Essential Job Functions

cappyfire

Last year there was a female candiadte that successfully completed the pre-entry process for a firefighter/EMT position in our department. She had turned in a notice to her then current employer and was days from entering the recruit academy. She had a go-cart accident that resulted in a partial hip displacement therefore she could not enter the academy. After consulting with the city attorney I wrote her a letter diferring her to this years academy with clearance from her primary physician and our medical clearance as well. She obtained both. Now here is my problem and maybe I'm jumping the gun. She is not improving in the physical activities of the academy. The runs are walks, the resistance training is very light and we have not even got to the live fire training as of yet. I don't want anyone hurt. How long is it reasonable to allow her to 'try' to improve? What am I opening the department too?

Don D

Can we assume the ritual at the academy is either "pass" or "fail"? I don't think you should jump the gun to the point where you judge her at this point as a failure, especially since you probably do not do that with others in the academy. Or, in the event you DO that as a practice, use the same consistency with her.

Seems she would either 'wash out' or pass. If she 'passes', I don't know what you might use to rationalize not hiring her as a firefighter. Do you?

cappyfire

I really don't want her to wash out. I have assigned others in the school to work with her (they are physical fitness trainers)to help build her up. I am seeing to it that th extra mile is traveled for her as well as other recruits that are not doing as well academically. The difference is that the test scores tell it all. The physical standards are harder to measure. An d I am keeping records on every recruit the same way. I want her to succeed just not hurt or reinjured.

System

Couple (or three) questions:

Is the academy run by your department or is the candidate sent to an independent academy? Who will make the determination as to whether or not she graduates? Are you paying her while she attends?

cappyfire

Run by our department according to the state standards.
I will be one that will make that determination.
All of the recruits are working under a conditional aggreement tied to thier successful completion of the training.

pork1

I assume the academy has a fully trained and competent staff that will make the call at the appropriate time. They are trained to prevent injurys to other trainees. You should do nothing, let the training staff do their jobs and "fail or pass" her, accordingly. You would put the City at risk, if you attempt to make a judgement call on her ability to reach training and performance objectives that are the responsibilities of your training staff!

Now, if they are not doing the right thing, and want or don't make the call on the trainee, someone better put the boot in the backside of those responsible for training and development of trainees.

PORK

cappyfire

You guys have to excuse my poor typing please. You are correct about the training staff. Even though I am the HR officer for my department I am also in charge of the strength training for the class. I'm very careful with everyone being sure it is not competative so our females won't feel put upon. I want each to reach an individual objective. So my concern deepens as we approach the physical part of this training. I don't want a complaint which is why I go the extra mile.

Thanks for everyones' input.