FIRE OFFICER III REVISION TEST 2025/2026 QUESTIONS
AND SOLUTIONS GRADED A+
✔✔Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994
- ✔✔prohibits discrimination against those serving in AFR, NG or other uniformed
services.
✔✔Executive Order 11246 - ✔✔Prohibits discrimination on the basis of race, color,
national origin, religion and gender in all federal agencies and those doing business with
the government. AFFIRMATIVE ACTION.
✔✔Executive Order 11375 - ✔✔discrimination by sex was prohibited, expands on
11246.
✔✔Fitness for Duty as firefighter NFPA 1582 - ✔✔Category A not-medically certifiable.
Category B, may perform without risk to self or others.
✔✔What is job analysis? - ✔✔a purposeful, systematic process for collecting
information on the important work-related aspects of a job
✔✔What are two types of information garnered by a Job Analysis? - ✔✔Job Description
(responsibilities of job) and Job Specification (KSA's)
✔✔Performing a good Job Analysis does what? - ✔✔Allows for legal compliance and a
defense to lawsuits. Also provides a base of information to build system of personnel
management.
✔✔Job Analysis consists of five key elements, what are they? - ✔✔Reliability, Validity,
Adaptability, Defensibility and Quantification
✔✔What is reliability? - ✔✔Replication of a result
✔✔what is validity? - ✔✔Does it measure what it's supposed to measure?
✔✔What is quantification? - ✔✔numerical value of data
✔✔What is adaptability? - ✔✔Data/results adaptable or useful in other contexts
✔✔What is defensibility? - ✔✔Documentation of the process, use reliability
contributions.
✔✔What is a Job Description? - ✔✔a written description of the basic tasks, duties, and
responsibilities required of an employee holding a particular job. These are
OBSERVABLE ACTIONS.
, ✔✔Job Descriptions contain three sections, what are they? - ✔✔Identification (job title),
Definition, (purpose of job), and Description (major job duties)
✔✔What is one of the most critical tasks an organization undertakes? -
✔✔RECRUITMENT
✔✔Recruiting is what? - ✔✔An attempt to attract the VERY BEST workers from each
demographic component of the population.
✔✔What is criterion-related validity? - ✔✔How positively test scores correlate with
another criterion or outcome
✔✔What is concurrent validity? - ✔✔the degree to which a new test correlates with an
established test of known validity (test all current firefighters, best firefighters get better
scores, worse firefighters get worse scores)
✔✔What is predictive validity? - ✔✔the success with which a test predicts the behavior
it is designed to predict. (test all current firefighters, hire new firefighters, wait for
extended time, test newest firefighters) *Generally stronger than concurrent.
✔✔Which validity is preferred by EEOC? - ✔✔Predictive Validity, presumed to be
closely tied to job performance. Generally stronger than concurrent.
✔✔What is content validity? - ✔✔content validity exists when it reflects actual samples
of work done on the job in question.
✔✔What is construct validity? - ✔✔Validates measures of certain traits or qualities
deemed important for job.
✔✔What is the most reliable correlation coefficient? - ✔✔+1.0 - The closer to this
number, the better.
✔✔The EEOC requires that all employment testing be based on? - ✔✔Job-Related
Criterion
✔✔What is the most heavily weighted element in hiring? - ✔✔INTERVIEW
✔✔Who may conduct F&ES interviews? - ✔✔Individual, CPO/HR, or selection team
✔✔Interviews are broken down into three general types, they are? - ✔✔Structured,
Unstructured and Semi-Structured.
AND SOLUTIONS GRADED A+
✔✔Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994
- ✔✔prohibits discrimination against those serving in AFR, NG or other uniformed
services.
✔✔Executive Order 11246 - ✔✔Prohibits discrimination on the basis of race, color,
national origin, religion and gender in all federal agencies and those doing business with
the government. AFFIRMATIVE ACTION.
✔✔Executive Order 11375 - ✔✔discrimination by sex was prohibited, expands on
11246.
✔✔Fitness for Duty as firefighter NFPA 1582 - ✔✔Category A not-medically certifiable.
Category B, may perform without risk to self or others.
✔✔What is job analysis? - ✔✔a purposeful, systematic process for collecting
information on the important work-related aspects of a job
✔✔What are two types of information garnered by a Job Analysis? - ✔✔Job Description
(responsibilities of job) and Job Specification (KSA's)
✔✔Performing a good Job Analysis does what? - ✔✔Allows for legal compliance and a
defense to lawsuits. Also provides a base of information to build system of personnel
management.
✔✔Job Analysis consists of five key elements, what are they? - ✔✔Reliability, Validity,
Adaptability, Defensibility and Quantification
✔✔What is reliability? - ✔✔Replication of a result
✔✔what is validity? - ✔✔Does it measure what it's supposed to measure?
✔✔What is quantification? - ✔✔numerical value of data
✔✔What is adaptability? - ✔✔Data/results adaptable or useful in other contexts
✔✔What is defensibility? - ✔✔Documentation of the process, use reliability
contributions.
✔✔What is a Job Description? - ✔✔a written description of the basic tasks, duties, and
responsibilities required of an employee holding a particular job. These are
OBSERVABLE ACTIONS.
, ✔✔Job Descriptions contain three sections, what are they? - ✔✔Identification (job title),
Definition, (purpose of job), and Description (major job duties)
✔✔What is one of the most critical tasks an organization undertakes? -
✔✔RECRUITMENT
✔✔Recruiting is what? - ✔✔An attempt to attract the VERY BEST workers from each
demographic component of the population.
✔✔What is criterion-related validity? - ✔✔How positively test scores correlate with
another criterion or outcome
✔✔What is concurrent validity? - ✔✔the degree to which a new test correlates with an
established test of known validity (test all current firefighters, best firefighters get better
scores, worse firefighters get worse scores)
✔✔What is predictive validity? - ✔✔the success with which a test predicts the behavior
it is designed to predict. (test all current firefighters, hire new firefighters, wait for
extended time, test newest firefighters) *Generally stronger than concurrent.
✔✔Which validity is preferred by EEOC? - ✔✔Predictive Validity, presumed to be
closely tied to job performance. Generally stronger than concurrent.
✔✔What is content validity? - ✔✔content validity exists when it reflects actual samples
of work done on the job in question.
✔✔What is construct validity? - ✔✔Validates measures of certain traits or qualities
deemed important for job.
✔✔What is the most reliable correlation coefficient? - ✔✔+1.0 - The closer to this
number, the better.
✔✔The EEOC requires that all employment testing be based on? - ✔✔Job-Related
Criterion
✔✔What is the most heavily weighted element in hiring? - ✔✔INTERVIEW
✔✔Who may conduct F&ES interviews? - ✔✔Individual, CPO/HR, or selection team
✔✔Interviews are broken down into three general types, they are? - ✔✔Structured,
Unstructured and Semi-Structured.
