Replies to This Discussion

Permalink Reply by Tiger Schmittendorf on January 11, 2009 at 3:04pm

Ben - You describe quite a varied group of people and challenges. It takes all kinds and I've seen virtually all of them.

Therefore, I'll attempt to address them one at a time.

Those who don't show up for 6 months: Were the "rules of engagement" explained to them during the "hiring" process or orientation? Do we know what was preventing them from showing up for 6 months? Do we care enough to ask?

People who quit due to other members' ill behavior: How long have we known that? How long are we going to let it go on? Although easier said than done, those problem members need to have a "Come to Jesus" moment with someone in your department. If they are the root of the problem, cut off the problem at its root.

What do we do to keep members coming back? That answer is both infinite and individual in its possibilities. I'm convinced that people not only join for different reasons - they stay for different reasons. Our challenge as fire service leaders is to understand what makes each of them tick, what is their hot button, what motivates them and what is going to keep them coming back for more.

We need to tailor our incentive and recognition programs according to the needs and wants of the individual volunteers instead of painting solutions with a very broad brush that we think works for everyone, when in reality it really doesn't work for anyone. The real solutions are as unique as the individuals themselves.

Sorry to answer your question with more questions but, my goal is to change the mindset of the volunteer fire service as it relates to our most valuable resource - our human resources.

In order to change mindset, we must first make each other think.

Stay safe. Train often.

Permalink Reply by Tiger Schmittendorf on January 23, 2009 at 9:14pm

Hi Andrea -

I found your comment interesting:
Too long has this department taken a passive approach to recruitment and retention. How many members or potential members have we lost due to confusion, miscommunications or just plain oversight?

It amazes me when the fire service acts like this challenge just snuck up on them - all of a sudden. We wonder why we're in the boat we're in?

I think this is the most critical issue in the volunteer fire service today. How can it not be - we do nothing without people? Yet, so many departments are focused on buying the next biggest and best piece of apparatus with no foresight as to how they're going to staff it.

"Gee, those seats are empty but doesn't that gold leaf look great..." Alright, now I'm getting sarcastic.

Keep the faith. I've always said that the difference between those who are successful at recruitment and retention - and those who are not - is those who do something about it.

I applaud you for doing something about it. Keep up the hard work. Let me know how I can help.

Stay safe. Train often.

Permalink Reply by Mary Ellen Shea on January 24, 2009 at 12:57pm

Looking at retention from a "newbie" viewpoint, I can tell you what keeps me coming back...it's two-pronged:
Inclusion
Appreciation

There are many facets to "Inclusion"...it's not just a warm welcome from the other members when I walk in the door, it's about being challenged to step up and help out by the line officers and other members. We (and every reference in this post that mentions "we" refers to the newer recruits) are split up and assigned to either a senior FF'er or a line officer at every drill. Tactics and goals for the drill are explained, roles are discussed, and teamwork is emphasized. This happens at every....single......drill. No exception. We also conduct a "post-mortem" after every drill within our team, and the drill group as a whole. What worked, what didn't, what wasn't clear, how can we do it better. We ALL take turns in the "leadership seat" and are given command at least once per drill evolution. Our chief has a master plan; he's training his eventual successor, whether it's five years or fifty down the road. One thing that I REALLY like about our members is that when we screw up (and we all do) during the post-mortem every person who screwed up is always the one to bring it up...and point it out to the other members in an effort to remind everyone how easy it can be to overlook the simple stuff.

Inclusion also refers to our social gatherings and events. At our fundraisers etc. everyone has an assigned task. We keep each other honest by working in teams. The "wall-leaners" "text messagers" and "coffee lurkers" are either given pointed directives, or they're told that they're slacking, in a joking fashion..."Yo, as long as you're holding up that wall, grab that Windex and a rag and hit the dirt spots..." At our social gatherings, you'll never see the newbies left standing alone, looking and feeling awkward or unwelcome. Relationships get formed over time, but no one Puts Baby In A Corner in our fire house.

Appreciation: Our line officers are dedicated to making sure that we do our jobs safely and efficiently, and a few of them are hardasses about it, but they ALL excel at offering a pat on the back for a job well done....and they don't mind pointing it out in a group discussion or during a drill. It keeps me coming back always looking for that next "well done, probie".

Permalink Reply by Fireyladd - Retired Chief Sharp on February 8, 2009 at 3:31am

Number one way we keep or recruit more people is our involvement in the community and training. The involvement in the community gives us high profile opportunity that people see and training keeps people busy and active. Sure your going to loose some people from time to time but I am constantly looking for ways to keep us busy and active in our community. Every opportunity with your local media only reinforces this effort. Happy firefighters will bring in their friends and spread good words for you.

Permalink Reply by Ben on February 15, 2009 at 7:39pm

I would like to add another perspective to this thread, an issue that my department and geographical region has been facing for a number of years now, the so aptly named "brain drain". We have managed to recruit some very bright, intelligent, active and overall excellent members, our problem is they don't stay in the area due to the lack of gainfull employment and overall opportunity available. The area is very economically deppresed, we have no heavy industry, as it all folded and moved out of state/offshore etc., leaving few opportunities in the area for those who invest in education of almost any type. I can think of at least 3 excellent young members in the past 5 years who have left because of this, those who do stay have to work two, sometimes three jobs to make ends meet, leaving little time to volunteer with an organization which literaaly requires hundreds of hours of training on top of a high call volume. This really does kind of leave us banging our heads in frustration trying to think of a solution, does anyone face a similar situation?, if so, please share your insights, thoughts, etc......

Permalink Reply by Ben on February 15, 2009 at 11:13pm

So true Andrea, seeing that you are another "north of the thruway, must be a different country" northern New Yorker, I'm quite sure you can relate.... As I said above, there are no easy answers, maybe someone else will chime in with words of great wisdom that will help us both....

Permalink Reply by Ben on February 16, 2009 at 1:19pm

Thanks Andrea, I'll follow up on your leads...

Permalink Reply by LC on February 21, 2009 at 8:56am

Tiger, I am the chief of a SMALL department in Ulster County,NY. In light of the CDL law that is being discussed I thought I would use it as a recruiting tool. The cost to get training associated with a CDL is anywhere from $1000-2500. I hold a Class A CDL and have for 24 years. I work for NYSDOT and am following DOT's training model. Any thoughts. A few words about my Department:
15 members (6 with CDL's)
700 population
16 square miles
RURAL
75000 year budget

Thanks
Lou
Lomontville FD

Permalink Reply by Tiger Schmittendorf on February 21, 2009 at 9:55am

LC -

If your plan is to pay for them to get their CDL - that could be a huge recruitment benefit. I would caution you to consider some stipulations or commitments to length of service/activity level in return for the free training.

I imagine that's a huge investment on your part and you need to get a return on your investment. They obviously will.

Great idea if that's your intent.

Stay safe. Train often.