A formal plan to evaluate the success of hazardous materials emergency response teams did not exist at the Iowa City Fire Department. Problems with its own level 2 response team caused this agency to question whether team structure and makeup changes might enhance program success. The purpose of the research was to evaluate structure and configuration components of level 2 response teams in the Midwest, with results to yield agency recommendations. The study used evaluative research methodology to answer the following: 1. In evaluating success criteria for hazardous materials emergency response teams in the Midwest, what impact do the following factors have on success? a. geographical response boundaries, born population served, c. career, volunteer,or combination team structure, d. the number of technicians, e. member orientation (fire service, law enforcement, private sector), f.single organization vs. multiple organization teams, g. how long the team has been in existence, h. who manages/coordinates the team. 2. For Midwest hazardous materials emergency response teams that povide service outside their normal jurisdiction, how is legal authority obtained? 3. How are Midwest hazardous materials emergency response teams funded? A literature search was conducted and a 40 question survey was developed. The purpose of the survey was to delineate eight components of team structure and to numerically score respondents in seven success criteria. The survey was mailed to 150 level 2 haz-mat teams in nine Midwestern states. One hundred and fourteen responded, providing a confidence level of at least 95%. Results were arranged for analysis using interval scales. An arithmetic mean was established to allow variance and standard deviation calculations.The data revealed favorable success scores for certain team struture components. Each of the following were considered favorable on an interval scale analysis using the seven success criteria: being industry based, serving a large population, having career members, having more than 76 technicians, having all members from one organization, and having a team that has been in existence for 11 years and over. From the research, agency recommendations were formulated. A 1.04 standard deviation in the local agency program evaluation and enduring problems with leadership, cost sharing, and volunteer retention led to the following recommendations: 1. Create a regional response team. Negotiate service agreements with adjoining counties. 2. Restrict team membership to Iowa City Fire Department personnel only. 3. Redirect management/coordination responsibilities to the Iowa City Fire Chief.