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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


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