statewide concern. “The workforce in our field is very lean right now,” he says. “We’ve seen white papers from the Florida Association of Fire Chiefs outlining the problem. Staffing gaps, retirements, lack of loyalty, and shifting priorities among younger generations are all contributing factors.” Greater Naples Fire District is actively addressing this crisis, particularly through outreach and partnerships. “We’ve been participating in career days and working with a local university on an internship program,” Wolfe explains. “Some surrounding departments run teen firefighter programs, which get young people in the firehouse,” he adds. “They put on the gear, run water through a hose, and experience the job—without fully doing it. It’s a great hands-on introduction.” Despite these efforts, Wolfe acknowledges that the district is still playing catch-up. “I estimate we’re about 40 firefighters short,” he says, a consequence of past economic downturns and administrative decisions. While hiring efforts are underway, there are constraints on how many recruits the district can onboard at one time. “Our capacity to train new hires through our onboarding academy and their probationary year really drives how many we can bring in at once,” he explains. “We want to set new hires up for long-term success, not just filling vacancies.” Equally critical is the well-being of current personnel. The district is beginning to formalize its approach to mental health. “The topic of mental health has shifted dramatically in our field,” he notes.“It used to be ‘suck it up and keep moving.’ Now, it’s a much more open and necessary conversation.” Wolfe emphasizes that healthy firefighters are better equipped to serve the community, and addressing mental health is foundational to their core mission. The district is building its program thoughtfully. “We’ve identified about half a dozen people to lead this effort,” Wolfe shares, adding that flexibility is key. “There isn’t a one-size-fits-all solution for mental health. Early in my career, the Employee Assistance Program was the go-to, but now we recognize every situation is unique.” Whether it’s a work-related crisis or a personal issue, he insists on tailoring resources progress is slowed by lengthy permitting processes, contractor shortages, and the ongoing labor gap across the construction industry.“It’s not just public safety,” Wolfe points out.“It’s a global workforce issue. Finding contractors willing and able to take on these projects is a battle of its own.” Despite these obstacles, Wolfe remains focused on the mission at hand. “We have to move the needle,” he says.“The community supported us, and we need to honor that trust by meeting their expectations.” BRIDGING WORKFORCE GAPS AND SUPPORTING FIREFIGHTERS Recruitment and retention in the fire service are more challenging now than ever, Wolfe admits. The available workforce has thinned dramatically, creating a staffing shortage that has become a 126 BUSINESS VIEW MAGAZINE VOLUME 11, ISSUE 12
RkJQdWJsaXNoZXIy MTI5MjAx