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City commission approves new community risk reduction specialist in Fire/EMS
Summary
The commission voted Dec. 20 to add a community risk reduction specialist to the Fire and EMS department to manage plan reviews, life-safety inspections and public education amid rising development pressures; staff said the role is a grade 10 starting near $30/hour and will be added to the 2026 budget.
Chief Roberson presented a proposal to add a full-time community risk reduction specialist to the Fire and EMS department, saying the division is at "bandwidth maximum" because of rapid development and cannot keep up with plan reviews, life-safety inspections and public education.
"We're respectfully requesting the addition of a 1 additional position to the organization, to help offset some of that workload," Chief Roberson said, explaining the post would function as a right-hand person for plan reviews, walk-throughs and inspections. He said the role is intended to be broader than the fire marshal's code-enforcement work and could be described as part of a community risk reduction division.
Staff said the initial job description intentionally remains broad so the city will not limit the hiring pool to narrowly certified candidates; a bachelor's degree was listed as preferred but not required. City staff and the commission discussed pension and benefit implications if an internal firefighter moved into the position (KPNF vs. KPERS), and the possibility of contracting the work instead of hiring. Chief Roberson and finance staff said contracting expertise for these duties appears scarce and that in-house personnel provide value by being the "face of the department" on site.
On budget, staff said the position is proposed as a grade 10, with a starting hourly rate cited as about $30. Staff estimated up to roughly $20,000 of shortfall in the current year due to timing and that the position will be added to the 2026 budget; they noted some offset from an employee on extended military leave who is not drawing salary.
Commissioner discussion focused on training and certification needs, whether the work could be contracted temporarily, and where the recurring funding would come from. A motion to accept the staff proposal and add the position passed on a voice vote; no opposing votes were recorded.
The commission did not specify a hire date; staff said they will adjust the job description and return with standard HR steps as needed.
