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Frequently Asked Questions
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| Are there opening and closing dates for TVF&R accepting applications? |
| Yes. We will open the application period when we have a business need to establish an eligible list. The eligible list may last up to 24 months, and we will fill any current and future vacancies within this time period from the eligible list. |
| When can I apply? |
| We announce an open period during which we accept applications to participate in the examination. When our plans for a new examination develop, we notify individuals who have registered on the Notify Me area of our website. |
| Is there an age requirement? |
| Yes, applicants must be at least 18 years of age. |
| What do I need to do to prepare for applying? |
| a) Obtain your EMT or Paramedic license by date of application. b) Maintain your physical conditioning. |
| What do I need to do to apply? |
| The posting will include all relevant information and key dates. When the application period is open: a) Register for TVF&R on National Testing Network’s site. Take the FireTEAM test (or associate your previous test score to TVF&R).
b) Submit an online TVF&R application through our website, and
c) Successfully complete the Candidate Physical Ability Test (CPAT) and include the documentation with your application. See the CPAT section for information about the physical abilities test requirements. The dates accepted for the CPAT will be listed in the posting. |
| When can I take the FireTEAM test? |
| You can take the FireTEAM test at any time. However, you will only be able to submit your score to TVF&R when the application period is open. You are responsible for knowing when your FireTEAM score expires. |
| Is there a testing fee? |
| Yes. NTN charges a base fee for the FireTEAM test and an additional fee for each department to which you indicate to send your scores. Please check the NTN website for the fee amounts. |
| Can I apply for a fee waiver for the FireTEAM test? |
| TVF&R does not currently provide fee waivers for the FireTEAM test. We do offer a waiver program for the CPAT exam. More information can be found below and on the job posting during our open application period. |
| When are tests offered? |
| Virtual or on-site testing it available. Virtual testing availability will be displayed for your selection when you select TVF&R as your department and advance in the registration process. On-site testing date availability is different for each testing center location. Click here to view upcoming examinations by date, state, profession and testing location. |
| Can I repeat the FireTEAM test? |
| Yes, three months or more after your previous test. |
| Do repeat testers typically improve their scores? |
| National Testing Network has consistently found that candidate scores do not change much with re-tests. The video-based tests access situational judgment rather than knowledge that a candidate can study and prepare for. |
| If I repeat the test and score lower the second time, can I choose to use my first score instead? |
| No, your most recent test scores will be your score. |
| What does the testing consist of? |
| To learn more about the FireTEAM test components, please go to the NTN website. There are no study guides or other test preparation materials relevant to the tests that will be administered, but for more detailed information and 30+ practice items, visit the FireTEAM Practice Test website. |
| How is the pass point calculated for the FireTEAM test? |
| To be considered passing, you must meet or exceed the minimum scores as follows: -Human Relations test score: pass point of 70% (one of two factors used to calculate exam score)
-Mechanical test score: pass point of 60% (pass/fail)
-Reading test score: pass point of 80% (pass/fail)
-Math test score: pass point of 70% (pass/fail) |
| I received my results of my FireTEAM test but don’t see specific scores. How do I know if I’ve scored high enough to pass? |
| NTN recently moved to a performance feedback model for sharing FireTEAM test results with an individual. We will continue to share with candidates if they have passing scores for each of the components and their status in the examination process. |
| What is the other component of the exam? |
| Applicants who pass all components of the FireTEAM test with the pass points indicated, and who have a passing CPAT within the indicated date window, will be invited to participate in an additional exam component: a recorded video interview. This interview will be scored by subject matter experts (select line personnel at TVF&R). |
| What is CPAT? |
| CPAT stands for Candidate Physical Ability Test. More information about this test may be found here. |
| When should I schedule to complete CPAT? |
| Candidates need to have completed the CPAT no greater than 18 months from the close date of the application period. |
Where can I complete the CPAT? |
| You can complete the test with any licensed provider of the official IAFF/IAFC CPAT. National Testing Network (NTN) offers this test at testing facilities in several states. Click on “CPAT Testing” from the NTN home page for testing locations and to schedule your test. To view exam dates, click here. |
| Is there a testing fee? |
| Yes, NTN charges a base fee for the CPAT exam. Please check the NTN website for the fee amounts. |
| Can I apply for a fee waiver for the CPAT exam? |
| Yes, we do offer a fee waiver program for the CPAT exam, intended for candidates experiencing financial hardship. The CPAT Waiver Request Form is available during the application open period. You will find the form and its instructions included on the job posting. |
| I’ve already passed the CPAT with NTN. Will I need to repeat it? |
| It depends when you successfully completed the CPAT. The date for which your CPAT will be accepted will be listed in the posting, which will be no greater than 18 months from the close date of the application period. |
| I passed CPAT, but think I can do it faster than I performed initially. Does my time completing the CPAT have any impact on my eligible list ranking? |
| No, the time in which you completed CPAT--assuming you met the time standard in order to pass it--has no consequence. |
| What is an eligible list? How long is the eligible list active? |
| An eligible list is a list of candidates who have passed all components in the examination process for a job, placed in rank order based on their civil service score. The eligible list is then used to fill declared position vacancies. Typically, entrance eligible lists expire 24 months from the date it was established. However, the list may be cancelled sooner if it does not contain a sufficient number of viable candidates. |
| How is my examination score determined? |
| For those passing all components, the examination score is determined by: -FireTEAM Human Relations test score – weighted 50%
-Video Interview – weighted 50% |
| How and when will my Veterans’ Preference points be added? |
| First, you must pass all test components. Veterans’ preference points are then added to the examination score, for an overall civil service score. It is this civil service score that is used in determining your rank on the eligible list. |
| After a selection process in which I was not invited or selected, my eligible list ranking was lower than it was earlier? What explains that? |
| As higher-ranking candidates withdraw or decline, they are removed from the eligible list, which causes lower-ranked individual to have a higher rank. By our civil service rules, the individuals who are removed from the list due to withdrawing or declining may request to be reinstated on the list. If approved, that can cause a reversal of adjustments to the rank position of other individuals. |
| When does TVF&R typically begin a selection process? |
| TVF&R typically holds a recruit academy every 6-12 months for a set of new Firefighters and Firefighter Paramedics. The selection process typically starts about five months prior to the academy start date. However, there are many variables which affect our timing around hiring, and a decision to fill firefighter vacancies can occur at any time. |
| I’ve successfully passed the examination and am ranked on the eligible list. What happens next? |
| Candidates who rank high enough to be invited into TVF&R’s selection process will be notified. The current selection process includes: 1) panel interview (often referred to as “Chief’s interviews”), and for identified finalists, 2) reference and background investigation. Based on all the information gathered, the Fire Chief then identifies a set of candidates to whom to make contingent offers of employment. |
| How will I be notified if I am invited to participate in the selection process? |
| You will be notified by email. You may wish to add “*@tvfr.com” to your safe sender list in your email client to avoid time-sensitive emails being sent to your junk mail or spam folders. |
| What is evaluated in the panel interview (“Chief’s interview”)? |
| The questions in the Chief’s interview typically focus on some of the most critical competencies associated with success as a Firefighter or Firefighter Paramedic, including TVF&R’s core competencies and responder competencies. |
| If I advance from the Chief’s interviews phase, will I receive an offer if my background is clear? |
| Not necessarily. We typically advance a greater number of candidates to the backgrounding and reference phase of our process than we have vacancies to fill. That means that some who advance will not receive an offer. |
| If I receive a contingent offer of employment, what does that mean? |
| Any offer of employment is contingent upon successfully completing the required drug screen, a medical evaluation, and a psychological evaluation. |
| What does the post-offer physical examination entail? |
| The physical exam is conducted by a designated physician who has an understanding of TVF&R’s standards in relation to physical/medical conditions that may disqualify individuals from employment as firefighters. These standards generally follow those set forth in National Fire Protection Association publication 1582. |
| I have a medical condition or previous injury from which I have recovered. Will that condition/injury prohibit me from a career as a firefighter at TVF&R? |
| NFPA 1582 describes many “category A” medical conditions which would likely disqualify you from a career at TVF&R as a firefighter. The physician’s examination is designed to carefully evaluate each individual’s condition and determine fitness for duty. As each person’s circumstances are different, determining whether a medical condition or previous injury will categorically disqualify someone is determined through the post-offer physical examination. |
| If I am found to have a medical condition which disqualifies me from a career as a firefighter at TVF&R as long as it exists, would my offer be rescinded? |
| Yes. |
| What does the post-offer psychological evaluation entail? |
| The psychological evaluation is conducted by a designated licensed psychologist who understands TVF&R’s standards in relation to the psychological and behavioral health conditions that may disqualify individuals from employment as a firefighter or paramedic. Currently, the District contracts with Northwest Occupational Medicine Center (NWOMC). |
| What is NWOMC’s experience conducting psychological screening evaluations for public safety? |
| NWOMC has been offering these services since 1992, and works with approximately 34 public safety agencies in Oregon and SW Washington. In addition to TVF&R, the center works with the Keizer, Clackamas, and Jackson fire agencies. |
| What criteria and standards are considered by the doctors for the evaluation? |
| • National Fire Protection Association standards
• IAFF Wellness Fitness Initiative
• American Psychological Association Professional Practice Guidelines for Occupationally Mandated Psychological Evaluations
• American with Disabilities Act and it amendments (2008)
• Equal Employment Opportunity Commission Guidelines
• Genetic Information Nondiscrimination Act of 2008 (GINA) • TVF&R’s core and responder competencies
• Applicable TVF&R job descriptions
• Background information for each candidate, when available. |
| What components does the post-offer psychological evaluation include? |
| • Review of background report, as provided by the agency
• Completion of a detailed background biographical information questionnaire that gathers information on pertinent aspects of the candidate including medical, psychological, educational, employment, psycho-social development, substance use, legal, and other related pertinent information.
• Standardized psychological testing. • A 60-minute structured interview with the psychologist. |
| What does the standardized psychological testing assess? |
| The psychological testing assesses cognitive aptitude, emotional management, and personality traits. The tests are designed to identify: 1) any problematic issues or psychological disorders, and 2) the presence or absence of desirable personality and psychological traits, such as emotional adjustment, self-control, leadership style, problem-solving abilities, and interpersonal functioning. The majority of the test results used in the assessment are analyzed against both standardized norms (i.e., US population) and a comparison group of firefighter candidates and/or other law enforcement/public safety groups. |
| What does the clinical interview involve? |
| The interview with the psychologist includes a basic mental status examination, review of biographical questionnaire and test results, and follow-up clarification questions to address any findings and/or explore any possible discrepancies for further explanations. At times, the candidate may be presented with one or more descriptive scenarios designed to elicit certain traits related to critical skills of an effective firefighter or paramedic. |
| What information is provided to the District? |
| After the appointment with the candidate, the psychologist reviews all the information to determine the candidate’s suitability for employment based on the previously described criteria. They are also evaluating any significant characteristics, traits or behaviors that would likely present a risk to the District in the performance of their duties, including:
• Emotional regulation/stress tolerance, • Impulse control/attention to safety, • Avoiding substance abuse and other risk-taking behaviors, • Assertiveness/persuasiveness, • Social competence, • Verbal and written communication skills: including teamwork, • Decision making, judgement, adaptability, flexibility, intellectual efficiency, • Conscientiousness/dependability, and • Integrity/ethics. The designated human resources manager receives, reviews, and secures the confidential reports. Candidates who appear to have areas of significant concern related to characteristics, traits or behaviors that may present a potential risk to the organization are discussed with the Director of Organizational Health and the two Deputy Chiefs. |
| What are the possible outcomes of the psychological evaluation? |
| In simplest terms, candidates pass or do not pass the psychological evaluation based on recommendations from the psychologist and concurrence of the District. In some cases, the psychologist cannot make a positive recommendation due to an inconclusive evaluation result. |
| What is an inconclusive evaluation result and what is my status if I receive an inconclusive result? |
| Validity concerns typically emerge in the standardized psychological test results. In addition to clinical assessment, the candidate’s approach to test taking is assessed. This can include whether the candidate was open, forthcoming, and willing to acknowledge personal flaws, or if the candidate tended to minimize or deny basic human flaws. The tests are designed to highlight indications of something referred to as “impression management.” Elevated impression management indications do not in and of themselves result in an “inconclusive” result, but are considered within the scope of other factors, such as historical information, behavioral and clinical observations, candidate’s responses during the interview (to clear up an inconsistency or provide context), and other demographic factors that impact the robustness of the test and group comparisons (e.g. cultural factors, age, language). Validity concerns can undermine the psychologist's ability to make any clinical determinations at all, leading to "inconclusive" findings. If this occurs, the candidate is advised of their evaluation result, and generally they are returned to the current eligible list and would be eligible for consideration after six months should the District have future vacancies while the list remains active. |
| How should I prepare for the psychological evaluation? |
| The most important consideration for individuals going into an evaluation is to be forthcoming and willing to acknowledge one's human flaws. When individuals “oversell” themselves in responses, the validity of the individuals responses is threatened, something the test instruments are designed to identify. |
| If I don’t pass the psychological evaluation, what does that mean for future employment opportunities with TVF&R? |
| Generally, psychological evaluations are viewed as valid for approximately six months. Some concerns may be more time-relevant than others. For example, if there are issues that are related to maturation or some period of difficulty (e.g., related to a personal relationship) that has since been resolved, an evaluation occurring after that six-month period may lead to a different analysis and outcome by the doctor. Another example is an individual who tried hard to manage their impressions on the test question responses that contributed to an “inconclusive” determination. Other concerns may be more longstanding (e.g., deeper psychological concerns) which may resurface in subsequent evaluations. |
| I currently have my EMS license from another state. Do I have to have an EMT or Paramedic license from the state of Oregon? |
| You may apply if you have a license from any state or National Registry certification. You will be required to have your Oregon license prior to employment. If your license is from another state, you should contact the Oregon Health Authority to understand the process and requirements to establish reciprocity. |
| Do you typically hire more EMTs or more Paramedics for each academy? |
| Typically, academies have roughly equal numbers of EMTs and Paramedics. TVF&R is constantly evaluating the capabilities of its workforce to have the right balance of skills while being responsible with operating costs. |
| I don’t have an Oregon driver’s license. Is that a requirement? |
| No, we don’t require an Oregon driver’s license; we require a license that is valid in the state of Oregon. For example, if you live in Washington and have a valid Washington driver’s license, then your Washington license is valid in Oregon. However, if you now live in Oregon but still have a Washington driver’s license because you did not get an Oregon license after moving here, then your license is not valid in Oregon. Refer to the Oregon Department of Motor Vehicles website for further information. |
| I have some convictions and/or some traffic violations in my history. How do I know if those will disqualify me from consideration? |
| TVF&R does not apply any blanket policy in consideration of candidate conviction histories and driving records, but we review circumstances on a case-by-case basis. We take into consideration the obligation to protect our community as well as what a conviction history and/or driving record indicates about a candidate’s judgment, respect for the law, maturity and general character. Crimes against persons as well as property crimes are taken very seriously due to the access our Firefighters have to persons and homes when called to a scene. |
| What if I was convicted of something but it was expunged? |
| Be sure to accurately report all arrests and convictions as requested on background investigation forms and in interviews. Note any dismissals of charges and/or expunging of convictions. |
| I have some significant convictions in my past, but they do not represent the person I am today. How can I make sure those don’t pose an obstacle to being selected for a position? |
| You must make a compelling case for why the District should consider you in light of your conviction history. You may do this on the application itself, or if you feel you can be more effective by attaching a separate statement, we encourage you to do so. |
| How can I stand out among the field of candidates? |
| The two interview components of our process (one-way Spark Hire video interview and on-site panel interview) offer the best opportunities to differentiate yourself as a great candidate. The goal of our interviews is to understand whether you possess the critical competencies for the role you're applying for. Examples of the competencies we look for in candidates include customer focus, teamwork, and ethical integrity. A full list can be found in the job description. Spend time thinking about how you have demonstrated each competency at work or in your personal life.
We also recommend using the STAR method when answering interview questions. This flyer offers an introduction to this technique along with suggestions about how to best prepare for an interview. |
| How long is the recruit academy and what is the schedule? |
| A typical academy is 16 weeks. The academy schedule is usually four days per week of 10-hour days, 7am – 6pm. |
| What is the training like in the academy? |
| The paid academy includes classroom and hands-on training in fire and emergency medical services. Recruits will also participate in daily workouts. |
| What happens after the academy? |
| After the end of the academy, recruits enter the Field Training and Evaluation Program (FTEP) phase. Each recruit is assigned to a station to begin shift work as a member of a crew. Each is assigned to a Field Training Officer (FTO) on that shift to provide further guidance and instruction. Over the course of the remainder of the trial service period, the recruit may have one or more additional assignments working with a different crew and FTO. |
| What is the shift schedule for responders working at TVF&R? Are there plans to move to a "D-shift" schedule? |
| In January 2026, TVF&R will modify its current A, B, C line shift schedule to add an additional shift, known as D Shift. Firefighters will work in four shifts: A, B, C, and D. Each shift follows a 24-hour on, 72-hour off pattern, meaning each shift works for one day and then has three days off. This base schedule results in each shift working about 91.31 shifts per year. To meet the commitment of working 106.53 shifts per year outlined in the collective bargaining agreement, line personnel will work additional shifts throughout the year, known as scheduled days. Scheduled days will occur once every 24 days and adjoin a shift the employee is already working (i.e., 48 consecutive hours). |
| How can I find scholarships to help me earn a Paramedic degree? |
| General Scholarship Information from the US Department of Education: Emergency Medicine (EMT/Paramedic) Scholarships: Children of EMT/Firefighter/Paramedic are eligible. Students seeking a Paramedic degree are eligible. Students of color who do not hold an EMS certification are eligible.
Scholarships from Local Schools with Paramedic Programs: |
| If I still have more questions, may I contact you? |
| Yes, please email us at jobs@tvfr.com if you have questions not answered above or in the job announcement. |