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the goal to orientate, educate and evaluate our prospective employees. Research was

sought via the Internet and through different library literature. Areas in the employee

performance field, employee evaluations, job performance, and performance appraisal

ratings were all reviewed. Information was also gathered from other local fire

departments as to their procedures and how they assess their new recruits.

Within Bloomfield Township Fire Department two different surveys were

distributed. The first survey was given via e-mail to eight Line Lieutenants. These eight

Lieutenants are the first line supervisors of the new recruits during their probationary

period. The survey consisted of twenty-one questions (see appendix B). Five of the

eight surveys (63%) were returned with comments. A second survey was hand

delivered to fifteen fire fighters who had less than five years experience on the job (see

appendix C). Of those handed out, ten (76%) were returned with their comments. From

all returned surveys, an analysis was derived which lead to areas within our system that

were working well for the department and areas that need to be changed.

Along with the surveys came question and answer periods for the selected

group. This was in order to fully explain their thoughts and ideas and gave the author a

full understanding of the comments written.

A “critical job function” (see appendix D) analysis was developed for the

probationary firefighter. This looked into the “critical function” that our rookies must

perform. Areas of great importance and “must know” in order to perform their job during

their first year. This critical job function analysis was then measured against the current

orientation material to check the validity of the probationary test. The final process is a

written document of suggested changes for the new recruit evaluation system.


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