Category Archives:

Re-Enlist.

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I don’t know if it’s the fact that my father served in the US Army in two wars, my self-inflicted guilt for not serving in the military, or simply my love for country; but over the past several years I’ve experienced a growing appreciation for – OK, almost an infatuation with – our US Military and the men and women who serve in it.

My logical side admires these ordinary people who perform extraordinary missions in defense of our freedom.

My creative side is in love with the marketing machine that is the US Military.

“Run to the Curb” Kids

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You’ve read my previous references to “Run to the Curb” type kids in “Fortune Tellers” and in my other writings. Now I’ve created a whole new web site just for telling my stories and to give you a place to share your stories too. Run to the Curb.com is a work-in-progress blog I just created […]

Creating a Clearinghouse

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Patience is some times not one of my better virtues. I’ve been kicking around the idea of creating an online clearinghouse of recruitment and retention resources for quite some time. Needless to say, it’s an area of the fire service that I’m quite absorbed in but I’ve always waited for someone else to create such a […]

Reversal of Fortune?

HEADLINE: Johnson City to Explore Adding Volunteer Firefighters http://www.pressconnects.com/article/20091116/NEWS01/911160345/1112/Johnson-City-to-explore-adding-volunteer-firefighters Is it just me or are two worlds colliding here? At the same time many volunteer fire departments struggle to maintain their ranks, their career counterparts are being stripped to the bone in both manpower and operating budget by their community’s and our country’s fiscal crisis. […]

Sex shop Antalya

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Sex shop Antalya

It’s Time to get SAFER!

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Are you SAFER than you were last year?

That is, did you submit a grant application under the Department of Homeland Security’s (DHS) “Staffing for Adequate Fire and Emergency Response” program for recruitment and retention?

If you didn’t, you missed out on a great opportunity to better your fire department, or in our case, the entire volunteer fire service in our region.

Here’s the good news. You get another chance. DHS just announced that the application period for the 2009 SAFER grants opens November 16, 2009.

Please CO-operate. It’s a matter of life and death.

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This morning’s Buffalo News headline featured the photo of a bright, beautiful 16-year old girl with a promising future, her life snuffed out by a silent killer yesterday.

Carbon Monoxide (CO) is colorless and odorless. It strikes with symptoms that could easily be mistaken for the flu. Small doses accumulated over time can be as dangerous as a prolonged exposure. Left undetected, there is potential for harm and death in almost every household in America.

Carbon Monoxide is a normal by-product of combustion. Natural gas fired appliances (stoves, boilers, hot water tanks, furnaces, etc.) give off carbon monoxide. So do wood burning stoves and fireplaces. However, under normal operating conditions and with sufficient ventilation, the CO does not accummulate to levels that

Part 3: Rockland County

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This article is one in a series of toolkits focusing on recruitment, retention, fire service marketing and leadership.

Earlier in our discussion of the clearinghouse approach to recruitment and retention, I outlined my theory that there are three levels of recruitment activities I’ve identified as “The Clearinghouse”; “T&E: Training and Education”; and lastly the “Trench Work.”

 

In discussing the clearinghouse concept, I stated my feelings that the role and responsibility of building awareness as to the need for volunteers falls on regional, state

Part 2: Samples of Success

This article is one in a series of toolkits focusing on recruitment, retention, fire service marketing and leadership.

 

 

In Part 1 of our discussion of the clearinghouse approach to recruitment and retention, I outlined my theory that there are three levels of recruitment activities, three distinct angles of attack, if you will. I identified them as “The Clearinghouse”; “T&E: Training and Education”; and lastly the “Trench Work.”

 

In discussing the clearinghouse concept

Part 1: What’s a Clearinghouse?

In previous articles, I’ve attempted to present the fire service with real tools to use in improving their membership process and documentation including annual reports, prospective member guides and the interview process.

 

Recently, I’ve been working with a group of some 30 fire service leaders to offer solutions to the recruitment and retention challenges of their county’s fire service.

 

As part of that process, I’ve developed a three-tiered model to address what I call “recruitment and retention

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