X hits on this document





5 / 46

essential that our new recruits are taught, trained and evaluated properly within their

probationary period (first year) in order to help distinguish what kind of employee they

may be. Fire officers need to look for trainable, motivated and enthusiastic members

and develop them into a first-rate fire department employees. Once found, we need to

be fair to the new recruit and devise a system that evaluates them in all the right areas.

When done properly, the evaluation tool will help confirm that our findings are correct

about the ability and attitude of the rookie fire fighter. If the probationary evaluation

process is flawed, then both the department and a career minded fire fighter suffer.

Bloomfield Township Fire Department has a probationary employee process for

this purpose. However, is our process doing what we want? Is our process training the

new employee in the correct areas, are we evaluating the proper attributes of the

employee? Are department goals known for the new employee? Is our daily process

helping the employee reach their goal? Does the new recruit even have a goal? These

are just a few questions that need to be answered about the evaluation process we

have for new employees.

Therefore, an in depth study of the rookie fire fighter process is presented in

order to determine its validity. Through this study it was found that some basic

fundamentals of the probationary evaluation are excellent and that other areas are a

waste of time and resources. In this ever changing emergency business is there a

rookie evaluation program that accurately covers all the needs of both the new recruit

and the fire department?


Document info
Document views172
Page views172
Page last viewedFri Jan 20 15:09:19 UTC 2017