why volunteer

At Beaver Creek Volunteer Fire Department (BCVFD), no prior experience is required to join our team—only a commitment to fitness and a keenness to learn. Our volunteers experience the profound reward of community service and are integral to our First Responder Program, providing crucial support at accident scenes until medical professionals arrive. The initial training phase lasts 3-6 months, after which recruits are evaluated for rookie status, marking the start of their journey towards full firefighter certification. Successful completion of training result in NFPA 1001 certificate and recognition as a full-service fire fighter.

BCVFD covers costs associated with training, uniform, and also provides an annual stipend. Additionally, we offer life and disability insurance, and health and dental coverage are available for members who meet eligibility criteria. Join us and become a part of a team that makes a real difference in the safety and well-being of our community.

Training and Participation

Over the years, the Fire Service has evolved into a public safety agency providing highly technical and diverse services. The general public has come to rely on the Fire Department as the "first responder" not only when life and property are threatened by manmade and natural disasters, but for seemingly smaller problems as well.

In order to ensure that all members of the BCVFD are prepared to deliver the best level of services required, training standards have been developed to provide each member with the needed skills, knowledge and abilities necessary to deliver fire and emergency first aid service to the citizens of Beaver Creek.

Training Requirements - Recruits and Probationary Firefighters:

All volunteers entering the BCVFD must complete a Recruit Training program taught by Department officers. They then work with the department for 6 months on probation prior to being accepted as full members of the Department. During the probationary period, the individual must obtain a B.C. air brake endorsement and qualify in Cardio-Pulmonary Resuscitation. They also receive First Responder First Aid training as part of the Recruit Training program.

Recruitment Requirement:

In the initial selection of applicants to choose those that will be interviewed by the Selection Board, the following criteria should be used:

• Home or work location in relation to the Hall - Preference should be given to candidates who live closer to the Hall, with additional preference for living in zone. If selecting day-time firefighters, preference should be given to those who give a firm commitment to being able to respond during the day from work.

• Previous firefighting, first aid or related experience - Preference should be given to those with previous experience, but only if it is applicable to the Department's needs, and only if the experience is recent.

• Physical disabilities - Physical disabilities should be considered only in relation to the degree they affect the candidate’s ability to perform the tasks normally undertaken by a firefighter. Disabilities that prohibit a candidate from safely functioning on the fire ground would eliminate the candidate from selection.

• Present occupation - Occupation should be considered in terms of:

  • Stability -- will the candidate's occupation involve time commitments or moves that prohibit him/her from continuing to effectively function as a member of the Department?

  • Experience -- does the candidate's occupation give him/her experience that would benefit the Department?

• Availability for Department work - Obviously, this should be a major consideration. If the candidate is not available to respond to training and emergency calls, he/she is not a suitable candidate.

• Criminal Record - Any ambiguities to appear at this stage should be clarified by a personal interview with the candidate prior to his/her being chosen for an interview by the Selection Board. Potential problems should be discussed with the Fire Chief

The Selection Board should carefully consider the applicant's application and criminal record search prior to the interview. During the interview, the following should be discussed with the candidate:

• His/her reasons for wishing to become a paid-call firefighter - Preference should be given to those who indicate a interest in a long-term association with the Department.

• The reaction of his/her spouse or "significant other" - The candidate should have discussed his/her application with his/her spouse. Any reluctance on either members’ part should be weighed in his/her application.

• The reaction of his/her employer - If the candidates indicates that his/her is available to respond from work, he should have discussed that matter with his/her employer and arrived at a clear agreement as to the employer's reaction to his/her involvement as a paid-call firefighter.

• His/her life-style and community stability - The Department is looking for solid citizens who intend to remain in the community and are offering their time and skills on a long-term basis. Any indications of poor character or instability in the community should weigh against the candidate.

• His/her physical condition - Neither the candidate nor the Department gain if we accept someone who cannot handle the rigors of firefighting. Careful consideration should be given to the candidate's physical condition and health prior to his/her acceptance.

• His/her understanding of the expectations of the Department - No one gains if the applicant does not understand the expectations of the Department with regard to the time commitment of paid-call firefighter, the immediate response expected to a call out and the rigors of firefighting. The Recruit Training Program, the Probationary period and the skills required before acceptance as a full paid-call member of the Department must be explained to the applicant.Please note candidates may be eliminated from consideration at several stages in the recruiting/testing process.