U.S. Fire Administrator’s Summit on Fire 

Prevention and Control

National Emergency Training Center

October 11, 2022
Data Informed Insights on Recruitment and 

Retention

U.S. Fire Administrator’s Summit on Fire Prevention and Control

Chief John Oates
WHAT THE DATA SAYS ON WHERE WE ARE NOW AND 

WHERE WE STRUGGLE, AND WHERE WE CAN GO

U.S. Fire Administrator’s Summit on Fire Prevention and Control

 Traditionally, the fire service has not been required to actively recruit or 

actively endeavor to ensure members stay in the department

 Career fire departments today:

 Unprecedented low application numbers

 Struggle to ensure a diverse workforce

 Volunteer fire departments today:

 Low incumbent membership

 Low number of applicants

 Increased service delivery demand
WHY DO PEOPLE JOIN? WHY DO PEOPLE STAY?

U.S. Fire Administrator’s Summit on Fire Prevention and Control
WHY DO PEOPLE JOIN? WHY DO PEOPLE STAY?

U.S. Fire Administrator’s Summit on Fire Prevention and Control

A large majority of fire departments across the United States (US) depend on volunteer firefighters 

for emergency responses. Over the last decade, suburban and rural populations have soared, while 

the numbers of volunteer firefighters have fallen by over 10%, suggesting that improvements in 

recruitment and retention are necessary to counteract that trend. This article presents the results 

of a mixed methods research design that evaluates volunteer firefighters’ motives to join, their 

expectations to continue service, and their contemporary satisfaction with service. The project 

evaluates how these different factors affect volunteers’ prospective service length. Results suggest 

that a values orientation is the most prevalent influence affecting firefighters’ commitment to the 

volunteer fire service, but that personal enhancement and understanding goals were best able to 

systematically explain variance in the prospective service period. The findings presented here are 

used to outline recommendations to improve recruitment and retention of volunteer firefighters and 

reduce levels of insularity in recruitment networks. 

Dr. David A. Greene, Deputy Chief, Colleton County (SC) Fire-Rescue

Dr. Marcus E. Hendershot, Assistant Professor of Political Science, Schreiner University (TX)
IS THE PROBLEM RECRUITMENT OR PROCESS?

U.S. Fire Administrator’s Summit on Fire Prevention and Control

Filled out preliminary background application and met minimum 

requirements

13,236

Took and passed written test 6,504

Submitted CPAT certification within time window 966

Scheduled and passed oral interview 622

Filled out questionnaire and passed Initial Panel Review 446

Passed in-depth background check and Final Panel Review 205

Passed medical and psychological evaluations 187

1.4% success rate

Rand Corporation, 2014
CASE STUDY

U.S. Fire Administrator’s Summit on Fire Prevention and Control

 The study population included 588,337 EMTs and 105,356 paramedics. 

 The proportion of females earning initial EMT certification rose from 28% in 2008 to 

35% in 2017. 

 Throughout the study period, less than one-fourth of newly certified paramedics were 

female (range: 20-23%). 

 The proportion of EMS professionals identifying as Black remained near 5% among 

EMTs and 3% among paramedics. 

 The proportion of newly-certified Hispanic EMS professionals rose from 10% to 13% 

among EMTs and from 6% to 10% among paramedics

Females and Minority Racial/Ethnic Groups Remain Underrepresented in 

Emergency Medical Services: A Ten-Year Assessment, 2008-2017
Chief John Oates

International Public Safety Data Institute

john@i-psdi.org

U.S. Fire Administrator’s Summit on Fire Prevention and Control

CONTACT INFORMATION
U.S. Fire Administrator’s Summit on Fire Prevention and Control
U.S. Fire Administrator’s Summit on Fire 

Prevention and Control

National Emergency Training Center

October 11, 2022
Recruitment Challenges for Career 

Departments Focused on Diversity, Equity, 

and Inclusion

U.S. Fire Administrator’s Summit on Fire Prevention and Control

Chief John S. Butler
WHAT WE TRIED AND DIDN’T WORK

U.S. Fire Administrator’s Summit on Fire Prevention and Control

 Stricter Selection and Denial policies

 Limited applicant pool

 Updated; now reflective of current culture

 Limited appointments for written test and CPAT

 Attendance challenges

 Now offering additional opportunities

 Communication 

 Not remaining engaged with applicants

 Now engaging with applicants throughout on various communication 

platforms
WHAT’S WORKED/CURRENTLY WORKING

U.S. Fire Administrator’s Summit on Fire Prevention and Control

 Updated Selection and Denial criteria

 Viewing applicants - “whole person” approach

 Recruitment marketing appealing to all demographics

 Diverse team of recruiters

 Diversity in advertising

 Increased access and exposure 

 Development of infrastructure for data analysis 

 Applicant demographics

 Comparative measures on applicants 
WHAT WE INTEND TO EXPLORE MOVING FORWARD

U.S. Fire Administrator’s Summit on Fire Prevention and Control

 Increase data collection and analytics

 Learn more about applicants

 Data-informed decisions 

 Increase in-person presence 

 Recruit in our own backyard

 Schools, faith-based organizations, local events

 Evaluate online marketing and recruitment companies

 Increase Internet-based outreach

 Improve website/end-user interface
Chief John S. Butler

Fairfax County Fire and Rescue Department

ChiefJohnButler@fairfaxcounty.gov

U.S. Fire Administrator’s Summit on Fire Prevention and Control

CONTACT INFORMATION
U.S. Fire Administrator’s Summit on Fire Prevention and Control
U.S. Fire Administrator’s Summit on Fire 

Prevention and Control

National Emergency Training Center

October 11, 2022
Recruitment Challenges for 

Volunteer Fire Departments

U.S. Fire Administrator’s Summit on Fire Prevention and Control

Chief Brita Horn
RECRUITMENT CHALLENGES

U.S. Fire Administrator’s Summit on Fire Prevention and Control

 General

 Societal changes: widespread decline in volunteerism 

 Pace of life

 Risks of firefighting for serving communities

 Fire Service 

 Insularity

 Lack of expansion of recruiting outside of existing networks

 Department pressures: dwindling budgets, expanded response 

requirements

 Safer work environments 
APPRENTICESHIP PROGRAMS

U.S. Fire Administrator’s Summit on Fire Prevention and Control

Registered apprenticeship 

programs enable employers to 

develop and train their future 

workforce while offering career 

seekers affordable paths to secure 

quality, high-paying jobs. 

Source: Department of Labor, www.apprenticeship.gov
APPRENTICESHIP PROGRAMS

U.S. Fire Administrator’s Summit on Fire Prevention and Control

 Built on many of the same tenets valued by the fire service:

 Industry-led 

 Structured on-the-job learning 

 Supplemental education 

 Quality and safety 

 Credentials 

 Incorporating solutions to challenges fire departments are facing by 

building on various diversity models

 Improved data access and capture

 Resources for cancer prevention, healthy lifestyles and behavioral 

health support 
Chief Brita Horn

Rock Creek Volunteer Fire Department

U.S. Fire Administrator’s Summit on Fire Prevention and Control

CONTACT INFORMATION
U.S. Fire Administrator’s Summit on Fire Prevention and Control