Frequently Asked Questions

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What are the minimum qualifications to apply?

To join the South Bend Fire Department (SBFD), applicants must meet specific criteria: being between the ages of 21 and 40, holding at least a high school diploma or equivalent, possessing a clean felony record, and having a valid driver's license. These qualifications ensure that all recruits start with a foundational level of responsibility, maturity, and legality crucial for the demands of firefighting.

How can I apply for a position?

Interested candidates should visit www.joinsbfd.com to complete the "interest form." This initial step places you on our notification list. When we begin accepting applications again, you'll receive an email and a text alert, guiding you on how to proceed with your application.

What does the hiring process involve?

The hiring process is multifaceted, designed to assess various skills and qualities essential for firefighting. It includes completing the application, passing an online assessment, a ladder climb, and the Candidate Physical Ability Test (CPAT). Additionally, candidates undergo an interview to gauge their suitability for the profession. The CPAT and ladder climb are pass/fail; the written assessment accounts for 60% of your score, and the interview accounts for 40% of your score. Conditional officers are made based on the candidate's ranking. 

Is there a written exam? What does it cover?

Yes, there is a written exam, presented as an online assessment focusing on general aptitude. This exam does not have specific study materials, as it evaluates your fundamental ability to reason, understand, and apply information—key skills for a career in firefighting.

What physical tests are required?

The physical tests for the South Bend Fire Department include the Candidate Physical Ability Test (CPAT) and a ladder climb. The CPAT is a comprehensive evaluation of your physical capability to handle firefighting tasks. For more information and preparation advice on the CPAT, visit www.joinsbfd.com/cpat.

The ladder climb, consist of climbing to the top of one of our aerial ladders extended to 75 feet above the ground at a 75-degree angle. It is critical that candidates do not stop for more than 30 seconds on two occasions while either climbing or descending the aerial, as doing so will result in disqualification from the hiring process. This test assesses your physical strength, agility, and acclimation to heights, which are essential for the firefighting role.

How important is the interview in the hiring process?

The interview is a critical component, accounting for 40% of the hiring process. It's your chance to stand out, demonstrating preparation, appearance, communication skills, life experiences, stress response, and situational judgments. Excelling in the interview can significantly influence your candidacy.

Do I need a firefighter certification before applying?

No, prior certifications are not required. All new recruits will attend our 21-week fire academy, which is designed to provide comprehensive training and ensure all firefighters meet SBFD standards, regardless of previous experience or certifications.

How long does the hiring process take from start to finish?

The duration varies, ranging from as short as nine months to as long as three years. This timeline depends on your performance throughout the process and the department's hiring needs at the time.

What is the background check process?

The background check is thorough, encompassing criminal history, driving records, references, and your digital footprint. Successful candidates then undergo medical and psychological evaluations. This multi-phase process includes personal interviews and, a Polygraph or Voice Stress Analysis to detect any deception. Passing these steps could lead to a conditional offer of employment.

Are there any disqualifiers in the background check?

Yes, the background check phase is rigorous, with several automatic disqualifiers that can eliminate applicants from the hiring process:

• Drug Use: Any use of THC or its equivalents within the last 365 days. Illegal use of drugs, including marijuana, within the same timeframe. Specific attention is given to the use of hard drugs, such as heroin, crystal methamphetamine, cocaine (and crack), opioids, PCP, ecstasy, ketamine, hallucinogens, and other illegal substances, within the past 3-5 years. Any history of selling drugs also disqualifies a candidate.
• Alcohol-Related Offenses: Any instance of drinking and driving within the last year. Any DUI (Driving Under the Influence) or OWI (Operating While Intoxicated) convictions within the past five years are a disqualifier. Additionally, any patterns of frequent or excessive alcohol use in the last 365 days is a red flag and may significantly impact your eligibility for hire.
• Criminal History: Any history of domestic violence or involvement in criminal activity that indicates a potential risk to public safety. This includes misdemeanor convictions, documented evidence of domestic violence, and certain felonies that are particularly concerning.
• Military Service: A dishonorable discharge from any branch of the military service is a significant red flag.
• Job History: Past job problems, including firings, especially if they involve misconduct or behavioral issues, can decrease an applicant's chances.
• Mental Health: Certain mental health histories, as determined by a psychologist, may affect employment consideration, especially if they suggest an inability to cope with the stresses or responsibilities of the role.

It's important to note that some factors may not automatically disqualify you but could decrease your chances of employment. These include involvement in lesser criminal activities, minor misdemeanor convictions, military rejection or early discharge due to reasons of concern, and illegal acts that do not pose a significant threat to public safety or integrity.

Is there a probationary period? If so, how long?

New hires must successfully complete a 365-day probationary period following the 21-week academy. This period allows further evaluation of a candidate's suitability for the role.

How competitive is the hiring process?

The process is highly competitive, with the department planning to hire up to 35 firefighters over the next two years. Applicants are advised to prepare thoroughly to enhance their chances of success.

Does the department offer employment preference to veterans?

Yes, veterans receive preference points in the hiring process: one point for military service and an additional point for combat deployment, acknowledging their service and experience.

Does the department offer employment preference to City of South Bend residents?

Yes, applicants residing within the city limits of South Bend receive one bonus point, rewarding community members and encouraging local involvement. It's crucial to provide accurate residency information, as falsification leads to automatic disqualification.