MASON COUNTY FIRE DIST. for volunteers, and our current operational model requires review with you. ln 20L0, we

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1 FIRE DIST MASON COUNTY FIRE PROTECTION DISTRICT NO S.E. ARCADIA ROAD. SHELTON, WASHINGTON Phone: (360) Fax: (360) masonfi re4@masonfi re4. com February L2,20L5 ln recent months, we have discussed, planned, and generated change within the fire district. Thank you for your input, time, and energy through these processes. ln an effort to maintain open communications, I ask a few minutes of your time, to share current information. The Board of Commissioners has moved us forward, with a planned organizational model projected out to The desired organizational model has a built-in objective of four on-duty personnel, around the clock. We expect this to offer a safer workplace; adequate personnel at hand to carry out our mission, and maintain our vision to stop fire at the room of origin, sove more lives, and do so with a long-term effective financial model. A renewed resident program is ready to market target audiences, we have new requirements for volunteers, and our current operational model requires review with you. ln 20L0, we averaged four personnel responding for medical aid incidents, and an average of seven responders for motor vehicle incidents. Over the past four years, our numbers of personnel available have declined. Currently, we average two personnel per incident, while acknowledging20% of the calls in 2014, were handled bva single responder. Think aboutthis for a minute, last vear, 206 incidents were handled by one of us. This brings about safety issues, for our community, and to the men and women of District #4. The resident firefighter program has been redesigned, offering a modest stipend, tuition assistance, and many levels of training and experience. We will be casting a regional and national net to advertise our district. Our partners at North Mason Fire Authority (through grants) have offered their assistance with job fairs, VA programs, and regional public gatherings. We always need your help, sharing opportunities for our youth, and your neighbors. We currently have five resident positions available, with private rooms. The mission of Mason County Fire Protection Distict No. 4, lt's Board of Commissioners, staff and volunteer personnel is to preserue life and propefty by providing fire protection and emergency medical sevices in a safe and efficient manner. Mason Qounty Fire Protection District No. 4 is committed to helping our neighbors by providing public education and rccognizes that our peopte are our most valuable resource.

2 Beginningthis month, Assistant Chief Seals and Assistant Chief Biehl are now ranked as District Chief. This is a functionaltitle, with their reassignment to a shift schedule. DC Seals is the second ranking officer, and DC Biehl is the third ranking officer of the district. Additionally, we have recently hired and sworn Lieutenant Chris DeCapua in as our third company officer. The three "Company Officers" are responsible for the day-to-day operations of the district, while on-duty. Each is scheduled 48 hours on-duty, with 96 hours off-duty, and is subject to call-back. I will maintain a weekly business schedule, while assigned Operations Chiel and will be actively responding to incidents. Under the leadership of Lieutenant Frost and Lieutenant Prentice we have redesigned the support program. We have personnel attending a (national) community emergency response team (CERT) training session. This is a 30 hour class, which has become popular in other areas in our county. Our CERT program plan will generate response in the Arcadia Point and Kamilche Point areas. This is a fantastic opportunity to have positive contact with our public and share fire district communications. Thank you to all of these officers for their professionalism during this transition. Their passion for the fire service shines, with their problem solving attributes. We have policy changes regarding membership standards, and volunteer reimbursement. While adopting the Taylor Act- minimum response to incidents is two personnel, we have addressed the need for scheduled volunteer time. As a volunteer responder, the standard is 48 hours per month. Support personnel, have an 8-hour standard. These two positions (responder / support,) and its standard, is your obligation as a member of the district. During this transition, we are maintaining our regular training schedule, and are preparing for future on-shift training. The 48 hours per month will be scheduled on an operations calendar, designed for L2 or 24 hour shifts. Viewing access to the calendar is via your log-in entry to EmergencyReporting.com. While we are in this transition, l'll update and distribute the calendar via . I appreciate your help with this new scheduling process. Also during this transition period, I ask that you not focus on a particular day (light or heavy on personnel,) as much as, the importance of scheduling your time. Declaring your shift time on-duty is best by or in person. I expect we will be heavy or light on personnel on a given day, until additional personnel are recruited, trained, and scheduled. Support members scheduled on the operations calendar will provide opportunities to engage in EMS/fire service operations, while operating within your training level. Volunteer reimbursement values have changed, Attached is a set of newly adopted policies for your review. All shift stipends are based on training and certifications. Stipend shifts

3 are not considered wages, but a reimbursement for your time as a volunteer. Should scheduling be an issue, or you are unable to fulfill your obligation, open communications is the success to this program. Scheduling volunteer time will benefit the fire district in several ways. L) Adequate staffing to respond to and mitigate incidents. 2) Create a savings to homeowners with improved rating of the district. 3) Personal and professional development to increase team cohesiveness. 8A% of our incidents are requests for medical assistance. District #4 began the EMS transport program 12 years ago. This program created a more knowledgeable and skillful EMT, broadened our scope of practice, generated a revenue source, and created a new standard for "Aggressive BLS care." Our personneldo save livesl We are in the planningstage of scheduling an Emergency Medical Responder (EMR) class. EMR is a 50-hour state certification program, designed to assist an EMT on a basic life support ambulance. CERT and EMR personnel will be a huge asset to our shift program. Adequate personnel on staff will provide a more robust EMS program. District #4 and its personnel maintain a wonderful reputation, and are well respected in the fire community. Thank you for being a part of a problem-solving and lifesaving team. As we move forward, we willfocus on changing science, proven tactics, and continue to foster partnerships with our community. Our 20L8 organizational model, will need all of us to work together, promoting our service. August of this year, District #4 will be asking the voters for their support to allow our deliveries and needs to match revenue. We will be asking for a.50 cent EMS Levy, to create opportunities for additional equipment and personnel, so our vision continues to be successful. Again, thanks for your time, and for a better fire service, Bob Burbridge Chief

4 TITLE: VOLUNTEER DUTY SHIFT APPROVED: Updated and PENDING Effective CHAPTER: 2000 NUMBER: 2371 POLICY: APPROVED: Signature on file Bob Burbridge, Chief Replaces Policy # updated. The intent of this policy is to provide an adequate number of trained personnel andior staffing levels for protection and service to the community. The District will pay an expense allowance for each shift of a "Volunteer Duty Shift" or "stipend Shift". This will be paid once per month. Volunteer Dufy Shifts / Stipend Shifts include but not limited to; Duty Officer, Day Staffing, EMS stand-by service, Evening Staffing The Training Chief will be responsible for seheduling and staffing the Duty Shifts. It is the intent of the Fire District to maintain a minimum staffing of two personnel on duty 24 hours a day. The Duty Station for this program will be Station 46 (130 W. Golden Pheasant Rd). As a volunteer, your first line supervisor is the on-duty company officer. Stipend Shift Values: Uncertified volunteer $25.00 Certified Firefighter 1 $35.00 Certified EMR $35.00 Certified EMT $40.00 Certified FFi/EMT or EMR $50.00 Certified Fire Officer/EMT $60.00 Acting Company Officer $75.00 Limitations: Stipend shifts should not be routinely scheduled for more than a 24 hour period.

5 w TITLE: CHAPTER: EXPENSE REIMBURSEMENT 2000 NUMBER: 2162 APPROVED:10- Updated 07-08: APPROVED: Signature on file Bob Burbridge, Chief Expense Reimbursement Allowance is for reimbursement of expenses only, and does not constitute pay for services to the District, or for time spent. Operational expenses are paid bi-annually in May and November. POLICY Volunieer members will be reimbursed, as established by The Board of Commissioners, for expenses as it relates to training and operations. point System - 1 (one) point shall equal $7.00 for uncertified member(s,) $9.00 for certified member(s) (firefighieror EMT,) and $11.00 fordual discipline certification member(s) (FF1IEMT, FF1IEMR,) and fire officers. Resident Firefighters: See Resident Program Policy #2014 Acquiring Point(s) through Operations. 1 (one) point shall be paid for each member who responds to each routine or emergency response from home. Acquiring Point(s) through Training: POINT(s) Education/Certification '1 Each regularly scheduled training session (drill ) 60 Basic Fire Academy 15 IFSAC Firefighter 1 10 IFSAC Firefighter 2 '10 IFSAC lnstructor 1 15 IFSAC Fire Officer 1 4E, NWCG Firefighter 2 (Wildland).R WA Certified First ResPonder 75 4E WA Certified Emergency Medical Technician-B National Fire Academy - on campus course Expenditures of training funds allotment will occur, one year following the completion of approved training, and at the next availabie fiscal cycle for expenditures. Acquiring Point(s) through Training: O Fire Service Consultins. lnc _--87

6 TITLE: RESIDENT PROGRAM APPROVED: Updated and PENDING Effective CHAPTER: 2OOO NUMBER: 2AI4 POLICY: APPROVED: Sisnature on file Bob Burbridge, Chief A volunteer (no wage or rights of contract) resident firefighter is willing to establish assigned station as their primary residence. The following are the minimum standards for acceptance as a resident volunteer member; 1) Be willing to excel in the fire and EMS sector. 2) 18 years ofage. 3) Valid Washington State driver's license. 4) Good physical health 5) Perform tasks commensurate with their job description' 6) Authorize and undergo a character background investigation; (criminal, driving, reference history, public record) 7) While representing the fire district, maintain a courteous, honest, professional level of conduct towards fellow members and the public. 8) Schedule and participate l2o hours of stand-by shiftwork, 10 l2-hour shifts, or 15 8-hour shifts, per month. Location of shiftwork as determined by the on-duty company officer. Additional stand-by shifts above the required 120 hours per month, shall follow Policy # 237I Volunteer Duty Shift. Resident stipend per month: $ with D/C verification of duties performed. Training reimbursement per Policy #2162 Expense Reimbursement.

7 TITLE: TRAINING EXPENSE RECOVERY APPROVED: CHAPTER: 2000 NUMBER: 2347 June 2,2009 APPROVED: Signature on file Updated Bob Burbridge, Chief SCOPE: All personnel PURPOSE: The purpose of this policy is to safeguard public funds that are expended to promote and provide training. Such training includes; fire service, emergency medical service, human resource, safety, risk management, officer development or designated as on-going training. POLICY: S/hen public funds are expended for the purpose(s) of training, the member attending such training shall remain an active member with the District for a period of one (1) year following the completion date of such training. Active shall be defined by Policy Minimum Standard for volunteer. Expenditures of training funds allotment will occur, one year following the completion of approved training, and at the next available fiscal cycle for expenditures.