2 If the Burbank Fire Department was to implement an entry-level trainee program, certain operational, financial, and logistical concerns would need to be taken into account to develop a program that achieves long-term recruitment, retenti on, and professional development objectives and addresses the Department’s needs. The Burbank Police Department currently manages a part-time police cadet program that may provide a model for design and implementation of a fire cadet program in t he City of Burbank. A well-rounded cadet program w ould give opportunities to gain experience in various aspects of the Fire Department, such as fire prevention, fire operations, fire logistics, and training and safety.
Several fire departments in the region have al so implemented specific programs that focus on certain fire department functions. For example, the Cit y of Manhattan Beach offers a Fire Prevention Apprentice opportunity , a part-time paid position that provides candidates with training on state and local fire codes and direct experience in conducting inspections for commercial, industrial, and residential occupancies and places of public assembly. Similarly, Culver City and Torranc e offer Reserve Fire Inspector training programs, although these positions are voluntary and unpaid.
Other local programs pr ovide real-life experience in EMS. For example, agencies such as the Culver City Fire Department have instituted part-time Ambulance Operator positions to provide basic medical care and transportation to ill and injured persons as emergency medical technicians (EMTs). Candidates work one 24-hour shift per week to gain experience in fire department operations and learn about fire department culture.
The Glendale and Torrance Fire Departments maintain full-time Ambulance Operator programs, while the City of Glendale offers candidates sponsorships for paramedic school fees and the opportunity to compete for internal promotion to the rank of firefighter.
Since 1996, the Burbank Fire Department has part nered with the US Forest Service to provide training for Angeles National Fore st (ANF) Crew 70 (Monarchs), a Type 2 hand crew comprised of aspiring young wildland fi refighters enrolled at Los Angeles Valley Community College. The crew is led by Bu rbank Fire personnel and is often dispatched to wildland fires both locally and beyond; perfo rms fuel reduction and hazard mitigation; and for many years, has volunteered their time prior to fire season to help maintain hiking trails in Wildwood Canyon. The Department lacks dedicated funding towards training, equipment replacement, supplies, and personal protective equipment for the Burbank Fire personnel that support the initiative. Therefor e, consideration of implementing a cadet program at the Burbank Fire Department should include reinforcement and expansion of existing training initiatives such as t he Monarch program to support the safety, competency, and efficiency of both ANF Crew 70 and Department personnel.
Several parameters should be considered prior to the implementation of a cadet or entry- level trainee program at the Burbank Fire Department, including pay, benefits, incentives 3 such as tuition reimbursement, schedule, eligibility requirements, and core responsibilities. Such a progr am may fall under the Department ’s Training and Safety Division, which currently lacks the administr ative capacity to manage a potential cadet program. Additional factors that would impact implementation of a program also include establishment of a classification, liability, discussions with labor groups, and securing funding for the program. With the provision of a Training Captain in the Fiscal Year (FY) 2024-25 Budget, the Department will be better poi sed in the coming year to explore feasible, cost-effective cadet program model s that will be beneficial to youth in the community as well as a good fit for the Burbank Fire Department.
FISCAL IMPACT
The fiscal impact to the General Fund for in troducing a cadet program or similar entry- level trainee program into the Burbank Fi re Department is depende nt on the specific parameters of a potent ial program, including cadet sa lary and benefits; the number of budgeted trainee positions; program incentives such as tuition reimbursement; staff hours to manage, promote, and recr uit for the program; and materials and supplies costs.
Inclusive of benefits, a potential program ma y cost anywhere from $65,000 to $80,000 per cadet or entry-level trainee.
CONCLUSION
Fire cadet and other entry-level trainee programs are designed to develop and aid young adults in their pursuit of a career in firefi ghting, paramedicine, or fire prevention through continuing education, interactions with fire service personnel, and on-the-job training opportunities. These programs o ften provide a pipeline for re cruitment and assist youth in progressing towards their goal of working in the fire service. Any potential fire cadet program in the City of Burbank should be designed with operational and financial considerations in mind. Due to the variabili ty of cadet and trainee program options, staff recommends City Council allow staff to develop a potential fire cadet or entry-level trainee program and return with more information and a budget proposal for consideration at a later date.