Fire Civil Service Commission Meeting Summary - January 21, 2026

The Fire Civil Service Commission convened to review monthly meeting dates, approve minutes from the previous session, and formally consider the new firefighter eligibility register. The commission also engaged in a detailed discussion regarding the current hiring model, specifically regarding candidates who are eligible to be listed without holding required certifications, and how new contract incentives impact recruitment.

Consent Calendar

• Unanimously approved the monthly meeting dates for the Fire Civil Service Commission.
• Unanimously approved the minutes from the previous Fire Commission meeting.

Public Comments & Testimony

• The Chief of Department and the Chair emphasized that new contract provisions, including the 48-96 work schedule, removal of the residency perimeter, and the ability to offer lateral transfers two steps up the wage scale for experienced hires, are expected to significantly increase the pool of high-quality, experienced candidates in the future.
• Commissioner Gilmore expressed concern that the current civil service process may not efficiently secure top talent, noting that the top candidates are often recruited away by other cities before a job offer can be presented in September, potentially resulting in wasted effort on the front end.

Discussion Items

• Approval of the Firefighter Eligibility Register: The Commission reviewed a list of approximately 65 candidates out of 126 interviewed. It was noted that 12 of the top 20 candidates hold both Firefighter Two and EMT certifications, though the list includes candidates who did not possess these certifications at the time of interview (December).
• Hiring Model and Certification Requirements: Commissioners discussed the practice of listing candidates who do not yet hold required certifications. It was clarified that while candidates can apply and be listed based on interview scores and life experience, they must obtain the necessary certifications to proceed in the hiring process.
• Hiring Process Timeline: Staff clarified that background checks and psychological evaluations are contingent upon a candidate receiving a contingent job offer from the Chief, rather than occurring at the application stage. The Chief will exercise discretion using the "rule of three" before moving candidates to the medical/psychological and background check stages.
• Impact of New Contract Incentives: The Chair noted a new hiring leverage where the Chief can bump up an experienced hire two steps on the wage scale, a provision recently settled in the union contract. Currently, five of the top 20 candidates have prior career fire experience, allowing for immediate higher-step placement.
• Strategic Concerns: Commissioner Gilmore and others raised concerns about the efficiency of current civil service lists lasting nine months, suggesting that top candidates may leave for other municipalities before an offer is made. They queried if the city could collect data on how many previously listed candidates without certifications were offered jobs but failed to obtain them, to evaluate the success of the current model.

Key Outcomes

• Motion Passed: The commission voted unanimously to accept the firefighter eligibility register as presented.
• Recruitment Strategy Refinement: The Chief and Commission agreed to explore ways to streamline the process to make it more competitive, leveraging new contract terms to attract more experienced candidates.
• Next Steps: Recruitment assistant Jill is scheduled to contact candidates on the list starting in April for the upcoming September academy, where certification status will be verified, and non-compliant candidates will be bypassed.