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. . . About Us Section Selections:
 
. . . .ABOUT US

. . . .ANNUAL REPORT

. . . .OUR HISTORY
. . . .OUR FIRE CHIEF
. . . .OUR COMMISSIONERS
. . . .OUR STRATEGIC PLAN
. . . .THE MEMORIAL FUND
. . . .OUR DISTRICT MAP
. . . .ORGNIZATIONAL CHART
. . . .PUBLIC SURVEY
. . . .PUBLIC COMMENTS
. . . .SELECTED PHOTOS
. . . .PERFORMANCE MEASURES
 
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2006 2007 2008 2009 2010
Measure / Indicator Description: %        
Percent compliance with establishing a process for advertising and promoting entry-level and promotional employment opportunities. 100        
Percent compliance with establishing a uniform pre-employment selection process which may include, but not be limited to:  written aptitude examination, physical ability assessment, oral board interview, previous employer interview, background checks, psychological screening, and pre-employment physical in accordance with applicable laws, accepted standards, and current contract requirements. 100        
Percent compliance with establishing a uniform selection process for line and staff promotional positions identified as being available by the District. 75        
Overall Percent Compliance by Year: 92        
           

What does this measure tell us?

         

This measure helps assure the best candidates are chosen for entry-level and promotional positions available within our organization.  An effective pre-employment screening process is vital to maintaining employee satisfaction and a productive work environment, while improving the level of human resources available for promotional opportunities.

Goal being measured:

         

Develop an Organizational Structure Plan that will carry the Department into the Future.

           
Updated: 1/17/08
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