Introduction
Those interested in pursuing a career in firefighting are faced with many options when it comes to selecting a department to apply to. Attaining a career with Columbus Fire is often a goal of students in Central Ohio, and for good reason.
Problem
The Columbus Division of Fire is a large organization that hires candidates using a standard civil service hiring process every two years (unless there is not a need). This means that if the city has enough employees at the end of the two-year cycle to continue operations they can opt to forgo a testing process until it is needed. (City of Columbus)
By nature, the civil service hiring process gives no preference to candidates who have received training in their prospective field. No matter what a candidate’s level of fire training, they will be required, upon hire, to attend the Ohio Fire Academy to obtain (or re-obtain) their 240-hour State Of Ohio firefighting certification. This means that fire science students aspiring to join CFD will duplicate their efforts. With over 6,000 applicants in 2011 the odds of obtaining a position at CFD seem slim. The odds of obtaining a position at Columbus Fire might seem unrealistic to some, but I believe that my research will show that there are plenty of reasons why so many people want to work for Columbus Fire.
Purpose and Scope
The purpose of this report is to evaluate The Columbus Division of Fire as a potential employer for Columbus State fire science students.
In this report I will focus on desirable traits the Columbus Division of fire are looking for, as well as the City’s hiring process, training requirements, offered benefits, probationary period, promotional opportunities, and departmental structure. I will also...
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...will continue to rise, and the department’s heavy run volume shows that the need for firefighters will only grow with the city. This makes The Columbus Division of Fire an extraordinary employer for Columbus State Fire Science students.
Works Cited
"City of Columbus." Columbus Firefighter ~ Fire Selection Process. Columbus Division of Fire, n.d. Web. 02 Apr. 2014.
Hall, William T. "Phone Interview With William T. Hall." Telephone interview. 05 Mar. 2014.
"HISTORY Stations No.2 & No.3." Columbusfirestation2. Columbus Fire Station 2, n.d. Web. 10 Feb. 2014.
"OhioFirefighters.com - Columbus Fire Department Station and Apparatus Information." OhioFirefighters.com - Columbus Fire Department Station and Apparatus Information. Ohio Firefighters, n.d. Web. 15 Mar. 2014.
Ulry, Dylan. Personal interview. 06 Mar. 2014.
Vajm, Dassy L. E-mail interview. 10 Apr. 2014.
One of the deadliest nightclub fires in United States history occurred on May 28, 1977, a busy Memorial Day weekend in the suburbs of Cincinnati. The Beverly Hills Supper Club was a popular nightclub located in Southgate, Campbell County, Kentucky in the greater Cincinnati area. It was located on a hill less than 1000 ft. from the highway on seventeen acres of land just three miles from downtown Cincinnati (Beverly Hills Supper Club Fire D-1). It has since become a case study for its numerous code violations and the behavior of the fire from ignition to building collapse. While there is no one contributing factor to the significant loss of life at this facility, a study of the building’s history, the sequence of the fire’s progression, and an analysis of the fire’s chemistry can provide some valuable lessons to the future firefighter.
“Sanborn Fire Insurance Maps 1867- 1970, Ohio.” Dayton Metro Library. Libraries Connect Ohio, no date. Web. 14 March 2012.
An effective mission statement at a fire department can be incredibly influential on the morale of the personnel—which as a result, can dramatically improve the performance of personnel when put into practice. Furthermore, because of the importance of a fire department’s mission statement, there should be a considerable amount of thought put into the drafting of one; and one of the most vital parts of an effective mission statement is to make sure that it can be put into practice. With that being said, the mission statement at my fire department is “One Team, One Group, One Fight”.
NFPA. "Fire Investigator." In Principles and Practice to NFPA 921 and 1033, 16-19. Jones and Bartlett Learning, 2012.
Mental health in the fire service is an upcoming problem, but has been occurring for years without firefighters even knowing it. Specifically post-traumatic stress disorder known as PTSD and firefighter suicides are the main issues that have a large impact in the fire service. This outline will lay out the main points that are a result, impact, or other subjects in relation to the two main issues above. Firefighter deaths are rising rapidly, members of the fire service need to be educated on PTSD and suicide to provide treatment before another devastating event occurs in result of the issues effects.
So you are a new recruit/rookie/probies. Well then congrats on your achievement of completing the fire academy training. Remember everyone was once in your shoes. When you are hired on to a department. The people of that department, you could be serving with for maybe 10 or more years. To help prepare you for your career in the fire service here is ten thing you must know.
The Web. 9 Apr. 2014. The 'Standard' of the 'Standard'. Green, James. A.
The Web. 21 Mar. 2014. The 'Standard' of the 'Standard'.
I started this process by pursuing an EMT certification at GTCC. I continued my post-secondary education by attaining an associate degree from Durham Tech and a bachelor’s degree from Fayetteville State. I am currently pursuing a master’s degree at The University of North Carolina at Pembroke for public administration. Along with the formal degree’s I have attained multiple certifications. Certifications and awards such as certified fire/arson investigator, fire inspector 3, fire and life safety 3, NC advance firefighter certification, and a written statement from Chief Code Consultant Dan Austin stating his impressiveness with my understanding of the fire code and the leadership displayed within my division are only a few. In preparation for this position, I began taking fire inspector courses while serving in the suppression division as this was not a whim decision. I was then interviewed and brought in the fire prevention bureau where I earned my level 2 and 3 fire inspector certification. After a year in the division, I was offered the opportunity to assume the role of fire marshal. As this was a goal of mine, I had already begun preparing as I described before and increased my reading of NFPA documents and other material pertaining to fire prevention. In the year leading up to this opportunity I was mentored by Deputy Chief Fire Marshal Mike Willets, Captain Stuart Cozort and Captain Bud Catoe who exposed me to fire inspections, public education and the role of fire marshal and its many facets. Each of the men that I mentioned previously instilled a quality within me or refined one that I possessed to make me a better person and employee. Chief Willets taught me to slow-down and question things that one would easily assume. Captain Cozort taught me to analyze issues in the field and how to apply the code in a practical manner. Captain Catoe taught me the skill of networking. In an attempt to highlight what I meant
Fire Department City Of New York Annual Report 2012/2013. Rep. New York: FDNY, 2013. Print.
This is a loaded question and could have many different answers. The yes or no answer simply is not sufficient enough of a response. The answer to this question is more so, that all fire department employees that pass the probationary period are salvageable and an asset to the department. Part of the reason I specify that an employee must pass the probationary period is because it is this period during the hiring process that is the last step before a prospective employee becomes an employee of the department. The hiring process much like many other processes is designed to weed through those individuals that are not the right fit for the department. Through the process the department filters out those individuals whom would possibly fail to
So the question arises once more, what are the issues women firefighters face today? It is an easy question to answer as the issues are the same as they have been for the past 30-plus years that women have been trying to serve in one of the oldest and most dangerous professions. Imagine a job where prejudice and harassment is a frequent complaint, you don't have your own changing rooms or toilets, and, to top it all, your life is constantly put at risk.
Since the beginning of the fire service hundreds of years ago, this profession is usually thought of being a male dominate. Since then there has been a large number of females who have been interested and wanting to become a part of this family, as a result of the male domination, a large group has failed due to discrimination from co-workers or management personnel. Furthermore, the laws that have been put into place have helped women become a part of the fire service profession.
Okray, Randy, and Thomas Lubnau. Crew Resource Management for the Fire Service. Tulsa, OK: PennWell, 2004. Print.
Ultimately, the number of fire-related deaths and accidents in the colleges continue to drop and with more effort, it is possible to effectively educate the students so that they can live in fire-safe environments.