As a dedicated member of this department, I’m compelled to speak out about the current state of our department. Once regarded as the crown jewel of aggressive fire departments in the region, our department has seen a troubling decline in both morale and effectiveness.
Historically, our fire attack strategies set us apart, but it seems that this critical component of our operations along with several, others has all but faded. There has been a cultural shift due in part to the quality of candidate that is being hired. This stems largely from the low pay, lack of appreciation, and more recently the change in the retirement system that no longer offers a true pension. More recent candidates continue to use our department as a stepping stone to getting hired by other departments in the area. This shift in hiring candidates that are not fully committed to the department and citizens has left many of us feeling disheartened and questioning our purpose. The aggressive spirit that once defined us is becoming a somewhat distant memory as more and more firefighters are hired from the surrounding county departments, ostensibly for their willingness to work for less pay and free t-shirts. Without intervention, the morale and camaraderie of the past appears unlikely to return.
Morale within the ranks is alarmingly low. Despite the hard work and commitment demonstrated by the lower ranks in serving the community, the upper management is detached and blissfully unaware of the issues we face daily.
Command staff’s detachment from the realities of our job has created an environment where it feels as if everything is fine, when in fact, we are struggling. The lack of genuine concern for employee well-being has led to a pervasive sense of disenchantment among the members.
Compounding our challenges is the unfortunate reality that our wages are the lowest in the region. This disparity is disheartening, especially given the dedication and effort we continually put forth to ensure public safety. Once, when members of the department expressed concerns about compensation, the head of HR suggested that those in need of more money should simply work more overtime. When presented with glaring evidence of incompetence and bullying by upper management, the City Manager made the statement that he would always back the command staff. This dismissive attitude does nothing to uplift spirits, validate our hard work, or make us feel that no one of lower rank will ever be treated fairly. Additionally, the person promoted to deputy chief, once identified as the source of the majority of morale issues by an impartial auditor, seemingly finds pleasure in doing their best to keep morale low. When confronted with evidence of such, this person plays the victim and is protected by the fire chief. The decision to promote this person was a betrayal to those of us who have long been advocating for positive change and accountability within our leadership.
From the outside, the public perceives our department as functioning smoothly, largely due to a carefully curated social media presence. However, this facade stands in stark contrast to the experiences of those of us on the front lines. We continue to see an increase in workload without a commensurate acknowledgement or appreciation from command staff. As our responsibilities grow, the sense of feeling under appreciated grows.
This department is at a critical juncture. Without a shift in leadership’s perspective and a commitment to genuinely understand and address the issues facing the it, we will continue to lose our identity and effectiveness. Never before has there been such an ‘I’m counting the days until retirement and I can get out of here’ attitude as there is currently. Our personnel and their welfare need to be prioritized over public appearance and new vehicles, ensuring that we are not only recognized for our efforts but also compensated fairly. Our commitment to the public deserves more than empty promises and happy social media posts; it deserves respect and support.
Rating Breakdown
1/5
1/5
3/5
2/5
1 Reviews on “Henderson Fire Department”
As a dedicated member of this department, I’m compelled to speak out about the current state of our department. Once regarded as the crown jewel of aggressive fire departments in the region, our department has seen a troubling decline in both morale and effectiveness.
Historically, our fire attack strategies set us apart, but it seems that this critical component of our operations along with several, others has all but faded. There has been a cultural shift due in part to the quality of candidate that is being hired. This stems largely from the low pay, lack of appreciation, and more recently the change in the retirement system that no longer offers a true pension. More recent candidates continue to use our department as a stepping stone to getting hired by other departments in the area. This shift in hiring candidates that are not fully committed to the department and citizens has left many of us feeling disheartened and questioning our purpose. The aggressive spirit that once defined us is becoming a somewhat distant memory as more and more firefighters are hired from the surrounding county departments, ostensibly for their willingness to work for less pay and free t-shirts. Without intervention, the morale and camaraderie of the past appears unlikely to return.
Morale within the ranks is alarmingly low. Despite the hard work and commitment demonstrated by the lower ranks in serving the community, the upper management is detached and blissfully unaware of the issues we face daily.
Command staff’s detachment from the realities of our job has created an environment where it feels as if everything is fine, when in fact, we are struggling. The lack of genuine concern for employee well-being has led to a pervasive sense of disenchantment among the members.
Compounding our challenges is the unfortunate reality that our wages are the lowest in the region. This disparity is disheartening, especially given the dedication and effort we continually put forth to ensure public safety. Once, when members of the department expressed concerns about compensation, the head of HR suggested that those in need of more money should simply work more overtime. When presented with glaring evidence of incompetence and bullying by upper management, the City Manager made the statement that he would always back the command staff. This dismissive attitude does nothing to uplift spirits, validate our hard work, or make us feel that no one of lower rank will ever be treated fairly. Additionally, the person promoted to deputy chief, once identified as the source of the majority of morale issues by an impartial auditor, seemingly finds pleasure in doing their best to keep morale low. When confronted with evidence of such, this person plays the victim and is protected by the fire chief. The decision to promote this person was a betrayal to those of us who have long been advocating for positive change and accountability within our leadership.
From the outside, the public perceives our department as functioning smoothly, largely due to a carefully curated social media presence. However, this facade stands in stark contrast to the experiences of those of us on the front lines. We continue to see an increase in workload without a commensurate acknowledgement or appreciation from command staff. As our responsibilities grow, the sense of feeling under appreciated grows.
This department is at a critical juncture. Without a shift in leadership’s perspective and a commitment to genuinely understand and address the issues facing the it, we will continue to lose our identity and effectiveness. Never before has there been such an ‘I’m counting the days until retirement and I can get out of here’ attitude as there is currently. Our personnel and their welfare need to be prioritized over public appearance and new vehicles, ensuring that we are not only recognized for our efforts but also compensated fairly. Our commitment to the public deserves more than empty promises and happy social media posts; it deserves respect and support.