Promotional Processes Built for the Fire Service
220 Consulting & Logistics specializes in the design and administration of fire service promotional processes, including written examinations and assessment centers.
From promotional written examinations to complete multi-element assessment processes, we provide departments with a structured, professional approach to evaluating candidates for positions of greater responsibility.
Discipline today. Leadership tomorrow. Legacy forever.
FIRE SERVICE PROMOTIONAL PROCESSES
Better Decisions Begin with a Better Process
Promotional decisions have lasting consequences. The individuals selected today will influence the leadership, culture, operational
performance, and future of the organization for years to come.
220 helps fire departments build promotional processes that provide candidates a meaningful opportunity to demonstrate their
knowledge, judgment, leadership, communication, and ability to perform at the next level.
Our services focus on the design and administration of complete promotional processes and professionally developed
promotional written examinations.
Promotional Assessment Processes
Customized promotional processes built around the position, department, candidate population, and objectives of the agency.
220 can assist with process design, assessment development, candidate and assessor preparation, logistics, administration, scoring, documentation, and post-process reporting.
Explore Promotional Processes
Promotional Written Examinations
Custom promotional examinations developed from agency-designated source materials, including fireservice texts, department policies, standard operating procedures, and other approved references.
Services can include examination development, administration, electronic scoring, candidate review and challenge procedures, and results documentation.
Explore Written ExamsAssessment Capabilities
The Right Components for the Right Position
A promotional process should reflect the responsibilities of the position being evaluated. 220 works with each agency to select and
develop assessment components appropriate to the rank, role, and objectives of the process.
Written Examination
Evaluate job knowledge and command of established source materials through professionally developed promotional examinations.
In-Basket Exercise
Assess a candidate's ability to prioritize, organize, communicate, make decisions, and manage the competing demands associated with a supervisory or command position.
Fireground Tactical Simulation
Place candidates in realistic command situations requiring them to interpret changing conditions, establish priorities, communicate effectively, and make operational decisions.
Leadership Scenario
Evaluate how candidates approach personnel, organizational, supervisory, and leadership challenges they may encounter at the next rank.
Role Play Exercise
Allow candidates to demonstrate interpersonal communication, conflict management, coaching, counseling, and supervisory skills in an interactive environment.
Structured Interview
Use standardized questions and defined evaluation criteria to assess a candidate's judgment, leadership perspective, communication, and readiness for increased responsibility.
Presentation Exercise
Evaluate a candidate's ability to organize information, communicate ideas, address an audience, and respond to questions or changing circumstances.
Written Exercise
Assess written communication, organization, analysis, judgment, and the ability to communicate professionally through written work products.
Driver/Engineer Practical
Evaluate operational decision-making and job-related apparatus responsibilities through structured practical exercises, including pumping and related Driver/Engineer functions.
The 220 Approach
Structured by Design
A strong promotional process requires more than a collection of exercises. It requires deliberate design,
consistent administration, meaningful evaluation, and careful documentation.
Our approach is built around several core principles.
Job Relevant
Assessment components are selected and developed around the responsibilities, decisions, and expectations associated with the position being evaluated.
Structured
Candidates receive standardized instructions and assessment conditions, while assessors work from established evaluation criteria and administration procedures.
Independent
The use of independent assessors and controlled administration helps separate candidate performance from internal relationships, expectations, and organizational history.
Behaviorally Based
Candidates are evaluated on defined, observable behaviors demonstrated during the assessment—not simply on general impressions of performance.
Documented
Scoring, administration, process records, and reporting are handled through defined procedures designed to support consistency and provide the agency with a clear record of the process.
Customized
Every department is different. Assessment processes are developed around the agency, position, operational environment, policies, priorities, and needs of the organization rather than relying solely on generic, one-size-fits-all exercises.
HOW IT WORKS
From Initial Conversation to Final Results
220 can manage the promotional assessment process from initial planning and development through
administration, scoring, and final reporting.
01
Discover
We begin by understanding the position, department, candidate population, governing requirements, timeline, operational environment, and objectives of the process.
02
Design
We work with the agency to determine the appropriate process structure and develop assessment components aligned with the position and the department's needs.
03
Prepare
Assessment materials are finalized, logistics are coordinated, candidates receive appropriate process information, and assessors and project personnel are prepared for administration.
04
Administer
The process is conducted using standardized instructions, controlled procedures, and defined assessment practices designed to provide candidates with consistent conditions.
05
Report
Scores, documentation, and process records are compiled and reviewed. The agency receives final results and appropriate post-process reporting based on the services selected.
EXPERIENCE & CLIENTS
Experience You Can Put to Work
220 Consulting & Logistics helps fire departments build promotional processes centered on fairness, independence,
consistency, job relevance, and clearly documented results.
Our role is to provide the structure, personnel, assessment expertise, and process controls necessary to give candidates a
fair opportunity to demonstrate their readiness for greater responsibility—and give department leadership
confidence in the process used to evaluate them.
We were proud to be among the very first to use 220 Consulting and Logistics for both our promotional and new hire processes here at Little Elm Fire Department—and we are still currently using them for all of our promotional and hiring processes today.The greatest thing about working with the staff at 220 is that they truly live by the term 'turnkey.' Whenever small details came up, they were deeply committed to making sure we worked through every single one of them to ensure the process fit what was best for our department. They will meet with you as many times as needed to learn as much as they can about your operations so that the final process genuinely meets your department's unique needs.
— Jeremy Fuller
Little Elm Fire Department
We recently partnered with 220 Consulting to administer a comprehensive Driver/Engineer promotional process, including a written exam, candidate qualifications and experience review, pumping practical, and command scenario. Jason and his team went above and beyond to ensure every component was tailored to the needs and requirements of our department. The entire process was professional, thorough, and well organized from start to finish. It was a great experience, and we look forward to working with 220 Consulting again in the future.
-Division Chief Jonathan Castro,
Southlake Fire Department
Client Testimonials
Planning Your Next Promotional Process?
Every process begins with a conversation. Tell us about the position, anticipated timeline, and what
your department is trying to accomplish. We can help determine the assessment structure and level of
support that make sense for your agency