City of Edmonton Hiring Practices (D. Thiele)

Recommendation:
That the January 19, 2005, Corporate Services Department report 2005COH004 be received for information.

Report Summary

This report provides a response to an inquiry regarding City of Edmonton hiring practices.

Previous Council/Committee Action

  • At the November 15, 2004, Agenda Review Committee meeting this item was postponed to the February 2, 2005, Executive Committee meeting.
  • At the November 10, 2004, Executive Committee meeting a revised due date of November 24, 2004, was approved.
  • At the August 31, 2004, City Council meeting, CouncillorD.Thiele made an inquiry regarding hiring practices, as contained in bold throughout this report, with the answers to each question immediately following. He asked that the responses be returned to Executive Committee.

Report

  1. What are the general hiring policies within Human Resources on how employees are hired in all areas from Labourers, Administration and Management?

The City follows Administrative Directive A1104 – Hiring, which states:

All vacant positions in the civic service that are required to be filled shall be staffed by qualified candidates selected and appointed on the basis of education, experience, knowledge, abilities, suitability and when appropriate, seniority and residency, to be considered within the framework of legislation, applicable collective agreements, equal opportunity, fairness of employment, budgetary limitations and corporate needs.

The City ensures that all positions are staffed on the basis of job related criteria in accordance with the intent of equal opportunity.

  1. How do hiring processes differ between City departments and from section to section?

All positions required to be filled are posted and all applications received are reviewed by Human Resources and operating supervisors to identify applicants who meet the job related criteria (as demonstrated in their resumes / applications) identified on the posting. Applicants who meet the job criteria are selected for the interview process.

Some positions within the City have testing as part of the interview process. This testing can be a physical fitness test (such as for Fire Recruits), job related knowledge test and/or skills test (such as a clerical typing test). Tests are based on bona fide occupational requirements and it is indicated on the posting that testing may be involved.

The successful candidate is selected based upon the results of the interview and job related testing. At this stage, any applicable union seniority clauses are also taken into account.

  1. I have been led to believe that the selection process for the Edmonton Fire Department is more onerous than other related departments.
  2. Is this the case, and what is specifically required of a candidate upon application to become a Firefighter, ie: licensing, physical ability and education?
  3. What are the minimum requirements?

For responses to questions 3a) and 3b) please see Attachment 1.

  1. What process is utilized in the event that two candidates have equal qualifications?

Candidates scores on the aptitude test, inventory checklist, physical test and interview stages of the process are calculated. An eligibility list of 150 is prepared based on the scores. Since scores are calculated to two decimal places, the likelihood of a tie between two candidates is low. However, if there was a tie it would have to occur at the 150 mark, since a tie between 1 and 150 has little relevancy. Regardless if there was a tie at the 150 mark it is likely the Department would go with 151 on the list.

  1. I understand that a “points” system is utilized for overall evaluation of a candidate. Could you please give me a detailed list of how this system works, how points are established, the various categories included and why.

Candidates scores on the aptitude test, inventory checklist, physical test and interview states of the process are evaluated to rank candidates. The aptitude test is their actual exam mark. The inventory checklist employs a checklist where each candidate is given points based on their supplementary credentials. The physical test score is provided by the University of Alberta. The interview stage was made up of a video test score and interview panel score.

  1. How many applications does the Fire Department currently receive? Of these applications how many are accepted? What is the time period that these candidates are held prior to actual training?

Fire Rescue’s current recruitment drive started on March 1, 2004. Four hundred and eighty three applications were received and of that 398 qualified to take the aptitude test. Three hundred and thirty five passed the aptitude test and were scheduled to take their physical fitness test at the University of Alberta. The 303 candidates who passed the physical fitness test were scheduled for an interview. From the interview, candidates were ranked based on all scores and placed on an eligibility list of 150 recruits. As Fire Rescue staff vacancies occur, candidates will be drawn from the list and will proceed to the next step of the process. It is projected that 150 will be needed to cover the Fire Rescue Branch until early 2006. Currently there are 40 new recruits hired from the eligibility list. Training started on September 20th for a class of 20 and on October 12th for another class of 20.

  1. How do the Fire Department hiring practices reflect the current demographics of the City of Edmonton, ie: Native and ethnic populations, gender, etc.?

Applicants for a Fire Fighter position are assigned identification numbers with confidential passwords. This system was developed so that all candidates would receive a fair and equitable treatment throughout the recruitment process. The identity of a candidate is only known by their assigned identification number and their ethnical or general background is not tracked.

  1. Does the City have quotas, targets, or goals for hiring which would help it reflect Edmonton’s diverse population? If so, are these being met; if not what is being done to achieve this?

City Council Policy C101B (Equal Opportunities) identifies that the City of Edmonton, as an employer, is committed to the concept of equal opportunities.

The City does not have quotas, targets or goals for hiring based on race or ethnic background and does not collect information from applicants or staff.

Recent practicehas been to promote the City of Edmonton as an employer to the largest number of individuals possible through career fairs, advertising and the web site. To improve the City’s capacity to address the changing citizen and customer base, the City Manager has created the Office of Diversity and Inclusion, effective January 1, 2005.

It will be the role of the Office to research, develop and promote strategies to increase the cultural diversity and effectiveness of the City’s workforce as well as develop a corporate customer service strategy that recognizes the diversity of customers within the City.

Background Information Attached

  1. Selection Process for the Edmonton Fire Department.

Others Approving this Report

D. Kloster, General Manager, Emergency Response Department

(Page 1 of3)

Attachment 1

Selection Process for the Edmonton Fire Department

I have been led to believe that the selection process for the Edmonton Fire Department is more onerous than other related departments.

a)Is this the case, and what is specifically required of a candidate upon application to become a Firefighter, ie: licensing, physical ability and education?

b)What are the minimum requirements?

The Emergency Response Department - Fire Rescue Branch utilizes an extensive fire recruitment process in order to hire applicants of high calibre for the position of a City of Edmonton Firefighter. Detailed information is available on the City of Edmonton website under Emergency Services/Joining Our Team/Firefighter. Additionally, recruitment information is provided to candidates on a personal Web Recruitment page as they progress through the various stages of the process. Outlined below is a brief summary of the various stages of the fire recruitment process.

Qualifications

  • Grade 12 diploma or equivalent;
  • Current Emergency Medical Responder (EMR) Course certificate from an approved institute that is sanctioned by Alberta College of Paramedics (ACP); Registration with Alberta College of Paramedics must be obtained by date of hire;
  • Valid Class 3 Alberta Operators license with air brake endorsement, or proof of equivalency;
  • Driver’s abstract with seven or less demerits on date of application;
  • Security clearance from recognized police agency, marked clear, issued within six months of application date;
  • Meet the minimum visual and hearing standards of:
    Visual standard – 20/30 (6/9) or better in each eyewithout visual aids; peripheral minimum 120 degrees in each eye; color minimum Holmgren/ Farnsworth 15 safe; minimumsix month waiting periodfollowing eye surgery;
    Hearing standard – thresholds no greater than 30 decibels in each ear at 500 Hz, 1000 Hz and 2000 Hz;
  • Canadian Citizenship or legal permanent residence (Certificate of Citizenship and/or Birth Certificate, Landed Immigrant Documentation); and
  • Ability to communicate clearly and concisely in English under stressful conditions.
  • Application fee of $50.
  • All candidates who meet the above qualifications are eligible to write the Aptitude Test.

Aptitude Test

The aptitude test measures and assesses the following:

  • memory and understanding oral information;
  • reading and understanding written information;
  • numerical skills;
  • mechanical aptitude; and
  • teamwork/public relations/community living.

The exam is timed, multiple choice,and computerscored. Only applicants who attain a passing grade are eligible to advance to the next stage of the recruitment process, the Firefighter Inventory Checklist.

Inventory Checklist

The Inventory Checklist is used to evaluate the supplementary credentials of an applicant’s education, training, skills and experience. The Inventory Checklist is point scored in conjunction with an applicant's supporting documentation. Points are allocated for the following areas: emergency training, post secondary education, journeyman trades, job related certificates and work experience.

Physical Requirements Testing

Candidates are required to undergo physical fitness testing to ensure they possess the necessary physical capabilities to perform as a firefighter. Only applicants who are successful on the Aptitude Test are eligible to advance to the Physical Requirements Testing stage of the process. The University of Alberta administers the physical evaluation program. A non-refundable fee of $250 payable to the City of Edmonton is charged to those applicants who progress to this stage of the process. Prior to testing, all candidates are required to provide a medical clearance form indicating the applicant is physically capable of being tested.

This program is designed to evaluate the physical work capacities of healthy, physically active individuals. Each test requires a maximal effort. All of the tests are completed while wearing firefighting personal protective equipment (PPE) that weighs approximately 22 kg (50 lb). The physical tests are:

  • Aerobic Endurance
  • Charged Hose Advance
  • High Volume Hose Pull
  • Forcible Entry Simulation
  • Victim Drag
  • Ladder Climb
  • Equipment Carry/Vehicle Extrication

Interview

In the 2004 Fire Recruitment process, all applicants who passed the physical fitness test advanced to the interview stage of the process. Interview teams were comprised of two Fire Captains and a representative from the City of Edmonton Human Resources Branch. Atthe interview, applicants were asked to supply at least three (3) workrelated references and to sign a waiver to allow the Department to conduct reference checks. Following the Interview,the candidate receives a final mark based on a cumulative score from their Aptitude Test, Inventory Checklist, Physical Test and Interview. Candidates are then ranked. Dependant on staffing requirements of Fire Rescue, an Eligibility List is prepared.

If a candidate is chosen off the Eligibility List, they participate in the following process:

Medical Evaluation

The City of Edmonton’s physician conducts a complete physical examination with certain tests conducted by medical laboratories under contract to the City.

The examination ensures that candidates meet the minimum advertised vision and hearing standard, and that applicants do not suffer from a disease or disability, which would detract from their ability to perform the duties of a firefighter.

Threshold Knowledge Test

Applicants write a Threshold Knowledge Test that assesses the following:

  • rank structure
  • self contained breathing apparatus
  • fire chemistry
  • hose and appliances
  • ground ladders
  • ropes and knots
  • salvage and overhaul
  • tools and equipment
  • ventilation
  • vehicle extrication

Thetest is timed. Applicants must attain a passing grade. Training material is provided to applicants.

Final Job-Related Tests

These tests are scored on a pass/fail basis.

Smokehouse Maze (Claustrophobia) Test-- Wearing a blacked-out face mask, applicants will complete an obstacle course in a dark room.

Ladder Climb (Acrophobia) Test -- Applicants will climb up and down a 24 m (80 ft.) ladder. A safety harness is provided.

Station Assessment

Candidates will spend a suitability assessment period with a working crew in the fire station. This assessment will take about eight hours. The candidate will beassessed by the crew on a pass/fail basis.

Upon successful completion of all the above stages, candidates receive an offer of employment.

Attachment 1 - Page 1 of 4