National Firefighter Health Branch Chief

U.S. Forest Service; Deutschland; On-site; EUR 90,000 - 125,000; Full time

Job summary

U.S. Forest Service is seeking a National Firefighter Health Branch Chief within the Risk Management Program to coordinate wildland firefighter health and wellness initiatives.

The role focuses on leadership, program coordination, and collaboration with federal and non-federal partners to strengthen health outcomes for wildland firefighters. Responsibilities include designing and implementing medical screening and qualifications, evaluating health programs, and guiding training and policy across

Responsibilities

• Plan and coordinate national firefighter studies and analysis of feedback and trends to determine the effectiveness in the implementation of federal health and wellbeing programs.
• Develop new ways to measure program accomplishments, results, and effectiveness.
• Responsible for the effective design and implementation of the Forest Service’s wildland firefighter medical program, encompassing pre-employment medical screening and Medical Qualifications.
• Evaluate the expansion of firefighter health and wellness efforts across the federal agencies, and partner with non-federal entities for comprehensive approaches across the broader wildland fire system.
• Coordinate and evaluate firefighter health training with clinical experts and peers in training management programs to meet the needs of the federal wildland fire programs.
• Organize and supervise work groups and committees responsible for scoping, developing, revising and implementing programs or policies intended to improve the health and resilience of wildland firefighters.
• Determine priorities for initiatives, programs or capabilities that would serve to increase wildland firefighter support before, during, and after critical incidents.
• Studies and analyzes the wildland firefighter behavioral health program and develops national policy to provide for consistency across the entire fire management program.
• Recommends the preferred course of action for adoption of new and evolving programs or capabilities to reduce trauma and increase resilience.
• Provide consultation and advice on safety management systems; Agency doctrine, policy, principles; standards; and current and proposed legislation and regulation.
• Actively participates in high level conferences, negotiations and meetings concerning integration of the agency interest in behavioral health programs, which includes cancer prevention, physical wellness, medical surveillance, and suicide prevention.

Job description

Summary

This position is located within the National Office Fire and Safety, Fire and Aviation Management (FAM) organization. The incumbent serves as the National Firefighter Health Branch Chief within the Risk Management Program with a focus on wildland firefighter health and wellness program coordination and leadership, working closely with the Department of the Interior's Wildland Fire Service in the implementation of programs. USDA Employees: Please refer to the Next Steps section.

Major Duties

Duties listed are at the full performance level GW-14.

• Plan and coordinate national firefighter studies and analysis of feedback and trends to determine the effectiveness in the implementation of federal health and wellbeing programs.
• Develop new ways to measure program accomplishments, results, and effectiveness.
• Responsible for the effective design and implementation of the Forest Service’s wildland firefighter medical program, encompassing pre-employment medical screening and Medical Qualifications.
• Evaluate the expansion of firefighter health and wellness efforts across the federal agencies, and partner with non-federal entities for comprehensive approaches across the broader wildland fire system.
• Coordinate and evaluate firefighter health training with clinical experts and peers in training management programs to meet the needs of the federal wildland fire programs.
• Organize and supervise work groups and committees responsible for scoping, developing, revising and implementing programs or policies intended to improve the health and resilience of wildland firefighters.
• Determine priorities for initiatives, programs or capabilities that would serve to increase wildland firefighter support before, during, and after critical incidents.
• Studies and analyzes the wildland firefighter behavioral health program and develops national policy to provide for consistency across the entire fire management program.
• Recommends the preferred course of action for adoption of new and evolving programs or capabilities to reduce trauma and increase resilience.
• Provide consultation and advice on safety management systems; Agency doctrine, policy, principles; standards; and current and proposed legislation and regulation.
• Actively participates in high level conferences, negotiations and meetings concerning integration of the agency interest in behavioral health programs, which includes cancer prevention, physical wellness, medical surveillance, and suicide prevention.

Education

There is no substitution of education for specialized experience for this position.

Requirements

Conditions of Employment: Must be a U.S. Citizen or National. Males born after 12/31/1959 must be Selective Service registered or exempt. Subject to satisfactory adjudication of background investigation and/or fingerprint check. Per Public Law 104-134 all Federal employees are required to have federal payments made by direct deposit to their financial institution. Successfully pass the E-Verify employment verification check. To learn more about E-Verify, including your rights and responsibilities, visit E-Verify.gov. Must be 18 years of age. The U.S. Government utilizes Trusted Workforce 2.0 to implement Continuous Vetting (CV) as a-whole-of government approach to personnel security. If selected for this position, you will be subject to continuous automated record checks of criminal, financial, and public record databases throughout your period of eligibility or employment, replacing traditional periodic reinvestigations. This is a drug testing designated position. You will be subject to pre-employment and random drug testing. Appointment is based on a negative result. This announcement constitutes 30 days advance notice. Secondary Coverage: Prior wildland firefighting experience is required. There may be additional Conditions of Employment not listed here; however, applicants will be notified of any specific requirements at the time a tentative job offer is made. As a condition of employment for accepting this position, you will be required to serve a 1-year probationary period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service. Upon completion of your probationary period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

Evaluations

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), your responses on the application questionnaire, and your responses to all assessments required for this position. You will be assessed on the following competencies

• Attention to Detail
• Customer Service
• Decision Making
• Flexibility
• Influencing/Negotiating
• Integrity/Honesty
• Interpersonal Skills
• Learning
• Reading Comprehension
• Reasoning
• Self-Management
• Stress Tolerance
• Teamwork

Overstating your qualifications and/or experience in your application materials or application questionnaire may result in your removal from consideration. Cheating on an assessment may also result in your removal from consideration.

What to Expect Next

Employees of the following USDA agencies who apply for this position, whose current permanent grade is equal to the grade of the advertised position, and whose selection would result in a relocation outside the commuting area of their current duty station may not currently be considered for selection to this position: Agricultural Research Service; Economic Research Service; National Institute of Food and Agriculture, National Agricultural Statistics Service; United States Forest Service; Food and Nutrition Administration; Foreign Agricultural Service; Rural Development and component organizations; the Farm Production and Conservation (FPAC) mission area, to include the FPAC Business Center, the Natural Resources Conservation Service, the Risk Management Agency, and Farm Service Agency and Farm Service Agency County employees; Office of the General Counsel; and Office of the Assistant Secretary for Civil Rights. This guidance is in alignment with the court order dated October 13, 2026, in American Federation of Government Employees, AFL-CIO, et al. v. United States Department of Agriculture, Case No. 26-cv-09976-VC (N.D. Calif.). Under the Fair Chance Act, agencies are not allowed to request information about an applicant's criminal history until a conditional offer of employment has been made, except as allowed for access to classified information; assignment to national security duties or positions; acceptance or retention in the armed forces; or recruitment of a Federal law enforcement officer. An applicant may submit a complaint, or any other information related to an organization's alleged noncompliance with the Fair Chance Act. The complaint must be submitted within 30 calendar days of the date of the alleged noncompliance. To make a Fair Chance Act inquiry or complaint, send an email with the appropriate information to [e-mail], subject line: Fair Chance Act. Multiple positions may be filled from this announcement.

Required Documents

The following documents are required for your applicant package to be complete. Encrypted documents will not be accepted. Failure to submit required, legible documents may result in loss of consideration. Resume that includes: Personal Information: name, address, contact information; Education; Work Experience related to this position as described in the major duties including work schedule, hours worked per week, dates of employment; title, series, grade (if applicable); other qualifications. Resume cannot exceed 2 pages. Current and former Federal employees: Most recent non-award Notification of Personnel Action (SF-50) showing you are/were in the competitive service, highest grade held (or promotion potential) on a permanent basis, position title, series and grade AND Most recent performance appraisal (dated within 18 months) showing the official rating of record, signed by a supervisor, or statement why the performance appraisal is unavailable. A performance plan is not an acceptable substitute. Current permanent FSA County employees must submit your most recent non-award Notification of Personnel Action (SF-50) showing your highest grade (or promotion potential) held on a permanent basis, position title, series and grade AND most recent performance appraisal (dated within 18 months) per above. Veteran Hiring Authorities: VEOA: DD214, Certificate of Release from Active Duty, that shows dates of service and discharge under honorable conditions. If currently on active duty you must submit a certification of expected discharge or release from active duty service under honorable conditions not later than 120 days after the date the certification is submitted. Veteran's preference must be verified prior to appointment. If claiming 10-point veteran's preference you must provide the DD214 or certification requirements (see above), plus the proof of entitlement of this preference as listed on the SF-15 Application for 10-point Veterans' Preference. The SF-15 should be included but is not required. Failure to submit these documents could result in the determination that there is insufficient documentation to support your claim for 10-point preference. Land Management Workforce Flexibility Act: Copies of Notification of Personnel Action(s) (SF-50) showing the employee served in eligible appointment(s) for a period(s) of more than 24 mos w/o a break between appointments of two+ years. Include initial hire actions, extensions, conversions and separation Sf-50s for each period. Submit performance rating(s) showing acceptable performance for each period counted towards eligibility signed by supervisor(s). If documentation does not exist for one or more periods, submit a statement from supervisor(s) indicating acceptable performance. Applicants who do not have performance documentation for any period shall provide a reason why the documentation is not available and statement that performance for all periods was at an acceptable level. Surplus or displaced employees eligible for CTAP, RPL, or ICTAP priority must provide: proof of eligibility (RIF separation notice, notice of proposed removal for declining a transfer of function or directed reassignment to another commuting area, notice of disability annuity termination), SF-50 documenting separation (as applicable), current performance appraisal with rating of at least "Fully Successful" or equivalent, and your most recent SF-50 noting position, grade level, and duty location with your application per 5 CFR 330. If claiming eligibility under a special hiring authority or an interchange agreement with another merit system not listed above, see the requirements for that authority and submit the required supporting documentation. Go to USAJOBS Hiring Path for Special Authorities or Special Hiring Authority for more information.

Other Information

For additional information about this position, please contact Erin Phelps at [e-mail]. Career Transition Assistance Plan (CTAP), Reemployment Priority List (RPL) or Interagency Career Transition Assistance Plan (ICTAP): To exercise selection priority for this vacancy, CTAP/RPL/ICTAP candidates must meet the basic eligibility requirements and all selective factors. CTAP/ICTAP candidates must be rated and determined to be well qualified (or above) based on an evaluation of the competencies listed in the How You Will Be Evaluated section. When assessed through a score-based category rating method, CTAP/ICTAP applicants must receive a rating of at least 85 out of a possible 100. Veterans who are preference eligible or who have been separated from the armed forces under honorable conditions after three years or more of continuous active service are eligible for consideration under the Veteran's Employment Opportunity Act (VEOA). Land Management Workforce Flexibility Act (LMWFA) provides current or former temporary or term employees of federal land management agencies opportunity to compete for permanent competitive service positions. Individuals must have more than 24 months of service without a break between appointments of two or more years. Service must be in the competitive service and have been at a successful level of performance or better. Part-time and intermittent service will be credited only for time actually worked. Non-pay status such as leave without pay is credited for up to six months in a calendar year; anything beyond six months is not credited. Applicants are responsible for providing sufficient information/documentation to determine if the 24 month criteria is met. Farm Service Agency (FSA) County Employees: Permanent County employees without prior Federal tenure who are selected for a Civil Service position under Public Law 105-277 will be given a career-conditional appointment and must serve a 1-year probationary period. For more information on applying under special hiring authorities such as certain military spouses, explore the different Hiring Paths on the USAJOBS website. This is a permanent, full-time position and may include weekend work. The duty station for this position will be at one of the duty location listed above and will be finalized at time of selection. Salary range as shown is the locality pay Rest of U.S. (RUS). Pay rates vary by location. Please visit the Office of Personnel Management's website for additional information on pay rates. Recruitment or Relocation Incentive may be authorized. Final determination to pay an incentive will be made by the hiring official at time of job offer. The Forest Service may use certain incentives and hiring flexibilities, currently offered by the Federal government, to attract highly qualified candidates. Additional Information is available on the OPM Website. This is a non-bargaining unit position. Forest Service and Government Housing are not available. PROMOTION POTENTIAL: If you are selected for a position with further promotion potential, you will be placed under a career development plan, and may be non-competitively promoted if you successfully complete the requirements and if recommended by management. However, promotion is neither implied or guaranteed.