Fire Administration I 1 April 2006Selection Process for Entry-Level Firefighters The selection process for entry-level firefighters in the Hurst, Euless, and Bedford

Skinner

Dale Skinner

Instructor Travis Ownby

FIRT 1309 – Fire Administration I

1 April 2006

Selection Process for Entry-Level Firefighters

The selection process for entry-level firefighters in the Hurst, Euless, and Bedford (HEB) area is similar to that across the country. The process begins with a written assessment. The written test is comprised of reading comprehension; interpreting tables; situational judgment; logical reasoning; applying basic math rules; mechanical aptitude; spatial sense; map reading; and vocabulary. (IPMA Assessment Services 2003)These tests are usually purchased from International Public Management Association (IPMA). Once the applicant has successfully passed the written exam, they proceed to the physical agility test. The agility tests consist of job specific tasks that firefighters usually perform at an emergency scene. The agility test must be completed within a specified time. The next step in the selection process is the panel interview. The candidates are interviewed by suppression personnel to determine their value system and decision making skills. Upon completion of all the interviews, the candidates are ranked by the panel and background investigations begin. The background investigation consists of work history verification, past job performance, checking references, and credit checks. The candidates that meet the requirements of the department complete a polygraph examination. The polygraph is used to verify the information provided by the applicant during the interview process and background investigation is factual. Candidates then are interviewed by the Fire Chief. During this interview the candidate is given the opportunity to explain any blemishes discovered during the background investigation. It is also during this interview where the Fire Chief will determine if the candidate will receive a conditional job offer. Candidates who accept the job offer will undergo a medical physical and psychological examination. The purpose of these exams is to ensure that the candidate is physically and emotionally stable enough to perform as firefighters.

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Tremendous research is put into developing a valid written assessment tool by IPMA to ensure that candidates have the knowledge base required for the position. The physical agility test consist job specific tasks that firefighters in the HEB area would most likely conduct at every structure fire they encounter. A time limit for the agility test is established by incumbent firefighters taking the test. The slowest time by the incumbents is utilized as the maximum time limit given to the candidates. The panel interview although subjective, tests the candidate’s interpersonal skills and knowledge base. The candidates that do not possess strengths in these areas are eliminated from the selection process. The background investigation divulges information that candidates normally do not put on the application. The information discovered will reveal character flaws, ethical behavior, and their value system. The public expects firefighters to have strong moral and ethical behavior. The polygraph simply verifies that the candidate was honest and forthcoming about improprieties that might have been discovered during the interview process as well as the background check. The Fire Chiefs interview, like the panel interview is subjective. The Fire Chief reviews the compiled data of the applicant and further evaluates their morals, ethics and value system and determines if they share the department’s vision of providing quality service to the citizens. During the psychological exam, the psychologist utilizes standardized tests to evaluate the applicant’s mental state. The medical physical exam utilizes standards established by the National Fire Protection Association (NFPA). These standards establish the:

Medical evaluation of candidates including history, examination, and laboratory tests as indicated shall be performed on each candidate in order to detect any physical or medical condition(s) that could adversely affect the candidate’s ability to safely perform all essential job tasks under emergency conditions. (NFPA 1582 2003 Edition.)

The selection process for the HEB area has proven to be effective in selecting qualified personnel for the entry-level position of firefighter. One identified weakness noted is the physical agility test. Females taking the agility test tend to not possess the strength and endurance required to successfully pass the exam. One method that would improve the pass rate for females is to establish a fitness program for perspective applicants. This program would include weight and cardiovascular training. Active participants in the training program would then possess the physical requirements needed to pass the exam.

Works Cited

International Public Management Association. “IPMA-HR Assessment Services” 2003.

<http://www.ipma-hr.org/index.cfm?id=3465&navid=70&tcode=nws3>

National Fire Protection Association. NFPA 1582- Standard on Comprehensive Occupational Medical Program for Fire Departments. Quincy MA: NFPA Publications, 2003.