The following will be used to offer suggestions and ideas that county departments may wish to consider within their own operations.  Here we’ll also report what other departments, both inside and outside Wood County, are doing to ensure their future success. Visit it often as new information will be frequently added.

Some Steps Departments Can Consider To Ensure Viability –

Immediate and Manageable Operational Modifications -

This information is offered as suggestions for departments to follow to immediately improve their service levels without having to make any organizational changes.  It is gathered from various sources including Wood County departments and the State Fire Marshal.

Many departments are suffering from a reduced number of active members.  As there are steps that can be taken immediately, review the section below about ways to improve recruitment and retention.

All Wood County departments have entered into Mutual Aid Agreements, committing to respond when other county departments request additional equipment and/or manpower.  Also, because many volunteer departments suffer from a shortage of responders on their rosters, especially during weekdays, most Wood County fire departments have initiated a function commonly known as “Auto Aid”.  This process is very simple in that Wood County Dispatch is instructed to page out multiple neighboring fire departments depending on the location and nature of the emergency call.  This process increases the number of fire apparatus and manpower that is immediately called to a scene. 

As an adjunct to Auto Aid, many participating departments are increasing the amount of joint training.  Again, a very simple process, this training offers Auto Aid partners a chance to become more familiar with neighboring departments’ equipment and personnel capabilities.

Some Wood County fire and EMS departments have organized committees to begin discussions about what actions might be taken to improve future viability.  These groups, made up of open-minded department officers and other decision-making officials, discuss detailed steps that could be taken before urgent needs exist.  Topics including current and future financial status of departments, equipment numbers, capabilities, ages and replacement plans, roster numbers and ages of members, and time-lines of when certain steps will need to be taken can be discussed.

Whether departments are discussing their options with neighboring departments or not, it is important to make sure their voting public is informed of their current situation.  Communicate to voters the steps planned or already taken so they are aware of the challenges that exist and the solutions explored and adopted.  Wood County departments are in various levels of viability.  Ensuring that their voters are informed about their situation and what steps, if any, will need to be addressed is vital.  Especially when tax levies are expiring soon, it is important that voters are informed about what they can expect to see on future ballots before they go to the polls.

Improve Recruitment and Retention -

Volunteer fire and EMS departments face increasing challenges in recruitment and retention due to higher call volumes, more rigorous training requirements, and demanding schedules for potential volunteers and paid professionals. To combat these issues, departments can implement a multi-faceted approach focusing on community engagement, offering tangible benefits, improving the internal culture, and streamlining the recruitment process.

Here's a breakdown of some strategies:

Recruitment:  Boost Community Outreach & Visibility:

Attend local events: Set up booths at fairs, festivals, parades, and markets to engage directly with community members and raise awareness of the need for more members.

Host open houses: Invite the public to the fire or EMS station to meet current staff, tour the facilities, and see equipment.

Collaborate with schools and colleges: Offer presentations, internships, or service-learning opportunities, especially to students in fire science or health science programs.

Start a fire cadet program: Engage high school students to introduce them to the fire service.

Distribute flyers and posters: Place recruitment materials in high-traffic areas like recreation centers, gyms, grocery stores, and fairs.

Maintain an active online presence: Use platforms like Facebook, Instagram, and Twitter to promote volunteer opportunities, share success stories, and highlight the importance of volunteer firefighting and the need for new members.

Create engaging content: Share behind-the-scenes videos, authentic stories from current members, and clear calls to action.

Run targeted recruitment campaigns: Utilize digital ads to reach specific demographics in your service area.

Offer online applications and digital onboarding: Streamline the application process for ease of access.

Highlight training and certification opportunities: Emphasize the valuable skills gained, such as leadership, teamwork, problem-solving, and emergency medical training.

Emphasize community service and fulfillment: Stress the immense personal satisfaction and deep connection volunteers feel by protecting their communities.

Retention:  Provide Quality Training & Development:

Develop a clear training plan: Ensure new members have a structured path to become fully trained, focusing on "flawless execution of the basics."

Offer continuous coaching: Provide ongoing support and development opportunities.

Create training cohorts: New volunteers who train together are more likely to bond and feel connected.

Implement a mentorship program: Pair new recruits with experienced firefighters to provide guidance, answer questions, and facilitate integration into the department.

Break down cliques: Encourage mixing and matching of members, and have conversations about spreading the workload to involve all members.

Involve families: Plan department events that include family members to build a stronger sense of community.

Build a sense of camaraderie: Encourage teamwork, mutual respect, and social activities to foster strong bonds.

Show appreciation: Regularly thank volunteers publicly and privately for their time and effort. Host appreciation events.

Provide tangible benefits:

• Stipends or per-call payments (if the department can afford it).

• Tuition assistance for fire service-related fields.

• Access to gym memberships or wellness programs.

• Provision of gear and equipment beyond turn-out gear.

• Accidental disability/death insurance and Workers' Compensation coverage.

• Life insurance.

Offer leadership opportunities: Give volunteers responsibility and a voice by forming committees (e.g., equipment, compliance) where members can contribute and feel ownership.

Offer varied shift options: Recognize that volunteers have demanding jobs and busy schedules.

Schedule training at different times: Accommodate diverse availability.

By implementing these and other strategies, volunteer and professional fire and EMS departments can create a more attractive and supportive environment, leading to stronger recruitment and retention of dedicated firefighters, paramedics and EMTs.