As with professional sports, the fire service requires teamwork, preparation, and a unified vision. All of these factors are essential for success. A comprehensive probationary firefighter training program should be viewed as a playbook: a strategic guide that ensures all team members know their roles and understand the expectations for optimal performance. This playbook must address not only technical skills and tangible training, but also the intangible factors that cultivate an enduring organizational culture. To build this playbook effectively, fire departments must embrace the philosophy of “hiring for character and training for skill.” They must focus on developing individuals who align with the department’s mission, vision, and values. This is no different than a professional sports franchise, where success relies not only on the individual skills of players, but also on the alignment of coaches, staff, and leadership. Fire departments must establish a culture that fosters unity, builds culture, and drives excellence.
The Technical Skills Foundation: Xs and Os
At the core of any probationary firefighter training program are the Xs and Os: the technical skills that every firefighter must master. These skills include:
- Fire suppression techniques.
- Search and rescue operations.
- Equipment operation and maintenance.
- Hazardous materials operations.
- Vehicle stabilization and extrication techniques.
- Emergency medical services operations commensurate with service levels.
Identifying Applicable NFPA Standards and Job Performance Requirements (JPRs)
A critical part of building a strong technical skills foundation is recognizing and aligning training with relevant National Fire Protection Association (NFPA) standards that include JPRs. NFPA 1010, Standard on Professional Qualifications for Firefighters, outlines essential JPRs that new firefighters must meet to ensure competency in key focus areas.
Additionally, departments should incorporate local JPRs derived from departmental policies, procedures, and practices to maintain consistency with organizational expectations. Technical proficiency is the foundation upon which a firefighter’s career is built. These tangible, essential skills ensure that probationary firefighters can execute their duties effectively. The training program should incorporate scenario-based drills, hands-on practice, and classroom learning to build this foundation. However, while technical skills are crucial, they are only one piece of the puzzle.
The Importance of Culture: The Intangible Asset
Beyond the Xs and Os lies the true differentiator for any high-performing team: culture. Culture is defined as the set of shared beliefs, values, and practices that shape how team members interact and work together. In the fire service, where the stakes are high, a strong organizational culture can mean the difference between a cohesive team and a fragmented collection of individuals.
Hiring for Character, Training for Skill
One of the most impactful philosophies in building a successful probationary training program is to hire for character and train for skill. In the NFL, scouts and coaches often prioritize attributes like work ethic, coachability, and resilience when assessing potential players. The fire service should take the same approach. Technical skills can be taught, but intrinsic qualities like humility, empathy, and discipline are inherent to an individual’s character.
When evaluating potential recruits, departments should look for the following traits:
- Initiative: Does the candidate show a proactive approach to taking action and solving problems? Does the candidate display a willingness to be involved in training and other activities?
- Attitude: Does the candidate have a positive mindset? Is the candidate open to new ideas and concepts? Is the candidate open to coaching and feedback?
- Respect: Does the candidate have respect for themselves, respect for others, and respect for doing what is right?
- Teamwork: Does the candidate contribute effectively to group efforts and value collective success?
These character traits create the foundation of a strong culture. Once recruits with these attributes are on board, the department can train them in the technical skills they need to succeed.
Building a Winning Culture: The NFL Analogy
Think of a successful NFL team—a powerhouse that consistently performs at a high level. Their success is not solely due to having the best offensive or defensive coordinator. It’s a result of having a head coach, a front office, and an entire support system that aligns the team’s values and mission. The head coach sets the tone, instilling a vision that every member of the organization buys into. The front office recruits players who fit the team’s culture and objectives, and coordinators implement strategies that align with this overarching vision.
In the fire service, the chief officers, training coordinators, and company officers play these roles. The training program should be designed with input from all levels of leadership to ensure alignment with the department’s broader mission and vision. When everyone—from probationary firefighters to the chief—understands and commits to these shared values, synergy is achieved.
Shared Mission, Vision, and Values
To foster a culture that resonates throughout the department, everyone must have a clear and shared mission, vision, and set of values. These should not just be words on a plaque but lived and demonstrated by the entire organization. The following components are essential:
- Mission: The department’s purpose. It should articulate why the department exists and what it aims to achieve.
- Vision: The long-term goal. This provides a picture of what the department aspires to become.
- Values: The core beliefs that guide behavior. These should be the non-negotiable principles that inform how team members act, both on and off the fireground.
When these elements are clearly defined and consistently communicated, probationary firefighters understand the type of organization they are joining. This clarity helps them integrate into the team, buy into the culture, and commit to upholding the department’s standards.
The Role of Leadership: Head Coaches and Coordinators
In the fire service, leadership is not confined to one individual. The fire chief may act as the head coach, setting the overall direction and ensuring the alignment of mission and vision, but it is the training officers and company officers who act as coordinators, ensuring that the day-to-day operations align with this vision.
A successful probationary firefighter training program requires these key leadership roles:
- Fire chief (head coach): Sets the strategic vision and ensures that every level of the department operates in alignment with it. The chief must be both visible and engaged, showing a commitment to the culture.
- Training chief and officers (coordinators): Develop and oversee the training program. They must ensure that the training aligns with the department’s mission and incorporates both technical skills and cultural elements.
- Company officers (position coaches): Serve as mentors who reinforce the lessons learned during training and model the department’s values in daily operations.
- Senior firefighters (team captains): Act as informal leaders who support probationary firefighters, offering guidance, encouragement, and practical advice.
Each of these roles contributes to a unified approach where all members understand their responsibilities and how they play a part in the department’s success.
Synergy: Aligning Values and Creating Buy-In
Synergy occurs when the combined effort of a group exceeds the sum of individual efforts. This can only be achieved when everyone is aligned with where the department currently stands, where it is headed, and what the ideal candidate looks like.
To create this synergy, fire departments should:
- Communicate clearly and consistently: The mission, vision, and values should be communicated regularly through meetings, training sessions, and everyday interactions.
- Engage all members: Ensure that everyone, from new recruits to senior members, has a voice. This creates a sense of ownership and investment in the department’s culture.
- Lead by example: Leadership at all levels must exemplify the values they wish to instill in probationary firefighters.
- Recognize and reward: Celebrate individuals who embody the department’s culture. Recognition reinforces the importance of the shared mission and values.
Designing the Playbook: Building a JPR Task Book for Probationary Firefighters
To create an effective probationary firefighter training program playbook, departments must outline both technical training and cultural integration strategies. A JPR task book is an essential tool for documenting and tracking the progress of probationary firefighters as they develop critical technical skills. The task book serves as a structured guide that outlines the key competencies probationary firefighters must demonstrate to meet department standards. The following points outline the development and implementation of a JPR task book:
- Comprehensive skill listing: The task book should include a detailed list of technical skills required for probationary firefighters. These skills might encompass apparatus operation, hose deployment, ladder raises, self-contained breathing apparatus (SCBA) use, fire suppression techniques, search-and-rescue operations, and emergency medical procedures.
- Clear performance criteria: Each skill entry should have defined performance criteria that specifies what constitutes a successful completion. This ensures consistency in evaluations.
- Progress tracking: The task book should include space for documenting the completion of training sessions, the date of successful completion, the name of the evaluator, and the signature of the probationary firefighter.
- Evaluator guidelines: Ensure the task book provides guidance for evaluators on how to objectively assess the completion of each task.
Additional ways to build technical skills include the following:
- Hands-on drills: Realistic, scenario-based training that simulates on-the-job challenges.
- Classroom instruction: Ensures a cognitive understanding of policies, procedures, and practices.
- Evaluations and feedback: Regular assessments to measure progress and identify areas for improvement.
Developing an Evaluation System for Cultural Integration
Cultural integration is essential for ensuring that probationary firefighters not only meet the technical requirements of the job but also embody the core values and standards of the department. To evaluate this component effectively, it is crucial to develop an assessment system that measures key attributes including initiative, respect, discipline, and teamwork.
6 Steps to Develop the Evaluation System
- Define key attributes: Clearly outline what each attribute—initiative, respect, discipline, and teamwork—entails in the context of the department’s mission and expectations. This definition will provide evaluators with consistent criteria to assess probationary firefighters.
- Create observation metrics: Design specific, measurable indicators for each attribute. For teamwork, an indicator might be, “Actively collaborates with peers during training exercises and emergency scenarios.” For initiative, a metric could be, “Volunteers for additional responsibilities and takes ownership of tasks without prompting.”
- Incorporate peer and supervisor feedback: Gather input from peers and supervising officers who have direct interactions with the probationary firefighters. Peer reviews can provide insight about how well a recruit integrates within the team, while supervisors can offer evaluations based on performance and behavior.
- Develop periodic evaluations: Implement a structured schedule for evaluation, such as monthly or quarterly reviews, to track progress and identify areas for improvement. Each evaluation should include a scoring rubric or a qualitative assessment that aligns with the established observation metrics.
- Document and review: Maintain detailed records of each evaluation to monitor trends over time. Use this documentation to provide constructive feedback to the probationary firefighter and guide any necessary interventions or additional training.
- Adjust and improve: Periodically review and adjust the evaluation system to ensure it remains relevant and effective. This can be informed by feedback from evaluators and probationary firefighters to continuously enhance the process.
By implementing a comprehensive evaluation system, departments can better ensure that new recruits not only master the technical skills but also integrate seamlessly into the department’s culture. This will foster an environment that upholds high standards of initiative, respect, discipline, and teamwork. Listed below are some additional opportunities to facilitate cultural integration:
- Mentoring program: Pair probationary firefighters with experienced mentors who embody the department’s values.
- Training workshops: Include sessions focused on the department’s mission, vision, and values.
- Team-building activities: Encourage collaboration and camaraderie through structured team-building exercises including fireground operations.
- Modeled behavior: Reinforce the importance of ethical behavior and decision making on and off the job through your actions and the actions of the department.
Play By the Rules
The fire service is the ultimate team sport. It requires each member to work together toward a common goal. A successful probationary firefighter training program must go beyond teaching technical skills—it should be a playbook that integrates new members into the department’s culture. By hiring for character and training for skill, aligning leadership, and fostering a shared mission and vision, departments can build a winning culture that sets them up for long-term success. Building this playbook requires effort, but the payoff is significant. It encourages a department that not only responds to emergencies with skill and precision but does so with unity, pride, and shared purpose. In the end, this is what makes the fire service truly exceptional.
Jesse Marcotte is the training chief for the Northville Township (MI) Fire Department.
