Maximizing the Impact of SAFER Grants: Strengthening Volunteer Fire Departments

by | February 3, 2025

The Staffing for Adequate Fire and Emergency Response Grant (SAFER) program is a pivotal resource for volunteer fire departments across the United States. Managed by the Federal Emergency Management Agency (FEMA), SAFER grants aim to enhance fire departments’ capacity to respond to emergencies and improve community safety. My department’s experience with SAFER funding demonstrates how these grants can empower volunteer fire departments to achieve transformative results.

Understanding the SAFER Grant Program

The SAFER Grant Program is designed to support fire departments in two key areas: hiring firefighters and recruiting and retaining volunteers. For career firefighters, SAFER grants provide funds to recruit and retain personnel, ensuring compliance with National Fire Protection Association standards. In the same vein, the grants offer volunteer fire departments financial resources to strengthen recruitment, training, and retention efforts.

Volunteer fire departments often face challenges such as dwindling membership, limited budgets and increased service demands. SAFER grants directly address these obstacles, enabling departments to enhance operations and ensure adequate staffing levels.

The impact of these SAFER-funded projects is evident in the enhanced capabilities of our department and the stronger connections within our community.

A Case Study: Transforming the Gilt Edge Volunteer Fire Department with SAFER Grants

Like many small volunteer fire departments, we face the common challenges the SAFER Grant Program is designed to address — limited resources, recruitment struggles and retention hurdles. However, through the strategic use of SAFER funding, we have overcome these obstacles and significantly enhanced our department’s capabilities.

The following initiatives highlight the transformative impact of these grants on our operations and community engagement.

1. Recruitment and retention program development. Before applying for funding, we conducted a thorough assessment to identify our immediate needs. Recognizing the importance of attracting new volunteers and retaining experienced members, we brainstormed various ideas and aligned them with approved projects outlined in the notice of funding opportunity. This strategic approach laid the foundation for a robust recruitment and retention program.

We created a plan incorporating various strategies to recruit new firefighters while providing incentives to retain our current members.

2. LED sign. The initial step in our plan involved securing funding for an LED sign to aid recruitment efforts. We planned to position the sign near our station along a state highway with an average daily traffic of 2,000 vehicles.

This sign’s secondary advantage was its utility in promoting fire department events and sharing fire prevention tips. However, FEMA guidelines require that at least 75% of its usage focus on recruitment and retention activities.

3. Mailouts. For years, our department budget relied on an annual fundraising letter sent to every address in our primary response area. While this letter typically included a brief mention of joining the fire department, we realized we were missing a valuable opportunity to deliver a focused recruitment message to every resident in our district.

To address this, we applied for funding to support a biannual mailout over four years. Instead of a brief blurb in a fundraising letter, we now produce a tri-fold brochure and a postcard highlighting our department and the benefits of volunteering.

4. Training. We wanted to provide our firefighters with opportunities to attend conferences and training sessions that were previously out of reach due to our limited budget. Prior to this, the only way they could participate was if they covered the costs themselves.

To make these training opportunities possible, we applied for and secured SAFER funding to send groups of our firefighters to events such as Firehouse Expo, FDIC, and various county fire tactics conferences. With all expenses covered, our firefighters gained valuable experience and had the chance to network with other firefighters from across the country.

We also secured funding to enhance our technical rescue training, focusing on areas such as rope rescue, confined space rescue and structural collapse rescue. This advanced training has already proven invaluable for serving our community.

5. Monetary incentive. To encourage sustained participation, we launched a volunteer incentive program supported by SAFER funding. The program offers compensation for attending calls and training sessions, which has boosted morale among current members and made our department more attractive to potential recruits.

To maintain fairness, we implemented station staffing requirements, ensuring participants contribute time to the department beyond simply responding to calls for compensation. Since the program’s inception, we have observed a significant increase in overall staffing hours and a noticeable reduction in response times.

6. Digital recruitment program. One area where we recognized a gap was in our department’s digital presence for recruitment. While we maintained a Facebook page, our outreach efforts were limited to direct contact and mailouts, leaving much potential untapped.

With the funding we received, we engaged a third-party service to expand our digital footprint. This included creating a dedicated website, implementing Facebook marketing campaigns, and developing a QR code that directs potential recruits to our application process. Although this initiative is still relatively new, it has already generated increased interest from prospective volunteers.

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Measurable Benefits

The impact of these SAFER-funded projects is evident in the enhanced capabilities of our department and the stronger connections within our community. Key benefits include:

  1. Increased membership. Our active volunteer roster has expanded significantly, providing reliable staffing for emergency responses and alleviating burnout among team members.
  2. Enhanced training and readiness. Access to advanced training opportunities has empowered our volunteers with the skills and confidence to execute safer and more effective emergency operations.
  3. Stronger community engagement. Targeted outreach initiatives, such as mailouts, events, and digital campaigns, have bolstered community goodwill, increased volunteer interest and secured vital support for department activities.
  4. Modernized recruitment strategies. Investment in digital recruitment tools, including a new website, social media campaigns and QR code applications, has revolutionized how we attract and connect with prospective volunteers, ensuring a steady influx of talent.

Conclusion

Our success with SAFER grants underscores the transformative potential of this federal program. We have positioned our department as a resilient and capable organization by addressing recruitment and retention challenges, enhancing training and fostering community connections.

Volunteer fire departments across the nation can draw inspiration from our experience and leverage SAFER grants to meet their unique needs and ensure the safety and well-being of their communities.


Not sure where to start with your SAFER application? Lexipol’s team of expert grant writers and project managers can position you for success in winning the funding your agency needs.

ADAM HURSH is a seasoned fire service professional with 23 years of experience. He is currently the deputy fire chief at the Gilt Edge Volunteer Fire Department and a full-time lieutenant with the Piperton Fire Department, both in Southwest Tennessee. Adam holds a Master of Public Administration from Columbia Southern University and is recognized as a Chief Fire Officer by the Center for Public Safety Excellence (CPSE). He is also renowned for securing numerous local and federal grants for his departments and consulting with other fire and EMS agencies on grant submissions.

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