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Special City Council Minutes - 12/04/03 Page 6 the ten year vesting period was still realistic. Further discussion included the length of training time required to get a return on the investment, with the Assistant Chief estimating a 6 - 8 year minimum return, with training costs increasing annually; and comparisons with other city staff vesting period for the Public Employees Retirement Association (PERA). Lea2ue Position #3: "For recruiting volunteer firefighters and keeping more volunteer firefighters are as follows: Encourage the City employees to become volunteer firefighters. Designing a brochure explaining the duties and benefits of becoming a Roseville firefighter to be used for recruiting, marketing and publicity could include distributing the brochure to new homeowners through realtors. Generally more marketing and publicity of the job and benefits." City Manager Beets advised that two City employees currently served as volunteer firefighters, and if a call came in while they were at their city job, they determined the severity of the call and if their services were needed. Mr. Beets noted that if they did respond, they received city pay, in addition to the fire call rate; and they are not required to make up hours, nor are they docked any hours. Mr. Beets further noted that employees, at their discretion, can determine if they need to respond to a minor call; or in the case of a maj or all-call, they are free to respond accordingly. Assistant Fire Chief O'Neill noted that City employees had always been encouraged to become part of the fire department. Further discussion included incentive programs; cross- training with Police Department personnel and the viability of such a program; the Fire Department's coordination with the City's Housing and Redevelopment Authority (HRA) to seek low-cost housing options in