Ord 29-2025 Adoption of Collective Bargaining Agreement with the WFPFFA 06/03/2025 Ordinance No. 29-2025
Ordinance adopting the collective bargaining agreement between the
City of Wichita Falls and Wichita Falls Professional Fire Fighters
Association, International Association of Fire Fighters, Local 432,
pursuant to Chapter 174 of the Texas Local Government Code, the Fire
and Police Employee Relations Act
WHEREAS, an election was held on November 5, 2024, and the citizens of Wichita
Falls voted to adopt the Fire and Police Employee Relations Act; and,
WHEREAS, on April 1 , 2025, the City of Wichita Falls (City) put into effect Chapter
174.052 of the Texas Local Government Code to begin the collective bargaining process
with the Wichita Falls Professional Fire Fighters Association; and,
WHEREAS, on May 9, 2025, the parties agreed in principle to the terms and
conditions of the agreement (Exhibit A) pending approval of each party's final vote; and,
WHEREAS, on or about May 24, 2025, the Wichita Falls Professional Fire Fighters
Association voted 152-1 in favor of the terms and conditions negotiated by the bargaining
team; and,
WHEREAS, the terms and conditions are pending approval, and are as follows:
CBA Provisions Adopted by Proposed Ordinance (terms that differ from City
policy or Chapter 143):
• Rates of base pay, longevity, step-up pay, certification pay;
• Revised Hiring Age: 18-39 years (previous cap was 35);
• Residency Preference: Extra civil service points for residents of Archer, Clay, or
Wichita County;
• Lateral Hires: Accepted, pay placement based on experience;
• Hiring Process: Includes CPAT, written exam, Ergometrics, panel and chief
interviews;
• Promotions: New coursework required for Lieutenants effective Jan. 2027; new
FEO promotion process to be developed;
• Shifts: 24 hours on / 48 hours off;
• Minimum Staffing: 41 per shift; Truck/Squad minimum of 3;
• Shift Exchanges: Allowed under departmental orders;
• NFPA 1582 Physicals: Annual job-related exams including lab tests, ultrasounds,
and cardiopulmonary evaluations;
• Labor Relations Committee: Joint City-Association body to address non-
grievance matters;
• Grievance Procedure: Multi-step process ending in binding arbitration;
• Deputy Chief Article: City retains appointed Deputy Chief; two such positions
permitted if allowed by budget; and,
WHEREAS, funding for this item is included in the FY 25-26 preliminary budget.
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY
OF WICHITA FALLS, TEXAS, THAT:
The City of Wichita Falls City Council hereby approves this collective bargaining
agreement, and the Interim City Manager is authorized to execute the agreement contract
for the City for such agreement in a form approved by the City Attorney.
PASSED AND APPROVED this the 3rd day of June 2025.
MAYOR
ATTEST:
Zr
City Clerk
Exhibit A
LABOR AGREEMENT
between
City of Wichita Falls, Texas
and
Wichita Falls Professional Fire Fighters Association,
International Association of Fire Fighters,
Local 432
Table of Contents by Article
ARTICLE 1 PURPOSE OF AGREEMENT
ARTICLE 2 AUTHORITY AND TERM
ARTICLE 3 RECOGNITION
ARTICLE 4 MAINTENANCE OF STANDARDS
ARTICLE 5 MANAGEMENT RIGHTS
ARTICLE 6 PREEMPTION AND RELATIONSHIP TO OTHER LAWS
ARTICLE 7 PAYROLL DEDUCTION OF DUES
ARTICLE 8 BASE SALARY,LONGEVITY, STEP UP, and CERTIFICATION PAY
ARTICLE 9 PENSION
ARTICLE 10 HIRING
ARTICLE 11 PROMOTIONS
ARTICLE 12 OVERTIME AND CALLBACK
ARTICLE 13 CALLBACK HIRING PROCEDURES
ARTICLE 14 SICK LEAVE
ARTICLE 15 BEREAVEMENT LEAVE
ARTICLE 16 HOLIDAYS
ARTICLE 17 VACATION
ARTICLE 18 LABOR RELATIONS COMMITTEE
ARTICLE 19 GRIEVANCE PROCEDURE
ARTICLE 20 HEALTH AND SAFETY
ARTICLE 21 STAFFING OF FIRE COMPANIES
ARTICLE 22 HOURS OF WORK
ARTICLE 23 SHIFT EXCHANGES AND EMPLOYEE SUBSTITUTIONS
ARTICLE 24 ASSOCIATION BUSINESS
ARTICLE 25 MISCELLANEOUS PROVISIONS
ARTICLE 26 NO STRIKE OR LOCKOUT
ARTICLE 27 DISCRIMINATION
ARTICLE 28 SUCCESSORS AND ASSIGNS
ARTICLE 29 SAVINGS CLAUSE
ARTICLE 30 DEPUTY CHIEF
ARTICLE 31 DEFINITIONS
APPENDIX
ARTICLE 1
PURPOSE OF AGREEMENT
Section 1. The purpose of this Agreement is to give effect to the policy objectives described in
Chapter 174, Texas Local Gov't Code("TLGC"), as specifically described in §174.002, TLGC.
Section 2. It is the intent and purpose of this Agreement, entered into by and between the City
of Wichita Falls, Texas,hereinafter referred to as"Employer"and the Wichita Falls Professional
Fire Fighters Association, LOCAL NO. 432, INTERNATIONAL ASSOCIATION OF FIRE
FIGHTERS, hereinafter referred to as "Association", to achieve and maintain harmonious
relations between the parties hereto and to provide for the equitable and orderly adjustment of
grievances which may arise during the term of this Agreement.
ARTICLE 2
AUTHORITY AND TERM
Section 1. Whenever wages, rates of pay, or any other matters requiring appropriation of monies
by the Employer are included as a matter of collective bargaining, it shall be the obligation of the
Association to serve written notice of the request for collective bargaining on the Employer at least
one hundred-twenty (120) days prior to the conclusion of the Employer's fiscal year.
Section 2. It shall be the obligation of the parties to meet at a reasonable time and confer in good
faith,preferably within ten (10)business days after receipt of written notice from the Association,
for purposes of collective bargaining. Such a meeting shall be for the purposes of setting dates and
procedures for negotiations and shall not be considered a collective bargaining session for purposes
of any applicable statutory dates or deadlines.
Section 3. Except as otherwise provided for within this contract, this Agreement shall
be effective October 1, 2025, and shall remain in full force and effect until September 30,
2028.
Section 4. Evergreen Clause. If the parties have not completed a new agreement by end of the
contract term specified above, the terms of this Labor Agreement shall nonetheless continue in
effect without change until it is modified or otherwise superseded by a new or modified
agreement;provided,however that this Labor Agreement shall automatically expire no later than
September 30, 2031.
ARTICLE 3
RECOGNITION
Section 1. The City of Wichita Falls recognizes the Wichita Falls Professional Fire Fighters
Association, of IAFF Local 432, as the sole and exclusive bargaining agent for all Fire Fighters as
that term is defined in Section 174.003 Texas Local Government Code, with the sole exception of
the Fire Chief by this term it is intended to include only all permanent paid Employees of the
Department who have been hired in substantial compliance with provisions of the Local
Government Code, Chapter 143 and does not include civilians or other Employees, except as noted
by this contract.
ARTICLE 4
MAINTENANCE OF STANDARDS
All working conditions enjoyed by and in effect with respect to the members of the Wichita Falls
Fire Department on the effective date of this Agreement which are not covered by this Agreement
shall remain in full force, unchanged and unaffected for the duration of the agreement, so long as
those standards,privileges, and do not interfere with the methods,processes, means and personnel
by which operations are to be carried out as determined by the Fire Chief.
ARTICLE 5.
MANAGEMENT RIGHTS
Section 1. The PARTIES understand and agree that the CITY as a duly constituted home rule
municipality under the Constitution and Laws of the State of Texas, hereby retain all those
powers, privileges, rights, and authority conferred upon it by law, and nothing in this
Agreement shall be construed or interpreted as being in derogation of, or delegation of, those
powers, privileges, rights, and authority, other than as required by law, or this Labor
Agreement.
Section 2. The Association recognizes that the management of the City and the direction of the
Department are vested exclusively in the City, subject to applicable State and Federal laws and the
terms of this Agreement. In exercising its management rights, the City acknowledges the
importance of continuously providing quality fire protection and safety for its citizens, as
otherwise specifically provided in this Agreement,the Association recognizes that the City has the
sole and exclusive right to exercise all the rights and functions of management. The term "Rights
of Management" shall be defined as:
Directing the work of its employees to include the scheduling of overtime work.
Hiring, promoting, demoting, transferring, assigning and retaining employees in positions within
the City, subject to Civil Service regulations.
Suspending or discharging employees for just cause, subject to Civil Service regulations.
Maintaining the efficiency of governmental operations.
Relieving employees from duties because of lack of work, subject to Civil Service regulations.
Utilizing the fire Department in emergency situations to protect life and property.
Determining the methods, processes, means and personnel by which operations are to be carried
out.
The determination of the safety, health and property protection measures for the Fire Department.
The selection, promotion, or transfer of firefighters to supervisory or other managerial positions
subject to the provisions of Texas Local Government Code Chapter 143.
The determination of policy affecting the selection and training of fire fighters.
The establishment, modification and enforcement of Fire Department rules, regulations, and
orders.
The transfer of work from one position to another within the Fire Department subject to the
provisions of Texas Local Government Code Chapter 143.
The determination of the strength of force, number of ranks, and number of firefighters within
each rank in accordance with the provision of Texas Local Government Code Chapter 143.
The transfer of firefighters from one house, district, or subdivision to another.
The scheduling of operations and the determination of the number and duration of hours of
assigned duty per week except as specified in this contract.
ARTICLE 6
PREEMPTION AND RELATIONSHIP TO OTHER LAWS
Section 1. By entering into this Agreement, the parties recognize and agree that the provisions
of this collective bargaining agreement shall take precedence over conflicting sections of Chapter
143, Local Government Code, or Local Civil Service Rules and Regulations whenever the
provisions of the contract specifically state. The language used in this Agreement shall have the
usual and customary meaning attributed to it by common English usage,provided, however,that
the terms defined in the Glossary of Terms contained in this Agreement shall have primary
control.
Section 2. Civil Service Laws. The PARTIES understand and agree that under the
provisions of § 174.006, TLGC, a state or local civil service provision prevails over a
collective bargaining contract negotiated under Chapter 174, TLGC, unless the collective
bargaining contract specifically provides otherwise. To the extent that provisions of this
Labor Agreement address matters contained in a state or local civil service provision,TLGC,
the contractual terms contained in this Labor Agreement shall control.
Section 3. Other Laws Relating to Individual Employee Rights. Nothing in this agreement
is intended to detract from or add to any rights,privileges, duties, or obligations afforded to
individual firefighters under state or federal civil rights law, anti-discrimination laws, anti-
retaliation law, or whistle-blower law, which any other public employee would otherwise
have.
Section 4. The employer and the Association accept their responsibility to prohibit
discrimination based on race, national origin, color, religion, creed, sex, age, political
affiliation, sexual orientation or identity gender expression, disability or veteran's status of
any war, and membership or non-membership in an employee organization or Association.
Section 5. Personnel Policy Manual. The City's Personnel Policy Manual shall continue
to apply in those instances where neither this labor agreement,nor the civil service rules, nor
the department rules provide any guidance.
ARTICLE 7
PAYROLL DEDUCTION OF DUES
Section 1. The Employer agrees to deduct, each pay period, dues and assessments, in an amount
certified to be current by the Treasurer of the Association, from the pay of those Employees who
individually request, in writing, that such deductions be made. The total amount of deductions
shall be remitted, each month, together with the names of the employees from whom dues have
been collected,by the Employer to the treasurer of the Association. This authorization shall remain
in full force and effect during the term of this Agreement. The Employer shall forward to the
Association a copy of all authorization or cancellations of voluntary deduction of Association dues
by Employees in the unit.
The ASSOCIATION agrees to indemnify the CITY and hold it harmless against any and all claims,
demands, suits, or other forms of liability that may arise out of, or by reason of, any actions taken
by the CITY for the purposes of complying with the provisions of this Article.
ARTICLE 8
BASE SALARY, LONGEVITY, STEP UP,AND CERTIFICATION PAY
Section 1. Base Salary and Step Pay
It is the goal of this agreement to increase the base salary for all firefighters subject to this
agreement and significantly improve its position in relation to the average salary of the listed peer
cities (see Appendix A) by the end of this agreement. For cities that do not have a comparable
firefighter rank, the "average" of the actual salary of the firefighter "rank" will be determined as
the midpoint between the rank above and below where the absent rank would otherwise fall.
The base salary for all current firefighters will increase by a minimum of 10% for each year of the
agreement. The pay plan will be established as outlined in Appendix B, and no step increases will
be made over the term of the agreement.
In year one of this agreement, the base salary for all firefighter ranks will increase by a minimum
of 10%.
In year two of this agreement, the base salary for all firefighter ranks will increase by a minimum
of 10%.
In year three of this agreement,the base salary for all firefighter ranks shall increase by a minimum
of 10%
Section 2. Longevity Pay
All Civil Service employees will be eligible to receive longevity pay in accordance with this
agreement.
The following amounts of longevity pay will be given to eligible employees based on the number
of completed years the employee has been employed in a Civil Service position.
Longevity Table listed in Appendix C.
Section 3. Texas Commission on Fire Protection Pay
Parties agree that firefighters who hold advanced structural firefighter certifications from the Texas
Commission on Fire Protection will receive the monthly certification pay as follows:
Intermediate Firefighter $ 80
Advanced Firefighter $ 125
Master Firefighter $ 150
TCFP certification pay is specific and not cumulative.
Section 4. EMS Certification Pay
Parties agree that firefighters who hold advanced certifications from the Texas Department of
Health will receive the monthly certification pay as follows:
EMT - Advanced $ 125
EMT -Paramedic $ 200
Section 5. Texas Commission on Law Enforcement Pay
Parties agree that firefighters who hold a certification from the Texas Commission on Law
Enforcement will receive the following monthly certification pay as follows:
TCOLE- Peace Officer $ 200
Section 6.Differential (Step Up) Pay
Any firefighter covered by this Agreement who is temporarily assigned to or required to perform
the duties of a position or rank above that which he normally holds shall receive the rate of pay
applicable to such higher position or rank during such period of time. The term "temporarily
assigned" as used herein means for a period of one quarter (.25) hours or greater. This provision
shall apply to all Firefighters consistent with the provisions of subchapters 141.033 and 143.038
of the Local Government Code.
Members will be eligible for differential pay when assigned by the Battalion Chief or their
designee to drive the rescue or brush truck.
Such assignments will be made at the Chiefs or their designee's discretion.
Section 7. Certification and Assignment Pay
Parties agree that firefighters who hold the following certifications or assignments will receive the
monthly certification pay as follows:
Hazardous Material Technician $ 50
Haz-Mat Team Assignment $ 50
(assigned to Stations 5 or 6)
SCBA Technician $ 100
(assigned to Station 5)
Bunker Gear Tester $ 50
(assigned to Station 2)
TCFP Inspector $ 50
TCFP Instructor $ 50
TCFP Fire Officer I $ 50
TCFP Fire Officer II $ 50
TCFP Driver Pumper Operator $ 50
Parties agree that no more than $200/month certification pay from section 7 will be paid to any
member.
ARTICLE 9
PENSION
Section 1. The Employer shall contribute to the Wichita Falls Firemen's Relief and Retirement
fund an amount no less than 17.5% of each employee's salary per pay period. Parties would, if
approved by the City Council, follow the recommendations of an increase if recommended by the
local pension board.
ARTICLE 10
HIRING
Section 1. Objective. To modify existing Chapter 143, TLGC procedures to expand the pool of
eligible candidates that the CITY may draw from in hiring firefighter personnel and to expedite
the hiring process.
Section 2. Existing Chapter 143, TLGC policies, practices, and procedures shall continue to be
used, subject to the further modifications contained in this Article.
Section 3. Residency Preference Points. To encourage and promote local recruitment, the City
agrees to award additional points on the civil service entrance exam to applicants who reside within
designated local counties.
A. Eligibility for Residency Points—Applicants who provide proof of residency in Archer
County, Clay County, or Wichita County at the time of the civil service entrance exam shall be
awarded two (2) additional points added to their final exam score.
B. Verification of Residency — Residency shall be verified by presenting one of the
following:
1. A valid Texas Driver's License showing an address within one of the three
eligible counties; or
2. A recent utility or billing statement (dated within 60 days of the test date) bearing the
applicant's name and qualifying address.
C. The City reserves the right to review and verify documentation to confirm eligibility.
Section 4. Age Eligibility for Fire Fighter Applicants.
A. Revised Age Range —Effective upon ratification of this Agreement, the age requirement for
original appointment to the position of Firefighter shall be updated to reflect the following:
1. Applicants must be at least 18 years of age, and
2. Must not have reached their 40th birthday prior to the date of hire.
3. This changes the previous maximum age limit from 35 to 39 years old.
B. Compliance with Statutory Authority—This change is made in accordance with the provisions
of Texas Local Government Code Chapter 143, as applicable, and is subject to all relevant local
and state civil service rules and regulations. No applicant shall be disqualified on the basis of age
if they meet the revised criteria outlined in this article.
Section 5. Applicants on a certified list shall be carried on the list for a period of 18 months or
until exhausted.
Section 6. The foregoing provisions shall supersede any civil service rules and regulations to the
contrary.
Section 7. Physical Entrance Exam - Candidate Physical Ability Test(CPAT)
A. Adoption of CPAT— The City and the Association agree that the Candidate Physical Ability
Test (CPAT) shall serve as the official physical ability examination for all firefighter candidates
seeking entrance into the Wichita Falls Fire Department.
B. The CPAT is a nationally recognized,job-related physical ability test that ensures all candidates
demonstrate the minimum physical capabilities required to safely perform the essential functions
of a firefighter.
C. Test Administration—The City shall administer the CPAT, provided the test is administered
in accordance with International Association of Fire Fighters(IAFF)and International Association
of Fire Chiefs (IAFC) standards. All CPAT administrators shall follow best practices and legal
guidelines to ensure fairness, consistency, and validity.
D. Candidate Notification and Preparation—Candidates shall be given sufficient notice of the
scheduled CPAT and access to information regarding:
1. The components of the test;
2. Suggested preparation and training;
3. Opportunities for orientation and practice sessions, in accordance with CPAT guidance
standards.
E. Cost and Accessibility - The City and Association agree to work collaboratively to ensure the
CPAT remains accessible and does not create an undue barrier for qualified applicants.
Section 8. Entrance Hiring Process
A. Purpose--To outline the structured process for evaluating and selecting candidates for
employment as Firefighters with the Wichita Falls Fire Department. The process is designed to
ensure fairness, transparency, and the selection of the most qualified applicants through a
combination of cognitive,physical, and evaluative assessments.
B. Components of the Selection Process--The firefighter candidate testing and selection
process shall consist of the following components, conducted in the order listed:
1. Entrance Examination (Written Test)
2. Candidate Physical Ability Test(CPAT)
3. Ergometrics Exam
4. Panel Interview
5. Chiefs Interview
C. Scoring and Weighting--Candidates must pass the entrance examination with a 70% or
higher and the Candidate Physical Ability Test with a time of 10:20 or lower to move on in the
hiring process. Candidates must pass the Ergometrics Exam and Panel Interview to be eligible
for the final scoring process. For candidates who successfully complete all required components,
the final composite score shall be calculated using the following weights:
• Entrance Examination— 50%
• CPAT Score—20%
• Chiefs Interview—30%
These scores will be used to establish a ranked eligibility list for hiring consideration.
D. Pass/Fail Components
Ergometrics Exam--This component consists of a validated, video-based assessment evaluating
situational judgment and behavioral compatibility with the fire service. A passing result is
required to proceed. This component shall be evaluated on a pass/fail basis only.
Panel Interview--A structured interview conducted by a panel of Wichita Falls Fire Department
firefighters and a representative from the Human Resources department. Candidates will be
assessed on communication skills, integrity, teamwork, and alignment with department culture.
A majority pass vote is required to continue to the Chief's Interview. This component shall be
evaluated on a pass/fail basis only.
E. Candidate Physical Ability Test(CPAT) Scoring Method--The CPAT shall be
administered according to IAFF/IAFC standards. While a passing score is required, the time of
completion will be converted into a scaled percentage score for use in the final composite score.
Faster completion times will result in higher scores per a pre-established rubric.
CPAT Time CPAT Score
Range (%)
<9:00 100
9:00—9:20 90
9:21 —9:40 85
9:41 — 10:00 80
10:01 — 10:20 75
> 10:20 (Fail) Fail
F. Chief's Interview--The final stage of the selection process shall be the Chiefs Interview. It
will be scored on a standardized 100-point rubric assessing professionalism,judgment,
leadership potential, and alignment with department values. This score shall count as 30% of the
final composite score.
Category Max Score (0 -
Points Max)
Professionalism &
Appearance 10
Communication Skills 15
Motivation & Commitment 15
Judgment & Decision-Making 20
Teamwork & Interpersonal
Skills 15
Knowledge of the Department 10
Leadership Potential 15
100
G. Candidate Final Scoring--Final Score = (Entrance Exam % x 0.50) + (CPAT Score % x
0.20) + (Chiefs Interview % x 0.30)
H. Order of Entry Level Application
(a) Submit a written application and a completed background packet
(b) Pass the written examination with a score of 70% or higher to move on to the Candidate
Physical Ability Test.
(c) Pass the Candidate Physical Ability Test(CPAT). An applicant may retake the physical
ability test without any waiting period, but may retake the CPAT only twice in one day. If the
applicant does not pass after two tries, they must then wait until the next test date to retake the
physical ability test.
(d) Pass Ergometrics screening. Applicants who do not pass the Ergometrics screening are
eligible to reapply in the next hiring process. Applicants will have to achieve the following
scores in each section to pass the Ergometrics screening:
1. A minimum score of 70% on the Human Relations section;
2. A minimum score of 70% on the Mechanical section;
3. A minimum score of 70% on the Mathematics section; and,
4. A minimum score of 80% on the Reading section.
(e) Pass background investigation.
(f) Be approved by Legal review.
(g) Pass a structured interview panel of Wichita Falls Fire Department firefighters.
(h) Graded interview panel with the Fire Chief, Deputy Chief, and Battalion Chief of
Training.
(i) Receive conditional offer of employment
(j) Pass medical and psychological examinations
Section 9. Lateral Hiring.
A. All lateral entry personnel shall be hired at the rank of Firefighter,regardless of prior rank held
at another department. Advancement beyond the rank of Firefighter shall occur in accordance with
the department's established promotional procedures and civil service requirements.
B. Upon hiring, a lateral firefighter's years of full-time, paid experience as a firefighter will be
divided by two (2) and rounded down to the nearest whole number. The resulting number shall
determine the individual's placement on the department's Firefighter pay scale.
C. All lateral hires must meet the age, testing, and eligibility requirements established in Texas
Local Government Code Chapter 143,to include TCFP Certification, as well as all other applicable
provisions of civil service law and departmental hiring standards at the time of testing.
Section 10. The parties agree that implementation issues that may arise during the contract may
be resolved by consultation between the City Manager and the Association President or their
designee without the need to re-open the contract.
ARTICLE 11
PROMOTIONS
Section 1. Effective January 2027 or at a date the Labor Relations Committee (LRC)
deems appropriate,this policy outlines required coursework for Fire Equipment Operators (FEOs)
seeking eligibility to participate in the Lieutenant promotional examination process within the
Wichita Falls Fire Department. The objective is to ensure candidates possess foundational
leadership, instructional, operational, and interpersonal skills necessary for success as a company
officer. The courses listed are relevant, cost-effective, and aligned with departmental goals.
Minimum Required Courses
Candidates must complete the following prior to the written promotional exam:
1. Fire Officer I(TCFP-Certified)
• Covers leadership, supervision, incident management, and public interaction.
• Delivery: In-house or via TEEX.
2. ICS-300
• Emphasizes incident command and tactical decision-making.
• Delivery: ICS-300
3. Instructor I(TCFP-Certified)
• Prepares candidates to mentor and deliver training.
• Delivery: Internal TCFP-certified instructors.
4. Two Internal Department Courses (must complete at least two from the list below):
• Leadership Foundations & Emotional Intelligence
• Fireground Tactical Decision-Making Workshop
• SOG&Policy Familiarization/ Scenario-Based Preparation
• Delivery: Internally developed and delivered by WFFD command staff or designee
Course Availability
Scheduling Commitment to ensure fairness and accessibility, WFFD commits to offering each
required and elective course on a recurring basis so that all Fire Equipment Operators have an
equitable opportunity to complete them within a 12-month cycle. This approach supports both
personal development and promotional eligibility without creating artificial barriers due to
scheduling.
• Each core course (Fire Officer I, ICS-300, Instructor I)will be offered at least once
every year, either in-house or through approved external partners.
• Elective internal courses will be rotated at least once annually, with scheduling
consideration for all shifts.
• The Training Division will publish a 24-month rolling course schedule and provide
advance notice of available classes.
• Where possible, virtual or hybrid formats will be offered to accommodate various shift
schedules and minimize overtime impact.
• Makeup sessions or credit for equivalent outside training may be granted with prior
approval.
Implementation and Compliance
Documentation of course completion must be submitted to the Training Division prior to the exam
application deadline. Candidates who have previously completed equivalent coursework may
submit for prior credit approval.
Cost and Delivery Considerations
Most required courses can be offered in-house or through cost-effective partners such as TEEX or
FEMA. The department will make efforts to provide or coordinate course offerings on a regular
basis to ensure accessibility.
The Labor Relations Committee will develop an alternative promotional process for the position
of Fire Equipment Operator (FEO) that will be effective January 2027 or at a date the Labor
Relations Committee (LRC) deems appropriate.
Conclusion
This policy supports WFFD's commitment to professional development,operational readiness,and
leadership excellence. It ensures that candidates entering the Lieutenant role are equipped to lead
safely, confidently, and in alignment with departmental values.
ARTICLE 12
OVERTIME AND CALLBACK
Section 1.All hours worked in excess of the limits allowed under the Federal Fair Labor Standards
Act 29 U.S.C. Section 207(k) shall be paid at the rate of one and one-half(1 1/2)times his regular
rate of pay.
Section 2. Employees who are called back to work when off duty and who report to work as
required and as directed shall be guaranteed a minimum of two (2) hours' pay at a rate consistent
with the hours worked during the current work period.
ARTICLE 13
CALLBACK HIRING PROCEDURES
Section I. Each shift shall maintain a minimum staffing level of forty-one (41) members on duty
as dictated in the City of Wichita Falls Fire Department General Order. To maintain staffing levels,
the shift battalion chief may hire back off-duty firefighters to meet mandatory staffing levels. The
department shall maintain a hireback list to facilitate this need. If hirebacks are required, the
Battalion Chief will utilize the hireback list.
Section 2. It is agreed that in emergency situations, the Fire Chief or his designee may forgo the
above procedure. A shortage of manpower shall not be deemed an emergency.
ARTICLE 14
SICK LEAVE
Section 1. All sick leave benefits shall be covered by applicable provisions of the Local
Government Code, Chapter 143.045 (a). Firefighters accumulate sick leave at the rate of 1-1/4 full
working days for each full month employed in a calendar year, so as to total 15 working days to a
person's credit each 12 months.
ARTICLE 15
BEREAVEMENT LEAVE
Section 1. An employee may be granted bereavement leave with pay for not more than three (3)
working days in the event of the death of a member of his or her family as defined by City
Personnel Policy.
ARTICLE 16
HOLIDAYS
Section 1. The following shall be observed as Holidays:
New Year's Day January 1
Martin Luther King Day Third Monday in January
Presidents Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Thanksgiving Fourth Thursday in November
Day after Thanksgiving Fourth Friday in November
Christmas Eve December 24
Christmas Day December 25
Floating Holidays Defined in City Policy III-4 VII J
Section 2. The number and designation of holidays shall be governed by the city council. Any
additional holidays approved by City Council shall also apply to the bargaining members.
Members of the fire control and rescue division will receive holidays that will be scheduled by the
Battalion Chiefs.
Section 3. Scheduled holidays occurring when a member is on sick leave may be rescheduled. A
physician's statement is required. Scheduled holidays occurring when a member is on injury leave
may be rescheduled.
Section 4.If a member terminates employment with the city for any reason and if that member has
not received the appropriate number of holidays that have occurred up to the time of termination,
that member will be compensated for the unused portion of holiday time.
ARTICLE 17
VACATION
Section 1. All members shall earn vacation leave. Vacation will be accrued on the basis of the
following schedule.
Years of service Days/Hour Day/Pay Period Days/Year Hours/Year
0-9 .058 .577 15 120
10-14 .065 .654 17 136
15+ .077 .76 20 160
Section 2. Administration employees may accrue a maximum of two hundred eighty (280) hours
of vacation annually. At any point in time where an employee accrues vacation time in excess of
280 hours, the additional time accrued over and above 280 hours will be lost. Employees in
Suppression may accrue a maximum of four hundred and twenty (420)hours of vacation annually.
At any point in time where an employee accrues vacation time in excess of 420 hours, the
additional time accrued over and above 420 hours will be lost.
Section 3.If a member terminates employment with the city for any reason and if that member has
not used the accumulated number of vacation hours up to the time of termination, that member
will be compensated for the unused vacation hours in accordance with this Article and City
Personnel Policy.
ARTICLE 18
LABOR RELATIONS COMMITTEE
Section 1. The Employer and the Association recognize that cooperation between labor and
management is indispensable to the accomplishment of sound and harmonious labor relations and
agree to jointly maintain and support a Labor-Management Committee.
Section 2. The committee shall be maintained as follows:
(a) The committee shall meet at mutually agreeable times and places.
(b) The committee shall consist of three members appointed by the Association and three
members appointed by the Fire Chief.
Section 3. The purpose of the Committee is to facilitate improved labor-management relationships
by providing a forum for the free discussion of mutual concerns and problems,which may include
discussion of the implementation of major new department programs or substantial modifications
of existing major department programs.
Section 4. The purpose of these meetings shall not be to engage in collective bargaining or
grievance handling but to improve communications between the Association,the Department, and
the City. The meetings held under this provision shall not be public and shall not be used for the
purpose of abusing or attacking any person.
Section 5. Upon request by either party, the Labor Relations Committee may meet as needed to
discuss any action by the Chief that significantly affects Employees. Examples of such actions
include, but are not limited to, changes in protective equipment and promotional testing.
ARTICLE 19
GRIEVANCE PROCEDURE
Section 1. The purpose of this grievance procedure is to establish an effective method for the fair,
expeditious, and orderly adjustment of grievances. A grievance is defined as any dispute, claim,
or complaint involving the interpretation, application, or alleged violation of any provisions of this
Agreement. The Association may file a grievance under the terms of this Agreement. Each
grievance shall be submitted on a form agreed to by the parties and must include (1) a brief
statement of the grievance and the facts or events on which it is based; (2) the section(s) of the
contract alleged to have been violated; (3) the remedy or adjustment sought; and the Employees
signature or if filed by the Association the signature of the Grievance Committee Chairman or
local Association President.
Section 2. Grievance Procedure:
Step 1: An Employee who is aggrieved must file a grievance with the Association Grievance
Committee within fifteen (15) days of the date upon which the member knew of or should have
known of the facts or events given rise to the grievance except for a contract grievance which shall
be filed within ten (10) days after the date the Employees receives notice of such discipline. A
copy of the notice of receipt of the grievance shall be forwarded to the Fire Chief by the
Association grievance committee within three(3)days of receipt of the grievance. The Association
Grievance Committee shall, within its sole discretion, determine if a grievance exists. If the
Association Grievance Committee determines that no grievance exists,it shall notify the Fire Chief
that no further proceedings will be necessary. If the Association Grievance Committee determines
that the grievance is valid, it shall process the grievance on behalf of the Employee(s) by
forwarding the
written grievance to step 2 of this procedure. Any grievance filed by the Association shall proceed
directly to step 2 of this procedure.
Step 2: Any grievance found to be valid by the Association Grievance Committee shall be
submitted to the Fire Chief within three(3)days of the Step 1 ruling.After receipt of the grievance,
the Fire Chief shall, within ten (10) days, submit his response in writing to the Association
Grievance Committee.
Step 3:If the grievance is not resolved at step 2,the Association Grievance Committee shall submit
the grievance in writing to the City Manager or his designee within ten (10) days from receipt of
the step 2 decision. The City Manager or his designated representative shall review the matter and
render a decision in writing to the Association Grievance Committee within ten(10)days of receipt
of the grievance.
Step 4: If the grievance is not resolved at step 3, the Association shall have ten (10) days from
receipt of the City Manager's decision to submit the matter to arbitration. Arbitration will be
invoked by the Association Grievance Committee delivering a letter to the City Manager or his
designee.
Step 5: If a grievance is submitted to arbitration, the Employer and the Association may within
five (5) days of such request jointly appoint an agreed upon arbitrator, upon a failure to agree, the
Employee and Association shall within five (5) days request a list of seven (7)arbitrators from the
American Arbitration Association or the Federal Mediation and Conciliation Service. Within ten
(10) days following receipt of the list of arbitrators, the parties shall select an arbitrator by each
party in turn, striking one name from the list until only one (1) name remains. The remaining
individual on the list shall serve as the Arbitrator. The arbitrator so selected shall, through the
agency selected, be promptly notified of his selection, and the parties in agreement with the
arbitrator shall select a time,place, and date for the hearing of the grievance.
(a) Within thirty (30) days after conclusion of the hearing, the arbitrator shall issue a written
opinion and ruling with respect to the issues presented,a copy of which shall be mailed or delivered
to the Association and the Employer.
(b) With respect to the application, interpretation, and enforcement of the provisions of this
agreement,the decision of the arbitrator shall be final and binding on the parties to this agreement.
(c) The arbitrator's authority shall be limited to the interpretation and application of the terms
of this agreement and/or any supplement thereto. The arbitrator shall have no jurisdiction or
authority to establish provisions of a new agreement or variations of the present agreement or to
arbitrate away, in whole or in part, any provisions of amendments thereof.
(d) The cost of the impartial arbitrator shall be shared equally between the Association and the
Employer. If a transcript of the proceedings is requested,then the party so requesting shall pay for
such transcript, unless otherwise agreed to by the parties.
All time limits set forth in this article may be extended by mutual consent, but if not so extended,
they must be strictly observed. Failure of the Association or the grievant to comply with the time
limits set forth will serve to declare the grievance settled, and no further action may be taken.
Failure of the Employer to respond within the time limits shall constitute a denial of the grievance,
and the grievant(Association) may proceed to the next step.
It is specifically and expressly understood that filing a grievance under this article that has as its
last step final and binding arbitration, constitutes an election of remedies and a waiver of any and
all rights by both parties, to litigate or otherwise contest the last answer rendered through this
grievance procedure in any court or other appeal forum.
Section 3. Civil Service Appeals: All appeals of Employees' disciplinary matters heretofore heard
by the Civil Service Commission or Hearing Examiner shall continue to be so heard and with all
rights of appeals as provided in the Texas Local Government Code, Chapter 143, et seq.,Vernon's
Texas Codes Annotated, as amended.
The arbitrator's decision shall be in writing and shall be based on the testimony, documents, and
exhibits made a part of the arbitration record.
Except as provided for in this Agreement, the arbitrator's authority shall be limited to the
interpretation and application of the terms of this Agreement and/or any supplement thereto. The
arbitrator shall have no jurisdiction or authority to create new terms and conditions not specified
in the Agreement or to render null any provisions contained in the Agreement.
ARTICLE 20
HEALTH AND SAFETY
Section 1. In recognition of the physical challenges and requirements of firefighting, as well as in
recognition of the increased risk of cancer to firefighters, NFPA 1582 standard physicals will be
available and shall be provided for employees annually in accordance with the standards set forth
by the NFPA 1582.
O Public Safety Physical Exam (NFPA 1582 Compliant)
O Laboratory Tests
• Ultrasound screenings (early detection of heart disease and cancer)
• Cardiopulmonary testing and fitness eval (NFPA1583 &IAFF WFI)
Section 2. Should the NFPA 1582 standards alter or change, the parties agree to utilize the NFPA
standards in effect at the time the screening is offered.
Article 21
STAFFING OF FIRE COMPANIES
Section 1. Staffing levels of fire companies must be standardized between shifts and stations. The
following staffing will be used at all times. Only the Deputy Chief or Chief of the Department can
authorize less.
Section 2. Staffing levels on Truck Companies and Squads will not fall below three.
Section 3. Single company stations staffed with only three members are the first to have
additional staffing added.
Section 4. Staffing levels will be maintained at a minimum of 41 personnel on duty per shift.
Section 5. These staffing levels are intended for long durations and do not include short periods,
such as staffing brush trucks or meetings.
Section 6.It is the purpose of this agreement to let the Fire Chief hire and supervise a non-sworn,
non-civil service employee who holds an Automotive Service Excellence and Emergency Vehicle
Technician certification to service and maintain fire apparatus and vehicles assigned to the
department. Non-compliance with this Article will not result in a violation of this Article and is
not subject to the grievance procedure under Grievance Article 19.
ARTICLE 22
HOURS OF WORK
Section 1. The work shift for all fire protection Employees shall consist of one (1) twenty-four
(24)hour shift on duty beginning at 8:00 a.m. and ending at 8:00 a.m.the following day, followed
by forty-eight(48) hours off duty.
Section 2. Should both parties agree, they may change the work shift schedule for all fire
protection personnel during the term of this contract.
ARTICLE 23
SHIFT EXCHANGES AND EMPLOYEE SUBSTITUTIONS
Section 1. Members shall be allowed to trade time with other members in accordance with
applicable Department General Orders.
ARTICLE 24
ASSOCIATION BUSINESS
Section 1.Members of the Association negotiating team shall be allowed time off, at the discretion
of the Chief, with pay to attend negotiation meetings mutually set by the Employer and the
Association when such meetings occur during the regularly scheduled time of the Employees,
subject to manning or other needs of the Fire Department.
Section 2. Subject to prior notification to and approval from the Fire Chief, or his designee, the
Association President or designee(s) shall have the right to visit the premises of the Fire
Department for purposes of administering this agreement. Visits shall be conducted in a manner
and at a time so as not to interfere with the functions of the department. Such approval of the Fire
Chief shall not unreasonably be withheld.
Section 3.The Employer will allow space on an existing bulletin board for the Association at each
station. Articles on such boards shall be limited to local, state, or national meeting announcements,
legislative reports, safety bulletins, etc. No materials endorsing political candidates, issues, or any
matter that may be considered degrading or derogatory to the Employer or any City Official will
be allowed on the board.
Section 4. Members of the Local 432 Association E-board shall be allowed time off with pay in
the form of ACB(Acting City Business)to attend TSAFF(Texas State Association of Firefighters)
and/or IAFF (International Association of Firefighters) Leadership or Training. The time off
allowed per E-Board member each fiscal year shall be no more than 72 hours or 3 three (3) 24-
hour Shifts. These hours may be pooled and utilized by any member of the E-board, subject to the
provisions of this Article.
Section 5. Subject to prior written notification to and approval from the Fire Chief, or his designee,
the Association President or designee(s) shall have the right to visit the premises of the Fire
Department for purposes of conducting official Association business. Visits shall be conducted in
a manner and at a time so as not to interfere with the functions of the department. Such approval
of the Fire Chief shall not unreasonably be withheld.
ARTICLE 25
MISCELLANEOUS PROVISIONS
Section 1. The Employer shall furnish one (1) copy of this Agreement to each Employee
electronically and one (1) written copy for each fire station.
Section 2.All employees shall be allowed to review their official personnel file under supervision
at any reasonable time upon request to the Fire Chief.
ARTICLE 26
NO STRIKE OR LOCKOUT
Section 1. The Employer and the Association agree to abide by the provisions of applicable law
regarding strikes, slowdowns, and lockouts.
ARTICLE 27
DISCRIMINATION
Section 1. The Employer agrees not to discriminate against any Employee for their activity on
behalf of or membership in the Association. The Association agrees that it will not coerce or
intimidate any Employee into joining the Association. The Association and Employer recognize
that no Employee is required to join the Association,but that each Employee has the right to choose
of their own free will as to whether they will or will not join the Association. The Association
further agrees that there will be no interference with the free right of any Employee of the
Employer to enter and leave its premises and property unmolested and without harassment.
ARTICLE 28
SUCCESSORS AND ASSIGNS
Section 1. This Agreement binds the successors and assignees of the parties during its term. No
terms shall be altered by changes in ownership, management, or location of either party.
ARTICLE 29
SAVINGS CLAUSE
Section 1.If any part of this Agreement is found invalid, it does not affect the rest. The remaining
provisions will still apply without the invalid part.
Section 2. This Agreement outlines all employment terms and conditions for the contract period
and may be amended by mutual consent.
Section 3. Any appendices to this Agreement must be numbered, dated, and signed by both the
Employer and the Association. They are subject to this Agreement unless explicitly stated
otherwise, and shall be considered an integral part of it.
ARTICLE 30
DEPUTY CHIEF
Section 1. It is agreed that for the term of this Agreement, the City may retain the individual
currently acting as Deputy Fire Chief to continue to serve in that position at the same level and
conditions of employment.
In adopting this article, the Parties agree that upon the approval and creation of one additional
position at the rank classification immediately below the Department head, it will be in addition
to the current position authorized by Section 143.014(c) TLGC, and that this will result in a total
of two appointed positions at the rank classification immediately below the Department head. The
department head shall appoint the Deputy Fire Chief(s) in accordance with Section 143.014(d) of
the Local Government Code, upon a vacancy in the Deputy Fire Chief position.
Section 2. Appointment to the Rank Classification Immediately Below the Department Head
The two Deputy Chief positions immediately below the Department head shall be exempt from
competitive examination, and, instead, shall continue to be made by appointment by the
Department head, at the Department head's discretion. The Department head will not be required
to make promotions to the rank classification immediately below that of their own position within
any specific time period. Any person(s)appointed to the rank classification immediately below the
Department head may be demoted to their prior tested rank or equivalent as stated in this article,
at the discretion of the Department head, and shall have no right to prior notice, statement of
charges, or to grieve or appeal such demotion.Neither the Commission nor any Arbitrator or court
shall have any jurisdiction,power, or authority to investigate or review such demotion or alter the
terms of any demotion.
Section 3. It is understood that the Deputy Fire Chief may assume responsibility for overseeing
the administration and daily operations of the Fire Department in the absence of the Fire Chief.
Section 4. It is agreed and understood that under no circumstances shall the Deputy Chief be
granted or delegated any authority that is exclusive jurisdiction of the properly appointed
department head under the provisions of Chapter 143 of the Local Government Code. This includes
but is not limited to suspension, indefinite suspension, promotions, promotional passovers, and
recommended demotions. The Deputy Chief may make recommendations to the department head
relating to the matters under his jurisdiction.
Section 5. By this Agreement, the Association in no way waives any rights to require the position
of Deputy Chief to be classified in a manner consistent with Chapter 143 of the Local Government
Code following termination of this or future agreements. By this Agreement, the City in no way
waives any rights to claim that the present individual filling the position of Deputy Chief is
authorized to do so under the provisions of Chapter 143 of the Local Government Code.
ARTICLE 31
DEFINITIONS
ASSOCIATION: International Association of Fire Fighters, Local No.432.
CHIEF: Fire Chief of the City of Wichita Falls.
CIVIL SERVICE COMMISSION: Civil Service Commission of the City of Wichita Falls.
EMPLOYEE: means a permanent, paid employee of the fire department of the City of Wichita
appointed in accordance with Section 143.003, Local Government Code. The term does not
include: the chief of the department, or a volunteer firefighter.
EMPLOYER: The City of Wichita Falls, Texas
MEMBER: means a permanent, paid employee of the fire department of the City of Wichita
appointed in accordance with Section 143.003, Local Government Code. The term does not
include: the chief of the department, or a volunteer firefighter.
OFFICER: Any firefighter with the rank of Fire Lieutenant or above.
IN WITNESS WHEREOF, the parties have hereunto set their hand this the day of
2025.
CITY OF WICHITA FALLS, TEXAS INTERNATIONAL ASSOCIATION
FIRE FIGHTERS, LOCAL NO.432
By: By:
ATTEST: ATTEST:
City Clerk Local President
IAFF Local 432
APPROVED TO FORM:
City Attorney
APPENDIX A.
The following departments are defined as those that serve municipalities in Texas within 300 miles
of Wichita Falls that are professional fire departments only that do not require paramedic
certification for all firefighters, and are the 14 that are most similar in size to the Wichita Falls Fire
Department:
• Abilene
• Bryan
• Carrollton
• College Station
• Flower Mound
• Georgetown
• Lewisville
• Longview
• Odessa
• Richardson
• Round Rock
• San Angelo
• Temple
• Tyler
APPENDIX B.
eff.09.21.2024
CITY OF WICHITA FALLS,TEXAS
FIRE PAY SCHEDULE-2024-2025 5%COLA
Firefighter Trainee-5110 1
HOURLY $22.94
BIWKLY $1,835.20
ANNUAL $47,715.201
Firefighter-24hr-5111 1 2 3 4 5 6 7 8 9 10 11 12
HOURLY $19.88 $20.39 $20.92 $21.45 $22.00 $22.56 $23.14 $23.73 $24.34 $24.96 $25.61 $26.26
BIWKLY $2,147.04 $2,202.12 $2,259.36 $2,316.60 $2,37600 $2,43648 $2,499.12 $2,562.84 $2,628.72 $2,695.68 $2,765.88 $2,836.08
ANNUAL $55,823.04 $57,255.12 $58,743.36 $60,231.60 $61,776.001 $63,348 48i $64,977.12 $66,633.84 $68,346.721 $70,087.681 $71,912.881 $73,738.08
Fire Equipment Operator-24hr-5112 1 2 3 4 5 6 7
HOURLY $25.11 $25.75 $26.41 $27.08 $27.78 $28.49 $29.22
BIWKLY $2,711.88 $2,781.00 $2,852.28 $2,924.64 $3,000.24J $3,076.92 $3,155.76
ANNUAL $70,508.88 $72,306.00 $74,159.28 $76,040.64 $78,006.24 $79,999.92 $82,049.76
Fire Lieutenant-24hr-5113 1 2 3 4 5 6 7
HOURLY $29.06 $29.81 $30.58 $31.35 $32.16 $32.98 $33.82
BIWKLY $3,138.48 $3,219.48 $3,302.64 $3,385.80 $3,473.28 $3,561.84 $3,652.56'
ANNUAL $81,600.48 $83,706.48 $85,868.64 $88,030.80 $90,305.28 $92,607.84 $94,966.56
Assistant Fire Marshal-80hr-5113 1 2 3 4 5 6 7
HOURLY $39.23 $40.24 $41.28 $42.32 $43.42 $44.52 $45.66
BIWKLY $3,138.48 $3,219.48 $3,302.64 $3,385.80 $3,473.28 $3,561.84 $3,652.56
ANNUAL $81,600.48 $83,706.48 $85,868.64 $88,030.80 $90,305.28 $92,607.84 $94,966.56
Fire Captain-24hr-5114 1 2 3 4 5 6 7
HOURLY $32.04 $32.85 $33.71 $34.58 $35.46 $36.36 $37.30
BIWKLY $3,460.32 $3,547.80 $3,640.68 $3,734.64 $3,829.68 $3,926.88 $4,028.40
ANNUAL $89,968.32 $92,242.80 $94,657.68 $97,100.64 $99,571.68 $102,098.88 $104,738.40
Deputy Fire Marshal-80hr-5114 1 2 3 4 5 6 7
HOURLY $43.25 $44.35 $45.51 $46.68 $47.87 $49.09 $50.36
BIWKLY $3,460.32 $3,547.80 $3,640.68 $3,734.64 $3,829.68 $3,926.88 $4,028.40
ANNUAL $89,968.32 $92,242.80 $94,657.68 $97,100.64 $99,571.68 $102,098.88 $104,738.40
Batallion Chief-24hr-5115 1 2 3 4 5 6 7
HOURLY $37.10 $38.04 $39.02 $40.02 $41.03 $42.09 $43.17
BIWKLY $4,006.80 $4,108.32 $4,214.16 $4,322.16 $4,431.24 $4,545.72 $4,662.36
ANNUAL $104,176.80 $106,816.32 $109,568.16 $112,376.16 $115,212.24 $118,188.72 $121,221.36
Bata Ilion Chief/Fire Marshal-80hr-5119 1 2 3 4 5 6 7',
HOURLY $50.07 $51.36 $52.68 $54.02 $55.41 $56.83 $58.28
BIWKLY $4,005.60 $4,108.80 $4,214.40 $4,321.60 $4,432.80 $4,546.40 $4,662.40
'ANNUAL $104,145.60 $106,828.80 $109,574.40 $112,361.60 $115,252.80 $118,206.40 $121,222.40
Deputy Chief-80hour-5116 1 2 3 4 5 6 7
HOURLY $57.97 $59.46 $60.98 $62.54 $64.13 $65.78 $67.46
BIWKLY $4,637.94 $4,756.75 $4,878.18 $5,003.11 $5,130.65 $5,262.57 $5,397.10
ANNUAL $120,586.50 $123,675.55 $126,832.74 $130,080.79 $133,396.97 $136,826.73 $140,324.62
eff.09.20.2025
CITY OF WICHITA FALLS,TEXAS
FIRE PAY SCHEDULE-2025-2026 10%COLA
Firefighter Trainee-5110 1 1
HOURLY $25.23
BIWKLY 1 $2,018.72
ANNUAL $52,486.72
Firefighter-24hr-5111- 11 21 3 4 5 6 7 8 9 10 11 12
HOURLY $21.87 $22.43 $23.01 $23.60 $24.20 $24.82 $25.45 $26.10 $26.77 $27.46 $28.17 $28.89
BIWKLY $2,361.74 $2,422.33 $2,485.30 $2,548.26 $2,613.60 $2,680.13 $2,749.03 $2,819.12 $2,891.59 $2,965.25 $3,042.47 $3,119.69
ANNUAL $61,405.34 $62,980.63 $64,617.70 $66,254.76 $67,953.60 $69,683.33 $71,474.83 $73,297.22 $75,181.39 $77,096.45 $79,104.17 $81,111.89
Fire Equipment Operator-24hr-5112 1 2 3 4 5 6 7
HOURLY $27.62 $28.33 $29.05 $29.79 $30.56 $31.34 $32.14
BIWKLY $2,983.07 $3,059.10 $3,137.51 $3,217.10 $3,300.26 $3,384.61 $3,471.34
ANNUAL $77,559.77 $79,536.60 $81,575.21 $83,644.70 $85,806.86 $87,999.91 $90,254.74
Fire Lieutenant-24hr-5113 1 2 3 4 5 6 J
HOURLY $31.97 $32.79 $33.64 $34.49 $35.38 $36.28 $37.20
BIWKLY $3,452.33 $3,541.43 $3,632.90 $3,724.38 $3,820.61 $3,918.02 $4,017.82
ANNUAL $89,760.53 $92,077.13 $94,455.50 $96,833.88 $99,335.81 $101,868.62 $104,463.22
Assistant Fire Marshal-80hr-5113 1 2 3 4 5 6 7
HOURLY $43.15 $44.27 $45.41 $46.55 $47.76 $48.98 $50 22
BIWKLY $3,452.33 $3,541.43 $3,632.90 $3,724.38 $3,820.61 $3,918.02 $4,017.82
ANNUAL $89,760.53 $92,077.13 $94,455.50 $96,833.88 $99,335.81 $101,868.62 $104,463.22
Fire Captain-24hr-5114 I 11 2 3 4 5 6 7
.....................-
HOURLY $35.24 $36.14 $37.08 $38.04 $39.01 $40.00 $41.03
BIWKLY $3,806.35 $3,902.58 $4,004.75 $4,108.10 $4,212.65 $4,319.57 $4,431.24
ANNUAL I $98,965.15 $101,467.08 $104,123.45 $106,810.70 $109,528.85 $112,308.77 $115,212.24
Deputy Fire Marshal-80hr-5114 1 2 3 4 5 6 7
HOURLY $47.58 548.78 $50.06 $51.35 $52.66 $53.99 $55.39
BIWKLY [ $3,806.35 $3,902.58 $4,004.75 $4,108.10 $4,212.65 $4,319.57 $4,431.24
ANNUAL $98,965.15 $101,467.08 $104,123.45 $106,810.70 $109,528.85 $112,308.77 $115,212.24
Batallion Chief-24hr-5115 1 2 31 4 5 6 7
HOURLY $40.811 541.84 542.92 $44.02 $45.13 $46.30 $47.49
BIWKLY $4,407.48 $4,519.15 $4,635.58 $4,754.38 $4,874.36 $5,000.29 $5,128.60
ANNUAL 5114,594.48 5117,497.95 5120,524.98 $123,613.78 $126,733.46 $130,007.59 $133,343.50
Batallion Chief/Fire Marshal-80hr-5119 1 2 3 4 51 61 7
HOURLY 555.09 556.49 557.94 $59.43 $60.93 $62.50 $64.11
BIWKLY $4,407.48 $4,519.15 $4,635 581 $4,754.38 $4,874.36 $5,000.29 $5,128.60
ANNUAL 5114,594.48 5117,497.95 5120,524.98 $123,613.78 5126,733.46 5130,007.59 5133,343.50
Deputy Chief-80 hour-5116 1 2 3 4 5 6 7
HOURLY 563.77 565.41 567.08 ,.. $68 79 570.55 572.36 $74 21
BIWKLY $5,101.74 _$5,232.43 $5,36600 $5,503.42 $5,64372 $5,788.82 $5,936.81
ANNUAL 5132,645.15 $136,043.11 5139,516.011 $143,088.871 $146,736.67 $150,509.401 $154,357.08
eff.09.18.2026
CITY OF WICHITA FALLS,TEXAS
FIRE PAY SCHEDULE-2026-2027 10%COLA-RESTRUCTURED
Firefighter Trainee-5110 1
HOURLY $30.84
BIWKLY $2,467.19
ANNUAL $64,146.94
Firefighter-24hr-5111 1 2 3 41 51 6
HOURLY $24.67 $25.95 $27.30 $28.71 $30.20 $31.77
BIWKLY $2,664.57 $2,803.09 $2,948.14 $3,101.04 $3,261.77 $3,431.66
ANNUAL $69,278.70 $72,880.24 $76,651.66 $80,626.95 $84,806.09 $89,223.08
Fire Equipment Operator-24hr-5112 1 2
HOURLY $34.32 $35.69
BIWKLY $3,706.19 $3,854.44
ANNUAL $96,360.921 $100,215.361
Fire Lieutenant-24hr-5113 1 HOURLY $38.54 2� 91
BIWKLY $4,162.79 $4,329.30
ANNUAL $108,232.59 $112,561.89
Assistant Fire Marshal-80hr-5113 1 2
HOURLY $52.03 $54.12
BIWKLY $4,162.79 $4,329.30
ANNUAL $108,232.59 $112,561.89
Fire Captain-24hr-5114 1
HOURLY $43.29
BIWKLY $4,675.65
ANNUAL $121,566.84
Deputy Fire Marshal-80hr-5114 1
HOURLY $58.45
BIWKLY $4,675.651
ANNUAL $121,566.84
1 Batallion Chief-24hr-5115 1
HOURLY $48.42
BIWKLY $5,229.81
ANNUAL $135,975.15
Batallion Chief/Fire Marshal-80hr-5119 11
HOURLY $65.37
BIWKLY $5,229.81
ANNUAL $135,975.151
Deputy Chief-80 hour-5116 1
HOURLY $70.60
BIWKLY $5,648.20
ANNUAL $146,853.171
eff.10.01.2027
CITY OF WICHITA FALLS,TEXAS
FIRE PAY SCHEDULE-2027-2028 10%COLA
Firefighter Trainee-5110 1
HOURLY $33.92
BIWKLY $2,713.91
ANNUAL $70,561.63
Firefighter-24hr-5111 1 2 3 4 5 6
HOURLY $27.14 $28.55 $30.03 $31.58 $33.22 $34.95
BIWKLY $2,931.02 $3,083.39 $3,242.95 $3,411.14 $3,587.95 $3,774.82
ANNUAL $76,206.56 $80,168.26 $84,316.83 $88,689.64 $93,286.70 $98,145.38
Fire Equipment Operator-24hr-5112 1 2
HOURLY $37.75 $39.26
BIWKLY $4,076.81 $4,239.88
ANNUAL $105,997.02 $110,236.90
Fire Lieutenant-24hr-5113 1
HOURLY $42.40 $44.09
BIWKLY $4,579.07 $4,762.23
ANNUAL $119,055.85 $123,818.081
lAssistant Fire Marshal-80hr-5113 1' 2
HOURLY $57.24 $59.53
BIWKLY $4,579.07 $4,762.23
'ANNUAL $119,055.851 $123,818.081
Fire Captain-24hr-5114 1,
HOURLY $47.62
BIWKLY $5,143.21
ANNUAL $133,723.53
Deputy Fire Marshal-80hr-5114 1
HOURLY $64.29
BIWKLY $5,143.21
ANNUAL $133,723.53
Batallion Chief-24hr-5115 1i
HOURLY $53.27
BIWKLY $5,752.79
AN N UAL $149,572.67
Batallion Chief/Fire Marshal-80hr-5119 1
HOURLY $71.91
BIWKLY $5,752.79
ANNUAL $149,572.67
Deputy Chief-80 hour-5116 1
HOURLY $77.66
BIWKLY $6,213.02
ANNUAL $161,538.481
APPENDIX C.
Longevity Pay Table
Years of Service Annual Payment
1 $238
2 $475
3 $713
4 $950
5 $1,188
6 $1,426
7 $1,633
8 $1,901
9 $2,138
10 $2,376
11 $2,614
12 $2,851
13 $3,089
14 $3,326
15 and Above $3,564