By Kevin Kelleher, Chief Engineer Somerville Fire Department

Based on a recent op-ed in the Somerville News, there seems to be confusion about the purpose of utilizing a Reserve Fire List and how the Somerville Firefighter selection process is conducted. As both the city's Fire Chief and a firefighter for over 32 years, please allow me to set the record straight as to the integrity of the process and the quality of the individuals who serve in the Somerville Fire Department (SFD).

In this time of fiscal crisis, many communities across the Commonwealth are facing personnel layoffs and other service reductions. As of March 3, the State's Human Resources Division (HRD) noted that 26 firefighters are still out of work and on the state's "re-employment list." In the City of Somerville, we are fortunate enough to be able to continue hiring new firefighters. Somerville is often lauded for "doing more with less," and though this city remains more fiscally stable than many surrounding communities, our Fire Department is one area that the Mayor and our public safety officials are not willing to sacrifice. To that end, we not only adhere to and hire according to state mandated procedures, but we also rely on higher-level policies to ensure the public safety of our community and our financial investment in these firefighters.

Due to this Administration's careful financial planning, its commitment to public safety and its ability to secure outside funding wherever possible, the SFD has weathered the fiscal storm better than most Fire Departments throughout the Commonwealth. Most recently, the city secured a federal SAFER grant (Staffing for Adequate Fire and Emergency Response) resulting in over $843,000 to support our Fire Department. As part of this financial commitment from the federal government, the city is required to maintain adequate staffing levels, with qualified firefighters.

One of the tools available to ensure that we qualify to receive funding under the SAFER grant is the use of a "Reserve Fire Force," which was approved by the Board of Aldermen at the Mayor's request in March of 2008. Let me be clear: the same civil service procedures that apply to hiring permanent firefighter candidates also apply to hiring Reserve Fire Force candidates and, though the Reserve process allows us to expedite appointments and referrals to the state Fire Academy, the City of Somerville is thorough in hiring public safety personnel.

The laws and procedures governing the appointment of civil service firefighters set minimal testing standards and an orderly, standardized procedure to identify candidates for the fire service. In conjunction with the completion of those procedures, the City conducts a thorough hiring process involving police background checks, psychological and physical evaluations, a physical ability test (PAT) administered by the Commonwealth, and the use of an interview panel. Taken together, the City's process exceeds basic civil service requirements.

Last week's article references candidates having scored "poorly" on their tests. In actuality, the six candidates that we ultimately sent to the Fire Academy were at the top of the HRD list, which oversees civil service testing, compiles the lists and administers civil service appointments. To characterize the six candidates currently enrolled in the state Fire Academy as "the bottom third of the civil service list" displays a lack of understanding of the civil service system and the HRD's process. I fully support the selection of each of these firefighters, and know that they are a talented and extremely qualified group who have served their country, made lifelong commitments to Somerville, and have worked for years to prepare themselves to serve as Somerville Firefighters through education, certifications, and training.

As a point of reference, should a candidate not be selected from this list, each candidate is afforded appeal rights through the Civil Service Commission and HRD. To my knowledge, no candidate has appealed a city decision in the last five years.

The previous article further made false accusations regarding the SFD's hiring procedures, with claims of political favoritism and nepotism. I have been part of the Department's hiring process since assuming my position as Chief Engineer in October 1996. In addition, Chief of Operations Peter St. Clair (a veteran firefighter of over 32 years) has been an active member of the panel since 2007, and we can honestly testify that no favoritism has been shown to any applicant based on who they may know, or are related to. It is a fact that sons, daughters and siblings of firefighters are more familiar with the positive aspects (and challenges) of a Fire Service career and may be more likely to pursue a career in Fire Service. However, they receive no advantage over other candidates. The only exception is one provided by law for the children of fallen firefighters, who must still pass all required tests before being appointed.

Candidates are selected from the Civil Service list according to strict guidelines determined by the HRD to review test scores in the following order: children of fallen firefighters; disabled veterans who are Somerville residents; other resident veterans; resident non-veterans; and finally non-residents. Each of these classes of candidates is placed in bands with all others who received the same score. No candidate can be bypassed unless compelling reasons are provided and accepted by the HRD. All bypassed candidates have clearly delineated appeal rights to the state.

The candidate referenced by the author of the previous article (who he also acknowledged is a friend) did not appear on the list provided to the City by HRD. He will be afforded the same process as determined by law. He has taken the same test, will be subject to the same standards as those recently appointed and, if appointed, we will expect the same of him as any other firefighter.

The safety of the community and our fellow firefighters depends on selecting the best possible candidates, and that is exactly what we are doing.