Contract - The Round Rock Fire Fighters Association, IAFF Local 3082 - 9/11/2025 MEET AND CONFER
AGREEMENT
BETWEEN
THE CITY OF ROUND ROCK
AND
THE ROUND ROCK FIRE FIGHTERS
ASSOCIATION, IAFF LOCAL 3082
Effective the / I day of�Qr,�25
4910-5739-5288
2D25 -240
TABLE OF CONTENTS
Article 1 - Definitions 1
Article 2 - Parties and Purpose 1
Article 3 - Recognition 1
Article 4 - Management Rights 2
Article 5 - Term 2
Article 6 - Wages and Benefits 2
Article 7 - Education and Assignment Pay 3
Article 8 - Work Schedules 3
Article 9 - Appointment of Assistant Fire Chiefs 4
Article 10 - Alternate Dispute Resolution 5
Article 11 - Miscellaneous 5
ARTICLE 1
DEFINITIONS
The following definitions apply to terms used in this Agreement.
1. "Association" means the Round Rock Fire Fighters Association, IAFF Local 3082.
2. "Chief' means the Fire Chief of the Round Rock Fire Department or their designee.
3. "City" means the City of Round Rock, Texas.
4. "Firefighter" means the same as is currently defined in Texas Local Government Code,
Section 143.003.
5. "Day"is defined as a calendar day unless specifically noted in the paragraph where mentioned.
ARTICLE 2
PARTIES & PURPOSE OF AGREEMENT
Parties.
The parties to this Agreement are the City and the Association. The foregoing may be
collectively referred to as the"Parties".
Purpose.
WHEREAS, the City has voluntarily endorsed the practices and procedures of the statutory
meet and confer process as an orderly way of conducting its relations with its firefighters, insofar as
such practices and procedures are appropriate to the functions and obligations of the City to retain the
rights to operate the City government effectively in a responsible and efficient manner; and
WHEREAS, the Association has pledged to support the service and mission of the Round Rock
Fire Department and to abide by the statutorily imposed no strike or work slowdown obligations placed
upon it; and
WHEREAS, it is the intent and purpose of the parties to set forth herein their entire Agreement;
NOW, THEREFORE, IN CONSIDERATION OF THE mutual covenants and agreements herein
contained, the parties mutually agree as follows:
ARTICLE 3
RECOGNITION
The City recognizes the Association as the sole and exclusive bargaining agent for all
Firefighters as that term is defined in Chapter 142 of the Texas Local Government Code, with the sole
exception of the Fire Chief and exempt employees specified by the Statute.
The Association recognizes its responsibility as the exclusive representative under Chapter
142 and agrees to fairly represent all firefighters in the Department covered by this Agreement.
1
ARTICLE 4
MANAGEMENT RIGHTS
Retained Rights—General
The City retains all inherent rights to manage the Fire Department and its work force which it
presently enjoys, subject to applicable federal and state statutes and local ordinances, resolutions,
and rules, except as specifically provided in this Agreement. These rights shall not be in conflict with
Chapter 143 of the Texas Local Government Code. Said rights shall include, but are not limited to:
direction of the work force, including but not limited to, the right to hire; the right to discipline or
discharge; the right to decide job qualifications for hiring; the right to lay-off or abolish positions; the
right to make rules and regulations governing conduct and safety; the right to determine schedules of
work together with the right to determine the methods, processes and manner of performing work; the
determination of the size of the work force, and the assignment of work to firefighters within the
department, including the right to transfer firefighters; the determination of policy affecting the
selection of new firefighters; the right to establish the services and programs provided by the
department, including the nature and level of such services and programs, as well as the type and
quantity of resources allocated; the right to establish work performance measurement and standards;
and the right to implement programs to increase the cost effectiveness of departmental operations.
Retained Right of Independent Investigation
The Chief and the City Manager fully retain their rights to independently investigate firefighter
conduct.
ARTICLE 5
TERM
This Agreement shall be effective the day of , 2025 and shall remain in full force and
effect until September 30, 2028.
ARTICLE 6
WAGES AND BENEFITS
1. Base Wages
a) For Fiscal year starting October 1, 2025 FY 2026, the pay scale attached hereto as Exhibit A, and
incorporated herein by reference for all purposes, shall apply to all firefighters covered by this
Agreement.
b) For Fiscal year starting October 1, 2026 FY 2027, the pay scale attached hereto as Exhibit B, and
incorporated herein by reference for all purposes, shall apply to all firefighters covered by this
Agreement.
c) For Fiscal year starting October 1, 2027 FY 2028, the pay scale attached hereto as Exhibit C, and
incorporated herein by reference for all purposes, shall apply to all firefighters covered by this
Agreement.
d) Market Adjustment Clause
2
In the event a market study, as defined by the City Manager, is conducted during the term of
this Agreement and market adjustments are deemed warranted, the firefighters may receive a larger
increase, if determined to be financially feasible by the City.
2. Vacation and Holiday Time Considered Productive Time
For the term of this Agreement, vacation and holiday time shall be considered productive
(working) time for firefighters. In the event the City has or adopts a policy stating that vacation and
holiday time shall be productive for all City employees, firefighters shall be exempt from any such
policy, and this Section 2 shall exclusively govern.
ARTICLE 7
EDUCATION AND ASSIGNMENT PAY
1. Education Pay
It is understood that there are minimum requirements for education and Texas Commission on
Fire Protection (TCFP) certificates for the Fire Department. In the event that a firefighter possesses
more than the minimum education and/or certification requirements for his/her rank, said firefighter shall
be entitled to Certificate and Education pay. For the term of this Agreement, firefighters shall be
entitled to receive Certificate and Education pay pursuant to Section 2-78 (F), Code of Ordinances
(2018 edition), City of Round Rock in the amounts set forth in the attached Exhibit D, attached hereto
and incorporated herein by reference for all purposes. Education pay shall only be payable for degrees
from an accredited college or university.
2. Assignment Pay
It is further understood that the City has established an Assignment Pay Plan and a firefighter
performing a qualifying assignment assigned by the Fire Chief is entitled to Assignment pay pursuant
to Section 2-78(E), Code of Ordinances (2018 Edition), City of Round Rock. For the term of this
Agreement, firefighters shall receive Assignment pay in the amounts set forth in the attached Exhibit
D. Section 2-78(E) shall be amended subsequent to execution of this Agreement to incorporate the
revisions set forth in Exhibit D.
ARTICLE 8
WORK SCHEDULES
1. Suppression Personnel
Work schedules are defined in Fire Department Policy 1202. Suppression personnel will work
a rotating schedule of forty-eight (48) hours on duty, followed by ninety-six (96) hours off-duty. The
work period is two (2) consecutive weeks, or fourteen (14) calendar days, beginning at 7:00 a.m.
Sunday and ending fourteen (14) calendar days later. One work shift shall equal two (2) twelve (12)
hour work days. Each firefighter on each shift reports for duty at the beginning of the scheduled shift,
and is on duty, including meal breaks, for the entire 24 hours.
2. Higher Class (HiC)/Acting Pay
For the term of this Agreement, firefighters shall receive Higher Class (HiC)/Acting pay as set
forth in Fire Department Policy 4003 and the City's Compensation Manual: Acting Pay. Changes to
3
Higher Class (HiC)/Acting Pay shall be approved by the Chief in agreement with the Association
Executive Board.
3. Department Procedures
The procedures for New Hires and Promotions shall be carried out in accordance with the
policy of the Fire Department and the Municipal Civil Service Rules and Regulations, as set forth in
Exhibit E, attached hereto and incorporated herein by reference.
Department procedures regarding discipline (Rules and Regulations), vacation (Fire
Department Policy 1209), transfers (Fire Department Policy 1024), staffing (Fire Department Policy
1204), and position/acting position requirements (Fire Department Policy 4003), are attached hereto
as Exhibit F, and incorporated herein by reference, and will be reviewed periodically. The Fire Chief
reserves the right to change the work schedule and the identified department policies to meet the
business needs of the department in agreement with the Association Executive Board.
ARTICLE 9
APPOINTMENT OF ASSISTANT FIRE CHIEFS
1. The Chief shall have the right to appoint two (2) Assistant Fire Chiefs, who rank immediately
above the rank of Battalion Fire Chief and rank below the Fire Chief in the chain of command.
2. Appointments to the rank of Assistant Fire Chief shall be by the Chief at his/her sole discretion,
provided that the employee promoted is a classified, sworn member of the Round Rock Fire
Department and occupies the rank of either Battalion Fire Chief or Captain and has received at least a
Bachelor's Degree from an accredited educational institution. In the event there are less than four (4)
candidates for consideration, the Fire Chief may consider personnel with ten (10) years in the
department, three (3) of which were as an officer and has a Bachelor's Degree with the approval of the
City Manager.
3. The City Manager has the right to set wages and benefits of the Assistant Chief, subject to the
approval of the City Council as part of the budget.
4. A classified employee appointed to the rank of Assistant Fire Chief may be demoted to the rank
from which he/she was promoted at the sole discretion of the Chief without appeal to the Commission
and/or Arbitration. Any person appointed to such rank may voluntarily return to the rank from which
he/she was promoted from at any time. Upon demotion, or voluntary return to the previously held rank
pursuant hereto, that employee's pay shall return to the current scale for the rank previously held prior
to the appointment. The classified employee will continue to receive all benefits provided in TLGC 143
and this Agreement as if he/she had served in either rank on a continuous basis throughout his/her
tenure as an Assistant Fire Chief.
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ARTICLE 10
ALTERNATE DISPUTE RESOLUTION
1. Agreement to Negotiate First to Resolve Issues
The parties agree to attempt first to resolve disputes concerning this Agreement amicably by
promptly entering into negotiations in good faith. The parties agree that they will not refer any dispute
to another dispute resolution procedure including mediation or litigation until they have first made
reasonable and good faith efforts to settle their differences by joint negotiations conducted in a timely
manner.
2. Mediation
If a dispute arises that cannot be resolved through negotiation, before either party seeks
litigation, the parties agree to first try to resolve the dispute with the help of a mutually selected
mediator. If the parties cannot agree on a mediator, the City shall select one mediator and the
Association shall select one mediator and those two mediators shall agree upon a third mediator. Any
costs and fees, other than attorney fees, associated with the mediation shall be shared equally by the
parties.
ARTICLE 11
MISCELLANEOUS
1. Payroll Deduction of Dues
The City agrees to deduct dues and assessments, in an amount certified to be current by the
Treasurer of the Association, from the pay of those firefighters who request through a direct deposit
form that such deductions be made.
2. Discrimination Prohibited
Neither the City nor the Association shall discriminate with regard to the implementation of any
term or condition of this Agreement, against any firefighter covered by this Agreement in a manner
which discrimination would violate any applicable federal or state law or any City ordinances on
the basis of race, creed, color, national origin, age, sex, sexual orientation, or disability.
3. Association Membership or Activity
Neither the City nor the Association shall interfere with the right of firefighters covered by this
Agreement to become or not become members of the Association, and there shall be no discrimination
against such firefighters because of lawful Association membership or non- membership activity or
status.
4. Association Activity
Association members or officers shall not conduct Association Business on City time, except as
specified by this Agreement or as further authorized by the City Manager or the Chief. The Association
may hold meetings pertinent to Association business on Fire Department property, provided that
permission for such meeting is obtained in advance from the Chief.
5
5. Conflict with Chapter 143
To the extent that this Agreement is in conflict with or changes TLGC 143, or any other statute,
executive order, local ordinance, or rule, this Agreement shall supersede such provision, as authorized
by Section 142.117 of the TLGC.
6. Subjects and Issues
The parties acknowledge that during the negotiations which resulted in this Agreement, each
had the unlimited right and opportunity to raise issues and make proposals with respect to any subject
or matter not removed by law from the meet and confer process, and that the understandings and
agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this
Agreement. Therefore, the City and the Association, for the duration of this Agreement, each
voluntarily and unqualifiedly waive the right, and each agrees that the other shall not be obligated, to
meet and confer with respect to any subject or matter referred to, or covered in this Agreement, or with
respect to any subject or matter not specifically referred to or covered in this Agreement, even though
such subjects or matters may not have been within the knowledge or contemplation of either or both of
the parties at the time they negotiated or signed this Agreement.
7. Amendment of the Agreement
This Agreement may be amended during its term by the parties only by written mutual
agreement.
8. Effect of Illegal Provision
If any provision of this Agreement is subsequently declared by legislative or judicial authority to
be unlawful, unenforceable, or not in accordance with applicable statutes, all other provisions of this
Agreement shall remain in full force and effect for the duration of this Agreement, and the parties shall
meet as soon as possible to agree on a substitute provision.
9. Change in Authorized Representative
During the term of this Agreement, if there is a withdrawal of recognition of the Association
pursuant to Section 142.106 of the Texas Local Government Code, then it will be the City's option to
continue the terms of this Agreement or to cancel the Agreement and engage in negotiations with the
successor organization, if any.
10. Funding Obligations
The City presently intends to continue this Agreement each fiscal year through its term, to pay
all payments due, and to fully and promptly perform all of the obligations of the City under this
Agreement. All obligations of the City shall be paid only out of current revenues or any other funds
lawfully available therefore and appropriated for such purpose by the City Council, in compliance with
the Texas Constitution, Article XI, Sections 5 and 7. In the event that the City cannot meet its funding
obligations, as provided in the State Constitution, this entire Agreement becomes null and void.
[Signatures on the following page.]
6
IN WITNESS WHEREOF, THE PARTIES HAVE CAUSED THIS AGREEMENT TO BE SIGNED
BY THEIR DULY AUTHORIZED REPRESENTATIVES ON THIS _LLI� DAY OF Sef+embe t
2025.
CITY OF ROUND ROCK ROUND ROCK FIREFIGHTERS ASSOCIATION
IAFF LOCAL 3082
Craig Dorgan, Atyor i Iy olburn, President
7
EXHIBITS
Exhibit "A" - FY 2026 Pay Scale
Exhibit "B" — FY 2027 Pay Scale
Exhibit "C"— FY 2028 Pay Scale
Exhibit "D" — Education and Assignment Pay Ordinance
Exhibit "E"— Municipal Civil Services Rules and Regulations
Exhibit "F" — Fire Department Disciplinary Rules and Regulations; Fire Department Policy 1209; Fire
Department Policy 1024; Fire Department Policy 1204; Fire Department Policy 4003
8
ROUND ROCK TEXAS Exhibit 'A"
FY 2026
Firefighter Driver Lieutenant Captain Battalion Chief
FY 26 Scale FY 26 Scale FY 26 Scale FY 26 Scale FY 26 Scale
Annual Supp Admin Annual Supp Admin Annual Supp Admin Annual Supp Admin Annual Supp Admin
Hrly Hrly Hrly Hrly Hrly Hrly Hrly Hrly Hrly Hrly
Base $76,529.11 $25.19 $36.79
1 $78,442.34 $25.82 $37.71
2 $80,403.39 $26.47 $38.66
3 $82,413.48 $27.13 $39.62 $90,654.83 $29.84 $43.58
4 $84,473.82 $27.81 $40.61 $92,921.20 $30.59 $44.67
5 $86,585.66 $28.50 $41.63 $95,244.23 $31.35 $45.79 $104,768.65 $34.49 $50.37
6 $88,750.30 $29.21 $42.67 $97,625.33 $32.13 $46.94 $107,387.87 $35.35 $51.63 1
7 $90,969.06 $29.94 $43.74 $100,065.97 $32.94 $48.11 $110,072.56 $36.23 $52.92 $121,079.82 $39.86 $58.21
B $93,243.29 $30.69 $44.83 $102,567.62 $33.76 $49.31 $112,824.38 $37.14 $54.24 $124,106.81 $40.85 $59.67
9 $95,574.37 $31.46 $45.95 $105,131.81 $34.61 $50.54 $115,644.99 $38.07 $55.60 $127,209.48 $41.87 $61.16 $139,930.43 $46.06 $67.27
10 $97,963.73 $32.25 $47.10 $107,760.10 $35.47 $51.81 $118,536.11 $39.02 $56.99 $130,389.72 $42.92 $62.69 $143,428.69 $47.21 $68.96
11 $100,412.82 $33.05 $48.28 $110,454.10 $36.36 $53.10 $121,499.51 $39.99 $58.41 $133,649.47 $43.99 $64.25 $147,014.41 $48.39 $70.68
12 $102,923.14 $33.88 $49.48 $113,215.46 $37.27 $54.43 $124,537.00 $40.99 $59.87 $136,990.70 $45.09 $65.86 $150,689.77 $49.60 $72.45
13 $105,496.22 $34.73 $50.72 $116,045.84 $38.20 $55.79 $127,650.43 $42.02 $61.37 $140,415.47 $46.22 $67.51 $154,457.02 $50.84 $74.26
14 $108,133.63 $35.59 $51.99 $118,946.99 $39.15 $57.19 $130,841.69 $43.07 $62.90 $143,925.86 $47.38 $69.20 $158,318.44 $52.11 $76.11
New for FY 2026:The annual amounts shown include the impact of scheduled overtime incurred from the schedule worked by sworn fire personnel.
This annual rate is calculated by taking the hourly rate for suppression personnel multiplied by the sum of 2,912(the average number of hours
worked by suppression annually)and 126(the additional number of hours to be paid out in scheduled overtime annually).The Admin hourly rate is
this annual amount divided by 2,080 to account for the different scheduled worked by Admin personnel.This standardizes the earnings for
Suppression and Admin sworn fire staff to the annual amounts reported.
IOUND ROCK TEXAS Exhibit"B"
FV 2027
Firefighter Driver Lieutenant Captain Battalion Chief
FY 27 Scale FY 27 Scale FY 27 Scale FY 27 Scale FY 27 Scale
Annual Supp Admin Annual Supp Admin Annual Supp Admin Annual Supp Admin Annual Supp Admin
Hrly Hrly Hrly Hrly Hrly Hrly Hrly Hrly Hrly Hrly
Base $80,355.56 $26.45 $38.63
1 $82,364.45 $27.11 $39.60
2 $84,423.56 $27.79 $40.59
3 $86,534.15 $28.48 $41.60 $95,187.57 $31.33 $45.76
4 $88,697.51 $29.20 $42.641$124,894.34
$97,567.26 $32.12 $46.91
5 $90,914.94 $29.93 $43.71 $100,006.44 $32.92 $48.08 $110,007.08 $36.21 $52.89
6 $93,187.82 $30.67 $44.80 $102,506.60 $33.74 $49.28 $112,757.26 $37.12 $54.21
7 $95,517.51 $31.44 $45.92 $105,069.26 $34.59 $50.51 $115,576.19 $38.04 $55.57 $127,133.81 $41.85 $61.12
8 $97,905.45 $32.23 $47.07 $107,696.00 $35.45 $51.78 $118,465.60 $38.99 $56.95 $130,312.16 $42.89 $62.65
9 $100,353.09 $33.03 $48.25 $110,388.40 $36.34 $53.07 $121,427.24 $39.97 $58.38 $133,569.96 $43.97 $64.22 $146,926.96 $48.36 $70.64
10 $102,861.91 $33.86 $49.45 $113,148.11 $37.24 $54.40 $124,462.92 $40.97 $59.84 $136,909.21 $45.07 $65.82 $150,600.13 $49.57 $72.40
11 $105,433.46 $34.70 $50.69 $115,976.81 $38.18 $55.76 $127,574.49 $41.99 $61.33 $140,331.94 $46.19 $67.47 $154,365.13 $50.81 $74.21
12 $108,069.30 $35.57 $51.96 $118,876.23 $39.13 $57.15 $130,763.85 $43.04 $62.87 $143,840.24 $47.35 $69.15 $158,224.26 $52.08 $76.07
13 $110,771.03 $36.46 $53.26 $121,848.13 $40.11 $58.58 $134,032.95 $44.12 $64.44 $147,436.24 $48.53 $70.88 $162,179.87 $53.38 $77.97
14 $113,540.31 $37.37 $54.59 $41.11 $60.05 $137,383.77 $45.22 $66.05 $151,122.15 $49.74 $72.65 $166,234.36 $54.72 $79.92
- 1 ROUND ROCK IF XAS Exhibit°C"
FY 2028
Firefighter Driver lieutenant Captain Battalion Chief
FY 28 Scale FY 28 Scale FY 28 Scale FY 28 Scale FY 28 Scale
Annual Supp Admin Annual Supp Admin Annual Supp Admin Annual Supp Admin Annual Supp Admin
Hrly Hrly Hrly Hrly Hrly Hrly Hrly Hrly Hrly Hrly
Base $86,482.67 $28.47 $41.58
1 $88,644.74 $29.18 $42.62
2 $90,860.86 $29.91 $43.68
3 $93,132.38 $30.66 $44.78 $102,445.62 $33.72 $49.25 1 1
4 $95,460.69 $31.42 $45.89 0 $105,006.76 $34.56 $50.48 0 0
S $97,847.21 $32.21 $47.04 fig $107,631.93 $35.43 $51.75 $118,395.12 $38.97 $56.92 %
6 $100,293.39 $33.01 $48.221$131,139.05
$110,322.73 $36.31 $53.04 $121,355.00 $39.95 $58.34
7 $102,800.72 $33.84 $49.42 $113,080.80 $37.22 $54.37 $124,388.88 $40.94 $59.80 $136,827.76 $45.04 $65.78
8 $105,370.74 $34.68 $50.66 $115,907.82 $38.15 $55.72 $127,498.60 $41.97 $61.30 $140,248.46 $46.16 $67.43
9 $108,005.01 $35.55 $51.93 $118,805.51 $39.11 $57.12 $130,686.06 $43.02 $62.83 $143,754.67 $47.32 $69.11 $158,130.14 $52.05 $76.02
10 $110,705.14 $36.44 $53.22 $121,775.65 $40.08 $58.55 $133,953.21 $44.09 $64.40 $147,348.54 $48.50 $70.84 $162,083.39 $53.35 $77.92
11 $113,472.76 $37.35 $54.55 $124,820.04 $41.09 $60.01 $137,302.04 $45.19 $66.01 $151,032.25 $49.71 $72.61 $166,135.47 $54.69 $79.87
12 $116,309.58 $38.28 $55.92 $127,940.54 $42.11 $61.51 $140,734.60 $46.32 $67.66 $154,808.05 $50.96 $74.43 $170,288.86 $56.05 $81.87
13 $119,217.32 $39.24 $57.32 $43.17 $63.05 $144,252.96 $47.48 $69.35 $158,678.26 $52.23 $76.29 $174,546.08 $57.45 $83.92
Exhibit "D"
Education and Assignment Pay Ordinance
9
I ORDINANCE NO. 0-2025-
2
3 AN ORDINANCE AMENDING CHAPTER 2, CODE OF ORDINANCES
4 (2018 EDITION), CITY OF ROUND ROCK TEXAS, BY AMENDING
5 SECTION 2-78 (C), (D), AND (E) REGARDING FIRE DEPARTMENT
6 POSITIONS AND ASSIGNMENT PAY; REPEALING ALL OTHER
7 ORDINANCES AND PARTS OF ORDINANCES IN CONFLICT
8 THEREWITH; AND PROVIDING FOR A SAVINGS CLAUSE.
9
10 BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF ROUND ROCK,
11 TEXAS:
12
13 I.
14
15 That Chapter 2, Section 2-78, Code of Ordinances (2018 Edition), City of Round
16 Rock, Texas, is hereby amended by amending (c), (d), and (e) to read as follows:
17 Sec. 2-78. Fire department.
18 (c) Establishment of appointed position of assistant fire chief.
19 (1) The position of assistant fire chief is hereby created.
20 (2) Such position shall be filled by appointment of the fire chief in accordance with applicable
21 subsections of V.T.C.A., Local Government Code § 143.014 or in accordance to an
22 executed and effective meet and confer agreement between the city and the fire
23 association with requirements for appointment that supersede§ 143.014.
24 (d) Firefighters civil service classifications and numbers of positions.
25 (1) V.T.C.A., Local Government Code ch. 143, dealing with municipal civil service for
26 firefighters, was implemented effective October 30, 2001. V.T.C.A., Local Government
27 Code § 143.021(a) thereof requires that the city's governing body establish the
28 classifications of all firefighters and prescribe the numbers of positions in each
29 classification.
30 (2) The following civil service classifications are hereby established. The total number of
31 positions and the distribution of the positions within the established classifications may vary
32 from year to year.
Civil Service Classifications as of September 2025:
Assistant Fire Chief 2
Battalion Chief 110
Captain 123
Lieutenant 27
0112 20252
Driver 42
Firefighter 79
1
2 (e) Assignment pay plan. An assignment pay plan is hereby established for firefighters, and
3 assignment pay under such plan shall be paid in the following amounts and under the following conditions
4 as established by the fire department or by city ordinance. The maximum number of assignment pay
5 areas allowed for any firefighter not assigned to a FRAP team, arson team, technical rescue station,
6 hazmat station or a wildland station is two. The maximum number of assignment pay areas for a
7 firefighter assigned to a FRAP team, arson team, technical rescue station, hazmat station or a wildland
8 station is three.
9 (1) Technical rescue personnel. The amount of $75.00 per month shall be paid to persons
10 assigned to a specialized technical rescue team which performs technical rescues, i.e.,
11 confined space rescue, heavy rescue, high angle rope rescue, swift water rescue, and
12 trench rescue. A technical rescue technician assigned to the technical rescue response
13 station shall be paid an additional $75.00 per month.
14 (2) Technical rescue team supervisor. The amount of $250.00 per month shall be paid to a
15 person who supervises the technical rescue team. In addition to having a mastery of the
16 specialized team training, the technical rescue team supervisor manages all three work
17 shifts, coordinates with outside vendors, and administers all programs dealing with delivery
18 of a comprehensive training and professional development program encompassing
19 technical rescue team goals and objectives.
20 (3) Hazardous materials personnel. The amount of$75.00 per month shall be paid to persons
21 assigned to a specialized hazardous materials response team which identifies, stabilizes,
22 and mitigates the community's exposure to hazardous chemicals. A hazardous materials
23 technician assigned to a hazardous materials response station shall be paid an additional
24 $75.00 per month.
25 (4) Hazardous materials response team supervisor. The amount of$250.00 per month shall be
26 paid to a person who supervises the hazardous materials team. In addition to being
27 certified as a hazardous materials technician and having a mastery of the specialized team
28 training, the hazardous materials response team supervisor manages all three work shifts,
29 coordinates with outside vendors, and administers all programs dealing with delivery of a
30 comprehensive training and professional development program encompassing hazardous
31 materials team goals and objectives.
32 (5) Wildland fire personnel. The amount of$75.00 per month shall be paid to persons assigned
33 to a specialized wildland fire team which performs wildland duties. A firefighter on the
34 wildland fire team assigned to the wildland fire response station shall be paid an additional
35 $75.00 per month for a total of$150.00 per month.
2
1 (6) Wildland team coordinator. The amount of $250.00 per month shall be paid to a person
2 who coordinates the wildland personnel. A person serving in this role shall not be entitled to
3 wildland fire team pay or wildland fire response station pay.
4 (7) Air management personnel. The amount of $75.00 per month shall be paid to persons
5 assigned to a specialized air management team which repairs, maintains, and annually
6 tests self-contained breathing apparatus in accordance with NIOSH and NFPA standards.
7 (8) First responder advanced provider (FRAP) personnel. The amount of $300.00 per month
8 shall be paid to Advanced—EMT FRAP personnel credentialed by the medical director.
9 The amount of $500.00 per month shall be paid to EMT—Paramedic FRAP personnel
10 credentialed by the medical director. The amount of $800.00 per month shall be paid to
1 1 Paramedic FRAP personnel who have been cleared by the medical director to act as a
12 Field Training Officer(FTO). FTOs shall only receive $800.00 per month in assignment pay
13 under this subsection (8) and shall not receive a combination of FTO assignment pay and
14 EMT – Paramedic assignment pay. Paramedics who are not participating as FRAP
15 personnel team members shall not receive assignment pay.
16 (9) Fire investigator/arson investigator personnel. The amount of $150.00 per month shall be
17 paid to a person assigned as an investigator certified by the Texas Commission of Fire
18 Protection as a fire investigator and assigned by the fire chief. The amount of$300.00 per
19 month shall be paid to a person assigned to a specialized arson investigation team certified
20 by the Texas Commission of Fire Protection as an arson investigator and assigned by the
21 fire chief.
22 (10) Bilingual support team personnel. The amount of $100.00 per month shall be paid to
23 members of a team composed of persons who are working on developing fluency in
24 conversational Spanish and who successfully pass an annual level 1 examination in this
25 area, and such team members shall handle Spanish translation responsibilities on assigned
26 shifts. The amount of$200.00 per month shall be paid to members of a team composed of
27 persons who speak conversational Spanish and who successfully pass an annual level 2
28 fluency examination, and such team members shall handle Spanish translation
29 responsibilities as an essential function of their employment with the city. The battalion
30 chief of training shall be responsible for maintaining an up-to-date roster of fire department
31 bilingual support team personnel, scheduling the annual level 1 and level 2 examinations,
32 and notifying the director of human resources of test outcomes and eligibility of persons to
33 receive such assignment pay.
34 (11) Radio Programming/Air Management Coordinator. The amount of$250.00 per month shall
35 be paid to a person who coordinates the activities of the air management team and
36 maintenance/programming of all mobile and hand-held radios.
37
38
39
40
3
1 II.
2
3 A. All ordinances, parts of ordinances, or resolutions in conflict herewith are
4 expressly repealed.
5 B. The invalidity of any section or provision of this ordinance shall not
6 invalidate other sections or provisions thereof.
7 C. The City Council hereby finds and declares that written notice of the date,
8 hour, place and subject of the meeting at which this ordinance was adopted was posted
9 and that such meeting was open to the public as required by law at all times during
10 which this ordinance and the subject matter hereof were discussed, considered and
11 formally acted upon, all as required by the Open Meetings Act, Chapter 551, Texas
12 Government Code, as amended.
13 Alternative 1.
14 By motion duly made, seconded and passed with an affirmative vote of all the
15 Council members present, the requirement for reading this ordinance on two separate
16 days was dispensed with.
17 READ, PASSED, and ADOPTED on first reading this day of
18 , 2025.
19 Alternative 2.
20 READ and APPROVED on first reading this the day of
21 , 2025.
22 READ, APPROVED and ADOPTED on second reading this the day of
23 , 2025.
24
4
1
2 CRAIG MORGAN, Mayor
3 City of Round Rock, Texas
4
5
6 ATTEST:
7
8
9 ANN FRANKLIN, City Clerk
5
Exhibit "E"
Municipal Civil Service Rules and Regulations
10
CITY OF ROUND ROCK, TEXAS FIRE FIGHTERS' CIVIL SERVICE SYSTEM
"MUNICIPAL CIVIL SERVICE RULES AND REGULATIONS"
INITIALLY ADOPTED October 29,2001
REVISED January 09,2003
REVISED June 24,2003
REVISED May 24,2006
REVISED January 29,2010
REVISED April 16,2013
REVISED October 22,2013
REVISED December 11,2014
REVISED August 17,2016
REVISED September 2018
REVISED September 2022
REVISED September 2025
PREAMBLE:
The City of Round Rock's Fire Fighters' Civil Service was established following adoption of Chapter
143, Texas Local Government Code,by the qualified voters of the city in an election held on May 5,
2001. The aim of such chapter is to secure an efficient fire department composed of capable
personnel who are free from political influence and who have permanent employment tenure as public
servants.
SUBCHAPTER A: GENERAL PROVISIONS
Section 143,001 PURPOSE AND APPLICATION OF RULES
The purpose of these"Municipal Civil Service Rules and Regulations"is to carry out state law and to
provide for the local administration of such law by prescribing rules and regulations for the initial
selection of employees into the fire department, for conducting promotional examinations, for governing
disciplinary matters,and for providing general information concerning the rights and benefits of civil
service employees. These"Municipal Civil Service Rules and Regulations"are promulgated in
compliance with Chapter 143,Texas Local Government Code,which is incorporated herein for all
purposes. It is intended that these"Municipal Civil Service Rules and Regulations"shall complement
said statute and not conflict with the statute.
These"Municipal Civil Service Rules and Regulations" shall apply to all non-probationary employees
appointed in substantial compliance with Chapter 143 holding a classified position in the fire
department as reflected in the most recently approved classification ordinance passed by the Round Rock
City Council.
Section 143.002 MUNICIPALITIES COVERED BY CHAPTER
See Section 143.002,Chapter 143
1
Section 143.003 DEFINITIONS
The following words, terms and phrases, when used herein, shall have the meanings ascribed to them
in this section,except where the context clearly indicates a different meaning. Words used in the present
tense include the future tense. Words used in the plural number include the singular,and words in the
singular include the plural.The word"shall" is always mandatory.The word"herein"means in this
ordinance. All words,terms and phrases contained in these rules shall be interpreted in harmony with the
provisions of Chapter 143 and subsequent amendments thereto.
Appointment means the designation of a person by the City Manager to become an employee in a
classified civil service position.
Business day means any day City Hall is customarily open for normal business. "Business day"does not
refer to the employee's workday or holidays observed by the City.
Chapter 143 means that portion of the Texas Local Government Code containing the civil service
provisions.
Chief Executive means the City Manager of the City of Round Rock,Texas,who is the person with final
authority to make appointments to the classified service.
Civil Service Anniversary Date means the date a person was most recently hired into a classified civil
service position in the City of Round Rock,Texas.
Classification means a position or group of positions that involve similar duties and responsibilities and
require similar qualifications.
Commission means the Round Rock Fire Fighters'Civil Service Commission.
Conviction or convicted means that a person is convicted if he/she has pled guilty,pled no contest/nolo
contendere,or been found guilty in a trial,regardless of whether the sentence is subsequently probated
and the person is discharged from probation; whether the defendant has received an unadjudicated or
deferred adjudication probation,or similar deferred disposition, for a criminal offense; whether the case
has been made the subject to an expunction order;or whether the person is pardoned, unless the pardon is
expressly granted for subsequent proof of innocence.
Day means a calendar day, unless otherwise specified.
Department Head means the chief of the fire department of the City of Round Rock,Texas.
Demotion means the transfer of an employee from a position in one classification to a position in another
classification for which the maximum rate of pay is lower.
Director means the director of the Fire Fighters' Civil Service Commission,who is also the person
appointed by the Fire Fighters' Civil Service Commission to act in the capacity of secretary to the
Commission,and includes his/her designee.
2
Eligibility List means the list of applicants for a position who have taken the requisite examination and
passed,and been ranked on the list in order of the score received,taking into account tie-breaking rules
and final determination of eligibility.
Fire Fighter means a member of the fire department appointed in substantial compliance with Chapter
143 or who is entitled to civil service status under Section
143.005 or Section 143.084. The term includes fire fighters who perform:
• Fire suppression;
• Fire prevention;
• Fire training;
• Fire safety education;
• Fire maintenance;
• Fire communications;
• Fire medical emergency technology;
• Fire photography;or
• Fire administration.
Military Service Credit means credit provided to a person who has served a minimum of one hundred
eighty(180)days of active duty in the armed forces of the United States of America and who has
received an honorable discharge. Any discharge by whatever name other than"honorable discharge"will
not be recognized for purposes of the points referred to in Chapter 143.
Raw Score means the numerical grade based on questions correctly answered on entrance and promotional
examinations, unverified and subject to Commission approval.
Veteran means an honorably discharged person who has served a minimum of one hundred eighty
(180)days active duty in the armed forces of the United States of America.
Section 143.004 ELECTION TO ADOPT OR REPEAL CHAPTER
See Section 143.004,Chapter 143
Section 143.005 STATUS OF EMPLOYEES IF CHAPTER ADOPTED
See Section 143.005,Chapter 143
Except for an employee appointed under Section 143.014,each fire fighter serving in this municipality
who has been in the service of this municipality less than six (6)months at the time Chapter 143 is
implemented and who is entitled to civil service classification has the status of a civil service employee
and is not required to take a competitive examination to remain in the position the person occupies at the
time of implementation of Chapter 143.
Section 143,006 ESTABLISHMENT:COMMISSION APPOINTMENTS
See Section 143.006,Chapter 143
3
Establishment
Upon adoption of Chapter 143,the Round Rock Fire Fighters' Civil Service Commission is established in
this municipality.
Initial Appointment to Commission
The City Manager of the city shall appoint the members of the Commission within sixty(60)days after
the date Chapter 143 is adopted.
Thereafter,the City Manager shall appoint new members to the Commission as and when necessary.
Subsequent Appointment to Commission; Terms of Commissioners
The City Manager shall appoint and the City Council shall confirm the appointment of the three(3)
members of the Commission who meet the required statutory qualifications. Each member of the
Commission holds office for a staggered three-year term and thereafter until a successor is appointed
and confirmed. An interim vacancy on the Commission shall be filled by appointment of the City
Manager and confirmed by the City Council for the unexpired term of the member whose position has
been vacated.
Commission Chair and Vice-Chair Election and Replacement
The members shall elect one (1)member to serve as Chair of the Commission and one(1)member to
serve as Vice-Chair of the Commission. Whenever vacancies of members of the Commission occur,the
replacement of Chair and Vice-Chair shall be handled as follows:
In the event of a vacancy in the Chair position, the Vice-Chair will assume the role of Chair and an
interim election will be held to elect a new Vice-Chair;
In the event of a vacancy in the Vice-Chair position,an interim election will be held to fill the office.
Section 143.007 REMOVAL OF COMMISSION MEMBER
See Section 143.007,Chapter 143
A member of the Commission may tender his/her resignation in writing at any time to the City Manager.
The City Council may remove a Commission member from office for misconduct in office or otherwise in
accordance with Chapter 143.
If a Commission member is absent three(3)consecutive or non-consecutive meetings during a twelve
(12)month period without reasonable cause,the absent member is automatically deemed to have
submitted his/her resignation and, if accepted by the City Manager,the position will be deemed vacant
without further action.
Upon the occurrence of any of the events enumerated under Section 143.007,a request wiI I thereafter be
made by the Director to the City Manager for a replacement of such member.
4
Section 143.008 ADOPTION AND PUBLICATION OF RULES
See Section 143.008,Chapter 143
The Commission may,by majority vote,make rules of procedure for the administration of Chapter 143.
The Commission has the responsibility to adopt, publish,and enforce rules relating to:
Proper conduct of Commission business;
Proper conduct of examinations of entry level and promotional eligibility;
Procedures for appointment and certification;
Proper conduct of appeals of testing and examination scoring;
Procedures for hearing disciplinary appeals concerning indefinite suspensions,suspensions, promotional
Passovers, recommended involuntary demotions; and
Such other matters reasonably related to the selection, promotion, and discipline of civil service
employees,not otherwise vested in the discretionary or managerial authority of the City Council,the City
Manager,the Director, or the Fire Chief.
These rules shall remain in effect until officially amended,revised or repealed by the Commission in the
same manner that the original rules were adopted.
Amendments to these rules may be made at any meeting of the Commission by appropriate inclusion on
the agenda. If passed, such amendments will become effective on the date of their approval by the
Commission and compliance with the posting and notice requirements of Chapter 143 and of these rules.
These rules are made and shall be construed in accordance with Chapter 143. It is the intent of these
rules to cover situations not specifically addressed in or which may be ambiguous in Chapter 143,
and to address those areas where a local rule is permitted,necessary,or desirable. These rules have been
drafted to follow the same numbering system used in Chapter 143. In adopting these rules,the
Commission has negated the necessity of repeating Chapter 143.The scope and construction ofthese rules
shall be interpreted and applied within the spirit and intent of Chapter 143. In the event of a conflict
between Chapter 143 and these rules,Chapter 143 shall govern.
If any part, section, subsection,paragraph, sentence,clause, phrase or word contained in these rules shall
be held by the courts to be unconstitutional or invalid, such holding shall not affect the validity of the
remaining portion of these rules.
These rules and regulations shall apply to all of the classified, non-probationary fire fighters covered
under Chapter 143 and specifically certified by the Texas Commission on Fire Protection. For any
provision of Chapter 143 that applies to probationary fire fighters,the corresponding local rule will apply.
Immediately upon becoming effective,all rules contained herein will thereafter be deemed to constitute
full and effective prior notice to all civil service employees of prescribed or prohibited conduct as stated
5
in any rule.
These rules are enacted by the Commission pursuant to the statutorily-delegated authority of Chapter
143. They were not acted upon in any official manner by the City Council and do not constitute any form
of"policy"or"official act"of the City Council.
When a specific rule does not adequately address a particular questions or issue, it shall be the
responsibility of the Director to interpret these rules based upon circumstances, facts and issues. All
situations not expressly covered by Chapter 143, by these City of Round Rock Fire Fighters'
Civil Service System"Municipal Civil Service Rules and Regulations,"by fire department rules,by
standard operating procedures,and/or by administrative directives shall be resolved in accordance with
"City of Round Rock Human Resources Policies and Procedures"and/or the residual discretionary
authority vested in a department head.
All rules and amendments shall be printed and made reasonably available for access by all civil service
employees in accordance with Chapter 143, Section 143.008(e).
Civil Service Commission
Rules of Conduct
In the discharge of their duties,members of the Commission act as a committee of the whole and not as
individuals.An individual Commission member has no legal or moral right to speak for the
Commission unless specially authorized to do so by the action of the Commission.
Meetings
The Commission shall conduct all meetings in compliance with the provisions of the Open Meetings
Act,Texas Government Code Annotated,Chapter 551 (Vernon 1994),as amended.
Regular meetings of the Commission will be routinely held at a time and place designated by the
Commission. Special meetings may be called by the Director, at the request of the Chair, or at the
written request of any two(2)commissioners.
The Commission shall conduct its meetings at such times and in such places as designated in its
statutorily-required postings.Notice of a meeting shall be given to the members of the Commission
and the public by posting at least seventy-two(72)hours preceding the scheduled time of the meeting,
except in case of emergency or urgent public necessity, in which case two(2)hours notice shall be given
prior to the meeting being convened,all in accordance with the provisions of the Open Meetings Act,
Texas Government Code Annotated, Chapter 551 (Vernon 1994),as amended.Notices of Commission
meetings shall be sent to the fire stations.
Meetings may be rescheduled or postponed when such action is deemed necessary.The Director may call,
schedule,reschedule or cancel meetings of the Commission.
Meetings of the Commission may be closed from time to time in conformance with the provisions of
applicable state law.
6
Agenda items shall be submitted as prescribed by the Director, and he/she shall have discretion over
whether to place on the agenda any item over which he/she believes the Commission lacks jurisdiction.
Only items properly listed on the agenda may be acted upon.
Quorum
Two (2) members of the Commission constitute a quorum sufficient to conduct business meetings and
hearings.
Conduct of Business Meetings
In all matters of procedure not controlled by the provisions of Chapter 143,the order of business and
conduct of meetings shall be in conformity with Robert's Rules of Order. Meetings of the Commission
shall be conducted with an appropriate degree of formality so as to be conducive to the most effective
conduct of business.
The Commission may set reasonable rules and procedures for proper and efficient conduct of business.
The Chair will conduct meetings in an orderly and timely fashion.The normal order of business at non-
disciplinary or non-appeal hearings will generally be as follows:
Call to order;
Approval of minutes;
Communication from meeting attendees;
Consideration of action items;
Consideration of miscellaneous matters;
Consideration of new business, including Commission members' suggestions of items for future agenda;
Executive session, if required;and
Adjournment.
Minutes
Official minutes of each meeting shall be prepared.The minutes shall be presented for approval at a
subsequent meeting of the Commission. The minutes, other than matters discussed in executive session,
upon approval by the Commission, will be kept open for public inspection as governed by applicable
state law.A Commission member may record in the minutes an approval of, or objections to,any act of
the Commission together with that Commissioner's reasons. Copies of the minutes and records may be
obtained from the Director for the standard fee charged by the City for similar official record duplication.
The minutes of the Commission shall be signed by all members of the Commission who are present.
7
Communications
All communications or requests to the Commission shall be made in writing through the office of the
Director.
Departmental Rules
The Fire Chief shall adopt and promulgate written rules,regulations and policies pertaining to the
operation of the fire department.
A departmental rule, regulation, general order, or policy shall not conflict with Chapter 143 or these
rules.
If neither a departmental rule nor Chapter 143 addresses a policy or procedure,then the"City of Round
Rock Human Resources Policies and Procedures" shall apply.
Section 143.009 COMMISSION INVESTIGATIONS AND INSPECTIONS
See Section 143.009,Chapter 143.
Section 143.010 COMMISSION APPEAL PROCEDURE
See Section 143.010,Chapter 143
Notice of Appeal
An employee's notice of appeal shall be filed in writing with the Director within 240 hours after receiving
notice of disciplinary action from the Department Head. An employee may withdraw his/her request for
an appeal at any time,and thereby terminate the appeals process.
In appeals to the Commission,formal"rules of evidence"will not be observed.
Subpoena
Before requesting a subpoena duces tecum for the production of documents under Section 143.010(e), a
party shall first make a request for the documents directly to the other party and allow a reasonable
time for a response. If the request is refused or otherwise not produced,then a request may be filed with
the Director requesting the Commission to issue a subpoena duces tecum. This request shall be filed
with the Director at least ten(10)days prior to the hearing date,and the party requesting the documents
shall also serve the opposing party with a copy of the subpoena duces tecum at least ten(10)days prior to
the hearing date. If the opposing party wishes to object to the request for the issuance of a subpoena
duces tecum,the opposing party shall file its written objections with the Director at least six(6)days prior
to the hearing. If the Commission receives written objections to the issuance of a subpoena duces tecum
from the opposing party,the Commission shall meet not later than the third day before the hearing to
determine whether to issue,quash,or modify the requested subpoena.This meeting may be convened by
conference call,at the discretion of the Chair. The Director shall then notify the parties verbally and
in writing of the Commission's decision. Because of the short timeframe permitted in this process, all
written materials may be served by facsimile by the parties to each other and to the Director.
8
A request for a subpoena to compel the attendance of a witness shall be coordinated through the Director.
A request for a subpoena shall be submitted at least ten(10)days prior to the scheduled hearing date in
order to be processed in a timely manner. The Director shall issue a subpoena on behalf of the
Commission.
Except for the document subpoena provision in Section 143.010(e),there shall be no discovery in
Commission proceedings.
Appeals for which the Commission has jurisdiction are as follows:
Disciplinary suspensions of one to fifteen days,and indefinite suspensions;
Demotions;
Promotional passovers; and
Written promotional examinations.
The Commission shall base its decisions on"substantial evidence."
Substantial evidence is evidence which a reasoning mind would accept as sufficient to support a
particular conclusion and which consists of more than a mere scintilla of evidence but may be somewhat
less than a preponderance.
Under the substantial evidence rule,as applied in administrative proceedings,all evidence is competent
and may be considered, regardless of its source and nature, if it is the kind of evidence that"a reasonable
mind might accept as adequate to support a conclusion."
Section 143.011 DECISIONS AND RECORDS
See Section 143.011,Chapter 143
Access to records of employees in the classified service, employment applications, background
investigation records and reports, examinations and answer sheets shall be governed by the Open Records
Act,Texas Government Code Annotated,Chapter 552(Vernon 1994),as amended.
Section 143.012 DIRECTOR
See Section 143.012,Chapter 143
The Commission shall appoint a Director who shall be responsible for implementing these rules and for
administering the civil service system.
The Director shall perform work incidental to the civil service system as required by the Commission.
The Commission may, if necessary, appoint an assistant director.The Director shall:
Serve as Secretary to the Commission;
9
Serve as chief test examiner for the Commission; supervise all examinations, including the preparation,
scheduling, scoring and security of test materials;
Coordinate the recruitment and examination of applicants;
Recommend classification of any newly-established fire department positions to the Commission,and
assist in the classification of fire department positions;
Set or assist the Chair in setting agendas for Commission meetings; Serve as liaison and provide staff
support to Commission;
If necessary, obtain a determination from the City Attorney's office as to whether the Commission
has jurisdiction over any matter,and determine whether any matter is appropriately brought before the
Commission in a reasonable and timely fashion;
Call,schedule,reschedule,and cancel meetings of the Commission;
Serve as records custodian as provided by Chapter 143;
Act on behalf of the Commission for actions and issues not specifically addressed by Chapter 143 and
these rules;
Recodify Commission rules as necessary in a professional and timely fashion;
Establish and monitor procedures for the discipline and termination of civil service employees;and
Perform other such functions as may be deemed reasonably necessary in regard to the efficient and
effective administration of the civil service system for the city.
Section 143.013 APPOINTMENT AND REMOVAL OF DEPARTMENT HEAD
See Section 143.013,Chapter 143
Section 143.014 APPOINTMENT AND REMOVAL OF PERSON CLASSIFIED
IMMEDIATELY BELOW DEPARTMENT HEAD
See Section 143.014,Chapter 143
The Fire Chief is authorized to appoint each person occupying an authorized position in the classification
immediately below that of department head,as allowed by state law.
Section 143.015 APPEAL OF COMMISSION DECISION TO DISTRICT COURT
See Section 143.015,Chapter 143
Section 143.016 PENALTY FOR VIOLATION OF CHAPTER
See Section 143.016,Chapter 143
(Sections 143.017- 143.020 reserved for expansion)
10
SUBCHAPTER B: CLASSIFICATION AND APPOINTMENT
Section 143.021 CLASSIFICATION: EXAMINATION REQUIREMENT
See Section 143.021,Chapter 143
The Commission shall provide for the classification of all firefighters. City Council shall establish by
ordinance the number of positions in each classification in the department.
The Fire Chief shall develop job descriptions for each position in each classification in the department.
Specifications for the various classifications shall conform as follows:
The job specifications are descriptive only and are not restrictive. They shall indicate the kinds of
positions that should be allocated to each classification as determined by their duties,responsibilities and
qualification requirements.
Titles shall be suggestive of the kind of work performed by the incumbent of the position and indicative
of the rank.
The description of duties shall be construed as a general description of the kind of work performed
and shall not limit what the duties of any position shall be.
Examples of work shall be construed as typical tasks only, illustrative of the duties as outlined in the
general statements. Examples are not intended to be exhaustive or exclusive,and the fact that actual tasks
performed by the incumbent of a position do not appear on the job specification shall not be taken to
mean that the position is necessarily excluded from the classification, provided that the tasks
constituting the main work are duly covered by the general statements of duties.
Section 143.022 PHYSICAL REQUIREMENTS AND EXAMINATION
See Section 143.022,Chapter 143
Applicants shall be required to take a physical ability test and shall be required to submit to such tests
as are reasonably necessary to determine the physical fitness of the applicant to perform the essential
functions of the position.
Applicants who are not capable of performing the essential functions of the job, with or without
reasonable accommodation,will not be appointed. An applicant will not be appointed if it is determined
that the applicant would be a physical danger to himself/herself or others.
The Fire Chief shall be responsible for developing physical ability tests in accordance with guidelines
established by the state commission,in compliance with all applicable employment laws,and with the
approval of the Director.
Section 143.023 ELIGIBILITY FOR BEGINNING POSITION
See Section 143.023,Chapter 143
Minimum eligibility requirements for a fire fighter are as follows:
11
Achieve a minimum passing score of seventy(70)percent on a written examination;
Successfully complete the physical ability test;
Pass a background investigation;
Pass an oral interview board;
Successfully complete a conditional(post job offer)medical examination including visual acuity, and
the physician must be able to certify that the applicant is free of drug dependency or illegal drug usage;
Be at least eighteen (18) years of age but not forty (40) years of age or older to take an entrance
exam, and may not be certified as eligible for a beginning position if forty(40)years of age or older;
Be a graduate of an accredited high school or have an equivalency certificate;
Have valid Texas driver's license at hire date;
Be authorized to work in the United States;
Discharge from military service shall not have been under less than honorable conditions;
Be able to read,write, and speak the English language;
Be of good moral character; and
Be able to meet all certification requirements as established by the Texas Commission on Fire Protection.
Any of the following will disqualify an applicant from further consideration at any stage of the process:
Is unable to perform the essential functions of the position to which he/she seeks appointment, with
or without reasonable accommodation. Temporary disqualification based upon circumstances.
Has been convicted of conduct that constitutes a felony under the Texas Penal Code,equivalent federal
law, or equivalent Code of Uniform Military Justice. Permanent disqualification.
Has admitted conduct that constitutes a felony under the Texas Penal Code,equivalent federal law, or
equivalent Code of Uniform Military Justice. Permanent disqualification.
Has been convicted of conduct that constitutes a Class A Misdemeanor under the Texas Penal Code,
equivalent federal law,or equivalent Code of Uniform Military Justice. Permanent disqualification.
Has been convicted of conduct that constitutes a Class B Misdemeanor under the Texas Penal Code,
equivalent federal law,or equivalent Code of Uniform Military Justice. Temporary disqualification for a
minimum of sixty(60)months.
Has admitted conduct that constitutes a Class A or Class B Misdemeanor under the Texas Penal
Code, equivalent federal law, or equivalent Code of Uniform Military Justice.Temporary
disqualification for a minimum of twelve(12)months.
12
Has admitted to conduct involving a crime of moral turpitude,or being known to habitually associate
with those of questionable moral character. Permanent disqualification.
Currently has pending criminal charges of any type,or is on"deferred adjudication'for a criminal
offense. Temporary disqualification.
Has made a false statement in any material fact,withheld information,practiced or attempted to practice
deception or fraud in his/her application,examination, background investigation, polygraph
examination,or medical examination. Permanent disqualification.
Has failed to complete or satisfactorily meet employment process requirements of the Fire Department
including but not limited to missing appointments,failing to return application package or other
necessary paperwork,failing to promptly notify the Fire Department of changes in address/telephone
numbers,or otherwise failing to complete the application process. Temporary disqualification for a
minimum of twelve(12)months.
Has failed to satisfactorily complete the oral interview process including but not limited to any personal or
automated interview process. Temporary disqualification for a minimum of twelve(12)months.
Has used illicit substances as indicated by the following guidelines:
Admission of illegal use of marijuana ten(10)or fewer times(experimentation)within the last two(2)
years.Temporary disqualification until two(2)years have passed from last use.
Admission of illegal use of marijuana more than ten(10) times.Temporary disqualification until five(5)
years have passed from last use.
Admission of abuse or misuse of legally obtained prescription medication(s),or illegal use of the
prescription medication(s)of another person.Conduct involving the use,abuse, and/or misuse of
prescription medication(s)will be considered on a case-by-case basis with consideration given to
circumstances and elapsed time since last drug use.Permanent or temporary disqualification based upon
circumstances.
Admission of illegal use of felony-grade substances as defined in the Texas Penal Code. Temporary
disqualification until ten(10)years have passed since last use.
Has a driving record incompatible with the safe operation of emergency vehicles,the required driving
standards of the City of Round Rock Risk Management Department, or which present potential
liabilities to the City of Round Rock:
Three(3)or more events(moving violations or preventable accidents)in the preceding thirty-six(36)
months.Temporary disqualification.
Reckless driving or similar conviction within the preceding sixty(60)months.Temporary disqualification.
Driving while intoxicated or under the influence of drugs within the preceding sixty(60)months.
Temporary disqualification.
13
Has been dismissed or resigned in lieu of dismissal from any employment for inefficiency,delinquency,
or misconduct. Permanent or temporary disqualification.
Demonstrated poor maturity or judgment in the applicant's decision-making ability. Permanent or
temporary disqualification based upon circumstances.
Has a history of unstable work including but not limited to short terms of employment over the
candidate's employment history,employment in an illegal occupation,termination of employment
without appropriate notice,dismissal for cause from employment,and/or dismissal from employment in a
public safety position. Permanent or temporary disqualification based upon circumstances.
Has failed to meet all legal requirements necessary for future licensing and certification as required
by the Texas Commission on Fire Protection and the Texas Department of State Health Services.
Temporary disqualification.
Notification of Rejection
Whenever an applicant for employment is rejected before being placed on an eligibility list,the applicant
shall be notified in writing by the Director. The applicant shall be further notified that he/she will not be
able to apply again with the city for a period of one(1)year.
Section 143.024 ENTRANCE EXAMINATION NOTICE AND APPLICATION
See Section 143.024,Chapter 143
Applicants shall complete a City of Round Rock Employment Application and other forms as prescribed
by the Director, in order to take an entrance examination. Failure to pre-register in the manner and
within the time limits prescribed in the"Notice of Entrance Examination," and/or failure to file the
application with the Director, will render the applicant ineligible to take the examination. Applicants
shall make application in his/her own handwriting or in typed form and shall certify the correctness of the
facts.
Any person shall be considered for appointment to a vacancy in the classified service who has filed an
application with the Director in the manner specified in these rules and upon the form furnished by the
Director, and whose application has not been rejected by the Director for cause in accordance with the
provisions of these rules.
The Director may, because of the small number of candidates or because of any other good and sufficient
reason (i.e. death in the immediate family, public emergency, unavailability of test site),postpone an
examination to a later date.
Section 143.025 ENTRANCE EXAMINATIONS
See Section 143.025,Chapter 143
Written Entrance Examination
The actual conduct of every examination shall be under the direction of the Director who shall be
responsible to the Commission. Examinations shall be conducted on an "as needed"basis. Any
14
examination may be canceled by the Director should it become unnecessary due to i.e. a change in the
personnel requirements of the classified service.
The minimum passing score shall be seventy(70)percent on the written examination.
An additional five (5) points shall be added to the examination grade of an applicant who served in the
United States armed forces, received an honorable discharge as evidenced by a DD-214, and made a
passing grade on the examination.
An additional five(5)points shall be added to the examination grade of an applicant who holds a
paramedic certification or a license through the National Registry Certification of the Texas Department
of State Health Services and made a passing grade on the examination.
An additional three(3)points shall be added to the examination grade of an applicant who holds an
intermediate certification or license through the National Registry Certification or the Texas Department
of State Health Services and made a passing grade on the examination.
An applicant cannot receive additional points from more than one of three(3)criteria above. If an applicant
qualifies for additional points for more than one of the criteria above,the applicant shall receive points from
the criteria with the highest additional points.
Tie-breakers-whenever two(2)or more applicants attain the same grade on the entrance eligibility list,
the applicant with the highest raw test score prior to the addition of military service points shall be
listed first. If the score is still tied,the applicant listed first shall be based upon the following criteria in
descending order of importance:
(a) The applicant having completed the highest level of formal education from an accredited high
school,college or university. If the score is still tied,then
(b) The applicant holding the highest level of firefighter certification from the Texas Commission on
Fire Protection. If the score is still tied,then
(c) The applicant with the earliest date stamp and the earliest time stamp on his/her properly
completed and submitted application.
No person shall deceive or obstruct any person in respect of his/her right of examination under the
provision of these rules and the Civil Service Act; or falsely mark, grade or report the examination or
standing of any person examined hereunder; or aid or furnish any special information for the purpose of
either improving or injuring the rating of any such person for appointment or promotion.No candidate
shall deceive the Commission for purposes of improving his/her chances for appointment or promotion.
Eligibility List
The Director shall keep all eligibility lists for applicants for original positions in the fire department
in effect for twelve(12)months. The Director shall provide in the eligibility list announcement that
the list shall remain in effect for the time specified by these rules or until all names have been
referred to the appropriate department, whichever event occurs first.
15
Child of a deceased fire fighter-each applicant who is either a natural-born or adopted child of a fire
fighter who previously suffered a line-of-duty death while covered by Chapter 143 civil service
shall be ranked at the top of any eligibility list in which said applicant receives a minimum passing
grade on that respective eligibility exam if such applicant meets all entry-level hiring requirements. The
eligible applicant shall have provided the name of the deceased fire fighter parent on his/her application,
and it shall be the responsibility of the Director to verify the information relating to the line-of-duty
death prior to placing the applicant at the top of the eligibility list.
Following compilation of the eligibility list,the remaining steps in the process are listed hereafter as
(B)Physical Ability Test,(D)Background Investigation,(E)Oral Interview Board,(F)Medical
Examination,and (G)Additional Examinations.The Director shall retain the right to determine the
number of applicants who will continue through such process,based upon the City's staffing needs.
Physical Ability Test
All applicants shall be required to take a physical ability test approved by the Director to evaluate each
applicant's overall agility and stamina.
Any applicant failing to pass the physical ability test,as recorded by the instructor, shall be rejected.
Background Investigation
The Fire Chief shall appoint an investigator to conduct background investigations on applicants for
beginning positions in the fire department.
The investigator shall verify the applicant's statements on his/her written application and in the oral
interview,and any other such verification of facts or character of the applicant as the Commission,
the Director, or the Fire Chief may request.
Fingerprints may be required of all applicants accepted for beginning positions.
Oral Interview Board
An oral interview shall be required for fire department applicants occupying positions on the entrance
eligibility list.
The interview board shall consist of five (5) city employees who shall be appointed by the Fire
Chief. The City's Director of Human Resources or his/her designee shall serve as an ex-officio
member.The Fire Chief shall designate one member of the department to serve as chairperson of the
interview board. At the Fire Chiefs discretion, the chairperson may or may not be one of the five
(5) voting members of the interview board. Only one(1) substitution of a board member shall be
permitted,and then only under special circumstances with approval from the Director. The board
members shall continue to serve until the final selection of applicants, at which time the board shall
disband.
The purpose of the interview is to determine if the applicant possesses necessary qualifications to
satisfactorily perform all required duties of a fire fighter.
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The reason or reasons for the recommendation for rejection of an applicant shall be stated fully, be
clearly signed by each member of the oral interview board, and submitted to the Fire Chief.
Medical Examination
Appropriate post-job-offer medical examinations shall be required of all applicants for beginning
positions.
The examinations shall be given by a physician or other authorized medical professional approved by
the Director and paid for by the city.
In the event of rejection by such physician,the applicant may call for further examination by a board of
three (3) physicians approved by the Director, but at the expense of the applicant, and the findings of
such board shall be final.
The physician shall certify to the Director whether or not the applicant is physically fit for the
service.
Additional Examinations
Applicants for original civil service positions may be required to take a psychological or psychiatric
examination conducted by a psychologist or psychiatrist, and/or a polygraph examination conducted by
a qualified polygraph examiner.
Such examiners shall be approved by the Director and paid for by the City.The examiner shall submit
a written report of the results of the examination to the Director with the recommendation that the
applicant be accepted or rejected,and this report is final.
Section 143.026 PROCEDURE FOR FILLING BEGINNING POSITIONS
See Section 143.026,Chapter 143
When a vacancy occurs in a beginning position in the fire department,the Fire Chief shall request in
writing from the Commission the names of suitable persons from the eligibility list.The Director shall
certify to the City's chief executive officer the names of the three(3)persons having the highest grades
on the eligibility list.
From the three (3) names certified, the City's chief executive officer shall appoint the person having
the highest grade unless there is a valid reason why the person having the second or third highest grade
should be appointed.
If the City's chief executive officer does not appoint the person having the highest grade,the City's
chief executive officer shall clearly set forth in writing the good and sufficient reason why the person
having the highest grade was not appointed.
The reason required by Subsection (C) shall be filed with the Commission and a copy provided to
the person having the highest grade. If the City's chief executive officer appoints a person having the
next highest grade,a copy of the report shall also be furnished to the person(s)having the higher grade.
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Section 143.027 PROBATIONARY PERIOD
See Section 143.027,Chapter 143
Probationary employees shall have no rights under Chapter 143 or under these Rules.
The twelve(12)month probationary period shall begin when the cadet graduates from the Round Rock
Fire Academy.
Section 143.028 ELIGIBILITY FOR PROMOTION
See Section 143.028,Chapter 143
Section 143.029 PROMOTIONAL EXAMINATION NOTICE
See Section 143.029,Chapter 143
The Director shall post notices that list the sources from which the examination questions will be
taken. A valid source list of promotional materials as agreed upon by the Fire Chief and the Association
Executive Board will remain in effect for the length of the effective meet and confer agreement.
The Director may post notices for each rank to be tested, or may post a combined notice for all ranks.
The Fire Department shall supply five(5)copies of the source material(s)at each rank to be checked out at
the Round Rock Public Library.
Section 143.030 ELIGIBILITY FOR PROMOTIONAL EXAMINATION
See Section 143.030,Chapter 143
The length of service for determining the eligibility for taking a promotional examination shall include
the probationary period in the Fire Department.
A fire fighter's prior service with the City does not count toward meeting the two (2)year requirement
established in Section 143.030. A fire fighter who has been rehired shall not be given credit for prior
service to determine eligibility to take a promotional examination.
College Hour requirements for Promotion
Battalion Chief applicant-must have sixty college hours(60)to be eligible to test for Battalion Chief. A
firefighter who is promoted to the rank of Battalion Chief who does not hold a bachelor's degree must
obtain a bachelor's degree within three(3)years from the date of promotion. If a bachelor's degree is not
obtained within three(3)years from the date of promotion,the firefighter shall voluntarily demote to the
rank held before promotion to Battalion Chief. The Fire Chief shall have the discretion to extend the
three(3)year requirement due to unforeseen circumstances and shall be evaluated on a case-by-case
basis.
Section 143.032 PROMOTIONAL EXAMINATION PROCEDURE
See Section 143.032,Chapter 143 18
All examinations shall be of such nature so as to test the relative capacity and fitness of the person
examined to discharge the duties of the particular position to which he/she seeks appointment.
The actual conduct of every examination shall be under the direction of the Director who shall be
responsible to the Commission. The Director shall have the authority to designate an assistant to
administer tests or examinations.
No person shall deceive or obstruct any person in respect of his/her right of examination under the
provision of these rules and the Civil Service Act; or falsely mark,grade or report the examination or
standing of any person examined hereunder; or aid or furnish any special information for the purpose of
either improving or injuring the rating of any such person for appointment or promotion.No
promotional candidate shall deceive the Commission for purposes of improving his/her chances for
appointment or promotion.
Employees shall complete an Official Application for Promotional Examination, as prescribed by the
Director, in order to take a promotional examination. Failure to make application in the manner prescribed
in the"Notice of Promotional Examination",and/or failure to file the application with the Director within
the time limits prescribed in the"Notice of Promotional Examination"will render
the employee ineligible to take the examination.
The Commission or Director may, because of the small number of eligible promotional candidates for any
position or because of any other good and sufficient reason (i.e. death in immediate family, public
emergency,unavailability of test site), postpone an examination to a later date.
Each promotional examination is open to each qualified firefighter candidate who has continuously held
for at least two(2)years a position in the classification that is immediately below the classification for
which the examination is to be held: and has met the requirements of the Round Rock Fire Department
policy 4003 (Relief&Acting Position Requirements); and currently holding the relief position for the
previous six(6)months. This requirement becomes effective January 1,2019.
To provide for competitive promotional examinations at least three (3) qualified candidates must sit
for an examination. If there are not three (3) candidates in the next lower position with two
(2)years' service in that position and have met the requirements of department policy 4003, the Chief
may open the examination to persons in that position with less than two(2)years' service that have not
met the requirements of department policy 4003. If there is still an insufficient number,the Commission
may open the examination to persons with at least two(2)years' experience in the second lower position
to the position for which the examination is to be held as long as the applicant has met the requirements of
department policy 4003 for that classification.
The Director shall establish a promotional eligibility list from those persons passing the promotional
examination.
Medical examinations taken not earlier than twelve (12) months preceding date of promotion will be
required prior to promotion.
Certification by the TCFP as a Fire Officer IIIAV will be attended and completed before the end of one(1)
year in grade as a Battalion Chief.
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Promotional examination procedures for certain personnel on active military duty:
Promotional candidates who are serving on active military duty outside the state of Texas or on active
military duty more than two hundred(200)miles from the Round Rock City Hall are eligible to take a
separate promotional examination. Such an examination may or may not be identical to the examination
administered to other eligible candidates,and such an examination may be administered outside the
presence of other candidates.
The Director is authorized to coordinate all testing hereunder,and may exercise the discretion necessary to
ensure the secrecy of the examination and to ensure that proper administrative procedures are followed.
At no time shall the administration of such a promotional examination unnecessarily interfere with
ongoing military efforts.
If an eligible candidate serving on active military duty takes and passes such a promotional examination,
the candidate's name shall be included on the promotional eligibility list created nearest in time to
the time at which the candidate took the examination.
Eligible candidates serving on active military duty who take such a promotional examination outside of
the City shall be eligible to file an appeal of the examination as provided in Section 143.034.The Director
shall coordinate all matters related to the review of the examination and the filing of the appeal, and may
extend the time limit for appeal upon a showing of exigent circumstances.
Eligible promotional candidates must notify the Director at least twenty-five(25)days in advance of the
examination of the candidate's desire to have the examination administered off-site.
Any employee covered by Chapter 143 civil service who is called to active military duty must notify the
Director of his/her mailing address and email address. The Director shall use his/her best reasonable effort
to inform any such employee who is on active military duty of upcoming promotional examinations.
Promotional examination procedures for deployed military personnel:
In this Section 143.032, "deployed person"means a civil service employee of the Round Rock Fire
Department who is a member of the U.S. military and who has been deployed under orders in the
service of the United States of America; "federal regulations"means USARA; and"state regulations"
means Chapter 143, Section 143.072 and Section 143.075.
When a person in the Fire Department is ordered to active military duty and deployed,all federal and state
regulations shall apply.
Deployed persons are responsible for providing a regular mailing address and email address if available to
the Civil Service Director for the duration of their deployment.The Civil Service Director is not
responsible to seek out contact information for deployed persons.
Deployed persons are to remain aware of the likelihood of promotional examinations being given during
their deployment.
Civil Service processes govern all promotional examinations for deployed and non-deployed persons
alike.
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When the Civil Service Director posts study resource lists for promotional examinations, the Civil
Service Director shall forward a copy of the study resource list to all deployed persons eligible to take
the promotional examination to the email or regular mail address provided by the deployed person.
If requested by the deployed person,the Civil Service Director shall ship all resource material listed on
the promotional examination resource study list to the deployed person to the regular mailing address
provided by the deployed person at no cost to the deployed person. The deployed person is responsible
for returning all resource material sent to the deployed person by the City to the City in good condition
within six weeks after the examination is given.
When the Civil Service Director posts notice for promotional examinations,the Civil Service Director
shall forward a copy of the posting to all deployed persons eligible to take the promotional examination to
the email or regular mailing address provided by the deployed person.
The process for signing up for Civil Service promotional examinations shall follow the same process for
deployed and non-deployed persons.
When a deployed person is eligible for promotional examination,and desires to take the promotional
examination,the deployed person must notify the Civil Service Director of the desire to sit for the
examination by email or regular mail within the sign-up period allowed for non-deployed persons to
sign up to take the promotional examination.
Included with the notification to the Civil Service Director of the desire to sit for the promotional
examination,the deployed person must enclose the name and address of the deployed person's
commanding officer.
The Civil Service Director shall obtain a promotional examination for the deployed person that is
equal in length and taken from the posted study resource lists but with different questions than the
questions to be included in the promotional examination given to non-deployed persons.
The Civil Service Director shall notify the deployed person's commanding officer by email or regular
mail of the impending arrival of the promotional examination accompanied by a copy of this SOP and
specific instructions on how to administer the examination to the deployed person and how to preserve
the integrity of the promotional examination process.
To the extent possible,the promotional examination should be administered to the deployed person by the
commanding officer at or about the same time and on the same date as it is being administered to non-
deployed persons.
The deployed person's commanding officer must return the test,answer sheet,and all sheets of scratch
paper utilized during the examination by the deployed person to the Civil Service Director in the envelope
provided by the Civil Service Director.
Upon receiving the examination packet from the deployed person's commanding officer,the Civil
Service Director shall score the examination in the same manner as the examinations were scored for non-
deployed persons.
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The Civil Service Director shall place the grade of the deployed person on the list of scores in the same
manner as the scores for non-deployed persons.
The Civil Service Director shall forward a copy of the raw grades and the final grades that are posted
within the City to the deployed person by email or regular mail to the address provided by the deployed
person.
Suction 143.033 PROMOTIONAL EXAMINATION GRADES
See Section 143.033,Chapter 143
All test participants receiving a grade of seventy(70)points or more shall be determined to have passed
an examination and are eligible to receive education points added to their written test scores as set forth
below:
Education Points
• One(1)point shall be added to the raw written score if the candidate has forty-five(45)college
hours completed on file with and verified by the City of Round Rock Human Resources
Department.
• Two(2)points shall be added to the raw written score if the candidate has sixty(60)college hours
completed on file with and verified by the City of Round Rock Human Resources Department.
• Four(4)points shall be added to the raw written score if the candidate has an Associate's College
Degree completed on file with and verified by the City of Round Rock Human Resources
Department.
• Six(6)points shall be added to the raw written score if the candidate has a Bachelor's Degree
completed on file with and verified by the City of Round Rock Human Resources Department.
• Eight(8)points shall be added to the raw written score if the candidate has a Master's Degree on
file with and verified by the City of Round Rock Human Resources Department.
Candidates shall have their seniority points provided for in Chapter 143 added after the assessment center
and written exam scores are finalized. The seniority points will be added to the combined written test and
assessment scores to determine the final score of each candidate. Seniority points will be defined as
follows: each firefighter is entitled to receive 1 point for each year of seniority up to ten(10)years of
service with the Round Rock Fire Department. Each firefighter with over ten(10)years of service is
entitled to an additional '/i point for each year of seniority with the Round Rock Fire Department,with no
maximum. Seniority points shall be based on the full years of service completed as of the date of the
promotional exam.
When two(2)or more applicants have equal total grades or scores(including seniority points) and a
tie exists on the eligibility list for promotion, the following shall be used, in the order listed,until the tie
is broken:
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Highest written test score(raw written score only with no points added);
Longest period of continuous employment in the department;
Earliest date of appointment to present rank;
Earliest appointment to previous ranks, from highest to lowest;
Highest position on entry-level eligibility list.
A promotional eligibility list shall be established with names listed in order from highest score to lowest
score.All eligibility lists shall remain in existence for one(1)year and one(1)day from date of
certification, unless exhausted. The Fire Chief shall notify the Director of the necessity to replace an
exhausted eligibility list.
Assessment Centers
To participate in the assessment center,a candidate shall have received a grade of seventy(70)on the
written examination. An assessment center will be conducted for the following ranks: Driver, Lieutenant,
Captain and Battalion Chief. These assessment centers shall be used on every promotional test and
remain in effect until changed by the Fire Chief in agreement with the Association Executive Board. The
Director will be consulted on the assessment center and manage the process in conjunction with the Fire
Department.
The Director is authorized to establish rules for grading examinations.
Section 143.034 REVIEW AND APPEAL OF PROMOTIONAL EXAMINATION
See Section 143.034,Chapter 143
The Director is authorized to establish rules for the review of examinations.
Upon completion of grading, each promotional candidate by himself/herself may review his/her
examination and answers, the examination grading, and the source material for the examination in the
presence of the Director or a monitor(s)designated by the Director.
The period of review of test materials begins after promotional examination grades are posted and is
limited to the time prior to the date when an appeal may be filed.
The Director may submit an appeal directly to the Commission regarding any questions on the
promotional examination that are not from the approved source material. The candidates will not have
to file an appeal for those questions for which an appeal is filed by the Director.
If any candidate appeals a question(s)on a promotional examination under this rule,the Director shall
prepare a written notice of the hearing and notify all parties concerned as to the time, date, and place of
the hearing. The appeal information shall not reveal the name of the appellant(s)prior to the appeal
hearing before the Commission. The Director shall prepare a package of information for each test
question being appealed,to include:
The question number;
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The question and its answer choices from the examination;
The correct answer on the scoring key;
The correct answer, if different from the scoring key;
A copy of the source material;
The appellant(s)written reason(s)for appeal;
The Director's statements, if any;
The Fire Chief s statements, if any;
Other material deemed relevant by the Director.
During the appeal hearing,the following rules will apply:
Appealed questions will be considered in numerical order;
Each appellant will be given an opportunity to present reasons for the appeal. The appellant may
designate someone else to present comments. The Commission may limit the time for each appellant to
speak, and the Commission may require non-duplication of information presented.
After each appellant has spoken on the question, the Commission may ask questions of the appellant or
anyone else that may have information pertinent to the question.
The chairperson shall allow others an opportunity to speak on the question offering differing
opinions. The chairperson may limit the time for each speaker and may require non-duplication of
information presented.
The Commission may go into executive session at any time during the appeal hearing in order to
deliberate, but not vote.
The Commission will make a decision on each question presented. The Commission's options on each
appealed question are to:
Let the question stand as it was originally graded;
Change the answer from the way it was originally graded to another answer choice;
Allow more than one correct answer; or
Delete the question from the examination.
The formula for calculating the promotional test scores after appeal is as follows:
(100) / (total number of test questions used) = point value of each question
(# of total test questions) - (# of wrong questions) _ # of correct questions
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(#of correct questions)x(value of each question)=score
The Commission will consider all questions being appealed.
The Commission will indicate its decision for each question on a form provided by the Director. Each
Commission member who agrees with that decision will sign the form. A majority of the Commission
agreeing on a decision will determine the final decision on that question.
If necessary, the Director will re-score all answer sheets as directed by the Commission and create
and post a new eligibility list.The amended eligibility list will have the same effective date as the original
eligibility list.
Section 143.036 PROCEDURE FOR MAKING PROMOTIONAL APPOINTMENTS
See Section 143.036,Chapter 143
Persons accepting a promotion in the Round Rock fire department shall be medically and physically
capable to perform the essential functions of the job and shall demonstrate a driving record which meets
current City liability insurance requirements.
The Director and/or the Fire Chief may establish other reasonable,valid criteria for promotion to the
particular position.
When the term"Commission" is used in Section 143.036,the Director may perform the duties specified.
Promotional procedures for deployed military personnel:
In this Section 143.036,"deployed person'means a civil service employee of the Round Rock Fire
Department who is a member of the U.S. military and who has been deployed under orders in the
service of the United States of America; "federal regulations"means USARA; and"state regulations"
means Chapter 143, Section 143.072 and Section 143.075.
When a person in the Fire Department is ordered to active military duty and deployed,all federal and state
regulations shall apply.
When a deployed person is the person with the highest grade on a promotional eligibility list, and a
promotional vacancy is to be filled, the department head may:
promote the deployed person per Section 143.036(Procedure for Making Promotional Appointments);
not promote the deployed person for a valid reason per Section 143.036(f)(g);
designate a person from the next lower classification to temporarily fill the position that is vacant due to
the absence of the deployed person per Section 143.038 (Temporary Duties in Higher Classification); or
promote the deployed person and the next person having the highest grade on the eligibility list to fill the
vacant position until the return of the deployed person.
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If the Fire Chief promotes the deployed person and the next person on the list having the highest grade
on the eligibility list, the last person promoted to that rank may be demoted to their previous rank upon
the return and reemployment of the deployed person no matter if the last person promoted was promoted
from the same promotional list as the deployed person or from a later promotional list.
The Fire Chief shall cause each person promoted but subject to being demoted upon the return of a
deployed person to be notified of such risk in writing. However,the failure of the Fire Chief to notify a
person subject to being demoted in writing does not protect the person from being demoted to their
previous rank upon the return of the deployed person.
Section 143.037 RECORD OF CERTIFICATION AND APPOINTMENT
See Section 143.037,Chapter 143
Section 143.038 TEMPORARY DUTIES IN HIGHER CLASSIFICATION
See Section 143.038,Chapter 143
The Fire Chief may prescribe methods of selecting and making temporary appointments to higher
classifications. The Fire Chief shall determine eligibility for higher classification pay and requirements
to earn higher classification pay above the base salary.
(Sections 143.039-143.040 reserved for expansion)
SUBCHAPTER C: COMPENSATION
Section 143.041 SALARY
See Section 143.041,Chapter 143
Section 143.042 ASSIGNMENT PAY
See Section 143.042,Chapter 143
Section 143.043 FIELD TRAINING OFFICER ASSIGNMENT PAY
See Section 143.043,Chapter 143
Section 143.044 CERTIFICATION AND EDUCATIONAL INCENTIVEPAY
See Section 143.044,Chapter 143
Section 143.045 ACCUMULATION AND PAYMENT OF SICK LEAVE
See Section 143.045,Chapter, 143
Civil Service Sick Leave
The City of Round Rock Human Resources Policies and Procedures Manual,Chapter 5, Section 12. Sick
Leave establishes and specifies sick leave accrual and usage for civil service employees.
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Sick Leave Payment Upon Suspension
A fire fighter who is temporarily suspended or indefinitely suspended must exhaust all appeal rights
before the City is obligated to pay any accumulated sick leave as prescribed under Chapter 143.
Specifically,a 12-hour work day shall be used in calculating the ninety(90)days set forth in Chapter
143.The City shall not authorize withdrawals from the Texas Municipal Retirement System (TMRS)or
Fire Pension System unless the fire fighter submits a written resignation and terminates employment
with the City of Round Rock.
Section 143.046 VACATIONS
See Section 143.046,Chapter 143
Section 143.047 SHIFT DIFFERENTIAL PAY
See Section 143.047,Chapter 143
(Sections 143.048-143.050 reserved for expansion)
SUBCHAPTER D: DISCIPLINARY ACTIONS
Section 143.051 CAUSE FOR REMOVAL OR SUSPENSION
See Section 143.051,Chapter 143
Each of the following are declared to be grounds for removal or suspension of any employee from the
classified service in the City of Round Rock:
Indictment, deferred adjudication,or conviction of a felony,Class A or Class B misdemeanor,or other
crime involving moral turpitude or violation of laws/ordinances of the United States, State of Texas or
City of Round Rock;
Violation of the provisions of the Charter of the City of Round Rock;Acts of incompetency;
Neglect of duty;
Discourtesy by said employee to the public or to fellow employees while the fire fighter is in the line of
duty;
Acts of said employee showing a lack of good moral character;
Drinking of intoxicants while on duty;or intoxication while off duty; Conduct prejudicial to good order;
Refusal or neglect to pay just debts; Absence without leave;
Shirking duties; Cowardice at fires; Insubordination;or
Violation of any of the rules and regulations of the fire department; or of special orders as
applicable;or of these rules and regulations;or of any of the"City of Round Rock Human Resources
Policies and Procedures."
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Section 143.052 DISCIPLINARY SUSPENSIONS
See Section 143.052,Chapter 143
General Provisions
These rules shall apply to and govern all disciplinary actions and appeals of the City of Round Rock Fire
Fighters' Civil Service pursuant to Chapter 143.
All disciplinary actions and appeals concerning civil service employees will be made in compliance
with Chapter 143, these rules and regulations, the"City of Round Rock Human Resources Policies and
Procedures,"as well as the rules and regulations of the employee's department.
The term"cause"shall also mean"employee misconduct"and will necessarily include any act or
omission that violates:
An applicable provision of Chapter 143;or
An applicable rule or regulation duly adopted by the Commission.
A department head may proceed with appropriate disciplinary action arising from any particular factual
event(s)and/or misconduct which would constitute"cause"when the employee's misconduct is related to
those matters set forth in Chapter 143, these rules, departmental rules and regulations,or the"City of
Round Rock Human Resources Policies and Procedures."
For disciplinary action purposes, a determination of what constitutes"just cause" is generally made by
comparison to what a reasonable person,who is mindful of the habits and customs of his/her
department, and who is also mindful of the responsibilities and needs of his/her department, should have
done(or should have not done)under similar circumstances.
After the Commission has determined that probable cause does exist for a requested demotion and has
provided the employee with written notice as per Chapter 143,thereafter the action for appeal of the
demotion may be conducted according to the same hearing procedures as set forth herein for all other
disciplinary actions or as expressly provided otherwise in Chapter 143.An employee may elect the
hearing examiner provisions of Section 143.057 only if the demotion is considered disciplinary in nature.
After an employee has been passed over for promotion as per Chapter 143,thereafter the promotional
passover appeal will be conducted according to the hearing procedures as provided in Chapter 143.An
employee may elect the hearing examiner provisions of Section 143.057 only if the promotional passover
is considered disciplinary in nature.
Prior to imposing any particular level of disciplinary action,the department head may use lesser forms of
disciplinary or corrective action. However, nothing herein shall prohibit the department head from
proceeding directly to the appropriate level of discipline without using progressive discipline if, in the
opinion of the department head,the employee's misconduct warrants more
severe discipline.
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Filing of Charges
The Director or his/her designee shall file-stamp all disciplinary actions filed by the department head,
showing the date and time of receipt.
Section 143.053 APPEAL OF DISCIPLINARY SUSPENSION
See Section 143.053,Chapter 143
The Commission hereby adopts the procedure set out in this section for hearing appeals of disciplinary
suspensions. The format for the hearing shall generally be as follows:
Opening statement,City(department head).
Opening statement,fire fighter.
Presentation of City's(department head's)case.
Direct testimony of witnesses.
Cross-examination of witnesses.
Follow-up questions by Commission.
Response by fire fighter.
Direct testimony of witnesses.
Cross-examination of witnesses.
Follow-up questions by Commission.
Rebuttal by City(department head),if any.
Direct testimony of witnesses.
Cross-examination of witnesses.
Follow-up questions by Commission.
Final statement by City(department head).
Final statement by fire fighter.
Closing final statement by City(department head).
Deliberation by Commission in executive session.
29
Commission publicly votes on the appeal.
All Commission members voting shall immediately sign written order memorializing the Commission's
decision.
Section 143.054 DEMOTIONS
See Section 143.054,Chapter 143
Section 143.056 PROCEDURES AFTER FELONY INDICTMENT OR MISDEMEANOR
COMPLAINT
See Section 143.056,Chapter 143
Conviction or deferred adjudication of a felony shall result in the employee being terminated. No
hearing before the Commission or a Hearing Examiner shall be provided.
Section 143.057 HEARING EXAMINERS
See Section 143.057,Chapter 143
The time limit for appeal to a Hearing Examiner will be the same as for appeal to the Commission. In
appeals to a Hearing Examiner,formal"rules of evidence"will not be observed.
Hearing Examiners shall base their decisions on"substantial evidence."
All hearings conducted by a Hearing Examiner will be conducted within Round Rock's city limits.
Hearing Examiners shall have the same authority to uphold the suspension, reduce the suspension, or
overturn the suspension as does the Commission.
Unless expressly authorized by Section 143.057,Hearing Examiners will observe the procedures as
described in Section 143.010.
The rule-making power and authority of the Commission is in no way conferred upon and/or delegated to
any Hearing Examiner,either by implication or otherwise.
Disciplinary proceedings conducted by a Hearing Examiner instead of the Commission shall not be
conducted or resolved via arbitration or arbitration processes. An employee's election of appeal to a
Hearing Examiner shall not constitute a right or agreement to submit the appeal to such arbitration.
The Hearing Examiner is to conduct a hearing fairly,objectively and impartially under the provisions of
Chapter 143 and these Rules and Regulations. The Hearing Examiner is to render a fair and just
decision based solely on the evidence presented in the hearing.The scope of evidence to be considered at
the hearing shall be generally limited to matters closely relevant to the charges of misconduct as set
forth in the Department's written statement and the employee's notice of appeal as filed with the
Commission as well as the employee's previous work record with the Department.
30
In all cases,the employee filing the appeal shall strike the first name from the list of possible Hearing
Examiners.
(Sections 143.058-143.070 reserved for expansion)
SUBCHAPTER E: LEAVFS
Section 143.071 LEAVES OF ABSENCE: RESTRICTION PROHIBITED
See Section 143.071,Chapter 143
Section 143.072 MILITARY LEAVE OF ABSENCE
See Section 143.072,Chapter 143
Section 143.073 LINE OF DUTY ILLNESS OR INJURY LEAVE OF ABSENCE
See Section 143.073,Chapter 143
Section 143.074 REAPPOINTMENT AFTER RECOVERY FROM DISABILITY
See Section 143.074,Chapter 143
Section 143.075 MILITARY LEAVE TIME ACCOUNTS
See Section 143.075,Chapter 143
(Sections 143.076- 143.080 reserved for expansion)
SUBCHAPTER F: MISCELLANEOUS PROVISIONS
Section 143.081 DETERMINATION OF PHYSICAL OR MENTAL FITNESS
See Section 143.081,Chapter 143
Each employee shall continually remain in such physical and mental condition as to be capable of
rendering safe and efficient service to the City and performance of the duties and essential functions
assigned to the employee.
Each employee shall be required to submit to a psychological or physical examination where there
exists some reasonable basis to believe that the employee's mental or physical fitness for duty is an issue.
For purposes of this Section 143.081, a question arises as to sufficient physical or mental fitness to
continue duties if the person self-refers for medical or psychological assistance,or if the person is so
referred by the department head. The employee must submit to such mandatory psychological or physical
examination as soon as is reasonably practical,but not later than ten (10) business days from referral.
A business day, as used herein, is defined as follows: Any day (other than Saturday, Sunday, and
legal holidays as specified by the City of Round Rock)on which the business of the City is conducted.
31
Determination of the employee's mental and/or physical fitness for duty shall not be subject to the
Commission or Hearing Examiner's review.The decision of the three-member panel, as provided for in
Section 143.081(d), is final and binding; and no further appeal to the Commission or to a Hearing
Examiner shall be permitted if the employee is terminated from his/her position based on the panel's
report.
If a question arises as to whether a fire fighter is sufficiently physically or mentally fit to continue
the persons' duties,the fire fighter shall submit to the Commission a report from the person's personal
physician,psychiatrist,or psychologist, as appropriate.
If the Commission,the Fire Chief,or the fire fighter questions the report, the Commission shall appoint a
physician,psychiatrist,or psychologist,as appropriate,to examine the fire fighter and to submit a report to
the Commission,the Fire Chief,and the person. For purposes of this subsection(E), such second
examination shall be conducted as soon as is reasonably practical,but not later than ten(10)business
days from referral.
If the report of the appointed physician,psychiatrist,or psychologist,as appropriate, disagrees with the
report of the fire fighter's personal physician, psychiatrist,or psychologist, as appropriate, the
Commission shall appoint a three-member board composed of a physician,a psychiatrist, and a
psychologist, or any combination, as appropriate,to examine the fire fighter. The board's findings as to
the person's fitness for duty shall determine the issue.
The fire fighter shall pay the cost of the services of the person's personal physician,psychiatrist,or
psychologist,as appropriate. The City shall pay all other costs.
Section 143.082 EFFICIENCY REPORTS
See Section 143.082,Chapter 143
Section 143.083 EMERGENCY APPOINTMENT OF TEMPORARY FIREFIGHTERS
See Section 143.083,Chapter 143
Section 143.084 CIVIL SERVICE STATUS AND PENSION BENEFITS FOR CERTAIN
FIRE FIGHTERS
See Section 143.084,Chapter 143
Section 143.085 FORCE REDUCTION AND REINSTATEMENT LIST
See Section 143.085,Chapter 143
Whenever the Fire Department reorganizes the number of positions in a particular rank which
results in a position(s)being eliminated in one classification,and when a promotional eligibility list for
the position being eliminated exists at the time of the reorganization,the Director shall notate in the"a"
file of an affected employee(s)the following information:
Promotion of the top person(s)on the eligibility list to the abolished position(s)as of 7:00 a.m. on the
effective date; and
32
Demotion of the same person(s)promoted to the abolished position(s)at 7:01 a.m. on the same date.
The Director shall create a Reinstatement List in accordance with the requirements of this section.
Section 143.086 POLITICAL ACTIVITIES
See Section 143.086,Chapter 143
Section 143.087 STRIKE PROHIBITION
See Section 143.087,Chapter 143
Section 143.088 UNLAWFUL RESIGNATION OR RETIREMENT
See Section 143.088,Chapter 143
Section 143.089 PERMANENT PERSONNEL FILE
See Section 143.089,Chapter 143
Access to records of employees in the classified service,employment applications,background
investigation records and reports,examinations and answer sheets shall be governed by Chapter 143 of
the Texas Local Government Code and the Texas Government Code and appropriate federal statutes.
Ordinance No. G-10-01-14-7A1, codified in Chapter 1, Section 1.1002.1(7)of the Code of Ordinances
of the City of Round Rock,provides for the following:
Access to Subsection 143.089(g)File:
Access to a fire fighter's otherwise confidential subsection(g)file is an inherent right, in their official
capacities,of the City Council,the City Manager,and the Director of Fire Fighters' Civil Service.
In addition to those persons listed in subsection (a)above, access to a fire fighter's otherwise confidential
subsection(g)file shall be specifically granted to the Department Head of the Fire Department, the City
Attorney,and outside attorneys retained by the City.
(Sections 143.090-143.100 reserved for expansion)
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Exhibit "F"
Fire Department Disciplinary Rules and Regulations; Fire Department Policy 1209; Fire
Department Policy 1024; Fire Department Policy 1204; Fire Department Policy 4003
11
Rules and Regulations
ROUND ROCK NUMBER:
TEXAS EFFECTIVE: October 1, 2025
FIRE CHIEF Shane Glaiser
A-1.1 Application and Interpretation
A-1.1.1 The Fire Chief is responsible for the fair and equitable administration of these Rules and
Regulations.
A-1.1.2 Each employee is responsible for assuring that his/her conduct is in conformance with the
rules set out herein. Each employee will read the department Rules and Regulations, and
the City's Policies and Procedures in order that they may familiarize themselves with the
expectations, which the department holds for their performance as public employees, and
with their rights under these Rules and Regulations.
A-1.1.3 Each employee shall be vested with the authority to discharge the duties assigned to
him/her, and shall be responsible for the discharge of those duties.
A-1.1.4 These Rules and Regulations do not contain provisions which apply to every factual
situation which may arise. From time to time, the Fire Chief may issue general and/or
special orders, which shall have the same force and effect as the provisions of these Rules
and Regulations.
A-1.1.5 In situations which are not covered by any department Rules or Regulations, or City
Policies and Procedures, each employee will be expected to act in accordance with their
best judgment in carrying out the mission of the department, and their responsibilities as
public servants.
A-1.1.6 Procedures issued by the Round Rock Fire Department shall be in full force and effect on
their effective date and shall supersede any previous versions,whether written or oral.
A-1.2 Penalties
A-1.2.1 A penalty may be assessed against any employee for violation of departmental rules or
regulations, any City Policy or Procedure, or any state or federal law relating to the job
duties of the employee. When a violation that is subject to discipline, is not specifically
addressed in the Rules and Regulations, the penalty for such violation shall be consistent
with the penalty for comparable violations, and with City Policy and Procedure, as
determined by the Fire Chief.
A-1.2.2 Disciplinary action may be in the form of a verbal counseling, written reprimand,
suspension, demotion, transfer, or dismissal from the department. Whenever disciplinary
action is taken,which involves a suspension,demotion,or termination,a written statement
will be placed in the employee personnel file at both the Fire Department and City of Round
1
Rock Human Resources Department citing the circumstances and details of the incident,
the action taken, and signed by the Fire Chief. Disciplinary actions involving reprimands
will be maintained in a confidential departmental file.
A-1.2.3 It is the philosophy of the Fire Department that progressive discipline encourages the
proper behavior of employees, while allowing the employee the opportunity to correct
behavioral problems prior to termination. With this in mind, the following chart is
established as a guideline:
Guidelines For Progressive Discipline
Penalty 1st Offense 2°d Offense 3rd Offense 4th Offense Reckoning Period
Group
A Verbal Written 12-24 hour 24-48 hour 180 calendar days
counseling reprimand suspension suspension
B Written 12-24 hour 24-48 hour 48-72 hour 180 calendar days
reprimand sus ension suspension suspension
C Written 24-48 hour 48-72 hour 72-96 hour 180 calendar days
reprimand suspension suspension suspension
D 24-48 hour 48-72 hour 72-96 hour 120-Indefinite 365 calendar days
suspension suspension suspension suspension 1 r
E 48-72 hour 72-120 hour Indefinite 730 calendar days
suspension suspension suspension (2yrs)
F 72-120 hour Indefinite 1825 calendar days
suspension I suspension (5yrs)
G Indefinite N/A
suspension
A-1.2.4 All penalties recommended for offenses covered in the Rules and Regulations shall be
considered in accordance with the recommended guidelines. The Fire Chief will have the
ability to go up or down one penalty group.
A-1.2.5 The "Reckoning Period" is the period during which an offense can still be considered a
prior offense when calculating the number of offenses an individual has for the
determination of an appropriate penalty. All"Reckoning Periods"shall be computed from
the date the penalty was first imposed, as outlined in the Guidelines for Progressive
Discipline chart.
A-1.2.6 When the same offense is committed over time, each commission of the offense may
constitute a separate offense and could be subject to disciplinary action.
A-1.2.7 Repeated violations beyond the Guideline for Progressive Discipline chart above of Civil
Service Rules, Department Rules and Regulations, City Policies and Procedures, state or
federal law, or any other course of conduct indicating an employee has little or no regard
for the obligations of employees, of the Department, shall be cause for dismissal,
regardless of the severity of the offenses, any reckoning period, or whether the violations
are the same.
2
A-1.3 Expectations of Employees
Employees shall participate in Department activities, as directed. Employees will be involved in
activities such as: being thoroughly familiar with all equipment they may be required to use in the
full performance of their duties, be thoroughly acquainted with all major cross streets and
subdivisions within their assigned districts, and perform related work as required.
All employees shall promptly report any information to their immediate superior officers they may
acquire regarding unsafe situations.
Employees shall conduct themselves in a professional manner at all times.
A-1.3.1 It shall be the duty of all employees of the Department to respond to all alarms for which
their apparatus or station is dispatched, or for which they are knowingly closer than other
responding units, unless excused by proper authority.
Penalty Code: C
A-1.3.2 Employees shall accept the responsibility for performance of the duties of a higher rank,
when assigned to act in such position.
Penalty Code: B
A-1.3.3 Employees having a reasonable suspicion that an employee of the Fire Department is using
illegal drugs or substances, on or off duty, shall immediately report to a Battalion Chief.
Penalty Code: B
A-1.4 Chain of Command
A-1.4.1 The chain of command shall be observed except when it is clear that observing the chain
of command will jeopardize the timely,efficient,and competent rendering of service to the
community or the mission of the Department or as defined in City policies.
Penalty Code: A
A-1.4.2 All employees shall perform such duties as assigned to them by their superior officers
safely,promptly,and faithfully.
Penalty Code: B
A-1.4.3 Whenever an employee receives an order, which is in conflict with a previous order, or a
Department rule or regulation, the employee will inform the 2nd officer who issued the
conflicting order, and shall then be governed by 2nd officer's instructions. It is the
responsibility of the 2nd officer to inform the 1St officer of the change of the original order.
Penalty Code: A
A-1.4.4 Employees flagrant refusal to perform work assignments or to cooperate with superior
officers in the performance of duties is not permissible. This provision includes an officer's
failure to take appropriate action,including his/her failure to address and report misconduct
as required.
Penalty Code: C
A-1.5 Reporting for Duty
All employees will report for duty on time and remain at their assigned station until the end of the
shift or until dismissed by the Battalion Chief. If an employee cannot report for duty on time it is
their responsibility to contact the on duty shift commander, at least thirty (30) minutes before the
start of the workday. It is not the supervisor's responsibility to try to contact/locate the employee.
3
A-1.5.1 Any employee who fails to report for duty or to contact the shift commander will be
considered "absent without leave". Any employee considered "absent without leave" will
have his/her pay docked in increments of 15 minutes for the amount of time the employee
is late. The employee may be subject to additional disciplinary action, based upon the
circumstances of the incident.
Penalty Code: B
A-1.5.2 Employees shall manage their trades according to Department policies and procedures.
Penalty Code: A
A-1.6 Uniforms and Equipment
A-1.6.1 All employees shall wear the designated Department uniform as outlined in the department
uniform policy.
Penalty Code: A
A-1.6.2 While on-duty any Round Rock Fire Department employee must adhere to the Department
policy on image and appearance.
Penalty Code: A
A-1.6.3 Any representation of the Round Rock Fire Department posted on the internet should
maintain professional image. Media depiction should not be vulgar, sexually explicit, or
involve any illegality. Any media deemed inappropriate will be immediately removed.
Media includes but is not limited to pictures, videos, or social media.
Penalty Code: B
A-1.7 Safety
Employees shall immediately report to their supervisors any accident or injury to themselves while
on duty at the time of its occurrence,stating the cause and apparent extent of such injury,regardless
of the extent of the injury. City and Department policy will be followed.
Each officer will be held accountable for the safety of each employee under his/her command.
Any negligence, failure to observe department Rules and Regulations, or inattention to duty by an
officer,which results in injury or accident may result in disciplinary action.
A-1.7.1 Freelancing will not be tolerated during emergency operations.
Penalty Code: A
A-1.7.2 Employees violating safety rules,playing tricks or jokes, or engaging in horseplay on the
job,which results in an accident or injury, may be subject to disciplinary action.
Penalty Code: B
A-1.7.3 No employee shall back up a fire apparatus, excluding command and administrative
vehicles,without an additional person acting as a backup guide.
Penalty Code: B
A-1.8 Records and Reports
Employees shall prepare accurate records and reports according to Department policy.
A-1.8.1 Employees shall not intentionally enter incorrect information and/or statements, alter or
damage any department log, record, book,paper, or document.
Penalty Code: C
4
A-1.8.2 Employees shall not disclose confidential information regarding City employees or
citizens.
Penalty Code: C
A-1.8.3 No item(s)may be removed or purged from an employee's personnel file, except upon
authorization of the Fire Chief, and consultation with the Civil Service Director.
Penalty Code: D
A-1.8.4 An employee shall notify the Fire Chief regarding any civil action that the employee has
filed, been served with, or subpoenaed to testify.
Penalty Code: B
A-1.8.5 Employees shall not make any purchase, or enter into a verbal or written contract with a
third party which will incur any cost or liability for the Department, without the approval
of Fire Chief or designee.
Penalty Code: B
A-1.8.6 Incident reports shall be completed within 24 hours, unless granted an exception by the
shift commander,and no later than 72 hours from the end of the shift in which the incident
occurred.
Penalty Code A
A-1.9 Conditions of Employment
A-1.9.1 Employees shall maintain the appropriate driver's license.If an employee's driver's license
has been suspended or revoked,the employee shall notify the on shift commander as soon
as possible, but no later than 24 hours.
Penalty Code: B
A-1.10 Conflict of Interest
A-1.10.1 Employees shall not use their official position or office for personal gain,or for the benefit
of a commercial or business enterprise, without the approval of the Fire Chief.
Penalty Code: C
A-1.11 Political Activity
A-1.11.1 No employees shall organize or attempt to organize,call for,or in any way cause or engage
in a strike as per Texas Local Government Code 143.087.
Penalty Code: G
A-1.12 General Conduct
When in conflict with Department Rules and Regulations, the standards of conduct set out in the
City's Human Resources Policies and Procedures Manual shall apply to all employees.
Officers are expected to set an example for their subordinates in the matter of due regard and
respect for the Rules and Regulations, orders of superior officers, and in all matters pertaining to
proper Department procedures and discipline.
All employees shall treat others in a respectful manner at all times.
A-1.12.1 No employee shall absent himself/herself from his/her assigned work place or from work
duties without permission from the appropriate supervisor.
Penalty Code: C
5
A-1.12.2 Employees shall not knowingly submit false or misleading written documents relating to
payroll or attendance.
Penalty Code: F
A-1.12.3 Employees shall not smoke or use smokeless tobacco products at any time while engaged
in emergency activities, or while making personal contact with the public in performance
of their duty. Smoking is prohibited within 15' of any entrance (including truck bays) of
City buildings.
Penalty Code: A
A-1.12.4 Employees, while in uniform, or on duty shall not enter any place where the sale of
intoxicating liquors of any kind is more than 51%of their revenue, except in the discharge
of duty,or with prior approval from the Fire Chief.
Penalty Code: B
A-1.12.5 Employees shall not have, cause, or permit intoxicating alcohol to be brought into or kept
in any City facility, except as specifically allowed by ordinance.
Penalty Code: C
A-1.12.6 No employee shall report to, or remain on duty, while impaired, as per City policy
regarding controlled substances.
Penalty Code: E
A-1.12.7 Employees shall not be convicted for operating a motor vehicle under the influence
(DUI/DWI).
Penalty Code: F
A-1.12.8 An employee shall not pilfer,steal,or appropriate any City property or property of another
person.
Penalty Code: F
A-1.12.9 No employee shall, directly or indirectly, intercede with a Civil Service Commission
member, for or against any employee or matter upon whom or which a hearing is pending
or being heard. However, nothing in this provision shall prohibit any employee from
testifying for or against any employee, or on any matter, at a meeting of the Civil Service
Commission scheduled for the purpose and for which employee testimony is being taken.
Penalty Code: D
A-1.12.10 No employee shall disseminate information regarding any employee of the City, or an
employee's family,which the employee knows, or should reasonably know, is false.
Penalty Code: C
A-1.13 Station Rules
Employees shall keep their persons,uniforms, beds, and lockers in a neat and clean condition.
Employees sleeping in the dorm between 2200 hours and 0630 hours shall not be unnecessarily
disturbed by other personnel.
A-1.13.1 Visitors, including family members,will be courteously received,but shall not be allowed
to loiter about any premises of the department and all visitors must leave by 2200 hours.
Penalty Code: A
6
A-1.13.2 Beds in stations shall not be used by non-fire department personnel,without prior approval
by shift commander on duty who will notify the Operations Division Head.
Penalty Code: A
A-1.13.3 Employees shall not make derogatory racial, ethnic,or sexist remarks in the presence of
the public or other employees while on duty.
Penalty Code: B
A-1.13.4 Employees shall not show or display on/or in City property any sexually suggestive objects,
pictures, posters,photos, calendars,cartoons, or magazines.
Penalty Code: B
A-1.13.5 Personnel must complete their time sheet by 0900 hours the shift worked or within one (1)
hour of reporting to higher classification assignment,or immediately after completing any
overtime hours worked.
Penalty Code: A
A-1.13.6 Employees shall not engage in any sexual act while on duty.
Penalty Code: F
A-1.13.7 Employees shall not intentionally be nude or intentionally display genitalia in the presence
of the public or other employees while on duty.
Penalty Code: E
A-1.13.8 Employees who purposely take, share, and/or participate in photography/video while at
work that is sexually explicit are subject to disciplinary action
Penalty Code: E
A-1.14 Procedures for Discipline
The shift commander may relieve an employee from duty when, in his/her judgment, an offense
committed is sufficiently serious to warrant immediate action. Such action shall be immediately
reported through the chain-of-command, followed by a complete and accurate written report of the
incident justifying the action.
The department shall provide to a firefighter notice of the time and location of a meeting or hearing not
later than the 48th hour before the hour on which the meeting or hearing is held if the meeting or hearing is
related to an internal departmental or other municipal investigation of the fire fighter at which the fire
fighter is required or entitled to be present, including an interrogation or an opportunity to respond to
charges against the fire fighter or before the department terminates the fire fighter's employment.
When placed on administrative leave,the employee shall promptly surrender department property,
as requested, to his/her commanding officer. Logistics will retain such property-pending
disposition of the disciplinary matter.
Any employee placed on administrative leave may be with or without pay, at the discretion of the
Fire Chief, while an internal investigation is conducted.
END
7
Certified Current:
1209 October 1, 2025
Scheduling Vacation and Supersedes:
August 6, 2025
01,
Ste, Holiday Certified by:
RRFD Chief Shane Glaiser
Objective
To define the procedure and process for scheduling vacations and holidays within the
Round Rock Fire Department for suppression personnel.
Scope
This procedure applies to all suppression personnel.
Policy
The Fire Chief or the Fire Chief's designee may alter or cancel any scheduled leave
time that cannot be filled by utilizing overtime personnel to allow the Round Rock Fire
Department to remain at minimum staffing levels (see policy-1201 Minimum Staffing
Requirements).
• With an additional twelve positions added to Suppression, an increase of one
additional vacation slot per shift shall occur, and the number of guaranteed slots
for city holidays shall go up by one.
• The Suppression Battalion Chiefs shall not count toward the allotted slots of
vacation leave or holiday leave.
Effective January 1, 2026, nine (9) leave slots are guaranteed.
• City holidays shall have ten (10) leave slots guaranteed on a city holiday that
occurs as outlined in the City of Round Rock Personnel Policy Manual.
• In the event a firefighter changes shifts, the firefighter will be allowed to keep
their approved vacation days. The approved leave time shall consist of the shift
before or after their previously assigned shift.
Administrative personnel moving to suppression will be given the opportunity to
schedule vacation days for their new shift.
Everyone shall ensure that their timesheet accurately reflects the time worked or taken
off (City of Round Rock, 2025). Scheduled leave must be taken in a minimum of twenty-
four-hour increments.
In the event of special leave, such as Training, Rock Solid Safety (RSS), and jury duty,
you must bring in supporting documentation to your Battalion Chief, with as much
advanced notice of these events as possible.
No person may schedule leave more than the amount that will be accrued at the time
the leave is to be taken (City of Round Rock, 2025). An employee who schedules leave
exceeding the accrued amount at the time of leave is subject to disciplinary action.
Scheduled leave slots may not be traded or given to other personnel. All personnel are
subject to periodic audits to ensure that scheduled leave time does not exceed the
yearly allotment.
See Policy 1204 for the procedure of adding and dropping vacation time outside of the
Annual Vacation Selection.
Annual Vacation Selection
Vacation pick calendars will be distributed prior to November 15t' for the next calendar
year. Mandatory training will be listed on the calendars with the names of those
attending.
Personnel scheduled to attend mandatory training shall not schedule leave during the
time they are scheduled for training.
Vacation picks will be conducted on a seniority basis by the approved department
seniority list.
48/96 Schedule
• Round 1 — Individual Days— Each employee may select up to eight 24-hour
shifts during Round 1 when their turn comes up. A person may pick fewer than
eight days or release any unwanted days after their vacation picks are saved. No
person shall be able to pick more than two days that are considered city holidays
as defined by the City of Round Rock Personnel Policy Manual.
• Round 2 — Individual Days —A person may select any open days, not to exceed
their annual allotment, as determined by seniority. • Firefighters with less than ten
years of service receive 10 days of vacation plus 6 holidays • Firefighters with ten
years of service or more receive 13 vacation days plus 6 holidays.
• Round 3 — Additional Days — This round is allowed for those who have
additional leave time available in ESS and wish to request additional leave time.
Annual pick and scheduled leave requests submitted during the annual pick will be
entered into the scheduling system by December 15th and approved if they meet
staffing requirements (see policy 1201 , Minimum Staffing Requirements).
Requesting Scheduled leave after the Annual Vacation Selection
The employee will select the dates requested and the appropriate leave type in the
scheduling system. The request must be made before 0900 hours on that person's
second shift before the requested tour. This includes the Battalion Chiefs vacation slot.
For further information, see Policy 1204.
Employees will email their Battalion Chief requesting the date they want scheduled
leave.
The Battalion Chief, or his designee, may approve or deny the scheduled leave based
upon staffing requirements in the scheduling system. An email will be sent to the
employee by the next shift approving or denying the request. A copy of the email will be
kept until the date of the leave request has passed.
References
Round Rock Fire Department. 1201 Minimum Staffing. Round Rock, Texas.
Round Rock Fire Department. 1204 Staffing Temporary Vacancies, Special Events, and
Special Duty Assginments. Round Rock, Texas.
d� Certified Current:
1024 April 3. 2024
Supersedes:
Transfer Request October 1, 2018
Certified by:
RRFD Chief Shane Glaiser
Objective
To establish a procedure to request transfers or trades in assignments.
Scope
This includes all civil service personnel.
Policy
All assignments in the Fire Department are made at the discretion of the Fire Chief. No
person has a right to determine where or when they will work. Approval or denial of trades
and assignment to positions is based upon the good of the Department and mission
essential justification.
Procedure
Requesting Trades in Assignments or Requesting Assignment to Vacant Positions
• Employees who desire to trade assignments or who desire assignment to a position
that is vacant or may become vacant, must be of equal rank at the time the trade or
transfer is requested.
• Employees requesting trade of assignments or transfers must forward their request,
in writing, via their chain of command. The request may be made by transfer request
form. or email chain.
• The written request must contain any special requests such as: keeping a crew
together. only going if someone does or does not go, etc. (This is often referred to as
a "me too" clause.)
• Each current and receiving company officer and Battalion Chief shall approve or deny
requested assignments based upon the good of the Department and mission
essential justifications. Reasons for denials must be in writing.
• If an officer disapproves of a request, the officer must sign the request and state the
reasons for disapproval, in writing, and the employee will be informed of the reasons.
The disapproving officer shall send the Fire Chief an email copy of the request and
the reason for disapproval. The employee may request to appeal the denial directly to
the Fire Chief, who will have the final decision.
• An employee may request as many transfers to vacant or potentially vacant
assignments, as desired. Once a transfer request is honored, all of the remaining
Page 1
requests from that employee will be removed from the file and the employee cannot
submit another transfer request for at least one (1) year.
• Personnel assigned to Fire Prevention/Arson, Training, or other administrative
assignment, etc., will generally be required to remain in those divisions for a
minimum period of two (2) years. Any deviation from the two-year requirement will
need the Fire Chiefs approval.
• A request to trade or transfer may be withdrawn, in writing, prior to the processing of
the transfers.
• An employee who is awarded a position that they requested, may not decline the
position once offered.
Announcement of Vacancy
Current vacancies will be advertised by Departmental email. Transfer requests will be accepted
for a two week period, outlined in the announcement. Subsequent vacancies created by filling of
other vacancies will not be announced but may be requested.
Filling of Positions
• The date the trade requests will be processed must be posted two weeks prior to
processing, to allow the applicant to withdraw a trade request.
• The vacancies will be filled starting at the highest rank and working down through the
ranks to firefighter.
• When filling vacancies within a rank, the person with the most seniority in the
department will get first preference. All of that individual's preferences/requests will be
considered before proceeding to the next person. An attempt will be made to honor the
top preferences of all requesters.
• No person shall forcibly displace another.
• Attempts will be made to fill vacancies with personnel who have submitted a transfer
request form.
• After all transfer requests are exhausted, or if no one has submitted a request form, the
Battalion Chiefs will recommend personnel to fill the vacancies. Employees with the least
seniority will be considered first to fill these positions.
• Specialized positions; such as, HazMat, Technical Rescue, Wildland, Fire
Prevention/Arson, Training, or other administrative assignments, etc., may require an
interview if there is more than one qualified applicant before the assignment is made.
When the interview process is used, the decision of the interview panel will determine
who receives the assignment, not seniority in the department nor time in grade.
• The interview panel should consist of up to five individuals. Those panel members may
come from, but not limited to, individuals or personnel from the special teams, the Fire
Marshal's office, the Training Division, or the Fire Department Administration. The make-
Page 1 2
up of and criteria for panel members will be established by the Fire Chief or his designee
when an interview panel is needed.
• When employees, who are in divisions that require specialized training, transfer out of
the division, an orderly schedule of out transfer and in transfer will take place so that
operations are not impaired in that division.
Special Teams
All applicants will be required to submit a recommendation from their current officer and resume
including relative training and experience. The interview process for the assignment(s) will
consist of the following:
• Initial Application to the Team
A firefighter applying for a position on a specialty team will submit all required
paperwork and be interviewed by an interview panel. The panel should include
the appropriate Special Team Coordinator.
• Special Team Coordinator
Officers applying for assignment as the Team Coordinator position will submit all
required paperwork and be interviewed by an interview. Prior to the interview, a
survey of the team at large should be performed requesting thoughts and
pro/cons of the applicants and be submitted to the interview panel for
consideration. The panel should include the Special Operations Battalion Chief.
• Special Operations Battalion Chief
Chief Officers applying to be the Special Operations Battalion Chief will submit all
required paperwork and be interviewed by an interview panel. The panel should
include the Assistant Chief of Operations.
Training
All applicants will be required to submit a letter of recommendation from their current officer and
resume including relative training and experience. The interview process for the assignment(s)
will consist of the following:
• Training Staff
Personnel applying for a transfer. or promotion, to a position in Training will
submit all required paperwork and be interviewed by an interview panel. The
panel should include the Training Battalion Chief.
• Training Battalion Chief
Chief Officers applying to be the Training Battalion Chief will submit all required
paperwork and be interviewed by an interview panel. The panel should include
the Assistant Chief of Operations.
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Fire Prevention/Arson
All applicants will be required to submit a letter of interest, a letter of recommendation from their
current officer and resume including relative training and experience. The interview process for
the assignment(s) will consist of the following:
• Lieutenant/Inspector
Personnel applying for a transfer, or promotion, to a position in Fire Prevention
will submit all required paperwork and be interviewed by an interview panel. The
panel should include the Fire Marshal or Assistant Fire Marshal.
• Captain/Assistant Fire Marshal
o Personnel applying for a transfer, or promotion, to be the Assistant Fire Marshal
will submit all required paperwork and be interviewed by an interview panel. The
panel should include the Fire Marshal.
• Fire Marshal
Personnel applying for a transfer, or promotion, to be the Fire Marshal will submit
all required paperwork and be interviewed by an interview panel. The panel
should include the Fire Marshal.
The selection process may include interviews, exercises, delivery of a presentation, or writing a
plan review commentary. The Fire Marshal reserves the right to extend the selection process if
a suitable candidate is not found.
Page 1 4
1204
Certified Current:
Staffing Temporary October 1, 2025
Vacancies Special Events Supersedes:
> > January 9, 2024
and Special Duty Certified by:
1P RRFD Chief Shane Glaiser
Assignments
Objective
The purpose of this standard operating procedure (SOP) is to outline policies for the
distribution of overtime among personnel and to take care of minimum staffing needs
utilizing the constant staffing model of the Round Rock Fire Department (RRFD) as
able.
It is the responsibility of RRFD to provide effective and efficient emergency services to
the citizens of Round Rock, including appropriate staffing levels.
Scope
This includes all Civil Service Personnel.
Policy
The staffing schedule for the upcoming tour will be filled by 1200 hours if possible, on
the shift prior (the second day of the tour), to secure the minimal staffing needs. All
schedules will be completed before the Battalion Chief leaves at the end of the tour.
Shift vacancies that create overtime will be filled after making move-ups from within the
fire station where the vacancy occurred. This shall take place on the shift prior.
When a unit has more than four personnel assigned for the day, the extra person may
be moved to another unit before hiring overtime.
At dual company stations, if there is only one unit with four personnel, the fourth rides
on the aerial.
When overtime is utilized to meet constant staffing, the position will be filled by the
employee with the lowest overtime hours who can fill the rank needed after moving
people in or out of higher class within the station.
If constant staffing is discontinued, traveling and overtime are utilized to meet minimum
staffing by the following:
• Traveling between stations and moving into higher class will be used to meet
minimum staffing.
• When overtime is utilized to meet minimum staffing, the person with the lowest
overtime hours who can fill a rank needed after moving people in or out of higher
class within the station will be used to fill the vacancy.
Overtime will be offered to individuals with the least amount of overtime hours who can
fill the rank needed after moving people in or out of higher class within the station based
on the overtime tracking report.
An employee may not return to duty after working seventy-two consecutive hours
without a break of at least twenty-four hours. Administrative personnel may sign up for the
voluntary overtime list if it does not interfere with their regular duties and work schedule.
Overtime will be offered in increments of no more than twenty-four consecutive hours
unless the overtime list is exhausted.
Personnel are responsible for ensuring they are eligible to work an overtime assignment
and report for regular duty based on the set guidelines of this policy.
There will be two overtime lists, a voluntary overtime list and a mandatory overtime list
to be determined by the Fire Chief.
If an overtime Captain and a regular shift Captain are working at the same station, the
regular shift Captain shall be considered the Station Officer and in charge.
Shift Commanders and Chief Officers have the authority to initiate an emergency recall
or call in a shift early on overtime.
Procedure
Voluntary Overtime List
Personnel may add their name to the scheduling system voluntary overtime list for the
days they would like to be considered for overtime. When personnel add their name to
the voluntary overtime list, this is considered a commitment to work on the days
requested for overtime. The shift commander filling vacancies will therefore call and/or
send a text message to the individual meeting the qualifications from the overtime list,
notifying them that they are selected for overtime. Personnel must confirm their
overtime within one hour after being notified of future shifts. For immediate needs to
meet minimal staffing levels, the Battalion Chief will contact the person and they must
confirm within ten minutes, or they will be passed over on the list. If confirmation is not
received, the Battalion Chief will enter a penalty code for the refusal into the individual's
scheduling calendar.
Personnel who have signed up for the voluntary overtime list may request to be
removed from the list, provided they have not already been given notice to fill the
vacancy. If the overtime starts after 0700, personnel on the overtime list are not
obligated to work the overtime and will not be penalized for refusing the overtime.
All personnel will have all overtime hours (excluding mandatory hours) tracked to
calculate the lowest hours for the voluntary overtime list. This includes hours created
from administrative functions.
If a person has taken overtime for less than 24 hours, they will be offered to fill a longer
slot if one becomes available. The next person on the overtime list will then be offered
the lower-hour time slot. Denying an upgrade does not count as a refusal.
If the individual from the overtime list refuses to work or is unable to be contacted, the
Battalion Chief will add a penalty code to the individual's scheduling system. After a
firefighter refuses two overtime opportunities of ten hours or more during a quarter, the
firefighter will be removed from the overtime list for the remainder of that quarter. The
firefighter will still be allowed to work overtime, when offered. through an overtime
paging message sent out to all personnel.
The scheduler will track overtime hours for all personnel and will also track penalties as
necessary. A list of penalties may be viewed from the Battalion Chief folder (For
Battalion Chief's only).
Filling Vacancies
The intent behind the method of filling the vacancy is to provide for:
• Relief of personnel and allowing individuals to receive downtime away from work,
• Transparency in how overtime is filled, and
• Meet the objective of the constant and minimum staffing model of the fire
department.
• To be consciences of the city and department budgets.
Authorized use of personnel list:
• Firefighters can work as a Firefighter or a relief Driver
• Drivers can work as an acting Lieutenant or a Firefighter
• Lieutenants can work as an acting Captain and can only work as a Firefighter to
prevent MOT
• Captains can work as an acting Battalion Chief or a Lieutenant
• Battalion Chiefs can work as a Captain and can only work as a Lieutenant to
prevent MOT
o Battalion Chiefs must meet the training requirements to work down in
rank.
o When these requirements are met, the Battalion Chief will have an
identifier of the rank by their name in Telestaff.
The Shift Commander will fill staffing shortages as follows:
Scheduling requests, reassignment, school, etc., are due to the on-duty Battalion Chiefs
by 0900 hours on shift two before your next tour.
• If there is an open vacation spot, vacation will be guaranteed if submitted by
0900 hours on shift two before your next tour.
o If multiple people submit a request for an open vacation spot, the person
who submitted the request first will get it.
• If there is an open vacation spot, you may request vacation up to 0900 hours the
day before the requested day as long as it does not create mandatory overtime.
• Canceling Vacation
o Canceling vacation will be guaranteed if canceled by 0900 hours on your
second shift before your next tour.
o You may cancel your vacation by 0900 hours the day prior as long as
overtime has not been hired.
Shift vacancies that create overtime will be filled if minimum staffing cannot be met in
the fire station where the vacancy occurred. All vacancies will be filled from the
voluntary overtime list. If the voluntary overtime list is exhausted, constant staffing will
be discontinued, personnel will move between stations, and then if needed the
mandatory overtime list will be used. Go through the following steps until the vacancy is
filled. If there is more than one vacancy, repeat the steps until all vacancies are filled.
1. Move on-duty personnel at the affected fire station to meet minimum staffing
requirements. If a vacancy exists, go to step 2.
2. Fill the vacancy with the individual from the voluntary overtime list with the least
amount of overtime hours to fill an open spot within the station, utilizing the
authorized personnel list above, by moving personnel up or down.
3. If the voluntary overtime list is exhausted, then discontinue the constant
staffing model and move personnel from other fire stations to fill the vacancy,
utilizing the station travel list.
4. If a vacancy still exists after exhausting the voluntary overtime list and moving
personnel from other fire stations, send out a page to the department asking for
anyone available, then utilize the mandatory overtime list.
Note - For the use of the Mandatory Overtime List refer to 1206 Mandatory Overtime
Policy.
Special Event Staffing:
Special event assignments and the hours to be worked shall be approved in advance by
the Fire Chief or the Fire Chief's designee.
Special events will be filled first with voluntary overtime, and the mandatory overtime list
when necessary. If special event staffing needs to be secured before the day of the
event, the individual responsible for staffing the event should first utilize the overtime
voluntary list and contact eligible personnel.
When special event staffing cannot be filled from individuals on the voluntary overtime
list, the person responsible for staffing the special event may send out an overtime page
to secure staffing for the event.
Individuals who fill special events assignments shall be selected based on rank and
individual skills, competencies, and abilities.
The individual responsible for hiring firefighters to work overtime will notify the Shift
Commander of information regarding the event so the Special Assignment can be
placed onto the scheduling software.
Special Duty Assignments:
Special duty assignments and the hours to be worked shall be approved in advance by
the Fire Chief or his designee. Individuals who work special duty assignments are
selected based upon rank and individual skills and competencies or they may be
persons required to attend certain training. Special duty assignments may or may not be
part of the overtime list or overtime page hiring process.
Special duty assignments may include, but are not limited to:
• Training instructors
• Committee assignments
• Special projects
• Department representatives and ambassadors
• Attendance at required training
• Staffing additional apparatus
Emergency Overtime
From time to time large, lengthy, multiple, or widespread events may result in the need
to bring in additional personnel or relieve on-duty personnel early. This generally occurs
in one of two forms:
• Emergency Recall
o Off-duty personnel are requested to come into the station to man available
apparatus, respond to calls for service, and/or provide supplemental manpower on
an existing scene or for city coverage. Once an emergency recall has been
initiated, the individual will be compensated from the time the request went out
until the individual is released. If the incident prompting the emergency recall is
less than eight hours in duration, employees who came into work will be
compensated for a minimum of eight hours from the time of the request. If the
employees' regular shift or voluntary overtime starts before the eight hours, they
will be compensated up to their scheduled work time. Employees may be required
to remain for the full eight hours even if the incident is mitigated sooner.
• Early Call-in
o Off-duty personnel, who are scheduled to work the next day, are paged
out to come into the station to relieve on-duty personnel, man available
apparatus, respond to calls for service, and/or provide supplemental
manpower on an existing scene. Once an early call-in has been initiated,
the individual will be compensated from the time they report to the station
until their regular shift starts. There is no minimum number of hours.
Everything referenced above this line is part of the 2025 - 2028 Meet and Confer
contract.
--------------------------------------------------------------------------------------------------------------
The Round Rock Fire Department's Minimal Staffing Requirements Policy 1201
shall be followed during the process of filling vacancies.
References
City of Round Rock. (2022). Human Resources Policies and Procedures. Retrieved
from https://employees.roundrocktexas.gov/wp-content/uploads/2022/05/CORR-
Final-Policy-2022-02-15-2022.pdf
Texas Local Government Code Title 5, Subtitle A, Chapter 143 Municipal Civil Service
for Firefighters and Police Officers. (n.d.). Retrieved from
http://www.statutes.legis.state.tx.us/Docs/LG/htm/LG.143.htm
Certified Current:
4003 October 1, 2025
Position & Acting
Supersedes:
January 4, 2024
Position Requirements Certified by:
it RRFD Chief Shane Glaiser
Objective
To develop our personnel and provide standard eligibility requirements after promotion
to a new rank, and for working in an acting position at the next higher rank.
Scope
The following shall apply to all uniformed personnel.
Policy
After promotion, all personnel will complete required classes, certifications, and training
and obtain their acting status within 18 months. If the requirements are not met,
discipline will be placed on the immediate supervisor based on the progressive
discipline model.
Personnel are required to maintain their acting status during time in grade.
The Training Division will administer all Acting Training programs.
Completion of the acting requirements does not automatically make an employee eligible
to work at the next higher rank. Approval needs to be given by the chain of command as
listed by rank below, with final approval given by the Training Division.
Employees who are authorized for acting pay (Higher Class) will receive a pay increase
equal to their current step for the rank in which they are temporarily serving.
If RRFD pays for a certification, the employee is required to maintain the certification
throughout their career.
The Fire Chief may designate additional classes on an individual basis or assign
personnel to a specialty team as necessary to maintain staffing and aid agreements.
Initial Training Course
Initial education, training, and examination for any required class or certification will be
coordinated through or provided by the Training Division. The Fire Department will pay
for all fees for the initial training, testing, and certification.
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Subsequent Exam Attempts
Scheduling, attendance, and cost for subsequent exam attempts and any remedial
training are the responsibility of the employee. The employee can schedule the
subsequent exam and any remedial training on duty if it does not disrupt operations or
create overtime. Subsequent fees, as well as travel to testing centers, are the
responsibility of the employee.
Course Re-take
If the employee fails to pass the required certification exam, they will be responsible for
the class tuition if a retake is necessary. The Fire Department will reassign the
employee during the class. All test attempts for a course re-take will be the
responsibility of the employee. Testing and certification fees for the successful exam
attempt shall be refunded upon passing the exam.
If an employee has to retake the course, they are responsible for that class tuition. The
department will pay for the initial exam attempt. Subsequent exam attempts are also the
responsibility of the employee.
Requirements:
To be eligible for a promotional examination, the candidate must currently hold the acting
position for that rank and have held it for at least the previous six months, in addition to
continuously holding the position in the immediate rank below for at least two years.
Probationary Firefighter
1. A Firefighter's probationary period is defined as twelve (12) months from
graduation from the Round Rock Fire Academy.
2. All Firefighters will meet the following requirements by the end of their
probationary period:
• Completion of IS-100, IS-200, IS-700, and IS-800,
• Completion of the Courage to Be Safe Course,
• Completion of NWCG S-130 and S-190
• Completion of the National Traffic Incident Management Responder Training,
and
• Completion of the Cancer Awareness Training.
Firefighter—Acting Driver-Engine
1. All Firefighters will meet the following requirements within 18 months of
graduating from the Round Rock Fire Academy.
Page 12
• TCFP Driver/Operator-Pumper Certification,
• Completion of the RRFD Acting Driver-Engine Program (not to be started
before 12 months in rank as a certified firefighter), and
• Approval of their Company Officer, their Battalion Chief, and the Training
Division.
2. The required completion certificate must be turned in to the Training Division to
be placed in the employee's file and sent to HR with the personnel action.
3. The Training Division will notify the Fire Department's HR Liaison by email that
the employee is now eligible to work in the next higher rank so that appropriate
documentation can be sent to HR for processing.
Firefighter—Acting Driver-Aerial
1. All Firefighters will meet the following requirements within 24 months of
graduating from the Round Rock Fire Academy.
1. TCFP Driver/Operator-Aerial Certification,
2. Completion of RRFD General Technical Rescue Course or ReSET General
Rescuer,
3. Completion of the RRFD Acting Driver-Aerial Program (not to be started
before 18 months after graduating from the Round Rock Fire Academy), and
4. Approval of their Aerial Captain, their Battalion Chief, and the Training
Division.
2. The required completion certificate must be turned in to the Training Division to
be placed in the employee's file and sent to HR with the personnel action.
3. The Training Division will notify the Fire Department's HR Liaison by email that
the employee is now eligible to work in the next higher rank so that appropriate
documentation can be sent to HR for processing.
4. Firefighters will be allowed to test for Driver without obtaining their Acting Driver-
Aerial. The 6-month acting requirement for promotional testing is met by
obtaining Acting Driver-Engine
Driver—Acting Lieutenant
1 . All Drivers will meet the following requirements within 18 months of their
promotion date:
• TCFP Fire Instructor I Certification,
• TCFP Fire Officer I Certification,
• Completion of the RRFD Officer Academy, as available
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• Completion of the Round Rock Fire Department ComTac,
• Completion of the RRFD Acting Lieutenant Training Program (not to be
started before 12 months in rank as a Driver), and
• Approval of their Company Officer, their Battalion Chief, and the Training
Division.
2. The required completion certificate must be turned in to the Training Division to
be placed in the employee's file and sent to HR with the personnel action.
3. The Training Division will notify the Fire Department's HR Liaison by email that
the employee is now eligible to work in the next higher rank so that appropriate
documentation can be sent to HR for processing.
Lieutenant— Acting Captain
1 . All Lieutenants will meet the following requirements within 18 months of their
promotion date:
• TCFP Fire Officer II Certification,
• Completion of IS-703,
• Completion of ICS-300 or G-300,
• Completion of the RRFD Acting Captain Training Program (not to be started
before 12 months in rank as a Lieutenant), and
• Approval of their Captain, their Battalion Chief, and the Training Division.
2. The required completion certificate must be turned in to the Training Division to
be placed in the employee's file and sent to HR with the personnel action.
3. The Training Division will notify the Fire Department's HR Liaison by email that
the employee is now eligible to work in the next higher rank so that appropriate
documentation can be sent to HR for processing.
Captain — Acting Battalion Chief
1 . All Captains will meet the following requirements within 18 months of their
promotion date:
• TCFP Incident Safety Officer Certification,
• TCFP Incident Commander Certification,
• Completion of ICS-400 or G-400,
• Command of Multiple Alarm Class, as available,
Page 4
• Command of Mayday Class, as available,
• Annual Incident Command Training, as available,
• Completion of the Acting Battalion Chief Training Program (not to be started
before 12 months in rank as a Captain), and
• Approval of their Battalion Chief, the Assistant Chief, and the Training
Division.
2. The required completion certificate must be turned in to the Training Division to
be placed in the employee's file and sent to HR with the personnel action.
3. The Training Division will notify the Fire Department's HR Liaison by email that
the employee is now eligible to work in the next higher rank so that appropriate
documentation can be sent to HR for processing.
Battalion Chief
1. All Battalion Chiefs will meet the following requirements within 18 months of their
promotion date:
• TCFP Instructor II Certification,
• TCFP Fire Officer III Certification,
• Completion of MGT-314,
• Completion of the Texas Fire Chiefs Battalion Chief Academy (depending on
availability).
2. All Battalion Chiefs promoted after October 1, 2025, are required to have a
bachelor's degree within 36 months of their promotion date.
Assistant Chief
1. All Assistant Chiefs will complete all required certification classes within 18
months from their date of promotion to Assistant Chief.
• TCFP Fire Officer IV Certification
2. All Assistant Chiefs will complete all required certification classes within 36
months from their date of promotion to Assistant Chief.
• TEEX Fire Service Chief Executive Officer Program,
• Completion of the Texas Fire Chiefs Academy (depending on availability).
The Fire Chief can make a waiver for any of the above-listed requirements for each
position.
Page 5
References
NFPA 1002: Standard for Apparatus Driver/Operator Professional Qualifications, 2009
Edition,
NFPA 1451 : Standard for a Fire Service Vehicle Operations Training Program, 2007
Edition,
NFPA 1021 : Standard for Fire Officer Professional Qualifications, 2009 Edition,
Meet and Confer Agreement between the City of Round Rock and the Round Rock
Firefighters' Association, IAFF Local 3082.
Page 16