Describe your department, review period, and competencies. Makeform creates a firefighter evaluation form with ratings, evidence, goals, and acknowledgment.
Route completed evaluations to Google Sheets, Slack, and Zapier.
Sample prompts for the builder
Choose a prompt, tailor it to your department, or send it to the Makeform builder.
Audience
Company officers evaluating career firefighters
Format
Competency ratings with narrative and goals
Prompt size
349 chars
Example form structure
Competency ratings with narrative and goals
Firefighter, rank, shift, and station
Review period and evaluator
Operational competency ratings
Observed examples and development goals
Firefighter and evaluator acknowledgment
Suggested routing tags
Training review
Annual evaluation
Development follow-up
Define each rating and require observed examples for low or high scores.
Step 1
Define
role, period, competencies, and rating meanings
Step 2
Observe
record drills, station work, and response examples
Step 3
Review
discuss ratings, strengths, and improvement areas
Step 4
Follow up
assign goals, owners, dates, and later check-ins
Evaluation with evidence
A firefighter evaluation should connect defined expectations to specific performance. Structured fields help officers assess consistently and leave the member with clear next actions.
Separate operational skills, readiness, safety behavior, teamwork, communication, training, and station responsibilities instead of relying on one overall score.
Pair ratings with dates, drills, incidents, or station observations so review conversations focus on behavior an officer actually observed.
Convert improvement areas into practice assignments, responsible reviewers, target dates, and a scheduled follow-up rather than an open-ended comment.
Built for department reviews
Choose a workflow based on why the evaluation is happening, then adjust terminology, scales, and competencies to match local policies and training objectives.
Summarize a review period across operations, readiness, conduct, training, community interaction, and agreed goals.
Repeat the same skill categories monthly and show which tasks need instruction, practice, or independent demonstration.
Evaluate the sequence, communication, equipment handling, safety actions, and crew coordination observed in a scenario.
Document acting assignments, decision-making, accountability, briefings, documentation, and readiness recommendations.
Build the review workflow
Generate the structure, align department criteria, record evidence, and route the development plan.
Name the assignment, period, competencies, scale, narratives, and acknowledgment path.
Use department terms, define rating levels, and request evidence for key outcomes.
Record observations, member comments, goals, and acknowledgment without implying agreement.
Send results to reviewers and schedule development follow-up from target dates.
Form vs notes vs generic template
Informal notes capture moments, while a generic employee template may miss operational competencies. A tailored form connects department criteria, evidence, and follow-up in one record.
Field guide
Build the evaluation around the assignment and the evidence available. These six sections give officers enough structure for a focused review without turning every observation into the same score.
Review context
Record who is reviewing whom, the covered assignment, and the review type.
Operations & safety
Separate readiness, execution, communication, and safety instead of blending them into one technical score.
Team & service
Phrase teamwork, reliability, station, and public-service criteria as observable behavior.
Scale definitions
Define each level, allow not observed, and distinguish developing skills from performance concerns.
Evidence & discussion
Ask for the situation, behavior, and outcome; keep member comments separate from the evaluator narrative.
Plan & acknowledgment
Name the next action and review date. Acknowledgment can record participation without asserting agreement.
Related tools
Use connected forms for general reviews, skill assessment, development needs, safety observations, and employee incidents.
Build broader workplace evaluation criteria for department employees and support roles.
Open toolCreate a recurring performance review with ratings, narratives, and development goals.
Open toolDocument which practical or technical skills were observed and which need more practice.
Open toolCollect development priorities and organize requests for future instruction.
Open toolRecord observed work practices, hazards, coaching, and corrective follow-up.
Open toolCapture structured facts and follow-up when an employee incident needs a separate record.
Open toolFAQ
Practical answers for company, training, and chief officers building a consistent evaluation process.
It is a structured record for a review period, drill, probationary milestone, or development assignment. It identifies the member and evaluator, organizes job competencies, documents ratings and examples, and records goals and acknowledgment.
Match criteria to the assignment. Common groups include readiness, equipment use, task execution, situational awareness, safety, radio communication, teamwork, station duties, training, dependability, and public interaction. Add leadership criteria for supervisory candidates.
Give every level a behavioral definition. Distinguish needs instruction, developing, consistently demonstrates, and exceeds expectations. Include not observed when evidence is unavailable, and request comments for key outcomes.
Reuse identity, comments, goals, and acknowledgment sections, but tailor criteria. A drill evaluates specific objectives and steps; an annual review summarizes a longer period. Separate versions keep each focused.
A signature can document that the conversation occurred. Label it as acknowledgment, not automatic agreement, and include firefighter comments. Follow department policy for routing, records, and responses.
Ask for the situation, observed behavior, and outcome, with a date or context when appropriate. Separate strengths, improvement priorities, and the next action so progress can be checked later.
Yes. Makeform is unlimited free for generating, editing, and publishing forms. The paid tier removes the Makeform badge; it is not required to keep using or publishing your evaluation form.
State an observable result, practice assignment, coach or reassessor, target date, and follow-up date. Keep goals separate from the original rating so later reviews show progress.
Make the next review specific and actionable.
