When firefighters transition into a department’s fleet or apparatus division, they do so with the expectation that they will receive sufficient instruction and training so that they can become productive and successful members within their new role in the organization.
When new members are most fortunate, they are also assisted by their new peers and colleagues, in addition to the training provided by their supervisors. Fire chiefs face critical considerations related to the training and development of new or recently promoted employees within the fleet division.
FLEET DIVISION TRAINING—WHY IT MATTERS
As a result of the increasing number of duties, roles, and responsibilities that fire departments are tasked with today, training and development of employees, at times, takes a back seat to other priorities. Although reallocating resources away from training to more immediate needs may fix short-term problems, it has a detrimental overall effect on the long-term success of any organization.
Training programs are essential within the fire department fleet division for a number of reasons.
- They assist new employees in learning the unique processes, specialized equipment, and standard operating procedures of the fleet division.
- They assist existing fleet division employees transitioning into a new role in adapting to their new tasks and responsibilities.
- They help to ensure employees are up to date on applicable laws, procedures, and knowledge related to the fleet division, the fire department as a whole, and their particular job.
- They help ensure that all team members understand the mission and strategic actions required to keep the department on a path toward success. This is especially important for mission-critical positions.
- When employees feel supported by such a program, it helps ensure that top talent stays committed to the department because they know the organization is investing in them.
This article examines two components of a comprehensive training program that can be done in-house within most fire department fleet divisions with minimal impact on fixed budgets: on-the-job training and mentorship.
ON-THE-JOB TRAINING
By far the most common training technique used by fleet divisions around the country is on-the-job training, which is customized job instruction that is either intermittent or continuous and involves detailed monitoring followed by constructive feedback. On-the-job training works well because the monitoring and feedback methodology very often leads to rapid improvement of basic skills. On-the-job training involves an employee learning the job by applying formal knowledge and general principles directly to the actual tasks while developing skills related to modern technological systems, tools, regulations, or fleet division procedures. Successful on-the-job training requires other employees or supervisors acting as coaches to the trainee. Quality on-the-job training involves a guided approach to learning the job. Although on-the-job training at its very essence is knowledge gained through the performance of the job, it is also important to reinforce that learning with formal instructional periods.
As on-the-job training concerns knowledge tied to specific positions within the fleet division, it is best delivered by those currently or recently in the same position as the trainee. Coaching is a great method to provide on-the-job training, which requires the assistance of a more experienced employee to help new members master their craft. On-the-job training is most successful when an employee feels supported by peers and supervisors rather than a proverbial sink-or-swim situation.
Often, on-the-job training involves a one-student-to-one-instructor ratio, which helps the t