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Professional Services Agreement with Law Enforcement Psychological and Conseling Associates, Inc.
DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A 2C2l —. 31887 PROFESSIONAL SERVICES AGREEMENT BETWEEN THE CITY OF MIAMI BEACH AND LAW ENFORCEMENT PSYCHOLOGICAL AND CONSELING ASSOCIATES, INC. FOR PRE-EMPLOYMENT TESTING AND PSYCHOLOGICAL SERVICES FOR SWORN AND PUBLIC SAFETY PERSONNEL PURSUANT TO RFP-2021.227 AY 2/25/2022 I 8:37 EST This Professional Services Agreement ("Agreement") is entered into this day of , 2022 ("Effective Date"), between the CITY OF MIAMI BEACH, FLORIDA, a municipal 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 (the "City"), and LAW ENFORCEMENT PSYCHOLOGICAL AND CONSELING ASSOCIATES, INC., a Florida corporation, whose address is 9960 N.W. 116'h Way, Suite 12, Medley, Florida 33178 • ("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. Fee: Amount paid to the Consultant as compensation for Services. Proposal Documents: Proposal Documents shall mean City of Miami Beach Request For Proposal No. 2021-227-AY for Law Enforcement Psychological And Counseling Associates, Inc., together with all amendments thereto, issued by the City in contemplation of this Agreement (the "RFP"), and the Consultant's proposal in response thereto (the "Proposal"), all of which are hereby incorporated and made a part hereof; provided, however, that in the event of an express conflict between the Proposal Documents and this Agreement, the following order of precedent shall prevail: this Agreement; the RFP; and the Proposal. 1 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • • • 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 shall provide the Services described in Exhibit"A" hereto. 2.2 Consultant's Services, and any deliverables incident thereto, shall be completed in accordance with the timeline and/or schedule in Exhibit"A" hereto. SECTION 3 TERM The term of this Agreement ("Term") shall commence upon execution of this Agreement by all parties hereto (the Effective Date set forth on p. 1 hereof), and shall have an initial term of five • (5) years with the option to extend the Agreement for two (2) additional two-year periods or renewal terms 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(or the first 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. SECTION 4 FEE 4.1 In consideration of the Services to be provided, Consultant shall be compensated on a fixed fee basis, in accordance with Exhibit"B" hereto. 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 portionsy 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: Payables a{7miamibeachfl.gov • • • DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • 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 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 rights 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. ADDITIONALLY, IN THE EVENT OF A PUBLIC HEALTH, WELFARE OR SAFETY CONCERN, AS DETERMINED BY THE CITY MANAGER, IN THE CITY MANAGER'S • SOLE DISCRETION, THE CITY MANAGER, PURSUANT TO A VERBAL OR WRITTEN NOTIFICATION,TO CONSULTANT, MAY IMMEDIATELY SUSPEND THE SERVICES UNDER THIS AGREEMENT FOR A TIME CERTAIN, OR IN THE ALTERNATIVE, TERMINATE THIS AGREEMENT ON A GIVEN DATE. 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. 3 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A SECTION 6 INDEMNIFICATION AND INSURANCE REQUIREMENTS 6.1 INDEMNIFICATION Consultant agrees to indemnify, defend 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 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 the below required insurance in effect prior to awarding the agreement and for the duration of the agreement. The maintenance of proper insurance coverage is a material element of the agreement and failure to maintain or renew coverage may be treated as a material breach of the contract,which could result in withholding of payments or termination of the Agreement. A. Workers Compensation Insurance for all employees of the Consultant as required by Florida Statute Chapter 440 and Employer Liability Insurance with a limit of no less than $1,000,000 per accident for bodily injury or disease. Should the Contractor be exempt from this Statute, the Contractor and each employee shall hold the City harmless from any injury incurred during performance of the Contract. The exempt contractor shall also submit (i) a written statement detailing the number of employees and that they are not.•required to carry Workers' Compensation insurance and do not anticipate hiring any additional employees during the term of this contract or(ii)a copy of a Certificate of Exemption. B. Consultant General Liability Insurance on an occurrence basis, including products and completed operations, property damage, bodily injury and personal & advertising injury with limits no less than$1,000,000 per occurrence, and$2,000,000 general aggregate. 4 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A C. Automobile Liability Insurance covering any automobile, if vendor has no owned automobiles, then coverage for hired and non-owned automobiles, with limit no less than $1,000,000 combined per accident for bodily injury and property damage. 6.2.1 Additional Insured- City of Miami Beach must be included by endorsement as an additional insured with respect to all liability policies (except Professional Liability and Workers' Compensation) arising out of work or operations performed on behalf of the Consultant • including materials, parts, or equipment furnished in connection with such work or operations and automobiles owned, leased, hired or borrowed in the form of an endorsement to the Consultant's insurance. 6.2.2 Notice of Cancellation- Each insurance policy required above shall provide that coverage shall not be cancelled, except with notice to the City of Miami Beach do EXIGIS Insurance Compliance Services. 6.2.3 Waiver of Subrogation- Consultant agrees to obtain any endorsement that may be necessary to affect the waiver of subrogation on the coverages required. However, this provision applies regardless of whether the City has received a waiver of subrogation endorsement from the insurer. 6.2.4 Acceptability of Insurers- Insurance must be placed with insurers with a current A.M. Best rating of A:VII or higher. If not rated, exceptions may be made for members of the Florida Insurance Funds (i.e. FWCIGA, FAJUA). Carriers may also be considered if they are licensed and authorized to do insurance business in the State of Florida. 6.2.5 Verification of Coverage-Consultant shall furnish the City with original certificates and amendatory endorsements, or copies of the applicable insurance language, effecting coverage required by this contract. All certificates and endorsements are to be received and approved by the City before work commences. However, failure to obtain the required documents prior to the work beginning shall not waive the Consultant's obligation to provide them. The City reserves the right to require complete, certified copies of all required insurance policies, including endorsements,required by these specifications,at any time. CERTIFICATE HOLDER ON ALL COI MUST READ: CITY OF MIAMI BEACH • do EXIGIS Insurance Compliance Services P.O. Box 947 Murrieta, CA 92564 Kindly submit all certificates of insurance, endorsements, exemption letters to our servicing agent, EXIGIS, at: Certificates-miamibeach@riskworks.com 6.2.6 Special Risks or Circumstances-The City of Miami Beach reserves the right to modify these requirements, including limits, based on the nature of the risk, prior experience, insurer, coverage, or other special circumstances. Compliance with the foregoing requirements shall not relieve the vendor of his liability and obligation under this section or under any other section of this agreement. 5 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A 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. 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 liability 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 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 Services 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 In its performance of the 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 • DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • 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 INSPECTOR GENERAL AUDIT RIGHTS (A) Pursuant to Section 2-256 of the Code of the City of Miami Beach, the City has established the Office of the Inspector General which may, on a random basis, perform reviews, audits, inspections and investigations on all City contracts, throughout the duration of said contracts. This random audit is separate and distinct from any other audit performed by or on behalf of the City. (B) The Office of the Inspector General is authorized to investigate City affairs and empowered to review past, present and proposed City programs, accounts, records, • contracts and transactions. In addition, the Inspector General has the power to subpoena witnesses, administer oaths, require the production of witnesses and monitor City projects and programs. Monitoring of an existing City project or program .may include a report concerning whether the project is on time, within budget and in conformance with the contract documents and applicable law. The Inspector General shall have the power to audit, investigate, monitor, oversee, inspect and review operations, activities, performance and procurement process including but not limited to project design, bid specifications, (bid/proposal) submittals, activities of the Consultant, its officers, agents and employees, lobbyists, City staff and elected officials to ensure compliance with the contract documents and to detect fraud and corruption. Pursuant to Section.2-378 of the City Code, the City is allocating a percentage of its overall annual contract expenditures to fund the activities and operations of the Office of Inspector General. 7 DocuSign Envelope ID:D9786BC6-133A2-4294-8AC8-235349EBBE9A (C) _Upon ten (10) days written notice to the Consultant, the Consultant shall make all requested records and documents available to the Inspector General for inspection and copying. The Inspector General is empowered to retain the services of independent private sector auditors to audit, investigate, monitor, oversee, inspect and review operations activities, performance and procurement process including but not limited to project design, bid specifications, (bid/proposal) submittals, activities of the Consultant its officers, agents and employees, lobbyists, City staff and elected officials to ensure compliance with the contract documents and to detect fraud and corruption. • (D) The Inspector General shall have the right to inspect and copy all documents and records in the Consultant's possession, custody or control which in the Inspector General's sole judgment, pertain to performance of the contract, including, but not limited to original estimate files, change order estimate files, worksheets, proposals and agreements from and with successful subcontractors and suppliers, all project-related correspondence, memoranda, instructions, financial documents, construction documents, (bid/proposal) and contract documents, back-change documents, all documents and records which involve cash, trade or volume discounts, insurance proceeds, rebates, or dividends received, payroll and personnel records and supporting documentation for the aforesaid documents and records. (E) The Consultant shall make available at its office at all reasonable times the records, materials, and other evidence regarding the acquisition (bid preparation) and performance of this Agreement, for examination, audit, or reproduction, until three (3) years after final payment under this Agreement or for any longer period required by statute or by other clauses of this Agreement. In addition: If this Agreement is completely or partially terminated, the Consultant shall make available records relating to the work terminated until three (3) years after any resulting final termination settlement; and ii. The Consultant shall make available records relating to appeals or to litigation or the settlement of claims arising under or relating to this Agreement until such appeals, litigation, or claims are finally resolved. (F) The provisions in this section shall apply to the Consultant, its officers, agents, employees, subcontractors and suppliers. The Consultant shall incorporate the provisions in this section in all subcontracts and all other agreements executed by the Consultant in connection with the performance of this Agreement. (G) Nothing in this section shall impair any independent right to the City to conduct audits or investigative activities. The provisions of this section are neither intended nor shall they be construed to impose any liability on the City by the Consultant or third parties. 8 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A 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 Prior to commencementof 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 NO 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 9 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • 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 City. (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 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 attorneys'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 • 10 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A 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. (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(u MIAMIBEACHFL.GOV PHONE: 305-673-7411 • 10.8 FORCE MAJEURE (A) A"Force Majeure"event is an event that(i) in fact causes a delay in the performance of the Consultant or the City's obligations under the Agreement, and (ii) is beyond the reasonable control of such party unable to perform the obligation, and (iii) is not due to an intentional act, error, omission, or negligence of such party, and (iv) could not have reasonably been foreseen and prepared for by such party at any time prior to the occurrence of the event. Subject to the foregoing criteria, Force Majeure may include events such as war, civil insurrection, riot, fires, epidemics, pandemics, terrorism, sabotage, explosions, embargo restrictions, quarantine restrictions, transportation accidents, strikes, strong hurricanes or tornadoes, earthquakes, or other acts of God which prevent performance. Force Majeure shall not include technological impossibility, inclement weather, or failure to secure any of the required permits pursuant to the Agreement. (B) If the City or Consultant's performance of its contractual obligations is prevented or delayed by an event believed by to be Force Majeure, such party shall immediately, upon learning of the occurrence of the event or of the commencement of any such delay, but in any case within fifteen (15) business days thereof, provide notice: (i) of the occurrence of event of Force Majeure, (ii) of the nature of the event and the cause thereof, (iii) of the anticipated impact on the Agreement, (iv) of the anticipated period of the delay, and(v) of what course of action such party plans to take in order to mitigate the detrimental effects of the event. The timely delivery of the notice of the occurrence of I 11 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • a Force Majeure event is a condition precedent to allowance of any relief pursuant to this section; however, receipt of such notice shall not constitute acceptance that the event claimed to be a Force Majeure event is in fact Force Majeure, and the burden'of proof of the occurrence of a Force Majeure event shall be on the requesting party. (C) No party hereto shall be liable for its failure to carry out its obligations under the Agreement during a period when such party is rendered unable, in whole or in part, by Force Majeure to carry out such obligations. The suspension of any of the obligations under this Agreement due to a Force Majeure event shall be of no greater scope and no longer duration than is required. The party shall use its reasonable best efforts to continue to perform its obligations hereunder to the extent such obligations are not affected or are only partially affected by'the Force Majeure event, and to correct or cure the event or condition excusing performance and otherwise to remedy its inability to perform to the extent its inability to perform is the direct result of the Force Majeure event with all reasonable dispatch. (D) Obligations pursuant to the Agreement that arose before the occurrence of a Force Majeure event, causing the suspension of performance, shall not be excused as a result of such occurrence unless such occurrence makes such performance not reasonably possible. The obligation to pay money in a timely manner for obligations and liabilities which matured prior to the occurrence of a Force Majeure event shall not be subject to the Force Majeure provisions. (E) Notwithstanding any other provision to the contrary herein, in the event of a Force Majeure occurrence, the City may, at the sole discretion of the City Manager, suspend the City's payment obligations under the Agreement, and may take such action without regard to the notice requirements herein. Additionally, in the event that an event of Force Majeure delays a party's performance under the Agreement for a time period greater than thirty (30) days, the City may, at the sole discretion of the City Manager, • terminate the Agreement on a given date, by giving written notice to Consultant of such termination. If the Agreement is terminated pursuant to this section, 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. in no event will any condition of Force Majeure extend this Agreement beyond its stated term. 10.9 E-VERIFY (A) Consultant shall comply with Section 448.095, Florida Statutes, "Employment Eligibility" ("E-Verify Statute"), as may be amended from time to time. Pursuant to the E-Verify Statute, commencing on January 1, 2021, Consultant shall register with and 'use the E- Verify system to verify the work authorization status of all newly hired employees during the Term of the Agreement. Additionally, Consultant shall expressly require any subconsultant performing work or providing services pursuant to the Agreement to likewise utilize the U.S. Department of Homeland Security's E-Verify system to verify the employment eligibility of all new employees hired by the subconsultant during the contract Term. If Consultant enters into a contract with an approved subconsultant, the • subconsultant must provide the Consultant with an affidavit stating that the subconsultant does not employ, contract with, or subcontract with an unauthorized alien. Consultant shall maintain a copy of such affidavit for the duration of the 12 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Agreement or such other extended period as may be required under this Agreement. (B) TERMINATION RIGHTS. (1) If the City has a good faith belief that Consultant has knowingly violated Section 448.09(1), Florida Statutes, the City shall terminate this Agreement with Consultant for cause, and the City shall thereafter have or owe no further obligation or liability to Consultant. (2) If the City has a good faith belief that a subconsultant has knowingly violated the foregoing Subsection 10.9(A), but the Consultant otherwise complied with such subsection, the City will promptly notify the Consultant and order the Consultant to immediately terminate the Agreement with the subconsultant. Consultant's failure to terminate a subconsultant shall be an event of default under this Agreement, entitling City to terminate the Consultant's contract for cause. (3) A contract terminated under the foregoing Subsection (B)(1) or (B)(2) is not in breach of contract and may not be considered as such. (4) The City or Consultant or a subconsultant may file an action with the Circuit or County Court to challenge a termination under the foregoing Subsection (B)(1)or (B)(2) no later than 20 calendar days after the date on which the contract was terminated. . (5) If the City terminates the Agreement with Consultant under the foregoing Subsection(B)(1), Consultant may not be awarded a public contract for at least 1 year after the date of termination of this Agreement. (6) Consultant is liable for any additional costs incurred by the City as a result of the termination of this Agreement under this Section 10.9. • SECTION 11 NOTICES Until changed by notice, in writing, all such notices and communications shall be addressed as follows: • TO CONSULTANT: Law Enforcement Psychological and Counseling Associates, Inc. 9960 N.W. 116th Way, Suite 12 Medley, Florida 33178 Attn:Brian Mangan, Psy.D. Ph: 305-442-8800 ext. 2 Email:bmangan(a`;lepca.com • TO CITY: City of Miami Beach Human Resources Department 1700 Convention Center Drive Miami Beach, FL 33139 Attn: Ramon Suarez, Recruitment Manager, SHRM-CP Ph: 305-673-7000 ext. 6395 Email: ramonsuarezAmiamibeachfl.gov 13 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A WITH A COPY TO City of Miami Beach Procurement Department 1700 Convention Center Drive, 3;d Floor Miami Beach, FL 33139 Attn:Alex Denis, Director Ph: 306-673-7490 Email: alexdenismiamibeachfl.qov All notices mailed electronically to either party shall be deemed to be sufficiently transmitted. 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 WAIVER OF BREACH A party's failure to.enforce any provision of this Agreement shall not be deemed a waiver of such provision or modification of this Agreement. A party's waiver of any breach of a provision of this Agreement shall not be deemed a waiver of any subsequent breach and shall not be construed to be a modification of the terms of this Agreement. 12.4 JOINT PREPARATION The parties hereto acknowledge that they have sought and received whatever competent advice and counsel as was necessary for them to form a full and complete understanding of all rights and obligations herein and that the preparation of this Agreement has been a joint effort of the parties, the language has been agreed to by parties to express their mutual intent and the resulting document shall not, solely as a matter of judicial construction, be construed more severely against one of the parties than the other. 12.5 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 14 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A 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] 15 • DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A DocuSign Envelope ID:45B7E980-B292-44A6-8C47-2454130A0124B 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: DocuSigned by: Crafati, . %otaa. b By: FAB8BAOBFB5E4CF... Rafael Granado,City Clerk ina T. Hudak,City Manager 2/25/2022 18:37 EST Date: • FOR CONSULTANT: LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC. ATTEST: • By: Print Name and Title Print Name and Title _ I 1 2Z 1 t3 ` ZZ. Date: APPROVED AS TO FORM &LANGUAGE &FOR EXECUTION ..QE.A. 011142Z City Attorney /{ Dote 16 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A EXHIBIT A SCOPE OF SERVICES • 17 DocuSign Envelope ID:D9786BC6-B3A2-4294-8ACS-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 126 PHILOSOPHY OF PRE-EMPLOYMENT SCREENING FOR PUBLIC SAFETY PERSONNEL Pre-employment psychological screening of Public Safety Position applicants first began to gain popularity and widespread acceptance during the period between 1970 and 1980. Initially, this screening was adopted mostly by urban agencies often in reaction to alleged civil rights violations by their Officers and subsequent protests, legal actions and in some cases civil disturbances. The so called "negligent hiring and retention" legal claims began to proliferate in those years, occasionally resulting in large monetary payouts to Plaintiffs. The psychological screening of applicants became one of the first agency responses to these events, since agencies could implement screening rather quickly at a reasonable cost. Unfortunately, many agencies and contracted screening psychologists knew little about the intricacies of this screening or how to effectively implement or utilize the results. As a consequence, a plethora of screening procedures emerged, many of which were of little use to the agency. Often, the psychologist worked in isolation from the agency and there was scant communication between the two parties. This severely limited the psychologist's effectiveness and the agency frequently had little education on how to interpret or apply what the psychologist's report indicated. As a result, many misconceptions about screening developed and agencies sometimes ran the risk of actually misusing the psychological report. To make matters more complicated, selection procedures generally, and psychological screening specifically, are by their nature vulnerable to criticism and can become "political footballs" between competing factions with different interests. Therefore, although psychological consultants must maintain appropriate flexibility in their work, the consultant has to always demonstrate professional objectivity and honesty even in the face of criticism from others. It was with the above challenges in mind, that nearly forty years ago,our firm set about to address these issues in a professional, logical, and practical approach.Briefly stated, the goal and purpose of pre-employment screening is to screen-out those applicants identified as having high-risk factors for performance of the Public Safety position vs.those applicants who are absent these risk factors and possess traits deemed suitable for the position.To accomplish this goal,our philosophy is quite simple; effective programs and effective people lead to effective organizations. It is the contracted psychological firm's job to create a state-of-the-art screening program and to educate/train relevant agency personnel in the correct application of the system. It is the agency's responsibility to provide motivated selection personnel and policies consistent with the difficult but critical task of identifying the most qualified applicants for final hire. Since no one selection procedure provides all the answers,a systemic and comprehensive approach must be utilized. To achieve maximum effectiveness, agency personnel and members of the psychological firm must be willing to communicate and work as a coordinated team when necessary. We pride ourselves on remaining constantly available to each of our clients and always provide, whatever, extra input is necessary to make our screenings as effective as possible. Improving upon selection procedures is a constant endeavor. As a result, the agency and psychological contractor sometimes need to "push the envelope" and challenge each other to enhance their respective expertise. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I27 ESSENTIAL/IMPORTANT JOB-RELATED TRAITS A critical part of effective psychological screening is to identify in common sense language the job-related traits that are most critical to performing the public safety job position. This can be accomplished through observation of those performing the job, conducting job position surveys, reading the formal job description and reviewing any studies and research on the subject by respected public safety organizations such as the California Peace Officer Standards and Training Commission (POST). Over the years, our firm has availed itself of all the aforementioned sources of information and our current system focuses on and rates applicants on the following 13 public safety job dimensions.. The report of applicants who do not meet standards on a job-related trait(s) will either state: "Deficit Mild to Moderately Indicated" or "Deficit Strongly Indicated" for each of the traits listed below. • Integrity/Ethics/Compliance with Rules • Impulse Control /Attention to Safety • Capacity for Responsibility/Judgment • Openness/Defensiveness • Emotional Regulation/Stress Tolerance • -Tolerance/Social Competence/Teamwork • Avoidance of Substance Abuse and other Maladaptive Behaviors • Learning Ability/Problem Solving • Flexibility/Adaptability • Assertiveness/Initiative/Persuasiveness • Conscientiousness/Dependability • Communication Skills/Verbal Expression For further definition and detail of each job dimension, please refer to our Report Interpretation Manual located through your agency's secure access at www.lepca.com (document also included with this proposal.) DETERMINATION OF JOB-RELATED RATINGS As with most medically related professional opinions and ratings, the assessment psychologist's decisions are based on procedures and tests considered to be reliable and valid. In the evaluation of public safety applicants, we use multiple and overlapping sources of information in arriving at ratings on each essential job trait as well as an overall job suitability rating. All procedures, forms and the rating system in our evaluation process are carefully standardized so as to assure reliability and fairness for each applicant. Our firm's findings are based on the aggregate of information collected from the three phases of the evaluation, including standardized objective test results, personal history/background information, and clinical interview material. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 128 All test profiles and each phase of the evaluation are reviewed closely and then integrated together to achieve the most accurate and complete picture of the applicant's potential job-related strengths or weaknesses. Beyond standard clinical interpretation of test profiles, we also utilize various actuarial predictions of job performance generated by research on each of the instruments. For the great majority of applicants,we find the piecing together of the parts of the evaluation lends itself to clear-cut and logical final ratings. Occasionally, we do find that an applicant's results are ambiguous or "borderline." In those instances, the applicant's file undergoes a thorough staff review and we may compare our findings with those of the Background Investigator. In some cases, it is useful for the Background Investigator to clarify the report with our office and we are always available to do so. To assure the reliability and quality of every report,the findings of each report are carefully reviewed by a senior psychologist before submission to the agency. To further evaluate ourselves, we periodically compare our rating category percentages with a select group of other national experts in this field. Our ratings have always been found to be very similar to this respected group. Lastly, a thorough multi-year study of our evaluation system conducted by the Miami-Dade Police Department found no adverse impact on any protected group. Please be aware,members of our screening team are always interacting and discussing every aspect of the evaluation process on a daily basis. The challenge of rating and predicting human behavior will always remain a daunting task and the assessment psychologist can never let complacency set in.Those who have worked closely with us know how relentless and determined we are in our on- going efforts to be thorough and fully informed with each applicant's evaluation. CONFORMANCE TO STANDARDS There is no one governing body, organization or authority that officially regulates or defines pre- employment screening of public safety applicants. Nevertheless, there are certain respected organizations, associations and individuals who have developed guidelines for this testing, which act as generally accepted standards within the public safety community. In our professional opinion,the following entities are generally accepted as setting the guidelines and standards in this area: International Association of Chiefs of Police (IACP), California POST Commission, Consortium of Police Psychological Services (COPPS), Michael Roberts, Ph.D., David Corey, Ph.D. and Mark Axelberd, Ph.D. Our firm complies or exceeds all of the above guidelines set forth by the above authorities. Our firm, in particular Dr. Axelberd, assisted the Florida Department of Law Enforcement(FDLE) in the early '80's when they strongly recommended that psychological screening is an important of public safety applicant screening. Dr. Axelberd wrote the initial guidelines for this screening on behalf of FDLE and introduced the screening process throughout the state of Florida. Also, in the early 1990's he assisted with the initial national screening guidelines as part of his association with COPPS. Dr. Mangan is an active member of the International Association of the Chiefs of Police- Police Psychological Services Section (IACP-PPSS), recently completing five years of service on the Executive Board of the Section. In addition, he recently completed a three-year appointment as a DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I29 member of the Ethics Consultation Committee, and previously served as a member of the Officer Involved Shooting Guidelines Revision Committee(2013) and the Psychological Fitness for Duty Evaluation Guidelines Revision Committee (2013.) Dr. Mangan also serves as a Specialty Board Officer of the American Board of Police &Public Safety Psychology, currently in the position of Oral Exam Coordinator. He is an active member of the American Psychological Association, Division 18 Psychologists in Public Service, previously serving as the Secretary/Treasurer of the Police and Public Safety Section. Dr. Mangan is a member of the Florida Psychological Association, Society for Police and Criminal Psychology, and the Consortium of Police Psychological Services (COPPS.) He served as the Chair of COPPS in 2008 and 2013, hosting the annual conferences attended by many public safety professionals from the Southeast region of the United States discussing emerging issues related to evaluation, intervention, ethics, and legislation current in police psychology. As stated above, the IACP-PPSS developed the current guidelines for Pre-Employment Psychological Screening. To this day, our firm continues to often act as the model screening system and advisor to numerous psychologists and public safety agencies on a local, national and even international basis. In conclusion, we never rest on our laurels and those who know us realize how hard we continue to work to provide the highest quality of screenings. REPORT FORMAT Our report format was designed specifically for public safety selection after receiving input from numerous public safety personnel and reviewing ADA guidelines, HIPAA privacy requirements, GINA,and recent court rulings in this area. Our conclusion is that use of"wordy"narrative reports is very questionable for the purpose of employment testing. Psychologists often"fall in love"with lots of psychological jargon and flowery descriptions of applicants but many times these type reports contain superfluous, confusing or irrelevant information and are not practical for the task at hand. Just citing one example, almost all screening psychologists use some type final rating system to categorize applicants. However, some psychologists still do not provide a brief and clear definition differentiating each rating category. Instead, these psychologists assume that the user of the report will automatically define rating categories such as "Suitable," "Suitable with Reservations," or "Unsuitable" exactly how the psychologist intended. This is often not the case and can cause major misunderstandings, actual misuse of a report or stigmatize certain applicants. With a few clarifying words or sentences describing'a rating category, these problems can be avoided. We find that law enforcement users of screening reports basically want relevant, clear-cut,concise and easy to understand job-related ratings and statements about an applicant. In many cases, the agency also needs reports quickly.These concerns are exactly what our law enforcement screening reports attempt to address. To summarize, we provide all relevant information and final reports typically within 72-hours of testing in a concise and user-friendly report. We believe our report format is very thorough, but at the same time, easy to use and simplistic in design. Everything contained in our report format has been well thought out and designed for the specific needs of law enforcement agencies. Of course, the applicant's entire file including psychological profiles, raw data and any other supportive information is always available should an administrative or legal challenge ever occur. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • City of Miami Beach RFP 2021 -227-AY Page 130 To further assist the agency,we provide a comprehensive manual that educates the report user on each job-related deficit and assistance in assessing whether the deficit is substantiated by the applicant's personal history and behavior. Without such assistance, we find that users of a psychologist's report will often just look at the overall rating and little else. From reviewing the bid language in this area, we believe our report format provides the requested information in a focused, practical and user-friendly way. • The following evaluation information pertains to "Scope of Services Provided 1,2,and 4: Pre-Employment Psychological Evaluation Services for Sworn Personnel,Firefighters and Fire Rescue Dispatchers, and Civilian Personnel" TEST BATTERY Police Officer and Correctional/Detention applicants: Personal History Questionnaire(PHQ),California Personality Inventory(CPI),Personality Assessment Inventory(PAI), Clinical Interview,Public Safety Screening Inventory(PSSI- supplemental research instrument) Firefighter,Emergency Dispatcher, and other non-sworn personnel: Personal History Questionnaire (PHQ),PAI, CPI, Clinical Interview Primary Instruments: Personality Assessment Inventory (PAI): The PAI is a well-researched and accepted comprehensive instrument, which essentially measures and identifies various diagnosable psychological conditions. The emphasis of the PAI is to rule out diagnosable mental health conditions or behavioral patterns commonly associated with psychopathology or emotional disturbance. The purpose and nature of many test items on this instrument makes it a medical procedure under ADA guidelines and the PAI can only be administered after a bona fide or"real" conditional offer of employment has been provided to the applicant. In terms of use with the screening of public safety applicants, the instrument is widely utilized by psychologists who conduct these screenings. This test instrument assesses"abnormal traits"and serves the important "screen-out"measure of pre-employment screening,which is to identify and screen-out applicants with propensities towards emotional instability and/or substance abuse concerns. Of great importance, our firm uses and works closely with Drs. Michael and Ryan Roberts, who have carried out extensive research with the PAI for the screening of public safety applicants. As such, they have produced and we utilize a public safety report that provides specialized and extensive normative data for public safety positions and predictive validity measures of salient traits such as integrity, anger management, and other job performance criterion. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • City of Miami Beach RFP 2021 -227-AY Page I31 The PAI Police and Public Safety Selection Report was created by Johnson, Roberts and Associates,Inc.(JR&A) in 1995.The principal purpose of this report is to help the evaluator assess the emotional stability of the candidates to screen out candidates who display job-relevant psychopathology. It is generally paired with a test that assesses normal-range personality, such as the CPI Police and Public Safety Selection Report,which is our practice to do at LEPCA. California Psychological Inventory(CPI): In our judgment and experience, the CPI is the most often used and validated instrument for the selection of public safety applicants. We have administered countless CPIs to applicants/candidates and conducted various research projects over the years to improve the accuracy of this instrument for predicting job performance. As with the PAI, we utilize Dr. Robert's specialized CPI Police and Public Safety Selection Report, which provides further important job predictions based on longitudinal studies. As an aside, it should be mentioned that Dr. Michael Roberts is considered an elite public safety psychologist and his specialized reports have been critically reviewed and used by the most knowledgeable and experienced screening psychologists across the country. Contrary to the PAI, the CPI measures dimensions of normal behavior such as Dominance, Social Presence, Empathy, Self-Control, Responsibility, following rules, conformance to team behavior, flexibility, etc. As such, this ' instrument is critical in assessing the essential traits relevant to almost all public safety positions and therefore the CPI is given great weight in our assessments. The purpose and individual items of the CPI do not identify diagnosable psychological conditions and instead measure primarily interpersonal personality functioning. Therefore, under ADA guidelines this instrument qualifies as a non-medical procedure and ideally should be administered before a conditional offer of employment in a bifurcated system of screening. Clinical Interview: Every applicant undergoes a semi-structured interview with a licensed psychologist specifically trained and supervised by our senior staff The interview process clarifies and reviews the applicant's personal and work history, explores or compares test profiles with the applicant's history and interview presentation and asks standardized job-relevant questions similar to an oral interview. The structured interview process and areas of questioning must be strictly maintained by each psychologist so as to assure consistency and reliability between our staff Interviewers are closely supervised and on a daily basis our staff reviews cases and makes certain that everyone understands and applies the same reasoning and standards as others. In addition, interviewers only prepare a preliminary report, which is then carefully reviewed by both Dr. Mangan and Dr. Axelberd. Any possible inconsistent findings or opinions whatsoever are identified and reconciled with the interviewing psychologist before a final report is created. Keep in mind,the interview is only part of a comprehensive evaluation process and in our system,ratings are only determined through a carefully laid out and objective decision process. We rely heavily on well-researched and objective predictions of job performance, which greatly limits the possibility that subjective observations or opinions will "muddy"the water. Unfortunately, due to the limited knowledge about these screenings and stereotypes reinforced by the media, many individuals mistakenly believe that the results of these evaluations are primarily subjective and based on a comment or two an applicant may have made to the interviewer..Nothing could be further from the truth. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I32 Personal History Questionnaire: Our firm has developed a relevant and comprehensive self- report questionnaire, with the input from numerous public safety agencies and strict adherence to ADA and GINA. We have a pre-offer questionnaire (non-medical) and a post-offer (medical) questionnaire. Essentially, the post-offer questionnaire gathers mental health history, details of drug/alcohol usage and other information considered medical in nature, which cannot be obtained pre-offer. For agencies who still have not bifurcated their screening per ADA, we administer one combined background questionnaire that contains non-medical and medical inquiries. Research Instruments: This instrument is in research phase and applicants are made aware of this during informed consent. As such, the instrument is not considered during the formal rating process, but may be used to augment an interview through clarification or discussion of applicant's particular answers on specific job-related critical items. Overall, the PSSI has shown great promise and on-going research has thus far proven its worth and accuracy. Public Safety Screening Inventory (PSSI): This instrument was designed and researched specifically for the screening of public safety applicants. Dr. Axelberd, of our firm, is the author of this instrument and he utilized his 31 years of exclusive experience in law enforcement in developing an extremely job-relevant and face valid screening test. He utilized extensive input from those in the public safety community to achieve this goal and all of the PSSI individual items were reviewed by public safety personnel or in some cases the items were written by those working as public safety officers. Essentially, this instrument assesses those on-duty as well as off-duty • behaviors, attitudes and traits that land so many officers in trouble. For instance, there are scales designed to measure the likelihood of domestic violence or sexual acting-out, which often are reasons for officer misconduct and embarrassment to the agency. Therefore, the PSSI was an on- going collaboration between Dr.Axelberd, Dr. Mangan, and those doing the public safety job the test was designed to measure.The PSSI has been developed and researched over an approximately six-year period and subjected to numerous refinements based on several rounds of research. Dr. Nick Lim,a university professor who teaches statistical analysis and test construction was retained as an independent consultant to supervise the research design and statistical analyses involved in the PSSI's development. So far the test has exceeded our expectations and multiple validation studies yielded very positive results. • DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A EXHIBIT B FEES PART I. PRE-EMPLOYMENT PSYCHOLOGICAL SERVICES FOR SWORN PERSONNEL AND PRE- EMPLOYMENT PSYCHOLOGICAL SERVICES FOR FIREFIGHTERS AND FIRE RESCUE. MIAMI BEACH POLICE DEPARTMENT Sworn Employees: $300.00 Per Candidate Rate Civilian Employees: . $275.00 Per Candidate Rate MIAMI BEACH FIRE RESCUE DEPARTMENT PHASE I • Firefighters: $260.00 Per Candidate Rate Fire Dispatchers: $240.00 Per Candidate Rate MIAMI BEACH FIRE RESCUE DEPARTMENT PHASE II Firefighters: $40.00 Per Candidate Rate • Fire Dispatchers: $35.00 Per Candidate Rate . PART II.PRE-EMPLOYMENT PSYHCOLOGICAL SERVICES FOR CIVILIAN PERSONNEL. CIVILIAN PERSONNEL Individual $275.00 Per Individual Rate Legal Proceedings $250.00 per hour, 10 hours minimum. Per Individual Rate PART III.FITNESS FOR DUTY EVALUATION Individual $3000.00 Per individual Rate • • • • 18 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A ATTACHMENT A RESOLUTION&COMMISSION AWARD MEMO DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • • RESOLUTION NO. 2021-31887 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 PROPOSALS (RFP) 2021-227-AY PRE-EMPLOYMENT TESTING & PSYCHOLOGICAL SERVICES FOR SWORN & PUBLIC SAFETY PERSONNEL; AUTHORIZING THE ADMINISTRATION TO ENTER INTO NEGOTIATIONS WITH LAW ENFORCEMENT PSYCHOLOGICAL & COUNSELING ASSOCIATES, INC, AS THE TOP RANKED PROPOSER; AND FURTHER AUTHORIZING THE CITY MANAGER AND CITY CLERK TO EXECUTE AN AGREEMENT UPON CONCLUSION OF SUCCESSFUL NEGOTIATIONS BY THE ADMINISTRATION. WHEREAS, the City utilizes professional services to conduct valid, reliable and cross- cultural testing of applicants for public safety-related positions, including the position of police officer, police public service aide, detention officer, communications operator, police dispatcher, police complaint officer,firefighter and fire rescue dispatcher, at the Contractor's facility located in Miami-Dade County; and WHEREAS, since 2014, the City's pre-employee testing and psychological services contractor has been Law Enforcement Psychological and Counseling Associates, Inc. ("Contractor"); and WHEREAS, the current contract is on a month-to-month extension until December 31, 2021; and WHEREAS, in anticipation of the expiring contract, on November 18, 2019, the Mayor and City Commission approved the issuance of Request for Proposals (RFP) No. 2021-020-KB, for Pre-Employment Testing & Psychological Services for Sworn & Public Safety Personnel; and WHEREAS, on November 19, 2020, the RFP was issued and advertised with an opening date of January 8, 2021; and WHEREAS, a non-mandatory pre-proposal meeting was held on November 30, 2020; and WHEREAS, on December 22, 2020,. the City Manager appointed the Evaluation Committee("the Committee")via Letter to Commission (LTC); and WHEREAS, on January 8, 2021, the City received a sole proposal from Psybar, LLC, which was deemed responsive; and WHEREAS the sole proposal received from Psybar LLC was deemed responsive; however, the total amount in the cost proposal significantly exceeds the budgeted amount for these services; and WHEREAS, pursuant to Section 2-367 of the City Code, where only one response bid response is received, the City Manager, without any action by the City Commission, shall have the power to reject the bid and, if he determines that same is in the best interest of the City, re- DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A advertise the item for bidding; and WHEREAS, on June 4, 2021, Request for Proposals (RFP) 2021-227-AY for Pre- Employment Testing & Psychological Services for Sworn & Public Safety Personnel was issued (the°RFP"); and WHEREAS, the RFP responses were due by August 31, 2021; and WHEREAS, the City received proposals from the following two (2) firms: Law Enforcement Psychological & Counseling Associates, Inc., and Mount Sinai Medical Center; and WHEREAS, on June 21, 2021, the City Manager appointed an Evaluation Committee, comprised of Ramon Suarez, Administrator II, Human Resources Department; Digna Abello, Deputy Chief, Fire Rescue Department; Sonia Bridges, Division Director, Risk Management Department; and Elise Spina-Taylor, Lieutenant Police, Police Department; and WHEREAS, the Committee received an overview of the project, information relative to the City's Cone of Silence Ordinance and the Government Sunshine Law; and • WHEREAS, the Committee also received general information on the scope of services, and a copy of each proposal, and was further instructed to score and rank each proposal pursuant to the evaluation criteria established in the RFP; and WHEREAS, the Evaluation Committee process resulted in the proposers being ranked in the following order: 1st Law Enforcement Psychological &Counseling Associates, Inc. 2 n d Mount Sinai Medical Center WHEREAS, after reviewing all of the submissions and the Evaluation Committee's rankings, the City Manager concurs with the Evaluation Committee and recommends negotiating an agreement with Law Enforcement Psychological & Counseling Associates, Inc., as the best qualified firm to provide pre-employment testing and psychological services, for sworn and public safety personnel on behalf of the City. 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 Proposals (RFP)2021-227-AY for Pre-Employment Testing & Psychological Services for Sworn & Public Safety Personnel; authorize the Administration to enter into negotiations with Law Enforcement Psychological & Counseling Associates, Inc., as the top ranked proposer; and further authorize the City Manager and City Clerk to execute an Agreement, upon conclusion of successful negotiations by the Administration.PASSED and ADOPTED this g day of G7 6er 2021. ' ATTEST: > OCT 1 5 2021 APPROVED AS TO M&LANGUAGE RAFAEL . G NADO, CITY CLERK 1.B' ' ' N GELBER, MAYOrc FOR EXECUTION : ds, u` CORP ORATfa • City Attorney `1'Date .HFi DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Resolutions-C7 F MIAMI BEACH COMMISSION MEMORANDUM TO: Honorable Mayor and Members of the City Commission FROM: Alina T. Hudak, City Manager DATE: October 13,2021 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 PROPOSALS (RFP) 2021-227-AY PRE-EMPLOYMENT TESTING AND PSYCHOLOGICAL SERVICES FOR SWORN AND PUBLIC SAFETY PERSONNEL; AUTHORIZING THE ADMINISTRATION TO ENTER INTO NEGOTIATIONS WITH LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC., AS THE TOP RANKED PROPOSER; AND FURTHER AUTHORIZING THE CITY MANAGER AND CITY CLERK TO EXECUTE AN AGREEMENT, UPON CONCLUSION OF SUCCESSFUL NEGOTIATIONS BY THE ADMINISTRATION. RECOMMENDATION It is recommended that the Mayor and City Commission approve the Resolution authorizing the Administration enter into negotiations with Law Enforcement Psychological & Counseling Associates, Inc., as the top-ranked Proposer, and authorizing the City Manager and City Clerk to execute the Agreement upon conclusion of successful negotiations by the Administration. BACKGROUND/HISTORY The City of Miami Beach has an ongoing need for the contracting of professional services in order to conduct valid, reliable and cross-cultural psychological testing of police officer, police public service aide, detention officer, communications operator, police dispatcher, police complaint officer, firefighters and fire rescue dispatcher applicants. The testing is required by the City as part of a thorough background investigation of these applicants. The purpose of these services is to evaluate whether such applicants are acceptable candidates for the positions to which they apply.Additionally, psychological testing services may be utilized by the City to include fitness-for-duty evaluations for City personnel on an as-needed basis. The Police Department is currently comprised of 406 sworn personnel and based on the current year we anticipate between fifty (50) and seventy-five (75) sworn applicants to be processed during FY 2020/21. The Fire Department currently does not do physiological screenings for its sworn personnel but would like to have the option if need arises. In November 2020, the City issued Request for Proposals (RFP) 2021-020-KB for Pre- Page 330 of 1095 DocuSign Envelope ID:D9786BC6-63A2-4294-8AC8-235349EBBE9A Employment Testing & Psychological Services for Sworn & Public Safety Personnel in anticipation of the current agreement expiring. The City received a sole proposal to the RFQ, which could not be accepted because the proposed costs exceeded current costs by approximately 300%. Therefore, pursuant to Section 2-367 of the City Code, where only one response bid response is received, the City Manager, without any action by the City Commission, rejected the sole bid and,and determined that it was in the best interest of the City to re-advertise the item for bidding. ANALYSIS On June 4, 2021, Request for Proposals (RFP) 2021 227-AY for Pre-Employment Testing & Psychological Services for Sworn&Public Safety Personnel was issued. RFP responses were due and received on August 3, 2021. The City received proposals from the following two (2) firms: Law Enforcement Psychological & Counseling Associates, Inc., and Mount Sinai Medical Center. • On August 13, 2021, the Evaluation Committee appointed by the City Manager convened to consider the proposals received. The Committee was comprised of the following individuals: Ramon Suarez, Administrator II, Human Resources Department; Digna Abello, Deputy Chief, Fire Rescue Department; Sonia Bridges, Division Director, Risk Management Department; and Elise Spina-Taylor, Lieutenant, Police Department. 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 RFP. The evaluation process resulted in the proposers being ranked by the Evaluation Committee in the following order(See Attachment A): 1st Ranked—Law Enforcement Psychological&Counseling Associates, Inc 2nd Ranked—Mount Sinai Medical Center Summary of top-ranked Law Enforcement Psychological&Counseling Associates, Inc. Established in 1977, Law Enforcement Psychological&Counseling Associates, Inc. (proposed prime contractor) is a consultation firm that provides its services exclusively to law enforcement and other varied public safety agencies. Over its years, the firm has conducted over 90,000 evaluations for approximately 60 public safety agencies and carried out its research to further develop its tests. In addition, Law Enforcement Psychological&Counseling Associates, Inc. is also the incumbent providing services for the City since 2014. City departments have been satisfied with their work and provided positive feedback. SUPPORTING SURVEY DATA N/A FINANCIAL INFORMATION Staff performed a cost analysis to determine whether the fiscal impact is in the City's best interest The top-ranked proposer, Law Enforcement Psychological & Counseling Associates, proposed a cost for services of$138,625 annually (based on the quantities established in the RFP), which is approximately 10% higher than the City's current cost established 5 years ago. Mount Sinai Medical Center, the second-ranked proposer, has proposed a cost of $579,7000 Page 331 of 1095 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A annually, a difference of approximately$440,000 more than the top-ranked proposer.Therefore, in addition to receiving the highest ranking for qualifications and services provided, it is in the City's best interest to negotiate with Law Enforcement Psychological&Counseling Associates. CONCLUSION After reviewing all of the submissions and the Evaluation Committee process, I concur with the Evaluation Committee and find Law Enforcement Psychological &Counseling Associates, I nc J, to be the best qualified firm to provide pre-employment testing and psychological services for sworn and public safety personnel on the City's behalf.The firm is skilled and specialized in the niche service area as reflected by its deep knowledge and understanding of the methodology used for in its work. Some of the highlights of the Law Enforcement Psychological & Counseling Associates, Inc. team are experience and qualifications,which include: • The firm is a part of the American Board of Professional Psychology, earning a unique distinction in the field of Board Certification in Police&Public Safety Psychology. • • The firm serves as the Employee Assistance Program for City of Miami, Coral Gables, and Hialeah Police/Public Safety Agencies, as well as conduct Critical Incident Stress Debriefings and officer wellness/resiliency train. • The firm has a strong working knowledge of legislative, administrative, and regulatory processes on personnel matters at both the state and local levels. • The firm is dedicated to creating case studies that will further expand the body of knowledge in the field of employee testing. • For the reasons stated herein, I recommend that the Mayor and City Commission approve the resolution authorizing the Administration to enter into negotiations with Law Enforcement Psychological & Counseling Associates, Inc., as the top ranked proposer, and authorizing the City Manager and City Clerk to execute an Agreement, upon conclusion of successful negotiations by the Administration. Applicable Area Not Applicable • Is this a"Residents Right Does this item utilize G.Q. to Know"item.pursuant to Bond Funds? City Code Section 2-14? No No Strategic Connection Non-Applicable • Legislative Tracking Human Resources/Procurement ATTACHMENTS: Description • o Attachment A o Resolution Page 332 of 1095 0 . 0 0 C 0•616 fff'P 7071.227-qr W. P07E6,pb3me01 TalYp P010s1o01c2 Fedor for Swan Rdle way Psivsd 7 m CD RFP 2021.227 AY sa o Pro-Employment Tasting&Psychological Sondeas tor Strom&Public Digna Abello Bonk Bridges Ramon Soaves ? Low ' g CD Safety Personnel = _ = A Totals d v aq a '�;� Total. Qualitative Quantitative Subtotal Queltatly@ Quuatt.tiv. Subtotal Qualitative Quantitative Subtotal 0 Law Enforcement Psychological&Counseling Associates,Inc 68 - 30 98 1 87 30 97 1 60 30 90 1 3 1 v Mount Sinai Medical Center 40 7 47 2 35 7 42 2 35 7 42 2 A S 2 co co W ."=2v�` IMRMSE ""c+"` a+ AMMEMLZSg ar-M`.' JaPiM'sr.,i .KsrryiRAWYKOWAxx rn to COTotalPoiO.IM.Nle far un Picoom Coat Pm�� rt taslum Port. cost Wove.PoW (Cost•Woo*) D Lao Em000mwr.1312300h2162t L canm.WP n63043136,tx t 133,526.00 30 30 0 30 N 1bsnlamst.s1un Color 3 03a10200 30 7 0 7 CO Co D C) — o0 N w 01 A CO m w CO• m co D • , Page 334 of 1095 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A M I AM I BEACH PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3ro Floor Miami Beach,Florida 33139 www.rniamibeachfl.gov ADDENDUM NO.5 REQUEST FOR PROPOSALS NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN &PUBLIC SAFETY PERSONNEL July 27,2021 This Addendum to the above-referenced RFP 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. RFP DUE DATE AND TIME.The deadline for the electronic receipt of bids is on Tuesday,August 3,2021, until 3:00 P.M. PUBLIC BID OPENING WILL BE VIA CONFERENCE ONLY Dial-in Instructions: •Dial the Telephone Number:786-636-1480 •Enter the Conference ID No: 106 199 52# All bids received and time stamped through BidSync, prior to the bid submittal deadline shall be accepted as timely submitted. Bids will be opened promptly at the time and date specified. Hard copy bids or bids received electronically, either through email or facsimile,submitted prior to or after the deadline for receipt of bids are not acceptable and will be rejected.Late bids cannot be submitted,bidders are cautioned to plan sufficiently.The City will in no way be responsible for delays caused by technical difficulty or caused by any other occurrence. II. ATTACHMENTS Exhibit A:Appendix C Revised Insurance Requirements III. RESPONSES TO QUESTIONS RECEIVED Q1:We have a question about the below in the pre-employment psychological services for civilian personnel on Appendix B Cost Proposal Form, Part III: "Proposers must provide a cost on a per individual basis to provide all required services. Proposers shall additionally provide in detail any and all costs associated to defend and/or represent the City in any legal proceedings on a per individual basis if the finding/recommendation of the Successful Proposer is contested by an applicant(s). These costs, if applicable,shall be itemized in detail.Further,any additional services and their associated costs not addressed in Part C of the Scope of Services, but which may be requested or required of the City shall also be detailed in your proposal." Is the expectation that we would pay legal fees if the applicant/employee contested the evaluation?Or is this the amount we would charge to testify if necessary?We could certainly provide an hourly rate if our psychologist or physician needed • to testify? Al: Proposers must be able to provide proof of professional liability insurance for any claims that may arise regarding the scope of work they will provide (See Exhibit A).Any claims presented to the City regarding the consultants work would be tendered to the consultant and covered by the consultant's professional liability policy. Any questions regarding this Addendum should be submitted in writing to the Procurement Management Department to the attention of the individual named below,with a copy to the City Clerk's Office at RafaelGranado@miamibeachfl.gov 1 ADDENDUM NO.5 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-SACS-235349EBBE9A M I AIVI I B EAC H PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3r Floor Miami Beach,Florida 33139 www.miamibeachfl.gov Contact: Telephone: Email: Arju Yudasto 305-673-7490 ext.26695 ArjuYudasto@miamibeachfl.gov Proposers are reminded to acknowledge receipt of this addendum as part of your RFP submission.Potential proposers that have elected not to submit a response to the RFP are requested to complete and return the "Notice to Prospective Bidders" questionnaire with the reason(s)for not submitting a proposal.7i cerely, (i02)(_ ___ .._ Alex ►-'i Pro• -ment Director 2 ADDENDUM NO.5 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A lv\ I A M I BEACH PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3ro Floor Miami Beach,Florida 33139 www.miamibeachfl.gov EXHIBIT A: Revised Insurance Requirements I 3 ADDENDUM NO.5 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A M I AM I B EAC H PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3rd Floor Miami Beach,Florida 33139 www.miamibeachfl.gov MIAMI B E AC-H INSURANCE REQUIREMENTS The vendor shall maintain the below required insurance in effect prior to awarding the contract and for the duration of the contract. The maintenance of proper insurance coverage is a material element of the contract and failure to maintain or renew coverage may be treated as a material breach of the contract, which could result in withholding of payments or termination of the contract. A. Workers' Compensation Insurance for all employees of the Contractor as required by Florida Statute Chapter 440 and Employer Liability Insurance with a limit of no less than $1,000,000 per accident for bodily injury or disease. Should the Contractor be exempt from this Statute, the Contractor and each employee shall hold the City harmless from any injury incurred during performance of the Contract. The exempt contractor shall also submit(i)a written statement detailing the number of employees and that they are not required to carry Workers' Compensation insurance and do not anticipate hiring any additional employees during the term of this contract or(ii)a copy of a Certificate of Exemption. B. Commercial General Liability Insurance on an occurrence basis, including products and completed operations, property damage, bodily injury and personal & advertising injury with limits no less than $1,000,000 per occurrence,and$2,000,000 general aggregate. C. Automobile Liability Insurance covering any automobile, if vendor has no owned automobiles, then coverage for hired and non-owned automobiles, with limit no less than $1,000,000 combined per accident for bodily injury and property damage. D. Professional Liability(Errors &Omissions) Insurance appropriate to the Consultant's profession, with limit no less than$1,000,000. Additional Insured -City of Miami Beach must be included by endorsement as an additional insured with respect to all liability policies (except Professional Liability and Workers' Compensation) arising out of work or operations performed on behalf of the contractor including materials, parts, or equipment furnished in connection with such work or operations and automobiles owned, leased, hired or borrowed in the form of an endorsement to the contractor's insurance. Notice of Cancellation - Each insurance policy required above shall provide that coverage shall not be cancelled, except with notice to the City of Miami Beach do EXIGIS Insurance Compliance Services. Waiver of Subrogation —Vendor agrees to obtain any endorsement that may be necessary to affect the waiver of subrogation on the coverages required. However,this provision applies regardless of whether the City has received a waiver of subrogation endorsement from the insurer. Acceptability of Insurers—Insurance must be placed with insurers with a current A.M. Best rating of A:VII or higher. If not rated, exceptions may be made for members of the Florida Insurance Funds (i.e. FWCIGA, FAJUA). Carriers may also be considered if they are licensed and authorized to do insurance business in the State of Florida. 4 ADDENDUM NO.5 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A 1 M I /\lv\ I BE6 I-i PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3rd Floor Miami Beach,Florida 33139 www.miamibeachfl.gov Verification of Coverage—Contractor shall furnish the City with original certificates and amendatory endorsements, or copies of the applicable insurance language, effecting coverage required by this contract. All certificates and endorsements are to be received and approved by the City before work commences. However, failure to obtain the required documents prior to the work beginning shall not waive the Contractor's obligation to provide them. The City reserves the right to require complete, certified copies of all required insurance policies, including endorsements, required by these specifications,at any time. CERTIFICATE HOLDER MUST READ: CITY OF MIAMI BEACH c/o EXIGIS Insurance Compliance Services P.O. Box 4668—ECM#35050 New York, NY 10163-4668 Kindly submit all certificates of insurance, endorsements, exemption letters to our servicing agent, EXIGIS, at: Certificates-miamibeach@riskworks.com Special Risks or Circumstances-The City of Miami Beach reserves the right to modify these requirements,including limits, based on the nature of the risk, prior experience, insurer, coverage, or other special circumstances. Compliance with the foregoing requirements shall not relieve the vendor of his liability and obligation under this section or under any other section of this agreement. • 5 ADDENDUM NO.5 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL I DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A M I AM I B E AC I•-I PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3rd Floor Miami Beach,Florida 33139 www.miamibeachfl.gov • ADDENDUM NO.4 REQUEST FOR PROPOSALS•NO. 2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN &PUBLIC SAFETY PERSONNEL July 23,2021 This Addendum to the above-referenced RFP 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. RFP DUE DATE AND TIME.The deadline for the electronic receipt of bids is on Monday,August 2,2021, until 3:00 P.M. PUBLIC BID OPENING WILL BE VIA CONFERENCE ONLY Dial-in Instructions: •Dial the Telephone Number:786-636-1480 •Enter the Conference ID No: 106 199 52# All bids received and time stamped through BidSync, prior to the bid submittal deadline shall be accepted as timely submitted. Bids will be opened promptly at the time and date specified. Hard copy bids or bids received electronically, either through email or facsimile,submitted prior to or after the deadline for receipt of bids are not acceptable and will be rejected.Late bids cannot be submitted,bidders are cautioned to plan sufficiently.The City will in no way be responsible for delays caused by technical difficulty or caused by any other occurrence. Any questions regarding this Addendum should be submitted in writing to the Procurement Management Department to the attention of the individual named below,with a copy to the City Clerk's Office at RafaelGranado@miamibeachfl.gov Contact: Telephone: Email: Arju Yudasto 305-673-7490 ext.26695 ArjuYudasto@miamibeachfl.gov Proposers are reminded to acknowledge receipt of this addendum as part of your RFP submission.Potential proposers that have elected not to submit a response to the RFP are requested to complete and return the "Notice to Prospective Bidders" questionnaire with the reason(s)for not submitting a proposal. Sincerely; 114._..) Alex D s Pro ment Director 1 ADDENDUM NO.4 REQUEST FOR PROPOSALS NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNE DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A M I A M I B E AC H PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3ro Floor Miami Beach,Florida 33139 www.miamibeachfl.gov ADDENDUM NO.3 REQUEST FOR PROPOSALS NO. 2021-227-AY PRE-EMPLOYMENT TESTING &PSYCHOLOGICAL SERVICES FOR SWORN &PUBLIC SAFETY PERSONNEL July 19,2021 This Addendum to the above-referenced RFP 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. RFP DUE DATE AND TIME.The deadline for the electronic receipt of bids is on Tuesday,July 27,2021,until 3:00 P.M. PUBLIC BID OPENING WILL BE VIA CONFERENCE ONLY Dial-in Instructions: •Dial the Telephone Number:786-636-1480 •Enter the Conference ID No: 106 199 52# All bids received and time stamped through BidSync, prior to the bid submittal deadline shall be accepted as timely submitted. Bids will be opened promptly at the time and date specified. Hard copy bids or bids received electronically, either through email or facsimile,submitted prior to or after the deadline for receipt of bids are not acceptable and will be rejected.Late bids cannot be submitted,bidders are cautioned to plan sufficiently.The City will in no way be responsible for delays caused by technical difficulty or caused by any other occurrence. Any questions regarding this Addendum should be submitted in writing to the Procurement Management Department to the attention of the individual named below,with a copy to the City Clerk's Office at RafaelGranado@miamibeachfl.gov Contact: Telephone: Email: Arju Yudasto 305-673-7490 ext.26695 ArjuYudasto@miamibeachfl.gov Proposers are reminded to acknowledge receipt of this addendum as part of your RFP submission.Potential proposers that have elected not to.submit a response to the RFP are requested to complete and return the "Notice to Prospective Bidders" questionnaire with the reason(s)for not submitting a proposal. Sincerely, 114_..) Alex D s Pro ment Director 1 I ADDENDUM NO.3 REQUEST FOR PROPOSALS NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNE DocuSign Envelope ID:D9786BC6-B3A2-4294-BAC8-235349EBBE9A M I AM I B EAC H PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3rd Floor Miami Beach,Florida 33139 www.miamibeachfl.gov ADDENDUM NO.2 REQUEST FOR PROPOSALS NO.2021-227-AY PRE-EMPLOYMENT TESTING &PSYCHOLOGICAL SERVICES FOR SWORN &PUBLIC SAFETY ,, PERSONNEL July 9,2021 This Addendum to the above-referenced RFP 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. ITB DUE DATE AND TIME.The deadline for the electronic receipt of bids is on Monday,July 19,2021, until 3:00 P.M. PUBLIC BID OPENING WILL BE VIA CONFERENCE ONLY Dial-in Instructions: •Dial the Telephone Number:786-636-1480 • •Enter the Conference ID No: 106 199 52# All bids received and time stamped through BidSync, prior to the bid submittal deadline shall be accepted as timely submitted. Bids will be opened promptly at the time and date specified. Hard copy bids or bids received electronically, either through email or facsimile,submitted prior to or after the deadline for receipt of bids are not acceptable and will be rejected.Late bids cannot be submitted,bidders are cautioned to plan sufficiently.The City will in no way be responsible for delays caused by technical difficulty or caused by any other occurrence. II. ATTACHMENTS Exhibit A:A••endix B Revised Cost Pro•osal Form Failure to submit Appendix B,Cost Proposal Form by the deadline established for the receipt of proposals will result in proposal bein• deemed non-responsive and bein• rejected. III. REVISIONS. A. Section 0300,Proposal Submittal Instructions and Format,Tab 3 has been revised as follows: TAB 3 Scope of Services Proposed ' Submit detailed information addressing how Proposer will achieve each portion of the scope of services outlined • in Appendix A, Minimum Requirements and Scope of Work proposed. Specifically, the following areas of the required scope shall be fully addressed: 1. Pre-Employment Psychological Services for Sworn Personnel and 2. Pre-Employment Psychological Services for Firefighters and Fire Rescue Dispatchers 3 Psychological Services for Employees 4. Pre-Employment Psychological Services for Civilian Personnel 5. Fitness for Duty Services Responses shall be in sufficient detail and include supporting documentation,as applicable,which will allow the Evaluation Committee to complete a fully review and score the proposed scope of services. 1 ADDENDUM NO.2 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A MPROCUREMENT DEPARTMENT I /\/\,/\ I B E/ ( I-•I 1755 Meridian Avenue,3rd Floor Miami Beach,Florida 33139 www.miamibeachfl.gov B. Appendix A, Minimum Requirements and Scope of Work,subsection A2. Scope of Work, has been revised as follows: *** Proposer shall ensnm confudentialihv of counseling cervices provided to employees IV. RESPONSES TO QUESTIONS RECEIVED Q1: Is the City's intent to have one sole source-provider? Or,would the City accept partial bids and award the contracts accordingly? Al: Proposers shall submit pricing for all groups. Refer to Exhibit A for the Revised Cost Proposal Form. Q2:Would the City entertain a bid that targets the annual fit for duty exams, but does not address the pre-employment screenings? A2:.No.See response to Q1. Q3: Are there any objections to a psychiatrist or psychiatric resident providing the services in addition to or instead of a licensed psychologist?We also have licensed mental health counselors who are very experienced in these areas and work under the supervision of licensed psychologist. Would there be any concerns about having them involved in the evaluation as long as the psychologist or psychiatrist was also involved? A3:.Phychiatry residents is acceptable.Master of Social Work(MSW)is not. Q4:Regarding the 24/7 availability, is telephonic availability on evenings/weekends/holidays sufficient?? A4:.Yes,the successful proposer will be required to provide an emergency contact information-to the HR department. Q5:The expected volume of services is somewhat different in Appendix A(50-75 for Part I, TBD for Part II, 50 for Part III, and TBD for Part IV)than in Appendix B(125+320?for Part I, 62 for Part II,56 for Part III and 12 for Part IV). Can you please clarify the volumes and also the Phase I and Phase II for the Fire Rescue Department in Part I?? A5:.The candidates listed in Appendix B are estimates.465 candidates for Part I,62 for Part II, 56 for Part III,and 12 for Part IV. Q6: While we have a lot of experience in administering psychological assessments and evaluations and can certainly develop an appropriate protocol for your team, is there anything specific you are expecting as part of any of the evaluations that we need to make sure to cover? A6: Refer to Section 0400,PROPOSAL EVALUATION,Tab 2—Experience&Qualifications. 2 ADDENDUM NO.2 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A AA I /\/\/\I B E AC H PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3ro Floor Miami Beach,Florida 33139 www.miamibeachfl.gov Any questions regarding this Addendum should be submitted in writing to the Procurement Management Department to the attention of the individual named below,with a copy to the City Clerk's Office at RafaelGranado@miamibeachfl.gov Contact: Telephone: Email: Arju Yudasto 305-673-7490 ext.26695 ArjuYudasto@miamibeachfl.gov Proposers are reminded to acknowledge receipt of this addendum as part of your RFP submission.Potential proposers that have elected not to submit a response to the RFP are requested to complete and return the "Notice to Prospective Bidders" questionnaire with the reason(s)for not submitting a proposal. Sincerely, lex is Proc ment Director • 3 ADDENDUM NO.2 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A /\A I AM I B EAC H PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3b Floor Miami Beach,Florida 33139 www.miamibeachfl.gov EXHIBIT A: Revised Cost Proposal Form r I 4 ADDENDUM NO.2 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A M I A M I BEACH PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3rd Floor Miami Beach,Florida 33139 www.miamibeachfl.gov APPENDIX B REVISED COST PROPOSAL FORM Failure to submit Appendix B,Cost Proposal Form by the deadline established for the receipt of proposals will result in proposal being deemed non-responsive and bein. re'ected. Proposer affirms that the prices stated on the cost proposal form below represent the entire cost of the items in full accordance with the requirements of this RFP, inclusive of its terms, conditions, specifications and other requirements stated herein, and that no claim will be made on account of any increase in wage scales,material prices,delivery delays,taxes,insurance,cost indexes or any other unless a cost escalation provision is allowed herein and has been exercised by the City Manager in advance. The Cost Proposal Form (Appendix B)shall be completed and corrections shall be initialed. PART I: Pre-Employment Psychological Services for Sworn Personnel and Pre-Employment Psychological Services for Firefighters and Fire Rescue Dispatchers. Miami-Beach Police Department (B) (C) (A) Estimated Extended Cost Per Candidate Rate Candidates (A x B=C) Sworn Employees: $ 100 $ Civilian Employees: $ 25 $ Subtotal Miami-Beach Police Department $ Miami Beach Fire Rescue Department Phase I (B) (C) (A) Estimated Extended Cost Per Candidate Rate Candidates (A x B=C) Firefighters: $ 150 $ Fire Dispatchers: $ 20 $ Subtotal Miami-Beach Fire Rescue Department-Phase I $ Phase II (B) (C) (A) Estimated Extended Cost Per Candidate Rate Candidates (A x B=C) Firefighters: $ 150 $ Fire Dispatchers: $ 20 $ Subtotal Miami-Beach Fire Rescue Department-Phase ll $ Subtotal Part I $ Continued on the following page. 1 5 ADDENDUM NO.2 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A M I AAA I B EAc I—I PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3rd Floor Miami Beach,Florida 33139 www.miamibeachfl.gov PART - - - •- •-- .► _a.-.- ..........:..:y:.-...,.. ._....,,..,_a,..,.. .-r._,..,-,.-r._..,.,-a-:... (C) - (A) (B) Extended-best Rate Estimated-Quantity (A x B-C) 1=ley4y-Rate $ 58 $ Monthly-Rate $ &ubteta!Part!! $ PART III: Pre-Employment Psychological Services for Civilian Personnel. Proposers must provide a cost on a per individual basis to provide all required services. Proposers shall additionally provide in detail any and all costs associated to defend and/or represent the City in any legal proceedings on a per individual basis if the finding/recommendation of the Successful Proposer is contested by an applicant(s). These costs, if applicable, shall be itemized in detail. Further, any additional services and their associated costs not addressed in Part C of the Scope of Services,but which may be requested or required of the City shall also be detailed in your proposal. Civilian Personnel (C) (A) (B) Extended Cost Per Individual Rate Estimated Individuals (A x B=C) Individual $ 50 $ Legal Proceedings$ 6 $ Subtotal Part 111$ PART IV: Fitness for Duty Evaluation. Proposers shall provide a fix price per evaluation. Fitness for Duty Evaluation (C) (A) (B) Extended Cost Per Individual Rate Estimated Individuals (A x B=C) Individual $ 12 $ Subtotal Part IV $ GRAND TOTAL FOR PARTS I, II, III and IV: $ 6 ADDENDUM NO.2 REQUEST FOR PROPOSAL NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNEL DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A M I Ann 1 BEACH PROCUREMENT DEPARTMENT 1755 Meridian Avenue,3rd Floor Miami Beach,Florida 33139 www.miamibeachfl.gov ADDENDUM NO. 1 REQUEST FOR PROPOSALS NO. 2021-227-AY PRE-EMPLOYMENT TESTING &PSYCHOLOGICAL SERVICES FOR SWORN &PUBLIC SAFETY PERSONNEL July 2,2021 This Addendum to the above-referenced RFP 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. ITB DUE DATE AND TIME.The deadline for the electronic receipt of bids is on Thursday, July 15, 2021, until 3:00 P.M. PUBLIC BID OPENING WILL BE VIA CONFERENCE ONLY Dial-in Instructions: •Dial the Telephone Number:786-636-1480 •Enter the Conference ID No: 106 199 52# , All bids received and time stamped through BidSync, prior to the bid submittal deadline shall be accepted as timely submitted. Bids will be opened promptly at the time and date specified. Hard copy bids or bids received electronically, either through email or facsimile,submitted prior to or after the deadline for receipt of bids are not acceptable and will be rejected.Late bids cannot be submitted,bidders are cautioned to plan sufficiently.The City will in no way be responsible for delays caused by technical difficulty or caused by any other occurrence. Any questions regarding this Addendum should be submitted in writing to the Procurement Management Department to the attention of the individual named below,with a copy to the City Clerk's Office at RafaelGranado@miamibeachfl.gov Contact: Telephone: Email: Arju Yudasto 305-673-7490 ext.26695 ArjuYudasto@miamibeachfl.gov Proposers are reminded to acknowledge receipt of this addendum as part of your RFP submission.Potential proposers that have elected not to submit a response to the RFP are requested to complete and return the "Notice to Prospective Bidders" questionnaire with the reason(s)for not submitting a proposal. Sincerely, Alex D s Pro ment Director 1 ADDENDUM NO.1 I REQUEST FOR PROPOSALS NO.2021-227-AY PRE-EMPLOYMENT TESTING&PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSONNE DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A MIAMI BEACH RFP 2021-227-AY PRE-EMPLOYMENT TESTING & PSYCHOLOGICAL SERVICES FOR SWORN &PUBLIC SAFETY PERSONNEL TABLE OF CONTENTS SOLICITATION SECTIONS: 0100 INSTRUCTIONS TO PROPOSERS 0200 GENERAL CONDITIONS 0300 PROPOSAL SUBMITTAL INSTRUCTIONS & FORMAT 0400 PROPOSAL EVALUATION APPENDICES: APPENDIX A MINIMUM REQUIREMENTS &SPECIFICATIONS APPENDIX B COST PROPOSAL FORM APPENDIX C INSURANCE REQUIREMENTS DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A MIAMI BEACH SECTION 0100 INSTRUCTIONS TO PROPOSERS 1. GENERAL. This Request for Proposals(RFP) 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 revenue 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 RFP results in an award. The City utilizes Periscope S2G (formally known as BidSync) (www.periscopeholdings.com or www.bidsync.com)for automatic notification of competitive solicitation opportunities and document fulfillment, including the issuance of any addendum to this RFP. Any prospective Proposer who has received this RFP by any means other than through Periscope S2G must register immediately with Periscope S2G to assure it receives any addendum issued to this RFP. Failure to receive an addendum may result in disqualification of proposal submitted. 2. PURPOSE. The City of Miami Beach is contracting the professional services of an experienced and qualified firm to conduct valid, reliable and cross-cultural testing of police officer, police public service aide, detention officer, communications operator, police dispatcher, police complaint officer, firefighters and fire rescue dispatcher applicants at the Contractor's facility located in Miami-Dade County. The testing is required by the City as part of a thorough background investigation of applicants. The purpose of these services is to evaluate whether said applicants are acceptable candidates.Additionally, psychological testing may include fitness-for-duty evaluations for City personnel on an as needed basis. 3.ANTICIPATED RFP TIMETABLE.The tentative schedule for this solicitation is as follows: • RFP Issued June 4,2021 Pre-Proposal Meeting Tuesday.June 15,2021 at 10:00 AM • Deadline for Receipt of Questions Wednesday, June 23, 2021 at 5:00,PM Responses Due Tuesday, July 6,2021 at 3:00 PM Evaluation Committee Review TBD Proposer Presentations TBD Tentative Commission Approval Authorizing TBD Negotiations Contract Negotiations Following Commission Approval 4. PROCUREMENT CONTACT.Any questions or clarifications concerning this solicitation shall be submitted to the Procurement Contact noted below: Procurement Contact: Telephone: Email: Ar'u Yudasto 305-673-7000 x56695 Ar'uYudasto• miamibeachfl..ov additionally, the City Clerk is to be coiled on all communications via e-mail at: RafaelGranado • miamibeachfl..ov; or via facsimile: 786-394-4188. The Bid title/number shall be referenced on all correspondence. All questions or requests for clarification 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(S). Only if deemed necessary by the City, a pre-proposal meeting or } DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A MIAMI BEACH' site visit(s) may be scheduled. Attendance for the pre-proposal meeting shall be via telephone and recommended as a source of information but is not mandatory. Proposers interested in participating in the Pre-Proposal Meeting must follow these steps: (1)Dial the TELEPHONE NUMBER: +1 786.636-1480(Toll-free North America) (2)Enter the MEETING NUMBER 106 199 52# • Proposers who are participating via telephone should send an e-mail to the contact person listed in this RFP 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 Periscope S2G. Any prospective proposer who has received this RFP by any means other than through Periscope S2G must register immediately with Periscope S2G to assure it receives any addendum issued to this RFP. 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 RFP Timetable section. 7. CONE OF SILENCE. This RFP 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 Contact named herein with a copy to the City Clerk at rafaelgranado@miamibeachfl.gov 8. ADDITIONAL INFORMATION OR CLARIFICATION. 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). 9. 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. 10. DETERMINATION OF AWARD. The City Manager may appoint an evaluation committee to assist in the evaluation of proposals received. The evaluation committee is advisory only to the city manager. The city manager may consider the information provided by the evaluation committee process and/or may utilize other information deemed relevant. The City Manager's recommendation need not be consistent with the information provided by the evaluation committee process 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. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A MIAMI BEACH (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 Manager 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 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. 11. 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 and unless an Agreement has been agreed to;approved by the City; and executed by the parties. 12. E-VERIFY. As a contractor you are obligated to comply with the provisions of Section 448.095, Fla. Stat., "Employment Eligibility." Therefore, you shall utilize the U.S. Department of Homeland Security's E-Verify system to verify the employment eligibility of all new employees hired by the Contractor during the term of the Contract and shall expressly require any subcontractors performing work or providing services pursuant to the Contract to likewise utilize the U.S. Department of Homeland Security's E-Verify system to verify the employment eligibility of all new employees hired by the subcontractor during the Contract term. Balance of Page Intentionally Left Blank DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A MIAMI BEACH SECTION 0200 GENERAL CONDITIONS TERMS & CONDITIONS—SERVICES. By virtue of submitting a proposal in response to this solicitation, proposer agrees to be bound by and in compliance with the Terms and Conditions for Services (dated April; 13, 2020), incorporated herein,which may be found at the following link: https://www.miamibeachfl.gov/city-hall/procurement/standard-terms-and-conditions/ DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A MIAMI BEACH SECTION 0300 PROPOSAL SUBMITTAL INSTRUCTIONS AND FORMAT 1. ELECTRONIC RESPONSES (ONLY). Proposals must be submitted electronically through Periscope S2G (formerly BidSync).on or before the date and time indicated. Hard copy proposals or proposals received through email or facsimile are not acceptable and will be rejected. A proposer may submit a modified proposal to replace all or any portion of a previously submitted proposal until the deadline for proposal submittals. The City will only consider the latest version of the bid. Electronic proposal submissions may require the uploading of attachments. All documents should be attached as separate files in accordance with the instructions included in Section 4, below. Attachments containing embedded documents or proprietary file extensions are prohibited. It is the Bidder's responsibility to assure that its bid, including all attachments, is uploaded successfully. Only proposal submittals received, and time stamped by Periscope S2G (formerly BidSync) prior to the proposal submittal deadline shall be accepted as timely submitted. Late bids cannot be submitted and will not be accepted. Bidders are cautioned to allow sufficient time for the submittal of bids and uploading of attachments. Any technical issues must be submitted to Periscope S2G (formerly BidSync) by contacting (800) 990-9339 (toll free) or S2G(a.periscopeholdings.com. The City cannot assist with technical issues regarding submittals and will in no way be responsible for delays caused by any technical or other issue. It is the sole responsibility of each Bidder to ensure its proposal is successfully submitted in BidSync prior to the deadline for proposal submittals. 2. NON-RESPONSIVENESS. Failure to'submit the following requirements shall result in a determination of non- responsiveness. Non-responsive proposals will not be considered. 1. Bid Submittal Questionnaire 2. Failure to comply with Minimum Eligibility Requirement(See Appendix A, Section Al). 3. Cost Proposal (Tab 5). 3. OMITTED OR ADDITIONAL INFORMATION. Failure to include the Bid Submittal Questionnaire (completed and submitted electronically) and the Cost Proposal shall render a proposal non-responsive. Non- Responsive proposals will not be considered. With the exception of the Bid Submittal Questionnaire (completed and submitted electronically) and the Cost Proposal, the City reserves the right, to seek any omitted information/documentation or any 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. Failure to submit any omitted or additional information in accordance with the City's request shall result in proposal being deemed non-responsive. I _ 4. ELECTRONIC 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 tabs, and sections as specified below. The electronic submittal should be tabbed as enumerated below and contain a table of contents with page references. The electronic proposal shall be submitted through the"Line Items" attachment tab in Periscope S2G. 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 Minimum Qualifications Requirements. Submit verifiable information documenting compliance with the DocuSign Envelope ID:D9786BC6-83A2-4294-8ACS-235349EBBE9A MIAMI BEACH. minimum qualifications requirements established in Appendix A, Minimum Requirements and Scope of Work. TAB 2 Experience&Qualifications 2.1 Qualifications of Proposing Firm. Submit detailed information regarding the relevant experience and proven track record of the firm and/or its principals in 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 for the firm and/or any principal, the following is required: project description,agency name, agency contact, contact telephone&email, and year(s)and term of engagement. For each project, identify whether the experience is for the firm or for a principal (include name of principal). 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. 2.2.1 Licensure/Certifications include, but are not limited to the following: • For the provision of Part I — Pre-Employment Psychological Services for Sworn Personnel, provide the name of the licensed psychologist for pre-employment screening. Include a copy of current license. • For the provision of Part II — Psychological Services for Employees, provide the name of the licensed psychologist for psychological services. Include a copy of current license. • For the provision of Part III — Pre-Employment Psychological Services for Civilian Personnel, provide the name of the licensed psychologist for psychological services for civilian personnel. Include a copy of current license. TAB 3 Scope of Services Proposed Submit detailed information addressing how Proposer will achieve each portion of the scope of services and technical requirements outlined in Appendix A, Minimum Requirements and. Scope of Work. Specifically, the following areas of the required scope shall be fully addressed: 1. Pre-Employment Psychological Services for Sworn Personnel and 2. Pre-Employment Psychological Services for Firefighters and Fire Rescue Dispatchers 3. Psychological Services for Employees 4. Pre-Employment Psychological Services for Civilian Personnel 5. Fitness for Duty Services • Responses shall be in sufficient detail and include supporting documentation, as applicable, which will allow the Evaluation Committee to complete a fully review and score the proposed scope of services. TAB 4 Approach and Methodology Submit detailed information on how Proposer plans to accomplish the required scope of services, including detailed information, as applicable,which addresses, but need not be limited to: a) Describe successful past experiences to conducting psychological services of clients in order to determine best practice approaches to the challenges presented by the Miami Beach Fire and Police Departments. b) Describe firm's process for preparing for the number of applicants and the processing timelines associated. c) Describe a typical assessment plan for a client such as Miami Beach with,recommendations for best approaches to effectuate prompt applicant turnaround time. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A MIAMI BEACH TAB 5 Cost Proposal Submit a completed Cost Proposal Form(Appendix B). Balance of Page Intentionally Left Blank ' DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A SECTION 0400 PROPOSAL EVALUATION 1. EVALUATION OF PROPOSALS. All responsive proposals will be evaluated in accordance with this section. If more than one proposal is received,the City Manager may appoint an Evaluation Committee to consider and provide feedback on the qualitative factors of each proposal. 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 RFP, may, without an evaluation committee, recommend to the City Commission that the Administration enter into negotiations. In the evaluation of proposals, Proposers may be requested to make additional written submissions of a clarifying nature or oral presentations to the Evaluation Committee. Failure to provide the requested information within the time prescribed may result in the disqualification of proposal. 2. QUALITATIVE FACTORS (QUALIFICATIONS, SCOPE AND APPROACH), COST PROPOSAL, AND VETERAN'S PREFERENCE. The Evaluation Committee shall only consider qualitative factors. The Evaluation Committee shall not consider quantitative factors (e.g., cost, revenue) in its review of proposals. The Evaluation Committee shall act solely in an advisory capacity to the City Manager. The results of the Evaluation Committee process do not constitute an award recommendation. The City Manager may utilize, but is not bound by, the results of the Evaluation Committee process, as well as consider any feedback or information provided by staff, consultants or any other third-party in developing an award recommendation in accordance with Sub-section 4 below. In its review of proposals received, the Evaluation Committee may review and score all proposals, with or without conducting interview sessions, in accordance with the following criteria The Procurement Department will assign points for Veteran's Preference, pursuant to Ordinance No. 2011-3748, as applicable. Qualitative Criteria Maximum Points Proposer Experience and Qualifications 30 Approach and Methodology 30 Scope of Services Proposed 10 TOTAL AVAILABLE POINTS for Qualitative Criteria 70 Cost Pro•osal 30 Veteran's Preference Points 5 TOTAL AVAILABLE POINTS for Qualitative, Cost 105 Proposal, and Veteran's Preference Criteria EVALUATION COMMITTEE RANKING FOR QUALITATIVE CRITERIA ONLY. The sum of qualitative scores will be converted to rankings in accordance with the example below. Proposer A Proposer B Proposer C Committee Qualitative Points 82 76 80 Member 1 Rank 1 3 ' , 2 Committee Qualitative Points 79 85 72 Member 2 Rank 2 1 3 Committee Qualitative Points 80 74 66 Member 2 - Rank 1 - 2 3 Low Aggregate Score 4 6 8 Final Ranking* 1 2 3 3.QUANTITATIVE FACTORS.Quantitative factors shall not be considered by the Evaluation Committee. Cost Proposal Evaluation. The cost proposal points shall be developed in accordance with the following formula: DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Sample Objective Formula for Cost Example Maximum Formula for Calculating Points Vendor Allowable Points (lowest cost I cost of proposal being Vendor Cost evaluated X maximum allowable Total Points (Points noted are for illustrative Awarded Proposal purposes only.Actual points are points=awarded points) noted above.) Round to • Vendor A $100.00 20 $100 I$100 X 20=20 20 Vendor B $150.00 20 $100 I$150 X 20=13 13 Vendor C $200.00 20 $100 I$200 X 20=10 10 4.DETERMINATION OF AWARD. The City Manager shall consider qualitative and quantitative factors, in accordance with Sub-section 2 and 3 above, to recommend the proposer(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 information provided by the evaluation committee process 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 Manager 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 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. Balance of Page Intentionally Left Blank DocuSign Envelope ID:D9786BC6-B3A2-4294-SACS-235349EBBE9A APPENDIX A M I AM I BEACH Minimum Requirements & Scope of Work R F P 2021 -22 7-AY PER-EMPLOYMENT TESTING & PSYCHOLOFICAL SERVICES FOR SWORN & PUBLIC SAFETY PERSONNEL PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Al. Minimum Eligibility Requirements. The Minimum Eligibility Requirements for this solicitation are listed below. Bidder shall submit the required submittal(s) documenting compliance with each minimum requirement. Proposers that fail to comply with minimum requirements shall be deemed non-responsive and shall not have its bid considered. 1. Bidder(defined as the Proposing Firm)shall have a minimum of five(5)year(s)experience providing the scope of services required within the last seven (7)years. Required Submittals: For each qualifying project, submit project name, project description, start and completion dates, project contact information (phone and email). A2.Scope of Work. The City of Miami Beach, by way of this RFP, is seeking the professional services of an experienced and qualified firm(s) to conduct valid, reliable and cross-cultural testing of police officer, police public service aide, detention officer, communications operator, police dispatcher, police complaint officer, firefighters and fire rescue dispatcher applicants at the Firm's facility, preferably located in Miami-Dade County. The testing is required by the City as part of a thorough background investigation of applicants. The purpose of these services is to evaluate whether said applicants are acceptable candidates. Additionally, psychological testing may include fitness-for- duty evaluations for City personnel on an as needed basis. The Scope of Service required encompasses four (4) specific parts: Part I: A. Pre-Employment Psychological Services for Sworn Personnel, and B. Pre-Employment Psychological Services for Firefighters and Fire Rescue Dispatchers, Part II: Psychological Services for Employees; and Part III: Pre-Employment Psychological Services for Civilian Personnel,and Part IV: Fitness for Duty, as described below. Proposing Firm shall provide adequate responses as to how it will meet the following Part I, Part II, Part III and Part IV services needs of the City: Part I: A. Pre-Employment Psychological Services for Sworn Personnel and B. Pre- Employment Psychological Services for Firefighters and Fire Rescue Dispatchers It is anticipated that sworn applicants will be required to receive pre-employment psychological screening services. The Police Department is currently comprised of 406 sworn personnel and based on the current year we anticipate between fifty and seventy-five sworn applicants to be processed during FY 2020/21. The Fire Department currently does not do physiological screenings for its sworn personnel, but would like to have the option if need arises. Part II: Psychological Services for Employees On an annual basis, it is anticipated that personnel may require some counseling services. Successful Proposer shall be available, 24 hours per day, 7 days per week,should it be needed,to provide Psychological Services to employees at the direction of the Chief of Police or his/her designee of Fire Chief or his/her designee, or the Director of Human Resources or his/her designee. Successful Proposer shall ensure confidentiality of counseling services provided to DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A employees. Part III: Pre-Employment Psychological Services for Civilian Personnel It is anticipated that civilian applicants will be required to receive pre-employment psychological screening services. Approximately fifty (50) civilian applicants for the Police Department are anticipated to be processed during FY 2020/21.These are estimates only and the City shall not be required to adhere to these estimates during the contract period. Part IV: Fitness for Duty The contractor shall administer and interpret additional psychological testing for police officer, police public service aide, detention officer, communications operator, police dispatcher, police complaint officer, firefighters and fire rescue dispatcher applicants that have been mandated for a fitness for duty evaluation. A3.Special Conditions 1. TERM OF CONTRACT. The term of the Agreement resulting from this RFP shall be for an initial term of five(5)years. 2. OPTION TO RENEW. The City, through its City Manager, will have the option to extend for two (2) additional two-year periods at the City's sole discretion. The successful contractor shall maintain, for the entirety of any renewal period, the same revenue share, terms, and conditions included within the originally awarded contract. Continuation of the contract beyond the initial period, and any option subsequently exercised, is a City prerogative, and not a right of the successful contractor. 3. ADDITIONAL SERVICES. Services not specifically identified in this request may be added to, or deleted from, any resultant contract upon successful negotiations and mutual consent of the contracting parties, and approval by the City Manager. Balance of Page Intentionally Left Blank DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A APPENDIX B AA I Am ' BEAC Cost Proposal Form R F P 2021 -227-AY PER-EMPLOYMENT TESTING & PSYCHOLOFICAL SERVICES FOR SWORN & PUBLIC SAFETY PERSONNEL PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A APPENDIX B COST PROPOSAL FORM Failure to submit Appendix B,Cost Proposal Form by the deadline established for the receipt of proposals will result in pro sosal bein• deemed non•res•onsive and bein• re'ected. Proposer affirms that the prices stated on the cost proposal form below represent the entire cost of the items in full accordance with the requirements of this RFP, inclusive of its terms, conditions, specifications and other requirements stated herein, and that no claim will be made on account of any increase in wage scales, material prices, delivery delays, taxes, insurance, cost indexes or any other unless a cost escalation provision is allowed herein and has been exercised by the City Manager in advance. The Cost Proposal Form (Appendix B) shall be completed and corrections shall be initialed. PART I: Pre-Employment Psychological Services for Sworn Personnel and Pre-Employment Ps cholo•ical Services for Firefi•hters and Fire Rescue Dis•atchers. Miami-Beach Police Department (B) (C) (A) Estimated Extended Cost Per Candidate Rate Candidates (A x B=C) Sworn Employees: $ 100 $ Civilian Employees: $ 25 $ Subtotal Miami-Beach Police Department $ Miami Beach Fire Rescue Department Phase (B) (C) (A) Estimated Extended Cost Per Candidate Rate Candidates (A x B=C) Firefighters: $ 150 $ Fire Dispatchers: $ 20 $ Subtotal Miami-Beach Fire Rescue Department-Phase 1 $ Phase II (B) (C) (A) Estimated Extended Cost Per Candidate Rate Candidates (A x B=C) Firefighters: $ 150 $ Fire Dispatchers: $ 20 $ Subtotal Miami-Beach Fire Rescue Department-Phase II $ Subtotal Part 1 $ Continued on the following page. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A PART II: Psychological Services for Employees. Proposers shall provide both a cost on an hourly basis;and shall provide an all-inclusive cost to provide any/all of these services and regardless of the number of individuals seeking such services, on a monthly basis, with the understanding that services are on an as needed, when-needed basis. It will be the decision of the City whether to utilize the hourly rate, or the fee rate, de•endin. u•on that which is in the best interest of the Cit . City of Miami Beach Employees (C) (A) (B) Extended Cost Rate _ Estimated Quantity (A x B=C) Hourly Rate $ 50 $ Monthly Rate $ 12 $ Subtotal Part II $ PART III: Pre-Employment Psychological Services for Civilian Personnel. Proposers must provide a cost on a per individual basis to provide all required services. Proposers shall additionally provide in detail any and all costs associated to defend and/or represent the City in any legal proceedings on a per individual basis if the finding/recommendation of the Successful Proposer is contested by an applicant(s). These costs, if applicable, shall be itemized in detail. Further, any additional services and their associated costs not addressed in Part C of the Scope of Services, but which may be requested or required of the City shall also be detailed in our •ro•osal. Civilian Personnel (C) (A) (B) Extended Cost Per Individual Rate ' Estimated Individuals _ (A x B=C) Individual $ 50 $ Legal Proceedings$ 6 $ Subtotal Part 111$ PART IV: Fitness for Du Evaluation. Pro•osers shall •rovide a fix •rice •er evaluation. Fitness for Duty Evaluation (C) (A) (B) Extended Cost Per Individual Rate Estimated Individuals (A x B=C) Individual $ 12 $ Subtotal Part IV $ GRAND TOTAL FOR PARTS I, II, III and IV: $ DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A APPENDIX C MIAMIBEACH Insurance Requirements R F P 2021 -227-AY PER-EMPLOYMENT TESTING & • PSYCHOLOFICAL SERVICES FOR SWORN & PUBLIC SAFETY PERSONNEL PROCUREMENT DEPARTMENT 1755 Meridian Avenue, 3rd Floor Miami Beach, Florida 33139 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A MI.AMIBEACH INSURANCE REQUIREMENTS The vendor shall maintain the below required insurance in effect prior to awarding the contract and for the duration of the contract. The maintenance of proper insurance coverage is a material element of the contract and failure to maintain or renew coverage may be treated as a material breach of the contract, which could result in withholding of payments or termination of the contract. A. Worker's Compensation Insurance for all employees of the vendor as required by Florida Statute 440, and Employer Liability Insurance for bodily injury or disease. Should the Vendor be exempt from this Statute, the Vendor and each employee shall hold the City harmless from any injury incurred during performance of the Contract. The exempt Vendor shall also submit (i) a written statement detailing the number of employees and that they are not required to carry Workers' Compensation insurance and do not anticipate hiring any additional employees during the term of this contract or(ii) a copy of a Certificate of Exemption. B. Commercial General Liability Insurance on an occurrence basis, including products and completed operations, property damage, bodily injury and personal & advertising injury with limits no less than $1,000,000 per occurrence, and $2,000,000 general aggregate. C. Automobile Liability Insurance covering any automobile, if vendor has no owned automobiles, then coverage for hired and non-owned automobiles, with limit no less than $1,000,000 combined per accident for bodily injury and property damage. D. Umbrella Liability Insurance in an amount no less than $4,000,000 per occurrence. The umbrella coverage must be as broad as the primary General Liability coverage. E. Liquor Liability Insurance on an occurrence basis, including property damage, bodily injury and personal &advertising injury with limits no less than$1,000,000 per occurrence. Additional Insured-City of Miami Beach must be included by endorsement as an additional insured with respect to all liability policies (except Professional Liability and Workers' Compensation) arising out of work or operations performed on behalf of the contractor including materials, parts, or equipment furnished in connection with such work or operations and automobiles owned, leased, hired or borrowedin the form of an endorsement to the contractors insurance. Notice of Cancellation - Each insurance policy required above shall provide that coverage shall not be cancelled, except with notice to the City of Miami Beach do EXIGIS Insurance Compliance Services. Waiver of Subrogation —Vendor agrees to obtain any endorsement that may be necessary to affect the waiver of subrogation on the coverages required. However, this provision applies regardless of whether the City has received a waiver of subrogation endorsement from the insurer. Acceptability of Insurers—Insurance must be placed with insurers with a current A.M. Best rating of A:VII or higher. If not rated, exceptions may be made for members of the Florida Insurance Funds (i.e. FWCIGA, FAJUA). Carriers DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A may also be considered if they are licensed and authorized to do insurance business in the State of Florida. Verification of Coverage—Contractor shall furnish the City with original certificates and amendatory endorsements, or copies of the applicable insurance language, effecting coverage required by this contract. All certificates and endorsements are to be received and approved by the City before work commences. However, failure to obtain the required documents prior to the work beginning shall not waive the Contractor's obligation to provide them. The City reserves the right to require complete, certified copies of all required insurance policies, including endorsements, required by these specifications, at any time. CERTIFICATE HOLDER MUST READ: CITY OF MIAMI BEACH c/o EXIGIS Insurance Compliance Services P.O. Box 4668—ECM#35050 New York, NY 10163-4668 Kindly submit all certificates of insurance, endorsements, exemption letters to our servicing agent, EXIGIS, at: Certificates-miamibeach@riskworks.com Special Risks or Circumstances - The City of Miami Beach reserves the right to modify these requirements, including limits, based on the nature of the risk, prior experience, insurer,coverage,or other special circumstances. Compliance with the foregoing requirements shall not relieve the vendor of his liability and obligation under this section or under any other section of this agreement. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A advertise the item for bidding; and WHEREAS, on June 4, 2021, Request for Proposals (RFP) 2021-227-AY for Pre- Employment Testing & Psychological Services for Sworn & Public Safety Personnel was issued (the"RFP"); and WHEREAS, the RFP responses were due by August 31, 2021; and WHEREAS, the City received proposals from the following two (2) firms: Law Enforcement Psychological & Counseling Associates, Inc., and Mount Sinai Medical Center; and WHEREAS, on June 21, 2021, the City Manager appointed an Evaluation Committee, comprised of Ramon Suarez, Administrator II, Human Resources Department; Digna Abello, Deputy Chief, Fire Rescue Department; Sonia Bridges, Division Director, Risk Management Department; and Elise Spina-Taylor, Lieutenant Police, Police Department; and WHEREAS, the Committee received an overview of the project, information relative to the City's Cone of Silence Ordinance and the Government Sunshine Law; and WHEREAS, the Committee also received general information on the scope of services, and a copy of each proposal, and was further instructed to score and rank each proposal pursuant to the evaluation criteria established in the RFP; and WHEREAS, the Evaluation Committee process resulted in the proposers being ranked in the following order: 1st Law Enforcement Psychological & Counseling Associates, Inc. 2nd Mount Sinai Medical Center WHEREAS, after reviewing all of the submissions and the Evaluation Committee's rankings, the City Manager concurs with the Evaluation Committee and recommends negotiating an agreement with Law Enforcement Psychological & Counseling Associates, Inc., as the best qualified firm to provide pre-employment testing and psychological services for sworn and public safety personnel on behalf of the City. 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 Proposals (RFP)2021-227-AY for Pre-Employment Testing & Psychological Services for Sworn & Public Safety Personnel; authorize the Administration to enter into negotiations with Law Enforcement Psychological & Counseling Associates, Inc., as the top ranked proposer; and further authorize the City Manager and City Clerk to execute an Agreement, upon conclusion of successful negotiations by the Administration. PASSED and ADOPTED this day of 2021. ATTEST: APPROVED AS TO FORM&LANGUAGE RAFAEL E. GRANADO, CITY CLERK DAN GELBER, MAYOORECUTION I 0 City Attorney Date DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A ATTACHMENT C SUNBIZ& PROPOSAL RESPONSE TO RFP 1 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A D.visioN OF CORPOR_;Tiorvs Dsvi ioi r u rf%ff,. oOrg rL,P0 Ar rrrc i,iS dirt U/ IJl 5ture wtbsit Department of State / Division of Corporations / Search Records / Search by FEI/EIN Number / Detail by FEI/EIN Number Florida Profit Corporation LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC. Filing Information Document Number 656100 FEI/EIN Number 59-1978758 Date Filed 02/18/1980 State FL Status ACTIVE Last Event CANCEL ADM DISS/REV Event Date Filed 10/04/2007 - Event Effective Date NONE Principal Address ' 9960 NW 116TH WAY, SUITE 12 MIAMI, FL 33178 • Changed: 07/16/2012 Mailing Address 9960 NW 116TH WAY, SUITE 12 MIAMI, FL 33178 Changed: 07/16/2012 Registered Agent Name&Address MANGAN, BRIAN DR 9960 NW 116TH WAY, SUITE 12 MIAMI, FL 33178 Name Changed: 08/18/2011 Address Changed: 02/06/2013 Officer/Director Detail Name&Address Title PRES MANGAN, BRIAN 9960 NW 116TH WAY, SUITE 12 MIAMI. FL 33178 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Annual Reports Report Year Filed Date 2019 02/06/2019 2020 01/15/2020 2021 01/12/2021 Document Images 01/12/2021—ANNUAL REPORT View image in PDF format 01/15/2020--ANNUAL REPORT View image in PDF format 02/06/2019—ANNUAL REPORT View image in PDF format 01/19/2018—ANNUAL REPORT View image in PDF format 01/18/2017--ANNUAL REPORT View image in PDF format 01/22/2016—ANNUAL REPORT View image in PDF format 01/12/2015—ANNUAL REPORT View image in PDF format 01/29/2014--ANNUAL REPORT View image in PDF format 02/06/2013--ANNUAL REPORT View image in PDF format • 03/08/2012--ANNUAL REPORT View image in PDF format 09/02/2011--Off/Dir Resignation View image in PDF format 08/18/2011--Reg.Agent Change View image in PDF format • 02/16/2011--ANNUAL REPORT View image in PDF format 01/05/2010—ANNUAL REPORT View image in PDF format 05/05/2009--ANNUAL REPORT View image in PDF format 03/13/2008—ANNUAL REPORT View image in PDF format 10/04/2007--REINSTATEMENT View image in PDF format 04/06/2006--ANNUAL REPORT View image in PDF format 04/15/2005--ANNUAL REPORT View image in PDF format 03/06/2004—ANNUAL REPORT View image in PDF format 04/11/2003--ANNUAL REPORT View image in PDF format 04/17/2002—ANNUAL REPORT View image in PDF forrrSat 04/09/2001--ANNUAL REPORT View image in PDF format 04/11/2000--ANNUAL REPORT View image in PDF format 03/06/1999--ANNUAL REPORT View image in PDF format 04/24/1998—ANNUAL REPORT View image in PDF format 05/09/1997—ANNUAL REPORT View image in PDF format 04/08/1996--ANNUAL REPORT View image in PDF format 04/11/1995--ANNUAL REPORT View image in PDF format Florida Department of State,Division of Corporations DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A BID SUBMITTAL QUESTIONNAIRE SECTION - ID,CEI 'TIMATIO . FOR, i This document is a REQUIRE I FORM that must be submitted fully completed and submitted. Solicitation No: Solicitation'Title: 2021-227-AY PRE-EMPLOYMENT TESTING & PSYCHOLOGICAL SERVICES FOR SWORN&PUBLIC SAFETY PERSON BIDDER'S NAME:Law Enforcement Psychological&Counseling Associates,Inc NO.OF YEARS IN BUSINESS:41 years NO.OF YEARS IN BUSINESS LOCALLY: NO.OF EMPLOYEES:6 41 years __ OTHER NAME(S)BIDDER HAS OPERATED UNDER IN THE LAST 10 YEARS:NIA BIDDER PRIMARY ADDRESS(HEADQUARTERS):9960 NW 116th Way,Suite 12 CITY:Medley STATE:FL ZIP CODE:33178 TELEPHONE NO.:305 442 8800 TOLL FREE NO.:305-4424800 FAX NO.:305r4424469 BIDDER LOCAL ADDRESS:9960 NW 116th Way,Suite 12 CITY:Medley STATE:FL I ZIP CODE:33178 PRIMARY ACCOUNT REPRESENTATIVE FOR THIS ENGAGEMENT:Brian Mangan,PsyD,ABPP ACCOUNT REP TELEPHONE NO.:305-442-8800 x2 ACCOUNT REP TOLL FREE NO.:305.442-800 x2 ACCOUNT REP EMAIL:bmangan@lepca.com FEDERAL TAX IDENTIFICATION NO.:59-1978758 By virtue of submitting a bid, bidder agrees: a) to complete and unconditional acceptance of the terms and conditions of this document, inclusive of this solicitation, all specifications, attachments,exhibits and appendices and the contents of any Addenda released hereto; b)to be bound,at a minimum,to any and all specifications,terms and conditions contained herein or Addenda;c)that the bidder has not divulged, discussed, or compared the proposal with other bidders and has not colluded with any other bidder or party to any other bid; d)that bidder acknowledges that all information contained herein is part of the public domain as defined by the State of Florida Sunshine and Public Records Laws; e) the bidder agrees if this bid is accepted, to execute an appropriate City of Miami Beach document for the purpose of establishing a formal 'contractual relationship between the bidder and the City of Miami Beach, Florida,for the performance of all requirements to which the bid pertains; and f)that all responses, data and information contained in the bid submittal are true and accurate. The individual named below affirms that s/he: is a principal of the applicant duly authorized to execute this questionnaire, and that the contents of said document(s)are complete, true, and correct to the best of his/her knowledge and belief. Name of Bidder's Authorized Representative: Title of Bidder's Authorized Brian Mangan, PsyD,ABPP Representative: President, Law Enforcement Psychological'&Counseling Associates, Inc ( DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A SECTION 2 - ACKNO+' LEDGEME JT OF ADDEN,JUr�1 After issuance of solicitation, the City may release one or more addendum to the solicitation, which may provide additional information to bidders or alter solicitation requirements. The City will strive to reach every bidder having received solicitation through the City's e-procurement system. However, bidders are solely responsible for assuring they have received any and all addendum issued pursuant to solicitation. This Acknowledgement of Addendum section certifies that the bidder 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. Enter Initial Enter Initial Enter Initial to to Confirm to Confirm Confirm Receipt Receipt Receipt BM Addendum 1 Addendum 6 Addendum 11 BM Addendum 2 Addendum 7 Addendum 12 BM Addendum 3 Addendum 8 Addendum 13 BM Addendum 4 Addendum 9 Addendum 14 BM Addendum 5 Addendum 10 Addendum 15 If additional confirmation of addendum is required, submit under separate cover. SEM*N 3 - CONFLICT OF INTEREST All bidders 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. Further, all bidders must disclose the name of any City employee who owns, either directly or indirectly, an interest of ten (10%) percent or more in the bidder entity or any of its affiliates. YES p NO If yes, please disclose the name(s): FIRST A ,'D LAST NAME OCCUPATION 1 2 3 . 4 5 • 6 SECTION 4 - FINANCIAL CAPACITY When requested by the City, each bidder shall arrange for Dun & Bradstreet to submit a Supplier Qualification Report (SQR) directly to the City. No proposal will be considered without receipt, by the City, of the SQR directly from Dun & Bradstreet. The cost of the preparation of the SQR shall be the responsibility of the bidder. The bidder shall request the SQR report from D&B at: https://supplierportal.dnb.com/webapplwcs/stores/servlet/SupplierPortal? storeld=11696 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Bidders are responsible for the accuracy of the information contained in its SQR. It is highly recommended that each bidder 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 SQR submittal process, contact Dun & Bradstreet at 800-424-2495. At time of request, bidder shall request that Dun & Bradstreet submit its Supplier Qualifier Report directly to the City, with bid or within three (3) days of request. SECTION 5 - MO \TORIU;\1 Q,NN TRAVEL TO Ai aD THE PIP CHASE OF GOODS *R SERVICES FRO 1 MISSISSIPPI Pursuant to Resolution 2016-29375, the City of Miami Beach, Florida, prohibits official City travel to the state of Mississippi, as well as the purchase of goods or services sourced in Mississippi. Bidder shall agree that no travel shall occur on behalf of the City of Miami Beach to Mississippi, nor shall any product or services it provides to the City be sourced from this state. By virtue of submitting bid, bidder agrees it is and shall remain in full compliance with Resolution 2016-29375 https://www.miamibeachfl.gov/wp-content/u ploads/2017/11/2016-29375-Resolution- Vendor-Moratorium-for-Services-Sources-from-North-Carolina-Mississippi=l.pdf DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A SECT6ON 6 - REFE',ENCES AND PAST PERFOi' NCE • Project No. 2021-227 AY Project Title PRE-EMPLOYMENT TESTING & PSYCHOLOGICAL SERVICES FOR SWORN& PUBLIC SAFETY PERSON Bidder shall submit at least three (3) references for whom the bidder has completed work similar in size and nature as the work referenced in solicitation. Reference No.1 Firm Name: City of Miami Police Department Contact Individual Name and Title: Armando Aguilar, Jr., Assistant Chief of Police, Investigations Address: 400 NW 2nd Ave, Miami, FL 33128 Telephone: 305-603-6640 Contact's Email: 0056@miami-police.org Narrative on Scope of Services Provided: Conduct all pre-employment psychological screenings, critical incident stress debriefings, return to work wellness.checks, and Employee/Officer Assistance Program counseling services (Since 1980) Reference No.2 Firm Name: Miami-Dade Police Department Contact Individual Name and Title: Tiffany Wesley, Major in Personnel Management Bureau Address: 9105 N.W. 25th St., Doral, FL 33172 Telephone: 305-471-2565 Contact's Email: Tswesley@mdpd.com Narrative on Scope of Services Provided: Conduct all pre-employment psychological screenings and Psychological Fitness for Duty Evaluations for Police,Corrections,and Fire Rescue(Since 1980) Reference No.3 Contact Individual Name and Title: Coral Gables Police Department Address: Ed Hudak, Chief of Police Telephone: 305-442-1600 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Contact's Email: ehudak@coralgables.com Narrative on Scope of Services Provided: Conduct all pre-employment psychological screenings, critical incident stress debriefings, and Employee/Officer Assistance Program counseling services(30+years) r DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • Additional Reference Firm Name: Hollywood Police Department Contact Individual Name and Title: Chris O'Brien, Chief of Police Address: 3250 Hollywood Blvd, Hollywood, FL 33021 Telephone: 954-967-4357 Contact's Email: cobrien@hollywoodfl.org Narrative on Scope of Services Provided: Conduct all pre-employment psychological screenings, Psychological Fitness for Duty Evaluations,Critical Incident Stress Debriefings,and Peer Support Training(15 years) SECTION 7 e STAND,-4'RD TERMS NO CON I>ITIO <S The Standard Terms and Conditions are available at hops://www.miamibeachfl.gov/city_ hall/procurement/standard-terms-and-conditions/ By virtue of submitting a bid, bidder attests that they have read and understand the applicable Standard Terms and Conditions as indicated in the solicitation. Project No. 2021-227-AY Project Title PRE-EMPLOYMENT TESTING & PSYCHOLOGICAL SERVICES FOR SWORN& PUBLIC SAFETY PERSON SECTION 8 -VE D*IR CAMPAIGN CONTR L UTI•NS Bidders 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 https://library.municode.com/fl/miami_beach/codes/code_of ordinances? nodeld=SPAGEOR_CH2AD_ARTVI ISTCO_DIV5CAFIRE Bidders 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 bid submittal, in the event of such non-compliance. Are there any individuals or entities (including your sub-consultants) with a controlling financial interest which have 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. 0 YES El NO If yes, list name (first and last name) of individuals, occupation, amount and date: First and Last Contributor Occupation Amount Date of Name _ Contribution 1 2 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A 3 4 5 6 7 9 r - • DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A -SECTOON 9®SUSPENSOON, HT, OR CONTRACT CANCELL� TION Has bidder ever been debarred, suspended or other legal violation, or had a contract cancelled due to non-performance by any public sector agency? 0 YES p NO If answer to above is "YES," bidder shall submit a statement detailing the reasons that led to action(s): SECTO*N 10 - EQUAL BENEFOTS FOR EMPLOYEES WITH SPOUSES AND Er !PLOYEES ".'OTH 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 bids, 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. Does bidder provide or offer access to any benefits to employees with spouses or to spouses of employees? O YES O NO Does bidder provide or offer access to any benefits to employees with (same or opposite sex) domestic partners or to domestic partners of employees? O YES O NO 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. Bidder Provides for Bidder Provides for Bidder does not BENEFIT Employees with Employees with Provide Benefit Spouses Domestic Partners Health N/A-only 6 N/A-only 6 employees employees Sick Leave N/A-only 6 N/A-only 6 employees employees Family Medical Leave N/A-only 6 N/A-only 6 employees employees Bereavement Leave N/A-only 6 N/A-only 6 employees employees If Bidders 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 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A agree to pay a cash equivalent and submit a completed Reasonable Measures Application 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 http://www.miamibeachfl.gov/city-hall/procurement/procurement-related-ordinance-and- procedures/ DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A SECTION 11 - :,Y•D A^JT6-LO4 i:Y9lG AMENDME T CERTIFICATION FORM APPENDIX A,44 C.F.R. PART 18—CERTIFICATION REGARDING LOBBYING Certification for Contracts,Grants,Loans,and Cooperative Agreements The undersigned Contractor certifies,to the best of his or her knowledge,that: 1. No Federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant, the making of any Federal loan, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal contract,grant, loan, or cooperative agreement. 2. If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or cooperative agreement, the undersigned shall complete and submit Standard Form-LLL, "Disclosure Form to Report Lobbying," in accordance with its instructions. 3. The undersigned shall require that the language of this certification be included in the award documents for all subawards at all tiers (including subcontracts, subgrants, and contracts under grants, loans, and cooperative agreements) and that all subrecipients shall certify and disclose accordingly. This certification is a material representation of fact upon which reliance was placed when this transaction was made or entered into. Submission of this certification is a prerequisite for making or entering into this transaction imposed by 31, U.S.C. § 1352 (as amended by the Lobbying Disclosure Act of 1995).Any person who fails to file the required certification shall be subject to a civil penalty of not less than $10,000 and not more than $100,000 for each such failure. The undersigned Contractor certifies or affirms the truthfulness and accuracy of each statement of its certification and disclosure, if any. In addition,the Contractor understands and agrees that the provisions of 31 U.S.C. § 3801 et seq., apply to this certification and disclosure, if any. By virtue of submitting bid, bidder certifies or affirms its compliance with the Byrd Anti- Lobbying Amendment Certification. Name of Bidder's Authorized Representative: Title of Bidder's Authorized Brian Mangan, Psy.D.,ABPP Representative: President, Law Enforcement Psychological &Counseling DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Associates DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A SECTI•N 12—SUSPENSION AN wEBAT' ENT CERTIFICATION The Contractor acknowledges that: (1)This Contract is a covered transaction for purposes of 2 C.F.R. pt. 180 and 2 C.F.R. pt. 3000. As such the contractor is required to verify that none of the Contractor, its principals (defined at 2 C.F.R. § 180.995), or its affiliates (defined at 2 C.F.R.,§ 180.905) are excluded (defined at 2 C.F.R. § 180.940)or disqualified (defined at 2 C.F.R. § 180.935). (2)The Contractor must comply with 2 C.F.R. pt. 180, subpart C and 2 C.F.R. pt.3000, subpart C and must include a requirement to comply with these regulations in any lower tier covered transaction it enters into. (3) This certification is a material representation of fact relied upon by the City. If it is later determined that the Contractor did not comply with 2 C.F.R. pt. 180, subpart C and 2 C.F.R. pt. 3000, subpart C, in addition to remedies available to the City, the Federal Government may pursue available remedies, including but not limited to suspension and/or debarment. (4)The Contractor agrees to comply with the requirements of 2 C.F.R. pt. 180, subpart C and 2 C.F.R. pt. 3000, subpart C while this offer is valid and throughout the period of any contract that may arise from this offer. The Contractor further agrees to include a provision requiring such compliance in its lower tier covered transactions." By virtue of submitting bid, bidder certifies or affirms its compliance with the Suspension and Debarment Certification. Name of Bidder's Authorized Representative: Title of Bidder's Authorized Brian Mangan, Psy.D.,ABPP Representative: President, Law Enforcement Psychological &Counseling Associates SECTION 13 - S 1ALL AND DISA*VANTAGED USINESS CERTIFICATION Pursuant to Resolution 2020-31519, the City is tracking the Small and Disadvantaged Businesses, as certified by Miami-Dade County that have been certified as Small or Disadvantaged Business by Miami-Dade County. Does bidder possess Small or Disadvantaged Business certification by Miami-Dade County? YES ® NO SECTION 14- LG T It USI[ ESS ENTERP ISE CERTIFICATIO Pursuant to Resolution 2020-31342, the City is tracking the utilization of LGBT owned firms that have been certified as an LGBT Business Enterprise by the National Gay and Lesbian Chamber of Commerce(NGLCC). Does bidder possess LGBT Business Enterprise Certification by the NGLCC? DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A I O I YES I p I NO RCM! 15®C*NE OF ME SCE Pursuant to Section 2-486 of the City Code, all procurement solicitations once advertised and until an award recommendation has been forwarded to the City Commission by the City Manager are under the "Cone of Silence." The Cone of Silence ordinance is available at hops://library.municode.com/fl/miami_beach/codes/code of ordinances? nodeld=SPAGEOR CH2AD ARTVIISTCO DIV4PR 52-486COSI Any communication or inquiry in reference to this solicitation with any City employee or City official is strictly prohibited with the of exception communications with the Procurement Director, or his/her administrative staff responsible for administering the procurement process for this solicitation providing said communication is limited to matters of process or procedure regarding the solicitation. Communications regarding this solicitation are to be submitted in writing to the Procurement Contact named herein with a copy to the City Clerk at rafaelgranadoPmiamibeachfl.gov Vendor attests that they have read, understand, and are in compliance with the Cone of Silence Ordinance, pursuant to Section 2-486 of the City Code? ® YES O NO DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A SECTION 16®CODE OF BUSINESS ETHICS Pursuant to City Resolution No.2000-37879, the Bidder shall adopt a Code of Business Ethics ("Code") and submit that Code to the Procurement Division with its response or within three (3) days upon receipt of request. The Code shall, at a minimum, require the Bidder, 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. Bidder shall submit firm's Code of Business Ethics within three (3) of request by the City. In lieu of submitting Code of Business Ethics,Vendor may indicate that it will adopt, as required in the ordinance, the City of Miami Beach Code of Ethics, available at http://www.miamibeachfl.gov/city-hall/procurement/procurement-related-ordinance-and- procedures/ Bidder adopts the City of Miami Beach Code of Business Ethics? ® YES 0 NO Bidder will submit firm's Code of Business Ethics within three(3) days of request by the City? ® YES (] NO SECTION 17 e DRUG FREE WORKPLACE CERTIFICATION The Drug Free Workplace Certification is available at: hops://www.miamibeachfl.gov/wp-content/uploads/2019/04/DRUG-FREE-WORKPLACE- CERTIFICATION.pdf By virtue of submitting bid, bidder certifies or affirms it has adopted policies, practices and standards consistent with the City's Drug Free Workplace Certification. SECTION 18® LOBBYIST REGISTRATION REtUIREI:BENTS This solicitation is subject to, and all bidders are expected to be or become familiar with, all City lobbyist laws. Bidders 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. By virtue of submitting bid, bidder certifies or affirms that they have read and understand the above Lobbyist Registration Requirements. SECTION 19— NO''1-1,,ISCRIMINATION The Non-Discrimination ordinance is available at: https://library.municode.com/fl/miami beach/codes/code of ordinances? nodeld=SPAGEOR CH2AD ARTVIPR DIV3COPR S2-375NSCCOREWA By virtue of submitting bid, bidder agrees it is and shall remain in full compliance with Section 2-375 of the City of Miami Beach City Code. SECTItS�N 21 — FAIR CHA' CE ';EQUIREL E! T DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A The Fair Chance Ordinance No. 2016-4012 is available at: https://library.municode.com/fl/miami beach/codes/code of ordinances? nodeld=SPAGEOR CH62HURE ARTVFACHOR By virtue of submitting bid, bidder certifies that it has adopted policies, practices and standards consistent with the City's Fair Chance Ordinance. Bidder agrees to provide the City with supporting documentation evidencing its compliance upon request. Bidder 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. SECTION 22 m PLR LIC ENTITY CRIMES Please refer to Section 287.133(2)(a), Florida Statutes, available at: https://www.flsenate.gov/Laws/Statutes/2012/287.133 By virtue of submitting bid, bidder agrees with the requirements of Section 287.133, Florida Statutes, and certifies it has not been placed on convicted vendor list. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A SECT9ON 22 m VETERAN BUM' ESS ENTERPRISES PREEERE',CE Pursuant to City of Miami Beach Ordinance No. 2011- 3748, hops://library.municode.com/fl/miami beach/codes/code of ordinances? nodeld=SPAGEOR CH2AD ARTVIPR DIV3COPR S2-374PRPRPRVECOGOCOSE the City shall give a preference to a responsive and responsible bidder 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 and best bidder, by providing such bidder an opportunity of providing said goods or contractual services for the lowest responsive bid amount. Whenever, as a result of the foregoing preference, the adjusted prices of two (2) or more bidders which are a small business concern owned and controlled by a veteran(s) or a service-disabled veteran business enterprise constitute the lowest bid pursuant to an ITB, RFP, RFQ, ITN or oral or written request for quotation, and such bids 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. Is the bidder a service-disabled veteran business enterprise certified by the State of Florida? YES p NO Is the bidder a service-disabled veteran business enterprise certified by the United States Federal Government? YES ® NO DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A r �40 N lir Law Enforcement. Psychological and '-`"�'� Counseling Associates, Inc. pomic iv, \ Sn y • TAB 1 City of Miami Beach, FL RFP 2021-227-AY Pre-Employment Testing and Psychological Services for Sworn & Public Safety Personnel Attn: Arju Yudasto, MPA Procurement Contracting Officer City of Miami Beach Procurement Department 1755 Meridian Avenue, 3rd Floor Miami Beach, FL 33139 305-673-7490 x26695 Date: 7/14/21 UPDATED Submitted by: Law Enforcement Psychological & Counseling Associates, Inc (LEPCA) 9960 NW 116th Way, Suite 12 Medley, FL 33178 305-442-8800 , Contact: Brian Mangan, Psy.D., ABPP Board Certified in Police &Public Safety Psychology American Board of Professional Psychology President bmangan@lepca.com 305-442-8800 ext. #2 9960 N.W. 116th Way 305-442-8800 ph. Suite 12 305-442-4469 fax Miami, FL 33178 www.lepca.com DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 12 RFP 2021-227-AY Table of Contents Content Page# Tab 1: Cover Letter&Minimum Qualifications Requirement 1 Statement of Understanding 3 Insurance Forms 4 Florida Business Annual Report 6 W-9 7 Tab 2: Experience& Qualifications 8 a. Executive Summary 9 b. References 10 c. Agency List 12 d. Organizational Chart 14 e. Staff Biographies and Qualifications 15 f. Professional Licenses 22 Tab 3: Scope of Services Proposed 25 a. Philosophy of screening 26 b. Essential/Important Job-Related Traits 27 c. Determination of Job-Related Ratings 27 d. Conformance to Standards 28 e. Report Format 29 f. Test Battery 30 g. Report Interpretation Manual 33 h. Critical Incident Stress Debriefing Information 49 i. Psychological Fitness for Duty Evaluations 51 Tab 4: Approach and Methodology . 53 a. Practicalities of Screening Service 54 Tab 5: Appendix B: Cost Proposal Forms 56 a. Part I 57 b. Part II REMOVED 58 c. Part III 58 d. Part IV 58 e. Grand Total 59 f. Explanation of Cost Proposal 59 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 202I -227-AY Page 13 • Statement of Understanding It is the intent of Law Enforcement Psychological & Counseling Associates, Inc (LEPCA) to provide the City of Miami Beach with state-of-the-art psychological services including pre- employment psychological evaluations.Our entire office and screening system have been designed to meet the needs of our Public Safety Agency clients. Any agency that uses our services knows the effort we make to accommodate the unique needs of our law enforcement clients.For example, we developed a comprehensive website that allows agencies to independently schedule applicants at any time up to the morning of testing and download final applicant reports 24-hours from completion of evaluation. Client agencies have independent and secure user access to the scheduling feature on our website and will also use this secure platform to access evaluation documents including an applicant's Personal History Questionnaire and final evaluation report. We also have an"applicant's section"on our general website,which does not have access to secure • agency information, but provides helpful`preliminary information to applicants who are about to undergo the evaluation. We welcome any potential user of our services to look over the website located at: www.lepca.com LEPCA has not been involved in any litigation within the last five years and there is no pending litigation arising out of LEPCA's performance. Primary person authorized to bind firm: Brian Mangan, Psy.D. , ABPP Board Certified in Police and Public Safety Psychology American Board of Professional Psychology President, LEPCA DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227- AY Page 14 "1 LAWENFO-03 AALMEIDA .4 �R0' CERTIFICATE OF LIABILITY INSURANCE BATEIMWOOYYYO 7115J2020 THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER.THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(Si,AUTHORIZED REPRESENTATIVE OR PRODUCER,AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder Is an ADDITIONAL INSURED.the pallcy(ies)must have ADDITIONAL INSURED provisions or bo endorsed. If SUBROGATION IS WAIVED.subject to tho terms end conditions of the policy,certain policies may require an endorsement A statement on this certificate does not confer rights to the certificate holder In Neu of such 0 Ncndorsernent(s). .Dnr PRODUCER WT Ana M.Almelida 1 Hub International Florida wmxg '1 fji — 777 SW 37th Avenue laC.No,@ath(305)398.4661 (so,NO(305)508.6113 Salle 500 `iil`�'rlk.�5.ana.almeidarghubInternational.com Miami,FL33135 W- INSURER'S'AFFOROINGCouCFAGE NAM II ....... RAWER A:Blackboard insurance Company 26611 _`_ RauseD it±sup ROt--. _ Law Enforcement Psychological INSURER C: 9960 NW 116 Way 012 INSURERD: Medley,FL 33178 INSURER E; INSlLSER F: • COVERAGES CERTIFICATE NUMBER; REVISfON NUMBER: THIS IS TO CERTIFY THAT THE POLICIES OP INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT,TERM OR CONDITION Of ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TOIAIIICH THIS CERTIFICATE MAY RE ISSUED OR MAY PERTAIN.THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS. EXCLUSIONS AND CONDITIONS OF SUCH POLICES.LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS, IKSRI TYPE INSURANCE AOOL SUEA POLICY NUMSAR POLICY EF�F POLICY EXP UNITS . L,_l[t IN9D,I'J 0NMEOTTYTI Otwo JrtYYYI A I X.COMMERCIAL GENERAL UAEILRY I FACN Ot�URRFNCR s 1,000,000 r w icI�IL,3.LxDE �cccuR X CRCINSM00001HIBP4711501 7t2912020, 7129@021 (AR pN^L7�[.5(01"ILO 1001000 [Eacoo,Srcnccl i i 1 'MED Exr 1Av.•olr t ,t,n $ 5,006 PERSONAL 5 Ay,'A.R.AY 5 1,000,000 IOWLAODPEGATE PAR AEA LESPER: CJPER$LADAAEOATE t _ 2.000,000 � •1 POTET 1 rPRODUCTSLOC -COLTAOPACE IS v 2,00'U,000 �-I OTHER I ' A Ain/amount:i&eerurr • iE u HINDS INDIE um )t 1,000,000 • -- ANY ALTO ICRCINSMOODDIHIBP4711601 7/29/2020 7129/2021 ECOELY DLU RY IPS,PpIP+�_I 1 -__--_..__� �u r}}C��Na OISY �npJ7�6pg�,f�E�Dp , - Irn .,.Y!N,L413Y.iftncoL —_ aND ON1Y MVO. _IM nare, +V Ace ''11-- A fI VIIERELLALIAR Ab4OCCURREL'CE 5 2,000,000 X 1 ETGZSSs uAO Er CIADASAADE 043740321 712912020' 7/29/2021 R_�., 2,009,000 1 RED I I r>t'rsrTIDN13 1 3 __�.. F£ .# WORKER'S COWPERSATION iATUTli I N~' I AM)EMP LOPE RVLIWtILITT Yt 11 ANY RAOPH1CIOR�PARTI1s15EXCCUrllB I I NIA EL EAICHACCCENr !I jPim�)sr E;.IIvrtl NLxcLUtk_DA EL OSEASF.-EA f�LS?LOTC ,S --�V` ir YnFINI If r49,dA1e 00 41LVf DES RIPT1OR CF DPERATVEL114rf• - E1.4 AIt-PCIICY LIVR I S A Commercial Property CRCINSid0000IHIBP4T11501 7129t1020 712912021 8PP I 66,000 4(q i DESCRIPTION OF OPERATIONS)LOCATIONS I VEHICLES EACORO ID I,Addlllood Remake$eh iuti,mry be rkaeh.d Itmme paw Is re®11md1 CERTIFICATE HOLDER CANCELLATION ' SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE City of Miami Beach ACCORDANCEE WITH THE POLICTION DATE Y PROVISIONS. VALL BE DELIVERED IN c/o Exigis Insurance Compliance Services P.O Box 4666-ECM 465050 New York,NY 10163.4668 AUTHORIZED REPRESENTATIVE I ACORD 25(2018103) a 1988-2015ACORD CORPORATION.All rights reserved. The ACORD name and logo are registered marks of ACORD DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 15 Account Number: FL LANE 7920 Date: 12/07/20 initials: QTMHHTTP CERTIFICATE OF INSURANCE ALLIED WORLD INSURANCE COMPANY C/O: American Professional Agency, Inc. 95 Broadway, Amityville, NY 11701 800-421-6694 This is to certify that the insurance policies specified below have been issued by the company indicated above to the insured named herein and that, subject to their provisions and conditions, such policies afford the'coverages indicated insofar as such coverages apply to the occupation or business of the Named Insured(s) as stated. THIS CERTIFICATE OF INSURANCE NEITHER AFFIRMATIVELY NOR NEGATIVELY AMENDS, EXTENDS OR ALTERS THE COVERAGE(S) AFFORDED BY THE POLICY(IES) LISTED ON THIS CERTIFICATE. Npme and AddressAcidre $_of Named Insur . • Additional Named Insureds:, LAW ENFORCEMENT PSYCHOLOGICAL BRIAN MANGAN, PSY.D. • AND COUNSELING ASSOCIATES, INC MARK AXELBERD, PH.D. 9960 NW 116TH WAY SUITE 12 MIAMI FL 33178 • Type of Work Covered: PROFESSIONAL. PSYCHOLOGIST Location of Operations: N/A {If dif(crest than ddress listed above) Claim History: Retroactive date is 11/01/1992 Policy Effective Expiration Limits of Coverages Number Date Date Liability PROFESSIONAL/ 2,000,000 LIABILITY 5012-4507 11/01/20 11/01/21 4,000,000 • NOTICE OF CANCELLATION WILL ONLY BE GIVEN TO THE FIRST NAMED INSURED, WHO SHALL • ACT ON BEHALF OF ALL INSUREDS WITH RESPECT TO GIVING OR RECEIVING NOTICE OF CANCELLATION. Comments: Defense Reimbursement Proceedings Limit is $25,000. 3/10 ADDL.INS.BELOW: CITY OF MIAMI POLICE MIAMI-DADE COUNTY STATE OF FLORIDA DEPARTMENT METRO POLICE DEPARTMENT FLORIDA HIGHWAY PATROL 400 NW 2ND AVE 111 NW 1ST ST, STE 2340 2900 APALACHEE PKWY MIAMI FL 33128 MIAMI FL 33128 TALLHApSEE FL 32399 This Certificate Issued to.:. Name: City of Miami Beach c/o Exigis Insurance Compliant Sery Address: P.O. Box 947 Murrieta, CA 92564 Au .orized Representative APA 00138 00 (06/2014) • DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 16 2020 FLORIDA PROFIT CORPORATION ANNUAL REPORT FILED DOCUMENT#656100 Jan 15,2020 Entity Namoc LAW ENFORCEMENT PSYCHOLOGICAL.AND COUNSELING Secretary of State ASSOCIATES.INC. 3243031014CC• Current Principal Place of Business: 9960 NW 116TH WAY,SUITE 12 MIAMI.FL 33178 Cun+ent Mailing Address: 9960 NW 116TH WAY,SUITE12 MIAMI, FL 33178 US FEl Number,59-1978768 Certificate of Status Desired: No Name and Address of Current Registered Agent MANGAN,BRIAN DR 9960 NW 116TH WAY.SUITE12 .iAMI.FL 33178 US rMabthe tweed ertrrrsulm'sthisthsfelxrs for the punciateefcharvivft regi-lethdoff.ceotreg hredogentortwth,ietheSatecffb .,. SIGNATURE: - Eiectrwee Signature c Registered Agee Date OHiceriDiroctor Detail: Tie PRES Name MANGAN,BRIAN Address 9960 NW 116TH WAY.SUITE 12 .City-,State-Tip: MIAMI FL 33178 Cacti mitt,mY eNsetthsasthosvansir rile:Wee SiccitherareSIXdiS 919anda'mirata an41Oamr6=o*LOv..tar sta Awe Ovum*kval area az es-4.V(rater waiasattces ertiv*A: agyar*ovFaadanatraereeer.aaMadear^®omrissIstantntthrwatasrowadeyCa}xvf87.FolataSmtat•anactLY_yI .cSVgcx aXVX dal an atzonn ve Mtn SC fa;.aslesa#Weed. SIGNATURE:-BRIAN MANGAN PRESIDENT 0111512020 eacuonic SJgr iu a od Signing O:ticedtDireuoc Data! Date DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 17 Supplier Response Form Wr-9- Request for Taxpayer. Give to the Met Anglo 2013) identification Number and Certification requester. ter.to D not DeprstmmtartaTreasury Internet Revenue Serve Frintortype Name(es enema on)nor inntera tea return) See Specific Law Enforcement Psychological Si Counseling Associates,Inc • Instruc tens en page 2- Bush rerren1i'.res a dbJ entity name,rditmrent ham ahem Check epprophees tot tnr Worm but dessitica+bn: Emorrintions(see InsYudirrs); 0 rraunteaawuia pepdster ®C Capa+aina D 8 Corporation Q Partnership L]Tntstksdate [--� Eiemptimycn cods(if any) O Limited retelly company.Enter the lax Ucrssnrnon(CnC eppenalen.8=3 ao•p011t3:0,P=r,MtsssriU)' Exemption from FATCA reporting cthua'(SRO traSatn s) code tit my) Adders(aurreer.meet and oat or auto no.) Requester's mercer and rxtdt�s(op',lrraq 9960 NW 116th Way,Suite 12 City,sane,and 21P rare Medley,FL 33178 Ustaaumt umbels)here(optional) I Part t , Taxpayer Identification Number(TIN) Enter your TIN In the appraptiato box.The TN provided must rnish the name given on the'Nmue fine to avoid 6o,04 security rwrnber beohup wl0ihox9ng.For individuals,this Is your soetal security number(SSN).Hoecvcr,fora resident alien,solo proprietor,or disregarded entity,see the Part I instrurtons on page 3.For other entities,ilia your employs' identification number(EIN).If you do not have a number,see Nowit°eta 1/N on page 3. Employer rdototheretion member Note.tithe amain(is in more than one name,see the chart on page 4 faro-edema on winoan number to enter. 5 9-1978758 Fart ti Certification under penalties of Winn,.I cot y Ink . 1.The renter Dun n do the form is my mired taxpayer iuenefcziton number(or I am waiting for a number to bo issued to me),and 2.1 amn not subject to backup rethholding because:(a)tam exempt from backup withholding.or(b)I have not bean notified by the Internal Revenue Service(IRS) that I am subject to backup wtihhotfng as a result of a(attire to report all Interest or dividends,or(c)the IRS has nutted me that I am no longer subieet to backup withholding,and 3.I am a U.S.dozen t rotherr U.S.person(defaced below).and 4.The FATCA codes)entered on tId form(if any)Indicating that I am exempt from FATCA repodog is coned Certification instructions.You must cross out Item 2 above ifyou have been no fed by tree IRS mat you are aorenty scutnjed to backup Althhekfng because you have felled to report all interest and dividends on yowtax return.For teal estate transactions,tern 2 does not apply For mortgage interest paid,acquisition cc abandonment of oncurcd property,canadlation of deb},contribution to an individual atrcment amanr9ernenl(IRA),and generally,payments other Sign Here Sigm:atumof Brian Mangan U S..person• Date 9/7/2ti20 General Instructions wiihhddirg tax onf regnpartners'shareofefectiv+elyoonwatedincome. ari Section references are to the internee Revenue Code unless otherwise noted. d http&P/www_bidsyna_comrDPXVTemorfA 9 Form.Mm7a�suprespense8atr 2061275&dacid�e5t1328 tag DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 18 'TAB 21 Experience & Qualifications Tab 2 Table of Contents Content Page# Executive Summary 9 References and Past Performance 10 Agency List 12 Organizational Chart 14 Staff Biographies and Qualifications 15 Professional Licenses 22 Submitted by: Law Enforcement Psychological &Counseling Associates, Inc(LEPCA) 9960 NW 116th Way, Suite 12 Medley, FL 33178 305-442-8800 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 19 EXECUTIVE SUMMARY Law Enforcement Psychological and Counseling Associates, Inc. (LEPCA) is a well-established consultation firm that provides comprehensive services exclusively to law enforcement agencies primarily in the South Florida area. The firm was created in 1977 to effectively address the often unique and complex issues facing psychologists who undertake the role of a public safety psychological consultant. Dr. Brian Mangan serves as the President and Senior Psychologist of LEPCA, with Dr.Mark Axelberd,the founder of the firm, still serving as an active consultant and Staff Psychologist. Since the South Florida region is multi-ethnic in composition,the firm further understood the importance of cultural sensitivity and making certain that LEPCA's services would • be accepted and utilized by the diverse cultural groups found in public safety work. One way to achieve this goal was to include mental health professionals from varied ethnic backgrounds in all areas of the firm's consultation work and this philosophy remains today. In 2006,the Miami-Dade Police Department with our assistance conducted extensive research for a five and thirteen-year period to determine whether our screening evaluations resulted in any adverse impact by race, sex or ethnic group (study, included with this proposal.) The results found that "no adverse impact exists." To our knowledge,this study,was one of the most exhaustive of its kind. In 2009, LEPCA also completed a"green initiative"and made extensive investments to achieve a near paperless and seamless psychological screening process both for our internal office and user agencies as well. The project design utilized extensive input from numerous public safety agencies so as to better serve their specific needs. Our new system allows agencies to independently schedule applicants, access and/or download final applicant reports online 24-hours after completion of testing, safely store applicant files electronically, receive or review ancillary screening materials online, produce statistical reports quickly, and provide applicants important information on our website. We believe this achievement is one of the first of its kind in the entire nation and has proved to be well worth the effort extended. Importantly, this service is fully encrypted,protected with secure username and password,and all HIPAA requirements are adhered to regarding electronic storage. In summation, LEPCA has been intricately involved in every facet of law enforcement and public safety consultation. In particular,the firm is very well known for its expertise in pre-employment psychological screening and LEPCA's evaluation process has often served as a model for numerous psychologists entering this specialized field. We have conducted approximately 75,000 evaluations for over 60 public safety agencies over the past nearly forty years and carried out extensive research in this area. Our screening system strictly adheres to laws governed by the EEOC, including the Americans with Disabilities Act (ADA) and Genetic Information Nondiscrimination Act(GINA). Moreover,our system meets and exceeds the guidelines set forth by the IACP, COPPS organization, California Post Commission, and CALEA. No agency using our screening services has ever had difficulties becoming or maintaining CALEA certification. In addition, many public safety agencies around the United States and even internationally both formally and informally have requested our input to implement or improve their selection procedures and design. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 110 Beyond providing pre-employment screenings and other consultations for almost every public safety agency in Miami-Dade County and many agencies in Broward and Palm Beach Counties, our expertise has been utilized by non-local entities as well. For example, we conduct pre- employment screenings for state agencies, including the Florida Highway Patrol and Florida Fish and Wildlife Commission, and have performed other sensitive evaluations as requested by U.S. Virgin Islands Police Force and United States Federal Agencies including the F.B.I., U.S. Secret Service, U.S. Customs, D.E.A., and the Transportation Security Agency. In addition, we have been instrumental in developing public safety fitness standards and guidelines not only for pre- employment screenings but also for Fitness for Duty Evaluations (FFDE). Our firm has been a pioneer in introducing and conducting FFDEs,which typically are very arduous and can frequently result in expensive litigation if not done correctly. Dr.Axelberd and Dr.Mangan have been called upon many times by various national agencies, including public and federal,to conduct extremely important and complicated fitness evaluations. LEPCA has also been a local and national leader in creating innovative and effective specialized counseling, critical incident debriefings and training programs for sworn and non-sworn public safety employees and their family members. Members of the firm have provided thousands of hours of treatment and training to those in the South Florida public safety community for over thirty-five years. Indeed, many of the now commonly accepted psychological service practices for local and statewide public safety agencies were originally designed and promoted by members of our firm. Most importantly, we have always been known for our constant availability, ease of accessibility, and practical approaches to achieving the highest quality services to our clients. We take great pride in our work and never forget the critical nature of the services we provide..We value the trust placed in us by our law enforcement clients and LEPCA will always strive to be deserving of the respect and opportunity given to us by the law enforcement and public safety community. References&Past Performance The following agency/client references encompass all services identified in this proposal, in include Pre-Employment Psychological Evaluation, Psychological,Counseling Services, Critical Incident Stress Debriefings, and Psychological Fitness for Duty Evaluations. Additional information regarding these services can be found in Tab 3, along with information regarding conflict of services with EAP/OAP services and Fitness for Duty Evaluations. 1. City of Miami Police Department(1980 -present) Armando Aguilar, Jr., Assistant Chief of Police, Investigations 400 NW 2nd Ave,Miami, FL 33128 305-603-6640 0056@miami-police.org Sole provider of pre-employment psychological screening services with City of Miami for forty years, for positions including Police Officer, Detention Officer, and Emergency Dispatcher/Assistant. Additional services provided include Employee Assistance DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227- AY Page 111 Program counseling services, Critical Incident Stress Debriefings, Return to Work Debriefings, and supervisory trainings. 2. Miami-Dade Police Department(1980-present) and Fire Department(2013-present) Major Tiffany Wesley Melissa Endara, Manager Personnel Management Bureau Records&Resources Bureau Miami-Dade Police Department Miami-Dade Fire Rescue Department 9105 NW 25th St., Doral, FL 33172 9300 NW 41 Street, Room 122 Office: 305-471-2565 Doral, FL 33178 Tswesley@mdpd.com Office: 786-331-4902 melissa.endara@miamidade.gov Sole provider of pre-employment psychological screening services and Psychological Fitness for Duty Evaluations with MDPD for forty years and MDFR for approximately seven years. 3. City of Coral Gables Police Department(1985-present) Chief Ed Hudak 2801 Salzedo St., Coral Gables, FL 33134 Office: 305-442-1600 ehudak@coralgables.com . Sole provider of pre-employment psychological screening services with City of Coral Gables for over thirty years. Additional services provided include Employee Assistance Program counseling services and Critical Incident Stress Debriefings. 4. City of Hollywood Police Department(2000-present) Chief Chris O'Brien 3250 Hollywood Blvd., Hollywood, FL 33021 954-967-4357 cobrien@hollywoodfl.org Provide pre-employment psychological screening services with City of Hollywood for approximately twenty years.Additional services provided include Fitness for Duty Evaluations, Critical Incident Stress Debriefings, and Peer Support Team training. IMPORTANT: Law Enforcement Psychological&Counseling Associates, Inc(LEPCA) has not been involved in any litigation, complaints, or challenges and there is no pending litigation, complaints,or challenges arising out of LEPCA's performance of services. Agency Contact List N I Customer Most Recant Contact Phone 51rmot2 City flat, ZIp Email 1-1i —I Aventura Ponce Department Chief Bryan Pegues 305-466-8989 19200 VJ.Country Club Dr. Ave-Mara FL 33180 bpeguesgaveruurapolice.com V i Bal Harbour Ponce Department Chief Raleigh Flowers 305-S93-7402 655 961h SI. • Bat harbour FL 33154 rflowers@balharbowfl,gov 001 co I Bay Harbor Police Department Chief Sean Hemingway 305-866-6242 9665 Bay Harbor Terrace Bay Harbor Island FL 33154 ejohnspn/Absvherborldanere rri f gr...I Biscayne Park Police Department Chief Luis Cabrera 305-981.4015 640 N.E.114th Ave. Biscayne Park FL 33101 Brori9rd Sear bOtBce Y` i r-a :101ana Vrscarra,MS.SPHR 954-321.4428 2601 W.Broward BlVd. Ft.Lauderdale FL 33126 Dotal Police Department Rile Garda 335593.6699 6100 NW 99th Avenue Dotal FL 33166 ota,oarciatkihrotdoral rem Hallandale Beach Police Department Chief Sonia Quinones 954-457.1400 400 S.Federal Highway Hatfarrdakt Booth FL 33009 $Auinonesaecohb.orq Hallandale Beach Fire Department Lisa McCarty 954-457.1470 121 SW 3rd Street Haaardao Booth FL 33009 Hialeah Police Department Chief Sergio Velazquez 3D5.953-5343 5555 E.61h Avenue Hialeah FL 33013 terelov@himeshn n v Hialeah EAP Gelhen Perez 501 Patm Ave. Hialeah FL 33010 n/a Hialeah Fire Department EAP Chtef Pahtck Flynn 305-883-6900 63 E 5th Street Hialeah FL 33010 Homestead Police Department Chief Al Rolle 305-247.1535 790 N.Homestead Blvd. Hamosload FL 33030 prollerlthomesleadosron our Mlaml Gardens Police Department Chief Deltas Noel-Pratt 305-622.8022 1515 NW 167 Ave.,Bldg.5,Ste.200 Miami Gardens FL 33169 De1ma,noeloraltCr4mend0 on ;r 1 Virginia Garderts Police Department Chief Raymond Hernandez 305-871.3141 6498 N.W.38th Ter. Virginia Gardens FL 33166 Ihemanc'er.eougpd.coin I West Miami Police Department Chief Nelson Andreu 305-266-0530 901 S.W.62nd Ave. West Miami FL 33144 phiefAndreuanweumiamrtsuylg ICoconut Creek Poe Department Chief Albert Arenal 954.973.6700 4800 Copans Rd. Coconut Creek FL 33063 parenalncoeonulereek.net N I Coral Gables Fiolice Department Chief Ed Hudak 305-442-1600 2801 Salted()St Coral Gables FL 33134 ehudakc eoralnablea.eom M! 1 Coral Springs Police Department Chief Clyde Parry 954.346.1270 2601 Coral Springs Orive Coral Springs FL 33065 soamtf5lccralsprtnrs orq . c I Dep.of Agriculture 8 Consumer Sere. Vagirla Booth 850-245-1318 2005 Apaladtee Parkway,Ste.222 Tallahassee FL 32301 virgireaboothefreshfromflorida.corn i Department of Financial Services Jackie Pittman 850-413-4062 Division of Fraud Talrahasse FL 32399 nla r`1 Department of Transportation Emily Murphy 850-414 4100 325 John Knox Rd..Woodtacat Off.PK.Bk Tallahassee FL 3230.3 n/a < w j Div.of ABT Mimi Garcia 850.413.0060 Bureau of terw Enforcement Tallahassee FL 32399 nilnegarciaCarnyfloridaficense.com m e4 I El Po4101 Police Department Chief David Magnusson 305-795-7880 500 NE 87th Street El Portal FL 33138 tit rn Fish and Wildlife Commission Major Post 850.558.4088 75 College Drive.Stile 102 Havana FL 32333 co FIU Police Department Chief Alexander 0.Cases 305-348.2997 Investigations Unit Miami FL 33199 adcasas@flu.edu N Chie f Pedro Taylor 786.255.1414 404 W.Palm Dr. Ronda City FL 33034 ptavleraallorktacr',vlt eor CO o I Florida Highway Patrol Captain Hugh Culchen 850-617.2311 2900 Apalacheo Pkvvy..BG 1.Roam A 302 Tallahassee FL 32399 HUghCy!gften )flhsmv,gov coa) Florida Htgway Patrol(AmrRep.?ery) Re Smith 850-617.2374 2900 Apalacheo Parkway,MS-45 Tallahassee FL 32399 regirtesmith®ilhsmv.gov N an Golden Beach Pot ce Department Cat`el Rudy Heibello 305.936.2444 1 Golden Beach Drive Golden Beach FL 33160 rherh lkAnolden ach.ue N --; Hialeah Gardens Ponce Department Chief Lu3 Diaz 305.5583333 10301 N.W.87th Ave. Hialeah Gardens FL 33016 Jdcrrrathged,ora mj Hollywood Poste Department • Chief Chris Olen 954.967.4357 325011otiywocd Blvd. Hollywood FL 33021 CohrlervahclhweodfLpto V '—1 Key Biscayne Pollee Department Chief Charles Press 305.365.5555 85 W.McIntyre St. Key Biscayne FL 33149 cpressakbpdret m Lauderhil Pcilce Department Chef Constance Stanley 954.777.2051 5581 W Oakland Park Blvd Lauderh l FL 33313 c co L.auderhll Fire Rescue Chief Rob Torres - 954.739.29t50 1980 NW 68 Avenue L?rrderhiil FL 33313 robtorresPtaudemi8 ov-/tg co I Margate Police Department Chief Jonathan Shaw 954-972.711 t 5790 Margate Blvd Mergale FL 33063'l,lr-n i,rarnateftconl o ;,-.I a _I Medley Police Department Chief Jeanette Said 305-883-2047 7331 NW 74TH sl. Medley FL 33166 jcaid0medleypd.com o vi . at > c w , c rn 7 U 0 0 cn' Miami Beach Police Department Chief Richard Clements 305.673.7776 1100 Washington Ave. Miami Beach FL 33139 RlckClementr@miamlbeachflcav Miami Dade Corrections Commander Naomi Peivaiz 766 2u3 6209 2525 NW 62 Ave.,2nd FL,Martin Luther Kin Miami FL 33147 naeem.pe vaiz miamidadegov v I Miami Police Academy Constant Rosamond 305€03.6624 400 NW.2rrdAve. Miami FL 33128 to a I MIamI Pace Department Ast,ChiefArrmaadoA9uilarJr. 305-603.6640 400 NW.2nd Ave. Miami FL 33128 005e )miarni-pafice,Qrq • k Miami Shoes Police Department U.David McLeod 305-759-2468 9990 N.B.2nd Ave. Miami Shores FL 33138 Kevin, iedittmaed.mq t Miami Springs Chief Armando Guzman 305-805-510D 201 Westward Dr. Miami Springs FL 331613 nouzwantefmaed.us ft Mlarni•Dade Fire Rescue Dave Dewey 786-331-4272 9300 NW 41 Street Miami FL 33178 I Miami-Dade Poke Department Chief Mel Ankle 305-471.3403 9105 NW,2591 St. Miami FL 33172 I Miami-Dade Pteblic Safety Training Sgt Randy C'dhro 305-715-5000 9801 NW 58111 St. Dora' FL 33178 h0ami-Dade Schools Police Chtef Edvwaa Lopez 786-2554880 753 N,W,2001 St..Room E-414 Miami FL 33127 Miccose ee Police Department Del.Omar Fernandez 305-223-1690 P.O.Box 440021 Miami FL 33144 I Miramar Police Department Chief Dexter Williams 954-602-4000 3064 N.Commerce Pkavy Miramar FL 33025 Dvatamailmlramerprf,orq Monroe County Sheriffs Ounce Chief Rick Ramsay 305-292-7000 552$College Road Key West FL 33040 rrarciSml@kovsso.nel ›-1 North Miami Beach Police Department Chief William Hernandez 305-948-2929 16901 N.E.191h Ave. North Miami Beach FL 33152 ultimo.hernaodezC nmbptl,00pl f North Miami Police.Deportment Chief Larry Jurlga 305-591-0264 703 N_f:.1241h St, North Miami FL 33161 ff urinat`a narthmlamFp ce,com N Office of the Attorney General Tiffany Lane 85t>414 3895 PL Ot,The Cagitol Tallahassee FL 32399 No c-r Office of the Attorney General Cathy Costley Predator Cyber Crime Unit Jacksonville FL 32207 aNe - Opa.Locka Police Department Cpl.Mohan Britten 305r631-1033 2495 Mahn Ave. Opa-Loctra FL 33054 robrittontG•opalackagd.com o j Patin Beach Sheriffs Office Chief Deputy Michael E,Gauger 5614388.3061 3228 Gun Club Road West Palen Beach FL 33405 r I Pembroke Pines Police Department Chief Kipp Shim pcnu 954 431.2468 9500 Pines Blvd Pontbrake Pares FL 33324 JSShitgfsvra(r$ppinre,Cdn! a.i South Miami Police Department Chief Rene Lerida 305.6133.6301 6130 Sunset Dr_ South Miami FL 33143 rlao fasouttrmiantitiAy mSuet 9eiy fates tit PD Chief Dwight Snyder 305.947-4440 18070 Colrsas Ave.,2nd Floor Sunny Isles FL 33160 rsnyder@sibpd.rwt ur Sunrise Police Department Chief Anthony Rosa 954.764.4357 10440 West Oakland Palk Boulevard Sundae FL 33351 a riu seeatieetlnf sunrisefL ov - M Surfatde Police Department Chief Julio Yere 305-851.4862 9293 Harding Ave. Surfelde FL 33164 in cn N .= Smeelvvater Police Department Chief Platida Diaz 305-552-9900 500 S.W.109 Ave_ Miami FL 33174 Jxflslz cltyorsr n atvanter fl aev co Davie Police Department Chief Patrick Lynn 954-693.8200 1230 S Nob Hill Rd Davie FL 33324 sr- °' Davie Fte Depariment C113 0Jolla Devr -954-797-1213 6901 c.N / Orange drive Davie FL 33314 trechfelgdav a fl,gdv Town of Palm Beach Chief Nicholas Cariste 561-227.8323 P.O.Box 2029 Palm Beach FL 33480 rlcariste@tnwnorpalmbearh.com cn • E I University of Miami Public Safely Chef David River° 305-284-1541 5665 Ponce de Leon Blvd, Coral Gables FL 33124 dal y rp mla_rt9.edin u `-i Village of Pinecrest PD Maws Sauleda 305-234.2121 12645 Pinecresl Parkway Pinecrest FL 33156 coballos�iolnetrest•fl grty. m Z I Wilton Menprs Police Department Chief Peel O'Connell954.39D•2150 2020 Wilton Drive Mon Manors FL 33305 pocannell@urmgd.orq O 01 g _ o • TI N i o U 1 T., c W c . rT in 7 U O o DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A • City of Miami Beach RFP 2021 -227- AY Page 114 ORGANIZATIONAL CHART, STAFF BIOGRAPHIES,AND QUALIFICATIONS • Addressing 2.2.1: The following Organizational Chart and Staff Biographies/Resumes include each LEPCA professional providing services identified in Part I,III, and IV. President and Senior Psychologist: Brian Mangan, Psy.D. ,ABPP Board Certified in Police&Public Safety Psychology American Board of Professional Psychology Licensed Psychologist Senior Psychologist and Consultant: Mark Axelberd, Ph.D,ABPP Board Certified in Police &Public Safety Psychology American Board of Professional Psychology Licensed Psychologist Staff Psychologists: Maria Galmarini, Psy.D., ABPP Vanessa Perez, Psy.D Mirelis Peraza, Psy.D. Board Certified in Police & Licensed Psychologist Licensed Psychologist Public Safety Psychology Licensed Psychologist All listed licensed psychologists operate out of the main office location: 9960 NW 116th Ave, Suite 12 Medley, FL 33178 305-442-8800 The following staff biographies are intended to summarize the experience in psychological screening and the services provided to police and public safety. Professional associations related to the profession of psychology and the specialty of police and public safety psychology are included in the biographies. As stated earlier, LEPCA has conducted approximately 75,000 evaluations for over 60 public safety agencies and carried out extensive research in this area. Agencies that send similar amounts of applicants or more per year to LEPCA include Florida Highway Patrol, Broward Sheriffs Office, Hollywood Police Department, City of Miami Police Department, and Miami-Dade County agencies including Police, Corrections, and Fire Rescue. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I15 Brian L. Mangan,Psy.D.,ABPP Board Certified in Police&Public Safety Psychology American Board of Professional Psychology: #7661 (2014) Florida Licensed Psychologist:#PY7198 (2005) Maine Licensed Psychologist:#PS2210 (2021) National Provider Identifier: #1932724986 (2020) National Register ID: #57414 (2020) President, LEPCA Dr. Brian Mangan received his Doctor of Psychology in Clinical Psychology from The George Washington University in Washington, D.C. with distinction in 2003, specializing in the areas of adult therapy and assessment. He pursued his pre-doctoral internship at South Florida State Hospital, where he developed skills in dealing with a forensic population. Shortly after, he completed his post-doctoral residency with Citrus Health Network, conducting evaluations for the • Juvenile Evaluation and Treatment Services program in the Miami-Dade Juvenile Justice system. After getting licensed near the end of 2005,he became a staff psychologist with Law Enforcement Psychological & Counseling Associates (LEPCA.) Since that time, he received daily mentoring from Dr.Mark Axelberd,and has risen to the levels of Senior Psychologist and Managing Partner. In 2011, Dr. Mangan took over the daily operations of LEPCA and currently serves as President of the firm. In 2014, Dr. Mangan was awarded Board Certification in Police & Public Safety Psychology from the American Board of Professional Psychology, a unique specialty distinction currently shared by approximately 80 professionals nationwide. Dr. Mangan is an active member of the International Association of the Chiefs of Police- Police Psychological Services Section (IACP-PPSS), previously serving on the Executive Board (2015- 2020) and Chair of the Section (2019). In addition, he served as a member of the Ethics Consultation Committee(2014-2016), and previously served as a member of the Officer Involved Shooting Guidelines Revision Committee (2013) and the Psychological Fitness for Duty Evaluation Guidelines Revision Committee(2013.) Dr. Mangan also serves as a Specialty Board Officer of the American Board of Police&Public Safety Psychology, currently in the position of Oral Examination Coordinator. He is an active member of the American Psychological Association, Division 18 Psychologists;in ,Public Service, previously serving as the Secretary/Treasurer of the Police and Public Safety Section. Dr. Mangan is a member of the Florida Psychological Association, Society for Police and Criminal Psychology, and the Consortium of Police Psychological Services(COPPS.) He served as the Chair of COPPS in 2008 and 2013, hosting the annual conferences attended by many public safety professionals from the Southeast region of the United States discussing emerging issues related to evaluation, intervention, ethics, and legislation current in police psychology. Currently,Dr.Mangan serves as the President of Law Enforcement Psychological and Counseling Associates (LEPCA) in Medley, Florida. He started with LEPCA in January 2006 and was directed by Dr. Mark Axelberd in advanced training on public safety and law enforcement psychology related issues. His primary duty involves consultation with command staff on law enforcement related issues concerning both community and organizational objectives. On a daily basis, Dr. Mangan conducts numerous pre-employment screening interviews, interprets standardized test profiles, and consults with background investigators and law enforcement DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 116 personnel regarding evaluation results. Moreover,he reviews all pre-employment evaluation files and completes the final report sent to an agency on each applicant. To this date, Dr. Mangan has performed nearly 23,000 screenings and reviewed over 35,000 evaluation files with approval for final report. Additional duties include psychological screening for specialized unit placement (Hostage Negotiator, SWAT, etc.); counseling with public safety personnel from area agencies, as well as the Officer Assistance Program with the City of Miami, Coral Gables, and Hialeah Police Departments; fitness for duty evaluations; critical incident stress debriefings; and conducting trainings with various departments in the south Florida community regarding front line supervision, stress management, and crisis intervention. Since joining LEPCA, Dr. Mangan has also been instrumental in all research activities related to pre-employment psychological screening, including performance of combat veterans and veteran police officers on testing. For example,he conducted an extensive performance review of recruits in the Miami-Dade Police Department(MDPD)public safety academy. The research yielded very positive results and identified specific scores on the pre-employment evaluation that were correlated to successful completion of the academy. Additionally,Dr.Mangan recently completed research on "Successful vs. Unsuccessful" candidates in the Miami-Dade County Corrections training-program,utilizing the pre-screening evaluations as a guide indicate potential risk in future screenings. Along with Dr. Mark Axelberd, Dr.Mangan was involved in the development of the Public Safety Suitability Questionnaire(PSSI), which is an objective standardized test used in the pre-employment screening of public safety candidates, and also recently participated in research on the performance of combat veterans on the pre-employment psychological evaluation. Dr. Mangan previously served as Assistant Professor and Forensic Coordinator at Carlos Albizu University. As the coordinator, he monitored a program designed to train students to deliver psychological services, including psycho-diagnostic assessment, case law, legal standards, and expert testimony within the judicial and correctional systems. Additionally, he worked closely with the Miami-Dade Juvenile Courts, providing comprehensive evaluations and treatment recommendations for at-risk youths for a period of one year after completing his post-doctoral commitment. Mark Axelberd,Ph.D.,ABPP Board Certified in Police&Public Safety Psychology American Board of Professional Psychology Florida Licensed Psychologist: # PY2025 Dr. Mark Axelberd received his Ph.D.with a specialty in Clinical Psychology from Georgia State University in 1977. He did his doctoral internship at the Counseling and Consultation Center at the Ohio State University. Since that time, he has been a full-time consulting psychologist to law enforcement agencies on a local, state and national level. He was the primary founder of the firm Law Enforcement Psychological and Counseling Associates, Inc. (LEPCA) and served as the President for 34 years. Since 2011, he has served as lead consultant and staff psychologist. In 2010,Dr.Axelberd was awarded Board Certification in Police and Public Safety Psychology from the American Board of Professional Psychology, a unique specialty distinction shared by only 80 professionals nationwide. He is also an active member of the Consortium of Police Psychological DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 117 Services, the American Psychological Association, and the International Association of the Chiefs of Police. Dr. Axelberd's years of exclusive experience with law enforcement since 1977 has allowed him to develop a most unique and thorough grasp of the complexities of providing psychological services to public safety clients. His reputation and expertise is well known within the law enforcement community and he has often been called upon by law enforcement administrators to advise and consult on the most sensitive and difficult matters. Many of the current psychological services provided to South Florida law enforcement agencies have been a direct result of his efforts. He has provided expert information and testimony numerous times for matters related to psychological fitness standards for law enforcement officers. He has also assisted many agencies in matters such as understanding and complying with the Americans with Disabilities Act(ADA). After 9/11, he was contracted to perform sensitive assessments germane to Homeland Security enhancement and continues to do so. Dr. Axelberd has also been instrumental in including and promoting the utilization of persons of color and women in a wide range of public safety consultations. Encouraged by his colleagues and law enforcement community, Dr. Axelberd designed and developed a new and specialized personality screening instrument for the selection of Public Safety Applicants. The Public Safety Screening Inventory (PSSI) is different from other tests in that a diverse group of actual Public Safety Officers were extensively involved in providing input and creating some of the individual test items. As a result, the item content of the PSSI is very job- related and directly assesses those characteristics and traits deemed essential by those working in the field. The PSSI to date has proved itself to be a very valuable addition to the firm's battery of pre-employment instruments. Dr.Axelberd has received awards and has been frequently recognized for his positive contributions in areas such as Pre-Employment Psychological Screening, Officer Assistance Programs, Personnel Policy Development, Fitness for Duty Evaluations, Critical Incident Debriefings, Officer Training Programs and assisting agencies in the development and implementation of effective selection systems. He has been featured several times in the written and television media for his innovative consultations with law enforcement agencies. For example, he has appeared on the TV news program 20/20, 48 Hours and the USA Today TV News Journal. The International Association of Chiefs of Police honored Dr. Axelberd with a certificate of appreciation for his teaching of seminars involving pre-employment psychological screening. In the early 1980's,Dr. Axelberd also worked closely with the Florida Police Standards and Training Commission to initiate pre-employment psychological testing standards and officer assistance programs ' throughout the State of Florida. In 1981, Dr. Axelberd wrote the original guidelines on behalf of the commission for the conducting of pre-employment screening in the state. During this same period,he was also one of only a few select public safety psychologists chosen by Harper and Row Media to conduct nationwide workshops with law enforcement executives on the introduction of psychological services to their respective agencies. Dr. Axelberd was selected by the Council of Police Psychologists to initiate national guidelines for psychological screening of law enforcement applicants. He has been called upon by numerous agencies on a local, national and even. international level to provide opinions and make recommendations on numerous subjects related to public safety psychological services. For example, he worked closely with the Dallas Police DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I18 Department, New York City P. D., Rochester Police Department and several others in critically assessing and developing updated selection procedures. On an international level,he has provided extensive input to the Moscow, London, Ottawa and Israeli law enforcement agencies. Dr. Axelberd has gained his reputation and continues to do so through his "hands-on" provision of psychological services. He has been directly involved in the screening of over 70,000 law enforcement applicants and has conducted approximately 300 Fitness for Duty Evaluations. He has also designed innovative and very successful confidential counseling programs, training seminars and Critical Incident Debriefings for law enforcement personnel and their families. Over the years, he has personally provided counseling assistance to an innumerable number of South Florida officers and families. Dr. Axelberd continues to remain directly involved in every facet of the firm's law enforcement consultations. In more recent years, he has provided extensive advanced training to LEPCA staff psychologists in the specialty of public safety psychology. This has provided him the opportunity and time to conduct updated research and to creatively modify and "tweak" existing services. He especially has concentrated on improving effectiveness in the critical area of pre-employment psychological screening.He has conducted validation research,gathered normative data pertaining to minority applicants, provided training to police background investigators and has developed numerous supplemental materials and procedures to assure the highest quality screenings of South Florida applicants. One very important and recent accomplishment was LEPCA's completion of a "green initiative" in 2009. Developed by Dr. Axelberd and Dr. Brian Mangan, with input from the public safety community, this system allows for near'paperless and seamless process of screening for both LEPCA and agency users. Lastly, Dr. Axelberd conducted timely research on the performance of combat veterans on pre-employment psychological evaluations.He is honored that his screening and other programs have often served as a model for other psychologists entering the law enforcement consultation field. Maria Galmarini,Psy.D.,ABPP Board Certified in Police&Public Safety Psychology American Board of Professional Psychology Florida Licensed Psychologist: #PY9608 (2016) National Provider Identifier: # 1376099770 National Register ID: # 151395 Dr. Maria Galmarini received her Bachelor's degree in Psychology from Boston University in 2008. She completed her Master's degrees in Mental Health Counseling and Clinical Psychology, as well as her Doctorate degree in Clinical Psychology from Nova Southeastern University. In 2020, Dr. Galmarini was awarded Board Certification in Police&Public Safety Psychology from the American Board of Professional Psychology, a unique specialty distinction currently shared by approximately 80 professionals nationwide. Dr. Galmarini has worked with diverse clients in inpatient, outpatient,and correctional settings. Her broad clinical and evaluation experience in the diverse area of South Florida has afforded Dr. Galmarini an opportunity to learn about and integrate cultural awareness in her work. She is bilingual and has experience performing evaluations and providing individual, couples, and family therapy in English and Spanish. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 119 Dr. Galmarini completed both her pre-doctoral internship and post-doctoral training at South Florida State Hospital. During her time at South Florida State Hospital, Dr. Galmarini provided individual therapy, group therapy, psychological testing, forensic evaluation, and neuropsychological evaluations. Most of Dr. Galmarini's post-doctoral training specialized in the area of forensics. She performed risk assessments and competency evaluations while also serving as an expert witness in criminal court and re-commitment hearings. Although the focus of her training was on individual patient care, Dr. Galmarini was also a part of a hospital initiative to reduce stress and burnout among staff and support personnel. She assisted in planning and organizing presentations to help staff develop self-care skills,and positive coping strategies to deal with personal and work-related stressors. Dr.Galmarini first gained experience in the field of police psychology in 2013,completing clinical externship at Miami-Dade Police Department's Psychological Services. She provided individual, couples, and family therapy to sworn officers, civilian support personnel, and their families. Dr. Galmarini joined Law Enforcement Psychological and Counseling Associates, Inc (LEPCA) in August of 2015. She currently provides individual, couples, and family therapy to law enforcement and support staff through the employee assistance programs of the City of Miami, City of Coral Gables, and City of Hialeah Police Departments, as well as the City of Hialeah Fire Department. Additionally, Dr. Galmarini conducts pre-employment psychological screenings, fitness for duty evaluations,and critical incident stress debriefings. She has completed nearly three thousand pre-employment psychological evaluations since joining LEPCA.In addition to her work in police and public safety, Dr. Galmarini currently serves as a forensic evaluator for the 11t Judicial Circuit of Miami-Dade County, conducting competency evaluations and providing expert witness testimony in criminal court. Dr. Galmarini is a member of the American Psychological Association-Psychologist in Public Service Division and the Society for Police and Criminal Psychology. Additionally, she is an Associate Member of the International Association of Chiefs of Police (IACP)- Police Psychological Services Section, currently serving on the section's Diversity Committee and Annual Conference Education Committee, and previously serving on the Officer Involved Shooting Guidelines Revisions Committee in 2018. Vanessa Perez,Psv.D. Florida Licensed Psychologist: #PY95 16(2015) Dr. Vanessa Perez was born and raised in Miami, FL. She received her Bachelor's degree in Psychology from Florida International University in 2002 and received her Master's degree in Mental Health Counseling in 2005 from Nova Southeastern University. Dr. Perez completed her mental health internship training at Broward General Hospital and Parkway Regional Medical Center working with individuals diagnosed with severe and persistent mental illness. Dr. Perez further pursued her graduate studies at Carlos Albizu University, receiving an additional Master's in Psychology in 2008 and Doctorate in Clinical Psychology-Forensic Concentration in 2013. While attending graduate school, Dr. Perez worked at Larkin Community Hospital providing outpatient counseling to court mandated dual-diagnosis populations and conducted comprehensive _ neuropsychological evaluations with the U.S. Department of Veterans Affairs. Dr. Perez DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP .2021 -227-AY Page 120 completed her APA accredited pre-doctoral internship at South Florida State Hospital,where she developed expertise with forensic assessment, including violence risk assessments and competency evaluations. She specialized in competency restoration, dialectical behavior therapy, behavior modification, and risk management in both individual and group settings. Dr. Perez completed her post-doctoral residency with the G.A.T.E. Diversion Program, specializing in the evaluation and treatment of adolescents charged with sexual offenses. At this time Dr. Perez maintained a supervisory role over program development, clinicians, and community outreach, specializing in trauma informed care, child-on-child sexual abuse, and human trafficking with culturally diverse populations. In 2015,Dr. Perez began working at Law Enforcement Psychological and Counseling Associates, conducting pre-employment psychological screenings, psychological fitness for duty evaluations, and critical incident stress debriefings with various public safety organizations. Additional duties include individual, couples and family counseling with public safety officers and personnel through the Employee/Officer Assistance Program with the City of Miami, City of Coral Gables, and City of Hialeah Police Departments, as well as the City of Hialeah Fire Department. To date, Dr. Perez has completed approximately 3,500 pre-employment psychological screenings. Dr.' Perez is a member of the International Association of Chiefs of Police- Police Psychological Services Section (IACP-PPSS), American Psychological Association (APA), Psychologist in Public Service (Division 18), and was a member of the Psi Chi National Honor Society in Psychology. Dr. Perez was an active attendee and participant at the 2017 and 2018 IACP PPSS Annual Conference, participating in the Section's Psychological Fitness for Duty Revision Committee in 2018 and is currently a member of the Section's Annual Conference Education Committee. She also was an active attendee at the 2016 and 2018 Annual Conference for the Consortium of Police Psychological Services (COPPS). Dr. Perez is a highly experienced Licensed Psychologist and Licensed Mental Health Counselor who has over thirteen years success in the field of psychology providing comprehensive psychological evaluations and working with culturally diverse populations. Mirelis Peraza,Psv.D. Florida Licensed Psychologist: #PY9014(2014) Dr. Mirelis Peraza was born and raised in Cuba, where she completed one year of college before immigrating to the United States. She continued her education at Florida Atlantic University, where she graduated in 2003 with a Bachelor's Degree in Psychology. She pursued her graduate studies at Carlos Albizu University, from where she received her Master's Degree in Psychology (2005) and a Doctorate in Clinical Psychology (2012), both with distinction. Her area of concentration during her doctoral studies was forensic psychology and assessment. Also, while attending Carlos Albizu University she participated in specialty training with Dr: Brian Mangan, who was teaching a specialized course in Police & Public Safety Psychology. During this two- semester training, emphasis was placed on pre-employment psychological screening with public safety applicants. Dr.Peraza completed her pre-doctoral internship and postdoctoral residency at South Florida State Hospital(SFSH),where she remains as a part time psychologist. In her three years working at the state hospital, Dr. Peraza has developed expertise with forensic assessment, including violence DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 121 risk assessments and competency to proceed evaluations for the court. She has provided competency restoration and risk management on individual and group settings, completed evaluations for the court, and trained graduate students completing their practicum and internship years at SFSH. Beginning in 2013, Dr.Peraza became involved with LEPCA on a part-time apprenticeship basis. During this time,she continued her training with integration of standardized objective test profiles, as well as observed clinical interviews and the final report process, while being mentored by Dr. Mangan. She was an active attendee and participant at the 2013 Annual Conference for the Consortium of Police Psychological Services. In early 2014, Dr.Peraza was successfully licensed as a psychologist and subsequently hired as part-time staff with LEPCA. To this date, she has completed approximately 200 pre-employment psychological screenings. Dr.Peraza also has over ten years of experience in clinical therapy, with a diverse range of populations and disorders. Before providing clinical services to the severe mentally ill population of the state hospital, she had over 7000 hours of experience in clinical therapy with children and families.Additionally,Dr. Peraza serves in private practice, providing individual therapy to adult outpatient population. She has sought extensive training, specializing in the areas of affective disorders, trauma, family dynamics, and immigration and acculturation issues. DocuSign Envelope ID:D978613C6-B3A2-4294-8ACS-235349EBBE9A City of Miami Beach RFP 2021 -227- AY Page 122 -- ----------- -- _.. -- ----- 1 .... , „ . ... .. :C#.:':,49587 4 , .. ,.. , • ' •STATE OF FLORluA . • - - DEPARTMENT,OF HEALTH . DIVISION OF.MEDICAL QUALITY ASSURANCE (7) 1 I - ,4,- ia- • P DATE' - ' . ',"LICENSE NO: -, CONTROL NO. CI? D31074020 -PY 1198 51592 —.-- , -b. THE PSYCHOLOcag ' .• -- , , , 1 . - . ,. NWED BP,OVI HAS NET ALL REQUIREMENT OF THE ILA'A' AND ROLM OF THE STATE OF ROMA- ... Expiration Doto:Mk/31,2022- . i .. 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'DATE-``' 'i' '' "LICENSE NO CONTROL NO. , 05/1412020 --' ,PY 9014` ''' •5467 THE PSYCHOLOGIST. • `` -- NAMED BELOW HAS'MET ALL REQUIREMENTS OF„, • THE LAWS AND RULES SOP„;THE S7iATEOF FLORIDA?[' - • Expiration Date:MAY 31,..2022• r `F , MIRELIS PERA Al • .., - 800 EAST CYO 800,EAST CYPRESS-DR._ PEMBROKE PINES,FL=`33025 - n - '`-' n -A. eviuub .,., -Ron'DeSantis' Y ,,,•_„•: Scott A.Rivk©es.MD GOVERNOR •, •. ' . . State-Surgeon General `DISPLAX'IF REQUIRED BY LAW DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 125 IfAij Scope of Services Proposed Tab 3 Table of Contents Content ) Page # Pre-employment Psychological Evaluation Philosophy of Pre-Employment Screening Process 26 Essential/Important Job-related Traits 27 Determination of Job-related Ratings 27 Conformance to Standards 28 Report Format 29 Test Battery 30 Report Interpretation Manual 33 Critical Incident Stress Debriefing Information 49 Psychological Fitness for Duty Evaluation Information 51 Submitted by: Law Enforcement Psychological &Counseling Associates, Inc (LEPCA) 9960 NW 116th Way, Suite 12 Medley, FL 33178 305-442-8800 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 126 PHILOSOPHY OF PRE-EMPLOYMENT SCREENING FOR PUBLIC SAFETY PERSONNEL Pre-employment psychological,screening of Public'Safety Position applicants first began to gain popularity and widespread acceptance during the period between 1970 and 1980. Initially, this screening was adopted mostly by urban agencies often in reaction to alleged civil rights violations by their Officers and subsequent protests, legal actions and in some cases civil disturbances. The so called "negligent hiring and retention" 'legal "claims began to proliferate in those years, occasionally resulting in large monetary payouts to Plaintiffs. The psychological screening of applicants became one of the first agency responses to these events, since agencies could implement screening rather quickly at a reasonable cost. Unfortunately, many agencies and contracted screening psychologists knew little about the intricacies of this screening or how to effectively implement or utilize the results. As a consequence, a plethora of screening procedures emerged, many of which were of little use to the agency. Often, the psychologist worked in isolation from the agency and there was scant communication between the two parties. This severely limited the psychologist's effectiveness and the agency frequently had little education on how to interpret or apply what the psychologist's report indicated. As a result, many misconceptions about screening developed and agencies sometimes ran the risk of actually misusing the psychological report. To make matters more complicated, selection procedures generally, and psychological screening specifically, are by their nature vulnerable to criticism and can become "political footballs" between competing factions with different interests. Therefore, although psychological consultants must maintain appropriate flexibility in their work, the consultant has to always demonstrate professional'objectivity and honesty even in the face of criticism from others. It was with the above challenges in mind,that nearly forty years ago,our firm set about to address these issues in a professional, logical, and practical approach. Briefly stated,the goal and purpose of pre-employment screening is to screen-out those applicants identified as having high-risk factors for performance of the Public Safety position vs.those applicants who are absent these risk factors and possess traits deemed suitable for the position.To accomplish this goal,our philosophy is quite simple; effective programs and effective people lead to effective organizations. It is the contracted psychological firm's job to create a state-of-the-art screening program and to educate/train relevant agency personnel in the correct application of the system. It is the agency's responsibility to provide motivated selection personnel and policies consistent with the difficult but critical task of identifying the most qualified applicants for final hire. Since no one selection procedure provides all the answers,a systemic and comprehensive approach must be utilized. To achieve maximum effectiveness, agency personnel and members of the psychological firm must be willing to communicate and work as a coordinated team when necessary. We pride ourselves on remaining constantly available to each of our clients and always provide, whatever, extra input is necessary to make our screenings'as effective as possible. Improving upon selection procedures is a constant endeavor. As a result, the agency and psychological contractor sometimes need to "push the envelope" and challenge each other to enhance their respective expertise. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 127 ESSENTIAL/IMPORTANT JOB-RELATED TRAITS A critical part of effective psychological screening is to identify in common sense language the job-related traits that are most critical to performing the public safety job position. This can be accomplished through observation of those performing the job, conducting job position surveys, reading the formal job description and reviewing any studies and research on the subject by respected public safety organizations such as the California Peace Officer Standards and Training Commission (POST). Over the years, our firm has availed itself of all the aforementioned sources of information and our current system focuses on and rates applicants on the following 13 public safety job dimensions. The report of applicants who do not meet standards on a job-related trait(s) , will either state: "Deficit Mild to Moderately Indicated" or."Deficit Strongly Indicated" for each of the traits listed below. , • Integrity/Ethics/Compliance with Rules • Impulse Control /Attention to Safety . • Capacity for Responsibility/Judgment • Openness/Defensiveness • Emotional Regulation/Stress Tolerance • Tolerance/ Social Competence/Teamwork • Avoidance of Substance Abuse and other Maladaptive Behaviors • Learning Ability/Problem Solving • Flexibility/Adaptability • Assertiveness/Initiative/Persuasiveness • Conscientiousness/Dependability • Communication Skills/Verbal Expression For further definition and detail of each job dimension, please refer to our Report Interpretation Manual located through your agency's secure access at www.lepca.com (document also included with this proposal.) DETERMINATION OF JOB-RELATED RATINGS As with most medically related professional opinions and ratings, the assessment psychologist's decisions are based on procedures and tests considered to be reliable and valid. In the evaluation of public safety applicants, we use multiple and overlapping sources of information in arriving at ratings on each essential job trait as well as an overall job suitability rating. All procedures, forms and the rating system in our evaluation process are carefully standardized so as to assure reliability and fairness for each applicant. Our firm's findings are based on the aggregate of information collected from the three phases of the evaluation, including standardized objective test results, personal history/background information, and clinical interview material. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY - Page I28 All test profiles and each phase of the evaluation are reviewed closely and then integrated together to achieve the most accurate and complete picture of the applicant's potential job-related strengths or weaknesses. Beyond standard clinical interpretation of test profiles, we also utilize various actuarial predictions of j ob performance generated by research on each of the instruments. For the great majority of applicants,we find the piecing together of the parts of the evaluation lends itself to clear-cut and logical final ratings. Occasionally, we do find that an applicant's results are ambiguous or "borderline." In those instances, the applicant's file undergoes a thorough staff review and we may compare our findings with those of the Background Investigator. In some cases, it is useful for the Background Investigator to clarify the report with our office and we are always available to do so. To assure the reliability and quality of every report,the findings of each report are carefully reviewed by a senior psychologist before submission to the agency. To further evaluate ourselves, we periodically compare our rating category percentages with a select group of other national experts in this field. Our ratings have always been found to be very similar to this respected group. Lastly, a thorough multi-year study of our evaluation system conducted by the Miami-Dade Police Department found no adverse impact on any protected group. Please be aware,members of our screening team are always,interacting and discussing every aspect of the evaluation process on a daily basis. The challenge of rating and predicting human behavior will always remain a daunting task and the assessment psychologist can never let complacency set in.Those who have worked closely with us know how relentless and determined we are in our on- going efforts to be thorough and fully informed with each applicant's evaluation. CONFORMANCE TO STANDARDS There is no one governing body, organization or authority that officially regulates or defines pre- employment screening of public safety applicants. Nevertheless, there are certain respected organizations, associations and individuals who have developed guidelines for this testing, which act as generally accepted standards within the public safety community. In our professional opinion,the following entities are generally accepted as setting the guidelines and standards in this area: International Association of Chiefs of Police (IACP), California POST Commission, Consortium of Police Psychological Services (COPPS), Michael Roberts, Ph.D., David Corey, Ph.D. and Mark Axelberd, Ph.D. , Our firm complies or exceeds all of the above guidelines set forth by the above authorities. Our firm, in particular Dr. Axelberd, assisted the Florida Department of Law Enforcement(FDLE) in the early '80's when they strongly recommended that psychological screening is an important of public safety applicant screening. Dr. Axelberd wrote the initial guidelines for this screening on behalf of FDLE and introduced the screening process throughout the state of Florida. Also, in the early 1990's he assisted with the initial national screening guidelines as part of his association,with COPPS. Dr. Mangan is an active member of the International Association of the Chiefs of Police- Police Psychological Services Section (IACP-PPSS), recently completing five years of service on the Executive Board of the Section. In addition, he recently completed a three-year appointment as a DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I29 member of the Ethics Consultation Committee, and previously served as a member of the Officer Involved Shooting Guidelines Revision Committee(2013) and the Psychological Fitness for Duty Evaluation Guidelines Revision Committee (2013.) Dr. Mangan also serves as a Specialty Board Officer of the American Board of Police&Public Safety Psychology, currently in the position of Oral Exam Coordinator. He is an active member of the American Psychological Association, Division 18 Psychologists in Public Service, previously serving as the Secretary/Treasurer of the Police and Public Safety Section. Dr. Mangan is a member of the Florida Psychological Association, Society for Police and Criminal Psychology, and the Consortium of Police Psychological Services (COPPS.) He served as the Chair of COPPS in 2008 and 2013, hosting the annual conferences attended by many public safety professionals from the Southeast region of the United States discussing emerging issues related to evaluation, intervention, ethics, and legislation current in police psychology. As stated above, the IACP-PPSS developed the current guidelines for Pre-Employment Psychological Screening. To this day, our firm continues to often act as the model screening system and advisor to numerous psychologists and public safety agencies on a local, national and even international basis. In conclusion, we never rest on our laurels and those who know us realize how hard we continue to work to provide the highest quality of screenings. REPORT FORMAT Our report format was designed specifically for public safety selection after receiving input from numerous public safety personnel and reviewing ADA guidelines, HIPAA privacy requirements, GINA,and recent court rulings in this area. Our conclusion is that use of"wordy"narrative reports is very questionable for the purpose of employment testing. Psychologists often"fall in love"with lots of psychological jargon and flowery descriptions of applicants but many times these type reports contain superfluous, confusing or irrelevant information and are not practical for the task at hand. Just citing one example, almost all screening psychologists use some type final rating system to categorize applicants. However,some psychologists still do not provide a brief and clear definition differentiating each rating category. Instead, these psychologists assume that the user of the report will automatically define rating categories such as "Suitable," "Suitable with Reservations," or "Unsuitable" exactly how the psychologist intended. This is often not the case and can cause major misunderstandings, actual misuse of a report or stigmatize certain applicants. With a few clarifying words or sentences describing a rating category, these problems can be avoided. We find that law enforcement users of screening reports basically want relevant,clear-cut, concise and easy to understand job-related ratings and statements about an applicant. In many cases, the agency also needs reports quickly.These concerns are exactly what our law enforcement screening reports attempt to address. To summarize, we provide all relevant information and final reports typically within 72-hours of testing in a concise and user-friendly report. We believe our report format is very thorough, but at the same time, easy to use and simplistic in design. Everything contained in our report format has been well thought out and designed for the specific needs of law enforcement agencies. Of course, the applicant's entire file including psychological profiles, raw data and any other supportive information is always available should an administrative or legal challenge ever occur. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 130 To further assist the agency, we provide a comprehensive manual that educates the report user on each job-related deficit and assistance in assessing whether the deficit is substantiated by the 'applicant's personal history and behavior. Without such assistance, we find that users of a psychologist's report will often just look at the overall rating and little else. From reviewing the bid language in this area, we believe our report format provides the requested information in a focused, practical and user-friendly way. The following evaluation information pertains to "Scope of Services Provided 1,2,and 4: Pre-Employment Psychological Evaluation Services for Sworn Personnel, Firefighters and Fire Rescue Dispatchers, and Civilian Personnel" TEST BATTERY Police Officer and Correctional/Detention applicants: Personal History Questionnaire(PHQ),California Personality Inventory(CPI),Personality Assessment Inventory(PAI), Clinical Interview,Public Safety Screening Inventory(PSSI- supplemental research instrument) Firefighter, Emergency Dispatcher, and other non-sworn personnel: Personal History Questionnaire (PHQ), PAI, CPI, Clinical Interview Primary Instruments: Personality Assessment Inventory (PAI): The PAI is a well-researched and accepted comprehensive instrument, which essentially measures and identifies various diagnosable psychological conditions. The emphasis of the PAI is to rule out diagnosable mental health conditions or behavioral patterns commonly associated with psychopathology or emotional disturbance. The purpose and nature of many test items on this instrument makes it a medical procedure under ADA guidelines and the PAI can only be administered after a bona fide or"real" conditional offer of employment has been provided to the applicant. In terms of use with the screening of public safety applicants, the instrument is widely utilized by psychologists who conduct these screenings. This test instrument assesses"abnormal traits"and serves the important "screen-out"measure of pre-employment screening,which is to identify and screen-out applicants with propensities towards emotional instability and/or substance abuse concerns. Of great importance, our firm uses and works closely with Drs. Michael and Ryan Roberts, who have carried out extensive research with the PAI for the screening of public safety applicants. As such, they have produced and we utilize a public safety report that provides specialized and extensive normative data for public safety positions and predictive validity measures of salient traits such as integrity, anger management, and other job performance criterion. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I31 The PAI Police and Public Safety Selection Report was created by Johnson, Roberts and Associates,Inc.(JR&A)in 1995.The principal purpose of this report is to help the evaluator assess the emotional stability of the candidates to screen out candidates who display job-relevant psychopathology. It is generally paired with a test that assesses normal-range personality, such as the CPI Police and Public Safety Selection Report,which is our practice to do at LEPCA. California Psychological Inventory(CPI): In our judgment and experience,the CPI is the most often used and validated instrument for the selection of public safety applicants. We have administered countless CPIs to applicants/candidates and conducted various research projects over the years to improve the accuracy of this instrument for predicting job performance. As with the PAI, we utilize Dr. Robert's specialized CPI Police and Public Safety Selection Report, which provides further important job predictions based on longitudinal studies. As an aside, it should be mentioned that Dr. Michael Roberts is considered an elite public safety psychologist and his specialized reports have been critically reviewed and used by the most knowledgeable and experienced screening.psychologists across the country. Contrary to the PM, the CPI measures dimensions of normal behavior such as Dominance, Social Presence, Empathy, Self-Control, Responsibility, 'following rules, conformance to team behavior, flexibility, etc. As such, this instrument is critical in assessing the essential traits relevant to almost all public safety positions and therefore the CPI is given great weight in our assessments. The purpose and individual items of the CPI do not identify diagnosable psychological conditions and instead measure primarily interpersonal personality functioning. Therefore, under ADA guidelines this instrument qualifies as a non-medical procedure and ideally should be administered before a conditional offer of employment in a bifurcated system.of screening. Clinical Interview: Every applicant undergoes a semi-structured interview with a licensed psychologist specifically trained and supervised by our senior staff. The interview process clarifies and reviews the applicant's personal and work history, explores or compares test profiles with the applicant's history and interview presentation and asks standardized job-relevant questions similar to an oral interview. The structured interview process and areas of questioning must be strictly maintained by each psychologist so as to assure consistency and reliability between our staff. Interviewers are closely supervised and on a daily basis our staff reviews cases and makes certain that everyone understands and applies the same reasoning and standards as others. In addition, interviewers only prepare a preliminary report, which is then carefully reviewed by both Dr. Mangan and Dr. Axelberd. Any possible inconsistent findings or opinions whatsoever are identified and reconciled with the interviewing psychologist before a final report is created. Keep in mind,the interview is only part of a comprehensive evaluation process and in our system,ratings are only determined through a carefully laid out and objective decision process. We rely heavily on well-researched and objective predictions of job performance, which greatly limits the possibility that subjective observations or opinions will"muddy"the water.Unfortunately, due to the limited knowledge about these screenings and stereotypes reinforced by the media, many individuals mistakenly believe that the results of these evaluations are primarily subjective and based on a comment or two an applicant may have made to the interviewer. Nothing.could be further from the truth. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227- AY Page I32 Personal History Questionnaire: Our firm has developed a relevant and comprehensive self- report questionnaire, with the input from numerous public safety agencies and strict adherence to ADA and GINA. We have a pre-offer questionnaire (non-medical) and a post-offer (medical) questionnaire. Essentially, the post-offer questionnaire gathers mental health history, details of drug/alcohol usage and other information considered medical in nature, which cannot be obtained pre-offer. For agencies who still have not bifurcated their screening per ADA, we administer one combined background questionnaire that contains non-medical and medical inquiries. Research Instruments: This instrument is in research phase and applicants are made aware of this during informed consent. As such, the instrument is not considered during the formal rating process, but may be used to augment an interview through clarification or discussion of applicant's particular answers on specific job-related critical items. Overall, the PSSI has shown great promise and on-going research has thus far proven its worth and accuracy. Public Safety Screening Inventory (PSSI): This instrument was designed and researched specifically for the screening of public safety applicants. Dr. Axelberd, of our firm, is the author of this instrument and he utilized his 31 years of exclusive experience in law enforcement in developing an extremely job-relevant and face valid screening test. He utilized extensive input from those in the public safety community to achieve this goal and all of the PSSI individual items were reviewed by public safety personnel or in some cases the items were written by those working as public safety officers. Essentially, this instrument assesses those on-duty as well as off-duty behaviors, attitudes and traits that land so many officers in trouble. For instance, there are scales designed to measure the likelihood of domestic violence or sexual acting-out, which often are reasons for officer misconduct and embarrassment to the agency. Therefore, the PSSI was an on- going collaboration between Dr. Axelberd, Dr. Mangan, and those doing the public safety job the test was designed to measure.The PSSI has been developed and researched over an approximately six-year period and subjected to numerous refinements based on several rounds of research. Dr. Nick Lim,a university professor who teaches statistical analysis and test construction was retained as an independent consultant to supervise the research design and statistical analyses involved in the PSSI's development. So far the test has exceeded our expectations and multiple validation studies yielded very positive results. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 133 it pLutic '0,•Q S IFF;} ;1 Law Enforcement Psychological 8s Counseling Associates, Inc. Supplementary Background Investigation Report Interpretation Manual 1/20 Version * Important document for anyone who reviews the screening report. Please be certain to distribute this manual to all relevant persons in the selection system including background investigators and administrators. ©2009— Law Enforcement Psychological&Counseling Associates,Inc. Mark Axelberd,Ph.D.ABPP&Brian Mangan,Psy.D.,ABPP DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 134 Introduction to Interpretation Manual The following guidelines should assist you in using this manual effectively and understanding the intent and proper use of the screening report itself. We are always available and welcome questions,should you desire further explanation. Our reports are designed and limited to identifying high-risk/unsuitable applicants who do not meet minimum standards and identify concerning Areas of Deficit(s) based on comprehensive information gathered during evaluation.Additionally, for those applicants who do meet standards, our reports provide an opportunity to further comment on any Areas of Deficit(s) which were observed for further agency consideration and investigation. • With guidance from the Peace Officer Psychological Screening Manual produced by California Commission on Peace Officer Standards and.Training (POST) Standards, Evaluation, and Research Bureau (2014), we will identify and assess traits considered essential for a public safety position. These traits are described and clarified in detail in this manual. By utilizing this information, the user of the report can gain a more comprehensive understanding of the scope and definition of each deficit trait. To read about a particular job-related deficit, simply turn to the index of deficits on page 4 and go to the corresponding page number for the specific deficit of interest. • For the selection process to function effectively,there must be appropriate communication and sharing of information between various persons within the system. Sometimes it is the psychologist who will provide the background investigator with new and important information and vice versa. Therefore,when the background investigator becomes aware of potentially relevant information that the applicant may not have revealed to the psychologist or was discovered after the date of the psychological, then it is critical for the background investigator to contact our office. Occasionally, this new information could result in an actual change of an applicant's rating. ♦ When an applicant has deficits but is not rated "Unsuitable," it is very important for the background investigator to investigate these deficits to determine whether they are generally substantiated or refuted by additional information obtained during other selection-procedures, especially the comprehensive background investigation and polygraph examination. In other words, for those who meet minimum agency standards on the evaluation, the report becomes an investigative tool for Background Investigators. • When other phases of the selection process generally support or validate an "Area(s) of Deficit," then the agency should be cautious in considering that applicant for final hire. This recommendation should apply not only to applicants rated"Suitable with Reservations"but to applicants rated fully"Suitable" as.well. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A I City of Miami Beach RFP 2021 -227-AY Page 135 • The final ranking of applicants for hire should be made after integrating and reviewing our screening report in conjunction with all other information contained in an applicant's file. Remember, the"whole file is greater than the individual parts." • Certain Public Safety agencies have initiated policy standards, whereby, applicants rated as "Suitable with Reservations" will not be considered competitive applicants for final hire. Whether your agency has such a policy depends on your agency's hiring needs, philosophy, and selection standards. • For those agencies who do consider "Suitable with Reservations" ratings for final hire, it is extremely important to thoroughly investigate and rule out to the extent feasible the deficit(s) • described in the screening report. We would strongly recommend that a formal written policy be put in place, which assures the agency that any "Areas of Deficit" were appropriately addressed. As most agencies know, we are more than willing to assist you in determining whether deficits are substantiated by other information the investigator has obtained. • We realize that some of you may view our arriving at risk/suitability ratings as a mysterious or subjective process. Those of you who do interact frequently with our office know that the evaluation process is actually very comprehensive, thorough, objective and usually very accurate. Please keep in mind, when an applicant is rated "Suitable with Reservations" or especially"Unsuitable"fit, it is for a good and demonstrable reason. In addition,please beware final ratings are not simply determined just by the number of deficits or background events listed on a report. Sometimes an applicant can have a few deficits, but the deficits appear "mild" or "moderate" and not likely to significantly interfere with the applicant's actual job performance. On the other hand, someone might have only one deficit or problem background event,but the deficit or event was very significant or severe.A person's behavior is determined often by complex and multiple factors, therefore, we (and you) must weigh the gravity of an applicant's deficits in context with their strengths and overall personality functioning. • Some agencies have different rating and screening systems, so when reviewing reports from other agencies this must be kept in mind. It is up to each agency as to whether they are willing to share information on specific applicants with other agencies. Requests for an applicant's report should be made to the applicable agency and not to our office.More than ever, recently passed laws make it very difficult for us to provide or discuss any applicant's file with anyone other than the original referring agency. It is imperative that the agency consider federal and state laws prohibiting or limiting such activity.Furthermore,the reports are intended solely for the position and department considered at the time of evaluation. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I36 INDEX The following Job-Related Traits and descriptive information was derived from the California Commission on Peace Officer Standards and Training (POST)Job Task Analysis. • Spilberg, S.W. & Corey, D.M. (2014) Peace Officer Psychological Screening Manual. Produced by California Commission on Peace Officer Standards and Training(POST)Standards,Evaluation, and Research Bureau. Job Related Traits: Page Integrity/Ethics 5 Impulse Control/Attention to Safety 6 Capacity for Responsibility/Judgment 7 Openness/Defensiveness 8 Emotional Regulation/Stress Tolerance 9 Tolerance/Social Competence/Teamwork 10 Avoidance of Substance Abuse/Maladaptive Behaviors 11 Learning Ability/Problem-Solving 12 Adaptability/Flexibility 13 Assertiveness/Persuasiveness 14 Conscientiousness/Dependability 15 Communication Skills 16 • Remember, we are readily available to assist you and clarify information contained in this guide. Please feel free to contact our office. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I37 Job Trait: INTEGRITY/ETHICS Positive job behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Reports a history of lawful attitudes and conduct (+) Values honesty,has integrity, and does not blame others for mistakes (+) Follows rules as expected (+) Appreciates authority and is trustworthy (+) Respects others and is not deceitful or manipulative (+) Conscientious/reliable Counterproductive job behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Could sometimes be viewed as charismatic, friendly and a good leader,but at the same time, demonstrate arrogance and believe the same rules for others' do not apply to them (-) May be deceitful,clever and manipulative behind a friendly and"smooth"front (-) Blames others for his/her mistakes and only feels guilty after being caught for wrongdoing (-) A tendency towards being rebellious and inconsiderate of others (-) May lack loyalty and use relationships for personal gain (-) May gravitate to a negative crowd and believe bending rules is okay (-) May have underlying resentment of authority and feel discriminated against or victimized (-) Could be a"crash and burn"type of officer, seemingly productive and adventuresome in style but having difficulty slowing down or dealing with detailed regulations (-) Likes power and control over others, and in extreme cases, may be abusive towards others (-) In very extreme cases,may be capable of committing serious crimes (-) Feels the world owes them something (-) Could hold prejudices and hostility towards specific groups of people Specific background information/events to substantiate or support a deficit in the above trait: > Frequent minor violations of the law,such as traffic violations,petty theft,etc. > Arrest(s)or frequent brushes with the law or past or present delinquent behavior > History of job instability and conflict with supervisors > Currently associates or has associated with persons of questionable character > History of serious rule violations or significant disciplinary problems in high school > Frequent family/relationship problems such as divorce,conflict with friends,sexual promiscuity, and in extreme cases, domestic violence ➢ Risk-taking behaviors such as experimenting with illicit drugs or excessive alcohol consumption may be indicated > Poor handling of money matters or over-spends for unnecessary things > Poor driving record(e.g. license suspensions) > Trouble passing polygraph examination ➢ Caught in lies or half-truths during interview/omissions or inconsistencies on applications > In extreme cases,may feel alienated from the main-stream society and associate or have sympathy for extremist groups DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I38' Job Trait: IMPULSE CONTROL/ATTENTION TO SAFETY Positive job behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Ability to think through situations in a logical progression before acting or engaging in high-risk behavior (+) Ability to control anger and remain level-headed when provoked (+) Capacity to direct others without becoming overly aggressive (+) Demonstrates adequate maturity - (+) Demonstrates adequate decision-making and readiness for a critical job (+) Calm and sensible approach to conflicts (+) Pays attention to detail and is disciplined Counterproductive job behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Often described as somewhat impulsive,easily excited and a high-risk taker, possibly even clever and deceitful to get their way (-) Likable but may tend to be immature and still"growing up" (-) Shows a need for high level of excitement and inability to deal with boredom or detailed tasks (-) Under stress,may exhibit a low frustration tolerance,poor judgment, and act impulsively (-) May be productive but described by others as an"up"and"down"moody person (-) May be described at times as childish,over-emotional,and may have trouble being patient or dealing with structured rules (-) May demonstrate carelessness and inattention to detail or safety procedures (-) May be vulnerable to associating with a negative crowd or those of poor character (-) May be described by others as outgoing and confident,but very competitive and socially aggressive (-) May seek out dangerous or high-risk activities Specific background information/events to substantiate or support a deficit in the above trait: ➢ Parties/Socializes too much/places themselves in risky situations > Described as friendly and fun but can display explosive temper > May have a poor driving record and enjoy driving fast > Frequent change of jobs due to a need for excitement and to quickly make more money > May be status-oriented(nice cars,house,clothes,status symbols,etc.) > Over-uses credit and spends beyond their means > Evidence of a greater incidence of aggressive or hostile incidents such as verbal arguments,fights or domestic conflicts/domestic violence > Accident prone due to excessive risk-taking > Overuse of credit cards/loans ➢ .May lack loyalty in relationships and"dump"people when relationships become mundane > May be sexually promiscuous > Propensities towards high risk-taking behaviors such as excessive use of alcohol or other chemical substances DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I39 Job Trait: CAPACITY FOR RESPONSIBILITY/JUDGMENT Positive job behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Ability to process essential information quickly and make sound decisions (+) Ability to be realistic and have a mature approach to problem-solving (+) Is observant, alert, and quick to respond to the subtleties of others' behavior (+) Possesses adequate readiness for a critical job (+) Is a clear-thinker (+) Hard working and self-motivated (+) Pays close attention to details (+) Conscientious attitude towards meeting personal and work responsibilities (+) Goal Oriented Counterproductive job behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Unable to utilize resources to make appropriate and sound decisions (-) Unable to work independently in situations that are vague and lacking clear-cut solutions (-) Often described as careless and prone to making mistakes (-) Often described by others as lazy, immature,rebellious or unconcerned about responsibilities (-) Easily distracted and discouraged (-) Lack of productivity/initiative (-) Insensitivity towards others' problems (-) Unsophisticated and not realistic about his/her abilities or shortcomings (-) Could lack life and/or job experience Specific background information/events to substantiate or support a deficit in the above trait: ➢ Historyof poor job performance or not moving ahead in a job e.g•not receiving timely promotions at work) ➢ History of underachieving both at work and in school ➢ History of poor decision making/poor choices > History of rule violations and disciplinary actions ➢ Lack of accomplishments or achievements > Careless and repeats same mistake > Disorganized and"sloppy"in carrying out responsibilities/loses or misplaces things > Job application incomplete/contains mistakes > Missing or late to appointments > Late to work or excessive absenteeism > Unwilling to go the"extra mile"or go out of their way to meet job responsibilities > Not able to recognize expectations others'have of them. > Forgets to do things DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I40 Job Trait: OPENNESS/DEFENSIVENESS Positive job behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Ability to be honest and realistic about one's limitations and shortcomings - (+) Can admit mistakes and receive corrective feedback (+) Demonstrates adequate psychological sophistication and does not think in an overly rigid or stereotypic manner (+) Able to self-disclose and answer written questions on the psychological evaluation without undue defensiveness Counterproductive job behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Strong intentional attempts to make a good impression and to deny faults most people admit to (-) May try to outsmart tests,by presenting an extremely positive front (-) Lack of psychological sophistication often associated with limited life experiences or low learning ability (-) Views the world and themselves in an overly simplistic"good"versus"bad"manner (-) Has a rigid way of thinking and may hold many stereotypes (-) May harbor underlying suspicious ideas and general distrust of others (-) In extreme cases,may be described as a"liar"or as being untrustworthy or dishonest (-) Difficulty understanding and accepting criticism _pecific background information/events to substantiate or support a deficit in the above trait: > Check polygraph results carefully for evidence of deception > Check carefully for discrepancies in information provided by the applicant during the selection process ➢ History of difficulty with past polygraph evaluations • Only reveals very limited or"safe"information during interviews ➢ Overly polite and"eager"to say the"right"thing but hard to get to know the person's true opinions and beliefs DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 202l -227-AY Page I41 Job Trait: EMOTIONAL REGULATION/STRESS TOLERANCE Positive job behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Ability to keep emotions and worries from affecting job performance (+) Does not reveal strong proneness towards stress-related ailments and can face traumas of the job (+) Possesses adequate confidence and self-esteem to,solve problems without becoming overly demanding or dependent on others (+) Anxiety level is not unduly high Counterproductive job behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Lack of self confidence • (-) Complaints of physical problems which are associated with stress such as headaches, stomachaches, etc. (-) During periods of high stress, increased frequency of disturbed sleep, loss of appetite, irritability, and perhaps withdrawal from friends (-) A tendency to deny problems and use physical symptoms as an excuse for difficulties (-) Over-sensitivity to personal faults (-) May demonstrate immaturity and emotional outbursts especially when under stress (-) May try to manipulate and control others by gaining their sympathy or producing guilt (-) May become very nervous and worry excessively over problems (-) May be prone to burnout(heart disease,ulcers, etc.)because of inability to relax (-) Seems overly idealistic and unrealistic about many things Specific background information/events to substantiate or support a deficit in the above trait: > History of counseling for personal concerns and in extreme cases, suicidal gestures or attempts > Excessive absenteeism or injuries on the job due to stress related symptoms > May have specific phobias, such as fear of heights, close spaces, and so on ➢ Past traumatic events such as physical,sexual or emotional abuse ➢ Serious past or present family conflicts > Trouble with polygraph because of nervousness > Seems too sensitive,nervous or"nice"to be a law enforcement officer > May have fear of guns and seem overly hesitant to use lethal force,when necessary ➢ Could be going through a situational crisis i.e. divorce,death in family,money problems etc. n � DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I42 Job Trait: TOLERANCE/SOCIAL COMPETENCE/TEAMWORK Positive lob behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Ability to demonstrate understanding and tolerance towards others (+) Works well in group settings (+) Open-minded and feels comfortable with a wide range of people (+) Does not view others in an overly suspicious or cynical manner (+) Demonstrates adequate communication skills and interest in people (+) Puts organizational goals ahead of self/individual goals Counterproductive lob behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Described as shy, serious,reserved, and uncomfortable around people (-) Could be intolerant, critical,unsympathetic or suspicious of others (-) Could display cynical or skeptical attitudes from job burn-out (-) May quickly become verbally aggressive when authority is challenged (-) Difficulty participating as a team member and inability to form adequate social networks during times of stress (-) May have difficulty developing close relationships and communicating understanding of others (-) Has narrow interests or described as stubborn and resistant to new ideas (-) May harbor stereotypes or prejudice toward others from different cultural or social backgrounds (-) In extreme cases, can become over-reactive to negative comments by others Specific background information/events to'substantiate or support a deficit in the above trait: > Maintains few friendships and interacts mostly with only"people like themselves." ➢ Has history of participating in few group or community activities(school teams, clubs,etc.) > Few experiences and contacts with people of varied cultural backgrounds > Seems somewhat suspicious,guarded and cautious with others ➢ Frequently complains or generally critical about others ➢ May present in an authoritative, combative,defensive,or evasive style ➢ Presents poorly or hard to really get to know the person during oral interview > In more extreme cases, person could be rude,harsh,abrasive, and/or dismissive of others DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I43 Job Trait: AVOIDANCE OF SUBSTANCE ABUSE/MALADAPTIVE BEHAVIORS Positive lob behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: • (+) Demonstrates a personality type and behavioral style which is not prone to inappropriate or excessive use of alcohol and other chemical substances (+) Has the necessary personal resources to not engage in self-destructive habits(gambling, etc.)or dysfunctional relationships which may interfere with job performance Counterproductive lob behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Descriptions of the applicant as being overly reckless,impulsive, and excessive risk-taking in style (-) May be seen by others as"moody"and solves problems though seeking escape or excitement through questionable activities (-) May enter quickly into self-destructive and volatile relationships with others (-) Misses work duties due to alcohol use/or other similar behavior (-) Susceptibility to addictive behaviors (-) Periodically behaves in a way that results in embarrassment or damaging to personal or agency reputation Specific background information/events to substantiate or support a deficit in the above trait: ➢ Excessive under-age alcohol consumption or started using alcohol at a very young age > Enjoys gambling and has money problems > Unstable/volatile family relationships ➢ Periodic problems with the law > Disciplinary problems at work ➢ Family history of alcohol/substance abuse ➢ Excessive use of over the counter or prescription drugs > Actual current or recent abuse of alcohol/illicit drugs > In extreme cases, history of episodic violent outbursts especially during period of alcohol/drug ingestion(i.e. domestic violence,bar fights,etc.) > History including Driving Under the Influence or Driving While Intoxicated DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I44 Job Trait: LEARNING ABILITY/PROBLEM SOLVING Positive job behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Capacity to easily learn new things and acquire basic knowledge during training (+) Ability to follow directions and deal with complex situations (+) Demonstrates proficiency in academic subjects such as reading, spelling,and math Counterproductive job behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Problems passing entry level public safety examinations (-) Description of the applicant as being dull,not too bright, or as experiencing difficulties in intellectually demanding situations or in understanding complex situations (-) Little interest in cultural or academic matters and little interest in reading (-) Poor academic performance in the academy (-) Difficulty following detailed directions or instructions (-) Difficulty learning to use equipment such as mastering the radio (-) Difficulty passing the state required exam for law enforcement officer Specific background information/events to substantiate or support a deficit in the above trait: > Demonstrated difficulty passing the academy,entry level exams, and state required exams ➢ Poor writing skills/preparation of reports > Poor schoolwork with school grades typically"C"or lower ➢ School records indicating poor scholastic achievement, learning difficulties,or flunking of grades > Written productions characterized by poor grammar,frequent misspellings, and poor organization of the content > Poor communication skills and/or difficulty with verbal expression > Problems with geography i.e. finding locations quickly/mastering use of equipment > Requires close supervision and often has to be provided remedial training ➢ Problems with multi-tasking or complicated directions DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 45 Job Trait: ADAPTABILITY/FLEXIBILITY Positive job behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Capacity to respond and adapt to changeable situations and circumstances at work (+) Ability to be resourceful when facing new or unstructured situations (+) Not unduly rigid or stubborn (+) Willing to carry out a wide range or work assignments (+) Open to new ideas and innovation Counterproductive job behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Tendency to be inflexible and sometimes stubborn in style (-) May lack creativity or spontaneity (-) During circumstances that are not routine or ordinary, independent decision making and efficiency diminishes (-) May demonstrate rigid and conservative attitudes (-) May become impatient towards others for minor indiscretions and mistakes (-) Over dependent on quasi-military structure and efficiency declines rapidly when directions are not clearly defined (-) Can be intolerant of others' minor faults (-) Trouble adapting to or accepting new or innovative ways to do things Specific background information/events to substantiate or support a deficit in the above trait: > Described by others as liking or needing excessive structure > May tend to have difficulties readily self-disclosing and may keep emotions hidden > Past difficulty adapting to new jobs,environments, or situations > Past difficulty with getting along with others(co-workers, colleagues,friends,etc.)due to stubbornness > Does well with repetitive and structured guidelines but has difficulty working independently. ➢ Must do one thing at a time and has-trouble multitasking ➢ Gets upset with others who interrupt them > May become hesitant about willingness to take on new or additional job responsibilities > Set in ways and slow to accept innovations on the job > Unwilling to consider opinions different from their own > Occasionally, in unstructured or threatening situations,could become overly self-protective and aggressive . ➢ Needs uniform and authority for self—esteem/feel in control • DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I46 Job Trait: ASSERTIVENESS/PERSUASIVENESS Positive job behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Ability to show assertiveness and act decisively when necessary (+) Able to persuade/mediate disputes and conflicts (+) Belief in one's abilities and does not shy away from new or challenging work assignments (+) Demonstrates a high level of productivity and can work independently (+) Possesses good social poise Counterproductive job behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) May lack ambition,or present as awkward and somewhat apathetic (-) May lack aggressiveness and function poorly in unstructured situations (-) May demonstrate poor social poise and communication skills (-) Difficulty in completing tasks,especially where achievement through independence is stressed (-) May demonstrate low level of productivity (-) May not show a strong interest in learning or improving skills (-) May be a limited independent thinker and be dependent on being told exactly what to do (-) Could create problems or a crisis through inaction or responding too slowly Specific background information/events to substantiate or support a deficit in the above trait: ➢ Described by others as being self-doubting,lacking in initiative and having narrow interests ➢ Described by others as being more of a follower than a leader ➢ Low productivity on the job > Described as others as being overly dependent on guidance and direction from others ➢ Lack of progress on the job due to limited assertiveness > History shows no indication of ever being in a leadership position > Described by others as a person who needs to be told what to do > Does not always complete their goals or gives up on things DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I47 Job Trait: CONSCIENTIOUSNESS/DEPENDABILITY Positive job behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Exhibits diligent,reliable,conscientious work patterns (+) Pays close attention to details,agency rules,regulations, and policies (+) Performs assigned tasks in a successful and timely manner (+) Takes pride and accountability for one's work and analyzing mistakes to learn from them (+) Stays organized and focused on the task at hand (+) Maintains a punctual and reliable attendance record (+) Persevering and willing to go the extra mile to accomplish work goals,with minimal supervision Counterproductive behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-)Lax about responsibilities and obligations (-)Unreliable team member (-)Difficulty meeting deadlines (-)Frequently late to appointments or other events (-)Unwilling to go the"extra mile"when needed (-)Avoids or resents demands of others (-)Inattention to details (-) Seems to be disorganized or misplaces things (-)Easily distracted or frustrated (-)Does just what is necessary to get by (-)Mistake prone or careless (-)Relies on others to be reminded of responsibilities (-)May be viewed as lazy or unproductive Specific background information/events to substantiate or support a deficit in the above trait: ➢ Job application contains mistakes or evidence of carelessness ➢ Late to required appointments without a good reason > Slow to provide documents or other information > Below or very average grades in school > Ignores or does not pay close attention to directions ➢ Poor credit rating or pays routine bills late > Counseled at a job for being late or absent too much > Counseled at a job for careless mistakes > History of not finishing what they start(school,job training,sports, etc.) ➢ Inattention to obvious spelling or grammatical errors ➢ Seems to lack motivation to excel at things > History lacks many achievements,difficult accomplishments or special honors > Described by others or co-workers as very average or needing prodding to get things done > Might ignore or not pay close attention to instructions or directions C- DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 148 Job Trait: COMMUNICATION SKILLS Positive lob behaviors expected when an applicant DOES NOT demonstrate a deficit in the above trait: (+) Ability to express self effectively with verbal and written communication (+) Communication,both verbal and written,is well thought out and organized (+) Communication is complete and accurate Counterproductive behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-)Uncommunicative or extremely reserved demeanor (-)Avoids group interactions where speaking is required (-)Has difficulty expressing ideas and thoughts (-)Verbal fluency is poor (-)Disorganized and inaccurate written communication(reports) Specific background information/events to substantiate or support a deficit in the above trait: > History suggests preference for jobs and activities where interaction with others is limited > Multiple corrective counseling statements or"re-phasing" due to poor writing skills, inaccurate reports, inattention to details in a report(facts,grammar, etc.) > Could be excessively shy or quiet during interview process > Gives very brief answers to questions and trouble elaborating on responses > Speech pattern may be halting, uneven or stutter is noticeable > Limited social relationships and hard to get to know person > Unusually nervous or uncomfortable when interacting with others > History suggests limited ability to reach out to a support group during times of stress > Difficult to understand person's verbalizations > English language deficiency DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 149 CRITICAL INCIDENT STRESS DEBRIEFING(CISD) A Critical Incident Stress Debriefing (CISD) is a specialized counseling/educational session utilized with Public Safety Officers who have experienced an unusual, abnormal or potentially traumatic job-related event. Typically, officers are most often referred for this service after discharging their firearm in the performance of their duties. However, any event viewed as possibly traumatic by a supervisor or the affected officer may warrant referral. For example, an officer responding to the scene of a murdered child can have serious emotional repercussions for particular officers. In many medium to large sized agencies, the CISD program is often a part of a comprehensive EAP services. The majority of officers responding to abnormal or traumatic events only require 1-2 sessions to resolve or deal with their emotional reactions. For these officers, the CISD is more of an educational and preventative session vs. an in-depth therapeutic intervention. Nevertheless, for a minority of officers the referral event can trigger more severe and long-lasting emotional reactions and can even develop into Post-Traumatic Stress Disorder (PTSD). Lastly but of importance, unless an officer displays what would be considered very unusual or disturbing behavior before, during or after a critical event then an officer is typically presumed to be fit for duty. In other words, responding to potentially critical incidents is part of an officer's routine job description and should not ordinarily trigger serious concerns about an officer's emotional fitness. Per the International Association of Chiefs of Police (IACP) guidelines, the following are the recommended practical considerations in an agency's creation of an effective policy for a CISD: 1. A CISD is conducted for the benefit of the Officer and is NEVER to be confused with a formal Fitness for Duty Evaluation (FFDE); or to be used as part of any administrative or criminal investigation into the critical event itself. The client of record for the CISD is the individual officer. In contrast,in a FFDE referral the agency is the client of record and a formal evaluation is conducted that includes extensive standardized testing, review of ancillary background materials and a comprehensive written report of findings is provided to the agency. 2. To avoid the fear of stigmatizing any individual officer, all officers exposed to a critical incident should be mandated to attend an initial CISD session. It should be the shift Commander's or the officer's immediate supervisor's responsibility to verify that a referral has been made. 3. Except as an emergency might dictate, CISD sessions are to take place at the psychological consultant's private office. This provides a private setting for more open dialogue by clearly separating the CISD from other administrative or investigative processes. Whenever possible, the CISD should occur within 24-72 hours after the event. Many agencies will remove the officer(s) from their usual duties, at least until the CISD is concluded. • DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page I50 4. A CISD should be considered a confidential professional service and other than verifying an officer's attendance when requested, the consultant will not provide further information to anyone except as specified below. 5. If during a CISD it becomes apparent to the psychologist that the officer is experiencing acute or incapacitating symptoms, then the psychologist will explain to the officer the need for temporary removal from their usual job duties and the necessity for further treatment. The psychologist typically with the officer present will then immediately contact by phone a designated agency Commander to inform them of the situation. The psychologist will discuss and coordinate with the Commander the specific actions that are being recommended before release of the officer back to full duty. As previously stated, for the great majority of officers, the CISD is more of a required educational and psychological debriefing session and removal of officers from their routine job duties is very much the exception vs.the rule. 6. As previously stated, a CISD is a very different service from a Fitness for Duty Evaluation (FFDE). A CISD is confidential and conducted for the benefit of the officer. A FFDE is not confidential and is performed on behalf of the agency to address specific documented issues of officer fitness. Occasionally, an agency may require an officer to undergo a FFDE in addition to the required CISD. For example, assume an officer has experienced one or more recent critical incidents in addition to the current one and is also known to be going through a difficult and upsetting divorce. As a result, the agency may determine a formal FFDE is justified and necessary in that circumstance in addition to the CISD. In this situation,the FFDE should be performed by a different psychologist than the one who conducted the CISD. Completed by LEPCA staff: Brian Mangan, Psy.D., ABPP Mark Axelberd, Ph.D., ABPP Board Certified in Police &Public Board Certified in Police&Public Safety Psychology Safety Psychology DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 151 PSYCHOLOGICAL FITNESS FOR DUTY EVALUATION PROCESS The following information is intended to assist agencies in carrying out an objective and defensible psychological Fitness for Duty Evaluation (FFDE), and to utilize our report and findings appropriately. Without doing so, FFDEs can quickly become contentious and litigious. It is also our responsibility, as psychological consultants, to advise agencies forthrightly on the proper process when conducting a FFDE. This protects all involved in the evaluation. As such, we consider the following to be the appropriate and necessary preliminary steps prior to the psychologist scheduling and conducting a FFDE: 1. An official of the Agency must document incidents,behavior,activities,etc.,which provide objective evidence and raise legitimate concerns about an officer's psychological state of mind to perform the full duties of the job description in a safe and competent manner. 2. An appropriate Police & Public Safety Psychologist should be contacted to discuss the potential for evaluation. The documents listed in (1) should be provided to the psychologist for review to help determine whether the referral meets the threshold for a FFDE. The Agency and psychologist should discuss and agree on the purpose and nature of the evaluation, the referral question(s) to be addressed, report format and intended future use of the report. The designated official of the Agency or HR who will receive the report should be identified. 3. If threshold for FFDE,is met, an appropriate signed Administrative Order from the Chief of Police should be presented to the officer requiring s/he undergo the FFDE. Among other things, the order should briefly describe the reason for the evaluation,the limits of confidentiality and that a written report of findings concerning his/her psychological ability to perform their job duties will be provided to the Agency. The Order should also require the officer to cooperate with the psychologist's requests, while undergoing the evaluation. The Order should then be signed by the officer verifying receipt of the Order. If the officer refuses to sign the Order or insists that the evaluation is not warranted or illegal,then those issues should be dealt with based on agency policy and/or input from a legal advisor. 4. Assuming the officer signs and cooperates with the Order, an appointment date for the evaluation is made. Before the date of the evaluation, the psychologist should then be sent all relevant past and current information and documents that may relate to the officer's psychological fitness and job performance, e.g. performance evaluations, incident reports leading to the evaluation,past disciplinary actions,commendations, and any other potential relevant background information.After review of this information, the psychologist can then proceed with conducting the FFDE. A Fitness for Duty Evaluation (FFDE) is an extensive psychological assessment that typically includes information gathered from personal, treatment, and employment history, multiple standardized objective test instruments and thorough clinical interview(s)with the examinee. The FFDE exam differs from a Pre-Employment Psychological Evaluation (PEPE) in that a PEPE mostly concerns itself with determining whether a job applicant is a"good fit" for a job position. In other words,among a pool of job candidates the PEPE assists the agency in identifying the most competitive and well qualified individuals for final hire. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach REP 2021 -227-AY Page j52 In contrast, a FFDE is an evaluation of an incumbent officer's current mental and psychological functioning when documented information/incidents raise serious questions as to the officer's ability to carry out his/her job duties in a competent and safe manner. The task of the psychologist is to specifically determine whether an actual mental health or psychological condition exists, which renders him/her currently"Unfit"to perform job duties in a safe and effective manner,based on a job description provided by the agency. As a result,the psychological threshold for stating an incumbent officer is"unfit"can often involve the discovery of a notable psychological condition covered under ADA guidelines. If this is the case, the officer is entitled to the various employee protections under this law. Back to work plans and reasonable job accommodations will usually come into play at this point, as considered by the agency and legal counsel. An additional resource for these procedures is the International Association of Chiefs of Police Psychological Fitness for Duty Guidelines (2018) developed and revised by the Police Psychological Services Section every four years. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY PageT53 TAB 4 Approach and Methodology Tab 4 Table of Contents Content Page# Practicalities of Screening Service 54 Submitted by: Law Enforcement Psychological&Counseling Associates, Inc (LEPCA) 9960 NW 116th Way, Suite 12 Medley, FL 33178 305 4442-8800 DocuSign Envelope ID:D9786BC6-63A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 154 PRACTICALITIES OF SCREENING SERVICE It is the intent of Law Enforcement Psychological & Counseling Associates, Inc to provide the - City of Miami Beach with state-of-the-art psychological services including pre-employment psychological evaluations. Our entire office and screening system have been designed to meet the needs of our Public Safety Agency clients. Any agency that uses our services knows the effort we make to accommodate the unique needs of our law enforcement clients. For example, we developed a comprehensive website that allows agencies to independently schedule applicants at any time up to the morning of testing and download final applicant reports 24-hours from completion of evaluation. Client agencies have independent and secure user access to the scheduling feature on our website and will also use this secure platform to access evaluation documents including an applicant's Personal History Questionnaire and final evaluation report. We also have an"applicant's section"on our general website,which does not have access to secure agency information, but provides helpful preliminary information to applicants who are about to undergo the evaluation. We welcome any potential user of our services to look over the website located at www.lepca.com 1. Testing and services are provided at our centrally located office at 9960 NW 116 Way, Suite 12, Medley, 33178. In order to provide a more convenient office location for the many agency employees and applicants, we believe that we found an excellent location close to three major roadways and near the Miami-Dade/Broward County line. This office is conveniently located within a mile from the Florida Turnpike,Palmetto Expressway,and Interstate 75. There is ample free parking for applicants. Our office facility is approximately 3,200 sq. ft. and is specifically designed for screening and other public safety services. We have a very large testing room with private individual test booths for each applicant. ➢ In addition, our office 'is fully capable of performing remote/virtual pre- employment psychological evaluations and interviews. Due to the current pandemic,this allows tremendous flexibility when managing agency needs with in- person limitations. Also,this allows for great flexibility with out-of-area applicants who may not be able to immediately travel for in-person appointments. 2. Testing is conducted Monday-Friday beginning at 9:30 a.m. 3. For convenience, an agency can schedule their applicants on our website without contacting our office right up to the morning of testing. 4. The typical applicant takes 4-6 hours to complete the evaluation but there is no formal time limit. 5. All personality instruments are immediately scored in our office as each applicant finishes their individual tests. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227- AY Page I55 6. Concise and job-related final written reports and a related background questionnaire are generated on each applicant and posted for review and/or downloading on our website within 72 hours of completion of testing. However, verbal feedback or a final report can be provided within a 24-hours of testing on special request. 7. Our firm is extremely familiar with and conforms to the Americans with Disabilities Act (ADA), Equal Employment Opportunity Commission (EEOC), and Genetic Information Nondiscrimination Act (GINA.) No legal complaint or litigation alleging discrimination has ever been filed against our firm. 8. Our screening system meets or exceeds all the recommendations and guidelines of the following organizations. International Association of Chiefs of Police, CALEA, Council of Police Psychologists, National Institute of Justice and the California Post Commission. 9. No legal challenge of a formal or informal nature has ever been sustained against our firm. Primary person authorized to bind firm: -g> Brian Mangan, Psy.D. , ABPP Board Certified in Police and Public Safety Psychology American Board of Professional Psychology President, LEPCA DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 202I -227- AY Page I56 ITAB 5 Appendix B: Cost Proposal Tab 5 Table of Contents Content Page# Cost Proposal Forms Part I 57 Part II REMOVED 58 Part III 58 Part IV 58 Grand Total 59 Explanation of Cost Proposal 59 Submitted by: Law Enforcement Psychological&Counseling Associates, Inc(LEPCA) 9960 NW 116th Way, Suite 12 Medley; FL 33178 305-442-8800 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 157 APPENDIX B COST PROPOSAL FORM Failure to submit Appendix B,Cost Proposal Form,in its entirety and fully executed by the deadline established for the receipt of proposals will result in proposal beingdeemed non-responsive and being rejected. Proposer affirms that the prices stated on the cost proposal form below represent the entire cost of the items in full accordance with the requirements of this RFP, inclusive of its terms, conditions, specifications and other requirements stated herein,and that no claim will be made on account of any increase in wage scales,material prices, delivery delays, taxes, insurance, cost indexes or any other unless a cost escalation provision is.allowed herein and has been exercised by the City Manager in advance. The Cost Proposal Form (Appendix B) shall be completed mechanically or,if manually,in ink.Cost Proposal Forms(Appendix B)completed in pencil shall be deemed non- responsive.All corrections on the Cost Proposal Form(Appendix B)shall be initialed. PART I: Pre-Employment Psychological Services for Sworn Personnel and Pre-Employment Psychological Services for Firefighters and Fire Rescue Dis.atchers: Miami-Beach Police Department (B) (C) (A) Estimated Extended Cost Per Candidate Rate Candidates (A x B=C) Sworn Employees: $ 300.00 100 $ 30,000.00 Civilian Employees: $ 275.00 25 $ 6,875.00 Subtotal Miami-Beach Police Department $ 36,875.00 Miami Beach Fire Rescue Department Phase I (B) (C) (A) Estimated Extended Cost Per Candidate Rate Candidates (A x B=C) Firefighters: $ 260.00 150 $ 39,000.00 Fire Dispatchers: $ 240.00 20 $ 4,800.00 Subtotal Miami-Beach Fire Rescue Department-Phase! $ 43,800.00 Phase II (B) (C) (A) Estimated Extended Cost Per Candidate Rate Candidates (A x B=C) Firefighters: $ 40.00 150 $ 6,000.00 Fire Dispatchers: $ 35.00 20 $ 700.00 Subtotal Miami-Beach Fire Rescue Department-Phase II $ 6,700.00 Subtotal Part I $ 87,375.00 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 158 PART II: REMOVED depending„pon that which is in the hest interest of the City 1-04 (A) 124 Extended st • Rate � (AxB-C) gal-Fly-Rate $200.00 a9 $ 10,000.00 Monthly—Rate Monthly-Rate $2,083.33 4-2 $ 25,000.00 $- 000 00 PART III: Pre-Employment Psychological Services for Civilian Personnel. Proposers must provide a cost on a per individual basis to provide all required services. Proposers'shall additionally provide in detail any and all costs associated to defend and/or represent the City in any legal proceedings on a per individual basis if the finding/recommendation of the Successful Proposer is contested by an applicant(s). These costs,if applicable,shall be itemized in detail. Further,any additional services and their associated costs not addressed in Part C of the Scope of Services,but which may be requested or required of the City shall also be detailed in yourproposal. Civilian Personnel (C) (A) (B) Extended Cost Per Individual Rate Estimated Individuals (AxB=C) Individual $275.00 50 $ 13,750.00 Legal Proceedings$250.00/hour min 10 hrs 6 $ 15,000.00 Subtotal Part 111$ 28,750.00 PART IV: • Fitness for Duty Evaluation. Proposers shall provide a fix price per evaluation. Fitness for Duty Evaluation • (A) (B) (C)Extended Cost Per Individual Rate Estimated (AxB=C) Individuals Individual $3000.00 12 $ 36,000.00 Subtotal Part IV $ 36,000.00 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227-AY Page 159 GRAND TOTA L FOR PARTS I,!!,Ill and IV: $152,125.00 Bidder's Affirmation Company: Law Enforcement Psychological&Counseling Associates,Inc Authorized Representative: Brian Mangan,PsyD,ABPP Address: 9960 NW 116th Way,Suite 12,Medley,FL 33178 • Telephone: 305-442-8800 Email: BMangan@lepca.com Authorized Representative's Signature: Explanation and Additional Cost Proposal Information LEPCA proposes the above Cost Proposal structure for the services we provide in Police and Public Safety consultation. The fee for basic services, including Pre-Employment Psychological Screening for Sworn & Non-Sworn personnel and evaluation for Specialized Unit Assignment (SWAT,Hostage Negotiator)has remained consistent for at least the past six years. We have been • steady with our prices over the years in an effort to meet the needs our clients' limited budgets and we take great pride in avoiding any price increase to agencies during that time. Nevertheless, the expenses associated with providing state of the art services, including office rent, insurance, and test scoring has increased consistently over the same time period. The prices above include any necessary consultation with command staff, background investigators, and/or any other agency personnel involved in the selections process. There is no additional charge for travelling to the agency to participate in any necessary meetings or presentations. There is no expectation for photocopying, telephone, or other incidental expenses. FFDE evaluations are much more exhaustive, comprehensive, and legal in nature. Therefore, the complete process for an initial FFDE tends to take 12-15 hours of,professional time and can cost between$3000 and$3750. A follow-up evaluation(as a follow-up to an initial FFDE if necessary) may take a minimum of 6-8 hours to complete and cost slightly less because a lot of the personal and work history is already contained in the initial FFDE report. DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A City of Miami Beach RFP 2021 -227- AY Page 60 The current proposed rate of$300.00 per Pre-employment Psychological Evaluation for Sworn Personnel takes into account a consistent price over a five (5) year contract period and optional renewal period of two(2)additional years. This proposed price is consistent with our current rates to most all client agencies for the same service. Furthermore,the current price was developed by determining the average price over a five-year period, noted in the following table: Year 1: $290.00 Year 2: $295.00 Year 3: $300.00 Year 4: $305.00 Year 5: $310.00 If selected, this proposer is willing to consider a graduated cost proposal similar to the one identified in the table. However,following the guidelines of this"Cost Proposal"form,the average price of$300.00 was provided. Additionally, the total cost noted in "Grand Total"will likely be somewhat elevated due to the specifics Part III- Pre-employment Psychological Services for Civilian Personnel, which appears redundant to the Civilian Employees section of Part I. Submitted by: Law Enforcement Psychological &Counseling Associates, Inc (LEPCA) 9960 NW 116th Way, Suite 12 Medley, FL 33178 305-442-8800 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A RESOLUTION NO, 2021-31887 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 PROPOSALS (RFP) 2021-227-AY PRE-EMPLOYMENT TESTING & PSYCHOLOGICAL SERVICES FOR SWORN & PUBLIC SAFETY PERSONNEL; AUTHORIZING THE ADMINISTRATION TO ENTER INTO NEGOTIATIONS WITH LAW ENFORCEMENT PSYCHOLOGICAL & COUNSELING ASSOCIATES, INC, AS THE TOP RANKED PROPOSER; AND FURTHER AUTHORIZING THE CITY MANAGER AND CITY CLERK TO EXECUTE AN AGREEMENT UPON CONCLUSION OF SUCCESSFUL NEGOTIATIONS BY THE ADMINISTRATION. WHEREAS, the City.utilizes professional services to conduct valid, reliable and cross- cultural testing of applicants for public safety-related positions, including the position of police officer, police public service aide, detention officer, communications operator, police dispatcher, police complaint officer, firefighter and fire rescue dispatcher, at the Contractor's facility located in Miami-Dade County; and WHEREAS, since 2014, the City's pre-employee testing and psychological services contractor has been Law Enforcement Psychological and Counseling Associates, Inc. ("Contractor"); and WHEREAS, the current contract is on a month-to-month extension until December 31, 2021; and WHEREAS, in anticipation of the expiring contract, on November 18, 2019, the Mayor and City Commission approved the issuance of Request for Proposals (RFP) No. 2021-020-KB, for Pre-Employment Testing & Psychological Services for Sworn & Public Safety Personnel; and WHEREAS, on November 19, 2020, the RFP was issued and advertised with an opening date of January 8, 2021; and WHEREAS, a non-mandatory pre-proposal meeting was held on November 30, 2020; and WHEREAS, on December 22, 2020,. the City Manager appointed the Evaluation Committee("the Committee")via Letter to Commission (LTC); and WHEREAS, on January 8, 2021, the City received a sole proposal from Psybar, LLC, which was deemed responsive; and WHEREAS the sole proposal received from Psybar LLC was deemed responsive; however, the total amount in the cost proposal significantly exceeds the budgeted amount for these services; and WHEREAS, pursuant to Section 2-367 of the City Code, where only one response bid response is received, the City Manager, without any action by the City Commission, shall have the power to reject the bid and, if he determines that same is in the best interest of the City, re- DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A advertise the item for bidding; and WHEREAS, on June 4, 2021, Request for Proposals (RFP) 2021-227-AY for Pre- Employment Testing & Psychological Services for Sworn & Public Safety Personnel was issued (the"RFP"); and • WHEREAS, the RFP responses were due by August 31, 2021; and WHEREAS, the City received proposals from the rn following two (2) firms: Law Enforcement Psychological & Counseling Associates, Inc., and Mount Sinai Medical Center; and WHEREAS, on June 21, 2021, the City Manager appointed an Evaluation Committee, comprised of Ramon Suarez, Administrator II, Human Resources Department; Digna Abello, Deputy Chief, Fire Rescue Department; Sonia Bridges, Division Director, Risk Management Department; and Elise Spina-Taylor, Lieutenant Police, Police Department; and WHEREAS, the Committee received an overview of the project, information relative to' the City's Cone of Silence Ordinance and the Government Sunshine Law; and WHEREAS, the Committee also received general information on the scope of services, and a copy of each proposal, and was further instructed to score and rank each proposal pursuant to the evaluation criteria established in the RFP; and WHEREAS, the Evaluation Committee process resulted in the proposers being ranked in the following order: 1St Law Enforcement Psychological&Counseling Associates, Inc. 2nd Mount Sinai Medical Center WHEREAS, after reviewing all of the submissions and the Evaluation Committee's rankings, the City Manager concurs with the Evaluation Committee and recommends negotiating an agreement with Law Enforcement Psychological & Counseling Associates, I'nc., as the best qualified firm to provide pre-employment 'testing and psychological services, for sworn and public safety personnel on behalf of the City. 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 Proposals (RFP)2021-227-AY for Pre-Employment Testing &Psychological Services for Sworn & Public Safety Personnel; authorize the Administration to enter into negotiations with Law Enforcement Psychological & Counseling Associates, Inc., as the top ranked proposer; and further authorize the City Manager and City Clerk to execute an Agreement, upon conclusion of successful negotiations by the Administration.PASSED and ADOPTED this /3 day of ak6Pr 2021. ATTEST: OCT 5 2021 APPROVED AS TO M&LANGUAGE RAFAEL . G NADO, CITY CLERK " N GELBER, MAYOR ELUTION iR[URP GRATED Date .� ;h_ • City Attorney 1 "ItH 26M'`s DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Resolutions-C7 F MIAMIBEACH COMMISSION MEMORANDUM TO: Honorable Mayor and Members of the City Commission FROM: Alina T. Hudak, City Manager DATE: October 13,2021 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 PROPOSALS (RFP) 2021-227-AY PRE-EMPLOYMENT TESTING AND PSYCHOLOGICAL SERVICES FOR SWORN AND PUBLIC SAFETY PERSONNEL; AUTHORIZING THE ADMINISTRATION TO ENTER INTO NEGOTIATIONS WITH LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC., AS THE TOP RANKED PROPOSER; AND FURTHER AUTHORIZING THE CITY MANAGER AND CITY CLERK TO EXECUTE AN AGREEMENT, UPON CONCLUSION OF SUCCESSFUL NEGOTIATIONS BY THE ADMINISTRATION. RECOMMENDATION It is recommended that the Mayor and City Commission approve the Resolution authorizing the Administration enter into negotiations with Law Enforcement Psychological & Counseling Associates, Inc., as the top-ranked Proposer, and authorizing the City Manager and City Clerk to execute the Agreement upon conclusion of successful negotiations by the Administration. BACKGROUND/HISTORY The City of Miami Beach has an ongoing need for the contracting of professional services in order to conduct valid, reliable and cross-cultural psychological testing of police officer, police public service aide, detention officer, communications operator, police dispatcher, police complaint officer, firefighters and fire rescue dispatcher applicants. The testing is required by the City as part of a thorough background investigation of these applicants. The purpose of these services is to evaluate whether such applicants are acceptable candidates for the positions to which they apply.Additionally, psychological testing services may be utilized by the City to include fitness-for-duty evaluations for City personnel on an as-needed basis. The Police Department is currently comprised of 406 sworn personnel and based on the current year we anticipate between fifty (50) and seventy-five (75) sworn applicants to be processed during FY 2020/21. The Fire Department currently does not do physiological screenings for its sworn personnel but would like to have the option if need arises. In November 2020, the City issued Request for Proposals (RFP) 2021-020-KB for Pre- Page 330 of 1095 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A Employment Testing & Psychological Services for Sworn & Public Safety Personnel in anticipation of the current agreement expiring. The City received a sole proposal to the RFQ, which could not be accepted because the proposed costs exceeded current costs by approximately 300%. Therefore, pursuant to Section 2-367 of the City Code, where only one response bid response is received, the City Manager, without any action by the City Commission,rejected the sole bid and,and determined that it was in the best interest of the City to re-advertise the item for bidding. ANALYSIS On June 4, 2021, Request for Proposals (RFP) 2021 227-AY for Pre-Employment Testing & Psychological Services for Sworn&Public Safety Personnel was issued. RFP responses were due and received on August 3, 2021. The City received proposals from the following two (2) firms: Law Enforcement Psychological& Counseling Associates, Inc., and Mount Sinai Medical Center. • On August 13, 2021, the Evaluation Committee appointed by the City Manager convened to consider the proposals received. The Committee was comprised of the following,individuals: Ramon Suarez,Administrator II, Human Resources Department; Digna Abello, Deputy Chief, Fire Rescue Department; Sonia Bridges, Division Director, Risk Management Department; and Elise Spina-Taylor, Lieutenant, Police Department. 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 RFP. The evaluation process resulted in the proposers being ranked by the Evaluation Committee in_ the following order(See Attachment A): 1st Ranked—Law Enforcement Psychological&Counseling Associates, Inc 2nd Ranked—Mount Sinai Medical Center Summary of top-ranked Law Enforcement Psychological&Counseling Associates, Inc. Established in 1977, Law Enforcement Psychological&Counseling Associates, Inc. (proposed prime contractor) is a consultation firm that provides its services exclusively to law enforcement and other varied public safety agencies. Over its years, the firm has conducted over 90,000 evaluations for approximately 60 public safety agencies and carried out its research to further develop its tests. In addition, Law Enforcement Psychological&Counseling Associates, Inc. is also the incumbent providing services for the City since 2014. City departments have been satisfied with their work and provided positive feedback. SUPPORTING SURVEY DATA N/A FINANCIAL INFORMATION Staff performed a cost analysis to determine whether the fiscal impact is in the City's best interest. The top-ranked proposer, Law Enforcement Psychological & Counseling Associates, proposed a cost for services of$138,625 annually (based on the quantities established in the RFP),which is approximately 10% higher than the City's current cost established 5 years ago. Mount Sinai Medical Center, the second-ranked proposer, has proposed a cost of $579,7000 Page 331 of 1095 DocuSign Envelope ID:D9786BC6-B3A2-4294-8AC8-235349EBBE9A annually,a difference of approximately$440,000 more than the top-ranked proposer.Therefore, in addition to receiving the highest ranking for qualifications and services provided, it is in the City's best interest to negotiate with Law Enforcement Psychological&Counseling Associates. CONCLUSION After reviewing all•of the submissions and the Evaluation Committee process, I concur with the Evaluation Committee and find Law Enforcement Psychological&Counseling Associates, I nci, to be the best qualified firm to provide pre-employment testing and psychological services for sword and public safety personnel on the City's behalf.•The firm is skilled and specialized in the • niche service area as reflected by its deep knowledge and understanding of the methodology used for in its work. Some of the highlights of the Law Enforcement Psychological & Counseling Associates, Inc. team are experience and qualifications,which include: • The firm is a part of the American Board of Professional Psychology, earning a unique distinction in the field of Board Certification in Police&Public Safety Psychology. • • The firm serves as the Employee Assistance Program for City of Miami, Coral Gables, and Hialeah Police/Public Safety Agencies, as well as conduct Critical Incident Stress Debriefings and officer wellness/resiliency train. • The firm has a strong working knowledge of legislative, administrative, and regulatory processes on personnel matters at both the state and local levels. • The firm is dedicated to creating case studies that will further expand the body of knowledge in the field of employee testing. • For the reasons stated herein, I recommend that the Mayor and City Commission approve the resolution authorizing the Administration to enter into negotiations with Law Enforcement Psychological & Counseling Associates, Inc., as the top ranked proposer, and authorizing the City Manager and City Clerk to .execute an Agreement, upon conclusion of successful negotiations by the Administration. ' Applicable Area Not Applicable • Is this a"Residents Right Does this item utilize G.O` to Know"item.pursuant to Bond Funds? City Code Section 2-14? • No No Strategic Connection Non-Applicable •, Legislative Tracking Human Resources/Procurement ATTACHMENTS: Description o Attachment A o Resolution Page 332 of 1095 ' 0 0 C) C /p•CIACA RFP4@I.r?1JiT P.eEmpbnmtl'Coati/PgtUtloploi Servicesttl Norm KW said).Forum! �• 7 m CD RFP 2021.227 AY a 1 Lori 0 PrehEmploymentTenting&Psydtoto9llal Services forttvom&Public DlgnaAbago Y Bank Bridges 2 Ramon Suarez , <; tepafs , m Safety Personnel ` g 6q 89, Totals il Quintillion QuerdltaUva 'Subtotal Quanhttve Quantitative Subtotal Qualitative Quantitative 6ubto*al O Law EnfarcementPsychologlcal8,Counseling Associates.Inc 66 30 98 1 67 30 97 1 60 30 90 1 t., 3 1 co MountSinalMedlCalCenter 40 7 47 2 35 7 42 2 35 7 42 2 A 2 co co CO co Tulsa Ports AwaNpO for TOW aurntrarn w Prapos•r CM Proposed Yuks=PoME Cool Wires PaY• Most•Wow* na (so Etlorwrnt hKlobaM i CmmsWq Nuchdss.Is a 100,67.600 00 OD 0_ 30 N PY�tS lYdltlICemr - 0 di5.T00.00 30 7 0 T A • 00 • D 0 CO N _ W cn W A co m m m m co a • • • Page 334 of 1095 •