WHYTHEHIRINGPROCESS WASDEEMEDUNACCEPTABLE

TheAustin Fire Department has a multistephiring process that requires firefighter applicants tomeetminimum standards at each step in order tomove on to the next step. First, applicantsmust successfully complete a written application. Theynextmustpass a written test, and then an oral test.

In 2012, approximately2,600 firefighter candidates met the department’s minimum qualifications, including approximately1,114 white applicants, 902 Hispanic applicants and328AfricanAmerican candidates.

Topass the written test, applicants needed to score a 70or higherand the 1,500 topscorers were invited to take the oral test. But Hispanic andAfricanAmerican applicants on averagepassed the written test at a lower rate than white applicants.

Applicantswho passed the oral testwere ranked in descending order based on their total scores, withmore weight given to the oral test and military points addedwhen applicable. Both Hispanic andAfricanAmerican applicants on average ranked loweron the eligibility list than white applicants.

TheU.S.Justice Department determined that the disparity in the passing ratesamong demographic groups in the written test and the disparity in rankingswere statistically significant and discriminatory because the city couldn’t showhowits methods of scoring the written test and ranking applicants were necessary to properly hire cadets. In 2013, the city tweakedits hiring process but federal officials found that itwas still discriminatory.