Laserfiche WebLink
<br />Saint Cloud Fire Department, MN <br /> <br />Fire Protection Master Plan- Executive Summary Document <br /> <br />Figure 5: Long-term Staffing Strategy Benchmark Comparisons <br /> <br />Firefighters Per 1,000 Population <br /> <br /> <br />iii On-Duly Strength <br /> <br />. Total Uniformed <br />Personnel <br /> <br />As can be seen from the chart, the SCFD long-term staffing strategy would continue to place SCFD <br />lower than the national averages published by the International City Manager Association. However, <br />we again point out that sorne of the departments in that study perform transport EMS services, <br />requiring higher levels of on-duty staffing. <br /> <br />The use of paid-an-call personnel to offset some of the increase in the number of career staff needed <br /> <br />in the future, while an admirable concept from the financial viewpoint, is not likely to succeed. The <br /> <br /> <br />facility deployment strategy was based on a one-minute maximum turnout time for on-duty staff. An <br /> <br />additional three to four minutes of turnout time for on-call staff would require the City to adopt a <br /> <br /> <br />response time performance objective of eight to nine minutes, significantly reducing the chances of <br /> <br />successful rescue and early fire control. <br /> <br />To be effective, such a concept would be wholly dependent on the ability of the paid-on-call staff to <br />provide consistent and immediate response to emergencies. This will require that the department <br />maintain statistics to determine the average percentage of all calls to which its paid-on-call members <br />arrive in time to be part of the initial arriving companies. This number then becomes the foundation for <br />determining the number of paid-on-call members necessary to achieve an equivalent to an on-duty <br />staffed position. <br /> <br />11 <br /> <br />.., <br /> <br />