“Polishing the Gold” National Society of Executive Fire Officers Annual Conference November 7, 2006 Little Rock, Arkansas Update of Executive Fire Officer.

““Polishing the Gold”Polishing the Gold”National Society of Executive Fire Officers National Society of Executive Fire Officers

Annual ConferenceAnnual Conference

November 7, 2006November 7, 2006Little Rock, ArkansasLittle Rock, Arkansas

Update of Executive Fire Officer Program and Update of Executive Fire Officer Program and Other U.S. Fire Administration/National Fire Academy Other U.S. Fire Administration/National Fire Academy

Programs and Activities Programs and Activities

Presented by Chuck BurkellPresented by Chuck Burkell

Characteristics and Qualities

Ability To Manage Change

Ability To Manage Crises

Willingness To Accept Risk

Senior Senior Executive Executive

Leadership Leadership ModelModel

“Leading At The Top: Requirements for Senior Executive Effectiveness, A Framework for Developing and Assessing Senior Leaders”

by Dr. John Hook, iUniverse, Inc., 2006

Problem

Problem

Problem

Problem

Problem

Problem

Problem

Problem

PROBLEMPROBLEM

TECHNICALTECHNICAL ADAPTIVEADAPTIVE

Engaging others in Engaging others in adaptive work adaptive work

generates heat, as generates heat, as you are pushing you are pushing people to change people to change their behavior(s).their behavior(s).

An Additional Dilemma: “The Iceberg Effect”An Additional Dilemma: “The Iceberg Effect”

How can we prepare self/others to:How can we prepare self/others to:

• Confront, facilitate, Confront, facilitate, and exercise and exercise leadership to deal leadership to deal with technical with technical problems?problems?

• Confront, facilitate, Confront, facilitate, and exercise and exercise leadership to deal leadership to deal with adaptive with adaptive problems?problems?

Competency Area: Executive Development

Specific competencies:

Discerning and applying elements of organizational cultureDeveloping applied research skills and abilitiesDeveloping frames of understanding regarding leadershipDeveloping a capacity to lead ethically with morally acceptable behaviorDeveloping a climate of innovation, creativity, and trustAcquiring, interpreting, and applying feedbackDeveloping an ability to manage and lead change

Competency Area: Risk Reduction

Specific competencies:

The four phases of community risk-reduction: preparedness, mitigation, response, and recovery. Enforcement and application of codes and standards. Public information and education. Coalition building Analysis of data with application, program evaluation. The executive fire officer’s role in comprehensive community risk analysis and reduction. Exercising leadership in the aforementioned areas.

Competency Area: Incident Management

Specific competencies

Focuses on the role and function of Integrated Emergency Management System, Emergency Operations Center, and information systems. Using simulated incidents and exercises to develop proficiencies at a community level.Role and function of Incident Management Teams and Incident Action Planning. Incident documentation and handling the press/media. Political realities and legal obligations/constraints.

Competency Area: Executive Leadership

Specific competencies:Decision-making, particularly under pressure.Understanding and applying power (Persuasion, influence, and use of authority).Managing life’s transitions: Personal, family, community, and professional.Acquiring, interpreting, and applying feedback.Awareness and balancing of multiple roles.Planning for succession.Use of story to exercise leadership.Using history and precedence to develop leadership capacity.

Competency Area: Conducting applied research to facilitate change. Following each of the four major competency areas (courses) listed above, each participant must engage in an applied research project that focuses on an issue currently significant within their organization. The participant attempt’s to deal with the issue at hand by creating new information or data that will resolve the problem or opportunity confronted. This is documented in writing and submitted for evaluation by contract evaluators within an academic, research model. Minimum standards are required for successful completion.Specific competencies: -Problem solving -Developing clear and concise -Creating standards of action

-Problem analysis written communications for replication by others-Literature research -Application of both change and -Developing a sense of contributing

technical content theories to a professional body of knowledge

U.S. Fire Administration/National Fire Academy U.S. Fire Administration/National Fire Academy Executive Fire Officer Program Competency ModelExecutive Fire Officer Program Competency Model

x

FY 07 EFOP Application ProcessFY 07 EFOP Application Process

• Over 400 application were received, the Over 400 application were received, the largest number in the 21 year history of largest number in the 21 year history of EFOP.EFOP.

• 226 were selected….all applicants are 226 were selected….all applicants are being notified this week.being notified this week.

• The states with the highest number of The states with the highest number of applicants were California, North Carolina, applicants were California, North Carolina, Florida, Texas, and Virginia.Florida, Texas, and Virginia.

• The target selection factor was .557The target selection factor was .557

EFOP Demographic Data FY06, FY05, FY04EFOP Demographic Data FY06, FY05, FY04

Total # of Total # of Applicants Applicants Total # Total # AcceptedAccepted

Women Women Applicants Applicants vs. vs. AcceptedAccepted

Male Male Applicants Applicants vs. vs. acceptedaccepted

American American Indian Indian Applied vs. Applied vs. AcceptedAccepted

Asian Asian Applied vs. Applied vs. Accepted.Accepted.

Black Black Applied vs. Applied vs. AcceptedAccepted

Hispanic Hispanic Applied vs. Applied vs. AcceptedAccepted

Volunteer Volunteer Applied vs. Applied vs. AcceptedAccepted

FY 06 367/225367/225

61.3%61.3%

18/1318/13

72.2%72.2%

349/212349/212

60.7%60.7%

6/36/3

50%50%

9/79/7

77.7%77.7%

18/1018/10

55.5%55.5%

22/522/5

22.2%22.2%

5/35/3

60%60%

FY 05 356/210356/210

58.9%58.9%

13/1013/10

76.9%76.9%

343/200343/200

58.3%58.3%

5/25/2

40%40%

4/14/1

25%25%

14/914/9

64.2%64.2%

6/46/4

66.6%66.6%

11/511/5

45.4%45.4%

FY 04 351/208351/208

59.2%59.2%

19/1419/14

73.6%73.6%

332/194332/194

58.4%58.4%

4/14/1

25%25%

3/13/1

33%33%

17/517/5

29.4%29.4%

8/38/3

37.5%37.5%

10/510/5

50%50%

National Fire Academy Admissions National Fire Academy Admissions and Demographicsand Demographics

• For FY 05, of the 88,063 people who applied, 79,877 were men (90.7%) and 8186 were women (9.3%) of those who were selected and attended. 92.9% were men and 94.1% were women. 7% of applicants were minorities and 6.9% were selected and attended.

• When comparing FY 05 with FY 95 (10 years), the number of selected increased from 15,139 to 81,888. The % of women increased from 5.1 to 9.4%. The number of minorities decreased from 8.9 to 6.9%.

A New Generation of A New Generation of Psychological Assessment Psychological Assessment

Instruments to Provide Instruments to Provide

Leadership Effectiveness Feedback Leadership Effectiveness Feedback to EFOP Participants to EFOP Participants

Three Web-Hosted InstrumentsThree Web-Hosted Instruments

• The Executive Leadership Assessment (ELA)• The Adaptive Leadership Instrument• An Organizational Climate/Culture

Assessment Instrument

The Executive Leadership Assessment (ELA)

• The Executive Leadership Assessment The Executive Leadership Assessment is being developed by is being developed by Rosenbach & Rosenbach & AssociatesAssociates and will replace the current and will replace the current “The Leadership Profile”“The Leadership Profile” instrument. instrument.

• It will provide feedback regarding It will provide feedback regarding transactional and transformational transactional and transformational leader effectiveness.leader effectiveness.

The Adaptive Leadership Instrument

• The Adaptive Leadership Instrument is being The Adaptive Leadership Instrument is being developed by developed by Cambridge Leadership AssociatesCambridge Leadership Associates. It . It will replace the will replace the Campbell Leadership IndexCampbell Leadership Index (CLI). (CLI).

• It contains 108 items, including scenario based It contains 108 items, including scenario based situations.situations.

Organizational Climate/Culture Assessment Instrument

• This instrument will replace the This instrument will replace the Campbell Campbell Organizational SurveyOrganizational Survey (COS) Instrument (COS) Instrument

• It will be based on Vijay Sathe’s framework of It will be based on Vijay Sathe’s framework of organizational culture: Culture, many times organizational culture: Culture, many times unstated, is a product of shared unstated, is a product of shared assumptions, shared things, shared sayings, assumptions, shared things, shared sayings, and shared feelings.and shared feelings.

Applied Research ProjectsApplied Research Projects• For the last six years, USFA has been unable to For the last six years, USFA has been unable to

place submitted ARPs “on-line” within the Learning place submitted ARPs “on-line” within the Learning Resource Center “Online Card Catalogue” because Resource Center “Online Card Catalogue” because of Section 508 law/requirements (American With of Section 508 law/requirements (American With Disabilities Act). This process is now underway.Disabilities Act). This process is now underway.

• There are over 9,175 ARPs archived within the There are over 9,175 ARPs archived within the LRC.LRC.

• The Executive Development “Research Pre-The Executive Development “Research Pre-Course” and Proposal Step Process” have yielded Course” and Proposal Step Process” have yielded benefits.benefits.

Update: Selected USFA Update: Selected USFA Activities and Activities and

ProgramsPrograms

Strategic Planning Strategic Planning Recovery & Recovery &

Reconstitution Reconstitution Assistance to the Assistance to the

City of New City of New Orleans Fire Orleans Fire DepartmentDepartment

Available at: http://secure.cityofno.com/Resources/Portal51/NOLA Manual FINAL.pdf

NFA Long Term Evaluation NFA Long Term Evaluation (Based on Feedback from Supervisors)(Based on Feedback from Supervisors)

Information gained is likely to improve Department performance

Agree Disagree Unsure

85% 4% 11%

Course improved attendee’s job performance 86% 4% 10%

Course contributed to attendee’s professional development 93% 2% 5%

Emergency Vehicle Safety Partnership

Partnerships between the U.S. Fire Administration (USFA) and three national fire service organizations (IAFF, IAFC, NVFC) has yielded web-based educational programs that focus on a leading cause of death and injury to the Emergency Services Sector (ESS): accidents when traveling

to and from incident scenes.

Vehicle accidents are the leading cause of death for law enforcement officers and the second leading cause of fire service on-duty fatalities. There is a clear need for additional resources to protect the personnel

infrastructure of the ESS.

A Guide to Model Policies and Procedures for Emergency Vehicle Safety, available at

http://www.iafc.org/displaycommon.cfm?an=1&subarticlenbr=602. It is an online program to assist in the policy and procedure development required to

support safe, effective operation of emergency and privately owned vehicles used during responses.

Emergency Management and Response-Information Sharing and Analysis Center (EMR-ISAC) CIP INFOGRAM

This INFOGRAM will be distributed weekly to provide the members of the Emergency Services Sector with information concerning the protection of

their critical infrastructures. For further information, contact the Emergency Management and Response-Information Sharing and Analysis Center (EMR-

ISAC) at (301) 447-1325 or by e-mail at [email protected].

Review of NFA Application FormsReview of NFA Application Forms

The Department of Homeland Security (DHS) invites the general The Department of Homeland Security (DHS) invites the general public and other federal agencies the opportunity to comment public and other federal agencies the opportunity to comment on approved information collection request (ICR) OMB 1660-on approved information collection request (ICR) OMB 1660-0002, General Admissions Applications and related forms. As 0002, General Admissions Applications and related forms. As required by the Paperwork Reduction Act of 1995, (Pub. L. 104-required by the Paperwork Reduction Act of 1995, (Pub. L. 104-13, 44 U.S.C. chapter 35) as amended by the Clinger-Cohen Act 13, 44 U.S.C. chapter 35) as amended by the Clinger-Cohen Act (Pub. L. 104-106), DHS is soliciting comments for the approved (Pub. L. 104-106), DHS is soliciting comments for the approved information collection request.information collection request.

DATES: Written comments should be received on or before DATES: Written comments should be received on or before December 26, 2006 to be assured consideration.December 26, 2006 to be assured consideration.

ADDRESSES: NFA, Attn: Clarence White, Program Analyst, NETC ADDRESSES: NFA, Attn: Clarence White, Program Analyst, NETC

Management, Operations and Support Services, U.S. Fire Management, Operations and Support Services, U.S. Fire Administration, (301) 447- 1055 (this is not a toll-free number). Administration, (301) 447- 1055 (this is not a toll-free number).

Incident Management Teams (IMTs)Incident Management Teams (IMTs)

• 20 Type III teams have been trained; 4-5 scheduled.20 Type III teams have been trained; 4-5 scheduled.• There are 10 State teams and 10 UASI (Urban Area There are 10 State teams and 10 UASI (Urban Area

Security Initiative) or regional teams.Security Initiative) or regional teams.• The Command and General Staff “position specific” The Command and General Staff “position specific”

training courses have been piloted and being training courses have been piloted and being readied for delivery through NFA direct delivery readied for delivery through NFA direct delivery (delivery by NFA approved instructors). These were (delivery by NFA approved instructors). These were supported by National Wildfire Coordinating Group, supported by National Wildfire Coordinating Group, U.S. Coast Guard, National Fire Protection U.S. Coast Guard, National Fire Protection Association, and the National Association of State Association, and the National Association of State Foresters.Foresters.

QuestionsQuestions

Thank you NSEFO for your Thank you NSEFO for your attention and continuing attention and continuing

support of USFA and EFOP, and support of USFA and EFOP, and best wishes for a successful best wishes for a successful conference in conference in Little RockLittle Rock!!