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Post by WebBoss on Nov 5, 2008 17:00:25 GMT -5
Split from: Pet+peeve+-+why+do+we+do+this%3F++Agreed too... but I ask that you think about something for a little while before replying to this comment of mine. (actually, this goes for everyone) What has sparked you and/or your department to do something you consider progressive? BETTER YET - I'm going to fork this off into a new topic for further discussion since we are way off the original topic now. (largely my fault too, apologies) Please explain a few things... What have you or your department done that you consider progressive? Please then tell us how you did it and what was the motivation behind doing it. I set the disclaimer now that no attacks against other companies or individuals, however it there is a company that sparked a need for something, it shall be agreed that the situation be mentioned in the best taste possible.
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gotwork
Special Operations Command 
Doin' It Our Way
Posts: 73
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Post by gotwork on Nov 5, 2008 18:39:37 GMT -5
We first had a leadership change. Our previous leaders style was not condusive to our environment. Then we brainstormed why we had no volunteers to assist our career staff. We realized that our community was not laid out well for respond from home volunteers, nor were there people able to commit the time to effectively handle our line of business. From that we started an in house duty crew program. This began working slowly. Members from other departments joined ours to gain experience. There was an understanding that if they let their MAIN department activities slack they would have to cut back or be excused from our program.
Once we got our membership stable we really beagn to AMP up our training. I believe that was our biggest draw and reason for considering our department progressive. We instilled an attitude that we would get better by training harder, each and every day.
From there we were working on purchasing our "Squad" engine. Prior to its arrival, we established a new set of standards of "certifications" within our department (our different color shields). Each one had mandatory training levels and courses attached to it. This was overwhelmingly successful for us. Our people have strived to achieve our "Squad or Yellow" shield. Then once the truck actually arrived the fire was lit and everyone worked extremely hard to train, train, and train to become the department we have become. Some like us, some don't but our people work extremely hard and we have instilled a new sense of pride that I just cannot explain but am very proud to be part of.
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1900
Forum Captain
Posts: 103
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Post by 1900 on Nov 5, 2008 20:06:33 GMT -5
I guess our progression started with moral, discipline, dedication and the understanding that we did not accept mediocre or anything less then 110%. Sorry it is just not who we are, if you want to be less then that there are plenty of other departments that accept that and that are OK with that. But not us it is your life, our lives, our citizens lives and the reputation of this department.
We first networked and became what I'll call a family with the Vincent Fire Company. With both Chiefs and Departments having the same goals and commitment it made working together and making things happen somewhat easier.
Both Companies began higher levels of training, to the point of bringing in many outside Companies and Instructors. This was an effort to train our personnel to the highest level that we could. I think that it also showed our members our level of commitment not only as Fire Chiefs but the Departments as a whole as some of the classes were quite pricey at times.
Along with all this training came networking. With the training and networking people saw our abilities. Now everyone has an A, B and C team and more times then not my C team guys were showing up A team guys from other departments, which everyone was able to see for themselves.
After proving ourselves in training, we then proved to be a dependable company by not only routinely getting out, but routinely getting out before second dispatch with a trained and experienced crew. We then began to be added to more and more grids.
Once we were put on those grids we continued to prove ourselves and we began to build more relationship. Now with positive relationships with companies we never "got along with" and being called to more and more calls, our moral increased. With that we had to train harder and be more dependable requiring even more from our members so that they would be the best that they could be and then better.
We set and accomplished many goals, which I feel the membership sees and the precedence is set.
We implemented a Duty Crew Program which targeted our times that we lacked in staffing the most. The program has been a success in many ways. To not only the department, but the individual members and those requiring our assistance.
We continue to train and build our relationships with other Progressive Departments. And I believe most of all we do not accept anything less then the best. While none of us are perfect, we are our own worse critics.
And I will through in our slogan "We're Better Than You"...for the progressive departments I think you understand it, for the other you may never understand it. It is not what we are as much as who we are.
So I feel through the training, dedication, commitment and performance that we require from our members it pushes us to be progressive in the fire service today.
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gotwork
Special Operations Command
Doin' It Our Way
Posts: 73
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Post by gotwork on Nov 5, 2008 21:05:54 GMT -5
Amen 1900. Very well put, and I do understand your motto. I admit that we originally used your department as a good measuring stick. The we used our motto "Doin' it Our Way" and our Vision Statement " Raising the Standard in Community Service" to get it done routinely.
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ENG27SQ
Division Supervisor
MS Paint Guru
Posts: 653
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Post by ENG27SQ on Nov 5, 2008 21:52:14 GMT -5
Is this for a department level reply or individual as well?
Don't want to go voicing my personal opinion unless it's er..welcomed in this thread.
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Post by papacheese on Nov 6, 2008 10:58:54 GMT -5
Not to be a pain-in-the-tush, but what exactly is meant by "progressive"? For some departments, changing from a booster to a 1 3/4 is considered radical, while others might think that nothing less than a wholesale revamping of membership, policies, or apparatus qualifies as being "progressive"
Maybe I could offer an alternative question: "What have you done to be more professional?" - that way we can answer from both a personal and/or organization perspective.
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Post by WebBoss on Nov 6, 2008 14:02:30 GMT -5
Not to be a pain-in-the-tush, but what exactly is meant by "progressive"? For some departments, changing from a booster to a 1 3/4 is considered radical, while others might think that nothing less than a wholesale revamping of membership, policies, or apparatus qualifies as being "progressive" Maybe I could offer an alternative question: "What have you done to be more professional?" - that way we can answer from both a personal and/or organization perspective. I'm looking for what YOU as in the topic poster feels that is/was a progressive mood in your company and/or yourself. If someone thinks that their company was progressive by moving from booster to 1 3/4" lines - then by all means, let us know and tell us why you feel that's progressive. This is a very open ended conversation with no rules other then please stay on topic. |
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Bossa
Forum Crew Member
Posts: 33
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Post by Bossa on Nov 7, 2008 14:41:40 GMT -5
10 years ago, my department was a name only. We were actually three seperate companies, with three seperate sets of rules. The whole 9 yards, three asst chiefs, and one dept chief, which was rotated among the companies.
We also had two EMS agencys, who didnt get along and had trouble getting out, especially during the daytime!
The first step was to hire a full time career chief. Then, we hired a full time Fire Official/Buisness Admin. Then we hired three full time career personnel, specifically to assist EMS with providing a crew during daytime hours.
Our Chief then started selling the active riding members on the consolidation of the three fire companies. He sold us and the active riding members in turn sold the remaining members. Those same members then went door to door to every house in town and helped sell the residents of the town on the idea. When it came time to vote, the voters in Florence Twp approved the building of a new Fire station.
Over the next two years, the department and company members worked to establish the new Florence Fire Department. Some where during all of this, we were asked by the twp to take over EMS...
On July 1, 2006, The Florence Township Fire Dept and the Florence Twp Volunteer Fire Company #1 moved into our new station. Succesfully consolidated with the membership behind the idea. We now provide service to the residents of Florence Twp out of one station. We also provide BLS with at least 2 EMTs on duty 7 days a week, 365 days a year. We have eliminated 3 engines, a brush truck, 2 ambulances and 2 rescue trucks.
Is it perfect yet??? No, but were working at it!!!!
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gotwork
Special Operations Command
Doin' It Our Way
Posts: 73
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Post by gotwork on Nov 7, 2008 17:25:04 GMT -5
Bossa-
your department has proven that it can be done and done right!! There is never a perfect consolidation, but over time you work out the little wrinkles. Great Job!!
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ENG27SQ
Division Supervisor
MS Paint Guru
Posts: 653
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Post by ENG27SQ on Nov 9, 2008 0:23:11 GMT -5
This is a personal reply, nothing to affiliate with either organizations I volunteer for.
In August myself along with my good friend Joe contacted Chief 1710 about running possible duty crews with 171. Chief Pratt welcomed the both of us with open arms, as did his members. We started running with them in September and still do to this date.
Personally, I've learned quite a bit from the guys and girls at 171. I feel that I can continue to learn there and gain experience. I'm generally not the type of person to run with two separate companies but after giving 171 some trial time, I've decided to commit my time to them as they did for me. I feel that I can only gain knowledge from 171 as I will continue to respond with them.
I feel this was a very progressive move for me as (and we all know it), there isn't the call volume in Woodland Twp. compared to Southampton Twp. (That, and well, 171 goes to a lot of other locals)
With that being said, I'd like to thank Chief Pratt for his continued dedication and support he has sent my way as well as Joes.
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