In multi-story multifamily structures there is a lot more to consider than in single family structures. The population density increases significantly, the size of the structure increases and in high rise operations you have to be concerned with the rapid spread of heat, smoke, toxic gases and fire upward through the structure. The fact that the structural design is significantly different as the size if focused on going vertical verses horizontal.
These structures have a high life hazard at regardless the time of day. This proposes unique problems as occupant evacuation often hampers fire department suppression operations. With this fact being in place it also changes the focus of operations due to the potential need for evacuation or rescue efforts. Many of these building were constructed with fire escapes on the exterior of the building. These are often in disrepair and become involved in fire as the fire has vented out of a window and prevents the use of the exterior fire escape. Many structures have limited internal stairwells. Often these internal stairwells are not secure from the effects of smoke and heat. These prevent for safe evacuation. It is important to also consider the age of the tenants. The elder population that could live in these structures creates a special need for assistance in evacuation or rescue as they are not able to ambulate efficiently enough to travel the potential distances required for evacuating.
These structures require massive amounts of man power to be able to operate. It is recommended that for every position assigned a total of three (3) personnel be committed, one in operations, one in staging and one on deck ready for relief. This alone can make a significant impact on available resources.
Construction features can create a series of fire-control tactical concerns with the stacking of apartments that creates chases that run the entire height of the building. This design feature creates an easy pathway for fire to extend and do so without showing significant signs of fire growth and spread until large quantities of fire exist. This type of feature provides for fast moving fire extension and can compound the loss of life potential.
Larger buildings have design features that bring light and natural ventilation to rooms in the middle of the structure. These light and air shafts pose danger of allowing the fire to extend horizontally across the shaft. This feature allows the fire to sometimes by pass a fire wall or fire stop. This design will also allow fire to extend vertically as the exposures are increased and the ability to extend both via convection and direct flame contact due to lapping out of windows. The design of these windows being directing opposite or directly above each other contributes to the fire extension. One advantage is that there is not roof over these sections which eliminates the mushrooming concept and will slow the spread of fire to the upper floors.
As we embark deep into the millennium and a new decade, changes are sure to occur. The fire service will surely see many of these changes. The place that we need to make changes initially is within ourselves as officers. We must be prepared to meet these new challenges and a new decade with a set of fully charged batteries. The task of change is extremely hard, as we are often times nostalgic. However, we must strive to reach new levels in service through education and training. The first taste of leadership in recruit academies is seen by trainees through the instructors and officers they have. As a young officer one of my mentors told me this little secret, “A true instructor is a leader of the future”. With that I had to ask how? My answer was, “you shape the minds and careers of many firefighters through education. By doing so you are leading the fire service of tomorrow.” It was not until much later that I could truly understood what this great leader was talking about. I have found it to be true that you lead tomorrow’s firefighters through instruction today.
analogies over my career about the fire service like “You can peal one fire department name off the wall and replace it with another one and it would be the same” and “it is the same circus but with different clowns”. The more I hear this type of talk the more I have come to realize that we got some really big issues at hand that need immediate attention. I have witnessed many events and issues over the years and recently listened to a guest speaker at church talk about recent situations he was in and how his staff reacted. The first thought that came to mind was the fire service. I know that many folks are going to say here is a negative attitude about to come out. Well it just might be but it is reality and we have to face that it is what it is! We have three types of folks in the fire service: Shiners, Whiners and Recliners. So which do you fall into? Let’s take a look at all three and see what we can do to identify their characteristics.
Being a leader does not mean you have to be the Chief Brunacini in your fire department. In fact trying to be some type of leader you are not can get you into deep trouble. It is important to develop your own styles and type. In the 1980’s Dr. Warren Bennis of the University of California conducted a 5 year research study that look specifically at various styles of effective leaders. It is interesting to see that the results found that although each leader had his or her distinctive leadership style, they all shared four leadership competencies. These have been identified as the keys to successful leadership and Dr. Bennis identified them as: Management of Attention, Management of meaning, Management of Trust, Management of Self.
Both leadership and management are important and have their place. it is important not to confuse the two as they are different. Leadership is the skill and an attitude that enables one to get others to accomplish the objectives or goals that have been established. Management is the ability or skill of controlling resources, activities or tasks during the accomplishment of a objectives or goals. It is important to realize that these two concepts work synergistically together and that one without the other is not going to be very effective. “leadership is doing the right things, management is doing things right”, according to Doctor Warren Bennis of the University of California.
Good to Great…How many times have you heard that buzz phrase in the last three years. Maybe you never even gave it much thought till now. So let’s take this opportunity to dissect the concept. Good… If you would ask most any company officer or firefighter if they were a good company they would most likely reply yes. If we posed the same question only changing company to department the most common answer would be yes. In general conversation this same group would use the word good in describing most of their collegues. So why do they use good and not great? What does it take to go from Good to Great?
