It’s 0905hrs on a Sunday morning.
The career firefighter is sleeping soundly in his favorite recliner, enjoying the freedom to nap indiscriminately on a weekend, but also ready to get to work when the tones drop. He is “living the dream.” You know, that dream, the one you always hear about: Insurance, benefits and steady pay to do something you would probably do for free.
The volunteer firefighter is sleeping equally soundly, enjoying the freedom to stay in bed on a weekend, children permitting. Just like our career firefighter, he is ready to go to work when the tones drop. He is exhausted after working overtime Monday through Friday, but he knows when he wakes up he will get to spend irreplaceable time with his family in the comfort of his own home.
What’s the difference?
There are differences, I can assure you of that. These differences, however, are not as glaring as the Facebook Fire Department would have you believe, and the positives and negatives on both sides mostly cancel each other out. In all of the infighting, backbiting and criticisms that often arise between career personnel and volunteers, we constantly forget about another class of firefighter. These men and women make up the oft-ignored third party of the fire service.
Our red-headed stepchildren; The part-time firefighter.
I have been a volunteer, a part-timer and a career firefighter, I am familiar with the struggles of all sides. I can tell you, without hesitation, that the hardest role to fill is that of the part-time firefighter. You can mistakenly be viewed as not as invested as the career guys, not as dedicated as the volunteers. Scab or hired gun are equally unsavory perceptions of your role.
Would you like to know what the part-time firefighter is doing while both the career and volunteer firefighters sleep? Probably commuting to any one of his or her three-plus jobs. Most of them work varying combinations of full-time and part-time positions, both Fire/EMS and otherwise, to make ends meet. How long has it been since their last day off? Who knows. Somewhere between a dog’s age and a really-freaking-long-time. Home? Nah. The part-time firefighter might as well just live in his car, for all the time he gets to spend at his mailing address.
But why be a part-time firefighter at all if it sucks so bad?
- Some don’t have a choice. Maybe they don’t have any seriously marketable skills outside of public service. I certainly fit that bill, myself.
- It can be hard getting a career position on a fire department, any number of life choices or events can extinguish your dream.
- Maybe life just got in the way. Sometimes the reality of your situation doesn’t necessarily mesh with your career aspirations. Timing is everything.
- Many are younger individuals, just getting their start. Not everybody walks onto a full-time job after class ends. The experience they are gaining makes them much more desirable volunteer and career employees.
- Lastly, some simply have no interest in pursuing a Fire/EMS career. They probably already have gainful employment in another field and just want to enjoy a living out a childhood dream (while being paid for their time, of course).
Arguments are frequently made that nobody forced them to be part-time firefighters, and that they can give up whenever they want and get a better job. Whatever their reasons, the public service community as a whole needs them more than they need us. Most of these guys and gals can certainly make more money elsewhere, but they chose a life of service instead. For now, at least.
Dragging themselves from department to department, sleep deprived and half-dead, but still ready to go; where I’m from, these are the people that keep both career and volunteer departments afloat.
Volunteer engine response constantly coming up light? It’s understandable. With increasingly demanding schedules, not many people have time to volunteer. Part-timers are here to save the day.
Department making the transition from all-volunteer to combination? Those part-timers are super handy when you need to fill out a schedule.
Need shift coverage for that big fishing trip? PT’s got your back.
If they seem grouchy, it’s probably because they haven’t seen their families for days on end. If they seem unhealthy, it’s likely because they don’t have the luxury of good insurance, or can’t afford to take sick days. Their schedules lead many of them to down energy drinks by the case. If they seem disinterested, I would venture to say that it’s because they work at three or four departments, each with their own sets of training, rules, tempo and drama. Burnout is real.
And finally, if they seem tired, it’s because THEY ARE.
Be thankful that they are here, and be nice to your part-timers.
Up front, here’s the bottom line; volunteer fire departments across America have incredible marketing problems. In today’s world, we’re constantly flooded with information. We get it from our phones, our computers, TV’s, tablets, poster’s, flyers and more. At present time and continuing into the future, the volunteer fire service will need to lean heavily into marketing plans. Marketing your department provides incredible benefits for improving the department’s image, generating positive morale, and enabling a greater ability to recruit new volunteers. Creating a marketing plan for your department takes forethought, creativity, motivation, scheduling, budgeting, and overall planning.
Today’s volunteer Fire Chief needs to be many things, an incident commander, a fire prevention inspector, an instructor and mentor, an administrator, a politician, a strategic planner, a communicator, a counselor, a customer service rep, and most importantly a marketing manager; add that to the long list of emergency service disciplines and it seems nearly impossible that these people can actually exist at all. The position of Fire Chief is likely one of the more dynamic careers in the modern world.
Why does my department need a marketing plan?
It’s rather important to take a holistic view of fire department management. When I say holistic, I mean to describe how all the little parts of the organization are intimately interconnected with other parts. These intimately interconnected parts help to form the overall health of the department as a whole. For example, a department with strong community risk reduction programs(CCRP) can be linked to having a greater ability to recruit new members because CCRP’s increase the amount of exposure department’s have within the community. Community risk reduction programs help to improve community relations forming a positive public perception. Possessing a positive public image also has a direct effect on morale within the department. If the public has a high degree of confidence in their fire department, the members will feel that… thus improving morale. Higher morale leads to greater member retention. So on and so forth. When I say holistic I mean that in a very real sense.
Marketing has the ability to increase/improve a laundry list of things including but not limited to: recruitment, retention, morale, building partnerships, budgets, public confidence, education, and create a more informed general public. From creating professional recruitment videos and holiday safety public service announcements to advertising a babysitter certification class, each little piece of marketing content helps to form a much larger picture of the organization in the public’s eye. BUT FIRST YOU MUST HAVE A PLAN!
Answer this one question: Does your department have a marketing plan?
A marketing plan is a comprehensive written document which outlines all of your advertising efforts and challenges throughout the year. Every community program your fire department operates should have an associated marketing effort or campaign. If your department provides community risk reduction programs such as fire extinguisher training, CPR, and/or babysitter certification classes, each of these programs should have a detailed plan illustrating:
- Who you are marketing to
- When you need to start and a schedule of recurring blitzes
- How you’re going to provide the marketing material (ie. Targeted Facebook Ads, Instagram, Youtube, mailers, local businesses, Explorers or Juniors disseminating pamphlets. etc)
- What the marketing material will be(ie. a video, flyers, posters, shareable image ads, newspaper ad and so forth.) and who will create it as well as an estimated cost
Each of these four should be broken down as specifically as possible.
Aside from community risk reduction programs, your department should be planning and be executing a deliberate, consistent, routine marketing strategy that improves the image of your department, showcases the responders who give everything of themselves to serve, and bolsters recruitment efforts. A few lines I often use to support these ideas are:
- If the community doesn’t see it happen, then it didn’t happen. You have to show them.(That means cameras)
- If the community doesn’t understand their role in supporting the fire department, then you will not be supported.
- If your needs are not communicated pragmatically and effectively then nobody will hear it.
- The public’s perception of their fire department is only as good as the information they are consistently provided; So flood the market.
Creating a marketing plan provides you with a road map and a schedule throughout the year and keeps your department running in a timely and deliberate manner. Planning will always provide you with the best possible chance of being successful with your marketing efforts. A greater emphasis should be given to electronic forms of marketing like Facebook, Instagram, Youtube, and so on. It’s very likely that most everyone in your response area has a Facebook page and scrolls their newsfeeds.
Quick Reality Check
It’s important to recognize that marketing is not a short sprint, it’s a very long, never ending hike. If you’re holding an expectation that posting a few videos and hanging a stack of posters in various locations is all that is required, then you’ve already submitted to failure. Marketing is a continuous effort to consistently provide the information and the image you want to project to the community. If the residents of your community are constantly coming across positive images, videos, and news stories showing happy firefighters serving the community, you will slowly begin to win the hearts and minds. Again, if the public doesn’t see it happen, then it never happened. Realistically, it could take up to a year before you start seeing the benefits of your marketing efforts. If you start seeing no return at all, it might be prudent to take a finer look at your marketing content and methods, perhaps doubling down with a more focused effort will yield the results you’re looking for.
Ensure that you establish some quality control standards when it comes to posting videos, images, and the like. You want to ensure the content being released reflects the values your department holds and represents your members in a positive light. Videos, with poor quality, loud or humming background noises, lack of proper editing and so forth can really detract from the overall message you’re trying to provide. You’ll want to use graphics, background music, and provide an animated logo at the beginning of your video. Likewise, posters and flyers should be designed and printed with proper quality utilizing clear images. Here is a great example of where the video marketing bar has been set.
Volunteer fire departments are no different than any other non-profit out there. This means that a professional marketing strategy and approach is paramount to running a very successful organization. Utilizing a business marketing template will definitely help you get started. Here is a resource that can be repurposed for your fire department. http://www.sbdc.umb.edu/pdfs/marketing_plan.pdf
When it comes to the marketing of a non-profit, I always like to throw some credit to Team Rubicon. While not a fire department, Team Rubicon’s marketing plan has been unmatched in recent years and it has yielded them incredible success both financially and in volunteer workforce recruitment numbers.
With regard to marketing for the purpose of recruitment, one barrier that exists resides in peoples minds. At times, people have a hard time seeing themselves as a volunteer firefighter, or they just assume they’re not capable. Breaking that barrier requires communications. Handing out flyers and hanging posters is a very passive form of recruitment, it relies solely on the courage of the prospective member to step forward on his/her own. It’s important for current members to recognize that each of them is an ambassador of the fire department and each of them has a role to play in recruitment. Members should recognize that their behaviors both on and off duty create a positive or negative image of the department. As a group, we either display the values of an organization anyone can be a part of, or we display the opposite. Some posters that help soften the image include the following. All of these recruitment posters have the ability to be targeted Facebook and Instagram ads.
Producing ad images and videos highlighting all of the good things your organization does is a surefire way to gain the support you seek in many different areas. When the public sees marketed content from your department advertising community risk reduction programs, informing them of emergency responses, highlighting firefighter training, recruitment efforts, showcasing fire department meetings, spotlighting community partnerships, and showing happy firefighters serving their community, a much larger sense of the overall state of the fire department begins to emerge.
I want to be careful not to suggest that this is easy. It’s not. It takes planning, creativity, ambition, vision, some hard work, and execution. As fire service leaders we’re not professionally trained marketing managers. HOWEVER, It’s likely that there is someone in your community that you could reach out to for some support. If you’re a 501c3 non-profit fire department, any marketing assistance provided by a licensed agency would be tax deductible. Any support given to your fire department should be answered in the form of a certificate or plaque which that business could hang on their office wall. My point here is if you are unable to create your own marketing content or struggle to build a plan, FIND the resources within your community to make it happen. It’s likely there is someone in your response area that could volunteer as a marketing manager.
Disclaimer: This articles intent was to highlight the importance of having a marketing strategy and to start the discussion of building a marketing plan for your fire department. Any resources highlighted in this article were intended to provide you with a vision and an example of a path forward and in no way are affiliated with the author or Station Pride.
As firefighters, we are asked to provide many types of services. Firefighting, EMS, hazardous materials, rescue, and other tasks that are usually menial. We respond when someone needs help standing after a fall, getting cats out of trees, and removing storm debris for hours on end. We teach CPR to local organizations, fire safety to children, and assist elderly residents with installing smoke detectors and vitals checks. We commonly refer to this as “service” when in reality these are “services.”
Service is not the duties we perform on a daily basis. Service is the art of putting others before yourself. Service is not a cheap buzzword to be used in mission statements or administrative meetings. Service is at the heart of our obligations. It refers to our heritage and tradition. It encompasses the meaning behind our craft as a whole. We are the “fire service.” Service is defined as, “an act of help or assistance.” This is what we do. This is how we make our mark in the future.
We serve three distinct groups of people. First, the obvious, our community. To serve the community we protect, we must continually strive to improve. If we fail here, we provide a disservice to our department and the name of all those who gave their lives in service. If we take our position for granted, we fail to help those in need. Our lack of preparation leads to a failure to provide assistance to those in distress.
The second group of people we serve are our fellow firefighters. My biggest fear is allowing one of my men/women to perish, knowing I could have done more to prepare them. When we fail to ensure the safety of our crews, our citizens, and ourselves, we perform a disservice. This disservice has a butterfly effect on the daily life of everyone we come in contact with.
The next group we serve are our families. We serve our families by making sure we are using effective, functional knowledge to ensure our safety. When a firefighter dies in the line of duty, they feel no more pain. They are burdened no more. But the lives and actions of their family, friends, department, and community are changed forever. They bear the burden of the loss, they feel the hurt, and they reap what you have sown. All too often we act as if everyone owes us something. Before you react, remember that you signed the dotted line. We asked for this job. No judge sentenced us to time in the fire service. We chose this line of work for a reason, and if you have any sense at all, it’s not the benefits. We are the ones who owe something. We owe our families more than just making another 24. We owe our brothers more than watching how to save his life on YouTube. We owe our community more than learning search procedures from an IFSTA manual. We owe these people. We owe our children the right to have a father growing up, by embracing the facts……We can be called to meet our maker at any time. We must exceed the status quo. There are too many amongst us that are not prepared to face adversity. I cannot and will not allow myself to become complacent in my “service.” I will serve others with a tenacity that scares the mediocre. I will not allow the opinions of others to affect my service to my brethren, community, and most of all, family.
It’s an honor to serve. It’s an honor to respond in a time of need. Don’t let disservice be how you are remembered for your service.
Bremen Fire Rescue
When I was first promoted to the officer ranks, I inherited a much older crew (in both age and tenure). The jubilation of the promotion coupled with the sobering reality that I was now the fall-back guy for anything that went wrong was quite the manic experience. My ego unwittingly got the best of me. I lived for a time under the delusion that as the officer, I needed to have the answers to every problem we would encounter. Trial and error was the order of the day with little progress and low morale. When I lost my driver to a transfer, I was able to convince a friend of mine from a neighboring station to replace him. Following his arrival, we set the standard of expectations of my crew. His frankness, professionalism, and intelligence prompted me to openly ask his opinion in many tough situations. I knew he would shoot me straight and was looking out for the crew and me, rather than having his own motivations. Before long, he spoke freely if he had a concern with any operations, but would always remain respectful that the accountability ultimately laid with me. “Everyone has a say,” was the culture we cultivated within our crew and because of this, we operated with impeccable production. Our relationship enlightened me that the greatest tool at the company officer’s disposal does not reside in a compartment, nor is it strapped onto his back; it rides belted in each occupied seat inside the cab. One of the smartest things an officer of any tenure can do is pose a simple question to his crew: What do you think?
It can be used in any situation where a fork in the road is encountered. Behind these four simple words is a thesis that tells the members that their experience is valued and that they have a stake in the operations at hand. Equally as important, it subtly encourages the crew to speak up without reservation which enhances the officer’s situational awareness.
Something to keep in mind is that there is a time, a place and a frequency to this approach. The officer must not hesitate to make the tough, split-second decisions that many on-scene situations call for and must understand that this question is not a way to dodge their basic responsibilities and duties. Accountability for the crew and their actions always lies with the officer, but when the situation allows for a second opinion, ask them what they think. The guys on the rig with you are motivated and driven human beings. In fact, they are some of the best and most caring individuals I have ever met. They want to be treated as such and significant ground could be gained by simply asking their opinion and letting their voices be heard. Their collective experience is the officer’s greatest tool, but like any other tool in the toolbox, you need to know how to use it most effectively, or you’ll be trying to vent a roof with a hacksaw. So I ask you: What do you think?
– Jake Henderson is a 30-year-old Captain with the Fort Worth, Texas Fire Department. He is assigned to Station 24 on the city’s east side which houses an Engine, Quint, and Battalion 4 as well as being a satellite HazMat station. Jake holds an Associate’s Degree in Fire Protection Technology and is HazMat Tech and Fire Inspector certified.
What makes us fit for duty? Training.
What training are we referring to? Tasks used to perform our job. Whether it be a technical rescue, hazmat knowledge, ARFF, district familiarization or countless other avenues, as firefighters we are called upon to know an extremely wide range of skills to perform our duties and go home at the end of our shifts.
While this knowledge is part of the necessary tools needed to perform, almost half of our brothers and sisters who pay the ultimate price do so because of overexertion. When called upon to fight fires, it takes an enormous amount of physical exertion to do our job, yet we aren’t physically training for the arduous tasks we will probably encounter.
That’s where Firefit Firefighter Fitness Trainer comes in. This machine mimics the most strenuous of fireground activities in a compact unit that will fit in the corner of most fire station truck rooms. In some cases, departments are replacing the cumbersome entrance exam equipment with Firefit. It’s turn key, requires virtually no set up and is modeled after the CPAT, with a couple of exceptions of course. Just drag the machine from the truck room to the station apron, or use it inside if you have the space for it.
Firefit was created and tested by Randy Johnson, a 14 yr firefighter in the Texas Panhandle, 13 of those as a career firefighter. His personal results while doing a six-week testing program were nothing short of phenomenal. Starting with his heart rate, Day 1 resting heart rate was 66, working HR in the 180’s and recovery time to resting was 14 minutes. His body fat was 22%. Weight was 202. After six weeks using Firefit as his only training, and only on duty for a total usage of 15 times, his HR was in the 150’s during the workout; recovery time dropped to 4.5 minutes! Randy lost 7 lbs, gained back 2 (probably muscle), and lost 4% bodyfat.
While these results are amazing in themselves, the reason for the creation of Firefit, according to Randy, is to reduce the number of names we put on the wall in Colorado Springs and Emmitsburg every September and October, respectively. After all, isn’t that the goal and why we train to be the best at what we do?
I know of a few departments around me who don’t let their juniors do anything, and by anything I mean throwing ladders, stretching lines, hitting a hydrant…You know, the basic things every firefighter should be 100% efficient at.
Up at my company, we look at juniors as the future of our company. They are involved in meetings, drills, hall rentals, cleaning. Everything a senior member can do at the station, a junior member can also.
I’m from a company in Allegheny County, Pennsylvania, called Munhall Volunteer Fire Company #5. We run a Tower-Ladder, an Engine, and a Squad. In our borough, we have four different stations, one located at each end, and two in the middle. I can’t say we are a busy company, but every time we go to a call, we do it quick, proficient, and right. I really can’t stress enough about having a junior program in your stations. When I first started out, I was 14. I joined a company in the hometown I lived in, and it was called Whitaker. They ran two Engines, a Squad, and a Foam Unit. I fell in love with it the first day I joined. My dad was and still is the Assistant Chief there, and he helped me get through everything tremendously. If it weren’t for them having that junior program, I would’ve never had as much passion for the fire service as I do now.
After two years, I moved on down the street to the station I’m currently at. I joined when I was 16, and right when I joined they only allowed members 16 and up. But a few months had passed, and we changed our by-laws and are now able to allow members to join at 14. That was by far the best decision our company has ever made. We currently have seven junior members. I was the 8th, but I just recently turned 18 and have become a fully active member. When I was a junior, we had a junior officer line. I was the Junior Chief, my buddy Jake was the Captain, and the Chief’s son was the Lieutenant. Being able to already hold an officer position at that age was like winning an Emmy.
You must be thinking, “Oh, okay, they just had a title…” No, we had duties and responsibilities to handle by ourselves.
Me being the Junior Chief, my duty was to train the juniors up to my level and make sure they know the ins and outs of the fire hall. I was a pretty educated kid at that age, and I had my brother and my two uncles help me out along the way. Several times at drill, they put me as the lead guy, the front man, the role model for the other juniors to look up too. When I first started this, I would always wonder why they put a 16-year-old up on stage to teach the SENIOR guys. It took me two long years to realize why. The only way you are going to better yourself is by trying to better other people. If it weren’t for this junior program, I wouldn’t be as smart or as trained as I am right now.
When I teach at our weekly drill, I look at it from a junior’s perspective. I can see what they do and don’t understand; I was in their shoes for 99% of my time so far. No matter what we do at drill, the juniors do the same. When we cut holes in our simulator, they are right there doing the same thing. They watch us, then they do it. When they do it, we go step-by-step with them, making sure they don’t mess up, but when they do, we reassure them it’s okay. When you’re training, that is the time to make those mistakes. You learn a lot more from the mistakes than doing it right.
Many people criticize and bash juniors for being untrained “whackers.” Well, start training them. Get them involved with EVERYTHING. Every single time you’re at the station with them, go over the trucks, throw ladders, pull some lines, learn what every tool does and their names, learn the role of the officers, learn the different truck and engine duties. Teach every single junior how you would want someone coming to your house at 3 in the morning for a working fire. After all, those juniors will fill your shoes one day.
If you don’t have a junior program or you don’t train your juniors because they aren’t certified, then step up. Make a difference in a young person’s life and be their role model. Be the one that when they say they first started out, you helped them. There is no better feeling in this world than making someone’s life better, if you don’t think that is true, you’re in the wrong line of work. Every time you go to a call and see an elderly woman standing in her doorway telling you guys that the fire alarm was an accident, you check to make sure, and you smile and say have a good night to her. You just made her feel safer and one of the happiest people in this world. She now knows that when trouble occurs, people that have never even met her will drop ANYTHING to save her and that my friends is one of the greatest feelings you can have. Do not take this job lightly. Train, stay fit and treat everyone fairly. Just remember, you were a junior at one point in time also. Make sure all your other juniors act in the same manner of courtesy to that elderly woman, as you did.
– Jonathan Scripp
Munhall VFC #5
Mother’s Day is right around the corner, so it only seems fitting that I should write about women in today’s fire service. I don’t know about you, but I can’t advise messing with someone who can both endure childbirth and swing a halligan. Cheese, light-hearted humor, mild controversy, and hard truths are all present and accounted for in my bag of writing tricks this morning. Let’s begin…
You walk through the front door of your local fire department on your first day on the job. You’ve dreamt of this very moment since your dad took you to see ‘Ladder 49’ as a little girl. The bay smells like diesel exhaust and various cleaning products, and the dining area smells of coffee and fresh kitchen table BS. Yes, this is exactly what you had hoped it would be like. A crisp blue uniform and black boots with nary a scuff or blood borne pathogen to be found on them.
You went to fire school and raised ladders, humped hose, slayed simulated dragons and dragged rescue dummies (some dummies even had pulses). You attended EMT classes and had your Hollywood expectations of life-saving heroics demolished, just like all that came before you. You’ve waded through interviews, physicals, psych evals and polygraphs to earn a chance here.
Your dad gave you parting advice as you left this morning; “You’re the new guy. Be seen and not heard, always be the last to eat and the first to wash dishes. Pay attention to your LT. Love you.” Some of the guys seem distant this morning, others, jovial. The coffee must not have kicked in yet.
Your gear is issued, and you get to work.
Fast forward to one month in; You’re growing as a firefighter. The things you learned in class are finally starting to make more (or less) sense, but you still feel out-of-place. ‘Maybe it’s me,’ you’ve asked yourself once or twice. Most of your new coworkers are genuinely good guys, but a select few either treat you like a fragile porcelain doll or a hindrance that they must bear the weight of for 24 hours.
You’re becoming increasingly agitated by romantic advances from co-workers and have even heard rumors swirling about your involvement with several of the guys from other shifts. True or not, why is this news any of their concern?
There have been grumblings from out of shape firemen about your physical ability to do this job. Despite passing all of the physical requirements and being able to stretch an SCBA cylinder to its very limits, you still catch shit from a guy that perspires at the mere mention of physical exertion.
“I weigh 300lbs; there’s no way she can drag me out of a fire!”
‘So, don’t weigh 300lbs,’ you think to yourself. A lack of dietary self-control on his part has somehow morphed into a negative remark about you. Is this guy for real?
There are plenty of other whispered criticisms; she’s a distraction, some jobs are better left to the men, she only got hired to boost diversity numbers, etc.
This isn’t what it was supposed to be like.
Why do you feel like an outsider, the constant third wheel of the firehouse?
You were told this would be the beginning of the best years of your life, working alongside people who will become like family to you. If any of this was indeed true, you are off to a slow start…
Sparing my dramatic liberties, this is what the fire service might look like to your female coworkers. Hopefully, the overwhelming majority of women reading this are scratching their heads, having never encountered this kind of issue at work. I sincerely wish for that, that all of this was simply make-believe. Unfortunately, we know that more than a few will relate quite well. On a more somber related note, a female firefighter recently committed suicide. Her actions are believed to have been sparked, at least in part, by workplace harassment. She was the topic of crude online comments, rumors, and stories. The information that was uncovered during the investigation will leave an ugly scar on the department forever, regardless of its role in her choice. Suicides rates are statistically higher in public service careers; this is not disputed. Did her “brothers” throw gasoline on a fire that was already burning hot enough on its own? Given this knowledge, any excuse you might have for the kind of treatment faced by our fictional firefighter described at the outset of this discussion is a bad one. Don’t be an ass.
How long has this gone on? I don’t know. Probably since the first woman picked up her first ax on her first horse-drawn, steam-powered fire engine.
The first known female firefighter in the United States was Molly Williams (per i-women.com Terese M. Floren 2007), a New York City slave who became a firefighter with Oceanus Engine Co. #11 in 1815. The first paid urban career female firefighter in the United States? Sarah Forcier in Winston-Salem, North Carolina in 1973. Women have been “Doin’ it” in the US of A for over 200 years, but it is still news when “insert name here,” Texas Fire Department hires their first female employee.
The reason is clear; this has been a boy’s club for generation after generation, and some opponents of change are being dragged into 2017 kicking and screaming. We all have worked with, met or know of one of these guys. Don’t play dumb. Hell, maybe you are that guy.
Ask yourself what your department looks like through the eyes of your female co-workers and their families. Why stop there? These same arguments can be made by anyone that feels disenfranchised by public service. The topic may be Mother’s Day-themed, but the message is about common decency.
So, is your department or shift one that makes them go home and tell their families about the great group of brothers they work with, or one that makes them go home and question their career choices? I have a wife. I claim sisters of the blood, marital and fire service variety. I have a mother, aunts, grandmothers. I have a daughter (love you, kid, if you’re reading this someday). If they were to follow me to work one day, would they approve of the way I treat my sisters in service? I like to think they would. Would yours?
There’s a fine line to be considered here. The line between making someone feel like a welcome member of the department, and treating someone differently in a way that makes them feel like an outsider. The line between innocent fun and downright bullying, between including them in questionable (see; fun) antics and being overprotective. If you must ask yourself if your department falls over the line, it’s probably time to change the culture of your department. The women I have met doing this job have no interest in special treatment or coddling. In fact, nearly all just want to be “one of the crew.” Nothing more, certainly nothing less. Many of them may not even like that I am writing this piece because in perhaps the very truest of firefighter fashions they don’t want to draw attention to themselves.
“I’m not changing the culture of my department, there’s no reason. They joined us, we didn’t join them.”
In the words of Maya Angelou; “if you don’t like something, change it. If you can’t change it, change your attitude.”
Folks, the time has come to change some attitudes. To provide a pleasant nudge in the right direction, here are a few guidelines to aid in your future decision-making processes. These guidelines can apply to almost all of life’s situations, I have found.
-If it wouldn’t be funny to be said about (or to) your little brother or sister, it probably won’t be funny about (or to) most of your co-workers.
-If it would be embarrassing to have your family overhear you speak that way about someone, don’t speak it.
-If it feels wrong, it probably is.
-Always assume your mother is creeping just over your shoulder, ready to pounce and twist your ear while dragging you off-screen (using your FULL NAME, of course).
-It is possible to be both a brother and a gentleman.
-You don’t get to decide what should and should not be hurtful, offensive, or irritating to another. This is a tough concept for many to grasp.
To bring it all home, let’s talk about how this affects me because that’s what’s really important here, right?
It’s a hurdle I’ll never have to worry about jumping, so why even drag it out and open myself to (mostly) good-natured heat? What, if anything, do I stand to profit?
I have skin in the game. I’ll explain;
Someday, my daughter may decide to follow in my footsteps. I genuinely hope that she inherits her mother’s brains and grows up to become a rocket scientist, but I won’t stand in her way. I do worry about what kind of legacy we might be leaving behind for her and others; it doesn’t seem fair that she should have to inherit our messes. “Painful” might not be a strong enough word to describe how it would feel to watch one of my children struggle against antiquated typecasting that I had a hand in cultivating, whether by indifference or otherwise. Lastly, my daughter will inevitably run into coworkers of mine, both past and current, if she decides to enter public service. What might they have to share about me, what kinds of stories do I want to be told about me to my offspring? Will they reinforce her (hopefully) cherished memories of Firefighter Dad, protector, and friend, or will they tarnish them?
Will she be forced to question which man was the real me, “Work Dad” or “Home Dad?”
It’s up to me, I suppose.
Yours is up to you.
Happy Mother’s Day
– Randy Anderson
You know, the small boy in my heart has always wanted to be a fireman, and I’ve always been a little envious of the guys that get to wear the big names on their coats i.e. Dallas, Ft Worth, Houston, New York, Boston…even Amarillo, Lubbock and so on…..
But my coat says Vernon, and you know what, we do the same job with 10% of the personnel, but 10x the heart…I couldn’t be prouder of MY dept.
We don’t need the big name, and we obviously will do this job with much less than the big city paycheck because we vowed to protect our community and our community’s belongings.
Take ownership in YOUR trucks, YOUR department, YOUR crew, YOUR name on your coat. Take pride in making those things shine like a diamond through cleaning, preparing, and training. Push through the shitty days and relish in the days that are call-free or full of the “fun stuff.” That kind of investment in YOUR department will only drive you to continue to grow and “leave it better than you found it.”
CLIFFWOOD, NJ – In an announcement made today by the U.S. Supreme Court, leather will no longer utilized in the production of firefighter ensemble or accessories, unless lawfully approved by a Board of Trustees that is comprised of members throughout the country that are trained and authorized to employ such use in a manner that would prove to be uninvolved with fire suppression activities.
The New York Times revealed several studies and interviews made by the founding members of Cairns & Brothers, a company that designed leather helmets has been named as one of the leading proponents of it’s product’s usage. “Leather is made more durable and outlasting today than ever before. If it weren’t for it’s usage in the fire service, we would be out of a job.” Cairns & Brothers have been the leaders in “lids” since the early 1850’s and have kept the design similar to that of it’s inventor, Henry J. Gratacap. Recent studies by consulting firms have revealed that leather helmets are being referred to as “top-heavy and unsafe.” Click here for current lawsuit information.
Other leather accessories such as front pieces, belts, and radio straps are also being included as a way to completely rid the profession of all types of leather, due to it’s apparent risk. Different types of leather are currently being tested in burn rooms for endurance, sensitivity, moisture release, conductivity to electrical hazards, and melt factor.
What could be done to prove the regulations are working? For years, safety stickers have been found inside the impact cap that indicate the date of manufacture, type of testing, inspector test code, and light refractivity rating. Over time, these stickers have stood up against the elements of the atmosphere most commonly found in fires. Manufacturers have become less strict on their placement/type of material used and it has been apparent in recent tests. “It is important for all manufacturers to comply with labeling requirements,” says Justin Paddock, Chief of Sciences at the Bureau of Exposure and Atmospheric Reactions to Headgear Factors under Thermal Insult (BEARHFTI). “These labels ensure consumers know if the products they are purchasing are new or used, contain added chemicals, may pose a risk to family members with allergies, and that products meet basic flammability requirements. In short, these labels protect the health and welfare of households.” For years these labels have stayed inside helmets, however it is becoming evident they are being removed, or more importantly, becoming less legible. Just so you know, some people probably didn’t make it this far. If you did, I would like to formally thank you very much for staying true to our page and following us. Without loyal viewers like you, we wouldn’t be what we are today. Since you are here, please be sure to bash the hell out of all the haters of this article in public forums and don’t let them talk too much trash about us. We appreciate your support and thank you very much. Now back to the end of the article, to “make it look good. “Labels have been required to assist in warranty and claim information, but have recently been of little help. Helmet labeling requirements in California began in 1911, in response to the fires following the 1906 San Francisco earthquake. At that time, there were no set standards for letting consumers know what materials were used in the making of their leather products, allowing unscrupulous manufacturers to use unsafe materials.
Furthermore, due to a national shortage of cowhide, there has been an incline in supply, which has caused an all-time low in “economical relative susceptibility to purity,” according to Paddock. Consequently, leather products and their by-products have been on the decline in recent months. For these reasons and more, leather has become a past-time in our great profession, and we all need to go out and rid ourselves of it’s usage. We at Station-Pride highly recommend putting it to good use and put some salt on it as quickly as possible…because it sounds like it won’t be around for much longer. Visit our friends over at Leatherhead Mafia for more details and literature on how YOU can prevent this from happening.
In apartment complexes and commercial strip malls across the country, we have issues with line placement through narrow or obstructed paths. These can be caused by parked cars, short setbacks, parking barriers, planters, shrubs, etc. With this in mind, one option available is to pass these obstacles before the deployment of the hose. This is what I like to call “The Delayed Triple Split.” This maneuver allows for the entire hose bundle (on a triple layer) to be deployed after passing through any obstructions or obstacles on the pathway to the building. A few considerations go into this deployment process; they are as follows:
– Placement for the aerial at buildings. The best practice is to have the first arriving aerial’s turntable at the center of the building to access the entire length of the building.
– Placement for the next engine company to bring water or supply a “booster back-up.”
– The width of the average car is approximately six to seven and a half (6′ – 7.5′) feet.
– The width of the average parking space is seven and a half to nine (7.5′ – 9′) feet.
– When spotting the hose cross-lays, use an object in the same area on the truck to act as a reference point, i.e. Piston Intake Valve, wheel well, strobe light, etc.
– The objective could be met with only two firefighters involved.
– Find the average length of bedded hose. The average car is about fourteen to eighteen (14′ – 18′) feet long. You need to find how many folds in the cross-lay are needed to reach the sidewalk, which is approximately twenty (20′) feet from the apparatus.
– The Nozzle Firefighter and Driver/Backup Firefighter go in opposite directions (Triple Split) with the loop and nozzle. This allows for short setback deployments.
– When choosing which way to separate the triple layer on the walkway, consider the need for the loop to advance with the building, not against.
– When Backup/Driver is pulling the loop section of the Triple Layer to the opposite side of the fire building, keep pulling it until the fifty (50’) foot coupling is at the entry to the breezeway/recessed area. This will allow the Nozzleman to walk in a straight path to the entry point and keep all remaining 100’ of hose in usable position in the yard.
– On the return trip to the pump panel or relocating to the front door for Doorman position, the last parts of the hose is placed onto the sidewalk/walk space to allow for clearance once the hose gets charged.
– The 50’ coupling is brought to the front door, with the accordion style layout in the open area between the stairs and building.
– If the 2nd-floor apartment is the apartment, take the nozzle and 50’ coupling to the top of the landing. This will further prove the need for the Backup/Driver to pull the looped section far enough to align the 50’ coupling with the base of the stairs.
With these steps, the training evolution was completed in approximately 1 minute from the time the parking brake was pulled. This is an easy way to allow for the needless pulling of the Triple Layer in a straight line, causing multiple steps to place in proper position.
The key to this process, as with any new training elements, is getting out and practicing. Finding those landmarks on the truck, the direction of the loop placement, and placement of the final layout in the yard or on the landing are the fundamentals to making this stretch successful. Unfortunately, many things in these types of properties will reach up and grab anything on the hose layout to hinder the progress. Couplings get caught on the edge of parking blocks, hoses get pulled under tires, etc. By moving the stretch to the fire building side of the obstructions, the layout will transition smoother with fewer locations for Murphy’s Law to apply.
– Joel Richardson