I NTEGRITY -H ONESTY -F AIRNESS -P ROFESSIONALISM O RANGE C OUNTY F IRE R ESCUE - A SSESSMENT Orange...
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Transcript of I NTEGRITY -H ONESTY -F AIRNESS -P ROFESSIONALISM O RANGE C OUNTY F IRE R ESCUE - A SSESSMENT Orange...
INTEGRITY-HONESTY-FAIRNESS-PROFESSIONALISM
ORANGE COUNTY FIRE RESCUE - ASSESSMENT
Orange County GovernmentBoard of County CommissionersMeetingMay 14, 2013
PRESENTATION AGENDA
• Background• Divisional Assessments
- Issue Statements- Action Statements- Expected Outcome
• Departmental Initiatives• Questions
- 41 Fire Stations- Responded to over 93,000 calls in FY12- Over 54,000 EMS Transports- 1158 Employees- 4th Largest Fire Department in Florida
QUICK FACTS
• Miami – Dade (1)• Jacksonville (2)• Palm Beach County (3)
BENCHMARK DEPARTMENTS
Department
# of Stations
UniformPersonnel
Service Area
Population Served
Total BudgetRounded to Nearest Mil.
Cost PerCapita
City ofOrlando
17 499 110 237,000 90,000,000 $380.00
City of Jacksonville
62 1200 840 900,000 174,000,000
$193.00
Palm BeachCounty
49 1490 1822 864,528 348,000,000
$403.00
Miami-DadeCounty
69 2100 1883 1,802,056 369,873,000
$205.00
Orange County
41 1000 780 800,491 155,233,332
$194.00
• Fiscal Management
‒ Financial Analysis‒ Accounts
Receivable‒ Accounts Payable‒ Procurement‒ Revenue
ADMINISTRATION
• Employee Services‒ Professional
Standards‒ Career Planning‒ Recruitment/Testing
• Safety‒ Emergency Scene
Safety‒ Health and Wellness‒ Life Safety
(Community Risk Reduction)
‒ Public Information Office
Fiscal ManagementIssue – The declining revenues that support Fire Rescue Services, if not addressed, will result in:• Reduced standard of care• Increased response times• Increased property damage, injury, and death
Action – Seek out operational efficiencies while focusing on areas that will enhance service delivery, diversification of revenues, enhancement of existing revenue
Expected Outcome – An effective and efficient service delivery model, a diverse stable revenue stream that will better withstand economic fluctuations, a better alignment between fees and cost of service
ADMINISTRATION
Employee ServicesIssue – A continued organizational focus on diversity must be maintained, in order to:• Build upon past success• Maintain benefits gained from inclusion of various
segments of our community• Continuously overcome challenges in recruiting qualified
under represented members of the community• Assure organizational understanding of our diverse
evolving community
Action – Seek out results oriented recruitment and promotional processes that will assure equal access and opportunity
Expected Outcome – A well qualified highly professional workforce reflective of and responsive to the community we serve
ADMINISTRATION
ADMINISTRATION
Nationally – Women in the fire service equal 2% of the total population. OCFR – Women equal 10% of the work force
66%
19%13% 1% 1%
Population :Certified Personnel
White Hispanic Black Asian Other
• Emergency Response
‒ Structure Fire‒ Wild land Fire‒ Motor Vehicle
Accident‒ Advanced Life
Support‒ Basic Life Support
OPERATIONS
• Emergency Medical‒ Medical Support‒ Quality
Assurance/Quality Improvement
‒ Reporting/Billing‒ Hospital Liaison
• Special Operations‒ Hazardous Materials‒ High Angle Rescue‒ Confined Space
Rescue‒ Urban Search and
Rescue‒ Dive Rescue
Deployment of Resources
Issue - The current emergency deployment model, if not addressed, will result in:• A misalignment of resources versus needs• Delayed response• Increased damage to properties and/or wasted
resources
Action - Conduct a critical task analysis in order to match the appropriate resources to hazard and/or risk by property type.
Expected Outcome - OCFR will establish deployment models based on critical fire ground tasking by property risk types i.e. moderate residential, high-rise, commercial and industrial occupancies.
OPERATIONS
OPERATIONS
High ProbabilityLow Consequence
Moderate Risk
High ProbabilityHigh
Consequence
Maximum Risk
Low Isolated Risk
Low ProbabilityLow Consequence
HighSpecial Risk
Low ProbabilityHigh
Consequence
Distribution
Co
nc
entr
ati
on
PR
OB
AB
ILIT
Y
CONSEQUENCES
• Dispatch Center- Call-taking- Emergency Medical
Dispatch- Pre-arrival
instructions- Emergency
dispatch/ scene support
COMMUNICATIONS
- Telecommunications- EMD Quality
Assurance/Quality Improvement
- Computer Aided Dispatch
- Research & Planning
Communications
Issue: The processing of emergency calls for service is a critical link in the mitigation of emergencies, if not regularly measured may result in:• Delayed response• Decreased survivability • Increased property damage
Action: Assessment of current call processing procedure and development of a pre-alert dispatching system.
Expected Outcome: Improvement in overall response time and increased capacity with the use of existing resources.
COMMUNICATIONS
COMMUNICATIONS
COMMUNICATIONS
• Response Time Reduction InitiativeIncludes All Incident Calls
11/30/12 03/25/13• Alarm Handling 1:29 0:29
• Total Response Time 10:41 09:48
• Total Response Reduction Time is :53
“Seconds Save Lives”
COMMUNICATIONS
• Plans\Code Compliance• Building Plans Review• New Development Review• Code Development Review• Fire Protection Plan Review
OFFICE OF THE FIRE MARSHAL
• Fire Inspections• Fire Safety Inspections• Operational Permit
Inspections• Code Compliance Inspections• Childcare facility Inspections
Issue: Plans processing, inspection, and issuance of permits must be handled in a timely, accurate manner, and if not addressed will result in:
• Lack of confidence within the building community• Missed economic development opportunities• Increased taxpayer burden in order to maintain existing level
of service
Action: Assessment of current practices and procedures.
Expected Outcome: Improved overall plan processing, permit issuance to final approval time and increased customer satisfaction\confidence
OFFICE OF THE FIRE MARSHAL
TRAINING• Incumbent Training
‒ Continuing Education‒ Re-certification‒ New equipment‒ Policy and Procedures‒ Command School‒ Lieutenants Academy‒ Battalion Chiefs
Academy• Specialty Training‒ Trench Rescue‒ Building Collapse‒ Rope Rescue‒ Confined Space‒ Vehicle Machinery
Rescue‒ Hazardous Materials‒ Dive Rescue
• Medical Training‒ Advanced Cardiac Life
Support‒ Pediatric ALS‒ Protocol & Procedures‒ New Equipment‒ Continuing Education
• Recruit Training‒ Basic Fire Response‒ Vehicle Extrication‒ Incident Command‒ Standard Operating
Procedures‒ Probationary
Assessments
Issue: The lack of a comprehensive professional development program couple with increased industry and community expectations, if not addressed will result in:
• Increased liability to the Department/County• A mismatch between existing skill sets and expectations• A gap between needs and available future leaders
Action: Development of a comprehensive training and development program.
Expected Outcome: A professional development system that fulfills expectations across all ranks, enhances customer service levels, and provides a ready cadre of future leaders.
TRAINING
TRAINING
4. Promotion Prep
1. TechnicalPosition
Competency
2. Formal Training
3. Leadership Training/ Performance Counseling
by Supervisor (OJT)
Fire FighterFire Fighter IIEMT- B, PIncident Command
EngineerDriver/Pump OpsParamedicCollege Credits
LieutenantFire Officer IFire Service Inst.Associates
Captain/Battalion ChiefFire Officer II, IIIBachelors DegreeNFA Executive Officer
Assist, Division, Deputy ChiefMasters DegreeExecutive Fire Officer
Professional Development Life Cycle
Issue: The lack of a modern sustainable fire service training center within Orange County, if not addressed will result in:
• Increased cost to deliver mandated training• Decreased ability to meet the demand and community
expectation• Possible increased liability
Action: Conduct a regional needs assessment and formulate training center strategic development plan
Expected Outcome: A training center strategic development plan that identifies potential partners, users, and identifies needed infrastructure to meet current and future needs of the OCFRD.
TRAINING
LOGISTICS• Facilities
‒ Project Management‒ Fire Station Design‒ Facility Upgrades‒ Facility Repairs‒ Facility Location
Planning
• Supply/Equipment‒ Personnel Protective
Equipment‒ PPE Testing & Repair‒ Station Supplies‒ Medical Supplies‒ Uniforms‒ Emergency Apparatus
Supplies
• Vehicle Support‒ Preventative
Maintenance‒ Fire Apparatus Repair‒ Aerial Apparatus Repair‒ Vehicle Testing‒ Apparatus Specification
Issue: Aging departmental infrastructure, increased demand for service, and community development, if not addressed will result in:
• Increased vehicle repair time• Increased vehicle maintenance cost• Increased station repair and maintenance costs• Increased response time, property damage, death, and
disability
Action: Conduct a infrastructure needs assessment.
Expected Outcome: An infrastructure replacement plan that considers non-traditional options that will allow the department to provide for service demands in the most fiscally responsible manner.
LOGISTICS
• Station/Facility visits• Critical Incident Notifications• Orange County Community Bridge • Insurance Services Office – Resurvey Program • Departmental Leadership Program – Point of the Spear• Career Development Manual• Benchmarking Study• Dive Training Program• Lessons Learned Database• Oath of Office for Officers• Departmental Reorganization• Managing for Results
DEPARTMENTAL INITIATIVES
Questions
Orange County Community Bridge Program
• Partnership between United Way and OCFR
• Designed to bridge the gap between citizens and available community resources
• Fire Rescue personnel can be the bridge that makes a difference in the life of a person or family in need
Point of the Spear
“Somehow the subjects touched on all aspects of our jobs. From the situations we deal with to how to handle them, it was on target 100%! I have learned and grown so much in 1 week.”
Point of the Spear
“This course taught me how to use leadership tools to be more effective as a leader and as a subordinate.”
Point of the Spear
“I have been in the fire service for 30 years. This will enhance my ability to grow better people and better leaders.”
Point of the Spear
“One thing our organization lacks when it promotes people, is teaching those new leaders the skills to be successful. This class is a great learning tool to prepare new leaders and build teamwork.”