By Richard C. Kline
Writing for the NVFC
The volunteer fire service is a crucial national resource. Effective community fire protection depends on the ability of fire departments to recruit and retain community members to serve as volunteer firefighters. It is not, however, a system without limitations. Most contemporary volunteer fire departments would rate firefighter recruitment and retention as a major challenge they face.
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Although volunteers make up 65% of the U.S. fire service, the National Fire Protection Association reports that the number of volunteer firefighters hit the lowest number on record in 2020. Understaffed fire departments leave communities at increased risk, especially small-town and rural communities that rely almost entirely on volunteers.
In an effort to recruit and retain firefighters, many volunteer fire and EMS departments nationally have turned to innovative strategies to improve department staffing levels. The use of incentives is one strategy that is widely used within the American volunteer fire service. A volunteer incentive program works to motivate and encourage current staff to remain with the organization while serving to attract potential new members to the department. They can come in the form of both tangible and non-tangible “rewards,” such as employee recognition programs, childcare, gift vouchers, tuition reimbursement, cash bonuses, and professional development opportunities.
Noticeably missing from the typical menu of incentives is the use of health and fitness programming as an enticement to serve. This is different from the private sector, where health and fitness programs are touted as a benefit meant to promote a healthy workforce, demonstrate value and caring for the workforce, enhance the employee experience, and create a competitive edge for the organization, serving to attract new talent to the company.
In the fall of 2022, a small-scale study was conducted to better define the impact that health and fitness programming may have on the recruitment and retention of volunteer firefighters. The central question the study sought to address was: Can fire department sponsored, on-site health and fitness programs act as an incentive to retain current members and attract new firefighters?
A 14-question survey was distributed through the National Volunteer Fire Council’s (NVFC) Volunteer Voices forum, the Chester County (PA) Fire Chiefs Association, Capstone Public Sector Solutions, and distributed to four Minnesota volunteer fire departments. One hundred and forty-one volunteer fire and EMS department members responded to the questionnaire.
The Survey
To ensure a clear and shared understanding of fitness programming, participants were provided the following definitions.
Informal Fitness Program: An on-site, dedicated area with fitness equipment, without formal instruction, oversight, and structure.
Formal Fitness Program: An intentionally-built program designed to improve the physical performance of participants. Fitness assessments, supervision, instruction, management, and on-site, dedicated workout area with equipment are elements of a formal program. Programming is provided free of charge to the members.
Wellness and Health Program: Department-sponsored and provided health education designed to inform, enhance, and reinforce healthy lifestyles. May include wellness coaching, health promotion, and disease prevention presented in differing formats, i.e., in-person, literature, electronic, etc.
The majority of respondents identified as male, with 47% reporting their tenure as 0-10 years and 41% reporting their age as over 50.
When asked if their department offered a formal program, 97% stated that their department did not offer an intentionally planned and structured fitness program. However, 86% indicated that they would benefit from a department-sponsored fitness program if offered. Most respondents felt that their personal health and fitness are important for their work as a firefighter. Yet while most stated they remain “active” on a weekly basis, 57% said that they do not belong to a private health and fitness center.
When asked if they would be supportive of a department-sponsored fitness program, 82% indicated yes, but several noted that they would be fearful of formal programming if:
- The program was cost prohibitive (12%)
- The program required mandatory participation (10%)
- They felt they would be judged or embarrassed (7%)
- They might get hurt (4%)
- Fearful of department direction (7%)
Based on survey feedback, departments may consider becoming the health and fitness facility of choice for their members, since most of the respondents believe their health is important and most do not belong to a formal fitness facility. By offering this incentive, not only is the organization investing in the health of its members, but it is also building mutually rewarding relationships by garnering a renewed interest in the department while supporting the response capability of the membership.
The survey also highlighted the difference between informal and formal fitness programs. A majority of survey respondents (64%) indicated their department has an informal fitness program consisting of exercise equipment where members can work out on their own. However, several respondents indicated that this feature is lightly used or else interested faded after the initial roll-out of equipment.
Formalizing the health and fitness initiative offers several advantages, including:
- The agency retains control of program elements, offering flexibility to manage the program to meet the desired goals;
- Monitoring program progress is made easier with a gradual implementation plan;
- Helps contain cost and forecast future funding needs;
- Allows for a graduated design and program development approach;
- Resource allocation based upon program goals is achieved;
- Permits programming based upon risk stratification; and
- Fosters program acceptance.
Many well-intentioned “programs” fail to improve employee health simply due to indifferent leadership, poor program design, and lack-luster execution. Failed efforts are often viewed as “just another program” by the firefighters, with little buy-in from those the program is intended to serve. A strategic planning approach to program design is key to program acceptance and success.
The Recruitment and Retention Tie-In
The staffing challenges many volunteer fire departments face are rooted in many factors, including the demanding standards intrinsic to being a firefighter, changing community demographics, economic pressure, lifestyle change, expansion of department services, and the increase in state and federal training mandates. The time commitment departments require of both the volunteer firefighter—and, by extension their family—has a significant impact on both recruitment and retention. Many people have less time to commit to their volunteer activities while an increase in services and a decrease in membership may have many departments asking their volunteers to commit more time.
The survey asked two questions designed to assess how a structured fitness program may impact the time commitment a volunteer is willing to give the department. The responses are provided in parentheses.
To what degree would a department-sponsored, free, on-site fitness program increase your commitment to your fire department?
□ A lot (31%) □ Slightly (42%) □ Not at All (28%)
To what degree would a department-sponsored, free, on-site fitness program, that your immediate family could use, increase your commitment to your fire department?
□ A lot (33%) □ Slightly (45%) □ Not at All (23%)
These results suggest that firefighters view a health and fitness program as an incentive that would increase their commitment to the agency.
The survey also asked two questions designed to assess firefighters’ opinions on how the availability of a department health and fitness program would influence the recruitment of new members. The responses are reflected in parentheses.
I think we could attract more potential volunteer firefighters if my department offered free, on-site fitness programs.
□ Agree (67%) □ Disagree (33%)
I feel a dedicated health and fitness program could help attract new members to my department.
□ A lot (31%) □ Slightly (53%) □ Not at All (15%)
Survey respondents felt that their agency could attract new talent if an on-site health and fitness program were offered. Fire departments are in competition with other organizations to attract a diminishing base of potential volunteers. Those who demonstrate the advantages that their organization has over others will be more successful in recruiting and retaining members. Added benefits, such as providing formal health and fitness programming, are key to growing the organization.
The Bottom Line
The adoption of a formal, fire department-sponsored health and fitness program acts to support a culture that encourages inclusivity and teamwork, improves the health of the workforce, reflects department values, and reduces illness and injury. Adeptly led, well-designed health and fitness programs deliver a message to both potential firefighter candidates and send a clear message to incumbent members that the organization cares for and values the health of the workforce.
The results of this study are encouraging, indicating a positive relationship between formal health and fitness programs and the impact on the recruitment and retention of volunteer firefighters. The adoption of formal health and fitness programming should be considered to improve volunteer fire department staffing challenges.
Reference
National Volunteer Fire Council (NVFC), Volunteer Firefighter Recruitment and Retention Formative Research Results, March 2015, p.3, Salter-Mitchell Inc.
Richard C. Kline, Fire Chief (Ret), MS, EFO, CFO, is a 40-year fire service veteran. He recently retired from the City of Plymouth (MN) Fire Department following 23 years of service as fire chief. Kline designs and presents health and fitness programs for firefighters and their organizations and may be contacted at rkline2011@hotmail.com.
