1. Fire & Police Selection, Inc. Hiring the Most Qualified Firefighters…. …While Avoiding (and Defending) Lawsuits

2. Copyright © 2011 Fire & Police Selection, Inc. Contact Information Dan A. Biddle, Ph.D. CEO, Biddle Consulting Group, Inc./Fire & Police Selection, Inc. 193 Blue Ravine, Ste. 270 Folsom, CA 95630 1-888-990-3473 www.biddle.comwww.biddle.com | www.FPSI.com www.biddle.com Email: dan@biddle.com | stacy@fpsi.com dan@biddle.com | sdan@biddle.com | s

3. Copyright © 2011 Fire & Police Selection, Inc. Biddle Consulting Group, Inc. Assisted hundreds of clients with cases involving Equal Employment Opportunity (EEO) / Affirmative Action (AA) (both plaintiff and defense) EEO Litigation Support / OFCCP (federal contracting) Audit Support Compensation Analyses / Test Development and Validation Published: Adverse Impact and Test Validation, 2 nd Ed., as a practical guide for HR professionals Editor & Publisher: EEO Insight an industry e-Journal Creator and publisher of a variety of productivity Software/Web Tools: –OPAC ® (Administrative Skills Testing) –CritiCall ® (9-1-1 Dispatcher Testing) –AutoAAP™ (Affirmative Action Software and Services) –C 4 ™ (Contact Center Employee Testing) –Encounter™ (Video Situational Judgment Test) –Adverse Impact Toolkit™ (free online at www.disparateimpact.com) –AutoGOJA ® (Automated Guidelines Oriented Job Analysis ® ) Industry Leader

4. Copyright © 2011 Fire & Police Selection, Inc. Fire & Police Selection, Inc. Over 80 Physical Ability Test installations at fire departments across the U.S. Over 80 Physical Ability Test installations at fire departments across the U.S. Over 800 personnel and fire and police clients across the U.S. and Canada Over 800 personnel and fire and police clients across the U.S. and Canada Entry-level written, physical, interview assessments, manipulative skills tests, cognitive ability tests, and personality tests available for selection of public safety personnel Entry-level written, physical, interview assessments, manipulative skills tests, cognitive ability tests, and personality tests available for selection of public safety personnel Post-Academy certification tests Post-Academy certification tests Fire Promotional tests and assessment exercises Fire Promotional tests and assessment exercises Work Styles Inventory for predicting firefighter and police officer job performance Work Styles Inventory for predicting firefighter and police officer job performance Comprehensive Examination Battery for Entry-Level Firefighters Comprehensive Examination Battery for Entry-Level Firefighters Situational Judgment/Writing Ability Test for Entry-Level Police Officers Situational Judgment/Writing Ability Test for Entry-Level Police Officers New National Fire Select Test (NFST™) for Entry-Level Firefighters New National Fire Select Test (NFST™) for Entry-Level Firefighters

5. Copyright © 2011 Fire & Police Selection, Inc. Fire & Police Selection, Inc. Overview of Today’s Presentation: Overview of Today’s Presentation: The modern litigation landscapeThe modern litigation landscape Litigation triggersLitigation triggers Validation 101: Building and using testsValidation 101: Building and using tests A quick tour through an “ideally weighted” test for firefightersA quick tour through an “ideally weighted” test for firefighters

6. Copyright © 2011 Fire & Police Selection, Inc. Approach to Test Validation The Quickly Changing Climate of Personnel Testing… EEOC DOJ DOL (OFCCP—Office of Federal Contract Compliance Programs) State EEO Offices of Fair Employment Private Plaintiff Groups

7. Copyright © 2011 Fire & Police Selection, Inc. The Quickly Changing Climate of Personnel Testing…

8. Copyright © 2011 Fire & Police Selection, Inc. Adverse Impact & Test Validation -Uniform Guidelines & Civil Rights Act of 1991 Amends Section 703 of the 1964 Civil Rights Act (Title VII) (k)(1)(A). An unlawful employment practice based on disparate impact is established under this title only if: A(i) a complaining party demonstrates that a respondent uses a particular employment practice that causes a disparate impact on the basis of race, color, religion, sex, or national origin, and the respondent fails to demonstrate that the challenged practice is job-related for the position in question and consistent with business necessity; OR, A(i) a complaining party demonstrates that a respondent uses a particular employment practice that causes a disparate impact on the basis of race, color, religion, sex, or national origin, and the respondent fails to demonstrate that the challenged practice is job-related for the position in question and consistent with business necessity; OR, A(ii) the complaining party makes the demonstration described in subparagraph (C) with respect to an alternate employment practice, and the respondent refuses to adopt such alternative employment practice. A(ii) the complaining party makes the demonstration described in subparagraph (C) with respect to an alternate employment practice, and the respondent refuses to adopt such alternative employment practice.

9. Copyright © 2011 Fire & Police Selection, Inc. How Can Testing Practices be Challenged? Title VII Disparate Impact Discrimination Flowchart “ OR ”

10. Copyright © 2011 Fire & Police Selection, Inc. Validation Standards Court Precedence Court Precedence Title VII: Uniform Guidelines on Employee Selection Procedures (1978): EEOC, DOJ, CSB, DOL Title VII: Uniform Guidelines on Employee Selection Procedures (1978): EEOC, DOJ, CSB, DOL Principles for the Validation and Use of Personnel Selection Procedures (2003) Principles for the Validation and Use of Personnel Selection Procedures (2003) –Division 14 of the American Psychological Association (the Society for Industrial and Organizational Psychology, or SIOP) Standards for Educational and Psychological Testing, published by: Standards for Educational and Psychological Testing, published by: –American Educational Research Association –American Psychological Association, and –National Council on Measurement in Education

11. Copyright © 2011 Fire & Police Selection, Inc. What is Validation? Traditionally, it is making sure a selection procedure (i.e., test) measures what it is designed to measure Traditionally, it is making sure a selection procedure (i.e., test) measures what it is designed to measure In a legal realm, a selection procedure is valid if it can be proven by an employer that it is “…job related for the position in question and consistent with business necessity.” In a legal realm, a selection procedure is valid if it can be proven by an employer that it is “…job related for the position in question and consistent with business necessity.”

12. Copyright © 2011 Fire & Police Selection, Inc. Uniform Guidelines Style Validation… Content Validity Content Validity –Section14C Criterion Validity Criterion Validity –Section 14B Construct Validity Construct Validity –Section 14D

13. Copyright © 2011 Fire & Police Selection, Inc. What Types of Validation are REALLY USED in Practice? Content (80%) Content (80%) Criterion (15%) Criterion (15%) Construct (5%) Construct (5%) Why? Why? – Simplicity – Defensibility

14. Copyright © 2011 Fire & Police Selection, Inc. Cannot alone support inferences about mental processes Cannot alone support inferences about mental processes –Cannot measure traits (such as intelligence, aptitude, personality, commonsense, judgment, leadership, spatial ability) Not appropriate for those KSAs that will be expected to learn on the job Not appropriate for those KSAs that will be expected to learn on the job Content Validity

15. Copyright © 2011 Fire & Police Selection, Inc. Content Validity Essential #1: Job Analysis Research Level 1: Job Description/Job Analysis Review Level 1: Job Description/Job Analysis Review Level 2: Test Customization Survey (TCS) Level 2: Test Customization Survey (TCS) Level 3: Full Job Analysis (GOJA) Level 3: Full Job Analysis (GOJA)

16. Copyright © 2011 Fire & Police Selection, Inc. What Ratings are Typically Collected During a Content Validity Job Analysis? (Level 2-3) For Job Duties ratings are typically collected for: For Job Duties ratings are typically collected for: –Frequency –Importance*  Guidelines, 14.C[1,2,4] –Best Worker*  Guidelines, 14.C[9] –Fundamental  Americans with Disabilities Act –Assignable  Americans with Disabilities Act * = required under federal Guidelines for Content Validity

17. Copyright © 2011 Fire & Police Selection, Inc. For KSAs ratings are typically collected for: For KSAs ratings are typically collected for: –Frequency –Importance*  Guidelines, 14.C[1,2,4] –Best Worker  Guidelines, 14.C[9] –Minimum v. Desirable Qualifications  Guidelines, 14.C[4] –Level needed upon entry  Guidelines, 5.F, 14.C[1] –Level needed for success  knowledge only * = required under federal Guidelines for Content Validity What Ratings are Typically Collected During a Content Validity Job Analysis? (Level 2-3)

18. Copyright © 2011 Fire & Police Selection, Inc. Content Validity Essential #2: Targeting Key KSAs for Test Building Only certain KSAs can be tested… Only certain KSAs can be tested… –Only “concrete” KSAs can be tested under content validity (cannot test abstract KSAs) –KSAs need to be “operationally defined” –Important/Critical for the job –Needed “Day One” on the job –Duty/KSA Linkages

19. Copyright © 2011 Fire & Police Selection, Inc. Firefighter Job Analysis Duties Sample Firefighter/EMT-I, Firefighter-PM and Fire Engineer Duties Supervisor Ratings Domain A Station Duties Frequency Importance Best Worker Fundamental Assignable A1 Arrives on time, receives and follows orders, instructions, regarding the work to be done. 8.754.885yesno A2 Recognizes the need and makes recommendations for entries in daily log. 8.253.134yesno A3 Takes inventory and records and reports equipment and apparatus missing or needing repair or replacement. 8.254.004yes

20. Copyright © 2011 Fire & Police Selection, Inc. Firefighter Job Analysis KSAPCs Sample Firefighter/EMT-I, Firefighter-PM, and Fire Engineer KSAPCs Supervisor Ratings Domain O Knowledges, Skills, Abilities, and Personal Characteristics (KSAPCs): The following knowledge skills, abilities, and personal characteristics affect work behavior and are necessary or important for successful job performance. This KSAPC is linked to the following duties. FrequencyImportance MQ vs. HQ Best Worker Level Needed Upon Entry O53 Willing to be resourceful, goal- oriented, and proactive in bringing tasks to completion. A1, A2, A24, C57.254.13MQ14 O54 Willing to remain calm under pressure or heavy workloads, not easily given to hostility, anxiousness, or vulnerability. Wiling to make sensible decisions under pressure. A5, A20, E1, F8, G2 7.634.63MQ14 O55 Ability to maintain respect for other’s emotional needs following a crisis. A5, A20, C6, F11 6.384.13HQ13

21. Copyright © 2011 Fire & Police Selection, Inc. Selection Plan Identify appropriate weights for the testing components. Identify appropriate weights for the testing components. –Completing a selection plan is the step in the validation process where the key, measurable KSAPCs and Physical Requirements are laid out as targets to be assessed by the selection process. –A selection plan distills the complete list of KSAPCs and Physical Requirements into only those that can and should be tested by one or more selection procedures in the overall selection process. –The result is a detailed plan that identifies the critical KSAPCs to measure, five necessary ratings, and how the device should be used (e.g., pass/fail, banding, etc.) –The final step is to identify the weights for the various components.

22. Copyright © 2011 Fire & Police Selection, Inc. Selection Plan—Sample KSAPC/ Phys Req. KSAPC/Physical Requirement Rating Selection Procedure and Use (Pass/Fail, Rank, or Combine*) Knowledge, Skills, Ability, Personal Characteristic, or Physical Requirement Best Worker (1-5) (1-5) Level Needed Upon Entry (1-4) (1-4) Level Needed (Knowledges Only) (1-4) Importance (1-5) (1-5) Minimum/Helpfu l Qualification (MQ/HQ) Application Form Written Test StructuredInterview BackgroundCheck Interpersonal and team work skills 4.23.2N/A4MQR Verbal communication skills 3.93.5N/A3.7MQR Knowledge of Fire Codes 2.63.53.43.9MQP/F Upper body strength 1.93.9N/A3.4MQ Basic math skills 1.43.5N/A3.1MQP/F *The score from this selection procedure will be combined with scores from other selection procedures in the selection process.

23. Copyright © 2011 Fire & Police Selection, Inc. Job Duties Operationally defined KSAOs Other KSAOs Selection Devices (e.g., application form, tests, interviews) Content Validity Essential #3: Connecting the Test to the Job Content Valid!

24. Copyright © 2011 Fire & Police Selection, Inc. Content Validity Essential #4: (Test Usage) Pass/Fail Cutoffs: Pass/Fail Cutoffs: –“Normal Expectations of Acceptable Proficiency in the Workplace” (Guidelines, 5H) –Modified Angoff (U.S. v. South Carolina, USSC) Banding: Banding: –Substantially Equally Qualified Applicants –Statistically Driven (use Std. Error of Difference) Ranking: Ranking: –Is there adequate score dispersion? –Does the test have high reliability? (e.g., >.85) –Is the KSA performance differentiating? Weighted/combined with other tests Weighted/combined with other tests –How are the weights related to the job –Do they come from the job analysis or SME ratings?

25. Using Test Scores Ranking assumes one applicant is reliably more qualified than the other Banding considers the unreliability of the test battery and “ties” applicants Pass/fail cutoffs treat all applicants as either “qualified” or “not qualified”

26. Copyright © 2011 Fire & Police Selection, Inc. Pass/Fail Cutoffs Some major considerations: Some major considerations: –NOT ADVISED:  Using an arbitrary cutoff (e.g., 70%)  Using applicant scores to benchmark (e.g., setting cutoff scores at mean-SD of applicant scores) –ADVISED:  Consider “Normal expectations of acceptable proficiency in the workplace” (Guidelines, 5H) –Usually requires SME-level data or ratings  # Applicants that can be feasibly processed –CONSIDER:  Is the test supported by content validity information or criterion- related information?  How critical are the KSAs measured?  Does the test measure “baseline” or “differentiating” KSAs?  How would current incumbents perform on this test?

27. Copyright © 2011 Fire & Police Selection, Inc. Using Test Scores Tests can be used on a pass/fail basis to ensure that candidates possess the minimum competency levels needed for the job. Tests can be used on a pass/fail basis to ensure that candidates possess the minimum competency levels needed for the job. Tests can be used in a ranked fashion whereby criterion-related validity evidence supports that higher test performance statistically predicts better job performance (or, content validity can also be used per UGESP 14C9). Tests can be used in a ranked fashion whereby criterion-related validity evidence supports that higher test performance statistically predicts better job performance (or, content validity can also be used per UGESP 14C9). Tests can be used by weighting/combining multiple test scores whereby a “compensatory” or combined score is used. Tests can be used by weighting/combining multiple test scores whereby a “compensatory” or combined score is used. Banding is a recommended “balanced” solution because it uses the test results in ways that are supportable by the tests themselves. Banding is a recommended “balanced” solution because it uses the test results in ways that are supportable by the tests themselves.

28. Copyright © 2011 Fire & Police Selection, Inc. Comparison Between “Test Use” Options FactorRankingBanding Pass/Fail Cutoffs Validation Requirements HighModerateLow Adverse Impact HighModerateLow DefensibilityLowHighHigh Litigation "Red Flag" HighModerateLow UtilityHighModerateLow CostLowModerateHigh Applicant Flow Restrictive/ControllableModerate/ControllableHigh Development Time LowModerateHigh Reliability Requirements HighModerateLow # Item Requirements HighModerateLow

29. Copyright © 2011 Fire & Police Selection, Inc. Job Performance CognitiveAbility Weighting/Combining Scores Experience/Background Interpersonal PersonalityFactors

30. Copyright © 2011 Fire & Police Selection, Inc. Sample Data—Cognitive and Personality Test Scores Total Scores GenderEthnicity Cognitive Score Personality Score MW72175 MB71158 FW70175 MB70161 MW69156 MB68225 MW63156

31. Copyright © 2011 Fire & Police Selection, Inc. Sample Data—Cognitive and Personality Test Scores Combined Test Scores GenderEthnicity Cognitive % Score Personality Score Combined % Score MW7217583% MB6822583% FW7017581% MB7115881% MB7016181% MW6915679% MW6315673%

32. Copyright © 2011 Fire & Police Selection, Inc. Steps for Weighting Tests Using Content Validity Methods 1. Select a panel of 4-12 Subject-Matter Experts (SMEs) who are truly experts in the content and “functional areas” of the target position. Ensure diversity on the panel. 2. Provide a copy of the Job Analysis for each SME. Be sure that the Job Analysis itemizes the various job duties and KSAPCs that are important or critical to the job. 3. Provide each SME with a copy of each test (or a highly detailed description of the content of the test if confidentiality issues prohibit SMEs from viewing the actual test). 4. Explain the confidential nature of the workshop, the overall goals and outcomes, and ask the SMEs to sign confidentiality agreements. 5. Discuss and review with SMEs the content of each test and the KSAPCs measured by each. Also discuss the extent to which certain tests may be better measures of certain KSAPCs than others. Factors such as the vulnerability of certain tests to fraud, reliability issues, and others should be discussed. 6. Provide a survey to SMEs that asks them to distribute 100 points among the tests that will be combined. Be sure that they consider the importance levels of the KSAPCs measured by the tests, and the job duties to which they are linked, when completing this step. 7. Detect and remove outlier SMEs from the data set. 8. Calculate the average weight for each test. These averages are the weights to use when combining the test into a composite score.

33. Copyright © 2011 Fire & Police Selection, Inc. Standardizing Scores Before individual test scores can be weighted and combined, they should be standard scored. This process normalizes the scores and is a necessary step to place different tests on a level playing field. Before individual test scores can be weighted and combined, they should be standard scored. This process normalizes the scores and is a necessary step to place different tests on a level playing field. Standardizing test scores is simple: Standardizing test scores is simple: –Convert raw scores into Z scores by subtracting each applicant’s score from the average (mean) score of all applicants and dividing this value by the standard deviation (of all applicant total scores). –Multiply the Z scores by the respective weights of the test components and a final score for each applicant can then be calculated.

34. Copyright © 2011 Fire & Police Selection, Inc. Building a Balanced Hiring Program by Sorting the Key Firefighter Competencies for Success  In 2008, FPSI obtained input from over 140 chief-level officers who were asked to weigh the importance of key critical skills and abilities required for successful entry-level firefighter job performance  Developed cutoff score by working with a panel of 12 Chiefs  Results  The process identified the skills and abilities that are most critical for entry-level firefighters. With input from over 140 fire departments, these ratings are being used to build a written test that properly weighs the most important qualifications for the entry-level firefighter job. With this type of input from fire executives across the country, the National Fire Select Test™ is the first test of its type!

35. Copyright © 2011 Fire & Police Selection, Inc. U.S. Fire Department Input & Opinions Personal Characteristics 55% Cognitive/Academic Skills & Abilities 45% National Fire Select Test™ Cognitive/Academic Component Strategic Decision- Making 14% Problem Solving 14% Map Reading 10% Writing Ability 15% Reading Ability 18% Mathematical Reasoning 15% Mechanical Ability 14% Personal Characteristics Component Thoroughness/ Attention To Detail 9% Public Relations 9% Sensitivity 8% Emotional Stability 10% Proactive/ Goal-Oriented 8% Truthfulness/ Integrity 13% Allegiance/ Loyalty 10% Working Under Stress 10% Teamwork 12% Following Orders 11%

36. Proposed Solutions for Testing Cognitive/Academic Competencies for Entry-Level Firefighters Cognitive/Academic (45% Overall Importance) WeightProposed Testing Solution Typical Validation Method Math10%Use written or “work sample” format; measure using a limited number of multiple-choice items. Balance various types of math skills (add/subtract/multiple, etc.). CV Reading14%Measure using either (1) “Test Preparation Manual” approach (where applicants are given a manual and asked to study it for a few weeks prior to taking the test based on the Manual); or (2) a short reading passage containing material at a similar difficulty/context to the job that applicants are allowed to study during the testing session and answer related test items. CV Verbal Communication15%While a Structured Interview is the best tool for measuring this skill (because the skill includes verbal and non-verbal aspects), some level of this skill can be measured using word recognition lists or sentence clarity items. CV Writing12%Measure using writing passages or word recognition lists, sentence clarity, and/or grammar evaluation items. CV Map Reading8%Measure using maps and related questions asking applicants how they would maneuver to certain locations. Include directional awareness. CV Problem-Solving15%Measure using word problems measuring reasoning skills in job-rich contexts. CRV Strategic Decision-Making13%While a Structured Interview is the best tool for measuring this skill (because the applicant can be asked to apply this skill in firefighter-specific scenarios), some level of this skill can be measured using word problems or other contexts supplied in written format where applicants can consider cause/effect of certain actions. CV Mechanical Ability12%Using CV, measure mechanical comprehension skills such as leverage, force, and mechanical/ physics contexts regarding weights, shapes, and distances. Also can measure spatial reasoning (when using a CRV validation strategy). CV/CRV Notes: CV: Content Validity; CRV: Criterion-related validity.

37. Proposed Solutions for Personal Characteristics for Entry-Level Firefighters Personal Characteristics (55% Overall) WeightProposed Testing SolutionTypical Validation Method Teamwork 12% Under a CV strategy, a Situational Judgment Test (SJT) can be used for measuring these skills. Alternatively, a custom personality test can be developed using CRV. while these types of assessments can measure if an applicant knows the most appropriate response (using an SJT) or the best attitude or disposition (personality test), they are limited in that they cannot measure whether an applicant would actually respond in such a way. For these reasons, measuring the underlying traits that tend to generate these positive behaviors is typically the most effective strategy. Structured Interviews can also provide useful insight into these types of competencies, as well as background and reference evaluations. However, these tools are time consuming and expensive, so measuring these areas in the testing stage is an effective strategy. CV/CRV Working Under Stress 10% Allegiance/Loyalty 10% Truthfulness/Integrity 13% Public Relations 9% Emotional Stability 10% Sensitivity 8% Proactive/Goal-Oriented 8% These competencies can be effectively measured using either an SJT (using a CV or CRV strategy) or a Conscientiousness (CS) scale (using a CRV strategy). A CS test can be developed using just 20-30 items (using likert- type responses). Such tests are typically successful in predicting job performance in fire settings. CV/CRV Thoroughness/Attention to Detail 9% Following Orders 11% Notes: CV: Content Validity; CRV: Criterion-related validity.

38. Copyright © 2011 Fire & Police Selection, Inc. Selecting the Ideal Firefighter Critical Skills & Critical Skills & Abilities Abilities Test “A” Test “B” Reading Ability Mathematical Ability Spatial Abilities Mechanical Aptitudes Writing Ability Interpersonal Skills Decision Making Test “C” Map Reading NFST™

39. Copyright © 2011 Fire & Police Selection, Inc. Challenges to Building a Balanced Testing Program and Recommendations for Success The most significant challenge to building an effective testing program for entry-level firefighters lies with testing the “soft skills” (personal characteristics). This is because these skills—such as teamwork and interpersonal skills—are crucial ingredients for success but they are the most difficult to measure in a typical testing format. The most significant challenge to building an effective testing program for entry-level firefighters lies with testing the “soft skills” (personal characteristics). This is because these skills—such as teamwork and interpersonal skills—are crucial ingredients for success but they are the most difficult to measure in a typical testing format. For example, developing a math test is easy; developing a test for measuring teamwork skills is not—but the latter was rated as more important for overall job success! For example, developing a math test is easy; developing a test for measuring teamwork skills is not—but the latter was rated as more important for overall job success! The reason for this is that many skills and abilities are “concrete” (opposed to theoretical and abstract). An applicant’s math skills can readily be tapped using questions that measure numerical skills at the same level these skills are required on the job. Abstract or soft skills like teamwork are more difficult to measure during a two-hour testing session. The reason for this is that many skills and abilities are “concrete” (opposed to theoretical and abstract). An applicant’s math skills can readily be tapped using questions that measure numerical skills at the same level these skills are required on the job. Abstract or soft skills like teamwork are more difficult to measure during a two-hour testing session.

40. Copyright © 2011 Fire & Police Selection, Inc. Failure to Use a “Balanced Test” May have limited validity. May have limited validity. Less minority representation in the final eligibility list. Less minority representation in the final eligibility list. A testing process that leaves out (or underestimates) important cognitive/academic skills will likely result in a significant number of cadets washing out of the academy, and can also lead to poor performance on the job. A testing process that leaves out (or underestimates) important cognitive/academic skills will likely result in a significant number of cadets washing out of the academy, and can also lead to poor performance on the job. A testing process that over-measures cognitive/academic skills and under-measures personal characteristics could lead to a group of book-smart firefighters who lack the skills necessary to work cooperatively in the close living conditions required by firefighters. A testing process that over-measures cognitive/academic skills and under-measures personal characteristics could lead to a group of book-smart firefighters who lack the skills necessary to work cooperatively in the close living conditions required by firefighters. Greater potential for lawsuits which may result in lowering standards. Greater potential for lawsuits which may result in lowering standards.

41. Copyright © 2011 Fire & Police Selection, Inc. Fire & Police Selection, Inc. Contact us at: Mailing Address Mailing Address  193 Blue Ravine Rd. Suite 270 Folsom, CA. 95630 Folsom, CA. 95630 Website Website  www.FPSI.com www.FPSI.com  www.NationalFireSelect.com Telephone Telephone  916.294.4242 x. 245 E-Mail E-Mail  stacy@fpsi.com stacy@fpsi.com