10.3 Peer Review, Weekly Grading & Performance Requirements
Key Takeaways
- The Recruit and Probationary Peer Review Group includes the Director of Training, Division Chief of Recruit Training, HR/Personnel Deputy Chief, and IAFF Local 493 Training Representative.
- Recruits and probationary firefighters are evaluated on basic skills and functional application, including multi-skill work toward tactical objectives All Clear, Under Control, and Loss Stopped.
- RTOs teach, coach, and evaluate; each recruit receives weekly review/grading covering skills and behavioral/attitudinal performance.
- Performance below standards generates a plan for improvement; Peer Review is notified, supports the plan, and can determine action up to dismissal if improvement is not seen.
- Performance requirements include confined space, heights, PPE/SCBA function, hot/dark environments, and required firefighter skills; the Professional Standards Guide is the foundation for behavioral performance.
10.3 Peer Review, Weekly Grading & Performance Requirements
Quick Answer: Peer Review manages recruit and probationary training performance and improvement. Membership: Director of Training, Division Chief of Recruit Training, HR/Personnel Deputy Chief, and IAFF Local 493 Training Representative. Evaluation covers basic skills and functional multi-skill application toward tactical objectives All Clear / Under Control / Loss Stopped. RTOs teach, coach, and evaluate; weekly grading includes behavioral/attitudinal review. Below-standard performance → plan for improvement; Peer Review can support, direct, or dismiss. Requirements: confined space, heights, PPE/SCBA, hot/dark environments, firefighter skills. Professional Standards Guide is the foundation for behavior.
The career of a Phoenix firefighter is physically, emotionally, and mentally demanding. Selection brought you to the door; the Training Academy and probationary staff must instruct, train, and evaluate whether candidates are qualified to graduate. Labor/Management RBO-defined behavioral, cognitive, and physical skill standards are critical—you must meet them to complete the academy and the subsequent probationary period.
Professional Standards Guide: foundation for behavior
The Phoenix Fire Department Professional Standards Guide is the foundation for behavior for our members. The Professional Standards Guide provides the mission, vision and values that are the focus of service delivery and behavior for all our members.
Behavioral evaluation is not personality preference. It is anchored to mission language recruits already study:
- PREVENT HARM — well trained; physically and mentally prepared; ongoing education; innovation/technology; internal and external customer service programs
- SURVIVE — safety critical; respond safely; follow policies; communicate; team support; situational awareness and accountability
- BE NICE — honor/respect diverse workforce; uphold the Phoenix Fire Department Way; exceptional customer service through professionalism and integrity
Organizational values (Safety, Teamwork, Service Excellence, Innovation and Empowerment, Diversity, Health and Wellness, Honor and Respect, Communication and Relationships, Integrity and Honesty, Sustainability) further define ethical responsibilities. On the exam, associate Professional Standards Guide = behavioral foundation for all skill and attitude reviews.
Performance requirements (must be able to)
Specific performance requirements necessary to successfully complete the Recruit Training Academy include the ability to:
- Work in a confined space
- Work from heights
- Function while wearing PPE including an SCBA
- Work in hot and/or dark environments
- Perform required firefighter skills (spelled out in detail throughout the academy)
These are non-optional capability gates, not electives. If a candidate cannot meet them, academy completion is at risk.
Recruit and Probationary Peer Review Group
The Recruit and Probationary Peer Review Group (Peer Review) manages the Recruit and Probationary Training system. Its purpose is to:
- Evaluate recruit and probationary firefighter performance
- Provide expertise and planning for the performance improvement process
- Protect the integrity of Recruit and Probationary Training
- Support the success of recruits and probationary firefighters
Peer Review membership (memorize exactly)
| Member |
|---|
| Director of Training |
| Division Chief of Recruit Training |
| HR/Personnel Deputy Chief |
| IAFF Local 493 Training Representative |
Labor and management both sit on Peer Review—another exam-visible labor/management partnership signal.
What is evaluated
Firefighter Recruits and Probationary Firefighters are evaluated on:
- A set of basic skills foundational to the firefighter job
- Ability to successfully demonstrate those skills in a functional environment
Functional evaluation includes demonstrating multiple skills in succession to complete tasks required to achieve fireground tactical objectives:
- All Clear
- Under Control
- Loss Stopped
Those three tactical objectives are high-yield vocabulary for both academy structure and operational culture.
RTO role: teach, coach, evaluate
The Recruit Training program is delivered by Recruit Training Officers (RTOs). RTO responsibilities:
- Teach
- Coach
- Evaluate performance of basic and advanced skills required to graduate
RTOs are dedicated to recruit success. They will be accessible, open, and honest—and will also protect the integrity of the Phoenix Fire Department and its members. Performance is documented through the standard Phoenix process as set forth by Peer Review and the phased training program.
Written performance standards and video demonstration of each skill are the expected standards for skills reviews; those standards live in every recruit’s Training Manual. Again: Professional Standards Guide is the foundation for all behavioral performance.
Weekly review, grading, and documentation
Each RTO completes a weekly review/grading for each assigned Firefighter Recruit. That review is a performance evaluation documented each week. Behavioral and attitudinal performance is reviewed as well during each weekly period. Each RTO also completes a written summative evaluation compiled from written and oral evaluations from the entire training staff.
| Weekly process element | Packet standard |
|---|---|
| Who grades | Direct supervising RTO |
| What is covered | Skills performance + behavioral/attitudinal performance |
| Concerns | Identified, documented, addressed by RTOs |
| Oversight | Division Chief of Recruit Training and/or Director of Training review documentation as necessary |
Plans for improvement and Peer Review authority
Performance that does not meet standards on a consistent basis—including performance with significant safety concerns—results in a plan for improvement. The plan will:
- Clearly identify performance failures or shortcomings
- Clearly define Academy expectations and performance standards
- Present resources and personnel available to improve performance
It is the Firefighter Recruit’s responsibility to seek assistance, perform extra attempts, or take other steps necessary to perform skills to standard while on a plan. RTOs are available at lunch and end of day for additional help and assessment—but the recruit must request and initiate that assistance.
Peer Review on plans and dismissal
- Peer Review is notified and reviews all plans for improvement.
- Peer Review offers support and can provide direction to assist improvement.
- If improvement is not seen by the following grading period, Peer Review determines action up to and including dismissal.
Immediate safety removal
The Director of Training can remove any Firefighter Recruit deemed unsafe or unable to perform in a safe manner—to protect all PFD members in Recruit Training, including the recruit. Removal is assessed by Peer Review for actions moving forward, up to dismissal. If significant safety concerns arise before the next grading period, Peer Review may take immediate action up to dismissal in the best interest of recruits and staff.
How Section 10.3 shows up on the exam
Expect items that ask:
- Who is on Peer Review? → Director of Training, Division Chief of Recruit Training, HR/Personnel Deputy Chief, Local 493 Training Representative
- What tactical objectives appear in functional evaluation? → All Clear, Under Control, Loss Stopped
- What do RTOs do? → teach, coach, evaluate
- How often is grading? → weekly (skills + behavioral/attitudinal)
- What happens if performance is consistently below standard? → plan for improvement; Peer Review involvement; possible dismissal
- Whose responsibility is extra help? → the recruit initiates/requests; RTOs available lunch/end of day
- Behavioral foundation? → Professional Standards Guide
- Performance requirements? → confined space, heights, PPE/SCBA, hot/dark, firefighter skills
Study checklist for Section 10.3
- Peer Review purpose: evaluate performance, plan improvement, protect integrity, support success.
- Four Peer Review seats (Director, Division Chief Recruit Training, HR/Personnel Deputy Chief, Local 493 Training Rep).
- Basic skills + functional multi-skill series → All Clear / Under Control / Loss Stopped.
- RTO triad: teach / coach / evaluate; accessible, open, honest; protect integrity.
- Weekly grading includes behavior and attitude.
- Plan for improvement: clear failures, clear standards, listed resources; recruit owns seeking help.
- No improvement next period → Peer Review action up to dismissal.
- Director can remove for safety; Peer Review assesses next steps; immediate action possible for serious safety concerns.
- Five performance ability gates including PPE/SCBA and confined space/heights/hot-dark.
- Professional Standards Guide = foundation for behavioral performance.
Which of the following correctly lists membership of the Recruit and Probationary Peer Review Group?
Functional evaluation includes demonstrating multiple skills in succession to achieve which fireground tactical objectives named in the packet?
What are the stated responsibilities of Recruit Training Officers (RTOs) in the Recruit Training program?
Which of the following is a specific performance requirement necessary to successfully complete the Recruit Training Academy?