The goal of this policy is to institutionalize an ethical and defendable hiring process which reflects the diversity of our community that ensures the best, most qualified/suitable candidates are hired for the position of Cadet Firefighter. Most of the hiring practices contained herein have been utilized successfully since 2010.
Firefighter Hiring Contents
The Albuquerque Fire Departments greatest asset is its workforce, whether uniform or civilian staff, and in order to be successful, it is critical that we hire the most qualified/suitable candidates we can find for the position of cadet-firefighter and other critical support positions.
AFD has an obligation to our community to maintain a highly effective and disciplined workforce that reflects the diverse character of our community.Our success is dependent on administering a hiring process that reflects high organizational standards, has a high level of professional integrity, and is absent of political influences.
The Albuquerque Fire Department members are dedicated to providing total quality service to enhance the lives of those in our community. We will save lives, protect property and the environment with emphasis on firefighter safety and survival.
- Integrity (Honest, Trustworthy, Reliable, Accountable)
- Physical Fitness (Ability to perform the physical tasks)
- Communication (People skills, Articulate, Respectful, Friendly, Courteous, Kind)
- Flexibility/Adaptability (Work under stress, Compromising, Adapt and overcome)
- Dedication (Loyalty, Passion, Pride, Heart, Desire, Drive, Competence, Work ethic)
- Team Player
- Mechanical Aptitude (Technical Problem Solving)
- Public Image
- Responsibility (ability to act without supervision)
- Accountability (holding oneself accountable for their actions)
- Respect (to feel or show regard)
- Self- Discipline (self-control)
- Tolerance (Understanding, Compassion, Level headed)
- Self-Sacrifice (Courageous, Giving)
To be eligible for the Albuquerque Fire Department, applicants must be at least
- 21-years-old by the end of open enrollment
- High school diploma or GED
- U.S Citizen or Legal Resident
- Possess a current, valid, and permanent State of New Mexico Emergency Medical Technician (EMT) license at the basic level-or higher-as a minimum requirement by the close of open enrollment
Applicants are required to submit an online application at www.cabq.gov/fire during open enrollment. Open enrollment held at the beginning of each calendar year, and open enrollment dates are advertised in the Sunday edition of The Albuquerque Journal in January. The completed application is reviewed for completeness and verification of eligibility requirements.
Applicants are required to have proper government issued identification and current EMS license on their person when checking in to all scheduled testing sessions. Applicants must be on time for each testing session. Applicants that are late or do not have the proper identification will not be admitted for testing.
If accepted, the applicant is notified and scheduled for the following:
- Written examination
- Pack Test
- Candidate Physical Ability Test (CPAT)
- Oral Interview
- Fire Chief Selection Committee consisting of Deputy Chiefs and the Training Division Commander
The written examination is designed to measure the skills and abilities needed to succeed as a firefighter. The written examination consists of 100 multiple choice questions. Skills and abilities measured include listening comprehension, mathematics, mechanical reasoning, language mechanics and reading comprehension
The Albuquerque Fire Department has adopted the Pack test as a physical ability component in the hiring process. Candidates must successfully complete the Pack Test at the arduous level. The Pack Test Sheet provides a detailed description of the test and training. When an applicant passes the Pack Test, he/she is scheduled for the CPAT process.
The Albuquerque Fire Department has adopted the Candidate Physical Ability Test (CPAT) as a physical agility component in the hiring process. Testing is for candidates for hire only.
Firefighting requires above average aerobic and anaerobic capacity, muscular endurance and strength, and flexibility. The test is designed to identify individuals who have the physical attributes to perform the job of a firefighter. The Orientation Guide provides a detailed description of the course and explains the Pass/Fail scoring system.
Candidate Physical Ability Test Orientation
As part of the Selection process the Albuquerque Fire Department will offer a CPAT orientation. The Orientation class includes:
- Information about the physical and mental rigors of the firefighter profession
- Discussion of basic exercise concepts
- Specific CPAT physical training tips
- CPAT video that describes and demonstrates each test task
CPAT Preparation Guide & Orientation Guide
The CPAT Orientation Guide provides a detailed description of the course and explains the Pass/Fail scoring system. The CPAT Preparation Guide provides information about basic exercise concepts, specific flexibility, aerobic, and strength training exercises. It will also show you how to design your own exercise program and how to practice some of the events at home. Both the CPAT Preparation Guide and Orientation Guide are given to candidates at the CPAT Orientation.
The CPAT tests a candidate to determine whether he/she is physically qualified to perform the job of a firefighter. The test consists of eight separate job related physical tasks performed in a continuous sequence. All candidates must successfully pass the CPAT test for consideration of employment with the Albuquerque Fire Department.
The required job skills of modern firefighters are complex and rigorous. Firefighting is one of the most physically demanding jobs in the country, and it requires high levels of cardiopulmonary endurance, muscular strength, and muscular endurance.
The CPAT workshops will afford candidates the opportunity to view test events, talk with instructors, and physically examine each test component in a controlled setting.
Candidates will be allowed to practice and train in each specific activity. In most instances, training in each task proves the most effective means of success in the event. Candidates are also provided two opportunities to participate in a CPAT timed practice test.
Participants will be required to sign an injury waiver prior to their participation in any workshop or timed practice test.
Candidates will have the opportunity to demonstrate their personal qualifications, training, experience, attitude, and personal attributes. The structured oral interview panel consists of two AFD Company or Command Officers and one non-sworn City employee.
Once all candidates have passed all phases of AFD's hiring process, the candidates names are placed into priority order based on the average score of the written examination, structured oral interview, and points provided for 9 measurable considerations. Placement order is a preliminary point for hiring consideration and 6 other considerations are applied that are used to determine which candidates to hire for the position of cadet fire fighter.
The 15 considerations are as follows:
- Average score of written test and oral interview
- Military Service and type of discharge
- Work history
- EMS experience/licensure level
- Fire service experience
- College degrees
- Professional licenses, certifications and training
- The number of times in the AFD hiring process
- Community Service
- Personal interactions with AFD staff
- Letters of Recommendations
- Legacy Consideration
- Review of the candidates application questionnaire
- Driving While Intoxicated - An applicant will be disqualified if he/she has had a conviction or any admittance of guilt for driving under the influence of alcohol within the last 5 years or have committed multiple DWIs within the last 10 years whether from an administrative sanction by the Motor Vehicle Department, a criminal conviction or any admittance of guilt or by military disciplinary action.
- Drivers License - Applicants must possess a valid drivers license and out-of-state applicants must obtain a New Mexico drivers license within 30 days of being hired.
- Driving History - An applicant must not have a noticeable pattern of traffic arrests, citations and/or convictions within the last 3 years. Stop sign violations, red light violations, reckless driving, speeding, parking tickets and careless driving are just a few examples of traffic violations that could disqualify an applicant if he/she has developed a pattern.
- Illegal Drug Usage - An applicant must not have used any illegal drug that would amount to a misdemeanor crime if found in possession within the last 3 years. Also, an applicant must not have a noticeable pattern of illegal drug usage at any time in their background, not necessarily just within the last 3 years.
*Exception: an applicant must not have used marijuana within the last two years. An applicant must not have used an illegal drug which would amount to a felony crime if found in possession within the last 5 years.
- Employment History - An applicant must not have a history of unsatisfactory employment.
- Financial History - An applicant must not have a history or chronic recurring financial problems indicating an unwillingness or inability to live within his/her financial means. An applicant who has filed for bankruptcy will not necessarily disqualify an applicant. An applicant cannot be in collections for $500 or more.
- Dishonesty - An applicant must not intentionally or unintentionally omit facts during any part of the background investigation.
- Personal Integrity - An applicant must not have committed any act(s) in their background that would indicate a lack of personal integrity or morality on the part of the applicant.
- Criminal History - An applicant must not have committed any misdemeanor violation within the last 3 years. A misdemeanor violation that an applicant did commit in his/her past, but not within the past 3 years, will be looked at on a case-by-case basis. A felony conviction will automatically disqualify an applicant. An applicant cannot have been convicted of Domestic Violence.
- Military Service - An applicant must have had an honorable discharge or a general discharge under honorable conditions.
In accordance with City Personnel Rules and Regulations Section 311.2 Employment of Relatives City employees may not directly supervise, control or influence the work or employment status of a relative or the affairs of the organizational unit in which the relative is employed.
AFD recognizes and honors the family tradition of joining the firefighting profession by providing due consideration in the hiring process. Candidates with legacy ties to AFD must still be competitive in the hiring process.