SageVigiles

Can you include a link to the actual article?

I can't speak to Putnam, since its been a long time since I listened to them regularly, but in most places I've listened to the radio is only busy because of a lack of radio discipline. People assume that it would be easier to just buy a "better" (read: more expensive and complex) system than to properly train their personnel on how to use (or, more importantly, NOT use) the radio and then hold them accountable for their actions like we would any other piece of equipment. Its not easier, the system 9 times out of 10 isn't "better," and you're just going to spend a ton of money on something you don't really need just because Motorola or whoever says they can fix your problem for you. If you're lucky. And that goes for Police, Fire and EMS, paid and volunteer. Its a universal problem. Too much talking, not enough communication. What cracks me up are the departments that, during the past year or so, have developed (and enforced) strict social media policies for their members but haven't updated or enforced a radio communications SOP in years. Priorities. As to my department and the narrowbanding, we got a FEMA grant citywide to replace every mobile and portable for narrowbanding, a huge nut of money, we'll see if it works. If not, I know our low-band portables still do.

Rest in Peace Brother

If it has 16 hours you're good, it just cannot be LESS than 16 hours. That's just the minimum required by OSHA. OSHA only requires Technician to be 24 hours, but most state's OSHA-Technician course is 40 hours. Even that is too short. During my EPA/OSHA Tech course, I learned just about enough to get myself killed. I had to go out and actively pursue extra training to make myself ready for an actual tech-level response. In CT the NFPA 472 Technician course is like 180 hours, which is damned near impossible even for most career departments in the state. As a result, Connecticut now offers a full certification to Operational Level for HAZMAT/WMD Mission Specific Competencies under NFPA 472. I'm not sure how many hours it is, but I'm pretty sure its above 40. They're going to roll out a new, shorter Technician program that reflects some of the skills that have been moved down to the Operational Level. The problem is that CT doesn't require a refresher to keep your 472 Ops certification the way they do the 472 Tech one, so I've heard some departments saying "Great, lets certify our guys to the new Ops, then we won't have to do annual refreshers." Those departments are wrong. NFPA may not require refreshers, but OSHA does. And last I checked NFPA doesn't send investigators up your 4th point of contact after an LODD or LODI, whereas OSHA will. Its really confusing and they're working out the kinks still, but I think its a step in the right direction if its managed correctly.

Rest in Peace Major. Thank you for your service. Godspeed.

How come every time a career department is in danger of layoffs somebody has to open their mouths spouting ridiculous nonsense about volunteers taking over? We just went through this in CT with the New London layoffs. Some jackwagon decided it would be good to write a letter to the editor of the local newspaper suggesting that volunteers be brought in to help alleviate some of the financial strain. A lot of people took him seriously because they assumed this idiot knew what he was talking about because he identified himself as a firefighter in the article. This stuff pisses me off. For everybody out there trying to improve career-volunteer relations, all it takes is a couple guys with their craniums inserted into their 4th point of contact to ruin it and brand all volunteers as scabs. When my district was threatening to layoff some of our career personnel, we as the volunteers banded together to help our Brothers. If your sandbox isn't big enough for you, go find another one, or advocate consolidation with another volunteer department, but don't suggest laying off hardworking career firefighters and replacing them with volunteers. That's just ridiculous. People don't forget that kind of statement. Anyone with an attitude like the one illustrated in the above comment give credence to the TINY minority of career firefighters who believe all volunteers are out to steal their jobs. YFD guys, please note this asinine comment does not represent all of us. Most of us stand behind you and hope all this layoff BS gets fixed and you can go back to full staffing.

Why don't they offer it at the end of every class? Is it a cost issue?

That's certainly good news for now, hopefully it sticks.

I was browsing the ProBoard website since I'm waiting for my Fire 2 Cert to be posted and I was looking at the page for Accredited Agencies. http://www.theproboa...ies/newyork.htm Currently New York OFPC is eligible to certify the following: Firefight Airport Firefighter Rescue Technician Fire Officer Fire Inspector Fire Investigator Public Fire Educator Fire Instructor HAZMAT FD Safety Officer Those get broken down into levels on the page, I'm not going to list them all. Do most agencies in NY certify to ProBoard, or just certain ones? I know in CT its not technically "required" by law, but its the generally accepted standard and I can't name too many departments that don't. Just curious.

I'll send you a PM.

I've said it a bunch of times on this site, but I'll say it again. These programs work. With all the staffing shortages in volunteer departments these days its almost a no-brainer to use your local college students. You can get 1 (or sometimes 2) FULLY staffed engines for 6-8 hours a day. All you have to do is give them some training, a day room and some equipment, maybe supply them with some qualified drivers if you don't want them operating the trucks. I know with the success of the West Haven and Wallingford programs, a few other departments in our area are taking a look at setting up live-in or day shift programs with UNH Fire Science students. And Chris is right, TONS of kids who go through these programs end up getting picked up by career departments. Why? Because they showed some initiative and because they already know what its like to live and work in a firehouse.

Get Allstate, and be better protected from mayhem... like this.

Great shots, I wish I knew that was you! That's me in the "All in good fun" shot and the second "random shots" one. The wetdown was a great time, nothing like a nice water fight on a day like today.

No, he means a different one.

Cannot wait to see the pictures. It was a great time!

Well played sir.

My department put in for an AFG grant for turnout gear this year. I have new members joining all the time but our annual budget from the District is only $4,500.00. Subtract building and apparatus maintenance, insurance, etc and there isn't a whole lot left to have a meaningful turnout gear replacement program. And given that we're in a pretty urban neighborhood with mostly low-income housing, our fundraising efforts leave a lot to be desired. For some of us AFG is the only shot we have.

Looks like a good program. We're having luck with ours in West Haven as well, though we only accept UNH students so far. I don't know too many Yalies looking to fight fires...

Not New Hampshire, the other UNH, New Haven... haha. But that's still very good advice nonetheless.

Unfortunately Jack our bylaws are mum on the subject. I'm currently updating them as part of a committee, but the last time someone tried a bylaw change like that, all the old timers came out and voted against it. I'm considering asking for an SOP or something that will not have to come to a vote but still carries weight, especially if it comes from the Chief's office.

Link to original IA: http://www.emtbravo....896#entry268896 New York has issued a 15 Mile Shelter-In-Place for this incident as a result of the possible HAZMAT releases. The facility handles a lot of PCBs, hence the concern. Litchfield County, CT is 20 miles from the incident site (and likely downwind,) so Governor Malloy has partially activated the State Emergency Operations Center at the Hartford Armory. The following Connecticut agencies are monitoring the incident from there: -Dept. of Emergency Services and Public Protection (DESPP) -Division of Emergency Management and Homeland Security (DEMHS) -Division of State Police -Commission on Fire Prevention and Control (State Fire Coordinators) -Dept. of Energy and Environmental Protection -Dept. of Public Health -Dept. of Transportation -Military Department I don't believe that Region 5 HAZMAT (Northwest CT) has been activated at this time, but some unmarked CT assets have been spotted headed out that way under CSP escort. Nasty stuff, definitely one of those incidents where documentation is important, the long term effects of a fire like this can be terrible.

Definitely true, between my OEM job and the HAZMAT Team I keep a "go kit" in my car and another by the front door of my apartment in case I am going to get sent in for a few days. Extra BDUs, an old pair of boots as a backup, SOCKS, a few MREs, toiletries, a towel,

That quote may end up getting hung up on my locker.

I've been facing a problem with one of my departments and talking to a lot of my fellow UNH graduates, apparently I'm not the only one. So hopefully this thread helps someone other than me. I am a relatively new Lieutenant (it will be a year in November) in a volunteer company that has been somewhat stagnant in growth and activity over a period of years. We also have a small career department as well. Myself and several "younger" (college age) members have been talking and reviewing what goes on in our station. We have no regular training schedule to speak of and many of the "senior" guys are content to continue with the status quo. At best, this is a real annoyance to some of the younger members who want to come to the firehouse to learn and expect the senior guys to teach them. At worst, its downright dangerous. I have members who haven't thrown a ladder or humped a line in YEARS on the drillground that come out of the woodwork for structure fires and the other "hero" calls. The career side is usually MORE than willing to help us train, and the younger guys participate when they can, but I still can't motivate the more senior people to get out and set the example, and I know this will lead to a sizable rift within the company's culture between the younger "gung-ho" guys and the less motivated senior people. Unfortunately due to bylaw provisions most of those younger guys are also unable to run for Line Officer positions to change things in a dramatic way. A few of us are taking some initiative and going to take our Fire Instructor to be able to offer some more formal training in addition to the impromptu drill schedule we've set up, but I'm the first to admit that even after 5 years as an interior firefighter, there's a TON of stuff I don't know and am not comfortable teaching. I can get guest instructors if I need them, but it still doesn't help the problem of getting the senior personnel to the drills. Anybody have any advice on how to motivate my guys and maybe start steering the culture of the company in a different direction? Anything would be appreciated.