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.
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Okray, Randy, and Thomas Lubnau. Crew Resource Management for the Fire Service. Tulsa, OK: PennWell, 2004. Print.
Jarvis, C. (2008). Physical examination and health assessment (5th ed.) with skills DVD. St. Louis: Saunders.
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