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HomeMy WebLinkAboutSummary of Employee Handbook Changes 01.15.2020 Summary of Recommended Handbook Changes As of 12.13.1901/15/2020 206 WAGE REVIEWS AND ADJUSTMENTS ADDED TO REVIEW ANNUALLY ASSISTANT POLICE CHIEF FIRE ADMINISTRATIVE SERVICES MANAGER 302 INSURANCE-LIFE, MEDICAL, DENTAL HEALTH REIMBURSEMENT ACCOUNT HRA STANDARD Participating Employee Groups 1) Employees who are scheduled to work 30 or more hours per week who are enrolled on the City’s medical plan – NOTE: No health insurance premiums can be paid until an employee has separated / terminated employment with the City 2) City Council Members who are enrolled on the City’s medical plan – NOTE: Council Members cannot use their HRA VEBA for health insurance premiums while on the Council. 3) Terminated/Retired Employee and former Council Members who have positive account balances in the HRA VEBA Standard Plan and/or HRA VEBA Post-Separation Plan for which they have met eligibility requirements can use their HRA for any qualified out-of-pocket expense and health insurance premium. Employer Contribution Methods and Eligibility Requirements HRA VEBA Standard HRA Plan: 1) In order to receive contributions from the employer into this account, the employee/council member and their spouse must have completed a wellness exam and submitted the required Health Qualifying Form in the previous calendar year to our health insurance provider. st 2) Beginning January 2020, the contributions into employee accounts will occur on January 1 for a total of $850 if the employee or council member completed a wellness exam and submitted the required Health Qualifying Form in the previous calendar year. a. Using the criteria above, the employee/council members spouse is also eligible for the $850 contribution. Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: 11 pt Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial b. Using the criteria above, employees/council members enrolled on the City’s medical plan as “Employee with Child (ren) will receive an additional $850 contribution. Formatted: Font: (Default) Arial st 3) Beginning January 2020, on July 1 of each year, employees and council members and their spouses may be eligible to receive an additional $850 contribution into employee accounts if they have completed a wellness exam and submitted the required Health Qualifying Form in the previous calendar year to our health insurance provider and participated in health coaching during the prior year as a candidate identified by our health provider. In 2020, candidates that failed to engage in health coaching in 2019 will not be penalized and will receive the $850 contribution if they completed a wellness exam and submitted the required Health Qualifying Form in the previous calendar year to our health insurance provider. a. Using the criteria above, the employee/council members spouse is also eligible for the $850 contribution. b. Employees/council members enrolled on the City’s medical plan, as “Employee with Child (ren) will receive an additional $850 contribution 4) If a qualifying employee is hired after January 1, is enrolled on the City’s medical plan, and completes the criteria above, they will receive a pro-rated HRA contribution (50% upon completing requirements and 50% in July) based on their hire date and the number of months the employee will have worked for the City in the plan year. Below is a summary of the potential contribution into employee accounts if all of the requirements described above are met: Formatted: Font: (Default) Arial Health Coverage January Contribution July Contribution Total Contribution Single $ 850 $ 850 $ 1,700 Couple $1,700 $1,700 $ 3,400 Employee/Child $1,700 $1,700 $ 3,400 Formatted: Font: (Default) Arial Employee/Children $1,700 $1,700 $ 3,400 HRA VEBA Post-separation HRA Plan: 1) All additional, unused, accumulated sick leave above 480 hours for each employee (above 672 hours Formatted: Font: (Default) Arial for MFD24 department employees), after the first 2 days are converted to vacation, will be converted to cash at a rate of 35% of the employee’s current hourly rate and deposited in the City’s HRA VEBA Post-separation HRA Plan in that employee’s name in the custody of a third party administrator so there is no outstanding unfunded liability. Upon retirement, the City will add to the employee’s account 35% of their unused Sick Leave of the first 480 hours (672 hours for MFD24 department employees) plus 35% of any Sick Leave Bank balance. 2) The balance in the employee’s account is subject to a 20-year eligibility proration. The percentage of their account that is made available to them at qualified retirement shall be calculated by adding five percent (5%) for each full year of employment of the individual employee up to a maximum of one hundred percent or twenty years (100% = 20 years times 5% each). Employees will be eligible for this benefit after 5 years of continuous City employment and upon eligible retirement as described below. 3) To promote longevity, this benefit is available only to employees who obtain one of the following requirements: Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial Formatted: Font: (Default) Arial a. They receive full monthly retirement benefits as defined and controlled by the State of Idaho Retirement System (PERSI) meeting the Rule of 80 or 90 as applicable, or a combination Formatted: Font: (Default) Arial thereof depending on applicability and as determined by PERSI. b. They meet the age requirements of a PERSI Service Retirement. c. The employee is terminated without cause. Formatted: Font: (Default) Arial If the employee does not obtain one of the three requirements above or does not have the full 20 years of employment at qualified retirement, the unearned balance of their accounts will be remitted back to Formatted: Font: (Default) Arial the City. Employee Handbook 404 SICK LEAVE BANK & POST EMPLOYMENT HEALTH PLAN Formatted: Font: (Default) Arial Fees: A monthly fee of $1.50 plus an annualized asset-based fee of approximately 1.10%, is chanrged to participant accounts. The monthly fee is waived if a participant account balance is over $5,000. In addition, an 0.25% asset-based fee discount is applied to any portion of a participant account balance in excess of $10,000. To the extent permitted or required by law, certain fees, assessments, or other amounts payable to the federal Field Code Changed government may also be deducted from your account. Investment fund manager and other fees may vary by fund. To view these fees, please refer to the Investment Fund Overview. Go to www.hraveba.org and click on Investments to get Formatted: Font: (Default) Arial a current copy.” 304/also in 403 WORKERS COMPENSATION MFD24 employees and all MFD employees “in line of duty” are excluded from the reduction of sick or vacation leave when they are off work due to a workers compensation claim. MFD24 Employees: The Employer agrees to coordinate with Workers’ Compensation Insurance to provide one hundred percent (100%) of base salary for all job-related injury or illness time loss. The employee shall continue to accrue sick leave and vacation time, and receive all benefits while receiving Workers’ Compensation time loss benefits. Whenever a full-time employee is unable to perform the duties assigned as a result of a “line of duty” injury or illness, the employee may be required to report to work in a light duty status if management determines that light duty work exists or is available at the time. Management has the right to determine if light duty work exists. Field Code Changed Formatted: Left Assigned light duty shall be strictly limited, and consistent with the instructions provided by the employee’s medical care provider with respect to the condition. The employee must provide a medical release to the Chief or the Chief’s designee stating what level of ability the employee is able to perform, and the duration of any restrictions that must apply. Assigned light duty shall in no way affect the existing vacation, sick leave or other benefit accrual as previously agreed to or provided for by this Agreement or by past practices of management. Section 309 Eligible Employees & Family Members These benefits are only available to employees who are regular full-time or other employees who have worked for the city for at least 5 years, and their spouses and their immediate unmarried children who are living with them. This means that the benefits are available for and must be used by only eligible employees and family members. Benefit Reimbursement It is the responsibility of the eligible employees to pay the full cost for each of the activities below at the time of purchase. In order to be reimbursed for the benefit portion, the employee will be responsible to submit a “Recreation Benefit Reimbursement Form” and a receipt of payment electronically to the Payroll Clerk in the Finance Department. The reimbursement will be provided on the next available payroll date as a taxable event as per IRS Guidance found in Publication 15. These benefits will be charged to each employee’s departmental budget under the account number ending in “29”. City Recreation Program/Event Benefit Policy Each eligible employee and family member is given up to $135 in activity fees per calendar year (reimbursements are accumulated in the year the program occurs). Rexburg Races and Zone/Kidsburg Activities are included as part of this benefit. Park Shelter/Zone Reservation Each eligible employee will also be able to use any of their family member’s $135 recreation activity fee allowance to reserve a park shelter. The limit will be one reservation per family per year ($40 maximum benefit). City Carousel Benefit Policy Each eligible employee will also be able to use any of their family member’s $135 recreation activity fee allowance to purchase a $20 “Family Carousel Season Pass.” This pass can be requested on a Recreation Benefit Reimbursement Form. The payment for the pass will be deducted from your net payroll check at the same time the taxable reimbursement is made. In addition to the eligible family members, an employee may also use the pass for their grandchildren, great grandchildren, nieces, or nephews, as long as the employee or their spouse is present. Golf Benefit Policy The City will reimburse half of the cost of green fee golf coupons or green fee golf passes purchased by an eligible employee or their eligible immediate family members. Golf coupons may only be used by eligible employees or family members. Gym and Fitness Center Benefit Policy The City will pay $15 per month for the employee and/or spouse who sign up for membership in a gym or fitness facility. In order to receive this benefit, the employee will be required to provide proof of contract with the Facility Provider to the Payroll Clerk. It will be the responsibility of the employee to notify the Payroll Clerk if the employee or spouse cancels their membership. The Finance Department may request proof of a current contract at any time and if it is discovered the employee has received reimbursement benefits when they were not signed up at a facility, it will be the responsibility of the employee to pay back all such benefits received in error. This benefit may be reimbursed annually as well if a one year contract and proof of payment to the facility is provided. Bicycle or Walking Commuter Benefit Policy The City will pay to each employee $25 for bicycle related expenses, such as a new bike, repairs, or bike accessories, for each month that the employee rides their bike to work and back. Or, the City will pay each employee $25 in walking related expenses, such as shoes, for each month the employee walks to and from work. These benefits are only available for the months from April through October. These benefits are taxable per IRS code. The employee must certify to the Payroll Clerk that they have either ridden their bicycle or walked on at least 60% of the work days for that month to receive this benefit. Aquatic Center Each eligible employee will be able to use any of their family member’s $135 recreation activity fee allowance to purchase a 10-punch pass ($60.75). The limit will be one ten punch pass per family per year. 402 HOLIDAYS All MFD24 employees, whether scheduled or not, shall receive in lieu of Holiday time off ten and eight-tenths (10.8) hours of additional pay at the employee’s base hourly rate on the second check of each month. 403 SICK LEAVE As an additional condition of eligibility for sick leave benefits, an employee on an extended absence must apply for any other available compensation and benefits, such as workers' compensation. Sick leave benefits will be used to supplement any payments that an employee is eligible to receive from workers' compensation insurance. (MFD24 employees are excluded)The combination of any such disability payments and sick leave benefits cannot exceed the employee's normal weekly earnings. 500 PAYROLL CALCULATION AND TIME SCHEDULES  Added COMPENSATION as per ICRMP 501 TIME KEEPING  Cleaned up as per practice 503 PAY RATE CALCULATION  Clarifications made  MFD requests using MOU verbiage we are removing this paragraph from this section it is already in SECTION 504 505 ON-CALL & COMPENSATORY TIME  Cleaned up as per practice 511.2 TRAVEL AND TRAINING TIME  For MFD: 12 midnight will be changed to 10pm 603 USE OF EQUIPMENT AND VEHICLES  MFD requests: Fire Inspector and Emergency Manager be added to list of positions to take a City vehicle home. Section 603  Added: The City will be consistent with Federal Regulations. 604 ACCIDENT PROCEDURE  On the Job Injuries defined 606 CITY BUSINESS TRAVEL  Added International Travel with City Cell Phone policy  Dinner- Return after 5:00 pm CHANGED TO 6:00PM 608 PERSONAL APPEARANCE  GROOMING POLICY ADDED-will modify as per Legal  GROOMING POLICY   Purpose - This policy has been developed to ensure that all employees understand the importance of appropriate grooming and hygiene in the workplace or when otherwise representing the City of Rexburg. The Formatted: List Paragraph, Bulleted + Level: 1 + Aligned at: standards of grooming and hygiene outlined below set forth the minimum requirements to which all employees, contract workers, and temporary staff are required to adhere to. 0.25" + Indent at: 0.5" Formatted: List Paragraph, Bulleted + Level: 1 + Aligned at: 0.25" + Indent at: 0.5"  Statement of Policy - City of Rexburg recognizes that the presentation of its employees in the workplace contributes to a professional environment and the public image. Therefore City of Rexburg expects employees to be well-groomed and professional in appearance when coming to work or engaged in work-related tasks with customers, clients, community and colleagues.   Hygiene - Every employee is expected to practice daily hygiene and good grooming habits as set forth in further detail below.  Hair - Hair should be clean, combed, and neatly trimmed or arranged. Unkempt hair is not permitted. Sideburns, mustaches, and beards should be neatly trimmed. Non-traditional hair colors are not permitted.  Make-Up - Make-up must be professional and conservative.  Fragrance - Recognizing that employees and visitors to the workplace may have sensitivities or allergies to fragrant products, including but not limited to perfumes, colognes, fragrant body lotions or hair products, City of Rexburg is a fragrance free workplace. Fragrant products that may be offensive to others should be used in moderation out of concern for others in the workplace.  Nails - Hands and nails should be clean and conservatively manicured.  Jewelry - Employees may wear tasteful jewelry in moderation. The size and/or number of earrings, rings, necklaces, and bracelets may be determined at the department level based on specific job functions, operational, and safety factors. Where job duties present any type of safety risk, jewelry may be prohibited or severely limited. In other areas, moderate (including size and amount) jewelry may be worn. No other visible body jewelry/body piercings may be worn while an employee is in the workplace.  Tattoos -No visible tattoos or other body art (such as surgically implanted ball bearings, spikes, and the like) are permitted in the workplace. Exceptions may be made for employees who have small, non-offensive tattoos that cannot easily be covered by standard clothing (i.e., wrist, neck, etc.). All exceptions require the approval of the department head and HR department.  Violations - Violations of this policy will result in discipline, up to and including termination.  Exceptions - Employees seeking an exception from any of the above standards should speak with the HR director.  609 USE OF PHONE, MAIL, CELL PHONES, INFORMATION SYSTEMS AND SOCIAL MEDIA  Updated as per practice and as per ICRMP  CELL PHONE POLICY   City cell phones may be necessary to improve customer service and to enhance business  efficiency. Cell phones should not be selected as an alternative to other means of  communication (i.e. land-lines, pagers, computers, and radio phones) when such alternatives  would provide adequate but less costly service to the City.   Department Heads are responsible to authorize the use of cell phones for each position within the  department. The criteria to determine the need for City cell phone usage may include the  following:   Safety requirements indicate having wireless phone is an integral part of performing duties of job  description.   • More than 50% of employee’s work is conducted in the field.  • Employee is required to be contacted on a regular basis. (No office)  • Employee is required to be on-call (24/7)  • Employee is a critical decision maker   Business/City paid Phones:   The City will maintain business cell phones/devices, in which case cell phone(s) will be  provided to the department and not to individual employees. Cell phone devices will be maintained by the City. Cell Phones/Devices may not be used in conflict with other city policies.   Business cell phones shall be utilized for business use but may be used for personal calls, texting and data at the time because of the unlimited plans that do not cause an increase in expenses to the City. Employees are responsible for any inadvertent personal usage and should report such usage to their supervisor and if a refund is required to the City it will be based on an estimate of the calls, text or data usage and the associated cost.   The Department Head will be responsible to determine if/what data plan and what type of cell phone is required for an employee position. A Cell Phone/Accessories Order and Authorization Form Request form must be submitted and approved before the cell phone is ordered. Employees will be charged for any amount over approved purchase price as defined in the Cell Phone/Accessories Order and Authorization Form.   Data overages on tablets due to personal use must be paid by the employees.   The City will also pay $40.00 towards any accessories that are deemed by the Department Head for the protection of the phone (phone cases, screen protectors). Any additional accessories will be the full responsibility of the employee.   Damaged phones:   When a new phone needs to be ordered due to damage, the employee must pay ½ the cost of the replacement. nd If the replacement phone is damaged and a 2 phone must be ordered, the employee must pay the full cost. Department Heads may elect to waive this cost under certain circumstances.   Replacement Phones:   If employee has a good functioning phone and simply wants to upgrade to a new phone for the most recent technology, the employee must pay for the full cost of the phone if the new phone is less than 24 months old.   International Travel:   It is the responsibility of the employee to notify the cell phone plan administrator of any international travel. The phone line will need to have an international plan put on for the time the employee will be traveling internationally. Failure to do so may result in the employee paying for all additional charges made to the plan for international calls and data usage. If international travel is for personal time, the employee is responsible for the international plan and overage costs, unless such fees are waived by the Mayor (The Emergency Services Board for the Fire Department) for business purposes.   The use of company cell phones in any manner contrary to company policy, local, state, or federal laws will constitute misuse, and will result in immediate termination of the cell phone use  and possible discipline up to and including termination of employment. 610 SMOKING, VAPING AND TOBACCO USE  Added verbiage as per current city issues 612 WORKPLACE RELATIONSHIPS  Updated as per ICRMP 700 CONDUCT AND DISCIPLINARY ACTION  Updated as per ICRMP 702 DRUG AND ALCOHOL USE  Updated as per ICRMP 703 DRUG FREE WORKPLACE & DRUG AND ALCOHOL TESTING POLICY  Updated as per Idaho Law and current practice  Legal will add a paragraph  As per ICRMP, we need to update this policy as per recent case law in Idaho random testing can only be for first responders and DOT drivers 704 FITNESS FOR DUTY  Simplified  MFD asked to look at policy  REMOVED:Legal has recommended leaving in Mandatory Retirement and Fitness at 55 or older for MFD and Police 711 WORKPLACE DISCRIMINATION, HARASSMENT AND RETALIATION POLICY AND COMPLAINT PROCEDURE  Updated as per ICRMP  Since the last update in the draft, ICRMP has once again updated this policy in February 2019, and we recommend we adopt this new policy after discussing with Jim McNall at ICRMP last week 712 PROGRESSIVE DISCIPLINE  Updated as per ICRMP  MFD Employees:  The discipline of fire department employees is to be handled through the hierarchy of the fire department as follows: When a grievance arises, the concerned employee is to contact their immediate supervisor. If the immediate supervisor is not able to bring resolution to the concern, they are welcome to bring the issue before an assistant chief. If the assistant chief is not able to bring resolution to the concern, the issue will go before the chief. If an agreeable resolution is not achieved at the chief level, the concern will be taken to the Emergency Services Board. All will be done in conjunction with the Human Resource Director. The board may enlist the assistance of City administrators before rendering a decision on the matter. The board’s decision is then the final say.  ADDED As per ICRMP 713 IDAHO WHISTLEBLOWER PROTECTION 714 CANDIDACY FOR ELECTIVE OFFICE 800 PURCHASING RULES  Updated as per practice and current statute APPENDIX Adjusted MFD on the hierarchy chart ADDED PARKS- PARKS AND GOLF REMOVED COMMUNITY DEVELOPMENT AND HAVE 2 SEPARATE DEPARTMENTS OF BUILDING AND PLANNING FLSA EXEMP POSITIONS AND DEPARTMENT HEADS  Updated as per current structure CERTIFICATIONS THAT MERIT A STEP-RAISE  Updated to current City needs as per Department Heads CERTIFICATIONS THAT MERIT A STEP-RAISE All certifications must be pre-approved and scheduled by the Department Head. Any part of a raise, regardless of the reason for the raise, that will move the base salary beyond step 37 in any pay range, if awarded, is to be awarded as a one-time lump sum. Lump sum raises are calculated as one year’s worth of increase in wage. Certification raises are given only once and not repeated every year, even if the employee is at step 37 of their pay range. Department Certifications Employees Allowed   Community DevelopmentBuilding  I.C.C. Building Official Building OfficialInspector III  APA Certification Building OfficialInspector III  I.C.C. Fire Inspector All Inspectors  I.C.C. Commercial Building Inspector All Inspectors  I.C.C. Mechanical Inspector All Inspectors  I.C.C. Residential Inspector All Inspectors  I.C.C. Plan Review All Inspectors  I.C.C. Permit Technician SecretaryAdministrative Assistant   Customer Service  Idaho Certified Municipal Clerk City Clerk   Engineering  PE Assistant EngineerAll personnel 12%   Financial Management  Idaho Certified Finance Officer CFO & Deputy CFO  Idaho Certified Finance Officer CFO & Deputy CFOTreasurer/Controller & all other Financial Positions as approved by CFO  Master’s Degree-MBA, MPA, or MAcc CFO & Deputy CFO & all other Financial Positions as approved by CFO  Certified Public Accountant (CPA) Accountant as approved by CFO  Certified Management Accountant (CMA) Accountant as approved by CFO     Geographic Information Systems none   Human Resource Director IPMA-SCP or IPMA-CP    Information Technology none  Only one certification related step-raise would be awarded within a 24 month period. The City of Rexburg will reimburse the employee for the cost of passed exams up to $750 in the 24 month period. Some professional development funds may be available to assist employees with the cost of education. The employee who receives professional development assistance from the City of Rexburg, must continue employment with the City for 12 months from the date of the most recent disbursement related to the certification or be subject to reimburse the City for the expenses.   All step-raises are 4% unless otherwise noted.   CompTIA Network+ (2%)  HP FlexNetwork Architect  Cisco Certified Network Administrator (CCNA)  Cisco Certified Network Professional (CCNP)  Cisco Certified Internetwork Expert (CCIE)  Juniper Networks Certified Associate - Junos (JNCIA-Junos)  Juniper Networks Certified Specialist Enterprise Routing and Switching (JNCIS-ENT)  Certified Wireless Network Administrator (CWNA)  Certified Wireless Design Professional (CWDP)  Fortinet NSE Formatted: Font: Not Italic Formatted: Font: Not Italic   CompTIA Security+ (2%)  Certified Ethical Hacker  GIAC Security Essentials   Microsoft Certified Solutions Associate (MCSA)  Microsoft Certified Solutions Expert (MCSE)  CompTIA Linux+ (2%)  CompTIA Server+ (2%)  LIPC-3   CompTIA A+ (2%)  Microsoft Technology Associate (MTA) (2%)  Microsoft Office Specialist 2016 Expert   Legal none   Madison Fire Department All Firemen if pre-approved by Dept. Head  In addition to the ‘Required Skills, Knowledge, and Abilities:’”Minimum Qualifications” of the Madison Fire Department Job Description, any employee who obtains authorization to complete one of the following certifications will be eligible, upon successful completion of such certification, for a salary increase in the specified amount.   Authorization shall be obtained from the Certification Panel, and shall be based upon a needs analysis at the discretion of the Certification Panel. (The Certification Panel shall consist of one chief, one captain, and one firefighter to determine the applicability of each certification request. In regard to the panel, the chiefs will select a chief, the captains will select a captain, and the firefighters will select a firefighter).   Aerial Apparatus Operator—IFSTA/State Certification or equivalent 2%  Driver/Operator—State Certificate 4%  Critical Care Paramedic—2% at initial Department Certification, 4% at initial National Certification  Rope Rescue Technician—IFSTA Curriculum 2%  Confined Space Rescue Technician—IFSTA Curriculum 2%  Swift Water Rescue Technician—2%  Accredited Bachelors Degree in an applicable field—4% (A panel will be convened to determine the applicability of each degree request.)  Accredited Masters Degree in an applicable field—4% (A panel will be convened to determine the applicability of each degree request.)   Hazmat Technician – 2%  Wildland Engine Boss – 2%  Paramedic – 4% initial certification, 4% at five years certified, 4% at ten years certified  Advanced EMT – 4 %  Executive Fire Officer – 4%  Fire Fighter II – 4%  Advancement to Fire Inspector and Captain—4% (advancement to Fire Inspector and Captain shall be by promotional appointment).  Fire Fighter One as well as Basic Wildland (Red Card) certifications are considered baseline employment requirements.   Credentialed as EMT with Modules—2%  Credentialed as AEMT —4%  Credentialed as Paramedic—4%  Paramedic at 5 years certified (time at MFD) —4%  Paramedic at 10 years certified (time at MFD) —4%  Credentialed as Critical Care Paramedic—6% (upon completion of both National Certification and Department Certification)   Credentialed as Driver/Operator (IFSAC)—4%  Wildland Engine Boss (ENGB) (NWCG)—2%  Firefighter II Certification (IFSAC/Pro Board)—4%  Hazardous Materials Technician (IFSAC/Pro Board)—2%  Credentialed as Aerial Apparatus Operator (accredited curriculum)—2%  Rope Rescue Technician (accredited curriculum)—2% (raise only given upon completion of final Technician level)  Confined Space Rescue Technician (accredited curriculum)—2% (raise only given upon completion of final Technician level)  Swift Water Rescue Technician (accredited curriculum)—2% (raise only given upon completion of final Technician level)   Accredited Bachelor’s Degree in an applicable field—4%  Accredited Master’s Degree in an applicable field—4%  Executive Fire Officer—4%  Advancement to Lieutenant, Captain, Fire Inspector, and Emergency Manager/Training Officer—4% (advancement is by promotional appointment)    Parks none  Golf Grounds Manager GCSAA CERTIFICATION   Police Department  NACA 100 Level 2 only Animal Control Officer  Basic All commissioned officers  Intermediate All commissioned officers  Advanced All commissioned officers  Supervisor 5  Management 3  Executive Chief  FBI Academy All commissioned officers  I.L.E.T.S. 5 (Once each person)  Master Patrolman All commissioned officers Formatted: List Paragraph, Bulleted + Level: 1 + Aligned at: 0.25" + Indent at: 0.5" Formatted: List Paragraph, Bulleted + Level: 1 + Aligned at: 0.25" + Indent at: 0.5"   Grade promotions are offered for specialties within the Police Department. These specialties and promotions are determined/assigned by the Police Chief in a separate chart/policy within the police department.With Formatted: List Paragraph, Bulleted + Level: 1 + Aligned at:   Planning 0.25" + Indent at: 0.5"   AICP Director and Planner 1    Public Works Director none   Recreation none   Sanitation Department none   Shop none   Street Department none   Road Scholar All personnel   Wastewater Department  City of Rexburg Wastewater Treatment and Collection Departments will give up to a maximum of 4 applicable certification 4% increases for all personnel. Grade changes are only available as positions are open. Below is a list of positions.  Treatment Class I All personnel  Treatment Class II All personnel Treatment Class III up to 3 approved by PWD  Treatment Class IV up to 3 approved by PWD  Collection I All personnel  Collection II All personnel  Collection III up to 3 approved by PWD  Collection IV up to 3 approved by PWD  Laboratory Technician I 2  Laboratory Technician II 2    Operations Class I All personnel  Operations Class II 3  Operations Class III 2 Including Public Works Director  Collection I All personnel  Collection II 3  Collection III 2 Including Public Works Director  Laboratory Technician I All personnel  Laboratory Technician II 2 Formatted: List Paragraph, Bulleted + Level: 1 + Aligned at: 0.25" + Indent at: 0.5"     Water Department  City of Rexburg Water Department will give up to a maximum of 3 applicable certification 4% increases for all personnel. Grade changes are only available as positions are open. Below is a list of positions.    Operations Class I All personnel  Back Flow up to 3 approved by PWD  Operations Class II 2All personnel  Operations Class III 2All personnel THIS IS SUMMARY OF THE FINAL DRAFT. THE MAJORITY OF CHANGES SINCE 2019 ARE FROM THE FIRE DEPARTMENT AND CHANGES FROM ICRMP We would like to get a final approval tonight and get the handbook sent to employees for their review to meet the st ICRMP discount deadline by March 1.