January 10, 2013 Page 1

Interagency Fire Program Management Qualifications 

Standards and Guide 

Maintenance Plan (DOI)

I. Background

Studies of wildland fire incidents for a number of years highlighted the fact that more 

stringent, uniform qualification standards were needed for certain fire management 

positions to assure firefighter safety. The 1995 Federal Wildland Fire Policy and Program 

Review, signed by the Secretaries of Agriculture and Interior, directed federal wildland fire 

agencies to establish fire management qualifications standards to improve firefighter 

safety and increase the level of skill and competence in fire management programs. An 

Interagency Fire Program Management Qualifications Task Group was established to 

develop these qualification standards. 

The resulting Interagency Fire Program Management Qualification Standards and Guide

(IFPM Standard) was approved by the Federal Fire and Aviation Leadership Council 

(FFALC) in January 2000. In August 2002 the Supplemental Qualification Standard for the 

GS-0401 Fire Management Specialist was approved for use by the Office of Personnel 

Management (OPM). In June 2004 Dale Bosworth, Chief, United States Department of 

Agriculture Forest Service (USDA-FS) and Department of Interior (DOI) Assistant Secretary 

P. Lynn Scarlett issued memorandums establishing October 1, 2004 as the date to 

officially begin implementing the IFPM Standard.

The National Wildfire Coordinating Group (NWCG) chartered an interagency IFPM 

Implementation Team consisting of human resources, training and fire management 

personnel to develop, revise and post/distribute an implementation plan and associated 

guidance. The Implementation Team is now a subcommittee to the Operations and 

Workforce Development Committee and has been re-chartered as the Fire Program 

Management Qualification Subcommittee (FPQS).

On October 1, 2010, the IFPM Standard was fully implemented.

II. Maintenance Plan Update

This maintenance plan has been updated to reflect policy changes. This supersedes all 

previous versions. 
January 10, 2013 Page 2

III. Scope

The IFPM Standard is a guide for developing future fire managers. Use of this plan 

requires the cooperation of fire program managers, supervisors, affected employees and 

human resources (HR) specialists at all levels in the DOI.

IV. Communications

The IFPM Standard has broad impact across all bureaus and across all levels of the fire 

community. The IFPM Standard and related documentation on the implementation 

process can be found on the Internet at: http://ifpm.nifc.gov.

V. Workforce Development / Training 

It is the responsibility of each bureau to develop their fire management employees in an 

effort to ensure succession capacity is met relative to IFPM positions. 

Detail Assignments: Consult your Servicing Human Resource Office for the detail 

requirements of your agency.

Temporary Promotions (Developmental Opportunities): Those assigned to a temporary 

promotion must meet IFPM NWCG Selective Factors and any applicable requirements for 

the position they detail to. Contact your servicing human resource office for additional 

information.

VI. Labor/Employee Relations

Bureaus will meet their labor-management obligations, as appropriate, with unions 

representing bargaining unit employees who may be impacted by this qualification 

standard according to the provisions of their respective contracts or as otherwise 

appropriate.

VII. Tracking Minimum Qualification Standards 

Fire managers will continue to track IFPM employees in the Incident Qualification and 

Certification System (IQCS). This will assist supervisors in developing Individual 

Development Plans (IDP) for their employees and identify and schedule needed training 

and education for future development. Please refer to the IQCS website 

(http://iqcs.nwcg.gov) for more information.

VIII. The IFPM Standard

The IFPM Standard consists of:
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A.Key Fire Management Positions

The IFPM Standard identifies 13 key fire management positions common to the five 

federal wildland fire management agencies. Generic position titles are used as some 

agencies designate different titles for the same positions. 

First Line Supervisor (Those that implement fire projects)

• Interagency Hotshot Crew (IHC) Superintendent (technical)

• Helicopter Manager (technical)

• Senior Firefighter (technical)

• Engine Module Supervisor (technical)

• Supervisory Fire Engine Operator (technical)

• Initial Attack Dispatcher (technical)

Fire Project Specialist (Those that plan fire projects)

• Wildland Fire Operations Specialist (professional or technical)

• Prescribed Fire and Fuels Specialist (professional or technical)

• Center Manager (professional or technical)

• Initial Attack Lead Dispatcher/Assistant Center Manager (technical)

Fire Program Manager (Those that manage the overall fire program)

• Unit Fire Program Manager (professional)

• Geographic Fire Program Manager (professional)

• National Fire Program Manager (professional)

Positions annotated professional or technical may be established as professional or 

technical at the GS-9 level and below depending upon whether professional or 

technical knowledge is required, the organizational structure exists, and the 

competency is met as established in the rating guide. 

For purposes of this maintenance plan, at the program management level a unit is 

considered to be:

• Bureau of Indian Affairs - Tribe/Agency

• Bureau of Land Management - District/Field Office

• Fish and Wildlife Service - District/Zone or Refuge

• National Park Service - Park or Area

and a geographic area is considered to be:

• Fish and Wildlife Service, National Park Service - Regional

• Bureau of Land Management - State
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• Bureau of Indian Affairs - Region

B.Rating Guide for Evaluating Fire Program Complexity

The IFPM complexity analysis is used to determine the overall complexity of a fire 

management program at the unit level. A rating of low, moderate or high is 

assigned. Grade is not tied to the IFPM complexity level. Grade is determined 

through the classification process.

C.Minimum Qualification Standards

The IFPM Standard contains the required minimum qualifications for each of the 13

key fire management positions. This includes:

1. Basic OPM Requirements for GS-0455, GS-0462 or GS-0401 positions,

2. Specialized Experience per IFPM Standard1

,

3. NWCG Incident Management Qualifications, and

4. Additional Required Training

Any employee assigned to an IFPM position, either by permanent or temporary 

promotion, or reassignment, must meet all the minimum qualification standards.

D.Competencies for Key Fire Management Positions

Competencies constitute the requisite knowledge, skills and abilities which, when 

acquired, allow a person to perform a task or function at a defined level of 

proficiency based on complexity. The IFPM Standard identifies both positionspecific and common competencies. 

The position-specific and common competencies should be used as a guide by the 

employee and supervisor in developing an IDP and assessing employee 

performance. Competency Checklists and Planning Tools for each of the 13 key 

positions can be found on the IFPM Standard website at: http://ifpm.nifc.gov.

IX. Recruitment And Staffing For IFPM Positions

Supervisors will use the Interagency Wildland Fire Hiring Official Recruitment Checklist

when filling an IFPM position (refer to IFPM website). Supervisors should first consult 

their Bureau-specific crosswalk to determine the correct IFPM position to be advertised. 

 1 The IFPM Standard does not address the substitution of education for specialized experience. Refer to the 1) DOI 

PB#: 07-13, December 04, 2007, Qualification Requirements for GS-0401 Fire Program Management, and 2) Group 

Coverage Qualification Standard for Professional and Scientific Positions and Group Coverage Qualification 

Standard for Technical and Medical Support Positions in the OPM Operating Manual for Qualification Standards for 

General Schedule Positions. 
January 10, 2013 Page 5

The IFPM Standard contains the minimum qualification standards (as described above) for 

each of the 13 key positions. The supervisor should ensure language in the vacancy 

announcement is consistent with requirements in the IFPM Standard.

Each agency will determine the appropriate applicant assessment tools. These may be 

included in the vacancy announcement or in an on-line questionnaire. 

Agencies should use the standard vacancy announcement language developed for use 

with IFPM positions. This information can be found on the IFPM website at: 

http://www.ifpm.nifc.gov/hr/hr.htm

All additional standard statements relative to posting a vacancy announcement or 

recruitment notice (e.g., area of consideration, description of duties, firefighter 

retirement coverage, minimum entry age, physical requirements and/or medical 

standards, etc.) should be included, if applicable. 

A. Recruitment:

For both single grade and multi-grade recruitments, applicants must meet the 

NWCG Selective Factors which apply to the target grade level. For example, when 

recruiting for a position which has been categorized as a Supervisory Engine 

Operator and is being announced at the GS-5/6 grade levels, applicants will need to 

show they hold or in the past have held the NWCG qualifications of ENGB and ICT5

and completed the S-211 course when being considered for either the GS-5 and the 

GS-6 levels.

B. Temporary Employees and Student Temporary Employment Program (STEP):

Temporary employees (GS-5 and above), whether a new appointment or those who 

have rehire eligibility, must meet all NWCG Selective Factors prior to being 

hired/rehired.

C. Student Career Experience Program (SCEP):

SCEP’s must meet all NWCG Selective Factors prior to conversion.

D. Standard Vacancy Announcement Language (for GS-455/462/401 series)

Refer to IFPM Website.

E. Qualifications Review Checklists (Technical or Professional)

Refer to IFPM Website.
January 10, 2013 Page 6

X. IFPM Standard Operations and Maintenance

Complexity Analysis/Re-analysis

Each unit should periodically review their complexity analysis to ensure programmatic 

changes are incorporated into the unit’s overall complexity rating. The reanalysis process 

can be found in Appendix A.

Position Identification

Fire management must regularly review each position within their fire organization to 

determine which positions are affected by the IFPM Standard, especially when new 

positions are filled. The positions include encumbered as well as vacant positions that 

are listed in the unit fire plan (e.g., table of organization/organization chart). Most of the 

analysis has been completed in advance in the Standard Position Description Crosswalk. 

This is not an all-inclusive list. For those positions identified in the crosswalk the 

employee and his/her supervisor will complete and submit the appropriate 

documentation to their servicing human resources office. Further guidance for evaluation 

of positions can be found in the Position Identification Process in Appendix B.

Standard Position Descriptions are available:

DOI - http://flert.nifc.gov/DOI_std_pds.htm

Identification of National Fire Program Manager (NFPM) and Geographic Area Fire 

Program Manager (GFPM) Positions

There may be rare instances in national and geographic organizations where the senior 

fire program manager assigns the IFPM requirements to a qualified senior officer. For 

example, at the National Level, an agency's National Fire Director may assign the National 

Fire Program Manager (NFPM) responsibilities (or duties) to the National Operations Lead 

(i.e., Assistant Director of Operations or equivalent). 

Periodic Assessment of Employee Qualifications

Fire managers are responsible for periodically reviewing employee qualifications to 

ensure IFPM minimum standards are maintained. Although currency is not a screen out 

for applicants, certain positions require employees to maintain currency for NWCG 

incident management qualifications. If an employee loses currency or is hired without 

currency, management will develop a plan with the employee regain currency. 

Use of Individual Development Plans

The fire program manager must assess the employee’s training and development needs. 

Once an employee’s training and development needs have been assessed, the employee 

and supervisor will develop an Individual Development Plan (IDP) based on that 
January 10, 2013 Page 7

assessment. The IDP should be periodically reviewed and updated as necessary. An IDP 

template is provided in Appendix C.
January 10, 2013 A-1

Appendix A

Complexity Analysis Guide

Introduction

An integral part of IFPM is the unit complexity analysis. Upon implementation of IFPM in 2004, 

all federal wildland fire management agencies were required to complete a unit complexity 

analysis. For some positions, the level of IFPM Qualification Standards and series was based on 

the unit’s complexity rating. A rating of low, moderate or high was assigned for each unit, with 

higher qualification standards for more complex units. The following IFPM positions are based 

on unit complexity.

• Unit Fire Program Manager

• Wildland Fire Operations Specialist

• Prescribed Fire and Fuels Specialist

• Center Manager

Complexity is evaluated based upon the area of responsibility (geographic or otherwise) for the 

unit being rated. For example, in the Lower Colorado River, BIA, FWS, and BLM

share fire management responsibilities. All provide fire management resources, but the

BLM provides program management oversight, i.e. the BLM fire program manager reports to 

the three agency administrators. So, when the three agencies evaluate their respective 

programs, BLM's area of responsibility would be greater than the other two agencies'. 

Determination of program complexity in turn determines the complexity of the Unit Fire 

Program Manager’s position. It does NOT necessarily determine the complexity of subordinate 

positions that have variable complexity, such as the Prescribed Fire/Fuels Specialist, and 

Wildland Fire Operations Specialist. Those complexities are determined by the relative 

complexity of that sub-program within the overall fire management program. The appropriate

complexity elements identified in the Complexity Descriptors may assist in making those 

determinations, but in and of themselves may not be the sole determinants, if, for example 

other fire duties are included in a Specialist’s position description.

For purposes of this maintenance plan, at the program management level a unit is considered 

to be:

• Bureau of Indian Affairs - Tribe/Agency

• Bureau of Land Management - District/Field Office

• Fish and Wildlife Service – District /Zone or Refuge

• National Park Service - Park or Area

• Forest Service - Forest/District or Zone
January 10, 2013 A-2

Geographic areas are considered to be:

• Forest Service, Fish and Wildlife Service, National Park Service - Regional

• Bureau of Land Management - State

• Bureau of Indian Affairs – Region

Unit Fire Program Managers assigned to support more than one unit should complete just one 

complexity analysis covering all units under their responsibility, not a separate complexity 

analysis for each unit.

Guidance for Re-analysis of the Unit’s Complexity Rating

Step 1: Establish the need for a re-analysis of the unit’s complexity rating

Changes to a unit’s complexity rating can be made at any time. The need for re-analysis 

may be generated at the local unit level, or from regional or state-level direction. 

Possible reasons for a re-analysis include, but are not limited to:

• Changes in protection area that increase or decrease a unit’s responsibility for 

providing fire protection. 

• The combining of multiple units into an interagency zone or organization

• Addition or subtraction of key components to a unit’s fire management program.

Changes to key elements of a fire management program should be “programmatic” and 

long term, and not adjustments to respond to a temporary arrangement. 

Step 2: Complete the new complexity analysis

The unit fire program manager and staff should complete a new complexity analysis, 

reflecting programmatic changes in the new analysis. The results should then be 

reviewed at the regional or state level for concurrence. Refer to Appendix A for 

instructions on completing the IFPM Complexity Analysis. 

 

Step 3: Review Unit Position Identification Worksheet

Once the new complexity rating has been determined, fire managers should review their 

Unit Position Identification Worksheet and update any changes to the minimum 

qualification standards (MQS) or positive education requirements for the four fire 

management positions that are dependent on complexity. Refer to the IFPM Standards 

for description of NWCG qualifications and additional required training for each position 

at different complexity levels. A copy of the updated Unit Position Identification 

Worksheet will be provided to the unit’s servicing Human Resource Office and 

Geographic Fire Program Manager for reference purposes.
January 10, 2013 A-3

Step 4: Determination of Qualifications

If a new complexity rating results in changes to an employee’s NWCG qualifications and 

Additional Required Training requirements, the employee and supervisor will develop a 

plan to meet the new qualification/training requirements. 

Responsibilities

Unit

Each Fire Program Manager at the unit level will complete the Unit Complexity Analysis for all 

units under their responsibility. The IFPM Guide, instructions, supporting documents and 

worksheet to complete the analysis can also be found at: http://ifpm.nifc.gov/. 

The Unit Fire Program Manager is the lead for completing the unit’s complexity analysis. It is 

recommended that additional fire staff be included/consulted when completing the analysis. 

Unit Fire Program Managers assigned to support more than one unit should complete just one 

complexity analysis covering all units under their responsibility, not a separate complexity 

analysis for each unit.

Regional/State

The Geographic Area Fire Program Manager (GFPM) is responsible for reviewing and leveling 

the complexity analysis from each unit, to ensure that no glaring errors or discrepancies exist, 

and that each unit’s score is realistic in comparison with other adjacent units.

Individual complexity analysis ratings (high, moderate or low) should be sent to each region’s 

servicing Human Resource Office, with a copy to the Geographic Area Fire Manager.

National

The National Fire Program manager will receive and review all revised complexity analysis 

ratings (high, moderate or low) for each fire program management unit from all the regions, 

and maintain a spreadsheet for analysis and review. The objective of a national level review is 

to ensure that the complexity analysis has been applied consistently across the regions. 
January 10, 2013 A-4

COMPLEXITY ANALYSIS GUIDE

Program Activities - Wildland Fire Management, Prescribed Fire Management, Fuels 

Management, Prevention (must have approved plan), Preparedness, Aviation, Interagency 

Operations.

Element Sub-Element Rule of Thumb

Program 

Management

Fire Season • Must have a prescribed fire program to get credit 

for overlap season.

• Permanent full time FMO may rate a “2” if there 

are no overlapping seasons and season is less 

than six months.

• Season length is the total of prescribed and 

wildland fire seasons.

Budget • Two Program Activities is at least a “3” score.

Logistics • Accessibility should be based upon “where fire 

risk exists that requires IA response.”

• Programs managed by other agencies score “low” 

for logistics (1 or 2).

• Remote station is defined as being a satellite 

station, e.g., guard station, outstation, etc.

Workforce 

Management • Assumes unit fire program manager is being 

evaluated (supervisor).

• First line supervision refers to permanents or 

furlough positions.

• Temporary employees refers to seasonal 

positions.

• If union is not present ignore this factor.

Program 

Objectives • “Internally controversial” implies within the 

home unit; “externally controversial” is outside 

home unit.

• This sub-element is specific to fire program 

objectives.

Planning • There are no rules of thumb for this sub-element.

Contracts • Contract means the unit retains contract 

oversight responsibilities (COTR, reviews, etc.).

Agreements, 

Cooperators • Contract vs. MOA: Money up front vs. 

reimbursement.

• Contracted services handled in previous subelement.
January 10, 2013 A-5

Element Sub-Element Rule of Thumb

• MOU means no exchange of funds.

Multi-unit • Responsibility is assumed to mean management 

of the land, which would also include IA 

responsibility. 

• Jurisdiction = Determined by governmental 

authority; Unit = determined by geographic 

boundary.

• Applies to lands for which you are responsible for 

primary initial attack.

• Single jurisdiction, single unit means 1 parcel and 

1 owner.

• Single jurisdiction, multiple unit means 

fragmented parcels by one governing body.

• Multiple jurisdiction, multiple unit means many 

owners and many parcels.

• Multiple jurisdiction, single unit means one parcel 

with multiple governing bodies.

Socio-PoliticalEconomic • Internal implies within the home unit; external is 

outside home unit.

• Include impact of local AD and seasonal hires in 

last factor.

Preparedness Training & 

Qualifications

• Unit personnel are defined as red-carded 

individuals only.

IA Dispatch Office • There are no rules of thumb for this sub-element.

Caches • This should also include consideration for EFF.

Support To Other 

Units • Interagency Coordination/Dispatch Center refers 

to local dispatch, not a GACC.

• Support means provides funds/FTE. Hosts means 

shop located on unit.

• Retardant base includes air tankers and SEATS.

Fuels for Fire 

Danger • Visitation means human-caused ignitions.

• "Management activity fuels prevalent with 

limited mitigation controls" implies persistent 

high hazard conditions exist because slash 

treatment cannot or has not been done.

• Units not using BI should use an equivalent index 

and percentiles.

• BI values, or equivalent index, should be based 

upon average for the planning period.
January 10, 2013 A-6

Element Sub-Element Rule of Thumb

Fire Resource 

Modules • To receive credit for modules, they must be 

funded by the unit with regular recurring dollars. 

Does not include CWN or rarely used resources.

• MEL includes everything identified in the budget 

planning analysis process, plus extended attack 

modules and support functions (see Guiding 

Principle #15).

• EFF crews should be the number of crews used 

on an average local extended/initial attack/mopup incident, not the number of crews identified in 

the GACC roster.

• For NPS include positions on Firepro staffing 

deficiency list

Program 

Interdependence

Consequences of 

Outcome • Consider diversity (# of program activities), 

overlap of program activities, skills (likeness or 

uniqueness) and impact (success or failure).

• Program activity “Interagency Operations” is not 

analyzed in this element. Element is looking at 

internal program interdependence.

• If a unit has 6 of the activities, consider a score of 

“5.”

• If the unit has 3 or fewer program activities, 

consider a score of “2” or less.

• If a unit has 4 to 5 of the program activities, 

consider a score of “3” or “4.”

• This is the only element that is not looking at the 

current consequences/situation. It addresses 

consideration for future, possible consequences 

of additional program activities could have 

(prevention could reduce occurrence, but not 

experiencing this now.)

Land 

Management Base

Total Acres • Consider total protection acreage, not all land 

within boundary.

• Areas not managed by the unit should not be 

included.

• Response time should be evaluated by traveling 

on roads.

Ownership • Responsibility is assumed to mean management 

of the land, which would also include IA 

responsibility.
January 10, 2013 A-7

Element Sub-Element Rule of Thumb

• Jurisdiction = determined by governmental

authority; Unit = determined by geographic 

boundary.

• Applies to lands for which you are responsible for 

primary initial attack.

• Single jurisdiction, single unit means 1 parcel and 

1 owner.

• Single jurisdiction, multiple unit means 

fragmented parcels by one governing body.

• Multiple jurisdiction, multiple unit includes multiagencies.

• Multiple jurisdiction, single unit means one parcel 

with multiple governing bodies. Multiple 

jurisdiction, single unit means one parcel with 

multiple governing bodies.

Wildland/Urban 

Interface • A “4” would be highest possible score without 

structural fire responsibility.

Cultural/Natural 

Resources

• Resource must be “at risk” to direct fire or postfire effects.

Wildland Fire Average 

Occurrence • Based on a 10-year average. 

• “Episodes” = at least once every 2 years.

Average Acres • Based on a 10-year average.

Season Length • There are no rules of thumb for this sub-element.

Values • There are no rules of thumb for this sub-element.

Wildland Fire 

Management • Fire Use Management Team = T2 team.

Firefighter & 

Public Safety • See Guiding Principle #14, page 6-6; this discusses 

safety and how it should be analyzed

Fuels and FB • If more than 50% of predominant fuel type is out 

of historic range of variability or condition class 2 

or 3, add 1 point.

Prescribed Fire Prescribed Fire • Units should be scored “0” when there are no 

prescribed fires being performed at all.

• “Episodes” of concurrent ignitions include 

ongoing Wildland Fire Use fires.

Multiple 

Ownership • If no Rx fires being conducted, score a “0.”

• Implies that this is conducting joint prescribed 

burns with other jurisdictions, not supporting off-
January 10, 2013 A-8

Element Sub-Element Rule of Thumb

unit fires.

Burn Season 

Length • If no Rx fires being conducted, score a “0.”

• This does not include pile burning.

Mechanical Treatment 

Objectives • If no mechanical treatment is being conducted, 

score a “0.”

Implementation • If no mechanical treatment is being conducted, 

score a “0.”

• If heavy equipment is used consider a minimum 

score of “2.”

Values • If no mechanical treatment is being conducted, 

score a “0.”

• This sub-element is rated only if the unit is 

implementing mechanical treatments. Then the 

rating is based upon the inherent risks to people, 

property and resources from wildland fire.

Aviation Aviation • Contributions (positions, funding) to a shared 

resource = a minimum score of “2.”

• Exclusive use resource scores a minimum of “3.”

• Hosting NMAC or National Shared Resource-type 

contracts = minimum of “3.”

Prevention Prevention • Units that administer a permitting system for 

burning: consider a minimum score of “3.”

• Consider % of human-caused ignitions: <10%=L; 

10-20%=M; >20%=H.

Education Education • Consider minimum of “4” if unit has a dedicated 

full-time position in Fire Prevention/Education.
January 10, 2013 B-1

Appendix B

Position Identification

Responsibility – Fire Management

Introduction 

The purpose of this process is to identify all positions within your unit that are considered part 

of the 13 key management positions in the IFPM Standard. Fire management should have 

previously determined which positions within their organization are IFPM positions. In the 

event that a reorganization or a complexity reanalysis, the following process should be

implemented.

The Unit complexity level will need to be determined before proceeding with the Position 

Identification process (refer to Step 1 of the IFPM Standard Implementation Process):

Phase 1: Complete and Maintain a Unit Position Identification Worksheet

Standard Position Descriptions

Standard position descriptions are those that have been established where the same 

description applies to multiple positions across several units.

To review standard position descriptions the Unit Fire Program Manager will:

1. Go to the Standard Position Description Crosswalk for your agency or bureau.

2. Look for your current position descriptions and PD numbers among those listed in the 

column labeled (Agency) SPD #, Official Title, Series, and Grade.

3. Document those positions in the Unit Position Identification Worksheet. 

4. If you have positions that are not identified in the Standard Position Description Crosswalk

for your agency or bureau, go to the Non-Standard Position Descriptions section that 

follows.

Non-Standard Position Descriptions

To review non-standard position descriptions the Unit Fire Program Manager will:

1. Review the position descriptions used in their organization.

2. Compare unit position descriptions with the IFPM Organizational Titles to determine which 

of the 13 key positions are similar in title, series, and at least equivalent to the grade 

indicated.
January 10, 2013 B-2

3. Consider the primary purpose of the positions and the major duties assigned to them. If an 

organization has a non-standard position description that matches at least 80% of the major 

duties of one of the Interagency Standard Position Description, the manager must utilize the 

Interagency Standard Position Description. 

If an existing position does not meet the 80% consideration (for using a standard DOI 

position description {SPD}) and the position meets the intent of the IFPM Standard as one of 

the 13 key positions, the position description used must be amended to add the applicable

IFPM requirements for that key position. Follow bureau/agency policy and procedures on 

amending position descriptions and bureau procedures to assure re-submission to SOAR to 

obtain/maintain firefighter special retirement coverage for that amended position 

description.

The Unit Position Identification Worksheet should be maintained at the unit level and 

updated as appropriate. Fire Management will provide an updated Unit Position 

Identification Worksheet to Human Resources.

STANDARD POSITION DESCRIPTION CROSSWALKS BY AGENCY

The purpose of this crosswalk is to assist employees, supervisors, managers and Human 

Resources in identifying existing positions in local organizations that are subject to the 

requirements of the IFPM Standard. This is not an all-inclusive list of positions, however. 

Refer to the Standard Position Description Crosswalks located on the IFPM website.
January 10, 2013 B-3

UNIT POSITION IDENTIFICATION WORKSHEET

Position Identification Worksheet for Unit Complexity 

Name of Unit Low/Moderate/High

Prepared by 

Name and Title

Date Prepared 

Employee’s Name

Current Series 

and Grade

Current Organizational 

Title

Current Position 

Description Title

Current Position 

Description Number

Interagency 

Standard Position 

Description Number

IFPM Position 

Title

Complexity 

Rating

(If applicable)
January 10, 2013 C-1

Appendix C

Individual Development Plan (IDP)
January 10, 2013 C-2

 Individual Development Plan

Employee’s Name Position Title/Grade Office Phone Office Fax Email Address

Current Supervisor’s Name Supervisor’s Title Office Phone Office Fax Email Address

Goals for Successful Performance in Current Position Short-term Career Goals (2-3 

years)

Long-term Goals (3+ years)

Developmental Objectives: What do you need to do this year 

to work towards your goals (training/education)? 

Developmental Activities (training, 

assignments, projects, details, etc.)

Detail to the....

Work towards a..... 

Proposed Dates Estimated Costs Date Completed

Notes: Employee’s Signature/Date

Supervisor’s Signature/Date
January 10, 2013 C-3

Instructions

Complete the Individual Development Plan following these steps:

1. Employee Developmental and Career Goals:

The employee and supervisor should work together to complete the goals for successful performance in the employee’s current position and the 

employee’s short- and long-term career goals.

Developmental Objectives:

In this section describe what the employee needs to do this year to work towards his/her goals. Objectives describe what the employee needs to learn or 

achieve in order to reach his/her goal. 

2. Determine a method of training and a training time frame.

Determine what type of training or activity is needed to accomplish the employee’s developmental goals. It could be On the Job Training (OJT), a detail, or 

an actual training course or a combination of methods. Identify the proposed dates for the training or activity in the Proposed Dates column. Enter the 

actual or estimated cost of the activity in the Estimated Costs column. This column can be used in preparing your station’s annual budget. Once the 

training is completed, write the date in the Date Completed column. 

Methods of training:

OJT: On the job training. This can include coaching by a skilled individual or details into positions that will give the employee the skills and knowledge 

needed.

Details: Temporary assignments to another location and/or position to gain specific knowledge and/or experience.

Courses: www.nifc.gov/training_quals/IFPM/ifpm.htm

3. Discuss the Development Plan with your Employee

Discuss the IDP with the employee and make any necessary modifications. The supervisor and employee should sign and date the plan. This plan should be 

completed within 60 days from the beginning of the performance year.

4. Review and Modifications

This plan should be reviewed and modified as needed every 6 months during the mid-year and final performance review.