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The information contained in this table is for information purposes only. We cannot verify that the data we received is accurate or up to date.

 

Firefighter Wage Survey Data

State (State / Province) Department State (Street Address) State (Address Line 2) No. of Sworn Employees No. of Rank-and-File Employees No. of First-Line Supervisors No. of Non-Sworn Employees Population Served Entry Wage Top-Step Wage Years to Top-Step Top Step Lieutenant Wage Top-Step Captain Wage Top-Step Battalion Wage 2-Year Incentive 2-Year % or $ 2-Year Amount % 2-Year Amount $ 4-Year Incentive 4-Year % or $ 4-Year Amount % 4-Year Amount $ EMT Incentive EMT % or $ EMT Amount % EMT Amount $ Driver Incentive Driver Incentive % or $ Driver Incentive Amount % Driver Incentive Amount $ Longevity Pay Longevity % or $ Longevity 5 % Longevity 5 $ Longevity 10 % Longevity 10 $ Longevity 15 % Longevity 15 $ Longevity 20 % Longevity 20 $ Employer Insurance Contribution Employee Insurance Contribution Employer Pension Contribution Employee Pension Contribution Employer Pension Match Employer Match % or $ employer match amount % Employer Match Amount $ Agency Has Collective Bargaining No. Budgeted Positions Recruitment Rating (1-10) Retention Rating (1-10) Lateral Entry Program Morale Rating (1-10)
wdt_ID State (State / Province) Department State (Street Address) State (Address Line 2) No. of Sworn Employees No. of Rank-and-File Employees No. of First-Line Supervisors No. of Non-Sworn Employees Population Served Entry Wage Top-Step Wage Years to Top-Step Top Step Lieutenant Wage Top-Step Captain Wage Top-Step Battalion Wage 2-Year Incentive 2-Year % or $ 2-Year Amount % 2-Year Amount $ 4-Year Incentive 4-Year % or $ 4-Year Amount % 4-Year Amount $ EMT Incentive EMT % or $ EMT Amount % EMT Amount $ Driver Incentive Driver Incentive % or $ Driver Incentive Amount % Driver Incentive Amount $ Longevity Pay Longevity % or $ Longevity 5 % Longevity 5 $ Longevity 10 % Longevity 10 $ Longevity 15 % Longevity 15 $ Longevity 20 % Longevity 20 $ Employer Insurance Contribution Employee Insurance Contribution Employer Pension Contribution Employee Pension Contribution Employer Pension Match Employer Match % or $ employer match amount % Employer Match Amount $ Agency Has Collective Bargaining No. Budgeted Positions Recruitment Rating (1-10) Retention Rating (1-10) Lateral Entry Program Morale Rating (1-10)
1 TX Laredo Fire Department 407 277 73 14 329,000 5740.0800 5,997.14 3 8,132.71 9,427.45 Yes Dollar amount 100 Yes Dollar amount 150 Yes Percentage 10 No Yes Dollar amount 25 50.00 75.00 100.00 272.69 272.69 21.10 15.00 No Yes 427.00 1 1 No 9
2 CA Sacramento Fire Department 648 370 119 83 525,041 6099.0000 7,414.00 5 9,959.00 12,477.00 Yes Percentage 9.50 Yes Percentage 5 No No Yes Dollar amount 8.33 1,758.00 313.00 19.77 9.99 No Yes 697.50 8 8 Yes 5
3 TX Frisco Fire Department 238 175 12 188,387 5708.3400 6,763.25 6 8,687.45 9,777.80 10,924.72 Yes Dollar amount 50 Yes Dollar amount 150 No No Yes Dollar amount 188 428.00 668.00 908.00 Don’t know
4 MT Billings Fire Department 117 45 30 3 127,116 4183.5700 5,689.29 4 7,357.01 8,529.15 Yes Dollar amount 50 Yes Dollar amount 100 No No Yes Dollar amount 0 148.76 277.16 369.55 846.00 473.40 14.36 10.70 No Yes 160.00 4 2 No 8
5 AZ Rural Metro Fire Pima County 130 26 4250.0000 5,779.16 10 6,625.00 8,333.00 No No No No Yes Percentage 0 2 2 2 Yes 130.00 10 3 No 5
6 TX Dallas Fire Department 1,986 1,630 1,300,000 5349.5000 7,038.75 9 8,481.92 9,362.50 10,334.42 No Yes Dollar amount 300 Yes Dollar amount 200 No Yes Dollar amount 20 40.00 60.00 80.00 518.00 657.53 Yes 1 1 No 10
7 CA San Marcos Fire Depatrment 76 60 15 12 100,000 6235.0000 8,135.00 10 10,145.00 10,145.00 12,882.00 Yes Dollar amount 333 Yes Dollar amount 500 No No Yes Percentage 0 1.5 2.5 3 1,300.00 300.00 22.65 15.00 No Yes 3 3 No 7
8 ID Coeur d’Alene Fire Department 67 45 12 3 56,000 4465.0600 6,869.89 5 8,267.65 8,267.65 9,080.59 Yes Dollar amount 46 Yes Dollar amount 90 Yes Percentage 3 No No 1,627.71 164.16 12.28 9.13 No Yes 70.00 1 1 No 9
9 IL Aurora (IL) Fire Department 213 151 45 6 205,000 5277.0000 8,626.00 5 10,006.00 12,684.00 13,698.00 Yes Dollar amount 25 Yes Dollar amount 50 No No Yes Percentage 0 1 1.5 2 1,425.00 390.00 31.10 9.55 No Yes 219.00 5 2 No 6
10 AZ Flagstaff Fire Department 90 81 21 2 85,000 4239.3800 5,908.93 7 7,534.80 7,534.80 10,068.24 No No No Yes Dollar amount No 1,434.14 620.24 13.60 7.65 No No 92.00 7 3 No 7

Advanced Course in Police Discipline Webinar Series

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Select a webinar session to purchase the recording or learn more. Buy each session for $39 or the whole series for $$$$.

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Health & Wellness Programs Webinar Series

Select a webinar session to purchase the recording or learn more. Buy each session for $39 or the whole series for $195.

Topics Covered:
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Topics Covered:
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Topics Covered:
  • Traditional barriers to wellness programs
  • The costs to employers of inadequate wellness, including liability claims, workers’ compensation claims, and general job performance
  • The different kinds of wellness: psychological, physical, family, financial, and holistic
  • Starting a program – what online and other resources are available?
  • Should participation be mandatory?
  • The need for confidentiality of wellness programs
  • Integrating training and education with wellness and finding time in the workday for wellness
  • The roles of the Department psychologist/counselor/chaplain and peer leaders/fitness trainers. What kinds of personalities are you looking for as part of the wellness team?
  • Mindfulness in the public safety workplace
  • Including civilian employees in the program
  • Metrics for success of a wellness program
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Metro Nashville Police Department’s Professional Wellness Section (MNPD PWS) is a comprehensive, officer wellness program that is comprised of 2 Units: Counseling Unit and Wellness Unit.   Various services are provided, including psychotherapy, training, critical incident stress management, peer support, family support, mentoring, and chaplain support.  The Professional Wellness Section began in 1985 and was cited as a model officer wellness program in a 2019 Department of Justice Congressional Report.  It is composed of both sworn and civilian employees.  
Topics Included:
  • An overview of the program. How we started in 1986 with 1 counselor and have evolved to having a more comprehensive wellness program
  • Overview of our various services, including counseling, critical incident response, wellness and resiliency training, peer support, family support, chaplain support, veteran support, wellness outreach, training and development and a brand new mentoring program
  • Crisis Management Model- Pre Crisis, Crisis, Post Crisis Interventions
  • Focus on how we provide various services from hire to retire and beyond
  • Our approach to attacking stigma of mental health and some of our direct interventions
  • MNPD Wellness Program which covers 5 types of wellness checks offered to our department
  • Core value of building Healthy, Trusting Relationships with officers and families from Day 1
  • Guiding principles that led to adding a sworn wellness unit to an already established counseling unit
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Grievances And Arbitration Webinar Series

Select a webinar session to purchase the recording or learn more. Buy each session for $39 or the whole series for $195.

Topics Covered:
  • A discussion of sample grievance procedure language.
  • A discussion of what is “grievable” and what is not.
  • The detail necessary on a grievance.
  • Time limits in a grievance procedure.
  • The advisability of grievance meetings rather than written processing.
  • Selecting arbitrators.
  • The basics of how an arbitration hearing is conducted.
  • The finality of arbitration decisions.
  • The relationship between grievance procedures, unfair labor practices, and lawsuits in court.
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Topics Covered:
  • The two ways that a past practice is important: In interpreting a collective bargaining agreement, and in limiting an employer’s ability to make changes in rules and operations.
  • The continuing nature of the duty to bargain and how past practices can require mid-contract negotiations.
  • The topics that are mandatory for bargaining, including hours of work issues, disciplinary standards and proceedings, “civilianization,” staffing, residency, and more.
  • The elements that make a past practice binding, and the steps an employer must follow to make changes in past practices.
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Topics Covered:
  • When an arbitrator will look beyond the language of the contract to determine the meaning of the contract.
  • The types of evidence considered in interpreting contracts, including bargaining history, past practice, and evidence of practices under other contracts.
  • From an arbitrator’s perspective, the factors that make a past practice binding.
  • The “interpretation aids” arbitrators use in interpreting and applying contract language.
  • How arbitrators decide who has the burden of proof, and how much proof is necessary?
  • The rules of evidence in arbitration, including issues of hearsay and relevance.
  • The decision-making process – what’s convincing and what is not?
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Topics Covered:
  • The negotiability of social media rules.
  • The First Amendment, labor law principles, and off-duty social media use.
  • The types of social media speech likely to be protected and unprotected, and why.
  • How arbitrators consider social media questions.
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Topics Covered:
  • Detailed checklists that will help you prepare for filing and processing grievances and for arbitration hearings.
  • What happens when a grievance is also a ULP?
  • Framing the issue in disciplinary and “contract interpretation” grievances.
  • The different tests for just cause for discipline, and how they apply in arbitration.
  • Commonly occurring disciplinary issues, including the use of personnel files, investigatory files, and witnesses.
  • What is an “information request,” and why must both sides comply with one?
  • The relevance of bargaining history and prior arbitration awards.
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The Rights of Law Enforcement Webinar Series

Select a webinar session to purchase the recording or learn more. Buy each session for $39 or purchase the entire series for $195. Purchasing the entire series gives you a digital copy of The Rights of Law Enforcement Officers, 8th Edition.

Topics Covered:
  • How a single employment issue can involve federal, state, and local law.
  • Where collective bargaining and bills of rights exist, and the current attacks on both.
  • How the politics of different court systems can lead to a different choice in courts.
  • How issues like drug testing, overtime, sick leave use, internal affairs investigations, and qualified immunity can involve different sources of rights.
  • The basic rule – in cases of conflict between federal, state, and local law, which prevails and under what circumstances?
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Topics Covered:
  • How the right to privacy impacts a variety of issues in the law enforcement workplace.
  • The right to privacy and personal relationships, and memberships in groups.
  • How residency rules, sick leave policies, and fitness-for-duty evaluations can impact privacy rights.
  • Drug testing and the right to privacy. Medical privacy, HIPAA, the ADA, and state laws.
  • COVID-19 protocols and privacy rights.
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Topics Covered:
  • The Garrity and Miranda rules in internal affairs investigations, critical incidents, and day-to-day interactions between management and labor.
  • When is a statement considered “compelled” for Garrity purposes?
  • What does it mean that a compelled statement cannot be “used” against an employee?
  • Is an employee in “custody” for Miranda purposes when ordered not to leave the workplace?
  • How Garrity and Miranda interact, and how the Garrity and Lybarger rules relate to each other.
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Topics Covered:
  • The right to representation under the Weingarten rule.
  • Do witnesses have the right to representation in internal affairs interviews?
  • What exactly can the union representative say and do when representing a member?
  • The consequences of a Weingarten violation on discipline.
  • Can a union conduct a concurrent investigation while an internal affairs investigation is ongoing?
  • The validity of “no contact” orders in the Internal Affairs process.
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Topics Covered:
  • How the right to privacy impacts a variety of issues in the law enforcement workplace.
  • The right to privacy and personal relationships, and memberships in groups.
  • How residency rules, sick leave policies, and fitness-for-duty evaluations can impact privacy rights.
  • Drug testing and the right to privacy.
  • Medical privacy, HIPAA, the ADA, and state laws.
  • COVID-19 protocols and privacy rights.
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Topics Covered:
  • What is happening with the FLSA? A review of FLSA litigation involving numerous law enforcement agencies.
  • How the FLSA demands the overtime rate be calculated, including the treatment of premium pay, specialty pay, incentive pay, and shift differential.
  • What are “hours worked” that must be compensated under the FLSA, and how the FLSA’s unique comp time system works.
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Want everything? Buy the complete series.