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Paramedic FAQ
| Are there opening and closing dates for TVF&R accepting applications? |
| Yes. We will open the application period when we have an operational 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 the life of 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. |
| How can I make my application stand out? |
| Highlight relevant experience including work history and descriptions of types of systems you have worked in (urban, suburban or rural with approximate call volume per year, etc.), Critical Care Paramedic and Community Paramedic experience as well as certifications, continuing education, or any specialized training (e.g., Prehospital Trauma Life Support (PHTLS), Advanced Cardiac Life Support, and Pediatric Advanced Life Support (PALS). |
| 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 Paramedic license by date of application.
b) Maintain your physical conditioning.
c) Have a current, valid driver's license
d) Have one year of relevant full-time paramedic experience. Relevancy of experience is defined by the following:
• Recent: No greater than a 12-month gap between end of full-time practice and the application closing date.
• Transporting: Experience is in a transporting paramedic role.
• Call volume (preferred): Experience is in a 911 care system of comparable call volume to TVF&R with high unit hours utilization.
Be sure to include the above information, if relevant, in your application. If you have any questions while you are completing your application, please give us a call. |
| What do I need to do to apply? |
| The posting will include all relevant information and key dates. When the application period is open submit an online TVF&R application through our website. |
| 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 your performance on the skills assessments and other evaluation exercises. |
| 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. It is important that you include your verification documents as electronic attachments to your application.
Second, if you do identify as a veteran and do not wish to invoke the preference to which you are entitled, there is a place for you to make your preference clear on the application. |
| 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 individuals 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 new 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 Paramedic 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 those candidates to whom to make contingent offers of employment.
Please note that depending on the length of time from the exam prior to the Chief’s interview, we may do a second, smaller skills assessment. |
| 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 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.
For more information on the background process, please visit our Background Investigation FAQ page. |
| 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. |
| I have a medical condition or previous injury from which I have recovered. Will that condition/injury prohibit me from a career as a paramedic at TVF&R? |
| 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 paramedic 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 County, Clackamas County, and Jackson County 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 its 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? |
| 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 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 they are generally returned to the current eligible list. They are 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 Paramedic license from another state. Do I have to have a 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 Paramedic license by date of hire. If your license is from another state, you should contact the Oregon Health Authority to understand the process and requirements to establish reciprocity. |
| 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 Paramedics 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 goal of our interviews is to understand whether you possess the critical competencies for the role you are 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 6 weeks and then an additional 6 weeks as a third rider. 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 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 (28 weeks). 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. |
| 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:
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