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Ripon board adopts fire chief job description and hiring timeline, proposes $40K–$54K range
Summary
The board adopted a job description and hiring plan for a part‑time fire chief, proposed a prorated salary range of about $40,000–$54,000 annually, and set a hiring timetable aiming for a July 1 start; members also agreed to tie after‑hours on‑call pay to the district’s on‑call rate.
The Ripon Area Fire District approved a job description for a part‑time fire chief and adopted a hiring timeline that aims to post the vacancy mid‑March, screen applicants for a month, and bring finalists to the full board with a goal of making an offer by June 1 and a July 1 start. Chair (S1) described the plan and Cooper (S4) explained the salary proration methodology.
Cooper said he used comparable postings in nearby municipalities (the City of Plymouth and the Town of Buchanan) and adjusted for call volume and population to arrive at a prorated range roughly between $40,000 and $54,000 annually for a 20‑hour/week position; the board noted the current budget contains a half‑year appropriation and that final salary offers will be negotiated within the posted range. Members discussed on‑call compensation for after‑hours responses and agreed the chief would receive the district’s existing on‑call rate for responses outside scheduled hours rather than a separate elevated rate.
The board also discussed contract length and reimbursement for certifications. Members favored starting with a one‑year contract with the option to negotiate multi‑year terms later. The hiring committee composition, posting venues (state job service and municipal sites) and background check procedures were set out; Mary Vesely (the city HR contact referenced by the board) will help post and circulate the vacancy.
Motion to adopt the job description, timeline and hiring structure passed by voice vote. The board asked staff to post the position, collect applications over roughly one month, and convene a screening committee to select finalists for interviews. The board emphasized flexibility to re‑open the search or adjust the range if candidates are insufficient.
Why it matters: Filling the chief role affects day‑to‑day operations, oversight, training and the district’s ability to recruit and retain qualified leadership. A clear job description and timeline aim to streamline hiring and ensure consistent candidate evaluation.
Next steps: Staff to post the position, convene the screening committee and return finalists to the full board; background checks and reference checks will be performed before any offer.
