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HomeMy WebLinkAboutIR 8441 ` INFORMAL REPORT TO CITY COUNCIL MEMBERS N o. 844-1 October 22, 2002 rr , 1% To the Mayor and Members of the City Council Page 1 of 4 SUBJECT: RECRUITMENT INITIATIVES AND OUTCOMES FOR FIRE AND POLICE ENTRY LEVEL POSITIONS At the Pre-Council meeting on June 11, 2002, Council Member Moss requested information concerning the recruitment initiatives for minorities and women in the Fire and Police RECRUITMENT INITIATIVES A variety of recruitment initiatives have been used for fire and police recruitment during the past several years. The current recruitment plan is an outgrowth of an evaluation of the past initiatives and basically focuses on the local Fort Worth area. In the late 1990's, a statewide fire recruitment effort was conducted, with mail-outs to all female firefighters in Texas, asking for their assistance in referring potential candidates to us. Visits to college campuses throughout the state to recruit for police and fire also made.. In 1999-2000, the departments (Police, Fire and Human Resources) initiated an out-of-area police and fire recruitment and application process campaign. The targeted cities included El Paso, Houston, Tyler, San Antonio Killeen and Shreveport. The final phase of this campaign involved administering the police civil service test on the same date and at the same time in all locations plus Fort Worth (as required by Chapter 143.025). The results of these out-of-area efforts were much less than expected. Consequently, the departments agreed to focus efforts on the local area and concentrate on programs that had the potential to "grow our own." Some of the current initiatives are outlined below. Cadet Program The Fire and Police Cadet Program has been an effective method of attracting minority and female applicants. Cadets are employed between the ages of 18 and 32. Police Cadets are required to attend college while participating in this program as well as work a minimum of 20 hours per week. Because of the differences in the minimum age requirements between Fire and Police entry-level positions (18 and 21, respectively), the Fire Cadet program is structured somewhat differently and allows Cadets to work full-time. Since January 2000, sixty-one Cadets have been hired into the Cadet programs. Of these, 49% were Anglo; 20% were African- American; and 30% were Hispanic; 39% were women. A total of 16 cadets have been hired into entry-level police or fire positions, twelve (12) as Police Trainees and four (4) as Fire Trainees. Of these 50% were minorities (5 African-American and 3 Hispanic) and 50% were women. Practice Physical Ability Tests The Fire Physical Ability Test has been a hurdle for many candidates, especially women. �)rfP ' The test is based on job-related physical activities essential to a firefighter's job. Attachment "A" provides a description and diagram of the fire physical ability test. ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS ' INFORMAL REPORT TO CITY COUNCIL MEMBERS N o. 8441 October 22, 2002 To the Mayor and Members of the City Council Page 2 of 4 SUBJECT: RECRUITMENT INITIATIVES AND OUTCOMES FOR FIRE AND Iola POLICE ENTRY LEVEL POSITIONS Since March 1997, the Fire Department has conducted practice physical ability tests. This activity allows prospective applicants the opportunity to try out the physical ability test, which allows each individual to determine where they need to improve their physical ability (endurance, strength, etc.) in order to pass the exam. It also allows applicants to "get a feel" for the test. All candidates receive a handout on the physical assessment test that includes a training guide for self-prepai ration to take and pass the test. The Police Department Physical Ability test is a more generic test of a person's physical fitness. Candidates receive copies of the police physical ability test (Attachment "B") and can practice ontheir own, since no special equipment or course is involved. Physical Ability Training Tarrant County College (TCC) developed a physical training course in conjunction with the City of Fort Worth Human Resources, Police, and Fire Departments and Huguley Fitness Center. The course was specifically designed to assist individuals with training to pass the Fire and Police Departments' physical ability tests. The course was first offered in TCC's curriculum in September 1999. Although all candidates were informed about the class, very few individuals signed up for the course and the class was dropped. Radio Advertising Radio advertisements are used as an effective method of reaching the minority communities. There are four radio stations that target the minority communities: KKDA-AM/K104-FM; KHVN- AM; Radio One-94.5FM; and KESS-AM/KICK-FM. The demographics of each are very different and it was an asset to use all four. Radio guest speakers were used to attract additional interest in both the Police and Fire Departments. Six percent of the applicants indicated that they learned of the civil service recruitment process from this source. Newspaper Advertising Ads are placed in local minority newspaper: La Vide News, La Semana, El Informador, and Black News. Job Fairs Job Fairs are attended at various locations including: military bases, colleges, universities, community organizations, and churches. A complete listing of events attended is presented in Attachment "C". ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 8441 October 22, 2002 t To the Mayor and Members of the City Council Page 3 of 4 SUBJECT: RECRUITMENT INITIATIVES AND OUTCOMES FOR FIRE AND POLICE ENTRY LEVEL POSITIONS Community Outreach Staff of the Human Resources Department regularly attend the Minority Leaders and Council Luncheons and the Chicano Luncheon and distribute information on Police and Fire, as well as other employment opportunities with the City of Fort Worth. The Human Resources Department sponsored two breakfasts with Women Organizations with special emphasis on Fire recruitment. The second breakfast was for community groups that assist in job placement from the target groups. Special mailings are made to various minority churches, community organizations, and recent graduates from the Fort Worth Independent School District (FWISD). Posters have been developed and distributed highlighting women in the Fire Service. The staff also participates in the FWISD 21st Century Learning Centers. Presentations have / )een made at six of the middle schools, which had 16-20 people enrolled at each location. Diversity in the Fire Service Conference was held in February 1997 by Human Resources staff. As a result of this conference, a mentoring program has been established utilizing current Fire personnel. Military Human Resources also utilizes the Military's DORS-Defense Outplacement Referral System program to recruit military personnel as they are ending their military careers. The Police Department advertises in the Military Transition Magazine, running ads every two weeks and is available to all military personnel. Internet Recruitment information is provided on the Human Resources, Police, and Fire Departments websites. In addition, City of Fort Worth recruitment information is provided on Women in Trades, Technology, and Services Website (Iwitts.com). RECRUITMENT OUTCOMES Demographic information concerning recruitment results for the past two years is presented in Attachment "D". Basically, the results indicate the following: `Fire Department: ■ Fewer women apply - 95% males - 5% female ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 8441 to,'PI—ITIZI& October 22, 2002 To the Mayor and Members of the City Council Page 4 of 4 SUBJECT: RECRUITMENT INITIATIVES AND OUTCOMES FOR FIRE AND POLICE ENTRY LEVEL POSITIONS Fewer women pass the physical ability test - of the 6 women in the top group 5 failed and one was injured and could not participate Fewer minorities take the civil service exam - 66% white - 16% Africa n-American - 16% Hispanic Fewer minorities pass the civil service exam - 92% white - 63% African-American - 79% Hispanic Usually only one class is filled from each Fire entry-level eligibility list (resulting in only about 30 being hired from the list) and candidates with scores lower than 95 are usually not considered. Police Department: Since the Police Department processes the entire eligibility list, the recruitment initiatives for minorities and women resulted in more favorable outcomes. Of all persons hired as police trainees during the last two years (2001 and 2002), 15% were women, 9% were African American and 21% were Hispanic. CONCLUSION In conclusion, the information indicates that women and minorities are not aware of the benefits and advantages of a career in public safety. The Police, Fire and Human Resources Departments will continue the community outreach efforts and the partnering efforts with FWISD, community organizations, churches, neighborhood associations, and local colleges. In addition, the staff will continue to identify potential recruitment resources to enhance the women and minority representation in both the Fire and Police Departments. Another major concern that will continue to be addressed is the testing and selection process mandated by Chapter 143 of the Texas Local Government Code. The Human Resources Department will continue to explore testing alternatives and recommend legislative changes, as appropriate, to enhance -the diversity of the applicant pool and potentially result in greater diversity in both the Fire and Police Departments. Respectfully submitted, Gary W. Jackson City Manager ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS Attachment "A" ror Fort Worth Fire Department Physical Ability Assessment The physical ability assessment utilized by the Fort Worth Fire Department to assess a candidate's ability to satisfactorily perform the physical essential job functions of a firefighter was developed in cooperation with the consulting firm of ARA Human Factors. The exam is based on a thorough job analysis of the physical tasks performed by firefighters in the City of Fort Worth. The assessment is a timed, continuous event test that simulates activities typically performed on the fireground. The assessment is designed to measure both aerobic and anaerobic fitness for firefighting. The assessment consists of the following six events performed in succession and substantially as described below (with each applicant wearing a 32 pound vest): a. Humat and Boot Bag Carry — a 34 pound humat value attached to 100 feet of 4-inch hose and a 30 pound boot bag are picked up and carried 100 feet. b. Fan Carry — a 69 pound electric power blower is lifted and carried a distance of 100 feet. c. Ladder Extension — the fly section of a 35 foot, vertically fixed extension ladder is extended to its upper position. d. Hose Load Carry/Stair Climb — carrying a 44 pound high rise pack, the candidate ascends and descends a five story (41 vertical feet) drill tower. e. Hose Advance — an S-laid, charged 1 3/4 inch attack line is pulled forward a distance of 100 feet. f. Victim Rescue — a 175 pound rescue mannequin, in supine position, is lifted and dragged 75 feet by walking backwards. Passing Score: 5 minutes, 30 seconds — Pass/Fail only ATTACHMENT "B" Fort Worth Police Department " Physical Ability Assessment The physical ability assessment required by the Fort Worth Police Department is designed to r measure the police applicant's ability to perform the essential functions of the beginning position of police officer. Scoring is based on the fitness level standards for the general population as compiled from research performed by the Cooper Institute for Aerobics Research. The physical ability assessment is divided into two parts. The first section consists of five events, which are scored individually. Each part has a maximum score of 20 points for a total of 100 points possible. Combined scoring from all five events must be equivalent to a score of 70 or higher to receive a passing score. The second section, trigger pull, is based on a pass/fail rating. The physical ability assessment consists of the following measurements: SECTION I Body Fat Composition This is a measure of the overall physical condition of the applicant. Sit-Ups This measures the strength of the applicant's major muscle groups in the lower body. Push-Ups This measures the strength of the applicant's major muscle groups in the upper body. Sit and Reach This measures the flexibility of movement of the major muscle groups to ensure performance of certain essential tasks. Mile and Half Run This measures the endurance of the applicant's physical conditioning. SECTION II Trigger Pull This measures the applicant's grip strength and ability to perform an essential fi.inction of the police officer position. ATTACHMENT "C" EMPLOYMENT SERVICES JOB FAIRS Job Fairs that we have attended: Colleges: Recruiters on Campus, TCC South, Southeast Campus and Northeast Campus, Career Fair, Weatherford Junior College, Weatherford Career Fair, Dallas Baptist University, Dallas Career Job Fair, Eastfield College, Mesquite Career Fair, Baylor University, Waco Career Fair, Stephen F. Austin, Nacogdoches Annual Spring Career Fair, Prairie View A & M University, Houston National Minority Career Expo, Southwest Texas State University, San Marcos Career Fair, UT-Arlington, Arlington Spring Career Fair, Texas Woman's University, Denton Career Fair, UT-Dallas, Richardson Spring Job Fair, Tarleton State University, Stephenville Texas Southern University, Houston University of Houston, Houston Spring Job Fair, Texas A & M, Commerce � Spring Job Fair, Jarvis Christian College, Hawkins Criminal Justice Job Fair, University of North Texas, Denton Sociology Information Sharing Day, Texas Christian University, Fort Worth Mardi Gras Career Fair, Tulane University, New Orleans, LA Public Sector Career Fair, UT-Austin Annual Job Fair, El Centro College, Dallas Spring Job Fair, Mountain View College, Dallas Annual Career Opportunities, Grambling State University, Ruston, LA Churches: Growing in the Spirit Job Fair, St. John Baptist Church, Grand Prairie Job Fair, Potters' House, Dallas Community Health/Job Fair, East St. Paul Baptist, Fort Worth Job Fair/Business Exposition, First St. John Baptist Church, Fort Worth Job/Health Fair, Central Arlington Church of Christ 16th de Septiembre Fiesta, All Saints Catholic Church 9/ w Military Bases: ACAP Job Fair, Fort Hood Center, Killeen, Texas Fort Polk Job Fair, Leesville, LA Fort Bliss Job Fair, Fort Bliss, El Paso San Antonio Military Community Job Fair, Live Oak Civic Center, San Antonio SACUPA Job Fair, San Antonio, Texas NCOA Veteran's Job Fair, San Antonio Police/Community Forums Community Job Fair, Dunbar High School Police Forum, Southcliff Baptist Church, Fort Worth Police Forum, Northside High School Summerfest/Job Fair, Paschal High School City Hall Out South, Southwest High School City Hall Out East, Eastern Hills High School City Hall Out West, Arlington Heights High School City Hall Out North, Diamond Hill High School District Community Forum, MLK Center, Fort Worth Council District#2 Police Forum, Bailey Boswell High School Others Diversity Appreciation Day, Star Telegram Distribution Center Star Telegram Countywide Job Fair, TCC South Campus Nokia Layoff Job Fair, Nokia Main Office AA Layoff Job Fair, Texans Helping Texans Job Fair, American Airlines Center, Fort Worth Annual Credit Union Luncheon, WRMC Work Advantage Hiring Fair, Resource Connection Center, Fort Worth Fort Worth Mayor's Committee on Persons with Disabilities, Will Rogers MACS Job Fair, Arlington Convention Center, Arlington Fort Worth Housing Authority Job Fair, FWHA Texas Workforce Center Job Fair, TWC FWISD Graduate Placement Center, WRMC Crime Prevention and Family Day, Town Center Mall Women's Center Recruitment Day, Women's Center Summer Works Youth Job Fair, WRMC Juneteeenth Job Fair, Forth Convention Center Cinco de'Mayo, Northside Co-Stars Job Fair, Bayfront Convention Center, Corpus Christi City of Fort Worth Wrangler Job Fair, Stockyards, Fort Worth Red River Career Expo, Lawton, Oklahoma YWCA Annual Job Fair, North Park Mall, Dallas West Central Texas Job Expo, Abilene Civic Center, Abilene . Fort Worth PD Safety Fair, Fort Worth Highland Hills Community Fair, Highland Hills Recreation Center Harris Methodist Hospital Layoff Job Fair,. Fort worth SER Job Fair, All Saints Catholic Church, Fort Worth Fort Worth/Dallas Fiera Job Fair, WRMC Veterans Job Fair, Fair Park, Dallas UPR Career Fair, Fort Worth rol N 0 0 a t't M @ 0 rte- (M M O O C) 4 O O 6 4 Off' (D C) (3) 0 a) C1) r L(7 r- r OR V G @ N rl- Lf) (O 0) ham- r Z (O M 00 r r b N r O O O O O O 4 I.Cll O -.0- O O ' � r @ IU R r O M Ofd 00 C) @ U 0) LO (O C) O co CO r M L(7 r- (O s Q O O 6 O O 6 O O O O 6 O (0 1- NtoM0) LOd' r� M (OM (() LC) M r 0) M 0) t() CC) r 0) M r� 00 M 0) OU r- M W CO C) r It M to 0 O C) (D (17 to w 07 r ( r r CO L(7 M r r r r N r r a o°• o° V) W V- 0) M LO CO T- 0) M w° r- (0 It to N d'' F°- r"'- (0 'd' LO N q U") 00 r~ r- (0 to u7 Ors r` t- (D L(7 0) Lf) M r r 0) LC) M r r N r r N r r N N (D (r7 C1) ( (1) a) N CI) C) U) 0 CD V) O C/) 0 40 C4 0 o p, a 0 O `'' C) 0 a o c O ,-. 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