HomeMy WebLinkAboutIR 095 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 22-095
To the Mayor and Members of the City Council June 21, 2022
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SUBJECT: WASHOUT RATES OF MALE RECRUITS AND THE ABILITY TO
rrn HAVE NON-FIREFIGHTERS ASSIST WITH RECRUITING EFFORTS
This informal report has been created to provide an update on washout rates of male fire recruits and the
ability to have non-firefighters serve on the recruitment team. This is a follow-up to IR 22-027— Female
Fire Recruitment, Fitness Requirements and Hiring Data that was presented at the February 15, 2022
Work Session.
The Fort Worth Fire Department is a well-respected and highly regarded department which provides an
advantage in being able to recruit talented individuals to join the FWFD. The FWFD seeks the best
candidates because the job while meaningful, is challenging and requires close teamwork, and consistent
high physical performance under extreme conditions.
With the changing workforce, the FWFD realizes that recruiting tactics need to be adjusted to appeal to
the current generation to assure that we are building the future of the FWFD in a manner that reflects the
community we serve. It is important to emphasize the critical need for an inclusive workforce where we
work as a team, and everyone is a valued member of the team.
The current recruitment office consists of one (1) uniformed fire captain who has responsibility for
recruitment as well as the hiring process. The expectation is that all firefighters are engaged in the
recruitment efforts through their daily interaction with the public. Additionally, Fire Department efforts are
supported by Human Resources who assists with the hiring process by setting up testing, administering
civil service exam, and participating in interview boards.
Uniformed fire recruiters have the ability to share personal career stories about the challenges and
expectations of the job, the impact on families, and how it has impacted their personal and professional
lives. They also share with them the meaningful parts of the job and illustrate how our job has helped
those in need and brought positive social change. Our recruiters are open and honest about the
challenges of being a fire fighter as well as focusing on the benefits: opportunities to serve a community,
be a part of a great growing city, agility due to a constantly changing work environment, opportunities for
advancement, etc.
As the Fire Department targets younger generations, research indicates this generation values gratifying
work, work/life balance, a diverse and inclusive team environment, and personal and professional growth.
These qualities can make our future recruits committed and capable firefighters. If we continue to invest in
recruiting and keeping these young men and women, they could be excellent fire chiefs one day.
The following is an overall breakdown of the total number of male candidates that started the hiring
process and eventually did not successfully complete the process:
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 22-095
To the Mayor and Members of the City Council June 21, 2022
Page 2 of 2
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SUBJECT: WASHOUT RATES OF MALE RECRUITS AND THE ABILITY TO
rrn HAVE NON-FIREFIGHTERS ASSIST WITH RECRUITING EFFORTS
Total Washout Rate During Hiring Process
2017-2018
Total number of Men Processed for hiring 484
Total number of Men Hired by the department 73 15.1%
No Show/Withdrawn 237 49%
Did not pass Interview 55 11.4%
Eliminated during background 91 18.8%
Failed Aerobic Capacity Run 28 5.8%
2019-2020
Total number of Men Processed for hiring 728
Total number of Men Hired by the department 66 9.1%
No Show/Withdrawn 376 51.6%
Did not pass Interview 97 13.3%
Eliminated during background 133 18.3%
Failed Aerobic Capacity Run 56 7.7%
2021-2022
Total number of Men Processed for hiring 830
Total number of Men Hired by the department 89 10.7%
No Show/Withdrawn 339 40.8%
Did not pass Interview 157 18.9%
Eliminated during background 188 22.6%
Failed Aerobic Capacity Run 57 6.9%
The Fire Department will continue to work with Human Resources and the Diversity & Inclusion
Department to better understand the factors contributing to recruit wash out rates that will include having a
detailed analysis conducted to provide insight into specific points in the multi-step hiring process where
wash out occurs.
If you have additional questions, please direct them to: Fire Chief James Davis at
iim.davisa_fortworthtexas.gov or Dianna Giordano, Human Resources Director at
dianna.giordano(a)fortworthtexsa.gov.
David Cooke
City Manager
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS