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
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... middle of paper ...
...ghter. 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
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International Public Management Association. “IPMA-HR Assessment
Services” 2003.
National Fire Protection Association. NFPA 1582- Standard on
Comprehensive Occupational Medical Program for Fire Departments.
Quincy MA: NFPA Publications, 2003.
When a vacancy in the sheriff's office comes up, the top three names from the register are sent over for the sheriff's office to conduct interviews, background investigations, and the medical, psychological and polygraph exams. The sheriff's office doesn't become involved in the hiring process until after the written exam and physical agility test have been completed, and names have been received from the register.
In this report I will focus on desirable traits the Columbus Division of fire are looking for, as well as the City’s hiring process, training requirements, offered benefits, probationary period, promotional opportunities, and departmental structure. I will also...
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In the area of Background Investigations the FBI manages checks on anyone who applies for positions with the Department of Energy, Nuclear Regulatory Commission, the Department of Justice, and the FBI its self. When conducting these investigations on applicants the FBI will interview past neighbors, and coworkers of those who apply. Also they will check their criminal records and credit history. Doing so ...
They must be physically fit because they must pass an exam that is similar to military and law enforcement physical aptitude tests. Candidates without a formal education may qualify if they have three years of specialized experience and training. This generally only applies to former military and law enforcement personnel who have experience interviewing people, conducting surveillance, carrying out investigations and organizing
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original physical test, but the physical test itself had impractical tasks that someone with no fire
Jarvis, C. (2008). Physical examination and health assessment (5th ed.) with skills DVD. St. Louis: Saunders.
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Okray, Randy, and Thomas Lubnau. Crew Resource Management for the Fire Service. Tulsa, OK: PennWell, 2004. Print.
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