R2010-081 - 2010-06-14 Tabled Tabled
June 14. 2010
RESOLUTION NO. R2010-81
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
PEARLAND, TEXAS, ACCEPTING A REPORT REGARDING THE
CITY'S FIRE AND EMS DEPARTMENTS.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PEARLAND,
TEXAS:
Section 1. That the City Council hereby accepts a report of the study of the
City's Fire and EMS Departments conducted by McGrath Consulting Group, Inc.,
attached hereto as Exhibit "A."
PASSED, APPROVED, AND ADOPTED this day of , A.D., 2010.
TOM REID
MAYOR
ATTEST:
YOUNG LORFING, TRMC
CITY SECRETARY
APPROVED AS TO FORM:
DARRIN M. COKER
CITY ATTORNEY
Fire and EMS Staffing,
- Scheduling, and Resource
Deployment Alternatives Study
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land
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Presented to Council
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� Study Conducted by
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McGrath
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Consulting Team
Dr. Tim McGrath — Project Manager /
Consolidation
BC Larry Pieniazek — Data / Apparatus
Chief Tim Deutschle — Dispatch / Stations
Chief Jeff Stauber — Training / Apparatus
� - Chief Robert Stedman — Fiscal / Planning
J ( ) Dr. Victoria McGrath — Human Resources /
Governance
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Pearland &
Pearland = 72 . 7 sq. mi . Population 94,400
ETJ = 26 .2 sq . mi . Population 26,600
� 1 _ Estimated Pearland population 2025
= 161 ,300 . Today 45 % of Pearland is
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P � � Fire Department = 79 members : 18 career
J -, � � - on shift. Approximately 58 paid-on-call
1 • EMS = 58 members : Director, secretary, 36
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( career + 24 part-time
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KeyIssues
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� Consolidation of Fire & EMS
J S Staffing Methodologies
• Scheduling
� Paid-On-Call Governance
\ __ i J � Facilities
r, • Current & Future
J ri Governance & Volunteers
FLSA
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National Standards
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• Fire
f s - • NFPA
• OSHA
• ISO
EMS
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• Position papers
f t Accreditation
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emergency activities
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• Institute A Quality Control Data Program — ` .
(J 1- Both Departments
Emergency Call Increase
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• Fire = 88 . 1 % increase Zoos - Zoo9>
• EMS = 59 .9% increase 2005 - 2009)
�J r 0 Consistent Involvement Fire/EMS
Key Map® Grids
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c f • Each sub-grid. = 3/4 mile
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Kesnonse Time
Response Time Components
f � • Detection — little to no control
• Notification — 60 seconds
-- • Fire exceeded by 6 seconds
• EMS exceeded by 54 seconds
- � I • Turnout — neither recorded
• Fire 60/80 seconds
• EMS 60 seconds
\ • Travel — 4 minutes (90% of the time)
� J • Mitigation - immediately
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C ' , J� X Public Safety Answering Point
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f S - • Police = 68%
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• EMS = 24%
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• Fire = 8%
_ Opportunity To Improve Notification Times
r DispatchMedical Priority
• Needs to be coordinated with EMS Director
Develop Joint Quality Control Committee
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Governance
Volunteer Corporation
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• Question volunteers versus employees (FLSA)
• Corporation versus Fire Chief in control
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Association Versus Corporation
• Continue to utilize volunteer/ POP/POC
• Volunteers become employees of the City
J • Fire Chief is in control
• Association
• Social activities
• Fund raising
McGrath Consulting Group, Inc.
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Human_.)
Resources
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Number Of Recommendations
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• Recruitment — Volunteer, Career, EMS
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S r • Performance evaluations
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Employee handbook/ SOG ' s
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FLSA
Who Is Employer?
Volunteers — Who Is Employer — Cityr Or
Corporation?
• Need to look at all criteria
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Volunteer Pons Program-- 1
• 20% rule — cannot exceed 20% of cost to employ
FT FF
r • Points program restructure and simplify
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1 , • Add additional activities after sufficient data
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FLSA Fire/F1M ' '
FT Fire — Establish FLSA Cycle 7-28 days
• Hours worked versus hours paid
• Fire — no FLSA schedule established
� � J • OT over 48 hours — non-compliance
r " � r J • Establish 28-day cycle — OT beyond 212 hours
EMS — 40 Hours/Week
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Dual Certified — Fire/EMS — 28 day cycle
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Compensation
• EMS — Competitive Salary
• Conducted mini salary survey
• AppearsS4000 startindifference• when
pp starting pay however,
add in certification pay difference decreases to within
comparable range
_____ Need e? Cit ' s Salary Ranges Adjustment For
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.1 I. • Problems with internal equity between Fire and EMS
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25-. AgeYears of -
EMS - ','
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5- s , _ 20 _.- Higher than national average in
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J -.I I 3-3 4-5 Ci-I U i I- 16- >21 Year Full-time Turnover Part-time Turnover
— 1 20
K. #of Employees a ► 23 <� 1 00 0 2009 27% 38%
%of Total 10% 10% 56% 22% 21 0% 0% 0°
cf. _ i f
2008 12% 14%
/ •• 76% less than three years
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,,...--- 2007 112% 9%-• Minimal opportunities for 2006 9% 71%* a
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advancement — challenge to Overall concern for long term
J keep interested stability in department
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/ Age
ServiceVolunteers
Years& of
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18
14
5 i _ 12 -' Age 28-35 higher turnover —
1 , l 10 — — — family commitments
4 — — — Need to address retention of
I 5 0 — — — — — ' volunteers — requires strong
-1 1 2- 1 4 - 5 6- II - 16- >20
J YLai' Ye _if) 1; 20 leadership
- #of Employees 5 17 9 13 9 I 3 I
1 r -/, %of l old 9�%i 29% 16% 22"/0 16% 2% 5% 2_%
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/ • 38% with one or less years of 20
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i r— �" ° with less than 5 '° f
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, - ,y- 21 to 30 3 I to 40 41 to 50 51 to 60
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r— %of Total 29% 36% 26% 9%
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Staffing
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s � i Continue Use Of Paid-On-Call
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• Expand the paid-on-premise program (would
�f require EMT certification)
I � • All. staffing recommendation utilize FTE
National Staffing Comparison
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rf � � J • Fire = 5 .7%
EMS = 18 .6%
- If Consolidation
� - r � Grandfather existing employees . (encourage)
-� - r • All new employees dual certified time of
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Shift Staffing Options
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0 Eliminate The EMS 24/72 Shift
I - Shift Recommendations
r , � • 10/ 14 — total of 15 hours productivity
� f • 12 hour — total of 13 hours productivity
• 24 hour — total of 10 hours productivity
r�— r �`r Apparatus Staffing
r--'' • Engine = 3 FF/EMT (54. 1 %)
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• Truck = 4 FF/EMT (43 .2%)
� �if -1 • Ambulance = 1 Paramedic + 1 EMT
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` � , Stat..
( J • Station Staffed 24/7
J • Station # 1 — replace with new fire/EMS
• Station #4 — headquarter (Fire & EMS)
I • Station #5 — new fire/EMS
Station Not Staffed Or EMS Staffed Only
• Station #2 — relocate (Bailey between Veterans &
Harkey) new fire/EMS
-f - / r • Station #3 — new fire/EMS — EMS 24/7
I , ,�-- Future — Design For Fire/EMS
c ) #6 — in progress
• #7 — not recommended
• #8 — on airport property
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J F1mission Exhaust
No Fire Or EMS Systems
� J -s Texas Cancer Presumption Legislation
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� • All new facilities 100% capture + scrubber
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1 • Any existing not due for renovation within 24
months should be equipped with 100% capture
+ scrubber
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knnaratus
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J f Engine 15 years front line + 3 years reserve
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Aerial 20 years front line + 3 years reserve
Tender (tanker) 20 years front line + 3 years reserve
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t I Squad/rescue 15 years front line + 3 to 5 years reserve
5 Brush pumper 15 years front line + 3 years reserve
Utility vehicle 10 year front line + 2 year reserve
1 Vehicles (cars) 8 years —no reserve
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-1- Should Be 4 ALS Units 24/7
Ir .
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-.) Preventative Maintenance
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• Primary source: Public Works Department
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r -f FD Utilize SUV For EMS Assist
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�raining
Establish A Full Time Training Officer
• 40 hour week
r � • Oversees all fire & EMS training
• Flexible hours — training for POC
Department Training
r� - � � J • Fire — record actual training hours vs. objective
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hours (recommend 20 hours/month)
• EMS — reinstate monthly training sessions
Convert To A Performance Proficiency
±, Tñ . T . r System
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PuttingTogether
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Fire/EMS Chief
/ Secretary EMT-P Experience
5. S.--
r Asst.Fire Chief Fire&EMS Fire Marshal/EMC EMS Director
1 EMT-P Training Officer EMT-P
5 Battalion Chief 2 Deputy Fire Medical Director Secretary
J Battalion Chief Battalion Chief Battalion Chief FF/EMT Marshal
I FF/EMT-P FF/EMT-P FF/EMT-P Paid-On-Call
EMS Only
Captain FF/EMT P Captain FF/EMT P Captain FF/EMT-P Planner/Office Inspectors/ Personnel
f -/' Headquarter Headquarter Headquarter Captain POC Coordinator Investigators
FF/EMT
__ / Station Station Station
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Lieutenant Lieutenant Lieutenant
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FF/EMT-P FF/EMT-P FF/EMT-P Lieutenant POC
Each Station Each Station Each Station FF/EMT
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✓ FF/EMTs FF/EMTs FF/EMTs FF/EMT
] f 1 EMT-P&EMTs EMT-P&EMTs EMT-P&EMTs
/ r Firefighter Only Firefighter Only Firefighter Only
Personnel Personnel Personnel Firefighter Only
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f) Recommended Salary Ranges (p.267)
Station Staffing & Apparatus Sequence (p.
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, 1 Transition
� • Immediate
/ J • Fire Chief with proven fire/EMS experience
(paramedic) & combination staffing
Within 6 months
, • Within 18 months
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� J • Long term
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