For City Council consideration is a resolution authorizing the creation of a new Deputy Fire Marshal position to provide services under the Brea Fire Department. Under administrative direction from the Fire Chief and/or civilian Fire Marshal, this position is to serve as a non-sworn Deputy Fire Marshal, responsible for the day-to-day professional and technical work in the analysis and enforcement of municipal and state fire prevention codes and securing fire and life safety in various structures and installations; oversight of community risk reduction related activities. This position is distinguished from the Fire Protection Analyst position in that the Deputy Fire Marshall exercises direct supervision over technical and administrative staff.
The Fire Department identified a need to add the job description of Deputy Fire Marshal. Recently, the department encountered a vacancy with its Fire Marshal position. This vacancy was due to the termination of the Brea/Fullerton Command Share Agreement. Recruitment was completed, and it was found that to best support Brea’s community and strengthen the Brea-only Fire Department, creating a Deputy Fire Marshal job description would increase efficiencies and provide opportunities for succession planning and growth within the department. Considering the currently allocated Fire Marshal salary, staff recommends an innovative approach to best serve the community and organization by hiring two Deputy Fire Marshals. By adjusting the Position Allocation List and adding the Deputy Fire Marshal classification, the Fire Department can develop depth, which will significantly assist the succession planning for the Fire Department to enhance quality and services to the community. Two Deputy Fire Marshal positions would offer further coverage to Brea’s growing population. The duties would focus on critical needs in the community, including Fire Development and Fire Prevention.
These Deputy Fire Marshals will be cross-trained, performing equivalent duties described in the attached job description and cross-trained to increase the department’s efficiency. The focus of requesting these positions is to provide a path for employees to develop and acquire the necessary skills to qualify to become Fire Marshal in the future and design an organizational chart that will serve the community of Brea with excellence.
This strategy encourages staff growth and development while promoting organizational morale and developing the best fit to serve Brea’s community as Fire Marshal. Seizing this opportunity to align staffing with City-wide goals, including providing exemplary service, opportunities for internal growth, and maintaining superior staff for Brea, will ultimately benefit the community and employees. Brea has a reputation for going above and beyond, doing more than the norm for the community, which speaks to our exemplary customer care. This unique approach is fostered within Brea’s organization. Furthermore, accomplishing these objectives will achieve the City Council’s critical goal of providing exemplary customer service, creating opportunities for coordination, and improving overall efficiencies and effectiveness of roles.
A labor market analysis was conducted to determine compensation levels for this proposed classification. We were unable to find sufficient comparable positions within Brea's ten-city labor market at this time. However, we found several sworn positions and non-sworn positions in our market requiring knowledge, skills and abilities that would fall slightly "above" and slightly “below” what we are looking for in a civilian position for Brea. These salaries are in a range that could be used to set our position "in-between". This fits well with what was anticipated for a position of this advanced specialization and is consistent with our compensation practices. Therefore, based on available data, we recommend setting the salary range of $7,185.55 – $9,198.11 per month for the Deputy Fire Marshal.
Based on the nature of duties outlined in the job description, it is proposed that the City Council assign this position to be included within the Administrative and Professional Employees’ Association for representation purposes and approve the recommended compensation plan. The City has consulted with the Association and they agree with the proposed assignment to their unit. Lastly, the City's Master Salary Schedule will also be updated to add this change and comply with CalPERS regulations.
In order to implement the proposed changes, it is also required that the Position Allocation List, which authorizes staffing levels, be amended to include the new Deputy Fire Marshal position in the Fire Department. |