Fire and EMS meeting

I too watched the meeting and saw that members of the commission essentially do not want strict operating procedures but, in fact, “guidelines” so they can allow flexibility and discretion.

Another opined that maybe there was some confusion on the part of the public or BOS between Human Resource “rules” and operational procedures.

For me, it comes down to this. How do you deal with issues such as “freelancing” ?

I would think – that only the folks in positions of authority would have flexibility and discretion but the subordinates would, in fact, have to operate according to standard operating procedures and not guidelines and if they thought a non-standard approach was needed – to obtain permission first.

but did the Commission members actually read the State Report (which echoed the same theme from the 1999 Report)?

to me – it was almost as if they had not read the report and were establishing a counter position to it and the BOS (and the public) expectations.

From the Report: ( page 20 ):

” Adherence to Established Standard Operating Procedures (SOPs)

Standard operating procedures (SOPs) should be established to coordinate service delivery
throughout the County regardless of fire/rescue company affiliation. According to the National Fire Protection Association (NFPA), a standard operating procedure is “an organizational directive that establishes a standard course of action.” Thus, SOPs are written guidelines that explain what is expected and required of fire service personnel in performing their jobs.

Although a system of SOPs presently exists in Spotsylvania, not all agencies and its members strictly follow these procedures. It is imperative that all members thoroughly understand their responsibilities and expectations.

Recommendations:

 With the coordination and collaboration of leadership from all agencies, the County
should review and update its SOPs.

 Organizational leadership should perform an objective evaluation of internal factors
affecting the existing SOPs to ensure future compliance.

‐ Without proper implementation, the new SOPs may continue to be ineffective,
unused, or unsafe. Therefore, implementation planning should be a key
component of the County’s approach to revising its SOPs.

‐ The County should increase its education and exposure about these procedures
to fire and rescue personnel to ensure compliance.

‐ Organizations that lack SOPs are increasingly vulnerable to accidents, lawsuits,
unnecessary costs, personnel problems, and damage to their professional image.

 As part of the implementation process, the County should establish a mechanism to
monitor job performance and ensure that personnel strictly comply with the new SOPs”

I’m sorry to say.. what I observed in the meeting was a clear reluctance on the part of some to do this and in fact, some resistance.

It looks to me that personnel changes are going to be required because this has gone on now for a decade or more and some of the same people are involved and show no more inclination to change than ever.

Sometimes… when institution itself is moribund and operates as if it is autonomous – it has to be dismantled and rebuilt.

I’m not advocating that but it’s starting to look like we’re at a brick wall in terms of moving the system to a better place than it is now.