Presented by: Engineer Todd Marty Firefighter

1. 1 48/96 Work Schedule Presented by: Engineer Todd Marty Firefighter/Operator Tim Swaner Firefighter/Operator Micah Rader

2. 2 What is the 48/96? 48 hours on/96 hours off Something different Something progressive What is the 48/96? Exactly what it says�.48 hours on and 96 hours off. It is something different that has been 100% accepted by the fire departments that use it. As I will mention later, we have yet to find a department that has moved away from this schedule after implementing it. This is something progressive. This could really bring some attention to our department in the state. We are currently unaware of a department in Colorado that uses this schedule. We could be the first. What is the 48/96? Exactly what it says�.48 hours on and 96 hours off. It is something different that has been 100% accepted by the fire departments that use it. As I will mention later, we have yet to find a department that has moved away from this schedule after implementing it. This is something progressive. This could really bring some attention to our department in the state. We are currently unaware of a department in Colorado that uses this schedule. We could be the first.

3. 3 The 48/96 and the Fire Service Utilized by professional fire departments since the early 1990�s Widespread and rapidly gaining in popularity Over two dozen departments switching to the 48/96 in the last five years This schedule is not a theoretical experiment in the fire service but a proven and valid schedule option Departments using the schedule are diverse in their demographics, management structure, and overall philosophies Repeat segment Mostly California and western US Repeat segment All of the research has been done regarding the overall idea here What we found here was that some of the departments were like ours� small to medium size departments with sporadic call volume. We also found that some of the departments were NOT like ours��� they are much larger departments, running many more calls than we do here�..they are operating very successful under the proposed 48/4�s schedule. Repeat segment Mostly California and western US Repeat segment All of the research has been done regarding the overall idea here What we found here was that some of the departments were like ours� small to medium size departments with sporadic call volume. We also found that some of the departments were NOT like ours��� they are much larger departments, running many more calls than we do here�..they are operating very successful under the proposed 48/4�s schedule.

4. 4 Fire Departments working the 48/96 Albuquerque Fire Responds on over 50,000 calls a year Six of Albuquerque�s 21 stations run between 350 and 500 calls a month 12 to 17 calls per day 36 to 51 calls per tour Perform ALS Has been working the 48/96 for nine years Performs ALS- we believe this to be very important as their thought processes can be much more involved in times of fatigue that those of Eagle River Fire 9 years- it must work well otherwise it would not still be in place (If they question this- contracts that this may have been negotiated out of by now Performs ALS- we believe this to be very important as their thought processes can be much more involved in times of fatigue that those of Eagle River Fire 9 years- it must work well otherwise it would not still be in place (If they question this- contracts that this may have been negotiated out of by now

5. 5 Fire Departments working the 48/96 Cont� City of San Bernardino Fire Department 11 stations Three stations run 350 to 500 calls per month 12 to 17 calls per day 36 to 51 call per tour You may think we are comparing apples to oranges here�.we do not believe this to be the case in this situation��we believe that by showing you the busiest departments successfully on this schedule will show you that call volume should NOT be a factor in your decision making Call per tour- now running 24 to 34 calls per tour. This means more rest. You may think we are comparing apples to oranges here�.we do not believe this to be the case in this situation��we believe that by showing you the busiest departments successfully on this schedule will show you that call volume should NOT be a factor in your decision making Call per tour- now running 24 to 34 calls per tour. This means more rest.

6. 6 Interesting findings All of the departments working the 48/96 share an overwhelming level of satisfaction with the schedule None of the agencies chose to return to their previous schedule One of the more telling findings the 48/96 Committee identified was that all of the departments working the 48/96 share an overwhelming level of satisfaction with the schedule One of the more telling findings the 48/96 Committee identified was that all of the departments working the 48/96 share an overwhelming level of satisfaction with the schedule

7. 7 Comparisons of the 48/96 vs. the Kelly Schedule No differences for administration 3 Platoons, ABC shifts 56 hours per week 112 hours per pay period 121 shifts per year 48/96 and Kelly Schedules are both��. No differences for admin. i.e. payroll48/96 and Kelly Schedules are both��. No differences for admin. i.e. payroll

8. 8 Specifics to each schedule Number of four-days per year Mornings at home not traveling to or from work per year Weekend rotations Number of complete weekends off Other weekend statistics The following slides get down to the specific numbers of each schedule- they are as follows:�..The following slides get down to the specific numbers of each schedule- they are as follows:�..

9. 9 Number of four-days per year Kelly 40 per year 48/96 60 per year 20 more per year (50% increase) 50% increase in the number of 4-days per year 50% increase in the number of 4-days per year 50% more time to� go to the lake go mtn biking plan that short get away 50 % increase in the amount of time that you get to spend w/ FAMILY..friends or just resting and recovering from work�with NO change to the way the department manages the administrative details i.e. payroll. 50% increase in the number of 4-days per year 50% increase in the number of 4-days per year 50% more time to� go to the lake go mtn biking plan that short get away 50 % increase in the amount of time that you get to spend w/ FAMILY..friends or just resting and recovering from work�with NO change to the way the department manages the administrative details i.e. payroll.

10. 10 Mornings at home not traveling to or from work Kelly 3 of every 9 33% of mornings at home 120 per year 48/96 3 of every 6 50% of mornings at home 180 per year 60 more (50% increase) Counting days starting on day two of a four-day and continuing to the first day of the following four-day. 50% more you will get to wake up at home�with your family, participating in getting the kids ready for school, interacting. Not spending money on gas, not adding to pollution. At home. 60 more (50% increase) days that you wake up at homeCounting days starting on day two of a four-day and continuing to the first day of the following four-day. 50% more you will get to wake up at home�with your family, participating in getting the kids ready for school, interacting. Not spending money on gas, not adding to pollution. At home. 60 more (50% increase) days that you wake up at home

11. 11 Weekend rotations Kelly 48/96 Sat / Sun. Sat / Sun. X O O X X O X X X O X O O O O O O O O O O X O O O X O O O X Repeat Repeat X = 24 hour shift on duty, 0 = 24 hours off duty. Current schedule yields TWO Sat./Sun. off every three rotation. 48-96 yields THREE Sat./Sun. off every three rotations. What does this mean?Current schedule yields TWO Sat./Sun. off every three rotation. 48-96 yields THREE Sat./Sun. off every three rotations. What does this mean?

12. 12 Complete Weekends Off Kelly 33% of weekends off per year 17 per year 48/96 50% of weekends off 26 per year 9 more (50% increase)

13. 13 Work One Weekend Day (Sat or Sun) Kelly 35 per year 48/96 17 per year 18 less (50% reduction)

14. 14 Short-term fatigue One of the biggest advantages of the 48/96 is that it allows employee more opportunity to recover from sleep deprivation/ long-term fatigue. One of the biggest advantages of the 48/96 is that it allows employee more opportunity to recover from sleep deprivation/ long-term fatigue. How is this true? Firefighters found that they were not getting the rest needed between duty days with the modified Kelly schedule. They were at home raising families, working other jobs, or working on their house. One of the biggest advantages of the 48/96 is that it allows employee more opportunity to recover from sleep deprivation/ long-term fatigue. How is this true? Firefighters found that they were not getting the rest needed between duty days with the modified Kelly schedule. They were at home raising families, working other jobs, or working on their house.

15. 15 Fatigue and the 48/96 Departments found that after the schedule change, the issues of increased fatigue were not realized Departments found that over time the schedule can significantly reduce fatigue No increases in injuries or disabilities resulting from the schedule change Departments have seen a reduction in sick leave use Many employees support the 48/96 because of the fact that over time the schedule can significantly reduce fatigue. Employees did not report an increase in fatigue through each of the 48-hour tours. In regards to short-term fatigue, members stated that their levels of fatigue were comparable or higher on the 3rd shift of the Kelly schedule, which offers no significant rest periods between shifts, when compared with the second shift of the 48/96. Departments that have switched to the 48/96 schedule have seen no increases in injuries or disabilities resulting from the schedule change. In addition many departments have seen a reduction in sick leave use Many employees support the 48/96 because of the fact that over time the schedule can significantly reduce fatigue. Employees did not report an increase in fatigue through each of the 48-hour tours. In regards to short-term fatigue, members stated that their levels of fatigue were comparable or higher on the 3rd shift of the Kelly schedule, which offers no significant rest periods between shifts, when compared with the second shift of the 48/96. Departments that have switched to the 48/96 schedule have seen no increases in injuries or disabilities resulting from the schedule change. In addition many departments have seen a reduction in sick leave use

16. 16 Short-term fatigue During busy periods short-term fatigue would be expected to increase for some individuals working our current schedule, the 48/96, or with any schedule. It�s the nature of the beast. Employees working extended shifts, 48s & 72s, is not new to ERFPD. Short-term fatigue also exists with the Kelly (3/4) schedule and with any schedule where an employee can be expected to work for extended hours. Employees working extended shifts, 48s & 72s, is not new to ERFPD. It happens much of the time and without second thought. Independent of which schedule we work we will have exceptionally busy shifts or periods from time to time which will require adjustments to the daily routine. That�s the nature of the fire service. Departments contacted felt that short-term fatigue was not any more of a significant issue than with other work schedules. Short-term fatigue becomes a serious issue when coupled with long-term fatigue and we are going to talk about that next. One of the biggest advantages of the 48/96 is that it allows employee more opportunity to recover from sleep deprivation/ long-term fatigue.Short-term fatigue also exists with the Kelly (3/4) schedule and with any schedule where an employee can be expected to work for extended hours. Employees working extended shifts, 48s & 72s, is not new to ERFPD. It happens much of the time and without second thought. Independent of which schedule we work we will have exceptionally busy shifts or periods from time to time which will require adjustments to the daily routine. That�s the nature of the fire service. Departments contacted felt that short-term fatigue was not any more of a significant issue than with other work schedules. Short-term fatigue becomes a serious issue when coupled with long-term fatigue and we are going to talk about that next. One of the biggest advantages of the 48/96 is that it allows employee more opportunity to recover from sleep deprivation/ long-term fatigue.

17. 17 The 48/96 decreases long term fatigue in many ways The 48/96 increases rest periods (4-days) by 50%, increasing the number from 40 to 60 a year. the frequency of �4-days� increases to a �4-day� every 6 days as opposed to every 9 days with the Kelly schedule Every time an employee leaves work he goes on a 4-day/rest period. In addition, the frequency of �4-days increases to 60 �4-days� compared to 40 on the Kelly sked. An employee who works overtime shifts during their �4-days� sees his/her percentage of �4-days� increase even more significantly. For example, an employee who works an average of 10 overtime shifts a year, during their �4 days�, can see an increase of �4-days� of 67% from 30 to 50 a year[1], while an employee who works 20 overtime shift a year, during their �4 days�, can see a a doubling in the number of �4-day� on an annual basis from 20 to 40 a year. [1] On Kelly schedule: working 10 overtime shifts during �4-days� decreases the number of �4-days� from 40 to 30, on the 48/96: working 10 overtime shifts during �4-days� decreases the number of �4-days� from 60 to 50. � On Kelly schedule: working 20 overtime shifts during �4-days� decreases the number of �4-days� from 40 to 20, on the 48/96: working 20 overtime shifts during �4-days� decreases the number of �4-days� from 60 to 40.Every time an employee leaves work he goes on a 4-day/rest period. In addition, the frequency of �4-days increases to 60 �4-days� compared to 40 on the Kelly sked. An employee who works overtime shifts during their �4-days� sees his/her percentage of �4-days� increase even more significantly. For example, an employee who works an average of 10 overtime shifts a year, during their �4 days�, can see an increase of �4-days� of 67% from 30 to 50 a year[1], while an employee who works 20 overtime shift a year, during their �4 days�, can see a a doubling in the number of �4-day� on an annual basis from 20 to 40 a year. [1] On Kelly schedule: working 10 overtime shifts during �4-days� decreases the number of �4-days� from 40 to 30, on the 48/96: working 10 overtime shifts during �4-days� decreases the number of �4-days� from 60 to 50. � On Kelly schedule: working 20 overtime shifts during �4-days� decreases the number of �4-days� from 40 to 20, on the 48/96: working 20 overtime shifts during �4-days� decreases the number of �4-days� from 60 to 40.

18. 18 The 48/96 decreases long term fatigue in many ways The 48/96 increases the number of �sleep in days� (days waking up at home and not going to work) by 60%, increasing the number from 9 to 15 per month. Working overtime shifts during employees �4-days� has a similar effect in increasing the percentage of �sleep in days� when compared to the Kelly schedule. In other words, when looking at the overtime formulas in the previous slide, the same general rule applies. There are so many more days off at home that the numbers are in the favor.Working overtime shifts during employees �4-days� has a similar effect in increasing the percentage of �sleep in days� when compared to the Kelly schedule. In other words, when looking at the overtime formulas in the previous slide, the same general rule applies. There are so many more days off at home that the numbers are in the favor.

19. 19 The 48/96 decreases long term fatigue in many ways The 48/96 reduces the number of days/hours an employee spends getting ready for work and time in the commute by 50%. A reduction of time spent in the commute reduce both stress and fatigue. At this time this point may not go far in that only one person commutes from Denver. However, this would hold true for those who would choose to live where it is cheaper to live and still maintain employment with Eagle River Fire.A reduction of time spent in the commute reduce both stress and fatigue. At this time this point may not go far in that only one person commutes from Denver. However, this would hold true for those who would choose to live where it is cheaper to live and still maintain employment with Eagle River Fire.

20. 20 Sick Leave and the 48/96 Schedule Many departments that have switched from the 3/4 schedule (Kelly schedule) to the 48/96 have reported significant reductions in sick leave use after switching to the 48/96. We believe this to be true. The reason for this is the disappearance of having to drag tired bodies in on the third day of a tour. Elaborate further if needed.We believe this to be true. The reason for this is the disappearance of having to drag tired bodies in on the third day of a tour. Elaborate further if needed.

21. 21 Some true examples Pacifica Fire Department had a 20% reduction sick leave use after switching to the 48/96 schedule Minneapolis Fire Department switched to a modified 48/96 schedule and saw an overall reduction in sick leave use by 34% Manhattan Beach Fire Department had an 80% reduction in sick leave use after switching to the 48/96 schedule Half Moon Bay Fire Department had a 10% reduction in sick leave use after switching to the 48/96 schedule 1. Monthly sick leave use averaged 7.5 days/month for the 24 months prior to changing from the Kelly to the 48/96 schedule. After switching to the 48/96 sick leave usage dropped to an average of 6 days/month. Data provided by Bill Wilson of the Pacifica Fire Local. 2. Minneapolis Fire schedule consists of one shift working a 48/96 with the remaining shifts working a modified Kelly schedule. Monthly sick leave use averaged 166 days/month for the 24 months prior to changing from the Kelly to the 48/96. After switching to the modified 48/96-schedule, sick leave usage dropped to an average of 110 days/month. The shift working the 48/96, the C-shift, saw a reduction of sick leave from the department monthly average (per shift, i.e. A, B or C shift) of 66 days/month to 43 days/month. Information provided by BC Jim Clack, Minneapolis Fire Department.1. Monthly sick leave use averaged 7.5 days/month for the 24 months prior to changing from the Kelly to the 48/96 schedule. After switching to the 48/96 sick leave usage dropped to an average of 6 days/month. Data provided by Bill Wilson of the Pacifica Fire Local. 2. Minneapolis Fire schedule consists of one shift working a 48/96 with the remaining shifts working a modified Kelly schedule. Monthly sick leave use averaged 166 days/month for the 24 months prior to changing from the Kelly to the 48/96. After switching to the modified 48/96-schedule, sick leave usage dropped to an average of 110 days/month. The shift working the 48/96, the C-shift, saw a reduction of sick leave from the department monthly average (per shift, i.e. A, B or C shift) of 66 days/month to 43 days/month. Information provided by BC Jim Clack, Minneapolis Fire Department.

22. 22 Additional Findings What were departments motivation for a schedule change? An increase in rest periods Able to live further away resulting in a home to live in More time at home with family

23. 23 Additional Findings Why did other departments seek to change to this schedule? A means of attracting and maintaining employees They saw the positive benefits and improvements in morale in surrounding departments who had switched to the 48/96 On the second note, I personally am tired of this term. If I had another I would use it. The bottom line is that this does not change anything in the number of days serving the public. All it does is restructure them in a way that has proven to be beneficial to firefighters and their departments alike.On the second note, I personally am tired of this term. If I had another I would use it. The bottom line is that this does not change anything in the number of days serving the public. All it does is restructure them in a way that has proven to be beneficial to firefighters and their departments alike.

24. 24 Member Voting results All departments voted on the 48/96 issue in one way or another before contacting their departments. Generally there were two votes: one to initiate a trial period and one to make it official at the end of the trial period. In EVERY case the number of �yes� votes increased significantly once the trial period was over. In all cases, a simple majority was needed to approve a trial period. Votes for the initial trial period ranged from 52% to 84% in favor. The final votes to adopt the schedule at the end of the 1-year trial period ranged from 90% to 100% in favor. Only two were below 90%, one at 80% and one at 75%. In all cases, a simple majority was needed to approve a trial period. Votes for the initial trial period ranged from 52% to 84% in favor. The final votes to adopt the schedule at the end of the 1-year trial period ranged from 90% to 100% in favor. Only two were below 90%, one at 80% and one at 75%.

25. 25 What are the benefits that the departments experienced? Improved morale was a comment heard over and over. Employees are well rested after �4 days off� and are eager to come to work. Employees felt more productive and better organized on and off duty. Fewer transitions between shifts made for less duplication, better communication and more operational continuity.

26. 26 What are the benefits that the departments experienced? Increased productivity and project follow through on duty Employees found the schedule allowed for more flexibility in scheduling daily work over two days. Members with program responsibilities can leave paperwork on their desk to work on for two days. Follow-up meetings and phone calls are easier to follow up on the second day.

27. 27 What are the benefits that the departments experienced? Better communication between shifts Reduction of lost information at shift exchanges Less duplication of work Shopping for food can be done once on the first shift for both days This leaves more time for training, cleaning and maintenance.

28. 28 What are the benefits that the departments experienced? This schedule has already been adopted by Shift Calendars, Inc. This is the company that we currently use for our shift calendars.

29. 29 Telestaff Telestaff can easily be adapted to the 48/96 schedule. Other departments on the 48/96 use Telestaff, including ERFPD.

30. 30 Conclusion At this time the response to this schedule is overwhelmingly positive. Progressive change supported 100% by the Union and the student-residents.

31. 31 Conclusion 48/96: A Simple Solution We are very fortunate to have a group of young, hard working, dedicated employees which should make transition easy and favorable for all.

32. 32 Conclusion No change to the number days worked or hours worked. Eagle River Fire does not see the consistent call volumes that these bigger departments see.

33. 33 Conclusion Propose a trial period of one year at which time we can sit down and discuss implementation. Once a department has switched to the 48/96 schedule, none have returned to their prior schedule.

34. 34 Questions/Concerns/Comments