3. Staff Report-Fire Department Compensation Discussion ,
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SCANDIA
Staff Report
Date of Meeting: August 27, 2013-continued from August 13, 2013
To: City Council
From: Kristina Handt,Administrator
Mike Hinz, Fire Chief
Re: Fire Department Compensation Discussion
Agenda Item #: 3.
Background:
At the July Council meeting, the Council directed staff to place the Fire Department
compensation issue on the next work session. This was the first year the new recruits were given
a$2/hour increase in the first year. This was also the first class of recruits to complete
Firefighter I and Firefighter II training in combined courses.
In March, the Council approved Resolution No. 03-19-13-04, which increased the starting pay
and pay of all other positions within the fire department by $1/hour. A copy of the resolution is
included in your packet. No other changes were made to fore department compensation. The
other compensation amounts remained the same as approved by the Council in Resolution No.
OS-19-09-01.Other compensation includes additional officer pay, lump-sum bonuses for
completing certifications and attendance at State Fire School.
Member Training and Certification Requirements are found on page 4 of the Fire Department
Operational Policy, originally adopted in 2010 with some revisions (to sections other than
training requirements) in 2012. A copy of the operational policy is included in your packet.
Previous information about fire department compensation was shared with the Council during
work sessions on developing a City compensation plan. The Council directed staff to not include
the Fire Department in the general compensation policy. The following information was
discussed at the June work session.
Rush Ciry:Annual Stipend:
Fire Chief.• $3,100
1srAssistantChief �1,600
2ndAssistant Chief $950
Captain: $SSO
.
Lieutenant: $SSO
Sec/Treas: $950
$10.00 per training meeting
$12.00 per fire
$6.00 each additional hour after 2 hours
Chisago Ciry:
Chief.• �1,300
1 sr Asst: $800
2ndAsst: $800
3.aAsst: $800
Captain: �100
Captain: $100
Captain: $100
Secretary: $S00
$100 Annual Mileage Reimbursement�refrghters not paid on call)
Newport.•
Volunteer Fire Chief $999.50 plus$7
Volunteer Firefighters:$6
Bayport:
Fire Chief $S,000
Chief Assist: ,$3,000
Dep Chief Asst: $3,000
Offtcers: $100/quarter
$11.00 per training
$10.00 per medical call
$11.00 per fire call
$11.00 per rescue
One piece of information not previously provided regarding compensation is the annual retirement
contribution. Scandia Fore and Rescue Department members receive a benefit of$2,350 per year.
The other cities have the following annual benefit: Bayport($5,200), Chisago City($2,450),
Lindstrom ($2,295), Rush City($1,700) and Newport($3,000).
Issue:
Should any changes be made to the fire department compensation plan?
Proposal Details:
The Fire Department would recommend no changes to the current compensation plan. The
chief's comments follow below.
$10 for probationary members (1 year)
$11 for basic fire fighters (FF 1)
+$1 for 1 st certificate (EMT or FF2) $12
+$1 for 2nd certificates (EMT& FF2) $13
+$1 for department officers $14
Currently probationary members get the $10/hr for the first year no matter their certification
level.
This caused a$2 raise. The Fire Department officers feel that this is an appropriate pay scale
since firefighters are attending schooling and receiving a certification. The City could possibly
give their pay increase as firefighters become certified instead of after one year. Also firefighters
are not reyuired to earn any certifications during their probation,just in the first 2 years (EMT).
Also there will always be a possibility of a member coming on that has EMT& FF2.
This is a volunteer job, but the City is having troubles filling the positions we have open now.
We use the pay increases to try to entice people to join and stay active.
As for the $100 stipend the firefighters get. They attend a 120 or 160 hour course with no hourly
pay, if we paid them per hour that would be $1200-1600 in wages.
Fiscal Impact:
The current budget is sufficient to cover the compensation plan in place for the current number
of firefighters.
Adopting a pay structure (including retirement benefit) similar to Bayport's would increase
costs.
Adopting pay structures (including retirement benefits) similar to Rush City, Chisago City, or
Newport would decrease costs.
Adopting some combination such as paying per meeting($11) and per call ($13) and increasing
the retirement contribution to $2,950/year(which is the average of the comp cities noted above),
could result in a savings of approximately $6,000/year. For example, in May 315 of the 527.5
hours worked by fire department personnel was for non-call trainings or meetings. The payroll
costs for those 315 hours (assuming an average of$12/hour)were $3,780. However, if paid on a
per meeting/training basis at $]l the payroll expense would have been $1,133. Summer months
trainings are reduced. So in June 216.5 of the 422 hours worked were for non-call trainings or
meetings. Assuming an average rate of$12/hour those training hours cost$2,598 but if a flat
$11 was paid it would have cost$759. After reviewing these two months, staff assumes on
average payroll would be $2,000/month less than paying the hourly rate.
Options:
1) Make no changes to the current Fire Department Compensation
2) Eliminate the current probationary pay, start new hires at $11/hour and only provide an
increase (currently $1/hour but could be changed) upon attaining EMT or Firefighter II
certifications.
3) Adopt per call and per meeting/training rates
4) Retain hourly rates for responding to calls but adopt a per meeting rate for training
5) Eliminate lump sum bonus but retain hourly increases
6) Adopt annual stipend instead of current wage structure (Chisago City example)
7) Amend Officer stipends