The New York City Fire Department (FDNY) is a brand name in public safety. Like many high-reliability organizations, its specialized units carry out advanced and technical work. Expanded mission tasking, compensation, and training have made these assignments a career ladder, but the antiquated selection and assignment policy threaten the integrity of the selection and recruitment process. FDNY may improve its selection for special operations based on what similar organizations do. By reviewing them, specifically the armed services and commercial diving, two high-reliability organizations, this study compares selection methods to identify validated testing, determine criteria, and develop a selection construct that can maintain or improve current selection policies. Findings reveal that cognitive ability testing, physical ability assessments, and in-depth character evaluations used to make personnel selections could enhance FDNY. This thesis recommends that further development of selection models would be beneficial for the organization and defend the FDNY against claims of bias, favoritism, and discrimination. Lack of validation has already cost New York City and the FDNY legal fines. Validation studies identify areas of selection that need improvement so the FDNY could reinforce traditional selection criteria and establish new and validated ways of identifying and cultivating talent with the fire service.Civilian, FDNYApproved for public release. Distribution is unlimited
