Built From Experience.
Focused on the Process.
220 Consulting & Logistics was created around a simple belief: promotional decisions are too
important for the process behind them to be an afterthought.
The people promoted today will become the supervisors, officers, and command staff who
shape the department tomorrow.
Those decisions deserve a process built with the same level of professionalism, preparation,
and accountability expected of the people seeking promotion.
ABOUT 220
Built Specifically for the Fire Service
220 Consulting & Logistics is a fire-service consulting firm specializing in promotional examinations and assessment processes
Our work is focused on helping fire departments evaluate candidates for positions of greater responsibility through processes designed around fairness, independence, consistency, job relevance, and clearly documented results
We understand that a promotional process affects more than a final score or eligibility list. It affects candidates who have invested years preparing for advancement, department leaders responsible for making consequential personnel decisions, and organizations that must maintain confidence in how those decisions are reached.
That responsibility shapes how we approach every process.
Candidates deserve a process they can trust. Departments deserve a process they can stand behind.
Our role is to work with department leadership to understand the position and organizational expectations, then build and administer a process that gives candidates a fair opportunity to demonstrate whether they are prepared to meet them.
WHY 220 EXISTS
Better Promotional Decisions Begin with Better Processes
220 was founded from firsthand experience with fire-service promotional processes and the challenges departments face when designing and administering them.
Fire departments possess tremendous operational expertise and understand their own organizations better than any outside provider. But promotional assessment requires something additional: deliberate assessment design, consistent administration, independent evaluation, structured scoring, process controls, and documentation.
220 exists to bring those elements together
Our role is not to tell a department what its future leaders should look like.
OUR PHILOSOPHY
The Process Should Earn Confidence
A promotional process should be challenging.
It should require candidates to demonstrate knowledge, judgment, communication, leadership, decisionmaking, and the other behaviors associated with the responsibility they are seeking.
But difficulty alone does not make an assessment effective.
Candidates should understand the rules of the process. They should receive consistent conditions and meaningful opportunities to demonstrate their abilities. Their performance should be evaluated against defined expectations rather than reputation or organizational relationships.
Departments should receive clear results supported by structured scoring and process documentation
That combination—job relevance, fairness, independence, consistency, and documentation—is at the center of the 220 approach.
Founder & Principal
Jason Burch
Jason Burch founded 220 Consulting & Logistics after a career spent working within the fire service and participating in the development, administration, and evaluation of promotional processes.
His experience includes fire-service operations, supervision and leadership, promotional assessment, written examination development, tactical simulation, candidate evaluation, and process administration.
That operational background shapes 220's approach to assessment design.
Promotional exercises should not simply look difficult or create artificial pressure. They should provide candidates with realistic opportunities to demonstrate the judgment, communication, leadership, prioritization, and decision-making expected at the position they are seeking.
Jason remains directly involved in the development and oversight of 220 promotional processes while continuing to develop the systems, standards, and project teams necessary for 220 to deliver consistent processes across client agencies.
OUR PROJECT TEAMS
Experience Appropriate to the Process
220 does not approach every engagement with a fixed roster of personnel.
Project teams are assembled based on the rank being evaluated, assessment components being used, candidate population, logistical requirements, and needs of the client agency.
Depending on the process, a 220 project team may include:
- Process leadership
- Independent fire-service assessors
- Tactical simulation personnel
- Candidate coordinators
- Logistics and documentation personnel
- Radio communications personnel
- Role players
- Other specialists appropriate to the assessment
Assessors and project personnel are selected based on the responsibilities they will perform and are prepared for their specific roles before the process begins.
This model allows 220 to build the team around the process rather than forcing every process into the same staffing structure.
OUR ROLE
Your Department Knows Its Organization. We Know the Process.
An outside provider should not replace the department's judgment about its organization.
Department leadership understands its operational environment, expectations, policies, culture, and needs for the position being filled.
220 brings specialized promotional-assessment expertise to that knowledge.
We work collaboratively with agency leadership to understand what matters, then assume responsibility for translating those expectations into a structured assessment process and administering it consistently.
The department remains appropriately involved.
The assessment remains independent.
And candidates are evaluated through a process designed specifically for the position they are seeking.
WHAT THE NAME REPRESENTS
Discipline Today. Leadership Tomorrow. Legacy Forever.
The work of developing future leaders does not begin on promotion day.
It begins with the standards organizations establish, the preparation candidates undertake, and the processes used to determine readiness for greater responsibility.
Discipline today.
The preparation, standards, and deliberate work required now.
Leadership tomorrow.
Preparing and identifying people ready to accept greater responsibility.
Legacy forever.
Recognizing that today's leadership decisions influence the organization long after the promotional process ends.
That perspective is reflected in how 220 approaches every engagement.
Let's Talk About Your Next
Promotional Process
If your department is preparing for an upcoming promotional examination or assessment process,
we would welcome the opportunity to learn more about the position, your organization, and what you
want the process to accomplish.