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Home My WebLink AboutSBStat 2022 - Fire Q2SBStat | Fire 2 0 2 2 Q u a r t e r 2 | J u l y 2 5 , 2 0 2 2 C i t y o f S o u t h B e n d Citywide Performance Management departmentsEmpower servicesDesign dataFocus on 1 4 2 3 1.Make the basics easy 2.Deliver good government 3.Invest in people and places Our Process: Our Goals: residents’ livesImprove SBStat 2022 Today’s Agenda I. Data overview from previous Stat meeting II. Deep-dive analysis & discussion -Fire Recruitment Update + Performance Targets III. Celebrating our values Our Values In the Administration In the Community EXCELLENCE For each major area of service delivery, establish South Bend as the best in the state, and/or in the top 25% nationally, measuring and reporting progress. Establish a path for major indicators of resident well-being to reach the status of best-in-state or top-25% nationally, including the means to measure progress. ACCOUNTABILITY Put residents first always, offering services at the greatest value to the taxpayer, with clear and transparent indications of how the government is using public resources. Promote a culture of civic engagement in which we hold one another to a high standard of respect, stewardship, and support for our shared community. INNOVATION Deliver better services more efficiently by introducing creative approaches to government operations, questioning habit and using evidence to continually improve. Foster a culture of innovation in South Bend’s social and private sectors, seeking and developing the best ideas and practices from within and beyond our city limits. INCLUSION Ensure the city administration, as an employer and as a purchaser, reflects the community it serves and includes diverse voices in our decision-making and actions. Develop a community in which everyone has an equal opportunity to thrive by expanding access and participation to all, incorporating diverse voices throughout the city. EMPOWERMENT Establish a work environment that enables employees to contribute richly to the administration and the community, taking pride and ownership in our work. Support the ability of all residents to live a safe, healthy, meaningful life in South Bend, contributing as they are able and benefiting from all that our community offers. Our values at work in this meeting SBStat 2022 Fire Portfolio Summary Status of SBStat projects in the queue for 2022 Project Brief Description Status Improve diversity and culture of fire recruiting Interventions at select stages of recruitment Baseline understanding of collective City opioid response Establish baseline performance/problem definition with local opioid crisis and develop cadence on measuring progress Evaluate fire station infrastructure needs to improve firefighter health Evaluate fire station infrastructure needs to improve firefighter health Legend Project on schedule Project delayed Project cancelled Project under consideration SBStat 2022 Data overview from previous Stat meeting Summarizing data points and statistics from the past quarter related to core operations SBStat 2022 2022 Q1 KPIs SBStat 2022 2022 Q2 KPIs SBStat 2022 2022 Monthly Response Time SBStat 2022 Deep-dive analysis & discussion Diving deep into a few key initiatives being undertaken to improve city performance •Fire Recruitment Update + Performance Targets SBStat 2022 Improving Fire Recruitment DEFINE THE PROBLEM AND ESTABLISH PERFORMANCE TARGETS PROCESS IMPROVEMENT EFFORTS IN PROGRESS INTERVENTIONS AND WAYS TO TRACK PROGRESS The Problem The South Bend Fire department does not match the diversity of the community. In addition to a lack of diversity, applicants in the past have struggled with passing the written exam portion of the hiring process. Research questions 1.How does South Bend Fire compare with other Fire departments on ethnicity? Are there minorities that we are particularly struggling with? 2.What process changes and/or strategies could be tested in South Bend to drive improvement in diversity? Female 6% Male 94% South Bend Fire Department Ethnicity & Gender Breakdown (current) White 89% Black or African Ameri 7% Hispanic or Latino 3% Basic Process Improvements Possible Interventions Improvements & possible interventions Already Underway Writing tutoring sessions Text Reminders CTE internship Program Marketing initiative to increase minority applicant uptake Open application period + quarterly testing Building relationships with community; “Hometown Heroes” Application screening form + streamline application process New testing process Women’s Fire Camp Outreach at community events Improve data pipeline for mystaffingpro SBStat 2022 Current State SBStat 2022 Current State •ApplicationApplication process occurs every other year •Written/behavioral assessment New vendor performing this part of the process (includes behavioral and situational questions) •Physical exam CPAT pass/fail timed test (stair climb, hose drag, equipment carry, ladder raise and extension, forcible entry, search, rescue, and ceiling breach and pull) •In-person Interview Conducted by the SBFD (3 person panel consist of a chief officer, firefighter, and company officer) •Character background check This is led by Chief Roark to get additional by background by searching applicants social media, group involvement, talking with neighbors, and talking with peers Current State •Voice Stress Analysisapseudoscientifictechnology that aims to infer deception from stress measured in the voice conducted by SBPD •Background checkconducted by a third party within COSB Human Resources •MMPI and Psychological exam written psychological assessment, or test, used to diagnose mental disorders •Medical exam •Pension Board Approval •Fire recruit is accepted in academy •Board of Public Safety approval (sworn at the meeting by the Clerk) •Sworn SBFD fireman after graduating the academy •1st year probation period SBFD requirement and must complete probation period City Demographics SBFD Demographics White 60% Black 25% American Indian & Alaska Native 1% Asian 2% Other 5% Two or More Races… Female 53% Male 47% Ethnicity Breakdown (2020) Gender Breakdown (2020) Ethnicity Breakdown (2022) Gender Breakdown (2022) Female 6% Male 94% White 89% Black or African Ameri 7% Hispanic or Latino 3% SBStat 2022 Ethnicity Current SBFD Firefighters City of South Bend Performance Gap Firefighters Needed to Close Gap Black 7%25%(18%)40 Hispanic or Latino 3%6%(3%)14 Asian 1%2%(1%)1 Two or More Races 1%3%(2%)8 Gender Current SBFD Firefighters City of South Bend Performance Gap Firefighters Needed to Close Gap Female 6%53%(47%)110 Performance Targets –“Match the City’s demographics” Ethnicity SB Fire Gap Percentage National Average Gap Percentage Firefighters Needed to Close Gap Black (18%)(6%)30 Hispanic or Latino (3%)(5%)- Asian (1%)(5%)- Two or More Races (2%)(2%)- Gender Current SBFD Firefighters National Average Firefighters Needed to Close Gap Female 6%4%- Performance Targets –National Benchmarks Using national benchmarks and industry context, below are updated performance SBFD targets for the ethnicity and gender make up of the department. An area South Bend clearly trails national peers is how far behind it is in the percent of Black firefighters that make up the department. SBStat 2022 Recruitment + Selection Applicant Trends -Ethnicity From 2012-2021 Data based on applicants who have completed the application, written exam, CPAT, and in- person interview Applicant Trends -Gender From 2012-2021 Data based on applicants who have completed the application, written exam, CPAT, and in- person interview SBStat 2022 2022 Applicant Pool Breakdown Ethnicity Gender SBStat 2022 Black and Hispanic applicants have a higher rate of incomplete applications than White applicants Ethnicity AP -Incomplete AP -Incomplete Grand Total White (Not Hispanic or Latino)55 40%139 Hispanic or Latino 14 54%26 (blank)23 96%24 Black or African American (Not Hispanic or Latino)16 84%19 Two or More Races (Not Hispanic or Latino)1 13%8 Prefer not to answer 3 38%8 American Indian or Alaska Native (Not Hispanic or Latino)0%1 Asian (Not Hispanic or Latino)0%1 Grand Total 112 50%226 SBStat 2022 Improvements & possible interventions SBStat 2022 Data-driven outreach at community events SBStat 2022 Best Practices For Recruitment Los Angeles, CA Fire Department Outreach to women, minorities, LGBTQ+ •Host events to help educate and prepare prospective female firefighters •Attending women’s sporting events to promote LAFD •mentorship program for minorities throughout the hiring process •Targets female athletes and minority valedictorians at local high schools for recruitment. SBStat 2022 Best Practices For Recruitment Dayton, OH Fire Department •Internal Recruiting Campaign ”Hometown Heroes” program is designed for city employees to pursue a career in public safety •Advertisement Campaign Billboards in minority communities. Radio ads on minority stations SBStat 2022 Some positive results seen in response to Police marketing push 20% 13% Observations Actions SBFD does not have the number of black firefighters expected based on national trends Outreach at community events informed by recruitment dashboard Marketing initiative to increase minority applicant uptake * City of Dayton Best Practice: COSB internal recruiting program ”Hometown Heroes” program is designed for city employees to pursue a career in public safety *Note: This initiative requires funds that are currently unavailable How might we make the application pool more diverse? Applicants losing interest during 2 year hiring cycle Applicants struggling on written exam Open application period and quarterly testing Mentorship program for applicants throughout the hiring process Application screening form and streamline application processGap between application started and applications submitted How might we increase the application completion rate for those who are in the application pool? Observations Actions Improve data tracking to match City approach for police recruiting Basic Process Improvements Possible Interventions Improvements & possible interventions Already Underway Writing tutoring sessions Text Reminders CTE internship Program Marketing initiative to increase minority applicant uptake Open application period + quarterly testing Building relationships with community; “Hometown Heroes” Application screening form + streamline application process New testing process Women’s Fire Camp Outreach at community events Improve data pipeline for mystaffingpro SBStat 2022 Do it now Do it next Do it when there’s time Do it if there’s time/interest Recommendations Open application period + quarterly testing Building relationships with community; “Hometown Heroes” Outreach at community events Marketing initiative to increase minority applicant uptake Application screening form + streamline application process Improve data pipeline for mystaffingpro SBStat 2022 Discussion questions before closing out the topic 1.How might we increase the number of minority applicants in the applicant pool? 2.What are next steps for improving data capacity in mystaffingpro? 3.Should the City consider funding a SBFD marketing campaign to minorities? SBStat 2022 Celebrating our values This section highlights exemplary work happening in the City to improve performance that may otherwise go unnoticed SBStat 2022 Celebrating our Values SBStat | Fire 2 0 2 2 Q u a r t e r 2 | J u l y 2 5 , 2 0 2 2 C i t y o f S o u t h B e n d SBStat 2022 Appendix SBStat 2022 % male and female roughly the same across lateral and non-latera Gender Firefighter -Lateral Entry Firefighter Recruit Firefighter -Lateral Entry Firefighter Recruit Grand Total Female 8 16 13%14%24 Male 50 95 83%83%145 Prefer not to answer 2 0%2%2 (blank)2 1 3%1%3 Grand Total 60 114 100%100%174 SBStat 2022 Higher % of male incomplete apps than female Gender AP -Incomplete AP -Incomplete Grand Total Female 9 36%25 Male 77 45%172 Prefer not to answer 3 60%5 (blank)23 96%24 Grand Total 112 50%226 SBStat 2022 Ethnicity AP - Incomplet e AP -Not Qualified AP - Qualified AP -Qualified (Fire) AP - Incomplete AP -Not Qualified AP -Qualified AP -Qualified (Fire)Grand Total White (Not Hispanic or Latino)55 1 83 40%0%1%60%139 Hispanic or Latino 14 1 11 54%4%0%42%26 (blank)23 1 96%0%4%0%24 Black or African American (Not Hispanic or Latino)16 3 84%0%0%16%19 Two or More Races (Not Hispanic or Latino)1 7 13%0%0%88%8 Prefer not to answer 3 5 38%0%0%63%8 American Indian or Alaska Native (Not Hispanic or Latino)1 0%0%0%100%1 Asian (Not Hispanic or Latino)1 0%0%0%100%1 Grand Total 112 1 2 111 50%0%1%49%226 SBStat 2022 Process Improvement Ideas Chicago Fire Department Website •Preparing for written exam -Description of the exam with a test study provided •Emergency Medical Services -Description of EMS training and requirements •Physical Exam (CPAT) Description of CPAT exam with test preparation guide include •Preparing for written exam -Description of the exam with a test study provided •Chicago Fire Academy -Description of the fire academy process SBStat 2022 Process Improvement Ideas Fort Wayne Fire Department Website •Fireman Qualifications -Description of qualifications of how to be FWFD fireman •Physical Exam (CPAT) -Link to CPAT prep video and must watch before taking exam •Written Exam -Link to video exam preparation and practice exam •FWFD Salary Information -Link salary information for FWFD •FWFD Firefighter Job Description -Link for FWFD job description •FWFD Hiring Process -List of the FWFD hiring process checklist