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An Analysis of Organizational Models for the Future An Analysis of Organizational Models for the Future

An Analysis of Organizational Models for the Future - PowerPoint Presentation

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An Analysis of Organizational Models for the Future - PPT Presentation

NMAC GMAC Meeting December 1 2010 Lyle Carlile Dave Koch Evolving incident management a project of the National Wildfire Coordinating Group by the National Incident Management Organization Succession Planning Team ID: 760407

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Slide1

An Analysis of Organizational Models for the FutureNMAC/GMAC Meeting - December 1, 2010Lyle Carlile, Dave Koch

Evolving incident management

a project of the National Wildfire Coordinating Groupby the National Incident Management Organization Succession Planning Team

Slide2

Slide3

Fire Systems Research,

U.S. Forest Service

Intertribal Timber Council

Project Introduction

Slide4

Overall Project

Goal

Facilitate the creation of a sustainable incident management organization that will evolve and be implemented over the next decade.

Slide5

Slide6

Slide7

Project Objectives

Identify and develop

alternative organizational configuration

and management oversight for the management of national wildfire incidents

.

 

Develop

change management strategies

for leading the understanding and acceptance by all stakeholders of the planning process, alternatives and decisions.  

Develop

strategic recommendations for interagency implementation

of the preferred alternative. These recommendations will include transition strategies from current to future incident management organization.

Slide8

Essential to all alternatives

Overarching principles

Slide9

Succession planning

Long-term succession planning

for IMTs

Large scale, linked to interagency workforce planning

Slide10

Single qualification system

Common

to all agencies and emergency services

Slide11

Agency accountability

Follow-up

on identified needs for training and positions

Support

from agency leadership and supervisors

Slide12

Incident complexity/scalability

Flexible

response based on incident complexity and needs over time

Slide13

Module & service centers

Develop

support modules by function

Utilize

Service Centers and web-based systems

Slide14

Responsiveness to federal fire policy

Consistency & accountability

Slide15

Compensation strategies, incentives & accountability

Develop

both incentives

&

accountability for IMT participation

Slide16

IMT standard operating procedures

Ensure

consistency

Development

of SOPs is

a coordinated effort

Slide17

Support IMT decisions

Regardless

of outcomes

Address

personal liability

Slide18

Interagency cooperation

Team

staffing

Oversight

of contracted resources

Slide19

Consistent financial practices

Base salaries

charged to emergency accounts

Backfill

Slide20

A Quick Overview

Organizational models

Slide21

Size of teamsConfiguration of teamsGovernance of teams (GACG, NWCG, combination)Typing of teamsNumber, kinds, and management of modulesNumber of teams nationallyDispatching pattern / rotationPerformance standardsFormal supervision structureGrade level for team positions

Suppression savingsHow are teams fundedStandard team support costsHow are trainees/mentees organized and assignedWorkforce development strategy to maintain the alternativeHow do the teams provide value added to agencies

How models were analyzed:

Slide22

Current Situation with Overarching Principles

RESPONDS TO

Need for improved oversight & accountability

KEY ELEMENTS

Closest to current organization

Incorporates overarching principles

Incentives to increase participation

Slide23

Single Standard

RESPONDS TO

The need for more efficient use of

IMTs

KEY ELEMENTS

One type of team

Standard team configuration for long and short teams

Use of modules

Teams dispatched geographically using a single national dispatch rotation

Slide24

External Capacity – Contract

RESPONDS TO

Perception of a Declining governmental workforce

KEY ELEMENTS

Utilizes contract teams (10) for surge capacity

Contract teams supplement Types 1, 2 & NIMO during busy seasons

Utilizes skills of retired team members

Slide25

External Capacity – All Hazard & Contract

RESPONDS TO

Perception of a Declining governmental workforce

Increasing All Hazard, DHS & FEMA capacity

KEY ELEMENTS

Emphasizes all hazard and contract teams for surge (25)

(including FEMA-USFA Type 3 All-Hazard

IMTs

for wildland fire)

Slide26

Core Team – “Full Time”

RESPONDS TO

The need for flexibility and scalability

KEY ELEMENTS

Flexible, modular approach

Scalable

Full-time team staffing – Emergency funded

Temporary promotions during fire season

One type of teamMembers still supervised by Agency Administrators

Slide27

Core Team – “Militia”

RESPONDS TO

The need for flexibility and scalability

KEY ELEMENTS

Flexible, modular approach

Scalable

Current militia approach where team members have “day jobs”

Slide28

What Comes Next?

Next steps

Slide29

NWCG decisions

NWCG

accepted

the Report

– Final November 19

Moving forward with

inform stage

of Stakeholder Engagement.

Presentations

will be made by NWCG and team members.

Involvement and collaboration

funded and tasked to Organization Development Enterprise.

Organizational Model developed by May 2011

for implementation based on input from stakeholders.

Implementation to take

5-10 years

.

Slide30

Who are the key stakeholders?How do we reach them?

Stakeholder engagement

Agency Administrators

Incident Commanders

States

Agency Leadership

Team Members

Slide31

Why Stakeholder Engagement?

Case for Change

Collaborate/Involve

Road Test

Overarching Principles

Refine and Develop

n

ew Organizational Model

Build a sustainable model

for Incident Management designed to meet future challenges.

Slide32

Tools for Engagement

Website

Organizational Model Rating Tool

Organizational Model Matrix

Detailed Descriptions of Organizational Models

Questionnaire

Webinars

Deliberative Workshops

Slide33

ImmediateIMsuccessionplanning@gmail.comStay Tuned for Additional Feedback MechanismsNWCG web site

Feedback OPPORTUNITIES