minds. Others took the process and made the most of it. Properly writing an accurate
description of actions and events, then discussing the comments with the rookie fire
fighter so that there was a clear understanding.
Is the orientation process addressing the needs of the department and the
The process is a step in the right direction. It is a system that we need and continue to
examine as the years pass. Some of our tasks are too in-depth and others need
expanding. We need to focus on the trainability of the employee. Even with the testing
process there seams to be question as to if the rookie’s learn and retain what has been
taught? Can they place into service what they have learned? Are they able to think on
their feet? At the present time, our system does not focus on these qualities of
distinction. Our process of evaluating rookies is meeting the needs of the department
and needs only some minor revision.
What classes and or parts of the orientation process need revising?
A shift has occurred away from the “orientation” process and into a ”training” process.
We need to go back to an orientation, (example: here it is, this is how it’s used, learn
about it, further training at a later date.) The orientation process needs to stick to basic
fire fighter functions. In it’s current format there are areas that do not pertain to the new
employee’s job function. There are classes such as high hazards property, driver
operation & fire inspections that need addressing. These areas are not in the specific
job functions for the rookie firefighter. It was found that a need to divide the orientation