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PSA with Industrial Organizational Solutions, Inc. 201g- 30 1 (o Z PROFESSIONAL SERVICES AGREEMENT BETWEEN THE CITY OF MIAMI BEACH AND INDUSTRIAL ORGANIZATIONAL SOLUTIONS, INC. FOR PERSONNEL TESTING AND CONSULTING SERVICES FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS, PURSUANT TO RFQ 2018-007-JC This Professional Services Agreement (Agreement") is entered into this /Q day of Jay , 20/? , between the CITY OF MIAMI BEACH, FLORIDA, a municipal corpor tion organized and existing under the laws of the State of Florida, having its principal offices at 1700 Convention Center Drive, Miami Beach, Florida, 33139 ("City"), and INDUSTRIAL ORGANIZATIONAL SOLUTIONS, INC., whose address is 1127 S. Mannheim Road, Suite 203,Westchester, IL 60154 ("Consultant"). SECTION 1 DEFINITIONS Agreement: This Agreement between the City and Consultant, including any exhibits and amendments thereto. City Manager: The chief administrative officer of the City. City Manager's Designee: The City staff member who is designated by the City Manager to administer this Agreement on behalf of the City. The City Manager's designee shall be the Human Resources Department Director. Consultant: For the purposes of this Agreement, Consultant shall be deemed to be an independent contractor, and not an agent or employee of the City. Services: All services, work and actions by the Consultant performed or undertaken pursuant to the Agreement. Consultant Service Order: "Consultant Service Order" shall specifically describe and delineate the particular Services which will be required of Consultant for the Project that is the subject of such order using Exhibit "B" — Consultant Service Order Format, attached hereby and made part of this Agreement. Fee: Amount paid to the Consultant as compensation for Services. Contract Documents: Contract Documents shall mean this Agreement and City of Miami Beach RFQ No. 2018-007-JC for PERSONNEL TESTING AND CONSULTING SERVICES FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS, together with all addenda thereto, issued by the City in contemplation of this Agreement, 1 RFQ, and the Consultant's proposal in response thereto ("Proposal"), all of which are hereby incorporated and made a part hereof; provided, however, that in the event of an express conflict between the Contract Documents and this Agreement, the following order of precedent shall prevail: this Agreement; the RFQ; and the Proposal. Risk Manager: The Risk Manager of the City, with offices at 1700 Convention Center Drive, Third Floor, Miami Beach, Florida 33139; telephone number (305) 673-7000, Ext. 6435; and fax number (305) 673-7023. SECTION 2 SCOPE OF SERVICES 2.1 In consideration of the Fee to be paid to Consultant by the City, Consultant hereby agrees to furnish all Services described in the Contract Documents and any Consultant Service Order issued to Consultant for any Services hereunder, and shall perform all Services in accordance with the requirements of the Contract Documents. Although Consultant may be provided with a schedule of the available hours to provide its services, the City shall not control nor have the right to control the hours of the services performed by the Consultant; where the services are performed (although the City will provide Consultant with the appropriate location to perform the services); when the services are performed, including how many days a week the services are performed; how the services are performed, or any other aspect of the actual manner and means of accomplishing the services provided. Notwithstanding the foregoing, all services provided by the Consultant shall be performed in accordance with the terms and conditions set forth in Exhibit "A" and to the reasonable satisfaction of the City Manager. If there are any questions regarding the services to be performed, Consultant should contact the following person: Human Resources City of Miami Beach 1700 Convention Center Drive Miami Beach, FL 33139 Attn: Michael W. Smith, Director Email: MichaelSmith(amiamibeachfl.Qov 2.2 Consultant's Services and any deliverables incident thereto, shall be completed in accordance with the timeline and/or schedule in the Consultant Service Order. Consultant Service Orders must include a detailed list of tasks, sub-tasks, and deliverables (Collectively the Scope) that are consistent with the work and services described in Appendix "C" of the RFQ and Exhibit "A" of this Agreement. 2.3 Consultant shall only commence any Services, or portions thereof, upon issuance of a Consultant Service Order executed by the City Manager or corresponding Department's Director pursuant to the requirements in section 4.2 of this agreement. For each proposed Consultant Service Order, Consultant shall provide the City with a cost proposal on a lump sum or not-to-exceed basis, based on the fee schedule set forth in Exhibit "C" hereto. A separate Consultant Service Order shall be required prior to commencement of any Services on any Project. The Consultant Service Order will 2 not be issued until Consultant's submission to City of all required documents (including Certificate of Insurance) and after execution of the Contract by both parties. Consultant shall have no entitlement to perform (or be compensated for) any Services under this Agreement, unless such Services are authorized, at the City's sole discretion, by a Consultant Service Order. SECTION 3 TERM The term of this Agreement ("Term") shall commence upon execution of this Agreement by all parties hereto, and shall have an initial term of three (3) years, with two (2), one (1) year renewal options, to be exercised at the City Manager's sole option and discretion, by providing Consultant with written notice of same no less than thirty (30) days prior to the expiration of the initial term. Notwithstanding the Term provided herein, Consultant shall adhere to any specific timelines, schedules, dates, and/or performance milestones for completion and delivery of the Services, as same is/are set forth in the timeline and/or schedule referenced in Exhibit A or any Consultant Service Order issued under this Agreement. SECTION 4 FEE In consideration of the Services to be provided, Consultant shall be compensated through individual Consultant Service Order(s) issued for a particular Project, on a "Fixed Fee" or"Not to Exceed" basis determined by the hourly rates established in Exhibit "C" of this Agreement, or by lump sum for the project determined by hourly rates not to exceed the rates established in Exhibit "C" of this Agreement. Notwithstanding the preceding, the total fee paid to Consultant pursuant to this Agreement shall be subject to funds availability approved through the City's budgeting process. 4.1 At the time of negotiation of each Consultant Service Order, City and Consultant will determine the tasks, sub-tasks, and deliverables applicable to the Project based on the list of Services, and the lump sum or not-to-exceed amounts associated with each Consultant Service Order. To the extent any of the Services involve fees or costs for which billing rates are not specified in Exhibit "C," all such fees or costs must be specifically delineated in each Consultant Service Order and accepted by the City through execution of the Consultant Service Order, pursuant to section 4.2 of this agreement. Consultant shall not commence any Services or Additional Services unless approved in writing by the City Manager or the corresponding Department's Director. 4.2 The corresponding Department Director shall have the delegated authority to execute Consultant Service Orders up to an amount not-to-exceed $50,000.00. Any Consultant Service Orders in excess of $50,000.00 must be executed by the City Manager. Any Consultant Service Order not executed in accordance herewith shall be null and void. 4.3 Reimbursable Expenses are an allowance set aside by the City and shall include actual expenditures made by the Consultant in the interest of the Project, provided such 3 expenses are authorized in advance by the City in a Consultant Service Order. The Reimbursable Expenses allowance, as specified herein, belongs to, and shall be controlled by the City (i.e., unused portions will be retained by the City and shall not be paid to Consultant). Only approved travel-related expenses authorized by a Consultant Service Order will be reimbursed to the Consultant, in an amount not-to-exceed the agreed-upon amount reflected on the corresponding Consultant Service Order, and in accordance with City-wide Procedure OD. 20.01 (Travel on City Business), as may be updated by the City from time to time ("Reimbursable Expenses"). Notwithstanding the above, any Reimbursable Expenses must be authorized, in advance, in writing, by the City Manager or corresponding Department's Director. Invoices or vouchers for Reimbursable Expenses shall be submitted to the corresponding Department's Director (along with any supporting receipts and other back-up material required to support the amount invoiced, and as requested by the corresponding Department's Director). Consultant shall certify as to each such invoice and/or voucher that the amounts and items claimed as reimbursable are "true and correct and in accordance with the Agreement." Only actual amounts incurred and paid (requiring proof of payment) by the Consultant shall be invoiced, without any markups and/or additions. 4.4 INVOICING Upon receipt of an acceptable and approved invoice, payment(s) shall be made within forty-five (45) days for that portion (or those portions) of the Services satisfactorily rendered (and referenced in the particular invoice). Invoices shall include a detailed description of the Services (or portions thereof) provided, and shall be submitted to the City at the following address: Accounts Payable Division Finance Department City of Miami Beach 1700 Convention Center Drive, 3rd Floor Miami Beach, FL 33139 SECTION 5 TERMINATION 5.1 TERMINATION FOR CAUSE If the Consultant shall fail to fulfill in a timely manner, or otherwise violates, any of the covenants, agreements, or stipulations material to this Agreement, the City, through its City Manager, shall thereupon have the right to terminate this Agreement for cause. Prior to exercising its option to terminate for cause, the City shall notify the Consultant of its violation of the particular term(s) of this Agreement, and shall grant Consultant ten (10) days to cure such default. If such default remains uncured after ten (10) days, the City may terminate this Agreement without further notice to Consultant. Upon 4 termination, the City shall be fully discharged from any and all liabilities, duties, and terms arising out of, or by virtue of, this Agreement. Notwithstanding the above, the Consultant shall not be relieved of liability to the City for • damages sustained by the City by any breach of the Agreement by the Consultant. The City, at its sole option and discretion, shall be entitled to bring any and all legal/equitable actions that it deems to be in its best interest in order to enforce the City's right and remedies against Consultant. The City shall be entitled to recover all costs of such actions, including reasonable attorneys' fees. 5.2 TERMINATION FOR CONVENIENCE OF THE CITY The City may also, through its City Manager, and for its convenience and without cause, terminate the agreement at any time during the term by giving written notice to consultant of such termination; which shall become effective within thirty (30) days following receipt by the consultant of such notice. If the agreement is terminated for convenience by the city, consultant shall be paid for any services satisfactorily performed up to the date of termination; following which the city shall be discharged from any and all liabilities, duties, and terms arising out of, or by virtue of, this agreement. 5.3 TERMINATION FOR INSOLVENCY The City also reserves the right to terminate the Agreement in the event the Consultant is placed either in voluntary or involuntary bankruptcy or makes an assignment for the benefit of creditors. In such event, the right and obligations for the parties shall be the same as provided for in Section 5.2. SECTION 6 INDEMNIFICATION AND INSURANCE REQUIREMENTS 6.1 INDEMNIFICATION Consultant agrees to indemnify and hold harmless the City of Miami Beach and its officers, employees, agents, and contractors, from and against any and all actions (whether at law or in equity), claims, liabilities, losses, and expenses, including, but not limited to, attorneys' fees and costs, for personal, economic or bodily injury, wrongful death, loss of or damage to property, which may arise or be alleged to have arisen from the negligent acts, errors, omissions or other wrongful conduct of the Consultant, its officers, employees, agents, contractors, or any other person or entity acting under Consultant's control or supervision, in connection with, related to, or as a result of the Consultant's performance of the Services pursuant to this Agreement. To that extent, the Consultant shall pay all such claims and losses and shall pay all such costs and judgments which may issue from any lawsuit arising from such claims and losses, and shall pay all costs and attorneys' fees expended by the City in the defense of such claims and losses, including appeals. The Consultant expressly understands and agrees that any insurance protection required by this Agreement or otherwise provided by the Consultant shall in no way limit the Consultant's responsibility to indemnify, keep and 5 save harmless and defend the City or its officers, employees, agents and instrumentalities as herein provided. The parties agree that one percent (1%) of the total compensation to Consultant for performance of the Services under this Agreement is the specific consideration from the City to the Consultant for the Consultant's indemnity agreement. The provisions of this Section 6.1 and of this indemnification shall survive termination or expiration of this Agreement. 6.2 INSURANCE REQUIREMENTS The Consultant shall maintain and carry in full force during the Term, the following insurance: 1. Consultant General Liability, in the amount of$1,000,000; 2. Consultant Professional Liability, in the amount of$200,000; and 3. Workers Compensation & Employers Liability, as required pursuant to Florida Statutes. The insurance must be furnished by insurance companies authorized to do business in the State of Florida. All insurance policies must be issued by companies rated no less than "B+" as to management and not less than "Class VI" as to strength by the latest edition of Best's Insurance Guide, published by A.M. Best Company, Oldwick, New Jersey, or its equivalent. All of Consultant's certificates shall contain endorsements providing that written notice shall be given to the City at least thirty (30) days prior to termination, cancellation or reduction in coverage in the policy. The insurance certificates for General Liability shall include the City as an additional insured and shall contain a waiver of subrogation endorsement. Original certificates of insurance must be submitted to the City's Risk Manager for approval (prior to any work and/or services commencing) and will be kept on file in the Office of the Risk Manager. The City shall have the right to obtain from the Consultant specimen copies of the insurance policies in the event that submitted certificates of insurance are inadequate to ascertain compliance with required coverage. The Consultant is also solely responsible for obtaining and submitting all insurance certificates for any sub-consultants. Compliance with the foregoing requirements shall not relieve the Consultant of the liabilities and obligations under this Section or under any other portion of this Agreement. The Consultant shall not commence any work and or services pursuant to this Agreement until all insurance required under this Section has been obtained and such insurance has been approved by the City's Risk Manager. SECTION 7 LITIGATION JURISDICTIONNENUE/JURY TRIAL WAIVER 6 This Agreement shall be construed in accordance with the laws of the State of Florida. This Agreement shall be enforceable in Miami-Dade County, Florida, and if legal action is necessary by either party with respect to the enforcement of any or all of the terms or conditions herein, exclusive venue for the enforcement of same shall lie in Miami-Dade County, Florida. By entering into this Agreement, Consultant and the City expressly waive any rights either party may have to a trial by jury of any civil litigation related to or arising out of this Agreement. SECTION S LIMITATION OF CITY'S LIABILITY The City desires to enter into this Agreement only if in so doing the City can place a limit on the City's liability for any cause of action, for money damages due to an alleged breach by the City of this Agreement, so that its liability for any such breach never exceeds the sum of the compensation/fee to be paid to the Consultant pursuant to this Agreement, less any amounts actually paid by the City as of the date of the alleged breach. Consultant hereby expresses its willingness to enter into this Agreement with Consultant's recovery from the City for any damages from any action for breach of contract to be limited to a maximum amount of the compensation/fee to be paid to the Consultant pursuant to this Agreement, less any amounts actually paid by the City as of the date of the alleged breach. Accordingly, and notwithstanding any other term or condition of this Agreement, Consultant hereby agrees that the City shall not be liable to the Consultant for damages in an amount in excess of the compensation/fee to be paid to the Consultant pursuant to this Agreement, less any amounts actually paid by the City as of the date of the alleged breach, for any action or claim for breach of contract arising out of the performance or non-performance of any obligations imposed upon the City by this Agreement. Nothing contained in this section or elsewhere in this Agreement is in any way intended to be a waiver of the limitation placed upon the City's liability, as set forth in Section 768.28, Florida Statutes. SECTION 9 DUTY OF CARE/COMPLIANCE WITH APPLICABLE LAWS/PATENT RIGHTS; COPYRIGHT. AND CONFIDENTIAL FINDINGS 9.1 DUTY OF CARE With respect to the performance of the work and/or service contemplated herein, Consultant shall exercise that degree of skill, care, efficiency and diligence normally exercised by reasonable persons and/or recognized professionals with respect to the performance of comparable work and/or services. 9.2 COMPLIANCE WITH APPLICABLE LAWS 7 In its performance of the work and/or services, Consultant shall comply with all applicable laws, ordinances, and regulations of the City, Miami-Dade County, the State of Florida, and the federal government, as applicable. 9.3 PATENT RIGHTS: COPYRIGHT: CONFIDENTIAL FINDINGS Any work product arising out of this Agreement, as well as all information specifications, processes, data and findings, are intended to be the property of the City and shall not otherwise be made public and/or disseminated by Consultant, without the prior written consent of the City Manager, excepting any information, records etc. which are required to be disclosed pursuant to Court Order and/or Florida Public Records Law. All reports, documents, articles, devices, and/or work produced in whole or in part under this Agreement are intended to be the sole and exclusive property of the City, and shall not be subject to any application for copyright or patent by or on behalf of the Consultant or its employees or sub-consultants, without the prior written consent of the City Manager. SECTION 10 GENERAL PROVISIONS 10.1 AUDIT AND INSPECTIONS Upon reasonable verbal or written notice to Consultant, and at any time during normal business hours (i.e. 9AM — 5PM, Monday through Fridays, excluding nationally recognized holidays), and as often as the City Manager may, in his/her reasonable discretion and judgment, deem necessary, there shall be made available to the City Manager, and/or such representatives as the City Manager may deem to act on the City's behalf, to audit, examine, and/ or inspect, any and all other documents and/or records relating to all matters covered by this Agreement. Consultant shall maintain any and all such records at its place of business at the address set forth in the "Notices" section of this Agreement. 10.2 CONTRACT DOCUMENTS. This Agreement is part of, and incorporated in, the Contract Documents. Accordingly, all of the documents incorporated by the Contract Documents shall govern any Consultant Service Order issued under this Contract. 10.3 ASSIGNMENT, TRANSFER OR SUBCONSULTING Consultant shall not subcontract, assign, or transfer all or any portion of any work and/or service under this Agreement without the prior written consent of the City Manager, which consent, if given at all, shall be in the Manager's sole judgment and discretion. Neither this Agreement, nor any term or provision hereof, or right hereunder, shall be assignable unless as approved pursuant to this Section, and any attempt to make such assignment (unless approved) shall be void. 10.4 PUBLIC ENTITY CRIMES 8 Prior to commencement of the Services, the Consultant shall file a State of Florida Form PUR 7068, Sworn Statement under Section 287.133(3)(a) Florida Statute on Public Entity Crimes with the City's Procurement Division. 10.5 NON-DISCRIMINATION In connection with the performance of the Services, the Consultant shall not exclude from participation in, deny the benefits of, or subject to discrimination anyone on the grounds of race, color, national origin, sex, age, disability, religion, income or family status. Additionally, Consultant shall comply fully with the City of Miami Beach Human Rights Ordinance, codified in Chapter 62 of the City Code, as may be amended from time to time, prohibiting discrimination in employment, housing, public accommodations, and public services on account of actual or perceived race, color, national origin, religion, sex, intersexuality, gender identity, sexual orientation, marital and familial status, age, disability, ancestry, height, weight, domestic partner status, labor organization membership, familial situation, or political affiliation. 10.6 CONFLICT OF INTEREST Consultant herein agrees to adhere to and be governed by all applicable Miami-Dade County Conflict of Interest Ordinances and Ethics provisions, as set forth in the Miami- Dade County Code, as may be amended from time to time; and by the City of Miami Beach Charter and Code, as may be amended from time to time; both of which are incorporated by reference as if fully set forth herein. Consultant covenants that it presently has no interest and shall not acquire any interest, directly or indirectly, which could conflict in any manner or degree with the performance of the Services. Consultant further covenants that in the performance of this Agreement, Consultant shall not employ any person having any such interest. No member of or delegate to the Congress of the United States shall be admitted to any share or part of this Agreement or to any benefits arising therefrom. 10.7 CONSULTANT'S COMPLIANCE WITH FLORIDA PUBLIC RECORDS LAW (A) Consultant shall comply with Florida Public Records law under Chapter 119, Florida Statutes, as may be amended from time to time. (B) The term "public records" shall have the meaning set forth in Section 119.011(12), which means all documents, papers, letters, maps, books, tapes, photographs, films, sound recordings, data processing software, or other material, regardless of the physical form, characteristics, or means of transmission, made or received pursuant to law or ordinance or in connection with the transaction of official business of the Employer. (C) Pursuant to Section 119.0701 of the Florida Statutes, if the Consultant meets the definition of"Contractor" as defined in Section 119.0701(1)(a), the Consultant shall: (1) Keep and maintain public records required by the City to perform the service; (2) Upon request from the City's custodian of public records, provide the City with a copy of the requested records or allow the records to be inspected or copied within a reasonable time at a cost that does not exceed the cost provided in 9 Chapter 119, Florida Statutes or as otherwise provided by law; (3) Ensure that public records that are exempt or confidential and exempt from public records disclosure requirements are not disclosed, except as authorized by law, for the duration of the contract term and following completion of the Agreement if the Consultant does not transfer the records to the City; (4) Upon completion of the Agreement, transfer, at no cost to the City, all public records in possession of the Consultant or keep and maintain public records required by the City to perform the service. If the Consultant transfers all public records to the City upon completion of the Agreement, the Consultant shall destroy any duplicate public records that are exempt or confidential and exempt from public records disclosure requirements. If the Consultant keeps and maintains public records upon completion of the Agreement, the Consultant shall meet all applicable requirements for retaining public records. All records stored electronically must be provided to the City, upon request from the City's custodian of public records, in a format that is compatible with the information technology systems of the City. (D) REQUEST FOR RECORDS; NONCOMPLIANCE. (1) A request to inspect or copy public records relating to the City's contract for services must be made directly to the City. If the City does not possess the requested records, the City shall immediately notify the Consultant of the request, and the Consultant must provide the records to the City or allow the records to be inspected or copied within a reasonable time. (2) Consultant's failure to comply with the City's request for records shall constitute a breach of this Agreement, and the City, at its sole discretion, may: (1) unilaterally terminate the Agreement; (2) avail itself of the remedies set forth under the Agreement; and/or (3) avail itself of any available remedies at law or in equity. (3) A Consultant who fails to provide the public records to the City within a reasonable time may be subject to penalties under s. 119.10. (E) CIVIL ACTION. (1) If a civil action is filed against a Consultant to compel production of public records relating to the City's contract for services, the court shall assess and award against the Consultant the reasonable costs of enforcement, including reasonable attorney fees, if: a. The court determines that the Consultant unlawfully refused to comply with the public records request within a reasonable time; and b. At least 8 business days before filing the action, the plaintiff provided written notice of the public records request, including a statement that the Consultant has not complied with the request, to the City and to the Consultant. (2) A notice complies with subparagraph (1)(b) if it is sent to the City's custodian of public records and to the Consultant at the Consultant's address listed on its contract with the City or to the Consultant's registered agent. Such notices must be sent by common carrier delivery service or by registered, Global Express Guaranteed, or certified mail, with postage or shipping paid by the sender and with evidence of delivery, which may be in an electronic format. (3) A Consultant who complies with a public records request within 8 business days after the notice is sent is not liable for the reasonable costs of enforcement. 10 (F) IF THE CONSULTANT HAS QUESTIONS REGARDING THE APPLICATION OF CHAPTER 119, FLORIDA STATUTES, TO THE CONSULTANT'S DUTY TO PROVIDE PUBLIC RECORDS RELATING TO THIS AGREEMENT, CONTACT THE CUSTODIAN OF PUBLIC RECORDS AT: CITY OF MIAMI BEACH ATTENTION: RAFAEL E. GRANADO, CITY CLERK 1700 CONVENTION CENTER DRIVE MIAMI BEACH, FLORIDA 33139 E-MAIL: RAFAELGRANADO(WMIAMIBEACHFL.GOV PHONE: 305-673-7411 SECTION 11 NOTICES All notices and communications in writing required or permitted hereunder, shall be delivered personally to the representatives of the Consultant and the City listed below or may be mailed by U.S. Certified Mail, return receipt requested, postage prepaid, or by a nationally recognized overnight delivery service. Until changed by notice, in writing, all such notices and communications shall be addressed as follows: TO CONSULTANT: Industrial Organizational Solutions, Inc. 1127 S. Mannheim Road, Suite 203 Westchester, IL 60154 Attn: Chad Legal TO CITY: City Manager's Office City of Miami Beach 1700 Convention Center Drive, 4th Floor Miami Beach, FL 33139 Attn: Jimmy L. Morales, City Manager WITH A COPY TO: City of Miami Beach, Human Resources Department 1700 Convention Center Drive Miami Beach, FL 33139 Attn: Michael W. Smith, Director Notice may also be provided to any other address designated by the party to receive notice if such alternate address is provided via U.S. certified mail, return receipt requested, hand delivered, or by overnight delivery. In the event an alternate notice address is properly provided, notice shall be sent to such alternate address in addition to any other address which notice would otherwise be sent, unless other delivery instruction as specifically provided for by the party entitled to notice. Notice shall be deemed given on the date of an acknowledged receipt, or, in all other cases, on the date of receipt or refusal. 11 SECTION 12 MISCELLANEOUS PROVISIONS 12.1 CHANGES AND ADDITIONS This Agreement cannot be modified or amended without the express written consent of the parties. No modification, amendment, or alteration of the terms or conditions contained herein shall be effective unless contained in a written document executed with the same formality and of equal dignity herewith. 12.2 SEVERABILITY If any term or provision of this Agreement is held invalid or unenforceable, the remainder of this Agreement shall not be affected and every other term and provision of this Agreement shall be valid and be enforced to the fullest extent permitted by law. 12.3 ENTIRETY OF AGREEMENT The City and Consultant agree that this is the entire Agreement between the parties. This Agreement supersedes all prior negotiations, correspondence, conversations, agreements or understandings applicable to the matters contained herein, and there are no commitments, agreements or understandings concerning the subject matter of this Agreement that are not contained in this document. Title and paragraph headings are for convenient reference and are not intended to confer any rights or obligations upon the parties to this Agreement. [REMAINDER OF THIS PAGE LEFT INTENTIONALLY BLANK] 12 IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed by their appropriate officials, as of the date first entered above. FOR CITY: CITY OF MIAMI BEACH, FLORIDA ATTEST: By: Rafael Granado, City Clerk Dan G er, Mayor ov` w..u 1°1 .... . Date: �J' B Eq C ut 0It A,� \t i P . j�� I 6.--K0` IZATIONAL SOLUTIONS, INC. FOR CONSULTANT: ' 2 )�LP ATTEST: . ... Iq'' P C2 ...V 461. By: tr. �•n'rtLN(•� leial"�C/"" / &..d c.L !' , c'co/%>r„tcet/ Print Name and Title Print Name and Title 0111111//// Date: I.; 1 g \\\ OP g1.T/py itlai OEM, /01111110 APPROVED AS TO FORM &LANGUAGE &FOR EXECUTION bf 14f i City Attorney 9 4V• Date 13 EXHIBIT A SCOPE OF SERVICES The Consultant shall be required to provide services to the City in order to develop, validate, administer, score, report and review testing programs to determine qualified applicants for police and fire entry level positions and classified promotional classifications; and to provide consulting services in order to develop job analysis, entry level and promotional tests, scoring, minimum requirements for jobs, and background tests requirements for sworn and non-sworn positions. C3. Specifications. A) Entry Level Testing Overview: Police Department entry level testing: Depending upon the requirements, as proposed by the City, normally there are approximately 700 applicants during a recruitment period. Certified- only recruitments may involve as few as 200 applicants, while non-certified recruitments may involve as many as 1,000 applicants. Recruitment numbers can vary in large part due to whether certification or non-certification requirements are considered. Fire Department entry level testing: Depending upon certification requirements, the City normally has approximately 1,000 applicants. Certified only recruitments may involve as few as 200 applicants, while non-certified recruitments may involve as few as 1,000 applicants, while non-certified recruitments may involve as many as 1,500 applicants (For the last several years, the City has done certified recruitments only; however, the City would still like to see testing options for non-certified recruitments). B) Promotional Testing Overview: Police Department (Police Sergeant and Police Lieutenant) Promotional testing occurs every two (2) years, per the Fraternal Order of Police (FOP) Collective Bargaining Agreement (CBA). Fire Department (Fire Lieutenant and Fire Captain) Promotional testing occurs every two (2) years, per the International Association of Fire Fighter Union (IAFF) Collective Bargaining Agreement (CBA). Fire Department— Ocean Rescue (Lifeguard II and Lifeguard Lieutenant) Promotional testing occurs every two (2) years, or as needed. C) Consulting Services Overview: The Consultant shall provide consulting services in order to assist the City in developing job analysis, entry level and promotional tests, scoring, minimum requirements for jobs, and background tests requirements for sworn and non-sworn classifications, may include, but not limited to, the following services: • Job Analysis 14 • Police and Fire entry level and promotional written examination • Test validation method • Score and analyze exam results • Review and/or revision of job descriptions • Recommend any changes based on job analysis • Background test requirements • Any and all relevant technical and procedural assistance with all testing • Live candidate orientation • Assessment Center development, administration, and orientation • Assessment Center appeal process Police and Fire/Ocean Rescue Classifications are as follows: • Police Certified —(Entry Level) • Police Non-Certified —(Entry Level) • Firefighter I Certified —(Entry Level) • Firefighter I Non-Certified— (Entry Level) • Police Sergeant— (Promotional) • Police Lieutenant— (Promotional) • Fire Lieutenant— (Promotional) • Fire Captain— (Promotional) • Lifeguard II — (Promotional) • Lifeguard Lieutenant—(Promotional) D) Timetable: All necessary job analysis, validation, examinations, etc., must be completed to produce an ordered register of results according to the following timetable for the City: • Entry level Firefighter— Open recruitment every two (2) to three (3) years • Promotional Fire Lieutenant and Captain- Every two (2) to three (3) years, per CBA • Promotional Lifeguard II and Lieutenant— Every two (2) to three (3) years • Entry level Police Officer— Every one (1)to two (2) years, or on an as-needed basis • Promotional Police Sergeant and Lieutenant - Every two (2) years C4. TECHNICAL REQUIREMENTS - POLICE DEPARTMENT. I. The Consultant(s) shall, at a minimum, provide testing and job analysis, including but not limited to the following: 1. Develop and conduct a thorough job analysis under conditions that assure adequacy and accuracy of the research and results. 2. Gather and analyze existing pertinent data regarding the classification, including, but not limited to: last job analysis and existing job specifications. 3. Identify, define and analyze the tasks, especially the important and/or critical tasks required for successful performance constituting most of the job, and their relative importance, and if the tasks result in a work product, analyze the work products. 15 4. Identify and document each Knowledge, Skill and Ability (KSA) necessary as a prerequisite to perform critical and/or important tasks, including the identification and documentation of the "Essential Job Functions" per Americans with Disabilities Act (ADA) guidelines. 5. Operationally define each KSA and the relationship between each KSA and each task, as well as the method used to determine this relationship. 6. Identify and define the important and/or critical prerequisite KSAs or tasks to be measured or sampled by the selection devices and recommend minimum qualifications for application acceptance. 7. Prepare complete detailed report documenting entire process including, but not limited to, all methodologies, rationales, procedures, and findings of job analysis. 8. Develop and coordinate an orientation for entry level and/or promotional applicants prior to administering the written test. Orientations may be conducted at other phases during the process, if required by the department. II. The Consultant(s) shall, at a minimum, provide test development services, including but not limited to the following: 1. Recommendation as to whether or not a written test should be part of the testing process for Police testing. 2. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the test, test items, test development materials, test answers or any related materials. 1. Ensure that the test items have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 4. Ensure that there is no substantial similarity between any of the items developed for these classifications and the items on any other examination prepared for the City without express written agreement between the City and the Consultant. 5. Give title of the test and all items to the City to be used by the City in any manner without any additional charge and prevent use by any other agency or individual. 6. Create the test of at least 100 items -the format to be agreed to by the City. 7. Develop test items for each Knowledge, Skills and Ability (KSA) area and document that the items are an adequate and representative sample of the KSA content area to be measured, ensuring complete coverage of all major elements of each KSA content area. 8. Develop items that will differentiate among applicants' levels of competency. 9. Avoid redundancy and confounding of measurement by ensuring that each item measures one specific area. 16 10. Review and edit items to insure freedom from misspelling or grammatical, typographical, or other errors and freedom of ethnic, gender, or other bias - and to insure that all items are properly prepared in accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the job and are reasonable and defensible. 11. Provide written source documentation linking each item with the appropriate KSA, noting source of attribution and the page and paragraph number or the equivalent to page and paragraph number. 12. Print and deliver sufficient copies of each Written Test. 13. Coordinate and administer Written Test process including site selection, scheduling and payment. If possible, the City will provide meeting/testing rooms if available. 14. Score the answer sheets. 15. Return answer sheets to the City. 16. Evaluate the test statistics and item analysis provided by the City, and perform and evaluate adverse impact calculations and any additional analysis, as the firm deems appropriate. 17. Develop a form to be used for applicant challenges. 18. Review and respond in writing to each applicant challenge, including justification of correct response. 19. Delete any items warranted based on evaluation of test statistics, item analysis and applicant challenges. 20. Determine appropriate cutting point (or passing score), unless otherwise prescribed in the respective Collective Bargaining Agreement (CBA). 21. Prepare final scoring key and perform final scoring. 22. Provide the City with a register of the final results of each participant. 23. Validate the entire selection process. Ill. The Consultands) shall, at a minimum, provide, create, and administer an assessment center and related services, including but not limited to the following: 1. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the assessment exercises, concepts, development materials, response/performance guidelines or any related materials. 2. Ensure that the assessment exercises have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 17 3. Create the assessment center-the nature of which to be determined by the job analysis with a focus on KSAs, and agreed to by the City. 4. Develop desired performance/responses for each behavioral assessment exercise and/or standards/criteria. 5. Review and edit written assessment exercise materials to insure freedom from misspelling or grammatical, typographical, or other errors and freedom from ethnic, gender, or other bias. 6. Validate the assessment center. 7. Provide orientation sessions for all candidates including guidelines and descriptions of assessment center process. 8. Provide and operate videotape and equipment (and backup) so that each participant is videotaped during non-written assessment exercises. 9. Print and deliver sufficient copies of each assessment exercise. 10. Coordinate and administer assessment center process including site selection, scheduling and payment. If possible, the City will provide meeting/testing rooms if available. 11. Select, provide lodging and transportation for and train assessors per behavioral assessment exercise, and schedule assessors for videotape and written exercise evaluation. 12. Determine appropriate assessment center passing score, unless otherwise prescribed in the respective Collective Bargaining Agreement (CBA). 13. Provide the City with a register of the final results including overall score for each participant. 14. Provide one-on-one written feedback, upon the City's request, to each participant, regarding their performance in the assessment center. 15. Develop a form to be used for applicant challenges. 16. Review and respond in writing to each applicant challenge, including justification of response. 17. Give title of the assessment center and all exercises to the City to be used by the City in any manner without any additional charge and prevent use by any other agency or individual. IV. The Consultant(s) shall, at a minimum, create physical ability, oral tests, and/or other appropriate selection methodology— ENTRY LEVEL POLICE ONLY 18 1. Recommendation needs to be made as to what testing or selection devices should be required for entry level testing. Testing options should be considered for Police Certified and Police Non-Certified. The City is open to all recommendations, based upon the job analysis conducted for future testing procedures. 2. Develop, administer, analyze, interpret results and validate such other appropriate structured selection devices based upon the job analysis. 3. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the selection device, the selection device items, development materials, desired performance/responses/answers or any related materials. 4. Ensure that the test items have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 5. Create the selection devices with weights in proportion to the relative importance of KSAs or behaviors to be sampled or measured as determined by the job analysis. 6. Develop selection device components for each KSA or behavioral content area and document that the components are an adequate and representative sample of the KSA or behavioral content area to be measured or sampled, ensuring complete coverage of all major elements of each KM or behavioral content area. 7. Develop components that will differentiate among applicants' levels of competency and that will differentiate among levels of job performance. 8. Avoid redundancy and confounding of measurement. 9. Review and edit items to insure freedom from misspelling or grammatical, typographical, or other errors and freedom of ethnic, gender, or other bias - and to insure that all items are properly prepared in accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the job and are reasonable and defensible. 10. Provide written documentation linking each component with the appropriate KSA or job behavior. 11. Develop desired performance/responses for each component and/or standards/criteria and a form by which performance is to be evaluated, scored, analyzed, and interpreted. 12. Print and deliver sufficient copies of the selection devices. 13. If used, develop methods by which selection device raters will be evaluated and selected. 14. If raters are used, develop and administer rater training and facilitate and monitor administration of selection device. 15. Produce and evaluate descriptive selection device statistics and analysis including adverse impact statistics. 19 16. Review and respond in writing to each applicant challenge, including justification of correct (desired) performance/response. 17. Determine appropriate cutting point (or passing score). 18. Provide the City with an ordered register of the selection device results of each participant. 19. Prepare complete detailed report documenting entire process including, but not limited to, all methodologies, rationales, and procedures. V. The Consultantls) shall, at a minimum, develop a method of final selection and other related processes, including but not limited to the following: 1. Prepare written recommendation as to the method(s) of referring qualified candidates from the Eligible List to the Appointing Authority for interview, consideration and selection. Recommendation would include number of candidates to be referred, flexible or set number of candidates, banding of scores, etc., with appropriate supporting rationale and criteria. 2. Prepare and provide written recommendation of methodology and procedures for making final selections from among qualified candidates. 3. Prepare written recommendations on any additional processes and guidelines as are required or advised, such as background investigation, drug use history, polygraph, psychological and/or psychiatric evaluations, etc. VI. The Consultantls) shall, at a minimum, document, prepare, report and make readily available to the City, including but not limited to the following: Task A: Document, prepare comprehensive monthly progress and final reports, and provide copies to the City of all materials, methodologies, individuals involved, and steps utilized to provide these services as well as a copy of all data obtained. Task B: Document that the selection devices are valid and reliable measurement instruments and that acceptable and defensible statistical and other methods were applied. Task C: Prepare documentation and testimony to appear in court or before any regulatory authorities or bodies and provide testimony as an expert witness in conjunction with any challenges, appeals, suits or grievances that might arise from providing the proposed services. Task D: General Services, include the following: 1. Remain available on an as-needed basis to answer any questions, clarify or interpret the results of any individual's results. 2. Provide supplemental written material and training to City personnel to facilitate 20 the use of the assessment center results and reports. 3. Defend and/or represent the City and testify on the City's behalf if any claims or allegations are made regarding the services provided including, but not limited to, the validity of the test battery or evaluation methods or results. 4. Maintain all raw test results and notes with respect to each individual evaluated for the time set forth in Florida records retention or other applicable laws or as specified by the City, whichever is greater. 5. Research and investigate to insure that all tests, procedures, results and interpretations are valid, reliable, cross-cultural and legally defensible for the purposes used. 6. Submit a report summarizing evaluation and test results, including an analysis by ethnicity/race, gender and age showing adverse impact, if any, of each component and of entire selection process and giving recommendations for future reduction of any adverse impact. 7. Document that the entire selection process is valid and meets all required criteria. VII. The Consultant(s) shall, at a minimum, revise job specifications, including but not limited to the following: Based upon the job analysis, revise the current job specifications including the following sections: 1. Nature of Work; 2. Illustrative Examples of Essential Duties; 3. Knowledge, Skills and Abilities; 4. Minimum Requirements; 5. Physical Requirements; 6. Supervision Received; and 7. Supervision Exercised. VIII. The City may provide the following to assist in the successful accomplishment of the project: 1. Provide copies of the existing job analysis, job description and other information as requested. 2. Coordinate subject matter expert and other meetings involving City employees; coordinate distribution and return of employee questionnaires; and, contact candidates regarding scheduling. 3. If possible, the City will provide meeting/testing rooms where available. 4. Designate a City employee in the Human Resources Department as a contact and resource person for the project. 21 C5. TECHNICAL REQUIREMENTS — FIRE DEPARTMENT/OCEAN RESCUE. I. The Consultants) shall, at a minimum, provide testing and iob analysis, including but not limited to the following: 1. Develop and conduct job analysis under conditions that assure adequacy and accuracy of the research and results. 2. Gather and analyze existing pertinent data regarding the classification, including, but not limited to: last job analysis, existing job specifications, etc. 3. Identify, define and analyze the tasks and work behaviors, especially the important and/or critical tasks and work behaviors required for successful performance constituting most of the job, and their relative importance, and if the behaviors results in a work product, analyze the work products. 4. Identify and document each Knowledge, Skill and Ability (KSA) necessary as a prerequisite to perform critical and/or important work behaviors, including the identification and documentation of the "Essential Job Functions" per Americans with Disabilities Act (ADA) guidelines. 5. Operationally define each KSA and the relationship between each KSA and each work behavior as well as the method used to determine this relationship. 6. Identify and define the important and/or critical prerequisite KSAs or behaviors to be measured or sampled by the selection devices and recommend minimum qualifications for application acceptance. 7. Prepare complete detailed report documenting entire process including, but not limited to, all methodologies, rationales, procedures, and findings of job analysis. 8. Develop, coordinate, and conduct a mandatory orientation (as approved by the Fire Chief) for entry level applicants prior to administering the written test, as well as describe process and preparation recommendations. II. The Consultant(s) shall, at a minimum, provide test development services, including but not limited to the following: 1. Recommendation as to whether or not a written test should be part of the testing process for Fire testing. 2. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the test, test items, test development materials, test answers or any related materials. 3. Ensure that the test items have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 22 4. Ensure that there is no substantial similarity between any of the items developed for these classifications and the items on any other examination prepared for the City without express written agreement between the City and the Consultant. 5. Give title of the test and all items to the City to be used by the City in any manner without any additional charge and prevent use by any other agency or individual. 6. Create the test of at least 100 items - the format to be agreed to by the City. 7. Develop test items for each Knowledge, Skills and Ability (KSA) area and document that the items are an adequate and representative sample of the KSA content area to be measured, ensuring complete coverage of all major elements of each KSA content area. 8. Develop items that will differentiate among applicants' levels of competency. 9. Avoid redundancy and confounding of measurement by ensuring that each item measures one specific area. 10. Review and edit items to insure freedom from misspelling or grammatical, typographical, or other errors and freedom of ethnic, gender, or other bias - and to insure that all items are properly prepared in accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the job and are reasonable and defensible. 11. Provide written source documentation linking each item with the appropriate KSA, noting source of attribution and the page and paragraph number or the equivalent to page and paragraph number. 12. Print and deliver sufficient copies of each Written Test. 13. Coordinate and administer Written Test process including site selection, scheduling and payment. If possible, the City will provide meeting/testing rooms if available. 14. Score the answer sheets. 15. Return answer sheets to the City. 16. Evaluate the test statistics and item analysis provided by the City, and perform and evaluate adverse impact calculations and any additional analysis, as the firm deems appropriate. 17. Develop a form to be used for applicant challenges. 18. Review and respond in writing to each applicant challenge, including justification of correct response. 19. Delete any items warranted based on evaluation of test statistics, item analysis and applicant challenges. 20. Determine appropriate cutting point (or passing score), unless otherwise prescribed in the respective Collective Bargaining Agreement (CBA). 23 21. Prepare final scoring key and perform final scoring. 22. Provide the City with a register of the final results of each participant. 23.Validate the entire selection process. Ill. The Consultant(s) shall, at a minimum, provide, create, and administer a behavioral assessment center and related services, including but not limited to the following: 1. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the behavioral assessment exercises, concepts, development materials, response/performance guidelines or any related materials. 4. Ensure that the behavioral assessment exercises have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 3. Create the behavioral assessment Center - the nature of which to be determined by the job analysis with a focus on KSAs, and agreed to by the City. 4. Develop desired performance/responses for each behavioral assessment exercise and/or standards/criteria. 5. Review and edit written behavioral assessment exercise materials to insure freedom from misspelling or grammatical, typographical, or other errors and freedom from ethnic, gender, or other bias. 5. Validate the Behavioral Assessment Center. 7. Provide orientation sessions for all candidates including guidelines and descriptions of Behavioral Assessment Center process. 8. Provide and operate videotape and equipment (and backup) so that each participant is videotaped during non-written behavioral assessment exercises. 9. Print and deliver sufficient copies of each behavioral assessment exercise. 10. Coordinate and administer Behavioral Assessment Center process including site selection, scheduling and payment. If possible, the City will provide meeting/testing rooms if available. 11. Select, provide lodging and transportation for and train assessors per behavioral assessment exercise, and schedule assessors for videotape and written exercise evaluation. 12. Determine appropriate Behavioral Assessment Center passing score, unless otherwise prescribed in the respective Collective Bargaining Agreement (CBA). 13. Provide the City with a register of the final results including overall score for each 24 participant. 14. Provide one-on-one written feedback, upon the City's request, to each participant, regarding their performance in the Assessment Center. 15. Develop a form to be used for applicant challenges. 16. Review and respond in writing to each applicant challenge, including justification of response. 17. Give title of the Behavioral Assessment Center and all exercises to the City to be used by the City in any manner without any additional charge and prevent use by any other agency or individual. IV. The Consultant(s) shall, at a minimum, create physical ability, oral tests, and/or other appropriate selection methodology— ENTRY LEVEL FIRE ONLY 1. Recommendation needs to be made as to what testing or selection devices should be required for entry level testing. Testing options should be considered for Firefighter I Certified and Firefighter I Non-Certified. The City is open to all recommendations, based upon the job analysis conducted for future testing procedures. 2. Develop, administer, analyze, interpret results and validate such other appropriate structured selection devices based upon the job analysis. 3. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the selection device, the selection device items, development materials, desired performance/responses/answers or any related materials. 4. Ensure that the test items have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 5. Create the selection devices with weights in proportion to the relative importance of KSAs or behaviors to be sampled or measured as determined by the job analysis. 6. Develop selection device components for each KSA or behavioral content area and document that the components are an adequate and representative sample of the KSA or behavioral content area to be measured or sampled, ensuring complete coverage of all major elements of each KSA or behavioral content area. 7. Develop components that will differentiate among applicants' levels of competency and that will differentiate among levels of job performance. 8. Avoid redundancy and confounding of measurement. 9. Review and edit items to insure freedom from misspelling or grammatical, typographical, or other errors and freedom of ethnic, gender, or other bias - and to insure that all items are properly prepared in accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the job and are reasonable and defensible. 25 10. Provide written documentation linking each component with the appropriate KSA or job behavior. 11. Develop desired performance/responses for each component and/or standards/criteria and a form by which performance is to be evaluated, scored, analyzed, and interpreted. 12. Print and deliver sufficient copies of the selection devices. 13. If used, develop methods by which selection device raters will be evaluated and selected. 14. If raters are used, develop and administer rater training and facilitate and monitor administration of selection device. 15. Produce and evaluate descriptive selection device statistics and analysis including adverse impact statistics. 16. Review and respond in writing to each applicant challenge, including justification of correct (desired) performance/response. 17. Determine appropriate cutting point (or passing score). 18. Provide the City with an ordered register of the selection device results of each participant. 19. Prepare complete detailed report documenting entire process including, but not limited to, all methodologies, rationales, and procedures. V. The Consultant(s) shall, at a minimum, develop a method of final selection and other related processes, including but not limited to the following: 1. Prepare written recommendation as to the method(s) of referring qualified candidates from the Eligible List to the Appointing Authority for interview, consideration and selection. Recommendation would include number of candidates to be referred, flexible or set number of candidates, banding of scores, etc., with appropriate supporting rationale and criteria. 2. Prepare and provide written recommendation of methodology and procedures for making final selections from among qualified candidates. 3. Prepare written recommendations on any additional processes and guidelines as are required or advised, such as background investigation, drug use history, polygraph, psychological and/or psychiatric evaluations, etc. VI. The Consultant(s) shall, at a minimum, document, prepare, report and make readily available to the City, including but not limited to the following: Task A: 26 Document, prepare comprehensive monthly progress and final reports, and provide copies to the City of all materials, methodologies, individuals involved, and steps utilized to provide these services as well as a copy of all data obtained. Task B: Document that the selection devices are valid and reliable measurement instruments and that acceptable and defensible statistical and other methods were applied. Task C: • Prepare documentation and testimony to appear in court or before any regulatory authorities or bodies and provide testimony as an expert witness in conjunction with any challenges, appeals, suits or grievances that might arise from providing the proposed services. Task D: General Services, include the following: 1. Remain available on an as-needed basis to answer any questions, clarify or interpret the results of any individual's results. 2. Provide supplemental written material and training to City personnel to facilitate the use of the Behavioral Assessment Center results and reports. 6. Defend and/or represent the City and testify on the City's behalf if any claims or allegations are made regarding the services provided including, but not limited to, the validity of the test battery or evaluation methods or results. 4. Maintain all raw test results and notes with respect to each individual evaluated for the time set forth in Florida records retention or other applicable laws or as specified by the City, whichever is greater. 5. Research and investigate to insure that all tests, procedures, results and interpretations are valid, reliable, cross-cultural and legally defensible for the purposes used. 6. Submit a report summarizing evaluation and test results, including an analysis by ethnicity/race, gender and age showing adverse impact, if any, of each component and of entire selection process and giving recommendations for future reduction of any adverse impact. 7. Document that the entire selection process is valid and meets all required criteria. VII. The Consultant(s) shall, at a minimum, revise job specifications, including but not limited to the following: Based upon the job analysis, revise the current job specifications including the following sections: 1. Nature of Work; 2. Illustrative Examples of Essential Duties; 3. Knowledge, Skills and Abilities; 4. Minimum Requirements; 5. Physical Requirements; 6. Supervision Received; and 27 7. Supervision Exercised. VIII. The City may provide the following to assist in the successful accomplishment of the project: 1. Provide copies of the existing job analysis, job description and other information as requested. 2. Coordinate subject matter expert and other meetings involving City employees; coordinate distribution and return of employee questionnaires; and, contact candidates regarding scheduling. 3. If possible, the City will provide meeting/testing rooms where available. 4. Designate a City employee in the Human Resources Department as a contact and resource person for the project. 5. City will be responsible for all assessor and role-player-related costs. 6. City will be responsible for providing lunch and refreshments during the assessment. 7. City will be responsible for providing a suitable site at which to conduct exams and assessments. 28 EXHIBIT B PROFESSIONAL SERVICES AGREEMENT BETWEEN THE CITY OF MIAMI BEACH AND INDUSTRIAL ORGANIZATIONAL SOLUTIONS, INC. CONSULTANT SERVICE ORDER FORMAT Service Order No. for Consulting Services. TO: DATE: SCOPE OF SERVICES: Per attached proposal dated , to be considered part of this Agreement. Project Name and No: Estimated calendar days to complete this work: days Fee for this Service Order: $ The above fee is a Lump Sum or an Upset Limit (check one). Human Resources Project Coordinator Date Human Resources Asst. Director Date Industrial Organizational Solutions, Inc. Date Human Resources Director Date City Manager Date 29 EXHIBIT C CONSULTANT FEE SCHEDULE ;See next panel 30 Miami Beach Entry-Level Assessment Cost Structure- Single Process Tech. Consultant Consulting Wrtr. Admin. Project Step Hrs. Assoc. Hrs Hrs. Cost Job Analysis and Transportability of Entry Exam _ 0 20 0 16 $5,860 Conduct observations,develop JAQ conduct ` y" analysis and document results. 20 16 Pit i f 11 Travel 1800 Candidate Orientation Presentation 0 24 0 4 $5,965 Five sessions conducted over three days. 24 4 - a Travel 1625 ,.., Provision of Written Examination _ $9,000 Provision of OTS Entry-Level Examination a C : (estimated 500 exams @ $18) ,; . (oneday) i 0 $2,345 One dayn on-ate,two admin. 0 8 0 I Travel 945 Oral Interview Development 0 40 0 16 $7,560 Develop 6-8 SOI questions measuring SAOs found 1;•+f essential for position. Development will require rilstzi two SME web-based meetings to substantiate content validity &accuracy of questions. 40 16 Oral Interview Rater Training 0 12 0 0 $3,045 Develop training presentation and provide on-site { f Vitt) training to Sal raters 12 sst Travel 945 '--,Th.af-% Oral Interview Scoring 0 _ 8 0 16 $1,960 Ensuring data accuracy, scoring,and 'i merging/standardization of 501 8 16 Technical Reporting 0 10 4 0 $2,030 Draft project report. 10 4 'ay Project Expenses _ ,; Assessor travel-related costs Assessment Site/Facility ca(,; :' , ¢ •gy, Schedule of Hourly Rates-IOS 2018 Category Rate Principal Consultant/Industrial Psychologist $250/hour Consultant/Industrial Psychologist $175/hour Technical Writer $70/hour Administrative Assistant $35/hour Schedule of Travel Rates- IOS 2018 Category Rate Airfare $605/person Hotel/Lodging $185/day Rental Car/Transport $90/day Meals $45/day Airport Parking $20/day Project Notes City will be responsible for all assessor and role-player-related costs. Client will be responsible for providing lunch and refreshments during the assessment. Client will be responsible for providing a suitable site at which to conduct exams and assessments. Miami Beach Promotional Assessment Cost Structure - Single Rank Consultant Consulting Tech. Admin. Project Step Hrs. Assoc. Wrtr. Hrs Hrs. Cost lob Analysis 10 20 0 5 $5,460 Conduct observations, develop JAQ, conduct analysis and document results. 10 20 5 e # Travel 1285 r'j ° <'. Police Candidate Orientation Presentation 12 0 0 0 $4,890 Conduct 2 candidate orientation presentations in a e ' one day period to cover written exam. Conduct an r additional 2 sessions in a one day period to cover AC. 12 s '0 Travel 1890 y,x Fire Candidate Orientation Presentation 16 0 0 0 $5,285 • 2 . a Conduct 6 candidate orientation presentations in a '--44S,,, two-day period - covers written exam and AC. 16 `. ' Travel 1285 q#9s.?~ Written Job Knowledge Examination 37 16 70 0 $16,975 Work with subject matter experts (SMEs)to develop . an examination plan based on selected reading list +4 (sources and sections). 3 — -gr 1r"` Draft multiple choice examinations for each rank. 8 50 Review questions with SMEs to assess job- relatedness and difficulty. 6 4,44 2r Written exam administration (one day) 8 x' ' <_ Written exam appeals sessions (session conducted 2,9,-- .". -. over a 2-day period) 16 Appeals response. 8 20 Appeals committee meeting 4c ;. Travel 1625 •' 8'9 : �II Assessment Center 119 108 0 4 $42,600 Develop three assessment exercises: Meet with y., SMEs to develop themes for each of the assessment fr exercises-critical incidents and rating dimensions, t 14' ;,_.- design exercises and rating criteria. 35 9,,s_,--, Review exercises with SMEs and refine exercises content, instructions and criteria as necessary. 4 ..1£. Develop efficient assessment schedule and coordinate needs for assessment site. 344R" Recruit assessors Estimated 9 assessors to create 3 panels of 3 persons 8 Administer assessment and video record candidate responses (2 days) 16 16 Train assessors and oversee scoring (estimate 3 total days.) 24 24 Compile assessment scores and conduct quality controls. 6 Develop candidate feedback reports containing a, quantitative and qualitative feedback. 3 20 AC appeals sessions (6 sessions over 2 days) 16 AC appeals response 8 40 Appeals committee meeting 4 Travel 4610 �I. Technical Reporting 8 20 0 0 $3,500 Draft project report. 8 20 '. . Project Expensese' Assessor travel-related costs 'f nal. ir - 's'2 Assessment Site/Facility �x•`, ; a' ,p,s i x' F; �^ -7:::-,„ aa ih ,`i" Schedule of Hourly Rates- IOS 2018 Category Rate Principal/Senior Consultant/Industrial Psychologist $250/hour Consulting Associate $75/hour Technical Writer $70/hour Administrative Assistant $35/hour Schedule of Travel Rates- IOS 2018 Category Rate Airfare $605/person Hotel/Lodging $185/day 1 Rental Car/Transport $90/day Meals $45/day Airport Parking $20/day Project Notes City will be responsible for all assessor and role-player-related costs. Client will be responsible for providing lunch and refreshments during the assessment. Client will be responsible for providing a suitable site at which to conduct exams and assessments. ATTACHMENT A RESOLUTION COMMISSION ITEMS AND COMMISSION MEMORANDUM RESOLUTION NO. 2018-30262 A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, ACCEPTING THE RECOMMENDATION OF THE CITY MANAGER, PURSUANT TO REQUEST FOR QUALIFICATIONS (RFQ) NO. 2018.007-JC, FOR TESTING AND CONSULTING SERVICES TO DETERMINE QUALIFIED APPLICANTS FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS; AUTHORIZING THE ADMINISTRATION TO ENTER INTO NEGOTIATIONS WITH INDUSTRIAL ORGANIZATIONAL SOLUTIONS, INC., THE TOP RANKED PROPOSER; FURTHER, SHOULD NEGOTIATIONS BE UNSUCCESSFUL WITH THE TOP RANKED PROPOSER, AUTHORIZE THE ADMINISTRATION TO ENTER INTO NEGOTIATIONS WITH ERGOMETRICS AND APPLIED PERSONNEL RESEARCH, INC., THE SECOND RANKED PROPOSER; FURTHER, SHOULD NEGOTIATIONS BE UNSUCCESSFUL WITH THE SECOND RANKED PROPOSER, AUTHORIZE THE ADMINISTRATION TO ENTER INTO NEGOTIATIONS WITH THE DISTRICT BOARD OF TRUSTEES OF MIAMI DADE COLLEGE, FL, THE THIRD RANKED PROPOSER; AUTHORIZING THE MAYOR AND CITY CLERK TO EXECUTE AN AGREEMENT WITH THE SUCCESSFUL PROPOSER UPON CONCLUSION OF NEGOTIATIONS BY THE ADMINISTRATION; AND, FURTHER, AUTHORIZING THE CITY MANAGER TO NEGOTIATE AND APPROVE THE TERMS OF A MONTH-TO-MONTH AGREEMENT WITH INDUSTRIAL ORGANIZATIONAL SOLUTIONS, INC., FOR A TERM NOT TO EXCEED ONE (1) YEAR, FOR THE CONTINUATION OF CURRENT SERVICES, OR UNTIL SUCH TIME AS A NEW AGREEMENT IS EXECUTED PURSUANT TO THE PROCUREMENT PROCESS, WHICHEVER OCCURS FIRST. WHEREAS, on December 13, 2017, the Mayor and City Commission approved the issuance of Request for Qualifications No. 2018-007-JC, for Testing and Consulting Services for Police and Fire Entry Level Positions and Classified Promotional Classifications (the"RFQ"); and WHEREAS, the RFQ was issued on December 13, 2017, with an opening date of February 14, 2018; and WHEREAS, a non-mandatory pre-proposal meeting was held on January 9, 2018; and WHEREAS, on February 13, 2018, the City Manager, via Letter to Commission (LTC) No. 068-2018, appointed an Evaluation Committee (the"Committee"); and WHEREAS, on February 14, 2018, the City received a total of four(4)proposals; and WHEREAS, the Committee convened on March 5, 2018 to review and score the proposals received; and WHEREAS, the Committee was provided an overview of the project, information relative to the City's Cone of Silence Ordinance and the Government Sunshine Law, general information on the scope of services, and a copy of each proposal; and WHEREAS, the Committee was instructed to score and rank each proposal pursuant to the evaluation criteria established in the RFQ; and WHEREAS, the Committee's ranking was as follows: Industrial Organizational Solutions, Inc., as the top ranked proposer; Ergometrics and Applied Personnel Research, Inc. ("Ergometrics"), as the second ranked proposer, The District Board of Trustees of Miami Dade College, FL, as the third ranked proposer; and David Santisteban, Ph. D., as the fourth ranked proposer; and WHEREAS, after reviewing all the submissions and the resultsof the evaluation process, the City Manager recommends that the Mayor and City Commission authorize the Administration to enter into negotiations with Industrial Organizational Solutions, Inc., the top ranked proposer; further, should negotiations be unsuccessful with the top ranked proposer, authorize the Administration to enter into negotiations with Ergometrics, the second ranked proposer; and, further, should negotiations be unsuccessful with the second ranked proposer, authorize the Administration to enter into negotiations with The District Board of Trustees of • • Miami Dade College, FL, the third ranked proposer; and WHEREAS, the Administration recommends extending, on a month-to-month basis, the City's current agreement with Industrial Organizational Solutions, Inc., which expires on April 11, 2018, for the continuation of these services, for a period not to exceed one (1) year, or until such time as a new agreement is executed, whichever occurs first. NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, that the Mayor and City • Commission hereby accept the recommendation of the City Manager, pursuant to Request For Qualifications (RFQ) No. 2018-007-JC, for Testing and Consulting Services for Police and Fire Entry Level Positions and Classified Promotional Classifications; authorize the Administration to enter into negotiations with Industrial Organizational Solutions, Inc., the top ranked proposer; and, further, should negotiations be unsuccessful with the top ranked proposer, authorize the Administration to enter into negotiations with Ergometrics and Applied Personnel Research, Inc., the second ranked proposer; further, should negotiations be unsuccessful with the second ranked proposer, authorize the Administration to enter into negotiations with the District Board of Trustees of Miami Dade College, FL, the third ranked proposer; authorizing the Mayor and City Clerk to execute an agreement with the successful proposer upon conclusion of negotiations by the Administration; and, further, authorizing the City Manager to negotiate and execute a month-to-month extension of the agreement with Industrial Organizational Solutions, Inc., for the continuation of current services, for a term not to exceed one (1) year, or until such time as a new agreement is executed pursuant to the procurement process, whichever occurs first. // PASSED AND ADOPTED this day yo/ofd� 11171 2018. �"ree a s+' \ B t+,°r:;eIt Mayor ATTES \`..:.:............. Ct New A / ,� ' Rafael ' . :••do, City ler ,h�,pBP Oi3ATED_ ,A;".'' D ' TO 1 GIJAGE •' R'•. \. s • 'ECUTION- tap y�%qz> ClfyAttorney i to Resolutions -C7 P MIAMI BEACH • COMMISSION MEMORANDUM TO: Honorable Mayor and Members of the City Commission FROM: Jimmy L. Morales, City Manager DATE: April 11, 2018 • SUBJECT:A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, ACCEPTING THE RECOMMENDATION OF THE CITY MANAGER, PURSUANT TO REQUEST FOR QUALIFICATIONS (RFQ) NO. 2018- 007-JC, FOR TESTING AND CONSULTING SERVICES TO DETERMINE QUALIFIED APPLICANTS FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS. RECOMMENDATION Adopt the Resolution. ANALYSIS The City's Police Department, in any given recruitment period, may encounter over 1,000 applicants for entry level testing, depending on the certification requirements sought.Additionally, the City's Fire Department may encounter over 1,500 applicants during a similar recruitment period. Furthermore, both Police and Fire require promotional testing opportunities of eligible personnel every two (2) years, in accordance with the collective bargaining agreement. The City currently has a contract to provide entry level and promotional testing administration, job analysis, and consulting services,which will expire on April 11, 2018. This contract is utilized annually by both the Police and Fire Departments. In order to maintain the required services, the Administration sought proposals from qualified firms that can provide the City with the required services, including: 1) provide services in order to develop, administer, and review testing programs to determine qualified applicants for police and fire entry level positions, and for classified promotional classifications; and 2) provide consulting services in order to develop job analysis metrics, entry level and promotional tests, scoring, minimum job requirements, and background test requirements, for sworn and non-sworn positions. RFQ PROCESS On December 13, 2017, the City Commission approved to issue the Request for Qualifications (RFQ) No. 2018-007-JC, for Testing and Consulting Services for Police and Fire Entry Level Positions and Classified Promotional Classifications. On December 13, 2017, the RFQ was issued. The Procurement Department issued solicitation notices to 170 firms utiliang www.publicpurchase.com. 111 prospective proposers accessed the advertised solicitation.A voluntary pre-proposal conference to provide information to the proposers submitting a response was held on January 9, 2018. RFQ responses were due and received on February 14, 2018. The City received a total of four(4)proposals. The City received proposals from the following firms: . David Santisteban, Ph. D. 640 • Ergometrics and Applied Personnel Research, Inc. ("Ergometrics") • Industrial/Organizational Solutions, Inc.("IOS") • The District Board of Trustees of Miami Dade College, FL On February 13, 2018, the City Manager appointed the Evaluation Committee via LTC # 068-2018. The Evaluation Committee convened on March 5, 2018 to consider proposals received. The committee was comprised of the following: Miguel Anchia, Deputy Chief of Administration, Fire Department, City of Miami Beach; Vincent Canosa, Chief of Ocean Rescue, Fire Department, City of Miami Beach; Ines Collado, Office Associate V, Police Department, City of Miami Beach; Colin Pfrogner, Sergeant, Police Department, City of Miami Beach; and Ramon Suarez, Human Resource Administrator Il, Human Resources, City of Miami Beach. The Committee was provided an overview of the project, information relative to the City's Cone of Silence Ordinance and the Government Sunshine Law. The Committee was also provided with general information on the scope of services and a copy of each proposal. The Committee was instructed to score and rank each proposal pursuant to the evaluation criteria established in the RFQ. The evaluation process resulted in the ranking of proposers in the following order(see Attachment A): 1st- Industrial/Organizational Solutions, Inc. 2nd- Ergometrics and Applied Personnel Research, Inc. 3rd- The District Board of Trustees of Miami Dade College, FL 4th - David Santisteban, Ph. D. The following is a brief summary of the qualifications of the proposers: Industrial/Organizational Solutions, Inc. According to their proposal, Industrial/Organizational Solutions, Inc. has been in business since 1997, headquartered in Westchester, IL. Comprised of approximately 40 employees, IOS specializes in personnel selection — the development and deployment of exams and assessments to identify those individuals who are rest likely to excel in specific Jobs. IOS focuses primarily on public safety testing and assessment,working with fire, police, sheriff and corrections agencies around the country. As noted in its proposal, their two highest goals are to: 1) design selection systems that identify the most capable and talented individuals for positions, and 2) design selection systems that result in outcomes that are racially and gender diverse by employing selection processes that minimize disparity and adverse impact. Within the last three years, some of the clients IOS has served include: Atlanta Police Department (Sgt. and Lt. exams and assessments), Chicago Police Department (Sgt. exams and assessments), San Antonio Fire Department and Police Department (entry-level examinations and assessments), Massachusetts State Police (Sgt. and Lt. exams and assessments), Austin EMS (Cpt. and Cmdr. exams and assessments), and the City of Miami Beach Fire Department and Police Department (entry-level and promotional examinations and assessments). Er..r etrlcs tn. Ar .lied Pers.nne Researc In According to its proposal, Ergometrics and Applied Personnel Research, Inc. has been in business for thirty-six(36)years, headquartered in Lynnwood, WA, with a Florida office located in Santa Rosa Beach. In addition to developing custom examinations for entry level hiring and promotions, Ergometrics offers a number of nationally recognized, published tools including, 1) FireTEAM, a video-based testing system that assesses critical skills necessary to be a firefighter and includes the content areas of teamwork and human relations as well as mechanical aptitude, reading ability and basic math skills, and 2) FrontLine National, a video testing system for entry-level law enforcement that helps departments identify appropriate candidates. Some of the clients Ergometrics has recently served include: Atlanta Department of Corrections, Denver Sheriffs Department, Flirt Lauderdale Police and Fire Departments, Port of Seattle Fire Department, and West Palm Beach Police 641 Department. The District Board of Trustees of Miami Dade College FL According to its proposal, The Assessment Center of the Distdct Board of Trustees of Miami-Dade College, FL was established in 1981, and is headquartered in Miami, FL. The Assessment Center has been providing comprehensive selection and promotional assessment services to a variety of public safety agencies nationwide. Its proposal indicates that The Assessment Center has conducted assessments from over 22,000 individuals for various public safety positions. They have experience in job analysis, evaluation of records, performance data analysis, and examination administration. Some of The Assessment Center's clients recently served include: Aventura Police Department, Doral Police Department, Miami Gardens Police Department, Golden Beach Police Department, and Surfside Police Department. David Santisteban. Ph. D. According to the proposal, David Santisteban, Ph. D. has over 30 years of experience in consulting, developing, validating, administering and scoring testing programs to determine qualified applicants for sworn and non-sworn public safety positions. David Santisteban, Ph. D. maintains an office in Pembroke Pines, FL.Additionally, his proposal indicates that the firm's methodology and approach to projects has been primarily that of content validity, which includes extensive input from Subject Matter Experts (SMEs) in all phases of the project (i.e., job analysis, developing test plans, establishing passing points). Some of clients served by David Santlsteban, Ph. D. include: Miami-Dade County, City of Coral Gables, and City of Hialeah. CONCLUSION After reviewing all the submissions and the results of the evaluation process, I find that Industrial/Organizational Solutions, Inc., the firm top-ranked by the Evaluation Committee, provided the best overall proposal, including superior qualifications, technical approach, and prior performance. Some of the highlights of the Industrial/Organizational Solutions proposal, as articulated by the Evaluation Committee, include: • Industrial/Organizational Solutions, Inc. proposal most thoroughly articulates how tests are constructed and administered, including testing procedures, analysis and feedback. • Industrial/Organizational Solutions, Inc.'s documented exceptional experience and ability to perform the tasks related to the REQ, including relevant experience in the public sector. • Committee members also indicated, based upon current experience as the incumbent, that Industrial/Organizational Solutions, Inc. is very responsive to the City's requests and that they have always produced a"solid work product." Based on the foregoing, I recommend that the Mayor and City Commission approve the Resolution authorizing the Administration to enter into negotiations with Industrial/Organizational Solutions, Inc., the top ranked proposer; further, should negotiations be unsuccessful with the top ranked proposer, authorize the Administration to enter into negotiations with Ergometrics and Applied Personnel Research, Inc., the second ranked proposer; further, should negotiations be unsuccessful with the second ranked proposer, authorize the Administration to enter into negotiations with The District Board of Trustees of Miami Dade College, FL, the third ranked proposer; authorizing the Mayor and City Clerk to execute an agreement with the successful proposer upon conclusion of negotiations by the Administration; and further, authorizing the City Manager to negotiate and approve the terms of a month-to-month agreement with Industrial/Organizational Solutions, Inc. until such time as a new agreement is executed. KEY INTENDED OUTCOMES SUPPORTED Build And Maintain Priority Infrastructure With Full Accountability 642 FINANCIAL INFORMATION The cost of the related services, determined upon successful negotiations, are subject to funds availability approved through the City's budgeting process. Grant funding will not be utilized for this project. Lagislative Tracking Human Resources/Procurement ATTACHMENTS: Description ❑ AttachmentA- Final Ranking 643 -11 ) " . y _ atibitJeU GS ▪ w d I ,w \ N d; § k▪ - 2 \ / oup,„E~,m . ! y! o \ d _;yz 9 \ : m CO _ \ ) ; § ; \ 0 C▪r ! o \ ` \ \ coƒ \d ! \ ATTACHMENT B REQUEST FOR QUALIFICATIONS (RFQ) AND ADDENDUMS REQUEST FOR QUALIFICATIONS (RFQ) PERSONNEL TESTING AND CONSULTING SERVICES FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS RFQ 2018-007-1C RFQ ISSUANCE DATE: DECEMBER 13, 2017 PROPOSALS DUE: JANUARY 29, 2018 AT 3:00 PM ISSUED BY: AAA BEACH Jason Crouch, Procurement Contracting Officer PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3,d Floor, Miami Beach, FL 33139 305.673.7000 x 6694 j jasoncrouch@miamibeachfl.gov j www.miamibeachfl.gov M AMI BEACH TABLE OF CONTENTS SOLICITATION SECTIONS: PAGE 0100 NOT UTILIZED N/A 0200 INSTRUCTIONS TO PROPOSERS & GENERAL CONDITIONS 3 0300 PROPOSAL SUBMITTAL INSTRUCTIONS & FORMAT 12 0400 PROPOSAL EVALUATION 14 APPENDICES: PAGE APPENDIX A PROPOSAL CERTIFICATON, QUESTIONNAIRE AND AFFIDAVITS 15 APPENDIX B "NO PROPOSAL" FORM 22 APPENDIX C MINIMUM REQUIREMENTS & SPECIFICATIONS 24 APPENDIX D SPECIAL CONDITIONS 41 APPENDIX E INSURANCE REQUIREMENTS 43 • 2018-007-JC 2 MIAMI BEACH SECTION 0200 INSTRUCTIONS TO RESPONDENTS&GENERAL CONDITIONS 1. GENERAL.This Request for Qualifications(RFQ) is issued by the City of Miami Beach, Florida(the"City"), as the means for prospective Proposers to submit their qualifications, proposed scopes of work and proposals (the "proposal") to the City for the City's consideration as an option in achieving the required scope of services and requirements as noted herein. All documents released in connection with this solicitation, including all appendixes and addenda, whether included herein or released under separate cover, comprise the solicitation, and are complementary to one another and together establish the complete terms, conditions and obligations of the Proposers and, subsequently,the successful Proposer(s)(the"contractor[s]")if this RFQ results in an award. The City utilizes PublicPurchase (www.publicpurchase.com) for automatic notification of competitive solicitation opportunities and document fulfillment, including the issuance of any addendum to this RFQ. Any prospective Proposer who has received this RFQ by any means other than through PublicPurchase must register immediately with PublicPurchase to assure it receives any addendum issued to this RFQ. Failure to receive an addendum may result in disqualification of proposal submitted. 2. PURPOSE. The City currently outsources testing for recruitment and promotional opportunities to Miami Beach Police and Fire Departments to a third-party. The current agreement for these services expires on April 11, 2018. In anticipation of the expiring agreement,the City is seeking proposals from qualified firms to: 1) provide services in order to develop, administer, and review testing programs to determine qualified applicants for police and fire entry level positions,and for classified promotional classifications; and 2) provide consulting services in order to develop job analysis metrics, entry level and promotional tests, scoring, minimum job requirements, and background test requirements, for sworn and non-sworn positions. The requirements and specifications of the work are further detailed herein and, specifically, in Appendix C. As stated in Sections 0300 and 0400, at this time the City the city is only considering the qualifications and project approach of interested parties.Once a firm is selected,pursuant to sub-section 19 below, the Administration will then finalize scope of services and costs with the selected firms. 3.ANTICIPATED RFQ TIMETABLE. The tentative schedule for this solicitation is as follows: RFQ Issued December 13,2017 Pre-Proposal Meeting January 9,2018 at 1:00 pm Deadline for Receipt of Questions January 19, 2018 at 5:00 pm Responses Due January 29, 2018 at 3:00 pm Evaluation Committee Review TBD Proposer Presentations TBD Tentative Commission Approval Authorizing TBD Negotiations Contract Negotiations Following Commission Approval 2018-007-1C 3 MIAM BEACH 4. PROCUREMENT CONTACT.Any questions or clarifications concerning this solicitation shall be submitted to the Procurement Contact noted below: Procurement Contact: Tele•hone: Email: Jason Crouch 305.673.7000 x 6694 'asoncrouch@miamibeachfl.•ov Additionally. he City Clerk is to be copied on all communications via e-mail at: RafaelGranadoamiamibeachfl.eov; or via facsimi e: 786-394-4188. The Bid title/number shall be referenced on all correspondence. All questions or requests for cladfication must be received no later than ten (10)calendar days prior to the date proposals are due as scheduled in Section 0200-3. All responses to questions/clarifications will be sent to all prospective Proposers in the form of an addendum. 5.PRE-PROPOSAL MEETING OR SITE VISIT(SI.Only if deemed necessary by the City,a pre-proposal meeting or site visit(s) may be scheduled. A Pre-PROPOSAL conference will be held as scheduled in Anticipated RFQ Timetable section above at the following address: City of Miami Beach Procurement Department Conference Room 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 Attendance (in person or via telephone) is encouraged and recommended as a source of information, but is not mandatory. Proposers interested in participating in the Pre-Proposal Submission Meeting via telephone must follow these steps: (1) Dial the TELEPHONE NUMBER: 1-888-270-9936 (Toll-free North America) (2) Enter the MEETING NUMBER: 9415468 Proposers who are interested in participating via telephone should send an e-mail to the contact person listed in this RFQ expressing their intent to participate via telephone. 6. PRE-PROPOSAL INTERPRETATIONS. Oral information or responses to questions received by prospective Proposers are not binding on the City and will be without legal effect, including any information received at pre- submittal meeting or site visit(s). The City by means of Addenda will issue interpretations or written addenda clarifications considered necessary by the City in response to questions. Only questions answered by written addenda will be binding and may supersede terms noted in this solicitation. Addendum will be released through PublicPurchase. Any prospective proposer who has received this RFQ by any means other than through PublicPurchace must register immediately with PublicPurchase to assure it receives any addendum issued to this RFQ. Failure to receive an addendum may result in disqualification of proposal. Written questions should be received no later than the date outlined in the Anticipated RFQ Timetable section. 7. CONE OF SILENCE. This RFQ is subject to, and all proposers are expected to be or become familiar with, the City's Cone of Silence Requirements, as codified in Section 2-486 of the City Code. Proposers shall be solely responsible for ensuring that all applicable provisions of the City's Cone of Silence are complied with, and shall be subject to any and all sanctions, as prescribed therein, including rendering their response voidable, in the event of such non-compliance. Communications regarding this solicitation are to be submitted in writing to the Procurement 2018-007-IC 4 MIAMI BEACH Contact named herein with a copy to the City Clerk at rafaelgranado(a)miamibeachfl.gov S. SPECIAL NOTICES. You are hereby advised that this solicitation is subject to the following ordinances/resolutions, which may be found on the City Of Miami Beach website: http://web.miamibea chfl.govlprocurementlscroll.aspx?id=79113 CONE OF SILENCE CITY CODE SECTION 2-486 PROTEST PROCEDURES CITY CODE SECTION 2-371 DEBARMENT PROCEEDINGS CITY CODE SECTIONS 2-397 THROUGH 2-4853 LOBBYIST REGISTRATION AND DISCLOSURE OF FEES CITY CODE SECTIONS 2-481 THROUGH 2-406 CAMPAIGN CONTRIBUTIONS BY VENDORS CITY CODE SECTION 2-487 CAMPAIGN CONTRIBUTIONS BY LOBBYISTS ON PROCUREMENT ISSUES CITY CODE SECTION 2-488 REQUIREMENT FOR CITY CONTRACTORS TO PROVIDE EQUAL BENEFITS FOR CITY CODE SECTION 2-373 DOMESTIC PARTNERS .. LIVING WAGE REQUIREMENT CITY CODE SECTIONS 2-407 THROUGH 2.410 PREFERENCE FOR FLORIDA SMALL BUSINESSES OWNED AND CONTROLLED BY CITY CODE SECTION 2-374 VETERANS AND TO STATE-CERTIFIED SERVICE-DISABLED VETERAN BUSINESS ENTERPRISES • FALSE CLAIMS ORDINANCE CITY CODE SECTION 70-300 • ACCEPTANCE OF GIFTS,FAVORS B SERVICES CITY CODE SECTION 2-449 9. PUBLIC ENTITY CRIME. A person or affiliate who has been placed on the convicted vendor list following a conviction for public entity crimes may not submit a bid on a contract to provide any goods or services to a public entity, may not submit a bid on a contract with a public entity for the construction or repair of a public building or public work, may not submit bids on leases of real property to public entity, may not be awarded or perform work as a contractor, supplier, sub-contractor, or consultant under a contract with a public entity, and may not transact business with any public entity in excess of the threshold amount provided in Sec. 287.017, for CATEGORY TWO for a period of 36 months from the date of being placed on the convicted vendor list. 10.COMPLIANCE WITH THE CITY'S LOBBYIST LAWS. This RFQ is subject to, and all Proposers are expected to be or become familiar with, all City lobbyist laws. Proposers shall be solely responsible for ensuring that all City lobbyist laws are complied with, and shall be subject to any and all sanctions, as prescribed therein, including, without limitation, disqualification of their responses, in the event of such non-compliance. 11. DEBARMENT ORDINANCE: This RFQ is subject to, and all proposers are expected to be or become familiar with,the City's Debarment Ordinance as codified in Sections 2-397 through 2-406 of the City Code. 12. WITH THE CITY'S CAMPAIGN FINANCE REFORM LAWS. This RFQ is subject to, and all Proposers are expected to be or become familiar with, the City's Campaign Finance Reform laws, as codified in Sections 2-487 through 2-490 of the City Code. Proposers shall be solely responsible for ensuring that all applicable provisions of the City's Campaign Finance Reform laws are complied with, and shall be subject to any and all sanctions, as prescribed therein, including disqualification of their responses, in the event of such non-compliance. 13. CODE OF BUSINESS ETHICS. Pursuant to City Resolution No.2000-23879,the Proposer shall adopt a Code of Business Ethics("Code")and submit that Code to the Procurement Division with its response or within five (5) days upon receipt of request. The Code shall, at a minimum, require the Proposer, to comply with all applicable governmental rules and regulations including, among others, the conflict of interest, lobbying and ethics provision of the City of Miami Beach and Miami Dade County. 14. AMERICAN WITH DISABILITIES ACT (ADA).. Call 305-673-7490 to request material in accessible format; sign language interpreters(five(5)days in advance when possible), or information on access for persons with disabilities. 2018-007-JC 5 MIAMI BEACH For more information on ADA compliance, please call the Public Works Department, at 305-673- 7000, Extension 2984. 15. POSTPONEMENT OF DUE DATE FOR RECEIPT OF PROPOSALS. The City reserves the right to postpone the deadline for submittal of proposals and will make a reasonable effort to give at least three (3) calendar days written notice of any such postponement to all prospective Proposers through PublicPurchase. 16. PROTESTS. Proposers that are not selected may protest any recommendation for selection of award in accordance with eh proceedings established pursuant to the City's bid protest procedures,as codified in Sections 2- 370 and 2-371 of the City Code (the City's Bid Protest Ordinance). Protest not timely made pursuant to the requirements of the City's Bid Protest Ordinance shall be barred. 17.JOINT VENTURES.Joint Ventures are not allowed.Proposals shall be submitted only by the prime contractor who will serve as the CMR.The City will only contract with the prime contractor who will serve as the CMR. Proposals may,however, identify other sub-contractors or sub-consultants to the prime Proposer who may serve as team members. 18.VETERAN BUSINESS ENTERPRISES PREFERENCE. Pursuant to City Code Section 2-374,the City shall give a preference to a responsive and responsible Proposer which is a small business concern owned and controlled by a veteran(s) or which is a service-disabled veteran business enterprise, and which is within five percent (5%) of the lowest responsive, responsible proposer, by providing such proposer an opportunity of providing said goods or contractual services for the lowest responsive proposal amount (or in this RFQ, the highest proposal amount). Whenever, as a result of the foregoing preference, the adjusted prices of two (2) or more proposers which are a small business concern owned and controlled by a veteran(s) or a service-disabled veteran business enterprise constitute the lowest proposal pursuant to an RFQ or oral or written request for quotation, and such proposals are responsive, responsible and otherwise equal with respect to quality and service, then the award shall be made to the service-disabled veteran business enterprise. 19. DETERMINATION OF AWARD. The final ranking results of Step 1 & 2 outlined in Section 0400, Evaluation of Proposals, will be considered by the City Manager who may recommend to the City Commission the Proposer(s) s/he deems to be in the best interest of the City or may recommend rejection of all proposals. The City Manager's recommendation need not be consistent with the scoring results identified herein and takes into consideration Miami Beach City Code Section 2-369,including the following considerations: (1)The ability,capacity and skill of the Proposer to perform the contract. (2)Whether the Proposer can perform the contract within the time specified, without delay or interference. (3)The character, integrity, reputation,judgment,experience and efficiency of the Proposer. (4)The quality of performance of previous contracts. (5)The previous and existing compliance by the Proposer with laws and ordinances relating to the contract. The City Commission shall consider the City Manager's recommendation and may approve such recommendation. The City Commission may also,at its option,reject the City Manager's recommendation and select another Proposal or Proposals which it deems to be in the best interest of the City, or it may also reject all Proposals. 20. NEGOTIATIONS. Following selection, the City reserves the right to enter into further negotiations with the selected Proposer. Notwithstanding the preceding, the City is in no way obligated to enter into a contract with the selected Proposer in the event the parties are unable to negotiate a contract. It is also understood and acknowledged by Proposers that no property, contract or legal rights of any kind shall be created at any time until 2018-007-iC 6 PJ,I A�JIi BEACH and unless an Agreement has been agreed to; approved by the City; and executed by the parties. 21. POSTPONEMENTICANCELLATIONIACCEPTANCEIREJECTION. The City may, at its sole and absolute discretion, reject any and all, or parts of any and all, responses; re-advertise this RFQ; postpone or cancel, at any time,this RFQ process;or waive any irregularities in this RFQ, or in any responses received as a result of this RFQ. Reasonable efforts will be made to either award the proposer the contract or reject all proposals within one-hundred twenty(120)calendar days after proposal opening date.A proposer may withdraw its proposal after expiration of one hundred twenty(120) calendar days from the date of proposal opening by delivering written notice of withdrawal to the Procurement Department prior to award of the contract by the City Commission. 22. PROPOSER'S RESPONSIBILITY. Before submitting a response, each Proposer shall be solely responsible for making any and all investigations, evaluations, and examinations, as it deems necessary, to ascertain all conditions and requirements affecting the full performance of the contract. Ignorance of such conditions and requirements, and/or failure to make such evaluations, investigations, and examinations, will not relieve the Proposer from any obligation to comply with every detail and with all provisions and requirements of the contract, and will not be accepted as a basis for any subsequent claim whatsoever for any monetary consideration on the part of the Proposer. 23.COSTS INCURRED BY PROPOSERS.All expenses involved with the preparation and submission of Proposals, or any work performed in connection therewith, shall be the sole responsibility (and shall be at the sole cost and expense)of the Proposer,and shall not be reimbursed by the City. 24. RELATIONSHIP TO THE CITY. It is the intent of the City, and Proposers hereby acknowledge and agree, that the successful Proposer is considered to be an independent contractor, and that neither the Proposer, nor the Proposes employees, agents, and/or contractors, shall, under any circumstances, be considered employees or agents of the City. 24. OCCUPATIONAL HEALTH AND SAFETY. In compliance with Chapter 442, Florida Statutes, any toxic substance listed in Section 38F-41.03 of the Florida Administrative Code delivered as a result of this proposal must be accompanied by a Material Safety Data Sheet(MSDS)which may be obtained from the manufacturer. 25. ENVIRONMENTAL REGULATIONS. The City reserves the right to consider a proposes history of citations and/or violations of environmental regulations in investigating a proposer's responsibility, and further reserves the right to declare a proposer not responsible if the history of violations warrant such determination in the opinion of the City. Proposer shall submit with its proposal, a complete history of all citations and/or violations, notices and dispositions thereof. The non-submission of any such documentation shall be deemed to be an affirmation by the Proposer that there are no citations or violations. Proposer shall notify the City immediately of notice of any citation or violation which proposer may receive after the proposal opening date and during the time of performance of any contract awarded to it. 26.TAXES.The City of Miami Beach is exempt from all Federal Excise and State taxes. 27. MISTAKES. Proposers are expected to examine the terms, conditions, specifications, delivery schedules, proposed pricing, and all instructions pertaining to the goods and services relative to this RFQ. Failure to do so will be at the Proposer's risk and may result in the Proposal being non-responsive. 28. PAYMENT. Payment will be made by the City after the goods or services have been received, inspected, and found to comply with contract, specifications,free of damage or defect, and are properly invoiced. Invoices must be 2018-00/-IC 7 PAIA,M,I BEAC F- consistent with Purchase Order format. 29. COPYRIGHT, PATENTS 8, ROYALTIES. Proposer shall indemnify and save harmless the City of Miami Beach, Florida, and its officers, employees,contractors, and/or agents, from liability of any nature or kind,including cost and expenses for, or on account of,any copyrighted,patented,or unpatented invention,process,or article manufactured or used in the performance of the contract, including its use by the City of Miami Beach, Florida. If the Proposer uses any design, device or materials covered by letters, patent, or copyright, it is mutually understood and agreed, without exception, that the proposal prices shall include all royalties or cost arising from the use of such design, device,or materials in any way involved in the work. 30. DEFAULT: Failure or refusal of the selected Proposer to execute a contract following approval of such contract by the City Commission, or untimely withdrawal of a response before such award is made and approved, may result in a claim for damages by the City and may be grounds for removing the Proposer from the City's vendor list. 31. MANNER OF PERFORMANCE. Proposer agrees to perform its duties and obligations in a professional manner and in accordance with all applicable Local, State, County, and Federal laws, rules, regulations and codes. Lack of knowledge or ignorance by the Proposer with/of applicable laws will in no way be a cause for relief from responsibility. Proposer agrees that the services provided shall be provided by employees that are educated,trained, experienced, certified, and licensed in all areas encompassed within their designated duties. Proposer agrees to furnish to the City any and all documentation, certification, authorization, license, permit, or registration currently required by applicable laws, rules, and regulations. Proposer further certifies that it and its employees will keep all licenses, permits, registrations, authorizations, or certifications required by applicable laws or regulations in full force and effect during the term of this contract. Failure of Proposer to comply with this paragraph shall constitute a material breach of this contract. Where contractor is required to enter or go on to City of Miami Beach property to deliver materials or perform work or services as a result of any contract resulting from this solicitation, the contractor will assume the full duty, obligation and expense of obtaining all necessary licenses, permits, and insurance, and assure all work complies with all applicable laws. The contractor shall be liable for any damages or loss to the City occasioned by negligence of the Proposer, or its officers,employees, contractors, and/or agents,for failure to comply with applicable laws. 32. SPECIAL CONDITIONS. Any and all Special Conditions that may vary from these General Terms and Conditions shall have precedence. 33. NONDISCRIMINATION. The Proposer certifies that it is in compliance with the non-discrimination clause contained in Section 202, Executive Order 11246, as amended by Executive Order 11375, relative to equal employment opportunity for all persons without regard to race, color, religion, sex or national origin. In accordance with the City's Human Rights Ordinance, codified in Chapter 62 of the City Code, Proposer shall prohibit discrimination by reason of race, color, national origin, religion, sex, intersexuality, gender identity, sexual orientation, marital and familial status,and age or disability. Balance of Pape Intentionally Left Blank 2018-0071C 8 A I AiV,I BEACH 34. DEMONSTRATION OF COMPETENCY. The city may consider any evidence available regarding the financial, technical, and other qualifications and abilities of a Proposer, including past performance (experience) in making an award that is in the best interest of the City,including: A. Pre-award inspection of the Proposers facility may be made prior to the award of contract. B. Proposals will only be considered from firms which are regularly engaged in the business of providing the goods and/or services as described in this solicitation. C. Proposers must be able to demonstrate a good record of performance for a reasonable period of time, and have sufficient financial capacity, equipment, and organization to ensure that they can satisfactorily perform the services if awarded a contract under the terms and conditions of this solicitation. D. The terms "equipment and organization", as used herein shall, be construed to mean a fully equipped and well established company in line with the best business practices in the industry, and as determined by the City of Miami Beach. E. The City may consider any evidence available regarding the financial, technical, and other qualifications and abilities of a Proposer, including past performance(experience), in making an award that is in the best interest of the City. F.The City may require Proposer s to show proof that they have been designated as authorized representatives of a manufacturer or supplier, which is the actual source of supply. In these instances,the City may also require material information from the source of supply regarding the quality, packaging, and characteristics of the products to be supply to the City. 35. ASSIGNMENT. The successful Proposer shall not assign, transfer, convey, sublet or otherwise dispose of the contract, including any or all of its right, title or interest therein, or his/her or its power to execute such contract, to any person, company or corporation,without the prior written consent of the City. 36. LAWS, PERMITS AND REGULATIONS. The Proposer shall obtain and pay for all licenses, permits, and inspection fees required to complete the work and shall comply with all applicable laws. 37.OPTIONAL CONTRACT USAGE. When the successful Proposer(s) is in agreement, other units of government or non-profit agencies may participate in purchases pursuant to the award of this contract at the option of the unit of government or non-profit agency. 38. VOLUME OF WORK TO BE RECEIVED BY CONTRACTOR. It is the intent of the City to purchase the goods and services specifically listed in this solicitation from the contractor. However, the City reserves the right to purchase any goods or services awarded from state or other governmental contract, or on an as-needed basis through the City's spot market purchase provisions. 39. DISPUTES. In the event of a conflict between the documents, the order of priority of the documents shall be as follows: A. Any contract or agreement resulting from the award of this solicitation;then B. Addendum issued for this solicitation,with the latest Addendum taking precedence;then C. The solicitation;then D. The Proposer's proposal in response to the solicitation. 2018-007-IC 9 \A AMI BEACH 40. INDEMNIFICATION.The Proposer shall indemnify and hold harmless the City and its officers,employees, agents and instrumentalities from any and all liability, losses or damages, including attorney's fees and costs of defense, which the City or its officers, employees, agents or instrumentalities may incur as a result of claims, demands, suits, causes of actions or proceedings of any kind or nature arising out of, relating to or resulting from the performance of the agreement by the contractor or its employees, agents, servants, partners, principals or subcontractors. The contractor shall pay all claims and losses in connection therewith,and shall investigate and defend all claims, suits or actions of any kind or nature in the name of the City,where applicable, including appellate proceedings, and shall pay all costs,judgments, and attorney's fees which may be incurred thereon. The Proposer expressly understands and agrees that any insurance protection required by this Agreement or otherwise provided by the contractor shall in no way limit the responsibility to indemnify, keep and save harmless and defend the City or its officers, employees, agents and instrumentalities as herein provided. The above indemnification provisions shall survive the expiration or termination of this Agreement. 41. CONTRACT EXTENSION. The City reserves the right to require the Contractor to extend contract past the stated termination date for a period of up to 120 days in the event that a subsequent contract has not yet been awarded.Additional extensions past the 120 days may occur as needed by the City and as mutually agreed upon by the City and the contractor. 42. FLORIDA PUBLIC RECORDS LAW. Proposers are hereby notified that all Bid including, without limitation, any and all information and documentation submitted therewith, are exempt from public records requirements under Section 119.07(1), Florida Statutes, and s. 24(a), Art. 1 of the State Constitution until such time as the City provides notice of an intended decision or until thirty (30) days after opening of the proposals, whichever is earlier. Additionally, Contractor agrees to be in full compliance with Florida Statute 119.0701 including, but not limited to, agreement to (a) Keep and maintain public records that ordinarily and necessarily would be required by the public agency in order to perform the services; (b) provide the public with access to public records on the same terms and conditions that the public agency would provide the records and at a cost that does not exceed the cost provided in this chapter or as otherwise provided by law; (c) Ensure that public records that are exempt or confidential and exempt from public records disclosure requirements are not disclosed except as authorized by law; (d) Meet all requirements for retaining public records and transfer, at no cost, to the public agency all public records in possession of the contractor upon termination of the contract and destroy any duplicate public records that are exempt or confidential and exempt from public records disclosure requirements. All records stored electronically must be provided to the public agency in a format that is compatible with the information technology systems of the public agency. 43. OBSERVANCE OF LAWS. Proposers are expected to be familiar with, and comply with,all Federal, State, County, and City laws, ordinances, codes, rules and regulations, and all orders and decrees of bodies or tribunals having jurisdiction or authority which, in any manner, may affect the scope of services and/or project contemplated by this RFQ (including, without limitation, the Americans with Disabilities Act, Title VII of the Civil Rights Act, the EEOC Uniform Guidelines, and all EEO regulations and guidelines). Ignorance of the law(s) on the part of the Proposer will in no way relieve it from responsibility for compliance. 44. CONFLICT OF INTEREST. All Proposers must disclose, in their Proposal, the name(s) of any officer, director, agent, or immediate family member(spouse, parent, sibling, and child)who is also an employee of the City of Miami Beach. Further, all Proposers must disclose the name of any City employee who owns, either directly or indirectly, an interest of ten (10%)percent or more in the Proposer entity or any of its affiliates. 2018-007-JC 10 AJC AME BEACH 45. MODIFICATION/WITHDRAWALS OF PROPOSALS.A Proposer may submit a modified Proposal to replace all or any portion of a previously submitted Proposal up until the Proposal due date and time. Modifications received after the Proposal due date and time will not be considered. Proposals shall be irrevocable until contract award unless withdrawn in writing prior to the Proposal due date, or after expiration of 120 calendar days from the opening of Proposals without a cons-act award. Letters of withdrawal received after the Proposal due date and before said expiration date, and letters of withdrawal received after contract award will not be considered. 46. EXCEPTIONS TO RFQ. Proposers must clearly indicate any exceptions they wish to take to any of the terms in this RFQ, and outline what, if any, alternative is being offered. All exceptions and alternatives shall be included and clearly delineated, in writing, in the Proposal. The City, at its sole and absolute discretion, may accept or reject any or all exceptions and alternatives. In cases in which exceptions and alternatives are rejected, the City shall require the Proposer to comply with the particular term and/or condition of the RFQ to which Proposer took exception to (as said term and/or condition was originally set forth on the RFQ). 47.ACCEPTANCE OF GIFTS, FAVORS,SERVICES. Proposers shall not offer any gratuities,favors, or anything of monetary value to any official, employee, or agent of the City, for the purpose of influencing consideration of this Proposal. Pursuant to Sec.2-449 of the City Code, no officer or employee of the City shall accept any gift, favor or service that might reasonably tend improperly to influence him in the discharge of his official duties. 48. SUPPLEMENTAL INFORMATION. City reserves the right to request supplemental information from Proposers at any time during the RFD solicitation process,unless otherwise noted herein. 49. ADDITIONAL SERVICES. Although this solicitation and resultant contract identifies specific goods, services or facilities ("items"), it is hereby agreed and understood that the City, through the approval of the Department and Procurement Directors (for additional items up to $50,000) or the City Manager (for additional items greater than $50,000), may require additional items to be added to the Contract which are required to complete the work. When additional items are required to be added to the Contract, awarded vendor(s), as applicable to the item being requested, under this contract may be invited to submit price quote(s) for these additional requirements. If these quote(s) are determined to be fair and reasonable, then the additional work will be awarded to the current contract vendor(s) that offers the lowest acceptable pricing. The additional items shall be added to this contract by through a Purchase Order(or Change Order if Purchase Order already exists). In some cases,the City may deem it necessary to add additional items through a formal amendment to the Contract,to be approved by the City Manager. The City may determine to obtain price quotes for the additional items from other vendors in the event that fair and reasonable pricing is not obtained from the current contract vendors, or for other reasons at the City's discretion. Balance of Page Intentionally Left Blank 2018-00/-1u 11 MIAM BEACH SECTION 0300 PROPOSAL SUBMITTAL INSTRUCTIONS AND FORMAT 1. SEALED RESPONSES. One original Proposal (preferably in 3-ring binder) must be submitted in an opaque, sealed envelope or container on or before the due date established for the receipt of proposals.Additionally,ten (10) bound copies and one (1) electronic format (CD or USB format) are to be submitted. The following information should be cleady marked on the face of the envelope or container in which the proposal is submitted: solicitation number, solicitation title, Proposer name, Proposer return address. Proposals received electronically, either through email or facsimile,are not acceptable and will be rejected. 2. LATE BIDS. Bid Proposals are to be received on or before the due date established herein for the receipt of Bids. Any Bid received after the deadline established for receipt of proposals will be considered late and not be accepted or will be returned to Proposer unopened. The City does not accept responsibility for any delays, natural or otherwise. 3. PROPOSAL FORMAT. In order to maintain comparability, facilitate the review process and assist the Evaluation Committee in review of proposals, it is strongly recommended that proposals be organized and tabbed in accordance with the sections and manner specified below. Hard copy submittal should be tabbed as enumerated below and contain a table of contents with page references. Electronic copies should also be tabbed and contain a table of contents with page references. Proposals that do not include the required information will be deemed non- responsive and will not be considered. TAB 1 Cover Letter&Minimum Qualifications Requirements 1.1 Cover Letter and Table of Contents. The cover letter must indicate Proposer and Proposer Primary Contact for the purposes of this solicitation. 1.2 Proposal Certification, Questionnaire & Requirements Affidavit (Appendix A). Attach Appendix A fully completed and executed. 1.3 Minimum Qualifications Requirements. Submit verifiable information documenting compliance with the minimum qualifications requirements established in Appendix C, Minimum Requirements and Specifications. TAB 2 Experience&Qualifications 2.1 Qualifications of Proposing Firm. Submit detailed information regarding the firm's history and relevant experience and proven track record of providing the scope of services similar as identified in this solicitation, including experience in providing similar scope of services to public sector agencies. For each project that the Proposer submits as evidence of similar experience, the following is required: project description, agency name, agency contact,contact telephone&email, and year(s)and term of engagement. 2.2 Qualifications of Proposer Team. Provide an organizational chart of all personnel and consultants to be used for this project if awarded, the role that each team member will play in providing the services detailed herein and each team members' qualifications. A resume of each individual, including education, experience, and any other pertinent information, shall be included for each Proposal team member to be assigned to this contract, to include the following: 2.2.1 Firm shall have at least one (1) member of its team who possesses a master's or doctorate degree from an accredited college or university in Industrial Organizational Psychology; or a master's degree in Business Administration, from an accredited college or university, with a concentration in Organizational Psychology, Applied Psychology, or closely related field, with an emphasis in research 2018-007-IC 12 MIA AIBEACH methods, statistical methods/data analysis, criterion theory and development, or selection, training, performance management,organizational development or other related discipline. 2.2.2 For each qualifying member, submit one (1) copy of an official transcript from the degree-granting institution, confirming completed coursework and awarded degree in the required discipline(s) and competencies above. TAB 3 Approach and Methodology Submit detailed information on how Proposer has accomplished through engagement with other clients, and how Proposer intends to accomplish for the City of Miami Beach, the required scope of services, which addresses, but need not be limited to: implementation plan for testing programs, administration and testing methodology,approach to scoring, job analytics, metrics reporting, and approach to providing the City with the requirements of the RFP. The detailed information shall include but not limited to,as applicable,the following: a) How the firm plans to develop, administer, and review testing programs to determine qualified applicants for police and fire entry level positions, and for classified promotional classifications. b) How the firm will provide consulting services in order to develop job analysis metrics, entry level and promotional tests, scoring, minimum job requirements, and background test requirements, for sworn and non-sworn positions. c) Firm shall submit work samples utilized with previous or current clients of the following: written exams, scoring methods, assessment center videos and candidate feedback forms. Note: After proposal submittal, the City reserves the right to require additional information from Proposers (or Proposer team members or sub-consultants) to determine: qualifications (including, but not limited to, litigation history, regulatory action, or additional references); and financial capability (including, but not limited to, annual reviewed/audited financial statements with the auditors notes for each of their last two complete fiscal years). Balance of Page Intentionally Left Blank 2018-007-jC 13 SECTION 0400 PROPOSAL EVALUATION 1.Evaluation Committee.An Evaluation Committee,appointed by the City Manager,shall meet to evaluate each Proposal in accordance with the requirements set forth in the solicitation. If further information is desired, Proposers may be requested to make additional written submissions of a clarifying nature or oral presentations to the Evaluation Committee. The evaluation of proposals will proceed in a two-step process as noted below. It is important to note that the Evaluation Committee will score the qualitative portions of the proposals only. The Evaluation Committee does not make an award recommendation to the City Manager. The results of Step 1 & Step 2 Evaluations will be forwarded to the City Manager who will utilize the results to make a recommendation to the City Commission. In the event that only one responsive proposal is received, the City Manager, after determination that the sole responsive proposal materially meets the requirements of the RFQ, may, without an evaluation committee, recommend to the City Commission that the Administration enter into negotiations. The City, in its discretion, may utilize technical or other advisers to assist the evaluation committee in the evaluation of proposals. 2. Step 1 Evaluation. The first step will consist of the qualitative criteria listed below to be considered by the Evaluation Committee. The second step will consist of quantitative criteria established below to be added to the Evaluation Committee results by the Procurement Department. An Evaluation Committee, appointed by the City Manager, shall meet to evaluate each Proposal in accordance with the qualifications criteria established below for Step 1, Qualitative Criteria. In doing so, the Evaluation Committee may review and score all proposals received,with or without conducting interview sessions. Step 1-Qualitative Criteria Maximum Points Proposer Experience and Qualifications 50 Approach and Methodology 50 3. Step 2 Evaluation. Following the results of Step 1 Evaluation of qualitative criteria, the Proposers may receive additional quantitative criteria points to be added by the Procurement Department to those points earned in Step 1,as follows. Step 2-Quantitative Criteria Maximum Points Veterans Preference 5 2018-007-1C 14 APPENDIX A A ry� tl. ` AC Proposal Certification , Questionnaire & Requirements Affidavit RFQ 2018-007-JC TESTING AND CONSULTING SERVICES TO DETERMINE QUALIFIED APPLICANTS FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 2018-007-jC 15 Solicitation No' Solicitation TAl'. 2018-007-JC Testing and Consulting Services to Determine Qualified Applicants for Police and Fire Entry Level Positions and Classified Promotional Classifications Procurement Contact: Tel: Email: Jason Crouch 305.673.7000 x 6694 jasoncrouch@miamibeachfi.gov PROPOSAL CERTIFICATION, QUESTIONNAIRE&REQUIREMENTS AFFIDAVIT Purpose: The purpose of this Proposal Certification, Questionnaire and Requirements Affidavit Form is to inform prospective Proposers of certain solicitation and contractual requirements, and to collect necessary information from Proposers in order that certain portions of responsiveness, responsibility and other determining factors and compliance with requirements may be evaluated. This Proposal Certification, Questionnaire and Requirements Affidavit Form is a REQUIRED FORM that must be submitted fully completed and executed. 1. General Proposer Information. FIRM NAME: No otYears in Business: No of Years in Business Locally: OTHER NAME(S)PROPOSER HAS OPERATED UNDER IN THE LAST 10 YEARS: FIRM PRIMARY ADDRESS(HEADQUARTERS(. CITY: STATE: ZIP CODE. TELEPHONE N0: TOLL FREE NO.: FAX NO.: FIRM LOCAL ADDRESS: CITY: STATE: ZIP CODE: PRIMARY ACCOUNT REPRESENTATIVE FOR THIS ENGAGEMENT: ACCOUNT REP TELEPHONE NO: ACCOUNT REP TOLL FREE NO.: ACCOUNT REP EMAIL: FEDERAL TAX IDENTIFICATION NO.: The City reserves the right to seek additional information from Proposer or other source(s),including but not limited to:any firm or principal information,applicable licensure,resumes of relevant individuals,client information,financial information,or any information the City deems necessary to evaluate the capacity of the Proposer to perform in accordance with contract requirements. 2018-007-]C 16 Veteran Owned Business.Is Proposer claiming a veteran owned business status? YES NO SUBMITTAL REQUIREMENT: Proposers claiming veteran owned business status shall submit a documentation proving that firm is certified as a veteran-owned business or a service-disabled veteran owned business by the State of Florida or United States federal government,as required pursuant to ordinance 2011-3748. 2. Conflict Of Interest.All Proposers must disclose,in their Proposal,the name(s)of any officer,director,agent,or immediate family member (spouse, parent, sibling, and child)who is also an employee of the City of Miami Beach. Further, all Proposers must disclose the name of any City employee who owns, either directly or indirectly, an interest of ten (10%) percent or more in the Proposer entity or any of its affiliates. SUBMITTAL REQUIREMENT: Proposers must disclose the name(s)of any officer,director, agent, or immediate family member (spouse,parent,sibling,and child)who is also an employee of the City of Miami Beach. Proposers must also disclose the name of any City employee who owns,either directly or indirectly,an interest of ten(10%)percent or more in the Proposer entity or any of its affiliates 3. References&Past Performance.Proposer shall submit at least three(3)references for whom the Proposer has completed work similar in size and nature as the work referenced in solicitation. SUBMITTAL REQUIREMENT: For each reference submitted, the following information is required: 1) Firm Name, 2) Contact Individual Name&Title,3)Address,4)Telephone,5)Contact's Email and 6)Narrative on Scope of Services Provided. 4. Suspension,Debarment or Contract Cancellation.Has Proposer ever been debarred,suspended or other legal violation,or had a contract cancelled due to non- erformance by any Public sector agency? YES NO SUBMITTAL REQUIREMENT: If answer to above is °YES' Proposer shall submit a statement detailing the reasons that led to action(s). 5. Vendor Campaign Contributions. Proposers are expected to be or become familiar with,the City's Campaign Finance Reform laws, as codified in Sections 2-487 through 2-490 of the City Code. Proposers shall be solely responsible for ensuring that all applicable provisions of the Citys Campaign Finance Reform laws are complied with,and shall be subject to any and all sanctions, as prescribed therein,including disqualification of their Proposals,in the event of such non-compliance. SUBMITTAL REQUIREMENT: Submit the names of all individuals or entities(including your sub-consultants)with a controlling financial interest as defined in solicitation. For each individual or entity with a controlling financial interest indicate whether or not each individual or entity has contributed to the campaign either directly or indirectly, of a candidate who has been elected to the office of Mayor or City Commissioner for the City of Miami Beach. 6. Code of Business Ethics. Pursuant to City Resolution No.2000-23879,each person or entity that seeks to do business with the City shall adopt a Code of Business Ethics ("Code") and submit that Code to the Procurement Department with its proposal/response or within five(5)days upon receipt of request.The Code shall,at a minimum,require the Proposer,to comply with all applicable governmental rules and regulations including, among others, the conflict of interest, lobbying and ethics provision of the City of Miami Beach and Miami Dade County. SUBMITTAL REQUIREMENT: Proposer shall submit firm's Code of Business Ethics. In lieu of submitting Code of Business Ethics,Proposer may submit a statement indicating that it will adopt,as required in the ordinance,the City of Miami Beach Code of Ethics,available atv.ww.miamibeachtl.govlorocurementlscroll.aspx?id=79113 701800/-JC 17 same-aa-a-parlisulaflear). 8. Equal Benefits for Employees with Spouses and Employees with Domestic Partners. When awarding competitively solicited contracts valued at over$100,000 whose contractors maintain 51 or more full time employees on their payrolls during 20 or more calendar work weeks,the Equal Benefits for Domestic Partners Ordinance 2005-3494 requires certain contractors doing business with the City of Miami Beach,who are awarded a contract pursuant to competitive proposals,to provide'Equal Benefits"to their employees with domestic partners, as they provide to employees with spouses. The Ordinance applies to all employees of a Contractor who work within the City limits of the City of Miami Beach,Florida;and the Contractor's employees located in the United States, but outside of the City of Miami Beach limits, who are directly performing work on the contract within the City of Miami Beach. A. Does your company provide or offer access to any benefits to employees with spouses or to spouses of employees? YES NO B. Does your company provide or offer access to any benefits to employees with(same or opposite sex)domestic partners*or to domestic partners of employees? YES NO C. Please check all benefits that apply to your answers above and list in the "other" section any additional benefits not already specified. Note:some benefits are provided to employees because they have a spouse or domestic partner, such as bereavement leave; other benefits are provided directly to the spouse or domestic partner, such as medical insurance. BENEFIT Firm Provides for Firm Provides for Firm does not Employees with Employees with Provide Benefit Spouses Domestic Partners Health Sick Leave Family Medical Leave Bereavement Leave If Proposer cannot offer a benefit to domestic partners because of reasons outside your control, (e.g., there are no insurance providers in your area willing to offer domestic partner coverage) you may be eligible for Reasonable Measures compliance. To comply on this basis, you must agree to pay a cash equivalent and submit a completed Reasonable Measures Application (attached)with all necessary documentation.Your Reasonable Measures Application will be reviewed for consideration by the City Manager,or his designee.Approval is not guaranteed and the City Manager's decision is final. Further information on the Equal Benefits requirement is available at www.miamibeachfl.qov/procurement/scroll.aspx?id=79113 2018-00/-)C. 18 9. Public Entity Crimes. Section 287.133(2)(a), Florida Statutes, as currently enacted or as amended from time to time, states that a person or affiliate who has been placed on The convicted vendor list following a conviction for a public entity crime may not submit a proposal,proposal,or reply on a contract to provide any goods or services to a public entity; may not submit a proposal,proposal,or reply on a contract with a public entity for the construction or repair of a public building or public work;may not submit proposals,proposals,or replies on leases of real property to a public entity;may not be awarded or perform work as a contractor, supplier, subcontractor, or consultant under a contract with any public entity;and may not transact business with any public entity in excess of the threshold amount provided ins.287.017 for CATEGORY TWO for a period of 36 months following the date of being placed on the convicted vendor list. SUBMITTAL REQUIREMENT: No additional submittal is required.By virtue of executing this affidavit document,Proposer agrees with the requirements of Section 287.133,Florida Statutes,and certifies it has not been placed on convicted vendor list. 10. Non-Discrimination.Pursuant to City Ordinance No.2016-3990,the City shall not enter into a contract with a business unless the business represents that it does not and will not engage in a boycott as defined in Section 2-375(a)of the City Code,including the blacklisting,divesting from,or otherwise refusing to deal with a person or entity when such action is based on race,color,national origin,religion,sex,intersexuality,gender identity,sexual orientation,marital or familial status,age or disability. SUBMITTAL REQUIREMENT: No additional submittal is required.By virtue of executing this affidavit document,Proposer agrees it is and shall remain in full compliance with Section 2-375 of the City of Miami Beach City Code. 11. Moratorium on Travel to and the Purchase of Goods or Services from North Carolina and Mississippi. Pursuant to Resolution 2016-29375, the City of Miami Beach, Florida, prohibits official City travel to the states of North Carolina and Mississippi,as well as the purchase of goods or services sourced in North Carolina and Mississippi. Proposer shall agree that no travel shall occur on behalf of the City to North Carolina or Mississippi, nor shall any product or services it provides to the City be sourced from these states. SUBMITTAL REQUIREMENT: No additional submittal is required. By virtue of executing this affidavit document, Proposer agrees it is and shall remain in full compliance with Resolution 2016-29375. 12. Fair Chance Requirement. Pursuant to Section 2-376 of the City Code,the City shall not enter into any contract resulting from a competitive solicitation, unless the proposer certifies in writing that the business has adopted and employs written policies, practices,and standards that are consistent with the City's Fair Chance Ordinance, set forth in Article V of Chapter 62 of the City Code ("Fair Chance Ordinance"), and which, among other things, (i) prohibits City contractors, as an employer, from inquiring about an applicant's criminal history until the applicant is given a conditional offer of employment; (ii) prohibits advertising of employment positions with a statement that an individual with a criminal record may not apply for the position, and (iii) prohibits placing a statement on an employment application that a person with a criminal record may not apply for the position. SUBMITTAL REQUIREMENT: No additional submittal is required at this time. By virtue of executing this affidavit, Proposer certifies that it has adopted policies,practices and standards consistent with the City's Fair Chance Ordinance. Proposer agrees to provide the City with supporting documentation evidencing its compliance upon request. Proposer further agrees that any breach of the representations made herein shall constitute a material breach of contract, and shall entitle the City to the immediate termination for cause of the agreement,in addition to any damages that may be available at law and in equity. 13. Acknowledgement of Addendum. After issuance of solicitation, the City may release one or more addendum to the solicitation which may provide additional information to Proposers or alter solidtalion requirements. The City will strive to reach every Proposer having received solicitation through the City's e-procurement system, PublicPurchase,com. However, Proposers are solely responsible for assuring they have received any and all addendum issued pursuant to solicitation.This Acknowledgement of Addendum section certifies that the Proposer has received all addendum released by the City pursuant to this solicitation.Failure to obtain and acknowledge receipt of all addenda may result in proposal disqualification. Initial to Confirm Initial to Confirm Initial to Confirm Receipt Receipt Receipt Addendum 1 Addendum 6 Addendum 11 Addendum 2 Addendum 7 Addendum 12 Addendum 3 Addendum 8 Addendum 13 Addendum 4 Addendum 9 Addendum 14 Addendum5 Addendum 10 Addendum 15 If additional confirmation of addendum is required,submit under separate cover. 2018-00/1C 19 14. Financial Capacity.Each proposer shall arrange for Dun&Bradstreet to submit a Supplier Qualification Report(SQR)directly to the Procurement Contact named herein. No proposal will be considered without receipt,by the City,of the SOR directly from Dun &Bradstreet.The cost of the preparation of the SOR shall be the responsibility of the Proposer. Proposers are responsible for the accuracy of the information contained in its SOR. It is highly recommended that each proposer review the information contained in its SQR for accuracy prior to submittal to the City and as early as possible in the solicitation process. For assistance with any portion of the SOR submittal process,contact Dun&Bradstreet at 800-424-2495. SUBMITTAL REQUIREMENT: The Proposer shall request the SOR report from D&B at: haps:IlsupplierportaLdnb.comiwebapplwcslstores/servleUSupplierPortal?storeld=11696 DISCLOSURE AND DISCLAIMER SECTION The solicitation referenced herein is being furnished to the recipient by the City of Miami Beach (the"City")for the recipient's convenience. My action taken by the City in response to Proposals made pursuant to this solicitation,or in making any award,or in failing or refusing to make any award pursuant to such Proposals, or in cancelling awards, or in withdrawing or cancelling this solicitation,either before or after issuance of an award,shall be without any liability or obligation on the part of the City. In its sole discretion,the City may withdraw the solicitation either before or after receiving proposals, may accept or reject proposals,and may accept proposals which deviate from the solicitation,as it deems appropriate and in its best interest. In its sole discretion,the City may determine the qualifications and acceptability of any party or parties submitting Proposals in response to this solicitation. Following submission of a Bid or Proposal, the applicant agrees to deliver such further details, information and assurances, including financial and disclosure data, relating to the Proposal and the applicant including, without limitation, the applicant's affiliates, officers, directors,shareholders,partners and employees,as requested by the City in its discretion. The information contained herein is provided solely for the convenience of prospective Proposers. It is the responsibility of the recipient to assure itself that information contained herein is accurate and complete.The City does not provide any assurances as to the accuracy of any information in this solicitation. My reliance on these contents,or on any permitted communications with City officials,shall be at the recipients own risk. Proposers should rely exclusively on their own investigations,interpretations,and analyses.The solicitation is being provided by the City without any warranty or representation,express or implied,as to its content,its accuracy,or its completeness.No warranty or representation is made by the City or its agents that any Proposal conforming to these requirements will be selected for consideration,negotiation,or approval. The City shall have no obligation or liability with respect to this solicitation,the selection and the award process,or whether any award will be made.Any recipient of this solicitation who responds hereto fully acknowledges all the provisions of this Disclosure and Disclaimer,is totally relying on this Disclosure and Disclaimer,and agrees to be bound by the terms hereof.Any Proposals submitted to the City pursuant to this solicitation are submitted at the sole risk and responsibility of the party submitting such Proposal. This solicitation is made subject to correction of errors,omissions,or withdrawal from the market without notice. Information is for guidance only,and does not constitute all or any part of an agreement. The City and all Proposers will be bound only as, if and when a Proposal (or Proposals), as same may be modified, and the applicable definitive agreements pertaining thereto, are approved and executed by the parties,and then only pursuant to the terms of the definitive agreements executed among the parties.Any response to this solicitation may be accepted or rejected by the City for any reason,or for no reason,without any resultant liability to the City. The City is governed by the Govemment-in-the-Sunshine Law,and all Proposals and supporting documents shall be subject to disclosure as required by such law. Al Proposals shall be submitted in sealed proposal form and shall remain confidential to the extent permitted by Florida Statutes,until the date and time selected for opening the responses.At that time,all documents received by the City shall become public records. Proposers are expected to make all disclosures and declarations as requested in this solicitation.By submission of a Proposal,the Proposer acknowledges and agrees that the City has the right to make any inquiry or investigation it deems appropriate to substantiate or supplement information contained in the Proposal,and authorizes the release to the City of any and all information sought in such inquiry or investigation. Each Proposer certifies that the information contained in the Proposal is true, accurate and complete, to the best of its knowledge, information,and belief. Notwithstanding the foregoing or anything contained in the solicitation,all Proposers agree that in the event of a final unappealable judgment by a court of competent jurisdiction which imposes on the City any liability arising out of this solicitation, or any response thereto, or any action or inaction by the City with respect thereto,such liability shall be limited to$10,000.00 as agreed-upon and liquidated damages.The 2018-00/-1C 20 previous sentence, however, shall not be construed to circumvent any of the other provisions of this Disclosure and Disclaimer which imposes no liability on the City. In the event of any differences in language between this Disclosure and Disclaimer and the balance of the solicitation, it is understood that the provisions of this Disclosure and Disclaimer shall always govern.The solicitation and any disputes arising from the solicitation shall be governed by and construed in accordance with the laws of the State of Florida. PROPOSER CERTIFICATION I hereby certify that: I, as an authorized agent of the Proposer , am submitting the following information as my firm's proposal; Proposer agrees to complete and unconditional acceptance of the terms and conditions of this document, inclusive of this solicitation, all attachments,exhibits and appendices and the contents of any Addenda released hereto,and the Disclosure and Disclaimer Statement; proposer agrees to be bound to any and all specifications, terms and conditions contained in the solicitation, and any released Addenda and understand that the following are requirements of this solicitation and failure to comply will result in disqualification of proposal submitted; Proposer has not divulged, discussed, or compared the proposal with other Proposals and has not colluded with any other proposer or party to any other proposal; proposer acknowledges that all information contained herein is part of the public domain as defined by the State of Florida Sunshine and Public Records Laws; all responses, data and information contained in this proposal, indusive of the Statement of Qualifications Certification,Questionnaire and Requirements Affidavit are true and accurate. Name of Proposer's Authorized Representative: Title of Proposer'a Authorized Representative: Signature of Proposer'e Authorized Representative: Date: State of FLORIDA ) On this_day of ,20_,personally appeared before me who County of ) stated that (s)he is the of ,a corporation, and that the instrument was signed in behalf of the said corporation by authority of its board of directors and acknowledged said instrument to be its voluntary act and deed. Before me: Notary Public for the State of Florida My Commission Expires: 2018-007-1C 21 APPENDIX B -+ ill . . i\ " No Bid " Form RFQ 2018-007-JC TESTING AND CONSULTING SERVICES TO DETERMINE QUALIFIED APPLICANTS FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 Note: P is important for those,vendors who have received notification of this solicitation but have decided not to respond, to complete and submit the attached "Statement of No Bid." The "Statement of No Bid" provides. the City with information on how to improve the solicitation process. Failure to submit a "Statement of No Bid" may result in not being notified of future solicitations by the City. 2018-007-1C 22 Statement of No Bid WE HAVE ELECTED NOT TO SUBMIT A PROPOSAL AT THIS TIME FOR REASON(S) CHECKED AND/OR INDICATED BELOW: Workload does not allow us to proposal Insufficient time to respond Specifications unclear or too restrictive Unable to meet specifications Unable to meet service requirements Unable to meet insurance requirements Do not offer this product/service _OTHER. (Please specify) We do_do not_want to be retained on your mailing list for future proposals of this type product and/or service. Signature: Title: Legal Company Name: Note: Failure to respond, either by submitting a proposal or this completed form, may result in your company being removed from our vendors list. PLEASE RETURN TO: CITY OF MIAMI BEACH PROCUREMENT DEPARTMENT ATTN: Jason Crouch RFQ #2018-007-JC 1755 MERIDIAN AVENUE, 3rd FLOOR MIAMI BEACH, FL 33139 201 £30071C 23 APPENDIX C i VA Minimum Requirements & Specifications RFQ 2018-007-JC TESTING AND CONSULTING SERVICES TO DETERMINE QUALIFIED APPLICANTS FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 2018 00/JC 24 Cl. Minimum Eligibility Requirements.The Minimum Eligibility Requirements for this solicitation are listed below. Proposer shall submit, with its proposal, the required submittal(s) documenting compliance with each minimum requirement. Proposers that fail to include the required submittals with its proposal or fail to comply with minimum requirements shall be deemed non-responsive and shall not have its proposal considered. 1. Bidder (defined as the Firm) shall have a minimum of three (3) years' experience in consulting, developing, validating, administering and scoring testing program projects to determine qualified applicants for sworn and non-sworn public safety positions. Submittal Requirement: For each qualifying project, submit project name, project description, commencement and completion dates (e.g.,"2010.2013"), project contact information (phone and email),and proposer's role in project. C2. Statement of Work Required. The successful firm shall be required to provide services to the City in order to develop, validate, administer, score, report and review testing programs to determine qualified applicants for police and fire entry level positions and classified promotional classifications; and to provide consulting services in order to develop job analysis, entry level and promotional tests, scoring, minimum requirements for jobs,and background tests requirements for sworn and non-sworn positions. As stated in Sections 0300 and 0400, at this time the City is only considering the qualifications and project approach of interested parties. Once a firm is selected, pursuant to sub-section 19 below, the Administration will then finalize scope of services and costs with the selected firms. C3. Specifications. A) Entry Level Testing Overview: Police Department entry level testing: Depending upon the requirements, as proposed by the City, normally there are approximately 700 applicants during a recruitment period. Certified- only recruitments may involve as few as 200 applicants, while non-certified recruitments may involve as many as 1,000 applicants. Recruitment numbers can vary in large part due to whether certification or non-certification requirements are considered. Fire Department entry level testing: Depending upon certification requirements, the City normally has approximately 1,000 applicants. Certified only recruitments may involve as few as 200 applicants, while non-certified recruitments may involve as few as 1,000 applicants, while non-certified recruitments may involve as many as 1,500 applicants (For the last several years, the City has done certified recruitments only; however, the City would still like to see testing opfions for non-certified recruitments). 2018-O07-JC 25 B) Promotional Testing Overview: Police Department(Police Sergeant and Police Lieutenant) Promotional testing occurs every two (2) years, per the Fraternal Order of Police (FOP) Collective Bargaining Agreement(CBA). Fire Department(Fire Lieutenant and Fire Captain). Promotional testing occurs every two(2)years, per the International Association of Fire Fighter Union (IAFF)Collective Bargaining Agreement(CBA). Fire Department—Ocean Rescue(Lifeguard II and Lifeguard Lieutenant) Promotional testing occurs every two(2)years, or as needed. C) Consulting Services Overview: The Firm shall provide consulting services in order to assist the City in developing job analysis, entry level and promotional tests, scoring, minimum requirements for jobs, and background tests requirements for sworn and non-sworn classifications, may include, but not limited to, the following services: • Job Analysis • Police and Fire entry level and promotional written examination • Test validation method • Score and analyze exam results • Review and/or revision of job descriptions • Recommend any changes based on job analysis • Background test requirements Any and all relevant technical and procedural assistance with all testing • Live candidate orientation • Assessment Center development,administration,and orientation • Assessment Center appeal process Police and Fire/Ocean Rescue Classifications are as follows: • Police Certified—(Entry Level) • Police Non-Certified—(Entry Level) • Firefighter I Certified—(Entry Level) • Firefighter I Non-Certified—(Entry Level) • Police Sergeant—(Promotional) • Police Lieutenant—(Promotional) • Fire Lieutenant—(Promotional) • Fire Captain—(Promotional) • Lifeguard II—(Promotional) • Lifeguard Lieutenant—(Promotional) 2018-007-IC 26 D) Timetable: All necessary job analysis, validation, examinations, etc., must be completed to produce an ordered register of results according to the following timetable for the City: • Entry level Firefighter— Open recruitment every two(2)to three(3)years • Promotional Fire Lieutenant and Captain - Every two(2)to three(3)years, per CBA • Promotional Lifeguard II and Lieutenant—Every two(2)to three(3)years • Entry level Police Officer—Every one(1)to two(2)years, or on an as-needed basis • Promotional Police Sergeant and Lieutenant- Every two(2)years C4.TECHNICAL REQUIREMENTS-POLICE DEPARTMENT. I. The Consultantls) shall, at a minimum, provide testing and job analysis, including but not limited to the following: 1. Develop and conduct a thorough job analysis under conditions that assure adequacy and accuracy of the research and results. 2. Gather and analyze existing pertinent data regarding the classification, including, but not limited to: last job analysis and existing job specifications. 3. Identify, define and analyze the tasks, especially the important and/or critical tasks required for successful performance constituting most of the job, and their relative importance, and if the tasks result in a work product, analyze the work products. 4. Identify and document each Knowledge, Skill and Ability (KSA) necessary as a prerequisite to perform critical and/or important tasks, including the identification and documentation of the "Essential Job Functions" per Americans with Disabilities Act (ADA) guidelines. 5. Operationally define each KSA and the relationship between each KSA and each task, as well as the method used to determine this relationship. 6. Identify and define the important and/or critical prerequisite KSAs or tasks to be measured or sampled by the selection devices and recommend minimum qualifications for application acceptance. 7. Prepare complete detailed report documenting entire process including, but not limited to, all methodologies,rationales, procedures, and findings of job analysis. 8. Develop and coordinate an orientation for entry level and/or promotional applicants prior to administering the written test. Orientations may be conducted at other phases during the process, if required by the department. 2018-007-1C 27 II. The Consultant(s)shall, at a minimum, provide test development services,including but not limited to the following: 1. Recommendation as to whether or not a written test should be part of the testing process for Police testing. 2. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the test, test items,test development materials,test answers or any related materials. 2. Ensure that the test items have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 4. Ensure that there is no substantial similarity between any of the items developed for these classifications and the items on any other examination prepared for the City without express written agreement between the City and the Consultant. 5. Give title of the test and all items to the City to be used by the City in any manner without any additional charge and prevent use by any other agency or individual. 6. Create the test of at least 100 items-the format to be agreed to by the City. 7. Develop test items for each Knowledge, Skills and Ability (KSA) area and document that the items are an adequate and representative sample of the KSA content area to be measured,ensuring complete coverage of all major elements of each KSA content area. 8. Develop items that will differentiate among applicants' levels of competency. 9. Avoid redundancy and confounding of measurement by ensuring that each item measures one specific area. 10. Review and edit items to insure freedom from misspelling or grammatical,typographical,or other errors and freedom of ethnic, gender, or other bias - and to insure that all items are properly prepared in accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the job and are reasonable and defensible. 11. Provide written source documentation linking each item with the appropriate KSA, noting source of attribution and the page and paragraph number or the equivalent to page and paragraph number. 12. Print and deliver sufficient copies of each Written Test. 13. Coordinate and administer Written Test process including site selection, scheduling and payment. If possible,the City will provide meeting/testing rooms if available. 2018-00/-JC 28 14. Score the answer sheets. 15. Return answer sheets to the City. 16. Evaluate the test statistics and item analysis provided by the City, and perform and evaluate adverse impact calculations and any additional analysis, as the firm deems appropriate. 17. Develop a form to be used for applicant challenges. 18. Review and respond in writing to each applicant challenge, including justification of correct response. 19. Delete any items warranted based on evaluation of test statistics, item analysis and applicant challenges. 20. Determine appropriate cutting point(or passing score), unless otherwise prescribed in the respective Collective Bargaining Agreement(CBA). 21. Prepare final scoring key and perform final scoring. 22. Provide the City with a register of the final results of each participant. 23. Validate the entire selection process. Ill. The Consultant(s) shall, at a minimum, provide, create, and administer an assessment center and related services, including but not limited to the following: 1. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the assessment exercises, concepts, development materials, response/performance guidelines or any related materials. 3. Ensure that the assessment exercises have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 3. Create the assessment center- the nature of which to be determined by the job analysis with a focus on KSAs,and agreed to by the City. 4. Develop desired performance/responses for each behavioral assessment exercise and/or standa rdslcriteria. 5. Review and edit written assessment exercise materials to insure freedom from misspelling or grammatical,typographical, or other errors and freedom from ethnic, gender, or other bias. 2018-007-1C 29 6. Validate the assessment center. 7. Provide orientation sessions for all candidates including guidelines and descriptions of assessment center process. 8. Provide and operate videotape and equipment (and backup) so that each participant is videotaped during non-written assessment exercises. 9. Print and deliver sufficient copies of each assessment exercise. 10. Coordinate and administer assessment center process including site selection, scheduling and payment. If possible, the City will provide meetingltesting rooms if available. 11. Select, provide lodging and transportation for and train assessors per behavioral assessment exercise,and schedule assessors for videotape and written exercise evaluation. 12. Determine appropriate assessment center passing score, unless otherwise prescribed in the respective Collective Bargaining Agreement(CBA). 13. Provide the City with a register of the final results including overall score for each participant. 14. Provide one-on-one written feedback, upon the City's request, to each participant, regarding their performance in the assessment center. 15. Develop a form to be used for applicant challenges. 16. Review and respond in writing to each applicant challenge, including justification of response. 17. Give title of the assessment center and all exercises to the City to be used by the City in any manner without any additional charge and prevent use by any other agency or individual. IV. The Consultant(s) shall, at a minimum, create physical ability, oral tests, and/or other appropriate selection methodology—ENTRY LEVEL POLICE ONLY 1. Recommendation needs to be made as to what testing or selection devices should be required for entry level testing. Testing options should be considered for Police Certified and Police Non-Certified. The City is open to all recommendations, based upon the job analysis conducted for future testing procedures. 2. Develop, administer, analyze, interpret results and validate such other appropriate structured selection devices based upon the job analysis. 3. Ensure that no person(s),other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the selection device, the selection device items, development materials, desired 2018-007-JC 30 performance/responses/answers or any related materials. 4. Ensure that the test items have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 5. Create the selection devices with weights in proportion to the relative importance of KSAs or behaviors to be sampled or measured as determined by the job analysis. 6. Develop selection device components for each KSA or behavioral content area and document that the components are an adequate and representative sample of the KSA or behavioral content area to be measured or sampled, ensuring complete coverage of all major elements of each KSA or behavioral content area. 7. Develop components that will differentiate among applicants' levels of competency and that will differentiate among levels of job performance. 8. Avoid redundancy and confounding of measurement. 9. Review and edit items to insure freedom from misspelling or grammatical,typographical,or other errors and freedom of ethnic, gender, or other bias - and to insure that all items are properly prepared in accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the job and are reasonable and defensible. 10. Provide written documentation linking each component with the appropriate KSA or job behavior. 11. Develop desired performance/responses for each component and/or standards/criteria and a form by which performance is to be evaluated,scored, analyzed,and interpreted. 12. Print and deliver sufficient copies of the selection devices. 13. If used,develop methods by which selection device raters will be evaluated and selected. 14. If raters are used,develop and administer rater training and facilitate and monitor administration of selection device. 15. Produce and evaluate descriptive selection device statistics and analysis including adverse impact statistics. 16. Review and respond in writing to each applicant challenge,including justification of correct (desired)performance/response. 17. Determine appropriate cutting point(or passing score). 18. Provide the City with an ordered register of the selection device results of each participant. 2018-007-IC 31 19. Prepare complete detailed report documenting entire process including,but not limited to, all methodologies, rationales,and procedures. V. The Consultants) shall, at a minimum, develop a method of final selection and other related processes, including but not limited to the following: 1. Prepare written recommendation as to the method(s)of referring qualified candidates from the Eligible List to the Appointing Authority for interview, consideration and selection. Recommendation would include number of candidates to be referred,flexible or set number of candidates,banding of scores,etc.,with appropriate supporting rationale and criteria. 2. Prepare and provide written recommendation of methodology and procedures for making final selections from among qualified candidates. 3. Prepare written recommendations on any additional processes and guidelines as are required or advised, such as background investigation, drug use history, polygraph, psychological and/or psychiatric evaluations,etc. VI. The Consultant(s) shall, at a minimum, document, prepare, report and make readily available to the City,including but not limited to the following: Task A: Document, prepare comprehensive monthly progress and final reports, and provide copies to the City of all materials, methodologies, individuals involved, and steps utilized to provide these services as well as a copy of all data obtained. Task B: Document that the selection devices are valid and reliable measurement instruments and that acceptable and defensible statistical and other methods were applied. Task C: Prepare documentation and testimony to appear in court or before any regulatory authorities or bodies and provide testimony as an expert witness in conjunction with any challenges, appeals, suits or grievances that might arise from providing the proposed services. Task D: General Services, include the following: 1. Remain available on an as-needed basis to answer any questions, clarify or interpret the results of any individual's results. 2. Provide supplemental written material and training to City personnel to facilitate the use of the assessment center results and reports. 4. Defend and/or represent the City and testify on the City's behalf if any claims or allegations are made regarding the services provided including, but not limited to, the 2C18-007-1C 32 validity of the test battery or evaluation methods or results. 4. Maintain all raw test results and notes with respect to each individual evaluated for the time set forth in Florida records retention or other applicable laws or as specified by the City, whichever is greater. 5. Research and investigate to insure that all tests, procedures, results and interpretations are valid, reliable,cross-cultural and legally defensible for the purposes used. 6. Submit a report summarizing evaluation and test results, including an analysis by ethnicity/race, gender and age showing adverse impact, if any, of each component and of entire selection process and giving recommendations for future reduction of any adverse impact. 7. Document that the entire selection process is valid and meets all required criteria. VII. The Consultantfsl shall, at a minimum, revise job specifications, including but not limited to the following: Based upon the job analysis, revise the current job specifications including the following sections: 1. Nature of Work; 2. Illustrative Examples of Essential Duties; 3. Knowledge,Skills and Abilities; 4. Minimum Requirements; 5. Physical Requirements; 6. Supervision Received;and 7. Supervision Exercised. VIII. The City may provide the following to assist in the successful accomplishment of the project: 1. Provide copies of the existing job analysis, job description and other information as requested. 2. Coordinate subject matter expert and other meetings involving City employees; coordinate distribution and return of employee questionnaires; and, contact candidates regarding scheduling. 3. If possible,the City will provide meeting/testing rooms where available. 4. Designate a City employee in the Human Resources Department as a contact and resource person for the project. 2018-007-jC 33 C5.TECHNICAL REQUIREMENTS—FIRE DEPARTMENT/OCEAN RESCUE. I. The Consultant(s) shall, at a minimum, provide testing and lob analysis, including but not limited to the following: 1. Develop and conduct job analysis under conditions that assure adequacy and accuracy of the research and results. 2. Gather and analyze existing pertinent data regarding the classification, including, but not limited to: last job analysis,existing job specifications,etc. 3. Identify, define and analyze the tasks and work behaviors, especially the important andlor critical tasks and work behaviors required for successful performance constituting most of the job, and their relative importance, and if the behaviors results in a work product, analyze the work products. 4. Identify and document each Knowledge, Skill and Ability (KSA) necessary as a prerequisite to perform critical and/or important work behaviors, including the identification and documentation of the "Essential Job Functions" per Americans with Disabilities Act (ADA) guidelines. 5. Operationally define each KSA and the relationship between each KSA and each work behavior as well as the method used to determine this relationship. 6. Identify and define the important and/or critical prerequisite KSAs or behaviors to be measured or sampled by the selection devices and recommend minimum qualifications for application acceptance. 7. Prepare complete detailed report documenting entire process including, but not limited to, all methodologies, rationales,procedures, and findings of job analysis. 8. Develop, coordinate, and conduct a mandatory orientation (as approved by the Fire Chief) for entry level applicants prior to administering the written test,as well as describe process and preparation recommendations. II. The Consultant(s)shall, at a minimum, provide test development services, including but not limited to the following: 1. Recommendation as to whether or not a written test should be part of the testing process for Fire testing. 2. Ensure that no person(s),other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the test, test items, test development materials,test answers or any related materials. 2018-007-1C 34 3. Ensure that the test items have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 4. Ensure that there is no substantial similarity between any of the items developed for these classifications and the items on any other examination prepared for the City without express written agreement between the City and the Consultant. 5. Give title of the test and all items to the City to be used by the City in any manner without any additional charge and prevent use by any other agency or individual. 6. Create the test of at least 100 items-the format to be agreed to by the City. 7. Develop test items for each Knowledge, Skills and Ability (KSA) area and document that the items are an adequate and representative sample of the KSA content area to be measured, ensuring complete coverage of all major elements of each KSA content area. 8. Develop items that will differentiate among applicants'levels of competency. 9. Avoid redundancy and confounding of measurement by ensuring that each item measures one specific area. 10. Review and edit items to insure freedom from misspelling or grammatical,typographical, or other errors and freedom of ethnic, gender, or other bias - and to insure that all items are properly prepared in accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the job and are reasonable and defensible. 11. Provide written source documentation linking each item with the appropriate KSA, noting source of attribution and the page and paragraph number or the equivalent to page and paragraph number. 12. Print and deliver sufficient copies of each Written Test. 13. Coordinate and administer Written Test process including site selection, scheduling and payment. If possible, the City will provide meeting/testing rooms if available. 14. Score the answer sheets. 15. Return answer sheets to the City. 16. Evaluate the test statistics and item analysis provided by the City, and perform and evaluate adverse impact calculations and any additional analysis, as the firm deems appropriate. 17. Develop a form to be used for applicant challenges. 2018-007-rC 35 18. Review and respond in writing to each applicant challenge, including justification of correct response. 19. Delete any items warranted based on evaluation of test statistics, item analysis and applicant challenges. 20. Determine appropriate cutting point(or passing score), unless otherwise prescribed in the respective Collective Bargaining Agreement(CBA). 21. Prepare final scoring key and perform final scoring. 22. Provide the City with a register of the final results of each participant. 23. Validate the entire selection process. Ill. The Consultant(s) shall, at a minimum, provide, create, and administer a behavioral assessment center and related services,including but not limited to the following: 1. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the behavioral assessment exercises, concepts, development materials, response/performance guidelines or any related materials. 5. Ensure that the behavioral assessment exercises have not been used and will not be used in whole or in pad by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 3. Create the behavioral assessment Center-the nature of which to be determined by the job analysis with a focus on KSAs, and agreed to by the City. 4. Develop desired performance/responses for each behavioral assessment exercise and/or standards/criteria. 5. Review and edit written behavioral assessment exercise materials to insure freedom from misspelling or grammatical,typographical, or other errors and freedom from ethnic, gender, or other bias. 6. Validate the Behavioral Assessment Center. 7. Provide orientation sessions for all candidates including guidelines and descriptions of Behavioral Assessment Center process. 8. Provide and operate videotape and equipment (and backup) so that each participant is videotaped during non-written behavioral assessment exercises. 9. Print and deliver sufficient copies of each behavioral assessment exercise. 2018-007-1C 36 10. Coordinate and administer Behavioral Assessment Center process including site selection, scheduling and payment. If possible,the City will provide meeting/testing rooms if available. 11. Select, provide lodging and transportation for and train assessors per behavioral assessment exercise,and schedule assessors for videotape and written exercise evaluation. 12. Determine appropriate Behavioral Assessment Center passing score, unless otherwise prescribed in the respective Collective Bargaining Agreement(CBA). 13. Provide the City with a register of the final results including overall score for each participant. 14. Provide one-on-one written feedback, upon the City's request, to each participant, regarding their performance in the Assessment Center. 15. Develop a form to be used for applicant challenges. 16. Review and respond in writing to each applicant challenge, including justification of response. 17. Give title of the Behavioral Assessment Center and all exercises to the City to be used by the City in any manner without any additional charge and prevent use by any other agency or individual. IV. The Consultants) shall, at a minimum, create physical ability, oral tests, andlor other appropriate selection methodology—ENTRY LEVEL FIRE ONLY 1. Recommendation needs to be made as to what testing or selection devices should be required for entry level testing. Testing options should be considered for Firefighter I Certified and Firefighter I Non-Certified. The City is open to all recommendations, based upon the job analysis conducted for future testing procedures. 2. Develop, administer, analyze, interpret results and validate such other appropriate structured selection devices based upon the job analysis. 3. Ensure that no person(s), other than those designated by the City Manager, and the Chiefs of Police and Fire Departments, shall have access to any information regarding the selection device, the selection device items, development materials, desired performance/responses/answers or any related materials. 4. Ensure that the test items have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 5. Create the selection devices with weights in proportion to the relative importance of KSAs or behaviors to be sampled or measured as determined by the job analysis. 2018-007-1C 37 6. Develop selection device components for each KSA or behavioral content area and document that the components are an adequate and representative sample of the KSA or behavioral content area to be measured or sampled, ensuring complete coverage of all major elements of each KSA or behavioral content area. 7. Develop components that will differentiate among applicants' levels of competency and that will differentiate among levels of job performance. 8. Avoid redundancy and confounding of measurement. 9. Review and edit items to insure freedom from misspelling or grammatical,typographical, or other errors and freedom of ethnic, gender, or other bias - and to insure that all items are properly prepared in accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the job and are reasonable and defensible. 10. Provide wdtten documentation linking each component with the appropriate KSA or job behavior. 11. Develop desired performance/responses for each component and/or standards/criteria and a form by which performance is to be evaluated, scored, analyzed,and interpreted. 12. Print and deliver sufficient copies of the selection devices. 13. If used, develop methods by which selection device raters will be evaluated and selected. 14. If raters are used,develop and administer rater training and facilitate and monitor administration of selection device. 15. Produce and evaluate descriptive selection device statistics and analysis including adverse impact statistics. 16. Review and respond in writing to each applicant challenge, including justification of correct (desired) performance/response. 17. Determine appropriate cutting point(or passing score). 18. Provide the City with an ordered register of the selection device results of each participant. 19. Prepare complete detailed report documenting entire process including, but not limited to, all methodologies, rationales,and procedures. V. The Consultantls) shall, at a minimum, develop a method of final selection and other related processes, including but not limited to the following: 1. Prepare written recommendation as to the method(s) of referring qualified candidates from the Eligible List to the Appointing Authority for interview, consideration and selection. Recommendation would include number of candidates to be referred, flexible or set number of 2018-00/-1C 38 candidates, banding of scores, etc.,with appropriate supporting rationale and criteria. 2. Prepare and provide written recommendation of methodology and procedures for making final selections from among qualified candidates. 3. Prepare wdtten recommendations on any additional processes and guidelines as are required or advised, such as background investigation, drug use history, polygraph, psychological and/or psychiatric evaluations,etc. VI. The Consultant(s) shall, at a minimum, document, prepare, report and make readily available to the City, including but not limited to the following: Task A: Document, prepare comprehensive monthly progress and final reports, and provide copies to the City of all materials, methodologies,individuals involved,and steps utilized to provide these services as well as a copy of all data obtained. Task B: Document that the selection devices are valid and reliable measurement instruments and that acceptable and defensible statistical and other methods were applied. Task C: Prepare documentation and testimony to appear in court or before any regulatory authorities or bodies and provide testimony as an expert witness in conjunction with any challenges, appeals,suits or grievances that might arise from providing the proposed services. Task D: General Services, include the following: 1. Remain available on an as-needed basis to answer any questions, clarify or interpret the results of any individual's results. 2. Provide supplemental written material and training to City personnel to facilitate the use of the Behavioral Assessment Center results and reports. 6. Defend and/or represent the City and testify on the City's behalf if any claims or allegations are made regarding the services provided including, but not limited to, the validity of the test battery or evaluation methods or results. 4. Maintain all raw test results and notes with respect to each individual evaluated for the time set forth in Florida records retention or other applicable laws or as specified by the City, whichever is greater. 5. Research and investigate to insure that all tests, procedures, results and interpretations are valid, reliable,cross-cultural and legally defensible for the purposes used. 6. Submit a report summarizing evaluation and test results, including an analysis by 2018-00/-}C 39 ethnicity/race, gender and age showing adverse impact, if any, of each component and of entire selection process and giving recommendations for future reduction of any adverse impact. 7. Document that the entire selection process is valid and meets all required criteria. VII. The Consultant(s) shall, at a minimum, revise job specifications, including but not limited to the following: Based upon the job analysis, revise the current job specifications including the following sections: 1. Nature of Work; 2. Illustrative Examples of Essential Duties; 3. Knowledge,Skills and Abilities; 4. Minimum Requirements; 5. Physical Requirements; 6. Supervision Received;and 7. Supervision Exercised. VIII. The City may provide the following to assist in the successful accomplishment of the project: 5. Provide copies of the existing job analysis, job description and other information as requested. 6. Coordinate subject matter expert and other meetings involving City employees; coordinate distribution and return of employee questionnaires; and, contact candidates regarding • scheduling. 7. If possible,the City will provide meeting/testing rooms where available. 8. Designate a City employee in the Human Resources Department as a contact and resource person for the project. 2018-00/-lC 40 APPENDIX D I t 1 / : ,NAtz3, !. .„.= \ ,.,,,,-g% ti 1 / Special Conditions RFQ 2018-007-JC TESTING AND CONSULTING SERVICES TO DETERMINE QUALIFIED APPLICANTS FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 2018-00/-IC 41 1. TERM OF CONTRACT. The term of the Agreement ("Term") shall commence upon execution of the Agreement by all parties hereto, and shall have an initial term of three (3)years. 2. OPTIONS TO RENEW. The City, through its City Manager, will have the option to extend for two (2) additional, one (1) year periods, subject to the availability of funds for succeeding fiscal years. 3. PRICES SHALL BE FIXED AND FIRM. All prices quoted in the awardee's Proposal submittal shall remain firm and fixed, unless amended in writing by the City. 6.1 COST ESCALATION. Prices must be held firm during the initial term of the agreement. During the renewal term, the City may consider prices increases not to increase the applicable Bureau of Labor Statistics (www.bls.gov) CPI-U index or 3%, whichever is less. The City may also consider increases based on mandated Living Wage increases. In considering cost escalation due to Living Wage increases, the City will only consider the direct costs related to Living Wage increases, exclusive of overhead, profit or any other related cost. Balance of Page Intentionally Left Blank 2018-007-1C 42 APPENDIX E AA Insurance Requirements RFQ 2018-007-JC TESTING AND CONSULTING SERVICES TO DETERMINE QUALIFIED APPLICANTS FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 2018-007-iC 43 MIAMI BEACH INSURANCE REQUIREMENTS This document sets forth the minimum levels of insurance that the contractor is required to maintain throughout the term of the contract and any renewal periods. XXX 1. Workers'Compensation and Employer's Liability per the Statutory limits of the state of Florida. XXX 2. Comprehensive General Liability (occurrence form), limits of liability $ 1,000,000.00 per occurrence for bodily injury property damage to include Premises/ Operations; Products, Completed Operations and Contractual Liability. Contractual Liability and Contractual Indemnity (Hold harmless endorsement exactly as written in "insurance requirements"of specifications). XXX 3. Automobile Liability-$1,000,000 each occurrence -owned/non-owned/hired automobiles included. 4. Excess Liability-$ .00 per occurrence to follow the primary coverages. XXX 5. The City must be named as and additional insured on the liability policies; and it must be stated on the certificate. 6. Other Insurance as indicated: Builders Risk completed value $ .00 Liquor Liability $ .00 Fire Legal Liability $ .00 _Protection and Indemnity $ .00 _Employee Dishonesty Bond $ .00 _Other $ .00 XXX 7. Thirty(30)days written cancellation notice required. XXX 8. Best's guide rating B+:VI or better,latest edition. XXX 9. The certificate must state the proposal number and title The City of Miami Beach is self-insured. Any and all claim payments made from self-insurance are subject to the limits and provisions of Florida Statute 768.28, the Florida Constitution, and any other applicable Statutes. 2018-00/-JC 44 MIAMIBEACH City of Miami Beach, 1755 Meridian Avenue, 3'1 Floor, Miami Beach, Florida 33139, www.miamibeachfl.gov PROCUREMENT DEPARTMENT Tel: 305-673-7490. ADDENDUM NO. 1 Request for Qualifications (RFQ) 2018-007-JC Testing and Consulting Services to Determine Qualified Applicants for Police and Fire Entry Level Positions and Classified Promotional Classifications January 22, 2018 This Addendum to the above-referenced RFQ is issued in response to questions from prospective proposers, or other clarifications and revisions issued by the City. The RFP is amended In the following particulars only (deletions are shown by strikethrough and additions are underlined). I. MODIFICATIONS: 1. RFP DUE DATE AND TIME. The deadline for the receipt of proposals is extended until 3:00 PM, on Tuesday, February 6, 2018, at the following location: City of Miami Beach, Procurement Department, 1755 Meridian Ave, 3`d Floor, Miami Beach, FL 33139. Additional questions received will be answered in a forthcoming addendum. Any questions regarding this Addendum should be submitted in writing to the Procurement Department to the attention of the individual named below, with a copy to the City Clerk's Office at Rafae I G ra nadoftm iam i beachfl.qov. Procurement Contact: Telephone: Email: Jason Crouch 305-673-7000, ext. 6694 JasonCrouch@miamibeachfl.gov Proposers are reminded to acknowledge receipt of this addendum as part of your RFQ submission. 7r c x Denis Procurement Director I ADDENDUM NO. 1 REQUEST FOR QUALIFICATIONS(RFQ)201&007JC I 1 MIAMI BEACH City of Miami Beach, 1755 Meridian Avenue, 3'" Floor, Miami Beach, Florida 33139,www.miamibeachfl.gov PROCUREMENT DEPARTMENT Tel: 305-673-7490. ADDENDUM NO. 2 Request for Qualifications (RFQ) 2018.007-JC Testing and Consulting Services to Determine Qualified Applicants for Police and Fire Entry Level Positions and Classified Promotional Classifications January 31, 2018 This Addendum to the above-referenced RFQ is issued in response to questions from prospective proposers: or other clarifications and revisions issued by the City. The RFP is amended in the following particulars only (deletions are shown by strikethrough and additions are underlined). I. MODIFICATIONS: 1. RFP DUE DATE AND TIME. The deadline for the receipt of proposals is extended until 3:00 PM, on Wednesday, February 14, 2018, at the following location: City of Miami Beach, Procurement Department, 1755 Meridian Ave, 3 Floor, Miami Beach, FL 33139. II. REVISED ATTACHMENT. Exhibit B: Insurance Requirements Exhibit C: Section 0300, TAB 3 III. NEW ATTACHMENT. The following attachments have been added to the RFP. Exhibit A: Professional Services Agreement IV. ANSWERS TO QUESTIONS RECEIVED. Q1: Is it possible to obtain a copy of the last contract/proposal awarded by the City showing the scope of work proposed? Al: Please see attached Exhibit A. Q2: Is the City currently involved in any arbitration or litigation regarding its entry level or promotional testing practices? A2: No. Q3: Do I need to submit 11 copies of a video or just one video as part of the electronic format copy? A3: Only one (1) video is required, preferably submitted on a flashdrive. Q4: Section 2.2.2 on Page 13 requires an official transcript for project team members. If we submit copies of our diploma, will that satisfy the requirement? I ADDENDUM NO.2 REQUEST FOR QUALIFICATIONS(RFQ)2018-007-JC A4: Official transcripts are required pursuant to Tab 2, sub-section 2.2.2. Q5: Tab 3 (c) on Page 13 requires work samples including assessment center videos. We would like to protect the rights and confidentiality of our clients and candidates. If we do not provide an assessment center video, will our II proposal be eliminated for consideration? A5: Please refer to attached Exhibit C. Q6: Page 26 mentions "background test requirements" as part of the "Consulting Services Overview;" however, this is not mentioned in the rest of the RFP. Will the contractor be required to conduct background checks on entry-level candidates? Can the City clarify the scope of this piece of work? A6: The contractor will not be required to conduct background checks on entry-level candidates. 07: For each promotional classification, how many candidates have historically participated in the assessment processes? A7: Candidates for the last promotional exams were as follows: �I Lifeguard II— 10; Lifeguard LT— 10; Fire Capt— 10; Fire LT— 66; Police LT— 17; Police Sgt-44 �I Q8: Have promotional candidates historically been required to pass a written examination prior to the assessment center? A8: Yes. Q9: To clarify, the assessors will not be interacting with candidates in person, as they will only be scoring the videotapes, correct? A9: Correct. Q10: How many assessors are required for each exercise panel? ', A10: Between three (3) to five (5). 011: Are there geographic limitations for the recruitment of assessors (e.g., they must come from the State of Florida, they cannot come from the surrounding area, etc.)? d All: The RFQ does not mandate geographic limitations for recruitment of j assessors. 1 Q12: Our assessment center exercises contain intellectual property to which we would retain rights. If we are unable to provide the City sole usage of our exercises and methodology, will our proposal be eliminated for consideration? 2 ADDENDUM NO.2 REQUEST FOR QUALIFICATIONS(RFQ)2018-007-JC Al2: This will be considered during negotiations with the awarded firm(s). If the parties are not able to agree, the City will declare an impasse. Q13: When were the last job analysis studies conducted for each classification? I� Which vendor(s), if any, conducted these job analysis studies? A13: Fire December 2014 for Capt. and LT; Police July—2013 for Sgt and Lt; Lifeguard January 2014 for Lifeguard II and Lt Lifeguard. Industrial Organizational Solutions conducted the job analysis studies. Q14: The RFQ does not contain a specific price sheet. How would the City like ?I costing incorporated into the proposal (e.g., as a new tabbed section), or should it be under separate cover? A14: A cost proposal is not required with the RFQ submittal documents. Cost will not be considered until negotiations commence with the awarded firm(s). 015: Which vendor(s) has the City been using for its entry and promotional testing services? A15: Industrial Organizational Solutions. Q16: Is the City pleased with the services provided? A16: Current services are being performed satisfactorily. Q17: What is the previous contract value for similar services for each rank? A17: Payments for FY 2017 totaled $131,283.90 for all services rendered. Q18: Is there a budget maximum to the scope of the work in the RFQ? A18: No. Q19: Are any meetings allowed to be conducted remotely in order to minimize travel costs? Al 9; Yes, at the discretion of the City of Miami Beach. 'N Q20: Why is the City requesting new entry-level physical tests? Are you no longer satisfied with the current tests? If not satisfied, what do you want improved with the proposed tests? 3 ADDENDUM NO.2 REQUEST FOR QUALIFICATIONS(RFQ)2018-007-JC A20: We are requesting to see what is available in the industry, and are not currently planning on changing our process. Q21: I'm submitting the proposal as an Independent Consultant, an individual, not a firm. Do I still need to submit a Supplier Qualification Report (SQR) through Dun & Bradstreet? A21: Dun & Bradstreet only maintains records for registered businesses. If you are not a registered business, the Supplier Qualification Report (SQR) shall not apply. Additional questions received will be answered in a forthcoming addendum. Any questions regarding this Addendum should be submitted in writing to the Procurement Department to the attention of the individual named below, with a copy to the City Clerk's Office at Rafa e I G ra n a d o n rn i a m i b e a c h f 1.q o v. Procurement Contact: Telephone: Email: Jason Crouch 305-673-7000, ext. 6694 JasonCrouch@miamibeachfl.gov Proposers are reminded to acknowledge receipt of this addendum as part of your RFQ submission. Simgy+-I Al: 111/4 Denis Prt cur: ent Director 4 ADDENDUM NO.2 REQUEST FOR QUALIFICATIONS(REQ)2018-007-JC Exhibit A Professional Services Agreement Pursuant to RFP #34- 10/ 11 0/(42.• go,a-a ny, PROFESSIONAL SERVICES AGREEMENT BETWEEN THE CITY OF MIAMI BEACH AND INDUSTRIAL/ORGANIZATIONAL SOLUTIONS, INC. FOR TO PROVIDE TESTING SERVICES TO DETERMINE QUALIFIED APPLICANTS FOR POLICE AND FIRE ENTRY LEVEL POSITIONS AND CLASSIFIED • PROMOTIONAL CLASSIFICATIONS PURSUANT TO RFP#34.10/11 "This Prpfessidnal Services Agreement ("Agreement") is entered into this Ia lhday of II , 2013 (Effective Date), between the CITY OF MIAMI BEACH, FLORIDA, a mdniclpal corporation organized and existing under the laws of the State of Florida,having its principal offices at 1700 Convention Center Drive, Miami Beach, Florida, 33139 ("City"), and • INDUSTRIALIORGANIZATIONAL SOLUTIONS, INC., a state of Illinois Corporation, whose address is 1127 S. Mannheim Road, Suite 203,Westchester, IL 60154-2562 ("Consultant"). SECTION 1 DEFINITIONS Agreement: This Agreement between the City and Consultant, Including any exhibits and amendments thereto. City Manager: The chief administrative officer of the City. Consultant: For the purposes of this Agreement, Consultant shall be deemed to be an independent contractor, and not an agent or employee of the City. • Services: All services, work and actions by the Consultant performed or undertaken pursuant to the Agreement. Services will be developed by Consultant (in conjunction with-the City) for each contact year during • the Term of the Agreement services for any contract year shall be. • subject to the prior written approval of the City, through its City Manager, at his sole discretion. • Fee: Amount paid to the Consultant as compensation for Services. Consultant's fee under the Agreement will be 'determined for each contract year during the Term of the Agreement (based on the Services provided for that contract year), and shall be subject to the prior written approval of the City Manager, at his sole discretion. 11 Proposal Documents: Proposal Documents shall mean City of Miami Beach Request For Proposals (RFP No. 34-10/11)for Testing Services for Police and Fire, together with all amendments thereto, issued by the City in contemplation of this Agreement, (the RFP), and the Consultant's proposal in response thereto (Proposal), all of which are hereby incorporated and made a part hereof; provided, however, that in the event of en express conflict between the Proposal Documents and this Agreement, the following order of precedent shall prevail: this Agreement;the kFP; and the Proposal. 1 • Risk Manager: The Risk Manager of the City, with offices at 1700 Convention Center Drive, Third Floor, Miami Beach, Florida 33139: telephone number (305)673-7000, Ext.6515: and fax number(305)673-7023. SECTION 2 SCOPE OF SERVICES(SERVICES) 2.1 In consideration of the Fee to be paid'to Consultant by the City, Consultant shall provide the Services described In Exhibit "A' hereto (the Services) for the first contract year. Services, and corresponding fees for subsequent contract years during the Term of the Agreement Will be developed by Consultant, and shall be subject to the prior written approval of the City, through its City Manager and, further, shall be approved (if at all at the City Manager's sole discretion. 2.2 Consultant's Services, and any deliverables incident thereto, shall be completed in accordance with any specific timeline and/or schedule in Exhibit R hereto. 2.3 In no way shall the Services agreed to between the City and Consultant for a contact year be deemed or interpreted as a guarantee of future work (including, without limitation, future work for subsequent contract years throughout the Term of the Agreement) to be • awarded to Consultant. The City-shall only be responsible for payment of those Services approved by the City for a specific contract year during the Term of this Agreement. SECTION 3 lei TERM The term of this Agreement (Term) shall commence upon execution of this Agreement by all parties hereto, as set forth in.the Effective Date on page 1 thereof, and shall have en initial term of one (1)year, with four (4) additional one (1) year renewal options,to be exercised at the City Manager's sole option and discretion, by providing Consultant with written notice of !, same no less than thirty(30)daysprior to the expiration of the initial term (or a renewal term, • as the case may be). Notwithstanding the Term provided herein.Consultant shall adhere to any specific timelines, schedules, dates, and/or performance milestones for completion and delivery of the Services, as same is/are set forth in the timeline and/or schedule referenced in Exhibit "A" hereto. • 2 • SECTION 4 fEE 4.1 In consideration of the Services to be provided during the first contract year, (as set forth In Exhibit"A"), Consultant shall be compensated in an amount not to exceed$75,400. 4.2 All travel expenses associated With delivery of the agreed upon Services will be Invoiced to the City at cost, and subject to compliance with section 112.016; Florida Statutes, In an amount not to exceed $9,810 for the first.contract year. All printing costs associated with the production of testing materials will be invoiced to the City at cost, in an amount not to exceed$750 for the first contract year, 4.3 Upon commencement of each contract year during the Term hereof, the City and Consultant will develop and agree upon the Services for that contract year. Based on the • agreed upon Services, Consultant shall develop Its proposal fee for eachcontract year; which fee shall be subject to the prior approval, In writing, by the City Manager, in his sole discretion. 4.4 Fees will be paid in the following increments: • • 25%following approval by the City Manager of the Services, and Consultant's fee for same,for a specific contract year; • two (2) 25% payments made at mutually agreed milestones during the contract year; and e 25% upon satisfactory completion by Consultant of the Services for the contract year. 4.2 INVOICING Upon receipt of an acceptable and approved Invoice, payment(s) shall be made within thirty (30) days for that portion (or those portions) of the Services satisfactorily rendered (and referenced In the particular Invoice). Invoices shall include a detailed description of the Services (or portions thereof) provides, and shall be submitted to the City at the following address: City of Miami Beach Human Resources Department 1700 Convention Center Drive Miami Beach, FL 33139 • Attn: Carla Magdo Gomez, Human Resources Assistant Director II SECTION 5 • TERMINATION • 5,1 TERMINATION FOR CAUSE • li the Consultant shall fail to fulfill In a timely manner, or otherwise violates, any of the • covenants, agreements, or stipulations material to thlt Agreement, the City, through its City Manager, shall thereupon have the right to terminate this Agreement for cause. Prior to 3 • • exercising its option to terminate for cause,the City shall notify the Consultant of its violation of the particular term(s) of this Agreement, and shall.grant Consultant teh (10) days to cure such default. If such default remains uncured after ten (10) days, the City may terminate this Agreement without further notice'to Consultant. Upon termination, the City shall be fully discharged from any and all liabilities, duties, and terms arising out of,or by virtue of, this Agreement. Notwithstanding the above, the Consultant shall not be relieved of liability to.the City for damages sustained by the City by any breach of the Agreement.by the Consultant. The City, at its sole option and discretion. shall be entitled to bring any and all legal/equitable actions that it deems to be in its best interest in order to enforce the City's right and remedies against Consultant. The City shall be entitled to recover all costs of such actions, including reasonable attorneys'fees. - 5.2 TERMINATION FOR CONVENIENCE OF THE CITY THE CITY MAY ALSO, THROUGH ITS CITY MANAGER, AND FOR ITS CONVENIENCE INATE THE AGREEMENT AT ANY TIME DURING THE TERM BYH GIVING WRITTEN MNOTICE TO CONSULTANT OF SUCH TERMINATION; WHICH SHALL BECOME EFFECTIVE WITHIN THIRTY (30) DAYS FOLLOWING RECEIPT BY THE CONSULTANT OF SUCH NOTICE, IF THE AGREEMENT IS • TERMINATED FOR CONVENIENCE BY THE CITY, CONSULTANT SHALL BE PAID FOR ANY SERVICES SATISFACTORILY PERFORMED UP TO THE DATE OF TERMINATION; FOLLLIABILITIES, DUTIES,ING ICH THE-ANDCITY T RMS ARL BE ISING NG DISCHARGED OUT OF, OR BY VIRTUE OF, ALL THIS AGREEMENT. • 5.3 TERMINATION FOR INSOLVENCY The City also reserves the right to terminate the Agreement in the event the Consultant is placed either in voluntary or involuntary bankruptcy or makes an • assignment for the benefit of creditors. In such event, the right and obligations for the parties shall be the.same as provided for in Section 5.2. SECTION 6 INDEMNIFICATION AND INSURANCE REQUIREMENTS 6.1 INDEMNIFICATION Consultant agrees to indemnity and hold harmless the City of Miami Beach and its officers, employees, agents, and contractors, from and against any and all actions (whether at law or . In equity), claims, liabilities, losses, and expenses, including, bt death, loss of to,damagetoattorneys' f ees and costs, for personal, economic or bodily injury, wrongful property, which may arise or be alleged to have arisen from the negligent acts, errors, omissions.or other-wrongful conduct of the Consultant, its officers, employees, agents, contractors, or any other person or entity acting under Consultant's control or supervision, In connection with, related to, or as a result of the Consultant's performance of the Services pursuant to this Agreement. To that extent, the Consultant shall pay all such claims and losses and shall pay all such costs and judgments which may issue from any lawsuit arising 4 • • • from such claims and losses, and shall pay all costs and attorneys' fees expended by the City In the defense of such claims and losses, Including appeals. The parties agree that one percent (1%) of the total compensation to Consultant. for performance of the Services'under this Agreement Is the specific consideration from the City to the Consultant for the Consultant's indemnity agreement. The provisions of this Section 6.1 and Of this indemnification shall survive termination or expiration of this Agreement. 6,2 INSURANCE REQUIREMENTS The Consultant shall maintain and carry in full force during the Term, the following insurance: 1. Consultant General Liability, in the amount of$300,000; 2.Automotive Liability, in the amount of$1,000,000; and 3. Workers Compensation& Employers Liability, as required pursuant to Florida Statutes. The insurance must be furnished by insurance companies authorized to do business in the State of Florida. All insurance policies must be issued by companies rated no less than"B+" as to management and not less than "Class VI° as to strength by the latest edition of Best's Insurance Guide, published.by A.M. Best Company, Oldwick,New Jersey,or its equivalent. • All of Consultant's certificates shall contain endorsements providing that written notice shall be given to the City at least thirty (30) days prior to termination, cancellation or reduction in coverage in the policy. Original certificates of insurance must be submitted to the City's Risk Manager for approval (prior to any work andlor services commencing) and will be kept on file in the Office of the Risk Manager. The certificate must state the RFP number and title. The City shall have the right to obtain from the Consultant specimen copies,of the insurance policies in the event that submitted certificates of insurance are inadequate to ascertain compliance with required coverage. • The Consultant Is also solely responsible for obtaining and submitting all insurance certificates for any sub-consultants. • Compliance with the foregoing requirements shall not relieve the Consultant of the liabilities and obligations under this Section or under any other portion of this Agreement. The Consultant shall not commence any work and or services pursuant to this Agreement until all insurance required under this Section has been obtained and such insurance has been approved by the City's Risk Manager. • SECTION 7 LITIGATION JURISDICTIONNENUE/JURY TRIAL WAIVER This Agreement shall be construed in accordance with the laws of the State of Florida. This Agreement shall be enforceable in Miami-Dade County, Florida, and if legal action is necessary by either party with respect to the enforcement of any or all of the terms or conditions herein, exclusive venue for the enforcement of same shall lie in Miami-Dade County, Florida. By entering into this Agreement, Consultant and the City expressly waive any rights either party may have to a trial by Jury of any civil litigation related to or arising out of this Agreement. 5 SECTION 8 LIMITATION OF CITY'S LIABILITY The City desires to enter Into this Agreement only if in so doing the City can place a limit on the City's.liability for any cause of action, for money damages due to an alleged breach by the.City of this Agreement, so that its.liabiliy for any such breach never exceeds the sum of $10,000. Consultant hereby expresses its willingness to enter into this Agreement with Consultant's recovery from the City for any damage action for breach of contract to be limited to a maximum amount of$10,000. Accordingly, and notwithstanding any other term or condition of this Agreement, Consultant hereby agrees that the City shall not be liable to the Consultant for damages in an amount in excess of $10,000 for any action or claim for breach of contract arising out of the performance or non-performance of any obligations Imposed upon the City by this Agreement. Nothing contained in this section or elsewhere in this Agreement is in any way Intended to be a waiver of the limitation placed upon the City's liability, as set forth In Section 768.28, Florida Statutes. SECTION 9 [INTENTIONALLY DELETED) SECTION 10 GENERAL PROVISIONS 10.1 AUDIT AND INSPECTIONS- Upon NSPECTION&Upon reasonable verbal or written notice to Consultant, and at any time during normal business hours(i.e. 9AM —5PM, Monday through Fridays, excluding nationally recognized holidays), and as often as the City Manger may, in his reasonable discretion and judgment, deem necessary; there shall be made available to the City Manager, and/or such representatives as the City Manager may deem to act on the City's behalf, to audit, examine,and! or Inspect,any and all other documents and/or records relating to all matters covered by this Agreement. Consultant shall maintain any and all such records at its place of business at the address set forth In the."Notices" section of this Agreement. 10.2 [INTENTIONALLY DELETETD] 10.3 ASSIGNMENT, TRANSFER OR SUBCONSULTING Consultant shalt not subcontract, assign, or transfer all or any portion of any work and/or service under this Agreement without the prior written consent of the City Manager, which consent, if given at all, shall be In the Manager's sole judgment and discretion. Neither this Agreement, nor any term or provision hereof, or right hereunder, shall be assignable unless 6 • as approved pursuant to this Section, and any attempt to make such assignment (unless approved)shall be void. 10.4 PUBLIC ENTITY CRIMES Prior to commencement of the Services, the Consultant shall file a State of Florida Farm PUR 7088, Sworn Statement under Section 287.133(3)(a) Florida Statute on Public Entity Crimes with the City's Procurement Division. 10.5 EQUAL EMPLOYMENT OPPORTUNITY In connection with the performance of the Services, the Consultant shall not discriminate ' against any employee or applicant for employment because of race, color, national origin, religion, sex, gender identity, sexual orientation, disability, marital and familial status, or age, 10.6 CONFLICT OF INTEREST The Consultant herein agrees to adhere to and be governed by all applicable Miami-Dade County Conflict of Interest Ordinances and Ethics provisions, as set forth In the Mlami-Dade County Code, and as may be amended from time to time; and by the City of Miami Beach Charter and Code (as some may be amended from time to time); both of which are incorporated by reference herein as if fully set forth herein. • The Consultant covenants that it presently has no interest and shall not acquire any interest, direct or indirectly, which could conflict in any manner or degree with the • performance of the Services-. The Consultant further covenants that in the performance of this Agreement, no person having any such interest shall knowingly be employed by the Consultant. No member of or delegate to the Congress of the United States shall be admitted to any share or part of this Agreement ar to any benefits arising there from. • SECTION 11 NOTICES All notices and communications in writing required or permitted hereunder, shall be delivered.personally to the representatives of the Consultant and the City listed below or may be mailed by U.S. Certified Mail, return receipt requested, postage prepaid, or by a nationally recognized overnight delivery service. • Until changed by notice In writing, all such notices and communications shall be addressed as follows: TO CONSULTANT: Industrial(Organlzatlonal Solutions, Inc. 1127 S Mannheim Road Suite 203 Westchester, IL 60154 Attn: Chad Legel, President TO.CITY: City of Miami Beach Human Resources Department 7 • • 1700 Convention Center Drive • Miami Beach, FL 33139 Attn'. Carla Maglio Gomez, Human Resources Assistant Director Notice may also be provided to any other address designated by the party to receive notice if • such alternate address is provided via U.S. certified mail, return receipt requested, hand delivered, Or by overnight delivery. In the event an alternate notice address is properly provided, notice shall be sent to such alternate address in addition to any other address which notice would otherwise be sent, unless other delivery instruction as specifically provided for by the patty entitled to notice. Notice shall be deemed given on the day on which personally served, or the day of receipt by either U.S. certified mail or overnight delivery. SECTION 12 MISCELLANEOUS PROVISIONS 12.1 CHANGES AND ADDITIONS This Agreement cannot be modified or amended without the express written consent of the parties. No modification, amendment, or alteration of the terms or conditions contained herein shall be effective unless contained in a written document executed with the same formality and of equal dignity herewith. • 12.2 SEVERABILITY If any term or provision of this Agreement is held Invalid or unenforceable, the remainder of this Agreement shall not be affected and every other term and provision of this Agreement shall be valid and be enforced to the fullest extent permitted by law. 12,3 ENTIRETY OF AGREEMENT • The City and Consultant agree that this is the entire Agreement between the parties. This Agreement supersedes all prior negotiations, correspondence, conversations, agreements or • understandings applicable to the matters contained herein, and there are no commitments, agreements or understandings concerning the subject matter of this Agreement that are not contained in this document. Title and paragraph headings are for convenient reference and are not intended to confer any rights or obligations upon the parties to this Agreement. • 8 IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed by their appropriate officials, as of the date first-entered above. 1 FOR CITY: CITY OF MIAMI BEACH, FLORIDA • ATTEST: By: /i.� , J. ! `Gy 13/1 yjl �,, Cl • y Clerk 'p /max ayor 3 �u 1�Bl, ,,If. iN.r f _,--.1! yah a*q INCORPIORATED */ 1 `. ' 1 c FOR CONSULTANT: i'og9CH.Zg •.i/ TRIAL ORGANIZATIONAL I0H 2 ATTEST: I By: A .A �/ 6E04111.1 _.:A t f-cretary Preside '? r c M.1Zh?1L.5Ok) l�„H1a$,al�( .2ohlcvv, CFD • Print Name Print Name 11 itle APPROVED AS TO FORM&LANGUAGE &FORJEXECUTION • � � t 4-3'l'J CVI�.ttome� Date • 9 EXHIBIT "A"; SCOPE OF SERVICES FOR THE FIRST CONTRACT YEAR A.GENERAL • Police Department Promotional Testing: as per the current Collective Police promotional testing occurs every two (2) years, Bargaining Agreement with the Fraternal Order of Police (FOP). BASE PROPOSAL FOR POLICE CLASSIFICATIONS: • Police Sergeant—(Promotional) • Police Lieutenant—(Promotional) 1. Conduct a thorough job analysis for all testing and validation of process. 2. Revise job descriptions and recommend any changes based on the job analysis. 3. Construct physical ability, assessment center, written tests, oral tests and/or other appropriate selection devices. My and all relevant technical and procedural assistance with all testing. 4. Administration of any/all portions of-the testing process. 5. Scorer and analyze results, respond-to challenges, determine cutting point and establish ordered register of results. • 6. Develop and recommend method of final selection. 7. Documentation, follow-up, and general services. ALTERNATE PROPOSAL: This Proposal is for consultation services in order to assist the City developing job analysis, entry level and promotional tests, scoring, minimum requirements for jobs, and background tests requirements for all City classifications, including sworn (as described in Base Proposal)and non-sworn positions. ALTERNATE PROPOSAL TO PROVIDE CONSULTATION SERVICES IN THE FOLLOWING AREAS: 1. Conduct a thorough job analysis for all testing and validation of process. 2. Revise job descriptions and recommend any changes based on the job analysis. witten tests, oral tests 3. Construct d/or other appropriate select on devices.sical lAny and ta lrelevantrtechnical and procedural assistance with all testing. 4. Administration of any/all portions of the testing process. 5. Score and analyze results, respond to challenges, determine cutting point and establish ordered register of results. 6. Develop and recommend method of final selection and any other processes. 7. Documentation, follow-up, and general services B.GENERAL—TIMETABLE All necessary Job analysis, validation, examinations, etc., must be completed toproduce an ordered register of results according to the following timetable for the City: 1. Promotional Police- Every two (2)years 10 C. JOB FUNCTION REQUIREMENTS PERFORM FUNCTION (BASE PROPOSAL) AND/OR PROVIDE CONSULTATION SERVICES (ALTERNATE PROPOSAL) RELATING TO THE FOLLOWING CATEGORIES: 1. CONDUCT A THOROUGH JOB ANALYSIS FOR ALL TESTING 1. Develop and conduct job analysis under conditions that assure adequacy and accuracy of the research and results. 2. Gather and analyze existing pertinent data regarding the classification, including, but not limited to: last job analysis, existing job specifications, etc. 3. Identify,define and analyze the tasks and work behaviors, especially the Important and/or critical tasks and work behaviors required for successful performance constituting most of the job, and their relative importance, and if the behaviors results In a work product, analyze the work products. 4. Identify and document each Knowledge, Skill and Ability (KSA) necessary as a prerequisite to perform critical and/or important work behaviors, including the identification and documentation of the "Essential Job Functions" per Americans with Disabilities Act (ADA)guidelines. 5. Operationally define each KSA and the relationship between each KSA and each work behavior as well as the method used to determine this relationship. 6. Identify and define the important and/or critical prerequisite KSAs or behaviors to be measured or sampled by the selection devices and recommend minimum qualifications for application acceptance. 7. Prepare complete detailed report documenting entire process including, but not limited to, all methodologies, rationales, procedures, and findings of job analysis. 2. REVISE JOB DESCRIPTIONS Based upon the Job analysis, revise the current job specifications including the following sections: Nature of Work; Illustrative Examples of Essential Duties; Knowledge, Skills and Abilities; Minimum Requirements; Physical Requirements; Supervision Received; and Supervision Exercised. Note"Essential Job Functions"per ADA. 3. CONSTRUCT WRITTENTEST 1. Ensure that no person(s), other than those designated by the City Manager, shall have access to any Information regarding the test, test items, test development materials, test answers or any related materials. 2. Ensure that the test items have not been used and wilt not be used in whole or in part by any other past, present, or future client or any other agency or individual without express • writtenagreement between the City and the Consultant. 3. Ensure that there is no substantial similarity between any of the items developed for these;classifications and.the items on any other examination prepared for the City without express written agreement between the City and the Consultant, 4. Give title of the test and all items to the City to be used by the City In any manner without any additional charge and prevent use by any other agency or individual. 5. Construct the test of at least 100 items -the format to be agreed to by the City. 6. Develop test Items for each Knowledge, Skills and Ability (KSA) area and document that the items are an adequate and representative sample of the KSA content area to be measured,ensuring complete coverage of all major elements of each KSA content area. 7. Develop items that milli differentiate among applicants'levels of competency. 8. Avoid redundancyand confounding of measurement by ensuring that each item measures one specific area. • 9. Review and edit items to insure freedom from misspelling or grammatical, typographical, Or Other errors and freedom of ethnic, gender, or other bias—and to insure that all items • 11 are properly prepared In accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the job and are reasonable and defensible. 10.Provide written source documentation linking each item with the appropriate KSA, noting source of attribution and the page and paragraph number or the equivalent to page and paragraph number. 11. Print and deliver sufficient copies of each Written Test. 12. Score the answer sheets. 13. Return answer sheets to the City. 14.Evaluate the test statistics and item analysis provided by the City, and perform and evaluate adverse impact calculations and any additional analysis, es the firm deems appropriate. 15. Develop a form to be used for applicant challenges. 16. Review and respond in writing to each applicant challenge, including justification of correct response. 17. Delete any items warranted based on evaluation of test statistics, item analysis and applicant challenges. 18. Prepare final scoring key and perform final scoring. 19. Provide the City with a register of the final results of each participant. 20.Validate the entire process. 4. CONSTRUCT AND ADMINISTER ASSESSMENT CENTER (POLICE PROMOTIONAL ONLY) 1. Ensure that no person(s), other than those designated by the City Manager,-shall have access to any information regarding the behavioral assessment exercises, concepts, development materials, response/performance guidelines or any related materials, 2. Ensure that the behavioral assessment exercises have not been used and will not be used In whole or in part by any other past, present,or future client or any other agency or individual without express written agreement between the City and the Consultant. 3. Construct the behavioral assessment Center - the nature of which to be determined by the job analysis and agreed to by the City. 4. Develop desired performance/responses for each behavioral assessment exercise and/or standards/criteria. 5. Review and edit written behavioral assessment exercise materials to insure freedom from misspelling or grammatical, typographical, or other errors and freedom from ethnic, gender.or other bias. 6. Validate the Behavioral Assessment Center. 7. Provide orientation sessions for all candidates including guidelines and descriptions of Behavioral Assessment Center process. 8. Provide and operate equipment (and its backup) for each participant necessary to administer non-written behavioral assessment exercises(if applicable). 9. Print and deliver sufficient copies of each behavioral assessment exercise. 10. Coordinate and administer Behavioral Assessment Center process. 11. Select, provide lodging and transportation for and train assessors per behavioral assessment exercise. Schedule assessors for exercise evaluation. 12. Determine appropriate Behavioral Assessment Center passing score. 13. Provide the City with a register of the final results including overall score for each participant. 14.Provide one-on-one feedback upon request to each participant. 15. Develop a form to be used for applicant challenges. 16. Review and respond in writing to each applicant challenge, including justification of response. 12 • • 17,Give title of the Behavioral Assessment Center and all exercises to the.City to be used by the City in any mariner without any additional charge and prevent use by any other agency or individual. 16.Provide the City with a register of the final results of each participant. 5. DEVELOP AND RECOMMEND METHOD OF FINAL SELECTION AND ANY OTHER ENT CENTER, ORAL TE TSES (AND/ORCONSTRUCT PHYSICAL AOTHERAPPROPRIATE SE SELECTION DEVLITY, ICES) FOR ALL OTHER POSITIONS. 1. Prepare written recommendation as to the method(s) of referring qualified candidates from the Eligible List to the Appointing Authority for interview, consideration and selection, Recommendation would include number of candidates to be referred, flexible or set number of candidates, banding of scores, etc., with appropriate supporting rationale and criteria. 2. Prepare and provide written recommendation of methodology and procedures for making final selections from among qualified candidates. • 3. Prepare written recommendations on any additional processes and guidelines as are required or advised, such as background investigation, drug use history, polygraph, psychological and/or psychiatric evaluations, etc. 4. Develop, administer, analyze, interpret results and validate such other appropriate • • structured selection devices based upon the job analysis. 5. Ensure that no person(s), other than those designated by the City Manager, shall have access to any information'regarding the selection device, the selection device items, development materials, desired performance/responses/answers or any related materials. 6, Ensure that the test items have not been used and will not be used in whole or in part by any other past, present, or future client or any other agency or individual without express written agreement between the City and the Consultant. 7. Construct the selection devices with weights in proportion to the relative importance of KSAs or behaviors to be sampled or measured as determined by the job analysis. 8. Develop selection device components for each KSA or behavioral content area and document that the components are an adequate and representative sample of the KSA or behavioral content area to be measured or sampled, ensuring complete coverage of all major elements of each KSA or behavioral content area. 9. Develop components that will differentiate among applicants' levels of competency and that will differentiate among levels of job performance. 10,Avoid redundancy and confounding of measurement. 11. Review and edit items to insure freedom from misspelling or grammatical, typographical, • or other errors and freedom of ethnic, gender, or other bias—and to insure that all items • are properly prepared in accordance with accepted testing criteria, are reliable and valid, are directly related to performance of the Job and are reasonable and defensible. 12. Provide written documentation linking each component with the appropriate KSA or job behavior. 13. Develop desired performance/responses for each component and/or standards/criteria and a formby which performance is to be evaluated, scored, analyzed, and interpreted. 14. 1f used, develop methods by which selection device raters will be evaluated and selected. 15. If raters are used, develop and administer rater training and facilitate and monitor administration of selection device. 16. Produce and evaluate descriptive selection device statistics and analysis including adverse impact statistics. 17. Review and respond in writing to each applicant challenge, including justification of correct (desired) performance/response. • 13 I l • 18.Determine appropriate cutting point(or passing score). 19. Provide the City with an ordered register of the selection device results of each participant. 20. Prepare complete detailed report documenting.entire process including, but not limited to, all methodologies, rationales, and procedures. 6. DOCUMENTATION, FOLLOW-UP AND GENERAL SERVICES Task A- Document, prepare comprehensive periodic progress and final reports, and provide • copies to the City of all materials, methodologies, individuals involved, and steps utilized to provide these services as well as a copy of all.data obtained. Task B - Document that the selectibn devices are valid and reliable measurement instruments and that acceptable and defensible statistical and other methods were applied. Task C - Prepare documentation and testimony to appear in court or before any regulatory authorities or bodies and provide testimony as an expert witness in conjunction with any challenges, appeals, suits or grievances that might arise from providing the proposed services. Task 0-General Services include the following: ' 1. Remain available on an as-needed basis to answer any questions, clarify or interpret the results of any individual's results. 2. Provide supplemental written material and training to City personnel to facilitate the use of the Behavioral Assessment Center results and reports. 3. Defend and/or represent the City and testify on the City's behalf if any claims or allegations are made regarding the services provided Including, but not limited,to, the validity of the test battery or evaluation methods or results_ • 4. Maintain all raw test results and notes with respect to each individual evaluated for the time set forth in Florida records retention or other applicable laws or as specified by the City,whichever is greater. 5. Research and'investigate to insure that all tests, procedures. results and interpretations are valid, reliable,cross-cultural and legally defensible for the purposes used. • 6. Submit a report summarizing evaluation and test results, including an analysis by • - ethnicitylrace, gender and age showing adverse impact, if any, of each component and of entire selection process and giving recommendations for future reduction of any adverse impact. • 7. Document that the entire selection process Is valid and meets all required criteria. 8. CITY PROVIDED SERVICES • 1. Provide copies of the existing job analysis, jab description and other information requested. • 2. Coordinate subject matter expert and other meetings involving City employees, coordinate distribution and return of employee questionnaires, and contact candidates. • regarding scheduling. • 3. The Clty will provide meeting/testing rooms. 4. The Human Resources Department Director-May designate a professional City employee in the Human Resources Department as a contact and resource person for the firm. • 14 FEE STRUCTURE FOR THE FIRST CONTRACT YEAR • In consideration of the Services to be provided during the first contract year, Consultant shall be compensated for the Services in an amount not to exceed $75,400. All travel expenses associated with delivery of the agreed upon Services will be invoiced to the City at cost, and subject to section 112.016; Florida Statutes; and in an amount not to exceedi$9,810. Travel Rate Schedule Rate Airfare cost(per trip) $545.00 Lodging rate(daily) $125.00 Transportation, rental, parking (daily) $80.00 Meal allowance (daily) $45.00 All printing costs associated with the production of testing materials will be invoiced to the City at cost, in an amount not to exceed $750. • The following tables outline the costs associated with each of the primary deliverables (in accordance with"Base Proposal"): Fees associated with Police Consultant Technical Admin Cost Promotional Process hours* writer hours* hours* Job analysis study, technical reporting 60 32 $11,300.00 and job description update(ranks of Police Sergeant and Police Lieutenant) Written exam development, validation 30 84 4 $10,810.00 and reporting (ranks of Police Sergeant and Police Lieutenant) Assessment center development, 116 8 8 $21,020.00 validation and technical reporting (ranks of Police Sergeant and Police Lieutenant) • Live Candidate Orientation (ranks of 8 $1,400.00 Police Sergeant and Police Lieutenant) Assessment Center administration, 64 $11,200.00 training and oversight(ranks of Police Sergeant and Police Lieutenant; based on 4 days of administration, 2 • • consultants per day) Assessment center appeal process 5 $675.00 (ranks of Police Sergeant and.Police Lieutenant) TOTAL 299 92 44 $56,605.00 15 I Travel fees Days Staff Airfare Lodging Transport Meal Total associated with units units units units Police Promotional Process • Job Analysis 2 2 2. 4 2 4 $1,930.00 • Written exam 2 2 2 2 2 2 $1,590.00 development Assessment Center 2 2 2 2 2 2 $1,590.00 development and orientation Assessment Center 4 2 2 8 4 8 $2,770.00 administration • TOTAL $7,880.00 The following tables outline the costs associated with optional deliverables(in accordance with"Alternate Proposal): Fees associated with optional (as Consultant Technical Admin Cost needed) deliverables • hours' writer hours* hours' Job analysis study,technical reporting 30 16 $5,650.00 and job description update (per position) Development and recommendation for 12 $2,100.00 methods of selection (per position, per process) TOTAL 42 16 $7,750.00 `These cost projections represent an estimate of consultant hours. The actual number of hours will vary according to the City's degree of involvement in performing the functions and staff resources dedicated to the project. Travel fees Days Staff Airfare Lodging Transport Meal Total associated with units units units units optional (as needed) . deliverables Job Analysis 2 2 2 4 2 4 $1,930.00 If needed, additional consulting work will be conducted at the hourly rate presented below: Rate Schedule Classification Rate/Hour Consultant/Industrial Psychologist $175 • Technical Writer $65. Administrative Assistant $25 16 Consultant will provide counsel, deposition and expert testimony services For the purpose of defending the development, validation and administration of selection processes at the following rate: Service Rate/Hour Expert counsel, deposition or expert testimony provided by a Ph.D. $250 level Industrial/Organizational Psychologist $25 Administrative services related to litigation support ii 17 Exhibit B Insurance Requirements APPENDIX E MIAMIE . HRevised Insurance Requirements ITN 2018-003-JC INSURANCE CERTIFICATE TRACKING SYSTEM AND RELATED SERVICES PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 MIAMI BEACH INSURANCE REQUIREMENTS This document sets forth the minimum levels of insurance that the contractor is required to maintain throughout the term of the contract and any renewal periods. XXX 1. Workers' Compensation and Employer's Liability per the Statutory limits of the state of Florida. XXX 2. Comprehensive General Liability (occurrence form), limits of liability $ 1,000,000.00 per occurrence for bodily injury property damage to include Premises! Operations; Products, Completed Operations and Contractual Liability. Contractual Liability and Contractual Indemnity (Hold harmless endorsement exactly as written in "insurance requirements" of specifications). XXX 3. Automobile Liability $1,000,000 enc• :--• -•- ..: -' -: .. :•-es - eeWded XXX 4. Professional Liability Insurance in an amount not less than$1,000,000 with the deductible per claim, if any, not to exceed 10%of the limit of liability. • 5. Excess Liability- $ .00 per occurrence to follow the primary coverages. • XXX 6. The City must be named as and additional insured on the liability policies; and it must be stated on the certificate. 7. Other Insurance as indicated: Builders Risk completed value $ .00 Liquor Liability $ .00 _Fire Legal Liability $ .00 _Protection and Indemnity $ .00 Employee Dishonesty Bond $ .00 _Other $ .00 XXX 8. Thirty(30)days written cancellation notice required. XXX 9. Bests guide rating B+.VI or better, latest edition. XXX 10. The certificate must state the proposal number and title The City of Miami Beach Is self•insured.Any and all claim payments made from self-insurance are subject to the limits and provisions of Florida Statute 768.28, the Florida Constitution, and any other applicable Statutes. Exhibit C Revised Section 0300, TAB 3 1 1 ATTACHMENT C CONSULTANT'S RESPONSE TO THE REQUEST FOR PROPOSALS (RFP) Detail by Entity Name Page 1 of 2 Fm fateDivis ON OF CORPORATIONS tl Q! u3i .org OIL .�� Department of State / Division of Corporations / Search Records / Detail By Document Number/ Detail by Entity Name Foreign Profit Corporation INDUSTRIAL ORGANIZATIONAL SOLUTIONS, INC. Filing Information Document Number F05000000933 FEI/EIN Number 36-3783421 Date Filed 02/11/2005 State IL Status ACTIVE Principal Address 1127 S. MANNHEIM ROAD,SUITE 203 WESTCHESTER, IL 60154 Changed:01/22/2014 Mailing Address 1127 S. MANNHEIM ROAD,SUITE 203 WESTCHESTER, IL 60154 Changed:01/22/2014 Registered Agent Name&Address CT CORPORATION SYSTEM 1200 SOUTH PINE ISLAND RD PLANTATION, FL 33324 Name Changed 04/24/2007 Address Changed. 04/24/2007 Officer/Director Detail Name&Address Title President&CEO Legel, Chad 1127 S. MANNHEIM ROAD, SUITE 203 WESTCHESTER, IL 60154 Title VP Sullivan, Brian O http://search.sunbiz.org/Inquiry/CorporationSearch/SearchResultDetai l?inqui rytype=Entity... 5/25/2018 Detail by Entity Name Page 2 of 2 112:5.MANNHEIM ROAD, SUITE 203 WESTCHESTER, IL 60154 Title VP Tawney,Mark 1127 S.MANNHEIM ROAD,SUITE 203 WESTCHESTER, IL60154 Annual Reports Report Year Filed Date 2016 03/07/2016 2017 02/09/2017 2018 01/25/2018 Document Images 01/2512018—ANNUAL REPORT View image in PDF format 021092017—ANNUAL REPORT View image in PDF format 03107/2016—ANNUAL REPORT View image m PDF format 00110/2015 ANNUAL REPORT View image in PDF format 01/22/2014—ANNUAL REPORT View image in PDF formal 00123/2013//ANNUAL REPORT View image in PDF formai 051012012—ANNUAL REPORT View image in PDF formal 0411012011--ANNUAL REPORT View image in PDF format 0110412010—ANNUAL REPORT View image in PDF format CJ/21/2009—ANNUAL REPORT View image in PDF formai 011282008—ANNUAL REPORI View image in PDF formal 04/2412007—Reg.Agent Oharg_o View image in PDF format 01/23/2007 ANNUAL REPORT View image in PDF format 07105/2006 ANNUAL REPORT View image in PDF format 02/1112005—Foreign Profit View image in PDF format http://search.sunb iz.org/Inquiry/CorporationScareb/SearchResultDetai l`7inqui rytype=Entity... 5/25/2018 ATTACHMENT E COST PROPOSAL Miami Beach Entry-Level Assessment Cost Structure- Single Process Tech. Consultant Consulting Wrtr. Admin. Project Step Hrs. Assoc. Hrs Hrs. Cost lob Analysis and Transportability of Entry Exam 0 20 0 16 $5,860 Conduct observations,develop JAG,conduct ca analysis and document results. 20 I 16 0 e Travel 1800 Candidate Orientation Presentation 0 24 0 4 $5,965 Five sessions conducted over three days. 24 4 Travel 1625 =iS Provision of Written Examination $9,000 Provision of OTS Entry-Level Examination x T.' (estimated 500 exams @ $18) Written exam administration (one day) 0 8 0 0 $2,345 One day on-ste,two admin.sessions: - - - 8 ` Travel 945 " ,@ Oral Interview Development 0 40 0 I 16 $7,560 Develop 6-8 501 questions measuring SAOs found E s essential for position.Development will require ; I ( , two SME web-based meetings to substantiate t (Cr content validity&accuracy of questions. 40 16 .4 Oral Interview Rater Training 0 12 0 0 $3,045 Develop training presentation and provide on-site sB. training to SO1 raters 121 a Travel 945 , Oral Interview Scoring 0 8 0 16 $1,960 Ensuring data accuracy,scoring, and a merging/standardization of 5O1 8 16 «: ,r': Technical Reporting 0 10 4 0 $2,030 Draft project report. 10 4 Project Expenses a Assessor travel-related costs it4 u1� a a 'T sr Assessment Site/Facility Schedule of Hourly Rates-los 2018 Category Rate Principal Consultant/Industrial Psychologist $250/hour Consultant/Industrial Psychologist $175/hour Technical Writer $70/hour Administrative Assistant $35/hour Schedule of Travel Rates- 105 2018 Category Rate Airfare $605/person Hotel/Lodging - $185/day Rental Car/Transport $90/day Meals $45/day Airport Parking $20/day Project Notes City will be responsible for all assessor and role-player-related costs. Client will be responsible for providing lunch and refreshments during the assessment. Client will be responsible for providing a suitable site at which to conduct exams and assessments. Miami Beach Promotional Assessment Cost Structure - Single Rank Consultant Consulting Tech. Admin. Project Step Hrs. Assoc. Wrtr. Hrs Hrs. Cost Job Analysis 10 20 0 5 $5,460 Conduct observations, develop JAO,conduct analysis '§ ) and document results. 10 20 5 , :. Travel 1285 Police Candidate Orientation Presentation 12 0 0 0 $4,890 a7 Conduct 2 candidate orientation presentations in a -91 j;W,' one day period to cover written exam. Conduct an uy '2, additional 2 sessions in a one day period to cover AC. 12 , 'gw Travel 1890 `,. :.:.. - Fire Candidate Orientation Presentation 16 0 0 0 $5,285 Pa . Conduct 6 candidate orientation presentations in a `. '. two-day period -covers written exam and AC. 16 ' ,-- Travel 1285 j-I kilt. Written Job Knowledge Examination 37 16 70 0 $16,975 Work with subject matter experts (SMEs)to develop , Cr; an examination plan based on selected reading list es (sources and sections). 3 �`°'t' n Draft multiple choice examinations for each rank. 8 50 A Review questions with SMEs to assess job- 4-.1‘-?-ll" relatedness and difficulty. 6 Written exam administration (one day) 8 tS. Written exam appeals sessions (session conducted > '- over a 2-day period) 16 p J Appeals response. 8 20 , 's3" = . Appeals committee meeting 4 ice' " Travel 1625 i r• I Assessment Center 119 108 0 4 $42,600 Develop three assessment exercises: Meet withalaaa SMEs to develop themes for each of the assessment uy exercises- critical incidents and rating dimensions, i design exercises and rating criteria. 35 Review exercises with SMEs and refine exercises 4a;' J.r content, instructions and criteria as necessary. 41 e Develop efficient assessment schedule and coordinate needs for assessment site. 31 Recruit assessors Estimated 9 assessors to create 3 -� . panels of 3 persons 8 ,1-4.0241.'4 Administer assessment and video record candidate '- tNa isi responses (2 days) 16 16 Train assessors and oversee scoring (estimate 3 total -€.1-L_`rt days.) 24 24 T Compile assessment scores and conduct quality controls. 6 4 ^ r y. Develop candidate feedback reports containingii4ea: quantitative and qualitative feedback. 3 20 ht AC appeals sessions(6 sessions over 2 days) 16 AC appeals response 8 40 ' i. Appeals committee meeting 4 Travel 4610 Technical Reporting 8 20 0 0 $3,500 Draft project report. 8 20 gi m" lik Project Expenses4f,' + Assessor travel-related costs Assessment Site/Facility +iG;'i ,,,, : - lib ,.ci, 4 AM �r f Akr6%a- Schedule of Hourly Rates- IOS 2018 Category Rate Principal/Senior Consultant/Industrial Psychologist $250/hour Consulting Associate $75/hour Technical Writer $70/hour Administrative Assistant $35/hour Schedule of Travel Rates- 105 2018 Category Rate Airfare $605/person Hotel/Lodging $185/day Rental Car/Transport $90/day i Meals $45/day Airport Parking $20/day Project Notes City will be responsible for all assessor and role-player-related costs. Client will be responsible for providing lunch and refreshments during the assessment. Client will be responsible for providing a suitable site at which to conduct exams and assessments. Proposal to Provide Entry-Level and Promotional Processes for the Police and Fire Departments RFQ No. 2018-007-JC Presented to: The City of .-- Miami Beach, Florida ' � Y 0 ,, (%4Cn -'d' ai? tle Otrjt -... '<imp:\ OP ,V ... • _, Cr! ( t i WWI — • i' 4 Ail id. s i�f \\\` r (or INDUSTRIAL/ORGANIZATIONAL SOLUTIONS PUBLIC SAFETY SELLL:I ILit* .E.XI` 41RTS Cover Letter INDUSTRIAL/ORGANIZATIONAL SOLUTIONS PUBLIC SAFETY SELECTION EXPERTS 11?7 S Mannheim Rd. Suite 203 RFP Title: Proposal to Provide Entry-Level and Promotional Westchester, IL 60154 Processes for the Police and Fire Departments 708. 410. 0200.(off ice) 708. 410. 1558(fax) RFP Number: 2018-007-JC 888. 784 1290 www.iosolutions.org Date of Opening: February 14, 2018 www.pubiicsafetyrecruitment.com Industrial/Organizational Solutions, Inc. (IOS) is pleased to have the opportunity to present this proposal to the City of Miami Beach, Florida. This proposal will describe IOS's plan to provide entry-level and promotional processes for the Police and Fire Departments. We would welcome the opportunity to discuss our proposal with you or to clarify any points about which you may have questions. This proposal contains confidential, proprietary information that IOS considers trade secret. We request that you contact IOS prior to disclosing or sharing the contents of this document with any party, pursuant to a Freedom of Information law request or otherwise. 105 has compiled this proposal independently and without collusion. We truly look forward to the opportunity to serve your agency. Chad C. Legel, M.S., President & CEO Proposal Contact: Chad C. Legel, M.S., President & CEO Industrial/Organizational Solutions, Inc. (d.b.a., I/O Solutions, IOS) 1 127 S. Mannheim Road, Suite 203 Westchester, IL 60154-2562 chad@iosolutions.org Phone: 888.784.1290 Fax: 708.410.1558 www.iosolutions.org FEIN: 36-3783421 Public Safety Selection Experts THIS PROPOSAL CONTAINS TRADE-SECRET INFORMATION: The Freedom of Information Act, 5 U.S.C. 552, generally obligates government agencies to make certain records available to members of the public upon request. FOIA exempts from mandatory disclosure nine categories of information, including documents which contain "trade secrets and commercial or financial information obtained from a person and privileged or confidential." 5 U.S.C. 552(b)(4). The purpose of subdivision 552(b)(4) is twofold — to protect individuals who disclose information to the government from competitive disadvantage and to preserve the confidentiality of information provided by citizens to the government when the information is of a type that ordinarily would not be released to the public. Audio Technical Services, Ltd. v. United States Department of the Army, 487 F. Supp. 779, 781 (D.C., 1979); Burke Energy Corp. v. United States Department of Energy, 583 F. Supp 507, 510 (D.C. Kan., 1984). In order to be exempt from mandatory disclosure pursuant to subdivision 552(b)(4), information must be (a) relevant to a commercial or financial matter, (b) obtained by the government from a party outside the government and (c) of a confidential or privileged character. National Parks and Conservation Association v. Morton, 498 F.2d 765, 766 (D.C., 1974). Since all of the information in this Proposal and related documents concerns the core of IOS' business and competitive practices and was provided by IOS to the City as part of a proposal in response to an RFP, the Proposal clearly satisfies • the first two criteria. The documents satisfy the third criterion because IOS engages in actual competition and will likely suffer substantial competitive injury as a result of disclosure. Id. at 770. Please note that lOS considers the following sections/contents of this proposal to be confidential and trade secret: project plans and methodologies, any and all work samples that are provided with this proposal and list of projects and clients with who we work Copyright©2018,Industrial/Organizational Solutions,Inc. lil CONFIDENTIAL—TRADE SECRET „ , ,,, . .� il.,i.,,, , t A•aFp 1804 g . .. _ -,..„4 Table of Content � �. $ * f ttitt- 41‘ l VAN!p .0•"”--,, 'I Cover Letter & Minimum Qualifications Requirements ii Experience & Qualifications 16 Approach and Methodology 139 Appendix A 165 Appendix B 166 • Copyright©2018,Industrial/Organizational Solutions,Inc. iv CONFIDENTIAL—TRADE SECRET • Proposal Certificati ,., Questionnaire & Requirernents Affidavit (Appendix A).., ,1-', �;��:,sFl1� ..��t�,r, . ` Copyright©2018,Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET SoraYual Na Satiate Tee: 2018-007JC Testing and Consulting Services to Determine Qualified Applicants for Police and Fire Entry Level Positions and Classified Promotional Classifications Rearmed Contact Tell Erns: Jason Crouch 305.673.7000 x 6694 lasoncrouch@miamibeach8.gov PROPOSAL CERTIFICATION,QUESTIONNAIRE&REQUIREMENTS AFFIDAVIT Purpose: The purpose of this Proposal Certification, Questionnaire and Requirements Affidavit Form is to inform prospective Proposers of certain solicitation and contractual requirements, and to collect necessary information from Proposers in order that certain portions of responsiveness, responsibility and other determining factors and compliance with requirements may be evaluated. This Proposal Certification, Questionnaire and Requirements Affidavit Form is a REQUIRED FORM that must be submitted fully completed and executed. 1. General Proposer Information. FIRM NAME MiThil inBU n///9✓9n4iz✓i//vita/ Sat/10/15 -217CNo al Years in Business'. 2! INo of Yews in vwss Lout' OTHER NAME(S)PROPOSER HAS OPERATED UNDER IN THE LAST 10 YEARS FIRM PRIMARY ADDRgEES,RSs(HEADOUARTERS) 1127 S /Waq✓hi//7 E J ,S10 14 9 CIrj We3 fdieckr STAT I ZIP CODE: 0/511 TELEPHONE HO 7 - 7//n -02,00 TbLLF op= ?gilt_ 62n G FAX NO: yip 05/J FIRML LADDRESS: Efjnm, as above) • CITY: STATE: _ ZIP CODE: PRIMARY ACCOUNT REPRESENTATIVE FOR THIS ENGAGEMENT: nM°J feae/ ACCOUNT REP TELEPHONE NO.: 70S-Jf/o"Oz(� !/6/ }M ACCOUNT REP TOLL FREE NO.: "/7(///" /297) ACCOUNT REP EMIL &i/i io so/a/7ofS.CO,ri FEDERAL TAX IDENTIFICATIONgia NO,: ,3 7k 3 2-/ The City reserves the right to seek additional information from Proposer or other source(s),including but not limited to:any firm or prindpal information,applicable licensure,resumes of relevant individuals,client information,financial information,or any information the City deems necessary to evaluate the capacity of the Proposer to perform in accordance v.it contract requirements. 2018-007-1C 16 1. Veteran Owned Business.Is Pro er claiming a veteran owned business status? DYES NO SUBMITTAL REQUIREMENT: Proposers claiming veteran owned business status shall submit a documentation proving that firm is certified as a veteran-owned business or a service-disabled veteran owned business by the State of Florida or United States federal government,as required pursuant to ordinance 2011.3748. 2. Conflict Of Interest All Proposers must disclose,in their Proposal,the name(s)of any officer,director,agent or immediate family e disclose (spouse, name of any Cittyng, and employeelld)who is who owns,also eitherndirectlyyee of or indirectly, an an i lterest ty of Miami of ten(10%)percenach. Further,all t or more mustroposerse Proposer entity or any of its affiliates. SUBMITTAL REQUIREMENT: Proposers must disclose the name(s)of any officer,director,agent.or immediate family member (spouse.parent,sibling,and child)who is also an employee of the City of Miami Beach. Proposers must also disclose the name of any City employee who owns,either directly or indirectly,an interest of ten(10%)percent or more in the Proposer entity or any of its affiliates 3. References&Past Performance.Proposer shall submit at least three(3)references for whom the Proposer has completed work simiar In size and nature as the work referenced in solicitation. SUBMITTAL REQUIREMENT: For each reference submitted, the following information is required. 1) Firm Name, 2) Contact Individual Name&Title,3)Address,4)Telephone,5)Contact's Email and 8)Na ratve on Scope of Services Provided. 4. Suspension,Debarment or Contract Cancellation.Has Proposer ever been debarred,suspended or other legal violation,or had a contract cancelled due to non- erformance by any public sector agency? YESNO SUBMITTAL REQUIREMENT: If answer to above is'YES;Proposer shall submit a statement detailing the reasons that led to action(s). 5. Vendor Campaign Contributions. Proposers are expected to be or become familiar with,the City's Campaign Finance Reform laws, as codified in Sections 2-487 through 2-490 of the City Code. Proposers shall be solely responsible for ensuing that ail applicable provisions of the City's Campaign Finance Reform laws are complied with,and shall be subject to any and all sanctions, as prescribed therein,including disqualification of their Proposals,in the event of such non-compliance. SUBMITTAL REQUIREMENT:Submit the names of all individuals or entities(including your sib-consultants)wit a controlling financial interest as defined in solicitation.For each individual or entity with a controling finandal interest indicate whether or not each individual or entity has contributed to the campaign either directly or indirectly,of a candidate who has been elected to the office of Mayor or City Commissioner for the City of Mian Beach. 8. Code of Business Ethics.Pursuant to City Resolutlon No.2000-23879,each person or enfity that seeks to do business with the Cly shall adopt a Code of Business Ethics (-Code') and submit that Code to the Procurement Depamnent with its proposal/response or within five(5)days upon receipt of request.The Code shall,at a minimum,require the Proposer,to comply with all applicable governmental rules and regulations including, among others, the conflict of interest, lobbying and ethics proesbn of the City of Miami Beach and Miami Dade County. SUBMITTAL REQUIREMENT: Proposer shall submit firm's Code of Business Ethics. In lieu of submitting Code of Business Ethics,Proposer may submit a statement indicating that it will adopt as required in the ordinance,the City of Miami Beach Code of Ethics,available at www.miamibeach8.00vlorocurementlscrail.asox?b=79113 2018007* 17 came(r parv—happy.). . . _ . tot 8. Equal Benefits for Employees with Spouses and Employees with Domestic Partners.Men awarding competitively solicited contracts valued at over$100900 whose contactors maintain 51 or mom full time employees on their payrolls during 20 or more calendar work weeks,the Equal Benefits for Domestic Partners Ordinance 2005-3494 requires certain contactors doing business with the City of Mani Beach,who are awarded a contact pursuant to competitive proposals,to provide'Equal Benefits'to their employees wUh domestic partners, as they provide to employees with spouses. The Ordnance applies to all employees of a Cortactorwho work within the City limits of the City of Miami Beach,Florida;and the Contractors employees located in the United States, but outside of the City of Miami Beach limits, who are directly performing work on the contact within the City of Miami Beach. A. Does your company provide or offer access to any benefits to employees with spouses or to spouses of employees? YES NO B. Does your company provide or offer access to any benefits to employees with(same or opposite sex)domestic partners'or to domestic partners of employees? <?ccd YES [ NO C. Please check all benefits that apply to your answers above and list in the "other' section any additional benefits not already specified. Note:some benefits are provided to employees because they have a spouse or domestic partner, such as bereavement leave; other benefits are provided directly to the spouse or domestic partner,such as medical insurance. BENEFfy Firm Provides for Firm Provides for Pim does not Employees with Employees with Provide Benefit Spouses Domestic Partners Health V ✓ Sick Leave V ✓ Family Medical Leave ✓ V Bereavement Leave ✓ If Proposer cannot offer a benefit to domestic partners because of reasons outside your control. (e.g.,there are no insurance providers in your area wilfmg to offer domestic partner coverage)you may be*Able for Reasonable Measures cornplence.To campy on this basis, you must agree to pay a cash equivdent and submit a completed Reasonable Measures Application (attached)with all necessary documentation.Your Reasonable Measures Application will be reviewed for consideration by the Cly Manager,or his designee.Approval is not guaranteed and the City Manager's dedaicn is final. Further iMamusfion on the Equal Benefits requirement is available at www miarMbeachfl.00vlprocurementaaob.asPx7id=79113 2018-007-IC 18 9. Public Entity Crimes.Sedan 287.133(2)(a), Florida Statutes,as arrenty enacted or as amended from time to time. states tat a person or affiliate who has been placed on the convicted vendor fist following a conviction for a public entity aims may not submit a propose, proposal,or reply on a contract to provide any goods or services to a public entity, may not submit a proposal,proposal.or reply on a contract with a public entity for the construction or repair of a public building or public wan;may not submit proposals,proposals,or replies on leases of real property to a public entity;may not be awarded or perform work as a contractor,supplier,subcontractor,or consultant under a contract with any public entity; and may not transact business with any public entity in excess of the threshold amount provided in s.287.017 for CATEGORY TWO for a period of 36 months following the date of being placed on the convicted vendor list. SUBMITTAL REQUIREMENT: No additional submittal is required.By virtue of executing this affidavit document, Proposer agrees with the requirements of Section 287.133,Florida Statutes,and certifies it has not been placed on convicted vendor list 10. Non-Discrimination.Pursuant to City Ordinance No.2016-3990,the City shall not enter into a contract with a business unless the business represents that it does not and will not engage in a boycott as defined ih Section 2-375(a)of the City Code,including the blacdistng,divesting from,or otherwise refusing to deal with a person or entity when such action is based on race,color,national origin,n,religion,sex,intersexuality,gender identity,sexual orientation,marital or familial status,age or disability. SUBMITTAL REQUIREMENT: No additional submittal is required.By virtue of executing this affidavit document,Proposer agrees it is and shall remain in full compliance with Section 2-375 of the City of Miami Beach City Code. 11. Moratorium on Travel to and the Purchase of Goods or Services from North Carolina and Mississippi. Pursuant to Resolution 2016-29375, the City of Miami Beach, Florida. prohaia official City travel to the states of North Caroina and Mississippi,as well as the purchase of goods or services sourced in North Carolina and Mississippi. Proposer shall agree that no travel shall occur on behalf of the City to North Carolina a Mississippi,nor shall any product or services it provides to the City be sourced from these states. SUBMITTAL REQUIREMENT:No additional submittal is required.By virtue of executing this affidavit document,Proposer agrees it is and shall remain in full compliance with Resolution 2016-29375. 12. Fair Chance Requirement Pursuant to Section 2-376 of the City Code,the City shall not enter into any contract resulting from a competitive solicitation, unless the proposer certifies in writing that the business has adopted and employs written policies, practices,and standards that are consistent with the Citys Far Chance Ordinance,set forth in Article V of Chapter 62 of the City Code (Car Chance Ordinance , aid which, among other things, 0) prohibits City contractors, as an employer, from inquiring about an applicant's 0iminal history until the applicant is given a conditional offer of employment (i) prohibits advertising of employment positions vrith a statement that an individual with a criminal record may not apply for the position,and(rip prohibits placing a statement on an employment application that a person with a criminal record may not apply for the position. SUBMITTAL REQUIREMENT: No additional submittal is required at this time. By virtue of executing this affidavit, Proposer certifies that It has adopted policies,practices and standards consistent with the Citys Fair Chance Ordinance. Proposer agrees to provide the City with supporting documentation evidencing its compliance upon request Proposer further agrees that any Such of the representations made herein shat constitute a material breach of contract, and shall entitle the City to the immediate termination for cause of the agreement in addition to any damages that may be available at law and in equity. 13. Acknowledgement of Addendum. After issuance of solicitation,the City may release one or more addendum to the soicitation which may provide additional information to Proposers or alter solicitation requirements The City witi strive to reach every Proposer having received solicitation through the City,a-procurement system, PublicPumhase.cam. However, Proposers are solely responsible for assuring they have readied any and all addendum issued pursuant to solicitation.This Acknowledgement of Addendum section certifies that the Proposer has received al addendum released by the City pursuant to this solicitation.Failure to obtain and acknowledge receipt of all addenda may result in proposal disqualification. initial bCroton Intel toOcoee Pee loCadre tamp[ Recce* Rowel Addendum 1 Addendum 6 Addendum 11 Q Addendum 2 Addendum 7 Addendum 12 Addendum 3 Addendum 8 Addendum 13 Addendum 4 Addendum 9 Addendum 14 Addendum 5 Addendum 10 Addendum 15 If additional confirmation of addendum le required,submit under separate cover. 2018-007-)C 19 14, Financial Capacity.Each proposer shall arrange for Dun&Bradstreet to submit a Supplier Qualification Report(SCR)directly to the Procurement Contact named herein.No proposal will be considered without receipt,by the City,of the SQR directly from Dun &Bradstreet.The cost of the preparation of the SOP shall be the responsibility of the Proposer. Proposers are responsible for the accuracy of the information contained in its SCR It is highly recommended that each proposer review the information contained in its SOR for accuracy prior to submittal to the City and as early as possible in the solicitation process. For assistance wit any portion of the SCR submittal process,contact Dun&Bradstreet at 600-424-2495. SUBMITTAL REQUIREMENT: The Proposer shall request the SCR report from D&B at: httpsitsupplierportaLdnb.coralwebapplwcslstoreslservletiSupplierPortal?storeld=11696 The solicitation referenced herein is being famished to the recipient by the City of Miami Beach(the'City)for the recipient's convenience. Any action taken by the City in response to Proposals made pursuant to this solicitation,or ki making any award,or in tailing or refusing to make any award pursuant to such Proposals,or in cancelling awards,or in withdrawing or cancelling this solicitation,either before or after issuance of an award,shall be without any liability or obligation on the part of the City. In its sole discretion,the City may withdraw the solicitation either before or after receiving proposals,may accept or reject proposals,and may accept proposals which deviate from the solicitation,as it deems appropriate and in its best interest.In its sole discretion,the City may determine the qualifications and acceptability of any poly or parties submitting Proposals in response to this solicitation. Following submission of a Bid or Proposal, the applicant agrees to deliver such further details, information and assurances, including financial and disclosure data, relating to the Proposal and the applicant including, without limitation, the applicants affiliates, officers, directors,shareholders,partners and employees,as requested by the City in its discretion. The information contained herein is provided solely for the convenience of prospective Proposers. It is the responsibility of the recipient to assure itself that information contained herein is accurate and complete.The City does not provide any assurances as to the accuracy of any information in this sofictation. Any reliance on these contents,or on any permitted communications with City officials.shall be at the recipients own risk. Proposers should rely exclusively on their own investigations.interpretations,aid analyses.The solicitation is being provided by the City without any warranty or representation,express or implied,as to its content,its accuracy,or its completeness.No warranty or representation is made by the City or its agents that any Proposal conforming to these requirements will be selected for consideration,negotiation,or approval. The City shall have no obligation or liability with respect to this solicitation,the selection and the award process,or whether any award will be made.Any redpient of this solicta0on who responds hereto fully acknowledges all tie provisions of this Disclosure and Disciainer,is totally relying on this Disclosure and Disclaimer,and agrees to be bound by the tens hereof.Any Proposals submitted to the City pursuant to this solicitation are submitted at the sole risk and responsibility of the party submitting such Proposal. This solicitation is made subject to correction of errors,omissions,or withdrawal from the market without notice. Information is for guidance only,and does not constitute SI or any part of an agreement The City and all Proposers wit be bound only as, if and when a Proposal(or Proposals), as same may be modified, and the applicable definitive agreements pertaining thereto,are approved and executed by the parties,and then only pursuant to the terms of the definitive agreements executed among the parties.Any response to this solicitation may be accepted or rejected by the City for any reason,or for no reason,without any resultant Wilily to the City. The City is governed by the Government-in-the-Sunshine Law,and all Proposals and supporting documents shall be subject to disclosure as required by such law. All Proposals shall be submitted in sealed proposal form and shall remain confidential to the extent permitted by Flaida Statutes.until the date and time selected for opening the responses.At that tine,all documents received by the City shall become public records. Proposers are expected to make all disclosures and declarations as requested in this solicitation.By submission of a Proposed,the Proposer acknovAedges and agrees that the City has the right to make any inquiry or investigation it deems appropriate to substantiate a supplement Information contained in the Proposal,and authorizes the release to the City of any and all information sought in such inquiry or investigation. Each Proposer certifies that the information contained in the Proposal is true, accurate arid complete, to the best of its knowledge, inbmhation,and befiet. Notwithstanding the foregoing or anything contained in the solicitation,all Proposers agree that in the event of a final unappealable judgment by a court of competent jurisdlaon which imposes on the City any liability arising out of this soidtation, or any response thereto. or any alion or inaction by the City with respect thereto,such liabifiy shall be limited to$10,000.00 as agreed-upon and iquldaed damages.The 2018-0O7-jC 20 previous sentence, however, shall not be construed to circumvent any of the other provisions of this Disclosure and Disclaimer which imposes no liability on the City. In the event of any differences in language between this Disclosure and Disclaimer and the balance of the solicitation,it is understood that the provisions of this Disclosure and Disclaimer shall always govern.The solicitation and any disputes adsing from the solicitation shall be governed by and construed in accordance sit h the laws of the State of Florida. PROPOSER CERTIFICATION I hereby certify that: I, as an authorized agent of the Proposer , am submitting the following information as my firm's proposal; Proposer agrees to complete and unconditional acceptance of the terms and conditions of this document, inclusive of this solicitation, all attachments,exhibits and appendices and the contents of any Addenda released hereto,and the Disclosure and Disclaimer Statement; proposer agrees to be bound to any and all specifications,terms and conditions contained in the solicitation, and any released Addenda and understand that the following are requirements of this solicitation and failure to comply will result in disqualification of proposal submitted; Proposer has not divulged,discussed, or compared the proposal with other Proposals and has not colluded with any other proposer or party to any other proposal; proposer acknowledges that all information contained herein Is part of the public domain as defined by the State of Florida Sunshine and Public Records Laws; all responses, data and information contained In this proposal, inclusive of the Statement of Qualifications Certification,Questionnaire and -.t uirements Affidavit are true and accurate. Name of Proposers AUNonxed Repesmutiva Title of Proposer's Autlwdieed Repro enarve: ffad_ (7. lege-/ Pres1dez� �a CeD ofRapasar'f/\,1w\''N�vim/r]9/RWnxn Cele'. Y/O n�\vhf , 1 z2 / U State of &R19As ) On Mb Aday of a vi V/t[, 2Od,personally appeared before me/AN i ige L / who Coun of COC/L. ) stated that (s)he is the ' e cE ofA .<°: .`< r%,r. a corporation, and that the instrument was signed in behalf of the said corporation ty authority of its board of directors and acknowledged said instrument to be its voluntary act and deed.Before me: _ 'y",(t4t#n ,k-- pMicaaCi- Notary Mks for the Slate of Marta Sit/net-5 OFFICIAL SEAL My Commission Expires: /O-ze,- /9 . MEDIAN K RAOZIEWIC2 NOTARY PUF My CommlauonBLIC,ExpiresSTATE OOct 26,ILLINOIS 1019 2018-007-IC 21 J,or: Executive Sum „r IOS has enjoyed working with Miami Beach over the past few years. We believe we have developed a successful relationship with the City that has yielded successful entry-level and promotional testing processes. Recently we developed a tailored video vignette assessment to measure written communication skills. Likewise, we have designed numerous custom promotional processes. IOS would be honored to continue our relationship with the City. Should we be so fortunately, IOS would be interested in exploring the idea of customizing entry-level written examinations and conducting local validation studies for the entry-level examinations. IOS is among the most accomplished consulting firms specializing in public safety selection. We currently work with Chicago Fire and Police, San Antonio Police, San Diego Fire and Police, Dallas Fire and Police, Austin Police,Jacksonville Police, San Francisco Fire and Police, Nashville Police, Baltimore Fire and Police, Las Vegas Fire, Milwaukee Fire, Albuquerque Fire and Police, Atlanta Police, Virginia Beach Fire and Police, Miami Police, Minneapolis Police, Tulsa Fire and Police, Arlington Fire, and Cincinnati Fire and Police. We develop and deploy custom promotional testing process for approximately 25 of the largest 50 cities in the US. All of these cities have used other promotional testing consultants and now have long-term relationships with IOS. This document will provide a great deal of information about IOS and our services. We would be happy to meet with the City to discuss our services further. Copynghz©2018,IndusviolO,gan:zaConol Solutions,Inc 2 CONFIDENTIAL—TRADE SECRET Minimum ations Requirements 1OS was established in 1997 and we have worked with some of the largest and most notable agencies in the county. Below are some of the projects we have overseen over the past several years. Confidential content has been removed. Copyright®2018,Indusviol/Ocgcnizationol Saludon;Inc. 3 CONFIDENTIAL—TRADE SECRET Qualifications • 'roposing Firm Industrial/Organizational Solutions, Inc. (IOS) was established in 1997 and is incorporated under the laws of the state of Illinois. We are headquartered in Westchester, IL (suburban Chicago) and are comprised of approximately 40 employees. IOS specializes in personnel selection —the development and deployment of exams and assessments to identify those individuals who are most likely to excel in specific jobs. We focus primarily on public safety testing and assessment and work with fire, police, sheriff and corrections agencies around the country. Our dedication to industry best practices, our commitment to innovation and our concern for our clients' interests makes IOS an ideal partner for your promotional testing processes. IOS's focus on public safety selection is very intentional. We believe that we provide a valuable and necessary service to public safety agencies. Our two highest goals are to I) design selection systems that identify the most capable and talented individuals for positions and 2) design selection systems that result in outcomes that are racially and gender diverse by employing selection processes that minimize disparity and adverse impact. We also value the work that public safety agencies do and we are honored to work alongside these agencies. Our consultants work with many of the largest and most notable agencies in the country. Within the last three years, some of the clients we have served include: • Arlington FD (Lt. and Cpt. exams and assessments) • Atlanta PD (Sgt. and Lt. exams and assessments) • Austin EMS (Cpt. and Cmdr. exams and assessments) • Buffalo PD (Sgt. and Lt. exams and assessments; entry-level examination) • Chicago PD (Sgt. exams and assessments) • Baltimore PD (Sgt. and Lt. exams and assessments) • Illinois State Police (Sgt., Master Sgt., Lt. and Cpt. exams and assessments) • Massachusetts State Police (Sgt. and Lt. exams and assessments) • Minneapolis PD (Sgt. exams and assessments) • Pittsburgh FD (entry-level examination) • San Antonio FD and PD (entry-level examinations and assessments) • San Diego PD (Sgt. and Lt. exams and assessments) • San Jose FD (Engineer, Cpt. and BC exams and assessments) • St. Louis PD (Lt. and Cpt. exams and assessments) • St. Paul PD (Sgt. exams and assessments) • Tulsa PD (Corp., Sgt. Capt. and Major exams and assessments) IOS's expertise in the area of public safety selection has afforded us the opportunity to work with a number of agencies whose selection processes are overseen by a federal court or the US Department of Justice. During these projects, IOS generally works collaboratively with the Copyright®3018.Industrial/Organizational Solutions.Inc 4 CONFIDENTIAL-TRADE SECRET local agency and the DOJ/court to institute a best practice solution in an environment that has historically dealt with disparate impact outcomes: • Buffalo, NY—IOS worked with the city and federal court to design an entry-level police officer test. • Miami, FL— IOS was selected to design a police lieutenant assessment process and is working with the city and DOJ to ensure a successful outcome. • Pittsburgh, PA— IOS designed and validated a firefighter testing process that meets the requirements of the DOJ. IOS's consulting team is highly competent. We employ over 20 individuals with Masters and/or Ph.D.s in Industrial/Organizational Psychology. Our consultants all specialize in the design and validation of selection systems and a number of our staff are skilled in the area of test measurement and psychometrics. Our principals have over 35 years of combined experience specializing in public safety selection. 105 has a reputation as the elite public safety selection consulting firm in the nation. In addition to working with many of the most prominent agencies in the nation, we also publish exams and assessment tools that are routinely considered to be the best in the national marketplace. In 2007, the City of Chicago contracted with an independent consulting firm to evaluate all firefighter exams that were commercially available in an effort to identify the best exam for the City. The available options were narrowed down and then technical documentation was scrutinized. Based on this review, the top three exams were chosen and a local criterion- related validation study was conducted. IOS's entry-level firefighter exam was then selected as the best option based on validity evidence and its ability to mitigate disparate impact outcomes. The exam was administered to over 20,000 candidates. In 2010, the City of Virginia Beach contracted with another independent consulting firm to conduct a similar review of exams. Again, IOS's firefighter examination was selected. More recently, in 2013, the City of Chicago engaged in a similar process to identify a police officer exam. IOS's entry-level law enforcement exam was selected and administered to approximately 16,000 candidates. We are proud of the fact that our products, when independently scrutinized and evaluated by objective, trained experts, are consistently recognized as top notch. IOS's consultants have experience designing and defending selection processes. In addition to working with the DOJ and the federal courts to design appropriate testing processes, our consultants have also served as expert witnesses and fact witnesses in litigation proceedings. Most notably, IOS developed a testing process for the New Haven, CT Fire Department that was considered in the Supreme Court of the United States in Ricci v. DeStefano. The Court concluded that the testing process was fair and valid and it required that New Haven implement the results of the testing process. IOS's consultant, Chad Legel, was instrumental in providing evidence/deposition to defend the validity and fairness of the testing process. IOS was founded on the premise that public safety selection processes can be improved. Our experience has taught us that many consulting firms providing public safety testing services do not apply the rigor and expertise needed to properly validate selection tools and ensure their success. IOS is committed to improving the state of public safety selection through a commitment to the science of selection and through education. Copyright©2018,IndustnallOrganizouonal Solwons,Inc 5 CONFIDENTIAL—TRADE SECRET IOS is a value-driven organization. We are guided by four core values: a commitment to ensuring that our exams and assessments reflect best-practices in the science of selection, a commitment to providing our clients with successful testing solutions and a remarkable consultant-client experience, a commitment to educating our clients as to what we are doing and why and a commitment to putting the nation's best consulting team at your disposal. These values will be evident to you every step of the way. 0 Commitment to the Science of Selection The development, validation and use of exams and assessments are based on the science of personnel selection and psychometric theory. The science of exam design and validation ensures that the exam can identify qualified candidates and can withstand the rigors of legal scrutiny should the use of the exam ever be challenged. Individuals that develop and implement exams and assessments need to be thoroughly trained in Personnel Selection and Psychometric Theory and have a firm grasp of the field of Industrial Psychology. Too often, testing tools are not constructed in a manner that ensures their validity or defensibility. Not only is this risky, but it doesn't provide any assurance that the client is finding the most qualified individuals to hire and promote. In short, when you ignore the science of testing, you risk not identifying those individuals that are going to best contribute to the success of your organization. IOS offers a team of highly qualified and experienced Industrial Psychologists who specialize in designing, validating and implementing testing and assessment processes for public safety organizations. Your agency can be confident in the soundness of our services because we adhere closely to professional guidelines that control the quality and precision of the tools we develop and employ. Our products and services adhere strictly to the following legal and professional guidelines: • Federal Uniform Guidelines on Employee Selection Procedures. • Recent court cases affecting the interpretation of the Uniform guidelines. • Principles for the Validation and Use of Personnel Selection Procedures (Principles), published by Division 14 of the American Psychological Association. • Standards for Education and Psychological Testing published by the American Educational Research Association, and the National Council on Measurement in Education. • Guidelines & Ethical Considerations for Assessment Center Operations published by the International Task Force on Assessment Center Guidelines. • Civil Rights Acts of 1964 and 1991. • The Americans with Disabilities Act. • Standards published by CALEA (Commission on Accreditation for Law Enforcement Agencies). • International Fire Service Training Association (IFSTA). • State laws, local ordinances and contracts. 0 Commitment to the Service of Selection Exams and assessments provide a clear service —they help you make better decisions about who to hire and promote. Testing and assessment choices need to be made in the context of local conditions and values. Collective bargaining agreements, budgets, initiatives to diversify the workforce and other critical factors greatly affect which exams and assessments you select. We realize that in order to best serve our clients interests, we have to understand their condition Copyright @ 201 B,Indusuioilorgonizmional Salurions,lnc 6 CONFIDENTIAL—TRADE SECRET and needs. We are committed to learning about our clients and working with them to design the most advantageous selection system. A necessary element of this principle is that we are flexible and responsive to our clients. Customer service is a common claim but it is rarely delivered to the proper degree. The principal members of IOS have been successful in the testing and assessment industry by putting our customers first. We deliver on our promises and we will work vigorously to ensure that our clients interests are well-served. 0 Commitment to Educating our Clients The field of testing and assessment is complicated and constantly evolving. This reality, combined with the fact that many testing conventions do not align with best practice, requires that test users are properly educated about the value and capability of various testing methods and the relative validities and usefulness of these methods. We feel strongly that we must provide both state-of-the-art testing tools and education to our clients about how to best design and deploy their selection processes. We are committed to objectively and professionally working with test user's to educate them about the strengths and weaknesses of testing methods and to impart proper expectations about the value and utility of the tools from which they can choose. The principal members of 105 are responsible for establishing an annual meeting to train test users concerning best practices and routinely provide pro bono training seminars for organizations such as the International Personnel Management Association (IPMA), the Commission on the Accreditation of Law Enforcement Agencies (CALEA), the International Personnel Assessment Council (IPAC), the Illinois Public Employer Labor Relations Association (IPELRA), and numerous state police and fire chiefs associations. 0 Commitment to our Employees In order to provide the best products and deliver the highest quality service, you have to employ the best people in your industry. Our employees are the brightest and most capable. You, the client, deserve to feel like you have the most dynamic people and sharpest minds working for you. This will be evident from the first time you meet them until the time they deliver the end product. We aim to foster a working environment that demands excellence, values personal development and rewards dedication and achievement. By doing this, we know that we will best serve our clients and ensure long and successful working relationships. Project References Our references have been provided in the previous pages (pages 3-15). copyright @ 2018,IndustndlO,ganlzationol Solutions.Inc. 7 CONFIDENTIAL—TRADE SECRET • t : Qualifications o 4?roposerTeam IOS's team consists of some of the most recognized and experienced leaders in the highly specialized and litigious field of public safety selection. Our consultants are all trained in Industrial/Organizational Psychology and specialize in employment testing and public safety human resources consulting. Our team is sufficiently deep to allow us to proficiently manage numerous projects simultaneously, while never compromising customer service or expertise. Our team is augmented by technical advisors in the areas of law enforcement, fire service and legal issues. Our team is managed and overseen by Chad Legel, M.S. and Brian O'Sullivan, Ph.D. (ABD), who between them have over 35 years of experience in test development and validation. This management teams meets with consultants on a bi-weekly basis to review projects, discuss strategies and address project challenges. This approach ensures that all IOS projects are performed consistently and at the highest possible level. Mark Tawney, Ph.D. and Maxwell Porter, M.S., will oversee the entry-level processes for the Police and Fire Departments. Debbie Lee, Ph.D. will oversee the promotional processes for the Police and Fire Departments. All will be supported by members of our project team. Resumes are provided on the following pages. Transcripts are provided in Appendix A. DS only has one main office from which it conducts all of its work out of. This location is in Westchester, IL, which is just outside of Chicago, IL. The following table presents our project team. Team Member Qualifications Project Role Chad Legel, M.S. Industrial/Organizational Psychologist Consultant/Project President and CEO Director Brian J. O'Sullivan, M.S. (ABD) Industrial/Organizational Psychologist Consultant/Project Vice President, Consulting Services Director Mark Tawney, Ph.D. Industrial/Organizational Psychologist R&D Consultant and Vice President, Testing Services Psychometrician Brian Marentette, Ph.D. Industrial/Organizational Psychologist Consultant Manager, Strategic Assessments John Ford, Ph.D. Industrial/Organizational Psychologist Consultant Principal Consultant Michael Blair, M.S. Industrial/Organizational Psychologist Consultant Principal Consultant Nahren Cama, M.S. Industrial/Organizational Psychologist Consultant Manager, Consulting Services Copyright©2018.Industria/Organizational sduuons.Inc. 8 CONFIDENTIAL—TRADE SECRET Courtney Nelson, Ph.D. Industrial/Organizational Psychologist Consultant Manager. Consulting Services Bryan Evans, Ph.D. Industrial/Organizational Psychologist Consultant Assessment Consultant Debbie Lee, Ph.D. Industrial/Organizational Psychologist Consultant Assessment Consultant Linda Reynaud, M.A. Industrial/Organizational Psychologist Consultant Assessment Consultant Irian Bhanji, M.A. Industrial/Organizational Psychologist Consultant Assessment Consultant Christen Dovalina, M.S. Industrial/Organizational Psychologist Consultant Assessment Specialist Samantha Gleaves, M.A. Industrial/Organizational Psychologist Consultant Assessment Specialist Veronica Janssen, M.A. Industrial/Organizational Psychologist Consultant Assessment Specialist Lyndzee Kent, M.A. Industrial/Organizational Psychologist Consultant Assessment Specialist Tami Hatzis Personnel Selection Specialist Content Specialist Content Development Specialist Harry Vuong, M.A. Personnel Selection Specialist Consulting Coordinator Consulting Coordinator Consulting Ashley Verge] Personnel Selection Specialist Coordinator Consulting Coordinator Nick jochim Personnel Selection Specialist Consulting Coordinator Consulting Coordinator Mounica Reddy Personnel Selection Specialist Consulting Assistant Consulting Assistant Haley Kilbride Personnel Selection Specialist Consulting Assistant Consulting Assistant Alexis Cummings Personnel Selection Specialist Consulting Assistant Consulting Assistant Rob Szarek, M.A. Industrial/Organizational Psychologist Consultant Consultant/Sr. Researcher Copyright©2018,Indosvial/0rganizadonal Solutions,Inc 9 CONFIDENTIAL—RADE SECRET Maxwell Porter, M.S. Industrial/Organizational Psychologist Consultant Consultant/Sr. Researcher Caitie Jacobson, M.A. Industrial/Organizational Psychologist Research Analyst Research Analyst Testing Services Alexa Loney, M.A. Industrial/Organizational Psychologist Coordinator Testing Services Coordinator Amy Eitapence, M.A. Industrial/Organizational Psychologist Consultant Manager, Recruitment Services M.A. in English/Writing; 15 years' Senior Technical Karen Steiger, M.A. experience writing and editing public Writer Manager of Technical Writing safety exams. **We also have a large project support team that allows us to apply a great deal of additional resources to a project if need be. This team includes additional associate consultants, job analysts, technical writers, etc. The following section presents our organizational chart followed by a professional biography for each of our key project team members. Copyright©1018.Industrial/Organizational Solutions.Inc 10 CONFIDENTIAL—TRADE SECRET f Dt\\ INDUSTRIAL/ORGANIZATIONAL SOLUTIONS ‘,..9.°. ? j� EXPERTS IN THE SCIENCE or c'uauic SAFETY sc Lc trioti IVI NER ., . „. u. A. , ...� I .. . - .. .... (174:::0111W — CHAD C. LEGEL, M.S. G-I � President & Chief Executive Officer Background Statement: Mr. Legel is the President and a Principal Member of Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Mr. Legel has 18 years of experience in the field of public safety testing and assessment. He specializes in developing, validating, deploying and defending public safety testing systems such as assessment centers, promotional job knowledge examinations, physical ability tests, entry- level examinations and oral interviews. Education: Illinois Institute of Technology, Chicago, Illinois Master of Science: Industrial/Organizational Psychology (2000) Coursework completed toward a Ph.D. in same field Cornell College, Mt. Vernon, Iowa Bachelor of Arts, Psychology (1998) Affiliations: Society for Industrial/Organizational Psychology (STOP) Chicago Industrial/Organizational/Psychology (CIOP) Professional Experience: 2013 to Present Industrial/Organizational Solutions, Inc. President & Chief Executive Officer • Manage the operations of one of the nation's leading public safety human resources consulting firms • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Provided best-practice training to public safety agencies, human resources and civil service personnel 2011 to 2013 Selection Works, LLC President and CEO, Co-Founder • Led recruitment, test publication and consulting divisions • Consulted with police and fire agencies to design entry-level and promotional testing systems • Developed state-of-the-art entry-level examinations for national distribution 12 Copyright©2018,IndunnollOrgunizauonal Sduaons,Inc. CONFIDENTIAL—TRADE SECRET 2006 to 2011 Industrial/Organizational Solutions, Inc. President and Chief Operations Officer • Managed the recruitment, test publication and consulting divisions of a multi-million dollar human resources consulting firm • Provided training to human resources and civil service personnel nationwide • Provided best-practice training to municipalities • Managed the Fire and Police Testing Summit, a national training seminar 2003 to 2006 Industrial/Organizational Solutions, Inc. Vice-President of Consulting • Managed a public safety consulting team • Validated exams and assessments • Managed the deployment of large scale selection projects • Designed Department of Transportation certification examinations • Created training articles for national trade journals 1999 to 2003 Industrial/Organizational Solutions, LLC Consultant • Developed testing and assessment processes for public safety organizations • Researched and developed standardized, off-the-shelf entry-level and promotional examinations for public safety agencies • Designed sales talent selection tools for private industry 1999 United Airlines Contractor—Flight Attendant Hiring • Interviewed prospective flight attendants • Analyzed employee survey data Summary of Selection Projects: Mr. Legel has a wealth of experience providing selection consulting services to a diverse listing of state, municipal and county public safety agencies. Following is a partial list of the jobs that Mr. Legel has personally managed in the past 19 years: Client Project Title Timeframe Colorado Highway Patrol Major Assessment Center 2017 Hattiesburg, MS Review and Redesign of Civil Service Rules:develop of police and 2017 fire promotional testing procedures Raleigh. NC Police Detective,Sergeant and Captain promotional assessments 2017 San Antonio,TX Police Captain Assessment 2017 Oklahoma City, OK Police Officer Physical Ability Test 2017 Dallas,TX Fire Battalion Chief Assessment 2017 13 Copyngne©2018,Industrial/Organizational Solutions,Inc CONFIDENTIAL—TRADE SECRET Plano.TX Police Officer Physical Ability Test 2016 Colorado Highway Patrol Patrol captain assessment center 2016 Rockford, IL Recruited applicants,and developed and administered assessment 2016 center for the rank of Police Chief. Colorado Highway Patrol Patrol sergeant assessment center. 2015 St. Paul, MN Police Sergeant written exam and assessment center. 2015 Mesquite,TX Development of entry-level firefighter physical ability test 2015 San Antonio,TX Development and administered a written exam and assessment 2015 center for the police lieutenant and police captain ranks. St Paul, MN Development and administered a written exam and assessment 2014 center for the police sergeant rank. Development and administered a written exam and assessment 2013 San Antonio,TX center(or the police captain rank. Cobb County,GA Developed and administered written exams and assessment 2013 centers for the police sergeant and lieutenant ranks. Cobb County, GA Developed and administered written exams and assessment 2013 centers for the sheriff sergeant and lieutenant ranks. Des Plaines, IL Developed and administered a fire lieutenant written exam and 2013 assessment center. Developed and administered written examinations and Augusta, GA assessment centers for the ranks of sergeant(engineer), 2012 lieutenant, captain and battalion chief. Davenport, IA Developed assessment centers for the police sergeant and 2012 lieutenant ranks. Lincolnshire, IL Developed and administered a police sergeant assessment 2012 center. Illinois State Police Developed and administered a written examination and 2012 assessment center for the ranks of master sergeant and sergeant. Plano,TX Developed an entry-level firefighter oral interview process. 2012 Des Plaines, IL Developed and administered a police sergeant written exam and 2012 assessment center. Austin,TX Validation of an entry-level firefighter examination process 2011 Baltimore, MD Development of a promotional examination and assessment for 201 police lieutenant Bridgeport. CT Validation of a selection process for firefighter 2011 Cook County, IL Validation of entry-level corrections officer examination 2011 CSX Transportation Consultation regarding the design of a police officer recruitment 2011 and selection process Omaha, NE fob analysis for police and fire ranks and development of a police 2011 lieutenant assessment process Pittsburgh, PA Validation of a written examination for firefighter 2011 Development and administration of police department Tulsa.OK 2011 promotional exams and assessment centers Austin,TX Development and administration of a written examination and 2010 assessment center for fire battalion chief Baltimore. MD Development of a promotional examination and assessment for 2010 police sergeant Bridgeport CT Validation of a selection process for police officer 2010 Dell, Inc. Translation and validation of a global sales force assessment 2010 Sidney, OH Development of a selection process for the fire chief position 2010 Baleimore, MD Development of a promotional examination and assessment for 2009 police lieutenant 14 Copyright©2018.IndustriallOrgnnizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET Chicago. IL Validation of a dispatcher examination and development of a test 2009 of verbal fluency Joplin, MO Development of a firefighter physical ability test 2009 Lincoln, NE Development of a firefighter physical ability test 2009 Minneapolis. MN Development of an assessment center process for Deputy Chief 2009 Review of firefighter hiring process for compliance with 2009 San Antonio,TX professional and legal requirements and best practices Sidney,OH Development of a selection process for the police chief position 2009 Woodridge, IL Development of a police officer interview process 2009 Augusta, GA Development of exams and assessment centers for the engineer, 2008 lieutenant,captain and battalion chief ranks Baltimore. MD Development of a promotional testing process for police 2008 sergeant Cobb County, GA Development of exams and assessment centers for the sergeant 2008 and lieutenant ranks in the Sheriffs Department Gwinnett County, GA Development of a fire engineer exam and pumping assessment 2008 Wisconsin Department of Development of an Intermediate EMT recertification examination 2008 Health.EMS Board Woodridge. IL Development of a police sergeant interview process 2008 Austin,TX Development and administration of a police chief assessment 2007 process Cook County, IL Development of police,corrections and court services 2007 promotional examinations Dallas.TX Oversight and consultation related to fire promotional testing 2007 Jacksonville, FL Development of promotional testing processes for police 2007 sergeant and lieutenant Virginia Department of Review,analysis and update of motor vehicle and motorcycle 2007 Motor Vehicles certification examinations Waukesha County,WI Development of a sheriff deputy physical ability test 2007 Arlington Heights, IL Development of a police sergeant interview process 2006 Chicago, IL Validation of a firefighter examination 2006 Cobb County,GA Development and administration of police sergeant and 2006 lieutenant promotional testing processes Dallas,TX Oversight and consultation related to fire promotional testing 2006 Hartford,WI Development and administration of a police chief assessment 2006 process Kansas Board of Development of first responder, basic EMT and intermediate Emergency Medical 2006 EMT certification examinations Services Crystal Lake.IL Development of a firefighter physical ability test 2005 Denver, CO Development of a police captain assessment center 2005 Massachusetts Port Development of promotional testing processes for fire 2005 Authority lieutenant,captain and assistant chief Reading, MA Development of a police chief assessment process 2005 Arlington Heights,IL Development of a police officer interview process 2004 Florida Department of Development of a basic abilities test for academy entrance 2003 Law Enforcement Naperville, IL Development of a police officer physical ability test 2003 New Haven,CT Development of promotional testing processes for fire lieutenant 2003 and captain Richton Park, IL Development of a police sergeant interview process 2003 Tulsa,OK Development of entry-level examinations and physical ability 2003 tests for police officer and firefighter 15 Copyright©2018.IndustnollOrganlzatronal Sok/flans,Inc. CONFIDENTIAL—TRADE SECRET Westmont, IL Development of a police officer physical ability test 2003 Arlington Heights, IL Development of a firefighter physical ability test 2002 Arlington Heights. IL Development of a firefighter interview process 2002 Frankfort. KY Development of fire department promotional assessments 2002 Gwinnett,GA Development of an engineer pumping practice assessment 2002 Gwinnett,GA Development of a fire captain assessment process 2002 Massachusetts State Police Development of a video-based situational judgment test for state 2002 troopers Revenue Storm,Inc. Development of a sales person skill and personality assessment 2002 tool METRA Police Development of promotional processes for police sergeant and 2001 Department lieutenant Minneapolis. MN Development of a police sergeant assessment process 2001 Naperville.IL Development of a police officer interview process 2001 Norridge, IL Police staffing and organizational structure study 2001 Orange County, FL Development of a firefighter physical ability test 2001 Warwick. RI Delivery of a candidate examination preparation and training 2001 session Gwinnett County, GA Development of a police corporal promotional assessment 2000 process Development of a sheriff sergeant promotional assessment Gwinnett County, GA 2000 process Little Rock,AR Development of a firefighter interview process 2000 Naperville, IL Development of a firefighter physical ability test 2000 Naperville, IL Development of a firefighter interview process 2000 Savannah. GA Transportability of the CPAT 2000 Upper Arlington, IL Development of an entry-level firefighter examination 2000 Upper Arlington, OH Development of an entry-level police officer examination 2000 In addition to these numerous projects, Mr. Legel has accomplished the following: • Led the development of emergency medical technician certification examination processes for the states of Kansas, Wisconsin, Oregon and Illinois • Provided testing/assessment best practices training to the City of Austin TX and the Austin Firefighters Association during collective bargaining negotiations • Evaluated firefighter testing practices for the City of San Antonio • Evaluated and monitored the police and fire promotional testing practices for the City of Dallas, TX • Founded The Police and Fire Testing Summit, an annual meeting, currently in its sixth year. of police and fire executives and human resources directors to provide training on personnel selection topics. • Redesigned the State of Virginia motor vehicle written certification examination process to improve test validity and reliability Training Presentations: • "Intersecting 1-0 Psychology and Law Enforcement,' panel discussion at the Society for Industrial Organizational Psychology Annual Conference, Orlando FL, April 2017. 16 Copyght©2018,Indusr iallOrganizauonol Solutions,Inc. CONFIDENTIAL—TRADE SECRET • "Trends in Public Safety Recruitment," Illinois City Managers Association Spring Conference, Lombard IL, March 2017 • "An Alternative to High-Volume Oral Interviews," National Public Employer's Labor Relations Association Annual Training Conference, Savannah, GA, March 2015 • "Improving the Conventional Oral Interview," Public Safety Assessment Forum, College of DuPage, Glen Ellyn IL,July 2012 • "The Illinois POWER Test: Considering its Use as a Screening Tool," Public Safety Assessment Forum, College of DuPage. Glen Ellyn IL,July 2012 • "The Firefighter Hiring Act," Illinois Public Employer's Labor Relations Association Training Meeting, Arlington Heights, IL,June 2012 • "Achieving Racial Diversity in Public Safety Testing," Washington State Civil Service Meeting, - Ellensburg, WA, September 2011 • "Best Practices and Considerations in Response to the Illinois Firefighter Hiring Act (Public Act 97-0251)," Illinois Public Employer Labor Relations Association (IPELRA), Hoffman Estates, IL, September 2011 • "Improving Firefighter Selection Practices: Diversity, Recruiting, Oral Interviews and Assessment Centers," Wisconsin Fire Chiefs Education Association Annual Meeting, Green Bay, WI, September 2011 • "Understanding Metrics of Fairness: Adverse Impact, Standardized Mean Differences, and Significance Testing," International Personnel Assessment Council (IPAC), Washington DC, July 2011 • "Testing and Assessment Concepts and Best Practices," Connecticut Consortium of Municipalities, Wallingford, CT,June 201 I • "Using Integrity Tests to Improve Efficiency and Mitigate Disparate Impact", Ohio Association of Chiefs of Police Annual Training Conference, Newark OH, April 201 I • "Considering Disparate Impact Beyond Impact Ratios," Presented at the 2011 International Personnel Assessment Council Conference, Washington D.C., Lege!, C. C., O'Sullivan, B. J. & Tawney, M. W. (2011). • "Test Developer's Perspective on Ricci v. DeStefano", International Personnel Management Association, Human Resources Central Region Conference,June 2010 • "The Ricci Decision and Its Impact on Hiring and Promotions", Connecticut Conference of Municipalities Annual Conference, Hartford CT, October 2009 • "Firefighter Entry-level and Promotional Testing Best Practices," Austin Labor Relationship and Collective Bargaining Negotiation Session, Austin, TX, September 2009 • "Test Validity", Littler Mendelson P.C. Class Action Strategy Conference, Phoenix AZ, April 2009 • "Selecting and Retaining Generation Y Candidates for Public Safety Agencies," Police and Fire Testing Summit, Oak Brook IL,January 2006 • "Development of Reliable Structured Oral Interviews", GALEA, Burlington VT, November 2000 Publications: • Upgrading Your Police Officer Oral Interviews, Law and Order Magazine, Hendon Publishing, December 2012. • Evaluating an Entry-Level Examination, Law and Order Magazine, Hendon Publishing, December 2005. 17 Copyright©1018.InduvvmIro ganizationud solutions.Inc. CONFIDENTIAL—TRADE SECRET Litigation: • City of Clarksville Police Department- Promotional process challenge— 2002 • Provided deposition testimony • City of New Haven Fire Department - Promotional process challenge — 2004 — 2009, (Ricci v. DeStefano, 129 S. Ct. 2658, 2671, 174 L. Ed. 2d 490 (2009)) • Provided deposition testimony • City of Austin Fire Department - Entry-level firefighter selection arbitration —201 I • Testified on behalf of the City of Austin as the test developer/expert • • 18 Copyright©1018.Industrial/Organizational Solutions.Inc CONFIDENTIAL—TRADE SECRET •k BRIAN J. O'SULLIVAN, Ph.D. (ABD) Vice President of Consulting Background Statement: Mr. O'Sullivan worked as a project manager and consultant for a large public safety testing firm that deals with law enforcement and fire service agencies prior to joining IOS, Inc. Mr. O'Sullivan has successfully led our consulting team as the Director of Consulting at IOS since 2001. He was promoted to his present role as Vice President in 2011. In his ten years with our firm, Brian has managed over 100 projects involving police and fire department assessment centers, promotional test development, structured oral interviews, entry-level exam development, physical-ability test development and performance-evaluation-process development and he personally handles many of our most notable projects. A partial list of Mr. O'Sullivan's project work follows below: • San Diego, CA Police Department • Atlanta Police Department • Buffalo, NY Police Department • New York City Police Department • Washington, D.C. Metropolitan Police Dept. • Chicago Fire Department • Massachusetts State Police Department • New Jersey State Police Department • Austin, TX Police and Fire Departments • Houston Police Department • Minneapolis Police Department • Forsyth County, GA Sheriffs Office • Orange County, FL Fire Rescue • North Miami Police Department • Savannah, GA Police Department • Gwinnett County Police Dept. • Gwinnett County Sheriffs Dept. • Gwinnett County Corrections Department • Huntsville, AL Police Department • Fort Wayne, IN Police Department • Newport News, VA Police Department • Joliet, IL Police Department • Cook County, IL Sheriffs Department • Jefferson County, KY Sheriffs Office • Iowa Sheriffs Association • Denver, CO Fire Department • Racine, WS Fire Department • New Haven, CT Fire Department 19 Copyright©2019,IneusvlmlOrganl:000nal solutions.lnc. CONFIDENTIAL—TRADE SECRET Education: Illinois Institute of Technology, Chicago, Illinois Ph.D. (ABD): Industrial/Organizational Psychology (1999-2009) Master of Science: Industrial/Organizational Psychology (1998) Illinois State University, Normal, Illinois Bachelor of Science, Psychology and Communications (1995) Affiliations: Society for Industrial/Organizational Psychology (STOP) Chicago Industrial/Organizational/Psychology (CIOP) Professional Experience: 2011 to Present Industrial/Organizational Solutions, Inc. Vice President of Consulting 2005 to 2011 Industrial/Organizational Solutions, Inc. Director of Consulting • Responsible for hiring, training and mentoring team of I/O Psychologists in test development/assessment projects. • Manages consulting team to ensure soundness of methodology, quality of products and services. • Manages and serves as the primary technical lead, consultant and day- to-day project manager/client liaison on the firm's largest consulting initiatives. • Manages all aspects of consulting projects, including work plans, project deliverables, scheduling, communications and client relations. • Consults with agencies, associations, civil service commissions, state peace officer standards and training bodies, union representatives, and other parties regarding all aspects of public safety human resources. • Conducts and reports job analysis, which includes the following tasks: conducting job observations; developing, administering and analyzing job-analysis questionnaires; reporting job-analysis findings; developing and facilitating task/skill-linkage workshops; analyzing linkage data; developing examination plans. • Conducts and reports criterion-related and content-validation studies. Analyzes data from these studies. Also develops technical reports, incorporating job-analysis, criterion-related and content- validation results. • Develops, validates and implements the following: cognitive, personality and situational-judgment tests for entry-level and 20 Copyright©1018,Industrial/Organizational Solutions.Inc CONFIDENTIAL—TRADE SECRET promotional positions; structured behavior-based interviews; written and role-play assessment exercises; physical-ability tests. • Acts as an assessor in assessment centers, structured interviews and other assessment components. Assesses candidates on critical competency areas. 2002 to 2005 Industrial/Organizational Solutions, Inc. Project Manager • Responsible for hiring, training and mentoring team of I/O Psychologists in test development/assessment projects. • Manages and serves as the primary technical lead, consultant and day- to-day project manager/client liaison on the firm's largest consulting initiatives. • Managed consulting team to ensure soundness of methodology, quality of products and services. • Managed all aspects of consulting projects, including contracting, determination of project deliverables, scheduling, communications, client relations, billing and ensuring the technical quality of all work to be completed. • Developed, validated, and implemented the following: cognitive, personality and situational-judgment tests for entry-level and promotional positions; structured behavior-based interviews; written and role-play assessment exercises. • Responsible for all phases of research and test development, including experimental design, data collection and analysis, item-writing and analysis, report-writing, and final presentation. • Conducted job analysis, which included the following tasks: job observations; developed, administered, and analyzed job-analysis questionnaires; reported job analysis findings; developed and facilitated task/skill-linkage workshops; analyzed linkage data; developed examination plans. • Conducted and reported criterion-related and content validation studies. Analyzed data from these studies. Developed technical reports, incorporating job analysis, criterion-related and content- validation results. 1997 to 2001 Stanard and Associates, Inc. Senior Human Resources Consultant • Served as primary project manager and consultant (reporting directly to the vice president) on projects involving entry-level selection and promotional assessment, performance management, employee- attitude survey development, and organizational analysis and development. 21 Copyright©2018,Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET • Managed all aspects of consulting projects, including contracting, determination of project deliverables, scheduling, communications, client relations, billing and ensuring the technical quality of all work to be completed. • Developed and implemented performance-management processes and 360-degree feedback instruments. • Developed entry-level selection processes and promotional processes in accordance with all local, state and federal guidelines. • Developed employee-attitude and retention surveys, analyzed data and prepared reports for clients. • Developed entry-level tests, promotional examinations and assessments, structured oral assessments/interviews, assessment centers and physical-ability assessments. • Conducted all technical aspects of consulting projects, including all phases of job analysis, product development, test administration, product training, data analysis, scoring, validation and project documentation/technical-report writing. • Advised clients on legal issues related to selection, promotion, evaluation of employee performance and other related human resources matters. • Conducted research on current products, including validation studies, statistical analyses and normative studies. Provided technical support for off-the-shelf products. • Responsible for new product development, including the development and validation of a nationwide correctional officer examination expected to increase company sales revenue by approximately 10-15 percent. • Supervised full-time consultant and was responsible for hiring, training and supervising all interns. • Wrote proposals and presented services to clients. 1999 NCS/Pearson Research Associate • Maintained and revised SRA employment tests, norms and administration manuals. Developed and programmed computerized versions of tests and provided technical support. 1997 The Ball Foundation Test and Selection Specialist • Provided entry-level testing services to local area apprenticeship programs and aided office manager with general human resources functions. • Developed an internal employee handbook. 22 Copyright 01018.IndustninllOrganizanonal Solutions,Inc. CONFIDENTIAL—TRADE SECRET • Conducted job analyses, constructed test batteries, administered examinations, and conducted scoring and reporting activities. • Developed a product catalog and coordinated nationwide distribution. • Conducted marketing and sales activities, including developing marketing pieces and attending relevant trade shows (SHRM, ASTD and APA). • Conducted preliminary research activities for test development. Summary of Selection Projects: Mr. O'Sullivan has a wealth of experience providing selection consulting services to a diverse listing of state, municipal and county public safety agencies. Following is a partial list of the jobs that Mr. O'Sullivan has personally managed in the past 16 years: Contract Title Project Description Timeframe Job analysis,written examination,and assessment center Houston Police Department development,validation,administration,and scoring for the rank 2018 of Sergeant Job analysis,written examination,and assessment center Houston Police Department development,validation,administration,and scoring for the rank 2018 of Lieutenant. Joh analysis,written examination,and assessment center Houston Police Department development,validation,administration,and scoring for the rank 2018 of Captain. Indianapolis Metropolitan Job analysis,written examination,and assessment center Police Department development,validation, administration,and scoring for the rank 2018 of Sergeant. Indianapolis Metropolitan Job analysis,written examination,and assessment center Police Department development validation, administration,and scoring for the rank 2018 of Lieutenant. Job analysis,written examination,and assessment center Indianapolis Metropolitan development,validation, administration,and scoring for the rank 2018 Police Department of Captain. Atlanta Police Department Written examination and assessment center development, 2018 validation,administration and scoring for the rank of Sergeant. Written examination and assessment center development, Atlanta Police Department 2018 validation,administration and scoring for the rank of Lieutenant. San Diego Police Job analysis,written examination,and assessment center Department development,validation,administration and scoring for the rank 2018 of Police Officer III. San Diego Police job analysis,written examination,and assessment center development,validation,administration and scoring for the rank 2018 Department of Detective. San Diego Police Job analysis,written examination,and assessment center Department development,validation, administration and scoring for the rank 2018 of Sergeant San Diego Police Job analysis,written examination,and assessment center 2018 Department development,validation,administration and scoring for the rank 23 Copyright©2018,IndustriallOrganizauonal Salunons,Inc CONFIDENTIAL—TRADE SECRET of Lieutenant. New York Civil Service. Job analysis,validations,and development of written examination 2015-2018 State Wide Entry Level Test to be used as a state tool. Pittsburgh, PA Bureau of Job analysis,written examination,and assessment center Police development,validation,administration,and scoring for the rank 2017 of Sergeant. Pittsburgh, PA Bureau of Job analysis,written examination, and assessment center Police development,validation,administration,and scoring for the rank 2017 of Lieutenant. Minneapolis, MN Police Written examination and assessment center development, 2017 Department validation,and administration for the rank of Lieutenant Miami, FL Police Job analysis and assessment center development,validation, 2017 Department administration,and scoring for the rank of Lieutenant. Buffalo, NY Police Job analysis,written examination,and assessment center Department development,validation, administration,and scoring for the rank 2017 of Detective. Buffalo, NY Police Job analysis,written examination,and assessment center Department development,validation, administration,and scoring for the rank 2017 of Detective Sergeant. Buffalo, NY Police Job analysis,written examination,and assessment center Department development,validation, administration,and scoring for the rank 2017 of Lieutenant. Buffalo, NY Police Job analysis,written examination,and assessment center Department development,validation, administration,and scoring for the rank 2017 of Captain. Buffalo,NY Police Job analysis,written examination,and assessment center Department development,validation,administration,and scoring for the rank 2017 of Inspector. San Francisco,CA Police Job analysis and assessment center development,validation. 2016-2017 Department administration,and scoring for the rank of Lieutenant Job analysis,written examination,and assessment center Chicago. IL Fire Department development,validation, administration,and scoring for the rank 2016-2017 of Paramedic Field Chief. Job analysis,written examination,and assessment center Chicago, IL Fire Department development validation,administration,and scoring for the rank 2016-2017 of Ambulance Commander, Cincinnati,OH Police Assessment center development,validation,administration,and 2016-2017 Department scoring for the rank of Captain. San Diego Police Job analysis,written examination,and assessment center Department development,validation, administration,and scoring for the rank 2016 of Police Officer III. San Diego Police Job analysis,written examination,and assessment center Department development,validation, administration,and scoring for the rank 2016 of Detective. San Diego Police Job analysis,written examination,and assessment center Department development,validation,administration,and scoring for the rank 2016 of Sergeant. San Diego Police Job analysis,written examination,and assessment center Department development,validation, administration,and scoring for the rank 2016 of Lieutenant Ann Arbor. MI Police Written examination and assessment center development 2016 Department validation,administration and scoring for the rank of Sergeant. Ann Arbor,MI Police Written examination and assessment center development 2016 Department validation,administration and scoring for the rank of Lieutenant. 24 Copyright©2018,IndustriallOrganlzavonal Solutions,Inc CONFIDENTIAL—TRADE SECRET Houston Police Department 2016 examination and assessment center development, 2016 validation,administration and scoring for the rank of Sergeant. Houston Police Department 2016 examination and assessment center development, 2016 validation,administration and scoring for the rank of Lieutenant. Houston Police Department Written examination and assessment center development, 2016 validation,administration and scoring for the rank of Captain. Minneapolis, MN Police Written examination and assessment center development. 2016 Department validation,and administration for the rank of Sergeant. Atlanta Police Department Written examination and assessment center development, 2016 validation,administration and scoring for the rank of Sergeant. Atlanta Police Department 2016 examination and assessment center development, 2016 validation, administration and scoring for the rank of Lieutenant Baltimore City, MD Police Job analysis update,written examination and assessment center Departmentdevelopment validation, administration and scoring for the rank 2015-2016 of Lieutenant. Baltimore City, MD Fire Job analysis,written examination,and assessment center Department development validation,and administration for the rank of EMS 2015 Battalion Chief. Baltimore City, MD Fire Job analysis,written examination,and assessment center development,validation,and administration for the rank of EMS 2015 Department Captain. Baltimore City, MD Fire Job analysis,written examination,and assessment center Departmentdevelopment,validation, and administration for the rank of EMS 2015 Lieutenant. Baltimore City, MD Fire Job analysis,written examination,and assessment center Department development,validation,and administration for the rank of 2015 Suppression Lieutenant. Baltimore City, MD Fire Job analysis,written examination,and assessment center Department development,validation,and administration for the rank of 2015 Suppression Captain. Baltimore City, MD Fire Job analysis,written examination,and assessment center development validation, and administration for the rank of 2015 Department Suppression Lieutenant. Cook County Sheriffs Written examination,validation,and scoring for the ranks of Office Department of 2015 Sergeant and Lieutenant. Corrections Cook County Sheriff's Written examination,validation,and scoring for the ranks of Office Department of Court 2015 Sergeant and Lieutenant. Services Cook County Sheriffs Written examination,validation, and scoring for the ranks of 2015 Office Police Officer,Sergeant and Lieutenant. Ann Arbor, MI Police Written examination and assessment center development, 2015 Department validation,administration and scoring for the rank of Sergeant. Ann Arbor, MI Police Written examination and assessment center development 2015 Department validation,administration and scoring for the rank of Lieutenant. Minneapolis, MN Police Written examinations and assessment center development 2015 Department validations,and administration for the ranks of Lieutenant. Milwaukee,WI Fire Job analysis,written examination,and assessment center development validation,and administration for the rank of 2015 Department Lieutenant. Milwaukee,WI Fire Job analysis,written examination,and assessment center development,validation,and administration for the rank of 2015 Department Captain. Minneapolis, MN Police Written examinations and assessment center development, 2014 25 Copyright©2018,Industrial/Organizational Solutions,Inc CONFIDENTIAL—TRADE SECRET Department validation,and administration for the rank of Sergeant. Arlington,TX Fire Job analysis review/update,written examination and assessment Department center development,validation,administration and scoring for the 2014 rank of Lieutenant. Arlington,TX Fire Job analysis review/update,written examination and assessment Departmentcenter development,validation,administration and scoring for the 2014 rank of Captain. Sc. Louis, MO Police Job analysis,written examination,and assessment center development,validation,and administration for the rank of 2013-2014 Department Lieutenant. Sc. Louis, MO Police Job analysis,written examination,and assessment center Departmentdevelopment,validation,and administration for the rank of 2013-2014 Captain. Miami,FL Police Job analysis,written examination,and assessment center Department development,validation, administration,and scoring for the rank 2013-2014 of Lieutenant. Atlanta, GA Police Job analysis,written examination,and assessment center Department development,validation, administration,and scoring for the rank 2013-2014 of Sergeant. Job analysis,written examination,and assessment center Atlanta,GA Police development,validation, administration,and scoring for the rank 2013-2014 Department of Lieutenant. San Diego,CA Police Job analysis written examination and structured oral assessment Departmentdevelopment,validation, administration and scoring for the rank 2013-2014 of Police Officer III. San Diego,CA Police Job analysis written examination and structured oral assessment Department development,validation, administration and scoring for the rank 2013-2014 of Detective. San Diego,CA Police Job analysis written examination and structured oral assessment Department development validation,administration and scoring for the rank 2013-2014 of Sergeant. San Diego, CA Police Job analysis written examination and structured oral assessment Departmentdevelopment,validation,administration and scoring for the rank 2013-2014 of Lieutenant. Chicago, IL Police Job analysis,written examination,and assessment center Departmentdevelopment,validation,administration,and scoring for the rank 2013-2014 of Sergeant Milwaukee,WI Fire Job analysis,written examination,and assessment center Department development,validation, and administration for the rank of 2013 Captain. Milwaukee,WI Fire Job analysis,written examination,and assessment center Department development validation,and administration for the rank of 2013 Lieutenant. Milwaukee,WI Fire Job analysis,written examination,and assessment center 2013 Department development,validation,and administration for the rank of HMO. San Jose,CA Fire Written examination and assessment center development, 2013 Department validation,and administration for the rank of Fire Engineer. San Jose, CA Fire Written examination and assessment center development Department validation,and administration for the rank of Prevention 2013 Inspector. San Jose, CA Fire Written examination and assessment center development, 2013 Department validation,and administration for the rank of Arson Investigator. Springfield, IL Police and Fire Written Examinations and Oral Interview development and 2013 Departments administration for police and fire. 26 Copyright©3018,Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET Minneapolis, MN Police Job analysis review/update,written examination and assessment Department center development,validations,administration and scoring for 2012-2013 the rank of Lieutenant. Job analysis written examination and structured oral Buffalo Police Department assessment/assessment center development,validations, 2011-2012 administration and scoring for Detective, Detective-Sergeant, Lieutenant,Captain and Inspector. San Diego, CA Police Job analysis written examination and structured oral assessment Department S development,validations,administration and scoring for police 2011-2012 officer 111. Detective. Sergeant and Lieutenant. Atlanta.GA Police Job analysis update,written examination and structured oral Department Sergeant and assessment development,validations,administration and scoring 2011-2012 Lieutenant Promotional for police Sergeant and Lieutenant. Process Tulsa,OK Police Job analysis and written examination and assessment center Department development,validation, administration and scoring far the ranks 2011-2012 of Corporal,Sergeant, Captain, Major and Deputy Chief. Ann Arbor.MI Police Written examination and assessment center development, Department validation,administration and scoring for the ranks of Sergeant 2011-2012 and Lieutenant. Job analysis and written examination and assessment center Chicago Fire Department, development,validation,administration and scoring for the rank 2011-2012 EMS of Ambulance Commander and Paramedic Field Chief Oversight on the development of written examinations and assessment centers, including development,validation, Omaha Police and Fire administration and scoring for the rank of Police Sergeant, Department Lieutenant and Captain and Fire Specialist, Lieutenant,Captain and 2011-2012 Battalion Chief. Conduct job analysis for all protective services ranks.Assistance with the implementation of the city's entry-level fire fighter selection process. Florida Department of Written examination development, validation,administration and Transportation, Motor 2011 Carrier Division scoring for the rank of Sergeant. Written examination development,validation,administration and Cook County Sheriffs scoring for the ranks of Corrections Sergeant and Lieutenant, 201 Office promotional process Court Services Sergeant and Lieutenant and Sheriffs Police Officer(lateral), Sergeant and Lieutenant. Springfield, IL Police and Fire Test coordination,administration,scoring/banding,analysis and 2011 Departments reporting for entry-level positions of police officer and firefighter. Minneapolis Police Written examination and assessment center development, 2011 Department validation,administration and scoring for the rank of Sergeant Development and validation of a test battery for Police Officer in the BPD. Includes the development of a parallel cognitive examination,the transportability of an integrity inventory and an Buffalo Police Department assessment of personality. Worked with city's legal council, the 2010-2011 DOJ (and DOJ's testing expert)and the local courts to implement a suitable entry-level selection process and was able to lift 33-year old court oversight of the process. Arlington,TX Fire Written examination and assessment center development, validation,administration and scoring for the ranks of Lieutenant 2010-2011 Department and Captain. Minneapolis Police Written examination and assessment center development, 2010-201 Department validation,administration and scoring for the rank of Lieutenant. Illinois State Police(through Written examination and assessment center development, 2010 the State Police Merit validation,administration and scoring for the ranks of Sergeant 27 Copyright©2018.IndustrlallOrganizational Solutions,Inc CONFIDENTIAL—TRADE SECRET Board) and Master Sergeant. Houston Police Department Written examination and assessment center development. validation,administration and scoring for the rank of Lieutenant 2010 Promotional Process (Additional testing from 2009 list). Massachusetts State Police Written job knowledge development,validation and 2010 administration to the rank of Sergeant Washington D.C. Fire Job analysis,written examination and assessment center Sergeant. Lieutenant and development,validation, administration and scoring for three 2009-2010 Captain Promotional ranks Process Washington D.C. Fire Job analysis,written examination and assessment center Suppression Battalion Chief development validation,administration and scoring for Fire 2009-2010 Promotional Process Suppression Battalion Chief Washington D.C.EMS Job analysis,written examination and assessment center Captain Promotional development,validation,administration and scoring for EMS 2009-2010 Process Captain City of Chicago- Police Test coordination,administration,scoring,analysis and reporting Communication Operator 2010 for entry-level position. Selection Process San Diego,CA Police Job analysis,written examination and structured oral assessment Department Sergeant and development,validation,administration and scoring for police 2009-2010 Lieutenant Promotional Sergeant and Lieutenant Process Los Alamos Fire Department Promotional Assessment center development,validation,training, 2009 Process to Assistant Chief administration and reporting for the ranks of AC and DC. and Deputy Chief Illinois State Police(through the State Police Merit Job analysis to the rank of Trooper. 2009 Board) City of Chicago-Police Job analysis,test development and validation for a test of oral Communication Operator I communication clarity. Test coordination, administration, scoring, 2009 Selection Process analysis and reporting for entry-level position. Atlanta, GA Police Job analysis,written examination and structured oral assessment Department Sergeant and development,validations,administration and scoring for police 2009 Lieutenant Promotional Sergeant and Lieutenant Process Chicago Fire Department- Retesting for entry-level fire examination for military candidates Entry-Level Fire USERRA per USERRA: Fire entry-level written examination administration 2009 Examination and application processing. Written examination development and administration for sheriffs Cook County Sheriffs police Sergeant and Lieutenant court services Sergeant and 2009 Office promotional process Lieutenant and correctional division Sergeant, Lieutenant and Captain. Houston Police Department Written examination and assessment center development 2009 Promotional Process validation,administration and scoring for the rank of Lieutenant Houston Police Department Written examination and assessment center development 2009 Promotional Process validation,administration and scoring for the rank of Captain. Washington, D.C. Development of a job knowledge examinations for the ranks of Metropolitan Police 2006-2009 Sergeant Lieutenant and Captain Department Massachusetts State Police Written job knowledge and structured oral assessment 2009 development,validation and administration to the rank of Captain. Minneapolis Police Job analysis to the ranks of Sergeant Lieutenant and Captain for 2009 the MPD. 28 Copyright©2018,industriullOrganizational Solutions.Inc. CONFIDENTIAL—TRADE SECRET DC Metro Police Development of a job knowledge examination for the ranks of 2008-2009 Sergeant, Lieutenant,and Captain. Job analysis,validation,administration and scoring on a fire entry- Milwaukee Fire Department level examination for the city of Milwaukee. Development, 2008-2009 Entry-Level Testing Process validation and assessor training of an entry-level fire structured oral interview. Austin,TX Police Developed,validated,and administered an assessment center for 2008 Commander and Lieutenant the ranks of Lieutenant and Commander. Promotional Process Buffalo. NY Police Retesting for military candidates: Written examination and 2008 Promotional Process assessment center for Lieutenant, Detective and Captain. Entry-level written examination validation,administration. Chicago Fire Department- application processing and scoring for Fire Communications 2008 FCOI Entry-Level Testing Officer I position. Joplin MO Police Development and validation of an entry-level police physical ability Department PAT 2008 test for the Joplin Police Department. Development Los Alamos Fire Development,validation and administration of assessment centers Department Promotional 2008 for the ranks of Battalion Chief and Assistant Chief for LAFD. Process Lisle. IL Police Department Administration of an OTS written examination and development, Promotional Process for validation,administration and scoring of a Sergeant assessment 2008 Sergeant center. Buffalo, NY Police Job analysis,written examination and structured oral interview Promotional Process to the (Detective) and structured oral assessment(Detective Sergeant) 2008 ranks of Detective and development,validation, administration and scoring for police Detective Sergeant Detective and Detective Sergeant. Buffalo, NY Police Job analysis,written examination and assessment center Promotional Process to the development,validation,administration and scoring for police 2008 ranks of Captain and Captain and Inspector. Inspector Buffalo, NY Police Job analysis,written examination and structured oral assessment Promotional Process to the development,validation, administration and scoring for police 2008 rank of Lieutenant Lieutenant. Retesting of entry-level test made up of three parallel forms State of New Jersey, (developed in 2005-2006)for positions statewide including law Department of Personnel enforcement officer,sheriffs officer,sheriffs deputy,corrections 2008 officer, state ranger,etc.Scoring and analysis for NJ-LEE 2008 administration Moline, IL Police Development,validation and administration of a written Department Promotional examination and assessment center to the rank of Lieutenant in 2007 Process to Lieutenant the Moline PD. Job analysis for the ranks of Corporal,Sergeant and Lieutenant in Gwinnett County,GA the Police,Sheriffs and Corrections Department;Job analysis for 2007 Protective Services the ranks of Driver Engineer, Lieutenant and Captain in the Fire Department. Chicago Fire Department- Entry-level written examination validation,administration Entry-Level Fire Written 2006 coordination and scoring--project consultant role. Examination Forsyth, GA Sheriffs Promotional written examination and assessment center development,validation and administration to the ranks of 2006 Department Sergeant, Lieutenant&Captain. Tacoma, WA Police Lieutenant promotional examination development. 2006 Department Houston,TX Police Promotional written examination and assessment center 2005-2006 29 Copyright©201 S.IndurtnallOrgonizauonol Solutions.Inc. CONFIDENTIAL—TRADE SECRET Department development,validation,and administration to the rank of Captain.Development and administration of a promotional job knowledge examination for 4I candidates,as well as the development of an assessment center for 25 candidates. Austin,TX Police Conducted a job analysis and managed the job knowledge 2005-2006 Department examination development for the rank of Corporal. State of New jersey, Re-development of three forms of the NJ-LEE entry-level 2005-2006 Department of Personnel selection tool. Minneapolis, MN Police Assessment center development,validation,and administration to Department the rank of Lieutenant.Job analysis revision&assessment center 2005 development,validation&administration for 40 candidates. Austin,TX Police Developed,validated,and administered an assessment center for 2005 Department the rank of Sergeant. Austin,TX Police Conducted a job analysis and managed the job knowledge 2005 Department examination development for the rank of Detective. Job analysis.assessment center development;situation judgment Orange County, FL Fire test development,computer writing assessment development and 2005 Rescue Department job knowledge examination development for the rank to Lieutenant. Massachusetts State Police Written job knowledge and structured oral assessment 2005 development,validation and administration to the rank of Captain. Gwinnett County, GA Written job knowledge development,validation and Protective Services administration to the rank of Corporal in the Sheriffs 2005 Department. Gwinnett County. GA Written job knowledge development,validation and 2005 Protective Services administration to the rank of Sergeant in the Sheriffs Department. Gwinnett County,GA Written job knowledge and assessment center development. Protective Services validation and administration to the rank of Lieutenant in the 2005 Sheriff's Department. Gwinnett County,GA Written job knowledge and assessment center development. Protective Services validation and administration to the rank of Lieutenant in the 2005 Sheriffs Department. Gwinnett County.GA Written job knowledge and assessment center development, Protective Services validation and administration to the rank of Sergeant in the 2005 Corrections Department. Gwinnett County,GA Written job knowledge development,validation and 2005 Protective Services administration to the rank of Corporal in the Police Department. Fort Lauderdale, FL Fire Fire Inspector II promotional examination development. 2005 Department Fort Lauderdale. FL Fire Driver Engineer promotional examination development 2005 Department Tacoma.WA Police Captain promotional examination development. 2005 Department Tacoma.WA Police Detective promotional examination development. 2005 Department Entry-level examination administration;PAT West Pittston,PA Police administration/consultation& oral board development and 2005 Department administration for 27 candidates in August,2005 &9 candidates in October,2005. Washington, D.C. Development of a job knowledge examination for the ranks of Metropolitan Police Sergeant.Lieutenant.and Captain,for 1015. 196,and 108 2004-2005 Department candidates, respectively. Austin.TX Police Developed,validated,and administered an assessment center for 2004-2005 Department the ranks of Lieutenant and Commander. 30 Copyright©1018,Indu,thaIfOrgoniEot,onol Solutions,Inc. CONFIDENTIAL—TRADE SECRET Written job knowledge and structured oral assessment Massachusetts State Police development,validation and administration to the rank of 2004-2005 Lieutenant. Reading. MA Police Assessment center development and administration to the rank of 2004-2005 Department Police Chief. Springfield, MO Police Promotional written examination and assessment center Department development,validation&administration to the ranks of Corporal 2004-2005 &Sergeant. Statewide job analysis,physical ability test development, assessment center development;situation judgment test State of New Jersey, development,computer writing assessment development and job Department of Personnel knowledge examination development.Initial job analysis and 2004 entry-level test development and validation of three parallel forms for positions statewide including law enforcement officer,sheriffs officer, sheriffs deputy, corrections officer,state ranger,etc. Gwinnett County, GA Written job knowledge and assessment center development, Protective Services validation and administration to the rank of Lieutenant in the 2004 Sheriff's Department. Written job knowledge and assessment center development, Gwinnett County,GA validation and administration to the rank of Communications 2004 Protective Services Officer III& IV in the Communication's Division of the Police Department. Gwinnett County,GA Written job knowledge development,validation and 2004 Protective Services administration to the rank of Sergeant in the Sheriffs Department. Gwinnett County, GA Written job knowledge and assessment center development, Protective Services validation and administration to the rank of Sergeant in the Police 2004 Department. St.John's Island,SC Fire Entry-level and incumbent standard physical ability test 2004 Protection District development&validation and fitness program development. McHenry County, IL Promotional written examination and assessment center Sheriffs Departmentdevelopment and administration to the rank of Lieutenant,8 2004 candidates. 7 assessors recruited. Westchester, IL Fire Promotional written examination and assessment center Department development and administration to the rank of Lieutenant- 5 2004 candidates(3 AC). Norwalk. CT Police Conducted a job analysis,entry-level (NCJOSI) test field-testing. 2004 Department and criterion validation. Orange County, FL Fire Job analysis,assessment center development;situation judgment Rescue Department test development,computer writing assessment development for Spring 2004 the rank to Battalion Chief. Job analysis, assessment center development;situation judgment Orange County. FL Fire test development,computer writing assessment development and Fall 2004 Rescue Department job knowledge examination development for the rank to Battalion Chief. New York State Police Entry-Level written examination validation.Conducted a job Department analysis,field tested I/O Solutions Entry-Level Exam(NCJOSI), 2003-2004 and validated the criterion of the NCJOSI. Massachusetts State Police Written job knowledge examination development,validation and 2003-2004 administration to the rank of Sergeant. Ozark,AL and Enterprise, Entry-level and incumbent standard physical ability test 2003-2004 AL Fire Departments development&validation for two agencies. Gwinnett County,GA Written job knowledge development,validation and 2003 Protective Services administration to the rank of Corporal in the Police Department. Gwinnett County, GA Written job knowledge development,validation and 2003 Protective Services administration to the rank of Sergeant in the Sheriffs Department 31 Copyright©2018,IndustrioIIOrgon,zotioncI Sounons.Inc CONFIDENTIAL—TRADE SECRET Gwinnett County,GA Written job knowledge and assessment center development. Protective Services validation and administration to the rank of Sergeant in the Police 2003 Department. Schaumburg,IL Police Promotional written examination development and administration 2003 Department to the rank of Lieutenant,3 candidates. Westmont IL Police Promotional Job Knowledge Examination Development& Department Assessment Center Development for I I sergeant(8 AC) 2003 candidates and 4 lieutenant candidates(3 AC). Clarksville,TN Police Promotional process development and validation for the ranks of 2003 Department Sergeant&Lieutenant. Richton Park, IL Police Assessment center development and administration to the rank of 2003 Department Sergeant,3 candidates, 3 assessors recruited. New Haven,CT Fire Promotional written job knowledge examination and structured Department oral assessment development.validation&administration to the 2003 ranks of Lieutenant and Captain. Frankfort. KY Fire Assessment center development and administration to the ranks Departmentof Driver Engineer, Lieutenant,Captain, Battalion Chief& Deputy 2003 Chief. Gwinnett County, GA Written job knowledge and assessment center development, Protective Services validation and administration to the rank of Lieutenant in the 2002-2003 Police Department. Written job knowledge and practical tactical exercise Gwinnett County, GA development,validation and administration to the rank of Driver 2002-2003 Protective Services Engineer in the Fire Department. North Miami, FL Police Promotional written examination and assessment center Department development,validation&administration to the ranks of Sergeant 2002-2003 &Lieutenant. Matteson.IL Police Assessment center development and administration to the rank of 2002-2003 Department Sergeant, 5 candidates, 3 assessors recruited. Tulsa, OK Police and Fire Entry-level police and fire written examination development& Department validation, structured oral interview development&validation and 2002-2003 entry-level physical ability test development&validation. Entry-level video-based situational judgment test development, Massachusetts State Police 2002 validation and administration. Gwinnett County,GA Written job knowledge examination development,validation and Protective Services administration to the rank of Corporal in the Sheriffs 2002 Department. Written job knowledge,assessment center development and Gwinnett County,GA structured oral assessment development validation and 2002 Protective Services administration to the rank of Sergeant in the Correction's Department. Written job knowledge and assessment center development Gwinnett County, GA validation and administration to the rank of Lieutenant in the 2002 Protective Services Sheriffs Department. Gwinnett County, GA Written job knowledge development,validation and Protective Services administration to the rank of Corporal in the Corrections 2002 Department. Written job knowledge and assessment center development, Gwinnett County,GA validation and administration to the rank of Captain in the Fire 2002 Protective Services Department. Entry-level police written examination development&validation, North Miami, FL Police B-PAD validation, entry-level physical ability test validation and 2002 Department entry-level selection process review. Roselle,IL Police 2002 Department Managerial assessment for promotion to Deputy Chief. 32 Copyright©1018,Industriallorganizaeonal Solution,Inc. CONFIDENTIAL-TRADE SECRET Job analysis for the ranks of Corporal,Sergeant and Lieutenant in the Police,Sheriffs and Corrections Department;Job analysis for 2002 Gwinnett County, GA the ranks of Driver Engineer, Lieutenant and Captain in the Fire Protective Services Department Publications: O'Sullivan, B.J. and Roch, S. (April 1999). The Longitudinal Effects of FOR and Observational Training on Accuracy. Paper presented at the 146" Annual Meeting for the Society for Industrial and Organizational Psychology, Atlanta, GA. Jones, J.A., O'Sullivan, B.J., and Carson, A. (August 1998). Mechanical Aptitude Measurement. Paper presented at the Meeting of the American Psychological Association, San Francisco, CA. 33 Copyright©2018,Indusviollarganizaconal Solutions,Inc. CONFIDENTIAL—TRADE SECRET • roe, :so g MARK W. TAWNEY, Ph.D. Principal & Vice President of Testing Services Background Statement: Dr. Tawney has more than ten years of experience in public safety testing and assessment and has led the test publication and research and development divisions of two national public safety testing firms. Dr. Tawney is a Principal Member who leads our Testing Services division. Dr. Tawney is a gifted psychometrician and test validation expert. He holds a Ph.D. in Industrial/Organizational Psychology from Illinois Institute of Technology and a Master's degree in Experimental Psychology from DePaul University. Dr. Tawney's major area of research and contribution to the field of I/O psychology deals with investigating alternative methodologies to enhance non-cognitive selection tools. His research aims to enhance the predictive quality of these assessment tools such that they can be used in conjunction with more traditional cognitive assessments. Education: Illinois Institute of Technology, Chicago, Illinois Ph.D.: Industrial/Organizational Psychology (2012) Master of Science: Industrial/Organizational Psychology (2007) DePaul University, Chicago, Illinois Master of Science, Experimental Psychology (2005) Coe College, Cedar Rapids, Iowa Bachelor of Science, Psychology & Philosophy (2003) Affiliations: Society for Industrial/Organizational Psychology(STOP) Chicago Industrial/Organizational/Psychology (CIOP) Professional Experience: 2013 to Present Industrial/Organizational Solutions, Inc. Principle - Vice President of Testing Services 2011 to 2013 Selection Works, LLC. Co-Founder - Vice President of Research and Development 2005 to 2011 Industrial/Organizational Solutions, Inc. Research and Development Manager 34 Copyrght 02018,Industrial/Organizational Solutions.Inc. CONFIDENTIAL—TRADE SECRET • Summary of Selection Projects: The following table provides a small sampling of Dr. Tawney's projects over the past few years. Client Consulting Work Client Project Description Timeframe Development of state-wide entry-level selection examination for the State of New York.Project work includes: Examination plan development from New York State job analytic data, development of cognitive and non-cognitive questions, Department of Civil pilot and local field-testing,and criterion-related and content validation 2016-Present Service strategies for the various components of the examination.Served as Department's expert to collaborate with the Department of Justice,who had oversight on the project. Oversaw the development,validation,and implementation of entry-level Milwaukee,WI Fire selection process which included an exam battery of cognitive ability, 2017-Present Department personality,and a structured oral interview. Developed methods for deploying"daily'SOI training for 200 plus civilian raters. Cincinnati, OH Fire Conducted local transportation validation study and job analysis for an entry-level selection tool for the position of firefighter.Analyzed results 2017-Present Department for an assessment of impact of minimally qualified cut-off point. Oversaw the development,validation,and implementation of entry-level Indianapolis, IN Police selection process which included an exam battery of cognitive ability, 2017-Present Department integrity and a structured oral assessment-including a video-based writing sample,video-based SJT,and structured oral interview. Chicago, IL Police Developed methodologies and strategies to establish minimally qualified Departmentcut-pointfor the developed examination and analyzed the testing impact 2017-2018 on sub-groups. Customized and validated entry-level selection process for the entry-level positions. Including CTT and DIF analysis for item level impact. Cook County Merit Conducted empirical keying methodology to validate a custom keying 2017 Board, IL solution for a measure of integrity. Project yielded customized solution that greatly reduced impact against protected classes,while maintaining prediction of essential criteria. Oversaw the development,validation,and implementation of entry-level Edmond,OK Fire selection process which included an exam battery of cognitive ability, Department personality, integrity and a structured oral interview. Developed methods 2017 for adding structure to final stage Chiefs interview-a semi-structured interview. Indianapolis, IN Fire Oversaw the development,validation,and implementation of entry-level Department selection process which included an exam battery of cognitive ability. 2017 personality, integrity and a structured oral interview. Cincinnati, OH Police Conducted local transportation validation study and job analysis for an Department entry-level selection tool for the position of police officer.Analyzed 2017 results for an assessment of impact of minimally qualified cut-off point. Conducted local transportation validation study and job analysis for an Richmond.VA Fire entry-level selection tool for the position of firefighter.Analyzed results 2017 Department for an assessment of impact of minimally qualified cut-off point. Customized and re-validated entry-level selection process for the entry- level firefighter position across the state of New Jersey.Including CTT New Jersey Civil Service and DIF analysis for item level impact, and removal of poor functioning 2017-Present Commission items.Conducted predictive validation study with selection tool by linking recently hired firefighters'academy and job performance with their examination results. 35 Copyright©2018,IndusmallOrganizocional Solutions,Inc CONFIDENTIAL—TRADE SECRET New York Mass Transit Conducted a state-wide transportability validation study for the large scale Authority Police administration of an entry-level police examination to approximately 2017 Department 20,000 applicants. Customized an entry-level selection exam and conducted a Lubbock.TX transportability validation study,while servicing as City's expert to 2016-2017 collaborate with the Department of Justice. Dallas,TX Police Conducted job analysis for all non-executive ranks within the department. 2016-2017 Department Montgomery County. MD Customized and validated entry-level selection process for the entry-level firefighter position.Including CTT and DIF analysis for item level impact. Fire and Rescue 2016 transportability study and structure oral interview development utilizing a Department content validation strategy. Customized and validated entry-level selection process for the entry-level Chicago, IL Police police officer position. Including CTT and DIF analysis for item level 2016 Department impact. Conducted empirical keying methodology to validate a custom keying solution for a measure of integrity. Customized and validated entry-level selection exam for the entry-level Bridgeport, CT Fire firefighter position.Including CTT and DIF analysis for item level impact, 2016 Department concurrent validation study and content validation study for a situational judgement test. Norwalk. CT Fire Standardization,cut-off score analysis, and impact statistics of entry-level Department testing battery which included a multi-staged written exams and 2016 structured oral interview. Buffalo. NY Police Development and validation of entry-level selection exam for the entry- 2015-2016 Department level police officers position. Development of state-wide job analysis for the purpose of developing and validation a new entry-level selection process for the State of New York. New York State Project work included:Job analysis interviews and observation, Department of Civil development of job analysis questionnaire and linkage analysis survey and 2015-2016 Service the development of a comprehensive state-wide sampling plan and analysis.Served as Departments expert to collaborate with the Department of Justice,who had oversight on the project. Massachusetts Trial Court Development and validation of physical ability test for the position of 2015 entry-level court officers for the Massachusetts Trail Court. Customized and developed entry-level selection tool to hire for the entry-level police officers for the Bridgeport,CT Police Department Bridgeport.CT Police which included:local field-testing and criterion-related validation study, 2015 Department content validation sessions and custom scoring of a Situation judgement test with SMEs, item-analysis and DIF analysis on archival examination results,custom cut-score analysis. Customized and developed entry-level selection tool to hire for the entry-level firefighter position in the State of New Jersey which included: New Jersey Civil Service transportation of evidence for a written exam,local field-testing,content 2015 Commission validation sessions and custom scoring of a Situation judgement test with SMEs,field test and validation of a physical ability test,item-analysis and DIF analysis on examination results,custom cut-score analysis. Houston.TX Fire Assessed test and item functioning after initial use by means of conducting Department DIF analysis and item analysis on applicant data with the goal of improving 2015 future test performance. Florida Department of Conduct state-wide job analysis for the entry-level firefighter position Financial Service- (paid and volunteer)in the State of Florida which includes:interviews, 2014-2015 Firefighter Job Task large scale job analysis questionnaire deployment to over 5000 incumbent Analysis firefighters, linkage analysis,and development of technical reports. Chicago, IL Fire Aided in the validation and customization work of an entry-level selection 2014-2015 36 Copyright©2016.IndusvlollOrganlzotoncl Solutions,Inc. CONFIDENTIAL—TRADE SECRET Department tool to hire entry-level firefighters for the city of Chicago. Developed methodologies and strategies to establish minimally qualified cut-point for the developed examination and analyzed the testing impact on sub-groups. Conducted state-wide job analysis for the entry-level firefighter position in New Jersey Civil Service the State of New Jersey which included: interviews, large scale job analysis 2014-2015 Commission questionnaire deployment to 3000 incumbent firefighters,linkage analysis and test plan development. Miami. FL Fire Department Conducted job analysis,transportability validation study and cut-off score 2014 analysis for an entry-level selection examination. Conducted state-wide job analysis, test customization and validation of Massachusetts Trial Court the entry-level selection examination for three position within the 2014 organization. Aided in the validation and customization work of an entry-level selection Chicago IL Police tool to hire entry-level police officers for the city of Chicago. DepartmentDeveloped methodologies and strategies to establish minimally qualified 2013-2014 cut-point for the developed examination and analyzed the testing impact on sub-groups. Validated and customized a scoring solution of an off-the-shelf product for Pittsburgh PA Fire use in hiring entry-level firefighters.Conducted DIF analysis, item-analysis and cut-score analysis as well as pareto-optimal weighting analysis 2013-2014 Department between battery components to ensure examination process was unbiased and withstood legal scrutiny. Pittsburgh PA Fire Served as a technical expert for the city as they collaborated with the 2013-2014 Department Department of Justice for the entry-level hiring process. Customized and validated off-the-shelf selection tool for use by the state Pennsylvania State Police to select individuals to enter into state academies.Conducted DIF 2013-2014 analysis, item-analysis and a cut-score analysis to ensure examination was unbiased against sub-groups Connecticut Emergency Developed and validated Emergency Medical Examinations(EMR&EMT) 2013-2014 Medical Services recertification exams for the state of Connecticut Conducted transportability validation study and job analysis for the development and customization of an entry-level firefighter selection San Antonio,TX battery including a cognitive ability measure,personality index and 2009-Present integrity inventory.Oversaw the delivery and administration of this selection system. Conducted transportability validation study and job analysis for the development and customization of an entry-level police officer selection San Antonio,TX battery including a cognitive ability measure,personality index and 2009-Present integrity inventory.Oversaw the delivery and administration of this selection system. Developed and validated a customized entry-level selection tool to hire Houston,TX Fire entry-level firefighters. Department Assessed test and item functioning after initial use by means of 2012-2013 conducting DIF analysis and item analysis on applicant data with the goal of improving future test performance. Illinois State Police& Developed and validated a customized entry-level selection tool to select Illinois State Police Merit 2012 applicants to enter into academies. Board Edmond,OK Fire Developed and validated a customized entry-level selection tool to hire 2012 Department entry-level firefighters. Developed globally administered sales talent assessment tool used by Dell Dell Computers Large Enterprise Unit to aid in a larger organization change initiative. 2009-2011 Managed the IT infrastructure development of a web administration 37 Copyright©2W 8,Industrial/Organizational Solutions,Inc CONFIDENTIAL—TRADE SECRET application to allow for global deployment of the assessment tool. Managed assessment tool's translation into 6 languages and assessed parallelism by means of structural equation modeling. Development and validation of entry-level selection process battery, including a cognitive ability measure, personality index,and integrity Austin,TX Fire inventory. 2010-2011 Department Served as technical expert and legal support for the development, validation,and implementation of entry-level selection process. Seattle Fire Department Designed a testing process and customized scoring solution for 201 I firefighters. Cook County Merit Developed and presented county-wide candidate orientation and test Board, IL preparation program for County's entry-level criminal justice officer 2009-2011 positions. Bridgeport, CT Police Oversaw the development,validation,and implementation of entry-level Departmentselection process which included an exam battery of cognitive ability, 2010 personality,integrity and a structured oral interview. Development and validation of a test battery for Police Officer in the BPD. Includes the development of a parallel cognitive examination,the Buffalo, NY Police transportability of an integrity inventory and an assessment of personality. 2010-2011 Department Worked with city's legal council,the DOJ (and DOJ's testing expert) and the local courts to implement a suitable entry-level selection process and was able to lift 33-year old court oversight of the process. Missouri State Highway Conducted longitudinal study to validate integrity exam for entry-level 2007-2010 Patrol troopers. Developed,validated and implemented state-wide entry-level selection New York State Police exam, including the customization of a personality inventory and cognitive 2009 ability tool. Milwaukee Fire Conducted job analysis,transportability validation study,and examination 2008 Department customization I development for the entry-level selection process. Served as technical expert for the development of EMT—Intermediate Wisconsin Emergency Technician exam. 2008 Medical Service Board Developed, implemented and supported state wide web-application system for the delivery of EMT—I-Tech exam program. Florida Department of Developed,validated and implemented statewide assessment program for Law Enforcement entry-level criminal justice officers and managed statewide client service 2006-Present for this program. Criminal Justice Officer Basic Abilities Test- Law Entry-level examination for the State of Florida's law enforcement 2007 Enforcement Officer positions. Exam measures cognitive ability. (CJBAT- LEO) Criminal Justice Officer Basic Abilities Test- Entry-level examination for the State of Florida's corrections positions. 2007 Corrections Officer Exam measures cognitive ability. (CJBAT-CO) Published Assessments Assessment Tool Description Timeframe Law Enforcement Officers Entry-level examination battery for law enforcement containing cognitive 2011-2012 Selection Tool (LST) ability,personality,biodata and integrity. Firefighter Selection Tool Entry-level examination battery for fire services containing cognitive 2011-2012 (FST) ability,personality, biodata and integrity. Situational-Based Styles Entry-level situational judgment test(SIT)for fire services. 2011-2012 38 Copyright©2018,Industrd/Organizotionol Solutions,Inc CONFIDENTIAL—TRADE SECRET Assessment-Firefighter (SBSA-FF) Situational-Based Styles Assessment- Law Entry-level situational judgment test(SJT) for law enforcement. 2011-2012 Enforcement Officer (SBSA-LEO) Dispatcher Selection Tool Entry-level examination for emergency dispatcher.Assessment consists of 2011-2012 (DST) a cognitive ability measure. Assessment to identify individuals who are likely to be successful in sales Sales Talent Indicator who have no previous experience based on a personality and attribute 2009-2010 inventory. Assessment to identify talented sales staff with two or more years of Sales Talent Predictor experience.Assessment battery includes sales competency model and a 2009-2010 personality and attribute inventory. National Criminal Justice Officers Selection Entry-level examination battery for law enforcement containing cognitive 2009 Inventory-Integrity ability and integrity. (NCiOS1A2) Integrity Inventory 2009 for the public safety sector,this examination measures the 2009 construct of integrity. National Firefighter Entry-level examination battery for fire services containing cognitive ability Selection Inventory(NES') and personality. Personality framework was redesigned from previous 2008 version. Publications: • Choplin, J. M. & Tawney, M. W. (August, 2005). Comparison-Induced Anchoring Effects, Proceedings of the 27th Annual Conference of the Cognitive Science Society, Stresa, Italy. • Lege!, C. C., O'Sullivan, B. J. & Tawney, M. W. (2011). Considering Disparate Impact Beyond Impact Ratios. Presented at the 2011 International Personnel Assessment Council Conference, Washington D.C. • Tawney, M. W. (2006). Implicit attitudes, racial bias, and LMX: The impact of latent racism on leader member exchange relationships. Presented at the 27th Annual Industrial Organizational and Organizational Behavior (100B) Conference, Fairfax, VA. • Tawney, M. W. (2008). Integrity Testing...the Selection Tool of the Future. Law & Order Magazine, 56(12), 34-38. • Tawney, M. W. and Choplin J. (2004) Comparison-induced anchoring effects. Presented at the Midwest Psychology Association, Chicago, IL • Tawney, M. W., and Deprez-Sims, A-S. (2010). Integrity Testing for Public Safety Selection. Presented at the 118th American Psychological Association (APA) conference, San Diego, CA. • Tawney, M. W., Ishaya, N. and Ayman, R. (2007). Effect of Ratings sources and Leader's Gender on Performance Appraisal. Presented at the 28th Annual Industrial Organizational and Organizational Behavior (1008) Conference, Indianapolis, IN. • Tawney, M. W., and Lehn, D. (2003). Individual difference in sensory threshold for self-relevant stimuli as a function of self-consciousness. Presented at Midwest Psychology Association, Chicago, IL. 39 Copyright©2018,Industrial/argamzational Solutions,Inc CONFIDENTIAL—TRADE SECRET • Tawney, M. W., Mead, A., & Solberg, E. (April, 2008). Empirical keying of personality-oriented data: Development and comparison of methods. Symposium Presented at the 23rd Annual Society for Industrial and Organizational Psychology Conference, San Francisco, CA. • Towler, A. & Tawney, M. W. (March, 2008). Charismatic leadership emergence: Role of work values. Presented at the 20th Annual Association for Psychological Science Conference, Chicago, IL. 40 Copyright©2018.Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET BRIAN J. MARENTETTE, Ph.D. Manager, Strategic Assessments Background Statement: Dr. Marentette's primary areas of expertise include applied statistics, psychometrics, job analysis, test development, and test validation. Dr. Marentette has published research in the International Journal of Selection and Assessment and the Organizational Psychology Review and has taught several college courses in the area of psychological testing. He is also an active member in the Society for Industrial/Organizational Psychology, frequently presenting research at the annual conference. Dr. Marentette brings a high level of technical knowledge and expertise to his clients in developing and validating situational judgment tests, personality assessments, job simulations, structured oral interviews, job knowledge tests and assessment centers. Education: DePaul University, Chicago, Illinois Ph.D. in Industrial/Organizational Psychology (2015) California State University, Sacramento, California M.A. in Industrial/Organizational Psychology (2009) Michigan State University, East Lansing, Michigan B.A. in Psychology (2005) Affiliations: Society for Industrial/Organizational Psychology (STOP) Professional Experience: 2016-Present Manager, Strategic Assessments, 105, Inc. • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Manages high-stakes assessment processes, often involving Federal oversight by the Department of Justice and other special interest groups. • Provides best-practice training to public safety agencies, human resources and civil service personnel 41 Copyright©201 B.Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET • Collaborates with the Testing Services team at I/O Solutions to create off-the-shelf tests. 2014-2016 Manager, Consulting Services, IOS, Inc. • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Provided best-practice training to public safety agencies, human resources and civil service personnel • Collaborates with the R & D team at I/O Solutions to create off-the- shelf tests. • Leads a consulting team by innovating current practices and procedures to stay current with cutting-edge techniques in the industry. Identifies team performance goals that contribute to the organization's effectiveness. • Supervises a team of consulting staff. Organizes, plans and monitors employees' work to ensure effective task completion. Conducts annual performance appraisals and directly oversees team member work on an ongoing basis. Recruits, hires and onboards new employees. • Manages the training and development of consulting staff, including the development and delivery of structured training on highly technical concepts, coaching, and ongoing development. 2012-2014 Consultant, IOS, Inc. • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Provided best-practice training to public safety agencies, human resources and civil service personnel • Collaborates with the R & D team at I/O Solutions to create off-the- shelf tests. 2011-2012 Teaching Fellow, DePaul University • Full course responsibility for PSY 343 Introduction to Psychological Measurement (class size of 35 upperclassmen). • Topics in the course included test development, validation, adverse impact analysis, item writing, and related statistical analyses. 2008-2011 Doctoral Research Assistant, DePaul University • Designed and implemented research studies; managed project phases, conducted literature reviews, designed methods and procedures, collected and analyzed data. • Prepared and wrote manuscripts and research reports; originated content, added theoretical background, prepared content for publication. • 42 Copyright©2018.IndusMallO,ganizaranal solutions,Inc CONFIDENTIAL—TRADE SECRET • Developed lab tasks that guided students learning of statistical analyses using SAS and SPSS statistical software. • Conducted weekly lab sessions instructing students how to conduct statistical analyses using SAS and SPSS. Provided one-on-one instruction and tutoring. 2006-2008 Consultant, Biddle Consulting Group, Inc. • Developed and validated a variety of personnel assessments for public and private sector agencies, including situational judgment tests, personality inventories, structured interviews, multi-media situational judgment tests, and job-knowledge written tests. • Conducted job analyses using focus groups, interviews, and online job analysis questionnaires. • Developed and delivered training to organizations on job analysis, personnel selection procedures, and Equal Employment Opportunity compliance. • Served as product manager of off-the-shelf personnel assessment software. Coordinated efforts of software development, marketing and advertising. Designed assessment program and developed multi- media situational judgment test content. 2006 Graduate Assistant (Intern), California State Personnel Board • Planned job analysis and examination development projects, including determining project timelines and participants. • Facilitated subject matter expert meetings for jobs with varying levels of complexity (e.g., entry level, management and doctorate level scientist). • Created job analysis and test development technical reports. • Developed a job analysis database tool in MS Access consisting of over 300 job task statements and 200 KSA statements utilized by SMEs across dozens of state agencies in California. Summary of Selection Projects: Dr. Marentette has a wealth of experience providing selection consulting services to a diverse listing of state, municipal and county public safety agencies. Following is a partial list of the jobs that Dr. Marentette has personally managed in the past several years: Client Project Title Timeframe Dallas,TX Fire& Rescue Development of fire operations driver, lieutenant, captain Department and fire prevention officer,lieutenant,captain and section 2017-present chief examinations and assessment centers. Montgomery County, MD Development of a sergeant examination and oral interview 2017-present Sheriffs Office Montgomery County, MD Development of a lieutenant examination and oral 2017-present 43 Copyright©2018,IndusviallOrganizcnonal Solutions,Inc. CONFIDENTIAL-TRADE SECRET Sheriffs Office interview Development of an assistant chief court officer and chief 2017- resent Massachusetts Trial Court court officer examination 7-p resent Trial Court Development of an assistant chief probation officer and 2017-present chief probation officer examination Montgomery County, MD Police Department Development of master police officer examination 2017 Montgomery County, MD Development of sergeant examination and assessment 2017 Police Department center San Francisco,CA Fire Development of lieutenant assessment center 2017 Department Ann Arbor, MI Police Development of sergeant examination and assessment 2017-present Department center Ann Arbor,MI Police Development of lieutenant examination and assessment 2017-present Department center Grand Rapids,MI Police Development of a captain assessment center 2017 Department Grand Rapids, MI Police Development of a lieutenant examination and assessment 2017 Department center Grand Rapids, MI Police Development of a sergeant examination and assessment 2017 Department center Buffalo, NY Fire Department Development of lieutenant examination and assessment 2016-2017 center Buffalo, NY Fire Department Development of captain examination and assessment 2016-2017 center Buffalo, NY Fire Department Development of battalion chief assessment center 2016-2017 Buffalo, NY Fire Department Development of division chief assessment center 2016-2017 Chicago, IL Fire Department Development of ambulance commander examination and 2016-2017 oral assessment Chicago, IL Fire Department Development of paramedic field chief examination and oral 2016-2017 assessment Bridgeport, CT Police Development of a detective examination and assessment 2015 Department center Bridgeport, CT Police Development of a police officer oral interview 2015 Department Roswell,GA Police Development of a lieutenant assessment center 2015 Department Roswell, GA Police Development of a sergeant examination and assessment 2015 Department center Massachusetts State Police Development of a lieutenant examination and oral 2015 interview Massachusetts Trial Court 2015 of an assistant chief court officer and chief 2015 court officer examination Massachusetts Trial Court Development of an assistant chief probation officer and 2015 chief probation officer examination Montgomery County, MD Development of a sergeant examination and validation of 2015 Police Department assessment center Montgomery County, MD Development of a master police officer examination 2015 Police Department Montgomery County Fire& Development of a fire captain assessment center 2015 Rescue Service Montgomery County Fire& Development of a master firefighter examination 2014 44 Copyright©2018,IndustriallOrganizational Solutions.Inc CONFIDENTIAL—TRADE SECRET Rescue Service Montgomery County Fire& Development of a fire lieutenant examination and 2014 Rescue Service assessment center Montgomery County. MD Development of a sergeant examination and oral interview 2014 Sheriffs Office Montgomery County, MID Development of a lieutenant examination and oral 2014 Sheriffs Office interview Arlington,TX Fire Development of a captain examination and assessment 2014 Department center Arlington,TX Fire Development of a lieutenant examination and assessment 2014 Department center Massachusetts State Police Development of a captain examination and oral interview 2014 Miami Beach, FL Fire Validation of an entry-level firefighter examination and 2014 Department development of an oral interview Miami Beach, FL Fire Development of a captain examination and oral interview 2014 Department Miami Beach, FL Fire Development of a lieutenant examination and oral 2014 Department interview Bridgeport, CT Police Development of a sergeant examination and assessment 2014 Department center Round Rock,TX Fire Development of a captain examination 2014 Department Massachusetts Trial Court Validation of an entry-level probation officer examination 2014 Massachusetts Trial Court Validation of an entry-level court officer examination 2014 Roswell, GA Fire Development of a fire chief assessment center 2014 Department Chicago OEMC Implementation of a dispatcher examination process 2014 Grand Rapids, MI Police Development of a captain assessment center 2014 Department Grand Rapids. MI Police Development of a lieutenant examination and assessment 2014 Department center Grand Rapids,MI Police Development of a sergeant examination and assessment 2014 Department center Chattanooga.TN Fire Development of a captain examination and assessment 2014 Department center Chattanooga,TN Fire Development of a lieutenant examination and assessment 2014 Department center Augusta, GA Fire Development of a battalion chief examination and 2014 Department assessment center Augusta. GA Fire Development of a captain examination and assessment 2014 Department center Augusta GA Fire Development of a lieutenant examination and assessment 2014 Department center Augusta, GA Fire Development of a sergeant examination and practical 2014 Department assessment Baltimore Fire Department Development of a battalion chief examination and 2014 assessment center Chicago Police Department Development of a police sergeant examination and 2013 assessment center Massachusetts State Police Development of a police captain examination and 2013 Department structured oral interview Miami Beach Police Development of a police lieutenant examination and 2013 45 Copyright©2018.lndusvlouo gonizotonal Solutions.Inc CONFIDENTIAL—TRADE SECRET Department assessment center Miami Beach Police Development of a police sergeant examination and 2013 Department assessment center Montgomery County Development of a corrections lieutenant examination and Department of Corrections assessment center 2013 and Rehabilitation Montgomery County Development of a corrections sergeant examination and 2013 Department of Corrections and Rehabilitation assessment center Montgomery County Fire& Development of an entry level fire fighter exam and 2013 Rescue Service structured oral interview Montgomery County Fire& Development of a fire battalion chief examination and 2013 Rescue Service assessment center Montgomery County Fire& Development of a fire captain examination and assessment 2013 Rescue Service center New York Metropolitan Transit Authority Police Implementation of an entry level police officer examination 2013 Department Roswell,GA Police Development of a police chief examination and assessment 2013 Department center Roswell, GA Police Development of a police lieutenant examination and 2013 Department assessment center Roswell, GA Police Development of a police sergeant examination and 2013 Department assessment center Round Rock.TX Fire Development of a fire captain written examination 2013 Department Round Rock.TX Fire Development of an entry level fire fighter written 2013 Department examination Chicago Fire Department Development of a paramedic field chief written 2012 examination and structured oral interview Chicago Fire Department Development of an ambulance commander written 2012 examination and structured oral interview Chicago Metra Police Development of a police sergeant examination and 2012 Department structured oral interview Chicago Metra Police Development of a police lieutenant examination and 2012 Department structured oral interview Massachusetts State Police Development of a police lieutenant examination and 2012 Department i structured oral interview New Jersey Civil Service Job analysis for corrections captain position 2012 Commission New Jersey Civil Service Job analysis for corrections lieutenant position 2012 Commission New Jersey Civil Service Job analysis for corrections sergeant position 2012 Commission Conference Presentations: • Marentette, B.J. (June, 2015). Situational Judgement Tests:An alternative to high-volume structured oral interviews. Presentation at the Th annual Public Safety Testing Summit, Oak Brook, IL. • Marentette, B.J. (June, 2014). Methods of test score use in public safety selection and promotional testing. Presentation at the 6th annual Public Safety Testing Summit, Oak Brook, IL. 46 Copyright©1018.Inthnmollarganizavonal Solutions,Inc CONFIDENTIAL—TRADE SECRET • Bell, S. T., Mann, K., Marentette, B.J., Adair, C.., Fisher, D., &Arman, G. (2013, May). Assertiveness and Concern as Predictors of Shared Mental Models and Team Performance. Poster presented at the 25th annual meeting of the Association for Psychological Science, Washington, D.C. • Halpert, J.A., Linnabery, E., Abben, D.R., Marentette, B.J., Lueck, M.D. (2013). Test- Retest Predictive Validities And a Moderator. Poster presentation at the 26th annual conference for the Association for Psychological Science, San Francisco, CA. • Marentette, B.J., Halpert, J. A., Linnabery, E., & Passuello, M. (April, 2012). Situational Judgment Tests as a Form of Realistic Job Preview. Poster presentation at the 27d annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA. • Fisher, D. M., Marentette, B. J., Adair, C. K. (April, 2012). Team Selection Regarding Personality Composition: Propositions for Improved Validity. Poster presentation at the 27th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA. • Bell, S. T., Marentette, B.J., Adair, C.K., Fisher, D. M., Arman, G. & Mann, K. E. (April, 2012). Keeping Tabs on Teammates: Reliance, Team Processes, and Team Performance. Symposium presentation at the 27"' annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA. • Adair, C. K., Arman, G., Quesnell, T. J., Marentette, B. J., Fisher, D. M., Mann, K. E., Bell, S. T. (April, 2012). Team-level personality and its relationship with team processes. Poster presentation at the 27th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA. • Marentette, B.J., Bell, S.T., Adair, C. K., Fisher, D., Lewis, D. D., & Gerding, D. (April, 2010). Team Process Measurement Comparing Team Member and Observer Ratings. Poster presented at the 25th annual conference of the Society for Industrial and Organizational Psychology, Atlanta, GA. • Adair, C. K., Bell, S. T., Marentette, B. J., Fisher, D., Gerding, D. (April, 2010). An Application of the Punctuated Equilibrium Model to Team Processes. Poster presented at the 25th annual conference of the Society for Industrial and Organizational Psychology, Atlanta, GA. • Haynes, S., Halpert, J., Marentette, B. J., & Lueck, M. (April, 2010). Investigating Pregnancy and Marital Status Discrimination in Employee Performance Appraisals. Interactive poster presented at the 25th annual conference of the Society for Industrial and Organizational Psychology, Atlanta, GA. • Halpert, J., Haynes, S., Lueck, M., Marentette, B. J. (April, 2010). Attitudes about Pregnant Employees: Change over Twenty Years. Interactive poster presented at the 25th annual conference of the Society for Industrial and Organizational Psychology, Atlanta, GA. • Marentette, B. J., Kuang, D. C., & Meyers, L. S. (April, 2008). An Investigation of Influence of Test Taking Fatigue on SJTs. Poster presented at the 23'd annual conference of the Society for Industrial and Organizational Psychology, San Francisco, CA. • Marentette, B. J. & Throckmorton, D. (March, 2007). Using On-Line Survey Tools to Complete Job Analyses. Presented at the 21" Annual Personnel Testing Council of Northern California Conference, Sacramento, CA. 47 Copyright m 2018.Induso-lallOrgonizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET Publications: • Marentette, B.J., Meyers, L. S., Hurtz, G. M., & Kuang, D. C. (2012). Order Effects on Situational Judgment Test Items: A Case of Construct-Irrelevant Difficulty. International Journal of Selection and Assessment, 20, 3I8-332. • Kalchman, M. & Marentette, B.J. (2012). Homework as test preparation: Its promise and efficacy. Current Issues in Middle Level Education, 17, 1-8. • Bell, S. T. & Marentette, B. J. (201 I). Team viability for long-term and ongoing organizational teams. Organizational Psychology Review, I, 275-292. 48 Copyright©2018.IndustriallOrganizaaanal Sdutiions.Inc. CONFIDENTIAL—TRADE SECRET JOHN M. FORD, PH.D. Principal Consultant Background Statement: Dr. Ford is a Principal Consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Dr. Ford has experience as the principal consultant and project manager for entry-level and promotional assessment products and services, including standardized written tests, job analyses, test validation and transportability studies, oral boards/structured interviews, physical ability tests, promotional written tests, promotional assessment centers, litigation support, performance evaluations, and recruitment surveys. In addition to the development, validation, and administration of assessment processes, Dr. Ford also has extensive experience in providing the following consulting services: • Assisting agencies with preparing RFPs that are specifically targeted to the organizations needs and/or getting sole source approval. • Providing expert consultation for both technically literate and lay client contacts regarding legal requirements and issues (e.g., EEOC guidelines, testing options, test results, validation, adverse impact, cut scores, accommodations for candidates with disabilities, etc.). • Reviewing new legislation and local requirements/civil service guidelines to ensure client compliance. • Educating and working with civil service commissions, human resource agencies, public safety departments, and government officials to ensure the legal defensibility of their selection systems and to gain organizational, political, and public acceptance for their processes. • Meeting with interested parties (e.g., unions and employee groups, community organizations, minority groups, media) to address concerns and gain buy- in for projects. • Conducting statistical analyses (item analyses, scoring, adverse impact, repeat test taker analyses, reliability analyses, statistical validation, transportability analyses, fairness analyses, etc.) and creating eligibility lists. • Analyzing, interpreting, and presenting project results to client representatives, government officials, civil service commissions, and community representatives. • Providing litigation support (e.g., conducting statistical analyses, reviewing reports, participating in strategy meetings with attorneys, preparing supporting materials) for expert witness testimony and court cases. Education: Louisiana State University, Baton Rouge, Louisiana Doctor of Philosophy: Industrial/Organizational Psychology (2002) California State University, Bakersfield, Bakersfield, California 49 Copyright©2018,IndussriollOrgonizovonol Solutions,Inc. CONFIDENTIAL—TRADE SECRET Master of Arts: Psychology (1998) Weber State University Bachelor of Science, Psychology (1996) Affiliations: Society for Industrial/Organizational Psychology (STOP) Professional Experience: 2016 to Present Industrial/Organizational Solutions, Inc. Principal Consultant • Consult with public safety agencies to develop, validate, administer, and defend promotional testing/assessment systems 2001 to 2015 CWH Research, Inc. Director of Consulting Services • Management and supervision of a staff that provides entry-level and promotional testing products, services, consultation, and client support to public agencies across the United States and Canada. Summary of Selection Projects: Client Project Description Timeframe Management of written examinations for Engineer and Cobb County Fire&Emergency Lieutenant. Development of assessment centers for Engineer Services and Lieutenant. Conduct candidate orientations. Conduct 2018 assessor training and manage assessment center administrations. Manage candidate feedback reports. Bexar County Sheriffs Office Management of written examinations for Detention Corporal. 2018 Management of written examinations for Captain and Battalion San Diego Fire-Rescue Chief. Development of assessment centers far Captain and Department Battalion Chief. Conduct candidate orientations. Conduct 2017-2018 assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant. Tuscaloosa Police Department Lieutenant,and Captain. Conduct candidate orientations. 2017-2018 Conduct assessor training and manage assessment center administrations.Manage candidate feedback reports. Management of written examinations for Sergeant and Lieutenant Development of assessment centers for Sergeant Albuquerque Police Department and Lieutenant. Conduct candidate orientations. Conduct 2017-2018 assessor training and manage assessment center administrations. Manage candidate feedback reports. 50 Copyright©2018,Indusinid/Organizatonal Solutions,Inc CONFIDENTIAL—TRADE SECRET Management of written examinations for Paramedic Driver, Suppression Driver, Paramedic Lieutenant,Suppression Lieutenant.Captain,and Commander. Development of Albuquerque Fire Department assessment centers for Captain and Commander. Conduct 2017-2018 candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Sergeant. Lieutenant, Columbus Fire&Emergency and Captain. Development of assessment centers for Sergeant Medical Services Lieutenant,Captain.and Battalion Chief. Conduct candidate 2017 orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Sergeant and Metropolitan Nashville Police Lieutenant. Development of assessment centers for Sergeant, DepartmentLieutenant,and Captain. Conduct candidate orientations. 2017 Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Development and administration of job analysis for Paramedic Albuquerque Fire Department Driver, Suppression Driver, Paramedic Lieutenant.Suppression 2017 Lieutenant,Captain,and Commander. Management of written examination for Captain. Development Kansas City, Kansas Police of assessment center for Captain. Conduct candidate 2017 Department orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. Management of written examinations for Engineer and Cobb County Fire& Emergency Lieutenant. Development of assessment centers for Engineer Services and Lieutenant. Conduct candidate orientations. Conduct 2017 assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Fire Apparatus Operator,Lieutenant,and Captain. Development of practical examination (Aerial Test, Pump Test, Rodeo Test)for Fire Apparatus Operator. Development of assessment centers for Tuscaloosa Fire&Rescue Service Lieutenant and Captain. Development of oral interview for 2017 Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage practical examination,assessment center,and oral interview administrations. Manage candidate feedback reports. Management of written examination for Sergeant and Lieutenant. Development of assessment center for Sergeant and Lieutenant. Albuquerque Police Department Conduct candidate orientation. Conduct assessor training and 2017 manage assessment center administration. Manage candidate feedback reports. Albuquerque Fire Department Management of written examination for Driver. 2017 Management of written examinations for Law Enforcement Deputy Sheriff, Law Enforcement Transfer Exam, Law Bexar County Sherifrs Office Enforcement Lieutenant, Law Enforcement Captain, Detention 2017 Corporal, Detention Sergeant. Detention Lieutenant.and Detention Captain. Bexar County Sheriffs Office Management of written examinations for Law Enforcement 2016 Investigator and Sergeant 51 Copyrlg'c©2018.Industrial/Organizational Solutions,Inc CONFIDENTIAL—TRADE SECRET Management of written examination for Sergeant Development Metropolitan Nashville Police of assessment center for Sergeant. Conduct assessor training 2016 Department and manage assessment center administration. Manage candidate feedback reports. Management of written examination for Sergeant. Development Albuquerque Police Department 2016 assessment center for Sergeant. Conduct candidate 2016 orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. Management of written examinations for Driver,Lieutenant, Captain,and Commander. Development of assessment centers Albuquerque Fire Department for Captain and Commander. Conduct candidate orientations. 2016 Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Sergeant. Lieutenant. University of Alabama Police and Captain. Development of assessment centers for Sergeant, Department Lieutenant,and Captain. Conduct candidate orientations. 2016 Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Engineer and Cobb County Fire&Emergency Lieutenant. Development of assessment centers for Engineer Services and Lieutenant. Conduct candidate orientations. Conduct 2016 assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Captain and Battalion San Diego Fire-Rescue Chief. Development of assessment centers for Captain and DepartmentBattalion Chief. Conduct candidate orientations. Conduct 2016 assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Sergeant. Detective, Kansas City, Kansas Police and Captain. Development of assessment centers for Sergeant, Department Detective, and Captain. Conduct candidate orientations. 2015-2016 Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant Tuscaloosa Police Department Lieutenant, and Captain. Conduct candidate orientations. 2015-2016 Conduct assessor training and manage assessment center administrations.Manage candidate feedback reports. Management of written examinations for Sergeant, Lieutenant, and Captain. Development of assessment centers for Sergeant Columbus Fire&Emergency Lieutenant.Captain,and Battalion Chief. Conduct candidate 2015 Medical Services orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant, Metropolitan Nashville Police Department Lieutenant,and Captain. Conduct candidate orientations. 2015 Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Cobb County Fire&Emergency Development of structured interview for Captain. Conduct Services assessor training and manage structured interview administration. 2015 Manage candidate feedback reports. 52 Copyrght©2018,Industrial/Organ,zononol Solutions,Inc. CONFIDENTIAL—TRADE SECRET Management of written examinations for Engineer and Cobb County Fire&Emergency Lieutenant. Development of assessment centers for Engineer Services and Lieutenant. Conduct candidate orientations. Conduct 2015 assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examinations for Fire Apparatus Operator, Lieutenant,and Captain. Development of practical examination(Aerial Test. Pump Test, Rodeo Test)for Fire Apparatus Operator. Development of assessment centers for Tuscaloosa Fire& Rescue Service Lieutenant and Captain. Development of oral interview for 2014-2015 Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage practical examination,assessment center,and oral interview administrations. Manage candidate feedback reports. Fairfax County Police Development and validation of Physical Ability Test for entry- Department level Police Officer and entry-level Animal Control Officer 2010-2015 positions. Management of written examinations for Sergeant, Lieutenant, University of Alabama Police and Captain. Development of assessment centers for Sergeant, Department Lieutenant,and Captain. Conduct candidate orientations. 2014 Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Management of written examination for Sergeant. Development Metropolitan Nashville Police of assessment center for Sergeant. Conduct candidate 2014 Department orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. Development of oral interview for EMS Chief. Conduct assessor Tuscaloosa Fire&Rescue Service training and manage oral interview administration. Manage 2014 candidate feedback reports. Management of written examination for Sergeant. Development Casa Grande Police Department of assessment center for Sergeant. Conduct candidate 2014 orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. Charleston Fire Department Scoring, data analysis,and evaluating structured oral interview for 2014 entry-level Firefighter. Charleston Fire Department Development,validation, and scoring of structured oral interview 2014 for entry-level Firefighter. Rhode Island State Police Conduct assessor training for structured oral interview for 2014 Department entry-level Trooper position. Management of written examination for Sergeant. Development Rockford Police Department of assessment center for Lieutenant Conduct candidate 2014 orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. Albuquerque Fire Department Conduct orientation for Captain assessment center. 2014 Arvada Fire Protection District Development,validation,and scoring of oral interview for entry- 2014 level Firefighter. Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant, Tuscaloosa Police Department Lieutenant,and Captain. Conduct candidate orientations. 2013-2014 Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. Presentations: 53 Copyright t 2018,IndusviallOrganlzavonol Solutions.Inc. CONFIDENTIAL—TRADE SECRET • Ford, J.M., Hornick, C.W., & Fox, K. (2014, July). Adverse Impact: A Primer on What You Need to Know. Workshop given at the Thirty-Eighth Annual Conference of the International Personnel Assessment Council, Denver, CO. • Ford, J.M., Hornick, C.W., & Fox, K. (2014, July). Public Safety Hiring: A Tutorial on Improving Your Selection Process From the RFP to the First Day of the Academy. Presentation given at the Thirty-Eighth Annual Conference of the International Personnel Assessment Council, Denver, CO. • lgou, F., Feuquay, J., Blair, M., Hornick, C.W., & Ford, J. M. (2011, July). To band or not to band: Is that the question? Presentation given at the Thirty-fifth Annual Conference of the International Personnel Assessment Council, Washington D.C. • Ford, J.M., Hornick, C.W., & Carnahan, T.J. (2008, June). Bridging the bureaucratic morass: Successfully navigating common obstacles to successful assessment and hiring in the public sector. Presentation given at the Thirty-Second Annual Conference of the International Public Management Association Assessment Council, Oakland, CA. • Ford,J.M., & Blair, M.D. (2008,June). It all begins with the job analysis: Using job analyses to identify talent and drive organizational success. Workshop given at the Thirty-Second Annual Conference of the International Public Management Association Assessment Council, Oakland, CA. • Carnahan, T.J., Hornick, C.W., & Ford, J.F. (2008, June). The first shall be last and the last shall be first: Does presentation order and scheduling impact candidate scores in assessment centers? Presentation given at the Thirty-Second Annual Conference of the International Public Management Association Assessment Council, Oakland, CA. • Ford, J.M. (2007, June). Moving beyond "eeny, meeny, miny, moe": What factors should guide the evaluation of selection tests. Presentation given at the Thirty-first Annual Conference of the International Public Management Association Assessment Council, St. Louis, MO. • Blair, M.D., & Ford,J.M. (2007,June). Adverse Impact: Pitfalls, pollyanna, and practical advice for practitioners. Workshop given at the Thirty-first Annual Conference of the International Public Management Association Assessment Council, St. Louis, Mo. • Blair, M.D., & Ford, J.M. (2006). It all begins with the job analysis: Expanding the job domain to minimize adverse impact in selection. PTC Quarterly, 2, 10-11. • Ford, J.M., & Blair, M.D. (September, 2006). Adverse impact: Misconceptions, facades, and pitfalls. What practitioners need to know today. Presentation given at the Western Regional Intergovernmental Personnel Assessment Council 2006 Meeting, Berkeley, CA. • Ford,J.M., & Blair, M.D. (2006,June). How do you rate what you don't know: The impact of familiarity between raters and ratees on performance evaluations. Presentation given at the Thirtieth Annual Conference of the International Public Management Association for Human Resources Assessment Council, Las Vegas. NV. • Ford, J.M., & Blair, M.D. (2006, June). Approaches to addressing adverse impact Opportunities, facades, and pitfalls. Presentation given at the Thirtieth Annual Conference of the International Public Management Association for Human Resources Assessment Council, Las Vegas, NV. • Blair, M.D., & Ford, J.M. (2006, June). Factors influencing applicant performance when retaking employment exams. Presentation given at the Thirtieth Annual Conference of the International Public Management Association for Human Resources Assessment Council, Las Vegas, NV. 54 Copyright©2018,IndustnallOrganizadonal Solus ons.Inc CONFIDENTIAL—TRADE SECRET • Blair, M.D., & Ford, J.M. (2006, June). The next generation in firefighter selection: A new model for a new generation. Presentation given at the Thirtieth Annual Conference of the International Public Management Association for Human Resources Assessment Council, Las Vegas, NV. • Ford, J.M., Hornick, G.W., & Killian, J.H. (2005,June). Do you see what I see?: Are different rater sources evaluating the same thing? Presentation given at the Twenty-ninth Annual Conference of the International Public Management Association for Human Resources Assessment Council, Orlando, FL. • Ford, J.M., & Greguras, G.J. (2003, April). Examining the influence of organizational politics on multisource feedback systems. Paper presented at the Eighteenth Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, FL. • Ford, J.M., & Greguras, G. J. (2002, April). Examining the influence of supervisor- subordinate agreement on LMX relationships. Paper presented at the Seventeenth Annual Conference of the Society for Industrial and Organizational Psychology, Toronto, Canada. • Greguras, G. J., Ford, J., & Brutus, S. (2001, May). Manager attention to and use of multi- source feedback. In M. P. Born & M. E. G. van der Velde (Co-chairs), Managerial behavior and assessment. Symposium conducted at the Tenth Annual Conference of the European Congress on Work and Organizational Psychology, Prague, Czech Republic. • Ford, J. M. & Greguras, G. J. (2001, April). An examination of the multidimensionality of supervisor perceptions of leader-member exchange. Paper presented at the Sixteenth Annual Conference of the Society for Industrial and Organizational Psychology, San Diego, CA. • Greguras, G.J., Ford, J. M., & Brutus, S. (2000, April). Which rater source matters most? A policy capturing study. Paper presented at the Fifteenth Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA. Publications: Greguras, G.J., & Ford,J.M. (2006). An examination of the multidimensionality of supervisor and subordinate perceptions of leader-member exchange.Journal of Occupational and Organizational Psychology, 79, 433-465. Greguras, G.J., Ford,J.M., & Brutus, S. (2003). Manager attention to multisource feedback. Journal of Management Development, 22, 345-361. 55 Copyright©2018,IntiusnmllOrganizationol Solutions,Inc CONFIDENTIAL—TRADE SECRET MICHAEL D. BLAIR, M.S. cds.00:6:• Principal Consultant Background Statement: Mr. Blair is a Principal Consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Mr. Blair has over 20 years of experience in I/O Psychology, spanning the public and private sectors, with an emphasis on selection and assessment. He has led large-scale nation-wide projects, as well as local projects at the city, county, and state levels. He regularly presents at professional conferences, is active in professional societies, and is Past-President of the International Personnel Assessment Council (IPAC). Mr. Blair brings expertise in the areas of job analysis, test development and validation, entry-level and promotional exams, job simulations, structured oral interviews, assessment centers, performance management, organizational analysis, mitigating adverse impact, and the application of technology in training and assessment. Education: The University of Maryland, College Park, Maryland Master of Science, Psychology (1988) Rhodes College, Memphis, Tennessee Bachelor of Science, Psychology and Biology (1985) Affiliations: International Personnel Assessment Council (IPAC) Kansas City Applied Psychology Society (KCAPS), founding member Society for Human Resource Management (SHRM) Professional Experience: 2017 to Present Industrial/Organizational Solutions, Inc. Principal Consultant • Consults with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Provides leading-practice consulting and training to public safety agencies, human resources and civil service personnel • Serves as the technical lead, consultant and day-to-day project manager/client liaison for large, complex, and/or litigious consulting initiatives. • Manages all aspects of consulting projects, including work plans, project deliverables, scheduling, communications and client relations. 56 Copyright©2018,Industal/Dzganizobonal Solutions,Inc CONFIDENTIAL—TRADE SECRET 2009 - Present Kansas City Kansas Community College Adjunct Professor • Develops and instructs entry and mid-level psychology courses. • Provides guidance and counsel to students. • Participates on faculty panels and committees. 2015 - 2017 H&R Block Manager, Human Capital Management Technology • Developed a five-year HR technology strategy and roadmap. • Led RFP and evaluation efforts to select new HR technology. • Led HR technology and system implementations. • Managed a team providing support for talent acquisition, talent management, learning, and other HR systems. 2010 to 2015 Sprint Manager, HR Technology Strategy, Selection, and Assessment • Established and managed the strategy for recruitment, selection, and assessment functions. • Collaborated across HR to drive strategic direction and alignment of technology needs. • Met with senior business leaders and other stakeholders to gain buy-in and support for selection procedures. • Led criterion validation projects for the selection of front-line managers and associates. • Conducted talent analytic studies focusing on predictors of performance and retention. • Managed a cross-functional team of recruiters, HR analysts, and system administrators. • Consulted on performance management, leadership development, learning, and other activities. 2006 to 2010 CenturyLink Manager, Recruitment, Selection, &Assessment • Directed recruitment, selection, and assessment functions. • Managed the development and implementation of large-scale recruitment and selection systems for entry-level, professional, and managerial positions. • Developed and validated structured behavioral interview processes for technical, sales, care, and supervisor roles. • Developed assessments and technology-based hiring solutions for high volume positions resulting in significant and measurable ROI. • Redesigned hiring tools and processes to simplify the user experience and maximize automation, resulting in a significant decrease in time to hire and a reduction in recruitment costs. 57 Copyright©2018,lndunnollOrgonizasonal Solutions,Inc CONFIDENTIAL—TRADE SECRET • Developed accurate models to forecast staffing needs for operations, field, and corporate divisions. • Managed the merger of multiple recruitment organizations and the integration of systems and processes, resulting from Fortune 500 acquisitions. • Consulted on employee engagement, performance management, workforce planning, and other activities. 2002 to 2006 CWH Research, Inc. Director of Consulting Services • Managed a team of consultants engaged in developing, validating, and delivering assessment solutions for public safety positions. • Served as the lead developer and administrator for fire ground simulations for promotional assessments using Fire Studio. • Conducted organizational assessments and analyses, and developed recommendations for department redesign and integration. • Met with department chiefs, commissioners, human resource directors, and other senior leaders to present findings, make recommendations, and facilitate negotiations among parties. • Worked with union and management representatives to facilitate agreement on new policies and procedures relating to hiring, promotion, pay, workload, and job specifications. • Served as primary liaison with clients to ensure quality products and services were delivered. • Hired, trained, and mentored professional and support staff. • Managed consultants to ensure that project timelines were met and completed within budget. • Developed internal systems to streamline processes and ensure quality control. 1999 to 2002 Personnel Board of Jefferson County, Alabama Lead Industrial/Organizational Psychologist • Managed the operations of a 14-member team developing, validating, and administrating selection procedures for public safety and other public sector positions. • Conducted negotiations with counsel and assessment experts for the Department of Justice, plaintiffs, and interveners. • Managed the development and implementation of selection procedures for over 70 job classifications. • Established standard operating procedures for job analysis, test development and test validation. • Managed the contracts and activities of multiple consulting firms and contractors. 58 Copyright©2018,InduurialIDrganizatiional Solutions,Inc CONFIDENTIAL—TRADE SECRET • Hired, trained, coached, and mentored personnel analysts and I/O psychologists. • Served as internal consultant to other divisions regarding human resource best practices. 1996 to 1999 United States Postal Service Industrial/Organizational Psychologist • Designed and implemented a comprehensive and nation-wide supervisory selection and training program for front-line managers. • Developed and validated managerial competency models. • Conducted needs assessments, organizational analyses, and job analyses for testing, performance management, and training. • Developed and validated qualifying examinations and performance assessments. • Evaluated supervisory and managerial training and development programs. • Managed project staff, field trainers, and external contractors. 1992 to 1996 Caliber Associates & University Research Corporation Research/Senior Research Associate • Managed large-scale projects involving job analysis, test development, and test validation for federal clients. • Developed technical proposals and project budgets. • Performed data analysis and interpreted results. • Facilitated focus groups and subject matter expert meetings. • Developed, distributed, and collected job analysis surveys. • Wrote research and technical reports. • Summary of Selection Projects: Mr. Blair has a wealth of experience providing selection consulting services to a diverse listing of state, municipal and county public safety agencies. Following is a partial list of the jobs that Mr. Blair has personally managed throughout his career: Client Project Description Timeframe Auburn.AL Fire Fire Battalion Chief assessment center development,validation, 2006 Department and administration. Columbus,GA Department of Fire& Fire Lieutenant written exam and assessment center 2006 Emergency Medical development,validation, and administration. Services Columbus, GA Fire Sergeant(driver/engineer)written exam,driving and Department of Fire& pumping practical exam,and assessment center development, 2006 Emergency Medical validation,and administration. Services 59 Copyright©3018,Industnol/Orgonizavonal Solutions,Inc CONFIDENTIAL—TRADE SECRET Client Project Description Timeframe Cunningham, CO Fire Fire Battalion Chief assessment center development,validation, 2006 Protection District and administration. Gwinnett County, GA Fire Lieutenant written exam and assessment center Fire and Emergency 2006 development,validation,and administration. Services, Nashville.TN Police Police Captain assessment center development,validation,and 2006 Department administration. New Haven,CT Fire Fire Assistant Chief of Operations and Assistant Drill Master 2006 Department assessment center development,validation,and administration. Tuscaloosa,AL Police Police Sergeant.Lieutenant.&Captain written exam and 2006 Department assessment center development,validation,and administration. Charlotte, NC Fire Fire Captain and Battalion Chief assessment center development 2005 Department and validation. Cobb County, GA Fire Fire Engineer written exam,driving and pumping practical exam, 2005 Department and oral board development,validation,and administration. Cobb County, GA Fire Fire Lieutenant written exam and assessment center 2005 Department development,validation,and administration. Columbus.GA Department of Fire& Fire Captain,& Battalion Chief assessment center development, 2005 Emergency Medical validation,and administration. Services Columbus.GA Department of Fire& Fire Lieutenant written exam and assessment center 2005 Emergency Medical development,validation, and administration. Services Columbus, GA Fire Sergeant(driver/engineer)written exam, driving and Department of Fire& pumping practical exam,and assessment center development. 2005 Emergency Medical validation,and administration. Services Gwinnett County, GA Fire Captain assessment center development.validation,and Fire and Emergency 2005 administration. Services Gwinnett County,GA Fire Engineer written exam,driving and pumping practical exam, Fire and Emergency and assessment center development,validation,and 2005 Services administration. Northglenn,CO Police Police Sergeant written exam and assessment center 2005 Department. development,validation, and administration. Prince George's County, Fire Captain and Battalion Chief assessment center development. MD Fire&Emergency 2005 Medical Services validation,and administration. Tuscaloosa,AL Fire& Fire Lieutenant and Captain assessment center development. 2005 Rescue Service validation,and administration. Aurora, CO Fire Battalion Chief assessment center development.validation, and 2004 Department administration. Cobb County,GA Fire Fire Lieutenant written exam and assessment center 2004 Department development,validation, and administration. 60 Copynght©2018,Industrial/Organizational Solutions,Inc CONFIDENTIAL—TRADE SECRET Client Project Description Timeframe Cobb County. GA Fire Fire Engineer written exam,driving and pumping practical exam, 2004 Department and oral board development,validation, and administration. Cobb County, GA Fire Firefighter job analysis and physical ability test development and 2004 Department validation. Cobb County, GA Police Police Sergeant and Lieutenant written exam and assessment 2004 Department center development,validation,and administration. Cunningham, CO Fire Driver/Engineer driving and pumping practical exam, and oral 2004 Protection District board development validation,and administration. Gwinnett County,GA Fire Lieutenant written exam and assessment center Fire and Emergency 2004 development,validation, and administration. Services, North Metro,CO Fire Firefighter oral board development and validation; Fire Rescue District Lieutenant written exam and assessment center development 2004 validation, and administration. Columbus, GA Department of Fire& Battalion Chief,Fire Captain, and Fire Lieutenant assessment 2003 Emergency Medical center development,validation,and administration. Services Columbus, GA Fire Sergeant(driver/engineer)written exam,driving and Department of Fire& Emergency Medical pumping practical exam,and assessment center development, 2003 Services validation,and administration. Columbus, GA Department of Fire& EMS Captain and Lieutenant written exam and assessment center 2003 Emergency Medical development,validation,and administration. Services DeKalb County,GA Fire Fire Captain&Rescue Captain assessment center development, 2003 &Rescue Services validation,and administration. La Plata County, CO Entry-level sheriff job analysis and physical ability test 2003 Sheriff Department development and validation. Tuscaloosa,AL Fire& Fire Lieutenant Captain,and Battalion Chief assessment center 2003 Rescue Service development,validation,and administration. Tuscaloosa,AL Fire& Fire Apparatus Operator written exam,driving and pumping Rescue Service practical exam,and oral board development validation,and 2003 administration. Columbus.GA Department of Fire& Battalion Chief, Fire Captain,and Fire Lieutenant assessment 2002 Emergency Medical center development validation,and administration. Services Columbus,GA Fire Sergeant(driver/engineer)written exam, driving and Department of Fire& pumping practical exam,and assessment center development. 2002 Emergency Medical validation,and administration. Services Columbus,GA Department of Fire& EMS Captain and Lieutenant written exam and assessment center 2002 Emergency Medical development,validation,and administration. Services Columbus, GA Organizational analysis and recommendations for integrating the Department of Fire& Fire and EMS departments into a single consolidated 2002 Emergency Medical organization. The merger recommendations included staffing, 61 Copyright©2018,Industrial/Organizational Solu ions,Inc. CONFIDENTIAL—TRADE SECRET Client Project Description Timeframe Services pay,rank structure and promotional procedures. Columbus,GA Job Analysis for Fire Assistant Chief,Deputy Chief, Battalion Department of Fire& Chief,Training Chief, Fire Marshal, Fire Captain, Fire Lieutenant, 2002 Emergency Medical and Fire Sergeant Lieutenant Services Columbus,GA Department of Fire& Job Analysis for EMS Captain and Lieutenant. 2002 Emergency Medical Services Denver.CO Police Police Sergeant written exam and assessment center 2002 Department development,validation, and administration. Birmingham,AL Fire Fire Lieutenant and Captain written exam and assessment center 2001 Department development,validation. Birmingham,AL Fire Fire Apparatus Operator written exam,driving and pumping 2001 Department practical exam,and oral board development and validation. Birmingham,AL Public Public Safety Dispatcher(91 I operator)job analysis,written 2001 Safety Department exam,and oral board development and validation. Birmingham,AL Police Police officer physical agility test development,validation,and 2000 Department administration. Jefferson County,AL Sheriff and Lieutenant written exam and assessment center 2000 Sheriff Department development and validation. Presentations: Mr. Blair is the author or co-author of over 50 papers, presentations, &webcasts focusing on best practices in selection, assessment, job analysis, adverse impact, data analytics, and other industrial/organization psychology topics. A relative sampling is provided below. • Klion, R., Blair, M.D., Hennen, M., &Walker, K. (2015). Top Ten Questions about Assessments. Panel Discussion. 6th Annual Conference of the International Personnel Assessment Council. Atlanta, GA. • Blair; M.D., Geimer,J., & DeKoekkoek, P. (2015). Conducting Job Analyses in the Real World: Five Challenges I Wish I Had Learned How to Solve in Graduate School. Paper presented at the 6th Annual Conference of the International Personnel Assessment Council. Atlanta, GA. • Mitchell, D., Blair, M.D., & Speer, A. (2015). Big data at Sprint: Front-line employee insights. In Sara J. Roberts (Chair), Big data or big deal: Conducting impactful research in organizations. Symposium presented at the 30th Annual Conference of the Society for Industrial and Organizational Psychology. Philadelphia, PA. • Illingworth, A., Keeney,J., Oki, T., & Blair, M.D. (2015). Best Practices in the Development and Validation of Non-Traditional Interview Questions. In Nathan Witta (Chair), Cows in Canada?Examining Non-Traditional Interview Questions. Symposium presented at the 30th Annual Conference of the Society for Industrial and Organizational Psychology. Philadelphia, 62 Copyright©2018,Indusniallarganizononal Solutions,Inc CONFIDENTIAL-TRADE SECRET PA. • Blair, M.D., &Janovics,J. (2014). Big Data in HR:A Primer on Predictive Analytics for Human Capital Management. Seminar presented for the Graduate Program in Human Resource Development at Villanova University. November 17, 2014. Villanova, PA. • Facteau,J., Valentin, R., Blair, M.D., & Currell, D. (2014). Risk Intelligence: Who are the Riskiest People in Your Business? Invited symposium at the 9th Annual LINK Conference. Chicago, IL. • Blair, M.D. & Facteau,J. (2014). Big Data, Big Deal...How Talent Analytics Can Help HR Solve Business Problems. Paper presented at the 5th Annual Conference of the International Personnel Assessment Council. Denver, CO. • Reed, E.A., Blair, M.D., Feuquay,J.P., Fraser, R. (2014). Test Security Over Geographical Distances. Paper presented at the 5th Annual Conference of the International Personnel Assessment Council. Denver, CO. • Blair, M.D. & Smith, I.M. (2013). Criterion Validation of Manager Selection Assessments -Fact or Fantasy? Paper presented at the 5th Annual Conference of the International Personnel Assessment Council. Columbus, OH. • Blair, M.D. (2013). Big Data in the Real World: Integrated Talent Management Feeding the Need for Talent Analytics. Paper presented at the 8th Annual LINK Conference. Washington, DC. • Mitchell, D., & Blair, M.D. (2013, April). Goin' Mobile: A Mobile Provider's Foray into Mobile Assessments. In C. Hedricks (Chair), Goin'mobile: Employers, applicants, and their references. Symposium conducted at the meeting of the Society for Industrial and Organizational Psychology, Houston, TX. • Hedricks, C., Blair, M.D., & Mitchell, D. (2012). The Dollars and Cents of Selecting for Customer Service:Innovations and ROI. Paper presented at the 3"Annual Conference of the International Personnel Assessment Council. Las Vegas, NV. • Blair, M.D. & Lahti, K. (2012). When Great Candidates Become Terrible Leaders. Webcast conducted for the Human Capital Institute, Talent Acquisition Tract. June 8, 201 1. • Malm, T., Doversberger, E., Blair, M.D., Mitchell, D., Dawgert, A., & Hummel, E. (2012). Innovative Methods of Gathering Employee and Applicant Data. Symposium at the 27th Annual Conference for the Society for Industrial & Organizational Psychology. San Diego, CA. • lgou, F., Feuquay,J., Blair, M.D., Ford,J., & Hornick, C. (2011). To Band or Not to Band:Is that the Question? Symposium at the 2ntl Annual Conference of the International Personnel Assessment Council. Washington, DC. • Solomonson, Al., Blair, M.D., Evans, A.J., Makiney,J., Leslie,J.B., & Appaneal, C. (2011). Gap Analysis: Using Assessments to Measure and Develop Workforce Capabilities. Symposium at the 26th Annual Conference for the Society for Industrial & Organizational Psychology. Chicago, IL. • Ahmad, N.. Foster, A., Blair, M.D., & Morgan, R. (2011). Does Quality of Hire Relate to Recruitment or Performance Management? Executive Panel Best Practices Discussion for HR.com, April 19, 2011. • Blair, M.D., Evans, A., & Solomonson, A. (2010). GAP Analysis: Using Traditional Pre- Employment Tools to Identify Skill Gaps in Incumbent Populations. Paper presented at the 1" Annual Conference of the International Personnel Assessment Council. Newport Beach, CA. • Lermusi, 1, Lane, K., & Blair, M.D. (2010). Screening and Assessing Top Talent. Recruiting Trends Webinar Series. March, 2010. • Meyer,J.M.,Janovics,J, Blair, M.D., Hense, R., Ivester, D., & Mitchell, D. (2010). Lessons 63 Copyright©2018,Indusvialla,gonizotioncI 5o&uvons,Inc CONFIDENTIAL—TRADE SECRET Learned in Validating and Implementing Technology-Based Front-Line Manager Assessments. Panel discussion at the 25th Annual Conference for the Society for Industrial & Organizational Psychology. Atlanta, GA. • Blair, M.D. (2009). Are You A Good Interviewer? Top 10 Interviewing Skills. Webcast conducted for the Human Capital Institute. March 17, 2009. • Ford,J.M. & Blair, M.D. (2008). It All Begins with the Job Analysis: Using Job Analyses to Identify Talent and Drive Organizational Success. Paper presented at the 32nd Annual Conference of the International Public Management Association Assessment Council. Oakland, CA. • Golden,J., Hense, R., Blair, M.D., & Fritsche, K.R. (2007). Beginning with the End in Mind: Building Goal Oriented Selection Solutions. Panel discussion at the 2' Annual LINK Conference. Orlando, FL. • Blair, M.D. & Fritsche, K.R. (2007).Applicant Reactions to Online Assessments: The Relationship between Reaction and Test Performance on Non-Cognitive and Job Simulation Measures. Paper presented at the 31st Annual Conference of the International Public Management Association Assessment Council. St. Louis, MO. • Blair, M.D., Hamil, D., Beatty,J., Netto, S., Feuquay,J. & Palmer, E. (2007). Online Assessment: Panacea, Pandora's Box, or Somewhere In Between?Best Practices, Thoughts, and Current Challenges with Un-proctored and Proctored Online Testing. Panel discussion at the 31st Annual Conference of the International Public Management Association Assessment Council. St. Louis, MO. • Blair, M.D. & Ford,J.M. (2007).Adverse Impact Pitfalls, Pollyanna, and Practical Advice for Practitioners. Workshop conducted at the 31st Annual Conference of the International Public Management Association Assessment Council. St. Louis, MO. • Blair. M.D. & Ford,J.F. (2006). The Next Generation in Firefighter Selection:A New Model for a New Generation. Paper presented at the 30th Annual Conference of the International Public Management Association Assessment Council. Las Vegas, NV. • Blair. M.D. & Ford,J.F. (2006). Factors Influencing Applicant Performance When Retaking Employment Exams. Paper presented at the 30th Annual Conference of the International Public Management Association Assessment Council. Las Vegas, NV. • Ford,J.F. & Blair, M.D. (2006). Approaches to Addressing Adverse Impact: Opportunities, Facades, and Pitfalls. Paper presented at the 30th Annual Conference of the International Public Management Association Assessment Council. Las Vegas, NV. • Ford,J.F. & Blair, M.D. (2006). How Do You Rate What You Don't Know? The Impact of Familiarity Between Raters and Ratees on Performance Evaluations. Paper presented at the 30th Annual Conference of the International Public Management Association Assessment Council. Las Vegas, NV. • Blair, M. D. & Hornick, C.W. (2005). Fire Fighter Selection in the New Millennium. Paper presented at the 29th Annual Conference of the International Public Management Association Assessment Council. Orlando, FL. • Blair, M.D. (2005). Now that you're banding, what do you need to know? In, Davidson, N.B. (Chair), Eligible List Banding:A Tool for Managers. Symposium and panel discussion at the 29th Annual Conference of the International Public Management Association Assessment Council. Orlando, FL. • Killian,J.H., & Blair, M.D. (2005). Written Test Items: Toss 'Em or Keep 'Em? What you need to know about removing versus keeping "bad"test items. Paper presented at the 29th Annual Conference of the International Public Management Association Assessment Council. 64 Copyright©2018,IndustridlOrganzatlonal Solutions,Inc. CONFIDENTIAL—TRADE SECRET Orlando, FL. • Blair, M.D. (2003). Best Practices in Assessment Centers: Reducing"Group Differences"to a Phrase for the Past. Paper presented at the 27th Annual Conference of the International Public Management Association Assessment Council. Baltimore, MD. • Blair, M.D. & Miller, R. S. (1998). Getting your ASP in gear(the associate supervisor program: a comprehensive program to select and train front-line supervisors). Seminar presented at the September, 1999 meeting of the Personnel Testing Council of Metropolitan Washington DC (PTC/MW). • Bobko, P., Nickels, B.J., Blair, M.D. (1994). Using an input-throughput-output model of air traffic controller functioning to generate selection-based construct validity hypotheses. In, N. Schmitt(Chair), Cutting Edge Developments in Selection. Symposium presented at the Ninth Annual Conference of the Society for Industrial and Organizational Psychology, Nashville, TN. Publications and Technical Reports: Mr. Blair is the author or co-author of over 70 publications and technical reports on job analysis, test development, and test validation. A relative sampling is provided below. • Blair, M.D. & Fritsche, K.R. (2009). How One Company Saved $233 for Every $1 Spent on Assessment. Talent Management, 5(2), 35. • Blair, M.D. & Ford,J.M. (2006). It All Begins with the Job Analysis: Expanding the Job Domain to Minimize Adverse Impact in Selection. PTC Quarterly, 11(4), 10-18. • Barroso, C.R., Blair, M.D., & Hornick, C.W. (2006). Promotional Process Scoring and Analysis Report for the Gwinnett County Fire & Emergency Services: Lieutenant Gwinnett County, GA: Human Resources Department • Blair, M. D. & Killian,J. H. (2006). Promotional Process Scoring and Analysis Report for the Columbus Department of Fire & Emergency Medical Services: Sergeant, Lieutenant Captain, & Battalion Chief Columbus, GA: CFEMS • Fox, K.A„ Blair, M.D., & Hornick, C.W., (2006).Job Analysis Report for New Haven Police Department: Police Lieutenant. New Haven, CT: Department of Human Resources • Blair, M.D., Hornick, C.W., & Hardin, E.E. (2006). Promotional Process Scoring and Analysis Report for New Haven Fire Department Assistant Chief of Operations and Assistant Drill Master. New Haven, CT: Department of Human Resources • Maxwell, B, Blair, M.D., & Hornick, G.W.. (2006).Job Analysis and Statistical Validity for Dallas Fire-Rescue Physical Ability Test Dallas. TX • Blair, M.D., Killian,J.H., & Hornick, C.W. (2006). Promotional Process Scoring and Analysis Report for the Metropolitan Nashville Police Department: Police Captain. Nashville, TN: Department of Human Resources • Blair, M.D., Maxwell, B., & Hornick, C.W. (2006). Promotional Process Scoring and Analysis Report for Tuscaloosa Police Department Sergeant Lieutenant, & Captain. Tuscaloosa, AL: Human Resources Department • Blair, M.D., Barroso, C.R., & Hornick, C.W. (2005). Promotional Process Scoring and Analysis Report for the Gwinnett County Fire & Emergency Services:Captain. Gwinnett County, GA: Human Resources Department 65 Copyright©1018,IndusviatiOrganizaoonal Solutions,Inc CONFIDENTIAL—TRADE SECRET • Blair, M.D., Maxwell, B., & Hornick, C.W. (2005). Promotional Process Scoring and Analysis Report for Tuscaloosa Fire & Rescue Service: Captain, Lieutenant, &Apparatus Operator. Tuscaloosa, AL: Human Resources Department • Killian,J.H. & Blair, M.D. (2005). Promotional Process Scoring and Analysis Report for Prince George's County Fire & Emergency Medical Services: Captain and Battalion Chief Prince George's County, MD: PGCFEMS • Blair, M.D., & Killian,J.H., & Hornick, C.W. (2005). Promotional Process Scoring and Analysis Report for the Charlotte Fire Department: Fire Captain & Battalion Chief Charlotte, NC • Blair, M.D. & Barroso, C.R. (2004). Promotional Process Scoring and Analysis Report for Cobb County Fire and Emergency Services:Fire Lieutenant and Fire Engineer. Cobb County, GA: Human Resources Department • Blair, M.D., & Hornick, C.W. (2004). Job Analysis and Statistical Validation for Cobb County Fire & Emergency Services Physical Performance Assessment. Cobb County, GA: CCFES • Killian,J. H., Blair, M. D., Hornick, C. W. (2004). Promotional Process Scoring and Analysis Report for Santa Clara County Fire Department:Battalion Chief Santa Clara County, CA • Maxwell, B., Blair, M.D., & Hornick, C.W. (2004). Promotional Process Scoring and Analysis Report for Cobb County Police Sergeant and Lieutenant. Cobb County, GA: Human Resources Department • Blair, M.D., Barney, K.D., & Hornick C.W. (2003). Promotional Process Scoring and Analysis Report for CFEMS Battalion Chief Fire Captain, Fire Lieutenant, Fire Sergeant, EMS Captain, and EMS Lieutenant. Columbus, GA CFEMS • Blair, M.D., Barney, K.D., & Hornick, C.W. (2003). Job Analysis Report for CFEMS Assistant Chief Deputy Chief Battalion Chief Training Chief Fire Marshal, Fire Captain, Fire Lieutenant, Fire Sergeant, EMS Captain, and EMS Lieutenant. Columbus, GA: CFEMS • Blair, M.D., Hornick, C.W., & Barney, K.D. (2003). CFEMS Organizational Analysis Report Recommendations Regarding the CFEMS Organizational and Rank Structures, Staffing Allocation, Pay Incentives, Promotional Procedures, and Merger of Fire and EMS. Columbus, GA: CFEMS • Blair, M.D. & Akins, M. (2001). Public Safety Dispatcher I & II Validity Report. Birmingham, AL: Personnel Board ofJef(erson County. • Blair, M.D., Faraguna, K., & Panagides-Busch, M. (2001).Job Analysis Study of the Tissue Bank Specialist Position:Final Report. McLean, VA: American Association of Tissue Banks. • Faraguna, K., Blair, M.D., & Panagides-Busch, M. (2000). Development and Validation of the 2000 CTBS Examination:Final Report. McLean, VA: American Association of Tissue Banks. • Blair, M.D. &Speshock, S. (1997). Associate Supervisor Program: Pilot Sites Evaluation Report. Washington, D.C.: United States Postal Service. • Nickels, B.J., Bobko, P., Blair, M.D., Sands, W.A., &Tartak, E.L. (1995). Separation and control hiring assessment (SACRA): Final job analysis report (007A/DTFAOI-91-C-00032). Washington, DC: Federal Aviation Administration. • Blair, M.D. & Cooper, M. (1993). Separation and control hiring assessment(SACRA): Wave I Test Plan Report. Bethesda, MD: University Research Corporation. 66 Copyright©2018.IndusniallOrganizauonal Solutions,Inc. CONFIDENTIAL—TRADE SECRET v NAHREN CAMA, M.S. Manager, Consulting Services Background Statement: Ms. Cama enjoys working with clients to develop and implement customized solutions to fit their needs. She possesses exceptional writing and organizational skills and is experienced communicating with all organizational levels and managing projects to successful completion. She is skilled in building relationships with her clients, gaining their buy-in and trust. At IOS, Ms. Cama has managed all phases of entry-level and promotional selection processes for agencies all across the country. Education: Illinois Institute of Technology Ph.D. candidate in Industrial/Organizational Psychology (expected 2018) Completed Ph.D. comprehensive exams (2007) M.S. in Industrial/Organizational Psychology (2006) Lake Forest College B.A. in Psychology and Business (2003) Affiliations: Society for Industrial/Organizational Psychology (STOP) Professional Experience: 2016-present Manager, Consulting Services • Performs the following in addition to the responsibilities of the Senior Consultant: o Leads a team of consultants to ensure delivery of high- quality assessment projects. Ensures that team members are applying best practices of the industry. Actively mentors and teaches team members. o Supervises a team of consultants in order to ensure effective completion of tasks. Conducts annual performance appraisals and directly oversees team members work on a weekly basis. o Manages the hiring, training, and development of new consulting staff. 67 Copyright©2018,IndusmollOrgonizmionol Solutions,Inc. CONFIDENTIAL—TRADE SECRET 2014-2016 Senior Consultant, I/O Solutions, Inc. 2008-2012 • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Conduct job analysis (interviews, observations, and questionnaires) to identify essential tasks, knowledge, skills, abilities and other characteristics relevant to the position • Provide best-practice training to public safety agencies, human resources and civil service personnel • Develop technical reports for processes documenting all aspects of the process and validation evidence to support assessments • 2012-2014 Consultant, Daniels Consulting Group • Developed training content for a multinational insurance corporation • Supported the change management efforts of a worldwide manufacturing organization 2008-2008 Assessor—Contract Position, United Airlines • Observed, recorded, and evaluated leadership behaviors during multiple group exercises • Met with Assessor team and United HR representative to finalize ratings and determine who met qualifications • Wrote individual candidate feedback reports to support ratings and overall decisions and delivered individual feedback to candidates 2008-2008 Consultant—Contract Position, HR Alignment, Ltd. • Assisted with the development of a competency based interview selection guide • Researched and recommended books for a leadership competency guide • Edited and reviewed reports and guides 2007-2007 Consultant—Contract Position, Daniels Consulting Group • Responsible for the qualitative and quantitative analysis of data for a healthcare accreditation company undergoing changes in standards affecting their customers. • Created reports to leadership presented survey data, themes, and areas for the organization to take action on to improve efficiencies following the changes. 68 Copyright©2018,Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET • Developed communication pieces for various stakeholders within a healthcare accreditation company following a change in technology. 2007-2007 Survey Project Manager, The Foresight Group • Created client databases for survey collection • Facilitated day-to-day client and consultant interactions. • Created client reports and presentations 2007-2007 Lecturer—Contract Position, Northeastern Illinois University • Created and presented lectures. Facilitated class discussions. Designed quizzes and exams. Designed in-class activities and projects. 2006-2006 Consultant—Contract Position, Daniels Consulting Group • Designed an employee job satisfaction survey for a fitness club client. Conducted quantitative and qualitative analyses of survey data. Wrote a report detailing survey results and trends. • Developed communication pieces on several topics for new-hires in a healthcare organization; topics ranged from communication skills to phone etiquette. 2004-2006 Organizational Development Associate, Advocate Christ Medical Center • Designed a survey for new-hires to gain better understanding of the factors that attracted them to the organization and position of interest. Helped manage associate satisfaction survey process. Wrote reports communicating survey results for HR and leadership. • Developed an administrator guide for a selection inventory. Revised/updated training guides as needed for various programs. • Responsible for the management of recognition programs. Communicated various aspects of these programs to leadership. Summary of Selection Projects: Client Project Description Timeframe Shelby County Sheriffs Development of a job description for the Evidence Custodian 201 B Office position. 69 Copyright©2018,Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET IL State Police Merit Conducted a job analysis for the lieutenant and captain positions 2018 Board (interviews and questionnaires)and developed a technical report Development of written examination and assessment center for the Illinois State Police Sergeant and Master Sergeant positions. IL State Police Merit Delivery of candidate orientation. Conduct assessor training and 2018 Board administration of written exam and assessment center. Development of candidate feedback reports. Development of technical report. Written examination development and administration for Cook County Sheriff's sheriff's police Lateral Entry Officer, Sergeant,and Lieutenant, 2017-2018 Office Merit Board court services Sergeant and Lieutenant and correctional division Sergeant,and Lieutenant. Cobb County, GA Developed and administered assessment center for the rank of 2017-2018 Fire Captain. City of Roswell, Georgia Developed and administered written examination and assessment 2017-2018 centers for the rank of Police Sergeant and Lieutenant. Skokie Fire Department Developed and administered assessment center for the rank of 2017 Fire Chief. Shelby County Sheriffs Developed and administered assessment center for the rank of 2017 Office Captain. Development and management of written examinations for Cobb County Sheriff's sergeant and lieutenant. Development of assessment centers for Office-Sergeant& sergeant and lieutenant. Conducted candidate orientations. 2017 Lieutenant Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. City of Roswell, Georgia Developed and administered written examination and assessment 2017 center for the rank of Police Sergeant Development of written examination and assessment center for the Illinois State Police Lieutenant and Captain positions. IL State Police Merit Delivery of candidate orientation. Conduct assessor training and 2017 Board administration of written exam and assessment center. Development of candidate feedback reports. Development of technical report. IL State Police Merit Conducted a job analysis for the sergeant and master sergeant Board positions(interviews and questionnaires)and developed a 2017 technical report. IL State Police Merit Created entry-level assessment tools for the trooper position. 2016 Board 70 Copyright©2018,Industrial/Organizational Solutions,Inn CONFIDENTIAL—TRADE SECRET Development of written examination and assessment center for the Illinois State Police Sergeant and Master Sergeant positions. IL State Police Merit Delivery of candidate orientation. Conduct assessor training and 2016 Board administration of written exam and assessment center. Development of candidate feedback reports. Development of technical report. IL State Police Merit Conducted a job analysis for the trooper position (interviews 2016 Board and questionnaires)and developed a technical report. City of San Francisco Developed and administered assessment exercises and content 2016 for the police lieutenant position. City of San Francisco Developed and administered assessment exercises and content 2016 for the fire Battalion Chief position. Development of written examination and assessment center for the Roswell Police Department Sergeant and Lieutenant City of Roswell,Georgia positions. Delivery of candidate orientation. Conduct assessor 2016 training and administration of written exam and assessment center. Development of candidate feedback reports. Plano Police Department Development and validation of an entry-level PAT. 2016 Development and management of written examinations for Ann Arbor. MI sergeant and lieutenant. Development of assessment centers for 2016 Ann Arbor Police Department sergeant and lieutenant positions. Miami Police Department Development of parallel assessment center for the Lieutenant 2015 rank. New York State Department of Civil Development of job analysis and linkage questionnaires. 2015 Service State of Washington Review and validation of new items for state driver's license 2015 exams. Las Cruces, NM PAT Development of candidate and proctor guides for an entry-level 2015 PAT,and provided technical report. Chicago Police Assisted in the development of training and interview materials Department-Sergeant 2015 for the sergeant merit process. Merit Process Development and management of written examinations for Ann Arbor, MI sergeant and lieutenant. Development of assessment centers for 2015 Ann Arbor Police Department sergeant and lieutenant positions. Written examination development and administration for Cook County Sheriffs sheriffs police Lateral Entry Officer,Sergeant,and Lieutenant. 2015 Office Merit Board court services Sergeant and Lieutenant and correctional division Sergeant,and Lieutenant. City of Kenosha- Police Development and administration of an assessment center for the 2015 Chief Assessment Center Police Chief position in the Kenosha Police Department. 71 Copyright©2018.IndustriallOrganizational Solutions,Inc CONFIDENTIAL—TRADE SECRET Florida Department of Conduct state-wide job analysis for the entry-level firefighter Financial Service- position (paid and volunteer) in the State of Florida which Firefighter Job Task includes:interviews,large scale job analysis questionnaire 2014-2015 Analysis deployment to over 5000 incumbent firefighters, linkage analysis. and development of technical reports. Development and management of written examinations for Cobb County Police sergeant and lieutenant. Development of assessment centers for Department-Sergeant& sergeant and lieutenant. Conducted candidate orientations. 2014-2015 Lieutenant Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. Gwinnett County Police Development of written examination and assessment center. Department;Corporal, Delivery of candidate orientation. Conduct assessor training and 2015 administration of written exam and assessment center. Sergeant,and Lieutenant Development of candidate feedback reports. Development of written examination and assessment center. Lincoln Fire&Rescue Delivery of candidate orientation. Conduct assessor training and 2014-2015 Department-Captain administration of written exam and assessment center. Development of candidate feedback reports. Development and management of written examinations for Cobb County Sheriffs sergeant and lieutenant. Development of assessment centers for Office-Sergeant& sergeant and lieutenant. Conducted candidate orientations. 2014 Lieutenant Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. Orleans Parish Sheriffs Selection process for HR Director position 2014 Office Conduct linkage analysis and report results. Development of Virginia Beach Fire written examination and assessment center. Delivered candidate Department-Captain orientation. Conducted assessor training and administered 2012 rank written exam and assessment center. Development of candidate feedback reports. Prince William County Development of written examination and assessment center. Department of Fire and Delivered candidate orientation. Conducted assessor training 2012 Rescue-Tech II and and administered written exam and assessment center. Lieutenant ranks Development of candidate feedback reports. Lincoln Fire&Rescue Re-validation of entry-level physical ability test. 2011-2012 Department;Re-validation East Point Police Department,Sergeant. Development of written examinations and structured oral 2011 Lieutenant and Captain interviews. Promotionals 72 Copyright©3018,Indus iollOrganrcaconal Solutions,Inc. CONFIDENTIAL—TRADE SECRET Los Alamos Fire Development and management of written examination and Department-Company assessment center. Conducted assessor training and managed 2011 Officer assessment center administration. Developed candidate feedback reports. Los Alamos Fire Developed a structured oral interview with rating criteria. 2011 Department-Fire Chief Developed a custom"meet and greet"rating document Los Alamos Fire Development assessment center and interview. Conducted Department-Battalion assessor training and managed assessment center administration. 2011 Chief Developed candidate feedback reports. Savannah-Chatham Development of written examinations and assessment centers. Metropolitan Police Delivered candidate orientations. Conducted assessor training Department- Make-up and administered written exams and assessment centers. 2011 Sergeant and Captain Development of candidate feedback reports.Developed technical Promotional Processes documentation. Gwinnett County Police Development of written examinations and assessment centers. Department-Sergeant Delivered candidate orientations. Conducted assessor training 2011 and Lieutenant and administered written exams and assessment centers. Promotional Processes Development of candidate feedback reports. Westmont Police Development of written examination and assessment center. Department-Sergeant Delivered candidate orientation. Conducted assessor training 2011 Rank and administered written exam and assessment center. Development of candidate feedback reports. Prince William County Conducted a job analysis. Development of written examination Department of Fire and and assessment center. Delivered candidate orientation. 201 I Rescue-Tech II and Conducted assessor training and administered written exam and Captain ranks assessment center. Development of candidate feedback reports. Broward County Community College- Validation study 2011 Tech 11 and Captain processes Illinois State Police- Development of lieutenant and captain written examinations and Lieutenant and Captain 2011 promotional process assessment centers. Gwinnett County Police Developed written exam,conducted candidate orientation, Department Corporal 2010-201 administered exam, compiled results. Promotional Process Evanston Police Development of written examination and assessment center. Department-Sergeant Delivered candidate orientation. Conducted assessor training 2010-2011 Promotional Process and administered written exam and assessment center. Development of candidate feedback reports. Buffalo Police Department Development and management of written exam,validation, 2010-2011 -entry-level process development of technical report. 73 Copyright©2018,Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET Massachusetts State Police Development and management of job knowledge written exam -Captain make-up 2010-2011 and structured oral interview. Promotional Process City of Bridgeport Developed technical report for Bridgeport Police Department's 2010 entry-level selection process. Lafayette Police Department-Sergeant, Development and management of job knowledge written 2010 Lieutenant,and Captain examinations. written exams Los Alamos Fire Development and management of written exam and practical Department-Driver assessment Conducted assessor training and managed 2010 Engineer Promotional administration of practical assessment. Developed candidate Process feedback reports. Savannah-Chatham Development and management of assessment centers for Metropolitan Police sergeant and lieutenant. Conducted candidate orientations. Department-Sergeant 2010 Conducted assessor training,and managed assessment center and Lieutenant administrations. Developed candidate feedback reports. Promotional Processes Development and management of written examinations for Cobb County Sheriffs sergeant and lieutenant. Development of assessment centers for Office-Sergeant and sergeant and lieutenant. Conducted candidate orientations. 2010 Lieutenant Promotional Conducted assessor training and managed assessment center Processes administrations. Developed candidate feedback reports. Developed technical report. Los Alamos Fire Development and management of written examination and Department-Captain assessment center. Conducted assessor training and managed 2010 Promotional Process assessment center administration. Developed candidate feedback reports. Los Alamos Police Development and management of written exam and structured Department-Sergeant 2010 oral interview. Development of candidate feedback reports. Promotional Process Missouri State Highway Patrol-entry-level 501 Development of structured oral interview. 2010 development Illinois State Police- Sergeant and Master Conducted job analysis update. Development and management 2010 Sergeant Promotional of written examinations. Development of technical report. Processes Massachusetts State Police Managed the development of the sergeant exam. 2010 -Sergeant Rank 74 Copyright©2018.IndustriallOrgunizationul Saloon,Inc. CONFIDENTIAL—TRADE SECRET Los Alamos Fire Development of assessment center exercises,structured oral interviews and related materials, conduct assessor training, and Department-Battalion 2010 Chief develop feedback reports. Developed candidate feedback reports. Managed all phases of the promotional process for the Sergeant Gwinnett County Police rank. Coordinated with main contact and SMEs to finalize Department-Sergeant written exams, and create assessment center exercises. 2010 Rank Conducted training for candidates and assessors. Managed the • administration of the assessment center. Developed feedback reports. District of Columbia Fire Conducted job analysis, managed subject matter experts. Department developed assessment center exercises, managed administration 2010 of assessment center,developed feedback reports. Managed all phases of the promotional process for the Corporal, Gwinnett County Police Sergeant,and Lieutenant ranks. Coordinated with main contact Department:Corporal, and SMEs to finalize written exams,assessment center exercises. 2009 Sergeant,and Lieutenant Conducted training for candidates and assessors. Managed the Promotionals administration of the assessment center. Developed feedback reports. Development and management of written examination for Cobb County Sheriffs sergeant. Development of assessment center for sergeant. Office-Sergeant Conducted candidate orientation. Conducted assessor training 2009 Promotional Process and managed assessment center administration. Developed candidate feedback reports. Developed technical report. Los Alamos Fire Development and management of written exam and practical Department-Driver assessment. Conducted assessor training and managed 2009 Engineer Promotional administration of practical assessment. Developed structured Process oral interview. Developed candidate feedback reports. Managed all phases of the promotional process for Sergeant, Lieutenant,and Captain ranks. Worked with SMEs to determine East Point Police the exam reading list for the Sergeant and Lieutenant rank and finalized the written exams. Other aspects of this project Department, Sergeant, included:finalizing written exams,developing assessment center 2009 Lieutenant, and Captain exercises and a structured oral interview,creating feedback Promotionals reports,candidate orientations,assessor training,overseeing administration of the assessments,and development of candidate feedback reports. Lincoln Fire&Rescue Conducted a physical task job analysis to assess which physical Department;Entry-level tasks were essential to the job of a firefighter within the Lincoln PAT development and Fire& Rescue Department Helped in the development and 2008-2009 validation validation of the physical ability test. Created a candidate guide, proctor guide,and technical report. 75 Copyright©2018.Industrial/Organizational Solutions.Inc CONFIDENTIAL—TRADE SECRET Bradley Police Developed a promotional-level oral interview for their sergeant Department;Sergeant assessment. Provided training to assessors on how to rate 2008-2009 Promotional candidates during the interview. Facilitated the administration of the oral interviews. Norwood Park Fire Developed an entry-level interview and other materials for their Department; Entry-level entry-level hiring. Provided training to their commissioners on 2008-2009 firefighter oral interview administering the interview. Aurora Fire Department; Development of assessment center exercises. Training of Captain Assessment assessors and commissioners. Managed administration of 2009 Center assessment center. Work with internal SME to finalize reading lists for Corporal. Gwinnett County Sheriffs Sergeant, and Lieutenant ranks. Finalize written exams and 2009 Office oversee administration. Development of an assessment center for the Lieutenant rank. Bradley Police Development of assessment center exercises.Provide training to Department; Lieutenant 2009 assessors and oversee administration of the assessment center. Promotional Los Alamos Fire Development of assessment center exercises and related Department- Deputy 2009 materials. Developed candidate feedback reports. Chief&Assistant Chief Conference Presentations: • Ishaya, N., Ayman, R., & Korabik, K. Why So Much Guilt? Investigating How Overload Hurts and Why Control May Help. (May, 2013). Presented at the Society for Industrial Organizational Psychologists (STOP) Conference, Houston, TX. • Ishaya, N. and Ayman, R. Predicting Work-Family Conflict Via Perceived Involvement And Overload. (August 2008). Presented at the APA Convention, Boston, MA. • Tawney, M., Ishaya, N. and Ayman, R. (March, 2007). Effect of Ratings sources and Leader's Gender on Performance Appraisal. Presented at the Industrial Organizational and Organizational Behavior (IOOB) Conference, Indianapolis, IN. • Ronen, E., Ishaya, N., and Kozminski, K. (May, 2006). Job Satisfaction Among Healthcare Employees: Does Time of Year Matter? Presented at the Society for Industrial Organizational Psychologists (STOP) Conference. Dallas, TX. • Velgach, S., Ishaya, N., and Ayman, R. (April, 2005). Multi-Method Approach to Investigate Work-Family Conflict. Presented at the Society for Industrial Organizational Psychologists (STOP) Conference, Los Angeles, CA. 76 Copyright©201a.IndusvlallOrganrzaaonal SSuvons.Inc CONFIDENTIAL—TRADE SECRET .adig) COURTNEY WIERZBICKI (Nelson), PH.D. Manager, Consulting Services Background Statement: Dr. Wierzbicki (formerly Nelson) is a consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment Dr. Wierzbicki has experience in developing, validating, administering and defending assessment centers, promotional job knowledge examinations, entry-level examinations and oral interviews in the public safety sector. Education: The University of Tulsa, Tulsa, Oklahoma Doctor of Philosophy: Industrial/Organizational Psychology (2013) Dissertation: The impact of differential learning on the relationship between training and store level outcomes The University of Tulsa, Tulsa, Oklahoma Master of Arts: Industrial/Organizational Psychology (2010) Saint Louis University, St Louis, Missouri Bachelor of Arts, Psychology (2008) Certificate in Human Resource Management,John Cook School of Business Affiliations: Society for Industrial/Organizational Psychology (STOP) Society of Human Resource Management(SHRM) Professional Experience: 2016 to Present Industrial/Organizational Solutions. Inc. Manager • Performs all functions of a consultant, in addition to: • Leads a team of consultants to deliver high-quality assessment projects. Ensures that team members are applying best practices of the industry. Actively mentors and teaches team members. • Supervises a team of consultants in order to ensure effective completion of tasks. Conducts annual performance appraisals and directly oversees team members work on a weekly basis. • Manages the hiring, training, and development of new consulting staff. 77 Copyright O 2018,Industrial/Organizational Sdurons,Inc. CONFIDENTIAL—TRADE SECRET 2016 Industrial/Organizational Solutions, Inc. Senior Consultant • Independently and simultaneously managed multiple test development and validation projects for promotion testing\ assessment systems • Conducted job analysis (interviews and observations) to identify the essential knowledge, skills, and abilities and other characteristics necessary for performance 2013 to 2015 Industrial/Organizational Solutions, Inc. Consultant • Consulted with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Provided best-practice training to public safety agencies, human resources and civil service personnel 2011 to 2012 Hogan Assessment Systems Research Associate, Research & Development Department • Constructed selection profiles for client specific jobs using personality and values-based assessments • Conducted validity generalization research for employee selection and development initiatives using meta-analysis, synthetic validity, and transport validity methods • Aligned and mapped client competency models to Hogan competencies • Carried out job analysis procedures including content analysis/job documentation review, interviewing job incumbents, and collection of focus group data 2010 PennWell Corporation Intern, Human Resources • Conducted employee selection interviews and made hiring recommendations to managers • Designed structure oral interviews through job analysis, question generation, and question selection • Interpreted psychological assessments (cognitive ability, personality, and emotional intelligence) 2009 to 2010 Reliant Live Consulting Intern • Compiled multiple resources to develop leadership competencies following 360 performance appraisal 78 Copyright©3018,Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET • Created and managed a database of leadership development resources Summary of Selection Projects: Client Project Description Timeframe Arlington,TX Developed a written examination for the rank of Fire Apparatus 2018 Operator. Developed and administered written examination and assessment 2018 Tulsa, OK center for the rank of District Chief. Tulsa, OK Developed and administered written examination and assessment 2018 center for the rank of Police Sergeant. San Antonio.TX Developed a written examination for the rank of Police 2018 Detective-Investigator. Pinellas County Sheriffs Developed written examination for the ranks of Sergeant(Law 2017 Office, FL Enforcement and Department of Corrections) Austin,TX Developed a written examination for the rank of Police Corporal 2017 -Detective. Tulsa,OK Developed a written examination for the rank of Fire Equipment 2017 Operator. Forsyth County, GA Developed and administered written examination and assessment 2017 center for the rank of Battalion Chief. Sc Paul, MN Developed and administered written examination and assessment 2017 center for the rank of Police Sergeant. St.Paul,MN Developed and administered assessment center for the rank of 2017 Commander. Dallas.TX Developed and administered assessment center for the rank of 2017 Police Sergeant. Dallas,TX Developed and administered assessment center for the rank of 2017 Police Lieutenant. San Antonio,TX Developed and administered written examination and assessment 2017 center for the rank of Police Sergeant Arlington,TX Developed and administered written examination and assessment 2017 center for the rank of Fire Captain. Arlington,TX Developed and administered written examination and assessment 2017 center for the rank of Fire Lieutenant. Tulsa, OK Developed and administered assessment center for the rank of 2017 Police Captain. Tulsa,OK Developed and administered written examination and assessment 2017 center for the rank of Police Corporal. Montgomery County, MD Developed and administered assessment center for the rank of 2017 Fire Captain. Montgomery County, MD Developed and administered assessment center for the rank of 2017 Fire Battalion Chief. San Antonio.TX Developed and administered written examination and assessment 2017 center for the rank of Police Lieutenant. Developed and administered written examination and assessment 2017 San Antonio,TX center for the rank of Police Captain. Forsyth County, GA Developed and administered written examination and practical 2017 assessment for the rank of Fire Apparatus Operator. Tulsa, OK Developed and administered written examination and assessment 2017 center for the rank of Police Sergeant. San Antonio,TX Developed a written examination for the rank of Police 2016 79 Copyright©2018,IndustniollOrganixauonal Sdutions,Inc CONFIDENTIAL—TRADE SECRET Detective/Investigator. Conducted job analysis for the ranks of Fire Equipment Tulsa, OK Operator,Captain, District Chief,Assistant Chief,and Deputy 2016 Chief. Montgomery County, MD Developed and administered written examination and assessment 2016 center for the ranks of Master Firefighter and Fire Lieutenant. Chattanooga.TN Developed and administered written examination and assessment 2016 center for the rank of Police Sergeant. Chattanooga.TN Developed and administered written examination and assessment 2016 center for the rank of Police Lieutenant. Chattanooga,TN Developed and administered written examination and assessment 2016 center for the rank of Police Captain. Pinellas County Sheriff's Developed written examination for the ranks of Sergeant(Law 2016 Office, FL Enforcement and Department of Corrections) Tulsa, OK Developed and administered written examination and assessment 2016 center for the rank of Police Corporal. Springfield, IL Developed and validated structured oral interview for entry level 2016 police officer. Montgomery County, MD Conducted job analysis for the rank of Fire Assistant Chief. 2016 Forsyth County, GA Developed and administered written examination and assessment 2016 center for the rank of Fire Lieutenant. Montgomery County, MD Conducted job analysis for the rank of Police Captain. 2016 Forsyth County, GA Developed and administered written examination and practical 2016 assessment for the rank of Fire Apparatus Operator. Arlington,TX Developed and administered written examination and assessment 2016 center for the rank of Fire Lieutenant. Arlington,TX Developed and administered written examination and assessment 2016 center for the rank of Fire Captain. Austin,TX Developed and administered assessment center for the rank of 2016 Police Commander. Austin.TX Developed and administered assessment center for the rank of 2016 Police Lieutenant Austin,TX Developed and administered assessment center for the rank of 2016 Police Sergeant Sc Paul, MN Developed and administered assessment center for the rank of 2016 Police Sergeant. Omaha, NE Developed and administered assessment center for the rank of 2016 Fire Battalion Chief. Tulsa.OK Developed and administered assessment center for the rank of 2016 Police Corporal. Tulsa. OK Developed and administered assessment center for the rank of 2016 Police Sergeant. Rockford, IL Conducted candidate screening and administered assessment 2016 center for the rank of Police Chief Springfield, IL Developed and administered written examination and assessment 2016 center for the ranks of Police Lieutenant. Springfield. IL Developed and administered written examination and assessment 2016 center for the ranks of Police Sergeant. Tulsa, OK Developed and administered assessment center for the rank of 2016 Police Major. Tulsa, OK Developed and administered assessment center for the rank of 2015 Police Captain. Austin,TX Conducted job analysis for the ranks of Police Detective, 2015 Corporal,Sergeant, Lieutenant,and Commander. 80 Copynght©2018,Industrial/0rganizntond Solutions,Inc CONFIDENTIAL—TRADE SECRET Buffalo, NY Conducted job analysis for the rank of Police Officer 2015 St.Paul,MN Developed and administered assessment center for the rank of 2015 Police Lieutenant. Pinellas County Sheriffs Developed written examination for the ranks of Sergeant(Law 2015 Office, FL Enforcement and Deputy of Corrections) Forsyth County,GA Developed and administered written examination and assessment 2015 center for the rank of Fire Battalion Chief. San Antonio,TX Developed a written examination for the rank of Police Sergeant. 2015 San Antonio.TX Developed a written examination for the rank of Police 2015 Detective. San Antonio,TX Developed and administered written examination and assessment 2015 center for the rank of Police Lieutenant. San Antonio,TX Developed and administered written examination and assessment 2015 center for the rank of Police Captain. Conducted job analysis,developed a written examination,and Arlington,TX developed a scoring rubric for a practical skills evaluation for the 2015 rank of Apparatus Operator Omaha, NE Developed and administered an in-basket exercise and 2015 assessment centers for the rank of Police Captain. Springfield,IL Developed and validated structured oral interview for entry level 2015 firefighter. Springfield. IL Developed and validated structured oral interview for entry level 2015 police officer. Conducted job analysis,developed and administered written Forsyth County. GA examination and assessment center for the rank of Fire 2015 Lieutenant. Omaha, NE Developed and validated structured oral interview for entry level 2015 firefighter. Tulsa, OK Developed and administered written examination and assessment 2015 center for the rank of Police Sergeant. San Jose, CA Developed written examination for the rank of Fire Engineer. 2015 Arlington,TX Developed and administered written examination and assessment 2015 center(or the rank of Fire Lieutenant, Arlington,TX Developed and administered written examination and assessment 2015 center for the rank of Fire Captain. Tulsa, OK Developed and administered assessment center for the rank of 2015 Deputy Chief of Police. Conducted job analysis, developed and administered written Springfield, IL examinations and assessment center for the rank of fire battalion 2015 chief. Springfield. IL Conducted job analysis,developed and administered written 2015 examinations and assessment center for the rank of Fire Captain. San Jose,CA Conducted job analysis,developed and administered written 2014 examination and assessment center for the rank of Fire Captain. City of Miami, FL Conducted job analysis for the rank of Firefighter. 2014 San Antonio.TX Developed written examination for the rank of Police Sergeant. 2014 San Antonio,TX Developed written examination for the rank of Police Detective. 2014 Plano,TX Developed written examination for the rank of Assistant Chief. 2014 Plano,TX Developed written examination for the rank of Battalion Chief. 2014 Plano,TX Developed and administered written examination for the rank of 2014 Fire Captain. Plano.TX Developed written examination for the rank of Fire Lieutenant. 2014 Plano,TX Developed written examination for the rank of Fire Apparatus 2014 Operator. 81 Copyright C 2018,IndusvmllOrgooizallonnl Solutions,Inc CONFIDENTIAL—TRADE SECRET Tulsa,OK Developed and administered written examination and assessment 2014 center for the rank of Police Corporal. Tulsa,OK Developed and administered assessment center for the rank of 2014 Police Captain. Tulsa,OK Developed and administered assessment center for the rank of 2014 Police Major. Tulsa,OK Developed and administered written examination and assessment 2014 center for the rank of Police Sergeant. Pinellas County Sheriffs Developed and administered written examination and assessment 2014 Office center for the rank of Sergeant LEO (Law Enforcement Officer). Pinellas County Sheriffs Developed and administered written examination and assessment Office center for the rank of Sergeant DCB(Detention&Corrections 2014 Bureau). Pinellas County Sheriffs Developed and administered assessment center for the rank of 2014 Office Lieutenant LEO(Law Enforcement Officer). Pinellas County Sheriffs Developed and administered assessment center for the rank of 2014 Office Lieutenant DCB(Detention&Corrections Bureau). DFW Airport Fire and Developed technical interview questions for the ranks of Police 2014 Police Sergeant and Lieutenant and Fire Captain and Battalion Chief. St. Paul, MN Assisted in the development of written examination and 2014 assessment center for the rank of Sergeant Omaha, NE Developed and administered written examinations and 2014 assessment centers for the rank of Fire Captain. San Jose, CA Developed written examination for the rank of Fire Engineer. 2014 Conducted job analysis, developed and administered written San Jose. CA examinations and assessment center for the rank of fire battalion 2014 chief. Conducted job analysis, developed and administered written Miami Beach, FL examinations and structured oral interview for the rank of 2014 Lifeguard II. Conducted job analysis, developed and administered written Miami Beach, FL examinations and structured oral interview for the rank of 2014 Lifeguard Lieutenant. Omaha. NE Developed and administered assessment center for Assistant Fire 2014 Chief. Omaha, NE Developed and administered written examination and assessment 2013 center for police captain. San Jose,CA Developed and administered written examinations and 2013 assessment centers for the rank of Arson Investigator. San Jose, CA Developed and administered written examinations and 2013 assessment centers for the rank of Fire Prevention Inspector. Conducted job analysis, developed and administered written Forsyth County,GA examinations and assessment center for the rank of fire Battalion 2013 Chief. Tulsa, OK Developed and administered written examination and assessment 2013 center for the rank of Police Corporal. DFW Airport Fire and Conducted job analysis for the ranks of fire captain and battalion Police chief, sergeant and lieutenant for police. Linked job analysis tasks 2013 and KSAs to off-the-shelf promotional tests. Milwaukee,WI Assisted in the development and administration of written 2013 examinations and assessment centers for the rank of lieutenant Conducted job analysis and assisted in the development and Milwaukee,WI administration of written examinations and assessment centers 2013 for the rank of fire captain. 82 Copyright©2018,IndusN011Orgonizotional Solutions,Inc. CONFIDENTIAL—TRADE SECRET Conducted job analysis and assisted in the development of Omaha. NE written examination and assessment center for the rank of 2013 paramedic shift supervisor. Presentations: • Nelson, C.A., Benson, M., Bonilla, D., Foldes, H., Muros, J., Roberston, L., & Zaldivar, K. (April 2015). Stepping into Organizations: Strategies for Talking to the Business. Panel Discussion at the 30th Annual Conference for the Society for Industrial and Organizational Psychology, Philadelphia, PA. • Nelson, C. A., Brummel, B.J., & Wright, C. (April, 2013). The relationship between training scores and store-level outcomes. Poster presented at the 28th Annual Conference for the Society for Industrial and Organizational Psychology, Houston, TX. • Parker, K. N., Brummel, B. J., Nelson, C. A., Hannam, K. A., & Thomason, A. (April, 2013). Examining the curvilinear relationship between income and job satisfaction. Poster presented at the 28th Annual Conference for the Society for Industrial and Organizational Psychology, Houston, TX. • Simonet, D. V., Narayan, A., & Nelson, C. A. (April, 2013). Who is empowered? A dispositional basis to psychological empowerment Poster presented at the 28th Annual Conference for the Society for Industrial and Organizational Psychology, Houston, TX. • Nelson, C. A., Simonet, D. V., & Narayan, A. (April, 2012). Exploring the proactive realization process of organizational culture via critical incident methodology. In A. Narayan (Co-Chair) & D. Simonet (CoChair), Key to the Lock Matching Qualitative Methodology to Organizational Questions. Symposium at the 27th Annual Conference for the Society for Industrial and Organizational Psychology, San Diego, CA. • Palmer, A.J., Robertson, L., Nelson, C. A., & Pickering, D. (April, 2012). Employability using personality assessment. Poster presented at the 27th Annual Conference for the Society for Industrial and Organizational Psychology, San Diego, CA. • Simonet, D. V., Narayan, A., & Nelson, C. A. (April, 2012). Mediated relationships between psychological safety and multidimensional psychological empowerment. Poster presented at the 27th Annual Conference for the Society for Industrial and Organizational Psychology, San Diego, CA. • Simonet, D. V., Packell, K. M., Pellebon, C., Nelson, C. A., & Narayan, A. (April, 2011). Eliciting and categorizing organizational member values: Value laddering technique. Poster presented at the 26th Annual Conference for the Society for Industrial and Organizational Psychology, Chicago, IL. Publications: Smit, B., Ryan, L, & Nelson, C. (in press). Does job autonomy increase or decrease negative emotional displays from service workers? A test of competing hypotheses. Journal of Personnel Psychology. Simonet, D. V., Narayan, A, & Nelson, C. (2015). A social-cognitive moderated mediated model of psychological safety and empowerment.Journal of Psychology: Interdisciplinary and Applied, 149, 818-845. 83 Copyright©2018,IndusniallOrganizo6anal Solutions,Inc. CONFIDENTIAL—TRADE SECRET Nelson, C. A., Brummel, B. J., Grove, D. F., Jorgenson, N., Gamble, R., & Sen, S. (2010). Measuring creativity in software design. Proceedings of the International Conference on Computational Creativity, 205-214. 84 Copyright B 2018.IndusvmllOrganizatonal Solutions.Inc CONFIDENTIAL—TRADE SECRET rat W BRYAN EVANS, Ph.D. Assessment Consultant Background Statement: Consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Bryan has experience in developing, validating, and administering assessment centers, promotional job knowledge examinations, and oral interviews in the public safety sector with additional expertise in full life-cycle project management, communication at all organizational levels, and team building. Education: Alliant International University, San Diego, California Doctor of Philosophy: Organizational Psychology (2016) Dissertation: Perceived Supervisor Emotional Intelligence: Implications for Subordinate Job Engagement and Subordinate Turnover Intentions Master of Science: Organizational Psychology (2015) Mercy College, Dobbs Ferry, New York Master of Science: Mental Health Counseling (2012) University of Bridgeport, Bridgeport, Connecticut Bachelor of Science, Psychology (2010) Professional Experience: 2016 to Present Industrial/Organizational Solutions, Inc. Assessment Consultant • Manage full life-cycle consulting projects. Including the determination of project deliverables, scheduling, communications, client relations, and ensuring the technical quality of all work to be completed • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Conduct job analysis (interviews and observations) to identify the essential knowledge, skills, and abilities and other characteristics necessary for performance • Provide best-practice training to public safety agencies, human resources and civil service personnel 2014 to 2015 City of San Diego, Public Utilities Department Organizational Effectiveness Consultant 85 CopYrig it©2018,Industrial/Organizational Solutions,Inc CONFIDENTIAL—TRADE SECRET • Consult with internal and external clients to identify challenges that hinder optimal performance • Coordinated and led kickoff meetings that defined goals and roles, clarified scope and project plan, identified key stakeholders and resources, and set timelines 2003 to 2007 B & G Commodities, New York Mercantile Exchange Broker • Consulted, purchased, and sold commodities for clients on the trading floor of the NYMEX • Balanced multiple client requests an extremely fast-paced high- stress environment • Retained all accounts over the course of employment as a result of providing accurate predictions over market trends Summary of Selection Projects: Client Project Description Timeframe Written examination and assessment center Indianapolis, IN development,validation, candidate orientation,assessor 2017-2018 training,administration and scoring for the ranks of Fire Lieutenant Captain,and Battalion Chief Written examination and assessment center Gwinnett County, GA development validation,candidate orientation,assessor 2017-2018 training,administration and scoring for the ranks of Fire Lieutenant Broken Arrow, OK Buffalo, NY Chambersburg, PA Cobb County.GA Fire tactical exercise design and development utilizing Dallas.TX 2017 digital combustion software(FireStudio 6) Davenport. IA Niles, IL Moline,IL Oak Park. IL Job Analysis for the ranks of Lieutenant Captain, Battalion Chief,and Division Chief. Assessment Buffalo. NY development,validation,assessor training and 2017 administration for ranks of Battalion Chief and Division Chief. San Francisco. CA Assessment center development,validation,and assessor 2017 training for the rank of Battalion Chief Massachusetts, MA Written examination and oral assessment development 2017 and validation for the rank of Police Captain Baltimore, MD Written examination and assessment center 2017 development,validation for the rank of Police Lieutenant Written examination and practical assessment Augusta, GA development,assessor training,administration and 2017 scoring for the rank of Fire Sergeant Las Vegas, NV Written examination and practical assessment 2017 development validation,candidate orientation,assessor 86 Copyright©2018.IndunnallOrganlzat)onal Solutions,Inc. CONFIDENTIAL—TRADE SECRET training,administration and scoring for the rank of Driver Engineer Davenport, IA Assessment center development.validation,and assessor 2017 training for the rank of Fire Captain Job Analysis.Written examination and assessment center Broken Arrow, OK development,validation, candidate orientation, assessor 2017 training,administration and scoring for the ranks of Fire Lieutenant, Deputy Chief,and EMS Major Written examination and assessment center Gwinnett County,GA development validation,candidate orientation,assessor 2017 training.administration and scoring for the ranks of Driver Engineer and Fire Captain Arvada, CO Fire tactical exercise design and development utilizing 2016 digital combustion software(FireStudio 6) Written examination and assessment center Gwinnett County. GA development,validation, assessor training,administration 2016 and scoring for the ranks of Driver Engineer and Fire Lieutenant Houston,TX Job analysis for the ranks of Police Sergeant Lieutenant, 2016 and Captain Chattanooga,TN Job analysis for the ranks of Police Sergeant and 2016 Lieutenant Written examination and assessment center Arlington Heights, IL development,validation,assessor training,administration 2016 and scoring for the rank of Police Commander Baltimore, MD Assessment center development,validation, assessor 2016 training,administration for the rank of Police Sergeant Massachusetts. MA Written examination development validation.technical 2016 report for the rank of Sergeant Job Analysis,written examination and assessment Las Vegas. NV development validation,assessor training and 2016 administration for ranks of Battalion Chief and Fire Captain. Written examination and assessment center Wheeling, IL development,validation,assessor training,administration 2016 and scoring for the rank of Police Sergeant Written examination and assessment center Arvada, CO development validation,candidate orientation, assessor 2016 training,administration and scoring for the rank of Fire Captain 87 Copyright©2018.Industrial(Organizational Solutions,Inc CONFIDENTIAL—TRADE SECRET DEBORAH LEE, PH.D. Assessment Consultant Background Statement: Dr. Lee is a consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Dr. Lee has experience in developing, validating, administering and defending assessment centers, promotional job knowledge examinations, entry-level examinations and oral interviews in the public safety sector. Education: University of Missouri —St. Louis Doctor of Philosophy: Industrial/Organizational Psychology (2017) Dissertation: I'm afraid to tell you what I really think: The feedback withholding bias in STEM settings University of Missouri —St. Louis Master of Arts: Industrial/Organizational Psychology (2012) Thesis: Was that racist?Perceptions of racial microaggressions Western Kentucky University Master of Arts: Industrial/Organizational Psychology (2009) Thesis: Racial microaggression at work: Implications for Caucasian and African American employees Saint Louis University, St Louis, Missouri Bachelor of Arts, Psychology and Women's Studies (2007) Affiliations: Society for Industrial/Organizational Psychology (STOP) Professional Experience: 2016 to Present Industrial/Organizational Solutions, Inc. Assessment Consultant • Consulted with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Independently and simultaneously managed multiple test development and validation projects for promotion testing\ assessment systems 88 Copynght©2018,Indus-mai/Organizational SoluOons,Inc CONFIDENTIAL—TRADE SECRET • Conducted job analysis (interviews and observations) to identify the essential knowledge, skills, and abilities and other characteristics necessary for performance • Provided best-practice training to public safety agencies, human resources and civil service personnel 2013 to 2016 Colarelli, Meyer, and Associates (CMA) Associate Consultant • Responsibilities included writing individual and organizational reports; analyzing qualitative and quantitative data; creating original surveys/scales; conducting 360 interviews and developing 360 surveys and reports; coordinating and managing leadership development projects; facilitating team-building workshops; and developing content and delivering employee training • Develop an original measure of entrepreneurial leadership using psychometric best practices; facilitate relationship with appropriate technology vendor to generate automated report based on original measure; launch original survey and report for global entrepreneurial association • Collaborate with client contacts to design and manage customized assessment centers for job selection, develop customized job simulation, selection into leadership development programs, and individual leadership development planning for Fortune 500 and global chemical manufacturing companies 2010 to 2013 University of Missouri —St. Louis Graduate Research Assistant • Assisted on research project funded by a U.S. Air Force Grant investigating the calibration of human trust in automated systems, different automation schemas, and implicit attitudes. • Trained and managed research assistants, programmed experiments with the Inquisit computer program, entered and analyzed data using SPSS, HLM, and/or LISREL, and published results. 2012 Local Brewing Company in St. Louis Consultant • Created an employee assessment tool to identify high potential employees; presented assessment tool and recommendations for implementation to senior management. 2008 to 2009 Harshman and Associates Graduate Intern 89 Copyright©2018,IndusviallOrgamzotonal SSuuons,Inc. CONFIDENTIAL—TRADE SECRET • Responsibilities included assisting on consulting and research projects, developing materials for jWAM (Inventory for Work Attitude & Motivation) tool assessment education and certification. Summary of Selection Projects: Client Project Description Timeframe Chambersburg Fire Developed and administered assessment center for the rank of 2017 Department Captain Miami Beach Fire Developed and administered written knowledge exam and oral 2017 Department knowledge interview for ranks of Lieutenant and Captain Miami Police Department Assisted in the development of assessment center for rank of 2017 Lieutenant Conducted job analysis, developed and administered written Raleigh Police Department knowledge exam and assessment center for the ranks of 2017 Detective and Sergeant Raleigh Police Department Conducted job analysis,developed and administered assessment 2017 center for the rank of Lieutenant Rockford Police Developed and administered assessment center for the rank of 2017 Department Lieutenant Springfield MO Police Developed written knowledge exam and developed and 2017 Department administered assessment center for the rank of Sergeant Assisted in the conduction of job analysis for the ranks of Fire Tulsa Fire Department Equipment Operator, Captain, District Chief,Assistant Chief,and 2017 Deputy Chief Tulsa Police Department Administered assessment center for the rank of Corporal ' 2017 Virginia Beach Fire Developed and administered structured oral interview for entry- 2017 Department level firefighters Virginia Beach Fire Developed and administered written knowledge exam and 2017 Department assessment center for the rank Captain Virginia Beach Fire Developed and administered assessment center for the rank of 2017 Department Battalion Chief Virginia Beach Police Developed and administered written knowledge exam and 2017 Department assessment center for the rank Lieutenant Virginia Beach Police Developed written knowledge exam for rank of Master Police 2017 Department Officer Houston Police Assisted in the job analysis and development and administration Department of assessment center for the ranks of Sergeant, Lieutenant,and 2016 Captain Miami Beach Fire Developed and administered written knowledge exam and Department-Ocean structured oral interview for the rank of Lifeguard Hand 2016 Rescue Lifeguard Lieutenant Miami Beach Police Developed and administered written knowledge exam and 2016 Department assessment center for the ranks of Sergeant and Lieutenant Rockford Police Developed and administered assessment center for the rank of 2016 Department Lieutenant Virginia Beach Fire Developed and administered assessment center for the rank of 2016 Department Battalion Chief Virginia Beach Fire Developed and administered structured oral interview for entry- 2016 Department level firefighters Virginia Beach Police Developed written knowledge exam for rank of Master Police 2016 Department Officer 90 Copyright©2018,IndustriallOrgonizoVonai Solutions,Inc CONFIDENTIAL—TRADE SECRET Virginia Beach Police Developed and administered written knowledge exam and 2016 Department assessment center for the rank of Sergeant Presentations: • Lee, a, Miner, K., & Reed, W. (April, 2008). The Effects of Intra---Workgroup Incivility: Does Group Identification Matter? Poster presented at the 23'd Annual Conference for the Society for Industrial and Organizational Psychology, San Francisco, CA. • Cox, J., Lammers, V., Lee, D., & Breaugh, J. (April, 2011). Trust, Supportive Leadership, and Organizational Commitment A Multi---Level Analysis. Poster presented at the 2681 Annual Conference for the Society for Industrial and Organizational Psychology, Chicago, IL and University of Missouri—St. Louis Graduate Research Fair. Graduate School Research Competition Award— I"Place in Psychology • Breaugh, J., Labrador, J.R., Frye, K., Lammers, V., Lee, D., & Cox,J. (April, 201 I). The Value of Biodata for Selecting Employees. Poster presented at the 26th Annual Conference for the Society for Industrial and Organizational Psychology, Chicago, IL. • Lammers, V., Cox, J., Lee, D., Frye, K., Labrador, J.R., & Breaugh,J. (April 2012). Differential Importance of Performance Dimensions: A Relative Weights Analysis. Poster presented at the 27°i Annual Conference for the Society for Industrial and Organizational Psychology, San Diego, CA. • Lee, D. & Merritt, 5. (April, 2014). Was that racist? Perceptions of racial microaggressions. Poster presented at the 29th Annual Conference for the Society for Industrial and Organizational Psychology, Honolulu, HI and University of Missouri — St. Louis Graduate Research Fair. Graduate School Research Competition Award— 1st Place Overall; UMSL Sigma Xi Research Award-2014 Publications: Merritt, S. M., Lee, D., Unnerstall, I. L., & Huber, K. (2015). Are Well-Calibrated Users Effective Users? Associations Between Calibration of Trust and Performance on an Automation-Aided Task. Human Factors: The Journal of the Human Factors and Ergonomics Society, 57(1), 34-47. Merritt, S. M., Unnerstall, I. L., Lee, D., & Huber, K. (2015). Measuring individual differences in the perfect automation schema, Human Factors: The Journal of Human Factors and Ergonomics 57(5), 640-753. Breaugh, I., Labrador, I.. Frye, K., Lee, D., Lammers, V., & Cox, I. (2014). The Value of Biodata for Selecting Employees: Comparable Results for Job Incumbent and Job Applicant Samples? Journal of Organizational Psychology, 14(1), 40-51. Merritt, S. M., Heimbaugh, H., LaChapell, I., & Lee, D. (2013). I trust It, but I Don't Know Why Effects of Implicit Attitudes Toward Automation on Trust in an Automated System. Human Factors: The Journal of the Human Factors and Ergonomics Society, 55(3), 520-534 91 Copyright©2018,Industrial/Organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET rits\e„:),:agi LINDA H. REYNAUD, M.A. / 3 Assessment Consultant Ms. Reynaud is a consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Ms. Reynaud has a variety of experiences in the private and public sectors in developing, validating, and administering selection processes. Ms. Reynaud also has extensive experience in job analyses and technical report writing. EDUCATION George Mason University M.A. Industrial/Organizational Psychology, 1988 James Madison University B.S. Psychology (cum laude, with distinction), 1987 Professional Experience 2012-present Assessment Consultant, 110 Solutions, Inc. • Consult with public safety agencies to design, develop and validate entry- level and promotional testing/assessment systems • Conducted job analysis (interviews and observations) to identify the essential knowledge, skills, and abilities and other characteristics necessary for performance • Write technical reports for assessment processes, documenting all aspects of the development administration, results and validation evidence to support assessments 2000-2011 Contract Consultant, e-Selex.com • Served as project manager, designing and developing online selection systems for large private industry clients • Conducted validation analyses and authored validation reports • Wrote proposals, technical specifications documents, and technical reports 1997-2000 Consultant, SHL, Inc. • Consulted with companies to develop and validate selection tools • Managed the design and develop online hiring systems 1994-1997 Testing and Assessment Analyst, Circuit City Stores, Inc. • Developed and implemented assessment centers for store management positions • Developed Competency Models, utilized for recruitment, hiring, promotion and performance management systems 92 Copyright©2018, ndusviol/organizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET • Created a 360 degree feedback instrument, training, and policies • Designed interview guides for store positions • Completed test validation analyses and wrote validation reports • Developed standard operating procedures for store selection • Led cross-functional project to improve sales associate productivity and customer service 1992-1997 Adjunct Instructor, University of Richmond 1993-1994 Organizational & HR Development Manager, Virginia Department of Rehabilitative Services • Facilitated organizational development programs • Led cross-functional team in the development of success factors for agency staff • Conducted training needs assessment and developed agency's annual HR development plan • Authored training proposal to obtain federal in-service training grant funds; managed grant funds 1990-1993 Selection & Assessment Specialist, Altria • Developed and administered assessment centers for sales manager position and middle manager positions • Developed 360 feedback instrument and process • Designed and implemented assessment processes for various purposes (e.g., placement in re-organization, associate development, training needs analysis) • Participated in the design of a performance appraisal system • Participated in the development of a Management Competency Model • Conducted job analyses and validation studies on selection instruments • Authored panel interview guides and test administration manuals 1988-1990 Research Associate, Human Resources Research Organization (HumRRO) • Served as research analyst under lead researchers • Authored technical reports, prepared communication materials, conducted job analysis interviews 1988 Research Associate (Intern), Morris & McDaniel, Inc • Wrote items for police, security and fire job knowledge exams 93 Copyright CO 2018,InduzvlallOrganizatbnal Solutions,Inc CONFIDENTIAL—TRADE SECRET Summary of IOS Selection Projects: Client Project Description Timeframe Job knowledge written examination development for the ranks of Austin-Travis County EMS Medic 11 Communications,Medic II Field,and Captain Field. 2017 Structured Oral Interview development for rank of Medic I. Job knowledge written examination development and assessment Bernalillo County Fire center development and administration for the ranks of Department Commander and Captain in the Bernalillo Fire Department. 2017 Practical assessment development and administration for the rank of Engineer. Bernalillo County Job knowledge written examination development and assessment Metropolitan Detention center development and administration for the ranks of Sergeant 2017 Center and Lieutenant Carrollton Fire Job knowledge written examination development for the ranks of DepartmentApparatus Operator. Sub Apparatus Operator, Captain,and 2017 Battalion Chief in the Carrollton Fire Department. Chattanooga Fire Assessment center development and administration for the ranks 2017 Department of Lieutenant and captain in the Chattanooga Fire Department Coral Gables Fire Job knowledge written examination development for the rank of Department Captain in Coral Gables Fire Department.Coordinated entry- 2017 level testing. Assessment center development for military make-up Jacksonville Sheriffs Office assessments for the ranks of Police Sergeant and Lieutenant in 2017 the Jacksonville Sheriffs Office. Job knowledge written examination development and assessment Los Alamos Fire center development and administration for the ranks of Driver 2017 Department Engineer,Captain, and Battalion Chief in the Los Alamos Fire Department Job knowledge written examination development and assessment center administration and development for the ranks of Captain Field, Commander Field, Captain Communications,and Austin-Travis County EMS Commander Communications. Job knowledge written 2016 examination development for the ranks of Medic II Communications and Medic I Field. Structured Oral Interview development for rank of Medic 1. Bernalillo County Fire Job knowledge written examination development and assessment center development and administration for the ranks of 2016 Department Commander and Lieutenant in the Bernalillo Fire Department. Bernalillo County Job knowledge written examination development and assessment Metropolitan Detention center development and administration for the ranks of Sergeant 2016 Center and Lieutenant. Carrollton Fire Job knowledge written examination development for the ranks of DepartmentApparatus Operator, Sub Apparatus Operator, Captain,and 2016 Battalion Chief in the Carrollton Fire Department Coral Gables Fire Job knowledge written examination development for the ranks of 2016 Department Lieutenant and Battalion Chief in Coral Gables Fire Department. Jacksonville Sheriffs Office Assessment center development and administration for the ranks 2016 of Sergeant and Lieutenant in the Jacksonville Sheriffs Office. Los Alamos Fire Job knowledge written examination development and assessment 2016 94 Copyright©2018,IndustridlOrganizaaonal Sdutions,Inc. CONFIDENTIAL—TRADE SECRET Department center development and administration for the ranks of Driver Engineer, Captain,and Battalion Chief in the Los Alamos Fire Department.Entry level firefighter testing coordination. Los Alamos Police Job knowledge written examination development and assessment Department center development and administration for the rank of Sergeant 2016 in the Los Alamos Police Department. Savannah Police Job knowledge written examination development and assessment Department center development and administration for the rank of Sergeant 2016 in the Savannah Police Department. Job knowledge written examination development for the ranks of Austin Fire Department Fire Specialist,Lieutenant,Captain,and Battalion Chief in the 2015 Austin Fire Department. Job knowledge written examination development for the ranks of Austin-Travis County EMS Medic 11 Communications, Captain Communications, 2015 Commander Communications,and Medic II Field. Structured Oral Interview development for Medic I. Bernalillo County Fire Job knowledge written examination development and assessment Department center development and administration for the ranks of Captain 2015 and Engineer in the Bernalillo Fire Department. Bernalillo County Job knowledge written examination development and assessment Metropolitan Detention center development and administration for the ranks of Sergeant 2015 Center and Lieutenant. Carrollton Fire Job knowledge written examination development for the ranks of Department Apparatus Operator. Sub Apparatus Operator,Captain,and 2015 Battalion Chief in the Carrollton Fire Department. Job knowledge written examination development and assessment Los Alamos Fire center development and administration for the ranks of Driver 2015 Department Engineer,Captain,and Battalion Chief in the Los Alamos Fire Department. Montgomery County Job knowledge written examination development and assessment Department of center development and administration for the ranks of Sergeant 2015 Corrections and Rehabilitation and Lieutenant. Edmond,OK Structured oral interview development for the rank of Chief- 2015 Fire Prevention. Written exam, situation judgement test and essay exam Massachusetts Trial Court development for the ranks of ACPO and CPO in Probation and 2015 Family and Juvenile Courts. Job knowledge written examination development for the ranks of Austin Fire Department Fire Specialist, Lieutenant,Captain, Battalion Chief and Division 2014 Chief in the Austin Fire Department. Job analysis for rank of Division Chief. Job knowledge written examination development for the ranks of Medic II Communications,Captain Communications, Commander Communications, Medic 11 Field. Captain Field,and Austin-Travis County EMS Commander Field. Assessment center development and 2014 administration for Captain Field and Commander Field in the Austin-Travis County EMS department. Structured Oral Interview development for entry-level Medic. Bernalillo County Fire Job knowledge written examination development and assessment Department center development and administration for the ranks of Captain 2014 and Commander in the Bernalillo Fire Department. Carrollton Fire Job knowledge written examination development for the ranks of Department Apparatus Operator, Sub Apparatus Operator,Captain,and 2014 Battalion Chief in the Carrollton Fire Department. 95 Copyright©2018,IndusniallOrganizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET Job knowledge written examination development and assessment Los Alamos Fire center development and administration for the ranks of Driver 2014 Department Engineer,Captain,and Battalion Chief in the Los Alamos Fire Department. Completed entry-level firefighter testing. Los Alamos Police Job knowledge written examination development and assessment 2014 Department center development and administration for the rank of Sergeant. Lafayette (LA)Sheriffs Job knowledge written examination development for first-line 2013 Office supervisors in the sheriffs department. Job knowledge written examination development for the ranks of Austin Fire Department Fire Specialist, Lieutenant,Captain,and Battalion Chief in the 2013 Austin Fire Department Job analyses and job knowledge written examination development for the ranks of Medic 11 Communications. Captain Austin-Travis County EMS Communications, Commander Communications, Medic II Field, 2013 Captain Field,Commander Field and Division Chief. Job analyses and entry-level examination development for the ranks of Medic 1 Communications and Medic I Field. Bernalillo County Fire Job knowledge written examination development and assessment Department center development and administration for the ranks of Captain 2013 and Commander in the Bernalillo Fire Department. Carrollton Fire Job knowledge written examination development for the ranks of Department Apparatus Operator. Sub Apparatus Operator,Captain,and 2013 Battalion Chief in the Carrollton Fire Department Los Alamos Fire Job knowledge written examination development and assessment center development and administration for the ranks of Captain 2013 Department and Battalion Chief in the Los Alamos Fire Department. Carrollton Fire Job knowledge written examination development for the ranks of Department Apparatus Operator, Sub Apparatus Operator,Captain,and 2012 Battalion Chief in the Carrollton Fire Department Job knowledge written examination development and assessment Los Alamos Fire center development and administration for the ranks of Driver 2012 Department Engineer. Captain,and Deputy Chief in the Los Alamos Fire Department. Completed entry-level firefighter testing. Job knowledge written examination development for the ranks of Odessa Fire Department Field Training Officer, Detective, Lieutenant Sergeant Corporal 2012 and Police Officer. Lafayette (LA)Sheriffs Job knowledge written examination development for the rank of 2012 Office Dispatch Supervisor in the sheriffs department. 96 Copyright©2018.Industriol/Organimtional Solutions,Inc CONFIDENTIAL—TRADE SECRET ci.*11:g IRFAN BHANJI, M.A. Consultant Background Statement: Irian joined IOS in 2012 as an associate consultant. He has managed all phases of promotional selection processes for agencies across the country. He delivers excellence to clients in terms of customer service, professionalism, expertise and overall client satisfaction. Education: Elmhurst College M.A. in Industrial/Organizational Psychology (2011) Northern Illinois University B.S. in Psychology (2009) Affiliations: Society for Industrial/Organizational Psychology (STOP) The Chicago Industrial/Organizational Psychologists (CIOP) Professional Experience: 2014-Present Consultant, I/O Solutions, Inc. • Manages consulting projects, including, determination of project deliverables, scheduling, communications, client relations, and ensuring the technical quality of all work to be completed • Develops and administers assessment centers and assessor training • Conducts subject matter expert meetings to review test content and items 2012-2014 Associate Consultant, 110 Solutions, Inc. • Manages and assists project managers on consulting projects, including, determination of project deliverables, scheduling, communications, client relations, and ensuring the technical quality of all work to be completed • Develops and administers assessment centers and assessor training • Conducts subject matter expert meetings to review test content and items 97 Copyright©2018,IndustriallOrganizauonal Solutions,Inc. CONFIDENTIAL—TRADE SECRET 2010-2010 HR Intern —YWCA of Metropolitan Chicago • Developed, administered, and analyzed annual employee survey • Facilitated focus groups to gather employee feedback on the organizational environment of the agency • Presented survey results and action plan to senior management team • Communicated with a variety of departments and stakeholders at agency Summary of Selection Projects: Client Project Description Timeframe Indianapolis. IN Conducted Job-Analysis for the ranks of Police Sergeant, 2017 Lieutenant,and Captain Omaha, NE Job knowledge written examination and assessment center 2017 development for the rank of Police Sergeant. Baltimore City Fire Development of Job Knowledge Assessment Center for the rank 2017 Department of EMS Captain and Lieutenant Baltimore City Fire Development of Job Knowledge Assessment Center for the rank 2017 Department of Suppression Captain and Lieutenant Conducted Job-Analysis and developed Job knowledge written Cincinnati, OH examination and assessment center for the rank of Fire 2017 Lieutenant Baltimore City Fire Development of Job Knowledge Written Exam& Practicum for 2016 Department Emergency Vehicle Driver and Pump Operator Sc Charles, MO Development of Job Knowledge Written Exam& Assessment 2016 Center for the rank of Police Sergeant Baltimore City Fire Development of Job Knowledge Assessment Center for the rank 2016 Department of Suppression Battalion Chief Omaha, NE Development of Assessment Center for the rank of Fire Chief 2016 Northbrook,IL Job knowledge written examination and assessment center 2016 development for the rank of Fire Captain. Cobb County, GA Conducted Job-Analysis and developed assessment center for 2016 the rank of Battalion Chief and Deputy Chief Omaha, NE Job knowledge written examination and assessment center 2016 development for the rank of Police Lieutenant. Montgomery Sheriff Job knowledge written examination and assessment center 2016 development for the rank Sergeant and Lieutenant. Job knowledge written examination and assessment center 2016 Elmhurst Fire Department development for the rank of Fire Lieutenant and Battalion Chief. IL State University Civil Oral Interview development for the rank of Police Officer. 2015 Service IL State University Civil Assessment center development for the rank of Police Sergeant. 2015 Service Prince William County Job knowledge written examination and assessment center Department of Fire& development for the ranks of Lieutenant,Captain,and Technician 2015 Rescue Il. Baltimore City Fire Conducted Job-Analysis and developed Job knowledge written 2015 Department examination for the rank of EMS Lieutenant Baltimore City Fire Conducted Job-Analysis and developed Job knowledge written 2015 98 Copyright©2018,Industrial/Organizational Solutions,Inc CONFIDENTIAL—TRADE SECRET Department examination and assessment center for the rank of EMS Captain. Baltimore City Fire Conducted Job-Analysis and developed Job knowledge written 2015 Department examination for the rank of Suppression Captain and Lieutenant. Baltimore City Fire Conducted Job-Analysis and developed Job knowledge written Department examination and assessment center for the rank of EMS Battalion 2015 Chief. Conducted Job-Analysis and developed Job knowledge written Baltimore City Fire examination and assessment center for the rank of Sergeant and 2015 Department Lieutenant. Omaha, NE Physical Ability Test(PAT)development and validation for the 2015 rank of Police Officer. Omaha, NE Job knowledge written examination and assessment center 2015 development for the rank of Fire Apparatus Engineer. Omaha, NE Job knowledge written examination and assessment center 2015 development for the rank of Police Sergeant. Omaha, NE Assessment center development for the rank of Deputy Police 2015 Chief. Woodridge. IL PD Job knowledge written examination and assessment center 2015 development for the rank of Sergeant. Conducted Job-Analysis and developed Job knowledge written Cedar Rapids, PD examination and assessment center for the rank of Sergeant and 2015 Lieutenant. Prince William County Job knowledge written examination and assessment center Department of Fire& development for the ranks of Lieutenant,Captain,and Technician 2014 Rescue Il. Conducted Job-Analysis and developed Job knowledge written St. Louis PD examination and assessment center for the rank of Lieutenant 2014 and Captain. Omaha, NE Assessment center development for the rank of Fire Chief. 2014 Omaha, NE Job knowledge written examination and assessment center 2014 development for the rank of Fire Battalion. Omaha. NE Job knowledge written examination and assessment center 2014 development for the ranks of Police Lieutenant. Omaha, NE Assessment center development for the rank Paramedic 2014 Supervisor. Hoffman Estates, IL PD Job knowledge written examination and assessment center 2014 development for the ranks of Sergeant and Lieutenant Westmont, IL PD Job knowledge written examination and assessment center 2014 development for the rank of Sergeant. Cook County Forest Job knowledge written examination and assessment center 2014 Preserve PD development for the rank of Sergeant and Deputy Commander. Darien, IL PD Job knowledge written examination and assessment center 2014 development for the rank of Sergeant. Prince William County Job knowledge written examination and assessment center Department of Fire& development for the ranks of Lieutenant,Captain,and Technician 2013 Rescue II. Omaha, NE Job knowledge written examination and assessment center 2013 development for the rank of Police Sergeant. Conducted Job-Analysis and developed Job knowledge written Omaha, NE examination and assessment center for the rank of Assistant Fire 2013 Marshal. Conducted Job-Analysis and developed Job knowledge written Omaha, NE examination and assessment center for the rank of Paramedic 2013 Supervisor. 99 Copynghz©2018.IndusrnoUDrgonhmionol sdutions,Inc. CONFIDENTIAL—TRADE SECRET Omaha, NE Job knowledge written examination and assessment center 2013 development for the rank of Fire Apparatus Engineer. Prince William County Job knowledge written examination and assessment center Department of Fire& development for the ranks of Lieutenant,Captain,and Technician 2012 Rescue 11. Conducted Job-Analysis and developed Job knowledge written Omaha, NE examination and assessment center for the rank of Assistant Fire 2012 Chief. Darien, IL PD Job knowledge written examination and assessment center 2012 development for the rank of Sergeant. 100 Copyright©2018,IndustriollOrganizationol Solutions.Inc. CONFIDENTIAL—TRADE SECRET CHRISTEN DOVALINA, M.S. Assessment Specialist Background Statement: Ms. Dovalina joined IOS in 2015. She is familiar with best practices in selection test development and validation, including job analysis, test plan development, criterion-related validity analysis, adverse impact analysis, and utility analysis. Education: Texas A&M University M.S. in Industrial/Organizational Psychology (2014) Bradley University MBA— Management Concentration (2010) Bradley University B.S. in Psychology (2006) Affiliations: Society for Industrial/Organizational Psychology (STOP) American Psychological Association (AM) Professional Experience: 201 S Assessment Specialist, I/O Solutions, Inc. • Manages and assists project managers on consulting projects, including the development, validation, and defense of entry-level and promotional testing/assessment systems • Develops and administers assessments centers, including assessor training • Conducts subject matter expert meetings to review and validate exam content • Develops technical reports for processes, documenting all aspects of the process and validation evidence to support assessments Summary of Selection Projects: Client Project Description Timeframe Gwinnett County,GA Developed Corporal,Sergeant,and Lieutenant written Sheriffs Office examinations. Developed and administered Lieutenant 2018 assessment center. Gwinnett County,GA Developed Corporal,Sergeant,and Lieutenant written 2018 101 Copyright©2018,IndusviallOrgonaational Solutions,Inc CONFIDENTIAL—TRADE SECRET Corrections Department examinations. Developed and administered Sergeant and Lieutenant assessment center. DFW International Developed Sergeant and Lieutenant written examinations and 2018 Airport Police Services specialty 501 questions. Moline, IL Fire Developed and administered Battalion Chief assessment center. 2018 Department Plano,TX Fire DepartmentDeveloped Captain written examination. 2018 Austin,TX Police Developed Detective/Corporal written examination and wrote 2017 Department written exam report Houston.TX Police Developed Captain and Sergeant make-up assessment center 2017 Department exercises. Dallas,TX Police Developed Sergeant and Lieutenant assessment center exercises 2017 Department and wrote Lieutenant technical report. Jacksonville Sheriffs Office Conducted job analysis for the ranks of Sergeant and Lieutenant 2017 Police Department Raleigh, NC Police Conducted job analysis interviews for ranks of Detective, 2017 Department Sergeant,and Lieutenant. Arlington,TX Fire Developed Lieutenant and Captain assessment center exercises 2017 Department and administered assessment center. Gwinnett County,GA Developed and administered Corporal,Sergeant,and Lieutenant Sheriffs Office written examinations. Developed and administered Lieutenant 2017 assessment center. Gwinnett County,GA Developed and administered Corporal,Sergeant.and Lieutenant Police Department written examinations.Developed and Administered Sergeant and 2017 Lieutenant assessment center. Buffalo, NY Police Conducted job analysis interviews for the ranks of Detective, 2017 Department Detective Sergeant.and Lieutenant. Round Rock,TX Fire Developed Driver Engineer and Lieutenant written examination. 2017 Department Plano,TX Fire Developed Captain, Driver Engineer, Lieutenant, Deputy Chief, 2017 Department and Battalion Chief written examinations. Moline. IL Police Developed and administered Sergeant and Lieutenant written 2017 Department examinations and Lieutenant assessment center, Gwinnett County,GA Developed and administered Communications Officer III. Police DepartmentCommunications Officer IV.and Communications Shift 2017 Supervisor assessment centers. Rockford, IL Police Developed Lieutenant structured oral interview. 2017 Department Conducted job analysis interviews,observations,and JAQ Tulsa.OK Fire analyses for ranks of Fire Equipment Operator,Captain, District 2016-2017 Department Chief,Assistant Chief,and Deputy Chief.Wrote job analysis technical report Conducted job analysis for Ambulance Commander and Chicago. IL Fire Paramedic Field Chief and wrote job analysis technical report 2016-2017 Department Assisted with development of written examination and structured oral interview. Montgomery County, MD Wrote promotional process technical report for the ranks of 2016 Fire and Rescue Service Master Firefighter and Lieutenant Bridgeport,CT Police Wrote promotional process technical report for the rank of 2016 Department Captain. Austin,TX Police Wrote job analysis technical report for rank of Commander. 2016 Department Arlington,TX Fire Wrote job analysis technical report for the ranks of Lieutenant 2016 102 Copyright©1018.Indusvio!Organ:yarional Solutions.Inc CONFIDENTIAL—TRADE SECRET Department and Captain. Montgomery County, MD Wrote job analysis technical report for the rank of Captain. 2016 Police Department Chattanooga,TN Police Wrote job analysis technical report for the ranks of Sergeant 2016 Department Lieutenant,and Captain Chattanooga.TN Police Developed Sergeant, Lieutenant,and Captain assessment center 2016 Department exercises and administered assessment centers. Moline, IL Police Developed and administered Captain assessment center. 2016 Department Lakewood, CO Police Conducted Police Officer Structured Oral Interview assessor 2016 Department training. Los Alamos. NM Police Developed Sergeant assessment center exercises and 2016 Department administered assessment center. Des Plaines,IL Fire Developed Lieutenant assessment center exercises. 2016 Department Norwalk, CT Fire Developed and administered firefighter structured oral interview. 2016 Department Providence, RI Police Conducted assessor training for entry level 501. 2016 Department Savannah-Chatham, GA Developed Sergeant assessment center exercises and Metropolitan Police 2016 Department administered assessment center. Cook County, IL Sheriffs Conducted job analysis interviews for the ranks of Corrections Office Sergeant and Lieutenant,Court Services Sergeant and Lieutenant. 2015 and Sheriffs Police Officer, Sergeant.and Lieutenant Springfield. MO Police Developed Sergeant assessment center exercises and 2015 Department administered assessment center. Montgomery County, MD Developed Captain assessment center exercises and 2015 Fire and Rescue Service administered assessment center. Des Plaines,IL Police Developed Sergeant assessment center exercises and 2015 Department administered assessment center. Bridgeport.CT Police Conducted job analysis for Captain. Developed assessment 2015 Department center exercises and administered assessment center, Illinois State Police Developed Lieutenant and Captain assessment center exercises 2015 and administered assessment center. Gwinnett County, GA Conducted job analysis interviews and wrote technical report for 2015 Sheriffs Department the ranks of Corporal,Sergeant and Lieutenant Publications: • Berry, C. M., Barratt, C. L., Dovalina, C. L., & Zhao, P. (2014). Can racial/ethnic subgroup criterion-to-test standard deviation ratios account for the conflicting differential validity and differential prediction evidence for cognitive ability tests?Journal of Occupational and Organizational Psychology, 87, 208— 220. doi:10.1 I I I/joop.12036 103 Copyrght©2018,Industrial/Organizoeonal Solutions,Inc CONFIDENTIAL—TRADE SECRET Conference Presentations: • Asenuga, O. A., Dovalina, C. L., & Berry, C. M. (2014, May). Other-Ratings of Counterproductive Work Behaviors:A Mew-analysis. Poster presented at the 2014 annual conference of the Society for Industrial and Organizational Psychology, Honolulu, HI. • Barratt, C. L., Dovalina, C. L., Zhao, P., Lomeli, L., & Berry, C. M. (2013, April). Frequency versus time-lost: Not proxies for voluntary and involuntary absence. Poster presented at the 2013 annual conference of the Society for Industrial and Organizational Psychology, Houston, TX. • Dovalina, C. L., Berry, C. M., & Sackett, P. R. (2013, April). Self-efficacy:Incremental validity beyond ability and implications for differential prediction. Poster presented at the 2013 annual conference of the Society for Industrial and Organizational Psychology, Houston, TX. • Barratt, C. L., Dovalina, C. L., Zhao, P., & Berry, C. M. (2012, April). Effects of subgroups'variances on cognitive ability test differential validity. Poster presented at the annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA. • Dovalina, C. L. & Berry, C. M. (2012, April). Race differences in within-persons grade variability. Poster presented at the annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA. 104 Copyright©1010.Indusviallarganizarionul Solutions,Inc CONFIDENTIAL—TRADE SECRET ti SAMANTHA CLEAVES, M.A. Assessment Specialist Background Statement: Samantha joined 1OS in 2015. Ms. Gleaves has experience in developing, validating and administering assessment centers and promotional job knowledge written exams. Ms. Cleaves communicates well with clients throughout all phases of the projects she manages. She also has a great deal of experience in ensuring the logistics for assessment centers and job knowledge written examinations are managed well. Education: Roosevelt University M.A. in Industrial/Organizational Psychology (2016) North Central College B.A. in Psychology (2014) Affiliations: Society for Industrial/Organizational Psychology (STOP) Professional Experience: 20 16-Present Assessment Specialist, I/O Solutions, Inc. • Works directly with consultants and consulting managers to develop, validate and implement assessment centers for jobs in the public safety industry. • Manages and conducts job analyses • Develops and administers assessment center exercises • Manages job knowledge written examinations • Uses SPSS and Excel to analyze data gathered from written examinations and assessment centers • Develops technical reports for all phases of assessment processes • Communicates with clients to ensure all aspects of the process are complete and meet their requirements 2015-2016 Consulting Assistant, I/O Solutions, Inc. • Worked with consultants to provide support for all phases of promotional processes 105 Copyright©2018,IndustallOcganizotional Solution:,Inc CONFIDENTIAL—TRADE SECRET • Proof read, printed, and assembled all assessment-related documents to prepare for the administration of assessment processes • Assisted in the administration of job knowledge written examinations and assessment centers • Entered data and compiled feedback reports for assessment candidates after the administration of the promotional process Summary of Selection Projects: Client Project Description Timeframe Indianapolis Metropolitan Development of written examinations and assessment centers for the 2018 Police Department ranks of Sergeant, Lieutenant, and Captain. Development and administration of written examinations and San Diego Police Department assessment centers for the ranks of Police Officer III, Detective, 2018 Sergeant,and Lieutenant. Atlanta Police Department Development and administration of written examinations and 2018 assessment centers for the ranks of Sergeant and Lieutenant. Development and administration of written examinations and Houston Police Department assessment centers for the ranks of Sergeant.Lieutenant,and 2018 Captain. Edmond,OK Fire Development of a written examination for the rank of Fire 2018 Department Prevention Captain. Development of assessment center exercises for the Lieutenant Miami. FL Police Department promotional process. Assisted in the administration of the 2017 assessment center. Buffalo. NY Police Job analysis,written examinations,and assessment centers for the Department ranks of Detective, Detective Sergeant, Lieutenant. Captain and 2017 Inspector. Cincinnati,OH Police Assessment center administration for the rank of Captain. 2017 Department Garwood, NJ Police Development of written examination for the rank of Sergeant. 2017 Department East Brunswick, NJ Police Development of written examination for the rank of Sergeant. 2017 Department Greeley.CO Fire Development of written exam and written exercise for the rank of 2017 Department Lieutenant. Arvada Fire Protection Development and administration of assessment center for the rank of 2017 District Paramedic. Development and administration of written examinations and Houston Police Department assessment centers for the ranks of Sergeant, Lieutenant,and 2016 Captain. Atlanta Police Department Administration of written examinations for the ranks of Sergeant and 2016 Lieutenant. Dallas.TX Police Department Job analysis interviews and questionnaires for the ranks of Sergeant 2016 and Lieutenant. New Jersey Transit Police Development of written examinations for the ranks of Sergeant and 2016 Department Lieutenant. Portland, ME Fire Development of written examinations for the ranks of Lieutenant and 2016 Department Captain. Wooster, OH Police Development of a written examination for the rank of Sergeant. 2016 Department Edmond. OK Fire Development of a bank of structured oral interview questions for the 2016 106 Copyright©1016,Indunnollorgonizodonal Solutions,Inc CONFIDENTIAL-TRADE SECRET Department I rank of Deputy Chief of Operations I 107 Copyright©2018,Industrio1/Organizational Solutions.Inc CONFIDENTIAL—TRADE SECRET VERONICA JENSSEN, M.A. Assessment Specialist Background Statement: Veronica joined IOS in 2016. She is familiar with best practices in selection test development and validation. Her areas of expertise include, job analyses, development of job knowledge exams, validation of selection processes, and technical report writing. Education: University of Tulsa M.A. in Industrial/Organizational Psychology (2016) Colorado State University B.S. in Psychology with a concentration in Industrial/Organizational Psychology (2013) Colorado State University B.A. in Journalism/Technical Writing with a concentration in Public Relations (2013) Affiliations: Society for Industrial/Organizational Psychology (STOP) Professional Experience: 2016-Present Assessment Specialist, I/O Solutions, Inc. • Work directly with consultants to develop, validate and implement assessment centers for jobs in the public safety industry. • Collaborate with others to conduct job analyses • Develop structured oral interviews • Use SPSS and Excel to analyze data gathered from job analyses and assessment centers • Implement and maintain test security on site at assessment centers • Develop and edit technical reports • Work with clients to development job-knowledge exams 2014-2016 International Research Intern, Hogan Assessment Systems • Assemble and maintain item translations, equivalence analyses and international norms for Hogan's personality assessments • Conduct job analyses for clients 108 Copyright©2018,Indusviallnrganlzavonal Solutions,Inc CONFIDENTIAL—TRADE SECRET • Write and edit abstracts, short technical reports, and long technical reports documenting the evidence and recommendations for selection processes for international clients • Establish customized personality scale cut-scores for international clients section solutions based on criterion- related validation evidence and validity generalization evidence • Aid research consultants in preparation and presentation of study results to clients Summary of Selection Projects: Client Project Description Timeframe Roanoke County Police Developed a Police Officer 11 and Sergeant written examination 2016-2018 Department Warwick County Police Developed a Lieutenant and Captain written examination 2016-2017 Department Council Bluffs Iowa Fire Developed a Fire Engineer and Fire Marshal written examination 2017-2018 Department Providence Rhode Island Developed a Lieutenant written examination 2017 Police Department Cranston Rhode Island Developed a Captain and Lieutenant written examination 2017 Police Department Pueblo Colorado Police Developed a Lieutenant and Sergeant written examination 2017 Department Tri-Lakes Monument Fire Developed a Lieutenant written examination 2017 Department Rockford Police Developed a Sergeant and Poke Investigator written 2017-2018 Department examination Los Alamos Fire Development of Structured Oral Interview for Fire Captain and 2016 Department Battalion Chief San Francisco Police Compilation of Technical Report for the rank of Lieutenant 2016-2017 Department San Francisco Fire Compilation of Technical Report for the rank of Battalion Chief 2017 Department Illinois State Police Compilation of Technical Report for the Ranks of Trooper, 2016-2018 Sergeant& Master Sergeant,and Lieutenant and Captain Omaha Police Developed a list of structured oral interview questions for the 2017 rank of Sergeant 109 Copyright©2018.Industrial/Organizational Solutions.Inc. CONFIDENTIAL—TRADE SECRET 6\1:0111 W LYNDZEE KENT, M.A. Assessment Specialist Background Statement: Lyndzee joined IOS in 2017. She obtained her Master's Degree in Industrial/Organizational Psychology from Southern Illinois University Edwardsville. Lyndzee has experience in job analyses, adverse impact analyses, exam plan development, and technical report writing. Education: Southern Illinois University Edwardsville Master of Arts: Industrial/Organizational Psychology (2017) Ball State University Bachelor of Science, Psychology (2015) Minor in Foundations of Management Affiliations: Society for Industrial/Organizational Psychology (STOP) Professional Experience: 2017 to Present Industrial/Organizational Solutions, Inc. Assessment Specialist • Work directly with consultants to develop, validate and implement assessment centers • Collaborate with others to conduct job analyses • Use SPSS and Excel to analyze data gathered from job analyses and assessment centers • Implement and maintain test security on site at assessment centers • Develop and edit technical reports • Work with clients to development job-knowledge exams 2016 to 2017 Beckwood Press Human Resources Intern • Analyzed and compiled information from market databases to create a salary benchmarking database • Created and/or revised job descriptions for each company position after consulting with respective subject matter experts • Recruited applicants at career fairs and online for various company positions 110 Copyright©2018,Indusviollorganizational SoIutons.Inc CONFIDENTIAL—TRADE SECRET 2016 to 2017 Hussmann Corporation Organizational Development Intern • Assisted with designing a company-wide training program • Analyzed employee feedback surveys and presented results to company stakeholders • Assisted with compiling and analyzing skills assessment data for the Sales team • Assisted with providing leadership development training to visiting clients Summary of Selection Projects: Client Project Description Timeframe Las Vegas Fire& Rescue Developed a EMS Field Coordinator written examination 2017-2018 Miami Beach Fire Department Compilation of Technical Report for the ranks of Lieutenant 2018 and Captain Saint Paul Police Department Compilation of Technical Report for the rank of Sergeant 2018 Virginia Beach Fire Compilation of Technical Report for the ranks of Captain 2017 Department and Battalion Chief Montgomery County Police Compilation of Technical Report for the ranks of Master 2017 Department Police Officer and Sergeant Raleigh Police Department Conducted job analysis interviews for the ranks of 2017 Detective, Sergeant, and Captain Tulsa Police Department Compilation of Technical Report for the rank of Captain 2017 Virginia Beach Police Compilation of Technical Report for the rank of Lieutenant 2017 Department Tulsa Police Department Compilation of Technical Report for the rank of Corporal 2017 • Montgomery County Fire Compilation of Technical Report for the rank of Captain 2017 Department Indianapolis Metropolitan Conducted job analysis interviews for the ranks of Sergeant 2017 Police Department and Lieutenant III Copyright©2018,IndusttlallOrganizational Sdutions.Inc. CONFIDENTIAL—TRADE SECRET Clio% g ROBERT W. SZAREK, M.A. Consultant/Sr. Researcher, Testing Services Background Statement: Robert has worked in the Research & Development (also known as Testing Services) department of IOS since obtaining his Master's Degree in Industrial-Organizational Psychology from Elmhurst College in 2012. Over the course of his tenure at IOS, Robert engaged in numerous client projects leveraging skills in statistical analyses to aid in test customization, validation and technical report composition. Of particular interest to Robert is the development and advancement of job analysis related techniques, including researching innovative ways to analyze and present job analysis data to clients. Some specific areas of statistical analyses that Robert has previously engaged in with clients on a statewide and municipal level include: • Adverse impact analysis • Statistical significance testing • Criterion-related validation • Content-validation (CVR implementation, Angoff calculation, SME review sessions) • Physical Ability Test(PAT) development, validation, implementation and analysis • Cut score analysis & defensibility • Classical test theory item-analysis • Legal issues in personnel selection • Differential item functioning (DIF) • Validity Transportation Robert also possesses a keen interest in the following areas of the field: • Open Source "R" Software • SPSS Syntax Script Writing • Structured Oral interview (SOI) development, implementation and scoring Education: Elmhurst College, Elmhurst, IL Master of Arts, Industrial-Organizational Psychology (Graduated in 2012) Northeastern Illinois University, Chicago, IL Bachelor of Science, Psychology (Graduated in 2010) Minor: Philosophy Professional Experience: June 2017 to Present Industrial/Organizational Solutions, Inc. (IOS) Consultant/ Sr. Researcher, Testing Services 112 Copyright©2018,Industriallorganizotonal Solutions,Inc CONFIDENTIAL—TRADE SECRET 2012 to June 2017 Industrial/Organizational Solutions, Inc. (IOS) Research Analyst, Testing Services Summary of Selection Projects: Client Project Description Timeframe Washington State Patrol Exam validation with entry level troopers 2017 Peoria, IL Administration and on-site scoring of entry level police officer examination 2016-Current College of DuPage Online Consortium testing for entry level firefighters 2016-Current Cincinnati,OH Entry level firefighter and police officer testing and scoring 2017-Current Dallas.TX Job analysis study of four promotional ranks in the police department 2016-2017 Houston,TX On site scoring of promotional police testing processes 2016 Kalamazoo, MI Entry Level Candidate Training Sessions 2016-Current Rhode Island State Police Written Examination Scoring, and Structured Oral Interview development, 2017- Current scoring Milwaukee.WI Entry Level Firefighter Written Examination scoring and Structured Oral 2017-Current Interview development,administration and scoring Charleston.SC Structured Oral Interview Training and Scoring 2017-Current Springfield, IL Police Written Examination Scoring and Structured Oral Interview Development 2017-Current Department Springfield,IL Fire Written Examination Scoring and Structured Oral Interview Development 2017-Current Department San Antonio.TX Fire Development of entry-level written examination for 2,600 candidates 2015-Current Department participating in the 2016 SAFD examination process Montgomery County, Custom entry-level written examination and structured oral interview 2016-Current Maryland procedure for the fire department. New York Civil Service Engage in the analysis and technical report compilation of the statewide job 2016- Current Commission analysis study performed in 2015. San Antonio,TX Police Development of online entry-level written examination for the police 2015-Current Department department including standardization. Massachusetts Trial Court, Compilation of technical report 2015-2016 MA St.Andrews,SC Archival data analysis on all prior testing cycles to recommend revised 2015 procedures for employee selection. Conducted statewide job analysis for firefighter position including: on-site New Jersey Civil Service interviews,observations,JAQ administration,analysis,and written exam field 2015-Current Commission testing. Compiled all relevant technical documentation outlining scope of work performed. FDLE, Florida Oversee the day to day operation of our online testing platform (PS3)for 2012-Current numerous testing campuses across the state. 113 Copynghe©2018.IndustollOrganizauonal Solutions,Inc. CONFIDENTIAL—TRADE SECRET MAXWELL G. PORTER, M.S. Consultant/Sr. Researcher, Testing Services Background Statement: Mr. Porter is a Consultant/ Sr. Researcher in the Research & Development Department, a division of Testing Services at IOS, a personnel and human resources consulting firm that specializes in testing and assessment. He also is currently in the process of completing his PhD in Industrial-Organizational Psychology at Illinois Institute of Technology. Mr. Porter has experience in entry-level as well as promotional testing processes with a specialty in data/statistical analysis, test development and validation, and job analysis procedures. He has worked with clients on a statewide, municipal, and department level. As an analyst, Mr. Porter frequently engages in the following employment testing processes: • JAQ development and analysis • Online survey design & implementation • Adverse impact analysis • Statistical significance testing • Criterion-related validation • Content-validation (CVR implementation, Angoff calculation, SME review sessions) • Substantial client interaction/communication • Physical Ability Test (PAT) development, validation, implementation and analysis • Cut score analysis & defensibility • Test score banding (SED) • Classical test theory item-analysis • Legal issues in personnel selection • Differential item functioning (DIF) • Assessment center development, implementation, and analysis • Structured Oral interview (501) development and implementation • Validity Transportation Mr. Porter also possesses a working exposure with: • Item response theory (IRT) analysis • Pareto-optimal composite weighting • Individual assessment (i.e. personality and managerial/leadership potential assessment) Education: Illinois Institute of Technology, Chicago Doctor of Philosophy, Industrial-Organizational Psychology (2018 expected) 114 copyright©2018.IndusviallOrganizononal Solutions.Inc. CONFIDENTIAL—TRADE SECRET Illinois Institute of Technology, Chicago Master of Science, Industrial-Organizational Psychology (2016) Creighton University, Omaha Bachelor of Science, Psychology, Magna cum Laude (2011) Minor: Business Administration Professional Experience: June 2017 to Present Industrial/Organizational Solutions, Inc. (IOS) Consultant/Sr. Researcher, Testing Services 2014 to June 2017 Industrial/Organizational Solutions, Inc. (IOS) Research Analyst, Testing Services 2014 Industrial/Organizational Solutions, Inc. (IOS) Research Associate, Testing Services 2013 — 2014 Illinois Institute of Technology (IIT) Graduate Statistics Teaching Assistant Summary of Selection Projects: Client Project Description Timeframe Job Analysis and&Validity Transportation process for entry-level police officer position. Managed the conduction of on-site job Indianapolis, IN Police Department 2017-2018 visits as well as administration of an online JAQ survey. 2017-2018 Analyzed JAQ data and compiled transportability report. Developed custom SOI,implemented custom video written exercise,and custom video SJT. Job Analysis and&Validity Transportation process for entry-level Cobb County,GA Fire Department firefighter position.Delivered online JAQ survey.Analyzed and 2017-2018 re-validated previously developed PAT. Provided new cut score recommendation based on analysis of archival incumbent data. Developed fully custom entry-level written exercise.Scripted. Miami Beach, FL Police Department filmed,and directed the onsite creation of six video scenarios. 2017 Developed objective criteria/rating scales based on assessment of candidate recall and written ability. Job Analysis and&Validity Transportation process for entry-level firefighter position.Delivered online JAQ survey.Administered Edmond.OK Fire Department battery of entry-level exams. Developed custom SOI, managed 2017 onsite rater training,and video recording of candidate responses. Developed custom Semi-structured Oral Interview(i.e. Chiefs interview) provided in-depth training to fire chiefs. Job Analysis and&Validity Transportation process for entry-level New York Metropolitan Transit police officer position. Managed the conduction of on-site job 2017 Authority(MTA) analysis visits as well as administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. 115 Copynghi©2018,Industrial/Organizaoonal Solutions.Inc CONFIDENTIAL—TRADE SECRET Criterion-related validation of past test data. Situation Bridgeport, CT Fire Department Judgement content validation.Written examination item-analysis 2016 and administration. Custom SOI development and administration Indianapolis, IN Police& Fire Criterion-related validity transportation analysis conducted.On- Department site job analysis visits.Written examination scoring.Full 501 2016-2017 development and administration with department SMEs. Massachusetts Trial Court.MA Development,validation (content&criterion),field-testing, and 2015-2016 administration of custom physical ability test(PAT) simulation Florida Department of law CJBAT exam cut-score re-analysis and modification.Classical and Enforcement(FDLE) Differential Item Functioning(DIF) item analyses performed. 2015-2016 Adverse impact analysis and significance testing. Conducted statewide job analysis for firefighter position. Florida Division of State Fire Included:job analysis interviews,observations,JAQ survey Marshal, Bureau of Fire Standards& development)administration and analysis. Identified critical 2015 Training KSAOs&Tasks and analyzed survey data across variety of key demographic variables. Conducted statewide job analysis for police officer position: New York Civil Service Commission Included on-site observations, interviews and JAQ content 2015 reviews New Jersey Civil Service Conducted statewide job analysis for firefighter position Commission including:on-site interviews,observations,JAQ administration, 2015 analysis, and written exam field testing. Bridgeport, CT Police Department Creation,validation,and scoring of custom written exam 2015 process. 116 Capynghr O 1018.IndustriallOrganlzaronal Solutions.Inc CONFIDENTIAL—TRADE SECRET CAITIE JACOBSON, M.S. Research Analyst, Testing Services Background Statement: Caitie Jacobson is a Research Analyst in the Research & Development Department of IOS. She obtained her Master's Degree in Industrial/Organizational Psychology from San Diego State University in 2017. As an analyst, Caitie frequently engages in the following employment testing processes: • Job analysis • Adverse impact analysis • Statistical significance testing • Criterion-related validation • Classical test theory item-analysis • Validity transportation Caitie also possesses an interest in the following areas of the field: • Survey design and implementation • Personality assessment Education: San Diego State University, San Diego, CA Master of Science, Industrial/Organizational Psychology (2017) Thesis:Measuring Personality-Performance Relationships:A Configural Approach University of Florida, Gainesville, FL Bachelor of Science, Psychology (2015) Affiliations: Society for Industrial/Organizational Psychology(STOP) Chicago Industrial/Organizational Psychology (CIOP) Professional Experience: July 2017— Industrial/Organizational Solutions, Inc. (IOS) Present Research Analyst, Testing Services 117 Copyright©201B,IndustriallOrganizotoncl Solutions,Inc. CONFIDENTIAL—TRADE SECRET Sept 2016— Center for Creative Leadership (CCL) June 2017 Research Analyst (On-Call) May 2016— Center for Creative Leadership (CCL) Aug 2016 Research, Innovation, & Product Development Intern Aug 2015 — San Diego State University May 2017 Research Methods Teaching Associate Summary of Selection Projects: Client Project Description Timeframe Pigeon Forge,TN Fire Oversaw transportability study survey administration and data 2017 Department analysis Assisted with job analysis,which included conducting interviews Illinois State Police 2017 with incumbent police officers and participating in ride alongs Lexington-Fayette Urban Updated clients NFSI adverse impact report,oversaw 2017 County Government transportability study survey administration and data analysis Carol Stream, IL Police Oversaw transportability study survey administration and data 2017 Department analysis Responsible for the randomization and reordering process for New Jersey Civil Service the entry-level New Jersey Firefighter Examinations,assisted with 2017 Commission analysis for predictive criterion-related validation study Milwaukee,WI Fire Assisted with entry-level firefighter job analysis interviews 2017 Department New York Department of Assisted with custom situation-based item writing process 2017 Civil Service Indianapolis Metropolitan Assisted with job analysis,which included conducting interviews 2017 Police Department with incumbent police officers and participating in ride alongs Presentations: Jacobson, C.J., Conte,J. M., & Roesch, S. C. (2018, April).A person-centric investigation of personality and work outcomes. In R. Muhammad (Chair). Innovations in personality research in I- 0: Person-centered analytic approaches. Symposium to be presented at the Thirty-Third Annual Conference of the Society for Industrial and Organizational Psychology, Chicago, IL. Autin, K. L.,Jacobson, C.J., Dosani, K., Barker, D. (2017, August). Career development in undocumented immigrant students.—supports, barriers, and work volition. Poster presented at the American Psychological Association. Washington, D. C. Conte,J. M., Aasen, B., O'Loughlin, C. R., &Jacobson, C.J. (2016, April). Validity evidence for individual-level polychronicity. In S. Mohammed (Chair). Temporal individual differences across multiple levels and applied contexts. Symposium presented at the Thirty-First Annual Conference of the Society for Industrial and Organizational Psychology, Anaheim, CA. 118 Copyright©201 B.IndustriallOrganizanonal Solutions.Inc CONFIDENTIAL—TRADE SECRET Jacobson, C.J., Oleson, K.E., Szalma,J. L., & Hancock, P.A. (2011, April). Examining the effects of optimism while under stress. Lecture conducted at the Human Factors and Applied Psychology Conference, Daytona, FL. Publications: Autin, K. L, Duffy, R. D., Jacobson, C. J., Dosani, K. M., Barker, D., & Bott, E. M. (in press). Career development among undocumented immigrant young adults: A psychology of working perspective.Journal of Counseling Psychology. 119 Copyright©2018.Industrial/Organizational solutions.Inc CONFIDENTIAL—TRADE SECRET Cie W AMY EITAPENCE, M.A. Manager, Recruitment Services Background Statement: Ms. Eitapence is the manager for the recruitment division of I/O Solutions, Inc. (IOS), a personnel and human resources consulting firm that specializes in testing and assessment. Ms. Eitapence has experience in developing, validating, and administering assessment centers, promotional job knowledge examinations, entry-level examinations and oral interviews in the public safety sector. Ms. Eitapence also oversees and serves as a project manager for municipal clients in police officer/firefighter recruitment processes. Education: University at Albany, SUNY Master of Arts, Industrial/Organizational Psychology (2013) University at Oneonta, SUNY Bachelor of Science, Psychology (2010) Affiliations: Society for Industrial/Organizational Psychology (STOP) American Psychological Association (APA) Professional Experience: 2014 to Present Industrial/Organizational Solutions, Inc. (IOS) Manager, Recruitment Services • Project management for entry-level recruitment, including but not limited to: developing job applications, coordinating the intake of applications and supporting documentation, screening applications using client specific parameters and administering testing • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems. Systems include entry-level and promotional written exams, oral interviews and assessment centers. • Provide best-practice training to public safety agencies, human resources and civil service personnel • Oversee recruitment project managers and administrative staff. 120 Copyright()2019.Industrial/Organizational Solutions.Inc CONFIDENTIAL—TRADE SECRET 2013 to 2014 Excelsior College Data Analyst • Conduct an array of activities that support psychometric, test administration, and test development functions • Assist in standard setting sessions, using the Angoff method to set cut points for college level examinations • Conduct analyses including, but not limited to: item analysis, dimensionality, speededness, and form equating • Coordinate the production of psychometric technical handbooks for publication 2011-2013 Chequed.com Research Analyst • Talent management solutions for organizations with high-volume hiring needs • Facilitated in the selection procedures for a pre-employment selection and screening • Responsibilities included directly working in test development, validation studies, job analyses, candidate interviews, and job profile benchmarking 2011-2013 NYS Department of Civil Service Intern, Testing Services Assistant • Assisted in test item construction, review, and evaluation • Contributed to appropriate exam comparisons, synthesizing surveys, subject matter expert reviews, and constructing exams Summary of Selection Projects: Client Project Description Timeframe Development of assessment center for commander. Conducted Arlington Heights Police candidate orientation. Conducted assessor training and managed 2018 Department assessment center administration. Developed candidate feedback reports. Arlington Heights Police Written exam development administration and scoring for rank 2018 Department of sergeant. Development and management of written examination for lieutenant. Development and management of structured oral La Grange Fire Department interview. Development of assessment center for lieutenant. 2018 Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. Brookfield Fire Department Development of structured oral interview for rank of captain. 2017 Conducted assessor training and management of oral interviews. Brookfield Police Department Development of structured oral interview for rank of sergeant 2017 Conducted assessor training and management of oral interviews. I21 Copyright10 2018,lndustrInllOrganizatlond Sdutions,Inc. CONFIDENTIAL—TRADE SECRET Brookfield Police Department Development of structured oral interview for rank of lieutenant 2017 Conducted assessor training and management of oral interviews. Clarendon Hills Police Department 2017 exam development,administration and scoring for rank 2017 of sergeant. Darien Police Department Development of structured oral interview for entry-level officers. 2017 Development of assessment center for sergeant. Conducted Evergreen Park Police Department 2017 orientation. Conducted assessor training and managed 2017 assessment center administration. Developed candidate feedback reports. Glenview Police Department Development of structured oral interview for entry-level officers. 2017 Development and management of written examination for lieutenant. Development of assessment center for lieutenant Huntley Fire Protection District Conducted candidate orientation. Conducted assessor training 2017 and managed assessment center administration. Developed candidate feedback reports. Huntley Fire Protection District Development and administration of structured oral interview for 2017 entry-level firefighters. Development and management of written examination for sergeant. Development of assessment center for sergeant. La Grange Police Department Conducted candidate orientation. Conducted assessor training 2017 and managed assessment center administration. Developed candidate feedback reports. Lake Bluff Police Department 2017 exam development,administration and scoring for rank 2017 of sergeant. Development of structured oral interview. Lake Forest Police Department 2017 exam development administration and scoring for rank 2017 of sergeant. Mount Prospect Police Department 2017 of structured oral interview for entry-level officers 2017 and lateral hires. Conducted assessor training. Development and management of written examination for sergeant. Development of assessment center for sergeant. Mount Prospect Police Department Conducted candidate orientation. Conducted assessor training 2017 and managed assessment center administration. Developed candidate feedback reports. Development and management of written examinations for lieutenant. Development of assessment center for lieutenant. Niles Fire Department Conducted candidate orientations. Conducted assessor training 2017 and managed assessment center administrations. Developed candidate feedback reports. Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Oak Park Fire Department Conducted candidate orientation. Conducted assessor training 2017 and managed assessment center administration. Developed candidate feedback reports. Development and management of written examinations for sergeant. Development of assessment center for sergeant. Oak Park Police Department Conducted candidate orientation. Conducted assessor training 2017 and managed assessment center administration. Developed candidate feedback reports. Plainfield Police Department Development and administration of structured oral interview for 2017 entry-level officers. Plano Police Department Development and administration of structured oral interview for 2017 entry-level officers. Written exam development,administration and scoring for rank 2017 Rolling Meadows Police Department of sergeant. Western Springs Police Department Development and management of written examination for 2017 122 Copyright©2018.Industrial/Organlzauonal Solutions.Inc CONFIDENTIAL—TRADE SECRET sergeant Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. Development and management of written examinations for sergeant. Development of assessment center for sergeant. Westmont Police Department Conducted candidate orientation. Conducted assessor training 2017 and managed assessment center administration. Developed candidate feedback reports. Development and management of written examination for lieutenant. Development of assessment center for lieutenant Wheeling Fire Department Conducted candidate orientation. Conducted assessor training 2017 and managed assessment center administration. Developed candidate feedback reports. Willowbrook Police Department Development of structured oral interview for entry-level officers. 2017 Wilmette Police Department Written exam development.administration and scoring for rank 2017 of lieutenant. Woodridge Police Department Development of structured oral interview for entry-level officers. 2017 Arlington Heights Police Written exam development,administration and scoring far rank 2016 Department of sergeant. Norwood Park Fire Protection Development of structured oral interview for entry-level 2016 District firefighters. Written exam development,administration and scoring for rank West Chicago Police Department of sergeant. Development of oral interview, conduct assessor 2016 training and manage interview administration. Western Springs Police Department Development of structured oral interview for entry-level officers. 2016 Conduct assessor training and manage interview administration. Development and management of written examinations for lieutenant. Development of assessment center for lieutenant. Berwyn Fire Department Conducted candidate orientation. Conducted assessor training 2015 and managed assessment center administration. Developed candidate feedback reports. Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for Berwyn Police Department sergeant and lieutenant. Conducted candidate orientations. 2015 Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. Development and management of written examinations for lieutenant. Development of assessment center for lieutenant. Downers Grove Fire Department Conducted candidate orientation. Conducted assessor training 2015 and managed assessment center administration. Developed candidate feedback reports. Written exam development.administration and scoring for rank 2015 Long Grove Fire Department of lieutenant. Maywood Fire Department Development and administration of oral interviews for entry- 2015 level firefighter. Maywood Police Department Development and administration of oral interviews for entry- 2015 level officer. Development and management of written examinations for Moline Fire DepartmentBattalion Chief. Development of assessment center for Battalion 2015 Chief. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. Morton Grove Fire Department Written exam development,administration and scoring for rank 2015 123 Copyright©201 a Industrial/Organizational solutions.Inc. CONFIDENTIAL—TRADE SECRET of sergeant. Development of oral interview for entry-level officer. Development of oral interview for sergeant.Administration of Mundelein Police Department written examinations for sergeant. Development of assessment 2015 center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. Written exam development,administration and scoring for rank Norwood Park Fire Protection of lieutenant.Development of oral interview,conduct assessor 2015 District training and manage interview administration. Palatine Fire Department Written exam development, administration and scoring for rank 2015 of lieutenant. Plano Police Department Development of structured oral interview for entry-level officers. 2015 Development and management of written examinations for Prospect Heights Fire Protectionlieutenant Development of assessment center for lieutenant. District Conducted candidate orientation. Conducted assessor training 2015 and managed assessment center administration. Developed candidate feedback reports. Tri-State Fire Protection District Development and administration of oral interviews for entry- 2015 level firefighter. Development and management of written examinations for sergeant. Development of assessment center for sergeant. Villa Park Police Department Conducted candidate orientation. Conducted assessor training 2015 and managed assessment center administration. Developed candidate feedback reports. Wilmette Fire Department Written exam development, administration and scoring for rank 2015 of lieutenant. Woodridge Police Department Development of structured oral interview for entry-level officers. 2015 124 Copyright©2018,IndusnlollOrgonizanonal Solutions,Inc CONFIDENTIAL—TRADE SECRET G,4%. W KAREN STEIGER, M.A. Manager of Content Development Background Statement: Ms. Steiger has over 16 years' experience at IOS writing and editing entry-level and promotional tests for public safety agencies across the nation. Ms. Steiger developed the item- writing and editing guidelines that have now become standard company practice. She supervises the entire Technical Writing Division and assigns and evaluates the work of other team members. Ms. Steiger acts as a member of the Off-the-Shelf Testing Division, leading efforts to update and maintain our current off-the-shelf testing products as well as develop new examinations. She has written and edited IOS's entry-level and promotional off-the-shelf exams, including multiple forms of the NCJOSI, NFSI, NCJOSI', Fundamentals of Law Enforcement promotional exams and Core Concepts of Law Enforcement Management promotional exams, among many others. She continues to perform all technical writing duties as needed—including writing and editing entry-level and promotional tests for public safety agencies, developing and writing study guides, online practice tests and other candidate resources, and editing IOS's technical reports and marketing materials. Ms. Steiger has personally worked with nearly all of IOS's consulting clients, past and present, including the following: • Arlington, TX Fire Department • Atlanta, PD Police Department • Austin, TX Police and Fire Departments • Baltimore, MD Police Department • Buffalo, NY Police Department • Cobb County, GA Sheriffs Office • Cook County, IL Sheriffs Department • East Point, GA Fire and Police Departments • The Florida Department of Law Enforcement • Fort Lauderdale, FL Fire Department • Gwinnett County Corrections, Fire, Police and Sheriffs Departments • Houston, TX Police Department • Massachusetts State Police • Metra Police Department • Portland, ME Fire and Police Departments • Prince William County, VA Fire Department • San Antonio, TX Fire and Police Departments • San Diego, CA Police Department • Shelby County, TN Fire Department • The Southern Nevada Health District • Springfield, IL Fire and Police Departments • St. Lucie County, FL Fire District • Stamford, CT Police Department • Tacoma, WA Police Department • Warwick, RI Fire and Police Departments 125 Copyright©1018,IndusvioUOrgnnizaticnol Solutions,Inc CONFIDENTIAL—TRADE SECRET Project Management IOS' project management system is simple and effective. Our corporation employs a large team of Industrial/Organizational Psychologists who serve as project managers/ consultants. From this team, a single individual is identified to manage the day-to-day responsibilities associated with a given project/client. While there is one point of contact in order to simplify the communication process between client and consultant, there is also a team of individuals available to support the project and multiple consultants who are familiar with the project status. Following is an overview of the tenets of our project management system: I. Sole Point-of-Contact: A single, primary consultant/project director is designated to head a project. This ensures a consistent source of information for the client and simple, effective lines of communication. This individual will be available by email, office phone and cell phone on a regular basis. A secondary contact person will also be designated should the agency have an urgent need to contact someone at IOS to discuss the project. 2. Team Support While a single person is managing the project, that person is supported by a large team of consultants, technical writers, project assistants, job analysts, and administrative staff to ensure that the necessary manpower is always available to accomplish the job at hand. The project manager will leverage this assistance to accomplish the proposed project plan according to the stated schedule. The project director is responsible for quality control measures and for transfer of all project deliverables. IOS maintains one of the largest professional staffs in the public safety selection consulting industry, allowing us to meet your agencies needs with a great deal of flexibility and responsiveness. 3. Team Leader Oversight: The project director is supervised by the Team Leader, who ensures that all timelines are met and all project works meets our high standards. The Team Leader regularly meets with project director to discuss project progress and strategies. We constantly analyze and evaluate our methodologies in a 'group think' setting to ensure an efficient, effective and state-of-the-art solution. 4. Planning and Scheduling System: The project director will be the main client contact and will conduct weekly planning and coordination meetings with the entire project time to ensure that work is efficiently allocated and project managers/coordinators and technical writing staff are on schedule and producing work that follows our methodology and meets our high standards. 126 Copyrlghc O 201 B,InduscriollOrganizational Solutions,Inc. CONFIDENTIAL—TRADE SECRET Scope of Servic Industrial/Organizational Solutions, Inc. (IOS) is honored to have the opportunity to respond to your Request for Proposals. This section of the proposal will detail our plan to provide entry-level processes and promotional processes for the Miami Beach Police and Fire Departments. Following is an overview of the methods we deploy to develop and validate assessment processes. Many of these methods are tailored to best meet the needs of a particular client. We welcome the opportunity to discuss these methods with the City in greater detail and specificity. Confidential content has been removed. 127 Copyright©2018.IndusviollOrganizcnonal Soiuuons,Inc. CONFIDENTIAL—TRADE SECRET Appendix A aka • Lead Consultants Transcripts—CONFIDENTIAL Confidential content has been removed. 128 Copyright©2018.IndustriallorganizononaI Solutions.Inc. CONFIDENTIAL—TRADE SECRET R4• Appendix B Confidential Documents • NCJOSI2 Technical Report • NFSI Technical Report • Samples o Promotional Examination o Assessment Center Exercise • Included Orientation Document in place of a video of exercise o Feedback Report Confidential content has been removed. 129 Copyright O 2018 InduariallOrgonizational Solutions,Inc CONFIDENTIAL—TRADE SECRET 0 • ya ,. .�ti�Kx N � 0 4 ,t.,„:„,.........,„...,,,::: :.--,..,. . ,,,,,,„;: . , MF` I, . • z. t I 4 niord .. . .. . _a.... o-9' ,,,�t"i d,„,,,,.......,„,,,%,,�'� i58 (h]%1 .. 1LOCS`JPO £ • ATTACHMENT D INSURANCE REQUIREMENTS APPENDIX E A4/4\ AM BEACH Revised Insurance Requirements ITN 2018-003-JC INSURANCE CERTIFICATE TRACKING SYSTEM AND RELATED SERVICES PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 MIAMI BEACH INSURANCE REQUIREMENTS This document sets forth the minimum levels of insurance that the contractor is required to maintain throughout the term of the contract and any renewal periods. XXX 1. Workers' Compensation and Employer's Liability per the Statutory limits of the state of Florida. XXX2. Comprehensive General Liability (occurrence form), limits of liability $ 1,000,000.00 per occurrence for bodily injury property damage to include Premises/ Operations; Products, Completed Operations and Contractual Liability. Contractual Liability and Contractual Indemnity (Hold harmless endorsement exactly as written in "insurance requirements" of specifications). XXX 3. Automobile Liability $1,000,000 each occurrence owned/non owned/hired automobile included. • XXX 4. Professional Liability Insurance in an amount not less than $1.000,000 with the deductible per claim, if any, not to exceed 10%of the limit of liability. 5. Excess Liability-$ .00 per occurrence to follow the primary coverages. • XXX 6. The City must be named as and additional insured on the liability policies; and it must be stated on the certificate. 7. Other Insurance as indicated: _Builders Risk completed value $ .00 Liquor Liability $ .00 Fire Legal Liability $ .00 _Protection and Indemnity $ .00 Employee Dishonesty Bond $ .00 Other $ .00 XXX 8. Thirty (30)days written cancellation notice required. • XXX 9. Best's guide rating B+:VI or better, latest edition. XXX 10. The certificate must state the proposal number and title The City of Miami Beach is self•insured.Any and all claim payments made from self-insurance are subject to the limits and provisions of Florida Statute 768.28, the Florida Constitution, and any other applicable Statutes.