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<br />Station Location, Apparatus, and Staffing Analysis <br />R~~eville. MN <br />jurisdictions. This type of program is available at the state level in Virginia and has been <br />implemented successfully in Maryland. <br />VOLUNTEER RECOGNITION: Volunteers generally want to be appreciated and receive <br />some form of recognition for their service to the community. Some are willing to work quietly <br />for years and obtain satisfaction just from doing the job, helping those in need, and the <br />camaraderie in the department. Information obtained from surveys taken by former volunteers <br />(as well as self-perception of the volunteers) from across the country indicates that a little <br />recognition goes a long way. Although most volunteers never mention the desire for recognition, <br />it is almost always well received when given and usually deleterious when withheld. <br />Volunteers in the fire and rescue service today are part of the first line defenders for any <br />type of emergency or disaster. As a result, local governments should recognize the volunteers <br />with recognition programs similar to those used by the armed forces reserves. <br />This recruitment and retention program must be a combined effort between the city and <br />the fire-rescue department. This program should concentrate its recruitment, retention and public <br />educational efforts toward a wide range of groups and organizations. <br />The result of recruitment and retention programs failing is that the city will have to <br />provide this service through a paid delivery system. These alternatives will be much more costly <br />for the taxpayers than the time and efforts that will be involved in helping expand a quality <br />combination fire-rescue system in the city. <br /> <br />System Planning Corporation 23 May 2008 <br />TriData Division <br />