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A short course of lectures
«Recommendations for improving the recruiting and hiring of los angeles firefighters»





LAFD's Recruitment and Outreach StrategiesStep 3: Written TestFIVE. RecommendationsOrganization of This ReportExplore Options for Reducing the Applicant Pool to a Manageable SizeObjective 1: Identify Applicants Most Likely to Be Successful FirefightersTest DevelopmentRecommendationsStep 1: Preliminary Background ApplicationOverview of the Reasoning for Selecting a Random SampleKey Comments on Recruiting from the InterviewsOther Factors to Consider When Designing a Selection SystemValidate Selection Criteria by Establishing Relationships to the KSAOs Required to Be an Effective FirefighterExisting LAFD Job AnalysesNotification CardsStep 4: Candidate Physical Ability TestJob Incumbent Focus Groups to Confirm and Identify New Key Duties, Knowledge, Skills, Abilities, and Other Characteristics for Firefighter ServiceStudy ApproachValidity and ReliabilityImprove the Firefighter Selection Process Through a Variety of Specific RevisionsObjectives Guiding the ProjectAdditional ConsiderationsReview of Existing Documentation and Informational Interviews on Recruiting and Selection ProcessesStep-by-Step Recommendations for Improving the Selection ProcessStep 7: Initial Panel ReviewLegal DefensibilityTwo Fire Captains Review the Candidate's Initial Background Application PackageStatistical Analysis of the Selection ProcessOverarching Recommendations Targeting the Four ObjectivesObjective 4: Minimize Costs for the City of Los Angeles and Its ApplicantsCertificationFindingsFirefighter Recruiting PracticesValidate Selection Criteria by Establishing Relationships to KSAOs Required to Be an Effective FirefighterThe Emphasis Should Be on Finding Highly Qualified Candidates, Not Merely on Increasing the Quantity of CandidatesIn-Depth Background CheckA Framework for Understanding RecruitmentSuggested Changes to Step 4: Candidate Physical Ability Test Minimize Costs for the City of Los Angeles and Its ApplicantsCosts to the CityAlign the Content in Each Selection Step with the Job Analysis and Deconflict It with Other Elements in the ProcessAPPENDIX C. Outsourcing the Written Test for Entry-Level FirefightersA Note About Hiring Practices and the LawStep 2: Describing the Minimum RequirementsReduction of Applicants in the Selection ProcessStep 10: Medical and Psychological EvaluationsSuggested Changes to Step 3: Written TestCollection of Preliminary Background Information Using Applicant- Provided InformationStudy ApproachScope and Limitations of This ReportStep 9: Final Panel ReviewThe City's Current Selection ProcessIncrease the Demographic Diversity of New Firefighter HiresLogistics and TimingTWO. Firefighter Recruitment and Outreach StrategiesThe RAND Safety and Justice ProgramObjective 3: Increase the Demographic Diversity of New Firefighter HiresExplore Options for Reducing the Applicant Pool to a Manageable SizeObjectivesAPPENDIX A. Key Considerations in Evaluating the Selection Process Start a New Citywide Outreach and Recruiting Campaign for the LAFDRepeat of Initial Panel Review with Corroborated InformationEnsure Equal Opportunity Throughout the Hiring ProcessAlternative Written Aptitude TestsStep 6: Background Investigation and Preliminary Investigative QuestionnaireCaution in Interpreting These Estimates Is WarrantedTHREE. The 2013 Firefighter Selection ProcessTime ConstraintsStep 8: Field InvestigationAPPENDIX D. The Impact of Chance Variability in Simple Random SamplingTest of Reading Comprehension, Arithmetic, and Mechanical AptitudeAPPENDIX E. Mathematics and Examples of Key Considerations for Stratified SamplingEstablish a Robust Appeals Process for Applicants Who Believe That They Have Been Wrongly DeselectedIncrease Electronic Documentation and Use of Online Technology During the Selection ProcessObjective 2: Ensure Equal Opportunity Throughout the Hiring ProcessFOUR. Statistical Analysis of the Selection ProcessPrefaceThe Selection Process's Impact on MinoritiesAPPENDIX B. Defining Critical Firefighter Tasks, Knowledge, Skills, Abilities, and Other CharacteristicsSuggested Changes to Step 10: Medical and Psychological EvaluationsSupplementing the Existing Job AnalysesDrawing on Existing Expertise and Past ResearchDataData Analyses to Examine Disparate Impact of the 2013 Selection ProcessTie Minimums on All Selection Factors to Acceptable and Unacceptable Performance in Training or on the JobThe Value of DiversityCivil Service Standards, Guidelines, and RegulationsCosts Borne by the ApplicantSuggested Changes to Step 7: Initial Panel Review and Step 9: Final Panel ReviewExploratory Interviews to Understand Stakeholder PerspectivesOverview of Recommendations as They Relate to the ObjectivesSuggested Changes to Step 1: Preliminary Background Application and Step 2: Minimum RequirementsAcknowledgmentsStratified Sampling Formulas Illustrated with an ExampleStep 5: Oral InterviewJob Interview with a Firefighter and Interview Specialist
 
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