The Great Resignation has particular consequences in the sphere of fire and rescue services. When it comes to public safety departments, the trend toward employees quitting their jobs could become a matter of life and death.
One factor driving the Great Resignation is the wide availability of new opportunities in a tight labor market. Another factor is baby boomers nearing retirement age who decide to call it quits.
Burnout
A third is a burnout as employees rethink their priorities and work-life balance in the wake of the global pandemic. Burnout is especially relevant in the fire and rescue services, where workers were especially challenged during the worst of the pandemic.
The illness spread through many departments, leaving them short-handed and requiring employees to work extra hours just to keep up.
Longer response times
The day-to-day stresses of dealing with mayhem and tragedy are demoralizing
It is not unusual for firefighters to work 72 hours of overtime in a month to help offset staff shortages. The money is good, but the extra hours take a toll and can lead some firefighters to reassess their options.
The current workforce, in some cases, is becoming burned out because of labor shortages. The day-to-day stresses of dealing with mayhem and tragedy are demoralizing.
recruitment
In the end, solving the staffing crisis comes down to recruitment and retention. Recruitment is more difficult given a younger workforce that seems to have more interest in technology than in public safety. Gen Z’ers prefer jobs with more flexibility and yield a better work-life balance.
Recruitment no longer equates to publishing a job announcement and waiting for applicants to flood in. Newer, more innovative approaches are needed, such as videos posted to social media or other strategies geared to a younger demographic.
Retention with better benefits
The simplest solution to the staffing crisis would be better pay and benefits, which is beyond the budgets
In terms of retention, a third-party expert can provide suggestions for better workplace management. Retaining enough employees is a safety issue as well as a staffing issue. For example, working multiple shifts can leave firefighters too tired to function to their full potential.
The simplest solution to the staffing crisis would be better pay and benefits, which is beyond the budgets of many departments, and in any case, take time to implement. In the end, money and benefits are primary motivators for job applicants. The stark choice comes down to paying candidates a higher salary now or paying the cost of being short-staffed later.
staffing shortages
Staff shortages have resulted in a trend toward smaller crews answering emergency calls. A minimum four-person crew is ideal. Two- and three-person crews take more time to complete firefighting and rescue tasks, and the delay can mean additional damage and ruin. In short, larger crews are safer and more effective.
The U.S. Forest Service has struggled with staffing shortages for more than a decade amid a trend toward longer and more dangerous wildfire seasons.
Rising wages, fierce competition
To attract enough firefighters, some state agencies such as CAL FIRE are paying $50,000 a year
Rising wages and fierce competition in the labor force have exacerbated the struggle. An increase in the minimum wage for federal wildland firefighters to $15 an hour last summer has still not kept up with the competition.
To attract enough firefighters, some state agencies such as CAL FIRE are paying $50,000 a year. Volunteer departments, which were already experiencing recruitment and retention challenges, are facing even greater difficulty today.
Motivating factors
In addition to pay and benefits, adequate resources and up-to-date equipment are factors motivating firefighters to remain in their positions.
Shifting resources from capital expenditures to increasing firefighter pay may seem like a solution, but the strategy could undermine a department’s recruitment and retention strategies over the long term. Staffing shortages are not expected to end soon, and they could even get worse.
