1 / 30

VFCA Volunteer Workforce Solutions

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*

terence
Download Presentation

VFCA Volunteer Workforce Solutions

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. VFCA Volunteer Workforce Solutions Sustaining Volunteer Capacity

  2. VFCA Volunteer Workforce Solutions Recruitment and Retention is BIG ISSUE Career or Volunteer?

  3. 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

  4. 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.

  5. 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

  6. 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

  7. 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

  8. 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

  9. 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

  10. GIS – Geographic Information Systems • Use GIS to analyze current firefighters • Create reports and maps to drive recruitment decision-making

  11. Tapestry Process

  12. 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.

  13. 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

  14. Core Segment – A high percentage of firefighter’s addresses fell in these segments compared to the base resulting in a high index.

  15. Core, Developmental and Niche Segments in Spotsylvania

  16. Tapestry Results

  17. 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”

  18. 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

  19. 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.)

  20. 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

  21. 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

  22. Question: Firefighters were asked what motivated firefighters they know to leave the fire service.

  23. 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

  24. 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!

  25. 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

  26. 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

  27. 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

  28. Next Steps Questions? ww.vfca.us

More Related