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Text of Document: PHYSICAL FITNESS IN PUBLIC SAFETY Introduction
Cities are not required by Federal or State laws to administer pre-employment medical examinations or physical ability tests for firefighters or police officers. Even the OSHA Respiratory Protection Standard does not require a complete medical examination for firefighters. This test determines a firefighter = s ability to use a respirator. Cities may apparently administer medical examinations or physical ability tests so long as the tests do not have an adverse impact on a protected class [42 U.S.C., Section 2000 e-(h)]. A protected class would be persons protected by the Federal Civil Rights Act by virtue of their race, color, religion, sex, or national origin or the Americans with Disabilities Act.
Physical Agility versus Physical Ability
The terms A physical ability @ and A physical agility @ are commonly used interchangeably. Wesbster= s Dictionary defines agile, or agility, as being able to move quickly and easily; nimble; mentally alert. Physical ability, on the other hand, is defined as the physical, mental, financial, or legal power to perform; a natural or acquired skill or talent. This report uses physical ability in conjunction with physical fitness for a fire fighter and physical agility for testing police officers, where moving quickly or easily may be more job task related.
The need for Physical Ability Testing
Physical fitness in public safety is becoming an increasing concern for city governments. Much of a police and firefighter = s shift is filled with driving, report writing, and other duties that do not routinely require a great deal of physical exercise. In emergency situations the sedentary work environment of the officer changes immediately to one of high stress, often requiring tremendous physical exertion that often results in exhaustion. In the City of Shelbyville, a highly respected police officer suffered a fatal heart attack while engaging in foot pursuit of a suspect. This incident is not unique to Shelbyville and should make all cities more aware of the need to protect the public safety as well as the lives of police and firefighters.
Physical ability is important for officers because they need sufficient strength, endurance and aerobic capacity. Many studies have shown that the more physically fit officers are and feel, the more self-assured and happy they are with themselves. By continuing a physical training program, an officer can sustain job enthusiasm, improved self-control and total performance. Pre- employment health screening reduces new hire injuries by as much as one-third. It is estimated that current employee health screening also results in a one-third reduction in injuries. While a city= s primary concern should always be the health and safety of the public and the firefighter or police officer, policies that can significantly reduce worker = s compensation claims and expense should also be of great concern for cities.
Police. Tennessee Code Annotated 38-8-106 sets forth the basic qualifications for police officers. One of the qualifications is that the person employed as a police officer has passed a physical examination by a licensed physician. Statutes do not explicitly state that police officers maintain their physical ability while serving as a police officer. It is, therefore, not uncommon in Tennessee cities to have an officer take a physical examination as part of a pre-employment job offer and not take another physical examination for the remainder of his/her career.
It can be argued that an officer who commits a felony loses his qualification as a police officer and that an officer who has a mental disorder also loses his/her qualification. Why then would the officer not lose his qualification by becoming physically A unfit? @
Physical exercise has been medically proven to be beneficial for the human body, and especially for one who is in a stressful occupation. Exercise helps to alleviate stress by venting feelings of anxiety and frustration. Exercise also fatigues the body so that sleep is easier and deeper, which helps to alleviate stress. Through exercise stress is diminished and the officer = s chance of suffering from hypertension and other coronary diseases is reduced.
If physical ability is beneficial, why then do most police departments shy away from physical examinations as a means of determining fitness? There are at least four reasons for this reluctance: (1) the governing board feels that periodic medical examinations and/or physical ability training is too expensive; (2) many city councils/boards have simply not required their officers to maintain their physical ability to do the job; (3) officers with lengthy service records sometimes feel that physical ability programs are an effort to purge the department of the A old timers @ ; and (4) it is very difficult to develop ability tests that are fair and that are job related.
Fire. Ray Crouch, Fire Safety Consultant with MTAS, has noted that one of the biggest problems in fire service today is that in too many instances firefighters are allowed to remain on the job even when they are medically and physically unable to perform the essential functions of the job. The same can be said for police officers who may be physically unable to perform the essential functions of their jobs.
It should be a matter of public policy that every police and fire department take appropriate measures to significantly reduce deaths that may be related to stressful occupations. It should also be obvious to every local government decision maker that a physically able officer is the best way to protect the health and safety of the public and the life of the officer sworn to carry out his public safety responsibilities. Let us take a look at the reluctance of many cities to deal with physical ability for police and firefighters.
Expense
Unfortunately many local decision makers look at the expense of physical ability testing in terms of the number of police and firefighters serving the city times the individual cost of administering a medical examination. A police department with 20 officers times $300 each for medical examinations represents an expenditure of $6,000 annually, and an equal number of firefighters would represent another $6,000 annually, for a total of $12,000 for medical examinations. It is A penny wise and pound foolish @ to view this expense as $12,000 for the examinations and no cost for not administering the examinations. The long term cost for not administering the examinations may be added expense for insurance premiums, adverse court decisions costing much more than the cost of administering tests, increased worker = s compensation, increased overtime pay, and perhaps long term disability or death of its valuable employees.
Physical Fitness and Training as an Effort to Purge the Departments of A Old Timers @
Officers with lengthy service often express the opinion that a physical ability program is nothing more than an effort to replace the A old timers @ with younger officers. This criticism may be well founded in some cities, when a local council member begins to look around and notices fit and trim young officers as well as older officers, who may be overweight and exhibit a sedentary life style. A little talk around city hall expressing this criticism will almost certainly make it back to the subjects of the criticism, and then the policy issue has been reduced to a A they are out to get us @ issue.
It is natural that an officer who has 19 or 24 years of service with the department, and who needs 30 years of service to retire on State retirement would feel uneasy about an effort to begin requiring that all officers be required to undergo an annual medical examination and demonstrate that they can run a mile or mile and one-half in a certain time period, do sit ups, pull ups, and other types of physical ability tests. Failure to pass the ability test may result in the officer losing his/her job. It should be recognized that a long time police officer, who is 52 years of age is not expected to be as physically fit as a 31 year old officer. The older officer should, however, be able to perform the essential functions of the job.
A major obstacle to physical testing and training is to convince police and fire fighters, who may have considerable political clout with certain council members, that physical fitness and training is about protecting the health and safety of the public and the lives of the officers and not about unreasonably terminating an officer = s job because he/she cannot pass a medical or physical ability test. One way to overcome this concern is to develop a physical ability program that requires the participation of every officer, that provides an individualized fitness program tailored to each officer, and then give a reasonable time frame to meet basic physical ability requirements. In large departments officers may be transferred to desk jobs where they are not required to respond to emergencies. In smaller departments this is much more difficult, because there are not many desk jobs in small departments. There is, however, the opportunity to transfer officers, who cannot meet the basic physical ability requirements of the job, to another department of the city.
Fitness Tests that are Fair and Job Related
In a Summer, 1999, issue of Public Personnel Management , Dan Biddle and Nikki Shepard Sill point out that physical ability tests have undergone much scrutiny in the courts since the 1970's and that a recent survey of court-disputed police and fire physical ability tests showed a successful defense rate of less than 10 percent . With less than a 10% success rate, it is not advisable for a city government to arbitrarily set up physical examination and fitness standards, draw a line in the sand, and insist that officers who fail the examination and do not meet the standards must lose their job. It is important to note that cities can develop criteria or standards for medical examinations and physical testing that are job related, and if the testing is task related, the probability of successful defense in the event of a court challenge should be considerably improved.
Since passage of the Americans with Disabilities Act in 1990, medical screening decisions and recommendations must be based on an individual evaluation of the applicant and the actual tasks, physical demands, and working conditions under which the job is performed. It is very difficult to develop and implement a successful physical ability program that is fair to women and minorities. According to Biddle and Sill, physical testing scores that are too lax endanger public safety and those that are too strict may unduly penalize qualified individuals, as well as reduce the payoff to society of having experienced incumbents in these jobs. Setting standards too high could also subject the city to expensive and time-consuming litigation.
Title VII of the Federal Civil Rights Act [42 U.S.C. Section 2000e-2(h)] states that it is not discriminatory employment practice when a A professionally developed ability test @ is administered, as long as that test does not have an adverse impact on a protected class.
The Act also prohibits the use of different cut-off scores or any other adjustments based upon race, color, religion, sex, or national origin.
Numerous Federal regulations have been promulgated to define what is an acceptable ability test. 29 C.F.R. Part 1607, Uniform Guidelines on Employee Selection Procedures provides that if an ability test has a potential for an adverse impact on a protected class, then there must be proof of that test = s validity. Physical ability tests must be A content @ validated; that is must be demonstrated that the selection procedure is representative of important aspects of performance on the job, for which the officers are to be evaluated.
A medical examination should be part of a physical fitness test. Normally a city will require police and firefighters to undergo a medical examination as part of the initial employment process. The applicant, who has been made a tentative job offer, subject to passing the medical examination, is simply sent to a medical doctor with instructions that he/she is to be given a medical examination. A medical examination that is not job related is probably not adequate. A A pass @ or A fail @ on a medical examination where the doctor has no idea as to the physical or mental job requirements, would be questionable. Some responsible city official B police chief, fire chief, human resources department, city manager/administrator, or mayor B should instruct the medical doctor that the purpose of the medical examination is to determine if the applicant has the physical ability to meet the essential functions of the job. These essential functions should be communicated to the medical doctor.
Examples of Physical Examinations and Training in Other Tennessee Cities
It has been previously noted that many Tennessee cities require a pre-employment medical examination for a police officer after which the officer may never be required to undergo another medical examination for the remainder of his/her career. Some cities in Tennessee have physical ability programs for their employees.
City of Knoxville Police Department .
The Knoxville Police Department = s current physical fitness incentive program became effective in 1993. The program requires each police recruit to successfully pass a medical and physical fitness examination. All current police officers are required to undergo annual medical examinations and successfully pass a physical qualification test (PQT). Officers who are physically unable to participate in one or more portions of the (PQT) are required to complete an exemption form signed by a physician exempting the employee from one or more of the five part PQT. The exemption is only temporary, as every officer is required to pass the test in one calendar year. The PQT consists of:
1. 1.0 mile run or (*1 mile walk).
2. Arm Lift
3. Sit-ups
4. Sit and Reach
5. Arm Endurance
* Requires medical recommendation from the City Physician.
Each officer is expected to perform at the A average @ level for each individual test for his age group and sex. Each officer receives a Physical Fitness Conditioning Manual for their own use. The manual contains a twelve-week physical conditioning program. If followed, the officer should be able to achieve an A average @ level of fitness.
A physical fitness incentive award is a vital part of this program. Every three months the department will administer a physical qualification incentive test (PQIT). Any sworn officer interested will be given the opportunity to take the test, except those on restricted duty status or those deemed physically unable to perform the skills as certified by the City Physician. Those officers scoring 70% or higher will be given 10 hours leave time per quarter.
If an officer successfully completes the PQIT, for the incentive time twice during the calendar year, exclusive of in-service testing, the officer will be paid an incentive bonus of $5.00 for every incentive point scored above 80%. The top two incentive tests will be averaged and the bonus will be paid during the last quarter of the calendar year. The maximum amount is $100.00.
Physical examinations are give to assure that all police officers are in compliance with the height/weight standards set forth in the Knoxville Police Department study conducted by Advanced Research Resources Organization. The results of the study were to help improve the overall physical fitness of the department = s officers, contain health care costs, and provide the city with an organization fit to perform expected law enforcement services.
Under this program the department coordinates the development of sufficient base line data on all uniformed personnel. The base line data consists of height and present weight, frame size and recommended weight and is collected by the City Medical Services. All officers are provided with a summary of the personal data collected. All officers are placed in one of the categories as a result of the individual = s weight and height, and as described herein. All officers are expected to comply with the provisions of the program.
Weight Categories:
Category A B Those persons at or below their recommended weight. Officers in this category are required to report twice yearly, once during their birth month to Medical Services for their annual physical, and secondly, to the Training Section during the in-service training.
Category B B Those officers who are 10% or less above their recommended weight. Officers in this category will be required to lose at least 50% of the excess weight within one year. At the end of one year, the officer is required to report to Medical Services for a weight check. If the 50% loss has been accomplished, the officer will have an additional year to reach the recommended weight. If the 50% loss has NOT been accomplished, the officer will be placed into Category C. Any officer who disagrees with the need to lose weight may request a Body Composition Assessment from Medical Services.
Category C B Those officers who are more than 10% above their recommended weight. Officers in this category are required to report to the City Medical Services for assessment to determine the percentage of body fat. If the percentage of body fat is greater than 20% for men or 25% for women, such individuals will be required to report on a quarterly basis to Medical Services for a weight check. The individual = s progress or lack of progress in obtaining the recommended weight will be reported to the Training Section. The quarterly weight check is required until the officer is reclassified into either Category A or B. All officers in this category must reach their recommended weights in three years.
The department offers voluntary weight reduction classes for officers in Categories C and B. Weight reduction classes include a dietary survey, general nutrition information, identification of eating patterns, calorie needs, calorie reduction and behavior modification techniques. Additional individual counseling is also offered.
Failure to Comply. Officers in Category B who do not lose the 50% excess weight in the first year, are placed into Category C and will receive an oral reprimand. Officers in Category C who do not comply with the quarterly weight check receive a written reprimand after missing the first weight check appointment. Continued failure to comply leads to progressive disciplinary action. Officers in Category C are required to make acceptable progress toward reaching the recommended weights in a timely manner. Progress is evidenced by weight loss at each quarterly weight check. Acceptable progress is established by Medical Services on an individual basis.
Failure to show acceptable progress at the end of one year will result in the issuance of an oral reprimand. Failure to show acceptable progress at the end of two years will result in a written reprimand. Failure to reach the individual recommended weight at the end of three years will result in progressive disciplinary action as outlined in the Knoxville Police Department Disciplinary Procedures.
City of Tullahoma Police and Fire Departments
The Tullahoma Police and Fire Departments require a pre-employment medical examination. Firefighters are required to take the OSHA Respiratory Protection Standard, which measures the ability to use the respirator. Tullahoma firefighters undergo a test which simulates the job of a firefighter and also checks blood pressure, pulse, and respiration initially and after each section of the test. The physical test required of applicants, and annually of firefighters, is shown below:
Task 1: HOSE ROLL
Given two separate sections of hose, demonstrate two different hose rolls.
Task 2: HOSE CARRY (50 ft. length, 2-1/2 inch hose, 36 pounds)
Go to the hose section and slide the folded hose onto the preferred shoulder and carry the hose approximately 50 feet to the base of the ladder truck.
Task 3: LADDER CLIMB
Put safety belt on and proceed to climb the ladder and lock in at the top of the ladder.
Task 4: FORCIBLE ENTRY SIMULATION
Pick up maul and drive crosstie 15 feet across line. A firm grip and control is essential for both safety and successful completion of the task.
Task 5: SECOND WALK
Begin at the required starting point and walk the marked route to the next station. If the next station is reached before 100 seconds is up, remain at that station until the time has expired.
Task 6: DUMMY DRAG (5foot 5 inch 145 pound dummy, 45 feet)
Partially lift and grasp the dummy from the ground, being sure to use your lets to lift. Drag the dummy 45 feet to the marked line.
Task 7: LADDER RAISE (24 foot extension ladder)
Raise the ladder to the side of the building and climb onto the roof of the building.
Task 8: HOSE PULL
Grasp the rope which is attached to a length of hose. Pull the hose until coupling reaches the roof line. Upon successfully reaching the roof line, a monitor will indicate that the task has been completed.
The police department does not require annual medical or physical ability tests. The City of Tullahoma reimburses its police officers in the amount up to $125 annually, if the officer has a specific or general medical examination. The testing is not mandatory.
Town of Smyrna Police and Fire Departments
The Town of Smyrna does not have a physical fitness program that is limited to police and fire personnel. The city offers a comprehensive wellness program for all of its employees. The wellness program is called A A Progressive Incentive Program @ (PIP). Participation is voluntary, and the city provides facilities, equipment, and incentives to increase participation in the program. The program provides nutritional, fitness, and other information and provides incentives in prizes and cash bonuses for points earned through participation in the program.
A weakness in the Smyrna program is the level of employee participation. City staff estimates that only 40% of the firefighters utilize the program.
Brentwood Police and Fire Departments
The Brentwood Police Department requires a pre-employment physical examination and has developed a physical agility testing program that has not been fully implemented.
The Brentwood Fire Department requires a pre-employment physical examination and ability test. The department has instituted a semi-annual A combat test @ , which all firefighters are required to take. This test consists of climbing ladders, carrying equipment, and other job related tasks, while the fireman is in full gear. The firefighter must pass the semi-annual combat test to continue employment. Additional information about this program may be obtained from Brian Wilcox, Assistant City Manager, Brentwood.
Oak Ridge Police and Fire Departments
The Oak Ridge Police and Fire Departments give written tests to every person who submits an application for employment. Those scoring 70 or higher on the written test are invited to participate in a physical ability test. Testing is designed to screen a large number of applicants down to the number of officers actually needed. A job offer is conditioned on the applicant successfully passing a pre- employment medical and psychological examination. Subsequent to this two year process, police and firefighters are not required to undertake annual medical or physical ability testing.
Germantown Police and Fire Departments
The Germantown Police and Fire Departments require a pre-employment medical examination. The Fire Department requires a pre-employment physical ability test and then the employee is required to take an annual physical ability test that is job specific, that is the employee is required to show that he/she can perform tasks that are essential to the job. There is no differentiation for age or sex. Every firefighter must demonstrate the physical ability to do the job. The Fire Department has a certified fitness coordinator. Annual medical examinations are offered to firefighters through the city = s health insurance program. HAZMAT team members are required to take an annual medical examination. The City requires its firefighters to A work out @ at Germantown Center, a city owned recreation facility.
The Germantown Fire Department Physical Ability Test, shown below, is considered a model physical ability test.
Overview
TAKING THE PHYSICAL ABILITY TEST:
This pamphlet contains important facts about the Germantown Fire Department = s Physical Ability Test. Read it carefully to learn what the requirements are and what the test will be like. This test is a measure of your ability to do certain activities that are important to the job of a fire fighter and emergency medical responder. This does not require you to be trained as a fire fighter or emergency medical responder when you take the test.
PARTS OF THE TEST:
There are nine (9) events in the test. Each event is described on the following pages. The test is conducted as a full event with candidates moving from 1 station to the next without a rest period between each station, to simulate emergency operations. An overall time for the completion of the test will be taken (Note: No individual event times need be taken). Each station must be completed successfully before the candidate can proceed to the next station and a maximum time of 20 minutes will be permitted for the entire test.
WHAT YOU SHOULD WEAR OR BRING TO THE TEST:
Candidates should wear comfortable active working clothes. Sweat shirts, T-shirts, and rubber soled shoes, such as tennis shoes, or work boots are recommended apparel. Comfortable pants, such as jeans or sweat pants should be worn. Tight clothes should be avoided. Gloves may be used during the physical ability testing. Candidates will be provided a turnout coat (must be complete with liner), helmet and S.C.B.A. harness containing an air bottle, to wear during all stations. Candidates will don this gear, weighing approximately 45 lbs. Prior to starting the test. No food, drink, or tobacco products will be allowed in the classroom or at the drill area at any time.
HOW TO PREPARE TO TAKE THE PHYSICAL ABILITY TEST:
The best way to prepare for the test events is to be in the best general physical condition possible. General physical conditioning exercises that will increase your endurance, stamina and strength will be helpful. Some suggested general conditioning exercises might include running, swimming, climbing stairs, sit ups, push ups, weight lifting, etc.
TESTING:
Candidates will report to the Orientation Station. An overview and walk through of the test site will be given and any questions answered. Each candidate must sign a Hold Harmless Agreement before being permitted to participate in the Physical Ability Test. Candidates will wait at the Start until advised to begin by the Test Administrator. Gear will be issued to coandidates and they will be orally instructed to put it on prior to beginning the test. Running will not be permitted on the drill field. Only fast walking will be allowed. Running is defined as moving so quickly that both feet are simultaneously off the ground. Candidates may not be assisted during this test, such as by persons handing them items or holding onto them (except in an emergency). The total completion time will be taken upon completion of the last event. Upon completing the test candidates shall return to the Orientation Station until released by the Test Administrator.
Station #1: WEIGHT LIFT
Description: The candidate shall lift a 100 pound weight from the ground to a standing position between his/her waist and chest and hold for 30 seconds before returning it to the ground. Only the hands can be used to hold the weight, although the hands positioning on the weight is at the candidate = s discretion. The arms shall not be locked at the elbow in an upright position while holding the weight.
Station #2: LADDER RAISE
Description: A 16 ft. roof ladder, weighing approximately 35 lbs., will be positioned at a 90 degree angle (horizontal) to a building with the bottom of the ladder touching the building. The candidate will raise the ladder from a horizontal position on the ground to a vertical position by walking forward grasping consecutive rungs, without dropping or losing control of the ladder, against the building and then return the ladder, in similar fashion, to its original position on the ground.
Station #3: EQUIPMENT MOVE
Description: On the signal of A Go @ , the candidate will lift, remove and carry 3 fire department tools weighing between 25 and 75 lbs. Each from a fire engine storage compartment to a designated target area indicated on the ground 10 ft. away and then return it to the fire engine compartment in a similar arrangement and close the compartment door.
Station #4: HURST TOOL OPERATION
Description: The candidate will lift a Hurst Tool (or Phoenix; commonly known as the > Jaws of Life = ) spreader, weighing approximately 77 lbs., from the ground to waist height and fully open the spreaders and reclose them before returning the spreader to the ground. The candidate shall use arms and hands to hold and operate spreader without resting it upon body. The candidate must have full control over the unit and handle it steadily and smoothly. The spreader will be connected to the running Hurst (or Phoenix) power unit.
Station #5: AERIAL LADDER CLIMB
Description: The candidate will climb, ensuring that at least 1 foot and 1 hand touches each rung of the ladder, to the top of the 50 ft. telesquirt ladder fully extended at 60 degrees toward the rear of the telesquirt. Upon reaching the top, the candidate will touch the top rung (step) of the ladder and then descend the ladder to the ground floor. (Note: Quint ladder should be used with person going to top of second section).
Station #6: VENTILATION EVENT
Description: The candidate will lift a sledge hammer weighing 9 lbs. And position on a simulated (slanted) roof. The candidate will bring the hammer and his/her hands above his/her shoulder and in a chopping motion strike the mat in the target area. Both hands must be kept on the hammer and the hammer kept in full control. The candidate will repeat this procedure in a continuous motion without releasing the grip on the hammer, as quickly as possible and without pausing to rest. In order to make a correct stroke, the candidate must bring the sledge hammer and his/her hands above his/her shoulder, bringing the hammer to a completely vertical position, prior to striking the mat in the target area. A total number of 35 correct strokes must be hit within the target area.
Station #7: TOWER EVENT
Description: The candidate shall pick up a standpipe pack consisting of 100 ft. of 1-1/2" hose strapped in folds of about 5 ft. in length. The candidate will enter the hose tower carrying a standpipe pack consisting of 100 ft. of 1-1/2" hose and climb up the spiral stairway as rapidly and safely as possible. The candidate will lay the standpipe pack on the ground at third floor (second landing) and proceed up. Upon reaching the fourth (top) floor, the candidate will hoist a section of 2-1/2" hose with nozzle from the ground using a rope which has been tied off to the nozzle and placed through the window. A hose roller will be available to allow the candidate the option of pulling the rope or hoisting it. The candidate shall raise the hose to the point that the candidate can grasp the nozzle. The hose will then be smoothly returned to the ground. The candidate will then descend a 35 ft. extension ladder that has been extended to and secured at the fourth floor window of the hose tower. The candidate must assure that at least one (1) foot touches each step of the stairs and that at least one (1) foot and one (1) hand touches each rung (step) of the ladder during ascending and descending. The event will be complete upon reaching the ground level. (Note: Candidates no longer have to return to the start point.)
Station #8: VICTIM DRAG
Description: The candidate shall drag a > victim = , weighing approximately 200 lbs., 100 ft. without stopping or pausing to rest.
Station #9: HOSE DRAG
Description: A 100 ft. section of 1-1/2" hose charged with water, connected to a hydrant will be completely stretched out so that the nozzle is approximately 100' from the hydrant. The candidate will be required to pick up the hoseline at the nozzle and move it completely past the hydrant and extend it the full opposite direction, placing it approximately 100' on the other side of the hydrant, resulting in a total drag of approximately 200'.
GERMANTOWN FIRE DEPARTMENT
PHYSICAL ABILITY TEST
Candidate Score Sheet
CANDIDATE:_______________________________ DATE:__________________________
START TIME:___________FINISH TIME___________TOTAL TIME:____Min._____Sec.
EVENT PASS/FAIL
#1 Weight Lift PASS/FAIL
#2 Ladder Raise PASS/FAIL
#3 Equipment move PASS/FAIL
#4 Hurst/Phoenix Tool PASS/FAIL
#5 Ladder Climb PASS/FAIL
#6 Ventilation Event PASS/FAIL
#7 Tower Event PASS/FAIL
#8 Victim Drag PASS/FAIL
#9 Hose Drag PASS/FAIL
CANDIDATE OVERALL PASSES / FAILS. _________________________
(Circle) Administrator
COMMENTS:__________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________
The City of Germantown has a video of it physical testing program. For further information contact John Selberg, Assistant Fire Chief, E-mail: JSELBERG@ci.germantown.tn.us
Telephone: 901-757-7279.
Recommended Medical and Physical Fitness Test
Cities should develop a medical and physical fitness testing program to better serve the public safety needs of their citizens and protect the lives of police and fire fighters. Participation in the program should be mandatory for public safety officers where an elevated physical ability level is a necessity. Just as physical ability testing should be related to performing the job task, a medical examination should also be conducted in such a way that the examiner can express an opinion as to the employee = s ability to perform the essential functions of the job. It would not be acceptable to give an applicant or employee a failing score simply because they might have some physical condition. The condition must be such that the applicant or employee cannot perform the essential job tasks. Testing should be developed in accordance with the following procedures:
1. Determine what physical ability or other testing would be required to determine the officers ability to perform this job task. It would also include visual and hearing tests necessary for a fire or police officer to perform their jobs.
2. Require pre-employment medical examinations as well as annual medical examinations.
3. A medical examination must be conducted prior to any physical ability test. The city should request a release from liability from the employee who is taking the physical ability test, in the event that the employee has problems while taking the test.
4. The city should take full advantage of existing city recreation facilities, such as a community center, in developing and conducting the program.
5. The program should not establish physical requirements by sex or by age, as is sometimes done. If the study reveals that a police officer must be able to drag a 150 pound dummy in order to do the job, both male and female should be able to do this. A fifty year old police officer should be able to drag the 150 pound, as would a 25 year old. There should be no differentiation for age. |