![]() Think about this when creating your value prop. The money for the role needs to come from somewhere. It isn't just about leadership and potential. How much revenue will they generate Year 1? What contracts will they be billable on (to offset their salary)? How much business development experience do they have? I spoke with a friend last week about a transitioning service member they were mentoring.Ĭouldn't speak highly enough about all the great things they did.Īnd wanted to know how they could get them right to the Senior Manager level at a Big 4 consulting firm. ((Note: this is why sales people that produce are so valued, and why I recommend veterans take a job in sales at some point to ensure they have the right acumen for growth.)) If people underperform and the money doesn't come in, hard decisions need to be made. You actually need to manage to a budget out here. We aren't dealing with monopoly money out here. It's because the "owner" of that requisition (position) needed to put together a BUSINESS CASE for the role.Īs in - explain how that role is going to generate (or directly support the generation of) revenue to cover salary + overhead.which is typically about 32% ON TOP OF the person's salary. Or why your counter-offer takes time to get approved? Want to know why that salary range is what it is? You can work people all you want, anywhere you want, as much as you want in the military.and it doesn't cost you anything. Yeah - yeah.don't give me that crap about the $$$ you get, lose or can't buy stuff with. I could go on and on with the differences.īut a huge challenge for transitioning military leaders is how they will react when learning they no longer have UNLIMITED RESOURCES. You have to let people go.or #you get let go (with no retirement). If people leave, under-perform, □happens and you fail to meet ALL of those accomplishments. That budget is directly aligned to what you will accomplish.and you have to factor #salaries into that budget. (Not just take last year's budget and add 10%) Which leaves you with a 2-3 month gap before you get a replacement.Īnd you need to #actually plan a budget for the year. I mean everything - including physical fitness training, urinalysis, ceremonies, CQ.each person could only work 40-hours a week.Īnd they have the ability to say "No" and #quit at any time. Most EMS agencies and fire departments require their members to maintain their own CE's, but AFR members receive all required CE's, every year, paid for by the department.Imagine you only had your team for 40-hours a week to do everything. This supplement is paid monthly and is applied towards your highest 5 year earnings.īeing a member of AFR is demanding, and continuing education is critical for our success. Peer Fitness: free training and testingĪll members who serve at least 5 consecutive years with AFR will receive longevity pay.On-duty professional development courses.144-240 hours of annual vacation accrual.Complete health and dental insurance (80% City contribution).25 year retirement at 75% of highest 5 years.We pay you to become a licensed paramedic! Awarded AAS degree upon successful completion. Online didactic portion allows students to remain on 56 hour work schedule. We pay you to become a licensed paramedic!Ĭentral New Mexico Community College - 12 month accelerated, hybrid program. University of New Mexico - 10 month accelerated program sponsored by the University of New Mexico. Interested in becoming a paramedic? Albuquerque Fire Rescue offers two options for paramedic school to eligible AFR employees. *Incentives are available after successful completion of probationary year*. ![]() Academic Incentive Pay ~ For every college credit earned we'll pay you $1 per month! (60 credit hours=$60 a month).Academic Reimbursement Plan ~ Receive up to $1,800 per year towards your college tuition!.Wildland Pay Incentive ~ $32.50 per month.Paramedic Assignment Pay Incentive ~ 9.5% pay increase upon assignment to an ALS unit or position with an additional 3.5% pay increase when assigned to a transport capable ALS unit.PROBATIONARY FIREFIGHTER - FF2C (1 year post cadet training)
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