Firefighter/EMT

Salary: $54,308.00 Annually
Location : Lansing, MI
Job Type: Full-Time
Job Number: 2024-101
Department: FIRE
Opening Date: 12/01/2023
Closing Date: 2/2/2024 11:59 PM Eastern
Job Advertisement
ONLY APPLY FOR THIS POSTION IF YOU CURRENTLY POSSESS THE FOLLOWING:
BOTH FIRE I AND FIRE II CERTIFICATIONS AND A CURRENT STATE OF MICHIGAN OR NATIONAL REGISTRY EMT LICENSE.
AS A FIRE EMT, YOU WILL RECEIVE A PAY ADJUSTMENT TO THE APPROPRIATE CLASSIFICATION OF FIREFIGHTER/ FIREFIGHTER EMT/ FIREFIGHTER PARAMEDIC UPON SUCCESSFUL COMPLETION FROM THE 2024 CITY OF LANSING FIRE ACADEMY
Post - Academy Pay Rates:
Firefighter EMT w/ FF I and II Salary
$54,308.00/yr. - $80,385.00/yr.upon successful completion of the LFD Fire Academy and clearance to ride the ambulance as a fully-certified EMT (Emergency Medical Technician)
The City of Lansing is seeking to HIRE fully-certified Firefighter EMTcandidates. These individuals take pride in providing Fire Rescue and Emergency Medical assistance to residents. We desire individuals who are passionate and ready to serve the community by protecting life and property while performing advanced emergency aid and conducting firefighting and lifesaving missions, as well as maintaining fire equipment, apparatus and facilities. If your life interest is to dedicate your expertise in this capacity, this may be a good fit and a rewarding opportunity for you!
RESPONSIBILITIES INCLUDE BUT ARE NOT LIMITED TO:

• Responds to fire alarms with a fire company, performs search and rescue, enters burning buildings with hose lines, operates nozzles and plays a stream of water on fire as directed.
• Operates hand fire extinguishers, chemical hose, fog nozzles and similar equipment in extinguishing fire. Raises, lowers, and climbs ladders and ventilates burning buildings to carry off smoke and gases.
• Assists in pre-fire planning of all types of buildings for fire hazards and locations of exits and fire protection devices; assist in preparation of records of inspections; notes and reports other types of inspections; carries on continuous fire prevention activities.
• Rides fire apparatus to emergency alarms and other assignments
• Drives the ambulance to emergency alarms and other assignments.
• Performs the skills required for EMS services at the scene of accidents and medical emergencies

BASIC MINIMUM REQUIREMENTS:

• Must be at least eighteen (18) years of age or older to apply.
• A minimum of a High School Diploma or GED is required.
• Possession of a current EMT (Emergency Medical Technician) license is required.
• Possession of a current State of Michigan Firefighter II certification is required.
• Will be required to obtain Tri County Emergency Medical Authority authorization as a EMT.
• Must possess a valid driver's license with a satisfactory driving record as defined by the Michigan Department of State and City of Lansing driving records standards at the time of employment.
• Must pass a criminal history records check with no pending charges or have been convicted of any felony charges.
• Honorably discharged USA Armed Forces Veteran must attach a copy of DD-214 when applying.
• Legally able to work in the United States
• Available to work nights, weekends, holidays
• Must participate in a pre-employment psychological evaluation.
• Meet the physical standards as determined by the City's Medical Doctor.

Firefighter EMT (Emergency Medical Technician) candidates are are applicants who:

• do currently possess a Firefighter I or Firefighter II certification AND
• do currently possess a current National Registry or State of Michigan EMT license.

Application Special Instructions
Candidates who meet the posted minimum requirements should expect to participate in various phases of the selection process which will include:

• LFD Mandatory PAT (physical ability testing)
• Assessment Exam
• Psychological Evaluation
• Oral interview process
• City of Lansing Pre-Employment Physical/Drug Screen
• Criminal history background and reference checks

The Lansing Fire Department will be holding Practice Physical Ability Testing (PAT) testing sessions on specified dates during the posting period. Participating in a PAT session is optional but strongly encouraged to prepare interested candidates for the required Mandatory PAT test session.
The Candidate Physical Ability Test (CPAT) is a standard assessment for measuring an individual's ability to handle the physical demands of being a Firefighter. A copy of individual's previous CPAT results may accompany your City of Lansing application in order to waive the City of Lansing Fire Department (PAT) Physical Ability Test requirement. THE CPAT MAY BE WAIVED IF YOUR CURRENT CPAT SCORE IS WITHIN SIX (6) MONTHS OF THE LFD MANDATORY CPAT DATE. VERIFICATION OF YOUR PREVIOUS CPAT SCORE MUST BE PROVIDED TWO (2) WEEKS PRIOR TO THE CPAT DATE. IF YOU DO NOT PROVIDE A CURRENT CPAT RESULT, YOU WILL BE REQUIRED TO PARTICIPATE IN THE LFD MANDATORY CPAT SESSION.
All otherFirefighter Trainee candidates must participate and successfully complete the City of Lansing Fire Department Mandatory PAT (Physical Ability Test) as part of the selection process for this position.
In addition to your cover letter/resume, include OFFICIAL college transcripts/certifications/degrees. Also, complete and upload the following forms along with your City of Lansing application:

• Background Authorization Form
• LFD FCRA Disclosure Form

NOTE:
If unable to upload to the application, documents and/or OFFICIAL college transcripts may be submitted by email to regina.wilson@lansingmi.gov or corrie.craig@lansingmi.gov. Official college transcripts may 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. Electronic transcripts may be emailed to corrie.craig@lansingmi.gov. Copies of screenshots and unofficial college transcripts are not acceptable.
The City of Lansing is an Equal Opportunity Employer and 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.
The City of Lansing is a an Equal Opportunity Employer and does not discriminate in its policies or practices on the basis of religion, race, color, national origin, gender, sexual orientation, age, marital status, height, weight, or disability of any individual.
HAND DELIVERED APPLICATIONS WILL NOT BE ACCEPTED
City of Lansing
I.A.F.F. Benefit Summary
Health Insurance: The City of Lansing shall offer at the time of hire the following choice of medical insurances. Coverage will be effective the first day of the month following the date of hire. If an employee chooses the Base plan, they will be eligible for a $400 cash bonus annually. Cost of the Option 1 plan will be based upon the State Mandated Hard Cap amount, which changes annually. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are:

• 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 $15.00 co-pay for office visits. The BCBS plan has a $250/single and $500/family in network deductible. While the PHP plan has no deductible. Prescription drug co-pays are $5/$20/$40. Emergency room services with a $50 co-pay, and a 20% co-pay for mental health and substance abuse services, until July 1, 2014.

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. Benefit summaries and rate sheets are available in the Department of Human Resources.
Opt Out: Members of the bargaining unit will be allowed to opt out of the City's health care plan annually, during the City's open enrollment period provided the employee provides written proof of coverage from another source. When less than twenty (20) bargaining unit members elect to opt out of the City's health care plan, all members that elected to participate become eligible to receive two (2) cash payments totaling $1,800. However, when twenty (20) or more bargaining unit members elect to opt out of the City's health care plan, all members that elect to participate become eligible to receive two (2) cash payment totaling $2,500.
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 is effective the first day of the month following thirty calendar days of service. Coverage includes 100% coverage for cleaning: 50% coverage for treatment costs with a $1,000 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,000 lifetime maximum per person. Booklets and summaries are available in the Department of Human Resources.
Vision Plan: Employees are eligible for the BCBS VSP 12/12/12 Vision Plan. 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.
Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for 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. Unreimbursed medical will be limited to $3,050 per plan year.
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, spousal coverage of $5,000. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule:
Spouse $25,000
Child, age
14 days to 6 months $ 1,500
6 months to 23 years $ 3,000
Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Department of Human Resources.
Holidays: New Year's Day
Martin Luther King Birthday
Good Friday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving Day
Day Before Christmas
Christmas Day
Day Before New Year's Day
Employees that are on duty for any of the above referenced holidays will receive holiday pay in the amount of $350.00.
Ambulance Incentive Pay: Paramedics will receive ambulance incentive pay on the following scale when assigned to the ambulance:
1. Years 0-2: $125/24 hour shift
2. Years 3-4: $225/24 hour shift
3. Years 5 and above: $350/24 hour shift
Longevity: Longevity bonuses will be paid to employees as follows:
5 but less than 10 years service 2%
10 but less than 15 years service 4%
15 but less than 20 years service 6%
20 or more years 8%
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 will receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by October 1 of any year will be due the subsequent December 1.
No longevity payment as above scheduled will 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.
Education Reimbursement: The City shall reimburse employees for the cost of credit hour tuition, based upon the credit hour rate at Lansing Community College, for approved courses. Reimbursement requests must have prior approval. Proof of attendance or successful completion of the course and proof of cost are required.
Parking/Transportation Subsidy: An employee will be eligible for parking at the City's expense.
Deferred Compensation: Employees will be eligible to participate in the City's deferred compensation plans as may be offered by the City. Currently these vendors include VOYA and T. Rowe Price. The employee may contribute up to a maximum of federally allowable amounts annually through payroll deduction. 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 will belong to the City of Lansing Police and Fire Retirement System. The retirement factor for full time members hired on or after May 19, 2014 will be three percent (3.0%)....