HomeMy WebLinkAbout3. Fire Department Discussion-Workshop April 26, 2006
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CITY OFSHAKOPEE
Memorandum
TO: Mayor and City Council
FROM: Mark McNeill, City Administrator
SUBJECT: Fire Department Discussion - Workshop April 26, 2006
DATE: April 21, 2006
INTRODUCTION:
At a special workshop to be held the evening of April 26th, the Council is being asked to
consider a number of issues relating to the Fire Department.
BACKGROUND:
Last November, Chief Ed Schwaesdall asked the Council to consider increasing the pay
for Fire Officers. Because this was after the budget had been set for 2006, the Council
chose not to make any adjustments at that time. However, in March, there was a request
from Council to have that issue looked at again. During the discussion on this, however,
it was directed by Council that all Fire Department compensation issues be considered at
the workshop.
There are, therefore, three broad issues which need to be discussed.
1. Fire Officers Pay
In November, Chief Schwaesdall asked that the Council consider increasing the
pay for the fire officers. He based this on the increased amount of time being
spent devoted to fire activities. A comparison showing the current pay, and the
requested increase is as follows:
Current Requested
Fire Chief $3500 $8000
1 st Asst. Chief $3000 $4500
2nd asst Chief $2500 $4500
Engineer $2600 $2800
1 st Asst Engineer $2200 No Change
2nd Asst Engineer $1200 No Change
1 st Capt./Training Officer $2400 $5000 (2)
2nd C~tain $1500 $3000
3RD_4 H Captains $1500 $2000 (2)
5th _6th Captains $1500 No Change
The requested increase would total an additional $13,300.
Staff did attempt to make a comparison of other fire departments and what they
pay. For officers other than the Chief, they are "apples to oranges" comparisons,
as there are many different organizational structures and titles for fire officers.
See Attachment "A" for Stanton survey results for Paid On-Call Chiefs. For
comparison purposes, I have also included the Full-Time Chiefs rate in the Metro
area. Shakopee is in Group 5.
As I understood the Council's concern in November, it was that the budget had
already been set--normally, needs for the upcoming budget year are discussed in
August, in time for the preliminary levy to be established in September. The
Council indicated that this question could be looked at for the 2007 budget.
Since that time, ChiefSchwaesdall stated that there was a pending $5,000 sale of
a truck to the City of Carver, which had not been included in the budget for 2006.
He suggested that that could be used to fund proportionate shares of an increase.
While Council could choose to do that, it would be a variation from established
practice, in that equipment purchases and sales normally are to through the
equipment fund. Personnel costs are typically operating budget.
2. Fire Pay
The City Council has previously authorized paying for fire calls, drills, and
Departmental meetings, based on attendance. (See Attachment "B")
There are several compensation issues that the Chief has noted. Listed below are
Fire Department practices that have been in place by the Department during the
past few years. However, these are not policies and procedures that have been
adopted or approved by the City. (Note that the comments in italics are those of
the Fire Chief:
1. Fire Call Attendance Pay
Firefighters are paid the hourly wage for actual attendance at a fire call with
pay in increments of an hour. A call is stated as any time the firefighter's
pager sounds. Mutual aid calls/standby count as a fire call.
2. Fire Drill Attendance Pay
A firefighter will be paid for actual attendance at all drills per month.
Firefighters who are unable to attend due to attendance at another fire service
related activity will receive credit toward the 35% attendance requirement
(Note: They are currently eligible for pay either activity, but not for both)
3. Departmental Meeting Pay
Actual attendance at any fire department meeting will be paid. Firefighters
who are unable to attend due to another unpaid fire service related activity
will be paid if. sent and approved by the Fire Chief (Note: Again, firefighters
would be eligible for pay for either activity, but not for both.)
4. Attendance at Fire Conference or School
Firefighters will be paid the hourly rate for attendance at a fire conference or
school for actual class hours attended. Firefighters will also receive
attendance credit toward the 35% attendance requirement without fire call
pay during class hours. Fire fighters will be paid and receive credit toward
the 35% attendance requirement for all fire calls while not in class but
attending any conference or school. Note: The concern on this is that they
would be receiving pay for work that is not being performed.)
5. FirefighterMandatory Meetings or Events
Firefighters will be paid (the) hourly rate not going toward the 35%
attendance requirementfor any function or event the Chief makes mandatory
attendancefor the department to attend.
6. Workers Compensation
Those firefighters receiving workers compensation income benefitsfrom the
"City" while being unable to perform firefighting duties will not receive fire
call or drill pay. (Note: Seethe March 22, 2006 memo from City Attorney
Mary Tietjen for a more in-depth explanation-Attachment "C")
7. Regular City Employees
Regular City employees who attend afire conference/school during normal
work shifts. will receive their regular pay; they will not qualify for any
additional fire pay, only credit for calls toward the 35% attendance
requirement.
8. Approved Leaves
Firefighters on approved leaves will not receive payor credit toward
attendance.
9. Attendance at Initial Training
Firefighters will not bepaidfor attendance at initial training, (i.e. Firefighter
L Firefighter II).
10. Fire Officer Pay
Officers of the Fire Department are paid an annual salary for their duties.
This is in addition to pay for items 1 through 7 above. Their pay will continue
upon injury with no workers compensation being receivedfor officer pay.
(Note: We will need to determine if the City can omit reporting a portion of
fire pay).
This assumes that no one will be receiving extra pay if they are appointed to
fill in for the injured officer in a prolonged absence.
Again, most of these items are not authorized in the current policy; however, the
Chief informs us that these have been the practice for years. Therefore, the costs
are included in the current operating budget. In other words, there are no
additional impacts to the 2006 budget.
Our recommendation would be to discuss.these, and have Council indicate its
concurrence at to whether to adopt these as formal City policy.
3. Fire Pension
Earlier this year, the State Auditor released a report on Fire Relief Association~;
and their financial information for 2004. Some ofthedata from the report
(excerpts shown in Attachment "D") is as follows:
1. Shakopee is tied with Northfield for the highest lump sum payment pension in
the State at $6,600 per year of service. For 2006, it is at the statutory
maximum of$7500 per year.
2. In the metro area, Shakopee has the third lowest funding ratio (biggest cap
between assets and liabilities) which is closed over time by annual State aid
payments and tax levy.
3. Shakopee has the second highest city contribution to the Relief Association in
the State at $224,770. Eden Prairie is the highest at $260,000.
4. Shakopee is ranked in the 82nd percentile state-wide for return on investment
(interest earnings).
This is an item for which the Council should be aware, and may wish to. discuss.
However, we do not suggest making any changes at this time. It would be a
major concern for existing firefighters - they joined the Department, and have
served with dedication for years with an expectationofthis compensation at the
time of retirement.
In response to an earlier question, we did investigate as to whether fire retirement
benefits could be made on a "two-tier" system-in other words, keep the current
system in place for existing firefighters, but make a change for future firefighters.
For example, in view oftoday's more mobile society and a new generation of
firefighters who might be looking for better short term compensation, could the
hourly rate be increased to attract new firefighters, and to balance the added cost
reduce the retirement contributions (and therefore the benefits) to those to-be-
hired firefighters?
What our investigation found that without special legislation from the State, the
retirement system must be the same for all. Therefore, there is no
recommendation to make any changes.
For informational purposes, I have included the Stanton survey for hourly pay for
on-call firefighters. (See Attachment "E").
Chief Schwaesdall has provided information from a survey that he has done on
issues in this memo. (See Attachment "F")
ACTION REQUIRED:
Council should discuss, and give dit:ectiQn as.to what, if any, action it would like to see as
a change.
~~.~
Mark McNeill
City Administrator
cc: Ed Schwaesdall
Gregg V oxland
~~7-\ l I
2005 twin Cities Metropolitan Area Compensation Survey \
Survey Title: Paid On-Call Fire Chief I
>b Number: 72
I
1
Level:' The top fire position in each unit of government. In charge of entire department. ------- I
,._~
Minimum Qualifications: Extensive experience in all areas in the provision of fire services including considerable supervisory
experience.
Typical Duties: Responsible for planning, development, implementation, and evaluation of fire services. Oversees all phases of fire
prevention, protection, and suppression and is closely involved in all fire investigating activities.
Basic Salary
Jurisdiction Full-Time Volunteer Pay Arrangement OIT Title
GROUP 5
CITY OF SHAKOPEE NO FIRE CHIEF
CITY OF INVER GROVE $11,139/YR NONE NO VOL FIRE CHIEF
HEIGHTS
CITY OF BLOOMINGTON $2,4601YR $4. 12/HR/CAll&DRlll VOL FIRE CHIEF
GROUP 6
CITY OF MENDOTA $8469/YR $10.38/HR/CAlUTRAINING/DRlll NO FIRE CHIEF
HEIGHTS
CITY OF HAM LAKE -$7.2121YR $12.02/HR/CALL NO VOL FIRE CHIEF
CITY OF ROBBINSDALE $7,200/YR $11.00/CALL & $10.00/DRllL NO FIRE CHIEF
CITY OF NORT!-lFIELD $10,914/YR RESPONSE & TRAINING PAY NO FIRE CHIEF
CITY OF FARMINGTON $5,813IYR $9. 13/HR/CAll AND TRAINING NO FIRE CHIEF
CITY OF PRIOR LAKE $3 , 300IYR $9.50/HR/CALL & $4.00/HRfTRAINING NO FIRE CHIEF
CITY OF ROSEMOUNT $7,800 $2.00/CAlL & DRILL NO FIRE CHIEF
CITY OF NEW BRIGHTON $4,718IYR NO DEP FIRE CHIEF
CITY OF CHANHASSEN $2,500/YR $8/HR/CALl & $16/HR/DRlll & TAKE HOME CAR NO VOL FIRE CHIEF
I.
S'(i\NTON I
175 GROUP
~;'.~.ri.,i.W;.;;a...,....".................".....".....................~..._..."._..~_.........t.....J....,..__....~...._&_;,_.....f.1
2005 "twin Cities Metropolitan Area Compensation Survey
Survey Titre: Paid On-Carr Fire Chief Job Number: 72
Lever: The top fire position in each unit of government. In charge of entire department.
Minimum Qualifications: Extensive experience in all areas in the provision of fire services including considerable supervisory
experience.
Typical Duties: Responsible for planning, development, implementation, and evaluation of fire services. Oversees all phases of fire
prevention, protection, and suppression and is closely involved in all fire investigating activities,
Basic Salary
J u risd Iction . Furr-Time Volunteer Pay Arrangement OIT Title
GROUP 7
CITY OF LONG LAKE $3,OOONR NO FIRE CHIEF
CITY OF CARVER $7.50/HR/CALL & DRILL NO VOL FIRE CHIEF
CITY OF OSSEO $3,600NR $8.00/CALL & DRilL & OER TRAIN NO FIRE CHIEF
CITY OF WAYlATA $5,OOONR $7.00/HR/CALl NO FIRE CHIEF
CITY OF DAYTON $9/HR/CALL & DRILL, ADD'L POSITION/CERT PAY NO FIRE CHIEF
CITY OF ST. PAUL PARK $2,500NR FIRES & DRilLS RESPONDED TO NO FIRE CHIEF
CITY OF VICTORIA $1,560NR TRAINING, FIRE CALLS AND WORK DETAIL NO FIRE CHIEF
CITY OF LAKE ELMO $2,400NR $10.25/HR/CALL & TRAINING NO FIRE CHIEF
CITY OF HUGO $4,225NR $ 15.50/HR/CALL & DRILL NO FIRE CHIEF
CITY OF WACONIA $2,100NR $10.00/HR EMERGENCY CALLS NO VOL FIRE CHIEF
STANTONI
176 GROUP
"
2005 Twin Citl.es Metropolitan Area Compensation SUMley
Survey Title: Full-Time Fire Chief Job Number: 73
Level: The top fire position in each unit of government. In charge of entire department.
Minimum Qualifications: Extensive experience in all areas of the provision of fire services including considerable supervisory
experience.
Typical Duties: Responsible for planning, development, implementation, and evaluation of fire services. Oversees all phases of fire
prevention, protection, and suppression and is closely involved in all fire investigating activities. In smaller
jurisdictions. may perform Fire Marshal duties.
Base Percentiles Range Data
#Of #Of Weighted Unwelghted Excluding Longevity Longevity
Breakout Bv Or~s Empl Mean Mean P10 P25 P50 P75 P90 Mln Max Max.
GROUP 1
GROUP 2 1 1 46.53 46;53 33.71 46.53
GROUP 3
GROUP 4 1 1 47.51 47.51 33.99. 51.48
GROUP 5 17 17 44.11 44.11 36.60 40.86 44.03 49.05 49.46 36.22 46.11 38.24 (1)
GROUP 6 8 8 38.53 38.53 32.63 35.87 38.17 41.73 44.10 33.95 40.58
GROUP 7 3 3 31.47 31.47 29.56 32.37 32.47 27.48 33.97
OVERALL 30 30 4'1.55 41.55 32.55 37.14 41.79 46.53 49.26 34.89 44.20 38.24 (1)
. The number in brackets aller "Longevity Max" indicates the number of jurisdictions used to calculale the longevily maximum. S'li\NTON I
All Rates Quoted Hourly 177 GROUP
Analyses Do Not Include Pending Data
~ .. A.a.,. .a...a.. .,. .............,."."."..."..&~........,......"......,,,.,,.,.",...II;.I....".",....,,,.,,~,.tlt.,I,
- - - -' - -' --.,
Survey Title: Full-Time Fire Chief Job Number: 73
Ranqe Data
Excluding Longevity Including Longevity
# Of Weighted Cept. FT, paid #Of Yrs to #Of Yrs to
Breakout Bv EmDI Mean Q!L on-call. or combo? Title Min ..M1!!. SteDs Max ..!Y!!!. SteDs '. Max
GROUP 2
METROPOLITAN AIRPORTS 1 46.53 NO FULL-TIME FIRE CHIEF 33.71 46.53 8 7.0
COMMISSION
GROUP 3
CITY OF SAINT PAUL 1 52.35 P NO FULL-TIME FIRE CHIEF 7 5.0 2 15.0
GROUP 4
CITY OF DULUTH 1 47.51 NO FULL-TIME FIRE CHIEF 33.99 51.48 2 1e.o
GROUP 5
CITY OF BROOKLYN PARK 1 49.07 NO COMBO FIRE CHIEF 37.67 50.97
CITY OF PLYMOUTH 1 51.73 NO PO ON-CALL FIRE CHIEF 38.50 52.94 9
CITY OF COON RAPIDS 1 45.67 NO COMBO FIRE CHIEF 38.63 51.20 9
CITY OF BURNSVILLE 1 49.44 NO FULL-TIME FIRE CHIEF 42.66 49.44 6 5.0
CITY OF MAPLE GROVE 1 44.03 NO FULL-TIME FIRE CHIEF 35.13 44.03 6 5.0
CITY OF EDEN PRAIRIE 1 47.51 NO COMBO FIRE CHIEF 40.19 48.23
CITY OF WOODBURY 1 39.84 YES COMBO FIRE SVS MGR 30.68 39.84 5 4.0
CITY OF MINNETONKA 1 43.71 NO COMBO FIRE CHIEF 39.34 43.71 5 3.0
CITY OF LAKEVILLE 1 36.60 NO COMBO FIRE CHIEF 32.50 40.21 6 5.0
CITY OF APPLE VALLEY 1 43.33 NO PO ON-CALL FIRE CHIEF 36.01 47.57
CITY OF EDINA 1 49.46 NO COMBO J FIRE CHIEF 37.09 49.46 6 5.0
CITY OF ST. LOUIS PARK 1 49.05 NO COMBO FIRE CHIEF 41.69 49.05 5.0
CITY OF MAPLEWOOO 1 45.29 NO COMBO FIRE CHIEF 35.36 48.09
CITY OF ROSEVILLE . 1 41.82 NO COMBO FIRE CHIEF 36.16 51.85
CITY OF COTTAGE GROVE 1 34.89 YES COMBO FIRE SVS CHIEF 31.15 38.94 7 5.0
CITY OF ANDOVER 1 37.49 NO PO ON-CALL FIRE CHIEF 29.84 37.49 7 6.5 38.24 7 20.0
CITY OF BROOKLYN CENTER 1 40.86 NO PO ON-CALL FIRE CHIEF 33.13 40.86
CITY OF FRIDLEY 1 37.76P NO COMBO FIRE CHIEF 31.92 37.76 5 5.0
GROUP 6
CITY OF SAVAGE 1 34.60 NO PO ON-CALL FIRE CHIEF 29.08 36.81 8 6.5
CITY OF WHITE BEAR LAKE 1 37.98 P NO - FIRE CHIEF
CITY OF HASTINGS 1 42.32 P NO COMBO FIRE CHIEF 32.87 41.09 7 5.0 42.32 3 15.0
All Rates Quoted Hourly STANTON I
P After 'Weighted Mean" Indicates Pending Rate GROUP
· After "Max" Indicates Multiple Salary Ranges 178
- -, -. - - -~ ." .
2005 twin ClUes Metropolita,n Area Compensa,t1on S.ul1vey
Survey Title: Full-Time !FIre Chief Job Number: 73
Ranae Data
Excluding Longevity Including Longevity
# Of Weighted Dept. FT, paid #Of Yrs to #Of Yrs to
Breakout Bv Empl Mean OIT on-cali, or combo? Tille Mln ..MIDL Steps Max Max Steps Max
CITY OF GOLDEN VALLEY 1 44.10 NO COMBO FIRE CHIEF&INSP 37.04 44.10 5 4.0
CITY OF WEST ST. PAUL 1 41.69 NO FULL-TIME FIRE CHIEF 33.69 42.11 5'
CITY OF UNO LAKES 1 36.51 NO COMBO FIRE CHIEF
CITY OF COLUMBIA HEIGHTS 1 41.76 NO COMBO FIRE CHIEF 34.66 41.76 7 10.0
CITY OF ANOKA 1 37.82 NO COMBO FIRE CHIEF/MAR 39.54 43.08 2 2.0
CITY OF FOREST LAKE 1 37.14 NO PD ON-CALL FIRE CHIEF
CITY OF VADNAIS HEIGHTS 1 32.63 NO PD ON-CALL FIRE CHIEF 29.67 35.60 6 5.0
GROUP 7
CITY OF MOUND 1 32.47 NO FULL-TIME FIRE CHIEF 29.97 37.46 7 6.0
CITY OF ST. ANTHONY 1 32.37 NO COMBO FIRE CHIEF
CITY OF ROGERS 1 29.56 NO PD ON-CALL FIRE CHIEF 24.99 30.47
All Rates Quoted Hourly STANTON'
P After ''Weighted Mean" Indicates Pending Rate GROUP
. After "Max" Indicates Multiple Salary Ranges 179
.__ -.__-. .... ,.... ,a....a :a..a .a..aa,:a:a.a............................... ..;.......
~.
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10
I
ARTICLE VITI
(Drills, Training and Meeting Procedures)
Section 1. Regular drill for the Department shall take place on Monday evenings, unless
rescheduled by the training officer.
Section 2. With a request by any active fIrefighter, and upon the review and approval of the
Training Officer, a special drill maybe held on any day and may be used as a "required monthly
drill" as specified in Article IV, Section 9(c).
<section 3. All drills and business meetings each month shall he paid based upon attendance. )>
Section 4. Attendance at drills and business meetings shall be established by a roll.
Section 5. All schooling pertaining to the fire service must be approved by the Chief prior to
attendance. as specified in Article IV, Section l(k) above. Such training shall not be approved for
a member who is on a leave of absence, or a restricted member.
Section 6. Robert's Rules of Order, Newly Revised, shall prevail at'allDeparnnent meetings' for
matters not specifically covered by these Rilles and Regulations
Section 7. A 60% attendance of the active Department membership shall constitute a quorum.
Section 8. The regular business meetings of the Department shall be held on the Third (3rd)
Monday of each month.
Section 9. The agenda for each regular business meeting shall be:
I) Roll Call
2) Recognition
3) Reading of minutes of previous meetings.
4) Reading of the Treasurers report.
S) Communications
6) Presentation'ofbills and communications and action on it.
7) Committee reports
15
I( ell
470 Pillsbury Center
200 South Sixth Street
Minneapolis MN 55402
&
(612) 337-9300 telephone
(612) 337-9310 fax
http://www.kennedy-graven.com
CHARTERED
MEMORANDUM
TO: Mark McNeill, City Administrator
FROM: MaryD. Tietjen, Attorney
DATE: March 22, 2006
RE: Firefighter Compensation Issues
This memo is in response to the questions that have arisen regarding compensation to the City's
volunteer. firefighters. The main issue is whether the City may pay firefighters who are injured on
the job their full wages, in addition to other compensation that they may be receiving, such as
worker's compensation and accident insurance benefits, during the period of incapacity. .
I. City's Volunteer Firefi2hters
The Shakopee fire department consists of 54 individuals who are "paid on-call" firefighters. They
. receive $10 per hour while on-duty responding to a call. The fire department also currently has nine
officers who are paid an annual salary (ranging from $1,500 - $3,500) in addition to the paid on-call
wage.
Shakopee firefighters who are injured on duty are eligible for worker's compensation benefits under
the City's policy through the League of Minnesota Cities Insurance Trust. They are also covered
and may be eligible for additional compensation or benefits under the City's "Hartford Volunteer
Firefighters Accident Insurance Policy." This policy provides benefits such as accidental death
benefits, and medical expense and disability benefits.
The City has a policy of paying full-time employees who are injured on the job the difference
between what the employee would have earned and the worker's compensation payment. The
284864vl MDT SHl55-23 1
payment by the City is charged against the employee's accumulated paid leave. The City stops.the
payments when the employee's sick leave, vacation leave or accumulated compensatory time offis
exhausted. This "pay-differential" policy does not apply to part-time employees, including
firefighters.
II. The Proposal
Fire Chief Ed Schwaesdall is proposing that, when a firefighter is injured on duty, the City continue
to pay the injured firefighter the full "on-call" wage and annual salary (for officers) during the
period that the firefighter is unable to work as a result of the injury. The pay would be at the same
rate of pay as before the injury. For example, if the firefighter averaged a 50% response to fire
calls, the City would pay the firefighter at this rate during the absence. Under this proposal, the City
would pay fire department officers their annual salary during the injury-related absence, through the
end of the officer's term, if necessary. The proposed compensation would be in addition to any
worker's compensation or insurance payments that an injured firefighter receives or for which the
firefighter may be eligible.
III. Application of Worker's Compensation Laws to the Proposal
State worker's compensation laws apply to volunteer firefighters. See Minn. Stat. S 176.011, subd.
9(3); Stevens v. Village of Nashwauk, 161 Minn. 20, 200 N.W. 927 (1924). The amount of an
injured employee's worker's compensation benefits is based on a statutory formula that determines
the employee's ''weekly wage." See Minn. Stat. S 176.011, subd. 18 (defining weekly wage);
Generally speaking, worker's compensation is 66 - 2/3 percent of the employee's weekly wage at
the time of the injury. See Minn. Stat. S 176.101 (setting compensation schedule). InShakopee,ifa
firefighter is injured on duty, the calculation of their worker's compensation benefit is based on both
their firefighter wages and their wages from their full-time employment.
The worker's compensation statute deals specifically with the authority of a city, or other political
subdivision, to pay supplemental or additional payments to its employees in addition to worker's
compensation benefits. The relevant section allows a city to pay an injured employee additional
compensation from the employee's accumulated paid leave or overtime credit:
If employees of . . . a . . . city or other political subdivision of the state who are entitled to
the benefits of the worker's compensation law have, afthe time of the compensable injury,
accumulated credits under a vacation, sick leave or overtime plan, . . . the appointing
authority may provide for the payment of additional benefits to such employees from their
accumulated .vacation, sick leave. or overtime credits. Such additional payments to an
employee . . . shall not result in the payment of a total weekly rate of compensation that
exceeds the weekly wage of the employee.
Minn. Stat.s 176.021, subd. 5. Thus, under this section, a.city may pay an' employee accumulated
vacation, sick or overtime leave in addition to worker's compensation benefits as long as the
284864vl MDT SH155-23 2 I
combined payments do not exceed the weekly wage of the employee. This section does not
authorize. a city to pay an injured employee additional benefits or wages above and beyond the
employee's weekly wage for worker's compensation purposes.
Other provisions of the worker's compensation statute also prohibit payment of additional benefits
or compensation to an injured employee that would result in a rate of compensation above the
employee's weekly wage. See Minn. Stat.f176.021, subd. 5 ("Employees of a . . . city. . . may
receive additional benefits pursuant to a collective bargaining agreement or other plan, .. . and these
additional benefits may be unrelated to any accumulated sick leave, holiday or overtime credits and
need not be charged against any accumulation; provided that the additional payments shall not result
in the payment of a. total weekly rate of compensation that exceeds the weekly wage of the
employee."); Minn. Stat. f 176.021, subd. 7 (If an employee who is a public officer of the state or
governmental subdivision continues to receive the compensation of office during a period when
receiving benefits under the worker's compensation law . . . the amount of that compensation
attributable to the period for which benefits under the worker's compensation law are paid shall be
deducted from such benefits.")
.-" IV. Conclusion
Based on our review of the Fire Chiefs proposal and the relevant law, we have concluded the
following:
1. The City has wide discretion to determine employee benefits. Similar to the policy for
full-time employees, the City could, pursuant to Minn. Stat. S 176.021, subd. 5, adopt a
policy applicable to part-time employees to pay the difference between the employee's
regular earnings and the worker's compensation payment. Those payments would be
charged against the employee's accrued paid leave and stop when the accrued leave is
exhausted. Except for firefighters who are also full-time City employees, firefighters do
not accrue paid leave, and, therefore, such a policy would not apply to them.
2. The worker's compensation statute places limitations on the City's authority to pay
additional benefits or wages to an injured employee. .The statute only authorizes
payment of accumulated. benefits to an employee'up to the determined "weekly wage"
of the employee. In other words, .the combined worker's compensation benefits and
additional payments from the City may not exceed the weekly wage of the employee.
3. rt appears that the Fire Chief s proposal to continue to pay an injured firefighter his full
salary or wages in addition to worker's compensation benefits would result in payments
that would exceed the firefighter's weekly wage. Therefore, unless the worker's
compensation benefits were offset, payments above the employee's weekly wage are not
authorized based on the worker's compensation laws.
284864vl MDT SHI55-23 3
4. Although not addressed in the context of the worker's compensation statute, the City
would likely have the authority to adopt a policy to pay injured employees the difference
between their earnings and their worker's compensation benefits even after the
employee's paid leave is exhausted. However, any payments should not exceed the
employee's wages or make the employee "more than whole." In that were the case, not
only would the payments run afoul of the worker's compensation laws, but the payments
could be considered an unlawful expenditure of public funds.
Please let me know if you have questions about any of these issues.
cc: Fire Chief Ed Schwaesdall
Marilyn Remer
Gregg V oxland
Jim Thomson
John M. LeFevre
284864vl MDT SH155-23 4
Pr~c.~~IIDI\
per-member basis. Savage received a contribution of $184,514. Considering their
relatively lower number of active members, the contribution equals nearly $5,300 per
member. The average municipal contribution for those relief associations that received
one was $90,414.
Regional Analysis Shows Metro Reliefs Receive More Than Half of All Municipal
Contributions
Looking at how contributions were allocated on a regional basis, it is not surprising to see
that the majority, almost $4 million, was given to the 88 relief associations in the seven
county metro area. The combined active membership of 3,428 for the metro area relief
associations shows that as a group, these associations received about $1,140 in municipal
contributions per member.
By contrast, the 548 relief associations in greater Minnesota that are affiliated with
municipalities having a population of less than 5,000 received just under $2.9 million in
municipal contributions. These relief associations have a combined active membership
of over 12,000, meaning that as a group, each association received about $239 per
member.
There are also 43 relief associations in greater Minnesota that are affiliated with larger
municipalities (cities with populations of over 5,000 based on the 2000 census). These
relief associations received over $1 million in municipal contributions. With a combined
active membership of 1,331, this group received about $775 per member.
The following chart shows the recipients of the largest municipal contributions:
Table 2: Top Five Recipients of Muncipal Contributions by Location and Size
Greater MN Greater Minnesota
Metro Area Amount Small Cities Amount Lame Cities Amount
Eden Prairie $260,000 Dassel $43,500 Worthington $110,296
Shakopee $224,770 Dawson $37,688 Northfield $91,413
Roseville $210,568 Princeton $37,187 Alexandria $86,023
Map1ewood $192,222 . Crosby $35,228 Brainerd $75,870
Savage $184,514 Brownton $30,515 Hermantown $69,247
Relief Association Sources of Revenue and Total Net Assets
Overall, earnings from investments were the largest source of revenue for relief
associations followed by fire state aid, municipal contributions, and other income. In
2004, investment earnings totaled $25.6 million, fire state aid totaled $22.8 million,
municipal contributions totaled $7.8 million, and other sources totaled $1.1 million. The
chart on the next page illustrates the composition of relief association revenues. The
table at the bottom of the next page lists the top and bottom five relief associations based
on net assets.
4
Table 4: Top and Bottom Five Relief Associations Based.on 2004 Rates of Return
Metro Area
Top Five Bottom Five
SAINT ANTHONY 13.9% JORDAN 1.7%
OAKDALE 12.4% LEXINGTON 2.8%
BROOKLYN CENTER 12.0% NEW SCANDIA TWP 2.9%
CATARACT 11. 7% ROSEMOUNT 2.9%
GOLDEN VALLEY 11. 7% NEW MARKET 3.0%
Greater Minnesota Small Cities
Top Five Bottom Five
LISMORE 19.4% ANNANDALE -0.9%
BROOTEN 14.5% PLATO -0.4%
SQUAW LAKE 13.6% NEW LONDON -0.3%
HAYFIELD 13.1% NEVIS -0.1%
TYLER 12.9% DOVRA Y & NASHWAUK 0.0%
Greater Minnesota Lar!!e Cities
Top Five Bottom Five
WILLMAR 13.7% THIEF RIVER FALLS 1.5%
HERMANTOWN 11.4% SARTELL 5.6%
HUTCHINSON 11.2% INTERNATIONAL FLS 6.1%
GRAND RAPIDS 11.0% LITCHFIELD 6.1%
MORRIS 10.8% VIRGINIA 6.1%
2004 Rates of Return
12%
10%
8%
6%
4%
2%
0%
Stocks Bonds Cash SBI Income Average
Share Relief
Association
7
A troubling aspect of poor investment performance is that these relief associations may
not earn the statutory interest rate assumption of five percent. In fact. 360 relief
associations or over half of the relief associations in this report did not meet the statutory
interest rate assumption over the eight-year period. Relief associations that are
underfunded (have fewer assets than liabilities) and have not averaged a return of five
percent compound their unfunded liability problem.
State Board of Investment's Supplemental Fund
State law gives relief associations the authority to invest in the State Board of
Investment's (SBI's) Supplemental Fund. The SBI invests for the State, and holds the
assets of the large statewide pension plans. The Supplemental Fund is similar to a family
of mutual funds. One fund that is available for investment by relief associations is the
Income Share account. This account's target allocation is i 60 percent domestic equities,
35 percent bonds, and 5 percent cash. The goal for domestic equities is to match the
overall stock market, and the bonds are managed to attempt to do better than the overall
bond market. The expenses on this account are very low. Although each relief
association should contemplate the proper mix of stocks, bonds and cash appropriate for
its situation based on risk tolerance, age of members and years of service, the Income
Share account would not be overly aggressive or conservative for the objective of most
relief associations. Even if the allocation was not an exact match for a given relief
association it may be more appropriate than holding all cash, since the expected long-
term return of the Income Share account is higher.
From 1997 to 2004 the Income Share account returned 7.7 percent. This return is better
than what 96 vereent of all relief associations were able to return over this time
veriod. Hector, Linwood and Vermillion Lake were fully invested in the Income Share
account for the entire eight-year period. They are a good example of what a consistent,
diversified portfolio could do over the eight-year period. Their return of7.7 percent was
only exceeded by 23 relief associations.
Investing with the SBI is straightforward. Relief associations transfer their money to the
SBI and indicate what fund, or funds, they would like the assets to be invested in.
Deposits and withdrawals take place at the end of the month. Although some argue that
relief associations need the help of a broker or advisor, the evidence shows that these
compensated brokers and advisors have added little value above what a relief association
can do themselves if they use the SBI or other low cost options.
If the seven relief associations with negative rates of return during the eight years from
1997 to 2004 had invested their assets in the SBI Income Share account they would be in
very different situations right now. The table on the following page outlines the
possibilities. Every one of the seven relief associations could have at least 50 percent
more assets and payout a benefit at least 50 percent higher while keeping their funding
level and required municipal contributions substantially the same.
9
Benefit Levels
The average benefit level for lump sum plans was $1,114 per year of service, although
two-thirds of the relief associations had annual benefit levels below the average. The
average increased from the $1,056 average for 2003. Northfield and Shakopee had the
highest lump sum benefit levels at $6,600 per year of service.
Benefit Levels Vary Greatly
The average lump sum benefit level for the monthly/lump sum combination plans was
$3,951 per year of service and the average monthly benefit was about $24 per year of
service. Members in these plans have a choice at the time of retirement to receive either
the lump sum or the monthly bendit. The lump sum benefit level for the combination
plans increased from the average of $3,615 for 2003, while the average monthly benefit
level remained the same. The Plymouth Fire Relief Association offered the highest lump
sum benefit of the combination plans at $7,000 per year of service and the Minnetonka
Fire Relief Association offered the highest monthly benefit at about $45 per year of
servIce.
The average monthly benefit level for the five plans that only offer a monthly benefit was
about $19 per year of service, the same as the average for 2003. The Mound Fire Relief
Association offered the highest monthly benefit at about $29 per year of service.
Benefit Increases Common in 2004
Benefit increases were made by 164 relief associations during 2004, which is nearly one-
quarter of the pension plans. Percentage increases ranged from 1 percent to 8400 percent.
The Culver Fire Relief Association is newly incorporated and increased its annual benefit
level from. $1. to $85 per year of service, resulting in the huge percentage increase.
Reasons Cited for Increasing Benefits
Some relief association representatives say that benefit increases are needed for
recruitment and retention purposes, especially in the metro area. The city should be in a
good position to understand this need and could make contributions intended to increase
the benefits when necessary. They should be careful there does not become an
unwinnable chase for comparatively high benefit levels.
Benefit Increases Can Have Costly Consequences
Careful planning is required when considering benefit increases. A good example of a
city having to make large payments to a relief association because of approving
irresponsible benefit increases is Deer Creek. The Deer Creek Fire Relief Association
increased its benefit level in 2001 and because the City approved the increase, the
municipality was required to make any contributions that came due at the higher benefit
amount. The relief association and city approved a proportionally large increase that,
14
Table 7: Listing of Top and Bottom Five Relief Associations Based on Benefit
Levels
LUMP SUM PLANS
I Metro Area
Top Five Bottom Five
SHAKOPEE 6,600 MIESVILLE 400
GOLDEN VALLEY 6,000 HAMPTON 625
WOODBURY 5,600 NEW GERMANY 900
LAKEVILLE 5,400 HANOVER 1,000
HOPKINS 5,200 HAMBURG 1,125
Outstate Small Cities
Top Five Bottom Five
PRINCETON 2,875 MINNESOTA CITY 1
ZIMMERMAN 2,750 DOVRAY 5
GARRISON 2,675 NASSAU 25
LAKE CITY 2,600 PEQUAYWAN 60
PEQUOT LAKES & PARK RAPIDS 2,500 CULVER 85
Outstate Lan!:e Cities
Top Five Bottom Five
NORTHFIELD 6,600 RED WING 800
BRAINERD 5,600 SAINT MICHAEL 1,100
ALEXANDRIA 5,500 RIBBING 1,200
GRAND RAPIDS 5,000 MORRIS 1,200
MARSHALL 3,775 MONTEVIDEO & STEW ARTVILLE 1,300
COMBINATION PLANS
Lump Sum Benefit
Top Five Bottom Five
PL YMOUrn 7,000 BENSON 1,000
BROOKLYN CENTER 6,000 GLENCOE 1,500
MINNETONKA 5,906 PIPESTONE 1,700
ROBBINSDALE 5,500 WORTHINGTON 2,313
WHITE BEAR LAKE 5,500 NEW ULM 2,700
Monthly Benefit
Top Five Bottom Five
MINNETONKA 45 BENSON 4
EDEN PRAIRIE 44 GLENCOE 10
LAKE JOHANNA 33 ROBBINSDALE 13
APPLE VALLEY 31 WORTHINGTON 14
ROSEVILLE 27 NEW ULM 18
MONTHLY PLANS
MOUND 29 HUTCHINSON 11
SPRING LAKE PARK 29 PINE CITY 6
CHASKA 22
16
Table 8: Listing of Top and Bottom Five Relief Associations Based on Funding
Ratio
Metro Area
Hampton 191% New Scandia Twp 70%
Inver Grove Hts 164% Hamburg 68%
New Market 162% Shakopee 68%
Saint Anthony 134% Robbinsdale 64%
East Bethel 131% Jordan 61%
Greater Minnesota Small Cities
Minnesota City 12111% Eitzen 66%
Nassau 999% Nevis 65%
Dovray 623% Gaylord 63%
Pequaywan 485% Elysian 59%
Maple Hill 389% Makinen 54%
Greater Minnesota Lar2e Cities
Red Wing 175% F airmont 82%
Stewartville 151% North Branch 82%
Detroit Lakes 136% Worthington 81%
ThiefR Falls 133% Glencoe 79%
Cambridge 124% Alexandria 79%
The following chart illustrates the composition of relief association expenditures in 2004.
2004 Expenditures
Lump Sum Monthly Pension
Pension Payments
Payments 9%
81%
Other Benefits
3%
Administrative
Expenses
7%
11 Lump Sum Pension Payments 11 Monthly Pension Payments
[) Other Benefits [) Administrative Expenses
18
Table 10-A
Financial and Investment Data for Lump Sum Plans
For the Year Ended December 31, 2004
Active Net State Municipal Pension ROR Funding
Relief Association Members Assets Aid Contributions Amount 2004 Ratio
ROSE CREEK 21 96,458 7,863 5,446 400 7.9 80%
ROSEAU 25 438,381 34,107 3,500 1,600 9.6 119%
ROSEMOUNT 36 1,686,137 106,192 135,000 4,800 2.9 98%
ROTHSAY 22 269;367 11,246 - 600 4.3 145%
ROY ALTON 22 114,433 12,848 4,400 575 6.0 89%
RUSH CITY 27 459,474 25,816 16,925 1,350 9.0 86%
RUSSELL 15 99,762 7,487 - 375 2.9 126%
RUTHTON 17 144,874 6,739 425 750 3.7 108%
SABIN-ELMWOOD 17 130,050 7,862 1,199 800 3.1 113%
SACRED HEART 25 181,293 9,359 2,729 600 2.1 99%
SAINT ANTHONY 26 797,935 48,641 6,000 1,700 13.9 134%
SAINT BONIFACIUS 23 337,107 32,537 32,414 2,150 7.6 80%
SAINT CHARLES 23 443,337 27,079 12,464 1,500 8.0 103%
SAINT CLAIR 27, 530,330 21,735 10,000 1,100 6.2 122%
SAINT CLOUD TWP 26 834,699 52,010 - 2,100 6.6 124%
SAINT JAMES 34 512,342 32,272 17,335 1,500 5.6 101%
SAINT JOSEPH 30 690,399 44,799 28,347 1,600 9.0 90%
SAINT LEO 21 112,409 8,985 - 300 4.6 130%
SAINT MARTIN 25 226,642 8,985 6,000 600 12.2 110%
SAINT MICHAEL 28 436,803 53,266 26,633 1,100 7.0 119%
SAINT PAUL PARK 27 709,689 28,457 12,963 1,800 10.8 108%
SAINT PETER 30 666,852 59,470 11,376 2,150 6.3 85%
SAINT STEPHEN 26 280,759 20,793 21,230 1,050 8.5 70%
SANBORN 19 88,967 7,113 4,000 450 2.3 96%
SANDSTONE 16 139,555 22,247 4,693 1,100 4.8 90%
SARTELL 29 632,607 66,051 6,000 1,650 5.6 121%
SAUK CENTRE 30 420,191 40,256 3,500 1,175 6.4 101%
SAUK RAPIDS 28 678,620 93,672 20,918 2,900 9.4 88%
SCANDIA VALLEY 22 301,545 12,567 16,732 1,200 8.6 109%
SCANLON 24 168,526 6,364 8,717 800 8.4 102%
SCHROEDER 12 124,210 4,118 8,085 800 12.0 156%
SEBEKA 20 432,189 17,143 2,000 1,100 8.9 114%
SHAKO PEE 45 2,649,514 172,259 224,770 6,600 7.3 ..~
SHERBURN 25 376,637 10,472 8,000 1,000 5.9 118%
SHEVLIN 22 156,378 7,487 4,002 600 5.7 90%
SILICA 17 129,384 5,990 - 600 8.9 111%
SILVER BAY 20 333,701 14,169 - 1,000 6.7 124%
SILVER LAKE 26 184,559 12,671 4,739 650 2.9 89%
SLAYTON 30 451,848 18,022 12,439 1,300 3.6 89%
. SLEEPY EYE 33 564,462 36,033 2,000 1,450 5.2 101%
SOLWAYRURAL 16 63,738 6,731 - 400 9.2 112%
37
Table ll-A
Funding Status and Ratios for Lump Sum Plans
For the Year Ended December 31, 2004
Deficit 1 2
Relief Net Accrued Surplus or Funding Amortization Normal Required
Association Assets Liabilities (Deficit) Ratio Payment Cost Contribution
SAINT CLAIR 530,330 434,644 95,686 122% - 27,126 -
SAINT CLOUD TWP 834,699 673,952 160,747 124% - 54,971 -
SAINT JAMES 512,342 509,066 3;276 101% 3,802 49,470 10,231
SAINT JOSEPH 690,399 764,117 (73,718) 90% 11,763 52,025 -
SAINT LEO 112,409 86,402 26,007 130% - 5,790 -
SAINT MARTIN 226,642 205,696 20,946 110% 738 14,388 -
SAINT MICHAEL 436,803 368,443 68,360 119% - 31,780 -
SAINT PAUL PARK 709,689 655;292 54,397 108% - 45,828 -
SAINT PETER 666,852 782,469 (115,617) 85% 18,933 65,050 7,003
SAINT STEPHEN 280,759 399,777 (119,018) 70010 14,512 26,352 7,980
SANBORN 88,967 92,916 (3,949) 96% 1,910 8,658 815
0'1
0 SANDSTONE 139,555 155,496 (15,941) 90% 5;243 12,210 -
SARTELL 632,607 523,802 108,805 121% - 51,678 -
SAUK. CENTRE 420,191 416,049 4,142 101% - 34,850 -
SAUK. RAPIDS 678,620 766,876 (88,256) 88% 25,521 77,372 -
SCANDIA VALLEY 301,545 277,416 24,129 109% - 25,968 3,603
SCANLON 168,526 165,016 3,510 102% 3,033 16,784 6,919
SCHROEDER 124,210 79,402 44,808 156% - 8,585 -
SEBEKA 432,189 378,477 53,712 114% - 22,487 -
SHAKOPEE 2,649,514 3,916,348 (1,266,834) 68% 174,553 299,299 222,808
SHERBURN 376,637 318,112 58,525 118% - 25,600 -
SHEVLIN 156,378 174,701 (18,323) 90% 3,161 13,660 2,549
SILICA 129,384 116,950 12,434 111% - 8,928 -
SILVER BAY 333,701 269,360 64,341 124% - 22,160 -
SILVER LAKE 184,559 208,325 (23,766) 89% 5,134 16,458 3,024
SLAYTON 451,848 510,540 (58,692) 89% 6,651 41,886 12,997
SlEEPY EYE 564,462 561,638 2,824 101% 3,195 47,212 -
SOL WAY RURAL 63,738 56,736 7,002 112% - 6,056 -
SOLWAYTWP 154,663 106,500 48,163 145% - 9,815 -
Table 14
Rates of Return and Asset Allocation
For the Year Ended December 31, 2004
Rank
Allocations @ 12/31/04 Rates of Return (%-ile)
%of -
Market Assets Stock Bond Cash Other 8-Yr
Relief Association Value @SBI % % % % 2004 5- Year 8- Year Return
----
SEBEKA 431,189 - 62 13 25 - 8.90 9.2 8.8 99%
SHAKO PEE 2,649,514 55 55 15 30 - 7.30 1.6 6.4 82%
SHERBURN 375,637 56 35 19 46 - 5.90 3.1 6.6 85%
SHEVLIN 155,444 44 28 57 15 - 5.70 4.0 5.1 56%
SILICA 129,384 - 48 43 9 - 8.90 8.4 6.9 89%
SILVER BAY 327,964 41 53 8 39 - 6.70 4.8 6.5 84%
SILVER LAKE 179,820 - - 100 - 2.90 4.1 4.4 39%
SLAYTON 444,861 - 13 6 80 3.60 2.1 5.1 57%
SLEEPY EYE 564,462 - - 88 12 5.20 7.3 5.9 73%
SOLWAYRURAL 63,738 - 85 - 15 - 9.20 2.1 4.7 45%
SOLWAYTWP 153,441 91 26 64 10 - 6.90 5.0 6.5 83%
SOUTH BEND TWP 255,991 - 74 2 24 11.10 (2.9) 3.5 19%
SOUTH HAVEN 163,616 - 68 14 18 6.30 (1.3) 5.3 60%
SPICER 231,477 - 57 6 37 - 6.10 (4.2) 3.6 21%
SPRING GROVE 171,181 - 16 11 73 - 2.90 3.4 3.7 23%
SPRING LAKE PARK 7,184,167 11 59 5 35 1 7.70 1.8 7.1 91%
SPRING VALLEY 418,937 - 53 12 35 - 12.10 4.1 7.2 93%
SPRINGFIELD 332,199 - 53 34 13 - 8.30 4.0 6.3 80%
SQUAW LAKE 137,800 51 1 40 8 13.60 7.5 8.9 99%
STACY-LENT 330,485 55 13 32 8.90 3.9 5.9 73%
STAPLES 267,537 - 53 1 46 - 8.60 (0.1) 2.6 9%
STARBUCK 146,522 45 39 5 56 - 6.30 2.2 3.5 20%
STEPHEN 201,359 60 51 9 40 - 6.90 0.4 4.4 38%
STEWART 183,205 48 36 11 53 - 6.10 2.5 5.4 62%
STEW ARTVILLE 642,612 49 40 45 15 - 7.40 6.4 6.2 77%
STILLWATER 2,222,377 23 61 22 17 - 10.60 2.8 7.4 94%
STURGEON LAKE 66,520 54 41 13 46 - 6.60 2.0 6.0 75%
SUNBURG 98,341 - - - 100 - 1.60 3.0 4.0 29%
SW ANVILLE 144,402 28 - 55 17 6.10 0.8 4.4 40%
TACONITE 110,785 - 45 30 20 5 1.60 (1.6) 0.6 2%
TAUNTON 34,032 - - - 100 - 2.70 4.3 4.3 35%
THIEF R FALLS 1,012,731 - 29 63 8 - 6.40 4.3 7.4 94%
THIEF R FALLS POL 154,201 - 100 1.50 4.5 5.4 64%
THOMSON 342,831 11 61 28 11 - 8.70 (0.6) 7.4 95%
TOFTE 68,700 99 82 16 2 10.80 0.6 7.4 94%
TOIVOLA TWP 98,678 - 54 10 36 - 1.50 0.6 4.1 30%
TOWER 102,149 45 11 43 1 6.70 1.6 3.1 14%
TRACY 343,319 - 26 6 67 1 4.80 0.6 4.2 34%
TRIMONT 293,496 - - - 100 - 2.90 4.7 5.2 58%
TRUMAN 256,295 70 51 18 31 - 7.90 2.4 6.4 81%
TWIN LKS-Freebom Co 163,380 - - 100 - 1.90 3.7 4.1 30%
118
2005 Twin Cities Metro\)olitan Area compensatlol1 Survey
Survey Title: Paid On-Call firefighter Job Number: 70
Level: Paid On-Call fire fighting. A-chck~~ clEll
Typical Duties: A member of on-call fire department, performs general-duty fire fighting work involving the protection of life and
property through combating, extinguishing and preventing fire.
Shown below are the pay policies for the paid on-call firefighters in each unit of government.
Approx. Fire - - -_.__._---~~.
Jurisdiction ~ Calls Drills OIT
GROUP 5
CITY OF FRIDLEY 30 $12.06/HR AVG $11.54/HR NO
CITY OF SHAKO PEE 50 $10.00/HR NO
CITY OF BROOKLYN 40 $80/DUTY SHIFT $13.00/HR NO
CENTER
CITY OF INVER GROVE 55 $10.00/HR $10.00/HR NO
HEIGHTS
CITY OF COTTAGE 55 $9.50/HR $9.50/HR YES
GROVE
CITY OF ROSEVILLE 65 $10.00/HR $10.15/HR YES
CITY OF MAPLEWOOD 91 $14.29/CALL $18.00/CAlL NO
CITY OF ST. LOUIS 20 YES
PARK
CITY OF APPLE VALLEY 86 $12.10/HR $12.10/HR NO
CITY OF LAKEVILLE 90 $6.25/CALL $6.25/HR NO
CITY OF MINNETONKA 85 $11.60/HR $11.60/HR NO
CITY OF WOODBURY 74 $10.82/CALL $10.82/CALl YES
CITY OF EDEN PRAIRIE 70 $ 17.00/CALL NO
CITY OF MAPLE GROVE 94 $11.47/HR , $11.47/HR NO
CITY OF COON RAPIDS 20 $11.00/HR $11.00/HR YES
CITY OF EAGAN 150 $10.38/HR $16.00/HR NO
CITY OF PLYMOUTH 75 $11.24/HR $11.24/HR YES
CITY OF BROOKLYN 69 $10.68/HR $10.68/HR NO
PARK
S'I/~NTON I
166 (,ROUP
.. ....~..........~....;..,~I.~__,I_~..t
''"W-.-...-.-............... ... ..-....'......... ...... ........... ....... ....., .W'....~.'"!
2005 TwiN CitIes MetropolitaN Atea CompeNsatlotl Sutvey
Survey Title: Paid On-Call Firefighter Job Number: 70
Level: Paid On-Call fire fighting.
Typical Duties: A member of on-call fire department, performs general-duty fire fighting work involving the protection of life and
property through combating, extinguishing and preventing fire.
Shown below are the pay policies for the paid on-call firef~hters in each unit of government.
Approx. Fire
Jurisdiction No. Calls Drills OfT
CITY OF BLOOMINGTON 160 $4.12/CALL $4. 12/CALL YES
GROUP 6
CITY OF MENDOTA 36 $7.69/HR AVG, TENURE BASED $7.35/HR AVG, TENURE BASED NO
HEIGHTS
CITY OF VADNAIS 26 $12.00/HR $12.00/HR NO
HEIGHTS
CITY OF HAM LAKE 50 $10.93/HR $10.93/DRILL NO
CITY OF ROBBINSDALE 30 $10.00/HR $10.00/HR :~o
CITY OF STILLWATER 34 YES
CITY OF HOPKINS 36 $11.65/HR $11.65/HR
CITY OF FOREST LAKE 31 . $18.25/HR $18.25/HR NO
CITY OF ANOKA 38 NO
CITY OF NORTHFIELD 29 $19.69/HR $29.82/HR NO
CITY OF COLUMBIA 30 $10.18/HR AVG $9.79/HR AVG YES
HEIGHTS \
CITY OF FARMINGTON 42 $9.13/HR $9.13/HR YES
CITY OF PRIOR LAKE 37 $9.50/HR $4.00/HR NO
CITY OF RAMSEY 40 $13.50/HR $13.50/HR NO
CITY OF GOLDEN 50 $12.55/HR $12.55/HR YES
VALLEY
CITY OF ROSEMOUNT 44 $2.00/CALL $2.00/CALL NO
CITY OF HASTINGS 45 $10.00/HR $9. OO/H R
CITY OF NEW 35 $11.80/CALL $11.80/HR NO
BRIGHTON
STANTON I
167 GROUP
200S twltl ClUes MetropolitaN Mea ComfJeMsatloH Sutvey
Survey Title: Paid On-Call Firefighter Job Number: 70
.
level: Paid On-Call fire fighting.
Typical Duties: A member of on-call fire department, performs general-duty fire fighting work involving the protection of life and
property through combating, extinguishing and preventing fire.
Shown below are the pay policies for the paid on~call firefighters in each unit of government.
Approx. Fire ,
Jurisdiction No. Calls Drills OIT
CITY OF CHASKA 44 $11.29/HR $11.29/HR NO
CITY OF CHANHASSEN 45 $8.00/HR $16.00/CAlL NO
CITY OF WHITE BEAR 54 $10.25/HR $10.25/HR NO
LAKE
CITY OF SAVAGE 32 $10.83/HR $9.93/HR NO
GROUP 7
CITY OF LONG LAKE 35 $10.00/HR NO
CITY OF CARVER 30 $7.50/HR $7.50/HR NO
CITY OF OSSEO 25 $8.00/HR $8.00/HR NO
CITY OF WAYZATA $7.00/HR $7.00/HR
CITY OF DAYTON 24 $7.00/HR $7.00/HR NO
CITY OF S1. PAUL PARK 35 $6.00/HR $6.00/HR NO
CITY OF VICTORIA 32 $6. 75/HR $5. 15/HR NO
CITY OF ROGERS 35 $7/HR FF1, 8/HR FF1&1ST RESP,9/HR FF1+2 $7/HR FF1, 8/HR FF1&1ST RESP, 9/HR FF1+2 NO
CITY OF ST. ANTHONY 20 $10.00/HR $10.00/HR NO
CITY OF LAKE ELMO 32 $10.25/HR $10.25/HR NO
CITY OF HUGO 32 $13.40/HR $13.40/HR NO
CITY OF WACONIA 35 $10.00/HR NO
CITY OF MOUND 40. $7.50/HR $4.00/HR NO
S'I~\NTON I
168 GROUP
~~~~~~~--------~----~-~------------~-------
~~oc ~ \,Iv\~ t I [:"
FIRE DEPARTMENTS AROUND THE METRO i
I
- ~-- -- ~ - - ------~--~ -----
I have emailed outto the Metro Chiefs Association to which I belong to get numbers on issues that have arose
for the council workshop and have listed what I have been given. Not all answered all the questions and the
pays vary for all. The populations of all the town are not listed and wasn't asked so that does need to be taken
into consideration for Shakopee's population exceeds many of the towns listed. Also the square miles covered
varies. There area lot of differences between each department and their city when talking with the chiefs from
the metro area on the issues facing everyone.
CHANHASSEN FIRE
. HOURLY PAY $7.00
. FIRE CHIEF PAY-$2,500 YEAR
. PAY AT SCHOOL IS P A YED HOURLY PLUS IF A CALL PAID AND CREDIT FOR CALL
ISANTI FIRE
. HOURLY PAY $10.00
. FIRE CHIEF PAY-$10,000 YEAR
. PAY AT SCHOOL-FIREFIGHTER GETS $150.00 FULL DAY, $75.00 HALF DAY
STILLWATER
. HOURLY PAY
PROBATIONARY-$9.75
FIREFIGHTER-$10.25
OFFICERS-$11.00-$13.25-ENGINEER-ASSISTANT CHIEF
. PAY AT SCHOOL FOR HOURS IN CLASS AND CREDIT FOR CALLS WHILE IN CLASS.
. PENSION-$4,200.00PER YEAR OF SERVICE
EDEN PRAIRIE
. HOURLY PAY
FIREFIGHTERS-$7.00-8.00 DEPENDING ON PERCENT OF CALLS
MADE HAVE AN INCENTIVE TO MAKE MORE CALLS GET MORE PER HOUR
. PENSION-$50.00 YEAR OF SERVICE/MONTH-10YEARS/$500.00 PER MONTH, $20
YEARS/$I,OOO.OO PER MONTH BENEFIT GOING UP $2.00 PER MONTH UNTIL 2009.
. CITY CONTRIBUTION-$300,OOO. PER YEAR PLUS STATE AID-$747,000. YEARLY
. PAY AT SCHOOL-FIREFIGHTERS GET CREDIT, IF WORK FOR CITY GET PAY
WEST METRO FIRE-RESCUE DISTRICT
. HOURLY PAY
PROBATIONARY-$7.69-$1.92 AFTER FF1,$1.28 AFTER 1 ST
RESPONDER, $.64 HAZMAT, $1.28 AFTER PROBATIONARY
FIREFIGHTER -$12.81
CAPTAIN-$15.72
DISTRICT CHIEF-$17.19
. ADDITIONAL $1.00 PER HOUR FOR COMPLETING 150 ADD HOURS OUTSIDE OF FFII
CLASS. MAINTAIN 16 HOURS EVERY 5 YEARS TO STAY AT THAT PAY LEVEL
ELK RIVER
. HOURLY PAY
FIREFIGHTER-$11.88
. CITYCONTRIBUTION-$28,100 PER YEAR
. PAY AT SCHOOL-FIREFIGHTERS GET PAID FOR HOURS ATTENDING AND CREDIT FOR
CALLS MISSED
ROSEVILLE
. HOURLY PAY
FIREFIGHTER-$12.00-$16.00 DEPENDING ON RANK
. PENSION-$27.00 PERMONTH PER YEAR OF SERVICE
. CITY CONTRIBUTION-$300,000.-$450,000. INCLUDES 2% MONEY
. PAY AT SCHOOL-FIREFIGHTERS GET PAID FOR HOURS AT SCHOOL AND CREDIT FOR
CALLS
WOODBURY
. HOURLY PAY
NON- TRAINED-$9.42
FFl OR EMT-$10.12
FF1-1 ST RESPONDER-$l 0.95
FFII-NON TRAINED EMS-$10.95
FFII-l STRESPONDER-$11.09
FF1 & EMT-$11.29
FFII & EMT-$12.37
FFIII, EMT-P OR FF TECH-$12.61
FFIV-$12.88
LIET-$13.52
CAP-$14.13
ASST CHIEF-$14.74
. PENSION-$6,000 PER YEAR OF SERVICE
. CITY CONTRIBUTION-IN 2005 CITY PUT $100,000.00 INTO RESERVE ACCOUNT DIDN'T
NEED TO ADD TO PENSION FUNDING THERE.
. CHIEFS-SALARIED
HOPKINS
. HOURLY PAY
FIREFIGHTERS-$1l.95
. PENSION-$6000.00 PER YEAR OF SERVICE
. CITY CONTRIBUTION-$35,000.00
. PAY AT SCHOOL-FIREFIGHTERS RECEIVE PAY FOR FF1,FFII HAZMAT WHILE AT
SCHOOLS GET PAY AND CREDIT FOR CALLS
APPLE VALLEY
. HOURLY PAY
FIREFIGHTERS-$12.45
. PENSION-$5400 PER YEAR OF SERVICE
. CITY CONTRIBUTION-$158,000-2004
. PAY AT SCHOOL-FIREFIGHTERS RECEIVE PAY AT SCHOOL FOR HOURS ATTENDING AND
CREDIT FOR CALLS
SPRING LAKE PARK
. HOURLY PAY
FIREFIGHTER-$8.00
. CITY CONTRIBUTION-$200,OOO GOING TO $250,000
COON RAPIDS
. HOURLY PAY
FIREFIGHTERS-$11.00
BROOKLYNPARK
. HOURLY PAY
PROBY-$8.44
FFI-$10.28
FFII-$11.88
FFIII -$13.41
CAPTAINS-$327.88 PLUS CALL/TRAINING PAY
DISTRICT CHIEF-$409.59 PLUS CALL/TRAINING PAY
TRAINING OFFICER-$327.88 PLUS CALL/TRAINING PAY
DEPUTY CHIEF TRAINING-$878.1O PER MONTH NO HOURLY
. CITY CONTRIBUTION-$350.00 PER FIREFIGHTER
. PAY AT SCHOOL-FIREFIGHTERS GET CALL PAY AND CREDIT