don’t conduct an extensive investigation of an incident, and produce a 200-page report that documents that investigation, because you didn’t have anything better to do.

Every engine, truck and ambulance in the CFEMS response fleet has hotel voucher forms on board that are honored—through prior agreements with the establishment—to provide immediate lodging for one night. The officer on-scene completes the voucher and then a staff officer on scene is tasked with “resident relocation”, i.e., going to the hotel with those folks—and providing transportation if necessary—to ensure that everything goes smoothly.

I can’t remember the first time I heard this phrase, and I couldn’t tell you how many times I heard it since, but it’s one I never forget. Perhaps you’ve heard it, too? Employees don’t leave the company. They leave their boss. Author Unknown