Fueling the frontlines: State program accelerates wildland firefighter training

To better prepare for future fire events, the BLM Oregon and Washington Office of Fire and Aviation launched a new training initiative this year to streamline firefighter competency in both fire suppression and prescribed fire. By offering more training for OR/WA employees in the Southeastern United States, firefighters are better able to advance their careers, effectively utilize their time, and assist units across the nation during times of need.

Normally, career-seasonal employees have about 120 days each year to work on their training and qualifications, while also handling regular duties. This split focus can limit their ability to prioritize training. With off-season training, staff can extend their employment window by up to 100 days and fully dedicate themselves to professional development. The program gathers seasonal firefighters near the end of their season or furlough, forming teams from different districts.

“It’s not a new idea,” said Matt Tellessen, OR/WA Workforce Development and Fire Training Specialist. “Many districts already used these opportunities. We got involved to standardize the process and ensure training reached the right people at the right time.”

The Southeast experiences its peak wildfire season from February to April, while the Pacific Northwest experiences its peak from July to September. The difference in season allows for reciprocating assistance and collaboration from one geographic area to the other. 

Through regional agreements, the program encourages collaboration with agencies like the U.S. Forest Service, the National Park Service, and the U.S. Fish and Wildlife Service.

 “This is a win-win for everyone,” said James Osborne, Prineville District Fire Management Officer. “We train employees faster and make them more qualified, while the agencies there get much-needed help during their busy season.” 

As a statewide initiative, the program is organized to maximize training time and reduce competition for resources. It prioritizes the use of aging equipment; instead of sending a single district's engine to train, the program can pool resources from different districts, using the most appropriate equipment to maximize the benefit. 

Even the program's funding is creative. The team uses money from fire-related trespasses to support off-season staffing. Now, career-seasonal employees who would be furloughed after 13 or 18 pay periods, can continue to work and train without interruption. 

“The employees’ commitment to investing in their development during the off-season shows their dedication to the BLM and fire management,” Matt said. “It’s rewarding to see people take advantage of these opportunities and see the program’s positive impact.”