My WebLink
|
Help
|
About
|
Sign Out
Home
Browse
Search
1A, Lake Johanna Fire Budget, Capital Facilities Need Study
ArdenHills
>
Administration
>
City Council
>
City Council Packets
>
2000-2009
>
2008
>
03-17-08-WS
>
1A, Lake Johanna Fire Budget, Capital Facilities Need Study
Metadata
Thumbnails
Annotations
Entry Properties
Last modified
3/18/2008 12:18:06 PM
Creation date
3/18/2008 12:16:18 PM
Metadata
Fields
Template:
General
Document
Lake Johanna Fire Budget
General - Type
Agenda Item
Date
3/17/2008
There are no annotations on this page.
Document management portal powered by Laserfiche WebLink 9 © 1998-2015
Laserfiche.
All rights reserved.
/
58
PDF
Print
Pages to print
Enter page numbers and/or page ranges separated by commas. For example, 1,3,5-12.
After downloading, print the document using a PDF reader (e.g. Adobe Reader).
View images
View plain text
<br />Saint Cloud Fire Department, MN <br /> <br />Fire Protection Master Plan- Executive Summary Document <br /> <br />In summary, the long-term staffing strategy calls for: <br /> <br />. An increase over the planning period to a total of ninety operations employees or FTE's <br />. An increase over the planning period to a total of twelve administrative and support <br />employees or FTE's <br /> <br />Organizational Structure <br />The St. Cloud Fire Department should develop into a model combination-staffed fire department, fully <br />integrating career personnel with paid-on-call members in a single, unified organizational structure. <br /> <br />This strategy, while representing a significant change for St. Cloud, is not unusual in the fire service. <br />Some of the most successful combination organizations across the country have fully integrated their <br />career and part-time duty staff, as well as their on-call personnel, into a seamless operation. In many <br />of these departments, one can spend a significant period of time in one of their fire stations without <br />being able to identify which firefighters are career, which are part-time, and which are volunteer or <br />paid-on-call. <br /> <br />The strategy would call for a major overhaul in how services are delivered. Stations would no longer <br /> <br />be identified as career or volunteer stations. Instead, each station would operate with blended staff, <br /> <br /> <br />using a combination of career and paid-on-call personnel. All jurisdictional issues of career vs. paid- <br /> <br />on-call response would, as recommended earlier this report, be eliminated in favor of the closest <br /> <br /> <br />appropriate unit being dispatched to any emergency call. Career personnel would provide the <br /> <br />consistent response force for most emergencies and on-call personnel would provide trained <br /> <br /> <br />supplemental manpower for major incidents or simultaneous calls. <br /> <br />The response of on-duty career personnel would not be restricted by either geography or time of day. <br />Likewise, on-call responders would be capable of responding to incidents from stations in any part of <br />the City of Saint Cloud to provide supplemental manpower to on-duty response strength. In addition, <br />we recommend that on-call responders also be given some opportunity to be scheduled as part-time <br />on-duty firefighters at a specific assigned station for specific assigned shifts. This provides them with <br />a consistent opportunity to attend training alongside the career staff and experience initial response <br />call volume to gain experience. Through this method, opportunity is also created to enhance <br />camaraderie and build some level of unity among personnel. <br /> <br />13 <br />
The URL can be used to link to this page
Your browser does not support the video tag.