First-Line Supervisors of Firefighting and Prevention Workers Salary

The median first-line supervisors of firefighting and prevention workers salary in the United States is $93,530 per year ($44.96/hour). Salaries range from $53,430 at the entry level to $140,010+ for the top 10% of earners. There are 99,140 first-line supervisors of firefighting and prevention workers jobs nationwide. Employment is projected to grow 3.4% through 2034.

Last updated: June 2026 Β· Source: U.S. Bureau of Labor Statistics

Median Salary
$93,530
per year
Hourly Rate
$44.96
per hour
Employment
99,140
jobs in the U.S.

Salary Distribution

10th percentile
$53,430
25th percentile
$72,140
Median
$93,530
75th percentile
$119,500
90th percentile
$140,010

Job Growth (2024-2034)

+3.4%
As fast as average

Annual Openings

6,500
jobs/year (growth + replacements)

Education Required

Postsecondary nondegree award
+ Less than 5 years experience

Training Needed

Moderate-term on-the-job training

First-Line Supervisors of Firefighting and Prevention Workers Career Guide

Interview questions, resume templates, and a career ladder written specifically for first-line supervisors of firefighting and prevention workerss.

First-line supervisors of firefighting and prevention workers include Fire Captains, Fire Lieutenants at some departments, and (at very large operations) Battalion Chiefs who function as first-line company-officer supervisors on shift. They command a company (typically an engine, truck, rescue, or squad company) of 3-5 firefighters at a station, run the incident-command function at working structure fires, technical rescues, hazmat calls, and EMS responses, and own the daily readiness of the crew and apparatus. BLS median $93,530 with p10 $57,410 and p90 $148,940 across 99,140 jobs β€” the wide distribution reflects the pay gap between small-town volunteer / paid-on-call departments and large urban career departments (FDNY, LAFD, Chicago FD, Miami-Dade, Houston, Phoenix, Boston). Entry Fire Captain $68-92k in mid-size career departments; established $92-125k at large urban career departments after 15-20 years of service; Battalion Chief $115-175k+ at large departments with pension. The role is credentialed β€” most departments require Fire Officer I and II (NFPA 1021) at minimum, with Fire Officer III and IV for Battalion / District Chief roles. Career progression is bounded by the department's civil-service promotion structure (competitive exam + assessment center + tenure requirements) rather than by market wages.

Core Skills Hiring Managers Screen For

NIMS + ICS command function (Incident Command System)
Every incident above single-unit response operates under NIMS (National Incident Management System) with ICS (Incident Command System) organization. Company officers routinely serve as Initial IC on structure fires, EMS incidents with multiple patients, and vehicle accidents before command transfers to a Battalion Chief. Fluency in ICS 100, 200, 300, 400 courses (FEMA EMI free courses) is required at every fire officer level; expanded ICS positions (Operations Section Chief, Safety Officer, Staging) are required for Fire Officer III/IV.
Fire ground tactics + strategy (NFPA 1500, 1710)
Structure fire tactics β€” offensive vs defensive strategy, primary vs secondary search, ventilation coordination, hoseline advance, water supply, RIT (Rapid Intervention Team) deployment. NFPA 1710 sets the response-time and staffing standards for career departments (14 firefighters on-scene within 8 minutes for a single-family dwelling fire, in 90th percentile). Company officers own tactical decisions on scene; the Battalion Chief owns strategic decisions above the company level.
Company-level EMS + patient care
80%+ of fire-department call volume is EMS at most career departments. Company officers supervise firefighter-EMTs and firefighter-paramedics on patient care, run mass-casualty triage (START / SALT algorithm), and interface with hospital medical control on drug administration. Many company officers hold Paramedic certification themselves, especially at fire-based EMS departments (LA County, Boston, Houston, Phoenix).
Hazmat operations + specialty response
NFPA 1072 Hazardous Materials Operations Level required for all firefighters; company officers manage the initial hazmat response until a hazmat team arrives. Specialty response β€” technical rescue (rope, confined space, trench, structural collapse under NFPA 1006), water rescue, wildland fire (S-130 / S-190 baseline for wildland-urban interface). Officers in special-response companies (Squad, Rescue) hold multiple specialty credentials.
Personnel management + progressive discipline
Fire officers manage a 3-5 person crew for a 24 or 48-hour shift; over a career they'll manage 20-60 subordinates. Union contracts (IAFF locals cover most career departments) define discipline procedures with strict due-process protections. Documentation, progressive discipline (verbal counseling β†’ written reprimand β†’ suspension β†’ termination), and just-cause standards under civil-service protection are the daily reality. Officers who don't document consistently get overturned at grievance.
Fire prevention + code enforcement (NFPA 1, IFC, state fire codes)
Fire officers routinely conduct pre-incident planning walk-throughs of commercial occupancies in their first-due area β€” hydrant locations, standpipe connections, fire-alarm panel locations, hazards, occupant considerations. Some departments assign inspectors from the fire prevention bureau (Fire Marshal's office); at smaller departments the company officer does the inspections against IFC (International Fire Code) or the state fire code. Fire Officer II includes inspection competency under NFPA 1021.
Public relations + community risk reduction
Fire company officers routinely interact with the public β€” school visits, station tours, community CPR / stop-the-bleed training, home fire safety inspections. Fire Officer II covers public information / public education. At larger departments this is a specialty; at smaller departments every company officer does it. Community Risk Reduction (CRR) programs are the modern iteration β€” data-driven programs that target the specific risk profile of the department's community (aging population, opioid overdose, wildland-urban interface).
Post-incident analysis + training officer duties
After every working fire or significant incident, the company debriefs. Post-Incident Analysis (PIA) documents what worked, what didn't, and what training needs to be scheduled. Company officers run weekly / monthly training against the department's ISO (Insurance Services Office) training-hour requirements (typically 240 hours/year per firefighter for ISO Class 1 rating). Training is 15-25% of shift time at well-run departments.

How to Become a First-Line Supervisors of Firefighting and Prevention Workers

  1. 1
    Get hired as a firefighter β€” passed civil-service exam + academy graduation
    Highly competitive at large urban departments β€” FDNY posts an exam every 4-8 years with 50,000+ applicants for 1,000-3,000 hires; LAFD, Chicago, Houston, and Boston are similarly competitive. Smaller departments often hire from within a regional academy or from certified state academies. Physical Ability Test (CPAT) or equivalent is required at nearly every career department; background check, psych evaluation, and medical exam (NFPA 1582) follow.
  2. 2
    Complete probationary firefighter period (typically 12-18 months)
    Every new firefighter serves probation with tighter oversight and standardized training. Failure rate at large-department academies runs 5-25% depending on department. Compensation during probation is typically 85-95% of full firefighter wage, moving to full wage at end of probation.
  3. 3
    Complete Fire Officer I + Fire Officer II (NFPA 1021)
    Fire Officer I is the entry-level company officer credential; Fire Officer II is required for full company officer promotion at most career departments. Both delivered through state fire academies (Illinois Fire Service Institute, Texas A&M Engineering Extension Service, California State Fire Training, National Fire Academy Emmitsburg). Requires 3-5 years time-in-grade as firefighter at most departments.
  4. 4
    Pass the Fire Officer promotional exam + assessment center
    Every career fire department promotes through civil-service competitive process. Written exam (30-40% of ranking), assessment center (in-basket exercise, tactical simulation, oral board, sometimes emergency-scene tabletop) at 40-50%, seniority + education points at 15-25%. Ranks are certified for typically 2-4 years and departments promote off the list as vacancies occur. Top-scoring candidates typically wait 6-24 months from list certification to promotion depending on attrition.
  5. 5
    Advance to Battalion Chief, District Chief, or Deputy Chief
    $115-175k+ at 15-25 years of service. Battalion Chief (BC) supervises 3-6 companies on shift; District Chief supervises multiple battalions. Requires Fire Officer III + IV plus additional degree (BS in Fire Science, Fire Administration, Public Administration, or Emergency Management is common), often a Master's for Deputy Chief and Assistant Chief roles. Executive Fire Officer (EFO) program at the National Fire Academy is the gold-standard executive credential for chief officer track ($0 tuition; residential program at Emmitsburg MD).

Career Progression

Fire Lieutenant / Acting Company Officer
5-10 yrs$68-90k base + shift differential + OT + benefits β€” near BLS p10 to p50
  • β€’Command a single-company (engine, truck, rescue) for a 24 or 48-hour shift
  • β€’First-arriving officer at incidents in the company's first-due; establishes Initial Command
  • β€’Runs company-level daily training (2-4 hours per shift standard)
  • β€’Reviews and signs off on rig checks, apparatus maintenance requests, and daily station reports
Next: Fire Captain at 8-15 years, once you've built the credential stack and passed the promotional list.
Fire Captain
8-15 yrs$85-125k base + shift differential + OT + benefits β€” BLS p50 to p90
  • β€’Command a company on a permanent basis; some departments assign Captain to a Truck or Rescue over an Engine
  • β€’Own the company's operational readiness β€” training records, apparatus maintenance, personnel evaluations
  • β€’Serve as acting Battalion Chief for shift coverage; assume Battalion command during BC absence
  • β€’Lead post-incident analysis for working fires and significant incidents in the company's first-due
Next: Battalion Chief at 15-22 years.
Battalion Chief
15-22 yrs$115-165k base + benefits + pension β€” above BLS p90 for this occupation code
  • β€’Supervise 3-6 companies for a 24 or 48-hour shift; typically 15-30 personnel under command
  • β€’Serve as Incident Commander at working structure fires, MCI incidents, and technical rescues
  • β€’Own personnel administration for battalion β€” evaluations, discipline escalation, training coordination
  • β€’Represent the battalion at department staff meetings, community meetings, and interagency coordination
Next: District Chief / Deputy Chief at 20-30 years.
District Chief / Assistant Chief / Deputy Chief
20-30 yrs$135-200k+ base + benefits + pension β€” above BLS occupation range (moves into 33-1021 Fire Chief / 11-9161 Emergency Management Director categories at very senior levels)
  • β€’Command multiple battalions or a specialty function (Training, Fire Prevention, Special Operations, EMS)
  • β€’Own the department's response to major incidents (mutual-aid fires, hurricanes, active-shooter, mass casualty)
  • β€’Report to the Fire Chief; serve as duty chief on rotation for city-wide command
  • β€’Represent the department at city council, county board, and mutual-aid regional coordination
Next: Fire Chief at 25-35 years.
Fire Chief (single department)
25+ yrs$155-350k+ salary + executive benefits + pension β€” top 1-2% of fire-service comp; moves fully out of the BLS 33-1021 occupation into executive category
  • β€’Full P&L for the fire department β€” operating budget ($40M-$3B+ at largest departments), capital budget, ISO rating strategy
  • β€’Report to the City Manager, Mayor, or Fire District Board depending on governance structure
  • β€’Own department's political relationships β€” city council, state legislature, congressional delegation for grant funding
  • β€’Own external representation β€” IAFC (International Association of Fire Chiefs) leadership, media relations during major incidents
Next: State Fire Marshal, US Fire Administration senior role, or private-sector fire service consulting.

Interview Questions & Answers

5 free questions below. Career Kit unlocks 16 total plus resume bullets for every level.

Q1. Walk me through your initial size-up on a working structure fire.technical
Structure by the standard size-up model (COAL WAS WEALTH or 13-point size-up depending on department): (1) Construction β€” Type I through V, age, occupancy. (2) Occupancy β€” residential single-family, multi-family, commercial, industrial. (3) Apparatus and Personnel β€” what's on-scene, what's en route, what's the target flow rate (NFPA 1710 target). (4) Life hazard β€” visible or reported occupants, time of day, occupancy type. (5) Water supply β€” hydrant location, tank water available, need for water tender relay. (6) Auxiliary appliances β€” sprinklers, standpipe, fire alarm panel. (7) Special hazards β€” hazmat, propane tanks, solar panels, EV batteries, roof-mounted equipment. (8) Weather. (9) Exposures β€” adjacent structures at risk. (10) Area involved β€” smoke conditions, fire visible, wind, structure orientation. (11) Location + extent β€” where is the fire, how much is involved. (12) Time β€” how long has it been burning, when did we get called. (13) Height. Announce a brief on-scene report over the radio: 'Engine 7 on scene at 123 Main, two-story wood-frame single-family dwelling, heavy smoke from second floor Bravo/Charlie corner, offensive strategy, 250-foot 1-3/4 attack line, Engine 7 establishing water supply to hydrant, next-in Truck 3 to primary search, Engine 7 IC.' Interviewers screen for whether you can name the size-up model, get through it cleanly, and translate it to a tactical radio report.
Q2. Describe how you'd manage a Mayday call on your fireground.case
Every fire officer trains for this and every RIT deployment starts here. Structure: (1) Acknowledge the Mayday immediately β€” 'Command copies Mayday from Firefighter Rodriguez, Truck 2, Division 2.' (2) Get LUNAR β€” Location, Unit, Name, Assignment, Resources needed. (3) Order all-clear tactical radio β€” the Mayday takes priority; all non-essential traffic clears. (4) Deploy the RIT β€” most departments run a 4-person RIT staged at the incident from Alarm 2 or a designated RIT engine; they deploy on Mayday activation with air, tools, hoseline, and RIT bag. (5) Escalate command β€” call additional alarms for personnel, EMS transport, additional RIT teams, medical rehab. (6) Maintain tactical continuity β€” the original tactical operation (search, ventilation, hoseline) doesn't stop unless the Mayday resource demand requires it; assign a Rescue Group Supervisor separate from Operations. (7) Post-incident β€” critical incident stress management for the crew, formal Post-Incident Analysis, and often an outside investigation depending on outcome. Interviewers screen for whether you can operate LUNAR + RIT + escalation without losing tactical control of the original fire.
Q3. How do you handle discipline on a unionized crew?situational
Follow the collective-bargaining agreement (CBA) exactly. Steps: (1) Document the specific incident with time, date, witnesses, and policy violated. (2) For minor issues, verbal counseling with a written log entry β€” 'On [date] I met with FF Smith regarding [issue]; expectations discussed; no formal write-up at this stage.' (3) For repeated or serious issues, escalate to written reprimand through the department's HR / labor relations process. (4) For grievable actions (suspension, demotion, termination), route through the Battalion Chief and department HR before delivering to the member β€” union representation is required at investigatory interviews under the Weingarten right. (5) At any step, if the member requests union representation, stop the meeting until the rep is present. (6) Preserve just-cause elements β€” advance notice of rule, reasonable rule, adequate investigation, fair investigation, proof, equal treatment, appropriate discipline. Interviewers ask this at Captain and Battalion Chief interviews because losing a grievance because you cut corners is career-defining β€” and Sergeants and Captains who don't understand the CBA get their discipline overturned at arbitration.
Q4. How do you set up daily training for your company?behavioral
Structure: (1) Reference the department training calendar and ISO training-hour targets (typically 240 hrs/yr per firefighter for ISO Class 1). (2) Reference the company's specialty β€” engine company trains hose deployment, hydraulics, water supply, ventilation; truck company trains forcible entry, ventilation, ladder work, search; rescue trains technical specialties. (3) Cycle training on a monthly grid β€” Week 1 fire behavior + hose, Week 2 EMS scenario, Week 3 technical (search, RIT, hazmat), Week 4 physical fitness + probationary firefighter skills. (4) After every working incident, add a Post-Incident Analysis debrief within the shift's training block. (5) Document every training session in the department training system (Target Solutions, Vector Solutions, FireHouse Software). (6) Coordinate with the department Training Division for larger drills (multi-company, MCI, hazmat table-top). Interviewers screen for whether you can run structured training or whether you drop it when call volume is heavy.
Q5. Why fire service supervision β€” you could earn more in private industry with your experience.closer
The honest answer: fire officers make the tradeoff between higher private-sector wages and (a) the mission β€” no other job puts you at the center of a community's worst days on a routine basis; (b) the pension and total-comp β€” at 20-25 years many fire officers retire on 60-75% of highest 3-year comp, with retiree healthcare, in-service DROP programs at some departments that add $150-400k in accrued deferred comp; (c) the schedule β€” 24-on / 48-off or 48-on / 96-off gives real time for second careers, second businesses, or family life that private-industry supervisor jobs don't allow. The comp gap narrows a lot when you total the pension + retiree healthcare + second-career optionality. Interviewers at chief-officer promotion boards ask this to see if you're grounded in the tradeoff rather than resenting the private-sector premium.

Resume Template β€” Fire Lieutenant (5-10 yrs)

Copy these bullets into your resume as a starting point. Career Kit includes bullets for every level of the ladder.

Fire Lieutenant (5-10 yrs)
  • β–ΈLieutenant on Engine 7 [department name]; commanded engine company through 1,850 annual calls including 42 working structure fires as first-arriving officer.
  • β–ΈRan twice-shift company training against ISO Class 1 requirements (280 hrs/yr per firefighter); zero training-hour deficiencies in 4 years.
  • β–ΈFire Officer I + II (NFPA 1021), Fire Instructor I (NFPA 1041), Paramedic (NREMT-P), Hazmat Ops, Technical Rescue Rope I/II.
  • β–Έ$88,400 base + $6/hr shift differential + OT + full benefits + pension. BS Fire Science from [university].

What Gets You Rejected

  • βœ—Cannot articulate NIMS + ICS command structure β€” every fire officer promotion exam and assessment center tests ICS fluency. FEMA IS-100, 200, 300, 400 are baseline; a supervisor who can't name them screens out.
  • βœ—No Fire Officer I / II credential β€” required at nearly every career department for supervisor promotion. Some smaller / volunteer departments hire off state fire academy credential; larger urban departments require Fire Officer II minimum.
  • βœ—Weak documentation instinct β€” supervisors who don't document coaching, discipline, or personnel evaluations get their discipline overturned at arbitration and their evaluations challenged at civil-service grievance.
  • βœ—No knowledge of the collective-bargaining agreement β€” screens out of any union-covered department (IAFF locals cover most career departments). CBA fluency is a supervisor's operational instrument, not an HR nicety.
  • βœ—Cannot describe a size-up model β€” every promotional oral board tests it. Weak size-up is disqualifying at Captain and Battalion Chief interviews.
  • βœ—Rigid on offensive fire attack in all conditions β€” modern fire behavior research (NIST + UL FSRI) has changed the offensive / defensive threshold; a Captain who won't consider defensive strategy on a fully-involved lightweight-construction fire is a liability.

Salary Negotiation Levers

  • βœ“Rank + tenure β€” fire service compensation is nearly always driven by a rank-and-step civil-service schedule; negotiate step placement at hire (for lateral hires from another department) rather than base rank.
  • βœ“Specialty pay β€” hazmat team member, technical rescue team, dive team, wildland strike team leader, arson investigator (peace officer), and instructor certifications all carry a per-hour or annual specialty premium. Confirm eligibility at hire.
  • βœ“Paramedic differential β€” most fire-based EMS departments pay a paramedic premium ($3-8/hr differential or $8-25k annual stipend). Confirm the rate in writing.
  • βœ“Overtime + Kelly Days β€” fire service OT is a major total-comp component; some departments run mandatory-hire lists that generate $15-45k of OT per year. Understand the department's OT culture before accepting.
  • βœ“Shift schedule + Kelly Days β€” 24-on / 48-off or 48-on / 96-off shift patterns give real time for second-career work. Some departments have Kelly Days (bonus days off to average down to 40-hour work weeks under FLSA 207(k)).
  • βœ“Education + certification incentive β€” many departments pay $200-800/month for AA / BS / MS degrees in relevant fields and per-certification bonuses. Confirm the department's education pay schedule at hire.
  • βœ“Pension multiplier + DROP β€” the single biggest total-comp lever. Some departments offer 2.5% / 3.0% / 3.5% multipliers; some run Deferred Retirement Option Plans (DROP) that add $150-400k in accrued deferred comp for extending service 3-8 years beyond retirement eligibility.

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First-Line Supervisors of Firefighting and Prevention Workers Salary by State

Best Cities (cost-adjusted) β†’

Salary Map β€” Click a state for details

$48K
$133Kβ–  No data

Top Paying States

New Jersey
$133K
+42%
New York
$133K
+42%
Washington
$129K
+38%
California
$128K
+36%
District of Columbia
$127K
+35%
Illinois
$124K
+32%
Maryland
$121K
+29%
Colorado
$103K
+10%
Pennsylvania
$101K
+8%
Utah
$100K
+7%
Vertical line = national median. Click a state for full details.
StateMedianvs. National
New Jersey$133,210+42.4%
New York$132,520+41.7%
Washington$129,350+38.3%
California$127,630+36.5%
District of Columbia$126,560+35.3%
Illinois$123,500+32.0%
Maryland$120,530+28.9%
Colorado$102,580+9.7%
Pennsylvania$101,050+8.0%
Utah$100,380+7.3%
1–10 of 50

First-Line Supervisors of Firefighting and Prevention Workers Salary by Metro Area

Metro AreaMedianvs. National
Bakersfield-Delano, CA$632,190+575.9%
San Jose-Sunnyvale-Santa Clara, CA$171,740+83.6%
Los Angeles-Long Beach-Anaheim, CA$169,350+81.1%
Sacramento-Roseville-Folsom, CA$160,450+71.5%
San Francisco-Oakland-Fremont, CA$159,570+70.6%
Santa Rosa-Petaluma, CA$140,830+50.6%
Bellingham, WA$137,720+47.2%
Bremerton-Silverdale-Port Orchard, WA$135,050+44.4%
Seattle-Tacoma-Bellevue, WA$134,830+44.2%
Vallejo, CA$133,280+42.5%
1–10 of 300
Data Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics (OEWS). Data reflects the most recent annual survey.
How does this compare to pro athletes?
A first-line supervisors of firefighting and prevention workers earning $93,530/year would need 637 years to match Stephen Curry's NBA salary, or 684 yearsto match Patrick Mahomes' NFL contract.
See all sports & celebrity salaries β†’
πŸ“ˆ See how first-line supervisors of firefighting and prevention workers salaries have changed over the past decade.
View First-Line Supervisors of Firefighting and Prevention Workers salary trend (2011–2024) β†’