NUMBER 4
THE PUBLICATIONOFTHE FLORIDA FIRE CHIEFS’ASSOCIATION April 2024 • VOLUME 32
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Florida Fire Service is the monthly publication of the Florida Fire Chiefs’ Association, provided to Florida Fire Chiefs’ Association (FFCA) members, by the Florida Fire Chiefs’ Association.
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FFCA Staff
Ngoc Huynh- Executive Director
Denise Holley - Office Manager
Greta Hall - Marketing Communications Manager
FFCA Board of Directors
Harold Theus - President
Michael Choate - 1st Vice President
Trip Barrs - 2nd Vice President
Douglas Riley - Immediate Past President
Carlos Aviles - Secretary/Treasurer
Ryan H. Crawford - Northwest Region Director
Brady Rigdon - Northeast Region Director
Michael Johansmeyer - East Central Region Director
Chantal Botting - Southeast Region Director
Ian Kemp - West Central Region Director
Gregory DeWitt - Southwest Region Director
Ngoc Huynh- Executive Director
Leland Greek - Senior Member
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It has been a beautiful spring, so I hope you have been able to spend a little time outside enjoying the weather and sunshine. Sadly, I say that because once again, over the past couple of weeks, I have seen several mourning ribbons over fire department logos. Our lives are short and precious, and I ask that you pray for the families, the brothers and sisters, and the administrations that have been affected by these losses. I cannot overemphasize how important it is for our departments to have access to peer support and counseling. I am so thankful for the Florida Firefighters Safety and Health Collaborative. Those folks are passionate about our firefighter’s physical health and mental wellbeing. On April 16, this group hosted the Florida Fire Chaplains Conference at the Florida State Fire College in Ocala. Our Fire Chaplains and the peer support they bring to a department are vital for mental and emotional wellbeing. Please reach out to the Collaborative if your department doesn’t have a Chaplain or Peer Support Program.
Over the past month, the Association has made several committee appointments of individuals who will be representing the interests of the FFCA.
1.Assistant Chief Tim Turner from Walton
County has been nominated to serve as the Fire Service Paramedic on the EMS Advisory Council (EMSAC).
2.Chief Julie Downey who recently retired has been nominated to serve on the NFPA 3000, Active Shooter/Hostile Event Rescue Technical Committee.
3.Fire Chief Jason Fair from Charlotte County Fire and EMS Services has been nominated to serve on the Domestic Security Oversight Council (DSOC).
The EMSAC and DSOC were vacancies created by the Chief Downey’s (Dave and Julie) retirements. I would like to thank them both for their decades of service to their communities and to this association. I know that we all agree that they have been pivotal in building a better fire service.
We held our first regional meeting in Altamonte Springs in collaboration with the Central Florida Fire Chiefs. It was a great event and well attended. We look forward to seeing the rest of the state over the next few weeks.
Please make every effort to attend as we will be communicating valuable information to the membership. Those dates and locations are:
Northeast Region- April 26, 11:00 AMCharley E. Johns Conference Center- 1610 Temple Avenue, Starke.
Southwest Region-May 8, 10:00 AMCharlotte Harbor Event and Conference Center- 75 Taylor Street, Punta Gorda.
West Central Region- May 10, 11:00 AMAdventHealth Center Ice, 3173 Cypress Ridge Blvd., Wesley Chapel.
Northwest Region- May 17, 12:00 PM (Central Time)- South Walton Fire District- 911 North County Hwy 393, Santa Rosa Beach.
Southeast Region- June 11, 11:00 AM, Seminole Hard Rock Hotel- 1 Seminole Way, Hollywood.
Finally, have you registered for the Executive Development Conference? What are you waiting for? LET’S GO! We are planning a great line up to teach and inspire. July 19-23, Tampa Marriot Waters Street. All the information is contained on the FFCA website.
This is the final of a three-part series on the unwritten rules of the fire service. The two previous parts of this series covering Rules #111, are in the February and March issues of the FFCA magazine. It is available online and in various newsstands across the state. These rules are expected to be known by new employees from the start of their career, but they are seldom talked about. A good mentor will teach you these rules as mentioned in Rule #11 in the March issue. I will now continue with the final four rules.
12. Do not present a problem unless you have a solution for it. When you do not offer a solution, it comes across like you are just complaining. I would encourage you not to do this until you have at least a month or two under your belt. This is old school thinking but consider the source. The newer generation of firefighters tend to be less concerned about tradition. It might be a tradition that should be changed if it gets the next generation of firefighters to buy into the systems and culture of your department. I learned this from my old fire chief. As a union thug, he often did not like my solution, but it seemed to cause him to think about the issue, in turn, causing him to be more interested in solving the problem.
When people tend to have financial struggles, their job becomes more difficult because you tend to be more dependent on, and almost desperate to work more than what you are capable of. All your decisions tend to revolve around making more money to meet your financial commitments. The job becomes an obligation, instead of a career choice. There is less regard for your mental and physical wellbeing, as well as your family’s needs. My wife and I used to teach Dave Ramsey’s Financial Peace course at our church and a simple rule of thumb to stay out of financial trouble is to live off 80% of your income. Wetaught you should save 10% and tithe/donate another 10% of your income. Then live off the remaining 80% and you will rarely have financial troubles. Firefighters are enamored with “bling” and often tend to buy big ticket items (big pick-up trucks, boats, etc) without their income catching up. Unfortunately, it seems like a large percentage of firefighters tend to live paycheck to paycheck. But it is
something that can be avoided by making some better decisions.
14. Have close friends outside the fire service. Firefighters love to hang out with other firefighters (which there is nothing wrong with). But we tend to lose our perspective on things outside of the fire service. When we are with other firefighters, we almost exclusively talk about the fire service, the calls we were on and things that only other firefighters would understand. It may be difficult for us to believe, but there is another world outside of the fire service. When a large part of our life revolves around our job, it will make life much harder when we leave the job. Often our value and self-worth come from our job. We are much more than what our job is. We are fathers, mothers, husbands, wives, sons, daughters, coaches, teachers and the list goes on, so much more than firefighters. I am not sure if it is a good thing, but I do like being known as a firefighter and I often talk about my profession before I talk about being a husband, father, teacher, etc. That is how I know I should have more friends outside of the fire service.
15. Don’t be a creeper.Often male firefighters will approach one of the female firefighters and come on to her.First and foremost, this is against written policy in every fire department. If it is written down, it is not a suggestion, it is the law of the land. This should not ever be tolerated. Too many times the male firefighter thinks he is smooth and acts like the female firefighter should be impressed that he is coming onto her. But that is not what she is thinking. Most women view these men like they view Pee Wee Herman. This sort of behavior should not be tolerated and has cost many people their job. This rule used to apply to only men, but recently I have seen this type of behavior in women.
Even if there is a consensual hookup, these things never end well and often damage the workplace environment. Secondly, it is extremely unprofessional, and it reeks of desperation on the offender’s part. Find your romances outside the fire department.
Now these are not the only unwritten rules, these are the ones that often come to mind. These rules are a good starting point for your
career in the fire service. Following these rules at the beginning of your career and continuing throughout your career will help you with rule Number 1, keeping your legacy strong. Proverbs 3:35, “Wise living gets rewarded with honor; stupid living gets the booby prize.” Or the street level version, “Play stupid games, get stupid prizes.”
Rick Spence retired as Assistant Chief from the Reedy Creek Fire Department after 30 years. Heis currently the Chaplain for the Florida Fire Chiefs’ Association, Central Florida Fire Chiefs’ Association, Reedy Creek Fire Department, Lake County Fire Department, Clermont Fire Department, Maitland Fire Department, and the Florida Professional Firefighters. He serves as Sergeant of Arms for the Florida Professional Firefighters and International Association of Firefighters.He was selected Florida Professional Firefighter of the Year in 2018.He has been married to his wife Alecia for over 30 years.
"It's lonely at the top" is a phrase that can be heard by individuals who have achieved positions of rank and authority within an organization. It's a phrase that seemingly has no origin. Attribution of the phrase can't specifically be given to a single individual. Neither can it specifically be assigned to a time or place. However, it is a phrase that gets repeated quite often.
Relative to the issue of loneliness, the United States Surgeon General has identified it as being a national epidemic. According to the Surgeon General, loneliness has the potential to increase heart disease (29%), stroke (32%), dementia (50%), and premature death (60%)1 Depending upon the study you read and its demographics, the numbers can be anywhere from 30% to 60% of people report feeling significantly lonely.
It's true that as an individual begins to promote through the system, their circle becomes a little bit smaller. In essence, their tribe is not what it used to be. It's also true that the promotion has led to new responsibilities and expectations being placed on them. These additional responsibilities and expectations also place the newly promoted individual into the role of being an authority figure. No longer are they seen as being inside the tribe, but now they are on the outside looking in. They are now one of "them" and not one of "us".
When you are promoted, you begin to realize that those who "had your back" previously don't always maintain that sentiment moving forward. You begin to realize that the number of those you can trust with the vulnerable parts of your responsibilities has become less. You learn that life in the leadership world is a little dangerous. Unfortunately, this can lead to a retraction into a world that feels safe.
However, in the words of John Maxwell "If you are leading others and you're lonely, then you're not doing it right." Just because you get promoted to a higher rank in the organization doesn't mean you have to be lonely. Transitioning from one role in the organization to another requires intentional effort on your part and not necessarily those around you.
Understanding that life "at the top" doesn't have to be lonely is only the beginning. Ensuring the leadership journey is filled with people who want to be on the journey with you requires intentionality It requires you to keep perspective, understand your role, create the right culture, and surround yourself with truthtellers.
By Michael TuckerUnderstanding that the position you hold as a leader is not you. The position is a role you play and not who you are. Some things are required of you as a leader to accomplish, and that's reality. However, these responsibilities don't make you a different person. Your character as a leader will guide you in carrying out those responsibilities. Performing them in a manner that demonstrates your character allows those around you to see your authenticity, and that's attractive to people who want to believe in their leader.
Make sure the role you play doesn't become your identity
One of the challenges with receiving a title is that people begin to refer to you by that title. You even begin to introduce yourself by leading with the title. It's not uncommon to hear "Hi, I'm Chief So-and-So" but the reality is that the title isn't you. It's a role that you play for sure, but it's not you. Remember, your mother gave you a name and not a title. Keeping who you are separate from what you do goes a long way in leading from a position of authenticity
Create a culture where it is safe to "push back" on your thoughts and opinions
Environments in which people feel safe in expressing themselves, even in dissent, foster feelings of inclusion and trust. When people experience an environment that makes them feel safe they are more willing to "buy in" and want to be on-board. Leading from a position of authenticity brings people along on the journey.
Surround yourself with people who will keep you grounded
It's not enough to simply have people around you. Often people suffering from feelings of loneliness will tell you they feel lonely even in a crowd. Just because there's a group of people it doesn't automatically correlate to feelings of being connected. Intentionally surrounding yourself with individuals who have permission to give you doses of reality will serve to keep you grounded. Those you permit to speak into your life facilitate an authenticity that is attractive to others. Nobody wants to be part of something or someone who has a pretense about them.
Being a leader doesn’t mean you have to be lonely. Intentionally building an environment around you that is authentic
and safe will result in people wanting to be near you. When done right, leading causes others to want to be on your journey
"Authenticity is a collection of choices that we have to make every day. It's about the choice to show up and be real. The choice to be honest. The choice to let our true selves be seen."
-Brene Brown1. www.hhs.gov/about/news/2023/05/03/new-surgeongeneral-advisory-raises-alarm-about-devastating-impactepidemic-loneliness-isolation-united-states.html
Michael Tucker has over 38 years of fire rescue and EMS experience,serving fifteen years as Chief of Department and eight years with the Florida State Fire Marshal’s Office as Superintendent of the Florida State Fire College.He is currently fire chief of Flagler County Fire Rescue. He holds an Associate’s Degree in Fire Science, Bachelor’s Degree in Business Management, and a Master’s Degree in Public Administration. He is a graduate of the National Fire Academy’s Executive Fire Officer Program and is designated as a Chief Fire Officer by the Center for Public Safety Excellence.
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Few enjoy giving them, much less receiving them. Preparing to give a performance review can be more stressful than studying for a promotional exam. I don’t like receiving or giving them, but I know they must be done. Performance reviews can be a lot easier if clear, effective policies are in place and everyone in the organization understands them, trains for them and follows them.
It’s important for leaders to ask, “Do our performance reviews reflect our policies?” It is also critical that agency performance reviews follow departmental policies. This will provide effective criteria for good job performance and evaluations. It can also keep your agency out of the “legal limelight.”
I still remember my very first performance review. As a relatively new firefighter, I felt like I was being called into the principal’s office — that I was in trouble. My captain was a very firm but fair supervisor and I really enjoyed working under his direction. Though I had a few areas he recommended for improvement, I was quite happy with the review.
Six months later, while still a probationary firefighter, I was assigned to a new shift. I also had a new captain who was known for being extremely hard. Of course, I dreaded the fact that I was being transferred to a new spot, even more so because I would be under the command of this leader who everyone seemed to fear. Though I tried double hard with my new captain, I somehow failed miserably at everything I did. Nothing was up to his standards, though as it turned out, his standards didn’t quite square with department policies. Thirty years ago, you could get away with something like that. In today’s world … not so fast!
Later, I moved on to a new shift and a new captain to finish my last six months of probation. This third captain was less engaged, and his “standard” was basically that he didn’t want to be bothered. I realized then we had the A-shift fire department, the B-shift fire department, and the C-shift fire department — all under one roof. Instead of working from the department’s standard operating policies (SOPs), we were operating from shift to shift
based on personal bias. You can probably guess how ineffective this was, not to mention the amount of liability this created for the department.
Poor per formance reviews should never come as a surprise. If an employee is clearly not acting in accordance with department policies, they need to be informed as soon as the problem behavior is recognized. This needs to happen well in advance of a formal performance review to provide ample time for the employee to fix problem behaviors.
When the time for performance reviews rolls around, the actual review should be a chance to assess the employee’s behaviors and attitudes, paying particular attention to areas they have been asked to work on during the review period. Though they should be fair, the bigger question is whether the performance review should be based on department policy or personal preferences. The answer, of course, is that department policy should dictate both everyday workday activity and performance reviews.
In the fire service, personnel are hired, go through the probationary process, and are eventually tested on their skills and abilities. Too often, though, retention in the organization drops because employees (both new and tenured) do not train, and practice based on department policies.
There’s an old army saying: “You fight the way you train, so train the way you fight.” This is true whether you’re fighting wars or fighting fires.
In his article, “Improving Personnel Per formance Through Evaluation and Training,” law enforcement veteran Rex Scism emphasizes the importance of effective employee training and performance evaluations in enhancing operational performance in public safety agencies. Recognizing the critical role both training, and evaluations play in employee development, Scism highlights the need for command staff to dedicate substantial time and effort building processes to boost their value.
By focusing on engagement, communication, and accountability, Scism says, good leaders help create a culture that promotes continuous improvement and prepares employees for future challenges. Doing so can contribute to the overall longterm success of the organization.
When it comes to employee development, effective training strategies play a pivotal role in integrating new personnel, teaching jobspecific skills and fostering career growth within an organization. Public safety leaders do this by implementing three distinct types of training:
Orientation training: For staff members who recently joined the team (either as a fresh recruit or a recent transfer), agencies provide orientation training aimed at familiarizing them with the operational setting as well as the coworkers they’ll be serving with. For this type of training, it’s imperative to clearly outline performance expectations and introduce trainees to standard operational policies and procedures.
Instruction training: From time to time, it’s necessary to introduce new responsibilities or procedures to employees. Instruction training sessions focus on job-specific tasks and/or instructions. Similar to Field Training Officer (FTO) programs in law enforcement, this type of training incorporates an element of inspection and evaluation, also eliciting feedback from the subordinate to help assess the effectiveness of the training program.
Career development training: Good public safety leaders work to foster growth within their organizations. With career development training, they assess employee knowledge, skills and abilities while also gauging advancement potential. Leaders may also delegate specialized duties, enabling subordinates to assume additional responsibilities.
As public safety leaders, we train our team members with the aim of enhancing their ability to accomplish agency objectives. When done strategically, Scism says, this kind of training:
•Reduces time spent on direct supervision
•Reduces agency liability
•Reduces the propensity for errors and mistakes
•Is a major responsibility of agency leadership
•Creates a better, more well-rounded and prepared employee Policies and Performance Reviews
Once everyone on your team has been introduced to the job, trained on the skills required and allowed to per form for a while, performance reviews are a helpful way to evaluate how well things are going. The goal of any performance review should be to identify employee strengths and weaknesses and come up with ways to boost the former and mitigate the latter. Regardless of whether the process is formal or informal, it’s important to do the following:
Ensure transparency: To establish clear expectations and address per formance strengths and weaknesses, communicate at least quarterly with your employees about how they’re doing so far. Regular, timely feedback ensures employees are never caught off guard when performance reviews are held.
Allocate sufficient time:Avoid the lastminute rush by planning ahead and taking time before you meet with your employee. This allows you to recall specific details and tie them back to agency policy For best results, prepare an agenda and follow it.
Conduct reviews face to face: Schedule dedicated time with your employees to go through each dimension of the evaluation in person. Encourage questions and open dialogue to help foster accountability and explore solutions for improvement.
Here’s the scary part: When conducting your employee performance reviews, it’s critical to remain open to criticism from the people you supervise. True leadership requires continuous learning and improvement, and there is almost always something you can take away from a review — a change or two you can take to heart to make things better for the people you lead. Be sure to have copies of your agency’s current policies on hand to review if questions come up during the review process.
Remember: You signed up for this. Policy training and per formance evaluations are an integral part of a public safety leader’s job. These processes help ensure members of your
team are not only familiar with the guidelines and procedures critical to their roles but also follow them consistently.
By setting clear expectations through policy training, first responders learn the knowledge and skills necessary to function in complicated, high-stress environments. Meanwhile, performance evaluations provide a structured mechanism for feedback and improvement, highlighting areas of excellence and identifying those where they may need further work. Together, these elements foster a culture of accountability, continuous learning, and operational efficiency, which are vital for maintaining public trust and ensuring the safety and well-being of your community.
If your agency subscribes to Lexipol’s policy manual, refer to the Performance Evaluations policy for more information about conducting effective reviews.
Sam DiGiovanna is a 40-year fire service veteran. He started with the Los Angeles County Fire Department, served as Fire Chief at the Monrovia Fire Department, and currently serves as Chief at the Verdugo Fire Academy in Glendale. He also is also a Senior Consultant for Lexipol and the Cordico wellness solution.
Ina first of its kind program in Central Florida, the Orange County Fire Rescue Department (OCFRD), in partnership with the Orange County Medical Director, Orlando Health and OneBlood, now has the ability to provide blood transfusions to trauma patients at the scene of an incident, prior to hospital arrival.
“I am so proud of Orange County Fire Rescue for joining this critical life-saving program,” said Orange County Mayor Jerry L. Demings. “Time is of the essence and every drop of blood brings hope to those in urgent need.”
Beginning March 21, 2024, the Pre-Hospital Whole Blood Program will go into effect. Whole blood is often used to treat trauma patients who have sustained significant blood loss and are in dire need of all blood components at one time (red blood cells, platelets, plasma, and white blood cells).
“If a patient needs blood, the special response unit will deploy to the scene and our first responders will begin administering a transfusion on the scene. The goal is to stop the bleeding and begin to replace the blood the patient has lost,” said Chief Scott Egan, Orange County Fire Rescue Assistant Chief of EMS.
“This is a gamechanger,” said Dr.Tracy Zito, Trauma Medical Director at Orlando Health Orlando Regional Medical Center (ORMC). “Getting hemorrhaging patients to the hospital where we can transfuse and stop the bleeding is the goal.Now that critical first step is happening right at the scene. Providing whole blood to patients who have sustained traumatic injuries in the field is truly lifesaving.”
In 2023, Orange County Fire Rescue transported 917 trauma alerts, defined as a patient who has incurred multisystem injury requiring immediate intervention. Working with Orlando Regional Medical Center, it was determined that at least 212 unique incidents required whole blood after arriving at the hospital.
“Orange County Fire Rescue Response Teams are strategically located throughout Orange County,” said James Fitzgerald, Fire Chief of Orange County Fire Rescue. “We analyzed the geographic locations of each incident in 2023 where a patient required blood transfusions after arriving at the hospital and identified three high-volume areas. Utilizing this data, we determined that phase one of this program will focus on these specific areas.”
OCFRD will be able to maintain a ready supply of blood through coordinated exchanges of the blood with Orlando Regional Medical Center.
“Blood donors are the first, first responders. They hold a vital role in our community and it’s important that people with Type O blood donate on a regular basis to ensure blood is available at all times. In an instant, any one of us can find ourselves on the receiving end of a blood transfusion. Trauma situations happen in the blink of an eye and blood transfusions are often needed to help save the person’s life,” said Susan Forbes, OneBlood Senior Vice President of Corporate Communications and Public Relations.
Orange County Mayor Jerry Demings has been donating blood for decades. He is O Positive and is helping lead a call to action to Orange County residents to donate blood.
“My call to action to others who may have Type O blood, or who may just want to donate blood is if you can save a life, if you can help a life, why won’t you do it? It’s something that when it’s all said and done, you know that you have made a difference in somebody’s life,” said Mayor Demings.
Flagler County FireFlight Flight Operations Chief Todd Whaley and Chief Pilot Neil Egerton were evaluated by the Federal Aviation Administration to ensure standards are met to provide air ambulance transport services to the community.
Both pilots were required to take a threehour oral exam to test their knowledge of FAA regulations, operations specifications, and general operations manual specific to Flagler County, as well as FireFlight helicopter specific questions about its systems, performance, and emergency procedures.
“After this oral examination was completed, we then had to successfully complete an inflight competency check,” Whaley said. “We did a route check to determine knowledge of the local flying area and flight locating procedures.”
Maneuvers Whaley and Egerton were required to perform included the following: normal and steep approaches; hydraulics failure shallow approach and landing; hover auto-rotations; forced landing auto-rotations with a powered recovery; max performance and limited performance takeoffs; settling with power recovery; pinnacle landings; and confined areas and slope landings.
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By Gregory G. Sutton, Battalion Chief of Administration, PIO, Titusville Fire Department
This month Titusville Fire Department personnel have been training with our friendsat C & L Towing.Knowing the resources that are available in your areaisessential.Trainingopportunities like these, prior toneeding them in an emergency, is invaluable.It affords us the chance to learn about each other’s capabilitiesprior toending up on an emergency scene where we must work closely together in an efficient and timelymanner.
Noah, Gene, and the crew at C & L were awesome!They familiarized our personnel with their largeClass C rotator and demonstrated some of its capabilities. We are grateful for the partnership andtheopportunity to train with this impressive piece of equipment and the guyswho run it. Situations that requiresuch massive machinery to affect a rescuerequire the ability to communicate and work well together.
This wasa chance towork on communication and develop that relationship among responders that willpay dividends when that time comes. Great job by our personnel and our trainingteam members that made this an awesomelearning experience.
Palm Beach County Fire Rescue welcomed community members, commissioners, and firefighters to celebrate the opening of its 50th Fire Station! Station 40 was designed with efficiency and safety in mind to meet the expanding growth of Palm Beach County. It’s located on a 2.8-acre site in unincorporated Boynton Beach and will serve over 20,000 people. With beautiful red doors opening to two bays and a single-story structure housing nine bunk rooms, it’sa new home away from home for our firefighters.
The Grand Opening event included the
ceremonial passing of the “Key to the Station” from Fire Chief Patrick Kennedy to County officials and firefighters. A 911 Dispatcher sang God Bless America as the Honor Guard raised the American flag, and the crowd gathered around a red hose for the very first “uncoupling” of the hose, signifying the “cutting of the ribbon” that is traditional for grand opening ceremonies.
Christina Martin is a local Seminole County mother and wife, passionate about educating the community on drowning prevention. She founded the Gunner Martin Foundation in 2016 following the tragic drowning of her two-year-old son, who quietly slipped outside to the family’s backyard pool, undetected. Christina turned her pain into purpose by dedicating her life to preventing other families from losing a child to drowning.
Her mission is to bring awareness and education on water safety to families across the state of Florida.
She reached out to Orange County Fire Rescue in hopes to make a difference in her own backyard. In an effort to prevent drownings and bring awareness to water safety, Orange County Fire Rescue partnered with The Gunner Martin Foundation and purchased 1000 door alarms to install in Orange County residents’ homes for free. This door alarm program is one of the first in Central Florida to provide at-home installations.
“We are so grateful for Orange County Fire Department for identifying childhood drownings as an issue, for valuing their residents, and wanting to be a resource by providing free door alarms to families,” said Christina Martin. “A door alarm could have saved Gunner’s life. The door alarm could have quickly notified us that the sliding glass door was open, and Gunner could still be here today This new program is crucial and will help keep children safe.”
Between 2019 to 2023, Orange County Fire
Rescue responded to an average of 14 residential drownings each year, with the majority being pediatric patients.
Drowning is the number one cause of accidental death in children ages one to four years old. Door alarms can act as a barrier and add a layer of protection, alerting a guardian when an entry way to a pool or body of water has been unexpectedly opened.
“The launch of this door alarm program is part of our ongoing efforts to deliver education and prevention programs that raise awareness, increase safety, and reduce risks within the community,” said Orange County Division Chief Kimberly Buffkin. “We are honored to partner with Christina and the Gunner Martin Foundation to expand the already robust list of services our department offers.”
The door alarm installations will be an ongoing program offered by Orange County Fire Rescue.
We know filling out questionnaires is frustrating. We at UCF RESTORES are working to find a better way to assess stress injuries. Our goal is to make mental health assessment less cumbersome and more engaging. You must be 18 years old or older to participate in this research study. You must also be a firefighter or law enforcement officer (current or retired).
If you agree to participate in the study, you will be asked to fill out four short questionnaires about your mood. You also will watch a series of short videos, developed specifically for first responders, that depict how negative mood might affect your behavior. One week later, you will again watch the videos and record your mood over the last week. This study takes place entirely online.
The first part of the study will take approximately 60 minutes. You will receive a $50 Amazon gift card for your time. The second part of the study will take approximately 30 minutes. You will receive an additional $25 digital Amazon gift card for the second part.
If you are interested in participating in this study, please contact Dr. Christine Seaver or Dr. Deborah Beidel at: Christine.Seaver@ucf.edu or Deborah.Beidel@ucf.edu
On February 28, 2024, Dixie County Fire Rescue held a push-in ceremony for its newest fire apparatus, Tanker 4. The apparatus is a Pierce BXT 3000-gallon tanker that will be housed at the newly built station 4
that will be located on Chavous Road in Old Town, FL. The tanker will respond to fire scenes county-wide and will be a valuable addition to the Dixie County Fire Rescue fleet for many years to come. Dixie County
Fire Rescue would like to extend a special thanks to Senator Corey Simon and Representative Jason Shoaf for their ongoing suppor t in making appropriations projects like these possible.
On Wednesday, March 27, 2024, Orange County Fire Rescue, Florida celebrated the opening of its newest fire station with an official Ribbon-Cutting Ceremony, Station 44, which proudly serves the Horizon West Community in unincorporated Orange County Last year, Station 44 responded to more than 1,500 calls. The station will continue to provide critical life-saving services to meet the needs of the rapidly growing community.
According to the U.S. Census Bureau, the Horizon West population in unincorporated Orange County has grown more than 300% since 2010.
Residents and various community leaders attended the event, with Orange County Mayor Jerry L. Demings, Fire Chief James M. Fitzgerald and District 1 Commissioner Nicole Wilson each delivering remarks at the ceremony.
Station 48 will now take over the temporary location Station 44 left until Station 48’s new permanent location finishes construction this spring. Station 48 is the department’s 45th station.
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During the week of Spring Break in March, Oviedo Firefighters had the opportunity to use an area high school for high-angle technical rescue training.
Crews from all shifts from Stations 46 and 48 spent the week at Oviedo High School using their auditorium to create a scenario allowing firefighters to work on challenges that could arise in real-world situations.The scenario involved a construction worker trapped on the roof of the building after being injured.The
worker fell from one level of the roof to another and was impaled on rebar. Due to limited access, firefighters had to think creatively to get equipment to the roof, stabilize the patient once they were reached and provide treatment, extricate the patient from the rebar, and bring the patient down to a waiting
ambulance using advanced rigging techniques as well as the Tower Truck.
Being able to work with our community partners allows firefighters to train in real world situations and allows for the incorporation of critical thinking when it comes to unique and technical rescues.
Martin County Fire Rescue we lcomed a class of 13 new firefighters this month, which will help the department continue its effort to expand and provide exceptional service to the community.
Recruit Class 43's graduation was celebrated during a ceremony held on April 5. It was attended by state and local officials, first responders, and community members.
Each recruit underwent a grueling 11-week academy, during which they gained the education and skills necessar y to meet the standards of Martin County Fire Rescue.
Fire training for each recruit was extensive and in-depth, and featured lessons in search and rescue, live fire exercises, water supply, vehicle extrication, vertical ventilation, VES, PPE, SCBA, radio communications, and more.
The recruits also spent 5 weeks dedicated to EMS training, ensuring their education met
the proficiency level for Martin County Fire Rescue’s advanced medical protocol.
Fire Chief Chad Cianciulli presented each recruit with their badge on-stage and the class was presented a video commemorating its journey.
Class 43 also presented a gift to the MCFR Training Department for the help and guidance it provided during the academy.
Congrats, Martin County Fire Rescue Recr uit Class 43!
The Sarasota County Fire Department (SCFD) achieved Accredited Agency Status from the Commission on Fire Accreditation International (CFAI) at the Center for Public Safety Excellence Conference in Orlando, in February. SCFD was successful in the CFAI Hearing and earned accreditation for the first time. “Accreditation is about being better able to serve our community and continual improvement,” Sarasota County Administrator Jonathan Lewis said. “The best practices in the fire service are reflected in the accreditation process. Our team has and will continue to work to ensure that we are providing the best possible service while protecting our team members.”
“The women and men of Sarasota County Fire Department do an incredible job serving our community every day, and by achieving international accreditation, the department further demonstrates its commitment to providing services and responses measured by the highest standards in the world that align with industry best practices for fire and emergency services,” said Emergency Services director Rich Collins.
“This is an incredible accomplishment for this department; completing the detailed and exhaustive process demonstrates our commitment to public safety and the community we serve,” said Sarasota County Fire Chief David Rathbun. “International accreditation and the Commission on Fire Accreditation International’s process is also a commitment to the department’s future, as it demands planning and continual improvement in our response, which will directly benefit the residents and visitors of Sarasota County.”
TheBoca Raton Firefighter & Paramedic Benevolentrecently hosted the “Boca Burn” First Responder Charity Softball Tournament it benefited the Children’s Burn Foundation.
TheSeminole County Fire Department Team (IAFF Local 3254) placed second overall.
Congratulations to first place:Miami Fire Rescue.
More than 15 other fire departments played in the tournament, including Orange County Fire Fighters Association, IAFF 2057,Palm Beach County Fire Rescue, West Palm Beach Fire, City of Hialeah Fire Department,Delray Beach Fire Rescue,and Miami-Dade Fire Rescue.
On Saturday, March 23, 2024, A-shift of the Oviedo Fire Department got a very important call that saved the lives of 11 babies. The crew responded to a mother in distress who was frantically pacing around a storm drain where her babies had slipped through the grate and fallen in. The mother just happened to be feathered and her baby ducklings were trapped.
It is not an unheard-of circumstance after ducklings hatch and their mother leads them to water from pond to pond across cities, but the firefighters from Station 46 were close and got to the rescue scene quickly. The firefighters removed the grate, slid a latter into the drain and placed all 11 babies into a bucket where they were reunited with their very happy mother. The entire family waddled away and found their way safely to the nearest pond under the watchful eye of team A-shift. Those involved in the rescue were Battalion Chief David Barsky, Lt. Joshua Maddox, Lt. Jacob Schwiegerath, Firefighters Shane Miller and Cody Vickery and Engineers Thomas Radzak and Daniel Forest.
Monroe County Fire Rescue firefighters from Station 10 Sugarloaf Key and Station 11 Cudjoe Key participate bi-weekly in the MORE (Mentors OptimizingReadingExcellence) Literacy Program. The MORE Literacy program focuses on providing one-on-one reading with reluctant readers in grades K-5. These readers are chosen by administrators in the schools who recognize those who are readingat least 6 months behind grade level. Community volunteers and the Literacy Coach work together to help increase reading skills.
The program is sponsored by Keys to Be the Change, a non-profit organization that creates programs that empower children, youth, and adults to thrive in school and in life by building selfconfidence and self-esteem.
On March 13, 2024, the Office of EMS’s Community Coordinator Jon Weiss, and Assistant to Fire Prevention Reiley Chappelmann represented Brevard County Fire Rescue at the 2024 Women in Science and Engineering (WiSE) youth symposium held by USAF Air Force Technical Applications Center (AFTAC) at the Space Coast Health Foundation in Rockledge. The Youth Expo Day hosted over 250 youth participants and served as a platform for the exchange of knowledge, ideas, and inspiration Their presence added immeasurable value to the experience for aspiring scientists. Jon provided introductions to CPR and demonstration of the use of technology in cardiac arrest care. Reiley presented training on the proper use of a fire extinguisher as well as fire safety tips for around the home.
The Sarasota County Fire Department proudly welcomed five new firefighters in a badge-pinning and swearing-in ceremony on March 22. Firefighters Tyler Curcio, Michael Haslem Jr., Andrew Humphrey, Desmond Jamison, and Douglas Smith were sworn in by Sarasota County Board of County Commissioners Chairperson Mike Moran. The new hires began their new employee orientation at SCFD on January 16 and completed the rigorous ten-week training conducted by the SCFD Training Division. Within days of completing the orientation, the five firefighters were promptly assigned to one of the three shifts in service of the Sarasota County community.
In an effort to support the fight against childhood cancers, the Seminole County Fire Department (SCFD) was recently crowned the winner for the sixth straight year in a row for fundraising for the Central Florida’s St. Baldrick’s Foundation event.
Seminole County Fire Department’s team raised a total of $15,095.14 and Engineer/Paramedic John Loria raised the most individualy with $5,796.
SCFD also proudly partnered with Pure Barre Lake Mary to host a friendly first responder plank challenge and a DEFINE™format class. Firefighters participated in a 50-minute strength and power training class involving functional movements and dumbbells with Pure Barre members. All proceeds from the class benefitted SCFD’s St. Baldrick’s Team and more than $800 was raised.
During the St. Baldrick’s fundraising event, team members shaved their heads to support childhood cancer research.
“I have a friend who lost their child at the age of three to childhood cancer, so this cause hits home,” said Engineer John Loria. “There are also many Fire Department members who have children who have battled childhood cancer, so the Seminole County Fire Department has always supported St. Baldrick’s.”
The Office of Fire Prevention returned to a Cocoa mobile home community which was recently affected by a fire. In an effort to ensure the safety and well-being of residents, the team installed 144 smoke alarms in 44 mobile homes. This measure reflects BCFR’s commitment to enhance the community’s safety and prevent future incidents. Smoke alarms offer early detection and can crucially make a life-saving differenc.
The smoke alarms were funded by a FEMA grant fund. Special thank you to our translators who assisted with Spanish the speaking residents.
Brevard County Professional Firefighters Union, Local 2969 and Brevard County Fire Rescue (BCFR) hosted a Fire Ops 101 training Friday, March 8, 2024. This informational event was an open invitation sent to local public officials, candidates, and community leaders providing insight of the day-to-day operations of BCFR. Demonstrations were performed showing attendees Fire, Hazmat, EMS equipment, EMS transport service, Q&A, fire prevention tips. Attendees had the chance to participate during a hands only CPR demonstration and several of life saving services.
The Lake Mary Fire Department opened its doors for its annual open house, a day of education, engagement, and excitement! Families and children of all ages gathered to see a live fire demonstration, learn Hands Only CPR, tour the fire station, learn how to use a fire extinguisher, and compete in the fire fighter games. The Open House event not only showcased the department’s equipment and capabilities but also fostered a sense of connection and appreciation for those who serve the community.
Members of the Community Risk Reduction division were on hand to ensure that every visitor received the royal treatment, providing goodie bags and exciting games, as well as special visits from Sparky the Fire Dog, Scrubs (Orlando Health), Carl the Safety Bear, and the Chick fil a Cow!
For many, seeing the impressive array of firefighting equipment up close was a highlight of the day. From the new Quint 37 to specialized rescue tools, visitors were able to see all the new technology and resources available to their local fire department. Firefighters were on hand to explain the purpose and function of each piece of equipment, and the Community Risk Reduction team provided education on all aspects of fire safety throughout the event.
The Open House wouldn’t be complete without the thrilling and educational live fire demonstration; Freedom Fire Protection Company assists us with showcasing how home fire sprinklers work and the amazing benefits they provide to saving lives and property.
On April 3, 2024, Flagler County Fire Rescue placed their ninth rescue/ambulance into service with a ribbon cutting and traditional push-in ceremony. This unit will be housed with the Palm Coast Fire Department Station 25. Flagler County and Palm Coast Fire Departments operate four “colocated” facilities which serves to save the citizens of the County significant tax dollars. This new unit will provide service to the citizens within Flagler County, as the county’s growth continues at a tremendous rate. In a recent report published by USA Today, Palm Coast is ranked second on a list of 30 cities in Florida considered the most desirable to move to. Dignitaries from the Flager County Government, City of Palm Coast Government, City of Flagler Beach Fire Department, and the media all attended this event.
Sarasota County Fire Department (SCFD) Special Operations Team recently completed three days of confined space rescue exercises and team training inside of a bridge. The complex venue posed several unique challenges for the team to mitigate and overcome in the exercises.
Through extensive planning and coordination, SCFD’s Special Operations team partnered with the Florida Department of Transportation and the Sarasota County Sheriff’s Office for this unique opportunity.
The Sarasota County Sheriff’s Office provided emergency 911 dispatchers for the exercise to enhance operational realism with communications.
SCFD Special Operations personnel refined their confined space rescue skills through multiple exercises and scenarios utilizing Technician level training and equipment, while gathering important relevant information through injects from FDOT personnel. The team accessed, treated, and extracted patients in an a-typical confined space environment. These exercises and multiple partnerships enhance and continually build SCFD operational competencies, while increasing the team’s scope of readiness.
The Sarasota County Fire Department celebrated a significant milestone by unveiling the newly rebuilt Fire Station 23 in Nokomis on March 22. This event commemorated the opening of a modernized facility and symbolized the department's commitment to serving the Sarasota County community
The journey to the uncoupling ceremony began with the decision to demolish the original Station 23, which had been in ser vice since 1990. Recognizing the need for an upgrade to better serve the evolving needs of the community, SCFD embarked on the ambitious task of rebuilding the station from the ground up.
This resulted in a cutting-edge, 10,000square-foot facility intentionally designed to withstand the forces of nature, including Category 4 hurricane winds, while incorporating the latest best exposure control practices. Equipped with three spacious bays, the station not only houses emergency response vehicles but also serves as a hub of operations for SCFD personnel in mid-Sarasota County. One of the hallmarks of the new station is its comprehensive amenities tailored
to support the well-being and efficiency of firefighters. From a dedicated Personal Protective Equipment (PPE) storage room to individual sleeping quarters and dedicated office spaces with room for growth, every station aspect has been thoughtfully planned to enhance operational readiness and comfort for Sarasota County firefighters and EMS personnel who serve on the front lines.
Despite the challenges posed by construction, SCFD remained steadfast in its commitment to the community, ensuring uninterrupted service through the operation of a temporary station on-site. This dedication reflects the department's mission of putting the community's needs first, no matter the circumstances.
The significance of Station 23 extends beyond its physical structure; it exemplifies professionalism and high-quality service delivery, embodying the spirit of SCFD's mission to protect and serve. In the fiscal year
2023 alone, SCFD crews stationed at Fire Station 23 responded to 3,197 calls for service, underscoring the vital role this station plays in safeguarding the lives and property of Sarasota County residents.
As SCFD looks to the future, Station 23 exemplifies the department's ongoing commitment to excellence and innovation in the fire service. With its state-of-the-art facilities and dedication to the community, SCFD remains poised to meet the challenges of tomorrow while continuing to uphold the highest standards of service and professionalism.
