BY MICHAEL OLOHAN
OF NORTHERN VALLEY PRESS
ENGLEWOOD, N.J.—A local organization representing African-American firefighters called on city officials March 27 to throw out the current list of firefighter candidates due to a lack of residents and African-Americans being considered for nearly a dozen open firefighting positions this year.
“It is the recommendation of the Jabari Society of Bergen County that the current list be expunged due to the absence of not only Englewood residents, but also the apparent void of African-American candidates on the hiring list. We seek full transparency in the future selection process,” states the letter presented by Englewood Fire Department Lt. Joseph Hoyle, corresponding secretary of International Association of Black Firefighters, at a recent budget hearing in late March.
Hoyle said a letter asking the city to consider hiring more residents as well as African Americans as firefighters was presented to City Council President Katharine Glynn March 27.
‘Reflect demographics’
“It is imperative the Mayor, City Manager, and Council promote fair and diverse hiring practices and community advancement that will reflect the demographics of our city,” reads the letter, also sent to Northern Valley Press.
Over the last year, several city residents have complained at council meetings that despite passing exams for a firefighter position, they have no idea whether their scores put them in line for a firefighter job. Moreover, several residents regularly criticize hiring out-of-town residents for firefighter and police positions, alleging the non-resident city employees do not really know the city or care about it and its citizens.
At a March 11 community forum on crime, Police Chief Lawrence Suffern and Deputy Chief Greg Halstead were questioned about how many residents had applied on exams to become a police officer. Suffern said he would have to check with human resources for an answer.
The black firefighters’ association letter states that by using the nearly three-year-old eligibility list “the city is preparing to employ 12 careers to non-Englewood residents who will for 25 years, enjoy salaries that will not pay property taxes nor patronize our city restaurants, supermarkets or small businesses. The City of Englewood is strongly considering extending careers to candidates whose children will not attend our Englewood school system,” charges the letter.
While an online memo from City Manager Ed Hynes lists 11 firefighting positions to be filled in 2019 due to retiring firefighters, it was unclear how many positions will be filled, though Hoyle said whether 11 or 12 positions are being filled, the hiring of that many firefighters at once will be unusual.
Hynes’ memo states “an effort has been underway since late 2018 to design lists of candidates taken from existing lists of qualified individuals” for both departments and that candidates are then sent for six months of training at the Police or Fire Academy.
‘Want a commitment’
“This is unprecedented that you usher in that number of personnel in one year and it kind of rubs us the wrong way,” said Hoyle. “We want a commitment from them (mayor, city manager) that they will look at our concerns and do something about it,” added Hoyle, speaking to Northern Valley Press April 1.
Hoyle said he was aware of residents who took the firefighters’ exam three years ago, and passed the exam, but said he did not think any of them were being considered for a firefighting position. Hoyle said the letter calls for more transparency by the city as part of the hiring process, and notes that since the exam was given, the city has a new fire chief, new city manager and new mayor.
“The current administration needs to demonstrate transparency by revealing the standards and practices utilized to determine candidate qualifications. The question remains, why are there no African American candidates on the list?” states the letter.
Hoyle said that candidates who take the tests and exams to be a firefighter should be informed of their numerical scores—which he said is not done—and be kept better informed on where they stand in the hiring process.
‘Explain the process’
“Transparency is the thing we’re striving for here. I cannot even explain to you the process that they use for hiring a firefighter,” Hoyle said.
He said transparency is needed in the firefighter exam announcement, exam scoring and rankings. He said he filed a public records request to get information on how many candidates took the test, how many passed, and the demographics of exam takers. He said no information was provided by the city.
“The testing requirements need to be transparent and clear. The study guide and content must be made available and must not be unfairly geared toward candidates with prior volunteer fire experience. Conversely, the testing material and study guide should be an aptitude exam after which each successful candidate can be trained to National Fire Protection Association and City of Englewood fire personnel standards,” notes the letter.
The African-American firefighters’ association letter points out that “residential preference should be given to candidates who have resided in the community for five years or more. It should be considered pilferage to take residence for the sole purpose of obtaining a career job and then fleeing the community to empower another township or village while our fine city is left unmanned and unprotected. It is inconceivable that twelve candidates can exist on a list to be appointed and not one single candidate has an address within our city limits,” the letter alleges.
Resident preference
An ordinance to provide a preference for local candidates for police and fire department positions was debated on several occasions in 2018 and tabled in late September when labor counsel Genova Burns suggested last-minute changes.
Previously the draft ordinance provided a hiring advantage to residents only when the candidates were “equally qualified” in terms of all test components: including interviews, written exams and physical tests. If the candidates’ scores were equal, then a resident would be offered the position, stated the draft ordinance.
A Northern Valley Press analysis of city employee data in 2018 revealed 20 of 107 police employees (19 percent) were city residents as were 19 of 57 fire department employees (33 percent).
During the September discussion, both councilmen Charles Cobb and Michael Cohen said the ordinance may not be effective unless the hiring process is made more transparent for all candidates applying for open positions.
At the time, the draft ordinance required a 12-month residency to qualify for the resident preference. Hoyle suggested then a minimum 24-month residency requirement.
“It is the fiduciary responsibility of the members of the council that will lead to the appointment of the next hiring class, to make certain that the hires are members of the community they will serve. By contrast the City of Englewood has approved multiple occupancy and retirement living facilities. We cannot protect life and property without first adequately staffing the Fire and Police Departments,” states the black firefighters’ letter.
Hoyle said when he publicly read the letter, it was met with “silence…something has to be done about this. Transparency and consideration is needed now,” he said.
He suggested the city needs to look at what other cities do, including those with Civil Service requirements, which require an open process that lists exam scores and ranks candidates in order of hiring that are available for every candidate to view.
“We are taking his letter very seriously and looking into his statements,” said City Council President Katharine Glynn. Glynn said she expected the council to reexamine the issue of providing a preference to hire residents for firefighter positions.
Residents: 6 extra points
The last entry-level firefighter exam was offered in September 2016 and provided six extra points for residents, three extra points for those with a Bachelor’s Degree; three extra points for veterans and one point for those with an Associate’s Degree.
According to a flyer distributed by Englewood, the successful candidate “must score 70 percent or higher” on a written exam and a physical agility assessment.. Also required is an 80-foot ladder climb, oral interview, psychological evaluation, satisfactory completion of the Fire Academy, and a one-year probationary period.
Candidates must be a U.S. citizen, between 18 and 34 years old, high school graduate or hold a GED and possess a valid New Jersey driver license. Exam applicants paid a $70 exam fee in person at Englewood’s Human Resources Office.