Needs Assessment

Rich LlewellynEDUC 533

Josh Fischer

The Spokane Valley Fire Department (SVFD) has identified the need for leadership development training and has initiated a 10-month class using an expensive outside consultant

Developing and delivering an in-house leadership training program will save the department more than $20,000 per year

Leadership Training at the Spokane Valley Fire

Department

Servant Leadership states that leaders lead best when their primary focus is serving others

This leadership paradigm has emerged in recent years as a subject of academic interest

Adoption of servant leadership principles in the private sector has created robust and resilient organizations (Kahl & Donelan, 2004)

Adoption of servant leadership will likely have a similar effect on public sector entities (Alimo-Metcalfe & Alban-Metcalfe, 2005)

Servant Leadership in the Fire Service

Though any of the needs assessment models could be applied to this subject, the Innovation Needs Assessment Model is the most appropriate because:◦ Servant Leadership is a new concept for the SVFD◦ Servant Leadership in the fire service (public

sector) has not been widely researched (Van Wort, 2003)

◦ Appropriate instructional programs will need to be identified and adapted to the fire service

◦ Appropriate support materials will need to be researched and purchased

The Model

AIM – Develop in-house leadership training

ASSESS – Determine prior knowledge and develop instructional objectives

ACTIVATE – Develop the leadership training program

APPLY – Conduct the leadership training course

Applying the 4A Model for Innovation (Morrison, 2010)

The curriculum for this program must be developed and tested◦ At SVFD this process typically involves a

committee of stakeholders◦ Will involve consultation with subject matter

experts◦ Review of instructional materials for inclusion in

the course will include books, articles, audiovisual materials, etc. Review will include questionnaires about material

and discussion during meetings

Instructional Needs

Personnel will need to be scheduled for time off during the scheduled class time

The Board of Fire Commissioners will need to be apprised of the training and likely approve any overtime cost involved

A selection process will need to be developed to determine which employees are invited to attend the course

Non-Instructional Needs

Classes will be coordinated by SVFD personnel and led by locally available guest lecturers and facilitators◦ Potential resources for guest lecturers include

Leadership Spokane and faculty from Gonzaga University’s Department of Organizational Leadership

Though there is no existing curriculum for this course, curriculum development should be driven by the SVFD’s mission to deliver service with a “professionally trained, dedicated, and compassionate workforce.”

Learning Environment

The classroom that is available for this program has standard instructional media technology available for the use of the instructor including computer, projector, Internet, DVD, and sound system◦ The classroom layout is flexible and may be

adapted to any configuration necessary to optimize the learning opportunity

◦ The classroom is readily available for use by SVFD programs and bears no marginal cost

Learning Environment (cont.)

Learning Environment (cont.)

This course will be organized by the SVFD’s Training Division which seeks to ensure that the SVFD personnel are trained to a level that meets or exceeds mandated requirements and voluntarily adopted standards

The Spokane Valley Fire Department serves three incorporated cities as well as adjoining unincorporated areas of Spokane County o Our citizens support our service delivery through

assessed property tax, as well as a special maintenance and operations levy that requires periodic voter renewal

o The SVFD strives to be an ethical steward of the public’s trust and money

The leadership culture of the SVFD has historically been power-based◦ Power-based leadership relies on the ability of the

leader to force or coerce followers to accomplish a task

This program will be challenged to change the institutional culture to an authority-based model◦ Authority-based leadership relies on the leader’s

use of personal influence to get followers to willingly accomplish a task

Cultural Challenge

The potential students for this program are the approximately 175 employees of the Spokane Valley Fire Department◦ Both line (24 hour) and support (day shift)

personnel◦ Students have 1 to 30 years experience with

SVFD Range in age between 25 and 65 Students may have a range of experience

and comfort with instructional technology

The Learners

Students come from a diverse variety of backgrounds prior to employment at SVFDo Formal education ranges from high school diplomas to

advanced degreeso Socioeconomic background represents the full

spectrum of class categories Students have a wide variety of ideas and

preconceptions about leadership

The Learners (cont.)

Alimo-Metcalfe, B., & Alban-Metcalfe, J. (2005). Leadership: Time for a new direction?

Leadership, 1(1), 51-71.

Kahl, J., & Donelan, T. (2004). Leading from the heart: Choosing to be a servant leader.

Westlake, OH: Jack Kahl and Associates.

Morrison, M. (2009, January 21). 4A model for innovation – aim, assess, activate, apply.

Message posted to http://rapidbi.com/management/innovation-aim-assess-activate-

apply-model/

Van Wort, M. (2003). Public-sector leadership theory: An assessment. Public

Administration Review, 63(2), 214-228.

References