The Kerrville Fire Department (KFD) is a fully staffed, career fire and emergency medical services agency serving the City of Kerrville, Texas, and surrounding areas. With approximately 81 personnel operating out of four fire stations, KFD provides a full spectrum of services including fire suppression, advanced life support (ALS) emergency medical response, technical rescue, hazardous materials response, and fire prevention.
KFD operates under a three-shift system for fire operations (48 hours on / 96 hours off) and a rotating schedule for EMS. The department maintains a modern fleet of fire engines, brush trucks, aerial apparatus, and seven ambulances capable of Mobile ICU-level care. Specialized teams are trained in swift-water, rope, confined space, and SCUBA rescue, and are affiliated with state-level emergency response groups such as Texas Task Force 1.
The Fire Marshal’s Office oversees fire code enforcement, plan reviews, fire investigations, and public safety education, supporting a proactive approach to community risk reduction. The department also plays a central role in local emergency management planning through a regional partnership with Ingram and Kerr County.
Rooted in a history that dates back to the late 1800s, the Kerrville Fire Department continues to evolve as a progressive, professional, and community-oriented agency committed to public safety.
This department is in crisis, and leadership is either blind to it or willfully ignoring it. The city manager continues to slash our budget under the guise of “saving money,” despite the fact that we’re already operating with bare minimum resources. There is no money left to cut — every reduction directly compromises safety, training, equipment, and response capability.
The administration appears to be EMS-focused only, with little to no regard for the fire side of operations. Firefighters are expected to act as mechanics, electricians, and contractors — fixing crumbling stations and broken infrastructure — while on duty. This is not only unsafe but insulting to trained professionals who should be focused on emergency readiness, not patching drywall or rewiring outlets.
Morale is at an all-time low. Certain figures in fire operations leadership have singlehandedly crushed motivation and pride, creating a toxic divide between those who want to improve the department and those content with coasting in dysfunction. It’s a constant battle between laziness and those actually trying to make a difference — and the people trying are burning out fast.
The community deserves better. So do the firefighters
This letter is written from within the walls of your own house – a house that’s burning from the inside while leadership stands outside, pretending not to smell the smoke.
Kerrville Fire Department has a rot beneath its surface, one that is eating away at morale, integrity, and any remaining respect for the uniform we once wore with pride. That rot starts at the top.
The Command Staff Has Failed.
What was once supposed to be leadership has become an echo chamber of incompetence, fear, and self-preservation. Decisions are made not based on merit or ethics, but ego and favoritism. Officers are selected not for leadership qualities but for their willingness to stay quiet, to look the other way, and to fall in line.
Real leaders listen. Yours dismiss.
Real leaders protect their people. Yours protect their image.
Real leaders carry the load. Yours pass the blame.
Personnel Issues Are Mishandled – Repeatedly.
Complaints vanish into black holes, diluted until meaningless or quietly swept under rugs. The unspoken policy is clear: If you raise concerns, you become the problem. Good men and women are broken down for daring to speak. Those who stay quiet survive – for now. But at what cost?
There is no safe channel. No neutral ground. HR is a formality. Administration’s response is performative at best, retaliatory at worst. Fear is a currency now, and it’s being spent every day by those who are supposed to lead.
The Culture Is Eroding – And You Know It.
We see what’s rewarded: silence, submission, and staying in favor with the right names. We see who’s pushed out, denied opportunity, or blacklisted: the outspoken, the principled, the brave. The department claims to value “family,” but families don’t gaslight their own. They don’t ignore abuse.
They don’t weaponize policy against their own people.
The younger generation sees this – and they’re already planning their way out.
The older ones?
They’re either hanging on for retirement or regretting staying this long.
Your Standards Are Not Standards.
They’re optics. They’re theater.
Accountability applies downward – never up.
Evaluations are a joke. Promotions are politics.
The community sees the uniforms and assumes honor. But some of us know what’s really behind the badge – and what it’s costing those who still try to live up to its promise.
This Is Your Moment.
You don’t know who wrote this, and that doesn’t matter. What matters is that someone had to.
That should shake you.
That should shame you.
The reputation of Kerrville Fire once carried pride. Now it carries weight. The kind that makes people dread coming to work. The kind that causes good firefighters to count down the days until they can leave – not because they don’t love the job, but because they can no longer endure the people running it.
Fix it.
Not for show. Not for politics.
Fix it for the ones still trying to do the right thing – in spite of you.
RegardingTo Those Who Are Frustrated, Disillusioned, or Burned Out:
Anonymous messages filled with blanket accusations and used as smear campaigns may stir emotion, but they do little to foster real progress or meaningful change. Leadership is not improved through baseless finger-pointing, nor is culture repaired through vague, sweeping grievances. There’s a difference between constructive criticism and nameless rants designed to tear down rather than build up. Herein lies the problem.
Cynicism is easy. Showing up, staying engaged, and helping move the department forward? That takes courage. Saying morale is low or that things are bad, that’s the easy part. Offering solutions and being a part of the change? That’s hard. Everyone wants the view, but few are willing to climb the mountain to get there.
Are there challenges in this department? Absolutely. But painting the entire leadership team as incompetent or blind is not only inaccurate — it’s unjust to the many who show up every day with integrity, pride, and purpose, regardless of rank. Like every fire department, we face staffing pressures, morale issues, financial constraints, and evolving service demands. But let’s separate fact from fiction.
This department is not in crisis. It is under pressure — just like hundreds of other departments across the country. To suggest that leadership is unaware or unconcerned is simply false. The decisions being made are based on fiscal realities, not on disregard for our people, our mission, or the community we serve.
No one in this department, leadership or operations, is “celebrating” budget constraints. But we are making the most of the resources we do have. The facts speak for themselves: new apparatus have been approved, budgeted, and being built. Equipment for both EMS and fire operations has been purchased and continues to be updated through dedicated funds. Trainings, conferences, and continuing education opportunities are consistently offered, one simply has to show interest and initiative. Chance for positive change is offered to members in opportunities to participate in committees in task forces.
We all want more: more money, more equipment, more personnel. But the mark of a professional is how they operate when resources are limited — not how loudly they complain. We focus on maintaining what we have, advocating where we can, and supporting and mentoring the team around us. That’s how progress is made — not through bitterness, but through focus and follow-through.
As for fire vs. EMS priorities, I don’t see one side as more important than the other. Emergency services are integrated for a reason and both are essential. Are some areas under-resourced? Yes. But that’s a challenge we need to work together to solve, not a reason to turn on each other.
As for station maintenance, yes, firefighters are often asked to take on minor facility tasks. That’s been part of the job for decades. Upkeep and betterment of our stations is part of maintaining pride in our house. I speak from experience when I say that no task has ever exceed what’s reasonable or expected.
Kerrville Fire is not perfect. No department is. But it’s still full of dedicated men and women who care deeply about the mission, the community, and each other.The claim that Kerrville Fire Department is “rotting” is not only an exaggeration — it’s an insult to the many professionals who continue to show up, do the work, and uphold the mission and vision of the Kerrville Fire Department with integrity every day. If you’re burned out, say it. If you’ve lost trust in leadership, bring specific concerns to the table. But hiding behind anonymity and throwing accusations without accountability helps no one, not your peers, not the department, and not the public we serve. Maybe it’s time for you look in the mirror and ask, “am I really helping?”
This department has good people working hard every day, and their efforts should not be overshadowed by nameless accusations delivered under the false flag of righteous outrage masquerading as truth. Most in the department, regardless of rank, remain committed to improvement, but we won’t be distracted by narratives that offer more heat than light.
If you want change, be part of it, not just a voice in the shadows. The Kerrville Fire Department will continue to move forward with or without your commitment.
Guy that gave 5 stars complaining about guys anonymously posting- then he anonymously called them out. He admitted we have multiple problems and still gave 5 stars. Kinda seems hypocritical. Maybe it’s just me.
The Kerrville Fire Department administration puts out the message in every shift meeting: they don’t want applicants who are just in it for a paycheck—they want people applying for the culture.
But the culture here **sucks**. It’s a culture of abuse, fear, and neglect. The department is reactive and will not draw in new talent unless changes are made. You’re right money isn’t everything. But I can’t pay my landlord in culture. That should be *one* of the factors when deciding on applicants—not the only one.
Training – Firefighters want to pursue education, both for EMS and fire. We want classes that are relevant to our community: swift water, ropes, extrication, critical care. We have young firefighters eager to help and learn, but they are brushed aside. Education is given only to those who have promoted, due to the fear of educating a firefighter just for them to leave. Firefighters are forced to pay out of pocket for classes and risk receiving no reimbursement.
We have as many teams and committees as we do firefighters. The FTO program includes almost half the department, but only about 12–15 members consistently want to help teach. The committees exist just to say we have them. Some advances have been made for mental health and wellness, but not enough to make a difference in the department. Physical standards are a joke, there’s no accountability for firefighters and physical fitness.
I agree that some station maintenance can be done by firefighters, but we should not be expected to complete all renovations. The stations have MOLD, and it is known by all members. The facilities need to be properly repaired and updated.
Trucks and ambulances are on back order, and we understand the wait times will only get longer. We’re not mad about how long it takes to build a truck—we’re mad that every truck we have is repaired with the cheapest, quickest fix (which ends up breaking after 24 hours). The citizens have spent millions of dollars on these trucks; the city needs to take care of them accordingly. The stations play musical engines with the reserves so much, I’d just consider it a frontline unit at this point.
To the officers who choose not to see:
This is not a fight against the department, this is a cry for help. This is the only platform people feel comfortable speaking on. Is that the culture you’re so proud of?
Firefighters technically have the opportunity to speak at shift meetings, but they rarely do. Why would they? The environment that YOU have created controls anyone lower through fear of rejection and retaliation.
Yes, you’ve all had it worse. We get it. But why should we continue it for the people who may end up filling your spot? Try backing your guys—and see how much morale improves
Rating Breakdown
2.2/5
2.2/5
2.4/5
3/5
5 Reviews on “Kerrville Fire Department”
This department is in crisis, and leadership is either blind to it or willfully ignoring it. The city manager continues to slash our budget under the guise of “saving money,” despite the fact that we’re already operating with bare minimum resources. There is no money left to cut — every reduction directly compromises safety, training, equipment, and response capability.
The administration appears to be EMS-focused only, with little to no regard for the fire side of operations. Firefighters are expected to act as mechanics, electricians, and contractors — fixing crumbling stations and broken infrastructure — while on duty. This is not only unsafe but insulting to trained professionals who should be focused on emergency readiness, not patching drywall or rewiring outlets.
Morale is at an all-time low. Certain figures in fire operations leadership have singlehandedly crushed motivation and pride, creating a toxic divide between those who want to improve the department and those content with coasting in dysfunction. It’s a constant battle between laziness and those actually trying to make a difference — and the people trying are burning out fast.
The community deserves better. So do the firefighters
This letter is written from within the walls of your own house – a house that’s burning from the inside while leadership stands outside, pretending not to smell the smoke.
Kerrville Fire Department has a rot beneath its surface, one that is eating away at morale, integrity, and any remaining respect for the uniform we once wore with pride. That rot starts at the top.
The Command Staff Has Failed.
What was once supposed to be leadership has become an echo chamber of incompetence, fear, and self-preservation. Decisions are made not based on merit or ethics, but ego and favoritism. Officers are selected not for leadership qualities but for their willingness to stay quiet, to look the other way, and to fall in line.
Real leaders listen. Yours dismiss.
Real leaders protect their people. Yours protect their image.
Real leaders carry the load. Yours pass the blame.
Personnel Issues Are Mishandled – Repeatedly.
Complaints vanish into black holes, diluted until meaningless or quietly swept under rugs. The unspoken policy is clear: If you raise concerns, you become the problem. Good men and women are broken down for daring to speak. Those who stay quiet survive – for now. But at what cost?
There is no safe channel. No neutral ground. HR is a formality. Administration’s response is performative at best, retaliatory at worst. Fear is a currency now, and it’s being spent every day by those who are supposed to lead.
The Culture Is Eroding – And You Know It.
We see what’s rewarded: silence, submission, and staying in favor with the right names. We see who’s pushed out, denied opportunity, or blacklisted: the outspoken, the principled, the brave. The department claims to value “family,” but families don’t gaslight their own. They don’t ignore abuse.
They don’t weaponize policy against their own people.
The younger generation sees this – and they’re already planning their way out.
The older ones?
They’re either hanging on for retirement or regretting staying this long.
Your Standards Are Not Standards.
They’re optics. They’re theater.
Accountability applies downward – never up.
Evaluations are a joke. Promotions are politics.
The community sees the uniforms and assumes honor. But some of us know what’s really behind the badge – and what it’s costing those who still try to live up to its promise.
This Is Your Moment.
You don’t know who wrote this, and that doesn’t matter. What matters is that someone had to.
That should shake you.
That should shame you.
The reputation of Kerrville Fire once carried pride. Now it carries weight. The kind that makes people dread coming to work. The kind that causes good firefighters to count down the days until they can leave – not because they don’t love the job, but because they can no longer endure the people running it.
Fix it.
Not for show. Not for politics.
Fix it for the ones still trying to do the right thing – in spite of you.
– Anonymous
RegardingTo Those Who Are Frustrated, Disillusioned, or Burned Out:
Anonymous messages filled with blanket accusations and used as smear campaigns may stir emotion, but they do little to foster real progress or meaningful change. Leadership is not improved through baseless finger-pointing, nor is culture repaired through vague, sweeping grievances. There’s a difference between constructive criticism and nameless rants designed to tear down rather than build up. Herein lies the problem.
Cynicism is easy. Showing up, staying engaged, and helping move the department forward? That takes courage. Saying morale is low or that things are bad, that’s the easy part. Offering solutions and being a part of the change? That’s hard. Everyone wants the view, but few are willing to climb the mountain to get there.
Are there challenges in this department? Absolutely. But painting the entire leadership team as incompetent or blind is not only inaccurate — it’s unjust to the many who show up every day with integrity, pride, and purpose, regardless of rank. Like every fire department, we face staffing pressures, morale issues, financial constraints, and evolving service demands. But let’s separate fact from fiction.
This department is not in crisis. It is under pressure — just like hundreds of other departments across the country. To suggest that leadership is unaware or unconcerned is simply false. The decisions being made are based on fiscal realities, not on disregard for our people, our mission, or the community we serve.
No one in this department, leadership or operations, is “celebrating” budget constraints. But we are making the most of the resources we do have. The facts speak for themselves: new apparatus have been approved, budgeted, and being built. Equipment for both EMS and fire operations has been purchased and continues to be updated through dedicated funds. Trainings, conferences, and continuing education opportunities are consistently offered, one simply has to show interest and initiative. Chance for positive change is offered to members in opportunities to participate in committees in task forces.
We all want more: more money, more equipment, more personnel. But the mark of a professional is how they operate when resources are limited — not how loudly they complain. We focus on maintaining what we have, advocating where we can, and supporting and mentoring the team around us. That’s how progress is made — not through bitterness, but through focus and follow-through.
As for fire vs. EMS priorities, I don’t see one side as more important than the other. Emergency services are integrated for a reason and both are essential. Are some areas under-resourced? Yes. But that’s a challenge we need to work together to solve, not a reason to turn on each other.
As for station maintenance, yes, firefighters are often asked to take on minor facility tasks. That’s been part of the job for decades. Upkeep and betterment of our stations is part of maintaining pride in our house. I speak from experience when I say that no task has ever exceed what’s reasonable or expected.
Kerrville Fire is not perfect. No department is. But it’s still full of dedicated men and women who care deeply about the mission, the community, and each other.The claim that Kerrville Fire Department is “rotting” is not only an exaggeration — it’s an insult to the many professionals who continue to show up, do the work, and uphold the mission and vision of the Kerrville Fire Department with integrity every day. If you’re burned out, say it. If you’ve lost trust in leadership, bring specific concerns to the table. But hiding behind anonymity and throwing accusations without accountability helps no one, not your peers, not the department, and not the public we serve. Maybe it’s time for you look in the mirror and ask, “am I really helping?”
This department has good people working hard every day, and their efforts should not be overshadowed by nameless accusations delivered under the false flag of righteous outrage masquerading as truth. Most in the department, regardless of rank, remain committed to improvement, but we won’t be distracted by narratives that offer more heat than light.
If you want change, be part of it, not just a voice in the shadows. The Kerrville Fire Department will continue to move forward with or without your commitment.
Guy that gave 5 stars complaining about guys anonymously posting- then he anonymously called them out. He admitted we have multiple problems and still gave 5 stars. Kinda seems hypocritical. Maybe it’s just me.
The Kerrville Fire Department administration puts out the message in every shift meeting: they don’t want applicants who are just in it for a paycheck—they want people applying for the culture.
But the culture here **sucks**. It’s a culture of abuse, fear, and neglect. The department is reactive and will not draw in new talent unless changes are made. You’re right money isn’t everything. But I can’t pay my landlord in culture. That should be *one* of the factors when deciding on applicants—not the only one.
Training – Firefighters want to pursue education, both for EMS and fire. We want classes that are relevant to our community: swift water, ropes, extrication, critical care. We have young firefighters eager to help and learn, but they are brushed aside. Education is given only to those who have promoted, due to the fear of educating a firefighter just for them to leave. Firefighters are forced to pay out of pocket for classes and risk receiving no reimbursement.
We have as many teams and committees as we do firefighters. The FTO program includes almost half the department, but only about 12–15 members consistently want to help teach. The committees exist just to say we have them. Some advances have been made for mental health and wellness, but not enough to make a difference in the department. Physical standards are a joke, there’s no accountability for firefighters and physical fitness.
I agree that some station maintenance can be done by firefighters, but we should not be expected to complete all renovations. The stations have MOLD, and it is known by all members. The facilities need to be properly repaired and updated.
Trucks and ambulances are on back order, and we understand the wait times will only get longer. We’re not mad about how long it takes to build a truck—we’re mad that every truck we have is repaired with the cheapest, quickest fix (which ends up breaking after 24 hours). The citizens have spent millions of dollars on these trucks; the city needs to take care of them accordingly. The stations play musical engines with the reserves so much, I’d just consider it a frontline unit at this point.
To the officers who choose not to see:
This is not a fight against the department, this is a cry for help. This is the only platform people feel comfortable speaking on. Is that the culture you’re so proud of?
Firefighters technically have the opportunity to speak at shift meetings, but they rarely do. Why would they? The environment that YOU have created controls anyone lower through fear of rejection and retaliation.
Yes, you’ve all had it worse. We get it. But why should we continue it for the people who may end up filling your spot? Try backing your guys—and see how much morale improves