Fire
Mission statement
The Minneapolis Fire Department is thoroughly trained and ready to protect lives, property and the environment by rapidly responding to emergencies and hazardous situations. The department is committed to prevention by proactively working with the community to reduce risk to life, property and the environment.
Our people
Programs and divisions
Purpose and context
This is the largest of the three programs in the Fire Department. Fire Suppression, Emergency Medical Service and Technical Rescue describes the increased demand for services by cross-trained personnel who perform multiple functions in a growing range of services. This program is integral to what the Fire Department does on a day-to-day operational basis. All residents of the city benefit from the services provided in this program through response to fires and other emergency incidents.
Services provided
Services provided include creating potential career opportunities through our EMS Academy/Pathways program, the high school Fire Explorers program and other internal and external collaborations. We also continue to work towards an alternative hiring process. Metrics used to evaluate this program include number of EMS Academy graduates now employed by the department (currently 35) and measurement of the diversity of the department as a whole and by rank.
Race equity impacts
The Fire Department will continue to focus recruitment efforts on diversifying the membership and advancing with a department that looks like the community we serve. We will continue the EMS Academy work to create a pathway into a firefighter position as well as other positions in the field of EMS. The Fire Department will also continue to advance the development of programs to assist female and BIPOC candidates in understanding, preparing for and meeting physical agility pre-employment testing. We have an ongoing commitment to diversity in outreach to our community and schools.
Purpose and context
The Training & Recruitment program is fundamental in building and maintaining a firefighter’s skills. A key part of this program is the recruitment and development of a high-performing, diverse workforce where personal strengths are recognized and individual differences are respected.
Services provided
Services provided include creating potential career opportunities through our EMS Academy/Pathways program, the high school Fire Explorers program and other internal and external collaborations. We also continue to work towards an alternative hiring process. Metrics used to evaluate this program include number of EMS Academy graduates now employed by the department (currently 35) and measurement of the diversity of the department as a whole and by rank.
Race equity impacts
The Fire Department will continue to focus recruitment efforts on diversifying the membership and advancing with a department that looks like the community we serve. We will continue the EMS Academy work to create a pathway into a firefighter position as well as other positions in the field of EMS. The Fire Department will also continue to advance the development of programs to assist female and BIPOC candidates in understanding, preparing for and meeting physical agility pre-employment testing. We have an ongoing commitment to diversity in outreach to our community and schools.
Purpose and context
The Community Risk Reduction & Outreach program promotes prevention through community education (CERT – Community Emergency Response Teams), coaching organizations and focusing on school age children for early interventions. Residents of the city with a focus on the highest need/highest risk populations benefit from this program in the way of fire education, community risk reduction education and the distribution of fire safety materials such as smoke detectors and carbon monoxide detectors.
Services provided
Services provided include CERT development and expansion, fire safety education, community risk reduction education, juvenile firesetter interventions and providing warning equipment to residents and serving the highest need populations, such as juveniles, non-English speaking residents, low income and aging populations. Metrics used to evaluate this program include tracking community outreach by type, such as formal interactions with school age children, adults & families, and businesses.
Race equity impacts
The Fire Department will continue to focus recruitment efforts on diversifying the membership and advancing with a department that looks like the community we serve. We will continue the EMS Academy work to create a pathway into a firefighter position as well as other positions in the field of EMS. The Fire Department will continue to develop programs to assist female and BIPOC candidates in understanding, preparing for and meeting physical agility pre-employment testing. We have an ongoing commitment to diversity in outreach to our community and schools.
2022 Mayor's Recommended change items
Fire - Core Service Rebuilding
Program: Fire Suppression, Emergency Response, and Technical Rescue
Fund: General
FTE: 0
Proposal detail and background
The Mayor recommends $43,000 to increase the non-contractual overtime budget.
Description of the change
This funds represent 50% of the personnel budget that had been frozen as a cost-saving measure in 2021. Fire will use this money to increase the 2022 non-contractual overtime budget, which was reduced by $455,000 in 2021.
Equity impacts and results
There is no equity impact to this change item.
Adopting this change item will give us back a small portion (just under 10%) of the non-contractual overtime that was reduced in 2021. It will allow us to hire back approximately 40 firefighters when needed.