characteristics that can’t be changed, it will be a great tool for all involved. In the end it
is the department and the current full time employees that need to survive.
With the economic status of fire departments today where fewer firefighters and
higher run volumes are the norm, a high quality of employee is needed in order to make
the department excel. If the evaluation system fails because of the content of the
material, or the personnel who perform the evaluations, than the department as a whole
suffers. It is unfortunate when a person gets hired who is a burden to all. Everyone
within the department must work harder in order to make up or cover for the slacking
employee. Know one wants or needs a slacker. It is for these reasons that a
department needs a quality evaluation system.
The lazy employee will quickly be labeled a problem employee. Those who offer
very little to the organization create a moral problem within the ranks. For the officers it
means a constant supervision problem and firefighters who work and live side by side
with them could mean separation among the team. In a team-oriented profession, this is
a cancer within the department. If there is a cancer within the department, then the
entire organization begins to fail. We as officers cannot allow this to happen within our
departments. We must scrutinize each new recruit with a proper evaluation tool. With
the results that empower us to make the correct decision whether to keep an employee
or let them go, so that we may look for a better prospect.