RESOLUTION NO. 2023-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
FULLERTON, CALIFORNIA, APPROVING THE
AGREEMENT BETWEEN THE CITY AND THE FULLERTON
FIRE MANAGEMENT ASSOCIATION DATED MAY 16, 2023,
AND SUPERSEDES, IN ITS ENTIRETY, RESOLUTION NO.
2022-029 AND UPDATING , ADDING, AND DELETING
CERTAIN CLASS SPECIFICATIONS IN THE PERSONNEL
CLASSIFICATION PLAN
THE CITY COUNCIL OF THE CITY OF FULLERTON HEREBY RESOLVES AS FOLLOWS:
1. City Council approves the Agreement between the City of Fullerton and the Fullerton Fire Management Association dated May 16, 2023, attached hereto.
2. City Council adopts the following revised classification specification (attached) and adds to the classification plan:
Title Effective Date
Fire Battalion Chief June 2023
3. City Council adopts the following new class specifications (attached):
Title Effective Date
Division Chief June 2023
Deputy Chief June 2023
4. City Council approves salary range placement for the new class specifications as follows (Appendix A of Attachment 1):
Title Range Bottom Top
Division Chief 720 $11,593 $15,536
Deputy Chief 740 $12,351 $16,552
5. City Council deletes the following obsolete class specifications from the classification plan:
Title Effective Date
Fire Battalion Chief February 2023
Fire Marshal/Deputy Chief - Administration March 2014
6. This resolution shall be effective June 6, 2023.
ADOPTED BY THE FULLERTON CITY COUNCIL ON JUNE 6, 2023.
Resolution 2023-XXX
__________________________
Fred Jung, Mayor
ATTEST:
_____________________________
Lucinda Williams, MMC
City Clerk
Date
Attachments:
• Attachment 1 – Fullerton Fire Management Association Memorandum of Agreement • Attachment 2 – Fire Battalion Chief Class Specification • Attachment 3 – Division Chief Class Specification
• Attachment 4 – Deputy Chief Class Specification
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Resolution No. 2023-XX
AGREEMENT
BETWEEN THE CITY OF FULLERTON AND
THE FULLERTON FIRE MANAGEMENT
ASSOCIATION,
FOR THE PERIOD FOR JANUARY 7, 2023 THROUGH
JUNE 30, 2027
ARTICLE 1: INTRODUCTION
This Agreement is made and entered into by the City of Fullerton (hereinafter referred to as the “City”) and the Fullerton Fire Management Association (hereinafter referred to as the “FFMA”). The FFMA is the recognized majority represent ative of employees in the classifications listed on Appendix A (hereina fter collectively referred to as “affected employees”). This Agreement fully superse des and renders void th e prior Agreement between the parties that was effective from July 1, 2021 through June 30, 2023.
Pursuant to City Council Resolution 5145 (which pertains to employer-employee relations) and California Government Code §3500, et seq., authorized representatives of the City and the FFMA have met and c onferred in good faith concerning compensation, hours and other terms and conditions of em ployment of affected employees, and have reached an Agreement that shall be submitted to the City Council for approval. Following approval, this Agreem ent shall be implemented by action of the Council or City Manager by appropriate ordinances, resolutions, or other directives.
Therefore, the City and the FFMA agree that upon approval by the City Council, the compensation, hours and other terms and condi tions of employment for affected employees shall be as follows:
ARTICLE 2: TERM - EFFECTIVE DATES
The term of this Agreement shall be from January 7, 2023 through June 30, 2027. The effective date of each Article is January 7, 2023 unless otherwise stated herein.
ARTICLE 3: MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all compensati on, hours and other terms and conditions of employment within the lawful scope of representation of the FFMA presently enjoyed by affected employees, shall remain in full force and effect unless changed subject to completion of meet-and-confer/consult sess ions with authorized repr esentatives of the FFMA.
The City may reopen negotiations on the issue of health insurance benefits or cafeteria plan (including, as to both, but not limited to, plan benefits or structure, City or employee Fullerton Fire Management Association Page 2
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contributions and/or opt out amount or requirements) in order to avoid penalties or taxes under the Affordable Care Act, (hereinafter “ACA”) or other statutory scheme that may result from an interpretation of the ACA or other statutory scheme by the Internal Revenue Service or other federal agency (including, but not limited to, a revenue ruling, regulation or other guidance) or state agency, or a ruling by a court of competent jurisdiction.
ARTICLE 4: SEPARABILITY
If any part or provision of this Agreemen t is rendered or decla red invalid by any subsequently enacted legislation or by any decree of any court of competent jurisdiction, the remaining portions shall continue in full force and effect.
ARTICLE 5: CITY REVENUES
The FFMA shall encourage its me mbers to live and shop in Fu llerton in an effort to increase the revenue available to the City.
ARTICLE 6: SCHEDULE OF BASE SALARY RATES and
ALLOCATION OF CLASSES TO SALARY RANGES
A. The Schedule of Base Salary Rates and the Allocation of Classes to Salary Ranges shall be as contained in Appendix A. Base salary rates shall be adjusted by across-the-board increases as follows:
Eight percent (8%) base salary increas e effective the first full pay period after January 1, 2023.
Four percent (4%) base salary increase effective the first full pay period after July 1, 2023.
Four percent (4%) base salary increase effective the first full pay period after July 1, 2024.
Three percent (3%) base salary increase effective the first full pay period after July 1, 2025.
Three percent (3%) base salary increase effective the first full pay period after July
1, 2026.
B. Effective the first full pay period afte r January 1, 2023, the base salary ranges for the classifications of Division Chief and Deputy Chief shall be established as follows:
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1. The base salary range for Division Chief shall be established at 7% above the base salary range for Fire Battalion Chief.
2. The base salary range for Deputy Chief shall be established at 14% above the base salary range for Fire Battalion Chief.
3. Upon entry into either the Division Chief or Deputy Chief classifications, an employee shall be placed at the same pay step as their pay step in the classification of Fire Battalion Chief at the time of appointment.
C. In addition to the increases in section (A), above:
1. Effective the first full pay period a fter January 1, 2023, the City shall add Step 7 to the current salary range for the rank of Fire Battalion Chief. Step 7 shall be set at five percent (5%) gr eater than Step 6. Personnel in the classification of Deputy Chief shall immediately move up to Step 7 and shall have their pay step anniversary in their current rank adjusted to January 1. All other per sonnel shall be eligible for step advancement in accordance with established personnel rules.
2. Effective the first pay period after July 1, 2023, the City shall add Step 8 to the current salary range for the rank of Fire Battalion Chief. Step 8 shall be set at five percent (5%) great er than Step 7. Personnel in the classification of Deputy Chief shall immediately move up to Step 8 and shall have their pay step anniversary in their current rank adjusted to July
1. All other personnel shall be e ligible for step advancement in accordance with established personnel rules.
3. When an employee is promoted into a FFMA Suppression classification, he/she shall be advanced to the lowest step in the appropriate salary range which provides not less than a 5% increase over his/her current salary rate, including Educational In centive Pay, Longevity Pay, Bilingual Pay, and Paramedic Pay, if any.
ARTICLE 7: INCREMENT PAY
A. Bilingual Pay
1. An employee shall be eligible to receive $50 biweekly if the following conditions are met:
a. The employee is required, as part of his/her regular public contact duties, to speak and/or translate by reading/writing one or more languages other than English.
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b. The employee must pass a language skills test approved or administered by the City.
2. Eligibility for Bilingual Pay is subjec t to re-determination at any time by the City. The City shall give four months' notice to each affected employee prior to giving a requalifying exam.
ARTICLE 8: VEHICLE USE
Each Division Chief, Deputy Chief, and Emer gency Medical Servic es Manager shall have use of a City vehicle for City business.
ARTICLE 9: CONSTANT STAFFING/EMERGENCY DUTY
PAY
A. Constant Staffing Situations – Suppression Personnel Only
The City shall determine how overtime is assigned. If a Fire Battalion Chief, Division Chief, or a Deputy Chief is not available to work, then a Fire Captain who is qualified to work as acting Fi re Battalion Chief may be assigned as an acting Fire Battalion Chief.
1. An employee on a 56-hour work week shall be paid at a rate of time and one half of his/her straight base hour ly rate for any time worked in a suppression duty position in excess of his/her regular schedule.
2. An employee on a 40-hour work week shall be paid for all suppression duty time worked in excess of his/her normal 40-hour work week at a rate of time- and-one-half of the top step of range 720 56-hour work week rate.
B. Emergency Situations
An employee who is called back or held over beyond his/her regularly scheduled shift for the purpose of an ongoing emergency operation shall be paid at one-and- one-half times his/her base salary rate.
C. Payment – Suppressi on Personnel Only
Each employee required to work in excess of his/her regular work schedule in a work period shall be paid at his/her straight time ba se salary rate for non- suppression work or the appropriate time -and-one-half rate for suppression duty work in accordance with Article 9(A)(2 ) or receive compensatory time off at straight time for the excess hours.
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D. Compensatory Time – S uppression Personnel Only
Should any employee exceed 96 hours of accrued compensatory time, he/she shall be paid for those excess hours at hi s/her straight base hourly rate. All compensatory time on the books at the end of each payroll year shall be paid off, unless used by the end of the following March in accordance with established City practice.
E. Affected employees shall have no claim to overtime pay pursuant to the Fair Labor Standards Act (FLSA) and related court decisions other than what is contained in this Article.
ARTICLE 10: EDUCATION INCENTIVE PROGRAM
A. Objective
The education program is designed to encourage employees to continue their career development by enrolling in approved courses which will:
1. Educate them in new concepts and me thods in their occupational field and prepare them to meet the changing demands of their job.
2. Help prepare them fo r advancement to positions of greater responsibility with the City of Fullerton.
To meet these objectives, the program consists of two components:
1. Tuition Reimbursement – Reimbursement of fees fo r tuition, registration, and texts for eligible coursework.
2. Education Incentive Pay – The Educ ation Incentive Pay portion of this program was previously rolled into the base salary for the classifications in this unit.
B. General Guidelines – Tuition Reimbursement
1. The Director of Human Resources or his/her appointed representative shall:
a. Review written applications submit ted by employees through the Fire Chief.
b. Grant approval by either certif ying the acceptability of majors, courses and expenditures, or suggesting those courses which will qualify the employee for educat ion incentive pay/tuition reimbursement.
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c. Consult with the Fire Ch ief and school authorities on the development and establishment of criteria and standards to determine the acceptability of majors, courses and expenditures that will qualify the employee for tuition reimbursement.
d. Render a decision on an applicati on for tuition reimbursement or education incentive pay within 60 da ys from the date of receipt by Human Resources.
2. If approval is denied , the employee may submit a written appeal within 30 days to a three-member education review committee appointed by the City Manager. The decision of the Committee shall be final.
C. Eligibility
1. All affected employees are eligible to receive tuition reimbursement.
Courses must: commence after the employee’s appointment to the City; be in excess of the educational standards for the classification (as noted in the class specification); and are not ta ken to acquire skills, knowledge and abilities which the employee was deemed to have when appointed to the classification. An example of this would be junior- or senior-level college or university courses when the specification for the classification calls for high school graduation.
2. Courses must meet one of the follo wing requirements: 1) be approved by one of the regional accreditation associations recognized by the Council for Higher Education Accreditation; 2) training courses and seminars sponsored by the Orange County Emergency Medical Services Agency, the California State Fire Training System, and/or the U.S. Fire Administration; or 3) training courses or seminars appr oved by the Fire Chief. Credits for non-classroom assignments, such as lif e experience, military training, and professional training ar e not eligible for tuition reimbursement. These courses will be considered eligible for education incentive pay when receiving compensation for an approved completed degree.
3. A course must be: 1) related to t he employee’s current classification; 2) related to a City classification to wh ich the employee may be eligible for promotion within five years of completi on of his/her educat ional objective; or 3) required for the co mpletion of a pre-approv ed job-related major. An example of the third requirement w ould be general education or elective requirements for the major as stated in the school catalog.
4. Courses shall not duplicate training which the employee has already had or which is to be provided in-house unless special approval has been granted by the Fire Chief and the Human Resources Department.
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5. Courses cannot be taken on City time. The employee must certify that all courses submitted for approval were taken on the employee’s off-duty time.
6. To certify eligibility, a fully comp leted pre-approval form shall be submitted to the Fire Chief and to Human Resources before the course begins.
D. Reimbursement
1. A tuition reimbursement request fo rm must be submitted within three months of completion of the approved course. A minimum final grade of “C” or its equivalent is required for reimbursement. A pass in a pass/fail course will be considered equivalent to a “C” for reimbursement purposes only. No reimbursement shall be made for audited or incomplete courses.
2. Employees shall be reimbursed for tuition and any fees and reading materials required by the academic inst itution for the eligible course(s).
Expenses for parking, travel, lodging, meals, transcript fees, materials and any other costs are not reimbursable.
3. Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by California State University, Fullerton, with a maximum reimbursement of $2,500 per fiscal year for courses taken during that particular fiscal year. The difference between the City’s maximum obligation during any fiscal y ear and the total amount of actual reimbursement received by the employ ee during that fiscal year shall not be carried over or be available for use by the employee in any subsequent fiscal year.
4. Employees must submit a bona fide cert ification of major, fees paid and grade achieved from the attendant institution in order to have their request for reimbursement considered. T hese documents must accompany the reimbursement request form.
5. Upon separation from employment, em ployees shall reimburse the City for any funds received under this program for courses completed during the last 12 months of employment. This payback provision does not apply to employees who receive a service or disability retirement and qualify as a retiree (as defined in Article 16(A), who are laid off by the City or who separate as a result of a City/departmental reorganization.
ARTICLE 11: UNIFORM ALLOWANCE
Each employee shall receive $27.70 per pay period for the purchase, maintenance, and cleaning of uniforms and equipment.
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Should the Fullerton Firefighter s’ Association (FFA) contractually agree to an increase in the amount of uniform allowance during t he term of this Agreement, the FFMA shall receive an equivalent percentage increase to the uniform allowance provided in this Article. Any increase to uniform allowance under this provisi on shall be effective either the first pay period in which the FFA receives the increase in uniform allowance or the first pay period after City Council approval of the FFA agreement, whichever date is later. There shall be no retroactivity paid under this provision regardless of the effective date of any increase in uniform allowance for the FFA.
ARTICLE 12: SURVEYS
In determining what is adequate compensation, the parties s hall use as a guideline the compensation provided to comparable employees of the following cities: Anaheim, Brea, Costa Mesa, Fountain Valley, , Huntington Beach, Laguna Beach, Newport Beach, and Orange.
ARTICLE 13: CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT
SYSTEM (CalPERS)
A. Benefits
For unit employees hired as fire safety member on or before December 22, 2012, the City's contract with Ca lPERS for fire safety em ployees shall include the following options:
1. 3% at 50- benefit formul a (Ca. Gov. Code §21362.2).
2. One-Year Highest Compensat ion (Ca. Gov. Code §20042).
3. Post-Retirement Survivor Allowa nce (Ca. Gov. Code §21624 and §21626).
4. Fourth Level of 1959 Survivor Benefits (Ca. Gov. Code §21574).
5. Military Service Credit (Ca. Gov. Code §21024), in which the employee pays the entire cost.
6. Pre-Retirement Optional Settl ement 2 Death Benefit (Ca. Gov.
Code
§21548).
For unit employees hired as a fire safety member after December 22, 2012 who do not meet the definition of “New Member” under the Public Employee Pension Reform Act of 2013 (hereinafter referred to as “PEPRA”), the City's contract with CalPERS shall include the following options:
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1. 3% at 55 benefit formul a (Cal. Gov. Code §21363.1).
2. Final Compensation shall be based upon the average of the highest paid 36 consecutive months.
3. Post-Retirement Survivor Allowanc e (Cal. Gov. Code §§21624 and 21626).
4. Fourth Level of 1959 Survivor Benefits (Cal. Gov. Code §21573).
5. Military Service Credit as Public Se rvice (Cal. Gov. Code §21024), in which the employee pays the entire cost.
6. Pre-Retirement Optional Settlement 2 Death Benefit (Cal. Gov. Code §21548).
B. Employer-Paid Member Contributions (EPMC)
1. The City shall pay the CalPERS normal member contribution (as defined in §20677 et seq. of the California Government Code, and hereinafter referred to as “ EPMC”) into each employee's account with CalPERS, pursuant to §20691 of the California Government Code. This payment will be included within the employee's compensation earnable that is reported to CalPERS, pursuant to §20636(c)(4) of the Califo rnia Government Code. Employees hired on or after January 1, 2013 who meet the definition of “New Member” under PEPRA do not qualify for this benefit. Effective December 28, 2019, the City’s resolution regarding paym ent of the EPMC was amended to reduce the City’s payment from the full 9% normal member contribution to 7%. Thereafter, employees shall be required to pay the portion of the normal member contribution calculat ed on 2% of total compensation earnable.
(a) Effective the first full pay per iod after July 1, 2026, the City contribution toward EPMC shall be decreased by an additional 4% (for a total of 6%), with 6% of the normal member contribution paid by the employee.
2. The EPMC paid by the City shall not be considered as base salary, and is not taxable income, pursuant to §414(H)(2) of the Internal Revenue Code. However, should any state or federal agency alter the current income tax treatment of such payment, the consequences of such action shall be the sole responsibility of the affected employees and shall in no way alter any obligation of the City toward such employees.
3. The City shall pay the 1959 Surviv or Benefits premium for affected employees.
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C. Cost Sharing
Employees under the 3% @ 50 benefit formula shall cont ribute 9.557% of their compensation earnable (as defined in Government Code §20636) and employees under the 3%@55 benefit formula shall contribute 9.0% of their compensation earnable (as defined in Government Code §20636) toward the employer contribution rate. The employee contribut ion toward the employer rate shall be made through a combination of a portion paid pursuant to Government Code Section §20516(a) as specified in the contract between t he City and CalPERS, and the balance being made pursuant to Government Code Section §20516(f). In the event of a change in the law or legal determination that any portion of the employee contribution toward the employer rate is not allowable as agreed, the EPMC shall be reduced by whatever portion is not allowable and the parties shall meet and confer to determine the appropriate modifications of benefits to offset this change.
It is further provided that should legisl ation be enacted that requires employees pay any portion of the required member contribution, then th e City shall take whatever action is necessary to reduce the amount of the employee pick-up of the employer contribution by the amount of the required payment by the employee of the member contribution.
Effective the first full pay period after July 1, 2026, the employee cost sharing contribution shall be decreased by 4%. Concurrently, the City contribution toward EPMC shall be decreased by 4% as set fort h in Section B(1)(a) above, with 6% of the normal member contribution paid by the employee.
ARTICLE 13.1: CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT
SYSTEM (CalPERS) – NON-SWORN EMPLOYEES
A. The City's contract with CalPERS for non-sworn unit employees shall include the following options:
1. One-Year Highest Co mpensation (Cal. Gov. Code §20042) for employees hired by the City on or before December 22, 2012.
2. Employees hired on or after De cember 23, 2012, who are not “new members” as defined under PEPRA, will have their final compensation calculated based on the provisions of California Government Code §20037. Final compensation shall be ca lculated based on the average of the highest three consecutive years.
3. Employees hired on or after Januar y 1, 2013 who are “new members” as defined under PEPRA will have their fi nal compensation calculated based on the provisions of California Government Code §7522.32 (highest average pensionable compensation fo r 36 consecutive months.) Post- Fullerton Fire Management Association Page 11
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Retirement Survivor Allowance (Cal. Gov. Code §§21624, 21626).
4. Fourth Level of 1959 Survivor Benefits (Cal. Gov. Code § 21574).
5. Military Service Credit as Public Se rvice (Cal. Gov. Code §21024), in which the employee pays the entire cost.
6. 2% @ 55 – Full Formula (Cal. Gov. Code §21354) for employees who are not “new members” as defined by PEPRA.
7. 2% at 62 formula (Cal. Gov. C ode §7522.20) for employees who are “new members” as defined by PEPRA.
8. Pre-Retirement Optional Settlement 2 Death Benefit (Cal. Gov. Code §21548).
9. Credit for Unused Sick Leave (Cal. Gov. Code §20965). An employee who is not eligible for benefits under Ar ticle 26(F) Payment for Unused Sick Leave upon Separation shall receive ad ditional service credit for his/her unused sick leave upon retirement from the City, converted per the terms of the CalPERS contract.
B. Employer-Paid Member Contributions (EPMC) – Employees Who Are Not “New Members”
For employees who are not “new members” as defined by PEPRA, the City shall pay the CalPERS normal member contribut ion [as defined in §20677(a)(2) of the California Government Code] into eac h employee's account with CalPERS, pursuant to §20691 of the California Go vernment Code. This payment will be included within the employee's compens ation earnable that is reported to CalPERS, pursuant to §20636(c)(4) of the California Government Code.
This EPMC shall not be considered base salary, and is not taxable income, pursuant to §414(h)(2) of the Internal Re venue Code. However, should any state or federal agency alter the current income tax treatment of such payment, the consequences of such action shall be th e sole responsibility of the affected employees and shall in no way alter any obligation of the City toward such employees. “New members” as defined by PEPRA are not eligible for this benefit.
(a) Effective the first full pay period after July 1, 2026, the City contribution toward EPMC shall be decreased by 4%, with 4% of the normal member contribution paid by the employee.
Employee Cost-Sharing of Employer Contribution Rate – Employees Who Are Not “New Members”
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Effective December 10, 2011, employees who are not “new members” as defined by PEPRA shall contribute 7% of their compensation earnable (as defined in Government Code §20636) toward the em ployer contribution rate (“cost- sharing”). Effective December 23, 2012, the City amended it s contract with CalPERS to implement the provisions of California Government Code 20516(a) to provide that a portion of the 7% contribution shall be made pursuant to Government Code Section §20516(a), with the balance of the 7% contribution made pursuant to Government Code Section §20516(f). In the event of a change in the law or legal determination that any portion of the 7% employee contribution toward the employer rate is not allow able as agreed, the EPMC shall be reduced by whatever portion is not allowable and the parties shall m eet and confer to determine the appropriate modifications of benefits to offset this change.
It is further provided that should legisl ation be enacted that requires employees pay any portion of the required member contribution, then th e City shall take whatever action is necessary to reduce the amount of the employee pick-up of the employer contribution by the am ount of the required payment by the employee of the member contribution.
Effective the first full pay period after July 1, 2026, the employee cost sharing contribution shall be decreased by 4%. Concurrently, the City contribution toward EPMC shall be decreased by 4% as set fort h in Section B(a) above, with 4% of the normal member contribution paid by the employee.
C. The City shall pay the 1959 Survivor Benefits premium for affected employees.
ARTICLE 14: SO CIAL SECURITY
In the event the City and its employees ar e required to participate in the Federal Social Security program, the contribution designated by law to be the responsibility of the employee shall be paid in full by the employee and the City shall not be obligated to pay or "pick up" any portion thereof.
ARTICLE 15: MEDICARE
Employees hired by the City on or after April 1, 1986 shall be required to pay the designated employee contribution to parti cipate in the Medicare Program and the City shall be under no obligation to pay or "pick up" any such contribution.
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ARTICLE 16: HEALTH INSURANCE
A. Contributions
1. According to the provisions of th is Agreement and to the extent required by law, the Health Benefit Plan available under the Public Employees Medical and Hospital Care Act (PEM HCA) as set forth in §22751 of the California Government Code is made av ailable to all elig ible employees, retirees, and their eligible dependent s. The PEMHCA medical insurance benefit program shall be the sole pr ogram available for employees, retirees, and their surviving annuitants.
2. City and FFMA agree that the costs of the PEMHCA medical plans shall be shared by the City and FFMA employees and retirees in the same manner determined by the provisions of Articles 29 and 30 of the Agreement between the City and the FFA for the period January 7, 2023 through June 30, 2027 or any successor thereto.
3. A "retiree" as used in this Articl e shall mean only those former employees who receive a CalPERS retirement allowance that has been in effect since the day after official separation from City of Fullerton employment.
4. A retiree desiring to have health insu rance coverage for himself/herself or for dependents shall remit to the City a check for the amount of the premium less the City contribution no later than the 15th of the month preceding the effective month of coverage.
B. Opt Out
1. An employee may “opt out” of the City’s medical plan under these conditions:
a. The employee must sign a document stating his/her desire to waive medical insurance.
b. The employee must provide proof of other coverage which shall be confirmed by the City each year prior to open enrollment.
c. The employee may only re-enr oll during 1) annual open enrollment, or 2) upon loss of coverage in accordance with the underwriting guidelines for each of the City’s health plans.
2. The employee will then receive a cash payment equal to 50% of the City’s reduced cost. The maximum benefit shall be $50 per pay period.
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ARTICLE 17: FLEXIBLE SPENDING ACCOUNT
The City's Flexible Spending Account shall be made available to affected employees.
Pursuant to said program, an employee may request that eligible expenses be paid or reimbursed by the City out of his/her account, with the employee's base salary being reduced by the amount of any such payments or reimbursements.
Each employee with a payroll deduction for medical and dental insurance premiums shall have his/her salary reduced by the amount of those deductions, on a before-tax basis.
ARTICLE 18: LONG-TERM DISABILITY INSURANCE
A. The City shall pay 100% of the premium for a Cit y-owned Long-Term Disability insurance policy affording coverage to each active employee.
B. The policy shall have an elimination per iod of 55 calendar days of continuous disability. Anytime after the expiration of the elimination period, the employee may apply for Long-Term Disability insurance or may continue to use accrued leave pursuant to the City’s policy thereon.
C. The maximum benefit shall be no less than 60% of the eligible employee’s pre- disability earnings as defined in the policy document, or $6,000 per month, whichever is less. This maximum benefit shall be calculated in accordance with policy definitions.
D. The 55-day elimination peri od shall be satisfied by use of paid leave benefits to the extent available, provided that sick leave benefits shall be exhausted before other paid leave benefits may be used (unless otherwise governed by Article 26).
ARTICLE 19: GROUP LIFE INSURANCE
The City shall provide group term life insurance equal to annual base salary for all affected employees. Each employee may purchase addi tional City group term life insurance.
ARTICLE 20: GROUP DENTAL INSURANCE
The City shall pay up to an amount equal to the family premium rate for the prepaid dental plan for employee and dependent coverage under any group dental insurance plan administered or approved by the City.
A retiree (as defined in Articl e 16), and his/her eligible dependents, may subscribe to a City dental plan by paying the full premium for the coverage chosen. A retiree desiring to have dental insurance coverage for him/herself or for dependents shall remit to the City Fullerton Fire Management Association Page 15
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a check for the amount of the premium no later than the 15th of the month preceding the effective month of coverage.
ARTICLE 21: VISION INSURANCE
The City shall provide vision care insur ance for employees and eligible dependents enrolled in PEMHCA medical plans that do not include vision coverage and pay an amount up to the family-only premium. The plan shall have an annual deductible of $10 per person.
ARTICLE 22: SELF-INSURANCE/OTHER
The City shall have the right to provide all or any portion of the benefits presently available under any existing health, long-term disabili ty, dental, or vision plan through a self- insurance program, or, in the case of vision insurance, via a contract with a direct provider; however, the election of such option shall not cause affected employees to suffer any loss of benefits or coverage.
A medical advisory committee, to include representatives of the four major employee organizations, has been established. The Committee shall meet with City representatives at least four times per year. This Committee' s functions shall include analysis of plan coverage and cost containment opportunities, the review of alternative approaches to medical insurance, and communications to and from employees for the purpose of providing reasonably pric ed medical care. Committee recommendations shall be developed with a view toward including them in this Agreement.
ARTICLE 23: CONSOLIDATED OMNIBUS BUDGET
RECONCILIATION ACT OF 1985 (COBRA)
Employees not entitled to benef its under Article 16 who are allowed to remain on a City health or dental insurance plan following separ ation from employm ent pursuant to the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) may be charged the maximum rate permissible by law for such coverage.
ARTICLE 24: HOLIDAYS
A. An employee on a suppression shift sch edule shall receive the following paid holidays of 11.2 hours each at the straight ti me rate in addition to his/her regular pay:
1. January 1, New Years Day
2. The third Monday in February, Presidents' Day
3. The last Monday in May, Memorial Day
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4. July 4, Independence Day
5. The first Monday in September, Labor Day
6. November 11, Veteran's Day
7. Thanksgiving Day
8. The Friday following Thanksgiving Day
9. December 24, Christmas Eve (if a Saturday or Sunday, the following Tuesday shall be observed)
10. December 25, Christmas Day
11. December 31, New Year's Eve
Employees on any other schedule shall ha ve the same holiday schedule and be governed by the same rules which apply to classifications represented by the City’s non-sworn management employee bargaining unit.
B. No other day shall be such a holiday unless it is a nonrecurring holiday designated specifically by the President of the United States and/or the Governor of California and approved by the City Council.
C. There shall be no holiday pay following an unplanned absence (e.g., sick leave) of ten consecutive shifts or more. If an employee returns to active duty following such an absence, the “lost” holiday pay shall be paid to the employee. This section shall not apply to industrial injury leaves.
D. As an alternative to the current method of receiving holiday pay as the holidays occur, an employee who works without regard to holidays (i.e., suppression) may elect, at the beginning of each payroll year, to defer receipt of holiday pay until the end of that payroll year. Each employee who defers cash payment for holidays will be paid for the holidays on the final payday of each payroll year.
ARTICLE 25: VACATION
A. Except as provided in D below, affect ed employees shall accrue vacation credit with pay in accordance with the following table. For purposes of this section only, “Amount of Current Service” for employees hired by the City on or after February 1, 2015 to serve as Fire Captain or in any classification in this unit shall be calculated on the bas is of total sworn fire se rvice within the State of California:
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Resolution No. 2023-XX
1. For 24-hour shift employees:
Number of Hours
Amount of Current Service Annually Biweekly
≤ 5 Years 144 5.54
< 10 Years 192 7.39
≥ 10 Years 204 7.85
≥ 11 Years 216 8.31
≥ 12 Years 228 8.77
≥ 13 Years 240 9.23
≥ 14 Years 252 9.69
≥ 20 Years 264 10.15
2. For other than 24-hour shift employees:
Number of Hours
Amount of Current Service Annually Biweekly
≤ 5 Years 104 4.00
< 10 Years 120 4.62
≥ 10 Years 128 4.93
≥ 11 Years 136 5.24
≥ 12 Years 144 5.54
≥ 13 Years 152 5.85
≥ 14 Years 160 6.16
≥ 20 Years 168 6.46
≥ 25 Years 176 6.77
B. Vacation credit shall accrue each pay perio d in which the employee has worked or used paid leave except sick leave for at least one full regular work shift. An employee absent on sick leave or unpaid leave of absence for an entire pay period shall not receive vacation credit for that pay period.
C. Usage
1. First Vacation. A new employee’s first vacation may not be taken until he/she has successfully completed his/ her initial probation period with the City.
2. Department Head Approval. No va cation absence with pay may be taken without approval by the Fire Chief or designee. The Fire Chief shall schedule and approve vacation for his/her employees as requested or at such other time as will achieve the most efficient functioning of the department and to avoid any loss of vacation by reason of the accumulation limit provided herein.
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Resolution No. 2023-XX
D. Accumulation Limit
An employee may accumulate vacation credits up to twice his/her annual allowance. Vacation does not accrue beyond that point, with the following exception:
When any written request by an employee to take a vacation is refused or not acted upon by the Fire Chief and the employee is not allowed other vacation time off to prevent a loss of vacation credits, the employee shall then be paid at the straight time salary rate then in effect not only for the time worked, but also for the vacation time that would have been credited to him/her for so working were it not for said accumulation limit. This payment shall continue until such time as the employee is permitted to take a vacation.
E. Annual Conversion
At the end of each payroll y ear, a 24-hour shift employ ee may convert up to 96 hours of unused vacation time into cash, payable at the base salary rate in effect at the time of conversion. Other employees may conv ert up to 40 hours. Such conversions shall be made concurrently with the optional conversion of sick leave program.
F. Separation From Employment
An employee who separates from employment by resignation, layoff or otherwise, shall be paid for the balanc e of his/her accumulated vacation credits at the base salary rate in effect on the date of separation. In the case of the employee's death, the balance shall be paid to the employee's designee or, if no designee, to the employee's estate.
ARTICLE 26: SICK LEAVE
A. Each regular full-time employee s hall earn and accumulate sick leave in accordance with the following table:
Regular Regular Working Biweekly
Work Week Day Equivalent Accrual Rate
56 hours 12.0 hours 5.17 hours
40 hours 8.0 hours 3.69 hours
For sick leave credits to accrue during a pay period, the employee must have worked at least one full regular shift t hat pay period. An employee absent on vacation shall receive sick leave credit, but an employee absent on sick leave or unpaid leave of absence for an entire pay period shall not receive sick leave credit Fullerton Fire Management Association Page 19
Resolution No. 2023-XX
for that pay period.
B. Sick Leave Usage
An employee shall be allowed to use his/her accumulated sick leave as follows:
1. Absences relating to t he health of the employee:
a. Personal illness or physical incapacity which does not result from a service-connected illness or injury.
b. Medical or dental appointments;
c. Forced quarantine in acco rdance with community health regulations;
2. Absences relating to the hea lth of the employee’s family:
a. Health conditions of or m edical or dental appointments for the employee’s spouse, parents, children, stepchildren, brother, sister, mother-in-law, father-in-law, and others as required by law in a total amount not to exceed 48 hours in a payroll year for 40-hour employees and 67.2 hours for 56-hour employees.
b. The care of an employee’s newbor n child/children or the placement with an employee of a son or daught er for adoption or foster care, within the first 12 months after birth or placement. Employees may use up to 96 hours for 40-hour employees and up to 134.4 hours for 56-hour employees.
c. The serious health condition of a family member which qualifies under the Family and Medical Leave Act (FMLA). Employees may use up to 480 hours of accrued sick leave for 40-hour employees and for up to 672 hours of a ccrued sick leave for 56-hour employees, provided that the employee has submitted all necessary documentation to the Human Resources Department certifying the condition qualifies for leave under the FMLA.
In no event shall the total time taken pursuant to 2(a), 2(b) and 2(c) exceed 480 hours for 40-hour per week em ployees and up to 672 hours for 56- hour employees in any 12-month period. This maxi mum limit of 480 hours or 672 hours shall be reduced by any time taken pursuant to the employee’s own FMLA qualifying condition(s) within such rolling 12-month period except as otherwise required by law.
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Resolution No. 2023-XX
C. Approval of Sick Leave
1. Sick leave may be taken only when an employee has sick leave credits.
The first sick leave with pay may not be taken until three days’ sick leave have been credited. No payment for si ck leave shall be made without the approval of the Fire Chief.
2. Prior to resuming work after taking more than two consecutive 24-hour shifts of sick leave, a suppression employee shall submit a physician's written certification of the medical necessity for his/her absence from work and a written release stating that he/she is able to perform his/her normal or modified job duties. Non- suppression employees (i.e., those on a 40-hour workweek) shall submit this release after taking three or more consecutive shifts of sick leave. For example, an employee absent on Monday, Tuesday and Wednesday must provide this release before resuming work on Thursday.
If the absence of three or more consecut ive shifts is for family illness (see B2 above) the employee shall submit appropriate certification from the family member’s attending physician. The physician’s certification shall verify that the family member had an illness, injury, or medical procedure during the period of time for which pai d leave is requested. However, the certification shall not be required to include a diagnosis or description of injury or treatment.
D. Bereavement Leave
The death of a member of the employee' s immediate family shall entitle the affected employee to be absent for three consecutive shifts, and such absence shall not be charged to sick leave. Empl oyees may also use two days of their accumulated sick leave per incident for bereavement purposes, and the City Manager may authorize up to an additional fi ve consecutive shifts of sick leave usage for bereavement purposes when appropriate.
The definition of "immediate family" fo r the purpose of bereavement leave shall include the employee's spouse, parents, children, stepchi ldren, brother, sister, mother-in-law, father-in-law, grandparent, grandchild, stepparent , legal guardian and others as required by law.
E. Annual Optional Conversion of Sick Leave
1. A person who has been r egularly employed by the City for the full preceding calendar year and has at least 24 ( 48 hours for suppression employees) hours of unused sick leave remaining from the preceding payroll year, may convert a fixed percentage of the unused portion of those sick leave credits to either of the following:
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Resolution No. 2023-XX
a. Up to 50% to vacation credits; or
b. Up to 50% to cash, to be paid at the employee's base salary rate.
2. An eligible employee who does not use sick leave during the preceding payroll year may convert up to 60% to cash, to be paid at the employee's base salary rate.
F. Payment for Unused Sick Leave Upon Separation
Except as provided in this section, no payment shall be granted to an employee for accrued sick leave at the time of separation.
Employees who are killed in the line of duty and qualify under t he federal Public Safety Officers’ Benefits Act of 1976 (“elig ible employees,” for purposes of this subsection only), and no others are entit led to payment for unused sick leave upon separation as described below.
1. 50% of the unused sick leave credits accumulated will be paid to the employee or, in the case of the em ployee's death, to the employee's designee or, if no designee, to the employee's estate.
2. For purposes of this section, paym ent shall be at the base salary rate .
ARTICLE 27: CONVERSION OF LEAVE BALANCES
When an employee is reassigned from a 56-hour position to a 40-hour position, the employee’s leave balances shall be reduced to a 40-hour work week equivalent.
Similarly, when an employee is reassigned from a 40-hour position to a 56-hour position, the employee’s leave balances shall be increased to a 56-hour work week equivalent.
A. Vacation and Sick Leave Hours
Accrued Vacation and Sick Leave hours shall be converted as follows:
1. From 56-hour schedule to 40-hour schedule
Paid leave accrued but not taken sha ll be reduced by multiplying leave balances at the time of the schedule change by the ratio of 40/56 (.7143), rounded to the next highest whole hour.
2. From 40-hour schedule to 56-hour schedule
Paid leave accrued but not taken sha ll be increased by multiplying leave balances at the time of the schedule ch ange by the ratio of 56/40 (1.4), Fullerton Fire Management Association Page 22
Resolution No. 2023-XX
rounded to the next highest whole hour.
B. Holiday Hours
If an employee on a 56-hour schedule has el ected to accrue Holiday hours in accordance with Article 24(D), or is prom oting from the FFA and has elected to accrue Holiday hours in accordance with Article 36(D) of the FFA MOA, the employee shall be cashed-out for all Ho liday hours owed at his/her 56-hour hourly rate, and then begin receiving paid Holidays as a 40-hour employee.
Holiday cash-out for an employee going fr om a 56-hour schedule to a 40-hour schedule shall be calculated as follows:
Number of Holidays that have occurred in the payroll year multiplied by
11.2 = total number of Holiday hour s due to the employee, less any Holiday hours used by the employee during the payroll year.
If an employee has accrued and cashed-out any Holiday hours that would be considered advance payment, the empl oyee shall pay the advanced hours via payroll deduction in future earnings. An employee may spread out these deductions over the same number of pay periods that have elapsed during the current payroll year.
C. Management Leave hours shall be conv erted in accordance with Article 28
ARTICLE 28: MANAGEMENT LEAVE
A. Each employee shall be eligible for up to 27 hours of management leave each fiscal year, except that those who are on a 56-hour work week shall be eligible for up to 36 hours each fiscal year. Addi tional time may be granted at the discretion of the Fire Chief.
B. Management leave shall not accrue past the 27 or 36 hour maximum. Unused management leave shall be lo st at the end of each fisca l year and shall not be converted to any other form of compensation.
C. Accrued Management Leave hours s hall be converted as follows:
1. From 56-hour schedu le to 40-hour schedule
Management Leave accrued but not taken shall be reduced by multiplying the leave balance at the time of t he schedule change by the ratio of 27/36 (.75), rounded to the next highest whole hour.
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Resolution No. 2023-XX
2. From 40-hour schedu le to 56-hour schedule
Management Leave accrued but not taken shall be increased by multiplying the leave balance at the time of the sche dule change by the ratio of 36/27 (1.333), rounded to the next highest whole hour.
D. An employee who separates prior to the end of a fiscal year shall have deducted from the final paycheck or vacation balance any Management Leave that would be considered advance payment.
ARTICLE 29: WORKERS' COMPENSATION PROGRAM
Fire safety employees shall have all of t he benefits conferred upon t hem by the laws of the State of California with respect to job-incurred illness or injury.
The anniversary date of any employee who is abs ent from work as a result of an illness or an injury, either of which were induced by or arose from the per formance of duties in the course of his/her employment, shall not be affected as long as the employee is receiving an amount equal to his/her full pay. During such time, the employee shall continue to accrue vacation and sick leave benefits in the same manner as though he/she were not absent.
ARTICLE 29.1: WORKERS' COMPENSATION PROGRAM –
NON-SWORN EMPLOYEES
A. Supplemental Pay
1. An employee absent due to illness or injury resulting from his/her City employment, for which the employee is eligible to receive temporary total disability payments under California Workers’ Compensation laws, shall be paid his/her full salary only for t he first 1,040 cumulative hours of absence related to the illness or injury, including absences for medical or therapy. This salary payment period shall not extend beyond the date temporary total disability payments are terminated. Persons employed on a 3/4-time basis shall receive a cumulative total of 780 hours, and persons employed on a half-time basis shall re ceive a cumulative total of 520 hours.
2. A full-time employee who suffers a tem porary disability as a result of what is interpreted under state Workers’ Compensation laws as a separate illness or injury, regardless of whether the illness or injury is to the same or a different part of the body, shall be entitled to an additional 1,040 hours cumulative time of supplemental pay (pro rata time if a part-time employee) for each such separate illness or injury.
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Resolution No. 2023-XX
3. Once the employee has exhausted all of the benefits described in subsections 1 and 2 above, the employee shall be entitled, at his/her request, to use any accumulated sick l eave credits to pay the difference between his/her full salary and any amounts paid him/her under said Workers’ Compensation laws until his/her accumulated sick leave credits are exhausted.
B. The anniversary date of any employee who is absent from work as a result of an illness or injury resulting from the performa nce of duties in the course of his/her employment, shall not be thereby affected as long as he/she is receiving an amount equal to his/her full pay. During such time, the employee shall continue to accrue vacation and sick leave benefits in the same manner as through he/she were not absent.
ARTICLE 30: JURY DUTY
When an employee is duly summoned to jury dut y, he/she shall receive her/his regular pay for any regularly scheduled working hour s spent in actual performance of such service. If the employee receives $50 or more for such service, the employee shall remit to the City all fees and allowances payable fo r such service, less reimbursements from the court for meals, travel or lodging.
Employees who have the option to request call-in juror status shall exercise that option.
ARTICLE 31: PAYROLL SYSTEM
A. The City shall utilize the biweekly pay system.
Pay periods shall begin at 12:01
A.M. every other Saturday, and end at midnight on the second Friday (i.e., 14 days later) thereafter. Paydays shall occur on the Friday following the conclusion of each pay period. The one exception to this is when that Friday is a City holiday, the payday shall fall on the preceding business day.
B. Each affected employee shall participat e in the City’s direct deposit payroll program.
C. The payroll year begins on t he first day of the biweekly pay period that is paid in a new calendar year, and ends on the last day of the pay period that is paid within the same calendar year.
D. Federal Labor Standards Ac t (FLSA) work weeks will be determined for employees based upon their work schedules.
Fullerton Fire Management Association Page 25
Resolution No. 2023-XX
ARTICLE 32: SUBSTANCE ABUSE
A. It is the responsibility of all affected employees to cooperate to protect the lives, personal safety and property of coworkers and fellow citizens. The parties hereto and all affected employees shall take a ll reasonable steps to accomplish these goals and to minimize potential dangers.
B. It is in the best interest of the City, the FFMA, affected employees and the public to ensure that affected employees do not appear for work under the influence of drugs or alcohol, or possess illegal substanc es or alcohol while at work because such conduct is likely to result in reduced productivity, an unsafe working environment, poor morale and increased potent ial liability to the City. “Illegal substance” refers to any substance considered illegal under California State Law or Federal Law. "Under the influence of drugs" means the use of any illegal substance or misuse of a prescribed drug in a manner and to a degree that impairs the employee's work performance or ab ility to use City pr operty or equipment safely.
C. The City pays for a counseling servic e for employees who have problems with drugs and/or alcohol. The City and the FFMA agree that every effort shall be made by the City and the FFMA to refer employees who have such problems to this counseling service for assistance.
D. The City may compel an employee who is unable to perform the duties of his/her position to submit to a medical examination on City time and at the City's expense.
ARTICLE 33: USE OF TOBACCO
Affected employees shall not use tobacco products in any form inside or on City buildings, structures, facilities, vehicles, or in plain view of the public at any time.
ARTICLE 34: GRIEVANCE PROCEDURE
The grievance procedure contained in the Agreement between the City and the FFA shall apply to affected employees.
ARTICLE 35: ORANGE COUNTY FIRE AUTHORITY
Should the City make the decision to contract with the Orange County Fire Authority, the City and the FFMA agree to meet and co nfer in good faith over any negotiable impacts of the City's decision.
FULLERTON FIRE MANAGEMENT ASSOCIATION (FFMA)
SCHEDULE OF BASE SALARY RATES AND
ALLOCATION OF CLASSES TO SALARY RANGES
RANGE STEPS
NO. CLASS TITLE 1 234567
700 Emergency Medical Services Manage r
Approx. Annual 99,399 104,369 109,587 115,066 120,820 126,861 N/ A Approx. Monthly 8,283 8,697 9,132 9,589 10,068 10,572 N/ A Approx. Bi-Weekly 3,823 4,014 4,215 4,426 4,647 4,879 N/ A Hourly 47.788 50.177 52.686 55.320 58.086 60.991 N/ A
705 Battalion Chief (40 hr./wk.)
Approx. Annual 130,015 136,516 143,341 150,508 158,034 165,936 174,232 Approx. Monthly 10,835 11,376 11,945 12,542 13,169 13,828 14,519 Approx. Bi-Weekly 5,001 5,251 5,513 5,789 6,078 6,382 6,701 Hourly 62.507 65.633 68.914 72.360 75.978 79.777 83.766 710 Battalion Chief (56 hr./wk.)
Approx. Annual 130,015 136,516 143,341 150,508 158,034 165,936 174,232 Approx. Monthly 10,835 11,376 11,945 12,542 13,169 13,828 14,519 Approx. Bi-Weekly 5,001 5,251 5,513 5,789 6,078 6,382 6,701 Hourly 44.647 46.880 49.224 51.685 54.269 56.982 59.832 720 Division Chief (40 hr./wk.) - 7% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 139,116 146,072 153,375 161,044 169,096 177,551 186,429 Approx. Monthly 11,593 12,173 12,781 13,420 14,091 14,796 15,536 Approx. Bi-Weekly 5,351 5,618 5,899 6,194 6,504 6,829 7,170 Hourly 66.883 70.227 73.738 77.425 81.296 85.361 89.629 (56 hr./wk. equivalent)
Approx. Annual 139,116 146,072 153,375 161,044 169,096 177,551 186,429 Approx. Monthly 11,593 12,173 12,781 13,420 14,091 14,796 15,536 Approx. Bi-Weekly 5,351 5,618 5,899 6,194 6,504 6,829 7,170 Hourly 47.773 50.162 52.670 55.304 58.069 60.972 64.021 740 Deputy Chief (40 hr./wk.) - 14% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 148,217 155,628 163,409 171,580 180,159 189,167 198,625 Approx. Monthly 12,351 12,969 13,617 14,298 15,013 15,764 16,552 Approx. Bi-Weekly 5,701 5,986 6,285 6,599 6,929 7,276 7,639 Hourly 71.258 74.821 78.562 82.490 86.615 90.945 95.493 (56 hr./wk. equivalent)
Approx. Annual 148,217 155,628 163,409 171,580 180,159 189,167 198,625 Approx. Monthly 12,351 12,969 13,617 14,298 15,013 15,764 16,552 Approx. Bi-Weekly 5,701 5,986 6,285 6,599 6,929 7,276 7,639 Hourly 50.899 53.444 56.116 58.922 61.868 64.961 68.209 FFMA Salary Schedule
Effective 01/07/23 per Reso 2023-XXX APPENDIX A
Approved and Adopted on 06/06/23 Page 1
Effective January 7, 2023
FULLERTON FIRE MANAGEMENT ASSOCIATION (FFMA)
SCHEDULE OF BASE SALARY RATES AND
ALLOCATION OF CLASSES TO SALARY RANGES
RANGE STEPS
NO. CLASS TITLE 12345678
700 Emergency Medical Services Manage r
Approx. Annual 103,375 108,544 113,971 119,669 125,653 131,936 N/ A N/A Approx. Monthly 8,615 9,045 9,498 9,972 10,471 10,995 N/ A N/A Approx. Bi-Weekly 3,976 4,175 4,383 4,603 4,833 5,074 N/ A N/A Hourly 49.700 52.184 54.794 57.533 60.410 63.431 N/ A N/A 705 Battalion Chief (40 hr./wk.)
Approx. Annual 135,215 141,976 149,075 156,528 164,355 172,573 181,201 190,261 Approx. Monthly 11,268 11,831 12,423 13,044 13,696 14,381 15,100 15,855 Approx. Bi-Weekly 5,201 5,461 5,734 6,020 6,321 6,637 6,969 7,318 Hourly 65.007 68.258 71.671 75.254 79.017 82.968 87.116 91.472 710 Battalion Chief (56 hr./wk.)
Approx. Annual 135,215 141,976 149,075 156,528 164,355 172,573 181,201 190,261 Approx. Monthly 11,268 11,831 12,423 13,044 13,696 14,381 15,100 15,855 Approx. Bi-Weekly 5,201 5,461 5,734 6,020 6,321 6,637 6,969 7,318 Hourly 46.433 48.755 51.192 53.752 56.439 59.261 62.225 65.336 720 Division Chief (40 hr./wk.) - 7% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 144,680 151,914 159,510 167,485 175,860 184,653 193,885 203,580 Approx. Monthly 12,057 12,660 13,292 13,957 14,655 15,388 16,157 16,965 Approx. Bi-Weekly 5,565 5,843 6,135 6,442 6,764 7,102 7,457 7,830 Hourly 69.558 73.036 76.687 80.522 84.548 88.775 93.214 97.875 (56 hr./wk. equivalent)
Approx. Annual 144,680 151,914 159,510 167,485 175,860 184,653 193,885 203,580 Approx. Monthly 12,057 12,660 13,292 13,957 14,655 15,388 16,157 16,965 Approx. Bi-Weekly 5,565 5,843 6,135 6,442 6,764 7,102 7,457 7,830 Hourly 49.684 52.168 54.777 57.516 60.391 63.411 66.581 69.911 740 Deputy Chief (40 hr./wk.) - 14% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 154,145 161,853 169,945 178,442 187,365 196,733 206,569 216,898 Approx. Monthly 12,845 13,488 14,162 14,870 15,614 16,394 17,214 18,075 Approx. Bi-Weekly 5,929 6,225 6,536 6,863 7,206 7,567 7,945 8,342 Hourly 74.108 77.814 81.704 85.790 90.079 94.583 99.312 104.278 (56 hr./wk. equivalent)
Approx. Annual 154,145 161,853 169,945 178,442 187,365 196,733 206,569 216,898 Approx. Monthly 12,845 13,488 14,162 14,870 15,614 16,394 17,214 18,075 Approx. Bi-Weekly 5,929 6,225 6,536 6,863 7,206 7,567 7,945 8,342 Hourly 52.934 55.581 58.360 61.278 64.342 67.559 70.937 74.484 FFMA Salary Schedule
Effective 07/08/23 per Reso 2023-XXX APPENDIX A
Approved and Adopted on 06/06/23 Page 2
Effective July 8, 2023
FULLERTON FIRE MANAGEMENT ASSOCIATION (FFMA)
SCHEDULE OF BASE SALARY RATES AND
ALLOCATION OF CLASSES TO SALARY RANGES
RANGE STEPS
NO. CLASS TITLE 12345678
700 Emergency Medical Services Manage r
Approx. Annual 107,511 112,887 118,531 124,457 130,680 137,214 N/ A N/A Approx. Monthly 8,959 9,407 9,878 10,371 10,890 11,435 N/ A N/A Approx. Bi-Weekly 4,135 4,342 4,559 4,787 5,026 5,277 N/ A N/A Hourly 51.688 54.272 56.986 59.835 62.827 65.968 N/ A N/A 705 Battalion Chief (40 hr./wk.)
Approx. Annual 140,623 147,654 155,037 162,789 170,928 179,475 188,448 197,871 Approx. Monthly 11,719 12,305 12,920 13,566 14,244 14,956 15,704 16,489 Approx. Bi-Weekly 5,409 5,679 5,963 6,261 6,574 6,903 7,248 7,610 Hourly 67.607 70.988 74.537 78.264 82.177 86.286 90.600 95.130 710 Battalion Chief (56 hr./wk.)
Approx. Annual 140,623 147,654 155,037 162,789 170,928 179,475 188,448 197,871 Approx. Monthly 11,719 12,305 12,920 13,566 14,244 14,956 15,704 16,489 Approx. Bi-Weekly 5,409 5,679 5,963 6,261 6,574 6,903 7,248 7,610 Hourly 48.290 50.705 53.240 55.902 58.697 61.632 64.714 67.949 720 Division Chief (40 hr./wk.) - 7% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 150,467 157,990 165,890 174,184 182,893 192,038 201,640 211,722 Approx. Monthly 12,539 13,166 13,824 14,515 15,241 16,003 16,803 17,643 Approx. Bi-Weekly 5,787 6,077 6,380 6,699 7,034 7,386 7,755 8,143 Hourly 72.340 75.957 79.755 83.742 87.929 92.326 96.942 101.789 (56 hr./wk. equivalent)
Approx. Annual 150,467 157,990 165,890 174,184 182,893 192,038 201,640 211,722 Approx. Monthly 12,539 13,166 13,824 14,515 15,241 16,003 16,803 17,643 Approx. Bi-Weekly 5,787 6,077 6,380 6,699 7,034 7,386 7,755 8,143 Hourly 51.671 54.255 56.968 59.816 62.807 65.947 69.244 72.707 740 Deputy Chief (40 hr./wk.) - 14% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 160,310 168,326 176,742 185,579 194,858 204,601 214,831 225,573 Approx. Monthly 13,359 14,027 14,729 15,465 16,238 17,050 17,903 18,798 Approx. Bi-Weekly 6,166 6,474 6,798 7,138 7,495 7,869 8,263 8,676 Hourly 77.072 80.926 84.972 89.221 93.682 98.366 103.284 108.448 (56 hr./wk. equivalent)
Approx. Annual 160,310 168,326 176,742 185,579 194,858 204,601 214,831 225,573 Approx. Monthly 13,359 14,027 14,729 15,465 16,238 17,050 17,903 18,798 Approx. Bi-Weekly 6,166 6,474 6,798 7,138 7,495 7,869 8,263 8,676 Hourly 55.052 57.804 60.694 63.729 66.916 70.261 73.774 77.463 FFMA Salary Schedule
Effective 07/06/24 per Reso 2023-XXX APPENDIX A
Approved and Adopted on 06/06/23 Page 3
Effective July 6, 2024
FULLERTON FIRE MANAGEMENT ASSOCIATION (FFMA)
SCHEDULE OF BASE SALARY RATES AND
ALLOCATION OF CLASSES TO SALARY RANGES
RANGE STEPS
NO. CLASS TITLE 12345678
700 Emergency Medical Services Manage r
Approx. Annual 110,736 116,273 122,087 128,191 134,601 141,331 N/ A N/A Approx. Monthly 9,228 9,689 10,174 10,683 11,217 11,778 N/ A N/A Approx. Bi-Weekly 4,259 4,472 4,696 4,930 5,177 5,436 N/ A N/A Hourly 53.239 55.901 58.696 61.630 64.712 67.947 N/ A N/A 705 Battalion Chief (40 hr./wk.)
Approx. Annual 144,841 152,083 159,687 167,672 176,055 184,858 194,101 203,806 Approx. Monthly 12,070 12,674 13,307 13,973 14,671 15,405 16,175 16,984 Approx. Bi-Weekly 5,571 5,849 6,142 6,449 6,771 7,110 7,465 7,839 Hourly 69.635 73.117 76.773 80.611 84.642 88.874 93.318 97.984 710 Battalion Chief (56 hr./wk.)
Approx. Annual 144,841 152,083 159,687 167,672 176,055 184,858 194,101 203,806 Approx. Monthly 12,070 12,674 13,307 13,973 14,671 15,405 16,175 16,984 Approx. Bi-Weekly 5,571 5,849 6,142 6,449 6,771 7,110 7,465 7,839 Hourly 49.739 52.226 54.837 57.579 60.458 63.481 66.655 69.987 720 Division Chief (40 hr./wk.) - 7% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 154,980 162,729 170,866 179,409 188,379 197,798 207,688 218,073 Approx. Monthly 12,915 13,561 14,239 14,951 15,698 16,483 17,307 18,173 Approx. Bi-Weekly 5,961 6,259 6,572 6,900 7,245 7,608 7,988 8,387 Hourly 74.510 78.235 82.147 86.254 90.567 95.095 99.850 104.843 (56 hr./wk. equivalent)
Approx. Annual 154,980 162,729 170,866 179,409 188,379 197,798 207,688 218,073 Approx. Monthly 12,915 13,561 14,239 14,951 15,698 16,483 17,307 18,173 Approx. Bi-Weekly 5,961 6,259 6,572 6,900 7,245 7,608 7,988 8,387 Hourly 53.221 55.882 58.676 61.610 64.691 67.925 71.321 74.888 740 Deputy Chief (40 hr./wk.) - 14% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 165,119 173,375 182,044 191,146 200,703 210,738 221,275 232,339 Approx. Monthly 13,760 14,448 15,170 15,929 16,725 17,562 18,440 19,362 Approx. Bi-Weekly 6,351 6,668 7,002 7,352 7,719 8,105 8,511 8,936 Hourly 79.384 83.353 87.521 91.897 96.492 101.317 106.382 111.701 (56 hr./wk. equivalent)
Approx. Annual 165,119 173,375 182,044 191,146 200,703 210,738 221,275 232,339 Approx. Monthly 13,760 14,448 15,170 15,929 16,725 17,562 18,440 19,362 Approx. Bi-Weekly 6,351 6,668 7,002 7,352 7,719 8,105 8,511 8,936 Hourly 56.703 59.538 62.515 65.641 68.923 72.369 75.987 79.787 FFMA Salary Schedule
Effective 07/05/25 per Reso 2023-XXX APPENDIX A
Approved and Adopted on 06/06/23 Page 4
Effective July 5, 2025
FULLERTON FIRE MANAGEMENT ASSOCIATION (FFMA)
SCHEDULE OF BASE SALARY RATES AND
ALLOCATION OF CLASSES TO SALARY RANGES
RANGE STEPS
NO. CLASS TITLE 12345678
700 Emergency Medical Services Manage r
Approx. Annual 114,059 119,762 125,750 132,038 138,640 145,572 N/ A N/A Approx. Monthly 9,505 9,980 10,479 11,003 11,553 12,131 N/ A N/A Approx. Bi-Weekly 4,387 4,606 4,837 5,078 5,332 5,599 N/ A N/A Hourly 54.836 57.578 60.457 63.480 66.654 69.986 N/ A N/A 705 Battalion Chief (40 hr./wk.)
Approx. Annual 149,186 156,645 164,478 172,701 181,337 190,403 199,924 209,920 Approx. Monthly 12,432 13,054 13,706 14,392 15,111 15,867 16,660 17,493 Approx. Bi-Weekly 5,738 6,025 6,326 6,642 6,974 7,323 7,689 8,074 Hourly 71.724 75.310 79.076 83.030 87.181 91.540 96.117 100.923 710 Battalion Chief (56 hr./wk.)
Approx. Annual 149,186 156,645 164,478 172,701 181,337 190,403 199,924 209,920 Approx. Monthly 12,432 13,054 13,706 14,392 15,111 15,867 16,660 17,493 Approx. Bi-Weekly 5,738 6,025 6,326 6,642 6,974 7,323 7,689 8,074 Hourly 51.231 53.793 56.482 59.306 62.272 65.385 68.655 72.087 720 Division Chief (40 hr./wk.) - 7% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 159,629 167,610 175,991 184,791 194,030 203,732 213,918 224,614 Approx. Monthly 13,302 13,968 14,666 15,399 16,169 16,978 17,827 18,718 Approx. Bi-Weekly 6,140 6,447 6,769 7,107 7,463 7,836 8,228 8,639 Hourly 76.745 80.582 84.611 88.842 93.284 97.948 102.845 107.988 (56 hr./wk. equivalent)
Approx. Annual 159,629 167,610 175,991 184,791 194,030 203,732 213,918 224,614 Approx. Monthly 13,302 13,968 14,666 15,399 16,169 16,978 17,827 18,718 Approx. Bi-Weekly 6,140 6,447 6,769 7,107 7,463 7,836 8,228 8,639 Hourly 54.818 57.559 60.436 63.458 66.631 69.963 73.461 77.134 740 Deputy Chief (40 hr./wk.) - 14% Differential Over Battalion Chief (40 hr./wk.) Approx. Annual 170,072 178,576 187,504 196,880 206,724 217,060 227,913 239,308 Approx. Monthly 14,173 14,881 15,625 16,407 17,227 18,088 18,993 19,942 Approx. Bi-Weekly 6,541 6,868 7,212 7,572 7,951 8,348 8,766 9,204 Hourly 81.765 85.854 90.146 94.654 99.386 104.356 109.573 115.052 (56 hr./wk. equivalent)
Approx. Annual 170,072 178,576 187,504 196,880 206,724 217,060 227,913 239,308 Approx. Monthly 14,173 14,881 15,625 16,407 17,227 18,088 18,993 19,942 Approx. Bi-Weekly 6,541 6,868 7,212 7,572 7,951 8,348 8,766 9,204 Hourly 58.404 61.324 64.390 67.610 70.990 74.540 78.267 82.180 FFMA Salary Schedule
Effective 07/04/26 per Reso 2023-XXX APPENDIX A
Approved and Adopted on 06/06/23 Page 5
Effective July 4, 2026
City of Fullerton Class Specification
JUNE 2023
Fire Battalion Chief
FIRE BATTALION CHIEF
Definition:
Under general supervision, supervises, plans and coordinates assigned Fire Department operations, services and activities including fire suppression, fire prevention, inspections, in-service training activities and maintenance of equipment and facilities; coordinates assigned activities with other divisions, outside agencies and the general public; presents public education programs; provides responsible and complex staff assistance to the Deputy Chief and performs related work as required.
Essential Duties and Responsibilities:
The following responsibilities and essential duties are performed on a frequent and recurring basis by an incumbent. These are not to be construed as exclusive or all - inclusive. Other duties may be required and assigned.
Coordinates the organization, staffing and operational activities to include assuming command, responsibility, and management of fire personnel at fires, rescues, disasters, hazardous materials, and other emergency incidents.
Manages the resources of assigned programs and activities to ensure emergency response readiness and acceptable levels of maintenance and supplies.
Participates in the development and assists in the management and implementation of departmental goals, objectives, and strategic priorities and plans for department and/or area of assignment; reviews and evaluates work methods, procedures and effectiveness and recommends and implements methods for improvement.
Participates in the selection, training, motivation, and evaluation of assigned staff and recommends and/or implements disciplinary action; provides or coordinates staff training; works with employees to enhance their strengths and correct deficiencies.
Responds to and resolves difficult and sensitive citizen inquiries and complaints.
Directs, coordinates and reviews work plans for assigned fire companies; meets with staff to resolve problems, assign activities, and review and evaluate services, methods, and procedures.
Coordinates, supervises, and participates in apparatus and equipment inspection/testing and coordinates equipment maintenance and repair.
Coordinates suppression training to ensure provision of mandated training; schedules monthly training activities; coordinates joint training and provides specialty training.
Stays abreast of new trends and innovations in the fields of fire suppression, emergency medical services and transport, fire prevention, and emergency management as well as in area of assignment.
City of Fullerton Class Specification
JUNE 2023
Fire Battalion Chief
Participates in the development and administration of the department budget; participates in the forecast of funds needed for staffing, equipment, materials, and supplies; monitors and approves expenditures and implements budgetary adjustments as appropriate.
Resolves grievances and/or participates in the grievance resolution process.
Reviews incident reports for completion and accuracy.
Coordinates assigned services and activities with other divisions/departments and outside organizations/agencies as needed.
Responds to and resolves inquiries and concerns from a variety of sources and investigates complaints of violations.
Prepares or directs the preparation of a variety of materials to include comprehensive staff reports, correspondence, and schedules.
Provides staff assistance to a Division Chief, a Deputy Chief or the Fire Chief and may act in their absence as assigned.
Represents the City and the Fire Department at civic and other public functions and makes oral presentations.
Drives a vehicle on City business.
Responds to emergency incidents off-duty when requested.
Other Duties and Responsibilities:
Performs other projects/tasks as assigned.
Drives/operates a fire engine and specialized equipment as needed.
Lifts and moves objects weighing 75 pounds or less, performs strenuous physical activities and in an emergency, drags or carries victims.
Class Characteristics:
Fire Battalion Chief is a Fire Management class with duties related to the management of staff and resources involved with the protection of life and property under emergency situations.
Qualification Guidelines:
The knowledge and abilities which are required to perform the duties and responsibilities of this class are as follows:
Knowledge of:
City of Fullerton Class Specification
JUNE 2023
Fire Battalion Chief
Command and control strategy and tactics , suppression techniques, firefighting principles, fire apparatus and firefighting-related equipment.
Basic building construction materials, methods, and techniques.
Operational characteristics and designs of automated fire pr otection systems, sprinkler systems, alarm systems, elevators, and other related systems.
Principles and procedures of the Incident Command System (ICS) and Standard Emergency Management System (SEMS).
Local, county, state and federal laws and regulations related to the area assigned.
Fire Department rules, regulations, administrative and operational procedures, Firefighter Memorandum of Agreement provisions and related labor issues/laws.
Principles and practices of budget preparation and administration.
Principles and procedures of recordkeeping and reporting to include incident reporting.
English usage and grammar.
City geography, local hazards and hydrant and water main locations.
Effective supervisory techniques to include performance evaluation methods, grievance handling and staff counseling.
Individual and group training/instruction methods.
Techniques for providing a high level of customer service.
Modern office practices, methods, and computer equipment and applications related to the work.
AND
Ability to:
Manage and coordinate the work of assigned staff and provide professional leadership and direction.
Manage and coordinate a full range of Fire Department activities, utilize the incident command system, and direct and control a variety of emergency services.
Recommend and implement goals, objectives, and practices for providing effective and efficient fire suppression and related services.
Supervise, train, and evaluate staff.
Operate and train others in the use of a variety of firefighting and emergency tools City of Fullerton Class Specification
JUNE 2023
Fire Battalion Chief
equipment.
Interpret and apply applicable policies, procedures, laws, codes , and regulations related to area assigned.
Organize work, adhere to multiple deadlines, and handle multiple projects.
Work independently, understand and follow verbal and written directions, use independent judgment and initiative, and make sound decisions in accordance with established procedures and policies.
Communicate effectively orally and in writing and prepare a variety of clear and concise reports; read and write at the level required for successful job performance.
Meet the public with courtesy and tact; use tact, discretion, and sensitivity in dealing with sensitive situations.
Establish and maintain effective relationships with those contacted in the course of work and live cooperatively with peers and supervisors.
Maintain discipline and order on-site and exercise self-control and good judgment in emergency/hazardous situations; handle job stress and maintain a professional demeanor; remain calm and composed in demanding situations.
Operate modern office equipment including computer equipment and applicable and specialized software.
Perform activities requiring good physical condition.
Education and Experience:
Any combination of training and experience which provides the required knowledge, skills, and abilities is considered qualifying. A typical way to obtain the required qualifications is:
Graduation from a State of California accredited fire academy.
AND
Eight years of progressively responsible, sworn experience in the fire service, to include three years as a Fire Captain with the Fullerton Fire Department or comparable organization.
A bachelor’s degree in Management, Business Administration, Public Administration, or a related field from an accredited college or university supplemented with course work in Fire Science or Fire Administration is highly desirable.
Special Requirements Include:
One of the following:
City of Fullerton Class Specification
JUNE 2023
Fire Battalion Chief
Status as a current City of Fullerton employee AND an open Fullerton Fire Department Acting Fire Battalion Chief Task Book at time of application and completed prior to appointment.
OR
Proof of completion of all educational requirements for Chief Fire Officer certification by California State Fire Training at time of application.
And all of the following:
At time of application, certification by California State Fire Training as a Fire Officer or proof of completion of all requirements for certification as a Company Officer.
Completion of California State Fire Training Chief Fire Officer Task Book prior to the completion of probation.
Designation as a California Incident Command Certification System Qualified Strike Team Leader Trainee prior to the completion of probation.
Valid and appropriate California Driver’s License with the necessary California Department of Motor Vehicle Endorsements/Restrictions required for operation firefighting equipment, and acceptable driving record at time of application and maintenance of such throughout employment in this position. Note: A driving permit is not acceptable. Employees in this classification will be enrolled in the Department of Motor Vehicles Government Employ er Pull Notice Program.
Eyesight not less than uncorrected 20/100, correctable to 20/30 with contacts or glasses.
Must have color vision sufficient to recognize red, green, and yellow colors.
Must be able to work a variety of shifts and a flexible schedule to include 40-hour, 56- hour and other workweeks, consecutive 24-hour shifts, overtime, emergency call back, holidays and weekends to accommodate City needs.
The City of Fullerton’s Conflict of Interest Code requires that a Fire Battalion Chief file financial disclosure statements in accordance with state and local laws.
Possession of a current State of California approved Emergency Medical Technician (EMT) 1 or EMT Fire Service Certificate at time of application.
Valid and appropriate Red Cross or American Heart Association cardiopulmonary resuscitation (CPR) certification at time of application and throughout employment in this position.
Physical Tasks and Working Conditions Include the Following:
Work is performed indoors and outdoors. When work is performed outdoors there is full exposure to the elements. An incumbent drives a vehicle on City business and may perform physical activity requiring physical strength and endurance. An incumbent sits, stands, walks and may run on slippery and uneven surfaces, kneels, crouches, twists, City of Fullerton Class Specification
JUNE 2023
Fire Battalion Chief
reaches, may lay dry and charged hoses, carry, raise and lower a variety of ladders; work from ladders while carrying equipment; rappel down elevated areas; climb stairs, ladders and inclines while carrying equipment; work on rooftops, multi -story buildings and at various heights; an incumbent may, in an emergency, ventilate roofs, rescue injured persons from hazardous areas by assisting, carrying or dragging the victim(s); climb over walls, fences, through windows; crawl through confined spaces and conduct searches. An incumbent may use a variety of hand and power tools and equipment to include rotary and chain powered saws, sledgehammers, shovels, picks, hoists, axes, ropes, hydraulic rescue tools, pike pokes, prying tools, rubbish hooks, hose lines and bundles, fire extinguishers, air bottles and breathing apparatus. An incumbent may push, pull, drag, grasp, lift and carry items and work at shoulder level with hoses and other items weighing 75 pounds or less and drag or carry victims weighing up to 150 pounds. Incumbents performing first aid and paramedic tasks may also be exposed to human injury health hazards to include blood and other bodily fluids/products, communicable diseases, and human-borne parasites. When on-site at an incident, incumbents are exposed to/work in a hot, smoky, or toxic atmosphere close to flames. Incumbents may be exposed to extreme noise, wet or damp conditions, grease/oil, fumes, solvents, a variety of chemicals, mechanical and electrical hazards, vehicle hazards and vibration. Incumbents must be able to meet the physical requirements of the class and have mobility, balance, coordination, vision, hearing, sense of smell and dexterity levels appropriate to the duties to be performed.
Fair Labor Standards Act Designation: Exempt.
Revised June 2023
Revised February 2023 (includes title change from Battalion Chief) Revised February 2017
Revised October 2012
Revised July 2010
Revised July 2004
Revised October 1990
City of Fullerton Class Specification
JUNE 2023
Division Chief
DIVISION CHIEF
Definition:
Under general supervision, assists in directing and managing the activities and operations of an assigned division or program within the Fullerton Fire Department; oversees special programs and conducts special projects; coordinates assigned activities with other City departments; provides highly responsible and complex staff assistance to a Deputy Chief and performs related work as required.
Essential Duties and Responsibilities:
The following responsibilities and essential duties are performed on a frequent and recurring basis by an incumbent. These are not to be construed as exclusive or all - inclusive. Other duties may be required and assigned.
Manages department activities and operations and assumes full management responsibility over an assigned division or program including supervising safety and non-safety professional, technical, and clerical staff.
Serves as the Department Safety Officer; responds to emergency incidents as required by departmental policy; assumes command of operations unless relieved of command by a superior officer; performs a management role in the direction of assigned personnel and equipment at the scene of emergencies involving fire, all types of accidents, hazardous materials incidents, and lifesaving and rescue work.
May coordinate all initial and promotional testing and selection procedures for all ranks; plans and directs mandated training for suppression, EMS, and fire prevention; schedules monthly training activities and evaluations for probationary employees.
May facilitate the purchasing, maintenance, and inventory of department-related equipment, vehicles, and property including fire apparatus, command and light duty vehicles, communication equipment, rescue and safety equipment, and fire stations; supervises the apparatus and equipment maintenance program.
Ensures compliance with applicable labor and employment laws, memorandum of agreement, and City and Department policies and procedures.
Works collaboratively with the Fire Battalion Chief’s Office to analyze and present After Action Reports.
Supervises and provides program guidance to the Emergency Medical Services Manager.
Represents the City and Fire Department at civic and other public functions , to other departments, elected officials, and outside agencies and makes public presentations; coordinates assigned activities with those of other departments, outside agencies, and multi-jurisdictional unified command organizations.
City of Fullerton Class Specification
JUNE 2023
Division Chief
Prepares or directs the preparation of a variety of materials to include comprehensive staff reports, proposals, memoranda, and related documents concerning department operations, programs, and activities; receiv es and assesses a variety of documents, reports, and statistical information to support the Deputy Chief and Fire Chief.
Participates on a variety of boards, commissions, and committees; attends and participating in professional group meetings.
Participates in the development and assists in the management and implementation of departmental goals, objectives, and strategic priorities and plans for department and/or area of assignment; reviews and evaluates work methods, procedures and effectiveness and recommends and implements methods for improvement.
Participates in the selection, training, motivation, and evaluation of assigned staff and recommends disciplinary action when appropriate; provides or coordinates staff training; works with employees to enhance their strengths and correct deficiencies.
Directs, coordinates and reviews work plans for assigned fire companies; meets with staff to resolve problems, assign activities, and review and evaluate services, methods, and procedures.
Coordinates, supervises, and participates in apparatus and equipment inspection/testing and coordinates equipment maintenance and repair.
Manages the resources of assigned division(s), programs, and activities to ensure emergency response readiness and acceptable levels of maintenance and supplies.
Stays abreast of new trends and innovations in the fields of fire suppression, emergency medical services and transport, fire prevention, and emergency management as well as in area of assignment.
Participates in the development and administration of assigned division/program and department budget; participates in the forecast of funds needed for staffing, equipment, materials, and supplies; monitors and approves expenditures and implements budgetary adjustments as appropriate.
Participates in the grievance resolution process working with the Fire Battalion Chief and the Deputy Chief to determine the most appropriate course of action.
Reviews incident reports for completion and accuracy.
Responds to and resolves difficult and sensitive inquiries and concerns from a variety of sources.
Provides staff assistance to the Deputy Chiefs or Fire Chief and may act in their absence as assigned.
City of Fullerton Class Specification
JUNE 2023
Division Chief
Drives a vehicle on City business.
Responds to emergency incidents off-duty when requested.
Other Duties and Responsibilities:
Performs other projects/tasks as assigned.
Drives/operates a fire engine and specialized equipment as needed.
Lifts and moves objects weighing 75 pounds or less, performs strenuous physical activities and in an emergency, drags or carries victims.
Class Characteristics:
Division Chief is a Fire Management class with duties related to the management of staff and resources involved with the protection of life and property under emergency situations in addition to managing an assigned division or program within the Fire Department.
Qualification Guidelines:
The knowledge and abilities which are required to perform the duties and responsibilities of this class are as follows:
Knowledge of:
Command and control strategy and tactics , suppression techniques, firefighting principles, fire apparatus and firefighting-related equipment.
Basic building construction materials, methods, and techniques.
Local, county, state and federal laws and regulations related to the area assigned.
Fullerton Fire Department rules, regulations, administrative and operational procedures, Fullerton Firefighters’ Memorandum of Agreement provisions and related labor issues/laws.
Principles and procedures of the Incident Command System (ICS) and Standard Emergency Management System (SEMS).
Management and leadership theory; effective supervisory principles and techniques to include performance evaluation methods, grievance handling and staff counseling.
Principles and procedures of recordkeeping and reporting to include incident reporting.
English usage and grammar.
City geography, local hazards and hydrant and water main locations.
City of Fullerton Class Specification
JUNE 2023
Division Chief
Effective supervisory techniques.
Principles and practices of budget preparation and administration.
Individual and group training/instruction methods.
Techniques for providing a high level of customer service.
Modern office practices, methods, and computer equipment and applications related to the work.
AND
Ability to:
Manage and coordinate the work of assigned staff and provide professional leadership and direction.
Manage and coordinate a full range of Fire Department activities, utilize the incident command system, and direct and control a variety of emergency services.
Recommend and implement goals, objectives, and practices for providing effective and efficient fire suppression and related services.
Supervise, train, and evaluate staff.
Analyze complex management problems and develop and evaluate alternatives and exercise leadership in adopting effective courses of action.
Operate and train others in the use of a variety of firefighting and emergency tools equipment.
Interpret and apply applicable policies, procedures, laws, codes , and regulations related to area assigned.
Organize work, adhere to multiple deadlines, and handle multiple projects.
Administer a division or program budget.
Work independently, understand and follow verbal and written directions, use independent judgment and initiative, and make sound decisions in accordance with established procedures and policies.
Communicate effectively orally and in writing and prepare a variety of clear and concise reports; read and write at the level required for successful job performance.
Meet the public with courtesy and tact; use tact, discretion, and sensitivity in dealing with sensitive situations.
Establish and maintain effective relationships with those contacted in the course City of Fullerton Class Specification
JUNE 2023
Division Chief
of work and live cooperatively with peers and supervisors.
Maintain discipline and order on-site and exercise self-control and good judgment in emergency/hazardous situations; handle job stress and maintain a professional demeanor; remain calm and composed in demanding situations.
Operate modern office equipment incl uding computer equipment and applicable and specialized software.
Perform activities requiring good physical condition.
Education and Experience:
Any combination of training and experience which provides the required knowledge, skills, and abilities is considered qualifying. A typical way to obtain the required qualifications is:
Graduation from a State of California accredited fire academy.
AND
Eight years of progressively responsible, sworn experience in the fire service, to include three years as a Fire Captain with the Fullerton Fire Department or comparable organization.
A bachelor’s degree in Management, Business Administration, Public Administration, or a related field from an accredited college or university supplemented with course work in Fire Science or Fire Administration is highly desirable.
Special Requirements Include:
One of the following:
Status as a current City of Fullerton employee AND an open Fullerton Fire Department Acting Fire Battalion Chief Task Book at time of application and completed prior to appointment.
OR
Proof of completion of all educational requirements for Chief Fire Officer certification by California State Fire Training at time of application.
And all of the following:
At time of application, certification by California State Fire Training as a Fire Officer or proof of completion of all requirements for certification as a Company Officer.
Completion of California State Fire Training Chief Fire Officer Task Book prior to the completion of probation.
Designation as a California Incident Command Certification System Qualified Strike Team City of Fullerton Class Specification
JUNE 2023
Division Chief
Leader Trainee prior to the completion of probation.
Valid and appropriate California Driver’s License with the necessary California Department of Motor Vehicle Endorsements/Restrictions required for operation firefighting equipment, and acceptable driving record at time of application and maintenance of such throughout employment in this position. Note: A driving permit is not acceptable. Employees in this classification will be enrolled in the Department of Motor Vehicles Government Employer Pull Notice Program.
Eyesight not less than uncorrected 20/100, correctable to 20/30 with contacts or glasses.
Must have color vision sufficient to recognize red, green, and yellow colors.
Must be able to work a variety of shifts and a flexible schedule to include 40-hour, 56- hour and other workweeks, consecutive 24-hour shifts, overtime, emergency call back, holidays and weekends to accommodate City needs.
The City of Fullerton’s Conflict of Interest Code requires that a Fire Battalion Chief file financial disclosure statements in accordance with state and local laws.
Possession of a current State of California approved Emergency Medical Technician (EMT) 1 or EMT Fire Service Certificate at time of application.
Valid and appropriate Red Cross or American Heart Association cardiopulmonary resuscitation (CPR) certification at time of application and throughout employment in this position.
Physical Tasks and Working Conditions Include the Following:
Work is performed indoors and outdoors. When work is performed outdoors there is full exposure to the elements. An incumbent drives a vehicle on City business and may perform physical activity requiring physical s trength and endurance. An incumbent sits, stands, walks and may run on slippery and uneven surfaces, kneels, crouches, twists, reaches, may lay dry and charged hoses, carry, raise and lower a variety of ladders; work from ladders while carrying equipment; rappel down elevated areas; climb stairs, ladders and inclines while carrying equipment; work on rooftops, multi -story buildings and at various heights; an incumbent may, in an emergency, ventilate roofs, rescue injured persons from hazardous areas by assisting, carrying or dragging the victim(s); climb over walls, fences, through windows; crawl through confined spaces and conduct searches. An incumbent may use a variety of hand and power tools and equipment to include rotary and chain powered saws, sledgehammers, shovels, picks, hoists, axes, ropes, hydraulic rescue tools, pike pokes, prying tools, rubbish hooks, hose lines and bundles, fire extinguishers, air bottles and breathing apparatus. An incumbent may push, pull, drag, grasp, lift and carry items and work at shoulder level with hoses and other items weighing 75 pounds or less and drag or carry victims weighing up to 150 pounds. Incumbents performing first aid and paramedic tasks may also be exposed to human injury health hazards to include blood and other bodily fluids/products, communicable diseases, and human-borne parasites. When on-site at an incident, incumbents are exposed to/work in a hot, smoky, or toxic atmosphere close to flames. Incumbents may be exposed to extreme noise, wet or damp conditions, grease/oil, fumes, solvents, a variety of chemicals, mechanical and electrical hazards, vehicle hazards and vibration. Incumbents must be able to meet the physical requirements of the class and have mobility, balance, City of Fullerton Class Specification
JUNE 2023
Division Chief
coordination, vision, hearing, sense of smell and dexterity levels appropriate to the duties to be performed.
Fair Labor Standards Act Designation: Exempt.
Established June 2023
City of Fullerton Class Specification
JUNE 2023
Deputy Chief
DEPUTY CHIEF
Definition:
Under general direction of the Fire Chief, leads, directs and manages the activities and operations of the Fire Department within areas of responsibility to include operations, fire prevention and/or administration; oversees special programs and conducts special projects; provides highly responsible and complex staff assistance to the Fire Chief and performs related work as required.
Essential Duties and Responsibilities:
The following responsibilities and essential duties are performed on a frequent and recurring basis by an incumbent. These are not to be construed as exclusive or all - inclusive. Other duties may be required and assigned.
Manages department activities and assumes full management responsibility for operations, fire prevention and/or administration including supervising safety and non-safety professional, technical, and clerical staff.
Develops and standardizes procedures and methods to improve and continuously monitor the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; assesses and monitors workload, administrative and support systems, and internal reporting relationship; identifies opportunities and makes recommendations for improvements.
Assist the Fire Chief in directing activities of the Fullerton Fire Department; confers with the Fire Chief in developing policies and procedures and implementation of department goals.
Coordinates with Fire Battalion Chiefs to establish daily priorities; evaluates daily activity locally, regionally, and statewide for impact on local resources distribution and concentration; allocates resources to ensure City coverage for emergency response and training.
Responds to emergency incidents and may assume command and control of field operations; performs management role in the direction of assigned personnel and equipment at the scene of emergencies involving fire, all types of accidents, hazardous materials incidents, and lifesaving and rescue work; supervises and directs fire scene and arson investigations.
Conducts a variety of organizational and operational studies and investigations; recommends modifications to assigned programs, policies and procedures as appropriate.
Assists in directing disaster preparedness and other programs, works to maximize individual and community preparedness to minimize loss of life and property within community.
Ensures compliance with applicable labor and employment laws, memorandum s City of Fullerton Class Specification
JUNE 2023
Deputy Chief
of agreement, and City and Department policies and procedures.
Oversees the presentation of After Action Reports.
May supervise and provide program guidance to a Division Chief.
Represents the City and Fullerton Fire Department at civic and other public functions, to other departments, elected officials, and outside agencies and makes public presentations ; coordinates assigned activities with those of other departments, outside agencies, and multi -jurisdictional unified command organizations.
Prepares or directs the preparation of a variety of materials to include comprehensive staff reports, proposals, memoranda, and related documents concerning department operations, programs, and activities; receiv es and assesses a variety of documents, reports, and statistical information.
Participates on a variety of boards, commissions, and committees; attends and participating in professional group meetings.
Participates in the selection, training, motivation, and evaluation of assigned staff and recommends and/or implements disciplinary action; provides or coordinates staff training; works with employees to enhance their strengths and correct deficiencies.
Directs, coordinates and reviews work plans for assigned fire companies; meets with staff to resolve problems, assign activities, and review and evaluate services, methods, and procedures.
Provides administrative direction in the Insurance Service Office public protection classification process.
Coordinates, supervises, and participates in apparatus and equipment inspection/testing and coordinates equipment maintenance and repair.
Manages the resources of assigned division(s), programs, and activities to ensure emergency response readiness and acceptable levels of maintenance and supplies.
Plans and administer s the City’s fire prevention, structural inspection program, requiring interpretation of existing policies and regulations and recommends revised and new fire prevention ordinance; develops, implements, and supervises comprehensive fire prevention, inspection, and education programs.
Performs or assigns comprehensive and technical plan chec ks of proposed projects for the determination of fire safety conditions and needs.
Stays abreast of new trends and innovations in the fields of fire suppression, emergency medical services and transport, fire prevention, and emergency management as well as in area of assignment.
City of Fullerton Class Specification
JUNE 2023
Deputy Chief
Participates in the development and administration of assigned division/program and department budget; participates in the forecast of funds needed for staffing, equipment, materials, and supplies; monitors and approves expenditures and implements budgetary adjustments as appropriate.
Resolves grievances and/or participates in the grievance resolution process.
Reviews incident reports for completion and accuracy.
Responds to and resolves difficult and sensitive inquiries and concerns from a variety of sources, investigates complaints of violations, and determines cause(s) of fires.
Provides staff assistance to the Fire Chief to include grant preparation, contract administration, and monitoring the Emergency Operations Center and acts in the Fire Chief’s absence as assigned.
Drives a vehicle on City business.
Responds to emergency incidents off-duty when requested.
Other Duties and Responsibilities:
Performs other projects/tasks as assigned.
Drives/operates a fire engine and specialized equipment as needed.
Lifts and moves objects weighing 75 pounds or less, performs strenuous physical activities and in an emergency, drags or carries victims.
Class Characteristics:
Deputy Chief is a Fire Management class with duties related to the management of staff and resources involved with the protection of life and property under emergency situations in addition to managing an assigned division or program within the Fullerton Fire Department.
Qualification Guidelines:
The knowledge and abilities which are required to perform the duties and responsibilities of this class are as follows:
Knowledge of:
Principles and modern methods of fire administration including organization, fiscal management, budgetary preparation and controls, program planning, implementation, and administration.
Command and control strategy and tactics, suppression techniques, firefighting principles, fire apparatus and firefighting-related equipment.
City of Fullerton Class Specification
JUNE 2023
Deputy Chief
Principles and procedures of the Incident Command System (ICS) and Standard Emergency Management System (SEMS).
Basic building construction materials, methods, and techniques.
Operational characteristics and designs of automated fire protection systems, sprinkler systems, alarm systems, elevators, and other related systems.
Local, county, state and federal laws and regulations related to the area assigned.
Fire prevention principles, practices, techniques and the provisions of local fire code requirements and related ordinances.
Fullerton Fire Department R ules & R egulations, administrative and operational procedures, Fullerton Firefighters’ Memorandum of Agreement provis ions, and related labor issues/laws including the Firefighter Bill of Rights.
Management and leadership theory; effective supervisory principles and techniques to include performance evaluation methods, grievance handling and staff counseling.
Research and analysis methodologies.
Principles and procedures of recordkeeping and reporting to include incident reporting.
English usage and grammar.
City geography, local hazards and hydrant and water main locations.
Individual and group training/instruction methods.
Techniques for providing a high level of customer service.
Modern office practices, methods, and computer equipment and applications related to the work.
AND
Ability to:
Assist in the overall leadership and management of the Fullerton Fire Department.
Manage and coordinate the work of assigned staff and provide professional leadership and direction.
Manage and coordinate a full range of Fullerton Fire Department activities, utilize the incident command system, and direct and control a variety of emergency services.
Recommend and implement goals, objectives, and practices for providing effective City of Fullerton Class Specification
JUNE 2023
Deputy Chief
and efficient fire suppression and related services.
Supervise, train, and evaluate staff.
Independently analyze complex management problems and develop and evaluate alternatives and exercise leadership in adopting effective courses of action.
Operate and train others in the use of a variety of firefighting and emergency tools equipment.
Interpret and apply applicable policies, procedures, laws, codes , and regulations related to area assigned.
Organize work, adhere to multiple deadlines, and handle multiple projects.
Administer a division, program, or department budget.
Understand and follow verbal and written directions.
Communicate effectively orally and in writing and prepare a variety of clear and concise reports; read and write at the level required for successful job performance.
Meet the public with courtesy and tact; use tact, discretion, and sensitivity in dealing with sensitive situations.
Establish and maintain effective relationships with those contacted in the course of work and live cooperatively with peers and supervisors.
Maintain discipline and order on-site and exercise self-control and good judgment in emergency/hazardous situations; handle job stress and maintain a professional demeanor; remain calm and composed in demanding situations.
Operate modern office equipment including computer equipment and applicable and specialized software.
Perform activities requiring good physical condition.
Education and Experience:
Any combination of training and experience which provides the required knowledge, skills, and abilities is considered qualifying. A typical way to obtain the required qualifications is:
Graduation from a State of California accredited fire academy.
AND
Ten years of progressively responsible, sworn experience in the fire service, to include three years as a Fire Captain and one year as a Fire Battalion Chief or Division Chief with the Fullerton Fire Department or comparable organization.
City of Fullerton Class Specification
JUNE 2023
Deputy Chief
A bachelor’s degree in Management, Business Administration, Public Administration, or a related field from an accredited college or university supplemented with course work in Fire Science or Fire Administration is highly desirable.
Special Requirements Include:
California State Fire Training Chief Fire Officer certified.
Designation as a California Incident Command Certification System Qualified Strike Team Leader Trainee.
Valid and appropriate California Driver’s License with the necessary California Department of Motor Vehicle Endorsements/Restrictions required for operation firefighting equipment, and acceptable driving record at time of application and maintenance of such throughout employment in this position. Note: A driving permit is not acceptable. Employees in this classification will be enrolled in the Department of Motor Vehicles Government Employer Pull Notice Program.
Eyesight not less than uncorrected 20/100, correctable to 20/30 with contacts or glasses.
Must have color vision sufficient to recognize red, green, and yellow colors.
Must be able to work a variety of shifts and a flexible schedule to include 40-hour, 56- hour and other workweeks, consecutive 24-hour shifts, overtime, emergency call back, holidays and weekends to accommodate City needs.
The City of Fullerton’s Conflict of Interest Code requires that a Deputy Chief file financial disclosure statements in accordance with state and local laws.
Possession of a current State of California approved Emergency Medical Technician (EMT) 1 or EMT Fire Service Certificate at time of application.
Valid and appropriate Red Cross or American Heart Association cardiopulmonary resuscitation (CPR) certification at time of application and throughout employment in this position.
Physical Tasks and Working Conditions Include the Following:
Work is performed indoors and outdoors. When work is performed outdoors there is full exposure to the elements. An incumbent drives a vehicle on City business and may perform physical activity requiring physical strength and endurance. An incumbent sits, stands, walks and may run on slippery and uneven surfaces, kneels, crouches, twists, reaches, may lay dry and charged hoses, carry, raise and lower a variety of ladders; work from ladders while carrying equipment; rappel down elevated areas; climb stairs, ladders and inclines while carrying equipment; work on rooftops, multi -story buildings and at various heights; an incumbent may, in an emergency, ventilate roofs, rescue injured persons from hazardous areas by assisting, carrying or dragging the victim(s); climb over walls, fences, through windows; crawl through confined spaces and conduct searches. An incumbent may use a variety of hand and power tools and equipment to include rotary and chain powered saws, sledgehammers, shovels, picks, hoists, axes, ropes, hydraulic rescue tools, pike pokes, prying tools, rubbish hooks, hose lines and bundles, fire City of Fullerton Class Specification
JUNE 2023
Deputy Chief
extinguishers, air bottles and breathing apparatus. An incumbent may push, pull, drag, grasp, lift and carry items and work at shoulder level with hoses and other items weighing 75 pounds or less and drag or carry victims weighing up to 150 pounds. Incumbents performing first aid and paramedic tasks may also be exposed to human injury health hazards to include blood and other bodily fluids/products, communicable diseases, and human-borne parasites. When on-site at an incident, incumbents are exposed to/work in a hot, smoky, or toxic atmosphere close to flames. Incumbents may be exposed to extreme noise, wet or damp conditions, grease/oil, fumes, solvents, a variety of chemicals, mechanical and electrical hazards, vehicle hazards and vibration. Incumbents must be able to meet the physical requirements of the class and have mobility, balance, coordination, vision, hearing, sense of smell and dexterity levels appropriate to the duties to be performed.
Fair Labor Standards Act Designation: Exempt.
Established June 2023