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ATTACHMENT C <br />operational components are synchronized. The balance of the probationary year curriculum will need to be <br />synthesized to meet the needs of the combined organization. A significant consideration to be defined is; <br />will the organization recruit Firefighter/Paramedics exclusively, or will the new employees include <br />Firefighter with a lower EMT level? <br /> <br />The curriculum for fire skill training will remain consistent. The amount of time spent reviewing and <br />evaluating medical skills needs to be maintained at a high level if personnel will be assigned lead paramedic <br />duties on an ambulance. Once the probationary period is complete, new Firefighter/Paramedic/EMTs will <br />be ready for unrestricted regular duty assignment dependent upon department need. <br /> <br />In-service training will encompass recurrent and emerging fire, rescue, and EMS curriculum. It will need to <br />provide enough continuing education hours for all personnel to meet Federal and State recertification <br />requirements. To meet this standard for all personnel, Training staff will need to use a variety of delivery <br />methods and models. Hour recertification requirements are not attainable using only a centralized Training <br />staff-delivered model for all classes and drills. Some centralized training in conjunction with remote (pod) <br />based training and Training staff facilitated hand-off training will allow for delivery of the required hours. <br />This change will increase the need for accurate record keeping and reporting. It will also require assistance <br />from the Operations District Chief/Battalion Chiefs, including crew follow-up, in order to be successful. <br /> <br />Development programs will need to be integrated over a period of time in order to allow personnel already <br />in process the ability to be successful in the organization. The long-term plan calls for transition to a model <br />such as the one Eugene currently has in place. By testing at the conclusion of each module, the need to hold <br />all-inclusive promotional exam processes is reduced and the workload is spread over time. Development of <br />a standardized truck company operations program will be an enhancement that will need to be fully <br />developed and then standardized across the organization. Development of a standardized Chief Officer <br />Development Program will be a high priority given the anticipated number of retirements at that rank within <br /> <br />the coming years. <br />35 <br /> <br />ATTACHMENT 3 <br /> <br />