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Standards
Public safety in general but perhaps law enforcement more specifically is a unique profession in that the ability to do the (physical) job is required before entering it, and is seldom if ever again tested or demanded. As such, entrance physical standards - be they applicant or recruit may be difficult to defend using a business necessity claim in the absence of retention or incumbent physical readiness standards. 
Maybe you've heard - or used one of these excuses:
"Fitness standards are too expensive."
"We can't put another obstacle in place, we can't fill our recruiting goals now!"
"Standards will eliminate too many females."
or perhaps "Our collective bargaining unit will never allow it."
FitForce Position
We understand the proposition of contracting for a validation study may seem daunting, and a number of issues must be addressed when an agency begins deliberations. To assist in this process, we have compiled a list of issues as well as our position on each. Please take your time in reviewing these issues and acquainting yourself with the FitForce Consultant Team.
From the Field
In the state of Texas, communities and the fire departments that serve them are now required to have a fitness program in place. The approach some communities we've served have opted to develop and validate physical readiness standards. With the fire service we have recommended job task simulation tests - and in these instances we developed tests specific to the community.
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Fitness Testing
Beyond 'Should we?' or 'Shouldn't we?', the question of fitness testing also raises other issues such as the nature of the test - physical fitness or job task-simulation testing, mandatory or voluntary, grandfather or not, and perhaps most contentious of all: incumbent testing or not? (My presentation on this issue at IACP's Annual Meeting was reported on Policeone.com. - Jay Smith)
Some Definitions
• A job task simulation test is a test that measures the ability to perform a specific physical task of the job such as pushing a car, jumping a fence etc.
• A physical fitness test measures an underlying physical factor or “ability” that determines the capability to perform strenuous job tasks.
• A physical abilities test is the same as a fitness test. However, that term has been misused to also describe a job task simulation test.
• An agility test measures a specific fitness factor or motor skill called agility (the ability to move quickly and change directions). However, that term has been misused to also describe a job task simulation test.
• Norm or percentile score is a score point for given test that is based on a norm profile of a group of people tested. It is not based on any kind of job relatedness i.e. the prediction of the ability to perform essential functions of the job.
• A standard is a score on a test that has been determined to measure the minimal amount of the factor measured by the test (a fitness factor or performing a job task) that is required to do the job.
• Job relatedness of a test and test score (standard) means that meeting the test standard is predictive of being able to perform the essential functions of the job (job tasks). If a test measures a factor that has no to relationship to performing the essential functions of the job (job tasks) or if meeting the standard does not predict the ability to perform the essential functions of the job (job tasks) it is not job related. Both the test and the test score used as a standard must show job relatedness.
We have compiled several papers on various issues: scientific, legal, and practical elsewhere. Click here for a listing of those resources.
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