A Study on Managerial Competency Assessment for Fire Service Supervisors in Local Government

• Main Authors: Chung Mei Chih, 鍾美智
• Other Authors: Huang Yi Feng
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/83737952850355267383

碩士 === 玄奘大學 === 公共事務管理學系碩士班 === 93 === Human resources are the most important capital of an organization as well as the key to its success. The traditional selection system emphasizes the candidate’s past performance that cannot be used to estimate the candidate’s potentiality and his or her competency for future tasks. Therefore, an ideal selection system should be based on an assessment that evaluates both the candidate’s past performance and the competency required for the target position. This study started with literatures reviews. Then, based on the job analysis and subject matter experts’ judgments collected through face-to-face interviews, a competency and task list for local fire department supervisors was developed. To examine reliability and validity of this list, a survey to local fire department supervisors was conducted. After confirming the management competency of the tasks of the target position, and collecting the fire department supervisors’ lead tasks and methods of handling those tasks, this study developed a Work Inventory for Supervisors in Fire Departments. After determining the grading level, this study conducted the examination to verify the reliability and validity, and received the following findings for fire service supervisors: 1. The core competency includes eight items: communication and coordination, leadership, problem solving, judgmental analysis, interpersonal relationships, execution, emotional stability, and stress tolerance. 2.The critical tasks include eight items: being proficient at handling the emergency medical technique and rescue procedure; comprehending each basic emergency aid skills; promoting the emergency guidance, such as CPR and Hemilich maneuver; managing subordinates’ daily work; coordinating and assisting the chief; operating rescue equipment; assisting with commanding and deploying at the scene of fires and other emergency situations; and advocating emergency guidance to organizations, schools and communities. 3. Besides a few services, the results of the opinions received from lieutenants from different backgrounds (different age, serving seniority, unit characteristic) do not have observable differences. 4. The main purpose of the written situational test is to assess the candidates' capacity for communication and coordination, problem solving, and judgmental analysis. The results of the written examination confirmed that the Work Inventory is effective. The group of superior lieutenants who scored higher points than the group of common lieutenants also had shown superior work performance. 5. The main purpose of the oral situational test is to assess the candidates' capacity for judgmental analysis, problems solving, and leadership. The content of the test is simulated from real tasks and the assessors were all senior officers who are good at interacting with candidates during the assessment, which confirm the true fairness in government promotion system that recognized by civil servants.