[IPAC-List] physical agility testing

[Deonda.Scott at CityofOrlando.net]

Paul,

I have developed physical ability tests (PATs) for both certified and 
non-certified firefighters. If they are certified, they have the training 
and I can rate on skill and use points and ranking.  When candidates are 
not yet certified, the tasks are modified to ensure we are assessing the 
minimum physical ability required (that would not be improved with 
training on technique) and each event is pass/fail with no subsequent 
scoring. 

Of course, most physical ability tests have adverse impact against women 
and minority groups who tend to have smaller than average frames. If I 
understand your situation, you may want to consider whether a briefing 
will be sufficient to justify scoring. Women firefighters can learn 
techniques to improve their ability to rescue an unconscious person. It 
takes practice but not so much as to justify eliminating them. If these 
are skills that anyone with enough strength or stamina can perform within 
a short training period on the job, then pass/fail would be the best 
scoring methodology.   When the ability learning curve would be relatively 
short, you aren't supposed to include testing for the ability as part of 
your selection procedure according the Uniform Guidelines if doing so 
might result in adverse impact.

Hope that helps! 
 
Déonda Scott
Employment, Assessment and Development Manager
City of Orlando
400 S. Orange Ave.
Orlando, Florida   32802-4990
Phone: (407)246-2061 Fax: (407)246-2019

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From:
"Pluta, Paul" <ppluta at hr.lacounty.gov>
To:
<IPAC-List at ipacweb.org>
Date:
05/21/2009 03:53 PM
Subject:
Re: [IPAC-List] physical agility testing
Sent by:
ipac-list-bounces at ipacweb.org



Has anyone used a physical agility test (PAT) where it was pass/fail
based on time and then scored based on performance of the individual
tasks for those who 'pass'?  Is there a literature out there that shows
support, or lack thereof, for this method?  I am working on a selection
battery for a Laborer.  Although there is a written test and structured
interview, the job is very physical and, because of the number of
physical abilities identified in the job analysis study, I believe the
PAT will account for more variability in job performance than the other
two test components.  Hence, I would like to have some way of ranking
the candidates according to their demonstration of these abilities
during the PAT

My plan is to have the candidates perform multiple work exercises as a
single test circuit within a specified minimum time period.  Candidates
will receive a briefing prior to the test on the proper techniques for
performing each task and a bit on the safety issues pertinent to each
task.  Each candidate will be rated at each station on his/her
application of proper technique and observance of safe work practices.
These ratings will be combined and a final score will be derived for
those who complete the circuit within the specified time limit.  This
will allow me to fit the test into the overall weighting scheme and, I
believe, capture more of the variability in candidates' ability to
perform the work. 

We used to have a saying when I worked for a living..."If you're making
it look hard, you're doing it wrong."  Because doing things 'wrong' can
cause unnecessary physical strain when performing arduous physical tasks
day in and day out, it is both a safety and a long-term performance
issue.  Any feedback on this topic will be greatly appreciated.

Paul E. Pluta, ABD, SPHR
Human Resources Analyst III
Los Angeles County Department of Human Resources
Workforce Planning, Test Research, & Appeals Division
3333 Wilshire Boulevard, Suite 350
Los Angeles, CA  90010
Telephone: (213) 738-2021
Fax: (213) 380-3683
Email: ppluta at hr.lacounty.gov

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Florida has a very broad public records law. As a result, any written 
communication created or received by City of Orlando officials and 
employees will be made available to the public and media, upon request, 
unless otherwise exempt. Under Florida law, email addresses are public 
records. If you do not want your email address released in response to a 
public records request, do not send electronic mail to this office. 
Instead, contact our office by phone or in writing.