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Abstract:
Wildland fire management agencies facing exted fire seasons and increasing fire sizes have encountered difficulties recruiting and retning firefighting personnel. Theories suggesting that long operational hours, challenging working conditions, and inadequate compensation contribute to these recruitment and retention issues abound, yet no substantial evidence has been provided. This paper investigates this pressing issue by examining the impact of factors such as exted work periods, harsh environments, and low wages on firefighter attrition rates.
As climate change exacerbates fire season lengths and magnitudes in Western U.S. forests, federal agencies responsible for wildland fire management are grappling with a critical personnel shortage. Despite recognizing the significance of this issue, there is limited empirical evidence supporting the clms that long hours, extreme working conditions, and low salaries directly impact firefighter attrition rates.
Existing studies on public sector workforce dynamics highlight several factors influencing retention. These include job satisfaction levels, professional growth opportunities, organizational support, and work-life balance Bennett et al., 2018. For wildland firefighters, factors like exted hours, exposure to dangerous situations, and demanding physical labor are commonly mentioned but rarely quantified.
To address this gap, a comprehensive review of existing literature on firefighter recruitment and retention was conducted. An analysis of national workforce data from the U.S. Forest Service and Bureau of Land Management was undertaken. This involved comparing attrition rates across different departments, analyzing correlations between working conditions and retention figures, and examining policies related to pay, benefits, and professional development.
While it is widely acknowledged that firefighters face demanding work environments, data does not conclusively link these conditions directly to higher attrition rates without considering other organizational factors. Pay parity with similar risk profiles in public service sectors, such as police officers or corrections staff, was found wanting, which may affect firefighter motivation.
To enhance retention and attract new personnel:
Strengthen Compensation Packages: Align pay scales more closely with those of comparable occupations that involve significant occupational hazards.
Enhanced Trning and Development: Implement comprehensive trning progra prepare firefighters effectively for their roles, including leadership courses, mental health support, and physical conditioning.
Flexible Work Schedules: Develop policies that allow for rotation through various fire seasons based on geographic needs rather than requiring personnel to commit annually or longer periods.
The retention crisis among wildland firefighters is multifaceted and requires a holistic approach that addresses not only compensation but also the psychosocial aspects of their jobs. While exted hours, harsh conditions, and low wages contribute indirectly through high-stress environments and challenging physical demands, comprehensive policy reforms are essential for improving retention rates effectively.
This abstracted content offers a structured format tlored to academic or professional journals focused on public sector workforce management in wildfire prevention and response agencies.
This article is reproduced from: https://nwfirescience.org/research-database?field_publication_topics_target_id=5999&f%5B0%5D=publication_keywords%3A75&f%5B1%5D=year_of_publication%3A2024
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