Continuity of Operation Plan: Staffing PDF

Continuity of Operation Plan: Staffing PURPOSE: To provide the City of Miami Department of Fire-Rescue a Continuity of Operations Plan (COOP) to address staffing needs, during a state of emergency. The COOP is intended to provide guidance for decision-makers based on general emergencies and may need...

Continuity of Operation Plan: Staffing PURPOSE: To provide the City of Miami Department of Fire-Rescue a Continuity of Operations Plan (COOP) to address staffing needs, during a state of emergency. The COOP is intended to provide guidance for decision-makers based on general emergencies and may need to be appropriately adapted to the situation at hand. The COOP is intended to provide a set of controls which will assist with managing daily staffing trends and needs. POLICY: The COOP shall be applied to instances where the department’s normal daily staffing levels are being affected by a state of emergency and shall continuously be evaluated and adjusted based on staffing trends and needs (i.e., 3 consecutive shifts). The department will make the necessary notifications to inform its personnel about the implementation of the COOP. Periodic updates on the department’s staffing impacts will be provided to Local 587 (labor). The frequency of the updates will be determined by the Fire Chief. PROCEDURE: When the department’s staffing trends and needs are indicating a state of emergency is affecting the delivery of its mission and objectives, the COOP shall be implemented to provide temporary relief to the event. The Fire Chief will execute the procedure on an as-need basis and consideration shall be given to returning the operations back to normal, as soon as feasibly possible. The following controls will be applied according to staffing levels by the percentage of personnel absent: 1. Employees will receive notification and education regarding the state of emergency. 2. The department will utilize the Overtime Hiring Procedures to achieve full staffing levels. a. A Staffing Officer may be assigned to assist the Emergency Response Division (ERD) with holdovers, drafting, hiring, and tracking needs. b. To minimize Tier 4 drafting, the department’s Prescheduling of ERD Staffing Overtime agreement will be utilized, as needed. The department’s notification system may be utilized to advertise pre-hire vacancies. c. For Tier 3 hiring purposes, personnel may be hired one civil service rank up or down, on an as needed basis. d. Employees will not be drafted for ERD Staffing within a period of 7 days from the date of a previous ERD Staffing draft (may occur on the 8th day). If the Staffing Officer goes through the full list, the individual may be drafted during the 2nd drafting round. April 2022 EOM Article 1 Section 13 Page 1 Continuity of Operation Plan: Staffing e. For ERD Staffing, employees must have at least 24 hours of “off-duty” status after working 48 continuous hours. This includes overtime directly related to the state of emergency that resulted in activation of the COOP but does not include other unrelated Extra Duty details. f. Overtime may be hired at one civil service rank, up or down, on an as needed basis. 3. When staffing levels are unable to be satisfied through the Overtime Hiring Procedure’s Tier 1, 2, & 3 processes, 100% holdovers will go into effect. 4. When staffing shortages equals or exceeds: a. 10% of the workforce, for three (3) consecutive shifts: Unscheduled Vacation requests may be denied until the operational needs of the day are being satisfied through Tier 1, 2, & 3. b. 20% of the workforce, for three (3) consecutive shifts; R-Days may be cancelled. i. Drafting of personnel for ERD Staffing will occur on a rotational basis. ii. The Fire Chief may also consider placing one (1) unit out-of-service according to Unit Response Reduction plan. c. 25% of the workforce, for two (2) consecutive shifts. Scheduled Vacation days may be cancelled. i. Consideration will be given to cancelling Extra-duty details or requesting mutual aid to assist. ii. Consideration will be given to utilizing sworn personnel from other divisions. iii. The Fire Chief may also consider placing two (2) units out-of-service according to Unit Response Reduction plan. d. 30% of the workforce, workforce may be placed on Alpha/Bravo Shifts. i. The Fire Chief may also consider placing additional units out-of-service according to Unit Response Reduction plan. April 2022 EOM Article 1 Section 13 Page 2