NWCG Training Improvement Project

During the Standards and Key Document Analysis NWCG Training Development works with committee representatives to make sure that we take into account all of the source documents that affect or are utilized by each position. This gives us a solid organizational base to build upon. This also allows us to look for inconsistencies within documents and ensure products are useful by the end user.

possibly remove the following headings...

Imagine an Improved Task Book...

Where unnecessary redundancy is removed.

Where tasks are clearly stated and easy to understand.

Where roadblocks to qualification are eliminated.

During the Position Performance Analysis NWCG Training Development works with subject matter experts (SME) in each position to capture a current and comprehensive picture of what each position needs to know and do in the performance of their duties. These SMEs are current and actively perform the duties of the position either as part of their daily duties or on recent fire assignments.

The Review Process

Tasks underwent an initial review by the NWCG Training Development staff to remove unnecessary redundancy, to move competencies and behaviors from the task section to the back section of the PTB, and to eliminate bullets whenever possible. After the initial review the tasks were sent out in questionnaire format to the field to determine what tasks were still relevant, what tasks were missing, and to gather general feedback. In the final step before the field review Subject Matter Experts (SME's) attended workshops at NWCG to review the questionnaire feedback and incorporate suggestions and identify missing tasks. The Position Task Book Field Review is the final phase of analysis and will be used to to identify and create the final version of tasks that will be in the improved PTBs.

Unnecessary Redundancy

One of the goals of the Training System Assessment and Improvement Project is to remove unnecessary Redundancy from PTBs. The best examples of unnecessary redundancy are check in and demob. All entry level positions will have tasks for check in and demob. Positions that are traditionally part of a crew (engine, helicopter, hand crew, etc.) will have a task at the next single resource level since the core of the task is performed differently. For example a HECM normally would be checked in by the Helicopter Manager when they check in the entire crew, which is different then a single resource checking themselves in. All positions in a functional area that are above the level where a person is checking in as a single resource will no longer have check in and demob tasks.

Clear and Easy to Understand

Another goal of the project is to make tasks clear and easy to understand. This was done in several different ways. Tasks that had unclear intent were identified and evaluated by SMEs. Tasks that could not be understood without reading bullets were rewritten to clearly state the intent of the task. Tasks that were actually asking trainees to perform multiple tasks were split out into individual tasks, when appropriate, to help clarify the task and eliminate possible roadblocks to getting the task signed off. Whenever possible bullets were removed from tasks. PTBs are not the standard for positions or training, tasks now direct trainees to the publication that houses the standards for that task. For example tasks that talk about retardant standards for SEAT Managers will refer them to the Interagency Single Engine Airtanker Operations Guide. PTBs are an evaluation tool and often the bullets provide incomplete lists that are not necessary to complete in order to complete the task.

Roadblock Elimination

The last major goal for task books was to identify tasks that were roadblocks preventing individuals from getting qualified. These tasks were discussed with SMEs and addressed by rewording the task, eliminating the task all together, or changing the code to one that would prevent the task from being a roadblock.

Aviation Field Review - Aviation Functional Area Updates

Take Off and Landing Coordinator (TOLC) and Airtanker/Fixed Wing Coordinator (ATCO)

The positions of Take Off and Landing Coordinator and Airtanker/Fixed Wing Coordinator are going through the process of being eliminated. After thorough analysis and feedback from the field and the National Interagency Aviation Committee (NIAC) it was determined that these positions are no longer needed for the system to work and the TOLC position was one that was identified as a roadblock position. These changes are reflected in the October 2017 NIMS Wildland Fire Qualification Guide (PMS 310-1).

Helicopter Crewmember (HECM)

During the Helicopter Crewmember workshop Subject Matter Experts (SMEs) discussed several possibilities for the future of the position, including separating the position into two positions a HECM2 and a HECM1 and bringing back the position of Helispot Manager. After evaluating all of the effects and changes these options could result in it was determined that the best course of action for now is to maintain one position of HECM and to increase the number of helispot tasks in the task book (primarily O codes) to address the helispot manager duties. Members of NIAC and their subcommittees also provided feedback on this position.

Single Engine Airtanker Manager (SEMG)

During the Single Engine Airtanker Manager workshop it was identified that the SEMG is required to know how to perform the duties of other positions including Aircraft Base Radio Operator, Ramp Manager, Fixed Wing Parking Tender, Mixmaster, Retardant Crewmember, and Aircraft Time Keeper. These positions are not required prior to becoming a SEMG, but it is expected that a SEMG knows how to perform in these positions. To solve the gap between expected skills and current tasks in the task book there were several tasks added to the SEMG task book. NWCG and several NIAC subcommittees are working on a more long term solution, stay tuned for more updates on this position.

Helibase Manager Type 1 and Type 2

Helibase Manager SMEs worked with the chair of the Interagency Helicopter Operations Subommittee to discuss the possibility of combining the two positions into Helibase Manager position. This option is still being discussed, updates will be posted on this website as they become available.

Operations and Command Field Review: Operations and Command Functional Area Updates:

More Combined Taskbooks

In an effort to maximize our decrease of unnecessary redundancy we've worked to combine more taskbook while maintaining the individual qualifications. Taskbooks were grouped based on same or similar prerequisite qualifications, similar experience level and the number of tasks in common.  As with existing combined taskbooks the common tasks only need to be completed for the first qualification attained in the combined PTB. Subsequent qualifications only require completion of the position specific tasks. The newly combined PTBs are:

• FFT1/ICT5/STAM
• Single Resource Boss
• ST/TF/ICT4/CREP
• DIVS/ICT3

Strike Team and Task Force Leader

The tasks required for Strike Team Leader positions and Task Force Leader are now identical. It was determined that the Task Force Leader specific tasks applied to Strike Team Leaders as well. NWCG Training Development is working with the Operations and Training Committee to develop an implementation plan that will include updates to the 310-1. Due to geographic areas and NWCG partners use of Strike Team Leaders we are NOT removing the Strike Team Leader qualifications from the system.

Firing Tasks

Several positions have responsibility for firing operations based on the complexity of the firing operation. We've worked to revise the firing tasks so that they accurately reflect this complexity.

Necessary Redundancy

While several tasks have been removed to reduce unnecessary redundancy there are several that have remained because the task changes from level to level. The briefing that a FFT1 gives is very different from that which a DIVS gives so you will see tasks related to giving a briefing in several tasksbooks.

The Training Design Plan utilizes the information gathered during the Standards and Key Document Analysis and the Position Performance Analysis to formulate a roadmap for the development of those seeking to perform the duties of a given position. This plan presents training options (instructor led, blended, or online), learning objectives, performance support requirements, job aids, and evaluation methods like Position Task Books.

We are evaluating a couple of different options for future Position Task Books (PTBs):

• Option 1:  Example Draft PTB
• Option 2:  Example Draft PTB