ILLINOIS FIRE CHIEFS ASSOCIATION
Dedicated to excellence in the Fire Service
Chief Terry Mastandrea (Retired) – PEAS Director Office Phone: 847-550-0914
1174 Tracie Drive, Lake Zurich, IL 60047
terrym@illinoisfirechiefs.org
Cell Phone: 847-732-4709
ILLINOIS FIRE CHIEFS ASSOCIATION’S
PROMOTIONAL EVALUATION & ASSESSMENT SERVICE
Selecting the right person for promotion is always a difficult process. Reliance on past performance and
one or two testing processes may not result in the selection of the BEST person for promotion. The
Assessment Center process conducted by the Illinois Fire Chiefs Promotional Evaluation and Assessment
Service can assist Fire Chiefs and Fire Commissioners in the promotional procedure by providing insight
into a person’s ability to perform in the new position.
An Assessment Center is based on a thorough analysis of actual job behavior translated into a series of
simulated job-related scenarios where candidates for promotion are observed and graded by assessors
who evaluate performance during the exercises. The value of Assessment Centers, borne out by years of
research and countless exercises, is their PREDICTIVE ABILITY. That is, the ultimate success or failure of
a candidate for promotion has a high probability of correlation with how well the candidate performed in the
Assessment Center.
Another important value of an Assessment Center is that the promotional candidates participating in the
process invariably feel that the process is fair, job related and equitable. This important aspect of a
promotional process is often overlooked. Promotional candidates who feel good about the process are less
likely to complain about their ranking and the process. One of our strongest assets is that we
customize your Assessment Center so that its exercises are based on the actual policies and
practices of your Fire Department.
The Illinois Fire Chiefs Promotional Evaluation and Assessment Service was organized in 1975 to assist
fire departments and fire protection districts in the selection of personnel for supervisory positions from the
rank of Engineer through Fire Chief, utilizing the Assessment Center type methodology. Our Assessment
Center processes are fully compliant with the Promotions Bill.
So is it worth the time, effort and cost? Most people agree that no cost, time or effort should be spared to
select the right person for promotion since you are most likely stuck with your selection forever! However
the bottom line is that cost considerations must be taken into account which is why the Illinois Fire Chiefs
Association formed the Promotional Evaluation and Assessment Service to provide a reasonable cost
alternative to promotional Assessment Centers.
On the next several pages is information on the various promotional test plans describing the types of
exercises and the cost per candidate, depending on the number of exercises you select? Each exercise is
observed, evaluated and scored by at least three assessors. Typically, using four recommended
exercises, we would conduct your Assessment Center in one day using from three to six, or more,
Assessors, depending on the number of candidates. For the rank of Lieutenant we recommend four
exercises; Group Problem Solving Exercise, Writing Exercise (tied to the Group Exercise), Problem
Employee Exercise and a Tactical Exercise. For the ranks above Lieutenant we also recommend four
exercises; Leaderless Group Problem Solving Exercise, Writing Exercise (tied to the Group Exercise),
Problem Employee Exercise and a Tactical Exercise and/or Structured Oral Exercise.
We recommend you take advantage of an in-house Training Workshop for all the candidates prior to the
Assessment Center. The workshops will give the candidates an overview of the exercises they will be
participating in for the Assessment Center, as well as opportunities to practice sample exercises. We offer
a four hour Training Workshop or an eight hour Training Workshop. By choosing the eight hour Training
Workshop candidates will have more opportunities to practice sample exercises. Assessors that are
instructors for the Training Workshops do not participate in the Assessment Center.
We can also meet with the Commissioners/decision makers to discuss the candidates’ strengths
and weaknesses. If you choose this option it must be conducted immediately after the conclusion of the
Assessment Center. Finally, we offer the opportunity to meet with candidates, one on one, to discuss
the process and their strengths and weaknesses. This has proven to be a very valuable, and extremely
popular, tool for growth of the individual candidates.
To help develop your testing procedures the following information is needed in most cases; job description
for the position being filled; fire department organizational chart; drug and alcohol policy; sexual
harassment policy; discipline policy; sick leave policy; SOG’s related to the tactical exercise.
Further inquiries may be directed to:
Chief Terry Mastandrea, Ret.
Illinois Fire Chiefs Association, Promotional Evaluation & Assessment Service Director
E-mail: terrym@illinoisfirechiefs.org
CELL PHONE: 847-732-4709 (Best method for phone contact)
Phone/Fax:
847-550-0914
Page 2 of 9
Illinois Fire Chiefs Association’s
Promotional Evaluation & Assessment Service
CONDUCTING PROMOTIONAL EXAMINATIONS USING ASSESSMENT CENTER
TYPE METHODOLOGY FOR FIRE DEPARTMENT SUPERVISORY POSITIONS
Listed below are nine promotional test processes. Select the plan most suitable and beneficial to your needs.
The Assessors will be Chief Fire Officers, or recently retired Chief Fire Officers, trained in observation skills and
Assessment Center techniques. Public Act 95-956, effective on August 29, 2008, provided new requirements
relative to the use of an “assessment center” in the promotional process (50 ILCS 742/50). Effective January 1,
2010, only individuals who are certified in accordance with the provisions approved by the Office of the State Fire
Marshal may be employed to grade candidates participating in the assessment center testing process. All our
assessors are certified with the Office of the State Fire Marshal.
Exercise A
In-Basket Exercise
Dimensions: Decision making skills, Organization and planning, Perception and analytical ability, Sensitivity,
Decisiveness, Oral communications, Poise, Energy, Delegation and Adaptability.
Approximate Time Per Candidate: 20 Minutes
Description: Candidate is told he has been promoted to a higher level management position. His
predecessor has left much material in his in-basket, such as memos, letters and reports of varying importance.
Given approximately one hour the Candidate must deal with in-basket contents. He must write down every
action he would take including notes, letters, and conference agenda and phone calls. Following the written
portion of the exercise the Candidate is interviewed by the Assessors to determine his decisions, the reasons
for his decisions and other related information.
Exercise B Structured Oral Interview
Dimensions: The structured interview is to assess both attitudinal and background information on the
Candidate.
Approximate Time Per Candidate: 30 Minutes
Description: Candidate may be questioned in the following areas:

Fire Service in general

Local department rules, regulations, ordinance and operating procedures

Candidate’s desire to become a manager

Candidate’s view of management functions
Page 3 of 9
Exercise C
Writing Exercise
Dimensions: Conforms with assigned objectives and group consensus, Presents problems and solutions,
Writes completely and accurately, Logical order and Format.
Approximate Time Per Candidate: 60 Minutes
Description: This exercise is given to evaluate the Candidate’s written communication skills utilizing memos,
letters, etc. or a narrative format. Often, the Writing Exercise is used in conjunction with another Assessment
Center Exercise for more realism and relativity.
Exercise D
Tactical Exercise
Dimensions: Knowledge of common fire ground practices, Knowledge of standard operating procedures,
Critical thinking, Problem solving techniques, Problem-solving, Judgment, Adaptability, Perception, Leadership,
Interpersonal skills and Delegation.
Approximate Time Per Candidate: 30 Minutes
Description: This exercise is a simulated incident in the community that may occur during officer’s tour of
duty. The Candidate is given a fire situation in his community. The Candidate is evaluated on the decisions he
makes during this simulated emergency incident.
Exercise E
Presentation Exercise
Dimensions: Ability to plan and organize their presentation, Written and oral communication skills, Problem
analysis and Presentation skills.
Approximate Time Per Candidate: 30 Minutes
Description: This exercise requires the Candidate to prepare an outline and then give a presentation before a
group (the Assessors). A wide range of topics, both traditional and current, are used to evaluate the
Candidate’s public speaking ability based on a limited preparation time.
Exercise F
Group Exercise
Dimensions: Communications, Problem Analysis, Planning, Organization, Leadership, Sensitivity, Decision
Making, Decisiveness, Development of Subordinates, Imitative, Listening and Persuasiveness.
Approximate Time Per Candidate: 60 Minutes
Exercise F.1 Problem Solving Group
Description: This exercise is designed for first level supervisors. Candidates work in a small group utilizing
their oral and writing skills to arrive at a solution to a problem and justify their position.
Exercise F.2 Leaderless Group
Description: This exercise is designed for middle and top management positions. The Candidates are
required to work together in a group (of 4 to 8); to reach a consensus with very limited information and limited
direction. The exercise is used to evaluate the individual’s ability to establish and work with informal leadership
roles while making decisions and solving problems.
Page 4 of 9
Exercise G
Problem Employee Exercises
Dimensions: Communications, Problem Analysis, Planning, Organization, Leadership, Sensitivity, Decision
Making, Decisiveness, Development of Subordinates, Interpersonal relations and Description and development
of an action plan.
Approximate Time Per Candidate: 30 Minutes
Exercise G.1 Employee Interview Simulation
Description: The exercise is based on several simulated situations that would require the Candidate to
conduct a one-on-one interview with an employee (an Assessor). Situations include employee counseling, a
superior/subordinate interview, a problem employee scenario and other similar situations.
The Employee Interview Simulation Exercise most often will deal with some type of a disciplinary or deficient
performance problem. However, other scenarios such as interviews with dissatisfied citizens, grievance
situations, or almost any other type of one-on-one situation encountered on the job.
Exercise G.2 Fact Finding and Decision-Making
Page 5 of 9
PROPOSED RATES & CHARGES
Plan #5
Administer any five of the processes:
5a.
Assessment Center (scores only) = $730.00/candidate
(Minimum charge $1,660)(3 or fewer candidates’ $830/candidate)
5b
Assessment Center and a meeting with decision makers to discuss
candidates’ strengths/weaknesses = $830.00/candidate*
(Minimum charge $1,860)(3 or fewer candidates’ $930/candidate)
5c.
Meeting with candidates to discuss process/strengths/weaknesses =
$200/candidate for 1 ¼ hours**
5d.
4 hour Training Workshop = $500.00
5e.
8 hour Training Workshop = $1,000.00
Plan #4
Administer any four of the processes (RECOMMENDED):
4a.
Assessment Center (scores only) = $660.00/candidate
(Minimum charge $1,520)(3 or fewer candidates’ $760/candidate)
4b
Assessment Center and a meeting with decision makers to discuss
candidates’ strengths/weaknesses = $760.00/candidate*
(Minimum charge $1,720)(3 or fewer candidates’ $860/candidate)
4c.
Meeting with candidates to discuss process/strengths/weaknesses =
$180/candidate for 1 hour**
4d.
4 hour Training Workshop = $500.00
4e.
8 hour Training Workshop = $1,000.00
Plan #3
Administer any three of the processes:
3a.
Assessment Center (scores only) = $560.00/candidate
(Minimum charge $1,320)(3 or fewer candidates’ $660/candidate)
3b
Assessment Center and a meeting with decision makers to discuss
candidates’ strengths/weaknesses = $660.00/candidate*
(Minimum charge $1,520)(3 or fewer candidates’ $760/candidate)
3c.
Meeting with candidates to discuss process/strengths/weaknesses =
$145/candidate for ¾ hour**
3d.
4 hour Training Workshop = $500.00
3e.
8 hour Training Workshop = $1,000.00
Plan #2
Administer any two of the processes:
2a.
Assessment Center (scores only) = $500.00/candidate
(Minimum charge $1,320)(3 or fewer candidates’ $660/candidate)
2b
Assessment Center and a meeting with decision makers to discuss
candidates’ strengths/weaknesses = $600.00/candidate*
(Minimum charge $1,520)(3 or fewer candidates’ $700/candidate)
2c.
Meeting with candidates to discuss process/strengths/weaknesses =
$130/candidate for 1/2 hour**
2d.
2 hour Training Workshop = $250.00
2e.
4 hour Training Workshop = $500.00
Page 6 of 9
Plan #1
Administer any one of the processes:
1a.
Assessment Center (scores only) = $345.00/candidate
(Minimum charge $1,000)(3 or fewer candidates’ $500/candidate)
1b
Assessment Center and a meeting with decision makers to discuss
candidates’ strengths/weaknesses = $445.00/candidate*
(Minimum charge $1,090)(3 or fewer candidates’ $545/candidate)
1c.
Meeting with candidates to discuss process/strengths/weaknesses =
$110/candidate for ¼ hour**
1d.
2 hour Training Workshop = $250.00
1e.
4 hour Training Workshop = $500.00
* This rate applies when meeting is scheduled immediately after the Assessment Center process is
completed. Additional charges and conditions apply when the meeting is not in conjunction with the
Assessment Center.
** This rate applies when meetings are scheduled within one week after the Assessment Center process is
completed. Additional charges and conditions may apply when the meeting is not in within one week of the
Assessment Center.
ADDITIONAL/PROVIDED:
1.
2.
3.
4.
5.
6.
Minimum of three Assessors when three or more candidates participate.
Department head process $50.00 extra per Candidate.
Travel time, food and lodging expenses would be in addition to the proposed fees for the plan
selected.
$150 per candidate for additional processes above Plan #5
Depending on the type and number of processes an additional administrative charge for
preparation may apply.
Candidate cancellations within 24 hours of Assessment Center will be charged full rate.
Page 7 of 9
100-QUESTION WRITTEN TEST.
STUDY GUIDES ARE NOT TYPICALLY USED IN OUR TESTING.
While our tests are predominantly True/False, We do have the ability to develop multiple choice questions if
the jurisdictions desire at a slightly higher per question cost. Many of the questions are interpretative
questions that require an understanding of the topic to answer correctly, not just a passage from the book
asking if it is True or False.
The fee for a 100 question true/false Written Test would be based on the following schedule:
Test booklets (includes set-up fee and answer sheets)
$ 20.00 each
Questions:
Standard True/False questions from IFCA resource library
$ 10.00 each
Standard Multiple Choice questions from IFCA library
$ 12.00 each
Specialized textbooks/publications
$ 40.00 each
Local source questions
$ 40.00 each
Test administration by IFCA
$ 650.00
Meeting with participants to review test on same day as test
$ no charge
Meeting with participants to review test after date of test
$ 500.00
Minimum testing preparation fee (test booklets & questions)
$ 1,000.00
Assessor travel expenses quoted as “not to exceed” based on jurisdiction $ see below
Based on your request for a quote, based on 5 candidates, the fee would be:
100 STANDARD QUESTIONS
5 PARTICIPANTS using 100 standard questions
Test booklets = $20 x 5 participants =
Test administration (by IFCA only) =
Standard questions = $10 x 100 questions =
TOTAL
Travel expenses will not exceed $165.00.
$ 100.00
650.00
1,000.00
$1,750.00
If you choose to use any local materials (contract, SOG’s, Rules, etc.) the following is an example of
the fee:
75 STANDARD QUESTIONS & 25 LOCAL QUESTIONS EXAMPLE
5 PARTICIPANTS (75 STANDARD & 25 LOCAL questions)
Test booklets = $20 x 5 participants =
Test administration (by IFCA only) =
Standard questions = $10 x 75 questions =
Local questions = $40 x 25 questions =
TOTAL
Travel expenses will not exceed $165.00.
$ 100.00
650.00
750.00
1,000.00
$ 2,500.00
Page 8 of 9
Written Test Resource Selection
The IFCA Promotional Evaluation & Assessment Service Written Tests are based on information available
in the following and current library resource books:
CURRENT
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
“LEARNING TO LEAD – A Workbook on Becoming a Leader”, by Warren Bennis and Joan
Goldsmith, copyright 2010
“The One Minute Manager”, by Ken Blanchard and Spencer Johnson - copyright 2003
“Safety and Survival on the Fireground” by Vincent Dunn, copyright 1992
“Command & Control of Fires & Emergencies” by Vincent Dunn, copyright 2006
“Strategy of Firefighting” by Vincent Dunn, copyright 2007
IFSTA: “Fire & Emergency Service Company Officer”, Fourth Edition, copyright 2007
“Fire Officer Principles and Practices”, by Jones and Bartlett Publishers, Inc. and the National
Fire Protection Association, copyright 2006
“Firefighters Handbook: Essentials of Firefighting and Emergency Response”, Thomas
Delmar Learning, copyright 2000.
“Management in the Fire Service” 4th Edition, Harry Carter and Edwin Rausch, NFPA,
copyright 2008.
“Fire Department Incident Safety Officer”, David W. Dobson, 2nd Edition, Thomson Delmar
Learning, copyright 2007.
“Fire Officers Handbook of Tactics”, Third Edition, John Norman, copyright 2005
“Building Construction For the Fire Service”, Francis Brannigan.
IFSTA “Building Construction Related to the Fire Service, 3rd Edition, copyright 2010
“The Trust Edge” by David Horsager, copyright 2009
Non-standard local questions. Examples of local questions would be a labor agreement, fire
department rules and regulations, fire department policies and procedures, or any other fire related
book you would choose that is not on our list of standard sources. Obviously, the more local
sources you include the more localized the test becomes.
Our Written Exams are developed by a third party test writer partnering with the Illinois Fire Chiefs Association
Promotional Evaluation & Assessment Service.
Further inquiries may be directed to:
Chief Terry Mastandrea, Ret.
Illinois Fire Chiefs Association, Promotional Evaluation & Assessment Service Director
E-mail: terrym@illinoisfirechiefs.org
CELL PHONE: 847-732-4709 (Best method for phone contact)
Phone/Fax:
847-550-0914
Page 9 of 9