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Board of Firewards

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Everyone knows mine.
We're going to get back.
No, I'm just going to get to me.
Oh, look at that.
Who's this?
That's what I'm going to get started.
Corm.
Firewoods, all it takes.
Someone called me to order.
I need a motion to review and approve the July 21st minutes.
Yep.
It'll look great.
Proved seconded by me.
By me, me, I guess.
I want to do a quick update on the full-time fire chief hiring.
So I'm really happy to report that the process is now sort of officially underway in this sense that the job has been posted.
We've already received, I believe, seven applications.
So it was great to see that within a week or two that we started to get applications.
And I'll confirm, I think, because we've done it as from a town perspective,
have put it on the town website, we put it in different ads, and then the Academy is doing it in some of their sites and some other places.
So I'm not sure if they've pursued that yet, so it's good to see that even prior to the S-DEM's taken care of it, we're already getting interested, so it's pretty good.
What I'll do is that the next meeting bring a, we'll have a much deeper or better detailed summary.
I've asked the S-DEMs folks to just every,
And then if every week, just give me a quick report, how many people have applied, how many people they talked to, how many were weeded out, what happened.
So those are really the next steps that will happen, and again, we'll just keep talking about this.
This will always be our priority until this person was hired.
So we'll keep going through that process to do that.
Any questions or anything to add to that shape?
No, I think that, just like to say, I mean, as early on as it is, it's great that we've got a few applicants.
Yeah, yeah.
You know, something to start with anyway.
Absolutely.
Okay, great.
Yeah, like I said, so more to come on that in the next couple weeks.
From a budget planning perspective, I don't know, Steve or Timmy from your perspective, how are things going, or do you need help from us?
Do you want to do a session with the fire boards to go through what we can help you with?
At this point, I've asked Shannon to kind of give us a little bit of a primer about.
the budget process goes and set up for us the boards and made there is I guess
we start the budget process the 10th as I asked for some dates like I can be sure I set
aside just make sure I'm at the budget and the court is for a selectment on the 10th so I'll
be there and we just kind of informally start to gather in some stuff and then we'll work out
the office is going to meet tonight and at least make you start working on the needs
versus the wants and right yeah
high in the sky forever every yeah absolutely and I think it's a few
point it's a it's a big kind of transition year because we don't have a chief that's
helping with the budget probably for the first time in a bit but again we're happy to
help where we kind of look at hey this is what we're looking at for the next
budget but we also want to think about what I don't keep this going and that might
be a second pass where it's favor it's just we've got a thing
think that every piece of equipment has a shop like so get look at hey we bought
this equipment on this in this year within five years that's going to replace
we have to look now where we are now what we know we need to do this year we bring
on to me talk about some little bit hiring we need to get some year what can we
give up there or we know we need tires the utility before winter comes so what we
we need to do what we still need to spend what's going to be left and then where we need
land for up to that yeah and to your point it's like there's critical stuff that
we know we're going to need for the next 12 months for this budget anything about that okay
I'm gonna yeah I'll follow up a chain on that as well because I reached out to
her and asked the same question like I just don't know enough about how the
budget is done here and see if I can get some more guidance of how we do it that we can
sit down I'll contribute to that our Rick just to give you a quick update we
approved the minutes from last meeting and I just
the update on the fire chief that it is officially now live and we've already
received seven applications so and that's not even I'm not sure that's coming
from the fire academy I think that came through the town website or some of the
sites that the town put on so pretty encouraging to have multiple people apply
so far and what I'll do like I said we'll get an update from fire academy every
Friday on their progress so the next
meeting I think we'll have a better sense of hey this is where we are this is the
process we've seen the X number of applications this may have been talked to this
many even need it out progressive all right so you've got a meeting we said tonight
Steve with the office who's talking anything else in the budget like we can think of
I said I think this will be I'll get some more information I think if we can get
sit down in business group of Shannon just kind of walk through the
This is how the budget works and figure out what we can do and then bring it back to the meeting.
Okay.
All right, per dean staffing.
So we talked about that last meeting, Timu is here.
And one of the things we just discussed was really prioritizing how do we get those funded shifts staff, right?
And we've talked about can we get more of the department members who can do it.
That would be great.
That's an easiest move model.
us to have is people that are familiar with the department to have their gear and everything else that we can't feel that the next phase is you know other other people of departments that we can go through and get them to come in to be brought up yeah you know there's a cost of that you've got to get them here you do some other thing so I just want to make sure that we just keep that as a priority of let's get these shifts put in place so that we can ensure we have coverage for what the town thinks we're doing
anything
I don't know, have you, either of you, anyone have talked to members about the
pur-deanships and something you can bring up to the next department meeting.
Like, hey, it's here.
And what I would love, I think we'd all love is if people say I don't want to do it or I can't do it,
just let us know why.
Like if it's, hey, I just can't do it because I have a full-time game.
I would do it, but I don't get paid enough to do it, whatever those things are.
If we can figure out what the blockers are, we can try to work around that and figure it out.
And I'm even helping the fact that we haven't spent much of that budget this year,
you know, we might be able to get a couple people on shift at the same time if we need to,
so we can get some better.
Because usually it's one.
Do you guys cover both or you'll do a per give shift to me and you might be a call guy at that time, same shift?
On overnight.
On overnight.
Yeah, call from 7 p.m. 7 a.m. 7.m.
Yeah, but just, somebody just became available for her DM again and just signed up for a ship moments ago.
So I'm back in the mix now. Okay.
All right. That's absolutely. All right. I'm going to make sure.
So we have obviously meeting. Steve's back in now.
Yeah. We are interviewing the one candidate from Newberry.
Yeah. Maybe we'll talk about later now and now.
The hope is with those, the addition to those two, and maybe reminding some of the members,
we can fill them better because, like you said, there is a cost.
to hiring a bunch of out-of-town per diems and I think we need to, if we get to that point,
I think we seriously need to discuss more in depth.
But if we can do it with more on department people.
Yeah, I think, like I said, I think that's the best model.
Also, it just saves time of training everything.
That's great.
And, you know, I think we've even talked about, you know, having one person on a per diem shift is better.
is better than zero, but it's also one person.
So, you know, this is something where, as we start going into the next budget,
we start talking about the ideally, it'd be great we have two for you folks per shift.
Or even Thursdays, Fridays, Fridays tend to be the busiest time in the summer.
So whatever makes sense that we decide what's right for the town to do that.
That's good. Welcome back to the next to the first.
Are both needs taken care of now, or are we got the other one going to put a point?
both parcels so I still got the other half of them. Yeah, all right, right.
I think if I got 50 pounds off of them, I can go a little bit longer. Yeah. Yeah, that's awesome.
Great. Okay. Anything else on purrude. So yeah, if you want, if you could just take that as an action next department meeting.
Like, hey, you know, we're trying to get these things filled. What's the interest?
That way, if you give us some of the things that might entice people to do more of it.
You know, we had one call guy that had it.
maybe some interest in doing it. But he, even when he's on the department, he'd have to go through, like, a couple of weeks of training.
Yeah. Because Per diems do, do a lot of things that, like, a regular call guy that just shows up for the calls.
It doesn't, you really know what you do to be honest with you himself. I'll talk to him and maybe we can get him started.
And I know there are a couple of firefighters that work full-time in other departments. So, like, is that something?
as well, where they can say, hey, I know my schedule for the next six months I could cover these days. Let us know.
And we can figure that out.
We're going to try to talk about what do we compensate for per diem.
And I'm sure it's sort of if you're a firefighter one, a firefighter two, EMT, like those numbers should go up.
With your service, your hourly rate should go up, in my opinion.
So we get somebody who comes in with all that, a great person to have.
Works for the department.
Work somewhere else.
has everything, good experience.
The other option for getting one also is if at some point you decide the budget you can handle two people on,
that's as long as the EMS certifies, the other one doesn't need to be.
That's a good point.
Yeah.
I would, I think that's, again, ideal to get to that point.
And I know the model has been that we've focused on Monday through Friday days because that's when less people are available from a call perspective.
you know, are we seeing
is it something
where we can go to weekends as well
where we can still guarantee
we can go seven days, 12 hours
and those folks that are called folks can actually
pick up a per diem shift, right?
I just try to be creative about how we can provide
better coverage.
Seems to be busiest in the summer, but
like you said, you know, any kind of
emergency service stuff
that he knows no time,
right? Nor weekday or anything
else. So, okay.
Great.
Anything on the Purrude and stuff?
Good.
I keep good on that too.
Yeah, I'm just,
if we're going to hire a second guy and we're hiring a new chief,
is the chief going to be a guy that sits at his desk all day,
or is he actually going to leave when there's a call?
Because then you've got three guys.
Yeah, yeah, right.
I think the expectation is they're here in the station,
there's a call they attend.
To make sure that we hire a chief that understands.
Exactly. Exactly. And
Maybe if it's
a lift assist or something like
that, they're comfortable to say,
okay, you guys have it.
We'd assume at that point it's going to be the chief's call, but at the same time,
I don't think we should be paying a guy all the money we're going to pay
for him to sit and say, you guys go.
I'll be here. That's not a chief might be.
Maybe in big cities they don't. But they go
big calls and things like that. But here,
I would expect them to be part of the department like that.
Okay?
That's a good point to add, and like, Chief will be at some level of coverage as well.
Working, working, firefighting, chief?
On to the next one is standard operating guidelines and procedures.
So Timmy, you've been able to kind of give us a quick update that you've been working on it,
or the teams were working on it, which is awesome.
Appreciate you sharing them.
I'm not necessarily here.
I think we're here to try to spell check it.
Whatever you want, it's simply to have them.
And, again, we're happy to help what we can,
helping write documents if you want us to review and see if it makes sense.
We can do that as well.
But I think this is going to go a long way to helping us new people come on board.
They have some things to refer to them, right?
And I know you shared some of the ones that you started to share the ones you've worked with.
Are there others that you've identified, or the officers have the officers have this identified as we need these as well?
I think just the ones I email, like the step one.
And just to kind of get our day-to-day operations laid out for the new chief or for new members.
I'm sure we could dig into others.
But I think our kind of take on it was like, we'll get the day-to-day laid out.
And then once we have the chief, if he wants to get into the nitty-grady stuff,
can do that, but at least be our day-to-day.
That's perfect. Because that's really what's the most critical stuff is
people show up, you know, what's your role, what happens, this kind of call happens.
And I know there's incident command, but it's always good that people have in the back of their head.
Like, this is a process for a motor vehicle accident, electric car, it's on fire,
whatever those things are.
Okay, cool.
All right, well, that's good, good progress there.
Next topic is firewoods meeting cadence.
kind of bounce this meeting around a little bit time-wise.
When I first joined, I think we were once a month.
I find that challenging to get it to progress things when it's only once a month.
I also know that having it during the day makes it difficult for members of the department and Matt and others to attend.
So my recommendation is we go back to our Thursday night slot that we had, if that works for you guys.
We get to do it.
I forget what time it was.
I'm happy to do it at 5, 5 p.m. a little bit earlier or something like that.
But make it.
I wouldn't go earlier, no.
No.
Most of our guys all have jobs.
Oh, so what time is, what time do we have it for?
I think it's seven.
Seven of seven.
Okay.
Well, I'll go back and look, but we'll go back then.
Good feedback that we'll go back to the slot we have.
And I'd like to do it every two weeks.
So at least we have a more regular and tool.
I need to get a 10 grade.
I can't hope people to attend.
But, um,
can keep things moving and that if we need to have other ad hoc meetings to talk about things, we can't.
I'm learning all the legality and the process around working for, you know, a municipality that much of the stuff has to be discussed in public meetings.
So, which just means we're going to have to have more meetings because we have to discuss it.
It's just the way it is to get things moving along.
Okay, so we find going back to Thursdays that work for you.
Yep.
Okay.
What's the worst for you?
It's a terrible day for me, but it is.
No other nights good.
I got other stuff going on nights, so, but Thursdays is going to be the best shot.
Okay.
All right.
Just work with that one?
Yeah.
Okay.
Give a shot if it doesn't work, we'll put it on the night.
And you have your Tuesday nights of your training, right?
Right.
Right.
And the other thing we'll keep in mind is that Tuesdays and Thursdays,
the fire has this room, Mondays and Wednesdays?
Then the police have the room.
Okay.
That's what I mean, because they're through.
Okay.
I didn't know that.
That's just sort of a rolling guideline.
Not that it couldn't be changed.
Sure.
I mean, just sort of, if you pick a Tuesday or Thursday, then you know it's.
It's our, yeah.
Okay.
If you need a Monday or Wednesday, then I appreciate that.
Yeah, sure, me.
I think we can go back on what we had before.
We do it.
And if we start having conflicts, we'll think about it on.
Okay.
Any update from the department of you guys?
about it, the fire?
You ever had the fire?
I showed up six hours late.
Yeah, the fire, I think it was good.
In my point of view.
I put that down as a note.
We go out to more, but like,
is there anything when it's something like that,
a large fire incident?
Is there, like, do you come back
and come back and be brief and say,
hey, this is what happened?
Is that a typical problem?
We'll do it our next meeting?
Usually the next meeting.
Unless there was something critical that happened.
If the patient, the resident there,
if you'd been dead at the scene or died shortly after,
then I would do a critical incident.
Got it can't brief for everybody and the staff
or one of our guys got her or something like that.
So currently that person is still...
We can't get a report.
Matt General does not share.
Yeah.
The chairman has tried to get information
and are all the contacts out of them.
Okay.
Unless we hear something.
The last part in the family,
which was on the Saturday year they're helping up.
They said,
he's still alive.
Okay.
Intimated.
Yeah.
To date it, but alive.
Okay.
Yeah, so
overall, I know you happen to be
in the area
in your personal vehicle,
which probably helped you get there
quick.
Good
could show up
for the department?
I'd say so, yeah.
I mean, obviously
more hands wouldn't hurt.
I do know we had some.
And, you know, it's wonderful New Hampshire radio reception, but we had a couple of guys out there, like,
my favors didn't even go off.
Like, I obviously would have been there, but they had no clue, which stinks, because we would have had more people in the scene.
But it would say the turnout was good.
Like I said, more never hurts, but it's not like we were running out with two people trying to put a fire out.
Yeah, I think, I think seven, which is pretty good for us.
And I think you'd be.
there pretty quickly, also then, you know, calling for a second alarm.
It sounds like once you call that, then the dispatch team knows exactly what town is that.
Yeah, so we have cars are called front cars. I mean, we can't show them or share them to you guys
if you want. It's the officers have pre-planned. So I got first alarm is these units, our second alarm is these units,
third, fourth, and fifth. Like I said, we can show you it if you want. Yeah, that's a new line.
I can pull them up right now.
I can put them on the thing.
Okay.
Do you distract him while I do this?
Yeah.
And then with the
both that sank and everything else, that was another.
Both the sank at the same time on the spill or whatever they, you know,
injured or whatever it was in the harbor that's never been determined.
I don't know if I'm just more aware of it,
but does it seem like there's been a lot of the weeks of the harbor or maybe?
It's a lot of it is undetermined according to the lab work from DES.S.
You think it's probably just the same sources of going on for years and years,
and it just finally kind of leached this way up through.
So every time I'm surprised at the rain at yesterday,
so we haven't gotten a call,
and that's usually when it comes out.
So if it's finally all leached out and washed away.
Okay.
I don't know if you want to dim those.
One set.
We'll go all the way.
There you go.
All right.
So we have run cards.
So we have a brush fire run card.
So if we have a brush fire in town, it's town-wide.
So you can see like this is what dispatch reads when they're toning us with also contacting the mutual aid towns.
So it's all laid out what we want, especially units, the coverage, as you can see.
So the first alarms, obviously like our closest town, second, a little farther away, third, farther away, fourth.
And this is like it's a different.
dispatch has all this and it's actually shared with other dispatches too so they know what to what to send we have a high risk card for buildings in town like Sonopi Cove some of the big apartment buildings the schools so like places where we know we're going to have like a large amount of people it's basically like a beefed up run card so it's more units on the higher alarms so if we did have a fire or something at one of those buildings more people are coming quicker
Okay, so first alarm, obviously, so Sonopi is there, that's just the call.
The first alarm then brings in the next call.
Yeah, so any, any, if anyone calls number one and says, I have smoke in my house, I have an odor of smoke in my house,
this house is on fire, anything like that, it just goes straight to a first alarm.
So Sonopi and these other towns all get toned at the same time.
So those are the two, like, special ones, and then we have, the town is.
split in north and south. The splitting line is the information booth. So like
information booth this way is north. Information booth that way is south. So like for
the fire we had it was on north side. So this is like the run card that was used
for that. It's like it's the same units from the high risk one just not as many on
so many alarms. Good. Okay. Because it's just a house and like we don't need as many
as like if Sonji Cove were to have something.
So on the south, you might get new read.
Yeah, so the south, the south end towns are up.
You know, so yeah, that's what we have.
We have them on all our tablets, so like whoever's in command can pull it up.
This is who I should have coming, you know, whether most of these towns are volunteers.
So whether they get out or not, that's a question.
But who you should have coming, dispatch, reads this off.
Yeah.
So that's what we call them run cards.
And just not note.
So Hannah, we're doing.
Dispatches for those towns, Springfield, Broiden.
Yeah, yeah. So at the bottom, there's like a cheat sheet of like the numbers for the dispatches and what towns.
So in case our dispatch doesn't know, they can call them.
Good. Okay. Okay. All right. That's great. Yeah.
What did you go to with that fire third one?
Third. So, like, so yeah, on that fire, not everything went perfect. We did, our first alarm close
for the Croydon tanker.
Croydon never got toned, apparently.
I don't know if that was in our dispatch mistake or a their dispatch mistake.
I don't think it's been looked into yet. We're just kind of aware of it.
Same with the third alarm. Our third alarm calls for Enfield engine, which they're dispatched by Hanover.
Apparently Enfield didn't have a crew to go. They weren't available.
So Hanover dispatched just on their own sent Lebanon and didn't tell us. So when Lebanon showed up,
because they're done to be on the fourth alarm. So when Lebanon showed up unannounced, we kind of were like,
what the heck of you guys doing here? But they came and helped, which was really appreciated.
But so there were, not everyone was here. I don't think Springfield's Tanker was there either,
but their engine was. So, and like I know, once again, I think, I don't know, we're going to talk about
tonight in the officers meeting if they want to reach out to the dispatch just to see if there was a mistake made,
but like, once again, Newport was on our first alarm. They apparently didn't get toned until the
third alarm. So like our neighboring town was like it incredibly delayed and even
getting called, not alone getting there. Yeah, in their full time. Yeah. Because they
kind of, they did show up to the scene, they were like, how come we, like this, you've been
on team for like an hour at this point. I was like, you're supposed to be on our first alarm.
I don't know what happened, but like I said, Corridon just never even got toned. So
they had, they had no clue. But other than that, I mean, the units we did have come, it worked
out good. Yeah. So great. Any other updates on the IRS? So we have,
first and as you know, we have three more that they just turned in their final
paperwork this week. We're hoping they started next week. That'll be great. So
that'll be four new guys. Tonight we're interviewing the one new possible per DM and
then also two more call guys and then waiting for an application to be turned in for a third
call guy. So in total that would be seven new
club guys starting one per diem hopefully so actually that's pretty pretty good
not going to lie considering the last like four years we've had like one
applicant in total so that's seven within like a two-month span is pretty pretty good and
we're looking forward to getting them on the four person and the other three that are
starting like next week they're new they don't have any experience so they'll be
going through our probation program the two that we're interviewing tonight do have
experience once fire one one one fired one fire two so those will
still be one through our probation program but yeah that'll be a little like
fast-track for them since like they know the basics already theoretically
where they before new London yeah yeah hopefully that all goes well any
sense of I mean it's wonderful to see that people showing interest like is we
say it kind of maybe ends and flows but anything you can kind of
contribute that too I think part of it is just putting ourselves out there like I know
like when I join like the extent of our hiring was putting a sign on the yard and
that was it now we have the sign of the yard but we also have like I'm blasting it out there
on our social media's doing the website the email blasts and I think that it also is
word out like just us being like you know people being like these guys from new
and being like oh man I want to join join we'll take you you know like
um person how did you fake find out those your motivator um I was about I was about
to join Newberry and I ended up moving the Senate of me and I kind of just
email with him on Facebook that sent me on Facebook good good you have had other
candidates that unfortunately they were they were viable candidates but two of them
lived out on the Newport unity line yeah yeah just it's it's like these guys
from New London they were on New London but they live on prospect tail so like it's
pretty pretty I think we're actually gonna have more people in Jordan Mills now
that we might at the main stations but you know about 50 yeah to ride the tailboard
engine three yeah okay yeah looking forward to get in the four on and then the more
you've used tonight getting goes good
wonderful for the three that are starting with him we have gear for them the next four three
four or four we may have to have a conversation about that are we sure I am yes
someone was going to I don't know I don't know who these guys are I don't know what
it looked like a lot of better enough are we short year do we not have enough gear for them
depending on body side depending on their side of yes we just went through we have
some yes we've been keeping gear I think went through this last time that
we're gonna have a combat program we're gonna do this and training some of it was
very very some of it was like 2000 with another zero yeah so we kept I went
through the oldest of these current stuff kept found three sets of
these guys that are coming in we still not have another maybe three or four sets
but again depending on body size yeah and one of the things we want to do
with Brennan academy now starting starts next week okay right
that's when we want to send him with some old stuff rather to tearing up his
current stuff and you know he's gonna be clobbysly not for the firehouse but
you know crawling around on the floor and all that other stuff just take the
old gear and destroy that and then so I don't know we may have to look at another
set plus his is destroyed so yeah Joe and I and I have new gear on order
they told us 60 days June 5th so hopefully that's here soon soon and
then that will free up our old stuff but our old stuff isn't exactly the
greatest but how bad a ship is the stuff you have technically we shouldn't be
wearing it no that's how bad it great for training me great training and stuff
yeah was it repairable at all or my's already been repaired once and is now the later
again yeah there's a gun Marcos is the same are ripped at and when we get our
dealer um so previously
like on the last couple orders it's been morning pride through fire fire mag but we
just switched back to like Joe's and I's gear it's going to globe gear which is out of
yeah I think Pittsfield no Pittsfield so we were we were glowed we switched to
morning pride for a couple of years found it wasn't like we just said Joe's and I
wasn't really holding up to snuff that we know way it costs less enough yeah well yeah
well yeah so we switched the morning prices is cheaper which helped because you know we're
buying five sets a year with the with the low budget but here we are four years later
buying us new stuff again when some people have globe stuff that's like seven years old
it's brand new still so we switch back to globe for Joe's and I's stuff we're going to see
how that goes and if it's good then probably just switch back to globe good as long as we have the
money to do that what's the difference of like a couple thousand
bucks for a turn out either I am unsure how much the morning pride was but the
globe like Joe's nice globe stuff was that it's actually like 65 but we Joe and I
got a deal on it through firematic so it was like five grand for a set so
we actually got a deal on those two sets but you know who's to say in the future
if you didn't deal or not yeah but um you're like from globe you say for five
grand but once you just go that direct the globe it's through firematic oh they're done
himself yeah he represents several agencies there are several so he's back really yeah we have one sales guy that you can pretty much like anything fired
about related from he takes care of us very well okay yeah yeah yeah
yeah um like I said if we can and we do have hopefully that with this left holds out a grant out there
to the FEMA for 90 $95,000 hopefully sometime maybe by September October we'll have word on that that's great
that's another advice that he and says
that would be fantastic yeah hopefully soon we'll have like two more sets
freeing up but unless they're built like Joe and I then won't really fit them but we'll
try this may sound like a question I I'd like to ask there's there's obviously like what
we said like 20 people on the department now and now there are folks that are
just sort of not showing up are you kind of get any sense from them that they're
looking to retire or the next couple years back here gets repurposed or
I don't know about retiring but it has been Matt has had a conversation with a couple
of them about you either need to participate or just move on other things because
we've got gear invested in you is working to use we pay work in comp premiums a couple of
them have EMS certifications so we want to come for training they're getting paid
for the extra you know stipend for EMS correct that they're not earning yeah
they're not attending I'm not using our call in training okay just Matt is working
yeah and I'm you know that's good and Matt when the new chief comes in then
we'll have a good point to say here's everybody in the department here's their
activity what they're planning and doing and go from there okay anything else
in the department I guess that car oh yeah the car okay so
finally just got the quotes the correct quotes from the company that's
working with us today I got two quotes one just for just
different brands of lighting to see who was cheaper.
Shockingly, actually, the better, more respected company is cheaper
than the other company we were going to use.
So one is 10,200, $10,400, and the other is just around $12,000,
and that's just for installing the new stuff.
Then they said it'd be an additional $450 to remove like the plastic seats and the radar.
It still has a radar in it that he wants back.
So you look at that.
that's just the lights we also need to get it wrapped and we haven't gotten
that estimate dead so I was actually I was gonna just bring up you know the whole budget
sake if we're looking at things like the money from the unfilled per diem
shifts if we factor out how much we need for the rest of the year there might be
some there that maybe we could use for stuff like the car because the car is is needed
because, well, number one, we need to replace our primary car.
And also, the old one is going to be the full-time choose take home.
So we need to have that started here,
assuming, hopefully, I was going to bring it up to the officers tonight
and kind of talk about, like, how we want to go about this.
But, yeah, we're looking at 11-5 probably for just the lights and then wrap.
It's typical.
Probably, probably five, yeah.
Easy.
We're at 15, 18.
Yeah.
We're still too.
cheaper than going on and buying a brand new car.
That's the positive thing.
Yeah. In my mind, we can keep this cycle going up the hand down.
We're also looking to make it a couple other changes.
So Forestry, still says rescue utility one.
We've got to change that to 403-6 and engine three, so says rescue rescue rescue one.
Rescue one.
Okay.
I'm going to take that off and make that engine three.
Yeah, smart.
Okay.
I was hoping we'd have a quote for us today on the back in the different company or the same people in Tilton.
Oh, this is the place in Tilton, that is doing these, Lipsby Mountain.
Okay.
What's a different company for the graphics for, you know, they can do the graphics to us or not?
Well, the graphics are a good person, Tilton.
Okay, yeah.
So you're not sign works or whatever, they're both in Tilton.
On the lights and one does, right.
Okay.
I think that's all I have on our agenda.
Anything for other business?
Thanks to bring up.
Just like on the radar.
And I'm sure it's a month two out.
But if we have a further down the line, when we have a chief is, when we have a chief candidate,
what is like, is there any plans for like a training period?
Or are we just like hiring them day one Monday saying, good luck, go navigate Lake Sonopi and have fun,
walking through some of the high school or is there any?
Yeah, I mean, I assume, well, of course it's new to me,
but I assume there has to be some kind of an onboarding training process
and whether that's happening.
There's probably elements that we have to learn.
Because we're still, you know, despite 901 and all that,
we still get dispatched to like Muzzy Hill for car accidents.
The chief isn't from around here.
He's going to go, where the hell is that?
He's going to head that way, we're all headed that way.
So, well.
Again, hopefully, like, you know, if he's, he's,
year and he'll learn it, I guess, as they'll learn it as we go and figure that out.
But yeah, part of the process as we get to that, then we start probably narrowing down.
If you say this looks like the right candidate, the question for the candidate as well,
like so what's typical?
What do you need to know?
Maybe they're coming from a town that's not too far away.
Well, yeah, they're local.
I was just like, you know, if we did someone from Massachusetts, this would be.
it up here, maybe that was, you know, I know, like, we had kind of talked about it.
Just like, in our mind, at least, like, spending, like, a week with us and just being like,
this is Lake Sanity, show him the lake, you know, like, show them the schools, businesses in town.
Obviously, he has to learn the trucks and everything and all that, you know,
son if you go ahead, navigates, son of the labor and all that can actually be shockingly confusing.
Yeah, yeah.
So, I think, um, so, uh, new chief.
walks through the door, he's here Monday, we have a big structure fire.
Is he going to be the guy calling it?
That's the kind of question, I guess, yeah.
I'm thinking, I think, no, to some extent,
or he should be standing next to somebody who's been calling fires in town.
That he spent some time with Chief Cobb on the road looking at things in his understanding,
some of the Chief Cobb's understanding of how things are responded to as far as the school,
public stuff, right, public buildings that he's apt to be more involved in as, and then where the kids are, things like that.
I would agree.
This is off the top of my head.
I would think that the new fire few starts in the first month.
is just that, like, you go every call, you ride along, you're here and you're here at a Purr-D-M.
You know, I'll just drive around.
Per diems would be here kind of hell.
I mean, it's not just me, but also I'm Steve, or maybe this new one we hired,
re-interview tonight is good to go by that, you know.
That's right.
But I think it's just that or even, it's, you know, there are people available,
they're going to have to go through that process and kind of learn.
But you caught on thinking about how it's just all the announcement, really just worry.
a new full-time officer.
So I don't know where that person lives.
I know they were mass originally in the Lebanon or something.
Where is that where they come from?
Yeah, they live in a neighboring town so they know it.
But you have to say anyone that comes onto any department,
they're going to have to learn where anything is.
The most recent part of time where that we hired,
that was about a four-week training period.
I expect this one to be because of the experience.
So it leads to four to four.
week training period. For somebody new, they're going to do 16 weeks at the police
academy, they're going to be 16 weeks here at least training with us.
So, yeah, someone who's got experienced there. They've, the law enforcement elements,
they're well skilled in. You would just be open things. It's more just learning the ways
of Sunapee and, you know, what different roads are where, like I said, those are all things I
would think would be standard process for someone who's coming in as chief.
they've been a chief somewhere else, they've been a deputy chief, something, that they have some of that already in their head.
Like, this is how I need to get up and ramp up.
So this is a very different type of hiring that we're doing that.
Once we swear in the chief, the chief, by law,
the chief of the fire department, period.
And every single thing by law,
drops down underneath a chief or his designate, his or her designate.
So it looks at very, very different.
Ideally, now, an awful lot of this is going to be our responsibility to make sure that we're finding somebody who's looking to work with everybody to take input from,
or even just try to find out who to take input from.
An awful lot of times, I think it would be very, very, very.
common, I mean, this is not, this is not an uncommon thing.
Fire department's hired chiefs all the time.
There is kind of a way that this goes, you know.
I think that it would be very, very normal and expect that the new chief is going to want to have an interview with every single member of the department.
It'll probably be a rather in-depth interview with every single member of the department.
It's just try and find out who people are. This is the conductor of the orchestra.
But we have to find out if we have a clarinet player or not.
Maybe we don't.
Maybe we have a few, too many trombone players.
But, right, to make an assessment like that, technically, the very, very first day that the chief takes charge,
if there is an 11 alarm fire, it's his fire.
Regardless.
And ideally, we're going to be hiring somebody who can do that.
Now, the challenge comes in, right, where the connections,
aren't entirely made, right, is you have a chief who comes in and doesn't realize
that there isn't three ladder trucks coming.
There might be one.
There might be none.
And you're going to need, you know, the local knowledge from the folks who have been here
to inform them of that, right?
This is like the growing pains that are going to be coming in.
But at the end of the day, there is someone responsible for every single thing that happens at the
incident. Their safety of everybody at the incident. And legally, that falls into chief, period.
So this does become a sort of a tumultuous time, but part of that even gets, that gets taken away
from us, whatever we want. It almost doesn't matter anymore. Right? We could sit right
behind them and say, this is how things are going to go. And legally, we don't have anything to stand on.
Great. From a department operations like that.
Absolutely. Absolutely. And an awful lot of that is that's the reality of this.
So it's not uncommon, right, in that situation where the chief could be, you know, could be an overnight.
He's not around, they're not around. So captains and lieutenants learn they take command, right?
You guys, for sure, we as a team, do the job properly, we're not going to have to train this person how to be a fire chief.
or don't know how to be a fire chief. We just need to teach them, show them the ways of society.
Where's Mussey Hill? How do you do the payroll? Who's in charge of your way process?
Right. That kind of work. Or inspections need to be done, things like that. Right.
And so they're going to have an entire idea or plan a month before they step into the shoes
what it is they're looking to do. Right? But they're looking for resources. They want, they're going to be the conductor of the orchestra. They want, they're going to be the conductor of the orchestra.
to know what they're, what they have for tools and toolbox way before they even get here.
Sure. You know?
And I hope that, you know, again, they're kind of kind of come on the floor, they're going to be looking at the lay of the land.
Yep. So, I mean, I just think of it were me. I, you know, be here and I get up my, my car and I would, for sure, grab somebody or I'm going to, I'm going to drive around. I'm going to go around the lake.
I'm going to look where you realize where things are. Absolutely.
Absolutely. So, no, you know, that's right.
out to get some kind of onboarding.
But I think that can, to your point, Jake, like, this person takes over and that's it.
And they can then come and say, here's how I like, because some people are like, just throw me in the middle of it.
I'll figure it out.
Or, hey, let me sit down and do it at my pace.
But the reality is the minute they.
So enough one of that's going to come down to us before.
Yeah.
Anybody has chosen, right, to make sure that we're choosing the right person.
Exactly.
All right.
Anything else?
Is there, you know, plenty for tonight's interview for the DM person.
Has there been any thought or book into that for DMSOP, so we know what to tell her tonight during the interview?
The one you, the one that's raised?
Yeah, just in case, you know, she asks, like, what's the requirements are and stuff.
We don't want to, we don't want to say something and then have us not be.
I mean, I think the one that you put together was very, very good.
Yeah, it was thoughtful, well put together.
It was pretty spot on.
There might be problems with it.
I couldn't figure out a problem yet, right?
But sometimes problems show it afterwards.
Tonight, she goes, what are the training and meeting requirements?
I don't know why we can't just adopt that right now.
And we go out of these, but then like in a week, you know, they had a call from your wife.
What the hell do you say?
So I don't know why we can't just adopt it now.
If problems pop up, then we address the problems and make corrections or amendments, right?
If we're just talking about this, it's a living document.
If we find that there's things that are missing, things need to be added or taken away or just change them, we could do that.
Yeah, that would think coming from, you know, town manager or the head of HR, like, if they, they may need to be signing off more of, like, hey, how many per de inches can you do, right?
Any of the department of labor issues.
I think procedurally, if, you know, you've got peer reviews, yourself, Steve, Matt, and the other lieutenants, if they're like,
yeah, that looks great, then I feel better about that.
Again, I'm the same thing.
I didn't see anything that jumped out that seemed odd, right?
It's sort of a guideline to what they need to do.
Do you hear that good?
And then I did ask, and we can, we'll talk about it more as we go.
It's just a little bit around the, you know, and it can be for the budget,
is like, you know, what's the per die and rate that we're paying, how that works.
So we'll go through that, I mean, our next meeting,
get from the town hall what it is, you know, step increases or what have you with certifications.
And again, if you hear from the department that, hey, these are the reasons we don't really want to do these kind of per die of shifts, let us know.
You know, we've heard, I've heard some of the call guys now about, to me said, well, can you're not going on calls with all the data?
That's what the rate was when you joined.
You got no reason to complain now that you're not getting paid enough.
That's what exactly where, well, actually, it's a little bit higher.
now. Sure, of course. They're doing. So I, the paper, it's not, yeah, I think a little
air burnable with that, I guess. And one thing I'd like to, you know, maybe it's for the next meeting
or the meeting after when you're ready is, you know, you call, you have people on the call department
that have been on the call to about forever and don't have any certs, so they're sort of exterior
help, right, at a fire or something. But is there, for those that have gone through,
Firefighter 1, Firefighter 2, EMS, something, is there a preferred timeline?
Like, do we want to get into the, hey, you know, you've been on now for a year.
We really would be great if you've got Firefighter 1.
And I don't know if that's scheduling some of this.
It's different.
The Firefighter 1 program, if you go to the Academy, you have to go to the Academy.
And nobody's going to say, I'm taking six weeks vacation, leave my family here and go to the
Academy. Even if they do, and Chief Galler was good about getting classes to come here,
but they're spread far out, and that's a long, long commitment.
Right. I think how long was the last one they did here? It was four months or something like that?
I think it was like five or six. Yeah. It's just I don't think it was reasonable in a position
to learn to tell people you need to get certified. Chief, much different. There's a lot of says he has
to have his people sort of, like, full or part time here. We don't have to. Yeah.
that would be tough.
And maybe that's just an incentive to have, you know, new people that join if they're at a quaint in their life
or they have some flexibility to do that before they're bogged down with all the other things life bring to you,
like, you know, spouses and kids and that of the stuff.
Just talking to you, Garson.
Yeah.
I think it's too that some people don't want to.
Like, I know a couple guys, not just on hard of them.
They're just like, they're just like,
they got three kids on them, and they're just like, I'll shrub,
drive the truck, help outside, but I ain't going in that building.
Okay.
I've got other people, I'll hand you a Band-Aid, but that's as close as I'm coming to blood.
You don't know what to do with that.
Yeah, just if there's something, maybe they get it just going through that,
as long as I guess it's a mix, right?
I mean, if 80% of the department didn't have any of those certs and were sort of in trouble,
but I would like to see instead of that, a little bit better,
employee recognition.
Now, by that, and it's been a convoluted process where we were part of the town but not part of the town.
So, the example, I used this two weeks ago with the employee barbecue, right?
They recognized tenure for a whole bunch of people, and not one firefighter was mentioned,
and some of them have been here in 30, 25, 20 years, but what happened?
When we were just volunteers, we weren't on the town books.
And then when we started getting paid,
I'm going to the town books. So according to the records for the town, I started with the town in,
well, I'm not a good example because I was on the fire department before.
But, you know, somebody's been like Matt Pilari.
We didn't start getting paid to like 2012.
So according to the town books, he stopped in 2012.
They got paid?
Not like a dollar an hour.
But they're saying, no, I mean, I'm not going to be a dollar on the dollar.
All I'm saying is we weren't on the town books then.
So how did they weren't employees?
How did they write the check?
I don't know what they did back in 1827.
But they don't, until, or maybe it was on a different payroll system,
but now once it was computerized, once we were part of the town,
once they took that vote and made us part of the town.
So I think that situation needs to be resolved some.
And we do it within the department, but it would be nice of the town.
And it would that should be easy enough to, like, at least you mentioned the system that says one thing,
about every year when there's the employee picnic,
they go back and check with the department and say, this person just,
it's not going to happen if the employee barbecue. I can guarantee you that.
No. They just leave employee barbecued around the day.
Unfortunately, where all the other employees get to go to it and they get paid while they're there.
Right. Our guys can't take off from work, other than me and Timmy.
Okay.
Awesome. I think that's it. Good.
To be your side to your call, maybe. You need to bring up with us?
Uh, no. Are you good?
Okay. Thank you. Great. Awesome. Motion to adjourn.
That's a non-public, right?
Yeah.
No, my non-public session.
Okay.
That's just the non-public.
I'm tapping my phone
because I have something I want to read you.
Oh, okay. All right.
You got to do the both thing.
Okay.
Okay.
What? Don't you have to do the vote on camera?
Oh, you go to go to us.
Yeah.
Public and guess. So, so
in there, we're going to wing into a non-public.
Yeah.
The motion to go non-public.
Yes.
Is it by Rick.
Okay.
We're going to do that.
I thank you all.
Appreciate everything you do.
Thank you.
Awesome.