The Little Rock Fire Department serves as a metropolitan fire agency, comprising over 430 frontline personnel dedicated to safeguarding the citizens of Little Rock from a range of hazards. The department boasts several specialized tactical units, including HazMat, Urban Search and Rescue, Water Rescue, Wildland, and Explosive Ordinance Response, reflecting its comprehensive approach to emergency response.
The commitment of the men and women in this department is commendable, as they consistently strive to serve the community under challenging conditions. Unfortunately, they often confront outdated equipment and resources that hinder their effectiveness. Their dedication in the face of these challenges deserves recognition and support.
With effective leadership and adequate resources, the Little Rock Fire Department has the potential to evolve into a premier organization that sets benchmarks for fire services within the state and beyond. However, the department currently grapples with significant issues stemming from a lack of support from city leadership. This situation has been further complicated by the recent decision of the current chief to abandon his department, after failing to address critical issues, to become the city manager—a position he did not even apply for. As a result, he will now oversee the decisions made by the new fire chief once selected, raising concerns about the continuity of effective leadership.
The authority of the Fire Chief appears limited, and while the assistant chiefs demonstrate competence, their effectiveness has been undermined by systemic issues within the administration. Concerns have been raised regarding an apparent culture of division fostered by the administration, which seems to encourage continued circumvention of the chain of command. The promotional processes have been diminished, and opportunities for professional development are often stifled, limiting growth for personnel who are eager to advance their skills.
Frontline personnel are frequently compelled to take the initiative in seeking training and professional development, as the administration has not prioritized these areas. Furthermore, the department’s apparatus, equipment, and living conditions at fire stations are often neglected, which poses increased risks to members during operations. The absence of a replacement plan or budget for maintenance exacerbates these issues.
Decision-making processes concerning the fire department appear to be influenced by other city departments, reducing the Fire Chief to a figurehead role rather than a proactive leader. While the Operational Chief possesses commendable communication skills and intelligence, there are concerns regarding their ability to advocate for the needs of the personnel they are meant to support. Similarly, the Administrative Chief, despite being knowledgeable and approachable, seems to have lost influence and effectiveness within the administrative framework.
The administrative support staff, empowered to exert control, sometimes treat frontline personnel with a lack of respect, undermining morale and cohesion. Although the training division has shown improvement and has the potential to be among the best in the state, it remains constrained by the administration’s short-sightedness.
The Fire Marshal division faces challenges with trust and accountability, often struggling to support personnel who require assistance, while concerns about the division chief’s presence and overtime compensation have been noted.
The Little Rock Fire Department has the potential to achieve excellence, but this aspiration hinges on the Fire Chief’s ability to address the issues of administrative support, advocate for personnel, and stand firm against external pressures. Without decisive action, morale will continue to decline, and the risks to personnel will remain high, potentially leading to tragic outcomes during emergency incidents.
Leadership at the top is horrible, allows people to circumvent the chain of command and “get their way” not upholding standards to the same level for all personnel. Developing into a “good ole boy” department.
Low standards for promotion. No enforcement of professionalism, minimal opportunity for career development classes.
Little to no expectations expressed or communicated from multiple captains. (Just do your job). No fitness standards, looks like a bunch of vollies out there.
Supply, even to get a uniform shirt, if they are in stock, is absolutely ridiculous as well as the quality.
Supply for gear/apparatus/equipment, good luck. No less than 30 days, on average 3 months for any of that to come in.
Front line apparatus that are 15+ years old. Just purchased 5 new ones and they’ve all been in the shop already. The shop might have one actual certified diesel mechanic. Constantly on reserve apparatus that are a mystery how they still operate. Multiple Trucks have still responded with “no aerial capability” causing another truck on the other side of the city to be dispatched significantly increasing response time/rescue capability. Running pickup (squads) trucks as frontline apparatus with no suppression capability additionally increasing risk for citizens to even have a chance of rescue. No punishment for wrecking apparatus nor do they even fix the damage.
Several stations with mold, leaking roofs, insects, broken/patched AC.
Morale? What’s that? Calendars for fundraising, don’t even think about it. “Not on city equipment” But let’s ask the citizens for more money… “you’ll get a tax deduction”
Pay is decent. But they prioritize captains for OT and then complain about the OT budget? Special people getting special OT privileges.
Getting to even a trial period of a 48/96 schedule took federal mediation. Regardless of statistics. But we “sure do love our first responders”
“Best job I’ve ever had”
They do the best with what they have, there’s some amazing people that make some amazing crews on the department. Also a lot of it is all about attitude/perspective. But honestly it’s slipping through the cracks and it seems top leadership doesn’t even care.
Rating Breakdown
1/5
1.3/5
1.3/5
3.3/5
4 Reviews on “Little Rock Fire Department”
Just wanted to do a rating…
Poor, outdated equipment. Stations in shambles, with mold, roof leaks and falling apart.
Evaluation of the Little Rock Fire Department
The Little Rock Fire Department serves as a metropolitan fire agency, comprising over 430 frontline personnel dedicated to safeguarding the citizens of Little Rock from a range of hazards. The department boasts several specialized tactical units, including HazMat, Urban Search and Rescue, Water Rescue, Wildland, and Explosive Ordinance Response, reflecting its comprehensive approach to emergency response.
The commitment of the men and women in this department is commendable, as they consistently strive to serve the community under challenging conditions. Unfortunately, they often confront outdated equipment and resources that hinder their effectiveness. Their dedication in the face of these challenges deserves recognition and support.
With effective leadership and adequate resources, the Little Rock Fire Department has the potential to evolve into a premier organization that sets benchmarks for fire services within the state and beyond. However, the department currently grapples with significant issues stemming from a lack of support from city leadership. This situation has been further complicated by the recent decision of the current chief to abandon his department, after failing to address critical issues, to become the city manager—a position he did not even apply for. As a result, he will now oversee the decisions made by the new fire chief once selected, raising concerns about the continuity of effective leadership.
The authority of the Fire Chief appears limited, and while the assistant chiefs demonstrate competence, their effectiveness has been undermined by systemic issues within the administration. Concerns have been raised regarding an apparent culture of division fostered by the administration, which seems to encourage continued circumvention of the chain of command. The promotional processes have been diminished, and opportunities for professional development are often stifled, limiting growth for personnel who are eager to advance their skills.
Frontline personnel are frequently compelled to take the initiative in seeking training and professional development, as the administration has not prioritized these areas. Furthermore, the department’s apparatus, equipment, and living conditions at fire stations are often neglected, which poses increased risks to members during operations. The absence of a replacement plan or budget for maintenance exacerbates these issues.
Decision-making processes concerning the fire department appear to be influenced by other city departments, reducing the Fire Chief to a figurehead role rather than a proactive leader. While the Operational Chief possesses commendable communication skills and intelligence, there are concerns regarding their ability to advocate for the needs of the personnel they are meant to support. Similarly, the Administrative Chief, despite being knowledgeable and approachable, seems to have lost influence and effectiveness within the administrative framework.
The administrative support staff, empowered to exert control, sometimes treat frontline personnel with a lack of respect, undermining morale and cohesion. Although the training division has shown improvement and has the potential to be among the best in the state, it remains constrained by the administration’s short-sightedness.
The Fire Marshal division faces challenges with trust and accountability, often struggling to support personnel who require assistance, while concerns about the division chief’s presence and overtime compensation have been noted.
The Little Rock Fire Department has the potential to achieve excellence, but this aspiration hinges on the Fire Chief’s ability to address the issues of administrative support, advocate for personnel, and stand firm against external pressures. Without decisive action, morale will continue to decline, and the risks to personnel will remain high, potentially leading to tragic outcomes during emergency incidents.
Leadership at the top is horrible, allows people to circumvent the chain of command and “get their way” not upholding standards to the same level for all personnel. Developing into a “good ole boy” department.
Low standards for promotion. No enforcement of professionalism, minimal opportunity for career development classes.
Little to no expectations expressed or communicated from multiple captains. (Just do your job). No fitness standards, looks like a bunch of vollies out there.
Supply, even to get a uniform shirt, if they are in stock, is absolutely ridiculous as well as the quality.
Supply for gear/apparatus/equipment, good luck. No less than 30 days, on average 3 months for any of that to come in.
Front line apparatus that are 15+ years old. Just purchased 5 new ones and they’ve all been in the shop already. The shop might have one actual certified diesel mechanic. Constantly on reserve apparatus that are a mystery how they still operate. Multiple Trucks have still responded with “no aerial capability” causing another truck on the other side of the city to be dispatched significantly increasing response time/rescue capability. Running pickup (squads) trucks as frontline apparatus with no suppression capability additionally increasing risk for citizens to even have a chance of rescue. No punishment for wrecking apparatus nor do they even fix the damage.
Several stations with mold, leaking roofs, insects, broken/patched AC.
Morale? What’s that? Calendars for fundraising, don’t even think about it. “Not on city equipment” But let’s ask the citizens for more money… “you’ll get a tax deduction”
Pay is decent. But they prioritize captains for OT and then complain about the OT budget? Special people getting special OT privileges.
Getting to even a trial period of a 48/96 schedule took federal mediation. Regardless of statistics. But we “sure do love our first responders”
“Best job I’ve ever had”
They do the best with what they have, there’s some amazing people that make some amazing crews on the department. Also a lot of it is all about attitude/perspective. But honestly it’s slipping through the cracks and it seems top leadership doesn’t even care.