Forza Doors expands Midlands and North commercial operations with new team appointments

by Featured NewsFire DoorsPassive

Forza Doors strengthens Midlands and North presence with commercial expansion

Forza Doors is expanding its commercial operations in the Midlands and the North of England through new team appointments and an expanded Birmingham-based commercial team.

The move includes scaling its dedicated commercial team in Birmingham alongside three new appointments at its head office in Partridge Green, Sussex.

The Birmingham-based sales and commercial team will manage all sales enquiries across the Midlands and North.

Phil Pritchard has taken on the role of senior commercial manager for the region.

Callum Neilson has been appointed regional sales manager.

Matt Dobell has rejoined the business as regional sales manager, with responsibility for leading sales activity and developing customer and partner relationships.

Will Hunnam, managing director at Forza Doors, said: “Regional expansion has always been central to our strategy, so this marks an important next step as we move towards true national coverage.

“By strengthening our presence in the Midlands and the North, we can work more closely with customers, respond more quickly to project demands and continue to deliver the service levels the market expects.

“Combined with our refreshed brand and ongoing investment in our people and technical capability, this expansion reinforces our position as a manufacturer and employer of choice.”

Head office appointments support national sales and specification strategy

Forza Doors has also introduced new roles at its Sussex head office to support internal sales, estimating and specification activity.

Ricky Thomas has been appointed head of commercial, where he will lead internal sales and estimating teams across the UK, bringing more than 20 years’ experience in commercial operations, estimating and delivery.

Anthony Kennedy has joined as specification manager, moving from architectural ironmongery company Franchi and previously Allgood.

This role represents the company’s first dedicated position focused on engagement with architects and the design community.

Founded in 2010, the manufacturer has grown from 12 employees to more than 240 staff.

The company reported a 14% increase in annual revenue in the last financial year and has invested in brand development and operational growth.

Fire protection technicians remain committed but operational barriers threaten retention

by Featured NewsFire EngineeringResearch

ServiceTrade data shows fire protection inspection work remains motivating while communication failures shape productivity and retention

Fire protection technicians describe a profession defined by skilled work, technical responsibility and operational systems that influence how inspections are planned, delivered and documented, according to the ServiceTrade 2026 Technician Insights Report, which surveyed 823 technicians, most working in fire protection and life safety.

Skilled work and life safety purpose shape technician identity

Pride in skilled work was cited by 55% of technicians as a primary source of job satisfaction.

Solving real problems was cited by 51% of respondents.

Working with their hands was also cited by 51% of technicians.

Helping customers was cited by 49% of fire protection technicians, reflecting the connection between inspection work and occupant safety.

These responses place technical competence and system reliability at the centre of technician experience.

Information flow and scheduling define inspection efficiency

Miscommunication with office teams was cited by 45% of technicians as a regular source of delay.

Scheduling disruption was cited by 44% of respondents.

Missing parts and incomplete work order information were identified as barriers to completing inspection work.

Access to system history was cited by 30% of technicians as a factor shaping daily efficiency.

Inspection work is therefore closely linked to the availability and accuracy of information before arriving on site.

Career visibility shapes retention decisions

Career advancement opportunities were cited by 49% of technicians as the strongest influence on long-term retention.

Recognition and appreciation were cited by 34% of respondents.

Fair pay and predictable raises were cited by 46% of technicians as necessary to support performance.

Respect and trust were cited by 43% of respondents.

Communication from office teams was cited by 34% of technicians as essential to carrying out work effectively.

These responses link retention directly to organisational structure and long-term career visibility.

Digital reporting systems are now embedded in inspection workflows

Using mobile apps and digital tools was cited by 55% of technicians as an increasingly important skill.

Learning new technology quickly was cited by 49% of respondents.

Documentation accuracy and reporting were cited by 36% of technicians.

Understanding system data and service history was cited by 32% of respondents.

Digital inspection reporting and asset data systems now form part of daily service work.

Artificial intelligence begins to appear in technician workflows

Seven percent of fire protection technicians reported using artificial intelligence regularly for work.

Twenty-five percent of respondents reported interest in using artificial intelligence in the future.

Technicians using artificial intelligence reported applications in documentation and troubleshooting.

Artificial intelligence appears in technician workflows primarily through reporting and information support.

Workforce entry linked to awareness and career structure

Twenty-four percent of technicians identified lack of promotion of trade careers in schools as the primary barrier to entry.

Higher starting pay was cited by 53% of respondents as the factor most likely to attract new technicians.

Clear career paths were cited by 36% of technicians.

These responses connect workforce entry directly to career visibility and long-term progression.

Inspection work shaped by organisational systems and technical responsibility

The report positions coordination, communication and career structure as the defining factors shaping technician experience.

The findings describe a workforce committed to technical work while navigating operational systems that shape how inspections are planned, delivered and documented.

CEO comments on technician productivity and technology

William Chaney, CEO of ServiceTrade, said: “Attracting and retaining skilled technicians remains a top challenge for contractors.

“Contractors can address the challenge by adopting technology that removes day-to-day friction and increases productivity for every member of the team.”

Chaney added: “Technicians are open to technology, including AI, as long as it makes their jobs easier.

“When technology adds work instead of removing it becomes part of the problem.”

IAFC begins search for new Chief Executive Officer to guide future direction

by Americas - Featured NewsAssociations and OrganisationsFeatured NewsPeople

IAFC begins search for new Chief Executive Officer

The International Association of Fire Chiefs (IAFC) has announced the start of its recruitment process for a new Chief Executive Officer (CEO).

According to the organisation, the role will lead the IAFC through a period of transformative change while advancing its mission to lead, educate and serve the fire and emergency services community.

Applications are open to qualified individuals and to those recommending potential candidates.

The IAFC said the position is based in the greater Washington DC area and requires on-site presence.

The CEO will work closely with the President of the Board of Directors and other senior leaders to oversee all aspects of IAFC operations.

Role and responsibilities

According to the job description, the CEO will be responsible for business operations, strategic planning, personnel management, financial oversight and public engagement.

Responsibilities include executing strategic direction, approving business plans, formulating policies and maintaining relationships with federal agencies and partner organisations.

The CEO will also act as a public spokesperson for the organisation and will represent the IAFC in collaboration with allied and international associations.

The IAFC stated that the role includes extensive travel commitments, including international trips that may exceed 50% of total time.

The successful candidate will ensure the organisation’s activities reflect its mission, vision and values in all daily operations.

Required experience and qualifications

The IAFC has outlined detailed requirements for applicants, including a bachelor’s degree in non-profit management, public administration, business or a related field.

A master’s degree or professional designation such as CAE, CFOD, SPHR or PMP is preferred.

Applicants must have at least 20 years of experience, including a minimum of 10 years in a senior leadership position within a non-profit or public organisation.

Previous experience as a chief executive or senior leader in a professional association is considered advantageous.

The IAFC noted that the role requires strong leadership, analytical and communication skills, with demonstrated success in building high-performing teams.

Candidates should also show a commitment to continuous learning, technological proficiency and effective public relations.

The IAFC added that applications can be submitted via the recruitment partner Truity Partners using the reference number 41698.

Relevance for fire and safety professionals

This leadership transition is relevant for senior fire and rescue officers, association members, training institutions and policy advisors involved in emergency service governance.

The IAFC plays a major role in shaping standards, leadership development and international cooperation across the sector, and its new CEO will influence the strategic direction of those efforts.

The position’s emphasis on operational oversight, government engagement and educational outcomes could have practical implications for collaboration between departments and associations globally.

UK fire protection recruiter ProGroup strengthens industry training and ethics

by ActiveFeatured NewsPassive

ProGroup Recruitment reports record growth after five years in fire protection

Recruitment firm celebrates milestone with expansion and training focus

ProGroup Recruitment has marked five years in business with record growth, new service offerings and a continued focus on raising standards in the UK fire protection industry.

The Southampton-based specialist recruiter has grown its team from seven to ten consultants and launched a dedicated Active Fire division alongside its established Passive Fire expertise.

The company has also expanded its executive appointments service for senior-level positions within the fire protection sector.

ProGroup Recruitment recorded 15% year-on-year growth, a 108% increase in white-collar permanent placements and a doubling of management-level hires compared with the previous year.

Toby Mackay, Director of ProGroup Recruitment, said: “I’m incredibly proud of where the business stands today compared to where we started five years ago.”

“I’m grateful to all our employees who have helped us grow and to every client and candidate who has entrusted us with supporting their recruitment.”

“We will continue to strive to offer the very best service.”

Company expands Active Fire division and strengthens white-collar team

Director Jack McArthur said: “We’ve entered a fast-moving market as a new business and have grown significantly year on year, establishing ourselves as a leading recruitment partner for fire protection businesses across the UK.”

“We’re excited to see where the next five years will take us and how we can strengthen our partnerships even further.”

Over the past year, ProGroup has expanded its white-collar division, which has doubled in size during the last three months.

The firm’s investment in staff development has included customer service workshops and CPD sessions delivered by manufacturers such as Quelfire.

ProGroup Recruitment also maintains charter-compliant membership with Fire Aware, the UK initiative promoting ethical and transparent recruitment in the fire safety sector.

CPD and ethics shape recruitment standards

McArthur said: “Continual learning through CPD sessions with product manufacturers like Quelfire has been instrumental in deepening the team’s technical understanding of fire protection products and installation standards, ensuring consultants can better advise both candidates and clients in a competitive and rapidly evolving sector.”

Hayley Clay, Marketing Manager at Quelfire, said: “Quelfire sees real value in delivering CPD sessions that not only give attendees the practical knowledge and confidence to make the right decisions on their projects, but also contribute to raising standards across the industry.”

“By educating professionals on how to do firestopping the right way, we ultimately help create safer buildings that protect people and property.”

“We are proud to support ProGroup Recruitment’s commitment to driving this mission forward and congratulate them on their fifth anniversary.”

UK fire protection recruitment market grows more competitive

According to ProGroup Recruitment, the UK fire protection market continues to evolve, with increasing demand for skilled professionals and new contractors entering the sector.

Candidates frequently receive multiple job offers, while salary expectations have risen due to cost-of-living pressures and a shortage of experienced workers.

ProGroup said its approach is to act as an advisor to clients, helping them secure top talent by responding quickly to applicants, refining offer packages and understanding workplace culture.

Around 10% of the company’s placements now come from referrals within its network, reflecting the level of trust built with professionals across the sector.

ProGroup’s goal for the year ahead is to fully establish its Active Fire division while continuing to invest in training and feedback-driven improvement.

Relevance for fire and safety professionals

Recruitment trends within the fire protection industry directly affect fire engineers, contractors, system installers and building service firms seeking qualified professionals.

The growth of ProGroup Recruitment’s Active Fire and Passive Fire divisions reflects wider market expansion in fire detection, alarm and suppression system installation.

For senior managers and project leads, the firm’s increased focus on executive appointments indicates growing demand for leadership expertise within the sector.

Training initiatives such as CPD sessions from Quelfire demonstrate the value of technical product knowledge in recruitment and highlight the link between education, competency and safer building outcomes.

By promoting ethical hiring through Fire Aware membership, ProGroup’s approach contributes to the professionalisation of fire protection employment practices across the UK.

ProGroup Recruitment marks fourth year of growth in fire protection and property services

by Featured NewsPeople

ProGroup Recruitment, a UK-based recruitment agency, is celebrating its fourth year of operations in 2024, marking a period of consistent growth since its inception in 2020.

As reported by ProGroup Recruitment, the company has expanded its services within the fire protection and property services sectors, completing 430 placements and gaining 18 new clients in 2024.

The company also received 24 five-star reviews on platforms like Trustpilot and Google.

ProGroup Recruitment attributes its success to its core values of expertise, honesty, and accountability.

Toby Mackay, Director of ProGroup Recruitment, said: “Our growth has been driven by staying true to our core values…we’ve been able to thrive in a highly competitive market.”

Challenges in the UK recruitment sector

While ProGroup Recruitment continues to grow, the wider UK recruitment industry has faced notable challenges.

A report by Recruiter.co.uk highlighted a 14% rise in insolvencies among recruitment agencies, driven by economic pressures, slower hiring, and rising debt.

ProGroup’s resilience has allowed it to navigate this turbulent landscape, maintaining stability and success.

Jack McArthur, Director of ProGroup Recruitment, commented on the situation: “The recruitment landscape is tough right now, but we see these challenges as opportunities to innovate and better serve both our clients and candidates.”

Growth in fire protection recruitment

The fire protection sector has seen rapid expansion, transforming from a niche market to one with a growing number of contractors.

ProGroup has adapted to this change, moving from a predominantly temporary recruitment model to permanent roles to meet rising demand.

Toby Mackay noted: “Our focus on continuous training and exceptional client service has positioned us well to respond to this shift.”

ProGroup’s industry expertise has been a key factor in maintaining its competitive edge as the market evolves.

Commitment to fire safety standards

ProGroup is a Charter Compliant member of Fire Aware, an organisation promoting responsibility in fire-related industries following the Grenfell Tower disaster.

Gavin Skelly, Founder of Fire Aware, praised ProGroup’s commitment: “ProGroup…work very hard to ensure they understand their clients’ requirements and send only those who are competent to provide the service.”

The growing skills gap in fire protection remains a challenge, with the Fire Industry Association reporting that nearly 45% of employers struggle to find qualified candidates.

ProGroup is working to bridge this gap by nurturing the next generation of fire protection engineers.

ProGroup Recruitment marks fourth year of growth in fire protection and property services: Summary

ProGroup Recruitment, a UK-based recruitment agency, is celebrating its fourth anniversary in 2024, reflecting steady growth in the fire protection and property services sectors.

The company completed 430 placements, gained 18 new clients, and received 24 five-star reviews.

ProGroup’s success comes amid broader challenges in the UK recruitment sector, where a rise in insolvencies has been reported.

Despite this, ProGroup has adapted to the changing landscape, particularly within the fire protection sector, where demand for permanent roles has increased.

The company is also a Charter Compliant member of Fire Aware, emphasising its commitment to fire safety recruitment standards.

North Wales reveals recruitment window for full-time firefighters

by Featured NewsPeople

Recruitment window for firefighters in North Wales

North Wales Fire and Rescue Service is set to open its recruitment window for full-time firefighters.

Registration for online applications will begin at noon on Wednesday, 17 July, and close at noon on Monday, 22 July.

Mike Owen, Area Manager Response, stated: “In preparation for the campaign, we’re hosting ‘Experience Days’ and ‘Get Fire Fit’ events – you can find out more on our website. Places are limited and in high demand, so book early!”

Insights into the firefighter role

As the application period approaches, North Wales Fire and Rescue Service will share more details about what it takes to be a firefighter.

A live Q&A session is scheduled on Facebook on Tuesday, 16 July, at 6:30 pm. Owen said: “You can find out more about the role of a firefighter on our website.”

The service aims to recruit a workforce that reflects the diversity of the communities it serves. Applications from all backgrounds are encouraged.

Commitment to diversity and support

The service emphasised the importance of protecting communities and valuing its personnel.

Owen said: “We believe there is no such thing as a typical firefighter and applications from all backgrounds are encouraged. Protecting our communities is at the heart of everything we do.”

The service supports its employees to reach their full potential, regardless of their background.

For additional information, applicants can follow the North Wales Fire and Rescue Service on social media or visit their website.

Application portal details

When the recruitment window opens, the application portal will be accessible on the North Wales Fire and Rescue Service website.

Interested candidates are encouraged to apply within the given timeframe to secure their chance at becoming a full-time firefighter.

Northern Ireland Fire & Rescue Service to host familiarisation sessions for aspiring on-call firefighters

by Featured News

Northern Ireland Fire & Rescue Service (NIFRS) is hosting a series of familiarisation sessions for individuals interested in becoming On-Call Firefighters.

These sessions are scheduled ahead of the forthcoming On-Call Firefighter recruitment process and will be held in Irvinestown, Portstewart, and Newtownhamilton.

Opportunity to explore a career as an on-call firefighter

The NIFRS is reaching out to those who live or work within five minutes of these locations, inviting them to explore a career as an On-Call Firefighter.

The familiarisation sessions are designed to provide an in-depth insight into the role, allowing potential applicants to meet with serving firefighters, understand the part-time role, and clarify any queries before applying.

Details of the familiarisation sessions

The sessions will take place from 7pm-9pm on the following dates:

  • Tuesday, 23 January at Irvinestown Fire Station
  • Thursday, 25 January at Portstewart Fire Station
  • Tuesday, 6 February at Newtownhamilton Fire Station

Group Commander David Doherty highlighted the importance of these sessions: “We are looking for people who are flexible, enthusiastic, and willing to serve their community as On-Call Firefighters.

“These events are being held to introduce people in the community to their local Firefighters, find out what the part-time role involves and ask any questions they have before applying to become an On-Call Firefighter in their area.

“The career is not just exciting and rewarding but also presents its unique set of challenges.

“Our Firefighters handle a wide range of emergencies, including fires, floods, and road traffic collisions.”

Engagement with local businesses

In addition to reaching out to potential firefighters, the NIFRS plans to engage with local businesses.

They aim to encourage employers to support their employees in responding to emergency calls as On-Call Firefighters.

What attendees can expect

Participants will have the opportunity to:

  • Engage with serving Firefighters and District Officers.
  • Discuss various contracts and how they can be managed alongside primary employment.
  • Receive tips on maintaining fitness levels and hear how current Firefighters prepared for their Practical Aptitude Tests.
  • Gain insights into the daily routine of Firefighters and understand the challenges and highlights of this rewarding career.
  • Learn about the importance of teamwork and training in firefighting.

For more information on becoming an On-Call Firefighter, interested individuals can visit the NIFRS website.

IFSJ Comment

The Northern Ireland Fire & Rescue Service’s initiative to host familiarisation sessions for aspiring On-Call Firefighters is a proactive step towards strengthening community engagement and bolstering local fire and rescue capabilities.

By providing a platform for potential recruits to interact directly with serving firefighters, NIFRS promotes a deeper understanding of the demands and rewards associated with this critical public service.

Such initiatives enhance community resilience and preparedness, fostering a collaborative approach to safety and emergency response.

These sessions also reflect the changing dynamics of firefighting, highlighting the adaptability and diversity required in modern fire and rescue services.

Cleveland Fire Brigade launches recruitment drive for firefighters

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Cleveland Fire Brigade has announced a significant recruitment drive for Wholetime Firefighters, marking a crucial step in enhancing fire and rescue services in the region.

This initiative comes as a welcome development for individuals aspiring to embark on a firefighting career and contribute to community safety.

Fire brigade seeks new recruits

The Brigade’s recruitment campaign is open from 4th December to 10th December 2023, targeting individuals committed to creating safer, stronger communities.

This effort is a unique opportunity to join one of the country’s most successful fire and rescue services.

Chief Fire Officer Ian Hayton emphasises the diverse role of a firefighter, which extends beyond firefighting to community engagement, fire prevention, and safety education.

The Brigade seeks candidates who can work under pressure, collaborate in teams, and possess a commitment to fitness and community service​​.

A decade’s first and career opportunities

This recruitment marks the first full-time firefighter campaign by the Cleveland Fire Brigade in ten years, a significant event considering the previous hiatus since 2009 due to government cuts.

The Brigade plans to appoint 12 new firefighters, a move enabled by increased fire authority council tax, which has helped maintain critical firefighter positions.

This development not only revives the recruitment process but also ensures the retention of firefighter roles within the community​​.

Recruitment roadshows and engagement

To facilitate this recruitment, Cleveland Fire Brigade is hosting recruitment roadshows at various fire stations, including Headland station in Hartlepool.

These events allow potential candidates to engage with current firefighters, learn about the role, and participate in activities.

The roadshows extend to Redcar, Guisborough, Skelton, Saltburn, Yarm, and Stockton fire stations, offering insights into the life and responsibilities of a firefighter​​​​.

Training and diversity

Candidates selected for the firefighter role will undergo extensive training over 36 months, including an apprenticeship.

This training will equip them with a range of skills necessary for emergency response and community safety education.

The Brigade emphasizes the importance of problem-solving, effective communication, and a commitment to equality, diversity, and inclusion.

The recruitment specifically encourages applications from minority groups, aiming to reflect the diversity of the communities they serve​​.

IFSJ Comment

The Cleveland Fire Brigade’s recruitment drive is a significant step towards strengthening community safety and fire prevention.

This initiative not only offers career opportunities but also highlights the evolving role of firefighters in modern society.

Firefighters today are not just emergency responders but also community educators and safety advocates.

By focusing on diversity and comprehensive training, the Brigade is set to build a team that is not only skilled in firefighting but also in understanding and serving the diverse needs of the community.

This recruitment drive is a reflection of the Brigade’s commitment to public safety and its adaptation to the changing dynamics of fire and rescue services.

Devon and Somerset FRS respond to BBC report on fire appliance availability

by Featured News

Devon and Somerset Fire and Rescue Service has responded to a recent BBC report, addressing concerns about the availability of on-call fire appliances.

The report hinted at potential risks to lives due to the unavailability of local fire crews.

Devon and Somerset Fire and Rescue Service assures communities

“We would like to reassure our communities that this is not the case and explain the measures we have in place to make sure we attend all emergency incidents as quickly as possible,” stated the Service.

Even with a fire station in proximity, the fire engine that responds might not always originate from that station.

If the station relies on on-call firefighters, there can be moments during the day when there are insufficient crew members to form a response team.

Reasons can vary, from the station undergoing recruitment to firefighters being preoccupied with other incidents.

However, during such times, “crews from neighbouring stations or from elsewhere in Devon and Somerset will respond to the incident,” they further clarified.

Optimising fire appliance availability during crucial hours

The Service highlighted that the availability of their 112 fire engines approaches 100% at night, the period posing the highest fire risks.

Daytime availability can vary due to factors like on-call firefighters working jobs situated more than five minutes from the station.

“We have times when we activate what we call ‘business continuity’,” the Service mentioned, indicating the implementation of specific measures to uphold their emergency response standards.

This mode, triggered when available appliances drop below 66, occurred twice in August 2023, with one instance lasting merely a few minutes.

During business continuity, each incident is manually assessed to determine the suitable resources required.

Concluding their response, the Service reiterated its commitment: “We will always attend an emergency incident.”

To improve appliance availability and response times, they are recruiting more on-call firefighters.

Interested candidates can find details on their careers page.

IFSJ Comment

Devon and Somerset’s proactive approach towards addressing concerns about fire appliance availability demonstrates the intricate balance between available resources and community safety.

By openly discussing the challenges faced, while ensuring the community of their unwavering commitment, the Fire and Rescue Service underscores the importance of transparency and ongoing recruitment in emergency services.

US Fire Administration publishes comprehensive recruitment and retention guide

by AmericasFeatured News

In response to the urgent need for effective strategies in recruiting and retaining volunteers for emergency services, the US Fire Administration (USFA) has released a comprehensive manual, aptly named “Retention and Recruitment for the Volunteer Emergency Services.”

A holistic approach to recruitment and retention challenges

Acknowledging the significant role volunteer fire and emergency medical services (EMS) departments play in community safety, the USFA aims to provide tools and insights to navigate the persistent challenge of securing and maintaining a dedicated volunteer base. According to the National Fire Protection Association, the number of volunteer firefighters has decreased markedly from 897,750 in 1984 to 676,900 in 2020. To reverse this trend, the guide takes a comprehensive approach, identifying and tackling the factors that contribute to such a decline including time demands, increased training requirements, and leadership issues.

Chief Richard Patrick, director of the National Fire and EMS Division at the USFA, stated: “By addressing critical challenges, collaborating with local governments, implementing effective recruitment and retention strategies, and providing guidance on marketing, data utilisation and funding, this manual offers a comprehensive resource for volunteer departments to overcome obstacles and ensure the continued safety and protection of their communities.”

Building bridges with local government

A significant component of the guide delves into the relationship between volunteer departments and local governments. As local governments have the responsibility to provide fire protection services, the manual focuses on the need for effective collaboration and shared responsibility to ensure the necessary support, particularly in terms of funding, is secured.

Insightful recruitment strategies

The guide also brings into focus recruitment strategies for volunteer fire and emergency services. These strategies emphasise locating potential volunteers, outlining effective onboarding processes, and understanding the impact of department culture and image on recruitment. The manual further highlights the importance of cultivating diversity and inclusivity within the ranks of the departments for them to better serve their diverse communities.

Retention strategies for a diverse and inclusive volunteer force

The USFA manual also extensively covers retention strategies, proposing an annual retention assessment to keep up to date with the evolving needs of volunteers and potential issues. A wide array of topics, from effective leadership and health and safety considerations to volunteer benefits and family support, are covered to ensure a comprehensive approach to volunteer retention.

Additionally, sections on marketing, data-driven recruitment, and retention efforts and funding strategies are also included in the manual.

In providing such an extensive manual, the USFA is ensuring that volunteer departments have the resources they need to attract and retain dedicated volunteers. By implementing the strategies and practices laid out in the guide, these departments are better equipped to fulfil their crucial role in community safety.