The well-approved way that employees in the firefighting department need to enhance their work is the thorough evaluation through various methods. When work evaluation is detailed, well defined and also accepted by the fire department, then the work ethic is precisely built. The different methods that are used either by supervisors must also be reviewed so that employees are directed in the right way needed to accomplish the result. They will be discussed below briefly. Performance evaluations may include reviewing all notes presented by the supervisor, setting goals as an employee, discussing factors such as discipline and counseling and much more.
According to (Bayan, 2012), companies may have entirely different evaluation measures; others may just stick to one form of the assessment while others may also have changes that occur once in a while but still lie within the right form of evaluation. All these forms of assessment should entail some of the employee’s decision-making so that they also take part in the general decision making in form evaluation. It can be mentioned as the most important part of performance appraisal.
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The first and one of the main steps in performance evaluation is reviewing the supervisor’s notes mainly done by the employees. Notes in this form entail good performance instances. These notes should be well stated and dated so that individuals’ and group performances are recorded and can be accessed or retrieved whenever needed. Each supervisor may also have different ways in which they write their observations. Some which is why it is useful to conduct meetings with all directors to come up with much better ways. After these notes are reviewed and finished, it is preferable that they should be destroyed to avoid congestion or stored depending on the companies’ policies.
Secondly, firefighters’ job expectations also take a huge part. This is how eager are they are to accomplish the intended purpose which is to ensure safety in fire situations. Also, it includes how they can work together as a team so that they all employees understand the clear job description and perform exquisitely. Job expectations are set by the supervisor and do not entail discussing with staff. Employees may be given the agreed expectations established by the directors. This way, they can know their expected roles to play to achieve the department’s goal (Bayan, 2012). If agreements should be made it should be recorded so that references can be made when they don’t apply.
Last but not least, firefighters written conversations or dialogues with their respective supervisors should also be used. This is now the documentation bit. These conversations should be short and simple for easy understanding. Otherwise, if they have many categories, too much irrelevant information may be inserted to fill in thus not reliable. To provide exact information on dialogues, the rating also of the employees should be conducted such that they realize the work they need to put in to reach the required level of competitiveness. The range should be minimal so that there is less room for approximation and error. It also leads to a direct and straight forward opinion on someone which is well defined.
From the above methods, we see that for the job description to be attained by firefighters, we need to set good job expectations and strictly adhere to them to maintain a good work ethic, best performance ability and acceptable standards in general. Employees should always have in their minds that performance evaluation will always be there not as a strict process but rather as a developing and team building process to enhance growth. If all supervisors and employees work together and play all their parts as mentioned in the above steps, the performance evaluation process will become easy thus firefighting, desirable.
Reference
Bayan, P. (2012). Effective and simple performance evaluations for fire service personnel. Retrieved from www.fireengineering.com/articles/2012/11/effective-and-simple-performance-evaluations-for-the-fire-service.html
