Researchers study conditions that can lead to overwintering wildfires

Sometimes called “zombie fires”

Boney Creek Fire in Alaska
Boney Creek Fire in Alaska, July 19, 2019. Photo by Camila Roy, BLM.

Spatiotemporal patterns of overwintering fire in Alaska

By Rebecca Scholten and Sander Veraverbeke
Vrije Universiteit Amsterdam

What are holdover and overwintering fires?
Fires can appear to be out, but retain smoldering combustion deep in the fuelbed and flare up again when the weather favors flaming behavior and fire spread. This phenomenon occurs not infrequently in boreal forests of North America, and presents a well-known challenge to firefighters. Over the last two decades, fire managers noted increasing occurrences where fires survive the cold and wet boreal winter months by smoldering, and re-emerged in the subsequent spring.

Scientists and managers seek better understanding of how these fires sustain during such unfavorable conditions. Fire managers have already started targeting locations where they expect fires to flare up again. However, they are missing detailed information on the environmental and climatic factors that facilitate these fires. This information is crucial to detect fires at an early stage and keep firefighting costs low. A research group at Vrije Universiteit Amsterdam is studying when and where these holdover fires emerge and how their occurrence is tied to specific geographic locations.

Mapping overwintering fires from satellite data
Since 2005, fire managers reported data on 39 holdover fires that survived winter in Alaska. However, the location and emergence date of these fires were used in conjunction with satellite data to develop an algorithm for overwintering holdover detection. From satellite imagery, we can only observe fires that are large enough to generate a considerable amount of heat and burn a large enough area. Consequently, 32 out of 39 reported overwintering fires were too small (all smaller than 11 ha, 25 out of 32 smaller than 1 ha) to be detected from space. The location and emergence date of these small overwintering fires were used for the calibration of an algorithm focused on large overwintering fires. From the remaining seven large reported overwintering fires, our algorithm classified 6 out of 7 as overwintering fire. In addition, our approach revealed 9 large overwintering fires that were not reported by agencies between 2002 and 2018 in Alaska. A results paper is currently in preparation.

The spread rate of smoldering fires is known to be very low, and a smoldering fire would spread only between 100 and 250 m in an entire year (Rein, 2013). So, overwintered fires usually emerge within or close to the previous year fire (Fig.1) and can re-emerge with flaming behavior as soon as favorable burning conditions appear in spring develop in to flaming forest fires before the major lightning-induced fire season. The onset of warm and dry conditions varies from year to year depending on the winter and spring temperatures and precipitation. These variables also shape the regional snowmelt day, which can be inferred from satellite observations. Indeed, our research indicates that holdover fires usually re-emerge within 50 days after the regional snowmelt. Overwintering fires are more likely to occur the year after a large fire
year (Fig. 2).

Overwintering wildfires
Figure 2: Years with a large burned area (grey bars) are more likely to generate
overwintering flare-ups (orange bars) than years with less burned area. Rebecca Scholten and Sander Veraverbeke.

Can we predict where overwintering may re-emerge?
It is not only important to know when these fires emerge, but also where. We therefore analyzed spatial drivers of the overwintering fires we detected. Our research indicates that holdover fires are facilitated in those regions of a fire perimeter that had burned deeper into the organic soil the year before. Deep burning is a characteristic of a high severity fire. We also observed that overwintering fires were more likely to emerge in lowland areas with black spruce-dominated forest. Overwintering fires thus have some temporal and spatial predictability. Monitoring the edges of fire perimeters from the preceding year in lowland forested peatlands early in the fire season, and especially after a year with large burned area, may prove beneficial to extinguish flare-ups from overwintering fires before they develop into a large flaming forest fire. This could be a cost-efficient strategy for fire management agencies. In addition, this would preserve terrestrial carbon by safeguarding it from combustion.

This article is from the Alaska Fire Science Consortium’s Fire Science Highlights.

Legislation reintroduced to boost prescribed fire activities

$600 million could be appropriated

Prescribed fire, Indiana Dunes National Lakeshore near Ogden Dunes in northwest Indiana
Prescribed fire, Indiana Dunes National Lakeshore near Ogden Dunes in northwest Indiana in 2013. NPS photo.

Legislation that did not pass in Congress last year to promote prescribed fire was reintroduced yesterday by four Senators. The National Prescribed Fire Act of 2021 would appropriate $300 million each to the Departments of the Interior (DOI) and Agriculture (DOA) to increase the pace and scale of controlled burns on state, county, and federally managed lands. Companion legislation with four sponsors was introduced in the House of Representatives.

Of the total of eight sponsors and co-sponsors, seven are Democrats and one is Republican. The legislation did not stand a chance in 2020 but it could fare better this year.

Senators have issued press releases promising that if the bill is passed it “would help prevent the blistering and destructive infernos from destroying homes, businesses and livelihoods.” ?

The legislation:

  • Establishes a $10 million collaborative program, based on the successful Collaborative Forest Landscape Restoration Program, to implement controlled burns on county, state and private land at high risk of burning in a wildfire.
  • Establishes an incentive program to provide funding to state, county, and federal agencies for any large-scale controlled burn.S tates and counties could receive up to $100,000 for prescribed fire projects.
  • Establishes a workforce development program at the Forest Service and DOI to develop, train, and hire prescribed fire practitioners, and establishes employment programs for Tribes, veterans, women, and those formerly incarcerated.
  • Directs the DOI and DOA to hire additional personnel and procure equipment, including unmanned aerial systems equipped with aerial ignitions systems, in order to implement a greater number of prescribed fires.
  • Encourages large cross-boundary prescribed fires exceeding 50,000 acres.
  • Sets an annual target of at least one million acres treated with prescribed fire by federal agencies, but not to exceed 20 million.
  • Requires that by September 30, 2023 a minimum of one prescribed fire to be conducted on each unit of the National Forest System, unit of the National Wildlife Refuge System, unit of the National Park System, and Bureau of Land Management district under the jurisdiction of the two Departments. The intent is to increase familiarity with prescribed fire in local units.
  • The two Departments shall hire additional employees and provide training and development activities, including through partnerships with community colleges, to increase the number of skilled and qualified prescribed fire practitioners in the DOI, DOA, Indian Tribes, and other qualified organizations, including training in smoke management practices.
  • The Office of Personnel Management shall give the two Departments new authority to hire temporary personnel to perform work related to prescribed fire, including training, implementation, and post-prescribed burning activities. The workers could begin three days before the project and work through three days after “the prescribed fire has stopped burning.”
  • Overtime payments for prescribed fire could be paid out of wildfire suppression accounts.
  • Each Department shall create at least one crew for implementing prescribed fires. After a person works on the crew for five seasons they would become eligible for noncompetitive conversion to a permanent position.
  • The Departments may spend up to $1 million in working with the National Governors’ Association to host a conference to discuss the benefits of addressing liability protection related to prescribed fires, and possible incentives for States to enact a covered law.

“In the simplest terms, the National Prescribed Fire Act offers a legislative solution to increase the use of prescribed fire,” said National Association of State Foresters President, Arkansas State Forester, Joe Fox. “With this bill, state foresters would be able to maximize their utilization of controlled burns to enhance forest health while minimizing damages and mega smoke emissions from catastrophic wildfires. It is a win-win-win for forests, wildland fire management, and public health.”

Forest Service: It is not about minimum wage but about a competitive wage

The agency issues statement about compensation, recruitment, and retention for wildland firefighters

Firefighters on the Legion Fire in South Dakota
Firefighters on the Legion Fire in South Dakota, Dec. 12, 2017. Photo by Bill Gabbert.

I was working on an article for Wildfire Today about the difficulties the federal land management agencies are having trying to recruit and retain firefighters while their employment packages pale in comparison to similar jobs in some state or municipal organizations. I sought out a spokesperson for the U.S. Forest Service (FS) in California, Jonathan Groveman who works out of their regional office, asking for specific numbers of firefighter positions in the state that can’t be filled.

About 20 hours after we last spoke, Mr. Groveman sent an email with a rather extraordinary official statement. There were no detailed numbers like I requested, but what was sent instead was six paragraphs that indicated that the FS, or at least Mr. Groveman, recognizes some of the issues that are beginning to seriously cripple the ability of the five federal land management agencies to protect the homeland from wildfires.

When Forest Service Chief Vicki Christiansen testified before a House Appropriations Subcommittee on April 17 she squandered two clear opportunities to accept or ask for more funding in two very important inadequately budgeted areas, fuels treatment and aerial firefighting. It was not clear if the Chief selected that strategy because her chain of command in the Department of Agriculture and the White House demanded that she remain agnostic about adequate funding for those areas, or if she took it upon herself to remain meek, adopting a don’t-make-any-waves posture. If it was the latter, the Chief needs to find another job.

At that point it looked hopeless to expect the Forest Service to be proactive about requesting Congress to provide badly needed funding for protecting our homeland from fires.

It appears that Chief Christiansen will get an opportunity for a do-over on May 26 before the same subcommittee in a hearing titled, “Rethinking Resiliency: Budgeting for the Future of Forest Management.”

In order to solve a problem, first it must be identified — which is tough to do with one’s head buried in the sand.

Mr. Groveman’s statement identified some of the issues that are seriously degrading the effectiveness of federal wildland firefighting. Assuming it represents the stance of the agencies and the White House, the next step is for Senators and Congressmen to work with the agencies to make sure they have the tools needed to do their jobs.  Here are some of the highlights — quotes from the document. Following those, is the complete statement.

  • “Federal wages for firefighters have not kept pace with wages offered by state, local and private entities in some areas of the United States. We have seen key highly trained personnel leave the Forest Service and we have also experienced some inability to recruit new employees into the agency, which we understand is due to wage disparities with the states.
  • “We are committed to ensuring that Federal firefighters are properly compensated and recognized for the work they do
  • “This is not about minimum wage but about a competitive wage.
  • “In order for us to remain competitive we need to create a structure for establishing a wage that creates greater parity. This would enable us to maintain the necessary firefighting workforce necessary to meet wildland fire response expectations.”

The full statement is below:


Maintaining our ability to hire and retain firefighters as we see the complexity of the firefighting environment grow exponentially, has been further complicated by our inability to offer competitive wages. Federal wages for firefighters have not kept pace with wages offered by state, local and private entities in some areas of the United States. We have seen key highly trained personnel leave the Forest Service and we have also experienced some inability to recruit new employees into the agency, which we understand is due to wage disparities with the states.

We are committed to ensuring that Federal firefighters are properly compensated and recognized for the work they do and the administration is focused on equity in all forms. These problems are not unique to the Forest Service and also apply to firefighters within the Department of the Interior.

This is not about minimum wage but about a competitive wage. Particularly in states like California we are seeing that federal wages for firefighters is about half of what they would get for similar jobs in state and private entities. In order for us to remain competitive we need to create a structure for establishing a wage that creates greater parity. This would enable us to maintain the necessary firefighting workforce necessary to meet wildland fire response expectations.

We are working with OPM and OMB to evaluate options to modernize the firefighting workforce compensation structure, including job series, pay grade levels, and other changes.

In light of these challenges the Forest Service still maintains a robust and highly capable wildland fire workforce and will be able to meet the demands of what is expected to be another challenging fire year. We work with our federal, state, tribal, local and private partners to be sure we can access all available resources to respond to wildfires as needed.

The Forest Service is focused on creating a more modern firefighting workforce where we have specialized year round capability to respond to the wildfires conditions of not only today but into the future. This includes greater utilization of technology to enhance firefighter capability, effectiveness and safety.

Hiring and retention in the US Forest Service is a growing issue

Pine Gulch Fire Colorado
Firefighters being briefed on the Pine Gulch Fire in Colorado, August 21, 2020. InciWeb.

A senior-level wildfire management person in the U.S. Forest Service (FS) told Wildfire Today that there are hundreds of vacant permanent firefighting positions in California. The agency’s difficulties in recruiting and hiring seasonal and permanent firefighting personnel has resulted in multiple hotshot crews not qualifying to respond to a fire with 18 personnel, the minimum required by interagency standards.

More than a dozen FS fire engines in the state are completely unstaffed, or instead of seven days a week coverage they have cut back to only five. (Check with your local fire department and ask which days of the week they staff their fire engines.) Thirty modules of FS hand crews, dozers, or water tenders in California have been shut down due to a shortage of employees, according to our source.

(Read more: Forest Service issues statement saying in part, “Federal wages for firefighters have not kept pace with wages offered by state, local and private entities in some areas of the United States.”) 

The personnel issues are caused by two primary factors, difficulty in hiring, and experienced firefighters leaving the organization for better pay and working conditions.

Seasonal federal firefighters in California are generally hired in January and start working in mid-May or mid-June. The centralized hiring process now being used has been heavily criticized as inefficient.

A look at the system for advertising vacant permanent firefighting positions in the federal agencies, USA JOBS, shows a large number of unfilled FS positions. Here is a sample from this week:

  • Supervisory Forestry Technician, Fire, GS-7-8, USFS, 43 locations.
  • Supervisory Forestry Technician, Interagency Hotshot Crew Superintendent, GS-9, USFS, 43 locations.
  • Forestry Technician, hand crew, GS-7, USFS, 17 locations.
  • Fire Prevention Officer, GS-10-11, USFS, 61 locations.
  • Forestry Technician, Dispatch, GS-4-7, USFS, 56 locations.

Some of the FS fire jobs at the website are open for a few months or a year, and others are basically continually open with no end dates. Hiring of permanent fire personnel can go on throughout the year as additional positions become vacant.

The entry level wildfire job with the federal agencies is usually a GS-3 working under the title “Forestry Technician,” which receives $13.32 per hour, almost $2 less than the minimum wage sought by some politicians recently. In California a state agency that competes with the federal government for hiring firefighters pays about double that rate. A recent survey found that the first and second most cited reason for leaving federal firefighting organizations is to move to a job with the California Department of Forestry and Fire Suppression or local municipal fire departments.

Difficulties staffing Incident Management Teams

Skilled fire personnel leaving the federal land management agencies have made it difficult to find employees qualified and willing to serve on Incident Management Teams (IMT) that are mobilized to suppress large wildfires and manage other incidents.

From a report released May 13, 2021 by the Incident Workforce Development Group:

Today, critical challenges in rostering and managing IMTs is leading to a decrease in the number of teams available for an increasing number of complex incidents.

In the past five years there have been multiple occasions where all available IMTs have been assigned to large fires. Local units have had to face the consequences of managing a complex incident without the services of an IMT.

Firefighters in the Department of the Interior

A spokesperson for the Department of the Interior told Wildfire Today that they do not anticipate having a large number of vacant firefighting positions. (Wildfire Today was unable to confirm this claim):

The Department of the Interior is on track to have available a total of approximately 5,000 firefighters, a similar number to what was available last season.

The initial bureau hiring targets are:

Bureau of Indian Affairs – 600
Bureau of Land Management – 3,450
U.S. Fish and Wildlife Service – 530
National Park Service – 930

How many firefighters does the FS have?

The Forest Service, which is in the Department of Agriculture, has been saying for years that they have 10,000 fire personnel. Wildfire Today filed a Freedom of Information Act Request with the the agency on December 10, 2019 to obtain the actual number of firefighters. We are still waiting to receive factual information.

Widespread news coverage

Three major news organizations have published articles this week about the recruitment and retention of federal wildland firefighters. Below are excerpts:

NBC News:

Despite the increased threat, the Forest Service does not expect to meet its goal of hiring 5,200 federal firefighters in California this year.”It will be below that number,” said Bob Baird, director of fire and aviation management for the Forest Service Pacific Southwest Region. “With hiring challenges and attrition, it could be a lower percentage than that, but we won’t know until we finish our hiring process.”

“California is ground zero for attrition,” said Riva Duncan, a former Forest Service officer who is the executive secretary of Grassroots Wildland Firefighters, which advocates for federal fire personnel. “We’re losing people at an accelerated rate because there are so many other opportunities.”

PEW Trusts:

The [FS] projected a shortfall of 313 firefighters in Region 5 this year, at least 8% fewer firefighters than it aimed to employ. The shortfall is frustrating for many in California’s state government, which relies on the federal service to help put out wildfires, but has little control over staffing levels.

Thom Porter, the chief of California’s state fire agency, CAL FIRE, said he’s had regular conversations with California-based Forest Service officials about staffing this year. He said he’s most worried that when the agency’s teams are moved to fight fires in other states, the Forest Service won’t have enough people, or enough experienced people, to backfill those roles in California.

“If they’re unable to hire, if they’re unable to keep staff on when we’re having our most critical periods, it is a public safety risk,” Porter said of the Forest Service. “Because we so much rely on each other that—there isn’t a single agency in California that has all of the resources it needs for a major incident of any type. It’s all hands on deck.”

Los Angeles Times (subscription):

Jon Groveman, a spokesman for the Forest Service in California, said the agency attempts to staff 46 hotshot crews in the state annually, but it hasn‘t been able to fill all of those positions for several years, leaving it with between 35 and 40 crews. The agency expects “a similar number of crews to be staffed this fire year,” he wrote in an email, adding that “some crews for various reasons (mainly due to staffing challenges) will not be able to attain Hotshot standards.”

Hotshot crews that have lost that designation include the Horseshoe Meadow Hotshots in the Sequoia National Forest and the Modoc Hotshots in the Modoc National Forest, both of which the agency considers “unstaffed.”

A Forest Service job posting earlier this spring for a full-time, experienced firefighter in the Bridger-Teton National Forest in Jackson, Wyoming, warned applicants that real estate costs were high. It suggested a few affordable options, including Habitat for Humanity, the nonprofit home builder that helps low-income people get into new homes.

Fight fire aggressively, having provided for mental health first

American Elk prescribed fire Wind Cave National Park
A firefighter ignites the American Elk prescribed fire in Wind Cave National Park, October 20, 2010. Photo by Bill Gabbert.

By Anonymous

Note: For the purposes of this article and ease of language I will be referring to “forestry technicians” (our official job title) as “wildland firefighters.” I and many of my cohort strongly identify with the latter classification.

I am a federal wildland firefighter experiencing mental health issues. It doesn’t matter who I am, where I work, or what my demographics are because there are many like me. In the middle of my career, neither fresh nor wise, I am facing some tough questions. By explaining my perspective I hope to shed light on this worsening epidemic. Maybe my experience will encourage people to check in on their employees, peers, family or friends in fire. Perhaps with the countless other stories coming out these days policy-makers will listen and start to adjust their tactics.

There have been bad fire seasons before; I’ve worked too many hours with unpleasant people, had tyrant bosses, and experienced a smattering of sexual harassment. There was Yarnell. I’ve weathered it all not with grace but with sheer tenacity. Of course I’ve made my share of mistakes, talked back when I should have kept my mouth shut, kept my mouth shut when I should have spoken up, but I consider myself an average federal employee in this regard. I’m good at my job and maintain a high level of passion for it.

In all honesty I’ve struggled with mental health in some form most of my life. I do not believe this invalidates my experience or the responsibility of the agency to recognize its problems. Certainly the all-or-nothing seasonal nature and high levels of true stress don’t help and even augment mental health issues. Lack of commensurate pay and benefits take their toll on morale as well. A global pandemic, amplified racial tensions, and drastic climate change contribute to the daily anxiety of most people whether they are in fire or not. Our issues are not unique but they are perhaps amplified, and with more potential for danger. In any case here I am now, taking leave from a job I mostly love and mostly need to get by.

I’m convinced my first season on a hotshot crew saved my life. This occupation has provided me structure, financial stability, and camaraderie. In return it has asked of me integrity and accountability. I spent the whole winter before that first season with dark ideas permeating my thoughts. Somehow, two weeks before critical I snapped out of it enough to show up and not quit. It was a tough start but I caught up and halfway through the summer I was walking around laughing with a saw on my back.

Currently it’s as if the dark portion of my mind that usually takes up 5%-20% has almost completely taken over. This part of my brain wants to break me down, call myself an imposter, and ultimately kill me. I am in sink or swim mode; I am trying to save my own life this time. It became clear as the season drew closer that I was not mentally prepared to be the high-functioning firefighter I usually am. I chose to draw back and focus on my personal life rather than risk becoming a liability on the job.

So often we think of our “work life” and “personal life” as being distinct and separate entities. I would like to express that this mentality is highly detrimental to the lives of employees. We cannot adequately perform our duties when there is such a rift between what we ask of firefighters and what we provide to them. Keeping your personal life separate is an old-guard means of avoidance. It also denies the possibility that our two lives can actually intertwine and complement each other. If we talk about the “fire family” and supporting our people, we cannot ignore the high numbers of individuals currently struggling.

In my fight against mental illness I am extremely and perhaps rarely privileged to have a supervisor who convinced me not to resign. I am further lucky that this person’s bosses trust them to make this call. Maintaining my health insurance is proving critical to my efforts at achieving wellness. This time off is not without consequence for me. First and most obviously, I am experiencing a drastic reduction in my usual income without roughly 1000 hours of overtime to bank on. I will miss out on months of on-the-job training and the professional development and networking that happens so fluidly in the field. Thus far my fancy federal health benefits have fallen short as my insurance company keeps rejecting my doctor’s efforts to get me the treatments I need. More personally still, I carry guilt and shame from not showing up this season, including a sense of failure from not exercising my skills and attributes alongside my coworkers. 

One of my greatest fears when I consider my anticipated return to work is that people will find out. They will know I cracked. They may lose trust in my abilities; they may invalidate my strengths in light of my weaknesses. What will future potential supervisors say when they see I took an extended absence during what is sure to be a busy year in fire? I feel the weight of every destructive incident on my back, and I feel comfortable asserting that this is a common feeling. I do not however possess the mental capacity right now to worry about all that. I have made the selfish but necessary call to choose myself in this battle. 

Droughts are deepening, climates are changing, and we always seem to work short-handed. If I am not alone in my mental health crisis, which I am not, how will we continue to effectively manage increasingly larger and more disastrous fires? I would argue that we should not go another shift without providing the support our people need. We must allow our wildland firefighters to show vulnerability in the face of so much global chaos, and seek to do the actual work it takes to remedy this. Furthermore, we need to collectively fight the deep-rooted professional and cultural stigma around mental health. Just as if it were a catastrophic fire we must fight aggressively and with great urgency.


Note from Bill:

Help is available for those feeling really depressed.

  • National Suicide Prevention Lifeline: 800-273-8255. Online Chat.
  • Anonymous assistance from the Wildland Firefighter Foundation: 208-336-2996.
  • National Wildland Fire and Aviation Critical Incident Stress Management Website.
  • Code Green Campaign, a first responder oriented mental health advocacy organization.
  • A new organization, Fire Mind, will be dedicated to helping wildland firefighters and expects to be fully operational by June 30, 2021.
  • Would you rather communicate with a counselor by text? If you are feeling really depressed or suicidal, a crisis counselor will TEXT with you. The Crisis Text Line runs a free service. Just text: 741-741

Wildfire northeast of Prince Albert, Sask. burns thousands of hectares, prompts evacuations

Cloverdale Fire

Updated 8:42 a.m. MDT May 19, 2021

Cloverdale Fire May 17, 2021
Cloverdale Fire May 17, 2021. Photo by Nicole Hansen.

Tuesday afternoon and into the evening the Cloverdale Fire a few kilometers northeast of Prince Albert, Sask. was active near Highway 55 where it burned across the highway north of the 780 road and spread into agricultural areas. The fields at that location and on the north side of the fire make it easier for firefighters to contain the blaze in those areas. (See the map below.)

Cloverdale Fire map
Map showing heat detected on the Cloverdale Fire by satellites, as late as 3:54 a.m. MDT, May 19, 2021.

The video below was aired Tuesday evening.

The weather forecast for Prince Albert on Wednesday is for increasing clouds with a west wind of 30 km/h gusting to 50, and the temperature steady near 9C.


5:09 p.m. MDT May 18, 2021

Map of the Cloverdale Fire
Map of the Cloverdale Fire, the morning of May 18, 2021.

A large wildfire just northeast of Prince Albert, Saskatchewan has burned thousands of hectares and prompted the evacuations of more than 35 homes. Tuesday morning Steve Roberts, vice-president of operations for the Saskatchewan Public Safety Agency said it had burned 3,694 hectares (9,128 acres). (See the map above.)

Prince Albert Mayor Greg Dionne said Tuesday morning that the fire had jumped across Highway 55.

Electrical power has been shut off for about 8,000 people.