A citizen has complained about the lack of diversity in the finalists for the next Escambia County Fire Chief position. Administrator Jack Brown responded with a thorough and honest email. |
The BCC received a lengthy complaint email about the process by which we are selecting our next Fire Chief--with a particularly scathing criticism about the lack of diversity in the finalist pool (all white men) and in the selection committee (no black members of the selection committee).
I think diversity is great-and America is a diverse country and that is good. But I also believe strongly that the most qualified candidate should get the position--regardless of race--particularly for highly specialized skill positions.
Administrator Jack Brown provided a written response to this complaint. The response was thorough, accurate, and honest. Here is the response:
Dear
Ms. DeWeese,
I
hope you are well. Thanks for your inquiry. I am always open to
suggestions on how we can improve our process. Like you, I want Escambia County
to be a model community where quality of life is for all not just some.
In
seeking qualified and diverse applicants for the position of Fire Chief, we
advertised with the following for the dates provided.:
·
Florida
Fire Chief Association 2/1/2018 – 3/1/2018 (as part of this advertising
package, it was additionally advertised on ZipRecruiter, Glassdoor,
Job2Careers, the New York Times and more).
·
International
Association of Fire Chiefs 2/1/2018 – 3/1/2018
·
International
Association of Women in Fire & Emergency Services 2/2/2018 – 3/1/2018
·
Employ
Florida 2/1/2018 – 3/4/2018
·
Government
Jobs 2/1/2018 – 3/4/2018
1. What was the
Demographic makeup of the committee? 3 white male, and one white female. I
reached out to try to find both an African American Fire Chief and a Female
Fire Chief to serve on the selection committee but didn’t receive phone calls
back. I thought about having the new Fire Chief or the female African
American Battalion Fire Chief from the City on the Committee, but since we had
applicants from the City Fire
Department, I didn’t think that was
appropriate. In retrospect, I should have asked a local African American
lay person to serve on the Committee. This is one of the very few times that I
didn’t do that.
The
Selection Committee consists of the following people.
Janice
Kilgore
– Janice recently retired as the Vice President Greater Pensacola Operations at
Navy Federal Credit Union. Prior to her time at NFCU, she retired from Escambia
County after service as an Assistant County Administrator and the County’s
Public-Safety Director. She directed operations for the County’s 911
Emergency Communications, Emergency Management, Fire Services, and Emergency
Medical Services. She is a certified emergency manager through the
International Association of Emergency Mangers.
Matt
Coughlin
– Matt is one of my two Assistant County Administrators. Among his specific,
assignments is the oversight of Public Safety, which includes, the Fire
department, emergency medical, is a retired Naval Captain. His last duty
station was as the Commander of NAS Whiting Field where among his other duties,
he had oversight of the Navy’s largest Fire Department.
Mike
Weaver
– A lifetime resident of Escambia County, he served 4 years in the US Navy as a
Hospital Corpsman. He began employment with Escambia County in 1990 as an
Emergency Medical Technician. During the next 28, years he progressed to
Paramedic, Battalion Chief, Deputy Fire Chief, EMS Chief and currently serve as
Public-Safety Director since 2010. Mr. Weaver was one of the original 36
firefighters hired when Escambia County began a combination fire service. Prior
to being hired as a Battalion Chief he served 10 years as a volunteer
firefighter on Pensacola Beach and in Myrtle Grove.
Tuffy
Dixon
– Currently a member of the Destin City Council. He served as a volunteer fire
Fighter in Destin from 1976 until 1983 when he became a paid fire fighter. In
1990, he was selected as the Fire Chief for Destin in served for 19
years. He continues to work part-time for the State Fire Marshal’s Office
as an accident investigator and teach classes for the Florida State Fire College.
Jack
Brown
– retired from the Army in 1996 as a Lieutenant Colonel and has over 20 years
in local government as either a county administrator / manager or county
commissioner.
2. What is the current
demographic make up of the department?
Uniformed personnel demographics
Female
3
Male
172
Asian
1
Black
11
Hispanic
14
Indian
2
Other
4
White
143
Our
ratio for female fire fighters is only 1.71% while percentage of women in the
Fire Service nationally is less than 4%. Like you, we understand that we
need to encourage more women and minorities to join the fire service. Our goal
is to have a department that is more reflective of our community and our
community values. This will be a high priority for the new fire chief.
3. How many minorities
were included in the 77 applicants? Below is the separate information regarding
race that was captured for the 77 applications.
Job Number
|
Gender
|
Ethnicity
|
||||||||||
M
|
Unk
|
Tot
|
AA
|
AI
|
HL
|
TMR
|
W
|
Unk
|
Tot
|
|||
Department - Public Safety Department
|
||||||||||||
2018 - Fire Chief
|
75
|
2
|
77
|
8
|
1
|
3
|
3
|
59
|
3
|
77
|
||
Total
|
75
|
2
|
77
|
8
|
1
|
3
|
3
|
59
|
3
|
77
|
NOTE:
Based on Title VII of the 1964 Civil Rights Act, it is illegal for an employer
to use race in evaluating job applicants except when race is a necessary factor
of employment. Questions regarding gender, race, religion, and national origin,
either on employment applications or during the job interview are not legal.
The EEOC publication titled Facts About Race/Color Discrimination states the
following: “Employers may legitimately need information about their employees
or applicants race for affirmative action purposes and/or to track applicant
flow. One way to obtain racial information and simultaneously guard against
discriminatory selection of for employers to use separate forms or otherwise
keep the information about an applicant’s race separate from the application.
In that way, the employer can capture the information it needs but ensure that
it is not used in the selection decision.”
We
follow the EEOC recommendation and the law by keeping these items separate and
apart from the application that the selection committee see. Applicants are
asked on a volunteer basis to disclose on a section that is not part of the
application provided to the committee. Again, a person on the selection
committee has no way of know an applicants age, gender, race, religion, or
national origin during the short-listing process unless they have first-hand
knowledge.
As
you are aware we made a change at the top of the Fire Service for some of the
very reasons that you point out. However, It is just as wrong to assume that
all white, middle age, males are democrats or republicans as it is to assume
they all have the same faults, beliefs or baggage.
4. How many of the 77
applicants met the minimum qualifications? 37 of the applicants met the
education, fire-rescue experience and management requirements
Since
I have been the Administrator for Escambia County. I have hired four African
American Department Heads (3 male (Horace Jones, Mike Tidewell and Mike
Crittenden and 1 Female – Tonya Gant). Mr. Tidwell as you will recall was later
terminated. Mr. Tidwell’s replacement was a white woman, Ta. My
first hire as an Assistant Administrator was Amy Lovoy. A position Ms. Lovoy
still holds. The Department Head of ECAT is an African American Male. His
Assistant Director is an African American female. Last year Shaw Hamilton an
African American male was selected as the top candidate for the vacant
Assistant County Administrator but declined the position. Additionally, I just
recently hired Ms. Joy Jones as our new County Engineer to replace our retiring
County Engineer Ms. Joy Blackmon.
My
wife earned a mechanical engineering degree and is retired from the Florida
Department of Education. Both of my daughters are grown and working. I take
diversity very seriously at home, on the job and our society as a whole. I
reached out to try to find both an African American Fire Chief and a Female
Fire Chief to serve on the selection committee but didn’t receive phone calls
back. I thought about having the new Fire Chief or the female African
American Battalion Fire Chief from the City on the Committee but since we had
applicants from the City Fire Department I didn’t think that was appropriate.
Ms.
DeeWeese, I hope this answers some of your questions. As I stated above in
restrospect it would have been better to have even a lay minority person on the
selection committee.
Regards,
Jack"
9 comments:
Yes due to the civil rights act RACE is not to be a qualifying consideration. That means no special considerations for any RACE..not based on race. I saw someone thought race meant black when they were calling for diversity on another letter for another iddue..LOL ..no it means no considerations based on race. period.
^^issue
David Allen made final selection and NOT Joe Glover? That’s some more B.S.!!! Just like the responding letter!!!
Still seeing some groans in the public about this. Do black people seriously think they should be granted special considerations, it 2018 man...get over it.
Victimology is a new special qualification to be considered ..yeah that will make for a great fire chief..
Yeah, because white people NEVER get the job based on the color of their skin. It’s ALWAYS their superior qualifications. Just when I think people can’t be any dumber, they always manage to exceed my expectations. Maybe one day white males will catch a break in this country. Sadly, many will miss the sarcasm in this comment.
Obviously you lack the ability to view the world with a different set of lenses and that’s sad. Unfortunately you seem to be the victim of your own narrow mindedness. “Special consideration”, “victimology”, “lowering the standards”, “pulling the race card”, etc. have been used as popular dog whistles to others in an effort to justify discrimination. It’s the fine art of “distrationology” which is a new special qualification for those in denial.
“I think diversity is great-and America is a diverse country and that is good. But I also believe strongly that the most qualified candidate should get the position--regardless of race--particularly for highly specialized skill positions.”
I did not read any commentary that suggested a less qualified applicant be considered for any position. Your comment is the typical response from someone who makes assumptions about qualifications. The fact of the matter is Title VI and Title VII of the Civil Rights Act are not “nice to think about” propositions. They are the law of the land. Whether you “think” diversity is great” or not is irrelevant. The fact of the matter is you are a white male, weighing in on the wisdom of an all-white selection committee, which selected all white candidates. I agree that America is a diverse country. Escambia is also a diverse county. However, Escambia County Employment and Equal Opportunity does not reflect that diversity you speak of. Maybe a diverse group of decision makers would have the ability to see things from a broader perspective! Who is ultimately responsible for the plan to make sure the county’s workforce reflects the diversity of the community it serves? That’s a rhetorical question.
Does that mean no special considerations if you are white also? Lol
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