Agenda Packet — Redding City Council, July 18, 2023 (part 5 of 5)

Install shade structure or
building. Longevity
Figure B-51 Palisades PRV No. 1
Packet Pg. 1828 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix B
B-58
B.4.8 Palisades Pressure Reducing Valve No. 2
The Palisades PRV No. 2 was installed in 1989 and is located off River Bend Road. It is an 8-inch PRV that allows flow from the Buckeye Pressure zone to the Hilltop Dana Zone. It typically operates year-round to supplement flow from Pump House 5.

Engineers’ and City staff observations and recommendations regarding this PRV are included in the following Table B-48. Figure B-52 provides a photo of the Palisades PRV No. 2.

Table B-48 Palisades PRV No. 2 Recommendations
No. Deficiency Recommendation Purpose
1 Totalizing prop meter should be replaced with
magnetic flow meter.

Replace Operations
2 Access hatch is heavy and does not have
automatic lock open.

Replace hatch Operations
and Safety
3 Electrical service and connection to
SCADA should be added. A light pole to
mount SCADA antenna needed.

Upgrade for electrical
and SCADA connection
Operations
Figure B-52 Palisades PRV No. 2
Packet Pg. 1829 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) FACILITY EVALUATION FORMS Packet Pg. 1830 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023)

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Packet Pg. 1831 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 4
Form Prepared by: Kurt Maire Evaluation Date: 2/9/2023
Evaluation by: Kurt Maire, Bruce Kuhn, Duane Cook

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

Bushes and trees in fencing should be removed before fence is damaged.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Roof should be replaced if station is upgraded to operate again.  Building paint chipping off, repair if station rehabbed.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 New pump, motor, and casing needed. Major upgrade of mechanical and electrical needed for station to operate safely again.  Install AC if VFD is added during upgrade project.
 Appears that sampling station was disconnected. Replace it.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 Inadequate clearance from panel to well and piping.
 Electrical equipment is old and needs to be replaced.  Main breaker outside recently added.

SCADA
Signal X
Comm. X
Other:
 Tower needed.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:
 Station needs to be upgraded to meet electrical code.

Packet Pg. 1832 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 6A
Form Prepared by: Kurt Maire Evaluation Date: 2/9/2023
Evaluation by: Kurt Maire, Bruce Kuhn, Duane Cook

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Roof should be replaced if station will be repaired.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 Pump and piping outside, inside building prefered.
 Pump and motor need to be replaced. Well has not been run in recent years because pump and motor keep failing.
 Swamp cooler adequate, but old and should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 Panels on south side outside getting damaged in sun.
 No connection for standby, but may not be necessary for lower producing wells.

SCADA
Signal X
Comm. X
Other:
 Tower needed.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1833 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 7
Form Prepared by: Kurt Maire Evaluation Date: 2/9/2023
Evaluation by: Kurt Maire, Bruce Kuhn, Duane Cook

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Roof should be replaced soon.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 VFD and mag meter added recently.
 Pipe supports may be needed around flow meter, outside building.  Swamp cooler adequate, but old and should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:

SCADA
Signal X
Comm. X
Other:
 Tower currently being added

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:
 Aquamag system is high maintenance and needs improvement. 30- gallon containers are labor intensive. Pump Loses prime often.

Packet Pg. 1834 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 8
Form Prepared by: Kurt Maire Evaluation Date: 2/10/2023 Evaluation by: Kurt Maire, Conrad Tona, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Flat roof, recently replaced but poor job was done with replacement.

Roofing installed around abandoned HVAC unit, now the unit cannot be removed.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 Casing is undersized, but installing a new casing at the current location (at the Airport) would not be ideal.
 Piping needs to be recoated.
 Swamp cooler adequate, but old and should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 Inadequate clearance in front of SCADA RTU.
 Connection for portable generator should be added.
 No main breaker outside, this addition would not be simple or cheap.

SCADA
Signal X
Comm. X
Other:
 Tower needed.
 No level prob
 No auto shutoff for the Chlorine gas, staff to install.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1835 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 09
Form Prepared by: Kurt Maire Evaluation Date: 2/9/2023
Evaluation by: Kurt Maire, Bruce Kuhn, Duane Cook

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Roof is flat, but was recently replaced.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 VFD and mag meter have been installed.
 Vertical turbine pump is working well.
 Exterior piping and some piping on interior needs recoating.  Swamp cooler adequate but old. Should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 South facing exterior panel should be recoated.
 Has connection for portable generator.

SCADA
Signal X
Comm. X
Other:
 Tower needed.
 Level prob should be added.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1836 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 10
Form Prepared by: Kurt Maire Evaluation Date: 2/9/2023
Evaluation by: Kurt Maire, Bruce Kuhn, Duane Cook

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Flat roof should be replaced soon.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 VFD and mag meter have been added.
 Pump and motor being replaced with Byron Jackson soon.  Swamp cooler adequate, but old and should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:

SCADA
Signal X
Comm. X
Other:
 Tower currently being added

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:
 Aquamag system is high maintenance and needs improvement. 30- gallon containers are labor intensive. Pump Loses prime often.

Packet Pg. 1837 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 11
Form Prepared by: Kurt Maire Evaluation Date: 2/9/2023
Evaluation by: Kurt Maire, Bruce Kuhn, Duane Cook

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Roof was recently replaced.
 Walls and foundation in the chemical need to be repaired. Appears that corrosion has damaged them.
 Dry wall on ceiling in chemical room needs to be repaired.  Screens needed in drain openings at bottom of walls to prevent rodents from entering.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 New pump, motor, and casing needed.
 Upgrade needed if treatment is added.
 Swamp cooler adequate but old. Should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 Electrical equipment needs to be replaced if treatment is added.

SCADA
Signal X
Comm. X
Other:
 Tower needed, if station will operate again.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:
 Station needs to be upgraded to meet electrical code.

Packet Pg. 1838 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 13
Form Prepared by: Kurt Maire Evaluation Date: 2/10/2023 Evaluation by: Kurt Maire, Conrad Tona, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Metal roof in good condition. Non-slip should be added around access hatches, as previously identified.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
Improvements needed if treatment ever installed.
 Pump and motor need to be replaced.
 Prop flow meter needs to be replaced with mag meter.
 Recoating needed.
 Swamp cooler adequate, but old and should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:

If treatment added and station starts running again, then electrical improvements needed.
 New PLC and VFDs needed.
 There is a connection for a portable generator.
 No main breaker outside of building.

SCADA
Signal X
Comm. X
Other:
 Tower needed.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1839 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 14
Form Prepared by: Kurt Maire Evaluation Date: 2/10/2023 Evaluation by: Kurt Maire, Conrad Tona, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Metal roof in good condition. Non-slip should be added around access hatches, as previously identified.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 Swamp cooler adequate, but old and should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 Staff will upgrade PLC.
 VFD cabinet is large and not a typical installation, but acceptable for the time being.
 There is a connection for a portable generator.

SCADA
Signal X
Comm. X
Other:
 SCADA tower installed.
 Currently no signals from Aquamag system. Also, normal flow is too low for a “no flow” alarm.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:
 Access to pump motor is tight because of large VFD panel.  Aquamag system is high maintenance and needs improvement. 30- gallon containers are labor intensive. Pump Loses prime often.

Packet Pg. 1840 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Enterprise Well 23
Form Prepared by: Kurt Maire Evaluation Date: 2/10/2023 Evaluation by: Kurt Maire, Conrad Tona, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Metal roof in good condition, but some fascia boards need to be replaced, which is a maintenance item.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 New Byron Jackson submersible pump will be ordered soon. Current vertical turn will work until new pump is installed.
 Well is being rehabilitated this month.
 Mag meter installed.
 Swamp cooler is adequate, but old and should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 There is a main breaker outside.
 There is a connection for a portable generator.

SCADA
Signal X
Comm. X
Other:
 There is a SCADA tower installed.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1841 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Keswick Vault
Form Prepared by: Kurt Maire Evaluation Date: 2/10/2023 Evaluation by: Kurt Maire, Conrad Tona, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
Current setup to pump reverse direction is dangerous because of high pressure and pressure rating of hose and fitting for temporary diesel pump. A better system for connecting a portable pump, or a permanent pump should be installed. No 480V three phase currently to site.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 Battery backup with solar charger for actuators and comm.

SCADA
Signal X
Comm. X
Other:
 Tower installed.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Current method to pump reverse direction is unsafe and needs to be revised, as noted above.

Packet Pg. 1842 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Railroad Vault
Form Prepared by: Kurt Maire Evaluation Date: 12/16/2022 Evaluation by: Kurt Maire, Jim Morrison, Jaime Halter, Bruce Kuhn, Mike Lawrence, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 Minor grading and drainage improvements should be performed in front of the building if/when a capital project is performed to add a pump.
 Site security is mostly okay, fencing on the north side could be replaced and improved.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 If pump is added, modifications to the roof and trusses will likely be needed to allow for installation and removal of the pump with a crane through the roof.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other:
 Add pump to provide redundancy for the South Bonnyview Pump Station and convey more water from Foothill zone to Cascade zone.  Existing 16” PRV is not reducing pressure between zones when open.

Pump and actuated butterfly valve be installed in its place.  PRV is only non Cla Val PRV, staff do not want to use it elsewhere.  Measured ~ 77” length from 16” tee flange to center of 16” floor penetration on Cascade side. There should be sufficient space to install vertical pump and actuated valve within this length. A reducing cross w/ blind flange and reducing elbow may be needed to transition to 10- 12inch dia pump suction/discharge within the available length.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other: Pump upgrade X
 If a pump is added, a new electrical service and switchgear will be required. It will likely not fit in the building, so it should be installed outside and a shade structure should be added.

SCADA
Signal X
Comm. X
Other:

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1843 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: South Bonnyview Vault & Pump Station
Form Prepared by: Kurt Maire Evaluation Date: 12/16/2022 Evaluation by: Kurt Maire, Jim Morrison, Jaime Halter, Bruce Kuhn, Mike Lawrence, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 Access from road is unsafe.
 No fencing.
 The station should be replaced with a new station in City land immediately east of the existing vault.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other:
 Single pump with no standby. A standby should be added here, or perhaps addition of a pump at the Railroad vault could be considered a standby, if the City has a spare pump for one of them to replace it quickly.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other: Concrete Pad X
 New station should have connections for portable generator.  Concrete pad for PLC and light pole with SCADA equipment is settling.

The pad may need to be stabilized with grout prior to the full station replacement. Replacement station should have a 35’ tall light pole located further off road for site lighting and the SCADA equipment.

SCADA
Signal X
Comm. X
Other:
 SCADA tower for the new pump station will not be necessary because there is a good signal to the Ranchettes tank. SCADA equipment on a light pole, similar to current installation, will be adequate.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:
 Access from road is unsafe.
 Confined space. Replace station, move into a building.

Packet Pg. 1844 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Palisades PRV #1
Form Prepared by: Kurt Maire Evaluation Date: 12/16/2022 Evaluation by: Kurt Maire, Jim Morrison, Jaime Halter, Bruce Kuhn, Mike Lawrence, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 There are issues with homeless sleeping inside the fenced area. More secure fencing could help. A building to house the facilities would be preferred.
 Vertical curbs at site entrances. Rolled curbs and improved gravel access or addition of pavement should be performed whenever this site is improved/upgraded.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Paint is chalked and chipping off piping. City staff will repair.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other:

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 Panel is exposed to sun and will have reduced life in Redding’s heat. A building or shade structure would improve its service life, as well as pipe coating life.

SCADA
Signal X
Comm. X
Other:

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1845 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Palisades PRV #2
Form Prepared by: Kurt Maire Evaluation Date: 12/16/2022 Evaluation by: Kurt Maire, Jim Morrison, Jaime Halter, Bruce Kuhn, Mike Lawrence, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 Unclear where vault floor drain flows to, but there has not been issues with water inside the vault.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow Meter X
 After Lake Blvd 24” main is installed, then adjustment of the PRV should be performed to balance flow with Palisades PRV #1.  Totalizing prop flow meter should be replaced with a mag meter.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other: No Power X
 Power should be added to site for addition of a mag meter and SCADA equipment. Addition of a light pole will be required to mount the SCADA equipment.

SCADA
Signal X
Comm. X
Other:
 No SCADA currently. Should be added if/when PRV is utilized more regularly.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:
 Access hatch is heavy and does not have automatic lock open. Hatch should be replaced with aluminum hatch that has lift assist and lock open feature.

Packet Pg. 1846 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: PUMP HOUSE 2
Form Prepared by: Kurt Maire Evaluation Date: 02/07/2023 Evaluation by: Kurt Maire, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:

Structure is old, but condition appears to be okay.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other:
 Suction and discharge headers are old cement coated steel and are undersized. The existing 20” piping should be replaced with 30”.  Constant speed pumps. VFDs would provide more operation flexibility.  Pump 3 vibrates. Issues before and after pump rebuild and increasing impeller sizes. Perhaps harmonic/resonance issue with piping layout and pump? VFDs may help with this too if speed is slightly reduced.  Swamp cooler should be replaced with AC.
 In general, equipment is old and nearing end of its service life.

Complete replacement in near future recommended.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 Electrical equipment works, but it is old and poorly installed. Complete replacement in near future recommended.
 Project in design to install permanent standby generator.

SCADA
Signal X
Comm. X
Other:

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1847 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: PUMP HOUSE 3
Form Prepared by: Kurt Maire Evaluation Date: 11/29/2022 Evaluation by: Kurt Maire, Mike Lawrence, Jim Morrison, Jaime Halter, Bruce Kuhn, Mike Suber

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 Install electric gate at road entrance to keep out unwanted vehicles.  Pave around building to reduce maintenance for weeds and improve access. May need to add gates to existing chain link fencing.  Demo old electrical equipment, concrete, and slatted fencing.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other:
 Replace pumps for firm capacity (3 pumps running) slightly higher than existing capacity with all four pumps running.
 8” PRV and piping may be undersized. Evaluation should be preformed into flow velocities and if upsize could allow more flow from Buckeye.  Two pumps are different from others and shafts are not compatible between two sets.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 City installed VFDs on 3 of the 4 pumps and will install the 4th soon.  All of the electrical, and probably the electrical service, will require replacement to accommodate new larger pumps. Preference would be for a separate electrical building, where the old electrical equipment is.  City may need to install connection and switch for standby generator before the capital improvement project is constructed.

SCADA
Signal
Comm.

Other:
 SCADA tower needed. Capital project should include concrete tower foundation. City staff will install tower and instrumentation.

OPERATIONS/SAFETY
Operability/access
Safety
Other:

Packet Pg. 1848 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: PUMP HOUSE 4
Form Prepared by: Kurt Maire Evaluation Date: 11/29/2022 Evaluation by: Kurt Maire, Conrad Tona, Jim Morrison, Jaime Halter, Bruce Kuhn, Mike Suber

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 Install rolled curb or additional driveway ramps.
 Additional pavement and parking needed.
 Install fence around building to prevent homeless from camping behind building.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Eaves need to be painted or replaced. Water utility will take care of this.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Copper Piping
 Existing pumps and motors currently being rebuilt.
 Re-install 4th pump to increase firm capacity. City already has pump and motor and can re-install it after PRV is moved.
 Move PRV outside, above grade in enclosure. Existing 8" PRV and piping is undersized for high flows, 2,000-3,000gpm.
 Install AC unit or improve ventilation for adding VFDs.  Copper piping in the building for pressure transmitters has failed and causing added maintenance. Remove copper piping and install pressure transmitters with new PRV installation.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 City has VFDs and will install them. Overheating building is a concern.  Connection for portable generator already installed.

SCADA
Signal X
Comm. X
Other:
 40’ SCADA tower needed. Capital project should include concrete tower foundation. City staff will install tower and instrumentation.  City will upgrade PLC in-house.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other: Isolation, Vault X
 Isolation valve needed on Buckeye side. Add valves upstream and downstream with new PRV
 Move the meter above ground, if possible, along with PRV improvements. City will replace mag meter in near future.

Packet Pg. 1849 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Pump House 5
Form Prepared by: Kurt Maire Evaluation Date: 12/16/2022 Evaluation by: Kurt Maire, Jim Morrison, Jaime Halter, Bruce Kuhn, Mike Lawrence, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 Dirt access roads around site and tanks gets muddy and makes access difficult. Gravel or pavement should be added. Consider performing this with the tank coating project.
 Gate is difficult to open. Replace it, perhaps with tank coating project.  Issues with people cutting fence and walking through site, but has improved recently.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other:
 Fourth pump has been running for around 1 hr during peak demand mornings, but operators think capacity is adequate.
 City staff will replace swamp cooler with mini-split.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 City staff will upgrade PLC.
 City staff will install connection for portable generator.

SCADA
Signal X
Comm. X
Other:
 SCADA tower needed. Install on south side of the building.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1850 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Goodwater Pump Station
Form Prepared by: Kurt Maire Evaluation Date: 2/10/2023 Evaluation by: Kurt Maire, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 People living behind the building. Fencing should be added.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:
 Screens need to be replaced in wall openings at floor. Rats or mice droppings were inside the building.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 Supports should be added on suction and discharge side of pump so that piping is not supported by the pump.
 Swamp cooler adequate, but old and should be replaced with AC soon.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other: X
 Connection for portable generator.
 No main breaker outside of building. One should be installed.

SCADA
Signal X
Comm. X
Other:
 Tower installed.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:
 Confined space required for flow meter vault, but okay.

Packet Pg. 1851 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Mary Lake Pump Station
Form Prepared by: Kurt Maire Evaluation Date: 2/10/2023 Evaluation by: Kurt Maire, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 Stormwater coming up from under transformer into the station. Some investigation into the cause needed.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 From the model it appears that the 40 hp pump should be capable of meeting demands alone if the 75 hp pump is out of service.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 There is a connection for portable generator.

SCADA
Signal X
Comm.

Other:
 Cell only, but it has been reliable.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Packet Pg. 1852 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: El Reno Pump Station
Form Prepared by: Kurt Maire Evaluation Date: 02/07/2023 Evaluation by: Kurt Maire, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:

No fencing.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:

Building is old and undersized. Recommend complete replacement.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other:
 When pump was running, it could not move water with Hill 900 tank approximately 1/3 full. Pump has not been run for some time.  Appears that layout has changed over time, a lot of bends and head loss now. Access is difficult to valves.
 Recommend complete replacement of station.
 No HVAC.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 Electrical equipment is old and does not meet code.
 PLC does not work. Station will not run on auto.
 Complete replacement of electrical recommended.

SCADA
Signal X
Comm. X
Other:
 No SCADA currently. Tower would probably not work here. Cellular should be added.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:
 Access is awkward and difficult to equipment.
 Electrical is old and does not meet code.

Packet Pg. 1853 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) Water Master Plan 2022
Facility Evaluation Form
FACILITY: Mercy Pump Station
Form Prepared by: Kurt Maire Evaluation Date: 2/10/2023 Evaluation by: Kurt Maire, Jim Morrison, Bruce Kuhn, Jason Pebley

EVALUATION

DISCIPLINE
DeficientAdequateN/A
NOTES/RECOMMENDATIONS:

CIVIL
Site Drainage X
Access X
Fencing/Site Security X
Other:
 Either groundwater entering the building, or minor leak in piping.  Stairs to building make access difficult for maintenance.  Homeless using valve vault as toilet.

STRUCTURAL
Roof X
Walls X
Foundation X
Paint X
Other:

Roof needs to be replaced, but recommend relocating building to more accessible location and demolishing existing station.

MECHANICAL
Pump Size/Capacity X
Piping Size/Capacity X
Condition X
Coatings/Paint X
Supports/Anchorage X
HVAC X
Other: Flow
 Gate valve on discharge needs to be replaced.
 Discharge piping in vault is corroded.
 Pipe supports not bolted into ground.

ELECTRICAL
Code Requirements X
Condition X
Standby Power X
Other:
 No connection for portable generator.

SCADA
Signal X
Comm. X
Other:
 Not connected to SCADA. Manual operation in an emergency.

OPERATIONS/SAFETY
Operability/access X
Safety X
Other:

Recommend complete replacement and relocation of the station with new building and equipment in a location that is easier to maintain.

Packet Pg. 1854 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023)

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Packet Pg. 1855 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023)

APPENDIX C

DEMAND FORECASTING TABLES

AND CALCULATIONS
WATER UTILITY MASTER PLAN 2023
Packet Pg. 1856 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023)

THIS PAGE INTENTIONALLY LEFT BLANK
Packet Pg. 1857 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

BUCKEYE PRESSURE ZONE
2025 TOTHH 2025 2030 TOTHH 2030 2035 TOTHH 2035 2040 TOTHH 2040 (UBO) AREA 2020 2025 TOTHH Added in Demand Added 2030 TOTHH Added in Demand Added 2035 TOTHH Added in Demand Added 2040 TOTHH Added in Demand Added TAZ (SF) TOTHH TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) 468 3,958,180 58 58 0 59 1 59 0 0.00 56 -3
501 1,039,149 323 323 0 323 0 323 0 0.00 323 0
503 4,328,217 246 252 6 245 -7 241 -4 0.00 247 6
498 4,888,479 68 110 42 42 28.69 144 34 34 23.23 176 32 32 21.86 214 38 38 25.96 496 1,394,600 0 0 0 0 0 0 0 0.00 0 0
532 2,253,893 159 157 -2 157 0 160 3 0.00 160 0
497 4,398,480 284 281 -3 283 2 285 2 0.00 282 -3
493 1,702,636 63 66 3 66 0 66 0 0.00 65 -1
494 3,155,266 273 278 5 275 -3 281 6 0.00 275 -6
527 3,763,187 195 197 2 192 -5 197 5 0.00 193 -4
525 5,055,531 304 305 1 309 4 314 5 0.00 309 -5
524 1,454,379 78 84 6 81 -3 81 0 0.00 81 0
492 9,007,663 479 479 0 479 0 479 0 0.00 479 0
491 21,217,983 583 578 -5 713 135 135 92.23 746 33 33 22.54 749 3 3 2.05 555 629,726 0 0 0 0 0 0 0 0.00 0 0
523 4,546,347 0 0 0 0 0 0 0 0.00 0 0
484 3,367,335 79 80 1 80 0 79 -1 0.00 81 2
963 2,787,493 42 43 1 42 -1 42 0 0.00 43 1
521 2,835,657 0 0 0 0 0 0 0 0.00 0 0
528 2,802,140 2 2 0 2 0 2 0 0.00 1 -1
551 831,792 0 0 0 0 0 0 0 0.00 0 0
547 5,100,927 3 4 1 4 0 3 -1 0.00 3 0
546 856,584 0 0 0 0 0 0 0 0.00 0 0
513 1,378,189 0 0 0 0 0 0 0 0.00 0 0
522 14,935,244 0 0 0 0 0 0 0 0.00 0 0
515 761,814 0 0 0 0 0 0 0 0.00 0 0
965 1,757,313 39 39 0 42 3 43 1 0.00 42 -1
514 648,338 0 0 0 0 0 0 0 0.00 0 0
512 5,062,559 0 0 0 0 0 86 86 90 61.48 88 2 0.00
511 12,338,108 123 119 -4 235 116 116 79.25 230 -5 0.00 234 4 964 2,332,894 124 124 0 127 3 124 -3 0.00 123 -1
966 6,577,038 52 49 -3 50 1 50 0 0.00 51 1
991 14,296,259 28 28 0 240 163.96 28 0 27 -1 0.00 28 1
464 31,526,348 443 479 36 36 24.59 478 -1 475 -3 0.00 478 3 462 4,778,961 196 191 -5 191 0 190 -1 0.00 184 -6
463 16,782,861 350 413 63 63 43.04 408 -5 418 10 0.00 443 25 30 20.49 992 11,531,536 30 33 3 31 -2 29 -2 0.00 33 4
461 1,796,311 7 6 -1 6 0 6 0 0.00 6 0
482 8,495,322 81 80 -1 81 1 79 -2 0.00 81 2
958 11,645,258 30 30 0 29 -1 32 3 0.00 30 -2
957 8,749,236 17 17 0 14 -3 15 1 0.00 14 -1
959 4,733,267 182 176 -6 182 6 183 1 0.00 184 1
956 37,413,091 47 50 3 50 0 47 -3 0.00 51 4
953 11,687,880 114 107 -7 111 4 108 -3 0.00 108 0
481 4,484,656 51 56 5 54 -2 53 -1 0.00 52 -1
952 23,688,743 108 108 0 103 -5 107 4 0.00 107 0
954 8,069,368 75 80 5 76 -4 80 4 0.00 81 1
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1858 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

BUCKEYE PRESSURE ZONE
2025 TOTHH 2025 2030 TOTHH 2030 2035 TOTHH 2035 2040 TOTHH 2040 (UBO) AREA 2020 2025 TOTHH Added in Demand Added 2030 TOTHH Added in Demand Added 2035 TOTHH Added in Demand Added 2040 TOTHH Added in Demand Added TAZ (SF) TOTHH TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) 846 25,591,184 0 0 0 0 0 0 0 0.00 0 0
483 4,592,882 59 63 4 62 -1 62 0 0.00 63 1
961 7,964,091 48 48 0 48 0 46 -2 0.00 48 2
962 14,301,993 41 38 -3 38 0 38 0 0.00 38 0
530 7,627,184 402 402 0 402 0 402 0 0.00 403 1
529 1,083,379 28 30 2 30 0 27 -3 0.00 27 0
526 2,262,921 0 0 0 0 0 0 0 0.00 9 9 9 6.15
495 4,213,887 412 406 -6 409 3 403 -6 0.00 409 6
572 12,594,262 216 209 -7 -7 (4.78) 211 2 209 -2 0.00 318 109 109 74.46 531 134,472 0 0 0 0 0 0 0 0.00 0 0
499 2,342,115 0 0 0 300 204.95 0 0 0 0 0.00 0 0
500 2,236,539 10 10 0 6 -4 11 5 0.00 9 -2
506 2,342,115 17 17 0 21 4 16 -5 0.00 18 2
502 14,338,509 948 940 -8 -8 (5.47) 946 6 949 3 0.00 942 -7 543 3,370,720 0 0 0 0 0 0 0 0.00 0 0
542 1,990,982 1 1 0 1 0 1 0 0.00 1 0
545 3,370,720 0 0 0 0 0 0 0 0.00 0 0
556 20,196,000 299 321 22 22 15.03 344 23 23 15.71 345 1 0.00 371 26 28 19.13 553 4,843,849 76 73 -3 77 4 76 -1 0.00 78 2
552 20,196,000 191 217 26 26 17.76 219 2 265 46 46 31.43 296 31 31 21.18 467 12,905,944 229 231 2 228 -3 227 -1 0.00 232 5
478 12,905,944 48 47 -1 48 1 48 0 0.00 48 0
Total 8361 8535 174 714 487.77 8840 305 308 173.68 9041 201 201 137.31 9289 248 248 169.42 2020-25 Increase: 2.08% 2020-25 Increase: 3.57% 2030-35 Increase: 2.27% 2035-40 Increase: 2.74% Annual Rate of Increase: 0.41% Annual Rate of Increase: 0.70% Annual Rate of Increase: 0.45% Annual Rate of Increase: 0.54% Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1859 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

BUCKEYE PRESSURE ZONE
Units/Notes
Current MDD Per HH: 0.56389 GPM/HH
Current Max Demand Month Usage: 33.01692 CCF/MONTH per HH. Value slightly lower than City ave.

Units/Notes
Assumed Future Monthly Usage Per HH: 40 CCF/Month per HH Assumed Future MDD Average per HH: 0.6832 GPM/HH
Year: 2020 2025 2030 2035 2040
MDD per TAZ Data (MGD:) 6.7891 6.9603 7.2604 7.4581 7.7021 MDD per TAZ Data (Ave GPM): 4,714.68 4,833.55 5,041.91 5,179.23 5,348.65 MDD Modeled (MGD): 6.7891 7.4915 7.7945 7.9923 8.2362
MDD Modeled (Ave GPM): 4,714.68 5,202.45 5,412.86 5,550.18 5,719.60 Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1860 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

CASCADE PRESSURE ZONE
2025 TOTHH 2025 2030 TOTHH 2030 2035 TOTHH 2035 2040 TOTHH 2040 (UBO) AREA 2020 2025 TOTHH Added in Demand Added 2030 TOTHH Added in Demand Added 2035 TOTHH Added in Demand Added 2040 TOTHH Added in Demand Added TAZ (SF) TOTHH TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) 1041 20,036 170 172 2 172 0 170 -2 172 2
1018 19,977 15 15 0 15 0 14 -1 15 1
451 20,213 2 2 0 2 0 2 0 2 0
1493 36,936,253 50 50 0 51 1 49 -2 52 3
440 1,163,828 1 1 0 1 0 1 0 1 0
441 8,420,385 310 309 -1 308 -1 309 1 312 3
438 4,681,536 215 216 1 20 13.66305023 214 -2 212 -2 233 21 421 1,424,992 0 0 0 0 0 0 0 0 0
436 2,233,168 60 57 -3 58 1 56 -2 52 -4
437 2,825,765 71 67 -4 69 2 67 -2 67 0
439 12,850,973 690 686 -4 683 -3 680 -3 682 2
420 704,493 81 78 -3 77 -1 78 1 76 -2
435 4,448,351 89 95 6 94 -1 94 0 92 -2
434 2,708,323 62 64 2 63 -1 66 3 82 16 20 13.66305023
418 2,161,670 96 94 -2 99 5 100 1 98 -2
431 1,657,807 7 7 0 7 0 70 63 60 40.98915068 71 1
432 2,850,558 0 0 0 0 0 0 0 0 0
416 1,781,346 132 128 -4 133 5 128 -5 126 -2
411 1,748,019 53 55 2 54 -1 54 0 59 5
229 3,014,727 37 36 -1 49 13 17 11.61359269 49 0 49 0
417 1,701,358 21 21 0 18 -3 23 5 24 1
415 273,613 0 0 0 0 0 0 0 0 0
228 2,265,605 6 5 -1 6 1 6 0 6 0
414 515,913 0 0 0 0 0 0 0 0 0
409 6,062,789 64 60 -4 65 5 63 -2 196 133 135 92.22558904 433 14,214,056 38 35 -3 36 1 37 1 268 231 235 160.5408402 227 2,197,777 0 0 0 0 0 0 0 0 0
230 2,531,185 77 83 6 79 -4 81 2 80 -1
408 7,861,500 44 45 1 135 90 90 61.48372603 320 185 181 123.6506046 320 0 412 1,314,040 38 37 -1 38 1 38 0 37 -1
413 1,609,615 1 0 -1 1 1 1 0 0 -1
397 2,399,664 29 30 1 30 0 33 3 32 -1
400 768,916 49 49 0 47 -2 47 0 48 1
223 1,894,124 49 46 -3 47 1 47 0 49 2
225 2,394,956 78 87 9 87 0 86 -1 86 0
224 2,031,395 37 38 1 37 -1 37 0 36 -1
222 653,572 0 0 0 0 0 0 0 0 0
398 658,590 53 55 2 52 -3 51 -1 52 1
226 2,143,862 52 51 -1 52 1 50 -2 50 0
399 551,221 35 32 -3 33 1 34 1 33 -1
220 843,496 0 0 0 0 0 0 0 0 0
219 1,786,383 0 0 0 0 0 0 0 0 0
221 2,987,699 1 1 0 1 0 1 0 1 0
385 648,301 12 12 0 12 0 12 0 12 0
422 1,006,769 43 40 -3 39 -1 39 0 42 3
419 8,884,465 404 409 5 406 -3 407 1 412 5
428 15,758,873 2 2 0 2 0 2 0 2 0
427 31,158,542 1 1 0 1 0 1 0 1 0
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1861 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

CASCADE PRESSURE ZONE
Units/Notes
Current MDD Per HH: 0.89942 GPM/HH
Current Max Demand Month Usage: 52.66298 CCF/MONTH per HH. Slightly high, but existing lots probably larger than future.

Units/Notes
Assumed Future Monthly Usage Per HH: 40 CCF/Month per HH Assumed Future MDD Average per HH: 0.683153 GPM/HH
Year: 2020 2025 2030 2035 2040
MDD per TAZ Data (MGD:) 5.4138 5.4167 5.5220 5.7591 6.2913 MDD per TAZ Data (Ave GPM): 3,759.58 3761.63 3834.727 3999.367 4368.952 MDD Modeled (MGD): 5.4167 5.4364 5.5416 5.7787 6.2922
MDD Modeled (Ave GPM): 3,761.58 3,775.24 3,848.34 4,012.98 4,369.59 Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1863 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

ENTERPRISE PRESSURE ZONE
2025 TOTHH 2025 2030 TOTHH 2030 2035 TOTHH 2035 2040 TOTHH 2040 (UBO) AREA 2020 2025 TOTHH Added in Demand Added 2030 TOTHH Added in Demand Added 2035 TOTHH Added in Demand Added 2040 TOTHH Added in Demand Added TAZ (SF) TOTHH TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) 793 2,590,014 0 0 0 0 0 0 0 0 0
792 10,424,869 1 2 1 2 0 2 0 2 0
791 2,091,968 1 1 0 15 10.25 1 0 1 0 1 0
783 15,099,879 166 352 186 186 127.07 348 -4 410 62 60 40.99 420 10 15 10.25 699 2,008,714 6 5 -1 6 1 6 0 5 -1
732 10,558,164 345 345 0 30 20.49 341 -4 338 -3 344 6
698 5,126,294 162 162 0 40 27.33 163 1 160 -3 179 19
769 13,793,724 546 548 2 545 -3 541 -4 549 8
768 9,193,848 303 302 -1 304 2 309 5 306 -3
697 2,228,505 30 31 1 29 -2 29 0 31 2
767 9,238,295 339 334 -5 335 1 332 -3 334 2
753 1,192,694 104 102 -2 104 2 105 1 104 -1
755 2,641,487 285 293 8 287 -6 289 2 290 1
695 1,421,241 61 61 0 60 -1 63 3 61 -2
751 5,321,848 342 343 1 341 -2 340 -1 341 1
694 7,211,513 664 664 0 661 -3 664 3 656 -8
723 1,482,137 93 97 4 90 -7 92 2 92 0
752 3,005,272 243 239 -4 242 3 241 -1 242 1
756 10,673,184 678 680 2 678 -2 679 1 673 -6
754 2,527,335 79 82 3 82 0 83 1 80 -3
729 366,125 37 39 2 37 -2 36 -1 38 2
728 948,611 106 103 -3 108 5 109 1 105 -4
730 1,342,909 152 149 -3 146 -3 143 -3 145 2
727 4,926,949 265 274 9 271 -3 273 2 270 -3
1021 5,656,337 53 53 0 51 -2 53 2 53 0
724 366,318 2 2 0 3 1 3 0 3 0
722 681,793 12 12 0 12 0 12 0 11 -1
725 1,749,497 269 266 -3 273 7 264 -9 270 6
721 1,252,147 48 46 -2 51 5 52 1 50 -2
692 873,387 27 29 2 28 -1 29 1 29 0
693 833,718 153 155 2 151 -4 149 -2 149 0
691 1,511,245 5 6 1 6 0 5 -1 6 1
708 313,801 4 4 0 4 0 4 0 3 -1
718 2,764,820 43 44 1 48 4 47 -1 49 2
707 170,282 5 4 -1 5 1 5 0 5 0
706 1,508,476 44 42 -2 43 1 44 1 41 -3
717 3,017,374 254 256 2 257 1 255 -2 248 -7
684 1,904,569 109 109 0 113 4 112 -1 111 -1
683 4,091,253 93 89 -4 94 5 90 -4 91 1
714 3,436,094 213 207 -6 223 16 216 -7 217 1
690 1,793,434 87 85 -2 85 0 87 2 89 2
703 599,994 0 0 0 0 0 0 0 0 0
686 1,109,628 72 68 -4 74 6 70 -4 73 3
687 952,834 103 104 1 102 -2 104 2 102 -2
713 1,950,798 151 156 5 151 -5 153 2 151 -2
712 6,694,036 606 614 8 602 -12 604 2 611 7
711 1,770,627 137 137 0 137 0 137 0 137 0
704 790,251 0 0 0 0 0 0 0 0 0
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1864 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

ENTERPRISE PRESSURE ZONE
2025 TOTHH 2025 2030 TOTHH 2030 2035 TOTHH 2035 2040 TOTHH 2040 (UBO) AREA 2020 2025 TOTHH Added in Demand Added 2030 TOTHH Added in Demand Added 2035 TOTHH Added in Demand Added 2040 TOTHH Added in Demand Added TAZ (SF) TOTHH TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) 705 408,660 2 1 -1 2 1 1 -1 2 1
702 239,695 0 0 0 0 0 0 0 0 0
701 851,406 20 19 -1 19 0 17 -2 18 1
689 310,493 0 0 0 0 0 0 0 0 0
682 1,199,561 0 0 0 0 0 0 0 0 0
668 330,751 0 0 0 0 0 0 0 0 0
681 1,253,321 0 0 0 0 0 0 0 0 0
716 3,543,167 178 175 -3 170 -5 173 3 178 5
670 3,519,965 74 79 5 81 2 96 15 94 -2
642 2,192,364 0 0 0 0 0 0 0 0 0
666 2,525,570 109 111 2 109 -2 109 0 109 0
664 1,906,777 0 0 0 0 0 0 0 0 0
715 6,473,170 291 293 2 288 -5 291 3 289 -2
667 1,657,454 119 115 -4 114 -1 117 3 115 -2
663 3,046,771 135 135 0 136 1 134 -2 134 0
650 318,311 0 0 0 0 0 0 0 0 0
669 2,200,210 52 52 0 52 0 80 28 25 17.08 80 0 0.00
649 361,841 0 0 0 0 0 0 0 0 0
648 688,893 0 0 0 0 0 0 0 0 0
651 7,468,358 379 376 -3 378 2 378 0 379 1
647 1,171,663 0 0 0 0 0 0 0 0 0
652 801,945 43 41 -2 44 3 39 -5 42 3
653 929,831 4 4 0 4 0 4 0 4 0
659 171,322 0 0 0 0 0 0 0 0 0
662 128,921 0 0 0 0 0 0 0 0 0
665 1,131,930 0 0 0 0 0 0 0 0 0
709 653,638 0 0 0 0 0 0 0 0 0
710 1,107,839 18 14 -4 16 2 18 2 16 -2
726 1,425,370 0 0 0 0 0 0 0 0 0
660 824,700 0 0 0 0 0 0 0 0 0
661 893,473 0 0 0 0 0 0 0 0 0
657 265,524 0 0 0 0 0 0 0 0 0
658 697,831 0 0 0 0 0 0 0 0 0
656 224,483 0 0 0 0 0 0 0 0 0
655 192,608 0 0 0 0 0 0 0 0 0
654 394,837 0 0 0 0 0 0 0 0 0
685 439,271 0 0 0 0 0 0 0 0 0
688 733,729 4 5 1 5 0 5 0 5 0
1034 120,488,494 12 13 1 44 30.06 12 -1 10 -2 11 1
795 9,078,373 134 132 -2 134 2 134 0 136 2
782 18,433,528 588 572 -16 450 307.42 691 119 119 81.30 688 -3 674 -14 788 2,130,361 0 0 0 0 0 0 0 0 0
785 6,433,232 2 2 0 2 0 2 0 2 0
786 1,755,334 0 0 0 0 0 0 0 0 0
784 1,704,915 0 0 0 0 0 0 0 0 0
781 1,335,734 50 54 4 51 -3 48 -3 51 3
1498 14,155,377 64 65 1 62 -3 64 2 67 3
787 7,018,901 101 99 -2 99 0 94 -5 96 2
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1865 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

ENTERPRISE PRESSURE ZONE
Units/Notes
Current MDD Per HH: 0.63773 GPM/HH
Current Max Demand Month Usage: 37.34066 CCF/MONTH per HH. Appears accurate Units/Notes
Assumed Future Monthly Usage Per HH: 40 CCF/Month per HH Assumed Future MDD Average per HH: 0.683153 GPM/HH
Year: 2020 2025 2030 2035 2040
MDD per TAZ Data (MGD:) 10.4672 10.6708 10.7810 10.9473 10.9778 MDD per TAZ Data (Ave GPM): 7,268.89 7,410.31 7,486.82 7,602.27 7,623.45 MDD Modeled (MGD): 10.4672 11.2758 11.3929 11.5592 11.5897 MDD Modeled (Ave GPM): 7,268.89 7,830.45 7,911.74 8,027.19 8,048.37 Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1867 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

FOOTHILL PRESSURE ZONE
2025 TOTHH 2025 2030 TOTHH 2030 2035 TOTHH 2035 2040 TOTHH 2040 (UBO) AREA 2020 2025 TOTHH Added in Demand Added 2030 TOTHH Added inDemand Added 2035 TOTHH Added in Demand Added 2040 TOTHH Added in Demand Added TAZ (SF) TOTHH TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) 219 1,786,383 0 0 0 0 0 0 0 0 0
221 2,987,699 1 1 0 1 0 1 0 1 0
218 3,574,901 0 0 0 25 17.08 0 0 0 0 0 0
217 6,751,025 184 186 2 214 28 30 20.49 214 0 279 65 65 44.40 214 981,344 0 0 0 0 0 0 0 0 0
215 3,451,203 148 153 5 150 -3 146 -4 150 4
211 1,235,804 43 36 -7 42 6 40 -2 37 -3
213 896,811 87 90 3 94 4 100 6 6 105 5 10 6.83
212 579,185 0 0 0 0 0 0 0 0 0
341 3,518,427 172 179 7 179 0 183 4 181 -2
210 898,598 28 27 -1 25 -2 28 3 28 0
209 3,533,881 153 155 2 152 -3 152 0 154 2
208 2,433,650 293 290 -3 294 4 293 -1 292 -1
207 578,581 6 6 0 6 0 6 0 6 0
206 398,193 26 28 2 27 -1 29 2 28 -1
203 738,869 0 0 0 0 0 0 0 0 0
205 168,449 0 0 0 0 0 0 0 0 0
307 276,409 0 0 0 0 0 0 0 0 0
306 305,739 0 0 0 0 0 0 0 0 0
305 351,051 0 0 0 0 0 0 0 0 0
340 1,078,891 319 321 2 317 -4 327 10 10 325 -2
304 917,133 3 4 1 6 2 6 0 7 1
335 2,593,030 137 141 4 141 0 140 -1 141 1
269 1,972,647 169 171 2 167 -4 171 4 170 -1
303 512,034 0 0 0 0 0 0 0 0 0
299 560,134 1 1 0 1 0 1 0 1 0
298 559,282 0 0 0 0 0 0 0 0 0
267 333,696 13 14 1 15 1 14 -1 11 -3
338 645,497 48 43 -5 48 5 48 0 49 1
339 703,990 8 8 0 8 0 8 0 8 0
266 287,833 0 0 0 0 0 0 0 0 0
336 259,711 5 4 -1 4 0 4 0 4 0
268 464,995 32 32 0 29 -3 28 -1 33 5
337 386,548 6 6 0 7 1 7 0 7 0
261 1,474,950 54 55 1 56 1 59 3 56 -3
262 229,338 48 47 -1 48 1 47 -1 48 1
263 231,890 0 0 0 0 0 0 0 0 0
264 228,288 4 4 0 4 0 5 1 6 1
293 5,567,029 0 0 0 0 0 0 0 0 0
265 525,223 31 30 -1 34 4 31 -3 32 1
254 503,334 0 0 0 0 0 0 0 0 0
286 1,289,027 98 99 1 98 -1 100 2 97 -3
255 828,396 15 16 1 17 1 14 -3 14 0
325 1,947,123 304 313 9 316 3 309 -7 307 -2
259 286,825 3 5 2 4 -1 5 1 4 -1
256 355,780 70 68 -2 69 1 68 -1 69 1
257 863,566 3 3 0 3 0 3 0 3 0
246 266,153 1 1 0 1 0 1 0 1 0
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1868 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

FOOTHILL PRESSURE ZONE
2025 TOTHH 2025 2030 TOTHH 2030 2035 TOTHH 2035 2040 TOTHH 2040 (UBO) AREA 2020 2025 TOTHH Added in Demand Added 2030 TOTHH Added inDemand Added 2035 TOTHH Added in Demand Added 2040 TOTHH Added in Demand Added TAZ (SF) TOTHH TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) 248 128,088 4 5 1 4 -1 4 0 5 1
258 421,759 0 0 0 0 0 0 0 0 0
244 390,248 1 1 0 1 0 1 0 1 0
323 948,887 97 91 -6 89 -2 90 1 92 2
249 289,694 14 14 0 15 1 17 2 13 -4
283 265,178 0 0 0 0 0 0 0 0 0
245 310,798 0 0 0 0 0 0 0 0 0
252 141,847 0 0 0 0 0 0 0 0 0
253 218,509 0 0 0 0 0 0 0 0 0
247 599,888 22 23 1 24 1 23 -1 24 1
250 191,394 0 0 0 0 0 0 0 0 0
251 453,299 42 42 0 48 6 6 4.10 50 2 49 -1
242 293,619 1 1 0 1 0 1 0 1 0
243 288,777 87 79 -8 86 7 7 4.78 84 -2 89 5
362 303,902 16 17 1 19 2 16 -3 19 3
361 659,971 57 60 3 57 -3 55 -2 60 5
360 442,349 0 0 0 0 0 0 0 0 0
281 1,879,632 0 0 0 0 0 0 0 0 0
241 1,254,767 139 147 8 137 -10 144 7 142 -2
282 10,424,951 61 83 22 25 17.08 103 20 20 13.66 134 31 30 20.49 158 24 24 16.40 357 2,857,227 186 177 -9 180 3 186 6 182 -4
358 2,595,780 158 165 7 166 1 166 0 166 0
359 3,141,635 1 1 0 1 0 1 0 1 0
475 2,767,969 0 0 0 0 0 0 0 0 0
474 611,197 0 0 0 0 0 0 0 0 0
466 633,667 2 1 -1 1 0 2 1 2 0
470 624,348 0 0 0 0 0 0 0 0 0
473 570,204 25 27 2 28 1 28 0 28 0
472 1,481,568 138 137 -1 139 2 140 1 142 2
471 1,697,932 243 244 1 242 -2 241 -1 243 2
469 1,292,306 0 0 0 0 0 0 0 0 0
477 4,584,085 23 21 -2 22 1 24 2 21 -3
476 1,001,410 21 21 0 20 -1 20 0 19 -1
465 19,646,135 410 455 45 50 34.16 455 0 456 1 457 1
504 9,084,762 0 223 223 230 157.13 223 0 217 -6 217 0
284 711,398 65 61 -4 64 3 63 -1 63 0
260 567,554 8 11 3 10 -1 13 3 19 6 0.00
285 720,808 50 49 -1 52 3 51 -1 50 -1
287 1,639,541 0 0 0 0 0 0 0 0 0
288 470,100 34 34 0 34 0 34 0 34 0
291 1,549,141 43 94 51 60 40.99 156 62 62 42.36 252 96 100 68.32 317 65 66 45.09 292 1,296,782 110 118 8 8 5.47 135 17 18 12.30 150 15 15 10.25 165 15 15 10.25 289 1,576,198 160 167 7 7 4.78 162 -5 164 2 165 1
290 1,505,668 121 118 -3 117 -1 117 0 115 -2
301 706,104 124 130 6 134 4 142 8 8 148 6 6 4.10
300 760,156 0 0 0 0 0 0 0 0 0
201 1,424,998 0 0 0 0 0 0 0 0 0
202 913,992 0 0 0 0 0 0 0 0 0
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1869 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

FOOTHILL PRESSURE ZONE
Units/Notes
Current MDD Per HH: 0.83819 GPM/HH
Current Max Demand Month Usage: 49.07752 CCF/MONTH per HH. Slightly high, but existing lots probably larger than future.

Units/Notes
Assumed Future Monthly Usage Per HH: 40 CCF/Month per HH Assumed Future MDD Average per HH: 0.683153 GPM/HH
Year: 2020 2025 2030 2035 2040
MDD per TAZ Data (MGD:) 7.1828 7.5586 7.6992 7.8655 8.0485 MDD per TAZ Data (Ave GPM): 4,988.04 5,249.01 5,346.70 5,462.15 5,589.22 MDD Modeled (MGD): 7.1914 7.5898 7.7305 7.8967 8.0797
MDD Modeled (Ave GPM): 4,994.02 5,270.70 5,368.39 5,483.84 5,610.91 Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1871 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development HILL 900 PRESSURE ZONE
2025 TOTHH 2025 2030 TOTHH 2030 2035 TOTHH 2035 2040 TOTHH 2040 (UBO) AREA 2020 2025 TOTHH Added in Demand Added 2030 TOTHH Added in Demand Added 2035 TOTHH Added in Demand Added 2040 TOTHH Added in Demand Added TAZ (SF) TOTHH TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) 383 19,469,357 310 310 0 310 0 307 -3 309 2
381 11,568,484 382 376 -6 -6 (4.10) 378 2 378 0 379 1
327 5,005,482 0 0 0 0 0 0 0 0 0
374 723,377 39 40 1 40 0 39 -1 42 3
332 1,679,996 0 0 0 0 0 0 0 0 0
335 2,593,030 137 141 4 141 0 140 -1 141 1
333 1,329,538 63 64 1 62 -2 59 -3 62 3
326 929,297 65 61 -4 63 2 59 -4 65 6
328 7,728,460 0 0 0 0 0 0 0 0 0
329 918,380 20 20 0 20 0 21 1 20 -1
330 461,394 17 16 -1 16 0 16 0 17 1
373 4,216,977 175 176 1 176 0 176 0 175 -1
377 3,453,946 123 122 -1 90 61.48 121 -1 125 4 124 -1
324 2,777,005 327 321 -6 323 2 323 0 319 -4
375 417,455 0 0 0 0 0 0 0 0 0
354 2,334,073 107 109 2 106 -3 103 -3 97 -6
352 10,886,500 132 135 3 136 1 133 -3 214 81 80 54.65
351 10,005,049 203 374 171 170 116.14 433 59 59 40.31 428 -5 429 1 353 12,032,246 299 296 -3 295 -1 298 3 294 -4
376 3,672,015 70 70 0 71 1 69 -2 67 -2
372 14,718,493 553 555 2 555 0 555 0 554 -1
396 12,841,488 365 360 -5 508 148 148 101.11 513 5 510 -3 392 3,664,176 108 108 0 109 1 108 -1 108 0
371 6,384,292 205 203 -2 202 -1 200 -2 306 106 100 68.32 321 3,319,925 113 110 -3 111 1 109 -2 108 -1
343 3,319,925 58 58 0 59 1 58 -1 58 0
378 4,972,956 104 106 2 104 -2 107 3 102 -5
379 4,972,956 71 71 0 71 0 71 0 72 1
393 5,484,974 70 68 -2 69 1 69 0 71 2
394 8,431,847 213 219 6 214 -5 248 34 22 15.03 250 2
342 10,496,811 264 301 37 35 23.91 299 -2 0.00 300 1 301 1 384 5,880,483 151 151 0 150 -1 152 2 150 -2
386 5,880,483 0 0 0 0 0 0 0 0 0
387 5,484,974 0 0 0 0 0 0 0 0 0
Total 4744 4941 197 289 197.43 5142 201 207 141.41 5164 22 22 15.03 5344 180 180 122.97 2020-25 Increase: 4.15% 2025-30 Increase: 4.07% 2030-35 Increase: 0.43% 2035-40 Increase: 3.49% Annual Rate of Increase: 0.82% Annual Rate of Increase: 0.80% Annual Rate of Increase: 0.09% Annual Rate of Increase: 0.69% Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1872 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development HILL 900 PRESSURE ZONE
Units/Notes
Current MDD Per HH: 0.94774 GPM/HH
Current Max Demand Month Usage: 55.49198 CCF/MONTH per HH. Slightly high, but existing lots probably larger than future.

Units/Notes
Assumed Future Monthly Usage Per HH: 40 CCF/Month per HH Assumed Future MDD Average per HH: 0.683153 GPM/HH
Year: 2020 2025 2030 2035 2040
MDD per TAZ Data (MGD:) 6.4743 6.6681 6.8659 6.8875 7.0646 MDD per TAZ Data (Ave GPM): 4,496.07 4,630.65 4,767.96 4,782.99 4,905.96 MDD Modeled (MGD): 6.4743 6.7586 6.9623 6.9839 7.1610
MDD Modeled (Ave GPM): 4,496.07 4,693.50 4,834.91 4,849.94 4,972.91 Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1873 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

HILLTOP DANA PRESSURE ZONE
2025 TOTHH 2025 2030 TOTHH 2030 2035 TOTHH 2035 2040 TOTHH 2040 (UBO) AREA 2020 2025 TOTHH Added in Demand Added 2030 TOTHH Added in Demand Added 2035 TOTHH Added in Demand Added 2040 TOTHH Added in Demand Added TAZ (SF) TOTHH TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) TOTHH Increase Model (GPM) 640 2,010,438 16 17 1 17 0 17 0 17 0
646 1,765,169 0 0 0 0 0 0 0 0 0
634 884,759 3 4 1 2 -2 4 2 4 0
641 5,326,163 166 170 4 164 -6 167 3 168 1
633 688,886 0 0 0 0 0 0 0 0 0
636 317,734 23 25 2 25 0 23 -2 23 0
638 762,421 11 11 0 11 0 11 0 11 0
635 597,370 44 44 0 44 0 45 1 44 -1
639 1,655,087 65 66 1 66 0 65 -1 65 0
614 517,229 0 0 0 0 0 0 0 0 0
621 4,978,059 152 155 3 157 2 157 0 161 4
612 1,066,079 0 0 0 0 0 0 0 0 0
606 1,826,509 0 0 0 0 0 0 0 0 0
587 4,382,527 210 207 -3 40 27.33 208 1 204 -4 207 3
584 1,755,235 272 277 5 282 5 279 -3 280 1
505 6,269,129 179 182 3 180 -2 255 75 75 51.24 256 1 1 0.68 589 9,681,015 36 36 0 35 -1 32 -3 34 2
590 12,172,531 54 56 2 56 0 79 23 21 14.35 76 -3 1 0.68 588 8,980,211 301 305 4 302 -3 306 4 300 -6
583 1,756,578 193 198 5 197 -1 198 1 200 2
581 1,334,239 0 0 0 0 0 0 0 0 0
601 774,119 0 0 0 0 0 0 0 0 0
602 967,832 0 0 0 0 0 0 0 0 0
603 776,868 0 0 0 0 0 0 0 0 0
604 348,246 0 0 0 0 0 0 0 0 0
605 444,065 162 157 -5 155 -2 156 1 153 -3
609 524,127 0 0 0 0 0 0 0 0 0
607 746,864 0 0 0 0 0 0 0 0 0
608 230,224 0 0 0 0 0 0 0 0 0
632 273,806 0 0 0 0 0 0 0 0 0
631 293,563 0 0 0 0 0 0 0 0 0
611 521,800 0 0 0 0 0 0 0 0 0
613 698,349 0 0 0 0 0 0 0 0 0
610 1,897,923 444 444 0 444 0 444 0 444 0
623 9,441,180 505 507 2 510 3 507 -3 503 -4
622 7,467,687 236 231 -5 10 6.83 228 -3 230 2 232 2
637 2,235,311 379 377 -2 377 0 377 0 377 0
Total 3451 3469 18 50 34.16 3460 -9 0 0.00 3556 96 96 65.58 3555 -1 2 1.37 2020-25 Increase: 0.52% 2025-30 Increase: -0.26% 2030-35 Increase: 2.77% 2035-40 Increase: -0.03% Annual Rate of Increase: 0.10% Annual Rate of Increase: -0.05% Annual Rate of Increase: 0.55% Annual Rate of Increase: -0.01% Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1874 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Master Plan 2023
Estimated Water Demands for Future Developments
Based on SRTA Total Household (TOTHH) Estimates and Other Anticipated Development

HILLTOP DANA PRESSURE ZONE
Units/Notes
Current MDD Per HH: 0.69276 GPM/HH
Current Max Demand Month Usage: 40.56245 CCF/MONTH per HH. Appears accurate Units/Notes
Assumed Future Monthly Usage Per HH: 40 CCF/Month per HH Assumed Future MDD Average per HH: 0.683153 GPM/HH
Year: 2020 2025 2030 2035 2040
MDD per TAZ Data (MGD:) 3.442622 3.460329 3.451475 3.545914 3.544931 MDD per TAZ Data (Ave GPM): 2,390.71 2403.006 2396.858 2462.441 2461.757 MDD Modeled (MGD): 3.445502 3.494689 3.494689 3.589128 3.591095 MDD Modeled (Ave GPM): 2392.71 2426.867 2426.867 2492.45 2493.816 Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1875 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) 151
299
299
44 299
273
273
§¨¦5
429
451
440
441
793
438
421
436
437
439
420
435
434
418
431 432
792
791
783
416
411
229
417
415
228
414
409
433
227
230
408
412
413
699
397
732
400
698
223
225
224
222
769
768
697
767
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8 226
399
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753
219 221
755
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385
751
218
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723
752
216
217
756
754
7 2
9 728
730
727
627
724
722
725
721
692
693
691
760
214
382
708 718
215
707
706
211
213 684 717
683
714
212
690
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383
686
687
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713
712 626
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668
681
209
208
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204
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7 206
203
205
381
3 0 7
670
306
327
305
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642
374
666
304 624
664
332
335
715
269
333 326
303
299
667
663
328
298 329 334
267
650
338
669
330
339
373
331
266
336
268
337
640
377
6 4
9 648
261
262
263
264
293
265
324
254
286
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325
259
256
647
646
257 634
246
641
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636 258
244
322
323 249
283 245
252
253
356
638
635
639
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247
250
621
612
242
251 606
362 243
361
360 281
241
282
354
355
357
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359
352
351
353
582
587
475
584
474
505
466
470
585
473
472
469 471
477
589 590
588
586
583
476
581
465
576
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571
468
577
501 578
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498
496
532
497
493
575
494
527
525
524
492
491
555
557
523
484 521
528
551
547
546
548
549
544
561
284 260
285
287
288
291
292
289
290
301
300
201
202
302
296
297
601
602
603
604 605
609
607
608
632
631
611
613
610
652
653
659 662
665
709
710
726
660
661
657
658
656
655
654
685
688
376
541
513
795
782
788
785
786
784
781
787
794
796
733
372
522
515
514
512
511
550
558
623
761
770
766
741
422
419
428
427
410
407
426
406
396
391
392
371
464
462
463
461
482
481
483
530
531
529
526
495
554
572
573
759
757
758
696
232
231
321
343
378
379
393
395
394
342
384
386
387
388
499
500
506
502
502
543
542
545
556
553
552
559
574
579
622
628
625
629
637
644
643
731
467
478
1043
1041
1019
1018
1027
1021
1003
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985
963
972
996
998
1032
1033
1034
971
984
973
975
981
982
983
1036
1037
1038
1013
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Legend
City of Redding TAZ
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FIGURE 1
Date Feb 2022
Revision No. -
Project No. 12561416

CITY & SPHERE OF INFLUENCE

TRAFFIC ANALYSIS

ZONES (TAZ)

GENERAL
PLAN

CITY OF REDDING
Map Projection: Lambert Conformal Conic
Horizontal Datum: North American 1983
Grid: NAD 1983 StatePlane California I FIPS 0401 Feet
0 0.5 1
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Paper Size ANSI B
\\ghdnet\ghd\US\Concord\Projects\561\12561416\GIS\Maps\Deliverables\12561416_LandUseByTAZ\12561416_LandUseByTAZ.aprx - Figure 1_TAZ Key Data source: TAZ, Roads: Shasta SIM TDM. City Boundary; Sphere of Influence Boundary: City of Redding. Created by: pthornton Map_ANSI B
Print date: 22 Feb 2022 - 17:43 Packet Pg. 1876 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Utility Master Plan 2023
Ultimate Buildout Max Day Demand Calculations
Buckeye Zone
UBO Ex. Parcel Data Additional Assumed Added Future Added Future General Plan Areas Areas UBO Area Monthly Use Demand MDD Ave.

Land Use Group (Acres) (Acres) (Acres) (CCF/Acre) (CCF/Month) (GPM) General Commercial 242.80 245.91 0.00 35 0.00 0.00
General Industry 528.27 330.02 198.25 15 2,973.82 50.79 General Office 30.10 30.10 60 1,806.00 30.84
Greenway 2,631.16 362.19 2,268.98 0 0.00 0.00
Heavy Commercial 113.68 113.68 35 3,978.94 67.96
Limited Office 8.73 8.73 45 392.68 6.71
Multi-Family 691.03 373.90 317.13 160 50,740.68 866.59
Neighborhood Commercial 11.99 11.98 0.01 60 0.65 0.01
Parks 114.65 137.80 0.00 12 0.00 0.00
Public Facility 32.07 385.96 0.00 40 0.00 0.00
Regional Commercial 249.66 249.66 35 8,738.09 149.24
Shopping Center 48.07 48.07 35 1,682.53 28.74
Single Family 4,384.18 3,173.10 1,211.08 100 121,108.05 2,068.38 Totals: 9,086.40 5,020.85 4,445.70 - 191,421.44 3,269.25 Current Buckeye Zone MDD Average (GPM): 4,714.68
UBO Buckeye Zone MDD Average (GPM): 7,983.93
UBO Buckeye Zone MDD Average (MGD): 11.50
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1877 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Utility Master Plan 2023
Ultimate Buildout Max Day Demand Calculations
Cascade Zone
UBO Ex. Parcel Data Additional Assumed Added Future Added Future General Plan Areas Areas UBO Area Monthly Use Demand MDD Ave.

Land Use Group (Acres) (Acres) (Acres) (CCF/Acre) (CCF/Month) (GPM) General Commercial 76.40 37.02 39.37 35 1,378.07 23.54
General Industry 182.36 182.36 15 2,735.47 46.72
Golf Course 6.10 91.03 0.00 12 0.00 0.00
Greenway 862.61 147.32 715.29 0 0.00 0.00
Heavy Commercial 158.44 158.44 35 5,545.36 94.71
Heavy Industry 1,017.34 964.89 52.45 15 786.76 13.44
Multi-Family 165.21 99.86 65.34 160 10,455.13 178.56
Neighborhood Commercial 3.70 3.70 60 221.73 3.79
Parks 66.07 66.07 12 792.86 13.54
Public Facility 447.50 667.23 0.00 40 0.00 0.00
Shopping Center 9.70 105.68 0.00 35 0.00 0.00
Single Family 1,869.93 1,837.24 32.69 100 3,268.65 55.82 Totals: 4,865.35 3,950.26 1,315.72 - 25,184.02 430.11
Current Buckeye Zone MDD Average (GPM): 3,759.58
UBO Buckeye Zone MDD Average (GPM): 4,189.69
UBO Buckeye Zone MDD Average (MGD): 6.03
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1878 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Utility Master Plan 2023
Ultimate Buildout Max Day Demand Calculations
Enterprise Zone (including Meadow View)
UBO Ex. Parcel Data Additional Assumed Added Future Added Future General Plan Areas Areas UBO Area Monthly Use Demand MDD Ave.

Land Use Group (Acres) (Acres) (Acres) (CCF/Acre) (CCF/Month) (GPM) Airport Service 1,131.18 1,551.56 0.00 15 0.00 0.00
Commercial 120.87 120.87 35 4,230.30 72.25
General Commercial 489.41 396.29 93.12 35 3,259.17 55.66 General Industry 1,019.76 188.22 831.55 15 12,473.18 213.03 General Office 174.83 185.30 0.00 60 0.00 0.00
Golf Course 36.30 428.88 0.00 12 0.00 0.00
Greenway 1,419.06 475.89 943.16 0 0.00 0.00
Heavy Commercial 80.94 80.94 35 2,832.94 48.38
Heavy Industry 176.44 176.44 15 2,646.57 45.20
Limited Office 28.29 28.29 45 1,273.27 21.75
Multi-Family 664.57 285.73 378.84 160 60,615.17 1,035.24 Neighborhood Commercial 3.33 3.33 60 199.89 3.41
Parks 134.66 134.66 12 1,615.89 27.60
Public Facility 263.66 263.66 0.00 40 0.00 0.00
Regional Commercial 58.55 22.77 35.78 35 1,252.43 21.39 Shopping Center 63.63 63.63 35 2,227.08 38.04
Single Family 3,540.88 2,688.82 852.06 100 85,205.62 1,455.21 Totals 9,406.34 6,487.11 3,742.67 - 177,831.51 3,037.15 Current Buckeye Zone MDD Average (GPM): 7,268.89
UBO Buckeye Zone MDD Average (GPM): 10,306.04
UBO Buckeye Zone MDD Average (MGD): 14.84
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1879 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Utility Master Plan 2023
Ultimate Buildout Max Day Demand Calculations
Foothill Zone
UBO Ex. Parcel Data Additional Assumed Added Future Added Future General Plan Areas Areas UBO Area Monthly Use Demand MDD Ave.

Land Use Group (Acres) (Acres) (Acres) (CCF/Acre) (CCF/Month) (GPM) General Commercial 222.97 191.28 31.69 35 1,109.26 18.94 General Industry 54.03 109.22 0.00 15 0.00 0.00
General Office 86.93 94.60 0.00 60 0.00 0.00
Golf Course 23.73 115.14 0.00 12 0.00 0.00
Greenway 417.06 86.45 330.61 0 0.00 0.00
Heavy Commercial 158.26 158.26 35 5,539.02 94.60
Limited Office 50.22 80.00 0.00 45 0.00 0.00
Mixed Use Core 273.63 128.21 145.42 60 8,725.11 149.01
Multi-Family 254.77 178.81 75.96 160 12,153.69 207.57
Neighborhood Commercial 5.84 5.84 60 350.46 5.99
Parks 118.42 119.00 0.00 12 0.00 0.00
Public Facility 462.40 463.00 0.00 40 0.00 0.00
Recreation 28.99 124.65 0.00 12 0.00 0.00
Single Family 734.43 636.69 97.74 100 9,774.25 166.93
Totals 2,891.69 2,327.05 845.52 - 37,651.79 643.05
Current Buckeye Zone MDD Average (GPM): 4,988.04
UBO Buckeye Zone MDD Average (GPM): 5,631.09
UBO Buckeye Zone MDD Average (MGD): 8.11
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1880 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Utility Master Plan 2023
Ultimate Buildout Max Day Demand Calculations
Hill 900 Zone (including Mary Lake)
UBO Ex. Parcel Data Additional Assumed Added Future Added Future General Plan Areas Areas UBO Area Monthly Use Demand MDD Ave.

Land Use Group (Acres) (Acres) (Acres) (CCF/Acre) (CCF/Month) (GPM) Airport Service 107.73 107.73 15 1,615.93 27.60
General Commercial 28.90 27.89 1.01 35 35.40 0.60
General Industry 0.03 2.78 0.00 15 0.00 0.00
General Office 89.60 83.48 6.12 60 367.05 6.27
Greenway 1,256.38 352.35 904.03 0 0.00 0.00
Heavy Commercial 2.78 2.78 35 97.43 1.66
Limited Office 28.42 28.42 60 1,705.32 29.12
Multi-Family 125.63 44.24 81.40 160 13,023.41 222.42
Neighborhood Commercial 10.80 10.80 60 647.97 11.07
Parks 44.27 44.93 0.00 12 0.00 0.00
Public Facility 186.02 376.67 0.00 40 0.00 0.00
Shopping Center 14.43 14.43 35 505.18 8.63
Single Family 1,749.80 1,720.66 29.14 100 2,913.73 49.76 Totals 3,644.79 2,653.00 1,185.86 - 20,911.41 357.14
Current Buckeye Zone MDD Average (GPM): 4,496.07
UBO Buckeye Zone MDD Average (GPM): 4,853.21
UBO Buckeye Zone MDD Average (MGD): 6.99
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1881 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding Water Utility Master Plan 2023
Ultimate Buildout Max Day Demand Calculations
Hilltop Dana Zone
UBO Ex. Parcel Data Additional Assumed Added Future Added Future General Plan Areas Areas UBO Area Monthly Use Demand MDD Ave.

Land Use Group (Acres) (Acres) (Acres) (CCF/Acre) (CCF/Month) (GPM) General Commercial 45.35 223.14 0.00 35 0.00 0.00
General Industry 0.12 15 0.00 0.00
General Office 29.61 43.68 0.00 60 0.00 0.00
Greenway 209.48 48.58 160.90 0 0.00 0.00
Heavy Commercial 60.43 35 0.00 0.00
Heavy Industry 24.84 62.42 0.00 15 0.00 0.00
Limited Office 18.79 60 0.00 0.00
Multi-Family 271.82 111.63 160.19 160 25,629.70 437.72
Neighborhood Commercial 6.17 6.17 60 370.43 6.33
Parks 0.01 12 0.00 0.00
Public Facility 197.83 220.41 0.00 40 0.00 0.00
Recreation 21.71 56.66 0.00 12 0.00 0.00
Regional Commercial 273.10 177.79 95.32 35 3,336.14 56.98 Single Family 789.43 799.75 0.00 100 0.00 0.00
Totals 1,948.69 1,744.05 422.58 - 29,336.28 501.03
Current Buckeye Zone MDD Average (GPM): 2,390.71
UBO Buckeye Zone MDD Average (GPM): 2,891.74
UBO Buckeye Zone MDD Average (MGD): 4.16
Prepared by: Kurt Maire, PE
City of Redding
PW Engineering Div. Packet Pg. 1882 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023)

THIS PAGE INTENTIONALLY LEFT BLANK
Packet Pg. 1883 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023)

APPENDIX D

HYDRAULIC MODELING

INFORMATION
WATER UTILITY MASTER PLAN 2023
Packet Pg. 1884 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D

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Packet Pg. 1885 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-1

TABLE OF CONTENTS
Section Page
D. Hydraulic Modeling information........................................................................... D-1 Model Software ................................................................................................ D-1 Initial Model Development .............................................................................. D-2 Water System Infrastructure and Model Components..................................... D-3 Water Demands................................................................................................ D-5 Diurnal Patterns................................................................................................ D-6 Model Calibration ............................................................................................ D-6 Water Demands for Planning Horizons Through 2040.................................. D-11 Water Demands for Ultimate Buildout .......................................................... D-11 Recomendations............................................................................................. D-11 D. HYDRAULIC MODELING INFORMATION
This appendix presents a general overview of the hydraulic model for the City of Redding (City) water system. Information presented herein includes a description of the software utilized, a background of the model development, model components, demands and demand patterns used, the model calibration, and recommendations for the hydraulic model going forward.

The primary purpose of the hydraulic model is to simulate the operation and performance of the City’s water system under existing and future conditions. The hydraulic model is a valuable tool that the City utilizes for planning and operations. It is used to identify deficiencies in its water system and determine improvement alternatives. It is also used for verifying operational changes or outages before implementing, determining fire flows available to proposed developments, and developing the City’s unidirectional water main flushing program.

MODEL SOFTWARE
The City of Redding (City) hydraulic model was initially developed by CH2M-Hill (now Jacobs) with MWH-Soft’s H2ONET software for the Water Utility Master Plan 2000. The City purchased a 10,000-pipe capacity software license at that time for development of the model. H2ONET software was a software extension to the Autodesk AutoCAD design platform, with import and export capabilities for geographic information system (GIS) formats. At the conclusion of the Water Master Plan 2000 effort, the model was transferred to the City of Redding for routine use and analysis of the water system.

Packet Pg. 1886 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-2
In the effort for the Water Master Plan 2012 preparation, the H2ONET software was upgraded to MWH-Soft’s InfoWater software, which utilizes ESRI ArcView platform and is directly compatible with the City’s GIS databases. Compatibility with the City of Redding GIS databases allowed model updates to occur more frequently and expediently.

The City has continued to utilize InfoWater software since that time. In 2011, MWH-Soft changed its name to Innovyze and in 2021 Autodesk, Inc. purchased Innovyze, but the InfoWater model software has remained relatively the same since the acquisition. For preparation of the Water Utility Master Plan 2023, the City utilized InfoWater Pro and ArcGIS Pro software.

INITIAL MODEL DEVELOPMENT
CH2M-Hill developed and calibrated the initial hydraulic model for the City’s water system in 1999 and 2000 by performing the following tasks:

1. Built the pipe network using City GIS department data, reviewed and corrected it for basic information, such as pipe connectivity, locations, sizes, materials, age, etc.

2. Developed a digital elevation model (DEM) utilizing U.S. Geological Survey (USGS) topographic mapping. Then assigned elevations to all the pipe junctions by utilizing the DEM.

3. Calculated Hazen-Williams C values for existing pipes according to age, material, and diameter. Calculations were made using regression equations derived from Darcy-Weisbach friction factor values, then converted to Hazen-Williams C values.

4. Input all major flow control valves, pressure-reducing stations, and check valves using City data and atlas sheets for each facility.

5. Input all booster pumps, groundwater wells, and reservoirs using City facility data and drawings.

6. Collected and analyzed daily operations data from 1997 through 1999 to determine total daily water demand, daily demands per pressure zone, Citywide and pressure zone diurnal patterns (where possible), and hourly/daily operations for each major facility (pump stations, reservoirs, treatment plants, wells).

7. Initial runs of the hydraulic model were reviewed and compared to daily and hourly operations data. Discrepancies between model results and operations data were addressed with model revisions to match operations data.

8. The model was rerun to verify revisions achieved simulation of actual operations.

9. The baseline model was then modified to include peak day and average day scenarios for future planning horizons.

Packet Pg. 1887 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-3

WATER SYSTEM INFRASTRUCTURE AND MODEL COMPONENTS
The hydraulic model includes components that represent all the major system infrastructure in the City’s water system, with key design, performance, and operational characteristics for each component. Model components include pipes, nodes, valves, reservoirs(water sources), storage tanks, and pump stations.

InfoWater Pro software is used to input all the major components. It can quickly import or edit bulk data such as pipe diameters and roughness coefficients from other GIS or database sources. This document does not address the detailed steps in creating and inputting data for model components because the information is readily accessible in Innovyze online documentation forthe InfoWater. The following is information specific to the City’s hydraulic model.

D.3.1 Pipes
CH2M-Hill initially imported conveyance and distribution piping into the model from City’s GIS ArcView shape files. This bulk data import included key information such as pipe size, material, date of installation, length, and location. The data was corrected and missing items were entered. Missing dates of installation were entered using information from dates of specific subdivision construction. Nodes were added to all pipe intersections using a CH2M-Hill proprietary software tool called LYNX. Pipes smaller than 6-inch diameter were then removed from the model, for the software to run more efficiently, and to operate within the 10,000-pipe limit associated with the City’s software license.

Since the initial model development, the City has continued to update the pipe network for construction and improvements that are regularly constructed. The City’s Engineering Division staff utilizes the GIS database to add new water mains in the model after completion of construction.

Friction factors (Hazen-Williams C values) for the initial model development were determined using regression equations that were based on pipe material, age, and diameter. Friction factors for pipes installed after the initial model development, and for future planning horizon scenarios were added using the model interface tools and industry standards for various pipe materials on an individual basis.

Additional hydraulic data that the modeling software utilizes for each pipe includes size, length, material, minor loss coefficient, date of installation, pressure zone, phase (i.e., future improvement), and features such as check valves or flow totalizers.

D.3.2 Nodes
Nodes (or junctions) represent a point where two or more pipes join together, or a piping locations where model information needsto be accessed or added. Nodes are where water Packet Pg. 1888 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-4
system demands are assigned, and where facilities such as pumps, valves, and reservoirs are connected to adjacent pipes. Key information for each node includes its elevation, water demand, demand pattern, and pressure zone.

As mentioned above, the original model nodes were created using a LYNX tool that automatically generated nodes at pipe junctions. The nodes were assigned elevations from a DEM developed from USGS Topography maps. As the model the model continues to be updated and development areas are added, new nodes are assigned elevations based on the City’s aerial light detection and ranging (Lidar) mapping and associated two-foot contours.

D.3.3 Tanks and Reservoirs
Tanks and reservoirs were created individually in the initial development of the model using information from the design drawings, facility data sheets, and operational settings.

Tanks and reservoirs are two distinct features in InfoWater. Tanks are fixed-volume featuresthat can be drained completely and have variable watersurfaces. Reservoirs in the model provide an infinite water source at a constant water level, providing as much water as the hydraulic conditions will allow. Reservoirs are used to represent watersources such as rivers or wells. Tanks are used to represent treated water storage available to the distribution system. Key information for tanks and reservoirs includes capacity, geometry (diameter, height), invert elevation, and maximum/minimum operating levels (and initial water level for reservoirs). New tanks and reservoirs are added using the InfoWater system editing tools on an individual basis.

D.3.4 Pumps
Pumps were created individually in the model using information from the design drawings, facility data sheets, and operational settings. Key information for pumps in the model includes design points or pump curves, elevation, and diameter.

For the effort involved in Water Master Plan 2023 preparation, actual pump curves were added, when available. Also, pump controls and automation, as well as variable frequency drives (VFDs) were added to more accurately represent and model the actual operation of the City’s pump stations.

D.3.5 Valves (Flow Control, Pressure Reducing or Sustaining, Check) Water system valves were created individually, except for check valves. Check valves were originally imported from the City GIS database. Flow control valves (FCVs), pressure reducing valves(PRVs), and pressure sustaining valves (PSVs) were added using City atlas and data sheets.

Packet Pg. 1889 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-5
Key information for each valve type includes valve diameter, minor loss coefficient, flow or pressure control, and on/off control logic based on other facility parameterssuch astank levels. New valves are added using the InfoWater system editing tools.

D.3.6 Groundwater Wells
Groundwater wells are represented using a combination of reservoir and pump features.

A reservoir is used to represent an infinite water source set at an elevation representing the groundwater surface. A pump is then added corresponding to the capacity of each specific facility. Automated operations can be simulated using the pump’s on/off control logic, which can be triggered by tank levels or system pressures. New wells are added using InfoWater system editing tools.

D.3.7 Water Treatment Plants
The City’s two water treatment plants, Foothill WTP and Buckeye WTP, are each represented with reservoirs and flow control valves. Reservoirs are set at the hydraulic grade line of the WTP treated effluent, and flow control valves are used to control the treatment plant output. The flow control valves limit flow out, based on treatment plant capacity. Flow controls are also automated to adjust or stop flow based on storage tank levels and actual typical plant operation.

WATER DEMANDS
Both average day demands (ADD) and maximum day demands (MDD) scenarios were analyzed and modeled. ADD within each pressure zone were determined based on the City’s daily production records from 2017 through 2021. The total ADD in each pressure zone was distributed evenly amongst demand nodes within the zone, except specific demands and use patterns were added for the largest water users throughout the City.

Since modeling for the MDD scenario is more critical for determining required water treatment, storage, pumping, and pipeline capacities, a much more extensive effort was performed to analyze and model the MDD scenario. Total MDD in each pressure zone were estimated from SCADA historian data from 2020 through 2021. Production flow rates, storage tank levels, and interzone transfer flow rate data in 15-minute increments were analyzed to determine the max daily demand within each zone. Further, to accurately model flow patterns within each zone, MDD water usage for every parcel within the City’s water service area (WSA) was estimated. Non-residential parcels (commercial, industrial, municipal, etc.) MDD water usage was estimated based on water meter records from July of 2021. The MDD water usage for residential parcels (single family and multifamily parcels) were estimated based on the number of buildings/residences and area associated with each parcel. Estimates for irrigation water usage were made based on parcel areas, with assumptions for irrigation factors, irrigation efficiency, and percentage of parcel area used for landscaping.

Packet Pg. 1890 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-6
Once the average MDD usage for all of the parcels in the WSA usage was estimated, GIS tools were used to incorporate the estimated water usage data into an ArcGIS shape file for the parcels. The shape file was imported into the model, then InfoWater Pro demand allocating tools were utilized to assign the MDD water demands from parcels to the nearest demand node in the model. This demand allocation was performed independently for each pressure zone. A minor adjustment was then performed by multiplying all the demand nodes in each pressure zone by a correct factor, so that the total MDD for each pressure zone in the model matched the pressure zone MDD calculated from the SCADA historian data.

DIURNAL PATTERNS
The City’s SCADA historian data was analyzed to determine demand patterns for each pressure zone. Historian data from max day demands in 2020 and 2021 for applicable water production, reservoir storage levels, and interzone flow meter readings in 15- minute increments were analyzed to develop the pattern for each zone. Diurnal patterns are provided in Section 3.1.1 of the Water Utility Master Plan (WMP). The calculated diurnal patterns were used for all water demands in the respective zone, except for some specific patterns were used for the highest water users in the City.

MODEL CALIBRATION
The water model was calibrated for current ADD and MDD conditions by comparing model output data with SCADA historian data from 2019 through 2021 for key water system facilities. Wonderware Historian Client Trend software was used to analyze historical trend graphs and data recorded for the City’s reservoir levels, and water pressures and flowrates at key facilities. Historical trend data for reservoirs was graphed along with treatment plant, well, pump station, valve station flow data data to determine setpoints for operations and controls. The calibration effort focused on comparing and calibrating model output data to match historical data in each pressure zone, and also for the system as a whole.

As previously noted, since modeling for the MDD scenario is more critical for determining required water treatment, storage, pumping, and pipeline capacities, significantly more effort was performed with regard to the calibration of the MDD model scenario. Demand patterns, and also capacities, settings, and controls for the treatment plants, wells, pump stations, and valve stations in the model were adjusted and calibrated to correspond to historical data MDD periods in July and August during the years 2019 through 2021.

Example graphs showing SCADA historian data compared to modeled data for the Keswick Valve Station, Pump Station 5, Pump Station 2, and the Ranchettes Reservoir are provided in Figures D-1 through 4, respectively.

Packet Pg. 1891 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-7
Keswick Valve Station w/ Bypass Flow (GPM)- SCADA Historian 8/9/2020 through 8/11/2020 Keswick Vault w/ Bypass Flow (GPM)- Modeled Output Data for Current MDD Figure D-1 Keswick Valve Station Historian vs Modeled MDD Flow Data Packet Pg. 1892 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-8
Pump Station 5 Flows - SCADA Historian Data 8/8/2020 through 8/10/20 Pump Station 5 Flows - Modeled Output Data for Current MDD Figure D-2 Pump Station 5 Historian vs Modeled MDD Flow Data Packet Pg. 1893 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-9
Pump Station 2 Flow (GPM) - SCADA Historian Data 8/8/2020 through 8/10/20 Pump Station 2 Flow (GPM) – Modeled Output Data for Current MDD Figure D-3 Pump Station 2 Historian vs Modeled MDD Flow Data Packet Pg. 1894 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-10
Ranchettes Reservoir Level (% full) - SCADA Historian Data 8/8/2020 through 8/10/20 Ranchettes Reservoir Level (Ft) - Modeled Output Data for Current MDD Figure D-4 Ranchettes Reservoir Historian vs Modeled MDD Level Data Packet Pg. 1895 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-11
The figures above only provide a small sample of the comparisons that were performed in the calibration effort, but they represent the success of the effort. Comparisons between the historian and model data at key facilities throughout the City indicate that the calibration effort was successful and the model is accurately representing current conditions for planning purposes.

WATER DEMANDS FOR PLANNING HORIZONS THROUGH 2040
Demand projections for future planning horizons in 2025, 2030, 2035, and 2040 were estimated by adding expected future demands in various locations to the calibrated model for current conditions. Diurnal patterns for each pressure zone were assumed to remain the same as current patterns for planning the horizons. Future planning horizon scenarios were modeled with existing facilities, as well as with recommended improvements for storage, pumping, piping, etc.

The Shasta County Regional Transportation Agency (SRTA) model data, along with coordination meetings with local developers and the City’s planning staff were used to determine locations, extents, and timelines for expected future developments. Additional details for future demand projections are provided Section 3.4 of the WMP and Appendix C. Expected future demands were added manually/individually to specific nodes in the model based, on SRTA traffic area zone (TAZ) data, parcel data and aerial photos, and expected development areas.

WATER DEMANDS FOR ULTIMATE BUILDOUT
Demand projections for ultimate buildout conditions were estimated based on the City’s General Plan, as further detailed in Section 3.5 of the WMP. The model scenario for the 2040 planning horizon was used as the base condition, and additional demands that are expected from the year 2040 to ultimate buildout were distributed evenly amongst demand nodes within each pressure zone. Additional details concerning ultimate buildout demand are provided in Section 3.5 of the WMP and Appendix C. Because there is a high level of uncertainty concerning the extend and location of future development that will occur after the year 2040, no attempt was made to determine specific areas where demands should be distributed inside each pressure zone.

RECOMENDATIONS
Analysis of water demand data in the City’s pressure zones indicates that some of the flow meters used for inter-zone transfers may have inaccuracies, resulting in higher expected demands being recorded in the Foothill Zone. The City has plans to replace flow meters at some of the major inter-zone transfer locations, including the Cypress Valve Station, the Railroad Valve Station, and Pump Station 2. It is recommended that the diurnal patterns, pressure zone demands, and the model calibration be re-evaluated after the new flow meters have been installed through a summer.

Packet Pg. 1896 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023) City of Redding
Water Utility Master Plan 2023 Appendix D
D-12
The City should continue to update and maintain the hydraulic model, and use it as a tool for operations and planning. Also, as the City continues to expand and upgrade its SCADA system for its water system, it should coordinate with Innovyze and consider utilizing modeling tools that can link the model directly to the SCADA historian system/software for real time calibration and even more accurate hydraulic modeling.

Packet Pg. 1897 Attachment: Water Utility Master Plan 2023 (9.11(g)--Water Utility Master Plan Update 2023)

CITY OF REDDING

REPORT TO THE CITY COUNCIL
Recommendation
Adopt Resolution approving the successor Memorandum of Understanding with the International Association of Fire Fighters (IAFF) for an 18-month term ending December 31, 2024; and approving amendments to the IAFF Schedule of Wage Rates effective July 9, 2023.

Fiscal Impact
If the successor Memorandum of Understanding (MOU) with IAFF is approved, there will be a savings of approximately $2.9 million over the next ten years due to the group health and retirement benefit changes, with $340,000 of the savings occurring during the term of the contract.

The total estimated cost (including wage adjustments and benefit changes) of the successor MOU over the eighteen-month term is $2.9 million, which is entirely attributable to the General Fund with some of the cost being paid for by the Redding Electric Utility’s Wildfire Mitigation program. The approximate cost of the agreement is $1.9 million per year. As projected, the ten percent General Fund reserve is maintained.

The long-term benefits of the terms of the successor MOU include additional employee contributions toward the group health and retirement benefit costs. IAFF will pay an additional 5 percent towards group health insurance resulting in an approximate annual savings of $108,000.

In addition to the additional five percent group health premium contribution, IAFF Classic California Public Employees Retirement System (CalPERS) Tier 1 members will begin paying an additional 2.78 percent towards the City of Redding’s (City) share of the retirement contribution and IAFF Classic CalPERS Tier 2 members will begin paying an additional 1.39 percent towards the City’s share of the retirement contribution. This equates to 50 percent of the normal cost of the retirement benefit being paid by the employees. The additional CalPERS cost share results in savings of approximately $187,000 per year. Additionally, included in the agreement are modifications to compensatory time off (CTO) accruals and cash outs, which will result in savings.

MEETING DATE: July 18, 2023
ITEM NO. 9.15(b)
FROM:
***APPROVED BY***
[email protected] [email protected]
SUBJECT: 9.15(b)--Consider adoption of Resolution approving Successor Memorandum of Understanding and salary exhibits with International Association of Firefighters (IAFF).

Kari Kibler, Personnel
Director
Packet Pg. 1898
Report to Redding City Council July 11, 2023
Re: 9.15(b)--Consider Approving Successor Memorandum of Understanding and Salary Exhibits for IAFF Page 2
Alternative Action
The City Council could decline to approve the MOU thereby returning the City’s labor negotiation team to the bargaining table to continue the bargaining process with IAFF.

Background/Analysis
The City and IAFF began negotiating for a successor MOU in March of 2022 as the MOU was set to expire on December 31, 2022. A tentative agreement was reached in June 2023 and IAFF employees ratified the proposal package on July 6, 2023.

Classifications covered under this bargaining unit include: Apprentice Firefighter, Firefighter, Fire Engineer, Fire Captain, and Fire Prevention Officer. There are 88 employees covered by this unit.

A complete MOU, amended as proposed, is available on-line.

Major revisions of the proposal package include:

Term and Wages
• 18-month contract, through December 31, 2024;
• 16% general wage increase, effective the pay period beginning July 9, 2023; and • 4% general wage increase, effective the pay period beginning January 7, 2024.

The recommended wage adjustments for the classifications represented by IAFF are based on a salary study of classifications that was completed in January of 2023. The classifications were compared against 10 comparable benchmark agencies. The analysis indicated the IAFF classifications, on average, were 12.54 percent below median wage at that time. The market wage disparity will continue to increase unless market wage adjustments are provided.

Benefit Modifications
Retirement Program
• Effective the pay period including January 1, 2025, Tier 1 Classic employees will pay an additional 2.78 percent toward City’s portion of the employees CalPERS Classic Tier 1 employment payment; and
• Effective the pay period including January 1, 2025, Tier 2 Classic employees will pay an additional 1.39 percent toward the City’s portion of the employees CalPERS Classic Tier 2 employment payment.

This results in IAFF employees contributing to 50 percent of the normal cost of the retirement benefit.

Group Health Program
• The employee contribution to the City’s Group Health Insurance Base Plan will increase from 10 to 15 percent of monthly premium rate beginning in Calendar Year 2024.

Packet Pg. 1899
Report to Redding City Council July 11, 2023
Re: 9.15(b)--Consider Approving Successor Memorandum of Understanding and Salary Exhibits for IAFF Page 3
CTO Changes
• Employees may roll up to 480 hours of CTO earned forward to the next calendar year in lieu of cashing the hours each year;
• CTO will be limited to four guaranteed CTO slots per shift; and • Employees will accrue CTO at a rate of 1:1 while covering for staff using CTO leave, with the balance of any overtime due paid as cash.

Vacation Accrual Rate Changes
• Vacation accruals will increase from a range of 113 hours to 280 hours to a range of 144 hours to 288 hours, depending on years of service.

Other
• The Juneteenth holiday will be observed in lieu of the existing Columbus Day holiday; • Employees will be eligible to receive additional education incentive pays for holding a Master of Arts or Science degree (2.5%) and/or being a Certified Fire Inspector (2.5%), up to a maximum of 12.5 percent of educational incentive pay when combined with existing incentive pays; and
• There were additional revisions to incorporate existing side letters as well as other nonsubstantive revisions.

Environmental Review
This is not a project defined under the California Environmental Quality Act, and no further action is required.

Council Priority/City Manager Goals
• Budget and Financial Management – “Achieve balanced and stable 10-year Financial Plans for all funds.”
Attachments
^Resolution
^Exhibit A-O: IAFF Salary Schedule Effective December 25, 2022 (Current Salary) ^Exhibit A-1: IAFF Salary Schedule Effective July 9, 2023 ^Exhibit A-2: IAFF Salary Schedule Effective January 7, 2024 MOU Between City of Redding and IAFF - Final
MOU Between City of Redding and IAFF - Redline
Exhibit B: City of Redding Classifications Specifications - Redline Exhibit C: Performance Evaluation Rating System - Redline Exhibit C: Performance Evaluation Rating System - Final Exhibit D: Grievance Form (Renumbered) - Redline
Exhibit D: Grievance Form (Renumbered) - Final
Exhibit E: Employee Discipline (Skelly) Appeal Form (Renumbered) - Redline Exhibit E: Employee Discipline (Skelly) Appeal Final (Renumbered) - Final Exhibit F: Firefighter's Procedural Bill Of Rights (Renumbered) - Redline Exhibit F: Firefighter's Procedural Bill of Rights (Renumbered) - Final Exhibit G: Annual Physical Certification Form (Renumbered) - Redline Exhibit G: Annual Physical Certification Form (Renumbered) - Final Packet Pg. 1900
RESOLUTION NO. 2023-_____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING

ADOPTING THE MEMORANDUM OF UNDERSTANDING AND

SALARY EXHIBITS BETWEEN THE CITY OF REDDING AND

INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, EFFECTIVE
JULY 9, 2023
WHEREAS, International Association of Fire Fighters (IAFF) has been formally recognized as the majority representative of an appropriate unit of employees, as set forth in Section 2.1 of Article 2 of the Memorandum of Understanding between the City of Redding and IAFF; and
WHEREAS, the designated representatives of the City of Redding engaged in good faith bargaining regarding terms and conditions of employment with the designated representatives of IAFF as required by the provisions of the Meyers-Milias-Brown Act of 1968, resulting in the proposed Memorandum of Understanding and Salary Exhibits, attached hereto; and WHEREAS, staff recommends adoption of said Memorandum of Understanding and Salary Exhibits; and
WHEREAS, the City Council deems it to be in the best interest of the City to adopt such recommendation;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Redding that the comprehensive Memorandum of Understanding governing the period of July 9, 2023, and ending December 31, 2024, and accompanying Salary Exhibits are hereby adopted effective July 9, 2023.

I HEREBY CERTIFY that the foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of Redding on the 18th day of July, 2023, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

__________________________________
MICHAEL DACQUISTO, Mayor
ATTEST: FORM APPROVED:
________________________________ __________________________________ SHARLENE TIPTON, City Clerk BARRY E. DeWALT, City Attorney Packet Pg. 1901 Attachment: ^Resolution (9.15(b)--Consider Approving Successor Memorandum of Understanding and Salary Exhibits for IAFF)

1 2 3 4 5 6 7 8 9
770 Apprentice Firefighter $15.43 16.20 17.01 17.86 18.75 775 Apprentice Firefighter $21.59 * 22.67 * 23.81 * 25.00 * 26.25 * 780 Firefighter $18.75 $19.69 $20.67 $21.71 $22.79 $23.93 $25.13 $26.38 $27.70 $27.70 785 Firefighter $26.25 * $27.56 * $28.94 * $30.38 * $31.90 * $33.50 * $35.17 * $36.93 * $38.78 * 1 2 3 4 5 6 7 8 9
760 Fire Engineer $21.71 $22.79 $23.93 $25.13 $26.38 $27.70 $29.09 $30.54 $32.07 $32.07 765 Fire Engineer $30.38 * $31.90 * $33.50 * $35.17 * $36.93 * $38.78 * $40.72 * $42.75 * $44.89 * 1 2 3 4 5 6 7 8 9
710 Fire Captain $25.13 $26.38 $27.70 $29.09 $30.54 $32.07 $33.67 $35.36 $37.12 715 Fire Captain $35.17 * $36.93 * $38.78 * $40.72 * $42.75 * $44.89 * $47.13 * $49.49 * $51.97 * 750 Fire Prevention Inspector $24.68 $25.91 $27.21 $28.57 $30.00 $31.50 $33.07 $34.73 $36.46 755 Fire Prevention Inspector $34.55 * $36.28 * $38.09 * $40.00 * $42.00 * $44.10 * $46.30 * $48.62 * $51.05 * * 40-hour week
All other rates are for a 56-hour week
** Effective January 1, 2022, the minimum wage is$15.00 per hour.

REDDING FIRE FIGHTERS
EXHIBIT "A-0"
Effective: December 25, 2022
Step - Hourly Pay Rate
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

Packet Pg. 1902 Attachment: ^Exhibit A-O: IAFF Salary Schedule Effective December 25, 2022 (Current Salary) (9.15(b)-- 1 2 3 4 5 6 7 8 9
770 Apprentice Firefighter $17.89 18.79 19.73 20.72 21.75 775 Apprentice Firefighter $25.05 * 26.30 * 27.62 * 29.00 * 30.45 * 780 Firefighter $21.75 $22.84 $23.98 $25.18 $26.44 $27.76 $29.15 $30.60 $32.13 $32.13 785 Firefighter $30.45 * $31.97 * $33.57 * $35.24 * $37.01 * $38.86 * $40.80 * $42.84 * $44.98 * 1 2 3 4 5 6 7 8 9
760 Fire Engineer $25.18 $26.44 $27.76 $29.15 $30.60 $32.13 $33.74 $35.43 $37.20 765 Fire Engineer $35.24 * $37.01 * $38.86 * $40.80 * $42.84 * $44.98 * $47.23 * $49.59 * $52.08 * 1 2 3 4 5 6 7 8 9
710 Fire Captain $29.15 $30.60 $32.13 $33.74 $35.43 $37.20 $39.06 $41.01 $43.06 715 Fire Captain $40.80 * $42.84 * $44.99 * $47.23 * $49.60 * $52.08 * $54.68 * $57.41 * $60.28 * 750 Fire Prevention Inspector Officer $29.15 $30.60 $32.13 $33.74 $35.43 $37.20 $39.06 $41.01 $43.06 755 Fire Prevention Inspector Officer $40.80 * $42.84 * $44.99 * $47.23 * $49.60 * $52.08 * $54.68 * $57.41 * $60.28 * * 40-hour week
All other rates are for a 56-hour week
Step - Hourly Pay Rate
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

REDDING FIRE FIGHTERS
EXHIBIT "A-1"
Effective: July 9, 2023
Packet Pg. 1903 Attachment: ^Exhibit A-1: IAFF Salary Schedule Effective July 9, 2023 (9.15(b)--Consider Approving 1 2 3 4 5 6 7 8 9
770 Apprentice Firefighter $18.61 19.54 20.52 21.54 22.62 775 Apprentice Firefighter $26.05 * 27.35 * 28.72 * 30.16 * 31.66 * 780 Firefighter $22.62 $23.75 $24.94 $26.19 $27.49 $28.87 $30.31 $31.83 $33.42 $33.41 785 Firefighter $31.66 * $33.25 * $34.91 * $36.65 * $38.49 * $40.41 * $42.43 * $44.55 * $46.78 * 1 2 3 4 5 6 7 8 9
760 Fire Engineer $26.19 $27.49 $28.87 $30.31 $31.83 $33.42 $35.09 $36.85 $38.69 765 Fire Engineer $36.65 * $38.49 * $40.41 * $42.43 * $44.55 * $46.78 * $49.12 * $51.58 * $54.16 * 1 2 3 4 5 6 7 8 9
710 Fire Captain $30.31 $31.83 $33.42 $35.09 $36.85 $38.69 $40.62 $42.65 $44.79 715 Fire Captain $42.44 * $44.56 * $46.78 * $49.12 * $51.58 * $54.16 * $56.87 * $59.71 * $62.70 * 750 Fire Prevention Officer $30.31 $31.83 $33.42 $35.09 $36.85 $38.69 $40.62 $42.65 $44.79 755 Fire Prevention Officer $42.44 * $44.56 * $46.78 * $49.12 * $51.58 * $54.16 * $56.87 * $59.71 * $62.70 * * 40-hour week
All other rates are for a 56-hour week
Step - Hourly Pay Rate
Note: Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.

REDDING FIRE FIGHTERS
EXHIBIT "A-2"
Effective: January 7, 2024
Packet Pg. 1904 Attachment: ^Exhibit A-2: IAFF Salary Schedule Effective January 7, 2024 (9.15(b)--Consider Approving 1 MEMORANDUM OF UNDERSTANDING
Between

THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES OF LOCAL UNION 1934
of

INTERNATIONAL ASSOCIATION

OF FIRE FIGHTERS

AFL-CIO
EFFECTIVE: July 1, 1974 (Insofar as legally possible)
AMENDED: December 31, 1974, to be effective December 29, 1974 AMENDED: January 27, 1975, to be effective February 9, 1975 AMENDED: May 29, 1975, to be effective June 29, 1975
AMENDED: September 18, 1978, to be effective September 17, 1978 AMENDED: July 29, 1982, to be effective July 18, 1982
AMENDED: June 24, 1983, to be effective July 3, 1983
AMENDED: October 15, 1984 to be effective October 7, 1984 AMENDED: February 2, 1988 to be effective January 24, 1988 AMENDED: June 29, 1990 to be effective June 24, 1990
AMENDED: April 6, 1993 to be effective April 6, 1993
AMENDED: January 3, 1995 to be effective July 1, 1994
AMENDED: October 7, 1997 to be effective July 1, 1997
AMENDED: June 21, 2002, to be effective January 1, 2001 AMENDED: February 20, 2007, to be effective January 28, 2007 AMENDED: September 20, 2011, to be effective September 21, 2011 AMENDED: December 21, 2018, to be effective January 1, 2018 AMENDED: July 18, 2023, to be effective July 9, 2023
Packet Pg. 1905 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 2 TABLE OF CONTENTS
ARTICLE 1: PREAMBLE.......................................................................................................3 ARTICLE 2: RECOGNITION .................................................................................................4 ARTICLE 3: UNION SECURITY ...........................................................................................5 ARTICLE 4: GRIEVANCE PROCEDURE .............................................................................5 ARTICLE 5: SAFETY.............................................................................................................8 ARTICLE 6: DISABILITY AND UNEMPLOYMENT ...........................................................8 ARTICLE 7: EMPLOYEE STATUS .......................................................................................8 ARTICLE 8: WAGES AND CLASSIFICATIONS ..................................................................9 ARTICLE 9: HOURS AND OVERTIME ..............................................................................12 ARTICLE 10: SENIORITY ....................................................................................................14 ARTICLE 11: PROMOTION AND TRANSFER....................................................................15 ARTICLE 12: DEMOTION AND LAYOFF...........................................................................16 ARTICLE 13: LEAVE OF ABSENCE ...................................................................................17 ARTICLE 14: EXPENSES .....................................................................................................17 ARTICLE 15: SICK LEAVE ..................................................................................................18 ARTICLE 16: FUNERAL LEAVE .........................................................................................19 ARTICLE 17: HOLIDAYS.....................................................................................................20 ARTICLE 18: VACATIONS ..................................................................................................21 ARTICLE 19: UNIFORMS.....................................................................................................22 ARTICLE 20: MISCELLANEOUS ........................................................................................23 ARTICLE 21: EMPLOYEE GROUP HEALTH AND WELFARE BENEFIT PROGRAMS ..27 ARTICLE 22: ENTIRE AGREEMENT ..................................................................................31 ARTICLE 23: TERM..............................................................................................................31

EXHIBITS
EXHIBIT “A” - SCHEDULES OF WAGE RATES
EXHIBIT “B” - CITY OF REDDING CLASS SPECIFICATIONS
EXHIBIT “C” - PERFORMANCE EVALUATION RATING SYSTEM
EXHIBIT “D” - EMPLOYEE MOU GRIEVANCE FORM
EXHIBIT “E” - EMPLOYEE DISCIPLINARY (SKELLY) APPEAL FORM EXHIBIT “F” – FIREFIGHTER’S PROCEDURAL BILL OF RIGHTS ACT EXHIBIT “G” – ANNUAL PHYSICAL CERTIFICATION FORM
NOTE: Amendments are shown by underlining the new language and striking out the deleted language.

Packet Pg. 1906 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 3 MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 26th day of June, 1974, by and between the designated representatives of the CITY OF REDDING (a public agency as defined in Section 3501 (c) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as the City, and the designated representatives of LOCAL UNION 1934 of INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, affiliated with the American Federation of Labor - Congress of Industrial Organizations (a recognized employee organization as defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as Union,
WITNESSETH that:

WHEREAS, the parties hereto desire to facilitate the peaceful adjustment of differences that may from time to time arise between them, to promote harmony and efficiency to the end that the City, Union and the general public may benefit therefrom, and to establish fair and equitable wages, hours and working conditions for certain hereinafter designated employees of the City, NOW, THEREFORE, the parties hereto do agree as follows:

ARTICLE 1: PREAMBLE

1.1 The parties acknowledge the provisions of Chapter 10 (Sections 3500, et seq.) of Division 4 of Title 1 of the Government Code of the State of California.

1.2 It is the policy of the City and Union not to, and neither party will interfere with, intimidate, restrain, coerce or discriminate against any employee because of race, race, color, sex, sexual orientation, citizenship status, marital status, ethnicity, age (for people 40 and older), religion, gender identity, gender expression, genetic information, national origin and ancestry, political affiliation, creed, military or veteran status, physical disability, mental disability, medical condition or any other characteristic protected by state or federal law.

1.3 The City is engaged in rendering services to the public, and the City and Union recognize their mutual obligation for the continuous rendition and availability of such services.

For purposes of the foregoing, the City will provide emergency alerting technology, applications (Apps) for cell phones, to all employees for the purposes of emergency notifications and request for staffing by off-duty personnel.

1.4 The duties performed by employees of City as part of their employment pertain to and are essential to the operation of a municipality and the welfare of the public dependent thereon. Overtime work is an established condition of employment. During the term of this Memorandum of Understanding employees shall not partially or totally abstain from the performance of their duties for City. Union shall not call upon or authorize employees individually or collectively to engage in such activities and shall make a reasonable effort under the circumstances to dissuade employees from engaging in such activities and City shall not cause any lockout. Those employees who do individually or collectively partially or totally abstain from the performance of their duties for City or unreasonably or arbitrarily refuse or fail to respond to overtime work requirements shall be subject to disciplinary action up to and including discharge from employment.

Packet Pg. 1907 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 4 1.5 City employees shall perform loyal and efficient work and service, and shall use their influence and best efforts to protect the properties of City and its service to the public, and shall cooperate in promoting and advancing the welfare of City and in preserving the continuity of its service to the public at all times.

1.6 City and Union shall cooperate in promoting harmony and efficiency among City employees.

1.7 Notwithstanding anything to the contrary, the Union recognizes and accepts the right of City of Redding management to manage the City. This recognition includes acceptance of the fact that the management rights listed below are not subject to the grievance procedure except, however, grievances may be filed upon interpretations of the provisions of this Memorandum of Understanding other than those set forth in this paragraph. It is agreed by the parties to this Memorandum that management rights include, by way of illustration and not by way of limitation, the following: (a) The full and exclusive control of the management of the City. (b) The supervision of all operations, methods, processes and means of performing any and all work, the control of the property and the composition, assignment, direction and determination of the size of its working forces. (c) The right to determine the work to be done by employees. (d) The right to change or introduce new or improved operations, methods, means or facilities. (e) The right to hire, schedule, promote, demote, transfer, release and lay off employees, and the right to suspend, discipline and discharge employees and otherwise to maintain an orderly, effective and efficient operation, provided, however, that all of the foregoing shall be subject to the express and explicit terms and provisions of this Memorandum of Understanding.

1.8 The parties have met and conferred in good faith and have reached agreement on procedures set forth in this Memorandum of Understanding for resolution of disputes between the parties. The parties agree that they will follow those procedures as set forth in this Memorandum of Understanding or the bargaining process required by the Meyers-Milias-Brown Act.

1.9 The City agrees to meet and confer with the Union concerning the effect of any consolidation of Fire Services with any other jurisdiction prior to the City Council taking action on any recommended consolidation.

1.10 The City agrees to meet and confer with the Union over proposals to contract out Union work.

ARTICLE 2: RECOGNITION

2.1 The City recognizes the Union as the “Exclusive Representative” of all employees of the City Fire Department who hold a classification listed on Exhibit “A” of this Memorandum of Understanding. The provisions of the Memorandum of Understanding hereinafter set forth shall apply only to those employees of the City of Redding for whom Local Union 1934 of International Association of Fire Fighters, AFL-CIO, is the established majority representative.

2.2 Official representatives of Union will be permitted access to City property to confer with City employees on matters of employer-employee relations, but such representatives shall not interfere with work in progress without agreement of Management. Union meetings, on City time, will require prior approval of the Fire Chief whose decision will be based upon the operational needs of the Fire Department.

Packet Pg. 1908 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 5 2.3 The City will provide the Union adequate bulletin board space for the purpose of posting thereon matters relating to official Union business.

2.4 The City and the Union will not interfere with, intimidate, restrain, coerce or discriminate against any employee because of their membership or non-membership in Union or their activity on behalf of the Union.

2.5 Any employee, at their request, shall be permitted representation by a Union representative. The foregoing shall apply to hearings, reprimands and disciplinary actions, providing there is no unreasonable delay in obtaining representation.

ARTICLE 3: UNION SECURITY

3.1 The City shall deduct from their wages the regular membership dues of employees who are members of the Union and who individually and voluntarily authorize such deductions in writing in accordance with the provisions of Section 1157.3 of the Government Code of the State of California.

3.2 Deductions shall be made from the first and second payroll period of each month in approximately equal amounts and a check for the total deductions shall be made via Automated Clearing House (ACH) deposit to the Financial Secretary of Local Union 1934, I.A.F.F., within five (5) working days of the date the dues are withheld from the employee’s check. Deductions may include individual insurance and benefit programs.

3.3 The Union shall notify the City of any employee who has given the Union written authorization for deduction of any Union dues or fees. The Union certifies that it shall collect and will maintain records of individual employee authorizations for deductions of said dues or fees.

The Union agrees to notify the City of any changes in employee authorizations to deduct Union dues or fees. The City shall rely on the Union’s certification of any dues and fees authorized by an employee and will not require the Union to provide a copy of the employee’s authorization unless a dispute arises about the existence of terms of the authorization. Any inquiries by employees regarding Union dues or fees should be directed to the Union.

3.4 The City shall provide all new employees with Union membership application forms, payroll deduction authorization forms and a copy of this Memorandum of Understanding on or about the first day of employment. Such materials will be furnished to the City by the Union.

3.5 The Union must indemnify the City against any liability arising from any claims, demands, or actions made by an employee for deductions made pursuant to this article in reliance on information provided by the Union.

3.6 In the event that any provision of this article is declared by a court of competent jurisdiction to be illegal or unenforceable, the parties agree that the City will cease abiding by such provisions.

ARTICLE 4: GRIEVANCE PROCEDURE

4.1 Any grievances/disciplinary appeals which may arise between Union, or any of its Packet Pg. 1909 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 6 members, and the City, with respect to the interpretation or application of any of the terms of this Memorandum of Understanding, or with respect to such matters as the alleged discriminatory or arbitrary discharge, demotion or discipline of an individual employee, shall be determined by the provisions of this article, except that such matters as are included in the definition of impasse as set forth in Resolution No. 2012-091 are not a grievance. Because probationary employees and Apprentice Firefighters may be discharged or demoted without cause, they shall not be entitled to invoke Article 4, Grievance Procedure, with regard to matters of discharge or demotion. This shall not, however, prevent a probationary employee from exercising any other rights under this Memorandum of Understanding. Every employee designated by the City to hear the grievance or the disciplinary appeal of a subordinate shall have the authority to settle that grievance/disciplinary appeal.

4.2 For matters regarding MOU interpretation the following grievance procedure will apply:

4.2(a) The initial step in the adjustment of a grievance shall be a discussion between the grievant or their representative and the Battalion Chief – Shift Commander directly involved and submission of a written grievance form including, but not limited to, the MOU violation and the remedy sought. Attached hereto and made a part hereof is Exhibit “D” Employee MOU Grievance Form. The Battalion Chief – Shift Commander shall answer in writing within ten (10) business days.

This step shall be started within thirty (30) business days of the date of the action complained of, or the date the grievant became aware of the incident which is the basis for the grievance. This step may be taken during the working hours of the grievant or their representative. This step may be supplemented by oral discussion as well as the written presentations required above. The notice of the time, date and location of all meetings between the grievant’s representatives and management representatives must be noted on the grievance form.

4.2(b) Step Two: If a grievance is not resolved in the initial step, the second step shall be a discussion between the Labor Representative or their designated representative and the Fire Chief and submission of a written grievance form including, but not limited to, the MOU violation and the remedy sought. The Fire Chief shall answer within ten (10) business days. This step shall be taken within ten (10) business days of the date of the Supervisor’s answer in Step One.

4.2(c) Step Three: If a grievance is not resolved in the second step, the third step shall be the presentation of the grievance, in writing, (and may be supplemented by an oral presentation), by the Labor Representative or their designated representative and/or the grievant to the City’s designated Personnel Director, who shall answer, in writing, within ten (10) business days. The third step shall be taken within ten (10) business days of the date of the answer in Step Two.

4.2(d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be the presentation of the grievance, in writing (and may be supplemented by an oral presentation), by the Labor Representative or their designated representative, and/or the grievant to the City Manager, or a designee from the City Manager’s Office other than the City’s Personnel Director referred to in Section 4.2(c), who shall answer, in writing, within ten (10) business days. The fourth step shall be taken within ten (10) business days of the date of the answer in Step Three.

4.2(e) Step Five: If a grievance is not resolved in the fourth step, the fifth step shall be referral by either the City or the Union, to arbitration. The fifth step shall be taken within twenty (20) business days of the date of the answer in Step Four.

Packet Pg. 1910 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 7 4.3 For matters regarding Skelly discipline (Salary Reduction, Suspension, Disciplinary Demotion or Termination) the following appeal procedures will apply:

4.3(a) The initial step in the disciplinary appeal process shall be a Skelly meeting between the Labor Representative or their designated representative and/or the appellant and the Fire Chief and submission of a written disciplinary appeal form including information regarding the discipline and the Union’s position on the discipline. Attached hereto and made a part hereof is Exhibit “E” Employee Disciplinary (Skelly) Appeal Form. The Fire Chief shall answer within ten (10) business days.

4.3(b) Step Two: If the disciplinary appeal is not resolved in the initial step, the second step shall be the presentation of the disciplinary appeal in writing by the Labor Representative or their designated representative and/or the appellant to the Personnel Director, who shall answer in writing within ten (10) business days. The second step shall be taken within ten (10) business days of the date of the answer in the initial step.

4.3(c) Step Three: If a disciplinary appeal is not resolved in the second step, the third step shall be the presentation of the disciplinary appeal in writing by the Labor Representative or their designated representative and/or the appellant to the City Manager or designee (Assistant City Manager or Deputy City Manager), who shall answer in writing within ten (10) business days. The third step shall be taken within ten (10) business days of the date of the answer in Step Two.

4.3(d) Step Four: If a disciplinary appeal is not resolved in the third step, the fourth step shall be referral by either the City or the Union, to arbitration. The fourth step shall be taken within twenty (20) business days of the date of the answer in Step Three.

Arbitration Procedure for Grievances and Disciplinary Appeals:

4.4(a) Within five (5) business days of the City’s receipt of a request by the Union to submit a grievance or disciplinary appeal to arbitration, the City will solicit a list of not more than seven (7) arbitrators from the State of California Conciliation and Mediation Service. A copy of such list shall be forwarded to the Union’s attorney at the same time as State Mediation forwards a copy to the City. The parties agree to act expeditiously in the selection of an arbitrator. If the Union and the City fail to reach mutual agreement on the selection of an arbitrator, each party shall, at a meeting of its representatives, alternately strike a name from the list of arbitrators provided by the SCCMS. The first party to strike a name shall be determined by lot. The costs of arbitration shall be borne equally by the City and the Union. The City and the Union shall pay the compensation and expenses for their respective witnesses. At the Union’s written request, the City shall release employees from duty to participate in arbitration proceedings.

4.4 (b) The Arbitrator shall hold such hearings (grievance or disciplinary appeals) and shall consider such evidence as to the Arbitrator appears necessary and proper. If practicable, the first hearing shall be held within ninety (90) business days of the date of the referral to arbitration. The decision of the Arbitrator shall be final and binding on the City, the Union and the employee provided that such decision does not in any way add to, disregard or modify any of the provisions of this Memorandum of Understanding.

4.5 Failure by either party to meet any of the aforementioned time limits as set forth in the Subsections listed above will result in forfeiture. Failure by the City to meet any of the limits listed above will allow the Union to go forward with the grievance or the disciplinary appeal to the next step of the established procedures. However, the aforementioned time limits may be extended Packet Pg. 1911 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 8 by mutual agreement. Grievances settled by forfeiture shall not bind either party to an interpretation of this Memorandum of Understanding, nor shall such settlements be cited by either party as evidence in the settlement of subsequent grievances.

4.6 Notwithstanding the aforementioned procedure, any individual employee shall have the right to present grievances and disciplinary appeals to the City and to have such grievance or discipline adjusted without the intervention of the Union, provided that the adjustment shall not be inconsistent with the Memorandum of Understanding, and provided, further, that the Union’s President or their designated representative shall be given an opportunity to be present at such adjustment.

4.7 The City and the Union agree to use the appropriate Grievance or Disciplinary Appeal Forms to more timely and efficiently move grievances and disciplinary appeals through the process.

ARTICLE 5: SAFETY

5.1 The City Council desires to maintain a safe place of employment for City employees and to that end City management shall make all reasonable provisions necessary for the safety of employees in the performance of their work.

5.2 Regular “tailgate” meetings will be held on all jobs to plan the job and emphasize safety in its performance.

5.3 Regular safety meetings will be held bi-monthly for the purpose of reviewing accidents and preventing their recurrence, eliminating hazardous conditions and familiarizing employees with safe work procedures and practices.

ARTICLE 6: DISABILITY AND UNEMPLOYMENT

6.1 An employee who is absent by reason of industrial disability may be returned to work by the City and given temporary light duties within their ability to perform, with the consent of the employee’s physician. The duration of any such period of temporary work shall be determined by the City. Such employee shall be compensated at the then current rate of pay of their regular classification while engaged in such temporary duties. The City may require an employee requesting to return to work after an absence caused by disability or illness to submit to a medical examination by a physician or physicians approved by the City for the purpose of determining that such employee is physically and mentally fit and able to perform the duties of their position without hazard to himself, or to their fellow employees, or to their own permanent health.

6.2 Vacation and sick leave shall be accrued and group insurance coverage shall be maintained while a regular employee is absent from work as a result of a job related disability and receiving the supplemental benefits to Workers’ Compensation temporary disability compensation as set forth in Section 4850 of the Labor Code of the State of California for the period of such disability, but not exceeding one (1) year. Employees who are not entitled to the benefits as set forth in Section 4850 of the Labor Code of the State of California but who are receiving Workers’ Compensation temporary disability benefits, may, nevertheless, at their option, maintain their group health and welfare insurance coverage during the period in which they are receiving temporary disability compensation for up to a maximum of a cumulative total of five (5) years, which includes one (1) year of Section 4850 paid time, providing the employee pays his or her share of Packet Pg. 1912 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 9 the monthly premium, pursuant to Article 21.2(B), to the City of Redding on or before the first day of the month for which the premium is intended. Holidays which occur during the period for which an employee is receiving temporary disability compensation shall not be recognized by such employee for compensation purposes.

ARTICLE 7: EMPLOYEE STATUS

7.1 Employees will be designated as Regular or Full-Time Temporary, or Full Time Limited Term depending upon the purpose for which they are hired and their length of continuous service with the City.

7.2 A Regular employee (Status 3) is defined as an employee hired for a full-time position that has been regularly established as an authorized position and is of indeterminate duration. A Regular employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, health and welfare insurance coverage and items of a similar nature, as the employee becomes eligible.

Regular employees shall serve a probationary period of one (1) year upon initial appointment to Regular status. Notwithstanding any other provision of this Article, an employee’s probationary period shall be extended by the duration of any absence as a result of a work related disability or any unpaid absence of ten (10) or more consecutive workdays. Employees serving their initial hire probationary period shall not be eligible for leave of absence, or promotion and transfer rights.

7.3 A Full-Time Temporary employee (Status 7) is defined as an employee hired for occasional or seasonal work, for a period not to exceed one thousand (1,000) hours in a fiscal year, or as a retired annuitant not to exceed a maximum of nine hundred-sixty (960) hours. A Full-Time Temporary employee shall receive not less than the minimum rate for the job and will be eligible for sick leave pay per California state law, but will not be eligible for holiday pay, vacation pay, health and welfare insurance coverage, retirement plan participation or items of a similar nature, nor shall the employee accrue seniority, or promotion and transfer rights, or leave of absence rights.

If a Full-Time Temporary employee is reclassified to Regular status without a break in service, the employee shall be credited with vacation and sick leave accrual back to their full-time temporary date of hire.

7.4 A Full-Time Limited Term (Apprentice Firefighter) (Status 3) is a limited term probationary employee serving at will and is defined as an employee hired for full time work for a maximum period of five (5) years. A Full Time Limited Term (Apprentice Firefighter) shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, and health and welfare insurance coverage. They shall serve a probationary period of five (5) years upon initial appointment and will not be eligible for leave of absence or promotion and transfer rights, nor shall they accrue seniority.

ARTICLE 8: WAGES AND CLASSIFICATIONS

8.1 Employees shall be paid the wage established for their classification. Upon initial appointment to a classification, an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. The Full Time Limited Term (Apprentice Firefighter) has a one step hourly rate and step increases will not be granted. Any adjustment to the Full Time Limited Term (Apprentice Firefighter) hourly rate is solely at the discretion of the City.

Packet Pg. 1913 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 10 Wage step increases will be granted as follows: After twenty-six (26) full pay periods of employment at Wage Step 1, and with an overall satisfactory or above performance rating, an employee shall be advanced to Wage Step 2. After twenty-six (26) full pay periods of employment at each subsequent Wage Step, with an overall satisfactory or above work performance, an employee will be advanced to the next higher step. A promotion to a higher paid classification pursuant to Article 11.3 does not change the anniversary date for Wage step increases. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

8.1 (a) Should an employee wish to appeal a denial of a step increase, the employee may do so by submitting an appeal (1) to the Fire Chief, and if not resolved, (2) to an advisory committee comprised of two (2) representatives designated by the Union and one (1) representative designated by Fire management. The committee will consider the appeal and make an advisory recommendation to the City Manager whose decision will be final. Such appeal must be made within thirty (30) days of the date of denial of the merit increase.

8.1 (b) Every reasonable effort will be made to notify an employee of any deficiencies in job performance at least ninety (90) days prior to the evaluation date, unless specific behavior occurs after the ninety (90) day limit. This provision does not prohibit the Evaluator from codifying the deficiencies in the Employee’s Performance Evaluation.

8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee’s work period, after 12:00 Noon for a pay period ending no earlier than the preceding Saturday. If a payday falls on a holiday, payment shall be made on the preceding workday. Except as otherwise provided herein, wages paid shall be for actual time worked and compensable time off during the pay period, except, however, that time worked or time absent as a result of a shift trade shall not be considered in computing time for compensation purposes, except as provided in

20.4. Wages paid to twenty-four (24) hour shift employees shall be based on the average number of regularly scheduled work hours each pay period. All employees hired after January 28, 2007, must make arrangements to have their pay deposited to a bank account via electronic transfer.

8.3 When an employee is temporarily assigned to work in a classification higher than their regular classification, they shall be paid at the rate established for the higher classification, with a minimum of four (4) hours and time computed to the next full hour, except when the work is performed outside of the regular work hours and the duration is less than four (4) hours. When an employee is temporarily assigned to work in a higher classification which has a wage range overlapping the wage range of their regular classification, they shall be paid at the wage rate of the classification to which they are temporarily assigned, which is next higher to their present wage rate, but not more than the top wage rate of the temporary classification.

8.4 When an employee is temporarily assigned to work in a classification lower than their regular classification, their rate of pay will not be reduced.

8.5 For purpose of wage rate progression in a temporary classification, the time worked by an employee in other than their regular classification shall also be accrued in such temporary classification.

8.6 Attached hereto and made a part hereof is Exhibit “A” titled “Schedule of Wage Rates.”
Packet Pg. 1914 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 11 8.7 Attached hereto and made a part hereof is Exhibit “B” titled “City of Redding Class Specifications”

8.8 Incentive Pay
The City will provide the following incentive pay up to maximum incentive pay cap of

12.5% for incentives in this section and Section 8.9 below:

Education incentives shall be added to the base pay of those employees who provide proof of qualification as follows:

PAY REQUIREMENTS

2.5% Bachelor of Arts or Science Degree or 120 semester units

2.5% Master of Arts or Science Degree

2.5% State Fire Marshal Fire Officer Certificate, or, State Fire Marshal Company Officer Certificate, or, at the time of application (for educational incentive) having attained the educational requirements for State Fire Marshal Company Officer Certificate

2.5% Certified Fire Inspector
Employees must be in a paid status in order to receive education incentive pay. This section does not apply to the Full Time Limited Term (Apprentice Firefighter) classification.

8.9 Hazardous Materials Response Team (HMRT):
(a) A maximum of twenty-five (25) employees of the Redding Fire Department will participate on the HMRT and receive an incentive pay in addition to base wage rate for being certified as a Hazardous Materials Technician (HMT) or Hazardous Materials Specialist (HMS) as defined in 29 C.F.R. §1910.120 and the CCR Title 8, Section 5192. This section does not apply to the Full Time Limited Term (Apprentice Firefighter) classification. (1) Members joining the City’s designated Hazardous Materials Response Team, will receive three percent (3%) for the first three (3) years on the Team. The three (3) years for current Team members is not cumulative with the exception of the time an employee fills in for another employee who is on industrial injury. The incentive pay will increase to seven and one half percent (7 1/2%) when an employee has maintained their certification and served on the Team for three (3) consecutive prior years. (2) Employees will be temporarily removed from the Team if they are unavailable or expected to be unavailable for response when called or unfit for duty for a period of at least sixty (60) days. Employees removed from the Team will not receive their stipend while they are off the team, unless they are on industrial injury leave. Employees removed from the HMRT will need to meet the requirements of the HMRT Hazardous Materials Response Team Policy in order to be placed back on the team. Management may choose to temporarily fill that vacancy with the next employee on the eligibility list, provided they meet the minimum requirements of HMRT.

Packet Pg. 1915 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 12 (b) All employees participating in this incentive program understand that, at the discretion of the City, they may be assigned to participate in a hazardous materials response team as deemed appropriate by the City.

Should there be a vacancy on the Team, it will be filled from an eligibility list established by the Redding Fire Department. Positions on the list will be established in the following manner:

Employees will be placed on the eligibility list based on the order in which they apply after they have successfully completed the required training. Employees who complete training on the same date and apply within seven (7) calendar days of that date, will have their eligibility position determined by their Fire Department seniority date in accordance with Article 10.1 SENIORITY.

Employees are not required to maintain or refresh their certification to remain in their current position on the eligibility list.

In addition, employees who have completed the required training, but have had their certification lapse, may request to be placed on the eligibility list.

Employees will be given six (6) months to refresh their certification after receiving an offer from the Fire Department to join a Hazardous Material Response Team (HMRT). The cost to refresh their certification will be at the employee’s expense. The Fire Department agrees to allow eligible employees to attend HMRT monthly training, voluntarily and without wage compensation as a means of refreshing certification. This offer is contingent upon the HMRT Director’s willingness to allow their participation.

Eligible employees will not be placed on a HMRT until the Fire Department has received the appropriate certificate (HMT or HMS from CSTI or CSFMO). (c) Employees assigned to the Team shall participate in ongoing training and education activities as required by the Team and as directed by the Department, which will allow employees to maintain training proficiency at the level of HMT or HMS Absences from training will be considered excused absences on a case-by-case basis by the Fire Chief. Employees not assigned to the City’s designated Team will be responsible for obtaining, on their own, training proficiency at the level of HMT or HMS. Employees must complete the recertification process on their own, prior to being placed on the Team.
(d) Workgroup leader assignments on the Team are voluntary. These duties may be accomplished on regular duty, however, they should not adversely affect normal duty assignments.

If deemed necessary, the Battalion Chief may approve overtime to accomplish these duties. (e) The City and the Union agree to meet and confer over potential conversion over HMRT to CalOES HazMat Unit pending City and CalOES approval, and subsequent requirements of HMRT team following such potential conversion.

ARTICLE 9: HOURS AND OVERTIME

9.1 Employees shall report for work at their regularly assigned duty station. Time spent in traveling between such assigned duty station and the job site shall be considered as time worked.

Packet Pg. 1916 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 13 9.2(a) For employees other than twenty-four (24) hour shift employees, a workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and a basic workweek is defined to consist of four (4)/five (5) consecutive workdays of eight (8), nine (9), or ten (10) hours, as applicable, on a scheduled work day, each Monday through Friday. The basic workweek may begin at any hour of the day during the workweek.

9.2(b) For twenty-four (24) hour shift employees, a work period is defined to consist of twenty-four (24) consecutive hours from 8:00 a.m. to 8:00 a.m. The basic work period is defined to consist of eight (8) twenty-four (24) hour workdays each twenty-four (24) day rotation, which are the work period and basic work periods as established in January 1987. The following is a representation of the three (3) platoon (A, B, C) 4-4-4-6 schedule rotation beginning January 1 through 31, 2001: B-A-B-C-B-C-B-C-A-C-A-B-A-B-A-B-C-B-C-A-C-A-C-A-B-A-B-C-B-C-B.

The City maintains the right to move individual employees from one platoon to another for the good of the service as determined by the Fire Chief.

9.2(c) Fire Prevention Officers will normally work a forty (40) hour workweek. The workweek schedule will be approved by the Fire Chief and may include Saturday and Sunday coverage.

9.2(d) Whenever it becomes necessary for the City to temporarily rearrange an employee’s work schedule, the City will give as much advance notice as possible but in any event not less than seventy-two (72) hours before the change occurs. Furthermore, no change shall be made which results in more or less than the normal work hours in a pay period.

9.3(a) For employees other than twenty-four (24) hour shift employees, overtime is defined as:

A Time worked in excess of forty (40) hours in a workweek.

B
Time worked in excess of eight (8), nine (9) or ten (10) hours, as applicable on a scheduled workday.

C Time worked on a non-workday.

D Time worked outside of regular hours on a workday.

E Time worked on a holiday.

9.3(b) For twenty-four (24) hour shift employees, overtime is defined as time worked in excess of one hundred eighty-two (182) hours in a work period. Time worked as used herein shall include time absent with pay, such as vacation, sick leave, emergency leave, etcetera, but shall not include time worked as a result of voluntary shift trades.

9.3(c) Overtime shall be computed to the nearest one-quarter (1/4) hour.

9.3(d) Fire Prevention Officers can be assigned and required to be “on call” and be available to respond to incidents for fire investigation purposes as follows:

Minimum Duty: Seven day consecutive periods, on rotational basis (i.e. in separate seven-day periods, generally every other week, on a rotational basis.

Method of payment of “On Call” Duty: Overtime Compensation A One (1) hour of overtime compensation at the employee’s regular rate of pay for each weekday (12:01 a.m. Monday through midnight Friday).

Packet Pg. 1917 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 14 B Two (2) hours of overtime compensation at the employee’s regular rate of pay for Saturdays (12:01 a.m. Saturday through midnight Saturday).

C Three (3) hours of overtime compensation at the employee’s regular rate of pay for Sundays (12:01 a.m. Sunday through midnight Sunday) and Holiday (pursuant to Article

17.1).

Scheduling: Shall be determined by seniority preference. Seniority is defined as time in the bargaining unit.

Vehicle: In addition to “On Call” pay, the City will provide the employee with a “take home” vehicle in order to provide for immediate response.

9.4(a) Regular Rate of Pay. Items included in determining the regular rate of pay for purposes of calculating overtime, retirement and other regular pay calculations (i.e. holiday pay) shall include the pay rate as established in the pay range by the employee’s classification, education incentive pay and Hazmat incentive pay, as applicable to each individual employee covered under this MOU.

9.4(b) Overtime. Overtime compensation shall be paid at a rate equivalent to one and one-half (1½) times the regular rate of pay. However, employees (excluding Full Time Limited Term (Apprentice Firefighter) may choose to accumulate Compensatory Time Off (CTO), (at the one and one-half rate,) up to the limit as established in the Fair Labor Standards Act for public safety employees. Such accumulated CTO may be carried over from one calendar year to another, except an employee may elect to cash out any accumulated CTO balance as of the last pay period ending in November in the week following the first payday in December. Any accumulated CTO not otherwise cashed out or that is earned in December up to the limit will be carried over into the next calendar year.

Employees may not accrue CTO due to out of city emergency/fire assignments such as strike teams, OES responses, and Overhead Assignments. Additionally, members covering for personnel participating in these assignments outside the City would also not be allowed to accrue CTO for those coverages. Employees may only accrue CTO up to a rate of 1:1 while covering for personnel who are using CTO leave with the balance of any overtime due paid as cash (e.g., an employee on a 24 hour overtime shift covering for another employee using CTO time can only accrue up to 24 hours of CTO, with the remaining overtime wages paid in cash).

9.5 If an employee performs overtime work immediately following the end of their regular shift they shall be paid overtime compensation only for the actual time worked.

9.6 Employees who are required to report for overtime work as defined in 9.3(a) and (b) on their non-workdays, or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than four (4) hours compensation.

If an employee who is called out for such work outside of their regular hours on a workday continues to work into their regular hours, they shall be paid overtime compensation only for the actual time worked.

9.7 Overtime distribution shall be in accordance with Departmental policy as agreed upon between Management and the Union. Overtime shall be distributed as equally as is practicable among those employees who are qualified and available and who volunteer for overtime work, and the City shall not require employees who have worked overtime to take equivalent time off during a workday without pay. For the purpose of determining availability as Packet Pg. 1918 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 15 set forth above, an employee’s platoon assignment shall not be used to deny the opportunity for equitable distribution of overtime work.

9.8 When coverage is required for the ARFF apparatus, the priority and sequence of selection will be as follows: First, the Captain on Engine 7 will fill the vacancy, if that Captain is a call back and not ARFF trained, the Captain at Station 4 will cover the vacancy with the normal call back list being used to cover the new vacancy at Station 4. If the Captain on duty at Station 4 is not ARFF trained, then the Captain at Station 5 will take the ARFF vacancy with the normal call back list being used to cover the new vacancy at Station 5. If the above process fails to provide an ARFF trained Captain, the normal call back list will be utilized to select an off duty Captain next up for call back who is ARFF trained. If the process fails to provide a current, trained ARFF Captain, then the established procedures for an order back will be utilized to do so.

9.9 For the purposes of overnight travel for activities other than active firefighting, normal work hours are defined as 8 a.m. to 5 p.m. with a one-hour lunch break. Such activities include employees participating in the Redding Fire Department Training Cadre and administration-sanctioned workgroups. This section does not apply to other voluntary assignments, training, or activities. Employees normally scheduled to work on a travel day will be paid as scheduled. Employees not scheduled will be paid for hours worked between 8 a.m. and 5 p.m. and for any other time when they are actively engaged in work activities.

9.10 Off-Duty Station Coverage During Emergency Operations During a significant incident or multiple incidents that require the extended commitment of multiple Redding Fire Department resources, the on-duty Battalion Chief or Duty Chief may initiate the request for available off-duty personnel for emergency operations (SOP 2.32).

Emergency call-back time shall be compensated with a minimum of five (5) hours of overtime compensated at a rate of two times (2x) the base rate of salary.

The call back time begins when the Employee makes positive contact with the Duty Chief/Scheduling Captain to respond to the emergency, accepts the callback and receives a duty or station assignment. The Employee must report to their duty or station assignment within sixty (60) minutes. The call back time shall end at such time as the Employee completes the call-back assignment and leaves the job site.

An Employee contacted to respond to an emergency who cannot arrive to the assignment within sixty (60) minutes shall not be eligible for call-back overtime pay unless the duty officer directs the Employee to respond for coverage. The Employee is responsible to notify the duty officer of the estimated response time. The Battalion Chief or Duty Chief may limit the number of employees needed for the emergency operations coverage or deny employees that cannot arrive to the assignment in an acceptable time frame.

ARTICLE 10: SENIORITY

10.1 City Seniority is defined as total length of continuous service in a Regular (FullTime, Status 3) position with the City of Redding. Classification Seniority is defined as the total length of continuous service in each classification within the bargaining unit, including any time spent by an employee who promoted into a City of Redding Fire Department Management position(s) who later returned into a position within the bargaining unit. In determining an employee’s City Seniority or Classification Seniority, the continuity of their service will be deemed to be broken by termination of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff for more than twelve (12) consecutive months, (4) failure to return immediately Packet Pg. 1919 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 16 on the expiration of a leave of absence or acceptance of other full-time employment while on leave, or (5) absence without pay, without a written leave of absence, in excess of five (5) work shifts or five (5) workdays, as applicable. Continuity of service will not be broken and seniority will accrue when an employee is: (a) inducted, enlists or is called to active duty in the Armed Forces of the United States, or service in the Merchant Marine, under any Act of Congress which provides that the employee is entitled to reemployment rights, (b) on duty with the National Guard, (c) absent due to industrial injury, (d) on leave of absence, or (e) absent due to layoff for a period of less than twelve (12) consecutive months. Full Time Limited Term (Apprentice Firefighter) employees will not accrue seniority.

10.2 Station rotation and shift bid order will be determined by time in Grade in accordance with Departmental Policy 2.9, dated September 10, 2007, and as agreed between Management and the Union.

10.3 “Grade”, “Rank” and “Classification” are interchangeable terms in Department Policy and this Agreement.

ARTICLE 11: PROMOTION AND TRANSFER

11.1 All promotions and transfers shall be in accordance with standards and procedures as determined by the City. Notices of scheduled examinations for the positions of Fire Engineer and Fire Captain shall be posted at least thirty (30) days in advance of the written test.

To the extent possible and subject to the determination by the Fire Chief and the Personnel Director, Fire Engineer and Fire Captain eligibility lists will be promulgated once every two (2) years on a staggered basis.

11.2 Seniority shall not be used as the sole criteria for promotions. In addition to seniority, employee evaluations, job performance, test results, and ability, will be used for the purpose of selecting applicants for promotion to a higher classification.

11.3 When an employee is promoted to a classification which has an hourly pay rate overlapping the hourly pay rate of their previous classification, they shall be paid at the step of the classification to which they are being promoted which is next higher to their present step but not more than the top step of the classification to which they are promoted. A promotion to a higher paid classification which provides a five percent (5%) wage increase does not change the anniversary date for Wage Step increases.

11.4 All appointments filled by promotion of a City employee shall be on a probationary basis for one (1) year. At any time during the probationary period, the City may terminate the appointment. If an appointment is terminated, the employee shall be returned to either their previous classification and wage rate, or some other classification that is mutually satisfactory to both the employee and the City. If an appointment is terminated, the City may consider the other bidders on the original posting, if any, rather than repost the vacancy notice.

11.5 Management may consider requests for transfer from one station to another.

11.6 At such time an employee moves from a forty (40) hour workweek schedule to a fifty-six (56) hour equivalent workweek schedule, all earned leave balances will be adjusted to commensurate hours in the new work schedule as follows:

Weekly Schedule: Multiply Current Leave Balance By:

Packet Pg. 1920 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 17 40 to 56 hours 1.4
56 to 40 hours 0.715

11.7 Full Time Limited Term (Apprentice Firefighter) employees must test and be on an eligibility list for full-time firefighter for consideration of appointment to a Regular Firefighter position. Appointment to Regular Firefighter is not considered a promotion for this position.

Should a Full Time Limited Term (Apprentice Firefighter) be hired as a Regular Firefighter with no employment-separation with the City, their accrued leave balances will be transferred to the new position. Department seniority would not begin until appointment to a Regular Firefighter position.

ARTICLE 12: LAYOFF

12.1 When it becomes necessary for the City to lay off regular (Full-Time, Status 3) employees, the City will give employees involved as much notice as possible; but, in no event will such employees receive less than two (2) weeks notice of layoff. Where probationary or temporary employees are to be laid off, no notice of layoff need be given.

12.2 Layoff in all cases due to lack of work or budgetary constraints will be determined by an employee’s Classification Seniority (the employee with the least amount of time in each classification targeted for layoff will be notified for lay-off first) in accordance with S.O.P.

Personnel 2.3. An employee whose job is being eliminated may elect to displace an employee in a lower paid classification if qualified to perform the duties of the lower paid classification and if their Classification Seniority is greater than that of the employee in the lower paid classification.

12.3 Regular employees (excluding Apprentice Fire Fighters) who are laid off will be given preference in filling future vacancies for a period up to one (1) year, providing they keep the City advised of their current address.

12.4 When an employee elects to displace into a classification due to lay-off or voluntary demotion, which has a wage range overlapping the wage range of their previous classification, they shall be paid at the wage rate of the classification which is next lower to their present wage rate, but not lower than the bottom wage rate of the lower classification .

12.5 An employee (excluding Apprentice Firefighters) promoted out of the bargaining unit may, within twenty-four (24) months and by mutual agreement between the City and the Association, return to the unit.

12.6 Retired annuitants will be laid off prior to IAFF bargaining unit employees.

12.7 In the event of layoff or any station closure, Full Time Limited Term (Apprentice Firefighter) employees will be the first bargaining unit classification to be laid off.

12.8 A Fire Prevention Officer who returns to and is qualified for a previously held fire suppression position in the Department will return to the last fire suppression position held in the Department prior to becoming a Fire Prevention Officer.

A laid off Fire Prevention Officer who previously held a Redding Fire Captain position may displace a Fire Captain, if they are qualified to perform the duties of Fire Captain, Packet Pg. 1921 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 18 meet all requirements of the classification, and if such laid off Fire Prevention Officer has greater combined Fire Captain and Fire Prevention Officer seniority than the Fire Captain being displaced.

A Fire Prevention Officer who previously held a Redding Fire Captain position may be displaced by a laid off Fire Captain, if such laid off Fire Captain is qualified to perform the duties of Fire Prevention Officer, meets all requirements of the classification and has greater Fire Captain seniority than the combined Fire Captain and Fire Prevention Officer seniority of the Fire Prevention Officer being displaced.

ARTICLE 13: LEAVE OF ABSENCE

13.1 Leave of absence may be granted to regular employees by the City Manager for urgent and substantial reasons, up to a maximum of one year, (except when the employee is receiving long term disability benefits, in which case a five (5) year time limit shall apply) providing satisfactory arrangements can be made to perform the employee’s duties without undue interference with the normal routine of work. Inability to return to work after an employee’s sick leave has been exhausted will be considered as an urgent and substantial reason and in such cases a leave will be granted.

13.2 A leave of absence will commence on and include the first work shift on which the employee is absent and terminate with and include the work shift preceding the shift the employee returns to work.

13.3 All applications for leave of absence shall be made in writing except when the employee is unable to do so. The conditions under which an employee will be restored to employment on the termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a leave of absence. Upon an employee’s return to work after a leave of absence, they will be reinstated to their former position and working conditions, providing that they are capable of performing the duties of their former position, except that if there has been reduction of forces or their position has been eliminated during said leave, they will be returned to the position they would be in, had they not been on a leave of absence.

13.4 An employee’s status as a regular employee will not be impaired by such leave of absence and their seniority will accrue.

13.5 If an employee fails to return immediately on the expiration of their leave of absence or if they accept other full-time employment while on leave, they will thereby forfeit the leave of absence and terminate their employment with the City.

13.6 An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group health and welfare insurance coverage. An employee may, however, at their option and expense, maintain their group health and welfare insurance coverage providing the full monthly premium is received by the City Treasurer on or before the first day of the month for which the premium is intended. Notwithstanding the above, however, if the leave of absence is as a result of exhaustion of sick leave benefits an employee’s group health and welfare insurance may be maintained for up to three (3) calendar months on the normal premium-sharing formula, providing the employee pays their share of the premium on a timely basis.

Packet Pg. 1922 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 19 13.7 Except for the one (1) year limitation of 13.1, and the prohibition on other employment in 13.5, a leave of absence for Union business may be granted by the City Manager for up to a maximum of one (1) year, pursuant to the provisions of this Article.

ARTICLE 14: EXPENSES

14.1 Reimbursement for expenses incurred while conducting City business, i.e., traveling to authorized meetings, seminars, training sessions, luncheons and other events approved by the Fire Chief, or his designee, shall be in accordance with the provisions established in the City Council Resolution for Unrepresented City employees.

14.2 Employees who are assigned to temporary work at such distance from their regular headquarters that it is impractical for them to return thereto each day, or to their regular place of abode, will be allowed actual personal expenses for board and lodging for the duration of such assignment, provided they board and lodge at places to be designated by the City. The time spent by such employees in traveling to such temporary job at its beginning, to and from home on holidays and weekends, and from such temporary job at its conclusion and any reasonable expense incurred thereby will be paid by the City.

ARTICLE 15: SICK LEAVE

15.1 Sick leave with pay shall be accumulated for each regular and probationary employee at the rate of forty-six thousandths (.046) of an hour for each regular hour worked, or on paid leave.

In accordance with state law, all full-time temporary employees (Status 7), shall accumulate sick leave with pay at a rate of (.033) per hour worked. Full-time temporary employees shall be entitled to use accrued paid sick days beginning on the 90th day of employment. Full-time temporary employees will be limited to 24 hours of paid sick leave in each year of employment. A minimum increment of sick leave usage is two hours.

15.2 Sick leave shall be allowed for a non-work-related absence due to:

A
The inability of an employee to be present or perform the employee’s duties because of personal physical or mental illness, off duty injury, or confinement for medical treatment.

B
The ability to attend personal medical or dental appointments, which are impractical to schedule outside of regular working hours.

C
The need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family, as defined in 16.1, for up to ninety-six (96) hours per incident.

D
For family sick leave up to 72 hours per calendar year for members of the immediate family as defined in 16.1.

15.3 Management may require satisfactory evidence of sickness or disability, if an attendance problem has been identified as defined in the City’s Discipline Policy dated July 1, 2005, before payment for sick leave will be made.

15.4 The City may also require an employee requesting to return to work after sick leave or leave of absence for medical reasons to submit to a medical examination by a physician or physicians approved by City for the purpose of determining that such employee is physically fit and able to perform the duties of their former position without hazard to himself, or to their fellow employees, or to their own permanent health. Such examination or examinations shall be at the Packet Pg. 1923 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 20 sole expense of the City. Appointments for such examinations shall normally be scheduled by the Personnel Department.

15.5 If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, they shall receive pay for the holiday as such, and it shall not be counted as a day of sick leave.

15.6 Sick leave cannot be accrued while an employee is in a non-pay status or receiving donated vacation.

15.7 Any employee, who after ten (10) years of continuous service to the City terminates employment, shall be paid at the employee’s regular pay rate for thirty-three and onethird percent (33 1/3%) of the employee’s accumulated sick leave hours. For employees with fifteen (15) years of continuous service, the percentage set forth above shall be increased to fortyfive percent (45%). For employees with twenty (20) years or more continuous service, the percentage set forth above shall be increased to sixty percent (60%).

Upon retirement, any sick leave pay out the employee is eligible to receive will be transferred into the VantageCare Retirement Health Savings Plan on a pre-tax basis. The sick leave payout amount will be calculated using the percentage levels described in the paragraph above. However, if the sick leave payout is less than $5,000, then the employee is not entitled to participate in the VantageCare Retirement Health Savings Plan and shall receive a cash payout as described in the paragraph above. Any sick leave amount remaining will be used as service credit toward the employee’s retirement benefit through CalPERS, pursuant to the contract between the City of Redding and CalPERS.

15.8 In the event an employee exhausts all paid leave as a result of the employee’s illness or injury, and subject to the approval of the employee’s Department Director, Personnel Director and the City Manager, such employee may be advanced sick leave from his or her future accruals up to 80 or 112, as applicable, hours per incident. Once the employee returns to duty, sick leave accrual hours will be applied to the negative sick leave account until it is zero. Should the employee terminate City employment with a negative sick leave balance, appropriate adjustments will be made to final paid leave cash pay-outs or other City monies owed the employee, if sufficient, otherwise the employee shall directly reimburse the City for such advance. Such reimbursement will be waived for employees who are terminally ill or totally disabled (100%).

ARTICLE 16: FUNERAL LEAVE

16.1 Except as otherwise provided herein, Regular and Full Time Limited Term (Apprentice Firefighter) employees who are absent from work due to the death of a member of the employee’s “immediate family” shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed forty (40) work hours. For twenty-four (24) hour shift employees, the employee shall be granted a maximum of three (3) shifts off. “Immediate family” as used herein includes only employee’s spouse, children, grandchildren, brothers, sisters, parents or grandparents of either spouse or other persons who are living in the employee’s immediate household. Employees are allowed to take up to five (5) total work days due to the death of the employee’s “immediate family” in accordance with Government Code section 12945.7. Employees who have exhausted their allowance of paid leave as provided in this section may request to utilize sick leave, vacation or compensatory time off or unpaid leave if the employee wants to take additional time off up to the five (5) total work days of leave provided.

Such bereavement leave for immediate family as provided in this section need not be taken in Packet Pg. 1924 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 21 consecutive days, but must be used up within three (3) months of the date of the death of the immediate family member. Mandatory callbacks shall be utilized, if necessary, to backfill behind this type of leave.

16.2 Regular and Full Time Limited Term (Apprentice Firefighter) employees who are absent from work to attend the funeral of a person other than an immediate family member (who has some reasonable association to the employee, i.e., friend or acquaintance), shall receive compensation at the regular rate of pay to a maximum of twenty-four (24) hours for eight (8) hour employees, thirty (30) hours for ten (10) hour employees, or seventy-two (72) hours for twentyfour (24) hour employees as applicable, in a calendar year. Employees who have exhausted their calendar year allowance for this leave purpose may request to utilize vacation or compensatory time off if the employees want to take additional time off. Such leave shall be utilized in minimums of four (4) hour blocks so as not to disrupt the work period. Mandatory callbacks shall be utilized, if necessary, to backfill behind this type of leave.

16.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to funeral leave in order to receive pay for such leave.

ARTICLE 17: HOLIDAYS

17.1 Regular and Full Time Limited Term (Apprentice Firefighter) and probationary employees who are regularly scheduled to work a forty (40) hour workweek, except as otherwise provided herein, shall be entitled to have the following holidays off with pay:

If any of the foregoing holidays falls on a Sunday, the Monday following shall be observed as the holiday, except by those employees who are regularly scheduled to work on Sunday other than on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays falls on a Saturday, the preceding Friday shall be observed as the holiday, except by those employees who are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are regularly Holidays for employee working other than a 24 hour shift(8, 9 or 10 hours as applicable to their regular weekly work schedule):

Holidays
for 24 hour
Shift Personnel
A January 1st X
B The third Monday in January, known as Martin Luther King, Jr. Day X C Lincoln Day N/A
D The third Monday in February, known as President’s Day X E The last Monday in May, known as Memorial Day X
F June 19th, known as “Juneteenth” N/A
G July 4th X
H First Monday in September, known as Labor Day X
I Employee’s Birthday N/A
J November 11th, known as Veteran’s Day N/A
K Thanksgiving X
L Friday after Thanksgiving X
M December 24th
, the last half of the normal work shift before Christmas X N December 25th X
Packet Pg. 1925 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 22 scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay, to be scheduled in the same manner as vacation days are normally scheduled. Notwithstanding the foregoing an employee may observe their birthday holiday on their birthday or anytime during the pay period in which the birthday occurs, or the holiday may be deferred and scheduled as vacations are normally scheduled. The holidays known as Lincoln Day, , and Veterans Day shall be scheduled by employees and their supervisors in the same manner as vacations are normally scheduled. Employees who work alternative work schedules commonly known as 4/10’s or 9/80’s and/or 4/5/9’s will be entitled to holiday pay for eight (8), nine (9) or ten (10) hours, as applicable to their regular weekly work schedule. When an employee works on their birthday holiday, the employee shall receive pay at the regular rate of pay. Birthday holiday pay is not considered reportable compensation and will not be reported to CalPERS.

17.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays, in which event any such employee will, in addition to their regular earnings, be compensated at a rate of one and one-half (11/2) times their regular rate of pay for all time worked on such days.

17.3 If an employee is in a non-pay status on both workdays immediately adjacent to the holiday they shall not receive pay for the holiday.

17.4 In lieu of the provisions of 17.1, 17.2, and 17.3, regular and Full Time Limited Term (Apprentice Firefighter) twenty-four (24) hour shift employees shall receive fifteen point two (15.2) hours of holiday compensation at the regular rate of pay, maximum of 152 hours per year, on those holidays as designated in 17.1, payable in the pay period in which the holiday falls.

ARTICLE 18: VACATIONS

18.1(a) Regular employees of the City shall accrue vacations, based on the length of their continuous service measured from their date of employment, with pay up to a maximum of 700 hours, for each regular hour worked, or on paid leave, as follows:

BIWEEKLY

ACCRUAL
HOURS
PER
YEAR
# OF 24-HOUR
SHIFTS

YEARS OF SERVICE
A 5.538 hrs. 144
6 New employee to completion of 4th year
B 7.385 hrs. 192 8 Start of 5th year to completion of 9th year C 8.308 hrs. 216 9 Start 10th year to completion of 14th year D 9.231 hrs 240 10 Start of 15th year to completion of 19th year E 10.154 hrs. 264 11 Start of 20th year to completion of 24th year F 11.076 hrs. 288 12 Start of 25th year and succeeding years Full Time Limited Term (Apprentice Firefighter) employees will accrue based on the following accrual rate:

ACCRUAL
RATE

PER HOUR
FROM

THROUGH
PAY
PERIOD

APPROXIMATE

ACCRUAL RATE
YEARS
OF

SERVICE
Packet Pg. 1926 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 23 A .039 Date of Employment 130th 2 weeks 1-5

18.1(b) It is City policy that employees take their normal vacation each year at such time or times as may be approved by the Department.

18.1(c) In the event of departmental cancellation of a previously scheduled vacation or of a paid leave of absence due to industrial injury where such employee would exceed the maximum vacation accrual, the accumulation of vacation hours may exceed the seven hundred (700) hour maximum. In the event of a paid leave of absence due to an illness or injury that is not job related, the Fire Chief may approve the accumulation of vacation hours in excess of the seven hundred (700) hour maximum. Whenever such excess accruals occur, the employee shall have one year from the date the vacation was canceled or from the date the employee returns to work from illness or injury to utilize the excess accrual. Any excess accrual that remains at the end of such period shall be forfeited.

18.1(d) A full pay period as used in this Article is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

18.2 Vacation cannot be accrued while an employee is in a non-pay status or receiving donated vacation.

18.3 Vacation bid procedures will be in accordance with Departmental Policy (Vacation) #2.4, dated February 13, 2009. Vacations will be scheduled throughout the calendar year. Employees with greater seniority will be given preference over those with less seniority in the selection of a vacation period, provided, however, that if the senior employee splits their vacation by requesting less than a full year’s allowance to be scheduled on consecutive workdays, their preferential rights shall only apply on two periods in that calendar year prior to all other employees being given consideration in the selection of their first choice vacation period. Up to four (4) employees may be off for vacation on the same shift. Vacation time off is subject to mandatory call-back. This section does not apply to the scheduling of vacation leave for the Full Time Limited Term (Apprentice Firefighter) employees.

18.4 The City shall not require an employee to take their vacation in lieu of sick leave or leave of absence on account of illness.

18.5 If a holiday which an employee is entitled to have off with pay occurs on a workday during the employee’s vacation period, such employee will be entitled to an additional day of vacation and will be compensated for same.

18.6 Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive any unused vacation period previously earned.

18.7 The City will, at the employee’s option, compensate employees for accumulated vacation during any fiscal year as follows:

SHIFT = 40 HOURS SHIFT = 56 HOURS
Minimum Accrual Maximum Hours Payable Minimum Accrual Maximum Hours Payable 120 40 168 56
240 80 336 112
360 120 504 168
Packet Pg. 1927 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 24 18.8 Employees may use vacation leave in increments of not less than four (4) hours for educational purposes in accordance with Departmental Policy (Vacation #2.5, dated February 13, 2009.

18.9 Whenever any employee has exhausted all paid time off benefits as a result of a non-work related injury or disability, and is not eligible for long-term disability insurance benefits, other employees may contribute their earned vacation hours to the disabled employee approved for the vacation donation program. Vacation is donated and granted on the basis of the dollar value of the donor’s base pay rate.

ARTICLE 19: UNIFORMS

19.1 The annual uniform allowance will be $1,200 and will be paid in equally divided installments on a bi-weekly basis with the City’s regular payroll processing. Newly hired employees, dependent upon hire date, will receive the full amount indicated above. In July following the new employee’s hire date, regardless of time with the Fire Department, the employee will begin receiving bi-weekly installments with the regular payroll.

19.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses, watches, or other personal property up to two hundred dollars ($200), damaged in the course of employment. Personal property will be limited to items reasonably necessary for the employee to have while on duty to perform their job function. This provision does not apply to items lost or damaged as a result of negligence of the employee.

19.3 The “official” Fire Department uniform shall be established and set forth in Fire Department Policy (SOP #3.1).

ARTICLE 20: MISCELLANEOUS

20.1 A Regular or Full Time Limited Term (Apprentice Firefighter) employee who is summoned for jury duty and is thus unable to perform their regular duties will be paid for the time lost at their regular rate of pay. An employee must be in a paid status on both scheduled workdays immediately adjacent to the jury duty in order to receive pay for such leave.

20.2 Any employee, at their request, shall be permitted to review their own personnel file. The file may not, however, be removed from the Personnel Department. At the employee’s request or the request of their representative with the employee’s written authorization, photocopies of information contained in the employee’s personnel file will be provided at the City’s expense.

20.3 An employee who disagrees with the evaluator’s statements or conclusions with respect to the employee evaluation report shall have the right to review such evaluation report with the City’s Personnel Director and, upon request, shall have the right to have a Union representative present.

20.4 The City of Redding recognizes the practice of employees trading shifts. In the event a party to the shift trade does not report for duty, the employee originally scheduled by the City will be held responsible. In the event an employee separates from employment prior to having consummated a shift trade with another employee, the City will bear no responsibility for reconciling wages. Probationary Fire Fighters and Full Time Limited Term (Apprentice Firefighter) employees will not be allowed to trade shifts during the first six (6) months of Packet Pg. 1928 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 25 employment. After six (6) months, with a satisfactory performance evaluation, a probationary Fire Fighter will be allowed up to three (3) trades per quarter so long as trades do not interfere with the probationary training program. All shift trades shall be consummated within a three hundred sixtyfive (365) day period.

20.5 The Union’s labor representative and the City’s Personnel Director may agree to limit the useful lifetime of employee disciplinary documents. The City and the Union agree to adhere to the City’s Discipline Policy (7/1/05), Conduct and Honesty Policy (5/1/87), Redding Fire Department Policy 2.17 (2/20/07) and the Redding Fire Department Policy 2.19 – Rules of Conduct (2/20/07).

20.6 Because of the nature of employees’ duties, all employees shall be required to provide the Department a personal telephone number where the employee can be contacted.

20.7 Whenever any employee is subpoenaed to testify in court as a result of their employment and is thus unable to perform their regular duties, they shall be paid for all regular time lost. Whenever an employee is subpoenaed or requested to appear for the State or any other governmental agency for non-work related reasons, the employee may choose to take paid time off which is either vacation or CTO. Leave to attend court shall be utilized in minimum four (4) hour blocks to reduce disruption to the work period. Mandatory callbacks shall be utilized, if necessary, to backfill behind this type of leave.

20.8 No less than two (2) employees covered by this Memorandum of Understanding shall be assigned to each structure firefighting unit. One (1) of the two (2) assigned employees per structure firefighting unit shall be a Captain, one an Engineer, and a third, if needed, a Firefighter or a Full Time Limited Term (Apprentice Firefighter) employee.

20.9 Attached hereto and made a part hereof is Exhibit “C” entitled “Performance Standards”.

20.10 In the event that an employee fails to pass the Fire Department’s physical fitness test on the third consecutive attempt, such employee will be terminated from employment.

Employees will have at least three (3) months between attempts on the test; but must retake unsuccessful attempts no later than four (4) months from the last attempt. The parties agree, that prior to termination, all applicable rights of the parties under law will be followed.

20.11 A Union business time bank is established. Members may voluntarily donate earned vacation time to the bank for use by Union members while conducting Union business. For purposes of this article, Union business shall not include an employee’s participation in or preparation for a disciplinary hearing associated with City action against that employee. Vacation credits being donated and granted are on the basis of the dollar value of the vacation credits. Use of time bank hours is to be authorized by the Union and scheduled in the same manner as vacation.

20.12 Meals will be provided during incidents in accordance to the Fire Department Policy: Fire Line Meals. Station Coverage Meals will be authorized by the Fire Battalion Chief, on a case-by-case basis, for employees who request such meals when they are called back to duty to cover a Station. The maximum expenditure per employee, including tax and tip, for such meals shall be as follows:

Meal Amount
Packet Pg. 1929 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 26 Dinner $25.00
Lunch $15.00
Breakfast $15.00
The above meal rates may be adjusted upward as determined by the City Manager.

20.13 Leave for children’s school activities will be granted according to Fire Department Policy (SOP #2.27), dated March 31, 2017.

20.14 Designated employees will be compensated for their participation in scheduled workgroup activities. Activities associated with the program/project outside of scheduled activities will be accomplished during normally scheduled work shifts. When activities associated with the program/project cannot be accomplished either during a workgroup activity or during a normal work shift, and the activities cannot be accomplished in another manner, the workgroup manager shall have the authority to authorize compensation. Employees assigned to a workgroup will be allowed to restructure their daily workload to provide time for workgroup activities, providing that training, fire prevention and other assignments are completed. This may require that certain routine or workgroup activities be conducted beyond the normal workday.

20.15 Participation in CAL FIRE Incident Management Teams:
(a) Participation in this program will include employees specifically requested by CAL FIRE with the concurrence of the Fire Chief.
(b) Participation by employees will be voluntary.
(c) Employees will be expected to participate in team meetings and related training. Meetings will occur approximately five to six days each year and may be held outside of our geographic area. CAL FIRE may provide transportation to and from a meeting, along with meals and other expenses directly to the employee. The City will reimburse employees for travel and other reasonable expenses not provided by CAL FIRE in accordance with existing City policy.

CAL FIRE will not reimburse the City for any expenses associated with the meetings. When away at a team meeting, the City will provide coverage for the employee’s normal duty days only.

Employees will serve as CAL FIRE volunteers on their off-duty days consistent with FLSA provisions (U.S.C. Section 203 (e)(4)(B)(1988)).
(d) As with any situation where we provide personnel through the Statewide Mutual Aid System, the City will be reimbursed for expenses associated with an actual team activation. Therefore, employees will receive their normal and/or overtime compensation from the City upon team deployment. During activation, CAL FIRE will either provide the employees with a vehicle, or reimburse the employees for expenses associated with using their personal vehicle.
(e) Teams are assigned week-long “stand-by” periods during the course of the year. No stand-by compensation will be provided to the employees during these periods.

20.16 The City shall not utilize any combination of “on-call/seasonal, or temporary” employees in lieu of Regular employees. Union recognizes the City’s right to hire part-time temporary “on-call/seasonal firefighters” to work during declared “fire season” which is normally during the months of May through October. Union also recognizes the City’s right to continue the Packet Pg. 1930 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 27 “on-call” program, which is utilized to assist Regular employees at the scene of emergency incidents and at various fire prevention activities.

The purpose of the Full Time Limited Term (Apprentice Firefighter) program is to allow for the staffing of three (3) fire personnel (Captain, Engineer, Firefighter/Full Time Limited Term (Apprentice Firefighter)) on each fire engine apparatus and a second Firefighter or Full Time Limited Term (Apprentice Firefighter) on fire truck apparatus. The City and Union agree that the number of Full Time Limited Term (Apprentice Firefighter) positions at any one time will not exceed the number of Regular Firefighters.

Once nine (9) Full Time Limited Term (Apprentice Firefighter) positions are filled, any hiring of Firefighter positions thereafter would be at a ratio of three Regular Firefighters to three Full Time Limited Term (Apprentice Firefighter) positions, until the total of fifteen (15) Regular Firefighter, and fifteen (15) Full Time Limited Term (Apprentice Firefighter) positions has been met.

If the City chooses to hire additional Captains, Engineers, or Firefighters to cover for employee leave, they must first hire Firefighters to replace all Full Time Limited Term (Apprentice Firefighter) positions.

This does not preclude the City from its right to layoffs or station closures, which is addressed in Article 12.8.

20.17 Where required under their job classification, employees shall obtain a California Class C Driver license with Firefighter Endorsement “F” or higher driver’s license class and participate in an annual physical approximately every twelve (12) months. See Exhibit G “The Annual Physical Certification Form” which must be completed by a physician and submitted to Fire Administration as documentation of the annual physical.

20.18 The Boat Team (Redding Fire Department Voluntary Boat Program - SOP Tactics

6.8), dated 3/15/07, will consist of thirty (30) members of which fifteen (15) will be boat drivers and fifteen (15) will be deck hands, excluding Management members. Existing team members will continue to serve on the Team and future Team members will be selected from among those who apply, according to bargaining unit seniority. The City and the Union will conduct an annual review of Boat Team activities beginning February, 2008, and each year thereafter.

20.19 The City and the Union agree to meet and agree over technical rescue capabilities within the Department to include knowledge, skills, and abilities to engage in confined space, trench, high angle, water, heavy equipment/machinery, and building collapse rescues.

20.20 The City will request a CAL EMA Engine that will be staffed by the City under the terms of an OES agreement to be developed by the department.

20.21 Once the City is successful at obtaining a CAL EMA Engine, the Union agrees to train and participate in Low Angle Rope Rescue Operational (LARRO) training on duty and provide this service to the community. The Department will provide state registered instructors for this training.

20.22 The Union and the City have developed and agreed to a Rescue Systems I Program that includes voluntary membership participation, selection process, initial and ongoing training to maintain proficiency in this service. The continued training for this program will be scheduled Packet Pg. 1931 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 28 on the participating member’s off duty days and the member will be eligible for overtime under the terms of Article 9, but will not be eligible for special duty stipend.

20.23 It is agreed that all fire personnel, regardless of rank, with the exception of probationary Fire Fighters, will be allowed to participate in Fire Assignments outside the City provided they have the appropriate training and qualifications under the terms of the Overhead Fire Assignment procedure. Management will establish an availability list of qualified employees to be ordered by outside agencies for these assignments that will provide for rotation to allow all employees an equitable opportunity to participate. In addition, qualified members on the list can be requested by an outside agency, regardless of their position on the list. Probationary Fire Fighters will be able to participate in strike team assignments as part of an Engine company.

20.24 The City and the Union recognize the utilization of retired annuitants by allowing employees to work in their previous position up to a maximum not to exceed nine hundred sixty (960) hours under the terms of the Retired Annuitant Program including the conditions that apply to retired annuitants as outlined in the Retired Annuitant Expectation document.

20.25 The City and Union agree to meet and agree over proposed changes to Exhibit B – City of Redding Class Specifications following approval of this Agreement.

ARTICLE 21: EMPLOYEE GROUP HEALTH AND WELFARE BENEFIT PROGRAMS

21.1 Retirement Plan:

All regular and probationary employees are covered by the California Public Employees’ Retirement System (CalPERS) program pursuant to an existing contract with the Public Employees’ Retirement System.
a) Tier 1 “Classic” Employees
Regular employees hired prior to September 8, 2012, and those hired after January 1, 2013, considered to be “Classic CalPERS Members” due to previous City of Redding employment will be covered under the three percent (3%) at age fifty (50) retirement benefit with the 12 highest paid consecutive month’s final compensation provision (“Tier 1 Employees”). Tier 1 Employees will be covered by the following additional benefits provided through CalPERS:
• Fourth level of 1959 Survivors’ Benefits; Post-Retirement Survivors Allowance (Government Code Section 21574);
• Credit for unused sick leave;
• Fifty percent (50%) ordinary disability benefit; and; • Military service credit buy back option.

In accordance with Government Code section 20516, Tier 1 Employees have agreed to cost sharing resulting in the following employee contributions of twelve percent (12%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Effective in the pay period including January 1, 2025, in accordance with Government Code section 20516, Tier 1 Employees have agreed to cost sharing resulting in an employee contribution of fourteen point seventy-eight percent (14.78%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Packet Pg. 1932 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 29 Regular Tier 1 Employees vested in Tier 1 who leave City employment and subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits. b) Tier 2 “Classic” Employees
Regular employees hired between September 8, 2012 and January 1, 2013, and those hired after January 1, 2013, who meet the definition of a “Classic CalPERS Members” pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA) but have not been previously employed by the City of Redding, will be covered under the three percent (3%) at age fifty-five (55) retirement benefit formula with the 36 highest paid consecutive month’s final compensation provision (“Tier 2 Employees”). Tier 2 Employees will be covered by the following additional benefits provided through CalPERS:
• Fourth level of 1959 Survivors’ Benefits (Fourth Level); Post-Retirement Survivors Allowance (Government Code Section 21574);
• Credit for unused sick leave;
• Fifty percent (50%) ordinary disability benefit; and; • Military service credit buy back option.

In accordance with Government Code section 20516, Tier 2 Employees have agreed to cost sharing resulting in the following employee contributions of twelve percent (12%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Effective in the pay period including January 1, 2025, in accordance with Government Code section 20516, Tier 2 Employees have agreed to cost sharing resulting in an employee contribution of thirteen point thirty nine percent (13.39%) of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Regular Tier 2 Employees vested in Tier 2 who leave City employment and subsequently are rehired will be re-employed with Tier 2 status for CalPERS benefits. c) Tier 3 “PEPRA” Employees
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), regular employees hired after January 1, 2013 who do not otherwise meet the definition of a “Classic CalPERS Member”, will be covered by the 2.7 percent (2.7%) at age fifty-seven (57) retirement benefit formula with the 36 highest paid consecutive month’s final compensation provision as a “New CalPERS Member” (“Tier 3 Employee”). Tier 3 Employees will be covered by the following additional benefits provided through CalPERS:
• Fourth level of 1959 Survivors’ Benefit Program, Survivor Continuance allowance (Government Code Section 21574);
• Credit for unused sick leave;
• Fifty percent (50%) ordinary disability benefit; and
• Military service credit buy back option.

Also pursuant to PEPRA, Tier 3 Employees will be responsible for paying an employee contribution for the retirement benefit of fifty percent (50%) of the total normal cost rate as established by CalPERS on an annual basis that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Packet Pg. 1933 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 30 Contribution rate 3.0%

21.2 Group Health and Welfare Insurance Coverage: All regular employees and Full Time Limited Term (Apprentice Firefighter) employees are eligible to participate in a group health and welfare insurance benefit program, which includes the medical, prescription, dental, vision, life and long term disability insurance plans, effective the first day of employment. The City shall pay the cost of the program for both employee and dependents as indicated below. (A) Life Insurance: Twice annual salary for employee, $3,000 for employee’s dependents. The City will pay the full cost of the premiums. More specific benefit information is provided in the carrier’s booklet.
(B) Health Benefits: The City has established a Section 125 Plan to redirect the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical, prescription, dental and vision insurance composite premium rate.

The City offers two health plans, a “Base Plan” and an optional “Premium Plan”. All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Premium Plan” initially, and during the open enrollment period for each subsequent calendar year. Eligible employees that fail to complete the annual open enrollment will automatically be placed in the group health insurance plan they were enrolled in the previous year.

Changes will be effective at the beginning of the following calendar year. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be ninety percent (90%) and the employee will pay ten percent (10%) of the premium rate through a bi-weekly payroll deduction. Employees electing to enroll in the “Premium Plan” will be responsible for premiums beyond the City’s contribution of 90% of the “Base Plan” composite rate.

Effective Calendar Year 2024, all employees participating in the Group Health and Welfare Insurance Plan will pay fifteen percent (15%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 85%. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 85% of the “Base Plan” composite rate.

In an effort to minimize the impact of annual composite premium increases/decreases for the employee, the rate change will be limited to a maximum of twelve and one-half percent (12½%) per year (or the actual percent increase in actual claim costs from the previous calendar year, whichever is lower).

In the event the composite premium rate change is less than 12½%, the employee’s percent of the rate shall be the actual percent change unless costs from the year before need to be made up.

Effective January 1, 2013, the rate change will be limited to a maximum of twelve and one-half percent (12 ½%) of the “Base Plan” per year (or the actual percent increase in actual costs from the previous calendar year, whichever is lower). The Association and the City agree that costs not made up prior to the end of this Agreement shall be subject to meet and confer in the successive Agreement.

For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Description.

Packet Pg. 1934 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 31 The City reserves the right to modify the group insurance composite rate structure to establish classes of coverage and rates in an effort to create a rate structure more compatible to employee claims experience. The City and the Union agree to meet and confer during the term of this agreement over changes to the group health premium contribution formula/structure when another City of Redding employee group agrees to a change in the group health premium contribution formula/structure. The City will not unilaterally impose a change to the group health premium contribution formula pursuant to this section. The meet and confer process per this section is limited to the issue of group health. The balance of the MOU remains in full force and effect.

Employees with spousal coverage will be allowed to “opt out” of the City’s group health and welfare insurance coverage (cease paying their share of the premium) January 1, 2013. Employees “opting out” of the City’s group health benefits must provide proof of alternative health care coverage on an annual basis during the open enrollment period.

The City and the Union recognize that it is the on-going plan of the City that all bargaining units will have the same group insurance benefits.

C) Prescription Benefit: Employee co-payments as shown in the following table:

Note: Maintenance medications (i.e., a medication taken longer than 60 days) that are filled at the retail co-pay amount more than twice will be filled at the mail order co-pay amount.

The cost of the Prescription benefit program is outlined under “Health Benefits” above. (D) Dental Benefits: The premium cost of the Dental benefit program is outlined under “Health Benefits” above. For specifics regarding the City’s Dental Plan, refer to the Benefit Summary Plan Description.
(E) Long Term Disability: The City has agreed to pay an equivalent monthly premium amount to the Union to purchase their own long-term disability policy. The monthly amount shall be equal to the premium the City would pay if Union members participated in the City’s long-term disability program for safety employees.
(F) Vision Benefits: The premium cost of the Vision benefit program is outlined under “Health Benefits” above. For specifics regarding the City’s Vision Plan, refer to the Benefit Summary Plan Description.

Effective January 1, 2013, health benefits not provided by Blue Shield will no longer be offered.

Retail (34 day supply)
Co-Payment
Effective
1/1/2023
Co-Payment
Generic $ $10.00
Brand $ $50.00
No Generic Available $ $20.00
Mail (90 day supply)
Generic $ $20.00
Brand $ $100.00
No Generic Available $ $40.00
Packet Pg. 1935 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 32 21.3 All active employees hired prior to October 1, 2011, who retire from the City and are eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a fifty percent (50%) proportionate share of costs of the insurance premium should the retiring employee elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death of a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse.

All active employees hired on or after October 1, 2011 who retire from the City with five (5) or more years of City service (and eligible for CalPERS benefits upon separation of service) shall be eligible for the City to pay a proportionate share of costs of the insurance premium should the retiring employee elect to participate in any group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS and continue the group medical insurance without a break in coverage. To maintain a qualified status, and to continue to receive the benefit, the retired employee, and their covered spouses who reach Medicare A/B eligibility age must enroll in Medicare. For those retirees who qualify, the City shall pay a proportionate share of the cost of the insurance premiums in accordance with the following formula: 2% for every year of service with the City of Redding up to a maximum of 50%. Years of service include all Full Time Limited Term (Apprentice Firefighter) employment, regardless of break in service until regular employee status occurs. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. The City will not contribute payments on behalf of any retiree except as set forth above. Following the death of a retiree the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse.

Retiring employees who were hired or worked under a different Memorandum of Understanding (MOU) or City Resolution shall be vested with the greatest retiree premium coshare formula in effect and for which that employee qualified for during his or her term of employment.

Beginning Calendar Year 2013, the City will offer two health plans, a “Base Plan” and an optional “Premium Plan”. All retired employees participating in the group health plan will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Premium Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. The City shall pay a proportionate share of the cost of the “Base Plan” insurance premiums as outlined above. Participating retired employees electing to enroll in the “Premium Plan” will be responsible for premiums beyond the City’s contribution of the “Base Plan” composite rate.

21.4 Regular and Full Time Limited Term (Apprentice Firefighter) employees are eligible to participate in the City’s Deferred Compensation Plan through voluntary payroll deductions from the employee’s pay.

21.5 During the term of this agreement, the City and the Union agree to meet and discuss the recommendations of the Health Insurance Committee.

Packet Pg. 1936 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 33 ARTICLE 22: ENTIRE AGREEMENT

22.1 The parties acknowledge that during the negotiations which resulted in this Memorandum of Understanding each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the scope of negotiations, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in the Memorandum of Understanding. Therefore, the City and the Union, for the duration of this Memorandum of Understanding, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain with respect to any subject or matter referred to, or covered in this Memorandum of Understanding, or with respect to any subject or matter not specifically referred to, or covered in this Memorandum of Understanding, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Memorandum of Understanding. Any other prior existing understanding or agreements by the parties, whether formal or informal, regarding any such matters are hereby superseded or terminated in their entirety. Both parties acknowledge that such waiver and relinquishment as set forth above carries with it the commensurate prohibition for either party to effect a unilateral change in an employment condition falling within the scope of negotiations under Government Code Section 3500 et. seq.

ARTICLE 23: TERM

23.1 This Memorandum of Understanding, having taken effect as of July 1, 1974, and having thereafter been amended from time to time shall continue in full force and effect until the thirty first day of December, 2024 and thereafter from year to year unless written notice of change or termination shall be given by either party ninety (90) days prior to the expiration date above or the expiration date of any year thereafter. The bargaining for the Memorandum of Understanding will begin no later than January 1, 2024. Notwithstanding the foregoing, however, whenever the public’s need for fire protection service is not met by off-duty personnel following an all-call paging for a major emergency (defined as one in which available on-duty personnel are not sufficient to handle a critical situation), the City may be giving written notice to the Union to reopen negotiations on the subject of establishing procedures for off-duty employee response necessary to meet the public’s need for fire protection service.

23.2 Whenever notice is given for changes, the general nature of the changes desired must be specified in the notice, and until a satisfactory conclusion is reached in the matter of such changes, the original provision shall remain in full force and effect.

23.3 This Memorandum of Understanding shall not be amended or supplemented except by agreement of the parties hereto, reduced to writing and duly signed by each.

23.4 Any provision of this Memorandum of Understanding which may be in conflict with any Federal or State law, regulation or executive order shall be suspended and inoperative to the extent of and for the duration of such conflict; the balance of this Memorandum of Understanding, however, shall remain in full force and effect. The parties may, however, by mutual agreement reopen negotiations on the impact of any conflict.

Packet Pg. 1937 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 34 IN WITNESS WHEREOF the parties have executed amendments to this Memorandum of Understanding, to be effective July 9, 2023.

CITY OF REDDING REDDING FIREFIGHTERS,
LOCAL 1934, IAFF

Barry Tippin Mark Bartley
City Manager Labor Representative, IAFF

Gage Dungy Michael Ham
Negotiator President

Kari Kibler Mike Henry
Personnel Director Negotiator
__________________________
Kelley Martinez Matthew Oliphant
Personnel Manager Negotiator

Justin Smith
Negotiator
__________________________
Joe Hansen
Negotiator
__________________________
Brett Morris
Negotiator
__________________________
Steven Tenorio
Negotiator
__________________________
Kathleen Mastagni Storm
Labor Attorney, IAFF
Packet Pg. 1938 Attachment: MOU Between City of Redding and IAFF - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding and 1 MEMORANDUM OF UNDERSTANDING
Between

THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES OF LOCAL UNION 1934
of

INTERNATIONAL ASSOCIATION

OF FIRE FIGHTERS

AFL-CIO
EFFECTIVE: July 1, 1974 (Insofar as legally possible)
AMENDED: December 31, 1974, to be effective December 29, 1974 AMENDED: January 27, 1975, to be effective February 9, 1975 AMENDED: May 29, 1975, to be effective June 29, 1975
AMENDED: September 18, 1978, to be effective September 17, 1978 AMENDED: July 29, 1982, to be effective July 18, 1982
AMENDED: June 24, 1983, to be effective July 3, 1983
AMENDED: October 15, 1984 to be effective October 7, 1984 AMENDED: February 2, 1988 to be effective January 24, 1988 AMENDED: June 29, 1990 to be effective June 24, 1990
AMENDED: April 6, 1993 to be effective April 6, 1993
AMENDED: January 3, 1995 to be effective July 1, 1994
AMENDED: October 7, 1997 to be effective July 1, 1997
AMENDED: June 21, 2002, to be effective January 1, 2001 AMENDED: February 20, 2007, to be effective January 28, 2007 AMENDED: September 20, 2011, to be effective September 21, 2011 AMENDED: December 21, 2018, to be effective January 1, 2018 AMENDED: July 18, 2023, to be effective July 9, 2023 Deleted: 18 Packet Pg. 1939 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 2 TABLE OF CONTENTS
ARTICLE 1: PREAMBLE.......................................................................................................3 ARTICLE 2: RECOGNITION .................................................................................................4 ARTICLE 3: UNION SECURITY ...........................................................................................5 ARTICLE 4: GRIEVANCE PROCEDURE .............................................................................5 ARTICLE 5: SAFETY.............................................................................................................8 ARTICLE 6: DISABILITY AND UNEMPLOYMENT ...........................................................8 ARTICLE 7: EMPLOYEE STATUS .......................................................................................8 ARTICLE 8: WAGES AND CLASSIFICATIONS ..................................................................9 ARTICLE 9: HOURS AND OVERTIME ..............................................................................12 ARTICLE 10: SENIORITY ....................................................................................................14 ARTICLE 11: PROMOTION AND TRANSFER....................................................................15 ARTICLE 12: DEMOTION AND LAYOFF...........................................................................16 ARTICLE 13: LEAVE OF ABSENCE ...................................................................................17 ARTICLE 14: EXPENSES .....................................................................................................17 ARTICLE 15: SICK LEAVE ..................................................................................................18 ARTICLE 16: FUNERAL LEAVE .........................................................................................19 ARTICLE 17: HOLIDAYS.....................................................................................................20 ARTICLE 18: VACATIONS ..................................................................................................21 ARTICLE 19: UNIFORMS.....................................................................................................22 ARTICLE 20: MISCELLANEOUS ........................................................................................23 ARTICLE 21: EMPLOYEE GROUP HEALTH AND WELFARE BENEFIT PROGRAMS ..27 ARTICLE 22: ENTIRE AGREEMENT ..................................................................................31 ARTICLE 23: TERM..............................................................................................................31

Deleted: ¶
¶
EXHIBIT “C” - ALCOHOL AND DRUG ABUSE POLICY
Deleted: D
Deleted: E
Deleted: F
Deleted: G
Deleted: H
Packet Pg. 1940 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 3 MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 26th day of June, 1974, by and between the designated representatives of the CITY OF REDDING (a public agency as defined in Section 3501 (c) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as the City, and the designated representatives of LOCAL UNION 1934 of INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS, affiliated with the American Federation of Labor - Congress of Industrial Organizations (a recognized employee organization as defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of California), hereinafter referred to as Union,
WITNESSETH that:

ARTICLE 1: PREAMBLE

1.1 The parties acknowledge the provisions of Chapter 10 (Sections 3500, et seq.) of Division 4 of Title 1 of the Government Code of the State of California.

1.3 The City is engaged in rendering services to the public, and the City and Union recognize their mutual obligation for the continuous rendition and availability of such services.

Deleted: such as pagers or
Packet Pg. 1941 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 4 1.5 City employees shall perform loyal and efficient work and service, and shall use their influence and best efforts to protect the properties of City and its service to the public, and shall cooperate in promoting and advancing the welfare of City and in preserving the continuity of its service to the public at all times.

1.6 City and Union shall cooperate in promoting harmony and efficiency among City employees.

1.10 The City agrees to meet and confer with the Union over proposals to contract out Union work.

ARTICLE 2: RECOGNITION

Deleted: The Union agrees, and will make every effort to persuade its members, to also use those established procedures, rather than to use any other method or forum such as appeals directly to the news media or the City Council for resolution of problems or disputes between the parties prior to the completion of the grievance procedure through arbitration or the bargaining process through mediation.¶
Packet Pg. 1942 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 5 2.3 The City will provide the Union adequate bulletin board space for the purpose of posting thereon matters relating to official Union business.

ARTICLE 3: UNION SECURITY

ARTICLE 4: GRIEVANCE PROCEDURE

4.1 Any grievances/disciplinary appeals which may arise between Union, or any of its Deleted: The form of check-off authorization shall be approved by both the City and the Union.

Packet Pg. 1943 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 6 members, and the City, with respect to the interpretation or application of any of the terms of this Memorandum of Understanding, or with respect to such matters as the alleged discriminatory or arbitrary discharge, demotion or discipline of an individual employee, shall be determined by the provisions of this article, except that such matters as are included in the definition of impasse as set forth in Resolution No. 2012-091 are not a grievance. Because probationary employees and Apprentice Firefighters may be discharged or demoted without cause, they shall not be entitled to invoke Article 4, Grievance Procedure, with regard to matters of discharge or demotion. This shall not, however, prevent a probationary employee from exercising any other rights under this Memorandum of Understanding. Every employee designated by the City to hear the grievance or the disciplinary appeal of a subordinate shall have the authority to settle that grievance/disciplinary appeal.

4.2 For matters regarding MOU interpretation the following grievance procedure will apply:

Deleted: E
Packet Pg. 1944 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 7 4.3 For matters regarding Skelly discipline (Salary Reduction, Suspension, Disciplinary Demotion or Termination) the following appeal procedures will apply:

Arbitration Procedure for Grievances and Disciplinary Appeals:

4.5 Failure by either party to meet any of the aforementioned time limits as set forth in the Subsections listed above will result in forfeiture. Failure by the City to meet any of the limits listed above will allow the Union to go forward with the grievance or the disciplinary appeal to the next step of the established procedures. However, the aforementioned time limits may be extended Deleted: F
Packet Pg. 1945 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 8 by mutual agreement. Grievances settled by forfeiture shall not bind either party to an interpretation of this Memorandum of Understanding, nor shall such settlements be cited by either party as evidence in the settlement of subsequent grievances.

4.7 The City and the Union agree to use the appropriate Grievance or Disciplinary Appeal Forms to more timely and efficiently move grievances and disciplinary appeals through the process.

ARTICLE 5: SAFETY

5.2 Regular “tailgate” meetings will be held on all jobs to plan the job and emphasize safety in its performance.

ARTICLE 6: DISABILITY AND UNEMPLOYMENT

6.2 Vacation and sick leave shall be accrued and group insurance coverage shall be maintained while a regular employee is absent from work as a result of a job related disability and receiving the supplemental benefits to Workers’ Compensation temporary disability compensation as set forth in Section 4850 of the Labor Code of the State of California for the period of such disability, but not exceeding one (1) year. Employees who are not entitled to the benefits as set forth in Section 4850 of the Labor Code of the State of California but who are receiving Workers’ Compensation temporary disability benefits, may, nevertheless, at their option, maintain their group health and welfare insurance coverage during the period in which they are receiving temporary disability compensation for up to a maximum of a cumulative total of five (5) years, which includes one (1) year of Section 4850 paid time, providing the employee pays his or her share of Packet Pg. 1946 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 9 the monthly premium, pursuant to Article 21.2(B), to the City of Redding on or before the first day of the month for which the premium is intended. Holidays which occur during the period for which an employee is receiving temporary disability compensation shall not be recognized by such employee for compensation purposes.

ARTICLE 7: EMPLOYEE STATUS

7.1 Employees will be designated as Regular or Full-Time Temporary, or Full Time Limited Term depending upon the purpose for which they are hired and their length of continuous service with the City.

ARTICLE 8: WAGES AND CLASSIFICATIONS

Packet Pg. 1947 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 10 Wage step increases will be granted as follows: After twenty-six (26) full pay periods of employment at Wage Step 1, and with an overall satisfactory or above performance rating, an employee shall be advanced to Wage Step 2. After twenty-six (26) full pay periods of employment at each subsequent Wage Step, with an overall satisfactory or above work performance, an employee will be advanced to the next higher step. A promotion to a higher paid classification pursuant to Article 11.3 does not change the anniversary date for Wage step increases. A full pay period as used in 8.1 is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

8.4 When an employee is temporarily assigned to work in a classification lower than their regular classification, their rate of pay will not be reduced.

8.6 Attached hereto and made a part hereof is Exhibit “A” titled “Schedule of Wage Rates.”
Packet Pg. 1948 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 11 8.7 Attached hereto and made a part hereof is Exhibit “B” titled “City of Redding Class Specifications”

8.8 Incentive Pay
The City will provide the following incentive pay up to maximum incentive pay cap of

12.5% for incentives in this section and Section 8.9 below:

Education incentives shall be added to the base pay of those employees who provide proof of qualification as follows:

PAY REQUIREMENTS

2.5% Bachelor of Arts or Science Degree or 120 semester units

2.5% Master of Arts or Science Degree

Deleted: Job Definitions.

Deleted: (a)
Deleted: Effective July 1, 2007, education
Deleted: up to a maximum of five percent (5%)
Packet Pg. 1949 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 12 (b) All employees participating in this incentive program understand that, at the discretion of the City, they may be assigned to participate in a hazardous materials response team as deemed appropriate by the City.

Should there be a vacancy on the Team, it will be filled from an eligibility list established by the Redding Fire Department. Positions on the list will be established in the following manner:

Employees are not required to maintain or refresh their certification to remain in their current position on the eligibility list.

In addition, employees who have completed the required training, but have had their certification lapse, may request to be placed on the eligibility list.

ARTICLE 9: HOURS AND OVERTIME

9.1 Employees shall report for work at their regularly assigned duty station. Time spent in traveling between such assigned duty station and the job site shall be considered as time worked.

Packet Pg. 1950 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 13 9.2(a) For employees other than twenty-four (24) hour shift employees, a workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and a basic workweek is defined to consist of four (4)/five (5) consecutive workdays of eight (8), nine (9), or ten (10) hours, as applicable, on a scheduled work day, each Monday through Friday. The basic workweek may begin at any hour of the day during the workweek.

The City maintains the right to move individual employees from one platoon to another for the good of the service as determined by the Fire Chief.

9.2(c) Fire Prevention Officers will normally work a forty (40) hour workweek. The workweek schedule will be approved by the Fire Chief and may include Saturday and Sunday coverage.

9.3(a) For employees other than twenty-four (24) hour shift employees, overtime is defined as:

A Time worked in excess of forty (40) hours in a workweek.

B
Time worked in excess of eight (8), nine (9) or ten (10) hours, as applicable on a scheduled workday.

C Time worked on a non-workday.

D Time worked outside of regular hours on a workday.

E Time worked on a holiday.

9.3(c) Overtime shall be computed to the nearest one-quarter (1/4) hour.

9.3(d) Fire Prevention Officers can be assigned and required to be “on call” and be available to respond to incidents for fire investigation purposes as follows:

Minimum Duty: Seven day consecutive periods, on rotational basis (i.e. in separate seven-day periods, generally every other week, on a rotational basis.

Deleted: Inspectors
Deleted: Effective August 6, 2013
Deleted: Inspectors
Packet Pg. 1951 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 14 B Two (2) hours of overtime compensation at the employee’s regular rate of pay for Saturdays (12:01 a.m. Saturday through midnight Saturday).

C Three (3) hours of overtime compensation at the employee’s regular rate of pay for Sundays (12:01 a.m. Sunday through midnight Sunday) and Holiday (pursuant to Article

17.1).

Scheduling: Shall be determined by seniority preference. Seniority is defined as time in the bargaining unit.

Vehicle: In addition to “On Call” pay, the City will provide the employee with a “take home” vehicle in order to provide for immediate response.

9.5 If an employee performs overtime work immediately following the end of their regular shift they shall be paid overtime compensation only for the actual time worked.

Deleted: ’s
Deleted: will be paid to the employee
Packet Pg. 1952 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 15 set forth above, an employee’s platoon assignment shall not be used to deny the opportunity for equitable distribution of overtime work.

Emergency call-back time shall be compensated with a minimum of five (5) hours of overtime compensated at a rate of two times (2x) the base rate of salary.

ARTICLE 10: SENIORITY

10.1 City Seniority is defined as total length of continuous service in a Regular (FullTime, Status 3) position with the City of Redding. Classification Seniority is defined as the total length of continuous service in each classification within the bargaining unit, including any time spent by an employee who promoted into a City of Redding Fire Department Management position(s) who later returned into a position within the bargaining unit. In determining an employee’s City Seniority or Classification Seniority, the continuity of their service will be deemed to be broken by termination of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff for more than twelve (12) consecutive months, (4) failure to return immediately Deleted: ¶
Deleted: ¶
Packet Pg. 1953 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 16 on the expiration of a leave of absence or acceptance of other full-time employment while on leave, or (5) absence without pay, without a written leave of absence, in excess of five (5) work shifts or five (5) workdays, as applicable. Continuity of service will not be broken and seniority will accrue when an employee is: (a) inducted, enlists or is called to active duty in the Armed Forces of the United States, or service in the Merchant Marine, under any Act of Congress which provides that the employee is entitled to reemployment rights, (b) on duty with the National Guard, (c) absent due to industrial injury, (d) on leave of absence, or (e) absent due to layoff for a period of less than twelve (12) consecutive months. Full Time Limited Term (Apprentice Firefighter) employees will not accrue seniority.

10.2 Station rotation and shift bid order will be determined by time in Grade in accordance with Departmental Policy 2.9, dated September 10, 2007, and as agreed between Management and the Union.

10.3 “Grade”, “Rank” and “Classification” are interchangeable terms in Department Policy and this Agreement.

ARTICLE 11: PROMOTION AND TRANSFER

11.5 Management may consider requests for transfer from one station to another.

Weekly Schedule: Multiply Current Leave Balance By:

Packet Pg. 1954 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 17 40 to 56 hours 1.4
56 to 40 hours 0.715

ARTICLE 12: LAYOFF

12.6 Retired annuitants will be laid off prior to IAFF bargaining unit employees.

12.7 In the event of layoff or any station closure, Full Time Limited Term (Apprentice Firefighter) employees will be the first bargaining unit classification to be laid off.

A laid off Fire Prevention Officer who previously held a Redding Fire Captain position may displace a Fire Captain, if they are qualified to perform the duties of Fire Captain, Deleted: Inspector
Deleted: a Redding Fire Engineer
Deleted: but has not held a Redding Fire Captain position may not displace a Fire Captain
Deleted: Inspector
Packet Pg. 1955 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 18 meet all requirements of the classification, and if such laid off Fire Prevention Officer has greater combined Fire Captain and Fire Prevention Officer seniority than the Fire Captain being displaced.

ARTICLE 13: LEAVE OF ABSENCE

13.4 An employee’s status as a regular employee will not be impaired by such leave of absence and their seniority will accrue.

Deleted: Inspector
Deleted: Inspector
Deleted: Inspector
Deleted: Inspector
Deleted: Inspector
Deleted: Inspector
Packet Pg. 1956 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 19 13.7 Except for the one (1) year limitation of 13.1, and the prohibition on other employment in 13.5, a leave of absence for Union business may be granted by the City Manager for up to a maximum of one (1) year, pursuant to the provisions of this Article.

ARTICLE 14: EXPENSES

ARTICLE 15: SICK LEAVE

15.1 Sick leave with pay shall be accumulated for each regular and probationary employee at the rate of forty-six thousandths (.046) of an hour for each regular hour worked, or on paid leave.

15.2 Sick leave shall be allowed for a non-work-related absence due to:

A
The inability of an employee to be present or perform the employee’s duties because of personal physical or mental illness, off duty injury, or confinement for medical treatment.

B
The ability to attend personal medical or dental appointments, which are impractical to schedule outside of regular working hours.

C
The need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family, as defined in 16.1, for up to ninety-six (96) hours per incident.

D
For family sick leave up to 72 hours per calendar year for members of the immediate family as defined in 16.1.

15.4 The City may also require an employee requesting to return to work after sick leave or leave of absence for medical reasons to submit to a medical examination by a physician or physicians approved by City for the purpose of determining that such employee is physically fit and able to perform the duties of their former position without hazard to himself, or to their fellow employees, or to their own permanent health. Such examination or examinations shall be at the Packet Pg. 1957 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 20 sole expense of the City. Appointments for such examinations shall normally be scheduled by the Personnel Department.

15.6 Sick leave cannot be accrued while an employee is in a non-pay status or receiving donated vacation.

ARTICLE 16: FUNERAL LEAVE

Such bereavement leave for immediate family as provided in this section need not be taken in Deleted: Effective September 1, 2008, u
Deleted: ,
Deleted: Employees
Deleted: for this leave purpose
Packet Pg. 1958 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 21 consecutive days, but must be used up within three (3) months of the date of the death of the immediate family member. Mandatory callbacks shall be utilized, if necessary, to backfill behind this type of leave.

16.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to funeral leave in order to receive pay for such leave.

ARTICLE 17: HOLIDAYS

Deleted: .

Deleted: Effective December 31, 2006,
Deleted: F
Deleted: G
Deleted: H
Deleted: I
Deleted: The second Monday in October, known as Columbus Day
Deleted: N/A
Packet Pg. 1959 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 22 scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay, to be scheduled in the same manner as vacation days are normally scheduled. Notwithstanding the foregoing an employee may observe their birthday holiday on their birthday or anytime during the pay period in which the birthday occurs, or the holiday may be deferred and scheduled as vacations are normally scheduled. The holidays known as Lincoln Day, , and Veterans Day shall be scheduled by employees and their supervisors in the same manner as vacations are normally scheduled. Employees who work alternative work schedules commonly known as 4/10’s or 9/80’s and/or 4/5/9’s will be entitled to holiday pay for eight (8), nine (9) or ten (10) hours, as applicable to their regular weekly work schedule. When an employee works on their birthday holiday, the employee shall receive pay at the regular rate of pay. Birthday holiday pay is not considered reportable compensation and will not be reported to CalPERS.

17.3 If an employee is in a non-pay status on both workdays immediately adjacent to the holiday they shall not receive pay for the holiday.

ARTICLE 18: VACATIONS

BIWEEKLY

ACCRUAL
HOURS
PER
YEAR
# OF 24-HOUR
SHIFTS

ACCRUAL
RATE

PER HOUR
FROM

THROUGH
PAY
PERIOD

APPROXIMATE

ACCRUAL RATE
YEARS
OF

SERVICE
Deleted: Columbus Day
Deleted: Effective December 31, 2006,
Deleted: i
Deleted: ¶
ACCRUAL¶
RATE ¶
PER HOUR ...

Packet Pg. 1960 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 23 A .039 Date of Employment 130th 2 weeks 1-5

18.1(b) It is City policy that employees take their normal vacation each year at such time or times as may be approved by the Department.

18.1(d) A full pay period as used in this Article is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

18.2 Vacation cannot be accrued while an employee is in a non-pay status or receiving donated vacation.

18.4 The City shall not require an employee to take their vacation in lieu of sick leave or leave of absence on account of illness.

18.6 Employees whose employment with the City is terminated for any reason shall, at the time of termination, receive any unused vacation period previously earned.

18.7 The City will, at the employee’s option, compensate employees for accumulated vacation during any fiscal year as follows:

SHIFT = 40 HOURS SHIFT = 56 HOURS
Minimum Accrual Maximum Hours Payable Minimum Accrual Maximum Hours Payable 120 40 168 56
240 80 336 112
360 120 504 168
Deleted: three (3)
Packet Pg. 1961 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 24 18.8 Employees may use vacation leave in increments of not less than four (4) hours for educational purposes in accordance with Departmental Policy (Vacation #2.5, dated February 13, 2009.

ARTICLE 19: UNIFORMS

19.3 The “official” Fire Department uniform shall be established and set forth in Fire Department Policy (SOP #3.1).

ARTICLE 20: MISCELLANEOUS

Deleted: , revised December 2013, which will include dark blue uniform shirt, new patch, foul weather jacket and specific items for members of the Boat Team, i.e., watch cap, and uniform shorts Packet Pg. 1962 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 25 employment. After six (6) months, with a satisfactory performance evaluation, a probationary Fire Fighter will be allowed up to three (3) trades per quarter so long as trades do not interfere with the probationary training program. All shift trades shall be consummated within a three hundred sixtyfive (365) day period.

20.6 Because of the nature of employees’ duties, all employees shall be required to provide the Department a personal telephone number where the employee can be contacted.

20.9 Attached hereto and made a part hereof is Exhibit “C” entitled “Performance Standards”.

20.10 In the event that an employee fails to pass the Fire Department’s physical fitness test on the third consecutive attempt, such employee will be terminated from employment.

Meal Amount
Deleted: in their home at their own expense.

Deleted: 20.9 Attached hereto and made a part hereof is Exhibit “C” entitled “Substance Abuse Policy”.¶
Deleted: 10
Deleted: D
Deleted: 11
Deleted: 12
Deleted: 13
Deleted: Effective January 28, 2007,
Packet Pg. 1963 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 26 Dinner $25.00
Lunch $15.00
Breakfast $15.00
The above meal rates may be adjusted upward as determined by the City Manager.

20.13 Leave for children’s school activities will be granted according to Fire Department Policy (SOP #2.27), dated March 31, 2017.

CAL FIRE will not reimburse the City for any expenses associated with the meetings. When away at a team meeting, the City will provide coverage for the employee’s normal duty days only.

20.16 The City shall not utilize any combination of “on-call/seasonal, or temporary” employees in lieu of Regular employees. Union recognizes the City’s right to hire part-time temporary “on-call/seasonal firefighters” to work during declared “fire season” which is normally during the months of May through October. Union also recognizes the City’s right to continue the Deleted: 1.40
Deleted: 3
Deleted: 2
Deleted: 14
Deleted: 15
Deleted: 16
Deleted: 17
Packet Pg. 1964 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 27 “on-call” program, which is utilized to assist Regular employees at the scene of emergency incidents and at various fire prevention activities.

This does not preclude the City from its right to layoffs or station closures, which is addressed in Article 12.8.

20.18 The Boat Team (Redding Fire Department Voluntary Boat Program - SOP Tactics

20.20 The City will request a CAL EMA Engine that will be staffed by the City under the terms of an OES agreement to be developed by the department.

20.22 The Union and the City have developed and agreed to a Rescue Systems I Program that includes voluntary membership participation, selection process, initial and ongoing training to maintain proficiency in this service. The continued training for this program will be scheduled Deleted: 18
Deleted: After possessing a California Commercial Class B Driver license for one year
Deleted: employees may
Deleted: H
Deleted: 19
Deleted: 20
Deleted: The City and the Union agree to meet to establish a mutually agreed upon Ride Along Program, i.e., citizens, college students, ROP, etc. The City shall provide release time for six (6) or less employees to participate in this labor/management work group.

Deleted: 21
Deleted: 22
Deleted: 23
Packet Pg. 1965 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 28 on the participating member’s off duty days and the member will be eligible for overtime under the terms of Article 9, but will not be eligible for special duty stipend.

20.25 The City and Union agree to meet and agree over proposed changes to Exhibit B – City of Redding Class Specifications following approval of this Agreement.

ARTICLE 21: EMPLOYEE GROUP HEALTH AND WELFARE BENEFIT PROGRAMS

21.1 Retirement Plan:

Deleted: 24
Deleted: 25
Deleted: 26
Deleted: The major features are: three percent (3%) at age fifty (50), normal retirement age fifty (50); one (1) year’s compensation in formula; ¶
Deleted: (Fourth Level)
Deleted: credit
Deleted: fifty
Deleted: City pays the employee’s contribution (9%);
Deleted: military
Deleted: The City reports to CalPERS, as compensation, the amount the City pays on behalf of the employee as Employer Paid Member Contributions (EPMC) for retirement calculation
purposes.

Packet Pg. 1966 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 29 Regular Tier 1 Employees vested in Tier 1 who leave City employment and subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits. b) Tier 2 “Classic” Employees
Regular employees hired between September 8, 2012 and January 1, 2013, and those hired after January 1, 2013, who meet the definition of a “Classic CalPERS Members” pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA) but have not been previously employed by the City of Redding, will be covered under the three percent (3%) at age fifty-five (55) retirement benefit formula with the 36 highest paid consecutive month’s final compensation provision (“Tier 2 Employees”). Tier 2 Employees will be covered by the following additional benefits provided through CalPERS:
• Fourth level of 1959 Survivors’ Benefits (Fourth Level); Post-Retirement Survivors Allowance (Government Code Section 21574);
• Credit for unused sick leave;
• Fifty percent (50%) ordinary disability benefit; and; • Military service credit buy back option.

Packet Pg. 1967 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 30 Contribution rate 3.0%

In the event the composite premium rate change is less than 12½%, the employee’s percent of the rate shall be the actual percent change unless costs from the year before need to be made up.

For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Description.

Deleted: Following City Council approval of this MOU, the employee contribution will be paid by employees through a biweekly payroll deduction phased in on a pre-tax basis as outlined below:¶
¶
¶
Effective Date ...

Deleted:

Deleted: Effective July 1, 2007, the City’s contribution toward the monthly group health and welfare insurance composite premium rate shall be ninety percent (90%) and the employee will begin paying ten percent (10%) of the rate through a bi-weekly payroll deduction.

The ten percent (10%) co-share of premium will be recalculated every January 1st to coincide with the renewal of the City’s Group Health Insurance Plan.

Deleted: Beginning Calendar Year 2013, t
Deleted: will offer
Packet Pg. 1968 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 31 The City reserves the right to modify the group insurance composite rate structure to establish classes of coverage and rates in an effort to create a rate structure more compatible to employee claims experience. The City and the Union agree to meet and confer during the term of this agreement over changes to the group health premium contribution formula/structure when another City of Redding employee group agrees to a change in the group health premium contribution formula/structure. The City will not unilaterally impose a change to the group health premium contribution formula pursuant to this section. The meet and confer process per this section is limited to the issue of group health. The balance of the MOU remains in full force and effect.

The City and the Union recognize that it is the on-going plan of the City that all bargaining units will have the same group insurance benefits.

C) Prescription Benefit: Employee co-payments as shown in the following table:

Note: Maintenance medications (i.e., a medication taken longer than 60 days) that are filled at the retail co-pay amount more than twice will be filled at the mail order co-pay amount.

Retail (34 day supply)
Effective
1/1/2023
Co-Payment
Generic $ $10.00
Brand $ $50.00
No Generic Available $ $20.00
Mail (90 day supply)
Generic $ $20.00
Brand $ $100.00
No Generic Available $ $40.00
Deleted: Effective 7/1/2008¶
Deleted: 2013
Deleted: 7.50
Deleted: 30.00
Deleted: 40.00
Deleted: 15.00
Deleted: 11.25
Deleted: 45.00
Deleted: 70.00
Deleted: 22.50
Deleted: SOP
Packet Pg. 1969 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 32 Effective January 1, 2013, health benefits not provided by Blue Shield will no longer be offered.

21.3 All active employees hired prior to October 1, 2011, who retire from the City and are eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a fifty percent (50%) proportionate share of costs of the insurance premium should the retiring employee elect to participate in the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee must go directly from active status to retiree status with CalPERS. To maintain a qualified status and to continue to receive the benefit, the retired employee must continue the group medical insurance during retirement without a break in coverage. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death of a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse.

Deleted: Dependent upon the outcome of pending litigation, the retiree premium co-share for existing employees, those hired prior to City Council approval of this contract, could revert back to the previous retiree insurance premium co-share amount of fifty percent (50%). In that event, the contract would be re-opened to negotiate retiree medical premium co-share amounts for new hires.¶ ¶
Packet Pg. 1970 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 33 21.5 During the term of this agreement, the City and the Union agree to meet and discuss the recommendations of the Health Insurance Committee.

ARTICLE 22: ENTIRE AGREEMENT

ARTICLE 23: TERM

23.3 This Memorandum of Understanding shall not be amended or supplemented except by agreement of the parties hereto, reduced to writing and duly signed by each.

Deleted: 2
Deleted: 2
Packet Pg. 1971 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 34 Packet Pg. 1972 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and 35 IN WITNESS WHEREOF the parties have executed amendments to this Memorandum of Understanding, to be effective July 9, 2023.

CITY OF REDDING REDDING FIREFIGHTERS,
LOCAL 1934, IAFF

Barry Tippin Mark Bartley
City Manager Labor Representative, IAFF

Gage Dungy Michael Ham
Negotiator President

Kari Kibler Mike Henry
Personnel Director Negotiator
__________________________
Kelley Martinez Matthew Oliphant
Personnel Manager Negotiator

Justin Smith
Negotiator
__________________________
Joe Hansen
Negotiator
__________________________
Brett Morris
Negotiator
__________________________
Steven Tenorio
Negotiator
__________________________
Kathleen Mastagni Storm
Labor Attorney, IAFF
Deleted: May 22, 2019
Deleted: 18
Deleted: Steve Allen
Deleted: Bill Avery
Deleted:

Deleted: Matt Oliphant
Deleted: Sheri DeMaagd
Deleted: Joe Hansen
Deleted: Assistant City Manager/
Deleted: Shawn Avery
Deleted:

Deleted: ike Henry
Deleted: Mike Lowery
Deleted: Brett Morris
Deleted: Ryan Nardo
Deleted: Lonnie Schreiber¶
Negotiator
Packet Pg. 1973 Attachment: MOU Between City of Redding and IAFF - Redline (9.15(b)--Consider Approving Successor Memorandum of Understanding and EXHIBIT “B” – CITY OF REDDING CLASS SPECIFICATIONS
The following definitions apply to all classifications as listed in “Exhibit A”:

Collateral Duties – Duties that can be assigned to an individual employee in addition to their regular or normal duties assigned. The duties can be assigned to the employee because they pertain to and are directly related to the employee’s stated duties under the items as described in “Exhibit B” City of Redding Classification Specification: Definition. Because these duties are evaluated and documented on an Employee’s performance evaluation, they cannot require additional education, experience, training, knowledge, or abilities other than those already required to perform the items described in “Exhibit B” of the Employee’s job specifications.” Examples include: nozzle repair, SCBA repair, fit testing.

Special Duties/Projects – Duties or projects that fall under this category shall be of a voluntary nature. These may require additional education, experience, training, knowledge, or abilities, other than those required to perform the items described in “Exhibit B” of the Employee’s job specifications. Examples include: welding, woodworking, construction projects. ---------------------------------------------------------------------------------------------------------------------

APPRENTICE FIREFIGHTER
DEFINITION: Under immediate supervision, performs all types of fire suppression, prevention, and emergency medical rescue work; promotes fire prevention and code enforcement.

DISTINGUISHING CHARACTERISTICS: Positions assigned to this class are a limited term (five (5) year term maximum) probationary firefighting position, and are considered at will.

When initially employed, incumbents may not have prior practical firefighting experience.

Employees in this position will have successfully completed an entry level firefighter training program as required/established by the City of Redding prior to appointment. Apprentice Firefighters are expected to perform the full range of fire suppression, safety and prevention duties assigned to the class and to work toward obtaining journey-level skills in all areas of work assigned. This classification is distinguished from the Fire Fighter classification in that the Fire Fighter position is a journey-level position.

EXAMPLES OF DUTIES:

NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties. Not all duties listed are necessarily performed by each individual in the classification.

1. Responds to reported emergencies with a company on a fire apparatus.

Measures - Conformance to training standards.

2. Rescues persons endangered by fire and other hazards.

Measures - Responsiveness to orders and procedures.

Deleted: and are effective January 28, 2007
Packet Pg. 1974 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of

3. Operates hose streams; performs ventilation, salvage and overhaul to extinguish fires and minimize damage.

Measures - Responsiveness to orders and procedures.

4. Performs first aid, resuscitation, and defibrillation (if training is appropriate).

Measures - Application of accepted medical protocols.

5. Operates firefighting equipment and medical rescue equipment.

Measures - Safety record, knowledge of district and City streets, training record.

6. Inspects housing, industrial and commercial occupancies, writes notices of hazards and makes re-inspections; conducts home safety checks.

Measures - Application of appropriate fire code.

7. Presents fire and life safety education programs; conducts tours of the fire station.

Measures - Acceptance by public.

8. Participates in firefighting tactics and physical training.

Measures - Follows routine and orders as established.

9. Keeps records and prepares reports.

Measures - Follows accepted practices.

10. Participates in pre-fire planning with the company.

Measures - Number of pre-fire plans.

11. Maintains fire station.

Measures - Condition of station.

12. Performs related duties as assigned.

Measures - Quantity and quality of additional work.

QUALIFICATIONS:

Knowledge of: Modern fire prevention and suppression principles methods and equipment; principles of hydraulics as applied to firefighting equipment; construction and operation of private and public water supplies, standpipes, fire pumps, aerial ladders, elevating platforms; all City and outlying streets and the location of fire hydrants and fire department connections in the district; Federal, State and local vehicle safety regulations.

Ability to: Interact effectively with the public and employees; remain calm and safe during emergency conditions; pass the medical examination, including vision and hearing examinations, and perform the required physical fitness tests for the position; maintain effective working relationships with fellow employees and the public.

Education: Any combination of training and experience that provides the required knowledge, skills, and abilities is qualifying; high school diploma or GED is required. A.A. Degree in Fire Packet Pg. 1975 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of Technology, or 60 semester units from an accredited college is preferred, but not required as long as applicant is enrolled in an accredited college working towards those goals.

Experience: No prior experience required.

Special Requirements:

Meet the certification requirements for Firefighter I Certification as issued by California State Fire Marshal OR meet the certification requirements for Firefighter I from a State of California accredited college, and either California Emergency Medical Technician I or First Responder.

Possession of California C driver's license, or the ability to acquire one within ten days of appointment.
----------------------------------------------------------------------------------------------------------------------

FIREFIGHTER
DEFINITION: Under immediate supervision, performs all types of fire suppression, prevention, and emergency medical rescue work; promotes fire prevention and code enforcement.

DISTINGUISHING CHARACTERISTICS: Positions assigned to this class perform both probationary and journey-level firefighting and fire prevention work. When initially employed, incumbents are expected to have prior practical firefighting experience and are expected to successfully complete a probationary firefighter training program as established by the City of Redding, with work toward the completion of California State Firefighter II certification.

Firefighters are expected to perform the full range of fire suppression, safety and prevention duties assigned to the class and to obtain journey-level skills in all areas of work assigned. This classification is distinguished from the Fire Engineer classification in that the Fire Engineer is responsible for the operation and maintenance of fire apparatus and related equipment.

EXAMPLES OF DUTIES:

1. Responds to reported emergencies with a company on a fire apparatus.

Measures - Conformance to training standards.

2. Rescues persons endangered by fire and other hazards.

Measures - Responsiveness to orders and procedures.

3. Operates hose streams; performs ventilation, salvage and overhaul to extinguish fires and minimize damage.

Measures - Responsiveness to orders and procedures.

4. Performs first aid, resuscitation, and defibrillation (if training is appropriate).

Packet Pg. 1976 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of Measures - Application of accepted medical protocols.

5. Operates firefighting equipment and medical rescue equipment.

Measures - Safety record, knowledge of district and City streets, training record.

6. Inspects housing, industrial and commercial occupancies, writes notices of hazards and makes re-inspections; conducts home safety checks.

Measures - Application of appropriate fire code.

7. Presents fire and life safety education programs; conducts tours of the fire station.

Measures - Acceptance by public.

8. Participates in firefighting tactics and physical training.

Measures - Follows routine and orders as established.

9. Keeps records and prepares reports.

Measures - Follows accepted practices.

10. Participates in pre-fire planning with the company.

Measures - Number of pre-fire plans.

11. Maintains fire station.

Measures - Condition of station.

12. Performs related duties as assigned.

Measures - Quantity and quality of additional work.

QUALIFICATIONS:

Education: Any combination of training and experience that provides the required knowledge, skills, and abilities is qualifying; typical education would include a high school diploma, equivalent of A.A. Degree in Fire Technology, or 60 semester units from an accredited college or equivalent.

Experience: No prior experience required.

Packet Pg. 1977 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of Special Requirements:

State Certified Firefighter I, and Emergency Medical Technician I or greater certification. ossession of California Class C driver's license with Firefighter Endorsement “F” or higher driver’s license class, or the ability to acquire one within one year of appointment.. ----------------------------------------------------------------------------------------------------------------------

FIRE ENGINEER
DEFINITION: Under general supervision, performs all types of fire suppression, prevention, and emergency medical rescue work; promotes fire prevention and code enforcement.

DISTINGUISHING CHARACTERISTICS: Positions assigned to this class perform journeylevel firefighting and fire prevention work. Incumbents are expected to have successfully completed the appropriate training programs as established by the City of Redding. Fire Engineers are expected to perform the full range of fire suppression, safety and prevention duties assigned to the class and to perform journey-level skills in all areas of work assigned. The Fire Engineer is responsible for the operation and maintenance of fire apparatus and related equipment. The Fire Engineer is the primary driver and pump operator of fire apparatus in the department.

EXAMPLES OF DUTIES:

NOTE:The following are the duties performed by employees in this classification. However, employees may perform other related duties. Duties listed are not necessarily performed by each individual in the classification.

1. Responds to reported emergencies with a company on a fire apparatus.

Measures - Conformance to training standards.

2. Rescues persons endangered by fire and other hazards.

Measures - Responsiveness to orders and procedures.

3. Operates hose streams; performs ventilation, salvage and overhaul to extinguish fires and minimize damage.

Measures - Responsiveness to orders and procedures.

4. Performs first aid, resuscitation and defibrillation.

Measures - Application of accepted medical protocols.

5. Operates all firefighting vehicles, equipment, apparatus and medical rescue equipment.

Measures - Safety record, knowledge of district and City streets, training record.

6. Inspects housing, industrial and commercial occupancies, writes notices of hazards and makes re-inspections; conducts home safety checks.

Measures - Application of appropriate fire code.

Deleted: P
Deleted: B commercial
Deleted: After possessing the California Commercial Class B Driver license for one year the employee may obtain a California Class C Driver license with Firefighter Endorsement “F” Packet Pg. 1978 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of

7. Presents fire and life safety education programs; conducts tours of the fire station.

Measures - Acceptance by the public.

8. Participates in firefighting tactics, apparatus operation and physical training.

Measures - Follows routine and orders as established.

9. Calculates hydraulic calculations for fire ground operation.

Measures - Calculations are accurate.

10. Keeps records and prepares reports.

Measures - Follows accepted practices.

11. Participates in pre-fire planning with his/her company.

Measures - Number of pre-fire plans.

12. Maintains fire station.

Measures - Condition of station.

13. Performs related duties as assigned.

Measures - Quantity and quality of additional work.

QUALIFICATIONS:

Knowledge of: Modern fire prevention and suppression principles methods and equipment; principles of hydraulics as applied to firefighting equipment and apparatus; construction and operation of private and public water supplies, standpipes, fire pumps, aerial ladders, elevating platforms, and all equipment provided on fire apparatus; all City and outlying streets and the location of fire hydrants, and fire department connections in the district; Federal, State and local vehicle safety regulations applicable to the operation of fire apparatus.

Ability to: Interact effectively with the public and employees. Efficiently operate all apparatus, including pumping engines, aerial ladders, elevating platforms and other special motorized apparatus; accurately calculate hydraulics and develop effective hose streams during emergency conditions; drive and operate apparatus calmly and safely during emergency conditions; pass the medical examination, including vision and hearing examinations, and perform the required physical fitness tests for the position; perform tests and preventative maintenance required for apparatus; maintain effective working relationships with fellow employees and the public.

Education: Any combination of training and experience that provides the required knowledge, skills, and abilities is qualifying; typical education would include a high school diploma, Associate of Arts Degree in Fire Technology, or 60 semester units from an accredited college or equivalent.

Experience: Typical experience would include two years of paid full-time experience as a City of Redding Fire Fighter.

Packet Pg. 1979 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of Special Requirements:

Satisfactory completion of State Certified Firefighter II and State certified driver operation 1A and 1B or its equivalent. Certified as an Emergency Medical Technician I, or certified as a First Responder D.

Possession of the appropriate California driver’s license. ----------------------------------------------------------------------------------------------------------------------

FIRE PREVENTION OFFICER
DEFINITION: Under general supervision performs code enforcement; inspection of all business licenses that are issued in the City for initial and follow-up inspections to assure business compatibility with building occupancy; inspection of homes for the elderly and day care homes which require special licensing.

DISTINGUISHING CHARACTERISTICS: This is a journey level class within the Fire Department. Employees within this class perform the full range of fire prevention inspection duties with only occasional instruction or assistance and are fully aware of the operating procedures and policies of the department.

EXAMPLES OF DUTIES:

1. Inspection of premises for issuance of business licenses.

Measures - Number of licenses issued.

2. Investigation of all types of fires.

Measures - Number of investigations.

3. Code enforcement for building, plumbing, electric and related and appropriate fire codes.

Measures - Number of inspections.

4. Weed abatement.

Measures - Number of abatements.

5. Abatement of abandoned automobiles.

Measures - Number of automobiles.

6. Writing of related reports.

Measures - Number of reports written.

7. Performs related duties as assigned.

Measures - Quality and quantity of additional work.

Deleted: INSPECTOR
Packet Pg. 1980 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of QUALIFICATIONS:

Knowledge of: All appropriate Building Codes, Fire Codes, and City policies and regulations; investigation techniques; and instructor training procedures.

Ability to: Interact effectively with the public and employees. Carry out all assigned responsibilities with skill, efficiency, and accuracy.

Education: Any combination of training and experience that provides the required knowledge, skills, and abilities is qualifying; typical education would include a high school diploma, an Associate of Arts degree in Fire Science from an accredited college, or equivalent, and additional course work, or training in the Uniform Building and Fire Codes.

Experience: Typical experience would include three years full-time paid experience in fire suppression.

Special Requirements:

Emergency Medical Technician I or greater certification. Possession of the appropriate California driver's license, or ability to acquire one within ten days of appointment.

Effective January 28, 2007, Fire Prevention Officer can be assigned and required to be “on-call” and be available to respond to incidents for fire investigation purposes.

FIRE CAPTAIN
DEFINITION: Under direction, serves as the officer in charge of a fire company with responsibilities for the control, direction, and disciplining of company personnel, and for the care, operation, and maintenance of all property assigned to the company; directs the activities of company personnel at scenes of fire, medical emergencies and rescues.

DISTINGUISHING CHARACTERISTICS: The Fire Captain is responsible for the supervision of an assigned fire company and coordination of activities of the Fire Engineers and Firefighters.

The Fire Captain is distinguished from the Fire Battalion Chief in that the latter are directly responsible for the continuous supervision, management and the coordination of activities of an assigned shift of personnel.

EXAMPLES OF DUTIES:

Deleted: Inspectors
Packet Pg. 1981 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of

1. Responds to fire, medical, and other emergency incidents.

Measures - Speed and responsiveness to the emergency.

2. Makes decisions as to methods of dealing with the emergency, including deployment of personnel and apparatus.

Measures - Decisions are based on fire department rules and regulations and professional standards.

3. Directs fire suppression, rescue, first aid, and salvage operations until relieved of command by a superior officer.

Measures - Direction is in conformance with department rules and regulations and proper safety precautions are utilized.

4. Plans, supervises and participates in inspections of building and installations for fire hazards, and fire safety systems as required by local, State and Federal laws.

Measures - Compliance to appropriate statutes.

5. Schedules and directs station, apparatus, hose and hydrant maintenance programs.

Measures - Working condition of equipment remains in working order and useful life is extended.

6. Inspects and evaluates station personnel and maintains discipline.

Measures - Employee morale and performance is maintained at a consistently high level.

7. Instructs and drills company personnel in fire fighting and fire prevention methods, tech niques, and related areas.

Measures - Personnel are kept up to date on current trends and methods.

8. Plans and schedules work assignments of station, or battalion personnel.

Measures - Efficient and judicious use of personnel.

9. Prepares and maintains records and reports.

Measures - Records and reports are accurate and completed in a timely fashion.

10. Performs related fire service duties as assigned.

QUALIFICATIONS:

Knowledge of: Advanced methods and techniques of fire fighting, fire prevention and emergency medical services; the operation and maintenance of fire fighting equipment, apparatus, and specialized materials; Federal, State, and City laws pertaining to fire protection; mechanical, chemical and related characteristics of a wide variety of materials, such as flammable liquids, and explosives; department rules, regulations, and policies.

Ability to: Interact effectively with the public and employees. Evaluate emergency situations calmly, quickly, rationally and determine effective course(s) of action; organize and direct the work of others, and maintain discipline and morale; train personnel; operate fire apparatus and Packet Pg. 1982 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of auxiliary equipment; keep records and make reports; maintain physical fitness requirements as prescribed by the Fire Department.

Experience: Typical experience would include a minimum of five years of full-time paid fire suppression experience in the Redding Fire Department; two of the five years must be as a fulltime Fire Engineer.

Special Requirements:

Certified as an Emergency Medical Technician I, or certified as a First Responder D.

Effective upon MOU Ratification candidates must have satisfactorily completed and possess:
• State of California Certified Fire Officer, or
• State of California Certified Company Officer, or
• Education requirement for State of California Company Officer, or • Fire Department Employees hired prior to December 31, 2016 with any six (6) of the ten (10) State of California Fire Officer training program courses.

Possession of the appropriate California driver's license.

Packet Pg. 1983 Attachment: Exhibit B: City of Redding Classifications Specifications - Redline (9.15(b)--Consider Approving Successor Memorandum of Employee Initials: Rating Supervisor Initials: FC Page 1 (01/99)

CITY OF REDDING FIRE DEPARTMENT

PERFORMANCE EVALUATION RATING SYSTEM

FIRE CAPTAIN
EmployeeName:___________________________________ Date: ____________________ Evaluation Period From: To:

E = Exceeds Standards Work performance exceeds established Department standards.

M = Meets Standards Work performance consistently meets established Department standards.

U = Unsatisfactory Work performance has reached or has deteriorated to such a degree that it is clearly and consistently not acceptable by established Department standards.

E M U CATEGORY COMMENTS
I. SUPERVISION
A. Performance Assurance
You will receive a satisfactory rating in this category if the following conditions are met:

Χ Your employees all meet the performance
expectation for their position.

Χ In those cases where the employee is not
meeting performance expectations, you have
taken those actions necessary (as per policy
and procedures) to correct the deficiency one
way or another, or
Χ You have justified to your supervisor why above
items do not apply.

B. Employee Relations
Χ Treat employees with respect.

Χ Dispense assignments, rewards and discipline
evenly.

Χ Praise in public; reprimand in private.

Χ Keep employees informed of things which
affect them.

Χ Make yourself available to your employees. Be
open to discussion of problems, issues and
represent employee issues to management if
resolution exceeds your authority.

Χ Promote employee morale and a positive
working environment.

C. Employee Development
Χ Assess personnel training and developmental
needs and act accordingly.

Χ Support personnel growth.

II. ADMINISTRATION AND PROBLEM SOLVING
Χ You are expected to effectively administer the
activities of your company.

Packet Pg. 1984 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Employee Initials: Rating Supervisor Initials: FC Page 2 (01/99)

E M U CATEGORY COMMENTS
II. ADMINISTRATION AND PROBLEM SOLVING (continued)
Χ Make provisions for applicable leave per policy,
guidelines or MOU.

Χ Insure personnel assignments are administered
per policy.

Χ Maintain payroll and time keeping records.

Χ Complete performance appraisals as needed
by due date.

Χ Recognize potential problems and take
appropriate actions.

Χ Maintain communication within the chain of
command.

Χ Complete and maintain the daily log.

Χ Be familiar and act in accordance with policies,
guidelines and MOU.

III. EMERGENCY RESPONSE OPERATIONS
Χ You stay in a state of readiness for all
emergency calls.

Χ You are belted in the apparatus ready to
respond as soon as possible or within a
maximum of one minute, thirty seconds after
completion of dispatch. Avoid patterns of
delayed response to emergency calls.

A. Fire Suppression
Χ Follow directions and commands of the
assigned supervisor.

Χ Complete tasks assigned or inform supervisor if
unable.

Χ Perform tasks as per policy, procedures and
safety guidelines.

Χ Perform to the levels of Firefighter 2 standards
as per CSFM Firefighter 2 standards.

B. Emergency Medical
Χ Follow directions and commands of the
assigned supervisor.

Χ Complete tasks assigned or inform supervisor if
unable.

Χ Perform tasks as per policy, procedures and
safety guidelines and within scope of
certification and authorization.

B. Haz-Mat
Χ Follow directions and commands of the
assigned supervisor.

Packet Pg. 1985 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FC Page 3 (01/99) Packet Pg. 1986 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FC Page 4 (01/99)

E M U CATEGORY COMMENTS
C. Haz-Mat (continued)
Χ Complete tasks assigned or inform supervisor if
unable.

Χ Will perform tasks as per policy, procedures
and safety guidelines.

Χ The Captain shall maintain the following
certification as provided by the Fire
Department: First Responder Operational.

IV. WORK HABITS
Χ You are expected to be productively engaged in
the Department’s work while on paid time
unless directed to do otherwise per policy.

Comply with your supervisor’s assignments
and priorities as directed.

Χ Arrive in time to start your shift at 0800 hours,
ready for work with full uniform and
equipment per policy, procedures and
directives.

Χ Take breaks as authorized by your supervisor.

Χ Use sick leave as directed by policy.

Χ Complete assignments within assigned time
frames.

Χ Follow the chain of command as per policy.

Χ You shall remain on duty until relieved or
released by your supervisor.

V. SAFETY
C. General
Χ Conduct your work in a manner which promotes
the safety of yourself and others.

Χ Avoid patterns of behavior which place you and
others at risk and which risks unnecessary
damage to equipment and facilities.

C. Follows Code of Safe Practices
Χ Safety evacuation precautions.

Χ Personal protective equipment.

Χ SCBA.

Χ PASS.

Χ Water supply.

Χ Ground ladders.

Χ Utilities.

Χ Haz-Mat.

Χ Interior operations.

Packet Pg. 1987 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FC Page 5 (01/99) Χ Ventilation.

Χ Backdraft.

E M U CATEGORY COMMENTS
B. Follows Code of Safe Practices (continued)
Χ Ventilation
Χ Wildland fires (include Ten Standard
Firefighting Orders).

Χ Operate vehicles per applicable laws,
Department procedures and supervisory
directives.

Χ Participate in tail gate safety meetings while on
duty.

VI. INTERNAL RELATIONS
B. General
Χ You are expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.

Χ Generally, your interactions with others should
have a positive impact on the Department
and its accomplishments.

B. Interpersonal
Χ Treat co-workers and supervisors with respect.

Χ Treat the belongings, materials, tools and
equipment of others with respect.

Χ When differences arise, find constructive ways
to resolve them.

Χ Do not allow differences to disrupt your work or
the work of others.

Χ Regardless of personal differences, work with
others in supportive ways.

Χ Avoid racial, sexual, ethnic, religious and
cultural slurs as per City policy.

Χ From time to time, it is natural to disagree with
policies, direction, decisions, etc. When you
work for others it is unavoidable. Most people
find ways to work harmoniously with aspects
of the work environment even though not
always in accord with personal preferences.

For the sake of the Department, you are
expected to do likewise. If you have
complaints, problems or disagreements of a
compelling nature, process them through the
chain of command, offering constructive
suggestions for resolutions. Avoid repeated
complaints which do not contribute to a
solution, but only create further problems and
disruption.

Packet Pg. 1988 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FC Page 6 (01/99) Χ Comply with the City/Department grievance and
appeal policies and procedures.

Χ Comply with City sexual harassment policy.

EMU CATEGORY COMMENTS
VII. PUBLIC RELATIONS Χ Conduct your work in a manner which fosters good public relations and public support for
the Department and the City.

Χ Follow the Department’s Rules of Conduct. Χ Avoid profanity, sarcasm, voice tone and body language which are interpreted as
discourteous.

Χ Avoid behavior which would bring discredit to
the Department and the City.

Χ Keep your supervisor advised of any
confrontations with members of the public or
other departments.

Χ Treat members of the public and other
agencies with respect.

VIII. PREVENTION Χ You are expected to conduct your fire prevention duties as assigned and per policy
and procedures.

Χ Follow directions and commands of the
Battalion Chief or assigned supervisor.

IX. TRAINING AND DEVELOPMENT Χ Participation and leadership in training exercises.

Χ Maintain skills necessary for the job. Χ Participate fully in drills and exercises so that your skills can be monitored and expanded.

Χ Open to and comply with critiques and
suggestions for improvement. If you disagree
with critiques and suggestions, bring it to your
supervisor in private and suggest your
approach for adoption. If this fails, comply
with the approaches requested by your
supervisor.

Χ Shall perform to the levels of Firefighter 2
standards as per the CSFM Firefighter 2
training manual.

X. EQUIPMENT USE AND MAINTENANCE Χ Maintain equipment in a manner most likely to assure safe working order and good
appearance.

Packet Pg. 1989 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FC Page 7 (01/99) Χ Keep vehicles free of trash and unnecessary
items.

Χ Insure maintenance checks per guidelines as
assigned.

Χ Report damage to any Department equipment
observed to immediate supervisor.

E M U CATEGORY COMMENTS
X. EQUIPMENT USE AND MAINTENANCE (continued)
Χ Return equipment, tools, etc., to their proper
place.

Χ Notify Engineer of removal of any equipment or
tools from apparatus.

Χ Must maintain a current appropriate California
driver license with endorsements.

XI. FACILITIES USE AND MAINTENANCE
Χ Use and maintain City and Department facilities
in a manner likely to assure good working
order and appearance.

Χ Oversee cleaning and upkeep of the fire station
and facilities as directed.

Χ Report to supervisor, or correct, any observed
damage to facilities, appliances, etc.

Χ Correct minor spills, littering, or out-of-place
objects when encountered.

Χ Leave work/living areas in a clean, neat
condition free of trash, food, drinks.

Χ Do fair share of clean up.

XII. PUBLIC EDUCATION
Χ Participate in the Department’s public
education efforts as assigned.

XIII. APPEARANCE AND GROOMING
Χ Maintain a professional appearance in the
cleanliness and upkeep of uniform and
equipment.

Χ Present self to the Department and the public
in a manner most likely to inspire confidence
and respect.

Χ Meet or exceed minimum standards as outlined
in the Department’s Uniform and Grooming
Policy.

Χ Take personal responsibility for complying with
the policy.

Χ Exercise good personal hygiene.

XIV. REPORTS AND ROUTINE PAPERWORK
Packet Pg. 1990 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FC Page 8 (01/99) Χ Submit reports and other written materials that
are usable with a minimum of re-work.

Χ Routine reports and submittals are on time and
per Department guidelines.

XV. COLLATERAL DUTIES, PROJECTS AND COMMITTEES (continued) Χ Complete special tasks in a manner requested.

Χ Report to immediate supervisor specially
assigned tasks.

E M U CATEGORY COMMENTS
XV. COLLATERAL DUTIES, PROJECTS AND COMMITTEES (continued) Χ Resolve conflict of special assignments with
regular work expected by immediate
supervisor through your immediate
supervisor.

Χ Submit work by due dates and times, or
renegotiate a new date in advance.

Χ Follow Department policy, procedures and
guidelines in the conduct of these special
assignments.

COMMENTS:

This report represents my best judgement of the employee’s performance based on my observations and knowledge.

Rating Supervisor’s Signature: Date:

This report has been discussed with me.

Employee’s Signature: Date:

Battalion Chief’s Signature: Date:

Deputy Chief’s Signature: Date:

Packet Pg. 1991 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FC Page 9 (01/99) Fire Chief’s Signature: Date:

Packet Pg. 1992 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FE Page 1 (01/99)
A.

Employee Initials: Rating Supervisor Initials: FE Page 1 (01/99)
1CITY OF REDDING FIRE DEPARTMENT

PERFORMANCE EVALUATION RATING SYSTEM

FIRE ENGINEER
EmployeeName:___________________________________ Date: ____________________ Evaluation Period From: To:

E = Exceeds Standards Work performance exceeds established Department standards.

M = Meets Standards Work performance consistently meets established Department standards.

U = Unsatisfactory Work performance has reached or has deteriorated to such a degree that it is clearly and consistently not acceptable by established Department standards.

E M U CATEGORY COMMENTS
I. EMERGENCY RESPONSE/OPERATIONS
You will receive a satisfactory rating in this category if the following conditions are met:
∙ You stay in a state of readiness for all
emergency calls.
∙ You are belted in the apparatus, ready to
respond as soon as possible or within a maximum of one
minute, thirty seconds after completion of dispatch.

Avoid patterns of delayed response to emergency calls.

A. Fire Suppression
∙ Follow directions and commands of the Captain
or assigned supervisor.

∙ Complete tasks assigned or inform supervisor if
unable.
∙ Perform tasks as per policy, procedures and
safety guidelines.
∙ Perform to the levels of Firefighter 2 standards
as per CSFM Firefighter 2 training manual.

A. Emergency Medical
∙ Follow directions and commands of the Captain
or assigned supervisor.

Packet Pg. 1993 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of ∙ Complete tasks assigned or inform supervisor if
unable. ∙ Perform tasks as per policy, procedures and
safety guidelines and within scope of certification and authorization
A. Haz-Mat
∙ Follow directions and commands of the Captain
or assigned supervisor. ∙ Complete tasks assigned or inform supervisor if unable. ∙ Perform tasks as per policy, procedures and
safety guidelines. ∙ The Fire Engineer shall maintain the following certification as provided by the Fire Department: Fire
Responder Operational.

A.E

MU CATEGORY COMMENTS
D. Driving
∙ Follow directions and commands of the Captain
or assigned supervisor. ∙ Confirm incident location and route prior to responding. ∙ Must maintain a current appropriate California driver license with endorsements.

E. Apparatus Operation ∙ Operate all apparatus per Departmental policy and procedures.

II. WORK HABITS ∙ You are expected to be productively engaged in the Department’s work while on paid time unless directed to do otherwise per policy. Comply with your supervisor’s assignments and priorities as directed. ∙ Arrive in time to start your shift at 0800 hours, ready for work with full uniform and equipment per policy, procedures and directives. ∙ Take breaks as authorized by your supervisor. ∙ Use sick leave as directed by policy. ∙ Complete assignments within assigned time frames.

Packet Pg. 1994 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of ∙ Follow the chain of command as per policy.
∙ You shall remain on duty until relieved or
released by your supervisor.
∙ Exchange information with your relief personnel.

III. SAFETY
E. General
∙ Conduct your work in a manner which promotes
the safety of yourself and others.
∙ Avoid patterns of behavior which place you and
others at risk and which risks unnecessary damage to
equipment and facilities.

E. Follows Code of Safe Practices
∙ Safety evacuation precautions.
∙ Personal protective equipment.
∙ SCBA.
∙ PASS.
∙ Water supply.
∙ Ground ladders.
∙ Utilities.
∙ Haz-Mat.

E M U CATEGORY COMMENTS
B. Follow Code of Safe Practices (continued)
∙ Interior operations.
∙ Ventilation.
∙ Backdraft.
∙ Flashover.
∙ Wildland fires (includes Ten Standard
Firefighting Orders).
∙ Operate vehicles per applicable laws,
Department procedures and supervisory directives.
∙ Participate in tail gate safety meetings while on
duty.

Packet Pg. 1995 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of ∙ Maintain physical fitness standards as per
Departmental policy.

IV. INTERNAL RELATIONS
A. General
∙ You are expected to conduct yourself in a
manner which supports the Department and City effort in accomplishing its mission. ∙ Generally, your interactions with others should have a positive impact on the Department and its
accomplishments.

B. Interpersonal
∙ Treat co-workers and supervisors with respect.
∙ Treat the belongings, materials, tools and
equipment of others with respect. ∙ When differences arise, find constructive ways to resolve them. ∙ Do not allow differences to disrupt your work or the work of others. ∙ Regardless of personal differences, work with others in supportive ways. ∙ Avoid racial, sexual, ethnic, religious and cultural slurs as per City policy. ∙ From time to time, it is natural to disagree with policies, direction, decisions, etc. When you work for
others it is unavoidable. Most people find ways to work harmoniously with aspects of the work environment even
though not always in accord with personal preferences.

For the sake of the Department, you are expected to do
likewise. If you have complaints, problems or
disagreements of a compelling nature, process them
through the chain of command, offering constructive
suggestions for resolutions. Avoid repeated complaints
which do not contribute to a solution, but only create
further problems and disruption. ∙ Comply with City sexual harassment policy.

A.E

MU CATEGORY COMMENTS
V. PUBLIC RELATIONS ∙ Conduct your work in a manner which fosters good public relations and public support for the
Department and the City. ∙ Follow the Department’s Rules of Conduct.

Packet Pg. 1996 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of ∙ Avoid profanity, sarcasm, voice tone and body
language which can be interpreted as discourteous. ∙ Avoid behavior which would bring discredit to the Department and the City. ∙ Keep your supervisor advised of any confrontations with members of the public or other
departments. ∙ Treat members of the public and other agencies with respect. ∙ Avoid patterns of complaints regarding the operation and placement of apparatus.

VI. PREVENTION ∙ You are expected to conduct your fire
prevention duties as assigned and per policy and
procedures. ∙ Follow directions and commands of the Captain or assigned supervisor.

VII. TRAINING AND DEVELOPMENT ∙ Participation and leadership in training exercises. ∙ Maintain skills necessary for the job. ∙ Participate fully in drills and exercises so that your skills can be monitored and expanded. ∙ Open to and comply with critiques and suggestions for improvement. If you disagree with
critiques and suggestions, bring it to your supervisor in private and suggest your approach for adoption. If this fails, comply with the approaches requested by your
supervisor. ∙ Shall perform to the levels of Firefighter 2 standards as per the CSFM Firefighter 2 training manual. ∙ Operate all fire apparatus per Departmental policy and procedures.

VIII. EQUIPMENT USE AND MAINTENANCE ∙ Maintain equipment in a manner most likely to assure safe working order and good appearance. ∙ Keep vehicles free of trash and unnecessary items. ∙ Conduct maintenance checks per guidelines as
assigned.

Packet Pg. 1997 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of E

MU CATEGORY COMMENTS
VIII. EQUIPMENT USE AND MAINTENANCE (continued) ∙ Report damage to any Department equipment observed to immediate supervisor. ∙ Return equipment, tools, etc., to their proper place.

IX. FACILITIES USE AND MAINTENANCE ∙ Use and maintain City and Department facilities in a manner likely to assure good working order and
appearance. ∙ Do cleaning and upkeep of fire station and facilities as directed. ∙ Report to supervisor, or correct any damage to facilities, appliances, etc., observed. ∙ Correct minor spills, littering or out -of-place
objects when encountered. ∙ Leave work/living areas in a clean, neat condition; free of trash, food and/or drinks. ∙ Do fair share of clean up.

X. PUBLIC EDUCATION ∙ Participate in the Department’s public education efforts as assigned.

XI. APPEARANCE AND GROOMING ∙ Maintain a professional appearance in the cleanliness and upkeep of uniform and equipment. ∙ Present self to the Department and the public in a manner most likely to inspire confidence and respect. ∙ Meet or exceed minimum standards as outlined in the Department’s Uniform and Grooming Policy. ∙ Take personal responsibility for complying with the policy. ∙ Exercise good personal hygiene.

XII. REPORTS AND ROUTINE PAPERWORK ∙ Submit reports and other written materials that are usable with a minimum of re-work.
∙ Routine reports and submittals are on time and
per Department guidelines. ∙ Follow directions and commands of the Captain or assigned supervisor.

XIII. COLLATERAL DUTIES, PROJECTS AND COMMITTEES
Packet Pg. 1998 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of ∙ Complete special tasks in the manner
requested.
∙ Report to immediate supervisor specially
assigned tasks.

E M U CATEGORY COMMENTS
XIII. COLLATERAL DUTIES, PROJECTS AND COMMITTEES (continued) ∙ Resolve conflict of special assignments with
regular work expected by immediate supervisor through
immediate supervisor.
∙ Submit work by due dates and times, or
renegotiate a new date in advance.
∙ Follow Department policy, procedures and
guidelines in the conduct of these special assignments.

COMMENTS:

This report represents my best judgement of the employee’s performance based on my observations and knowledge.

Rating Supervisor’s Signature: Date:

This report has been discussed with me.

Employee’s Signature: Date:

Battalion Chief’s Signature: Date:

Deputy Chief’s Signature: Date:

Fire Chief’s Signature: Date:

Packet Pg. 1999 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Employee Initials: Rating Supervisor Initials: FI Page 1 (03/99)

CITY OF REDDING FIRE DEPARTMENT

PERFORMANCE EVALUATION RATING SYSTEM

FIRE PREVENTION OFFICERINSPECTOR
EmployeeName:___________________________________ Date: ____________________ Evaluation Period From: To:

E = Exceeds Standards Work performance exceeds established Department standards.

M = Meets Standards Work performance consistently meets established Department standards.

U = Unsatisfactory Work performance has reached or has deteriorated to such a degree that it is clearly and consistently not acceptable by established Department standards.

E M U CATEGORY COMMENTS
I. EMERGENCY RESPONSE/OPERATIONS
A. Fire Suppression
Χ Follow directions and commands of the Fire
Marshal or assigned supervisor.

Χ Complete tasks assigned or inform supervisor if
unable.

Χ Perform tasks as per policy, procedures and
safety guidelines.

Χ Perform to the levels of Firefighter 2 standards
as per CSFM Firefighter 2 training manual.

Χ Conduct fire cause investigations as per
standard procedures and policy.

A. Emergency Medical
Χ Follow directions and commands of the Fire
Marshal or assigned supervisor.

Χ Complete tasks assigned or inform supervisor if
unable.

Χ Perform tasks as per policy, procedures and
safety guidelines and within scope of
certification and authorization.

A. Haz-Mat
Χ Follow directions and commands of the Fire
Marshal or assigned supervisor.

Χ Complete tasks assigned or inform supervisor if
unable.

Χ Perform tasks as per policy, procedures and
safety guidelines.

Χ The Fire Inspector shall maintain the following
certification as provided by the Fire
Department: Fire Responder Operational.

D. Driving
Χ Follow directions and commands of the Fire
Marshal or assigned supervisor.

Χ Confirm incident location and route prior to
responding.

Packet Pg. 2000 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Employee Initials: Rating Supervisor Initials: FI Page 2 (03/99)

E M U CATEGORY COMMENTS
D. Driving (continued)
Χ Must maintain a current appropriate California
driver’s license with endorsements.

E. Apparatus Operation
Χ Operate all apparatus per Departmental
policies and procedures.

II. WORK HABITS
Χ You are expected to be productively engaged in
the Department’s work while on paid time
unless directed to do otherwise per policy.

Comply with your supervisor’s assignments
and priorities as directed.

Χ Arrive in time to start your shift at 0800 hours,
ready for work with full uniform and
equipment per policy, procedures and
directives.

Χ Take breaks as authorized by your supervisor.

Χ Use sick leave as directed by policy.

Χ Complete assignments within assigned time
frames.

Χ Follow the chain of command as per policy.

Χ You shall remain on duty until relieved or
released by your supervisor.

Χ Exchange information with your relief
personnel.

III. SAFETY
E. General
Χ Conduct your work in a manner which promotes
the safety of yourself and others.

Χ Avoid patterns of behavior which place you and
others at risk and which risks unnecessary
damage to equipment and facilities.

E. Follows Code of Safe Practices
Χ Safety evacuation precautions.

Χ Personal protective equipment.

Χ SCBA.

Χ PASS.

Χ Water supply.

Χ Ground ladders.

Χ Utilities.

Χ Haz-Mat.

Χ Interior operations.

Χ Ventilation.

Packet Pg. 2001 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FI Page 3 (03/99)

EMU CATEGORY COMMENTS
B. Code of Safe Practices (continued) Χ Backdraft. Χ Flashover. Χ Wildland fires (includes Ten Standard Firefighting Orders).

Χ Operate vehicles per applicable laws,
Department procedures and supervisory
directives.

Χ Participate in tail gate safety meetings while on
duty.

Χ Maintain physical fitness standards per
Departmental policy.

IV INTERNAL RELATIONS
A. General
Χ You are expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.

Χ Generally, your interactions with others should
have a positive impact on the Department
and its accomplishments.

B. Interpersonal
Χ Treat co-workers and supervisors with respect.

Χ Treat the belongings, materials, tools and
equipment of others with respect.

Χ When differences arise, find constructive ways
to resolve them.

Χ Do not allow differences to disrupt your work or
the work of others.

Χ Regardless of personal differences, work with
others in supportive ways.

Χ Avoid racial, sexual, ethnic, religious and
cultural slurs as per City policy.

Χ Comply with City sexual harassment policy. Χ Comply with City sexual harassment policy.

Packet Pg. 2002 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FI Page 4 (03/99)

EMU CATEGORY COMMENTS
V. PUBLIC RELATIONS Χ Conduct your work in a manner which fosters good public relations and public support for
the Department and the City.

Χ Follow the Department’s Rules of Conduct. Χ Avoid profanity, sarcasm, voice tone and body language which can be interpreted as
discourteous.

Χ Avoid behavior which would bring discredit to
the Department and the City.

Χ Keep your supervisor advised of any
confrontations with members of the public or
other departments.

Χ Treat members of the public and other
agencies with respect.

Χ Avoid patterns of complaints regarding the
operation and placement of apparatus.

VI. PREVENTION Χ You are expected to conduct your fire
prevention duties as assigned and per policy
and procedures.

Χ Follow directions and commands of the Fire
Marshal or assigned supervisor.

Χ Investigate fires for origin and cause. Χ Enforce the UFC, UBC, City policies and regulations.

Χ Conduct fire prevention inspections as
assigned.

VII. TRAINING AND DEVELOPMENT Χ Participation and leadership in training exercises.

Χ Maintain skills necessary for the job. Χ Participate fully in drills and exercises so that your skills can be monitored and expanded.

Χ Shall perform to the levels of Firefighter 2
standards as per the CSFM Firefighter 2
training manual.

Χ Operate all fire apparatus per Departmental
policy and procedures.

Packet Pg. 2003 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FI Page 5 (03/99)

EMU CATEGORY COMMENTS
VIII. EQUIPMENT USE AND MAINTENANCE Χ Maintain equipment in a manner most likely to assure safe working order and good
appearance.

Χ Keep vehicles free of trash and unnecessary
items.

Χ Conduct maintenance checks per guidelines as
assigned.

Χ Report damage to any Department equipment
observed to immediate supervisor.

Χ Return equipment, tools, etc. to their proper
place.

IX. FACILITIES USE AND MAINTENANCE Χ Use and maintain City and Department facilities in a manner likely to assure good working
order and appearance.

Χ Do cleaning and upkeep of fire station and
facilities as directed.

Χ Report to supervisor, or correct any damage to
facilities, appliances, etc., observed.

Χ Correct minor spills, littering or out-of-place
objects when encountered.

Χ Leave work/living areas in a clean, neat
condition; free of trash, food and/or drinks.

Χ Do fair share of clean up.

X. PUBLIC EDUCATION Χ Participate in the Department’s public education efforts as assigned.

XI. APPEARANCE AND GROOMING Χ Maintain a professional appearance in the cleanliness and upkeep of uniform and
equipment.

Χ Present self to the Department and the public
in a manner most likely to inspire confidence
and respect.

Χ Meet or exceed minimum standards as outlined
in the Department’s Uniform and Grooming
Policy.

Χ Take personal responsibility for complying with
the policy.

Χ Exercise good personal hygiene.

XII. REPORTS AND ROUTINE PAPERWORK
Packet Pg. 2004 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FI Page 6 (03/99) Χ Submit reports and other written materials that
are usable with a minimum of re-work.

Χ Routine reports and submittals are on time and
per Department guidelines.

Χ Follow directions and commands of the Fire
Marshal or assigned supervisor.

E M U CATEGORY COMMENTS
XIII. COLLATERAL DUTIES, PROJECTS AND COMMITTEES
Χ Complete special tasks in a manner requested.

Χ Report to immediate supervisor specially
assigned tasks.

Χ Resolve conflict of special assignments with
regular work expected by immediate
supervisor through immediate supervisor.

Χ Submit work by due dates and times, or
renegotiate a new date in advance.

Χ Follow Department policy, procedures and
guidelines in the conduct of these special
assignments.

COMMENTS:

This report represents my best judgement of the employee’s performance based on my observations and knowledge.

Rating Supervisor’s Signature: Date:

This report has been discussed with me.

Employee’s Signature: Date:

Battalion Chief’s Signature: Date:

Fire Chief’s Signature: Date:

Packet Pg. 2005 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Packet Pg. 2006 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Packet Pg. 2007 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Packet Pg. 2008 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Packet Pg. 2009 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Packet Pg. 2010 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Packet Pg. 2011 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Employee Initials: Rating Supervisor Initials: FF Page 1 (01/99)

CITY OF REDDING FIRE DEPARTMENT

PERFORMANCE EVALUATION RATING SYSTEM

APPRENTICE FIREFIGHTER
Employee Name:___________________________________ Date: ___________________ Evaluation Period From: To:

E = Exceeds Standards Work performance exceeds established Department standards.

M = Meets Standards Work performance consistently meets established Department standards.

U = Unsatisfactory Work performance has reached or has deteriorated to such a degree that it is clearly and consistently not acceptable by established Department standards.

E M U CATEGORY COMMENTS
I. EMERGENCY RESPONSE/OPERATIONS
You will receive a satisfactory rating in this category if the following conditions are met:

Χ You stay in a state of readiness for all
emergency calls.

Χ You are belted in the apparatus, ready to
respond as soon as possible or within a
maximum of one minute, thirty seconds after
completion of dispatch. Avoid patterns of
delayed response to emergency calls.

A. Fire Suppression
Χ Follow directions and commands of the Captain
or assigned supervisor.

Χ Complete tasks assigned or inform supervisor if
unable.

Χ Will perform tasks as per policy, procedures
and safety guidelines.

Χ Perform to the levels of Firefighter 1 standards
as per CSFM Firefighter 1 training manual.

B. Emergency Medical
Χ Follow directions and commands of the Captain
or assigned supervisor.

Χ Will perform tasks as per policy, procedures
and safety guidelines and within scope of
certification and authorization.

C. Haz-Mat
Χ Follow directions and commands of the Captain
or assigned supervisor.

Χ Complete tasks assigned or inform supervisor if
unable.

Χ Will perform tasks as per policy, procedures
and safety guidelines.

Χ The Firefighter shall maintain the following
certification as provided by the Fire
Department: Fire Responder Operational.

Packet Pg. 2012 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FF Page 2 (01/99)

EMU CATEGORY COMMENTS
II WORK HABITS Χ You are expected to be productively engaged in the Department’s work while on paid time
unless directed to do otherwise per policy.

Comply with your supervisor’s assignments
and priorities as directed.

Χ Arrive in time to start your shift at 0800 hours,
ready for work with full uniform and
equipment per policy, procedures and
directives.

Χ Take breaks as authorized by your supervisor. Χ Use sick leave as directed by policy. Χ Complete assignments within assigned time frames.

Χ Follow the chain of command as per policy. Χ You shall remain on duty until relieved or released by your supervisor.

III. SAFETY
A. General Χ Conduct your work in a manner which promotes the safety of yourself and others.

Χ Avoid patterns of behavior which place you and
others at risk and which risks unnecessary
damage to equipment and facilities.

B. Follows Code of Safe Practices Χ Safety evacuation precautions. Χ Personal protective equipment. Χ SCBA. Χ PASS. Χ Water supply. Χ Ground ladders. Χ Utilities. Χ Haz-Mat. Χ Interior operations. Χ Ventilation. Χ Backdraft. Χ Flashover. Χ Wildland fires (includes ten standard Firefighting Orders).

Χ Operate vehicles per applicable laws,
Department procedures and supervisory
directives.

Packet Pg. 2013 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FF Page 3 (01/99)

E M U CATEGORY COMMENTS
B. Follows Code of Safe Practices (continued)
Χ Participate in tail gate safety meetings while on
duty.

IV. INTERNAL RELATIONS
C. General
Χ You are expected to conduct yourself in a
manner which supports the Department and
City effort in accomplishing its mission.

Χ Generally, your interactions with others should
have a positive impact on the Department
and its accomplishments.

D. Interpersonal
Χ Treat co-workers and supervisors with respect.

Χ Treat the belongings, materials, tools and
equipment of others with respect.

Χ When differences arise, find constructive ways
to resolve them.

Χ Do not allow differences to disrupt your work or
the work of others.

Χ Regardless of personal differences, work with
others in supportive ways.

Χ Avoid racial, sexual, ethnic, religious and
cultural slurs as per City policy.

Χ Comply with the City/Department grievance and
appeal policies and procedures.

Χ Comply with City sexual harassment policy.

V. PUBLIC RELATIONS
Χ Conduct your work in a manner which fosters
good public relations and public support for
the Department and the City.

Χ Follow the Department’s Rules of Conduct.

Χ Avoid profanity, sarcasm, voice tone and body
language which can be interpreted as
discourteous.

Χ Avoid behavior which would bring discredit.

Packet Pg. 2014 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FF Page 4 (01/99)

EMU CATEGORY COMMENTS
V. PUBLIC RELATIONS (continued) Χ Keep your supervisor advised of any confrontations with members of the public or
other departments.

Χ Treat members of the public and other
agencies with respect.

VI. PREVENTION Χ You are expected to conduct your fire
prevention duties as assigned and per policy
and procedures.

Χ Follow directions and commands of the Captain
or assigned supervisor.

VII. TRAINING AND DEVELOPMENT Χ Participation and leadership in training exercises.

Χ Maintain skills necessary for the job. Χ Participate fully in drills and exercises so that your skills can be monitored and expanded.

Χ Shall perform to the levels of Firefighter 1
standards as per the CSFM Firefighter 1
training manual
VIII. EQUIPMENT USE AND MAINTENANCE Χ Maintain equipment in a manner most likely to assure safe working order and good
appearance.

Χ Keep vehicles free of trash and unnecessary
items.

Χ Conduct maintenance checks per guidelines as
assigned.

Χ Report damage to any Department equipment
observed to immediate supervisor.

Χ Return equipment, tools, etc., to their proper
place.

Χ Notify Engineer of removal of any equipment or
tools from apparatus.

Χ Must maintain a current appropriate California
driver license with endorsements.

IX. FACILITIES USE AND MAINTENANCE Χ Use and maintain City and Department facilities in a manner likely to assure good working
order and appearance.

Packet Pg. 2015 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FF Page 5 (01/99)

E M U CATEGORY COMMENTS
IX. FACILITIES USE AND MAINTENANCE (continued)
Χ Do cleaning and upkeep of fire station and
facilities as directed.

Χ Report to supervisor, or correct any damage to
facilities, appliances, etc., observed.

Χ Correct minor spills, littering or out-of-place
objects when encountered.

Χ Leave work/living areas in a clean, neat
condition; free of trash, food and/or drinks.

Χ Do fair share of clean up.

X. PUBLIC EDUCATION
Χ Participate in the Department’s public
education efforts as assigned.

XI. APPEARANCE AND GROOMING
Χ Maintain a professional appearance in the
cleanliness and upkeep of uniform and
equipment.

Χ Present self to the Department and the public
in a manner most likely to inspire confidence
and respect.

Χ Meet or exceed minimum standards as outlined
in the Department’s Uniform and Grooming
Policy.

Χ Take personal responsibility for complying with
the policy.

Χ Exercise good personal hygiene.

XII. REPORTS AND ROUTINE PAPERWORK
Χ Submit reports and other written materials that
are usable with a minimum of re-work.

Χ Routine reports and submittals are on time and
per Department guidelines.

Χ Follow directions and commands of the Captain
or assigned supervisor.

XIII. COLLATERAL DUTIES, PROJECTS AND COMMITTEES
Χ Complete special tasks in the manner
requested.

Χ Report to immediate supervisor specially
assigned tasks.

Χ Resolve conflict of special assignments with
regular work expected by immediate
supervisor through immediate supervisor.

Χ Submit work by due dates and times, or
renegotiate a new date in advance.

Χ Follow Department policy, procedures and
guidelines in the conduct of these special
assignments.

Packet Pg. 2016 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FF Page 6 (01/99) COMMENTS:

This report represents my best judgement of the employee’s performance based on my observations and knowledge.

Rating Supervisor’s Signature: Date:

This report has been discussed with me.

Employee’s Signature: Date:

Battalion Chief’s Signature: Date:

Deputy Chief’s Signature: Date:

Fire Chief’s Signature: Date:

Packet Pg. 2017 Attachment: Exhibit C: Performance Evaluation Rating System - Redline (9.15(b)--Consider Approving Successor Memorandum of Employee Initials: Rating Supervisor Initials: FC Page 1 (01/99)

CITY OF REDDING FIRE DEPARTMENT

PERFORMANCE EVALUATION RATING SYSTEM

FIRE CAPTAIN
EmployeeName:___________________________________ Date: ____________________ Evaluation Period From: To:

E = Exceeds Standards Work performance exceeds established Department standards.

M = Meets Standards Work performance consistently meets established Department standards.

U = Unsatisfactory Work performance has reached or has deteriorated to such a degree that it is clearly and consistently not acceptable by established Department standards.

E M U CATEGORY COMMENTS
I. SUPERVISION
A. Performance Assurance
You will receive a satisfactory rating in this category if the following conditions are met:

Χ Your employees all meet the performance
expectation for their position.

B. Employee Relations
Χ Treat employees with respect.

Χ Dispense assignments, rewards and discipline
evenly.

Χ Praise in public; reprimand in private.

Χ Keep employees informed of things which
affect them.

Χ Make yourself available to your employees. Be
open to discussion of problems, issues and
represent employee issues to management if
resolution exceeds your authority.

Χ Promote employee morale and a positive
working environment.

C. Employee Development
Χ Assess personnel training and developmental
needs and act accordingly.

Χ Support personnel growth.

II. ADMINISTRATION AND PROBLEM SOLVING
Χ You are expected to effectively administer the
activities of your company.

Packet Pg. 2018 Attachment: Exhibit C: Performance Evaluation Rating System - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding Employee Initials: Rating Supervisor Initials: FC Page 2 (01/99)

E M U CATEGORY COMMENTS
II. ADMINISTRATION AND PROBLEM SOLVING (continued)
Χ Make provisions for applicable leave per policy,
guidelines or MOU.

Χ Insure personnel assignments are administered
per policy.

Χ Maintain payroll and time keeping records.

Χ Complete performance appraisals as needed
by due date.

Χ Recognize potential problems and take
appropriate actions.

Χ Maintain communication within the chain of
command.

Χ Complete and maintain the daily log.

Χ Be familiar and act in accordance with policies,
guidelines and MOU.

III. EMERGENCY RESPONSE OPERATIONS
Χ You stay in a state of readiness for all
emergency calls.

A. Fire Suppression
Χ Follow directions and commands of the
assigned supervisor.

Χ Complete tasks assigned or inform supervisor if
unable.

Χ Perform tasks as per policy, procedures and
safety guidelines.

Χ Perform to the levels of Firefighter 2 standards
as per CSFM Firefighter 2 standards.

B. Emergency Medical
Χ Follow directions and commands of the
assigned supervisor.

Χ Complete tasks assigned or inform supervisor if
unable.

Χ Perform tasks as per policy, procedures and
safety guidelines and within scope of
certification and authorization.

B. Haz-Mat
Χ Follow directions and commands of the
assigned supervisor.

Packet Pg. 2019 Attachment: Exhibit C: Performance Evaluation Rating System - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FC Page 3 (01/99) Packet Pg. 2020 Attachment: Exhibit C: Performance Evaluation Rating System - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding EMPLOYEE NAME: DATE:

Employee Initials: Rating Supervisor Initials: FC Page 4 (01/99)

E M U CATEGORY COMMENTS
C. Haz-Mat (continued)
Χ Complete tasks assigned or inform supervisor if
unable.

Χ Will perform tasks as per policy, procedures
and safety guidelines.

Χ The Captain shall maintain the following
certification as provided by the Fire
Department: First Responder Operational.

IV. WORK HABITS
Χ You are expected to be productively engaged in
the Department’s work while on paid time
unless directed to do otherwise per policy.

Comply with your supervisor’s assignments
and priorities as directed.

Χ Arrive in time to start your shift at 0800 hours,
ready for work with full uniform and
equipment per policy, procedures and
directives.

Χ Take breaks as authorized by your supervisor.

Χ Use sick leave as directed by policy.

Χ Complete assignments within assigned time
frames.

Χ Follow the chain of command as per policy.

Χ You shall remain on duty until relieved or
released by your supervisor.

V. SAFETY
C. General
Χ Conduct your work in a manner which promotes
the safety of yourself and others.

Χ Avoid patterns of behavior which place you and
others at risk and which risks unnecessary
damage to equipment and facilities.

C. Follows Code of Safe Practices
Χ Safety evacuation precautions.

Χ Personal protective equipment.

Χ SCBA.

Χ PASS.

Χ Water supply.

Χ Ground ladders.

Χ Utilities.

Χ Haz-Mat.

Χ Interior operations.

Packet Pg. 2021 Attachment: Exhibit C: Performance Evaluation Rating System - Final (9.15(b)--Consider Approving Successor Memorandum of Understanding EMPLOYEE NAME: DATE: