HomeMy WebLinkAboutItem 04 - Firefighter Overtime and InspectorsFirefighter overtime and inspectors
The financial facts relating to the comparison of hiring new firefighters versus paying
overtime are difficult to discern with total confidence. However, it seems that overall there is
not a significant financial advantage or disadvantage in paying OT vs. hiring new employees;
it is essentially a wash as far as dollars are concerned.
Over the years 2002 to 2006 the fire department has expended an average of $533,939 each
year in overtime. Using these numbers and not attempting to convert them to present day
dollars this is equivalent to paying two people overtime each day of the year. In other words,
we have averaged two firefighters on overtime each shift of each year for the past five years.
Hiring three firefighters (one per shift) will cost $189,549 (FY 08 rate). Six will cost $379,098.
The average cost of paying one firefighter overtime (24 hours), each day of the year is
$281,809. The cost for two is $563,618. As we look at the figures for six (adding two
firefighters per shift) the following is noted:
• The proposed overtime budget for FY 07-08 is $588,000
• The total salary and personnel cost including benefits will be $379,098
• A total of $563,618 should be reduced from the overtime expenditures since each shift
would now have two additional people per shift which satisfies the average of two off
each shift for the past five years.
• Personnel costs would increase $379,098 and overtime would decrease $563,618; a
theoretical savings of $184,520
However:
• Overtime will not be eliminated.
o Staffing of the fire department is predicated on putting an absolute minimum
number of people on a fixed number of active units (companies) each and every
day
o Minimum staffing per each 24 hour shift is 26.
o There are currently 30 members authorized for each shift
o Overtime is incurred anytime more than four are "off' on a given day.
o In order to ensure that each member receives their allotted scheduled leave
(vacation, holidays, personal leave), it is required that four members be
scheduled off each shift. In other words, each shift starts the day at the
minimum number of people acceptable (26).
o Anyone that must be off duty on a given day for leave such as sick, FMA,
bereavement, injury, comp time, training, administrative leave, jury duty, vacant
positions due to resignation, retirement, etc. or any other type of absence will
cause overtime to be paid unless companies are placed out of service
o Almost all of the "unscheduled" absences noted are unpredictable and cannot
be quantified, except to say some of these will occur through out the shifts and
the year
o Fair Labor Standards Act requires that each firefighter be paid overtime for all
hours worked above a specified number within each pay period. Given the
work schedules this equates to approximately $60,000 annually which is
automatically paid out of the overtime account. Additional staffing does not
affect this.
Therefore:
• Even with the hiring of six firefighters, an overtime budget of $220,000 will be needed
(this is a prediction and could be somewhat less or more). This equates to less than
one person (.5) per shift (one person working OT every two shifts) and would allow for
those days when more than six would be absent.
• Total costs, given this proposal, would be
o Personnel costs $379,098
o Overtime costs 220,000
o Total $599,098
o A projected difference of $11,000
Other Benefits:
Aside from the financial "wash" that this would seem to generate there are many benefits of
increased staffing of fire apparatus. Perhaps this is for another time, but I must say that
safety, service and effectiveness increase significantly with increased staffing on fire
companies. All national standards suggest a minimum of four firefighters on all fire
companies. With the exception of our truck company, we staff with only three. Increasing
this staffing to four firefighters has been shown in staffing studies to increase the
effectiveness of the company by approximately 35 to 40%.
Another example is that state law will not allow two firefighters to enter a burning structure
unless there are two remaining outside who could perform an entry and rescue if the interior
firefighters encountered a crisis. A three person company cannot, therefore, initiate fire
fighting operations until subsequent fire companies arrive to augment the fire ground staffing
present. This frequently results in a delay of several minutes, in many cases 10 minutes or
more before a second company arrives.
Conclusion:
• Financially, there is not a meaningful difference in adding personnel vs. paying
overtime
• Safety of members, service to the community and efficiency of the work groups
increase significantly with staffing levels of four members
• It is the goal and intent of the fire department to work toward four person fire
companies in the years ahead
Submitted to Jennifer Hibbs
Submitted by Steve Bass
August 21, 2007
Fire Inspector Staffing
The Fire Prevention Division is reaching a crisis of staffing and ability to accomplish the task and
responsibilities with which it is charged. Current authorized staffing is two ins pectorlinvestigators and
the Fire Marshal. The current workload should require a minimum of four inspectors in addition to the
fire marshal. Additional construction and long term needs within the city will expand this need greatly.
Two options are feasible for dealing with this need. One is very short term, a band-aid if you will, and
the other addresses a more permanent solution.
Option 1 is to hire part-time certified fire inspectors. These employees would work less than 20 hours
per week and would require that two work most weeks. We project a need of approx 1200 total
hours. A maximum number of hours could be arbitrarily assigned but the work truly supports this
need.
The salary range for inspectors in the 08 FY will be $4,136.80 to $5,543.70. Step C, the third step in
the range, is $4,560.82 or approx. $26.31 per hour. In order to attract desirable applicants, this is the
minimum I recommend for these part time employees.
1200 hours @ $26.31 per hour equals $31,500. Added personnel costs, uniforms and other
expenses would bring the total requested for the 08 FY to $40,000.
Option 2 is to utilize civilian, that is, non -sworn, fire inspectors. These would be certified fire
inspectors who do not hold firefighter, fire investigator, arson investigator or law enforcement
certifications as do the existing fire investigators. The lesser certification requirements would place
them in a lower pay range. Unofficial surveys of those cities in the area that we know utilize these
"civilian" inspectors place their pay in the $3,750 to $5,000 range as compared to the 08 range of our
current inspectors of $4,136.80 to $5,543.70. The plan would be to hire one full time inspector this
year, one additional full time inspector next FY and a third one the following year.
The approximate cost of option 2 (using 08 numbers for each of the three years) would be: FY08:
$67,000; FY09: $136,325; and FY10 $210,000.
Each year would also require expenses such as uniforms, vehicle use and communications
equipment.
Conclusion:
The Fire Prevention division does now and will continue into the future to require additional fire
inspectors. The growth and existence of the city mandates this. If we hire part time people this year it
must be realized that it is only a very short term approach to the issue. Permanent additional staff will
be required to truly address the problem.
Fund two part time inspectors in FY08 at a cost of $40,000. Hire a full-time civilian inspector each
fiscal year FY09, 10, 11. FY 09 will also require a part time inspector approximately 250 to 400 hours
during the year equaling approximately $10,000 for the year.
Submitted to Jennifer Hibbs
Submitted by Steve Bass
August 21, 2007