Civil Service Employment Subcommittee — Portland, ME
Date: 2025-06-16
Time: 08:30

City of Portland
Civil Service - Employment Subcommittee

Monday, June 16, 2025 at 8:30 AM




To submit written public comment on an agenda item, email atorregrossa@portlandmaine.gov. Submissions
must be received by 12:00 pm on Friday, June 13 to guarantee their inclusion in the agenda packet. All
submissions must include the commenter's name and legal address. To help ensure your comment is submitted
for the correct item, please include the name of the agenda item (see below).

REMOTE ACCESS INFORMATION:
The Civil Service - Employment Subcommittee will conduct this meeting remotely via Zoom pursuant to the
Remote Meeting Policy adopted by the Portland City Council. Allow your computer to install the free Zoom
app to get the best meeting experience. If you are not able to attend live either in person or via Zoom, a
recording will be available in the Agenda Center following the meeting.

For public comment via Zoom, you will need to use the "raise your hand" feature. To raise your hand via the
telephone, please hit *9. You will be unmuted by the host when it is time for public comment.

https://portlandmaine-gov.zoom.us/j/86541984462?pwd=AmBbto5vIu5FXPmpkkBDrqA19QLL06.1
Passcode:360795

Phone one-tap:
+13017158592,,86541984462#,,,,*360795# US (Washington DC)
+13052241968,,86541984462#,,,,*360795# US

Join via audio:
+1 301 715 8592 US (Washington DC)
+1 305 224 1968 US
+1 309 205 3325 US

Webinar ID: 865 4198 4462
Passcode: 360795

1. Call to Order
2. New Business
 a. Review proposed changes to Fire Department Civil Service Rules
 i. Revised Rules
 ii. Public Comment
3. Adjournment




 1

City of Portland
Civil Service - Employment Subcommittee

Monday, June 16, 2025 at 8:30 AM




To submit written public comment on an agenda item, email atorregrossa@portlandmaine.gov. Submissions
must be received by 12:00 pm on Friday, June 13 to guarantee their inclusion in the agenda packet. All
submissions must include the commenter's name and legal address. To help ensure your comment is submitted
for the correct item, please include the name of the agenda item (see below).

REMOTE ACCESS INFORMATION:
The Civil Service - Employment Subcommittee will conduct this meeting remotely via Zoom pursuant to the
Remote Meeting Policy adopted by the Portland City Council. Allow your computer to install the free Zoom
app to get the best meeting experience. If you are not able to attend live either in person or via Zoom, a
recording will be available in the Agenda Center following the meeting.

For public comment via Zoom, you will need to use the "raise your hand" feature. To raise your hand via the
telephone, please hit *9. You will be unmuted by the host when it is time for public comment.

https://portlandmaine-gov.zoom.us/j/86541984462?pwd=AmBbto5vIu5FXPmpkkBDrqA19QLL06.1
Passcode:360795

Phone one-tap:
+13017158592,,86541984462#,,,,*360795# US (Washington DC)
+13052241968,,86541984462#,,,,*360795# US

Join via audio:
+1 301 715 8592 US (Washington DC)
+1 305 224 1968 US
+1 309 205 3325 US

Webinar ID: 865 4198 4462
Passcode: 360795

1. Call to Order
2. New Business
 a. Review proposed changes to Fire Department Civil Service Rules
 i. Revised Rules
 ii. Public Comment
3. Adjournment




 1

 Page 1
 ​ARTICLE I​
 ​FIRE DEPARTMENT HIRING​

​Sec. 1.1. Hiring process and requirements.​

​The​ ​following​ ​outlines​ ​the​ ​steps​ ​in​ ​the​ ​Fire​ ​Department​ ​hiring​ ​process​ ​for​ ​all​ ​applicants​ ​for​
 ​sworn​ ​positions​ ​other​ ​than​ ​those​ ​covered​ ​by​ ​Article​​IV​​of​​these​​Rules.​ ​Failure​​to​​successfully​
  ​complete any step in the process shall result in automatic disqualification for that hiring cycle.​

 ​A.​ ​Aptitude​ ​capacity​ ​test:​ ​Applicants​ ​must​ ​first​ ​sit​ ​for​ ​the​ ​written,​ ​job-related​
 ​aptitude capacity test.​¶​

 ​1.​ ​The​​test​​will​​be​​held​​at​​least​​once​​every​​two​​years,​​as​​called​​for​​by​​the​​Fire​
 ​Chief.​¶​

 ​a.​ ​The​ ​test​ ​shall​ ​be​ ​publicly​ ​advertised,​ ​and​ ​the​ ​application​ ​period​
 ​shall be held open for at least fourteen days.​¶​

 ​B.​ ​The​ ​test​​shall​​be​​administered​​by​​the​​Human​​Resources​​Department,​​and​​at​​least​
 ​one​ ​member​ ​of​ ​the​ ​Employment​ ​Subcommittee​ ​shall​ ​be​ ​available​ ​by​ ​phone,​ ​if​
 ​necessary.​¶​

 ​1.​ ​The​ ​following​ ​must​ ​be​ ​provided​ ​to​ ​the​ ​Human​ ​Resources​ ​Department​
 ​prior to sitting for the test:​¶​

 ​a.​ ​A high school diploma or GED certificate;​​¶​

 ​b.​ ​A copy of a valid motor vehicle driver’s license; and​¶​

 ​c.​ ​A fully completed job application.​¶​

 ​d.​ ​Proof​ ​of​ ​National​ ​Registry​ ​Certification​ ​of​ ​Basic​ ​Emergency​
 ​Medical​​Technician​​(EMT-B),​​or​​proof​​of​​EMT-B​​class​​completion​
 ​with a pending test date for certification​​¶​

 ​C.​ ​70% is a passing score on the aptitude capacity test​.​

 ​Physical​​fitness​​test:​ ​If​​applicants​​successfully​​pass​​the​​aptitude​​capacity​​test,​​they​​must​
 ​take​ ​and​ ​pass​ ​the​ ​Candidate​ ​Physical​ ​Abilities​ ​Test​ ​(CPAT)​.​ ​Applicants​ ​must​ ​take​ ​and​
 ​pass​ ​the​ ​Portland​ ​Physical​ ​Abilities​ ​Test​ ​(PPAT),​ ​or​ ​provide​ ​proof​ ​of​ ​passing​ ​the​
 ​Candidate Physical Abilities Test (CPAT), within the previous twelve months.​

 ​1.​ ​The​​Fire​​Department​​shall​​sponsor​​the​​C​P​PAT​​at​​least​​once​​in​​connection​
 ​with each​​hiring process​aptitude capacity test​.​

 ​2.​ ​Applicants​​may​​alternatively​​take​​the​​CPAT​​in​​another​​jurisdiction,​​at​​their​
 ​own​ ​expense,​ ​and​ ​submit​ ​the​ ​results​​from​​the​​licensed​​jurisdiction​​to​​the​


 ​1​


 Page 2
 ​Department.​ ​Results​ ​must​ ​be​ ​submitted​ ​at​ ​least​ ​14​ ​days​ ​before​ ​oral​
 ​interviews are scheduled.​

​D.​ ​Oral​ ​interview:​ ​Applicants​ ​who​ ​pass​ ​the​ ​C​P​PAT​ ​(or​ ​CPAT)​ ​are​ ​eligible​ ​to​ ​be​
 ​considered to​​participate in an oral interview.​

 ​1.​ ​Prior​ ​to​ ​participating​ ​in​ ​the​​oral​​interview,​​applicants​​must​​provide​​proof​
 ​of​​the following:​

 ​a.​ ​A high school diploma or GED certificate;​

 ​b.​ ​A copy of a valid motor vehicle driver’s license; a​

 ​c.​ ​A fully completed job application; and​

 ​d.​ ​National​ ​Registry​ ​Certification​ ​of​ ​Basic​ ​(or​ ​higher)​ ​Emergency​
 ​Medical​​Technician​​(EMT-B),​​or​​proof​​of​​EMT-B​​class​​completion​
 ​with​ ​a​ ​pending​ ​test​ ​date​ ​for​ ​certification.​ ​a​ ​valid​ ​State​ ​of​ ​Maine​
 ​Emergency Medical Technician license.​

 ​2.​ ​Oral​​interviews​​shall​​be​​conducted​​by​​a​​panel​​consisting​​of​​one​​member​​of​
 ​the Employment Subcommittee, and the Fire Chief’s designees.​

​E.​ ​Upon​​successful​​completion​​of​​the​​application​​process,​​applicants​​shall​​be​​part​​of​
 ​the​​eligible​​applicant​​pool.​ ​The​​Fire​​Chief​​may​​evaluate​​eligible​​applicants​​based​
 ​on​​all​​information​​collected​​in​​the​​hiring​​process​​and​​make​​a​​conditional​​job​​offer​
 ​to​ ​any​ ​qualified​ ​applicant​ ​at​ ​their​his​ ​or​ ​her​ ​discretion.​ ​Conditional​ ​employees​
 ​must​ ​successfully​ ​complete​ ​the​​following​​requirements,​​and​​failure​​to​​do​​so​​will​
 ​result in revocation of the conditional job offer.​

 ​1.​ ​A conditional employee must provide proof of the following:​

 ​a.​ ​Acceptable evidence of age;​​and​

 ​b.​ ​Acceptable​ ​evidence​ ​of​ ​citizenship​ ​or​ ​eligibility​ ​to​ ​work​ ​in​ ​the​
 ​United States​; and​.​

 ​c.​ ​Proof​ ​of​ ​National​ ​Registry​ ​Certification​​as​​an​​EMT-B​​or​​above​​if​
 ​they did not do so at the time of interview.​

 ​2.​ ​A​​conditional​​employee​​must​​undergo​​a​​full​​background​​check,​​including​
 ​local,​​state,​​and​​federal​​criminal​​history;​​civil​​court​​records​;​​motor​​vehicle​
 ​driving records; and credit history.​

 ​3.​ ​A​ ​conditional​ ​employee​ ​must​ ​undergo​ ​a​ ​medical​ ​examination.​ ​The​
 ​medical​ ​examination​ ​shall​ ​be​ ​performed​ ​by​ ​a​ ​physician​ ​specified​ ​by​ ​the​
 ​Employment​ ​Subcommittee,​ ​and​ ​shall​ ​evaluate​ ​whether​ ​the​ ​conditional​


 ​2​


 Page 3
 ​employee​ ​can​ ​perform​ ​the​ ​essential​ ​functions​ ​of​ ​the​ ​job​ ​with​ ​or​​without​
 ​accommodation.​

 ​4.​ ​A conditional employee must undergo a job suitability assessment.​

 ​a.​ ​The​​job​​suitability​​assessment​​shall​​be​​performed​​by​​a​​licensed​​and​
 ​qualified​ ​psychologist​ ​specified​ ​by​ ​the​ ​Employment​
 ​Subcommittee​.​

 ​b.​ ​The​​job​​suitability​​assessment​​shall​​evaluate​determine​​whether​​the​
 ​applicant​ ​can​ ​perform​ ​the​ ​essential​ ​functions​ ​of​ ​the​ ​job​ ​with​ ​or​
 ​without accommodation.​

 ​c.​ ​The​ ​job​ ​suitability​ ​assessment​ ​shall​ ​also​ ​determine​ ​whether​ ​the​
 ​conditional​ ​employee​ ​has​ ​any​ ​personality​ ​traits,​ ​behaviors,​ ​or​
 ​characteristics that might adversely affect their performance.​

 ​5.​ ​If​ ​any​ ​disqualification​ ​under​ ​this​ ​section​ ​can​ ​be​ ​corrected,​ ​the​ ​applicant​
 ​may​ ​be​ ​returned​ ​to​ ​the​ ​pool​ ​of​ ​applicants​ ​and​ ​be​ ​eligible​ ​for​ ​hire​ ​upon​
 ​furnishing​ ​satisfactory​ ​evidence​ ​that​​the​​disqualifying​​condition​​has​​been​
 ​addressed.​

 ​F.​ ​Any​ ​applicants​ ​who​​are​​not​​initially​​hired​​will​​remain​​in​​the​​applicant​​pool​​until​
 ​they​ ​remove​ ​themselves​ ​from​​consideration,​​are​​removed​​for​​cause,​​or​​there​​is​​a​
 ​new hiring cycle.​


​Sec. 1.2. Disqualifying criminal convictions​​and civil actions​.​

​Members​ ​of​ ​the​ ​Fire​ ​Department​ ​hold​ ​a​ ​position​ ​of​ ​significant​ ​public​ ​trust,​ ​provide​ ​medical​
 ​treatment​ ​to​ ​ill​ ​and​ ​injured​ ​individuals,​ ​routinely​ ​work​ ​in​ ​peoples’​ ​homes​ ​and​ ​businesses,​​and​
  ​interact​ ​closely​ ​with​ ​the​ ​public​ ​when​ ​they​ ​are​ ​most​ ​vulnerable.​ ​Therefore,​ ​it​ ​is​ ​of​ ​the​​utmost​
 ​importance​​that​​members​​of​​the​​Department​​pass​​criminal​​and​​civil​​background​​checks​​to​​ensure​
 ​that they do not pose a threat to the Department or to the public.​

​The​ ​following​ ​criminal​ ​convictions​ ​or​ ​civil​ ​orders​ ​within​ ​the​ ​timeframes​ ​provided​ ​shall​
 ​automatically​ ​disqualify​ ​an​ ​applicant​ ​for​ ​original​ ​hire​ ​or​ ​promotion​ ​to​ ​any​ ​sworn​ ​position,​
  ​including​​those​​covered​​under​​Article​​IV​​of​​these​​Rules.​ ​Criminal​​convictions​​shall​​include​​any​
 ​other​ ​disposition​ ​where​ ​the​ ​candidate​ ​admits​ ​to​ ​the​ ​criminal​ ​behavior,​ ​including​ ​a​ ​deferred​
 ​disposition.​ ​The​​Fire​​Chief​​may​​waive​​any​​of​​these​​limitations​​where​​they​he​​or​​she​​determine​s​
 ​that the applicant does not pose a threat to the Department or to the public.​

 ​Conviction (or equivalent)​ ​Disqualification period​
  ​Class A, B, or C​
 ​1.​ ​Crime of violence​ ​1.​ ​Permanent​
 ​2.​ ​Crime involving health care fraud​ ​2.​ ​Permanent​
 ​3.​ ​Arson​ ​3.​ ​Permanent​

 ​3​


 Page 4
 ​4.​ ​Drug related​ ​4.​ ​10 years from discharge of sentence​
 ​5.​ ​All other​ ​5.​ ​10 years from discharge of sentence​
 ​6.​ ​Multiple convictions​ ​6.​ ​Permanent​
 ​Class D or E​
 ​1.​ ​Operating under the influence​ ​1.​ ​5 years from discharge of sentence​
 ​2.​ ​Drug related​ ​2.​ ​5 years from discharge of sentence​
 ​3.​ ​Crime of violence​ ​3.​ ​10 years from discharge of sentence​
 ​4.​ ​All other​ ​4.​ ​5 years from discharge of sentence​
 ​5.​ ​Multiple convictions​ ​5.​ ​Permanent​
  ​Traffic offenses​ ​One year from date of resolution​
 ​Protection from abuse or protection from​ ​Three years from date of final order​
 ​harassment order​

​Sec. 1.3. Disqualification of applicants by Employment Subcommittee or Fire Chief.​

​This section shall apply to all applicants for sworn positions other than those covered by Article​
 ​IV of these Rules.​

 ​A.​ ​After​ ​notice​ ​and​ ​an​ ​opportunity​ ​to​ ​be​ ​heard,​ ​the​ ​Employment​ ​Subcommittee​ ​or​
 ​Fire​ ​Chief​ ​may​ ​disqualify​ ​an​ ​applicant​ ​or​ ​conditional​ ​employee​ ​for​ ​any​ ​of​ ​the​
 ​following reasons:​

 ​1.​ ​The​​applicant​​or​​conditional​​employee​​made​​a​​false​​statement​​of​​material​
 ​fact during the hiring process;​

 ​2.​ ​The​​applicant​​or​​conditional​​employee​​cheated​​or​​was​​otherwise​​dishonest​
 ​during the hiring process;​

 ​3.​ ​The applicant or conditional employee is unfit for duty;​

 ​4.​ ​The​ ​applicant​ ​or​ ​conditional​ ​employee​ ​has​ ​excessively​ ​or​ ​illegally​ ​used​
 ​alcohol or drugs; or​

 ​5.​ ​The​ ​applicant​ ​or​ ​conditional​ ​employee​ ​is​ ​otherwise​ ​ineligible​ ​for​
 ​appointment.​

 ​B.​ ​If​​an​​applicant​​is​​disqualified​​during​​the​​application​​process,​​they​​he​​or​​she​​shall​
 ​be​ ​allowed​ ​to​ ​continue​ ​through​ ​the​ ​process​ ​during​ ​the​ ​pendency​ ​of​ ​any​ ​appeal,​
 ​unless​ ​the​ ​Fire​​Chief​​or​​Employment​​Subcommittee​​specifically​​finds​​that​​doing​
 ​so​​would​​be​​detrimental​​to​​the​​applicant,​​the​​public,​​or​​the​​Department.​ ​However,​
 ​no​ ​disqualified​ ​applicant​ ​shall​ ​be​ ​eligible​ ​for​ ​a​ ​conditional​ ​job​ ​offer​ ​unless​ ​and​
 ​until any appeal is resolved in the applicant’s favor.​




 ​4​


 Page 5
 ​ARTICLE II​
 ​FIRE DEPARTMENT PROMOTIONS​

​Sec. 2.1. Minimum requirements to be placed on ranked, certified promotional list​

​Promotions​ ​to​ ​the​ ​ranks​ ​of​ ​Lieutenant​ ​and​ ​Captain​ ​in​ ​the​​Fire​​Department​​shall​​be​​made​​from​
 ​respective​ ​ranked​ ​certified​ ​promotional​ ​lists.​ ​In​ ​order​ ​to​ ​be​ ​placed​ ​on​ ​a​ ​ranked​ ​certified​
  ​promotional​ ​list,​ ​promotional​ ​candidates​​must​​successfully​​complete​​all​​of​​the​​requirements​​set​
 ​forth​​in​​this​​section.​ ​Failure​​to​​do​​so​​will​​automatically​​disqualify​​the​​candidate​​from​​the​​ranked​
 ​certified promotional list for that promotional cycle.​

 ​A.​ ​Assessment Center​​Exam​

 ​1.​ ​A​ ​candidate​ ​for​ ​promotion​ ​must​ ​successfully​ ​complete​ ​the​ ​assessment​
 ​center​​exam​.​

 ​a.​ ​The​ ​assessment​ ​center​ ​exam​ ​shall​ ​be​ ​held​ ​at​ ​least​ ​once​ ​per​ ​year,​
 ​unless​ ​the​ ​Fire​ ​Chief​ ​and​ ​the​ ​Fire​ ​Union​ ​agree​ ​in​​writing​​that​​no​
 ​exam is necessary due to a lack of vacancies.​

 ​b.​ ​The​ ​exam​ ​shall​ ​be​ ​administered​ ​by​ ​the​ ​Fire​ ​Chief’s​​designee​s​​an​
 ​independent third-party​, and shall be scored.​

 ​c.​ ​The minimum passing score shall be 70%.​

 ​d.​ ​Once​ ​placed​ ​on​ ​a​ ​ranked,​ ​certified​ ​promotional​ ​list,​ ​candidates​
 ​must​ ​take​​and​​pass​​the​​assessment​​center​​exam​​each​​year​​in​​order​
 ​to remain on the ranked certified promotional list.​

 ​e.​ ​Candidates​ ​who​ ​successfully​ ​complete​ ​the​ ​assessment​ ​center​​will​
 ​be eligible to participate in the interview process.​

 ​2.​ ​Prior​ ​to​ ​sitting​ ​for​ ​the​ ​assessment​ ​center​ ​exam​,​ ​applicants​ ​must​
 ​successfully complete the following:​

 ​a.​ ​Time​ ​in​ ​Service​:​ ​Each​ ​candidate​ ​for​ ​promotion​ ​must​ ​have​ ​the​
 ​minimum​ ​time​ ​in​ ​service,​ ​as​ ​required​ ​by​ ​§​ ​2-59.4​ ​of​ ​the​ ​City​ ​of​
 ​Portland​ ​Code​ ​of​ ​Ordinances,​ ​prior​ ​to​ ​placement​ ​on​ ​the​ ​ranked​
 ​certified​ ​promotional​ ​list.​ ​A​ ​candidate’s​ ​time​ ​in​ ​service​ ​shall​ ​be​
 ​certified by the Human Resources Department.​

 ​b.​ ​Training​:​ ​A​ ​candidate​ ​for​ ​promotion​ ​must​​successfully​​complete​
 ​any​ ​required​ ​trainings​ ​and​ ​obtain​ ​any​ ​necessary​ ​certifications,​ ​as​
 ​established​ ​by​ ​the​ ​Fire​ ​Department.​ ​The​ ​required​ ​trainings​ ​and​
 ​certifications​ ​shall​ ​be​ ​related​ ​to​ ​the​ ​candidate’s​ ​ability​ ​to​
 ​successfully​ ​perform​​the​​duties​​of​​the​​rank​​to​​which​​they​​are​he​​or​
 ​she​ ​is​ ​seeking​ ​promotion.​ ​Trainings​ ​must​ ​be​ ​completed​ ​prior​ ​to​


 ​5​


 Page 6
 ​sitting​ ​for​ ​the​ ​assessment​ ​center​ ​exam​,​ ​and​ ​completion​ ​shall​ ​be​
 ​verified by the Fire Chief or​​their​his​​designee.​

 ​c.​ ​Departmental​ ​Officer​ ​Candidate​ ​Program:​ ​A​ ​candidate​ ​for​
 ​promotion​ ​must​ ​successfully​ ​complete​ ​the​ ​officer​ ​candidate​
 ​program​ ​established​ ​by​ ​the​ ​Fire​ ​Department.​ ​The​ ​Officer​
 ​Candidate​ ​Program​​must​​be​​successfully​​completed​​prior​​to​​being​
 ​eligible​ ​for​ ​promotion​ ​sitting​ ​for​ ​the​ ​assessment​ ​center​ ​exam​,​
 ​unless otherwise agreed in writing by the Fire Chief.​

 ​B.​ ​Oral​ ​interview​:​ ​A​ ​candidate​ ​for​ ​promotion​ ​must​ ​pass​ ​an​ ​oral​ ​interview,​ ​which​
 ​shall​​be​​scored​​out​​of​​150​25​​points.​ ​A​​passing​​score​​on​​the​​oral​​interview​​shall​​be​
 ​90​15​​points.​

 ​C.​ ​A​​candidate​​for​​promotion​​must​​undergo​​a​​full​​background​​check,​​including​​local,​
 ​state,​ ​and​ ​federal​ ​criminal​ ​history;​ ​civil​ ​court​ ​records;​ ​motor​ ​vehicle​ ​driving​
 ​records; and credit history.​

 ​D.​ ​Job​ ​suitability​ ​assessment​:​​Prior​​to​​actual​​promotion,​​a​​candidate​A​​candidate​​for​
 ​promotion​​must​​have​​a​​current,​​satisfactory​​job​​suitability​​assessment​.​​in​​order​​to​
 ​be​ ​placed​ ​and​ ​maintained​ ​on​​a​​ranked​​certified​​promotional​​list​.​ ​An​​assessment​
 ​completed​ ​within​ ​the​ ​previous​ ​three​ ​years​ ​shall​​be​​considered​​sufficient​​to​​meet​
 ​these​ ​requirements.​ ​The​ ​Fire​ ​Chief​ ​may,​ ​at​ ​any​ ​time​ ​at​ ​their​his​ ​or​ ​her​ ​sole​
 ​discretion, require a candidate to undergo a new assessment.​

 ​1.​ ​The​ ​job​ ​suitability​ ​assessment​ ​shall​ ​be​ ​performed​ ​by​ ​a​ ​licensed​ ​and​
 ​qualified​​psychologist​​specified by the Employment Subcommittee​.​

 ​2.​ ​The​ ​job​ ​suitability​ ​assessment​ ​shall​ ​determine​ ​whether​ ​the​ ​candidate​ ​for​
 ​promotion​​can​​perform​​the​​essential​​functions​​of​​the​​promotional​​position​
 ​with or without accommodation.​

 ​3.​ ​The​ ​job​ ​suitability​ ​assessment​ ​shall​ ​also​ ​determine​ ​whether​ ​the​
 ​promotional​ ​candidate​ ​has​ ​any​ ​personality​ ​traits,​ ​behaviors,​ ​or​
 ​characteristics that might adversely affect​​their​his or her​​performance.​

​Sec. 2.2. Order of candidates on ranked certified promotional list.​

 ​A.​ ​Tiered Ranked List.​

 ​1.​ ​Except​ ​as​ ​provided​ ​in​ ​(2)​ ​below,​ ​C​c​andidates​ ​shall​ ​be​ ​placed​ ​on​ ​the​ ​ranked​
 ​certified​ ​promotional​ ​list​ ​in​ ​order​ ​of​ ​their​ ​score,​ ​with​ ​the​ ​highest​ ​scoring​
 ​individual ranking first on the list.​

 ​2.​ ​Candidates​ ​who​ ​have​ ​completed​ ​the​ ​officer​ ​candidate​ ​program​ ​at​ ​the​ ​time​ ​of​
 ​promotion shall be placed on a ranked list in order of their scores.​



 ​6​


 Page 7
 ​Candidates​ ​who​​have​​not​​completed​​the​​officer​​candidate​​program​​at​​the​​time​​of​
 ​promotion​​shall​​also​​be​​placed​​on​​the​​ranked​​list,​​in​​the​​order​​of​​their​​scores,​​but​
 ​only​ ​after​ ​the​ ​list​ ​of​ ​fully​ ​qualified​ ​promotional​ ​candidates.​ ​They​ ​shall​ ​not​ ​be​
 ​eligible​ ​for​ ​promotion​ ​unless​ ​and​ ​until​ ​they​ ​complete​ ​the​ ​officer​ ​candidate​
 ​program.​

 ​B.​ ​Scores​​shall​​be​​calculated​​by​​adding​​the​​numerical​​value​​of​​the​​assessment​​center​
 ​exam​ ​score,​ ​the​ ​oral​ ​interview​ ​score,​ ​and​ ​seniority​ ​points​,​ ​as​ ​calculated​ ​in​
 ​Subsection C below​. Scores shall not be weighted.​

 ​C.​ ​Applicants​ ​shall​ ​receive​ ​one-half​ ​of​ ​a​ ​point​ ​for​ ​each​ ​year​ ​of​ ​service​ ​with​ ​the​
 ​Portland Fire Department​, up to a maximum of 10 points​.​

 ​D.​ ​Applicants​ ​for​ ​Lieutenant​ ​who​ ​have​ ​previously​ ​served​ ​as​ ​Portland​ ​Fire​
 ​Department​​Officer​​Candidates​​will​​receive​​one​​point​​for​​each​​year​​of​​service​​as​
 ​an Officer Candidate, up to a maximum of 5 points.​

 ​Ranked List Tiers​¶​

 ​E.​ ​Ranked​ ​List​:​ ​If​ ​the​ ​Fire​ ​Chief​ ​agrees​ ​in​ ​writing​ ​to​ ​allow​ ​candidates​ ​who​ ​have​ ​not​
 ​completed​​the​​Departmental​​Officer​​Candidate​​Program​​to​​participate​​in​​the​​promotional​
 ​process,​ ​candidates​ ​who​ ​successfully​ ​pass​ ​both​ ​the​ ​assessment​ ​center​ ​and​ ​the​ ​oral​
 ​interview​ ​shall​ ​be​ ​positioned​ ​on​ ​the​ ​ranked​ ​list​ ​from​ ​high​ ​to​ ​low​ ​scores​ ​in​ ​one​ ​of​ ​two​
 ​tiers.​¶​

 ​i.​ ​The​ ​upper​ ​tier​ ​is​ ​composed​ ​of​ ​candidates​ ​who​ ​have​ ​successfully​
 ​completed​ ​the​ ​assessment​ ​and​ ​interview​ ​process​ ​along​ ​with​ ​the​
 ​Departmental​​Officer​​Candidate​​Program.​ ​All​​candidates​​in​​the​​upper​​tier​
 ​are eligible for promotion and to serve as Officer Candidates on apparatus​¶​

 ​The​ ​lower​ ​tier​ ​is​ ​composed​ ​of​ ​candidates​ ​who​ ​have​ ​successfully​ ​completed​ ​the​
 ​assessment​ ​and​ ​interview​ ​process,​ ​but​ ​have​ ​not​ ​completed​ ​the​ ​Departmental​
 ​Officer​​Candidate​​Program.​ ​They​​are​​ineligible​​for​​promotion​​until​​they​​complete​
 ​the​​Officer​​Candidate​​Program.​ ​Once​​certified​​as​​Officer​​Candidates,​​they​​will​​be​
 ​eligible​ ​for​ ​promotion​ ​and​ ​to​​serve​​as​​Officer​​Candidates​​on​​apparatus,​​but​​their​
 ​position in ranked list will not change.​

 ​F.​ ​Candidates​ ​must​ ​successfully​ ​participate​ ​in​​the​​assessment​​center​​and​​interview​​process​
 ​each time it is offered to remain on the ranked promotional list.​

​Sec. 2.3. Offers of promotion.​

​The​​Fire​​Chief​​must​​appoint​​candidates​​who​​are​​eligible​​for​​promotion​​in​​their​​order​​of​​ranking​
 ​unless one of the following occurs:​

 ​A.​ ​The​​candidate​​lacks​​the​​particular​​skill​​set​​or​​certifications​​for​​the​​vacant​​position​
 ​based​​on​​the​​position​​job​​description.​ ​If​​this​​occurs,​​the​​candidate​​will​​remain​​on​
 ​the ranked certified promotional list in​​their​his or her​​original ranking;​

 ​7​


 Page 8
 ​B.​ ​If​ ​a​ ​candidate​ ​refuses​ ​the​ ​promotion,​ ​then​ ​they​he​ ​or​ ​she​ ​will​ ​be​ ​placed​ ​at​ ​the​
 ​bottom of the ranked certified promotional list; or​

 ​C.​ ​After​ ​notice​ ​and​ ​opportunity​ ​to​ ​be​ ​heard,​ ​the​ ​Fire​ ​Chief​ ​or​ ​the​ ​Employment​
 ​Subcommittee​ ​disqualifies​ ​the​ ​candidate​ ​for​ ​cause​ ​and​ ​removes​ ​them​him​​or​​her​
 ​from​ ​the​ ​ranked​ ​certified​ ​promotional​ ​list.​ ​The​ ​Fire​ ​Chief​ ​or​ ​Employment​
 ​Subcommittee must provide notice of any decision in writing.​

​Sec. 2.4. Validity of ranked certified promotional list.​

 ​A.​ ​The​ ​Chief​ ​may​ ​call​ ​for​ ​a​ ​new​ ​promotional​ ​process​ ​and​ ​ranked​ ​certified​
 ​promotional​ ​list​ ​at​ ​their​his​ ​or​ ​her​ ​discretion.​ ​Each​​ranked​​certified​​promotional​
 ​list shall be valid for no more than two years.​

 ​B.​ ​A​ ​list​ ​that​ ​would​ ​otherwise​ ​be​ ​invalidated​ ​pursuant​ ​to​​subsection​​A​​above,​​may​
 ​nonetheless​ ​be​ ​used​ ​for​ ​promotions​ ​where​ ​the​ ​Fire​ ​Chief​ ​and​ ​the​​City​​Manager​
 ​both​ ​request​ ​in​ ​writing​ ​that​ ​it​ ​be​ ​used,​ ​and​ ​the​ ​Employment​ ​Subcommittee​
 ​determine​s​​that​​1)​​the​​process​​to​​obtain​​a​​new​​list​​would​​result​​in​​delay​​that​​would​
 ​impair​ ​the​ ​ability​ ​of​ ​the​ ​Fire​ ​Department​ ​to​ ​meet​ ​its​ ​staffing​ ​needs​ ​in​ ​a​
 ​cost-effective​​manner,​​or​​2)​​the​​process​​to​​obtain​​a​​new​​list​​is​​not​​likely​​to​​result​
 ​in additional names on the ranked certified promotional list.​




 ​8​


 Page 9
 ​ARTICLE III​
 ​FIRE DEPARTMENT PROMOTIONS​
 ​COMMAND STAFF – DEPUTY CHIEF​

​Sec. 3.1​ ​Special Procedures for Appointment to Deputy Chief Position.​

​Pursuant​​to​​the​​City​​of​​Portland​​Code​​of​​Ordinances​​§​​2-59.4(​d​e​),​​the​​Civil​​Service​​Employment​
 ​Subcommittee​ ​may​ ​provide​ ​by​ ​rule​ ​for​ ​special​ ​procedure​ ​for​ ​appointment​ ​to​ ​Fire​ ​Department​
  ​command​ ​staff.​ ​The​ ​adoption​ ​of​ ​this​​rule​​hereby​​waives​​any​​requirements​​to​​the​​contrary​​in​​§​
 ​2-59.4.​



​Sec. 3.2​ ​Deputy Chief Vacancies.​

​When​​the​​Fire​​Chief​​determines​​that​​there​​are​​Deputy​​Chief​​vacancies​​to​​be​​filled,​​they​​may​​post​
 ​a notice and call for applications.​

​The​ ​Chief​ ​may,​ ​at​ ​their​ ​discretion,​ ​choose​ ​not​ ​to​ ​take​ ​new​ ​applications​ ​if​ ​there​ ​are​ ​qualified​
 ​candidates​​who​​have​​completed​​the​​Deputy​​Chief​​promotional​​process​​in​​the​​past​​twelve​​months​
  ​and​ ​remain​ ​interested​ ​in​ ​the​ ​position.​ ​The​​Chief​​may,​​instead,​​require​​the​​previously​​qualified​
 ​candidates​ ​to​ ​complete​ ​a​ ​new​ ​interview​​and​​promote​​from​​that​​process.​ ​they​​may​​use​​existing​
 ​eligible​​employees​​for​​the​​interview​​process​​so​​long​​as​​the​​last​​assessment​​center​​is​​less​​than​​one​
 ​year​ ​old​ ​and​ ​there​ ​are​ ​more​ ​than​ ​one​ ​employee​ ​willing​ ​to​​interview.​​Should​​there​​only​​be​​one​
 ​employee​​willing​​to​​interview,​​an​​assessment​​center​​will​​be​​offered.​​he​​or​​she​​shall​​post​​a​​notice​
 ​and call for applications.​¶​



​Sec. 3.3​ ​Minimum Requirements to Apply for Deputy Chief.​

​The​​following​​shall​​be​​the​​minimum​​requirements​​for​​an​​individual​​to​​be​​promoted​​to​​the​​rank​​of​
 ​Deputy Chief.​

 ​A.​ ​Minimum​ ​Time​ ​in​ ​Service​.​ ​Applicants​ ​for​ ​promotion​ ​must​ ​have​ ​at​ ​least​ ​ten​10​
 ​years​ ​of​ ​continuous​ ​service​ ​in​ ​the​ ​Department​ ​and​ ​at​ ​least​ ​four​4​ ​years​ ​as​ ​an​
 ​officer​ ​one​ ​year​ ​of​ ​continuous​ ​service​ ​as​ ​a​ ​captain​ ​in​ ​the​ ​Department​ ​as​ ​of​ ​the​
 ​date of application.​

 ​B.​ ​Minimum​ ​Education.​ ​Applicants​ ​for​ ​promotion​ ​must​ ​have​​at​​least​​an​​Associates​
 ​Degree from an accredited institution as of the date of​​appointment​​application​:​

 ​1.​ ​Preference​ ​will​ ​be​ ​given​ ​to​ ​applicants​​who​​hold​​a​​Bachelor​​Degree​​from​
 ​an accredited institution.​

 ​2.​ ​Preference​​will​​be​​given​​to​​applicants​​who​​hold​​a​​degree​​in​​the​​following​
 ​fields:​ ​Fire​ ​Science,​ ​Public​ ​Administration,​ ​Fire​ ​Protection,​ ​Fire​


 ​9​


 Page 10
 ​Protection​ ​Engineering,​ ​Business​ ​Administration,​ ​Management,​
 ​Administration, or directly related field.​

​C.​ ​Minimum​​Trainings.​ ​An​​applicant​​for​​promotion​​must​​successfully​​complete​​any​
 ​required​ ​trainings​ ​and​ ​obtain​ ​any​ ​necessary​ ​certifications,​ ​as​ ​established​ ​by​ ​the​
 ​Fire​ ​Department.​ ​The​​required​​trainings​​and​​certifications​​shall​​be​​related​​to​​the​
 ​candidate’s ability to successfully perform the duties of Deputy Chief.​

​D.​ ​Cover​​Letter,​​Resume,​​and​​Action​​Plan.​ ​Applicants​​must​​submit​​the​​following​​to​
 ​the​​Chief or their designee​City of Portland Director of Human Resources​:​

 ​1.​ ​Cover letter explaining applicant’s interest in the Deputy Chief position.​

 ​2.​ ​Resume detailing all relevant education and experience.​

 ​3.​ ​Action​ ​plan​ ​outlining​ ​the​ ​applicant’s​ ​goals​​as​​Deputy​​Chief,​​and​​specific​
 ​action​​steps​​for​​achieving​​those​​goals​.​​An​Create​​and​​submit​​an​​action​​plan​
 ​on a given fire service subject matter as assigned by the Fire Chief.​

​E.​ ​Assessment​ ​Center​ ​Exam​.​ ​An​ ​applicant​ ​for​ ​promotion​ ​must​ ​have​ ​successfully​
 ​complete​ ​the​​assessment​​center​​within​​the​​past​​three​​years​​exam​.​ ​The​​minimum​
 ​required score shall be 70.​

 ​Assessment​ ​Center​ ​Longevity:​ ​Successful​ ​passing​ ​of​ ​a​ ​Deputy​ ​Chief​
 ​assessment center may be carried for up to 3 years.​

​F.​ ​A​​candidate​​for​​promotion​​must​​undergo​​a​​full​​background​​check,​​including​​local,​
 ​state,​ ​and​ ​federal​ ​criminal​ ​history​,​;​ ​civil​ ​court​ ​records;​ ​motor​ ​vehicle​ ​driving​
 ​records; and credit history.​

​G.​ ​Job​ ​suitability​ ​assessment​:​ ​A​ ​candidate​ ​for​ ​promotion​ ​must​ ​have​ ​a​ ​current,​
 ​satisfactory​ ​job​ ​suitability​ ​prior​ ​to​ ​promotion.​ ​An​​assessment​​completed​​within​
 ​the​​previous​​three​​years​​shall​​be​​considered​​sufficient​​to​​meet​​these​​requirements.​
 ​The​ ​Fire​ ​Chief​ ​may,​ ​at​ ​any​ ​time​ ​at​ ​their​his​ ​or​ ​her​ ​sole​ ​discretion,​ ​require​ ​a​
 ​candidate to undergo a new assessment.​

 ​1.​ ​The​ ​job​ ​suitability​ ​assessment​ ​shall​ ​be​ ​performed​ ​by​ ​a​ ​licensed​ ​and​
 ​qualified​​psychologist​​specified by the Employment Subcommittee​.​

 ​2.​ ​The​ ​job​ ​suitability​ ​assessment​ ​shall​ ​determine​ ​whether​ ​the​ ​candidate​ ​for​
 ​promotion​​can​​perform​​the​​essential​​functions​​of​​the​​promotional​​position​
 ​with or without accommodation.​

 ​3.​ ​The​ ​job​ ​suitability​ ​assessment​ ​shall​ ​also​ ​determine​ ​whether​ ​the​
 ​promotional​ ​candidate​ ​has​ ​any​ ​personality​ ​traits,​ ​behaviors,​ ​or​
 ​characteristics that might adversely affect​​their​his or her​​performance.​



 ​10​


 Page 11
​Sec. 3.4​ ​Appointment Process for Deputy Chief.​

​After the application period is closed, the selection process shall proceed as follows:​

 ​A.​ ​Interview Panel​.​

 ​1.​ ​An​ ​interview​ ​panel​ ​shall​ ​be​ ​convened.​ ​The​ ​panel​ ​shall​ ​consist​ ​of​ ​one​
 ​member​ ​of​ ​the​ ​Employment​ ​Subcommittee​a​​Civil​​Service​​Commissioner​
 ​and any designees selected by the Fire Chief.​

 ​2.​ ​The​ ​interview​ ​panel​ ​shall​ ​select​ ​applicants​ ​for​ ​interview​ ​based​ ​on​ ​their​
 ​assessment center exam scores, cover letter, resume, and action plan.​

 ​3.​ ​The​ ​interview​ ​panel​ ​shall​ ​forward​ ​feedback​ ​on​ ​the​ ​applicants​​to​​the​​Fire​
 ​Chief.​

 ​B.​ ​Fire Chief’s Selection.​

 ​1.​ ​The​​Fire​​Chief​​may​​request​​a​​second​​interview​​with​​any​​applicants​​if​​they​
 ​choose​he or she chooses​.​

 ​2.​ ​The​ ​Fire​ ​Chief​​shall​​appoint​​the​​applicant(s)​​whom​​they​​believe​he​​or​​she​
 ​are​believes​ ​is​ ​best​ ​qualified​ ​to​ ​meet​ ​the​ ​managerial,​ ​professional,​ ​and​
 ​technical requirements of the available Deputy Chief position(s).​

 ​C.​ ​Confirmation​​by​​City​​Manager.​ ​The​​Fire​​Chief’s​​appointment​​is​​contingent​​upon​
 ​confirmation by the City Manager.​




 ​11​


 Page 12
 ​ARTICLE IV​
 ​FIRE DEPARTMENT APPOINTMENTS​
 ​COMMAND STAFF – ASSISTANT CHIEF AND DIVISION CHIEF​

​Sec.​​4.1​ ​Special​ ​Procedures​ ​for​ ​Appointment​ ​to​ ​Assistant​ ​Chief​ ​and​ ​Division​ ​Chief​
 ​Positions.​

​Pursuant​ ​to​ ​the​ ​City​ ​of​ ​Portland​ ​Code​ ​of​ ​Ordinances​ ​§​ ​2-59.4(​d​e​),​ ​the​ ​Civil​ ​Service​
 ​Subcommittee​ ​may​ ​provide​ ​by​ ​rule​ ​for​ ​special​ ​procedure​ ​for​ ​appointment​ ​to​ ​Fire​ ​Department​
  ​command​ ​staff.​ ​The​ ​adoption​ ​of​ ​this​​rule​​hereby​​waives​​any​​requirements​​to​​the​​contrary​​in​​§​
 ​2-59.4.​



​Sec. 4.2​ ​Assistant Chief and Division Chief Vacancies.​

​When​​the​​Fire​​Chief​​determines​​that​​there​​is​​an​​Assistant​​Chief​​and/or​​Division​​Chief​​vacancy​​to​
 ​be​​filled,​​they​he​​or​​she​​shall​​post​​a​​notice​​and​​call​​for​​applications.​ ​The​​Fire​​Chief​​may​​post​​the​
  ​vacancy within the Department and/or externally a​t​s​​the Fire Chief’s discretion.​



​Sec. 4.3​ ​Minimum Requirements to Apply for Assistant Chief or Division Chief.​

​The​​following​​shall​​be​​the​​minimum​​requirements​​for​​an​​individual​​to​​be​​promoted​​to​​the​​rank​​of​
 ​Assistant Chief or Division Chief.​

 ​A.​ ​Minimum​​Time​​in​​Service​.​ ​Applicants​​for​​promotion​​must​​have​​at​​least​​ten​​years​
 ​of​​continuous​​service​​in​​the​​fire​​service​​and​​at​​least​​four​​years​​of​​service​​as​​a​​fire​
 ​service officer as of the date of application.​

 ​B.​ ​Minimum​ ​Education.​ ​Applicants​ ​for​ ​promotion​ ​must​ ​have​​an​​Associates​​Degree​
 ​from an accredited institution as of the date of application:​

 ​1.​ ​Preference​​will​​be​​given​​to​​applicants​​who​​hold​​a​​Bachelors​​Degree​​from​
 ​an accredited institution.​

 ​2.​ ​Preference​​will​​be​​given​​to​​applicants​​who​​hold​​a​​degree​​in​​the​​following​
 ​fields:​ ​Fire​ ​Science,​ ​Public​ ​Administration,​ ​Fire​ ​Protection,​ ​Fire​
 ​Protection​ ​Engineering,​ ​Business​ ​Administration,​ ​Management,​
 ​Administration, or directly related field.​

 ​C.​ ​Minimum​ ​Specialty​ ​Training​ ​and​ ​Experience.​ ​The​ ​Fire​ ​Chief​ ​may​ ​require​
 ​additional specialty training and experience as appropriate for the position.​

 ​D.​ ​Cover​ ​Letter​ ​and​ ​Resume.​ ​Applicants​ ​must​ ​submit​ ​the​ ​following​​to​​the​​City​​of​
 ​Portland Director of Human Resources:​


 ​12​


 Page 13
 ​1.​ ​Cover​ ​letter​ ​explaining​ ​applicant’s​ ​interest​ ​in​ ​the​ ​Assistant​ ​Chief​ ​or​
 ​Division Chief position.​

 ​2.​ ​Resume detailing all relevant education and experience.​



​Sec. 4.4​ ​Appointment Process for Assistant Chief or Division Chief.​

​After the application period is closed, the selection process shall proceed as follows:​

 ​A.​ ​Interview Panel​.​

 ​1.​ ​An​ ​interview​​panel​​shall​​be​​convened.​ ​The​​panel​​shall​​consist​​of​​at​​least​
 ​one​ ​member​ ​of​ ​the​ ​Employment​ ​Subcommittee​ ​a​ ​Civil​ ​Service​
 ​Commissioner​,​ ​the​ ​Fire​ ​Chief,​ ​and​ ​at​ ​least​​one​​member​​from​​the​​City​​or​
 ​Portland’s​​Executive​​Office​​and/or​​Human​​Resources​​Department​the​​City​
 ​of Portland Director of Human Resources​.​

 ​2.​ ​The​ ​interview​ ​panel​ ​shall​ ​select​ ​applicants​ ​for​ ​interview​ ​based​ ​on​ ​their​
 ​cover letter and resume.​

 ​B.​ ​Fire​ ​Chief’s​ ​Selection.​ ​Based​ ​on​ ​the​ ​interviews,​ ​resumes,​ ​cover​ ​letters,​ ​and​
 ​history​ ​of​ ​work,​ ​the​ ​Fire​ ​Chief​ ​shall​ ​appoint​ ​the​ ​applicant​ ​whom​ ​they​he​ ​or​ ​she​
 ​believe​s​ ​is​ ​best​ ​qualified​ ​to​ ​meet​ ​the​ ​managerial,​ ​professional,​ ​and​ ​technical​
 ​requirements of the available Assistant Chief or Division Chief position.​

 ​C.​ ​Conditional​​Offer.​ ​Where​​an​​applicant​​from​​outside​​the​​Department​​is​​chosen​​for​
 ​appointment​​or​​where​​the​​Fire​​Chief​​otherwise​​deems​​it​​appropriate,​​and​​a​A​fter​​a​
 ​conditional​​offer​​is​​made,​​the​​conditional​​appointee​​must​​complete​​the​​following​
 ​to the satisfaction of the Fire Chief:​¶​

 ​D.​

 ​1.​ ​A​ ​candidate​ ​for​ ​promotion,​ ​or​ ​for​ ​original​ ​hire,​ ​must​ ​undergo​ ​a​ ​full​
 ​background​ ​check,​ ​including​ ​local,​ ​state,​ ​and​ ​federal​ ​criminal​ ​history,;​
 ​civil​​court​​records;​​motor​​vehicle​​driving​​records;​​and​​credit​​history.​A​​full​
 ​background​ ​check,​ ​including​ ​local,​ ​state,​ ​and​ ​federal​ ​criminal​ ​history;​
 ​motor vehicle driving records; and credit history.​

 ​i.​ ​The​ ​disqualifying​ ​co​nditions​nvictions​ ​in​ ​Section​ ​1.3​ ​shall​ ​be​ ​the​
 ​minimum disqualifications applicable to appointees.​

 ​ii.​ ​However,​​the​​Chief,​​in​​their​his​​or​​her​​discretion,​​may​​disqualify​​a​
 ​conditional​ ​appointee​ ​for​ ​any​ ​criminal​ ​background​ ​so​​long​​as​​the​
 ​disqualification is reasonably related to the job requirements.​



 ​13​


 Page 14
 ​2.​ ​A​​medical​​examination.​ ​The​​medical​​examination​​shall​​be​​performed​​by​​a​
 ​qualified​ ​physician,​ ​and​ ​shall​ ​evaluate​ ​whether​​the​​conditional​​appointee​
 ​can​ ​perform​ ​the​ ​essential​ ​functions​ ​of​ ​the​ ​job​ ​with​ ​or​ ​without​
 ​accommodation.​

 ​3.​ ​A job suitability assessment.​

 ​i.​ ​The​​job​​suitability​​assessment​​shall​​be​​performed​​by​​a​​licensed​​and​
 ​qualified psychologist.​

 ​ii.​ ​The​ ​job​ ​suitability​ ​assessment​ ​shall​ ​determine​ ​whether​ ​the​
 ​appointee​ ​can​ ​perform​ ​the​ ​essential​ ​functions​ ​of​ ​the​ ​job​ ​with​ ​or​
 ​without accommodation.​

 ​iii.​ ​The​ ​job​ ​suitability​ ​assessment​ ​shall​ ​also​ ​determine​ ​whether​ ​the​
 ​conditional​ ​appointee​ ​has​ ​any​ ​personality​ ​traits,​ ​behaviors,​ ​or​
 ​characteristics​ ​that​ ​might​ ​adversely​ ​affect​ ​their​his​ ​or​ ​her​
 ​performance.​

 ​E.​ ​Confirmation​​by​​City​​Manager.​ ​The​​Fire​​Chief’s​​appointment​​is​​contingent​​upon​
 ​confirmation by the City Manager.​



​¶​

​ADOPTED​¶​

​Date:​ ​______________________________​¶​
 ​Jon​​P. Jennings​Danielle West​¶​
 ​City Manager​




 ​14​


 Page 15
5/13/25, 3:58 PM City of Portland Mail - Captains Group response to the proposed D/C promotional process qualification Civil Service change.



 Chad Johnston <johnstonc@portlandmaine.gov>



  Captains Group response to the proposed D/C promotional process qualification Civil Service change.
  2 messages

  Ryan Walsh <rwalsh@portlandmaine.gov> Tue, May 13, 2025 at 2:53 PM
  To: Chad Johnston <johnstonc@portlandmaine.gov>, Casey Bunker <bunkerc@portlandmaine.gov>

 To: Chief Chad Johnston

 From: PFD Captain’s Group

 Subject: Proposed D/C Promotional Process Civil Service Change.

 Date: May 13, 2025

 Chief,

 Here is our response to your recent communication of planning to petition the Civil Service Commission for a change in the Deputy Chief
 Promotional Process. The proposed change, to our understanding, is that a Lieutenant with more than 4 years in grade can sit for promotion to
 the rank of Deputy Chief. We, as a group, strongly disagree with this proposal for the following reasons:

 You have personally said it multiple times to this group that you wish to make the rank of Captain more valuable and respected. This
 action directly devalues the rank of Captain, no argument needed.
 This action will ultimately alienate a group of your field level supervisors for one of two reasons. If a Lieutenant is promoted over a viable
 candidate that holds the rank of Captain, one could assume that there could be a decrease in the number of members wishing to seek
 promotion to Captain. Promotion to Captain has always been the path to Deputy Chief, if that is now no longer a required step, less
 members will take the test. If a Captain is always promoted over a Lieutenant, the number of Lieutenants willing to attempt to be promoted
 directly to Deputy Chief will decrease. It is our belief that either of these scenarios will cause a decrease in members desiring to be
 promoted to Lieutenant or Captain. This simply shifts your low numbers of candidates from one rank to another rank.
 Collectively, we agree that there is an immense amount of knowledge and experience gained that you don't have the opportunity to gain at
 the rank of Lieutenant. Administratively, you are responsible for station and apparatus upkeep, coordination of all shift personnel within
 your company, etc. Current Deputy Chiefs will often state that they will look at Captains to bounce ideas off from in real time on shift. At
 the rank of Captain you are exposed to more of the “3,000 foot view” required to be a successful and effective Deputy Chief.
 There are currently three members qualified to interview for the next Deputy Chief vacancy, with more eligible to test for the position.

 For these reasons, this group disagrees with your proposal to change civil service language for a problem that we do not believe exists.
https://mail.google.com/mail/u/0/?ik=5a3ef1e923&view=pt&search=all&permthid=thread-f:1832032575710482358&simpl=msg-f:1832032575710482358&simpl=msg-a:r1068340929250026117 1/2
 Page 16
5/13/25, 3:58 PM City of Portland Mail - Captains Group response to the proposed D/C promotional process qualification Civil Service change.



 Respectively Submitted,

 The Captains Group


 --
 Captain Ryan Walsh
 Rosemont Station
 Ladder Co. 3/Medcu No. 3




  Chad Johnston <johnstonc@portlandmaine.gov> Tue, May 13, 2025 at 3:00 PM
  To: Ryan Walsh <rwalsh@portlandmaine.gov>
  Cc: Casey Bunker <bunkerc@portlandmaine.gov>

 received, thank you for the input
 R/

 Chad D. Johnston
 Fire Chief
 Portland Fire Department
 Fire Headquarters
 380 Congress Street
 Portland, Maine 04101
 207-874-8401 office
 207-590-8950 cellular




 [Quoted text hidden]




https://mail.google.com/mail/u/0/?ik=5a3ef1e923&view=pt&search=all&permthid=thread-f:1832032575710482358&simpl=msg-f:1832032575710482358&simpl=msg-a:r1068340929250026117 2/2
 Page 17