HomeMy WebLinkAboutCAG2021-443 - Original - Public Safety Testing, Inc. - Promotional Testing for Sergeant - 03/26/2021ApprovalOriginator:Department:
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Date Routed to the City Clerk’s Office:Agreement InformationVendor Name:Category:
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If meets requirements per KCC 3.70.100, please complete “Vendor Purchase-Local Exceptions” form on Cityspace.
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Agreement Routing Form
For Approvals, Signatures and Records Management
This form combines & replaces the Request for Mayor’s Signature and Contract Cover
Sheet forms.
Visit Documents.KentWA.gov to obtain copies of all agreementsadccW22373_1_20
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rev. 20210513
FOR CITY OF KENT OFFICIAL USE ONLY
(Optional)
* Memo to Mayor must be attached
Public
A proposal to the
CITY OF KENT
for the development and management of promotional testing for
SERGEANT
Scope of Services Provided bv Public Safetv Testine. Inc.:
Public Safety Testing offers to develop and administer assessment center promotional
processes for the City of Kent (hereinafter "City"). Public Safety Testing (hereinafter "PST") will
apply the guidelines as adopted by the lnternational Congress on Assessment Centers and the
recommendations provided by the lnternational Association of Chiefs of Police related to the
development and management of assessment centers.
PROMOTIONAT ASSESSM ENT CENTE R
Methodologv for Service
The project shall consist of three basic phases
L. Test Preparation & Development
2. Test Administration
3. Post-TestActivities
Phase One: Test Preparation & Development
Two on-site or virtual meetings with the appropriate personnel from the Kent Police
Department are held to:
e Determine the City's specific needs and components of the assessment center.
r Create a calendar of tasks, benchmarks, and a schedule to deliver the promotional test
o ldentify the behavioral dimensions to be measured in the assessment centers.
o Provide written summaries of decisions as the process develops.
o Survev department members currently serving in the positions being tested to identify
the critical tasks being performed (Job Task Analysis).
r Survey the management/leadership team to identify essential supervisory and
administrative skills and abilities of a newly promoted supervisor/manager. These
survey results create the unique weighting of the behavioral dimensions that are
specifically relevant to Kent Police Department.
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KENT PD SERGEANT Morch 74, 2027
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Provide a description of typical categories and examples of exercises that can be used in
the promotional process. Working with the City, exercises are tailored with information
provided by the Department and customized to fit the specific environment and needs
of the agency.
Create a scoring map that identifies weighted behavioral dimensions which will be
measured for each exercise.
Build exercises using information specific to your community and department and
integrating the results of the surveys used above,
PST will become familiar with and will follow the City's Personnel/Civil Service Rules
when developing and administering the test. The City shall be responsible for notifying
PST of any unusual or special process or limitation of its rules, contractual agreements
or policies that are related to the development and delivery of the test, and
Finalize the assessment center's exercises and schedule with the Department's subject
matter expert(s) for Phase Two.
Assessment Center Exercise Theme Flow
Oral Communications
lnterpersonal lnsight
Problem Analysis
Judgment
Decisiveness
Written Communications
Planning & Organization
Delegation & Control
Phase Two: Test Administration
PST will facilitate and manage the assessment center process, including:
o Conduct one "Candidate Orientation Workshop" that provides candidates an overview
of the assessment center testing process, highlights tips for success, and pitfalls to
avoid. This candidate orientation de-mystifies the assessment center/promotional
testing process.
o Conduct a training workshop for the assessors and role players whom the City has
selected prior to the test date. The training shall include guidelines in scoring, pitfalls to
avoid in assessing and a practice session of scoring an exercise. Only trained assessors
will participate in the testing process.
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KENT PD SERGEANT March 74,2027
Administrative
I nterpersonal
Field Supervision
Writing
Critical Thinking
Communication Skills
Coach & Mentor
Train Employees
Evaluate Employees
Progressive Discipli ne
Manage a Critical Event
Manage Schedules
Manage Logistics
Make & Manage Documentation
Behavioral Dimensions Measured
Major Job Duties (common)
Types of Exercisesfiob
Simulations
Provide all the typical equipment, supplies and materials for the training, orientation,
and testing process. The City of Kent may be asked to provide specific equipment
related to exercises.
Create the grading process that conforms to the City's Personnel/Civil Service
Commission's rules.
Through an empirical process that incorporates the candidate's performance, the
weighted dimensions, and the City's Personnel/Civil Service Commission's rules, create a
final rank order listing of the candidates tested.
Survey each candidate about his/her observations of the promotional process and
assessment center's relevance to the position being tested for; and
Phase Three: Post Test Activities
o Each candidate receives written commendations and recommendations that are
created by the assessors. These comments are separated from the objective score
sheets, collated for each candidate, and sent to the City, and are intended to assist
the candidates in their professional development; and
o Provide the City with electronic copies of all the documents related to testing,
training, and scoring of candidates. This typically includes: the instructions for each
exercise, original copies of the score sheets for each candidate created by the
assessors, a matrix of the weighted dimensions as they were applied to each exercise,
a copy of the raw scores for each candidate in each exercise and for each dimension,
the assignment sheet of candidates to letter designators with corresponding
photographs, a copy of the training outline provided to the assessors, a copy of the
training outline provided to the candidates, a copy of the test schedule, a copy of the
written comments made by the assessors to each candidate, the signed test security
agreements, and copies of the assessor and candidate critiques.
. PST shall appear in any City administrative or civil service proceeding to testify to and
provide all necessary information to document the validity of the testing process, to
participate in the defense of the testing process conducted by PST pursuant to this
Agreement and to otherwise provide any information necessary to the City to
evaluate challenges to or appeals from the testing process. PST shall appear without
additional charge to the City.
o The City agrees that if it uses any materials prepared by the Contractor for purposes
other than those intended by this Contract, it does so at its sole risk and it agrees to
hold the Contractor harmless therefore to the extent such use is agreed to in writing
by the Contractor. Preexisting materials owned by Contractor and used in the
materials created for the City shall remain the property of the Contractor. This
includes preexisting examination questions and materials.
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lndemnity and Hold Harmless
The parties agree and hold harmless each other, their officers, agents, and employees in
accordance with the following provisions:
L. PST shall indemnify and hold harmless the City, its employees, and agents from any and
all costs, claims or liability arising from:
a. Violation of any copyright agreement or statute relating to the use and
administration of the tests or other written materials herein provided for.
b. Any cost, claim or liability arising from or out of the claims of an employee, agent
or sub-contractor to the end that PST shall be an independent Contractor and the
City shall be relieved of any and all claims arising from or relating to such
employment relationships or contracts between PST and third parties.
c. The alleged negligent or tortious act of PST in the provision of services under this
Agreement.
d. Solely for the purposes of this indemnification provision, PST expressly waives its
immunity under Title 51 (lndustrial lnsurance) of the Revised Code of Washington
and acknowledges that this waiver was mutually negotiated by the parties.
2. The City shall indemnify and hold harmless PST, its officers, agents and employees from
any and all cost, claim or liability arising from or out of the alleged negligent or tortious
act of the City in the provision of services hereunder.
3. These indemnification provisions shall survive the expiration or termination of this
Agreement.
Resources to be provided bv the CITY OF KENT:
The City of Kent shall agree to:
Comply with current guidelines and regulations reldted to Covid-79 in your location.
Protocols will be mutually agreed to before the test date and communicated to
appropriate staff, candidates, and assessors.
Provide to PST a copy of those sections of your Civil Service Rules and, if applicable, your
collective bargaining agreement, that relate to the promotional testing process.
Provide a Subject Matter Expert(s) to assist in the development of the exercises,
distribute and collect surveys that provide an analysis of the position being tested for,
and distribute and collect a survey that provides the relative importance of the
supervisory dimensions to be measured in the assessment center. The work of the
Subject Matter Expert will happen on or before the agreed upon deadlines. The City's
Subject Matter Expert will be available on the day of testing as a resource to answer
questions. The role of the SME is critical to the success of this process.
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a Obtain a minimum of two (2) qualified assessors per exercise (or four assessors
for multi-component resting) as well as role players if role players are necessary.
PST will assist in the identification of appropriate assessors if necessary; however,
PST is not responsible for providing or compensating assessors.
r Have the appropriate supervisory and management personnel participate in the surveys
of the job task analysis and the behavioral dimensions for a full Assessment Center.
r Provide the physical facilities or the technology appropriate for the Candidate
Orientation Workshop, the Assessor Training, and the Assessment center (including the
selected exercises). Provide meals, refreshments and beverages for the assessors,
candidates, and PST staff.
o At the end of the final day of testing, agencies find it very beneficial to have the
department head and management team present during the discussion with the
assessors to hear comments and insights about the candidates.
o lf necessary, cover the expenses of the assessors; and
. Pay any travel-related and per diem expenses for the PST staff.
CENTER PROFESSIONAL FEES
The Promotional Assessment Center is our most requested service and testing fees use a
formula based on the test schedule chosen, the role and responsibility of the position as
evidenced by current base monthly salary, the number and type of exercise and the number of
candidates.
4 Exercises 59,464 ; 510,564
PROMOTIONAL ASSESSMENT
A 5% discount is dpplied for PST subscribing agency
Additional Costs: PST's actual costs incurred for travel, meals, lodging, parking, tolls, and other
related expenses are additional. Mileage will be charged at the current federal standard
mileage rate per mile. A 4%o surcharge is added to these expenses to cover administrative fees.
Washington State sales tax is NOT charged.
lnvoicing: PST will invoice the agency within 30 days of work being completed
Credit Card: A three percent (3%)fee will be added at the time of payment to each payment
made using a credit card to cover PST's credit card processing fees.
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ADDITIONAL TESTING COMPONENTS, SERVICES & PROFESSIONAL FEES1
Assessment centers developed by PST are not "off the shelf" products and are highly
customized for the client agency. Our testing model also includes options the City may wish to
consider.
A. Additional Candidate Orientation Workshops: One three-hour long orientation
workshop is included for each assessment center. Additional workshop(s) are available
if needed to accommodate the schedules of candidates. Sometimes, clients want the
Candidate Workshop open to all employees who are interested in preparing for a
promotional opportunity. Fee: SS00 each session plus travel expenses
B. Work Performance Rating: A PST-exclusive product that is a unique method to
objectively incorporate the candidate's prior work performance into the promotional
testing process. Clients who add this testing element give very high feedback. This is
separate from our assessment center exercises and clients determine the weight of this
testing component in the testing process. This one-day long process uses evidence
provided by documentation, and a facilitated discussion with allthe candidate's
supervisors to place objective scores on five performance dimensions:
a. Demonstrates Ethical Behavior
b. Demonstrates Agency's Mission & Values
c. Quality of Work
d. Quantity of Work
e. DemonstratesLeadership
A weighting process determines the importance of the individual performance
dimensions. Clients often find that this process has collateral benefits for the involved
supervisors and is a positive experience for the leadership team.
Fee: L-8 candidates (one-day event)
9-L6 candidates (two-day event)
Si.,8oo
S3,3oo
C. Semi-Customized Written Examination for Washington State Law Enforcement
Supervisor or Manager: A 1-00-item, multiple choice, semi-customized written
examination. Source materials include the textbook options, 6 to 18 months of
WSCJTC Law Enforcement Digests (LED's) and 25 questions from the agency's
critical policies. This test is specifically valid for Washington State, for a law
enforcement supervisor or manager and to your agency. PST needs at least 3-4
weeks to develop this product. A minimum of four (4+) weeks study time is highly
recommended.
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D. What PST does:
o Provides 75 multiple choice questions from the textbook, and legal updates
or LED's
o Develops 30 questions from the agency's critical policies.
o Creates a draft test booklet for pilot testing by the agency.
o Creates the final test booklet and the scoresheet, makes copies for all the
candidates, and ships them to the agency before the administration date
o Scores the answer sheets, conducts an item analysis, and sends the results
to the agency
What the agency does:
o Announces the test to the candidates, provides the source material to the
candidates, and arranges for the site.
o Specifically identifies the critical policies that will be tested and sends those
to PST.
r Determines the span of time for the material from the Legal Updates/LED's.
(most clients choose 6-1"2 months).
o Reviews the policy questions, selects 25 for the test and verifies the answers:
o Pilot tests the examination, if desired.
o Administers the test. PST can proctor the test at an additional cost.
o Sends the answer sheets to PST for scoring
o Receives the scores and the analysis of the answers. Agency makes
determination and decides if questions should be eliminated; and
o Notifies the candidates of their scores.
Fee: Sf+gO for the first 1-0 candidates; St+9 each additional candidate
E. Customized PromotionalWritten Examination: A 100-item, multiple choice, uniquely
customized written examination that is developed from source material provided by the
agency. The agency's Subject Matter Expert(s) (SME's) are used to validate the test.
PST needs 8 weeks to develop this product. Finalversion must be authorized by SME no
later than two weeks prior to the test dote. Feez 53,950
F. Supervisorv Skills & Abilities PromotionalTest (SSAI The SSA is a 3-part event
where each candidate spends 60 minutes before a panel of assessors and
experiences mini-exercises. This product is generally appropriate for 4 or 5
candidates (or less) and is intended only to rank order the candidates. The
typical SSAPT events include a (a) structured interview; (b) an in-basket exercise
where the candidate prioritizes a simulated in-box following their days-off and
prioritizes and explains to the assessors the decisions they made and why they
made them; and (c) a critical thinking exercise where the candidate is provided
a series of events that a Sergeant would face and asked how they would
respond.
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the dimensions, fewer dimensions are scored, no candidate feedback and no
candidate orientation workshop are included for the price.
Fee: 5999 plus 5999 per candidate
G. Command Skills & Abilities PromotionalTest (CSAI
The CSA is a four-exercise testing process where each event is intended to assess
different skills and abilities of the candidate. Generally conducted for four
candidates or less. The four parts are: (1) Presentation of Expectations where the
candidate describes their expectations of their subordinates as if they are the
Command person and the assessors are their subordinates; (2) ln-Basket with On-
Demand Writing of an email where the items in the ln-Basket are command level
issues of budget, labor, personnel, and community topics; (3) Three Practical
Scenarios that are field events or organizational scenarios that a Command officer
would typically be expected to handle and (a)Two Case Studies where the
candidate researches and writes a two-page memo about each topic before the test
and makes a presentation at the event. The candidates generally have 90 minutes
to prepare and then spend 90 minutes with the assessors who have specific
expectations for each part identifying what a strong candidate looks like.
Five Command Level Behavioral Dimensions are Assessed:
A. Oral and Written Communication
B. lnterpersonal lnsight and Emotional lntelligence
C. Command Judgment
D. Decisiveness
E. Planning & Organizing
Assessors and Scoring: Four assessors are needed, and they are trained in the
morning and will use PST supplied laptops. They use a precision scoring model for
each behavioral dimension. The assessor's scores are averaged for each behavioral
dimension. The results are a ranked list and provided to the client at end of the
test.
What is different from an assessment center? Fewer assesso rs, no job task analysis
or weighting the dimensions, fewer dimensions are scored, no candidate feedback
document and no pre-test candidate orientation workshop are included.
Feex: 51,950 plus 51,000 per candidate
H. Onsite Written Examination Proctoring: Onsite written examination proctoring is
available at 5100 per hour for each PST staff person required plus mileage and travel
time.
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l. Performance Profiles lndicator (PPl). The PPI is a DISC-type of assessment reveals a
candidate's job performance and aspects of their personality that could impact their
manager, coworkers, and team. lt measures a candidate's motivational intensity and
behaviors related to productivity. Two reports are generated: one for the employer and
one for the candidate. Clients often use this tool to help identify who is the best "fit" for
the position and when it is coupled with the post-test comments from the assessors,
these provide the foundation for a great career development conversation. Fee: S199
per candidate
Profiles XT Job Match. The ProfileXT is a state-of-the-art occupational assessment tool
used to measure how well an individual fits a specific job in your organization. The job-
matching feature enables you to evaluate an individual relative to the qualities required
tosuccessfullyperforminaspecificjob. Throughjobanalysisandotherfeatures,a
model is created. When your candidates complete this assessment, their individual
results are compared to the model and you are provided a detailed report on how the
candidate compares to your model (%). Fee: SZZS per candidate
K. Additional On-Site Meetines. Two on-site meetings are included in the package of
services once the proposal is accepted and signed. Additional on-site meetings can be
held at the client's request. Fee: 5125 per hour (including traveltime) plus travel
expenses
L. lnvoicins. PST will invoice the agency within 30 days of work being completed
M. CreditCard. Athreepercent(3%)feewill beaddedatthetimeof paymentmadeusing
a credit card to cover processing fees.
N. Additional Costs: For all promotionaltesting, PSTs actual costs incurred for travel,
meals, lodging, parking, tolls, and other related expenses are additional. Mileage will be
charged at the current federal standard mileage rate per mile. A 4Yosurcharge is added
to these expenses to cover administrative fees. Washington State sales tax is NOT
charged.
TERMINATION OF THIS PROJECT
A. PST and the agency acknowledge that either party may terminate this project at any
time with or without cause. Upon termination, the City shall be liable for the amortized
remainder of the professional fees, if any, from the effective date of the termination
notice based on the percentage of completion of duties listed above. ln the event of a
lengthy postponement, PST may also submit a partial invoice based on the percentage
of work completed. Also fully reimbursable are all travel expenses already incurred, if
any. These include mileage, ferry, hotel, meals, parking, and tolls. ln the event of a
termination or postponement, both parties will agree upon the fees.
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Please use this pqge to indicate the services you hqve selected for this process.
City of Kent
Sergeant
PROMOTIONAL TESTING SERVICES DESIRED IN THIS AGREEMENT:
d + exercise Assessment Center:
E One Day - 59,054
E Two Day - 510,554
Ef Additional Candidate Orientation Workshop - 5500.
(one workshop is included with an assessment center)
V W ork Performa nce Rating
tr 2-8 Candidates: One Day - 51,800
E}-9-LG Candidates: Two Days - $3,300
E- Semi-Customized Written Exa mination for Washington Law Enforcement/
Supervisor/Manager - S149 per candidate (minimum 10 candidates)
tr Fully Customized Written Examination for Washington Law Enforcement/
Supervisor/Manager - 53,950
E Supervisory Skills & Abilities PromotionalTest. Sggg plus Sggg per candidate
(Maximum 5 candidates. # of Candidates?
E Command Skills & Abilities PromotionalTest. SfgSO plus St000 per candidate
(Maximum 4 candidates. # of Candidates?I
tr Performance Profiles Indicator (PPl). 5199 per candidate
E Other (please describe):
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Aqreement & Acceptance
Please send your formal acceptance of this proposal by email, fax, or mail to
Public Safety Testing, lnc.
Attn: Colleen Wilson
21818-44th Ave W., Suite 160
Lynnwood, WA 98036
Email : Colleen @ PublicSafetvTesting.com
FAX: 425.776.0165
This proposal is valid for 90 days and should be accepted and returned to PST at least eight
weeks before mutually agreed upon promotionaltesting dates.
CITY of KENT, WA PUBLIC SAFETY TESTING, INC.
By
Print:Fan Et-C*rtrctL Jon F. Walters, Jr.
Title:Ch,"/
"/o &)o Lll* At.- L
Presi dent
Address:2081 8 -44th Ave W. Suite 160
\14*lF u,tt* I8o br
phone: (esa) aub - bgqT
Lvnnwood. WA 36
425.776.96L5
Date:03-?b - al 4 2027
Bif f ing lnformation: (Pleose complete il dillerent from contoct inlormation obove)
Billing Contact Name , $a*dto NineMt Title ' Ct!.*e{ Exa.rwin+r
Address: A>o 'tg Ave, € 'elZip K?rr-f w * 18o3a"
Telephone esb- ggu- 5L8z mail: nwitlec,kq "ntwa,
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March 14,2027
Natalie Winecka
Civil Service Chief Examiner/ Recruitment Manager
Human Resources Department
220 Fourth Avenue South, Kent, WA 98032
VIA Email: nwinecka@KentWA.gov
Dear Natalie
It is our pleasure to offer promotional testing services to the City of Kent. Please find
attached our proposal to conduct a promotional testing selection process for the
position of Sergeant.
The professional services to be performed, the related costs, and the City's
responsibilities are outlined in the following pages.
Public Safety Testing is committed to ensuring that the promotional and assessment
center processes are valid, defensible, and current to today's professional standards.
Though our promotional system is a product of years of experience and uses
contemporary professional standards, it is uniquely customized for City of Kent through
close collaboration and partnership.
Thank you for the opportunity to be of service to the City of Kent. Please contact me at
425.422.3958 (or email: Colleen@PublicSafetvTestina.coml if you have any questions or
need any additional information.
Best regards,
3n/&*
Colleen Wilson
Promotional Testing & Executive Services