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Fire Department Strategic Plan and Analysis Report


The fire department strategic plan sets out objectives and priorities for managing services and outlining any anticipatable outcomes. The plan also addresses the strategies, opportunities, and challenges that the fire service faces.

The plan is equally a baseline for building upon general solutions that can meet the community’s specific or special needs. The deployment of resources to the risky area is a real achievement accomplished through the fire-department management plan. Thus, the program is an effective or efficient plan that is imperative for the offering of services that are a value for the implementation costs. The plan supports a specific direction for the improvement of services or operations in accordance with acceptable standards.

Planning standards

Vision, core values, and mission statements will assist in internal development required to improve personnel policies and operations training procedures.


Shield people against fire disasters, protect property against fire destruction, and safeguard the environment by providing services that cause some constructive or resourceful distinctions.


Become the best fire organization by providing advanced services and training personnel to ensure they deliver quality and timely services by use of the available resources. To enhance continuity of the firm through enhanced quick responses and the ability to cater to the community’s diverse needs.

Core Values

Honesty, allegiance to services, veracity, and professionalism.

Ground Rules

  • Enhance growth through mentoring the young generations of employees as a measure of building and supporting good service and leadership legacy.
  • Hold training sessions that enhance team building and other activities that promote both short and long-term developments.
  • Develop guidance strategies that promote current and future activities, for instance, instilling core values on young/new employees to ensure conservation or good firm’s history and customer services.
  • Market the firm through enhanced or better services beyond customer’s expectations.
  • Expand and adjust flexibly in accordance with the needs of the customers.
  • Coordinate with other agencies to enhance educational, medical, and other community-based activities.
  • Ensure readiness of the personnel by equipping them with skills properly and resourcefully according to the standards, required workforce, group actions, and improved philosophical assistance.
  • Ensure prompt response to customer calls and handle each situation as an emergency, thus administer service provisions accordingly.
  • Update the plan periodically to meet service demands.


  • The department can respond timely and through virtual connections to enhance quick and timely responses to emergencies.
  • The department can train and retrain personnel to mitigate through various emergencies either as an entity or through the assistance of other agencies.
  • The department can provide quality services as stipulated by laws and elected officials, especially on matters concerning health services, fire suppression, and prevention procedures.
  • The department can transform services as per the technological advancement and clients’ demands.

Short-term plans

  • Obtaining better IT support for the department.
  • Including paramedics and other physicians among the response units.
  • Establish evens officers through a development program.
  • Review, implement and retrain promotion as well as experiences facilitation programs.

Long-term plans

  • Establishment of alternatives to handle the populated call logs.
  • Develop senior personnel who must have enough skills and experience to enhance the performance of various sectors.
  • Quality assurance programs.
  • Health awareness programs.
  • Develop electronic ways of disseminating information to the public, such as the use of the internet.

SWOT Analysis

SWOT is an analysis to determine the firm’s destructive and constructive forces that may negatively or positively influence performance in the present or the near future.

Strength Analysis

  • Finding out services that the firm can identify with and capitalize on so that the performance is better than potential competitors.
  • Focus on possible future challenges that the department might face.
  • Identify factors that can hamper or strengthen the policies, vision, or mission of the firm.
  • Focus on utilizing all the national policies to strengthen the service provision.
  • Manage companies’ interoperability and the ability to adjust performance measures to the expected standards. This involves restructuring or enhancing combined efforts, collaborating, or team efforts to maximize strong points and opportunities.
  • The firm will have highly qualified employees and must be willing to provide the requested services.
  • Ability to acquire modern equipment and replace worn-outs.
  • Ability to suppress demands.
  • Ordinance to residential sprinkles will enhance safety.
  • Good employees to management relationship.
  • Ability to enforce local and divisional training programs.


  • Advancing skills through studies and experienced techniques for facilitating the study.
  • Ability to measure up to upcoming techniques such as technical analysis and guidance.
  • Training young people on fire management techniques, especially at school levels through awareness forums or by granting various learning programs.
  • Ability to mentor and manage unique changes.
  • Speeding and categorizing the training procedures according to qualifications and acquired skills.
  • Consider the main hazardous response agents and seek measures of utilizing their collaborations whenever possible.
  • Management of future opportunities and enabling employees to gain opportunities for appointments and promotions in various fire departments globally.
  • Federal grants.

The strategic plan also focuses on the weaknesses and threats of performance as a measure of encouraging the implementation of measures to combat them for future development.


  • Retirement of experienced personnel, thus major “brain drains” especially on experiences.
  • Inadequacy of budgetary allocations to meet demands, particularly demand for training in schools and enforcing career improvement levels.
  • Insufficiency in the development of health-related programs.
  • Electronic interaction and accessibility to clients.
  • Operations consistency.
  • Challenges relating to training, fire prevention, and mentoring operations.
  • Staff inadequacy.
  • Low or poor support from information technology.


  • Undefined administrative duties and inadequacy of response teams required for medical attention during fire emergencies.
  • Escalating financial cost of managing training programs.
  • Lack of enough program coordinators.
  • Increased demands and decreased response-time anticipated by clients.
  • Increase in likelihood of incidences.
  • Adjustments on service delivery due to demands for redevelopment and change of demographics.
  • Threat of low turnover due to loss of experienced personnel, especially management personnel, through retirement.

Approvals by

  1. Training divisions.
  2. Fire prevention and investigation teams.
  3. Operation’s focus team.
  4. Fire logistic department.
  5. Government Associates.


The development of the strategic plan involved discussion of service-delivery levels with some degree of references to fire operation studies results. The plan also addresses some implications and incorporates anticipated results in the process. The strategic plan is tentative and enhances the ability to perform periodic updates as warranted by time and occurrences. The main function of implementing this strategic plan was to enhance a proposal that improves and assists the firm’s vision. The SWOT (Strengths, Weaknesses, Opportunities, and Threats) are essential aspects that provide valuable input into developing goals.

The long and shorter goals are essential aspects that enhance the assessment of resources, assignment, planning, and budgeting for resources to meet clients’ needs by providing key services. A strategic plan focuses on future development by changing the status quo to functions in the ongoing procedure. The staff was dedicated to seeing the advancement through and deciding on the best long-term vision. The main aim is to succeed in making the department an excellent organization.

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IvyPanda. (2020, December 28). Fire Department Strategic Plan and Analysis. Retrieved from https://ivypanda.com/essays/fire-department-strategic-plan-and-analysis/

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"Fire Department Strategic Plan and Analysis." IvyPanda, 28 Dec. 2020, ivypanda.com/essays/fire-department-strategic-plan-and-analysis/.

1. IvyPanda. "Fire Department Strategic Plan and Analysis." December 28, 2020. https://ivypanda.com/essays/fire-department-strategic-plan-and-analysis/.


IvyPanda. "Fire Department Strategic Plan and Analysis." December 28, 2020. https://ivypanda.com/essays/fire-department-strategic-plan-and-analysis/.


IvyPanda. 2020. "Fire Department Strategic Plan and Analysis." December 28, 2020. https://ivypanda.com/essays/fire-department-strategic-plan-and-analysis/.


IvyPanda. (2020) 'Fire Department Strategic Plan and Analysis'. 28 December.

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