Bloomfield Township Fire Department believes that every employee is
responsible to teach, train and to some degree evaluate the performance of a new
recruit. Most often it is the station lieutenant or acting officer who writes the daily
evaluations. Although there are times when a peer fire fighter takes on the daily task.
This is a benefit to the organization. When the entire body of the organization feels they
have in-put into the process and decisions, the system works better. Many factors
come into play when a person evaluates a peer or subordinate. There are different
theories for teaching, training, coaching and even counseling the new recruit. Dr. Harry
R. Carter writes “the success or failure of the evaluation system in any organization will
depend on the managerial philosophy under which it is established” (1997). All persons
involved in the process need to be thinking along the same lines.
The literature research indicates that the Bloomfield Township Fire Department
follows many of the written theories of a quality evaluation system. Research literature
helped define areas of importance that need adjusting and fine-tuning. Our system is
meeting the standards of the industry and the needs of the department. With some
revision our new employee process can only improve.
The basis of this project started through observation. Over the past few years
command officers noticed that there was more than one way in which evaluations,
documentation of activity and progression of the new recruits was taking place. There
was question as to the effectiveness of our system. Therefore an analysis was needed
in order to see how the department’s evaluation process was helping in accomplishing