FIRE CAPTAIN-PROMOTIONAL ONLY

The provisions of this announcement do not constitute an expressed or implied contract. Any provision contained in the announcement may be modified or revoked without notice.  Please refer to the MOU for further information.  

Employee Benefits & Employment Information

Some information contained herein may be different for the Paramedic Classification.  See MOU for details.

Bargaining Unit: Employees in this class are represented by the Visalia Firefighters Association (Group G bargaining unit). This bargaining unit may establish and collect dues for their members independent from the City of Visalia. Those that elect to join may be required to pay dues per the provisions in the MOU. 

Salary Policies: The salary range for the job is stated on the job announcement. Candidates are normally hired at the minimum of the salary range. Salary increases are given based upon employee work performance, up to a maximum of 5% per fiscal year.

Longevity Pay:  Association members are eligible for longevity pay based on all years of full-time service with the City of Visalia as a percentage of base wages at the following intervals: 2.0% at 5+ years, 10+ years, 15+ years, and 20+ years.  Prior full-time paid firefighting experience may be counted toward years of service in determining longevity pay. 

Specialty/Incentive Pay:  Employees assigned to the Hazmat Team shall receive 2% of base wages as specialty/incentive pay.

Bilingual pay of $900 per year, pro-rated per pay period, is available to those who qualify.

Fire Certificate Pay: Employees are eligible for up to 5% certificate pay: 3% for Fire Officer or Company Officer and an additional 2% for Chief Officer or Chief Fire Officer certification.

Administrative Assignment:  Employees may be assigned by the Fire Chief to serve in an administrative staff assignment on a long-term and/or project-specific basis. See MOU for details.

Uniforms and Uniform Maintenance:  The City shall provide the necessary uniforms, boots, and safety equipment as needed to perform the job, including uniform cleaning.

The Visalia Fire Department currently operates on a 48/96 shift schedule.  The standard work schedule for shift personnel in the Fire Department shall be 56 hours per week. 

Holidays: Regular non-shift full-time City employees receive (11) paid holidays and one (1) floating holiday per year. In lieu of the holidays and floating holiday, Fire shift employees (48/96) will receive 12.0 hours (5.5 annual shift days) of base pay plus applicable Fire Certificate pay in the pay period the holiday falls.

Vacation: Regular full-time non-shift employees earn 10 days per year. After 2 years, employees are eligible for 11 days; after 4 years, 14 days; after 9 years, 17 days; and after 16 years, 20 days of vacation per year. Full-time Fire shift employees earn 5 shifts; after 2 years, 6 shifts; after 4 years, 7 shifts; after 9 years, 8 shifts; after 12 years, 9 shifts; and after 16 years, 10 shifts of vacation per year. Employees are eligible for vacation usage after six (6) months of service. Employees hired from another governmental agency may be entitled to receive years-of-service credit for their vacation accrual rate for such previous employment and applies only to the government agency the employee was employed with immediately prior to employment with the City of Visalia.

Sick Leave: Regular full-time non-shift employees earn twelve (12) sick leave days per year. Regular full-time Fire shift employees earn one (1) shift for every two months of service, totaling six (6) shifts per year. Employees are eligible for sick leave usage after three (3) months of service.

Annual Sick Leave Buy Back: After accumulating 60 days (equivalent to 480 hours for non-shift or 720 for shift employees), the City will purchase back up to 72 sick leave hours, depending on shift status, at 50% of the employee's pay rate.

Health Insurance: The City provides employee health insurance which includes medical, dental, and vision care. Employee contribution rates are determined by employee's bargaining unit and plan selected. Health benefits are also available for an employee's dependents for an additional contribution rate. Eligibility for health insurance benefits begins on the first of the month after the date of hire. Contribution rates are reviewed for adjustment annually.

Life Insurance: The City pays the premium for a life insurance and accidental death or dismemberment policy of $30,000. A supplemental life insurance policy may be purchased and paid through payroll deduction. Eligibility for life insurance benefits begins on the first of the month after the date of hire.

Retirement: The City of Visalia is a member of the California Public Employees Retirement System (CalPERS).

New Safety employees are covered under the 2.7% @ 57 plan.  [Employees with previous CalPERS qualifying service (Classic employees) may fall under the 3% @ 55 plan.]  Each pay period, the employee pays an employee contribution at the CalPERS established rate. The City pays an employer contribution towards the retirement benefit and employees are responsible for contributing 3% of the employer contribution in addition to the required employee contribution. 

New Paramedic employees participate in the CalPERS non-safety retirement, which is covered under the 2% @ 62 plan. [Employees with previous PERS qualifying service (Classic employees) may fall under the 2% @ 60 plan.]  Each pay period, the employee pays an employee contribution at the CalPERS established rate. The City pays an employer contribution towards the retirement benefit and employees are responsible for contributing 4% of the employer contribution in addition to the required employee contribution. 

Social Security/FICA: City employees are not subject to regular Social Security (FICA) deductions. However, Federal law requires that the Medicare portion of the FICA is deducted.

Section 125: The City offers a voluntary Section 125 program whereby tax-free contributions are put into a trust account and are available for withdrawal with documentation of an unreimbursed healthcare or dependent care expense (i.e. premium, dependent care, medical care).

Long Term Disability: This benefit is provided through the Association.

Worker's Compensation: Salary continuance is provided up to one year for Safety employees who sustain an occupational injury or contract occupational illnesses. Regular Worker's Compensation disability benefits are paid thereafter in accordance with Worker's Compensation laws.

Other Benefits: The City also offers additional benefits such as an employee assistance program (EAP), a pre-tax deferred compensation plan, education assistance up to $1,500 per fiscal year, as well as a City-sponsored clinic staffed by clinicians 6 days per week available to all full-time employees and covered dependents. Services include general medical care and health and wellness coaching. No deductibles, co-pays, or out-of-pocket expenses.

As a potential applicant, you are about to participate in a series of events collectively called the employment process. Because the goal of the employment process is to obtain the most qualified candidates to fill City positions, examinations are administered to qualified applicants. These examinations are conducted in a variety of ways (written, oral, practical, and/or performance), yet they share a common purpose - to test applicants based upon the knowledge, skills and abilities required to perform the duties and responsibilities of the job.

The employment process occurs in several stages which are described below:

Application: Perspective employees must submit a City of Visalia application and other documents required as outlined in the announcement by the closing time specified on the final filing date. Final filing dates and times are listed on the front of each announcement. Separate original applications must be submitted for each recruitment/position applied for.

Examination: Applicants will be evaluated and applicants who clearly appear to be more qualified in terms of knowledge, skills, and abilities will be invited to take an examination or combination of examinations. Written, practical, oral, and/or performance examination scores, or a pre-determined combined examination score, will determine standing on the eligible list.

Exam Accommodations: If you are most qualified for the job, but need reasonable accommodations to take the exam, contact the Human Resources Division at least five (5) days prior to the exam. We want to work with you to design a fair and effective means by which you can demonstrate your ability to perform the essential functions of this job. Be prepared to furnish proof of the need for accommodation. Such proof should normally be a signed statement on letterhead by a professional who is qualified to make a diagnosis.

Eligible lists: Eligible lists contain names, in descending order of score, of applicants who have obtained passing scores. Eligible lists are maintained for no less than six (6) months and no more than one year unless otherwise determined by Human Resources. The City retains the authority to reestablish an eligible list for a specific job opening when deemed necessary. Separate eligible lists are established for each recruitment.

Selection:  A departmental interview is conducted with the top candidates from the eligible list. The number of candidates interviewed depends on the number of vacancies.

Background Review: Depending on the position, prospective employees will be subject to clearing a background investigation which may include, but is not limited to, a reference check, credit check, criminal history review, social security verification, DMV record check, polygraph, and psychological evaluation.

Post Offer Medical Examination: Prior to starting work, all prospective employees are required to take a drug/alcohol screening administered by the City's medical provider and/or pass a medical examination. Candidates are cautioned not to quit or give notice to present employers until the medical examination has been completed and passed.

Probationary Period: This classification is required to serve a twelve (12) month probationary period. An employee may be terminated without recourse for any reason and at any time during the probationary period.

Immigration Law: Prior to employment, applicants will be required to provide proof of U.S. citizenship, alien registration, or authorization to work in the United States at time of appointment, and complete an I-9 form. Failure to do so within three (3) days from date of hire may be cause for termination. Once hired, failure to maintain authorization to work in the United States may be cause for termination of employment.

Driver's License: Some City positions may require possession of a valid California Driver's License. Employees may also be required to submit a DMV printout with proof of automobile insurance as some positions may require the use of your vehicle on the job. Additionally, employees may be required to drive City vehicles or equipment.

Non-Smoking Policy: A non-smoking ordinance adopted by the City provides a smoke-free environment.

Drug-Free Workplace: The City is a drug-free workplace and has adopted a comprehensive substance abuse policy.

Discrimination and Anti-Harassment Policy: A zero-tolerance discrimination and anti-harassment policy adopted by the City provides employees and volunteers with a professional work environment in which they are not exposed to harassment and illegal discrimination of any kind.

The provisions of this announcement do not constitute an expressed or implied contract. Any provisions contained in the announcement may be modified or revoked without notice.