HB 2237
In CommitteeHouse
Deputy state fire marshals
Concerning deputy state fire marshals.
This status may be delayed. See Action History below for the latest updates.
How does a bill become law?
- Introduced: The bill is filed and assigned a number.
- Committee: A subject-matter committee holds hearings, takes public testimony, and decides whether to advance the bill.
- Floor Vote: The full chamber (House or Senate) debates and votes on the bill.
- Opposite Chamber: The bill repeats the committee and floor vote process in the other chamber.
- Governor: The Governor reviews the bill and decides whether to sign or veto it.
- Signed: The bill has been signed into law.
AI Analysis
This bill aims to improve recruitment and retention of deputy state fire marshals by requiring their salaries to match or exceed those of local firefighters, based on data from major Washington fire departments. It also directs a review of whether the State Fire Marshal’s Office should operate independently from the State Patrol.
- Requires deputy state fire marshals’ minimum monthly salary to be competitive with local firefighting agencies, based on compensation data from seven major local agencies (e.g., Seattle, Vancouver, Spokane Fire Departments).
- Mandates that compensation include base salary, premium pay, education pay, and longevity pay when determining competitiveness.
- Directs the Office of Financial Management to conduct a salary survey every four years (starting by September 1, 2026) and report findings to the governor and legislature.
- Tasks the State Fire Service Policy Board with evaluating whether the State Fire Marshal’s Office should be moved out of the State Patrol and be made independent.
- Requires the State Fire Service Policy Board to submit a report to the legislature by December 1, 2026, and includes a sunset date of December 31, 2026 for this requirement.
Who is affected
- Deputy state fire marshals — Deputy state fire marshals may see improved compensation to help attract and retain staff, addressing current staffing shortages due to lower pay compared to local fire departments.
- Residents of Washington state — May benefit from improved fire safety services, including inspections, hazmat preparedness, and fire investigations, if staffing and funding improve as a result of this bill.
- Local fire departments and districts — May face increased costs for local fire services if they rely on state support but are not covered by the new compensation standards.
- Office of Financial Management — Will be responsible for conducting salary surveys and reporting findings to ensure deputy state fire marshal pay remains competitive.
- State Fire Service Policy Board — Will review options for moving the state fire marshal office out of the State Patrol and report findings to the legislature.
Pro/Con Analysis
Stronger case for benefits
Potential Benefits (3)
Requiring deputy state fire marshal salaries to match or exceed those of local firefighters—based on data from seven major agencies—should directly improve recruitment and retention, addressing chronic staffing shortages that have hampered state fire safety services.
Business & EmploymentPeopleRef: Sec. 2(1)(a)-(c)Including premium pay, education pay, and longevity pay in the compensation comparison ensures the salary benchmark reflects total real-world earnings, making the competitiveness standard more meaningful for attracting experienced firefighters into state roles.
Business & EmploymentPeopleRef: Sec. 2(1)(b)The mandate for the State Fire Service Policy Board to evaluate whether the State Fire Marshal’s Office should be independent from the State Patrol could lead to structural improvements that enhance accountability, responsiveness, and service coordination—especially for local fire agencies that rely on state support.
Local GovernmentPeopleRef: Sec. 3(1)-(2)
Potential Concerns (3)
The requirement for the Office of Financial Management to conduct salary surveys every four years using existing resources may strain OFM’s capacity and delay or dilute other fiscal analysis duties, potentially affecting local governments that rely on timely state fiscal data.
Local GovernmentRef: Sec. 2(1)(d)The sunset provision for the independent review of the State Fire Marshal’s Office structure means any findings or recommendations from the State Fire Service Policy Board will expire before legislative action can be taken in the 2027 session, reducing the bill’s long-term impact on governance efficiency.
Local GovernmentRef: Sec. 3(3) (sunset date of December 31, 2026)While the bill aims to raise deputy state fire marshal pay, it does not appropriate new funds and relies on existing resources, meaning actual compensation increases may be delayed or contingent on budget surpluses—potentially undermining recruitment goals.
Business & EmploymentRef: Fiscal Impact section (no explicit funding allocated)
Who Is Most Affected
Deputy state fire marshals are the primary direct beneficiaries: improved compensation should reduce chronic vacancies and improve morale, especially for those currently earning less than local peers.
Residents benefit indirectly through improved fire safety services—more consistent inspections, hazmat readiness, and fire investigations—if staffing improves. However, benefits are uncertain without guaranteed funding for program expansion.
Local fire departments may benefit from stronger state support if the office becomes independent and more responsive, but they face no direct cost increase from this bill—though they may bear indirect costs if state services improve and expectations rise.
The Office of Financial Management gains a new statutory duty but is required to perform it “within existing resources,” meaning staff time and budget constraints may limit the rigor or timeliness of the required surveys.
The State Fire Service Policy Board is tasked with a time-limited review and report, but the December 2026 sunset means any structural changes require new legislation—limiting the board’s practical influence.