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VFCA Volunteer Workforce Solutions. Sustaining Volunteer Capacity. VFCA Volunteer Workforce Solutions. Recruitment and Retention is BIG ISSUE Career or Volunteer? . VFCA Volunteer Workforce Solutions. #1 issue facing volunteer fire departments - Personnel*
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VFCA Volunteer Workforce Solutions Sustaining Volunteer Capacity
VFCA Volunteer Workforce Solutions Recruitment and Retention is BIG ISSUE Career or Volunteer?
VFCA Volunteer Workforce Solutions • #1 issue facing volunteer fire departments - Personnel* • 76% of departments need more volunteer firefighters* • 62% of all fire personnel are volunteer firefighters (a decrease of 7% since 2007)* • 60% of departments need a recruitment program* • $45,000—the average savings to a community per volunteer • 4,205- the number of volunteer firefighters needed now in VA* *2010 Virginia Fire Service Needs Assessment
Today’s volunteers (and career firefighters) have changed;Recruitment methods have to change as well. We can’t keep doing what we’ve always done.
VFCA Volunteer Workforce Solutions • VFCA realized need for volunteers today & into future • Program Goal: develop successful model to recruit and sustain volunteer firefighters • Funding the Goal: VFCA received SAFER Grant (~$1M) • VFCA partnered with IAFC, ESRI, GMU and intterra • SAFER/RR Limitations: Fire Personnel Only • Achieving the Goal: Volunteer Workforce Solutions Program
VFCA Volunteer Workforce Solutions VWS Program is a BIG EXPERIMENT!! • Scientific and Academic Basis (ESRI and GMU) • Traditional (Control Group) versus GIS Method • 20 Departments/Cities/Counties/Towns Selected • Series of Meetings/Correspondence to gain Agency Buy-In and Full Participation • Specific “Period of Performance” (December 2011) • Statewide Firefighter Informational Survey
VFCA Volunteer Workforce Solutions Agency SelectionCriteria • Cross section using the following characteristics: • Geographies • Socio-Economic data • Population of jurisdiction • Size of department (Number of stations and personnel) • Adequate Partnering Community • Received 45 Interest Forms • 28 communities eligible based on criteria
VFCA Volunteer Workforce Solutions Traditional Method (10 Communities Selected) • Recruitment Program Designed and Funded for Communities • Promotional materials (banners, brochures, postcards) • Open Houses • Direct Mail • PSA’s and advertisements
VFCA Volunteer Workforce Solutions GIS Method (10 Communities Selected) • GIS Tools used to Analyze Community Variables • Demographics • Lifestyles • Life stages • Extensive community data collected, analyzed, and reported • Data will identify community’s ability to recruit and sustain volunteers • Viable areas of community will be targeted for recruitment
GIS – Geographic Information Systems • Use GIS to analyze current firefighters • Create reports and maps to drive recruitment decision-making
65 Tapestry Segments • People are attracted by similar tastes, a need for security, peer identity, and a sense of “place.” • Commonalities include location, housing, transportation, schools, employment, places of worship, etc. • Tangible assets such as zoning laws, available jobs, housing, land values, etc. • Perceived assets such as race, ethnicity, language, culture, ambience, etc.
Demographic, Expenditure and Lifestyle ProfilesTapestry allows us to reveal subtle differences between similar populations Esri Community Tapestry Explained Demographic • Median Household Income: $60k - $77k • Median Age: 32-34 • Married couples with children • Predominantly White, Non-Hispanic • Median Household Income: $60k - $77k • Median Age: 32-34 • Married couples with children • Predominantly White, Non-Hispanic • Purchase maternity clothes & toys • High % of furniture purchases • Weed control & insecticide users • Car loans, student loans & mortgages • Own/lease SUV or minivan • Eat at Red Robin, Chili’s and Olive Garden • Purchase baby food, vitamins & medicines • Own an Xbox or PlayStation • Buy several software packages per year • Use a Credit Union, have a new car loan • Own a motorcycle and SUV or pickup truck • Eat at home, Little Caesar’s and Sonic Expenditure Lifestyle • Play softball • Visit zoos and theme parks • Use digital cameras extensively • Enjoy science fiction & comedy DVDs • Watch Oxygen, E! and Discovery Health • Play football, basketball and chess • Attend pro basketball games • Paint inside of their homes • Listen to basketball on the radio • Watch Disney, ESPN and Lifetime Up & Coming Families Milk & Cookies
Core Segment – A high percentage of firefighter’s addresses fell in these segments compared to the base resulting in a high index.
Developing Recruitment Strategies • Simple Spotsylvania County examples: • Advertisement in local hunting magazine • Partner with Gander Mountain Sporting Goods Store • Joint advertising • Country music radio event with firefighter sponsors • Host hunter education classes at fire station • Bring a NASCAR car and engine to Bloom grocery store • Partner with PETCO for “Firefighter & Fido Day”
As part of this study, VFCA conducted a survey of all firefighters in Virginia. The survey collected information to gain a deeper understanding of firefighters’ motivations for being a member of the fire service. Firefighter Survey* • VFCA conducted a Firefighter Survey • Purpose of Survey: • Collect general information • Gain deeper understanding of motivational factors • Gauge enjoyment levels of various duties • Identify recruitment, retention and turnover issues • Received 1,805 responses *Survey conducted by esri and intterra . Independent Academic Analysis submitted by GMU Professor Kevin Curtin
What Enticed You to Join? • 58% Cited Friend/Family Member Referral • 42% Cited Personal Contact with Firefighter • 13% Cited Fire Station or Apparatus Tour • 12% Experienced Personal Tragedy • 5% Career Day at School • About 2% on Average Cited Banners, Brochures, Multimedia (TV, Radio, Print, Email, Social Media, etc.)
TOP 5 Motivational Reasons for Being a Firefighter • Service to Community (Service vs Serve-US) • Personal Fulfillment or Enrichment • Fire Response • Friendship and Camaraderie • Receiving or Delivering Training
TOP Retention and Turnover Issues • 71% > Life Changes (Marriage, Job Change, • Children, College, etc. • 50% > Time Commitment Too Much • 41% > Station/Department Politics • 38% > Lack of Station/Department Leadership • 31% > Do Not “Fit in” with Station/Department • 26% > Lack of Incentives and Benefits • 24% > Unable to Meet Training Requirements
Question: Firefighters were asked what motivated firefighters they know to leave the fire service.
Addressing Retention/Turnover Issues • Life Changes: Not much we can do, life happens! • Time Commitment/Training Requirements: * Time Management Training * Effective Delegation * Utilize Everyone’s Talents, Big or Small! * Training/Certification is TIME CONSUMING, but NECESSARY and REQUIRED! *Training Shortcuts Equal: = Negative PR = Fiscal Liabilities = Legal Issues = More Importantly = DEATH/INJURY to Firefighters and Citizens
Addressing Retention/TurnoverIssues • Station/Department Politics: * Establishment of System-wide Policies, Procedures and Ordinances (Operational, Administrative and Personnel) * Assure Fair and Equal Application and Enforcement * Select the Right Leaders Based on KSAs not Popularity * Create a Positive and Empowering Environment * Set High Expectations, and Accept Nothing Less!
Addressing Retention/Turnover Issues • Leadership: * Select the right people with credentials * Provide initial and ongoing training * Develop Leadership at all Levels of organization * ONE BOSS with BOTH Accountability and Responsibility for the System * As Elected Officials/Administrators: trust your fire service leaders
Addressing Retention/TurnoverIssues • Not “Fitting in” with Station/Department * Assure Diverse and Inclusionary Environment, Enforce EEO * Develop and Implement Coaching/Mentoring Programs * Patience: It Takes Time to Be a FF * Find out WHY people are leaving> ASK THEM! • Lack of Incentive/Benefits * Incentive Programs: Some work, some don’t * Balance Between Cost vs Benefit vs ROI
VFCA Volunteer Workforce Solutions Final Phase of Program • Prepare comprehensive and comparative report • Report Will: • Measure effects of GIS Method • Measure effects of Traditional Method • Compare and contrast the two methods • Identify key factors necessary for successful recruitment and sustainability • Develop recruitment and sustainability model • Statewide distribution of information and results
Next Steps Questions? ww.vfca.us