HomeMy WebLinkAbout2005-25775 Reso
RESOLUTION NO.
2005-25775
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA, AUTHORIZING THE ISSUANCE OF
A REQUEST FOR PROPOSALS TO 1) PROVIDE THE SERVICES TO
DEVELOP, VALIDATE, ADMINISTER, SCORE, REPORT AND REVIEW
TESTING PROGRAMS TO DETERMINE QUALIFIED APPLICANTS FOR
POLICE AND FIRE ENTRY LEVEL AND CLASSIFIED PROMOTIONAL
CLASSIFICATIONS; AND/OR 2) PROVIDE CONSULTATION SERVICES
FOR THE SWORN AND NON-SWORN POSITIONS FOR JOB ANALYSIS
RESULTS DEVELOPED, ENTRY LEVEL AND PROMOTIONAL TESTS,
SCORING, MINIMUM REQUIREMENTS FOR JOBS, AND BACKGROUND
TESTS REQUIREMENTS.
WHEREAS, the City needs to conduct job analysis and develop, validate, and administer
new customized selection procedures for entry level police officer and firefighter applicants and
promotional classified applicants, and for the sworn and non-sworn positions; and
WHEREAS, the City must continue to comply with the International Association of
Firefighters (IAFF), Fraternal Order of Police (FOP) and Communications Workers of America
(CW A) contracts which specify not only time frames, but testing specifications; and
WHEREAS, the City must also comply with personnel rules, along with local, State, and
Federal laws, rules, and guidelines in the development of the testing processes; and
WHEREAS, it is necessary to perform new job analysis and validate tests approximately
every five (5) years; and
WHEREAS, the City has been using one consultant as the primary testing consultant since
March 28,2001; and
WHEREAS, in order to get new proposals and to insure competitiveness, the City
recommends issuing a Request For Proposals (RFP) for the services to 1) develop, validate,
administer, score, report and review testing programs to determine qualified applicants for Police and
Fire entry level and classified promotional classifications (option 1), and/or 2) provide consultation
services for the sworn and non-sworn positions for job analysis results developed, entry level and
promotional tests, scoring, minimwn requirements for jobs, and background tests requirements
(option 2); and
WHEREAS, the City's RFP process will allow providers to submit new recommendations
to the City which will be evaluated for cost effectiveness; experience of the proposer in police and
fire testing and/or sworn and non-sworn positions; ability to justify and describe which tests would
be used for each classification; job analysis and validation experience; recognition of and adherence
to laws, guidelines and professional standards; problem anticipation and resolution; responsiveness
to applicant challenges; project security; litigation history and experience; qualifications and
experience of personnel; and project completion schedule; and
WHEREAS, the International Association of Firefighters (IAFF) and Fraternal Order of
Police (FOP) presidents, as well as the Fire and Police Departments, will be requested to give to the
Procurement Division the names and contact information for all consultants they would like to
receive an RFP and compete in the proposal process; and
WHEREAS, the IAFF and the FOP presidents and the Fire and Police Departments will be
given copies of the previous testing RFPs, and each will be asked to provide any recommendation
regarding how the process could be improved; and
WHEREAS, the funding for this contract will be available from the Police and Fire
Departments' Professional Services budgets for Option I, and from user departments, as applicable,
for Option 2.
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 of the City of Miami Beach, Florida, hereby approve the issuance of a Request for
Proposals to I) provide the services to develop, validate, administer, score, report and review testing
programs to determine qualified applicants for Police and Fire entry level and classified promotional
classifications; and/or 2) provide consultation services for the sworn and non-sworn positions for job
analysis results developed, entry level and promotional tests, scoring, minimum requirements for
jobs, and background tests requirements.
PASSED AND ADOPTED this12tlUay of
,2005.
ATTEST:
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CITY CLERK
APPROVED AS TO
FORM & LANGUAGE
& FOR EXECUTION
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F:IHUMA I$ALLICOMM. RESISA NTO I CR. WPD
CITY OF MIAMI BEACH
COMMISSION ITEM SUMMARY
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Condensed Title:
A resolution of the Mayor and City Commission of the City of Miami Beach, Florida, authorizing the
issuance of a request for proposals to 1) provide the services to develop, validate, administer, score,
report and review testing programs to determine qualified applicants for Police and Fire entry level and
Classified promotional classifications, and/or; 2) provide consultation services for the sworn and non-
sworn positions for job analysis results developed, entry level and promotional tests, scoring, minimum
requirements for jobs, and background tests requirements.
Issue:
Shall the City issue new proposals to insure cost effectiveness in association with providing testing and
consultation services for conducting job analysis and develop, validate, and administer new customized
selection procedures for entry-level Police Officer and Firefighter applicants and promotional classified
Police and Fire applicants, and for non-sworn positions?
Item Summary/Recommendation:
The Administration recommends that the Mayor and City Commission authorize the issuance of request for
proposals.
Advisory Board Recommendation:
IN/A
Financial Information:
Amount to be expended:
Source of Year-1 3-Year Account Approved
Funds: cost cost .
1
D 2
3
4
Total
City Clerk's Office Legislative Tracking:
I
Sian-Offs:
Department Director Assistant City Manager City Manager
Mayra Diaz Buttacavoli ~rV"1
~~
T:\AGENDA\2005\Jan1205\ConsentlTest Svcs 2004 sum.doc )
AGENDA ITEM
DATE
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CITY OF MIAMI BEACH
CITY HALL 1700 CONVENTION CENTER DRIVE MIAMI BEACH, FLORIDA 33139
http:\\ci.miami-beach.fl.us
TO:
FROM:
SUBJECT:
COMMISSION MEMORANDUM
Mayor David Dermer and
Members of the City Commission
DATE: January 12, 2005
Jorge M. Gonzalez \.......<.- r
City Manager 0 IV ?J
A RESOLUTION AUTHORIZING THE ISSUANCE OF REQUEST FOR
PROPOSALS TO 1) PROVIDE THE SERVICES TO DEVELOP, VALIDATE,
ADMINISTER, SCORE, REPORT AND REVIEW TESTING PROGRAMS TO
DETERMINE QUALIFIED APPLICANTS FOR POLICE AND FIRE ENTRY
LEVEL AND CLASSIFIED PROMOTIONAL CLASSIFICATIONS, AND/OR; 2)
PROVIDE CONSULTATION SERVICES FOR THE SWORN AND NON-SWORN
POSITIONS FOR JOB ANALYSIS RESULTS DEVELOPED, ENTRY LEVEL AND
PROMOTIONAL TESTS, SCORING, MINIMUM REQUIREMENTS FOR JOBS,
AND BACKGROUND TESTS REQUIREMENTS.
ADMINISTRATION RECOMMENDATION:
Adopt the Resolution.
ANALYSIS:
The City needs to conduct job analysis and develop, validate, and administer new customized
selection procedures for entry-level Police Officer and Firefighter applicants and promotional
classified Police and Fire applicants, and for non-sworn positions.
The City must also comply with the International Association of Firefighters (IAFF) and Fraternal
Order of Police (FOP) contracts which specifY not only time frames, but testing specifications. The
City's Personnel Rules, along with the Florida Statutes, and local, State, and Federal laws must also
be considered in the development of the testing processes.
The City has been using David Santisteban, as the primary testing consultant since March 28, 2001.
In order to get new proposals and to insure competitiveness, the City should issue a Request For
Proposals (RFP). The City's RFP process will allow providers to submit new recommendations to
the City which will be evaluated for cost effectiveness; experience of the proposer in police and fire
testing; ability to justifY and describe which tests would be used for each classification; job analysis
and validation experience; recognition of and adherence to laws, guidelines, and professional
standards; problem anticipation and resolution; responsiveness to applicant challenges; project
security; litigation history and experience; qualifications and experience of personnel; and project
completion schedule.
The City will consider any and all testing options that will comply with our needs and adhere to the
laws, contracts, and guidelines surrounding the processes, while expediting the job analysis,
examinations, hiring, and promotions.
In the past, the bargaining units, the departments, and some employees expressed a preference for
testing consultants other than those previously chosen. To address this concern, the IAFF and FOP
Presidents as well as the Fire and Police Departments will be requested to give to the Procurement
Division the names and contact information for all consultants they would like to receive a RFP and
compete in the proposal process. The Human Resources Department will also provide Procurement
with the contact information on consultants to include in the proposal process.
The IAFF and the FOP Presidents and the Fire and Police Departments will be given copies ofthe
previous testing RFPs. Each will be asked to provide any recommendation regarding how the
process could be improved.
Representatives from the Police and Fire Departments were contacted by the Human Resources
Department about the RFP.
An Evaluation Committee will be convened to analyze the proposals and recommend a ranking on
the proposals. The Evaluation Committee will vote on the top two proposers after they review the
proposals by establishing the weights (or relative importance) ofthe items on which the proposals
will be going to be evaluated.
The RFP will provide the option of accepting three types of Bids:
(Bid #1):
For Police and Fire entry level and Classified Promotional Classifications:
Police and Fire entry level:
. Police Officer Trainee - distinguish between certified and non-certified
. Firefighter I - distinguish between certified and non-certified
Police and Fire Promotional Classifications:
. Police Sergeant
. Police Lieutenant
. Firefighter II
. Fire Lieutenant
. Fire Captain
1. Conduct a thorough job analysis for all testing, validation of process.
2. Revise job descriptions and recommend any changes based on the job analysis.
3. Construct written test - entry level Police and Fire only, score and analyze results,
respond to challenges, cutting point, ordered register of results.
4. Construct Behavioral assessment center - promotional Police and Fire only,
respond to challenges, cutting point, ordered register of results.
5. Construct physical ability, behavioral assessment center, oral tests, or other
appropriate selection devices - entry level Police and Fire only.
6. Develop and recommend method of final selection and any other processes.
7. Documentation, follow-up, and general services.
(Bid #2):
Provide Consultation Services for the Sworn and Non-Sworn positions at a fixed hourly
rate for the following items:
1. Job Analysis results developed
2. Entry level and promotional tests
3. Scoring
4. Minimum requirements for jobs
5. Background tests requirements
(Bid #3):
All of the above requirements in both Bid #1 and Bid #2
It is recommended that the Mayor and City Commission authorize the issuance of request for
proposals to I) provide the services to develop, validate, administer, score, report and review
testing programs to determine qualified applicants for Police and Fire entry level and
Classified Promotional Classifications, and/or; 2) provide consultation services for the Sworn
and non-Sworn positions for job analysis results developed, entry level and promotional
tests, scoring, minimum requirements for jobs, and background tests requirements.
JMG:MDB:AR
F:\HUMA ISALLICOMM-MEM\SANTOICM. WPD
SECTION II - SCOPE OF SERVICES
A. GENERAL - REOUlREMENTS:
(Bid #1):
For Police and Fire entry level and Classified Promotional Classifications:
Police and Fire entry level:
. Police Officer Trainee - distinguish between certified and non-certified
. Firefighter I - distinguish between certified and non-certified
Police and Fire Promotional Classifications:
. Police Sergeant
. Police Lieutenant
. Firefighter II
. Fire Lieutenant
. Fire Captain
1. Conduct a thorough job analysis for all testing, validation of process.
2. Revise job descriptions and recommend any changes based on the job analysis.
3. Construct written test - entry level Police and Fire only, score and analyze results,
respond to challenges, cutting point, ordered register of results.
4. Construct Behavioral assessment center - promotional Police and Fire only,
respond to challenges, cutting point, ordered register of results.
5. Construct physical ability, behavioral assessment center, oral tests, or other
appropriate selection devices - entry level Police and Fire only.
6. Develop and recommend method of final selection and any other processes.
7. Documentation, follow-up, and general services.
(Bid #2):
Provide Consultation Services for the Sworn and Non-Sworn positions at a fixed hourly
rate:
1. Job Analysis results developed
2. Entry level and promotional tests
3. Scoring
4. Minimum requirements for jobs
5. Background tests requirements
RFP NO.:
DATE:
CITY OF MIAMI BEACH
1
(Bid #3):
All of the above requirements in both Bid #1 and Bid #2
The results of this process will be utilized by the City to select the most qualified and suitable
individuals for the noted classifications.
B. GENERAL - TIMETABLE
All necessary job analysis, validation, examinations, etc., must be completed to produce
an ordered register of results according to the following timetable for the City:
1. Entry level Police Officer - Each and every calendar year
2. Entry level Firefighter - Each and every calendar year
3. Promotional Police - Every two calendar years, beginning 2005
4. Promotional Fire - Every two calendar years, beginning 2006
C. JOB FUNCTION REOUlREMENTS:
1. CONDUCT A THOROUGH JOB ANALYSIS FOR ALL TESTING AND/OR
PROVIDE CONSULTATION SERVICES
RFP NO.:
DATE:
1.
Develop and conduct job analysis under conditions which assure adequacy
and accuracy of the research and results
2.
Gather and analyze existing pertinent data regarding the classification,
including, but not limited to: last job analysis, existing job specifications,
etc.
3.
Identify, define, and analyze the tasks and work behaviors, especially the
important and/or critical tasks and work behaviors required for successful
performance constituting most of the job, and their relative importance, and if
the behaviors results in a work product, analyze the work products
4.
Identify and document each Knowledge, Skill, and Ability (KSA) necessary
as a prerequisite to perform critical and/or important work behaviors,
including the identification and documentation of the "Essential Job
Functions" per Americans with Disabilities Act (ADA) guidelines
5.
Operationally defme each KSA and the relationship between each KSA and
each work behavior as well as the method used to determine this relationship
6.
Identify and define the important and/or critical prerequisite KSAs or
CITY OF MIAMI BEACH
2
behaviors to be measured or sampled by the selection devices and
recommend minimum qualifications for application acceptance
7. Prepare complete detailed report documenting entire process including, but
not limited to, all methodologies, rationales, procedures, and findings of job
analysis
2. REVISE JOB DESCRITIONS AND/OR PROVIDE CONSULTATION
SERVICES
Based upon the job analysis, revise the current j ob specifications including the
following sections: Nature of Work; Illustrative Examples of Essential Duties;
Knowledge, Skills, and Abilities; Minimum Requirements; Physical Requirements;
Supervision Received; and Supervision Exercised. Note "Essential Job Functions"
per ADA.
3. CONSTRUCT WRITTEN TEST (if applicable) - FOR ENTRY LEVEL
POLICE OR FIRE PROMOTIONAL TEST ONLY AND/OR PROVIDE
CONSULTATION SERVICES
RFP NO.:
DATE:
Recommendation needs to be as to whether or not a written test should be part of
the testing process for Police or Fire entry level testing, as it relates to existing
certification status. This recommendation should concern itself with the following:
all entry level: Police Officer Certified applicants, Police Officer Non-Certified
applicants, Firefighter I Certified applicants, Firefighter I Non-certified applicants
(currently used for certified Police and Fire only).
1.
Ensure that no person(s), other than those designated by the City Manager,
shall have access to any information regarding the test, test items, test
development materials, test answers, or any related materials.
2.
Ensure that the test items have not been used and will not be used in whole
nor in part by any other past, present, or future client or any other agency or
individual without express written agreement between the City and the
Consultant.
3.
Ensure that there is no substantial similarity between any of the items
developed for these classifications and the items on any other examination
prepared for the City without express written agreement between the City and
the. Consultant.
4.
Give title of the test and all items to the City to be used by the City in any
manner without any additional charge and prevent use by any other agency or
individual.
CITY OF MIAMI BEACH
3
5. Construct the test of at least 100 items - the format to be agreed to by the
City.
6. Develop test items for each Knowledge, Skills and Ability (KSA) area and
document that the items are an adequate and representative sample of the
KSA content area to be measured, ensuring complete coverage of all major
elements of each KSA content area.
7. Develop items which will discriminate among applicants' levels of
competency.
8. Avoid redundancy and confounding of measurement by ensuring that each
item measures one specific area.
9. Review and edit items to insure freedom from misspelling or grammatical,
typographical, or other errors and freedom of ethnic, gender, or other bias -
and to insure that all items are properly prepared in accordance with accepted
testing criteria, are reliable and valid, are directly related to performance of
the job, and are reasonable and defensible.
10. Provide written source documentation linking each item with the appropriate
KSA, noting source of attribution and the page and paragraph number or the
equivalent to page and paragraph number.
11. Print and deliver sufficient copies of each Written Test.
12. Score the answer sheets.
13. Return answer sheets to the City.
14. Evaluate the test statistics and item analyses provided by the City and
perform and evaluate adverse impact calculations and any additional analysis,
as the firm deems appropriate.
15. Develop a form to be used for applicant challenges.
16. Review and respond in writing to each applicant challenge, including
justification of correct response.
17. Delete any items warranted based on evaluation of test statistics, item
analyses, and applicant challenges.
18. Determine appropriate cutting point (or passing score).
RFP NO.: CITY OF MIAMI BEACH
DATE: 4
19. Prepare final scoring key and perform final scoring.
20. Provide the City with a register of the final results of each participant.
21. Validate the entire selection process.
4. CONSTRUCT AND ADMINISTER BEHAVIORAL ASSESSMENT CENTER
- PROMOTIONAL POLICE AND FIRE ONLY AND/OR PROVIDE
CONSULTATION SERVICES
1. Ensure that no person(s), other than those designated by the City Manager, shall
have access to any information regarding the behavioral assessment exercises,
concepts, development materials, response/performance guidelines, or any related
materials.
2. Ensure that the behavioral assessment exercises have not been used and will not
be used in whole nor in part by any other past, present, or future client or any
other agency or individual without express written agreement between the City
and the Consultant.
3. Construct the behavioral assessment Center of three (3) exercises - the nature of
which to be determined by the job analysis and agreed to by the City.
4. Develop desired performance/responses for each behavioral assessment exercise
and/or standards/criteria.
5. Review and edit written behavioral assessment exercise materials to insure
freedom from misspelling or grammatical, typographical, or other errors and
freedom from ethnic, gender, or other bias.
6. Validate the Behavioral Assessment Center.
7. Provide orientation sessions for all candidates including guidelines and
descriptions of Behavioral Assessment Center process.
8. Provide and operate videotape and equipment (and backup) so that each
participant is videotaped during non-written behavioral assessment exercises.
9. Print and deliver sufficient copies of each behavioral assessment exercise.
10. Coordinate and administer Behavioral Assessment Center process including site
selection and scheduling.
RFP NO.:
DATE:
CITY OF MIAMI BEACH
5
11. Select, provide lodging and transportation for, and train three (3) assessors per
behavioral assessment exercise. Schedule assessors for videotape and written
exercise evaluation.
12. Determine appropriate Behavioral Assessment Center passing score.
13. Provide the City with a register of the final results including overall score for
each participant.
14. Provide one-on-one feedback upon request to each participant.
15. Develop a form to be used for applicant challenges.
16. Review and respond in writing to each applicant challenge, including justification
of response.
17. Give title of the Behavioral Assessment Center and all exercises to the City to be
used by the City in any manner without any additional charge and prevent use by
any other agency or individual.
5. CONSTRUCT PHYSICAL ABILITY, BEHAVIORAL ASSESSMENT
CENTER, ORAL TESTS, OR OTHER APPROPRIATE SELECTION
DEVICES - ENTRY LEVEL POLICE AND FIRE ONLY AND/OR PROVIDE
CONSULATION SERVICES
Recommendation needs to be made as to what testing or selection devices should be
required for entry level testing. Testing options should be considered separately for
Police Certified, Police Non-Certified, Firefighter I Certified, and Firefighter I Non-
Certified.
The City would prefer that a behavioral assessment center be performed on all
applicants. In recent past history, the City has used the following processes:
Police Certified - Behavioral Assessment Center only
Police Non-Certified - Written Test + Behavioral Assessment Center
Fire Certified - Physical Ability + Behavioral Assessment Center
Fire Non-Certified - Physical Ability + Written Test + Behavioral Assessment
Center
The City is open to all recommendations, based upon the job analysis conducted
for future testing procedures.
RFP NO.:
DATE:
CITY OF MIAMI BEACH
6
RFP NO.:
DATE:
2.
3.
4.
5.
6.
7.
8.
9.
1.
Develop, administer, analyze, interpret results, and validate such other
appropriate structured selection devices based upon the job analysis.
Ensure that no person(s), other than those designated by the City Manager,
shall have access to any information regarding the selection device, the
selection device items, development materials, desired
performance/responses/answers, or any related materials.
Ensure that the test items have not been used and will not be used in whole
nor in part by any other past, present, or future client or any other agency or
individual without express written agreement between the City and the
Consultant.
Construct the selection devices with weights in proportion to the relative
importance ofKSAs or behaviors to be sampled or measured as determined
by the job analysis.
Develop selection device components for each KSA or behavioral content
area and document that the components are an adequate and representative
sample of the KSA or behavioral content area to be measured or sampled,
ensuring complete coverage of all major elements of each KSA or behavioral
content area.
Develop components which will discriminate among applicants' levels of
competency and which would differentiate among levels of job performance.
Avoid redundancy and confounding of measurement.
Review and edit items to insure freedom from misspelling or grammatical,
typographical, or other errors and freedom of ethnic, gender, or other bias -
and to insure that all items are properly prepared in accordance with accepted
testing criteria, are reliable and valid, are directly related to performance of
the job, and are reasonable and defensible.
Provide written documentation linking each component with the appropriate
KSA or job behavior.
10.
Develop desired. performance/responses for each component and/or
standards/criteria and a form by which performance is to be evaluated,
scored, analyzed, and interpreted.
11.
Print and deliver sufficient copies of the selection devices.
12.
If used, develop methods by which selection device raters will be evaluated
and selected.
CITY OF MIAMI BEACH
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13. If raters are used, develop and administer rater training and facilitate and
monitor administration of selection device.
14. Produce and evaluate descriptive selection device statistics and analyses
including adverse impact statistics.
15. Review and respond in writing to each applicant challenge, including
justification of correct (desired) performance/response.
16. Determine appropriate cutting point (or passing score).
17. Provide the City with an ordered register of the selection device results of
each participant.
18. Prepare complete detailed report documenting entire process including, but
not limited to, all methodologies, rationales, and procedures.
6. DEVELOP AND RECOMMEND METHOD OF FINAL SELECTION AND
ANY OTHER PROCESSES AND/OR PROVIDE CONSULTATION
SERVICES
1. Prepare written recommendation as to the method(s) of referring qualified
candidates from the Eligible List to the Appointing Authority for interview,
consideration and selection.
Recommendation would include number of candidates to be referred, flexible
or set number of candidates, banding of scores, etc., with appropriate
supporting rationale and criteria.
2. Prepare and provide written recommendation of methodology and procedures
for making final selections from among qualified candidates.
3. Prepare written recommendations on any additional processes and guidelines
as are required or advised, such as background investigation, drug use history,
polygraph, psychological and/or psychiatric evaluations, etc.
7. DOCUMENTATION, FOLLOW-UP, AND GENERAL SERVICES AND/OR
PROVIDE CONSULTATION SERVICES
TaskA-
Document, prepare comprehensive monthly progress and final
reports, and provide copies to the City of all materials,
RFP NO.:
DATE:
CITY OF MIAMI BEACH
8
Task B -
TaskC-
TaskD-
methodologies, individuals involved, and steps utilized to provide
these services as well as a copy of all data obtained.
Document that the selection devices are valid and reliable
measurement instruments and that acceptable and defensible
statistical and other methods were applied.
Prepare documentation and testimony to appear in court or before any
regulatory authorities or bodies and provide testimony as an expert
witness in conjunction with any challenges, appeals, suits, or
grievances which might arise from providing the proposed services.
General Services
1.
Remain available on an as-needed basis to answer any questions or
clarify or interpret the results of any individual's results.
2.
Provide supplemental written material and training to City personnel
to facilitate the use ofthe Behavioral Assessment Center results and
reports.
3.
Defend and/or represent the City and testify on the City's behalf if any
claims or allegations are made regarding the services provided
including, but not limited to, the validity of the test battery or
evaluation methods or results.
4.
Maintain all raw test results and notes with respect to each individual
evaluated for the time period set forth in Florida records retention or
other applicable laws or as specified by the City, whichever is greater.
5.
Research and investigate to insure that all tests, procedures, results,
and interpretations are valid, reliable, cross-cultural, and legally
defensible for the purposes used.
6.
Submit a report summarizing evaluation and test results, including an
analysis by ethnicity/race, gender, and age showing adverse impact, if
any, of each component and of entire selection process and giving
recommendations for future reduction of any adverse impact.
7.
Document that the entire selection process is valid and meets all
required criteria.
D. CITY PROVIDED SERVICES:
RFP NO.:
DATE:
CITY OF MIAMI BEACH
9
A. Provide copies of the existing job analyses,job description, and other information
requested.
B. For promotional testing: A tthe Consultant's request, coordinate subject matter
expert and other meetings involving City employees, coordinate distribution and
return of employee questionnaires, and contact candidates regarding scheduling.
C. Ifpossible, the City will provide meeting/testing rooms if available.
D. THE HUMAN RESOURCES DIRECTOR SHALL:
Designate a professional City employee in the Human Resources Department as a
contact and resource person for the firm.
RFP NO.:
DATE:
CITY OF MIAMI BEACH
10
SECTION III - PROPOSAL FORMAT
Proposals must contain the following documents, each fully completed and signed as required.
Proposals which do not include all required documentation or are not submitted in the required
format, or which do not have the appropriate signatures on each document, may be deemed to be
non-responsive. Non-responsive proposals will receive no further consideration.
A. CONTENTS OF PROPOSAL
1. Table of Contents
Outline in sequential order the major areas of the proposal, including enclosures. All
pages must be consecutively numbered and correspond to the table of contents.
2. Proposal Points to Address:
Proposer must respond to all minimum requirements listed below, and provide
documentation which demonstrates ability to satisfy all of the minimum qualification
requirements. Proposals which do not contain such documentation may be deemed
non-responSIve.
3. Price Proposal
Proposer must include price which will be charged to the City. Proposer MUST
BREAKDOWN PRICE FOR EACH SERVICE AREA.
4. Acknowledgment of Addenda and Proposer Information forms (Section VIII)
5. Any other document required by this RFP. such as a Ouestionnaire or Proposal
Guaranty.
B. MINIMUM REQUIREMENTS / QUALIFICATIONS:
Must provide all services for either Bid #1 OR Bid #2 OR Bid #3.
RFP NO.:
DATE:
CITY OF MIAMI BEACH
11
SECTION IV - EVALUATION/SELECTION PROCESS;
CRITERIA FOR EVALUATION
The procedure for proposal evaluation and selection is as follows:
1. Request for Proposals issued.
2. Receipt of proposals.
3. Opening and listing of all proposals received.
4. An Evaluation Committee, appointed by the City Manager, shall meet to evaluate each
proposal in accordance with the requirements of this RFP. If further information is desired,
proposers may be requested to make additional written submissions or oral presentations to
the Evaluation Committee.
5. The Evaluation Committee shall recommend to the City Manager the proposal or proposals
acceptance of which the Evaluation Committee deems to be in the best interest of the City.
The Evaluation Committee shall base its recommendations on the entire Request for
Proposals, specifically reviewing the following factors:
a) Completeness, clarity and responsiveness of proposal.
b) Ability to complete Bid #3 (all classifications).
c) Experience of the proposer in entry level police and fire testing, and police and fire
promotional testing.
d) Ability to justify and describe which examinations should be used for each bid
(methodologies and rationale).
e) Job analysis, validation experience, ability to determine and defend passing score.
f) Recognition of and adherence to laws, guidelines, and professional standards.
g) Problem anticipation and resolution and responsiveness to applicant challenges.
h) Project security (pre, during and post process).
.i) Litigation history and experience, problem anticipation and resolution.
j) Price break-down.
k) Ability to meet deadlines, project completion schedule.
I) Qualifications and experience of professional and technical personnel, including amount
of work that will be subcontracted.
m) Timeliness of each test administration from start to finish.
6. After considering the recommendation(s) of the Evaluation Committee, the City Manager
shall recommend to the City Commission the proposal or proposals acceptance of which the
City Manager deems to be in the best interest of the City.
7. The City Commission shall consider the City Manager's recommendation(s) in light of the
recommendation(s) and evaluation of the Evaluation Committee and, if appropriate, approve
RFP NO.:
DATE:
CITY OF MIAMI BEACH
12
the City Manager's recommendation(s). The City Commission may reject City Manager's
recommendation(s) and select another proposal or proposals. In any case, City Commission
shall select the proposal or proposals acceptance of which the City Commission deems to be
in the best interest of the City. The City Commission may also reject all proposals.
8. Negotiations between the selected proposer and the City Manager take place to arrive at a
contract. If the City Commission has so directed, the City Manager may proceed to negotiate
a contract with a proposer other than the top-ranked proposer if the negotiations with the top-
ranked proposer fail to produce a mutually acceptable contract within a reasonable period of
time.
9. A proposed contract or contracts are presented to the City Commission for approval,
modification and approval, or rejection.
10. If and when a contract or contracts acceptable to the respective parties is approved by the
City Commission, the Mayor and City Clerk sign the contract(s) after the selected
proposer(s) has (or have) done so.
II. The City reserves the right to reject any bid with insufficient experience in ANY area listed
under scope or services, including but not limited to:
(a) Police experience
(b) Fire experience
(c) Job Analysis experience
(d) Validation experience
(e) Test review capability
(f) Civil Service experience
Important Note:
By submitting a proposal, all proposers shall be deemed to understand and agree that no
property interest or legal right of any kind shall be created at any point during the aforesaid
evaluation/selection process until and unless a contract has been agreed to and signed by both
parties.
RFP NO.:
DATE:
CITY OF MIAMI BEACH
13