disorganized evaluation process. Phone conversations indicated that there was not a
regimented system to follow. There is no universal system for every department.
The overall format of Bloomfield Township’s orientation for the new employee is
proper. During the recruits first year they are able to gain insightful knowledge about
their employer. Learn quality job functions about their profession and expand their
basic knowledge in the fire service. The orientation and training experience was viewed
as very beneficial to the majority of the study group.
The recruit must accomplish stated goals within the expected time frames of the
department (Maddux, 1987). Tests that are given to substantiate these goals appear to
be given in the proper context. But the scheduling of the three, six and twelve month
tests are often not on schedule. Leaving the new employee wondering why the
department is not on tract. Another problem was discovered with taking the test. At
times the recruits were not separated away from the unit personnel during the test. This
leaves the new recruit uncomfortable in taking the test with peer fire fighters looking
over their shoulder. These test periods are not a time to test “pressure” situations,
these new employees are being tested on the given goals that they are accountable for.
This procedure for taking the test was not the norm, however, did present a problem.
Contents of the test were found to be obsolete. Questions pertaining to
equipment no longer used in the department were still on the test. Personnel who have
since left the township or fire department are still on the test. Some of these questions
have no relation to specific job function and are on the test.
In reviewing the material, it was found that some content of the test is not
appropriate for specific job function of a rookie fire fighter. There are general