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Physical Ability Testing 1

Running head: PHYSICAL ABILTY TESTING IN THE OAKLAND FIRE DEPT

Physical Ability Testing in the Oakland Fire Department

Lisa Baker

Oakland Fire Department, Oakland, California


Certification Statement

I hereby certify that this paper constitutes my own product, that where the language of others is

set forth, quotation marks so indicate, and that appropriate credit is given where I have used the

language, ideas, expressions, or writings of another.

Signed: ______________________________________


Abstract

Fire Departments must have individuals who will be able to handle the physical nature of

the job. This is accomplished by the use of pre-employment physical ability tests. Recently, the

Oakland Fire Department (OFD) adopted the Candidate Physical Ability Test (CPAT) from the

International Association of Fire Fighters (IAFF) and the International Association of Fire

Chief’s (IAFC) joint labor management wellness/fitness program. The problem is the department

adopted the CPAT test without doing a through analysis on the possible effects this test would

have on hiring women.The purpose of this applied research project was to determine if the CPAT

test would have any adverse effects on the number of women the Oakland Fire Department is

able to hire, as well as to determine if the tasks performed in the test are actual functions

performed by a firefighter.

Descriptive research, an external survey, interviews with current members of the

department, and a literature review were used to answer the following research questions: 1.

What is the CPAT test? 2. How is the CPAT test different from the physical ability test

previously used by the Oakland Fire Department and why did the department change to the

CPAT? 3. What is the potential impact the CPAT may have on the number of women candidates

the Oakland Fire Department is able to retain? 4. Does the CPAT test tasks relate to the actual

job functions performed by a firefighter? 5. What programs should the Oakland Fire Department

implement to help women who are interested in becoming firefighters prepare for and pass the

CPAT?

Statics from the previous agility test, last given in 2007 and statics obtained from the

California Professional Firefighters and the California State Fire Marshall (CFFJAC) show that

women pass the CPAT at a slightly higher rate than the previous physical ability test.


Additionally, a woman’s chances increase higher if she attends the orientations sessions.

Attending the practice sessions increases the pass rate further.

The Oakland Fire Department must develop an outreach program and a pre-academy

program to help women train for the CPAT test. Research shows that the biggest obstacle

women face in becoming firefighters is the physical ability test. Having a pre-test and mentoring

program in place increases one’s chance of passing the CPAT. The department must also ensure

that the candidate understands the importance of attending the orientations and practice sessions.


Table of Contents:

Abstract 3

Table of Contents 5

Introduction 6

Background and Significance 7

Literature Review 12

Procedures 28

Results 30

Discussion 40

Recommendations 43

References 46

Appendix A Pass/Fail Results of CPAT 2006-2011 49

Appendix B Survey Cover Letter 50

Appendix C External Survey 51

Appendix D External Survey Results 53

Appendix E Interview Questions members of OFD 55

Appendix F Interview Questions Union President 56


Introduction

The most valuable resource in any organization including the fire service is the

personnel. The job of a firefighter is one of the most physically demanding jobs in America. It

requires high levels of cardiopulmonary endurance, muscular strength and muscular endurance.

It is imperative that organizations hire members who are capable of performing the rigorous

demands of this occupation. A department’s greatest assist is its personnel. The goal of all fire

departments is to hire candidates who are physically capable of performing the rigorous physical

demands of the job. In order to hire candidates who meet the physical requirements departments

conduct pre-employment physical ability tests. The definition of a physical ability test is

“physical ability tests can be used to evaluate the physical ability of an individual in respect to

the physical ability required to perform a particular job’ (Webster Dictionary).

The Oakland Fire Department (OFD) recently adopted the Candidate Physical Ability

Test (CPAT) as the entry- level physical ability test. Over 900 agencies throughout the United

States and Canada use the CPAT as the entry- level physical ability test. Fire departments need

to hire candidates that are physically capable of performing the rigorous demands of the

profession. The CPAT is an approved entry-level physical ability test developed by a joint

partnership between the International Association of Firefighters (IAFF), the International

Association of Fire Chiefs (IAFC), the U.S. Department of Labor and the U.S. Department of

Justice. The test has been validated as a certified test that has no adverse impact on any class of

individuals.

The problem is that the Oakland Fire Department adopted the CPAT test without doing a

through analysis on the possible effects this test would have on hiring women. Currently, the

Oakland Fire Department is a very diverse department. The OFD comprises 459 sworn members


.Currently women make up 10 percent of the department. Women range in rank from Chief of

the Department to Firefighter.

The purpose of this applied research was to determine if the CPAT test would have any

adverse effects on the number of women that the Oakland Fire Department (OFD) is able to hire,

as well as to determine if the tasks in the test are actual functions performed by a firefighter.

Studies have shown that without the proper programs in place women fail the test at a higher

percentage rate then men.

Descriptive research was utilized for this applied research project. An external survey as

well as interviews was used to answer the five research questions” 1. What is the CPAT test? 2.

How is the CPAT different from the previous physical ability test used by the Oakland Fire

Department and why did it switch to the CPAT? 3. What is the potential impact the CPAT may

have on the number of women candidates that the Oakland Fire Department will be able to

retain? 4. Does the CPAT test tasks relate to the actual job functions performed by a firefighter?

5. What programs should the Oakland Fire Department implement to help women who are

interested in becoming firefighters prepare for and pass the CPAT

Background and Significance

The Oakland Fire Department (OFD) is located in the San Francisco Bay Area, in an

urban setting. The department was founded in 1869. The department serves a diverse city with a

population of approximately 398,000 residents covering 56.1 square miles of response area.

According to the United States census (Rand McNally, 2009); Oakland is one of the most diverse

cities in the United States with over 150 languages spoken. (Census, 2011). The goal of the OFD

is to be as diverse as the city it serves.


The department operates out of 25 stations with 24 engines, seven truck companies, and a

dedicated airport station staffed with six specialized apparatus and qualified Airport Rescue

Firefighters (ARFF). The department is broken up into three Battalions that encompass the 25

stations. Each Battalion is under the supervision of a Battalion Chief. Either a Lieutenant or a

Captain supervises the shift. The seven stations that house an engine and a truck have a

Lieutenant and a Captain on each shift. Line personnel work a 56-hour work week, 24 hours on

followed by 48 hours off.

The upper command structure of the department is a Fire Chief who is appointed by the

city administrator and oversees the department. There are two (2) Deputy Chiefs: a Deputy Chief

of Operations whom all Battalion Chiefs report to and a Deputy Chief who serves as the Fire

Marshall in the fire prevention bureau, which is staffed by civilian personnel. The training

division is under the supervision of a Battalion Chief who oversees the training needs of the

department. The special operations of the department: Hazardous Material, Heavy Rescue, Water

Rescue and the airport are under the supervision of a Battalion Chief who also serves as the

department’s safety officer.

The operational components of the department are hazardous material response, water

rescue, heavy rescue, emergency medical response (both advanced life (ALS) and basic life

support (BLS), structural firefighting, wild land urban interface firefighting, aircraft rescue

firefighting, terrorism/WMD response, and anything else the community requires. The

department responds to approximately 70,000 calls a year.

OFD’s response area is comprised of a multitude of occupancy types: Victorian style

homes built in the 1900’s, bungalows, multi-million dollar homes built in the last 15 years, tax-

payers, strip malls, and high-rises, both modern and older models. The city has a major interstate


that runs North/South through the city, two (2) other freeways running East/West and another

North/South highway that connects the two freeways. The city is served by a major airport, is

home to the second (2nd) largest port in the state, is served by a multi-transit system and has

major railroad operations running throughout the city on a daily basis.

The department prides itself on being a community based fire department meaning the

department is responsive to and provides for the various needs of the community by being a part

of the community and more of a good neighbor and friend than a government agency. By doing

this, it gets the firefighters out of the stations and the community into the fire stations.

Community programs currently being offered include bicycle licensing, CPR training, CISM,

sand-bag distribution, elementary school programs, and fire station open houses.

The mission statement of the fire department states: “The proud men and women of the

Oakland Fire Department are committed to providing the highest quality and highest level of

courteous service and responsive service to the Oakland community. This is accomplished by

implementing comprehensive strategies and training in fire prevention, fire suppression,

emergency medical services, all risk mitigation, emergency preparedness, 911 services, and

community-based fire services.” (City of Oakland, n.d.)

The mission of the Operations division is to respond to all the needs of the Oakland

community with professionalism, expertise, and dynamic training. (City of Oakland, n.d.)

The mission and goal of the Oakland Fire Department training division is to provide

premium, quality training programs, and opportunities to the members of the Oakland Fire

Department. By being proactive in the areas of firefighter safety and utilizing modern training

techniques. (City of Oakland, n.d.)


In recent years, the department has had many retirements as the baby-boomers have

begun to retire. Currently, of the 459 members, 216 (47%) have ten (10) years or less experience

this includes all ranks: officers, engineer, firefighter and firefighter/paramedic.

In 1999 the membership voted on and passed a contract that specified yearly all members

would take and pass an incumbent physical ability test. The test was the same test that was

validated as the entry-level test. The department used CPS, a local consulting firm to help

develop and norm the test. Incumbent members were used to obtain the passing time for the test

for both incumbent members and entry-level candidates. The test was a requirement of

employment, every year all members had to take and pass the test. The results of not passing the

test were punitive, with termination the major one. Until the ratification of a new contract in

2011 this test remained in effect. Many questioned the validity of the physical ability test that

was used, the major one being that some of the tasks were not actual tasks that were of

importance. In 2011, the membership ratified a new contract that specified the CPAT would now

be used as the entry-level test. This ratification also abolished the incumbent testing requirements

since the CPAT is strictly an entry-level test. Oakland like many cities across the United States is

facing difficult financial times. Many members were more concerned with the pay-cuts and

possible station closures to weigh-in on the possible effects of the CPAT test, especially given

the fact that incumbents were not required to pass an annual physical ability test. Little research

was done by the union or the city to determine the feasibility of using the CPAT test. Recently,

when the Office of Personnel Management (OPRM) and the department started recruitment

efforts for lateral firefighter/paramedics there was a sense of confusion when it was realized that

the test needed to undergo a transportability process to be valid and used in Oakland, which

delayed the hiring process.


Women in the OFD range from the rank of Fire Chief to Firefighter. In addition to the

Chief there are currently four women Battalion Chiefs among the management staff.

With the previous physical ability test members would assist candidates by setting up

“mock” practices at a fire station, as the majority of the equipment used was fire department

equipment. But this was not known to all candidates. Also, the entire physical ability test was not

set up. It occurred on an informal basis- a current member helping a friend who was interested in

the fire service. With the implementation of the CPAT all candidates will have the ability to

attend orientation and practice sessions at the CPAT testing facility, making the process open to

all candidates.. Members interested in coaching candidates now will need to use the candidate

orientation exercises more than actual equipment as department does not have any of the CPAT

equipment. Members will still be able to informally mentor and coach candidates.

The CPAT test has not yet been used in the Oakland Fire Department; the

firefighter/paramedic class will be the first set of recruits to have been hired under this contract.

Since these members must have previous firefighter/paramedic experience the hiring pool is

lower than that of an entry-level test. It will be difficult to determine what effect the CPAT will

have using this hiring pool. Prior to the recruitment for entry-level firefighter the department

must develop a strategy for the CPAT test.

Since research has shown that women fail physical ability tests at a higher rate then men,

the CPAT test may have an adverse impact on the diversity of the OFD. It will be a cost effective

test as the department has chosen to use the CPAT test facility that is operated in conjunction

with the California Firefighter Joint Apprenticeship Committee (CFFJAC). By using CFFJAC

the city does not need to obtain a CPAT license, thus saving the city the cost to conduct the

physical ability test, and CFFJAC assures liability for physical ability testing.


This applied research paper supports the USFA strategic goal to reduce the risk on the

local level through prevention and mitigation and improve local planning and preparedness to

improve the fire and emergency services professional status.

The research conducted in this paper ties directly to the National Fire Academy’s

Executive Leadership course by examining the contemporary issues of relevance to the fire

service and its leaders. (SM iii).

Literature Review

A literature review was conducted to examine the CPAT test as well as other physical

ability tests. An external survey of fire departments across the United States, previous research,

and interviews were conducted to examine the CPAT test. Firefighting journals, books, and legal

journals were researched on the topic of physical ability tests. The internet was used to obtain

research on physical ability tests and their adverse impact.

Firefighting is hard work. A typical firefighter wears approximately 60-pounds of

personal protective equipment while performing the duties of a firefighter. Departments must

hire candidates who are mentally and physically able to perform the strenuous duties on an

everyday basis. In order to determine which candidates are able to perform these duties

candidates are required to take a physical ability test. Physical ability tests must accurately

reflect the requirements of the job and cannot be arbitrarily discriminatory (Banks, 2001). A

majority of cities across the United States and Canada have adopted the CPAT test.

The birth of the CPAT test came about after an “informational picket” that occurred at

the Firefighter Combat Challenge in 1996. At issue for the IAFF, was should local agencies

consider a modified version of the crowd-pleasing competition-regularly won by beings straight

from Krypton- as a fitness test for current and prospective firefighters.(Elliott, 2001). In the


month that followed, the discussion would be picked apart by cops, newspapers and magazine

editors, and many city councils, as well as by the fact finding of Fire Chief’s and union members.

(Elliott)

In 1996, the IAFF and the IAFC came together to write and implement the Joint Labor

Management Wellness-Fitness Initiative (WFI), (Wasser & Kimble, 2007, p. 2). The IAFC

represents over 12,000 fire chiefs and fire department chief officers, and the IAFF represents

over 274,000 professional fire fighters and emergency personnel (Wasser & Kimble, p. 2).

Through these discussions the International Association of Firefighters (IAFF) and the

.International Association of Fire Chiefs (IAFC) took the opportunity to turn the previous

discussions in a positive atmosphere. This task force brought together ten fire chiefs and ten

union presidents from cities across the United States and Canada. The ten agencies represented

were Austin, Texas; Calgary, Canada; Charleston, North Carolina; Fairfax County, Virginia;

Indianapolis, Indiana; Los Angles County, California; Miami-Dade, Florida; City of New York,

New York; Phoenix, Arizona; and Seattle, Washington. A technical committee was formed

consisting of firefighters, line officers, training officers, attorneys, physicians, and two medical

specialists, a kinesiologist and an exercise physiologist. (Wasser & Kimble, 2007, p. 3). The task

force included women and racial minorities as well. Together they developed the CPAT test.

“The CPAT is the minimum standard of necessary physical attributes that are needed to perform

various firefighting tasks “(Wasser & Kimble, p. 3).

In 1999 at Fire Rescue, Kansas City, the Task Force unveiled the program’s CPAT test.

While developing the CPAT test the Task Force worked closely with the Justice Department to

create a test that would help ensure that new firefighter candidates are more physically capable

of performing the challenging job of firefighting, while making it possible to improve the


diversity of the fire service. The CPAT test was developed to allow fire departments to obtain

pools of candidates who are physically able to perform essential tasks at fire scenes.

The Joint Labor Management Task Force required that “each step in the development of

the CPAT be studied extensively to ensure job-relatedness, validity, reliability and usefulness

“(International Association of Firefighters [IAFF], 1999). Validating a test is “the process that

determines to what extent a test is related to the job” (Grant & Hoover, 1994, p. 141). “ Test

validation reveals the degree to which the test measures those aspects of the job it is suppose to

measure”(Grant & Hoover, p. 141).” For a test to be valid it must do what it was designed to do”

(Lindsey, 2000, p. 6). To ensure further creditability of the CPAT, national organizations were

involved in the development. “All work was conducted in full compliance with the test and

validity criteria established by the Equal Employment Opportunity Commission ( EEOC), the

United States Department of Justice ( DOJ), the United States Department of Labor ( DOL), the

Canadian Human Rights Commission, and the American Psychological Standards for

Educational and Psychological test standards”(IAFF). The goal of the IAFC and the IAFF was to

have fair and valid testing standards, find quality individuals for the fire service, and allow for

diversity within the fire service. The CPAT does meet the validity criteria established by the

DOL, DOJ, EEOC, and the Canadian Human Rights Commission (CHRC). According to Kimble

and Wasser “ the test is valid because it predicts a candidate’s ability to perform on the fire

ground and on tasks which are similar to those performed on the job”(Wasser & Kimble, 2007,

p. 4).

The CPAT test validation method used was the content validity method. In this method

“the test validity is based on the ability to prove that the knowledge, skills, and abilities (KSAs)

being tested are, in fact, part of the job” (Grant & Hoover, 1994, p. 56).


The CPAT was not designed as a stand -alone test. The IAFF and the IAFC require that

the test be used in conjunction with orientations, a preparation guide, recruitment and mentoring

program, transportability studies, and equipment and demographic surveys. The equipment used

to conduct the CPAT must not vary from the department used for the pilot department. “The goal

was to create a test that would ensure a fair and valid evaluation system in the selection of

firefighters” (International Association of Firefighters [IAFF], 1999).

The task force considered many factors in creating the CPAT, including what functions

are most critical to the firefighter and his/her job, the equipment a firefighter must use, the

weight of various equipment, the firefighter job description, and a detailed job analysis. Job

descriptions and job analyses from each of the ten participating fire departments were examined.

From this the committee derived a list of 31 tasks to investigate. From this, a job task analysis

was developed to measure the critically and physicality of each of these tasks. The data collected

from each of the ten participating agencies was then analyzed and interpreted. Critical tasks were

reviewed to be sure that they were performed individually, were safe and practical to be

simulated, and that they could be simulated without any prior skills. The conclusion was a test

that comprised eight different physical tasks to be preformed consecutively. The test is a

continuous test that uses eight job-related stations. Each station contains tasks that are arranged

in a manner similar to how a firefighter would encounter them on a fire ground.

The eight job tasks associated with the CPAT are:

• Stair Climb: candidate uses a Step Mill stair -climbing machine. In this event the

candidate wears two 12.5-pound weights on their shoulders to simulate the weight

of a high-rise pack. This is in addition to the 50-pound vest the candidate wear’s

to simulate the weight of the self-contained breathing apparatus (SCBA). The


candidates also wear a hard hat with chin strap, and work gloves throughout all

the events.

• Hose drag: candidate drags 200-feet of uncharged 1 ¾ fire hose 75 feet to a pre-

positioned drum, makes a 90’ turn around the drum, and continues an additional

25 feet. The candidate then must get on one knee in a 5 foot by 7 foot box and

pull the hose line until the hose lines 50-foot mark crosses the finish line.

• Equipment carry: the candidate carries two chain saws a distance of 75 feet

around a drum and back to the starting point.

• Ladder Raise and Extension: candidate walks to the top rung of the 24-foot

aluminum extension ladder, lifts the unhinged end from the ground, and walks it

up until it is stationary against the wall. Next, the candidate extends the fly section

of a 24-foot aluminum extension ladder while standing in a marked box of 36

inches x 36 inches.

• Forcible -Entry: candidate uses a 10-pound sledgehammer to strike the measuring

devise in the target area until the buzzer is activated.

• Search: the candidate must crawl through a tunnel maze that is approximately 3

feet high, 4 feet wide and 64 feet in length with two 90 degree turns. At a number

of locations the candidate must navigate around, over and under obstacles. Also at

two locations the dimensions of the tunnel are reduced.

• Rescue : the candidate grasps a 165-pound mannequin by the handle(s) on the

shoulders of the harness and drag it for 35 feet to a pre-positioned drum, make a

160 degree turn around the drum, and continue an additional 35 feet to the finish

line.


• Ceiling Breach and Pull: using a pike pole the candidate stands within the

boundary established by the equipment frame, places the tip of the pole on the

painted area of the hinged door in the ceiling. The candidate must fully push up

the 60-pound hinged door in the ceiling with the pike pole three times. Then, they

must hook the pike pole to the 80-pound ceiling devise and pull the pole down

five times. Each set consists of three pushes and five pulls. This is repeated four

times.

This concludes the CPAT test. (Fire Service Joint Labor Management, 2006). The CPAT must

be completed in 10 minute 20 seconds. This mark was established after reviewing videos of

firefighters performing tasks involved in the test. (Wasser & Kimble, 2007, p. 4). The CPAT test

is a pass/fail test. Those candidates who complete the test within the allotted time of 10 minutes

are 20 seconds pass and those who do not, have failed the test. Pass/fail is used because

experience has shows if you attempt to use a rank scoring; you’re going to end up with costly

litigation. Rank scoring is difficult if not impossible to defend. (Elliott).

There are currently 80-90 jurisdictions in California that use the CPAT through a joint

apprentice program which is sponsored by the California Professional Firefighters and the

California State Fire Marshall (CFFJAC). CCFJAC is the only non-fire department licensed to

issue and administers the test in California. The CCFJAC CPAT testing centers provide

customized transportability studies, recruitment assistance, eliminates the cost to conduct

physical ability tests, and assure liability for physical ability testing. (California Fire Fighter

Joint Apprenticeship Committee, 2009, p. 1) There are three stand- alone state-of-the art testing

facilities in the state- Livermore in Northern California, Sacramento in the middle of California

and Orange in Southern California. A card of completion is issued with a successful completion


which is good for one year. Other agencies have obtained a license to run their own CPAT test

and some have joined in a partner-ship with a local community college.

There is a registration fee to take the test. Included in the fee are two orientation sessions

and a rigorous, professionally run test covering eight basic firefighting skills. Scheduled practice

days for timed practice runs are also available. (Fire Service Joint Labor Management, 2006) The

CPAT pre-test preparation program recommends at least eight weeks for physical conditioning in

preparation for the test. (Fire Service Joint Labor Management). Candidates unable to afford the

fee can apply for a grant if certain criteria are met and the CPAT fee is waived.

When the Oakland Fire Department members voted to ratify the current contract, the

CPAT test was now the entry-level physical ability test. Representatives from CFFJAC

conducted a transportability study. A transportability study is “a type of validation process which

provides a reasonable assurance that the recommended test standards are job related”

(“Transportability study“, n.d.). The courts have recognized transportability studies as a valid

means of establishing job requirements. Actual physical testing of agency personnel is not

conducted. The results of job analysis data is compared to job rating data from similar agencies.

(“Transportability study“) Current members of the department were required to complete a

survey on firefighter job requirements, as well as an incumbent scoring form. 83% of the

department participated in this. The survey asked incumbent members to identify, based on their

experience, the critical and physical tasks that all firefighters must perform. Members rated the

eight events used in the CPAT as to the suitability used in the fire service as well as if prior

firefighter skills were necessary to perform a task. Additionally, equipment used in the OFD was

examined and weighed. This ranged form the weight of dry full structural protective equipment

to the weight of the various ladders. A total of 48 pieces of equipment was weighed. The


completed information was sent to a private contractor so that the results could be analyzed to

determine if the CPAT was transportable to the OFD. The report was received back by the

department and the CPAT test was now valid in the OFD.

Physical ability tests have long been the downfall of many potential female candidates.

The CPAT was challenged as being discriminatory to certain minority groups, most specifically

women. In 2006, the EEOC signed a conciliation agreement with the IAFF concerning the exam,

in return for pass/fail data collected by the IAFF (International Association of Firefighters, Fire

Service Joint Labor Management Wellness Taskforce, 2011). The EEOC agreed it wouldn’t file

a lawsuit during the term of this agreement based upon a claim that the CPAT had a

discriminatory impact on female candidates against any fire department that utilizes the CPAT in

conformity with these changes. (International Association of Fire Chiefs, n.d.).” As part of the

EEOC conciliation agreement, the IAFF agreed to collect and provide aggregate and redacted

data to the EEOC to allow it to access the effectiveness of the modifications in addressing the

impact of the CPAT on female candidates”(International Association of Fire Chiefs). All licenses

must agree to collect and provide the IAFF data on the pass/fail rates of female, male, and

minority candidates. Many women’s groups such as the International Association of Women

Firefighters (IAWF) continue to challenge the validity of the CPAT test. The official policy of

the IAFF concerning the accusations of the CPAT being discriminatory is as follows:

The goal of the CPAT is to test those individuals physically qualified to perform the job

of fire fighter without separating from the department’s broader goal of obtaining a

properly trained and physically capable workforce whose member’s reflect the diversity

of the community. Diversity should never come by lowering validated entry standards.

Rather, is should come from the actively recruiting qualified men and women candidates


from all racial and ethnic backgrounds for careers in the fire service. It is the position of

the IAFF/IAFC Joint Labor Management Wellness-Fitness Initiative Task Force that fire

departments should increase the diversity of their workforce by actively recruiting

candidates from throughout their communities rather than lowering candidate physical

Ability standards.

The CPAT exam is currently accepted by the EEOC as being a valid measure of a candidate’s

ability to perform the duties of a fire fighter, given adequate time to prepare for the test. The

CPAT has become the industry standard for physical ability testing. Regardless of which

physical ability test is utilized by a department they must ensure that it is a valid test that

measures the candidate’s physical ability to perform the rigorous duties of a fire fighter while at

the same time reflecting actual skills and duties that are preformed by a firefighter. Departments

run the risk of costly lawsuits when this is not the case.

To no one’s surprise the pass rate for women candidates generates a lively discussion

with any physical ability test, the CPAT in particular. “Although most generally agree that

women candidates fare worse on the CPAT then men overall, there are a number of tactics that

departments and individuals can use to improve women’s chances” (Elliot, 2001, p. 34).

Phoenix, Arizona is hailed for the success rate with women candidates. They use an aggressive

pre-test training and mentoring program. (Elliott).

Preparation is the key to successfully completing the CPAT. Most of the candidates who

fail the CPAT didn’t attend orientations or practice sessions. (International Association of

Firefighters, Fire Service Joint Labor Management Wellness Taskforce, 2011). At the orientation

the candidate is able to try out the CPAT apparatus for them self and determine their level of

ability in each of the individual tasks. The candidate then knows what exercises to focus on in


training for the test. Certified Peer Fitness Trainers or CPAT-trained firefighters (proctors) are

on hand to familiarize the candidate with each task and apparatus and gives the candidate

specific advice on conditioning, as well as techniques you can use to prepare for the CPAT. They

also receive a copy of the CPAT Preparation Guide. (International Association of Firefighters,

Fire Service Joint Labor Management Wellness Taskforce). The CPAT Preparation Guide helps

the candidate prepare for the test and includes important information on: the physical demands of

the CPAT, basic training principles, warm-up techniques, flexibility techniques, muscular

strength/endurance techniques, cardiovascular endurance techniques, training techniques for

those without access to a gym or specialized equipment, and the importance of proper

hydration.(International Association of Firefighters, Fire Service Joint Labor Management

Wellness Taskforce). Within 30 days of the official test candidates will be given the opportunity

to perform at least two timed practice runs, during which one can complete the entire course and

use the actual CPAT apparatus. These sessions will help the candidate evaluate their

conditioning and progress toward preparing for the physical demands of the CPAT.

As recent as August 2011, the City of Chicago is facing a lawsuit over their physical

ability test. Many athletic women failed the test. Chicago hired a private company to develop and

administer their Physical Abilities test, which differs from the widely used CPAT test. (Giarton,

2011). Critics of the Chicago test claim that it had no uniform standards, was administered

inconsistently, and requires tasks that are not needed to be a firefighter. (Giarton).

Supporters of the CPAT , which is used by more than 50 suburban departments surrounding the

Chicago area say it would be a better option because the steps are laid out in detail and the tasks

are actually related to those that a firefighter does.(Giarton, 2011). A federal lawsuit has been

filed over the test recently administered by the Chicago Fire Department alleging that it is unfair


to women. Women failed the test at a disproportionate rate then men. The suit claims that the test

places too much emphasis on strength rather than firefighting skills. Chicago has only 116

female firefighters, which represents about 2 % of the 5,000-member force. (Giarton). The test

that was used by the Chicago Fire Department consisted of four parts: applicants must step up on

and off a platform carrying 18-pound weights, perform arm lifts, and drag a 2 ½ inch hose 70

feet and take an arm endurance test using a hand cycle. (Giarton). 44 women passed the test and

183 failed the test. “If you hold a legitimate test, you can say what the requirements are upfront

and people can prepare for it,” said Brenda Far low, president of the Fires Service of Women of

Illinois. (Gorton).

In 2002, the Honolulu Fire Department began using the CPAT test. Then Honolulu Fire

Chief Attilio stated “the new test more closely matches the kind of tasks firefighters will perform

on the job” (Daranciang, 2002). The old test used had candidates run a mile within 8 minutes,

and following a break, climb a 70-foot ladder. The following day candidates were required to

swim 100 meters within 2 minutes and 15 seconds and retrieve a weight from the bottom of a 10-

foot-deep pool. In the afternoon they were required to participate in a relay, a series of tasks

involving extending, dragging and carrying hoses, both empty and filled with water, within two

minutes. (Daranciang). Few women passed the old test. Attrillo is more optimistic more women

will pass the new CPAT test because the department is helping all candidates prepare for the test.

(Daranciang).

In 2006 the Dallas, Texas Fire Rescue Department used a test that was developed by

CWH, a Colorado based consulting firm. The Dallas Rescue Firefighter union became concerned

that the test was too easy when 97 % of the applicants passed. (Van, 2006). 50 candidates were

about to enter the recruit academy when the Chief stepped in. The Chief made it a requirement


that these 50 recruits pass the CPAT test before being formally accepted as firefighters. (Van).

The CWH test had been administered prior to the arrival of Fire Chief Burns. Burns stated:” My

goal is to have only the most-qualified firefighters in Dallas Fire-Rescue. I did some research on

the CPAT and it’s just a more comprehensive test” (Van). The president of the Dallas Fire

Fighters Association Captain Mike Buehler wasn’t concerned that the CPAT would hinder

women from becoming firefighters, citing successes in that regard in Austin and other cities that

use the CPAT. (Van). To ensure that the test is fair, the International Fire Fighters Association

requires departments to offer orientation sessions before administering the CPAT. “In Austin, a

16-week fitness program designed to prepare for the CPAT increased the female passing rate in

one year” (Van).

Prior to the birth of the CPAT, from 1994-1996 there was a Firefighter Physical Ability

Validation that consisted of 331 fire suppression personnel from 41 fire departments. The goal

was to identify the critical physical duties performed by fire suppression personnel. The purpose

was to develop a physical ability test for the 41 departments within (and including) two large

counties. The study was completed in 1997. Biddle and Associates was hired to assist with the

formation of the test. The test was validated and developed by Dan Biddle, the President and

CEO of Biddle and Associates. They conducted numerous workshops and surveys to gather

information about the classification of entry-level firefighter skills. An equipment and tool

survey as well as a job analysis survey was conducted. Subject matter experts (SME) looked at

the frequency and the importance of each skill. After all this, 11 events were established and the

test becomes known as the Biddle Physical Ability test, a test mainly used in Southern

California. Most agencies partnered with the local community college fire science programs to

administer the test. Today, many agencies in Southern California still accept the Biddle physical


ability test completion card or the CPAT completion card. The philosophy behind the test was to

have a standardized test. Today, the Biddle Test is also referred to as the Los Angles

Area/Orange County Fire Chief’s Firefighter Physical Ability test. (Fireselection, Inc., 2007).

The Biddle test or PAT as it is referred to, consists of 11 events that must be completed in 9

minutes and 34 seconds. Candidates are required to wear a firefighter turn-out jacket, helmet and

gloves during the test. The 11 events of the Biddle or PAT are:

• A dry hose advance: advancing 150 of 1 ¾ hose.

• A charged hose deployment: dragging 1 ¾ hose 70 feet.

• Halyard Raise: raising the fly section of a 35 foot extension ladder.

• Roof walk: ascending 14-foot ladder attached to simulated pitched roof with a chain-saw.

• Attic Crawl: crawl 20-feet across simulated attic-joist floor while carrying a simulated

flashlight.

• Roof ventilation: stand on a simulated pitched-roof and strike a padded area 30 times

with an 8-pound sledge hammer.

• Victim Removal: drag a 154-lb dummy around 2 obstacles 13 feet apart.

• Ladder removal/carry: remove a 24-foot extension ladder from the mounting brackets,

carry the ladder around a diamond shaped course 54-feet long, and replace the ladder on

the mounting brackets.

• Stair climb with hose pack: climb to the 4th floor carrying a 49-lb hose bundle

• Attic Crawl :after placing hose bundle on floor crawl on hands and knees on the 4th floor

for 60 feet


• Hose hoist :go to the 3rd floor carrying 2 air bottles weighing 29-lbs. Hoist up 100 foot

section of 1 ¾ hose with a nozzle attached through the window. Pick up the bottles and

return to the ground level

The Biddle test is still used today, mainly in Southern California. The goal of the Biddle

and the CPAT test are similar, to have a standardized test where the candidate can prepare for the

test, as well as being a valid and fair test.

The last time that OFD gave an entry-level physical agility test was in 2007. 596

candidates took the test that had been developed by CPS back in 1999. Of the 596, 555 passed

the test, a 93 % success rate. Of the 596 who took the test, 52 were women. Of the women, 30

passed, (57%) with four eventually being hired. Numbers obtained form CCPJAC (Appendix A)

show that the percentage of women passing the CPAT from November 1, 2009 until October 31.

The total number of women tested during this period was 14,904. Women who did not attend the

orientations and practice sessions fail at a higher rate than those who attend the orientations. The

number of women passing increases even higher for those who attended the practice sessions.

These numbers are slightly higher than the number who took and passed the previous test. This

information was obtained from the Office of Personnel Management (OPRM) who is in charge

of the hiring process for the City of Oakland. That test was last administered in 2007 and was the

same test that had been in use since 1999. The test consisted of the following events with a pass

time of 17 minutes and 55 seconds while wearing a five-pound turnout coat and a 40-pound

SCBA.

• Ladder Carry: remove 16-foot ladder from brackets carry the ladder around the cone 20-

feet from the wall, replace ladder.


• Hose Drag: after the Ladder carry the candidate walks around the central cone to the hose

drag. Wrap one end of the 2 ½ inch hose over shoulder and drag hose 200 yards. Drop

one end of the hose and drag the remaining hose using a hand-over-hand or pick-up and

pull technique. After the entire hose is behind the first white line, walk back around the

central cone, around the cone near the ladder carry, and then proceed to the hose pack

carry.

• Hose Pack Carry: pick up the bundle of 2 ½ hose weighing approximately 40-pounds and

carry it to the 4th floor of the training tower. Place the hose in the box marked on the

floor.

• Hose Hoist: at the window on the 4th floor, grab the rope and pull the hose bundle (1 ½

inch hose) to the 4th floor. Place the hose bundle on the windowsill, and then lower the

hose.

• Attic Crawl: walk or crawl through a simulated attic without touching the ground.

• Dummy Drag: drag the 150 pound dummy through a 20-foot tunnel. At the end of the

tunnel turn the dummy around so that it faces the opposite direction. Walk around the two

cones for a cool down period.

• Four-Foot Wall: scale the four-foot wall, walk to the hose roll.

• Hose Roll: roll one 50-foot length of hose in one direction, and roll the second length of

hose in the opposite direction. Walk to the tail gate hose load.

• Tailgate Hose Load: load the six rolls of hose onto the tailboard one at a time. Walk

behind the starting line, empty handed, return to the tailgate and stack each roll in the

starting box, one at a time.


• Finish: take the final cool down walk, walk around the remaining cones and then to the

finish line.

Many events in the previous physical ability test were considered to be non-essential tasks, such

as the rolling of the hose with a SCBA on, as well as the stacking of the hose. Although these

tasks are performed at the scene of an incident and in everyday duties rarely would one have on a

SCBA when completing some of the events.

In summary, departments need to hire candidates who are capable of physically

performing the job of a firefighter. This is accomplished by using physical ability tests. Physical

agility tests have long been the down fall of many women who aspire to become firefighters.

Standards are in place to ensure that people hired are capable of performing the physical nature

of the job. But physical ability tests need to be validated as being fair and valid. The CPAT test

meets these requirements. There are steps that are in place to help a candidate successfully pass

the CPAT. Attending the orientations and the practice sessions increase a candidates ability to be

successful on the CPAT, especially since the candidate is given a preparation guide.

The statistics from the previous test as well as the CPAT show that women fail physical

ability tests at a higher percentage then men. Yet, women fair better on the CPAT than the

previous test used by OFD. Several cities have been successful in implementing a pre-test

academy and a mentoring program that increase a candidate’s ability to pass the CPAT. Cities

that have done this have seen an increase in the number of women candidates who are able to

successfully pass the test. Regardless of which physical ability test is administered it must be

validated to be a fair test. Preparation is the key to passing any physical ability test, as well as

knowing the events of the test to adequately prepare for the test.


Procedures

Descriptive research was utilized for this applied research paper along with an external

survey and interviews with current members of the OFD to answer the research questions. The

external survey was used to determine what other fire departments across the United States used

as an entry-level physical ability test, as well as if the respondent felt it was an adequate test to

determine the tasks performed by a firefighter. Interviews were conducted with members of the

OFD who had taken the previous physical ability test used by the department as well as the

CPAT prior to being hired by OFD. The union president was interviewed to determine why the

department switched to the CPAT.

A literature review was conducted to research the topic of physical ability tests. Previous

research papers, professional journals, fire service books and the internet were used to gather this

information. Key words used were: physical ability tests, adverse effect of physical ability tests

on women, and CPAT.

A survey (Appendix C) was sent to fire departments across the United States that the

author had previous contact with either at the National Fire Academy or in an assessment center

process. A cover letter explained the reason for the survey. (Appendix B). The surveys were sent

via email on December 1st and asked to be returned to the author by December 20th, 2011. 15

states were sent surveys: Alabama, Arizona, California, Colorado, Florida, Georgia, Iowa,

Maryland, Missouri, Nevada, North Carolina, Ohio, Texas, Utah and Virginia. Departments

ranged in size from 2 Stations with 60 personnel to 138 Stations with 1650 personnel. Ten of the

departments who responded were similar in size to the OFD- departments with 20-30 stations,

which comprised 28% of the respondents. (Appendix D).


There were limitations to the survey, A total of 65 were sent out and 35 were received

back, a 53 % return rate. California had the most responses with 11 responses, followed by

Arizona, Colorado, Georgia and Florida with three each, Nevada had two responses and the

remaining states had one response each. Also when respondents answered number of personnel it

is unknown if this included total number of sworn line personnel or all personnel.

Interviews were held at the fire station the week of January 2, 2012, where the member

worked. The purpose of the interview was explained to each member, to obtain information for

an Applied Research paper for the National Fire Academy. Eight interviews were held at various

fire stations. (Appendix F). Members chosen had to meet the criteria of having taken the

previous test given by the OFD and the CPAT while trying to get hired prior to being hired by

OFD. Two women (one Asian and one African American) were interviewed along with five

male members (one African American, three Caucasian, and one Hispanic). Seven of these

members were hired by the Oakland Fire Department within the last six years. One member, a

Lieutenant has 12 years of experience. He was interviewed due to his involvement with a local

junior college fire academy. Seven of the eight met the criteria of having taken the CPAT in

previous years while pursuing the job of a firefighter. The Lieutenant has not taken the CPAT

test. The interviews lasted from 20 to 30 minutes. The interview questions for the eight current

members of the OFD were the same regardless of male or female. (Appendix D). The purpose of

the interviews was to determine how different the two tests were in regards to difficulty as well

as which test better measured the tasks performed by a firefighter.

The Union President (a Hispanic Male) was also interviewed the week of January 2,

2012. This interview was conducted to determine why the Oakland Fire Department had decided

to switch to the CPAT test. This interview lasted 20 minutes. (Appendix E).


Definition of Terms:

Adverse Impact: a situation in which members of a particular race, sex, or ethic

group has a substantially lower rate of selection of hiring,

Content Validity Demonstrated by a strong linkage between the content of the

selection procedure and important work behaviors.

CPAT Candidate Physical Ability Test

DOJ Department of Justice

EEOC: Equal Employment Opportunity Commission

Halyard Raise; Raising the extension part of a ladder with rope attached.

Hand Cycle: Has pedals similar to a bicycle, you pedal with your arms, also

known as an arm ergo meter.

IAFF International Association of Firefighters

IAFC International Association of Fire Chiefs

OFD Oakland, California Fire Department

OPRM Office of Personnel Management, in charge of hiring

PAT Physical Ability Test

SCBA: Self-contained breathing apparatus worn by firefighters

Results

Results indicate that the CPAT test has been validated to be a fair and consistent test. In

2006, the EEOC agreed not to file a lawsuit regarding the test was discriminotory towards

women as long as statics were keep on the pass/fail rate of candidates. Results also indicate a

women’s chance of passing the test is increased if she attends the orientations and practice

sessions. The previous test administered by OFD did not allow practice sessions. Using the


CPAT test will allow the OFD to continue to hire female candidates, at a slightly higher

percentage then the previous test. Statics show that women pass the CPAT test at a slightly

higher percentage than the previous test if they attend both the orientation sessions and the

practice sessions.

The literature review consisted of prior applied research papers, professional journals and

fire service textbooks, as well as the internet to obtain valuable information of the topic of

physical ability tests. These resources along with an external survey of fire departments across

the United States, and interviews with current members of the OFD provided answers to the five

(5) research questions that were introduced in the introduction section of this applied research

paper.

1. What is the CPAT test?

The CPAT is the Candidate Physical Ability Test, a test that was developed by a task force

created by the IAFF and IAFC and ten fire departments in the United States and Canada to

develop a fair and valid evaluation system for the selection of firefighter candidates. The CPAT

is a physical ability test used to test candidates who aspire to become firefighters. It is an entry-

level test to determine who is physical capable of performing the rigorous duties of a firefighter.

The CPAT is a medley of firefighter specific tasks performed while wearing a vest to simulate

the self-contained breathing apparatus (SCBA) worn by firefighters. The test is designed to

simulate the conditions that a firefighter may face on the scene of a fire. The test consists of eight

separate events that are continual and must be completed within 10 minutes and 20 seconds. The

test is a pass/fail test. During the first event, the stair climb the candidate wears additional 25-

lbs, to the weight vest to simulate a hose pack


. The goal of the IAFF and IAFC in creating the CPAT was to have a fair and valid

testing standard, find quality individuals for the fire service, and allow for diversity in the fire

service. (Wasser & Kimble, 2007, p. 4). The CPAT was developed to measure a candidate’s

ability to perform the common tasks involved in firefighting and to do those tasks in a realistic

amount of time. The CPAT does meet the validity requirements established by the United States

of Labor, Department of Justice, Equal Opportunity Commission, and the Canadian Human

Rights Commission. The test is valid because it predicts a candidate’s ability to perform on the

fire ground and on tasks which are similar to those performed on the job. (Wasser & Kimble, p.

4).

The CPAT was developed using a technical committee consisting of labor officials,

firefighters, line officers, training officers, training officers, attorneys, physicians, and two

medical specialists, a kinesiologist and an exercise physiologist. Also included were women and

racial minorities. Together they developed the CPAT. The test was implemented in the ten

original departments.

The CPAT is used in over 900 departments across the United States and Canada. In the

external survey sent to departments across the United States of the surveys received back 31 of

the 35 (88 %) used the CPAT as the entry-level physical ability test. Three of the remaining

departments used their own test, and one used a version similar to the combat challenge test. All

were timed tests that were pass/fail.

There is a CPAT preparation guide that is given to all candidates, at least eight weeks

prior to their test date. This guide explains the eight tasks of the CPAT and the physical demands

as well as basic exercises to prepare for the test.


All candidates are given a fair and equal opportunity to pass the CPAT, all are provided

with the same information at the orientations sessions.

2. How is the CPAT different from the physical ability test previously used by the Oakland

Fire Department and why did the department change to the CPAT?

The CPAT test is a standardized physical ability test that is consistent and validated as a standard

assessment for hiring new recruits. There are eight events that must be completed within 10

minutes and 20 seconds. The CPAT is a pass/fail test. The previous test used by OFD consisted

of 10 events, and candidates had 17 minutes and 55 seconds to complete it and were also a

pass/fail test.

The CPAT test allows and encourages that candidates attend two orientations and two

practices sessions. The previous test did not have a pre-orientation. The candidate watched a

video the day of the test. They did receive an outline of the course and the events when notified

of their testing time, but there were no hands-on practice sessions.

In the CPAT the candidate wears a weight vest to simulate the weight of the SCBA, a

hard hat, and work gloves. In the test previously conducted by the OPD candidates wore a

SCBA, turnout jacket, and actual firefighter gloves.

The CPAT is a continual test, the candidate moves from one event to the next. In the

previous OFD test candidates moved from on event to the other, but there were cool-down walks

incorporated in the test.

In interviews conducted with current members of the department the week of January 2,

2012 who had taken both the previous physical ability test and the CPAT the results were similar

that the CPAT was a fair test and actually easier than the previous physical ability test used by

OFD.


Firefighter/Paramedic Sal Garcia, a member of the department since 2006 was hired as a

lateral paramedic. He was interviewed at Station 1 on January 2, 2012. He had previous

experience in another department for 2 years. He had taken the CPAT to be hired by his previous

department. He felt that the CPAT test could be passed by anyone who was in shape. He also felt

that being able to practice the test at the testing facilities was a benefit. He felt that the CPAT

was more physically exhausting than the previous test used by OFD. He also felt that the CPAT

was geared more towards the actual physical elements of the job. He felt the tasks in the previous

test were not all job related.

Firefighter Chris Robinson, a member of the OFD since 2008 had taken the CPAT to

have the completion card so he could be eligible to take entry-level tests that required the CPAT,

prior to being hired by the OFD. He was interviewed at Station 1 on January 2, 2012. He felt that

the CPAT test could be passed by anyone who had trained for it. He felt that one aspect of the

CPAT was the hardest, the first event on the stair mill machine. He again stated that one could

train for this at a gym. He felt that the events in the CPAT were tasks that were performed at the

scene of a fire, as opposed to the test previously used by OFD, where some seemed unrealistic.

Firefighter Gordon Gullet a member since 2008 had taken the CPAT to have his

completion card so that he could be eligible to take entry-level tests that required the CPAT test.

He was interviewed at Station 17 on January 3, 2012. He felt that the CPAT was harder because

there was less time to complete it. He did feel that the tasks in the CPAT were actual job related

tasks, where some in the previous test were not really used in the same manner as in the test.

Firefighter Shanna Keyes a member since 2008 had taken the CPAT to have her

completion card so she could take entry-level tests that required the CPAT test. She was

interviewed at Station 23 on January 4, 2012. She felt that due to the shorter time allotted for the


CPAT it was harder. If the previous test had no allowed so much time it would have been harder.

She thought that any women could pass the CPAT with the proper strength training and

cardiovascular training. She did feel that the tasks of the CPAT were related to the actual duties

that a firefighter performs.

Firefighter Maria Barrio a member since 2008 had taken the CPAT to have her

completion card so she could take entry-level tests that required the CPAT test. She was

interviewed at Station 19 on January 3, 2012. She felt that the previous test was harder because

you had on an actual SCBA and turnout coat and you may be uncomfortable with these on,

especially the first time. She also said that finding a coat that fit was a challenge. She felt that if

women trained for the specific events of the CPAT they could pass, but she felt the same about

the previous test. She did feel that the tasks in the CPAT were actual firefighting tasks, as

opposed to the previous test were some tasks of the test were not realistic, specifically the hose

roll and the wall.

Firefighter Mike Fennell a member since 2008 had taken the CPAT to have his

completion card so he could take entry-level tests that required the CPAT test. He was

interviewed at Station 17 on January 5, 2012. He had taken the CPAT five times. He thought that

the previous OFD test was mentally tougher than the CPAT. He thought that the CPAT test was

in too much of a controlled environment. He did feel that the events of the CPAT were more job

related than the previous test.

Lieutenant George Freelen, a member of OFD since 1999 was interviewed due to his

involvement with a local junior college fire science program. He was interviewed on January 5,

2012 at Station 17. He felt that the CPAT was job related, more so than the previous test. He

mentioned how when a candidate is preparing to be a firefighter they are in top physical shape.


He said he sees this is the fire academy at the junior college. Since the CPAT completion card is

good for a year, someone could have taken it close to a year ago before being hired. He felt that

was one draw back. What would be the physical condition of someone who had taken the CPAT

months ago? He is associated with a local junior college fire science program where there is a

Fire Academy Physical Conditioning class which helps prepare people to go into a fire academy

or pass a physical ability test.

The test used as the entry-level physical ability test was changed to the CPAT when

Local 55 (The OFD Union) ratified the contact in July of 2011. In an interview conducted at Fire

Station 1 on January 7th, Union President Charles Garcia was interviewed. Lieutenant Garcia has

been a member of the OPD since December of 1991. He has served as the Union President since

2005. When asked why did the OFD switch to the CPAT Garcia said it is a standard though the

fire service, especially in California, it reduces the cost to the city of Oakland and well as the

liability with the regards to candidates claiming the test is unfair or the protector did not explain

the event the same to all candidates. In the interview Garcia said that the union had been trying

to push for the CPAT for at least the past six years. He felt that the CPAT was a fair and

unbiased but the previous Fire Chief’s felt that there would be an adverse effect on women and

other minority candidates. He further stated that the Office of Personnel Resource Management

(OPRM) felt that the test had adverse effects on women in particular, until they saw the test

results presented by CFFJAC. Back in April of 2011, members of OPRM visited the CPAT

testing facility in Livermore to watch an orientation presentation as well as talk to the CFFJAC

personal. After this visit the office of OPRM felt the CPAT was a well administered and fair

program. When asked if he felt the membership cared about what physical ability test would be


used he stated that not really, especially if the members do not have to do a physical ability test

each year.

3. What is the potential impact the CPAT may have on the number of women candidates the

Oakland Fire Department is able to retain?

When the Oakland Fire Department last gave a physical ability test in 2007, 30 of the 52 women

passed the test. Statistics provided by the CFFJAC show that women do fail the test at a higher

percentage than male candidates. (Appendix A). Between November 1, 2008 and October 31,

2011, the percentage of women who passed the test was 68.28 % compared to 95.84% for men.

During the same period 144 women who attended the orientation, 41 passed, 77.84%. Of 164

women who attended the practice sessions, 36 passed, 82 %. These numbers show that attending

the practice sessions increase the chance of passing. These numbers are also higher then the

number of women who passed the previous physical ability test used by OFD.

The physical ability test has been the downfall of many women who aspire to be

firefighters. An entry-level physical ability test should be an accurate means of separating

applicants who, with training will be able to become successful firefighters from those who will

not.

The organization Women in the Fire Service (now known as I-Women) has consistently

advocated for entry-level physical ability tests that select qualified firefighter candidates without

unfairly advantaging candidates who have prior experience and training in the skills and tasks

sampled by test events. (Beckman, 2001, p. 4)

The stance of the Women in the Fire Service was “ while we applaud the effort s of the

IAFF and the IAFC to develop a nationally standardized physical assessment for firefighter


candidates, Women in the Fire Service, Inc., neither endorses nor opposes the use of the

CPAT”(Beckman, 2001, p. 4).

4. Does the CPAT test tasks relate to the actual job functions performed by a firefighter?

Of the 33 surveys received back that use the CPAT all 33 felt that the CPAT tasks related to the

actual job of a firefighter. “The CPAT was developed to measure a candidate’s ability to perform

common tasks involved in firefighting and to do those tasks in a realistic amount of time”

(Wasser & Kimble, 2007, p. 4).

One of the reasons the CPAT is valid is “the test is valid because it predicts a candidate’s

ability to perform on the fire ground and on the tasks which are similar to those performed on the

job” (Wasser & Kimble, 2007, p. 4). The CPAT is a rigorous and job-specific test. (California

Fire Fighter Joint Apprenticeship Committee, 2009). The eight events of the test are job related.

Each event simulates the actual duties performed by a firefighter.

The Joint Labor Management Task Force required that “each step in the development of

the CPAT be studied extensively to ensure job-relatedness, validity, reliability and usefulness

(International Association of Firefighters {IAFF}, 1991).

All six OFD members who had taken the CPAT felt that the test was similar to actual

firefighter tasks. The one who had not taken the test but had knowledge of the test felt that the

tasks were consistent with the tasks performed at the scene of a fire.

5. What programs should the Oakland Fire Department implement to help women who are

interested in becoming firefighters prepare for and pass the CPAT?

Studies show that candidates who attend the orientation and the practice sessions have a

higher pass rate than those who do not. In 2006 when the Austin, Texas Fire Department was

named in an EEOC complaint that the CPAT had disparate treatment on women candidates, the


EEOC and the city reached a compromise through conciliation. This is now the norm for the

CPAT. It is that all members attended a minimum of two orientation sessions eight weeks prior

to the CPAT as well as a minimum of two practice sessions. But, the city of Austin went a step

further. It developed a 14-16 week training program, four training session per week. This

increased the pass rate for the female candidates by 75 % in five years. (“Candidate physical

ability testing“, n.d.)

The profile of a passing female candidate:

• Attended the CPAT orientation

• Participated in a physical preparation program 3 times per week for at least 6 weeks.

• The physical preparation program was conducted at a fire department.

• Practiced using CPAT equipment.

• Participated in cardiovascular and strength training.

• Used the CPAT preparation guide.

• Had a firefighter mentor for guidance and motivation

Although OFD is facing difficult financial times to implement the above programs would be

inexpensive, as the benefit in hiring qualified women would be the reward. The department

needs to implement a program that mentor’s and trains female candidates on the CPAT process

as well as purchase some training equipment to be used.

History shows that women have a higher failure rate on the CPAT and physical ability

tests in general. Historically testing and training techniques have been geared toward male

firefighters. Male firefighters in general, have a higher center of gravity and more upper body

strength then women. But, not all events require strength. Proper technique is also important. By

implementing a pre-academy and training program women have a better opportunity to pass the


CPAT. Female firefighters can mentor and guide the female candidate as well as show the proper

techniques to use to be successful in the CPAT.

Discussion

Results and research show that women do fail the CPAT at the rate higher than men.

But, the test has been validated to be a fair test with no adverse impact. There are programs that

departments can put in place to help the success rate increase for women. Women actually have a

higher pass percentage on the CPAT then the previous test administered by OFD according to

the statics obtained from CCJAC and OPRM. Knowing what is on the test and being able to

practice with the actual equipment is a huge advantage.

The most valuable resource in any organization including the fire service is the personnel.

The Fire Services greatest assists are the personnel that are tasked with performing the duties of

the departments. The members of the organization are the face of the organization. Hiring

members who are capable of performing the rigorous duties of a firefighter is the goal of all fire

departments. Departments conduct pre-employment physical ability tests to determine which

candidates are able to perform these duties.

The CPAT is a standardized physical ability test that is used by over 900 fire departments

across the United States and Canada. The CPAT test has been validated to be a fair test with no

adverse impact on any protected group.

The CPAT was born from a task force put together by the IAFF and the IAFC. They

partnered with 10 fire departments to create an entry- level physical ability test. The goal was to

have a standardized test that tested the job functions performed by firefighters.

To make certain that the CPAT was a fair test the Joint Labor Management Task required

the “each step in the development of the CPAT be studied extensively to ensure job-relatedness,


validity, reliability, and usefulness. (IAFF, 1999). To ensure further credulity of the CPAT,

National organizations were involved in the development. “ All work was conducted in full

compliance with the test and validity criteria established by the Equal Employment Opportunity

Commission ( EEOC), the United States Department of Justice (DOJ), the United States

Department of Labor (DOL), the Canadian Human Rights Commission, and the American

Psychological Standards for Education and Psychological test standards”(IAFF). The goal of the

IAFF and IAFC was to have a fair and a consistent test. As Kimble states:” the test is valid

because it predicts a candidate’s ability to perform on the fire ground and on tasks which are

similar to those performed on the job” (Wasser & Kimble, 2007, p. 4).

Physical ability tests have long been the down fall of many female candidates. The CPAT

was challenged as being discriminatory to certain minority groups, most specifically women. In

2006, the EEOC signed a conciliation agreement with the IAFF concerning the exam, in return

for pass/fail data collected by the IAFF. (International Association of Firefighters, Fire Service

Joint Labor Management Wellness Taskforce, 2011). The EEOC agreed that it would not file a

lawsuit during the term of the agreement. Another part of the agreement was that candidates

must be offered two orientation sessions and two practice sessions. The CPAT is currently

accepted by the EEOC as being a valid measure of a candidate’s ability to perform the duties of a

firefighter, given adequate time to prepare for the test.

To no one’s surprise the pass rate for women candidates generates a lively discussion, no

matter the test used. As recent at 2011 the city of Chicago was facing a lawsuit over the physical

ability test recently given to entry-level candidates. “Although most generally agree that women

candidates fare worse on the CPAT then men overall, there are a number of tactics that

departments and individuals can use to improve women’s chances” (Elliot, 2001, p. 34).


Preparation is the key to successfully completing any physical ability test including the

CPAT. The difference with the CPAT test is that candidates have the opportunity to attend

orientations and practice sessions. Most candidates who fail the CPAT didn’t attend orientations

or practice sessions. (International Association of Firefighters, Fire Service Joint Labor

Management Wellness Taskforce, 2011). At the orientation sessions the candidate is able to try

out the CPAT equipment and determine their level of ability in each. By using the CPAT

preparation guide, which is given to all candidates at the orientation candidates now have the

necessary knowledge to train to the specifics of the test.

The CPAT has been challenged as having an adverse effect on women, yet the EEOC

upheld the validity of the test. Because of this claim the CPAT did incorporate the orientation

and practice sessions. As with any test, preparation is the key. Women have less upper body

strength then men. Many events using the proper technique will assist a candidate with being

successful. By attending the orientations and using the preparation guide book women as well as

men can train for specific events. Knowing what to expect out of the test is a huge benefit. In

2011 when the Chicago Fire Department was sued critics of the test claimed that it had no

uniform standards, was administered inconsistently and required tasks that were not needed of a

firefighter.(Giarton, 2011).

The Oakland Fire Department implementing the CPAT test will save the city money, as it

will not be conducting the test, it will use the CFFJAC testing facility. The only cost was the

initial transportability cost, a one time fee. As the Charles Garcia, the Union President stated “the

CPAT is the standard through California. It reduces the liability to the city.

Like anything that is new, there is a belief and prejudice by some. But, statics show that

women who attend the orientations have a higher pass rate and attending the practice sessions


increases a women’s chance even more. Although the percentage of women who pass the CPAT

is still lower than that of men the gap is lessening. The percentage is higher than that of the

previous test. By utilizing the CPAT the OFD will be able to hire women candidates who are

physically able to perform the rigorous demands of the job.

Recommendations

Research shows that there are ways to increase candidate’s chances of passing the CPAT.

Attending the orientation and the practice sessions increase the odds of passing the test. But,

there are other measures that the Oakland Fire Department must put in place to ensure that it is

able to hire women into the organization so that the department continues to represent the diverse

city that our members serve. These must be put in place prior to the next recruitment for entry-

level firefighter.

Oakland is a city in an urban setting. Many potential candidates may not be able to afford

the fee associated with the CPAT. When recruiting for entry-level firefighters the city must

inform all candidates that there is a grant available to those who meet certain criteria. Many

potential candidates may not be aware of this. In the past, there was no fee to take Oakland’s

physical ability test. Now that the department is using the CPAT it is imperative that the

department announce that there is a fee to take the CPAT as well as inform the candidates of the

grant that is available.

Another obstacle that potential candidates may face is the location of the CPAT testing

center-Livermore some 40 miles west of Oakland and not easily assessable by public

transportation. The previous physical ability test was held on the grounds of the training division,

located in Oakland and assessable by public transportation. The city needs to arrange for vans to

take candidates who have no means of transportation to the Livermore testing facility.


Prior to the next entry-level exam the city needs to develop training and a mentoring

program to assist candidates, especially female candidates in the CPAT process. By

incorporating the specific exercises in the preparation guide with actual tasks using fire

equipment will help a candidate become more familiar with certain techniques that can help one

pass the test. Statics show that women who pass the test have attended the CPAT orientation and

practice sessions, participated in a physical preparation program 3 times per-week for at least 6

weeks, the physical preparation program was conducted by a fire department, the candidate

practiced using the CPAT equipment, they participated in cardiovascular and strength training,

they used the CPAT preparation guide and they had a firefighter mentor for guidance and

motivation.

Once the city and the department decides when the next entry-level test they must recruit

members who are physically capable of performing the strenuous demands of the firefighter job.

Recruiting at the two local community colleges as well as at physical fitness centers will help to

increase the amount of candidate, especially women who are capable of passing the CPAT and

doing the physical demands of the job.

The city and the department must inform candidates in the job announcement how to

obtain the CPAT completion card.

Since studies have shown that those who participate in the orientation and practice

sessions have a greater success rate, it is imperative that the department notify all candidates of

the importance of attending these sessions. In addition, the department needs to develop a pre-

academy much like the city of Austin, Texas did to further increase a women candidate’s

chances of passing the CPAT. Utilizing the training division and current members of the

organization to facilitate this program will allow the city to continue to hire women, and continue


to allow the OFD to be a diverse department that reflects the citizens and the diverse community

that we serve.


References

Banks, M.D. (2001). Disparate Impact and the Physical Ability Test. I Chiefs on Scene, 15 (12) 2

Beckman, B. (2001). Physical ability testing: no easy answer. Women in Fire Service, 7.

California Fire Fighter Joint Apprenticeship Committee. (2009). CPAT testing center [Brochure].

: Author. Candidate Physical Ability Test program summary. Retrieved December 22,

2011, from http://www.iaff.org/hs/CPAT/cpat_index.html

Candidate physical ability testing. (n.d.). In R. Duffy & B. King (Eds.), Candidate physical

ability testing. Retrieved January 12, 2012, from http://www.iaff.org/HR/conference/hrc-

2010

Census (2011). In en.Wilpedia (p.).

Daranciang, N. (2002). HFD unveils new challenging firefighter test. Starbukketin.com.

Retrieved January 15, 2012. Retrieved from

http://archives.starbulletin.com/2002/07/12/news/storv11.html

Definition of physical ability test (2011). In Webster Dictionary (p.)

Elliott, T. (2001). Does CPAT Make the Grade? Fire Chief Magazine, 56-61.

Executive Fire Officer Program (EFOP) Applied Research Guidelines

Fire Service Joint Labor Management. (2006). Candidate physical ability test orientation guide

[Brochure]. Author.

Fire selection, Inc. (2007). Physical ability validation process. Retrieved January 10, 2012, from

http://www.fireselection.com

Giarton, D. (2011). Women’s suit highlights differences in city, suburban firefighter tests.

Chicago Tribune. Retrieved from http://articles,chicagetribune.com/2011-08-17/news/ct-

met-female-firefighter-test-2011081


Grant, N., & Hoover, D. (1994). Hiring Practices. In Fire Service Administration (pp. 141-144).

Quincy, Massachusetts: National Fire Protection Association.

International Association of Fire Chiefs (n.d.). New CPAT licensing requirements. Retrieved

November 17, 2011, from

http://www.iafc.org/Operations/LegacyArticleDetail.cfm?ItemNumber=3299

International Association of Firefighters, Fire Service Joint Labor Management Wellness

Taskforce (2011). Candidate Physical Ability Test program summary. Retrieved

December 22, 2011, from http://www.iaff.org/hs/CPAT/cpat_index.html

International Association of Firefighters. (1999). Candidate physical ability test (IAFF).

Washington.

Lindsey, J. (2000). Physical ability and your Department. Florida Fire Service Today, 4(), 6-10.

McNally, R. (2009). . In (Vol., pp. -p.). : .

Testing and assessment: an employer’s guide to good practices. (1999). In (Ed.), U.S.Department

of Labor, Employment and Training Administration. Retrieved January 19, 2012, from

http://uniformguidelines.com

Principles for the validation and use of personnel selection procedures. Society for Industrial

Psychology, Inc. Retrieved January 2, 2012. Retrieved from

http://www.siop.org/Principles/principlesdefault.htlm

Transportability study. (n.d.). In (Ed.), Transportability study. Retrieved January 19, 2012, from

http://fitforce.org/document/microsoft_word_validoptions.1107.pdf

United States Fire Administration (2010). Executive Leadership Student Manual. Emmitsburg,

MD: Author

http://www.siop.org/Principles/principlesdefault.htlm�

http://fitforce.org/document/microsoft_word_validoptions.1107.pdf�


Van, H. (2006). Harder test Ok’d for fire-rescue Dallas. Fire Rescue. Retrieved December 30,

2011. Retrieved from http://www.firerescue1.com/Firefighter-Training/articels/238078-

Harder-test-Ok’s-for-fire-rescue

Wasser, A., & Kimble, D. (2007). Mastering the CPAT A comprehensive guide. Clifton Park,

NY: Delmar.


Appendix A

Pass/Fail Rate of Candidates from November 2006 to October, 2011


Appendix B

Cover Letter

Good afternoon Fire Service Professional,

I recently completed the fourth year of the National Fire Academy Executive Fire

Officer Program. A requirement of this program is to write an applied research paper. The topic

of my paper is the Physical Ability Test. The reason that I choose this topic was that my

department recently stopped the annual physical ability tests that all members had to take as well

as switching to the CPAT (Candidate Physical Ability Test).

The focus of the paper will be to determine how beneficial Physical Ability Tests are.

I have attached a survey that I am asking that you please complete any return to me via email at

[email protected] by December 20, 2011. I thank you for your time.

Results will be confidential. Results and/or the paper will be shared upon request.

Again, thanks for taking the time out of your day to complete the survey.

Lisa Baker

Oakland Fire Department

510) 238-4054 Office

(510) 755-5807 Cell

mailto:[email protected]�


Appendix C

External Survey

Physical Ability Tests

1. Name of Department:___________________________________________________

2. Number of Stations:____________________________________________________

3. Number of Personnel:____________________________________________________

4. Do you use a physical ability test as part of your entry level hiring process?

YES________ No___________

5. If yes to question 4 do you use CPAT test? ( Candidate Physical Ability Test)

YES________ No__________

6. If Yes to Question 5 Do you feel that the CPAT test is a fair and adequate test?

Yes________ No________ If No why not: _____________________________

________________________________________________________________________

7. Do you feel that the tasks of the CPAT are actual duties performed by a firefighter?

Yes______ No______ If no why not: ______________________________

_________________________________________________________________________

8. If your department does not use the CPAT do you use a test that was developed by your

department?

Yes________ No ______

9. If your department uses your own test do you feel that it is fair and adequate test?

YES_______ No_____ If No why not: _________________________________

_________________________________________________________________________

10. If your department uses their own test what equipment are the candidates are required to

wear?


Turn Out Coat_____ Helmet _______ Gloves_______ SCBA________ Weight Vest______ Any other equipment: _________________________________

________________________________________________________________________

11. If Yes to question 7 what are the tasks on the test?

Ladder Raise____- Hose Drag_____ Dummy Drag______

Scale a Wall____ Raise Equipment to Tower _____ (Raise hose bundle, etc.)

Carry Equipment_____ If Yes what equipment: _________________________________

Attic Craw_____ Any other activities______________________________________

_________________________________________________________________________

12. If Yes to question 7: Do you allow candidates to practice the physical ability test prior to the

test?

YES________ No_________

13. Do you have a pre-test or any preparation classes offered by the department for candidates?

YES_______ NO_________

14. Any other information that you feel is important regarding physical ability testing


Appendix D

Survey Results by State

State/City of

Department

Number of Fire

Stations

Number of

Personnel

Do you use the

CPAT test?

Do you feel the

tasks are the

tasks a firefighter

performs?

Alabama Mobile

20

467

Yes

Yes

Arizona Glendale Tempe Tucson

9 7 21

237 182 700

Yes Yes Yes

Yes Yes Yes

California

Alameda City Alameda County Bakersfield Berkeley Contra Costa Co. Sacramento San Diego San Francisco San Jose Stockton Vacaville

4 28 15 7 30 23 47 43 35 13 4

98 425 329 186 538 436 1650 1400 754 298 92

Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes

Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes

Colorado

Aurora Denver Poudre

15 27 10

325 389 168

No Yes Yes

N/A Yes Yes

Florida Boynton Beach Palm Beach Co Orange Co FL

5 49 41

143 1473 1525

No Yes Yes

N/A Yes No

Georgia

Atlanta

36

1000

Yes

Yes


Columbus Gwinnett Co

15 30

349 845

Yes No

Yes N/A

Iowa

Bath

2

60

No

N/A

Maryland

Baltimore

38

1650

Yes

Yes

Missouri

Kansas City

34

970

Yes

Yes

Nevada

Las Vegas Reno

18 20

684 302

Yes Yes

Yes Yes

North Carolina

Charlotte

41

1160

Yes

Yes

Ohio

Cincinnati

26

779

YES

YES

Texas

El Paso San Antonio

35 50

989 1107

Yes Yes

Yes Yes

Utah

Salt Lake City

15

340

Yes

Yes

Virginia

Richmond

20

335

Yes

Yes


Appendix E

Interview questions asked of current members of the Oakland Fire Department who had

taken the CPAT and the previous test used by the Oakland Fire Department.

1. How long have you been with OFD?

2. Do you feel that anyone can pass the CPAT test?

3. Do you feel that the tests tasks are adequate tasks that a firefighter performs?

4. Do you feel that the CPAT or the previous test used by OFD was harder?

5. Any other information.


Appendix F

Interviews questions asked to Union President Charles Garcia.

1. Why did the OFD decide to switch to the CPAT?

2. Had there been any previous decisions with the city to switch to the CPAT?

3. Do you feel that the test is fair?

4. Do you feel that the CPAT will have an effect on the amount of women OFD is able

to hire?

5. What process did the city use to determine if the test was an adequate test for an

entry-level physical ability test?

6. Any other information you would like to add?

physical abilty testing in the oakland fire departmentnfa.usfa.fema.gov/pdf/efop/efo46337.pdf ·...

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