Frontline resource · Volunteer fire service

Volunteer firefighter recruitment and retention

Most fire departments in the United States rely fully or partly on volunteers, according to the National Fire Protection Association and the U.S. Fire Administration. Keeping volunteers engaged is a different challenge from retaining career staff — it depends on time, flexibility and belonging.

Last reviewed · 3 min read · Frontline for Public Safety

Why volunteers leave

  • Training requirements that conflict with work and family schedules
  • Call volume that grows faster than the roster
  • Feeling undervalued or excluded from decisions
  • Leadership conflict or cliques within the department
  • Moving away, job changes or aging out

What helps

Flexible roles

Not every volunteer has to be an interior firefighter. Support, EMS-only, administrative and fire-police roles widen the pool and keep people involved as their lives change.

Respect for time

Offer training at varied times, use online modules where allowed, and run efficient meetings. Duty scheduling can spread call load more fairly.

Recognition and incentives

Length-of-service award programs, tax incentives where available, public recognition and family events reinforce that volunteers matter.

Resources and funding

The National Volunteer Fire Council publishes recruitment and retention resources. FEMA's Staffing for Adequate Fire and Emergency Response (SAFER) grants have historically included a Recruitment and Retention of Volunteer Firefighters activity; check FEMA's current notice of funding opportunity for this year's availability and rules.

Sources and further reading

Frontline for Public Safety

A retention program that supports the individual and gives leadership an earlier view of workforce concerns.

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