Consider an exciting career with
the City of Omaha Fire Department
EOE
2010
Thinking about becoming an Omaha Firefighter?
This booklet will provide you with
the information you will need when
deciding if a career in Fire & Rescue
is for you! Within this booklet, you
will find out what is expected of you,
information about the various roles a
firefighter may play, and information
about the testing/selection processes.
TABLE OF CONTENTS
Message from the Chief
Is A Career In Fire & Rescue For You?
The OFD is committed to
Nature of Work
Minimum Qualifications
Medical Standards
Benefits
Firefighter Examination Process
Applications
Registration Form
Examinations:
Multiple Choice Examination
Physical Ability Examination
Human Relations Video Examination
Final Score/Ranking
Backgrounds
Candidate Interview
Veteran’s Preference Points
The Omaha Fire Department
Levels of Command
Bureau Operations
Training Academy
Employment Policies/Procedures
Firefighter’s Code of Ethics
Contact Information
1
2
5
7
10
11
Page 1
A message from Fire Chief Mike McDonnell
A career with the Omaha Fire Department will provide motivated individuals with an extremely rewarding profession. As an Omaha Firefighter, you will experience a career full of
daily challenges and rewards along with excellent pay and benefits. Successful applicants will
be serving the citizens of Omaha in a highly respected vocation. Joining the family of Omaha
Firefighters is an admirable goal for anyone to seek.
What can you expect as a member of the Omaha Fire Department? You will receive state-ofthe-art training in fire extinguishments, search and rescue operations, emergency medical
services, as well as many specialized areas. You will also use the most sophisticated techniques, equipment and procedures available to the fire service today. Several specialized career opportunities exist within the Omaha Fire Department. Personnel can specialize in fire
investigation, public education, inspection, safety, paramedic along with other emergency
medical services, training, recruitment or hazardous materials. The first chance to move up
the “promotional ladder” begins with just three years on the Department. After three years of
service, employees are eligible for assignment as a paramedic on a medic unit or test for the
position of Fire Apparatus Engineer and drive a fire truck.
A career as an Omaha Firefighter does come with high expectations and demands. Candidates need to be in top physical and mental condition. Applicants need to have an exemplary employment record and possess a high school diploma or GED. This booklet
will explain the qualifications in greater details.
Choosing a career as a firefighter with the Omaha Fire Department will offer you employment with excellent pay, benefits, paid
vacation and holidays. More importantly, you will have a fulfilling career serving the needs of your fellow citizens while developing life-long relationships with your co-workers. These opportunities are available to men and women of all races, creeds and
religions. The City of Omaha is an Equal Employment Opportunity Employer.
I encourage you to pursue a career with the Omaha Fire Department to create opportunity in your life and future successes.
If anyone at the Omaha Fire Department can be of any assistance to you during the selection process for Firefighter, please contact the Public Education Bureau at 444-3847. Thank you!
The Omaha Fire Department’s Mission Statement:
The Omaha Fire Department strives for excellence in the quality of work
and services provided to the citizens of Omaha.
Our Values:
Central to the mission of the Omaha Fire Department are the values that guide work performance and decision-making, and help contribute to the quality of life in Omaha. The Omaha Fire Department values are the
foundation upon which policies, goals, and operations are built. In fulfilling the Omaha Fire Department mission, we need the support of citizens, elected representatives and city officials to provide the quality of service our values commit us to providing. Therefore, the men and
women of the Omaha Fire Department value:
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HUMAN LIFE
INTEGRITY
LAWS AND CONSTITUTION
EXCELLENCE
ACCOUNTABILITY
COOPERATION
PROBLEM-SOLVING
OURSELVES
Page 2
The Omaha Fire Department and their firefighters are committed to:
1. Providing the citizens of Omaha with professional, timely responses to their calls for emergency services.
2. Providing quality services in a courteous manner with the greatest efficiency and effectiveness while being
receptive to citizen’s ideas and suggestions.
3. Opening employee communication and participation in non-emergency decision-making.
4. Providing opportunities, which will improve productivity and encourage each employee in his/her efforts to
achieve career goals.
5. Maintaining a fair and safe work environment, which ensures equal opportunities for all employees, is teamoriented and enjoyable, and which excellence in performance is rewarded.
6. Providing the city administration, city council, and other city departments with honest, thorough and timely
responses and support services necessary to accomplish their goals.
7. Ensure ethical standards and accountability in the use of financial and human resources.
Nature Of Work
This is skilled work in extinguishing fires and rescue operations. Work involves the performance of duties at fire
scenes to extinguish fires, safeguard lives, salvage property, prevent the recurrence of fires, and protect properties
from the elements, vandalism, and theft. Work also involves the routine inspection and maintenance of fire apparatus,
fire station facilities and firefighting equipment, the performance of inspections, providing basic life support and assisting in providing advanced life support, training and drilling in the use of fire equipment and fire fighting techniques, and the performance of public relations activities. At times, the work is performed in conditions of extreme
temperatures and danger for prolonged periods of time, during which time one’s vision may be partially or totally obscured. An employee in this classification exercises some independence in the performance of duties and receives
close supervision from a superior.
Minimum Qualifications:
Age:
An applicant must be at least 17 years of age at the time of application. Selected candidates must be at least
18 years of age at the start of the training academy.
Health:
Must be able to perform the physical requirements of the position and pass the medical standards established
by the National Fire Protection Association (see page 3 for more information).
Driver’s
License:
Must possess a valid motor vehicle operator’s license throughout the testing period and employment.
Education:
An applicant must have a high school diploma or its equivalent at the start of the training academy. An applicant must also be able to read at the 11th grade level.
Residency:
Persons hired as Firefighters are not required to reside within the City limits of Omaha.
Special
Qualifications:
Must be willing to submit (following a conditional job offer) to medical evaluation, psychogical tests,
drug/vision/hearing tests, and a background investigation. Prior to the job offer, must be willing to submit to
random drug testing after being hired. Must be willing to work varying shifts, weekends, and holidays.
Non-Smoking
Clause:
As a condition of employment during the probationary period (1 year) candidates will be required to sign an
understanding that they will not consume any tobacco products, on or off duty.
Page 3
Medical Standards
The City of Omaha’s examining physician shall be the sole judge of the medical qualification of an applicant. Medical standards for the position of Firefighter include, but are not limited to, the following standards:
Eyes:
Must have far visual acuity of at least 20/40 binocular corrected. Far visual acuity uncorrected shall be at least
20/100 binocular for wearers of hard contacts or spectacles. Must be able to distinguish colors and be able to
see peripherally with both eyes.
Ears:
Average uncorrected hearing deficit at the test frequencies of 500 Hz, 1000 Hz, 2000 Hz, and 3000 Hz less
than 40 dB in either ear.
Nose and
Throat:
Must be free from any disease causing obstruction to free breathing under normal and stress activities.
Lungs:
Must be free from any acute, chronic or irreversible disease of the respiratory organs as revealed by physical
examination, history, chest X-ray, or other proper diagnostic testing.
Circulatory
System:
Must be free from any organic disease of the heart, arteries, or vascular systems (past or present). Blood Pressure: Maximum systolic - 140. Maximum diastolic - 90. (Candidates who maintain blood pressure levels with
medication must demonstrate to examining physician that blood pressure is adequately controlled with medication. Rechecks may be made at the discretion of the examining physician.)
Back, Spine &
Must be free from congenital neck and back abnormality, and disease or injury to the neck and spine, or to the
Sacroiliac Joints: sacroiliac joints.
Abdominal
Organs:
Must be free from acute or chronic disease of the stomach, liver, spleen, pancreas or bowels. Hernia (rupture)
must be satisfactorily repaired at least sixty (60) days prior to employment.
Extremities:
Must be free from affliction of the joints, stiffness or other conditions, which interfere with free mobility of
the skeletal system. All extremities must be present in their entirety and functional within standard joint range
of motion.
Genitourinary:
Must be free of disease of the kidneys, bladder, urinary tract or genital organs. Must be free from untreatable
venereal diseases.
Nervous
System:
Must be free from organic disease of the nervous systems, nervous disorders, paralysis to the extent that it interferes with the normal performance of required duties.
Skin Disease:
Must be free from any contagious condition.
Physical
Stature:
Must be physically sound with strength and coordination sufficient to pass required tests and essential functions of the job.
Drugs:
Must be free from addiction to drugs.
Alcohol:
Must be free from chronic alcoholism.
ANY OF THE ABOVE CONDITIONS WHICH HINDER THE PERFORMANCE OF AN
APPLICANT MAY BE MEDICAL REASON FOR REJECTION OF AN APPLICANT.
The examining physician will utilize the most recent edition, NFPA 1582 standard on
comprehensive occupational medical programs for Fire Departments.
Page 4
Benefits
(Based on 12/23/2008 CIR decision)
Vacation
(Annual
Leave):
1—3 years of service
—
135 hours
4 years of service
—
143 hours
5 years of service
—
148 hours
For more information regarding vacation, please visit the Human Resources website.
Sick Leave:
Employees assigned to a 24-hour shift shall accumulate sick leave at the rate of 148 hours per year up to
an unlimited amount.
Funeral
Leave:
24 hour shift - Immediate family, 45 hours. Other relatives, 15 hours.
Military
Leave:
Not to exceed one hundred eighty (180) hours in any one calendar year. Such leave of absence shall be in
addition to the regular vacation leave of the employee.
Jury Duty:
When an employee is summoned for jury duty by a court of competent jurisdiction and his/her attendance
in court is required during his/her regularly scheduled duty shift with the City, he/she shall receive regular
pay from the City during such service provided jury pay is turned over to the City Finance Officer for
those days he/she is normally scheduled to work and remuneration is claimed.
Longevity
Pay:
Please note: these figures are for the rank of Firefighter & Senior Firefighter only.
6 to 7 years of service
-$663 Annual
8 to 9 years of service
-$693 Annual
10 to 13 years of service
-$1,011 Annual
For more information regarding longevity pay, please visit the Human Resources website.
Holidays:
The CIR decision has established 9 paid holidays for Firefighters. At this time, these holidays have not
been identified.
Insurance:
Life Insurance: The City shall provide and pay 100% of the present premium for a $50,000 Group Term
Life Insurance Policy, and an additional $50,000 for accidental death. Optional coverage is available at
the employee’s expense.
Dental Insurance: Individual - The City pays 100% of the premium. Family - The City pays 75% of the
premium.
Health Insurance: The City shall provide group insurance for a comprehensive major medical program
plus Preferred Provider Organizations (P.P.O.), and shall pay 100% the insurance premium for individual
and 96% individual plus one and family coverage.
Injured On
Duty (Temporary
Disability):
Any employee who is a member of the Firefighter’s Pension System who shall sustain injuries or sickeness, arising out of and in the course of his/her employment, which are of such a character as to unfit him/
her temporarily for active duty, shall receive full pay for the period of such temporary disability, but
not to exceed 365 calendar days for each such injury.
Retirement:
Employees who have 20 or more years of service and are 50 years of age or older, shall be allowed to
apply for normal service retirement, and receive benefits at the appropriate benefit level, depending upon
the years of service. Employees who have 25 years of service and are 45 years of age or older, shall be
allowed to apply for normal service retirement.
Tuition
Reimbursement:
The City shall pay the full tuition and related fees, excluding books and parking
for those employees who succeed in accomplishing a “C” or above in the required courses for Fire Protection Technology.
**NOTE: THE BENEFITS ARE SUBJECT TO CHANGE DUE TO
POSSIBLE CONTRACT CHANGES**
Page 5
Applications: It is a requirement to complete a City of Omaha
online application when applying for employment with the City of
Omaha. Applications are only accepted when the job is posted on
our website (www.cityofomaha,org).
Examinations: Once your application has been submitted and accepted, you will be scheduled for the first step in the examination
process. In order to be referred to the Fire Department for consideration as a Firefighter with the City of Omaha, a candidate must successfully pass the following steps in the examination process. All of
these events will have a cut-off score, candidates scoring below the
cut-off scores will NOT be eligible for further selection consideration. The Examination Process is as follows:
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Multiple Choice Examination: All candidates will be given a paper and pencil multiple choice examination
that is designed to measure the skills and abilities required to perform the duties of a Firefighter. The cut-off score
will be announced prior to the administration of the multiple choice examination. The multiple choice test score
will be factored into the final grade.
Physical Ability Examination: The nature of firefighting calls for strenuous physical activity. Therefore, the
physical ability examination is designed to measure the physical strength, stamina, ability, and endurance required
for the position. The physical ability examination is graded on a pass/fail basis and will not be factored into the
final score. For more information regarding the physical ability, see the OFD website at www.omaha-fire.org.
Human Relations Video Examination: The video based human relations test (Fire-TEAM) is designed to
measure dependability, situational reasoning, initiative and interpersonal skills. The Fire-TEAM video test score
will be factored into the final grade. For practice tests you can visit the following website: www.ergometrics.org.
Final Score/Ranking: Upon successful completion of the multiple choice examination, the physical ability, and
the video examination, candidates will be placed on an eligibility list. Ranking on this eligibility list will be based
on a combined statistical weighting of multiple choice examination score and the human relations video examination.
Backgrounds: When a candidate on the eligibility list is referred to the Fire Department, he/she will be required
to complete a detailed background questionnaire, which will be the basis for a preliminary background investigation. Falsifying information or deliberate omissions may cause the candidate to be disqualified. An in-depth background investigation will then be completed on each candidate who progresses to the next phase of the selection
process. The background check will include: gathering financial, military, educational, and employment information, as well as traffic and criminal histories. Listed below are some of the items, which could be cause for disqualification. Please note that this list is provided for purpose of example, and is not all-inclusive.
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History of financial problems, i.e. continuous garnishment of wages, non-payment of bills, recent filing of
bankruptcy, chronic history of debt, problems with collection agencies. Civil lawsuits where the candidate was
named as a defendant will be investigated.
Felony convictions
Criminal and traffic records. This includes items such as driving while under the influence (DWI) or driving
during suspension of license.
Poor employment history, i.e., fired from several jobs, excessive absences/tardiness, or long-term unemployment.
Lack of high school diploma or GED
History of drug and/or alcohol abuse. A drug screen test will be administered to all candidates by the Omaha
Fire Department.
A dishonorable discharge from the military.
Page 6
•
Candidate Interview: The Fire Chief (or designee) will interview the candidates who are ranked on the final eligibility list. Candidates who are then selected will receive a conditional offer of employment. If a conditional offer of employment is made, the candidate will be required to take and pass the following examinations/evaluations:
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Medical Examination: A physician who is contracted by the City of Omaha administers a comprehensive medical
history, physical examination, lab analysis, and X-rays. The most recent medical guidelines established by the National Fire Protection Association are the standards followed by the City of Omaha. A more detailed description of
the standard is provided in the Medical Standards section of this brochure. Any physical condition(s) that could seriously hamper job performance may be sufficient reason(s) for rejection.
Psychological Evaluation: A clinical psychologist will test and interview the candidates. Any psychological condition that could seriously hamper job performance may be sufficient reason(s) for rejection.
NOTE: The background investigation and the interview with the Fire Chief may be conducted at different stages of
the selection process and not necessarily in the order listed. The psychological and medical examinations will be conducted after the conditional offer of employment. Individuals must pass the background, medical, and psychological
standards to receive a final offer of employment.
THE BACKGROUND INVESTIGATION WILL BE CONDUCTED BY THE OMAHA FIRE DEPARTMENT. ANY INFORMATION OBTAINED THROUGH THE CHIEF’S INTERVIEW,
BACKGROUND INVESTIGATION, MEDICAL OR PSYCHOLOGICAL EXAMINATIONS IS
THE PROPERTY OF THE CITY OF OMAHA AND IS NOT SUBJECT TO REVIEW BY THE
CANDIDATE.
Military Veteran’s Preference Points
a.
b.
c.
d.
e.
f.
g.
h.
For the purposes of this section the following words and phrases shall have the meanings respectively ascribed to them:
Veteran shall mean any person who served full-time duty with military pay and allowances in the armed forces of the
United States, except for training or for determining physical fitness, and was discharged under honorable conditions;
Full-time duty shall mean duty during time of war or during a period recognized by the United States Department of Veterans Affairs as qualifying for veterans benefits administered by the department and that such duty from January 31,
1955, to August 5, 1964, shall have exceeded 180 days unless lesser duty was the result of a service-connected or service
aggravated disability;
Disabled veteran shall mean an individual who has served on active duty in the armed forces of the United States, has
been separated there from under honorable conditions, and has established the present existence of a service-connected
disability or is receiving compensation, disability retirement benefits, or pension because of a public statute administered
by the United States Department of Veterans Affairs or a military department; and
Preference eligible shall mean any veteran as defined in this section.
A preference shall be given to preference eligibles seeking employment with the City of Omaha.
Veterans who obtain passing scores on all parts or phases of an examination and who have qualified for placement on an
eligibility list shall have five points added to their passing score if claim for such points is made on their applications. An
additional five points shall be added to the passing score of any disabled veteran.
Proof of eligibility for preference hereunder shall be provided by the veterans in the form of copies of their discharge certificates and/or medical records (if applicable).
To claim five (5) points for Military Veterans Preference, you must submit proof of service (such as a DD-214)
that includes date of induction, date of honorable discharge, and your social security number. This information
must be submitted to Human Resources on or before the Military Veteran’s Preference Point's deadline date
stated on the job posting. You must show that you have completed more than 180 consecutive days of active
duty and that you have been discharged. To receive an additional five (5) points credit for disability, you must
submit proof of eligibility from Veterans Administration dated within the last 12 months from the Military Veteran’s Preference Point's deadline. Military Veterans Preference Points will ONLY be added to the candidate’s
final score once they have passed all the examinations. The Human Resources Department will NOT be responsible for obtaining this information. If the applicant does not provide this information by the deadline date, veteran’s preference points will NOT be assigned.
Page 7
Levels Of Command
The Fire Chief, who maintains direct control over the entire Fire Department, heads the Omaha Fire Department. The
Assistant Fire Chiefs are under the direct supervision of the Fire Chief and are responsible for overseeing the daily operations of all bureaus and fire suppression personnel. The Battalion Fire Chiefs report to the Assistant Fire Chiefs and
are responsible for the supervision of personnel in a bureau or a fire suppression battalion. Assistant Fire Marshals
report to the Battalion Fire Chief in charge of the Fire Prevention & Education Bureau and is a supervisory position
responsible for assisting in the direction and operation of the Fire Prevention and Education Bureau. The Drillmaster
reports to the Battalion Fire Chief in charge of the training academy and is a supervisory position responsible for assisting in the direction and operation of the Training Bureau. Paramedic Shift Supervisors report to the Battalion Fire
Chief in charge of the Emergency Medical Services Bureau and is a supervisory position responsible for assisting in
the direction and operation of Emergency Medical Services. Fire Captains may be assigned to emergency medical
work commanding a City of Omaha rescue unit, a bureau, or to a supervisory position on a fire suppression company.
The Fire Apparatus Engineer specializes in the operation and driving of heavy fire equipment vehicles.
Bureau Operations
The Omaha Fire Department currently has several bureaus in which non-fire suppression services are provided. These
bureaus are: 1) Technical Services; 2) Fire Prevention and Education: 3) Training/Special Operations; 4) Fire Investigation; 5) Research/Development and Safety; and, 6) Emergency Medical Services/E.M.S. Training.
The Technical Services Bureau The primary responsibilities of this bureau are to keep all vehicles
and equipment in working order as the OFD liaison with the vehicle maintenance facility and building
maintenance, ordering, storing and delivering of supplies and furniture to stations and writing specifications for new apparatus, equipment, turn out gear and hose. The Technical Services bureau also
works together with 911 communications regarding communications equipment and telephone services. The bureau
also issues monthly supplies, tests efficiency of various fire equipment, keeps uniforms and protective clothing inventories current; and maintains records on equipment and building. An added responsibility of the bureau is the maintenance and certification of all self- contained breathing apparatus for the entire department.
The Fire Prevention and Education Bureau is responsible for the organization of fire prevention and inspection programs. This includes the inspection of buildings and installations throughout
the city for the purposes of eliminating fire hazards, testing fire detection systems, approving permits,
reviewing building plans, interpreting new and existing policies and ordinances, following up on complaints pertaining to fire code violations, and participating in public education programs. The education branch of this Bureau is responsible for implementing and coordinating all fire safety presentations to the general
public. This includes fire apparatus and firefighters’ appearance at schools, all safety educational programs available
to the public and private schools, businesses, day cares, home care, pre-schools, and private functions such as block
parties, health fairs, neighborhood association, etc. This bureau is also in charge of the “Operation Home Safe – Outreach 2008” residential smoke detector program. The Public Education and Affairs Bureau is the liaison for the media
at multiple alarms.
The Training/Special Operations Bureau is responsible for implementing fire training programs for all sworn fire personnel. Instruction and drills are normally carried out at the fire training
academy. All in-station training programs are also under the direct supervision of this unit. In addition, the Training Bureau utilizing standards outlined by the National Fire Protection Association
(NFPA) trains new firefighters.
The Fire Investigation Bureau is charged with conducting all investigations of suspicious, questionable and unknown fires or where human fatality or explosions are involved. Investigators search
for and preserve evidence, take photographs, interrogate witnesses and suspects, obtain statements,
prepare reports, testify in court, and give lectures and demonstrations for Fire, Police, or private
groups. In addition, this bureau is responsible for apprehending fire suspects and preparing evidence for prosecution
pertaining to all forms of arson, false alarms or other violations.
Page 8
The Research, Development and Safety Bureau is responsible for ensuring that all other Fire
Department Bureaus establish and/or expand safety programs, along with delegated responsibilities,
and to establish/administer the Fire Department’s safety program. This also includes: reviewing accident and IOD forms, following up on corrective measures to prevent accidents, conducting inspections
to discover and correct unsafe acts and/or conditions, providing technical advice on safety aspects in designing living
quarters, apparatus, equipment, and protective clothing, maintaining an accident record keeping systems, submitting
safety status reports to the Fire Administration, exchanging safety information with other fire departments to keep upto-date on problems, ensuring that the department complies with applicable local and national safety standards, acting
as a liaison with safety representatives of other state, federal and local safety organizations, and ensuring compliance
with fire grounds and in-house safety procedures. This bureau is also responsible for compiling information on new
equipment, techniques and ideas that when implemented keep the Omaha Fire Department on the cutting edge of the
national fire service.
The Emergency Medical Services/E.M.S. Training Bureau is responsible for the operation
and support of 14 paramedic units and 32 Emergency Response Teams (E.R.T.), which includes automatic defibrillator equipped teams. Additional responsibilities include: administrative, equipment, liaison and training functions. This bureau is also responsible for continuing education and quality control for both paramedic and emergency medical technicians. The Special Operations portion of this bureau is responsible for the administration of the Hazardous Materials Unit, which responds to all emergencies involving the release of
hazardous materials or hazardous substances into the environment and to ensure that federal, state, and local laws concerning hazardous waste/material recovery and handling are met at every hazardous materials emergency. This Bureau is also responsible for the development and implementation of comprehensive hazardous materials training programs and in-station training. This Bureau administers technical rescue, which includes specialized rope rescue, confined space rescue, high angle rescue, cave-in (trench) rescue, and other forms of heavy rescue.
Training Academy
The successful applicant for the position of Firefighter with the Omaha
Fire Department will receive continuing education and training throughout
his/her career. Candidates have a probationary period of 14 months after
their date of hire.
The initial assignment for the probationary Firefighter will be with the
Fire Department Training Academy. Under the direction of the Training
Bureau staff, candidates are introduced to the fundamentals of firefighting
and emergency medical services. During this initial training period with
the fire academy, candidates will be involved with classroom lectures,
firefighting skills, techniques and theory. The probationary Firefighter will
be administered weekly written and practical examinations. Candidates must successfully meet all testing requirements during the academy and the probationary period. At the
conclusion of the training academy, comprehensive written and
practical examinations will be administered. Captains of the
probationary firefighter are trained as Field Training Officers
(F.T.O.). The F.T.O. is in charge of implementing the firefighting training program (in-station and field assignments) as
prescribed by the Training Bureau. At the conclusion of the
Probationary Firefighter’s first year, the Training Bureau staff
administers comprehensive written and practical examinations.
Candidates must successfully pass all comprehensive (written
and practical) examination.
Page 9
Employment Policies/Procedures
Work Schedule: Fifty-six (56) hour work week, alternating 24 hours on and 24-hours off for a period of 10 days. Following this period of 10 days, the employee will be off for 5 calendar days, then the work cycle begins again. Twentyfour (24) hour duty shift commences at 7:00 a.m. The employee shall report for roll call 15 minutes before the start of
his/her shift. Must be able to work varying shifts, weekends, and holidays.
Overtime: Work performed in excess of a normal duty shift shall be compensated at the rate of 1 hour of straight time
or 1 1/2 times the actual number of hours worked in excess of the normal duty shift, whichever is greater.
Call-In: If an employee is called to duty during off-duty time, such employee shall be paid at the rate of straight time
for 4 hours of the normal duty shift, or 1/2 times the actual number of hours worked, whichever is greater.
Probationary Period: The candidate’s probationary period of 14 months from their date of hire shall consist of time
spent in the Training academy and their suppression assignment into the firefighting training program (in-station and
field assignments). Any interruption of employment during any probationary period shall not be counted as part of
such period. Any probationary candidate who does not satisfactorily meet the requirements of an entry level firefighter during the probationary period may have his/her probationary period extended for an additional six (6) months
and the pay increase likewise postponed. An employee whose probation has been extended pursuant to the above shall
have no right to appeal or grieve such extension. At any time during the probationary period the Fire Chief may remove an employee whose performance does not meet the required standards, provided that he shall report the removal
and reasons therefore in writing to the Human Resources Director and to the employee concerned. Any employee removed from a position during the year's probationary period shall not be entitled to appeal such removal or have the
same reviewed by an arbitrator, Personnel Board, or any court of law. However, such employee shall have the right to
address his/her termination with either the Human Resources Director or the Labor Relations Director, but not both.
Page 10
As a firefighter, my fundamental duty
is to service humankind; to safeguard
lives and property; and to respect the
Constitutional rights of all to liberty,
equality, and justice.
I will keep my private life unsullied as
an example to all; maintain courageous calm in the face of danger,
scorn, or ridicule; develop selfrestraint; and be constantly mindful of
the welfare of others. Honest in
thought and deed in both my personal
and official life, I will be exemplary in
obeying the laws of the land and the
regulations of the department. Whatever I see or hear of a confidential nature or that is confided to me in my official capacity will be kept ever secret
unless revelation is necessary in the
performance of my duty.
I will never act officiously or permit
personal feelings, prejudices, animosities, or friendships to influence my decisions. I will perform my duties without fear or favor, malice or ill will, never employing unnecessary force or violence and never accepting
gratuities.
I recognize the badge of my office as a symbol of public faith, and I accept is as a public
trust to be held so long as I am true to the ethics of the Fire Service. I will constantly
strive to achieve these objectives and ideals, dedicating myself to my chosen profession -Fire Prevention and Suppression.
City of Omaha Human Resources Department
1819 Farnam Street, Room 506
Omaha, NE 68183
402.444.5300 (phone)
402.444.5317 (fax)
www.cityofomaha.org
[email protected]
City of Omaha Fire Department
Recruitment Division
1516 Jackson Street
Omaha, NE 68102
402.444.3560 (phone)
http://omaha-fire.org/index.php
Caveat
The information on the requirements, benefits, and standards for the position of Firefighter as outlined in
this booklet should be considered for information purposes only. The information may be amended or
otherwise modified at any time as a result of labor negotiations or where authorized by independent action of the City of Omaha. The information contained in this booklet should not be construed as conferring any legal rights upon any applicant/employee.
Produced by:
The City of Omaha
Human Resources Department
2010
**Front cover (small photo), picture of Chief McDonnell, research & development photo, ethics photo are courtesy of Mike
Connor, Fire Department Photographer
**Emergency medical services picture on page eight are courtesy of Dave Uhlig, Fire Department Photographer
**Front Cover (main photo) are courtesy of Anthony Gaines, Fire Department Photographer