U.S. Fire Administration Library Citation(s)

 
Call Number:

47405

Who's got next? Fire chief succession planning for the Kauai Fire Department

Author(s):Blalock, John T. ; Kauai. Fire Department.
Description: 50 p.
Publication Data:Emmitsburg, MD : National Fire Academy. March 2013
Identifier/s:Accession No.: 142648/ OCLC Record No.: 846511234
Type of Item: (EFO PAPER) EFO PAPER

PDF

URLs are tested and verified at time of data entry.
www.usfa.fema.gov/pdf/efop/efo47405.pdf (693.9 kb)
Subjects:1. FIRE CHIEFS 2. OFFICIALS 3. SUCCESSION PLANNING 4. QUALIFICATIONS 5. NEEDS ASSESSMENT
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • Since the inception of the fire service on the island of Kauai in 1939, the Kauai Fire Department (KFD) has had a total of 15 Fire Chiefs. The tenure of these chiefs varied from 9 months being the shortest, to 8 years being the longest (County of Kauai, 2012). Most terms were between 2-4 years, due to the fact that prior to November 2006, the Fire Chief was appointed by the Mayor and tenure depended on the term of that Mayor. The problem addressed was that KFD does not have a formal succession plan to prepare personnel to assume the many responsibilities to be held by the next Fire Chief of KFD. The purpose of this research is to identify criteria needed for a successful and obtainable Fire Chief succession plan for KFD. Descriptive research was used to answer the following research questions: (a) What components are critical to an effective Fire Chief succession plan; (b) What criteria are recognized nationally and locally as qualifications for the position of Fire Chief; (c) What components of a Fire Chief succession planning are important to KFD; and (d) What strategies should be adopted by KFD to increase the likelihood that KFD's chief officers will become qualified to compete for the position of Fire Chief? Procedures used to answer the stated questions included a comprehensive literature review of journals, Internet searches on succession planning books, reports and magazine articles, reviews of county charters, personal interviews and conference proceedings were incorporated. The research revealed that many fire departments across the nation do not have a formal Fire Chief succession plan. Although there are nationally recognized standards, professional development models and suggested qualifications for the position of Fire Chief, and while adhering to them would enhance the fire service profession, the fact remains that fire departments vary dramatically nationwide and there isn't an acceptable standard that would apply to all departments. Like KFD, each fire department needs to assess their own needs and establish an appropriate Fire Chief succession plan. Recommendations included updating KFD's strategic plan to integrate Fire Chief succession planning, preparing budget presentation justifying succession planning, identifying and evaluating potential internal candidates for Fire Chief, forming an Officer Development committee to design a disciplined Officer Development Program for KFD, continuing to apply and send KFD personnel to the National Fire Academy, encouraging all KFD personnel to complete and apply for advanced degrees, partnering with neighboring counties (City & County of Honolulu, Maui, Hawaii) for training and certification opportunities, and finally, educating County of Kauai's (COK) Administration, County Council and community members on the need for Fire Chief succession planning.
Notes:Lihue, HI; Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
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Ethical leadership and administrative discretion: the fire chief's hiring dilemma [in "PUBLIC PERSONNEL MANAGEMENT"]

Author(s):Haraway, William M. and Kunselman, Julie C.
Description: In "PUBLIC PERSONNEL MANAGEMENT". v. 35 (1) p. 1-14
Publication Data: Spring 2006
Identifier/s:OCLC Record No.: 669250414
Type of Item: (PROCEEDING) PROCEEDING
Subjects:1. FIRE CHIEFS 2. ETHICS 3. LOCAL GOVERNMENT 4. DECISION MAKING 5. EMPLOYMENT CRITERIA 6. POLITICS 7. VALUES 8. ACCOUNTABILITY 9. LEADERSHIP 10. ORGANIZATIONAL CULTURE
Availability:Available on Interlibrary Loan
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Call Number:

44182

Assessing the qualifications of fire chief of St. Tammany Parish Fire Protection District 4 to consider

Author(s):Tassin, Merrick ; St. Tammany Parish. Fire Protection District No. 4.
Description: 72 p.
Publication Data:Emmitsburg, MD : National Fire Academy. September 2009
Identifier/s:Accession No.: 134340/ OCLC Record No.: 667158959
Type of Item: (EFO PAPER) EFO PAPER

PDF

Sections of this paper not on the Internet.
www.usfa.dhs.gov/pdf/efop/efo44182.pdf (78.9 kb)
Subjects:1. FIRE CHIEFS 2. QUALIFICATIONS 3. SUCCESSION PLANNING 4. COMBINATION FIRE DEPARTMENTS 5. HIGHER EDUCATION
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • To fulfill its mission statement, St. Tammany Fire Protection District #4 (STFD#4) needs to have a qualified and capable fire chief. The problem is that STFD#4 has evolved from a combination department with a 4,000,000 budget to fully paid career department with a 10,000,000 budget since the last job assessment for the fire chief was conducted. Additionally, the fire chief will be retiring within the next five years. The National Fire Academy's Executive Leadership class discussed the importance of succession planning in the fire service and no succession planning has been considered for STFD#4. The purpose of this project is to consider revising criteria for the qualifications for the fire chief. For this project, the descriptive research methodology technique was used to answer if there are benefits of revising the qualifications for fire chief, what are the current STFD#4 qualifications, what do other fire service organizations use as qualifications and what qualifications should consider adopting. The procedures used in this research was information obtained from the National Fire Academy, libraries, Internet and a survey sent to fire service organizations around the United States. The results determined that 56.3% of fire organizations surveyed that had written educational qualifications required a higher education degree. The completion of an EFOP is required or can be a substitute for a bachelor's degree in some fire organizations and should be considered for STFD#4. Research indicated most fire organizations required 10 to 15 years of fire experience and some supervisory experience. It was the opinion of some Fire/ALS transport organizations to require the fire chief to be a certified EMT and STFD#4 should consider this. The recommendation of this research project is for the STFD#4 Board Committees and civil service board to use this report to develop revised qualifications for the fire chief position.
Notes:Mandeville, LA; Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
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Call Number:

TH 9123 .I28 2008

Master's degree as a requirement for U.S. metropolitan fire chiefs

Author(s):Iliescu, Sorin.
Description: 187 p.
Publication Data:Providence, RI : Johnson & Wales University. 2008
Identifier/s:OCLC Record No.: 320475034/ Misc. No.: 3344303/ Accession No.: 134001
Type of Item: (DISSERTATION/THESIS) DISSERTATION/THESIS
Subjects:1. FIRE CHIEFS 2. URBAN AREAS 3. EMPLOYMENT CRITERIA 4. COLLEGES 5. CAREER DEVELOPMENT 6. SURVEYS 7. HIGHER EDUCATION 8. FIRE SERVICE EDUCATION
Summary/abstract:
  • To promote recognition of the fire service as a profession, the United States Fire Administration created the Fire and Emergency Service Higher Education (FESHE) Curriculum Committee in 1998. The move coincided with the explosion of higher education programs in fire science across the country, which resulted in 222 two-year, 29 four-year, and 7 master's programs by 2001. Expansion fostered wide diversity in program content. To achieve a certain quality level and to expedite course transferability, FESHE adopted model two-year and four-year program curricula. However, FESHE has not adopted a model graduate program, even though, increasingly, the master's degree has become a requirement for fire chief positions, particularly in large metropolitan areas. The aims of this research were to determine the acceptability of a master's degree as a basic requirement for U.S. metropolitan fire chiefs and to define the needed degree components, in order to promote the fire service as a profession. This study focused on answering two major questions: (1) Should the master's degree be required for U.S. metropolitan fire chiefs? (2) What should be the components of a master's degree in fire science? To address these questions, data were collected from three target populations: directors of the fire science master's programs ( N = 7), metropolitan fire chiefs ( N = 95), and municipal chief administrators ( N = 84). Information was also collected from catalogs and Web sites about existing master's degree programs in fire science. Data collection instruments included forms for recording catalogs' information and questionnaires for each of the three target populations. Responses were analyzed and grouped into two categories: determining perceptions of the desirability of requiring the master's degree for metropolitan fire chiefs and whether these perceptions are related to the characteristics of the respondents, and defining the content of a model fire science master's degree program, which could be used as a national model. Data analyses provided strong evidence that the metropolitan fire chiefs and the municipal chief administrators agreed that a higher education degree should be job requirement for fire service leaders and that specific components were essential for such a degree.
Notes:In partial fulfillment of requirements for the degree of Doctor of Education; Authorized facsimile. UMI Dissertation Services/ProQuest. Ann Arbor, MI. 2009
Availability:Available on Interlibrary Loan
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Chief qualifications [in "FIRE ENGINEERING"]

Description: In "FIRE ENGINEERING". v. 161 (8) p. 42+
Publication Data: August 2008
Identifier/s:OCLC Record No.: 550027706
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. EDUCATION 3. QUALIFICATIONS
Series Data:Roundtable: opinions from around the country
Availability:Available on Interlibrary Loan
Copies:
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Fire chief qualifications [in "MINNESOTA FIRE CHIEF"]

Author(s):Clack, James.
Description: In "MINNESOTA FIRE CHIEF". v. 43 (6) p. 24
Publication Data: July/August 2007
Identifier/s:OCLC Record No.: 610013855
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. QUALIFICATIONS
Availability:Available on Interlibrary Loan
Copies:
  • : JOURNAL ROOM - ROOM 201 [Status: IN]
 
 
Call Number:

37999

Development of minimum experience, educational and professional qualifications for the position of division chief with the Half Moon Bay Fire Protection District

Author(s):Asche, James ; Half Moon Bay, CA.
Description: 52 p.
Publication Data:Emmitsburg, MD : National Fire Academy. April 2005
Identifier/s:Accession No.: 118536/ OCLC Record No.: 476433612
Type of Item: (EFO PAPER) EFO PAPER

PDF

URLs are tested and verified at time of data entry.
www.usfa.dhs.gov/pdf/efop/efo37999.pdf (221 kb)
Subjects:1. FIRE CHIEFS 2. QUALIFICATIONS 3. CAREER DEVELOPMENT
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The Half Moon Bay Fire District has no policy addressing minimum educational, experience, or professional requirements for the position of division chief. The three division chief positions, which are both supervisory and managerial, form a management tier between the fire chief and the company officers. The problem addressed was that the lack of minimum qualifications could prevent employees from developing a career path to prepare them for promotion and could also lead to inconsistent promotional and/or hiring practices. The purpose of this research was to determine the appropriate experience, educational and professional qualifications for the position of division chief. This project utilized action research methodology and answered the following research questions: 1. What educational and experience standards have been established at the national level for chief officers filling supervisory and managerial roles? 2. What minimum qualifications are required for chief officers by fire agencies in the central California area? 3. What continuing education and career development practices are being utilized by San Mateo County fire agencies for chief officers after appointment? The procedures included a review of current literature applicable to the research questions. Questionnaires were sent to the twelve fire agencies serving San Mateo County, California to determine what minimum qualifications these agencies used when appointing chief officers and their support for continued education and professional development for their chief officers. Additional research included a review of job announcements for chief officer positions in central California. The results indicated that an associate degree was the apporpriate minimum educational requirement. There was a wide variance in experience requirements in the form of years of service, but job performance requirements and actual experience recommendations available from NFPA and IAFC were beneficial to the project. There was strong support for continuing education and professional development for chief officers, but few agencies made this mandatory. Coaching or mentoring programs for newly appointed chief officers were recommended by many sources and in use by some agencies. It was recommended that the product of this research, a draft policy establishing minimum experience, educational and professional qualifications for division chiefs, as well as recommendations on continuing education and professional development, be approved by the fire district's governing board.
Notes:Half Moon Bay, CA; Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
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Call Number:

37645

Determining the elements of a succession plan for the position of fire chief for the Elmhurst Fire Department and the benefits of effective succession

Author(s):Kopp, Michael D. ; Elmhurst. Fire Department.
Description: 51 p.
Publication Data:Emmitsburg, MD : National Fire Academy. December 2004
Identifier/s:Accession No.: 117200/ OCLC Record No.: 476464628
Type of Item: (EFO PAPER) EFO PAPER

PDF

URLs are tested and verified at time of data entry.
www.usfa.dhs.gov/pdf/efop/efo37645.pdf (228.1 kb)
Subjects:1. SUCCESSION PLANNING 2. FIRE CHIEFS 3. QUALIFICATIONS 4. ORGANIZATIONAL EFFECTIVENESS
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The problem was the Elmhurst Fire Department (EFD) did not have a succession plan for the position of fire chief. Succession planning could be ineffective without an understanding of the knowledge, skills and abilities (KSA) for the position of fire chief. The purpose of this research study was to develop a foundation for the Elmhurst Fire Department's succession plan. By determining the criteria for a succession plan, and the benefits of an effective succession plan, the Elmhurst Fire Department will be able to develop and implement a successful succession plan. This was a descriptive research report. The research questions were: 1. What are the benefits of an effective succession plan? 2. What did the fire chiefs of DuPage County, Illinois feel were the knowledge, skills and abilities for the position of fire chief? 3. What was the importance of assessing the knowledge, skills and abilities for the position of fire chief in developing a succession plan? The procedures included two personal interviews with experts in the field of succession planning for their views on the importance and benefits of a succession plan. Dr. Tom Mason of Personnel Decisions International for the academic view on succession planning, and Howard Cross, CEO of Consultants in Collaboration for his views on the application of succession planning. The procedures also included developing an assessment tool for measuring the criteria DuPage County fire chiefs felt were important for the position of fire chief, the distribution of the assessment tool, and the calculation and analysis of the feedback form results. The results were: both personal interviews emphasized the importance and benefits of developing a succession plan. Identifying the competencies of the position prior to developing the plan will increase the effectiveness and reliability of the plan. The study developed an assessment tool to determine what the fire chiefs of DuPage County, Illinois felt were the important KSA for the position of fire chief. The recommendations, based on the study, were the EFD should share the results of the assessment tool with all department members. The EFD should also share the results with the department training committee as well as the City of Elmhurst human resources department. The training committee along with human resources based on the assessment tool should make recommendations on developing a succession plan for the Elmhurst Fire Department.
Notes:Elmhurst, IL; Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
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All new Chief Officer post ushers in modern era [in "FIRE"]

Author(s):McNeill, Jennifer.
Description: In "FIRE". v. 97 (1189) p. 22-23
Publication Data: July 2004
Identifier/s:OCLC Record No.: 610107008
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE OFFICERS 2. FIRE CHIEFS 3. COMPANY OFFICERS 4. RECRUITMENT 5. GREAT BRITAIN 6. EMPLOYMENT CRITERIA
Series Data:Recruitment
Availability:Available on Interlibrary Loan
Copies:
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Call Number:

35421

Training and education needs for district fire chiefs in the Nashville Fire Department

Author(s):Ford, Travis ; Nashville. Fire Department.
Description: 74 p.
Publication Data:Emmitsburg, MD : National Fire Academy. February 2003
Identifier/s:Accession No.: 110629/ OCLC Record No.: 476940015
Type of Item: (EFO PAPER) EFO PAPER

PDF

URLs are tested and verified at time of data entry.
www.usfa.dhs.gov/pdf/efop/efo35421.pdf (359.6 kb)
Subjects:1. FIRE CHIEFS 2. FIRE SERVICE EDUCATION 3. FIRE SERVICE TRAINING 4. QUALIFICATIONS 5. STANDARDS
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The problem was the Nashville Fire Department had no training or educational program in place to help fire suppression personnel become successful at the District Fire Chief level. The purpose of this applied research project was to identify the desired minimum training and education standards for becoming a successful District Fire Chief. Using descriptive research, the researcher answered these questions: 1) What are the nationally recognized fire service minimum training and education standards for District Fire Chief? 2) What are the state recognized fire service minimum training and education standards for District Fire Chief? 3) What do Nashville fire suppression personnel think the minimum training and educational standards for District Fire Chief should be? The procedures used in this applied research project included a review of literature and interviews, and an internal survey was used to help determine what the national, state, and local recommended minimum training and education standards are for District Fire Chiefs. Results showed several national standards and programs and minimal standards on the state level; the internal survey revealed general topics for future training and education of fire suppression personnel. Recommendations include using the International Association of Fire Chiefs' Officer Development Handbook for increasing professional development of future District Fire Chiefs. This handbook is based on National Fire Protection Association standards and Federal Emergency Services for Higher Education Conference recommendations.
Notes:Nashville, TN; Executive Development; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
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Today's fire chiefs must put in more than time [in "FIRE CHIEF"]

Author(s):Chiaramonte, Michael D.
Description: In "FIRE CHIEF". v. 47 (1) p. 38-39
Publication Data: January 2003
Identifier/s:OCLC Record No.: 549697557
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. JOB DESCRIPTIONS 3. QUALIFICATIONS
Series Data:Volunteer voice
Availability:Available on Interlibrary Loan
Copies:
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Call Number:

34958

Education criteria for the selection of fire chief: raising the bar

Author(s):Andring, Richard J. ; Yakima. Fire Department.
Description: 32 p.
Publication Data:Emmitsburg, MD : National Fire Academy. September 2002
Identifier/s:Accession No.: 109008/ OCLC Record No.: 477197735
Type of Item: (EFO PAPER) EFO PAPER

PDF

URLs are tested and verified at time of data entry.
www.usfa.dhs.gov/pdf/efop/efo34958.pdf (186.6 kb)
Subjects:1. EDUCATION 2. FIRE CHIEFS 3. QUALIFICATIONS
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The events surrounding September 11, 2001 have brought about an unprecedented rapid change in the nation's fire service. The need for strong leaders possessing the skills to implement change rapidly and effectively is paramount. A proven method of enhancing leadership skills is through education. In the private sector, education is a prerequisite to employment and/or promotion. The fire service, on the other hand, has resisted a change toward education requirements for promotion. The problem is that the City of Yakima, Washington, does not have a college education requirement for the position of fire chief. The purpose of this applied research project was to identify educational criteria that would be useful in the selection of a fire chief for the City of Yakima and to provide a recommendation to the city manager. Action research methods were utilized to answer resolving questions, and the procedures involved searching for information about educational requirements for the position of fire chief, an analysis of classified advertisements for the position, and development of a feedback tool used to measure the attitude and acceptance of educational requirements. The results of the literature reviewed showed that education has been recognized as an important part of being a fire chief for over a quarter of a century and that college experience raises the level of professionalism within the fire service. The analysis of classified advertisements for fire chief demonstrated the value that agencies place on education for fire chief candidates. Results from the feedback instrument demonstrated strong local support for a college requirement for fire chief candidates. Recommendations were made to provide minimum education requirements for fire chief, including that the city manager and fire chief need to aggressively promote the development of minimum education requirements for company and chief officers.
Notes:Yakima, WA; Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
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Perseverance under pressure [in "FIRE CHIEF"]

Author(s):Bruegman, Randy R.
Description: In "FIRE CHIEF". v. 46 (7) p. 44+
Publication Data: July 2002
Identifier/s:OCLC Record No.: 549687237
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. LEADERSHIP 3. PERSONALITY 4. QUALIFICATIONS
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

Chief officers: learn to lead, not just management [in "FIRE ENGINEERING"]

Author(s):Sargent, Chase N.
Description: In "FIRE ENGINEERING". v. 155 (7) p. 47-48+
Publication Data: July 2002
Identifier/s:OCLC Record No.: 549687187
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. FIRE SERVICE MANAGEMENT 3. LEADERSHIP 4. QUALIFICATIONS
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

Selecting a fire chief [in "VOICE"]

Author(s):Gardiner, Daniel B. C.
Description: In "VOICE". v. 31 (4) p. 11-14
Publication Data: April 2002
Identifier/s:OCLC Record No.: 667166296
Type of Item: (JOURNAL) JOURNAL
Subjects:1. EMPLOYMENT CRITERIA 2. FIRE CHIEFS 3. QUALIFICATIONS 4. RECRUITMENT
Availability:Available on Interlibrary Loan
Copies:
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Call Number:

32292

Baccalaureate prerequisite for promotion to chief fire officer positions in the City of Fort Lauderdale

Author(s):Weir, Christopher J. ; City of Fort Lauderdale. Fire-Rescue.
Description: 38 p.
Publication Data:Emmitsburg, MD : National Fire Academy. September 2001
Identifier/s:Accession No.: 103431/ OCLC Record No.: 477282052
Type of Item: (EFO PAPER) EFO PAPER

PDF

URLs are tested and verified at time of data entry.
www.usfa.dhs.gov/pdf/efop/efo32292.pdf (118.6kb)
Subjects:1. EDUCATION 2. EMPLOYMENT CRITERIA 3. FIRE CHIEFS 4. FIRE OFFICERS 5. QUALIFICATIONS
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • In 1992, The City of Fort Lauderdale Personnel and Fire-Rescue Departments identified the necessity to elevate the education requirements for all chief fire officers in the organization to reflect a minimum of a bachelor degree from battalion chief to chief of department. The problem was that most fire service organizations, including Fort Lauderdale, did not require their respected company officers to possess a minimum college degree requirement to qualify for chief fire officer promotional examinations. The purpose of this applied research project was to introduce the importance of the minimum addition of a baccalaureate degree prerequisite to all chief fire officer ranks. Research methodology for this research was the action research method which will answer the following questions: (1) What are the benefits of a college education in an organization? (2) Why is a college degree an important asset for employees and managers in an organization? (3) Why is it important for fire service personnel to secure a college degree for career enhancement in their respective organizations? Research material utilized various fire and public administration textbooks and a fire service magazine article regarding education enhancements in an organization. A telephone survey was conducted to twenty-five fire service organizations equal to or greater in size to the City of Fort Lauderdale. This survey revealed a one hundred percent response. The results revealed the fire service is behind in requiring an education standard to their chief fire officers, in particular to the level of battalion/district chief officers. The responding fire service organizations and the survey questions are found in Appendix I and Appendix II respectively. The recommendations identified the need to establish a change management plan to incorporate a college degree requirement for all chief officer ranks, and developing a minimum education hiring standard for entry level fire personnel. A change management plan overview utilized by the City of Fort Lauderdale is provided in Appendix III.
Notes:Fort Lauderdale, FL; Strategic Management of Change; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
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To MBA or MPA, that is the chief officer's question [in "FIRE CHIEF"]

Description: In "FIRE CHIEF". v. 45 (5) p. 80
Publication Data: May 2001
Identifier/s:OCLC Record No.: 549669891
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. FIRE SERVICE EDUCATION 3. NEEDS ASSESSMENT 4. QUALIFICATIONS
Series Data:Size-up
Availability:Available on Interlibrary Loan
Copies:
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Are our rank and file cut out for the rise to the top? [in "FIRE CHIEF"]

Author(s):Coleman, Ronny J.
Description: In "FIRE CHIEF". v. 45 (1) p. 24+
Publication Data: January 2001
Identifier/s:OCLC Record No.: 549664531
Type of Item: (JOURNAL) JOURNAL
Subjects:1. CAREER DEVELOPMENT 2. FIRE CHIEFS 3. FIREFIGHTERS 4. PROMOTIONS 5. QUALIFICATIONS 6. RECRUITMENT
Series Data:Chief's clipboard
Availability:Available on Interlibrary Loan
Copies:
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Is your job even possible any more? [in "FIRE CHIEF"]

Author(s):Baltic, Scott.
Description: In "FIRE CHIEF". v. 45 (1) p. 6
Publication Data: January 2001
Identifier/s:OCLC Record No.: 549664526
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. FIRE SERVICE MANAGEMENT 3. QUALIFICATIONS 4. REORGANIZATION
Series Data:Editorial
Availability:Available on Interlibrary Loan
Copies:
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Fire service flowers show signs of stunted growth [in "FIRE CHIEF"]

Author(s):Coleman, Ronny J.
Description: In "FIRE CHIEF". v. 44 (11) p. 34+
Publication Data: November 2000
Identifier/s:OCLC Record No.: 549664511
Type of Item: (JOURNAL) JOURNAL
Subjects:1. CAREER DEVELOPMENT 2. EMPLOYMENT CRITERIA 3. FIRE CHIEFS 4. PROFESSIONALISM 5. QUALIFICATIONS
Series Data:Chief's clipboard
Availability:Available on Interlibrary Loan
Copies:
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Call Number:

22744

How to achief success in the fire department without really trying! a comparison of the fire chief qualifications in the Revere Fire Department with the region and the nation

Author(s):Moschella, John M. ; Revere. Fire Department.
Description: 43 p.
Publication Data:Emmitsburg, MD : National Fire Academy. November 2000
Identifier/s:Accession No.: 100816/ OCLC Record No.: 482201274
Type of Item: (EFO PAPER) EFO PAPER

PDF

URLs are tested and verified at time of data entry.
www.usfa.dhs.gov/pdf/efop/efo22744.pdf (254.5kb)
Subjects:1. EMPLOYMENT CRITERIA 2. FIRE CHIEFS 3. QUALIFICATIONS 4. REVERE, MA
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The problem is that the educational qualifications for fire chief in the City of Revere, Massachusetts had never been compared to regional and national qualifications for this position. The purpose of this research paper was to compare the qualifications for fire chief in Revere with the region and the nation. The research questions were: 1. What are the educational requirements for fire chiefs nationally? 2. What are the educational requirements for regional fire chiefs? 3. What are the educational requirements for fire chief in Revere? The study employed evaluative research. Three procedures were employed in order to secure the necessary data for this project. For the national fire chief requirements, classified ads from Fire Chief Magazine were surveyed from 1997 to 1999. Regionally, a survey was sent to the communities of Metro Fire District Thirteen in order to determine each community's requirements for fire chief. Last, the job announcement for the Revere Fire Chief's position was examined. There were several conclusions. Nationally, the baccalaureate degree is the most sought after degree for fire chief. Just fewer than 60% of the classifieds either required or recommended a four-year degree. For the region, unlike national recommendations of a bachelor's degree, the preferred degree for regionally fire chiefs is the associate's degree. In addition, more than one half of the local fire chief positions mention no degree requirement. Last, there are no educational requirements for the fire chief's position in the City of Revere. If the City of Revere Fire Department is to compete with other municipal government agencies, the fire chief must be college educated. Compared specifically with other departments, such as police and public works, where a baccalaureate degree is the fact rather than the exception, or more generally with the military or the business world, college education is a requirement for the position. A university educated fire chief would certainly be better prepared to lead the fire service into the 21st century. In the case of Revere, the City should explore the possibility of selecting a fire chief from outside the ranks of the Revere Fire Department in order to expand the field of qualified candidates. If this cannot be realized, the appointing authority should consider changing the fire chief's qualifications regarding education.
Notes:Revere, MA; Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
  • c.1: DOCUMENT ROOM - ROOM 209 [Status: IN]
 
 

Twenty-one leadership principles for fire chiefs in the 21st century [in "FIRE FOCUS"]

Author(s):Paulsgrove, Robin F.
Description: In "FIRE FOCUS". v. 1 (3) p. 21-22
Publication Data: October 2000
Identifier/s:OCLC Record No.: 611394496
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. LEADERSHIP 3. QUALIFICATIONS
Series Data:Focus on training; Training and Aviation
Availability:Available on Interlibrary Loan
Copies:
  • c.1: BASEMENT-ASK AT CIRCULATION DESK [Status: IN]
 
 

Being a modern fire chief: it's more than just firefighting [in "FIREHOUSE"]

Author(s):Carter, Harry R.
Description: In "FIREHOUSE". v. 25 (8) p. 68-70
Publication Data: August 2000
Identifier/s:OCLC Record No.: 549658700
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. FIRE SERVICE MANAGEMENT 3. QUALIFICATIONS
Series Data:Fire service leadership
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

New program puts premium on professionalism [in "FIRE CHIEF"]

Description: In "FIRE CHIEF". v. 43 (11) p. 16
Publication Data: November 1999
Identifier/s:OCLC Record No.: 549648172
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. LEADERSHIP 3. PROFESSIONALISM 4. QUALIFICATIONS
Series Data:IAFC insights
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 
Call Number:

30732

Chief fire officer qualifications

Author(s):Hill, James L. ; South Metropolitan. Fire District.
Description: 15 p.
Publication Data:Emmitsburg, MD : National Fire Academy. January 2, 2000
Identifier/s:Accession No.: 97166/ OCLC Record No.: 477404374
Type of Item: (EFO PAPER) EFO PAPER

PDF

URLs are tested and verified at time of data entry.
www.usfa.fema.gov/pdf/efop/efo30732.pdf (238.4kb)
Subjects:1. EXECUTIVE FIRE OFFICER PROGRAM 2. FIRE CHIEFS 3. QUALIFICATIONS
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The problem is that no information exists concerning what current qualifications are being advertised for chief fire officers or whether this information has changed in the last five years. The purpose of this research was to discover current advertised qualifications for chief fire officers and to compare those advertised qualifications to those of five years ago. This study uses descriptive and historical research methodology. The research questions were: 1) What are the commonly advertised qualifications for chief fire officers? 2) Have those qualifications changed in the last five years? 3) Is Executive Fire Officer Program (EFOP) completion or participation, as an advertised qualification for chief fire officers, changing? The results of this study were that college degrees (Associate, Bachelor, Masters), fields of study (Fire Science and Fire Administration, Public Administration, Business Administration), supervisory or command experience and emergency medical experience are commonly advertised qualifications for chief fire officers. The qualifications have not changed but the percentages associated with them have. EFOP completion or participation, as an advertised qualification for chief fire officers, has changed in the five years covered in the comparison. The percentage of the EFOP being preferred as a qualification has increased 17.69%. Recommendations are: Chief fire officers should as a minimum have a Bachelors degree in Fire Science, Fire Administration, Public Administration, or Business Administration. Chief fire officers should attend and graduate from the Executive Fire Officer Program at the National Fire Academy.
Notes:Raymore, MO; Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
  • c.1: DOCUMENT ROOM - ROOM 209 [Status: IN]
 
 

A seal of approval [in "FIRE CHIEF"]

Author(s):Sherburne, Frank.
Description: In "FIRE CHIEF". v. 42 (8) p. 80+
Publication Data: August 1998
Identifier/s:OCLC Record No.: 549883945
Type of Item: (JOURNAL) JOURNAL
Subjects:1. CANADA 2. CERTIFICATION 3. FIRE CHIEFS 4. JOB DESCRIPTIONS 5. QUALIFICATIONS
Series Data:Fire chief certification
Notes:Canadian Chief Fire Officer Designation
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

Putting in the keystone [in "FIRE CHIEF"]

Author(s):Coleman, Ronny J.
Description: In "FIRE CHIEF". v. 42 (8) p. 74+
Publication Data: August 1998
Identifier/s:OCLC Record No.: 549883944
Type of Item: (JOURNAL) JOURNAL
Subjects:1. CALIFORNIA 2. CERTIFICATION 3. FIRE CHIEFS 4. JOB DESCRIPTIONS 5. QUALIFICATIONS
Series Data:Fire chief certification
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

Something borrowed, something new [in "FIRE CHIEF"]

Author(s):Marinucci, Richard A.
Description: In "FIRE CHIEF". v. 42 (8) p. 68
Publication Data: August 1998
Identifier/s:OCLC Record No.: 549883943
Type of Item: (JOURNAL) JOURNAL
Subjects:1. CERTIFICATION 2. FIRE CHIEFS 3. INTERNATIONAL ASSOCIATION OF FIRE CHIEFS 4. QUALIFICATIONS
Series Data:Fire chief certification
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

We have a contract out for the fire chief [in "FIRE CHIEF"]

Author(s):Bennet, Jack A.
Description: In "FIRE CHIEF". v. 39 (11) p. 53-55
Publication Data: November 1995
Identifier/s:OCLC Record No.: 549865417
Type of Item: (JOURNAL) JOURNAL
Subjects:1. EMPLOYMENT CRITERIA 2. FIRE CHIEFS 3. SKILLS 4. QUALIFICATIONS
Notes:A good employment contract makes a solid beginning for a new chief.
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 
Call Number:

24911

Professionalism versus political clout in the selection of fire chiefs

Author(s):Mras, Paul ; Bryan. Fire Department.
Description: 28 p.
Publication Data:Emmitsburg, MD : National Fire Academy. September 1994
Identifier/s:Accession No.: 79628/ OCLC Record No.: 502537439
Type of Item: (EFO PAPER) EFO PAPER
Subjects:1. FIRE CHIEFS 2. PROFESSIONALISM 3. QUALIFICATIONS
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • A college education is, in many professions, a prerequisite for an executive position, yet historically, seniority has held the important place in the selection process of fire chiefs. If city managers hire fire chiefs based on seniority, the fire service will be at odds with one of its' own traditions as it struggles for professionalism. The purpose of this study was to determine the current level of the professionalism of the fire service through the eyes of the city managers. Questionnaires were sent to 391 city managers throughout the United States, with 265 (67%) returned. The questionnaire was divided into three sections. The first portion found that leadership, "people" management skills, and the ability to communicate clearly were the three fire chief qualifications most in demand by city managers. The section found that the majority of city managers believe that the fire service has become more professional in the past ten years and that the roles of a fire chief have evolved from the traditional image of a "senior firefighter." While the respondents were divided on the perception of the fire services' local political clout, the majority stated that local politics do not influence the selection process of fire chiefs and that they could select the best applicant without fearing repercussions from the city council. The third section found that city managers were only slightly more apt to look outside the organization for the next chief when departmental morale was low. In expanding on earlier research, the data also found that fire chiefs in larger departments were more likely to have a Bachelor's degree than their counterparts in smaller departments and that the majority of today's fire chiefs have at least an Associate's degree. It is recommended that fire chief applicants develop the intangible qualities of leadership, communications and "people" management skills to be successful in today's fire service. A college education may get an interview, but these are the skills that will secure the position.
Notes:Bryan, TX; Executive Development; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
  • c.1: DOCUMENT ROOM - ROOM 209 [Status: IN]
 
 
Call Number:

14348

A new fire chief's role in managing change

Author(s):Adams, Randy D. ; Owensboro. Fire Department.
Description: 23 p.
Publication Data:Emmitsburg, MD : National Fire Academy. January 1997
Identifier/s:Accession No.: 86848/ OCLC Record No.: 487862455
Type of Item: (EFO PAPER) EFO PAPER
Subjects:1. FIRE CHIEFS 2. QUALIFICATIONS
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • City governments across our nation have been electing or appointing new fire chiefs on an ongoing basis for many years. With this fact in mind, questions became apparent as to what qualifications a new fire chief should have to move a fire department progressively forward. The purpose of this research paper was to identify qualifications, traits and abilities a new fire chief should possess to be successful. The research questions to be answered were: 1. What qualifications should a new fire chief have to be appointed? 2. What traits and abilities should a new fire chief possess to be productive and successful in managing change? A literary review was conducted using the evaluative research method. Many books, fire journals, and executive fire officer research papers were reviewed at the National Fire Academy's Learning Resource Center. In addition, several manuals and books from the private sector and local community college were referenced. Results indicated that a newly appointed fire chief needed to possess a varied assortment of qualifications, traits, and abilities to be successful. They needed to step outside the old paradigms and create new ones, thereby challenging the status quo. Recommendations derived from the results concluded that for a new fire chief to be successful, the following list of qualifications, traits, and abilities would give additional insight. A fire chief should have the following: 1. Knowledge; 2. Experience; 3. Training; 4. Ethics; 5. Honesty; 6. Humility; 7. Communications Skills; 8. Self-confidence; 9. Diplomacy; 10. Loyalty; 11. Compassion; 12. Preparation. A new fire chief of today must be prepared to lead the organization and its people down a successful path into the new era of the fire service.
Notes:Owensboro, KY; Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
  • c.1: DOCUMENT ROOM - ROOM 209 [Status: IN]
 
 
Call Number:

23759

The changing criteria of fire chief qualifications and the hiring trend caused by this change

Author(s):Marzano, Dominic V. ; Woodinville. Fire & Life Safety District.
Description: 22 p.
Publication Data:Emmitsburg, MD : National Fire Academy. May 1993
Identifier/s:Accession No.: 76375/ OCLC Record No.: 502535669
Type of Item: (EFO PAPER) EFO PAPER
Subjects:1. EMPLOYMENT CRITERIA 2. FIRE CHIEFS 3. QUALIFICATIONS
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The question was asked if there is a criteria shift and job qualification preference on the part of officials when hiring a Fire Chief. The research was based on traditional or fire service oriented background and non-fire service, formally educated manager type background. The research questions to be answered were: 1. Has the selection criteria and job description of Fire Chief changed significantly in the past 10 years? 2. Is the ability to be a good manager more desirable in a Fire Chief candidate than his/her fire ground skills? 3. Is there a trend towards hiring of non-fire service or education based candidates for the position of Fire Chief?
Notes:Woodinville, WA; Executive Development; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
  • c.1: DOCUMENT ROOM - ROOM 209 [Status: IN]
 
 
Call Number:

23323

A study of educational requirements for the position of battalion chief in fire departments across the U. S.

Author(s):Diaz, Robert L. ; Boca Raton. Fire Department.
Description: 33 p.
Publication Data:Emmitsburg, MD : National Fire Academy. September 1993
Identifier/s:Accession No.: 75084/ OCLC Record No.: 502535190
Type of Item: (EFO PAPER) EFO PAPER
Subjects:1. EMPLOYMENT CRITERIA 2. FIRE CHIEFS 3. FIRE SERVICE EDUCATION
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The nature of today's fire service is changing daily. To meet these challenges fire officers and executives need to diversify their knowledge and skills through continued education. No formal college degree requirement existed for the position of Battalion Chief at the Boca Raton Fire Department. The purpose of this research was to determine if a formal college degree should be required for this position.
Notes:Boca Raton, FL; Executive Development; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
  • c.1: DOCUMENT ROOM - ROOM 209 [Status: IN]
 
 

Do you have what cities are hunting for in a chief? [in "FIRE CHIEF"]

Author(s):Johnston, Sarah.
Description: In "FIRE CHIEF". v. 37 (9) p. 54-56
Publication Data: September 1993
Identifier/s:OCLC Record No.: 549859727
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. QUALIFICATIONS
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

How to get the most from your resume [in "FIRE CHIEF"]

Author(s):Coleman, Ronny J.
Description: In "FIRE CHIEF". v. 37 (4) p. 30
Publication Data: April 1993
Identifier/s:OCLC Record No.: 549839798
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. RESUMES 3. QUALIFICATIONS
Series Data:Chief's clipboard
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

Hiring the outside chief: a nationwide trend, but at what cost? [in "FIREHOUSE"]

Author(s):Saly, Alan J.
Description: In "FIREHOUSE". v. 6 (9) p. 96+
Publication Data: September 1981
Identifier/s:OCLC Record No.: 549839581
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. EMPLOYMENT CRITERIA
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

A word for the chief [in "FIREHOUSE"]

Author(s):Smith, Dennis.
Description: In "FIREHOUSE". v. 8 (9) p. 5
Publication Data: September 1983
Identifier/s:OCLC Record No.: 549832501
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. QUALIFICATIONS
Series Data:As Firehouse sees it
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

The new fire chief: promote from within versus hiring from outside [in "FIRE COMMAND"]

Author(s):Naum, Christopher J. and Peterson, Bill.
Description: In "FIRE COMMAND". v. 51 (3) p. 47
Publication Data: March 1984
Identifier/s:OCLC Record No.: 610158564
Type of Item: (JOURNAL) JOURNAL
Subjects:1. EMPLOYMENT CRITERIA 2. FIRE CHIEFS 3. PROMOTIONS
Series Data:Two views
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

Education vs. experience: trends in the selection of fire chiefs [in "FIRE CHIEF"]

Author(s):Wakeham, Ronald T.
Description: In "FIRE CHIEF". v. 25 (10) p. 54-56
Publication Data: October 1981
Identifier/s:OCLC Record No.: 549818177
Type of Item: (JOURNAL) JOURNAL
Subjects:1. EMPLOYMENT CRITERIA 2. FIRE CHIEFS 3. QUALIFICATIONS
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 
Call Number:

18733

Job search for position of fire chief - the perspective of an applicant

Author(s):Burton, Glen H. ; Weber. Fire District.
Description: 28 p.
Publication Data:Emmitsburg, MD : National Fire Academy. October 1991
Identifier/s:Accession No.: 65494/ OCLC Record No.: 502529948
Type of Item: (EFO PAPER) EFO PAPER
Subjects:1. EMPLOYMENT CRITERIA 2. FIRE CHIEFS
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • After attending the Executive Leadership course at the National Fire Academy, the value of the course and the Executive Fire Officers' four-year program is apparent. What may not be quite as apparent, however, is the value of the program in aiding an individual who is faced with the prospect of competing for the position of fire chief at the national level. When faced with this challenge, the strengths of the program, e.g., encouraging the development of strong leadership qualities, proactive planning skills, and assessment of organization strengths, is truly invaluable. With the above in mind, this paper will review the road traveled during my nine-month quest for a fire chief's position. As is often the case when unfamiliar territory is traveled, many new and different experiences await the traveler. This trip was no different. These new experiences included participation in various types of assessment centers and interviewing processes which were geared to assess the capabilities of candidates from across the nation. In-as-much as this paper is written from the perspective of an applicant, comparisons will be made as to the different techniques which were encountered during the search process. And, although, some of the techniques which I employed may not be endorsed by national experts, they were found to be successful and, as such, are also included in this paper. Furthermore, this paper will review the recruitment process employed by six Western states, e.g. Oregon, Colorado, New Mexico, Nevada, Utah, and Wyoming. Over the referenced nine-month period, a total of ten applications, five applications resulted in follow-up interviews and/or an invitation to compete in the final selection process. Finally, this paper will outline the various aspects of the Executive Fire Officers' Program which proved to be invaluable throughout the competition and final selection process for the position of Fire Chief. The paper will conclude by outlining the roll the Leadership Course played in enhancing this applicant's role as a new fire chief once a position was offered and accepted.
Notes:Ogden, UT; Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
  • c.1: DOCUMENT ROOM - ROOM 209 [Status: IN]
 
 
Call Number:

15977

Leadership for the fire service for the 1990's and beyond

Author(s):Smith, Wayne A. ; Plymouth. Fire Department.
Description: 27 p.
Publication Data:Emmitsburg, MD : National Fire Academy. March 1990
Identifier/s:Accession No.: 57004/ OCLC Record No.: 502522876
Type of Item: (EFO PAPER) EFO PAPER
Subjects:1. CAREER PLANNING 2. EMPLOYMENT CRITERIA 3. FIRE CHIEFS 4. FIRE OFFICERS 5. JOB DESCRIPTIONS 6. RECRUITMENT
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The intent of this applied research project is not to point a finger at any one group or any organization. Rather than coming out as an indictment of the fire service and all those involved, this project seeks to provoke all who read it to ask themselves a simple question which strikes at the very roots of the entire fire service: is the fire chief of today ready for tomorrow? Through the use of trade magazine advertisements for fire chiefs, a job description for a fire chief, and a survey on the level of readiness and programs run by each department. It is possible to see the type of progress which has already been made and the amount of progress which still needs to be made if conditions are to be improved.
Notes:Plymouth, IN; Strategic Analysis of Executive Leadership; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
  • c.1: DOCUMENT ROOM - ROOM 209 [Status: IN]
 
 

The Chief [in "AMERICAN FIRE JOURNAL"]

Author(s):Kephart, Robert F.
Description: In "AMERICAN FIRE JOURNAL". v. 43 (8) p. 27+
Publication Data: August 1991
Identifier/s:OCLC Record No.: 610153233
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. QUALIFICATIONS
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

Going for the gold [in "FIRE CHIEF"]

Author(s):Coleman, Ronny J.
Description: In "FIRE CHIEF". v. 29 (5) p. 54-55
Publication Data: May 1985
Identifier/s:OCLC Record No.: 549741158
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. EMPLOYMENT CRITERIA
Series Data:Chief's clipboard
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

Chief ingredients [in "FIRE CHIEF"]

Author(s):Clark, Allen B.
Description: In "FIRE CHIEF". v. 29 (5) p. 43-45
Publication Data: May 1985
Identifier/s:OCLC Record No.: 549741154
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. FIRE OFFICERS 3. QUALIFICATIONS 4. SURVEYS 5. FIRE SERVICE MANAGEMENT
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

Kramer vs. Kramer: should a chief be hired from inside a department? [in "AMERICAN HEAT"]

Description: In "AMERICAN HEAT". v. 8 (3)
Publication Data: September 1993
Identifier/s:OCLC Record No.: 666789306
Type of Item: (VIDEO JOURNAL)
Subjects:1. FIRE CHIEFS 2. QUALIFICATIONS
Series Data:2nd alarm
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 
Call Number:

25660

Why TQM doesn't work, or does it - an evaluation of the process the Salt Lake City Fire Department used to redesign the battalion chief position

Author(s):Hansen, Jim ; Salt Lake City. Fire Department.
Description: 34 p.
Publication Data:Emmitsburg, MD : National Fire Academy. July 2000
Identifier/s:Accession No.: 99630/ OCLC Record No.: 477405767
Type of Item: (EFO PAPER) EFO PAPER

PDF

This paper will not be made available on the Internet .
Subjects:1. EMPLOYMENT CRITERIA 2. FIRE CHIEFS 3. FIRE OFFICERS 4. JOB DESCRIPTIONS 5. SALT LAKE CITY, UT 6. TOTAL QUALITY MANAGEMENT
Series Data:Executive Fire Officer Program. Applied Research Project
Summary/abstract:
  • The problem was that the Total Quality Management (TMQ) process effort in the Salt Lake City Fire Department failed. This statement may be a bit exaggerated but the fact is, to date, almost all of the executives in the city and in the fire department who were the initiators of TQM have been fired or forced to retire. In 1996 newly appointed Fire Chief Thomas J. Tallon, an outspoken proponent of change and the use of TQM processes to initiate those changes, set out to redesign the battalion chief's position. Two years later, under internal pressure, his executive design was redesigned back to the original design. The next year, after a union no-confidence vote, the chief executive staff was fired or forced to retire. The purpose of this applied research project was to determine if this executive design was an example of a TQM failure or a misapplication of the Change Management Model (CMM) taught in the National Fire Academy's (NFA) Strategic Management of Change (SMOC) course. This applied research project used historical research methodology to answer these four research questions: 1. Is there a general perception that TMQ failed? 2. What processes were followed in TQM implementation? 3. How do these processes compare with the Change Management Model? 4. What can be done to restore TQM? To answer these questions the author used personal interviews, personal observations, research into department notes and documents, and a comparison study through literature review of knowledgeable published authors. The results were: 1. Yes, there was a general perception that TQM failed in the fire department. As a result of this perception, TQM failed and its terminology became profane twaddle. 2. The process used to develop the executive design was an extension of TQM using a transitional method of reengineering to develop the executive design project. However, the process was not communicated as such and when necessary changes were made in the evaluation phase the whole process was deemed a failure. 3. The process followed the CMM as closely as could be expected, though some important steps were neglected thus predictable forces of resisters were, out of necessity, handled through "damage control." 4. The initial answer was that nothing could be done. The image and reputation of TQM was so badly damaged that it could not be restored. This last fact lead to the recommendation that another management model using the foundations of TQM that were institutionalized into the fire department's culture might be successful so long as it maintained the four key tenets: customer satisfaction; respect for people; management by fact; and plan, do, check, act. It was this plan, do, check, act tenet that the author drew a comparison to the CMM's analyze, plan, implement and evaluate/institutionalism phases taught in the SMOC course.
Notes:Salt Lake City, UT; Strategic Management of Change; Abstracts for EFO papers are written by the author
Availability:Available on Interlibrary Loan
Copies:
  • c.1: DOCUMENT ROOM - ROOM 209 [Status: IN]
 
 

The chief officer [in "FIREHOUSE"]

Author(s):Smith, James P.
Description: In "FIREHOUSE". v. 25 (10) p. 18+
Publication Data: October 2000
Identifier/s:OCLC Record No.: 549871630
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. FIREGROUND COMMAND 3. LEADERSHIP 4. QUALIFICATIONS
Series Data:Fire studies
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]
 
 

How to hire a fire chief [in "CHIEF FIRE EXECUTIVE"]

Author(s):Oberg, Frank E.
Description: In "CHIEF FIRE EXECUTIVE". v. 4 (2) p. 18+
Publication Data: April-June 1989
Identifier/s:OCLC Record No.: 611413122
Type of Item: (JOURNAL) JOURNAL
Subjects:1. FIRE CHIEFS 2. EMPLOYMENT CRITERIA 3. INTERVIEWING 4. QUALIFICATIONS
Availability:Available on Interlibrary Loan
Copies:
  • c.1: JOURNAL ROOM - ROOM 201 [Status: IN]