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HomeMy WebLinkAboutPD11-338 - Other - Public Safety Testing, Inc. - Jail Commander Assessment Center Selection Process - 05/02/2012 E Public `� . testing April 16, 2012 Revised: May 1, 2012 Chief Ken Thomas Kent Police Department 220-4t" Avenue South Kent, WA 98032 Dear Chief Thomas, It is our pleasure to offer promotional testing services to the Kent Police Department. Please find attached our proposal to conduct a selection process for the position of Jail Commander. The professional services to be performed, the related costs, and Kent Police Department'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 to the Kent Police Department through close collaboration and partnership. Thank you for the opportunity to provide this proposal. Please contact me at 425.776.9615 (or email: jon@publicsafetytesting.com), or John Gray at 425.334.8580 (or email: johng@publicsafetytesting.com) if you have any questions or need any additional information. Sincerely, F'„ Jon Walter, ,Pies i d e rit� A proposal to the KENT POLICE DEPARTMENT for the development and management of promotional testing for ]AIL COMMANDER Scone of Services Provided by Public Safety Testing, Inc: Public Safety Testing offers to develop and administer a promotional process for the Kent Police Department. Public Safety Testing (PST) will apply the recommendations provided by the International Association of Chiefs of Police related to the development and management of promotional processes. Methodology for Service The project shall consist of three basic phases: 1. Test Preparation 2. Test Administration 3. Post-Test Activities Phase One: Test Preparation On-site meetings with the appropriate personnel from the Kent Police Department are held to: • Determine the Kent Police Department's specific needs and components of the selection process; • Create a calendar of tasks, benchmarks and a schedule to deliver the promotional test; • Identify the behavioral dimensions to be measured; • Provide written summaries of decisions as the process develops; • Survey department members currently serving in the position, a job task analysis being tested for to identify the critical tasks being performed; • Build the exercises that uses information specific to your community and Department and uses the results of the survey used above, • [New Section] PST will become familiar with, and will follow the City of Kent 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 their rules, contractual agreements or policies that are related to the development and delivery of the test, and • Finalize the selection process and schedule with the Kent Police Department's subject matter expert(s) for Phase Two. Phase Two: Test Administration PST will facilitate and manage the assessment center process, including: Page 2 of 7 Promotional Testing Proposal KENT POLICE DEPARTMENT Public Safety Testing,Inc. • Conduct a 3-hour long "Candidate's Workshop" that provides an overview of the testing process, tips for success, and pitfalls to avoid; • Conduct a training workshop for the assessors the Kent Police Department has selected before the test. 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; • Provide all of the typical equipment, supplies and materials for the training, orientation and testing process. The Kent Police Department may be asked to provide specific equipment related to process; • Create the grading process that conforms to the Kent Police Department's local rules; • Through an empirical process that incorporates the candidate's performance and the Kent Police Department's rules, create a final rank order listing of the candidates tested; Phase Three: Post Test Activities • Provide the Kent Police Department with: the instructions for the test, original copies of the score sheets for each candidate created by the assessors, 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, and a copy of the test schedule. • [New Section] Provide the Kent Police Department with all the documents related to testing, training and the 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, and a copy of the written comments made by the assessors to each candidate. • [New Section] PST shall appear in any Kent administrative or civil service proceeding in order to testify to and provide any and 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 Kent Indemnification [New Section] Page 3 of 7 Promotional Testing Proposal KENT POLICE DEPARTMENT Public Safety Testing,Inc. PST will defend and indemnify the City in any and all investigations, claims and suits in which it is alleged that the test development or administration resulted in discrimination based on, but limited to, age, gender, sexual orientation, race ethnicity, national origin, religion, marital status, or the presence of any physical, sensory or mental disability. The City shall defend, indemnify and hold PST, its officers, officials, employees, agents and volunteers harmless from any all claims, injuries, damages, losses or suits, including legal costs and attorney fees caused by the City's negligence. Resources to be provided by the KENT POLICE DEPARTMENT: The Kent Police Department shall agree to: • Provide a Subject Matter Expert(s) to assist in the development of the test, distribute and collect surveys that provide an analysis of the position being tested for. The work of the Subject Matter Expert will happen on or before the agreed upon deadlines. The Subject Matter Expert will be available on the day of testing as a resource to answer questions; • Obtain a minimum of four qualified assessors for the test; 6 assessor is preferred. PST will work with the Kent Police Department to assist in the identification of appropriate assessors; • Have the appropriate incumbents participate in the surveys of the job task analysis; • Provide the physical facilities appropriate for the Candidate Workshop, the Assessor Training and the test (including the selected exercises). Provide meals, refreshments and beverages for the assessors, the PST staff and the candidates, if appropriate; • At the end of the final day of testing, most agencies find it beneficial to have the management team present during the discussion with the assessors to hear their comments and insights about the candidates; • If necessary, cover the costs of the assessors; and • Pay any travel-related expenses for the PST staff, if required. Termination of this Proiect PST and the Kent Police Department acknowledge that either party may terminate this project at any time with or without cause. Upon termination, the Kent Police Department 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. In the event of a termination, both parties will agree upon the fees, if any. Page 4 of 7 Promotional Testing Proposal KENT POLICE DEPARTMENT Public Safety Testing,Inc. Professional Fees: These fees include a discount of $500 for being a PST Subscribing Agency for entry- level police officer testing. For up to four (4) Candidates: $ 2,400 The above figure includes all of the costs associated with the development and execution of the promotional test process unless defined above and/or specifically approved in advance by the KENT POLICE DEPARTMENT Additional Services: 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 client may wish to consider. ❑ Profiles Performance Indicator Using a state of the art occupational assessment tool known as the Profile Performance Indicator (PPI), an individualized report focusing on critical aspects of management competency such as on-the-job attitudes, emotions and behaviors is produced for the candidate and their current or future manager. PST recommends that this on-line self-administered personal inventory is completed to provide the promotion candidate and department management with important information related to several key measurable areas: • Productivity • Quality of Work • Initiative • Teamwork • Problem Solving • Adapting to Change The PPI is not a scored test exercise; rather it serves a variety of needs that are not typically addressed in a standardized assessment center format. These needs include: • Focusing the individual candidate on their areas of strengths and weaknesses before the assessment center. • Developing a feedback strategy customized to each candidate. • Providing decision makers and future supervisors with "more" and "better" information from which to coach and develop all candidates in the "post assessment" phase of the selection process. Page 5 of 7 Promotional Testing Proposal KENT POLICE DEPARTMENT Public Safety Testing,Inc. The PPI is a self-administered (on-line) assessment tool that is introduced prior to the candidate orientation workshop. The results of the PPI are discussed during the workshop to provide the candidates with an additional point of reference to prepare for the assessment center. Past promotion candidates have expressed their high approval of this tool as one that clarified their personal understanding of"qualified for the position" versus "traits best suited for success on the job." PPI: $200 per Candidate ❑ Job Knowledge Written Test A customized and position-specific written test that is constructed to current professional standards. Agency provides the source material in an electronic format. 100 questions multiple-choice, true/false exam: $3,000 ❑ Additional Candidate's Workshops: One workshop is included in the package fee. Additional workshop(s) are available if needed to accommodate the schedules of candidates. $500 each session ❑ Work Performance Rating: A method to incorporate the candidate's prior work performance into the promotion process. This uses documentation, surveys and a facilitated discussion with the candidate's supervisors. $1,500 Page 6 of 7 Promotional Testing Proposal KENT POLICE DEPARTMENT Public Safety Testing,Inc. a z A Acceptance Please send your formal acceptance of this proposal by email, fax or mail to: John Gray Public Safety Testing 20818-44t" Ave W., Suite 160 Lynnwood, WA 98036 Email: JohnG a PublicSafet sting.com FAX: 425.776.0165 This proposal is valid until June 12, 2012 I/We acc pt thi proposal and price quote as presented: By: Date: Print �+� 1 " �'�`T" Title: Page 7 of 7 Promotional Testing Proposal KENT POLICE DEPARTMENT Public Safety Testing,Inc.