Police and Firefighter Hiring Trend Continues

Earlier this year I wrote about the Turning Tide in Police and Firefighter Hiring. As weJobs reach the midyear point, police and firefighter hiring trend appears to be accelerating along with a couple of interesting twists.

Class of 20 Immediately Following 40

Kansas City is planning a recruit class of 20 new police officers immediately after wrapping up its current academy class of almost 40 cadets, one of its largest classes. The department reports that last year it had 400 applications for the police academy. Recruiters this year are looking for a new incoming academy class of about 20 people, but so far the applications aren’t pouring in like they were last year. It is still early in the process and the numbers of applicants will surely rise.

Read more from Kansas City: HERE

Salaries Remain Strong

In New Jersey the Rutherford mayor and council have approved hiring new police recruits after several years of a hiring freeze. While the recruits are in the academy they will earn $27,242 and within eight years the new officers could earn up to $99,639 per year.

Police Chief Russo said that he hopes this is sign of change for the police department, which has not had the ability to hire new officers for a number of years. “To be honest, said Russo, I’m not looking to get back to the 49 officers that we had when I first started. I just want to be able to staff all of the shifts without having to constantly dip into overtime.”

Read more details from Rutherford:  HERE

Diversity in Hiring Continues

In Erie, PA nearly 300 applied to become City of Erie firefighters. The strong diversification trend continued in Erie where officials say the pool includes African American, Latino and female candidates. Preliminary results show that the pool includes 20 women; three African-American men; three Latinos; one African-American woman; and three who listed their ethnicity as “other.”

An ongoing recruiting effort continues as it as for the past few years. Erie has printed brochures detailing application requirements that are distributed throughout the community, including local churches. To expand its reach, the city has also advertised on its website, www.erie.pa.us, and in Pittsburgh, Buffalo and Cleveland newspapers.

Read more details from Erie: HERE

New Firefighter Hires Help ISO Rating

In Springfield, FL the commissioners voted to hire six new firefighters before the June 1st deadline set by Insurance Services Inc. (ISO). In October ISO informed the commissioners the city’s rating would increase — homeowners would pay more for insurance — without the additional firefighters to meet staffing level requirements.

With the decision to hire six firefighters the commissioners also approved a budget to spend  $12,042 to equip the new firefighters with coats, pants, suspenders, boots, helmets, gloves and shields.

Read more from Springfield: HERE

Increased Hiring Brings Competition

The economy is moving slowly toward recovery and in law enforcement, like many industries, jobs are beginning to open up again.

Bigger departments are opening their doors to new hires and many local officers are ready to take them up on the promise of higher pay, lower cost of living and more action on the job.  Unable to compete, local departments are again beginning to struggle to keep well-trained and qualified people on staff.

Its been recently reported that Denver PD ended a more than four year hiring freeze last fall and was on track to bring on 100 new officers in 2013. Many of these larger agencies will pull new hires from smaller agencies who cannot compete with salaries, benefits and in some cases more career opportunities.  

A new patrol deputy for the Summit County Sheriff’s Office (Colorado) can start off at an annual salary of approximately $45,000. Denver PD pays a police officer 4th grade more than $51,000 and salaries are set to increase next year. (According to the departments web sites.)

Read more: HERE

Firefighters and Paramedics Finding Higher Paying Jobs

In the past three years, Georgetown County, SC has lost nearly 100 firefighters and paramedics to higher paying jobs. Some took jobs in places as close as Horry County, where starting salaries are about $5,000 higher than in Georgetown County.

Leaving For More Pay

One firefighter/paramedic took the same position in Montgomery, Md., for a salary of $70,000. That’s $11,000 more than fire chiefs, the highest paid firefighting employees in Georgetown County, earn. Another firefighter moved to Florida to make surfboards. He now makes more money than he did at Midway Fire Rescue.

Read more from Georgetown: HERE

Will Police and Firefighter Hiring Continue?

I think yes. After tracking police, fire and all public safety job growth there is an unquestionable national up-tick in job hiring across all areas, disciplines and specialties. Another trend worth mentioning is the number of veterans turning to jobs in public safety after their honorable careers. Well trained vets along with the dramatic growth of college curriculums in fire and police science programs (I will be writing more about community college programs in the near future) will make competition tough for applicants but offer a huge benefit for counties and cites.

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On-Line Courseware Trends and Evaluation Study

On Line Learning Fire and Police Departments

On Line Learning Fire and Police Departments

There has been widespread research by academics, corporations and scientists on the effectiveness of e-learning. The overarching result of all the recent studies has been that pure online learning is as efficient as pure face-to-face learning and can be better in some cases where the student has no time limitation. It has also been found that classroom learning enhanced by some online learning is the best approach to education. Last month I listed the seven how first responders learn and assimilate information. These seven guidelines further validate a study I conducted on the status and condition of on-line leaning in the fire service. The study included the independent evaluation of several common topics of study that are currently being offered for sale to the fire service by private courseware providers. Using a national group of fire service professionals active and retired, from large metro departments, volunteer departments, academia we audited and evaluated courses based on 14 predefined criteria.

Statement of Situation

Within the public safety sector, in-particular to this assessment, the blended learning requirements of theoretical and practical fire services training activities coupled with dramatic budget constraints are creating challenges to agencies nationwide. While distance education formats have been embraced, the breadth of offerings available, the lacking mechanisms to assess quality and value, along with burdensome subscriptions costs and disconnected Learning Management Systems were identified in the study.

The Intent of the Study

  • Identify the macro trends of distance education and the associated market impacts to the public safety communities.
  • Secure and evaluate common training course modules from leading content development companies.
  • Define a course utilizing an established evaluation criterion assessment matrix and weighting system.
  • Establish an independent evaluation panel from both academia and Training Directors from notable fire service agencies/organizations.
  • Provide a summary of findings and recommendations.

Click on this link to read and download the full report. On-Line Courseware Trends and Evaluation Study, Fire Service Training

 

Fire District Picks Site For Training

Firefighters In Training

Firefighters In Training

Fire district officials will look to a new site to build a new fire and police training facility due to “significant issues” in the area near the city’s wastewater lagoon. According to City Administrator Russell Rost, a training tower could possibly be built behind the Union Fire Protection District […]

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Fire Apparatus Drivers Program

The DPSST Regional Fire Section is no stranger to remote delivery and over the last ten years has purchased a number of training props that can be moved around the state to assist with the needs of the Oregon Fire Service. The latest addition to the Oregon Fire Training toolbox is the Skid Avoidance for Fire Apparatus Drivers (SAFAD) Program. As designed, the program is similar to that used by the law enforcement community with the noticeable difference between the Fire Service and that of law enforcement training being the use of a Ford F-650 crew cab truck with a gross vehicle weight (GVW) rating up to 24,000 pounds instead of the police package sedan. The concept of the program started several years ago and came together towards the end of 2008 and early 2009 as a result of several tragic accidents involving Oregon Fire Service drivers. As with law enforcement emergency vehicle operation course (EVOC), the foundation of the Fire Service Program is a sound base of training that emphasizes the dynamics or performance characteristics of the vehicle, an awareness of the space occupied by the vehicle and how this impacts the overall environment, taking into consideration driving conditions.

Driver/Apparatus Operator Competency

Once the base knowledge, skills and abilities have been established or identified through such standards as the National Fire Protection Association (NFPA) Driver/Apparatus Operator Competency, the SAFAD curriculum provides the actual hands on experience to support and reinforce the base training.

In designing the program the goal was established to provide each attending operator the psychomotor skills and mental attitudes that are essential to becoming the most competent, skillful and responsible driver possible. Overall, the program performance objective is to reduce Oregon’s statistical numbers in the national list of accidents and injuries. In the past 12 years, 16 Oregon firefighters were killed in vehicle crashes while on duty.

SKIDCAR Systems

To deliver the training, various solutions were considered, with DPSST ultimately choosing SKIDCAR Systems. The SKIDCAR System consists of two hydraulic platforms mounted to the front and rear axles of the truck. An instructor who is seated next to the driver adjusts the grip using a computer that is slaved to the hydraulic platforms. The instructor is able to create and repeat circumstances where it is possible for the driver to lose control, experience common roadway hazards, and do so at low speeds with no physical risk to the driver, instructor, or equipment.

See the full article here
Article from: DPSST November 2012 Newsletter, Volume 1 Issue 3
Department of Public Safety, Standards & Training, 4190 Aumsville Hwy SE Salem, OR 97317