The first-ever review of the interagency hotshot crew program found that hotshots have been working under an “unsustainable system” and recommended 50 changes to improve current labor conditions.
The review, requested by the National Interagency Hotshot Crew Steering Committee, began on July 16, 2021, and the report was finalized in August.
“The hotshot program is at a crossroads. In a time where more wildland firefighting capacity is needed, applicant lists for hotshot crews are less robust and the workforce is diminishing,” the report says. “If these challenges are not addressed in a timely manner, the current unsustainable system may leave crews unable to provide the leadership, expertise, and capabilities required in today’s wildland fire environment.”
The report summed up its recommendations in 12 points, which included:
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- Develop a specific wildland firefighter job series and increase pay
- Provide a $40,000 minimum annual supply budget to each crew
- Require a three-day rest and recuperation period
- Allow crewmembers to attend personal events
- Modify the hiring process
- Start an outreach program to increase recruitment
- Create a 30-day process to fill key vacancies
- Update and clarify the Standards for Interagency Hotshot Crew Operations (SIHCO) so they are no longer misinterpreted by host units
- Create an annual charter and program of work for the hotshot crew program to further limit gaps between leadership and the field
- Update the repair and procurement processes for hotshot vehicles
- Develop a minimum facility standard for hotshot crew facilities
- Add housing, modify housing costs and create a consistent housing policy
The review addressed potential challenges to meeting the recommended changes, including lack of investment, systemic pushback, and cultural norms. Hotshot crew superintendents also said they’d prefer freedom and flexibility to make decisions for their own crews.
Without the recommended changes, the committee said agencies may not be able to sustain the current number of crews.
“It is important to acknowledge that while the fundamental reasons hotshot crews exist have not changed, the environment they operate in has,” the report said. “Unprecedented environmental challenges and increased social and political expectations contribute to IHCs finding themselves in high demand and short supply.”
The committee said similar reviews should be conducted by other program managers before the recommendations are broadly applied.
This list is not too much different from the one that was created back in the mid-1980s; some of the issues were corrected in time but not many. In the mid-80s I was chair of the California Hot Shot steering committee in R-5 and our committee worked with other regions to develop their own Steering Committee as well as supported the establishment of a National Steering Committee. All of the crews at the time were experiencing the same issues that are discussed here; some of the Regions had worked them out but the big ones about pay and overhead structure of the crews were not all the same in each region. Pay was especially difficult and a problem as well as recruitment. Pay was a DC problem and was overcome a little in the ‘90s. Recruitment became extremely difficult when hiring was pulled away from the Forests. These problems are not new and it is a shame that they were never fully corrected in the ‘80s. The only way to solve some of these issues is by creating a wildland fire series run by a national Wildland Fire Organization. You can’t expect a professional series to be run by non-fire professionals.
I know that is controversial but it worked for law enforcement (not sure if time has changed that or not).
The starting pay for a firefighter and a McDonald’s worker isn’t much different. The hourly rate for a GS 4 step 1 is $13.86 in 2023 (there’s no pay scale yet for 2024). A McDonald’s job starts between $11 and $17, depending on locality (according to McDonald’s). The thing is that’s not a good comparison. When I started in fire 30 years ago (1992) there were a few PFT engine captains and FMO’s and such, but most of the firefighting force was seasonal FFs and militia. Many (most?) of those seasonals worked for a few summers, then moved on to something else. It would be apt to compare those workers from that time to McDonald’s workers. Now, however, it’s different. Many of the current fire seasonals aspire to a career in fire, not just a few summers. There needs to be a better career ladder that transitions from seasonal to PFT, with increasing pay for increased responsibilities. Personally I do not think the ‘system’ is irrevocably broken, nor do I think a federal fire service is a good idea. It may take getting rid of some of my generation, but appropriate changes shouldn’t be hard to get through OPM.
That would get the attention of the purse string holders…
Yeah, back in the day a lot of us did this work more for the adventure, working out in nature, living on the road, learning how to work hard, the sunsets and camaraderie, and the culture was fun. Certain kinds of people were attracted by all that. Fire stopped being fun after South Canyon. In fact, its stifling now. And the kids coming up have different expectations, like being paid fairly for all they put into it. Can’t blame them. I started as a GS-4 with zero benefits. but back then that paid more than Burger King. Now a GS-5 can’t even compete with basic service jobs. Funny that the appropriations shit show in Congress usually happens near the end of the season on 9/30. Maybe if the basic pay and long promised job series doesn’t happen by next summer, call a work stoppage during PL 5 and watch the idiots in the House shit their drawers as things burn down. Then you will see things move fast.
Grew up in a major east coast city, moved west to fight fire. New cleaned a gun, never rode a horse, been leading a 20 person fed crew for 7 years…been in the game for 20. At this point half my crew every year are city kids and recent college grads, maybe they don’t have the same skills as the ranch kids we pick up but they have every capacity to learn, be resilient, and find passion and excitement for the job. My biggest fear is losing them as they discover what an absolute shit show the federal land management leadership has become and realize that despite my teams best efforts, there will be better paying, less taxing careers elsewhere.
I like what Southern Torch Master wrote. I worked for Silver Sage Girl Scout Council in Idaho for 12 years. Many summer day camps organized by local volunteers invited Hot Shot Crews to show the kids what they do. The girls loved it all. Just like many kids who go to Junior Ranger programs when visiting National Parks become Rangers, all kids get inspiration and they are on their way. You got to grow your own,
The entire federal Wildland fire program is broken beyond any piecemeal repair. A new national wildfire organization with its own career specific union is needed. Most Fire leadership at the AFMO level and up needs to be purged.
Full Benifits regardless of status
A huge potential workforce is now out there, and they need jobs. Just have to remove the citizenship requirement. Just think, no more I-9s!
Your major metropolitan areas are the best place to recruit. Promise youth with unlimited sunrises and sunsets, adventure, money….. I got my foot in the door with LACC, and I was hooked. “Insanity is doing the same thing over and over and expecting different results.” -Albert Einstein.
I believe if people feel validated by intense physical labor, and abandoning their personal life, allow and fund this freedom to occur, as it is beneficial to society. However, as norms change and social media prevails, the evolution of the “gollum” transition of our younger generation, addicted to technological connectivity, will soon diminish this workforce to nothing. A generational shift in “softer”Americanized personalities, where differences between genders is discouraged and entitlement is rampant, will not provide the adequate personnel to this specific type of workforce. This shift jeopardizes personnel safety which is a huge issue in the continued development of Type 1 Handcrews.
so sad ,so over due . I am saddened that I dont think it will happen fast enough. the U.S. gov just don’t move fast enough. a dinasaur stuck in the tar.
The policy of hollowing out seems to be, as my good friend Dave Radatich said many years ago, “Let’s cut off our feet and go for a walk.”
Yet another failure in leadership. Add this to the lack, initially, of Covid mitigations that have resulted in AD’s in great numbers hanging up their boots. Enough of that has happened to leave Type 1 Teams unable to fill the leadership positions. Now we have Complex Incident Management Teams that are a blend of Type 1 and Type 2 personnel including individuals that can be approved for this level with a stroke of a pen. AD’s have also left because they no-longer have Agency subsidized Professional Liability Insurance.
Wildland Firefighter are PROFESSIONALS that are preventing property loss, watershed destruction, and timber resource value loss. Hotshot Crews are the front line resource that CAN facilitate those protections. We just, temporarily, avoided the “Fiscal Cliff” that predicted 30 to 50% of the Wildland Firefighting work force walking out the door with the start of the new fiscal year. Congress, the Department of Agriculture and Interior, with the BLM, National Parks, the USDA-FS, and other Federal Agencies that support wildland firefighting efforts need to understand and support the resources that are protecting the public.