SCC Item 3. Fire and Emergency Services Transition PlanningTO: Mayor and Councilmembers
FROM: Adam Flaherty, City Administrator/Finance Director
Sabrina Hille, Assistant City Administrator/Human Resources
DATE: September 8, 2025
SUBJECT: Fire & Emergency Services Department
__________________________________________________________________________________________________
On Monday, City Council and staff will continue the conversation of transition planning for the Fire & Emergency Services
Department. The goal of this discussion should be to review the information gathered and outlined below and to provide
direction for staff on moving forward.
Interim Position
Over the past few weeks, City staff have been engaged in conversations with peers, consultants, fire service
professionals, and more to identify people and resources to fill the interim position. Staff have also been developing
goals and objectives for the interim position to ensure that planning and development continue with the goal of the Fire
and Emergency Services Department being operational in 2027.
A streamlined version of goals and objectives for this position include, but are not limited to:
-Evaluation of Current Implementation Plan, Budgets, Staffing, and Equipment
-Liaison for Construction of the Fire & Emergency Services Facility
-Oversite of Apparatus Builds and Delivery Management
-Planning, Specifications, and Procurement of Department Operating Gear, Tools, and Equipment
-Further Define and Develop Training Plans for Future Staffing
-Research and Development of Operational Policies and Procedures
-Human Resource Functions Support of Job Descriptions, Pay Plans, Etc.
-Liaison for the Community Risk Reduction Team
-Fire Service, EMS, and Law Enforcement Relationships and Partnerships
-Recruitment Planning and Implementation for Fire Chief and Department Staff
City staff feel strongly that the Interim Position is a crucial role and that these ongoing projects, the planning and
development of the Department, and the execution of time sensitive matters warrant the City Council moving forward in
a timely manner. City staff will review this information during the meeting and if the City Council determines this path
aligns with their goals, staff can provide a recommendation for filling this position.
SCC Item 3.
Community Risk Reduction Team
City staff have been engaged with members of the CRR Team over the past few weeks. The Team members have shown
nothing but support and have offered engagement and participation in any capacity they can provide during this
transition and throughout the Department development process.
Parks and Recreation staff have developed and distributed a coordinated communication for involvement at the
upcoming Prairie Festival. CRR Team members are also coordinating other community event requests this fall.
Once the City moves forward with the Interim Position, that person will step in as the Liaison for this Team and will
coordinate roles and opportunities for the Team to continue aiding with community engagement, planning efforts, and
development of the Department for success in 2027.
Fire Chief Recruitment
City staff recommend the City Council conduct a comprehensive and competitive recruitment process. However, staff feel
that given the importance of this step, additional time and evaluation are necessary to develop a full recruitment process
and recommendation. The Interim Position is anticipated to be a key component in recruitment and that additional time
for them to develop more understanding of the Implementation Plan is valuable to the process.