What are the responsibilities and job description for the Assistant Fire Chief position at City of Lansing, Michigan?
Job Advertisement
The City of Lansing is Now Hiring an Assistant Fire Chief:
Candidates Will Possess The Following Qualifications
Questions may be directed to Lead HR Hiring Manager/Recruiter Regina Wilson atregina.wilson@lansingmi.gov
OFFICIAL college transcripts, educational degrees, certifications, licenses, and proof of any of the preferred documentation relevant to the position must accompany your Neogov application for further consideration in the selection process.
The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.
The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
See links below for our Anti-Retaliation and Anti-Religious Discrimination and Religious Accommodation Policies:
Anti-Religious Discrimination and Religious Accommodation in Employment
Anti-Retaliation
Also, complete and upload the following forms along with your City of Lansing application:
In addition to your cover letter/resume, you must attach OFFICIAL college transcripts/degrees/certifications/licenses, and proof of any of the preferred documentation in PDF format. . If unable to upload to the application, required and preferred documentation may be submitted by email to regina.wilson@lansingmi.gov. Official college transcripts may also be mailed directly from the College to the City of Lansing Department of Human Resources, 8th floor, 124 W. Michigan Ave., Lansing, Michigan 48933, Attn: Regina Wilson. Screenshots of documentation are not aceptable.
The City of Lansing Department of Human Resources will communicate status notification updates from the NEOGOV career portal to all candidates who apply.
City of Lansing
Non-Bargaining Fringe Benefits
Fringe benefits provided to full-time Non-bargaining employees shall be in accordance with provisions provided to other City employees as determined by the Mayor.
Health Insurance: The City of Lansing shall offer at the time of hire, or during an annual open enrollment period, the following choice of medical insurances. Coverage will be effective the first (1st) day of the month following the date of hire. If an employee chooses the non-base plan, they will be required to pay the difference between the base and non-base plan, in addition to any premium share.
If the employee chooses to “buy up” to Option 1, they will pay the difference between the premium cost and the State Mandated Hard Cap amount. If an employee chooses the Option 2 plan, they will be responsible for the premium cost difference between Option 1 and Option 2. Employees electing the Base plan above will be eligible for a $400 cash incentive annually. Benefit summaries and rate sheets are available in the Department of Human Resources.
Medical Insurance Opt Out Program: Pursuant to the City of Lansing 125 Cafeteria Plan, employees may choose to opt-out of the City’s health care plan annually, during an open enrollment period. An employee who opts-out of the City’s health care plan will be eligible to receive $1800.00 annually, in accordance with the procedures of the Medical Insurance Opt-Out Program.
Dental Insurance: The City pays the full premium costs for the Dental plan provided by the City, coverage includes the employee and family members. Coverage includes 100% coverage for cleaning; 50% coverage for treatment costs with a $1,500 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,500.00 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Department of Human Resources.
Vision Insurance: Employees are eligible for vision coverage under the VSP vision plan, effective July 1, 2014. This plan provides vision exams, lenses and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources.
Life Insurance: The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule:
Spouse $25,000
Unmarried child, age
14 days to 6 months $ 500
6 months to 23 years $ 2,000
Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Department of Human Resources.
Longevity Bonus: Longevity bonuses shall be paid to employees as follows:
5 but less than 10 years service 2% bonus
10 but less than 15 years service 4% bonus
15 but less than 20 years service 6% bonus
20 but less than 25 years service 8% bonus
25 or more years 10% bonus
Following completion of five (5) years of continuous full time service by October 1 of any year and continuing in subsequent years of such service, each employee shall receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by October 1 of any year shall be due the subsequent December 1.
No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.00.
Vacation: A new employee shall be credited with 80 hours vacation available for use after the completion of one (1) year of service. In subsequent years two (2) years through five (5) years of service, employees receive 80 hours vacation, with a maximum accumulation of 240 hours per pay period. The maximum accumulation increase correlates with the increase in vacation accrual. After five years of service, employees will receive an additional eight (8) hours vacation for each year of additional full-time service, not to exceed a maximum vacation leave of 160 hours accrued in any given year, with a rolling cap of 400 hours per pay period. *For explanation of separation payment see page 6.
Sick Leave: Employees shall be credited with 3.7 hours of sick leave each pay ending (approximately (1) one day per month), no maximum accumulation. Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence. Upon separation from the City, employees shall be paid 50% of accrued sick leave up to a maximum of 680 hours paid except in cases when fraud, theft, or embezzlement has resulted in discharge. *For explanation of separation payment see page 6.
An employee who has accumulated 60 days of sick shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first four unused sick leave days accrued that year over 60 days.
Personal Leave: Employees receive two (2) personal leave days annually on January 1 or at time of hire and an additional 16 hours each July 1st. An employee cannot carry forward their January credit past June 30th of any given year. Personal days must be used by December 31 or they shall be forfeited. *For explanation of separation payment see page 6.
Holidays: New Year's Day
Martin Luther King Birthday
Good Friday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving Day
Day Before Christmas
Christmas Day
Day Before New Year's Day
Bereavement: At the time of the death of a spouse, child, step-child, parent, step-parent and parent of a current or deceased spouse, an employee will be entitled to use a maximum of the five (5) working days with pay, not to be deducted from the accumulated sick leave, to arrange for and/or attend a funeral or memorial service. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave or compensatory time.
An employee will be entitled to use a maximum of three (3) working days with pay, not to be deducted from the accumulated sick leave to make arrangements and attend a funeral or memorial service for any other immediate family member. “Other immediate family” shall mean aunt, uncle, niece, nephew, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law and grandchild.
Education Reimbursement: Employees covered herein shall be eligible for educational cost reimbursement benefits up to $500.00 annually for job related courses. Such courses must have prior approval in writing and must be taken on personal time to be eligible for reimbursement. All requests must be made in writing and courses must be satisfactorily completed with a grade of 2.5 or better.
Parking/Transportation Subsidy: Employees, who do not have a designated parking space due to the nature of their position will be provided parking at no cost at the North Grand expansion ramp or, if the employee’s work site is located there at the North Capitol ramp. A monthly CATA bus pass at the City’s expense or a subsidy equal to the cost of a monthly CATA bus pass to be used for SPECTRAN services will also be provided at no cost.
City of Lansing 125 Cafeteria Plan
Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for medical insurance premiums, unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Maximum cap on medical expense reimbursement will be $2,500 per plan year.
Deferred Compensation: Employees shall be eligible to participate in the City’s deferred compensation plan as may be offered by the City. Currently these plans include investment options from VOYA and T. Rowe Price. The employee may contribute up the maximum allowable by law through payroll deduction or as revised by the Deferred Compensation Committee. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Department of Human Resources.
RETIREMENT
Employees hired after August 26, 2019 New Non Bargaining employees hired, or promoted, on or after August 26th, 2019 who were not members of the ERS Plan or the Police and Fire Retirement System Plan prior to being hired – will only become eligible for retirement benefits under the City’s Defined Contribution Plan. Employees promoted to this group that were previously members of the ERS or the Police and Fire Retirement System plan will be allowed to remain in the plans they are currently enrolled in.
The Defined Contribution Plan retirement benefits for the new Non Bargaining employees will include the following provisions:
Lump sum payment subject to applicable taxes;
Rollover monies into another tax deferred investment option; or
Leave monies in the plan and continue to be invested tax deferred.
Retirement Health Care
Employee hired on or after July 1, 2016 are not eligible for retiree health care benefits. Newly promoted members, if vested prior to their promotion, may remain eligible for retiree health care benefits.
All employees hired or promoted and not previously vested in retiree healthcare benefits, will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee’s wages per year retroactive for all full-time actual City service. The employee shall not be entitled to receive the benefit or any account balance upon separation from City employment under the plan unless the employee has completed three (3) continuous years of full-time actual City service.
Employees otherwise eligible for a defined benefit retiree healthcare plan will be entitled to voluntarily make an irrevocable election, before leaving employment with the city, to waive any and all entitlement to retirement healthcare coverage for themselves and any eligible spouse and/or dependents and elect instead to receive a defined contribution health care savings vehicle benefit funded by the City of Lansing at the rate of 4% of the employee’s base wages paid each year, retroactive for all full-time actual City service. The employee shall not be entitled to receive the benefit or any account balance upon separation from City employment under the plan unless the employee has completed three (3) continuous years of full-time actual City service.
Summary information regarding the Plan is available in the Department of Human Resources.
Classification/Compensation: Compensation and classification shall be administered by the Department of Human Resources and established through job content evaluation and wage line administration pursuant to the City’s adopted classification/compensation plan.
Subsequent increases in compensation levels for the non bargaining employees shall be determined by the Mayor in accordance with provisions at the same level and date provided to other City employees.
Upon separation from City service an employee, or designated beneficiary (as defined by law), shall receive a lump sum payment for 100% of accrued vacation to a maximum of 400 hours, 50% of accrued sick leave to a maximum of 680 hours, and 100% of accrued personal leave. Compensatory Leave shall be administered in accordance with the Compensation Administration section of the Personnel Rules for Non-Bargaining employees.
Department of Human Resources, 8th Floor City Hall, 124 West Michigan Avenue, Lansing MI 48933. Phone: 483-4014
EQUAL OPPORTUNITY EMPLOYER
Rev. 01/15/2020
Rev. 09/19/2016
Rev. 05/01/2014 Rev. 09/01/2012
Rev.09/01/2011
Rev. 07/26/2011 Rev. 01/05/09
Rev. 07/01/2007 Retirement health care, h/c premium share, inc. co-pays
Rev. 8/14/2003 New Retirement Plan
Rev. June 17, 2003 - Increase BCBS prescription co-pay, addition of stand alone vision, increase dental benefits
(Rev. December 5, 2001)
(Rev. July 25, 2001)
(Rev. July 1, 2001)
(Rev. September 27, 2000)
(Rev. June 20, 2000)
01
Do you possess an earned degree in Fire Administration, Business Administration, Public Administration, Fire Science, or equivalent area?
Select the highest level of education and earned degree you currently possess?
Define Your Major And Area Of Concentration Here
04
Do you have current certifications in any of the following? CHECK ALL THAT APPLY:
How much supervisory experience do you currently possess with a level equivalent to Division Chief or above?
Do you possess current NIMS 100 through 800 certifications? *PLEASE UPLOAD ALL REQUIRED CERTIFICATIONS WITH APPLICATION.
If you posses any of the certifications listed below, CHECK ALL THAT APPLY and UPLOAD PROOF OF DOCUMENTATION WITH APPLICATION:
Do you possess a valid Driver's License?
The City of Lansing is Now Hiring an Assistant Fire Chief:
Candidates Will Possess The Following Qualifications
- Bachelor’s Degree in Fire Administration, Business Administration, Public Administration, Fire Science, or equivalent area is required.
- Ten (10) years of experience in the fire services WITH
- Three (3) to five (5) years of supervisory experience with a level equivalent to Division Chief or above within a local, public safety municipality is required.
- State of Michigan Fire Officer III certification or equivalent.
- Current Paramedic or EMT (Emergency Medical Technician is required.
- NIMS 100, 200, 300, 400, 700, 800 is required.
- Must possess and maintain a valid driver’s license.
- Master’s Degree in Business Administration, Public Administration, Fire Administration, Fire Science, or equivalent area is preferred.
- Executive Fire Officer Certification (EFO) from the National Fire Academy is preferred.
- Chief Fire Officer Designation (CFOD) from the Center for Public Safety Excellence is preferred.
- State of Michigan Fire Inspector or equivalent is preferred.
- Familiarity with Emergency system platforms (i.e., NFRIS, NERIS, Image Trend, ESO, Emergency Reporting, etc.) preferred.
- May be assigned either as Assistant Chief Operations or Assistant Chief Administration.
- Participates in the selection of fire Department personnel.
- Serves as a confidential employee regarding personnel and other matters.
- Analyzes, within assigned Divisions, specific departmental operations such as work organization, internal cooperation, provisions of services and services contracts, and recommends changes and improvements.
- Evaluates budget performance, monitors expenditures, and coordinates budget preparation for assigned divisions.
- Provides support in the collective bargaining process and may serve as the Fire Department’s representative during contract bargaining as well as in routine labor contract matters.
- Staffs the City Emergency Operations Center as assigned.
- Plans, organizes, schedules, controls, and evaluates work of assigned divisions.
- Supervises and evaluates work of subordinate personnel and enforces departmental expectations, rules, policies, and operating guidelines.
- Responds to multiple alarm incidents and directs activities at scenes of larger fires and those in high value areas.
- Research issues of importance to the department, evaluates department policies and interprets these policies to the public in community meetings and to various boards, councils, and commissions.
- Reviews, maintains, and ensures compliance with recognized fire standards including but not limited to UFC, OSHA, MIOSHA, NFPA, and Tri-County EMS.
- Develops and directs community and public service programs and projects as directed.
- Serves as Acting Fire Chief in the absence of the Fire Chief.
- Drives an automobile to and from work sites as required.
Questions may be directed to Lead HR Hiring Manager/Recruiter Regina Wilson atregina.wilson@lansingmi.gov
OFFICIAL college transcripts, educational degrees, certifications, licenses, and proof of any of the preferred documentation relevant to the position must accompany your Neogov application for further consideration in the selection process.
The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.
The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
See links below for our Anti-Retaliation and Anti-Religious Discrimination and Religious Accommodation Policies:
Anti-Religious Discrimination and Religious Accommodation in Employment
Anti-Retaliation
Also, complete and upload the following forms along with your City of Lansing application:
- City of Lansing Background Check Authorization Form
- LFD FCRA Disclosure Form
In addition to your cover letter/resume, you must attach OFFICIAL college transcripts/degrees/certifications/licenses, and proof of any of the preferred documentation in PDF format. . If unable to upload to the application, required and preferred documentation may be submitted by email to regina.wilson@lansingmi.gov. Official college transcripts may also be mailed directly from the College to the City of Lansing Department of Human Resources, 8th floor, 124 W. Michigan Ave., Lansing, Michigan 48933, Attn: Regina Wilson. Screenshots of documentation are not aceptable.
The City of Lansing Department of Human Resources will communicate status notification updates from the NEOGOV career portal to all candidates who apply.
City of Lansing
Non-Bargaining Fringe Benefits
Fringe benefits provided to full-time Non-bargaining employees shall be in accordance with provisions provided to other City employees as determined by the Mayor.
Health Insurance: The City of Lansing shall offer at the time of hire, or during an annual open enrollment period, the following choice of medical insurances. Coverage will be effective the first (1st) day of the month following the date of hire. If an employee chooses the non-base plan, they will be required to pay the difference between the base and non-base plan, in addition to any premium share.
- Base – includes a $40.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $1000/single and $2000/ family in network deductible and 80% co-insurance. Emergency room services have a $250 co-pay and Urgent Care visits have a $60 co-pay.
- Option 1 - includes a $30.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $500/single and $1000/ family in network deductible and 80% co-insurance. Emergency room services have a $150 co-pay and Urgent Care visits have a $50 co-pay.
- Option 2 - includes a $20.00 co-pay for office visits. Prescription drug co-pays are $10/$20/$40 or $15/$25/$50 for Physician’s Health Plan. This plan includes a $500 calendar year limit on preventative services, emergency room services with a $50 co-pay, and a 50% co-pay for mental health and substance abuse services.
If the employee chooses to “buy up” to Option 1, they will pay the difference between the premium cost and the State Mandated Hard Cap amount. If an employee chooses the Option 2 plan, they will be responsible for the premium cost difference between Option 1 and Option 2. Employees electing the Base plan above will be eligible for a $400 cash incentive annually. Benefit summaries and rate sheets are available in the Department of Human Resources.
Medical Insurance Opt Out Program: Pursuant to the City of Lansing 125 Cafeteria Plan, employees may choose to opt-out of the City’s health care plan annually, during an open enrollment period. An employee who opts-out of the City’s health care plan will be eligible to receive $1800.00 annually, in accordance with the procedures of the Medical Insurance Opt-Out Program.
Dental Insurance: The City pays the full premium costs for the Dental plan provided by the City, coverage includes the employee and family members. Coverage includes 100% coverage for cleaning; 50% coverage for treatment costs with a $1,500 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,500.00 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Department of Human Resources.
Vision Insurance: Employees are eligible for vision coverage under the VSP vision plan, effective July 1, 2014. This plan provides vision exams, lenses and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources.
Life Insurance: The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule:
Spouse $25,000
Unmarried child, age
14 days to 6 months $ 500
6 months to 23 years $ 2,000
Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Department of Human Resources.
Longevity Bonus: Longevity bonuses shall be paid to employees as follows:
5 but less than 10 years service 2% bonus
10 but less than 15 years service 4% bonus
15 but less than 20 years service 6% bonus
20 but less than 25 years service 8% bonus
25 or more years 10% bonus
Following completion of five (5) years of continuous full time service by October 1 of any year and continuing in subsequent years of such service, each employee shall receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by October 1 of any year shall be due the subsequent December 1.
No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.00.
Vacation: A new employee shall be credited with 80 hours vacation available for use after the completion of one (1) year of service. In subsequent years two (2) years through five (5) years of service, employees receive 80 hours vacation, with a maximum accumulation of 240 hours per pay period. The maximum accumulation increase correlates with the increase in vacation accrual. After five years of service, employees will receive an additional eight (8) hours vacation for each year of additional full-time service, not to exceed a maximum vacation leave of 160 hours accrued in any given year, with a rolling cap of 400 hours per pay period. *For explanation of separation payment see page 6.
Sick Leave: Employees shall be credited with 3.7 hours of sick leave each pay ending (approximately (1) one day per month), no maximum accumulation. Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence. Upon separation from the City, employees shall be paid 50% of accrued sick leave up to a maximum of 680 hours paid except in cases when fraud, theft, or embezzlement has resulted in discharge. *For explanation of separation payment see page 6.
An employee who has accumulated 60 days of sick shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first four unused sick leave days accrued that year over 60 days.
Personal Leave: Employees receive two (2) personal leave days annually on January 1 or at time of hire and an additional 16 hours each July 1st. An employee cannot carry forward their January credit past June 30th of any given year. Personal days must be used by December 31 or they shall be forfeited. *For explanation of separation payment see page 6.
Holidays: New Year's Day
Martin Luther King Birthday
Good Friday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving Day
Day Before Christmas
Christmas Day
Day Before New Year's Day
Bereavement: At the time of the death of a spouse, child, step-child, parent, step-parent and parent of a current or deceased spouse, an employee will be entitled to use a maximum of the five (5) working days with pay, not to be deducted from the accumulated sick leave, to arrange for and/or attend a funeral or memorial service. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave or compensatory time.
An employee will be entitled to use a maximum of three (3) working days with pay, not to be deducted from the accumulated sick leave to make arrangements and attend a funeral or memorial service for any other immediate family member. “Other immediate family” shall mean aunt, uncle, niece, nephew, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law and grandchild.
Education Reimbursement: Employees covered herein shall be eligible for educational cost reimbursement benefits up to $500.00 annually for job related courses. Such courses must have prior approval in writing and must be taken on personal time to be eligible for reimbursement. All requests must be made in writing and courses must be satisfactorily completed with a grade of 2.5 or better.
Parking/Transportation Subsidy: Employees, who do not have a designated parking space due to the nature of their position will be provided parking at no cost at the North Grand expansion ramp or, if the employee’s work site is located there at the North Capitol ramp. A monthly CATA bus pass at the City’s expense or a subsidy equal to the cost of a monthly CATA bus pass to be used for SPECTRAN services will also be provided at no cost.
City of Lansing 125 Cafeteria Plan
Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for medical insurance premiums, unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Maximum cap on medical expense reimbursement will be $2,500 per plan year.
Deferred Compensation: Employees shall be eligible to participate in the City’s deferred compensation plan as may be offered by the City. Currently these plans include investment options from VOYA and T. Rowe Price. The employee may contribute up the maximum allowable by law through payroll deduction or as revised by the Deferred Compensation Committee. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Department of Human Resources.
RETIREMENT
Employees hired after August 26, 2019 New Non Bargaining employees hired, or promoted, on or after August 26th, 2019 who were not members of the ERS Plan or the Police and Fire Retirement System Plan prior to being hired – will only become eligible for retirement benefits under the City’s Defined Contribution Plan. Employees promoted to this group that were previously members of the ERS or the Police and Fire Retirement System plan will be allowed to remain in the plans they are currently enrolled in.
The Defined Contribution Plan retirement benefits for the new Non Bargaining employees will include the following provisions:
- Mandatory pretax pickup employee contribution of 3%;
- Mandatory employer pickup contribution of 3%;
- A one-time pretax voluntary irrevocable pickup election of 0%-5%.
- An employer match of the voluntary one-time pickup election up to a maximum of 3% of compensation;
- 100% of employer contribution account vesting upon completion of three (3) Defined Contribution Plan years of service.
Lump sum payment subject to applicable taxes;
Rollover monies into another tax deferred investment option; or
Leave monies in the plan and continue to be invested tax deferred.
Retirement Health Care
Employee hired on or after July 1, 2016 are not eligible for retiree health care benefits. Newly promoted members, if vested prior to their promotion, may remain eligible for retiree health care benefits.
All employees hired or promoted and not previously vested in retiree healthcare benefits, will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee’s wages per year retroactive for all full-time actual City service. The employee shall not be entitled to receive the benefit or any account balance upon separation from City employment under the plan unless the employee has completed three (3) continuous years of full-time actual City service.
Employees otherwise eligible for a defined benefit retiree healthcare plan will be entitled to voluntarily make an irrevocable election, before leaving employment with the city, to waive any and all entitlement to retirement healthcare coverage for themselves and any eligible spouse and/or dependents and elect instead to receive a defined contribution health care savings vehicle benefit funded by the City of Lansing at the rate of 4% of the employee’s base wages paid each year, retroactive for all full-time actual City service. The employee shall not be entitled to receive the benefit or any account balance upon separation from City employment under the plan unless the employee has completed three (3) continuous years of full-time actual City service.
Summary information regarding the Plan is available in the Department of Human Resources.
Classification/Compensation: Compensation and classification shall be administered by the Department of Human Resources and established through job content evaluation and wage line administration pursuant to the City’s adopted classification/compensation plan.
Subsequent increases in compensation levels for the non bargaining employees shall be determined by the Mayor in accordance with provisions at the same level and date provided to other City employees.
Upon separation from City service an employee, or designated beneficiary (as defined by law), shall receive a lump sum payment for 100% of accrued vacation to a maximum of 400 hours, 50% of accrued sick leave to a maximum of 680 hours, and 100% of accrued personal leave. Compensatory Leave shall be administered in accordance with the Compensation Administration section of the Personnel Rules for Non-Bargaining employees.
Department of Human Resources, 8th Floor City Hall, 124 West Michigan Avenue, Lansing MI 48933. Phone: 483-4014
EQUAL OPPORTUNITY EMPLOYER
Rev. 01/15/2020
Rev. 09/19/2016
Rev. 05/01/2014 Rev. 09/01/2012
Rev.09/01/2011
Rev. 07/26/2011 Rev. 01/05/09
Rev. 07/01/2007 Retirement health care, h/c premium share, inc. co-pays
Rev. 8/14/2003 New Retirement Plan
Rev. June 17, 2003 - Increase BCBS prescription co-pay, addition of stand alone vision, increase dental benefits
(Rev. December 5, 2001)
(Rev. July 25, 2001)
(Rev. July 1, 2001)
(Rev. September 27, 2000)
(Rev. June 20, 2000)
01
Do you possess an earned degree in Fire Administration, Business Administration, Public Administration, Fire Science, or equivalent area?
- Yes
- No
Select the highest level of education and earned degree you currently possess?
- None
- Associates degree
- Bachelors degree
- Masters degree
- Ph.D
Define Your Major And Area Of Concentration Here
04
Do you have current certifications in any of the following? CHECK ALL THAT APPLY:
- Fire Officer III
- Paramedic
- Emergency Medical Technician
How much supervisory experience do you currently possess with a level equivalent to Division Chief or above?
- None
- Less than 1 year
- 1 to 2 years
- 2 to 3 years
- 3 to 4 years
- 4 to 5 years
- 5 or more years
Do you possess current NIMS 100 through 800 certifications? *PLEASE UPLOAD ALL REQUIRED CERTIFICATIONS WITH APPLICATION.
- Yes
- No
If you posses any of the certifications listed below, CHECK ALL THAT APPLY and UPLOAD PROOF OF DOCUMENTATION WITH APPLICATION:
- Executive Fire Officer Certification (EFO) from the National Fire Academy
- Chief Fire Officer Designation (CFOD) from the Center for Public Safety Excellence
- State of Michigan Fire Inspector or equivalent
- Familiarity with Emergency system platforms (i.e., NFRIS, NERIS, Image Trend, ESO, Emergency Reporting, etc.)
- Not Applicable
Do you possess a valid Driver's License?
- Yes
- No
- Required Question
Salary : $400 - $2,500