I was hired as a full time firefighter paramedic in 1992 and retired in 2024. I was promoted to the rank of Captain in 1997. I worked as a Battalion Chief for 3 Unit as well as served as the lead fire safety inspector for the department. I have trained in wilderness survival, search and rescue, man tracking for SAR and law enforcement, fire investigations and background investigations. I have also taught (SPEAR System) Defensive Tactics, Stop the Bleed and Active Shooter Rescue Task Force.
I held a position as a police officer, where I performed typical police duties as well as handling juvenile cases and working with the schools. I was an active member of the Midwest Gang Investigators Association, and the National School Resource Officers Association.
In 2021 I began working for the Leesburg Volunteer Fire Department as an Assistant Chief until the department was absorbed into the Northwestern Fire District where I was the District Chief in charge of training.
His lack of leadership ability and poor communication skills have created an environment of confusion and low morale throughout the department. He consistently fails to engage with staff in a professional or respectful manner and shows little to no interest in listening to feedback or addressing concerns.
Decision-making is often inconsistent and uninformed, leading to frustration and inefficiency at every level. Rather than fostering teamwork or accountability, Chief Hawkins tends to avoid direct communication and deflect responsibility. The result is a department that operates without clear direction or confidence in its leadership.
In my opinion, Chief Hawkins is ill-suited for a leadership role. His inability to effectively manage people or communicate expectations undermines both the staff and the mission of the department.
Rating Breakdown
1/5
1/5
1/5
1/5
1 Reviews on “Dave Hawkins”
His lack of leadership ability and poor communication skills have created an environment of confusion and low morale throughout the department. He consistently fails to engage with staff in a professional or respectful manner and shows little to no interest in listening to feedback or addressing concerns.
Decision-making is often inconsistent and uninformed, leading to frustration and inefficiency at every level. Rather than fostering teamwork or accountability, Chief Hawkins tends to avoid direct communication and deflect responsibility. The result is a department that operates without clear direction or confidence in its leadership.
In my opinion, Chief Hawkins is ill-suited for a leadership role. His inability to effectively manage people or communicate expectations undermines both the staff and the mission of the department.