by Eric Holdeman: Emergency management in the blogosphere
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Hardly a week goes by without someone emailing me or chatting me up about a career in emergency management. The one below does seem to "take the cake" on what a person must do to become an emergency manager.
The following was shared by Hilary Styron
"So this is my laugh of the day...my client just asked me how to become an emergency manager, he wanted to know if there was a one day course he could take so he would then, after one day, be qualified to call himself an EM.....I'm trying very hard not to spit my soda through my nose while laughing.....I can't make this stuff up."
In reality what the above means is that we have a perception problem--in the extreme, for this one case. However, if you are a firefighter, law enforcement officer, former military person you, in your heart of hearts as you look at emergency managers you are saying, "I can do that!" As I've said before, emergency management is not rocket science, but one of the problems we have in our profession is that there isn't enough academic background on the subject of emergency management in our profession.
We need to use what social and physical science has learned about how people react to hazards and process risks to them and their families. To a large degree we keep going about our merry way without knowing and applying what science already knows.
I figure that if someone would just put their back into it -- it should not take more than a week to assimilate all that knowledge. 
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Most major colleges and universities now have an emergency management function. I suppose it can be tucked away in some administrative office, but a person or department has been tagged to be responsible for doing the work of preparing staff, students and facilities for emergencies and disasters.
The University of Oklahoma is one that has "seen the light" and is going to dedicate an FTE to this mission instead of having it be an additional duty. See Emergency Preparedness Manager
A few thoughts on the position:
- It was interesting to me that they have the emphasis on certification. I think this aligns with the general higher education system value on degrees.
- The pay is pretty good, especially for what the cost of living is in Oklahoma
- I had never seen a TB test requirement before
- A really good feature is being in the President's Office. This will help immeasurably in implementing a program
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When you are a hiring manager you pour over the resumes that have been submitted looking to see if the people have the expertise and experience to do the job you have advertised. Little attention is paid to the "soft skills" part of the person. Perhaps this is because it is hard to measure on paper.
Then comes the interview and the person is answering questions about their knowledge, experiences and skills and it is then secondarily you are trying to figure out if you like this person and if you can work with them. The only time soft skills don't count for much, or I should say are not valued much, is when dealing with engineers and scientists. Then it appears to me the knowledge and expertise trump everything else. Which I don't agree with--but it seems to be that way to me. This is why I don't agree. Science and engineering are becoming more and more specialized, like medicine. It is impossible to know everything there is to know about a single topic and how that interacts with the rest of the physical world. We are interconnected and inter-meshed and that means we must be working with other people and not locked in a laboratory.
Arden Clise made the statement in a recent column in the Puget Sound Business Journal, "While job expertise is important, it counts for only about 20 percent of your success in the workplace. To do well professionally you must be likeable, confident, have good social graces and be a team player."
I have often said that you must first be likeable in order to get hired.
Given the above, I would suggest that interviews concentrate on how the person interacts with others and as part of teams. Emergency Management is certainly a team sport. There is little room for Lone Rangers. I'd suggest questions like:
- What role do you typically play when working as part of a group?
- How do you see teams functioning versus that of individuals on a team?
- Give us an example of a time you were most successful (or not successful) in a team environment
- Describe your preferred working style
- Where do your ideas come from?
- How do you see yourself fitting into the role that this position calls for?
- For supervisory positions, "What is your role with your subordinates"
- And don't forget the "off the wall" question, like "If you were stranded on a tropical island and could only take 10 items, what would they be?" The answer might reveal how they think and what they value.
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This is a FEMA position. I would think that it will be filled from within the ranks of FEMA. See Supervisory Emergency Management Specialist (PA)-GS-0089-14
But, it is always good to look at what the qualifications are for these types of senior level jobs and align your career goals accordingly.
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The first time I tried posting this job it sailed off into the digital universe, never to be heard from again!
So, trying one more time, see Emergency Management Exercise and Training Coordinator for a good opportunity at the City of Portland Bureau of Emergency Management.
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Everyone has predicted an exodus of baby boomers from the workforce. This silver tsunami of people with gray hair or no hair was expected to start happening about three years ago--and then the Great Recession hit the economy hard on. People watched their 401K accounts dwindle by a minimum of 50% and most put the breaks on any early retirement due to the economic conditions.
Today, while the overall economy is not perfect there is hope for the future and people will want to eventually retire. See the Governing Magazine's article from last December, Government Unprepared for Boomers’ Mass Exodus It highlights the expected departures, the risks and some ideas of how to achieve some succession planning and knowledge transfer.
I expect that both in the private sector and government we do not have a good track record of passing along the institutional knowledge that walks out the door when a long serving employee departs. A few years back I saw hundreds of years of experience and knowledge walk out the door with only a few fleeting thoughts about, "Gee these people are leaving, shouldn't we have a methodology for capturing what they know?"
A few toolbox solutions mentioned in the article include:
- Temporarily rehire a retiree
- Phased retirement
- Cross training
- Expert interviews with people scheduled to retire
- Internship programs
Steve Bailey, Pierce County, Washington State Emergency Management's Director is hanging up the (?) (what is it that we hang up when we walk out the door and retire as emergency managers?) next week Friday. In his case he has done a wonderful job of preparing for his departure. Jody Woodcock is the Deputy and through different job experiences, getting a masters degree in emergency management and homeland security, and a slow hand-off of responsibilities she is well prepared to be the interim Director and compete for the permanent position. It is a great example of how to do succession planning and then execute it so that the organization does not suffer the loss of a longtime leader.
Remember Steve, that fifth wheel is not a trailer when turning sharp!
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I agree that careers in emergency management are on the increase and will continue to be a good place to work long into the future. One only needs to look at the frequency and severity of disasters and you can see that there is plenty of work to go around. This will be true in government and the private sector. Businesses will continue to assess what their risks are and look to mitigate them via planning and other protective measures that come from having professional staff looking at the issues.
See this infograph The Growing Need for Emergency Management Experts This particular infograph has some good information, but note that it is all positive. The authors have interpreted all the data to support their intent--show the value of a career in emergency management.
A few of the "downers" not mentioned is that all that Homeland Security funding that is shown is drying up. It is now down to about 50% of what it once was and should be expected to decrease more in the future. The salary info looks a bit high. When you average in all the small jurisdictions in the United States I'd be surprised it is as high as they show. Then, I found it interesting that they show more growth in "Homeland Security" versus "Emergency Management." I'd reverse those two unless there is a big terrorist attack in the near term that would change the employment opportunities. While not mentioned, I assure you that consulting jobs will be fewer with the draw down in spending we've seen on the Federal side.
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The news headline says, 1/3 of employees will be job hunting in 2013, survey shows which initially to me sounds like bad news for the people who are unemployed and still looking for work. This is because people who "already have jobs" will be in the job market looking to change positions, therefore creating more competition.
These people, using emergency management as an example, already have seniority and experience that comes from being in the workplace and in the job market. This is, of course, the bad news.
The good news is that creates movement in the workforce. People changing jobs means that their old jobs are open. If they more senior it opens up opportunities for junior people to move up within the organization. More good news is that these junior level positions are now open which provides individuals with less experience in a profession or the workplace to compete and be hired.
Good luck to everyone in their job hunt in 2013!
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It isn't easy finding a job when people are delaying retirement (a future blog post on that is coming) and there are other reductions in government positions. The employment figures for the last four years can be depressing. There have been 4.4M jobs lost in state government and 12 million local government workers are no longer employed (these are through 2011). 660K combined state and local jobs were lost in 2008 alone.
What is a person to do? One idea I've tossed out before was to have a skill that the existing workforce doesn't have and that organizations value. Previously I've touted GIS Mapping as an example. In emergency management you have to have maps and the more interactive they are the better. This means going digital with multiple layers of data available at your fingertips.
Another skill that "should" be in high demand is social media and all things having to do with the Internet. Governing Technology Magazine pointed out there is a growing need, see Social Media Directors are Finding a Place in Government
If I had a local program and was looking to fill a "traditional" pubic information officer (PIO) position I'd be looking for someone with tremendously good social media skills and a creative mind. I was thinking about this earlier and I think (?) at this point I'd tell the new hire to spend their time in the following proportions:
- 10% traditional public information officer duties. Fact sheets, news releases, news conferences, stories, etc.
- 20% on the Internet site and with the major emphasis there is making sure it fits today's slim downed mobile user who is on a smart phone or a tablet
- 60% on social media of all types. Getting content out there and then creating the dialog and roping other staff members into the process.
- 10% planning for how we will use social media for disaster response and recovery and then having the tools available.
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There just might be something here for you or someone you know:
Jobs, Jobs, Jobs
Hazardous Materials Program Specialist
City of Huntington Beach Fire Department
Huntington Beach, California
Salary: $69,768 to $86,424
Closing Date: December 17, 2012
This position is responsible for inspecting the storage, use, and disposal of hazardous materials, as well as managing city-owned oil wells. Duties included working with business owners who handle hazardous materials, ensuring hazardous materials inventories and emergency response plans are filed with the city, administering the permitting process, and conducting inspections. Two years of hazardous materials experience, knowledge of basic chemistry, and familiarity with federal, state, and local hazmat codes are required.
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Research Associate in Statistics for Volcanic Ash Hazards
University of Reading
Reading, United Kingdom
Salary: $36,108 to $38,295
Closing Date: January 5, 2013
This position will develop new quantitative methods for forecasting volcanic ash hazards as part of the Robust Assessment and Communication of Environmental Risk (RACER) project. A PhD in statistics or meteorology, research and publishing experience, and understanding of complex atmospheric models are required.
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Business Continuity Program Manager
Yale University
New Haven, Connecticut
Salary: Not posted
Closing Date: Open until filled
This position coordinates continuity of operations and business continuity planning for the university. Duties include developing all-hazards risk assessments, planning mitigation strategies, assisting with departmental continuity planning, and conducting continuity and preparedness outreach. A bachelor’s degree in a related field, four years of experience, and skills in project management and disaster planning are required.
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Assistant Professor of Sociology
University of Louisiana
Lafayette, Louisiana
Salary: Not posted
Closing Date: Open until filled
This tenure track position will teach in one or more area of expertise, including environmental sociology, environmental justice, climate change impacts, and energy studies. A strong record of securing grants and outside funding and an emphasis in interdisciplinary collaboration are preferred. A PhD in sociology is required.
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Senior Health Coordinator, Emergency Response Team
International Rescue Committee
Multiple Locations
Salary: Not posted
Closing Date: Open until filled
This position is responsible for managing effective and timely emergency health response deployments and coordinating emergency health response components, including primary health, reproductive health, and nutrition. Responsibilities include identifying emergency program health staffing needs, ensuring rapid recruitment and training of new staff, delivering timely health assessments of humanitarian needs in large-scale emergencies, identifying strategies and response plans for areas of geographic intervention, and developing technical proposals and budgets. A medical degree, three years of experience working in emergency or conflict areas, and health emergency mobilization knowledge are required. A master’s in public health is preferred.
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