VFBV

The Dandenong Fire Brigade are again sponsoring a firefighters health and safety awareness program of fire smoke.

This ‘Smoke Symposium’ training and awareness program is presented by the Fire Smoke Coalition of the United States, with sponsorship from the Dandenong Fire Brigade, and will feature world’s leading fire service experts on Hydrogen Cyanide (HCN) exposure and Smoke Toxicology 

Organisers are pleased to announce that we will have Jason Krusen from the FireSmoke Coalition attend to present at two single day workshops in August here in Melbourne. 

Key topics to be covered:

- Anatomy of smoke
- Atmospheric monitoring
- Air management
- Treatment of the smoke inhalation patient
- PPC & the dangers of contaminated gear

A copy of the advertisement is available for download at the bottom of this page.

VFBV has received a District Council request to advocate that for reasons of health and safety - that torches be mandated as forming part of CFA’s minimum Personal Protective Clothing and supplied by CFA.

State Council discussed this matter at their most recent meeting, and have requested a survey be conducted to determine Brigades and Group’s feelings on these topics, as well as gather some information on what type and how they should be allocated, to enable VFBV to form a position on which to advocate to CFA on behalf of all volunteers.  

They survey is open to Brigades, Groups and Individuals. (Results will be weighted accordingly)

Feedback or comments are due no later than Sunday 30th September 2018.

The online version of the survey can be completed by going to the following: https://www.surveymonkey.com/r/VFBVtorchSurvey

A paper copy is also available at the bottom of this page. paper copies can be returned via:

A multi-agency project team involving CFA, SES and Ambulance Victoria have launched a survey to gather the views of volunteers on a  future supplementary altering system, involving a mobile app.

VFBV supports this survey and project, and encourages all members who would like to compliment their paging service with additional options such as mobile apps to provide feedback via the survey. The survey closes on 31 July 2018.

You can complete the survey by clicking here.

Below is addition details reproduced from the CFA announcement on the 4th July 2018

DCO Gavin Freeman requests your feedback on a proposal to use a smart phone application as a Supplementary Alerting System (SAS). Take the survey before 31 July to have your say.

A Supplementary Alerting System (SAS) Project Team, which includes CFA, EMV, SES and Ambulance Victoria, is working to procure a smart phone application that can provide an additional way for receiving alerting messages.

With the purpose of supplementing the current EAS pager alerting system, the Project Team is seeking feedback from CFA people through this survey.

DCO Gavin Freeman encourages participation in the survey, which will assist in the design of the Supplementary Alerting System.

“We’re aware that many of you are currently using commercially available applications which provide this service, our aim is to procure an application that provides a common platform and is accessible by all our people,” he said.

“By taking part in this survey, you will help the SAS Project Team understand the views of our –people on these high-level requirements and to hear if there are other capabilities which should be included.

“Responses will then be considered for inclusion in the tender request sent to application providers.”

It is planned that tenders will be called for in August, with an application being made available later this year. The survey is being managed by EMV and to ensure the validity of the results, CFA people will be asked for name and member number. 

“It is important to note that these will only be used to confirm you are a CFA member when completing the survey. EMV will remove these details from any results supplied to the SAS Project Team, ensuring your feedback remains confidential at all times,” he said.

Gavin emphasised that any new smart phone application would always be a supplement to our pagers.

“Current pagers use a service that guarantees timely delivery of all messages and no telecommunications (phone) provider can give the same assurance. Pagers will continue to be CFA’s primary method of alerting staff and volunteers to emergency calls,” he said.

Take the survey by 31 July.

CFA have formally requested review and feedback on a CFA's proposed Integrity Framework.

Members are requested to please review and provide feedback on the draft framework available for download at the bottom of this page. Paper copies may also be requested via the VFBV office on (03) 9886 1141.

Any comments, suggested improvements or clarifications would be welcome, as would any concerns, aspirations practical limitations or difficulties members may seek or identify.

Feedback via email, or post would be most preferred, and feedback is welcome from any individual, brigade or group.

As we are expecting wide ranging views on this topic, VFBV is keen to ensure Brigades and Groups have an opportunity to provide feedback and/or comment and encourages any member or individual to provide comment. VFBV District Councils have also been requested to raise via local forums for discussion.

Feedback will be used to help inform VFBV's formal position and feedback to CFA.

How to make feedback

We have allocated our VFBV Policy Support Officer to coordinate and support field feedback. All formal feedback, comments or questions should be directed to Christine Fryer in the first instance, though members are encouraged to discuss their early thoughts with your local District Council Executive and State Councillors to inform local discussions.

Formal Feedback can be sent to:

Feedback is requested by no later than Monday 20th August 2018 - but much earlier if possible. It would be preferred that members provide feedback ASAP so that it can be received incrementally, allowing enough time to consolidate, identify trends/themes and research issues raised by members in preparation for our response to CFA.

CFA have formally requested review and feedback on a new CFA Business Rule: Traditional, Social and Digital Media

Members are requested to please review and provide feedback on the draft business rule that is availablefor download at the bottom of this page. Paper copies may also be requested via the VFBV office on (03) 9886 1141.

Any comments, suggested improvements or clarifications would be welcome, as would any practical limitations or difficulties members may identify.

Feedback via email, or post would be most preferred, and feedback is welcome from any individual, brigade or group.

As we are expecting wide ranging views on this topic, VFBV is keen to ensure Brigades and Groups have an opportunity to provide feedback and/or comment and encourages any member or individual to provide comment. VFBV District Councils have also been requested to raise via local forums for discussion.

Feedback will be used to help inform VFBV's formal position and feedback to CFA.

How to make feedback

We have allocated a VFBV Support Officer to coordinate and support field feedback. All formal feedback, comments or questions should be directed to Mark Dryden in the first instance, though members are encouraged to discuss their early thoughts with your local District Council Executive and State Councillors to inform local discussions.

Formal Feedback can be sent to:

Feedback is requested by no later than Monday 20th August 2018 - but much earlier if possible. It would be preferred that members provide feedback ASAP so that it can be received incrementally, allowing enough time to consolidate, identify trends/themes and research issues raised by members in preparation for our response to CFA.

Download Business Rule

A copy of the draft Business Rule is available from CFA Brigades Online and can be downloaded from here: https://cfaonline.cfa.vic.gov.au/mycfa/Show?pageId=displayDoc&docId=030091 

Hard copies are available from the VFBV Office to any CFA member and can be requested via (03) 9886 1141 or email This email address is being protected from spambots. You need JavaScript enabled to view it. for a copy. 

CFA volunteers have saved lives and property for decades and while the faces might be changing and the service evolving to meet changing needs, they remain an essential part of our community.

Volunteer Fire Brigades Victoria CEO Andrew Ford says the value and professionalism of volunteers make them a vital part of every regional Victorian community.

“The system works remarkably well and is always evolving to meet the growing and changing needs of today’s communities,” he said.

A newly edited video shows how CFA volunteer strength in numbers protects Victoria in times of need.  The video demonstrates how volunteer surge capacity defends one of the world's most fire prone areas. It is on YouTube at https://youtu.be/LmgbohOEBwk.

Mr Ford said some people might not appreciate the diversity and professionalism of the modern volunteer system.

“Gone are the days when firefighting was a role for just men,” he said. “Today we have highly experienced and qualified people from all ages, gender, backgrounds and demographics performing front line firefighting roles, operational leadership roles and support roles.

“When we are saving your property or helping in your time of need, you don’t care whether we’re male or female, paid or volunteer, or what our race, religion or sexuality we might be; you just appreciate volunteers are there with their local knowledge, experience, training and professionalism.”

Mr Ford said volunteers also benefit by giving back to their communities, learning new skills, developing leadership qualities and making new friends.

The VFBV continues to encourage everyone to become CFA volunteers to help protect their communities through a broad range of roles.

“As one of the most fire-prone places in the world, Victorians can be confident that with almost 60,000 volunteers and 1000 paid firefighters, we’re professionally trained and equipped for all fire risks and our huge volunteer numbers mean we have the ability to step up and respond anywhere in the state in times of disaster,” he said.

“Volunteer Week is the perfect time to recognise and thank volunteers for their dedication, professionalism and commitment, and to thank the people, families and employers who work with and support us, and the communities who have confidence in what we do and know how vitally important CFA is.

“Particular thanks goes to all of our CFA volunteers, to volunteers across other emergency agencies and to the many volunteers who provide valuable and dedicated services across a whole range of community needs – well done, celebrate your efforts with a deep sense of pride.  You are the spirit and foundation of community.”

People interested in volunteering can contact their local brigade.

The issue of Brigade and Group allowances is regularly raised with VFBV delegates as a matter of concern amongst members. As a result, State Council has recently decided to survey all Brigades and Groups to determine if current allowances are adequate.

A copy of the Annual Allowance Survey has been posted to all Brigade and Group Secretaries with this quarters VFBV mail-out. 

By inviting all Brigades and Groups to participate, we will be able to consolidate volunteer’s views on this issue, both at the local and State level as well as collect evidence to support any future advocacy on this important matter.

We would appreciate your response no later than Monday 6th August. You can either Post, email or fax your response to:

          Mail:      9/24 Lakeside Drive, Burwood East VIC 3151

`         Fax:        (03) 9886 1618

          Email:    This email address is being protected from spambots. You need JavaScript enabled to view it.

Whilst the preferred questions will only take a few minutes to answer, we urge you to consider spending some time on the detailed optional questions or consider attaching your annual budget. The requested detailed information will be critical to our ability to advocate from a strong evidence-based position. All individual Brigade and Group responses will be strictly confidential and will not be provided to CFA or anyone else without your express permission. All data will be aggregated and de-identified to protect your privacy.

Thank-you in advance for your participation, and if you have any questions or wish to discuss please feel free to contact your local State Councillor, a VFBV Support Officer or the VFBV office on (03) 9886 1141.

Applications are due to your Operations Manager by the 4th June.

The Minister for Emergency Services has announced the opening of this years VESEP (Volunteer Emergency Services Equipment Program).

VESEP provides funding to assist emergency service volunteers in acquiring a wide range of ancillary equipment in recognition of your significant contribution in supporting Victorian communities in times of emergency. The funding formula for the program in most instances provides for $2 for $1 of Brigade/Group funding.

The program launched in the year 2000, which back then was called the CSESP Program (Community Safety Emergency Support Program) and was designed in close consultation with VFBV and volunteers and achieved the goal of having an annual grants program for volunteers - designed by volunteers, with a low paperwork requirement, $2 in grant money for every $1 of local contribution for sustainability and local buy-in, local driven priorities with annual strategic state initiatives, robust district/region and state volunteer peer review and a quick and timely approval and notification process to the successful brigades and groups.

Since its inception, the program has completed over 1,500 projects totalling more than $110 million dollars.

VFBV have put together an Application Help Pack and Case Studies to assist Brigades and Groups with their applications. This pack offers practical suggestions and complements CFA’s Guidelines and the 2018/2019 Application forms.

The pack is available for download below, or if Brigades would like a printed copy posted to them, then please call the VFBV Office on 9886 1141

Members can also contact their local VFBV State Councillors and/or VFBV Support Officers for any additional information or assistance with their applications. Previous years Case Studies can be downloaded from here.

We wish all Brigades and Groups well with your applications and thank you for your untiring service to Victoria!

The Annual Memorial Service that honours those members who have lost their lives in the line of duty is being held on Sunday 6 May 2018.

The service will commence at 2pm at the South Barwon Civic Centre, 2 Colac Road, Belmont near Geelong.

This year marks the 20th anniversary of the passing of the five Geelong West firefighters (2/12/1998) at Linton and also 35th Anniversary of Ash Wednesday (16/2/1983) where CFA Members from Nar Nar Goon, Narre Warren, Panton Hill and Wallacedale lost their lives on that day at various areas around Victoria.

The Annual Memorial service is held on the Sunday closest to International Firefighters’ Day and St Florian’s Day (4 May). St Florian is the patron saint of firefighters. 

The Annual Memorial Service is an event to honour and commemorate the lives of CFA firefighters who have not returned home from the fireground. It's a time for reflection and just one of the ways we can remember the lives of 67 CFA members and 11 Country Fire Brigades Board and Bush Fire Brigades Committee firefighters (prior to the formation of CFA), who have paid the ultimate sacrifice and given their lives in service to protecting our communities.    

All are welcome to attend this service.

Please RSVP by Friday 21 April to Chelsea Collister (This email address is being protected from spambots. You need JavaScript enabled to view it. or phone on 9262 8513). 

Invitation open to all volunteers to apply.

Current VFBV Board vacancy, and forthcoming vacancies, for which applications are invited from interested volunteers include:

1. Current VFBV Board vacancy (retired member not eligible to apply), with term of appointment until 1st October 2019. Closing date for applications 25th May 2018
   
   
2. Forthcoming VFBV Board vacancies will arise when the terms of Andy Cusack, Nev Jones, Bill Maltby and Bruce Pickett expire on 1st October 2018; all members are eligible for re-appointment.  The four terms of appointment will be for two years, expiring 1st October 2020. Closing date for applications 1st August 2018.

VFBV is the representative body (Association) for CFA Volunteers and is established under Victorian law, the Country Fire Authority Act, to represent CFA volunteers on all matters that affect their welfare and efficiency.

VFBV advances the interests of all Victorian fire brigade volunteers and advocates on their behalf to CFA and other key stakeholders. The VFBV Board drives policy development based on volunteer input and is involved in management of issues of central importance to all CFA volunteers.

The role of a VFBV Board Member involves contributing to VFBV direction, policy determination and monitoring the performance and governance of the Association.  Also actively contributing to policy discussion at Board Meetings, networking with others about policies and issues management, and not only making decisions but being prepared to actively advocate for the benefit of all CFA volunteers and ultimately the Victorian community.

A Board Member Role Statement including the key selection criteria is available from the VFBV office or can be downloaded from the bottom of this page.

This is an honorary position; no honorarium is paid.

If you are motivated by the prospect of making a difference for CFA volunteers, then send your written application addressing the key selection criteria in the role statement, plus an outline of your CFA activity including the names of two referees. 

It is requested that your application clearly states whether you are applying for the casual vacancy (term until 1st October 2019), or the forthcoming vacancies (terms until 1st October 2020), or both.  Applications can be for both if received by 25th May 2018.

Applications must be lodged for these vacancies with VFBV by Friday 25th May 2018 and/or Wednesday 1st August 2018 to: 

VFBV, 9/24 Lakeside Drive, Burwood East  3151

Enquiries can be made via Tel: 9886 1141;  Fax: 9886 1618;  or email  This email address is being protected from spambots. You need JavaScript enabled to view it.

A reminder for everyone to consider getting along to the VFBV State (Rural) Championships to be held at Warrnambool this weekend (Saturday 7, Sunday 8 April). 

The Seniors will be competing on the Saturday, and the Juniors will be competing on the Sunday.

This will be the 62nd Senior State Rural Championship and the 40th Junior State Rural Championships.

Events at the rural championships which evolved in the 1950's are based around more current fire ground practices and most use either tankers or replica tanker stands for most of their events.

Results from this weekends Championships will again be posted here: https://www.facebook.com/Volunteer-Fire-Brigades-Victoria-Championships-451309545285820/

And we also be running our live stream of Photo's from the weekend via our Flickr account at; https://www.flickr.com/photos/vfbv/albums/with/72157693786197555

State Championships allow volunteer firefighters to test their skills and prowess against opposing Brigades in a congenial atmosphere and provides an opportunity to strengthen existing friendships and form new bonds with Brigade members throughout Victoria and interstate.  Unlike a real bushfire or structural fire situation, which often pits firefighters against mother nature and where lives and property are at risk, these drill competitions are more firefighter versus firefighter, and Brigade versus Brigade, which allows for a more friendly opponent than mother nature.

The Top 10 benefits and objectives of our competitions and State Championships are to:

1. increased operational firefighting efficiency and discipline
   
   
2. develop, maintain and enhance the operational skills of firefighters by providing a competitive environment to promote and hone training and skills maintenance in core and fundamental firefighting skills and practices
   
   
3. develop teamwork and leadership skills of individuals and Brigades
   
   
4. increased health and fitness development and promotion of healthy lifestyle and its correlation to increased firefighting efficiency and effectiveness
   
   
5. promote comradeship amongst firefighters, sense of belonging and networking
   
   
6. encourage family participation and strengthen community engagement and involvement in local Fire Brigade’s
   
   
7. encourage our future CFA volunteer firefighters and provide early exposure to young people to instil a sense of community service and the importance of local Fire Brigade’s
   
   
8. promote a professional image of CFA to the community
   
   
9. instil and promote the Australian tradition of having a go, and doing your best
   
   
10. promote and recognise our future CFA, Brigade and VFBV leaders and celebrate excellence

NOTE TO MEMBERS – Saturday 31^st March 2018                                         

Yesterday the Victorian Upper House voted to reject the Governments Fire Service restructure legislation. This is an extremely good outcome for CFA, Victoria's Fire Services and all Victorians.

Despite the Governments spin - the proposed restructure provided no additional resources, capacity or flexibility for Victoria's fire services than exists today and in fact the proposed changes proposed to dismantle the CFA integrated model, further fragment the fire services, erode the CFA Chief Officers powers and ability to manage CFA operations and posed a dire threat to Victoria's future capacity to deal with major fires and sustain the volunteer surge capacity required for major fires and emergencies.

BRIEF RECAP

To recap, this proposed legislation change was announced by Premier Daniel Andrews and Minister James Merlino in May 2017 and subsequently received wide spread condemnation for being ill-conceived, driven by an industrial interference agenda, diminishing and discouraging volunteer capacity, dismantling the CFA integrated model and eroding the CFA Chief Officers power and control of CFA resources. 

Despite Government spin, the proposed legislative changes provide no additional service capacity or service interoperability than exists today and in fact the proposed changes further fragment the fire services.  During the past year, the Governments own messaging indicates the proposed changes were motivated by a Government and United Firefighters Union desire to find a way to push ahead with an over reaching EBA that limits how CFA supports, equips, recognises, respects and consults with volunteers.

People will recall that the proposed legislation was introduced in May 2017 without consultation with volunteers, and without involvement of representatives from Emergency Management Victoria, the Country Fire Authority or the Metropolitan Fire Brigade. 

PRESUMPTIVE LEGISLATION

Appallingly, the proposed legislation combined two totally separate issues, one being firefighter’s presumptive compensation rights for cancer illness caused by firefighting duties and the other being the proposed fire services structure and arrangements changes that essentially carve up CFA, one as a ransom note for the other.

There was a motion put by Daniel Young on behalf of the Shooters, Fishers and Farmers Party to split the Bill and appropriately separate the firefighter’s presumptive compensation rights for cancer illness aspects of the Bill from the proposed fire services restructure, allowing the presumptive compensation aspects of the bill to proceed, and be put to a vote.  This motion was supported by the Coalition and Vote 1 Local Jobs member, James Purcell.

This motion was defeated by one vote, with Labor, the Greens and Reason Party MP’s voting against a motion that would have allowed Presumptive Legislation for firefighters to have been passed this week.

LEGISLATIVE COUNCIL ALL-NIGHT SITTING

Yesterday's final vote in the Upper House came on the back of an unprecedented all night sitting of the Upper House on Easter Good Friday. The Legislative Council began at approx. 0930am on Thursday morning, and was forced to sit for close to 26 hours, (with this being the first time in Victoria's history of the Council being forced to sit on Good Friday) with the all night marathon sitting forced to push through to continue sitting well into Good Friday. This move was heavily criticised by many MPs and was clearly driven by the Government seizing on the misfortune of a sick MP, Dr Rachel Carling-Jenkins and thinking that without her vote opposing the Bill they could sneak the vote through.

Once again, the rejection of this ill-conceived legislation is well received and volunteers and communities across Victoria have already started actively voicing their gratitude for the sustained effort and support from those MPs who rejected the Bill and prevented the destruction of CFA.

NEXT STEPS

There will be further information forwarded during the coming week, with more details of the debate and next steps.

VFBV officers have received dozens of calls from volunteers asking for their comments of appreciation and thanks to be passed on to MPs, particularly to the MPs from the Coalition and independent MPs James Purcel (Vote One Local Jobs), Jeff Bourman and Daniel Young ( Shooters, Fishers and Farmers Party) and also to Dr Rachel Carling-Jenkins, who has previously made public comment on her concerns and opposition to the proposed fire service restructure legislation, and despite being  unable to attend the Upper House committee debate released public statement confirming her position with regard to the Bill had not changed.  People wishing to pass messages to these MPs are encouraged to this directly with them.

Volunteers are also encouraged to contact Labor, Greens and the Reason Party MPs who were pushing for the Bill to be supported, to see what can be done to build their understanding of how CFA actually operates, the professionalism and first class services provided by volunteers and to correct numerous incorrect comments they made during the Upper House committee debate.  VFBV will be reviewing the Upper House committee debate transcript in detail and will provide volunteers with further briefing as soon as possible  on some of the comments, assertions and propositions that need follow up.

THANK YOU

Thank you to the huge number of volunteers and supporters who are tuned into this vitally important issue. It is unclear what the Government will do next but for now the flawed legislation to carve up the CFA has been rejected by Parliament.  Great news for all Victorians.

It is also worth reflecting on the fact, that whilst the Upper House was debating the carve up and destruction of the world renowned fully integrated CFA, volunteers along with our paid colleagues, were out selflessly raising money shoulder to shoulder for the Royal Children Hospital’s Good Friday appeal.

In an outstanding result, CFA is reported to be the biggest contributor to a record breaking Good Friday appeal, with CFA members raising in excess of $1.67 million dollars for the appeal. CFA members have been participating in this appeal for 67 years, with over $30 million raised over the years by CFA members for the Royal Children’s Hospital.

Werribee Fire Brigade, celebrating the raising of over $1 million for the appeal over the last 40 years, presented the CFA cheque for $1,677,628.35 to this year’s appeal during the Channel 7 live telecast.

In closing, please be respectful to one another, including those who were driving an agenda that we disagree with.  For now, our focus should be about everyone getting on with keeping CFA the great organisation it has always been, making it even stronger into the future and continuing to do what we are all motivated by, serving and protecting our communities.

Have a safe and happy Easter.

Andrew a Ford.
CEO, Volunteer Fire Brigades Victoria 

Dear Members,

Please be aware that the Government has exploited Dr Rachel Carling-Jenkins illness and hospitalisation, and has used its numbers to move its Fire Services Reform Legislation to a vote. The Upper House (Legislative Council) is debating the bill, and has been forced to sit all night overnight, and is extending into good Friday. They have not been allowed to adjourn and are continuing to debate. 

This is the first time in Victoria's history that the Legislative Council has been forced to sit on Good Friday, and all motions to adjourn debate to allow MP's to observe the religious holiday have been defeated. 

You can access the Parliaments live stream from here; https://www.parliament.vic.gov.au/video-and-audio/live-broadcasting

We wish all members undertaking today's Good Friday Appeal on behalf of the Children's Hospital a successful day.

The Spirit of CFA Awards recognise outstanding achievements and significant contributions made by CFA staff and volunteers to CFA, local communities and the state of Victoria.

The Spirit of CFA Awards, which are proudly supported by BankVic and the Victorian Government Valuing Volunteers Program, have the potential to positively impact members, and improve CFA’s standing in the community as an organisation of choice for volunteering and employment. Recognising achievements is an important element of a healthy workforce.

Local communities, organisations, government agencies, brigades, districts and regions are welcome and encouraged to nominate a CFA individual or team for an award.

We’re especially interested to hear about the quiet achievers who go about their daily work without any thought of being recognised.

To be eligible for an award, the nominees must be a current CFA member and demonstrate an outstanding achievement and/or significant contribution to CFA and the community within the past two years (1 January 2016 to 31 December 2017)

Nominate a CFA member or team now (by clicking here)

Nominations close 11.59pm Sunday 8 April 2018 and Finalists will be announced early May.

For more information, please email This email address is being protected from spambots. You need JavaScript enabled to view it.

Category descriptions:

Youth Award (proudly supported by Bank Vic)
The Youth Award acknowledges CFA members between the age of 11 and 25 who inspire others through their commitment to their brigade and community and consistently demonstrate collaboration, initiative and leadership.

This award is open to all individuals between the age of 11 and 25 at the time of nomination.

Seniors Award
The Seniors Award pays tribute to CFA members over the age of 60 who inspire and mentor others through their commitment to their brigade and community and consistently demonstrate collaboration, initiative, and leadership.

This award is open to all individuals over the age of 60 at the time of nomination.

Living the Values Award
The prestigious Living the Values Award honours CFA members who have and continue to exemplify CFA's Values. Nominees promote safety at all times; they show respect, empathy, and understanding, they act with integrity, honesty, and fairness. Nominees also work collaboratively, maintaining open communication and are able to respond and adapt to change.

This award is open to individuals of all ages, locations, and roles.

Inclusion and Fairness Champion Award
CFA's Inclusion and Fairness Champion consistently demonstrates honesty and fairness, they are a champion for equality, diversity and inclusion by challenging the status quo and breaking down the systemic barriers to inclusion and diversity. This CFA member encourages mental health awareness and promotes both physical and mental safety and wellbeing.

This award is open to individuals and teams of all ages, locations, and roles.

Excellence in Community Engagement Award
The Excellence in Community Engagement Award recognises CFA members who have worked collaboratively to develop and apply innovative approaches to community engagement. Their dedication to community safety and resilience has created meaningful and lasting relationships and results.

This award is open to individuals and teams of all ages, locations, and roles.

Excellence in Interagency or Group Cooperation Award
The Excellence in Interagency or Group Cooperation recognises members who engage with other emergency management agencies before, during, and/or after an emergency. By building partnerships, sharing knowledge, and working in collaboration, nominees promote and practice interoperability to ensure the needs of the community are met.

This award is open to individuals and teams of all ages, locations, and roles.

Excellence in Partnership Development Award
The Excellence in Partnership Development recognises CFA members who engaged with other agencies and community organisations before, during, and/or after an emergency. By collaborating with key stakeholders, nominees have improved the efficiency of emergency management arrangements in their brigade and local area to meet stakeholder and community needs.

This award is open to individuals and teams of all ages, locations, and roles.

Excellence in Sustainability Planning Award
The Excellence in Sustainability Planning Award acknowledges the contribution made by CFA members in ensuring we have the capability and resources to keep the community safe. By showing leadership in planning and preparation, and encouraging the development of our people, CFA will meet community needs now and into the future.

This award is open to individuals and teams of all ages, locations, and roles.

Excellence in Innovation Award

The Excellence in Innovation celebrates CFA members who lead transformational change to our services, systems, governance, and processes to improve service delivery outcomes; meeting organisational and community needs now and into the future.

This award is open to individuals and teams of all ages, locations, and roles.

NOTE TO MEMBERS – 28^th March 2018                                        

GOVERNMENT FIRE SERVICES REFORM LEGISLATION UPDATE

SUMMARY

This is a brief note to provide an initial update regarding developments in the Victorian Parliament Upper House yesterday specifically relating to the Governments proposed fire services restructure and presumptive legislation Bill.

The legislation was considered by the Upper House yesterday along with some ineffectual amendments tabled at the last minute.  Beyond the fundamental concerns about the legislation, the Government received strong criticism about the last-minute tabling of these amendments, the lack of briefing prior to them being tabled in the Upper House and the sudden haste to push the legislation through whilst parts of Victoria and many volunteers have been involved in major fire events.

Seizing on the absence due to illness of one MP who has indicated she does not support the legislation, the Government used its numbers to extend the sitting of the Upper House late into the evening.  And due to the ill MP being hospitalized and unable to return to parliament yesterday the Government, with the support of the Greens and Reason Party MPs, was able to get the numbers to get a supporting vote through.   The legislation was supported by one vote and has now passed the second reading stage.

The legislation was supported by one vote in an outcome that would have been totally different if the Government had followed standard practice of pairing a vote with the sick MP who had to urgently depart Parliament.

This is an alarming and very disappointing outcome and puts the future of CFA under serious doubt.

The legislation is scheduled to go back to the Victorian Upper House for further debate and questions tomorrow.  If passed the legislation will bring an end to integration and the CFA as we know it.

BRIEF RECAP OF THE JOURNEY SO FAR

To recap, this proposed legislation change was announced by Premier Daniel Andrews and Minister James Merlino in May 2017 and subsequently received wide spread condemnation for being ill-conceived, driven by an industrial interference agenda, diminishing and discouraging volunteer capacity, dismantling the CFA integrated model and eroding the CFA Chief Officers power and control of CFA resources.  Despite Government spin, the proposed legislative changes provide no additional service capacity or service interoperability than exists today and in fact the proposed changes further fragment the fire services.  The Governments own messaging indicates the proposed change has been motivated by a Government and United Firefighters Union desire to find a way to push ahead with an over reaching EBA that limits how CFA supports, equips, recognises, respects and consults with volunteers.

The proposed legislation was introduced in May 2017 without consultation with volunteers, and without involvement of representatives from Emergency Management Victoria, the Country Fire Authority or the Metropolitan Fire Brigade. 

Appallingly, the proposed legislation combines two totally separate issues, one being firefighters presumptive compensation rights for cancer illness caused by firefighting duties and the other being the proposed fire services restructure and arrangement changes that essentially carve up CFA, one as a ransom note for the other.

Based on concerns raised about the proposed legislation, including fundamental flaws and the lack of transparency underpinning its development, the legislation was referred to a Fire Services Bill Select Committee back in mid 2017.  That Committee provided a detailed report in August 2017 making a number of key findings and recommendations (see attached), specifically including findings and recommendations completely opposite to the effect of the legislation now before parliament again yesterday.

Since August 2017 the proposed legislation has sat to the side-lines, well down the Upper House agenda list and not debated, no doubt because there has been strong indication from coalition and cross bench MPs that the legislation would not be supported if put to the vote.

OUTCOME FROM THE UPPER HOUSE YESTERDAY

The legislation was eventually put for debate in the Upper House yesterday.  Appropriately, there has been much criticism about the disrespect this shows by the Government for the parts of Victoria still experiencing or recovering from the impact of major fires and the fact that volunteers from across Victoria have been heavily involved in major firefighting and recovery deployments. 

As indicated above, the legislation was debated in the Upper House yesterday along with 29 pages of amendments that were apparently tabled to MPs yesterday.  From a quick read, these amendments do not address concerns raised by VFBV including many concerns known to be shared by many senior officers within CFA. 

Due to the volume of amendments and the late tabling of these there was a motion put to parliament yesterday for the debate to be adjourned for a day or two so that due consideration could be given.  This motion was voted down by Labor, Greens and the Reason Party MPs.

Due to an illness and hospitalisation yesterday of one of the cross bench independent MPs, who has indicated she does not support the legislation, the Government was able to have the numbers to get a supporting vote through late last night. 

VFBV understands that it is a long standing standard practice that when an MP from one side of an argument falls ill or cannot attend parliament sitting they will be paired with a corresponding MP from the other side of an argument, to keep the deliberations of parliament ‘fair play’.  VFBV also understands that this request for a pairing was rejected by the Government yesterday. 

The outcome is that by days end yesterday the Upper House voted on the second reading of the proposed legislation and the proposed legislation now progress to a committee phase and potentially final decision tomorrow.

There was then a motion put by the Victorian Shooters, Fishers and Farmers Party to split the Bill and appropriately separate the firefighters presumptive compensation rights for cancer illness aspects of the Bill from the proposed fire services restructure, allowing the presumptive compensation aspects to proceed.  The motion to split the Bill, allowing presumptive rights aspects to proceed, was voted against by Labor, Greens and the Reason Party MPs. The motion was defeated by one vote.

NEXT STEPS

The legislation will now be considered by the Victorian Parliament Upper House again tomorrow with a process of MP’s working through the legislation in detail and an opportunity to ask questions, seek further amendments etc.  Depending on progress of these discussions the legislation could be voted again tomorrow and either supported or rejected.  If the legislation is voted and supported tomorrow without amendment, it will become law.

VFBV has already provided very detailed briefings to MPs about our concerns with this legislation and will continue to advocate these concerns today, tomorrow and beyond.  Pending the outcome of tomorrows debate there will be further campaign action activated and further information will be provided to support and coordinate this. 

Between now and the close of tomorrows debate volunteers are encouraged to re activate contact with your local MP and voice your views about the impact of the changes of the proposed legislation and also the foul play used to push this legislation through by seizing on the illness of an MP to rort the numbers and vote outcome.

LOOK AFTER YOURSELVES AND WATCH OUT FOR EACH OTHER

During these difficult times, it is extremely important that you look after yourself, and your fellow peers.

While emotions are running high, it is now more important than ever to support one another, and be kind to one another. Show compassion and empathy for those you interact with, and act with honour and respect. We would urge members not to resign, we joined to protect our communities, and our communities still rely on us. We will not be taking this lying down, and we will pursue this until the end.

This also a good opportunity to remind members of the following services available to all CFA members:

Emergency contacts

If your query is urgent, you should seek immediate assistance using one of the contacts below:

CFA Member assistance program

Access to psychologists and counsellors who can provide support to members and their families in managing the impacts on their psychological health and safety.

Phone 1300 795 711 (24 hours)

Lifeline

Lifeline provides crisis support 24 hours a day, 7 days a week.

Phone 13 11 14 (24 hours)

BeyondBlue Support Service

Access free, confidential support from a trained mental health professional.

Phone 1300 22 4636

Non-urgent contacts

There are a number of services available to members and their families to deal with non-urgent issues:

Member assistance program

Access to psychologists and counsellors who can provide support to members and their families in managing the impacts on their psychological health and safety.

Phone 1300 795 711 (24 hours)

Peer support program

CFA Peers are trained to provide Psychological First Aid following Potentially Traumatic Events, one on one support and links to other services for members and their families.

Phone your local Peer Coordinator. A complete listing of all peers by District can be found at; http://cfaonline.cfa.vic.gov.au/mycfa/Show?pageId=publicDisplayDoc&docId=017975

Chaplaincy program

Chaplains are allocated on a district basis. They provide pastoral care to members and their families including spiritual, physical, psychological and emotional care. Support is not limited to a faith.

Chaplains can also be contacted directly. Contact your local CFA office for more details.

Phone 1800 337 068 (24 hours)

*               *               *

Update 12/03/2018 1500: Final Results

Final results from the weekend can now be downloaded from the bottom of this page, under Attachments.

The 2018 Champion Competitor is Matt Royal, from Maryvale Fire Brigade. Jackson Dargaville & Jamie Hart both from Kangaroo Flat Fire Brigade came in equal second.

Update 12/03/2018 1330: Final Aggregate Results

Update 12/03/2018 0800: Champion Competitor Interim Results (As at end of Day 2)

Update: End of Day 2 Results

Results from this weekends State Senior Championships in Bendigo are being posted here: https://www.facebook.com/Volunteer-Fire-Brigades-Victoria-Championships-451309545285820/

You can also access a live photo feed from the weekend via our Flickr account found here: https://www.flickr.com/photos/vfbv/albums/72157691269033832 

Aggregate Results - End of Day 1

VFBV State Championships are one of Victoria's proudest and longest traditions, running for nearly 150 years with the first State Championship held in Melbourne in 1873.

Today, competitions and the State Championships remain an integral part of CFA activities and provide opportunities for many brigades across the State to come together to compete against each other in a range of events.

CFA is seeking to better understand the experiences of individuals in participating in championships and competitions which will help inform future initiatives to support the ongoing growth and sustainability of these events.

You are invited to complete a survey that CFA is conducting to share your experiences and provide valuable ideas and insights from the perspective of participants, officials and supporters.  The survey will remain open until the end of April and all responses will remain confidential.

There will also be an opportunity to complete the survey and provide feedback at the upcoming State Championships.  You can do this by visiting the ‘Championships – Have you say’ stand in the corporate marquee at the event during the following dates and times:

State Urban Championships – Bendigo

Saturday 10th and Sunday 11th March - 9am to 4.30 pm

State Rural Championships – Warrnambool

Saturday 7th April – 9am to 4.30pm

Sunday 8th April – 9am to 1pm

The survey can be completed online by following the link https://www.surveymonkey.com/r/championships1 

If you would prefer to receive a paper copy of the survey you can request this by speaking to Raelene Williams on Ph: 0418 739 469 or email: This email address is being protected from spambots. You need JavaScript enabled to view it. 

A reminder for everyone to consider getting along to the VFBV State Urban Senior Championships to be held at Bendigo this weekend (Saturday 10, Sunday 11, Monday 12th March). 

The Bendigo and Districts Fire Brigades Championship Committee in partnership with the City of Greater Bendigo is again hosting the 2018 VFBV Urban State Championships in Bendigo this weekend.

This will be the 135th State Urban Championships, with this year attracting 49 Senior teams, including three teams from Western Australia.

Results from this weekends State Senior Championships will be posted here: https://www.facebook.com/Volunteer-Fire-Brigades-Victoria-Championships-451309545285820/

And we also be running our live stream of Photo's from the weekend via our Flickr account at; https://www.flickr.com/photos/vfbv/albums/with/72157693786197555

Note to Members: Emergency Management Legislation Amendment Bill 2018

This note seeks to bring to your attention some legislative amendments currently before the Victorian Parliament seeking to amend amongst other things the Emergency Management Act 2013 and consequential amendments to the CFA Act 1958, which for the most part are restricted to aspects relating to Regional and Municipal Fire Prevention committees and planning.

At a fundamental level the proposed legislative amendment removes the Regional and Municipal Fire Prevention Committees from the CFA legislation shifting the powers, responsibilities and arrangements previously assigned to CFA to now come under the EM Bill and Emergency Management Victoria (EMV). 

VFBV became aware in recent days that this amendment Bill has now been introduced for consideration to the Victorian Legislative Assembly (Lower House) by Minister Merlino last week by way of a first reading speech on the 20th Feb 2018.  Debate on the amendments is expected to resume on the 7th March before then proceeding to the Upper House.

Historical Issues

Following the introduction of IFMP (Integrated Fire Management Planning), arrangements surrounding Regional and Municipal fire prevention committees has been a topic of discussion amongst volunteers, CFA and within communities for quite some time.

For many years volunteers have been raising concerns including;

1. The weakening of formal local engagement between Brigades/Groups, CFA and the Municipal fire prevention committee’s
   
   
2. A reduced focus on wider community engagement in the development of Municipal fire prevention plans
   
   
3. changes in volunteer representation to the Committee’s, and changes to meeting times and days that sometimes hinder volunteer/community involvement
   
   
4. A reduced focus on the coordination and planning of fire breaks, and strategic fuel reduction plans for areas located within the municipality (but not located on public land)

These concerns have been discussed at length following changes to the composition and process of Municipal Emergency Management Planning Committees since about 2014 and both CFA and VFBV have previously identified that these and several other issues should be considered in any future legislative arrangements. 

It would appear these concerns and previous input may have been lost along the journey, as they do not appear to have been addressed in the proposed legislative changes.

Proposed Advocacy

Having reviewed the amendments now outlined in the proposed Bill and consistent with concerns previously raised by volunteers with regard to Municipal Fire Prevention Planning and Municipal Emergency Management Planning it is VFBV’s intent to continue to advocate for:

1. Ensuring the regulation/enforcement, audit and quality control arrangements are adequate and not eroded;
2. Strengthening of formal arrangements to support local Brigade/Group engagement
3. Ensuring that there is sufficient prescription and legislatively backed requirement for Municipal Emergency Management Plans to identify fire risks and drive mitigation treatments to address and prioritize the reduction of fire risk including land use, and the construction of fire breaks and fuel reduction on private land/and road/rail corridors within the municipality (The proposed new arrangements are silent on these matters)
4. Effective arrangements to support compliance and accountability for the treatment of risks identified
5. Ensuring mandatory volunteer and community engagement/consultation and representation

Next Steps

The proposed legislation is still before the Victorian Parliament and will need to be considered by the Upper House before it can be adopted.  Although timing is impossible to predict, given that the proposed Bill is already before the Lower House, further debate and deliberations are likely to be within the coming weeks.

Given that there has been a long gap between the initial introduction of IFMP arrangements and initial discussions about changes to Regional and Municipal fire prevention committees you are encouraged to revisit this issue amongst your local networks; stocktake how the current arrangements are working and/or how they could be strengthened; and provide feedback as a priority if there are other issues you wish to raise regarding the proposed legislation.

Although the amendment Bill is already before Parliament, VFBV will continue to explore opportunity for consideration for amendment to the Bill. You are encouraged to engage in conversation at local MP level to ensure volunteer issues are understood.

At the bottom of this page, you can download the following attachments:

1. VFBV News Note
2. The Emergency Management Legislation Amendment Bill 2018
3. Part IV of the CFA Act which it is proposed by this legislation to be repealed

You can also access further reading by clicking on the following links:

1. Explanatory Memorandum
2. Emergency Management Legislation Amendment Bill 2018
3. Ministers Second Reading Speech
4. Ministers First Reading Speech

Update 02 March 2018: Full results, including all team times have been posted here: http://www.vfbv.com.au/index.php/champs/urban/results 

Results from this weekends State Junior Championships in Warrnambool are being posted here: https://www.facebook.com/Volunteer-Fire-Brigades-Victoria-Championships-451309545285820/

You can also access a live photo feed from our Flickr account found here: https://flic.kr/s/aHsmfXtoY4

Final Results can be downloaded from the bottom of this page under Attachments.

A reminder for everyone to consider getting along to the VFBV State Urban Junior Championships to be held at Warrnambool this weekend (Saturday 24 and Sunday 25 February). 

Come and see tomorrow’s CFA volunteers proudly demonstrate their skills and if you are not involved with the CFA juniors program or haven’t witnessed the value the VFBV Junior Championships provide for young volunteers to develop practical skills and to be actively involved in CFA then get along and be inspired.

This weekends Championships is being held at:

Friendly Societies Park
3350 Koroit Street
Warnambool

VicRoads Map 514 Ref G6

To learn more about the history of the Championships, please visit: http://www.vfbv.com.au/index.php/champs/championships/history 

2018 VFBV State Urban Junior Championships

The Warrnambool Urban Fire Brigade is hosting the 2018 VFBV Urban Junior State Championships in Warrnambool, on 24/25 February 2018.

Urban junior fire brigade competitions have a proud 45-year history, with the annual State Championships attracting around 66 teams from across Victoria, and two teams as far away as Western Australia making 70 teams.

Program of Events

SATURDAY FEBRUARY 24th       

COMMENCES AT 0830 HOURS

OFFICIALS TO REPORT IN AT 0815 HOURS

ROLL CALL OF BRIGADES (for Opening Parade) 0815 HOURS

OPENING PARADE - COMMENCES 0830 HOURS

0830                OFFICIAL OPENING

Event   1          Hydrant Race – One Competitor, Under 14 Years

Event   2          Y Coupling – Two Competitors, Under 17 Years

Event   3          Wet Hose Striking Second Disc – Four Competitors, Under 14 Years

Event   4          Y Coupling – Four Competitors, Under 17 Years

Event   5          Wet Hose Striking First & Second Discs – Four Competitors, Under 17 Years

Event   6          Marshall – One Competitor, Under 14 Years

Event   7          Wet Hose Striking First & Second Discs – Four Competitors, Under 14 Years

Event   8          Marshall – One Competitor, Under 17 Years

Event   9          Wet Hose – Two Competitors, Under 17 Years

Event 10          Marshall – Two Competitors, Under 14 Years

Event 11          Wet Hose – Two Competitors, Under 14 Years

SUNDAY FEBRUARY 25th         

COMMENCES AT 0830 HOURS

OFFICIALS TO REPORT IN AT 0800 HOURS

ROLL CALL BRIGADES (for Events 12 & 13) AT 0815 HOURS

Event 12          Hydrant Race – One Competitor, Under 17 Years

Event 13          Y Coupling – Two Competitors, Under 14 Years

Event 14          Wet Hose Striking Second Disc – Four Competitors, Under 17 Years

Event 15          Y Coupling – Four Competitors, Under 14 Years

Event 16          Wet Hose Striking One Disc Twice – Four Competitors, Under 14 Years

Event 17          Marshall – Two Competitors, Under 17 Years

Event 18          Wet Hose Striking One Disc Twice – Four Competitors, Under 17 Years

Queensland Emergency Fire Service Superintendent Tim Watkins has opened up about his personal story.

He explains why mental health must be a focus in our workplaces, and he encourages anyone invited to participate in this groundbreaking survey to take the time to fill it out.

This is an opportunity for Australian emergency services personnel to again lead the world, not just in caring for communities, but in supporting themselves and their colleagues.

Reminder About the Survey

The world’s largest study on mental health across emergency services personnel is happening right here, right now. 

Employees, volunteers and former employees from police, fire and rescue, ambulance and emergency services across Australia are being invited to participate in a short survey. In Victoria, VFBV has strongly advocated and supported CFA to be involved, and volunteers were sent invitations to participate on Friday 2nd February 2018.  If you receive an invitation we encourage you to participate.

A representative random sample  of CFA volunteers is being invited to participate in the survey. Participants have been selected at random and not on the basis of their wellbeing. This is to provide a representation of the needs of the whole police and emergency services sector. If you were randomly selected, you will have received an email at the email address recorded on CFA’s RMS system. For further information on the survey, please visit beyondblue.org.au/pesresearch and click on the ‘FAQs for participants’ link. You can also phone the research team on 1800 677 248 or email This email address is being protected from spambots. You need JavaScript enabled to view it. 

Don’t miss out on having your say! Check your email to start the survey. Double check your SPAM or JUNK folders to see if you received it. The invitation were emailed on Friday 2nd February, and would have been sent from this address: (Beyond Blue PE Survey) This email address is being protected from spambots. You need JavaScript enabled to view it.

For further information, please click here to see a more detailed article.

I haven't received a link but want to be involved?

If you haven't received a link, but want to be involved, you can contact the research team at Roy Morgan, and they can provide you details on how you can participate. You can contact them by emailing: This email address is being protected from spambots. You need JavaScript enabled to view it.   

Queensland Emergency Fire Service Superintendent Tim Watkins has opened up about his personal story. 

TIM WATKINS: survey is time well spent for two reasons

No emergency services worker deserves to experience what Tim Watkins has been through.

The Queensland Emergency Fire Services Superintendent returned to work in Brisbane just months ago after almost two years dealing with post-traumatic stress disorder.

The condition was triggered by two emergency response events involving road fatalities in the early 1990s.

It took years for the after effects to manifest.

Physically and emotionally drained, Supt Watkins began taking consecutive days off work in 2015.

“I’d actually got to the point where I knew there was something wrong and I just didn’t care anymore,” Supt Watkins said.

“I was on a slippery slope and I decided to not even apply the brakes.

“It was very fortunate that two days after I made that decision someone actually said ‘mate, are you ok?’”

Those four words flicked a switch in Supt Watkins and lit up his long path of recovery.

“I lost count of the number of times I regarded suicide as a viable and attractive solution to the pain I was experiencing, even after my diagnosis of post-traumatic stress.

“It was only the love and support of my family and the medical treatment I was receiving which prevented me from carrying through with my decisions.

“Eventually, I had to decide if returning to work was something I could do or even wanted to do.”

Having returned to work, Supt Watkins was one of many emergency services personnel around the country randomly selected to complete beyondblue’s Answering the Call survey.

The largest study of its kind in the world, it will build a comprehensive picture of the mental health and wellbeing of police and emergency services personnel across Australia and the best ways to provide support.

Supt Watkins wanted to tell his story to encourage those selected to complete the survey who have not filled it out will take the time to do so.

“If I can help one person not get to the point I got to, then I think it’s worthwhile,” he said about the survey and its aims.

“It is time well spent for two reasons. Doing the survey, I realised that this is a bit of a self-help check. The second thing is that the information is going somewhere where it’s going to be valued and used.

“There is certainly a desire in our own organisation to do something about this.”

beyondblue’s Answering the Call survey

The world’s largest study on mental health across emergency services personnel is happening right here, right now.

Some of you have been invited to participate, with the aim of the beyondblue Answering the Call survey to collect invaluable information about the issues affecting the mental health and wellbeing of police and emergency services personnel.

The data will give beyondblue the evidence it needs to determine the best ways to provide support.

The survey investigates the prevalence of common mental health conditions such as anxiety and depression, as well as post-traumatic stress disorder and suicide risk.

It will also collect important information about stigma, use of support services and programs, and factors that impact on the mental health of police and emergency services personnel.

Since October 2017, about 100,000 current and former employees and volunteers in police and emergency services agencies across Australia have been invited to participate.

Check your email account now to see if you’ve been randomly selected to take part in the survey.

CFA’s capacity to mobilise
By Andrew Ford,  VFBV Chief Executive Officer

February already! If you are like me, you will be wondering where the last few months have gone.

Naturally most people have been focussed on some demanding weather and fire situations and as we work our way through the summer fire season all efforts to date have demonstrated the great capacity of CFA and Victoria’s emergency sector to perform when the pressure is on.

CFA members should take heart in the fact that despite the current Government’s policy agenda to dismantle CFA, the community commentary has been one of appreciation and respect for the work CFA’s paid staff and volunteers do every day.

Like most summer periods, hot weather and high fire risk conditions plus first hand exposure to life threatening major fires for some, has prompted thankful recognition and constant public messages appreciating that Victoria’s capacity to deal with these major fires relies on CFA’s capacity to mobilise its huge, highly trained and professional volunteer resources whenever and wherever it is needed.

VEOHRC

Over the past weeks I have received many questions about what is happening to the Victorian Equal Opportunity and Human Rights Commission (VEOHRC) Independent Review into Equity and Diversity in CFA and MFB.

To recap, most people are aware that in 2017 the UFU instigated action in the Supreme Court seeking to prevent VEOHRC releasing its report publicly. The report was originally expected to be released mid 2017 but has been held up due to the UFU legal action. The Supreme Court provided a decision in early December 2017 dismissing the UFU application and confirming that the VEOHRC has acted within its powers in undertaking the work.

Following the Supreme Court dismissal of UFU’s application it was anticipated the VEOHRC report would be released sometime in January 2018, however in mid-January 2018 the UFU took further legal action appealing the Supreme Court decision in the Court of Appeal.

Subsequently the report has still not been released.

Our latest understanding is that the UFU’s appeal process continues and that VEOHRC is seeking to have this matter dealt with as quickly as possible.

The anxiety and frustration the delay is causing, particularly to people who participated in the review, is understood. VEOHRC is working through the UFU appeal process and a natural justice process to ensure any person whose reputation or rights may be adversely affected by a proposed adverse finding in the report is provided natural justice.

VFBV will continue to monitor the situation closely and hopefully the report is ready for release very soon.

I encourage anyone who needs support because of this delay to visit the VEOHRC website and follow the prompts to contact VEOHRC, seek support from our VFBV network and/or discuss your concerns with your local networks.

VFBV Volunteer Leadership Scholarship funding cut

On another matter I have also received many questions regarding the VFBV 2018 Volunteer Leadership Scholarship program. It frustrates me to say that this program has been cancelled for this year due to Government rejecting the VFBV funding bid which enabled the program to be offered to CFA volunteers and volunteers across the Victorian Emergency Sector.

VFBV received preliminary informal advice in late December 2017 that the funding for the Volunteer Leadership Scholarship was likely to be cut, and throughout January I have been seeking to convince Government officials to reconsider but have had no response. Whilst I am frustrated that there has not even been a formal advice to VFBV I do have to face the reality that the funding has been cut.

VFBV initiated this valuable volunteer leadership opportunity in 2010 and there have been 327 volunteer graduates over the eight years since the program commenced. VFBV developed and initiated the program fully funding it for many years and more recently expanding the number of CFA scholarships and offering scholarships to volunteers from SES, Coast Guard, Ambulance Victoria, Life Saving Victoria and St John through a combination of VFBV funds and a Victorian Government Valuing Volunteers Program(VVP) grant.

Despite the VFBV initiative receiving tremendous support and recognition from volunteers, agencies and members of the Ministerial Volunteer Consultative Forum and despite extremely positive support throughout this current VVP bidding and grants consideration process, the VFBV application was ultimately not supported at Ministerial level.

A combination of the Government cutting the funding for this project plus the late advice regarding funding rejection means that VFBV will not be able to run the full program nor even a scaled back program this year.

VFBV has enjoyed a long partnership with Chisholm Institute and we are now in discussions with them about how to approach future continuation of the program. VFBV will also be discussing alternative funding and fundraising strategies to ensure this program continues. Further information will be provided as soon as possible.

My apologies to all volunteers who had been anticipating the 2018 program. Formal notice will be sent to volunteers across other agencies in the coming days. I understand that the late cancellation notice will be disappointing for many, not the least being VFBV, Chisholm and our partners Emserv who all share a commitment to this program, however until now I have held off cancelling the 2018 program optimistically hoping that common sense would prevail and the funding would be approved.

Further information will be circulated to volunteers about how we work to encourage a rethink on the Government’s rejection of this important VFBV funding bid and also on the disappointing news that all VFBV 2018 Valuing Volunteer Program grant bids were rejected this year, apart from expanding our VFBV Welfare and Efficiency Survey to all Victorian emergency volunteers. Along with cutting the CFA funding to Fire Wise this does potentially signal an alarming trend.

BeyondBlue Survey

On page 11 in this edition of Fire Wise you will see an article promoting an important initiative being undertaken by BeyondBlue. The initiative, which involves a simple, totally anonymous survey, is seeking to improve mental health and wellbeing of emergency services personnel across Australia.

I fully support the work of Beyond Blue and encourage anyone who is contacted to participate with confidence that your details will be treated confidentially and that your input will be used genuinely to improve understanding and support for emergency service personnel, volunteer and paid staff alike.

This is an important and valuable BeyondBlue initiative and in addition I am pleased to advise that VFBV has commenced discussions with BeyondBlue to explore how we can build a close partnership to improve how we support our members in the areas of mental health and wellbeing. There will be more information regarding this to follow in future VFBV communications.

VFBV State Urban Junior Championships

Finally just a reminder for everyone to consider getting along to the VFBV State Urban Junior Championships to be held at Warrnambool on 24 and 25 February. Further details are provided elsewhere in Fire Wise.

Come and see tomorrow’s CFA volunteers proudly demonstrate their skills and if you are not involved with the CFA juniors program or haven’t witnessed the value the VFBV Junior Championships provide for young volunteers to develop practical skills and to be actively involved in CFA then get along and be inspired.

Scanner/listening set update

Due to the high number of changes including radio channel mapping and talk groups and fire ground channel reconfigurations across many Districts, CFA has agreed to a request by the VFBV/CFA Joint Communications & Technology Committee to provide a patch file that members can download and apply to their scanners.

This will save members having to manually update their sets. CFA Comms are working on the update file, and as soon as it is ready, we will let you know, and will also provide a copy for download on our website.

OUTAGE: On Thursday 7 December a small network configuration change to the Regional Radio Network was made by the network’s operator. One of these changes made use of a proprietary standard that is not part of the official P25 standard. This caused all Uniden Digital Scanners to fall silent, as they could not decode the stream. The cause of the issue was identified on Monday 11 December, and in discussions with CFA, CFA confirmed that it had requested an urgent rollback of the changes to the network that had been applied and it was expecting rollback to occur on the Tuesday.

On Tuesday 12 December, the changes were successfully rolled back, and services were all restored to normal. CFA has agreed to include a software update and bundle it with the previously mentioned patch file - that will include support for the propriety standard that was attempting to be rolled out. This will ensure scanners will not be affected by this problem again in the future. We will advise as soon as it is available.

Champs just weeks away

The State Urban Junior Championship will be conducted at Warrnambool over the weekend of 24 and 25 February 2018, with so far 68 teams from 45 brigades entered to compete including two teams from Kellerberrin, WA.

Altogether it is expected there will be up to 600 CFA junior members competing in the 18 events being held at Warrnambool.

VFBV reminds all Judges and Officials of the need for they to have applied for a Working With Children check prior to the Championships.

If not already organised, members can apply at workingwithchildren. vic.gov.au or to apply or update your details over the phone, please contact the VFBV office on 9886 1141.

Brigade Owned Vehicle Policy

The VFBV/CFA Joint Equipment & Infrastructure Committee continues to strongly advocate for implementation of changes to CFA’s Brigade Owned Vehicle Policies that were developed by a VFBV/CFA joint working party and endorsed by CFA several years ago.

The Committee believes the importance and reliance of Brigade Owned Vehicles and their impact and contribution on CFA’s operational capacity is not fully recognised or supported by current arrangements to the level commensurate with their vital importance and contribution to the State’s capacity.

The intent of the new policy was to provide greater support for Brigade Owned Vehicles, provide clarity and confidence in insurance coverage, streamlined registration processes as well as standardising maintenance arrangements and support subsidies which vary greatly across the State. The Committee has requested CFA advise of the new policies status and progress.

Vehicle Resource Tracking System Update

CFA has advised that the first batch of modems for installation into FCV’s has arrived, and fit has commenced to install the modems into nominated FCV’s. District OM’s have identified 439 vehicles across the State that will require installation, which involves adding an additional antenna and radio component to each vehicle. CFA has agreed to our request that fit out/installation technicians will visit each identified Brigade and carry out the works on-site. This ensures Brigades don’t have to drop off the vehicle anywhere and vehicles can remain in station and in service while the work is being performed. CFA have also confirmed that the works are fully funded by CFA at State level – and there will be no cost to Brigades.

The VFBV/CFA Joint Communications & Technology Committee has also reviewed CFA’s draft Resource Tracking Business Rule, and has provided feedback on the original version in October 2017, and additional feedback on a revised version on the 12th December. Members were generally comfortable with the proposed drafts, suggesting minor amendments to ensure: a requirement for CFA to advise all members on what will get tracked and how; inclusion in future new member and Induction programs so members are aware of what is reported; suggestions to ensure the data is maintained securely and safeguards in place to ensure the data is not misused; and explicit protections and safeguards in the business rule to protect members privacy and ensure that the data cannot be collected or used for disciplinary purposes. CFA has advised that it has supported and incorporated this feedback into its final version which it is expecting to submit to the CFA Executive Leadership for approval. CFA is hopeful that with roll-out and installation progressing on schedule, it will have an opportunity to start trialling the new resource tracking capability over the course of the current fire season. 

beyondblue - Answering the Call - National Study

Have your say on the mental health of police and emergency services. 

Even the most resilient police and emergency services worker and volunteer can be affected by the stress and trauma. That's why VFBV is supporting Answering the call - beyondblue's National Survey of Mental Health and Wellbeing of Police and Emergency Services Personnel. 

We are working with beyondblue and CFA on a world-first national study to provide clear evidence about the issues affecting the mental health of police and emergency services personnel and identify the best ways to provide support. 

Employees, volunteers and former employees from police, fire and rescue, ambulance and emergency services across Australia are being invited to participate in a short survey. In Victoria, VFBV has strongly advocated and supported CFA to be involved, and volunteers were sent invitations to participate in early February. If you receive an invitation we encourage you to participate. 

beyondblue and VFBV are committed to working with organisations in the police and emergency services sector to ensure the survey results are used to improve the mental health and wellbeing of police and emergency services personnel. 

The survey is completely voluntary and anonymous. Agencies will not see anyone's individual responses, as the online survey is being hosted by independent research organisation, Roy Morgan Research, and analysed independently by The University of Western Australia. No individual responses will be provided to CFA or VFBV. 

A representative random sample of CFA volunteers is being invited to participate in the survey. Participants have been selected at random and not on the basis of their wellbeing. This is to provide a representation of the needs of the whole police and emergency services sector. If you were randomly selected, you will have received an email at the email address recorded on CFA's RMS system. For further information on the survey, please visit beyondblue.org.au/pesresearch and click on the 'FAQ's for participants' link. You can also phone the research team on 1800 677 248 or email This email address is being protected from spambots. You need JavaScript enabled to view it.

Don't miss out on having your say! Check your email to start the survey. 

For more information visit this article on the VFBV website. 

Training incidents safety reminder

Each quarter, the VFBV/ CFA Joint HR, Welfare and OH&S Committee monitors current injury and safety reports for trends.

Last quarter the Committee studied reported training incidents and near miss trends across regions and by the primary causations.

Injuries and near misses during training activities remains CFA’s highest reported injury activity. Training injury trends involve injuries to members’ knees, backs, fingers and legs. These injuries typically involve the impacts and/or contributing factors such as: Sprains/Stains, Handling of Hose lines and Branches, Slips, Trips & Falls, and Breathing apparatus drills.

The use of hose lines and branches is the most common piece of equipment involved which includes injuries from bowling hose resulting in being struck by the coupling or the branch when the line is charged. Approximately 62% of reporting training related incidents do not occur at training campuses but at localised less formal activities. CFA advise the training department are progressively working on improvements to raise awareness of training risks and training protocols.

On behalf of the Committee, members are reminded to perform dynamic risk assessments of all planned training activities, and encourage Brigades to appoint dedicated safety officers during activities to maintain a focus on safety during exercises. Pre training briefings to explain common injuries and preventions are highly effective at ensuring all activities maintain an active focus on safety. Thinking about safety isn’t just for those that organise training. Think about it when you are participating in it. Think about what you can do to ensure your activities and actions are safe – not just to you, but those around you. If you see something that isn’t right, or could be dangerous – speak up. It’s everyone’s responsibility.

2018 Brigade Delegate Development Program

Have your say on the mental health of police and emergency services

The world’s largest study on mental health across emergency services personnel is happening right here, right now. 

Some of you have been invited to participate, with the aim of the beyondblue Answering the Call survey to collect invaluable information about the issues affecting the mental health and wellbeing of police and emergency services personnel.

The data will give beyondblue the evidence it needs to determine the best ways to provide support.

The survey investigates the prevalence of common mental health conditions such as anxiety and depression, as well as post-traumatic stress disorder and suicide risk.

It will also collect important information about stigma, use of support services and programs, and factors that impact on the mental health of police and emergency services personnel.

Since October 2017, about 100,000 current and former employees and volunteers in police and emergency services agencies across Australia have been invited to participate.

Even the most resilient police and emergency services worker and volunteer can be affected by stress and trauma. That’s why VFBV is supporting Answering the call – beyondblue’s National Survey of Mental Health and Wellbeing of Police and Emergency Services Personnel.

We are working with beyondblue and CFA on a world-first national study to provide clear evidence about the issues affecting the mental health of police and emergency services personnel and identify the best ways to provide support.

Employees, volunteers and former employees from police, fire and rescue, ambulance and emergency services across Australia are being invited to participate in a short survey. In Victoria, VFBV has strongly advocated and supported CFA to be involved, and volunteers were sent invitations to participate on Friday 2nd February 2018.  If you receive an invitation we encourage you to participate.

beyondblue and VFBV is committed to working with organisations in the police and emergency services sector to ensure the survey results are used to improve the mental health and wellbeing of police and emergency services personnel.

The survey is completely voluntary and anonymous. Agencies will not see anyone’s individual responses, as the online survey is being hosted by independent research organisation, Roy Morgan Research, and analysed independently by The University of Western Australia. No individual responses will be provided to CFA or VFBV.

A representative random sample  of CFA volunteers is being invited to participate in the survey. Participants have been selected at random and not on the basis of their wellbeing. This is to provide a representation of the needs of the whole police and emergency services sector. If you were randomly selected, you will have received an email at the email address recorded on CFA’s RMS system. For further information on the survey, please visit beyondblue.org.au/pesresearch and click on the ‘FAQs for participants’ link. You can also phone the research team on 1800 677 248 or email This email address is being protected from spambots. You need JavaScript enabled to view it. 

Don’t miss out on having your say! Check your email to start the survey. Double check your SPAM or JUNK folders to see if you received it. The invitation were emailed on Friday 2nd February, and would have been sent from this address: (Beyond Blue PE Survey) This email address is being protected from spambots. You need JavaScript enabled to view it.

A Frequently Asked Questions document can be found here

National Mental Health and Wellbeing Study of Police and Emergency Services

Project Overview

beyondblue is currently undertaking the National Mental Health and Wellbeing Study of Police and Emergency Services (Study). The Study aims to improve the mental health and wellbeing of police and emergency services personnel and reduce their risk of suicide by identifying evidence-based strategies focused on change at individual, organisational and systems levels. The findings of the completed Study will be used to inform the work of the beyondblue PES Program and influence policy and practice within police and emergency services and among governments responsible for these frontline services.

Rationale for the Study

Existing prevalence research on police and emergency services workforces in countries outside Australia shows that police and emergency services employees have higher rates of stress, depression, anxiety and PTSD, when compared with the general population. Research comparing police and emergency services’ suicide rates with general population suicide rates varies widely in its findings.

In Australia, a range of studies have been conducted to establish prevalence data and environmental data. Australian research has generally focused on a single population group (e.g. police officers in one agency), or issue (e.g. PTSD among fire-fighters in a given State). There is a lack of robust prevalence data examining the full range of common mental health issues and the spectrum of suicide risk (e.g. ideation, suicide attempts) experienced by police and emergency services personnel, including issues of co-morbidity of mental health conditions, and mental health conditions with substance misuse and physical health. Nor do we know which police and emergency services personnel are at greatest risk of experiencing a mental health condition or of experiencing suicidality or dying by suicide. There is also a dearth of data on the knowledge, attitudinal and behavioural factors of police and emergency services personnel that influence help-seeking for mental health conditions and that enables associations to be drawn about the individual, organisational and systems level risk and protective factors for mental health conditions and suicide. Measures of mental wellbeing are also lacking, and little is known about the influence of, and impact on, personal relationships and families.

The lack of appropriate data makes it difficult to understand the true nature of the mental health and wellbeing of this workforce (both serving and former), commonalities across and within specific cohorts, and the malleable factors that can be impacted on through appropriate interventions. These evidence gaps present critical risks for the development, implementation and evaluation of existing approaches within police and emergency services agencies that aim to improve mental health and reduce suicide risk among police and emergency services personnel.

There is a need for a comprehensive national dataset to establish essential baseline prevalence measures, individual knowledge, identify attitudinal and behavioural factors that influence help-seeking, and establish risk and protective factors for mental health, including the organisational policies and practices associated with mental health and suicide among police and emergency services personnel. This dataset is also required to design and develop appropriate interventions at an individual, organisational and systemic level.

The Study aims to fill this evidence gap in a way that ensures the police and emergency services sector is able to translate the research findings into practical actions that will lead to better mental health and decreased suicide risk for police and emergency services personnel in Australia.

The key components of the Study are:

- Mapping of existing research (complete)
- Advisory Group
- Phase 1: personal stories (complete)
- Phase 2: nationally representative survey
- Phase 3A: developing a knowledge translation plan
- Phase 3B: implementing the knowledge translation plan

Key components of the Study

Mapping of existing research The complex array of factors affecting the mental health of police and emergency services personnel, and long-standing recognition of the high-risk nature of their roles, means they are a heavily surveyed population. In order to ensure the Study fills existing knowledge gaps effectively, and avoids duplication and survey fatigue, beyondblue engaged Phoenix Australia to undertake a rapid mapping exercise of recent research relating to the mental health and suicide of police and emergency services personnel in Australia.

The mapping will be used to inform the approach to Phases 2 and 3 of the Study and enable beyondblue and the Study research team to more effectively engage with key researchers and agencies already contributing to the knowledge base in this field.

It should be noted a sizeable consultation process was undertaken to inform the design of the Study. This included interviews with 13 expert academics, 18 sector representatives, and 3 other stakeholders with relevant expertise, to seek advice on how to approach a range of aspects of the research such as the Study design, comparative datasets, target populations, stakeholder engagement, recruitment and administration, sampling, response rate, and knowledge translation. The three-phase Study design and all planned approach to the project have been shaped by this expert advice and influenced by beyondblue’s engagement with the police and emergency services sector.

Phase 1
Phase 1 was an exploratory qualitative Study designed to understand the experiences of current and former employees of police and emergency services, and their partners and families, in respect of factors that contribute to positive and negative mental health outcomes. Data gathered will inform the approach to the next phases of the Study, as well as provide a source of personal stories to facilitate engagement with the Study and the PES Program more broadly. This phase was undertaken by Whereto Research and completed in November 2016.

Advisory Group
beyondblue is committed to working collaboratively on the Study and ensure it is informed by the diversity and depth of expertise in the police and emergency services sector. An Advisory Group has been formed to provide strategic guidance for the Study. This group had its first meeting on 20 February 2017. The is chaired by Ken Lay AO APM, Chairman of Ambulance Victoria and former Chief Commissioner of Victoria Police, and includes representatives from agencies, unions and community groups, clinicians and academics, a former police officer and family member of an emergency services employee.

Phase 2
beyondblue has engaged The University of Western Australia and Roy Morgan Research to undertake Phase 2 of the Study which is a knowledge generation project involving a nationally representative cross-sectional survey of police and emergency services personnel in Australia.

The national survey will examine a broad range of issues relating to both the prevalence of wellbeing and the prevalence of common mental health conditions, help-seeking behaviours, and risk and protective factors in police and emergency services workplaces. This will form the bulk of the data collected for the Study.

The aim of Phase 2 of the Study is to establish a comprehensive understanding of the mental health and wellbeing of current police and emergency services personnel in Australia.

The objectives of this Phase are to:
- establish high-quality, national baseline measures for mental wellbeing, common mental health conditions, suicidality and associated substance use and/or physical health comorbidities in police and emergency services personnel;
- examine a broad range of risk and protective factors associated with mental health and mental illhealth among police and emergency services personnel in Australia;
- increase the evidence base on the influence of policies and practices aimed at promoting mental health and wellbeing among police and emergency services personnel; and
- identify the knowledge, attitudinal and behavioural factors that influence help-seeking for mental health conditions among police and emergency services personnel.

This phase of the Study will address the following research questions:

- What is the prevalance of mental wellbeing, common mental health conditions, suicidality and associated substance use and/or physical health comorbidities among police and emergency services personnel?;
- Are there any demographic, geographic or sector sub-groups at higher or lower risk of mental health conditions or suicidality?;
- What are the individual and organisational risk and protective factors associated with mental health and mental ill-health among police and emergency services personnel in Australia?; and,
- What are the individual knowledge, attitudinal and behavioural factors that influence help-seeking for mental health conditions among police and emergency services personnel?

A rigorous sampling strategy is critical for Phase 2 of the Study in order to increase the likelihood of achieving a representative sample. beyondblue’s preferred approach for Phase 2 is to adopt a stratified, random sampling strategy for selecting current police and emergency services personnel to participate. This approach aims to maximise the quality of the data gathered by allowing for identification of any possible biases within the sample and developing appropriate post-hoc analyses to control for these. It relies on systematic engagement with every single police and emergency services agency in Australia.

Volunteers and former police and emergency services personnel will be included in Phase 2, in order to fill long-standing knowledge gaps. Modified sampling strategies may be used in consideration of difficulties in accessing these cohorts. Due to the difficulty of accessing family members in a way that produces quality data, this group is not within scope for Phase 2 of the Study.

An important consideration for beyondblue is using survey measures that may be employed again in the future by police and emergency services agencies seeking to conduct further research in future years, to build upon the baseline measures established by this survey.

The Phase 2 survey will be administered online, with a limited number of hard copies available if requested. A comprehensive communications plan has been developing to secure executive support for the project within agencies, and drive participation among individual police and emergency services personnel. The survey will be branded with beyondblue’s logo and marks.

Phase 3

Phase 3 is a collaborative ‘evidence to action’ project intended to draw on a range of perspectives from the police and emergency services sector on how the findings from Phases 1 and 2 can best be translated into practical improvements in the mental health of police and emergency services personnel across Australia. This Phase is essential for the Study to provide real value and impact. This Phase has two sub-phases – 3A and 3B – which are described below.

The knowledge translation objectives of Phase 3 of the Study are to:

- work with the police and emergency services sector to identify the practical actions they can take to improve mental health and wellbeing in police and emergency services personnel;
- increase the capability of police and emergency services organisations to know how to effectively promote good mental health and reduce suicide risk in the police and emergency services workforce;
- guide change at individual, organisational and systems levels to improve the mental health of police and emergency services personnel and reduce their risk of suicide;
- develop mechanisms to support the ongoing monitoring and evaluation of these strategies; and
- provide a platform for beyondblue to advocate for improved programs and support to protect and promote the mental health of police and emergency services personnel and their families, and reduce their risk of suicide. 

Detailed research questions are being developed for Phase 3 to explore the following key themes:

- What are stakeholders’ views on the implications of the findings from Phases 1 and 2 of the Study for police and emergency services agencies? What are the priorities for action?

- Drawing on the results of Phases 1 and 2, what are the most appropriate and effective ways to promote the mental health of current police and emergency services personnel through police and emergency services agencies and prevent the development of mental health conditions and suicide risk in police and emergency services personnel? How can those activities best be implemented in each organisation? What are the primary barriers and enabling factors for the implementation and impact of these activities and how can those be overcome or built upon? What are the critical factors for success? What is required to deliver on those strategies?

- What are the most appropriate and effective ways to support police and emergency services personnel who may be experiencing a mental health condition or suicide risk, and their families? How can those activities best be implemented in each organisation? What are the primary barriers to the implementation and impact of these activities and how can those barriers be overcome? What are the critical factors for success? What is required to deliver on those strategies?

- How should the proposed strategies for promotion, prevention and intervention be prioritised and by whom? Who should be responsible for co-ordinating efforts at the organisational and systems levels to implement these actions and how will they work in partnership with other police and emergency services stakeholders to achieve shared aims?

- What are the mechanisms that need to be put in place to support the ongoing routine monitoring and evaluation of the strategies identified by this Study? How will effectiveness be measured? Who will be responsible for implementing these mechanisms?

- What are the national indicators we should seek to monitor and how will this be done? How can the research instruments from Phase 2 of this Project be adapted and/or used by police and emergency services agencies seeking to measure the mental health and suicide risk of their workforces in the future?

Phase 3A: Developing a knowledge translation plan

beyondblue is seeking to apply best practice research methods to the Study and has engaged knowledge translation experts to lead the development of a knowledge translation, or ‘evidence to action’ plan for the Study. It is anticipated this plan will:

1. identify a broad range of goals, opportunities and activities which beyondblue and the police and emergency services sector could respond to, in order to translate the findings from Phases 1 and 2 of the Study, and other relevant research, into improved mental health and reduced suicide risk for police and emergency services personnel in Australia; and,

2. determine the core set of priority activities that will comprise Phase 3B of the Study and be undertaken by beyondblue and police and emergency services agencies and other key stakeholders.

Phase 3B: Implementing the knowledge translation plan

During Phase 3B, beyondblue and a dedicated team of researchers and other expert practitioners will support police and emergency services agencies and other key stakeholders to review the new evidence generated by the Study, and identify the best ways to respond. This will involve consulting with every agency regarding the findings of Phases 1 and 2 to figure out how to best interpret these findings, and apply them to meet the specific priorities and situation of each respective agency. Each agency operates within a unique context and the consultations will be informed by each organisation’s existing programs and services, specific needs, priorities, and network of partnerships and resources.

This stage of the Study aims to employ a collaborative, whole-of-sector approach to identify practical, evidence-based strategies to improve mental health and wellbeing within the individuals, organisations and systems that make up the Australian police and emergency services community. This will include agencies, unions and associations, insurers, regulators, relevant government departments, community and peer groups, individual employees and volunteers and family members.

For further information on the survey, please visit beyondblue.org.au/pesresearch and click on the ‘FAQs for participants’ link. You can also phone the research team on 1800 677 248 or email This email address is being protected from spambots. You need JavaScript enabled to view it. 

Have your say on the mental health of police and emergency services

The world’s largest study on mental health across emergency services personnel is happening right here, right now. 

Some of you have been invited to participate, with the aim of the beyondblue Answering the Call survey to collect invaluable information about the issues affecting the mental health and wellbeing of police and emergency services personnel.

The data will give beyondblue the evidence it needs to determine the best ways to provide support.

The survey investigates the prevalence of common mental health conditions such as anxiety and depression, as well as post-traumatic stress disorder and suicide risk.

It will also collect important information about stigma, use of support services and programs, and factors that impact on the mental health of police and emergency services personnel.

Since October 2017, about 100,000 current and former employees and volunteers in police and emergency services agencies across Australia have been invited to participate.

Even the most resilient police and emergency services worker and volunteer can be affected by stress and trauma. That’s why VFBV is supporting Answering the call – beyondblue’s National Survey of Mental Health and Wellbeing of Police and Emergency Services Personnel.

We are working with beyondblue and CFA on a world-first national study to provide clear evidence about the issues affecting the mental health of police and emergency services personnel and identify the best ways to provide support.

Employees, volunteers and former employees from police, fire and rescue, ambulance and emergency services across Australia are being invited to participate in a short survey. In Victoria, VFBV has strongly advocated and supported CFA to be involved, and volunteers were sent invitations to participate on Friday 2nd February 2018.  If you receive an invitation we encourage you to participate.

beyondblue and VFBV is committed to working with organisations in the police and emergency services sector to ensure the survey results are used to improve the mental health and wellbeing of police and emergency services personnel.

The survey is completely voluntary and anonymous. Agencies will not see anyone’s individual responses, as the online survey is being hosted by independent research organisation, Roy Morgan Research, and analysed independently by The University of Western Australia. No individual responses will be provided to CFA or VFBV.

A representative random sample  of CFA volunteers is being invited to participate in the survey. Participants have been selected at random and not on the basis of their wellbeing. This is to provide a representation of the needs of the whole police and emergency services sector. If you were randomly selected, you will have received an email at the email address recorded on CFA’s RMS system. For further information on the survey, please visit beyondblue.org.au/pesresearch and click on the ‘FAQs for participants’ link. You can also phone the research team on 1800 677 248 or email This email address is being protected from spambots. You need JavaScript enabled to view it. 

Don’t miss out on having your say! Check your email to start the survey. Double check your SPAM or JUNK folders to see if you received it. The invitation were emailed on Friday 2nd February, and would have been sent from this address: (Beyond Blue PE Survey) This email address is being protected from spambots. You need JavaScript enabled to view it.

A Frequently Asked Questions document can be found here

National Mental Health and Wellbeing Study of Police and Emergency Services

Project Overview

beyondblue is currently undertaking the National Mental Health and Wellbeing Study of Police and Emergency Services (Study). The Study aims to improve the mental health and wellbeing of police and emergency services personnel and reduce their risk of suicide by identifying evidence-based strategies focused on change at individual, organisational and systems levels. The findings of the completed Study will be used to inform the work of the beyondblue PES Program and influence policy and practice within police and emergency services and among governments responsible for these frontline services.

Rationale for the Study

Existing prevalence research on police and emergency services workforces in countries outside Australia shows that police and emergency services employees have higher rates of stress, depression, anxiety and PTSD, when compared with the general population. Research comparing police and emergency services’ suicide rates with general population suicide rates varies widely in its findings.

In Australia, a range of studies have been conducted to establish prevalence data and environmental data. Australian research has generally focused on a single population group (e.g. police officers in one agency), or issue (e.g. PTSD among fire-fighters in a given State). There is a lack of robust prevalence data examining the full range of common mental health issues and the spectrum of suicide risk (e.g. ideation, suicide attempts) experienced by police and emergency services personnel, including issues of co-morbidity of mental health conditions, and mental health conditions with substance misuse and physical health. Nor do we know which police and emergency services personnel are at greatest risk of experiencing a mental health condition or of experiencing suicidality or dying by suicide. There is also a dearth of data on the knowledge, attitudinal and behavioural factors of police and emergency services personnel that influence help-seeking for mental health conditions and that enables associations to be drawn about the individual, organisational and systems level risk and protective factors for mental health conditions and suicide. Measures of mental wellbeing are also lacking, and little is known about the influence of, and impact on, personal relationships and families.

The lack of appropriate data makes it difficult to understand the true nature of the mental health and wellbeing of this workforce (both serving and former), commonalities across and within specific cohorts, and the malleable factors that can be impacted on through appropriate interventions. These evidence gaps present critical risks for the development, implementation and evaluation of existing approaches within police and emergency services agencies that aim to improve mental health and reduce suicide risk among police and emergency services personnel.

There is a need for a comprehensive national dataset to establish essential baseline prevalence measures, individual knowledge, identify attitudinal and behavioural factors that influence help-seeking, and establish risk and protective factors for mental health, including the organisational policies and practices associated with mental health and suicide among police and emergency services personnel. This dataset is also required to design and develop appropriate interventions at an individual, organisational and systemic level.

The Study aims to fill this evidence gap in a way that ensures the police and emergency services sector is able to translate the research findings into practical actions that will lead to better mental health and decreased suicide risk for police and emergency services personnel in Australia.

The key components of the Study are:

- Mapping of existing research (complete)
- Advisory Group
- Phase 1: personal stories (complete)
- Phase 2: nationally representative survey
- Phase 3A: developing a knowledge translation plan
- Phase 3B: implementing the knowledge translation plan

Key components of the Study

Mapping of existing research The complex array of factors affecting the mental health of police and emergency services personnel, and long-standing recognition of the high-risk nature of their roles, means they are a heavily surveyed population. In order to ensure the Study fills existing knowledge gaps effectively, and avoids duplication and survey fatigue, beyondblue engaged Phoenix Australia to undertake a rapid mapping exercise of recent research relating to the mental health and suicide of police and emergency services personnel in Australia.

The mapping will be used to inform the approach to Phases 2 and 3 of the Study and enable beyondblue and the Study research team to more effectively engage with key researchers and agencies already contributing to the knowledge base in this field.

It should be noted a sizeable consultation process was undertaken to inform the design of the Study. This included interviews with 13 expert academics, 18 sector representatives, and 3 other stakeholders with relevant expertise, to seek advice on how to approach a range of aspects of the research such as the Study design, comparative datasets, target populations, stakeholder engagement, recruitment and administration, sampling, response rate, and knowledge translation. The three-phase Study design and all planned approach to the project have been shaped by this expert advice and influenced by beyondblue’s engagement with the police and emergency services sector.

Phase 1
Phase 1 was an exploratory qualitative Study designed to understand the experiences of current and former employees of police and emergency services, and their partners and families, in respect of factors that contribute to positive and negative mental health outcomes. Data gathered will inform the approach to the next phases of the Study, as well as provide a source of personal stories to facilitate engagement with the Study and the PES Program more broadly. This phase was undertaken by Whereto Research and completed in November 2016.

Advisory Group
beyondblue is committed to working collaboratively on the Study and ensure it is informed by the diversity and depth of expertise in the police and emergency services sector. An Advisory Group has been formed to provide strategic guidance for the Study. This group had its first meeting on 20 February 2017. The is chaired by Ken Lay AO APM, Chairman of Ambulance Victoria and former Chief Commissioner of Victoria Police, and includes representatives from agencies, unions and community groups, clinicians and academics, a former police officer and family member of an emergency services employee.

Phase 2
beyondblue has engaged The University of Western Australia and Roy Morgan Research to undertake Phase 2 of the Study which is a knowledge generation project involving a nationally representative cross-sectional survey of police and emergency services personnel in Australia.

The national survey will examine a broad range of issues relating to both the prevalence of wellbeing and the prevalence of common mental health conditions, help-seeking behaviours, and risk and protective factors in police and emergency services workplaces. This will form the bulk of the data collected for the Study.

The aim of Phase 2 of the Study is to establish a comprehensive understanding of the mental health and wellbeing of current police and emergency services personnel in Australia.

The objectives of this Phase are to:
- establish high-quality, national baseline measures for mental wellbeing, common mental health conditions, suicidality and associated substance use and/or physical health comorbidities in police and emergency services personnel;
- examine a broad range of risk and protective factors associated with mental health and mental illhealth among police and emergency services personnel in Australia;
- increase the evidence base on the influence of policies and practices aimed at promoting mental health and wellbeing among police and emergency services personnel; and
- identify the knowledge, attitudinal and behavioural factors that influence help-seeking for mental health conditions among police and emergency services personnel.

This phase of the Study will address the following research questions:

- What is the prevalance of mental wellbeing, common mental health conditions, suicidality and associated substance use and/or physical health comorbidities among police and emergency services personnel?;
- Are there any demographic, geographic or sector sub-groups at higher or lower risk of mental health conditions or suicidality?;
- What are the individual and organisational risk and protective factors associated with mental health and mental ill-health among police and emergency services personnel in Australia?; and,
- What are the individual knowledge, attitudinal and behavioural factors that influence help-seeking for mental health conditions among police and emergency services personnel?

A rigorous sampling strategy is critical for Phase 2 of the Study in order to increase the likelihood of achieving a representative sample. beyondblue’s preferred approach for Phase 2 is to adopt a stratified, random sampling strategy for selecting current police and emergency services personnel to participate. This approach aims to maximise the quality of the data gathered by allowing for identification of any possible biases within the sample and developing appropriate post-hoc analyses to control for these. It relies on systematic engagement with every single police and emergency services agency in Australia.

Volunteers and former police and emergency services personnel will be included in Phase 2, in order to fill long-standing knowledge gaps. Modified sampling strategies may be used in consideration of difficulties in accessing these cohorts. Due to the difficulty of accessing family members in a way that produces quality data, this group is not within scope for Phase 2 of the Study.

An important consideration for beyondblue is using survey measures that may be employed again in the future by police and emergency services agencies seeking to conduct further research in future years, to build upon the baseline measures established by this survey.

The Phase 2 survey will be administered online, with a limited number of hard copies available if requested. A comprehensive communications plan has been developing to secure executive support for the project within agencies, and drive participation among individual police and emergency services personnel. The survey will be branded with beyondblue’s logo and marks.

Phase 3

Phase 3 is a collaborative ‘evidence to action’ project intended to draw on a range of perspectives from the police and emergency services sector on how the findings from Phases 1 and 2 can best be translated into practical improvements in the mental health of police and emergency services personnel across Australia. This Phase is essential for the Study to provide real value and impact. This Phase has two sub-phases – 3A and 3B – which are described below.

The knowledge translation objectives of Phase 3 of the Study are to:

- work with the police and emergency services sector to identify the practical actions they can take to improve mental health and wellbeing in police and emergency services personnel;
- increase the capability of police and emergency services organisations to know how to effectively promote good mental health and reduce suicide risk in the police and emergency services workforce;
- guide change at individual, organisational and systems levels to improve the mental health of police and emergency services personnel and reduce their risk of suicide;
- develop mechanisms to support the ongoing monitoring and evaluation of these strategies; and
- provide a platform for beyondblue to advocate for improved programs and support to protect and promote the mental health of police and emergency services personnel and their families, and reduce their risk of suicide. 

Detailed research questions are being developed for Phase 3 to explore the following key themes:

- What are stakeholders’ views on the implications of the findings from Phases 1 and 2 of the Study for police and emergency services agencies? What are the priorities for action?

- Drawing on the results of Phases 1 and 2, what are the most appropriate and effective ways to promote the mental health of current police and emergency services personnel through police and emergency services agencies and prevent the development of mental health conditions and suicide risk in police and emergency services personnel? How can those activities best be implemented in each organisation? What are the primary barriers and enabling factors for the implementation and impact of these activities and how can those be overcome or built upon? What are the critical factors for success? What is required to deliver on those strategies?

- What are the most appropriate and effective ways to support police and emergency services personnel who may be experiencing a mental health condition or suicide risk, and their families? How can those activities best be implemented in each organisation? What are the primary barriers to the implementation and impact of these activities and how can those barriers be overcome? What are the critical factors for success? What is required to deliver on those strategies?

- How should the proposed strategies for promotion, prevention and intervention be prioritised and by whom? Who should be responsible for co-ordinating efforts at the organisational and systems levels to implement these actions and how will they work in partnership with other police and emergency services stakeholders to achieve shared aims?

- What are the mechanisms that need to be put in place to support the ongoing routine monitoring and evaluation of the strategies identified by this Study? How will effectiveness be measured? Who will be responsible for implementing these mechanisms?

- What are the national indicators we should seek to monitor and how will this be done? How can the research instruments from Phase 2 of this Project be adapted and/or used by police and emergency services agencies seeking to measure the mental health and suicide risk of their workforces in the future?

Phase 3A: Developing a knowledge translation plan

beyondblue is seeking to apply best practice research methods to the Study and has engaged knowledge translation experts to lead the development of a knowledge translation, or ‘evidence to action’ plan for the Study. It is anticipated this plan will:

1. identify a broad range of goals, opportunities and activities which beyondblue and the police and emergency services sector could respond to, in order to translate the findings from Phases 1 and 2 of the Study, and other relevant research, into improved mental health and reduced suicide risk for police and emergency services personnel in Australia; and,

2. determine the core set of priority activities that will comprise Phase 3B of the Study and be undertaken by beyondblue and police and emergency services agencies and other key stakeholders.

Phase 3B: Implementing the knowledge translation plan

During Phase 3B, beyondblue and a dedicated team of researchers and other expert practitioners will support police and emergency services agencies and other key stakeholders to review the new evidence generated by the Study, and identify the best ways to respond. This will involve consulting with every agency regarding the findings of Phases 1 and 2 to figure out how to best interpret these findings, and apply them to meet the specific priorities and situation of each respective agency. Each agency operates within a unique context and the consultations will be informed by each organisation’s existing programs and services, specific needs, priorities, and network of partnerships and resources.

This stage of the Study aims to employ a collaborative, whole-of-sector approach to identify practical, evidence-based strategies to improve mental health and wellbeing within the individuals, organisations and systems that make up the Australian police and emergency services community. This will include agencies, unions and associations, insurers, regulators, relevant government departments, community and peer groups, individual employees and volunteers and family members.

For further information on the survey, please visit beyondblue.org.au/pesresearch and click on the ‘FAQs for participants’ link. You can also phone the research team on 1800 677 248 or email This email address is being protected from spambots. You need JavaScript enabled to view it. 

Welcome to a new year and a time for refreshed effort
By Andrew Ford, VFBV Chief Executive Officer

As I write this editorial we head into the New Year festivities and recover from our Christmas celebrations.  Hopefully each of you have had a chance to relax (at least at some point) and enjoy Christmas with people you love or doing something you love. 

We head into 2018 after an interesting 2017 to say the least and as always there are heaps of issues on the go and/or emerging.  For now I want to focus on one key issue and that is welcoming the recently appointed CFA CEO Dr Paul Smith who will start work with CFA early in the New Year. 

Since the formation of CFA, volunteers have welcomed many a new leader to the organisation. As those that have come before, Paul will become a key custodian of our proud organisations hopes and legacy.  As volunteers, we have a proud record of embracing the new and looking positively to the future, knowing that it would take a very hard person indeed not to be touched by the wonderful community based organisation they are joining, I have no doubt that Paul’s commencement will mark a positive chapter in CFA’s long and proud history.

I personally look forward to a great collaborative relationship with Paul who brings a wealth of experience and from my networks a deserved reputation of being a values driven leader and person of high integrity.  Paul has experience with CFA and the emergency sector and on behalf of all volunteers I say welcome and congratulations on your appointment Paul.

2017 VFBV Volunteer Welfare & Efficiency Survey – Interim Results

As you can see the main feature of this month’s page is a summary of the 2017 VFBV Welfare and Efficiency Survey and I encourage you to take time to understand the key results.

This year’s VFBV Volunteer Welfare & Efficiency survey closed at the end of October, with analysis now underway to compile this year’s full results. The final detailed report will be provided very soon, but in the meantime, we are providing some interim, high level results.

This year was the sixth consecutive year we have conducted the survey. We would like to the thank the 2,653 CFA participants who completed the survey this year. This is an outstanding result and the survey remains the largest survey of its kind within CFA and probably across the emergency sector, eclipsing other survey response rates by a significant margin.

This was also the second year in a row that VFBV has managed the survey Nationally for fire agencies across the country, and also the second year VFBV has managed the survey across the Victorian emergency volunteer sector, including 6 emergency management agencies across the state to give a Victorian emergency sector perspective.  The annual survey broke a new record Nationally, with a total of 7,727 respondents across Australia. This represents the largest survey of emergency management volunteers across the country.

The VFBV Welfare and Efficiency survey is an important tool, used by us to work with CFA, government and key stakeholders to provide evidence based feedback on matters affecting the welfare and efficiency of CFA volunteers.  The survey continues to be valuable in providing feedback on what is going well and where things can be improved.

Back in 2012, armed with only an idea - we workshopped the survey’s design and structure with volunteers across the State, running a number of facilitated workshops and focus groups. By the end of this process, we had feedback and representation from volunteers from every single CFA District across the State.

The survey was designed by and for volunteers, to better understand the issues as volunteers see them and to measure and understand how satisfied volunteers are with arrangements in place to support, encourage and enable them to do their work. 

VFBV is extremely proud of the survey’s integrity and success, and we continue to devote considerable energy to the survey’s analysis, with the hope that CFA will continue to embrace the survey’s results and drive real improvement and tangible outcomes that directly address volunteers views and feedback.

The VFBV Welfare and Efficiency survey is making a difference and has certainly focussed attention of key policy and decision makers, sector leaders and volunteer support people to the issues seen as important to volunteers.  The survey has been instrumental in shaping significant investment in a range of recently announced volunteer support, training and engagement initiatives. 

One of the fundamental strengths of the survey is that it is a survey designed by and run by volunteers, providing an evidence based and unfiltered reflection of what volunteers are experiencing on the ground.  As the name suggests, because the VFBV Welfare and Efficiency Survey is run by VFBV, it provides a volunteers assessment of how things are, rather than someone else’s assessment of what they think volunteers are experiencing. 

It is VFBV’s legislated role to understand and bring to the attention of decision makers, issues affecting the welfare and efficiency of volunteers and this survey provides one of the most powerful tools for individual volunteers to communicate their assessment of how things are going to decision makers. 

Thank you to everyone who participated in the survey this year and also in previous years.  The old adage of ‘what gets measured gets done’ holds true and the ongoing trends now available from this survey will become an ever more valuable tool to influence areas requiring improvement and for identifying and sharing things that are working well. 

VFBV will be running the survey again in 2018 so in addition to staying tuned for the detailed report, also make a note to participate again in the survey next year. 

Thanks again to everyone involved.

2017 VFBV Volunteer Welfare and Efficiency Survey

Who participated

The VFBV Volunteer Welfare and Efficiency Survey, to the best of our knowledge, is now one of the largest volunteer surveys ever conducted.  Participation is strengthened by the additional involvement of fire service volunteers in most States, the Victorian State Emergency Service Volunteer Association and other emergency management volunteer involving organisations in Victoria. 

CFA Respondents

1. 81% Male, 18% Female (nb: <1% indicated a different category).
   
   
2. All age groups, roughly reflecting CFA’s age demographic, from long serving volunteers right through to those who’ve only been with the CFA for less than a year. 
   
   
3. Brigade Type: 
         
   1. 63% volunteers with rural brigades
   2. 29% volunteers with urban brigades
   3. 7% volunteers with integrated brigades
   4. <1% volunteers with a CFA Coast Guard brigade

Interim Results: Initial Findings

1. Volunteers are most satisfied, and expectations are closest to being met, at a local brigade level.
   
   
2. Volunteers feel the time they devote to CFA is productive and worthwhile.
   
   
3. Consultation with CFA volunteers at a Corporate and Regional level is where volunteer expectations are furthest from being met.
   
   
4. Volunteers would like to see an improvement in the accessibility and flexibility of training, but this has improved slightly since last year.
   
   
5. Acceptance of Diversity, no barriers to roles women can occupy within the brigade and a welcoming brigade are extremely important to CFA volunteers, and something they feel is done well.
   
   
6. CFA’s policies, leadership and workforce arrangements which support an effective volunteer based and fully integrated organisation scored poorly, particularly by volunteers with integrated brigades.
   
   
7. Recruitment and retention of younger volunteers continues to be seen as a challenge.
   
   
8. Results for respondents who indicated they are members of rural brigades recorded the highest performance results in all themes.
   
   
9. There is not a lot of difference in the results between the different genders, but females scored statements relating to brigade level slightly worse than males.
   
   
10. Respondents identifying as volunteer members with integrated brigades recorded the lowest results across the themes, particularly in the theme “People Management – My Brigade”
    1. The only exception was in the area of Training, where respondents from urban brigades were less satisfied.
       
       
11. Respondents to the survey with less than one year of service were most satisfied.  This satisfaction dropped significantly after one year, and then again after five years.

Interim Results: Satisfaction

The overall number of volunteers satisfied with being a CFA volunteer continues to decline.

Volunteers with Integrated brigades are significantly less content with only 57% indicating they are satisfied.  78% of volunteers with rural brigades and 74% of volunteers with urban brigades indicated they are satisfied.

70% of volunteers who identified as brigade members are satisfied, compared to 79% who identified as being in leadership roles.

Satisfaction with the way volunteers are treated by CFA is showing no sign of improvement and is a figure that should be of significant concern to CFA.

Lower than the overall rating, only 42% of volunteers in broader leadership roles indicated they are satisfied.

59% of females compared to 46% of males are satisfied with the way they volunteers are treated by CFA.

Only 38% of volunteers who identified as members of integrated brigades indicated they are satisfied, with 43% indicating they are dissatisfied.  Volunteers with rural brigades showed the highest satisfaction levels for this question with 53% indicating they are satisfied.  The number of volunteers with urban brigades who indicated they are satisfied was 42%.

Overall, there has been a slight improvement in those intending to continue their membership with CFA, however the results reviewed by brigade type is important to be understood.

Only 60% of volunteers with integrated brigades indicated they intend to continue volunteerimg, down from 66% in 2016.  This is in contrast with volunteers in rural brigades where 82% have indicated they intend to continue (up from 77% in 2016).  The ratings for volunteers with urban brigades remains consistent with 2016 at 77%.

Overall another slightly improved result with an increase in the percentage of volunteers who would recommend being a CFA volunteer to others.

Again, the results of volunteers with integrated brigades being least satisfied is evident here.  Only 50% of these volunteers indicated they would recommend being a CFA volunteer to others, this was 61% in 2016.  Results for volunteers with rural brigades has increased to 77% now recommending being a CFA volunteer, compared with 73% in 2016.  The results for volunteers with urban brigades remains steady at 70%.

Medium Tanker Survey Open

The Medium Tanker survey remains open, and volunteers are invited to provide feedback on the current Medium Tanker build.

An initiative of the Equipment & Infrastructure Committee - the purpose of the survey is to gather feedback from Brigades that have been issued with (or have familiarity with) the Medium Tankers and assess how the cab chassis, locker configuration and base equipment is operating, and if there are any areas of improvement that could be suggested for future builds.

The Committee is keen for feedback from any members who wish to provide their thoughts and experiences of how the Medium Tankers are working in the field.

If you have any feedback or design ideas that you think would benefit future builds – please get involved.

The survey can be found  art the top of the VFBV website.

NOTE TO MEMBERS – December 2017

Provided in this note to members are initial, high level results only.  Further briefings on the results of the VFBV Volunteer Welfare and Efficiency Survey will be provided in the coming months and a detailed report will be published soon.

Background

The VFBV volunteer welfare and efficiency survey has now been conducted for the sixth consecutive year for CFA volunteers.  The welfare and efficiency survey is an important tool, used by Volunteer Fire Brigades Victoria, to work with CFA, government and key stakeholders to provide evidence based feedback on matters affecting the welfare and efficiency of CFA volunteers.  The survey continues to be valuable in providing feedback on what is going well and where things can be improved.

The survey was developed and introduced by VFBV in 2012.  The survey was designed by and for volunteers, to better understand the issues as volunteers see them and to measure and understand how satisfied volunteers are with arrangements in place to support, encourage and enable them to do their work.  Fundamental to the survey’s integrity and success is its facilitation and analysis undertaken by their volunteer association.

Who participated

There is very good engagement with the survey and beyond CFA, participation is strengthened by the additional involvement of fire service volunteers in most States, the Victorian State Emergency Service Volunteer Association and other emergency management volunteer involving organisations in Victoria. 

CFA Respondents:

1. The number of participants in 2017 remains high and provides statistically robust results representing volunteer views – 2653 CFA volunteers participated.
2. 2017 had a higher percentage (18%) of female respondents compared to past surveys.
3. There was good participation across all age groups, roughly reflecting CFAs age demographic.
4. There was good representation from long serving volunteers right through to volunteers who have only been with the CFA for less than a year.
5. Most participants (63%) said they are with rural brigades, the balance with urban (29%) or integrated brigades (7%).    Less than 1% of those who responded indicated they were members of a CFA Coast Guard brigade.
6. Most participants in the survey were either brigade members or leaders within their brigade, with 18% indicating they are in a broader leadership role beyond brigade level.

Preliminary Results: By Theme

33 Welfare and Efficiency Survey statements are grouped into 7 themes (see graph below).  For each statement, participants provide a rating on the importance and performance on matters affecting volunteer welfare and efficiency. The size of the ‘gap’ between the two ratings is indicative of how closely volunteer expectations are being met (ie: the smaller the gap, the more closely volunteer expectations are to being met). 

Results by theme are consistent with previous years, with no change to themes performing the best or worst.

1. ‘People Management – My Brigade’ has the smallest gap of all themes.
2. Cooperation across CFA’ has the largest gap of all themes.

Respondents identified the best performing areas as those which related to matters primarily involving their volunteer activities at a local brigade level.   

Respondents judged areas relating to CFA organisational support/management, particularly around consultation and training, as the poorest performing.

Whilst ‘Training’ was again judged as the one of the worst performing areas, results indicate a slight improvement in scores when compared to previous years.

1. Results for respondents who indicated they are members of rural brigades showed the highest satisfaction in all themes.
2. Results when separated by gender showed little difference.  Overall, females tended to rate both importance and performance higher.  In most cases, the male respondents’ cohort had slightly worse results than those from the female cohort.  The exceptions were ‘Recruitment and Retention’ and ‘People Management’, where the statements were scored slightly worse by females.  (nb: the additional gender categories of: transgender; prefer not to say; and, other, only totaled 1.1% of respondents and therefore do not have their results reported separately)
3. Respondents identifying as volunteer members of integrated brigades rated performance in all themes the lowest, with the exception of Training.
   1. Training was rated lowest by volunteers with urban brigades when compared with volunteers from rural and integrated brigades. 
4. Whilst the theme ‘People Management – My Brigade’ is rated the best of all the themes overall, results for respondents identifying as volunteer members of integrated brigades showed significantly worse results in this area.
5. Volunteers who participated in the survey and identified as having leadership roles at a level broader than their brigade tended to be less satisfied with the performance across the themes when compared with those who identified as brigade members or leaders within their brigades.
6. The survey responses show that respondents with less than one year of service are most satisfied, but then there is a marked decrease in satisfaction recorded by those with between 1 and 5 years of service.  There is a further drop in satisfaction recorded for those in the 6 to 10 years’ service group.  

Preliminary Results: Survey Statements

Of the 33 statements in the survey, the below table represents those where volunteers’ expectations are closest to being met.

This is a very similar list to last year.

Of the 33 statements in the survey, the below table represents those where volunteers’ expectations are furthest from being met.

Whilst Q11 has improved slightly on last year, the ratings given by volunteers who identified as being members of integrated brigades worsened significantly.   

Statements relating to recruiting and retaining younger volunteers both recorded ratings which indicate performance is declining in this area. 

Preliminary Results: Satisfaction

The overall number of volunteers satisfied with being a CFA volunteer continues to decline.

Volunteers with Integrated brigades are significantly less content with only 57% indicating they are satisfied.  78% of volunteers with rural brigades and 74% of volunteers with urban brigades indicated they are satisfied.

70% of volunteers who identified as brigade members are satisfied, compared to 79% who identified as being in leadership roles.

Satisfaction with the way volunteers are treated by CFA is showing no sign of improvement and is a figure that should be of significant concern to CFA.

Lower than the overall rating, only 42% of volunteers in broader leadership roles indicated they are satisfied.

59% of females compared to 46% of males are satisfied with the way they volunteers are treated by CFA.

Only 38% of volunteers who identified as members of integrated brigades indicated they are satisfied, with 43% indicating they are dissatisfied.  Volunteers with rural brigades showed the highest levels for this question with 53% indicating they are satisfied.  The number of volunteers with urban brigades who indicated they are satisfied was 42%.

Overall, there has been a slight improvement in those intending to continue their membership with CFA, however the results reviewed by brigade type is important to be understood.

Only 60% of volunteers with integrated brigades indicated they intend to continue volunteers, down from 66% in 2016.  This is in contrast with volunteers in rural brigades where 82% have indicated they intend to continue (up from 77% in 2016).  The ratings for volunteers with urban brigades remains consistent with 2016 at 77%.

Overall another slightly improved result with an increase in the percentage of volunteers who would recommend being a CFA volunteer to others.

Again, the results of volunteers with integrated brigades being least satisfied is evident here.  Only 50% of these volunteers indicated they would recommend being a CFA volunteer to others, this was 61% in 2016.  Results for volunteers with rural brigades has increased to 77% now recommending being a CFA volunteer, compared with 73% in 2016.  The results for volunteers with urban brigades remains steady at 70%.

The Victorian Equal Opportunity and Human Rights Commission has today released the following Statement:

Friday 15th December

Today the Supreme Court provided a decision in relation to the Independent Review into Equity and Diversity in CFA and MFB. The Court dismissed the application of the United Firefighters Union of Victoria and confirmed that the Commission acted within its powers in undertaking this work.

This decision means that we can publish the report of the Independent Review and that the voices of people who have spoken up will be heard. We know that this has been a long process which has had an impact on a number of people. Again, the Review thanks participants for their courage and patience in waiting for this outcome.

We will now undertake the few final steps required before publication. The Review is also required to ensure that any people or agencies specifically referred to have the opportunity to consider and respond to any comments in the report. While the Review will consider any responses provided during this process, final decisions in relation to the report content remain with the Commission.

Should you wish to speak with the Independent Review team, please contact This email address is being protected from spambots. You need JavaScript enabled to view it.';document.getElementById('cloak62d8d7a375993875ae6dc501d984a63b').innerHTML += ''+addy_text62d8d7a375993875ae6dc501d984a63b+'<\/a>';  or on 9032 3464. If today's court decision has raised any wellbeing issues we encourage you to access the support services available to participants: http://www.victorianhumanrightscommission.com/EDR/index.php/protecting-your-well-being

We look forward to publishing the report in January 2018.

CFA Funding Cut a Kick in the Guts for Volunteers
By Andrew Ford, VFBV Chief Executive Officer

If you are reading this you probably already know that last month, CFA withdrew funding support for FIRE WISE without any consultation and without any regard for what it means for volunteers. And you will also know how important this publication is as an opportunity for CFA the Government, VFBV and others to communicate with volunteers, and how important it is for volunteer views to be shared and expressed respectfully and constructively without censorship or fear of payback.

By way of background, since 1970 CFA has paid a small annual funding grant to support this volunteer focussed publication in recognition of the important role it plays in volunteer communication and consultation. And in the 25 plus years that I have been involved with CFA, this publication has always been used by CFA as one of the most important means of communicating with volunteers - if anything the small annual grant might have been too little, but it was never too much.

The small funding grant from CFA to FIREWISE has helped keep the cost of volunteer subscriptions down and helped ensure broadest possible circulation to CFA brigades, volunteers and friends of CFA across Victoria. And when I say small annual grant, I mean small – the CFA annual grant last year equated to about $4 per brigade per month.

The FIRE WISE newspaper and The Fireman newspaper before it, have been an integral part of CFA’s ability to communicate with and hear from volunteers on the ground since the creation of CFA.

Everyone talks of the CFA family, the big family spread across Victoria. And most of us know that ongoing two-way communication, sharing stories and conversation, feeling included, celebrating successes and heartache, staying in touch with news, feeling connected even when we are far apart, and feeling that our views have been heard and listened to are really important elements of keeping that sense of belonging, pride and commitment going.

So to say I am disappointed to hear that CFA has decided to withdraw funding to FIRE WISE is an understatement.

CFA’s withdrawal of funding is a big and sudden departure from the history of a close partnership type relationship between CFA and the FIRE WISE publication, and The Fireman before it since the formation of CFA. Until last month CFA was listed as an ‘Official Supporter’ of FIRE WISE and for many decades this monthly publication, issued to CFA brigades throughout Victoria, was regarded by CFA as an ‘Official Publication of CFA’. Gordon King, editor of FIRE WISE has proudly reminded us that this close relationship has never reduced the editorial independence of this important volunteer focussed publication and at the same time there has never been an instance when the newspaper’s editorial staff censored or restricted any messaging from CFA or the government regarding their various organisational, policy or change announcements.

CFA’s decision to suddenly cancel its small funding support to this valuable volunteer communications tool, with no explanation of the logic, no consultation with volunteers and no regard for what it means for volunteers demonstrates a growing attempt to block and prevent volunteer’s views being heard. This is just one more step in the gagging of volunteers right and ability to have a voice.

The cost of CFA’s support to FIRE WISE is a tiny fraction of the CFA’s budget and an even tinier fraction of the volunteer connection, motivation, goodwill and sense of belonging it helps create.

This is another sad step in sapping the spirit from CFA volunteers and a disregard for fundamental things that help keep volunteers motivated. CFA’s annual financial contribution to FIRE WISE was approximately $5000 per month. This small contribution helped keep the cost down for volunteers and brigade subscriptions and was a recognition that for many decades CFA has recognised and used the FIRE WISE newspaper as a key volunteer communications vehicle.

Many volunteers have said to me that volunteers should demand CFA provide adequate funding to support an independent communications medium for volunteers as part of the bargain for volunteers contributing their time. The critics that suggest CFA shouldn’t pay anything and that volunteers should have to pay forget that it is volunteers who make CFA what it is and that the value of services provided by volunteers is more than $ONE BILLION every year. Yes, CFA’s own estimates calculate that CFA volunteers contribute service to Victoria worth more than $1,000,000,000 (one billion) every year and yet claim they can’t see the cost benefit of a measly $60,000 funding that helps volunteers across Victoria share news, ideas, innovations and views.

This is an appalling disregard for volunteers and the contribution volunteers give to making CFA the wonderful organisation it is today. Many volunteers have already expressed their frustration that this is just another way of CFA shifting cost back to volunteers – CFA’s financial contribution helped keep the cost of this publication low for volunteers who currently pay for their monthly subscription.

All supporters of FIRE WISE and the principle of volunteers having the ability to speak freely, to share ideas and have a voice are encouraged to voice your concern regarding the CFA’s withdrawal of support for FIRE WISE and join VFBV’s campaign to ensure FIRE WISE survives.

If you are talking to people outside CFA, explain to them how CFA works, explain the value of services provided by volunteers and explain that the cost of CFA’s annual financial support to FIRE WISE is about 2 cents a year from the average household Fire Service Levy.

I have given FIRE WISE editor Gordon King my commitment that VFBV will work with FIRE WISE to find a way forward whatever this requires. Our immediate priority will be to ensure this vital communication and consultation mechanism survives, our next step will be to achieve a more sustainable financial footing into the future and safe from the threat of someone simply cutting the funding supply because they don’t like what volunteers have to say. I can assure volunteers that we will not let this issue go away without satisfactory resolution.

Volunteers deserve a voice and FIRE WISE is part of that voice – it is a publication for volunteers by volunteers, it should be applauded, supported and encouraged by CFA and Government not kicked in the financial guts.

WHAT CAN VOLUNTEERS DO

1. Communicate your concerns via emails and letters to CFA, your local MP and via broad public messaging through your local networks and friends.
   
   
2. Maintain your subscriptions to FIRE WISE and take up the offer of free electronic access
   
   
3. Be ready to join future campaign effort to raise the awareness of the importance of volunteers having strong, volunteer driven, communications and consultations opportunities because I know the funding cut to FIRE WISE is not going to be the only challenge our volunteer voice will be confronted with.
   
   
4. Help use this disappointing action by CFA to make the volunteer voice and FIRE WISE publication even stronger - send in your letters of support now and make a future habit of sending in articles of interest and issues for open conversation to FIRE WISE.
   
   
5. Stay tuned for further developments and be ready to join further action to ensure the voice of volunteers is heard, respected and supported.

Volunteer Trainer & Assessor: Good Progress

Volunteer delegates from the VFBV/CFA Joint Training Committee attended a full day Volunteer Trainer & Assessor Forum arranged by CFA to engage with a small reference group of volunteers, staff and management from the Training department to workshop a series of high level key issues regarding the process and practice of volunteer trainer and assessors, and what could be done to build and improve capability and support for this vital role.

The forum covered topics such as: the role; expectations; scope; mentoring; endorsement; resources and validation processes. EO Adam Barnett praised the initiative and thanked the management and staff in attendance on behalf of the volunteer delegates and VFBV.

The forum was very well run, and the commitment and time dedicated to the day by the staff and volunteers out of their busy schedules to make time for the forum was inspiring and deeply rewarding. Discussions were open and frank and the respect between all stakeholders was evident throughout the day as volunteers and staff collaborated and discussed the different perspectives. Participants workshopped a high-level conceptual framework and partnership with the intent to progress a much improved and robust strategy to build, support and nurture volunteer trainers and assessors across the State.

VFBV wishes to thank DCO Paterson and Manager Learning & Development David Kearney for arranging and supporting the initiative. The Joint Training Committee have made this project a key priority for development and progress throughout early 2018, with delegates to the Training Committee looking for CFA to address volunteer feedback that has been consistently raised during previous training reviews over recent years. The Committee is hopeful of continued good progress and will keep members updated as the project progresses.

IMT Availability Tool

The VFBV/CFA Operations Committee requested confirmation that the online IMT availability tool that was trialled last year that allows members to indicate their availability for IMT duties via an online portal, was in place for this fire season.

The Chief Officer advised it was, and he had provided direction to OM’s in December last year that it was his expectation that the tool be used by districts to support their IMT planning process.

The Committee was advised that all IMT endorsed members should have access to the tool via Brigades Online, with CFA ICT Services working to improve the uploading of endorsement lists that trigger access to the tool.

Any endorsed members unable to access the tool should escalate the issue through their chain of command so that any access errors can be resolved prior to the Fire Season.

NBN Transition

CFA has identified approximately 150 CFA sites will be transitioning to the NBN by end of this year, with 20 done so far.

When a Brigade/Group location is affected, the Brigade is contacted via the District, and CFA Communications will then liaise with Telstra, NBN Co and the Brigade/Group as the work progresses. Frequently, a CFA Comms person will need to be available in person on the day of the works. CFA Comms are currently working on a FAQ to assist affected locations. Brigades who have arranged their own internet access need to be aware that they will have to liaise with their current Internet Service Provider (ISP) to arrange transfer.

Brigades and Groups should also be aware that once a site is fully switched over to NBN – the loss of power to the exchange can result in all communications (including phones) going offline until power is restored. (This applies for ‘fibre to node’ installations) Brigades/Groups are recommended to adjust their Comms plans accordingly, ensuring redundant communications methods are identified and planned for on pre-plans.

The Joint VFBV/CFA Communications & Technology Committee has requested CFA escalate the issue with EMV in order for a sector wide approach, as delegates felt this issue would also have a significant impact on the general public who may also lose their telephone lines in times of emergency, which has the potential to impact on the emergency warning system etc.

District Training Budget Myth Busting

CFA has advised the Joint VFBV/CFA Training Committee that no members should be hearing that training or access to training grounds is being restricted due to budget constraints.

Delegates were advised that training budgets were all in healthy states and there is sufficient budgets for all reasonable requests for training and access to training grounds, with some budgets being underspent. If your Brigade/Group has not recently approached your District for training access or resources because you have been told “no” in the past – you are highly encouraged to re-approach your local Manager Learning & Development who should now be able to accommodate your request. If you have any issues accessing additional training resources, please raise with your local State Councillors who can assist you.

Manual Reprint

Delegates escalated the issue of a shortage of current Bushfire Firefighter Manuals, with reports of manuals not being available for recent volunteer recruit courses. Some affected Brigades having to resort to requesting members return their old manuals for use by new recruits.

CFA has confirmed an additional re-print of 5,000 manuals has been placed, and was recently received – so manuals should now be available again. If you have any issues ordering manuals, please raise with your local State Councillors who can assist you escalate the issue.

Prepare and Focus
By Andrew Ford, VFBV Chief Executive Officer

Here we are only just getting over last Christmas and its November already.

It is now that time of the year when communities and brigades across Victoria are well into their summer preparedness and whilst brigades continue to deal with the day to day fires and emergencies that occur year-round there is also that anxious air of what is to come in the summer months ahead.

There is always lots of forecasting and different views about what we are in for - but the consensus amongst the experts, fuel loads, dryness and early fires in some parts of the State, are all pointing to this being a serious fire season at the least.

Globally there have been a number of telling reminders and tragic loss of life due to major fires including those in California, Spain and Portugal. Our thoughts and prayers go to those who have lost their lives, loved ones, homes and livelihood and also those emergency service personnel and others who are battling these major fires.

The devastation wreaked by fires such as those in California, Spain, and Portugal are also stark reminders of the often catastrophic impact of fire and the reality that Victoria is one of the most fire prone areas in the world.

For as long as I can remember Victoria has taken pride in the fact that we have one of the greatest fire services in the world thanks to our highly trained and enormous volunteer capacity and because of the existing integrated team of volunteers and paid staff working together and in support of each other as one and as equals.

And yes, I do imply a dig here at the people who want to denigrate it or rip it apart and ask anyone in a position of decision making power to stop and think about what legacy your own decisions and influence will leave in terms of the future sustainability of a thriving CFA. And be clear, I think the current fire service reform plan and attitude of some toward what the CFA is at its core - is heading us in a disastrously wrong direction. Beyond the sadness arising from any life loss or major community devastation, the recent major fires in other parts of the world reinforce my deep concern about the possibility that the reckless proposal to dismantle the CFA may have already triggered a slippery slide that will weaken Victoria’s ability to deal with major emergencies in the future.

I hear it in the voices, and see it in the faces of the many volunteers who share with me their concerns of the low morale triggered by the slippery slide that has started. But – it is not beyond repair. As I have said to many who are wondering why they should keep bothering – for now my advice is to stay patient, keep your resolve, get on with what we do for our communities and also stay vigilant and prepared to redouble our efforts if attempts are made to ram through flawed policy or politically driven restructure of the fire services and particularly if the current flawed legislation proposal is not taken off the table.

Like many volunteers I speak to, I do not look back on the past year with much fondness. It has been a frustrating journey to say the least and I am constantly asked when will the Government take the proposed Fire Service restructure off the table and start genuinely respecting volunteers so that we can get on with focussing on something positive and get on with serving the community as we have done year in year out, day in day out.

Sadly, the reality is that despite the Victorian Government’s Fire Service legislation failing to yet be passed or even considered in detail by the Victorian Parliament Upper House it seems our concerns about the fundamental flaws contained within it have still not been heard by some.

Even though the legislation has barely been debated in the Upper House and despite all indications that it does not have the support required to be passed, the Government has had it listed as an agenda item for each of the recent sittings of Parliament so its fate is still not final.

Regardless of the fact that the legislation has not yet been supported by Parliament, it does look like the Government and CFA are bullishly pushing on with some elements of the reform program and VFBV shares the concern of many volunteers that this this highly inappropriate. The big question is what will it take to bring things back to order and transparent process?

As a long serving volunteer said to me earlier this week “. . there is something very fishy going on and perhaps the recently proposed Royal Commission (into Victoria’s Fire Service) is the only way to truly get to the bottom of it”.

VFBV’s submission to the Fire Services Reform Bill Select Committee Inquiry proposed the best way forward is that the legislation should not proceed nor be supported until it has been subject to a proper, transparent review and impact analysis. VFBVs submission to the select committee was that a proper process of inquiry, problem analysis and solution development, done with genuine engagement and transparency would be the best way to set the foundations for improving culture, trust, respect, leadership and harmony within and across the fire services.

We have said we would welcome such a process and any opportunity to actively participate in it. Certainly a Royal Commission would provide such a process. Based on the discussions I have had with many volunteers, and also from the ‘quiet’ discussions I have with many well regarded paid officers throughout the sector it seems most people agree.

Victoria’s fire services arrangements are so vitally important we cannot afford to get it wrong and the best and most powerful instrument for fair and transparent analysis is certainly a probing and highly focussed Royal Commission.

Whilst some people will be tired of reviews, we are definitely more tired of the games being played and the hidden agendas dragging CFA down. And we cannot afford to let tiredness or despair make us give up on the hope of a proper outcome.

The Royal Commission into Victoria’s Fire Service is only a proposal at this stage as it is a policy position of the Victorian Coalition should they be elected next year. Sadly, if a Royal Commission is the only way we are going to remove the ugly politics that has dominated this sad journey then perhaps it is the only answer. I am sure there will be ongoing discussion about this over the coming year.

“A Royal Commission is the only way you will get key people to speak up without fear or without being gagged” is probably the most telling comment I have heard and is a common view amongst most people I have spoken with.

And I agree - let’s get the rubbish off the table; focus now on summer and the work we have to do each day; hold our values; be hopeful that the truth will prevail; and encourage a proper and transparent inquiry, whatever form it takes so that we leave the CFA legacy stronger than we inherited it.

Affiliation Reminder

The number of Brigades affiliating with VFBV for 2017/18 is on track to match and probably exceed last year’s record number, a sign of continued strong support for the association’s work on behalf of volunteers.

A record 95% of Brigades affiliated with VFBV in 2016/17, and this year a number of Brigades have affiliated with VFBV for the first time in many years. If you are not sure whether your Brigade or Group’s VFBV Affiliation and Brigade’s VFBV Volunteer Welfare Fund subscription have been paid, contact your Secretary as soon as possible.

The modest cost of $80 for VFBV affiliation is the same for all Brigades and Groups.

We also strongly encourage Brigades to subscribe to the VFBV Welfare Fund in the interests of supporting your members in times of personal hardship. Last year, the Welfare Fund distributed over $176,000 to volunteers and their families in need. For more information visit the VFBV website www.vfbv.com.au and go to the Member Services area.

For any enquiries, contact your VFBV State Councillors or call us on (03) 9886 1141.  

Exciting Course: Places Still Available

District Council’s continue to roll out the VFBV Delegate Development – Engaging Diversity Training course.

The 2 day course is available to all members, including current delegates, aspiring delegates or anyone looking to do some professional development and wanting to increase their leadership and management type skills to enable better Brigade and District Council involvement.

The course has been put together using a blended learning model, combining face to face and out of session work that students can do in their own time at their own pace.

The training will be delivered over two face to face workshop sessions, with a four to six week gap between sessions to provide time for students to complete some out of session work and assignment. Travel reimbursement is available to all participants attending the course.

Feedback from recent participants has been very encouraging.

A recent participant said; “I was a bit dubious about the program to start, but once I got there it was great. I think the interaction and discussion as well as the exercises will help me to fulfil my role in and outside of my brigade duties.”

Another said; “I found the program fast-paced, fun and thought provoking. It was challenging and rewarding to step outside my comfort zone to speak up and engage with others. It was equally rewarding to listen to others and gain different perspectives.

I learned valuable and transferable skills in communication and problem solving. Skills that are vital as a delegate and in everyday life.”

Places are still available, and you can get more information and register for a course by contacting VFBV Support Officer Mark Dryden on 0428 767 258.

This month’s courses are at;

District 8: Sunday 12 November @ Skye;

District 12: Saturday 25 November @ Seymour;

District 23: Sunday 26 November @ Benalla.

Low Voltage Fuse Removal

VFBV has again requested the Chief Officer to urgently escalate the priority of addressing the significantly reduced levels of training in Low Voltage Fuse Removal.

Due to the lack of delivery of courses, and skills maintenance training – the numbers of trained personnel has plummeted from approximately 5,000 to an all-time low, with only a handful of members across the state remaining current.

VFBV has been advocating for many years the importance of this training for the safety of members and reducing the risks of electrocution hazards, as well as address the non-standard, outdated and untested equipment prevalent across the State and inadequate stowage of removal sticks on vehicles.

CFA advised VFBV last year that it had completed and submitted a Business Case to Government for funding of a program to replace untested and dated equipment as well as address the urgent need to re-establish skills maintenance and skills acquisition training across the State.

VFBV investigations reveal this request for urgent funding was unsuccessful and has resulted in the project going nowhere. Given recent grants and funding programs provided to CFA, VFBV has requested CFA to again prioritise this work in the latest rounds of funding.

Delegates have requested the Chief Officer escalate the issue and have the matter addressed as a matter of urgency. The Committee continues to try and inform and advocate to CFA on the serious risks both to members, and the organisation the current situation is resulting in.

Hazardous Tree Management

The Chief Officer has advised he expects all CFA members to complete the Hazardous Tree Management course prior to this year’s Fire Season. Brigades have been posted an Information Package including posters and a DVD.

Brigade Captains can sign off members who have watched the DVD and successfully completed the quick quiz at the end.

Individual members can also complete the package themselves in their own time, by logging into the Learning Hub on Brigades Online.

The Tree Hazard Online course will appear on the homepage. You can complete the online course and the quiz all in the learning hub, and at the end, your training records will automatically be updated to show you have successfully completed the Hazardous Tree Management course.

Medium Tanker Survey Now Open

The Medium Tanker survey is now open.

An initiative of the Equipment & Infrastructure Committee - the purpose of the survey is to gather feedback from Brigades who have been issued with (or have familiarity with) the Medium Tankers and assess how the cab chassis, locker configuration and base equipment is operating, and if there are any areas of improvement that could be suggested for future builds.

The Committee is keen for feedback from any members who wish to provide their thoughts and experiences of how the Medium Tankers are working in the field.

If you have any feedback or design ideas that you think would benefit future builds – please get involved. The survey can be found here.

Hoarding

People with hoarding behaviour live with a higher risk of starting a fire or being trapped in the event of a home fire. Locations of high clutter and hoarding can also pose a risk to firefighters due to the elevated fuel loads and compromised access and egress risks.

CFA informed the Community Safety committee the “Recognising and Reporting Problematic Residential Clutter” poster was finalised, along with a corresponding Operations Bulletin that will be going out shortly. The poster provides nine images of a typical residential room with increasing levels of clutter. Each image is sequentially numbered one to nine – with images five through to nine representing high levels of clutter that should be reported.

To assist with firefighter safety when responding to these locations - Brigades can now register individual addresses identified as having high hoarding/clutter activity that will create a note in CAD so future crews responding to those locations will be notified en-route to the incident as well as appending a notification to the ALERT message.

Brigades can report locations with high levels of clutter on Brigades Online. Go to: Fire & Emergencies > Incident Management > Report High Levels of Clutter. Members of the Community Safety team will review and process the incoming forms and will also ensure privacy is maintained when adding a property to the system.

The poster and Operations bulletin also provide additional information on how to identify and respond to locations with high clutter, including safety advice. Brigades are highly recommended to run awareness sessions to educate members on hoarding.

CFA has advised that due to a small network reconfiguration which occurred on Thursday afternoon, that listening sets have been unable to pick up communications. The issue has now been identified, and the network configuration that caused the problem is due to be rolled back tomorrow (Tuesday). This will fix the problems, and listening sets will then work as they should.

The issue was caused by a change that was using a proprietary standard that was not part of the official P25 standard. 

A software update for the scanners will be made available early next year so that any future changes to the network won't cause the problem to re-occur. The Joint VFBV/CFA Communications Committee had also requested that an update file be made available to address all the recent changes to CFA channels - so we have requested this update be rolled into that one, so that members will need only apply one software update.

We will advise when the software update is available along with instructions on how to apply it as soon as its available.

In the short-term, you don't need to make any changes on your end. All functionality will return to normal tomorrow once the network change has been rolled back.

The Medium Tanker survey is now open until the 31st January 2018. This survey is an initiative of the Equipment & Infrastructure Committee. The purpose of the survey is to gather feedback from members and Brigades who have been issued with (or have familiarity with) the Medium Tankers and assess how the cab chassis, locker configuration and base equipment is operating, and if there are any areas of improvement that could be suggested for future builds.

The Committee is keen for feedback from any members who wish to provide their thoughts and experiences of how the Medium Tankers are working in the field and help identify future improvements.

Your feedback will greatly assist with the Committee’s advocacy to CFA, Fleet and Engineering about future improvements to the truck.

Your personal details will not be shared with CFA  without your permission – and comments and responses will not be attributed to individuals, and will only be reported on an aggregated basis, so that specific comments or responses cannot be linked back to you or your Brigade.

To complete the survey, please visit: https://www.surveymonkey.com/r/cfamediumtanker 

There are only a few days left to have your say in the 2017 Volunteer Welfare and Efficiency Survey, please make sure that you have completed the survey to ensure your opinion is heard, we want to make sure that as many CFA volunteers as possible have the opportunity to have their say.  

Do these things matter to you?

CFA provides enough training opportunities in formats, at times and at locations that make it easy for me to participate?

Volunteers are effectively consulted and involved in decision making at my brigade level?

CFA corporate policies and leadership support an effective volunteer based and fully integrated organisation?

To take part in the survey and tell us why, go to https://www.surveymonkey.com/r/2017vfbvsurvey

There has never been a more important time for volunteers to provide their feedback. The data from the survey will greatly assist with advocating for greater support for volunteers – so please encourage everyone you know to take part. It only takes about 10 minutes to do – and more participants means greater influence for the survey results.

Once you have completed the survey, please share the link with your brigade members and encourage them to have their say as well.

If you have brigade members who would prefer to complete a paper copy of the survey please contact the VFBV office on (03) 9886 1141.

Want to see last year’s results? Then go to; http://vfbv.com.au/index.php/component/k2/item/593-2017-vfbv-volunteer-welfare-and-efficiency-survey-pre-register-now

Start Today
By Andrew Ford, VFBV Chief Executive Officer

At the AGM last month we welcomed three new Board Members, Kate Boschetti, Jan Cleary and Rob Auchterlonie. We congratulated Samantha Rothman, Mick Nunweek and Graeme Jilbert on their reappointment and thanked Hans van Hammond, Jill Parker and Gerry Neyenhuis for their contribution and commitment as they retired from the Board.

VFBV heads into the future with a great diversity of skills and expertise at Board level. This complements our existing dedicated state-wide delegate, District Council and State Councillor teams, and we are adding to this with the progress we are making with our multi-agency youth network. As we continue to wait for the release of the VEOHRC Independent Review into Equity and Diversity, being held up in the Courts, we do not need to delay action on improving diversity.

With a catch cry of “start today” I reflect on messages provided in a presentation on improving gender diversity, given at State Council earlier this year. It is important we recognise the potential and contribution women make and, commit, in our male dominated environment, to remove barriers and empower women to become quality leaders and build confidence in themselves. We need to ask ourselves, is the lack of representation of women part of an ingrained culture? A subconscious bias?

In further support of equity and diversity initiatives, the VFBV professional development program “Engaging Diversity” is a key contributor to developing and enhancing the skills of current and future leaders to ensure that diversity is on the agenda, and skills such as communication, leadership, problem solving and strategic thinking are developed in the context of a varied and diverse volunteer workforce. Further details on the course can be found on this page.

The VFBV Volunteer Welfare and Efficiency Survey, which is still currently open, has in previous year’s results highlighted the importance that volunteers place on opportunities for women, and also to ensuring an inclusive environment when it comes to diversity. The two survey statements relating to these issues are always ranked as the most important when all the statements are compared. The comments section, unfortunately, sometimes tell a different story where indications are that isolated cases of discrimination or harassment are still occurring. I am reminded of the oft quoted David Morrison – “The standard you walk past, is the standard you accept”. It is just as important to call out inappropriate behaviour when it is witnessed, as it is to not engage in the behaviour itself.

In the meantime, as we head into a potentially very high risk fire season as advised in the Southern Australia Seasonal Bushfire Outlook last month: “Conditions in Victoria appear likely to increase risk of above normal fire season, with a potentially earlier start in some parts of the State” we are still unsure as to the future structure of fire services in Victoria. As always, however, volunteers will turn their heads from conflict and ensure the safety of their community is paramount.

I commend brigades as they begin to engage with their communities with fire safety messages and fire preparation planning and meetings in what is anticipated to be a difficult and very busy season. Even though it is only October, I note that in 2015 there were over 600 fires in October and November which needed four or more brigades to attend, including one fire which had 196 brigades and the involvement of over 1300 volunteers. In 2014, there were almost 500 fires needing this level of response or higher.

The VFBV Welfare and Efficiency Survey highlights most volunteers do what they do to protect the communities they live in. Volunteering in itself is shown to improve wellbeing and resilience. Please look after yourselves, particularly if the fires start early, and I, as always, thank you for your ongoing commitment and support.

I finish this column with a quote from the Emergency Management Commissioner, Craig Lapsley. I have criticised the Commissioner in a previous column for his disparaging comments about the CFA, however, there is an area where I am pleased to say we agree:

“We are in this together - government, agencies, communities and business - and go into the summer season knowing we work best when we work collaboratively as a strong, capable sector with a focus on the best outcomes for the communities we serve.”

[https://www.emv.vic.gov.au/ above-normal-fire-seasonforecast- for-victoria]

Survey Closing Soon

1. CFA provides enough training opportunities in formats, at times and at locations that make it easy for me to participate?
2. Volunteers are effectively consulted and involved in decision making at my brigade level?
3. Overall how satisfied are you with the way volunteers are treated by CFA?

Are these statements important to you? How well is CFA performing in these areas? Tell us by taking part in the 2017 VFBV Volunteer Welfare and Efficiency Survey.

The VFBV Volunteer Welfare and Efficiency Survey allows VFBV to capture the views of CFA volunteers and track what the key issues are. It is also the sixth time that the survey has been offered to CFA volunteers which means trends in volunteer opinion can be tracked over the years.

To complete the survey, visit the VFBV website www.vfbv.com.au or if you would prefer a paper copy of the survey, call the VFBV office on (03) 9886 1141.

For the second year, the survey is also being offered to volunteers from across the emergency management sector in Victoria (Emergency Management Volunteer Welfare and Efficiency Survey) and to fire service volunteers from across Australia.

The 2017 VFBV Volunteer Welfare and Efficiency Survey closes this month – so make sure your voice is heard and complete the survey today.

New VFBV Board Members

At the recent AGM, VFBV State Council officially thanked retiring Board Members, Hans van Hammond, Jill Parker and Gerry Neyenhuis (who remains as State Councillor for District 7).

Samantha Rothman and Mick Nunweek were reappointed for a further two-year term, and Graeme Jilbert was reappointed for a term of 12 months as a State Council Delegate.

Three new Board Members were warmly welcomed to the VFBV Board with terms commencing 1 October 2017.

Kate Boschetti: Kate joins the VFBV Board with extensive experience from the commercial sector, and recently completed her MBA. Kate is a member of Wodonga West Fire Brigade and a member of the BMT. Kate has worked actively to increase female participation by addressing barriers to their participation. Kate’s is a two-year appointment.

Jan Cleary: Jan is a member of the Mossi Tambo Rural and Lakes Entrance Urban Fire Brigades. She was the first CFA female Group Officer to be appointed. Jan has also been a rep on the CFA District Planning Committee and is a Deputy Coordinator in the Peer Team for District 11. Jan is an active local community member. Jan’s is a two-year appointment.

Robert Auchterlonie: Rob has been a VFBV State Councilor for District 9 since 2008. Rob is a farmer who is a member of Dumbalk Fire Brigade. Rob has been a Peer for 22 years and is a Peer Support Coordinator for his District. Rob is appointed to the VFBV Board for 12 months as one of the State Council delegates.

12 months on: you can start today

This time last year, present and past CFA members were being encouraged to participate in the Independent Review into Equity and Diversity being conducted by the Victorian Equal Opportunity and Human Rights Commission (VEOHRC).

A review similar to the one undertaken with Victoria Police the previous year. Although VEOHRC completed their review a few months ago, the release of the report continues to be delayed due to court proceedings by the United Firefighters Union.

VFBV is keen to have the report released to deliver the transparency needed for the CFA to talk openly about bullying and harassment as soon as possible. VFBV is keen to support CFA members in addressing any issues that are identified in the report.

In the meantime, we can all do our bit for diversity. Quoting from a presentation to State Council earlier this year on improving gender diversity, given by Ariana Henderson and Sandra Robinson from Parks Victoria:  

10 Actions to start making a change

1. Put gender on the agenda and publicly promote it
   
   
2. Know how many women you have and what roles they perform
   
   
3. Identify the real barriers to recruiting, retaining and progressing women
   
   
4. Review your organisations systems and processes to support women
   
   
5. Review conditions, provide flexibility
   
   
6. Support women to be women
   
   
7. Recognise women’s leadership potential
   
   
8. Challenge the culture, recognize unconscious bias 
   
   
9. Commit to it as men, commit to it as an organisation and
   
   
10. Start today

Brigade delegate professional development opportunity: Engaging Diversity

VFBV is proud to have been running ‘Engaging Diversity’ training programs across the State. This professional development opportunity is receiving high praise with participants who have complimented the program citing it as being fastpaced, fun and thought provoking, rewarding, and teaching vital skills.

The program provides a strong foundation for participants to develop as future leaders, or for those already in leadership roles to further develop their skills.

Designed around the theme ‘engaging diversity’ the program develops and enhances skills relating to communication, problem solving, teamwork, initiative, self-management and much more.

There are still opportunities to participate, so for more information or to get on a course, contact your VFBV Support Officer, State Councillor or the VFBV Office on 9886 1141.

Diesel Exhaust Emissions

Earlier this year, CFA agreed to a VFBV request to carry out atmospheric monitoring to assess the potential exposure of members to diesel exhaust gases and diesel particulate matter at Fire Stations following a typical “turn-out” event.

The aim of the monitoring was to measure the exposure of members to diesel particulate matter, measure carbon monoxide and nitrogen oxide concentrations and then assess these measurements against Safework Australia exposure standards and subsequently assess any potential adverse health impacts of the results.

CFA commissioned an independent certified Occupational Health & Safety Hygienist to conduct the monitoring. Three locations were selected by local volunteers as representing a range of “typical” one to two bay stations for initial tests. Results indicate the average concentrations of diesel particulates measured at all locations were well below the guideline figures specified by the NSW Minerals Council and the proposed eight-hour time weighted average exposure standard supported by the Australian Institute of Occupational Hygienists. Carbon monoxide and nitrogen dioxide levels were also well below the eight-hour time weighted average levels.

The hygienist reports concluded that members should not suffer any adverse long-term or short-term health effects due to exposure to diesel particulates and levels were not considered to pose a risk of adverse health effects under the conditions of monitoring. No further control measures were considered necessary to reduce the levels of diesel engine exhaust emissions at two of the three locations.

However, at the third location, short-term exhaust emissions carbon monoxide and nitrogen dioxide levels where all elevated following the trucks egress from the station which indicate there is a possibility of short-term transient effects such as eye and upper respiratory tract irritation. A significant contributor appears to be an older-type vehicle, re-enforcing VFBV’s long advocacy for reduction of the tanker fleet age.

In the short-term, Brigades are reminded to minimise the time spent in engine rooms while engines are running or have recently run, and move vehicles out of engine bays onto external areas/aprons if available - as quickly as possible.

The Joint HR, Welfare and OH&S Committee will continue to advocate for wider testing, and monitor additional control measures that may be necessary at some locations to reduce exhaust levels. This may include the provision of mechanical ventilation to more effectively ventilate engine bays. Early indications are that extraction- type ventilation in smaller sheds would not be effective, with better results being achieved by mechanical ventilation sourced from the rear of sheds which would force exhaust gases out of the larger front engine bay doors. The Committee will continue to investigate and monitor.

For the second year, the Emergency Management Volunteer Welfare and Efficiency Survey is being offered to volunteer’s from VICSES, St John Ambulance, Red Cross, The Salvation Army, Victorian Council of Churches Emergencies Ministry, Ambulance Victoria and Life Saving Victoria. The survey has been run since 2012 for CFA volunteers by VFBV.

The survey was developed by VFBV to address a significant gap in the information available to the state’s decision makers, and over the years has become an unmatched guide for trends in volunteer opinions.

Click on the logo of the agency you are a volunteer with to complete this years survey.

Please note that the Live Saving Victoria Survey will open on Friday October 6th

Last years Sector Report can be found here.

Values Driven Leadership
By Adam Barnett, VFBV Acting Chief Executive Officer

As we continue through another tense month waiting for Parliament to decide on the future of our Fire Services, there has been much discussion within the sector on whether the Victorian Fire Services are fundamentally broken beyond repair and without redemption. In fact, it is this assumption that sits behind much of the spin and messaging in the justification for the proposed dismantling of CFA, which is a convenient narrative to further a different agenda.

As VFBV has formally stated on the record, we believe this to be an invented crisis to further a political and industrial agenda. Critics of our message have tried to paint volunteer opposition to the proposed legislation as therefore being against change. One only has to read back through every major inquiry into the fire services over the last couple of decades to know nothing could be further from the truth.

In fact, volunteers have frequently led the charge and proposed reforms and improvements to the system for years, pushing the agencies and decision makers to improve, adapt and evolve to better meet our community needs. It is this truth that has made it so easy for all of us to see straight through the empty rhetoric and spin.

The proposed legislation offers us no improvements. It does nothing to improve community safety. It does nothing to fix the issues that volunteers have long campaigned to fix, and it removes the last remaining remnants of flexibility and adaptability to a service delivery model that at its heart is about partnering with our communities to build lasting and effective community safety and resilience.

If there is to be a crisis, then perhaps the most deserving of this moniker would be the crisis of leadership we now find ourselves in. And really, given what has been done to our leadership over the last 12 months, how could we not?

We now find ourselves in a situation where some of our leaders have refused to honour their legal and moral obligations to the Volunteer Charter. They have forced our previous Minister, the Hon Jane Garrett to resign. They have sacked our entire independent 10 member CFA Board. And they have presided over the resignation of no less than two agency Chief Executive Officers, (Nolan and Higgins) and three Chief Officers (Buffone, Rau and Stacchino). And what is the wrong that all these people have apparently committed? Is it they dared to take their obligation as officers of a statutory authority seriously, and provided frank and fearless advice to the Government of the day? Is it they dared to lead with honesty and integrity? Is it they dared to stand on principle and honoured their obligation to creating public value and protecting the safety of the Victorian public?

And how poorer is our sector now that all these people of integrity are no longer with us? What does it say to those that are left? What does it say about those that are left or have taken their place?

It is therefore incumbent on us to draw upon the leadership within our own ranks, to lead by example using our shared values of honesty, integrity and inclusiveness – and become masters of our own destiny. To put our communities first, and embrace our community based ethos that is at the heart and soul of our CFA service delivery model. To embrace our strengths, and work as one integrated team not separated by our differences, but unified in our desire to serve our communities and the people of Victoria.

So what to do when people try to segregate us, try to demonise us, and ask us to accept those unable to lead with integrity, honour and respect? We must find a new way, and we must teach our leaders that they must earn our trust and respect, and only then may they deserve our confidence and loyalty. This is not a call to arms, but rather a call to honour.

One can’t help but observe the increasing incidence of people mistaking aggression for strength, and bullying for leadership. It’s up to all of us to recognise bullies in our midst, and call them out. The bullying leader can sometimes be very alluring. They can often be smart and charismatic. But like a magician, they rely on tricks and misdirection that doesn’t survive an inquisitive peek behind the curtain. So how do we recognise the bullying leader?

1. A bully leader dominates and intimidates and issues directives and orders. They are authoritarian and demand things be done their way. Compromise is seen as weakness. They are pulling everyone else down so that they can push themselves up
   
   
2. A bully leader surrounds themselves with yes people and only those willing to agree with them and go along with their orders without question. Inclusiveness is reserved only for the chosen few sycophants willing to sell their creditability and reputation to advance their leaders cause. They mistrust everyone and rarely delegate, believing only they have the power and charisma to pull it off
   
   
3. A bully leader plans and plots in secret. They control access to information and rely on ignorance and despise transparency. Manipulation is their weapon of choice, and they distort and manipulate the information and narrative so it tells the story they want told. They communicate with subterfuge and spin to mask their real intent and objectives
   
   
4. A bully leader lacks empathy for others. They are dismissive of other people and opinions, and use ridicule and criticism to cut down their competition or objectors. They are aggressive and use power plays to get what they want. They manipulate other people by fear and aggression and use intimidation and victimisation to target those that don’t agree with them.

But here is the secret to dealing with the bullying leader. Leaders need followers. And each of us has the power to choose the values and behaviours we will accept. And here’s the thing about leadership, there is a symbiotic link between those that lead and those that follow. It’s a choice. We each have the power to choose those that we place our trust and confidence in, and we can use that choice to influence the kind of leadership we get.

The wonderful thing about CFA is the community ethos of our brigades. We don’t need to look up for leadership – we are surrounded by it. Look for people that inspire you. Look for people that approach leadership as a collaborative task. They empower those around them, they welcome differences of opinion and seek to understand why people don’t agree with them. They share their knowledge and vision in an effort for people to understand where they are coming from, and what they are trying to achieve. They approach leadership as a true partnership.

They work hard to communicate with honesty and integrity, and build trust and respect amongst all those that deal with them. Their strength comes from their quiet determination to do what is right. They are not afraid to make difficult decisions – but always have empathy with those that may be disadvantaged by them. They inspire us, and make us want to do better. They cause us to look back at overcoming difficult challenges with pride, and not regret or shame.

The sad reality is that bullying leaders rarely storm the fortress and steal our blind obedience and support. Rather, we get fooled in giving it away. Perhaps not consciously, but certainly subconsciously. By doing so, we are ultimately devaluing the worth of our loyalty and support. Ultimately, we teach people how to treat us.

The bullying leader should have no place in our organisation or our sector. The bullying leader loses all moral authority and legitimacy to lead. I am reminded of Herman Melville’s story of Bartleby the Scrivener. Bartleby decides one day to answer all his boss’s orders with; “I would prefer not to.”

We need to reaffirm and restate the values and behaviours that we expect of our leaders. And it isn’t a one-way journey. We must model the behaviours we want to see in others, and reward those that display the values and behaviours that are important to us. It won’t happen overnight, but little by little we can influence and shape the type of leadership we deserve. Bullying leaders treat power as a commodity – and without it – they cannot lead for very long. The sooner we choose to value who it is we put our trust and confidence in – the sooner we can shape our own destiny and the destiny of the wonderful organisation we are all apart of.

Choose wisely, and never underestimate the power of your individual voice and ultimately the people you choose to be led by. Do it respectfully, and have faith in yourself. Put value on the qualities you demand from your leaders and don’t settle for less. This in turn will ensure only those that deserve your trust and confidence will become tomorrow’s leaders.

Welfare & Efficiency Survey Now Open

The annual VFBV Welfare and Efficiency Survey is now live and you are encouraged to have your say.

One of the largest surveys of its kind, the VFBV Volunteer Welfare and Efficiency Survey is a critical tool to capture the views of CFA volunteers and track what the key issues are, and how well CFA is performing in relation to meeting volunteer needs.

This is the sixth year the survey has been offered, and with the high number of participants, is an extremely reliable representation of the views of volunteers across CFA. Participation is important to ensure the survey continues to be a significant method of capturing volunteer opinion, and guarantee volunteer voices are heard.

The survey is also being offered to emergency management volunteers across Victoria and Fire Services around the country for the second year. This not only enables a sector view of volunteer opinion, it also allows for a comparative view about how CFA volunteers feel compared to their peers with other agencies.

It is vital that you get involved. The survey will take 10 – 15 minutes to complete and is open until close of business 16 October 2017.

A link to the survey as well as last year’s results can be found on the VFBV website. The national and Sector results are also available.

Cold Climate Jackets Project Complete

The Cold Climate Jacket project that was supported and advocated by VFBV back in 2015 has officially ended, officially closing on 30 June 2017.

Following advice that CFA would not consider personal issue of cold climate jackets, VFBV advocated for funding through the VESEP program to fund a cache of jackets for each brigade, similar to how the black jackets had been distributed to rural brigades many years ago.

Over the course of the project - 7,176 cold climate jackets have been distributed across 1,196 brigades, with six jackets covering a range of sizes distributed to each brigade. With the distribution now complete, additional jackets can be purchased through the State Logistics Centre at cost price.

VFBV has congratulated the CFA Protective Equipment Department on its management of the project, and thanked the CFA VESEP secretariat for its support of the program.

Disappointingly, there have been reports of some Districts which did not consult with brigades on what size jackets were provided. District OM’s were provided an opportunity in July 2016 to review the standard range of sizes and request changes to the default sizing allocations in consultation with brigades.

VFBV has requested Districts that did not consult with brigades on sizing consider purchasing relevant sizes from the SLC and support brigades in swapping sizes on a one for one basis as appropriate.

VFBV is also advocating for additional sets to be supplied to brigades each year, in order to build up the pool of jackets available.

Ivecco Heavy Tanker Mods

CFA has advised that 10 of the 40 Iveco Tankers have now completed rectification works and been returned to operational duty. The remaining 30 are expected to be completed and returned to service by the end of October.

In addition to the brake line rectification works being conducted, in consultation with the DMO’s CFA are undertaking additional modifications to the Heavy Tankers whilst they are in for repair, including; realignment of the rear tray section; stiffening the front tray headboard; strengthening the cabin front step; and improving the pump engine radiator shrouding to overcome the potential overheating issues. CFA has agreed to undertake these works internally via the DMO’s rather than by the manufacturer, in order to rebuild confidence in the field of these vehicles.

Vehicles that were “in service” have been prioritised so they can return to operational service ASAP. The Joint Equipment & Infrastructure Committee has requested to be kept informed of progress on the repairs and subsequent roll-out.

Victorian Radio Network

The Joint VFBV/CFA Communications Committee discussed progress on the new network that will sit over the top of the existing radio network called the Victorian Radio. CFA has confirmed there will also be a multi-agency Op Tech advisory group (OTAG) set up to ensure all users have input into the new system, which delivers on VFBV’s advocacy since the current pagers were introduced, of the importance of ensuring volunteer feedback, evaluation and needs are identified and addressed early in the process, so the mistakes of that rollout are not repeated.

As previously advised, as part of this project the long awaited upgrade to the outer metropolitan network (Districts 7, 8, 13 and 14) which are still operating on the old analogue network, will finally migrate to the digital system as part of these changes. The Committee is currently reviewing capacity requirements, with learnings from a similar network recently rolled out in Queensland providing some confidence in the capacity of the network to manage congestion between agencies. 

VFBV Support Officer (North East)

VFBV is seeking to appoint a VFBV Support Officer to work in regional Victoria with VFBV District Councils, Brigades and volunteers to facilitate consultation, issues resolution and volunteer engagement.

The position is a State role, with emphasis and focus on providing support throughout CFA’s North East Region (Districts 12, 13, 22, 23 and 24). This is an existing position, with the incumbent vacating the role.

In addition to relevant skills, candidates will need to understand CFA and volunteerism, be good listeners, and be able to navigate through complex issues resolution, be self starters and have a passion to improve arrangements that benefit the welfare and efficiency of CFA volunteers.

Extensive regional Victorian work travel is envisaged and flexible work base locations will be considered for this position, with the priority focus in the North East Region covering CFA Districts 12, 13, 22, 23 and 24. Applicants living outside the region, but within a reasonable distance (neighbouring districts) will also be considered.

Flexible working arrangements, to cater for extensive evening and weekend work, will be tailored to match the needs of our volunteer membership base, and a vehicle will be provided for travel.

This is a full time position giving the right candidate an opportunity to really put their stamp on the VFBV of the future.

All applications must include both a current resume and a cover letter addressing the key selection criteria outlined in the position description. A copy of the Position Description can be found on our website www.vfbv.com.au   

Any questions or queries re the application process should be directed to Cathie Smith from the VFBV Office on (03) 9886 1141 or via email at This email address is being protected from spambots. You need JavaScript enabled to view it.

Applications close 25 September

VFBV is seeking to appoint a VFBV Support Officer to work in regional Victoria with VFBV District Councils, Brigades and volunteers to facilitate consultation, issues resolution and volunteer engagement. Position is a State role, with emphasis and focus on providing support throughout CFA’s North East Region (Districts 12, 13, 22, 23 and 24). This is an existing position, with the incumbent leaving the role.

In addition to relevant skills, candidates will need to understand CFA and volunteerism, be good listeners, and be able to navigate through complex issues resolution, be self-starters and have a passion to improve arrangements that benefit the welfare and efficiency of CFA volunteers.

Extensive regional Victorian work travel is envisaged and flexible work base locations will be considered for this position, with the priority focus in the West region covering CFA Districts 12, 13, 22, 23 and 24. Applicants living outside the North East, but within a reasonable distance (neighbouring districts) will also be considered.

Flexible working arrangements, to cater for extensive evening and weekend work, will be tailored to match the needs of our volunteer membership base.

This is a full time position giving the right candidate an opportunity to really put their stamp on the VFBV of the future.

All applications must include both a current resume and a cover letter addressing the key selection criteria outlined in the position description.

Applications close Tuesday 3rd October 2017

Any questions or queries re the application process should be directed to Cathie Smith from the VFBV Office on (03) 9886 1141 or via email at This email address is being protected from spambots. You need JavaScript enabled to view it.

Any interested applicants to the VFBV Support Officer position, are also encouraged to speak to one of our existing VFBV Support Officers (Glenn, Mark, Angela, Peter and Mary Anne) and/or State Councillors who would be more than happy to give members a sense of the role.

Download the Position Description from here.

The 2017 Volunteer Welfare and Efficiency Survey is now open to all CFA volunteers.

CLICK HERE TO TAKE THE CFA SURVEY

The survey is running until October 30

The VFBV Volunteer Welfare & Efficiency Survey is an annual snapshot of volunteer opinion, which includes 33 questions on issues chosen by CFA volunteers. Last year a record number of CFA volunteers completed the survey and over 7,000 volunteers took part national across our interstate surveys. Your comments are confidential, but the results go straight to the decision makers.

The survey will take 10 – 15 minutes to complete and is open until close of business 30 October 2017.

The survey continues to be an important and reliable method to capture the views of volunteers and track what has been achieved and is improving, as well as addressing areas that are the cause of dissatisfaction for volunteers. You can access last years results from here.

For the second year, and from September 15, the survey is also being offered to volunteers from across the emergency management sector in Victoria (The Emergency Management Volunteer Welfare and Efficiency Survey) and to volunteers from fire agencies from across Australia. Please see below for details of the other State and Territory Fire Service surveys available. Details and links of the other Victorian Emergency Management agencies partipating in this years survey will be provided after the 15th September when those survey open.

2017 Volunteer Welfare and Efficiency Survey available to Fire Agency Volunteers from Across Australia

For the second year, the Volunteer Welfare and Efficiency Survey is being offered to volunteers from fire agencies from across Australia. The survey has been a success in Victoria since 2012 and is being offered to fire service volunteers again in 2017 through each state’s representative associations as part of the Council of Australian Volunteer Fire Associations (CAVFA).

The survey was developed by Volunteer Fire Brigades Victoria (VFBV), to address a significant gap in the information available to the state’s decision makers, and over the years it has become an unmatched guide to trends in volunteer opinions.

The survey will take 10 – 15 minutes to complete and is open until close of business 30 October 2017.

To take part, click on your fire service below

New South Wales

NSW Rural Fire Service

Queensland

Rural Fire Service Queensland

South Australia

Country Fire Service

Tasmania

Tasmanian Fire Service Volunteers

Note Tasmanian Fire Service Retained Volunteers Association have elected to not take part this year, please contact TRVFA if you have any queries

Victoria

Country Fire Authority

Western Australia

Volunteer Fire and Rescue Service

Bush Fire Service

NOTE TO MEMBERS – 18 August 2017                                          

FIRE SERVICES BILL SELECT COMMITTEE
FINAL REPORT

This morning the Fire Services Bill Select Committee tabled the Final Report of its inquiry into the Fire Services Bill. 

VFBV welcomed the Final Report, and congratulated the Select Committee on the way they had engaged with all stakeholders. The Committee has worked diligently and within a very tight timeline to hear and examine the evidence put before it. VFBV is extremely grateful for the opportunity provided to volunteers and staff alike to be represented at Regional forums to discuss first hand their concerns with the Government’s proposed legislation.

The Committee’s Final Report provides 10 Recommendations, and 10 Findings, which VFBV fully supports and endorses.

The recommendations and findings overwhelming recommend that the Bill be withdrawn – and in the event the Government decides not to withdraw it – then the Committee recommends that that the Legislative Council should reject the bill. The Committee have also recommended that the Presumptive Rights Compensation part of the legislation should be split from the Bill and reintroduced as a standalone bill.

The final report finds that the Government developed its restructure proposal secretly and quickly – bypassing normal government processes, and has justifiably criticized the Government’s claim of ‘executive privilege’ to avoid producing evidence requested by the Committee, a ruse designed to frustrate the Committee’s inquiry. It also found that the Government did not meet its statutory obligation to consult with VFBV and volunteers.

RECOMMENDATIONS AND FINDINGS

Key recommendations of the Committee:

RECOMMENDATION 6: Due to the lack of implementation, operational and funding certainty; failure to undertake consultation; and consequential polarisation of fire services volunteers and staff, the Bill should be withdrawn. If not withdrawn, the Legislative Council should reject the Bill.

RECOMMENDATION 7: Part 2 of the Bill, ‘Firefighters’ Presumptive Rights Compensation’ should be reintroduced to Parliament as a stand-alone Bill to be considered on its merits.

Further recommendations of the Committee:

RECOMMENDATION 1: The Government ensure compliance with its consultation obligations under the Volunteer Charter and the Country Fire Authority Act 1958 prior to proceeding with any further reform of the fire services.

RECOMMENDATION 2: The Government undertake meaningful and balanced consultation with Emergency Management Victoria, the Country Fire Authority, the Metropolitan Fire Brigade, staff and volunteer representatives prior to proposing any further reform of the fire services.

RECOMMENDATION 3: The Government develop and publish a detailed implementation plan in parallel with any further fire services reform proposal.

RECOMMENDATION 4: Country Fire Authority staff should continue to be employed directly by the Country Fire Authority, and solely within the Country Fire Authority chain of command. Secondment should only be used for staff exchange/development opportunities, not as a default employment mechanism.

RECOMMENDATION 5: The Government and its agencies not endorse any enterprise agreement, instrument or accord, which has the effect of limiting the exercise of statutory powers of the chief officer(s) of the fire service(s).

RECOMMENDATION 8: The Government ensure adequate infrastructure funding for the fire services independently of the restructure.

RECOMMENDATION 9: The Government develop and publish a detailed funding plan in parallel with any further fire services structural reform proposal. The funding plan should identify and address the impact of:

1. resource and asset transfers between the Country Fire Authority and Fire Rescue Victoria;
2. the creation of the Fire Rescue Victoria fire district on the Fire Services Property Levy revenue base beyond the two year freeze period; and
3. any changes to the differential charging rates for the Fire Services Property Levy beyond the two year freeze period.

RECOMMENDATION 10: The Legislative Council refer the Department of Premier and Cabinet to the Legislative Council Privileges Committee for investigation of its interference with the Committee’s inquiry.

In addition to the above ten recommendations, the Committee have also made ten findings:

FINDING 1: The restructure of the Country Fire Authority and the Metropolitan Fire Brigade as proposed in the Bill was not included among the recommendations of the fire services reviews undertaken over the last decade.

FINDING 2: The policy development process for the restructure did not involve representatives from Emergency Management Victoria, the Country Fire Authority or the Metropolitan Fire Brigade.

FINDING 3: The Government’s failure to consult with the Volunteer Fire Brigades Victoria as required by the Volunteer Charter and the Country Fire Authority Act 1958 has caused considerable concern to Country Fire Authority volunteers, reinforced the perception of a bias towards the United Firefighters Union, and undermined confidence in the restructure proposal.

FINDING 4: The Government’s original written submission to the Committee contained substantial errors relating to its claimed level of consultation. Its failure to acknowledge and correct those errors until prompted by the Committee undermines confidence in the claimed consultation process.

FINDING 5: The Government’s failure to undertake implementation planning in parallel with developing the restructure proposal has caused substantial and unnecessary uncertainty in the community as to the impact of the proposed changes on the fire services.

FINDING 6: The Government has taken the unusual step of including ‘implementing the Victorian Government’s fire and emergency services priorities’ as a statutory function of Fire Rescue Victoria alongside fire prevention and suppression, and emergency prevention and response.

FINDING 7: Section 38 of the Bill as drafted may limit the capacity of the Country Fire Authority Chief Officer to exercise operational control of seconded staff.

FINDING 8: The impact of the restructure on firefighting surge capacity is disputed and will not be known until after the restructure is bedded down. It is important that surge capacity is not diminished through changes to the fire services.

FINDING 9: The development and publication of quarterly outcomes-based fire services performance measures will provide the Victorian community with more meaningful data than is presently available.

FINDING 10: The Government’s claim of executive privilege over the Victorian Equal Opportunity and Human Rights Commission report is inconsistent with the Commission’s stated intention of publicly releasing its report in mid-2017. The Committee regards the changing explanations provided by the Victorian Equal Opportunity and Human Rights Commissioner for her failure to comply with the summons, along with the Government’s claim of executive privilege as designed to frustrate the Committee’s Inquiry.

MINORITY REPORT

Whilst a minority report was also tabled, the minority report from the Labor and Green members of the Committee also supported eight of the ten recommendations. They agreed with recommendations 1, 3, 5 and 8 – and agreed-in-principle to recommendations 2, 4, 9 and 10.

Disappointingly the minority report did not agree that the Presumptive Rights Legislation  component of the bill be separated so that it can return to Parliament as a standalone bill, and be considered on its merits.

GOVERNMENT RESPONSE

Following the release of the Committee’s Final Report - the Government’s Media release advises that the Government will closely consider the recommendations made by the Committee.

It is unknown if Government will accept the recommendations, or choose to re-table its legislation when the Upper House sit next week. Prior to the release of the Final Report, the Government had indicated it was seeking to debate the bill in the Upper House when its sits again next week.

Should Government decide to put their legislation to a vote, the legislation will again be left to the cross bench to decide on its future, with the Government requiring the support of the five Greens plus two of the remaining five independents to pass the legislation.

VFBV VISION

VFBV wants to make it very clear that CFA volunteers appreciate and respect the dedication, skill and work of our CFA paid colleagues.  Our vision for CFA is for it to be a modern and contemporary emergency service where volunteers and paid staff work side by side, as equals and respect one another. 

We are against anything that tries to create a wedge between volunteers & paid staff, and any arrangements that seek to demoralise, discriminate or segregate volunteers from our paid colleagues.  We are all CFA members who want to put our communities first.

Our desire is for a modern approach, focussed on all people working together to maintain and build volunteer and community safety; a respectful culture focussed on empowering and supporting local volunteer brigades and communities with the flexibility and agility to enable CFA to tailor resources and support to local community’s needs.

WAY FORWARD

VFBV fully supports all ten recommendations of the Committee, and believes each of those recommendations should be accepted and diligently worked through to rebuild trust and confidence between Government and all stakeholders.

VFBV suggestion for immediate steps as a way forward include:

1. The proposed legislation should not be supported. The Bill should be withdrawn and its underlying assumptions rethought for the provision of agile, responsive and effective community embedded public safety across Victoria
   
   
2. The Presumptive Rights Legislation should be split into a separate Bill, and remove the discriminatory aspects from the bill to ensure volunteers and career staff are provided equal protection and treatment
   
   
3. Establishment of an independently chaired, all stakeholder fire service improvement task force as an immediate step in rebuilding trust and respect between Government and all stakeholders and agencies, creating a shared vision and journey to:
   1. Commence and actively facilitate organisational culture and positive relationship shift
   2. Engage key stakeholders on fair and equal footing
   3. Support active leadership to rebuild a shared focus and commitment to common operating principles and goals
   4. Facilitate an independent review of fire service best practice models to inform reform
   5. Identify priority areas for improvement in Victoria’s Fire Services including treatment options for service delivery gaps if they exist across either services
   6. Ensure independent and transparent assessment of options and feasibility/costs/benefits impacts of proposed reforms (including cost/benefit analysis)
   7. Develop a Fire Service Reform program owned and designed by the people on the ground
      
      
4. Commit to a genuine and robust consultation framework to ensure Government and agencies comply with their legislative consultation obligations under the Volunteer Charter and the CFA Act and strengthen processes to independently monitor and report on breaches
   
   
5. Resolve the industrial impasse – and put the proposed EBA to Fair Work Australia and allow the “fair umpire” and subsequent transparent process to resolve any concerns
   
   
6. Facilitate an accord between all stakeholders and agencies to agree on processes to find common ground and resolve differences of opinion
   
   
7. Proceed immediately with the additional financial support promised to CFA that was an acknowledgment of CFA’s chronic underfunding to assist with training, equipment and key volunteer support initiatives
   
   
8. Facilitate the release of the Victorian Equal Opportunity and Human Rights Commission report into the Fire Services, and establish a values driven cultural reform agenda to improve and address any cultural issues identified in the VEOHRC report

NEXT STEPS

Please continue to write, email or visit your local MPs, particularly Upper House MPs, and ask them to support the Committee’s ten recommendations.

For MP’s and other supporters who have publicly declared they will not be supporting the Bill, write them a thank-you, or call to thank them for their support.

*               *               *

Friday, 18 August 2017

MEDIA RELEASE

Statement by Volunteer Fire Brigades Victoria

SUPPORTS CALL FOR STATE GOVERNMENT TO WITHDRAW FIRE SERVICES RESTRUCTURE BILL – PROPOSES WAY AHEAD FOR CONTINUOUS IMPROVEMENT

Volunteer Fire Brigades Victoria welcomed today’s release of the Legislative Council’s Fire Services Bill Select Committee report of the Inquiry into the Firefighters’ Presumptive Rights Compensation and Fire Services Legislation Amendment (Reform) Bill 2017 and accompanying recommendations.

VFBV is pleased that many of the recommendations made to the Committee in our detailed submission of 7 July have been adopted.

We accept and support all ten recommendations of the Committee and endorse the Committee’s recommendation that the Government withdraw the Bill or failing it being withdrawn that the Legislative Council of the Parliament should reject the Bill.

If the Bill is withdrawn or defeated, VFBV maintains its commitment to continuous improvement in our fire and emergency services.

In our submission we proposed a way forward to the committee to achieve continuous improvement and the framework for incremental reform that will have long lasting, effective and tangible community safety outcomes front and centre, unlike the current Bill.

The first step is to develop a transparent and evidence backed understanding of the problems to be fixed, then independent and robust analysis of any reform proposal to ensure it is a way forward with no pitfalls or unintended consequences so that we end up with a better outcome for all Victorians.

VFBV believes it is critically important that a proper and transparent process of community, agency, volunteer and union engagement and consultation is part of any process in developing and considering reform policy and legislation well before any decisions to proceed are made.

This approach is consistent with recommendations of the committee.  It would ensure reform proposals which do nothing except the creation of angst and argument or worse still, take us backwards as is the case with the current Bill, could be avoided.

In respect to the Firefighters’ Presumptive Rights Compensation section of the Bill, it is our very strong view that it should provide for equality of treatment for volunteers and career firefighters.

After forming the view that the proposed legislation was discriminatory towards volunteers we sought a legal opinion from the Honourable Jack Rush QC.

Amongst other concerns Mr Rush made the following telling comment:

“The Bill discriminates against volunteer firefighters, is inequitable to them, has been drafted in a manner that is prejudicial to volunteer firefighters’ entitlements and rights to claim for specified forms of cancer when compared to the claims process created by the Bill for career firefighters for precisely the same cancer conditions.”

We are pleased that the Committee has recommended that Part 2 of the current Bill covering Firefighters’ Presumptive Rights Compensation should be reintroduced to Parliament as a stand-alone Bill – and VFBV fully support this approach.

But we will be seeking amendments to the Bill to remove differential treatment between paid staff and volunteers.

Ends…