Unformatted text preview: ference to the characteristics such as those made within the practitioner and consultant groups. "The characteristics survey (Q2A and Q2B) is biased towards individuals that have an emergency management academic background. The questions asked for the "new generation" revolve around skills sets that are more desirable to human resource officials, while the stereotyping of existing emergency managers have negative connotations such as bureaucratic or have not completed tasks according to their position. Furthermore, the language utilized in the development of the survey (i.e., more professional) is only held for "new generation" positions. Those "new generation" emergency managers coming out of academic institutions have a theoretical background and what is supposed to be done, but within each disaster there are hundreds of subtle differences that require ingenuity and the ability to recognize that they exist. As for classifications of stereotypical emergency managers, most emergency managers have been appointed to department head positions and advise the highest levels of government. The ability to interpret disaster situations comes after years of practice, training, personal connections, humility, and maturity and this interpretation results in confidence in department heads and political officials that the advice they have been given is in the best interest of the community. The ability to obtain these skill sets come after years of experience in positions such as the military or as first responders. The existing emergency managers have refined technology skill sets that have been learned on the job against many competing interests such as budgets, meetings, and family and they continually upgrade their skill sets through professional development (i.e., training and associations)." 3-5 ~~~~~~~~~~~~~~~~~~~~ "Questions 2A and 2B were biased. It was obvious that assumptions about each category of emergency management professional were made." 2-4 ~~~~~~~~~~~~~~~~~~~~ "A major point to consider when evaluating Q2A and Q2B is that the raw tabulations don't allow for expanded observation but only generalities. To this I suggest, for example, that the "new generation" goes to school to be an EM and starts younger within an office of emergency management but usually without the field experience, professional relationships, etc and entering at a lower starting pay. This is not because "seasoned" EM were better paid per se but rather they were more likely to be pulled into EM on rotation or from 20+ years in a related field like FD, PD, EMS, etc so they brought over their pay grade. They did have the professional relationships and the field tested experience but lack the newer theoretical appreciations. These are probably the stereotypes you are trying to gather but I am not sure that will gel in the tally. Also, I fear that the term "build a disaster-resistant community" will fall short because that was really an agenda and not an approach and it suffered the ax with the change of administration. Also, as to being "well read" if you will, that is also a function not of new vs. old EM so much as it is a post 9/11 boom in the field itself and with that has come more publications and materials." 3-8 ~~~~~~~~~~~~~~~~~~~~
Issues, Principles And Attitudes Oh My! Examining Perceptions from Select Academics, Practitioners And Consultants on the Subject of Emergency Management Carol L. Cwiak, North Dakota State University "I had difficulty in responding to the Q2B section of the questionnaire primarily because although the field is becoming more professional with more highly educated folks, I don't think the jobs are paying well enough to support the number of degreed young people entering the field. In other words, the emergency management business has not caught up with educational side of the field. For example, I am not convinced there is a "disasterresistant communities focus," that the new generation is made up of lifelong learners/looking to and reading disaster literature, or planning with jurisdiction stakeholders. Points made are very idealistic in my opinion. The profession and business have a long way to go but are trying to get there." 2-5 TABLE 1
"STEREOTYPICAL" CHARACTERISTICS MEAN (M) STD DEV (SD) 1.121 1.083 .984 1.128 .972 1.091 1.034 1.121 1.175 .792 .998 1.185 .902 1.004 1.093 .810 1.042 .865 "NEW GENERATION" CHARACTERISTICS MEAN (M) STD DEV (SD) 1.228 1.074 1.091 1.194 1.212 1.059 1.093 .972 .754 1.091 1.220 .918 .917 1.278 .893 .947 Has not done a mitigation plan Has not done a risk assessment Bureaucratic Has not joined an EM professional assoc. Not college educated (4-year degree) Spends EM career in one jurisdiction ** Works primarily with emergency services Job obtained other than with EM competencies Has not done a strategic plan Plans for jurisdiction (primarily response-oriented) Disaster response planningo...
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This note was uploaded on 04/14/2008 for the course EM EM-2212-26 taught by Professor Arlenemacgregor during the Spring '08 term at Mass Maritime.
- Spring '08
- The American, Emergency service