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HomeMy WebLinkAboutFire Department Employee Handbook-1991 WINTER SPRINGS FIRE DEPARTMENT EMPLOYEE HANDBOOK I . 13 . p October 1991 INTRODUCTION i HISTORY OF THE DEPARTMENT ii ORGANIZATIONAL FUNCTIONS . vi ORGANIZATIONAL CHART viii APPLICATION ix DEFINITIONS x SECTION A GENERAL PROVISIONS SHIFTS AND WORKING HOURS ESTABLISHED 1 PROTECTIVE CLOTHING - BUNKER GEAR 1 UNIFORMS AND THEIR WEAR AND CARE 1 OFF DUTY RECALL 2 CONDUCT AND BEHAVIOR 2 DEALING WITH THE PUBLIC 2 NON DEPARTMENT ORGANIZATIONS 3 POLITICAL ACTIVITIES 3 PUBLIC REPRESENTATION - 3 TELEPHONE DISCIPLINE 3 TELEPHONE AT PERSONAL RESIDENCE 4 SECTION B PERSONNEL GENERAL POLICIES 5 HIRING PRACTICES 5 PROBATION 5 PERFORMANCE EVALUATIONS 5 PROBATIONARY EMPLOYEE EVALUATION 6 CHANGE OF SUPERVISOR EVALUATION 6 PROMOTIONS 6 DRESS AND APPEARANCE 6 TARDINESS AND ABSENTEEISM 7 VACATION USAGE/SCHEDULING 7 SICK LEAVE ACCRUAL B USE OF SICK LEAVE 8 SHIFT SWAPPING 8 CIVIL LEAVE 9 OTHER ABSENCES 9 PART TIME EMPLOYMENT 9 AUTHORITY OF SUPERVISORS 10 PHYSICAL FITNESS 10 VOLUNTEER/RESERVE PROGRAM 11 Individual Requirements 11 General Requirements 11 SECTION C INDUCTION AND UPGRADING APPLICATION FOR EMPLOYMENT AND HIRING PROCESS 13 PROBATIONARY PERIOD 13 FS II TO FS III 14 PS III TO FS IV (COMPANY OFFICER) 15 PS IV TO FS V 15 FS V TO PS VI (SHIFT COMMANDER/STAFF OFFICER) 16 FS VI TO FS VII 17 SECTION D EDUCATION AND TRAINING CAREER DEVELOPMENT 18 GENERAL TRAINING REQUIREMENTS 18 COMPANY TRAINING 18 ATTENDANCE AT EDUCATION FACILITIES 18 ATTENDANCE AT COURSES FOR RECERTIFICATION CREDITS 20 TUITION ASSISTANCE PROGRAM 20 INTRODUCTION This booklet has been prepared for you for your continued reference in knowing and understanding the policies of the Winter Springs Fire Department and how they relate to you, the employee . The contents herein are designed to inform you of the personnel policies of the Department ' s rules and operating procedures. A separate set of Standard Operating Procedures regulating the general operations of the Department , are available at the office of each fire station for your reference. You should familiarize yourself with this booklet and the Standard Operating Procedures at least every three (3 ) months to assure yourself of being well informed. Although this booklet is written in somewhat of an informal manner it is nevertheless the official policy statement and is to be considered the official rules of the Department . Any statements of policies herein that conflict with those of the City Personnel Policy are null and void. i HISTORY OF THE DEPARTMENT Like any small town or village the Winter Springs Fire Department had humble beginnings. As best as can be determined it all began by a few motivated citizens of what was then the Village of North Orlando in 1961 or 1962 . The department was reorganized in the summer of 1963 under then Fire Chief Bill Hahn, a long time resident and active volunteer. The first fire apparatus was a vintage 1929 model . There are few around who would still remember it . This truck was replaced in 1963 by a 1948 Ford Fire Truck which was obtained from Union Park Fire Department for $400. 00 . A portable (Hale) pump was purchased for an additional $325 . 00 and the Village Fire Department was in business. In 1965 the department 's membership began to grow. New faces produced more activity and frequent training. Projects for fund raising came to life including an auction complete with a professional auctioneer and high wire act . The department received it ' s first tanker truck, a 2 , 000 gallon government surplus fuel carrier, from the Division of Forestry in 1966 . Both trucks were stored in back yards and driveways of various firemen. The tank from that tanker was later relocated to another truck and remained in service with the department until 1979 . In 1970, an open cab hose carrier pumper, a 1942 Dodge was purchased by the city. This, along with it 's sister trucks were moved and stored at the city' s "roofless" fire station, a fenced in compound located on First Street between Fairfax Avenue and Moss Road. Shortly after that in 1972 a four wheel drive industrial pumper was purchased for a dollar from the Martin-Marietta Corporation. Finally, in 1973, the results of a building boom brought about some forward direction for the city, now the City of Winter Springs. Fire Station One was being seriously discussed. The first paid fireman was hired on 1 December 1973 . Construction of Fire ii Station One began in the spring of 1974 and occupation of the building began during the week between Christmas and New Years, 1974 . The building was shared with City Hall Offices and the Police Department. Specifications for a new truck were prepared during 1975 . The Department has now grown to four paid members. Negotiations were underway with the Winter Springs Development Corporation to construct a second fire station in the Tuscawilla area if the city would provide a new truck and manpower . A second truck was on order for that contract. These two trucks were a 1975 Ford (Taco) pumper and a 1976 Mack Diesel . More firemen were hired in order to provide manning of both stations - a total of seven paid firefighters. The need for a Rescue vehicle was now realized, so a 1974 (Demo) Dodge Van was purchased. All three vehicles were delivered during the year 1976 . Manning then increased until finally in 1978 a two man company was provided at each station. 1981 brought about some major improvements and expansions in facilities and services . A referendum was held in the November 1980 elections on whether or not to create a paramedic (Advanced Life Support) service for the City. The voters expressed their favor of the program and plans were formulated during 1981 for the 1981-1982 budget . A new rescue unit (ambulance type) was purchased through a matching funds grant , equipped and placed in service. A lead paramedic (coordinator-supervisor) was hired in October 1981 to plan and implement the program. In January 1982 , three additional paramedics were hired and the programs were instituted in late January after coverage on three local television stations ' six o'clock news. A new "super" pumper was ordered in July 1981 and delivered on 17 February 1982 . A significant change in department image took place with the color of the new truck showing a bright red finish as opposed to the existing apparatus, thus beginning a reversing trend to return to the traditional colors of the fire service . iii The year of 1981 also saw expansion of Station Two from a single bay station to three bays, a new dormitory, dayroom and classroom, making it a better and more efficient facility. The Fire Prevention Bureau was also created during this significant year with the hiring of a seasoned and experienced officer from a neighboring fire department . The department ' s communications system increased from individual members taking fire calls on their home phones and two CB radios to a modern emergency dispatch complex and a full complement of mobile and portable radios. An audio civil defense type siren was replaced with tone activated receivers for recall of volunteers for emergencies. In September 1985 the City offices moved into their new building on East SR 434 and provided the Police Department with one wing of the building. This resulted in the fire department takeover of the south wing of Fire Station One. Renovation took place early in 1986 to provide much needed and much improved living conditions for fire service personnel . On March 31 , 1988 , the Department embarked on a new system to further improve its efforts to serve the citizens of the City. Upon the signing of an agreement between the City and Seminole County the Department entered into a "nearest unit response" system in which the closest station responds to a situation regardless of jurisdiction - a program that was already functioning between the County and the cities of Longwood and Altamonte Springs with good success. In turn for our participation, the County provided the Department with all new communications hardware, and inclusion into a new 800 MHZ Trunking System, and further provided centralized dispatching services for us. December 1989 brought about a new staff division to administer and further enhance the Department 's training efforts . The Training Division was established and set up in a mobile office unit located behind Fire Station One and created this much needed program. iv In 1989 the Department embarked on a further improvement in an effort to modernize it ' s record keeping and planning. A computer system was purchased and through extensive struggle, mind teasing trials and tribulations, this effort paid off, and by the beginning of 1991 the system was providing the desired effects. The Department prides itself with fast and efficient responses. It has gained a favorable reputation among the citizens of Winter Springs and is praised publicly by the citizens it serves. A small town atmosphere still prevails because of frequent contact with citizens through public relations efforts . Favorable comments from citizens and about individual members are not uncommon. As the city grows, so will the department . It ' s goals will continue to be: To provide an excellent service through life safety and fire prevention efforts and to maintain a professional , yet personal , liaison with its citizens. v ORGANIZATIONAL FUNCTIONS ADMINISTRATION: The Administrative Division performs all administrative functions of the Department including Personnel Management functions . It maintains all Department records and makes reports as required. Maintains all fiscal and budget actions and records. OPERATIONS: The Operations of the Department includes all Fire and Rescue Services , the use and operation of facilities and equipment , house keeping duties and facilities maintenance is under the direct supervision of the Fire Chief . He oversees the complete operation of the Department including shift operations and management . EMERGENCY MEDICAL SERVICES: The Emergency Medical Services Officer supervises all aspects of Basic and Advanced Life Support Procedures: He is responsible for equipment and supolies relating to the Department ' s Emergency Medical Services, acts as liaison between County and State levels of authority and oversees applicable protocol as prescribed by those authorities . Exercises joint supervision of EMS personnel with Shift Supervisors pertaining to the application of prescribed procedures, protocol , and training of EMS personnel . FIRE PREVENTION: The Fire Prevention Division is responsible for all phases of fire prevention including inspections and public relations. The Division documents and records information regarding inspections and testing of hydrants, inspections of commercial , industrial and residential properties , suggests and institutes programs and materials in educating the public, and maintains liaison with the general public and news media regarding department operations and functions . TRAINING: The Training Division organizes, instructs and monitors all training programs and drills, researches programs and materials to provide current information and education to Department Members and maintains schedules and records of training. vi MAINTENANCE: The Maintenance Officer is responsible for the preventive maintenance, servicing and maintenance of all Department vehicles and operating equipment . Responsible for safe and dependable operation and constant readiness of equipment . PROPERTY: The Property Officer is responsible for the accountability and condition of department equipment to include such items as safety clothing, communications equipment and such other items in the charge of the department . He conducts inventories of accountable equipment regularly or at the call of the Fire Chief or other senior authority. COMMUNICATIONS: The Communication Officer sets standards and oversees communications operations, procedures, and discipline and instructs department personnel in the proper use and care of communications operations, procedures, and discipline and instructs department personnel in the proper use and care of communication equipment. vii 1 I _I z H H W H O F WLL F O F F W N co a O \ F N 2 F W Ci, w a a H O ^ C G a W N v. Z <U C: FLU 2H> F � O L W C' — O H U W `<v 4 rii z W F - 2 —_ H I H E c 2 U5 '� to r`I F `O G:� o H U I H a m m 2. a a 2 2 a _ O H F H Q 2 u H F H Q 04 F 1 — Q S O U W 0 H 2 H g F I __I_ —L. O • 0 N N W H F H O U H H2 W y� F a oQ PC a z a a H Viii APPLICATION The contents of this booklet of personnel policies shall apply equally to all employees of the Department and in many cases to volunteer or reserve personnel as well . General Orders, Directives and Memorandums or other orders printed on Department forms as approved by the fire chief shall have the same force and effect as those policies stated herein. Verbal orders issued by supervisors in their official capacity also shall have the same force and effect of these policies. ix DEFINITIONS BUNKER GEAR - Items of protective clothing used in performing firefighter duties - including helmets, coats, pants, boots, gloves, and other garments designed for protection of the body. EMPLOYEE - Any full time paid member of the department. MEMBER - Any employee or volunteer/reserve member of the Department . PROPER AUTHORITY - An Officer of the Department having vested or assigned rules and who possess certain responsibilities and authority to issue orders or other commands in the performance of duties. SAFETY EQUIPMENT - Any items of wear or use designed for and furnished for personal protection or safeguard of firefighters. SERVICE - The term used to identify Fire Department employment . STAFF - Members of the Fire Chief ' s administrative unit including the assistant chief, fire marshal, EMS services officer, training officer, shift commanders . x SECTION A GENERAL PROVISIONS 1-1 SHIFTS AND WORKING HOURS ESTABLISHED Working shifts are established to provide around the clock coverage and are identified as A, 3, and C Shifts . Each shift consists of a number of assigned personnel in order to provide the necessary manpower to accomplish its tasks . The schedule for each shift for duty purposes is from 0800 hours on one day to 0800 hours on the next consecutive day. Shifts are scheduled to perform duty alternately, one relieving the other in continuous rotation. Members are required to be at their appointed duty station throughout their entire shift and shall avoid being away for personal errands or other reasons. 1-2 PROTECTIVE CLOTHING - BUNKER GEAR Bunker gear is furnished for each member . It is issued and entrusted to individuals for their personal protection, care and maintenance. Abuse, neglect , or unauthorized disposal of this clothing is the personal responsibility of the individual to which the items have been issued. The failure of full and proper wear of personal protective clothing as required could result in severe action against an individual such as immediate suspension or termination of employment . Members reporting for duty shall place bunker gear in its assigned location prior to being considered ready for duty. Members being relieved from duty shall remove their bunker gear to secure or other off duty assigned place prior to leaving the station. 1-3 UNIFORMS AND THEIR WEAR AND CARE Various items of uniforms are issued to each member for wear while on duty. All members shall be required to wear the designated uniform of the day while in a duty status . No apparel, pins, buttons, fobs, or other items not an item of Department issue may be worn while on duty. 1 No items of the issued uniform and assessories, including shoes, may be worn off duty except in transit to and from the duty station or while representing the Department in other authorized activities . All items of the uniform are Department property. Any abuse, neglect, or unauthorized disposal of uniform items is the responsibility of the individual to whom such items are issued. Reissue of uniform items shall be accompanied by turning in those items being replaced or an affidavit attesting to the nonavailability of those items . 1-4 OFF DUTY RECALL All members are subject to recall while off duty during certain emergency conditions except while an sick leave, vacation or other approved leave of absence. A member failing to respond to a recall order after having been contacted, unless specifically excused by proper authority, may be subject to disciplinary action, including removal from the Department . 1-5 CONDUCT AND BEHAVIOR Every member, at all times shall conduct themselves in a creditable manner so as not to discredit the Department nor the City of Winter Springs. Members are subject to immediate suspension or termination if any discredit to themselves occurs. Any member who presents him/herself for duty while under the influence of alcohol or other stupefying or mind altering agents shall be ordered from the station and its property. Foul , profane or obscene language or objects shall not he permitted at any time in the station. Fire Stations are public buildings and citizens are subject to enter at anytime without notice. 1-6 DEALING WITH THE PUBLIC When dealing or associating with the public members shall conduct themselves in a creditable and courteous manner . Comments and answers to questions will be accomplished 2 in a courteous manner . If unable to supply a factual answer to a question from the public , every effort shall be made to obtain a factual reply or answer as soon as possible . In cases where a member is prohibited by laws or other policies from divulging facts or information, the member will decline to discuss the subject . 1-7 NON DEPARTMENT ORGANIZATIONS Members are discouraged from soliciting, selling tickets or other items among fellow members for clubs or projects . No member shall compel or coerce another member into joining any group, signing any petition or other activity against that member' s judgement . 1-8 POLITICAL ACTIVITIES Department members are prohibited from participating as a representative of the City or the Department on behalf of , or in opposition to , the campaign of any candidate for the City of Winter Springs . This shall not be construed to prohibit activity in these campaigns. Members shall not campaign nor act in any other capacity while in uniform. Political activities of members shall be limited to the current provisions of Florida Statutes and the City Personnel Policy. 1-9 PUBLIC REPRESENTATION Members shall not give lectures, speeches, demonstrations or otherwise represent the Department in any activity, club, school, or other gathering of citizens without first receiving the permission from the Chief of the Department . 1-10 TELEPHONE DISCIPLINE The telephone system is maintained for the purpose of conducting official Department business. When answering telephone calls members shall identify themselves and treat the caller with courtesy. Personal calls of a 3 necessary nature are permitted and will be limited in duration to that necessity. Listing of Department phone numbers for personal or other professional use is prohibited. Personal long distance calls are prohibited. Should any emergency arise and it becomes necessary for a member to initiate a toll call, the Fire Chief ' s office shall be notified by providing the reason and destination of the call . 1-11 TELEPHONE AT PERSONAL RESIDENCE All members are required to have an operational telephone in their place of residence at all times and the phone number shall be provided to the Chief 's office as well as to the individual ' s supervisor. Unlisted phone numbers are also required to be submitted and are subject to internal publication on Department rosters. No one ' s personal phone number shall be provided to anyone outside the internal requirements of the Department . 4 SECTION B PERSONNEL 2-1 GENERAL POLICIES General Personnel Policies describing City hiring practices, wages, benefits, classification, grievances, leaves of absence, and separations are addressed in the City Personnel Policy. Those particular policies will not be repeated in this booklet except those that relate solely to Fire Department personnel. 2-2 HIRING PRACTICES The hiring of new employees shall be in accordance with the City Personnel Policy and established Departmental procedures . Prior to employment , all applicants shall meet all criteria established by State or other laws . 2-3 PROBATION All new employees shall be placed on probation for one year, ending on the individual ' s first anniversary date. All new employees will undergo a preliminary briefing and will be presented with a package containing requirements that shall be accomplished during the probationary year. Failure to meet the scheduled requirements in a timely manner or any substandard performance at anytime during that probationary period shall be cause for immediate dismissal without further recourse. 2-4 PERFORMANCE EVALUATIONS Each employee shall be evaluated by the immediate supervisor annually. Normally the evaluation will take place on the employee' s anniversary date of employment, but no later than one year after the last evaluation. Upon completion of the evaluation the employees shall have the opportunity to review and, if appropriate , challenge the contents if the employee feels the evaluation is unfair or unjust . Should a conflict exist between the employee and the supervisor the report shall be submitted to the next higher supervisor in the chain of command. If any differences are not resolved the evaluated employee may file a grievance in accordance with the City Personnel Policy. 5 2-5 PROBATIONARY EMPLOYEE EVALUATION A new employee is evaluated every three months on the anniversary date of employment during the first year probationary period. 2-6 CHANGE OF SUPERVISOR EVALUATION When an employee experiences a change in supervision six (6) or more months after the last evaluation was submitted, a special evaluation shall be prepared and a copy presented to the new supervisor for review and use for preparing the next regular annual evaluation. 2-7 PROMOTIONS Some criteria for promotion eligibility is outlined in the City Personnel Policy. Promotions within the Fire Department are based on those needs that exist at a given time and limited by budget constraints. Any member not on probation who has been duly recommended by the employee 's supervisor may be submitted for promotion to the next grade providing all established requirements are met . Promotions are effected only upon the recommended approval of the Fire Chief and the final approval of the City Manager. Promotions to supervisory positions shall be accomplished through professional oriented assessment programs. 2-8 DRESS AND APPEARANCE Your personal appearance and grooming as a representative of the Fire Department reflects the image of the entire department. The policy of this Department is that while on duty or while representing the Department in public for any function is to present a favorable and well groomed appearance. This includes being clean shaven, proper work uniform as prescribed, groomed hair and clean shoes. Beards are prohibited. Mustaches shall be neat and trimmed. No facial hair shall be as such to prevent a proper and safe seal for air masks. The hair on the back of the head shall not extend below the top of the collar. Hair shall not extend below the bottom of the ear. No hair styles that could interfere with the safe and effective use of safety equipment are permitted. 6 2-9 TARDINESS AND ABSENTEEISM You are required to be present at your prescribed station and prepared for immediate response at 0800 hours at the beginning of your shift . Arriving late may result in disciplinary action ranging from a verbal reprimand to termination. In the event you are unable to report for duty on time or will not be able to report for duty at all for your scheduled shift you shall contact your immediate supervisor. When contacting your supervisor, you must present the reason for your absence . If you are not able to reach your supervisor, call your shift commander. In the event neither can be reached, contact the shift commander on duty and he will relay your information. Other than previously scheduled vacation only sick leave may be a reason for absenteeism with pay. All other reasons for absenteeism or tardiness shall be leave without pay. 2-10 VACATION ACCRUAL Vacation accrual for fire service shift personnel is six ( 6) shifts per year during the first five ( 5) years of employment . After the completion of five (5 ) years and during the sixth (6) and subsequent years of employment, vacation credits are increased to nine (9) shifts per year. 2-11 VACATION USAGE/SCHEDULING Vacation of shift personnel ?hail be limited to one shift member at a time due to manning limitations. Applications for vacations shall be scheduled as soon as possible when vacation dates are anticipated. When a vacation request has been approved you will receive a copy of the approved request . Anyone who assumes a vacation has been approved prior to receiving written approval and becomes absent may be subject to loss of time without pay. Normally, routine vacation requests shall be approved for no less 7 than three ( 3) nor no more than nine (9) consecutive shifts. Only bonafide emergencies or specific mitigating circumstances may alter this policy. When such circumstance arise the vacation request shall be accompanied by a written request stating the nature of emergency or mitigating circumstances. Accrued vacation time should be used each year . In the event of termination an employee shall not be paid for more than nine (9) shifts of accrued vacation time . 2-13 SICK LEAVE ACCRUAL Sick leave accrual for fire service shift personnel is twelve ( 12) hours per month beginning at the end of the first full month of employment . 2-14 USE OF SICK LEAVE Sick leave is intended for use for actual sickness or related situations as described in the City Personnel Policy. It is the policy of this Department that an employee shall not engage in any kind of work at home or any other place while on a sick leave status nor participate in any activities that may take the employee away from home . An employee on sick leave shall remain at home while on sick leave unless to visit a doctor 's office or a medical facility. Should the employee wish to leave home for a destination other than those described while on sick leave, permission of the supervisor or shift commander must be obtained. A member found to be malingering or otherwise abusing sick leave privileges may be subject to disciplinary action. 2-1S SHIFT SWAPPING Shift personnel may be permitted to swap duty shifts on a one to one basis and for valid personal reasons. Valid reasons are normally limited to: Relief from duty to attend Department approved classes of instruction. To attend to personal matters of hardship that require the individuals presence on a given day coninciding with the members scheduled shift . 8 Shift swaps shall not be used in lieu of, in conjunction with, immediately prior to, nor immediately following vacations. Shift swaps shall not be granted in order that either party shall receive benefit due to approved holidays or conditions that would otherwise be financially advantageous to either party. Nor will shift swapping be approved in order to avoid any scheduled training or other department activities. 2-16 CIVIL LEAVE Section 13 of the City Personnel Policy deals with absences such as court appearances. This subject is supplemented to include members who are required to appear in court on their duty days as a result of regular participation in employment or activities outside the Department . Such an absence may be accomplished through shift swaps or vacation or, if the individual elects , time off without pay. Sick leave shall not be used for this purpose. 2-17 OTHER ABSENCES Other various authorized absences are described in Section 13 of the City Personnel Policy. Absences for non-directed or non-job related school activities are not permitted. Absences under such circumstances will be charged to the individual ' s attendance records. 2-18 PART TIME EMPLOYMENT While it is recognized that fire service personnel often engage in outside part time employment certain restrictions are applicable in addition to those cited in the City Personnel Policy. Supervisors shall be kept informed of the nature and working hours of such activities. Working hours of outside employment shall in no way interfere with our requirements and performance level of this Department, nor will any activities in such employment be performed within eight hours prior to reporting for duty. The nature of outside employment shall not be of any type that is subject to bring discredit to, harm, or otherwise jeopardize the member or the Department. 9 No items of clothing belonging to or identified with the Winter Springs Fire Department , including shoes, hats, shirts, or others containing identifying markings shall be worn while engaged in outside employment . 2-19 AUTHORITY OF SUPERVISORS Duly appointed supervisors are charged with the authority and the responsibility to administer any actions necessary to maintain discipline, efficiency, good order and morale of Department members. Corrective actions to infractions or situations shall not be construed as necessarily being punitive in nature. Properly administrative counseling by supervisors can be effective in preventing the necessity for written or more severe corrective actions . Supervisors are empowered with the authority to initiate necessary corrective action as needed including, relieving a member from duty for circumstances such as: Insubordination; Reporting for duty or being on duty after having consumed alcoholic beverages, drugs ( legal or illegal) or mind altering substances; An immoral or criminal act ; Illness or disability which in the judgement of the supervisor renders the member unable to fully perform required duties; Any situation in which a member does not meet all the qualifications to perform duties, i .e. , invalid drivers license, etc. or other expired and required certifications. 2-20 PHYSICAL FITNESS All members are required to be evaluated at least once each year by the City's designated physician for health and fitness. Health physical 's are usually scheduled during the member ' s anniversary month. Member 's, whose physical results indicate a need for further evaluation and those whose age, general health deficiencies (excessive absenteeism due to sickness) or the physicians concerns, can be expected to 10 undergo further evaluation, including various levels of stress evaluations . In addition, an annual physical agility test is required to determine the strength and durability of each member . The purpose of these evaluations are to determine each member' s ability to safely and properly continue to perform their required functions without undue risk to themselves or others . Additionally, each member is expected to individually monitor their own standard of living and habits to help assure their own health and safety. 2-21 VOLUNTEER/RESERVE PROGRAM The Department maintains a group of qualified and properly trained individuals known as volunteer or reserves. The program shall be administered by the Fire Chief in accordance with the City Code of Ordinance (Ref. Chapter Seven (7) , City Codes. ) The operation of the program may be delegated to the Assistant Chief or the Training Officer. The goal of the program is to maintain a qualified group of reserve personnel to supplement the activities of the Department and to establish a pool of readily available manpower for future employment . a. Individual Requirements: The Reservist must possess minimum attributes that will be a credit to the overall image of the Department and to the City. He/she must be a resident of the City or live within a reasonable distance from either fire station to be able to respond within a reasonable period of time; must be at least sixteen years of age, eighteen to drive a department vehicle, and posses a valid Florida Commercial Driver 's License, Class D. The applicant may be subject to a police background check, investigation or references, a health physical , employment record, and will be personally interviewed by the Fire Chief . b. General Requirements: Reserves of the Winter Springs Fire Department must participate in established department 11 training and must display an active interest in both fire protection, fire rescue, and emergency medical services as prescribed by department standards.All personnel are subject to all the rules, regulations, policies, directives or all other forms of operating requirements as are paid members. Non compliance or non conformance to requirements of this section will be cause for immediate dismissal from this department . c. Rescue Team Members : Reserve Personnel who desire to ride on a Rescue Unit as a Rescue Team Member must first meet all the requirements as outlined by the Emergency Medical Services Division Officer as approved by the Fire Chief . The member may obtain the necessary requirements through regular training under the supervision of any shift officer . Once all the requirements have been met and the member has been certified by the EMS Division Officer, they may ride as Rescue Team Members. Training records for these requirements shall be maintained by the Training Officer. d. General Duties: Reserves are responsible to shift officers or any other duly appointed authority while on the premisses of the fire station or on the scene of any operation. They must assist in the maintenance of equipment and carry out the duties and orders as assigned by shift officers or their appointed designates. They must be familiar with and know how to use all equipment carried on department vehicles. They are encouraged to spend their free time at the station and participate in routine activities in addition to regularly scheduled drills. This will help in establishing good personal relationships with paid personnel and will allow additional individual training and result in better performance when called upon. 12 SECTION C INDUCTION AND UPGRADING 3-1 This section outlines general hiring procedures and addresses further requirements for upgrading or promotions during an individual ' s career. a. Application for employment and hiring process: 1. An employee applicant must submit the following documentation (or copy of) along with the application for employment : a. High School Diploma or equivalency b. Florida Firefighter Certificate or letter of completion c. Florida EMT or Paramedic Certificate d. Class D Non-commercial license e. Social Security Card 2. When all submitted documents have been reviewed the following criteria for hiring will occur : a. Pass a written examination b. Pass a physical agility test c . Pass an ability (fire service related) test d. Pass an oral interview assessment e. Submit to and pass a background investigation 3. When the above has been successfully completed, the applicant is considered eligible for immediate hiring, (if position is available) , or placed on a hiring list in order of points scored, for a period of up to one year. Prior to final approval for hiring, the selected applicant shall pass prescribed pre employment medical and stress examinations. b. Probationary Period: (PS 1 - PS II) 1. Each new employee shall be on probation for a period of one ( 1 ) year in the grade of FS - 1 , at the entry level . During the first year of employment the employee is expected to accomplish all, ' (but not necessarily limited to) , the following in order to qualify for the next higher level of FS -II : 13 a. Successfully complete the probationary training program. This must be completed even if the employee does not test for the FS - II firefighters position. b. Pass the written Department FS II Firefighters exam. c. Pass the FS II Firefighters Practical exam. d. Pass the written Department FS II EMS exam. e. Pass the FS II EMS Practical exam. f. Completion of a minimum of "average" rated evaluations g. Written recommendation for upgrade to FS II by immediate supervisor and the Department Training Officer h. Upgrade action may then be effected upon approval of the Chief and the City Manager. c. PS II TO PS III (APPARATUS OPERATOR) 1 . Once the grade of FS II (Firefighter II) has been attained the individual may begin the necessary process for upgrade to FS III (Firefighter III ) . The following minimum (but not necessarily limited to) criteria must be met : a. Completion of Engineering Certification subject to approval in accordance with Department Standards. b. Pass the written Department FS III Apparatus Operator exam. c. Pass the written hydrant and street test d. Pass the practical driving evaluation e. Pass the practical pumping evaluation f. Pass the Department written FS III EMS exam. g. Pass the FS III practical exam. h. Completion of minimum of one year in grade as FS II 1. Maintain a minimum of "average" rated evaluations 14 j. Written recommendation for upgrade by immediate supervisor and the Department Training Officer k. Upgrade action may then be effected upon approval of the Chief and the City Manager. d. PS III TO FS IV (COMPANY OFFICER) 1 . A vacancy for this position must be available for selection. In order to qualify the candidate for this position must be fully qualified as outlined below: a. Completion of a minimum of one ( 1 ) year in grade of FS - 3 . b. Possess a current Fire Officer I certification issued by the State of Florida, Division of State Fire Marshal. c. Compete in a prescribed assessment process with peers to determine placement on an eligibility list that will be current for minimum period of one year. d. Have maintained at least an average or better evaluation for the last two consecutive years. e. Nominate by written recommendation for the position by the individual ' s shift commander. f. Selection may then be effected upon approval of the Chief and the City Manager . 2. In addition to the above, the candidate must have demonstrated a history of dependability, reliability, and maturity satisfactory to Department standard. e. FS IV TO FS V 1 . This position is obtainable only through special consideration after fulfilling the following list of qualification. It is not to be considered to be automatic. It is to be granted upon recognition of notable meritorious service in addition to the following: 15 a. Completion of minimum of one (1 ) year in grade of FS 4 . b. Posses a current valid MUNICIPAL FIRE INSPECTOR Certificate issued by the State of Florida, Division of State Fire Marshal. (Failure to maintain this certification through established re-qualifying procedures may result in reduction to Grade FS 4 ) c. Maintained an above average evaluation for the last two consecutive years. d. A written recommendation for the position by the individual ' s shift commander , endorsed by the Department Fire Marshal , and the Department Training Officer. The written recommendation must state clear facts, and circumstances citing the individuals qualities , and accomplishments. e. Upgrade action may take place upon approval of the Chief and the City Manager. f. FS V TO FS VI (SHIFT COMMANDER/STAFF OFFICER) 1. A vacancy for this position must be available for selection. In order to qualify the candidate for this position must be fully qualified as outlined below: a. Completion of minimum one ( 1) year in grade FS-5 Company Officer. b. Compete in a prescribed assessment process with peers to determine placement on an eligibility list that will be current for minimum period of one year . c. Have maintained at least an average or better evaluation for the last two consecutive years. d. Written recommendations for the position by three staff officers, citing the individual ' s observed abilities in leadership, management 16 abilities , reliability, dependability, and maturity. The written recommendations must also state clear facts , and circumstances citing the candidate ' s other qualities , and accomplishments. e. Upgrade action may take place upon approval of the Chief and the City Manager. 2. In addition to the above, the candidate must have maintained all certifications, and updated levels of the education, and training requirements of Department Standards required by those of subordinate positions. g. PS VI TO FS VII 1. This position is obtainable only through special consideration after fulfilling the following list of qualifications . It is not to be considered to be automatic. It is to be granted upon recognition of notable meritorious service in addition to the following; a. Completion of minimum of one ( 1 ) year in grade of FS VI . b. Possess and retain valid certificates , current and updated required of all subordinate positions including either EMT or paramedic. c. Maintained a notably above average evaluation for at least the last two ( 2) consecutive years. d. Possess a Florida Community College Fire Science Certificate, or equivalent. e. Upgrade action may take place upon approval of the Fire Chief and the City Manager. 17 SECTION D EDUCATION AND TRAINING 4-1 CAREER DEVELOPMENT This section is devoted to providing information and guidance to personnel for their advancement in rank in the fire service to help guide each individual 's career development . Where public funds are provided to individuals for formal schooling, or other related self-improvement courses, it must be recognized that these programs are subject to the limitations of pre-approved funding within a given budget (fiscal) year, and may cease at any time during a budget year when approved funds have been depleted. 4-2 GENERAL TRAINING REQUIREMENTS Continuous training is required to maintain high level of efficiency in accomplishing the missions of the fire service. More importantly is the ongoing need of members to train together as a unit in order to have a better understanding of each other, and to know or to expect how other members of a given team may perform during emergency situations . Training programs are designed with that in mind in addition to those requirements that are required by various agencies such a NFPA, SARA, ISO, etc. Training requirements and standards are under the supervision and control of the Training Division. 4-3 COMPANY TRAINING Company training is simply that training which is conducted during the course of the duty shift, involving those members who are on duty at a given station, and usually conducted by the Company Officer. Such training is scheduled so as to fit into the daily routine schedule of the shift, usually, between 0800 hours and 1700 hours but is not limited to those times. Training could take place any hour of the 24 hour shift . 4-4 ATTENDANCE AT EDUCATION FACILITIES The policies are procedures to attend educational functions away from the Department are as follows : 18 a. Individuals who desire to attend non-academic classes, courses of instructions, seminars, workshops, conferences , etc. , while scheduled for duty are required to obtain an authorized replacement while absent from duty, or be otherwise charged for the absence as appropriate. b. Members who are directed to attend such functions, whether on or off duty, shall be paid for the hours actually attended. c. Eligibility for such attendance is granted only to individuals who have successfully completed their first year of probation. d. Members who request and are granted permission to attend such functions will be limited, and subject to availability of personnel, and funds. Permission to attend is granted after evaluation of the applicants written request . Approval for attendance is based on the subject matter, and any benefit the Department may derive from it . e. Funding may be provided for such permissive attendance upon successful completion of the course providing approval was previously obtained. Requests for advanced funding may be approved after review of the application, and only if sufficient lead time is available. f. Application for attendance is made in writing, and submitted through appropriate channels at least two calendar weeks prior to the start of the program. Such application is accomplished on the "Request To Attend Non-Academic Seminar/Workshop/Conference" Form, available from the Training Division Office. g. Separation or termination of employment of the employee for any reason within twelve (12) months after reimbursement has been made, shall be cause for the member to repay the amount in full. Such funds are subject to be withheld from the employee's final pay check. 19 4-6 ATTENDANCE AT COURSES FOR RECERTIFICATION CREDITS Department members who must attend classes, meetings, or courses of instructions, in order to accumulate credits for recertification of their occupational incentives, i .e. , EMT and PARAMEDIC , are solely responsible for attendance on their own. Some relief may be provided by the Department under certain conditions, however. a. Eligibility for attendance is granted only to individuals who have successfully completed their first year of probation. b. Attendance on scheduled duty time will be permitted only if attendance is Department directed. c. Financial assistance (public funds) , may be made available only through reimbursement after successful completion of attendance, and providing that budgeted funds are available. Payment may be deferred to ensure that all other budgeted commitments-have been satisfied, and will depend upon relative needs of the Department . d. Application for attendance is made in writing, and submitted through appropriate channels at least two calendar weeks prior to the start of the program. Such application is accomplished on the "Request To Attend Non-Academic Seminar/Workshop/Conference" Form, or the "Request For Tuition Assistance" Form, available from the Training Division Office. e. Separation or termination of employment of the employee for any reason within twelve ( 12) months after reimbursement has been made, shall be cause for the member to repay the amount in full. Such funds are subject to be withheld from the employee ' s final pay check. 4-7 TUITION ASSISTANCE PROGRAM Employees who desire to continue to advance their educational levels towards self-improvement relating to job skills, 20 may take advantage of the tuition assistance program. Funds, in the way of reimbursement, may be provided to individuals who qualify in accordance with established criteria. The extent of reimbursement is subject to budget limitations and availability of funds. Tuition assistance can be obtained only for academic classes. , i .e. , college courses or classes for which a letter grade is given. a. Eligibility for attendance requires that the member be employed for one ( 1) year prior to entering into a course of instruction. b. A written request shall be made and routed through the appropriate channels at least two weeks prior to the start of the class. This shall be done on the "Request for Tuition Assistance" Form, available from the Training Division Office. c. Attendance at approved courses of instructions shall be on the employee ' s off duty time only. - d_ Separation or termination of employment for any reason within twelve ( 12) months after reimbursement has been made shall be cause for the employee to repay the City in full for the amount received. Such funds may be withheld from the employee' s final pay. e. To qualify for tuition assistance the academic course must be deemed to contribute directly to the improvement of skills directly related to required duties, or the enhancement of knowledge used in the performance of the employee ' s duties with the Department, or contribute to advancement opportunities in the employee field and/or promotional potential and increased efficiency with Department services. 21 f. The amount of tuition reimbursement is based on the final grade upon completion of the approved course and upon submission of the final grade to the Chief 's office. The percentage of reimbursement is as follows: FINAL GRADE PERCENT OF REIMBURSEMENT "A" 85 "B" 70 "C" 50 Limited availability of budgeted funds may require that reimbursement be reduced, or withheld to a later date. In no case will reimbursement be delayed to be paid in the following budget year. The amount of reimbursement may be reduced if it is deemed that the tuition costs for a given course is excessive. • 22