Intermediate Outcome 7.1
The sector has the resources it needs, and in the right places to undertake bushfire management
How to read table symbols
| Icon | What this indicates |
|---|---|
✓ | Performance target achieved or exceeded |
◯ | Performance target not achieved – within 5 per cent variance. |
⬛ | Performance target not achieved – exceeds 5 per cent variance |
Standing workforce capability
FFMVic, CFA and partner agencies maintain and enhance workforce capability to ensure their capacity to meet current and future demand, including through training and accreditation, resourcing assessments, and readiness and response planning.
Table 21: Workforce and resource capability, FFMVic, Victoria, 2022-23 to 2024-25
Indicator: Increased effectiveness of workforce and asset planning to meet current and future operational demand. (7.1.1) | Target | 2022-23 | 2023-24 | 2024-25 | 2024-25 result |
|---|---|---|---|---|---|
| Personnel with accreditation in a fire and emergency management role | 2,450 | 2,747 | 2,949 | 2,598 | ✓ |
| Personnel accredited to serve in a senior capacity (level 2 or 3) in a fire and emergency management role | 340 | 379 | 352 | 353 | ✓ |
| Assessment of model of cover completed to assess resource requirements and availability | Dec 2024 | Dec 2022 | Dec 2023 | Dec 2024 | ✓ |
| Readiness and response plans completed prior to the upcoming fire season | Oct 2024 | Oct 2022 | Oct 2023 | Oct 2024 | ✓ |
Additional Information: Current CFA workforce and resource numbers are available at CFA at a Glance. | |||||
Diversity and representation of workforce and volunteers
Intermediate Outcome 7.2
The sector’s workforce and volunteers are healthy, safe and representative of the community they protect
Through the Strategy, the sector will develop fire and emergency management training programs and recruitment processes to attract and retain women and people with diverse lived experiences, with consideration for gender identity, sexuality, race, culture, disability, socioeconomic factors, age and caring responsibilities. To do so, work environments must be safe and inclusive, accessible, and free of discrimination and harassment.
Bushfire management agencies will reinforce workplace cultures that are safe, inclusive, and free from discrimination and harassment. Workplace cultures will be grounded in common principles, with all staff across the sector required to adhere to consistent standards and expectations.
The sector will explore innovative and more flexible ways of working so staff with family or caring responsibilities have the same access to work opportunities, including leadership roles.
The sector will work to ensure its staff reflect the Victorian community by promoting diversity and inclusion at all levels of the sector, including leadership through training programs, recruitment processes and mentoring.
Table 22: Diversity and representation of workforce and volunteers, FFMVic and CFA, Victoria, 2022-23 to 2024-25
Indicator: Increased diversity and representation of workforce and volunteers. (7.2.1) | Target | 2022-23 | 2023-24 | 2024-25 | 2024-25 result |
|---|---|---|---|---|---|
| Percentage (%) of women volunteers in operational roles: CFA (Q4)b | 14.8%a | 15.2% | 15.6% | 15.8% | ✓ |
| Percentage (%) of women volunteers in leadership roles: CFA (Q4)c | 15.9%a | 17.5% | 17.9% | 18.5% | ✓ |
| Percentage (%) of women staff in senior roles: CFA (Q4)d | 45.1%a | 46.9% | 47.2% | 48.5% | ✓ |
| Percentage (%) of volunteers under 40 years of age: CFA (Q4)e | 29.1%a | 28.1% | 28.4% | 28.4% | ◯ |
| Percentage (%) of FFMVic’s emergency workforce that identify as women |
|
| 34% | 36% |
|
Note(a): Historical baseline applied as target.
Note(b): Indicator 3.2.1 from CFA Outcomes Framework.
Note(c): Indicator 3.2.2 from CFA Outcomes Framework.
Note(d): Indicator 3.2.3 from CFA Outcomes Framework.
Note(e): Indicator 3.2.4 from CFA Outcomes Framework.
Updated