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Recommendations for Improving the Recruiting and Hiring of Los Angeles Firefighters

by Chaitra M. Hardison, Gillian S. Oak, Lisa Saum-Manning, Nelson Lim, Kirsten M. Keller, Jefferson P. Marquis, Leslie Adrienne Payne, Robert Bozick, Louis T. Mariano, Jacqueline A. Mauro and Lisa Miyashiro

RAND Corporation, 2015
eISBN: 978-0-8330-8840-6 | Paper: 978-0-8330-8839-0
Library of Congress Classification HD8039.F52U534 2015
Dewey Decimal Classification 363.370683

ABOUT THIS BOOK | TOC

ABOUT THIS BOOK
Reviews the Los Angeles Fire Department’s hiring practices as of June 2014 and outlines a recommended new firefighter hiring process that is intended to increase efficiency of the hiring process, bolster the evidence supporting the validity of it, and make it more transparent and inclusive.

TABLE OF CONTENTS

Cover

Title Page

Preface

Contents

Figures and Tables

Summary

Acknowledgments

Abbreviations

CHAPTER ONE: Introduction

Time Constraints

Objectives Guiding the Project

Increase the Demographic Diversity of New Firefighter Hires

Minimize Costs for the City of Los Angeles and Its Applicants

Drawing on Existing Expertise and Past Research

Exploratory Interviews to Understand Stakeholder Perspectives

Job Incumbent Focus Groups to Confirm and Identify New Key Duties, Knowledge, Skills, Abilities, and Other Characteristics for Firefighter Service

Organization of This Report

A Framework for Understanding Recruitment

Firefighter Recruiting Practices

Key Comments on Recruiting from the Interviews

The Emphasis Should Be on Finding Highly Qualified Candidates, Not Merely on Increasing the Quantity of Candidates

CHAPTER THREE: The 2013 Firefighter Selection Process

Step 2: Describing the Minimum Requirements

Test of Reading Comprehension, Arithmetic, and Mechanical Aptitude

Test Development

Step 4: Candidate Physical Ability Test

Job Interview with a Firefighter and Interview Specialist

Collection of Preliminary Background Information Using Applicant-Provided Information

Two Fire Captains Review the Candidate’s Initial Background Application Package

In-Depth Background Check

Step 10: Medical and Psychological Evaluations

Certification

Data

Reduction of Applicants in the Selection Process

The Selection Process’s Impact on Minorities

Caution in Interpreting These Estimates Is Warranted

CHAPTER FIVE: Recommendations

Objective 1: Identify Applicants Most Likely to Be Successful Firefighters

Objective 2: Ensure Equal Opportunity Throughout the Hiring Process

Objective 4: Minimize Costs for the City of Los Angeles and Its Applicants

Start a New Citywide Outreach and Recruiting Campaign for the LAFD

Validate Selection Criteria by Establishing Relationships to KSAOs Required to Be an Effective Firefighter

Explore Options for Reducing the Applicant Pool to a Manageable Size

Establish a Robust Appeals Process for Applicants Who Believe That They Have Been Wrongly Deselected

Increase Electronic Documentation and Use of Online Technology During the Selection Process

Align the Content in Each Selection Step with the Job Analysis and Deconflict It with Other Elements in the Process

Step-by-Step Recommendations for Improving the Selection Process

Suggested Changes to Step 1: Preliminary Background Application and Step 2: Minimum Requirements

Suggested Changes to Step 3: Written Test

Suggested Changes to Step 4: Candidate Physical Ability Test

Suggested Changes to Step 5: Oral Interview, Step 6: Background Investigation and Preliminary Investigative Questionnaire, and Step 8: Field Investigation

Suggested Changes to Step 10: Medical and Psychological Evaluations

A. Key Considerations in Evaluating the Selection Process

B. Defining Critical Firefighter Tasks, Knowledge, Skills, Abilities, and Other Characteristics

C. Outsourcing the Written Test for Entry-Level Firefighters

D. The Impact of Chance Variability in Simple Random Sampling

E. Mathematics and Examples of Key Considerations for Stratified Sampling

References

Back Cover

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