Opportunity #4: Training and Professional Development Programs

Opportunity #4: Training and Professional Development Programs

Recommendation 4.1: ESCI encourages the integration of outside instructors into the Southington Fire Department Training Program.

The use of instructors from outside of Southington is critical to the future success of the Southington Fire Department Training Program as it diversifies the perspectives of the firefighters and brings new ideas into the organization.

Recommendation 4.2: Establish a formal feedback/input mechanism to receive necessary end-user feedback about the training program.

ESCI recommends that the Southington Fire Department evaluate the use of a survey tool to collect performance feedback from firefighters about the training program. Examples of online survey tools that could be used for this purpose include SurveyMonkey, SurveyLegend, and Typeform. Gathering information directly from firefighters on an annual basis will allow department leadership to keep a focus on those aspects of the training program that firefighters indicate as being of high value. This type of feedback also enables leadership to key in on specific performance issues that may exist. The annual survey would be a good opportunity to encourage firefighters to share new ideas or other suggestions they may have about the Southington Fire Department Training Program.

Recommendation 4.3: Make it a priority to incorporate annual live fire training into its training program.

OSHA CFR 1910.156 requires “Training and education commensurate with duties and functions members are expected to perform, provided before they perform fire emergency activities.” It further requires “Training and education frequently enough to assure each member is able to perform assigned duties and functions satisfactorily and in a safe manner.” ESCI was told repeatedly by Southington Firefighters that it has been multiple years since they had attended a live burn training evolution. While it is understood that the skills associated with performing fire suppression activities can be refreshed without live fire, ESCI suggests that the suppression of live fire is one of the most high-risk and low-frequency activities in which Southington Firefighters engage. ESCI’s recommends that the Southington Fire Department make it a priority to incorporate annual live fire training into its training program.

Recommendation 4.4: Reclassify some of the types of training that are conducted in the Southington Fire Department to better-align with ISO which will ideally improve the department’s chances of receiving full training credit during their next ISO evaluation.

ESCI correlated the requirements of the Southington Fire Department Training Program with the ISO requirements. It is understood that there is some flexibility within some of the Southington Training Program topics to account for ISO Training. The Southington Fire Department currently uses the rating bureau section of FireHouse to track this training; when the transition to ESO takes place, every effort should be made to correlate the training program topics to ISO’s requirements. ESCI offers the following suggestions for reclassifying some of the types of training that are conducted in the Southington Fire

Department to better-align them with ISO which will ideally improve the department’s chances of receiving full training credit during their next ISO evaluation.

Figure 136. Comparison of Southington Fire Department and ISO Annual Training Requirements

Southington Training Topic Hours ISO Training Topic Hours

Company Drills 9 Company Training Company training at fire stations, 16 hours per member per month (for maximum credit)

ESCI Note

Increase company drills to 16 hours per month per member for maximum credit.

Driver Training

Pump/Aerial Operator Training Practical Skills Evaluations

Probationary Firefighter Program 3

3 6 New Driver and Operator Training

Existing Driver and Operator Training Classes for new drivers and operators, 60 hours (for maximum credit)

Classes for existing Drivers and Operators, 12 hours per year (for maximum credit)

24 Recruit Training 240 hours per recruit in the first year (for maximum credit). Increase driver and operator training to 60 hours for new driver / operators and 12 hours per year for existing drivers for maximum credit.

Reclassify this training to betteralign with ISO. Connecticut’s Firefighter I and II combined satisfy the 240 hours per recruit during the first year to receive full credit.

Officer Development 12 Classes for Officers Certification of all officers 12 hours per year of continuing education for all officers (for maximum credit).

Fire Suppression 8

Hazardous Materials 8 Training on Hazardous Materials 6-hour session per member per year (for maximum credit) Southington’s Training Program currently satisfies this ISO Requirement.

Reclassify this training to betteralign with ISO. Southington’s Training Program currently satisfies this ISO Requirement

Southington Training Topic Hours ISO Training Topic

EMT Recertification 40 EMR Recertification 16

Specialty Training 4 Not Applicable to ISO

Training Facilities / Use of Facilities

Building Familiarization for Pre-fire Planning Programs

Hours

Not Applicable to ISO Not Applicable to ISO

Drill tower Live fire training structure (including smoke room) 2-acre training area 18 hours per year per firefighter (for maximum credit) The community should conduct a pre-fire planning inspection of each commercial, industrial, institutional, and other similar structure once a year for maximum credit in the Fire Suppression Rating Schedule (FSRS). Records of the inspections should include complete and up-to-date notes and sketches.

ESCI Note

Reclassify this training to betteralign with ISO. The Southington Fire Department should reclassify its current training program topics to specifically include this subject.

The Southington Fire Department should reclassify its current training program topics to specifically include this subject.

Recommendation 4.5: Develop a Professional Development Program for all positions within the Southington Fire Department.

The International Association of Fire Chiefs has developed the Officer Development Handbook, which is intended to function as the foundation for any organization’s Professional Development Program. The handbook provides a foundation and explanation of the basic tenets of a Professional Development Program upon which an organization can build upon and customize to meet its own needs.

Several options are available as resources to Southington Fire Department to refine and achieve their training objectives. In addition to the current training schedule, NFPA 1021 Standard for Fire Officer Professional Qualifications offers four levels of certification via the National Board on Fire Service Professional Qualification (Pro Board) certification. Additionally, ISO requires a minimum amount of training in specific areas for all suppression personnel. By improving the training opportunities offered and requiring that each officer complete these requirements, the training section of the ISO evaluation could potentially improve the Town’s ISO rating by up to nine points, nearly an entire class. Finally, the National Fire Academy provides funding for one training course and lodging per year per firefighter. There are multiple leadership course opportunities available, including Southington Fire Department hosting a course locally.

Recommendation 4.6: Recognize the various levels of Fire Officers that exist within NFPA 1021, Standard for Fire Officer Professional Qualifications for midlevel and department chief officers.

As part of the Professional Development Program, ESCI suggests that understanding the increasingly complex demands placed upon the leaders of today’s fire service, that the town recognize the various levels of Fire Officers that exist within NFPA 1021, Standard for Fire Officer Professional Qualifications for midlevel and department chief officers.

Figure 137. NFPA 1021 Fire Officer Levels

Level Description

Fire Officer I First-line supervisory officer who has met all the job performance and certification requirements of Firefighter II as defined in NFPA 1001: Standard for Firefighter Professional Qualifications, and Fire Instructor I as defined in NFPA 1041: Standard for Fire Service Instructor Professional Qualifications. Fire Officer II Mid-level supervisor who performs both supervisory and first-line managerial functions who has met all the job performance and certification requirement of Fire Officer I as defined in NFPA 1021.

Fire Officer III Midlevel supervisor who performs both supervisory and first-line managerial functions who has met all the job performance and certification requirements of Fire Officer II as defined in NFPA 1021: Standard for Fire Officer Professional Qualifications. Fire Officer IV Upper-level supervisor who performs both supervisory and first-line managerial functions who has met all the job performance and certification requirements of Fire Officer III as defined in NFPA 1021.

Recommendation 4.7: Consider building National Fire Academy Classes into the Southington Fire Department Professional Development Program.

Active members of fire or emergency management organizations are eligible for a stipend reimbursement to attend the National Fire Academy in Emmitsburg, Maryland. All tuition, instruction, and course materials for National Fire Academy courses are provided at no cost. All active members of fire and emergency management organizations are eligible for stipend reimbursement once every fiscal year.

The National Fire Academy’s Managing Officer Program is a multi-year curriculum that introduces emerging emergency services leaders to personal and professional skills in change management, risk reduction, and adaptive leadership. This program is ideal for Southington’s Battalion Chiefs and Captains as well as those who aspire to those ranks.

The Executive Fire Officer (EFO) Program is the flagship program of the National Fire Academy. It provides senior fire officers with a broad perspective on various facets of fire and emergency medical services administration. The courses and accompanying research examine how to exercise leadership when dealing with difficult or unique problems within communities. This program is ideal for Southington’s Fire Chief, Assistant Chief and Deputy Chief as well as those who aspire to those ranks.