The National Wildfire
Coordinating Group has established minimum standards for determining
position qualification. Those agencies participating in fire management
operations under the NWCG umbrella may have more restrictive standards,
but all personnel being mobilized outside of their geographic area
must meet those standards found in the PMS -310-1, Wildland and
Prescribed Fire Qualification System Guide or "310-1." A copy of the 106 page document can be downloaded from http://www.nwcg.gov/pms/docs/310-1new.pdf.
The following
are key points in implementing the system:
1. Use
the system as it is designed! By following the system, explaining
clearly to your subordinates how the system works, and being consistent
in its application, you set a high standard for your employees and
eliminate confusion.
2. Plan
ahead! Most positions require at least one training course and/or
prerequisite experience prior to initiating a position task book.
This means that leaders must be looking ahead and using Individual
Development Plans for employees to stay ahead of the needs of the
organization and the employee.
3. An employee
must possess the skills which can be gained by taking classes listed
in the ADDITIONAL TRAINING WHICH SUPPORTS DEVELOPMENT OF KNOWLEDGE
AND SKILLS category of the 310-1. For most agencies that doesn't
mean they are required to take those classes, but it does mean an
employee must possess the skills taught in those classes.
4. On the
job training and evaluation of position performance are two different
things. It is okay to have someone shadow a fully qualified individual
in a position to gain insight and experience. When the employee
is ready they can then begin an evaluation period or they can be
sent on another assignment to begin the evaluation process.
5. Don't
push people, but don't hold them back either. Surgeons can be trained
in 7 years, fighter pilots in 4, when you have an employee with
potential keep challenging them.
LEADERSHIP TOOLBOX REFERENCE
Pay it Forward
February 2004
