• Established: CFD was formed in 2018 after the city decided to transition away from CalFire contracts  .
• Personnel: The department employs 21 staff in total:
• Administration: Fire Chief, and one Administrative Assistant.
• Suppression:18 line personnel across three shifts (A, B, C), including 3 Battalion Chiefs, 3 Captains, 3 Engineers, 6 Firefighter Paramedics and 3 Firefighter EMT’s.
• Prevention Bureau: 2 Fire Prevention Inspectors responsible for code enforcement, inspections, investigations, and community education .
CFD provides full-service, all-hazard emergency response, including fire suppression, rescue, and ALS Paramedic services.
⸻
📜 Mission & Organization
• Mission Statement: To deliver efficient response times, maintain highly trained personnel, and focus on fire prevention and community outreach, reinforcing their motto “Honored to serve our community”
⸻
🌄 History & Development
• Before 2018: Calimesa contracted with CalFire via Riverside County (1990–2017), typically with a 2-person engine crew offering Basic Life Support .
• Transition Process: In 2016, city consultants reviewed how to staff an in-house department, leading to the establishment of the CFD on January 1, 2018 .
• Current Capabilities: CFD now staffs a type 1 engine 3/0 ALS and a type 6 2/0 BLS .
⸻
🔎 Prevention & Planning
• The Prevention Bureau conducts plan reviews, enforces fire codes, performs building inspections, and manages fire investigations. They also handle subdivision and development plan reviews to ensure safety system compliance .
⸻
⸻
🌲 Community Context
Located along the Interstate-10 corridor at the base of the San Bernardino National Forest (wildland‑urban interface), CFD faces increased challenges from wildfires—e.g., the Sandalwood Fire of 2019, which burned over 1,000 acres, destroyed 74 structures, and resulted in two fatalities .
New young agency. Best equipment of any surrounding agency. But no focus on staffing. Low pay and poor benefits kill morale with no talks of change. Focus is on new latest and greatest equipment with short staffing the norm. A factual example from fiscal year 2021-2025 the floor staff have seen an overall 11.8% pay increase to salary only while the Fire Chief has received a whopping 64.5% salary increase.
The Calimesa Fire Department stands as a vital cornerstone of public safety for the community, yet it continues to face systemic challenges that undermine its operational strength and employee morale. One of the most pressing concerns is the department’s notably high staff turnover rate, currently sitting at 13%, a figure that reflects deeper issues tied to compensation, resource allocation, and leadership decisions.
Compensation and Competitive Disadvantage
Pay remains one of the most critical factors affecting retention and recruitment. Calimesa Fire Department compensation falls over 10% below the regional industry standard, making it difficult to attract and retain experienced paramedics, firefighters, and emergency medical technicians. As a result, the department has increasingly relied on lateral transfers and a revolving door of emergency staff—many of whom use the position as a temporary stopover before transitioning to better-paying agencies.
The problem is further compounded by the fact that even entry-level positions in fast food and logistics industries now offer more competitive wages, with greater benefits stability. In a profession where lives are at stake, the lack of financial parity is not just unsustainable—it is unacceptable.
Benefits Disparity and CALPERS Exclusion
Adding to the dissatisfaction is the lack of CALPERS retirement benefits for fire personnel, despite its availability to other city departments such as Public Works and City Hall. This disparity sends a clear message to current staff: their service is essential, but not equally valued. When those in non-emergency city roles receive better long-term financial security, it raises serious questions about the city’s prioritization of public safety professionals.
Leadership and Resource Allocation Issues
Leadership decisions have also played a role in the department’s struggles. The current Fire Chief has misinterpreted the pay scale for ALS (Advanced Life Support) interventions, leading to inconsistent compensation for critical care work. This has directly impacted staff morale, with many personnel feeling underpaid for the complexity and risk of their duties. Furthermore, apparatus that should be designated ALS continue to be understaffed or misclassified, resulting in forced shifts and burnout across the board.
Perception and Culture
Despite being a municipal fire agency, the department is still treated as though it operates under CalFire’s structural and cultural model—without receiving the resources, compensation, or recognition appropriate to a local department. Firefighters are often celebrated publicly only during emergencies, but rarely supported behind the scenes. This “tool in the shed” mentality—where the department is showcased when needed and sidelined otherwise—has eroded internal pride and created a culture of disillusionment.
⸻
Conclusion
The Calimesa Fire Department is staffed by dedicated professionals who continue to serve their community with integrity despite difficult circumstances. But without urgent reforms—particularly around compensation, benefits, staffing levels, and leadership accountability—the department risks becoming a revolving door of short-term hires rather than a sustainable, long-term emergency service provider. The city must recognize that investing in its fire department is not a cost—it’s a safeguard for every citizen.
Rating Breakdown
1.5/5
1.5/5
5/5
1/5
2 Reviews on “City of Calimesa Fire Department”
New young agency. Best equipment of any surrounding agency. But no focus on staffing. Low pay and poor benefits kill morale with no talks of change. Focus is on new latest and greatest equipment with short staffing the norm. A factual example from fiscal year 2021-2025 the floor staff have seen an overall 11.8% pay increase to salary only while the Fire Chief has received a whopping 64.5% salary increase.
The Calimesa Fire Department stands as a vital cornerstone of public safety for the community, yet it continues to face systemic challenges that undermine its operational strength and employee morale. One of the most pressing concerns is the department’s notably high staff turnover rate, currently sitting at 13%, a figure that reflects deeper issues tied to compensation, resource allocation, and leadership decisions.
Compensation and Competitive Disadvantage
Pay remains one of the most critical factors affecting retention and recruitment. Calimesa Fire Department compensation falls over 10% below the regional industry standard, making it difficult to attract and retain experienced paramedics, firefighters, and emergency medical technicians. As a result, the department has increasingly relied on lateral transfers and a revolving door of emergency staff—many of whom use the position as a temporary stopover before transitioning to better-paying agencies.
The problem is further compounded by the fact that even entry-level positions in fast food and logistics industries now offer more competitive wages, with greater benefits stability. In a profession where lives are at stake, the lack of financial parity is not just unsustainable—it is unacceptable.
Benefits Disparity and CALPERS Exclusion
Adding to the dissatisfaction is the lack of CALPERS retirement benefits for fire personnel, despite its availability to other city departments such as Public Works and City Hall. This disparity sends a clear message to current staff: their service is essential, but not equally valued. When those in non-emergency city roles receive better long-term financial security, it raises serious questions about the city’s prioritization of public safety professionals.
Leadership and Resource Allocation Issues
Leadership decisions have also played a role in the department’s struggles. The current Fire Chief has misinterpreted the pay scale for ALS (Advanced Life Support) interventions, leading to inconsistent compensation for critical care work. This has directly impacted staff morale, with many personnel feeling underpaid for the complexity and risk of their duties. Furthermore, apparatus that should be designated ALS continue to be understaffed or misclassified, resulting in forced shifts and burnout across the board.
Perception and Culture
Despite being a municipal fire agency, the department is still treated as though it operates under CalFire’s structural and cultural model—without receiving the resources, compensation, or recognition appropriate to a local department. Firefighters are often celebrated publicly only during emergencies, but rarely supported behind the scenes. This “tool in the shed” mentality—where the department is showcased when needed and sidelined otherwise—has eroded internal pride and created a culture of disillusionment.
⸻
Conclusion
The Calimesa Fire Department is staffed by dedicated professionals who continue to serve their community with integrity despite difficult circumstances. But without urgent reforms—particularly around compensation, benefits, staffing levels, and leadership accountability—the department risks becoming a revolving door of short-term hires rather than a sustainable, long-term emergency service provider. The city must recognize that investing in its fire department is not a cost—it’s a safeguard for every citizen.