Response from RCAF Commander: Firefighters raised concerns
12 March 2025
Robyn Hynes
Interim Ombudsman
Office of the DND/CAF Ombudsman
100 Metcalfe Street 12th Floor
Ottawa, Ontario, K1P 5M1
UPDATE ON PROGRESS TO ADDRESS ISSUES RAISED BY CAF FIREFIGHTERS
I have received your letter dated 25 October 2024 and would like to thank you for the frank and collaborative approach to improving the quality of service for Canadian Armed Forces (CAF) firefighters. Over the past few months, the Royal Canadian Air Force (RCAF) has led an effort to address the concerns detailed in your letter.
To address the concerns raised about the number of crews in each fire hall, the RCAF has submitted a Defence Team Establishment Plan request to the Vice Chief of Defence Staff for 70 additional firefighter positions. The current establishment for firefighters is 361 positions, with 295 positions allocated for fire hall crews. If approved, the addition of 70 positions will result in a 24% increase in the number of crew positions enabling a transition from the current one shift on, two shifts off, to the desired schedule of four shifts. Furthermore, the RCAF Future Occupations Working Group will analyze the growth required in the firefighter establishment to adequately support changing requirements, new fleets being delivered to the RCAF, updated leave policy, and increasingly larger and more complex infrastructure to be protected, with an aim to maintain the desired crew rotation schedule.
The CAF has been successful in hiring more firefighters, achieving 100% of our intake targets for the current Fiscal Year by 31 January 2025. We have increased the external direct entry intake for firefighters from 40 to 62 and are on track to meet these higher targets by the end of this Fiscal Year. This increase in intake is an initial step in generating the necessary trained personnel to address current shortfalls in crew sizes, reduce the daily workload of those within the occupation and enable more flexibility for work-life balance.
The ongoing firefighter occupation analysis led by Chief Military Personnel (CMP) has progressed into Phase four with no significant change to the scope of firefighter duties. Phase four of the occupation analysis will include a pay review by CMP Director Pay Policy and Development which might result in a pay scale that is better aligned with DND and civilian firefighters. The RCAF has no influence on this pay review process.
To better understand the issue of firefighter crews taking on additional tasks beyond their mandates, we are gathering more information to ascertain the scope of the problem and develop solutions to ensure firefighters are focused on their primary responsibilities. In addition, the CAF Fire Marshall and Personnel Support Programs are collaborating on delivering a Get-Well program focused on providing resources to CAF firefighters to better manage their individual health and wellness.
The firefighter occupation sees healthy recruitment levels. In addition to the retention measures we discussed during our meeting, the RCAF is exploring the feasibility of providing more geographical stability to provide more flexibility in how CAF firefighters balance their respective professional and family needs, and to enable consistency in employment and advancement opportunity for spouses’ careers. I will monitor the progress towards implementing these retention measures and their efficacy via the Annual Military Occupation Review for firefighters.
These updates will be communicated to the firefighter cadre by their Senior Occupation Advisor and will include any updates on infrastructure funding and upgrades. Please keep me informed of any additional concerns raised by CAF firefighters to your office. We look forward to working with you to address the issues raised during our discussion.
If you have any questions, please contact Colonel ***********, Director Air Personnel Strategy, at ***********@forces.gc.ca.
E.J. Kenny
Lieutenant-General