District Fire Chief

Compensation plans are based on a multi-step progression system. The pay range reflects the entry level and maximum salary potential in the assigned pay grade.

**A starting salary may be negotiated and will be commensurate with education, training and experience in alignment with pay administration policies and MCCP Board Rules & Regulations**

Complete an online application by visiting Montgomery City-County Personnel's Online Employment Center. Paper applications are no longer accepted. Completed applications will be accepted online until 11:59 p.m. on the closing date. If there is no closing date, the announcement may be closed at any time without prior notice.

Purpose of examination

The purpose of the exam is to establish an employment register to fill any vacancies for the classification that may occur over the life of the register.  If there are less than five qualified applicants, an examination will not be administered.  All candidates will be placed on the employment list.

Examination dates

All exercises of the selection procedure for the classification are tentatively scheduled for June 23 and 24, 2022.  Qualified candidates who apply to compete in the selection process will be notified in writing of specific dates, times, and locations at which to appear for the selection process.

Examination orientation

An orientation session will be held to familiarize candidates with the examination.  All qualifying candidates will have the opportunity to attend a session.  The sessions will be held June 1 and 2, 2022 at 9:00AM at the Montgomery City-County Personnel Department for candidates to choose.

The orientation session is not mandatory.  A candidate orientation guide will be distributed at the meeting.  If you do not attend the orientation, you may obtain a guide of the orientation at the front desk of the Montgomery City-County Personnel Department at 27 Madison Avenue.

Examination description

The competitive examination process will consist of four types of exercises. These exercises include a Role Play Exercise, Tactical Exercise, Training Exercise, and Structured Interview Exercise. Verbal exercises will be recorded. All exercises will be scored by panels of Fire Department experts from other jurisdictions at a later date.

Performance dimensions

The exam has been designed to measure the knowledge, skills, and abilities which are important for a District Chief to possess on the first day of the job. Those knowledge, skills and abilities (KSAs) which were judged by subject matter experts to be important and which are amenable to testing have been grouped together into areas of similarity to form performance dimensions. It is these six dimensions upon which the assessment has been based.

The following information provides a description of these dimensions. More detailed information about the exercises, weights, and KSAs underlying each performance dimension will be provided at the Candidate Orientation and in the Candidate Information Guide which will be distributed at the orientation. The following dimensions will be measured by the assessment exercises.

TECHNICAL KNOWLEDGE: 

This dimension includes the extent to which candidates demonstrates knowledge and understanding of technical knowledge required to perform the job, evaluate employee performance, discipline employees, make decisions, give advice, and respond to situations.  It includes a knowledge and understanding of department operations, rules, regulations, procedures and common practices.  It also includes knowledge of operating procedures such as incident command procedures, tactics and strategies for fire suppression operations and proper training or instructional methods and techniques.

SUPERVISING, MONITORING & DIRECTING SKILLS: 

This dimension includes the extent to which candidates demonstrate effective personnel supervision, leading, coaching and counseling, evaluation, assisting, delegating, and guiding subordinates.

JUDGMENT/DECISION-MAKING SKILLS:

This dimension includes the extent to which candidates possesses the ability to identify problems, secure relevant information, and identifying possible causes and solutions to problems and making quick and effective decisions.

HUMAN RELATIONS SKILLS:

This dimension includes the ability to interact with subordinates and supervisors in an effective manner to include listening and accepting feedback from subordinates or supervisors, using tact, and demonstrating consideration of the feelings and needs of others.  It also includes the ability to coach and counsel employees, provide positive feedback and constructive criticism, and maintain fairness.

ORAL COMMUNICATION SKILLS:

This dimension includes the extent to which candidates demonstrate oral presentation skill and communication on a one-on-one basis by listening and responding, speaking effectively, communicating at the audience level, and using non-verbal communication to enhance oral communications.

WRITTEN COMMUNICATION SKILLS:

This dimension includes the extent to which candidates express ideas, policies, etc. in writing through thoroughness, conciseness, and accuracy of information.  Also, proper grammar, spelling and punctuation will be evaluated.

Disqualification from competition:

The Personnel Department and/or expert shall disqualify an applicant or candidate from competition upon determination that:

1. The application was not received by the filing deadline.

2. The applicant fails to meet the minimum qualifications specified in the announcement.

3. The candidate fails to appear at the announced time and place for testing.

4. The candidate is found to be cheating. 

Cheating involves any attempt by an individual or group to enhance test scores by means other than actual knowledge or ability, including but not limited to, efforts to give or receive information about the test content or correct responses before, after or during a test. 

Examples of cheating during a test would be:

a) attempting to gain access to the test under false pretenses

b) failing to follow instructions given by the test administrators or proctors

c) talking to another candidate during the test

d) removing or attempting to remove test materials from the test site

e) leaving the testing room, holding room, or other location without permission from the test administrator

f) attempting to use notes, hand held computers or calculators when instructed not to

g) looking at anothers test paper or answer sheet

h) working on a test section after time has been called

i) giving or receiving test information to or from another person

The Personnel Department may not exercise discretion in waiving these requirements for qualification except as may be required by law in connection with military personnel called to active duty.

The Personnel Department will provide written notification of the disqualification and the reason for disqualification to the applicant or candidate within five (5) days from the determination of the disqualifying circumstance.