NOTE: The schedule is subject to change and any changes will be shown in the Conference App. Attendees will be sent instructions on downloading the app prior to the Conference.
We are excited to announce the Keynote for our 2020 Excellence Conference: Rowena Alegría, Denver’s Chief Storyteller.
One of the emerging leaders in this space, in early 2019 Ms. Alegría became Denver’s first-ever Chief Storyteller. Focused on community engagement, Rowena is founder and director of both the Denver Office of Storytelling and the citywide storytelling project I Am Denver. She is a 2019 Jack Jones Literary Arts Fellow, a 2019 Vermont Studio Center Fellow and a 2018 Writing by Writers Fellow. Rowena is a career journalist, communications executive and speech writer. She is currently writing a novel that plays with form and the history of the Southwest.
This session will challenge the audience to consider what really matters, and to decide if they are fulfilling their calling through their career. Topics to be discussed include PTSD, suicide, officer development, firefighter development, and personal development- all using a case study approach of personal events with the instructor.
Many jurisdictions face both population growth and departmental revenue reduction. This session shares the background, methods, and results of a study of the Palo Alto/Stanford area and Palo Alto Fire Department emergency response to determine current health needs, predict future call volume, and identify alternative models for EMS delivery, including prevention efforts. Methods included a modified or “period” life table approach to predicting future call volume using existing demographic projections and call data.
The purpose of this presentation is to explore the issue and raise awareness of workplace bullying within municipal fire departments. The program will focus on how organizations define workplace bullying; the frequency of workplace bullying within municipal fire departments; the potential impacts of workplace bullying; potential means for identifying and addressing workplace bullying in fire departments.
The Charleston Fire Department (CFD) has undergone numerous changes in the aftermath of the Sofa Super Store fire in 2007. Included in those changes have been 4 fire chiefs and 4 interim fire chiefs, each with his/her own ideas on how to move the organization forward. This presentation explores where the CFD has been, where it is going, and strategies employed to lead a change-weary organization in a positive manner.
Firefighter wellness is multilayered and requires the support of peers and upper management. This session discuss how physical and mental health are pivotal to keeping firefighters safe and how you can improve behavioral health practices in your fire department with increased awareness, education, and accurate post-incident diffusing practices.
Resilience is increasingly recognized as an essential attribute of healthy organizations and is identified in the 9th Edition FESSAM as a core competency (2.C and 2.D.1). But what is resilience, as it pertains to fire/EMS organizations? More specifically, how do we define fire/EMS-specific attributes of resilience, and most important, how do we measure them? During this session a survey of the recent literature on this topic will be presented, the work of a fire/EMS task force devoted to this topic, and examples of specific resilience-focused analyses conducted by Palm Beach Gardens Fire Rescue and several other forward-looking agencies.
This session conveys the data and facts behind what is becoming the greatest form of leadership today. Sharing stories from some of the most successful CEOs who harness empathy to lead their company and employees to great performance. Techniques on how to become an empathetic leader will also be shared.
Using discrete examples and case studies from the last decade this presentation will describe the methods used to develop more comprehensive data and strategic analysis processes to assist decision-makers. A primary focus will be the recent use of machine learning technology to generate predictive data for application in strategic modeling and response simulation.
Are you seeing the same near misses, injuries, and accidents plaguing your department over and over again? Does the limited frequency of such incidents make it difficult to capture the root cause of your unwanted events? Despite countless hours in further training and updating policies or procedures, there may be a deeper cause than just “human error”. You’ll find out how highly reliable organizations such as the nuclear and aviation industries addressed their human error problem and how the IAFC’s Firefighter Near Miss Reporting System is bringing these concepts to the fire service.
Fire Chiefs must constantly work collaboratively with their City Manager and their governing body. Establishing a system to achieve excellence is essential to ensuring this collaboration stays intact and healthy. A successful relationship between the Fire Chief, the City Manager and the elected body creates a positive environment for successful achievement of established outcomes. This session will look through the eyes of the City Manager and the Fire Chief to better identify, measure and continuously improve those emergency service and fire protection outcomes.
We will review the many opportunities that are available for an organization-wide professional development plan which will include experience, education, training and teaching, and other important facets of growing and maintaining forward progressive of the organization. How we use the components of this professional development plan will include hiring and promotional opportunities, as well as a major component of succession planning at all levels.
Creating, structuring, and implementing effective and relevant professional development plans can be a challenge. Through collecting aggregate data from credentialed officers across the county the speaker was able to identify numerous training and educational opportunities that many may have never heard of and recognize trends that assist in creating a professional development road map that everyone can benefit from. This presentation will highlight the findings and discuss professional development plans that encompass; education, training, and certification.
During this session, several different aspects of the millennial generation and their motives for work, leadership, and engagement as well as their interactions with the other generations present in the fire service (baby boomers, gen X, and gen Z) will be discussed. The focus will be on this generation’s growth and their current presence in senior leadership roles and how to cultivate and foster their growth to replace those of the latter generations.
The fire service serves the community and depends on community support but has often struggled to capture its perceptions and expectations. Community input needs to be fundamental in shaping an agency’s future and an agency’s past. This session intends to provide strategies in how to capture community stakeholder input and integrate it into an agency’s strategic planning process.
Professional growth and development have changed over the last 20 years and cannot be aligned to just education degrees or certifications. This session will look at the tools that are available that can be leveraged to aid in assuring the employees are being continually challenged, developed, and prepared for current and future competencies that will be required as our industry changes and evolves.
The road to fire department accreditation can be challenging. One of the biggest hurdles is compiling three years of data for review and use in formulating the Standard of Cover. The National Fire Operations Reporting System (NFORS) developed by researchers and data scientist from a collaboration of national fire service organizations can change all that. Data visualizations in interactive dashboard set the stage for complete data tables that can be prepared for presentation in hours.
Good leaders instinctively know the importance of change and why it is needed. The harmonious balance between personal and professional life can be the most challenging aspect of public servitude. Sometimes we need to change ourselves before we can change our organization. Has your fuel tank been depleted, and your fumes don’t seem to be enough to move you any further? If so, join us as we discuss the elements needed to recharge those batteries and refill your tank towards forward progression.
A deep dive into the Los Alamos Fire Department data (both broken down and with rollups). The session will demonstrate how the department validated and updated their benchmark drivetimes with 90th travel times using Geo-spatial analysis.
This session will take a deeper dive into the elements of risk, the data points measured, and what do they mean for agencies. For example, typically agencies figure out how to categorize risk using a single modifier in each element measured and leaving it at that when there is so much more there to analyze relative to response strategies. The presentation reveals opportunity for agencies to improve their methodologies and identify the outcome improvement potential from it.
This session focuses on some of the most pervasive situational awareness barriers faced by leaders that can impact decision quality the resilient problem solving. Barriers to be explored and discussed may include: Pre-conception, Confabulation, Mission Myopia, Mind drift, Staffing issues, Cognitive biases, Normalization of deviance, Human factors, Complacency, The curse of knowledge, Overconfidence, Technology, Miscommunications, Fear-driven decisions, Peer and supervisor pressure, Culture, Overload, Task fixation, Task saturation… and more.
Focusing on one of the key elements of the accreditation process, the self-assessment manual, this session will focus on how best to begin writing the manual. You will learn tips on distinguishing the four parts of the self-assessment manual and how to keep the manual updated to reflect current operations.
Cool…I just got my letter from the Commission on Professional Credentialing telling me that I am now a designated fire officer! Now what…well as a designated officer you will be looked upon more as a mentor, one who leads by example, and one to seek advice about professional development, so make sure you live you to your new expectations! We will discuss maintaining your designated status, seeking your peers to become designated, and opportunities with the CPC, like becoming a peer reviewer!
The Accreditation Manager position is the foundation to an agency’s success in its pursuit of the application for and maintenance of accreditation. This session focuses on the utilization of an ‘untapped resource’ within a community – a civilian Accreditation Manager – and explores an alternative approach to staffing this key position, including how to onboard and orient the civilian to the fire and emergency services industry. The presenters will share their own experiences as civilian Accreditation Managers from two very different and dynamic agencies, as well as the challenges and accomplishments of leading an agency through its pursuit of continuous improvement.