Warren Jones may only be the Estes Valley Fire Protection District’s interim fire chief, but make no mistake, the veteran fire chief comes into the role with gravitas and leadership skills that were in evidence Monday evening at the District’s November meeting.
During a 35-minute study session, Jones led the EVFPD Board in a review of priorities that need to be addressed over the next six months before the official Board meeting began.
The organized presentation was to the point and addressed issues in three categories that Jones has identified in his first three weeks through on the job through interviews with staff, board, volunteers, and external stakeholders in three categories.
According to a memo prepared by Jones for the Board, these priorities are “in addition to the day-to-day management and leadership functions of the interim fire chief role.”
The presentation organized the priorities into three categories:
- actions that can be completed within the interim chief period in the remainder of 2025 and first half of 2026.
- actions that can be initiated within the interim chief period with completion by a permanent chief in the second half of 2026.
- issues which will require much policy work beyond the interim period.
Additionally, Jones identified changes the Board may wish to consider regarding the organizational structure of the EVFPD.
Jones praised the District’s emergency response operations but suggested that an assessment of the administrative needs of the department should undertaken. He also praised the District’s support and prevention department but acknowledged that with recent reduction in staff due to resignations, the District should evaluate the staffing needs.
Jones explained to the Board that because the EVFPD is primarily served by volunteers and is in a high-risk wildland fire area, whoever is chosen as the new permanent chief needs to understand the strengths and challenges of a volunteer fire service and also have direct hands-on knowledge of wildland fire management.
During the official Board meeting, the Board authorized Jones to send out a request for proposals to HR consulting firms that help fire departments conduct the recruitment and hiring process for new fire chiefs. It is expected that the process will be underway by January.
The District has also hired a consultant to evaluate the administrative and business operations to determine if these are adequately staffed for a department, the size of the EVFPD. That assessment will take place during the third week of December, and information will be made available for the board at its January meeting. Currently, EFVPD contracts with an outside human relations firm to oversee the HR functions of the District.
Jones also told the Board that the strategic planning process that was undertaken earlier in 2025 was inadequate and needs to be revisited. Jones said he hoped the District had not spent too much money on that process because it will need to be revisited in order to develop and adopt an actionable strategic plan.
Jones also outlined other policy work that needs to be addressed in the next few months including develop a long-term strategic financial plan that will address full self-funding including addressing a possible mill levy increase or sales tax, improved utilization of Station 2 and the expansion of Station 1, expansion of the training center, and consolidation of the offices. The District’s staff is currently operating out of two offices, one at the fire station and one in rented office space on Big Thompson Canyon.
In addition to recruiting and hiring a permanent fire chief, Jones outlined an abitious slate of other goals which he thinks can be accomplished over the next several months before a new chief is hired, including:
- evaluating administrative and business operations and implementing an interim administrative and business plan
- developing and implementing an interim operations division management plan
- developing and adopting, in cooperation with board, a new district organizational structure
- evaluating the wildfire risk reduction program
- developing and implement a 2026 master training plan
- developing and implementing the first phase of an officer training program
- providing education on combination/volunteer fire department organization model
- resetting the District’s culture with emphasis on service
- providing administrative board support
- addressing incomplete projects that have dropped-through-the cracks
- evaluating the fire prevention program and staffing
- Implementing community outreach to service clubs, media, etc.
- re-establishing a PIO and social media program
- producing 2025 annual report
Jones also identified actions that can be initiated under the interim chief that will need to be completed under the permanent chief, including:
- implementing modifications to the wildfire risk reduction program funded by 1A money including performance measurements and integration with the new $9,856,000 Gateway to the Rockies Community Wildfire Defense Grant announced this week.
- preparing for wildfire season and strengthening the relationships with town, county, and state
- planning the 2026 fall fire academy and recruitment
- establishing a non-profit support program
- developing a capital plan building on elements already exist
- evaluating and updating volunteer reimbursement, which Jones says is currently insufficient, along with the District’s Length of Service Award Program and pension plan.
In other business, the Board also authorized Jones to promote Chris Thomas, who has been the training captain and volunteer coordinator to an interim position as the division chief of operations for the next six months.