Retention and Recruitment for the Volunteer Emergency Services

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Retention & Recruitment for the Volunteer Emergency Services: Challenges & Solutions 7 “The drop in the ranks of our volunteer emergency services force can be directly attributed to the fact that (in addition to fighting fires and responding to every other imaginable emergency around the clock), our volunteer emergency service responders are often the same individuals who must raise the funds necessary for their own training and a significant portion of their equipment, provide emergency service organization support and administrative services and maintain equipment and facilities. Taken together, the many tasks performed by a decreasing number of volunteers only exacerbates the problem and overwhelms those who remain active. “The case for Pennsylvania playing a larger role in helping to maintain the viability of our volunteer emergency service organizations can easily be made in terms of both public safety and dollars and cents. According to a 2001 Pennsylvania Fire and Emergency Services Institute Study, the value of the service that our volunteers provide is estimated at $6 billion. “If we lose our volunteer fire companies and volunteer firefighters, the added taxpayer cost for firefighter salaries and benefits alone is estimated at a conservative $6 billion annually. “According to a survey of fire chiefs jointly undertaken by the Center for Rural Pennsylvania and the Pennsylvania Fire and Emergency Services Institute (2001), 77 percent of fire chiefs responding identified recruiting new members and retaining current members as the two most pressing issues their companies face. More than 70 percent of the fire chiefs responding also said that the State should play a more active role in helping companies recruit and retain members. “The Commission recommends that the General Assembly act as expeditiously as possible to enact a series of incentives to stem the decline in emergency service volunteerism, to help retain the dedicated volunteers we still have and to attract the next generation of recruits in the proud neighbor-helping-neighbor tradition of our volunteer emergency service organizations.” operational--Benefits/Incentives: • tax credits; • business tax credit for supporting volunteer fire/EMS; • service longevity program; • educational benefits; • provide health-care benefit opportunity; • create a permissible benefits spending program; • waive reporting/fee requirements; and
7 conclusion • other types of benefit programs: - home mortgages at lower rates, and - credit union. Three interesting recommendations that have been made follow: BuSINESS TAx CREDIT FOR SuPPORTINg VOLuNTEER FIRE/EMS STAFF issue--One of the most pressing problems we face in our communities is the decline in the ranks of our emergency volunteers. Benefits that directly affect volunteers are most visible and positively affect those volunteers. Providing a tax credit to businesses that permit volunteers on their staff to respond to calls or attend training during working hours would provide additional support to our volunteer system of emergency response. Problem statement--Legislation is needed to provide incentives to retain dedicated volunteers we already have and to attract the next generation of volunteers. resolution--This is one of several incentives designed to support volunteerism. Legislation needs to be drafted. There is a cost associated with this; however, projections can be made only after the type and extent of tax credit is defined. CREATE A PERMISSIBLE BENEFITS SPENDINg PROgRAM issue--Create the opportunity for a “Permissible Benefits Spending Program” that brings value to the members of the organization. Problem statement--Benefits are only of value if they mean something to an individual. What benefits an 18-year-old, probably will not be perceived the same by a 35-year-old with two children, or a 60-year-old, 35-year veteran. Each organization must develop its own benefit system. resolution--Funding systems should encourage organizations who inventory on a periodic basis what members seek in benefits and provide more funding to those who have a defined plan to recruit and retain members. This can be made part of Act 84 Reform to permit up to $575 per person in a “qualified plan.” Other initiatives may be made part of this, such as participation in a credit union and the development of a reduced-rate home mortgage. PROVIDE HEALTH-CARE BENEFIT PROgRAM OPPORTuNITy issue--One of the most pressing problems we face in our communities is the decline in the ranks of our emergency volunteers. Benefits that directly affect volunteers are most visible and affect those volunteers. One such program would be to establish the opportunity for volunteer and nonprofit firefighters and EMS personnel who are in need of health-care insurance to participate in the State’s health-care program.
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U.S. Fire Administration Retention
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U.S. Fire Administration Retention
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Preface In 2004, the U.S. Fire Admi
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viii contents Other Image-enhancing
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x contents Individual Retirement Ac
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xii contents Tests and Background C
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introduction The volunteer emergenc
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Retention & Recruitment for the Vol
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THE RETENTION & RECRUITMENT CHALLEN
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RETENTION: Challenges & Solutions
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A Retention & Recruitment for the V
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Example: goal --Comply with all of
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• improve “customer service”;
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• Participate in local parades. R
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• scholarships; Retention & Recru
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Retention and Recruitment for the Volunteer Emergency Services

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