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What are we doing for training tonight? Air packs.... Nah I'm not going to do it
One of my departments has lots of 40+ year old members that have been on for fifteen+ years, great fire fighters huge knowledge bass, but it's like pulling teeth to get them to train. I've only been on ten years but I love training! I take all the classes I can, I'm on the training group for both of my departments, and I am an instructor thru the local tech school. Maybe it's me being naive but I feel when you come to an F.D training meeting you should bring your gear and train.
As I said before I've looked up to these members since day one, watched and learned from them at calls, dreamt one day to be that good. Ten years later I'm having to defend there lack of abishtion to the new generation. We are furtonet enough to have a few eighteen to twenty year olds join recently, and they're like sponges. They want to soak up as much info as possible, it's great! Until it's meeting night and the crew that should be leading these kids and molding them into fire fighters is sitting around talking about their day jobs. It's hard to tell these new kids thattraining is important and they are on the right path while the mentors are doing nothing.
We have two meetings a month, one business one training. So the training meeting is from 7pm till were done, normally 9 ish. In that time we go over the game plan, break up into groups, gear up, set up, and finally do the drill. I would say went it's all said and done we get an hour of training in a month. I feel that's waaaaaaaaaay to little for what is expected from us by the public. I know we are a VFD and we all work other jobs and have family's, but for an hour a month? Really? Is it asking to much to do want you "at least at one point" loved/signed up to do?
I know this is happening in every type of department all over the world, but does that mean we turn a blind eye, or say "well at least we have them on calls"?
I truely mean it when I said these r the guys I wanted to be, and they're still great fire fighters, I just know we all need practice. I know that they have forgotten more the I know, but I wish we could get them to pass that knowledge to the next generation, and hopefully we will continue to have a stronge department.
Replies to This Discussion
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Permalink Reply by FETC on
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Your problem goes further than just the "40 somethings" 15 year veterans having a complacent attitude toward training. Your department's leadership is fostering the environment you have described. Human's are creatures of habit and the environment for which your department has created is the habit.
Training nights that are lackluster foster a magnitude of problems. The older guys are getting what they want... social hour and the younger guys are getting a negative attitude from not getting training satisfaction. These occurances are usually from poorly planned or not planned at all training nights.
If the comand staff feels your training nights are constructive as they are, you are handcuffed. I would suggest you meet with the chief, and explain your concerns in private and not on the internet. But come to the meeting with not just complaints, be prepared to have solutions to make it better. Do not revamp the wheel with too many suggestions, but provide him with a plan and objectives.
Often people tell me they usually take a truck out and pump because nothing has been planned and after wasting an hour they grab a truck and go out because it is easy. Departments who do not have a training schedule, covering training subjects that are necessary and required to keep our firefighters safe are missing the boat. Suggestions could be to host a mutual aid drill, local academy or outside trainers to change up the delivery and "environment".
The selling pitch to the Chief is when someone is hurt or killed in LODD, the investigating agencies are going to come knocking on HIS office door looking for the injured firefighter's training, (initial and RECURRENT) certifications in training subjects that the firefighter was expected to work in. If the chief unfortunately has the attitude, we are already trained or never happen here. I suggest reaching out to another chief officer. If they are all thinking the same, run for chief next year or look for another department.
Bill (FETC)
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Permalink Reply by Thomas Sabourn on
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This problem is in alot of smaller rural departments. It is a critical (sometimes ungrateful) task to try and train your department to the new standards of training. Not only trying to keep them current and safe on the job, but also learning new tactics and stragities witch will make them more efficent in extinguishment , property conservation and safety. Quite often you have members who have been on so long they loose interest as they once may have had, and do not have the drive of the younger members. This is human , fustrating, but a normal sequence of events at any organization. The real problem lies in a chain of command that does not adapt to new practices and tactics. the " weve been doing this for years like this" attitude, and as you try to show them new practices they are insulted or unwilling to learn or listen. It is a tough job to carefully bring foward change without being singled out as a "know it all" or insulting their knowledge . What is the silver bullett for these departments? Change..... fresh blood, new promotions, and getting the department "interestred" again.
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Permalink Reply by Don Catenacci on
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I am 53 years old, been a firefighter since 1977 and my view of this has to do with MY personal experiences, your experiences may vary.
I believe the worst thing leaders do is become complacent. Complacency is a cancer that grows and spreads and soon kills the enthusiasm of an organization. If the leadership doesn't support and participate in training soon the rank and file begin to believe it is unnecessary. If the leadership supports training, supports the training officer, supports standards of training, AND particiaptes in training with the rank and file, it is easier for the membership to feel the training has value and that they MUST participate.
Another way to make training valuable is to tie it to promotional opportunities. You want to be an MPO take the state certified driver operator course. You want to be a Captain or a Lieutenant take firefighter 2 and the certified officer course. You want to be a training officer be certified as FF2, driver operator, and as a state certified instructor. You want to be a chief officer take FF2, certified officer, instructor, and some leadership classes. Stop making excuses for putting people in positions of power, or of additional skill levels without required training to prepare them.
Another way to encourage interest in training is to set aside part of the training budget to send a few people ayear to the National Fire Academy, or a regional or state fire school, or offer opportunities to go to seminars or classes offered in your area. Sometimes hearing the same thing you have been trying to teach them from an "Expert" helps sell your ideas.
If we want to be considered as equals, or professional firefighters as volunteers, then lets raise our standards for training and show that we are every bit as eager to become trained, educated, and experienced.
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Permalink Reply by larry jenkins on
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Take the chief aside and explain to him your frustrations. May be he can get these guys involved. Also, can you get them to help you train? They may perk up if they are involved with the drill. It comes down to the commitment from the chief. Good luck.
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Permalink Reply by Adam Gillis on
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Most of my departments active manpower is "kids" under 30. I am one of them. I am also a Lieutenant here and the older members dont like to do truck checks or participate in hands on training. then all of the younger guys either go home or dont show up for training
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