SUPPORTS ITEM NO. 1
CS&B COMMITTEE AGENDA
FEBRUARY 1, 1996
POLICY REPORT
HUMAN RESOURCES
Date: January 15, 1996
Dept. File: cr\select
TO: Standing Committee on City Services and Budgets
FROM: General Manager of Fire & Rescue Services
SUBJECT: New Selection Process for Hiring Firefighters
RECOMMENDATION
THAT Vancouver Fire & Rescue Services implement a new selection
process.
COUNCIL POLICY
Council policy on providing Equal Employment Opportunity, adopted on
February 18, 1986, is as follows:
The City of Vancouver is made up of many racial and cultural
components, each contributing uniquely to the community as a
whole. In recognition of this, and of the dignity and worth
of every person, City Council reaffirms its commitment of
the policy of Equal Employment Opportunity for visible
minorities, women, aboriginal people and people with dis-
abilities.
The aims of this policy are to create a workforce which reflects the
composition of the qualified labour pool available in the community
and to foster a climate of understanding and mutual respect among
employees in the workplace and the community at large.
SUMMARY
The Firefighter Selection Steering Committee was established in August
1993 to design and develop a valid, fair and cost-effective recruit
selection system that would support the City's policy of hiring the
most qualified candidate. To achieve its goal the committee began a
four stage process.
The process included a task and selection criteria analysis to
identify the knowledge, skills, abilities and personal qualities
required, the redesigns of a selection system, a pilot program to test
the design as well as a report to the Fire Chief outlining a
recommended detailed selection process. The committee presented the
report to the Fire Chief and Citizens Advisory Committee (CAC). The
report was subsequently endorsed by both parties. The CAC offered a
letter of support. A detailed description of each of the steps is
contained in the attached Appendix A, pages 12 through 17.
PURPOSE
The purpose of this report is to seek Council approval for the
implementation of a new selection process for hiring Firefighters.
BACKGROUND
In September, 1992, City Council directed the Fire Chief to develop an
action plan to achieve three objectives. Two of these objectives are
the subject of this report. The first objective was to have the
workforce of Vancouver Fire & Rescue Services become more
representative of the community. The second objective was to ensure
the recruitment process and the selection criteria for positions in
Fire & Rescue Services more adequately reflected contemporary and
future standards for the variety of tasks required.
A task force of stakeholders created a comprehensive and achievable
plan. The resulting action plan contained in a Council report
entitled " Representative Workforce, Staff Development, Succession
Planning, and Recruitment and Selection" was endorsed by Council at
the November 17, 1992 Council meeting. One of the Report
recommendations was that the Fire Chief be directed to report back to
Council within two months on the costs of retaining an external
consultant to establish valid Fire & Rescue Services entrance
standards.
On February 2, 1993, Council approved $50,000 in addition to the Fire
& Rescue Services operating budget to hire an external consulting firm
to assist City staff in the development of valid entrance standards
and the criteria for the entry level position of Firefighter. As a
result of approval of this funding, the consulting firm of T. Turner
Inc. was retained. Also, a Firefighter Selection Steering Committee
was established with three members of the Vancouver Fire & Rescue
Services, two representatives from Human Resource Services, two
representatives from the Equal Employment Office, and two
representatives of the Vancouver Firefighters Union.
The consultant worked with the steering committee to produce a
selection process and supporting policies for Vancouver Fire & Rescue
Services. The report was given to the Fire Chief and after a
preliminary review, it was passed on to the Citizens Advisory
Committee who endorsed its recommendations. Using the Steering
Committee report as a basis, Fire & Rescue Services has produced this
report and its recommendation for Council approval.
DISCUSSION
Methodology Used by the Steering Committee
The Firefighter Selection Steering Committee's overall objective was
to design a Recruit Firefighter selection process that was valid, fair
and cost-ffective, i.e., the system should select people who will
become effective Firefighters and do so in a fair and
non-discriminatory manner and in such a way that costs are minimized.
An important consideration for the Committee was that any system
developed would contribute in a positive way to the City's policy of
having its work force reflect the diversity of the City's qualified
labour pool and be consistent with the City's policy of hiring the
best qualified candidate.
To achieve its objective, the Committee undertook a process that
involved four stages:
a) Task and Selection Criteria Analysis Stage
The purpose was to identify and define the selection criteria
(knowledge, abilities, skills and personal attributes) required
for success in the Firefighter position. The task and selection
criteria analysis used the methods of literature search,
observation, interviews, questionnaires and critical incident
analysis. A majority of the V.F.& R.S. members were involved in
the analysis. The methodology, materials and results of the task
and selection criteria analysis are contained in a separate
report by T.S. Turner Consulting which can be obtained from the
Fire Chief. The selection criteria and their definitions are
detailed in Appendix A, pages 8 and 9.
b) Initial Selection System Design Stage
The Steering Committee produced an initial selection system
design which focused on the identified selection criteria to
ensure the system would be valid (job related) and fair
(non-discriminatory). Numerous sources of information were
accessed and the opinions of other resource personnel were
sought. A detailed description of the elements of the new
selection system is contained in Appendix A, Section C, starting
on page 12.
c) Pilot Program Stage
A pilot program to test the initial design was planned and
implemented using a sample group who reflected the diver-sity of
our community. To assure the Steering Committee members that
well prepared female candidates could complete the physical
component of the selection system in an acceptable time a special
all-female group of twelve went through the Physical Performance
Assessment. The special session provided this assurance.
d) Critical Review and Redesign
Following the pilot program, the Steering Committee critically
reviewed the selection system design, rating scales and
supporting materials and made numerous changes and modifications.
The experience with the pilot program and with prior outreach
programs, has indicated to the committee that the selection
process will only be successful if there is an ongoing outreach
program. This will require staff and resources.
The details of the new selection process are contained in
Appendix A and are summarized as follows:
Recommended Firefighter Selection Process
Step 1 - Assessment of Basic Entrance Requirements
a) The mandatory entrance requirements are:
- High school graduation or its equivalent.
- One year of accumulated work experience after
completion of high school.
- Vision - 20/30 unaided and uncorrected; colour and
peripheral vision acceptable for the occupation of
Firefighter as acceptable to the City's Director of
Occupational Health Services.
- Hearing - unaided hearing as acceptable to the City's
Director of Occupational Health Services.
- Valid B.C. Class 5 Driver's Licence.
- Driving record that demonstrates responsible and safe
driving behaviour. A record with more than 6 points may
eliminate a candidate from further consideration.
- No unpardoned conviction for a criminal offense that is
related to the position of Firefighter.
- Legally entitled to work in Canada.
- Successfully completed air brake theory course.
b) The beneficial (non-mandatory) areas are:
- One year post secondary education - academic,
technical or trades.
- Work experience related to the Firefighter selection
criteria and job duties, e.g.,
- experience in house building relates to
criteria of Building Construction Knowledge
- experience as truck driver relates to
criteria of Driving Skill
- first aid, nursing, paramedical experience related
to a Firefighter's job duties.
- Experience in the Fire Service
- Basic First Aid certificate.
- Knowledgeable of a different culture(s).
- Fluency in a second language other than English.
- Ability to swim.
- Non-smoker.
Only those candidates who meet the mandatory requirements are accepted
into the selection process.
Step 2 - Firefighter Aptitude Test
Candidates who meet the mandatory requirements write the Firefighter
Aptitude Test developed by the International Personnel Management
Association. A candidate must achieve a score of 75% or more in the
test to proceed to the next step of the selection process.
Step 3 - Physical Performance Assessment
Candidates who successfully complete the Aptitude Test proceed to the
Physical Performance Assessment. Four physical simulations are
completed sequentially and continuously.
a) Stair Climb/Hoisting Simulation
b) Forced Entry Simulation
c) Hose Advance Simulation
d) Victim Rescue Simulation
Successful candidates who complete all four simulations in 5 minutes
and 30 seconds or less advance to the next step of the selection
process.
Step 4 - Panel Interview
Candidates who successfully complete the physical performance
assessment are interviewed by a panel of trained and experienced
interviewers.
Step 5 - Background Check
An in-depth background check will be performed on any candidate who
successfully completes the interview process.
Step 6 - Final Candidate Evaluation
Those candidates who successfully complete the five previous steps are
divided into two groups based on the standard numerical scores they
achieved in the Aptitude Test, Physical Performance Assessment and
Interview. The two groups are described below:
Group A
Candidates must achieve all of the following:
- an aptitude test score of 80 or higher
- a physical assessment score of 68 or higher
(i.e., a time of 5 minutes and 30 seconds or
less) *
- an interview score of 65 or higher
Group B
Candidates must achieve all of the following:
- an aptitude score of 75 or higher
- a physical assessment score of 68 or higher
(i.e., a time of 5 minutes and 30 seconds or less)
*
- an interview score of 60 or higher
* The time of 5 minutes and 30 seconds has been
established as a critical requirement to perform the job
of firefighter safely and effectively. Completion of
the physical performance assessment in time of less than
5 minutes and 30 seconds indicates a greater athletic
ability, but does not significantly enhance a candidates
ability to perform a firefighter's duties safety and
effectively.
The standard scores achieved in the Aptitude Test, Physical
Performance Assessment and Panel Interview are weighted to
achieve an overall point total. In addition, candidates will
have 1 point added to their final point total for each Beneficial
(Non-Mandatory) entrance requirement met. The weighting factors
used to calculate the overall score are:
Aptitude Test 25%
Physical Performance Assessment 45%
Panel Interview 30%
It is recommended that the selection be based on merit. That is,
candidates from group A will be selected before candidates in
group B. It is considered that there is no demonstrable
difference in ability between the candidates within a group. It
is a further recommendation that the selection committee be
reconvened to assemble each training class. In making up each
class, the committee will consider a number of factors such as
class diversity and good training principles.
Step 7 - Medical Examination/Criminal Record Check
Candidate must successfully complete an extensive medical
examination performed by the City's Director of Occupational
Health Services. Candidates will be asked to authorize a
criminal record check and provide proof of a safe driving record.
Step 8 - Interview With Fire Chief
The Fire Chief or his designate will interview the candidates
prior to the start of training.
OUTREACH
To meet the objective that Vancouver Fire & Rescue Services
become more representative of the community an extensive outreach
program is needed. This will require the Department to work in
conjunction with the Vancouver Firefighters Union, the Equal
Employment Office, and Human Resource Services. The consensus
building approach used throughout the Steering Committee process
has been seen by all to be invaluable. These groups have agreed
to work together to achieve the success of this program. The
reality is that if this program is to be successful in the long
term additional staff must be hired.
ENVIRONMENTAL IMPLICATIONS
There are no environmental implications
SOCIAL IMPLICATIONS
There will be positive social implication in that service to our
diverse community will be enhanced by a more representative fire
service. Children from diverse backgrounds will see Firefighting
as an available career opportunity.
PERSONNEL IMPLICATIONS
In order to run an effective outreach and selection program,
existing staff resources will need to be increased. A
recruitment officer was identified in the Department s strategic
plan and in a previous report to Council where the position was
approved subject to a report back to Council identifying funds
within the Departments resources. The Department will report
back to Council at a later date regarding staffing needs for a
recruitment officer and support staff.
FINANCIAL IMPLICATIONS
Selection Process
The cost of running a successful Outreach and Selection Program,
excluding staff costs, is $101,000 over a three year period.
These costs include equipment, development of a recruitment
video, printing, and marketing costs. A request for funding will
be the subject of a future Council report. There is more detail
on this financial implication in Appendix A, pages 20 through 23.
CONCLUSION
Vancouver Fire & Rescue Services, the Vancouver Firefighters
Union, Human Resource Services and Equal Employment Office have
developed an effective, fair and equitable selection process that
is consistent with the City's hiring policies. In order for this
process to be successful, there must be a well-organized,
thorough, timely and effective outreach program. Such a program
should be a team effort involving the Department, the Vancouver
Firefighters Union, Human Resource Services and Equal Employment
Office.
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