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.