DOD Civilian Firefighter Shortages Persist Amid Lack of Coordinated Strategy

The Department of Defense (DOD) has consistently operated with fewer civilian firefighters than required, according to a recent report from the Government Accountability Office (GAO). Despite identifying the issue more than two decades ago, the department has yet to implement a comprehensive, department-wide plan to address staffing shortfalls that pose risks to safety and operations across military installations.

Between fiscal years 2019 and 2023, DOD filled only about 93 percent of its authorized civilian firefighter positions. These positions are considered the minimum necessary for safe functioning, and persistent shortfalls raise the likelihood of property damage and environmental hazards during emergency events. The GAO found that contributing factors such as more competitive pay and favorable work schedules offered by local fire departments continue to draw potential personnel away from DOD employment. While the department has taken isolated steps—such as including retention strategies in broader workforce planning—it has not taken coordinated or sustained action to close the staffing gaps.

The GAO also noted that DOD has failed to meet key policy requirements aimed at addressing these gaps. The department has neither developed nor executed a unified strategy to mitigate civilian firefighter shortages, nor has it consistently set or tracked staffing targets. Additionally, the Army, Navy, Air Force, and Marine Corps have not uniformly developed or updated human capital plans specific to their civilian fire and emergency services, despite existing mandates.

Workload and compensation disparities between DOD firefighters and their local government counterparts were also highlighted. At five selected installations, DOD firefighters worked longer hours and earned less base pay per hour. While total compensation varied, the imbalance may exacerbate recruitment and retention difficulties. The GAO recommended incorporating an analysis of these differences into any future DOD strategy as a necessary step toward resolving the issue.

The GAO has made six formal recommendations to address the issue, including the creation of a DOD-wide staffing strategy, regular progress monitoring, and the development or revision of strategic human capital plans across military branches. The Department of Defense has generally agreed with the recommendations and outlined plans to act on them.

Article by multiple RFHC contributors, based upon information from the U.S. Government Accountability Office press release GAO-25-107288

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