Prepared by Terry Hubbard, Communications Coordinator,

A.F.D.C.

DIFFICULTY MEETING RESPONSE EXPECTATIONS STAFF MEMBERS ARE BEING ORDERED TO STAY

RESULTING IN STRESS AND MORALE ISSUES UNABLE TO PROVIDE A.F.D.C. STAFF DEVELOPMENT AND

IMPROVE PROFESSIONAL COMPETENCE UNABLE TO SEND STAFF MEMBERS TO TRAINING

SEMINARS AND OTHER TRAINING RESULTING IN REDUCTION OF PROFESSIONAL COMPETENCE AND NO QUALITY IMPROVEMENT

INCREASE IN OVERTIME BUDGET RECRUITS FORCED TO TRAIN IN THE A.F.D.C. LACK OF TRUST ON THE PART OF THE A.F.D.C. STAFF

1. Increase Full-Time Staff to 3 Per Shift2. Increase Part-Time Staff to 5 with Quota

System3. Reclassify the Communications

Coordinator and Create a “Floating” Supervisory Position

4. Create 2 Floater Positions

PROS CONS Assistance readily available

during busy periods. Third person would be the

Shift Trainer. Ability to mentor/coach staff Supervisory direction

available at all times. Would provide more training

and staff meeting opportunities than we presently have.

Supervisor would be limited to s/changes with other Supervisors.

Increased Salary/Benefits Promotional Process Appearance that it may not

be necessary

pros cons Larger pool of p/time personnel

to draw from. Quota system would hold p/time

staff more accountable. Greatly decreases chances of

personnel being ordered to stay. Would provide more training

and staff meeting opportunities than we presently have.

Decreasing Guaranteed Shifts from 4 to 3 may increase p/time availability for call-in shifts.

More cost efficient than hiring four f/time Communicators.

Greater chance of staff turnover as p/time will be looking for f/time employment.

Employees not fulfilling quota requirement may have to be terminated, which means additional training dollars to replace them.

PROS CONS Acting Position to fill in during absence of

Communications Coordinator. The Supervisor would primarily work days but

would be flexible in emergent cases where coverage was required.

Many daily/facility duties could be transferred to the Supervisor, providing time for the Communications Coordinator to focus on development of ongoing Training, 911/Radio User Committees, QMS , interagency initiatives, SOG drafts/revisions, etc.

Fulfills 2002 commitment to provide Succession Planning and demonstrates belief in abilities of A.F.D.C. and creates career path.

Enhances internal/external respect for role of present Communications Coordinator by classifying position to fall in line with CFPO and Training Supervisor.

4 p/time positions would suffice. Would provide more training and staff meeting

opportunities than we presently have.

Cost? Promotional Process Development Association/Bargaining issues Appearance that it may not be necessary?

PROS CONS Increases f/time staff

complement. Would provide more training

and staff meeting opportunities than we presently have.

Cross-shift coverage by a Floater is considered overtime.

We would still require some p/time Communicators for coverage.

Floater System is more costly than our p/time system.

May create conflicts re shift responsibilities with two on-duty partners.