TRAINED VOLUNTEERS MAKE A DIFFERENCE
BY GENE P. CARLSON
Many volunteer firefighters are engaged in business in some manner. They know full well that when they acquire a new employee, whether to work 40 hours a week or 20, neither can make mistakes. To ensure there are few, if any, mistakes in business or the fire service, new employees must be trained and older ones “reminded.” As we all know, on the fireground where lives and property are at stake, untrained firefighters are worse than valueless; they are dangerous. Thus, the fire department leadership must encourage; promote; and, yes, demand adequate training of firefighting members.
If we go back to the basic definition of a volunteer–“a person who renders aid, performs a service, or assumes an obligation voluntarily”–it is rather obvious that this can be done only by a trained individual. Today, most states and provinces have established norms for training. Completion of training programs will lead to certification at various levels. However, local departments must have continuous training to avoid skill degradation and keep up with the changes in the fire service.
Unfortunately, many in the fire service have developed some erroneous training maxims:
I`m a certified firefighter; I don`t need any more training.
I`ve been on the department eight years; there isn`t anything left to learn.
Exposure or demonstration to a principle or technique is sufficient.
I know how to do that; I watched the videotape.
Training is accomplished over a cup of coffee.
Length of service equals experience and training. (Is it really 10 years of experience, or is it one year of experience 10 times?)
These approaches will not lead to competent, proficient firefighters or the kind you want coming to your home to handle an emergency. So, where should a fire department start?
WHERE TO START
The fire department, regardless of its size or makeup–volunteer, paid on call, or combination–should establish training requirements. Training scenarios might include the following:
responding to the scene,
interior firefighting,
driving apparatus and operating pumps,
preparing to be a company officer, and
preparing to be a chief officer.
Volunteering for the fire service is a special kind of commitment; therefore, firefighters must continuously study, train, and perform various forms of professional development throughout their career. For your department to do this effectively, training must be relevant, interesting, and fun. Firefighters are action oriented; they want to get involved, and they like to work with their hands. The training must result in a feeling of accomplishment. Gaining knowledge fills a need for many firefighters; it makes them feel good about themselves and the knowledge and skills they have acquired. Active, realistic training programs create not only competent firefighters but firefighters who are an important asset to the community.
Fire personnel are very dedicated to their community and protecting it against fire. This dedication extends broadly into several specialized rescue areas; emergency medical work; hazardous materials; and, of course, the basics. As a result, training programs must be expanded to meet the responsibilities accepted by the department. Develop your personnel in areas in which they are interested or have special skills. For example, an individual interested in a special rescue area can become skilled in it and be your team leader for that area. This firefighter can train your squad or team in this specific type of rescue; provide realistic, ongoing classes and drills; and fulfill a need your department may have in that area. Areas might include the following:
confined space entry and rescue;
trench and cave-in rescue;
structural collapse search and rescue;
high-angle rescue;
water, low-water dam, and swift-water rescue;
ice rescue; and
cave and mine rescue.
An excellent way to enhance the professional development of the members is to provide instructor training. This develops self-confidence and communication skills that will benefit members in all phases of their lives–from the fire department to their regular jobs to civic and religious activities. The department will benefit from better classroom training and drills. Overall morale will improve; people with good communication skills feel good about themselves.
Unfortunately, the current trend is to not take responsibility for one`s actions. Thus, training becomes key, since it develops the concept of accepting the responsibility of being a firefighter. In addition, training assists the department in keeping pace with new technology and creates competent members who can meet existing norms and standards. Volunteer firefighters find a good workout during a drill and the sense of accomplishment that comes with acquiring new knowledge and skills very satisfying and rewarding.
Often during training sessions, firefighters will ask, “Is this going to be on the test?” In this business, the answer is always, “Yes,” since the only test answer that counts is the results the training produces at the next alarm. The real test is how the firefighter reacts to emergency situations, not obtaining a grade on an exam. Every alarm is a test for your department, a test of whether it reacts in the right or wrong way. A wrong choice can lead to disastrous results for the firefighters, the fire victims, and the victims` property. As California State Fire Marshal Ron Coleman notes: “When we come back from the scene of an emergency, we don`t get a grade card. We suffer consequences. Getting an `F` on communicable diseases is not going to prevent you from graduating. It could prevent you from living.”
In essence, the goal is value performance after the class, not grades. Develop competent firefighters and fire officers, not high test scores. To do this, instructors must teach, not merely talk. There are no cheat sheets on the fireground.
Volunteer firefighters are at the beck and call of the emergency alarm whenever it comes–day or night, holidays, work days, or weekends. Therefore, they must always be well-prepared for all emergencies. This comes only with a program of well-taught, realistic training activities. With fewer alarms, a department must do even more training to maintain interest in the department and avoid skill degradation. We must always be ready to assist those in need!
Volunteer firefighters are people who want to make a difference. Trained volunteer firefighters are individuals who make a difference. n
GENE P. CARLSON, a fire education and training specialist, is director of international marketing of Oklahoma State University`s Fire Protection Publications, representing IFSTA nationally and internationally. Carlson is a member of various committees of the National Fire Protection Association and the International Association of Fire Chiefs. He served on the staff of the National Fire Academy, the University of Maryland Fire and Rescue Institute, and the University of Illinois Firemanship Training Program.
