Orientation Instructor Survey - Magnolia Fire Department

Purpose:

This survey is intended to gather feedback from instructors and training staff who participated in the new hire firefighter orientation program. Responses will be used to improve curriculum delivery, scheduling, instructor support, and overall effectiveness of the program.

SECTION 1: Instructor Background

Your role during orientation

• Lead instructor
• Assistant instructor
• Company officer instructor

Years of fire service experience

• 0–5 years
• 6–10 years
• 11–15 years
• 16–20 years
• 21+ years

Prior experience instructing recruit or new-hire firefighters (in a non-station setting)

• None
• Limited
• Moderate
• Extensive

SECTION 2: Program Structure & Content

The orientation curriculum was clearly defined and organized

• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

The orientation schedule allowed adequate time to cover assigned material

• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

The balance between classroom instruction and hands-on activities was appropriate

• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

SECTION 3: Recruit Engagement & Preparedness

New hire firefighters appeared engaged and motivated during orientation

• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

The new hires demonstrated an appropriate level of baseline knowledge and readiness

• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

What areas did new hires struggle with the most?

• Department policies and expectations
• Fireground roles and responsibilities
• Equipment and tool familiarization
• Apparatus layout
• Physical readiness
• Fire service culture and expectations
• Communication and terminology
• Time management
• Other

Explain

SECTION 4: Instructor Support & Resources

I was provided adequate lesson plans, objectives, or guidance prior to instruction

• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

Training facilities, equipment, and resources met instructional needs

• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

What additional resources or support would improve instructor effectiveness?

SECTION 5: What Worked Well

Which aspects of the orientation program worked particularly well from an instructor perspective?

• Curriculum content
• Scheduling and pacing
• Recruit participation
• Leadership involvement
• Instructor collaboration
• Hands-on evolutions
• Classroom environment
• Evaluation and feedback methods
• Other

Explain

What instructional methods or approaches were most effective?

SECTION 6: Areas for Improvement

Which areas of the orientation program need improvement?

• Curriculum depth
• Time allocation
• Instructor coordination
• Recruit preparedness
• Facility or equipment availability
• Communication of expectations
• Evaluation methods
• Other

Explain

What content should be added, expanded, or removed in future orientations?

SECTION 7: Evaluation & Outcomes

Based on orientation, new hires are prepared to enter probationary assignment

• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

Orientation effectively set expectations for Magnolia Fire Department culture, discipline, and professionalism

• Strongly Agree
• Agree
• Neutral
• Disagree
• Strongly Disagree

SECTION 8: Final Feedback

What recommendations do you have to improve future new-hire orientations?

Any additional comments or observations from the instructor perspective?