introduction - cfd2 · facilitate a method to document the agency's path into the future via a...

Introduction Consolidated Fire District 2 (herein also referred to as “CFD2”) provides fire suppression, emergency medical services, technical rescue, hazardous materials mitigation, fire prevention, public education, and disaster preparedness to approximately 17.5 square miles of Northeast Johnson County, Kansas. CFD2 is consistently working to achieve and/or maintain the highest level of professionalism and efficiency on behalf of those it serves, and thus contracted with the Center for Public Safety Excellence (CPSE) to facilitate a method to document the agency's path into the future via a “Community-Driven Strategic Plan.” The following strategic plan was written in accordance with the guidelines set forth in the CFAI Fire & Emergency Service Self-Assessment Manual 8th Ed., and is intended to guide the organization within established parameters set forth by the authority having jurisdiction.

The CPSE utilized the Community–Driven Strategic Planning process to go beyond just the development of a document. It challenged the membership of CFD2 to critically examine paradigms, values, philosophies, beliefs and desires, and challenged individuals to work in the best interest of the “team.” Furthermore, it provided the membership with an opportunity to participate in the development of their organization’s long-term direction and focus. Members of the agency’s external and internal stakeholders’ groups performed an outstanding job in committing to this important project and remain committed to the document’s completion.

This strategic plan, with its foundation based in community and membership input, revisits the agency’s pillars (Mission, Values, and Vision) and sets forth a continuous improvement plan that offers a road map for justifiable and sustainable future.

CONSOLIDATED FIRE DISTRICT NO. 2 STRATEGIC PLAN Table of Contents

Organizational Background .............................................................................................................................. 1

Organizational Structure .................................................................................................................................... 2

Definition of a Community-Driven Strategic Plan .................................................................................... 3

Process and Acknowledgements ..................................................................................................................... 7

Community Group Findings .............................................................................................................................. 8

Community Priorities ..................................................................................................................................... 8

Community Expectations .............................................................................................................................. 9

Areas of Community Concern................................................................................................................... 10

Positive Community Feedback ................................................................................................................ 12

Internal Stakeholder Group Findings .......................................................................................................... 15

Mission .................................................................................................................................................................... 16

Values....................................................................................................................................................................... 17

Programs and Services ...................................................................................................................................... 18

S.W.O.T. Analysis ................................................................................................................................................ 19

Strengths .......................................................................................................................................................... 19

Weaknesses ..................................................................................................................................................... 20

Opportunities.................................................................................................................................................. 20

Threats .............................................................................................................................................................. 21

Critical Issues and Service Gaps .................................................................................................................... 22

Strategic Initiatives ............................................................................................................................................ 22

Goals and Objectives .......................................................................................................................................... 23

Vision ....................................................................................................................................................................... 33

Performance Measurement ............................................................................................................................. 34

The Success of the Strategic Plan .................................................................................................................. 35

Glossary of Terms, Acronyms, Initialisms ................................................................................................. 36

Works Cited ........................................................................................................................................................... 38

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Organizational Background Consolidated Fire District No. 2 began with the consolidation of the Mission Township District No. 2 (circa January 1, 1947) and Fire District No. 3 (circa July 1955) on February 21, 1962. On October 1, 1988, Mission Fire District No. 1 merged as well, resulting in Consolidated Fire District No. 2 (CFD2), Northeast Johnson County, Kansas.

Today, CFD2 provides service from three stations to the 17.5 square miles and 65,000 residents of the cities of Fairway, Mission, Mission Hills, Mission Woods, a small contracted area of Overland Park, Prairie Village, Roeland Park, Westwood, and Westwood Hills. The department is governed by a five-member Fire Board, comprised of members of cities within the district, all appointed by the Board of County Commissioners.

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Organizational Structure

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Definition of a Community-Driven Strategic Plan The fire service has entered into a very competitive evolutionary cycle. Public demands continue to increase, while dollars and other resources continue to shrink. These trends place increased pressure on the modern fire service manager, policymakers, and staff to develop ways to be more effective and more efficient. In many cases, the public is demanding the accomplishment of specific goals, objectives, and services with fewer resources. To work more efficiently with available resources, organizations must establish their direction based on constructive efforts while eliminating programs that do not serve the community.

To ensure that community needs were incorporated, the Community–Driven Strategic Planning process was used to develop this Strategic Plan. Businesses employ this type of process to identify market trends, allowing the service provider to focus resources while reducing risk and wasted effort.

What is a Strategic Plan?

It is a living management tool that:

Provides short-term direction Builds a shared vision Sets goals and objectives Optimizes use of resources

Effective strategic planning benefits from a consistent and cohesively structured process employed across all levels of the organization. Planning is a continuous process, one with no clear beginning and no clear end. While plans can be developed on a regular basis, it is the process of planning that is important, not the publication of the plan itself. The planning process should be flexible and dynamic, with new information from community members, like-providers, and life changes factored in appropriately.

Community-Driven Strategic Planning creates a platform for a wide range of beginnings. The approach comes to life by being shared, debated, and implemented in the context of organizational realities.

Successful organizations, from government agencies to Fortune 500 companies, have recognized that attaining community focus is essential. Aware of this necessity, public safety agencies must strategically plan how they will deliver high-quality products and services to the public through better, more efficient, and less expensive programs.

“What we have to do today is to be ready for an uncertain tomorrow.”

Peter F. Drucker, Professor of Social Science and Management

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Once their strategic goals are established, agency leaders must establish performance measures, for which they are fully accountable, to assess and ensure that their departments and agencies are, indeed, delivering on the promises made in their strategic plans. Goodstein, Nolan, & Pfeiffer define Strategic Planning as

a continuous and systematic process

where the guiding members of an organization make decisions about its future,

develop the necessary procedures and operations to achieve that future, and

determine how success is to be measured.1

The U.S. Federal Consortium Benchmarking Study Team goes on to explain that to fully understand strategic planning, it is necessary to look at a few key words in the strategic planning definition:

continuous refers to the view that strategic planning must be an ongoing process, not merely an event to produce a plan;

systematic recognizes that strategic planning must be a structured and deliberate effort, not something that happens on its own;

process recognizes that one of the benefits of strategic planning is to undertake thinking strategically about the future and how to get there, which is much more than production of a document (e.g., a strategic plan);

guiding members identifies not only senior unit executives, but also employees. (It also considers stakeholders and customers who may not make these decisions, but who affect the decisions being made.);

procedures and operations means the full spectrum of actions and activities from aligning the organization behind clear long-term goals to putting in place organizational and personal incentives, allocating resources, and developing the workforce to achieve the desired outcomes; and

how success is to be measured recognizes that strategic planning must use appropriate measures to determine if the organization has achieved success.

Most importantly, strategic planning can be an opportunity to unify the management, employees, and stakeholders through a common understanding of where the organization is going, how everyone involved can work to that common purpose, and how progress and levels will measure success.

1 Federal Benchmarking Consortium. (1997, February). Serving the American Public: Best Practices in Customer-Driven Strategic Planning

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Where Does the Community Fit into the Strategic Planning Process?

For many successful organizations, the voice of the community drives their operations and charts the course for their future. A "community-driven organization" is defined as one that

maintains a focus on the needs and expectations, both spoken and unspoken,

of customers, both present and future,

in the creation and/or improvement of the product or service provided.2

Again, it will be useful to use the U.S. Federal Consortium Benchmarking Study Team’s definitions of the specific terms used in the above definition:

focus means that the organization actively seeks to examine its products, services, and processes through the eyes of the customer;

needs and expectations means that customers' preferences and requirements, as well as their standards for performance, timeliness, and cost, are all input to the planning for the products and services of the organization;

spoken and unspoken means that not only must the expressed needs and expectations of the customers be listened to, but also that information developed independently "about" customers and their preferences, standards, and industry will be used as input to the organizational planning; and

present and future recognizes that customers drive planning and operations, both to serve current customers and those who will be customers in the future.

Performance Assessment

Implied within every stage of the planning process is the ability to determine progress made toward the goals or targets set. This assessment ability is a monitoring function that simply tracks activities. It may be as simple as a “To Do List,” or as complicated as a plan of action with milestones and performance measures. Also implied within the planning process is the ability to measure effectiveness of the actions taken in the conduct of the organization's business.

2 Federal Benchmarking Consortium. (1997, February). Serving the American Public: Best Practices in Customer-Driven Strategic Planning

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The Community–Driven Strategic Planning Process Outline

The specific steps of the process are as follows:

1. Define the programs provided to the community.

2. Establish the community’s service program priorities.

3. Establish the community’s expectations of the organization.

4. Identify any concerns the community may have about the organization.

5. Identify the aspects of the organization that the community views positively.

6. Revise the Mission Statement, giving careful attention to the services and programs currently provided, and which logically can be provided in the future.

7. Revise the Values of the organization’s membership.

8. Identify the Strengths of the organization.

9. Identify any Weaknesses of the organization.

10. Identify areas of Opportunity for the organization.

11. Identify potential Threats to the organization.

12. Identify the organization’s critical issues.

13. Identify the organization’s service gaps.

14. Determine strategic initiatives for organizational improvement.

15. Establish realistic goals and objectives for each initiative.

16. Identify implementation tasks for the accomplishment of each objective.

17. Determine the Vision of the future.

18. Develop organizational and community commitment to accomplishing the plan.

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Process and Acknowledgements The Center for Public Safety Excellence (CPSE) acknowledges Consolidated Fire District 2’s External and Internal Stakeholders for their participation and input into the Community–Driven Strategic Planning Process. The CPSE also recognizes Fire Chief Gary Lamons for his leadership and commitment to this process.

Development of CFD2’s Strategic Plan took place in July 2013, during which time representatives from the CPSE and CFD2 held an open meeting where members of the public, or external stakeholders, were invited. Input received from the meeting revolved around community expectations, concerns, and other comments about the agency. The agency and the CPSE expresses a special ‘thank you’ to community members who contributed to the creation of this strategic plan, as it was truly a team effort. Those present at this meeting were as follows:

Table 1: Consolidated Fire District No. 2’s External Stakeholders

Marcia H. Bailey Susan Bruce Charles Clark Josh Collins Jim Donovan

Danielle Dulin Anne Fagan Janet Fanska Mike Fleming Suzie Gibbs

Marcia Jacobs Lynn Kring John Martin Gene May Lillie May

Marianne Noll Braden Perry Jose Ramirez Art Salazar Jessica Salazar

Deb Settle Ron Shaffer Dan Sullivan Rex Taylor Lauren Vaughan

Deb Wagner Dale Warman Aaron Wingert

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Community Group Findings A key element of CFD2’s organizational philosophy is having a high level of commitment to the community, as well as recognizing the importance of community satisfaction. Therefore, the agency asked representatives from their community to participate in a meeting which would focus on their needs and expectations of the agency. Discussion centered on the present service programs provided, and on priorities for the future.

Community Priorities

In order to dedicate time, energy, and resources on services most desired by its community, CFD2 needs to understand what the customers consider to be their priorities. The External Stakeholders were asked to prioritize the programs offered by the agency through a process of direct comparison.

Table 2: Community Service Program Priorities of Consolidated Fire District No. 2

PROGRAM RANKING SCORE

Fire Suppression 1 147

Emergency Medical Services 2 124

Rescue – Basic and Technical 3 107

Hazardous Materials Mitigation 4 86

Fire Prevention 5 84

Domestic Preparedness Planning and Response 6 61

Public Fire / EMS Safety Education 7 51

Fire Investigation 8 40

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Community Expectations

Understanding what the community expects of its fire and emergency services organization is critically important to developing a long-range perspective. With this knowledge, internal emphasis may need to be changed or bolstered to fulfill the community needs. In certain areas, education on the level of service that is already available may be all that is needed. Following are the expectations of the community’s External Stakeholders:

Table 3: Community Expectations of the Consolidated Fire District No. 2 (verbatim, in priority order)

1. Response time. Respond to calls in a timely manner. 2. Top quality equipment with the training to use it. Equipment in good working condition. 3. Have well trained employees. Good training. 4. Community resource / educator. Education safety and prevention safety for public. Provide

community training to empower citizens to assist their neighbors. 5. Emergency preparedness. Provide for natural disasters. 6. Well educated. 7. EMTs or Paramedics on all trucks. 8. Rescue ability for any type emergency. This includes multiple incidents occurring at the same

time. 9. Community advocate - good partners, well known or recognizable to others, friendly and calm

in emergency situations. Provide a community presence, not while going to the emergency - day to day presence.

10. Ensure commercial building safety upon construction and at periodic inspections. 11. Ability and knowledge to handle situation. 12. Fire suppression safely done. 13. Fire bad! 14. Cost management (low taxes). Concern for public funds. 15. Show up when I call. 16. Work closely with other emergency responders. 17. Plan of attacking fire for quickest and safest conclusion. 18. Ensuring fires do not restart. 19. Effectively communicate with community about all matters that pertain to the FD. 20. Provide whatever level of assistance I need. 21. They know the layout of my building including areas of refuge, emergency exits, etc. and are

familiar with the various fob keys and master keys in the box. 22. Defibrillators and emergency medications available (nitro and such). 23. Improve community safety through aggressive inspections. 24. Compassion for fire or medical victims. 25. Friendly, knowledgeable and helpful firemen. 26. Put a smile on your face when in public.

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27. Personable, to be educated and knowledgeable about services and ability to communicate that to patrons.

28. They consult with me regarding code compliance items (i.e. proper fire room signs, yearly inspections, etc.).

29. Top-notch people: both on fire ground and administration. 30. Personnel physically fit. 31. A pool of floating firefighters that can move from station to station to cover vacations, illness,

injuries, et al so all units are fully staffed. 32. Information sharing in digital environment. 33. Ability to recognize need for added help quickly. 34. Great retention of top staff. 35. Positive attitude. 36. Coordination with other governmental units to ensure common goals and purposes. 37. Consolidation of small communities. 38. Be able to anticipate emergencies and mitigate before something terrible happens. 39. Community a priority in all decisions - such as prudent use of tax money, location of facilities

to best serve district, understanding of changing demographics.

Areas of Community Concern

The Community–Driven Strategic Planning Process would be incomplete without an expression from the community regarding concerns about the agency. Some areas of concern may in fact be a weakness within the delivery system, while some weaknesses may also be misperceptions based upon a lack of information or incorrect information.

Table 4: Areas of Community Concern about Consolidated Fire District No. 2 (verbatim, in no particular order)

Budget cuts that will impact service, training and staffing.

Equipment: age, readiness, staff training to use it.

Preparing future leaders within the department.

Response time in a timely manner.

Dispatch calm and clear.

Response time. I assume it is good, but I have no idea.

More education on public fire/EMS safety education.

I would like the public to be informed about a comprehensive fire prevention plan for businesses and consumers.

Possible preparedness for mass disaster.

Are we getting good service?

Is the department well run?

Is the department cost efficient?

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Does the department need anything that they don't have?

Are the stations in the right location and correct size?

Need to be more active in the community in regards to enforcement of fire related issues.

Work on coordinated response to emergency situations.

Community identity.

Budget issues with shrinking economy.

TIFs.

Public awareness of all department programs/strengths, i.e. - smoke alarms - give and check; home inspections.

Area of coverage becoming too large as cities begin to increase in size.

Cutbacks that may reduce size of department and upkeep of equipment.

Not enough trained personnel for each station.

I'd like to see a type of program developed to continue to "educate" people beyond the 6th grade. Often it is the adults who don't know how to do things that would prevent fires - what causes fires (overheating irons / coffee pots) and how to put out fires.

Future budget restraints reducing level of protection.

New station on 95th Street - making sure that contract with Overland Park is a continuing certainty. Residents closer to the new location than to the present Roe Blvd station are concerned about traffic flow on 95th, noise of sirens, etc. All these concerns need some effort before going ahead. This involves some work in Overland Park, not just within the district. There are also some lingering question about failure of "merger" talks with Leawood Fire Department over consolidation. There was never public discussion of those talks.

There is sometimes an appearance that firefighters don't have anything to do.

Tax basis is going to down - will we have enough money to run the department?

Aging population - more EMS.

Inspections of schools or any public building.

Finances - public TIFs and how they impact your service.

Long-range changes in demographics of service area and personnel.

A disconnect with the public leaders in our service areas.

Cell phone vs. land lines.

Fire department is too far from Westwood Hills.

Community rules that are concise.

I tried to provide my cell phone number to police and fire and the dispatch did not know how to do this or what the policy was.

Funding - future tax basis is declining in certain cities while rising in others.

Training - ability to adequately have time to train for basic calls as well as catastrophic calls.

Health and wellness of members so they are not injured due to lack of physical abilities or medical conditions.

The PV pool has had to call 911 twice and both times emergency responders went to the wrong parking lot - need to know emergency action plans of pools (and other facilities). I would like to schedule an opportunity for my pool staff to work with the fire department but don't feel they

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are approachable - this [is] partially my fault. Having the opportunity to meet Chief Lamons today has helped.

I want to have a good way to communicate to the fire department which residents are in wheelchairs, etc. Currently, we have it per unit number, but can't keep a current list in lockbox since we do not have access to it.

Want to ensure truck ladders can reach over top balconies.

Haven't had a full evacuation drill yet. Do we need one? Is it required?

Some areas with narrow streets present problems with parked cars impeding fire equipment getting through.

More thought to training firefighters to be sensitive to our aging demographics and increasing persons with disabilities.

Funding to continue excellence.

Continued and ongoing relationship building with all communities.

Positive Community Feedback

The CPSE promotes the belief that, for a strategic plan to be valid, the community’s view on the agency’s strengths must be established. Needless efforts are often put forth in over-developing areas that are already successful. However, proper utilization and promotion of the strengths may often help the organization overcome or offset some of the identified weaknesses.

Table 5: Positive Community Comments about Consolidated Fire District No. 2 (verbatim, in no particular order)

Visibility in community(ies).

Leadership.

Good response times noted.

Excellent employee pool

Openly communicates with the board.

Fire Marshal Todd is excellent with his instructional fire safety sessions he's conducted at Mission Square.

I'm very impressed how proactive the department is and calling me to schedule walk-thrus of my building to ensure they are familiar with it.

Emergency responders are always professional and communicate very well with residents.

Would love to give more constructive feedback, but truly, the fire department has been wonderful to my community.

We do not seem to experience a lot of property loss due to fire. I've never experienced a fire emergency, but my perception is if I did, I would survive and so would my property.

Well educated and positive.

Well trained and equipped.

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Timely response.

Responsive to needs of community.

Proactive.

Most residents of Westwood Hills are very satisfied with service.

Consistent!

Proactive in management approach and service delivery.

"On a call" always willing to prioritize your purpose while being cordial to the public.

A visual sign of stability in our community.

Work well with public - available for picnics, etc.

Low turnover - dedicated.

Pride in equipment - always clean.

Good interaction with public at community events.

Appreciate the frequent talks with city councils in area.

Educated and experience in leadership.

Appreciate the "upbeat" respectful approach that all firemen have when talking or working with us as customers or helping address situation needs or concerns.

Always been there when needed.

Professional in response.

Give a good team vibe, that seems to know each other's assignment.

Quick response time - l live close enough to hear the call/announcements come in and how fast the sirens start up.

Seem to have good balance of speed and caution in navigating thru neighborhoods during emergencies.

Love seeing firemen and equipment at all of our community events.

Very community minded / involved.

Great participation with schools in area - provides positive interaction with youth.

Have no qualms contacting department when needed or with questions.

Very professional staff.

Well educated.

A genuine love of their work.

Good participation in community events.

Interested in continued training.

Good response time.

Quality medical care.

All my experiences dealing with CFD2 have been positive.

I think the response time is good.

Monthly reports are beneficial.

Chief (and former chief) well liked.

We like when they do community events / outreach - public exposure.

Great community involvement.

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Quick response.

They seem to be good at responding in a timely fashion.

Very well maintained equipment.

Very professional personnel.

Considerate driving yet effective.

Friendly staff and easy to work with.

Open and inviting.

Good stewards of resources.

I trust them, their equipment and resources.

Great personnel.

Engaged fire board.

Other Thoughts and Comments

The Community was asked to share any other comments they had about CFD2 or its services. The following written comments were received:

Table 6: Other Community Comments about Consolidated Fire District No. 2 (verbatim, in no particular order)

Being a certified Baldridge Award examiner, this process of asking your customers for feedback only emphasizes the continued care and wonderful support Fire District #2 gives to our community. You're already great, but wanting to get even better is to be commended.

The fire stations always look well-kept and neat. I think that helps with perception of quality of [the] department. Additionally, I've seen firemen/women working out around the facility - perception is that they are trained and ready for anything.

A very good department who is responsive to all needs and emergencies.

You do not have my cell phone number in case of an emergency.

Even though a few residents said they would like a closer response time - most were satisfied.

Cell phone towers in KS vs. MO.

Real need to bring in community leaders for informational meetings.

Thank you for involving the community!

Maintain a clean station, trucks are always clean and station as well.

Great job.

My personal experience has left a lasting and excellent impression of dialing 911 in this district.

I think they do a very good job and our citizens feel well protected.

A terrific fire department - no complaints from my experience.

I feel lucky to be protected by CFD2!

The operation of CFD2 is unique and I hope maintains the highest quality of service.

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Internal Stakeholder Group Findings The internal stakeholder work sessions were conducted over the course of three days. These sessions served to discuss the agency’s approach to Community-Driven Strategic Planning, with focus on CFD2’s Mission, Values, Core Programs and Support Services, as well as the agency's perceived Strengths, Weaknesses, Opportunities, and Threats. The work sessions generated a high level of interest and participation by the broad agency representation in attendance, as named and pictured below.

Table 7: Consolidated Fire District No. 2 Internal Stakeholders

Ed Barger Battalion Chief

Jeff Boddy Apparatus Operator

Mark Bremer Captain

Dennis Costlow Firefighter

Darius Davis Firefighter

Angus Duff Apparatus Operator

Russell Fix Firefighter

Shane Fosburg Firefighter

Doug Gibson Captain

Rich Hart Apparatus Operator

Justin Hensley Firefighter

Todd Kerkhoff Fire Marshal

Randy Kolman Lieutenant

Kyle Kuttler Firefighter

James Lamb Firefighter

Tony Lopez Battalion Chief

Linda Marshall Director of Finance & Business

Brian Montgomery Apparatus Operator

Jerry Pitchford Apparatus Operator

Mike Rex Apparatus Operator

Rocky Rosales Firefighter

Wes Sanders Captain

Josh Savage Firefighter

Chris Wagers Training Officer

Figure 1 Internal Stakeholder Group

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Mission The purpose of the Mission is to answer the questions:

Who are we? Why do we exist? What do we do? Why do we do it? For whom?

A work group of CFD2’s Internal Stakeholders met to review the existing Mission and collectively agreed to the following.

Table 8: Mission of Consolidated Fire District No. 2

Consolidated Fire District No. 2: Fairway Mission Mission Hills Mission Woods Prairie Village Roeland Park Westwood Westwood Hills

Consolidated Fire District No. 2 serves the communities of Northeast Johnson County, Kansas by providing emergency operations, emergency medical services, fire prevention and public education with pride and professionalism.

Figure 2 Internal Stakeholders Conducting a Work Session

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Values Establishing values and associated statements embraced by all members of an organization is extremely important. They recognize those features and considerations that make up the personality of the organization. CFD2 Internal Stakeholders agreed to the following revised values terms and supporting statements.

Table 9: Values of Consolidated Fire District No. 2

The values by which we will serve:

Integrity and pride in all that we do.

Committed and compassionate service to the community.

Progressive and efficient emergency management through quality education and training.

Honor the traditions of the fire service and the fire district.

The Mission and Values are the foundation of this agency. Thus, every effort will be made to keep these current and meaningful so that the individuals who make up CFD2 are well guided by them in the accomplishment of the goals, objectives, and day-to-day tasks.


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Programs and Services CFD2 Internal Stakeholders identified the following core programs provided to the community, as well as the services that enable the agency to deliver those programs:

Table 10: Core Programs of Consolidated Fire District No. 2

Table 11: Support Services of Consolidated Fire District No. 2

Training and Education Law Enforcement

Other training resources Equipment acquisition and maintenance

Johnson County Med-Act Johnson County Ops Chiefs

Information Technology Services (ITS) Administration

State Fire Marshal Red Cross

Water District 1 Salvation Army

Kansas City Power and Light Media

Kansas Gas Social Media

Public Works Governing bodies

Vendors Private contractors

Johnson County Mental health Chamber of Commerce

Kansas City Scout Mid America Regional Council

International Association of FireFighters (IAFF)

International Association of Fire Chiefs (IAFC)

National Fire Protection Association (NFPA)

Johnson County Emergency Communications Center (JCECC)

Johnson County Automatic Aid and Mutual Aid

Occupational Safety and Health Administration (OSHA)

Johnson County Health and Environment (JCHE)

Kansas Department of Health and Environment

Fire Suppression Emergency Medical Services

Technical Rescue Hazardous Material Mitigation

Fire Prevention Public Fire/EMS Safety Education

Fire Investigation Domestic Preparedness Planning and Response

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S.W.O.T. Analysis The Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis is designed to have an agency candidly identify its positive and less-than-desirable attributes. CFD2 participated in this activity to record their strengths and weaknesses, as well as the possible opportunities and potential threats.

Strengths

It is important for any organization to identify its strengths in order to assure that it is capable of providing the services requested by the community and to ensure that strengths are consistent with the issues facing the organization. Often, identification of organizational strengths leads to the channeling of efforts toward primary community needs that match those strengths. Programs that do not match organizational strengths, or the primary function of the organization, should be seriously reviewed to evaluate the rate of return on staff time. Through a consensus process, the Internal Stakeholders identified the strengths of CFD2 as follows:

Table 12: Strengths of Consolidated Fire District No. 2

Personnel Equipment and maintenance

Training Budget

Culture Tradition

Management / Leadership Fire Board

Facilities Good department reputation

Independence Employee retention

Education/college Quality of services delivered

Good pay/benefits/wellness incentive Employee fitness

Relationship with union and other outside agencies Collaborative decision making


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Weaknesses

Performance or lack of performance within an organization depends greatly on the identification of weaknesses and how they are confronted. While it is not unusual for these issues to be at the heart of the organization’s overall concerns, it is unusual for organizations to be able to identify and deal with these issues effectively on their own.

For any organization to either begin or to continue to move progressively forward, it must not only be able to identify its strengths, but also those areas where it functions poorly or not at all. These areas of needed enhancements are not the same as threats to be identified later in this document, but rather those day-to-day issues and concerns that may slow or inhibit progress. The following items were identified by the Internal Stakeholders as weaknesses:

Table 13: Weaknesses of Consolidated Fire District No. 2

Communication Lack of Succession Planning

Consistency Education requirements for promotion

Lack of proactive public education Minimum staffing of truck companies

Lack of clear department identity Inspection staffing

Length of guide book Lack of training facility

Lack of fireground experience

Opportunities

The opportunities for an organization depend on the identification of strengths and weaknesses and how they can be enhanced. The focus of opportunities is not solely on existing service, but on expanding and developing new possibilities both inside and beyond the traditional service area. The Internal Stakeholders identified the following potential opportunities:

Table 14: Opportunities for Consolidated Fire District No. 2

Growth through merger/consolidations Internet/social media/new website

Collaboration Public Information/Education

Group buying Task Force 3 / Midwest Rescue

Uniform Fire Code Distance learning

Evaluate coverage and address any weaknesses

Opportunity for a new staff position – retask current positions

Various revenue options / offset TIF contract area

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Threats

To draw strength and gain full benefit of any opportunity, the threats to the organization, with their new risks and challenges, must also be identified in the strategic planning process. By recognizing possible threats, an organization can greatly reduce the potential for loss. Fundamental to the success of any strategic plan is the understanding that threats are not completely and/or directly controlled by the organization. Some of the current and potential threats identified by the Internal Stakeholders were as follows:

Table 15: Threats to Consolidated Fire District No. 2

Litigation – lawyers, law suits, legal issues Overland Park contract

Tax Increment Financing (TIF) projects Unfunded/regulatory/mandates

Increased call volume / Decreased budget Decreased property values

Economy Misuse of social media/civilian journalism

Rising healthcare costs Rising operational cost

(Threat to) KPERS/KP&F Changing political climate

Changes and rising costs associated with Workers Compensation

Change in demographics and language barriers

Contrasting leadership views/neighboring departments

Not-for-profit property, non-revenue producing

Potential for negative implications from future consolidation(s)

Risks posed by light weight, new construction


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Critical Issues and Service Gaps After reviewing CFD2’s core programs and support services, and identifying internal strengths and weaknesses along with external opportunities and threats, the Internal Stakeholders identified their primary critical issues and service gaps as the foundation for the development of goals and objectives in order to meet their future vision.

Table 16: Critical Issues of Consolidated Fire District No. 2

- Internal Communications - Workforce Planning and Development - Succession - Staffing – line, admin, maintenance

- Coverage Issues

- External Communications - Identity - Outreach

- Accreditation

Table 17: Service Gaps of Consolidated Fire District No. 2

- Workforce Planning - Succession - Promotional

- External Communications - Identity

- SOC

- Budget (Financial) Sustainability - Internal Communications - Training

- Consolidations/Collaboration

Strategic Initiatives Having reviewed the agency’s critical issues and service gaps, the following strategic initiatives were identified to guide the agency in establishing the goals and objectives.

Table 18: Strategic Initiatives of Consolidated Fire District No. 2

Internal Communications External Communications

Workforce Planning and Development District Coverage/ Standards of Cover

Financial Sustainability Training

Accreditation

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“If you don’t keep score, you’re only practicing.”

Vince Lombardi, American Football Coach and Motivator

Goals and Objectives The Community-Driven Strategic Planning Process, to this point, has dealt with establishing the Mission, Values, S.W.O.T., Critical Issues and Service Gaps, and Strategic Initiatives of CFD2. In order to achieve the mission of CFD2, realistic goals and objectives must be established to enhance strengths, address identified weaknesses, provide individual members with clear direction, and address the concerns of the community. The internal stakeholders met for several hours to complete this critical phase of the planning process.

The internal stakeholders set timelines for completion of objectives supporting the goals. Leadership of CFD2 should establish work groups to meet periodically to review progress toward these goals and objectives and adjust timelines as needs and the environment change. Once the work groups are established and have had the opportunity to meet and review the goals and objectives, they should report back to CFD2 leadership with a plan on how the goals are to be achieved.

As goals and objectives are management tools, they should be updated on an on-going basis to identify what has been accomplished and to note changes within the organization and the community. The attainment of a performance target should be recognized and celebrated to provide a sense of organizational accomplishment.

The goals and objectives should now become the focus of the efforts of the agency. By following these goals and objectives carefully, the agency can be directed into its desired future while having reduced the obstacles and distractions along the way.

Figure 6 Internal Stakeholders During a Work Session

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Goal 1 Improve intradepartmental communication to provide consistent information throughout the department.

Objective 1A Disseminate information from staff and meetings to shift personnel. Timeframe 3 months Responsibility Staff, Officers & Communication Committee

Critical Tasks

Produce and share thorough, detailed staff and board meeting minutes. Battalion Chiefs will meet with each station to discuss staff and board meeting minutes. Involve key personnel in staff meetings.

Objective 1B Improve communication from committees. Timeframe 6 months Responsibility Staff, Officers & Committee Chairs

Critical Tasks

List committee member on G drive. Have chair of each committee send minutes to all personnel via email. Establish guidelines on how committees operate.

Objective 1C Improve email communications.

Timeframe 6 months Responsibility Staff, Officers, Communications Committee & Training Division

Critical Tasks

Provide Outlook classes to department personnel. Ensure important communications are disseminated to department personnel through

multiple mediums. Ensure that email communications are sent to the right audience.

Objective 1D Continually monitor the communication systems.

Timeframe Ongoing Responsibility Staff & Communications Committee

Critical Tasks

Create a committee to monitor the communication systems. Receive feedback on communication from department personnel. Periodically update communication systems to department to changing circumstances.

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Goal 2 Evaluate CFD2’s resource and response matrix to ensure consistent quality emergency response.

Objective 2A Identify emergency response needs. Timeframe 6 months Responsibility Firehouse & Vinelight group, Operations Chiefs

Critical Tasks

Identify applicable NFPA standards. Identify number of calls per station. Identify call types by station. Identify station coverage needs based on response analysis. Determine high volume usage areas by geographic location, time of day, and trends. If a need exists, identify resources needed to resolve the issues.

Objective 2B Perform a complete response time analysis. Timeframe 6 months Responsibility Firehouse & Vinelight group

Critical Tasks

Determine a department average by arrival time. Determine a department average for rollout times for day and nighttime. Perform a complete response time analysis to determine NFPA 1710 compliance.

Objective 2C Identify proper staffing needs at each station. Timeframe 6 months Responsibility Operations Chiefs, Staff

Critical Tasks

Identify minimum staffing requirements as identified in Objective 2B. Identify personnel staffing availability as identified in Objective 2A. Review staffing procedures.

Objective 2D Develop a process that continually evaluates resource and personnel compliance with CFD2 standards.

Timeframe 6 months Responsibility CFD2 Staff

Critical Tasks

Research available annual evaluation systems. Identify evaluation system that best suits CFD2 needs. Implement policy to review annually.

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Goal 3 Develop a workforce planning strategy to ensure proper utilization of current and future human resources.

Objective 3A Identify the current workforce utilization of development process.

Timeframe 3 months Responsibility Staff & Internal Stakeholders

Critical Tasks

Determine current operation staffing. Determine current inspector staffing. Determine current maintenance staffing. Determine current training staffing. Determine current office staffing. Report findings.

Objective 3B Conduct needs of utilization study for all levels and positions within the department.

Timeframe 6 months Responsibility Staff & Internal Stakeholders

Critical Tasks

Identify current staffing needs assessment. Compare to national standards or like-size departments. Report findings.

Objective 3C Develop and implement strategies to bring staffing to levels that meet needs of the district.

Timeframe 9-12 months Responsibility Staff & Governing Board

Critical Tasks

From findings of needs of utilization study, develop staffing strategies for determined positions.

Conduct budget analysis to determine financial feasibility. Report to Fire Board. If approved, implement strategies.

Objective 3D Conduct analysis of current succession planning and promotional processes. Timeframe 6 months Responsibility Staff, Promotion Committee & Training Division

Critical Tasks

Analyze current succession plan in comparison to like-size departments. Analyze current promotional process in comparison to like-size departments. Conduct internal department survey for input and ideas. Report findings.

Objective 3E Develop and implement an enhanced succession planning process and promotional process.

Timeframe 6 months Responsibility Staff, Promotion Committee, Training Division & Governing Board

Critical Tasks

Analyze data from comparison. Reconvene committee and staff to develop succession plan and promotional process. Report committee recommendation to Fire Board. Implement, if approved.

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Objective 3F Conduct a periodic review of workforce utilization of development process. Timeframe 1-5 years Responsibility Staff

Critical Tasks

Evaluate if latest staffing needs are being met. Evaluate if latest succession plan is effective. Evaluate if latest promotional process is effective. Report findings.

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Goal 4 Develop a program to enhance our external communications to fulfill the mission of the organization.

Objective 4A Identify communications disconnect between organization and the communities served.

Timeframe 6 months Responsibility

Staff, Communications Committee, External Stakeholders

Critical Tasks

Conduct surveys with homeowners associations. Develop a public relations survey card. Meet with Chamber of Commerce to improve relations with business owners.

Objective 4B Develop a Public Education program to educate and inform community while increasing visibility.

Timeframe 6 months Responsibility Staff, Fire Prevention and Training Staff

Critical Tasks

Conduct an annual Open House at each station for the community. Participate in community events in a more proactive manner. Present Public Education programs customized for different groups.

Objective 4C Develop media campaign to promote CFD2. Timeframe 6 months Responsibility Staff, Fire Prevention, Training Staff & IT staff

Critical Tasks

Establish a quarterly newsletter to be sent via email to public. Utilize social media to educate and inform (Facebook, Twitter, YouTube, website). Appoint department PIO to develop press releases and communicate with all media

outlets.

Objective 4D Continually monitor progress and revise as needed. Timeframe Ongoing Responsibility Staff

Critical Tasks

Compile results from surveys. Incorporate community feedback received via public relations cards. Monitor feedback from social media. Utilize data to continually upgrade external communications.

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Goal 5 Develop a comprehensive plan to ensure long term financial sustainability for CFD2.

Objective 5A Perform a financial analysis to determine the financial status of the organization.

Timeframe 6 months Responsibility Staff, Fire Board & Finance Advisors

Critical Tasks

Analyze current revenue sources. Analyze current operational expenses. Identify financial trends using budget history.

Objective 5B Identify alternative revenue sources. Timeframe 1 year Responsibility Staff, Fire Board & Finance Advisors

Critical Tasks

Bartering services for tax exempt entities. Payment in lieu of taxes (PILOT) programs to offset TIF losses. Investigate potential collaborative efforts with neighboring jurisdictions. Investigate possible boundary expansion.

Objective 5C Identify future potential costs and/or budget shortfalls. Timeframe 1 year Responsibility Staff, Fire Board & Finance Advisors

Critical Tasks

Analyze budget impact of potential contract changes with neighboring departments. Analyze loss of revenue due to non-revenue producing properties. Project rising expansion costs (ex: healthcare, workers compensation, KPERS). Projections for unfunded regulatory mandates (ex: NFPA). Report findings and make changes as needed.

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Goal 6 Develop a comprehensive training program.

Objective 6A Identify training needs of the department.

Timeframe 6 months Responsibility Officers & Training Division

Critical Tasks

Conduct an intradepartmental training needs assessment. Do a comparison study with mandated regulations (NFPA, OSHA, etc.) Compile and analyze data. Prioritize needs. Report data.

Objective 6B Develop and implement identified training needs. Timeframe Ongoing Responsibility Officers & Training Division

Critical Tasks

Identify training staff needed to implement program. Identify resources needed for implementation. Implementation of the needs identified. Short and long term training calendars to be addressed in the training plan.

Objective 6C Ensure a system is in place to stay current with the evolving practices, tactics, and technology in the fire service.

Timeframe Ongoing Responsibility Staff, Officers & Training Division

Critical Tasks

Reevaluation with training needs assessment. Identify if department is meeting training standards. Report data.

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Goal 7 Prepare for, pursue, achieve and maintain international accreditation.

Objective 7A Prepare a community-driven strategic plan.

Timeframe 3 months and ongoing Responsibility Staff, Officers, Internal Stakeholders

Critical Tasks

Hold an external stakeholder meeting where community members provide feedback on program priorities, service expectations, departmental concerns and strengths perceived about the fire department.

Provide internal stakeholder work sessions to evaluate and update if necessary the mission, vision and values, to determine internal strengths and weaknesses, external opportunities and threats, establish critical issues and service gaps, determine goals and objectives to achieve over five years.

Determine a work plan for the accomplishment of each goal and implement the plan. Annually evaluate objectives accomplished with the plan. Report annual plan progress to internal and external stakeholders.

Objective 7B Conduct a community hazards and risk assessment, and publish a Community Risk and Standards of Cover document.

Timeframe 6 – 12 months Responsibility Staff, Fire prevention Division, Firehouse & Vinelight groups & Internal Stakeholders

Critical Tasks

Receive customized instruction on hazard and risk assessment, and standards of cover document preparation.

Perform community hazards and risk assessment. Evaluate historical community emergency response performance and coverage. Establish benchmark and baseline emergency response performance objectives. Establish and publish Standards of Cover. Maintain, and annually update the Standards of Cover document.

Objective 7C Conduct and document a self-assessment appraisal of the department utilizing the CPSE/CFAI Fire and Emergency Services Self-Assessment Manual criteria.

Timeframe 6 - 12 months Responsibility All members of CFD 2

Critical Tasks

Receive customized instruction on writing a CFAI self-assessment manual. Post self-assessment manual category and criterion writing to the CPSE Technical

Advisor SharePoint site for review and comment. Upon document review completion, host a self-assessment site study for CPSE

Technical Advisor review and report. Upon receipt of CPSE Self-Assessment Site Study Report, evaluate observations and

recommendations to determine readiness for “Candidate Agency” status. Implement necessary adjustments as required for CFAI Candidate Agency status.

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Objective 7D Achieve agency accreditation by the Commission on Fire Accreditation International.

Timeframe 6 - 12 months Responsibility Staff, Officers, Firefighters & Governing Body

Critical Tasks

Apply for “Candidate Agency” status with the Commission on Fire Accreditation International.

Prepare for CFAI Peer Assessor Team visit. Upload Strategic Plan, Standards of Cover and Self-Assessment Categories and Criterion

for review and comment by CFAI Peer Team. Host CFAI Peer Team site visit for accreditation review. Receive CFAI Peer Team recommendation to CFAI for Accredited status. Receive an Accredited status vote in the CFAI hearings, achieving International

Accreditation.

Objective 7E Maintain agency accreditation with the Commission on Fire Accreditation International.

Timeframe Ongoing Responsibility Staff, Officers, Firefighters & Governing Body

Critical Tasks

Submit required Annual Compliance Reports. Attend regularly scheduled CFAI “Dayroom Discussion” web-meetings to ensure

continued education on the CFAI model. Participate in the accreditation process by providing “peer assessors” for external

agency review and identification of possible best practices. Participate in the annual CPSE Excellence Conference for continued education and

networking with other accreditation teams and accredited agencies. Submit Annual Compliance Reports as required by CFAI policies. Establish succession development of internal accreditation team in preparation for next

accreditation cycle.

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Vision On the final day of the process, the CPSE presented CFD2 a revised vision of where the agency will be in the future. This vision provides a target of excellence that the organization will strive toward and provide a basis for its goals and objectives.

Table 19: Vision of Consolidated Fire District No. 2

We, the members of Consolidated Fire District No. 2, envision that we will be widely recognized as an organization of respected professionals, committed to compassionate service with integrity and pride.

We will honor the traditions of the fire service and the fire district by demonstrating best practices in the delivery of progressive and efficient emergency services. This will be supported by the pursuit, achievement, and maintenance of international accreditation which independently validates our commitment to excellence.

Interaction and identification with our communities will be enhanced through new or improved external communications and public education initiatives. Better utilized internal communications methods will ensure an environment of teamwork throughout the entire department. Investments in our workforce through enhanced training and professional development will ensure continuous improvement in delivery of the highest quality emergency services. By utilizing a well-executed standards of cover and plan for financial sustainability, we will be better prepared to strategically deploy and meet the emergency response needs of our communities.

Through these united efforts, the needs and expectations of our community will be met or exceeded as we hold one another accountable for carrying out our mission, living our values, accomplishing our goals, and ensuring that this vision becomes reality by the close of 2018.

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Performance Measurement “Managing for Results”

As output measurement can be challenging, the organization must focus on the assessment of progress toward achieving improved output. Collins states, “What matters is not finding the perfect indicator, but settling upon a consistent and intelligent method of assessing your output results, and then tracking your trajectory with rigor.”3 They must further be prepared to revisit and revise their goals, objectives, and performance measures to keep up with accomplishments and environmental changes. It has been stated that:

…successful strategic planning requires continuing review of actual accomplishments in comparison with the plan…periodic or continuous environmental scanning to assure that unforeseen developments do not sabotage the adopted plan or that emerging opportunities are not overlooked. 4

Why Measure Performance?

It has been said that:

In order to establish that the CFD2’s Strategic Plan is achieving results, performance measurement data will be implemented and integrated as part of the plan. An integrated process, known as “Managing for Results,” will be utilized, which is based upon the following:

The identification of strategic goals and objectives; The determination of resources necessary to achieve them; The analyzing and evaluation of performance data; and The use of that data to drive continuous improvement in the organization.

3 Collins Good to Great and the Social Sectors. Boulder, 2009 4 Sorkin, Ferris and Hudak. Strategies for Cities and Counties. Public Technology, 1984.

If you don’t measure the results of your plan, you can’t tell success from failure.

If you can’t see success, you can’t reward it.

If you can’t reward success, you’re probably rewarding failure.

If you can’t see success, you can’t learn from it.

If you can’t recognize failure, you can’t correct it.

If you can demonstrate results, you can win public support.

Reinventing Government David Osborn and Ted Gaebler

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A “family of measures” that is typically utilized to indicate and measure performance includes the following:

Inputs: Value of resource used to produce an output.

Outputs: Quantity or number of units produced which are activity- oriented and measurable.

Efficiency: Inputs used per output (or outputs per input).

Service Quality: The degree to which customers are satisfied with a program, or how accurately or timely a service is provided.

Outcome: Qualitative consequences associated with a program/service; i.e., the ultimate benefit to the customer. Outcome focuses on the ultimate “why” of providing a service.

The Success of the Strategic Plan The CFD2 has approached its desire to develop and implement a Strategic Plan by asking for and receiving input from the community and members of the agency during the development stage of the planning process. The agency utilized professional guidance and the Community-Driven Strategic Planning Process to compile this document. The success of the CFD2’s Strategic Plan will not depend upon implementation of the goals and their related objectives, but from support received from the authority having jurisdiction, membership of the agency, and the community at-large.

Provided the community-driven strategic planning process is kept dynamic and supported by effective leadership and active participation, it will be a considerable opportunity to unify internal and external stakeholders through a jointly developed understanding of organizational direction; how all vested parties will work to achieve the mission, goals, and vision; and how the organization will measure and be accountable for its progress and successes.5

5 Matthews (2005). Strategic Planning and Management for Library Managers

“No matter how much you have achieved, you will always be merely good relative to what you can become. Greatness is an inherently dynamic process, not an end point.”

Good to Great and the Social Sectors Jim Collins

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Glossary of Terms, Acronyms, Initialisms For the purposes of the Community-Driven Strategic Planning, the following terms and acronyms have the meanings set forth below:

Accreditation A process by which an association or agency evaluates and recognizes a program of study or an institution as meeting certain predetermined standards or qualifications. It applies only to institutions or agencies and their programs of study or their services. Accreditation ensures a basic level of quality in the services received from an agency.

Customer(s) The person or group who establishes the requirement of a process and receives or uses the outputs of that process; or the person or entity directly served by the department or agency.

Efficiency A performance indication where inputs are measured per unit of output (or vice versa).

Environment Circumstances and conditions that interact with and affect an organization. These can include economic, political, cultural, and physical conditions inside or outside the boundaries of the organization.

Input A performance indication where the value of resources are used to produce an output.

KPERS/KP&F Kansas Public Employees Retirement System / Kansas Police & Fire

Mission An enduring statement of purpose; the organization's reason for existence. Describes what the organization does, for whom it does it, and how it does it.

Outcome A performance indication where qualitative consequences are associated with a program/service; i.e., the ultimate benefit to the customer.

Output A performance indication where a quality or number of units produced is identified.

PILOT Payment in Lieu of Taxes

Performance Measure A specific measurable result for each goal and/or program that indicates achievement.

Stakeholder Any person, group, or organization that can place a claim on, or influence the organization's resources or outputs, is affected by those outputs, or has an interest in or expectation of the organization.

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Strategic Goal A broad target that defines how the agency will carry out its mission over a specific period of time. An aim; the final result of action. Something to accomplish in assisting the agency to move forward.

Strategic Management An integrated systems approach for leading and managing in a changing world by building consensus of the leadership group, both in shared vision of the desired future and a clarified mission for the organization, and by gaining support and participation of the people in the organization to identify specific changes that must be made, implementing them, and assessing organizational performance.

Strategic Objective A specific, measurable accomplishment required to realize the successful completion of a strategic goal.

Strategic Plan A long-range planning document that defines the mission of the agency and broadly identifies how it will be accomplished, and that provides the framework for more detailed annual and operational plans.

Strategic Planning The continuous and systematic process whereby guiding members of an organization make decisions about its future, develop the necessary procedures and operations to achieve that future, and determine how success is to be measured.

Strategy A description of how a strategic objective will be achieved. A possibility. A plan or methodology for achieving a goal.

TIF Tax Increment Financing

Vision An idealized view of a desirable and potentially achievable future state - where or what an organization would like to be in the future.

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Works Cited Bryson, J. M. (2004). Strategic Planning for Public and Nonprofit Organizations (3rd Ed.). San Francisco: Jossey-Bass.

Collins, J. (2009). Good to Great and the Social Sectors. Boulder: Jim Collins.

Commission on Fire Accreditation International. (2009). Fire & Emergency Service Self-Assessment Manual. (8th Ed.)

Federal Benchmarking Consortium. (1997, February). Serving the American Public: Best Practices in Customer-Driven Strategic Planning. Retrieved April 25, 2009, from GovInfo: http://govinfo.library.unt.edu/npr/library/papers/benchmark/customer.html

Griffin, R. W. (2008). Fundamentals of Management (Fifth Ed.). Boston, MA: Houghton Mifflin Company.

Sorkin, Ferris, & Hudak. (1984). Strategies for Cities and Counties. Public Technology.

Wheeland, C. M. (2004). Empowering the Vision – Community-Wide Strategic Planning in Rock Hill, South Carolina. Lanham, MD: University Press of America.

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