GAG 1-17 Daily Staffing.docx

**PURPOSE:** To establish procedural guidelines for the assignment of personnel including partial vacation days, for personnel returning to duty from leave, floating personnel, and overtime hiring procedures. **SCOPE:** Applies to all members of the KCFD work regions detailed below. **Guidelines...

**PURPOSE:** To establish procedural guidelines for the assignment of personnel including partial vacation days, for personnel returning to duty from leave, floating personnel, and overtime hiring procedures. **SCOPE:** Applies to all members of the KCFD work regions detailed below. **Guidelines:** DAILY STAFFING GUIDING PRINCIPLES --------------------------------- 1. Decisions should be made with the least disruption possible on the company, station, work region, and the shift, in that order. 2. When a work region is in the hiring mode, staffing decisions will be made in the following order: details of available personnel, including floaters, to vacant positions in their respective rank, details of remaining available personnel to WOC, hiring of overtime in accordance with the policies laid out in this GAG, and finally the use of WOC to fill spots after the hiring of overtime personnel has been completed. 3. After the detailing of all available personnel, the box should dictate the hiring of overtime positions. Example: PARTIAL VACATION DAYS --------------------- 1. Requests for partial vacation time must be made after 6:30 am on the day of the request. This will allow the work region staffing officer the opportunity to comply with full shift vacation requests first, and also give sufficient time prior to shift change for the shift staffing officer to staff all the work regions on that day after awarding a partial vacation request when available on a shift basis. 2. Partial vacation requests will be limited to a minimum of 4 hours. 3. Members must take the amount of partial vacation requested. RETURN TO DUTY (INJURY, MODIFIED DUTY, DEPENDANT CARE, LEAVE-SICK LEAVE AND VACATION) 1. Consistent with the CBA, the member must notify the department at least 30 minutes prior to returning from leave. 2. If any work region is in the overtime hiring mode, returning personnel may be required to replace a member on overtime, on another unit, other than their assigned company. The individual may be detailed in the station, in the work region, in an adjoining work region, or "city-wide." 3. If a hired overtime position is no longer needed due to an employee or employees returning to work, the last employee hired for overtime shall be the first employee to have their overtime shift cancelled and be sent home. - Nothing in this section is intended to limit the Captain's authority in determining detail assignments for his crew. FLOATING PERSONNEL ------------------ 1. For staffing considerations, floaters will be assigned to a work region, as defined below, instead of a specific company. Consideration will be given to the following before daily assignment of the floating personnel: - Double detail will not be used unless necessary. - If a company is at the minimum staffing level with assigned personnel the floater will not be detailed into the company unless excess personnel exist "city-wide." - An effort will be made to keep floaters in work region as much as possible. - If the floater cannot be utilized in the assigned work region they may be detailed to an adjoining work region or another work region as needed. - Floaters will be attached to the Battalion Headquarters for payroll purposes. 2. Floaters will be paid detail allowance as per CBA when detailed from the Battalion Headquarters. - Floaters may store their gear, and report to any station in their assigned work region that has been mutually agreed to by the floater and the Battalion Chief. 3. Floaters may be assigned to a long term vacancy. If company members who would be affected by WOC opportunities object to the floater assignment they may appeal the decision to the supervisor of their work region. **OVERTIME HIRING PROCEDURES** **PURPOSE**: To establish departmental overtime hiring practices and set rules that produce a system that is both equitable and manageable while maintaining all minimum staffing obligations. Overtime hiring should adhere to the "guiding principles" laid out above and incorporate the priniciple of overtime rotation within a work region. **GUIDELINES**: The following are the established work regions: Eligibility for Overtime: Overtime Hiring Procedure (3 day out and day of hiring): 1. Overtime will first be offered by the Battalion Chief or supervisor for that work region, via the currently utilitzed notification program, to eligible employees in the work region creating the overtime. Employees shall have twenty (20) minutes to respond to each overtime notification. All employees who respond to the overtime alert will then be called in the order mandated by the overtime list and offered their choice of available "equal rank" assignments. This process will continue until all vacancies are filled or the list of employees responding to the overtime alert is exhausted. 2. If vacancies remain following the "equal rank" hiring, the Battalion Chief, *using the same list created in step 1*, will call Local 42 employees offering overtime "irrespective of rank" to fill the remaining vacancies in their assigned work region. Employees will be called in the order mandated by the overtime list and offered their choice of any available assignments for which the employee is qualified. This process will continue until such time that all vacancies are filled or the list of employees responding to the alert is exhausted. All vacancies unfilled by the work region will be reported to the Shift Deputy. 3. If vacancies remain following the work region hiring, the Shift Deputy, or his/her designee, will then send out a city wide opportunity for overtime notification via the currently utilized notification program to all eligible qualified employees. Employees responding to this alert will first be called in the order mandated by the overtime list and offered their choice of available "equal rank" assignments ("equal rank" is not the same as "rank for rank" and the overtime list should still dictate the hiring of overtime). This process will continue until all vacancies are filled or the list of employees responding to the overtime alert is exhausted. 4. If vacancies remain following the "equal rank" city wide hiring, the Shift Deputy, *using the same list created in step 3*, will call Local 42 employees offering overtime "irrespective of rank" to fill the remaining city-wide vacancies. Employees will be called in the order mandated by the overtime list and offered their choice of any available assignments for which the employee is qualified. This process will continue until such time that all vacancies are filled or the list of employees responding to the alert is exhausted. 5. If vacancies remain following the city-wide hiring for Local 42 employees, the Shift Deputy, *utilizing the same list created in step 2,* will call Local 3808 employees offering overtime "irrespective of rank" to fill the remaining vacancies. Employees will be called in the order mandated by the overtime list and offered their choice of the available assignments for which the employee is qualified. This process will continue until such time that all vacancies are filled or the list of employees responding to the alert is exhausted. 6. Vacancies still remaining after exhausting all the procedures listed above shall be filled utilizing the mandatory overtime procedures outlined below. Long Term Vacancies: Mandatory Overtime: