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Stow City panel approves internal competitive interview to pick next assistant fire chief
Summary
Stow City officials voted to use a competitive interview process limited to internal candidates to select the next assistant fire chief, with HR asked to help craft an interview rubric. The motion passed after discussion about civil-service exam rules and candidate eligibility.
Stow City officials on Tuesday approved moving forward with a competitive interview process — limited to internal applicants — to select the next assistant fire chief.
Chief Stone, the fire department representative, told the panel the mayor has announced the next fire chief and asked that the city fill the assistant chief slot before the incoming chief takes command so there is no leadership gap. "We would like to ask permission to have a ... an exam or a testing period for the assistant fire chief," Chief Stone said, adding that the department expects only one or two internal candidates and does not intend to recruit from outside the department.
The decision matters because civil-service rules require a competitive exam for the position but do not prescribe a single test format. A staff speaker summarized the rules for the body, saying exams "can be written, oral or physical" or may evaluate training and experience; participants agreed an interview-based process can meet that requirement if it fairly evaluates candidates. Council members discussed whether the city should use an assessment center, a written exam or a scored interview; several said an interview rubric and HR involvement would help ensure the process is defensible.
A committee member moved to "have a competitive interview process to determine the next assistant fire chief," a seconded motion carried, and the panel recorded votes in favor from Mr. Oindor, Mr. Spring and Miss Campbell. The motion passed and the body directed staff to post notice of examination and work with human resources to develop an interview rubric and scoring approach.
Officials said the incoming fire chief will have significant input on the final selection, and the department emphasized the vote preserves the internal succession plan used historically. The meeting did not record any votes against or abstentions on the motion.
Next steps: HR will assist in developing the interview rubric and scoring approach, staff will post the notice of examination, and the department expects to move forward with internal candidates so the assistant chief is in place when the new fire chief assumes command.
