Captain Bob:
Our department has not been happy with the direction that outside consulting firms have taken our promotional assessment centers. Do you have any advice?
Paul.
I'm honored you have asked for my opinion.
You're not alone in this one. Personnel departments and outside companies have lost their way trying to give us good guidelines on how to promote the best officers.
Abraham Lincoln said, "If you want to check a man's character, just give him some authority." We have all seen this in action.
I'm sure you have found that sometimes those with all the degrees have been educated beyond their intelligence. Bottom line, what most departments are looking for is: When the spit hits the fan, they don't need to be concerned about their line officers. The rubber meets the road in the station and on the fire ground. It's like giving someone a 7-11 franchise.
Here are some suggestions:
Many departments are lowering the weight of the written test (LA City) and placing more importance on presentation skills to evaluate how the candidate would perform on the job. This will allow more to test and save the candidate and his family up to a year turning themselves inside out.
Require a one page resume where you don't have to go on a treasure hunt to find what you need.
Instead of just an in-and-out basket, have the candidates show up to go on line with a new pass word for the department computer system. Have them do some mock response reports, line up, training, respond to senior officer's requests, citizen complaints, or any other relevant required duties an officer would have with using a computer. Combine this with eleven voice mails including a missing chain saw on E-1, request from the city manager, fire safety program for the next day, a hydrant 10-7, a firefighter sick or with car trouble, etc. Set up a monthly training schedule in a day timer.
A real test of the ability of a potential officer can be revealed in simulations.
It has been my experience coaching promotional candidates, and concerns me, the wheels start coming of their wagons early on in a fire or emergency medical simulation. They don't take command, have a plan, order enough resources, lose track of resources, can't or won't spin off enough of the responsibility to stay ahead of the emergency, and can't figure out what they would do differently if given the opportunity.
Return to the oral interview using seasoned officers from your or other departments that can evaluate the real potential qualifications of the candidates. Suggested Questions: What are the first things you would do if promoted? If you were going to a new station? What programs or assignments can you identify that you can attach your name to? What part is training going to play in your command? How do you handle conflict? How do you get respect? How do you pass command at an incident? What have you done to prepare for the position? What does customer service mean to you and your department? How can you be part of the team to pull the department over the next 5 years?
Have the candidates deliver a 15 minute class on the D.OT. book or other tool they would need on the job.
Deliver a 10 minute presentation on one of three possible topics, or an oral resume.
I hope this is helpful.
If you know any entry level or promotional candidates, you can refer them to our web site for lots of FREE information.
Absolutely nothing counts 'til you have the badge. Nothing!
"Captain Bob"
Ask "Captain Bob" Any Question
Fire "Captain Bob" Smith has coached countless entry level and promotional candidates to get their badge. He is a retired 28-year Hayward, Ca. Captain, speaker/author of the audio/video program "Conquer the Job Interview," the book "Fire Up Your Communication Skills" ISBN 09657620-6-8 and a member of the prestigious National Speakers Association. You can book him as a speaker or get a copy of his books and tapes by calling toll free at 888-238-3959.
E-mail: captbob@verio.com Web site: http://www.eatstress.com