Retention and Recruitment for the Volunteer Emergency Services

Retention & Recruitment for the Volunteer Emergency Services: Challenges & Solutions 77
is destroyed, members quit and new members are less likely to join (especially if the
department’s problems become public news). This is why it is imperative for officers
to manage professionally and address problems while they are still small. This again
emphasizes the need for strong leadership to step in immediately as problems begin to
develop to fairly and justly defuse the situation based on departmental policies. Then,
communicate clearly with all parties and members to avoid storytelling and gossip. “Nip it
in the bud.”
stress debriefings
Any firefighter may be exposed to emotional stress as a result of a call. For volunteers,
this can be especially difficult since members usually live in the community they serve
and often know the people whom they are called upon to help. Rescuing injured friends,
especially when injured children are involved, can be very traumatic. There are several ways
to help a volunteer deal with a particularly difficult call.
The first line of relieving stress is to encourage members to discuss stressful events
immediately upon their return from the scene. Some departments sponsor a meal after major
incidents to help their members relax and give them a chance to talk the incident over.
When an informal approach to emotional distress is not enough, departments need
to call in a CISD team or an individual counselor trained in stress debriefing. Some
departments have a State or regional team that they can call, and some form their own
teams. The teams are trained to help emergency responders after a crisis and can help
members alleviate the stress involved. Department officers need to be trained as to when
and how to call in a CISD team.
A CISD team can be a vital asset to a department and assist in retaining members. The team
can provide counseling for problems that arise from tragic incidents or family problems