The City of West Sacramento is seeking motivated professionals to join its Fire Department Management Team as the Deputy Fire Chief!Preference will be given to candidates who possess aBachelor's Degree with fifteen (15) years paid experience in a municipal fire department, including time served in an administrative capacity (40 hour work week).Due to the critical response time criteria required of the position, the incumbent must live within thirty (30) minutes of the City of West Sacramento. Preference will be given to candidates who meet this requirement at time of application.
An official City of West Sacramento application form must be filled out, in its entirety. It is the applicant's responsibility to explain his/her qualifications fully and clearly. In addition, applicants will need to submit a resume and a copy of the required certificates, and complete the supplemental questionnaire. Incomplete information on the application and/or resume, supplemental questionnaire, may be cause for disqualification from the examination process. Application packages will be screened for qualifications. Top screened qualified applicants will be invited to participate in an oral panel interview. The results of the interview will determine the applicant's placement on the eligibility list. The top candidates successfully passing each phase of the examination process will be forwarded to the Department for further departmental consideration.Examples of Duties / Knowledge & Skills
Full job description:https://www.governmentjobs.com/careers/westsacramento/classspecs/1228276?keywords=deputy&pagetype=classSpecificationsMinimum qualifications & Requirements
EDUCATION AND EXPERIENCE:Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:
Education: Bachelor's Degree in Fire Administration, Public Administration, Business Administration or related field supplemented with courses in technical areas related to the fire service such as: Fire Command (Major Fires, High-Rise, Major Hazardous Materials Incidents and Wild land), Fire Prevention, Emergency Management (Large Scale Disaster Planning, Response and Recovery), Strategic Planning, Organizational Development and Labor Relations.
Equivalent to an AA/AS degree in Fire Science/Technology or sixty (60) college semester units with major coursework in Fire Science/Technology; two (2) additional years' experience at the level of Fire Battalion Chief may be substituted for the required semester units on a year-for-year basis.
Experience: A minimum of ten (10) years paid experience including at least two (2) years at the Fire Battalion Chief level or above in a municipal or public safety department or fire district.
LICENSES AND CERTIFICATES: Possession and maintenance of a valid Class "C" California driver's license. Possession of a Chief Officer certificate issued by the California State Fire Marshal's Office is desirable.
SPECIAL CONDITIONS: Due to the critical response time criteria required of the position, the incumbent must live within thirty (30) minutes of the City of West Sacramento.
City of West Sacramento
SAFETY MANAGEMENT GROUP*
Budget Cycle: 07/01/2019 ? 06/30/2021
Bereavement Leave:2-4 days depending upon relationship of employee to deceased. Additional 2 days discretionary. Those employees on a shift1 schedule will be allowed 24-48 hours depending upon relationship of employee to deceased. Additional 24 hour discretionary. See Personnel Rules.
Bilingual Pay:A premium pay of 5% will be added for employees possessing and utilizing bilingual skills on duty. The number of individuals to receive this pay, the languages available, and the qualification requirement will be determined by the City.
Educational Incentive ProgramFor the positions of Deputy Fire Chief & Fire Battalion Chief only: 2% for an Associate's Degree OR 4% for a Bachelor's Degree. Maximum educational incentive is 4%.
Emergency Call Back:For the position of Deputy Police Chief and Fire Division Chief, Emergency Call Back will be paid at the straight-time rate. The position of Fire Battalion Chief will be paid at the overtime rate (1-1/2). This includes responses pursuant to automatic aid agreements and to responses to agencies within Yolo County. (See also "Mutual Aid and Other Responses" below.)
Holidays:10 set and 3.5 floating.
Those employees on a shift1 schedule will earn 120 hours plus 42 hours of floating holidays. Holidays accrue at the beginning of each calendar year; floating holidays accrued at the beginning of the fiscal year. Employees on a shift schedule may cash out up to ninety-six (96) hours of holiday leave per fiscal year.
Long-Term Disability:Voluntary ? Plan offered is Standard LTD.
Management Leave:80 hours per fiscal year ? prorated depending on date of hire (see Internal Procedures). Those employees on a shift1 schedule receive 120 hours per fiscal year ? prorated depending upon date of hire (see Internal Procedures). No accumulation.
Medical, Dental and Vision After Retirement:For employees and retirees hired before 7/1/2019: City pays for CalPERS medical plan premiums up to $800 per month. Dental and Vision paid by the retiree. Vision is offered for 18 months (COBRA). Should the retiree not elect to participate in dental after retirement or cancels coverage, he/she cannot re-elect coverage during open enrollment.
For employees hired after 6/30/2019: The City's maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA). In addition to the PEMHCA minimum, employees will receive the following contributions to their Retiree Health Savings account:
- From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee's RHS account
- After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account.
- After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account.
- After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.
Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution.
Employees will fall under the medical retirement tier based on original date of hire as a regular employee.
Medical, Dental, Vision, Life and LTD Insurance:Medical plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. Dental plan is self-insured through Delta Dental. Vision plan is Vision Service Plan. The life insurance is a $24,000 term life insurance with $1,000 coverage for a spouse and children aged 6 months to 23 years, and $100 coverage for children aged 14 days to 6 months.
Effective July 1, 2019, the City will allot $950 per month per employee towards a cafeteria plan. The employee must purchase dental, vision and life and has the option to purchase medical insurance with the remainder of the allotment. If the employee still has money left over after the purchase of medical, vision, life, and dental insurance plans, the employee can divert the remainder to a city deferred compensation plan or supplemental salary according to the procedures governing cafeteria plans as established by law.
Effective January 1, 2020, the employer contributed cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum.
- Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $865 per month.
- Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,255 per month.
- Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $1,625 per month.
- In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
- Medical Opt Out: City will pay $865 per month upon showing proof of other group medical coverage, but employee must purchase dental, vision and life at the employee-only level. Remainder may be diverted to supplemental salary according to the procedures governing cafeteria plans as established by law.
Medical One-Time Bonus: For employees who opt-out of coverage for the entire calendar year of 2020, a bonus equal to the annual difference between $950/mo and $865/mo (approx. $1,020). For employees who select employee only coverage for the entire calendar year of 2020, a bonus equal to the annual difference between $950/mo and actual premium paid for medical/dental/vision/life. These bonuses will be paid in the second pay period of January 2021.
401(a) Money Purchase Plan:For Deputy Police Chief only: 1.5% City contribution
Mutual Aid and Other Responses:The positions of Deputy Police Chief, Deputy Fire Chief and Fire Battalion Chief will receive overtime at the rate of time and one-half for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services. The City Manager may also request additional authority from the City Council for payment of overtime at time and one-half in the event of an unusual or prolonged emergency situation within the City of West Sacramento.
Retirement (Fire):For employees hired on or after January 1, 2013, who are new CalPERS members, the retirement formula will be 2.7% @ 57 in accordance with the Public Employees' Pension Reform Act of 2013 (PEPRA) and includes 3 year final comp; Unused Sick Leave Credit. Employees shall have a member contribution rate of fifty percent (50%) of the total normal cost rate.
For employees hired on or after December 15, 2012, or who are current CalPERS members, 3% @ 55 plan. Includes 3 year final comp; Unused Sick Leave Credit. The employee pays entire 9% of employee's contribution.
For employees hired before December 15, 2012, 3% @ 50 with final year highest comp, enhanced non-industrial disability, 1959 Survivor's Benefit (3rd level), and Unused Sick Leave CreditThe employee pays entire 9% of employee's contribution.
New employees covered a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 3% @ 55 plan, in accordance with PEPRA.
Retirement (Police):For employees hired on or after January 1, 2013, who are new CalPERS members, the retirement formula will be 2.7% @ 57 in accordance with the Public Employees' Pension Reform Act of 2013 (PEPRA) and includes highest thirty-six months for final compensation determination and Unused Sick Leave Credit. Employees shall have a member contribution rate of fifty percent (50%) of the total normal cost rate.
For employees hired on or after October 8, 2011, or who are current CalPERS members, 3% @ 55 plan. Includes highest thirty-six months for final compensation determination and Unused Sick Leave Credit. The employee pays the entire 13.325% employee contribution.
For employees hired before October 8, 2011, 3% at 50 plan with final year highest comp Unused Sick Leave Credit and 1959 Survivor's Benefit (3rd Level). The employee pays the entire 13.325% employee contribution.
New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 3% @ 55 plan, in accordance with PEPRA.
Salary:Pay Period Inclusive of July 1, 2019 ? Various Equity Adjustments Per Chart.
POSITION TITLE% Change
Deputy Fire Chief (1)3.62%
Deputy Police Chief (1)9.20%
Fire Battalion Chief2.49%
Pay Period Inclusive of July 6, 2019 ? 3.00% GSI.
Pay Period Inclusive of July 1, 2020 ? 3.00% GSI.
One-Time Retention Bonus Payment: A one-time, non-PERSable retention bonus payment of 1% of annual base salary paid in the second pay period in July 2019.
Sick Leave:12 days per year. (144 hours per year for those employees on a shift1 schedule.) Unlimited accumulation and no payoff. However, an employee shall be paid one-half of the value of his/her accumulated sick leave upon layoff or death based upon his/her salary at the time of termination. At retirement, employee may choose to have up to 50% of the value of his/her accumulated sick leave paid out in cash or have up to 100% of unused sick leave reported to CalPERS as service credit.
Stand-By Pay:$2.75 per hour. (For Fire personnel only)
Unfunded LiabilityEmployee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.
Uniform Allowance:1% of base salary.
Vacation:1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Those employees on a shift1 schedule earn 120 hours per year for 1-5 years of service; 180 hours per year for 6-10 years of service; 240 hours per year for 11-19 years of service; and 300 hours per year for 20+ years of service. Maximum accumulation to 19 yrs = 296 hours per year (shift1 employees = 444); maximum accumulation to 20 yrs = 356 hours per year (shift1 employees = 534). Total payoff at separation. Employees will be bought down 40 hours below cap in December 2019 when hard caps go into effect. Vacation sell back provisions restablished in January 2021.
Employees in this group should refer to the City Personnel Rules for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment.
*Safety Management is part of the Management unit. Positions include Deputy Police Chief, Deputy Fire Chief, and Fire Battalion Chief. This benefit summary was prepared for ease of benefit administration.
1Shift means a 48/96 shift period.
- Yes, 0-1 years
- Yes, 1-2 years
- Yes, 2-4 years
- Yes, 4+ years
- No experience in an administrative capacity
- Chief Officer certificate issued by the California State Fire Marshal's Office
- None of the above
- Zoll RMS
- 800 Megahertz communications systems
- Fire Operations
- Training, including training groups and/or consortiums
- Personnel, including working with Human Resources
- Grant writing and administration
- City Manager and City Council form of government
- None of the above
- Associate's Degree
- Bachelor's Degree
- Master's Degree
- None of the above
- Less than 10 years
- 10-15 years
- 15+ years
- Less than 2 years
- 2-5 years
- 5+ years
* Required Question