Fire Department Attrition Reduction Plan Update - City of Columbia

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• Communication • Development of guidelines • Officer development • Employee recognition • Respect from command staff and managers • Command staff must admit mistakes • Seek employee input on new ideas and improvements • Improved use of resources Improving Employee Satisfaction City of Columbia; Office of the Fire Chief
Phase Three of the study surveyed Human Resources Practices for 21 metropolitan fire departments in the southeastern US 9 departments responded consisting of 115 to 820 employees, with an average size of 415 5 departments offered paramedic service and 2 offered EMT services; 2 offered no medical services USC’s Institute for Public Safety and Policy Research City of Columbia; Office of the Fire Chief
Page 1 and 2: Columbia Fire Department Employee A
Page 3 and 4: Nationally recognized for its surve
Page 5 and 6: Phase One and Phase Two: A previous
Page 7: • 44% of former CFD employees wou
Page 11 and 12: • CFD 6 Year Average Attrition Ra
Page 13 and 14: Annual Compensation $90,000 $80,000
Page 15 and 16: • $1.89 million spent in 2012 for
Page 17 and 18: •A/C of Professional Services was
Page 19 and 20: $1,200,000.00 2006-2012* Attrition
Page 21 and 22: Salary ranges have an established m
Page 23 and 24: Hourly rates • Fire Flow technici
Page 25 and 26: • In 2008, The Public Safety Rete
Page 27 and 28: 100% 75% 50% 25% 8 HOUR POLICE FIRE
Page 29 and 30: 600 500 400 300 CFD Annual Hours Re
Page 31 and 32: PAY CLASS CALENDAR FYI ONLY DEFAULT
Page 33 and 34: • 11 Battalion Chiefs • 29 Capt
Page 35 and 36: Report of Mayor-Elect Steve Benjami
Page 37 and 38: Report of Mayor-Elect Steve Benjami
Page 39: Funding Sources City of Columbia; O

Fire Department Attrition Reduction Plan Update - City of Columbia

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