VFBV

Who would have thought? 
By Adam Barnett, VFBV Chief Executive Officer 

On pages 5 – 8 of the VFBV September Quarterly Supplement that is included in this month’s Fire Wise newspaper, you will find the summary result of our most recent volunteer survey.

The survey was conducted between October 2023 and February 2024, and is the 12th annual survey conducted since its launch back in 2012.

Our survey is a critical and reliable method to capture the views of volunteers as well as monitoring short-and-long term trends and the effectiveness of initiatives aimed at improving CFA. It’s an annual snapshot of volunteer opinion, using questions on issues chosen by CFA volunteers. It’s also one of the key opportunities for CFA volunteers to have their voices both individually and collectively heard, with the results studied by government, the sector and the CFA executive.

More than 2,185 volunteers provided their feedback on their CFA experience, which was 140 higher than the year before which is an outstanding result. This continues to make our survey the largest of its kind across Australia, by a significant margin and I’d like to thank each and every volunteer that participated. Together, we are making a difference, and you are helping improve CFA for generations to come.

So, what do the results tell us?

It tells us that the things within CFA’s direct control are incrementally getting better. Over the seven themes, none have got worse. Four have recorded a slight improvement, and three have remained the same. However, some of the individual measures have gone backwards which emphasis the need for continued vigilance.

The top three areas requiring the most attention, and recording the highest scores for dissatisfaction are; Training; Cooperation across CFA; and Respect and Professionalism.

Training again recorded the highest levels of dissatisfaction across all themes, with a VolWEL of 3.1 which keeps it in the category of ‘critical need for priority attention’. This was one of the themes that did not move this year, with the year before recording a 0.1 positive movement.

A reminder that a high VolWEL is an indication that things are not working well, while a lower VolWEL indicates things are more closely meeting expectation. A VolWEL of zero would mean volunteer expectations are being perfectly met. In our colour coding, we assign a score anywhere between 0 to 0.9 as meeting expectations with anything above 1.0 indicating there is potential for improvement.

When we drill down into the training questions three of the six questions on training recorded a worst result than the year before. Namely, the question “CFA provides enough training opportunities in formats, at times and at locations that make it easy for me to participate” which recorded the worst result with a VolWEL of 3.6 when compared to 3.4 from the year before.

The next worst result was “Most training is available and provided within a reasonable distance from my brigade” recording a VolWEL of 3.2 which compares to 3.0 from the year before.

These two results indicate that opportunity (quantum) and access to training remain the two areas requiring the most support, and are mostly within the remit of District training departments.

On a positive note, the question “CFA provides good leadership training for volunteers in people management, brigade management, conflict resolution and mentoring” recorded a VolWEL of 2.7, which was an improvement of 0.1 from the year before. The related question from the ‘Support from CFA’ theme – “Volunteer leaders in my brigade are effectively supported and empowered to manage my brigade and undertake their roles” scoring a VolWEL of 1.6.

This is likely a reflection of the increased availability and expansion of the Captains Peer Mentor Program, the Women in Leadership Mentoring program and the reintroduction of the Certificate IV in Leadership and Management scholarships. Given all these programs are expected to increase capacity over the next 12 months, and with the reintroduction of the highly regarded Fireline Leadership program commencing shortly, we are hopeful of seeing continued improvement in this measure.

Interestingly the question “CFA’s training expectations of me are fair and reasonable for the roles that I perform” remained unchanged with a VolWEL of 2.0. Given the proposed changes and increased requirements being pursued as part of CFA’s review of Driver training, it will be interesting to watch this metric over the coming years.

In the ‘Cooperation Across CFA’ theme, three of the four questions saw an improvement. However, these gains were wiped out by a jump in dissatisfaction on the question “Volunteers are effectively consulted and involved in decision making at CFA Corporate (headquarters) level.” This question recorded the equal worst result in the survey, scoring a 3.6 which is a 0.2 deterioration from the year before.

While the qualitative analysis is still underway, there are a couple of trends which really jump out when digging deeper into what is going on in this question.

While it appears volunteers have welcomed the increased opportunities to provide feedback to policy discussions, there is a very strong feeling and perception that they feel their feedback is either ignored or just paid lip service. This goes to the heart of whether consultation is genuine or not and resonates very strongly with my observation that volunteers not only expect to be asked what they think, but they also expect decision makers to respond and act on their feedback, demonstrating how it has been used to affect the decision being made.

Over the past year I have had the misfortune of attending several workshops and forums arranged by CFA to gather feedback on a couple of projects that will have significant impacts on volunteers.

To see information nights dressed up as consultation and engagement sessions was frustrating to say the least, not just to me but the other participants also. Death by PowerPoint and simply informing volunteers on what has already been decided is not consultation, and the fact that this metric has gone backwards is a warning sign that volunteers are seeing straight through disingenuous opportunities and puts HQ on notice that volunteers are extremely worried about what they are seeing.

The ‘Respect and Professionalism’ theme was a mixed bag. On the one hand, the question “I respect and appreciate the effort made by CFA to support me as a volunteer” went backwards – recording a VolWEL of 2.4 compared to 2.3 the year before. Reading through the comments, this appears to be mostly driven by perceived budget cuts, and lack of investment by government into the service.

However, on a positive note, the question “In general, CFA staff accept and recognise the professionalism of volunteers” recorded an improvement of 0.2 with a VolWEL of 2.0 which is a very positive sign that the pivot to a stronger and more supportive volunteer culture is starting to be felt across the membership.

Yet again, the areas where decision making is closest to the brigade level as possible recorded by far the best results.

The three best performing metrics within the ‘People Management: My Brigade’ theme are all areas where volunteers have been empowered to make their own decisions. “The environment at my brigade is volunteer-friendly, welcoming to new members and creates good morale” scored a VolWEL of 1.1 indicating high levels of satisfaction. The questions “Workplace bullying is not tolerated in brigades of which I have been a member” and “Volunteers are effectively consulted and involved in decision making at my brigade level” both achieved a VolWEL of 1.3.

In the Recruitment and Retention theme, five of the seven questions recorded an improvement. Yet again, the two best performing areas of the entire survey were the questions “There are no barriers to the roles women can occupy in my brigade” and “People from all cultural backgrounds, different religions, political and personal beliefs are all made welcome at my brigade” scoring 0.7 and 0.6 respectively. Both of these improved over the year before with the cultural background question improving by 0.2 and the no barriers to the roles women can occupy improving by 0.1.

Worrying however were the two questions on youth. The question “My brigade is successful in recruiting younger people as volunteers” scored 2.6 as did the question “My brigade is successful in retaining younger people as volunteers” also recording a VolWEL of 2.6.

Pleasingly, access to administrative support from CFA recorded an improvement, with a VolWEL of 1.6 which is a 0.1 improvement from the year before.

All up, I see a lot of consistency in the survey results with the areas that volunteers tell us are working well, and those areas they feel things are not going well. And while the results are always interesting, the question you should really be asking is so what is being done to drive improvement?

I’m glad you asked, as that is why it is so important for you to participate in the survey each year. We continue to strongly urge and encourage the CFA executive to support new initiatives that are designed specifically to meet a need identified by volunteers through the annual survey and help to drive improvements.

My wish is that far more programs will be created and supported that look to fill a need, rather than solve what I sometimes describe as the imaginary problems identified or prioritised through red tape and the bureaucracy of government and regulators.

The more programs and initiatives that are designed and funded that seek to address the very real and lived experience of volunteers - the closer CFA will come to truly being a volunteer organisation of choice.

The only way to cauterise the declining numbers of volunteers is to accept the fact that by running a volunteer organisation, you actually need to design your policies, procedures, and culture to actually appeal to volunteers and making them feel respected, valued and happy and making a place they actually want to spend time in. In others words – meeting the commitments under the Volunteer Charter, and honouring the statutory requirements under Section 6 of the CFA Act.

Who would have thought eh.

Vale
VFBV were saddened to learn of the passing of VFBV District 22 Council President Leonard Balfour in August.

Leonard held the role of VFBV District 22 Council President from August 2016 until his passing and was also heavily involved in Urban Championships across the state.  He was a member of the Mooroopna brigade for more than 35 years after initially joining as a junior member and held many roles in the brigade including Junior Leader, Competition Team Coach, VFBV delegate and Lieutenant.

On behalf of VFBV and all fellow CFA volunteers, we offer our deepest condolences to Leonard’s family, friends, loved ones, the Mooroopna brigade and fellow firefighters at this sad time.

Prize winners
Congratulations to the winners of the 2024/25 VFBV Affiliation Prize Draw!

Thank you to all Brigades/Groups who paid their 2024/25 affiliations prior to 30 June this year and qualified for the early payment prize draw.

The winners and their selected prizes are:

1st prize - Meering West FB (D20) - G-Force Nozzle with Quick connect coupling and Gated Wye with Storz inlet and quick connect outlets

2nd prize - Hardies Hill FB (D15) -5 x Helmet Torches and carry case

3rd prize - Yarck FB (D12) - Root Soaker and Bag

4th prize - Tallangatta Group (D24) - TFT Break apart Nozzle

A big thank you to GAAM Emergency Products and Powdersafe for once again donating these great prizes.

Remember, by affiliating, you are making a vital contribution to the important work we do on behalf of all CFA volunteers. Advocacy, support, research and the provision of trusted and credible advice are all strengthened when volunteers work together and stand united as one.

If you are not sure whether your Brigade or Group’s VFBV or Welfare Fund subscriptions are up to date, please contact your secretary urgently, as we encourage all those who have not yet affiliated to do so as soon as possible. For any enquiries, contact your VFBV Support Officer, State Councillor or call us at the office on 9886 1141.

Urban Skills Workshop
The Urban Competition and Rules Committee is holding a skills workshop prior to the commencement of the 2024/25 competition season on Saturday 5 October at the Melton competition track at the Melton Recreation Reserve.

On the day, workshops will be conducted and facilitated by experienced judges, officials and competitors.

The skills workshops are targeted at both current and prospective judges, officials, coaches and competitors who wish to gain new skills and knowledge or build upon existing skills.

The coach and competitor workshops will cover the use of tray in reel events, rolling on, competitor safety, appliance, Marshall and junior events. While the judge and official workshops will cover all judge roles, including but not limited to judge in the box, announcers, on track judging, starting, and recording.

Committee members will also be on hand to conduct equipment checks prior to the start of the competition season so brigades are encouraged to bring along their competition equipment to ensure that it is ready to go for the upcoming competition season.

If you are interested in attending the skills workshop, please RSVP to the VFBV office via This email address is being protected from spambots. You need JavaScript enabled to view it. or (03) 9886 1141 by Monday 23rd September.

Volunteer Compensation
VFBV is continuing to monitor arrangements under CFA’s Volunteer Compensation Scheme in light of recent cases that have exposed significant concerns in how some cases are being managed by CFA.

VFBV will continue to monitor and advocate for changes to ensure volunteer confidence in the scheme is restored.

Thank you to all those brigades who have been in touch to ask what they can do to support this advocacy, and thereby ensure all injured volunteers are treated with respect, compassion and above all, protection of their entitlements to ensure they may recover from their injury without the worry and stress of navigating red tape and bureaucracy.

We will continue to report on progress.

Presumptive Legislation Update
The Queensland Government is the latest State Government to update its firefighter presumptive legislation scheme to provide presumptive protection to firefighters who suffer from cancers that have been scientifically demonstrated as likely to be a result of their firefighting service.

Queensland has not only added the remaining cancers introduced by recent changes by the Commonwealth but have also picked up each of the cancers covered by the other states and territories.

This makes the Queensland scheme the strongest in Australia, covering 22 cancers, as well as providing presumption for PTSD and asbestos related diseases.

Victoria continues to lag behind, with its scheme covering 15 cancers and no presumption for PTSD or asbestos related diseases.

Victoria is now behind the Commonwealth, ACT, Tasmania, Queensland and Western Australia, while the Northern Territory covers 15 cancers, but also has presumptive coverage for PTSD and asbestos related diseases.

All Australian volunteer associations are collectively advocating for harmonisation to ensure no matter where a firefighter lives, they are provided equal coverage.

Joint Committee EOI
Our expressions of interest process will open shortly for volunteers to nominate to the CFA/VFBV Joint Committee’s for the 2025 calendar year.

If you feel you can contribute and have the time, are passionate about one of the eight streams and want to be an integral part of our Joint Committee process – then please visit our website or talk to your local VFBV State Councillor or VFBV Support Officer for a nomination form.

Nominations are due 25th November 2024.

We are seeking volunteers from broad and diverse backgrounds to participate in our consultative structures. Young members, women and members of culturally diverse backgrounds are highly encouraged to nominate. If you would like to learn more about what the role entails and how to get involved, please contact your local VFBV Support Officer, State Councillor or Executive Officer Mark Dryden.

SOP Feedback
CFA has recently released another 17 revised SOP’s for volunteer feedback and consultation.  At the time of press, we are currently undertaking a log of changes and will prepare SOP feedback surveys once we have completed our analysis of changes.  These will be uploaded to the VFBV website shortly.

Given the importance of SOP’s in CFA’s operational doctrine, VFBV encourages all senior volunteers to make themselves familiar with the proposed changes and provide feedback ASAP.

Please visit the VFBV website to access drafts and change logs to help guide your feedback.

Quarterly Supplement

Included with the September 2024 edition of Fire Wise is the latest edition of the VFBV Quarterly Supplement.

The Quarterly Supplement contains 16 pages of relevant news, updates, information on current issues being pursued by VFBV on behalf of members. It also includes additional resources or updates that are available via our website.

An electronic copy of the Quarterly Supplement can be downloaded here.

Brigade Captains and Secretaries, Group Officers and Group Secretaries as well as VFBV delegates are requested to please take the time to read this and future editions, and table at your upcoming meetings for the benefit and knowledge of your members.

AGM
This year’s AGM will be held on Sunday 6th October, following State Council.

Please refer to page 2 of this month’s VFBV Quarterly Supplement for details.

Please update records with Fire Wise

Newly elected Group Officers, Group Secretaries, Brigade Captains and Brigades Secretaries are asked to update their physical and email addresses with Fire Wise as soon as possible so future editions, both printed and electronic, can be forwarded to the correct person, at the correct address.

If the September edition of Fire Wise has gone to previous officers please advise by email or telephone of the name, physical and email address details of the new officer in your place so our database can be updated.

Existing Group Officers, Group Secretaries, Brigade Captains and Brigade Secretaries are requested to provide their email address, if they haven’t already done so, to enable future electronic editions to be forwarded.

VFBV District Presidents, District Secretaries and State Councillors, as well as all brigade and individual subscribers, are requested to send their email address if not already receiving digital editions.

Please include the Group or Brigade you belong to and the office held, and forward this information to Fire Wise by email to This email address is being protected from spambots. You need JavaScript enabled to view it. or by telephone on 0402 051 412.

A complimentary copy of Fire Wise, courtesy of VFBV, is sent to each of these officers monthly.

Eight editions per annum are electronic (January, February, April, May, July, August, October and November) and the other four (March, June, September and December) are printed. The printed editions include the VFBV Quarterly Supplement.

Your email addresses will only be used to forward electronic editions. Your assistance is appreciated in helping us get Fire Wise to the intended people in the quickest amount of time.

Recent articles on the VFBV website
Consultation Dashboard

2025 VFBV/CFA Joint Committee District Nominees Expression of Interest

Presumptive Legislation Update

Enjoy the VFBV monthly newsletter?
If you enjoy reading the VFBV newsletter each month, why not share it with your fellow volunteers?

Either share this page with others who may enjoy the articles or encourage other volunteers to sign up to receive their own copy via email each month here.

Sickening decision 
By Adam Barnett, VFBV Chief Executive Officer 

“It was the best of times, it was the worst of times, it was the age of wisdom, it was the age of foolishness…it was the spring of hope, it was the winter of despair...”

And while the opening quote requires no introduction, Dickens’ use of anaphora (repeated words) in his opening lines of The Tale of Two Cities, is a good backdrop to my description of our relationship with CFA as eternally optimistic...but complicated at times.

I spoke last month about the strength of VFBV’s relationship with CFA being due to our commitment to working cooperatively together wherever we can, but disagreeing where me must.

And while VFBV works incredibly hard to have these disagreements behind closed doors, there comes a time when those efforts are unsuccessful and require us to engage more publicly. This is one of those times.

Recently, Supreme Court judge The Hon. Richards handed down her findings against the CFA who had terminated a volunteer firefighter’s compensation for PTSD.

The volunteer joined CFA at the age of 19 and served as an active first responder for 24 years. His brigade was a busy structural brigade and was also an accredited road accident rescue brigade, where he attended countless incidents ranging from house fires, motor vehicle accidents, hazmat incidents and bushfires during his time with CFA.

Over time, he started to suffer from depression and anxiety and originally brushed it off to other life events. When things started to get worse, he sought treatment from his general practitioner and psychologist. He was then referred to a psychiatrist who, in 2018, diagnosed him to be suffering from major depression, anxiety and post-traumatic stress disorder (PTSD). In the psychiatrist’s view, the PTSD was directly related to his service with the CFA, and the repeated trauma he had been exposed to.

When he made a claim under CFA’s volunteer compensations scheme, CFA arranged for him to be assessed by their own independent psychiatrist, who confirmed the original diagnosis of PTSD with delayed onset and confirmed that his service to CFA as a volunteer firefighter was the significant contributing factor to his condition of PTSD.

Following this report, CFA accepted the claim, and commenced payments for ongoing reasonable medical expenses and weekly payments for replacement labour.

Between 2019 and 2022 two more psychiatrists confirmed the diagnosis, with one of these appointed and instructed by CFA to perform another independent medical examination.

Then in 2023, CFA went to yet another psychiatrist and asked the volunteer to again submit to another examination. This time, CFA chose to seek the opinion of Associate Professor Doherty, who provided a controversial opinion after a single consultation that not only did the volunteer not suffer from PTSD, but that it was impossible because there was no such thing as ‘delayed onset PTSD’ and in his view PTSD cannot by definition occur where the traumatisation of symptoms are not present within the first six months.

This was completely at odds with all the other psychiatrists, yet based on this single report, CFA then proceeded to write to the volunteer advising they “preferred A/Prof Doherty’s opinion” over all others and advised they would be terminating his entitlements.

The volunteer responded to this proposal, and undertook yet another independent medical examination, who was now the fifth psychiatrist (sixth if you count the original psychologist) who confirmed the diagnosis of PTSD, and that it was caused by his CFA service. This psychiatrist rebuffed A/Prof Doherty’s view and opined that most patients who end up with PTSD are not acutely unwell in the immediate aftermath, and that a gradual build up is typical.

Following receipt of this report and choosing not to engage with any of the five previous psychiatrists who had all diagnosed PTSD, CFA again wrote to the volunteer advising they still preferred A/Prof Doherty’s opinion and terminated his compensation.

The volunteer argued in court that it was unreasonable for CFA to ‘cherry pick’ the medical evidence. CFA denied the suggestion that it had cherry-picked.

The Court, when examining this chain of events, was scathing of CFA, with the Judge determining:

“The CFA’s decision to terminate [the volunteer’s] entitlements to compensation was legally unreasonable. As the sole arbiter of the merits of [the volunteer’s] claim, it changed its mind about his entitlement to compensation on the basis of a single medical opinion that was contrary to all of the opinions it had previously accepted. It did so without engaging with the reason why A/Prof Doherty held a different opinion, and without considering whether it should accept the premise of his opinion. The CFA’s reasons for decision disclosed no intelligible foundation for preferring A/Prof Doherty’s opinion and its underlying premise.”

In response to CFA’s defence and explanation the judge said in her summary:

“With respect, this explanation entirely missed the point of difference between A/Prof Doherty’s and all the other experts. A/Prof Doherty’s departure from the previous opinions was not due to a different or more thorough assessment of [the volunteer’s] medical history and clinical records. It was because of his asserted premise that there is no such condition as delayed onset (or delayed expression) PTSD…”

Her Honor found that CFA’s determination to terminate the volunteer’s entitlement to compensation was legally unreasonable, and warned:

“Another dimension of the unreasonableness of the CFA’s decision arises from the fact that the CFA administers the compensation scheme for the benefit of all volunteers, and to support the viability of the CFA as a volunteer fire service. It is a significant matter for the administration of the scheme for the CFA to deny liability for compensation for delayed onset PTSD, on a basis that may not reflect the general consensus of psychiatric opinion. If the CFA takes a consistent approach in other similar cases, its unquestioning acceptance of A/Prof Doherty’s opinion that there is no diagnosable and recognised condition of delayed onset PTSD may have consequences for the ongoing capacity of the CFA to provide fire services in country Victoria.”

Her Honour then made an order setting aside CFA’s decision.

My reaction to this sordid tale is likely very similar to many of yours. I was angry, disgusted and then ultimately left with a feeling of deep disappointment that we could find ourselves here in 2024. What governance failures have occurred that has allowed an organisation established by Parliament to support a volunteer emergency service, to stray so far away from what is a pretty basic responsibility to look after those of us who get injured?

Each volunteer who I have observed hearing this story, I have seen the blood drain from their faces as they shake their head as the full consequences become evident. In my view this is a CFA home goal, and this incident will send a shiver down the spine of every CFA volunteer, who will now have a question mark in their head as to if they were to suffer a similar fate, would they also be left unprotected and abandoned at their time of greatest need?

A service that relies on people to put themselves in harm’s way in order to protect others cannot operate without confidence that it will look after any members who get hurt in the process. It pains me to say that CFA’s behaviour in this instance was egregious.

The CFA volunteer compensation scheme was hard fought for by the volunteer associations and embedded into the Country Fire Authority Act to ensure volunteers would never receive any less protection than their paid counterparts who are covered by WorkSafe. It was also intended to be designed specifically to cater to volunteers unique circumstances. It is therefore sacrosanct to VFBV, and any attack on volunteers’ rights and protections must be met head on.

VFBV has demanded that CFA issue an apology to the volunteer, and immediately reinstate his compensation and support. We have also requested CFA undertake a review of CFA’s volunteer compensation operating model and related processes to ensure current arrangements are adequate and meet our expectations. We must look at what decisions have been delegated to middle management, and what checks and balances are in place to safeguard against such bias creeping into decision making.

In an effort to ensure something like this can never happen again, VFBV is demanding the introduction of independent medical panels to deal with controversial or outlier medical views and other decisions.

We have also advised CFA that we intend on pursuing a review of the CFA Regulations, including exploring appeal mechanisms to ensure a volunteer does not have to go all the way to the Supreme Court just to overturn what is blatantly a miscarriage of justice. Members would recall we have previously called for a Volunteer Ombudsman.

No volunteer can have any doubt that their ability to provide for themselves and their families can ever be in question should they be hurt on the fireground.

This whole episode starts to sound remarkably like the fight we had to have to get fire services to recognise the link between firefighting and cancer. Proving PTSD is not like proving a broken arm or broken leg. The sectors’ knowledge and understanding of PTSD is still evolving.

VFBV has renewed its call for presumptive legislation for PTSD. The Commonwealth, the ACT, NT, QLD and Tasmania have already added PTSD to their presumptive schemes for emergency service workers, and VFBV has been calling on the Victorian Government to do the same.

It saddens me to no end that a brave sick volunteer not only had to battle their illness contracted by their CFA service, but at the same time then had to fight the very same organisation just for a fair go. He deserved better, and so does each and every other CFA volunteer in the state. Our pursuit of presumptive rights does not let CFA off the hook.

As at writing; CFA is in the process of reinstating the volunteer’s entitlements; have agreed to a review; and has provided in principle support for medical panels.

VFBV will not rest until these issues have been resolved to our satisfaction, and we call on all volunteers to support us in our pursuit of fair and reasonable arrangements that prioritise a volunteer’s health and wellbeing above all else and ensure that our compensation arrangements not only meet the expectations of the membership, but sufficiently serve the legislations intent of providing an organisational arrangement designed to encourage, maintain and strengthen the capacity of volunteers to provide CFA services.

A genuine relationship that is honest requires transparency, and it is important to the broader membership that we make you aware of our efforts in trying to right the various wrongs that get reported to us from time to time, while also maintaining constructive relationships to best influence how these matters are resolved.

To this end, we will keep you updated of our progress, but fear not – we will remain frank and fearless and will not rest until these matters are resolved.

Volunteer engagement survey

All volunteers are encouraged to complete the Volunteer engagement and communication survey that is currently available on the Engage Victoria website.

This survey is an opportunity for you to provide feedback direct to the Victorian Government about what information you receive, and your expectations of what opportunities are provided to volunteers and their representative bodies to consult with the Victorian Government on matters that affect them.

This is an opportunity for you to directly tell government the importance of the government engaging with those who represent you.

The survey will only take about 5 minutes, and is confidential with only deidentified results being reported. VFBV has reviewed the survey and encourages all CFA volunteers to complete it.

The survey is available on the Engage Victoria website and will close on 9 September 2024.

Privacy and Security Concerns
Delegates to VFBV State Council have raised concerns on behalf of member brigades worried about CFA’s decision to collect and store volunteer’s drivers licence numbers and expiry dates.

Following recent attention to data breaches involving Optus, Medibank and the cyber breach on FRV, members are understandably concerned and anxious about CFA’s storage of personal information that could be potentially used to commit identify fraud against them.

While VFBV was aware of CFA’s pursuit of exemptions under the National Heavy Vehicle Law which has resulted in CFA needing to record licence numbers of drivers of fatigue regulated vehicles (trucks 12T or over), we were somewhat taken by surprise at the Chief Officer’s insistence that he wanted every single driver to provide their licence details into CFA systems regardless of whether they drove a fatigue regulated vehicle or not.

VFBV has formally requested details on how this information is being collected, stored and protected, including what cyber security measures have been put in place to ensure this information is safe (encryption) and who has access to this information. We have also sought information on whether CFA has conducted an independent security audit on the system that is intended to store this information to reassure members about the systems privacy.

Travel reimbursement rate
CFA has agreed to a VFBV request for it to review its volunteer travel reimbursement rate, pointing out that the rate set by the Australian Taxation Office has changed twice since CFA revised its rate to $0.78 back in 2022.

The ATO set the rate to $0.88 effective 1 July 2024, and CFA has confirmed that effective immediately, it will be applying the $0.88 c/km rate to all volunteer travel reimbursement, and that all the various forms held by CFA were in the process of being updated.

VFBV welcomes this announcement and thanks CFA for its prompt attention to this matter.

Interim CEO
Deputy CFA Chair Tony Peake OAM announced that CFA Board had appointed Robyn Harris as CFA’s interim CEO while the Board conducts a search and appointment process for the ongoing CEO role. Robyn has been with CFA since November 2021.

VFBV warmly welcomes Robyn to the role and looks forward to working with her.

While Robyn is in the interim CEO role, her position of Group General Manager Strategic Services will be filled by Sam Costanzo, who will retain his duties as CFA’s Chief Financial Officer and Chief Procurement Officer.

VFBV Board Vacancies

Vacancies on the VFBV Board will arise when the terms of four VFBV Board members expire on 1 October 2024. Of the four members whose terms are expiring, two are eligible for re-appointment.

VFBV invites applications from any CFA volunteer who is motivated by the prospect of making a difference and believes they have the skills to contribute to the VFBV Board.

The role of a board member involves contributing to VFBV direction, policy determination and monitoring the performance and governance of the Association. This includes actively contributing to policy discussion, consulting with CFA volunteers and contributing to the identification and management of strategic issues.

VFBV is seeking applications from gender and culturally diverse candidates in addition to a diverse range of skills and experience including applications from diverse brigade types and classifications.

Members should familiarise themselves with the VFBV Board member role statement and key selection criteria available from the VFBV website or via the office at (03) 9886 1141.

Applications close on Monday 2 September 2024.

Affiliation
Again in 2023/24, CFA Brigades and Groups showed it is more important than ever that volunteers have a strong, united, independent and credible voice with almost 95% of Brigades demonstrating strong support for VFBV’s important work representing and advocating for all CFA volunteers. Thank you to all brigades and groups who affiliated last year.

Brigade and Group secretaries have received the 2024/25 renewal notices for your Brigade/Groups’ VFBV Affiliation and Welfare Fund subscriptions with a due date of 30th June, 2024.

The Board is determined that brigades/groups should benefit from the strong governance of the association and have reduced the affiliation rate from $84 to $75.

We encourage Brigades to also subscribe to the VFBV Welfare Fund which is a capital fund and an exclusive benefit to affiliated members with VFBV funding all the administration and operating costs ensuring 100% of funds received go directly to CFA volunteers experiencing personal hardship. The VFBV Welfare Fund provides small grants up to $5,000 to assist volunteer members and long service ex members and has distributed more than $2.5 million dollars to volunteers in need since its inception.

SOP feedback

CFA has recently released another 17 revised SOPs for volunteer feedback and consultation. At time of press, we are currently undertaking a log of changes and will prepare SOP feedback surveys once we have completed our analysis of changes. These will be uploaded to the VFBV website shortly.

Given the importance of SOPs in CFA’s operational doctrine, VFBV encourages all senior volunteers to make themselves familiar with the proposed changes and provide feedback ASAP.

Please visit the VFBV website to access drafts and change logs to help guide your feedback.

Fire Wise – August 2024 online only edition

The August 2024 edition of Fire Wise has been published online only, this edition and past editions are available from the Fire Wise website.

You can support Fire Wise and the role it plays as an independent voice in keeping volunteers informed by becoming a subscriber. To become a subscriber visit the Fire Wise website or contact the Managing Editor of Fire Wise, Gordon Rippon-King either by phone 0402 051 412 or email This email address is being protected from spambots. You need JavaScript enabled to view it. 

Recent articles on the VFBV website
Consultation Dashboard

Feedback Requested – Standard Operating Procedures (Various)

VFBV Board Vacancies

Presumptive Legislation Update

Enjoy the VFBV monthly newsletter?
If you enjoy reading the VFBV newsletter each month, why not share it with your fellow volunteers?

Either share this page with others who may enjoy the articles or encourage other volunteers to sign up to receive their own copy via email each month here.

Want to read the VFBV 2-minute briefings from the CFA/VFBV Joint Committees?
The latest edition along with previous editions can be downloaded from the VFBV website here.

Further budget woes 
By Adam Barnett, VFBV Chief Executive Officer 

Last month I opined that we had very little clarity of CFA’s budget for the year ahead, due to it being buried within the Department of Justice and Community Safety.

Shortly after our last newsletter went to print, the Government tabled answers to questions taken on notice through the Public Accounts and Estimates Committee that was held in Parliament on Friday 24 May, 2024.

These figures confirm that there is a further reduction to the CFA budget, with the estimated grant payment to CFA for the 2024/25 period set at $337.6 million. This is a reduction of $4million when compared to the 2023 grant, and you have to go back 15 years to find a CFA budget of similar size. This is despite the Government collecting $1.03 billion in levy, which includes a $186 million increase on households this year alone. Working backwards, and knowing the FSL may only contribute 77.5% of CFA’s funding, we can conclude CFA’s share of the FSL will be just $261.6m.

And while a $4 million cut may not sound like a lot to some, in an organisation already starved of funding, the impacts are brutal. Given VFBV has been pursuing numerous health and safety initiatives to further protect the health of all CFA volunteers, these initiatives will be difficult to achieve with further cuts to CFA’s budget.

And inequities abound.

For example, while FRV firefighters have all their uniforms, personal protective clothing, and laundry professionally cleaned and paid for by the taxpayer, CFA volunteers are still expected to take their putrid bushfire PPC home after an incident and wash it themselves. Sounds like a first world problem to some until you pause to think about the potential for cross contamination from all the carcinogenic toxins our PPC is frequently exposed to mixing in with the families’ washing machine.

And while I am outraged that this continues to be an issue in 2024, CFA continues to be put into this terrible position of trying to prioritise funding across critical areas, when frankly every spare cent is being ploughed into the fleet budget to try and keep CFA’s ageing fire trucks on the road. Confirmation has also been received noting that 474 CFA trucks are older than 26 years, with 230 more than 31 years old!

How then is the organisation expected to manage contemporary issues such as station upgrades to appeal to a more gender diverse membership, equipment maintenance, health and safety support, shortages of personal protective clothing, or replacement workwear or uniforms?

Let’s use workwear as an example. Putting aside that not every CFA volunteer was provided a set, with the gear having to be rationed out to fit the budget envelope - many do not realise that this was one-off funding, and there has been no government investment in providing workwear for new members, let alone the cost of replacing worn out or damaged gear. Despicably, volunteers are asked to buy it themselves when this occurs.

The same for CFA’s next generation bushfire PPC and the structural helmets issued a couple of years ago. Each of these represents an increased cost as while next generation materials provide superior protection, they are more expensive, yet the Government has only provided funding for the initial rollouts. There have been no increases to CFA’s base funding to support CFA with these increased ongoing costs, which means gear is again being rationed out by the Districts.

With no increases to budgets for five years in a row, these costs are having to be absorbed into existing budgets which are already stretched paper thin. Add a budget cut (or five) and you are left with a dystopian version of the hunger games playing out across the State.

My message to members is that VFBV will not stop calling out these hypocrisies and raising awareness about the dire nature of CFA’s funding, and we hope you do too. This is the only way that we can pressure government to provide CFA with its fair share of the funding collected by the fire service levy. At present, millions of dollars are being siphoned from residents living in CFA areas to cover the out of control costs of others.

The disparity is glaring. It costs the taxpayer $283,000 a year to run each of CFA’s 1,209 fire stations across Victoria, yet it costs the taxpayer $10.3 million a year to run each of FRV’s 85 fire stations. And rather than thank volunteers for their generous contribution by properly resourcing them – government would rather poke them in the eye and cut what little funding is already given.

Let’s also talk about the fact that CFA volunteers don’t make ambit claims. The issues VFBV is pursuing on behalf of volunteers are those supported by volunteers through our extensive District Council network and prioritised by volunteers. Our members ask us to seek cost efficient outcomes, knowing that every expense is borne by the taxpayer. CFA volunteers are doing their bit and can hold their heads high. By running Victoria’s most efficient fire service, you are freeing up vital funding that can be used for hospital beds, schools and other essential services. But that generosity is increasingly being abused. When we see waste, when we see spiralling costs and growing bureaucracies from others across the sector that are simply diluting the funding available to everyone else – we must all call it out.

While we will continue to pressure CFA about ensuring its internal spending and prioritisation is as efficient and fair as possible, don’t let Government MPs off the hook. They are ultimately responsible for CFA’s funding and their appalling record of five years of CFA cuts.

CFA is being backed into a corner and is being forced to ration and cut costs to meet an ever-decreasing budget. Rather than unleash on CFA because they happen to be the ones in front of you, please assist us by applying pressure to your local government MPs. Many of you don’t think it makes any difference, but history shows otherwise. Phone, write or meet with them. Ask them how much of the $186 million extra revenue they are collecting is going towards CFA.

DEPARTURE OF CFA CEO NATALIE MacDONALD

After describing the poor budget situation, I can’t say I was completely shocked to learn about CFA’s Chief Executive, Natalie MacDonald departing early.

How could anyone that cares for Victorian communities and the whole CFA family as much as any CFA leader does - not be impacted by the constant cost cutting, hypocrisy and financial mismanagement on display.

Given this will be the fifth year in a row of budget contractions for CFA, imagine how that makes a tough job even tougher.

To be fair, Natalie has advised that she is leaving for personal reasons, of which I understand and empathise completely. I suggest however, that these personal challenges may not have been so overwhelming if CFA was being properly supported by the whole of Government, and CFA was being treated fairly.

Following the appointment of a new CFA Chair just last month, I know many volunteers are fearful we are seeing the return of the great instability in senior officers and the loss of corporate memory like we saw during the start of this government’s fire service reform journey. And while I share these concerns, there are some differences.

We have had three to four years of relative leadership stability, which while historically this is not very long, it is significantly better than the six CEO’s we saw cycle through the organisation in as few years during the height of reform.

I also wish to acknowledge the strong foundations and legacy that Natalie will leave behind.

I have enjoyed a close and constructive working relationship with Natalie since her appointment to the role, and can attest to her passion, intelligence and drive to further CFA’s mission. I can similarly attest to the empathy and integrity she has demonstrated while going about it, especially at times under very trying circumstances. Her loyalty has always been to CFA and the communities in which we all serve.

There have certainly been difficult decisions needing to be made. Decisions that perhaps she didn’t agree, and probably a few she looks back in hindsight and regrets. But among those are plenty of decisions and initiatives which I think have changed CFA for the better.

CFA has firmly pivoted to embracing and celebrating the fact that it is a volunteer and community embedded fire service. Natalie has led and supported key initiatives that embed the volunteer charter and its section 6 obligations into the DNA of the organisation. And while its implementation is far from perfect, nor complete - genuine change takes time.

We have stronger CFA/VFBV joint committees, stronger processes to navigate what is increasingly often broad and disparate volunteer feedback, and we have built a trust and respect that honours and respects the unique role each organisation plays. Under Natalie’s leadership CFA and VFBV have reaffirmed that we are committed to working constructively together, disagreeing when we must – but always committed to listening and considering the needs of our volunteers.

In this sense, I will feel a real loss and sadness when Natalie finishes up at the end of this month. With the passage of time and reflection I hope she shares my pride in her legacy and the solid foundations she has set for the next person taking the baton. Natalie has also confirmed she intends on continuing as a CFA volunteer with her local brigade.

As I tell every CEO, they are merely a temporary custodian of an iconic organisation that breathes, bleeds and effects all who toil within, whether that’s for a day, a year, a decade, or even a lifetime. I know CFA touched Natalie, and I would like to think it was also touched by her. And while I’ll quietly admit that she could at times be a force to be reckoned with, I don’t mind admitting I enjoyed almost every minute of it.

Thank-you Natalie for your outstanding stewardship of CFA, and the respect you have always shown towards our members and towards VFBV. We sincerely thank you for your efforts and the improvements you have made.

We will miss you at the helm but look forward to your continued journey as a fellow CFA volunteer which is the ultimate sign of respect you could choose to bestow on the organisation and the communities it protects.

Well done, bon voyage and don’t put those yellows too far out of reach….summer is coming.

VALE

VFBV were saddened to learn of the passing of Association Life Member Graeme Dare in late May.

Graeme was a member of the Colac brigade for more than 50 years and served as an Executive Member to the Victorian Urban Fire Brigades Association from 1984 until 2007 representing then Region 6. For his service to the Association Graeme was awarded Association Life Membership in 1994 and a Gold Star Award.

On behalf of VFBV and all fellow CFA volunteers, we offer our deepest condolences to Graeme’s family, friends, loved ones, the Colac brigade and fellow firefighters at this sad time.

Group FCVs
VFBV delegates on the Joint Equipment and Infrastructure Committee have worked tirelessly over a number of years to demonstrate to CFA the shortfall in annual Group allowances to cover the realistic cost of the annual servicing and maintenance of forward command vehicles (FCVs).

Given the critically important role these vehicles play and acknowledging that Groups are quite limited in the amount and type of fundraising that they can do so as not to impact on their brigade’s own efforts, VFBV has been arguing for an increase to Group allowances to cover the full cost of FCV servicing.

As of the 1 July, CFA has agreed to move all Group FCVs onto the centralised Fleet plan, which will mean all servicing (as per manufacturers servicing schedule), tyre and battery replacements will now be billed directly to CFA. Groups may also continue to use their local service providers, ensuring you can still support your local community.

This is an outstanding result, and VFBV thanks all delegates for their efforts. We also acknowledge and thank CFA for considering this request, acknowledging that current CFA budgets make initiatives such as this very difficult.

New windscreen stickers are being distributed to Groups, along with correspondence requesting Groups make contact with their nominated service providers to make them aware of the central billing arrangement.

King’s Birthday Honours
VFBV congratulates CFA members Stephen Hicks from Pakenham Upper brigade and Deputy Chief Officer Gavin Thompson who received the Australian Fire Service Medal (AFSM) among 730 Australian’s honoured in the King’s Birthday Honours list this year.

Deputy Group Officer Stephen Hicks AFSM has been a member of CFA for more than 49 years. He has been recognised for his outstanding service to CFA as a leader, trainer and mentor and for his efforts and achievements in fire preparedness, fire prevention and fire response.

Deputy Chief Officer Gavin Thompson AFSM began his service to CFA as a junior member at Bayswater and progressed through the volunteer ranks before joining CFA as a recruit firefighter. Gavin has been recognised for his commitment above and beyond what is normally expected of fire service personnel as well as his efforts in developing those around him to enhance the capacity of CFA and CFA volunteers.

VFBV congratulates Stephen and Gavin for their outstanding contribution to CFA and broader community.

Congratulations are also extended to the current and former members of CFA who were honoured with the Medal of the Order of Australia (OAM) and to James Mullins who was made a Member of the Order of Australia (AM) for his significant contribution to firefighting.

Affiliation
Again in 2023/24, CFA Brigades and Groups showed it is more important than ever that volunteers have a strong, united, independent and credible voice with almost 95% of Brigades demonstrating strong support for VFBV’s important work representing and advocating for all CFA volunteers. Thank you to all brigades and groups that affiliated last year.

Brigade and Group secretaries have received the 2024/25 renewal notices for VFBV Affiliation and Welfare Fund subscriptions with a due date of 30 June, 2024.

The Board is determined that brigades/groups should benefit from the strong governance of the association and have reduced the affiliation rate from $84 to $75.

We strongly encourage Brigades to also subscribe to the VFBV Welfare Fund. The Welfare Fund is a capital fund and an exclusive benefit to affiliated members with VFBV funding all the administration and operating costs ensuring 100% of funds received go directly to CFA volunteers experiencing personal hardship.

The VFBV Welfare Fund provides small grants up to $5,000 to assist volunteer members and long service ex members. The Welfare Fund has distributed more than $2.5 million dollars to volunteers in need since its inception.

VFBV Board

Vacancies on the VFBV Board will arise when the terms of four VFBV Board members expire on 1 October 2024. Of the four members whose terms are expiring, two are eligible for re-appointment.

VFBV invites applications from any CFA volunteer who is motivated by the prospect of making a difference and believes they have the skills to contribute to the VFBV Board.

The role of a board member involves contributing to VFBV direction, policy determination and monitoring the performance and governance of the Association. This includes actively contributing to policy discussion, consulting with CFA volunteers and contributing to the identification and management of strategic issues.

VFBV is seeking applications from gender and culturally diverse candidates in addition to a diverse range of skills and experience including applications from diverse brigade types and classifications.

Members should familiarise themselves with the VFBV Board member role statement and key selection criteria available from the VFBV website or via the office at (03) 9886 1141.

Applications close on Monday 2 September 2024.

SOP feedback

CFA has recently released another 17 revised SOP’s for volunteer feedback and consultation. At time of press, we are currently undertaking a log of changes and will prepare SOP feedback surveys once we have completed our analysis of changes. These will be uploaded to the VFBV website shortly.

Given the importance of SOPs in CFA’s operational doctrine, VFBV encourages all senior volunteers to make themselves familiar with the proposed changes and provide feedback ASAP.

The following revised SOP’s are shortly due to close for feedback; SOP 3.01 Management of Junior Members; 5.05 Use of CFA Equipment; 7.01 Local Procedure Development; 7.05 Water Supplies for Firefighting; 7.07 Station Siren Use; 8.01 Incident Controller and CFA Agency Commander; 8.04 Transfer of Control; 9.13 Keeping Logs and Documents; 9.16 Media Management; and 9.18 Use of Personal Mobile Devices During Incidents.

Please visit the VFBV website to access drafts and change logs to help guide your feedback.

Fire Wise – July 2024 online only edition

The July 2024 edition of Fire Wise has been published online only, this edition and past editions are available from the Fire Wise website.

You can support Fire Wise and the role it plays as an independent voice in keeping volunteers informed by becoming a subscriber. To become a subscriber visit the Fire Wise website or contact the Managing Editor of Fire Wise, Gordon Rippon-King either by phone 0402 051 412 or email This email address is being protected from spambots. You need JavaScript enabled to view it.    

Recent articles on the VFBV website
Consultation Dashboard

King’s Birthday Honours 2024

Feedback Requested – Standard Operating Procedures (Various)

VFBV Board Vacancies

Presumptive Legislation Update

Enjoy the VFBV monthly newsletter?
If you enjoy reading the VFBV newsletter each month, why not share it with your fellow volunteers?

Either share this page with others who may enjoy the articles or encourage other volunteers to sign up to receive their own copy via email each month here.

Want to read the VFBV 2-minute briefings from the CFA/VFBV Joint Committees?
The latest edition along with previous editions can be downloaded from the VFBV website here.

Two CFA members have been honoured in this year’s King’s Birthday Honours List with the Australian Fire Service Medal (AFSM) alongside more than 730 other Australians.

Stephen Hicks AFSM – Stephen has been a CFA member for more than 49 years and is a current member of the Pakenham Upper Fire Brigade.  During his service, Stephen has held many roles including Captain, Lieutenant Deputy Group Officer.  Stephen has been recognised for his outstanding service to CFA as a leader, trainer and mentor and for his efforts and achievements in fire preparedness, fire prevention and fire response. You can read more about Stephen here.

Gavin Thompson AFSM – Gavin began his service with CFA more than 30 years ago as a junior member at Bayswater before transferring to the Boronia brigade where he became a firefighter and rising through the ranks to 1st Lieutenant before joining CFA as a recruit firefighter. Now serving as Deputy Chief Officer – North West Region, Gavin has been recognised for his commitment above and beyond what is normally expected of fire service personnel as well as his effort in developing those around him to enhance the capacity of CFA. You can read more about Gavin here.

VFBV extends its sincere congratulations to both Stephen and Gavin for this worthy recognition of their service to CFA and wider Victorian community.

VFBV also congratulates five additional Victorian’s who were honoured with the Australian Fire Service Medal from other Victorian fire services: Nigel Brennan (FFMV), Chris Hardman (FFMV), Gregory Keighery (FRV) and Cory Woodyatt (FRV).  As well as former Northern Territory firefighter and current Swan Hill Fire Brigade member Geoffrey Kenna was also honoured with an AFSM for his leadership as volunteer in the Northern Territory over 27 years.  

A number of other past and present CFA members were also honoured on the King’s Birthday. Dr James Mullins from Grovedale was made a Member of the Order of Australia (AM), while Wilhelmina Armstrong, Eric Bumpstead, Phillip Collins, Robert Dean, Michael McLaughlin, Karen Noonan, Bernard Sinnott and Dianne Spark were each awarded the Medal of the Order of Australia (OAM).

Nominations for AFSM's

Nominations for AFSM's are accepted at any time through CFA's Honours and Awards Committee. 

The AFSM honours the distinguished service of members of fire services who make an exceptionable contribution to their communities. The AFSM recognises those whose service is above and beyond the normal zealous and faithful discharge of normal or ordinary service, either in the short or long term.

CFA volunteers are often modest and reluctant to seek out recognition for the service they have provided to their community and may not have a realistic appreciation of the impact they have had on CFA, their community, within VFBV or your Brigade or Group. They’re not in it for the honour or glory, but it’s up to each of us to ensure we take the time to say ‘thank-you’ to those people who have stepped up and help inspire us all to do better.

If you know a quiet achiever who has contributed to CFA, who goes above and beyond what could be reasonably expected of someone in a similar position, please consider nominating them for an AFSM.  

The Australian Honours system has been designed to break down artificial barriers and open the Australian Honours to all parts of our society. Any member of the community can nominate any other Australian citizen for an award.

It is also critically important we encourage nominations for groups who are typically under-represented in Australian Honours like the AFSM. In particular we are encouraging a greater gender mix.

Women in particular are under-represented in AFSM’s awarded when we consider the thousands of women within the fire services across the country. And while things are improving, much more can be done.

There are so many exceptional CFA women and men deserving to be recognised, so please consider nominating someone you feel is deserving.

A common misconception is that only those members who have decades worth of service are recognised by the Honours system. The AFSM is not a long-service award, its sole criterion is distinguished service. And while prolonged service forms part of the key criteria, ‘prolonged’ is considered by the honour and awards committee’s to be taken in context as to what is considered ‘longer than usual’ and in context of what is ‘above and beyond’ the normal or ordinary service expected. Exceptional service that is sustained over a period of time can be considered as satisfying the criteria. For example, has the members contribution been in excess of expectations for a ‘normal’ member and over what duration? The Committee will consider the nature of the service or achievement within the context of a member’s service history when weighing up the various criteria.

This is especially important for women within CFA who may have their service overlooked simply because they haven’t been a Captain or Group Officer for 30+ years. While these are important leadership roles – our service is a team environment, and everyone’s contribution is valued.

Nothing should take away from the incredible achievement decade long service is, but the Honours system is designed to recognise those that make a significant contribution, and to represent the things that our communities believe to be deserving of recognition, including from those who are perhaps trailblazers for others to follow. Think of those people who have pushed the boundaries or have been first to reach and hold leadership positions that has been inspirational to those around them. For example, think of members who have overcome additional barriers, like English not being their first language and who have toiled away to learn the language and become masterful communicators designing new innovative community safety engagements to CALD communities and serving as a role model for other community members. Who are the people you look up to? Who are the people who have really made a difference in your Brigade or Group? 

Distinguished service includes service that is above and beyond and can be short-term or prolonged. It is service that can be exemplified by; responsibility for an outstanding event that has proven to be of significant benefit to the fire service or community; development of a new system, procedure or technique that is unique and made a significant contribution to the fire service; or outstanding leadership in the encouragement and development of others, particularly youth within the fire services.

While it can seem daunting to nominate a potential recipient, some guiding principles that could assist in completing a nomination for an AFSM are:

- In what role(s) has the nominee excelled?
- How has the nominee demonstrated service worthy of recognition?
- How has the nominee’s contribution affected a particular field, locality, brigade, group or community at large?
- Over what period has the nominee made a major commitment?
- Has the nominee’s contribution been recognised elsewhere?
- What makes this person stand out from others?
- What specific examples can be provided to show how the nominee’s contribution(s) have been outstanding?

Nominations for awards are strictly confidential. The person being nominated should not be approached for information or advised of the confidential nomination at any stage of the process.

Additional Resources to Assist

Honours and Awards Toolkit

Guide to Preparing Nominations for the Australian Fire Service Medal (AFSM)

AFSM Nomination Form

Want to discuss a potential nomination or need some more information? Contact This email address is being protected from spambots. You need JavaScript enabled to view it.

About the Australian Fire Service Medal 

Introduced in 1988, the Australian Fire Service Medal recognised distinguished service by members of Australian fire services and is awarded to both volunteer and paid members. The award recognised the distinguished service by members of a State or Territory Fire Service, a Fire Service of an agency of the Commonwealth, and the Fire Services of the External Territories of Christmas Island, Cocos (Keeling Island) and Norfolk Island.

The medal is awarded twice a year as part of the Australia Day award and King's Birthday award announcements.

Criteria for the Australian Fire Service Medal 

To be considered for this award it would be expected that the nominee has given service beyond the norm exemplified by:

1. Prolonged service distinguished by exceptional performance in a particular area that has proved significant benefit to the fire service; and one or more of the following.
2. Responsibility for and management of an outstanding/exceptional event that has proven to be of significant benefit to the fire service, a community or community safety generally. 
3. Development of a new system, or procedure, or technique that is unique and has made a significant contribution to the fire service, a community or community safety generally. 
4. Outstanding leadership in the encouragement and development of others, particularly youth, within the fire service and the fostering and furthering of the aims of the fire service to the long-term benefit of the fire service and the community. 
5. Demonstrated creativity in the development and implementation of innovative changes that have made a significant contribution to the fire service, fire/emergency operations, or the interests of community safety.