South Bend Fire Department 2016 Annual Report

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p�$pvTH 8�d 1222 S.MICHIGAN STREET U PHONE 574/23 5`9255 Soum BEND,INDIANA 466oI-282I rb FAx 574/235-9305 X k 1865 CITY OF SOUTH BEND FETE BUTTIGIEG,MAYOR 1=jIQCI in Clerk's OffjCQ SOUTH BEND FIRE DEPARTMEN -- STEPHEN E COX MAY 17 2017 FIRE CHIEF South Bend Fire Department Annual Report for 20 KAREEMAH FOWLER CITY CLERK,SOUTH BEND,IN � 1. Emergency response. In April of 2016,the South Bend Fire Department was determined to be a level 2 ISO rated fire department.The Insurance Services Office(ISO) is an independent auditing agency that works for the insurance industry.This rating places the SBFD in the top tier of fire agencies in the State of Indiana as none have been rated a level 1.The SBFD responded to over 20,000 emergency calls for service.As an all-hazards response agency,the Department provided service for fire suppression,EMS response,water rescue,Hazardous materials mitigation,specialized rescue, and many other response types.This activity falls in line with the Mayor's mission of making the basics easy.The Fire Department's competence,compassion,professionalism,and focus on service allow the Public to have confidence that their needs will be met whenever they call for service.The response capability of the SBFD makes this a safer city in which to live,work,and play. 2. Recruitment,testing,and hiring. The recruitment process initiated in 2014 and continued through 2015 led to all time high numbers of applicants for the SBFD in 2016.Additionally,total numbers of minority and female applicants were at an all-time high as well.This led to the most diverse hiring list the department has used in the past 25 years with an eye towards increasing departmental diversity. The current hiring list includes 27%minority applicants and 6%female.Total numbers of minority and female applicants are at an all-time high,which is a testament to the work done by the SBFD Recruitment Committee-The Committee has also worked with the third-party vendor which provides the department testing(written and interview)to rework the testing process to minimize the effects of disparate impact to any specific demographic group while not reducing standards for prospective applicants.This process falls in line with the City's values of accountability and inclusion. 3. Recruit training and High School Fire Academy. In the beginning of 2015,the SBFD started a recruit academy which included fire recruits from LaPorte Fire Department.This program has continued and we have graduated the third class including recruits fi•om other departments.This gives the SBFD greater flexibility in providing recruit training and allows the department to be able to create a revenue stream to help offset the costs of recruit training. In addition to the recruit academy,a partnership was developed with the South Bend Community Schools and Ivy Tech to create a dual-credit,co-op program for high school students.This class has continued and has expanded to include EMT training for a greater number of high school students in the South Bend Schools.As this program targets 11'l'and 121' grade students, it is a long-term recruiting project.However,the majority of students taking part JAMES Luccxi TODD L.SrcWARCAN ANDREW J.MYER JOHN CORTHIF.R FEDERICO RODRIGUEZ,JR ASST.CHIEF OPF.RATIONs ASST.CHIEF SERvicEs ASsr.CHIRP EMS Assr.CHIEF TRAINING FIRE.MARSHAL.