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  • Over the last 8 years our department has implemented a number of supportive computer based technologies to our training, communications, and day to day operational needs. This has spanned multiple generations of technology based systems from Computer Based Training, to Web & Mobile Based Training. Finally to the partnered development of a Fire Service Learning Management System called a FLMS.
  • As District Chief of NTFR Stn # 3 – Tottenham I put forward a business plan and received approvals from Chief Heydon to purchase a 1st generation computer based training system for FFer I & II programming which was a single training station implementation and also allowed for topic specific video review.
  • In 2008 g-apps is introduced departmentally to support communications, collaboration, and day to day operations started under the domain name of ntfr.org:GmailGoogle TalkGoogle CalendarGoogle DocsGoogle SitesAlso a courseware software update is required for the current internal computer based training system in Station 3.
  • In 2009 g-apps is continued to be implemented departmentally:- Continued Gmail roll-out - including Corporate HR account established.- Limited Google Talk use - NTFR Public Training Calendar implimented- Ongoing info sharing via Google Docs - Google Sites ongoing development including Prevention, Pub Ed., and Emergency management sites.
  • A 2nd, generation NFPA based CBT system including presentations for FFer I & II (2008 edition) is implemented internally networked across all 3 NTFR districts with multiple training/work stations.- FFers question and request on-line availability, which is not available from the CBT software supplier.- IFSTA 5 Instructor resources are also purchased for ongoing training needs.- Company drills from FPP purchased.There are no integration of training resources or data management, and resource availability is based on request & limited sharing at ntfr.org g-apps due to data caps & limitations of the system.
  • The Data management reality continues in the department at all levels with limited project-ability of curriculum needs due to the manual nature of the process of tracking; quizzes, enablers 1, 2, 3's, and the Job Performance Requirements (JPR’s) (Component binders times 3, and a JPR booklet). The 1300 plus skills points do not include a FFers specialty modules…
  • Take a moment if your department is OFFC based and calculate your departments minimum data management requirements…NTFR needs to track at a minimum 138,810 points plus for the 105 FFers over the curriculum's 5 year cycle…
  • A 2nd, generation NFPA based CBT program including presentations for Officer I (2003 edition) is implemented internally and networked across all 3 NTFR districts to the internal training/work stations.Solutions continue to be researched, and considered in 2010 to assist in ongoing departmental training management and integrations. FFers continue to request on-line availability out-side of the internally networked station training stations.
  • Ongoing collaboration, brainstorming, and R & D with NTFR Stn # 3 Tottenham; FFer Jay Patterson who is a 22 year “IT professional” and owner of Stillwater Consulting Inc.In December 2010 the 3rd generation FLMS Web & Mobile Based Training solution goes on-line:The FLMS allowed for an immediate and unprecedented flexibility from our previous tools.
  • An informal exchange of ideas about training, delivery and management lead to a 3 way partnership between 2 fire departments and a technology firm. The fire departments have the content and knowledge for their requirements, while the technology firm has the know-how and infrastructure to provide a technical framework to deliver it.
  • Blended learning via the Fire Learning Management System proves to be successful and is integrated into components of departmental training including blended delivery of topics at both the district level (evenings), and departmental day training, and also officer distance learning programs supportive of the internally networked Officer I CBT program.Collaboration, and R & D continues within the Pilot. The concept of Risk management & due diligence across multiple areas of compliance continues [O.H. & S., IRS, WHMIS, MOL – Section 21, and departmental SOG (P)’s]. A system of “Compliance / R/M / OFFC templated delivery, and integration” is conceptualized and ongoing.
  • The pilot is continuing and ongoing in both curriculum & non curriculum programming. As an example the Ornge LZ coordinator program has been developed and is pending implementation. It is planned to discuss recognition of the program in future with Ornge.At this point I’ll let FFer & Trainer Facilitator Jay Patterson expand on the FLMS.
  • I have been invited here today to speak to you as a member of the fire service and on behalf of my company Stillwater Inc, a training partner and learning services company.A little more about me & Stillwater. I have 22 years experience in the software field, particularly in human & health services, and have designed and deployed provincial level networks and applications for medical health records and substance abuse counselling and treatment centers throughout Ontario. Ontario Fire Service has an emergent need for a provincial level effort in the form of a common training platform This need is evident as safety and standards become a driving force Provincial systems have benefits such as embedded best practices and economies of scale – the option to SHARE the problem and SHARE the solution- OH&S and FF safety are also legislatively changing the way we do business [intro to next slide]
  • The needs are becoming very clear, fire departments all over Ontario struggle with a common set of challenges. Some challenges we’ve had for a long time , but are now becoming acute, requiring greater attention, and new challenges are forcing us to think about new ways to engage and manage our workforce. As we discover, we expand the body of knowledge in a given field, and we expand the training load in that field to reflect that new information - its a positive sign of a organization that is open to change and incorporates change, the downside is, it makes for longer more involved or ‘deeper’ training cycles. We have to find ways to get 10lbs of sand into a 8lb bag! Point: MOL treats fire service as a subsector of industrial health and safety where there is a zero injury goal in place and has been for some years, I believe thats where we are headed, even with the inherently risky nature of FFing.
  • MOL has taken observed past problems to set its priorities MOL is looking to past observed violations to formulate its current enforcement strategy- Most importantly, as an enforcement organization MOL is being transparent about its mandate – we should listen carefully to that message
  • Interpretation – if you got a visit from MOL during that period of time, you would be guaranteed to receive one order, if not two or more.- Interestingly MOL has not said publically what its charging rate was during this time.
  • Taken from the MOL website for Fire Service subsector regarding their enforcement plans as part of their “Safe At Work Ontario” program There are 5 main concerns at the core of this statement Next slide analyzes the statement to see what those 5 core items are
  • Providing instruction, supervision and documentation are core to a good training program You can’t maintain equipment that you haven’t been trained on, so that naturally follows Workplace Hazardous Materials Information System – this is also largely an educational challege Conclusion is much of the 5 core points involves training, the training process, or skills exercised after a good training program has been performed The message to the fire service is ‘train better, supervise your people fully, document it fully, keep your equipment ready to go and deliver WHMIS’ Very achievable, but it requires and strategy and a plan – a good part of that is the Fire Learning Management System
  • The Fire Learning Management System or FLMS can help your organization to not only meet the 5 core goals just discussed, but create better firefighters.
  • How often do we build training programs, only to recreate them? Is the current format of the training reviewable, and easy to change to meet evolving needs and requirements? In FLMS format we can SHARE training programs we create! This lets us share BEST PRACTICES. Paper based training programs are hard to update if you lose the electronic source file We can document and log the training process using the FLMS, not only do we capture the training program, we capture the process as the learner progresses In doing these things we enhance the IRS and we improve our operating efficiency Using the FLMS improves our organization’s ability to do its job, and, it addresses MOL’s fire subsector enforcement priorities in one shot
  • Learners and Trainers experience new options for the receipt and delivery of training, making training more accessible and easier to deliver Delegation is the cornerstone of good management. Chief officers and Fire Departments are able to better supervise their training program and delegate training more ‘directively’ so that the message delivery follows the intent. Chief officers know what is being trained in greater detail and as a result delegation is more effective. Municipal Governments and Customers benefit through a more efficient service delivery with a safer, more knowledgeable worker
  • We use internet connectivity to enable fire department member access. This is an “always-on” service. Firefighters can access training where ever there is a device and a connection (home, work, cottage, etc)
  • FLMS does not require any greater technical skill than what people already use to check email or use a social networking site. FLMS runs on a variety of devices and browsers, extending it’s accessibility to personal devices that your staff are already familiar with, own, and use on a daily basis.- The more devices a platform runs on, the greater for opportunity to access it, and accessibility is key to usage
  • - FLMS running on an iPad, an iPhone and a laptop.
  • Because the FLMS isn’t restricted to PCs operating in the station, or restricted to computers running a particular program, barriers to access are removed FLMS accessibility is very high, the anywhere/anytime delivery means that learners or trainers are never ‘queued up’ to use or access the program, and high priority online training can accommodate as many learners and trainers online as you have staff By removing barriers of time and place for online training, self-directed study becomes the learner’s option and the learners responsibilityTrainers have the same access as learners and in fact the same features of access learners get, trainers get – including concurrent access to authoring courses! Two or more trainers can be working on building a course at the same time. Tremendous collaborative capability.
  • Each fire department has its own physically separate copy of the FLMS server program Each fire department stores its content and roster separately from each other Each silo is a private independent entity
  • Each fire department member has their own user account in the FLMS that requires a password. All access is logged at the resource or activity access level including date, time and IP address of the accessing device. This information is full reportable and exportable. Fire departments are in charge of their user administration and can activate, and deactivate logins at will. Fire departments can add and remove users at will.
  • Because of the ‘silo’ structure it isn’t possible for a firefighter from one fire department to accidently log into another fire department’s FLMS with their home department’s credentials.
  • - By setting up each fire department with its own FLMS infrastructure, each department can be assured it has full control over its own security and is independent of each other, reflecting the AHJ structure fire departments actually operate in in Ontario. The FLMSs deployment method reflects the way fire departments are organized at the municipal level.
  • The FLMS is hosted as “software as a service” – SaaS eliminates the need to draw on IT staff of your own to deploy or manage the technical infrastructure for the FLMS. Hosting an online service on a 24 hour a day, 7 days a week basis requires significant infrastructure, technical know-how and investment. By performing this as a service, there are significant cost savings because we use the same team and infrastructure to look after everyone’s FLMS infrastructure, keeping it managed and looked after in one place. These cost savings are passed on to the participating fire departments in the form of low, per-user fees. You pay for the infrastructure in the proportion to which you use it. We look after backups and keeping the FLMS up and running so you don’t have to.
  • - FLMS’s strongest feature is that courses are created, owned and controlled by fire departments. Fire departments already have tremendous training capability, the FLMS enables a fire department to capture, organize and present and track that training. A key point is the ability for fire departments to share their courses with one another (respecting copyrights of course).
  • Trainer facilitators can use FLMS course materials to deliver in class practice sessions. Powerpoints and videos are all types of course materials that can be stored and accessed by trainer facilitators in the course of instructing.
  • increases learning by 56%, increases learning consistency 50 to 60% increases content retention by 25 to 50%As of 2005, over 50% of all training in the corporate environment is BeL or e-Learning
  • The ability to edit and customize courses is a key capability for FLMS, allowing fire departments to reflect their unique needs and circumstances
  • Collaborating is another key capability of the FLMS. We already collaborate with paper based training resources. The station photocopier is the trainers best friend these days. Collaboration is not just sharing courses but being able to shared edited or modified course material as well. Courses can evolve when shared and when we share the training ‘problem’ and we can share the training ‘solution’ we can build something bigger and better than we could if we worked isolated within our own departments. You can see this desire to share in online efforts of various training associations sharing training and in magazines like the messenger. FLMS based sharing is far more immediate and accelerated way to get course materials distributed and in immediate use (once approved within an AHJ).

Stillwater final oafc Stillwater final oafc Presentation Transcript

  • OAFC 2011
    Suburban / rural seminar
    STILLWATER
    Fire Learning Management System
  • Shawn Sweeney, Deputy Fire Chief
    New Tecumseth Fire Rescue
    Computer Based Training
    History
  • History
    2003 2008 2009 2010 2011
    Purchase & District Level implementation of a Computer Based Training (CBT) System.
  • History
    2003 2008 2009 2010 2011
    NTFR.ORG a Google Apps Web Presence Establish for Department Website (Portal)
  • History
    20032008 2009 2010 2011
    Email & Training Documents shared through NTFR.ORG web portal
  • History
    20032008 2009 2010 2011
    Updated Computer Based Training (CBT) includes new NFPA requirements, Instructor Visual Aids and Presentation Resources
  • History
    20032008 2009 2010 2011
    Curriculum Data Management Reality:
    45 Quizzes587 Enabler 2 (Self Checks)522 Enabler 3 (Performance Demonstrations)
    168 Job Performance Requirements (JPRs)
    1322 training elements per Firefighter to be recorded.
    Total of 138,810 elements to track 105 firefighters New Tec.
  • History
    20032008 2009 2010 2011
    For curriculum based departments, calculate your record keeping requirement by multiplying the number of firefighters in your department by 1322.
  • History
    20032008 2009 2010 2011
    New Tec & Ontario Fire College Curriculum & Data Management integration drives needs beyond firefighter binders and conventional “off-the-shelf” CBT
  • History
    20032008 2009 2010 2011
    Stillwater begins detailed analysis of challenges and develops a web based learning management solution.
  • History
    20032008 2009 2010 2011
    Content
    Function
    STILLWATER
    Content/Function Partnership
  • History
    20032008 2009 20102011
    February 2011 - Pilot begins.
    Web based course resources improve Trainer Facilitator’s ability to deliver training.
  • Future
    20032008 2009 20102011+
    CompleteFLMS support for all
    Firefighting and Company Officer subjects.
  • Jay Patterson, Firefighter/TF
    New Tecumseth Fire Rescue
    STILLWATER
    Fire Learning Management System
    FLMS
  • The Need
    Driving Factors:
    • Training Requirements expanding
    • Volunteer time is a finite and scarce resource
    • Greater efficiencies in training & recordkeeping
    • Industrial H&S zero injuries goal in the Fire Service
    • Aggressive governmental OH&S enforcement
  • The Need
    Between 2007 and 2009 the Ontario Ministry
    of Labour conducted 205 inspections resulting
    in 349 orders issued to Fire Departments.
    Source: http://www.labour.gov.on.ca/english/hs/sawo/sectorplans/2010/industrial/industrial_12.php
  • The Need
    That is 1.7 orders per inspection.
    There are no figures released regarding actual charges laid.
  • The Need
    STATEMENT:
    “The five most common orders were related to the employer’s duty to take every precaution reasonable in the circumstances, providing instruction and supervision to workers, maintenance of equipment, production of documents, and Workplace Hazardous Materials Information System.”
    Source: http://www.labour.gov.on.ca/english/hs/sawo/sectorplans/2010/industrial/industrial_12.php
  • The Need
    ANALYSIS:
    “The five most common orders were related to the fire department’s duty to:
    • provide instruction
    • provide supervision
    • produce documents
    • maintain equipment
    • WHMIS
  • The FLMS Goal
    To harness innovative technology to more efficiently house, access, deliver & track firefighter
    training.
  • The FLMS helps to
    • Centralize Departmental Training Resources
    • Capture, Retain and Share Best Practices
    • Perform reliable Record Keeping
    • Enhance the Internal Responsibility System
    • Improve Overall Operating Efficiency
    • Learners (firefighters)
    • Trainers
    • Chief Officers
    • Fire Departments
    • Municipal Government & Customers(Council & Public)
    FLMS stakeholders
  • How does the FLMS work?
  • How does the FLMS work?
    Learning materials are online and accessed through the internet.
    Learning is available to fire department members
    24 hours a day, 7 days a week.
  • How does the FLMS work?
    TheFLMS works the same, regardless of the device or browser it is accessed on.
    There is no software to “load” or “install”.
  • How does the FLMS work?
  • The Result ?
    The FLMS removes obstacles to accessibility for the firefighter learner.
    The FLMS supports firefighters engaging in self-directed learning or study.
    The FLMS supports trainers in delivering training.
    The FLMS supports the Chief Officer’s need to manage and delegate training, while meeting the employer’s supervisory duties.
  • How does the FLMS work?
    Privacy & Security
  • How does the FLMS work?
    Each fire department has its own “silo” containing
    its own members and content.
    ?
  • How does the FLMS work?
    Firefighters access the FLMSand its contents using secure, fire department controlled usernames and passwords.
  • How does the FLMS work?
    User accounts and content are separate for each department.
    There is no chance of accidental ‘crossover’
  • How does the FLMS work?
    Silos ensure the integrity, security
    and are independent
    for each Authority HavingJurisdiction (AHJ).
  • How does the FLMS work?
    The FLMS is hosted in a
    professional data center
    with security, redundant
    power, daily backups &
    business class internet connectivity.
  • What is in the FLMS?
  • What is in the FLMS?
    The FLMS contains activities and materials that are organized into web based “Courses”.
  • What is in the FLMS?
    FLMS courses are created by fire departments using resources they already have.
    FLMS courses are ‘owned’ by the participating fire departments and their course authors, not by us.
  • What is in the FLMS?
    Courses can be self-delivered or supervised and delivered by Trainer Facilitators and Instructors using Blended Delivery (BeL).
    Learners can access course materials anytime they want outside of the regular training schedule.
  • FLMS supports Blended Delivery
    The FLMS facilitated, blended delivery is a recognized method in IFSTA Fire and Emergency Service Instructor 7th Edition:
    learning up 56%
    consistency up 50 to 60%
    retention up 25 to 50%
  • What is in the FLMS?
    What does an FLMS course look like?
    Courses contain learning activities and materials, presented in a logical and familiar fashion.
  • What is in the FLMS?
    Courses can be designed to follow the familiar OFM Curriculum layout.
  • What is in the FLMS?
    Why reinvent the wheel?
    Using the OFM Curriculum layout we can leverage the existing Trainer Facilitator system of delivery.
  • What is in the FLMS?
    Courses can contain presentation materials such as slideshows, powerpoints, videos and/or handouts.
  • What is in the FLMS?
    Courses can contain activities such as Quizzes that are scored and recorded in the learner’s account.
  • What is in the FLMS?
    A mixture of Text, Pictures, Links, Videos and Interactive Activities give learners a rich environment where topics can be explored, learned and new knowledge, tested.
  • What is in the FLMS?
    Upon successful completion of a course, learners can print their certificates of completion.
  • What is in the FLMS?
    Supervisors can review, report, print & export course logs and course completion information.
  • Customization
    Each fire department can easily build and customize its own course content.
    There are no restrictions on the number or size of courses.
  • Let me repeat this.
  • Customization
    Each fire department can easily build and customize its own course content.
    There are no restrictions on the number or size of courses.
  • Collaboration
    Entire courses can be shared from one fire department to another, enabling you to collaborate and share FLMS based training.
  • Ease of Portability
    Sharing entire FLMS courses is as simple as copying and pasting a file. Courses can be portable between silos.
    Sharing FLMS courses is a security controlled privilege.
  • Progress Report
  • Progress thus far…
    • New Tecumseth Fire Rescue & King Fire and Emergency Services in Pilot Phase
    • Curriculum and non-curriculum courses created and delivered
    • Strong collaborative relationship between Stillwater and participating fire departments and content providers.
    • Firefighter post course questionnaires report high levels of ease of use and satisfaction with the FLMS.
  • FLMS courses delivered to date
    • Component 1 Section 21 Introduction to IMS
    • Component 1 Section 17 Fireground Search and Rescue
    • CO/FPO101 Legislation (pre-course only)
    • WHMIS (Self-Directed Learning)
  • FLMS courses being built
    • Emergency Driver Training
    • Personally Operated Vehicles
    • Recruit Firefighter Pre-Class (Component 1 Sections 1-8 Enabler 1’s)
    • Emergency Medical Responder (EPC)
    • ORNGE Landing Zone Coordinator
  • FLMS availability?
    • Yes, available today for your fire department.
    • Pricing is based on a monthly per-firefighter model with one-time setup.
    • Very affordable especially for smaller fire departments.
  • Wrap Up
    The Fire Learning Management System (FLMS) is an innovative and cost effective tool for delivering firefighter training, while meeting high priority needs and requirements.
  • Thank you for your time and enjoy the 2011 OAFC Conference!Please visit us at our booth (1418)
    STILLWATERLMS.COM