Anderson City fire board suspends parts of new rules, approves two hires and two promotions

The Anderson City Fire Board voted on personnel actions and temporary rule suspensions at a meeting that moved to expedite hiring and promotions while the department transitions to a new merit system.

Chair (speaker 2) opened the meeting and the board adopted the minutes from the previous meeting. After adopting the department's newly proposed rules and regulations as old business, the board considered a chief's request to suspend portions of those same rules so hiring and promotions could proceed.

Fire Chief (speaker 7) asked the board to suspend parts of the recently adopted rules to allow the department to use an eligibility list and to make immediate hires and promotions while a new merit system is implemented. Counsel (speaker 6) identified the provisions as section Roman numeral 2, subsections f and i, and noted the governing ordinance requires a motion, a second and unanimous consent. The board voted to suspend those subsections for this one-time action.

Following the suspension, the chief presented an eligibility list containing four candidates and asked the board to approve hiring the top two names on the list to meet current staffing needs until the full hiring process begins. Board members raised confidentiality concerns about publicly naming the order of candidates; the chief said copies would be kept for records and candidates would be notified. The board voted to accept the eligibility list and sign copies for records.

The board then voted to authorize the chief to extend conditional offers of employment to the top two candidates on the approved list. The chief said the new hires will go through medical testing, pension board processing and a roughly 10-week academy before starting on duty.

With promotions pending, the chief asked the board to suspend the promotional-process section (section 4) and to accept interim promotional lists for captains and sergeants until the new merit-based promotional process is complete. The chief explained the promotional lists are based on seniority for the interim process and that the new merit process (planned to begin in January) will later determine future rankings. The board approved the promotional lists.

The chief recommended two specific promotions. "I'd like to ask the board approval to promote Josh Goins to captain," the chief said, citing Goins's more than 20 years of service, paramedic license and required certifications; the board approved the promotion. The chief also asked the board to approve promoting Dustin Oliphant to sergeant, noting Oliphant has nearly seven years on the department, holds required certifications and is completing a driver-operator class; the board approved that promotion as well.

Staff (speaker 1) presented the department's current merit-rank roster and asked the board to grandfather existing merit ranks so personnel would not have to repeat the promotional process. The board accepted the current roster for the record and staff said updated lists will be emailed to members and presented at the next meeting.

The chief outlined the timeline for the transition to the merit system and emphasized training and certification deadlines for personnel who want to appear on future promotional lists. With no further business, the board adjourned.

What the board approved

- Suspension of section Roman numeral 2 subsections f and i of the newly adopted rules (one-time suspension) to permit immediate hiring and promotions. - Acceptance of an eligibility list of four candidates and authorization for the chief to make conditional offers to the top two names. - Suspension of section 4 (promotion clause) and acceptance of interim captains' and sergeants' promotional lists. - Promotion of Josh Goins to captain and Dustin Oliphant to sergeant. - Acceptance of the current merit-rank roster to be maintained and updated in board records.

Next steps

Staff will email an updated merit-ranking list to members and present any changes at the next meeting; the chief will proceed with conditional offers, medical and pension clearance and scheduling the new hires for a roughly 10-week academy.