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the quality of crews that are working together and increase their pride as a member of <br />ihe department. <br />• Develop and implcment a strategy to obtain/maintain a commitment from the City for <br />iire department initiatives_ <br />Benefits for the Roseville Fire Department and the City of Roseville if the department is <br />recognized as one of the best: <br />• Favorable insurance rates for businesses and homeowners. <br />• A fire department with an outstanding reputation will make the City more <br />attractive to new businesses and new development. <br />• The citizens of Rosevilie will have more pride in their fire department and also <br />have a higher de�ree of assurance that their tax dollars are being well spent to <br />provide top quality fire and life safety services. <br />• Maintaining and/or improving our ISO rating and achieving national accreditation <br />for the department will provide more leverage to �he departzxaent for f�re-reiate <br />funding and for soliciting businesses and residents to relocate to Roseville. <br />Action Plan <br />AP 2.5 The benefits of achieving "leader departzxzent" status through maintaining or <br />improving our ISO rating and aehieving national accreditation will be incorporated into <br />sta.ff and officer training and develapment. This wili help to sell the plan to the members <br />and encourage buy-in. PRIORITY 4. <br />AP 2.6 A variety of coznmunications media will be used to gain support of our members, <br />aur elected officials, and the public concerning the department's ISO rating and <br />achieving naEional accreditation. PRIORITY 4. <br />Reviewed and revised by: <br />Motivation & Moraie <br />Mezx�ber suzveys conducted in 1999 and carly 2000 showed concern for the motivation pf <br />members and perceived poor morale among some members. We have, and must continue <br />to, strive to maintain highly motivated members and high morale arnong our members. <br />Ignoring motivation and morale leads to mediocrity. This administration is committed to <br />providing leadership that maximizes motivation and maintains high morale. This will <br />allow our mcmbers to operate in an environment that places high value in thcir <br />contribution of making RFD the best it can be. Enthusiastic and energetic me�nbers <br />optirnize performance. Since January 2000, there has been, and continues to be, a <br />tremendous a.mount of change taking place in RFD. This rate of change rnay be unsettling <br />for sorne of our members. While a majority of our members want to change the status <br />13 <br />