这种情况听起来很熟悉吗？一名新的消防式驾驶员/操作员候选人中途训练中途，走进您的办公室，要求一分钟聊天。他叹了口气，稍微臭，然后终于吐出来。他不觉得自己被切掉为火器司机。他感谢您给他尝试尝试的机会，为浪费时间而道歉，并试图快速退出。我同意，并非每个人都会为设备驾驶员的工作剪掉。我还可以尊重一个人认识到他何时越过头并做出正确的决定的人。但是，如果经常发生这种情况，这可能表明您的部门中需要更大的问题，需要您的注意。
新驾驶员训练和与驾驶员互动的头几个月对于新车手作为设备驱动程序/操作员的长期成功至关重要。他们在培训期间发展的习惯，感觉，友谊，对手和态度可能会在未来几年内塑造新驱动因素，并且可以改变他们的角色。从一开始就培训新驾驶员的人们可以对您的驾驶招聘计划产生巨大影响，从长远来看，可以为新驾驶员的行为方式定下基调。
我们可以回想一下老师或培训icer who made a difference in our life. These instructors were concerned, caring, and even-tempered and gave you the feeling that you could do it even if, on the inside, they were scared to death that you might not. The same applies to fire apparatus driver trainers. Often, I hear from drivers who say they have been behind the wheel for years and, therefore, should be the trainers. Not so! Driver trainers should always have a can-do attitude. They should always be supportive and keep in mind that people learn at different speeds and have different learning styles. They must be patient and not easily frustrated when a candidate needs extra attempts at backing the aerial or parallel parking a large rescue rig. Trainers must also have a flexible schedule and be available to provide extra one-on-one training for candidates having trouble “getting it” during the behind-the-wheel training program. Trainers should also not be your most emotional or theatrical firefighters. They need to provide you with very accurate details about a driver candidate’s skills and how these skills can be developed over time. A trainer who says a candidate “almost wiped out the whole station” when backing in might not be accurately or professionally describing a training incident.
