Dave Iannone

Fictional Sample ReportMain Street Fire Department

A phased 90-day onboarding plan for a new career firefighter/EMT, covering pre-start prep through the final probationary review and a longer-term progression handoff.

This is a fictional sample report. Main Street Fire Department and Main Street Police Department are illustrative examples and do not represent any real agency. Figures, names and details are invented to show what this tool produces.

SAMPLE

Here is a practical 90-day onboarding plan tailored to what you told us. Assign an owner and a due date to each item, and adjust it to your department’s specifics.

Before the first day

Member: Complete and submit all required hiring paperwork (employment contract, tax forms, emergency contact information).
Member: Schedule and complete required medical examination and clearance.
Member: Obtain or update EMT certification; begin EMT reciprocity paperwork if credential is from another state.
Officer: Verify background check clearance and medical clearance on file.
Officer: Coordinate with Station 2 supply room to prepare and issue turnout gear in member's size.
Officer: Arrange locker and bunk assignment at assigned station.
Mentor: Confirm assignment and review member's background information and start date.
Member: Familiarize yourself with agency website, mission statement, and organizational structure.
Officer: Ensure all required accounts (payroll, email, radio ID, computer access) are created and ready.

First day

Officer: Welcome member and conduct initial station orientation (facilities tour, restrooms, break areas, safety exits).
Mentor: Introduce member to crew and leadership staff.
Officer: Distribute agency handbook and review key policies (conduct, attendance, safety protocols).
Officer: Explain probationary period expectations and formal review schedule (30, 60, 90 days).
Mentor: Fit and inventory issued turnout gear; explain care and maintenance.
Member: Complete station-specific safety tour and locate emergency equipment.
Officer: Issue radio, credentials, and access badges.
Mentor: Review daily schedule, meal arrangements, and shift routines.
Officer: Confirm EMT reciprocity paperwork submission timeline and next steps.

First week

Mentor: Conduct equipment familiarization (apparatus, SCBA, tools, medical kit location and use).
Mentor: Review station duties rotation and expectations for cleanliness and maintenance.
Officer: Provide initial fire safety systems training (alarm systems, sprinklers, exits).
Mentor: Shadow member on non-emergency calls to observe response procedures.
Member: Attend station briefing and begin learning crew communication protocols.
Mentor: Review basic dispatch procedures and how calls are received and assigned.
Member: Complete required agency orientation videos or online modules.
Officer: Conduct informal check-in with member on comfort level, questions, and initial impressions.
Mentor: Introduce member to neighboring stations and key off-duty support resources.

Longer-term progression handoff

Officer: Assign ongoing mentor or assign member to routine crew assignments if independent.
Officer: Schedule annual performance reviews and continue professional development planning.
Member: Pursue advanced certifications based on agency needs and career goals (Firefighter II, Paramedic, specialized rescue, etc.).
Officer: Monitor and support EMT credential maintenance and CE requirements.
Mentor or Officer: Conduct quarterly check-ins to assess job satisfaction and identify additional training needs.
Officer: Include member in station-wide training and drills on a regular schedule.
Member: Participate in peer mentoring of future new hires as experience allows.
Officer: Track and manage member's long-term probationary completion if extended beyond 12 months.

How this was made. This report pairs a structured public-safety framework with AI drafting to give you a strong, fast starting point. Treat it as informed guidance, not a final answer, and confirm the specifics against your department’s own facts and judgment before you act.

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90-Day Onboarding Builder

Before the first day

First day

First week

Days 8 to 30

Days 31 to 60

Days 61 to 90

Longer-term progression handoff