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Marshfield commission approves bills, vehicle plan, recruitment incentive and fitness work group
Summary
At a regular meeting, the Marshfield Police & Fire Commission approved police and fire departmental bills, adopted a revised detective-vehicle replacement plan in the capital-improvement program (CIP), authorized a recruitment reimbursement for paramedic training, and formed a fit-for-duty work group to develop a fitness-testing plan.
Marshfield Police & Fire Commission members approved several administrative and policy measures at a regular meeting, including departmental bills, a change to the police department's detective-vehicle replacement cycle, a recruitment reimbursement for fire recruits who complete paramedic training, and formation of a multi‑stakeholder work group to design a fit‑for‑duty fitness-testing program.
The commission voted to approve routine minutes and the police and fire departmental bills that were listed in the meeting packet. The packet included recurring operating costs, equipment purchases and license renewals; the police packet also listed a digital forensics tool (described in the packet as “Magnet Forensics”). No substantive amendments to the bills were recorded during discussion. The motions to approve were carried by roll call.
In a contested discussion over vehicle replacement timing, staff presented an updated CIP that shifts detective-vehicle purchases and recommends moving from a three‑year rotation back to roughly a two‑year rotation after the next planned purchase. Police staff said the change was intended to avoid prolonged retention of vehicles that eventually circulate through the fleet and become costly to maintain. Commissioners discussed resale/auction practices and the city’s use of Wisconsin Surplus for vehicle disposition. The commission approved the police request to adopt the updated CIP schedule.
The commission also approved a revision to the Marshfield Fire & Rescue recruitment arrangement (career track 2) that adds a deferred reimbursement to help pay for paramedic training. Under the change discussed at the meeting, the city would reimburse a recruit up to $8,000 after three years of continuous service — an effort staff said aims to keep Marshfield competitive with neighboring departments that offer tuition assistance, sign‑on bonuses or direct payment for paramedic training. Sarah Dressel, the city’s human-resources director, described the three‑year reimbursement approach as a practicable alternative to up‑front tuition guarantees that can be difficult to reclaim if employment ends early.
Commissioners also authorized formation of a fit‑for‑duty work group to design a legally defensible, job‑related fitness program for fire personnel. The work group will include department staff, HR representation and at least one or two commissioners; staff described a 24‑month development timeline and listed relevant standards and laws the group will review, such as NFPA guidance and OSHA rules. Commissioners emphasized the need to address Americans with Disabilities Act (ADA), collective‑bargaining, and other statutory issues as part of the design.
Finally, the commission approved a package of fire‑department policies and procedures (items a–h in the packet) as presented. Several commissioners complimented department staff on the policy review and said they would revisit items if the department’s operational needs (for example, a future aerial apparatus) change.
Votes at a glance - Approval of minutes (03/13/2020 packet): approved, roll call carried. - Approval of police-department bills (packet): approved, roll call carried. - Approval of fire‑department bills (packet): approved, roll call carried. - Adoption of updated detective‑vehicle CIP schedule (police request): approved, motion carried. - Approval of career‑track 2 recruitment change with $8,000 reimbursement after three years: approved, motion carried. - Authorization to form a fit‑for‑duty work group (24‑month development target): approved, motion carried. - Approval of fire‑department policy items a–h: approved, motion carried.
Why it matters: The vehicle‑replacement and recruitment decisions affect competing demands on the city budget and departmental readiness, while the fit‑for‑duty work group will shape how Marshfield balances fitness expectations, training and legal compliance going forward.
Meeting logistics and next steps: Staff said the detective‑vehicle CIP changes will be incorporated into the city’s capital plan, the recruitment MOU language will proceed to the appropriate signature and administrative steps, and the fitness‑testing work group will return to the commission with a phased plan and legal review for further action.
