Posted by Uncategorized | Posted on 26-07-2016| Posted in
Getting the Job Done
By Ricky Riley
On more than one occasion, I have heard firefighters complain about SOP’s, specifically how they can’t be written for every situation and or you are putting us in a box. This could not be further from the truth. What we are doing, is establishing a game plan for specific incidents and the operational concerns that they pose. In recent years, dedication to getting the job done correctly and doing so while operating within the SOP has shown me the great ingenuity and decision making skill that our company officers possess. This is directly opposes the notion, that SOP’s in anyway, takes away the Officer’s ability to make decisions.
An example that I want to share was a recent house fire in Washington DC. The District has some of the most comprehensive SOP’s that I know of and on a daily basis, the unit officers ensure they are followed with great consistency. Regardless of the type or size of the structure, DC sends a standard compliment of suppression apparatus to the scene. Each unit, based on dispatch order, has an assigned geographic area that they are expected to cover, ensuring at least two independent water supplies are established and supplied as well as ladder coverage on all sides of the building. Assigned tactical expectations confirm, attack lines are properly positioned to contain the fire and control extension and primary and secondary searches are completed in a timely manner.
My goal here is to show officers that by having strong knowledge of your response area, and a willing and motivated company officer. Your decision-making capability is expanded by developing and utilizing SOP’s as long as you take the time to train on them, and understand that the basis of these procedures is to set the fireground, and your company up for success. In Washington DC the 2nd due engine on the box is assigned to cover the rear of the structure. This unit is responsible for positioning the rig in the rear, or as close as possible to the rear. Providing a rear report and advancing a line into the structure at the direction of the Incident Commander.
This house fire is a two-story dwelling with the first engine and truck operating on, and through the alpha side of the structure, a standard execution of the SOP and a very simple operation to accomplish. Now the rear companies had a little more of a challenge, completing their assignment. The company took the path of ensuring that they were in the correct position and delivering on their tasks as dictated by the SOP. Rather than come up with an excuse as to why they could not complete their task, which would have been the easy route. The officer and crew had an excellent knowledge of their response area and executed their assignment without fail. They positioned on the Charlie side of the house then threw a ladder to access the rear yard due to topography ,and advanced their line to their assigned tactical position. Their task involved a number of fireground skills to be completed before they reached their objective. The success of their assignment, without fail came from training, more training, repetition and commitment to Getting The Job Done! Now ask yourself if you and your company are ready to follow the procedures by using all your practiced skills without allowing laziness or complacency creep in….
Posted by Blog, Combat Ready, Engine Company, Tips & Skills, Training Resources, Uncategorized | Posted on 13-08-2015| Posted in
Touching the Ground
By: Ricky Riley
When we talk about Ladder Towers, there is always the discussion of the ability of them to place their basket on the ground to do the patented sidewalk sweep. On most units especially rear mounted towers this can be a very long distance from the side of the rig. On some units they may have to extend out 60’ just to be able to touch the ground and start operating in the hydraulic sidewalk sweep tactic. For those of us that are Aerialscope snobs, and believe only in these units midship-mounted configuration and low turntable height as the only device to effectively perform this type of operation. We have now found a group of firefighters and officers that have been working to decrease that extension length and place that basket on the ground in a shorter distance. While working to fully understand the operational aspects of their unit and provide a sidewalk feature for their unit, our friends from the Wichita Fire Department have come up with the “South Side” lean.
By making use of the “H” style jack system that they have on their Pierce rear-mount tower, they have the jacks on the side they want to operate lower on at the minimal depth to the ground, and also reaching the pressure needed to fully stabilize the rig. In other words the green OK light comes on at the stabilizer control panel. They then extend the jacks on the opposite side to a height that lowers the operating side of the rig to a lower height. Once again getting all the required green OK lights to come on. This tilted position lowers the rig on the operating side, thus reducing the amount of ladder extension needed to reach the ground, creating a better scrub surface and operating area. This is a great example of firefighters and officers understanding a tactical operation, and working within the safe operating limitations of their vehicle to achieve that operational success.
Before any department tries this method, we would ask you to contact your aerial manufacturer to ensure that this is a safe operation for your particular aerial device. A thank-you goes out to the men and women of the Wichita Fire Department for sending us the pictures of this technique, particularly the members of Engine and Truck 2.
Posted by Blog, Combat Ready, training-development, Truck Company, Uncategorized | Posted on 22-06-2015| Posted in
“The death of one man is a tragedy. The death of millions is a statistic.” Joseph Stalin
After recently reading Dan Ariely’s book, Predictably Irrational, and his use of this quote, I pondered if this quote from the feared Communist leader Joseph Stalin could help reduce our line of duty deaths and the answer is YES! While Stalin’s quote was most likely intended for more sinister purposes it does have merit when discussing LODD’s.
First, we are provided statistics in our trade on a daily basis but usually with no associated instructions on what do with the data. Specific to line of duty deaths, we know we average approximately 100 LODD’s, we know the percentages related to what activities, age, gender, etc. are when the catastrophic incident occurred, and we are provided some general recommendations that apply to that affected fire department. But how do we curb the trend of LODD’s based on the statistics provided within our department that may be similar or, more likely, vastly different. Without having this information the line of duty deaths simply become just statistics. This noticeable gap in the equation was the catalyst for 25 to Survive: Reducing Residential Injury and LODD. We took the opportunity to interpret the data and provide solutions to overcome the identified causes in the LODD reports that may be implemented in any fire department.
When we delve into Stalin’s quote and couple it with our process of reviewing LODD reports we can begin to understand that we lose focus on the loss of one firefighter, the tragedy in this case, and focus more on the statistics. For instance, most can recite the average number of LODD’s, but if the LODD did not occur in their department, I would venture to say they couldn’t recite the name of the person who was killed. This behavior is conditioned with the vast amount of mind-numbing statistics, figures, and graphs we receive but it can be altered. Mother Theresa offered a way we can begin to change that trend when she stated,
“Never worry about numbers. Help one person at a time and always start with the person nearest you.” Mother Theresa
The numbers are an important metric to demonstrate if we are changing the trend for better or worse but what is important is the person. If we learn the person, we establish a connection and we will learn the story. That story will open your eyes to factors leading up to the LODD and what can be done NOW to prevent it from occurring again. Simply glossing over the numbers will not provide that connection and leads to only honoring someone after they have died which is a disservice.
This process, placing a name and face to the tragedy, is referred to as the “identifiable victim effect” and is utilized everyday in our society to garner your donations or solicit your support. The most notable example is the Ryan White story. While AIDS was very prevalent in the 90’s and everyone had an increased level of awareness, it was something distant and happened in a far away land. That is, until Ryan White contracted AIDS and his was someone you knew. He was an all-American teenager who everyone could associate with; he looked like your son, nephew, the kid down the street, etc.
Ryan became the poster child for AIDS in American and his struggle, and eventual death, led to the Ryan White act. This happened because the AIDS epidemic became the story about a person who you could get to know and support, the epidemic got the attention needed and continues to this day.
How do we parlay this identifiable victim effect into our trade and begin changing the trend of LODD’s in the fire service? We must learn the person. Much like the supporters of Ryan White, we must be most diligent supporters of our fallen firefighters and use the identifiable victim effect to our benefit. The easiest way to start this trend is to review the statistics but also take the time and read the story of each LODD. When you select a report to review with your firefighters take the time to learn:
- What was their name?
- What did they look like (put a name to the face)?
- Where did they work, how many years of service, etc.?
- What actions were they doing when the LODD occurred?
- What were the contributing causes to their death that you could apply to your department and operations?
- What can I do (skill, tip, technique, policy, etc.) to prevent this from occurring in my department, which would honor the memory and sacrifice of the fallen firefighter?
We know firefighters die in the line of duty driving to and from incidents, suffering cardiovascular incidents, and performing their jobs on the fireground amongst many other activities. Your goal is to match the problem or obstacle you are trying to overcome with the story of a fallen firefighter.
For example, if you are teaching new apparatus operators and want to stress the incredible responsibility with this position, pick one of the 17 firefighters who died in the line of duty in 2012 responding/returning to an incident. If you are discussing the importance of coordinated ventilation, discuss the LODD of Louis Matthews and Anthony Phillips of the DCFD at the Cherry Road, N.E. fire in 1999. The list is unfortunately vast and plentiful to choose from and each one deserves our recognition.
All the motivation you will need to make yourself, your fellow firefighters, and the future of your fire service, exists in the LODD reports. Learn their stories, share it with your firehouse family, and motivate them to prevent the LODD’s. When we can place a name and face to a cause we naturally rally together to prevent it from happening again. Make them real for the people, learn details of their lives to make more of an impression on the candidates. Saying that a certain firefighter adored only the best keychain knives, might be random but it makes the victim real in the eyes of the people. Take the LODD’s from being just statistics of catastrophic incidents that happen in a far away land and make that tragedy your motivation to help one person at a time and make that one person that firefighter that may be charging down the smoky hallway with you later tonight.
Posted by Blog, Combat Ready, fire-rescue-topics, firefighter-safety-health, firefighting-operations, in-the-line-of-duty, line-of-duty, RIT / Survival, Tips & Skills, Training Resources, training-development, training-fire-rescue-topics, Uncategorized | Posted on 05-02-2015| Posted in
Recently after reading a book called the Checklist Manifesto and Highest Duty. Our department development checklists for scenarios and incident types for the IC or the IC Aide to review and check while engaged in that incident. We have listed the current ones we have in our RESOURCES tab at the top of our webpage. We currently are constructing additional check sheets for Active Shooter, Tech Rescue, Confined Space Rescue and Marine Operations. Please feel to take these sheets and modify them to fit your department needs, building stock and staffing levels.
Posted by Blog, Uncategorized | Posted on 16-09-2014| Posted in
Leadership is a quality we seek and desire in every level of our trade. Most of us are fortunate to be exposed daily to leadership models through our mentors, books we read of leaders from all walks of life (military, religion, politics, etc.), and the challenges we face in our own lives. Inherently, the more inspired, driven, and dedicated individuals are, they typically seek and find more opportunities to reap the rewards of leadership lessons than their more passive counterparts. This does not mean that individuals who are more passive or who may not have access to mentorship should be admonished from leadership positions. Additionally, we cannot limit individuals who are unsure of how to seek out a mentor and now may feel unqualified to take on a leadership role. Lastly, individuals who may work with a micromanager who stifles his co-workers’ autonomy should not be denied entry to the leadership club because of their boss’s shortcomings.
As an aspiring leader, when you look at your organization, firehouse, shift, company, etc., what kind of leadership development do you see? Does your department reward only the hard workers and dedicated individuals with their time? Time is that one irreplaceable gift that cannot be taken back and has an endless value. If you give someone your time in the form of mentoring and teaching, that is eternal and will never be forgotten. On the other hand, perhaps you have timid & passive individuals, or those who have been conditioned that low performance is the standard, and are most likely given less time and opportunities to learn leadership lessons. Your department may operate as one of those listed, a combination of both, or just lacking a plan all together. The solution to this problem is the crux of the leadership question: Do you breed your leaders through an orientation process or a socialization process?
When I attended the West Point Leadership Course for public safety a few years ago we analyzed the foundation of this question. The orientation process is what we see occur most every day in the modern day fire service. An individual has the desire to move ahead in their career and advance to the next rank. The firefighter submits for the lieutenant’s exam and will receive a list of approved texts that will compose the forthcoming promotional exam. The list will most likely encompass all of his organizations’ personnel and operational manuals covering all of the necessary knowledge, skills, and abilities needed to achieve the next level of “leadership” to become an officer.
While it is necessary to evaluate one’s ability to recite proper handling of personnel issues and proper application of strategies and tactics, it is not the sole means of leadership development! I would liken this process to a person who reads a cookbook minutes before walking in to teach a cooking class. They can recite the proper ingredients and may even sound confident, but they do not know the trade as well as the seasoned chef. The level of mastery they will exhibit will be limited to their short-term memory of reciting what they just read. In the orientation process, we have provided the manuals that outline the skills and define the expectation that the individual will go execute them perfectly. This approach may work for some, but for most, it is a recipe for disaster given we have an expectation that this execution will occur in the toxic and chaotic environment known as our fireground.
A brand new fire officer will not arrive at his first house fire, stop in the front yard, retrieve his “house fire” manual from his pocket, review the correct tactics, and then communicate his orders (or at least we hope not!). The testing process and the development and implementation of manuals are all necessary tools to aid and evaluate our leaders. These documents are the infrastructure that builds the figurative out-of-bounds lines for our operations leaving the field of play yet they leave out one vitally important part of the leadership equation. WE LEAD PEOPLE! Not apparatus, hoselines, ladders, etc., etc. People must apply the strategies and tactics outlined and they are the most important assets we deploy on any fireground. They are irreplaceable and yearn to be led. So, how do we make this change in leadership development that can blend the needed foundation of knowledge with teaching how to lead people and exercise sound judgment? And what is that change called? In our next post, we will discuss the Socialization process for leadership development.
Posted by Blog, Combat Ready, command-leadership, firefighting-operations, Incident Command, Uncategorized | Posted on 01-08-2014| Posted in
Consistency, Visual Cues & Options
I’m a hose load junky, I said it. Every time I travel to another department, or see pictures on the internet I always look at how the hose is loaded. You can tell a lot from hose loads, if it’s neat and meticulous I tend to find the crews operate in a similar manor. There is one thing more important than how the load looks, it’s how it pulls. If given a chance I will often ask “how does this hose load work” and I’m surprised to find many crews have no idea. Either it’s “loaded by another crew” or “it just looks pretty”. Beyond how it physically deploys, or how it looks it only really “needs” to do one thing, deploy easily and effectively for the majority of the fires that crew will face. There is no room on the engine for “parade loads” that look good, or “convenience loads” that just get thrown on to get a rig back in service.
For my crew, and the types of fires my engine fights, the gold standard is at least 50 feet of working line. The working line needs to be placed in close proximity to the entry point, flaked out in a manner that it can be fed easily by our 3 person attack crew (plus MPO)…..and we have to be able to get it in service fast. We also need the ability to get that hose into place through and across neglected yards and to deal with houses converted to rear entrance duplexes or large garden style apartments in our first due. Finally we needed a way to make sure our 2.5 deployed just as smooth and met the same standards as our 1.75 line deployment. Much like any problem, we set down and came up with a list of goals and set about finding a solution. We didn’t have to “invent” a new way, we just needed to adapt those lessons learned from within and outside of our department and apply them. Two of the keys we found to success were “Consistency” amongst our hose loads, and the use of “visual cues”. I think no matter what kind of hose load you use incorporating these things into it can help your crews be better at getting that first line in place.
The consistency component seems the easiest; just load the hose the same way for both 1.75 and 2.5 lines. The reality is we will pull the 1.75 line the most often. Whether it’s training or at fires, the ratio of pulling the 1.75 vs. 2.5 is probably 10:1. Obviously we would like to pull the 2.5 more, but it’s not likely, and by loading the 1.75 and 2.5 the same way we compound our training. If I pull the 2.5 tomorrow the muscle memory takes over and I even though this may only be the 3rd time I’ve pulled it this month, it’s the exact same motions as the 30 times I pulled the 1.75 line and my comfort level should be the same. The difficulty with consistency between loads is can the different size hoses be loaded the same way on your rig, in our case that was a “maybe”. Our crews had relied on transverse mounted pre-connected 200 foot hand lines that made loading of 2.5 and 1.75 lines the same way difficult (it also limited our deployment options as discussed below). We did come up with a load that could be accomplished three wide (1.75) and two wide (2.5) and deployed the same way using the help of Visual Cues. We used these as a stop gap until our new rigs arrived that moved the deployment back to rear hose beds with static attack lines. With the rear static hose beds we are now able to load and deploy the lines identically.
Here you can see rear static hose bed with the 2.5 and 1.75 hoses loaded side by side in the same manner and visual cues laid out identically.
Visual cues became one of the biggest keys to the success of our hose deployment. We did not invent using visual cues to deploy our hose lines, we adapted it from places like Chief Dave McGrail’s highrise system. Basically we decided to mark the halfway points on our hose like we had with our highrise packs (paint or colored tape) and use those visual cues along with tails (a.k.a. loops) and the couplings to make sure our hose always deployed the same. By using the visual cues my crew can walk up at the start of the shift and in a glance know that the hose is loaded correctly and quickly deploy it, conversely they can take a quick look and know if they need to pull it off and reload the hose, there is no “I think it’s loaded ok”.
Here you can see the standard pre-connected load. The long tails on the right side of the stack indicate the “working bundle” of line, the single loop on the left side of the stack is the “drivers loop”. The nozzleman can easily see his bundle and throw it on his shoulder and take it to the fire as an intact 50 foot section. Also visible is the blue “half way” markers in the sections. When the nozzleman approaches he can drop the bundle at the door grab the half way mark and walk it back completing the stretch, he can also drop the bundle short and grab the nozzle and coupling walking it up if the stretch dictates. The “drivers loop” is the visual indicator for the MPO, Layout man, or if needed the nozzleman to grab and clear the remaining line in the hose bed with no wasted effort.
Here is the hose in the static beds, as you can see the nozzle and coupling are loaded at the end along with all the halfway points. Just like the pre-connected lines, the nozzleman knows exactly where his section of working line is. He can drop early and grab the nozzle and coupling walking up to the entry point; or he can drop at the entry point grab the halfway marks and walk it back.
I know that “options” and “consistency” seem a little contradictory but not in the context of this discussion. There are many different hose loads out there, and many are good…for one type of stretch. We wanted something that could be used on small single family residences, garden apartments, 3 story walk-ups, varying setbacks and diverse approaches; our answer was going back to the static rear hose beds. Now it doesn’t matter if the setback is short or long, or if the plug is before the residence or down the street. The nozzleman can take his bundle and head to the entry point and stretches his line; everything else is handled by the officer, layout man and MPO. If the set back is long the officer estimates the stretch and the needed line is pulled; if the plug is at the end of the street the MPO continues onto the plug to catch his hydrant once the bundle is pulled off the hose bed. Keeping the working line deployment simple can be important since often the Junior guy is on the nozzle where the officer can directly supervise. The positions that take care of the remaining hose (MPO, Officer, Layout) are typically more tenured and can overcome the small obstacles that increase the complexity of completing the stretch. The last option we built into our system was the ability to “stretch forward” or “stretch away”. We found if we set the hose up with the coupling and nozzle on the end as a visual indicator most of the time the nozzleman could lay his bundle down and grab the nozzle/coupling and walk up to the entry point for an effective stretch. Unfortunately some yards or apartments made it difficult to drop early and perform a forward type stretch. We overcame this by making sure all the halfway point visual indicators were lined up at the nozzle end as well. Now if the nozzle needs to be dropped at the entry point the halfway points are grabbed and walked straight back making for a virtually identical result.
Here you can see the same line stretched both ways. The straps on the left indicate the line was dropped at the entry point and “stretched away” and the picture on the right shows the bundle was dropped away from the entry point and “stretched forward”.
As you can see our deployment is a constant evolution, and through trial and error I feel we were able to meet our goals. Hopefully by sharing what we have found to other crews they can use similar methods to improve the deployment of their hoselines.
Posted by administration-leadership, Blog, Combat Ready, Engine Company, fire-rescue-topics, firefighting-operations, Testimonials, Tips & Skills, Training Resources, training-development, training-fire-rescue-topics, Uncategorized | Posted on 23-05-2014| Posted in
As with every class we teach, we urge all our students to read and study Line of Duty Death Reports. Please click on the link below to go to the report from the Texas State Fire Marshal’s Office.
Posted by Blog, Combat Ready, command-leadership, Commentary, in-the-line-of-duty, Incident Command, line-of-duty, rescues, RIT / Survival, Testimonials, Training Resources, training-development, Uncategorized | Posted on 21-05-2014| Posted in
At every teaching opportunity, I make it a point to spend plenty of time talking about risk assessment and risk management. For the sake of discussion lets focus strictly on fireground operations.
My concern is and continues to be a growing and unashamed trending towards total risk aversion. I have theorized that there are many reasons for the rapid expansion in “risk avoider” cliques, some of which includes: wanting to be “progressive” fire department, a desire to be a “great fire service leader”, an inability to manage your members, ineffective at making your point through discussion and dialogue with others equally as intelligent as you are, fear of what other “great fire service leaders” might think of you if you don’t join the club and last but not least an inability to strategically and logically think through all aspects of the complexities of fire suppression and fireground management. If you get where I am going, this list could go on forever.
To be clear, my issue is not with defensive operations my stance on that is clear. We must always operate in the correct strategy (Offensive or Defensive), 100% of the time, once a PROPER risk assessment is completed (which needs to occur throughout the incident not just at the beginning). My issue is that many have gotten caught up in the emotions of death and injuries, causing them to lose their abilities to detach themselves from the feelings; long enough to have a discussion(s) based on logic, contemplative thought, competing believes, debate and yes even science. Some are even being dishonest brokers, using emotional warfare as a tool to cover for an inability to manage people and organizations.
Example: If we cant enforce the policy for our drivers, to stop at every Stop Sign and red lights (as they MUST), while maintaining full control of the vehicle at the legal speed; or we have promoted people who cant or wont enforce policy, then it becomes much easier to simply coward under the auspice of “safety” by moving to all cold responses. That certainly is one way of gaining compliance and reducing injuries. Hey here is another thought:
• Train your drivers adequately
• Promote people who will enforce rules and regulations
• Validate compliance through the use of vehicle cameras and speed analysis
• Hold both driver and officer accountable for failing to follow policy, every person every time
• Conduct annual drivers license checks
Oh Schultzy, we can’t do that, it’s much easier to just avoid accidents all together. Ok then lets just be honest with the public and tell them we are going to send a FD vehicle (preferably an electric vehicle so we avoid toxic emissions) with one person, for every 911 call, to make sure it is in fact an emergency, then and only then are we willing to out our people at risk by allowing them to all come together on the fire truck. Let me know how that works out for you will you?
If we can’t get compliance from firefighters and fire officers to follow standard operating procedures on the fireground or our people are incapable of executing core basic skills without getting themselves hurt or killed; or if our Company Officers and Incident Commanders lack the ability to do a proper risk assessment, then lets just stop letting them go inside burning buildings. Hey, here’s another thought:
• Develop a comprehensive set of SOG’s
• Train your people on them and test them to make sure they know them
• Make them aware of the consequences for not following them (I know, I’m just mean like that)
• Hire capable thinking firefighters
• Once again, promote Officers who can enforce policy
• Make your people train every day
• Test them on core capability
• Confront fireground problems, each and every one of them, every single time.
• HOLD PEOPLE ACCOUNTABLE
There you go again Schultzy. I know, it was a momentary lapse in judgment. I was exhausted after a tough day at work (maybe I should stop working, its dangerous to think while your tired). It’s much simpler to just avoid the possibility of injury all together. Hey I’m ok with that if you’re honest and upfront about saying so. Not just in a blog, but to the public as well. Lets remove the part of our organizational mission statement, where we regurgitate our commitment to “protecting property” and just tell people, this is what we will do for you. If your house catches on fire and if you can guarantee us (with 100% certainty) that your family member(s) is still inside of your burning home, then and only then, will we expose our people to risk. If not, we are likely not to enter your home. The good news is we will work hard to extinguish the fire, by depositing thousands of gallons of water, through your roof until either the fire goes out or the water reaches the roofline, which ever comes first. Don’t forget; let me know how that works out for you.
I was recently reading a Forbes Magazine article on the 10 most dangerous jobs. You know which job doesn’t make the list? Well these did:
• Fisherman/Fisherwoman – I think we can all agree, it is senseless for people to die so we can eat seafood. I know an easy fix, criminalize fishing.
• Logging Workers – Is it ok for someone to be killed so we can have a new home or so our kids can do homework? Absolutely not, lets stop all logging activities and simply wait for the trees to fall down on their own. Oh wait, better not, at the rate we burn homes down, it creates supply and demand.
• Aircraft Pilots – Really? Allowing someone to lose his/her life just so you can vacation? I think not. Get those planes out-of-the-air immediately. Unless we need them to run water drops on that next Warehouse fire.
• Refuse Workers – How would we ever justify telling a child that their Dad died while picking up our trash. No more thrash collection. From here on out everyone has to burn his or her own trash. P.S. don’t burn to close to the house. The house may catch on fire and there wont be any planes to do air-drops, refuse workers to pick up the debris, loggers to cut wood for the new house or any seafood available to celebrate after you move in to your brand new home.
I hope you get the point. Using fear as a tactic to disguise an inability to think critically or to manage properly is just as ridicules as the ideas above. Its time to get serious, engage in dialogue, discussion and debate in a logical and professional manner and really figure out how we can do this most noble work in a manner that is both safe and effective.
Posted by administration-leadership, Blog, Combat Ready, command-leadership, Commentary, fire-rescue-topics, firefighting-operations, fires, Testimonials, Uncategorized | Posted on 26-03-2014| Posted in
I was on the Internet this morning and saw this picture posted on Facebook. It was bad enough that someone posted it, but the number of likes was even more disturbing. I will preface the rest of this blog with that I AM A REFORMED FIREFIGHTER. I was not always Combat Ready and I used many excuses to justify to myself my BAD habits and complacency.
None of those excuses were valid and they were just my attempt to place the blame on inanimate objects and conditions. To change my ways and to make me a better firefighter took a good company officer, someone to ensure that I was fully protected when entering our incident scenes, regardless if we had fire and smoke conditions presented upon arrival. That same company officer would make sure the company would be at the top of their game every run. This covered from the preparation put into the call even before it happened, preparing us for that incident through developed good habits on every call and anticipating that every sparking outlet or odor of smoke was a real fire.
No Internet site or picture should encourage our firefighters to not be fully prepared for each incident, and even worse not taking FULL advantage of the state of the art Personal Protective Ensemble that is afforded to today’s firefighters. The duty of the Company Officer or the person riding the right front seat is to champion the Combat Ready attitude and the donning of all PPE.
Do the right thing even when no one is watching, or in this case when someone important is not on the scene.