Master Plan, CRA/SOC
Sources Of Challenge 9. Increasing Use of Combination Departments 10. Higher Cost of Housing (In Affluent Communities) 11. Aging Communities 12. Internal Conflict
Town of Southington, CT
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Contributing Factors Disagreements among chiefs or other department leaders Friction between volunteer and career members
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Volunteers cannot afford to live in the community they serve
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Greater number of older people today Lack of economic growth and jobs in some towns Disagreements among departmental leaders Friction between volunteer and career members
ESCI recommends that the Southington Fire Department make it a priority to not only recruit new members, but to also retain its existing volunteer members by researching programs and activities that will support current department’s efforts to recruit and retain volunteer firefighters.
Compensation An agency’s ability to attract, hire, and retain personnel has a direct impact on its ability to provide the desired services effectively and efficiently. The Southington Fire Department is no different. Agencies should provide periodic reviews of current compensation structures, market competitiveness, and department compensation philosophies. These internal and external comparisons of equitable positions and workloads ensure the agency can attract and maintain an effective workforce.
Full-Time Firefighters Salaries for Southington’s full-time career firefighters are set forth in Appendix A of the Contract18: Figure 75. Appendix A: Salary Schedule Effective July 1, 2020 Through June 30, 2021
18
2018-2020 2021 Contract between the Town of Southington and IAFF Local 2033.
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