Item 2: Functional Consolidation of Fire Departments

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ATTACHMENT C required before proceeding to the next module. At the completion of either development process, the employee is qualified to act-in-capacity at the higher rank and can compete for promotion at a yearly, designated testing time. At this time, training objectives and task books are in place for a Chief Officer development program but evaluation components are still in development. Springfield: Recruit hiring and training is conducted by Training staff with the assistance of Human Resources. An adjunct instructor may be reassigned from line personnel to assign with Recruit Academy instruction. This is a voluntary assignment. The Recruit Academy is approximately 12 weeks long and is classified as phase 1 of the probationary year. The balance of the year is broken in to two segments. Phase two covers engine and medic driver responsibilities and lasts five months. Phase three lasts four months and focuses exclusively on lead medic responsibilities. Once this period is successfully completed the new Firefighter/Paramedic is ready for unrestricted regular duty assignment In-service training is accomplished by a variety of delivery models. Training staff is responsible for fire, rescue, and EMS training. Fire/rescue classes are presented during nine months. Incorporated in this are company skill evaluations proctored by Training staff and Battalion Chiefs. EMS training includes formal classroom based training three months per year, monthly company level training based on curriculum provided by Training staff, and monthly individual online training facilitated through a web based EMS training company. The program for Engineer development consists of five modules. The program is largely self-directed. The candidate’s regular Captain and Engineer sign off as the candidate completes the assigned drills and competencies. At the completion of the EDP task book, the candidate completes a comprehensive practical exam. This exam is proctored by Training staff and Engineer personnel not assigned to the candidate’s shift. Successful completion of the practical exam is required for the candidate to be eligible to act-in- capacity and participate in the promotional exam. The program for Company Officer development consists of eight modules. The program is largely self- directed. The candidate’s regular Captain signs off as the candidate completes the assigned drills and competencies. At the completion of the ODP task book, the candidate completes a comprehensive written and practical exam. This exam is proctored by Training staff and Captain personnel not assigned to the candidate’s shift. Successful completion of the practical exam is required for the candidate to be eligible to act-in-capacity. Completion of all ODP elements, DPSST certification as a Fire Officer I, and Instructor I are required to participate in the promotional exam. At this time, documentation for a Chief Officer development program is in development. No formal program or evaluation component is in place. Description of Cooperative Service Delivery Model: Recruit hiring will be conducted by Training staff with the assistance of Human Resources. Training of new Recruits will be organized and delivered by Training Staff. Adjunct and/or Cadre instructors in combination may require assisting with instruction, depending on the size of a recruit class. Flexibility in the configuration of instructors beyond the dedicated Training staff will allow for maximum flexibility in class size to meet the operational needs of the Department. A Recruit Academy will be approximately 12 weeks long. This intensive training regimen will prepare a recruit to function in either jurisdiction until all 34 ATTACHMENT 3