G2TT
来源类型Research Reports
规范类型报告
ISBN9780833088390
来源IDRR-687-LAFD
Recommendations for Improving the Recruiting and Hiring of Los Angeles Firefighters
Chaitra M. Hardison; Nelson Lim; Kirsten M. Keller; Jefferson P. Marquis; Leslie Adrienne Payne; Robert Bozick; Louis T. Mariano; Jacqueline A. Mauro; Lisa Kraus; Gillian S. Oak; et al.
发表日期2015
出版年2015
页码148
语种英语
结论

The Los Angeles Fire Department (LAFD) Recruitment and Outreach Practices

  • LAFD personnel and stakeholders we interviewed felt that expanding the recruiting budget and staff would favorably impact outreach and recruiting efforts.
  • Our interviewees reported a belief that some members of minority groups, and women especially, have had a lower propensity to apply for firefighter positions compared with white males, but that improving the diversity of the applicant pool is possible with a long-term outreach and recruitment campaign.

Adverse Selection Against Women and Minorities in the LAFD's 2013 Hiring Process

  • In 2013, the number of firefighter applications submitted to the city dwarfed the number of available positions, with more than 13,000 applicants for fewer than 100 positions.
  • Most applicants who met the minimum eligibility requirements were eliminated by either the written exam portion of the firefighter selection process or the requirement to submit their Candidate Physical Ability Test (CPAT) certification within a specific time window.
  • A larger proportion of Hispanic, black, and female applicants failed to take and pass the written test portion of the selection process, relative to white male applicants.
  • A larger proportion of Hispanic, black, Asian, and female applicants failed to submit their CPAT certification within the required time window, relative to white male applicants.
  • According to data from the organization that administers the CPAT, 94 percent of the people who take the test pass it. Hence, the CPAT itself does not eliminate many applicants.
摘要
  • Los Angeles should begin a new citywide firefighter outreach and recruiting campaign.
  • Los Angeles should validate the selection criteria used in the firefighter hiring process by establishing each criterion's relationship to the knowledge, skills, abilities, and other characteristics needed to successfully perform the job of firefighter.
  • Los Angeles should explore options for reducing the applicant pool to a manageable size.
  • Los Angeles should set aside funding and resources for a robust appeals process for applicants who believe that they have been wrongly passed over.
主题Discriminatory Practices ; Emergency Responders ; Employment and Unemployment ; Gender Equity in the Workplace ; Los Angeles ; Workforce Diversity ; Workforce Management
URLhttps://www.rand.org/pubs/research_reports/RR687.html
来源智库RAND Corporation (United States)
资源类型智库出版物
条目标识符http://119.78.100.153/handle/2XGU8XDN/108042
推荐引用方式
GB/T 7714
Chaitra M. Hardison,Nelson Lim,Kirsten M. Keller,et al. Recommendations for Improving the Recruiting and Hiring of Los Angeles Firefighters. 2015.
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