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Fire department urges pay parity, 13 new positions and EMT-B training in budget pitch
Summary
Milledgeville Fire Rescue asked the City Council to approve a salary plan, authorize 13 new positions tied to a planned station, adopt a three-year retention commitment for hires, and fund a move from first-responder to EMT-B certification, arguing the moves will improve recruitment and public safety.
Milledgeville Fire Rescue told the City Council on April 28 that it needs deeper investment to retain staff and maintain emergency readiness.
Chief Collier (presenting) and department leaders said regional pay comparisons show a persistent gap between local fire and police pay, and urged the council to approve a new salary plan and a series of policy changes. “We have been able to capture a savings for the residents, the business owner of $14,000,000,” the chief said, citing the economic value of an improved ISO rating and department improvements. The department also requested formal approval for 13 new positions in anticipation of a new station coming online and asked the council to adopt a policy requiring hires remain with the department for at least three years to protect the city’s training investment.
The department asked council to support a migration from a “first responder” certification to EMT-B training for personnel, arguing that a higher medical skill level improves patient outcomes when fire crews arrive before or alongside ambulance services. “Because we are currently, our department, first responders, we are not being able to provide them with the adequate medical care when we do respond,” the presenter said. He said partnering with local hospitals has enabled some in-house training and that an individual EMT-B course can cost roughly $6,000, though larger program costs could be higher if the city funds multiple classes.
Officials laid out additional cost drivers: turnout gear and equipment, recruitment and training costs for new hires, and potential overtime if new positions are not filled. The presenters estimated that failure to retain new hires could amount to roughly $100,000 per lost employee when training, gear and benefits are included. They said hiring 13 new personnel and reallocating overtime could reduce overtime expense the department currently projects at a high level (presenters referenced a potential $200,000–$500,000 overtime exposure if staffing is insufficient).
Council members asked for details on the cost assumptions, certification timelines and the ISO-rating implications. The presenters said some ISO components (dispatch and water system issues) are outside the fire department’s control, but that staffing, training and response-time improvements are within the department’s purview and can further strengthen the rating.
The presentation did not result in a formal vote on those budget requests that night; department leaders said they will follow up with detailed cost breakdowns and policy language for the council to consider during the budget process.
The council then moved to other departmental presentations and budget items.
