City outlines phased meet‑and‑confer agreement and new promotional process for Temple firefighters

City negotiators presented proposed meet‑and‑confer terms and an alternate promotional process for Temple firefighters at a council workshop, describing the agreement as a two‑phase approach and noting the staffing and budget timeline for implementation.

The presentation said the association seeks recognition as the “sole and exclusive bargaining agent” for covered firefighters and that the agreement would establish administrative provisions including dues deduction, access to departmental new‑hire orientation and a bulletin‑board allowance. City staff said the agreement would allow a three‑member advisory team (one appointed by the chief, two by the association) and would create an association business leave pool allowing firefighters to donate two hours of vacation each year for association business.

City negotiators said seven of eight issue points have no fiscal impact; one item with fiscal impact — the cost of assessment centers for promotions — has been budgeted in the current fiscal plan. “There’s only 1 of the fiscal impact, but that’s already been approved in the budget,” the city negotiator said.

The presentation proposed phased changes to the promotional process. Under the proposal, candidates must score at least 70% on the written exam to advance to an external assessment center; final promotion scores would combine 50% written exam and 50% assessment‑center results, with seniority points added (one point per year, maximum 10). Staff described assessment‑center events (driving course, pump scenario, drafting water supply, tactical exercises) to better evaluate practical competency and reduce potential conflicts of interest by using external assessors. “This would allow us to add an assessment center,” the negotiator said, describing external assessors and a 70% threshold to proceed to the assessment phase.

The agreement also would adjust new‑hire and promotional eligibility rules: required certifications (TCFP, paramedic license) would be recognized through a point structure, probationary‑period extensions would be permitted to accommodate missed training time, and failure to obtain required certifications within a 24‑month window could result in a non‑disciplinary demotion unless extended by the chief. City staff said grievances related to the agreement would proceed through a five‑step internal grievance process before any state filing.

Staff said firefighters will vote on the tentative agreement during an upcoming ballot; if a majority approves, the city would place the written agreement on the council agenda for ratification, targeted for the Dec. 18 council meeting. Staff also said the proposed agreement would be effective through Sept. 30, 2026, to allow time for phase‑two negotiations and that the agreement includes a funding‑issue process requiring the city and association to meet within 30 days of awareness and 90 days to reach agreement on funding shortfalls.

Council members asked about union dues and membership participation; staff said dues are set by the association and that membership is voluntary but that once the association is recognized, the meet‑and‑confer agreement covers all firefighters for the purposes of employment terms. A councilor asked whether non‑members would be “swept up” under agreement terms; the city negotiator said the meet‑and‑confer agreement covers bargaining‑unit employees for employment matters regardless of association membership.