Pre-Hire Testing

Applications will be reviewed after March 31st. We will contact all qualified applicants to invite them to join us for our half-day pre-hire test and interview process.

Testing and interviews are tentatively scheduled for:

Tuesday, April 11, 2023 at 8am
Westford Fire Headquarters
65 Boston Road
Westford, MA 01886

Our pre-hire test consists of:

• Written Exam.
  • Our exam challenges each candidate's general paramedic knowledge, and knowledge of Massachusetts Statewide Pre-Hospital Treatment Protocols. 
  • It includes a variety of multiple choice, short answer, labeling type questions, med math, and 12 lead interpretation.
  • Candidates are given 2 hours to complete the exam, and must score at least 70% or higher to move on through the remainder of the process.
• ACLS Megacode Scenario with the EMS Medical Director.
• Peer Oral Board.
• Captain's Interview.

Upon receiving a conditional job offer, applicants must pass:

• Extensive background investigation
• Medical exam
• Psychological exam
• Massachusetts Firefighter Physical Ability Test

• All other applicants who successfully complete all portions of our pre-hire testing process will be placed on an eligibility list for future positions.

Upon accepting a position with the Westford Fire Department:

• All new employees are on probation for their first year of employment.
• Any applicant who is not certified to level of Firefighter I/II will be required to complete the Career Recruit Firefighter Training Program through the Massachusetts Firefighting Academy.

The Town of Westford provides an excellent compensation package as defined in the IAFF Local 3126 Collective Bargaining Agreement.

To view all benefits provided by the CBA, click the link below.

HIGHLIGHTS

Union Dues

• Currently $18.35/week

Schedule (Article 16)

• Rotating 24 hour shifts
• 24 hours on duty, 48 hours off duty, 24 hours on duty, 96 hours off duty.
• 42 hour work week (Eight (8) week average)

FY23 Compensation Schedule (Article 37)

• Employees paid weekly by direct deposit.

Step Raises

• Step adjustments are based on experience. The Chief has the right to start new employees on higher steps based on experience up to Step 4.
• Employees advance to the next step after completion of a complete year of employment.

Cost of Living Adjustment (On July 1)

• FY2022: +2%
• FY2023: +2%
• FY2024: +2%

Overtime/Forced Overtime (Article 19)

• Overtime: Time & one half hours beyond an employees regularly scheduled shifts.
• Forced Overtime: Any employee forced to fill an open shift is paid at a rate of two times their hourly rate.
• Employees are not ordered in from home.
• Forced overtime goes in reverse order of seniority through all members of the shift.
• Employees cannot work more than 48 consecutive hours.
• Three (3) hour minimum for shift call back. (Article 17)

Details (Article 13)

• Time & one half hours for any Town of Westford fire/EMS details.
• $55.00/hour for any private fire/EMS details, minimum four (4) hours.
  • After 4 hours, minimum eight (8) hours.
  • After 8 hours, minimum ten (10) hours.
  • After 10 hours, minimum twelve (12) hours.
  • After 12 hours, minimum fourteen (14) hours.
• $60.00/hour for any "emergency fill" private fire/EMS details

Paid Holidays (Article 23)

Vacation Time (Article 22)

Employees can carry over a max of 240 hours annually.

Personal Time (Article 36)/Sick Time (Article 24)

Clothing Allowance (Article 35)

• $1,200/Annually

Education Incentives (Article 20)

Awarded in June.

*Instructor II replaces Instructor I

Longevity (Article 18)

Other Benefits

• Biennial recertification reimbursement to maintain State and National EMS certifications, as well as ACLS for Paramedics.
• The department encourages exploring available training opportunities. Over the years, our community has supported the continued expansion of funding for training within our annual budget. Funding cover costs related to overtime, shift coverage, course tuition, and travel. All requests for Fire & EMS training beyond what is offered or required by the department must be reviewed and approved by the Fire Chief.

New fire department employees are eligible for the following benefits:

• Middlesex County Group 4 Retirement

• Blue Cross/Blue Shield Health & Dental Insurance

  • PPO: 60/40 Split

  • HMO: 65/35 Split

• MetLife Vision Plan

• Supplemental Life Insurance

• Group Term Life Insurance

• Long Term & Short Term Disability Insurance

• Accident Insurance

• Healthcare Flex Spending Account

Visit the Town of Westford Human Resources Document Center to get the latest information on employee benefits!

Don't forget to view Page 2!

Other Benefits

• Health and wellness both on the job and at home are critical to keeping our team mission oriented. Besides the Town of Westford Employee Assistance Program, we are actively working to expand services for all of our Westford Public Safety Personnel.

  • All Westford Fire, Police, and Communications personnel have access to our WPS Wellness App, driven by Cordico. This app puts up to date health and wellness resources into the hands of our first responders and their immediate family members 24/7.
  • With support from members of Local 3126 and fire department administration, we are working toward developing an in-house peer support program to benefit all members and their families.
  • Cancer awareness and prevention in the fire service is critically important to keeping members healthy. We provide cleaning and decontamination equipment for equipment and PPE at all of our stations and on our apparatus. As of our latest contract, the town provides reimbursement for cancer test kits for up to 20 members/year.
  • We are actively pursing grants and funding through our annual budget to expand health screenings for all of our members.
  • Members are provided two complete sets of structural firefighting turn out gear. Having two sets of turnout gear allows members to switch into clean personal protective equipment while the soiled set is properly cleaned and decontaminated.
  • Our stations are equipped with exercise equipment, and our contract provides time to exercise on-duty

A Solid Foundation For The Future

We pride ourselves in the level of  pre-hospital emergency medical care that we provide to our community. One of the many ways we that we maintain the level of service that people have come to expect is through creating a strong foundation for all of our incoming paramedics.

• Week 1

  • All new employees work a Monday through Friday 7a-3p schedule during their first week of orientation. 
  • Each day you will work one-on-one with one of our Field Training Officers (FTO).
  • Our FTOs have created a detailed schedule for the week that covers familiarization of our department, the community, and training mandated by the Town of Westford, the Fire Department, and the Office of Emergency Medical Services.

• Week 2, 3, & 4

  • After week 1, new employees are assigned to their shift to begin their minimum of three (3) weeks of third riding on our primary ambulance.
  • The purpose of the third riding period is to allow your FTO to evaluate your assessment and treatment plans, documentation, and help familiarize you with our local hospitals, equipment, policies, and procedures.

• Week 5+

  • Once you have completed your third ride time, you will continue to work one-on-one with one of our FTOs.
  • This phase of our orientation program is tailored to the individual based on their past experience as a paramedic.
  • Paramedics with one (1) year or more of experience will typically complete a minimum of eight (8) weeks with an FTO after completion of third ride time.
  • Paramedics with less than one year of experience will typically work with an FTO for a minimum of six (6) months.
  • This phase of the orientation can be extended if necessary.
  • Progress is documented by FTOs, and reviewed with the new member after each shift.
  • Paramedics with less than one year experience will meet with our EMS Administrators, shift officers, and assigned FTOs every 90 days to review progress and get feedback on the orientation process.
  • The formal paramedic orientation process ends when all field training documentation is complete, and recommendations are made by the EMS Administrators to the EMS Medical Director to clear the new Paramedic.
  • New employees are probation for their first year of employment.

Job Stability

The town has supported the addition of six (6) new firefighter/paramedic positions over the last five (5) years, bringing our shift staffing to 11 personnel/shift. More staffing makes us more efficient responding to the demands of the town, and achieved a long term goal that was developed in cooperation between the town, the fire department, and Westford Firefighters Local 3126.

The Latest Equipment and Technology

A look at a few of our most recent capital improvements will show that the Town of Westford is committed to providing its fire department with the most up-to-date technology to allow us to better serve and protect the community.

Upcoming Capital Improvements