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Human Resource Specialist 

HRSP Incident Position Description

The Human Resource Specialist (HRSP) is responsible for monitoring the work environment and related human resource activities to ensure that appropriate practices are followed. Work is normally conducted in a base camp environment but may involve tours of the fireline, spike camps, and rest and recuperation (R&R) facilities. The HRSP reports to the Incident Commander (IC) and works in the Command functional area.

Leadership Level 2, New Leader (Convey Intent)

  • For additional information review Level 2 description, expected behaviors and knowledge, suggested development goals, and self-study opportunities.

Prepare and Mobilize

  • Ensure individual readiness.
  • Gather critical information pertinent to the assignment.
  • Travel to and check in at assignment.
  • Check in with the incident supervisor and/or dispatch when arriving at the incident.
  • Review Incident Action Plan (IAP) and obtain briefing, objectives, and intent from supervisor.
  • Obtain briefing from previous shift/assignment position, as necessary.

Build the Team

  • Order additional HRSP if needed.
  • Participate in operational briefings and Command and General Staff (C&G) meetings.
  • Brief assigned personnel.
  • Identify assigned resources (such as trainees) and maintain accountability.
  • Establish and maintain positive interpersonal and interagency working relationships.

Supervise and Direct Work Assignments

  • Communicate expectations of conduct and behavior.
  • Recognize potential problems before they escalate into serious problems.
  • Recognize human behaviors as they relate to operating in emergency and stressful situations.
  • Monitor incident objectives to assure conduct standards are met and are consistent with a positive work environment.

Perform Human Resource Specialist-Specific Duties

  • Maintain current working knowledge of human resource practices regarding the scope of potential issues that may arise in a fire camp situation.
  • Maintain awareness of union and other potential regulations involving personnel issues.
  • Maintain professionalism and diplomacy as primary factors for successful performance.
  • Observe work behaviors and conditions and provide that information to the IC.
  • Provide contact information to individuals for counseling resources as needed.
  • Interact and coordinate with C&G by informing them of inappropriate practices or activities and assist staff in resolving inappropriate acts or conditions by facilitating the appropriate process.
  • Contact home units of individuals involved in inappropriate activities. Provide accurate and timely advice and assistance in response to requests for information or resolution of problems and issues.
  • Monitor whether a positive working environment, supportive of cultural diversity, is maintained, and enhanced for all personnel.
  • Conduct awareness sessions as needed, using digital resources on civil rights or human resources.
  • Compile and submit Contact Information Report to HRSP Geographic Area Coordinator.

Communicate and Coordinate

  • Communicate effectively through in-person or virtual meetings and briefings with multiple resources and other ICS functional areas.
  • Follow established processes and chain of command for collecting, producing, and distributing information.
  • Ensure clear understanding of expectations and timely communication within and across ICS functional areas and chain of command.
  • Conduct and/or participate in After Action Reviews (AAR).
  • Assemble agency information for use in briefings and IAPs, for answering requests, and for resolving problems.
  • Conduct appropriate periodic briefings to keep cooperating agencies informed of problems, concerns, and issues.
  • Ensure oral and written human resources messages are consistent with relevant federal/local laws, regulations, and policies.
  • Coordinate with the Incident Contract Project Inspector (ICPI) and the Contracting Officer Technical Representative (COTR) regarding contractor issues.

Manage Risk

  • Apply the Risk Management Process as stated in the NWCG Incident Response Pocket Guide (IRPG), PMS 461:
    • Identify Hazards.
    • Assess Hazards.
    • Develop Controls and Make Risk Decisions.
    • Implement Controls.
    • Supervise and Evaluate.
  • Monitor for signs and symptoms of fatigue, illness, or injury. Mitigate appropriately.
  • Identify potential conflicts and resolve within the same operational period, if possible.

Document

  • Complete, authorize, ensure timeliness of, and route as required: 
  • Complete contact information sheet for contacts involving civil rights or requiring fact-finding or conflict/problem resolution.
  • Provide appropriate documentation for the Incident Management Team (IMT) as well as home and host units.

Demobilize

  • Anticipate demobilization, identify excess resources, and coordinate with the Planning functional area to prepare a demobilization schedule.
  • Plan for demobilization.
  • Ensure incident and agency demobilization procedures are followed.
  • Return equipment and supplies to the appropriate unit.
  • Complete demobilization checkout process before being released from the incident.
  • Upon demobilization, report status to the home unit including reassignment or estimated time of arrival (ETA) to the home unit.
  • During the transfer of command:
    • Ensure continuity of operations.
    • Exchange critical safety information.
    • Communicate transfer of authority through the established chain of command.
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NWCG Latest Announcements

2025 Week of Remembrance

Date: June 27, 2025
Questions?  Please contact:
6 Minutes for Safety Subcommittee

As we approach the 2025 Week of Remembrance (WOR), June 30–July 6, we dedicate this time to reflect on the past incidents from 2015 and honor the fallen through learning. Since its inception in 2014, WOR has honored wildland firefighters who made the ultimate sacrifice while encouraging critical discussions that reinforce lessons learned.

Throughout the week, we encourage thoughtful and generative conversations—whether in briefing rooms or at tailgates—that promote a culture of continuous learning and safety.

References:

2025 Week of Remembrance: Letter to Leadership

Wildland Fire Lessons Learned Center

ETC Equipment Bulletin: 25-003 Flame-Resistant Shirt Survey

Date: June 12, 2025
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Equipment Technology Committee

The U.S. Forest Service National Technology and Development Program (NTDP) is seeking input on the Forest Service-designed flame-resistant (FR) shirt, currently available through the National Interagency Support Cache system and FedMall.

NTDP is conducting a product review to improve future FR shirt designs. As part of this effort, a short survey is now open for federal employees who have worn any of three recent FR shirt models. Feedback will guide design improvements to better meet the needs of wildland firefighters.

To comply with the Paperwork Reduction Act, responses are limited to federal employees. The survey is open through September 12, 2025. 

References:

NWCG Alerts

ETC Equipment Bulletin: 25-003

NEW! S-130, Firefighter Training (Blended) Now Available

Date: June 10, 2025
If you have questions, please visit our FAQ page. 
If your question is not answered there, you can 
submit your question using our Contact Us form. 
 

The S-130, Firefighter Training (Blended), equips new wildland firefighters with essential skills through a mix of online learning and hands-on training. The course features a required online component and an instructor-led exercise, reinforcing online concepts with practical performance-based training.

The course builds competencies in wildland fire operations, safety, and equipment use, applicable across various operational environments. Both the online component and instructor-led field exercise must be completed to receive a certificate of completion. Students are required to finish the prerequisite S-190, Introduction to Wildland Fire Behavior, before enrolling in S-130, Firefighter Training (Blended).

References:

S-130, Firefighter Training (Blended)

S-190, Introduction to Wildland Fire Behavior

Wildland Fire Learning Portal

EMC Memo 25-001: Interim Rapid Extraction Module (REMS) Training and Qualification Requirements

Date: June 3, 2025
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Emergency Medical Committee

The Emergency Medical Committee has issued interim guidance for Rapid Extraction Module Support (REMS) teams. Until further notice, Type I and II REMS teams must designate a team leader qualified at Firefighter Type 1 Squad Boss (FFT1) or higher. This temporary change replaces the Single Resource Boss (SRB) requirement, which is currently not feasible due to administrative barriers.

This memorandum does not include any other changes to the NWCG Standards for Rapid Extraction Module Support, PMS 552. This interim change takes effect immediately and will remain in place until further notice.

References:

EMC Memo 25-001: Interim Rapid Extraction Module (REMS) Training and Qualification Requirements

NWCG Standards for Rapid Extraction Module Support, PMS 552