Recruitment and Retention of Volunteer Firefighters
SAFER has been released, what is your reaction and what concerns do you have?
My initial reaction is where do you run into a program with NO Match necessary, this is almost a block grant. That is a great situation; I take it that the Feds are concern about Volunteer Department applying.
What is your reaction?
I also have some technical questions, does any know what happens to departments that have implemented items on other AFG before a grant was awarded. What I mean is that our department is looking at doing a Length of Service Award and will most likely do it for the start of Calendar Year 2006. It would be nice if we could do this (especially the first couple of years where you do the buy backs) and have the Feds pay for it. But the way that the grants work (there is no award date announced) is that we may be looking at 8 to 12 months before the award date - best case scenario. What happens if we implement these Awards in January and we get this grant in June - can we move the cost from our operating budget over to the grant?
How would someone define minimum training requirements in the example of - Entry-level and/or periodic physicals and minimum training requirements - would you say this is FIT test or something else?
How would you define this - "Reimbursement for attending required training" is it just what it takes to be a fire fighter aka Firefighter I and II or would it also cover the costs if you department activities included boat rescue to reimburse costs for members to take that training which could be used as a method of retention.
What other activities would people suggest for recruitment and retention if people wish to brainstorm that might be fun.
How competitive do you think this grant program will be for volunteers?
My feeling is that the Feds do not think it will be competitive at the same time $15 to $20 K a year would do a lot to encourage recruiting and retention in our community.
What is your reaction to all of this -