HomeMy WebLinkAboutRES 090826-5.E - Meet and Confer - Fire DepartmentRESOLUTION NO. O 0 .5• E
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
GEORGETOWN, TEXAS, RATIFYING A REVISED MEET AND
CONFER AGREEMENT WITH THE GEORGETOWN
PROFESSIONAL ASSOCIATION OF FIRE FIGHTERS
PURSUANT TO SECTION 142.114 OF THE TEXAS LOCAL
GOVERNMENT CODE.
WHEREAS, the City of Georgetown recognizes and respects the invaluable public safety service
that the employees of the Fire Department provide for the citizens of Georgetown; and
WHEREAS, an open dialogue regarding Fire Department concerns contributes to the continued
success of the department; and
WHEREAS, the City of Georgetown desires to facilitate strong relationships with its employees
toward the common goal of providing superior public safety for our citizens; and
WHEREAS, the City of Georgetown and the Georgetown Association of Professional Fire Fighters
agree the negotiated agreement is beneficial to both parties.
WHEREAS, the City of Georgetown and the Georgetown Association of Professional Fire Fighters
has ratified the agreement by conducting a secret ballot election at which only the firefighters of the
municipality in the association were eligible to vote, and a majority of the votes cast at the election
favored ratifying the agreement.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
GEORGETOWN TEXAS:
SECTION 1. The facts and recitations contained in the preamble of this resolution are hereby
found and declared to be true and correct, and are incorporated by reference herein and expressly
made a part hereof, as is copied verbatim.
SECTION 2. The City Council hereby ratifies a Meet and Confer Agreement with the Georgetown
Professional Association of Fire Fighters pursuant to Section 142.114 of the Texas Local Government
Code.
SECTION 3. All resolutions that conflict with the provisions of this resolution are hereby repealed,
and all other resolutions of the City no in conflict with the provisions of this resolution shall remain
in full force and effect.
SECTION 4. If any provision of this resolution, or application thereof, to any person or
circumstance, shall be held invalid, such invalidity shall not affect the other provisions, or
Resolution Number: DIU& 0�$2(o — 5 .5 Pagel of 2
Subject: Ratifying the Meet & Confer Agreement between the City and the Georgetown Association of Professional
Fire Fighters
Date Approved: September 8, 2026
application thereof, of this resolution, which can be given effect without the invalid provision or
application, and to this end the provisions of this resolution are hereby declared to be severable.
SECTION 5. The Mayor is hereby authorized to sign this Resolution and the City Secretary to
attest. This Resolution shall become effective and be in full force and effect on October 1, 2026, in
accordance with the provisions of the City Charter of the City of Georgetown.
PASSED AND APPROVED on the A day of g 2026.
ATTEST: ORGETOWN, TEXAS CIT OF
Robyn De more, City Secretary J sh S roeder, Ma
APPROVED AS TO FORM
i
Skye ala'ssont City Attorney
Resolution Number: 4VI#- dqM II0 - $ . E Page 2 of 2
Subject: Ratifying the Meet & Confer Agreement between the City and the Georgetown Association of Professional
Fire Fighters
Date Approved: September 8, 2026
Meet and Confer Agreement Between
The City of Georgetown
and
Georgetown Association of Professional Fire
Fighters, IAFF Local 3991
October 1, 2026 through September 30, 2030
TABLE OF CONTENTS
Contents
DEFINITIONS.................................................................................................................................................. 3
ARTICLE1......................................................................................................................................................4
RECOGNITION....................................................................................................................................... ....4
ARTICLE2......................................................................................................................................................5
HIRINGPROCESS...........................................................................................................................................
5
ARTICLE3......................................................................................................................................................7
LATERAL ENTRY HIRES...................................................................................................................................7
ARTICLE4......................................................................................................................................................
9
RANKSTRUCTURE.........................................................................................................................................9
ARTICLE5....................................................................................................................................................10
OPERATIONS AND SUPPORT DIVISION PROMOTIONS...............................................................................10
ARTICLE6....................................................................................................................................................21
FIRE & LIFE SAFETY DIVISION - PROMOTIONS............................................................................................21
ARTICLE7....................................................................................................................................................28
APPOINTED POSITIONS...............................................................................................................................28
ARTICLE8....................................................................................................................................................
30
COMPENSATION.........................................................................................................................................30
ARTICLE9....................................................................................................................................................
33
OVERTIME CALCULATION...........................................................................................................................33
ARTICLE10..................................................................................................................................................
34
STIPEND, EDUCATION, & INCENTIVE PAY...................................................................................................34
ARTICLE11..................................................................................................................................................
38
HEALTHCARE REIMBURSEMENT ARRANGMENT PROGRAM(HRAP)..........................................................38
ARTICLE12..................................................................................................................................................40
STANDBYPAY..............................................................................................................................................40
ARTICLE13..................................................................................................................................................41
REAPPOINTMENT AFTER RESIGNATION.....................................................................................................41
ARTICLE14..................................................................................................................................................43
REPRESENTATION ON BENEFITS COMMITTEE............................................................................................43
ARTICLE15..................................................................................................................................................44
1
LABOR/MANAGEMENT RELATIONS ............................................................................................................ 44
ARTICLE16.................................................................................................................................................. 45
BULLETIN BOARDS ...................................................................................................................................... 4S
ARTICLE17.................................................................................................................................................. 4O
CONTRACT INTERPRETATION DISPUTE RESOLUTION PROCEDURE ............................................................ 46
ARTICLE1O.................................................................................................................................................. SO
MANAGEMENT RIGHTS AND MAINTENANCE OFSTANDARSO
ARTICLE19.................................................................................................................................................. 5Z
TERM OFAGREEMENT ................................................................................................................................ S2
ARTICLE2O.................................................................................................................................................. S3
SAVINGS CLAUSE, PREEMPTION PROVISION ,............................................................................................. S3
AND COMPLETE AGREEMENT CLAUSE ....................................................................................................... S3
SIGNATURE & EXECUTION PAGE ................................................................................................................. S4
APPENDIXA................................................................................................................................................. 55
2
DEFINITIONS
1. "Agreement" means the Meet and Confer Agreement entered between the Georgetown
Association of Professional Fire Fighters and the City of Georgetown.
2. "Association" means the Georgetown Association of Professional Fire Fighters, Local
3991, its elected leaders and its collective membership.
3. "City" means the City of Georgetown, its mayor, city council members, city manager, fire
chief and those persons designated by the City of Georgetown to manage the city and its
fire department.
4. "Commission" means the City of Georgetown Firefighters' and Police Officers' Civil
Service Commission.
5. The term "Department" means the Georgetown Fire Department.
6. The term "Department Head" means the Chief of the Georgetown Fire Department,
designee, or an acting Chief of the Georgetown Fire Department.
7. The term "Firefighter" or "Paramedic" means a member of the Georgetown Fire
Department serving in substantial compliance with Chapter 143 of the Texas Local
Government Code who is entitled to civil service status under section 143.005 of the Texas
Local Government Code.
8. "Parties" means the City of Georgetown and the Georgetown Association of Professional
Fire Fighters, Local 3991.
9. "Good standing" is defined as an employee who has not served a suspension or an
involuntary demotion within the last six months. The employee regains good standing
six months following completion of the suspension or date of demotion.
10. "Shall" (Must) Indicates an action that is required by either the Department or the
Member.
11. "Should" (Recommended) Indicates an action that is preferred by either the
Department or the Member and is usually recommended for
professional/organizational development or maintenance of good order and discipline.
12. "May" (Optional) Indicates an action that is at the discretion of the Department or
Member for individual benefit.
3
ARTICLE 1
RECOGNITION
The CITY OF GEORGETOWN recognizes the GEORGETOWN ASSOCIATION OF
PROFESSIONAL FIRE FIGHTERS, IAFF LOCAL NO. 3991, as the sole and exclusive
bargaining agent for the covered Firefighters and Paramedics described in the petition for
recognition, excluding the head of the Fire Department and Assistant Fire Chiefs.
4
ARTICLE 2
HIRING PROCESS
Section 1. Hiring Process
1. The Parties agree that the Department Head possesses the sole discretion and authority to
establish, implement, and modify entry-level selection and testing procedures. The
Department Head is authorized to fully or partially supplant, modify, delete, or replace the
requirements of Texas Local Government Code 143.024, 143.025, and 143.026 including
but not limited to notice posting timelines, physical testing location constraints, candidate -
paid testing fees and single-date/time examination requirements.
2. The Department Head or Civil Service Director may authorize entry-level written
examinations to be administered virtually, online, or through a designated third -party
testing service. Testing may occur on a continuous, rolling, or multi -site basis. Candidates
completing an authorized online or off -site proctored examination meeting the
Department's established passing standard shall be placed on the entry-level eligibility list
in accordance with Department policy and Local Civil Service Commission Rules.
3. Requirements for notice posting at specific physical locations for fixed durations prior to
an examination is hereby waived and replaced with continuous digital recruitment and
online application posting as determined by the Department Head and Civil Service
Director.
4. In order to maintain situational awareness of the qualify and number of candidates in the
hiring process, the Department Head agrees to include at least one (1) member of the
Association's executive board or designee on the hiring interview panel.
Section 2. Eligibility for Beginning Position
A person may not be certified as eligible for a beginning position in the Department if the person
is forty-five (45) years of age or older at time of hire.
Section 3. Probationary Period
A. The 12-month probationary period shall begin from the date of hire.
B. All Firefighter and/or Paramedic candidates that begin employment with the City of
Georgetown after August 1, 2020, shall obtain and maintain DSHS EMT-P certification
at a time that is operationally convenient for the City within 36 months of hire. The
candidate is expected to attend and complete the Paramedic Program in one attempt.
Failure to complete the Paramedic Program and obtain DSHS EMT-P certification within
180-days of the Paramedic Program conclusion shall be grounds for termination for
failing to meet the minimum requirements of the Firefighter or Paramedic rank position.
The Fire Chief may allow for additional completion time under extenuating
circumstances.
C. Firefighters or Paramedics shall not be considered non -compliant with this mandate if the
City is unable to enroll them in a program to meet these timelines.
D. Termination for failure to obtain and maintain DSHS EMT-P is a non -disciplinary
termination and there is no right to appeal to the Civil Service Commission, Hearing
Examiner or a court of appropriate jurisdiction. The Fire Chief s decision is final.
Section 4. Effect of Contract Expiration
The provisions of this Article shall remain in full force and effect after expiration of this Agreement
as to any hiring process which has been commenced, in substantial reliance upon the provisions
of this Article, as determined by the Chief. Any pool of eligible candidates created under the terms
of this Article will remain in effect for six (6) months from the date of creation, notwithstanding
the expiration of this Agreement, unless exhausted prior to the expiration of six (6) months or
unless the duration of the list is set for twelve (12) months. All employees hired are governed by
Section 3 of this Article.
Section 5. Statutory Override
This Article modifies sections 143.021, 143.023(b), 143.025, 143.026 143.041, 143.051, 143.052,
143.053, and 143.057 of the Texas Local Government Code. This Article further preempts, to the
extent of any conflict, all other contrary state statutes, local ordinances, executive orders, civil
service provisions, or rules adopted by the Department Head or head of the City or by a division
or agent of the City, such as the commission.
M
ARTICLE 3
LATERAL ENTRY HIRES
Section 1. Purpose
This program will help recruit qualified applicants for the position of Firefighter/Paramedic
and/or Paramedics.
Section 2. Definitions
1) Qualifying Agency:
a) Fire and/or EMS agency providing 911 service response to a population of 50,000 or
greater, as determined by the most recent census or other official population estimates
during the time the candidate was employed with the qualifying agency;
b) The Department Head may consider commuter or tourist population estimates provided
by the candidate, from an official source, in lieu of official population estimates.
2) Experience as a Firefighter/Paramedic and/or Paramedic:
a) Service must have been with an agency that operates within a 911 system and the
candidate actively assigned in an operational role to provide paramedic -level care.
b) The Department Head will make final determinations regarding the candidates qualifying
experience.
Section 3. Eligibility Requirements Applicants must:
1) Have a minimum of two (2) years paid, full-time experience as a Paramedic at a qualifying
agency. The first year, with the qualifying agency, is considered probationary and shall not
be included in the calculation of experience.
2) In -state applicants must be certified by the Texas Department of State Health Services
(DSHS) at time of entry examination date and out-of-state applicants must challenge and
pass the DSHS Paramedic exam to obtain Texas State certification, before a conditional job
offer is made by the Department Head
3) Must not have a break in service of more than one (1) year from the time the candidate left a
qualifying agency to the entry examination date;
4) Service time, for determining the starting salary, can include multiple agencies, if breaks in
service are less than thirty days and all previous agencies meet the required criteria; The first
year at each qualifying agency is considered probationary and not included in the calculation
of experience.
5) Service time credit begins after the first year that the candidate actively operates as a
Paramedic within the qualifying agency and as recognized Texas DSHS or out of state
licensing agency; and
6) Must successfully complete all civil service and/or internal hiring requirements.
Section 4. Guidelines
7
1) The Lateral Entry Program is for pay purposes only. Lateral entry requirements are separate
from promotional eligibility requirements. Seniority credit shall begin on the date of hire and
not include any prior service credit.
2) The determination regarding whether an applicant qualifies for lateral entry will be made
during the Chief s interview portion of the selection process and communicated to the
applicant at time of conditional job offer.
3) Applicants hired under this program will be placed upon entry at the step in the department's
step schedule based on whole years of eligible experience as follows:
a) Candidates hired in FY2027 may be placed up to and including step two (2)
b) Candidates hired in FY2028 may be placed up to and including step two (2)
c) Candidates hired in FY2029, and beyond, may be placed up to and including step three
(3)
4) The member will then progress through the steps as he/she completes his/her years of
service.
5) Longevity -Pay will be calculated in the same manner as all other Firefighters and/or
Paramedics. No credit will be given for completed years of service in other agencies.
6) Members hired under this program must also complete a one (1) year probationary period in
accordance with Chapter 143 of the Texas Local Government Code.
7) The Department Head shall make the final determination of whether an applicant meets the
eligibility requirements of the Lateral Entry Program. The Department Head s final
determination of whether an applicant meets the eligibility requirements of the Lateral Entry
Program shall be final and non -appealable to the Civil Service Commission or to any court.
Section 5. Statutory Override
This Article modifies section 143. 041 of the Texas Local Government Code. This Article further
preempts, to the extent of any conflict, all other contrary state statutes, local ordinances,
executive orders, civil service provisions, or rules adopted by the Department Head or Head of
the City or by a division or agent of the City, such as the commission.
ARTICLE 4
RANK STRUCTURE
Section 1. Intent
In adopting this article, the parties agree to implement the following rank structure.
Section 2. Rank Structure
At the convenience of the City, the following rank structure shall be authorized for partial or full
implementation and be filled in accordance with the approved hiring, promotional (per articles 5
and 6), appointment (per article 7), or assignment process.
A. Operations & Support Division
Firefighter (Beginning Positions)
Paramedic (Beginning Position)
Paramedic Field Training Officer (FTO) (Formerly Paramedic II) (Promoted)
Engineer (Promoted)
EMS Captain (Promoted)
Fire Captain (Promoted)
Battalion Chief (Promoted)
Assistant Chief (Appointed)
B. Fire & Life Safety Division
Fire & Life Safety Specialist (Promoted)
Deputy Fire Marshal (Promoted)
Fire Marshal (Appointed)
Section 3. Statutory Override
This Article modifies section 143.021 of the Texas Local Government Code. This Article further
preempts, to the extent of any conflict, all contrary state statutes, local ordinances, executive
orders, civil service provisions, or rules adopted by the Department Head or head of the City or by
a division or agent of the City, such as the commission.
9
ARTICLE 5
OPERATIONS AND SUPPORT DIVISION PROMOTIONS
Section 1. Intent
In adopting this Article, the Parties agree to implement a promotional system using an Assessment
Center component in addition to the written examination. The Parties believe including an
Assessment Center component to the selection process will improve the selection process and will
provide promotional candidates a fair opportunity to display skills and abilities that serve as
additional good indicators that they will perform well in the position of Paramedic FTO, Engineer,
Fire Captain, EMS Captain, or Battalion Chief. Additionally, the Parties agree that both academic
and professional education are important element in advancing the professionalism and capabilities
of the department and its members. This article aspires to meet the NFPA 1020 recommendations
as set forth within the 2025 Edition of the NFPA.
Section 2. Time in Rank and Minimum Promotional Qualifications
1. Completion of Task Books will be required for all promotional exams conducted after
October 1, 2020.
2. Paramedic certification and paramedic credentialing within 180 days of completion of
paramedic school, shall be considered a minimum requirement for all promoted positions
for candidates hired after October 1, 2022.
For the purposes of this article "Credentialed" is defined as in receipt of Paramedic
Credential Pay as seen in Workday.
4. "In Good Standing" status is a prerequisite qualification to be eligible for promotional
testing within the Georgetown Fire Department.
Completion of the following minimum qualifications (or equivalent consolidated task
books) apply for each rank to be eligible participate in the promotional examination
process. The deadline for meeting the minimum requirements will be the day prior to the
written exam date:
(a) Paramedic FTO:
1. Two (2) years at the Firefighter and/or Paramedic rank
2. Two (2) years as a Georgetown credentialed Paramedic
3. Acting Paramedic FTO Task Book
(b) Engineer:
1. Two (2) years at Firefighter rank
2. Two (2) years TCFP Structural Firefighter certification
3. Acting Engineer Task Book
(c) Fire Captain:
1. Two (2) years at Engineer and/or Paramedic FTO rank
10
2. Four (4) years serving in a Firefighter classification under Georgetown Fire
Department
3. Four (4) years at TCFP certificate Firefighters
4. Meet promotional educational requirements (Section 4)
5. Acting Engineer Task Book
6. Acting Captain Task Book
(d) EMS Captain:
1. Two (2) years at Engineer and/or Paramedic FTO rank
2. Four (4) years as a Georgetown credentialed Paramedic
3. Meet promotional educational requirements (Section 4)
4. Acting Paramedic FTO Task Book
5. Acting Captain Task Book
(e) Battalion Chief:
1. Two (2) years as a Fire Captain and/or EMS Captain
2. Meet promotional educational requirements (Section)
3. Acting Battalion Chief Task Books
*Single role Paramedics are not eligible to test for Battalion Chief
Section 3. Task Book Timelines
Task Books started prior to October 1, 2026, and completed in accordance with specified
timelines and requirements will be sufficient for meeting the promotional Task Book
eligibility requirement.
All in -class and acting Task Books shall be completed within 12-months from initiation.
Once developed, all consolidated Task Books shall be completed within 18-months from
assignment.
Task Books may be re -initiated or extended at the discretion of the Fire Chief based on
mitigating circumstances.
Probationary Firefighter Task Book shall be completed within 12-months from date of hire
EMT or Paramedic Credentialing Task Books shall be completed within 180 days of issue
Higher class Task Books require a minimum of one (1) year in current position and
completion of in -class Task Books prior to issuance.
A member that is already in the ranked position on October 1, 2026, but was not issued a
Task Book, shall be required to complete the professional requirements at the operation
convenience of the Department.
1. Task Books listed
a. Probationary Firefighter Task Book
b. EMT/Paramedic Credentialing
c. Acting Engineer
d. Engineer II
11
e.
Acting Paramedic FTO
f.
Paramedic FTO II
g.
Acting Captain
h.
Captain II
i.
Acting Battalion Chief
j.
Battalion Chief II
2. The following task books are listed for each position. Completion of both In -class and
Higher -Class Task Books (or consolidated equivalents) is mandatory. Optional Task Books
may be initiated at the members discretion upon completion of all required in -class and
higher -class Task Books assigned to their current position
a. Firefighter:
In -Class: EMT/Paramedic Credentialing; Probationary Firefighter
Higher Class: Acting Engineer
Optional: Acting Paramedic FTO
b. Paramedic:
In Class: EMT/Paramedic Credentialing
Higher Class: Acting Paramedic FTO
c. Engineer:
In -Class: Engineer II
Higher Class: Acting Captain
Optional: Paramedic FTO II
d. Paramedic FTO:
In Class: Paramedic FTO II
Higher Class: Acting Captain
Optional: Engineer II
e. Fire Captain:
In Class: Fire/EMS Officer II
Higher Class: Acting Battalion Chief
Optional: Paramedic FTO II
f. EMS Captain:
In Class: Fire/EMS Officer II
Higher Class: Acting Battalion Chief
Optional: Engineer II
g. Battalion Chief:
In Class: Fire/EMS Officer IV
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* Firefighter certified Fire and EMS Captains shall be required to complete the Acting
Battalion Chief Task Book, but will not be mandated to fill Higher Class Battalion Chief
positions unless desired by the individual.
Task Book Types
a. Higher Class (HC) Task Books: Higher Class Task books shall be issued upon
one year in rank.
b. In Class Task Books: EMT/Paramedic credentialing and Firefighter Task Books
shall be issued prior to completion of their respective academies. In Class Task
Books for all promoted positions shall be issued automatically and within 30 days
of promotion.
c. Consolidated Task Books: It is the intent of the department to consolidate in -class
and acting Task Books. Members who previously completed acting and in -class
task books will be considered to have completed consolidated Task books
d. Individuals shall notify admin if these books are not received within 30 days after
meeting time in rank requirements or promotion.
4. Members shall not be denied requested optional task books, however shift commanders have
discretion to determine timing to complete the task book within the 1-year period based on
operational requirements.
5. For the purposes of minimum promotional qualifications, Task Books that are issued or
completed will be exempt from any Task Book requirements changes as long as the Task
Book is/was successfully completed within 12 months of issue.
6. A member shall be required to complete additional professional development requirements
for the position at the discretion of the Operations Chief.
Section 4. Promotional Educational Requirements
1. The Parties agree that the following minimum credit/degree requirements apply for each
rank in order to participate in the promotional examination process:
Captain Battalion Chief
FY27 45 credits 60 credits or Associates
FY28 45 credits 60 credits or Associates
FY29 60 credits or Associates Associates
FY30 60 Credits or Associates Associates
2. Credits towards promotional eligibility can be earned in two ways, academically or
professionally. College credits will be applied on a 1:1 basis for credit hours earned at an
accredited academic institution. Professional education credits (up to 15) will be awarded
13
in 3-point increments for each TCFP certifications earned above those required for
promotional pre -requisites. Professional education credits can be earned for multiple
courses within a series (e.g. ARFF basic and ARFF Intermediate would count as 3 credits
each). The following are certifications eligible for substituted credit:
Captain:
Instructor: Level 2. Level 3: Level 3-Master
Fire Officer: 2: 3: 4
Hazardous Materials: Technician: Incident Commander
Rope Rescue: Awareness/Operations: Technician
Driver Operator: Aerial
Aircraft Rescue Fire Suppression (ARFF): Basic: Intermediate; Advanced: Master
Fire Investigator: Basic: Intermediate: Advanced: Master
Incident Safety Officer
Wildland Fire Protection: Basic: Intermediate
Plans Examiner
Fire & Life Safety Educator: 1: 2
Incident Commander
Fire Marshal: Basic: Intermediate: Advanced: Master
Inspector: Basic: Intermediate: Advanced: Master
Arson Investigator: Basic: Intermediate: Advanced: Master
Battalion Chief
Instructor: Level 3: Level 3-Master
Fire Officer: 4
Hazardous Materials: Technician: Incident Commander
Rope Rescue: Awareness/Operations: Technician
Driver Operator: Aerial
Aircraft Rescue Fire Suppression (ARFF): Basic: Intermediate: Advanced: Master
Fire Investigator: Basic: Intermediate: Advanced: Master
Incident Safety Officer
Wildland Fire Protection: Basic: Intermediate
14
Plans Examiner
Fire & Life Safety Educator: 1; 2
Incident Commander
Fire Marshal: Basic; Intermediate; Advanced; Master
Inspector: Basic, Intennediate; Advanced; Master
Arson Investigator: Basic; Intermediate; Advanced; Master
3. Promotional candidates are responsible for demonstrating completion of promotional
educational requirements (defined as degree or credit hours have been awarded on an
official transcript) at the time the employee completes the "Notice of Intent to Test" to
the Civil Service Director as specified in Local Civil Service Rule 032. If there are not at
least three candidates who meet the promotional educational requirement, the Department
Head will determine the promotional eligibility requirements for the promotional
examination.
Section 5. Promotional Examination Procedure
The promotional examination procedure for the positions of Paramedic FTO, Engineer, Fire
Captain, EMS Captain, or Battalion Chief will consist of two parts:
a written examination, as defined in this Article, consisting of one -hundred (100) multiple
choice questions; and, upon passing the written examination part of the promotional
examination procedure
2. participation in all components of an Assessment Center.
3. The minimum passing score on the written examination is seventy percent (70%).
4. The minimum combined passing score of the Written and Assessment Center is seventy
percent (70%).
5. The Commission shall adopt rules governing the promotional examination procedure and
promotional eligibility lists in accordance with this Article for the promotional positions of
Paramedic FTO, Engineer, Fire Captain, EMS Captain and Battalion Chief. Further, the
Commission may adopt rules to provide for the efficient administration of a promotional
examination for eligible promotional candidates who are members of the armed forces
serving on active military duty which may include using only the written examination score
for each such candidate for one hundred percent (100%) of all such promotional candidates'
final scores. If a written examination is offered to an active -duty military candidate, and
that candidate receives a minimum passing score, the remaining candidates shall only be
required to take the written examination portion of that promotional process and Section 7
15
shall not apply to the examination. If the active -duty military candidate does not receive a
minimum passing score, Section 7 (Assessment Center) shall still apply.
The third -party assessors selected to provide the Assessment Center shall meet the
following criteria:
a. Assessors shall be active -duty Firefighter(s) of similar rank to the promotion, or above,
from agencies with a service population of 50,000 or greater;
b. Assessors shall not reside in the City; and
Shall not be a current or former employee of the City.
7. An emergency exception to the Assessment Center criteria shall be allowed on a case -
by -case situation when mutually approved by the Civil Service Director and Association
president.
8. A City employee holding the rank or higher than the promotional position will be present
during the Assessment Center to act as a policy related subject matter expert (SME). This
individual's interaction will be with the third -party provider of the Assessment Center, and
interaction with the assessor panel will be kept to a minimum to preserve the integrity of
the assessment. If there is disagreement on the designated SME, the SME shall be mutually
agreed upon by the Department Head and the Association president prior to the initiation
of the Assessment Center.
Section 6. Written Examination
The term "written examination" in this Article means the written examination provided for under
Chapter 143 of the Texas Local Government Code and does not mean any written part of the
Assessment Center. Upon passing the written examination part of the promotional examination
procedure, the promotional candidate shall proceed to the Assessment Center. Fifty percent (50%)
of a promotional candidate's preliminary score will be based on the written examination grade.
Section 7. Assessment Center
(a) Fifty percent (50%) of a promotional candidate's preliminary score will be based
on the Assessment Center score.
(b) The approved contractor will develop an assessment instrument commensurate for
the classification sought and shall consist of no less than four (4) performance
exercises that test and allow for the objective evaluation of the candidates'
possession of the following attributes including but not limited to:
• Leadership
• Decisiveness
• Self -Initiative
Ire
• Adaptability
• Interpersonal Skills
• Written Communication Skills
• Problem Analysis
• Problem Solving
• Critical Thinking
• Judgment
• Planning and Organizing
• Risk Management
• Technical Proficiency
• Tactical Proficiency
If any single portion of the performance exercises is compromised, that section may be
withdrawn. Under these circumstances, a minimum of 3 portions must be evaluated. In the
event multiple performance exercises are compromised, the assessment center portion of
the exam may be discarded entirely. Both of these events require final adjudication of the
Civil Service Commission
(c) The performance exercises shall be appropriate for the classification being tested
for and may include but not limited to:
• Oral Presentations
• Leaderless Group Exercises
• Prioritization Exercises
• Structured Interviews
• Written Exercises (Analysis, Proposal, etc.)
• Role Play Exercises
• Tactical Exercise
(d) Neither the Department Head nor the Civil Service Director will be directly
involved in the design of the assessment instrument other than the prerequisite
interaction and dialogue with the contractor necessary to facilitate an effective and
efficient assessment and in order to meet the contractor's informational needs for
design.
(e) The contractor will make available an orientation to all candidates not more than
30 days nor less than 72 hours prior to the first day of the assessment. The
orientation shall be designed to ease anxiety about what to expect from the
assessment without revealing the totality of the instrument itself. In the event an
assessment contractor utilizes an on -site orientation methodology, the orientation
will occur no less than 24 hours prior to the assessment.
(f) Should any of the listed components be either unavailable or not recommended by
the selected Assessment Center provider, a suitable alternate will be approved by
17
the Department Head and Civil Service Director and communicated, in writing, to
participants prior to the Assessment Center.
Section 8. Procedure for Making Promotional Appointments
(a) The preliminary score for each candidate who has passed the written examination
and proceeded through the Assessment Center shall be computed by taking the
candidate's written examination grade and multiply the grade by 0.5 to account for
fifty percent (50%) of the candidate's preliminary score; One seniority point shall
then be awarded for each full year of a candidate's time within the Department;
there shall be a maximum of ten (10) seniority points added to the candidate's
preliminary score. Seniority points for a testing process will be calculated based on
whole years of service completed as of the day prior to the written exam. Finally,
the candidate's Assessment Center score will be multiplied by 0.5 to account for the
remaining fifty percent (50%) of the preliminary score (see below).
Passing Grade on Written Examination x 0.5 for all promotional processes +
applicable seniority points for time within the Department
Assessment Center score x 0.5 for all promotional processes
Overall Score
(b) After the calculation of all the overall scores, an eligibility list will be created and
maintained pursuant to Section 9 below. The Department Head shall conduct an
interview or interviews of promotional candidate(s) to fill promotional vacancies.
The Department Head possesses the discretion regarding the number of candidates
to interview based upon the number of vacancies at that time. The Department Head
shall appoint the eligible promotional candidate having the highest overall score on
the eligibility list unless the Department Head has a valid reason for not appointing
the person as provided for under Section 143.036(f) and (g) of the Texas Local
Government Code. If the Department Head has a valid reason for not appointing
the eligible promotional candidate having the highest overall score, the Department
Head shall personally discuss the reason with the person being bypassed before
appointing another person. The Department Head shall also file the reason in
writing with the commission and shall provide the person with a copy of the written
notice.
Section 9. Effect of an Eligibility List Created Under this Article
A promotional eligibility list in existence at the time of the adoption of this Article shall continue
in effect until its expiration in accordance with section 143.036(h) of the Texas Local Government
Code. Any promotional eligibility list created under this Article will take effect upon the expiration
of any existing applicable list and will remain in existence for 18 months. The 18-month window
18
will begin on the date of final certification of the eligibility list by the Civil Service Commission.
In the event a list is exhausted prior to 18 months, or upon expiration of the eligibility list a new
examination process should be held to minimize delays in maintaining an established promotional
list.
Section 10. Appeal
(a) Written Examination
A promotional candidate may appeal the multiple-choice written examination
under section 143.034 of the Texas Local Government Code. The invalidation of
any question or any component of the written examination shall not invalidate the
remainder of the written examination. Both parties agree to accept singular,
multiple, or all answers to test questions, but reject the option to eliminate
questions.
(b) Assessment Center
(1) A promotional candidate may not appeal or dispute the Assessment Center
or scoring of the Assessment Center to an administrative or judicial body
except as provided below.
(2) Engineer promotional candidate who attended the pre -assessment center
training and overview offered to all candidates may appeal any of the
required Assessment Center components stipulated in Section 7(b) of this
article. The candidate must notify the SME of the appeal immediately after
completion of the component and prior to the assessors grading and
documenting the score. An appeal form will be provided to the candidate
seeking an appeal, All appeals shall be submitted in writing to the SME,
who will then discuss the appeal with the assessors and the representative
from the Assessment Center provider. Once this discussion is finished, the
SME will then make a ruling. Once the ruling is made the candidates score
will be tallied and any adjustments needing to be made will be corrected on
the score sheet and then the grade will be finalized.
(c) Passover
The appeal provisions of Texas Local Government Code 143.036 (f) and (g) apply
to a person having the highest overall score if they are not appointed by the
Department Head.
Section 11. Illness Provision
Promotional Exam Procedure for Personnel with Critical Illness/Injury
19
Promotional Exam procedures for candidates with critical illness/injury under limited
circumstances will be accommodated in the form of an offsite written examination, within 72
hours of the posted examination date, for a candidate that meets all of the following criteria.
a) The candidate shall submit a letter to the Civil Service Director accompanied by a
doctor's note no later than 21 days before the scheduled written examination. The
letter and doctor's note need address the nature of the critical illness/injury as well as
the accommodations requested. A letter submitted with less than a 21-days' notice
must indicate good reason (such as new diagnosis) in order to be given consideration
described in (c) and may be accommodated only when all elements of (c) can be
satisfied within the shorter timeframe.
b) The critical illness/injury must be for the treatment of a significant health condition
such as cancer, kidney disease, heart attack, major surgery, organ transplant, benign
brain tumor, severe burns, or a similar condition. It may also include
quarantine/isolation for an infectious disease.
c) The Civil Service Director will determine if the request meets the limited
illness/injury criteria and what accommodations are workable. The Civil Service
Director will then review the planned accommodations (or lack thereof) with the
Department Head and Association President. If the Civil Service Director and
Association President agree upon the accommodations, those will then be
communicated back to the candidate by the Civil Service Director.
d) The accommodation will not impact the candidate's rights to appeal. They will retain
the same appeal rights, under the same requirement to appeal within five business
days of posted examination date as other testing candidates.
e) In the event that the employee or employees receiving accommodation per the illness
provision impacts the number of employees who are present for the written
examination to fall below the two required, the City will administer the examination
to the one individual.
Section 12. Statutory Override
This Article modifies sections 143.030, 143.032, 143.033, 143.034, and 143.036 of the Texas
Local Government Code. This Article further preempts, to the extent of any conflict, all contrary
state statutes, local ordinances, executive orders, civil service provisions, or rules adopted by the
Department Head or head of the City or by a division or agent of the City, such as the commission.
20
ARTICLE 6
FIRE & LIFE SAFETY DIVISION - PROMOTIONS
Section 1. Intent
In adopting this Article, the Parties agree to implement a promotional system using an Assessment
Center component in addition to the written examination. The Parties believe an Assessment
Center component to the selection process will improve the selection process and provides
promotional candidates a fair opportunity to display skills and abilities that serve as additional
good indicators that they will perform well in the position of Fire & Life Safety Specialist and
Deputy Fire Marshal.
Section 2. Implementation
(a) The City reserves the right to expand the candidate pool if there is an insufficient
number of qualified candidates to participate and fill the authorized positions.
(b) FLS Promotions shall be open to all members of the Department that meet the
criteria contained within this article.
(c) Completion of Task Books will be required for all promotional exams conducted
after October 1, 2020.
Section 3. Time in Rank and Minimum Promotional Qualifications
Paramedic certification and paramedic credentialing shall be considered a minimum requirement
for all promoted positions for candidates hired after October 1, 2022 at the discretion of the
Department Head.
"In Good Standing" status is a prerequisite qualification to be eligible for promotional testing
within the Georgetown Fire Department.
Completion of the following minimum qualifications (or equivalent consolidated task books)
apply for each rank to be eligible to participate in the promotional examination process. The
deadline for meeting the minimum requirements will be the day prior to the written exam date:
(a) Fire & Life Safety ialis.t
a. Two (2) years at Firefighter rank;
b. Probationary Firefighter Task Book:
c. Engineer I Task Book;
d. TCFP Fire Inspector Certification:
e. TCFP Fire Investigator Certification.
(b) D p1lt re Marshal:
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1. Two (2) years at Fire & Life Safety Specialist;
2. Fire & Life Safety Specialist Task Book;
3. TCFP Basic Fire Marshal;
4. Meet promotional educational requirements as required for promotion to the Captain rank.
Section 4. Promotional Examination Procedure
(a) The promotional examination procedure for the positions of Fire Prevention
Specialist and Deputy Fire Marshal will consist of two parts:
a written examination, as defined in this Article, consisting of a minimum
of fifty (50) multiple choice questions; and, upon passing the written
examination part of the promotional examination procedure.
2. Participation in a contractor proctored Assessment Center.
The minimum passing score on the written examination is seventy percent (70%)
The minimum combined passing score of the Written and Assessment Center is
Seventy percent (70%).
(b) The Commission shall adopt rules governing the promotional examination
procedure and promotional eligibility lists in accordance with this Article for the
promotional positions of Fire Prevention Specialist and Deputy Fire Marshal.
Further, the Commission may adopt rules to provide for the efficient administration
of a promotional examination for eligible promotional candidates who are members
of the armed forces serving on active military duty which may include using only
the written examination score for each such candidate for one hundred percent
(100%) of all such promotional candidates' final scores. If a written examination is
offered to an active -duty military candidate, and that candidate receives a minimum
passing score, the remaining candidates shall only be required to take the written
examination portion of that promotional process and Section 6 shall not apply to
the examination. If the active -duty military candidate does not receive a minimum
passing score, Section 6 (Assessment Center) shall still apply.
(c) The City of Georgetown shall identify assessors that meet the following criteria for
the Assessment Center:
Assessors shall be active members similar rank to the promotion, or above,
from agencies with a service population of 50,000 or greater;
2. Assessors shall not reside in the City; and
Shall not be a current or former employee of the City.
22
(d) An emergency exception to the Assessment Center criteria shall be allowed on a
case -by -case situation when mutually approved by the Civil Service Director and
Association president.
(e) A City employee holding the rank or higher than the promotional position will be
present during the Assessment Center to act as a policy related subject matter expert
(SME). This individual's interaction will be with the third -party provider of the
Assessment Center, and interaction with the assessor panel will be kept to a
minimum to preserve the integrity of the assessment. The SME will be mutually
agreed upon by the Department Head and the Association president. If there is
disagreement on the designated SME, the SME shall be mutually agreed upon by the
Department Head and the Association president prior to the initiation of the Assessment
Center.
Section 5. Written Examination
The term "written examination" in this Article means the written examination provided for under
Chapter 143 of the Texas Local Government Code and does not mean any written part of the
Assessment Center. Upon passing the written examination part of the promotional examination
procedure, the promotional candidate shall proceed to the Assessment Center. Fifty percent (50%)
of a promotional candidate's preliminary score will be based on the written examination grade.
Section 6. Assessment Center
(a) Fifty percent (50%) of a promotional candidate's preliminary score will be based
on an Assessment Center score.
(b) The Assessment instrument commensurate for the classification sought and shall
consist of no less than four (4) performance exercises that test and allow for the
objective evaluation of the candidates' possession of the following attributes
including but not limited to:
• Decisiveness
• Self -Initiative
• Adant bility
• 1 nterpersaiat Skills
• Written Communication Skills
• Problem Analysis
• Problem Solving
• Critical Thinking
• Planning and Orp nixing
• Risk Management
23
• Technical Proficiencv
• Tactical Proficiencv
(c) The performance exercises shall be appropriate for the classification being tested
for and may include but not limited to:
• Oral Presentations
• Leaderless Group Exercises
• Prioritization Exercises
• Structured Interviews
•Written Exercises (Analysis. Propos 1, etc.l
• Role Play Exercises
• Tactical Exercise
(d) If any single pQrtion of the perf
Qnn&ncc&xcrcises is compromised, that section may b
withdrimm. under these circumstances, a minimum of 3 portions must be evaluated. In the
eyent=ltiDlCVC&OMe exercises are compromised. the assessment center nQrtif
the exam may be discarded entirely BQth_oLthes_e syents..rqp cation of the
Civil Service Commission.
(e) Neither the Department Head nor the Civil Service Director will be directly
involved in the design or the assessment instrument other than the prerequisite
interaction and dialogue with the contractor necessary to facilitate an effective and
efficient assessment and in order to meet the contractor's informational needs for
design.
(f) An orientation to all candidates not more than 30 days nor less than 72 hours prior
to the first day of the assessment. The orientation shall be designed to ease anxiety
about what to expect from the assessment without revealing the totality of the
instrument itself. In the event an assessment contractor utilizes an on -site orientation
methodology, the orientation will occur no less than 24 hours prior to the assessment.
(g) Should any of the listed components be either unavailable or not recommended by
the selected Assessment Center provider, a suitable alternate will be approved by
the Department Head and Civil Service Director and communicated, in writing, to
participants prior to the Assessment Center.
Section 7. Procedure for Making Promotional Appointments
(c) The preliminary score for each candidate who has passed the written examination and
proceeded through the Assessment Center shall be computed by taking the candidate's
written examination grade and multiply the grade by 0.5 to account for fifty percent (50%)
of the candidate's preliminary score; One seniority point shall then be awarded for each full
year of a candidate's time within the Department; there shall be a maximum of ten (10)
24
seniority points added to the candidate's preliminary score. Seniority points for a testing
process will be calculated based on whole years of service completed as of the day prior to
the written exam. Finally, the candidate's Assessment Center score will be multiplied by
0.5 to account for the remaining fifty percent (50%) of the preliminary score (see below).
Passing Grade on Written Examination x 0.5 for all promotional processes + applicable
seniority points for time within the Department
Assessment Center score x 0.5 for all promotional processes
Overall Score
The Department Head shall conduct an interview or interviews of promotional
candidate(s) to fill promotional vacancies. The Department Head possesses the
discretion regarding the number of candidates to interview based upon the number
of vacancies at that time. The Department Head shall appoint the eligible
promotional candidate having the highest overall score on the eligibility list unless
the Department Head has a valid reason for not appointing the person as provided
for under Section 143.036(f) and (g) of the Texas Local Government Code. If the
Department Head has a valid reason for not appointing the eligible promotional
candidate having the highest overall score, the Department Head shall personally
discuss the reason with the person being bypassed before appointing another
person. The Department Head shall also file the reason in writing with the
Commission and shall provide the person with a copy of the written notice.
Section 8. Effect of an Eligibility List Created Under this Article
A promotional eligibility list in existence at the time of the adoption of this Article shall continue
in effect until its expiration in accordance with section 143.036(h) of the Texas Local Government
Code. Any promotional eligibility list created under this Article will take effect upon the expiration
of any existing applicable list and will remain in existence forl8 months. The 18-month window
will begin on the date of final certification of the eligibility list by the Civil Service Commission..
In the event a list is exhausted prior to 18 months, or upon expiration of the eligibility list a new
examination process should be held when a vacancy is anticipated and/or occurs to minimize delays in
maintaining an established promotional list.
Section 9. Appeal
(a) Written Examination
A promotional candidate may appeal the multiple-choice written examination
under section 143.034 of the Texas Local Government Code. The invalidation of
any question or any component of the written examination shall not invalidate the
remainder of the written examination. Both parties agree to accept singular,
multiple, or all answers to test questions, but reject the option to eliminate
questions.
25
(b) Assessment Center
A promotional candidate may not appeal or dispute the Assessment Center or
scoring of the Assessment Center to an administrative or judicial body.
(c) Passover
The appeal provisions of Texas Local Government Code 143.036 (f) and (g) apply
to a person having the highest overall score if they are not appointed by the
Department Head.
Section 10. Illness Provision
Promotional Exam Procedure for Personnel with Critical Illness/Injury
Promotional Exam procedures for candidates with critical illness/injury under limited
circumstances will be accommodated in the form of an offsite written examination, within 72 hours
of the posted examination date, for a candidate that meets all of the following criteria.
a) The candidate shall submit a letter to the Civil Service Director accompanied by a
doctor's note no later than 21 days before the scheduled written examination. The letter
and doctor's note need address the nature of the critical illness/injury as well as the
accommodations requested. A letter submitted with less than a 21-day notice must
indicate good reason (such as new diagnosis) in order to be given consideration described
in (c) and may be accommodated only when all elements of (c) can be satisfied within the
shorter timeframe.
b) The critical illness/injury must be for the treatment of a significant health condition such
as cancer, kidney disease, heart attack, major surgery, organ transplant, benign brain
tumor, severe burns, or a similar condition. It may also include quarantine/isolation for
an infectious disease.
c) The Civil Service Director will determine if the request meets the limited illness/injury
criteria and what accommodations are workable. The Civil Service Director will then
review the planned accommodations (or lack thereof) with the Department Head and
Association President. If the Civil Service Director and Association President agree upon
the accommodations, those will then be communicated back to the candidate by the Civil
Service Director.
d) The accommodation will not impact the candidate's rights to appeal. They will retain the
same appeal rights, under the same requirement to appeal within five business days of
posted examination date as other testing candidates.
e) In the event that the employee or employees receiving accommodation per the illness
provision impacts the number of employees who are present for the written examination
26
to fall below the two required, the City will administer the examination to the one
individual.
Section 11. Statutory Override
This Article modifies sections 143.030, 143.032, 143.033, 143.034, and 143.036 of the Texas
Local Government Code. This Article further preempts, to the extent of any conflict, all contrary
state statutes, local ordinances, executive orders, civil service provisions, or rules adopted by the
Department Head or head of the City or by a division or agent of the City, such as the commission.
27
ARTICLE 7
APPOINTED POSITIONS
Section 1. Intent
This article is intended to establish the manner by which appointed ranks, referenced in article 4,
are filled.
Section 2. Assistant Chief
Upon vacancy, up to three (3) Assistant Chief positions may be filled by an internal or external
candidate by appointment by the Department Head pursuant to the process provided for in Section
143.014(e) of the Texas Local Government Code or proceed to an external appointment.
The following criteria applies to appointments for Assistant Chief:
(a) In the event that there are fewer than three (3) qualified internal candidates, the
Department Head shall have theright to include Chief Officer candidates
from outside of the Department. The selection criteria used for this external/internal
hire/appointment must include the equivalent requirements for a
qualified internal candidate and include an assessment process that is
equivalent to or more comprehensive than the assessment process used for the
promotion of a member to the Battalion Chief rank.
(b) For the purposes of this Agreement "qualified internal candidate" shall be defined
as the member being in good standing; actively functioning in the rank of Captain
or higher for a minimum of four (4) years; demonstrated competencies to function
in the Battalion Chief rank as determined by the Chief, obtained at least a Bachelor's
Degree from an accredited educational institution; and must be willing to accept the
appointment and operate in either the Operational or Administrative Support
division.
(c) An Assistant Fire Chief appointed from outside of the Department is not considered a
civil service employee and is not entitled to the protections within Texas Local
Government Code Chapter 143.
Section 3. Fire Marshal
Upon vacancy, up to one (1) Fire Marshal position may be filled by an internal or external
candidate by appointment by the Department Head pursuant to the criteria contained herein:
(a) In the event that there are no qualified internal candidates, the Department Head
shall have the right to appoint a Fire Marshal from outside of the Department. The
selection criteria used for this external hire/appointment must include t h e
equivalent requirements for a qualified internal candidate and
include an assessment process that is equivalent to or more comprehensive than the
assessment process used for the promotion of a member to the Battalion Chief rank.
(b) For the purposes of this agreement "qualified internal candidate" shall be defined as the
member being in good standing; actively functioning in the rank of Deputy Fire Marshal,
or higher, for a minimum of two (2)) years; demonstrated competencies to function in
the Fire Marshal position as determined by the Chief; obtained at lease a Bachelor's
Degree from an accredited educational institution or demonstrated ability to
complete the degree requirements within 24-months of appointment; and must be
willing to accept the appointment and operate in the Fire & Life Safety Division.
(c) A Fire Marshal appointed from outside of the Department is not considered a civil service
employee and is not entitled to the protections within Texas Local Government Code
Chapter 143.
Section 4. Removal from Appointment Positions
(a) A person who is removed from an Assistant Chief Position appointment shall be
reinstated in the Department and placed in the same classification, or its equivalent, to
the rank of Battalion Chief and shall retain protection under the Civil Service
regulations. An Assistant Chief hired from outside of the Department has no position to
be reinstated to, so would separate from employment in a manner consistent with the
city's personnel policies for at -will employees.
(b) A person who is removed from the Fire Marshal appointment shall be reinstated in the
Department and placed in the rank that immediately preceded their appointment
and shall retain protection under the Civil Service regulations. A Fire Marshal hired
from outside of the Department has no position to be reinstated to, so would separate
from employment in a manner consistent with the city's personnel policies for at -will
employees.
Section 5. Statutory Override
This Article modifies sections 143.003 (4), 143.005, 143.014, 143.021, 143.028, 143.030,
143.032, 143.033, 143.036, and 143.085 of the Texas Local Government Code. This Article
further preempts, to the extent of any conflict, all contrary state statutes, local ordinances,
executive orders, civil service provisions, or rules adopted by the Department Head or head of the
City or by a division or agent of the City, such as the commission.
29
ARTICLE 8
COMPENSATION
Section 1. Base Pay Philosophy
The City recognizes that the recruitment and retention of highly capable and professional
Firefighters and Paramedics is essential to the success of the Georgetown Fire Department. As
such, it is the desire of the City to maintain a pay philosophy that considers the average pay for
Firefighters and Paramedics as reflected in Section 3(a). The parties recognize financial
limitations may face the City in challenging economic periods. Section 3(d) of this Article reflects
the Parties' intent to address the current economic period and are not intended to serve as precedent
in future agreements.
Section 2. Comparator Cities
Austin, Cedar Park, New Braunfels, Travis County ESD 2, Lewisville, Sugar Land, and Round
Rock shall continue to be used as comparator cities for the salary survey to be conducted each year
of this agreement. City staff will survey salary competitiveness in the first quarter of each calendar
year. The results of each survey will be reviewed with Association leadership. Based on the
survey information of the comparator cities and in the manner described in section 3, the average
of base pay for minimums with the addition of a 2% aging factor for each rank shall be calculated
and proposed for approval as a part of the budget process.
Section 3. Compensation Proposal Calculation
a) Compensation for the ranks of Firefighter, Engineer, Fire Captain, and Fire Battalion Chief
shall be proposed based on the following calculations. The recommended base pay scale shall
be calculated by the salary survey conducted in the first quarter of each calendar year of the
Agreement, utilizing the average minimum base salary for each rank of the seven (7)
comparator organizations as specified in this Agreement with the addition of a 2% aging factor.
The recommendation will propose that the minimum base pay for each rank will receive an
increase (should an increase be required) to match the survey average for base pay minimums
with the addition of a 2% aging factor. For the purpose of evaluation, the cadent rank will not
be used to determine market entry (e.g. TCESD I1 will be evaluated at the equivalent of the
first step of a Firefighter)
b) Compensation for Paramedic, Paramedic FTO, Fire Lieutenant, Fire Prevention Specialist,
Deputy Fire Marshal, and all appointed ranks will be at the discretion of the Department Head
and Civil Service Director. However, the positions will be tied to existing benchmarked
positions that correlate to the salary survey comparison and will reflect pay adjustments
accordingly. Compensation will not be adjusted downward.
c) The pay plan recommended for implementation in October of 2026 reflects an updated tenure -
based methodology agreed to by the City and the Association. For the purposes of this article,
tenure means the total accumulated service (in full years) in all civil service classifications(s)
30
within this Department. The pay plan is attached as an Appendix to this agreement and includes
the following elements and procedures:
• To allow overlap between ranks;
• Upon implementation, individuals move to reflective of their tenure
• To increase pay acceleration at early steps within the early -career ranks;
• Individuals stepping up to a higher class role as defined by departmental policy will be
placed in the higher class rank reflective of their tenure; and
• Individuals that are promoted post -implementation will be placed in the new rank at
the step reflective of their tenure.
• Demotions, will result in decrease to step reflective of their tenure.
d) Future fiscal years - the City commits to, at a minimum, proposing Sixty percent (60%) of the
market gap using the same methodology described in section 3(a).
City staff shall prepare a report to the City Manager to be forwarded to the City Council at the time
the proposed budget is submitted to the City Council that will show the cost of implementing the
pay increase as calculated above.
Recommendations will include implementation during the first full pay period in October, unless
otherwise determined by both parties through the Labor/Management Pay Subcommittee
discussions.
Section 4. Override
This Article modifies 143.041(b) and 143.038 of the Texas Local Government Code.
Section 5. Funding Obligations
Depending upon the financial forecasts, the City may implement the compensation
recommendations in Section 3 between the first pay period of the fiscal year and the first pay
period of July of each fiscal year. The City presently intends to continue this Agreement each
fiscal year through its term, to pay all payments due, and to fully and promptly perform the
obligations of the City under this Agreement.
All obligations of the City shall be paid only out of current ongoing revenues or any other funds
lawfully available for those obligations, including tax revenues reasonably anticipated at equal or
higher total gross amounts as were collected in each preceding fiscal year respective to each year
of the Agreement, and appropriated for such purpose by the City Council, in compliance with the
Texas Constitution, Article XI, Sections 5 and 7.
Following the adoption of the annual budget that may establish a pay increase, should the City
Council find it fiscally necessary to reduce base pay for non -civil service City employees, or
implement other cost saving measures such as mandatory furloughs or a reduction -in -force, the
increases recommended under this Article may be reduced accordingly.
31
If at any time during the term of this Agreement, or any extension thereof, the electorate of the
City subjects the Government of the City to a rollback election; and, as a result of such rollback
election, the City suffers a reduction in revenues due to a reduction in the tax rate, the Association
agrees to reopen the salary and other compensation provisions of this Agreement for the purpose
of renegotiating the same. If sixty (60) calendar days after these negotiations begin, no agreement
has been reached; this Agreement shall terminate and be null and void in its entirety.
32
ARTICLE 9
OVERTIME CALCULATION
Section 1. Overtime Calculation
Per federal law and existing City policy, sick -leave and wellness time are considered non-
productive time. Non -productive time taken by the employee is not considered time worked for
the purposes of calculating overtime. In acknowledgement of the unique work and staffing
requirements of Firefighters, the parties agree that, starting on October 28, 2019, this article will
supersede City policy for all Firefighters assigned to a 56-hour workweek engaged in fire
suppression activities. Thereafter, approved paid vacation and holiday leave time taken by said
Firefighters shall be calculated as hours worked.
Section 2. Statutory Override
In accordance with the Fair Labor Standards Act (FLSA) Section 7(k), eligible department
employees may be paid overtime on a "work period" basis. A work period may be from seven (7)
consecutive days to twenty-eight (28) consecutive days in length. For work periods of at least
seven (7) but less than twenty-eight (28) days, overtime pay is required when the number of hours
worked exceeds the number of hours that bears the same relationship as two hundred and twelve
(212) hours to twenty-eight (28) days in the work period. The overtime work period shall be
defined by the City after consultation with the Association.
Section 3. Statutory Override
This Article preempts, to the extent of any conflict, all contrary state statutes, local ordinances,
executive orders, civil service provisions, or rules adopted by the Department Head or head of the
City or by a division or agent of the City, such as the commission.
33
ARTICLE 10
STIPEND, EDUCATION, & INCENTIVE PAY
Section 1. Article Applicability
For the purposes of this Article, Firefighter or Paramedics to include Assistant Chiefs shall be
entitled to the benefits of this Article.
Section 2. Stipend & Incentive Pay
The Parties agree that Department Head assigned roles performed by Firefighters and Paramedics
shall receive stipend, education and/or incentive pay as defined below.
The parties agree that Firefighters and Paramedics to receive monetary awards in the same manner
as all other City employees.
Section 3. Guidelines
This Article reflects monthly assignment stipends, education, and incentive amounts that shall
replace prior assignments, education, and/or certification pay practices and become effective the
first full pay period in January 2027.
All assignments, stipends, and incentive pay are at the discretion of the Department Head or
designee. The Department Head shall make the final determination on eligibility for assignments,
stipends, education, & incentives outlined in this article.
A. Languaze Proficiency Stipend
1. Bilingual Stipend: Compensation shall be paid to Firefighters or Paramedics who
qualify as per the City policy on bilingual pay. The payment for Bilingual Pay shall
be governed by the City Policy & Procedures.
B. Medical Proficiency and Operational Assignment Stipend
1. Ambulance Assignment Stipend: Individuals assigned to work a 24-hour shift
assigned to an ambulance shall receive $50 per 24-hour shift.
a. Exceptions:
i. If shift is split between multiple employees, the full assignment pay
will be granted to the employee who works the largest portion of
that shift. If shift is evenly split, the full assignment pay will be
granted to the employee working the first portion of the shift.
ii. Peak Ambulance Assignment Stipend: In the event that a peak
ambulance is deployed during the term of this agreement, the
Department Head is authorized to adapt ambulance assignment pay
34
including to define the length of the applicable shift, the incent
assigned employees.
iii. Employees assigned to an ambulance, as part of their
training/credentialling or functioning as a third -out member, under
a performance improvement plan (PIP), are not eligible for
Ambulance Assignment Pay.
iv. Ambulance Assignment Pay is $50 a shift for dual medic
ambulances. If a Paramedic is assigned to an ambulance with an
EMT, then the Paramedic receives $75 and the EMT receives $25.
Paramedic Credential Stipend: A stipend that is equivalent to $533.34 per month is available to all
employees who have met the credentialing standards set forth by the Medical Director and
Department Head.
a. Employees receiving Paramedic Credential Pay are ineligible to receive Paramedic
Certification Pay or Assignment Pay.
b. Determination of eligibility for Paramedic Credential Pay is made by the
Department Head.
Paramedic Stipend: This stipend will be phased out over the term of this agreement. No new
members will receive this compensation. Only existing, non-credentialed members, shall continue
to be compensated at the rate of $150 per month for each month that they maintain their Texas
DSHS Paramedic certification.
C. Specialty Certilication and Operational Assignment Stipend
All assignments in the Fire Department are made at the discretion of the Fire Chief. No
person has the right to determine where or when they will work. Approval or denial of
assignments will be based upon the operational needs of the Department and mission -
essential justification. Assigned members and reserve members must function in
accordance with criteria and procedures adopted by the Fire Chief. Members may be
assigned to multiple teams or specialties; however, they shall only be compensated for one
of the following:
1. Team Manager: Individuals assigned to be Team Manager shall be compensated at a
rate of $250 per month for each month they are assigned to perform that function and
maintain the qualifications associated with managing the team. Team Managers will
only qualify for this stipend and not the specialty stipend payable to other eligible team
members.
2. Special Operations Stipend: Individuals assigned to the Special Operations Team shall
be compensated at the rate of $150 per month for each month they are assigned to
perform that function and maintain the qualifications associated with certifications.
Reserve members are not eligible for the stipend.
3. Hazardous Material Stipend: Individuals assigned to the Hazardous Material Team
shall be compensated at the rate of $150 per month for each month they are assigned
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to perform that function and maintain the qualifications associated with certifications.
Reserve members are not eligible for the stipend.
4. Dive Team Stipend: Individuals assigned to the Dive Team shall be compensated at the
rate of $150 per month for each month they are assigned to perform that function and
maintain the qualifications associated with certifications. Reserve members are not
eligible for the stipend.
5. SWAT Stipend: Members assigned to the Central Texas Regional SWAT (CTRS)
Team shall be compensated at a rate of $150 per month for each month they are
assigned to perform that function and maintain the qualifications associated with the
certification. Reserve members are not eligible for the stipend.
6. Field Training Officers (FTO) Stipend: Individuals assigned as an FTO shall be
compensated at the rate of $300 per month for each month they are assigned to perform
that function and maintain the qualifications associated with the certification. FTO
reserve members who are not assigned to perform the duties of an FTO are ineligible
for the stipend.
7. Fire Inspector Support Stipend: This stipend will be eliminated effective the first full
pay period in January 2027. No new members will receive this compensation.
8. Fire Investigator Support Stipend: This stipend will be eliminated effective the first full
pay period in January 2027. No new members will receive this compensation.
9. Master Arson Stipend: This stipend will be eliminated effective the first full pay period
in January 2027. No new members will receive this compensation.
10. ICC Fire Inspector I Stipend: This stipend will only be available to members promoted
and assigned to the Fire & Life Safety Division. Eligible members shall be
compensated at the rate of $100 per month for each month they are assigned/promoted
to perform that function and maintain the qualifications associated with the
certification. CFI Stipend may be added as the sole additional assignment for members
promoted to the FLS Division. Reserve members are not eligible for this stipend.
11. CFI Fire Investigator (FIT) Stipend: This stipend will only be available to members
promoted and assigned to the Fire & Life Safety Division. Eligible members shall be
compensated at the rate of $50 per month for each month they are assigned/promoted
to perform that function and maintain the qualifications associated with certification.
Reserve members are not eligible for the stipend.
12. Support Service Personnel: Individuals assigned to a full-time, non -operational
Administrative position shall be eligible to receive a monthly stipend that is correlated
to their current rank. This stipend does not apply to light duty and/or promoted Fire &
Life Safety position. The monthly stiped is as follows:
a. Firefighter and/or Paramedic: $200 per month
b. Paramedic FTO and/or Engineer: $250 per month
c. EMS Captain and/or Fire Captain: $300 per month
d. Battalion Chief. $350 per month
D. Eligible Education & Certification Incentive Pay
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It is understood that there are minimum requirements for the Department with respect to
education and certification by the Texas Commission on Fire Protection. It is the members'
responsibility to request and provide proof of the desired education or certification
incentive. The incentive shall commence the first month following the Firefighter's and
Paramedic's complete and valid written request to the Department Head or designee.
Firefighters and Paramedics shall be entitled to receive either Certification or Education
Incentive Pay for their level of education or certification (but not both), whichever is
higher, in the following amounts:
1. TCFP Certification
a. Intermediate: Active members that achieve the TCFP Intermediate Certification
shall receive a certificate incentive of $50 per month.
b. Advanced: Active members that achieve the TCFP Advanced Certification
shall receive a certificate incentive of $100 per month.
c. Masters: Active members that achieve the TCFP Masters Certification shall
receive a certificate incentive of $150 per month.
2. Education Incentive
a. Associates: Active members that achieve an Associate's Degree, from an
accredited institution, and education incentive of $100 per month.
b. Bachelors: Active members that achieve a Bachelor's Degree, from an
accredited institution, and education incentive of $200 per month.
c. Masters: Active members that achieve a Masters's Degree, from an accredited
institution, and education incentive of $300 per month.
Section 3. Statutory Override
This Article modifies section 143.042 and 143.043 of the Texas Local Government Code. This
Article further preempts, to the extent of any conflict, all other contrary state statutes, local
ordinances, executive orders, civil service provisions, or rules adopted by the Department Head or
head of the City or by a division or agent of the City, such as the commission.
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ARTICLE 11
HEALTHCARE REIMBURSEMENT ARRANGMENT PROGRAM (HRAP)
Section 1. Article Applicability.
For the purposes of this Article, Firefighter, Paramedics, and Assistant Chiefs shall be entitled to
the benefits of this Article.
Section 2.
The City and the Association agree to establish and maintain a Health Reimbursement
Arrangement ("HRA") for eligible sworn employees.
1. The purpose of this program is to establish post -retirement healthcare funding accounts
designed to bridge the gap between employee retirement and Medicare eligibility. This
program additionally serves to reduce city liability for employees having excessive leave
banks and encourages responsible sick -leave utilization.
2. The City and Association agree that contributions to this account shall be deposited from
the city into individual member HRA accounts via the following process:
a. Beginning each fiscal year, all accrued sick leave balances exceeding one -
thousand & eighty (1,080) hours (56hr/wk employees) or seven -hundred &
twenty (720) hours (40 hr/wk employees) shall be evaluated for eligibility for the
sick -leave conversion process.
b. At no time shall the number of hours converted reduce a members sick -leave
balance below the 1080-or-720-hour threshold.
c. Members on a 56-hour workweek shall be eligible to have up to 240 hours
annually of sick leave converted into a fiscal allotment into their HRA.
d. Members on a 40-hour workweek shall be eligible to have up to 160 hours of
annual sick leave converted into a fiscal allotment to their HRA.
e. These hours will be converted on a 1-to-1 basis at the member's hourly base rate
of pay.
f. The number of eligible sick -leave hours to be converted shall be reduced on a 1-
to-1 basis for each hour of sick -leave utilized by the member in the previous fiscal
year.
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g. Such converted amounts shall only be deposited into a members HRA and are
available solely for eligible healthcare reimbursement purposes as defined by the
governing HRA Plan Document.
h. Members shall not be eligible for direct compensation for any converted hours.
i. The process and timelines for annual funding shall be detailed within the plan
document.
Example: FF Doe, a 56hr/wk employee ends the fiscal year with 1320 hours of
sick -leave in their bank. FF Doe has 240 hours above the 1080 threshold. FF Doe
utilized 48-hours of sick -leave this past fiscal year. FF Doe would now have 192
hours (240-48) converted on a 1-to-1 basis at his hourly pay rate ($30). This
would result in FF Doe receiving a $5760 deposit (192 x $30) into their HRA
account. FF Doe begins the next fiscal year with a sick -leave balance of 1128
hours (1080+48).
3. No portion of this section of the agreement shall negate the rights afforded under Texas
Municipal Code 143.045
4. The parties acknowledge that the HRA established pursuant to this Section is intended to
provide reimbursement for eligible medical expenses following separation from service
and is not intended to create an additional pension, retirement allowance, deferred
compensation benefit, or other post -employment benefit under applicable law.
5. The HRA shall be administered in accordance with applicable provisions of the Internal
Revenue Code, Treasury Regulations, and regulations may change and other applicable
federal and state laws. The Plan Document shall govern all matters relating to claims,
reimbursements, participation, beneficiary provisions, and administration.
The HRA shall be governed exclusively by the terms of the applicable Plan Document and Trust
Agreement, which may be amended from time to time therefore the City may need to re -structure
the Program to maintain compliance with federal and state law. Employees shall have only those
rights and benefits expressly provided under the Plan Document. and tax-free status. The Parties
agree the City may re -structure the Program to the extent necessary to maintain the Program's
legal compliance and tax-free status.
Section 7. [To insert Preemption Language]
9Z
ARTICLE 12
STANDBY PAY
Section 1. Standby Pay
Civil Service employees in certain roles are required to be available in standby status as part of
their job. Civil Service law does not currently allow for standby pay. It is the desire of the City
and Association to make the current City Standby Pay policy, currently policy number 211,
applicable to Firefighters and Paramedics as designated by the Department Head based on their
role.
Standby pay will take effect for employees designated by the Department Head beginning no
sooner than October 28, 2019 and reflected on the November 15, 2019 paycheck.
This article will remain in effect for the duration of this agreement, regardless of whether the policy
number is changed.
Section 2. Statutory Override
This Article modifies section 143.041 of the Texas Local Government Code. This Article further
preempts, to the extent of any conflict, all other contrary state statutes, local ordinances,
executive orders, civil service provisions, or rules adopted by the Department Head or head of
the City or by a division or agent of the City, such as the commission.
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ARTICLE 13
REAPPOINTMENT AFTER RESIGNATION
Section 1. Purpose
A Classified employee who voluntarily resigns from the City of Georgetown Fire Department may
be reappointed as a Firefighter or Paramedic with the Department, if there is an available spot,
without taking another entrance examination or being placed on an Eligibility List.
Section 2. Guidelines
(1) The former Firefighter or Paramedic shall submit a written request to be
reappointed, within twenty-four (24) months and/or a ranked position within twelve
(12) months from the date of separation, to the Department Head, who makes the
final recommendation to the City Manager for reappointment. A candidate for
reappointment shall not be considered unless recommended by the Department
Head. A candidate for reappointment may not appeal his/her rejection by the
Department Head.
(2) Prior to recommending reappointment of a former classified employee to the
department, the Department Head may review past performance records of the
Firefighter or Paramedic, conduct a background investigation, require appropriate
alcohol and drug tests and require any other portion of the employment process
he/she deems appropriate.
(3) Upon receiving an offer of reappointment, the Firefighter or Paramedic shall pass
a physical and psychological examination prescribed by the City.
(4) A candidate for reappointment shall fully meet the requirements for the position in
which they may be reappointed.
(5) A former Firefighter or Paramedic may be reappointed regardless of the availability
of a certified eligibility list. A ranked position candidate may only be reappointed
at his/her prior rank if the department does not possess a certified eligibility list for
that rank. If the department has a certified eligibility list, the ranked position
candidate may be placed at the entry level Firefighter or Paramedic rank.
(6) In addition to the reasons for rejection listed in Section 143.023(C) of Georgetown
local Civil Service Rules, a candidate for reappointment may be rejected for reasons
related to previous work performance as a Georgetown Firefighter or Paramedic.
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(7) Any candidate reappointed to the Fire Department shall serve a one (1) year
probationary period and prior service shall not count toward service for promotional
eligibility.
(8) The candidate's years of prior service may be counted to determine placement in
the Appendix A Pay Plan.
(9) The candidate's years of prior service shall not count for determining vacation
eligibility and rate.
(10) Civil Service age limitations do not apply to re -appointments.
(11) Reappointment of a classified employee is totally at the discretion of the
Department Head.
Section 3. Statutory Override
This Article modifies section 143.023, 143.024, 143.025, 143.026, 143.027, and 143.041 of the
Texas Local Government Code. This Article further preempts, to the extent of any conflict, all
other contrary state statutes, local ordinances, executive orders, civil service provisions, or rules
adopted by the Department Head or head of the City or by a division or agent of the City, such as
the commission.
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ARTICLE 14
REPRESENTATION ON BENEFITS COMMITTEE
The Association may appoint one (1) member to the City's Benefit Committee. That appointee
shall be a fully participating member of the Committee and perform the same duties as all other
members of the Committee.
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ARTICLE 15
LABOR/MANAGEMENT RELATIONS
Each Party shall designate up to five (5) representatives to serve on a joint Labor/Management
Committee ("Committee"). This Committee should meet monthly, or minimally, quarterly at
agreeable times and places to discuss matters of mutual concern. Such discussion shall be for the
purpose of encouraging productive relations between the parties and the improvement of the
emergency services to the community. The City Assistant Manager (Public Safety) or designee
and Association President should attend a minimum of two meetings per year. The meeting will
include discussion of pressing issues, such as staffing levels, for the Association and the City.
Furthermore, the intent is to establish a list of topics/issues that may be discussed within the next
formal meet and confer process. A minimum of two (2) members from each party must be present
for a meeting to be held. The Department Head will make reasonable efforts to accommodate
requests by Association members to attend if they are on duty. Both parties understand and agree
that Committee meetings are not required on any issue, except where provided for in Article 20 of
this Agreement, and are not a condition nor limitation on the management rights to make and
enforce policies, rules, regulation, or operational decisions.
The work of the Committee shall be conducted on City time without loss of pay by Committee
members; except that meetings which are scheduled at times when Association members who are
not on duty, such members shall attend on their own time without compensation.
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ARTICLE 16
BULLETIN BOARDS
Section 1. Bulletin Board Space
The Association shall be permitted to maintain, at each firehouse and the Public Safety Building,
one (1) bulletin board to be used exclusively for Association business. These bulletin boards shall
be allowed by the City, shall be consistent with the decor of the building, and located in suitable
locations easily accessible to the employees for the purpose of posting notices of interest to
members of the Association. In Departmental areas where a board is not present or feasible, the
association is permitted to place productive notices in an acceptable area and will limit space usage
to an area of equivalent or lesser size than a bulletin board.
Section 2. Maintenance of Posted Materials
The Association shall be responsible for maintaining all posted materials and shall ensure that all
posted materials are compliant with any and all city policies relating to public postings. The City
shall have the authority to remove any posted materials that are non -compliant with said policies.
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ARTICLE 17
CONTRACT INTERPRETATION DISPUTE RESOLUTION PROCEDURE
Section 1. Scope of Procedure
The City and Association recognize that from time to time disagreements between the Parties may
arise as to the application or interpretation of this Agreement. The Parties therefore agree that the
purpose of this dispute resolution procedure is to provide a just and equitable method for resolving
disagreements between the Parties regarding the application or interpretation of the provisions of
this Agreement. Only matters involving the interpretation, application, or alleged violations of a
specified provision of this Meet and Confer Agreement shall be subject to this dispute resolution
procedure. Any matters for which the right of appeal or review is afforded by Chapter 143 of the
Texas Local Government Code are excluded from the scope of this article.
Section 2. Application of Procedure
If the Association has a dispute with the City regarding this Agreement, the Association Executive
Board, or Association's President's designee, should reduce the dispute to writing and deliver it to
the City's designated representative, who shall be its Department Head or designee.
A Firefighter or Paramedic may not file a request for contract dispute resolution directly with the
City; all resolution requests must be approved and come from the Association Executive Board.
Each dispute shall be submitted in writing, and must include, at minimum, the following
information:
1. a brief statement of the dispute and the facts or events on which it is based;
2. the sections(s) of the Agreement alleged to have been violated;
3. the remedy or adjustment sought; and
4. the bargaining unit member's signature or, if filed by the Association Executive Board, the
signature of the Association President or designee.
Any claim or dispute by a Firefighter or Paramedic, or group of Firefighters or Paramedics under
this Agreement which includes a claim for pay or benefits for any past pay periods must be filed
by the employee with the Association Executive Board within fifteen (15) business days of the
date when the employee knew or reasonably should have known of the claim. Disputes by the
Association Executive Board, or Firefighter or Paramedic shall proceed along the following steps:
Step 1. An aggrieved Firefighter or Paramedic must initiate a dispute with the Association
Executive Board within fifteen (15) business days of the date upon which the Firefighter or
Paramedic knew of or should have known of the facts giving rise to the dispute. A copy of notice
or receipt of the dispute shall be forwarded to the Department Head by the Association Executive
Committee within three (3) business days of the receipt of the dispute. The Association Executive
Board shall within their sole discretion determine if a dispute exists within fifteen (15) business
days of receipt of the dispute. If the Association determines that no dispute exists, the grievance
will be deemed denied and it shall notify the Department Head in writing that no further
46
proceedings will be necessary. If the Association Executive Board determines that the dispute is
valid, it will notify the Department Head of such and forward a copy of the grievance to the
Department Head within fifteen (15) business days after determination.
Step 2. Any dispute found to be valid by the Association Executive Board shall be submitted to
the Department Head within fifteen (15) business days of the Step 1 decision. After receipt of the
dispute, the Department Head shall within fifteen (15) business days submit his/her response in
writing to the Association Executive Board. If there is no timely reply from the Department Head
the grievance is deemed denied and will proceed to the next step as indicated.
Step 3. If the dispute is not resolved in Step 2, the Association Executive Board may advance the
dispute in writing to the City Manager or designee within fifteen (15) business days from receipt
of the Step 2 decision of the Department Head. The City Manager or designated representative
shall review the matter and render a decision in writing to the Association Executive Board within
fifteen (15) business days of the receipt of the dispute in Step 3. The City Manager or designee
may, at his/her discretion, conduct a conference to further explore the merits of the dispute and to
explore resolution options.
Step 4. If the dispute is not resolved in either Step 2 or Step 3, either Party shall have the right to
seek mediation of the dispute by requesting same in writing within fifteen (15) business days from
the Department Head's response or the City Manager's response. The mediation will proceed
before either a mediator with the Federal Mediation and Conciliation Service or before a mutually
agreed mediator. The mediation shall be held in available facilities of the City of Georgetown.
Step 5. If the dispute is not resolved at Step 4, the Association Executive Board shall have fifteen
(15) business days from the date of mediation to determine whether it will pursue the dispute under
this article through arbitration. Under this step, the Association Executive Board must deliver a
letter indicating its election to proceed to arbitration to the Department Head and City Manager.
Section 3. Arbitration Option
The Parties have agreed that all disputes under this Agreement, which concern the application and
interpretation of this Agreement, shall be submitted to final and binding arbitration, and the Parties
exclude from this Agreement disputes involving statutory application and interpretation for rights
and claims not arising under sections 142 or 143 of the Texas Local Government Code. The terms
of the Agreement, and any factual issues which are determinative in applying the Agreement, shall
be the sole province of the designated arbitrator, and his or her decision shall be final. However,
the City will only agree to arbitration on the condition that legal issues which are determinative in
any contract dispute are subject to judicial review. This additional exception to the Parties'
arbitration Agreement is a narrow one, as reflected by the bargaining history. This contract
represents an agreement to submit disputes to arbitration within its scope, and otherwise preserves
the existing jurisdiction of Texas Courts over any contract rights and claims not exclusively
committed to arbitration. The Parties have agreed that questions of law, which involve either the
interpretation and application of state statutes or the application of legal principles from Texas
appellate court opinions (or the failure to properly apply such legal principles or opinions) to
controversies under this article shall be submitted initially to arbitration, but that either party shall
47
have a limited right of appeal from an arbitration award in the Courts solely for the purpose of
reviewing disputed issues of law. No such appeal from arbitration shall include review of any
factual determinations by the arbitrator, including credibility of witnesses or weight of the
evidence. If an appeal from arbitration based on erroneous application of the law is not successful,
the appealing Parry shall bear all costs of such appeal.
If a dispute is submitted to arbitration, either party may request the American Arbitration
Association (AAA) provide a list of seven (7) qualified neutral arbitrators in accordance with its
selection rules. Within seven (7) business days of receipt of the list from AAA, the Department
Head and/or City and the Association shall select an arbitrator by alternately striking names. The
process will be as follows: the Association shall strike the first name on the list with the first
dispute brought under this article. Thereafter, the first strike shall alternate between the Parties.
The arbitration should be held at the earliest available date but may be continued for good cause
shown or upon mutual agreement. The parties, by mutual agreement, may select to use AAA
expedited rules.
Upon written request delivered at least fourteen (14) calendar days prior to the date of the hearing,
a party to the proceeding shall provide, no later than seven (7) days prior to the hearing, to the
opposing party the names and addresses of witnesses expected to be called at the hearing. In the
absence of good or excusable cause, the arbitrator may exclude the testimony of a witness upon
the failure of a party to disclose such a witness. The parties, in writing, may request discovery
from each other concerning the grievance. Should the opposing party not agree to provide the
requested information within seven (7) calendar days of the request; the request shall be deemed
denied. The requesting party may then apply to the arbitrator, who shall order such discovery
consistent with, but not bound by, the rules of discovery in Texas civil cases. In considering the
application, the arbitrator shall consider the burden and expense of producing the information, the
need of the requesting party, the amount of time available prior to the hearing, and such other
matters as he may deem material. In no event shall discovery be requested within thirty-five (35)
calendar days prior to the hearing, unless agreed by the parties.
The hearing shall be held in available facilities of the City of Georgetown and shall be conducted
informally, without strict evidentiary or procedural rules. The conduct of the hearing shall be
governed by the standard rules of the American Arbitration Association. The arbitrator shall
consider and decide only the issue(s) in the dispute statement or submitted in writing by agreement
of the Parties. The hearing shall be concluded as expeditiously as possible and the arbitrator's
written decision shall be based on a preponderance of evidence within thirty (30) days after close
of the hearing, or after receipt of post -hearing briefs if applicable.
Section 4. Decision Final and Binding
If arbitration is selected, the Parties specifically agree that the arbitrator's authority shall be strictly
limited to interpreting and applying the explicit provisions of this Agreement. The arbitrator shall
not have authority to modify the Agreement or create additional provisions not included in the
Agreement. The Parties agree that neither the City nor the Association shall have ex parte
communications with the arbitrator concerning any matter involved in the dispute submitted to the
arbitrator. Each Party shall be responsible for its own expenses in preparing for and representing
itself at arbitration, but the fees and expenses of the arbitrator shall be borne equally by the Parties.
48
The written decision of the arbitrator shall be final and binding on both Parties and may not be
appealed by either Party, except for any decision procured by fraud or collusion, or which exceeds
the arbitrator's jurisdiction or which is based on legal conclusions or interpretations which are
clearly contrary to existing law.
Section 5. Mutual Extension
All deadlines within this article may be extended by mutual agreement by the Parties.
Section 6. Grievances of Non -Association Members
Grievances of Non -Association members must follow the same procedure outlined by this article.
However, should the grievance of a Non -Association member require that Association resources
be used, the Non -Association member will be required to pay all expenses incurred while pursuing
final disposition of their grievance. These shall include cost for payment of Arbitrator fees, counsel
fees and any other fees directly related to the grievance. All disciplinary appeals shall follow the
procedure as outlined in chapter 143 of the Local Government Code.
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ARTICLE 18
MANAGEMENT RIGHTS AND MAINTENANCE OF STANDARDS
MANAGEMENT RIGHTS
Section 1.
The Parties understand and agree that the City as a duly constituted home rule municipality under
the Constitution and Laws of the State of Texas, hereby retains all those powers, privileges, rights,
and authority conferred upon it by law, and nothing in this Agreement shall be construed or
interpreted as being in derogation of, or delegation of, those powers, privileges, rights, and
authority, other than as required under Chapter 143 of the Texas Local Government Code.
Section 2.
The powers, privileges, authority, and responsibilities retained by the City includes, but are not
necessarily limited to, the following subject matter areas, except as otherwise specifically
identified by law and the terms of this Agreement:
a) General management and administrative control and authority over the Fire
Department, including its properties, facilities, and equipment, operations, and
staffing;
b) Determination of the Fire Department's overall budget from year to year;
c) Determination of which Fire Department programs, functions, and operations to
implement;
d) Determination over the Fire Department's organizational structure, subject to any
duly adopted rank and classification structure fixed by ordinance;
e) Continued authority over the implementation, maintenance, and updating to any
and all written Standard Operating Procedures, Fire Department and City Policies
created, adopted, or amended under the authority of the Department Head, the City
Manager, or the City Council.
f) Scheduling of vacation leave, compensatory time leave, and any other paid time
off, whether paid or unpaid;
g) Discretionary assignment and authorization to control allowance of overtime work,
except as otherwise provided in this Labor Agreement;
h) Scheduling operations, assignment of shifts, and determination of appropriate
staffing needs and requirements;
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i) Control of performance, production and service standards within the Fire
Department.
B. MAINTENANCE OF STANDARDS
Section 1.
All fiscal benefits, privileges, and working conditions existing in the Fire Department on the
effective date of this Agreement, but which are not explicitly addressed in this Agreement, shall
remain unchanged for the duration of this Agreement, so long as the maintenance of those benefits,
privileges, and working conditions do not interfere with the operations of the Department.
Section 2.
The Parties expressly understand and agree that any modification or changes to existing practices
and operations shall be consistent with the spirit and intent of this Article, that any such
modifications or changes, if any, must be reasonably related to a legitimate administrative or
operational needs of the Department and the City and must not conflict with any state law, federal
law, governmental regulation, or any other provision of this Agreement.
Section 3.
This Section is intended to supplement the preceding Section on Management Rights, and shall
not be construed as being in derogation, or further modification of, the management prerogatives
and rights addressed in the section on Management Rights or those rights otherwise allowed by
Texas law.
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ARTICLE 19
TERM OF AGREEMENT
This Agreement shall have an effective date of October 1, 2026, and shall remain in full force and
effect through September 30, 2030. The Agreement shall automatically renew for a one (1) year
term on October 1, 2030and shall remain in full force and effect until September 30, 2031 unless
superseded by a new agreement. This Agreement will expire after September 30, 2031, unless the
parties mutually agree to an extension or renewal, in writing.
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ARTICLE 20
SAVINGS CLAUSE, PREEMPTION PROVISION,
AND COMPLETE AGREEMENT CLAUSE
Section 1. Savings Clause
If any provision of this Agreement is rendered invalid by a court of competent jurisdiction, such
invalidity shall not affect any other provision of this Agreement, which shall continue to be in full
force and effect for the duration of the Agreement, and the Parties shall meet as soon as possible
to agree on a substitute provision. However, if the Parties are unable to agree within thirty (30)
days following commencement of the initial meeting, then the matter shall be postponed until Meet
and Confer negotiations are resumed. This deadline may be extended by mutual agreement by the
Parties. To this end, the provisions of this Agreement are severable. This Agreement may be
amended by written mutual agreement.
Section 2. Preemption Provision
The provisions of this Agreement shall supersede the provisions of any statute, Executive Order,
local ordinance, or rule, which are in conflict herewith, including for example and not by way of
limitation, the contrary provisions of Chapter 143; Ordinances of the City of Georgetown, Texas;
and Rules and Regulations of the Firefighters' and Police Officers' Civil Service Commission for
the City of Georgetown, Texas. This preemption provision is authorized by section 142.117 of the
Texas Local Government Code, and the Parties have expressly agreed that each and every
provision involving or creating such a conflict shall have the effect of superseding the statutory
standard or result which would otherwise obtain, in the absence of this Agreement. This provision
is of the essence to the bargain and Agreement, which has been reached.
Section 3. Complete Agreement Clause
The Parties agree that each has had full and unrestricted right and opportunity to make, advance
and discuss all matters properly within the meet and confer process. This Agreement constitutes
the full and complete Agreement of the Parties and there are no others, oral or written, except as
specified in this Agreement.
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SIGNATURE & EXECUTION PAGE
THE FOREGOING INSTRUMENT HAS BEEN DULY NEGOTIATED, REVIEWED,
AND APPROVED BY EACH OF THE SIGNATORIES INDICATED BELOW:
THE CITY OF GEORGETOWN, TEXAS
(Approved by Georgetown City Council on ek of , 2026)
By:
DA ID MORGAN
CITY MANAGER
I.
ROBYN DIENSMORE
CITY RETARY
By:
HN SULL VAN
FIRE CHIEF
By:
AAr—
SKYE MASSON
CITY ATTORNEY
Dated: 9 9 2lv
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Dated: D
THE GEORGETOWN ASSOCIATION OF PROFESSIONAL FIRE FIGHTERS, IAFF
LOCAL NO.3991
(Ratified �y A�A Pf Membership on h of �' 2026)
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91
PRDENT
GEORGETOWN ASSOCIATION OF
PROFESSI AL F1 E FIGHT
By:
BRANDEN,eOlUGHLIN
SECRETARY
GEORGETOWN ASSOCIATION OF
PROFESSIONAL FIRE FIGHTERS
54
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Dated:
APPENDIX A
OCTOBER 2026 PAY PLAN
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