HomeMy WebLinkAboutFS 2014-02-19 Item 2A - Discussion - Fire Department Pipeline EmployeesT(]:
City of Tukwila
Jim Haggerton, Mayor
INFORMATIONAL U��U�n�������U�
nn�n ����n�n��n o��n����~ n�ou~n�n��n��»~�n�����n�n
Mayor Haggerton
Finance and Safety Committee
FROM: Chris Flores, Interim Fire Chief
DATE: February 10, 2014
SUBJECT: Pipeline Employees
ISSUE
The Fire Department Administration seeks Council authorization to create up to three pipeline
positions in an effort to provide a continuity of service and reduce overall costs. Similar to the
Council's authorization for four pipeline positions in the Police Department, this would allow the
Fire Department to recruit, hire and train employees when there are known retirements and
vacancies.
BACKGROUND
Pipeline positions are created to address the need to hire personnel when there are known
vacancies. They provide departments with the necessary hiring authority within the current
adopted budget. These new employees are then in the "pipeline" to fill these upcoming
vacancies. This decreases the gap in personnel coverage which can average six to nine
months, due to the training requirements for new employees. The Police Department has used
this practice effectively for the past several years to fill their vacancies.
DISCUSSION
Currently, when a member announces his or her retirement no action can be taken until the
member has given official notice to the City and the State. This creates a significant delay in
pVsdOg, recruiting, hiring and training available positions. Additional delays result from the lack
of the availability of sanctioned recruit academies. This results in departmental gaps in
personnel oovenage, requiring payment of overtime wages in order to address the coverage for
such gaps. With some foresight, planning hiring pipeline employees can result in potential cost
savings and increased operational effectiveness for our organization.
For example, in August of 2012, two long tenured department members retired on very short
notice. This resulted in a delay in placing qualified replacements into an on-duty status for a
period of nine months. Currently there are 10 fire department personnel eligible for retirement in
the next two years. The next few years will present significant challenges in planning for
succession.
The Police Department currently utilizes pipeline positions and it has proven to be very effective
in reducing overtime when a vacancy occurs. This practice has also helped to keep staffing
levels stable so that there is continuity in service and departmental efficiencies can continue to
improve.
2
INFORMATIONAL MEMO
Page 2
FINANCIAL IMPACT
In 2012 approximately $210,000 in overtime was expended to cover two vacant positions until
replacements could be hired. The cost of hiring and training two replacement employees four
months prior to the retirement of two senior members can be accomplished at an approximate
cost of $200,000. This would result in savings to the City and provide for a continuity of service
and reduced impacts to the operational efficiency of the organization. In addition, a brief period
of overlap between the addition of new members and the retirement of senior members allows
for training and knowledge transfer that is invaluable to the Department.
RECOMMENDATION
It is the Fire Department Administration's recommendation that up to three pipeline positions be
authorized.
The Fire Department Administration, with the assistance of City Administration, the Finance
Department and Human Resources will monitor the necessity to utilize the pipeline positions.
The Council is being asked to approve the proposal and consider this item at the February 24,
2014 Committee of the Whole meeting and subsequent March 03, 2012 Regular Meeting.
CADocuments and Settingslchristy.TUKWILAILocal Settings\Temporary Internet Files \Content.Outlook\FOTTAFSUllnfoMemo re Pipeline Employees.doc