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Marshfield commission approves updated Career Track 2 memorandum, removes one-year sunset
Summary
The Marshfield Police & Fire Commission approved an updated memorandum of understanding with Marshfield Firefighters Local 1021 to make the Career Track 2 firefighter program permanent, clarify sick-leave accrual and holiday pay, and authorize city and union signatories, the commission heard.
The Marshfield Police & Fire Commission approved an updated memorandum of understanding with Marshfield Firefighters Local 1021 to revise terms of the Career Track 2 firefighter program and remove a one-year sunset clause, the commission agreed at its meeting.
Speaker 3, presenting the request for approval, said Career Track 2 “has been an effective program” that helped the department move from zero recruits to a sustainable list of qualified candidates. The updated agreement clarifies that while participants are in Career Track 2 they will accrue sick leave under the city policy and, upon promotion to Career Track 1, will transition to accrual and benefits described in the collective bargaining agreement.
Speaker 3 described holiday-pay changes: Career Track 2 participants receive two flexible holidays during that phase and, after moving to Career Track 1, will receive the 10 paid holidays provided under the union contract. The presenter said the prior one-year sunset clause was intended as a trial; because the program has delivered recruits and retention, the sunset was removed so the MOU will remain a standalone agreement alongside the collective-bargaining contract.
Speaker 7 moved to approve the updated MOU; the motion was seconded and approved by the commissioners present. The commission authorized the PSC president (Hansen, referenced in materials) and the fire chief (referenced in the packet as Chief Newer) to sign the agreement on behalf of the city and the union.
What it means: the commission’s action keeps the Career Track 2 recruitment pathway active as a formal, ongoing MOU and clarifies when participants shift from city-administered leave accrual to union-covered benefits. Supporters said the program has produced qualified candidates at a time when many departments face recruitment shortages; no amendment or conditions were recorded during the vote.
The commission did not specify a dollar cost or budget amendment tied to the MOU; staff said personnel and payroll rules will follow the clarified accrual language. The commission did not schedule further action on this item; the MOU was adopted as presented.
