NETC Library Citation(s)

46567

Achieving diversity through high school vocational programs

• The Davenport Fire Department has a long history of struggling to create and maintain a diverse workforce. Current policies and programs are failing to recruit a more diverse applicant pool. The problem is that despite continued efforts to increase the diversity of the organization, the Davenport Fire Department has not adequately explored the possibility of establishing a high school vocational program to provide opportunities for Davenport Public School District children across all demographics to prepare to serve their community as a firefighter. The purpose of this applied research project (ARP) is to explore the feasibility of establishing a vocational education program to provide the opportunity for all students in the Davenport Public School District an opportunity to prepare for a career in the fire service. Descriptive research was used to answer the following questions: (1) What challenges and opportunities exist in adding a high school vocational program to the Davenport Public School District curriculum; (2) What similar types of programs are offered in other communities; (3) How can the program offer greater opportunities for minorities in the fire service; (4) What organization would serve as partners or stakeholders in the program; and (5) What other implication will the program have on the Davenport Fire Department? The procedures used included a literature review of available materials utilizing the National Fire Academy Learning Resource Center (LRC) as well as the World Wide Web. Similar programs were studied for structure, intended audience and procedures. Additional data was obtained by utilizing two survey tools. The first survey was used to collect data from current members of the Davenport Fire Department. Another survey was sent to members of the National Society of Executive Fire Officers (NSEFO) to obtain data from external organizations. The results were that programs targeting high school students were common in the fire service, and deemed successful in boosting recruitment, including the recruitment of minorities. The recommendation was for the Davenport Fire Department to partner with the Davenport Public School District to provide a vocational education program to all Davenport students.

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46208

Identifying recruitment strategies to achieve a more diverse workforce in the Kinston Department of Public Safety Fire Division

• The problem that initiated this research was the Kinston Department of Public Safety (KDPS) Fire Division had been unsuccessful in attaining a diverse workforce that represented the demographics of the city it serves. The purpose of this applied research project (ARP) was to identify recruitment strategies to achieve a more diverse workforce in the KDPS Fire Division. The descriptive research method was used to answer the following research questions: a) what internal and external factors have prevented the recruitment of a diverse workforce in the KDPS Fire Division?, b) What methods have been identified for recruiting a more diverse workforce?, and c) What methods are other fire departments in North Carolina using to recruit a more diverse workforce? Procedures included a literature review as well as research through interviews and questionnaires. Questionnaires were distributed to KDPS Fire Division personnel as well as other North Carolina fire departments. The results identified several factors that were preventing the recruitment of a diverse workforce. Results also identified several effective recruitment strategies for improving the diversity of a workforce. Key recruitment strategies included targeted advertising and outreach programs through ethnic churches, ethnic community organizations, and diverse educational institutions. The utilization of a variety of recruitment strategies was found to be most effective. Recommendations included the use of a variety of recruitment strategies including targeted advertising, community outreach, recruitment initiatives at diverse high schools and colleges, and development of a candidate preparation/assistance program. Revision and continued use of the KDPS Explorer program was also recommended as well as consideration of an increase in the entry level salary for firefighter positions.

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45650

The lack of diversity in the Daphne Fire Department

• The purpose of this research was to explore the diversity of Daphne Fire Department (DFD) based on gender and race. The problem was that the workforce of the DFD did not reflect the demographics of the population served. The descriptive research method was used to investigate how the level of diversity of the DFD compared to other Alabama fire departments, what recruiting methods had been successfully used by other Alabama fire departments, and which internal and external factors were preventing female and minority applicants from pursuing firefighting positions. The procedures used for this research included an external survey of career/combination fire departments throughout the state of Alabama. The external survey was used to determine if the demographic disparity experienced by the DFD was an isolated problem, or if it existed throughout the state. It also investigated which factors were preventing female and minority applicants from pursuing firefighter positions. The purpose of the internal questionnaire was to determine what internal factors and job requirements uniformed DFD personnel saw as being a deterrent to these applicants. The results of this research indicated that other departments were experiencing a similar level of disparity as the DFD. It was determined that the use of television and radio advertisements were the recruiting methods most successfully utilized by other departments. The external factors most identified were a general lack of interest and a lack of qualified applicants. A majority also believed that no professional qualifications were limiting the applicant pool. The internal factors identified included the current lack of diversity and the pre-employment job requirements of CPAT and firefighting experience. The researcher recommended that the DFD use targeted recruiting and specific media outlets to recruit minority and female applicants. The DFD should also consider hiring entry level applicants with no prior firefighting experience to fill positions.

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45292

Diversity in the Westerville, Ohio, Division of Fire

• The problem was that the Westerville Division of Fire had not developed a plan to ensure recruitment of a diverse workforce. Traditionally, the Fire Division has experienced the majority of applicants to be white males. The purpose of this applied research project (ARP) was to identify possible strategies for the recruitment of personnel to achieve a more diverse workforce. Descriptive research methods were used to find out how other fire departments address diversity recruitment, determine the desired level of diversity for the Fire Division, investigate the demographics of the community and Fire Division, and identify issues that have prevented the recruitment of a diverse workforce. Research was conducted through the use of a survey of Ohio Fire Chiefs Association member departments, personal interviews, and U.S. Census data from the Internet. Results were compiled from these sources to answer the ARP research questions. Research revealed that 90% of departments that responded to the survey felt that recruiting a diverse workforce was important. Only 15.4% of departments had a formal process in place to encourage women and minorities to pursue fire service employment. It was also discovered that entry requirements and limited interest in the fire service by women and minorities present a challenge in improving diversity. Recommendations were made that the Westerville Division of Fire should further collaborate with the Human Resources Manager to implement strategies that are currently in the planning process. This will be a city wide initiative that involves the leadership from all city departments and leaders in the community to have impact on employee recruitment.

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43270

Assessing the marketing and recruitment practices of the Fremont Fire Department

• The City of Fremont is experiencing difficulty in recruiting entry level firefighters from its local community. Consequently, the fire department is facing challenges in getting an adequate number of applicants that represent the diversity of the community. The purpose of this research was to identify potential barriers that may exist between the community and the City of Fremont's hiring process, and to make recommendations on how to increase the local recruitment of firefighters. The descriptive research method was used to find out what recruitment methods are used; if surrounding community organizations and schools have programs that encourage careers in the fire service; if cultural barriers in the community impact recruitment, and what type of program can be developed to generate interest in the Fremont Fire Department. Through literature review and personal interviews it was discovered that there are cultural influences that prevent some groups of the community from pursuing a career in the fire service. The City of Fremont does not have a local recruitment or marketing program that targets individuals in the community, and training institutions are available within the Tri-City area, but lack a connection between their organizations and the local fire departments. Recommendations in this study strongly encourage the development of partnerships with local educational and service providers in the Tri-City Area. It is also essential to establish a local community recruitment program that targets young members of the community and defines a career pathway into the fire service.

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42932

Improving diversity: a strategic analysis of current recruiting practices and improving diversity in the candidate pool

• When this research project was initiated, the author's Department of Fire and Rescue was in the midst of an active hiring process for the February 2009 recruit academy class. The Personnel Section had been directed to hire 30 fire and rescue recruits, of which a goal of 40% (12 employees), should be someone other than a white male in order to increase the diversity of the department. The problem was that the Prince William County Department of Fire and Rescue (PWCDFR) candidate pool did not potentially have enough diversity to meet the diversity goal of 40%. As a result, a lack of diversity could impact the ability to deliver the highest quality service to the citizens. Additionally, the organization may not reflect the racial, ethical and gender population the organization serves. The purpose of the research was to evaluate the organization's recruitment strategies and then implement practices that help increase the diversity in the department workforce. In order to accomplish the purpose of this applied research project, an evaluative research method was used to analyze current recruiting practices and find better ways to increase the diversity in the Department of Fire and Rescue while continuing to hire the best candidates, regardless of race and gender. The research was accomplished by answering six research questions concerning the current diversity composition of the department. These questions addressed current department diversity, current recruitment strategies, recruitment strategies to increase diversity, regional organization comparison and diversity goals for the department. In January 2009, after this research was completed, recruit class 09-1 was hired. The class consisted of 32 people, of which 10 were non-white. This number accounted for one third of the class being diverse. As a result, the candidate pool did not support the hiring goal of 40 percent.

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42935

Diversifying the recruitment of the Middletown Fire Department

• This action research project dealt with the diversification of the Middletown Fire Department's candidate pool. The problem facing the Middletown Fire Department is the loss of a diversified candidate pool. Over the past three recruitments, only 10% of all candidates were considered either minority or protected class citizens. The purpose of this applied research paper will be to define the diversity requirements of the City of Middletown, CT, identify the advantages of a diverse workforce and recognize potential opportunities for diversity that can help develop a strategic recruitment plan. This study answered four questions. What are the advantages to a diversified recruitment? What factors in the recruitment process can affect the diversity of a candidate pool? What recruitment methods will be most effective at targeting the minority and protected class population? Does the Candidate Physical Ability Test (CPAT) affect the diversity of a candidate pool? Research was conducted by literature review, an Internet search, and a survey. The findings were structured into a strategic recruitment plan. Recommendations include adoption and implementation of the strategic hiring plan.

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42895

Diversity in the North Charleston Fire Department

• This research focused on the issue of recruiting a racially diverse workforce for the North Charleston Fire Department (NCFD). The problem identified was that the racial diversity of NCFD personnel was not proportional to the city that it served. The purpose of this research was to identify ways for the NCFD to obtain a more racially diverse workforce. The researcher used the descriptive research method to answer the following research questions: (a) what are the internal issues that prevent the NCFD from attaining a racially diverse workforce? (b) What is the level of racial diversity of other North Charleston departments in comparison to the NCFD? (c) What is the level of racial diversity of other South Carolina fire departments in comparison to the NCFD? (d) What are successful methods to attain a more diverse workforce? The procedures used for this research included the use of internal survey to gain information on issues related to diversity and successful recruiting efforts from within the NCFD. The researcher analyzed official documents to compare and contrast levels of diversity within City departments. The researcher utilized an external survey to gain information on diversity levels in other South Carolina fire departments and the efforts they have made to recruit for diversity. The results indicated no other large City departments or responding South Carolina fire departments had achieved proportional racial diversity. The researcher identified a perceived lack of interest by minority candidates, and a satisfaction with the status quo as potential barriers to effective recruitment. The researcher identified that most current NCFD personnel were referred for employment by other NCFD personnel or family members. The researcher recommended that the NCFD continue supporting youth programs, that recruiting efforts focus on the appealing aspects of the career, and that the NCFD pursue a well planned program of diversity training with a focus on long term success.

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42863

Recruiting minorities for the fire department

• The Hickory Fire Department (HFD) has not kept pace with the community transformation to a more diverse population. With no appropriate strategy to address the need toward becoming more reflective of the community served, this issue posed a range of questions worthy of exploration through research. The problem is the HFD has no minority recruitment program therefore, limiting the department's ability to effectively seek out and acquaint potential candidates to the fire department. The purpose will be to research public sector based minority recruitment programs, evaluate their overall process, and identify techniques used to effectively recruit minority applicants. An evaluative research method was based upon: (a) what public sector best practice programs are available for use by HFD in developing a program for recruiting minorities, (b) what are the demographics and educational attainment capabilities within the adjoining counties of the region, (c) what are the demographics within the city limits of Hickory and how does HFD measure against these results, (d) what adaptive applications are available for use in developing a model recruitment program for HFD. Now more than ever, diversity will yield greater productivity and community advantage that the fire service must not ignore. Demographic changes and challenges must be addressed, for it requires the fire department to review its practices, and develop creative approaches to work with the community. A diverse workforce is a reflection of the community. HFD will take the essential steps to assemble information for recruitment with diversity as one of the department's primary missions. Through these efforts, HFD can develop a model program that is attainable and is reproducible within any fire department.

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42637

Identifying factors influencing Asian American diversity in the San Gabriel Fire Department

• This paper attempts to address the problems that the San Gabriel Fire Department is facing in its' efforts to recruit Asian American firefighters. Literature related to diversity in the workplace was reviewed, and questionnaires, interviews and data collection (descriptive research) were part of this author's attempt to uncover the factors that influence the employment decision of Asian Americans relative to employment in the fire service. The research conducted found that the San Gabriel Fire Department is facing many of the same struggles that other fire agencies serving a similar demographic are facing. The results have uncovered a number of recruitment best practices that are recommended as the foundation of diversity recruitment and diversity training programs.

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42481

The effects of recruiting and hiring processes on the ethnic diversity of line personnel at Parker Fire District

• Parker Fire District (PFD) has identified the lack of diversity of line firefighters as a concern. The problem is nearly 100 percent of the line firefighter applicants who make it through the PFD hiring process are White males. The purpose of this research paper is to evaluate PFD's hiring processes to determine their impact on the diversity of firefighter applicants who successfully complete the hiring process. This Applied Research Paper utilized the Descriptive Research Method. Data were obtained through ethnic and gender surveys and the collection of recruiting and testing process results. Data were analyzed to answer the following questions: (a) How does the ethnic composition of PFD's line members compare to the communities they serve, (b) What are the recruiting and testing processes utilized by PFD when hiring line members, (c) How has the recruiting process impacted the ethnic diversity of the firefighter applicant pool, (d) How has the testing process impacted the ethnic diversity of the firefighter applicant pool, and (e) Should PFD consider modifying the recruiting or testing processes to increase diversity of line members? Firefighter ethnic composition was compared to U.S. Census Bureau ethnic information. Recruiting processes were compared to the IAFF Diversity Initiative and testing results were analyzed to determine if an adverse impact was created as defined by the Equal Employment Opportunity Commission. Results indicated that each aspect of the hiring process--employer mindset, recruiting and testing--contributed to the lack of diversity of line firefighters at Parker Fire District. It was recommended that Parker Fire District should demonstrate that diversity was more than just a goal. Recruiting efforts should be adjusted to specifically target the ethnic communities within the District. Finally, the firefighter testing process should be adjusted to eliminate all adverse impacts.

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41735

Building a diverse workforce in the Albany Fire Department through entry-level recruitment

• The lack of diverse entry-level applications received by the Albany Fire Department has caused a disproportioned imbalance in its diversity. This applied research project examines methods that can be used to improve the number of qualified diverse entry-level applications. The descriptive method was used to determine (a) diversity recruitment efforts of other fire departments, (b) recruitment efforts used by the business community, (c) legal barriers prohibiting diversity recruitment, (d) the impact the lack of entry-level diversity has on current employees, (e) if there are obstacles in the hiring process, and (f) are there any possible repercussions for not addressing the problem. The procedures used in this project consisted of literature review, questionnaire sent to various fire departments, and internet search that included the recruiting practices of the business community. The results clearly showed that a recruitment program is needed in the Albany Fire Department and is the recommendation of the researcher.

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39965

Creating a diverse workforce: improving minority recruiting efforts within the Fayetteville Fire Department

• Fayetteville Fire Department provides services to a city of approximately 174,000 people. The city prides itself on being one of the more diverse cities in the nation. However, while minorities make up nearly 51% of the city's population, they only make up 12% of the fire departments workforce. The purpose of this research paper is to identify barriers that hinder Fayetteville Fire Department's recruitment of minorities and women into the fire service. A historical research method was to answer the following questions: a) What is the current testing and selection process for Fayetteville Fire Department? b) What are barriers that prevent minorities and women from being hired? c) What components of recruitment and selection processes have been successful in recruiting African-American and women in the fire service? Questionnaires were used to survey minority and female firefighters throughout F.F.D. as well as other fire departments throughout the industry to gain different perspectives of recruitment issues. A literary review included research to understand how the business and corporate worlds have approached the topic of diversity. The results showed that all three groups understand the benefits of diversity and that each group touts similar strategies which they see as successful recruitment measures. The recommendations suggested as a result of this project includes delivery of a clear message of F.F.D.'s embracement of diversity throughout the department and the community as a whole. Notice of recruitment periods should be made available to all groups and the use of networking groups should be encouraged. Last but not least, the department must continue to evaluate testing procedures to ensure that tests evaluate candidate's capabilities to perform the job for which they are applying as opposed to simply using the test to whittle down the field of candidates to manage as a method to manage the selection process.

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39800

Clark County Fire Department: profile of personality types and temperaments within the Clark County Fire Department

• The Clark County Fire Department (CCFD) is located in Las Vegas, Nevada, one of the fastest growing counties in the nation. This phenomenal growth has challenged CCFD to formulate a strategy to deal with issues concerning training, diversity, and recruitment. To address this problem, an aggregate personality profile was developed for firefighter, engineer, captain, and battalion chief using the Keirsey Temperament Sorter II. The purpose was to determine the magnitude of similarities and differences within each group. Using descriptive research techniques, the study indicated a significant trend in personality temperament, SJ-Guardian, and personality types, ISTJ and ESTJ. Further research is recommended to develop guidelines using personality profiling to evaluate training, diversity, and recruiting efforts. A comparative study needs to be conducted to develop a comprehensive demographic profile utilizing additional demographic variables.

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38220

An analysis of fire-based EMS and its affect on diversification at the entry-level position for the San Diego Fire-Rescue Department

• The problem is the City of San Diego Fire-Rescue Department, like many other fire service agencies, has taken on the responsibility of providing Emergency Medical Services (EMS) for its citizens. Specifically, San Diego Fire-Rescue (SDFD) provides this service through a unique Public-Private partnership with Rural-Metro Corporation, consisting of an Advanced Life Support (ALS) Emergency Medical Technician-Paramedic (EMT-P) 1st responder on each of its 46 Engine Companies and ALS EMT-P transport units. Data has shown that service delivery to its constituents has greatly improved resulting in "customer satisfaction" ratings reaching the 99th percentile. The purpose of this applied research project was to analyze San Diego's Fire-based EMS system and to identify any affects it may have on SDFD's ability to recruit and hire a diverse workforce at the entry-level. Additionally, the author sought to identify if this issue was commonplace to other comparable sized agencies. In conducting this research the author utilized descriptive research methodologies to answering the following questions: 1. To what degree, is the fire service providing EMS to its constituents? 2. What, if any, are the EMS related services provided by other comparable-sized departments? 3. Specifically, for agencies that provide ALS 1st Responders, how are their ALS Paramedic personnel obtained? 4. What, if any impact, has fire-based EMS had on retention of ALS Paramedics on comparable-sized departments and the City of San Diego Fire-Rescue Department? 5. What, if any impact, had fire-based EMS had on recruitment efforts for comparable-sized departments and the City of San Diego Fire-Rescue Department? 6. What recruitment strategies are being utilized by comparable-sized departments, which could be adopted by the City of San Diego's Fire-Rescue Department? The procedures used in this applied research project included literary reviews to determine the breadth of Fire-based EMS within the fire service; identification of issues affecting service delivery, specifically, the ability to recruit and retain trained paramedics; and identification of strategies and programs currently being utilized to effectively address diversification of the workforce in order to mirror the communities served. Additionally, the researcher conducted a written survey, externally, to determine the same information from comparable-sized departments to assist in determining basis of results. Recommendations made were to 1) abolish SDFD's current "Firefighter-Paramedic" based delivery model and adopt a model utilizing Paramedics of any rank, 2) SDFD should train it's existing members, on a voluntary basis, to meet their paramedic needs, 3) SDFD should also explore the possibility of creating a Paramedic Intern Program with the local Community College Districts and 4) establish an Outreach Program to expose members of the community to the career opportunities available as an Paramedic and a Firefighter through a collective partnership with local school districts, organized labor, informal employee organizations, the business community and established labor preparedness programs.

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37887

Establishing and maintaining a culturally diverse workforce, looking beyond the numbers, and identifying opportunities for the Alameda County Fire Department

• The identified problem is that the Alameda County Fire Department (ACFD) has diversified its work force in a concentrated short period of time, and the organizational cultural competency toward diversity is still developing. Senior management has determined that an effective culturally diverse department needs to look beyond the numbers and establish a department culture that values diversity and knows how to manage it as a vital resource. The purpose of this research project was to evaluate the current ACFD diversity management and cultural competency factors and compare them to others in California. The project used evaluative research to examine the ACFD current diversity programs and initiatives in relation to other regional service providers. The research procedures included a literature search, interviews and survey questionnaire. Two interviews were conducted and six regional fire service providers were surveyed. The questions posed were: 1. What are the desired outcomes of the ACFD's diversity programs? 2. What are the key drivers that impact diversity initiatives and programs in like size regional fire service providers in California? 3. What diversity outreach programs are being provided by like size regional fire service providers? 4. How often do like size regional service providers offer diversity training for their staff and is it seen as effective? The results of this study support the fact the ACFD's diversity programs do provide an adequate baseline for managing diversity within the organization. With some modifications, these programs can offer a more comprehensive cultural competency platform that enhances the effectiveness of diversity initiatives within the ACFD and accurately measures the benefits of a culturally diverse workforce. Recommendations were made to ensure the ACFD diversity programs establish diversity as an asset:: 1. Create "Diversity as a Fire Service Business Strategy" and "Measuring Success in Diversity" guides. 2. Establish a statewide central repository for diversity recruitment and management programs. 3. Create a model cultural diversity-training curriculum. 4. Implement a comprehensive diversity training program for the ACFD.

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37482

Factors affecting the hiring of black firefighters in the San Bernardino City Fire Department

• The San Bernardino City Fire Department (SBFD) had not hired a Black firefighter in 12 years. Using historical research methods, this paper analyzed the number of Blacks in the community that had applied for firefighter positions with SBFD, how many were preparing themselves to meet the minimum qualifications for these positions, and the processes used to select individuals for these positions. The purpose was to determine how much impact these elements had on the number of Blacks being hired by SBFD. The research found that some of the elements of the selection process might have adversely affected Black candidates. The research also found a low percentage of Blacks in the community that were preparing for or applying for firefighter positions.

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34689

Creating a more culturally diverse workforce in the Park Ridge Fire Department

• As our society continues to change at an ever-increasing rate, a key issue that will confront every aspect of American culture is organizational diversity. For all intents and purposes, organizational diversity can be defined as the effective employment, development and management of a multicultural work force. The City of Park Ridge is an Equal Opportunity Employer, yet the lack of organizational diversity is obvious. This lack of diversity is especially obvious in the fire department. The lack of diversity indicated that the current hiring practices of the Park Ridge Fire Department have not resulted in the creation of a culturally diverse workforce. This problem was the focus of this research. The purpose of this research was to identify and evaluate factors that negatively influence and/or inhibit organizational diversity in the fire department. Descriptive and evaluative research methodologies were utilized in the development of this research paper. The research questions that were identified and addressed were: 1. What are the current methods utilized in the recruiting and hiring process? 2. Why haven't the current methods resulted in the recruitment, hiring and retention of qualified minority applicants? 3. What new methods can be developed to increase cultural diversity within the fire department? 4. How can these methods be implemented? The evaluative research methodology included the utilization of a force field analysis as a problem refinement model to develop rational methodologies for selecting alternative solutions to the problems illuminated by the research questions. Additionally, a weighted alternatives matrix was utilized to determine the best course of action based upon the findings of the force field analysis. The results of this research indicated that the current hiring practices of the Park Ridge Fire Department have not succeeded in creating a culturally diverse workforce. This research culminated with the recommendation of developing a well-planned, comprehensive program of recruitment, testing and selection of minority candidates. This recommendation was the most practical and rational approach to increasing organizational diversity in the Park Ridge Fire Department.

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33867

Improving the effectiveness of diversity initiatives in Hillsborough County Fire Rescue

• The problem was a lack of diversity within the applicant pool for the position of Fire Medic Trainee and Fire Medic 1, which resulted in an under representation of Women and Blacks in the department's overall hiring. This has further prepetuated a narrow margin of diversity in the uniformed ranks of Hillsborough County Fire Rescue (HCFR). The purpose of the research was to determine what recruitment other departments found successful and recommend methods that could improve the diversity of the applicant pool at Hillsborough County Fire Rescue, thereby having a positive influence on the overall diversity of the department. Historical and evaluative research was used to help determine the answers to the following questions: 1. What approach to improving/increasing diversity do other departments employ? 2. What approach does Hillsborough County Fire Rescue currently employ? 3. What methods can be implemented to improve the diveristy of the applicant pool at Hillsborough County Fire Rescue? The procedures involved a search and review of county and department records, fire service journals, research papers, and magazines; a telephone survey of numerous members of the department. A review of the recruitment practices employed by Hillsborough County Fire Rescue was compared to those used by other departments who participated in surveys. Data from the surveys was compiled and evaluated indicating that HCFR was far ahead of other departments in their recruiting program but still had an under utilization of women and black minority groups. The literature and programs instituted by other departments and agencies were reviewed. Recommendations were made to expand the present recruiting efforts to include the development of non-certified entry-level position, partner with the school board or the community college to institute a high school dual enrollment program for Emergency Medical Technician and Fire Fighter certifications, and/or develop an inner-city explorer post. Additionally, a recomendation to evaluate the HCFR's Task Readiness, the department's pass/fail physical agility test for new applicants. The test has never heen validated and should be examined to ensure that it has not caused an adverse impact to female applicants.

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32705

Disparity in ethnic representation in Kodiak Fire Department

• The research project investigated factors affecting the imbalance in ethnic diversity in the membership of the Kodiak Fire Department as compared to the ethnic diversity in the community. The problem was a lack of understanding of the factors contributing to the imbalance in diversity. The purpose of the project was to suggest factors in recruitment and retention that could be addressed to correct the imbalance. An evaluative research method was used. The following research questions were addressed: a) Are barriers present theat discourage ethnic minority membership, b) Are there incentives that would encourage ethnic minority membership, c) Are other fire departments in Alaska effectively dealing with a similar imbalance in represetation of local ethnic diversity? The procedures for this research utilized a questionnaire for community members and a questionnaire for fire departments in the State of Alaska. The results suggested that the members of the community were unable and unwilling to become volunteer members of Kodiak Fire Department primarily due to lack of time. It was recommended that the Department maintain the current requirements for membership, but reorganize the strategy for recruitment to focus on incentives.

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31378

Diversity and the Virginia Beach Fire Department

• This research project analyzed the diversity of the Virginia Beach Fire Department and several similar fire departments in the same geographic region as Virginia Beach. The problem identified was that the Virginia Beach Fire Department did not actively recruit minorities to create a diverse workforce that mirrored the greater community. The purpose of this project was to identify the current diversity of the City of Virginia Beach and Virginia Beach Fire Department, and then compare the percentage of protected class employees to other similar size cities and fire departments in the region. The research resulted in a proposed plan that contains benchmarks to evaluate long-term success at creating an employee workforce considered diverse when compared with the community it protects. Historical research was employed to: (a) define diversity and affirmative action regarding employment practices, (b) determine if the City of Virginia Beach Fire Department meets applicable Affirmative Action and Diversity mandated laws, (c) accurately report the racial and gender makeup of the City of Virginia Beach and Virginia Beach Fire Department, and then to compare the results with the racial and gender makeup of selected similar cities and fire departments, and (d) determine what other fire departments were doing to diversify their workforce. The procedures used for this research project involved determining the past and present diversity of the Virginia Beach Fire Department, and comparing the results with data obtained from similar fire departments in the geographic area. In addition, an intergovernmental survey was placed on the Internet to learn what other public safety departments had done to successfully diversify their organizations. The results demonstrate the Virginia Beach Fire Department was not becoming more diverse over time, although the population was becoming more diverse each year. In addition, the fire department was not being successful with their recruitment efforts towards diversifying the department with respect to the percentages of protected class employees employed in the study fire departments. The recommendations were for the Virginia Beach Fire Department to set up a plan to attract and successfully recruit protected class employees, add replacement employees with consideration of the minority population percentage of the community, and to establish measurable benchmarks to determine successful diversification of the department.

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29960

Recruiting a diverse work force: an evaluation of the Grand Rapids Fire Department recruitment task force

• Recruiting women and minorities for the position of firefighter has always been most challenging for the fire service. It has been especially challenging for the Grand Rapids Fire Department. Since 1990, the Grand Rapids Fire Department has hired 129 firefighters, which included only one woman (.7%) and five minorities (3.8%). The City of Grand Rapids and the Grand Rapids Fire Department are committed to maintaining a diverse work force that represents the community it serves. The purpose of this applied research project was to evaluate the performance of the Recruitment Task Force that was established to improve the recruitment of qualified women and minorities testing for the position of firefighter. The results of a historical and evaluative research of current literature and a survey instrument of comparable fire departments was used to evaluate the effectiveness of the Recruitment Task Force in their effort to increase the number of women and minorities testing for the position of firefighter. Research questions posed by this applied research project were: 1. Is managing a diverse work force important in the public sector? 2. Was the Task Force necessary? 3. What current recruitment strategies are others using in an attempt to obtain a diverse work force? 4. What hiring instruments are fire departments using in their hiring process? 5. How can the effectiveness of the Task Force be elevated? The literature stressed the advantages and importance of obtaining a diverse work force. It also revealed organizations including the Grand Rapids Fire Department are utilizing many of the strategies necessary in an attempt to be successful at attracting women and minorities into the fire service. The survey instrument also verified that the Task force used many of the strategies used by other fire departments for successful recruiting. It also revealed that many departments are struggling with the challenge of maintaining diverse work force. There were six recommendations based on the results to improve the program and impact the overall effectiveness of the Recruitment Task Force. The recommendations to hold diversity training, re-introduce the Task force and its mission, create new goals, complete original goals, research hiring instruments, and commit an operation budget will assist the Grand Rapids Fire Department in its diversity goals.

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29905

Diversity issues at the Washington Township Fire Department

• The problem was a lack of diversity in the Washington Township Fire Department's workforce. The purpose of the research was to determine if the changes that the department made to the hiring and promotional processes beginning in 1992 had been effective, and to determine if methods existed to further improve upon those processes. The research methods utilized were historical and evaluative. Three research questions were answered in this study: 1) How does a diverse workforce assist the fire department in meeting its mission? 2) How successful have the changes in the hiring and promotion processes been in improving the diversity of the fire department's workforce? 3) What further changes can be implemented to improve upon the diversity of the fire department? The research procedure began with a literature review. United States census information was examined and departmental hiring and promotional records analyzed. An interview with the Deputy Chief responsible for overseeing hiring and promotions at Washington Township was conducted. The research indicated that a diverse workforce is critical for a fire department to meet its mission, as it affects the department's ability to communicate with the minority community, and to provide improved customer service. The project also found that the department's changes to the hiring and promotional processes had not been successful in increasing the diversity of the workforce. Strategies and methods for improving the department's performance in those areas were identified and recommendations made. The study concluded that the Washington Township Fire Department could better serve the community if its workforce was more diverse. Current methods for hiring and promoting firefighters were not increasing the diversity of the workforce. Additional strategies were available, that if implemented, would result in a more diverse work place.

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29221

A case for cultural diversity training

• This research project resulted in the development of a project charter document that can be used to initiate the implementation of cultural diversity training in a large urban fire department. The problem was there was an assumed need for cultural diversity training within the organization. The purpose of the project was to produce a project charter to action the implementation of cultural diversity training within the Department. This research employed both historical and action research, to address the following research questions: What cultural diversity training have other fire services or organizations provided to their staff? What are the benefits of cultural diversity training for staff in organizations? What potential problems exist for the organization if such training is not undertaken? What indicators in the organization's community demonstrate the need for such training? The principal procedures employed form part of action research methodology and visiting the experience of initiatives where such training could have been of benefit. The major outcomes of the research were principally the production of a project charter acceptable to the organization and identification of the presence of such training in other organizations, training benefits, problems if such training is not undertaken and the indicators that demonstrate the need for such training in the organization's community. The recommendations resulting from this research included (a) accessing similar programs prior to course content finalization, (b) inviting tenders from recommended providers of similar programs, (c) undertaking a four level evaluation of the planned program, (d) measuring where possible benefits of programs, (e) including multicultural community and political representatives in program communication strategy, and (f) including pilot program outcomes in communication strategy.

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28088

Analyzing the effectiveness in workforce diversity hiring practices for the consortium cities of northeast King County, Washington

• In 1993, Redmond joined seven other adjoining cities and fire districts in NE King County to undertake a consortium approach to firefighter entry level testing. The Consortium's objective was to recruit and hire firefighter candidates with the intent of achieving more diverse workforces that were reflective of the communities which they served. After five years and four joint hiring processes, the Consortium learned that through cooperation, recruitment was more cost effective and efficient. In regards to achieving a more diverse workforce, however, the process was still not proven to be significantly productive. The Redmond, Washington Fire Department faced a major problem in that it was not attracting and hiring female and minority fire service candidates in sufficient numbers. The purpose of this research project was to evaluate the effectiveness of the Eastside Consortium's recruitment and testing process in order to make recommendations for improvements based on the established findings. Descriptive, historical, and evaluative research methods were utilized to answer the following questions: 1. How has the fire service been impacted by the legal and societal shifts of affirmative action perspectives? 2. What are the application/hiring process barriers which discourage or prevent women and minorities from entry into the fire service? 3. What approach have the two largest cities in King County taken to attract and hire women and minorities, both historically and at the current time? 4. How effective did the human resource members of the Consortium feel the current process was at attracting and hiring female and minority candidates? 5. What techniques could employers utilize to hire and retain women and minorities in the fire service? In order to do a proper analysis and to answer the established research questions, an extensive literature search was done to explore affirmative action from both a societal and legal perspective. Additionally, a survey was distributed to the lead human resource members of the Testing Consortium to help determine the effectiveness of the process. The survey also contained questions as to the particular demographics which were unique to each agency. Such data was then used to do a comparative analysis within the Consortium. The results of the project showed that the process in place was not providing adequate numbers of female and minority candidates. Legal and societal impacts on affirmative action pointed out current as well as future barriers to attracting and hiring female and minority candidates for the Consortium Fire Departments. Although the Consortium was doing some things right with its actual tests, the recruitment aspect of the process needed to be refocused in order to provide a workforce diversity which was reflective of the communities served. Based on the findings of the project, it was recommended that the Consortium initiate immediate efforts to establish a diversity task force; develop buddy and mentor programs; develop in-house diversity programs; and develop a preapprenticeship program. Most importantly, it was also recommended that they target recruiting efforts towards universities with an emphasis on female and minority programs or groups within those institutions, nontraditional tradeswoman groups, female and minority communities, and military transitional job placement programs.

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24944

Effects of a college requirement on employee diversity

• The Aurora Colorado Fire Department never had a firefighter entrance level college education requirement. In 1995, a 60 semester-hour college requirement will begin. The minority and protected class community feels that a college requirement for the entrance level firefighter position will hinder prospective minority and protected classes from becoming applicants. The purpose of this research was to determine if the entrance level college requirement would cause adverse effects on the ability of the Aurora Fire Department to attain a diverse work force. The study employed a correlational research methodology. The hypothesis of the research was, "A firefighter entrance level college requirement of 60 semester-hours would not reduce the ability of the Aurora Fire Department to attain a diversified work force that represents the community." 673 Civil Service firefighter applications were examined and the information was correlated to determine the probable effects of the new entrance level requirement. The findings of the research indicated that the hypothesis was correct. The results produced additional information that was valuable to recruiting efforts and further Civil Service Commission research. The effects of education on professionalism within the fire service was determined. The recommendations of the research were that the Aurora Fire Department re-target its recruitment efforts and this type of research be continued by the Aurora Civil Service Commission.

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27124

Diversity in the workforce, where should it begin?

• A societal and legal goal is to have the workforce reflect the community in regards to gender and race. A goal of the fire service that parallels a timeline of progression similar to this goal is that of growth in professional and educational standards for firefighters. The purpose of this research is to determine if affirmative action efforts needs to be moved a step forward in the educational process in order to ensure continuing progress in fire service workforce diversification and professional development. It is not the intent of this research to evaluate the current diversity status of any of the fire departments involved in this research. This study used descriptive and evaluative research methodologies to seek to answer the following questions: 1. Do career fire departments preference recruits with a formal education in the fire sciences? 2. Are there indications or trends that show the entry level requirements for firefighters to increase? 3. Does Fox Valley Technical College produce graduating classes that reflect the demographic profile of the community? 4. Does the demographic profile of Fox Valley Technical College's graduating classes, have a potential impact on the affirmative action recruitment efforts of area fire departments? Published literature was reviewed including laws pertaining to affirmative action. The current demographic profiles of the workforce of Fox Valley Technical College's District and Fire Protection classes were analyzed. In addition, a survey of the career fire departments in Fox Valley Technical College's district were surveyed. The literature outlined the efforts that are to take place, either voluntarily or involuntarily to ensure a diverse workforce. Changes in the demographics of the entry level workforce and the skill levels they possess will make pre-employment education even more important in the future. The survey found that fire departments in the area preference students with a fire education background, but the demographic profile of the graduating classes from Fox Valley Technical College were not representative of the workforce. The findings of this research indicated that the fire service is demanding a greater level of education of entry level personnel and will continue this trend into the future. In order to meet this demand entry level personnel will need to participate in pre-employment education. The combination of these two facts may have a negative impact on the diversity of the workforce, unless affirmative action efforts are begun at the pre-employment education level.

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30112

Revisions to 1974 Los Angeles City Fire Department consent decree to comply with current federal guidelines

• Fire Departments across the nation are experiencing increasing pressures from minority groups to assure that firefighter positions are allocated with issues of diversity kept in mind. The Los Angeles City Fire Department (LAFD) has been under a federally mandated consent decree since 1974 to hire a minimum of 50% minority candidates for each class of new hires. The current problem is that women, LAFD's smallest underrepresented group, are not included in the current consent decree. A Consent Decree that states, "The City shall as a long range goal, seek to recruit and hire Blacks, Mexican-Americans, Asian-Americans, and other minority groups in sufficient numbers so as to increase substantially the minority composition in the ranks of the uniform personnel within the fire department, and so that said fire department will become more representative of the racial and ethnic composition of the community as a whole." The purpose of the study is to identify possible remedies to address the hiring issues of women in the LAFD and to determine the changes that have occurred in federal hiring requirements since 1974. Historical research methodology was used to answer the following questions: 1. What is the process to include females as part of the federally mandated Los Angeles City Fire Department consent decree? 2. Does changing the current consent decree to include women address the problem of raising the percentage of women from 2.9% to 15%? 3. What needs to be done to raise the percent of women currently on the job from 2.9% to 15%? 4. What measures should be undertaken to insure female candidates succeed once they have been recruited and selected? The procedures used to complete this research included: a literature review of fire service and police service consent decrees from across the nation, interviews with those who were involved in the development of the LAFD Consent Decree and department hiring procedures, and reviews of federal documentation for the hiring of protected groups. Results of this project indicated that it is possible to change a Consent Decree. A Consent Decree is not the entire equation however, other issues of inclusion must be addressed. The recommendations were that LAFD should pursue changing the Consent Decree to include women in addition to addressing facility changes and long term recruitment efforts.

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