National Fire Program Manager

March 13, 2019

MINIMUM QUALIFICATION STANDARDS

NATIONAL FIRE PROGRAM MANAGER

1. Basic OPM requirements for this positions

 Refer to the appropriate OPM Group Coverage Qualification Standard for this position 

and series

2. Specialized Experience

a) DOI Bureaus: Refer to PB#: 07-13, December 04, 2007, Qualification Requirements for 

GS-0401 Fire Program Management

3. NWCG Incident Management Qualifications - Currency Not Required*

Primary Core Requirement Secondary Core Requirement

TFLD ICT3 or T2 C&G or RXB2

4. Additional required training as presented in the following courses or agency equivalent:

 M-581, Fire Program Management – An Overview or M-582 National Fire Management 

Leadership

Note: Local Fire Management Leadership (LFML) and M-581, Fire Program Management 

courses have been combined and will be delivered as M-581, Fire Program Management – An 

Overview. The National Fire Management Leadership (NFML) course will be assigned the M582 course number and retitled: Fire Program Management – Leading Complex Programs.

Previous completion of Local Fire Management Leadership (LFML), M-581, Fire Program 

Management or National Fire Management Leadership (NFML) meets the additional required 

training requirement for this position.

Common grade level: GS-15 (Note: Actual grade level will depend on the duties and 

responsibilities of the position.)

Selective Factor Justifications

 The TFLD qualification provides the incumbent with the knowledge of fire behavior, 

suppression, resources, equipment, tools, methods and techniques sufficient to safely, 

efficiently, and effectively manage moderately complex fire situations. 

 Previous experience as an ICT3, RXB2 or T2 Command and General Staff position are 

foundational skills to provide the incumbent with the ability to oversee and manage a 

national wildland fire program. 

 The training courses M-581 (Fire Program Management – An Overview) or M-582
National Fire Program Manager

March 13, 2019

(National Fire Management Leadership) is designed to provide the incumbent with the indepth knowledge of management and leadership of a complex fire program, as well as 

reference material and tools to be successful. This course enables the incumbent to 

identify the principles, policies and procedures to effectively and safely lead, plan, and 

manage a Fire Management Program.

 The training courses M-582 (Fire Program Management, Leading Complex Fire 

Programs) is designed to be highly-engaging in dialogue, exercises, interactive scenarios, 

and simulations. The course is a comprehensive look at the Agency Administrator’s 

leadership role in highly complex issues within fire management programs. Topics 

include Federal Wildland Fire Management Policy, Fuels and Prescribed Fire Policy, risk 

management and decision-making, critical relationships, development of adaptive and 

resilient programs, and hosting complex incidents. The complex fire situation is 

highlighted with the intent to provide a comprehensive understanding of the processes 

necessary to effectively manage the situation. Included are the Agency Administrator’s 

briefing, developing and conveying clear intent and objectives, creating a healthy 

command climate and relationships within their teams and among partners and 

stakeholders, and other critical items.

Employee Development Training - Employee should receive the following developmental 

training, (or agency equivalent) to fully achieve competencies:

 M-580 “Fire in Ecosystem Management”

 S-491 “National Fire Danger Rating System”

 S-580 “Advanced Fire Use Applications”/“National Park & Wilderness Fire 

Management”

 Agency fire planning and budgeting process training

 Aviation safety, operations, and management training

 Leadership and organizational skills training

 M-480 “Multi-Agency Coordination Group”

 National Environmental Policy Act (NEPA) Training

5. Delegation of National Fire Program Manager IFPM Responsibilities 

National Fire Program Managers (NFPM) positions will be filled with qualified individuals from 

senior leadership positions at the respective National level. Due to organizational complexities, 

there may be instances in national organizations where the senior fire program manager 

delegates the IFPM requirements to a senior officer. The primary intent of this delegation is to 

place the appropriate individual who meets IFPM minimum qualification standards in the

position of authority to support safe operations in the field.

*Currency

The Interagency Fire Program Management (IFPM) Standard identifies currency as a

requirement for certain IFPM positions. The original intent of the Task Group that developed the 

IFPM Standard was to document that currency was defined as “current and qualified” (i.e. “red 

card” qualified). However, it has since been clarified per Office of Personnel Management

(OPM) standards, that currency cannot be used as a selective factor because it does not meet the 
National Fire Program Manager

March 13, 2019

OPM’s definition of a selective factor

(http://www.opm.gov/qualifications/policy/ApplicationOfStds-06.asp).

The following points are intended to provide clarification for Human Resources (HR) and Fire 

Management regarding the term “currency”:

1. “Currency” will now be defined pursuant to the Wildland Fire Qualification System

Guide (PMS 310-1).

2. Federal bureaus cannot use “currency” to screen out applicants. As long as applicants can 

produce documentation that they have obtained the IFPM competencies at some point (as 

validated by the Incident Qualifications and Currency System (IQCS) Master Record or 

equivalent documentation), they will meet the IFPM Selective Factors.

3. The hiring official can use “currency” as justification for selection. However, for

Delegated Examining advertisements, currency cannot be a reason to pass over a person who is a 

qualifying veteran.

4. As indicated in the IFPM Standard, certain positions still require the employee to remain 

current and qualified (i.e. “red card” qualified). If an applicant is selected less “currency”, or an 

incumbent loses “currency”, the employee and management must develop a plan for regaining 

currency.