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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.

In 2014, the City of Los Angeles Mayor's Office sought assistance from the RAND Corporation to find ways to improve the process the city uses to hire firefighters into the Los Angeles Fire Department. RAND conducted a three-month review of Los Angeles's firefighter hiring policies and practices, paying particular attention to their effectiveness and fairness. This report presents the results of that three-month effort. It reviews the city's hiring practices used in the 2013 hiring cycle and in place at the time of the study and outlines a recommended new firefighter hiring process that is intended to increase efficiency of the hiring process, bolster the evidence supporting the validity of it, and make it more transparent and inclusive.

• Chapter One

  Introduction

• Chapter Two

  Firefighter Recruitment and Outreach Strategies

• Chapter Three

  The 2013 Firefighter Selection Process

• Chapter Four

  Statistical Analysis of the Selection Process

• Chapter Five

  Recommendations

• Appendix A

  Key Considerations in Evaluating the Selection Process

• Appendix B

  Defining Critical Firefighter Tasks, Knowledge, Skills, Abilities, and Other Characteristics

• Appendix C

  Outsourcing the Written Test for Entry-Level Firefighters

• Appendix D

  The Impact of Chance Variability in Simple Random Sampling

• Appendix E

  Mathematics and Examples of Key Considerations for Stratified Sampling