Denver: the Mile High City. It's both an attitude and a fact. Once you arrive in Denver, you can feel the altitude - and the attitude. It's exciting and invigorating. The climate, the recreation, the opportunity to work and live with the most educated and healthy workforce in the nation, are all reasons that people come to live and work in Denver. It is often summarized by the term: "quality of life"; and the Mile High City is very proud of its quality of life.

The BOOTH RESEARCH GROUP has been working with the City of Denver for many years. We have conducted written tests and assessment centers for the Fire Department, the Police Department, and the Sheriff's Department. Each of these distinct organizations shares a common interest, namely ensuring the quality of life for the citizens and visitors of the City and County of Denver.

These organizations share other common elements. Each of these organizations has been recognized for their progressive approaches, for their interest in community concerns, and for their focus on the customer. They expect the very best from their employees, and demand no less from the promotional processes that are used to select their supervisors, managers, and leaders.

Each of these organizations has unique testing needs and concerns. Testing for the Sheriff's department, for example, falls under the jurisdiction of the Career Service Authority (CSA), whereas both the Police and Fire Department testing processes fall under the authority of the Civil Service Commission (CSM). Let's begin by first looking at the testing processes for the Police and Fire Departments

The BOOTH RESEARCH GROUP has tested for virtually every promotable position in both the Police and Fire Departments, from first line supervisor (Police Sergeant and Fire Lieutenant) and specialty positions (Fire Alarm Supervisor and Driver/Engineer) to high ranking positions (Police Captain and Fire Assistant Chief).

Over the years of our involvement with these departments, the leadership has changed in each. The Fire Department had, for many years, been directed by Rich Gonzales, who pushed the SOS philosophy which stood for "Seeking Opportunities to Serve". More recently, Fire Chief Roderick Juniel has maintained the customer service focus of the department while emphasizing safety and preparedness concerns. As the direction, philosophy, and goals of the department have evolved, so have the areas of emphasis in the testing process.

At the BOOTH RESEARCH GROUP, we incorporate the values, direction, philosophy, and goals of an organization into the testing process. In this way, the testing process supports the organization. Those who get promoted as the new leaders of the organization have proven that they understand the mission of the department, and can serve to successfully implement that mission.

Similarly, the Police Department has undergone significant changes over the many years that we have been involved with them. Under Police Chief Gerald Whitman, the department has emphasized community policing and community involvement. In addition, it has become decentralized to better serve the very diverse community that is the City of Denver.

Just as the Police and Fire Departments have evolved over the years, so has the Civil Service Commission which oversees the promotional testing process. Under the direction of Executive Director Earl Peterson, the CSC has pushed for greater involvement of the employees in all aspects of the promotional testing processes. The CSC has established employee committees for both Police and Fire that consist of all promotional ranks. These committees meet regularly to offer ideas, comments, suggestions, and concerns regarding virtually every aspect of the promotional testing processes. Their involvement and ideas have led to numerous improvements in the process, and greater acceptance and satisfaction among candidates.

Of late, the CSC staff has played an ever increasing role in the development and administration of the promotional testing processes. At the BOOTH RESEARCH GROUP, our approach is not that of an arrogant expert that dictates a single process for all clients. We encourage our clients to become involved to the degree that they (and the candidates) feel is comfortable and right. In the case of the Denver CSC, their involvement includes the development of some written tests and assessment center exercises, as well as significant participation in the design and administration of the testing elements.

The Career Service Authority (CSA), which oversees the testing processes for the Sheriff's Department has taken a somewhat different approach to that of the CSC. Prior to our involvement with the promotional testing process for the Denver Sheriff Sergeant position, there had been considerable mistrust and a lack of faith in the process. Lawsuits, test challenges, and a lack of participation by employees characterized the promotional testing process.

When we were brought in, we quickly recognized that, in order to be successful, we would need to establish integrity and trust into the process. Together with the CSA, we have conducted several Sheriff Sergeant promotional examinations without challenges or lawsuits. The candidates have come to trust the process, and we've gained the support of the union, the employees, and management, as well as the fine staff of the CSA.

We have often come into very hostile environments where previous testing processes have resulted in challenges or lawsuits. Our experience has shown, however, that if you focus on open communication and address candidate concerns, you can rebuild the trust that is so vital for a successful promotional testing process.

Come and visit beautiful Denver, Colorado. And while you're in town, stop by and visit our offices. We are located just a dozen miles southeast of Denver (and a few thousand feet higher) in the town of Parker. We'd love to have you stop by.