Operations

Even though the fire protection MSBU was now providing the funds needed to operate the volunteer fire departments and provide for needed capital expenditures, significant operational problems began to emerge. Lack of countywide organizational structure, low staffing levels, unstandardized training, and the inability of volunteer fire departments to deliver adequate fire prevention programs were now the main problems facing Escambia County’s fire service.

In 1995, a second Blue Ribbon Task Force was formed to review the capabilities and operations of Escambia County’s volunteer fire departments. After compiling available data and conducting numerous interviews, the task force reported their findings to the Escambia County Board of County Commissioners and made recommendations for improving the level of fire service protection in the County.

While many differing problems were identified in the 1995 report, many recommendations centered around a single common need; career fire fighting personnel. Service level demands and expectations placed on Escambia County’s fire service were no longer being met by its shrinking all volunteer system. Though volunteer firefighters then, and now, are highly dedicated individuals who always give 100%, a national study has shown that volunteer firefighters are leaving the fire service in record numbers. The National Volunteer Fire Council study concludes that poor leadership, lack of emotional support, time demands, training requirements, and lack of recognition and incentives are the main reasons for the volunteer firefighter exodus.

Recognizing the need to provide adequate fire protection to the constituency of Escambia County, the Volunteer Firefighters Association supported the recommendations of the 1995 Blue Ribbon Task Force and worked with County officials to implement change. Escambia County employed its first career "Fire Chief" in January 1999 and a "Deputy Chief of Operations and Training" in September of the same year. It was also during 1999 that County Commissioners voted unanimously to increase MSBU funding and hire daytime career firefighters. January and February of this year saw the implementation of thirty-six (36) career firefighters during daytime hours. These firefighters were strategically placed throughout Escambia County, thus guaranteeing a regional response by fire department personnel.

Throughout the year, the new career firefighters have proved to be a worthwhile investment. The number of fire prevention activities, public education lectures, building surveys, and other public contact activities has been greatly increased by employing career firefighters. In addition, routine apparatus maintenance, hydrant testing, hose testing, and other required tasks are being accomplished by daytime firefighters.

Though career firefighters are providing many non-emergency tasks required of fire service organizations, the greatest realized benefits have been a reduction in response times and an increase in levels of service. In addition to possessing higher levels of fire suppression training, Escambia County’s career firefighters are now providing advanced life support (ALS) medical care during daytime hours. This is accomplished by employing individuals that are certified as a firefighter and paramedic. This allows fire department personnel to begin advanced life saving procedures prior to the arrival of an ambulance. Possessing this capability increases the overall effectiveness of the County’s Emergency Medical Services Division and has already saved lives on more than one occasion.

Career firefighters are not the only personnel contributing to the increase in levels of service. Earlier this year, the Volunteer Firefighters Association voted to accept the Florida Firefighter I course as the minimum training requirement for all volunteer firefighters. This certified course requires four (4) times the amount of hours as the previous training program. In addition, indoctrination programs and probationary firefighter training programs have also been implemented.

The transition from an all volunteer fire service to a combination service always comes with discrepancies and differences of opinion between volunteer and career personnel. Though there have been some trying times, the overall process continues to be successful.
In November, a Fire Chiefs Leadership Conference was held in Destin, FL. The purpose of this conference was to set goals and objectives for Escambia County’s fire service, and to determine the responsibilities of all personnel in achieving those goals and objectives. The conference was attended by fifteen (15) of the sixteen (16) County volunteer Fire Chiefs, the Department of Public Safety Director, career Chief Officers, and a professional facilitator. The tremendously successful conference yielded a plan that was agreed upon by all attending.

At the direction of the Escambia County Board of County Commissioners, a consultant was hired earlier this year to construct a recommended ten (10) year master plan for fire protection. This master plan will address staffing, training, inspections, maintenance, communications, funding, and provide recommendations for future fire station locations and apparatus. The plan’s recommendations should help decrease fire insurance ratings within Escambia County. We look forward to the completion of this plan which is scheduled to be finished later this year.