Um we'll just wait for some copies to come in the room and then we'll get started.

We can walk through it.

If you want to walk us through what you have here, we'll wait till Ms.

Cody gets back.

Just a reminder, remember if you're speaking speaking the mic, say who you are, Mario Diagostino.

And it's just for the uh transcribe so we can make sure we have accurate records.

She's making the copies.

She's making the copies.

Okay, share a couple more copies of this.

Okay, thank you.

It is cold in here.

It's cold in here.

Cold in the room.

This is in keeping with the average on the contract for El Paso PD.

And with uh comparative departments across the state.

Questions there.

We can see it cross the state.

Do you have data that you could share with us on what you're using to come up with that?

Yes, sir.

Yes, sir.

I'll get that to you.

All but just so we can be on the same page with what you're looking at.

Yes, sir.

Yep, I'll get that too.

Uh if no questions there, we'll move on.

Uh item number two, increase in uh paramedic assignment pay while working on an ambulance.

Uh from so that would be PAP, and that would be moving from five to ten percent.

What we're looking at there is an increase, large increase in call volume in the duties required of these personnel and to look to have them compensated accordingly.

Any comparables with other yes sir.

City.

All of all of that is in another sheet.

I'll I'll get that to you.

Yes, sir.

Um item number three, we're looking at FTOP.

Excuse me.

Um looking to implement that at five percent.

This is in keeping with practices in place for El Paso PD.

Also comparable cities, uh, particularly San Antonio.

As we look to improve the knowledge and education of our personnel, it's imperative that we have good officers in charge and compensated accordingly for the work that they do.

Question so far.

Yep.

All right.

Article 4, or excuse me, item 4 looking to add bilingual pay 500 per year once the employee successfully passes city administered language test.

This would be currently in keeping with San Antonio, Dallas, Fort Worth.

We also looked at a number of other departments that have predominantly Hispanic populations that also offer uh language incentive.

One of the ones that we were looking at, particularly was Austin.

Um I don't know the exact number off the top of my head, but they offer a number of different languages that they cover under this program.

So just off the top, um Chinese, Cantonese, Vietnamese, Spanish, American Sign Language, etc.

etc.

So we'd be looking to implement something along those lines, of course, after successful passing of the test.

Questions?

No.

Okay.

Item five.

This is in keeping with the uh right in line with the uh field training officer.

The medical mentor pay again, going back to the um increased call volume, the increased need for paramedics, medical mentors, uh precept those personnel, get them up to speed at the EMT basic or paramedic level.

Additionally, with the movement to civilian paramedic training academies, we are anticipating a large increase in the demand for those mentors.

Uh item number six, communications assignment pay.

Contract is somewhat outdated in that when you when you look at it and you consider that eight for twenty-four, how that all works, but how personnel are actually being used, they're really not being compensated for the work that they do at the communication center or the additional certification.

So this would be a five percent incentive when they work at communications.

Number seven increase in education pay.

If I could unspeak, yes.

Uh this is any time that they're working at comms.

So currently they don't when they go to comms, they don't um move to a 40-hour schedule where they would receive that 5% premium.

So any time that they would go and work at the comm center, they would receive that 5%.

So are we still are we pulling them off for 24 and assigning them for eight?

No, currently that's not what's taking place.

So they're getting overtime.

So there are some instances where members are going out there and voluntarily working overtime, but then there are also a lot of instances where they'll get pulled from their assignment on the line, and they'll go out there and work four hours, six hours, eight hours, and then go back to their assignment on the line with no compensation for that time, no additional compensation for their certification or that time while they were at communications.

Understood on education, we are looking at increases of fifty dollars a month at the associates, bachelor's, and master's degree levels.

Uh, again, in keeping with uh compare comparative departments and what they've done with their educational requirements.

Item number eight, increasing longevity pay to ten dollars per month per year of service, not to exceed exceed two hundred fifty dollars per month.

This would be in keeping with Dallas, Fort Worth, San Antonio.

Um the structure in Dallas is a little bit weird, but I'll get that to you so that you can look over see what I'm discussing there.

But what it comes down to is we need to incentivize um recruitment and retention.

As it stands right now, I I just was in a conversation this morning that uh Austin just opened up lateral transfers for the captain level.

We invest a lot of money into our personnel to keep them in the city.

You know, at council regularly, we're talking about brain drain, but that that's generally targeted towards kids leaving to go to college and moving away and those kind of things, but we have to retain the talent that not only has come to us but that we have fostered and built over the years.

Number nine increases by fifty dollars per month for TCFP.

Um big thing here is with TCFP, there tends to be a misconception that it's just I don't know, lack of a better way to say it, generic firefighter certification.

I think a lot of the people sitting across from me know that that's not the case.

There's a lot of education that goes into that, a lot of training, a lot of time.

So looking to compensate that thus.

These guys spend pretty much their entirety of their shift and beyond studying furthering their education and um keeping up with this program.

As we look at that, we are looking to add uh 5% to the PAP, which would bring them to 10% when they're on the critical care, and bring the another 5%, which would bring them to 15% when they're on the aircraft.

Highly hazardous mode of transportation, highly hazardous response vehicle, and there was never at any point any consideration of an incentive.

Um further, there was no consideration of the hazard, the risk that they take in participating in this program.

Um further beyond this, we were going to bring up uh potential for adding an insurance rider again because this is so highly hazardous.

Questions so far.

All right.

Uh number 11 specialty teams pay increasing from 75 to 150 dollars per month, again, in keeping with Dallas San Antonio, uh, numerous other departments.

Uh additionally adding the critical care paramedics and the peer support members.

Uh, as we were just discussing, Chief.

There's been uh uptick in the amount of suicides that is not lost on the fire service at all.

As you all know, we incur some of the higher numbers when it comes to suicides and those kind of things.

Super supporters do yeoman's work in in speaking to the members, getting them to the care that they need and making sure that they're taken care of.

Um we also are looking to move to stack specialty team pay up to a maximum of two teams, $300 per month.

And then lastly, on that item currently in the contract, there are numbers set for the amount of members per specialty team.

But what we've seen recently as we're moving towards some of the incident management team stuff, the um ISTF stuff, that we have a need for more members, but we're kind of capped and limited on what we can do, what the department can do as far as being able to stack staff those teams.

Uh, particularly water rescue, for example, um those guys are capped out, but they have additional members that sit on the sideline basically, they're doing all the same training, doing all the same work, but they're not being compensated for that work.

Um, and then lastly, wages and other compensation looking to increase working out of class from 5% to 10% in those instances where you have to work up.

Is the the promotion still five percent?

You know as well as I do when you have that random guy that comes up, typically what you see is that person will come in and they'll make the money, but they don't do the job.

So looking to further to to incentivize, further incentivize that they are actually accomplishing what's supposed to be and needs to be accomplished at that time.

So more money is gonna make them work harder.

Yes, sir.

Yeah, very good.

And uh we had done some some department analysis as well, so we'll make sure we get that to you all of as well.

If you could send us everything you have as far as how you set up this.

Um did you have anything you wanted to add?

No, it seems Dallas and San Antonio seem to be your comparative cities that you're utilizing for most of these, so I'm just wondering, you know, why are you focusing on those two?

And I think for the salary standpoint, we focused on the well a lot of it's to answer that.

We really looked nationwide.

So Indianapolis to Seattle, uh East Coast departments, we look widely across Texas and kind of really tried to stay within that.

We did branch out, Albuquerque, um, Tucson, but moreover, what we really kind of tried to lean toward was the departments that were mentioned in the first meeting from the city side of the table.

So Dallas, Fort Worth, San Antonio, uh, Dallas Fort Worth, San Antonio, Albuquerque, Tucson.

Yeah, and the only reason why I asked San Antonio is financially in a much much different position than the city is, and so I mean, yes, sir.

That's just one of the reasons why I asked I know Texas when we use that comparison, but they get 450 million dollars from their energy company, so much different position financially as a city is compared to our cars.

Very good.

Did you have any questions?

Anything else, any data you need from us, any requests?

Um, as we discussed, I'll get with you offline on that insurance information that we need, any other requests that we have.

Um the team, I don't think that there's anything else we need right now.

Uh comparables in the HR data they added in the department.

Right.

The chief mentioned that he'll get that to us.

So I think we're good there as far as your comparable salary studies and those kind of things.

Yes, we should be able to get that out by the end of the week.

Morning, everyone.

I have a quick question, uh clarifying question on item 11.

So you said uh no cap on the number of specialty team members to be paid each shift, but not changing the total per incentive, correct?

I just want to make sure I understand.

So, for example, Hazmat is 15 employees per shift for a total of 45 employees, keeping it at 45 or changing those numbers?

Getting rid of those numbers.

Okay.

So where you look across all of those, where water rescue is capped, comSar is capped, hazmat is capped, we eliminate those numbers completely.

One that benefits the members in that all of those members that hold that additional certification are compensated for those again the certification, the knowledge of work that they do, but it also alleviates an issue for the department in that while we're looking at let's say ComSar, for example, as we are moving towards the wildland urban interface, wildland firefighting stuff, incident management team stuff, and we are needing to add the department is kind of handcuffed there.

So by taking those caps off, now you can expand those teams to a level that the department sees fit versus arbitrary 36 or you know, different numbers.

Okay, thank you.

I just want to make sure I understood that.

Yes, ma'am.

So it's gonna take up right now.

I think it might be four.

I think if I move up to four three So propose that we meet again next Friday.

It'll be in the afternoon.

I think this this moving this room is booked in the morning so we'll do it in the afternoon if that's all right.

Sounds good.

I think we can manage that.

Very good.

Um Ms Marker did you need further clarification on that on the specialty team stuff?

No?

Anyone else on that?

Teams and when you speak pull your mic a little bit closer.

It's it's not coming through teams very well.

Got you.

Okay.

All right.

What else do we have?

Insurance data, comparables, HR data.

That's what you're and then you're gonna provide us your research that you've done as well.

Okay.

Very good.

We'll get that to you as soon as we get that right wrapped up and tidy and we'll look forward to meeting next Friday.

Sounds good.

Thank you.

Thank you everyone