Res No 015-19-15287RESOLUTION NO.: ni s_, 9-1 S2A7
A Resolution authorizing the City Manager to expend an amount not to exceed $10,000 to
Miami Dade College -School of Justice Assessment Center for the Sergeants promotional
exam.
WHEREAS, the Police Department is in need of providing a Sergeants promotional test to
conform to the current Collective Bargaining Agreement; and
WHEREAS, the previous Sergeants exam personnel list has been exhausted and vacancies
must be filled; and
WHEREAS, the City desires to provide a professional promotional examination and
opportunity for advancement; and
WHEREAS, Miami -Dade College- School of Justice Assessment Center provides the services
sought by the Police Department; and
WHEREAS, local vendors for these services could not be located and this proposal shall be
treated as sole source; and
WHEREAS, the contract in the amount of $10,000 provided by Miami Dade College is for a
job analysis, written exam development, assessment center exercise development and a behavior
assessment exercise; and
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY COMMISSION OF THE CITY
OF SOUTH MIAMI, FLORIDA THAT:
Section 1: The City Manager is authorized to enter into an agreement with Miami Dade
College for the Sergeants promotional exam not to exceed $10,000 from account 001-1910-521-
3450 Contractual Services.
Section 2: If any section clause, sentence, or phrase of this resolution is for any reason held
invalid or unconstitutional by a court of competent jurisdiction, the holding shall not affect the
validity of the remaining portions of this resolution.
Section 3: This resolution shall become effective immediately upon adoption.
PASSED AND ADOPTED this 51h day of February, 2019.
ATTEST: APPROVED:
U L,,.___ G Qn-I
CITY CLERK U AYO
Page I of 2
Res. No. 015-19-15287
COMMISSION VOTE:
5-0
Mayor Stoddard:
Yea
Vice Mayor Harris:
Yea
Commissioner Gil:
Yea
Commissioner Liebman:
Yea
Commissioner Welsh:
Yea
Page 2 of 2
Agenda item Nol.
City Commission Agenda Item Report
Meeting Date: February 5, 2019
Submitted by: John Barzola
Submitting Department: Police Department
Item Type: Resolution
Agenda Section:
Subject:
A Resolution authorizing the City Manager to expend an amount not to exceed $10,000 to Miami Dade
College -School of Justice Assessment Center for the Sergeants promotional exam. 3/5 (City Manager -Police
Dept.)
Suggested Action:
Attachments:
Memo -Sergeants Test 2019.docx
Reso - Sergeants Test 2019 with numbers.docx
Contract SMPD 2019 Sergeant_Final.pdf
CITY OF SOUTH MIAMI
• OFFICE OF THE CITY MANAGER
South M i ami INTER -OFFICE MEMORANDUM
THE CITY OF PLEASANT LIVING
To: The Honorable Mayor & Members of the City Commission
FROM: Steven Alexander, City Manager
DATE: February 5, 2019
SUBJECT: A Resolution authorizing the City Manager to expend an amount not to exceed
$10,000 to Miami Dade College -School of Justice Assessment Center for the
Sergeants promotional exam.
BACKGROUND: The South Miami Police Department provides promotional testing for the
position of Sergeant. The previous promotional exam given in 2017 was
exhausted and a new list of candidates needs to be created for a current
vacancy. The Miami Dade College -School of Justice Assessment Center provides
professional Police Sergeant Promotional process which includes job analysis,
written examination development, assessment center exercise development
and a behavior assessment exercise. This process provides the Chief of Police
with the best candidates for this position when considering promotion. Miami -
Dade College -School of Justice is the only known institution or vendor in the
Miami -Dade area for this type of testing. All testing will take place at Miami
Dade Colleges- North Campus.
In an attempt to seek vendors for the promotional process none could be
sought that specifically provide law enforcement related testing. Vendors who
were sought via online solicitations and responded did not have local
representatives or specifically only catered to specific regional areas which did
not include South Florida. Compliance with receiving 3 quotes could not be
complied with and this service is sole source with Miami Dade College -School of
Justice Assessment Center for our regional area.
Lastly, Miami -Dade College includes all facets of the promotional process and
one that has passed the test of time since 1981 and has been utilized by over
170 agencies nationwide. Some agencies adopt their own promotional process
and develop testing procedures and objectives; wish could be scrutinized due to
internal issues or subject to court scrutiny.
VENDOR &
PROPOSAL AMOUNT: $10,000
FUND & ACCOUNT: The total expenditure shall be charged to the Police Contractual Services,
account number 001-1910-521-3450, which has a balance of $34,022 before this
request was made.
2
CONTRACT
South Miami Police Department
Police Sergeant Promotional Process
February 2018
Prepared By:
The Assessment Center
Miami Dade College — School of Justice
11380 NW 27" Avenue, Suite 8324
Miami, Florida 33167-3495
P: 305.237.8012
F: 305.237-1807
lguinov@mdc.edu
South Miami
THE CITY OF PLEASANT LIVING
ATTACHMENTS:
CITY OF SOUTH MIAMI
OFFICE OF THE CITY MANAGER
INTER -OFFICE MEMORANDUM
Resolution with and without numbers
Miami Dade College -School of Justice Contract Proposal
3
Agreement
This Agreement is entered into this _ day of November, 2018 ("Effective Date"), and is by and between the City of
South Miami, a municipal corporation, on behalf of its Police Department ("Department"), and The District Board
of Trustees of Miami Dade College, Florida, a State of Florida public educational institution and political subdivision of
the State of Florida ("College"), for its School of Justice Assessment Center ("School").
Recitals
Whereas, School has submitted a proposal dated September 29, 2018 ("Proposal"), a copy of which is
attached hereto as Exhibit "A," and by this reference made a part hereof, for the School to develop police sergeant
promotional test for the Department; and
Whereas, the Department and the administrative staff of the City of South Miami have reviewed the proposal
submitted by School; and
Whereas, the parties have agreed to enter into an agreement memorializing the terms and conditions under
which the School will develop, implement and administer the Department's police sergeant promotional tests and
process.
NOW, THEREFORE, the parties agree as follows:
1. Dates for the Development and Administration:
a. The School shall develop the Written Exam, Interactive, and Structured Interview assessment exercises
by January 31, 2019.
b. The administration and evaluation of the Written Exam, Interactive, and Structured Interview assessment
exercises shall be completed by March 2019.
2. Extension of Times:
Extensions of time may be granted by the mutual agreement of the parties' contract representatives, who, for
the City of South Miami, is Chief Rene Landa and, for the College, is Lisa Guinovart, Assessment Center
Director, School of Justice. Such extensions of time shall be confirmed by written instrument or email.
3. Payment by the Department:
a. The School shall submit an invoice to the Department for payment based on the Proposal and the
services rendered upon completion of the required testing services.
b. Department shall submit payment within two (2) months of receipt of the invoice.
4. Notices: All notices and demands of any kind which any party to this Agreement may be required to be
served upon any other party under the terms of this Agreement shall be in writing and shall be deemed to
have been effectively given if written in the English language and sent by personal delivery, nationally
recognized overnight carrier, or registered or certified mail at the following addresses:
City of South Miami
Miami Dade College
South Miami Police Department
School of Justice
6130 Sunset Drive
Miami Dade College - North Campus SOJ
South Miami, FL 33143
11380 N.W. 27th Avenue, #8310
Attn: Rene Landa, Chief of Police
Miami, FL 33167
Attn: Dr. Raimundo J. Socorro, Dean
with a copy to:
Javier A. Ley -Soto, College Legal Counsel
Miami Dade College
Office of Legal Affairs
300 N.E. 2nd Avenue, Room 1453
Miami, FL 33132
5. Term and Termination: The Agreement shall be effective on the Effective Date and shall continue in full force
and effect until the completion of the development of the exam and interview process and the implementation
and administration of the exam or until sooner terminated in accordance with this provision. Any extensions
to the Agreement shall be agreed upon in writing by both College and Department upon such terms as are
mutually acceptable to both parties. Either party may terminate the Agreement with thirty (30) days' prior
written notice, but the College shall be compensated for the services rendered prior to the effective date of
the termination.
6. Entire Agreement: The entire agreement consists of the Proposal and this Agreement. If there is conflict
between this Agreement and the Proposal, the terms of this Agreement will prevail. The Agreement shall not
be amended unless by written amendment signed by the duly authorized representative of each party.
[INTENTIONALLY LEFT BLANK]
0
IN WITNESS WHEREOF this Agreement has been signed in duplicate by the duly authorized representative of the
respective parties hereto.
Attest to execution on behalf of City of South Miami Police City of South Miami on behalf its
Department Police Department
By:
Steven Alexander
City Manager
Print Name: Chief Rene Landa
Date:
Date:
Attest to execution on behalf of Miami Dade College THE DISTRICT BOARD OF TRUSTEES OF
School of Justice MIAMI DADE COLLEGE, FLORIDA
By:
John Wensveen, Ph.D.
Print Name: Vice Provost of Academic Schools
Date: Date:
Approved as to form and legal sufficiency
Javier A. Ley -Soto, College Legal Counsel
Date
TABLE OF CONTENTS
Table of Contents
PART I - MIAMI DADE COLLEGE ASSESSMENT CENTER DESCRIPTION......................................................... 3
PART 11 -SCOPE OF SERVICES.......................................................................................................................1
PART V- COST
1lPage
11
September 29, 2018
South Miami Police Department
Chief Rene Landa
6130 Sunset Drive
South Miami, FL 33143
Miami Dade College's Assessment Center presents to the City of South Miami its proposal of our approach to partner
with the Police Department for the upcoming promotional process involving the rank of Police Sergeant.
We present our methodology to demonstrate that we are fully prepared to meet and exceed all of the personnel
selection objectives discussed during our meeting. Our methodology complies with testing guidelines and professional
standards set forth by the Uniform Guidelines on Employee Selection Procedures, the Principles for the Validation and
Use of Personnel Selection of the Society for Industrial and Organizational Psychology (SIOP), and the Guidelines and
Ethical Considerations for Assessment Center Operations.
Our objective is to meet all of the Department's needs in conducting a fair and valid promotional process. Our services
will include:
• Review of job analyses for the rank of Sergeant
• Review of bibliographies (reading lists) currently used as the basis of job knowledge tests and
recommendations for revisions
• Conduct general orientation session for Sergeant candidates
• Development of written examination
• Development of an assessment exercises
• Administration of all exercises and tests developed
• Recruitment, screening, selection and training of assessors
• Oversight of the evaluation process
• Preparation and delivery of results
• Provision of performance feedback to candidates
Additionally, Miami Dade College will assist the Department in addressing any concerns, requests and questions
regarding the entire promotional process. Thank you for yourtime and forthe opportunity to provide this service to your
Department. If you have any questions please do not hesitate to contact us at 305-237-8012, or via e-mail at
LGUINOV@MDC.EDU.
Sincerely,
Lisa M. Guinovart, M.S.
Assessment Center Director
21Page
12
PART I - MIAMI DADE COLLEGE ASSESSMENT CENTER DESCRIPTION
BACKGROUND
The School of Justice Assessment Center (Assessment Center) has an unparalleled depth and breadth of
experience in public safety assessment ranging from entry level to chiefs level positions. The Assessment
Center is fully prepared to meet or exceed all of the personnel selection objectives of the communities.
The Assessment Center was created in 1981 by Special Response Funds from the Law Enforcement
Assistance Administration (LEAA) and for nearly 30 years, has provided comprehensive selection and
promotional assessment services to a variety of public safety agencies nationwide. Backed by Miami Dade
College, an education landmark in South Florida with a long and stable history, the Assessment Center
shares in a long-standing tradition of excellence. We have assessed over 22,000 individuals for various
positions in public safety and have earned a solid reputation of integrity among public safety agencies. Since
1985, the Assessment Center has assisted city and county managers in external recruitment for chiefs of
police and other executive positions such as directors of corrections, finance, public works, and data systems.
The Assessment Center has the experience and resources to conduct job analyses, develop and implement
job -relevant exercises, evaluate records, and analyze performance data for any public safety position.
Testing programs are tailored to individual agencies' needs and range from content -valid written tests and
assessment -based oral boards to full-scale, complex assessment centers that include telecommunications
equipment and multimedia.
The Assessment Center serves as a model for the development of other assessment centers throughout the
United States and internationally. Prompted by the Center's successful record of accomplishment, agencies
including the Federal Bureau of Investigations (FBI) and the London Metropolitan Police have benchmarked
with our programs to establish similar assessment programs. The Center has also collaborated with law
enforcement departments to provide training programs for their personnel to serve as assessors in our record
evaluation processes.
Maintaining a long standing working relationship with the law enforcement community, the Center has
developed and implemented over 170 assessment programs nationwide, primarily in law enforcement
testing. The Center has served over 25 agencies in the state of Florida, many on a continuing basis. All
entry level and promotional assessments for the Miami -Dade Police Department have been conducted by
the Assessment Center since 1983. The Center has also served agencies in the states of Virginia, South
Carolina, North Carolina, Alabama, and Nebraska.
The Assessment Center is staffed by a director, two assessment analysts, five full-time and part-time
administrative staff members and two contracted Psychologists. Our team of dedicated professionals, with
13
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advanced degrees in the behavioral sciences and extensive experience in assessment, strive to develop
customized solutions to meet your personnel selection and assessment needs.
COMPANY PROFILE
(1) Company Contact Information:
Miami Dade College, North Campus
School of Justice Assessment Center
11380 NW 27th Avenue, Room 8324
Miami, FL 33167
Phone: (305) 237-1476
Fax: (305) 237-1858
(3) History:
(2) Authorized Representative Name, Title,
Address, and Phone Number:
Raimundo Socorro, Ph.D., School of
Justice Director
Miami Dade College, North Campus
School of Justice
11380 NW 27th Avenue, Room #8310
Miami, FL 33167
Phone: (305) 237-1508
Miami Dade College was established in 1959. It is a multi -campus, four-year, state -supported
college with eight campuses and numerous outreach centers. Miami Dade College is nationally
recognized as one the largest and best colleges in the country. It is governed by a seven -member
District Board of Trustees and a college president. The Miami Dade College School of Justice
Assessment Center was established in 1981 with Special Response Funds from the Law
Enforcement Assistance Administration to provide personnel selection services for public safety.
(4) Contract Team:
Lisa M. Guinovart, M.S. — Assessment Center Associate Director
Kerry Newness, Ph.D. - Assessment Analyst
Renzo Barrantes, M.S.—Assessment Analyst
(5) Accreditations:
Miami Dade College is accredited by the Commission on Colleges of the Southern Association of
Colleges and Schools.
&I
4 1 P a g e
City of South Miami — 2019 Sergeant Promotional Process
Lisa Guinovart
Director
TESTING AND
VALIDATION
Psychological Testing General Testing
and Training
Renzo Barrantes Kerry Newness
!Richard Zonderman Assessment Analyst Assessment Analyst
ct Psychologist
(Vacant)
Test Proctor
ADMINISTRATIVE
Gricelda Eguigure
Program Specialist
Hazel Lezuma ■■ Maria Gonzalez
Part -Time Paraprofessional - Part -Time Paraprofessional
Mike Kimkowski
CVSA Technician
PART II - SCOPE OF SERVICES
The City of South Miami Police Department is seeking a qualified consultant to provide the following
services in relation to promotional testing for the rank of Police Sergeant:
• Review of job analyses for the rank of Sergeant
• Review of bibliographies (reading lists) currently used as the basis of job knowledge tests and
recommendations for revisions
• Conduct a general orientation session for Sergeant candidates
• Development of written examination
• Development of an assessment exercises (BADGE & Structural Interview)
• Administration of all exercises and tests developed
• Recruitment, screening, selection and training of assessors
• Oversight of the evaluation process
• Preparation and delivery of results
• Provision of performance feedback to candidates
SUBJECT MATTER EXPERT PANEL
The development of the assessment exercises will involve a content validity strategy and will comply with
professional standards for personnel selection as well as the Department's applicable rules and regulations
and collective bargaining agreements. The validation process will involve the use of subject matter experts
(SMEs) from the South Miami Police Department. All SME panels described in this response will meet the
following requirements:
• SME panel collectively represents the demographics of the employee population with respect to
gender, age, race, years of experience, etc.
• SMEs must be experienced and active in the target position (e.g. SMEs should not be on
probationary status or should not be temporarily assigned to the position). At least one year of job
experience in the target rank is required to serve as a SME.
• SME panel collectively represents various functional areas and/or shifts of the target rank.
• SME panel must include approximately 10% to 20% supervisors of the target rank.
SECURITY PLAN
Test security is a fundamentally important consideration for all testing programs developed and
administered by the Assessment Center. Security is of vital importance to the integrity of the overall
system. The methodology used by the Assessment Center involves a promotional testing procedure that
16
minimizes the risk of test exposure. However, there remains an issue of test security. The Assessment
Center has many safeguards in place to maintain the security of exercises, checklists, and related test
materials.
Subject Matter Expert Security Subject Matter Expert (SME) panels are structured to use progressively
higher levels of expert review. Job incumbents are used for initial development work (e.g. Job Analyses and
Critical Incident Reports). Personnel at or above the respective rank are used for exercise refinement. All
SME panel members are required to signify their consent to abide by all Assessment Center procedures by
signing security/confidentiality agreements that detail security and confidentiality procedures. All SME panel
meetings are conducted in restricted access environments. All SME notes are collected after each meeting.
It is the position of the Assessment Center that agencies should communicate their firm commitment to
protect and preserve the integrity of systems developed to facilitate the mobility of personnel up the ranks
within their organization.
All agencies served by the Assessment Center are strongly encouraged to include in their standard
operating policies and procedures a clearly articulated position outlining the obligation of their agency
personnel to maintain the security and confidentiality of testing processes. These test security measures
help ensure that all materials related to a specific assessment center are tightly controlled and accounted
for at all times, and that SMEs clearly understand the criticality of keeping test materials confidential.
Physical Security During the development, administration, and feedback stages of an assessment center,
all test exercises and related materials are secured by the Assessment Center in a restricted -access facility
located in the School of Justice. This facility is located within an alarmed area of the School of Justice. Only
Assessment Center staff members have access to this facility. During the evaluation stage of an
assessment center, all test exercises and related materials are secured in a restricted -access facility
located at the evaluation site. Assessment Center personnel supervise the transport of test exercises and
related materials to and from test development and/or evaluation sites.
In addition, all of our test materials are duplicated in-house at the Miami Dade College North Campus Copy
Center. During duplication, the Copy Center closes its doors to the entire campus to work exclusively on
the Center's job requests. A Center staff member remains physically present at the Copy Center until the
duplication is complete. The staff member then transports the documents back to the Center for storage in
the vault until test administration.
Administration Security Assessment Center personnel supervise all Assessment Center activities.
Candidates are not permitted to bring any notes, books, supplies, or communication devices to the testing
site. All candidates are given a standard set of supplies for testing purposes. In order to minimize the
exposure of test exercises, stringent measures are applied to the development of test administration
schedules. All test components have a maximum exposure time of one day. Where necessary, candidate:
are sequestered to avoid the likelihood of information sharing that could compromise test security.
17
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JOB ANALYSIS
The Assessment Center will review the current Police Sergeant job analyses to determine the
comprehensive range of aptitudes, skills, abilities, and other traits required, in order to identify candidates
best suited to perform successfully in the target positions.
WRITTEN EXAMINATION DEVELOPMENT
The Assessment Center will develop a 110-item multiple-choice written exam for the rank of Sergeant,
using source materials selected by the South Miami Police Department. Each item will include an answer
key and the appropriate source citation (including page number) for each test item. The written tests will be
submitted for review by a SME panel. SMEs will be presented with written test items created by the
Assessment Center for review and will decide collectively, under the guidance of a professional
Assessment Center staff member, whether items should be included on the exams on the basis of clarity,
relevance, and level of difficulty. Items approved by the SME panel will be included written aptitude tests.
The written test will include a candidate test booklet and an annotated key.
ASSESSMENT CENTER EXERCISE DEVELOPMENT
Development of assessment center exercises will follow a content validity approach as permitted by the
Uniform Guidelines on Employee Selection Procedures. The Assessment Center will request the
participation of multiple SME panels for each assessment exercise. In order to provide custom assessment
center exercises to the South Miami Police Department, SMEs will be asked about meaningful situations
(critical incidents) they have experienced on the job which will provide the foundation for the exercises. The
specific nature of exercise tasks will be fine-tuned over a series of SME meetings. As a final step in the
exercise development process, SMEs will provide information on the scoring criteria that should be used for
each exercise. Assessment Center professional staff members will use this information to create the rating
tools and other relevant materials to be used for scoring by assessor teams.
During the entire exercise development process, the highest priority will be placed on ensuring the job
relatedness of the test instruments and on fostering the perception of fairness. Our process is grounded on
a content validation strategy that guarantees job -relatedness.
The following exercises will be developed for the rank of Sergeant.
POLICE SERGEANT
BADGE
are the property
BADGE
In the Behavioral Assessment Dimension Guided Exercise (BADGE), job -relevant scenarios (typically 3-4)
of an immediate and dynamic nature are presented verbally by a test proctor. Job -relevant scenarios may
it-]
31Page
include a Critical Incident, Citizen Complaint, Personnel Issue, Employee Counseling, Disciplinary
Procedures, Use of Force, etc. Candidates respond to each scenario orally and are videotaped. Candidate
video -audio taped responses are rated by a team of three assessors at a later time.
STRUCTURED INTERVIEW
In this exercise, candidates are provided with four or five questions based on current even occurring in the
city of South Miami. This exercise will measure the candidate's ability to present ideas and information to
an individual or group and his/her ability to respond to inquiries, if applicable. Candidates will be presented
with a standardized set of questions and their responses will be video -recorded.
CANDIDATE ORIENTATION SESSION
The Assessment Center will facilitate a candidate orientation session for the rank of Sergeant. Candidates
will be provided with an overview of the testing process and with information regarding each exercise
module and dates, times and locations for each component of the process. Additionally, candidates will
receive an orientation/preparation guide with helpful hints. Candidates will also have the opportunity to ask
questions at the end of the session. The Assessment Center will provide the venue, handouts and other
necessary materials for the orientation.
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Before the test begins, candidates will be required to provide photo ID, sign in, and sign a copy of the test
rules. The examination will be timed and once the allotted time frame expires, candidate answer sheets will
be collected and sealed for scoring by the Assessment Center.
Item appeals will be handled in compliance with collective bargaining agreement requirements. Item
appeals will be reviewed by a SME panel under the guidance of Assessment Center professional staff to
evaluate the merits of the appeal and make decisions on whether the appeal should be upheld or denied.
The Assessment Center will prepare written response to candidates regarding their appeals.
Additionally, the Assessment Center will conduct an item analysis to identify the existence of technically
flawed items. Points will be awarded for items meeting pre -determined item analysis criteria for exclusion to
all candidates unless otherwise requested by the Department.
Candidates will be notified regarding their written test scores prior to undergoing the assessment portion of
the promotional process. There will be a cut-off score on the written examination as requested and
determined by the Department. Candidates are required to meet this cut -score score to proceed to the
Assessment (BADGE) exercise of the promotional process.
The Assessment Center will provide the venue, proctors, and materials necessary for the written exam
administration.
ASSESSMENT EXERCISE ADMINISTRATION
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19
All assessment exercises will be administered individually and separately.
To avoid exposure of test materials or the development of multiple or alternate exercise versions,
candidates may be held over for extended periods.
Prior to exercise administration, candidates will receive a Candidate Test Notification Letter which will
include the report dates, times, and locations for each promotional process activity. On test administration
days, candidates will be required to go through a sign -in process. As part of this process, candidates will be
asked to provide photo identification and will be assigned a candidate number. Lastly, candidates will be
required to sign a copy of the test rules and will receive a brief orientation. Candidates may be held over for
extended periods before and after undergoing an exercise. The Assessment Center will provide the venue,
all test materials and supplies, recording equipment and staff necessary for the administration of the
assessment exercise.
ASSESSMENT EXERCISE EVALUATION
The panel of assessors evaluating the candidates shall be at the rank of Sergeant or above, from
communities of comparable size and demographics to the South Miami Police Department.
Assessors will receive one full day of training by the Assessment Center on the specific portion of the
assessment assigned to them. As part of the training, assessors will learn how to take behavioral
observation notes and will learn how to use the rating tools and apply the scoring benchmarks. This will
enable the trainer to gauge the level of proficiency of the assessors and address any areas needing
improvement or clarification.
Assessors will work in teams to evaluate candidate records. Each assessor on the panel will first evaluate
candidate performance independently. After all scoring is complete, assessors will discuss ratings to reach
consensus. Once they have completed their ratings and consensus discussion, evaluation materials
produced by the assessors will undergo a rigorous two-part review by the Assessment Center to ensure
that the records were evaluated according to the guidelines discussed during training. Records not meeting
standards are returned to the assessor team for review and correction. Once a record passes the review
process satisfactorily, the record is stored. This process will continue until all records are evaluated and
properly reviewed. The Assessment Center will provide materials supplies, media equipment staff, and
external assessors.
RESULTS & TECHNICAL REPORTS
The Assessment Center will provide final candidate result packages to the South Miami Police Department.
Packages will include, but are not limited to: Statistical summaries including raw scores, means, and
standard deviations. The Assessment Center will provide the score report within thirty (30) calendar days
after administering the last testing process. Candidates will be given an individualized feedback report
including strengths and weaknesses as well as graphs illustrating their performance across exercises and
in comparison to group average
Wo
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PART V- COST
WRITTEN EXAMINATION
SERGEANT WRITTEN EXAMINATION DEVELOPMENT
Job Analysis Review No Charge
Development and preparation of Source Reading List including meetings with Subject Matter Experts (SME) and
review of related written exam Source Materials. No Charge
Development of Written Examination $1,500.00
SUBTOTAL WRITTEN EXAMINATION DEVELOPMENT: $1,500.00
EXAMINATIONSERGEANT WRITTEN • •
Orientation:
Preparation of Candidate Test Notification Letters & Candidate Orientation Guide
No Charge
Execution of 1 comprehensive candidate orientation (with orientation guidebooks)
$500.00
Written Exam:
Administration Venue, Set Up, & Tear Down No Charge
1 Director (1/2 day) & 1 Assessment Analyst (1 day) $500.00
SUBTOTAL WRITTEN EXAMINATION ADMINISTRATION: $1,000.00
EXAMINATIONSERGEANT WRITTEN •
Written Exam Evaluation:
Oversee Item Challenge /Appeals Process
$700.00
Conduct Statistical Item Analysis
$250.00
Preparation of Final Results & Technical Report
$500.00
SUBTOTAL WRITTEN EXAMINATION EVALUATION:
$1,450.00
TOTAL SERGEANT WRITTEN EXAMINATION
$3,950.00
21
SERGEANT ASSESSMENT EXERCISE DEVELOPMENT
Meeting Rooms
Sergeant Job Analysis Review
No Charge
No Charge
Subject Matter Experts (SMEs)
South Miami
Police Department
Materials for SME Meetings
No Charge
Development of 3-Item BADGE Exercise, 3-Item Structured Interview & Scoring Criteria
$2.400.00
TOTAL BADGE EXERCISE DEVELOPMENT
$2,400.00
ADMINISTRATIONSERGEANTASSESSMENT EXERCISE
Administration:
Candidate Orientation & Test Notification
$150.00
Test Administration Venue, Audio Recording Devices, DVDs & Mini DVs
No Charge
Media Equipment Set Up, Operation, & Staffing
No Charge
Assessment Center Staff (1 Director, 2 Assessment Analysts (1 day))
$750.00
Evaluation:
Recruitment & Selection of Assessors (3 Assessors)
No Charge
Preparation of Evaluation Materials Including Binding & Duplication of Assessor Training Materials
No Charge
Assessor Training
$300.00
Assessor Meals (Breakfast & Lunch)
$500.00
2 Assessment Analysts For Assessor Training and Evaluation
$700.00
Final Results:
Preparation of Final Results & Technical Report Including Individual Candidate Reports
$750.00
TOTAL BADGE EXERCISE ADMINSITRATION & EVALUATION
BADGESERGEANT •:
Preparation of Feedback Materials Including Binding & duplication of Training Materials & Candidate Schedules &
Notifications
$3,150.00
No Charge
Professional Oversight of Feedback
$500.00
TOTAL FEEDBACK
$500.00
TOTAL SERGEANT ASSESSMENT CENTER EXERCISES
$5,050.00
TOTAL FOR SERGEANT PROMOTIONAL PROCESS
$10,000.00
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