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Exposure to risks such as wildfire, heat, smoke, falling rocks and trees, etc., are a part of the job during wildland fire season. Examples of work experience include but are not limited to: advising on complex procedures and operations related to wildland fire preparedness and suppression; organizing and providing guidance for a wildland fire protection program; implementing and reviewing the effectiveness of safety standards in wildland fire and aviation programs; and supervising and managing a district or state wildland fire management program.
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Processes and reconciles all Wildland travel reimbursements in accordance to the City and County of Denver's fiscal rules along with the State of Colorado - Division of Fire Prevention and Control guidelines.
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We are currently seeking a Fire Protection Engineer for our Thermal Sciences Practice in Bowie, MD. In this role, you will be responsible for participating in and leading the investigation and analysis of failures including structures, vehicle and wildland fires, explosions, industrial processes, combustion systems, consumer products, appliances, and automobiles.
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The Department is an All-Risk agency providing structural and wildland fire suppression, advanced life support (paramedic) emergency medical care, vehicle and equipment extrication rescue, and hazardous materials response at a First Responder Operations level.
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Other wildland fire-related duties involve fire prevention, patrol, detection, and/or prescribed burning. Under direct to general supervision, performs wildland fire suppression, management, and control activities as part of an engine, module, or hand crew.
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Knowledge, Skills and Abilities: Knowledge of the basic principles, practices and objectives as related to wildfire behavior and hazard fuels mitigation techniques in a wildland fire management program.
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There is no educational qualifications for the GS-0456 Wildland Firefighter occupational series at the GS-12 grade level. Specialized experience includes but are not limited to: advising high level management officials on fire management planning at the district or state level or equivalent; reviewing wildland fire preparedness actions and operating plans; coordinating and implementing policy to support wildland fire management programs and operations.
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We support a diverse range of exciting projects, focusing on critical areas such as climate change, endangered species conservation, environmental preservation, water resources, vegetation assessment, and wildland fire resilience and management.
$93,600 - $187,200 a yearFull-timeExpandApply NowActive JobUpdated 26 days ago - UpvoteDownvoteShare Job
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The Department of Geography, at the University of California, Santa Barbara seeks a qualified candidate for a post-doctoral research position with a primary focus on wildfire fuels, fire behavior and management within the Wildland Urban Interface (WUI.
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Experience leveraging Esri’s software capabilities including, mapping, field operations, spatial analysis and data science, 3D visualization and analytics, data management, and developer APIs. Master`s Degree in geography, computer science, GIS, information systems, environmental science, natural resources, forestry, or a related STEM field.
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The State Forester serves as the Director of the Division of Forestry & Fire Protection and provides policy direction and oversight for statewide programs in wildland fire management, forest management, forest practices, and cooperative forestry.
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National Wildfire Coordinating Group Wildland Fire burn boss certifications (S-290, S-234, S-390, and Rx series courses) Advance equipment operation and experience conducting routine preventative maintenance on a variety of equipment and tools that includes light and heavy-duty trucks and trailers, chainsaws / brushsaws, backpack herbicide sprayers, UTVs / ATVs, and tractors.
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May respond to emergencies for specialized services such as confined space rescue, extrication and technical rescues including high angle, below grade, swift water, ice rescue, trench and collapse rescues and wildland fires.
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This individual is responsible for wildland fire suppression, wildland fire prevention, Wildland Urban Interface inspections, and hazardous fuels mitigation within the framework of CWS and other cooperative agreements.
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These positions must have a thorough knowledge of silviculture, best management practices, insect and disease identification, pest management, wildfire mitigation and basic wildland fire suppression.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.