Dynamic assessment of professional profiles among the workforce of the Federal Fire Service of the EMERCOM of Russia

Relevance. The workforce policy of the Federal Fire Service (FFS) of the EMERCOM of Russia is aimed at establishing the relevant workforce potential to satisfy the FFS ultimate professional goals.

The objective is to analyze professional profiles of fire and rescue units in order to identify most relevant factors that may affect the HR policy implementation by the FFS of the EMERCOM of Russia.

Methods. The body of statistical data was analyzed to assess the occupational injury rates from 2012 to 2023 among the FFS workforce of the EMERCOM of Russia. The workforce professional profiles underwent dynamic assessment. For every Russian constituent, the workforce average age, years of service, turnover and shortage rates, as well as the percentage of workers with higher or vocational fire technology degree was analyzed, and data regarding other workforce characteristics were obtained.

Results and analysis. A factor analysis was performed using a matrix of synthetic indicators to reveal eight significant factors that together explain 60.1 % of the total variance. Influence processes were identified for each factor. According to the factor analysis results, the federal constituents of the Russian Federation were divided into five groups depending on the professional profile dynamics among the FFS workforce of the EMERCOM of Russia. The professional profile analysis allowed to outline the following factors that impact the workforce indicator dynamics: dismissal rate from FFS units among the workforce without higher or vocational fire technology degree unwilling to complete professional retraining, whereas those are replaced by professionals with higher or vocational fire technology degree (mostly in task-force units); the replacement rate is insufficient for the observed retirement rate among the FFS workforce, resulting in workforce shortage in task-force units; ongoing retirement of professional workforce, being replacement by civilians; the ongoing aging across FFS divisions; and ultimately the specific characteristics of the dismissal procedure for heads of the FFS guard units are described. Financial and other types of motivation shall be reconsidered for the employees of this category.

Conclusion. The developed program makes it possible to evaluate the implementation of workforce policy across organizations, constituents, and federal regions of Russia by splitting them into 5 groups, ranging from very high to low efficiency levels.

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