Emergency Services Consulting International offers a variety of public safety promotional testing products designed to identify the best qualified candidates to become your agency’s future leaders. Most of our assessment products are customized and validated specifically for positions in your agency. We also offer ‘off-the-shelf’ products if that better meets your needs. Dr. Cassi Fields, Vice President of the ESCI-Fields Human Capital Division and a nationally known expert in public safety testing, directly oversees ESCI Industrial/Organizational Psychologists and experienced technical Subject Matter Experts through the development and administration of promotional assessment processes for Fire and Police departments throughout the United States.
Our testing solutions are designed to reduce or eliminate adverse impact by creating a testing process that levels the playing field so that all candidates have the same opportunity to perform their best on test day. We offer a full service product that includes assistance with test announcements, candidate preparation training, assessor recruiting and training, test administration services, test scoring and analysis, as well as candidate performance feedback.
Written Multiple-Choice Tests: Customized and Off-the-Shelf
Our written tests are rank specific and measure a candidate’s knowledge based upon pre-identified source material, such as department policies and procedures, state and local standards, and technical operating manuals. The tests are designed strictly to measure knowledge because, combined with our other assessment products, our overall promotional processes will measure all of the important knowledge, skills and abilities for the target rank. Tests are constructed and customized based on each agency’s individual needs and examination KSAs.
Candidates will perform in multiple, high fidelity job simulations in which numerous KSAs will be scored by trained assessors. ESCI’s assessment center exercises are developed to put candidates in “the real world.” Our exercises are customized to involve situations that might be encountered in your department. Some examples follow:
Candidates must respond appropriately to multiple items that would typically be found in the In Basket of a person at the target rank. These items are customized to your department and are based on your department’s current issues. Items include emails; memos, department forms, schedules and reports; letters from citizens; and many other ideas. The items are open-ended and candidates must take actions in response to all items within a time limit of approximately three and one half hours. Our In Baskets are implemented using computer technology.
Counseling and Other Role Play Exercises
Candidates must respond appropriately to a situation in which they must interact with one or more people on a wide range of topics. These exercises are interactive, using role players who are trained in giving consistent responses. This exercise can be administered with live role players or using video-based interactive technology.
These are realistic exercises in which candidates must respond and make appropriate decisions in an emergency situation. These situations are customized to be relevant and realistic for your department. These exercises can be simulated using video, audio, radio communications, live burns or in a direct oral presentation format using Powerpoint slides or fire studio to show the incident as it progresses.
Our Written Exercises ask candidates to analyze a problem and write an in-depth response to the situation presented. This can be anything from a letter to a citizen to a report to the Chief.
Candidates are presented with a department issue. They meet with a group of employees, supervisors, or command staff and present their vision and expectations.
Candidates speak to a community group, a group of peers, subordinates or even supervisors about a relevant topic.
Day in the Life Assessment Center
This method differs from a regular Assessment Center in that rather than discrete exercises, candidates must perform in a continuous set of exercises, in real-time, that simulate a typical day of a person in the target rank. This is a fast-paced, dynamic Assessment Center, Candidates receive rosters, schedules and background materials and must interact with crew throughout the ‘day’. They will begin with a roll call/lineup and then complete written assignments, respond to in basket items and phone messages, solve problems, interact with role players who are internal and external to the department and respond to emergency calls. The Assessment Center is more realistic than any other exam and was invented by ESCI.
Structured Panel Interviews
Candidates will be asked, and will respond to, rank-appropriate questions in an interview format. Questions cover a range of topics that assess multiple KSAs. The questions will be structured so that all candidates are asked the same questions and will be scored against the same criteria. This is generally utilized for higher-ranking positions and lasts approximately one and one half hours.
Practical Skills Tests
A practical skills test directly measures task performance and skills such as pumping, driving, drafting, inspecting or other areas of the target rank’s task domain as contrasted with an assessment center that directly measures knowledge, skills and abilities. Practical skills tests are a great tool for technical ranks such as Driver/Engineer that are very skills-focused.
Candidates must describe their education, training, and experience and explain how those accomplishments have prepared them for the target rank. This can also be combined with an interview in which the scoring panel can ask the candidate follow-up questions regarding his or her accomplishments. The Accomplishment Record is computer-administered and formatted for candidates to “fill-in-the-blanks” or write out specific information in a consistent format.