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Home arrow Management arrow Recommendations for improving the recruiting and hiring of los angeles firefighters

A short course of lectures
«Recommendations for improving the recruiting and hiring of los angeles firefighters»

Key Comments on Recruiting from the InterviewsOverview of the Reasoning for Selecting a Random SampleFindingsSupplementing the Existing Job AnalysesScope and Limitations of This ReportStep 3: Written TestStudy ApproachStart a New Citywide Outreach and Recruiting Campaign for the LAFDAPPENDIX D. The Impact of Chance Variability in Simple Random SamplingThe Emphasis Should Be on Finding Highly Qualified Candidates, Not Merely on Increasing the Quantity of CandidatesData Analyses to Examine Disparate Impact of the 2013 Selection ProcessTest of Reading Comprehension, Arithmetic, and Mechanical AptitudeAcknowledgmentsOverarching Recommendations Targeting the Four ObjectivesTWO. Firefighter Recruitment and Outreach StrategiesFOUR. Statistical Analysis of the Selection ProcessPrefaceObjectives Guiding the ProjectCaution in Interpreting These Estimates Is WarrantedAPPENDIX C. Outsourcing the Written Test for Entry-Level FirefightersDataExisting LAFD Job AnalysesFirefighter Recruiting PracticesTest DevelopmentImprove the Firefighter Selection Process Through a Variety of Specific RevisionsObjectivesCertificationStep 9: Final Panel ReviewStep 5: Oral InterviewStep 7: Initial Panel ReviewEstablish a Robust Appeals Process for Applicants Who Believe That They Have Been Wrongly DeselectedLAFD's Recruitment and Outreach StrategiesIn-Depth Background CheckIncrease Electronic Documentation and Use of Online Technology During the Selection ProcessThe Value of DiversityTie Minimums on All Selection Factors to Acceptable and Unacceptable Performance in Training or on the JobTime ConstraintsSuggested Changes to Step 1: Preliminary Background Application and Step 2: Minimum RequirementsOverview of Recommendations as They Relate to the ObjectivesLogistics and TimingStudy ApproachStep 1: Preliminary Background ApplicationAPPENDIX A. Key Considerations in Evaluating the Selection Process Alternative Written Aptitude TestsReview of Existing Documentation and Informational Interviews on Recruiting and Selection ProcessesReduction of Applicants in the Selection ProcessEnsure Equal Opportunity Throughout the Hiring ProcessJob Interview with a Firefighter and Interview SpecialistMinimize Costs for the City of Los Angeles and Its ApplicantsCollection of Preliminary Background Information Using Applicant- Provided InformationSuggested Changes to Step 10: Medical and Psychological EvaluationsNotification CardsCivil Service Standards, Guidelines, and RegulationsStep 6: Background Investigation and Preliminary Investigative QuestionnaireValidity and ReliabilityStep 8: Field InvestigationThe Selection Process's Impact on MinoritiesValidate Selection Criteria by Establishing Relationships to the KSAOs Required to Be an Effective FirefighterStep-by-Step Recommendations for Improving the Selection ProcessFIVE. RecommendationsLegal DefensibilityDrawing on Existing Expertise and Past ResearchA Framework for Understanding RecruitmentThe City's Current Selection ProcessCosts to the CityExplore Options for Reducing the Applicant Pool to a Manageable SizeStatistical Analysis of the Selection ProcessRecommendationsTHREE. The 2013 Firefighter Selection ProcessSuggested Changes to Step 3: Written TestJob Incumbent Focus Groups to Confirm and Identify New Key Duties, Knowledge, Skills, Abilities, and Other Characteristics for Firefighter ServiceObjective 3: Increase the Demographic Diversity of New Firefighter HiresExploratory Interviews to Understand Stakeholder PerspectivesSuggested Changes to Step 7: Initial Panel Review and Step 9: Final Panel ReviewExplore Options for Reducing the Applicant Pool to a Manageable SizeRepeat of Initial Panel Review with Corroborated InformationValidate Selection Criteria by Establishing Relationships to KSAOs Required to Be an Effective FirefighterAPPENDIX B. Defining Critical Firefighter Tasks, Knowledge, Skills, Abilities, and Other CharacteristicsStep 10: Medical and Psychological EvaluationsCosts Borne by the ApplicantAPPENDIX E. Mathematics and Examples of Key Considerations for Stratified SamplingStep 2: Describing the Minimum RequirementsObjective 2: Ensure Equal Opportunity Throughout the Hiring ProcessObjective 1: Identify Applicants Most Likely to Be Successful FirefightersAlign the Content in Each Selection Step with the Job Analysis and Deconflict It with Other Elements in the ProcessObjective 4: Minimize Costs for the City of Los Angeles and Its ApplicantsAdditional ConsiderationsA Note About Hiring Practices and the LawIncrease the Demographic Diversity of New Firefighter HiresThe RAND Safety and Justice ProgramTwo Fire Captains Review the Candidate's Initial Background Application PackageOther Factors to Consider When Designing a Selection SystemSuggested Changes to Step 4: Candidate Physical Ability Test Organization of This ReportStratified Sampling Formulas Illustrated with an ExampleStep 4: Candidate Physical Ability Test
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