Moore County moves to fill fire chief vacancy

DUANE CROSS
MCO Publisher•Editor

Sixteen months without a permanent fire chief. Three or four volunteers answering daytime calls. Frontline fire trucks already 30 years old. Moore County's fire department is stretched thin, and Tuesday night, county officials agreed it's time to hire permanent leadership.

The Ambulance-Fire-Jail Committee voted unanimously Nov. 10 to begin recruiting a full-time chief, a position vacant since July 2025. Hunter Case has served as interim chief since November 2025, managing a volunteer department struggling with staffing, equipment maintenance, and growing administrative demands.

The meeting at the American Legion Building began with questions about hiring a part-time chief or administrative assistant. The discussion ultimately produced a vote to pursue full-time leadership and a tentative December hiring schedule.

Committee member Shane Taylor made the motion to begin hiring under the county's existing personnel procedures. Chair Peggy Sue Blackburn, Douglas Carson, and Taylor voted in favor. Committee members Dexter Golden and Brandon Ross were absent.

Also attending were Mayor Sloan Stewart, Metro Moore County Public Safety Director Jason Deal, Sheriff Tyler Hatfield, and first responders Case, Chris Dickey, Rheannon Gagnon, John LaCook, and Zach Means.

Three firefighters, one burning house

Firefighter John LaCook described a recent house fire on Clark Road that exposed the dangers of Moore County's volunteer shortage.

LaCook said he arrived with two other firefighters and one engine. All three entered the burning house, leaving nobody to operate the pump or stand by to rescue them if something went wrong.

“We all pack out and go inside this house. That's a big no-no. We cannot do that,” LaCook said.

“If there was a rule we had that day, I take full responsibility for breaking it.”

A rapid intervention team stands ready to rescue firefighters trapped or injured inside a burning structure. Without one, no dedicated crew is immediately available to reach them. An unattended pump poses another risk, leaving no one dedicated to maintaining the water supply and pressure.

The department has approximately 20 volunteers, but daytime calls typically draw only three or four. Evening responses may bring about 10, while major weekend fires can draw 15, sometimes with help from neighboring departments.

“Especially during the day, we're really, really short,” Case said.

A full-time chief could put another trained firefighter on daytime calls, but participants acknowledged that one additional person would not solve the shortage. Even four firefighters would struggle to safely cover every critical assignment at a structure fire.

Deputies and EMS personnel regularly assist, sometimes pulling hose lines or handling other duties. Many, however, lack the specialized training required to operate fire apparatus or perform certain firefighting assignments.

Mutual aid isn't always available, either. LaCook described a recent request to Lincoln County that brought no additional responders.

The discussion also clarified the limitations of Moore County's agreement with the Jack Daniel's Fire Brigade. Although the distillery provides mutual aid, its regular coverage focuses primarily on downtown Lynchburg and designated facilities, including local schools.

Its frontline equipment cannot routinely be dispatched throughout the county while leaving the distillery's own operations unprotected. Assistance outside those areas depends on availability and circumstances.

Aging trucks, maintenance, and training

Firefighters described concerns with equipment maintenance, inspections, repairs, and replacement planning.

They also raised concerns about training and the administrative demands of running the department. LaCook emphasized that the shortcomings were not Case's fault. “We're lacking on maintenance. We're lacking on guidance,” LaCook said.

The next chief would oversee five fire halls, maintain equipment, coordinate training, recruit volunteers, prepare reports, pursue grants, and manage relationships with neighboring departments.

Dickey noted that the department's Insurance Services Office rating adds another responsibility. Fire protection ratings consider staffing, training, equipment, and water supply, among other factors, and can affect property insurance premiums. “There's more than 40 hours worth of work there every week,” LaCook noted.

Recruitment presents its own challenges. Moore County has trained young firefighters who later accepted full-time positions in larger departments. Some continue volunteering locally, but their work schedules often leave them unavailable when calls come in.

Participants discussed outreach to schools, younger residents, and potential volunteers whose schedules would allow them to respond during normal working hours.

Blackburn proposed regular operational reports from the new chief, giving county officials a clearer picture of training, equipment needs, maintenance, and spending.

Cross-training could strengthen response

Deal outlined a longer-term proposal to coordinate fire, EMS, and emergency management operations through cross-training, allowing employees to assist multiple departments when their primary responsibilities permit.

Rather than immediately combining departments, the county could emphasize dual certifications when hiring or training personnel. EMS employees could learn firefighting skills, firefighters could gain emergency medical qualifications, and deputies could receive training for specific fireground assignments.

Some of that cooperation already happens. Several EMS employees hold firefighter certifications, while firefighters have completed Emergency Medical Responder training.

Deal reported that EMS call volume has increased 27% since 2018. The department now operates two ambulances simultaneously on approximately 8-10 days each month and occasionally has three responding at once.

“We're setting ourselves at a very high risk right now,” Deal said.

Under one proposal, the new chief could work designated 12-hour shifts, concentrating on fire department operations while remaining available to assist with additional EMS calls when appropriately certified. Other cross-trained personnel could provide coverage when the chief was off duty.

The county is also considering an expanded Emergency Medical Responder volunteer program in 2027. Trained residents in outlying communities could begin basic medical care before ambulances arrive, particularly in areas where response times can reach 15 to 20 minutes.

Deal said the county could test the arrangement, track response data, and adjust staffing as needed to improve coverage without significantly increasing payroll.

Participants generally supported exploring cross-training, but several insisted that hiring a permanent chief must come first. “We absolutely have to start with that guy,” Taylor emphasized.

The committee took no formal action Tuesday to consolidate emergency services or implement a new staffing schedule.

$50,000 budgeted, qualifications adjusted

Mayor Stewart said Moore County already has approximately $50,000 budgeted for the fire chief position, allowing the county to begin recruiting without first seeking a new appropriation.

The job also carries county employee benefits, including 80/20 health insurance and retirement eligibility.

Still, participants questioned whether the compensation would attract an experienced candidate when neighboring departments may offer higher pay. “Whatever this pay is set at, I promise you they can go down the road and make more money,” Carson said.

The committee reviewed a proposed job description developed with input from fire department leadership, particularly its emergency medical certification requirements.

An initial draft required Advanced Emergency Medical Technician certification. LaCook worried that requirement would discourage otherwise qualified applicants, especially those with substantial firefighting experience but fewer medical credentials.

Members agreed to lower the minimum to an EMT certification, with advanced qualifications preferred. Additional training could follow after hiring.

The revised job description would also emphasize cooperation with other emergency services and accountability for department operations.

December hiring schedule takes shape

As members discussed the hiring timeline, LaCook reminded Mayor Sloan Stewart of an earlier conversation about setting a deadline for filling the position.

“When Mark left, I told you if we didn't put a date on this, we'd be kicking this can,” LaCook said. “We're still kicking this can.”

Committee members targeted Dec. 1 for applications to be submitted, with interviews planned during the first half of December. Recruitment could continue if the county fails to attract a suitable candidate.

The position is expected to be advertised through county hiring channels, including online and social media platforms. An interview panel representing fire, EMS, and county government will conduct interviews.

The panel will review candidates and bring its recommendations back to the committee.

The next full committee meeting was tentatively scheduled for 6 p.m. Tuesday, Dec. 15, at the fire hall. Blackburn said the date could change if interviews require additional time.