and training sections. Evaluate and test on the training, retention and actions of the
recruit. Leave the orientation section as information only.
3. Are the officers on the “same page” with what the department is looking for in
our new employees?
Many comments were written as to having no idea what the goals of the department are
for the rookies. The officers are definitely not on the “same page” when we address the
evaluation process. There are many different views and methods being used. This
tends to be a problem in the system. Miscommunication and lack of direction all
become factors that destroy the process.
4. What qualifications are needed for the evaluator?
There was no wavering here. All responses were related to experience. Years of
service on the job. Working with and supervising people. There was no question as to
the ability of each person who evaluates, as to whether or not they could objectively
evaluate a new employee on their tasks at hand. Although, there was concern that
many different evaluators with different thoughts and methods was too diverse. The
department may want to look into a mentor/training officer for the new employee’s first
year or part of the probationary period. Placing more consistency with the day-to-day
evaluation of the new employee.
Are new fire fighters placed into an active roll in which they have not been
fully trained and proficient with?