Greenville Fire/Rescue, located in Greenville, North Carolina, is a dual-service department providing both fire suppression and emergency medical services, serving the city, ECU college, and surrounding areas as mutual aid when needed. The department operates with three rotating shifts across seven strategically located stations, responding to approximately 24,000 calls annually.
Greenville Fire/Rescue has a Swift Water Rescue Team and its designation as the home of North Carolina Urban Search and Rescue Task Force 10 (USAR Team 10) along with partnership from New Bern Fire/Rescue for both teams. These specialized teams allow the department to respond effectively to a wide range of emergencies beyond standard fire and EMS incidents.
The department recently obtained a class 1 ISO rating.
The department previously ranked among the best in the state of North Carolina; however, a lack of effective leadership has significantly undermined employee morale and compromised their safety. It is hoped that, in the future, the department can regain its former excellence.
Greenville has potential, but most of the problems stem from the command staff and leadership. The departments heads have put a strain on the shift personnel from not having standards for hiring/training new personnel, to not obtaining equipment needed when its needed (partial problem due to long lead times).
While all the equipment and trucks are nice, many of the personnel on shift are very rarely provided the time needed to either attend outside classes or get hands on with the equipment.
The culture is also not the best. It has become very acceptable for a many people to not train often and instead only meet the minimum online training requirements. Along with the culture issue, many people including officers take their time getting to the truck no matter the call, using the excuse “It’s not a actual fire” or “It’s not my emergency”.
Rating Breakdown
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3 Reviews on “Greenville Fire/Rescue”
Does what’s best for city not employees
The department previously ranked among the best in the state of North Carolina; however, a lack of effective leadership has significantly undermined employee morale and compromised their safety. It is hoped that, in the future, the department can regain its former excellence.
Greenville has potential, but most of the problems stem from the command staff and leadership. The departments heads have put a strain on the shift personnel from not having standards for hiring/training new personnel, to not obtaining equipment needed when its needed (partial problem due to long lead times).
While all the equipment and trucks are nice, many of the personnel on shift are very rarely provided the time needed to either attend outside classes or get hands on with the equipment.
The culture is also not the best. It has become very acceptable for a many people to not train often and instead only meet the minimum online training requirements. Along with the culture issue, many people including officers take their time getting to the truck no matter the call, using the excuse “It’s not a actual fire” or “It’s not my emergency”.