"training the boots on the gROUND... how to train the boots on the ground."
Welcome to Firefighter FTO
What we teach:
We believe the root of success for this program is MENTORSHIP...
Chief officers and administrators need to fully appreciate the positive (or negative) long-term impacts of putting personnel in leadership roles, starting with Field Training Officers (FTOs).
Likewise, the FTO must understand his or her role. Being an FTO should be recognized as a prestigious role with the direct ability to shape the future of organizations. We like to call them "gatekeepers." They must understand the mission – administration's long-term strategic vision for the culture and operational capacities of the department.
The root of success for this program is buying-in to a culture of mentorship.
A one-size-fits-all approach to the new hire is NOT the best approach anymore. It also means appreciating their role in shaping the culture of their department. The fire and EMS world has evolved. The way we train new employees must evolve with it!
You've already hired the best candidate. What comes next is critical and often overlooked: HOW TO TRAIN and OBJECTIVELY MEASURE the new hire In-House, molding the future generation into the best for your agency and your community.
Our class:
This course is rapidly sweeping through Michigan and moving into other states.
The ethics of our instructor firefighters and medics cannot and will not be compromised by pushing out yet another training to just “check the box,” nor will we phone it in to make a quick buck.
That's why our course is NOT just a foundation for an expensive, long-term subscription program. Instead, we give you everything you need to establish your own quality field training program.
Please note this is not an exhaustive list of the topics we cover, and our course is constantly being updated based on peer reviews.
Day 1 – THE FTO AS MENTOR:
• Roles, responsibilities, attitudes and skills of the field training officer
• Adult learning tips and tricks
• Evaluation, selection, and meeting needs of new hires
• Ensuring readiness without lowering standards
• Normalization of deviance.
• Protecting the new hire from "table talk"
Day 2 – AVOIDING LEGAL DUMPSTER FIRES:
• Risk management
• Potential liability for both individual field trainers and municipalities
• Labor issues
• Introduction to the standardized evaluation model
Day 3 – PUTTING IT ALL TOGETHER:
• Hands-on with the evaluation model
• Address concerns unique to your agencies
• Learn how to implement this evaluation program within your own agency
• Ideas for drafting complimentary policies and procedures