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Officials urge managers to enable IMT volunteering as DRP/VSIP departures cut experience; incident pay added
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Summary
BLM and interagency leaders called on supervisors to allow and prepare staff for IMT and collateral-duty fire assignments, noting a permanent incident-pay increase (up to $200/day, up to $9,000) under a continuing resolution and warning that Deferred Resignation Program (DRP) and VSIP/VERA departures will reduce experienced agency administrators and responders.
Agency leaders urged supervisors to give employees permission, time, and training to participate in incident management teams and other fire-support roles as the U.S. enters a busy fire season.
"Fire doesn't stop," Grant Peeby of the National Interagency Fire Center told attendees, urging managers to plan ahead and to discuss availability with local fire management officers. Peeby described IMTs as a volunteer system that works only when agency administrators support training and qualifications.
Peeby and other presenters outlined numerous non–ground-fire roles that can be rostered or filled ad hoc: dispatchers and extended-dispatch staff, information officers, timekeepers, GIS analysts, medics, safety officers, heavy-equipment operators and procurement and logistics staff who support incident management teams.
Speakers highlighted a pay change tied to the continuing resolution. "Incident pay for folks who do take fire assignments is spending depends on your grade level, but it can be up to $200 a day. People can earn up to $9,000 doing that," Peeby said, describing the IRPB/incident-based pay bonus that now applies more broadly to responders.
Presenters also warned that programs that encourage early departures — including the Deferred Resignation Program (DRP) and some VSIP/VERA arrangements — have removed experienced agency administrators and other skilled staff. "There's gonna be less people available most likely to respond to fires," one presenter said, and officials said they are exploring rehiring pathways through state AD roles or reserving seasonal hires to cover gaps.
Operational expectations were clarified: IMT rostered assignments are typically set early and often involve multiple rotations (four or five assignments a year) of about 14 days each, with mandatory rest periods on return. Speakers urged supervisors to ensure employees' assigned work is current and backstopped before approving deployments and encouraged job-sharing arrangements to reduce burdens on home units.
Officials also flagged timekeeping and administrative changes tied to the new incident-pay rules; timekeepers and local incident business staff will get additional guidance on coding and pay application. Attendees were directed to job aids, PowerPoints, and agency-administrator toolbox materials for managers and to consult FMOs and geographic-area editors for local procedures.
Presenters emphasized safety and wellness supports for returning staff, and said that the bureau will continue hiring temporary seasonals and filling critical vacancies to meet field demands.
The session closed with an appeal to balance priority home-unit work with emergency response needs: when incidents require it, "you're gonna choose fire," a speaker said, urging planning and supervisor approval to smooth transitions.
