Training and Safety

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Breadcrumb: Service Area Summaries > Public Safety > Portland Fire & Rescue > Training and Safety

City of Portland Fiscal Year 2026-27 Proposed Budget Public Safety > Portland Fire & Rescue > Training and Safety Training and Safety Budget Revenues by Fund 2023-24 Actuals 2024-25 Actuals 2025-26 Revised Budget 2026-27 Proposed External Revenues $171,972 $98,807 $0 $0 General Fund $98,102 $98,807 $0 $0 Grants Fund $73,870 $0 $0 $0 Internal Revenues $7,972,041 $10,776,817 $13,887,598 $11,272,690 General Fund $7,191,225 $10,776,817 $13,887,598 $11,272,690 Grants Fund $780,816 $0 $0 $0 Grand Total $8,144,013 $10,875,624 $13,887,598 $11,272,690 Program Expenses by Major Object Program expenses only include personnel, internal materials and services, external materials and services, and capital. 2023-24 Actuals 2024-25 Actuals 2025-26 Revised Budget 2026-27 Proposed Capital Outlay $32,738 $1,995,752 $800,000 $0 External Materials and $1,406,468 $1,144,465 $1,341,087 $1,353,400 Services Internal Materials and $232,913 $287,550 $93,205 $168,074 Services Personnel $9,753,796 $11,585,060 $13,578,310 $9,751,216 Grand Total $11,425,914 $15,012,828 $15,812,602 $11,272,690 Program Description and Goals Training & Emergency Medical Services Division supports a safe working environment for all PF&R employees by ensuring that they have the knowledge, skills and abilities to perform their jobs safely and effectively. Sections within the Division include: Emergency Medical Services (EMS), In-Service Training, Recruitment, the Training Academy, and employee Health and Wellness programs. The Emergency Medical Services (EMS) section manages the training, certifications, policies, and procedures required for the 664

City of Portland Fiscal Year 2026-27 Proposed Budget firefighters to function as EMS first responders. While the EMS section is responsible for firefighter performance on medical incidents, the In-Service Training section analyzes trends to develop skill maintenance curriculum and to deliver ongoing training and testing. Firefighters are exposed to a vast array of incident types and continuous training is a critical part of maintain safe and effective response capabilities. PF&R Recruitment conducts the hiring process and coordinates community outreach to answer career questions for potential applicants, while the Training Academy provides 12 to 36 new firefighters per year with the academic knowledge and physical skills needed to perform their jobs safely. Firefighters who successfully complete the academy transition to an active fire station where they are closely supervised and receive on-the-job experience. The Deputy Chief of Training oversees the bureau's health and wellness programs. This section works closely with the Safety Chief and focuses on many activities including behavioral/physical health, injury prevention programs and cancer prevention initiatives. Services Emergency Medical Services training, certification management, policy and procedure development; in-service training for continuing educations and skill maintenance; recruitment and outreach; new firefighter Training Academy for academic and physical skill development; employee health and wellness program management. Equity Impacts The Training & Emergency Medical Services Division provides quality assurance to ensure equitable emergency medical service across the city. PF&R is committed to providing high-quality service on every call and meeting the needs of those calling 9-1-1. PF&R's recruitment efforts are essential in ensuring that PF&R has a diverse work force that values equity and inclusion. The Recruiter is responsible for managing entry level firefighter and lateral firefighter recruitment processes through hiring. The Recruiter regularly conducts and participates in outreach events, prioritizing events that reach communities of color, women of color, and women (areas which are PF&R's largest workforce disparities). The Recruiter works closely with human resource and other bureau staff to ensure an equity lens is present throughout the recruitment and testing process. In FY 2019-20, with the support of the Equity Manager and Bureau of Human Resources, the Recruiter developed a new recruitment and testing process for entry-level firefighters. The changes eliminated removed and reduced biases by (using a third- party testing agency and , ensured interview panels were visually diverse) and reduced barriers by (granting ed testing fee waivers and allowing ed for multiple testing locations). The bureau has officially integrated equity training into its orientation for new recruit firefighters as well as newly promoted officers. The bureau also updated its Training Academy curriculum to ensure that training is better tailored to an individual recruit's needs and individuals from all backgrounds have the opportunity tocan succeed as a firefighter. Training staff will be working with the Equity Program to support future bureau wide Equity training. Changes to Program There are no notable changes to the program. 665

Parent: Portland Fire & Rescue · PDF: pp. 664-665 ↗