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ORANGE COUNTY FIRE RESCUE STUDY <br />NEW HOPE <br />~ <br />3 <br />4 <br />5 <br />6 <br />8 <br />9 <br />10 <br />11 <br />12 <br />13 <br />14 <br />15 <br />16 <br />17 <br />The Department should develop a recruitment and retention program. The Department <br />needs to recognize that more of its members will come from "white collar" professionals <br />rather than the traditional volunteer who works in the community in farming or a trade. The <br />recruitment program should reflect this. <br />New Hope is perceived by many of its members as a department where training and learning <br />are valued. A retention program should build upon this and expand the opportunities for <br />rewarding volunteers for their achievements. One approach is to increase the number of <br />company officers in the Department (Captain and Lieutenant). Allowing volunteers to work <br />toward a goal of achievement without having to displace others who have the same <br />accomplishment is an excellent retention tool and motivator for active participation. From a <br />personnel perspective and a human resource perspective, there is no such thing as too many <br />company ofFicers: someone will always drive and someone will always want to fight fire. <br />T'his approach also allows for a more structured approach to leadership development and <br />succession planning for the future of the Department. <br />49 <br />