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Home My WebLink AboutIR 8070 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. solo p p ARTER � ' Fo May 13, 1997 r To the Mayor and Members of the City Council x3 �,.. Page 1 of 5 Subject: DIVERSITY IN THE FIRE DEPARTMENT 1973 BACKGROUND In a recent Pre-Council meeting, the need for additional fire stations was discussed, along with the resultant additional staff. Councilwoman Webber identified the opportunity thereby created to improve diversity in the Fire Service and requested a report on this issue. There is no doubt that the additional positions present hiring and promotional opportunities: NEW POSITIONS New Station Captain Lieutenant Engineer Firefighter Vacation (On-Line Date) Relief J Firefighter #36 (7-98) 1 2 3 6 2 937 (2-98) 1 2 6 6 3 938 (1-00) 1 1 2 3 6 2 Total New Positions 3 6 12 18 7 Additional Positions 0 3 9 21 0 After Promotions Total Positions 3 9 21 39 7 Available Overall, 46 entry level positions will be created from the promotions that occur combined with new entry-level positions. But there is also a question whether these positions create real opportunities to improve diversity, because of the constraints of Chapter 1.43 of the Local Government Code. This report is intended to outline the hiring and promotional process for the Fire Department and to identify the efforts we have taken and will continue to take to improve diversity. CHAPTER 143 The hiring and promotional process in the Fire Department is defined by St t. M.�.a ` Chapter 143 of the Local Government Code. Chapter 143 requires that all p W �� . s well as promotional positions be filled from an eligibility list established by n W Ayn F . OR 11° ISSUED BY THE CITY MANAGER - - FORT WORTH. TEXAS- INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 80:Zo C,,kA,RTEp 0 May 13, 1997 KOpr To the Mayor and Members of the City Council ALL spa `ff.i1mg Page 2 of 5 ps Subject: DIVERSITY IN THE FIRE DEPARTMENT 1873 Candidates must be hired or promoted in rank order, unless a good and sufficient reason exists not to hire or promote them (such as failing the physical ability test). There is a belief that the restrictions of Chapter 143 inhibit the hiring and promotion.of minorities and females. However, between 1994 and 1997, the Fire Department has increased the number of minorities in almost all ranks: African--AmericarL Hispanic White Battalion Chief +100% +100% _5% Captain +75% Lieutenant +43% -30% +1% Engineer +38% +13% -7% Firefighter _9% +28% +8% Total +6% +17% +1% Current demographic information is attached. It is our belief that an increased..emphasis-on-the"front-end"of the.process.can-and-will.result in an increased number of minorities and females being hired and ultimately promoted. The "front- end" activities involve focused minority and female.recruitment and proactive efforts to encourage and train applicants. These activities are explained below in greater detail. "FRONT-END" EFFORTS • Traditional Recruitment Efforts • Career Days • Job Fairs • "Learn not to Bum" program • Additional Recruitment Activities Additional recruitment activities included-a letter to all female firefighters in,Texas, asking for them to refer any potential candidates to us. A physical ability test booklet (prepared by Huguley Hospital)was given out to all interested applicants. And physical fitness facilities and,TCJC were contacted to determine if they could assist applicants in preparing for the physical ability test. ISSUED BY THE CITY MANAGER- FORT WORTH.TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. solo µRTEP To the Mayor and Members of the City Council May 13, 1997 Page 3 of 5 rfxas Subject: DIVERSITY IN THE FIRE DEPARTMENT 1879 • Employment of volunteers and FWISD students The Fire Department has recently employed six (6) Americorps volunteers and two (2) FWISD (Poly) students, as a means of introducing-them to the fire service and of encouraging them to consider the fire service as a career. • Efforts of the Black Firefighters' Association The Black Firefighters' Association has been active in the recruitment and mentoring arena for some time. They have called applicants to remind them to show up_for the test. Their math mentoring program is well known to help the candidates. And they have . assisted the Human Resources Department in-recruitment and.processing_of applicants. • Addition of a Battalion Chief Position for Recruitment The Council approved the addition of a_Battalion.Chief position_in 1996 to coordinate the 1 recruitment activities for the Fire Department. • Diversity in the Fire Service Conference_-February. 1, 1997 The Fire and Human Resources Departments concentrated efforts this year in developing and conducting the first"Diversity in-the Fire Service"conference. Focus_group discussions were conducted with Hispanic firefighters, female firefighters, the Black Firefighters Association and the Fort Worth_Firefighters_Association-to.plan the conference, to solicit support and participation, to develop the mentoring program; and to identify recruitment sources (by asking the question"how did you hear about the fire service as a career?"). Recruitment for the conference included` invitations-to all City, employees,.invitations to all females and minorities on the last eligibility list; participation on minority radio talk shows; advertisements in minority newspapers;.attendance at Fort Worth.Works Job.Fairs; handing out announcements at the Fort Worth Stock Show; and, placement of the announcements at physical fitness centers,community churches and community centers. The conference was a success. Over 220 people attended, half of whom were minority and/or female, and 92 signed up for the mentoring program. The program-covered such topics as firefighter assignments, benefits,the physical ability t d t. CITY' SURE w F . WORTY, T . ISSUED BY THE CITY MANAGER FORT WORTH.TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. sm May 13, 1997 e 2 To the Mayor and Members of the City Council Page 4 of 5 Subject: DIVERSITY IN THE FIRE DEPARTMENT 1873 • Mentoring program The Fire Department has encouraged mentoring for some time now. The mentoring program currently underway is more formal and actually matches many of the applicants to firefighters who have volunteered: 50 firefighters volunteered 163 applicants requesting mentoring 49 applicants being mentored Not all interested applicants were matched to mentors because of the number, as welt as their location. We attempted to match applicants to firefighters near their residences, so they could meet with their mentors at.the fire station and get..a.sense-ofthe work-and living conditions of firefighters. The mentors are providing encouragement in the physical and mental training in which-the applicants are involved, • Trial Physical Ability Tests The Fire Department has conducted three trial physical ability tests(three Saturdays in March), to which those who indicated an interest in the mentoring program were invited. taking % passing I' Saturday 52 20% 2nd Saturday 43 40% 3'd Saturday 51 80% Allowing prospective applicants the opportunity to try out the physical ability test appears to be a good "front-end" effort, because it allows each individual to determine what he/she needs to do to improve their physical ability (endurance, strength,,etc.) in order.to pass. It also allows applicants to "get a feel" for the test. • Study Sessions For the past three years, the Human Resources Department has-developed-a-Study- Guide from which the examination questions are taken. The study guide has been used in study sessions conducted by the Fire Department during the four weeks before the-examination is given. The sessions are at night, on the weekend and during the day at locations such as Northside High School, Dunbar High School, and the-Fire Training Center- At-the 1996 ISSUED BY THE CITY MANAGER FORT WORTH,TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 8070 May 13, 1997 4!z To the Mayor and Members of the City Council Page 5 of 5 1873 Subject: DIVERSITY IN TIE FIRE DEPARTMENT study sessions, 51% of the participants were Caucasian,-33% African-American, and 15% 11ispanic. It is obvious from the test results that-those attending the study sessions are more successful: • 51% of study session participants passed compared to only 36% of non-study session participants • individuals who attended four or more study sessions had an average score 7.4 points higher • among the 25 individuals with.the highest ranks-of the eligibility list,-19 of them attended at least one study session (14 went to more than one session) e 61%0 of the candidates in the Top Group (top 200)were study session participants RESULTS OF THESE EFFORTS The degree of success for these efforts is yet to be determined. Recruitment for the next Fire Trainee class begins on May 7, with the study sessions conducted May 12-June 5. The test dates are June 9, 10, and 11. After the testing process, we will-evaluate the various activities,determine their success, and develop a long-term strategy. Should more information on the City's efforts to improve diversity in. the Fire Department be needed, please contact me. 70-t,Bob Terrell City Manager OFFICIAL RECORD CITY Sic-tim"TARY FT. MI'Mi"rg, Ir"I. ISSUED BY THE CITY MANAGER FORT WORTH.TEXAS LL ch N tom- N jy ly M co fl- oo) LO LL 1/ryi i '�G�rrlr�y� r o Ti o a r /r LL LC) N -(D (3) Pl LO c ol Cy) (3) !% 1 U o Til7m � o cci T T csi cQ OD CC) h- (C) T LO OD co / y T (`y LL o R o Q '� TM TMd' LOr'- (G d NO Cry T T �+I c LL T co - E � T C a c, 0) 8 T co m 00 � 1-- r r T CY) N O �a '�l�/3�✓, N N a) .E U , c C 0) = F O N N 6) a) a) a) cu ca D m U _I W LL Lt_ *//