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trainable. Do they retain the knowledge they have learned? Can they think and react

quickly! These areas are much more important than can they check or paint a hydrant.

Or even mop a floor and clean a window. This generation of works is different than the

past. We must recognize the potential through functional active participation, not menial



Skill utilization. Training, training, training. This is the only way to obtain the

proper skills necessary to handle emergent situations. Training a new recruit is

complex. Many department factors come into play in order to commit allowable training

time for the recruit. By placing the recruit with a shift trainer or mentor would alleviate a

few of the problems. Captain Jeff Lytle, in an article from Fire Rescue magazine writes,

“Mentoring allows departments utilize experienced personnel who are motivated to

provide a positive learning experience” (2001). These incumbent employees would be

a positive influence for the department on the new recruit. It would provide a consistent

training platform for the rookie. Enable a more consistent observation program.

Lessoning the ability for the new recruit to “slide by” an evaluator, who may only see

them for a short period of time. These mentors would oversee the recruits while on their

respective shifts. When the mentor is located at an out-station, the new recruit will be

assigned to that station as additional personnel. Assignment to the outstation will take

place during the business hours, then a transferred back to the main station during

resting hours. This offers the recruit to observe and become part of the team, without

placing a handicap on the team by reducing the experienced personal. There can be


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