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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.

5.

Are new fire fighters placed into an active roll in which they have not been

fully trained and proficient with?

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