You must upload the following documentation by the end of our application intake period. Documents from previous or other applications will not be considered. Please review this checklist of required documents prior to applying. Proof of enrolment will not be accepted.

The determination of the number of applicants to be included on the eligibility list at Edmonton Fire Rescue Services is based on the comprehensive outcomes of the recruitment process. A candidate's overall score is calculated by considering their performance in the resume review, aptitude test, and MMI interview along with the passing of the physical assessment.

Oct 16, 2020 — the conducted energy weapon must be the TASER X26, TASER X26P, TASER X2, or. TASER 7; b. ... i) nomenclature; ii) basic electrical ...

These wages reflect the Collective Agreement between the City of Edmonton and Edmonton Fire Fighters' Union, which expired December 22, 2018.  Bargaining is currently underway and wages will be updated as negotiations come to a close.

Applicants, by invitation only, will be advised of the day and time of the virtual aptitude test. The test is typically scheduled in March or April. There will be no rewrites.

Interested individuals can submit their applications through the City of Edmonton careers site between January 1 and 31, each year, for potential recruitment classes which will be employed in the following year.

As part of the application screening process, a comprehensive resume review will be conducted. During the initial application phase, pre-screen questions will assess the specific assets that are being reviewed and considered for scoring purposes. Tangible assets will necessitate the submission of supporting evidence and references, which will be clearly outlined in the application instructions.

The City of Edmonton and Edmonton Fire Rescue Services is committed to attracting and recruiting a workforce that is reflective of the diverse communities we serve. We intentionally seek and value diversity, as outlined inThe Art of Inclusion: Our Diversity & Inclusion Framework.

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Our commitment to Diversity and Inclusion operates in clear alignment with the City of Edmonton’s Cultural Commitments to be Safe, Helpful, Accountable, Integrated and Excellent. By including and valuing diverse perspectives, we can better serve the needs of all Edmontonians and continue to build our great city.

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The recruitment process for Edmonton Fire Rescue Services is highly competitive and comprehensive, and consists of multiple stages. Candidates who successfully navigate through each stage of the process are placed on an eligibility list for potential selection as a firefighter. Advancement and placement on this list are determined by the applicant's performance in each stage of the process.

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There are various types of reviews. The most authoritative review, i.e. the review that presents the most valid and reliable scientific evidence, is the systematic review. The aim of a systematic review (SR) is to identify all relevant studies on a specific topic as comprehensively as possible, and to select appropriate studies based on explicit criteria. These studies are then assessed to ascertain their internal validity. A systematic approach is applied to selecting studies: the methodological quality of the studies in question is assessed by several researchers independently of each other on the basis of explicit criteria. A SR is therefore transparent, verifiable and reproducible. Because of this the likelihood of bias is considerably smaller in a SR compared to traditional literature reviews.

City of Edmonton employees (working for Fire Rescue Services), have diverse roles, distinct backgrounds and unique responsibilities. All City work aligns to its Corporate Promise.

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· Data Extraction: only extracting a limited amount of key data, such as year, population, sector, study desig, sample size, moderators/mediators, main findings, and effect sizes.

Firefighting is a challenging, demanding, exciting and fulfilling career that goes beyond physical ability. It also encompasses:

To succeed in the demanding fire-rescue environment, firefighters must have specific skills.  The aptitude test accounts for 40% of a candidate's overall score. The aptitude test assesses these skills, which include:

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We are an equal-opportunity employer. We welcome diversity and encourage applications from all qualified individuals. If you need to request an accommodation for writing the Firefighter Aptitude Test, please email the appropriate documentation to firefighterrecruitment@edmonton.ca by February 28. All documentation needs to be current (within 5 years from the date of application), from a qualified professional, and detail the accommodation requirements as they relate to employment as a firefighter.

Due to these limitations, an REA may be more prone to bias than a SR. A SR, however, usually takes a team of academics several months (sometimes even more than a year) to produce – as it aims to identify all published and unpublished relevant studies – whereas an REA might take two skilled persons only several weeks. In general, an organization will not have time or financial means to hire a team of academics to conduct a SR on a managerial topic of interest. As a result, an REA is the most widely used method of reviewing the scientific literature within Evidence-Based Management.

Only applicants who attain the highest overall scores will be placed on the eligibility list.  It's important to note that this eligibility list will remain valid until December 31 the following year. This date may be extended at the discretion of the Fire Chief.

by M d White — field has focused on two questions: (1) Does the TASER have the intended physiological effect, ... The injury rate is low and most injuries appear to be minor.

During the MMIs, candidates will undergo a structured process consisting of seven different interview stations. At each station, candidates will be posed a single question, and they will be given two minutes to gather their thoughts before delivering their response within a five-minute timeframe.

The City of Edmonton is guided by five Cultural Commitments: Safe, Helpful, Accountable, Integrated and Excellent. It is critical that firefighters learn and understand these commitments ahead of their career with Edmonton Fire Rescue Services.

During the recruitment process, applicants are responsible for the accuracy of the information they provide. If it is confirmed that information was withheld, falsified or misrepresented by any source, applicants will not be considered for employment. A confirmed misrepresentation could lead to an offer of employment being rescinded and/or dismissal at any point during employment.

It is the applicant’s responsibility to address all application requirements, meet deadlines and be available to attend scheduled assessments.

The resume review will contribute to 10% of the overall score for each candidate. The verification and confirmation of intangible assets will take place during the Multiple Mini Interviews (MMIs), if and when candidates are invited to participate.

A non-refundable $63 ($60 + GST) payment to the City of Edmonton will be required prior to writing the aptitude test. Note: this fee is subject to change without notice.

A non-refundable $388.50 payment to the University of Alberta will be required prior to participating in the Physical Fitness Test. Note: this fee is subject to change without notice.

Due to the extensive application process of Edmonton Fire Rescue Services, among other factors, we will begin accepting applications for the next year's recruitment cycle before completing the hiring process for the current year. This is a common practice which aligns with previous years' hiring procedures.

The main way in which these two types of summaries vary is in relation to the time and resources used to produce them and the scope and depth of the results produced. In order to be ‘rapid’ an REA makes concessions in relation to the breadth, depth and comprehensiveness of the search. Aspects of the search may be limited to produce a quicker result:

In the spring, Multiple Mini Interviews (MMIs) will be conducted exclusively for the applicants who receive an invitation. For the selected candidates, valuable tips and guidance on how to prepare for the MMIs will be provided. It's important to note that the MMIs carry significant weight, accounting for 50% of each candidate's overall score.

A Rapid Evidence Assessments (REAs) is another type of evidence summary that can inform practice. An REA applies the same methodology as a SR and both involve the following steps:

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If you have further questions about Edmonton Fire Rescue Services, the firefighter recruitment process, or firefighting in general, simply reach out to firefighterrecruitment@edmonton.ca

The Physical Fitness Test is administered to ensure applicants possess the physical capabilities necessary for firefighting. This test is conducted by the University of Alberta's Faculty of Kinesiology, Sport and Recreation. For information about the test, including demonstrations and training suggestions, visit UAB.CA/FireTest. This test is a pass-fail test where the candidate will go through a treadmill test followed by 6 stations that simulate tasks that firefighters are required to perform on the job.

This interview format ensures a fair and consistent evaluation while allowing candidates the opportunity to showcase their abilities and perspectives across a range of key dimensions.