Selection Process

The Joint Regional Firefighter recruitment process is a comprehensive multi-stepped competitive, fair and equitable process that results in the most suitable candidates being offered employment. You must be successful at one step in order to move on to the next. It is your responsibility to address all the requirements, meet deadlines, and be available to attend scheduled assessment dates.

Recruiting timelines

This process usually takes six months to complete with the following phases:

Please note that all dates are subject to change.

Fees

Our application testing procedures run on a cost-recovery basis. If a fee is associated with a process step, it is noted below.

Step 1 - Application

On-line applications will only be accepted during a recruitment campaign (January 16 to February 19, 2019). Please note: all applicant information including resumes, testing results, etc., will be shared and viewed by all departments in the joint regional recruitment campaign.

Applications for the current recruit are ONLY being accepted via on-line application at the City of St. Albert Career page www.stalbert.ca/employment

No paper, fax or in-person applications will be accepted. The Regional Information Sharing Consent Form must be submitted along with your resume and cover letter. This document must be signed by the applicant and uploaded along with your resume otherwise it will not be considered for this recruitment.

Fire Services and Human Resources representatives from each department will review applications and a score is then determined based on an applicant’s education, qualifications, training, and work experience. If minimum qualifications have not been demonstrated, the application will not receive further consideration.

Applications will be evaluated to ensure the following requirements and qualifications have been met before the candidate advances to the next step:

Minimum Qualifications

You must meet the following minimum qualifications on the date you submit your application.

One of the following is required:

In addition to one of the qualifications listed above, you must meet the following mandatory conditions of employment:

The following qualifications are preferred, but not mandatory:

Certified Advanced Care Paramedics will receive training for NFPA 1001. Dependent on which department hires, successful applicants that have their PCP and NFPA 1001 will be given training to become a certified Advanced Care Paramedic. 

Please note: supporting documentation is not required at the time of application unless otherwise specified.

The following attributes would be considered an asset:

Please refer to this PDF for disqualifying medical conditions.

Although these documents are not required when you initially apply, applicants who are shortlisted may be asked to produce them in a very limited timeframe. We highly encourage you to begin acquiring copies of these documents as soon as possible.

Documents required

We will review your application and you be advised by email ONLY if you are moving to the next step. Candidates who do not meet the requirements will not advance to the next step. You will not be contacted if you are not selected to move to the next step.

Step 2 – Pre-employment Firefighter Physical Fitness Assessments

The first phase of the selection process each applicant is required to complete is the Firefighter Physical Fitness test that measure a firefighter candidate's minimal physical fitness level and ability to perform essential tasks at emergency scenes. The University of Alberta's Faculty of Kinesiology, Sport and Recreation administers this test.

This portion of the recruitment process is paid for by the candidate. The cost of the testing must be paid in full when booking your appointment to secure your testing time. The cost of the fitness test is $367.50 ($350.00+GST).

If you have completed the University of Alberta’s Firefighter Fitness Test since September 2018, the results from that test will be accepted.

Please visit the University of Alberta Firefighter Fitness Testing webpage as it contains a wealth of information, including a general information package and contact information: https://www.ualberta.ca/kinesiology-sport-recreation/research/centres-and-units/firefighter-fitness-testing

Following the test, you will be advised by email if you are, or are not, being invited to move to the next phase of the recruitment process.

Step 3 - Mechanical Reasoning Testing

If selected to continue in the recruitment process you will be invited to write a mechanical reasoning test. The mechanical reasoning test will measure the candidates’ understanding of principles of mechanics, spatial ability, and cause and effect relationships.

Applicants will be advised of the location and time of the mechanical reasoning assessment. The test must be written at a pre-determined location; no out-of-town or supervised exams will be allowed. It is a multiple choice test that is timed to a maximum of 20 minutes to complete. A third party service testing company analyzes the overall results to determine scoring.

There will be no re-writes. Applicants will advance to the next stage of the recruitment process if they pass the minimum accepted threshold.

Following the test, you will be advised by email if you are, or are not, being invited to move to the next phase of the recruitment process.

Step 4 - Medical Knowledge Testing

The medical knowledge testing is designed to evaluate the applicant’s knowledge and skills to provide pre-hospital care to the sick and injured. The test is made up of the following components:

The Objective Structured Clinical Examination (OSCE) consists of an examination and a scenario conducted by an independent third party. OSCEs provide an objective manner to evaluate each candidate for demeanour, professionalism, medical knowledge and skills. Multiple choice, short and long answer questions are used to investigate the candidate’s knowledge. Scenario testing is used to review a candidate’s history taking, treatment and decision making with a simulator. Examinations and scenarios are appropriate to a candidates ACP registration level scope of practice.

Following the test, you will be advised by email if you are, or are not, being invited to move to the next phase of the recruitment process.

Step 5 - Panel Interview

If selected, you will attend a formal panel interview with Fire Services and Human Resources representation from each municipality. Responses given in a "targeted selection" interview are collected using the S.T.A.R. format. Interviewees should be prepared to answer questions the following way - Situation/Task (what was the circumstance or what needed to be done); Action (what did you do?); Result (what happened or what feedback did you receive?).

This is an in-depth structured assessment of specific selection criteria, as well as an opportunity to verify some of the information provided on the application form.

If selected for a Panel Interview the following information will be requested to bring with you:

Candidates who do not meet the requirements will not advance to the next step. You will be advised by email if you are, or are not, moving to the next phase.

All information in your application file will be reviewed on your suitability for hire. After a decision is made, you will be advised if you have or have not been selected to move on to the next step.

As part of the regional recruit, all letters of offers will be provided to the candidate on the same date, so a candidate may receive up to three (3) letters of offer, one from each department. The candidate may make the decision of which municipality to work for. Once that decision is made, the candidate is then removed from the list and would not be eligible to be hired from another department until the next recruitment process when the candidate would have to apply again.

Reference checks are typically completed following a successful panel interview. Conducting of reference checks does not necessarily indicate advancement to the next step. The candidate's overall results at this step will determine if the candidate advances further.

Candidates who do not meet the requirements will not advance to the next step. You will be advised by email if you are, or are not, moving to the next phase.

Step 6 - Letter of Conditional Offer

All information in your application file will be reviewed on your suitability for hire. After a decision is made, you will be advised if you have or have not been selected to move on to the next step.

The final decision is made on the selection of a fully qualified candidate and that person will be provide at least one conditional letter of offer to be reviewed and signed. Note that a criminal records check – vulnerable sector is required upon offer and is a condition of employment.

As part of the regional recruit, all letters of offers will be provided to the candidate on the same date, so a candidate may receive up to three (3) letters of offer, one from each department. The candidate may make the decision of which municipality to work for. Once that decision is made, the candidate is then removed from the list and would not be eligible to be hired from another department until the next recruitment process when the candidate would have to apply again.

Unsuccessful candidates will be notified by email.

Step 7 - Pre-Placement Medical as per NFPA

Candidates who are selected will be scheduled for the Pre-Placement Medical as per NFPA standards. The job is both physically and emotionally demanding, therefore, candidates must be in excellent physical condition as well as in good health. Departments follow the pre-placement NFPA medical guidelines and are strict with the use of tobacco products. For example: Candidate with Category A medical conditions shall not be certified as meeting the medical requirements of this standard. Tobacco use is a Category A medical condition.

There is no grade or mark to this examination - either a candidate is “fit for duty” or is “not fit for duty” and is so informed. A candidate that is “fit for duty” will proceed in the recruitment process.

The final decision is made on the selection of the Firefighter and will be provided via a formal letter of offer to be reviewed and signed.

Eligibility List

If selected, your name will be placed on an eligibility list pending future job openings for the remainder of 2019. If a position becomes available, you will receive a conditional job offer, pending the results of a pre-employment medical assessment and any other conditions of employment being met. 

To remain eligible, applicants must maintain:

Strathcona County Emergency, St. Albert Fire Services and Spruce Grove Fire Services reserve the right to access candidates from the Eligibility List at anytime during the recruitment process.

Note: The firefighter recruitment process is subject to change as per operational requirements.