Division Chief Job at Orange County Fire Authority
DESCRIPTION
This outstanding opportunity is open only to current Orange County Fire Authority (OCFA) full-time safety employees who meet the minimum qualifications as outlined in this bulletin. This recruitment will establish and used to fill current vacancies and to create an eligibility list for future vacancies.
Division Chief Study Material
Below is a link to study material to prepare applicants for the oral interview process. Please note that not all oral interview questions will be based on the study material that is provided.
DC Study Material
Strategic Services Division Chief
OCFA is seeking to re-establish its former Strategic Services Section, with responsibilities to be managed by a Division Chief. This position will analyze frontline service response times, assess service gaps in coverage, and prioritize service enhancements needed to keep OCFA aligned with its response time standards. OCFA is currently lacking consistent analysis and reporting of operational response data, and needs an analytical Division Chief who will seek to propose proactive solutions to Executive Management, and enable OCFA to address legitimate service deficiencies. Establishing this position at a Division Chief level is key to ensuring OCFA can plan to address service gaps in a timely and responsible manner.
The Strategic Services Division Chief (supported by a Management Analyst), in conjunction with city/county and Local Agency Formation Commission (LAFCO) planning staff, will also review and respond to major development proposals for public safety and fire protection impacts.
Additional key responsibilities will include analyzing and monitoring impacts of development projects, annexations, and initiating agreements with developers for acquisition, design, construction, and dedication of fire facilities and equipment. This section will coordinate CEQA related reviews and processes of the agencies. Also included are all activities associated with analysis of demographic shifts on service delivery, Authority performance standards, management of future OCFA Strategic Plans, and development of Fire Services Proposals for potentially new partner cities.
Distinguishing Characteristics:
Fire Division Chiefs report to an Assistant Chief or Deputy Chief and manage the day-to-day operations of one or more firefighting battalions of a large geographic division, two or more administrative sections, or a combination of both. Fire Division Chiefs typically supervise several Fire Battalion Chiefs and their subordinates, work directly with city/county staff and other agency administrators, and act as the primary liaison between the OCFA and other entities.
The Ideal Candidate:
The ideal candidate will be politically astute and have a strong team orientation. He/she will model personal responsibility, character, a positive attitude, accountability, a commitment to ethical behavior, be a consummate professional who will recognize that the OCFA's organizational integrity is only as strong as our weakest link, and will consciously avoid even the appearance of impropriety. The Fire Division Chief will value OCFA members and will embrace diversity of perspective, knowing that creating an environment that encourages diversity of opinions is ultimately the OCFA's strength. The ideal candidate will understand his/her role as an agent of influence in moving individuals and the organization forward.
The individual selected will understand the nature of both internal and external customer service and will have a high commitment to the ideals of public service. The ideal candidate will also have a strong commitment to excellence in personal and team performance and will be accountable for results while recognizing that results do not come at the expense of the OCFA's commitment to its core values of teamwork, integrity, trust, excellence, ethics, personal responsibility, care and respect, honesty and fairness, reliability and diversity.
ESSENTIAL FUNCTIONS
- Plans, directs, coordinates, and supervises the work of a suppression division or a division of administrative support functions
- Interprets departmental policy to subordinates; assigns duties and responsibilities and delineates lines of authority; provides subordinates with direction on coordination of services, policy, procedures, budget, and personnel problems
- Negotiates cooperative agreements with mutual aid groups to prevent and suppress structural, commercial, wildland, aircraft, and other fires and emergencies; assists in developing cooperative agreements and contracts with city, county, and state agencies providing support for fire and Emergency Medical Services operations
- Analyzes technical data; develops policies, programs, and procedures; develops major disaster plans
- Reviews and analyzes proposed legislation; recommends appropriate department position on legislation
- Evaluates the performance of personnel and recommends compensation; recommends or implements disciplinary actions; establishes work standards and trains and develops subordinates
- Attends and makes presentations at Board of Directors, City Council, County Board of Supervisors, committee, and staff meetings; interfaces with elected and appointed officials, civic groups, professional associations, and other parties on behalf of the Authority
- Supervises and participates in the analysis and interpretation of intangible political and administrative problems which require an understanding of County-wide interests, legislation, legal constraints, and executive policy
- Prepares and submits budget requests for assigned division, estimates future needs in terms of personnel, equipment, supplies, and space; reviews and approves or alters budget request from subunits within assigned division; consults with superiors on priorities and availability of funding
- Assumes Incident Command and Duty Officer responsibilities
- Performs other duties of a similar nature or level
NOTE:
The above duties are intended to be a representative sample of the duties performed by the class. Specific position assignments will vary depending on the needs of the department.
MINIMUM QUALIFICATIONS
NOTE:
The above duties are intended to be a representative sample of the duties performed by the class. Specific position assignments will vary depending on the needs of the department.
MINIMUM QUALIFICATIONS
EDUCATION AND EXPERIENCE:
- Completion of probation as a Battalion Chief
- Considerable experience and background which would demonstrate the application of the listed knowledge, skills and abilities
LICENSES AND CERTIFICATIONS:
- Possession of a valid Class C Driver License and an acceptable driving record
- Ability to act in a Duty capacity in order to respond to emergency calls
This classification is subject to enrollment in the California DMV Pull Notice Program, which periodically provides Risk Management with the incumbent's Driver License record and status.
HIGHLY DESIRED QUALIFICATIONS :
- Chief Officer certification from California State Fire Training
- Bachelor's degree with coursework in Fire Administration, Public Administration, or related field
KNOWLEDGE OF:
- Principles, methods, and practices of the management and leadership process and employee supervision
- Principles, practices, and techniques of modern firefighting and fire prevention and the ability to apply this knowledge to varied fire control and fire administrative problems
- Operation, capabilities, and uses of various types of fire apparatus, equipment, and specialty resources
- Fire administration, emergency medical services, disaster management, and wildland fire control practices and operations
- Management of major/complex emergencies and disaster operations at the Incident Commander level
- Fire services Master Mutual Aid system in California
- Fire ground tactics, strategy, and safety practices for major emergencies
- Incident Command System (ICS) practices
- State, federal, and local regulations and codes pertaining to fire safety suppression, and prevention practices
- Principles of budgeting and contract administration
- Personal computer operations and word processing and spreadsheet applications software
- Methods of establishing and maintaining effective relationships with department personnel, outside organizations and groups
- Labor relations and personnel management policies and procedures
SKILLS IN:
- Planning, managing, organizing, coordinating, and directing divisional programs and services
- Establishing and meeting divisional goals and objectives
- Analyzing, interpreting, and implementing solutions to technical and administrative problems
- Defining problem areas and directing the collection, interpretation, and evaluation of data, and overseeing the development of solutions to technical and administrative fire problems
- Coordinating and initiating actions, implementing decisions and recommendations
- Selecting, training, coaching, supervising, evaluating, and disciplining employees to achieve department goals
- Exercising effective judgment and command leadership in emergency or disaster situations
- Writing and presenting clear, logical, and concise reports and recommendations
- Operating personal computer and word processing and spreadsheet applications software
- Establishing and maintaining effective relationships with subordinate managers and supervisors, fire personnel, civic groups, elected and appointed officials, city staff representatives, and OCFA Board members
- Assuming Incident Command and Duty Officer responsibilities in order to support the operations of the Authority in emergency or disaster situations
SUPPLEMENTAL INFORMATION
Applications will be screened by Human Resources to identify qualified candidates. Qualified candidates will be notified by email of all further procedures applicable to their status.
TESTING :
Testing for this position will include the following:
- Application/Resume Review
- Panel Interview
- Selection Interview
IMPORTANT DATES :
- Last Day to Submit Online Application and Resume – Tuesday, May 16 2023, at 11:59 pm
- Panel Interviews – Monday, June 5, 2023
- Chief's Selection Interviews - Tuesday, June 27, 2023
ELIGIBLE LIST:
After all selection interviews have been completed, Human Resources will combine the current eligibility list with the newly established eligible list of qualified candidates to use to fill future vacancies. The duration of the Eligible List is one year, unless modified by the Assistant Chief / Human Resources Director.
AMERICANS WITH DISABILITIES ACT (ADA Accommodation):
In accordance with the Americans with Disabilities Act, anyone who needs an ADA accommodation for purposes of employment testing should contact Duke Steppe, Human Resources Manager at least 72 hours prior to testing at (714) 573-6807 or dukesteppe@ocfa.org.
QUESTIONS:
Any questions regarding this position may be directed to Duke Steppe, Human Resources Manager at 714.573.6807 or dukesteppe@ocfa.org.
The provisions of this publication do not constitute an express or implied contract. Any provision in this publication may be modified or revoked without notice.
Orange County Fire Authority Chief Officers Association (COA) Representation (Download PDF reader): Fire Battalion Chiefs and Fire Division Chiefs classifications are represented by the COA. Please contact COA President Tim Perkins for information about joining the COA.
Base Salary Adjustments : None scheduled through June 30, 2023
Annual Merit Review Program : Employees are eligible for performance salary increases from 2.75% to 5.5% annually based on their work performance and until they reach the top of their salary ranges.
Base Salary Adjustments : None scheduled through June 30, 2023
Annual Merit Review Program : Employees are eligible for performance salary increases from 2.75% to 5.5% annually based on their work performance and until they reach the top of their salary ranges.
Note: An employee hired or promoted into a classification in this Unit shall be eligible to receive a performance salary increase at the completion of his/her first performance rating year period of employment or promotion and each year thereafter.
Medical Benefit : Employees have a choice of medical plans under the CalPERS Health Benefits Program and the Authority contributes towards the cost of health premiums as follows:
- 100% of cost for employee only premium OR
- 75% of cost for family premium, whichever is greater
Employees with group health insurance through their spouses' or domestic partners' employment (or other acceptable sources) may waive coverage and receive $59.58 in bi-monthly taxable cash or may apply $59.58 bi-monthly credit towards the cost of voluntary accidental death and dismemberment insurance.
Please visit CalPERS for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.
Dental, Orthodontia and Vision Care : Dental, orthodontia, and vision insurance are provided, at no cost to the employee, for the employee and dependents. Coverage begins on the first of the month following date of hire/promotion.
Optional Benefit Plan (OBP) : An annual cash allotment of $2,100 for Fire Division Chiefs and $1,900 for Fire Battalion Chiefs (pro-rated for mid-year hire/promotion date) will be provided to cover the cost of non-taxable benefits or as taxable cash, based on personal preferences. OBP begins on the 1st day of the month following a 28-day waiting period.
Short-Term and Long-Term Disability Insurance: Short-term and long-term disability insurance coverage are provided to Administrative Managers at no cost.
Life and Accidental Death and Dismemberment (AD&D) Insurance: A life and AD&D policy is provided to Chief Officers at no cost. Insurance coverage is based on the employee's annual base salary rounded to the nearest $10,000. Chief Officers may purchase additional employee paid life, dependent life, and accidental death and dismemberment insurance.
Retirement : All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program. Employees are enrolled in one of the following retirement formulas based on date of hire.
Please visit CalPERS for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.
Dental, Orthodontia and Vision Care : Dental, orthodontia, and vision insurance are provided, at no cost to the employee, for the employee and dependents. Coverage begins on the first of the month following date of hire/promotion.
Optional Benefit Plan (OBP) : An annual cash allotment of $2,100 for Fire Division Chiefs and $1,900 for Fire Battalion Chiefs (pro-rated for mid-year hire/promotion date) will be provided to cover the cost of non-taxable benefits or as taxable cash, based on personal preferences. OBP begins on the 1st day of the month following a 28-day waiting period.
Short-Term and Long-Term Disability Insurance: Short-term and long-term disability insurance coverage are provided to Administrative Managers at no cost.
Life and Accidental Death and Dismemberment (AD&D) Insurance: A life and AD&D policy is provided to Chief Officers at no cost. Insurance coverage is based on the employee's annual base salary rounded to the nearest $10,000. Chief Officers may purchase additional employee paid life, dependent life, and accidental death and dismemberment insurance.
Retirement : All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program. Employees are enrolled in one of the following retirement formulas based on date of hire.
Legacy Safety Members (Closed): Employees hired on or prior to June 30, 2012 shall receive the 3% at age 50 retirement formula (Plan F).
Important note for Legacy Safety Members hired prior to January 1, 2011 who promote into a COA classification from the Orange County Professional Firefighters Association: The Health Care Converted Retirement Contribution (“HCRC”) credit in the amount of two percent (2%) does not apply to COA classifications.
Legacy Safety Members: Employees hired on or after July 1, 2012 who establish reciprocity with OCERS are enrolled in the 3% at age 55 retirement formula (Plan R). The compensation limit for Legacy members for 2022 is $305,000.
New Safety Members: Employees hired on or after January 1, 2013 without reciprocity are enrolled in the 2.7% at age 57 retirement formula (Plan V). The compensation limit for PEPRA members for 2022 is $161,969 (non-Social Security Participants).
New Safety Members: Employees hired on or after January 1, 2013 without reciprocity are enrolled in the 2.7% at age 57 retirement formula (Plan V). The compensation limit for PEPRA members for 2022 is $161,969 (non-Social Security Participants).
Employees pay the maximum required member contribution based on age of entry to OCERS. For more information about the OCERS employer and employee contribution rates, please refer to the COA MOU (Download PDF reader) (Pages 63-64) and OCERS Rate Charts for 2021/2022
For more information about OCERS retirement, please visit: http://www.ocers.org.
Deferred Compensation Plan : Employees in regular or limited-term positions may voluntarily participate in the Authority’s deferred compensation plan. This plan is provided by Nationwide Retirement Services and allows for pre- and post-tax deferrals.
Retiree Medical : Employees hired prior to January 1, 2007 participate in the Retiree Medical Insurance Grant program. Employees newly hired on/after January 1, 2007 are enrolled in a defined contribution retiree medical savings plan (Health Care Reimbursement Account). All employees contribute 4.0% of base salary to their applicable plan.
OCPFA Supplemental Retiree Medical Plan: Employees promoted into this unit may choose to continue contributing 1% of their base salary towards the Orange County Professional Firefighters Association Supplemental Retiree Medical Plan Trust Fund. You have the option to discontinue contributing, but must notify Human Resources and complete the appropriate paperwork.
Social Security : Orange County Fire Authority employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.
Medicare : Employees contribute 1.45% to Medicare. Employee’s whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.
Educational Incentive Pay : Employees who have satisfactorily completed college-level semester units and/or specific certification programs are eligible for educational incentive pay as follows:
Deferred Compensation Plan : Employees in regular or limited-term positions may voluntarily participate in the Authority’s deferred compensation plan. This plan is provided by Nationwide Retirement Services and allows for pre- and post-tax deferrals.
Retiree Medical : Employees hired prior to January 1, 2007 participate in the Retiree Medical Insurance Grant program. Employees newly hired on/after January 1, 2007 are enrolled in a defined contribution retiree medical savings plan (Health Care Reimbursement Account). All employees contribute 4.0% of base salary to their applicable plan.
OCPFA Supplemental Retiree Medical Plan: Employees promoted into this unit may choose to continue contributing 1% of their base salary towards the Orange County Professional Firefighters Association Supplemental Retiree Medical Plan Trust Fund. You have the option to discontinue contributing, but must notify Human Resources and complete the appropriate paperwork.
Social Security : Orange County Fire Authority employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.
Medicare : Employees contribute 1.45% to Medicare. Employee’s whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.
Educational Incentive Pay : Employees who have satisfactorily completed college-level semester units and/or specific certification programs are eligible for educational incentive pay as follows:
-
60+ college-level semester units OR California State Fire Marshal Chief Officer Certification (or Chief Fire Officer after January 1, 2017) = 2.5% of base salary per month; OR
-
60+ college-level semester units AND California State Fire Marshal Chief Officer Certification (or Chief Fire Officer after January 1, 2017) = 5% of base salary per month; OR
-
Bachelor’s Degree or higher OR National Fire Academy Executive Fire Officer Certification (or Executive Chief Fire Officer after January 1, 2017) = 7.5% of base salary per month
Emergency Medical Technician (EMT) Certification or Paramedic License Pay
: Employees receive 6.25% of base salary for an EMT Certification and/or paramedic license. Effective with the pay period including July 1, 2022, this specialty pay will increase to 6.5% of base salary.
Longevity Pay: Effective July 1, 2022, employees shall receive 3% of their base pay as longevity pay at the commencement of their third year in a bargaining unit position.
Bilingual Pay : If qualified, bilingual pay is $0.25 per hour (approximately $43 per month).
Duty Officer Compensation (Fire Division Chief): Fire Division Chief shall be assigned as Duty Officer and shall receive duty officer compensation of seven and one half percent (7.5%) percent of base salary per month, prorated on an hourly basis for all regular hours paid.
Tuition Reimbursement : Tuition reimbursement is $1,250 per fiscal year to cover certain expenses associated with academic pursuits.
Behavioral Health and Wellness : OCFA offers a variety of behavioral health and wellness services to our employees and their dependents, including access to the OCFA Peer Support Team Members, OCFA Chaplains, and the Counseling Team International (TCTI). TCTI provides behavioral health and wellness services to public safety agency employees and their eligible family members with confidential professional assistance. Support services include, but are not limited to, the following types of situations: marital and family problems, stress/burnout, anger management, separation/divorce, child/adolescent issues, depression, and critical incident/trauma. TCTI also offers life care resource assistance for child care, adoption, elderly and senior care, and financial information.
Annual Physical Examination : Chief Officers are provided a voluntary annual physical examination by an Authority-designated physician at no cost.
Uniforms : The Authority provides uniforms to Chief Officers.
Vacation Leave : Chief Officers accrue vacation based on hours of completed continuous service:
Staff Battalion Chiefs (Except BCs assigned to 56-hour workweek in ECC) and Fire Division Chiefs
- 0 to 3 years: Approx 120 hours per year;
- After 3 years but less than 10 years: Approx 160 hours per year;
- After 10 years: Approx 200 hours per year.
Shift Battalion Chiefs (Including BCs assigned to 56-hour workweek in ECC)
- 0 to 3 years: Approx 112 hours per year;
- After 3 years but less than 10 years: Approx 168 hours per year;
- After 10 years: Approx 224 hours per year.
Sick Leave
: Sick leave is accumulated from year-to-year and accrues as follows:
Staff Battalion Chiefs (Except BCs assigned to 56-hour workweek in ECC) and Fire Division Chiefs
- 0 to 3 years: Approx 72 hours per year;
- After 3 years: Approx 103 hours per year.
Shift Battalion Chiefs (Including BCs assigned to 56-hour workweek in ECC)
- 0 to 3 years: Approx 101 hours per year;
- After 3 years: Approx 144 hours per year.
Holidays: Chief Officers observe 13 holidays within the calendar year:
- New Year's Day
- Martin Luther King Jr.'s Birthday
- Lincoln's Birthday
- President's Day
- Memorial Day
- Independence Day
- Labor Day
- Columbus Day
- Veteran's Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Eve
- Christmas Day
Please see the MOU for additional information on holiday compensation pay as it varies by classification and/or shift in this bargaining unit.
Flexible Spending Accounts (FSA) : Employees may participate in a voluntary medical and/or dependent care FSAs. These programs allow employees to contribute pre-tax dollars into an account that can be used throughout the year on eligible expenses. In 2022, the maximum contribution to the medical FSA is $2,750, and the dependent care FSA is $5,000.
Pet Discount Program : OCFA has partnered with United Pet Care to offer a pet healthcare program. This program helps employees reduce the cost of escalating veterinary bills at an affordable rate. All pets are eligible regardless of their age or medical condition.
Flexible Spending Accounts (FSA) : Employees may participate in a voluntary medical and/or dependent care FSAs. These programs allow employees to contribute pre-tax dollars into an account that can be used throughout the year on eligible expenses. In 2022, the maximum contribution to the medical FSA is $2,750, and the dependent care FSA is $5,000.
Pet Discount Program : OCFA has partnered with United Pet Care to offer a pet healthcare program. This program helps employees reduce the cost of escalating veterinary bills at an affordable rate. All pets are eligible regardless of their age or medical condition.
Benevolent Association
: Employees have the option to join OCFA’s Benevolent Association which was created to “Take Care of Their Own.” Included in your $8.00 per pay period cost is $10,000 Member Death Benefit, $4,000 Dependent Death Benefit, $30,000 Annual Scholarships for Members and Dependents, Hardship Grants/Loans, Annual Picnic for Members, Holiday Ball, and Retiree Tribute. In addition, Discount Offers- Recreation/Amusement Parks, fitness 19 and 24-Hour Fitness gym membership, discount movie tickets, Angels Baseball game with tailgate party, etc. Membership also allows access to very good supplemental insurances of many types, including, Long Term Disability, Long Term Care, various AFLAC (ICU, Cancer, Accident Injury, CSFA membership, Living Trusts and more. The Family Auxiliary and KIDS Fund (provides monetary assistance only to kids of members), both operate under the Benevolent As
Revised 07/01/2022
This benefit summary is intended to provide an easy way for current and prospective employees to access fringe benefit information, including voluntary options. This summary is intended to be accurate, but it is not an official plan document, and has no legal or binding effect as an expressed or implied contract, or otherwise, and does not alter or amend any provision of the Memoranda of Understanding, Personnel and Salary Resolution, retirement contract, insurance policy contract, or any other official document of the Orange County Fire Authority, including Standard Operating Procedures and General Orders. All insurance benefits described in the summary are subject to the terms and limitations of the Orange County Fire Authority's insurance contracts with individual insurance providers.
Should you have any questions pertaining to information in this summary, please contact Human Resources Department at (714) 573-6800
Revised 07/01/2022
This benefit summary is intended to provide an easy way for current and prospective employees to access fringe benefit information, including voluntary options. This summary is intended to be accurate, but it is not an official plan document, and has no legal or binding effect as an expressed or implied contract, or otherwise, and does not alter or amend any provision of the Memoranda of Understanding, Personnel and Salary Resolution, retirement contract, insurance policy contract, or any other official document of the Orange County Fire Authority, including Standard Operating Procedures and General Orders. All insurance benefits described in the summary are subject to the terms and limitations of the Orange County Fire Authority's insurance contracts with individual insurance providers.
Should you have any questions pertaining to information in this summary, please contact Human Resources Department at (714) 573-6800
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