DAILY STAFFING. Section 1. Daily staffing levels for units assigned to the emergency services division of the department shall be maintained as outlined in MP 209.20 (11/12) and MP 901.16 (7/28/16), which are incorporated herein by this reference.
DAILY STAFFING. ARTICLE 16. ON-CALL(TA 6.23.20)..........................................................................................
DAILY STAFFING. The Union and the City agree that firefighter safety is of utmost importance in the performance of the duties of the Department. It is also recognized that the effectiveness of emergency response is dependent upon the number of firefighters committed to the mitigation of the community emergencies within the scope of the Wichita Fire Department strategic plan. Therefore, to ensure safety and effectiveness, the daily recommended staffing level for the City of Wichita shall be a minimum of 117 emergency response personnel. Emergency response personnel are positions require to respond for the proper mitigation of an emergency incident including:, Battalion Chief, Safety Officer, Captain, Lieutenant, Firefighter and other twenty-four hour emergency response personnel. Furthermore, it is understood that the minimum staff or apparatus will be maintained at Engine/Xxxxx/Truck-three persons, and Squads- two persons. Fire Stations operating with one Engine or Xxxxx unit permanently assigned to a one unit station location will be maintained with four personnel. Unavoidable factors such as unscheduled leave, sick leave or personal vacation leave may result in daily staffing levels exceeding or falling below the level of 117 during the course of a duty shift. Nothing in this Article or Agreement shall be interpreted as requiring certain minimum staffing levels, requiring the assignment of specific personnel or removing the sole authority of management to determine staffing levels. Hiring off duty personnel to achieve daily staffing levels is not considered emergency call back as outlined in Article 7,G.
DAILY STAFFING. Assignment of personnel needed to staff all primary response apparatus on a daily basis.
DAILY STAFFING. 1. Battalion Headquarters (BHQ) staff will hire members according to classification and certification to ensure full staffing of the on‐duty suppression force.
DAILY STAFFING. A. The number of members assigned to each shift will not fall below the current level, which is eighteen (18). Nothing herein precludes the City from increasing minimum assigned strength above eighteen (18). The number of on-duty members of the bargaining Unit available for emergency response each shift shall not be less than fourteen (14) unless the city is unable to fill vacant positions through normal means as described in Article IX, Section 1. Members outside of the bargaining unit shall not be counted in the minimum staffing totals. The minimum complement of personnel will initially be three (3) captains, three (3) engineers, two (2) fire fighter paramedics and any combination of firefighter/paramedic (including the EMS LieutenantEMS Lieutenant) and firefighter/EMT, as determined by the City, for a total of 9 additional positions
DAILY STAFFING. Applying the N/MHPPD staffing model to occupied beds The staffing methodology used shall be consistent with the principle of ensuring the number of nurses/midwives available to work is commensurate with the number of patients requiring care, and their care needs. Average occupancy may not reflect variations in patient numbers. The N/MUM (or equivalent) will monitor staffing regularly to ensure that the N/MHPPD or ratio is balanced over the relevant period, taking into account occupancy and/or acuity and/or skill mix. Managing demand Appropriate staffing will be provided to meet patient demand. When, on a shift, the N/MUM (or delegate) considers that patient care needs cannot be sufficiently met from the nurses/midwives immediately available and the N/MUM (or delegate) considers additional nursing/midwifery hours should be provided in order to meet clinical needs, the N/MUM (or delegate) will inform the appropriate Nurse Manager/Nursing Director who, together with the N/MUM, will consider a solution in line with local escalation processes, such as following options: • Reallocation of patients • Prioritisation of nursing/midwifery activities within the patient care area • Deployment of nurses/midwives from/to other patient care areas • Additional hours for part time staff • Overtime • Engagement of casual/agency nursing staff Where sufficient nursing/midwifery staff are not available, the N/MUM (or equivalent) may, with approval from the DON/M (or delegate) limit admissions when discharges occur from the patient care area. Such approval will not unreasonably be withheld. Where demand requires fewer staff, staffing may be reduced and/or redeployed to another patient care area, subject to compliance with relevant Award provisions or an individual’s employment contract.
DAILY STAFFING
