Cavan Monaghan is served by a Volunteer Fire Department which has only four full time staff, which includes the Fire Chief, the Deputy Fire Chief, a Fire Clerk and a Fire Prevention Officer.
At the most recent Council meeting, a new position to support Firefighter training was approved. In the past this was part of a combined role with fire prevention responsibilities, but provincial legislation passed in 2022 which identified specific certifications for firefighters has contributed to an administrative burden that requires more support.
At the introduction of the new training requirements, Council outlined their concerns to the province about the onerous nature of these requirements for rural, volunteer fire departments. It explained that Volunteer Fire Departments are managed very differently than Full Time Fire Departments. Municipalities set the level of fire service to be provided to their residents, based on Legal advice and related legislation, local Community Risk Assessments and Master Fire Plans. This guides the development of training programs to ensure that they operate in compliance with provincial legislation. The province provided no response to the letter.
Since that time, call volumes for the Fire Department have been steadily increasing at
an average annual rate of 3%, driven by increasing population within the Township. At the same time, volunteer staff turnover has been rising, necessitating the training of new personnel to meet regulatory requirements. Chief Balfour estimates that the current tenure of a Fire Fighter on the force is now approximately five years.
Training for recruits is provided at the Norwood Training Center which offers Firefighter Levels I and II. These courses require significant weekly preparation for each recruit throughout the program. In addition, new firefighters must complete additional training in their first three years to perform specific tasks on the fire ground, as required by law. Currently Cavan Monaghan is served by a group of eighty volunteer Firefighters, including fifteen recruits with less than three years of service whose training demands require daily and weekly oversight. On average, average of five to six recruits join annually.
The volume of mandated training certifications combined with the increase in staff complement and turnover has created an administrative burden on both staff and volunteers. There is concern that the combination of call volumes and training requirements will reach an unsustainable burden on volunteers. This new dedicated training position will help manage the training of all volunteer firefighters at their various stages of development, ensure their training complies with new legislation and more importantly, that our volunteers are equipped to deliver the service levels required.
Adam Goyne, President of the Millbrook Cavan Firefighter’s Association, explains that there are a variety of factors contributing to higher turnover amongst our Volunteer Firefighters. Some of the pressures are time and money. Some of them have multiple jobs or are working overtime to make ends meet, leaving little time to respond to calls that can happen any time. Those with young families already face challenges in finding a work/life balance without the additional pressure of unscheduled emergency calls. Training requirements add more time commitments to the job. There are mandatory annual refresher courses as well as technical training that equips
Firefighters to address a variety of situations while keeping safe. Many of them also volunteer with the Firefighters’ Association in fundraising and community events.
Then there is the nature of the work. By definition, calls are stressful and emergency scenes can be traumatic. Passing certain streets, intersections or houses can trigger memories of an event that can be difficult to shake. There are mental health resources available to help, along with support from their colleagues with whom they share a powerful bond.
Perhaps better compensation, predictable on-call hours and more mental health training might reduce staff turnover, but most of our Firefighters find challenge and reward in their work. Their main motivation is a strong commitment to the community, a desire to make a difference and to provide role models for their children. That’s a different level of motivation entirely. We thank you for your service. KG