"THEY SAID IT" ARCHIVES
November, 2007
Home of the Wildland
Firefighter
| DATE |
|
| 11/30 | For your Hotshot to Fire Manager Project.
Bill Frankel and Ken
Yarger were both Palomar Hotshots on the Cleveland in the 70's
and are both Deputy Chiefs for the Camp Pendleton Fire
Department. Thanks, great site.
MCP FFThanks, I added them:
"IHC-->Fire Manager" Project Ab. |
| 11/30 | I am looking for anyone who has a copy of the
Discovery Channels series
"Into the Firestorm". If anyone knows where I can obtain a copy, please
let me know.
Thanks,
KB |
| 11/30 | Federal Wildland Firefighters,
Please take the time to do the
Jobs Survey.
Can someone please
contact the hotshot supts, captains, squaddies; the engine captains'
group, division chiefs, etc to tell them to request that their
firefighters do the survey.
If not do the entire survey, could those organizations at least gather
the numbers in house? I've heard Jay Perkins is retiring. More power to
him. Fine man! Fine Fire professional! Does anyone know of other R5 FMOs
that are retiring? Ab. |
| 11/30 | Ab, Orig. Ab, and other calendar
collaborators,
I just got my Wildlandfire.com calendar in the mail the other day. It
looks great!
It's already up on the wall in the office. Great photos... kudos to the
photographers.
-FireBillOrder your
Wildlandfire.com
'08 CALENDAR! Ab. |
| 11/30 | For the Love of... We (USFS, BLM, NPS) have
problems retaining employees because other Fire
Departments want these guys and gals due to their experience, knowledge,
leadership and training.... a no brainer. However, the Fire and Aviation
Managers and Washington Leaders of these agencies that I mentioned
earlier
will not FIGHT to retain a single person. Someone please explain why? Is
it because they think that we are a "dime a dozen"? They can find any
person off the street to do our job? Whatever happened to PEOPLE FIRST?
We put Firefighter and public safety first on every incident, but when
off
the firelines it doesn't appear that we're first. Someone PLEASE stand
up
for your people, stand up for us just like we do for our employees here
at
the ground level. Please remember what Colin Powell says, "Being
responsible sometimes means pissing people off."
GS-401. How much does the Forest Service pay for one person to attend
this
training? How many years have we been doing this program? What TRUE
BENEFIT has our people came away with? I am just saying we are in a
financial crunch and are unable to retain our folks due to better pay at
other Agencies. Maybe we could use that money (TFM/401 programs) to
increase our pay and then maybe retain some of these folks instead of
spending so much of it on the 401 program. Another option is to get rid
of
the 401 altogether (that probably opened a can of worms). By cutting the
program we save money that we put can to our employee salaries,
benefits,
equipment, facilities, vehicles...
I apologize if I offended any person the is 401 or currently completing
401, I can assure that was not my intention. I, like so many others,
want to
retain our outstanding folks. I have several friends that have left to
"greener pastures" and I hate to see us lose that knowledge, skill and
leadership.
Football Fan. |
| 11/30 | Re letter about 401 series: Riddle me
this...
The purpose of this letter is to notify employees in the GS-401, Fire
Management Series of the " NEW" Office of Personnel
Management (OPM) qualification requirements which were effective on
February 15, 2005.
Riddle me that...
Unfortunately, "WE DID NOT BECOME AWARE OF THESE NEW REQUIREMENTS"
until early 2007.
How can this OPM qualification requirement which became effective in
February 2005 be defined as "NEW"?
And then the "UNFORTUNATE" error of not becoming aware of
these new requirements?
Only out of the mouths of bureaucrats . Looks and sounds like
extremely poor staff work to me! And for something seen by some in this
agency as "SO IMPORTANT" to future fire management programs.
Does the future circle the drain clock-wise or counter-clockwise?
The Riddler |
| 11/30 | To BLM fire management employees,
How are your fire management programs doing out there and how are they
being funded? My unit is a combined USFS/BLM fire program with a heavy
fire
load. I average just over 100 fires per year with 61% of the federal
fires
occurring on BLM lands. I have 2 USFS engines and 1 BLM engine to cover
about 1.2 million acres. The BLM engine crew has a GS-7 Captain who is
only
funded for 13 pay periods, and 2 seasonal firefighters. This is a 5 day
effective engine only. I understand this is a state office mandate and
it
is certainly not enough to support the numbers of BLM fires we get.
The other problem is the Captain, who now will only work for 6 months,
will
have extremely limited opportunities for attending training sessions,
teaching on training cadres, hiring the crew, participating in Rx burn
plan
development, maintaining or increasing fire qualifications, etc. My
Captain
is already looking at USFS or CalFire positions so he can once again
have
permanent full time employment. In past years the BLM Captain worked
year
round. So much for retention.
The USFS PR budget has to supplement the BLM understaffed fire program.
I
have the BLM budget to support a 7 day effective engine crew but it
seems
funding the fire suppression resource is the lowest priority. On this
unit,
the Zone FMO does not have any authority over how the dollars are spent.
If
I did things would be much different.
My question is, how are other BLM engine crews/fire management programs
being funded and supported? Are all BLM engine crews nationally going to
3
persons on, 5 day effective only?
Thanks for any information you may have,
Kevin Joseph |
| 11/30 | Ab,
Kashdan's memo was so unbelievable I had to send letter to the
department that oversees training and development for OPM (and hopefully
the one involved in this mess) where some secretary will probably
round-file it, but oh, well. Hopefully there will be LOTS of e-mail for
them to contend with in the coming days.
~~~~~~~~~~~~~~~~~~~~~~~
Dear Madam/Sir,
Let me get this straight: in February of 2005 your office clarified what
proof of training was necessary for an individual in the Federal
Firefigher GS-401 series to qualify for their positions according to
NWCG standards.
However, the Human Capital Management office didn't get the message
until November 28 of 2007 (i.e. yesterday) as to what those standards
are.
OPM's first directive was to IMMEDIATELY REMOVE ALL NON-COMPLIANT FIRE
PERSONNEL FROM THEIR POSITIONS, even though till now nobody knew exactly
what training/education qualifies and what does not.
Someone managed to convince you to give the folks in the 401 series a
year and a half to receive education/training in a creditable manner or
be removed from their positions. However, many of the necessary
classes and training are not even offered on an annual basis. These
clarifications would have been much more useful a couple of years ago.
OPM's directive is heartless, uninformed, and potentially disastrous.
The Federal fire organizations are already hemorrhaging people -
particularly in leadership positions, as our experienced workforce
either retires or moves on to structural, county or state departments
where they receive better pay and benefits (also, where they are not so
frequently victimized by failed communications between their supervisory
bureaucracies). The Region 5 (California) Regional Foresters are even
meeting on Dec. 10th to address the shortage of qualified supervisors in
wildland fire.
In the past I have seen plenty of communications from OPM as to how
important and valued the 'Human Capital' aspect is to the Agencies we
serve. With directives like these, we clearly are not being treated like
valued assets. We are being treated like garbage.
Sincerely,
Kibby (Ab: I signed my name on the original, along with contact #'s.
Love to hear from 'em!) |
| 11/30 | AB,
Any plans on posting the results of your survey when it is completed? I
know I am very interested in seeing the final tallies.....
Former-R5erYep, results will be posted here. Ab. |
| 11/30 | Ab,
I hope OPM didn't just destroy the fire program across the nation.
Students at Humboldt State University (CA) now need 5 and a half to 6
years of going to school full time to complete their BA using
traditional channels, because critical, required classes are impacted.
You can't get into the classes on first try. To think a wildland
firefighter, well along in his or her career, could take time off to
take classes leading to a traditional degree is not realistic. I pointed
this out some years ago when R5 was looking to bring people up to speed
on the new DOI-created requirements. R5 got on the ball to help its
fire-trained professionals jump through the academic hoops. Hopefully,
there will be a fix on this new OPM problem, given all the years of
effort that have gone into working out the kinks with Universities. I
only know what's gone on in CA, not elsewhere.
What about others moving up in the fire organization and those in
other regions? Are other region's fire managers screwed? Can we expect
other regions' programs to go belly-up in 18 months?
Good luck on the OPM time frame, university folks are almost into finals
and will be taking semester break soon.
Mellie |
| 11/30 | Old Boot,
Once in a while, someone, somewhere, will choose the words, put them in
the
right order, and create a true sense of empathy. Although I live in R-1,
as a
private contractor, I find it gratifying to work among people with your
sense
of duty and ethics.What a truly eloquent post.
With respect,
contractor |
| 11/30 | From Hickman, from the Helibase: Helicopter marshaling pop
quiz, Montana style:
www.youtube.com/watch?v=fZ96LT-NabE
HAW HAW HAW HAW! Ab. |
| 11/30 | Re: The 401 letter
Folks, don't get your panties so tied up regarding the 0401stuff. It is
another program that will come and go.
For many years, NWCG classes offered by most R-5 Regional Training
Centers and some national training centers have been offering college
credit for their course offerings. College credit = Verifiable college
transcript and meets the OPM direction.....
One, if not the first FS training centers to offer credit was the Don
Biedebach Regional Training Center at Little Tujunga Station on the
Angeles National Forest. Soon, other training centers from R-5 and R-6
also began offering college credit for courses. (Check with the training
centers, many have been offering college credit for 10-15 years).
Offering college credit was win/win for everyone involved. The students
got an accredited course of education, and the colleges and training
centers got to split their pot of money from federal and states sources
known as ADA...... average daily attendance.
Those that went through TFM shouldn't have a problem also.... From what
I've been told, whether or not students elected to receive credits from
CSU when they originally completed the program, CSU and the Washington
Institute will certify the students who graduated.
Even over the last many years, NAFRI (NARTC) has even offered college
credit for their courses.
Remember there are upper division and lower division positive education
requirements.
/s/ Part-time Lumberjack (HSU) and Chukkar (TVCC) student (among many
other schools) |
| 11/30 | Been lurking like a 45 lb Catfish in the
plumbing of a DAM (the kind that
hold water, not what allot of folks have been saying lately) the kind I use
to run into when in a previous job during work/training.
They say a nice rain is good after a funeral and saying good bye to loved
ones.
Cleansing
I hope and pray that this is a slow drizzle and then some drying and then
another drizzle. Join me in this prayer if you dare!!!! "I would be
honored it you did"
Well I hope this rain/drizzle is refreshing and cleansing to all, land,
humans, and all.
Today is a good day for a race!
The HUMAN RACE. diversify that!
Well today San Diego we started getting a much needed drizzle. After
reading some of the posts about pay and folks pondering leaving the USFS,
all I can say is count your blessings.
Will you have seņorita seniority should CALFIRE have to downsize? Are you
a Veteran and does CALFIRE Honor VETS like the USFS does when it comes to
RIFs.
Remember when driving today if its the first rain in your area oil floats
to the top and lots of rocks, trees and other debree (sp) will be coming
off the slopes! "No duh!"
How many folks get to go to work everyday doing what they love and are
passionate about? I do!
There is talk of another interest rate cut by the FEDS. Is a recession
just around the corner? A bird in the bag is better than one in the brush.
16 Blocks was a movie I enjoyed, demonstrating choosing the Hard Right over
the easy Wrong.
Well Seasons Greetings and take care and be good!
Signed: Always learning and striving to be better and better understand
people, fire and all the toys and how to get the most out of them for the
Greater Good and the Good of the Order. |
| 11/30 | V -
Thanks for the heads up on the YouTube bit. That was funny and gave
me a well needed laugh...
Lori |
| 11/30 | SoCal Calfire,
Thank you. We've been looking for the updated info all week.
You guys from CAL FIRE rock.
Lobotomy |
| 11/29 | Ab & All,
Quite a day, eh? Let's tally the results.
Workforce Measure-Results of FY2007 Hiring
plus
Employees in GS-401 Fire Management Specialist Positions
minus
Just Culture
equals
Demoralized Workforce
The chickens are coming home to roost.
Misery Whip |
| 11/29 | The continuing denial of USFS/R5 on the
painful reality of staffing/retention issues; the apparent void of
leadership at the highest levels of fire management; the Kathleen Burgers/HCM
staffing & diversity farce; the 401 series 'witch hunt' supposedly
instigated by OPM but apparently accepted by the USFS as per Hank Kashdan's
signature ('heads down, the sheep meekly file into the slaughterhouse') pile
together to create perhaps the most depressing fire management implosion
scenario that I have experienced in 30+ years in this business.
I'm sure a new day will dawn brighter tomorrow, but right now my optimism
is at a career low. The redeeming factor throughout all the upper-level
management failures over the years for me has always been the enthusiasm and
tenacity of the quality folks in the ranks. Right now, I'm not sure I can
hold my head high enough to meet their eyes.
Old Boot |
| 11/29 | Howdy all,
Found this hilarious comedy video of Hannibal Burress from the Late Late
Show
with Craig Ferguson on 9/26. There is an absolutely hilarious bit in here
about
wanting to be in fire, and about directing the guys to put out the fire.
This guy's
got it figured out:
http://www.youtube.com/watch?v=wmcJuAQSAQo
Take care y'all, and be safe,
-V |
| 11/29 |
CalFire Salaries compiled 03-06 then updated and released 11/05/07, and
oh yeah, they say we don't have a recruitment problem. It's because we
can pick up FS firefighters.SoCal CalFire |
| 11/29 | Ab,
For the person looking for total acreage burned in
Oregon - the best place to get this information is
probably from the dispatch centers or possibly from
the NWCC website.
For burned acreage in southwestern Oregon, contact
dispatch centers in Roseburg , Grants Pass and
Medford.
Marcy |
| 11/29 | From SoCal CalFire:
www.heraldonline.com/opinions/story/206790.html
Firefighters as spies
By Staff Reports · heraldonline.com FTP
Updated 11/29/07 - 12:36 AM
Firefighters have always been admired icons of public service, a
reputation greatly enhanced by the performance of New York City
firefighters on 9-11. Now, however, the Department of Homeland Security
may try to turn big-city firefighters into unwelcome snoops.
Unlike police, firefighters and emergency medical personnel don't need
warrants to enter someone's home. Homeland Security officials believe
firefighters would be useful in spotting behavior that could indicate
terrorist activity or planning.
As part of a program started a year ago, Homeland Security gave secret
clearances to nine New York fire chiefs. Under the program, firefighters
would be asked to look for signs of terrorist activity when they respond
to emergency calls or inspect buildings. If the program is successful,
the government hopes to expand it to other major metropolitan areas.
In defending the program, Homeland Security officials offer a simplistic
cartoon scenario: Firefighters stumble across a room full of
rocket-propelled grenades during a routine inspection.
"It's a no-brainer," said Jack Tomarchio, a senior official in Homeland
Security's intelligence division. He thinks the police, the fire
department and the intelligence community ought to know about that, and
who could disagree?
But the notion of requiring firefighters, as part of their jobs, to spy
on and report the daily comings and goings of American citizens is more
troubling. Who would determine the limits of what gets reported to
authorities? (click the link for the rest; this is an opinion article)
|
| 11/29 | The Fall Just Culture Newsletter is
out. Good stuff.
www.justculture.org/newsletters.aspx?id=8#2
An Examination of Red Rules in a Just Culture
Mellie |
| 11/29 | CLASS ACTION SUIT!
Mcleod |
| 11/29 | Date: November 29, 2007
Subject: Employees in GS-401 Fire Management Specialist Positions
To: Regional Foresters, Station Directors, Area Director, IITF Director,
Deputy Chiefs and WO Directors
REPLY DUE DECEMBER 28, 2007
The purpose of this letter is to notify employees in the GS-401, Fire
Management Series of the new Office of Personnel Management (OPM)
qualification requirements which were effective on February 15, 2005. (See
Draft
Departmental Regulation (123K doc file) Attachment 1). On that date, OPM clarified the
acceptability of educational coursework for meeting the positive educational
requirements for professional positions. Unfortunately, we did not become
aware of these new requirements until early 2007. We have been working with
the Department of Agriculture, the Office of Personnel Management and our
partners in the Department of Interior to make sure that our employees know
and meet these new requirements.
This change in OPM qualification requirements was due to the change in
acceptability of post high school education or training at accredited
schools or colleges. OPM qualification standards now require that coursework
be on an official transcript for an accredited institution. Other
appropriate or equivalent documentation is also acceptable (i.e. statement
from the institution’s Registrar, Dean or other appropriate official). This
means that we can no longer accept Technical Fire Management (TFM) or
National Wildfire Coordinating Group (NWCG) courses that are not on an
official transcript. For your information, we are able to accept the TFM
course completion certificate. However, if an employee does not complete the
entire TFM course, the individual courses completed must be on an official
transcript in order to be credited.
Many Forest Service employees meet the qualification requirements in Part A
of the GS-401 Fire Management Specialist supplemental standard by virtue of
having a four-year qualifying degree. However, many others also meet the
requirements by qualifying under Part B, which does not require the
completion of a degree. Qualifying under Part B consists of a combination of
education and experience that is equivalent to a major in biological
sciences or a related discipline, or they must have at least 24 semester
hours (or equivalent quarter hours) that are equivalent to a major field of
study. The nature and quality of the coursework must have been such that it
would serve as a prerequisite for more advanced study in the field or
subject matter area, as stated in the OPM Operating Manual Qualification
Standards Group Coverage for Professional and Scientific Positions.
In order to comply with the new qualification requirements, we are verifying
the qualification of all employees in GS-401 Fire Management positions, as
follows:
1. Employees with a qualifying degree (i.e. those who qualify under Part A)
must send a copy of the degree if it contains the title of their major or a
copy of their transcripts showing the degree obtained. Examples of
qualifying degrees are listed in Enclosure 1.
(gs401-fs-draft-dept-regulation.doc 123K doc file)
2. Employees without a qualifying degree (i.e. those who qualify under Part
B) must send a copy of all transcripts and the TFM certificate, if
applicable. Employees in this category are also asked to send in a resume
showing their experience in Fire Management. The resume must show the amount
of time spent in the position(s), (i.e. the specific dates of each work
history). Biographical Sketches are not appropriate for this review.
Even though we are reviewing employees in all GS-401 Fire Management
positions, we are especially concerned with employees who have received a
promotion or reassignment, or
who were placed or newly hired into a GS-401 Fire Management position on or
after
February 15, 2005. We have found that many of these employees do not meet
the new requirements. With OPM’s approval, any employee who is found not to
meet the new requirements is being given an opportunity to meet the
requirements within approximately eighteen (18) months, but not later than
June 1, 2009. The agency will be required to take administrative action for
any employee who has not met the requirements by the aforementioned date.
Employees who do not meet the new requirements will be asked to sign an
Employee Agreement and to work with their supervisors on creating an
Individual Development Plan (IDP). The IDP will serve to identify and
outline the remaining required coursework or requirements, and to develop a
plan of action for gaining the credits/requirements needed to qualify.
Employees who do not meet the new requirements are not eligible for
promotions or reassignments or any other placement actions in the GS-401
Fire Management series.
Upon receipt of this letter, we are requesting that you provide a copy of
this letter to all employees in GS-401 Fire Management positions as soon as
possible. We recommend that you work with your Fire Management Staffs to
assist with the delivery of this letter. Under separate cover, you will be
sent a list of Fire Management employees on your unit or in your staff.
Please verify that the employees on the list are in Fire Management
positions and add others whose names might have been omitted in error.
Employees must send the requested documents to Lisa Gibson, HCM Staff
Washington Office, as soon as possible, but not later than December 28th in
order for us to meet our reporting agreement with OPM on the status of these
employees. Lisa can be reached at lisagibson@fs.fed.us. Please mail or FedEx
the documents to Lisa at:
USDA Forest Service
1601 Kent Street
HCM Staff, RPC-6th Floor
Arlington, VA 22209
We realize that timing for delivery of this letter and the turn-around time
for employees is extremely short, particularly given the end-of-year leave
schedules. However, OPM has been adamant that we respond to them on this
matter. The original direction from them was for us to immediately take
action to remedy this situation by removing employees from their positions.
However, they have altered this direction and have agreed to allow our
affected employees approximately eighteen (18) months, but not later than
June 1, 2009, to gain the educational coursework needed.
Should you have questions about the information in this letter, please
contact Lisa Gibson via email at lisagibson@fs.fed.us or Gloria Banks at
gbanks@fs.fed.us.
/s/ Hank Kashdan
HANK KASHDAN
Deputy Chief for Business Operations
cc: Carmen Funston
Joy R Thomas
Roy M Roosevelt
Florence Pruitt
Tina M Lopez
Ron Thatcher
Tom Harbour
James Barnett
Marc RounsavilleAnother GOOD GRIEF! Let's hear it for a firefighter
series. Anything else doesn't make sense! I hope some folks are writing in
to Hank's Blog. Everyone trained here knows how to focus on "the what not
the who". Please do so. Ab. |
| 11/29 | Re: Risk vs. Gain
Is it true that most of the federal airtankers and helitankers went off
contract a few days ago to save the associated costs with daily
availability? If so, was this a WO or RO decision?
With continued emphasis on the weather conditions affecting the southern
portions of R-3, R-5, and R-8..... and portions of R-9..... Wouldn't it be
more cost effective fiscally, and more efficient in mission delivery to
extend the contracts?
I wonder about the differences in costs for federal aircraft from normal
availability periods and contract extensions provisions being in place and
utilized for INITIAL ATTACK vs. the significantly increased costs and time
delays of getting Call When Needed (CWN) aircraft in place for EXTENDED
ATTACK.
Both the initial attack and extended attack scenarios offer differing
challenges...... Do the $$$ come from WFPR (Preparedness) that has been
getting yearly cuts.... or from WFSU (Suppression and Severity) that keeps
getting bailed out with a blank check at the loss of other federal
programs?....... The two current fire planning models (NFMAS and FPA) both
show that dollars spent for preparedness (planned need) significantly reduce
the losses from unplanned fire events........... and reduce the political
head hunting that happens when the wildland fire program is woefully
under-prepared to meet the expectations of the American people, as pledged
to Congress under testimony provided by Mark Rey (USDA) and Lynn Scarlett (USDI).
It's all about educated risk vs. gain decisions...... You get what you pay
for.
Concerned |
| 11/29 | Ab,
Attached is the
CalFire "Blue Sheet" for the Engine damaged by the airdrop on the
Haverford Incident last week.
Fyr EtrThanks for that Fyr Etr. Ab. |
| 11/29 | Ab:
You could not have posted this memo from signed by John Y. Kusano for
KATHLEEN
D. BURGERS, Director of Human Capital Management, at a more appropriate
time.
The irony is overwhelming.
Despite all good intentions to increase workforce diversity and all the
flowery
HR language that goes along with such lofty and commendable goals, it is
patently obvious that "they just don't get it" (as you so succinctly stated
on
your note below the memo).
Federal agencies have an endless and inexhaustible capability to put up
smokescreens, intentionally or unintentionally, to mask or avoid addressing
the
true issues facing the folks who matter (eg, the ones at the end of the
Pulaski).
All the more reason for each and every firefighter, including those of us
who
have retired and who may not even fight fires any more, to support Casey
Judd
and join the efforts of the FWFSA to work through Congressional
representatives
to effect some truly meaningful change. It's our best - and only, repeat
only -
hope.
Hugh Carson |
| 11/29 | File Code: 6100/1700
Date: November 28, 2007
Subject: Workforce Measure-Results of FY2007 Hiring
To: Regional Foresters, Station Directors, Area Director, WO Staff, IITF
Director and Deputy Chiefs, And WO Staff
In FY 2003, the National Leadership Team (NLT) agreed to a set of Workforce
Planning Measures to assist field units in tracking their progress toward
key workforce planning issues such as diversity and age distribution. The
NLT agreed to periodically review how each Region and Station utilizes its
hiring opportunities to positively impact its workforce composition and meet
the challenges of the future.Enclosed is a summary for each Region and
Station of their on-board employment profiles including the results of the
unit’s hiring during FY 2007. Results for FY 2007 and historical results
from FY2003 through FY2006 have been posted to the HCM website:
http://fsweb.hcm.fs.fed.us/workforce_planning/strategies_for_improving.php
(FS intranet)
External Hires provide an opportunity to improve the skills and diversity
of our workforce to better serve an increasingly diverse American public. In
addition, Student Hires have proven to be one of the most effective tools
toward this end by providing an excellent vehicle to add younger employees
and the new ideas that they bring to our workforce.
Service-wide, we added over 2,100 new employees to our workforce in FY
2007. This is an increase of 24.5% from the number of external employees
hired last year. This demonstrates that the Forest Service continues to hire
from external sources at a significant rate. Over the past five years, we
have hired an average of 1,879 employees per year from external sources.
Agency-wide, we have made good use of the Student Career Experience Program
(SCEP) with 32% of all external hires being SCEPs. Our external entry-level
hiring also increased from 12% in FY 2006 to 20% in FY 2007. There is much
variation unit to unit so I encourage you to also look at your own unit’s
statistics and make the appropriate comparisons.
I encourage you to continue to set hiring goals for your unit, such as the
number of entry level and SCEP appointments, and develop local strategies to
meet these goals. There is no more important responsibility for the
leadership of this agency than to ensure that we plan for and build a
workforce that can successfully carry out the Forest Service mission, now
and into the future.
/s/ John Y. Kusano (for):
KATHLEEN D. BURGERS
Director of Human Capital Management
Enclosures: (1)
wfp-measures-fy07.xls
cc: Charles Barclay
John Y Kusano
You don't say. Good grief. The Forest Service is worried about hiring diversity
but not about retaining experienced diversity. If you could see what
I've seen from entering data from the survey, you'd be amazed
how many emails came in from FF2s and managers with Hispanic names who are
going to CalFire if they get an offer. I won't be able to track that
informally now that the survey is auto-posted. Ethnicity and gender weren't the
focus of our survey; firefighters are firefighters. But the current exodus
is likely to take lots of Forest Service trained, skilled and very
professional diversity to CalFire. Ab. |
| 11/29 | Ab and all,
Having recently returned from San Diego and looking at the post asking
about the break down of resources in region 5 I've noted a misunderstanding
on engine typing outside the region. Type 4 engines as per the fireline
hand book are heavy engines not type 6 or light engines. They are
typically 700 + gallons and have a crew of 3 + personnel.
Terry |
| 11/28 | photo:
FWFSA meets with Senator Feinstein (Casey, Diane Feinstein, Jim)
SENATE FIELD HEARINGS IN SAN DIEGO
FWFSA tells Senator Feinstein " The Forest Service fire program, especially
in California is imploding and unless you and Congress listen to your
federal wildland firefighters, understand the issues and take action, there
will no longer be a federal wildland fire program in California and your
constituents will pay 3-5 times as much as they do now to protect our
Nation's natural resources in California."
These were the words of FWFSA Business Manager, accompanied by
Sec.-Treasurer Jim Huston and BLM member Clay Howe to Senator Feinstein as
they met after the Senate Interior Appropriations Subcommittee -- of which
Senator Feinstein is Chair -- held field hearings in San Diego to discuss the
recent fire siege.
Sadly despite repeated efforts, no firefighters, whether they were federal,
Cal Fire or municipal, were included on any of the three witness panels
which included an array of folks from Cal-Fire to OES to the Red Cross and
the US Geological Survey, the State Insurance Commissioner and the Farm
Bureau. Additionally, the standard compliment of local elected officials from
San Diego and as far away as Orange County and San Bernardino provided oral
testimony.
The clear focus was on San Diego City. Much was said about the lack of fire
stations and personnel, despite the staggering growth in the area. It is a
rather popular notion that San Diegans, as affluent as many are, simply
aren't willing to pay for such services, having shot down several ballot
measures in years to fund additional fire resources.
Cal-Fire's Ruben Grijalva and OES' Chief Zagaris testified. Sadly, the only
"federal" voice was Mark Rey who at least was consistent... consistently
misleading stating on the record that federal resources were
"pre-positioned" prior to the first fire siege. We believe this to be, at
best, inaccurate. As we understand it, the word from the R5 RO prior to the
first siege was that there was no funding for pre-positioning. (It should be
noted that "pre-positioning" was what the Forest Service said it was going
to do all season long to ensure proper preparedness.)
We certainly are aware of the federal pre-positioning over the last couple
of weeks along with the 24 hr staffing but we are hard pressed to identify
what was pre-positioned prior to Oct 20th, acknowledging the fact that state
& local resources were pre-positioned at that time.
Mr. Rey did get hit with a number of questions about the always-promised,
never-delivered, Forest Service aviation plan. Further, there were
complaints/concerns raised by local & state agencies about the protracted
process of approval for a federal response.
Ultimately, at the heart of this hearing was money. The Committee touted its
approval to expend hundreds of millions of dollars to the Forest Service for
additional suppression costs as well as the obviously popular FEMA
administered fire assistance grants.
Needless to say, State & local fire agency representatives as well as state
& local government representatives who obviously stand to benefit, paid
homage to Senator Feinstein for her recent legislative proposals to, among
other things, increase FMAG reimbursements in some cases from 75% to 90%.
It is fascinating how most of the time folks want less involvement/intrusion
by the federal government... except when they money jar is wide open.
Much of the discussion centered around the urban fire fight with little
commentary about the wildland effort.
One congressman who attended called the proceedings "a dog & pony show" and
asked the FWFSA to make sure he got "the real scoop."
Perhaps the most poignant witness was former San Diego Fire Chief Jeff
Bowman who suggested that the hearing was unnecessary because all of the
solutions were developed by the Blue Ribbon Commission after the 2003 siege,
yet virtually no effort had been made to complete work on the
recommendations. He quit as fire chief out of frustration.
Mr. Bowman, who was likely only slightly less candid than the FWFSA's Judd
would have been had he been afforded an opportunity to testify, met with
Judd after the hearing and they agreed to stay in touch and work together.
The bottom line for federal firefighters was that Sen. Feinstein directed
her Regional Director James Peterson to work directly with the FWFSA to get
the Senator up to speed on the issue and start looking at real solutions.
For further information, please feel free to contact the FWFSA at
www.fwfsa.org or by phone
at 208-775-4577. |
| 11/28 | moc4546 About all i can help out with this
question, Plumas NF, 3 dozers, TahoeNF 0 dozers, 1 contract
dozer usually during fire season "Sierraville" one contract water tender
from Sierraville also.
Hope this helps out a little.
mike
Haw haw. MOC, here's some more information several firefighters sent
in:
Standard Firefighting Organization, 2005 (254K doc file). Thanks,
guys/gals. Ab. |
| 11/28 | Rogue River,
I think I know why they've increased the targets for the southern California
forests. At least one forest I know has been directed to use acres burned in
wildfires towards their target. These areas did have burn plans but I would
be very surprised if they met the plans objectives, especially as hot as the
fires burned. Some of the forests up north have not been able to meet
targets so I believe they may have shifted the targets south.
Do the additional acres come with funding? I doubt it, but if so, that
additional funding may help pay for the 24 hour staffing. Just speculation.
Lobotomy,
I always admire and appreciate your passion and commitment. Having practiced
"leading up" until my head hit several concrete ceilings about 3 feet thick
each (aka line officers) I now have a neck brace and count my days down to
retirement. Always swore it would never happen but here I am.
Fire Freak |
| 11/28 | Ab,
I was wondering if you know of the total acreage of land burned by wildfires
in
Oregon by year? Specifically, I’d like to know figures of acres burned in
Southwest Oregon alone, but realize this may be hard to separate from
state-wide numbers. If not, do you have an idea of where I can find this
information?
Thanks,
JasonReaders? Ab. |
| 11/28 | Ab, this came into my box:
As of this morning the Executive Leadership Team has entered the
world of
"blogging." I want to thank the staff in the Office of Communications
and
Information Resource Management for their work in establishing the
structure for blogging on the Forest Service intranet.
When we discussed this yesterday among the ELT, we admittedly were
unsure
how unleashing a "leadership blog" might work. Much of our being unsure
is
due to the fact that we really don't know what is involved in being a
"good
blogger." But what we do know is that we want to continually seek ways
of
staying in touch with Forest Service employees and providing a good
venue
for employees to visibly and easily dialog with each other on major
topics.
So, through the link below (and the use of your e-authentication
password),
we invite you to get involved in helping leadership become familiar with
blogging. This first blog simply provides the opportunity for employees
to
suggest how it might be used.
We have intentionally not made a big communication event out of kicking
off
this blog. We would simply like you to pass this link on and invite
employees to participate. After a couple of weeks the ELT will assess
how
it has worked and "go from there."
Thanks for giving this blog a look. Don't hesitate to post your comments
and thoughts.
http://apps.fs.usda.gov/roller/
Hank Kashdan
Deputy Chief, Business Operations
Not sure how to create a "fictitious name" but "Smokeygal" would be fun.
Anyways since Hank has opened the door for BLOGS...thought maybe could use
this as another opportunity for the Fire Pay and Recruitment Issues.
Smokeygal
I think everyone that wants to go over there and blog should do it.
Good move for them, one that OA advocated 13 years ago. Ab. |
| 11/28 | Our thoughts a prayers go out to the family.
hotshot7387
Volusia Co. Firefighter Killed in Training Accident
VOLUSIA COUNTY, Fla. A 30 year old rookie Volusia County firefighter
was killed Tuesday morning during routine training.
John Curry was pronounced dead at 11:05 a.m. Curry was a member of
Volusia County's Wildland Fire Team which was practicing power and chain
saw use at the Volusia County Fire Training Center when witnesses said a
pine tree fell on Curry.
"This is a tragic loss for all of us," said Frank Bruno, Volusia County
Chair. "Our hearts are heavy and we extend our deepest sympathy to his
friends and family."
The Firewalker Wildland Team was created in March 1995. Members, known
as Firewalkers, consist of volunteer and career personnel. There are 38
team members and they have been conducting ongoing training, although
only a portion of them were at the training Tuesday morning. (to read
the rest, click the link above)
Condolences. Ab. |
| 11/28 |
WLF Survey explores potential Federal Agency Employee Exodus Welcome
and thank you for taking the time to complete the Wildlandfire.com survey
regarding the decision facing many federal agency employees on whether to
remain with a federal agency or to apply for a position with other wildland
fire suppression employers. Our objective is to gather information and
present it in a clear and logical manner in the hope that it may be used in
a productive manner.
Please complete each question and submit just one survey per person. To help
avoid duplicate inputs we will log computer ip addresses, though they will
NOT be made public. If you find any question too personal, feel free to skip
it and go to the next question. The results of this survey will be announced
on They Said It and the Hotlist when concluded. Thanks, OA
My thanks to Original Ab for creating this self-administered, online
survey. It includes more options for you to share your views than I was
recording in the original database and the auto-entry will reduce our data
entry workload substantially.
If you already emailed your survey response to Ab (in the last 4 days)
but would like to fill out a complete survey, you may; add your email addy
or some other identifier in the comments section at the bottom so I can
easily find and exclude your original emailed entry.
Readers, tell your friends and colleagues. Email them the link. Help
us get the word out. The more complete data we have, the better to evaluate
the situation. We haven't decided on timeframe, perhaps 2 weeks, so please
respond as soon as possible. I know many people are taking time off.
Results will be reported here and to the Hotlist in aggregated form
only. Your individual responses and identities will remain confidential. Ab. |
| 11/28 | To Misery Whip & SK and all:
SK: I take full responsibility for putting Mr. Pena's name on this site.
However, it was not done with the intention of soliciting some of the recent
comments about him. My responsibility is to communicate the facts to our
members and the federal wildland firefighting community. It is my
responsibility, and in fact that of Mr. Pena & Mr. Hollenshead to
communicate...period.
I felt it important that readers not only read my letter to Mr. Pena seeking
our participation in the retention meetings but to also post his response. I
agree that some of the subsequent comments may have been a bit much. I also
certainly agree that the voice of the firefighters drove the decision to
plan this meeting.
I don't know that anyone is looking for a bad guy. Rather they are looking
for leadership & communication from the RO and getting none. Basic
communication is a foundation of leadership so when you suggest that "most
of these upper level managers are doing their best to survive in a screwed
up organization" my response is... if this is their best, its time to move
on.
I am not referencing the exclusion of the FWFSA in the meetings but the
deafening silence from the RO. Case in point: As of 4:00pm yesterday
afternoon, there were still R5 FMOs (Forest Fire Chiefs) who knew nothing
about the retention meetings, let alone when they were taking place.
Additionally, the 24 hr staffing plan they want to look at has not been
widely disseminated among firefighters in the region. Very few have actually
seen the proposal.
We have given the Agency years to recognize that its fire management is
mired in archaic policy and organizational structure i.e. managed by
non-fire personnel. We have offered time and again to work with the Agency
to utilize our influence to improve things for our federal wildland
firefighters. Each step of the way we have been summarily ignored... even
considered a "pariah" by the Agency non-fire leadership.
I also agree this is a good sign. However, it's akin to the fox looking at
ways to better guard the hen house. Without affording the opportunity for
participation by a full spectrum of those working to improving the R5 fire
program, those that have allowed the problem to fester and grow to where it
is now must assume they alone can fix it. Given the fact that basic
communication seems to elude them, we hope for the best and place a great
deal of confidence in those that will be participating (NFFE & FMOs) but
continue to work with Congress to rectify the problems on a nationwide
scale. If you will be in attendance... I'd push the classification issue :)
Candidly, I am dumbfounded as to why HR folks will be attending. With all
due respect, what do they know about what the region's federal wildland
firefighters want or need?
To Misery Whip:
Lobotomy isn't going anywhere. he knows he's far too valuable where he is.
Yea, he gets frustrated like the rest of us but he bleeds green. Course if
he ever jumped to OES he'd really bleed red... hog tied & flogged for
starters...
Casey |
| 11/28 | I have been reading a lot about folks
interviewing for CAL FIRE. I made the move last May, I left as a GS-8
Captain from one of the 4 Southern California Forests. It was a struggle
leaving at first but I can honestly say it has been the best move I could
have done. The people I have met and work with are really nice and welcomed
me and another fed brother with no problems.
CAL FIRE will once again benefit from the lack of leadership from the Forest
Service. I am looking forward to working with more of my friends if they
make the latest round of interviews and hiring, I know there are some
quality folks who have interviews and the FS is going to take a BIG HIT from
the GS-8 and GS-9 level.
Thanks CAL FIRE for making the transition so easy......
Former R-5er
P.S. Yactak give me a call, my kayak has been land locked too long...... |
| 11/28 | SK,
Who has been crucifying Jim Pena?
Part of "leading up" is contingent on breaking through barriers and using
communication resources available. For the most part, everything that has
been posted has been entirely factual (while often not fully relevant).
While some folks have posted non-relevant issues, the actions speak louder
than words.
For folks that remember, Ray Quintanar, Joe Cruz, and Kent Connaughton were
in the similar shoes of Ed Hollenshead and Jim Pena when they first assumed
their leadership positions.
Joe, Ray, and Kent were instrumental in creating the Region 5 Board of
Directors and eventually listening to their collective leadership, concerns,
and suggestions after getting beat up repeatedly a lot in the early days.
Most importantly, they learned in a proactive manner to address problems and
find solutions. All of them are well respected and some of the greatest
leaders the wildland fire program has ever seen. They knew and understood
that they were only as good as the troops they were leading, and the troops
were only as good as their leadership.
Now Randy, Jim, Ed, and Willy are in the leadership positions and need to
show their stuff to address the greatest issues of their careers and gain
support of the troops. To think they are getting "character assassinated" is
just another test that many other leaders of the past underwent, including
Lynn Biddison, as they trekked towards leadership of the fire program and
answered the concerns from the troops.
The current leadership of Region 5 has a high bar of excellence, service,
commitment, and leadership that others in the past have lead successfully
with honor.... Not only do the current leaders have the expectations from
below to lead, but also the guidance and expectations of others who were in
their same shoes not so long ago offering helpful nudges to make them
successful.
If our current leaders focus on the basics of duty, respect, and integrity,
in conjunction with efficient and effective mission delivery, they'll do OK
in saving the fire program. At the RO level..... Randy, Jim, Ed, and Willy
need to understand that they can also "lead up" with lessons learned from
the troops in the field.
JMHO
Lobotomy |
| 11/28 | There is something that I have always
wondered in the way of number or resources that the Region 5 USFS Fire and
Avaition units for ALL of CALIFORNIA.
Is there someone out there who can tell me what the exact breakdown of
Region 5 Fire Resources are in the following perspective:
1. Type 3 Engines
2. Type 4 Engines (or National Type 6)
3. Patrol units (Other than California Type 3 & 4 engines)
4. Type 1 Crews
5. Type 2 Crews (regular Fire and Brush Disposal, no AD crews)
6. AD Crews
7. Helitack Units
8. Dozer Units
9. Water Tenders (all Types)
10. Air Tankers (all Types) on contract for Region 5
11. Number of Stations
12. Number of Staffed Look-outs
13. Number of Fire Management Personnel by rank:
a. Chief Officers (NF Fire & Aviation)
b. Division Chiefs (NF District FMO)
c. Battalion Chiefs (NF District AFMO)
d. Prevention Officers (Chief, Captain, FF)
c. Fire Captains (Engines, Crews, Helitack)
e. Engineers/Squad Leader (Engines, Crews, Helitack)
f. Firefighter II (Lead Firefighter, Asst. Engineer, Asst. Squad
Leader)
g. Firefighter I (Engine Crewman, Hand Crewman, Helitack Crewman)
h. Support Personnel (Fire Management Staff other than mentioned)
i. Identify those human resources by Permanent, Term, and Temporary
positions.
14. Acres Protected by National Forests Combined
What I want to see is what these resources and personnel numbers are, plus
what the similar individual numbers are for Fire & Aviation for California
Dept. of Interior BLM, NPS, BIA, and US Fish & Wildlife (USFWS).
Does anyone have this information handy, or know where it can be found? I
can find similar information for CDF on their webpage, but not for the
Region 5 California Federal Resources. I want to see where the comparison
measures, the area covered measures, the personnel breakdown, and resources
compared to the "the big dawg" who is drawing down the federal resources.
Does anyone have this information, or know where it accurately can be found?
Thanks.
MOC4546 |
| 11/28 | Re: Is Fire Season Over? (From: Provided Link
Below,
Predictive Services Fire Weather Outlook Nov. 26, 2007 (700K pdf file)
reference round robin
Michael J. Dietrich post below)
Mike,
Nice reply to the supposed "question" asked during the conference call with
the California FFMOs. A short, sweet, and directly to the point reply was
needed to re-enforce the lessons learned from fire managers of the past.
Lessons Learned:
- The Forest Fire Staffs are experts in the protection of their
forests, and known critical issues such as staffing and preparedness in
their areas, and
- The R-5 Intel Shop has their thumb on the pulse of what is happening
in the weather and preparedness world, and
- Conflicting goals of meeting fuels targets in some areas are
affecting the protection of other areas, and
- Decisions based on a flawed budget request process continues to set
up local units to fail .
Many folks on the call would have responded much differently (as I would
have), but all of you (FFMOs and RO SoOps Staff) showed a calm demeanor and
only took it as another challenge that further "leading up" was needed to
answer a really stupid question asked by someone above.
Anyone on the conference call knows what I am talking about. Folks can only
"lead up" for so long before they bail a sinking ship without a qualified
Captain leading the crew.
Rogue Rivers
P.S. - I hear that the SoCal forests just got lots of earmarks (short-term)
with added fuels targets that must be met before the end of the fiscal year.
One SoCal forest reports their fuels target is anticipated to jump to 18,000
acres of treated fuels with only ten months to complete it. A question of
quantity to meet agency false targets vs. quality to meet the true funding
intent of Congress?
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
> From: Predictive Services Newsletter, November 26, 2007
With the recent wildfires that occurred during October and November,
the question now arises- When will fire season be over? Obviously our
fire season should come to an end once significant rains begin to occur,
but when will that happen? The latest long range outlooks suggest that
southern and central California are in store for another drier than
normal winter, although it probably won't be as dry as last year.
Nevertheless the prospects for significant winter rains are looking
grim.
Sea surface temperatures have been trending towards below normal in the
equatorial Pacific region since September, and now current conditions
suggest that a moderate cold event (La Nina) is in place. La Nina events
tend to result in drier than normal winters in the southwest U.S.-but
not always. In any case, this has been the main factor driving the long
range seasonal outlooks which project below normal precipitation not
only for southern California this winter, but also for most of the
southern U.S. (see chart on the left). The current La Nina event is
projected to last into early 2008 before moderating somewhat.
Regardless, we have not gotten off to a good start precipitation wise as
the Riverside area is already an inch below normal for the new rain
year.
Current models continue to show a persistent amplified ridge over the
eastern Pacific which, if this feature continues, will prevent any major
storms from moving into southern California. Although this pattern does
not preclude the area from receiving any precipitation, it simply
prevents major troughiness from developing over the West Coast which
would lead to periods of significant rainfall.
Unless this pattern changes, not much rain can be expected through the
end of the year. So is fire season over? Not completely. While cooler
temperatures and less daylight will mitigate fire activity and large
fire occurrence to some degree, fuels remain very dry. And unless
significant precipitation occurs over an extended period of time, there
will continue to be the potential for the fire season to last in some
modified form at least through the end of the year, if not longer.
|
| 11/28 | Old Fire Train Photo:
Old photo of SP X2181, I think near Truckee 1940/50s.
Lots of water and might have put out more fire than it started.
Old LPF
Great old photo. The original is a pig of a tif file! Ab. |
| 11/28 | Railroad Firefighting: While not really a
new concept, railway fire suppression vehicles are indeed changing for the
better. Southern Pacific, which was bought by Union Pacific several years
ago, had a complete fire fighting train stationed at Roseville and in Reno
to fight tunnel fires in the Sierra snow-sheds. Several eastern railroads
also had these unit trains.
www.wildlandfire.com/pics/equip11/firetrain.jpg
www.wildlandfire.com/pics/equip11/watercar1.jpg
www.wildlandfire.com/pics/equip11/watercar2.jpg
www.wildlandfire.com/pics/equip11/watercar3.jpg
Tom |
| 11/27 | Re the "Federal Agency Employee Exodus"
Survey R5 FS Firefighters,
Please hold off on sending in any more survey emails. OA is creating a
self-administered online survey that takes only moments to fill in. We'll
import the info you've already provided into the online survey database.
That survey should be up tomorrow early. We're working out the last
bugs.
Please! No more emails! Wait until tomorrow.
The Abs. |
| 11/27 | Lobotomy,
We've never met, but I feel like I know you better than some people I have
worked with for years.
It shocked me at first to learn that you were considering jumping to OES. If
that happens, the Forest Service will be losing another really fine leader,
and OES will be getting a bargain.
It is absolutely shameful that some of our senior agency managers (I refuse
to call them leaders, and you know who I'm talking about) are allowing a
once world-class organization to be dismantled with hardly a whimper of
dissent. Apparently bonuses, pensions, and SES loyalties are more important
than the mission and the people executing the mission. One day we will
remember them as spineless punks who sold us out.
Whatever happens, best wishes for your future. If our paths ever cross, I'd
like to buy you a beer.
Misery Whip |
| 11/27 | This is traveling behind the intranet
scenes: Just an fyi.
On a recent conference call, we were asked when will fire season be over.
Here is just one perspective.
Michael J. Dietrich
Chief, Fire and Aviation Management
San Bernardino National Forest
Predictive Services Fire Weather Outlook Nov. 26, 2007 (700K pdf file) |
| 11/27 | Please give the attached Blue Sheet,
referencing a Firefighter 1 who
sustained facial burns while assigned to the Corral Fire in Los Angeles
County, wide distribution for the purposes of discussion and Tailgate
Safety topic.
Dave Teter
Battalion Chief - Department Safety Officer
CAL FIRE
Preliminary Summary Report (Blue Sheet) CA-LAC-255190 Firefighter Burn
Injury (158 K pdf file) |
| 11/27 | Ab,
Here are a couple of photos with some flames. This is Arizona Strike Team
#1 (Alpha) at the Rice Fire, Fallbrook, CA in October 2007. Five Type 1
engines made up of Central Arizona Response Team members Apache Junction,
Chandler, Guadalupe, Mesa and Tempe Fire Departments. These pictures are of
a burnout operation we performed near a few structures we were protecting.
AZfirefighter
Thanks, I put them on the
Handcrews 22 photo page. Ab. |
| 11/27 | Saw this article...Thought it might bring
some grins to everyone out there!!
wilnd
Huge water balloons to help fight wildfires
http://news.rgj.com
Raquel Maria Dillon
For the AP
Posted: 11/27/2007
SIMI VALLEY, Calif. (AP) -- William Cleary believes
aerial firefighting could become child's play.
Five years ago, his son drenched him with a water balloon -- and got him to
thinking.
"He was three stories up and I was walking, and he still managed hit me
square in the head," said Cleary, a Boeing engineer. "I thought, why can't
we be this accurate with water on fires?"
So he started working on a system to use giant water balloons to put out
wildfires. |
| 11/27 | From Phyllis Krietz, DHS, behind the
scenes: The NWCG approved the Skills Crosswalk at the meeting in
October, 2007.
USFA is currently developing a press release/program notice to announce the
initiative. At a minimum the announcement will be posted on the USFA web
site soon. The repackaging of the training as indicated in the Skills
Crosswalk is under development.
FEMA Skills Crosswalk (990 K pdf file) |
| 11/27 | Good Evening Ab, et al.....,
I know I haven't written much lately! Been lurking and extremely busy! But I
need to pass this along!
PLEASE Stay safe,
Keith, Bullard VFD (TX)
It is with deep regret that we advise you that a Firefighter with the
Volusia County Fire-Rescue has been killed in the Line of Duty during
training this morning. Initial reports are that companies were doing
brush fire operations training when a tree fell, killing the
Firefighter. The accident happened this morning at Volusia's Fire
training facility located on near Daytona Beach FL. Volusia County fire
investigators say the firefighters are part of a "fire walker" team, and
were using power saws to cut down trees when the tragic event occurred.
Additional details will follow. As always, our sincere sympathy and
condolences to all effected-especially those directly involved from VCFR-and
the Firefighters family.
Take Care-BE CAREFUL.
BillyG
|
| 11/27 | Forest Service firefighters if you're
applying to CalFire, please send in your information
and get your peers and colleagues to do the same. We're trying to get
some accurate numbers regarding who's applied and planning to leave.We need info from all
Forest Service firefighters, temp, seasonal or permanent
- who have applied for the next CalFire Captain's hiring round.
Please say if you have have received
interview dates from them or not.
- those who recently applied for Engineer
positions.
- anyone who is applying for or has has applied for CalFire Firefighter II.
- those who have or are applying for a
Firefighter I seasonal position.
Please include the following information:
- Grade (GS rating)
- Forest
- Module (examples: engine, hotshot, handcrew)
- position you applied for with CalFire (captain,
engineer, FFT2, FFT1); if you're applying for positions as low as
you need to go to get your foot in the door.
- any comments you feel like sharing (are you leaving
reluctantly or happily, why you're leaving, what would make you
stay, issues, priorities, etc).
Please tell your peers to email Ab or ask your peers and gather
the info above from
- your module,
- your ranger district
- your forest.
I am working to make sure there are no overlapping entries and no
database "rectangles" left blank. Complete data that records everyone who is
applying would be best. Individuals will remain anonymous. Ab. |
| 11/27 | Ab,
For your "CAL FIRE hiring list" ... may or may not qualify but thought I
would pass the info.....
I retired from the USFS, CA-LPF in 2005. Early retirement at 52 due to the
continuing lying by the FS mucketies in regards to qualifications added to
their red cards without the proper paths being followed, among other issues.
I was a GS-9 Battalion Chief (prior job had been a GS-11 FAO on the SQF)
with ATGS, OSC2, DIVS ratings on my red card. I left the SQF GS-11 to take
the lower GS-9 on the LPF due to the GS-9 being a $5000.00 a year raise on
base pay.
The last two fire seasons I have staffed the Firewatch Cobra GS-11 ATGS
position on a personal services contract. Most folks believe I am an AD, but
I am on a personal services contract with the FS, working for the Regional
Aviation Group and South Operations.
I applied to the CAL FIRE open examination and have an interview date of Dec
7, 2007. Needless to say, if I am offered a position with CAL FIRE I will no
longer be available to the FS as a "Militia" ATGS......
I had considered coming back to the USFS as a full time employee in one of
the newly created regional aviation ATGS positions, but the low pay was a
major issue in my decision to pursue the CAL FIRE positions or remain as a
militia contractor.
yactak
"Leaders aren't born, they are made. And they are made just like anything
else, through hard work. And that's the price we'll have to pay to achieve
that goal, or any goal." -- Vincent Lombardi |
| 11/27 | Re: the rail car fire engine.
This is a great example of a rail company's track fire suppression units.
These are more commonly used to fight median fires during grinding
operations. If you have never seen a rail ground - imagine 24 industrial
grinders all going at once. http://www.youtube.com/watch?v=wbJsPFp8u50&feature=related
heres a youtube shot of a grinding operation.
Rail gets flattened out by the repetitive pounding by the passing wheels.
When this happens rolling resistance increases as there is more contact
patch to deal with. Re profiling the tracks reduces rolling resistance and
increases economy.
These machines throw sparks a long ways as you can see.
eric |
| 11/27 | I hate hearing all the character
assassination of Jim Pena. Why don’t we give this Dec. 10th meeting a
chance? The man has not even done anything yet and he is being crucified. I
am a FS firefighter with 30 years of R5 suppression. I manage a complex
District in So. Ca. so I understand all the problems this Region and the FS
is facing. The very fact that this meeting is happening is a good sign and I
think we should provide thoughtful advice instead of criticism before it
even starts. Lets wait for the criticism until after the meeting, if nothing
positive happens. My opinion is, the very fact the retention issue has been
acknowledged and this meeting is happening is a very positive step and it is
happening because of all your voices. Lets keep up the fight and applying
the pressure for positive changes.
It is human nature to appoint a “bad guy” for problems that exist. Lets not
make Pena or any others the “bad guy”. Most of these upper level managers
are doing their best to survive in a screwed up organization. They lead and
manage to the best of their abilities, even though that may not be enough.
Let's at least give them a chance and try to steer the change and not
criticize.
ThanksSK |
| 11/27 | Ms and Lobotomy,
Good on ya!!! Stand and fight. Don’t cut and run. All of you who love
your organization should jump in with these courageous firefighting
professionals too. In case you don’t know, you outnumber the opposing
side and you all vote (hopefully you all do) and those who are hearing
about the problems as a result of the hard work of the FWFSA are truly
interested. What I find really heightens their interest is when someone
tells them how many of you go to the polls. The most basic right we all
have is our vote. Use it wisely and if you have to organize a “block
vote” system and advertise it to the candidates do it. Don’t just ride
the fence like a bunch of lops. Get in there and show your united
muscle. It’s there. You just have to make up you collective minds to use
it. There is safety and power in united numbers believe me. I personally
know many of the federal upper level managers and they too are rooting
for you to rise up. Don’t think this is pleasant for them either. They
have that same love of organization you do but they are very vulnerable.
I sense their frustration when we speak face top face..
Normbc9 |
| 11/27 | Another Piece of Pena Info Did you know
that during Mr. Pena’s last year as FS on the Plumas,
he was summoned to DC to work on a special project for Mark Rey?
Shortly after returning to the Plumas he gets promoted to the Deputy RF
position for R5. Coincidence? I hardly think so. In my opinion he is
nothing more than a puppet for Mark Rey and the Administration.
Stoneboat |
| 11/27 | Hello,
I'm sure many folks already know this information...It sounds like the R5
Fire Hire timeline for the next round of hiring is out
and being circulated - with February 3rd as the last date to submit your
AVUE application. Referral lists will be created on February 4th.
Thanks,
Bethany E. Loomis-Hannah
www.LoomisHannah.com |
| 11/27 | Hey Abs.
Can you post this in your pics site, this is an UNUSUAL Firefighting Rig.
It was built by BNSF (Burlington Northern Santa Fe Railroad) up in Spokane
Washington.
it carries:
- 3,250 Gallon water tanks
- 500 Gallon Foam Tank
- Honda Pumps (1 on each end)
- Honda Generator hooked up to bright halogen lights for night work or
smoky conditions
- movable water cannons mounted on a platform (1 on each end)
BNSF worked with USFS and Washington Dept of Natural Resources to make
sure all fittings and hoses were compatible. They can haul it to the fire by
train then park it and let fire personnel staff it.
Per BNSF they build this due to several fires started by their trains each
year and wildfires threatening their railroad assets.
They are considering pulling this along during rail grinding ops each year
when a lot of their fires start.
Mike
Different, interesting. I put it on
Equipment 11 photo page. Ab. |
| 11/26 | A Few Things First,
San Bernardino NF FAM = Class Act !
Proof again that the iiaa model works.
Secondly,
Anyone have information that during the Dec 10th meeting the group will
complete
an assessment of turning over protection responsibility of NF WUI to State
and
Local Gov?
Proof again the iiaa model works and this would not be a cost
effective/productive
decision. If anyone knows about this and as some talking points, now is the
time to
pull them out.
Finally,
If the Forest Service starts losing the Lobotomy's of this organization, you
can just go
ahead and put a fork in us, because we're done!
ms
Check the acronyms list (link in center above) if you want to know
what IIAA is. ms, I agree with you. Ab. |
| 11/26 | Ab,
From several reliable sources, the "average attrition rate" is around 4% in
the federal sector. Attrition is loses from all sources: mandatory
retirements, voluntary retirements, resignations, terminations, transfers,
deaths, etc.
The 7.2% attrition rate of the R-5 fire program is nearly twice the federal
average attrition rate. It signifies an agency in turmoil and in need of
stabilization. The 7.2% current attrition rate is not due to the recruitment
efforts of CAL FIRE, nor the municipal fire departments, nor DoD agencies,
nor from In-N-Out burger...... Those employers evolved and sought the best
employees for their mission delivery, and were willing to offer competitive
pay, benefits, and working conditions. If the federal land management
agencies don't evolve in similar ways of thinking, their fire and resource
management missions are at risk. The upward trend in "losses" as shown in
the R-5 "White Paper" shows that the problem was identified long ago, but
only recently acted upon (or at least another strategy meeting was held).
When we (several were FWFSA members) worked on the justifications for the
original Series 0462 Special Salary Rate Request (Table 256) (1989/1990) and
the 2002 review and update, the level of concern with attrition was 6%, not
16% per OPM and staffing sources. It was described as a 50% difference over
the national average. A 16% attrition rate would signify a completely
failed agency with nearly a complete turnover of employees every five to six
years. The fire managers at the time (both the RO and WO) felt the attrition
needed to be addressed.
What should be very concerning is the nearly 70% loss of entry level* folks
before they complete 7 years of federal service (2000-2007). Not only is
~70% alarming for safety, it is alarming in the loss of "corporate knowledge
and values". With many forests reporting a greater than 40% loss of
apprentices before conversion to journey level (some forests have a rate
nearing 60%), that alone should be an alarm bell signaling the crisis.
The FedScope program
provides excellent data on how the recruitment and retention process is
failing at both the lower levels as well as in the mid and upper management
levels in the fire program.
* Entry level includes temporary, career seasonal, and SCEP appointments at
the GS-2 through GS-5 levels.
Lobotomy
Note 1: I intentionally omitted links to my data so that folks in the RO and
WO know that others are gathering and fact checking data also. I provided
the FedScope program for them if they would like to refute any of our
figures, communicate, and actually embrace the FWFSA as a partner. Other
figures are easily fact checked/confirmed through other sources.
Note 2: After 24 years of federal service, I didn't apply to CAL FIRE......
I applied to OES. I'll bleed green until the day I die, but I won't live in
the slums and eat top ramen for the rest of my life...... while the GS-14,
GS-15, and SES "leaders" continually fail to lead the fire program and fully
address the challenges of the fire mission delivery.
Note 3: While both FOIA and the California Public Records Act are time
consuming in getting data, they are invaluable in getting down to the hard
basic facts and "who said what".Lobotomy, good points. Ab. |
| 11/26 | Dear Ab, For those who want some FEMA
questions answered, you can swing 'em my way. I work for FEMA as a Community
Relations Field Specialist (and was on the SoCal fires)...but my real
background is wildland fire, and I am a PIO with national incident command
teams.
-To answer the below question regarding rehab work down in Southern CA;
please look up
www.inciweb.org and refer to the SOCAL BAER teams listing. Click on the
listing and look for the contact number. FEMA contributes financial
assistance through the state via public assistance funding, but the SoCal
BAER folks are the ones running the ground show.
Cheers,
Chelsea
Will do. Ab. |
| 11/26 | Ab and All
Let me explain a little bit about the man Jim Pena is
Fact: Jim Pena, Forest Supervisor, Plumas National Forest
Fact: District Ranger who works directly for Pena is pulled over
while operating
a government owned vehicle on government time and is arrested, processed and
booked into county jail for operating a vehicle Under the Influence.
Fact: District Ranger is still employed and holds his position on the
same forest
more than 9 months later.
Now if this was a GS-5 Firefighter (Forestry Tech), I’ll bet my bottom
dollar that
the firefighter would have been terminated immediately.
I also know you are innocent until proven guilty and I have heard it was
guilty, but
the Ranger is still employed and it is an example of Pena covering for one
of his
friends and didn’t want to muddy the water for his shot at Deputy Regional
Forester.
Believe it or not this is true.
Brushboy |
| 11/26 | I can see the asset R5 USFS personnel will be
to our organization. You
mention that most hires will be from within our ranks. After what I saw
this summer and fall, we do not have a lot of experience in our lower ranks.
We need help from the outside as it would be bad to have a mass
promotion from within our inexperienced ranks.
A904G |
| 11/26 | This came in round robin: FYI,
Forest Fire Management would like to thank all of the Forest, BLM, and
HIA for the support resources assigned to the San Bernardino National
Forest during the recent wind events in Southern California. The Forest
had 44 initial attack fires, 4 structure fires with potential threat to the
Forest, and 2 vehicle fires into the vegetation that we were able to
utilize the additional resources to prevent these fires from becoming an
extended attack fire or a fire that required an Incident Management Team.
These additional resources have been released back to their respective
home
units with the exception of the following resources still assigned to the
Slide and Grass Fires. Assigned Resources: S/T 3646C (MDF E-64, MNF E-42,
MNF E-34, TNF E-33, TNF E-42), Patrols SRF P-31 & TNF P-72. Released
resources have coordinated with our Expanded Dispatch, North Ops & South
Ops and their respective home units will be notified of ETA's home.
Rocky W. Opliger
Deputy Chief
Fire & Aviation Management
San Bernardino National Forest |
| 11/26 | Normbc9, John says THANKS !!! Ab. |
| 11/26 | Sad news
I just wanted to let everyone know that Frank Gruhot passed away on Nov. 19
due to complications from surgery. Frank had been recently diagnosed with
cancer but had remained very optimistic in his attitude and outlook. Frank
was with the Forest Service for 26 years. He worked on the Stanislaus NF on
the Bald Mt. Helitack Crew for numerous years and then transferred to the
Hume Lake District on the Sequoia NF. He was a valuable member of the
California Incident Management Team 3.
A memorial service for Frank will take place Sunday, Dec. 2 from 11am to 2pm
at the Dunlap Community Center. In lieu of gifts or flowers, please send
donations to the
Wildland Firefighter Foundation.
I had only met Frank a few times, but he was always a kind and caring man.
Everyone I have talked to said that he was a great co-worker and even better
friend. He will be missed.
Lori |
| 11/26 | Does anyone have a contact number or e-mail
for current FEMA
operations in Southern California?
Reportedly they have hired folks to do rehab work on the recent
fires and trying to verify this info and find the office or person
responsible for contracting.
Thanks,
John R. Bennett
Rio Hondo CollegeGet your guys out there for some post fire PT? Ab. |
| 11/26 | Seeking Gleason Lead By Example Award
Nominees: The NWCG Leadership committee is seeking nominations for the
Paul Gleason
Lead by Example Award. The award is open to any wildland firefighter or
group of firefighters and is presented in three categories: Mentoring
and
Teamwork, Motivation and Vision, and Initiative and Innovation. For
additional information about the award click on the link:
www.fireleadership.gov/toolbox/documents/gleason_award_info.html.
Nominations can be sent electronically from the above link or hard
copy
applications can be printed and mailed. The deadline for applications is
December 31st.
Any questions can be directed to John Wood at 530.226.2723 |
| 11/26 | The
Jobs
page Wildland Firefighter Series
0462 (Forestry Technician) &
Series
0455 (Range Technician) &
Series
0401 (Biologist) have been updated. Ab. |
| 11/26 |
Good morning,
I just wanted to make a quick clarification regarding your note on the
Cal Fire Firefighter I (seasonal temp) application timeline...
The filing period for the 2008 fire season is the first business day of
November 2007 through the last business day of January 2008
according to the Cal Fire "Career Opportunities" page on their
website. The actual hiring won't begin until around April or May.
Thanks again for your support.
Sincerely,
Bethany E. Hannah
www.LoomisHannah.comThanks, Bethany I'll correct that in my
post. I'm not expert or even knowledgeable in CalFire hiring, although
I'm beginning to know more than I ever thought I would. Ab. |
| 11/26 |
I have a date of Dec, 6 for the Captains list. It is such a shame that
the
agency I have worked for 18 seasons has denied this problem for so
long, and forced us to make such a hard decision in the middle of our
careers. SHAME ON THEM!
Noname. |
| 11/25 |
Re: Jim Pena
I do not like to make judgment about someone I have never met, but so
far the cards are stacking up against Jim Pena. Correct me if I am
wrong, but isn't he responsible for:
- Pressure upon Angles Forest Supervisor resulting in the abrupt
retirement of Don Feser.
- Not allowing The Monterey Crew to attend the Funeral for a
fellow firefighter this past fall.
- Denying the FWFSA representation at the upcoming retention
meeting in December.
Too bad we cannot apply the federal Three Strikes rule, now codified
at 18 U.S.C. § 3559(c), the defendant receives mandatory life
imprisonment; for acts to undermine the morale, recruitment, and
retention of US Forest Service Firefighters in Region 5.
Does Mr. Pena not realize the following?
- The Land Management agencies combined have the largest fire
department in the Nation with Region 5 having more firefighters than
all of the rest of the nation combined.
- The more Pena keeps putting down the firefighters (opps Forestry
Technicians), the larger the fallout will be when the uprising
happens. With Pena in the middle of the storm.
- The mass exodus is upon us. A meeting during Use-Or-Loose
Season, after the interviews have begun; is like putting a band-aid
on a saw cut to the leg without chaps on.
- The FWFSA has such a vast representation of members that Pena
may deny official access to the meeting, but the FWFSA will still be
present.
I might not be the first person to post this information here on they
said, but the more posts about this topic, the greater likelihood that
staffers and congressional aids will see it a huge issue amongst Federal
Firefighters.
Thanks Abs for hosting this site.
SRJS, Proud FWFSA Member
You're the first that has pulled all that info together.
Regarding hosting, you're welcome, buy a
calendar or two and make us happy. It's easy! Haw Haw! Ab. |
| 11/25 |
Re the poll or tally: GA and FS Fire readers,
Sure, we can widen this tally. Why not... It would be good to have
real numbers across the board. You will remain anonymous.
Bottom line... Tell your friends and colleagues to email Ab. We
need the info from
- all FS firefighters who have applied for the next CalFire Captain's hiring round and have received
interview dates from them and
- those who recently applied for Engineer
positions. (Supplemental
packets come out is January.)
In addition, I'll start another list to include seasonals/temps,
anyone who is applying for or has has applied for CalFire Firefighter II
and/or are also willing to accept a Firefighter I seasonal position.
CalFire applicants below the Engineer position, please
email Ab
your
- GS rating,
- Forest,
- Module (examples: engine, hotshot, handcrew),
- position you applied for with CalFire (captain,
engineer, FFT2, FFT1 temp), and
- any comments you feel like sharing (why you're
leaving, what would make you stay, issues, priorities, etc).
Seasonal or Temp hires don't count in OPM's calculations
for retention -- although you make up more than 40% of fed firefighter
staffing and you are INTEGRAL TO THE
FIREFIGHTING EFFORT.
I think OPM requires something like 16% attrition before they say
there's a retention problem and move to address the issue. Go figure.
In 2005 or 2006 there were 4 or 4.5% losses in R5 because only
permanent firefighters were included, while the temps/seasonals were
excluded from the equation. I don't know what the numbers and percents
are today, probably still well under OPM's magic % number. Seems
like there is a problem with the OPM calculating system that should be
addressed if the outcome is that we won't have firefighters to do the
job during fire emergencies next season. (This could be a job for
Congress.)
I am told CalFire has around 650 open positions as of 10/21. No
doubt 80-85% of new hires will come from within their own ranks.
However, they lack enough applicants that can step up into middle
management positions and will be casting a wide net to fill them.
Congress needs to be educated and/or we need to figure out what
will be left after so many of you decide ... "Should I Stay or Should I
Go".
Ab. PS. I'm hearing that all supplemental packets for
Engineer/ FF II won't come out until January. |
| 11/25 |
Dear Concerned & Letterman
Concerned;
I truly wish I could offer an answer as to why the fire program
leadership from all the land management agencies are so silent. Maybe
its the same old "CYA" and stay lock-step in place for some inexplicable
reason.
Maybe its because the agencies truly have no clue how to solve the
problems they face and feel if they just hide, the season will end,
everyone will forget the issues and they can rest easier for a few more
months... until next season. I honestly don't have a clue.
With respect to elevating the issue of the FWFSA not attending the
meetings on retention to congress, well, that is management's right to
include or exclude anyone they see fit. Does it make sense? I don't
think so but neither did the decision not to allow Monterey Crew 1 to go
to a Cal-Fire firefighter memorial service... same person making these
decisions... Again, a non-fire line officer.
Congress itself is being weird in all of this because on the one hand
they want to understand the problems and work towards solutions, but in
the public eye, they seem intent on sound bites and press coverage that
makes them look like they are doing something when in fact they aren't
doing anything except looking towards the next election.
One angle is the press. Yes there are some very bad press folks out
there which is why the FWFSA deals with only a very few in California
who have taken the time to immerse themselves in the issues. I will be
meeting with some of those folks in San Diego tomorrow & Tuesday.
Suffice it to say those the FWFSA does trust have the information needed
to make life miserable for those in the Agency leadership who not only
have helped to create many of these problems that have now manifested
under their watch but who now apparently believe they can fix the
problems by themselves.
To Letterman:
I have been honored to have had the opportunity to work with NFFE
representatives on a number of issues ranging from outsourcing to
staffing etc. I'm humbled by your comments but I have confidence in
those I know from NFFE to represent the interests of the rank & file
firefighters and I don't think they need the FWFSA to be part of their
team. If they do, great but I don't see that happening. If haven't heard
any overtures from them in that regards.
Besides, whether the RO realizes it or not, there will be FWFSA members
at those meetings...
The idea of the FWFSA & NFFE participating in the meetings was that NFFE
can accomplish things within the confines of Title 5 and the FWFSA can
accomplish things in similar yet more unrestricted ways. Thus we would
be able to work jointly together in a variety of ways to achieve common
goals.
As far as FOIA requests are concerned, I've had poor results in that
process. It is time consuming and very little motivation for those
responding to the request to provide the information in a timely manner.
That being said, it might be an idea to have the press do the requests.
However, the reality is the diversity of the FWFSA's membership results
in us receiving a great deal of correspondence, etc., that was not
intended for us to see. That information is what has helped establish
our credibility on Capitol Hill. I'm sure the Forest Service' RO & WO
now know that very little about the fire program doesn't get sent to the
FWFSA in one way or another. That in turn often makes its way to the
press or Congress which is why the RO & WO are on their heels.
Additionally I've sent a copy of the revised briefing paper to AB for
posting.
Lastly, for those pondering a move to the potential greener, or should I
say red or blue pastures, pay & benefits are a huge incentive,
especially when you are trying to raise a family. The easy thing is to
jump ship but consider for a moment that each of you who chooses to stay
in the federal system will not only eventually be running the ship but
you will know that you were part of it's course correction.
Yea I know, metaphors are great but they don't put food on the table.
However if so many dedicated people were not spending their adult lives
doing everything possible to make your career more rewarding &
prosperous for you & your family, I'd say jump. I guess I'd much rather
see all of you take the helm and steer this ship in the direction YOU
want it to go.
Casey |
| 11/25 |
Thanks for sharing Casey. You did the right thing.
I agree that you should go to a higher level and continue to try and
get in that meeting. Remember it was Feinstein and company who gave R-5
and the Forest Supv on the ANF 30 days to address in writing the
attrition/pay problem within the Forest Service. This meeting was
probably an outcome of the reply back to Feinstein. Has anyone seen the
reply?
Secondly, I would recommend a FOIA of all written and electronic
communications between R-5 RO/WO and any R-5 NFs to the Senator or her
committee that relates to Firefighter/Forestry Tech pay/retention
issues. This is an appropriate request under FOIA laws.
Lastly, if NFFE wants you (Casey) to help us/them, they will invite
you as a representative/adviser for NFFE. If management continues to not
allow you to attend, NFFE can and should file an unfair labor practice.
Management cannot tell NFFE who NFFE wants at the meeting as a
representative of NFFE. NFFE needs to hold firm.
Everyone needs to read the Pena "approved and updated" briefing paper on
retention. I haven't seen it posted in here yet, however it needs to be
seen by Firefighters and those representing employees at the Dec 10th
meeting.
Letterman…….
I probably got it when I was enjoying the holiday. I get the
message: Back to Work! I'll go look...
Here are two from the doc files:
Retention Briefing
Paper from 9/26 (103 K doc file)
Retention Revised Briefing Paper from 11/13 (116 K doc file)
Ab. |
| 11/25 |
FS Firefighter Tally and CalFire hiring: Ab,
I think it might be beneficial to tally those who are applying for
Firefighter II and
are also willing to accept a firefighter I seasonal position, as well.
Showing that
some are willing to accept lower grade positions just to get the foot in
the door
of Cal Fire and out of the Fed System may provide some good evidence of
retention problems.
For Engineer and Firefighter II there are no interviews, just
supplemental packets.
GA |
| 11/25 |
CalFire hiring process: Ab,
You asked about the fire captain candidates being offered a job during
the interview. That doesn't happen. The successful candidates will be
place on a list by the ranking in their scores. The first ranks will be
for CALFIRE folks only (theirs is a promotional examination) followed by
the open list candidates. When all of CALFIRE candidates on the list
have been offered jobs, the open list (non-CALFIRE) candidates will be
offered jobs.
For the past several exams there have been far more openings than
CALFIRE candidates to accept positions. This exam should be the same.
The list probably will not be released until Spring, so hiring normally
doesn't begin until March or April at the earliest, May or June has been
when it was done in the past, which throws everyone behind the curve to
staff crews and engines, to say nothing of what it does to the agencies
that are loosing their employees right at the beginning of fire season.
SP |
| 11/25 |
CalFire hiring process: CalFire won't be offering jobs to people at
the oral interviews. They will
still have to rank all the applicants then develop the "open list".
Offers have
to be made to CalFire departmental promotions first, then to the open
list
candidates.
SK |
| 11/25 |
wow. Those of you that have responded, please contact others
on your Modules, Ranger Districts, and Forests that you think might have
applied and encourage them to email Ab.
abercrombie@wildlandfire.com
From what you've said, interviews are as early as Dec 5. Do they
make an offer in the interview? Do you have to accept or decline on the
spot?
Ab. |
| 11/25 |
Ab is composing the data list of those who have applied to CalFire
for the next Cal Fire Captain's round. You should have already received
your interview dates in December. In addition, we'd like to hear
from Engineers who recently applied but have not received a supplemental
packet. To reiterate, this is a poll of
- all FS firefighters who have applied for the
next CalFire Captain's hiring round and have received
interview dates from them and
- those who recently applied for Engineer
positions and whether or not you have received a supplemental
packet.
Please send your GS rating, Forest, position, and whether you have
an interview date or have recently applied with no interview date yet. No names
will be included, just your GS rating and forest.
Keep them coming. I will only enter the data on the spreadsheet
without posting comments to theysaid unless you instruct me otherwise.
Ab. |
| 11/25 |
KC,
I’m in no position to tell what the bargaining issues will be but there
is a strongly backed group in the state political structure who is
trying to assail the current contract provisions for the Cal Fire
employees as well as CHP and others. The leader is a retired state
politician from Thousand Oaks and he already has his guaranteed pension
and benefits so now he can take the path he chooses and try to take some
of the hard-earned benefits for the Cal Fire employees. This group is
also after the benefits of the retired employees. My guess is that with
the current state fiscal woes they may attract some listeners this time.
It will be interesting to see what happens, but my guess right now is
CDF Firefighters will stand up and fight and win. But the factions who
are assailing the benefits are akin to those who would like to abolish
things like paid sick leave and vacations as well as any other employee
benefits. They are strong advocates of bringing in off-shore workers too
hoping to skirt the labor law provisions for overtime and other
requirements set in the law. The one example they keep pointing to is
the past practices of the federal fire agencies.Normbc9 |
| 11/25 |
Norm,
SA on HA.?
The link you provided had a headline date of November 14th, Fall 2008.
Time to prepare?
Is that an evaluation of how the next CDF/CAL FIRE bargaining unit
agreement will happen as they pursue the "snatching"? Or will it fail?
KC |
| 11/25 |
Casey,
Since the R-5 appointed leadership doesn't see the need for the FWFSA to
be at the meetings in R-5 and why it matters on a national level....Has
the matter been elevated properly upwards to the folks who can really
affect change?...... ie - elected officials on the House and Senate?
Folks need to know when things are circling the drain quickly....... and
appointed folks need to know they have a last chance, and a chance to
LEAD and prosper rather than retire and fade away.....
Why are the huge Fire Staffs in the Forest Service (FS), Bureau of Land
Management (BLM), Fish and Wildlife Service (FWS), Bureau of Indian
Management (BLM), and National Park Service (NPS) from their Washington
Offices (WO) and their offices at the National Interagency Fire Center (NIFC)
sitting silent as many of their programs are both failing fiscally and
in their specific mission delivery year after year? Why do their program
delivery budgets not reflect the mission delivery costs as expected by
the taxpayers?
If the FS leadership can't step up, who will to unite the wildland fire
program and exercise their professional leadership?
Casey, kick them in the butt!!! Get them to understand that they are
failing as they take vacation when the mission is on-going.
Concerned |
| 11/25 |
LA County Preparedness Just a little interesting information I have
been privy to: LA County refused any
Cal Fire/OES additional resources for this wind event. Said thanks but
no thanks,
we have it covered. This is secondhand info but it comes from a very
high source
in Cal Fire so I think it is valid.
Great job by everyone at the Malibu Fire. Saw lots of local
departments, OES,
and Cal Fire units and crews there.
I think it was a good move to staff up the South State for this event
even though
it was not a intense as they first thought. It does not take very many
Malibu homes
lost to make up the the entire cost of the mobilization. By the way the
local radio
stated that the mobile homes in the park at Malibu sell for $1 mil. Only
in SoCal.
signed,
Eng. 83 Capt. |
| 11/25 |
Re: The "Denial Letter" to the FWFSA by Pena
Shame on Pena and his principal advisers for their decision to not
directly allow the FWFSA. It showed they didn't want a factual and
honest discussion by everyone involved. It was a fully expected result.
Ab,
At the Region 5 retention meeting, I "hope" the NFFE represents the
"rank and file" far better than they did during the congressional
hearings to remove the overtime pay cap years ago. I am sure they will
since they know that the FWFSA isn't an adversary, but a partner. It
took years for the FWFSA to foster a partnership and understanding.
I said that tongue in cheek fully knowing that NFFE is keen in
representing the "rank and file" and is not in an adversary role against
the FWFSA as the agencies would like to foster. NFFE is a union with
rights representing the non-supervisory and non-management employees of
most of the Forest Service units. AFGE represents some other rank and
file employees, mostly from the east coast or through FS Job Corps
programs.
The FWFSA is an employee association with members from all federal
wildland fire agencies with dues paying representation from GS2 through
GS14..... temporary, career-seasonal, career, retired, contract, and AD
appointments. Most are firefighters, some are not. All of our members
care about the federal wildland fire program delivery as a core goal,
and span entry level to upper management.
The FWFSA simply collects the facts, presents them, offers educated
suggestions from the GS2 through GS14 levels on issues, and supports
improving the pay, benefits, and working conditions for federal wildland
firefighters.
The FWFSA facts and suggestions come from the field and from the program
managers of the fire program. Some call it "leading up", a basic
military foundation to improve troop and mission efficiency for the
betterment of unit.
After talking with wildland firefighters over the last 12 months again
on their issues......from throughout the United States..... it isn't
just a Socal or California problem as some argue like they did in the
early days of ICS and NIIMS.
/s/ Kenneth Kempter
Chapter Director, Southern California
Federal Wildland Fire Service Association |
| 11/24 |
I was watching the live coverage of the fire near Malibu on the Los
Angeles
ABC channel. For the most part they did a great job providing excellent
live
aerial views and information about the spread of the fire. But, in
describing
the DC-10 air tanker, the reporter in their Air7 helicopter said the
retardant
contained SEEDS, to assist in revegetation. In their hours of live
coverage
they put out a lot of good information, and I guess they can't get every
fact
right. But... SEEDS in retardant? Oh well.
Jackson |
| 11/24 |
There is currently a large, wind driven wildland fire burning in the
hills of Malibu.
The fire is at this time 2000+ acres, with an estimated 35 homes
destroyed.
There are at least 500 firefighters on scene now with more resources on
the
way.
Winds are estimated to be in the 50MPH+ range.
Its time to go to races!
MOC4546The hotlist (CA-LAC-Corral)
has been reporting on this since o'dark30. Sorry I didn't put a note up
here. My bad... Ab. |
| 11/24 |
Ab,
As you know Region 5 will be holding a meeting in December in regards to
how to solve the current retention issues. For those who have already
applied for the next Cal Fire Captain's round should have already
received their interview dates in December. I believe we need to send a
clear message to the region so that they understand the magnitude of the
retention problem and why so many Forest Service overhead with years of
experience are willing to leave.
I would like to do a poll or survey of those who received
interview dates with Cal Fire. No names to be posted just your GS
rating and forest. This may also help fire managers on each forest
to know what to expect so that they can express their concerns to the
region as well. Maybe even do a poll for those who recently applied
for the Engineer positions. This may also help Casey with FWFSA by
providing some good data and maybe be a voice at this retention meeting.
Sign Me,
Should I Stay or Should I Go!!
CLASH, eh?
Send an email to
abercrombie@wildlandfire.com. I will keep track of the
information on a spread sheet and keep the sources anonymous. If
firefighters on ranger districts want to ask around to obtain the
information and send it in, I'd be willing to record that as well or use
it to double check the info. It would be good to have complete
information. Ab. |
| 11/24 |
Lobotomy's air force pun :) Lobotomy,
Me thinks you made a pun, and a good one at that. Your statement
about the press
being a large air force could have a hidden meaning not relative to
aviation,
ie, a lot of hot air...
Tongue firmly in cheek.
Best wishes,
contractor |
| 11/24 |
This may help enlighten all of us about the tenuous position Cal Fire is
currently in.
www.wildlandfire.com/docs/2007/notes-ara-budget-healthcare.pdf
What concerns me is the state legislature keeps authorizing the
expenditure of
more funds. Where does that money come from?
Norm |
| 11/23 |
FWFSA LETTER TO PENA Hi to all:
In the spirit of the Holiday I pondered whether to post this today or
whether to wait a few days. Ultimately my belief that our wildland
firefighters need to know what is going on and the facts on any given
issue led me to send this in today.
The R5 RO has refused to include the FWFSA in the "meetings" set for the
week of December 10th to discuss region wide retention issues. While
disappointing, the response is not necessarily surprising given the
issues we have raised recently. Included in this post is a 3 page letter
I sent to Mr. Jim Pena seeking our participation and his 3 sentence
response.
I truly believe that if the RO & WO would come out collectively and say
they support a wildland firefighter classification series, it would send
a positive signal to our firefighters that the Agency supports them.
Granted classification doesn't bring with it any help in dealing with
the cost of living in Southern California and elsewhere but I'd like to
think the recognition alone would give enough hope to those pondering a
transfer to a non-federal agency that positive change is coming.
I am confident that the representatives from NFFE and the FMOs attending
these meetings will candidly express the needs and concerns of the
Region's firefighters from all grades and positions.
Casey Judd
Business Manager
FWFSA
~~~~~~~~~~~~~~~~~~~
Mr. Judd,
The Regional Foerster has requested that a team develop recruitment
and retention options for consideration for implementation prior to the
next round of fire hiring. The team will include NFFE representation. I
know that you and y | |