Commission approves two-panel interviews for fire department promotions, agrees to provide average category scores

Iowa City staff on Oct. 7 proposed changing promotion testing for fire department ranks — lieutenant, captain and battalion chief — by replacing assessment-center exercises with two panel interviews, and the Civil Service Commission approved the approach.

"We are proposing ... replacing the assessment center aspect of the test that we've used in the past with a combination of panel interviews," Staff member (S2) told the commission. S2 said the proposal would include an internal staff panel and an external panel of fire professionals and that candidates would be required to achieve minimum passing scores in both panels to be eligible for placement on promotional lists.

S2 argued interviews would be more efficient and better suited to current conditions, noting, "Having someone prepare a one-page, written exercise is not as meaningful in the days of ChatGPT," and adding that structured interviews can still capture presentation, writing and tactical-scenario thinking.

Union representative (S5) asked for greater transparency and feedback for members who are candidates, saying, "our members are really looking for some transparency." In response, S2 said the city would not share individual panelists' raw assessments but would provide average scores in each scoring category to give candidates feedback without disclosing panelist-level comments. S2 stated the commission could require more specific, anonymous commentary from panelists if the commission wanted that to be part of the process.

Commission members also asked for clarification of ranks and eligibility. S2 said lieutenant is a first-line, bargaining-unit supervisor; captains and lieutenants are bargaining-unit positions; battalion chief is a nonunion division-head position that requires a bachelor's degree and five years as a company officer. S2 said lieutenants have in the past tested for captain and battalion chief in the same cycle if they meet experience requirements.

Commissioner (S3) moved to adopt the proposed testing procedures and verbally seconded the motion; the commission approved the proposal by voice vote. The new two-panel interview format and scoring approach are now adopted; staff said they would provide average category scores to requesting candidates.