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Res No 040-22-15793RESOLUTION NO.: 040-22-15793 A Resolution authorizing the City Manager to expend an amount to Miami Dade College-School of Justice Assessment Center for the Sergeants promotional exam. WHEREAS, the Police Department needs to maintain an active promotional list to fill vacancies; and WHEREAS, the City desires to provide police officers with an opportunity for advancement through a professional promotional examination; and WHEREAS, the City made a request for quotes for professional promotional examinations; and WHEREAS, Miami Dade College offered to test the applicants with a written exam and to provide a badge exercise for $8,950; and WHEREAS, the quote in the amount of $8,950 provided by Miami Dade College is the lowest of the two quotes received. NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY COMMISSION OF THE CITY OF SOUTH MIAMI, FLORIDA THAT: Section 1. The foregoing recitals are hereby ratified and confirmed as being true and they are incorporated into this resolution by reference as if set forth in full herein. Section 2: City Manager is authorized to negotiate and enter into an agreement with Miami Dade College-School of Justice for the Sergeants Exam administration for an amount not to exceed $8,950. This expenditure will be charged to account# 001-1910-521-3450 Contractual Services. Section 3. Corrections. Conforming language or technical scrivener-type corrections may be made by the City Attorney for any conforming amendments to be incorporated into the final resolution for signature. Section 4. Severability. 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 will not affect the validity of the remaining portions of this resolution. Section 5. Effective Date. This resolution will become effective immediately upon adoption. Page 1 of2 Res. No. 040-22-1 5 7 93 PASSED AND ADO PTED this 19th day of April, 2022. ATTEST: M TION P age 2 of 2 APPROVED: COMMISSION VOTE : Mayor Philips: Commissioner Harris: Commissioner Gil : Commissioner Liebman: Comm iss ioner Corey: 5-0 Yea Yea Yea Yea Yea Agenda Item No:1. City Commission Agenda Item Report Meeting Date: April 19, 2022 Submitted by: John Barzola Submitting Department: Police Department Item Type: Resolution Agenda Section: Subject: A Resolution authorizing the City Manager to expend an amount to Miami Dade College-School of Justice Assessment Center for the Sergeants promotional exam. 3/5 (City Manager-Police Department) Suggested Action: Approval Attachments: Memo-Sergeants Test 2022.docx Reso_-_Sergeants_Test_2022_CArev.docx SOUTH MIAMI PD_Police 2021-2022 Proposal.pdf IOS Proposal - South Miami, FL - Police Sergeant Promotional Process - 1.12.22.pdf 1 CITY OF SOUTH MIAMI OFFICE OF THE CITY MANAGER INTER-OFFICE MEMORANDUM TO:The Honorable Mayor & Members of the City Commission FROM:Shari Kamali, City Manager DATE:April 19, 2022 Agenda Item No.:_____ SUBJECT:A Resolution authorizing the City Manager to expend an amount not to exceed $9,000 to Miami Dade College-School of Justice Assessment Center for the Sergeants promotional exam. BACKGROUND:The Police Department provides professional promotional process for the position of Sergeant. No current eligibility exists, and the Department needs to maintain a promotional list. Only two (2) quotes were solicited from professional testing services to provide a professional promotional examination, previously solicitated organizations did not submit proposals. Miami Dade College-School of Justice Assessment Center provides professional Police Sergeant Promotional process. The Miami Dade College- School of Justice provided a quote $8,950 which was the lowest quote provided for services requested. The South Miami Police Department has used Miami Dade College on 3 previous occasions for the Sergeants Promotional Test and is satisfied with the services received. Quotes Received: Miami Dade College- School of Justice $8,950 Industrial/Organizational Solutions (IOS)$39,880 The Badge exercise is also included and is a job-relevant scenario which is administered orally by a test proctor. Candidate’s responses are recorded and evaluated by 3 assessors. The scenarios vary from critical incident, citizen complaint, personnel issues, employee counseling, disciplinary procedures, use of force, etc. 2 CITY OF SOUTH MIAMI OFFICE OF THE CITY MANAGER INTER-OFFICE MEMORANDUM VENDOR & PROPOSAL AMOUNT: VENDORS AMOUNT MIAMI DADE COLLEGE-SCHOOL OF JUSTICE $8,950 FUND & ACCOUNT:The total expenditure shall be charged to the Police Contractual Services, account number 001-1910-521-3450, which has a balance of $121,000 before this request was made. ATTACHMENTS:Resolution Miami Dade College Proposal IOS Proposal 3 PROPOSAL City of South Miami, FL Promotional Testing for Police Sergeant Prepared By: The Assessment Center Miami Dade College – School of Justice 11380 NW 27th Avenue, Suite 8324 Miami, Florida 33167-3495 305.237.8012 O 305.237.1858 F knewness@mdc.edu http://www.mdc.edu/justice/assessment-center.aspx 6 2 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 TABLE OF CONTENTS COVER LETTER .............................................................................................................................3 Assessment Center Snapshot .........................................................................................................4 Assessment Center Organizational Chart .......................................................................................4 Firm Experience ............................................................................................................................ 5 Team Qualifications ...................................................................................................................... 6 Client References.......................................................................................................................... 7 Detailed Client References ..............................................................................................................8 Staff Resumes ............................................................................................................................... 8 Methodology and Approach ...................................................................................................... 16 Exercise Development Phase.................................................................................................... 18 Exercise Administration Phase ................................................................................................. 19 Exercise Evaluation Phase .............................................................. Error! Bookmark not defined. Results Phase.............................................................................................................................. 20 Cost .............................................................................................................................................. 24 7 3 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Miami Dade College North Campus COVER LETTER Miami Dade College School of Justice Assessment Center presents its proposal to the South Miami Police Department (SMPD) to provide comprehensive promotional testing services for the rank of Police Sergeant . We present our methodology to demonstrate that we accept and are fully prepared to meet and exceed all of the personnel selection objectives outlined in the scope of work. Our methodology complies with testing guidelines and professional standards set fort h 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), the Guidelines and Ethical Considerations for Assessment Center Operations , and the Standards for Educational and Psychological Testing . Our objective is to m eet all of the Department’s needs in conducting a fair and valid process. Our services shall include:  Conduct a review of the current Job Analysis  Consultation with subject matter experts (SMEs) for development of assessments  Development of Written Exam and Assessment Center Exercises  Administration of Written Exam and Assessment Center Exercises , including scoring and evaluation  Consultation with Department regarding administration and/or scoring of examinations  Delivery of comprehensive reports and final results Additionally, Miami Dade College will assist the SMPD of the City of South Miami in addressing any concerns, requests and questions regarding the entire promotional process. We thank you in advance for reviewing our proposal and for your consideration. If you have any questions, please do not hesitate to contact me at the information provided below. We look forward to partnering with your agency. Contact Person: Kerry Newness, MBA, PhD, PHR, Director Email: knewness@mdc.edu Telephone: 305.237.8012 Fax #: 305.237.1858 8 4 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Assessment Center Snapshot Company Contact Information ADDRESS Miami Dade College, North Campus School of Justice Assessment Center 11380 NW 27th Avenue, Room 8324 Miami, FL 33167 PHONE NUMBERS Phone: (305) 237-1476 Fax: (305) 237-1858 Brief History  Miami Dade College was established in 1959.  It is a four-year, state-supported college with eight campuses and numerous outreach centers.  Miami Dade College is governed by a seven-member District Board of Trustees and a college president. Designation / Distinction Miami Dade College is a State of Florida, public educational institution as identified in 1000.21, Florida Statutes (2007). Personnel Assigned to Project Kerry Newness, MBA, PhD, PHR Chantal Ramirez, M.S. Cody Chmelik, M.S., SHRM-CP Diana Aguila, M.S. Assessment Center Organizational Chart Dr. Kerry Newness Director TESTING & VALIDATION Psychological Testing Dr. Richard Zonderman Contract Psychologist General Testing & Training Chantal Ramirez Senior Assessment Analyst Cody Chmelik Assessment Analyst Diana Aguila Assessment Analyst Michael Kimkowski CVSA Technician ADMINISTRATIVE Gricelda Eguigure Office Specialist Rodeline Ceremy PT Paraprofessional Doris Bonilla Test Proctor 9 5 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Firm Experience The School of Justice Assessment Center has an unparalleled depth and breadth of experience in public safety assessment ranging from entry level to chief's level positions. The Assessment Center is fully prepared to meet or exceed all of the personnel sele ction objectives of the City of South Miami. The Assessment Center was created in 1981 by Special Response Funds from the Law Enforcement Assistance Administration (LEAA) and for more 40 years, has provided comprehensive selection and promotional assessment services to a variety of public safety agencies nationwide. Backed by Miami Dade College, an educational landmark in South Florida with a long and stable history, the Assessment Center shares in a long-standing tradition of excellence. We have asse ssed over 22,000 individuals across various positions in public safety and have earned a solid reputation of integrity among public safety agenc ies. Since 1985, the Assessment Center has assisted city and county manage rs 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 c ontent-valid written tests and assessment -based oral boards to full -scale, complex assessment centers that include telecommunications equipment and multimedia. The Assessment Center strives to complete every process on time, within budget, and to the high est quality possible. The Assessment Center develops all examinations with scrutiny, in a detailed manner, and customized to each Department. In addition, the timeframe provided to Agencies are maintained and only changed in extenuating circumstances. We s trive to complete every process with the utmost quality and professionalism possible. We pride ourselves on the absence of any legal challenges against our promotional processes, as well as any state or federal litigation. 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 Metropoli tan 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 statewide, primarily in law enforcement testing. The Center has served over 25 agencies in th e 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 Assessment Center is staffed by a director, one senior assessme nt analyst , two assessment analysts, four full-time and part-time administrative staff members and one contracted Psychologist. Our team of dedicated professionals, with advanced degrees in the behavioral sciences and extensive experience in assessment, strive to develop customized solutions to meet your personnel selection and assessment needs. 10 6 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Team Qualifications The following staff members of the Assessment Center will be dedicated to the project and will meet the terms of the contract, if awarded. They are experienced professionals with kno wledge, creativity, and innovation to offer in the testing arena. Kerry Newness, MBA, PhD, PHR, Director •Project management of promotional processes •Ensures compliance with the Agency and the Assessment Center, such as contractual demands, applicable standards, etc. •Facilitation of SME and Assessor panels •Test development, validation, and administration Chantal Ramirez, M.S., Senior Assessment Analyst •Test development, validation, and administration •Conducts and coordinates meetings with SME panels •Trains Assessors to evaluate exercises •Job Analysis •Offers support to Director in project management Cody Chmelik, M.S., SHRM-CP, Assessment Analyst •Test development, validation, and administration •Conducts and coordinates meetings with SME panels •Trains Assessors to evaluate exercises •Job Analysis Diana Aguila, M.S., Assessment Analyst •Test develoment, validation, and administration •Conducts and coordinates meetings with SME panels •Trains Assessors to evaluate exercises •Job Analysis 11 7 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Client References Client Services Rendered Dates Administered Aventura Police Department Written Exams & Assessment Centers for:  Sergeant 2017 Coral Gables Police Department Job Analyses, Written Exams, & Assessment Centers for:  Sergeant  Lieutenant 2001 - Present Doral Police Department Written Exams & Assessment Center for:  Sergeant 2013 - Present Florida Department of Agriculture and Consumer Services Written Exams for:  Sergeant  Investigator II 2017- Present Florida International University Police Department Written Exams for:  Sergeant 2017- Present Golden Beach Police Department Written Exams & Assessment Centers for:  Sergeant 2007 - Present Medley Police Department Written Exams & Assessment Centers for:  Sergeant 2009 - Present Miami-Dade Police Department Job Analyses, Written Exams, & Assessment Centers for:  Entry Level Police Officer  Corporal  Sergeant  Lieutenant  Captain 1983 - 2010 Miami-Dade Schools Police Department Job Analyses, Written Exams, & Assessment Centers for:  Sergeant  Lieutenant 2002 - Present Miami Gardens Police Department Written Exams & Assessment Center for:  Sergeant 2015 - Present Miami Springs Police Department Written Exams & Assessment Center for:  Sergeant 2017- Present North Bay Village Police Department Assessment Center for:  Sergeant 2017 North Miami Police Department Job Analyses, Written Exams, & Assessment Centers for:  Sergeant  Lieutenant 2006 - Present North Miami Beach Police Department Job Analyses, Written Exams, & Assessment Center for:  Sergeant  Captain 2015 - Present Opa Locka Police Department Written Exams & Assessment Center for:  Entry Level Police Officer  Sergeant  Deputy Chief Psychological Testing for:  Police Applicants  Dispatchers 2007 - Present Pinecrest Police Department Assessment Centers for:  Sergeant 2018 - Present Surfside Police Department Assessment Centers for:  Sergeant 2007 - Present Sunrise Police Department Written Exams & Assessment Centers for:  Sergeant  Lieutenant 2016 - Present Warwick Fire Department Written Exams for:  EMS Coordinator  Deputy Chief  Fire Lieutenant  Fire Captain  Fire Prevention Inspector  Rescue Lieutenant 2019 - Present 12 8 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Detailed Client References Name of Firm Address of Firm Contact for Firm Scope of Services Dates Miami Gardens Police Department 18611 NW 27th Avenue Miami Gardens, FL 33056 Talibah Simmons Commander, Professional Compliance-Internal Affairs/Training (305) 474-1678 Talibah.Simmons@mgpdfl.org Written Exams & Assessment Centers for:  Sergeant 2015 - Present Florida Department of Agriculture and Consumer Services The Rhodes Building 2005 Apalachee Parkway Tallahassee, FL 32399-1650 John P. Terry Promotion Process Coordinator Office of Agricultural Law Enforcement (850) 245-1388 John.Terry@FDACS.gov Written Exams for:  Corporal  Sergeant  Investigator II 2017- Present Coral Gables Police Department 2151 Salzedo Street Coral Gables, Florida 33134 Danette Lajo Personnel Analyst of Public Safety (305) 460-5532 dtucen@coralgables.com Job Analyses, Written Exams, & Assessment Centers for:  Sergeant  Lieutenant 2001 - Present Staff Resumes Kerry Newness, MBA, PhD, PHR SUMMARY OF QUALIFICATIONS  Over ten years of assessment, validation, training, and post -secondary teaching experience  Strong skills in project management, process integration, job analysis, and data analysis  Certified Professional in Human Resources (PHR) through HRCI  Client-centered, detail-oriented EDUCATION  PhD, Industrial/Organizational Psychology, Florida International University, Miami, FL  M.S., Industrial/Organizational Psychology, Florida International University, Miami, FL  MBA, with a concentration in Human Resources, No va Southeastern University, Davie, FL  BS, Psychology, Barry University, Miami Shores, FL PROFESSIONAL EXPERIENCE Assessment Center Director - Miami Dade College School of Justice 6/2021 – Present  Oversee the implementation and evaluation of personnel selection programs including Psychological Testing, Entry Level Assessment, Promotional Assessment, and Florida Basic Abilities Assessment. 13 9 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022  Handle the project management of promotional processes, including coordination of meetings, development of timelines, establishing budgets for assessment programs, preparation of contracts, logistics of test administration, delivery of results and reports, etc.  Ensure compliance with contractual demands, applicable professional ethical standards pertaining to testing and personnel selection, and policies and procedures of the Assessment Center and The College.  Procure new contracts through research of bidding opportunities.  Supervise and develop Assessment Center staff.  Participate in interdisciplinary meetings to promote North Campus growth and ensure a seamless integration of the Assessment Center into the Campus community.  Collaborate with School of Justice Director and counterparts at the School on various School related projects. HR Section Manager of Testing and Validation, Miami Dade County Government 11/2016 – 6/2021  Assessment Development - Develop situational judgment, job simulation tests (i.e., in -basket paperwork and video-based scenarios), pre-employment aptitude assessments, post -training c ompetency assessments, and written promotional examinations.  Job Analysis - Conduct job task analyses, including direct observations and field interviews, to establish content validity for assessments and to identify key performance indicators for employment (e.g., employee selection and promotion, performance management, training and development).  Statistical Analysis - Conduct statistical analyses (e.g., multiple regression, hierarchical regression, factor analysis, Analysis of Variance) on assessment d ata to ensure validity and reliability. Review item analysis reports to determine item difficulty and discriminability. Calculate adverse impact ratios for assessments to determine adherence to Uniform Guidelines. Calculate standardized test scores (i.e., Z-Scores and T-scores) for the purpose of combining multiple test scores.  Project Management - Oversee the development and administration of employment assessments by communicating with key stakeholders within the organization (e.g., command staff and directors from departments). Supervise and mentor Testing and Validation personnel engaged in the development of examination items, scoring of exam data, and subject matter expert (SME) panel meetings.  Organizational Consultation – Meet with Subject Matter E xperts (SMEs) and/or clients to discuss general concerns with recruitment and selection of employees, efficiency of the employment process (e.g., order of testing and other selection criteria), and offer strategies to remedy these issues.  Exam Administrat ion – Ensure standardization of exam administration across applicants, enforce testing regulations and time limits, and communicate expectations and instructions to applicants prior to and following the administration of written and computer -based testing.  Information Security – Maintain the integrity and confidentiality of employee personnel files and testing documents by adhering to strict guidelines (e.g., encrypt emails, utilize VPN network, lock or turn off computers, password protect documents). 14 10 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022  Human Resource Management – Establish performance standards for the Testing and Validation section, track employee data, screen applicant resumes, develop and conduct structured interviews, and conduct annual performance evaluations for personnel. Assessment Analyst – Miami Dade College, School of Justice Assessment Center 09/2015 – 11/2016  Promotional Assessments - Develop written, situational judgment, in-basket, and role-playing promotional assessment tests for law enforcement agencies. Administer p romotional and entry - level assessment tests using standardized administration protocol.  Job Analysis - Conduct job task analyses to determine the required knowledge, skills, abilities, and tasks for tested positions, and as a means to ensure content valid ity of assessments.  Examination Scoring – Calculate standardized test scores (i.e., Z-score and T-score) for the purpose of combining a battery of assessment scores. Utilize statistical software (e.g., SPSS) to analyze the intercorrelations of multiple fa ctors, facets, or subtests within an assessment.  Organizational Inquiry – Meet with Subject Matter Experts (SMEs) to discuss current issues in their agency, methods for assessing these issues, and offer strategies to remedy these issues. Adhere to law enforcement agency policy and procedure for calculating candidate supervisory potential (e.g., weighting of raw scores and using equations of equivalency for seniority)  Assessment Evaluation - Deliver training seminars to assessors so that they are equipped to review candidates in a less biased and using a behavior -focuses approach. Work with Subject Matter Experts (SMEs) to develop Behaviorally Anchored Rating Scales (BARS) and Behavioral Checklists for employee evaluations. Assistant Professor of Psychology – Florida Southern College 8/2013 – 8/2015  Teaching and Instructional Design - Write curriculum and prepare lectures in alignment with desired student learning outcomes, facilitate classroom discussions, create an engaging learning environment through classroom activities, and develop assessments to measure mastery of learning outcomes.  Research - Oversee student research projects and partner with outside employment selection organizations to empirically examine the efficacy of organizational interventions, including the collection of data, statistical analysis, and dissemination of findings at regional and national conferences.  Classes Taught – Introduction to Psychology (PSY1106 and PSY1110), Industrial/Organizational Psychology (PSY3336), Tests and Measurements (PSY2210), Directed Research (PSY4991) Adjunct Professor of Psychology – Florida International University 8/2013 – 8/2015  Teaching and Instructional Design – Create classroom interactive presentations usi ng PowerPoint and Pressi software, prepare lectures to engage students, facilitate classroom discussions, leverage new technology to facilitate classroom learning, utilize classroom management platforms such as Moodle and Blackboard  Classes Taught – Introduction to Psychology (PSY1106 and PSY1110), Industrial/Organizational Psychology (PSY3336), Tests and Measurements (PSY2210), Directed Research (PSY4991) 15 11 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Chantal Ramirez, M.S. SUMMARY OF QUALIFICATIONS  Over four years of recruitment and selection experience  Over four years of assessment development and validation, as well as training and development  Excellent oral communication and presentation skills  Detail-oriented, quality -driven, and active listener EDUCATION  Ph.D., Human Services, Carlos Albizu University, Miami, FL (Currently pursuing)  M.S., Industrial/Organizational Psychology, Carlos Albizu University, San Juan, PR  B.A., Psychology, Inter American University of Puerto Rico, San Juan, PR PROFES SIONAL EXPERIENCE Senior Assessment Analyst - Miami Dade College School of Justice 11/2019 – Present  Develops, implements and evaluates complex assessment center exercises for promotional hiring of law enforcement personnel.  Prepares job analysis reports to establish the validity of personnel selection instruments and to ensure that instruments are consistent with EEOC Uniform Guidelines for Employee Selection Procedures and American Psychological Association Standards.  Develops assessments such as In-basket, Strategic Planning, Interactive Exercise, Oral Board, BADGE to evaluate candidate’s skills and abilities in leadership positions.  Conducts subject matter expert group meetings to obtain critical job -relevant incidents from which to develop as sessment center exercises.  Develops new training programs to develop more revenue for the Assessment Center, including training materials.  Selects, trains, and evaluates high-ranking law enforcement assessors from across the country to evaluate assessment center exercises in a valid and reliable manner.  Facilitates training workshops based on the needs of our clients.  Analyzes current assessments and training programs for improvement needs and makes recommendations to enhance current assessment option s.  Supervises support staff in all aspects of large -scale test administrations and candidate evaluations.  Conducts research in current assessments, method of implementation, and revised standards.  Researches bidding opportunities and prepares proposal s for potential contracts.  Performs managerial tasks in regards to promotional processes and office duties. Assessment Analyst - Miami Dade College School of Justice 11/2016 – 11/2019  Developed, implemented and evaluated complex assessment center exer cises for promotional hiring of law enforcement personnel. 16 12 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022  Prepared job analysis reports to establish the validity of personnel selection instruments and to ensure that instruments are consistent with EEOC Uniform Guidelines for Employee Selection Procedures and American Psychological Association Standards.  Developed assessments such as In-basket, Strategic Planning, Interactive Exercise, Oral Board, BADGE to evaluate candidate’s skills and abilities in leadership positions.  Conducted subject matt er expert group meetings to obtain critical job-relevant incidents from which to develop assessment center exercises.  Developed new training programs to develop more revenue for the Assessment Center, including training materials.  Selected, trained, and evaluated high-ranking law enforcement assessors from across the country to evaluate assessment center exercises in a valid and reliable manner.  Facilitated training workshops based on the needs of our clients.  Analyzed current assessments and training programs for improvement needs and makes recommendations to enhance current assessment options.  Conducted research in current assessments, method of implementation, and revised standards.  Researched bidding opportunities and prepares proposals for pot ential contracts. Human Resources Intern - San Jorge Children’s Hospital 1/2014 – 4/2014  Developed and administered multiple training programs to supervisors and managers regarding various topics such as Sexual Harassment, Emotional Intelligence, and o thers.  Conducted job analyses for multiple positions within a new mental health wing of the Hospital and prepared the reports, including job descriptions.  Developed, validated, and conducted multiple interviews to fill vacant positions, including providing feedback and assisting in the selection portion.  Coordinated and conducted meetings with employees to discuss employee satisfaction and motivation.  Prepared a comprehensive report for a project involving employee satisfaction and motivation.  Evaluated and provided feedback on the current recruitment process of the Hospital. Human Resources Intern – Lilly del Caribe 8/2013 – 12/2013  Handled a project involving Diversity and Inclusion, including conducting and coordinating focus groups.  Prepared a final comprehensive report for the Diversity and Inclusion project, including stating the findings and recommendations to resolve the organizational issues.  Performed coaching sessions with managerial employees.  Developed and validated asses sments, such as Structured Interviews and Role Play exercises. 17 13 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Human Resources Coordinator - Claro, PRTC 8/2013 – 10/2013  Handled the entire recruitment and selection process for all managerial positions, including job postings, interviews, and onboarding.  Developed, coordinated, and conducted multiple interviews to fill managerial positions, including choosing a candidate, providing feedback, and providing a job offer.  Administered different types of testing in order to fill entry -level positions.  Performed job analysis of current positions.  Coordinated meetings with managers in other departments. Cody Chmelik, M.S., SHRM-CP SUMMARY OF QUALIFICATIONS  Excellent oral communication, presentation, and leadership skills  Diligent worker, selfless teammate, and active listener  Obtained a Yellow-belt Lean Six Sigma Certification  SHRM Certified Professional EDUCATION  M.S., Industrial/Organizational Psychology, Carlos Albizu University, Miami, FL  B.A., Psychology, Minor in Business Administration, Ave Maria University, Ave Maria, FL PROFESSIONAL EXPERIENCE Research Intern – Behavioral Science Research Institute 1/2020 – 4/2020  Assists in the development of needs assessments and program evaluations for state -funded health programs and initiatives.  Assists in facilitating models and strategies for integrated primary and behavioral healthcare.  Uses multiple sources of data including both quantitative sources (archival data, survey data, county/local statistics) and qualitative data sources (key info rmant interviews, focus groups, case/record reviews) to create precise needs assessments for organizations and communities.  Utilizes the NIATx Quality Improvement Process in order to conduct more efficient process analyses for integrated primary and behavioral healthcare Assessment Analyst - Miami Dade College School of Justice 6/2019 – Present  Develops, implements and evaluates complex assessment center exercises for promotional hiring of law enforcement personnel. 18 14 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022  Prepares job analysis reports to establish the validity of personnel selection instruments and to ensure that instruments are consistent with EEOC Uniform Guidelines for Employee Selection Procedures and American Psychological Association Standards.  Develops assessments such as In-basket, Strategic Planning, Interactive Exercise, Oral Board, BADGE to evaluate candidate’s skills and abilities in leadership positions.  Conducts subject matter expert group meetings to obtain critical job -relevant incidents from which to develop assessment c enter exercises.  Develops new training programs to develop more revenue for the Assessment Center, including training materials.  Selects, trains, and evaluates high-ranking law enforcement assessors from across the country to evaluate assessment center exercises in a valid and reliable manner.  Facilitates training workshops based on the needs of our clients.  Analyzes current assessments and training programs for improvement needs and makes recommendations to enhance current assessment options.  Conducts research in current assessments, method of implementation, and revised standards.  Researches bidding opportunities and prepares proposals for potential contracts Diana Aguila, M.S. SUMMARY OF QUALIFICATIONS  Experience in Research and Statistics  Excellent Oral Presentation and Communication Skills  Obtained a Six Sigma Green Belt certification  Excellent collaboration and teamwork -oriented EDUCATIION  M.S., Industrial Organizational Psychology, Albizu University, Miami FL. (Currently pursuing)  B.S., Psychology, Minor in Forensic Psychology, Carlos Albizu University, Miami FL. PROFESSIONAL EXPERIENCE Assessment Analyst - Miami Dade College School of Justice 1/2021 - Present  Develops, implements and evaluates complex assessment center exercises for promotional hiring of law enforcement personnel.  Prepares job analysis reports to establish the validity of personnel selection instruments and to ensure that instruments are consistent with EEOC Uniform G uidelines for Employee Selection Procedures and American Psychological Association Standards.  Develops assessments such as In-basket, Strategic Planning, Interactive Exercise, Oral Board, BADGE to evaluate candidate’s skills and abilities in leadership po sitions. 19 15 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022  Conducts subject matter expert group meetings to obtain critical job -relevant incidents from which to develop assessment center exercises.  Develops new training programs to develop more revenue for the Assessment Center, including training materials.  Selects, trains, and evaluates high-ranking law enforcement assessors from across the country to evaluate assessment center exercises in a val id and reliable manner.  Facilitates training workshops based on the needs of our clients.  Analyzes current assessments and training programs for improvement needs and makes recommendations to enhance current assessment options.  Conducts research in current assessments, method of implementation, and revised standards.  Researches bidding opportunities and prepares proposals for potential contracts Conference & Presentation – San Francisco, CA. 11/2019  International Research Conference. XIII. International Conference on Applied Psycholog y. Best Presentation Award. “Generational Differences in Perceived Leadership Effectiveness” Human Resource Clerk – Albizu University 6/2017 - 1/2018  Maintain and updated employee data  Prepared new employee files  Ensured confidentiality of all personnel, office, and employment records  Supported daily operations of the Human Resource Department 20 16 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Methodology and Approach Overview The Miami Dade College Assessment Center will collaborate with the SMPD of the City of South Miami and with the subject matter experts (SMEs) they designate, to develop written exam questions and assessment center exercises for the rank of Police Sergeant. As shown below, our promotional process has five major phases. The existing job analysis and job description SMPD has for the rank of Sergeant will be the basis for determining the content of the written exam questions and assessment center exercises . During the assessment development phase, the Assessment Center and SMEs collaborate to validate newly created written exam questions and assessment center exercises (content validity approach). During the Administration phase, the Assessment Center will facilitate live candidate orientation(s), set -up testing locations and equipment (e.g. audio/video-recording, furniture placement) and proctor the examination. The Assessment Evaluation Phase includes the scoring of the writ ten exams and rating of candidates’ performance on the exercises . Once evaluation is complete, the Assessment Center shall tabulate scores for each candidate, perform data analysis to assess psychometric reliability and bias, and report the results to the stakeholders (e.g. candidates, SMPD, etc.). Further, the SMPD of the City of South Miami shall receive a Rank-ordered Candidate List at the conclusion of the promotional process. Job Analysis Phase Job Analysis The Assessment Center will request the most recent job analysis and job description from SMPD to review . The job analysis will be used to ensure the examination is content valid and to ensure the legally defensibility for the selection (or promotional) process. The Assessment Center uses a content -validation strategy for each assessment, in accordance with the professional standards outlined in the Uniform Guidelines on Employee Selection Procedures . To develop valid assessments, it is crucial to understand the type of work being performed (tasks, responsibilities, equipment use, working conditions), and the knowledge, skills, and abilities that workers need to perform the work. This is why a job analysis review has been included for this process. Job Analysis Assessment Development Exam Administration Assessment Evaluation Reporting Results 21 17 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 The purpose of the job analysis is determine a clear and articulable link between the following: Subject Matter Experts (SMEs) The judgement of SMEs play a crucial role in the analysis of work and in validating the use of each assessment. Professional guidelines recommend that SME panels should include members with a diversity of views, bac kgrounds, and opinions. Ideally, there should a different SME panel for each exercise developed. The Assessment Center will ensure SME panels have the following qualities: Security Protocol Information security is vitally important to the integrity of the promotional process. It is the position of the Asses sment Center that agencies should communicate their firm commitment to protect and preserve the integrity of the testing developed to facilitate the mobility of personnel up the ranks within their organization. Valid, Defensible, & Reliable Assessments Tasks performed on the job Knowledge, skills, & abilities (KSAOs) required for successful performance of tasks Content of assessments Represent the demographics of the South Miami Police Department with respect to gender, ethnicity, age, race, years of experience, etc. Include persons that are 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. Collectively represent various functional areas and/or shifts of the target rank. Include approximately 10% to 20% supervisors of the target rank. 22 18 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Therefore, the City of South Miami Police Department are strongly encouraged to demonstrate a clearly articulated position outlining the agency personnel’s obligation to maintain the security and confidentiality of the testing processes in their standard operating policies and procedures. The Assessment Center has safeguards in place to maintain the security of all related test materials. Overall, our security protocol helps ensure test materials are tightly controlled and accounted for at all times, and that SMEs clearly understand the criticality of keeping test materials confidential. We maintain records for a period of 7 years. The security protocol includes the following: Exercise Development Phase Written Examination Development The Assessment Center will develop a 110 multiple-choice written exam for the rank of Police Sergeant , using source materials selected by the City of South Miami Police Department . Each item will include the appropriate source citation (including page number) for each test i tem. SMEs will be presented with written test items 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, job relevance, and level of difficulty. Items approved by the SME panel will be included in the written aptitude tests. The written test will include a candidate test booklet and an a nswer key (for the purpose of challenge sessions). The written exam will serve as a hurdle, meaning t hose who obtain the cutoff score or above (i.e. 70% or above) will pass on to the assessment center exercises of the process. At least three (3) SME meetings are needed to review the written exam items per rank. During each meeting, SMEs are presented wit h the actual items created by Center staff and asked to evaluate each item on its clarity, job relevance, and level of difficulty. At this time, items found to be unclear or lacking relevance can be reworded or discarded accordingly. Items that are discard ed based on a lack of clarity will be replaced by Center staff with items covering the same material. •Staff supervises the transportation of test-related materials to and from meeting. •SMEs sign confidentiality agreements. •Meetings conducted within restricted access environments. During Exercise Development Meetings •Test-related materials are stored securely at our office. •Only pertinent project staff accesses test materials. Physical Security •Exercise development and evaluation are performed on secure workstations. •Cyber-security protocols (e.g. data encryption, firewall, access controls) are employed to protect the integrity of test-related materials. •If testing discussed via email, documents will be password -protected. Virtual Security •Candidates complete a sign-in process designed to maximize test security, including collection of communication devices. •Candidates are escorted to the restroom by a staff member. During Exercise Administration 23 19 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Post-Exam Challenge Sessions (Appeals) A post -exam challenge session will be held immediately after the written exam administration or in the following two or three days . Candidates will have an opportunity to challenge one or more items on the exam for cause, utilizing a form created by Assessment Center staff. These sessions are conducted and treated in a fair and impartial manner. The Assessment Center staff will perform an initial review of the items challenged. If items were keyed incorrectly, those Appeals will be upheld (or approved). If items were keyed correctly , those Appeals will be forwarded to the original SME panel who re viewed the questions and they will come to a consensus on whether to uphold or deny each Appeal. Candidates will receive credit for any challenges that are upheld. Further, if the “correct” answer is changed or multiple answers are deemed “correct”, as a result of an Appeal, scores shall be recalculated for all candidates. The decisions reached by the SME Panel regarding Appeals are final and may not be further appealed. Candidates attending the appeal session will be provided with the following materials: (1) a copy of their Scantron sheet, (2) an answer key, (3) written exam feedback session rules (which they must sign), and (4) a blank appeal form. Assessment Center staff will respond to the appeals and rebuttals within five (5) business days and make a recommendation for the resolution. Written Examination Data Analysis An item analysis shall be conducted to identify technically flawed items and items producing adverse impact. Flawed items and those producing adverse impact shal l be evaluated for future reference. Items that were successfully challenged shall be rescored (for all test takers). Moreover, written exam scores shall be calculated based on the final number of test items retained (i.e. after Appeals). Assessment Center Exercises The Assessment Center will develop two (2) assessment center exercises for the rank of Police Sergeant. The following are the recommended exercises for the rank. Below you may find descriptions of each exercise: Behaviorally Anchored Dimension Guided Exercise (BADGE) In the BADGE, test proctor(s) present candidates with 4 to 5 job -relevant scenarios, both orally and in writing. At the discretion of the Department, c andidates may respond to this exercise orally or provide a written produc t, for which both will be scored by a team of assessors at a later time. If oral, t he candidates are video-recorded. Each scenario reflects an immediate and dynamic on -the-job situation for the candidate to address and is designed to prompt a series of act ions from the candidates. Scenarios may include (but are not limited to) responding to community policing issues , addressing personnel issues (e.g. discipline, development), and/or responding to a critical incident. The purpose of the exercise is to provid e the assessors with an opportunity to observe the candidate’s response to critical on -the-job situations. Additionally, by including relevant topics, assessors have an opportunity to gauge the candidate’s knowledge of the topic area(s). BADGE Exercise Oral Interview (Oral Board) 24 20 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 A minimum of three (3) SME meetings will be conducted to develop the BADGE scenarios. During the BADGE Development Meetings, SMEs are asked to select, from a list of previously generated critical incidents, those incidents they feel (1) best represent a cross -section of tasks performed by persons occupying the target Rank (i.e. are job relevant) and (2) are suitable to be presented orally. After one or more rounds of revision, the scenarios are finalized. Then, SMEs are asked to generate the scoring criteria for each scenario. The scoring criteria (response guidelines ) are based on the set of behaviors expected to be displayed by the candidates when responding to each scenario. Each score element represents a critical behavior to be assessed and will have a maximum amount of points associated to it corresponding to poor, average, or exceptional performance of the critical behavior. The final product is a behaviorally anchored rating tool where the number of points awarded for each score element depend on the behaviors display ed (or not displayed) by the candidate in his or her responses to the scenario s . Oral Interview (Oral Board) In this exercise, candidates are provided with four or five questions in front of a live panel of assessors. The questions are typically based on the candidate’s experience and knowledge and how it may help th em perform the pertinent job successfully . If desired, the questions may also be scenario based (similar to BADGE scenarios), where the candidate may elaborate on how they may handle a certain situation. This exercise will measure the candidate’s ability to present ideas and information to a live panel of assessors 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. A minimum of three (3) SME meetings will be conducted to develop the Oral Interview questions. During the Oral Interview Development Meetings, SMEs are asked to select, from a list of previously generated questions , those questions they feel (1) best represent a cross -section of tasks performed by persons occupying the target Rank (i.e. are job relevant) and (2) are suitable to be presented orally. After one or more rounds of revision, the questions are finalized. Then, SMEs are asked to generate the scoring criteria (response guidelines) based on the set of behaviors expected to be displayed by the candidates. Each score element represents a critical behavior to be assessed and will have a maximum amount of points ass ociated to it corresponding to poor, average, or exceptional performance of the critical behavior. The final product is a behaviorally anchored rating tool where the number of points awarded for each score element depend on the behaviors displayed (or not displayed) by the candidate in his or her responses to the scenario. Exercise Administration Phase Candidate Orientation Session Candidates will be invited to attend a virtual or in-person orientation session prior to their examination dates. Depending on the number of candidates, more than one orientation session may be necessary. During the orientation session(s), candidates are provided with an overview of the testing process and with in formation regarding each assessment exercise—including dates, times and locations for each component of the process. Additionally, candidates receive an orientation/preparation guide with helpful study tips. Candidates will also have the opportunity to ask questions at the end of the orientation. The Assessment Center shall provide orientation materials and all other necessary supplies. Test Administration Each promotional exercise will be administered sep arately to each candidate, except the written exam. All candidates will take the written exam at one time, space permitting. The Assessment Center will provide all 25 21 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 test materials and supplies as well as staff necessary for the administration of the written exam and assessment center exercises. All supply packages provided to candidates will be prepared in a standardized manner so that all candidates receive the equivalent supplies for their test. Time frames and instructions will also be standardized so th at all candidates receive the same instructions and the same amount of time to complete their exam. On test administration days, candidates will be required to go through a sign -in process designed to maximize test security. Once candidates have signed in, they may not leave the holding room without the supervision of Center staff. Requests to use restrooms are honored, but the candidate is escorted to and from the restroom by Center staff. Cellular phones and other communication devices (i.e. radios) shall be collected from each candidate during the sign-in process and returned to them once they have finished testing. This practice ensures that candidates waiting to be assessed cannot receive information about the assessments from candidates that have just finished. Lastly, candidates will be required to sign a copy of the test rules and will receive a brief orientation. Exercise Evaluation Phase Evaluation Evaluation includes the scoring of the written exams by Center staff and scoring of the assessment center exercises by assessors. Once the written exams have been scored after appeals, the Assessment Center will provide the Department with a list of final scores, indicating who will pass on to the next phase (i.e. assessment center portion). During evaluation, assessors are assigned to teams and will be trained to score a specific exercise. Assessors are presented with the candidates’ videotaped performance s or written products and instructed to make observational notes as they observe or read each candidate’s responses . Assessors are given full discretion to pause, rewind, and replay any portion of a candidate’s videotaped performance. Any written product is copied in-house so that each assessor may review it. Once each assessor has made their independent ratings, assessors discuss the performance to reach a consensus, such that ratings for a particular score element between any two assessors does not differ by more than 1 point (on a 5-point scale) in either direction. Finally, the assessors are instructed to provide feedback that is developmental in nature (i.e. strengths and weaknesses) and refers specifically to the candidate’s observable performance (i.e. something he/she said or did) during the exercise. Assessor Training The Assessment Center will recruit assessors from different agencies at the target Rank or above and coordinate to have them come evaluate the exercises. The assessors will not be relat ed to any candidate and will not be personally known to any candidate. Qualified assessors are then assigned to teams and each team is trained to score a specific exercise. Assessors will only evaluate performance on exercises for which they have been trai ned. The assessors will be provided with an observation notes sheet, the response guidelines, and a scoring sheet to notate the final score. Assessors will attend an in-person training ses sion facilitated by the Assessment Center. During the training session, assessors will become familiar with the items (i.e. questions, scenarios) and score elements (i.e. target/desired behaviors) associated with the exercise assigned to them, as well as with key aspects of the evaluation process. Specifically, assess ors receive training on the following: 26 22 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Quality Assurance Checks In efforts to improve attention and reduce fatigue, assessors are given significant latitude over the pace of evaluations and the timing of their breaks. Nonetheless, mistakes do occur. That said, the Assessment Center will remain readily available throughout the evaluation process. During this time, staff members will review evaluation materials (e.g. observational notes, scoring sheets ) produced by the assessors to ensure (1) evaluations adhere to the scoring benchmarks discussed during rater training sessions (e.g. using the BARS correctly), (2) ratings are accurately transcribed across multiple pages, (3) there is consensus among all raters, and (4) calculations are accurate. Evaluations n ot meeting these standards are immediately returned to the assessor team for review and correction. Once quality assurance checks are performed and all errors are corrected—scores are recorded and all materials associated with the evaluation (e.g. assessor’s observation notes, rating forms) are stored securely. Results Phase Final Reports The Assessment Center will provide the City of South Miami Police Department with (1) a rank -ordered candidate list within the time stipulated between all pertinent parties , (2) individual performance reports for each candidate who participated in the process , and (3) and a global performance report summarizing the characteristics of the entire candidate pool. Below are descriptions of these report s. The exercise being evaluated Taking behavioral observation notes Using the rating scales provided to them Reaching consensus on each score element Providing narrative feedback to each candidate Common rater biases 27 23 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 •Ranks candidates according to their overall assessment scores (composite of scores on written exam and assessment exercises). •Indicates the recommended order of referrals into the position. Rank-Ordered Candidate List •Summarizes his or her performance in absolute terms (raw scores). •Summarizes his or her performance relative to the performance of the candidate pool. Candidate Performance Report •Describes overall performance of the candidate pool. •Serves to inform future training and recruiting decisions. •Informs the following information: (1) number of candidates who took the exam, (2) number and percentage of candidates passing and failing each exam, (3) the number and percentage passing or failing by race and by gender, and (4) an explanation of any key changes and raw passing scores . •In subsequent exam administrations, comparisons shall be made to the previous exam pass rate. Global Performance Report 28 24 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Cost POLICE SERGEANT EXERCISE DEVELOPMENT Job Analysis Review No charge Development and preparation of Source Reading List including meetings with Subject Matter Experts (SME) and materials for meetings No charge Development of Written Examination $2,000.00 Development of BADGE Exercise $750.00 Development of Oral Interview $750.00 Subtotal Exercise Development $3,500.00 EXERCISE ADMINISTRATION 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 Assessment Analyst (1 day) $250.00 1 Director (1 day) $300.00 Assessment Center Exercises Administration: Candidate Orientation & Test Notification $150.00 Test Administration Venue & Audio Recording Devices No charge Media Equipment Set Up & Operation No Charge Assessment Center Staff (1 Director, 2 Assessment Analysts (1 day)) $750.00 Subtotal Exercise Administration $1,950.00 EXERCISE EVALUATION Written Exam Evaluation: Oversee Item Challenge/Appeals Process $500.00 Conduct Statistical Item Analysis $250.00 Asse ssment Center Exercises Evaluation: Recruitment & Selection of Assessors (6 Assessors) No Charge Preparation of Evaluation Materials Including Binding & Duplication of Assessor Training Materials No Charge 29 25 | P a g e MIAMI DADE COLLEGE SCHOOL OF JUSTICE ASSESSMENT CENTER City of South Miami – Promotional Testing Services 2021/2022 Assessor Training $250.00 Assessor Meals (Breakfast & Lunch) $700.00 2 Assessment Analysts for Assessor Training and Evaluation $500.00 Subtotal Exercise Evaluation $2,200.00 EXERCISE RESULTS & FEEDBACK Preparation of Final Results Including Individual Candidate Reports $800.00 Professional Oversight of Feedback $500.00 Preparation of Feedback Materials Including Binding & duplication of Training Materials & Candidate Schedules & Notifications No charge Subtotal Exercise Results & Feedback $1,300.00 GRAND TOTAL FOR POLICE SERGEANT PROCESS $8,950.00 **Note: Consultant agrees to provide assistance in defending any aspect of the promotional examinations for which the consultant was directly responsible, if required to do so, through expert testimony in court or at administrative proceedings. Consultant will pr ovide the first ten (10) hours of said service free of charge (exclusive of reasonable travel expenses, which will be billed separately). Hourly rate after the first ten hours is $150.00 per hour (exclusive of reasonable travel expenses that will be billed separately). A lump sum can be negotiated for extended periods. 30 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET i Proposal to Provide a Police Sergeant Promotional Process Presented to: The City of South Miami, Florida Police Department 31 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET ii RFP Title: Proposal to Provide a Police Sergeant Promotional Process Date of Opening: January 12, 2022 Industrial/Organizational Solutions, Inc. (IOS) is pleased to have the opportunity to present this proposal to the City of South Miami, Florida. This proposal will describe IOS’s plan to provide a promotional process for the rank of Sergeant in the Police Department. We would welcome the opportunity to discuss our proposal with you or to clarify any points about which you may have questions. This proposal contains confidential, proprietary information that IOS considers trade secret. We request that you contact IOS prior to disclosing or sharing the contents of this document with any party, pursuant to a Freedom of Information law request or otherwise. IOS has compiled this proposal independently and without collusion. We truly look forward to the opportunity to serve your agency. Chad C. Legel _________________________________ Chad C. Legel, M.S., President & CEO Proposal Contact: Chad C. Legel, M.S., President & CEO Industrial/Organizational Solutions, Inc. (d.b.a., I/O Solutions, IOS) 1520 Kensington Road – Suite110 Oak Brook, IL 60523 chad@iosolutions.com Phone: 888.784.1290 Fax: 708.410.1558 https://iosolutions.com FEIN: 36-3783421 32 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET iii THIS PROPOSAL CONTAINS TRADE-SECRET INFORMATION: The Freedom of Information Act, 5 U.S.C. 552, generally obligates government agencies to make certain records available to members of the public upon request. FOIA exempts from mandatory disclosure nine categories of information, including documents which contain “trade secrets and commercial or financial information obtained from a person and privileged or confidential.” 5 U.S.C. 552(b)(4). The purpose of subdivision 552(b)(4) is twofold – to protect individuals who disclose information to the government from competitive disadvantage and to preserve the confidentiality of information provided by citizens to the government when the information is of a type that ordinarily would not be released to the public. Audio Technical Services, Ltd. v. United States Department of the Army, 487 F. Supp. 779, 781 (D.C., 1979); Burke Energy Corp. v. United States Department of Energy, 583 F. Supp 507, 510 (D.C. Kan., 1984). In order to be exempt from mandatory disclosure pursuant to subdivision 552(b)(4), information must be (a) relevant to a commercial or financial matter, (b) obtained by the government from a party outside the government and (c) of a confidential or privileged character. National Parks and Conservation Association v. Morton, 498 F.2d 765, 766 (D.C., 1974). IOS considers the section of this proposal titled “Scope of Services” to be confidential and trade secret information and should not be disclosed to any external party. 33 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET iv Contents Executive Summary ......................................................................................................................... 1 Company Background ..................................................................................................................... 3 Company Experience and Personnel .............................................................................................. 8 Project Management ................................................................................................................... 158 Project References ...................................................................................................................... 159 Scope of Services ........................................................................................................................ 180 Investment ................................................................................................................................... 200 Appendix A ................................................................................................................................. 203 34 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 1 Executive Summary This proposal will detail IOS’s plan to provide a promotional process for the rank of Police Sergeant. Following is an overview of the project methodology that will be undertaken to complete this project. • Kick-off Meeting o Meet with client to review methods, discuss expectations/goals, review project challenges/obstacles and establish mutually agreeable timeline. • Job Analysis o Review existing job analytic information. o Interview and observe incumbents. o Develop and deploy a job analysis questionnaire. o Develop and deploy a linkage questionnaire. o Analyze job analysis outcomes and document findings. • Written Job Knowledge Exam Design o Develop an examination plan/blueprint that identifies core knowledge areas and sources that will be used to assess knowledge areas. o Draft exam questions. o Review exam questions with subject matter experts. o Compile and print final exam. o Identify “minimally qualified” cut-off score. o Design candidate appeal/challenge process/procedure. o Score exams and produce rank-ordered results. • Assessment Center Design o Develop an assessment plan based on discussions with subject matter experts that identifies exercise types and themes that are job-related and will allow for the assessment of the most essential job skills. o Develop assessment exercises including candidate instructions, rating criteria, assessor/actor scripts, candidate orientation information, etc. o Review and revise exercise content and criteria with subject matter experts as necessary. o Finalize and print assessment materials. • Candidate Orientation Presentation o Develop and deliver a candidate preparation presentation that informs candidates concerning the promotional assessment process, offer preparation insights and strategies and provides information about common mistakes and misconceptions regarding exams and assessments. • Written Exam Administration o Provide test booklets, answer sheets and pencils. o Proctor and oversee the administration of the exam. o Oversee the candidate appeal/challenge process and review and respond to appeals accordingly. 35 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2 o Score the exam and provide the agency with final results. • Assessment Center Administration o Develop a candidate schedule to accommodate eligible candidates. o Recruit assessors and actors as necessary. o Oversee and manage the administration of the assessment center. o Score the assessment center and create individual candidate developmental feedback reports. • Technical Reporting o Document the development and validation of the testing process in a project report that complies with best practices in test development reporting. • Concluding Meeting o Meet with the agency’s representatives following the project to critique the process and identify any areas for future improvement. As we execute this project plan, there are a few key factors that guide us: • Best Practices: We view it as our responsibility to inform you regarding the best or most appropriate means of accomplishing this project. We will review your current testing process and may make suggestions as to how it can be improved. Often, items like job analysis, cut-off scores, scoring systems, assessment reliability considerations, assessor panels, etc., can be reconsidered to improve a testing process. We will discuss these items with you in an effort to ensure that your process is highly defensible. • Flexibility: While we care to inform you regarding how your process can be improved, we also realize that every department deals with practical constraints (e.g., union agreements, state laws, local ordinances, etc.) that may require a process to be carried out in a particular way. We are very flexible in identifying these needs and working within these constraints. • Disparate Impact: We always attempt to design a selection process that mitigates disparity between protected classes to the greatest extent possible. There are numerous strategies that we can employ related to assessment composition, cut-off score, scoring systems, and other areas that can positively impact the diversity of the promotional list. We will discuss these options during the kick-off meeting to make sure that we chart a mutually desirable path. Because of the complexity and high-stakes nature of this project, there are a number of details that must be finalized based on future discussion and specific information should IOS be awarded this project. The methodology we propose herein is intended as a road map and will be modified accordingly. We look forward to the opportunity to work with you! 36 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 3 Company Background Industrial/Organizational Solutions, Inc. (IOS) was established in 1997 and is incorporated under the laws of the state of Illinois. We are headquartered in Oak Brook, IL (suburban Chicago) and are comprised of approximately 50 employees. IOS specializes in public safety entry-level and promotional selection and the majority of our employees are trained in personnel selection, psychometrics and legal issues associated with selection. Over 30 of our staff hold Masters or Ph.Ds. in Industrial/Organizational Psychology. We are the largest firm in the US dedicated exclusively to public safety personnel selection. IOS’s focus on public safety selection is very intentional. We believe that we provide a valuable and necessary service to public safety agencies. Our two highest goals are to 1) design selection systems that identify the most capable and talented individuals for positions and 2) design selection systems that result in outcomes that are racially and gender diverse by employing selection processes that minimize disparity and adverse impact. We also value the work that public safety agencies do and we are honored to work alongside these agencies. IOS’s expertise in the area of public safety selection has afforded us the opportunity to work with a number of agencies whose selection processes are overseen by a federal court or the US Department of Justice. During these projects, IOS generally works collaboratively with the local agency and the DOJ/court to institute a best practice solution in an environment that has historically dealt with disparate impact outcomes: • Buffalo, NY – IOS worked with the city and federal court to design an entry-level police officer test. IOS also designed police and fire promotional testing process that were reviewed and accepted by the DOJ. • Miami, FL – IOS was selected to design a police lieutenant assessment process and has working with the city and DOJ on multiple occasions to ensure a successful outcome. • Pittsburgh, PA – IOS designed and validated a firefighter testing process that met the requirements of the DOJ and has been successfully deployed multiple times. IOS works with agencies in almost every state in the United States, including 25 of the largest 50 cities by population. We also work with many large county and state law enforcement and fire service agencies. The following client list provides a representative sample of some of the largest agencies for which IOS have provided entry-level or promotional assessment services in the past two years. This list is not exhaustive, but is intended to demonstrate many of the larger agencies with whom we are currently under contract. 37 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 4 ALABAMA • Tuscaloosa FD (Promo) • Tuscaloosa PD (Promo) ARKANSAS • Little Rock FD (Entry) CALIFORNIA • San Diego FD (Promo) • San Diego PD (Promo) • San Francisco FD (Promo) • San Francisco PD (Promo) COLORADO • CO FF Consortium (Entry) • CO State Patrol (Entry, Promo) CONNECTICUT • Bridgeport FD (Entry) • Bridgeport PD (Entry, Promo) • CT Fire Chiefs (Entry) • Hartford PD (Entry) DISTRICT OF COLUMBIA • DC Fire Rescue (Entry) FLORIDA • FL Dept. of Law Enf. (Entry) • Jacksonville Correction (Promo) • Jacksonville PD (Promo) • Miami PD (Promo) • Miami Beach FD (Entry, Promo) • Miami Beach PD (Entry, Promo) GEORGIA • Atlanta PD (Promo) • Augusta FD (Promo) • Cobb FD (Promo) • Cobb SO (Promo) • Columbus PD (Promo) • Forsyth FD (Promo) • Gwinnett CO (Promo) • Gwinnett FD (Promo) • Gwinnett PD (Promo) • Gwinnett SO (Promo) ILLINOIS • Chicago FD (Entry, Promo) • Chicago PD (Entry) • Cook County (Entry, Promo) • IL State Police (Entry, Promo) • Moline PD (Promo) • Naperville FD (Entry) • Naperville PD (Entry) • Rockford FD (Entry, Promo) • Rockford PD (Promo) INDIANA • Indianapolis FD (Entry, Promo) • Indianapolis PD (Entry, Promo) IOWA • Davenport FD (Promo) • Davenport PD (Promo) KANSAS • Kansas City FD (Promo) • Kansas City PD (Promo) MAINE • Portland PD (Entry PO) MARYLAND • Baltimore FD (Promo) • Baltimore PD (Promo) • Howard County PD (Entry) • Montgomery County Corrections (Entry, Promo) • Mont. Cty FD (Entry, Promo) • Montgomery Cty PD (Promo) • Montgomery Cty SO (Promo) MASSACHUSETTS • MA State Police (Promo) • MA Trail Court (Entry, Promo) MICHIGAN • Ann Arbor PD (Promo) • Detroit PD (Promo) • Grand Rapids PD (Promo) MINNESOTA • Minneapolis PD (Promo) • St. Paul PD (Promo) MISSISSIPPI • MS Highway Patrol (Promo) MISSOURI • Springfield FD (Entry, Promo) • Springfield PD (Entry, Promo) NEVADA • Las Vegas FD (Promo) NEW JERSEY • NJ Dept. of Personnel (Entry) NEW MEXICO • Albuquerque FD (Promo) • Albuquerque PD (Promo) • Bernalillo FD (Promo) • Bernalillo CO (Promo) • Los Alamos FD (Entry, Promo) • Los Alamos PD (Entry, Promo) NEW YORK • Buffalo FD (Promo) • Buffalo PD (Entry, Promo) • NY Metro Trans. Auth. (Entry) • NY Dept. Civil Service (Entry) NORTH CAROLINA • Raleigh PD (Promo) OHIO • Cincinnati FD (Entry, Promo) • Cincinnati PD (Entry, Promo) OKLAHOMA • Broken Arrow FD (Promo) • Oklahoma City PD (Entry PAT) • Tulsa FD (Promo) • Tulsa PD (Promo) OREGON • Portland FD (Promo) • Portland PD (Promo) PENNSYLVANIA • Pittsburgh FD (Entry) • Pittsburgh PD (Promo) SOUTH CAROLINA • Columbia PD (Promo) TENNESSEE • Chattanooga FD (Promo) • Chattanooga PD (Promo) • Nashville PD (Promo) TEXAS • Arlington FD (Entry, Promo) • Austin EMS (Promo) • Austin PD (Promo) • Dallas FD (Entry, Promo) • Dallas PD (Promo) • Fort Worth FD (Entry) • Fort Worth PD (Entry) • Harris County Sheriff (Promo) • Houston PD (Promo) • San Antonio FD (Entry, Promo) • San Antonio PD (Entry, Promo) VIRGINIA • Chesapeake PD (Promo) • Chesterfield County PD (Promo) • Suffolk PD (Promo) • Virginia Beach PD (Promo) WISCONSIN • Milwaukee FD (Entry, Promo) 38 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 5 IOS has a reputation as the elite public safety selection consulting firm in the nation. In addition to working with many of the most prominent agencies in the nation, we also publish exams and assessment tools that are routinely considered to be the best in the national marketplace. In 2007, the City of Chicago contracted with an independent consulting firm to evaluate all firefighter exams that were commercially available in an effort to identify the best exam for the City. The available options were narrowed down and then technical documentation was scrutinized. Based on this review, the top three exams were chosen and a local criterion- related validation study was conducted. IOS’s entry-level firefighter exam was then selected as the best option based on validity evidence and its ability to mitigate disparate impact outcomes. The exam was administered to over 20,000 candidates. In 2010, the City of Virginia Beach contracted with another independent consulting firm to conduct a similar review of exams. Again, IOS’s firefighter examination was selected. More recently, in 2013, the City of Chicago engaged in a similar process to identify a police officer exam. IOS’s entry-level law enforcement exam was selected and administered to approximately 16,000 candidates. We are proud of the fact that our products, when independently scrutinized and evaluated by objective, trained experts, are consistently recognized as top notch. IOS’s consultants have experience designing and defending selection processes. In addition to working with the DOJ and the federal courts to design appropriate testing processes, our consultants have also served as expert witnesses and fact witnesses in litigation proceedings. Most notably, IOS developed a testing process for the New Haven, CT Fire Department that was considered in the Supreme Court of the United States in Ricci v. DeStefano. The Court concluded that the testing process was fair and valid and it required that New Haven implement the results of the testing process. IOS’s consultant, Chad Legel, was instrumental in providing evidence/deposition to defend the validity and fairness of the testing process. IOS was founded on the premise that public safety selection processes can be improved. Our experience has taught us that many consulting firms providing public safety testing services do not apply the rigor and expertise needed to properly validate selection tools and ensure their success. IOS is committed to improving the state of public safety selection through a commitment to the science of selection and through education. IOS is a value-driven organization. We are guided by four core values: a commitment to ensuring that our exams and assessments reflect best-practices in the science of selection, a commitment to providing our clients with successful testing solutions and a remarkable consultant-client experience, a commitment to educating our clients as to what we are doing and why and a commitment to putting the nation’s best consulting team at your disposal. These values will be evident to you every step of the way. Commitment to the Science of Selection The development, validation and use of exams and assessments are based on the science of personnel selection and psychometric theory. The science of exam design and validation ensures that the exam can identify qualified candidates and can withstand the rigors of legal scrutiny should the use of the exam ever be challenged. Individuals that develop and implement exams and assessments need to be thoroughly trained in Personnel Selection and Psychometric Theory and have a firm grasp of the field of Industrial Psychology. Too often, testing tools are 39 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 6 not constructed in a manner that ensures their validity or defensibility. Not only is this risky, but it doesn’t provide any assurance that the client is finding the most qualified individuals to hire and promote. In short, when you ignore the science of testing, you risk not identifying those individuals that are going to best contribute to the success of your organization. IOS offers a team of highly qualified and experienced Industrial Psychologists who specialize in designing, validating and implementing testing and assessment processes for public safety organizations. Your agency can be confident in the soundness of our services because we adhere closely to professional guidelines that control the quality and precision of the tools we develop and employ. Our products and services adhere strictly to the following legal and professional guidelines: ▪ Federal Uniform Guidelines on Employee Selection Procedures. ▪ Recent court cases affecting the interpretation of the Uniform guidelines. ▪ Principles for the Validation and Use of Personnel Selection Procedures (Principles), published by Division 14 of the American Psychological Association. ▪ Standards for Education and Psychological Testing published by the American Educational Research Association, and the National Council on Measurement in Education. ▪ Guidelines & Ethical Considerations for Assessment Center Operations published by the International Task Force on Assessment Center Guidelines. ▪ Civil Rights Acts of 1964 and 1991. ▪ The Americans with Disabilities Act. ▪ Standards published by CALEA (Commission on Accreditation for Law Enforcement Agencies). ▪ International Fire Service Training Association (IFSTA). ▪ State laws, local ordinances and contracts. Commitment to the Service of Selection Exams and assessments provide a clear service – they help you make better decisions about who to hire and promote. Testing and assessment choices need to be made in the context of local conditions and values. Collective bargaining agreements, budgets, initiatives to diversify the workforce and other critical factors greatly affect which exams and assessments you select. We realize that in order to best serve our clients interests, we have to understand their condition and needs. We are committed to learning about our clients and working with them to design the most advantageous selection system. A necessary element of this principle is that we are flexible and responsive to our clients. Customer service is a common claim but it is rarely delivered to the proper degree. The principal members of IOS have been successful in the testing and assessment industry by putting our customers first. We deliver on our promises and we will work vigorously to ensure that our client’s interests are well-served. Commitment to Educating our Clients The field of testing and assessment is complicated and constantly evolving. This reality, combined with the fact that many testing conventions do not align with best practice, requires that test users are properly educated about the value and capability of various testing methods and the relative validities and usefulness of these methods. We feel strongly that we must provide both state-of-the-art testing tools and education to our clients about how to best design and deploy their selection processes. We are committed to objectively and 40 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 7 professionally working with test user’s to educate them about the strengths and weaknesses of testing methods and to impart proper expectations about the value and utility of the tools from which they can choose. The principal members of IOS are responsible for establishing an annual meeting to train test users concerning best practices and routinely provide pro bono training seminars for organizations such as the International Personnel Management Association (IPMA), the Commission on the Accreditation of Law Enforcement Agencies (CALEA), the International Personnel Assessment Council (IPAC), the Illinois Public Employer Labor Relations Association (IPELRA), and numerous state police and fire chiefs associations. Commitment to our Employees In order to provide the best products and deliver the highest quality service, you have to employ the best people in your industry. Our employees are the brightest and most capable. You, the client, deserve to feel like you have the most dynamic people and sharpest minds working for you. This will be evident from the first time you meet them until the time they deliver the end product. We aim to foster a working environment that demands excellence, values personal development and rewards dedication and achievement. By doing this, we know that we will best serve our clients and ensure long and successful working relationships. This proposal will detail our approach to managing your project. While we offer what we believe is the appropriate plan to accomplish your objective, we look forward to meeting with you and discussing the project in order to tailor our approach to best serve your interests. We firmly believe that we are the best at what we do. We sincerely hope that you will contact our clients to learn more about us. We look forward to the opportunity to work with you! 41 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 8 Company Experience and Personnel IOS’s team consists of some of the most recognized and experienced leaders in the highly specialized and litigious field of public safety selection. Our consultants are all trained in Industrial/Organizational Psychology and specialize in employment testing and public safety human resources consulting. Our team is sufficiently deep to allow us to proficiently manage numerous projects simultaneously, while never compromising customer service or expertise. Our team is augmented by technical advisors in the areas of law enforcement, fire service and legal issues. Our team is managed and overseen by Chad Legel, M.S. and Brian O’Sullivan, Ph.D. (ABD), who between them have over 35 years of experience in test development and validation. This management teams meets with consultants on a bi-weekly basis to review projects, discuss strategies and address project challenges. This approach ensures that all IOS projects are performed consistently and at the highest possible level. IOS only has one main office from which it conducts all of its work out of. This location is in Oak Brook, IL, which is just outside of Chicago, IL. The following table presents our project team. Team Member Qualifications Project Role Chad Legel, M.S. President and CEO Industrial/Organizational Psychologist Consultant/Project Director Brian J. O’Sullivan, M.S. (ABD) Vice President, Consulting Services Industrial/Organizational Psychologist Consultant/Project Director Mark Tawney, Ph.D. Vice President, Testing Services Industrial/Organizational Psychologist R&D Consultant and Psychometrician Brian Marentette, Ph.D. Director, Consulting Services Industrial/Organizational Psychologist Consultant Courtney Wierzbicki, Ph.D. Director, Consulting Services Industrial/Organizational Psychologist Consultant Nahren Cama, Ph.D. Manager, Consulting Services Industrial/Organizational Psychologist Consultant Amy Eitapence, M.A. Manager, Regional Recruitment & Selection Industrial/Organizational Psychologist Consultant Maxwell Porter, M.S. Manager, Testing Services Industrial/Organizational Psychologist Consultant 42 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 9 John Ford, Ph.D. Principal Consultant Industrial/Organizational Psychologist Consultant David M. Finch, Ph.D. Principal Consultant Industrial/Organizational Psychologist Consultant Drew Weedfall, Ph.D. Managing Consultant Industrial/Organizational Psychologist Consultant Samantha Gleaves, M.A. Managing Consultant Industrial/Organizational Psychologist Consultant Christen Dovalina, M.S. Senior Consultant Industrial/Organizational Psychologist Consultant Linda Reynaud, M.A. Senior Consultant Industrial/Organizational Psychologist Consultant Madison Sayler, Ph.D. Senior Consultant Industrial/Organizational Psychologist Consultant Rob Shepard, M.A. Senior Consultant Industrial/Organizational Psychologist Consultant Jacob Wolfarth, M.S. Consultant Industrial/Organizational Psychologist Consultant Haley Jochim, M.A. Senior Associate Consultant Industrial/Organizational Psychologist Consultant Allison Johnston, M.A. Associate Consultant Personnel Selection Specialist Consultant Jaclyn Delagrange, M.A. Associate Consultant Personnel Selection Specialist Consultant Josh DuBois, M.A. Associate Consultant Personnel Selection Specialist Consultant Lawrence Nisivaco, M.A., M.B.A. Associate Consultant Personnel Selection Specialist Consultant Maureen Jones, M.A. Associate Consultant Industrial/Organizational Psychologist Consultant Nathan Klimek, M.A., M.B.A. Associate Consultant Industrial/Organizational Psychologist Consultant 43 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 10 Nick Zanayed, M.A Assessment Administrator Industrial/Organizational Psychologist Assessment Administrator Harry Vuong, M.A. Senior Consulting Coordinator Personnel Selection Specialist Consulting Coordinator Casey Carroll Consulting Coordinator Personnel Selection Specialist Consulting Coordinator Genae Knowles Consulting Coordinator Personnel Selection Specialist Consulting Coordinator Monika Kossakowska Consulting Assistant Personnel Selection Specialist Consulting Assistant Delaney Diehl Consulting Assistant Personnel Selection Specialist Consulting Assistant Grace Vestuto Consulting Assistant Personnel Selection Specialist Consulting Assistant Reya Tucker, M.S. Consultant/Sr. Researcher Personnel Selection Specialist Research Analyst Alexa Bolwin, M.A. Research Analyst Industrial/Organizational Psychologist Research Analyst Zachery Peterson Research Analyst Industrial/Organizational Psychologist Research Analyst Tami Hatzis Technical Writing Manager Personnel Selection Specialist Content Specialist Karen Steiger, M.A. Senior Technical Writer M.A. in English/Writing; 19 years’ experience writing and editing public safety exams. Senior Technical Writer **We also have a large project support team that allows us to apply a great deal of additional resources to a project if need be. This team includes additional associate consultants, job analysts, technical writers, etc. The following section presents our organizational chart followed by a professional biography for each of our key project team members. 44 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 11 45 SENIOR CONSU LTANT Christen Doval ina MS Linda Reynaud M A Rob Shepard, MA ASSOC IATE CONSULTANT Allison Johnston, MA Jaclyn Delagrange, MA Lawrence N1s 1vaco, MA MBA ASSESSMENT ADMINISTRATOR Ntek Zanayed MA INDUSTRIAL/ORGANIZATIONAL SOLUTIONS EXPERTS IN THE SCIENCE □F" PUBLIC SAF"ETY SELECTION I MANAGER CONTENT DE VEL OPMENT I Tami Hatz1s SR TECHN ICA L WRITER Me lissa Kramer Karen Steiger MA Susan Van Ryn MA TECHNICAL WRITER Amy Goodwin M A Brittany Rowland MA CONTRACT WRITER Janell Epperson Wh itney Sha CONTENT DE V ELOPMENT ASSISTANT Brianna McAloon DIRECTOR CONSULTING SERVI( ES Brian Marentette Ph D PRINCIPAL CONSULTANT David Finch, Ph D SENIOR CONSULTANT MadtSon Sayler, Ph D CONSULTANT Jacob Wolfarth MS ASSOCIATE CONSULTANT Josh Du BOIS M A Maureen Jones MA Nathan Klimek MA MBA SR CONSULT ING COORDINATOR Harry Vuong, MA CONSULTING ASSISTANT Grace Vestuto CHIEF EXECUTIVE OFFICER & PARTNER Chad Legel MS PSYCHOLOGIST Halina Ferdynus, Psy D ACCOUNTING ASSOC IATE Jamie Zern Sue Zern ADMINISTRAT IVE ASSISTANT Rosalind Mullen-Fulton VICE PRESIDENT , TE STING SERVICES & PARTNER Mark Tawney PhD DI RECTOR M A RKETING AND TECHNOLOGY Bob Bartholomew MANAGER INFORMAT ION TECHNOLOGY Dave Atkinson Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 12 CHAD C. LEGEL, M.S. President & Chief Executive Officer Background Statement: Mr. Legel is the President and a Principal Member of Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Mr. Legel has 18 years of experience in the field of public safety testing and assessment. He specializes in developing, validating, deploying and defending public safety testing systems such as assessment centers, promotional job knowledge examinations, physical ability tests, entry- level examinations and oral interviews. Education: Illinois Institute of Technology, Chicago, Illinois Master of Science: Industrial/Organizational Psychology (2000) Coursework completed toward a Ph.D. in same field Cornell College, Mt. Vernon, Iowa Bachelor of Arts, Psychology (1998) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Chicago Industrial/Organizational/Psychology (CIOP) Professional Experience: 2013 to Present Industrial/Organizational Solutions, Inc. President & Chief Executive Officer • Manage the operations of one of the nation’s leading public safety human resources consulting firms • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Provided best-practice training to public safety agencies, human resources and civil service personnel 2011 to 2013 Selection Works, LLC President and CEO, Co-Founder • Led recruitment, test publication and consulting divisions • Consulted with police and fire agencies to design entry-level and promotional testing systems • Developed state-of-the-art entry-level examinations for national distribution 46 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 13 2006 to 2011 Industrial/Organizational Solutions, Inc. President and Chief Operations Officer • Managed the recruitment, test publication and consulting divisions of a multi-million dollar human resources consulting firm • Provided training to human resources and civil service personnel nationwide • Provided best-practice training to municipalities • Managed the Fire and Police Testing Summit, a national training seminar 2003 to 2006 Industrial/Organizational Solutions, Inc. Vice-President of Consulting • Managed a public safety consulting team • Validated exams and assessments • Managed the deployment of large scale selection projects • Designed Department of Transportation certification examinations • Created training articles for national trade journals 1999 to 2003 Industrial/Organizational Solutions, LLC Consultant • Developed testing and assessment processes for public safety organizations • Researched and developed standardized, off-the-shelf entry-level and promotional examinations for public safety agencies • Designed sales talent selection tools for private industry 1999 United Airlines Contractor – Flight Attendant Hiring • Interviewed prospective flight attendants • Analyzed employee survey data Summary of Selection Projects: Mr. Legel has a wealth of experience providing selection consulting services to a diverse listing of state, municipal and county public safety agencies. Following is a partial list of the jobs that Mr. Legel has personally managed in the past 19 years: Client Project Title Timeframe Colorado Highway Patrol Major Assessment Center 2017 Hattiesburg, MS Review and Redesign of Civil Service Rules; develop of police and fire promotional testing procedures 2017 Raleigh, NC Police Detective, Sergeant and Captain promotional assessments 2017 San Antonio, TX Police Captain Assessment 2017 47 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 14 Oklahoma City, OK Police Officer Physical Ability Test 2017 Dallas, TX Fire Battalion Chief Assessment 2017 Plano, TX Police Officer Physical Ability Test 2016 Colorado Highway Patrol Patrol captain assessment center 2016 Rockford, IL Recruited applicants, and developed and administered assessment center for the rank of Police Chief. 2016 Colorado Highway Patrol Patrol sergeant assessment center. 2015 St. Paul, MN Police Sergeant written exam and assessment center. 2015 Mesquite, TX Development of entry-level firefighter physical ability test. 2015 San Antonio, TX Development and administered a written exam and assessment center for the police lieutenant and police captain ranks. 2015 St. Paul, MN Development and administered a written exam and assessment center for the police sergeant rank. 2014 San Antonio, TX Development and administered a written exam and assessment center for the police captain rank. 2013 Cobb County, GA Developed and administered written exams and assessment centers for the police sergeant and lieutenant ranks. 2013 Cobb County, GA Developed and administered written exams and assessment centers for the sheriff sergeant and lieutenant ranks. 2013 Des Plaines, IL Developed and administered a fire lieutenant written exam and assessment center. 2013 Augusta, GA Developed and administered written examinations and assessment centers for the ranks of sergeant (engineer), lieutenant, captain and battalion chief. 2012 Davenport, IA Developed assessment centers for the police sergeant and lieutenant ranks. 2012 Lincolnshire, IL Developed and administered a police sergeant assessment center. 2012 Illinois State Police Developed and administered a written examination and assessment center for the ranks of master sergeant and sergeant. 2012 Plano, TX Developed an entry-level firefighter oral interview process. 2012 Des Plaines, IL Developed and administered a police sergeant written exam and assessment center. 2012 Austin, TX Validation of an entry-level firefighter examination process 2011 Baltimore, MD Development of a promotional examination and assessment for police lieutenant 2011 Bridgeport, CT Validation of a selection process for firefighter 2011 Cook County, IL Validation of entry-level corrections officer examination 2011 CSX Transportation Consultation regarding the design of a police officer recruitment and selection process 2011 Omaha, NE Job analysis for police and fire ranks and development of a police lieutenant assessment process 2011 48 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 15 Pittsburgh, PA Validation of a written examination for firefighter 2011 Tulsa, OK Development and administration of police department promotional exams and assessment centers 2011 Austin, TX Development and administration of a written examination and assessment center for fire battalion chief 2010 Baltimore, MD Development of a promotional examination and assessment for police sergeant 2010 Bridgeport, CT Validation of a selection process for police officer 2010 Dell, Inc. Translation and validation of a global sales force assessment 2010 Sidney, OH Development of a selection process for the fire chief position 2010 Baltimore, MD Development of a promotional examination and assessment for police lieutenant 2009 Chicago, IL Validation of a dispatcher examination and development of a test of verbal fluency 2009 Joplin, MO Development of a firefighter physical ability test 2009 Lincoln, NE Development of a firefighter physical ability test 2009 Minneapolis, MN Development of an assessment center process for Deputy Chief 2009 San Antonio, TX Review of firefighter hiring process for compliance with professional and legal requirements and best practices 2009 Sidney, OH Development of a selection process for the police chief position 2009 Woodridge, IL Development of a police officer interview process 2009 Augusta, GA Development of exams and assessment centers for the engineer, lieutenant, captain and battalion chief ranks 2008 Baltimore, MD Development of a promotional testing process for police sergeant 2008 Cobb County, GA Development of exams and assessment centers for the sergeant and lieutenant ranks in the Sheriff’s Department 2008 Gwinnett County, GA Development of a fire engineer exam and pumping assessment 2008 Wisconsin Department of Health, EMS Board Development of an Intermediate EMT recertification examination 2008 Woodridge, IL Development of a police sergeant interview process 2008 Austin, TX Development and administration of a police chief assessment process 2007 Cook County, IL Development of police, corrections and court services promotional examinations 2007 Dallas, TX Oversight and consultation related to fire promotional testing 2007 Jacksonville, FL Development of promotional testing processes for police sergeant and lieutenant 2007 Virginia Department of Motor Vehicles Review, analysis and update of motor vehicle and motorcycle certification examinations 2007 Waukesha County, WI Development of a sheriff deputy physical ability test 2007 Arlington Heights, IL Development of a police sergeant interview process 2006 49 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 16 Chicago, IL Validation of a firefighter examination 2006 Cobb County, GA Development and administration of police sergeant and lieutenant promotional testing processes 2006 Dallas, TX Oversight and consultation related to fire promotional testing 2006 Hartford, WI Development and administration of a police chief assessment process 2006 Kansas Board of Emergency Medical Services Development of first responder, basic EMT and intermediate EMT certification examinations 2006 Crystal Lake, IL Development of a firefighter physical ability test 2005 Denver, CO Development of a police captain assessment center 2005 Massachusetts Port Authority Development of promotional testing processes for fire lieutenant, captain and assistant chief 2005 Reading, MA Development of a police chief assessment process 2005 Arlington Heights, IL Development of a police officer interview process 2004 Florida Department of Law Enforcement Development of a basic abilities test for academy entrance 2003 Naperville, IL Development of a police officer physical ability test 2003 New Haven, CT Development of promotional testing processes for fire lieutenant and captain 2003 Richton Park, IL Development of a police sergeant interview process 2003 Tulsa, OK Development of entry-level examinations and physical ability tests for police officer and firefighter 2003 Westmont, IL Development of a police officer physical ability test 2003 Arlington Heights, IL Development of a firefighter physical ability test 2002 Arlington Heights, IL Development of a firefighter interview process 2002 Frankfort, KY Development of fire department promotional assessments 2002 Gwinnett, GA Development of an engineer pumping practice assessment 2002 Gwinnett, GA Development of a fire captain assessment process 2002 Massachusetts State Police Development of a video-based situational judgment test for state troopers 2002 Revenue Storm, Inc. Development of a sales person skill and personality assessment tool 2002 METRA Police Department Development of promotional processes for police sergeant and lieutenant 2001 Minneapolis, MN Development of a police sergeant assessment process 2001 Naperville, IL Development of a police officer interview process 2001 Norridge, IL Police staffing and organizational structure study 2001 Orange County, FL Development of a firefighter physical ability test 2001 Warwick, RI Delivery of a candidate examination preparation and training session 2001 50 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 17 Gwinnett County, GA Development of a police corporal promotional assessment process 2000 Gwinnett County, GA Development of a sheriff sergeant promotional assessment process 2000 Little Rock, AR Development of a firefighter interview process 2000 Naperville, IL Development of a firefighter physical ability test 2000 Naperville, IL Development of a firefighter interview process 2000 Savannah, GA Transportability of the CPAT 2000 Upper Arlington, IL Development of an entry-level firefighter examination 2000 Upper Arlington, OH Development of an entry-level police officer examination 2000 In addition to these numerous projects, Mr. Legel has accomplished the following: ▪ Led the development of emergency medical technician certification examination processes for the states of Kansas, Wisconsin, Oregon and Illinois ▪ Provided testing/assessment best practices training to the City of Austin TX and the Austin Firefighters Association during collective bargaining negotiations ▪ Evaluated firefighter testing practices for the City of San Antonio ▪ Evaluated and monitored the police and fire promotional testing practices for the City of Dallas, TX ▪ Founded The Police and Fire Testing Summit, an annual meeting, currently in its sixth year, of police and fire executives and human resources directors to provide training on personnel selection topics. ▪ Redesigned the State of Virginia motor vehicle written certification examination process to improve test validity and reliability Training Presentations: ▪ “Intersecting I-O Psychology and Law Enforcement,” panel discussion at the Society for Industrial Organizational Psychology Annual Conference, Orlando FL, April 2017. ▪ “Trends in Public Safety Recruitment,” Illinois City Managers Association Spring Conference, Lombard IL, March 2017 ▪ “An Alternative to High-Volume Oral Interviews,” National Public Employer’s Labor Relations Association Annual Training Conference, Savannah, GA, March 2015 ▪ “Improving the Conventional Oral Interview,” Public Safety Assessment Forum, College of DuPage, Glen Ellyn IL, July 2012 ▪ “The Illinois POWER Test: Considering its Use as a Screening Tool,” Public Safety Assessment Forum, College of DuPage, Glen Ellyn IL, July 2012 ▪ “The Firefighter Hiring Act,” Illinois Public Employer’s Labor Relations Association Training Meeting, Arlington Heights, IL, June 2012 ▪ “Achieving Racial Diversity in Public Safety Testing,” Washington State Civil Service Meeting, Ellensburg, WA, September 2011 51 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 18 ▪ “Best Practices and Considerations in Response to the Illinois Firefighter Hiring Act (Public Act 97-0251),” Illinois Public Employer Labor Relations Association (IPELRA), Hoffman Estates, IL, September 2011 ▪ “Improving Firefighter Selection Practices: Diversity, Recruiting, Oral Interviews and Assessment Centers,” Wisconsin Fire Chiefs Education Association Annual Meeting, Green Bay, WI, September 2011 ▪ “Understanding Metrics of Fairness: Adverse Impact, Standardized Mean Differences, and Significance Testing,” International Personnel Assessment Council (IPAC), Washington DC, July 2011 ▪ “Testing and Assessment Concepts and Best Practices,” Connecticut Consortium of Municipalities, Wallingford, CT, June 2011 ▪ “Using Integrity Tests to Improve Efficiency and Mitigate Disparate Impact”, Ohio Association of Chiefs of Police Annual Training Conference, Newark OH, April 2011 ▪ “Considering Disparate Impact Beyond Impact Ratios,” Presented at the 2011 International Personnel Assessment Council Conference, Washington D.C., Legel, C. C., O’Sullivan, B. J. & Tawney, M. W. (2011). ▪ “Test Developer’s Perspective on Ricci v. DeStefano”, International Personnel Management Association, Human Resources Central Region Conference, June 2010 ▪ “The Ricci Decision and Its Impact on Hiring and Promotions”, Connecticut Conference of Municipalities Annual Conference, Hartford CT, October 2009 ▪ “Firefighter Entry-level and Promotional Testing Best Practices,” Austin Labor Relationship and Collective Bargaining Negotiation Session, Austin, TX, September 2009 ▪ “Test Validity”, Littler Mendelson P.C. Class Action Strategy Conference, Phoenix AZ, April 2009 ▪ “Selecting and Retaining Generation Y Candidates for Public Safety Agencies,” Police and Fire Testing Summit, Oak Brook IL, January 2006 ▪ “Development of Reliable Structured Oral Interviews”, CALEA, Burlington VT, November 2000 Publications: ▪ Upgrading Your Police Officer Oral Interviews, Law and Order Magazine, Hendon Publishing, December 2012. ▪ Evaluating an Entry-Level Examination, Law and Order Magazine, Hendon Publishing, December 2005. Litigation: ▪ City of Clarksville Police Department - Promotional process challenge – 2002 • Provided deposition testimony ▪ City of New Haven Fire Department - Promotional process challenge – 2004 – 2009, (Ricci v. DeStefano, 129 S. Ct. 2658, 2671, 174 L. Ed. 2d 490 (2009)) • Provided deposition testimony ▪ City of Austin Fire Department - Entry-level firefighter selection arbitration – 2011 • Testified on behalf of the City of Austin as the test developer/expert 52 19 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET BRIAN J. O’SULLIVAN, Ph.D. (ABD) Vice President of Consulting Background Statement: Mr. O’Sullivan worked as a project manager and consultant for a large public safety testing firm that deals with law enforcement and fire service agencies prior to joining IOS, Inc. Mr. O’Sullivan has successfully led our consulting team as the Director of Consulting at IOS since 2001. He was promoted to his present role as Vice President in 2011. In his ten years with our firm, Brian has managed over 100 projects involving police and fire department assessment centers, promotional test development, structured oral interviews, entry-level exam development, physical-ability test development and performance-evaluation-process development and he personally handles many of our most notable projects. A partial list of Mr. O’Sullivan’s project work follows below: ▪ San Diego, CA Police Department ▪ Atlanta Police Department ▪ Buffalo, NY Police Department ▪ New York City Police Department ▪ Washington, D.C. Metropolitan Police Dept. ▪ Chicago Fire Department ▪ Massachusetts State Police Department ▪ New Jersey State Police Department ▪ Austin, TX Police and Fire Departments ▪ Houston Police Department ▪ Minneapolis Police Department ▪ Forsyth County, GA Sheriff’s Office ▪ Orange County, FL Fire Rescue ▪ North Miami Police Department ▪ Savannah, GA Police Department ▪ Gwinnett County Police Dept. ▪ Gwinnett County Sheriff’s Dept. ▪ Gwinnett County Corrections Department ▪ Huntsville, AL Police Department ▪ Fort Wayne, IN Police Department ▪ Newport News, VA Police Department ▪ Joliet, IL Police Department ▪ Cook County, IL Sheriff’s Department ▪ Jefferson County, KY Sheriff’s Office ▪ Iowa Sheriff’s Association ▪ Denver, CO Fire Department ▪ Racine, WS Fire Department ▪ New Haven, CT Fire Department 53 20 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Education: Illinois Institute of Technology, Chicago, Illinois Ph.D. (ABD): Industrial/Organizational Psychology (1999-2009) Master of Science: Industrial/Organizational Psychology (1998) Illinois State University, Normal, Illinois Bachelor of Science, Psychology and Communications (1995) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Chicago Industrial/Organizational/Psychology (CIOP) Professional Experience: 2011 to Present Industrial/Organizational Solutions, Inc. Vice President of Consulting 2005 to 2011 Industrial/Organizational Solutions, Inc. Director of Consulting ▪ Responsible for hiring, training and mentoring team of I/O Psychologists in test development/assessment projects. ▪ Manages consulting team to ensure soundness of methodology, quality of products and services. ▪ Manages and serves as the primary technical lead, consultant and day- to-day project manager/client liaison on the firm’s largest consulting initiatives. ▪ Manages all aspects of consulting projects, including work plans, project deliverables, scheduling, communications and client relations. ▪ Consults with agencies, associations, civil service commissions, state peace officer standards and training bodies, union representatives, and other parties regarding all aspects of public safety human resources. ▪ Conducts and reports job analysis, which includes the following tasks: conducting job observations; developing, administering and analyzing job-analysis questionnaires; reporting job-analysis findings; developing and facilitating task/skill-linkage workshops; analyzing linkage data; developing examination plans. ▪ Conducts and reports criterion-related and content-validation studies. Analyzes data from these studies. Also develops technical reports, incorporating job-analysis, criterion-related and content- validation results. ▪ Develops, validates and implements the following: cognitive, personality and situational-judgment tests for entry-level and 54 21 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET promotional positions; structured behavior-based interviews; written and role-play assessment exercises; physical-ability tests. ▪ Acts as an assessor in assessment centers, structured interviews and other assessment components. Assesses candidates on critical competency areas. 2002 to 2005 Industrial/Organizational Solutions, Inc. Project Manager ▪ Responsible for hiring, training and mentoring team of I/O Psychologists in test development/assessment projects. ▪ Manages and serves as the primary technical lead, consultant and day- to-day project manager/client liaison on the firm’s largest consulting initiatives. ▪ Managed consulting team to ensure soundness of methodology, quality of products and services. ▪ Managed all aspects of consulting projects, including contracting, determination of project deliverables, scheduling, communications, client relations, billing and ensuring the technical quality of all work to be completed. ▪ Developed, validated, and implemented the following: cognitive, personality and situational-judgment tests for entry-level and promotional positions; structured behavior-based interviews; written and role-play assessment exercises. ▪ Responsible for all phases of research and test development, including experimental design, data collection and analysis, item-writing and analysis, report-writing, and final presentation. ▪ Conducted job analysis, which included the following tasks: job observations; developed, administered, and analyzed job-analysis questionnaires; reported job analysis findings; developed and facilitated task/skill-linkage workshops; analyzed linkage data; developed examination plans. ▪ Conducted and reported criterion-related and content validation studies. Analyzed data from these studies. Developed technical reports, incorporating job analysis, criterion-related and content- validation results. 1997 to 2001 Stanard and Associates, Inc. Senior Human Resources Consultant ▪ Served as primary project manager and consultant (reporting directly to the vice president) on projects involving entry-level selection and promotional assessment, performance management, employee- attitude survey development, and organizational analysis and development. 55 22 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET ▪ Managed all aspects of consulting projects, including contracting, determination of project deliverables, scheduling, communications, client relations, billing and ensuring the technical quality of all work to be completed. ▪ Developed and implemented performance-management processes and 360-degree feedback instruments. ▪ Developed entry-level selection processes and promotional processes in accordance with all local, state and federal guidelines. ▪ Developed employee-attitude and retention surveys, analyzed data and prepared reports for clients. ▪ Developed entry-level tests, promotional examinations and assessments, structured oral assessments/interviews, assessment centers and physical-ability assessments. ▪ Conducted all technical aspects of consulting projects, including all phases of job analysis, product development, test administration, product training, data analysis, scoring, validation and project documentation/technical-report writing. ▪ Advised clients on legal issues related to selection, promotion, evaluation of employee performance and other related human resources matters. ▪ Conducted research on current products, including validation studies, statistical analyses and normative studies. Provided technical support for off-the-shelf products. ▪ Responsible for new product development, including the development and validation of a nationwide correctional officer examination expected to increase company sales revenue by approximately 10-15 percent. ▪ Supervised full-time consultant and was responsible for hiring, training and supervising all interns. ▪ Wrote proposals and presented services to clients. 1999 NCS/Pearson Research Associate ▪ Maintained and revised SRA employment tests, norms and administration manuals. Developed and programmed computerized versions of tests and provided technical support. 1997 The Ball Foundation Test and Selection Specialist ▪ Provided entry-level testing services to local area apprenticeship programs and aided office manager with general human resources functions. ▪ Developed an internal employee handbook. 56 23 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET ▪ Conducted job analyses, constructed test batteries, administered examinations, and conducted scoring and reporting activities. ▪ Developed a product catalog and coordinated nationwide distribution. ▪ Conducted marketing and sales activities, including developing marketing pieces and attending relevant trade shows (SHRM, ASTD and APA). ▪ Conducted preliminary research activities for test development. Summary of Selection Projects: Mr. O’Sullivan has a wealth of experience providing selection consulting services to a diverse listing of state, municipal and county public safety agencies. Following is a partial list of the jobs that Mr. O’Sullivan has personally managed in the past 16 years: Contract Title Project Description Timeframe Charlotte Mecklenburg Police Department Development and administration of written examinations and assessment centers for the rank of Sergeant. 2021 Charlotte Mecklenburg Police Department Development and administration of assessment center for the rank of Lieutenant. 2021 Austin Police Department Administration of the assessment center for the rank of Sergeant 2020 Houston Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Sergeant. 2020 Houston Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Lieutenant. 2020 Houston Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Commander. 2020 Minneapolis, MN Police Department Development and adminsitration of the written examination for the rank of Sergeant. Development and administration of the assessment center for the rank of Sergeant. 2020 Indianapolis Metropolitan Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Sergeant. 2020 Indianapolis Metropolitan Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2020 Indianapolis Metropolitan Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Captain. 2020 Atlanta Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Sergeant. 2020 57 24 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Atlanta Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2020 San Diego Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Police Officer III. 2020 San Diego Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Detective. 2020 San Diego Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Sergeant. 2020 San Diego Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2020 Buffalo, NY Police Department Development and administration of written examinations and assessment centers for the rank of Detective. 2019 Buffalo, NY Police Department Development and administration of written examinations and assessment centers for the ranks of Detective Sergeant. 2019 Buffalo, NY Police Department Development and administration of written examinations and assessment centers for the ranks of Lieutenant. 2019 Buffalo, NY Police Department Development and administration of written examinations and assessment centers for the rank of Captain. 2019 Chicago Fire Department Job analysis and development of written examination and assessment center for the rank of Battalion Chief. 2019 Milwaukee Fire Department Development and administration of written examinations and assessment centers for the rank of Lieutenant. 2019 Milwaukee Fire Department Development and administration of written examinations and assessment centers for the rank of Captain. 2019 Minneapolis Police Department Development of assessment center for the rank of Lieutenant. 2019 Austin Police Department Development and administration of assessment centers for the rank of Sergeant. 2019 Austin Police Department Development and administration of assessment centers for the rank of Lieutenant. 2019 Austin Police Department Development and administration of assessment centers for the rank of Commander. 2019 Houston Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Sergeant. 2018 Houston Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Lieutenant. 2018 Houston Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Captain. 2018 58 25 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Pittsburgh, PA Bureau of Police Written examination, and assessment center development, validation, administration, and scoring for the rank of Sergeant. 2018 Minneapolis, MN Police Department Written examination and assessment center development, validation, and administration for the rank of Sergeant. 2018 Indianapolis Metropolitan Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Sergeant. 2018 Indianapolis Metropolitan Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Lieutenant. 2018 Indianapolis Metropolitan Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Captain. 2018 Atlanta Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Sergeant. 2018 Atlanta Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2018 San Diego Police Department Job analysis, written examination, and assessment center development, validation, administration and scoring for the rank of Police Officer III. 2018 San Diego Police Department Job analysis, written examination, and assessment center development, validation, administration and scoring for the rank of Detective. 2018 San Diego Police Department Job analysis, written examination, and assessment center development, validation, administration and scoring for the rank of Sergeant. 2018 San Diego Police Department Job analysis, written examination, and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2018 New York Civil Service, State Wide Entry Level Test Job analysis, validations, and development of written examination to be used as a state tool. 2015-2018 Pittsburgh, PA Bureau of Police Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Sergeant. 2017 Pittsburgh, PA Bureau of Police Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Lieutenant. 2017 Minneapolis, MN Police Department Written examination and assessment center development, validation, and administration for the rank of Lieutenant. 2017 Miami, FL Police Department Job analysis and assessment center development, validation, administration, and scoring for the rank of Lieutenant. 2017 59 26 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Buffalo, NY Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Detective. 2017 Buffalo, NY Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Detective Sergeant. 2017 Buffalo, NY Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Lieutenant. 2017 Buffalo, NY Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Captain. 2017 Buffalo, NY Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Inspector. 2017 San Francisco, CA Police Department Job analysis and assessment center development, validation, administration, and scoring for the rank of Lieutenant. 2016-2017 Chicago, IL Fire Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Paramedic Field Chief. 2016-2017 Chicago, IL Fire Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Ambulance Commander. 2016-2017 Cincinnati, OH Police Department Assessment center development, validation, administration, and scoring for the rank of Captain. 2016-2017 San Diego Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Police Officer III. 2016 San Diego Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Detective. 2016 San Diego Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Sergeant. 2016 San Diego Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Lieutenant. 2016 Ann Arbor, MI Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Sergeant. 2016 Ann Arbor, MI Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2016 60 27 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Houston Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Sergeant. 2016 Houston Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2016 Houston Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Captain. 2016 Minneapolis, MN Police Department Written examination and assessment center development, validation, and administration for the rank of Sergeant. 2016 Atlanta Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Sergeant. 2016 Atlanta Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2016 Baltimore City, MD Police Department Job analysis update, written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2015-2016 Baltimore City, MD Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of EMS Battalion Chief. 2015 Baltimore City, MD Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of EMS Captain. 2015 Baltimore City, MD Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of EMS Lieutenant. 2015 Baltimore City, MD Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of Supression Lieutenant. 2015 Baltimore City, MD Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of Suppresion Captain. 2015 Baltimore City, MD Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of Supression Lieutenant. 2015 Cook County Sheriff's Office Department of Corrections Written examination, validation, and scoring for the ranks of Sergeant and Lieutenant. 2015 Cook County Sheriff's Office Department of Court Services Written examination, validation, and scoring for the ranks of Sergeant and Lieutenant. 2015 Cook County Sheriff's Office Written examination, validation, and scoring for the ranks of Police Officer, Sergeant and Lieutenant. 2015 Ann Arbor, MI Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Sergeant. 2015 61 28 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Ann Arbor, MI Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2015 Minneapolis, MN Police Department Written examination and assessment center development, validation, and administration for the rank of Lieutenant. 2015 Milwaukee, WI Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of Lieutenant. 2015 Milwaukee, WI Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of Captain. 2015 Minneapolis, MN Police Department Written examination and assessment center development, validation, and administration for the rank of Sergeant. 2014 Arlington, TX Fire Department Job analysis review/update, written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2014 Arlington, TX Fire Department Job analysis review/update, written examination and assessment center development, validation, administration and scoring for the rank of Captain. 2014 St. Louis, MO Police Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of Lieutenant. 2013-2014 St. Louis, MO Police Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of Captain. 2013-2014 Miami, FL Police Department Job analysis, written examination, and assessment center development, validations, administration, and scoring for the rank of Lieutenant. 2013-2014 Atlanta, GA Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Sergeant. 2013-2014 Atlanta, GA Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Lieutenant. 2013-2014 San Diego, CA Police Department Job analysis written examination and structured oral assessment development, validation, administration and scoring for the rank of Police Officer III. 2013-2014 San Diego, CA Police Department Job analysis written examination and structured oral assessment development, validation, administration and scoring for the rank of Detective. 2013-2014 San Diego, CA Police Department Job analysis written examination and structured oral assessment development, validation, administration and scoring for the rank of Sergeant. 2013-2014 62 29 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET San Diego, CA Police Department Job analysis written examination and structured oral assessment development, validation, administration and scoring for the rank of Lieutenant. 2013-2014 Chicago, IL Police Department Job analysis, written examination, and assessment center development, validation, administration, and scoring for the rank of Sergeant. 2013-2014 Milwaukee, WI Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of Captain. 2013 Milwaukee, WI Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of Lieutenant. 2013 Milwaukee, WI Fire Department Job analysis, written examination, and assessment center development, validation, and administration for the rank of HMO. 2013 San Jose, CA Fire Department Written examination and assessment center development, validation, and administration for the rank of Fire Engineer. 2013 San Jose, CA Fire Department Written examination and assessment center development, validation, and administration for the rank of Prevention Inspector. 2013 San Jose, CA Fire Department Written examination and assessment center development, validation, and administration for the rank of Arson Investigator. 2013 Springfield, IL Police and Fire Departments Written Examinations and Oral Interview development and administration for police and fire. 2013 Minneapolis, MN Police Department Job analysis review/update, written examination and assessment cetner development, validations, administration and scoring for the rank of Lieutenant. 2012-2013 Buffalo Police Department Job analysis written examination and structured oral assessment/assessment center development, validations, administration and scoring for Detective, Detective-Sergeant, Lieutenant, Captain and Inspector. 2011-2012 San Diego, CA Police Department S Job analysis written examination and structured oral assessment development, validations, administration and scoring for police officer III, Detective, Sergeant and Lieutenant. 2011-2012 Atlanta, GA Police Department Sergeant and Lieutenant Promotional Process Job analysis update, written examination and structured oral assessment development, validations, administration and scoring for police Sergeant and Lieutenant. 2011-2012 Tulsa, OK Police Department Job analysis and written examination and assessment center development, validation, administration and scoring for the ranks of Corporal, Sergeant, Captain, Major and Deputy Chief. 2011-2012 63 30 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Ann Arbor, MI Police Department Written examination and assessment center development, validation, administration and scoring for the ranks of Sergeant and Lieutenant. 2011-2012 Chicago Fire Department, EMS Job analysis and written examination and assessment center development, validation, administration and scoring for the rank of Ambulance Commander and Paramedic Field Chief 2011-2012 Omaha Police and Fire Department Oversight on the development of written examinations and assessment centers, including development, validation, administration and scoring for the rank of Police Sergeant, Lieutenant and Captain and Fire Specialist, Lieutenant, Captain and Battalion Chief. Conduct job analysis for all protective services ranks. Assistance with the implementation of the city's entry-level fire fighter selection process. 2011-2012 Florida Department of Transportation, Motor Carrier Division Written examination development, validation, administration and scoring for the rank of Sergeant. 2011 Cook County Sheriff's Office promotional process Written examination development, validation, administration and scoring for the ranks of Corrections Sergeant and Lieutenant, Court Services Sergeant and Lieutenant and Sheriff's Police Officer (lateral), Sergeant and Lieutenant. 2011 Springfield, IL Police and Fire Departments Test coordination, administration, scoring/banding, analysis and reporting for entry-level positions of police officer and firefighter. 2011 Minneapolis Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Sergeant 2011 Buffalo Police Department Development and validation of a test battery for Police Officer in the BPD. Includes the development of a parallel cognitive examination, the transportability of an integrity inventory and an assessment of personality. Worked with city's legal council, the DOJ (and DOJ's testing expert) and the local courts to implement a suitable entry-level selection process and was able to lift 33-year old court oversight of the process. 2010-2011 Arlington, TX Fire Department Written examination and assessment center development, validation, administration and scoring for the ranks of Lieutenant and Captain. 2010-2011 Minneapolis Police Department Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2010-2011 Illinois State Police (through the State Police Merit Board) Written examination and assessment center development, validation, administration and scoring for the ranks of Sergeant and Master Sergeant. 2010 Houston Police Department Promotional Process Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant (Additional testing from 2009 list). 2010 64 31 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Massachusetts State Police Written job knowledge development, validation and administration to the rank of Sergeant 2010 Washington D.C. Fire Sergeant, Lieutenant and Captain Promotional Process Job analysis, written examination and assessment center development, validation, administration and scoring for three ranks 2009-2010 Washington D.C. Fire Suppression Battalion Chief Promotional Process Job analysis, written examination and assessment center development, validation, administration and scoring for Fire Suppression Battalion Chief 2009-2010 Washington D.C. EMS Captain Promotional Process Job analysis, written examination and assessment center development, validation, administration and scoring for EMS Captain 2009-2010 City of Chicago- Police Communication Operator I Selection Process Test coordination, administration, scoring, analysis and reporting for entry-level position. 2010 San Diego, CA Police Department Sergeant and Lieutenant Promotional Process Job analysis, written examination and structured oral assessment development, validation, administration and scoring for police Sergeant and Lieutenant. 2009-2010 Los Alamos Fire Department Promotional Process to Assistant Chief and Deputy Chief Assessment center development, validation, training, administration and reporting for the ranks of AC and DC. 2009 Illinois State Police (through the State Police Merit Board) Job analysis to the rank of Trooper. 2009 City of Chicago- Police Communication Operator I Selection Process Job analysis, test development and validation for a test of oral communication clarity. Test coordination, administration, scoring, analysis and reporting for entry-level position. 2009 Atlanta, GA Police Department Sergeant and Lieutenant Promotional Process Job analysis, written examination and structured oral assessment development, validations, administration and scoring for police Sergeant and Lieutenant. 2009 Chicago Fire Department- Entry-Level Fire USERRA Examination Retesting for entry-level fire examination for military candidates per USERRA: Fire entry-level written examination administration and application processing. 2009 Cook County Sheriff's Office promotional process Written examination development and administration for sheriff's police Sergeant and Lieutenant, court services Sergeant and Lieutenant and correctional division Sergeant, Lieutenant and Captain. 2009 Houston Police Department Promotional Process Written examination and assessment center development, validation, administration and scoring for the rank of Lieutenant. 2009 Houston Police Department Promotional Process Written examination and assessment center development, validation, administration and scoring for the rank of Captain. 2009 65 32 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Washington, D.C. Metropolitan Police Department Development of a job knowledge examinations for the ranks of Sergeant, Lieutenant, and Captain 2008-2009 Massachusetts State Police Written job knowledge and structured oral assessment development, validation and administration to the rank of Captain. 2009 Minneapolis Police Job analysis to the ranks of Sergeant, Lieutenant and Captain for the MPD. 2009 DC Metro Police Development of a job knowledge examination for the ranks of Sergeant, Lieutenant, and Captain. 2008-2009 Milwaukee Fire Department Entry-Level Testing Process Job analysis, validation, administration and scoring on a fire entry- level examination for the city of Milwaukee. Development, validation and assessor training of an entry-level fire structured oral interview. 2008-2009 Austin, TX Police Commander and Lieutenant Promotional Process Developed, validated, and administered an assessment center for the ranks of Lieutenant and Commander. 2008 Buffalo, NY Police Promotional Process Retesting for military candidates: Written examination and assessment center for Lieutenant, Detective and Captain. 2008 Chicago Fire Department- FCOI Entry-Level Testing Entry-level written examination validation, administration, application processing and scoring for Fire Communications Officer I position. 2008 Joplin MO Police Department PAT Development Development and validation of an entry-level police physical ability test for the Joplin Police Department. 2008 Los Alamos Fire Department Promotional Process Development, validation and administration of assessment centers for the ranks of Battalion Chief and Assistant Chief for LAFD. 2008 Lisle, IL Police Department Promotional Process for Sergeant Administration of an OTS written examination and development, validation, administration and scoring of a Sergeant assessment center. 2008 Buffalo, NY Police Promotional Process to the ranks of Detective and Detective Sergeant Job analysis, written examination and structured oral interview (Detective) and structured oral assessment (Detective Sergeant) development, validation, administration and scoring for police Detective and Detective Sergeant. 2008 Buffalo, NY Police Promotional Process to the ranks of Captain and Inspector Job analysis, written examination and assessment center development, validation, administration and scoring for police Captain and Inspector. 2008 Buffalo, NY Police Promotional Process to the rank of Lieutenant Job analysis, written examination and structured oral assessment development, validation, administration and scoring for police Lieutenant. 2008 66 33 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET State of New Jersey, Department of Personnel Retesting of entry-level test made up of three parallel forms (developed in 2005-2006) for positions statewide including law enforcement officer, sheriff’s officer, sheriff’s deputy, corrections officer, state ranger, etc. Scoring and analysis for NJ-LEE 2008 administration 2008 Moline, IL Police Department Promotional Process to Lieutenant Development, validation and administration of a written examination and assessment center to the rank of Lieutenant in the Moline PD. 2007 Gwinnett County, GA Protective Services Job analysis for the ranks of Corporal, Sergeant and Lieutenant in the Police, Sheriff’s and Corrections Department; Job analysis for the ranks of Driver Engineer, Lieutenant and Captain in the Fire Department. 2007 Chicago Fire Department- Entry-Level Fire Written Examination Entry-level written examination validation, administration coordination and scoring-- project consultant role. 2006 Forsyth, GA Sheriff’s Department Promotional written examination and assessment center development, validation and administration to the ranks of Sergeant, Lieutenant & Captain. 2006 Tacoma, WA Police Department Lieutenant promotional examination development. 2006 Houston, TX Police Department Promotional written examination and assessment center development, validation, and administration to the rank of Captain. Development and administration of a promotional job knowledge examination for 41 candidates, as well as the development of an assessment center for 25 candidates. 2005-2006 Austin, TX Police Department Conducted a job analysis and managed the job knowledge examination development for the rank of Corporal. 2005-2006 State of New Jersey, Department of Personnel Re-development of three forms of the NJ-LEE entry-level selection tool. 2005-2006 Minneapolis, MN Police Department Assessment center development, validation, and administration to the rank of Lieutenant. Job analysis revision & assessment center development, validation & administration for 40 candidates. 2005 Austin, TX Police Department Developed, validated, and administered an assessment center for the rank of Sergeant. 2005 Austin, TX Police Department Conducted a job analysis and managed the job knowledge examination development for the rank of Detective. 2005 Orange County, FL Fire Rescue Department Job analysis, assessment center development; situation judgment test development, computer writing assessment development and job knowledge examination development for the rank to Lieutenant. 2005 67 34 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Massachusetts State Police Written job knowledge and structured oral assessment development, validation and administration to the rank of Captain. 2005 Gwinnett County, GA Protective Services Written job knowledge development, validation and administration to the rank of Corporal in the Sheriff’s Department. 2005 Gwinnett County, GA Protective Services Written job knowledge development, validation and administration to the rank of Sergeant in the Sheriff’s Department. 2005 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Lieutenant in the Sheriff’s Department. 2005 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Lieutenant in the Sheriff’s Department. 2005 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Sergeant in the Corrections Department. 2005 Gwinnett County, GA Protective Services Written job knowledge development, validation and administration to the rank of Corporal in the Police Department. 2005 Fort Lauderdale, FL Fire Department Fire Inspector II promotional examination development. 2005 Fort Lauderdale, FL Fire Department Driver Engineer promotional examination development. 2005 Tacoma, WA Police Department Captain promotional examination development. 2005 Tacoma, WA Police Department Detective promotional examination development. 2005 West Pittston, PA Police Department Entry-level examination administration; PAT administration/consultation & oral board development and administration for 27 candidates in August, 2005 & 9 candidates in October, 2005. 2005 Washington, D.C. Metropolitan Police Department Development of a job knowledge examination for the ranks of Sergeant, Lieutenant, and Captain, for 1015, 196, and 108 candidates, respectively. 2004-2005 Austin, TX Police Department Developed, validated, and administered an assessment center for the ranks of Lieutenant and Commander. 2004-2005 Massachusetts State Police Written job knowledge and structured oral assessment development, validation and administration to the rank of Lieutenant. 2004-2005 Reading, MA Police Department Assessment center development and administration to the rank of Police Chief. 2004-2005 68 35 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Springfield, MO Police Department Promotional written examination and assessment center development, validation & administration to the ranks of Corporal & Sergeant. 2004-2005 State of New Jersey, Department of Personnel Statewide job analysis, physical ability test development, assessment center development; situation judgment test development, computer writing assessment development and job knowledge examination development. Initial job analysis and entry-level test development and validation of three parallel forms for positions statewide including law enforcement officer, sheriff’s officer, sheriff’s deputy, corrections officer, state ranger, etc. 2004 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Lieutenant in the Sheriff’s Department. 2004 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Communications Officer III & IV in the Communication’s Division of the Police Department. 2004 Gwinnett County, GA Protective Services Written job knowledge development, validation and administration to the rank of Sergeant in the Sheriff’s Department. 2004 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Sergeant in the Police Department. 2004 St. John’s Island, SC Fire Protection District Entry-level and incumbent standard physical ability test development & validation and fitness program development. 2004 McHenry County, IL Sheriff’s Department Promotional written examination and assessment center development and administration to the rank of Lieutenant, 8 candidates, 7 assessors recruited. 2004 Westchester, IL Fire Department Promotional written examination and assessment center development and administration to the rank of Lieutenant, 5 candidates (3 AC). 2004 Norwalk, CT Police Department Conducted a job analysis, entry-level (NCJOSI) test field-testing, and criterion validation. 2004 Orange County, FL Fire Rescue Department Job analysis, assessment center development; situation judgment test development, computer writing assessment development for the rank to Battalion Chief. Spring 2004 Orange County, FL Fire Rescue Department Job analysis, assessment center development; situation judgment test development, computer writing assessment development and job knowledge examination development for the rank to Battalion Chief. Fall 2004 New York State Police Department Entry-Level written examination validation. Conducted a job analysis, field tested I/O Solutions Entry-Level Exam (NCJOSI), and validated the criterion of the NCJOSI. 2003-2004 69 36 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Massachusetts State Police Written job knowledge examination development, validation and administration to the rank of Sergeant. 2003-2004 Ozark, AL and Enterprise, AL Fire Departments Entry-level and incumbent standard physical ability test development & validation for two agencies. 2003-2004 Gwinnett County, GA Protective Services Written job knowledge development, validation and administration to the rank of Corporal in the Police Department. 2003 Gwinnett County, GA Protective Services Written job knowledge development, validation and administration to the rank of Sergeant in the Sheriff’s Department. 2003 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Sergeant in the Police Department. 2003 Schaumburg, IL Police Department Promotional written examination development and administration to the rank of Lieutenant, 3 candidates. 2003 Westmont, IL Police Department Promotional Job Knowledge Examination Development & Assessment Center Development for 11 sergeant (8 AC) candidates and 4 lieutenant candidates (3 AC). 2003 Clarksville, TN Police Department Promotional process development and validation for the ranks of Sergeant & Lieutenant. 2003 Richton Park, IL Police Department Assessment center development and administration to the rank of Sergeant, 3 candidates, 3 assessors recruited. 2003 New Haven, CT Fire Department Promotional written job knowledge examination and structured oral assessment development, validation & administration to the ranks of Lieutenant and Captain. 2003 Frankfort, KY Fire Department Assessment center development and administration to the ranks of Driver Engineer, Lieutenant, Captain, Battalion Chief & Deputy Chief. 2003 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Lieutenant in the Police Department. 2002-2003 Gwinnett County, GA Protective Services Written job knowledge and practical tactical exercise development, validation and administration to the rank of Driver Engineer in the Fire Department. 2002-2003 North Miami, FL Police Department Promotional written examination and assessment center development, validation & administration to the ranks of Sergeant & Lieutenant. 2002-2003 Matteson, IL Police Department Assessment center development and administration to the rank of Sergeant, 5 candidates, 3 assessors recruited. 2002-2003 Tulsa, OK Police and Fire Department Entry-level police and fire written examination development & validation, structured oral interview development & validation and entry-level physical ability test development & validation. 2002-2003 Massachusetts State Police Entry-level video-based situational judgment test development, validation and administration. 2002 70 37 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Gwinnett County, GA Protective Services Written job knowledge examination development, validation and administration to the rank of Corporal in the Sheriff’s Department. 2002 Gwinnett County, GA Protective Services Written job knowledge, assessment center development and structured oral assessment development validation and administration to the rank of Sergeant in the Correction’s Department. 2002 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Lieutenant in the Sheriff’s Department. 2002 Gwinnett County, GA Protective Services Written job knowledge development, validation and administration to the rank of Corporal in the Corrections Department. 2002 Gwinnett County, GA Protective Services Written job knowledge and assessment center development, validation and administration to the rank of Captain in the Fire Department. 2002 North Miami, FL Police Department Entry-level police written examination development & validation, B-PAD validation, entry-level physical ability test validation and entry-level selection process review. 2002 Roselle, IL Police Department Managerial assessment for promotion to Deputy Chief. 2002 Gwinnett County, GA Protective Services Job analysis for the ranks of Corporal, Sergeant and Lieutenant in the Police, Sheriff’s and Corrections Department; Job analysis for the ranks of Driver Engineer, Lieutenant and Captain in the Fire Department. 2002 Publications: O’Sullivan, B.J. and Roch, S. (April 1999). The Longitudinal Effects of FOR and Observational Training on Accuracy. Paper presented at the 14th Annual Meeting for the Society for Industrial and Organizational Psychology, Atlanta, GA. Jones, J.A., O’Sullivan, B.J., and Carson, A. (August 1998). Mechanical Aptitude Measurement. Paper presented at the Meeting of the American Psychological Association, San Francisco, CA. 71 38 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET MARK W. TAWNEY, Ph.D. Principal & Vice President of Testing Services Background Statement: Dr. Tawney has more than ten years of experience in public safety testing and assessment and has led the test publication and research and development divisions of two national public safety testing firms. Dr. Tawney is a Principal Member who leads our Testing Services division. Dr. Tawney is a gifted psychometrician and test validation expert. He holds a Ph.D. in Industrial/Organizational Psychology from Illinois Institute of Technology and a Master’s degree in Experimental Psychology from DePaul University. Dr. Tawney’s major area of research and contribution to the field of I/O psychology deals with investigating alternative methodologies to enhance non-cognitive selection tools. His research aims to enhance the predictive quality of these assessment tools such that they can be used in conjunction with more traditional cognitive assessments. Education: Illinois Institute of Technology, Chicago, Illinois Ph.D.: Industrial/Organizational Psychology (2012) Master of Science: Industrial/Organizational Psychology (2007) DePaul University, Chicago, Illinois Master of Science, Experimental Psychology (2005) Coe College, Cedar Rapids, Iowa Bachelor of Science, Psychology & Philosophy (2003) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Chicago Industrial/Organizational/Psychology (CIOP) Professional Experience: 2013 to Present Industrial/Organizational Solutions, Inc. Principle - Vice President of Testing Services 2011 to 2013 Selection Works, LLC. Co-Founder - Vice President of Research and Development 2005 to 2011 Industrial/Organizational Solutions, Inc. 72 39 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Research and Development Manager Summary of Selection Projects: The following table provides a small sampling of Dr. Tawney’s projects over the past few years. Client Consulting Work Client Project Description Timeframe New York State Department of Civil Service Development of state-wide entry-level selection examination for the State of New York. Project work includes: Examination plan development from job analytic data, development of cognitive and non-cognitive questions, pilot and local field-testing, and criterion-related and content validation strategies for the various components of the examination. Served as Department’s expert to collaborate with the Department of Justice, who had oversight on the project. 2016-Present Milwaukee, WI Fire Department Oversaw the development, validation, and implementation of entry-level selection process which included an exam battery of cognitive ability, personality, and a structured oral interview. Developed methods for deploying "daily" SOI training for 200 plus civilian raters. 2017-Present Cincinnati, OH Fire Department Conducted local transportation validation study and job analysis for an entry-level selection tool for the position of firefighter. Analyzed results for an assessment of impact of minimally qualified cut-off point. 2017-Present Indianapolis, IN Police Department Oversaw the development, validation, and implementation of entry-level selection process which included an exam battery of cognitive ability, integrity and a structured oral assessment - including a video-based writing sample, video-based SJT, and structured oral interview. 2017 - Present Chicago, IL Police Department Developed methodologies and strategies to establish minimally qualified cut-point for the developed examination and analyzed the testing impact on sub-groups. 2017-2018 Cook County Merit Board, IL Customized and validated entry-level selection process for the entry-level positions. Including CTT and DIF analysis for item level impact. Conducted empirical keying methodology to validate a custom keying solution for a measure of integrity. Project yielded customized solution that greatly reduced impact against protected classes, while maintaining prediction of essential criteria. 2017 Edmond, OK Fire Department Oversaw the development, validation, and implementation of entry-level selection process which included an exam battery of cognitive ability, personality, integrity and a structured oral interview. Developed methods for adding structure to final stage Chief's interview - a semi-structured interview. 2017 73 40 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Indianapolis, IN Fire Department Oversaw the development, validation, and implementation of entry-level selection process which included an exam battery of cognitive ability, personality, integrity and a structured oral interview. 2017 Cincinnati, OH Police Department Conducted local transportation validation study and job analysis for an entry-level selection tool for the position of police officer. Analyzed results for an assessment of impact of minimally qualified cut-off point. 2017 Richmond, VA Fire Department Conducted local transportation validation study and job analysis for an entry-level selection tool for the position of firefighter. Analyzed results for an assessment of impact of minimally qualified cut-off point. 2017 New Jersey Civil Service Commission Customized and re-validated entry-level selection process for the entry- level firefighter position across the state of New Jersey. Including CTT and DIF analysis for item level impact, and removal of poor functioning items. Conducted predictive validation study with selection tool by linking recently hired firefighters' academy and job performance with their examination results. 2017-Present New York Mass Transit Authority Police Department Conducted a state-wide transportability validation study for the large scale administration of an entry-level police examination to approximately 20,000 applicants. 2017 Lubbock, TX Customized an entry-level selection exam and conducted a transportability validation study, while servicing as City’s expert to collaborate with the Department of Justice. 2016-2017 Dallas, TX Police Department Conducted job analysis for all non-executive ranks within the department. 2016 - 2017 Montgomery County. MD Fire and Rescue Department Customized and validated entry-level selection process for the entry-level firefighter position. Including CTT and DIF analysis for item level impact, transportability study and structure oral interview development utilizing a content validation strategy. 2016 Chicago, IL Police Department Customized and validated entry-level selection process for the entry-level police officer position. Including CTT and DIF analysis for item level impact. Conducted empirical keying methodology to validate a custom keying solution for a measure of integrity. 2016 Bridgeport, CT Fire Department Customized and validated entry-level selection exam for the entry-level firefighter position. Including CTT and DIF analysis for item level impact, concurrent validation study and content validation study for a situational judgement test. 2016 74 41 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Norwalk, CT Fire Department Standardization, cut-off score analysis, and impact statistics of entry-level testing battery which included a multi-staged written exams and structured oral interview. 2016 Buffalo, NY Police Department Development and validation of entry-level selection exam for the entry- level police officers position. 2015-2016 New York State Department of Civil Service Development of state-wide job analysis for the purpose of developing and validation a new entry-level selection process for the State of New York. Project work included: Job analysis interviews and observation, development of job analysis questionnaire and linkage analysis survey and the development of a comprehensive state-wide sampling plan and analysis. Served as Department’s expert to collaborate with the Department of Justice, who had oversight on the project. 2015-2016 Massachusetts Trial Court Development and validation of physical ability test for the position of entry-level court officers for the Massachusetts Trail Court. 2015 Bridgeport, CT Police Department Customized and developed entry-level selection tool to hire for the entry-level police officers for the Bridgeport, CT Police Department which included: local field-testing and criterion-related validation study, content validation sessions and custom scoring of a Situation judgement test with SMEs, item-analysis and DIF analysis on archival examination results, custom cut-score analysis. 2015 New Jersey Civil Service Commission Customized and developed entry-level selection tool to hire for the entry-level firefighter position in the State of New Jersey which included: transportation of evidence for a written exam, local field-testing, content validation sessions and custom scoring of a Situation judgement test with SMEs, field test and validation of a physical ability test, item-analysis and DIF analysis on examination results, custom cut-score analysis. 2015 Houston, TX Fire Department Assessed test and item functioning after initial use by means of conducting DIF analysis and item analysis on applicant data with the goal of improving future test performance. 2015 Florida Department of Financial Service - Firefighter Job Task Analysis Conduct state-wide job analysis for the entry-level firefighter position (paid and volunteer) in the State of Florida which includes: interviews, large scale job analysis questionnaire deployment to over 5000 incumbent firefighters, linkage analysis, and development of technical reports. 2014-2015 Chicago, IL Fire Department Aided in the validation and customization work of an entry-level selection tool to hire entry-level firefighters for the city of Chicago. 2014-2015 75 42 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Developed methodologies and strategies to establish minimally qualified cut-point for the developed examination and analyzed the testing impact on sub-groups. New Jersey Civil Service Commission Conducted state-wide job analysis for the entry-level firefighter position in the State of New Jersey which included: interviews, large scale job analysis questionnaire deployment to 3000 incumbent firefighters, linkage analysis and test plan development. 2014-2015 Miami, FL Fire Department Conducted job analysis, transportability validation study and cut-off score analysis for an entry-level selection examination. 2014 Massachusetts Trial Court Conducted state-wide job analysis, test customization and validation of the entry-level selection examination for three position within the organization. 2014 Chicago IL Police Department Aided in the validation and customization work of an entry-level selection tool to hire entry-level police officers for the city of Chicago. 2013-2014 Developed methodologies and strategies to establish minimally qualified cut-point for the developed examination and analyzed the testing impact on sub-groups. Pittsburgh PA Fire Department Validated and customized a scoring solution of an off-the-shelf product for use in hiring entry-level firefighters. Conducted DIF analysis, item-analysis and cut-score analysis as well as pareto-optimal weighting analysis between battery components to ensure examination process was unbiased and withstood legal scrutiny. 2013-2014 Pittsburgh PA Fire Department Served as a technical expert for the city as they collaborated with the Department of Justice for the entry-level hiring process. 2013-2014 Pennsylvania State Police Customized and validated off-the-shelf selection tool for use by the state to select individuals to enter into state academies. Conducted DIF analysis, item-analysis and a cut-score analysis to ensure examination was unbiased against sub-groups 2013-2014 Connecticut Emergency Medical Services Developed and validated Emergency Medical Examinations (EMR & EMT) recertification exams for the state of Connecticut. 2013-2014 San Antonio, TX Conducted transportability validation study and job analysis for the development and customization of an entry-level firefighter selection battery including a cognitive ability measure, personality index and integrity inventory. Oversaw the delivery and administration of this selection system. 2009-Present 76 43 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET San Antonio, TX Conducted transportability validation study and job analysis for the development and customization of an entry-level police officer selection battery including a cognitive ability measure, personality index and integrity inventory. Oversaw the delivery and administration of this selection system. 2009-Present Houston, TX Fire Department Developed and validated a customized entry-level selection tool to hire entry-level firefighters. 2012-2013 Assessed test and item functioning after initial use by means of conducting DIF analysis and item analysis on applicant data with the goal of improving future test performance. Illinois State Police & Illinois State Police Merit Board Developed and validated a customized entry-level selection tool to select applicants to enter into academies. 2012 Edmond, OK Fire Department Developed and validated a customized entry-level selection tool to hire entry-level firefighters. 2012 Dell Computers Developed globally administered sales talent assessment tool used by Dell Large Enterprise Unit to aid in a larger organization change initiative. 2009-2011 Managed the IT infrastructure development of a web administration application to allow for global deployment of the assessment tool. Managed assessment tool’s translation into 6 languages and assessed parallelism by means of structural equation modeling. Austin, TX Fire Department Development and validation of entry-level selection process battery, including a cognitive ability measure, personality index, and integrity inventory. 2010-2011 Served as technical expert and legal support for the development, validation, and implementation of entry-level selection process. Seattle Fire Department Designed a testing process and customized scoring solution for firefighters. 2011 Cook County Merit Board, IL Developed and presented county-wide candidate orientation and test preparation program for County’s entry-level criminal justice officer positions. 2009-2011 Bridgeport, CT Police Department Oversaw the development, validation, and implementation of entry-level selection process which included an exam battery of cognitive ability, personality, integrity and a structured oral interview. 2010 77 44 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Buffalo, NY Police Department Development and validation of a test battery for Police Officer in the BPD. Includes the development of a parallel cognitive examination, the transportability of an integrity inventory and an assessment of personality. Worked with city's legal council, the DOJ (and DOJ's testing expert) and the local courts to implement a suitable entry-level selection process and was able to lift 33-year old court oversight of the process. 2010-2011 Missouri State Highway Patrol Conducted longitudinal study to validate integrity exam for entry-level troopers. 2007-2010 New York State Police Developed, validated and implemented state-wide entry-level selection exam, including the customization of a personality inventory and cognitive ability tool. 2009 Milwaukee Fire Department Conducted job analysis, transportability validation study, and examination customization / development for the entry-level selection process. 2008 Wisconsin Emergency Medical Service Board Served as technical expert for the development of EMT – Intermediate Technician exam. 2008 Developed, implemented and supported state wide web-application system for the delivery of EMT – I-Tech exam program. Florida Department of Law Enforcement Developed, validated and implemented statewide assessment program for entry-level criminal justice officers and managed statewide client service for this program. 2006-Present Criminal Justice Officer Basic Abilities Test - Law Enforcement Officer (CJBAT - LEO) Entry-level examination for the State of Florida's law enforcement positions. Exam measures cognitive ability. 2007 Criminal Justice Officer Basic Abilities Test - Corrections Officer (CJBAT - CO) Entry-level examination for the State of Florida's corrections positions. Exam measures cognitive ability. 2007 Published Assessments Assessment Tool Description Timeframe Law Enforcement Officers Selection Tool (LST) Entry-level examination battery for law enforcement containing cognitive ability, personality, biodata and integrity. 2011-2012 Firefighter Selection Tool (FST) Entry-level examination battery for fire services containing cognitive ability, personality, biodata and integrity. 2011-2012 Situational-Based Styles Assessment - Firefighter (SBSA-FF) Entry-level situational judgment test (SJT) for fire services. 2011-2012 78 45 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Situational-Based Styles Assessment - Law Enforcement Officer (SBSA-LEO) Entry-level situational judgment test (SJT) for law enforcement. 2011-2012 Dispatcher Selection Tool (DST) Entry-level examination for emergency dispatcher. Assessment consists of a cognitive ability measure. 2011-2012 Sales Talent Indicator Assessment to identify individuals who are likely to be successful in sales who have no previous experience based on a personality and attribute inventory. 2009-2010 Sales Talent Predictor Assessment to identify talented sales staff with two or more years of experience. Assessment battery includes sales competency model and a personality and attribute inventory. 2009-2010 National Criminal Justice Officers Selection Inventory - Integrity (NCJOSI^2) Entry-level examination battery for law enforcement containing cognitive ability and integrity. 2009 Integrity Inventory Developed for the public safety sector, this examination measures the construct of integrity. 2009 National Firefighter Selection Inventory (NFSI) Entry-level examination battery for fire services containing cognitive ability and personality. Personality framework was redesigned from previous version. 2008 Publications: ▪ Choplin, J. M. & Tawney, M. W. (August, 2005). Comparison-Induced Anchoring Effects, Proceedings of the 27th Annual Conference of the Cognitive Science Society, Stresa, Italy. ▪ Legel, C. C., O’Sullivan, B. J. & Tawney, M. W. (2011). Considering Disparate Impact Beyond Impact Ratios. Presented at the 2011 International Personnel Assessment Council Conference, Washington D.C. ▪ Tawney, M. W. (2006). Implicit attitudes, racial bias, and LMX: The impact of latent racism on leader member exchange relationships. Presented at the 27th Annual Industrial Organizational and Organizational Behavior (IOOB) Conference, Fairfax, VA. ▪ Tawney, M. W. (2008). Integrity Testing…the Selection Tool of the Future. Law & Order Magazine, 56(12), 34-38. ▪ Tawney, M. W. and Choplin J. (2004) Comparison-induced anchoring effects. Presented at the Midwest Psychology Association, Chicago, IL ▪ Tawney, M. W., and Deprez-Sims, A-S. (2010). Integrity Testing for Public Safety Selection. Presented at the 118th American Psychological Association (APA) conference, San Diego, CA. ▪ Tawney, M. W., Ishaya, N. and Ayman, R. (2007). Effect of Ratings sources and Leader's Gender on Performance Appraisal. Presented at the 28th Annual Industrial Organizational and Organizational Behavior (IOOB) Conference, Indianapolis, IN. ▪ Tawney, M. W., and Lehn, D. (2003). Individual difference in sensory threshold for self-relevant stimuli as a function of self-consciousness. Presented at Midwest Psychology Association, Chicago, IL. 79 46 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET ▪ Tawney, M. W., Mead, A., & Solberg, E. (April, 2008). Empirical keying of personality-oriented data: Development and comparison of methods. Symposium Presented at the 23rd Annual Society for Industrial and Organizational Psychology Conference, San Francisco, CA. ▪ Towler, A. & Tawney, M. W. (March, 2008). Charismatic leadership emergence: Role of work values. Presented at the 20th Annual Association for Psychological Science Conference, Chicago, IL. 80 47 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Nahren Cama, Ph.D. Manager, Consulting Services Background Statement: Dr. Cama enjoys working with clients to develop and implement customized solutions to fit their needs. She possesses exceptional writing and organizational skills and is experienced communicating with all organizational levels and managing projects to successful completion. She is skilled in building relationships with her clients, gaining their buy-in and trust. At IOS, Dr. Cama has managed all phases of entry-level and promotional selection processes for agencies all across the country. Education: Illinois Institute of Technology Ph.D. in Industrial/Organizational Psychology (2018) Completed Ph.D. comprehensive exams (2007) M.S. in Industrial/Organizational Psychology (2006) Lake Forest College B.A. in Psychology and Business (2003) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Professional Experience: 2016-present Manager, Consulting Services • Performs the following in addition to the responsibilities of the Senior Consultant: o Leads a team of consultants to ensure delivery of high- quality assessment projects. Ensures that team members are applying best practices of the industry. Actively mentors and teaches team members. o Supervises a team of consultants in order to ensure effective completion of tasks. Conducts annual performance appraisals and directly oversees team members work on a weekly basis. o Manages the hiring, training, and development of new consulting staff. 81 48 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2014-2016 Senior Consultant, I/O Solutions, Inc. • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Conduct job analysis (interviews, observations, and questionnaires) to identify essential tasks, knowledge, skills, abilities and other characteristics relevant to the position • Provide best-practice training to public safety agencies, human resources and civil service personnel • Develop technical reports for processes documenting all aspects of the process and validation evidence to support assessments 2012-2014 Consultant, Daniels Consulting Group • Developed training content for a multinational insurance corporation • Supported the change management efforts of a worldwide manufacturing organization 2008-2008 Assessor – Contract Position, United Airlines • Observed, recorded, and evaluated leadership behaviors during multiple group exercises • Met with Assessor team and United HR representative to finalize ratings and determine who met qualifications • Wrote individual candidate feedback reports to support ratings and overall decisions and delivered individual feedback to candidates 2008-2008 Consultant – Contract Position, HR Alignment, Ltd. • Assisted with the development of a competency based interview selection guide • Researched and recommended books for a leadership competency guide • Edited and reviewed reports and guides 2007-2007 Consultant – Contract Position, Daniels Consulting Group • Responsible for the qualitative and quantitative analysis of data for a healthcare accreditation company undergoing changes in standards affecting their customers. • Created reports to leadership presented survey data, themes, and areas for the organization to take action on to improve efficiencies following the changes. 2008-2012 82 49 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Developed communication pieces for various stakeholders within a healthcare accreditation company following a change in technology. 2007-2007 Survey Project Manager, The Foresight Group • Created client databases for survey collection • Facilitated day-to-day client and consultant interactions. • Created client reports and presentations 2007-2007 Lecturer – Contract Position, Northeastern Illinois University • Created and presented lectures. Facilitated class discussions. Designed quizzes and exams. Designed in-class activities and projects. 2006-2006 Consultant – Contract Position, Daniels Consulting Group • Designed an employee job satisfaction survey for a fitness club client. Conducted quantitative and qualitative analyses of survey data. Wrote a report detailing survey results and trends. • Developed communication pieces on several topics for new-hires in a healthcare organization; topics ranged from communication skills to phone etiquette. 2004-2006 Organizational Development Associate, Advocate Christ Medical Center • Designed a survey for new-hires to gain better understanding of the factors that attracted them to the organization and position of interest. Helped manage associate satisfaction survey process. Wrote reports communicating survey results for HR and leadership. • Developed an administrator guide for a selection inventory. Revised/updated training guides as needed for various programs. • Responsible for the management of recognition programs. Communicated various aspects of these programs to leadership. Summary of Selection Projects: Client Project Description Timeframe City of San Francisco Developed and administered assessment exercises and content for the police lieutenant position. 2019-2020 Cobb County Sheriff's Office - Sergeant & Lieutenant Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for sergeant and lieutenant. Conducted candidate orientations. 2019 83 50 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. City of Roswell, Georgia Development of written examination and assessment center for the Roswell Police Department Sergeant and Lieutenant positions. Delivery of candidate orientation. Conduct assessor training and administration of written exam and assessment center. Development of candidate feedback reports. 2019 Cook County Sheriff's Office Merit Board Written examination development and administration for sheriff's police Lateral Entry Officer, Sergeant, and Lieutenant, court services Sergeant and Lieutenant and correctional division Sergeant, and Lieutenant. 2019 Cobb County, GA Developed and administered assessment center for the rank of Fire Captain. 2019 IL State Police Merit Board Development of written examination and assessment center for the Illinois State Police Lieutenant and Captain positions. Delivery of candidate orientation. Conduct assessor training and administration of written exam and assessment center. Development of candidate feedback reports. Development of technical report. 2019 Monroe County Sheriff’s Office Developed and administered assessment centers for the rank of Road Lieutenant and Jail Sergeant. 2018-2019 Cobb County Sheriff's Office - Sergeant & Lieutenant Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for sergeant and lieutenant. Conducted candidate orientations. Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. 2018-2019 City of Roswell, Georgia Developed and administered written examination and assessment center for the rank of Police Sergeant and an assessment center for the rank of Police Lieutenant. 2018-2019 Shelby County Sheriff's Office Conducted a job analysis and pay study for the Criminal Analyst position. 2018 Monroe County Sheriff’s Office Developed and administered assessment centers for the rank of Investigator and Road Sergeant. 2018 Shelby County Sheriff's Office Development of a job description for the Evidence Custodian position. 2018 IL State Police Merit Board Conducted a job analysis for the lieutenant and captain positions (interviews and questionnaires) and developed a technical report. 2018 IL State Police Merit Board Development of written examination and assessment center for the Illinois State Police Sergeant and Master Sergeant positions. Delivery of candidate orientation. Conduct assessor training and administration of written exam and assessment center. Development of candidate feedback reports. Development of technical report. 2018 84 51 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe Cook County Sheriff's Office Merit Board Written examination development and administration for sheriff's police Lateral Entry Officer, Sergeant, and Lieutenant, court services Sergeant and Lieutenant and correctional division Sergeant, and Lieutenant. 2017-2018 Cobb County, GA Developed and administered assessment center for the rank of Fire Captain. 2017-2018 City of Roswell, Georgia Developed and administered written examination and assessment centers for the rank of Police Sergeant and Lieutenant. 2017-2018 Skokie Fire Department Developed and administered assessment center for the rank of Fire Chief. 2017 Shelby County Sheriff's Office Developed and administered assessment center for the rank of Captain. 2017 Cobb County Sheriff's Office - Sergeant & Lieutenant Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for sergeant and lieutenant. Conducted candidate orientations. Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. 2017 City of Roswell, Georgia Developed and administered written examination and assessment center for the rank of Police Sergeant. 2017 IL State Police Merit Board Development of written examination and assessment center for the Illinois State Police Lieutenant and Captain positions. Delivery of candidate orientation. Conduct assessor training and administration of written exam and assessment center. Development of candidate feedback reports. Development of technical report. 2017 IL State Police Merit Board Conducted a job analysis for the sergeant and master sergeant positions (interviews and questionnaires) and developed a technical report. 2017 IL State Police Merit Board Created entry-level assessment tools for the trooper position. 2016 IL State Police Merit Board Development of written examination and assessment center for the Illinois State Police Sergeant and Master Sergeant positions. Delivery of candidate orientation. Conduct assessor training and administration of written exam and assessment center. Development of candidate feedback reports. Development of technical report. 2016 IL State Police Merit Board Conducted a job analysis for the trooper position (interviews and questionnaires) and developed a technical report. 2016 City of San Francisco Developed and administered assessment exercises and content for the police lieutenant position. 2016 85 52 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe City of San Francisco Developed and administered assessment exercises and content for the fire Battalion Chief position. 2016 City of Roswell, Georgia Development of written examination and assessment center for the Roswell Police Department Sergeant and Lieutenant positions. Delivery of candidate orientation. Conduct assessor training and administration of written exam and assessment center. Development of candidate feedback reports. 2016 Plano Police Department Development and validation of an entry-level PAT. 2016 Ann Arbor, MI Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for Ann Arbor Police Department sergeant and lieutenant positions. 2016 Miami Police Department Development of parallel assessment center for the Lieutenant rank. 2015 New York State Department of Civil Service Development of job analysis and linkage questionnaires. 2015 State of Washington Review and validation of new items for state driver's license exams. 2015 Las Cruces, NM PAT Development of candidate and proctor guides for an entry-level PAT, and provided technical report. 2015 Chicago Police Department - Sergeant Merit Process Assisted in the development of training and interview materials for the sergeant merit process. 2015 Ann Arbor, MI Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for Ann Arbor Police Department sergeant and lieutenant positions. 2015 Cook County Sheriff's Office Merit Board Written examination development and administration for sheriff's police Lateral Entry Officer, Sergeant, and Lieutenant, court services Sergeant and Lieutenant and correctional division Sergeant, and Lieutenant. 2015 City of Kenosha - Police Chief Assessment Center Development and administration of an assessment center for the Police Chief position in the Kenosha Police Department. 2015 Florida Department of Financial Service - Firefighter Job Task Analysis Conduct state-wide job analysis for the entry-level firefighter position (paid and volunteer) in the State of Florida which includes: interviews, large scale job analysis questionnaire deployment to over 5000 incumbent firefighters, linkage analysis, and development of technical reports. 2014-2015 Cobb County Police Department - Sergeant & Lieutenant Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for sergeant and lieutenant. Conducted candidate orientations. Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. 2014-2015 86 53 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe Gwinnett County Police Department; Corporal, Sergeant, and Lieutenant Development of written examination and assessment center. Delivery of candidate orientation. Conduct assessor training and administration of written exam and assessment center. Development of candidate feedback reports. 2015 Lincoln Fire & Rescue Department - Captain Development of written examination and assessment center. Delivery of candidate orientation. Conduct assessor training and administration of written exam and assessment center. Development of candidate feedback reports. 2014-2015 Cobb County Sheriff's Office - Sergeant & Lieutenant Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for sergeant and lieutenant. Conducted candidate orientations. Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. 2014 Orleans Parish Sheriff's Office Selection process for HR Director position 2014 Virginia Beach Fire Department - Captain rank Conduct linkage analysis and report results. Development of written examination and assessment center. Delivered candidate orientation. Conducted assessor training and administered written exam and assessment center. Development of candidate feedback reports. 2012 Prince William County Department of Fire and Rescue- Tech II and Lieutenant ranks Development of written examination and assessment center. Delivered candidate orientation. Conducted assessor training and administered written exam and assessment center. Development of candidate feedback reports. 2012 Lincoln Fire & Rescue Department; Re-validation Re-validation of entry-level physical ability test. 2011-2012 East Point Police Department, Sergeant, Lieutenant, and Captain Promotionals Development of written examinations and structured oral interviews. 2011 Los Alamos Fire Department - Company Officer Development and management of written examination and assessment center. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2011 Los Alamos Fire Department - Fire Chief Developed a structured oral interview with rating criteria. Developed a custom "meet and greet" rating document. 2011 Los Alamos Fire Department - Battalion Chief Development assessment center and interview. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2011 87 54 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe Savannah-Chatham Metropolitan Police Department - Make-up Sergeant and Captain Promotional Processes Development of written examinations and assessment centers. Delivered candidate orientations. Conducted assessor training and administered written exams and assessment centers. Development of candidate feedback reports. Developed technical documentation. 2011 Gwinnett County Police Department - Sergeant and Lieutenant Promotional Processes Development of written examinations and assessment centers. Delivered candidate orientations. Conducted assessor training and administered written exams and assessment centers. Development of candidate feedback reports. 2011 Westmont Police Department - Sergeant Rank Development of written examination and assessment center. Delivered candidate orientation. Conducted assessor training and administered written exam and assessment center. Development of candidate feedback reports. 2011 Prince William County Department of Fire and Rescue- Tech II and Captain ranks Conducted a job analysis. Development of written examination and assessment center. Delivered candidate orientation. Conducted assessor training and administered written exam and assessment center. Development of candidate feedback reports. 2011 Broward County Community College - Tech II and Captain processes Validation study 2011 Illinois State Police - Lieutenant and Captain promotional process Development of lieutenant and captain written examinations and assessment centers. 2011 Gwinnett County Police Department Corporal Promotional Process Developed written exam, conducted candidate orientation, administered exam, compiled results. 2010-2011 Evanston Police Department - Sergeant Promotional Process Development of written examination and assessment center. Delivered candidate orientation. Conducted assessor training and administered written exam and assessment center. Development of candidate feedback reports. 2010-2011 Buffalo Police Department - entry-level process Development and management of written exam, validation, development of technical report. 2010-2011 Massachusetts State Police - Captain make-up Promotional Process Development and management of job knowledge written exam and structured oral interview. 2010-2011 City of Bridgeport Developed technical report for Bridgeport Police Department's entry-level selection process. 2010 Lafayette Police Department - Sergeant, Lieutenant, and Captain written exams Development and management of job knowledge written examinations. 2010 88 55 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe Los Alamos Fire Department - Driver Engineer Promotional Process Development and management of written exam and practical assessment. Conducted assessor training and managed administration of practical assessment. Developed candidate feedback reports. 2010 Savannah-Chatham Metropolitan Police Department - Sergeant and Lieutenant Promotional Processes Development and management of assessment centers for sergeant and lieutenant. Conducted candidate orientations. Conducted assessor training, and managed assessment center administrations. Developed candidate feedback reports. 2010 Cobb County Sheriff's Office - Sergeant and Lieutenant Promotional Processes Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for sergeant and lieutenant. Conducted candidate orientations. Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. Developed technical report. 2010 Los Alamos Fire Department - Captain Promotional Process Development and management of written examination and assessment center. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2010 Los Alamos Police Department - Sergeant Promotional Process Development and management of written exam and structured oral interview. Development of candidate feedback reports. 2010 Missouri State Highway Patrol - entry-level SOI development Development of structured oral interview. 2010 Illinois State Police - Sergeant and Master Sergeant Promotional Processes Conducted job analysis update. Development and management of written examinations. Development of technical report. 2010 Massachusetts State Police -Sergeant Rank Managed the development of the sergeant exam. 2010 Los Alamos Fire Department - Battalion Chief Development of assessment center exercises, structured oral interviews and related materials, conduct assessor training, and develop feedback reports. Developed candidate feedback reports. 2010 Gwinnett County Police Department - Sergeant Rank Managed all phases of the promotional process for the Sergeant rank. Coordinated with main contact and SMEs to finalize written exams, and create assessment center exercises. Conducted training for candidates and assessors. Managed the administration of the assessment center. Developed feedback reports. 2010 89 56 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe District of Columbia Fire Department Conducted job analysis, managed subject matter experts, developed assessment center exercises, managed administration of assessment center, developed feedback reports. 2010 Gwinnett County Police Department; Corporal, Sergeant, and Lieutenant Promotions Managed all phases of the promotional process for the Corporal, Sergeant, and Lieutenant ranks. Coordinated with main contact and SMEs to finalize written exams, assessment center exercises. Conducted training for candidates and assessors. Managed the administration of the assessment center. Developed feedback reports. 2009 Cobb County Sheriff's Office - Sergeant Promotional Process Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. Developed technical report. 2009 Los Alamos Fire Department - Driver Engineer Promotional Process Development and management of written exam and practical assessment. Conducted assessor training and managed administration of practical assessment. Developed structured oral interview. Developed candidate feedback reports. 2009 East Point Police Department, Sergeant, Lieutenant, and Captain Promotions Managed all phases of the promotional process for Sergeant, Lieutenant, and Captain ranks. Worked with SMEs to determine the exam reading list for the Sergeant and Lieutenant rank and finalized the written exams. Other aspects of this project included: finalizing written exams, developing assessment center exercises and a structured oral interview, creating feedback reports, candidate orientations, assessor training, overseeing administration of the assessments, and development of candidate feedback reports. 2009 Lincoln Fire & Rescue Department; Entry-level PAT development and validation Conducted a physical task job analysis to assess which physical tasks were essential to the job of a firefighter within the Lincoln Fire & Rescue Department. Helped in the development and validation of the physical ability test. Created a candidate guide, proctor guide, and technical report. 2008-2009 Bradley Police Department; Sergeant Promotional Developed a promotional-level oral interview for their sergeant assessment. Provided training to assessors on how to rate candidates during the interview. Facilitated the administration of the oral interviews. 2008-2009 Norwood Park Fire Department; Entry-level firefighter oral interview Developed an entry-level interview and other materials for their entry-level hiring. Provided training to their commissioners on administering the interview. 2008-2009 90 57 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe Aurora Fire Department; Captain Assessment Center Development of assessment center exercises. Training of assessors and commissioners. Managed administration of assessment center. 2009 Gwinnett County Sheriff's Office Work with internal SME to finalize reading lists for Corporal, Sergeant, and Lieutenant ranks. Finalize written exams and oversee administration. Development of an assessment center for the Lieutenant rank. 2009 Bradley Police Department; Lieutenant Promotional Development of assessment center exercises. Provide training to assessors and oversee administration of the assessment center. 2009 Los Alamos Fire Department - Deputy Chief & Assistant Chief Development of assessment center exercises and related materials. Developed candidate feedback reports. 2009 Conference Presentations: • Cama, N., and Ayman, R. The Paradox of Communication Technology In The Work- Family Interface. (April, 2020). Presented at the Society for Industrial Organizational Psychologists (SIOP) Conference, Austin, TX. • Ishaya, N., Ayman, R., & Korabik, K. Why So Much Guilt? Investigating How Overload Hurts and Why Control May Help. (May, 2013). Presented at the Society for Industrial Organizational Psychologists (SIOP) Conference, Houston, TX. • Ishaya, N. and Ayman, R. Predicting Work-Family Conflict Via Perceived Involvement And Overload. (August, 2008). Presented at the APA Convention, Boston, MA. • Tawney, M., Ishaya, N. and Ayman, R. (March, 2007). Effect of Ratings sources and Leader's Gender on Performance Appraisal. Presented at the Industrial Organizational and Organizational Behavior (IOOB) Conference, Indianapolis, IN. • Ronen, E., Ishaya, N., and Kozminski, K. (May, 2006). Job Satisfaction Among Healthcare Employees: Does Time of Year Matter? Presented at the Society for Industrial Organizational Psychologists (SIOP) Conference, Dallas, TX. • Velgach, S., Ishaya, N., and Ayman, R. (April, 2005). Multi-Method Approach to Investigate Work-Family Conflict. Presented at the Society for Industrial Organizational Psychologists (SIOP) Conference, Los Angeles, CA. 91 58 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET BRIAN J. MARENTETTE, Ph.D. Manager, Consulting Services Background Statement: Dr. Marentette’s primary areas of expertise include applied statistics, psychometrics, job analysis, test development, and test validation. Dr. Marentette has published research in the International Journal of Selection and Assessment and the Organizational Psychology Review and has taught several undergraduate- and graduate-level courses in the area of psychological testing. He is also an active member in the Society for Industrial/Organizational Psychology, frequently presenting research at the annual conference. Dr. Marentette brings a high level of technical knowledge and expertise to his clients in developing and validating situational judgment tests, personality assessments, cognitive ability tests, job simulations, structured oral interviews, job knowledge tests and assessment centers. Education: DePaul University, Chicago, Illinois Ph.D. in Industrial/Organizational Psychology (2015) California State University, Sacramento, California M.A. in Industrial/Organizational Psychology (2009) Michigan State University, East Lansing, Michigan B.A. in Psychology (2005) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Professional Experience: 2014-Present Manager, Consulting Services, IOS, Inc. • Manages high-stakes assessment processes, often involving Federal oversight by the Department of Justice and other special interest groups. • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Provided best-practice training to public safety agencies, human resources and civil service personnel 92 59 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Collaborates with the R & D team at I/O Solutions to create off-the- shelf tests. • Leads a consulting team by innovating current practices and procedures to stay current with cutting-edge techniques in the industry. Identifies team performance goals that contribute to the organization’s effectiveness. • Supervises a team of consulting staff. Organizes, plans and monitors employees’ work to ensure effective task completion. Conducts annual performance appraisals and directly oversees team member work on an ongoing basis. Recruits, hires and onboards new employees. • Manages the training and development of consulting staff, including the development and delivery of structured training on highly technical concepts, coaching, and ongoing development. 2012-2014 Consultant, IOS, Inc. • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Provided best-practice training to public safety agencies, human resources and civil service personnel • Collaborates with the R & D team at I/O Solutions to create off-the- shelf tests. 2011-2012 Teaching Fellow, DePaul University • Full course responsibility for PSY 343 Introduction to Psychological Measurement (class size of 35 upperclassmen). • Topics in the course included test development, validation, adverse impact analysis, item writing, and related statistical analyses. 2008-2011 Doctoral Research Assistant, DePaul University • Designed and implemented research studies; managed project phases, conducted literature reviews, designed methods and procedures, collected and analyzed data. • Prepared and wrote manuscripts and research reports; originated content, added theoretical background, prepared content for publication. • Developed lab tasks that guided students learning of statistical analyses using SAS and SPSS statistical software. • Conducted weekly lab sessions instructing students how to conduct statistical analyses using SAS and SPSS. Provided one-on-one instruction and tutoring. 2006-2008 Consultant, Biddle Consulting Group, Inc. • Developed and validated a variety of personnel assessments for public and private sector agencies, including situational judgment tests, 93 60 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET personality inventories, structured interviews, multi-media situational judgment tests, and job-knowledge written tests. • Conducted job analyses using focus groups, interviews, and online job analysis questionnaires. • Developed and delivered training to organizations on job analysis, personnel selection procedures, and Equal Employment Opportunity compliance. • Served as product manager of off-the-shelf personnel assessment software. Coordinated efforts of software development, marketing and advertising. Designed assessment program and developed multi- media situational judgment test content. 2006 Graduate Assistant (Intern), California State Personnel Board • Planned job analysis and examination development projects, including determining project timelines and participants. • Facilitated subject matter expert meetings for jobs with varying levels of complexity (e.g., entry level, management and doctorate level scientist). • Created job analysis and test development technical reports. • Developed a job analysis database tool in MS Access consisting of over 300 job task statements and 200 KSA statements utilized by SMEs across dozens of state agencies in California. Summary of Selection Projects: Dr. Marentette has a wealth of experience providing selection consulting services to a diverse listing of state, municipal and county public safety agencies. Following is a partial list of the jobs that Dr. Marentette has personally managed in the past several years: Client Project Title Timeframe San Francisco, CA Fire Department Development of lieutenant assessment center 2021-present Montgomery County, MD Police Department Development of master police officer examination 2021-present Montgomery County, MD Police Department Development of sergeant examination and assessment center 2021-present Jacksonville, FL Fire Department – Fire Prevention Division Development of Lieutenant written examination 2021-present Jacksonville, FL Fire Department – Suppression Division Development of District Chief Examinations and Assessments 2021-present Portland, OR Fire & Rescue Department Development of captain written exam and assessment center 2021-present Massachusetts Trial Court Development of an assistant chief court officer and chief court officer examination 2021-present Indianapolis, IN Fire Department Development of Lieutenant, Captain, and Battalion Chief written examinations and 2020-present 94 61 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Title Timeframe assessment centers Washington, D.C. Fire & EMS Department Development of captain, lieutenant and sergeant written examinations and assessment centers 2020-2021 Massachusetts Trial Court Development of an assistant chief court officer and chief court officer examination 2020 Massachusetts Trial Court Development of an assistant chief probation officer and chief probation officer examination 2020 Montgomery County Fire & Rescue Service Development of a fire captain assessment center 2020 Dallas, TX Fire & Rescue Department Development of fire operations driver, operations lieutenant, captain, battalion chief; fire prevention lieutenant, captain and section chief examinations and assessment centers. 2020-2021 Portland, OR Fire & Rescue Department Development of battalion chief assessment center 2020 Portland, OR Fire & Rescue Department Development of lieutenant assessment center 2020 Montgomery County, MD Sheriff's Office Development of a sergeant examination and oral interview 2020 Montgomery County, MD Sheriff's Office Development of a lieutenant examination and oral interview 2020 Ann Arbor, MI Police Department Development of sergeant examination and assessment center 2020 Ann Arbor, MI Police Department Development of lieutenant examination and assessment center 2020 Montgomery County Fire & Rescue Service Development of a master firefighter examination 2020-2021 Montgomery County Fire & Rescue Service Development of a fire lieutenant examination and assessment center 2020-2021 Portland, OR Fire & Rescue Department Development of captain assessment center 2019 Ann Arbor, MI Police Department Development of sergeant examination and assessment center 2019 Ann Arbor, MI Police Department Development of lieutenant examination and assessment center 2019 Detroit, MI Police Department Development of detective, sergeant, and lieutenant written examinations and assessment centers 2018-2019 Ann Arbor, MI Police Department Development of sergeant examination and assessment center 2018 Ann Arbor, MI Police Department Development of lieutenant examination and assessment center 2018 Portland, OR Fire & Rescue Department Development of battalion chief assessment center 2018 Grand Rapids, MI Police Department Development of a captain assessment center 2018 Grand Rapids, MI Police Department Development of a lieutenant examination and assessment center 2018 95 62 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Title Timeframe Grand Rapids, MI Police Department Development of a sergeant examination and assessment center 2018 Dallas, TX Fire & Rescue Department Development of fire operations driver, operations lieutenant, captain, battalion chief; fire prevention lieutenant, captain and section chief examinations and assessment centers. 2018-2019 Montgomery County Fire & Rescue Service Development of a master firefighter examination 2018 Montgomery County Fire & Rescue Service Development of a fire lieutenant examination and assessment center 2018 Massachusetts State Police Development of a lieutenant examination and oral interview 2017 Montgomery County, MD Sheriff's Office Development of a sergeant examination and oral interview 2017 Montgomery County, MD Sheriff's Office Development of a lieutenant examination and oral interview 2017 Massachusetts Trial Court Development of an assistant chief court officer and chief court officer examination 2017 Massachusetts Trial Court Development of an assistant chief probation officer and chief probation officer examination 2017 Montgomery County, MD Police Department Development of master police officer examination 2017 Montgomery County, MD Police Department Development of sergeant examination and assessment center 2017 San Francisco, CA Fire Department Development of lieutenant assessment center 2017 Ann Arbor, MI Police Department Development of sergeant examination and assessment center 2017 Ann Arbor, MI Police Department Development of lieutenant examination and assessment center 2017 Grand Rapids, MI Police Department Development of a captain assessment center 2017 Grand Rapids, MI Police Department Development of a lieutenant examination and assessment center 2017 Grand Rapids, MI Police Department Development of a sergeant examination and assessment center 2017 Buffalo, NY Fire Department Development of lieutenant examination and assessment center 2016-2017 Buffalo, NY Fire Department Development of captain examination and assessment center 2016-2017 Buffalo, NY Fire Department Development of battalion chief assessment center 2016-2017 Buffalo, NY Fire Department Development of division chief assessment center 2016-2017 96 63 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Title Timeframe Chicago, IL Fire Department Development of ambulance commander examination and oral assessment 2016-2017 Chicago, IL Fire Department Development of paramedic field chief examination and oral assessment 2016-2017 Bridgeport, CT Police Department Development of a detective examination and assessment center 2015 Bridgeport, CT Police Department Development of a police officer oral interview 2015 Roswell, GA Police Department Development of a lieutenant assessment center 2015 Roswell, GA Police Department Development of a sergeant examination and assessment center 2015 Massachusetts State Police Development of a lieutenant examination and oral interview 2015 Massachusetts Trial Court Development of an assistant chief court officer and chief court officer examination 2015 Massachusetts Trial Court Development of an assistant chief probation officer and chief probation officer examination 2015 Montgomery County, MD Police Department Development of a sergeant examination and validation of assessment center 2015 Montgomery County, MD Police Department Development of a master police officer examination 2015 Montgomery County Fire & Rescue Service Development of a fire captain assessment center 2015 Montgomery County Fire & Rescue Service Development of a master firefighter examination 2014 Montgomery County Fire & Rescue Service Development of a fire lieutenant examination and assessment center 2014 Montgomery County, MD Sheriff's Office Development of a sergeant examination and oral interview 2014 Montgomery County, MD Sheriff's Office Development of a lieutenant examination and oral interview 2014 Arlington, TX Fire Department Development of a captain examination and assessment center 2014 Arlington, TX Fire Department Development of a lieutenant examination and assessment center 2014 Massachusetts State Police Development of a captain examination and oral interview 2014 Miami Beach, FL Fire Department Validation of an entry-level firefighter examination and development of an oral interview 2014 97 64 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Title Timeframe Miami Beach, FL Fire Department Development of a captain examination and oral interview 2014 Miami Beach, FL Fire Department Development of a lieutenant examination and oral interview 2014 Bridgeport, CT Police Department Development of a sergeant examination and assessment center 2014 Round Rock, TX Fire Department Development of a captain examination 2014 Massachusetts Trial Court Validation of an entry-level probation officer examination 2014 Massachusetts Trial Court Validation of an entry-level court officer examination 2014 Roswell, GA Fire Department Development of a fire chief assessment center 2014 Chicago OEMC Implementation of a dispatcher examination process 2014 Grand Rapids, MI Police Department Development of a captain assessment center 2014 Grand Rapids, MI Police Department Development of a lieutenant examination and assessment center 2014 Grand Rapids, MI Police Department Development of a sergeant examination and assessment center 2014 Chattanooga, TN Fire Department Development of a captain examination and assessment center 2014 Chattanooga, TN Fire Department Development of a lieutenant examination and assessment center 2014 Augusta, GA Fire Department Development of a battalion chief examination and assessment center 2014 Augusta, GA Fire Department Development of a captain examination and assessment center 2014 Augusta, GA Fire Department Development of a lieutenant examination and assessment center 2014 Augusta, GA Fire Department Development of a sergeant examination and practical assessment 2014 Baltimore Fire Department Development of a battalion chief examination and assessment center 2014 Chicago Police Department Development of a police sergeant examination and assessment center 2013 Massachusetts State Police Department Development of a police captain examination and structured oral interview 2013 98 65 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Title Timeframe Miami Beach Police Department Development of a police lieutenant examination and assessment center 2013 Miami Beach Police Department Development of a police sergeant examination and assessment center 2013 Montgomery County Department of Corrections and Rehabilitation Development of a corrections lieutenant examination and assessment center 2013 Montgomery County Department of Corrections and Rehabilitation Development of a corrections sergeant examination and assessment center 2013 Montgomery County Fire & Rescue Service Development of an entry level fire fighter exam and structured oral interview 2013 Montgomery County Fire & Rescue Service Development of a fire battalion chief examination and assessment center 2013 Montgomery County Fire & Rescue Service Development of a fire captain examination and assessment center 2013 New York Metropolitan Transit Authority Police Department Implementation of an entry level police officer examination 2013 Roswell, GA Police Department Development of a police chief examination and assessment center 2013 Roswell, GA Police Department Development of a police lieutenant examination and assessment center 2013 Roswell, GA Police Department Development of a police sergeant examination and assessment center 2013 Round Rock, TX Fire Department Development of a fire captain written examination 2013 Round Rock, TX Fire Department Development of an entry level fire fighter written examination 2013 Chicago Fire Department Development of a paramedic field chief written examination and structured oral interview 2012 Chicago Fire Department Development of an ambulance commander written examination and structured oral interview 2012 Chicago Metra Police Department Development of a police sergeant examination and structured oral interview 2012 Chicago Metra Police Department Development of a police lieutenant examination and structured oral interview 2012 Massachusetts State Police Department Development of a police lieutenant examination and structured oral interview 2012 99 66 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Title Timeframe New Jersey Civil Service Commission Job analysis for corrections captain position 2012 New Jersey Civil Service Commission Job analysis for corrections lieutenant position 2012 New Jersey Civil Service Commission Job analysis for corrections sergeant position 2012 Conference Presentations: • Marentette, B. J. (June, 2015). Situational Judgement Tests: An alternative to high-volume structured oral interviews. Presentation at the 7th annual Public Safety Testing Summit, Oak Brook, IL. • Marentette, B. J. (June, 2014). Methods of test score use in public safety selection and promotional testing. Presentation at the 6th annual Public Safety Testing Summit, Oak Brook, IL. • Bell, S. T., Mann, K., Marentette, B. J., Adair, C.., Fisher, D., & Arman, G. (2013, May). Assertiveness and Concern as Predictors of Shared Mental Models and Team Performance. Poster presented at the 25th annual meeting of the Association for Psychological Science, Washington, D.C. • Halpert, J.A., Linnabery, E., Abben, D.R., Marentette, B.J., Lueck, M.D. (2013). Test- Retest Predictive Validities And a Moderator. Poster presentation at the 26th annual conference for the Association for Psychological Science, San Francisco, CA. • Marentette, B. J., Halpert, J. A., Linnabery, E., & Passuello, M. (April, 2012). Situational Judgment Tests as a Form of Realistic Job Preview. Poster presentation at the 27th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA. • Fisher, D. M., Marentette, B. J., Adair, C. K. (April, 2012). Team Selection Regarding Personality Composition: Propositions for Improved Validity. Poster presentation at the 27th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA. • Bell, S. T., Marentette, B. J., Adair, C.K., Fisher, D. M., Arman, G. & Mann, K. E. (April, 2012). Keeping Tabs on Teammates: Reliance, Team Processes, and Team Performance. Symposium presentation at the 27th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA. • Adair, C. K., Arman, G., Quesnell, T. J., Marentette, B. J., Fisher, D. M., Mann, K. E., Bell, S. T. (April, 2012). Team-level personality and its relationship with team processes. Poster presentation at the 27th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA. • Marentette, B. J., Bell, S.T., Adair, C. K., Fisher, D., Lewis, D. D., & Gerding, D. (April, 2010). Team Process Measurement: Comparing Team Member and Observer Ratings. Poster presented at the 25th annual conference of the Society for Industrial and Organizational Psychology, Atlanta, GA. • Adair, C. K., Bell, S. T., Marentette, B. J., Fisher, D., Gerding, D. (April, 2010). An Application of the Punctuated Equilibrium Model to Team Processes. Poster presented at the 100 67 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 25th annual conference of the Society for Industrial and Organizational Psychology, Atlanta, GA. • Haynes, S., Halpert, J., Marentette, B. J., & Lueck, M. (April, 2010). Investigating Pregnancy and Marital Status Discrimination in Employee Performance Appraisals. Interactive poster presented at the 25th annual conference of the Society for Industrial and Organizational Psychology, Atlanta, GA. • Halpert, J., Haynes, S., Lueck, M., Marentette, B. J. (April, 2010). Attitudes about Pregnant Employees: Change over Twenty Years. Interactive poster presented at the 25th annual conference of the Society for Industrial and Organizational Psychology, Atlanta, GA. • Marentette, B. J., Kuang, D. C., & Meyers, L. S. (April, 2008). An Investigation of Influence of Test Taking Fatigue on SJTs. Poster presented at the 23rd annual conference of the Society for Industrial and Organizational Psychology, San Francisco, CA. • Marentette, B. J. & Throckmorton, D. (March, 2007). Using On-Line Survey Tools to Complete Job Analyses. Presented at the 21st Annual Personnel Testing Council of Northern California Conference, Sacramento, CA. Publications: • Marentette, B. J., Meyers, L. S., Hurtz, G. M., & Kuang, D. C. (2012). Order Effects on Situational Judgment Test Items: A Case of Construct-Irrelevant Difficulty. International Journal of Selection and Assessment, 20, 318-332. • Kalchman, M. & Marentette, B. J. (2012). Homework as test preparation: Its promise and efficacy. Current Issues in Middle Level Education, 17, 1-8. • Bell, S. T. & Marentette, B. J. (2011). Team viability for long-term and ongoing organizational teams. Organizational Psychology Review, 1, 275-292. 101 68 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET COURTNEY WIERZBICKI (Nelson), PH.D. Manager, Consulting Services Background Statement: Dr. Wierzbicki (formerly Nelson) is a consultant and manager at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Dr. Wierzbicki has experience in developing, validating, administering and defending assessment centers, promotional job knowledge examinations, entry-level examinations and oral interviews in the public safety sector. Education: The University of Tulsa, Tulsa, Oklahoma Doctor of Philosophy: Industrial/Organizational Psychology (2013) Dissertation: The impact of differential learning on the relationship between training and store level outcomes The University of Tulsa, Tulsa, Oklahoma Master of Arts: Industrial/Organizational Psychology (2010) Saint Louis University, St. Louis, Missouri Bachelor of Arts, Psychology (2008) Certificate in Human Resource Management, John Cook School of Business Summa Cum Laude Affiliations: Society for Industrial/Organizational Psychology (SIOP) Society of Human Resource Management (SHRM) Professional Experience: 2016 to Present Industrial/Organizational Solutions, Inc. Manager • Performs all functions of a consultant, in addition to: • Leads a team of consultants to deliver high-quality assessment projects. Ensures that team members are applying best practices of the industry. Actively mentors and teaches team members. • Supervises a team of consultants in order to ensure effective completion of tasks. Conducts annual performance appraisals and directly oversees team members work on a weekly basis. • Manages the hiring, training, and development of new consulting staff. 102 69 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2016 Industrial/Organizational Solutions, Inc. Senior Consultant • Independently and simultaneously managed multiple test development and validation projects for promotion testing\ assessment systems • Conducted job analysis (interviews and observations) to identify the essential knowledge, skills, and abilities and other characteristics necessary for performance 2013 to 2015 Industrial/Organizational Solutions, Inc. Consultant • Consulted with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems • Provided best-practice training to public safety agencies, human resources and civil service personnel 2011 to 2012 Hogan Assessment Systems Research Associate, Research & Development Department • Constructed selection profiles for client specific jobs using personality and values-based assessments • Conducted validity generalization research for employee selection and development initiatives using meta-analysis, synthetic validity, and transport validity methods • Aligned and mapped client competency models to Hogan competencies • Carried out job analysis procedures including content analysis/job documentation review, interviewing job incumbents, and collection of focus group data 2010 PennWell Corporation Intern, Human Resources • Conducted employee selection interviews and made hiring recommendations to managers • Designed structure oral interviews through job analysis, question generation, and question selection • Interpreted psychological assessments (cognitive ability, personality, and emotional intelligence) 2009 to 2010 Reliant Live Consulting Intern • Compiled multiple resources to develop leadership competencies following 360 performance appraisal • Created and managed a database of leadership development resources 103 70 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Summary of Selection Projects: Client Project Description Timeframe St. Paul, MN Developed and administered written examination and assessment center for the rank of Police Sergeant. 2021 Forsyth County, GA Developed an assessment center for the rank of Fire Captain 2020 San Antonio, TX Developed a written examination and assessment center for the rank of Police Lieutenant 2020 San Antonio, TX Developed a written examination for the rank of Police Detective Investigator 2020 Tulsa, OK Developed a written examination and assessment center for the rank of Fire District Chief. 2020 St. Paul, MN Developed an assessment center for the rank of Police Commander 2020 Tulsa, OK Developed a written examination and assessment center for the rank of Police Lieutenant. 2020 Forsyth County, GA Developed a written examination and assessment center for the rank of Fire Lieutenant. 2020 Forsyth County, GA Developed a written examination and practical assessment for the rank of Fire Apparatus Operator. 2020 Tulsa, OK Developed and administered an assessment center for the rank of Fire Deputy Chief 2020 San Antonio, TX Developed a written examination for the rank of Police Sergeant. 2020 Tulsa, OK Developed and administered an assessment center for the rank of Police Major. 2019 Tulsa, OK Developed and administered an assessment center for the rank of Police Captain. 2019 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Corporal. 2019 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Sergeant. 2019 Tulsa, OK Developed a written examination for the rank of Fire Equipment Operator. 2019 St. Paul, MN Developed and administered written examination and assessment center for the rank of Police Sergeant. 2019 Forsyth County, GA Developed and administered written examination and assessment center for the rank of Battalion Chief. 2019 Forsyth County, GA Developed and administered written examination and practical assessment for the rank of Fire Apparatus Operator. 2019 104 71 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Guilford County Sheriff's Office Conducted job analysis for the ranks of Detention Sergeant, Detention Lieutenant, Sworn Sergeant, and Sworn Lieutenant. Developed written examinations for the ranks of Sworn Sergeant and Detention Sergeant. Developed assessment centers for the ranks of Detention Sergeant and Detention Lieutenant 2018 San Antonio, TX Developed a written examination for the rank of Police Sergeant and Captain. 2018 Pinellas County Sheriff's Office, FL Developed written examination for the ranks of Sergeant (Law Enforcement Office and Department of Corrections) 2018 Mississippi Highway Safety Patrol Conducted job analysis for the ranks of Master Sergeant, Lieutenant, and Major. Developed and administered structured oral interviews for the ranks of Master Sergeant, Lieutenant, and Major 2018 Arlington, TX Developed a written examination for the rank of Deputy Fire Marshal. 2018 Arlington, TX Developed a written examination for the rank of Fire Prevention Specialist. 2018 Dallas, TX Developed and administered assessment center for the rank of Police Sergeant. 2018 Forsyth County, GA Developed and administered written examination and assessment center for the rank of Lieutenant. 2018 Forsyth County, GA Developed and administered written examination and practical assessment for the rank of Fire Apparatus Operator. 2018 Arlington, TX Developed a written examination for the ranks of Lieutenant and Captain. 2018 Tulsa, OK Developed and administered written examination and assessment center for the rank of Captain. 2018 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Corporal. 2018 Austin, TX Developed a written examination for the rank of Police Lieutenant. 2018 Austin, TX Developed a written examination for the rank of Police Commander. 2018 Austin, TX Developed a written examination for the rank of Police Sergeant. 2018 Arlington, TX Developed a written examination for the rank of Fire Apparatus Operator. 2018 Tulsa, OK Developed and administered written examination and assessment center for the rank of District Chief. 2018 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Sergeant. 2018 San Antonio, TX Developed a written examination for the rank of Police Detective-Investigator. 2018 105 72 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Pinellas County Sheriff's Office, FL Developed written examination for the ranks of Sergeant (Law Enforcement Office and Department of Corrections) 2017 Austin, TX Developed a written examination for the rank of Police Corporal - Detective. 2017 Tulsa, OK Developed a written examination for the rank of Fire Equipment Operator. 2017 Forsyth County, GA Developed and administered written examination and assessment center for the rank of Battalion Chief. 2017 St. Paul, MN Developed and administered written examination and assessment center for the rank of Police Sergeant. 2017 St. Paul, MN Developed and administered assessment center for the rank of Police Commander. 2017 Dallas, TX Developed and administered assessment center for the rank of Police Sergeant. 2017 Dallas, TX Developed and administered assessment center for the rank of Police Lieutenant. 2017 San Antonio, TX Developed and administered written examination and assessment center for the rank of Police Sergeant. 2017 Arlington, TX Developed and administered written examination and assessment center for the rank of Fire Captain. 2017 Arlington, TX Developed and administered written examination and assessment center for the rank of Fire Lieutenant. 2017 Tulsa, OK Developed and administered assessment center for the rank of Police Captain. 2017 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Corporal. 2017 Montgomery County, MD Developed and administered assessment center for the rank of Fire Captain. 2017 Montgomery County, MD Developed and administered assessment center for the rank of Fire Battalion Chief. 2017 San Antonio, TX Developed and administered written examination and assessment center for the rank of Police Lieutenant. 2017 San Antonio, TX Developed and administered written examination and assessment center for the rank of Police Captain. 2017 Forsyth County, GA Developed and administered written examination and practical assessment for the rank of Fire Apparatus Operator. 2017 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Sergeant. 2017 San Antonio, TX Developed a written examination for the rank of Police Detective/Investigator. 2016 Tulsa, OK Conducted job analysis for the ranks of Fire Equipment Operator, Captain, District Chief, Assistant Chief, and Deputy Chief. 2016 106 73 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Montgomery County, MD Developed and administered written examination and assessment center for the ranks of Master Firefighter and Fire Lieutenant. 2016 Chattanooga, TN Developed and administered written examination and assessment center for the rank of Police Sergeant. 2016 Chattanooga, TN Developed and administered written examination and assessment center for the rank of Police Lieutenant. 2016 Chattanooga, TN Developed and administered written examination and assessment center for the rank of Police Captain. 2016 Pinellas County Sheriff's Office, FL Developed written examination for the ranks of Sergeant (Law Enforcement and Department of Corrections) 2016 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Corporal. 2016 Springfield, IL Developed and validated structured oral interview for entry level police officer. 2016 Montgomery County, MD Conducted job analysis for the rank of Fire Assistant Chief. 2016 Forsyth County, GA Developed and administered written examination and assessment center for the rank of Fire Lieutenant. 2016 Montgomery County, MD Conducted job analysis for the rank of Police Captain. 2016 Forsyth County, GA Developed and administered written examination and practical assessment for the rank of Fire Apparatus Operator. 2016 Arlington, TX Developed and administered written examination and assessment center for the rank of Fire Lieutenant. 2016 Arlington, TX Developed and administered written examination and assessment center for the rank of Fire Captain. 2016 Austin, TX Developed and administered assessment center for the rank of Police Commander. 2016 Austin, TX Developed and administered assessment center for the rank of Police Lieutenant. 2016 Austin, TX Developed and administered assessment center for the rank of Police Sergeant. 2016 St. Paul, MN Developed and administered assessment center for the rank of Police Sergeant. 2016 Omaha, NE Developed and administered assessment center for the rank of Fire Battalion Chief. 2016 Tulsa, OK Developed and administered assessment center for the rank of Police Corporal. 2016 Tulsa, OK Developed and administered assessment center for the rank of Police Sergeant. 2016 Rockford, IL Conducted candidate screening and administered assessment center for the rank of Police Chief 2016 107 74 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Springfield, IL Developed and administered written examination and assessment center for the ranks of Police Lieutenant. 2016 Springfield, IL Developed and administered written examination and assessment center for the ranks of Police Sergeant. 2016 Tulsa, OK Developed and administered assessment center for the rank of Police Major. 2016 Tulsa, OK Developed and administered assessment center for the rank of Police Captain. 2015 Austin, TX Conducted job analysis for the ranks of Police Detective, Corporal, Sergeant, Lieutenant, and Commander. 2015 Buffalo, NY Conducted job analysis for the rank of Police Officer 2015 St. Paul, MN Developed and administered assessment center for the rank of Police Lieutenant. 2015 Pinellas County Sheriff's Office, FL Developed written examination for the ranks of Sergeant (Law Enforcement and Deputy of Corrections) 2015 Forsyth County, GA Developed and administered written examination and assessment center for the rank of Fire Battalion Chief. 2015 San Antonio, TX Developed a written examination for the rank of Police Sergeant. 2015 San Antonio, TX Developed a written examination for the rank of Police Detective. 2015 San Antonio, TX Developed and administered written examination and assessment center for the rank of Police Lieutenant. 2015 San Antonio, TX Developed and administered written examination and assessment center for the rank of Police Captain. 2015 Arlington, TX Conducted job analysis, developed a written examination, and developed a scoring rubric for a practical skills evaluation for the rank of Apparatus Operator 2015 Omaha, NE Developed and administered an in-basket exercise and assessment centers for the rank of Police Captain. 2015 Springfield, IL Developed and validated structured oral interview for entry level firefighter. 2015 Springfield, IL Developed and validated structured oral interview for entry level police officer. 2015 Forsyth County, GA Conducted job analysis, developed and administered written examination and assessment center for the rank of Fire Lieutenant. 2015 Omaha, NE Developed and validated structured oral interview for entry level firefighter. 2015 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Sergeant. 2015 San Jose, CA Developed written examination for the rank of Fire Engineer. 2015 108 75 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Arlington, TX Developed and administered written examination and assessment center for the rank of Fire Lieutenant. 2015 Arlington, TX Developed and administered written examination and assessment center for the rank of Fire Captain. 2015 Tulsa, OK Developed and administered assessment center for the rank of Deputy Chief of Police. 2015 Springfield, IL Conducted job analysis, developed and administered written examinations and assessment center for the rank of fire battalion chief. 2015 Springfield, IL Conducted job analysis, developed and administered written examinations and assessment center for the rank of Fire Captain. 2015 San Jose, CA Conducted job analysis, developed and administered written examination and assessment center for the rank of Fire Captain. 2014 City of Miami, FL Conducted job analysis for the rank of Firefighter. 2014 San Antonio, TX Developed written examination for the rank of Police Sergeant. 2014 San Antonio, TX Developed written examination for the rank of Police Detective. 2014 Plano, TX Developed written examination for the rank of Assistant Chief. 2014 Plano, TX Developed written examination for the rank of Battalion Chief. 2014 Plano, TX Developed and administered written examination for the rank of Fire Captain. 2014 Plano, TX Developed written examination for the rank of Fire Lieutenant. 2014 Plano, TX Developed written examination for the rank of Fire Apparatus Operator. 2014 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Corporal. 2014 Tulsa, OK Developed and administered assessment center for the rank of Police Captain. 2014 Tulsa, OK Developed and administered assessment center for the rank of Police Major. 2014 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Sergeant. 2014 Pinellas County Sheriff's Office, FL Developed and administered written examination and assessment center for the rank of Sergeant LEO (Law Enforcement Officer). 2014 Pinellas County Sheriff's Office, FL Developed and administered written examination and assessment center for the rank of Sergeant DCB (Detention & Corrections Bureau). 2014 Pinellas County Sheriff's Office, FL Developed and administered assessment center for the rank of Lieutenant LEO (Law Enforcement Officer). 2014 Pinellas County Sheriff's Office, FL Developed and administered assessment center for the rank of Lieutenant DCB (Detention & Corrections Bureau). 2014 109 76 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET DFW Airport Fire and Police Developed technical interview questions for the ranks of Police Sergeant and Lieutenant and Fire Captain and Battalion Chief. 2014 St. Paul, MN Assisted in the development of written examination and assessment center for the rank of Sergeant. 2014 Omaha, NE Developed and administered written examinations and assessment centers for the rank of Fire Captain. 2014 San Jose, CA Developed written examination for the rank of Fire Engineer. 2014 San Jose, CA Conducted job analysis, developed and administered written examinations and assessment center for the rank of fire battalion chief. 2014 Miami Beach, FL Conducted job analysis, developed and administered written examinations and structured oral interview for the rank of Lifeguard II. 2014 Miami Beach, FL Conducted job analysis, developed and administered written examinations and structured oral interview for the rank of Lifeguard Lieutenant. 2014 Omaha, NE Developed and administered assessment center for Assistant Fire Chief. 2014 Omaha, NE Developed and administered written examination and assessment center for police captain. 2013 San Jose, CA Developed and administered written examinations and assessment centers for the rank of Arson Investigator. 2013 San Jose, CA Developed and administered written examinations and assessment centers for the rank of Fire Prevention Inspector. 2013 Forsyth County, GA Conducted job analysis, developed and administered written examinations and assessment center for the rank of fire Battalion Chief. 2013 Tulsa, OK Developed and administered written examination and assessment center for the rank of Police Corporal. 2013 DFW Airport Fire and Police Conducted job analysis for the ranks of fire captain and battalion chief, sergeant and lieutenant for police. Linked job analysis tasks and KSAs to off-the-shelf promotional tests. 2013 Milwaukee, WI Assisted in the development and administration of written examinations and assessment centers for the rank of lieutenant. 2013 Milwaukee, WI Conducted job analysis and assisted in the development and administration of written examinations and assessment centers for the rank of fire captain. 2013 Omaha, NE Conducted job analysis and assisted in the development of written examination and assessment center for the rank of paramedic shift supervisor. 2013 110 77 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Presentations: ▪ Nelson, C.A., Benson, M., Bonilla, D., Foldes, H., Muros, J., Roberston, L., & Zaldivar, K. (April 2015). Stepping into Organizations: Strategies for Talking to the Business. Panel Discussion at the 30th Annual Conference for the Society for Industrial and Organizational Psychology, Philadelphia, PA. ▪ Nelson, C. A., Brummel, B. J., & Wright, C. (April, 2013). The relationship between training scores and store-level outcomes. Poster presented at the 28th Annual Conference for the Society for Industrial and Organizational Psychology, Houston, TX. ▪ Parker, K. N., Brummel, B. J., Nelson, C. A., Hannam, K. A., & Thomason, A. (April, 2013). Examining the curvilinear relationship between income and job satisfaction. Poster presented at the 28th Annual Conference for the Society for Industrial and Organizational Psychology, Houston, TX. ▪ Simonet, D. V., Narayan, A., & Nelson, C. A. (April, 2013). Who is empowered? A dispositional basis to psychological empowerment. Poster presented at the 28th Annual Conference for the Society for Industrial and Organizational Psychology, Houston, TX. ▪ Nelson, C. A., Simonet, D. V., & Narayan, A. (April, 2012). Exploring the proactive realization process of organizational culture via critical incident methodology. In A. Narayan (Co-Chair) & D. Simonet (CoChair), Key to the Lock: Matching Qualitative Methodology to Organizational Questions. Symposium at the 27th Annual Conference for the Society for Industrial and Organizational Psychology, San Diego, CA. ▪ Palmer, A. J., Robertson, L., Nelson, C. A., & Pickering, D. (April, 2012). Employability using personality assessment. Poster presented at the 27th Annual Conference for the Society for Industrial and Organizational Psychology, San Diego, CA. ▪ Simonet, D. V., Narayan, A., & Nelson, C. A. (April, 2012). Mediated relationships between psychological safety and multidimensional psychological empowerment. Poster presented at the 27th Annual Conference for the Society for Industrial and Organizational Psychology, San Diego, CA. ▪ Simonet, D. V., Packell, K. M., Pellebon, C., Nelson, C. A., & Narayan, A. (April, 2011). Eliciting and categorizing organizational member values: Value laddering technique. Poster presented at the 26th Annual Conference for the Society for Industrial and Organizational Psychology, Chicago, IL. Publications: Smit, B., Ryan, L., & Nelson, C. (in press). Does job autonomy increase or decrease negative emotional displays from service workers? A test of competing hypotheses. Journal of Personnel Psychology. Simonet, D. V., Narayan, A., & Nelson, C. (2015). A social-cognitive moderated mediated model of psychological safety and empowerment. Journal of Psychology: Interdisciplinary and Applied, 149, 818-845. Nelson, C. A., Brummel, B. J., Grove, D. F., Jorgenson, N., Gamble, R., & Sen, S. (2010). Measuring creativity in software design. Proceedings of the International Conference on Computational Creativity, 205-214. 111 78 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Amy Eitapence, M.A. Manager, Recruitment Services Background Statement: Ms. Eitapence is the manager for the recruitment division of I/O Solutions, Inc. (IOS), a personnel and human resources consulting firm that specializes in testing and assessment. Ms. Eitapence has experience in developing, validating, and administering assessment centers, promotional job knowledge examinations, entry-level examinations and oral interviews in the public safety sector. Ms. Eitapence also oversees and serves as a project manager for municipal clients in police officer/firefighter recruitment processes. Education: University at Albany, SUNY Master of Arts, Industrial/Organizational Psychology (2013) University at Oneonta, SUNY Bachelor of Science, Psychology (2010) Affiliations: Society for Industrial/Organizational Psychology (SIOP) American Psychological Association (APA) Professional Experience: 2014 to Present Industrial/Organizational Solutions, Inc. (IOS) Manager, Recruitment Services • Project management for entry-level recruitment, including but not limited to: developing job applications, coordinating the intake of applications and supporting documentation, screening applications using client specific parameters and administering testing • Consult with public safety agencies to develop, validate and defend entry-level and promotional testing/assessment systems. Systems include entry-level and promotional written exams, oral interviews and assessment centers. • Provide best-practice training to public safety agencies, human resources and civil service personnel • Oversee recruitment project managers and administrative staff. 112 79 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2013 to 2014 Excelsior College Data Analyst • Conduct an array of activities that support psychometric, test administration, and test development functions • Assist in standard setting sessions, using the Angoff method to set cut points for college level examinations • Conduct analyses including, but not limited to: item analysis, dimensionality, speededness, and form equating • Coordinate the production of psychometric technical handbooks for publication 2011 to 2013 Chequed.com Research Analyst • Talent management solutions for organizations with high-volume hiring needs • Facilitated in the selection procedures for a pre-employment selection and screening • Responsibilities included directly working in test development, validation studies, job analyses, candidate interviews, and job profile benchmarking 2011 to 2013 NYS Department of Civil Service Intern, Testing Services Assistant • Assisted in test item construction, review, and evaluation • Contributed to appropriate exam comparisons, synthesizing surveys, subject matter expert reviews, and constructing exams Summary of Selection Projects: Client Project Description Timeframe Waukegan Police Department Written exam development, administration and scoring for rank of sergeant. 2020 Westmont Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 Wheeling Fire Department Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 113 80 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Brookfield Police and Fire Development of entry-level structured oral interview for police officer and firefighter. Development of promotional structured oral interview for police sergeant and fire lieutenant. 2020 Northbrook Fire Department Written exam development, administration and scoring for driver/engineer 2020 Huntley Police Department Development of entry-level structured oral interview for police officer. 2020 Western Springs Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 Oak Park Fire Department Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 Willowbrook Police Department Development of entry-level structured oral interview for police officer. 2020 Rolling Meadows Police Department Written exam development, administration and scoring for rank of sergeant. 2020 Clarendon Hills Police Department Development of entry-level structured oral interview for police officer. 2020 Niles Fire Department Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 Mount Prospect Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 Western Springs Police Department Development of entry-level structured oral interview for police officer. 2020 114 81 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Elgin Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 Northbrook Fire Department Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 Elmhurst Fire Department Development of assessment center for battalion chief and lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 Oak Park Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2020 Oak Park Fire Department Development and management of written examination for battalion chief. Development of assessment center for battalion chief. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2019 Orland Fire Department Development of entry-level structured oral interview for firefighter. 2019 La Grange Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2019 Burr Ridge Police Department Development of entry-level structured oral interview for police officer. 2019 Arlington Heights Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2019 115 82 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Wheeling Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. Prepared and managed Merit and Efficiency process. 2019 Plainfield Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2019 Grayslake Police Department Written exam development, administration and scoring for rank of sergeant. Development and management of structured oral interview (SOI) for sergeant. Conducted assessor training and management of SOI. 2019 Elgin Fire Department Written exam development, administration and scoring for rank of lieutenant. 2019 Wilmette Fire Department Written exam development, administration and scoring for rank of lieutenant. 2019 Des Plaines Fire Department Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2019 Berwyn Fire Department Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2018 Berwyn Police Department Development and management of written examination for sergeant and lieutenant. Development of assessment center for sergeant and lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2018 Oak Park Police Development and management of structured oral interview (SOI) for police chief. Conducted assessor training and management of SOI. 2018 Northbrook Fire Department Development and management of written examination for captain. Development of assessment center for captain. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2018 116 83 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Long Grove Fire Protection District Written exam development, administration and scoring for rank of lieutenant. 2018 Des Plaines Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2018 Winnetka Police Department Written exam development, administration and scoring for rank of sergeant. 2018 Morton Grove Fire Department Written exam development, administration and scoring for rank of lieutenant. 2018 Woodridge Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2018 Mundelein Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2018 Lincolnshire-Riverwoods FPD Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2018 Hinsdale Police Department Written exam development, administration and scoring for rank of sergeant. 2018 Lemont Police Department Written exam development, administration and scoring for rank of sergeant. 2018 Downers Grove Police Department Development of structured oral interview for entry-level officers. 2018 Downers Grove Fire Department Development of structured oral interview for entry-level firefighters. 2018 Barrington Fire Department Written exam development, administration and scoring for rank of assistant chief. 2018 Elgin Fire & Police Departments Development of entry-level structured oral interview for both police and fire. 2018 Arlington Heights Police Department Development of assessment center for commander. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2018 117 84 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Arlington Heights Police Department Written exam development, administration and scoring for rank of sergeant. 2018 La Grange Fire Department Development and management of written examination for lieutenant. Development and management of structured oral interview. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2018 Brookfield Fire Department Development of structured oral interview for rank of captain. Conducted assessor training and management of oral interviews. 2017 Brookfield Police Department Development of structured oral interview for rank of sergeant. Conducted assessor training and management of oral interviews. 2017 Brookfield Police Department Development of structured oral interview for rank of lieutenant. Conducted assessor training and management of oral interviews. 2017 Clarendon Hills Police Department Written exam development, administration and scoring for rank of sergeant. 2017 Darien Police Department Development of structured oral interview for entry-level officers. 2017 Evergreen Park Police Department Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2017 Glenview Police Department Development of structured oral interview for entry-level officers. 2017 Huntley Fire Protection District Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2017 Huntley Fire Protection District Development and administration of structured oral interview for entry-level firefighters. 2017 La Grange Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2017 Lake Bluff Police Department Written exam development, administration and scoring for rank of sergeant. Development of structured oral interview. 2017 Lake Forest Police Department Written exam development, administration and scoring for rank of sergeant. 2017 Mount Prospect Police Department Development of structured oral interview for entry-level officers and lateral hires. Conducted assessor training. 2017 118 85 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Mount Prospect Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2017 Niles Fire Department Development and management of written examinations for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientations. Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. 2017 Oak Park Fire Department Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2017 Oak Park Police Department Development and management of written examinations for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2017 Plainfield Police Department Development and administration of structured oral interview for entry-level officers. 2017 Plano Police Department Development and administration of structured oral interview for entry-level officers. 2017 Rolling Meadows Police Department Written exam development, administration and scoring for rank of sergeant. 2017 Western Springs Police Department Development and management of written examination for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2017 Westmont Police Department Development and management of written examinations for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2017 Wheeling Fire Department Development and management of written examination for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2017 Willowbrook Police Department Development of structured oral interview for entry-level officers. 2017 119 86 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Wilmette Police Department Written exam development, administration and scoring for rank of lieutenant. 2017 Woodridge Police Department Development of structured oral interview for entry-level officers. 2017 Arlington Heights Police Department Written exam development, administration and scoring for rank of sergeant. 2016 Norwood Park Fire Protection District Development of structured oral interview for entry-level firefighters. 2016 West Chicago Police Department Written exam development, administration and scoring for rank of sergeant. Development of oral interview, conduct assessor training and manage interview administration. 2016 Western Springs Police Department Development of structured oral interview for entry-level officers. Conduct assessor training and manage interview administration. 2016 Berwyn Fire Department Development and management of written examinations for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2015 Berwyn Police Department Development and management of written examinations for sergeant and lieutenant. Development of assessment centers for sergeant and lieutenant. Conducted candidate orientations. Conducted assessor training and managed assessment center administrations. Developed candidate feedback reports. 2015 Downers Grove Fire Department Development and management of written examinations for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2015 Long Grove Fire Department Written exam development, administration and scoring for rank of lieutenant. 2015 Maywood Fire Department Development and administration of oral interviews for entry- level firefighter. 2015 Maywood Police Department Development and administration of oral interviews for entry- level officer. 2015 Moline Fire Department Development and management of written examinations for Battalion Chief. Development of assessment center for Battalion Chief. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2015 Morton Grove Fire Department Written exam development, administration and scoring for rank of sergeant. 2015 120 87 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Mundelein Police Department Development of oral interview for entry-level officer. Development of oral interview for sergeant. Administration of written examinations for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2015 Norwood Park Fire Protection District Written exam development, administration and scoring for rank of lieutenant. Development of oral interview, conduct assessor training and manage interview administration. 2015 Palatine Fire Department Written exam development, administration and scoring for rank of lieutenant. 2015 Plano Police Department Development of structured oral interview for entry-level officers. 2015 Prospect Heights Fire Protection District Development and management of written examinations for lieutenant. Development of assessment center for lieutenant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2015 Tri-State Fire Protection District Development and administration of oral interviews for entry- level firefighter. 2015 Villa Park Police Department Development and management of written examinations for sergeant. Development of assessment center for sergeant. Conducted candidate orientation. Conducted assessor training and managed assessment center administration. Developed candidate feedback reports. 2015 Wilmette Fire Department Written exam development, administration and scoring for rank of lieutenant. 2015 Woodridge Police Department Development of structured oral interview for entry-level officers. 2015 121 88 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Maxwell G. Porter, M.S. Manager, Testing Services Background Statement: Mr. Porter is a Manager in the Research & Development Department, a division of Testing Services at IOS, a personnel and human resources consulting firm that specializes in testing and assessment. He also is currently in the process of completing his PhD in Industrial- Organizational Psychology at Illinois Institute of Technology. Mr. Porter has experience in entry-level as well as promotional testing processes with a specialty in data/statistical analysis, test development and validation, and job analysis procedures. He has worked with clients on a statewide, municipal, and department level. As a manager, Mr. Porter frequently engages in the following employment testing processes: • JAQ development and analysis • Online survey design & implementation • Adverse impact analysis • Statistical significance testing • Criterion-related validation • Content-validation (CVR implementation, Angoff calculation, SME review sessions) • Full-cycle project management • Physical Ability Test (PAT) development, validation, implementation and analysis • Cut score analysis & defensibility • Test score banding (SED) • Classical test theory item-analysis • Legal issues in personnel selection • Differential item functioning (DIF) • Assessment center development, implementation, and analysis • Structured Oral interview (SOI) development and implementation • Validity Transportation • Individual assessment (i.e. personality and managerial/leadership potential assessment) Education: Illinois Institute of Technology, Chicago Doctor of Philosophy, Industrial-Organizational Psychology (2019 expected) Illinois Institute of Technology, Chicago Master of Science, Industrial-Organizational Psychology (2016) Creighton University, Omaha Bachelor of Science, Psychology, Magna cum Laude (2011) 122 89 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Minor: Business Administration Presentations & Publications: Tawney, M. W., Jacobson, C. J., Porter, M. G., & Szarek, R. W. (2019, April). Reducing disparity and increasing diversity in law enforcement hiring. Poster presented at the Thirty- Fourth Annual Conference of the Society for Industrial and Organizational Psychology, National Harbor, MD. Porter, M. G., Morris, S. B., & De Corte, W. (2017, April). Pareto-Optimal Composites: Predicted vs. Realized Validity-Diversity Tradeoffs. Symposium presented at Thirty- Second Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, FL. Porter, M. G., & Morris, S. B. (2015, November). An examination of Pareto-optimality to public safety selection data. Presented at the Ideas in Testing Research seminar, Chicago, IL. Professional Experience: April 2019 to Present Industrial/Organizational Solutions, Inc. (IOS) Manager, Testing Services 2017 to April 2019 Industrial/Organizational Solutions, Inc. (IOS) Consultant/Sr. Researcher, Testing Services 2014 to June 2017 Industrial/Organizational Solutions, Inc. (IOS) Research Analyst, Testing Services 2014 Industrial/Organizational Solutions, Inc. (IOS) Research Associate, Testing Services 2013 – 2014 Illinois Institute of Technology (IIT) Graduate Statistics Teaching Assistant Summary of Selection Projects: Client Project Description Timeframe Florida State Highway Patrol Job Analysis and & Validity Transportation process for entry-level trooper position. Delivered online JAQ survey. Updated existing PAT with additional job-related evolutions and managed filed testing of new PAT course. Provided new cut score recommendation based on analysis of incumbent field test data. 2020-2021 Missouri State Highway Patrol Job Analysis and & Validity Transportation process for entry-level Commercial Vehicle Officer position. Delivered online JAQ survey. Updated existing PAT with additional job-related evolutions and 2021 123 90 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET managed field testing of new PAT course. Developed guidelines for the mobile administration of the PAT statewide. Provided new cut score recommendation based on analysis of incumbent field test data. Indianapolis, IN Fire Department Managed the administration of a written exam to over 1,100 firefighter candidates. Developed a virtual one-way structured oral interview platform allowing candidates to securely interview from their homes. Provided in-depth incumbent assessor training and oversaw SOI scoring for over 950 candidate video responses. 2020 Anaheim, CA Fire Department Job Analysis and & Validity Transportation process for entry-level firefighter position. Managed the conduction of on-site job analysis visits as well as administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. Developed custom SOI, provided in-depth incumbent assessor training and oversaw SOI administration 2020 Fort Worth, TX Police Department Job Analysis and & Validity Transportation process for entry-level Patrol Officer position. Managed the administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. Provided written exam for ~600 candidates and delivered comprehensive adverse impact report of test outcomes. 2020 Greenville, SC Police Department Job Analysis and & Validity Transportation process for entry-level Patrol Officer position. Managed the conduction of on-site job analysis visits as well as administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. Developed custom SOI, provided in-depth incumbent assessor training and oversaw SOI administration. Validated (content & criterion) existing custom physical ability test (PAT) simulation. Worked with SMEs to content validate departmental Medical Health Screening process. 2019 Greenville, SC Fire Department Job Analysis and & Validity Transportation process for entry-level firefighter position. Managed the conduction of on-site job analysis visits as well as administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. Developed custom SOI, provided in-depth incumbent assessor training and oversaw SOI administration. Validated (content & criterion) existing custom physical ability test (PAT) simulation. Worked with SMEs to content validate departmental Medical Health Screening process. 2019 Washington DC, Fire & EMS Job Analysis and & Validity Transportation process for entry-level firefighter position. Managed the conduction of on-site job analysis visits as well as administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. Provided written exam for over 3,000 candidates and delivered comprehensive adverse impact report of test outcomes. 2019 Fort Worth, TX Fire Department Job Analysis and & Validity Transportation process for entry-level firefighter position. Managed the administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. Provided written exam for ~1,300 candidates and delivered comprehensive adverse impact report of test outcomes. 2019 Indianapolis, IN Police Department Written examination scoring. Full SOI development and administration with department SMEs. 2019 Lakewood, CO Police Department Developed custom SOI, implemented video SJT and administered integrity inventory to entry level candidates. Performed statistical score banding of results and delivered comprehensive adverse impact report. 2016-2020 124 91 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Edmond, OK Fire Department Developed custom SOI, managed onsite rater training, and video recording of candidate responses. Developed new custom Semi- structured Oral Interview (i.e. Chief’s interview) provided in-depth training to fire chiefs. 2018 Indianapolis, IN Fire Department Managed the administration of a written exam to over 1,000 firefighter candidates. Developed fully custom SOI based on job analytic data and SME input. Provided in-depth incumbent assessor training and oversaw SOI administration to over 800 candidates. 2018 Miami Beach, FL Fire Department Provided multiday on-site candidate orientation sessions. Oversaw administration and scoring of written exam for over 500 firefighter applicants 2018 Providence RI, Police Department Developed fully custom SOI based on job analytic data and SME input. Provided in-depth incumbent and community assessor training. 2018 Bridgeport, CT Police Department Oversaw administration of custom written examination. Developed fully custom SOI based on job analytic data and SME input. Provided in-depth incumbent assessor training and oversaw SOI administration to over 250 candidates. 2018 Indianapolis, IN Police Department Job Analysis and & Validity Transportation process for entry-level police officer position. Managed the conduction of on-site job analysis visits as well as administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. Developed custom SOI, implemented custom video written exercise, and custom video SJT. 2017-2018 Cobb County, GA Fire Department Job Analysis and & Validity Transportation process for entry-level firefighter position. Delivered online JAQ survey. Analyzed and re- validated previously developed PAT. Provided new cut score recommendation based on analysis of archival incumbent data. 2017-2018 Miami Beach, FL Police Department Developed fully custom entry-level written exercise. Scripted, filmed, and directed the onsite creation of six video scenarios. Developed objective criteria/rating scales based on assessment of candidate recall and written ability. 2017-2020 Edmond, OK Fire Department Job Analysis and & Validity Transportation process for entry-level firefighter position. Delivered online JAQ survey. Administered battery of entry-level exams. Developed custom SOI, managed onsite rater training, and video recording of candidate responses. Developed custom Semi-structured Oral Interview (i.e. Chief’s interview) provided in-depth training to fire chiefs. 2017 New York Metropolitan Transit Authority (MTA) Job Analysis and & Validity Transportation process for entry-level police officer position. Managed the conduction of on-site job analysis visits as well as administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. 2017 Bridgeport, CT Fire Department Criterion-related validation of past test data. Situation Judgement content validation. Written examination item-analysis and administration. Custom SOI development and administration 2016 Indianapolis, IN Police Department Criterion-related validity transportation analysis conducted. On-site job analysis visits. Written examination scoring. Full SOI development and administration with department SMEs. 2016-2017 Massachusetts Trial Court, MA Development, validation (content & criterion), field-testing, and administration of custom physical ability test (PAT) simulation 2015-2016 Florida Department of Law Enforcement (FDLE) CJBAT exam cut-score re-analysis and modification. Classical and Differential Item Functioning (DIF) item analyses performed. Adverse impact analysis and significance testing. 2015-2016 125 92 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Florida Division of State Fire Marshal, Bureau of Fire Standards & Training Conducted statewide job analysis for firefighter position. Included: job analysis interviews, observations, JAQ survey development, administration and analysis. Identified critical KSAOs & Tasks and analyzed survey data across variety of key demographic variables. 2015 New York Civil Service Commission Conducted statewide job analysis for police officer position: Included on-site observations, interviews and JAQ content reviews 2015 New Jersey Civil Service Commission Conducted statewide job analysis for firefighter position including: on-site interviews, observations, JAQ administration, analysis, and written exam field testing. 2015 Bridgeport, CT Police Department Creation, validation, and scoring of custom written exam process. 2015 126 93 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET JOHN M. FORD, PH.D. Principal Consultant Background Statement: Dr. Ford is a Principal Consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Dr. Ford has experience as the principal consultant and project manager for entry-level and promotional assessment products and services, including standardized written tests, job analyses, test validation and transportability studies, oral boards/structured interviews, physical ability tests, promotional written tests, promotional assessment centers, litigation support, performance evaluations, and recruitment surveys. In addition to the development, validation, and administration of assessment processes, Dr. Ford also has extensive experience in providing the following consulting services: ❖ Assisting agencies with preparing RFPs that are specifically targeted to the organizations needs and/or getting sole source approval. ❖ Providing expert consultation for both technically literate and lay client contacts regarding legal requirements and issues (e.g., EEOC guidelines, testing options, test results, validation, adverse impact, cut scores, accommodations for candidates with disabilities, etc.). ❖ Reviewing new legislation and local requirements/civil service guidelines to ensure client compliance. ❖ Educating and working with civil service commissions, human resource agencies, public safety departments, and government officials to ensure the legal defensibility of their selection systems and to gain organizational, political, and public acceptance for their processes. ❖ Meeting with interested parties (e.g., unions and employee groups, community organizations, minority groups, media) to address concerns and gain buy- in for projects. ❖ Conducting statistical analyses (item analyses, scoring, adverse impact, repeat test taker analyses, reliability analyses, statistical validation, transportability analyses, fairness analyses, etc.) and creating eligibility lists. ❖ Analyzing, interpreting, and presenting project results to client representatives, government officials, civil service commissions, and community representatives. ❖ Providing litigation support (e.g., conducting statistical analyses, reviewing reports, participating in strategy meetings with attorneys, preparing supporting materials) for expert witness testimony and court cases. Education: Louisiana State University, Baton Rouge, Louisiana Doctor of Philosophy: Industrial/Organizational Psychology (2002) 127 94 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET California State University, Bakersfield, Bakersfield, California Master of Arts: Psychology (1998) Weber State University Bachelor of Science, Psychology (1996) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Professional Experience: 2016 to Present Industrial/Organizational Solutions, Inc. Principal Consultant • Consult with public safety agencies to develop, validate, administer, and defend promotional testing/assessment systems 2001 to 2015 CWH Research, Inc. Director of Consulting Services • Management and supervision of a staff that provides entry-level and promotional testing products, services, consultation, and client support to public agencies across the United States and Canada. Summary of Selection Projects: Client Project Description Timeframe Metropolitan Nashville Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant and Lieutenant. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2021 Albuquerque Police Department Management of written examination for Lieutenant. Development of assessment center for Lieutenant. Conduct candidate orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. 2021 Tuscaloosa Fire & Rescue Service Management of written examinations for Fire Apparatus Operator, Lieutenant, and Captain. Development of practical examination (Aerial Test, Pump Test, Rodeo Test) for Fire Apparatus Operator. Development of assessment centers for Lieutenant and Captain. Development of oral interview for Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage practical examination, assessment center, and oral interview administrations. Manage candidate feedback reports. 2020-2021 Albuquerque Fire Rescue Management of written examinations for Paramedic Driver, Suppression Driver, Paramedic Lieutenant, and Suppression Lieutenant. 2020-2021 128 95 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Bexar County Sheriff's Office Management of written examinations for Detention Corporal, Detention Lieutenant, Law Enforcement Entry Test, Law Enforcement Captain, and Law Enforcement Lieutenant. 2020 San Diego Fire-Rescue Department Management of written examinations for Captain and Battalion Chief. Development of assessment centers for Captain and Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2019-2020 Tuscaloosa Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant and Lieutenant. Development of structured interviews for Captain and Assistant Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center and structured interview administrations. Manage candidate feedback reports. 2019-2020 Albuquerque Police Department Management of written examination for Sergeant. Development of assessment center for Sergeant. Conduct candidate orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. 2019-2020 Metropolitan Nashville Police Department Management of written examinations for Sergeant and Captain. Development of assessment centers for Sergeant and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2019-2020 Albuquerque Fire Rescue Management of written examinations for Paramedic Driver, Suppression Driver, Paramedic Lieutenant, Suppression Lieutenant, Captain, and Battalion Chief. Development of assessment centers for Captain and Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2019-2020 University of Alabama Police Department Management of written examinations for Sergeant, Lieutenant, and Captain. Development of assessment centers for Sergeant, Lieutenant, and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2019-2020 Tuscaloosa Fire Rescue Development of assessment center for Fire Marshal. Conduct assessor training and manage assessment center. Manage candidate feedback reports. 2019 San Diego Fire-Rescue Department Management of USERRA assessment center for Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2019 Columbus Fire & Emergency Medical Services Management of written examinations for Sergeant, Lieutenant, and Captain. Development of assessment centers for Sergeant, Lieutenant, Captain, and Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2019 129 96 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Bexar County Sheriff's Office Management of written examinations for Detention Corporal, Detention Captain, Detention Sergeant, Law Enforcement Entry Test, Law Enforcement Investigator, and Law Enforcement Sergeant. 2019 Albuquerque Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant and Lieutenant. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2019 Metropolitan Nashville Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant and Lieutenant. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2018-2019 Tuscaloosa Fire & Rescue Service Management of written examinations for Fire Apparatus Operator, Lieutenant, and Captain. Development of practical examination (Aerial Test, Pump Test, Rodeo Test) for Fire Apparatus Operator. Development of assessment centers for Lieutenant and Captain. Development of oral interview for Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage practical examination, assessment center, and oral interview administrations. Manage candidate feedback reports. 2018-2019 Metropolitan Nashville Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant and Lieutenant. Conduct candidate orientation. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2018-2019 Albuquerque Fire Rescue Management of written examinations for Paramedic Driver and Suppression Driver. 2018-2019 Cobb County Fire & Emergency Services Management of written examinations for Engineer and Lieutenant. Development of assessment centers for Engineer and Lieutenant. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2018 Bexar County Sheriff's Office Management of written examinations for Detention Corporal, Detention Sergeant, Detention Lieutenant, Law Enforcement Investigator, Law Enforcement Sergeant, Law Enforcement Lieutenant, and Law Enforcement Transfer. 2018 San Diego Fire-Rescue Department Management of written examinations for Captain and Battalion Chief. Development of assessment centers for Captain and Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2017-2018 Tuscaloosa Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant, Lieutenant, and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2017-2018 130 97 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Albuquerque Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant and Lieutenant. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2017-2018 Albuquerque Fire Rescue Management of written examinations for Paramedic Driver, Suppression Driver, Paramedic Lieutenant, Suppression Lieutenant, Captain, and Battalion Chief. Development of assessment centers for Captain and Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2017-2018 Columbus Fire & Emergency Medical Services Management of written examinations for Sergeant, Lieutenant, and Captain. Development of assessment centers for Sergeant, Lieutenant, Captain, and Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2017 Metropolitan Nashville Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant, Lieutenant, and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2017 Albuquerque Fire Department Development and administration of job analysis for Paramedic Driver, Suppression Driver, Paramedic Lieutenant, Suppression Lieutenant, Captain, and Commander. 2017 Kansas City, Kansas Police Department Management of written examination for Captain. Development of assessment center for Captain. Conduct candidate orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. 2017 Cobb County Fire & Emergency Services Management of written examinations for Engineer and Lieutenant. Development of assessment centers for Engineer and Lieutenant. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2017 Tuscaloosa Fire & Rescue Service Management of written examinations for Fire Apparatus Operator, Lieutenant, and Captain. Development of practical examination (Aerial Test, Pump Test, Rodeo Test) for Fire Apparatus Operator. Development of assessment centers for Lieutenant and Captain. Development of oral interview for Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage practical examination, assessment center, and oral interview administrations. Manage candidate feedback reports. 2017 Albuquerque Police Department Management of written examination for Sergeant and Lieutenant. Development of assessment center for Sergeant and Lieutenant. Conduct candidate orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. 2017 Albuquerque Fire Department Management of written examination for Driver. 2017 Bexar County Sheriff's Office Management of written examinations for Law Enforcement Deputy Sheriff, Law Enforcement Transfer Exam, Law Enforcement Lieutenant, Law Enforcement Captain, Detention Corporal, Detention Sergeant, Detention Lieutenant, and 2017 131 98 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Detention Captain. Bexar County Sheriff's Office Management of written examinations for Law Enforcement Investigator and Sergeant. 2016 Metropolitan Nashville Police Department Management of written examination for Sergeant Development of assessment center for Sergeant. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. 2016 Albuquerque Police Department Management of written examination for Sergeant. Development of assessment center for Sergeant. Conduct candidate orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. 2016 Albuquerque Fire Department Management of written examinations for Driver, Lieutenant, Captain, and Commander. Development of assessment centers for Captain and Commander. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2016 University of Alabama Police Department Management of written examinations for Sergeant, Lieutenant, and Captain. Development of assessment centers for Sergeant, Lieutenant, and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2016 Cobb County Fire & Emergency Services Management of written examinations for Engineer and Lieutenant. Development of assessment centers for Engineer and Lieutenant. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2016 San Diego Fire-Rescue Department Management of written examinations for Captain and Battalion Chief. Development of assessment centers for Captain and Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2016 Kansas City, Kansas Police Department Management of written examinations for Sergeant, Detective, and Captain. Development of assessment centers for Sergeant, Detective, and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2015-2016 Tuscaloosa Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant, Lieutenant, and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2015-2016 Columbus Fire & Emergency Medical Services Management of written examinations for Sergeant, Lieutenant, and Captain. Development of assessment centers for Sergeant, Lieutenant, Captain, and Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2015 Metropolitan Nashville Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant, Lieutenant, and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2015 Cobb County Fire & Emergency Development of structured interview for Captain. Conduct 2015 132 99 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Services assessor training and manage structured interview administration. Manage candidate feedback reports. Cobb County Fire & Emergency Services Management of written examinations for Engineer and Lieutenant. Development of assessment centers for Engineer and Lieutenant. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2015 Tuscaloosa Fire & Rescue Service Management of written examinations for Fire Apparatus Operator, Lieutenant, and Captain. Development of practical examination (Aerial Test, Pump Test, Rodeo Test) for Fire Apparatus Operator. Development of assessment centers for Lieutenant and Captain. Development of oral interview for Battalion Chief. Conduct candidate orientations. Conduct assessor training and manage practical examination, assessment center, and oral interview administrations. Manage candidate feedback reports. 2014-2015 Fairfax County Police Department Development and validation of Physical Ability Test for entry- level Police Officer and entry-level Animal Control Officer positions. 2010-2015 University of Alabama Police Department Management of written examinations for Sergeant, Lieutenant, and Captain. Development of assessment centers for Sergeant, Lieutenant, and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2014 Metropolitan Nashville Police Department Management of written examination for Sergeant. Development of assessment center for Sergeant. Conduct candidate orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. 2014 Tuscaloosa Fire & Rescue Service Development of oral interview for EMS Chief. Conduct assessor training and manage oral interview administration. Manage candidate feedback reports. 2014 Casa Grande Police Department Management of written examination for Sergeant. Development of assessment center for Sergeant. Conduct candidate orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. 2014 Charleston Fire Department Scoring, data analysis, and evaluating structured oral interview for entry-level Firefighter. 2014 Charleston Fire Department Development, validation, and scoring of structured oral interview for entry-level Firefighter. 2014 Rhode Island State Police Department Conduct assessor training for structured oral interview for entry-level Trooper position. 2014 Rockford Police Department Management of written examination for Sergeant. Development of assessment center for Lieutenant Conduct candidate orientation. Conduct assessor training and manage assessment center administration. Manage candidate feedback reports. 2014 Albuquerque Fire Department Conduct orientation for Captain assessment center. 2014 Arvada Fire Protection District Development, validation, and scoring of oral interview for entry- level Firefighter. 2014 Tuscaloosa Police Department Management of written examinations for Sergeant and Lieutenant. Development of assessment centers for Sergeant, Lieutenant, and Captain. Conduct candidate orientations. Conduct assessor training and manage assessment center administrations. Manage candidate feedback reports. 2013-2014 133 100 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Presentations: ▪ Ford, J.M., Hornick, C.W., & Fox, K. (2014, July). Adverse Impact: A Primer on What You Need to Know. Workshop given at the Thirty-Eighth Annual Conference of the International Personnel Assessment Council, Denver, CO. ▪ Ford, J.M., Hornick, C.W., & Fox, K. (2014, July). Public Safety Hiring: A Tutorial on Improving Your Selection Process From the RFP to the First Day of the Academy. Presentation given at the Thirty-Eighth Annual Conference of the International Personnel Assessment Council, Denver, CO. ▪ Igou, F., Feuquay, J., Blair, M., Hornick, C.W., & Ford, J. M. (2011, July). To band or not to band: Is that the question? Presentation given at the Thirty-fifth Annual Conference of the International Personnel Assessment Council, Washington D.C. ▪ Ford, J.M., Hornick, C.W., & Carnahan, T.J. (2008, June). Bridging the bureaucratic morass: Successfully navigating common obstacles to successful assessment and hiring in the public sector. Presentation given at the Thirty-Second Annual Conference of the International Public Management Association Assessment Council, Oakland, CA. ▪ Ford, J.M., & Blair, M.D. (2008, June). It all begins with the job analysis: Using job analys es to identify talent and drive organizational success. Workshop given at the Thirty-Second Annual Conference of the International Public Management Association Assessment Council, Oakland, CA. ▪ Carnahan, T.J., Hornick, C.W., & Ford, J.F. (2008, June). The first shall be last and the last shall be first: Does presentation order and scheduling impact candidate scores in assessment centers? Presentation given at the Thirty-Second Annual Conference of the International Public Management Association Assessment Council, Oakland, CA. ▪ Ford, J.M. (2007, June). Moving beyond “eeny, meeny, miny, moe”: What factors should guide the evaluation of selection tests. Presentation given at the Thirty-first Annual Conference of the International Public Management Association Assessment Council, St. Louis, MO. ▪ Blair, M.D., & Ford, J.M. (2007, June). Adverse Impact: Pitfalls, pollyanna, and practical advice for practitioners. Workshop given at the Thirty-first Annual Conference of the International Public Management Association Assessment Council, St. Louis, Mo. ▪ Blair, M.D., & Ford, J.M. (2006). It all begins with the job analysis: Expanding the job domain to minimize adverse impact in selection. PTC Quarterly, 2, 10-11. ▪ Ford, J.M., & Blair, M.D. (September, 2006). Adverse impact: Misconceptions, facades, and pitfalls. What practitioners need to know today. Presentation given at the Western Regional Intergovernmental Personnel Assessment Council 2006 Meeting, Berkeley, CA. ▪ Ford, J.M., & Blair, M.D. (2006, June). How do you rate what you don’t know: The impact of familiarity between raters and ratees on performance evaluations. Presentation given at the Thirtieth Annual Conference of the International Public Management Association for Human Resources Assessment Council, Las Vegas, NV. ▪ Ford, J.M., & Blair, M.D. (2006, June). Approaches to addressing adverse impact: Opportunities, facades, and pitfalls. Presentation given at the Thirtieth Annual Conference of the International Public Management Association for Human Resources Assessment Council, Las Vegas, NV. ▪ Blair, M.D., & Ford, J.M. (2006, June). Factors influencing applicant performance when retaking employment exams. Presentation given at the Thirtieth Annual Conference of the 134 101 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET International Public Management Association for Human Resources Assessment Council, Las Vegas, NV. ▪ Blair, M.D., & Ford, J.M. (2006, June). The next generation in firefighter selection: A new model for a new generation. Presentation given at the Thirtieth Annual Conference of the International Public Management Association for Human Resources Assessment Council, Las Vegas, NV. ▪ Ford, J.M., Hornick, C.W., & Killian, J.H. (2005, June). Do you see what I see?: Are different rater sources evaluating the same thing? Presentation given at the Twenty-ninth Annual Conference of the International Public Management Association for Human Resources Assessment Council, Orlando, FL. ▪ Ford, J.M., & Greguras, G.J. (2003, April). Examining the influence of organizational politics on multisource feedback systems. Paper presented at the Eighteenth Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, FL. ▪ Ford, J.M., & Greguras, G. J. (2002, April). Examining the influence of supervisor- subordinate agreement on LMX relationships. Paper presented at the Seventeenth Annual Conference of the Society for Industrial and Organizational Psychology, Toronto, Canada. ▪ Greguras, G. J., Ford, J., & Brutus, S. (2001, May). Manager attention to and use of multi- source feedback. In M. P. Born & M. E. G. van der Velde (Co-chairs), Managerial behavior and assessment. Symposium conducted at the Tenth Annual Conference of the European Congress on Work and Organizational Psychology, Prague, Czech Republic. ▪ Ford, J. M. & Greguras, G. J. (2001, April). An examination of the multidimensionality of supervisor perceptions of leader-member exchange. Paper presented at the Sixteenth Annual Conference of the Society for Industrial and Organizational Psychology, San Diego, CA. ▪ Greguras, G. J., Ford, J. M., & Brutus, S. (2000, April). Which rater source matters most? A policy capturing study. Paper presented at the Fifteenth Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA. Publications: Greguras, G.J., & Ford, J.M. (2006). An examination of the multidimensionality of supervisor and subordinate perceptions of leader-member exchange. Journal of Occupational and Organizational Psychology, 79, 433-465. Greguras, G. J., Ford, J.M., & Brutus, S. (2003). Manager attention to multisource feedback. Journal of Management Development, 22, 345-361. 135 102 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Irfan Bhanji, M.A. Senior Assessment Consultant Background Statement: Irfan joined IOS in 2012 as an associate consultant. He has managed all phases of promotional selection processes for agencies across the country. He delivers excellence to clients in terms of customer service, professionalism, expertise and overall client satisfaction. Education: Elmhurst College M.A. in Industrial/Organizational Psychology (2011) Northern Illinois University B.S. in Psychology (2009) Affiliations: Society for Industrial/Organizational Psychology (SIOP) The Chicago Industrial/Organizational Psychologists (CIOP) Professional Experience: 2019-Present Senior Assessment Consultant, I/O Solutions, Inc. • Manages consulting projects, including, determination of project deliverables, scheduling, communications, client relations, and ensuring the technical quality of all work to be completed • Develops and administers assessment centers and assessor training • Conducts subject matter expert meetings to review test content and items 2014-Present Assessment Consultant, I/O Solutions, Inc. • Manages consulting projects, including, determination of project deliverables, scheduling, communications, client relations, and ensuring the technical quality of all work to be completed • Develops and administers assessment centers and assessor training • Conducts subject matter expert meetings to review test content and items 136 103 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2012-2014 Associate Consultant, I/O Solutions, Inc. • Manages and assists project managers on consulting projects, including, determination of project deliverables, scheduling, communications, client relations, and ensuring the technical quality of all work to be completed • Develops and administers assessment centers and assessor training • Conducts subject matter expert meetings to review test content and items 2010-2010 HR Intern – YWCA of Metropolitan Chicago • Developed, administered, and analyzed annual employee survey • Facilitated focus groups to gather employee feedback on the organizational environment of the agency • Presented survey results and action plan to senior management team • Communicated with a variety of departments and stakeholders at agency Summary of Selection Projects: Client Project Description Timeframe Baltimore Police Department Development of Job Knowledge Assessment Center for the rank of Sergeant and Lieutenant 2020 Baltimore City Fire Department Development of Job Knowledge Assessment Center for the rank of Suppression Battalion Chief 2020 Baltimore City Fire Department Development of Job Knowledge Written Exam & Practicum for Emergency Vehicle Driver and Pump Operator 2020 Guilford Sheriff's Office Developed assessment center for the rank of Sworn Sergeant, Sworn Lieutenant, Detention Sergeant and Detention Lieutenant 2020 August, GA Fire Department Job knowledge written examination and assessment center development for the rank of Lieutenant, and Captain 2020 Cincinnati, OH Developed written exam and assessment center for the rank of Police Lieutenant 2020 Cincinnati, OH Developed written exam and assessment center for the rank of Fire Lieutenant 2020 Kansas City, Kansas PD Development of Job Knowledge Assessment Center for the rank of Captain 2020 Baltimore City Fire Department Development of Job Knowledge Assessment Center for the rank of Suppression Captain and Lieutenant 2019 Baltimore City Fire Department Development of Job Knowledge Assessment Center for the rank of EMS Captain and Lieutenant 2019 137 104 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Kansas City, Kansas PD Developed written exam and assessment center for the rank of Police Sergeant and Detective 2019 Kansas City, Kansas FD Developed written exam and assessment center for the rank of Fire Captain 2019 Kansas City, Kansas FD Conducted Job-Analysis for the ranks of Fire Captain and Battalion Chief 2019 Guilford Sheriff's Office Developed assessment center for the rank of Sworn Sergeant, Sworn Lieutenant, Detention Sergeant and Detention Lieutenant 2019 Cincinnati, OH Developed assessment center for the rank of Police Captain 2019 Cincinnati, OH Developed written exam and assessment center for the rank of Fire District Chief 2019 Cincinnati, OH Developed assessment center for the rank of Fire Captain 2018 Richfield, MN Developed assessment center for the rank of Police Sergeant & Lieutenant 2018 Guilford Sheriff's Office Developed assessment center for the rank of Sworn Sergeant, Sworn Lieutenant, Detention Sergeant and Detention Lieutenant 2018 August, GA Fire Department Job knowledge written examination and assessment center development for the rank of Sergeant, Lieutenant, and Captain 2018 Kansas City, Kansas PD Conducted Job-Analysis for the ranks of Police Sergeant, Detective and Captain 2018 Indianapolis, IN Conducted Job-Analysis for the ranks of Police Sergeant, Lieutenant, and Captain 2017 Omaha, NE Job knowledge written examination and assessment center development for the rank of Police Sergeant. 2017 Baltimore City Fire Department Development of Job Knowledge Assessment Center for the rank of EMS Captain and Lieutenant 2017 Baltimore City Fire Department Development of Job Knowledge Assessment Center for the rank of Suppression Captain and Lieutenant 2017 Cincinnati, OH Conducted Job-Analysis and developed Job knowledge written examination and assessment center for the rank of Fire Lieutenant 2017 Baltimore City Fire Department Development of Job Knowledge Written Exam & Practicum for Emergency Vehicle Driver and Pump Operator 2016 St. Charles, MO Development of Job Knowledge Written Exam & Assessment Center for the rank of Police Sergeant 2016 Baltimore City Fire Department Development of Job Knowledge Assessment Center for the rank of Suppression Battalion Chief 2016 Omaha, NE Development of Assessment Center for the rank of Fire Chief 2016 Northbrook, IL Job knowledge written examination and assessment center development for the rank of Fire Captain. 2016 Cobb County, GA Conducted Job-Analysis and developed assessment center for the rank of Battalion Chief and Deputy Chief 2016 138 105 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Omaha, NE Job knowledge written examination and assessment center development for the rank of Police Lieutenant. 2016 Montgomery Sheriff Job knowledge written examination and assessment center development for the rank Sergeant and Lieutenant. 2016 Elmhurst Fire Department Job knowledge written examination and assessment center development for the rank of Fire Lieutenant and Battalion Chief. 2016 IL State University Civil Service Oral Interview development for the rank of Police Officer. 2015 IL State University Civil Service Assessment center development for the rank of Police Sergeant. 2015 Prince William County Department of Fire & Rescue Job knowledge written examination and assessment center development for the ranks of Lieutenant, Captain, and Technician II. 2015 Baltimore City Fire Department Conducted Job-Analysis and developed Job knowledge written examination for the rank of EMS Lieutenant 2015 Baltimore City Fire Department Conducted Job-Analysis and developed Job knowledge written examination and assessment center for the rank of EMS Captain. 2015 Baltimore City Fire Department Conducted Job-Analysis and developed Job knowledge written examination for the rank of Suppression Captain and Lieutenant. 2015 Baltimore City Fire Department Conducted Job-Analysis and developed Job knowledge written examination and assessment center for the rank of EMS Battalion Chief. 2015 Baltimore City Fire Department Conducted Job-Analysis and developed Job knowledge written examination and assessment center for the rank of Sergeant and Lieutenant. 2015 Omaha, NE Physical Ability Test (PAT) development and validation for the rank of Police Officer. 2015 Omaha, NE Job knowledge written examination and assessment center development for the rank of Fire Apparatus Engineer. 2015 Omaha, NE Job knowledge written examination and assessment center development for the rank of Police Sergeant. 2015 Omaha, NE Assessment center development for the rank of Deputy Police Chief. 2015 Woodridge, IL PD Job knowledge written examination and assessment center development for the rank of Sergeant. 2015 Cedar Rapids, PD Conducted Job-Analysis and developed Job knowledge written examination and assessment center for the rank of Sergeant and Lieutenant. 2015 Prince William County Department of Fire & Rescue Job knowledge written examination and assessment center development for the ranks of Lieutenant, Captain, and Technician II. 2014 139 106 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET St. Louis PD Conducted Job-Analysis and developed Job knowledge written examination and assessment center for the rank of Lieutenant and Captain. 2014 Omaha, NE Assessment center development for the rank of Fire Chief. 2014 Omaha, NE Job knowledge written examination and assessment center development for the rank of Fire Battalion. 2014 Omaha, NE Job knowledge written examination and assessment center development for the ranks of Police Lieutenant. 2014 Omaha, NE Assessment center development for the rank Paramedic Supervisor. 2014 Hoffman Estates, IL PD Job knowledge written examination and assessment center development for the ranks of Sergeant and Lieutenant 2014 Westmont, IL PD Job knowledge written examination and assessment center development for the rank of Sergeant. 2014 Cook County Forest Preserve PD Job knowledge written examination and assessment center development for the rank of Sergeant and Deputy Commander. 2014 Darien, IL PD Job knowledge written examination and assessment center development for the rank of Sergeant. 2014 Prince William County Department of Fire & Rescue Job knowledge written examination and assessment center development for the ranks of Lieutenant, Captain, and Technician II. 2013 Omaha, NE Job knowledge written examination and assessment center development for the rank of Police Sergeant. 2013 Omaha, NE Conducted Job-Analysis and developed Job knowledge written examination and assessment center for the rank of Assistant Fire Marshal. 2013 Omaha, NE Conducted Job-Analysis and developed Job knowledge written examination and assessment center for the rank of Paramedic Supervisor. 2013 Omaha, NE Job knowledge written examination and assessment center development for the rank of Fire Apparatus Engineer. 2013 Prince William County Department of Fire & Rescue Job knowledge written examination and assessment center development for the ranks of Lieutenant, Captain, and Technician II. 2012 Omaha, NE Conducted Job-Analysis and developed Job knowledge written examination and assessment center for the rank of Assistant Fire Chief. 2012 Darien, IL PD Job knowledge written examination and assessment center development for the rank of Sergeant. 2012 140 107 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Linda H. Reynaud, M.A. Senior Assessment Consultant Ms. Reynaud is a consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Ms. Reynaud has a variety of experiences in the private and public sectors in developing, validating, and administering selection processes. Ms. Reynaud also has extensive experience in job analyses and technical report writing. EDUCATION George Mason University M.A. Industrial/Organizational Psychology, 1988 James Madison University B.S. Psychology (cum laude, with distinction), 1987 Professional Experience 2012-Present Assessment Consultant, I/O Solutions, Inc. • Consult with public safety agencies to design, develop and validate promotional testing/assessment systems • Conduct job analysis to identify the essential knowledge, skills, and abilities and other characteristics necessary for performance • Write technical reports for assessment processes, documenting all aspects of the development, administration, results and validation evidence to support assessments 2000-2011 Consultant, e-Selex.com • Served as project manager, designing and developing online selection systems for large private industry clients • Conducted validation analyses and authored validation reports • Wrote proposals, technical specifications documents, and technical reports 1997-2000 Consultant, SHL, Inc. • Consulted with Fortune 500 clients to develop and validate selection tools • Managed the design and development of online hiring systems • Completed large scale job analyses • Wrote technical reports to document projects 1994-1997 Testing and Assessment Analyst, Circuit City Stores, Inc. • Developed and implemented assessment centers for store management positions 141 108 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Developed Competency Models, utilized for recruitment, hiring, promotion and performance management systems • Created a 360 degree feedback instrument, training, and policies • Designed interview guides for store positions • Completed test validation analyses and wrote validation reports • Developed standard operating procedures for store selection • Led cross-functional project to improve sales associate productivity and customer service 1992-1997 Adjunct Instructor, University of Richmond 1993-1994 Organizational & HR Development Manager, Virginia Department of Rehabilitative Services • Facilitated organizational development programs • Led cross-functional team in the development of success factors for agency staff • Conducted training needs assessment and developed agency’s annual HR development plan • Authored training proposal to obtain federal in-service training grant funds; managed grant funds 1990-1993 Selection & Assessment Specialist, Altria • Developed and administered assessment centers for sales manager position and middle manager positions • Developed 360 feedback instrument and process • Designed and implemented assessment processes for various purposes (e.g., placement in re-organization, associate development, training needs analysis) • Participated in the design of a performance appraisal system • Participated in the development of a Management Competency Model • Conducted job analyses and validation studies on selection instruments • Authored panel interview guides and test administration manuals 1988-1990 Research Associate, Human Resources Research Organization (HumRRO) • Served as research analyst under lead researchers • Authored technical reports, prepared communication materials, conducted job analysis interviews 1988 Research Associate (Intern), Morris & McDaniel, Inc • Wrote items for police, security and fire job knowledge exams 142 109 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Summary of IOS Selection Projects: Client Project Description Timeframe Austin-Travis County EMS Job knowledge written examination development for the rank of Clinical Specialist-Field and Clinical Specialist-Communications. Job knowledge written examination development and assessment center development and administration for the rank of Captain- Communications and Captain-Field. 2019 Bernalillo County Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Commander, Captain and Engineer in the Bernalillo Fire Department. 2019 Chattanooga Fire Department Job analyses and job knowledge written examination development and assessment center development and administration for the ranks of Lieutenant, Captain and Battalion Chief. 2019 Coral Gables Fire Department Job knowledge written examination development for the rank of Captain in Coral Gables Fire Department. 2019 Jacksonville Sheriff's Office - Corrections Job knowledge written examination development and assessment center development and administration for the ranks of Corrections Sergeant and Lieutenant in the Jacksonville Sheriff's Office. 2019 Los Alamos Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Driver Engineer, Captain, and Battalion Chief in the Los Alamos Fire Department. 2019 Austin-Travis County EMS Job knowledge written examination development for the ranks of Medic II Communications, Medic II Field and Commander Communications. Job knowledge written examination development and assessment center development and administration for the ranks of Commander Communications, Captain Field and Captain Communications. 2018 Bernalillo County Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Commander and Lieutenant in the Bernalillo Fire Department. 2018 Carrollton Fire Department Job knowledge written examination development for the ranks of Apparatus Operator, Sub Apparatus Operator, Captain, Battalion Chief and Assistant Fire Chief in the Carrollton Fire Department. 2018 Chattanooga Police Department Assessment center development and administration for the rank of Captain in the Chattanooga Police Department. 2018 Coral Gables Fire Department Job knowledge written examination development for the ranks of Lieutenant and Commander in Coral Gables Fire Department. Coordinated entry-level testing. 2018 Jacksonville Sheriff's Office Job knowledge written examination development and assessment center development and administration for the ranks Police Sergeant and Lieutenant in the Jacksonville Sheriff's Office. Job analyses for the ranks of Corrections Sergeant and Lieutenant in the Jacksonville Sheriff's Department. 2018 143 110 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Los Alamos Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Driver Engineer, Captain, and Battalion Chief in the Los Alamos Fire Department. 2018 Los Alamos Police Department Job knowledge written examination development and assessment center development and administration for the rank of Sergeant in the Los Alamos Police Department. 2018 Austin-Travis County EMS Job knowledge written examination development for the ranks of Medic II Communications, Medic II Field, and Captain Field. Structured Oral Interview development for rank of Medic I. 2017 Bernalillo County Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Commander and Captain in the Bernalillo Fire Department. Practical assessment development and administration for the rank of Engineer. 2017 Bernalillo County Metropolitan Detention Center Job knowledge written examination development and assessment center development and administration for the ranks of Sergeant and Lieutenant. 2017 Carrollton Fire Department Job knowledge written examination development for the ranks of Apparatus Operator, Sub Apparatus Operator, Captain, and Battalion Chief in the Carrollton Fire Department. 2017 Chattanooga Fire Department Assessment center development and administration for the ranks of Lieutenant and captain in the Chattanooga Fire Department. 2017 Coral Gables Fire Department Job knowledge written examination development for the rank of Captain in Coral Gables Fire Department. Coordinated entry-level testing. 2017 Jacksonville Sheriff's Office Assessment center development for military make-up assessments for the ranks of Police Sergeant and Lieutenant in the Jacksonville Sheriff's Office. 2017 Los Alamos Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Driver Engineer, Captain, and Battalion Chief in the Los Alamos Fire Department. . 2017 Austin-Travis County EMS Job knowledge written examination development and assessment center administration and development for the ranks of Captain Field, Commander Field, Captain Communications, and Commander Communications. Job knowledge written examination development for the ranks of Medic II Communications and Medic I Field. Structured Oral Interview development for rank of Medic I. 2016 Bernalillo County Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Commander and Lieutenant in the Bernalillo Fire Department. 2016 Bernalillo County Metropolitan Detention Center Job knowledge written examination development and assessment center development and administration for the ranks of Sergeant and Lieutenant. 2016 144 111 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Carrollton Fire Department Job knowledge written examination development for the ranks of Apparatus Operator, Sub Apparatus Operator, Captain, and Battalion Chief in the Carrollton Fire Department. 2016 Coral Gables Fire Department Job knowledge written examination development for the ranks of Lieutenant and Battalion Chief in Coral Gables Fire Department. 2016 Jacksonville Sheriff's Office Assessment center development and administration for the ranks of Sergeant and Lieutenant in the Jacksonville Sheriff's Office. 2016 Los Alamos Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Driver Engineer, Captain, and Battalion Chief in the Los Alamos Fire Department. Entry level firefighter testing coordination. 2016 Los Alamos Police Department Job knowledge written examination development and assessment center development and administration for the rank of Sergeant in the Los Alamos Police Department. 2016 Savannah Police Department Job knowledge written examination development and assessment center development and administration for the rank of Sergeant in the Savannah Police Department. 2016 Austin Fire Department Job knowledge written examination development for the ranks of Fire Specialist, Lieutenant, Captain, and Battalion Chief in the Austin Fire Department. 2015 Austin-Travis County EMS Job knowledge written examination development for the ranks of Medic II Communications, Captain Communications, Commander Communications, and Medic II Field. Structured Oral Interview development for Medic I. 2015 Bernalillo County Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Captain and Engineer in the Bernalillo Fire Department. 2015 Bernalillo County Metropolitan Detention Center Job knowledge written examination development and assessment center development and administration for the ranks of Sergeant and Lieutenant. 2015 Carrollton Fire Department Job knowledge written examination development for the ranks of Apparatus Operator, Sub Apparatus Operator, Captain, and Battalion Chief in the Carrollton Fire Department. 2015 Los Alamos Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Driver Engineer, Captain, and Battalion Chief in the Los Alamos Fire Department. 2015 Montgomery County Department of Corrections and Rehabilitation Job knowledge written examination development and assessment center development and administration for the ranks of Sergeant and Lieutenant. 2015 Edmond, OK Structured oral interview development for the rank of Chief - Fire Prevention. 2015 145 112 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Massachusetts Trial Court Written exam, situation judgement test and essay exam development for the ranks of ACPO and CPO in Probation and Family and Juvenile Courts. 2015 Austin Fire Department Job knowledge written examination development for the ranks of Fire Specialist, Lieutenant, Captain, Battalion Chief and Division Chief in the Austin Fire Department. Job analysis for rank of Division Chief. 2014 Austin-Travis County EMS Job knowledge written examination development for the ranks of Medic II Communications, Captain Communications, Commander Communications, Medic II Field, Captain Field, and Commander Field. Assessment center development and administration for Captain Field and Commander Field in the Austin-Travis County EMS department. Structured Oral Interview development for entry- level Medic. 2014 Bernalillo County Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Captain and Commander in the Bernalillo Fire Department. 2014 Carrollton Fire Department Job knowledge written examination development for the ranks of Apparatus Operator, Sub Apparatus Operator, Captain, and Battalion Chief in the Carrollton Fire Department. 2014 Los Alamos Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Driver Engineer, Captain, and Battalion Chief in the Los Alamos Fire Department. Completed entry-level firefighter testing. 2014 Los Alamos Police Department Job knowledge written examination development and assessment center development and administration for the rank of Sergeant. 2014 Lafayette (LA) Sheriff's Office Job knowledge written examination development for first-line supervisors in the sheriff’s department. 2013 Austin Fire Department Job knowledge written examination development for the ranks of Fire Specialist, Lieutenant, Captain, and Battalion Chief in the Austin Fire Department. 2013 Austin-Travis County EMS Job analyses and job knowledge written examination development for the ranks of Medic II Communications, Captain Communications, Commander Communications, Medic II Field, Captain Field, Commander Field and Division Chief. Job analyses and entry-level examination development for the ranks of Medic I Communications and Medic I Field. 2013 Bernalillo County Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Captain and Commander in the Bernalillo Fire Department. 2013 Carrollton Fire Department Job knowledge written examination development for the ranks of Apparatus Operator, Sub Apparatus Operator, Captain, and Battalion Chief in the Carrollton Fire Department. 2013 146 113 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Los Alamos Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Captain and Battalion Chief in the Los Alamos Fire Department. 2013 Carrollton Fire Department Job knowledge written examination development for the ranks of Apparatus Operator, Sub Apparatus Operator, Captain, and Battalion Chief in the Carrollton Fire Department. 2012 Los Alamos Fire Department Job knowledge written examination development and assessment center development and administration for the ranks of Driver Engineer, Captain, and Deputy Chief in the Los Alamos Fire Department. Completed entry-level firefighter testing. 2012 Odessa Fire Department Job knowledge written examination development for the ranks of Field Training Officer, Detective, Lieutenant, Sergeant, Corporal and Police Officer. 2012 Lafayette (LA) Sheriff's Office Job knowledge written examination development for the rank of Dispatch Supervisor in the sheriff’s department. 2012 147 114 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Andrew Weedfall, Ph.D. Assessment Consultant Background Statement: Dr. Weedfall is a consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Dr. Weedfall has experience with job analysis, the development, validation, and administration of job knowledge examinations and assessment centers, and project management. Education: North Carolina State University – Raleigh, NC Doctor of Philosophy: Industrial/Organizational Psychology (2019) Dissertation: Individual Differences in Perceptions of Cyber Incivility: Mitigating the Negative Effects of Incivility with Job Crafting North Carolina State University – Raleigh, NC Master of Science: Industrial/Organizational Psychology (2016) West Virginia University – Morgantown, WV Bachelor of Arts, Psychology (2013) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Professional Experience: 2019 to Present Industrial/Organizational Solutions, Inc. Consultant • Consults with public safety agencies to develop, validate, and defend promotional testing and assessment systems • Conducts job analysis (interviews and observations) to identify the essential knowledge, skills, abilities, and other characteristics necessary for performance • Provides best-practice training to public safety agencies, human resources, and civil service personnel • Develops technical reports for processes by documenting all aspects of the process and validation evidence to support assessments 148 115 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2014 to 2018 The Friday Institute for Educational Innovation Graduate Research Assistant • Planned, conducted, and delivered reports of, statistical tests and quantitative data analysis • Leveraged data analysis expertise to provide recommendations to clients regarding the best approach to assess and evaluate their programs. • Designed reports to meet client needs by presenting data and results through non-technical language and effective visuals to inform the future directions of their programs. • Used psychometrics expertise to advise on and conduct a scale validation study and co-authored a published manuscript • Independently managed and met goals and expectations for concurrent projects. Summary of Selection Projects: Client Project Description Timeframe Kalamazoo Department of Public Safety - Kalamazoo, MI Developed written examination for the rank of sergeant 2020 Lexington Police Department - Lexington- Fayette Urban County, KY Developed and administered the written exam and assessment center for the ranks of sergeant and lieutenant 2020 Kyle Police Department - Kyle, TX Conducted job analysis, developed and administered the assessment center for the ranks of sergeant and lieutenant 2020 Jacksonville Sheriff's Office - Jacksonville, FL Assisted with the development of the written exam for the ranks of police sergeant, police lieutenant, and corrections sergeant. Developed and administered the assessment center for the rank of police sergeant. 2020 Sidney Fire Department - Sidney, OH Developed the structured oral interview and developed and administered the assessment center for the fire chief position 2020 Baltimore Fire Department - Baltimore, MD Administered the assessment center for the rank of battalion chief 2020 Bridgeport Police Department - Bridgeport, CT Developed the written exam, and developed and administered the assessment center for the rank of detective 2020 Bridgeport Fire Department - Bridgeport, CT Conducted job analysis, developed the written exam, and developed and administered the assessment center for the rank of lieutenant 2020 Rockford Police Department - Rockford, IL Developed and administered the assessment center for the rank of lieutenant 2020 North Carolina State Highway Patrol - State of North Carolina Assisted with the administration of the written exam, and development and administration of the assessment center for the ranks of sergeant, first sergeant, and lieutenant 2020 Orland Fire Protection District - Orland Park, IL Developed and administered a written exam and assessment center for the rank of battalion chief 2020 149 116 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Pittsburgh Police Department - Pittsburgh, PA Assisted with administration of the assessment center for the rank of sergeant 2020 Cincinnati Fire Department - Cincinnati, OH Assisted with administration of the assessment center for the rank of lieutenant 2020 DC Fire EMS - Washington DC Conducted job analysis interviews and observations for the ranks of sergeant, lieutenant, and captain 2020 Grand Rapids Police Department - Grand Rapids, MI Assisted with development and administration of the assessment center for the ranks of Sergeant, Lieutenant, and Captain 2019-2020 Kalamazoo Department of Public Safety - Kalamazoo, MI Developed written examination for the rank of Detective 2019-2020 Pasadena Police Department - Pasadena, TX Developed written examinations for the rank of Sergeant and Lieutenant 2019-2020 Buffalo Fire Department - Buffalo, NY Assisted with the development and administration of the assessment center for the rank of Captain 2019 Bernalillo County Fire Department - Bernalillo County, NM Assisted with implementation of the assessment center for the rank of Engineer 2019 Guilford County Sheriff's Office - Guilford County, NC Assisted with the development and administration of the assessment center for the ranks of Sworn Sergeant and Sworn Lieutenant 2019 Kalamazoo Department of Public Safety - Kalamazoo, MI Developed written examination and wrote a technical report for the rank of Sergeant 2019 Augusta Fire Department - Augusta, GA Assisted with implementation of the assessment center for the ranks of Sergeant and Lieutenant 2019 Raleigh Police Department - Raleigh, NC Assisted with implementation of the assessment center for the rank of Detective 2019 Raleigh Police Department - Raleigh, NC Assisted with implementation of the assessment center for the ranks of Sergeant and Lieutenant 2019 Austin Police Department - Austin, TX Assisted with implementation of the assessment center for the rank of Lieutenant 2019 Baltimore Police Department - Baltimore, MD Assisted with implementation of the assessment center for the rank of Sergeant 2019 Springfield Fire Department - Springfield, MO Conducted job analysis interviews and observations for the rank of Firefighter 2019 Cincinnati Fire Department - Cincinnati, OH Assisted with implementation of the assessment center for the rank of District Chief 2019 Tulsa Police Department - Tulsa, OK Assisted with implementation of the assessment center for the rank of Captain 2019 Publications and Presentations: 150 117 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET ▪ Jones, M. G., Ennes, M., Weedfall, A., Chesnutt, K., Cayton, E. (In Press). The development and validation of a measure of science capital, habitus, and future science interests. Research in Science Education. ▪ Oakley, S. L., Weedfall, A., Pond III, S. B., (April, 2016). Linking Core Self-Evaluations to Organizational Citizenship: A Risk Orientation Perspective. Poster presented at the 31st Annual Conference for the Society for Industrial and Organizational Psychology, Anaheim, CA. ▪ Oakley, S. L., Weedfall, A., Pond III, S. B., (April, 2016). Enhancing Attitudes Toward Diversity Training: Framing, Format, and Goal Orientation. Poster presented at the 31st Annual Conference for the Society for Industrial and Organizational Psychology, Anaheim, CA. 151 118 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Christen Dovalina, M.S. Assessment Consultant Background Statement: Ms. Dovalina joined IOS in 2015. She is familiar with best practices in selection test development and validation, including job analysis, test plan development, criterion-related validity analysis, adverse impact analysis, and utility analysis. Education: Texas A&M University M.S. in Industrial/Organizational Psychology (2014) Bradley University MBA – Management Concentration (2010) Bradley University B.S. in Psychology (2006) Affiliations: Society for Industrial/Organizational Psychology (SIOP) American Psychological Association (APA) Professional Experience: 2018 to Present Assessment Consultant, I/O Solutions, Inc. • Consults with public safety agencies to develop, validate, and defend entry-level and promotional testing/assessment systems • Independently and simultaneously manages multiple assessment development and validation projects • Conducts job analysis (interviews and observations) to identify the essential knowledge, skills, abilities, and other characteristics necessary for performance • Provides best-practice training to public safety agencies, human resources and civil service personnel • Develops technical reports for processes, documenting all aspects of the process and validation evidence to support assessments 2015 to 2018 Assessment Specialist, I/O Solutions, Inc. • Managed and assisted project managers on consulting projects, including the development, validation, and defense of entry-level and promotional testing/assessment systems 152 119 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Developed and administered assessments centers, including assessor training • Conducted subject matter expert meetings to review and validate exam content • Developed technical reports for processes, documenting all aspects of the process and validation evidence to support assessments Summary of Selection Projects: Client Project Description Timeframe Oklahoma City, OK Police Department Developed and administered Lieutenant written examination and assessment center. 2020-2021 Massachusetts State Police Department Developed Lieuetnant written examination. 2020-2021 Arlington, TX Fire Department Developed written examinations for the ranks of Deputy Chief, Apparatus Operator, Captain, and Lieutenant. 2020-2021 Gwinnett County, GA Police Department Developed and administered Sergeant and Lieutenant written examinations 2020-2021 Gwinnett County, GA Police Department Developed and administered Communications Officer III, Communications Officer IV, and Communications Shift Supervisor assessment centers. 2020 Gwinnett County, GA Sheriff's Office Developed Corporal, Sergeant, and Lieutenant written examinations. Developed Lieutenant assessment center. 2020 Gwinnett County, GA Corrections Department Developed Corporal, Sergeant, and Lieutenant written examinations. Developed Sergeant and Lieutenant assessment center. 2020 Gwinnett County, GA Police Department Developed and administered Corporal written examination. 2020 Suffolk, VA Police Department Assisted with development and administration of Captain, Lieutenant, Sergeant, Master Police Officer and Communications Lead Operator Assessment Centers. 2020 Chesapeake, VA Police Department Developed and administered Sergeant and Lieutenant written examinations and Sergeant, Lieutenant, and Captain Assessment Centers. 2020 Moline, IL Police Department Developed Captain Assessment Center. 2020 Massachusetts State Police Department Conducted job analysis for the ranks of Lieutenant and Captain and wrote job analysis report. 2020 DFW International Airport Police Services Conducted SOI Assessor Training 2020 Austin, TX Police Department Assisted with development of Sergeant written examination. 2020 Massachusetts State Police Department Developed Captain written examination. 2020 153 120 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Massachusetts State Police Department Developed Sergeant written examination (MMU). 2019-2020 Arlington, TX Fire Department Developed written examinations for the ranks of Apparatus Operator, Captain, and Lieutenant. 2019-2020 Austin, TX Police Department Developed Detective/Corporal written examination and wrote written exam report. 2019-2020 DFW International Airport Police Services Developed Sergeant and Lieutenant written examinations and specialty SOI questions 2019 Round Rock, TX Fire Department Developed Captain and Battalion Chief written examination. 2019 Montgomery County, MD Department of Correction and Rehabilitation Developed Sergeant and Lieutenant written examinations. Developed and administered Sergeant and Lieutenant assessment centers. 2019 Gwinnett County, GA Police Department Developed and administered Communications Officer III, Communications Officer IV, and Communications Shift Supervisor assessment centers. 2019 Moline, IL Fire Department Developed and administered Captain assessment center. 2019 Chattanooga, TN Police Department Developed Sergeant and Lieutenant written examinations and assessment centers. 2019 Gwinnett County, GA Sheriff's Office Developed Corporal, Sergeant, and Lieutenant written examinations. Developed and administered Lieutenant assessment center. 2019 Gwinnett County, GA Corrections Department Developed Corporal, Sergeant, and Lieutenant written examinations. Developed and administered Sergeant and Lieutenant assessment center. 2019 Austin, TX Police Department Developed Lieutenant written examination. 2019 Jacksonville Sheriff's Office Police Department Assisted with development of Sergeant and Lieutenant assessment center exercises and assessment center administration. 2019 Jacksonville Sheriff's Office Corrections Department Assisted with development of Sergeant and Lieutenant assessment center exercises and assessment center administration. 2019 Massachusetts State Police Department Developed Sergeant written examination. 2019 Austin-Travis County, TX EMS Assisted with development of Commander Field assessment center. Administered Captain Communications assessment center. 2019 Gwinnett County, GA Police Department Developed and administered Corporal, Sergeant, and Lieutenant written examinations. Developed and Administered Sergeant and Lieutenant assessment center. 2019 154 121 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Arlington, TX Fire Department Developed written examinations for the ranks of Fire Prevention Specialist, Deputy Fire Marshal, Fire Investigator Bomb Technician, Apparatus Operator, Captain, and Lieutenant. 2018 - 2019 Austin, TX Police Department Assisted with development and administration of Sergeant and Commander written examinations and assessment centers. 2018-2019 Moline, IL Police Department Developed and administered Sergeant and Lieutenant written examinations and Lieutenant assessment center. 2018 Plano, IL Police Department Administered Sergeant assessment center. 2018 Moline, IL Fire Department Developed Lieutenant written examination and developed and administered assessment center. 2018 Gwinnett County, GA Police Department Developed and administered Communications Officer III, Communications Officer IV, and Communications Shift Supervisor assessment centers. 2018 Montgomery County, MD Fire and Rescue Service Administered Lieutenant assessment center. 2018 Montgomery County, MD Sheriff's Office Administered Sergeant and Lieutenant structured oral interviews. 2018 Jacksonville Sheriff's Office Police Department Developed Sergeant and Lieutenant assessment center exercises and assisted with assessment center administration. 2018 Jacksonville Sheriff's Office Corrections Department Conducted job analysis for the ranks of Sergeant and Lieutenant. 2018 Chattanooga, TN Police Department Administered Captain assessment center. 2018 Illinois State Police Administered Master Sergeant assessment center. 2018 Austin-Travis County, TX EMS Administered Captain Communications assessment center. 2018 Plano, TX Fire Department Developed written examinations for the ranks of Deputy Chief, Lieutenant, Fire Engineer, and Captain. 2018 Montgomery County, MD Department of Correction and Rehabilitation Administered Lieutenant structured oral assessment. 2018 Arvada, CO Fire Department Administered Paramedic assessment center. 2018 Gwinnett County, GA Sheriff's Office Developed Corporal, Sergeant, and Lieutenant written examinations. 2018 Gwinnett County, GA Corrections Department Developed Corporal, Sergeant, and Lieutenant written examinations. Developed and administered Sergeant and Lieutenant assessment center. 2018 DFW International Airport Police Services Developed Sergeant and Lieutenant written examinations and specialty SOI questions, conducted assessor/administrator training, and wrote technical report. 2017 - 2018 155 122 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Moline, IL Fire Department Developed and administered Battalion Chief assessment center. 2017 - 2018 Plano, TX Fire Department Developed Captain written examination. 2017 - 2018 Austin, TX Police Department Developed Detective/Corporal written examination and wrote written exam report. 2017 Houston, TX Police Department Developed Captain and Sergeant make-up assessment center exercises. 2017 Dallas, TX Police Department Developed Sergeant and Lieutenant assessment center exercises and wrote Lieutenant technical report. 2017 Jacksonville Sheriff's Office Police Department Conducted job analysis for the ranks of Sergeant and Lieutenant. 2017 Raleigh, NC Police Department Conducted job analysis interviews for ranks of Detective, Sergeant, and Lieutenant. 2017 Arlington, TX Fire Department Developed Lieutenant and Captain assessment center exercises and administered assessment center. 2017 Gwinnett County, GA Sheriff's Office Developed and administered Corporal, Sergeant, and Lieutenant written examinations. Developed and administered Lieutenant assessment center. 2017 Gwinnett County, GA Police Department Developed and administered Corporal, Sergeant, and Lieutenant written examinations. Developed and Administered Sergeant and Lieutenant assessment center. 2017 Buffalo, NY Police Department Conducted job analysis interviews for the ranks of Detective, Detective Sergeant, and Lieutenant. 2017 Round Rock, TX Fire Department Developed Driver Engineer and Lieutenant written examination. 2017 Plano, TX Fire Department Developed Captain, Driver Engineer, Lieutenant, Deputy Chief, and Battalion Chief written examinations. 2017 Moline, IL Police Department Developed and administered Sergeant and Lieutenant written examinations and Lieutenant assessment center. 2017 Gwinnett County, GA Police Department Developed and administered Communications Officer III, Communications Officer IV, and Communications Shift Supervisor assessment centers. 2017 Rockford, IL Police Department Developed Lieutenant structured oral interview. 2017 Tulsa, OK Fire Department Conducted job analysis interviews, observations, and JAQ analyses for ranks of Fire Equipment Operator, Captain, District Chief, Assistant Chief, and Deputy Chief. Wrote job analysis technical report. 2016 - 2017 Chicago, IL Fire Department Conducted job analysis for Ambulance Commander and Paramedic Field Chief and wrote job analysis technical report. Assisted with development of written examination and structured oral interview. 2016 - 2017 156 123 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Montgomery County, MD Fire and Rescue Service Wrote promotional process technical report for the ranks of Master Firefighter and Lieutenant. 2016 Bridgeport, CT Police Department Wrote promotional process technical report for the rank of Captain. 2016 Austin, TX Police Department Wrote job analysis technical report for rank of Commander. 2016 Arlington, TX Fire Department Wrote job analysis technical report for the ranks of Lieutenant and Captain. 2016 Montgomery County, MD Police Department Wrote job analysis technical report for the rank of Captain. 2016 Chattanooga, TN Police Department Wrote job analysis technical report for the ranks of Sergeant, Lieutenant, and Captain 2016 Chattanooga, TN Police Department Developed Sergeant, Lieutenant, and Captain assessment center exercises and administered assessment centers. 2016 Moline, IL Police Department Developed and administered Captain assessment center. 2016 Lakewood, CO Police Department Conducted Police Officer Structured Oral Interview assessor training. 2016 Los Alamos, NM Police Department Developed Sergeant assessment center exercises and administered assessment center. 2016 Des Plaines, IL Fire Department Developed Lieutenant assessment center exercises. 2016 Norwalk, CT Fire Department Developed and administered firefighter structured oral interview. 2016 Providence, RI Police Department Conducted assessor training for entry level SOI. 2016 Savannah-Chatham, GA Metropolitan Police Department Developed Sergeant assessment center exercises and administered assessment center. 2016 Cook County, IL Sheriff's Office Conducted job analysis interviews for the ranks of Corrections Sergeant and Lieutenant, Court Services Sergeant and Lieutenant, and Sheriff's Police Officer, Sergeant, and Lieutenant. 2015 Springfield, MO Police Department Developed Sergeant assessment center exercises and administered assessment center. 2015 Montgomery County, MD Fire and Rescue Service Developed Captain assessment center exercises and administered assessment center. 2015 Des Plaines, IL Police Department Developed Sergeant assessment center exercises and administered assessment center. 2015 Bridgeport, CT Police Department Conducted job analysis for Captain. Developed assessment center exercises and administered assessment center. 2015 Illinois State Police Developed Lieutenant and Captain assessment center exercises and administered assessment center. 2015 157 124 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Gwinnett County, GA Sheriff's Department Conducted job analysis interviews and wrote technical report for the ranks of Corporal, Sergeant and Lieutenant. 2015 Publications: • Berry, C. M., Barratt, C. L., Dovalina, C. L., & Zhao, P. (2014). Can racial/ethnic subgroup criterion-to-test standard deviation ratios account for the conflicting differential validity and differential prediction evidence for cognitive ability tests? Journal of Occupational and Organizational Psychology, 87, 208 – 220. doi:10.1111/joop.12036 Conference Presentations: • Asenuga, O. A., Dovalina, C. L., & Berry, C. M. (2014, May). Other-Ratings of Counterproductive Work Behaviors: A Meta-analysis. Poster presented at the 2014 annual conference of the Society for Industrial and Organizational Psychology, Honolulu, HI. • Barratt, C. L., Dovalina, C. L., Zhao, P., Lomeli, L., & Berry, C. M. (2013, April). Frequency versus time-lost: Not proxies for voluntary and involuntary absence. Poster presented at the 2013 annual conference of the Society for Industrial and Organizational Psychology, Houston, TX. • Dovalina, C. L., Berry, C. M., & Sackett, P. R. (2013, April). Self-efficacy: Incremental validity beyond ability and implications for differential prediction. Poster presented at the 2013 annual conference of the Society for Industrial and Organizational Psychology, Houston, TX. • Barratt, C. L., Dovalina, C. L., Zhao, P., & Berry, C. M. (2012, April). Effects of subgroups’ variances on cognitive ability test differential validity. Poster presented at the annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA. • Dovalina, C. L. & Berry, C. M. (2012, April). Race differences in within-persons grade variability. Poster presented at the annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA. 158 125 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Samantha Gleaves, M.A. Assessment Consultant Background Statement: Samantha joined IOS in 2015. Ms. Gleaves has experience in developing, validating and administering assessment centers and promotional job knowledge written exams. Ms. Gleaves communicates well with clients throughout all phases of the projects she manages. She also has a great deal of experience in ensuring the logistics for assessment centers and job knowledge written examinations are managed well. Education: Roosevelt University M.A. in Industrial/Organizational Psychology (2016) North Central College B.A. in Psychology (2014) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Professional Experience: 2019-Present Assessment Consultant, I/O Solutions, Inc. • Develops, validates, and implements all components of promotional processes. • Coordinates with clients and other vendors any and all logistics related to the administration of promotional processes (i.e., securing facility space). • Manages and conducts job analyses. • Develops and administers assessment center exercises. • Manages job knowledge written examinations. • Uses SPSS and Excel to analyze data gathered from written examinations and assessment centers. • Develops technical reports for all phases of assessment processes. • Communicates with clients to ensure all aspects of the process are complete and meet their requirements. 159 126 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2018-2019 Senior Assessment Specialist, I/O Solutions, Inc. • Worked closely with the Vice President of Consulting Services to develop, validate, and implement all components of promotional processes for large public safety clients. • Managed and conducted job analyses. • Developed and administered assessment center exercises. • Managed job knowledge written examinations. • Used SPSS and Excel to analyze data gathered from written examinations and assessment centers. • Developed technical reports for all phases of assessment processes. • Communicated with clients to ensure all aspects of the process are complete and meet their requirements. 2016-2018 Assessment Specialist, I/O Solutions, Inc. • Worked directly with consultants and consulting managers to develop, validate and implement assessment centers for jobs in the public safety industry. • Managed and conducted job analyses. • Developed and administered assessment center exercises. • Managed job knowledge written examinations. • Used SPSS and Excel to analyze data gathered from written examinations and assessment centers. • Developed technical reports for all phases of assessment processes. • Communicated with clients to ensure all aspects of the process are complete and meet their requirements. 2015-2016 Consulting Assistant, I/O Solutions, Inc. • Worked with consultants to provide support for all phases of promotional processes. • Proof read, printed, and assembled all assessment-related documents to prepare for the administration of assessment processes. • Assisted in the administration of job knowledge written examinations and assessment centers. • Entered data and compiled feedback reports for assessment candidates after the administration of the promotional process. 160 127 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Summary of Selection Projects: Client Project Description Timeframe New Mexico State Police Development and administration of job analysis and assessment centers for the ranks of Lieutenant and Captain. 2020 Las Vegas, NV Fire Department Development and administration of written examinations and assessment centers for the ranks of Lieutenant and Captain. 2020 Mississippi State Highway Patrol Development and administration of assessment center and internal interview for the rank of Lieutenant. 2020 Miami Beach, FL Police Department Job analysis for the ranks of Sergeant and Lieutenant. 2020 Springfield, MO Police Department Development of written examination and assessment centers for the ranks of Corporal and Lieutenant. 2020 Mississippi State Highway Patrol Development and administration of written examination, assessment center and internal interview for the rank of Master Sergeant. 2020 Pittsburgh Bureau of Police Development and administration of written examinations and assessment centers for the ranks of Sergeant and Lieutenant. 2020 Buffalo, NY Police Department Development and administration of written examinations and assessment centers for the ranks of Detective, Detective Sergeant, Lieutenant and Captain 2019 Springfield, MO Police Department Administration of assessment center for the rank of Sergeant. 2019 Chicago Fire Department Job analysis and development of written examination and assessment center for the rank of Battalion Chief. 2019 Milwaukee Fire Department Development of written examinations and assessment centers for the ranks of Lieutenant and Captain. 2019 Edmond, OK Fire Department Development of written examinations for the ranks of Lieutenant, Training Captain, and EMS Captain. 2019 Minneapolis Police Department Development of assessment center for the rank of Lieutenant. 2019 Montgomery County, MD Police Department Administration of assessment center for the rank of Sergeant. 2019 Tulsa Police Department Administration of assessment center for the rank of Sergeant. 2019 San Antonio Police Department Assisted in the administration of the assessment center for the rank of Lieutenant. 2019 Mississippi State Highway Patrol Development and administration of assessment center and internal interview for the rank of Master Sergeant. 2019 Austin Police Department Development and administration of assessment centers for the ranks of Sergeant, Lieutenant and Commander. 2019 Tulsa Police Department Administration of assessment center for the rank of Corporal. 2018 161 128 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Orland Park Fire Prevention District Administration of driving practical assessment for the rank of Lieutenant. 2018 Mississippi State Highway Patrol Administration of assessment center for the rank of Master Sergeant. 2018 Minneapolis Police Department Development and administration of written examination for the rank of Sergeant. Development of assessment center for the rank of Sergeant. 2018 Indianapolis Fire Department Administration of written examination and assessment center for the ranks of Lieutenant, Captain, and Battalion Chief. 2018 Pittsburgh Bureau of Police Development and administration of written examination and assessment center for the rank of Sergeant. 2018 Arlington Heights Fire Department Development and administration of written examination and assessment center for the rank of Lieutenant. 2018 Indianapolis Metropolitan Police Department Development of written examinations and assessment centers for the ranks of Sergeant, Lieutenant, and Captain. 2018 San Diego Police Department Development and administration of written examinations and assessment centers for the ranks of Police Officer III, Detective, Sergeant, and Lieutenant. 2018 Atlanta Police Department Development and administration of written examinations and assessment centers for the ranks of Sergeant and Lieutenant. 2018 Houston Police Department Development and administration of written examinations and assessment centers for the ranks of Sergeant, Lieutenant, and Captain. 2018 Edmond, OK Fire Department Development of a written examination for the rank of Fire Prevention Captain. 2018 Miami, FL Police Department Development of assessment center exercises for the Lieutenant promotional process. Assisted in the administration of the assessment center. 2017 Buffalo, NY Police Department Job analysis, written examinations, and assessment centers for the ranks of Detective, Detective Sergeant, Lieutenant, Captain and Inspector. 2017 Cincinnati, OH Police Department Assessment center administration for the rank of Captain. 2017 Garwood, NJ Police Department Development of written examination for the rank of Sergeant. 2017 East Brunswick, NJ Police Department Development of written examination for the rank of Sergeant. 2017 Greeley, CO Fire Department Development of written exam and written exercise for the rank of Lieutenant. 2017 Arvada Fire Protection District Development and administration of assessment center for the rank of Paramedic. 2017 162 129 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Houston Police Department Development and administration of written examinations and assessment centers for the ranks of Sergeant, Lieutenant, and Captain. 2016 Atlanta Police Department Administration of written examinations for the ranks of Sergeant and Lieutenant. 2016 Dallas, TX Police Department Job analysis interviews and questionnaires for the ranks of Sergeant and Lieutenant. 2016 New Jersey Transit Police Department Development of written examinations for the ranks of Sergeant and Lieutenant. 2016 Portland, ME Fire Department Development of written examinations for the ranks of Lieutenant and Captain. 2016 Wooster, OH Police Department Development of a written examination for the rank of Sergeant. 2016 Edmond, OK Fire Department Development of a bank of structured oral interview questions for the rank of Deputy Chief of Operations 2016 163 130 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Madison Sayler, Ph.D. Assessment Consultant Background Statement: Madison Sayler is a consultant at Industrial/Organizational Solutions, Inc., a personnel and human resources consulting firm that specializes in testing and assessment. Madison has experience with job analysis, the development, validation, and administration of job knowledge examinations and assessment centers, and project management. Education: Roosevelt University – Chicago, IL Doctor of Philosophy: Industrial/Organizational Psychology (2020) Dissertation: The Right Fit: The Influence of Person-Environment Fit, Frustration, and Reactance on Counterproductive Work Behaviors Roosevelt University – Chicago, IL Master of Arts: Industrial/Organizational Psychology (2018) Nebraska Wesleyan University – Lincoln, NE Bachelor of Science: Psychology (2012) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Professional Experience: 2020 to Present Industrial/Organizational Solutions, Inc. Consultant • Consults with public safety agencies to develop, validate, and defend promotional testing and assessment systems. • Conducts job analysis (interviews and observations) to identify the essential knowledge, skills, abilities, and other characteristics necessary for performance. • Provides best-practice training to public safety agencies, human resources, and civil service personnel. • Develops technical reports for processes by documenting all aspects of the process and validation evidence to support assessments. 164 131 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2018 to 2020 Chicago Transit Authority Talent Assessment and Analytics Specialist • Served as internal consultant to departments across the Authority to identify their talent needs; create and deliver valid, effective, and legally defensible selection plans. • Conducted job analyses, developed test and interview content, wrote technical reports and delivered results to clients. • Relied on psychometric expertise to develop custom assessments, set cut scores and conduct adverse impact analyses. • Applied strong verbal presentation, collaboration, and interpersonal skills to create and deliver presentations using non- technical language, to meet clients’ needs. • Successfully managed and met goals for multiple large scale projects. Summary of Selection Projects: Client Project Description Timeframe Broken Arrow, Oklahoma Fire Department Assisted with administration of the assessment center for the rank of lieutenant. 2020 DC Fire and Emergency Medical Services, Washington, DC Assisted with administration of the assessment center for the ranks of sergeant, lieutenant, and captain. 2020 Montgomery County, Maryland Fire Department Assisted with development and administration of the assessment center for the rank of lieutenant. 2020 Kyle, Texas Police Department Assisted with the development and administration of the assessment center for the ranks of sergeant and lieutenant. 2020 Jacksonville, Florida Sheriff’s Office Assisted with the administration of the assessment center for the ranks of sergeant and lieutenant. 2020 Charlotte, North Carolina Police Department Assisted with the job analysis for the ranks of sergeant, lieutenant, and captain. 2020 Lexington Fayette Urban County Government Police Assisted with the development of the assessment center for the rank of lieutenant. 2020 Portland, Oregon Fire and Rescue Assisted with the development and administration of the assessment center for the rank of lieutenant. 2020 Des Moines, Iowa Police Department Managed the development of a written exam for the rank of sergeant. 2020 Guilford County, North Carolina Sheriff’s Office Assisted with the development of the assessment center for ranks of detention sergeant and lieutenant. 2020 Kansas City, Kansas Fire Department Administered the written exam for the rank of driver engineer. 2020 Tulsa, Oklahoma Police Department Assisted with the development of the assessment center for the rank of sergeant. 2020 Cobb County, Georgia Sheriff’s Office Administered the assessment center for the ranks of sergeant and lieutenant. 2021 Abilene, Texas Fire Department Managed the job analysis, development and administration of the assessment center for the ranks of lieutenant, captain, and battalion chief. 2020-2021 165 132 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Publications and Presentations: ▪ Sayler, M., Thomas, A., Buboltz, W. (April, 2021). The Multidimensional Nature of Psychological Reactance and its Potential for I/O Psychology. Poster presented at the 36th Annual Meeting of the Society for Industrial Organizational Psychology, New Orleans, LA. ▪ Paul, E, Farmer, M., Kampe, R., Hamilton, J. P., (May, 2019). T66. Functional Connectivity Between Extrastriate Body Area and Default-Mode Network Predicts Depersonalization Symptoms in Major Depression: Findings from a Multi-Network Comparison. Poster presented at the 74th Annual Meeting of the Society of Biological Psychiatry, Chicago, IL. ▪ Paul, Elisabeth, Farmer, M., Kampe, R., Hamilton, J. P., (March, 2019). Functional Connectivity Between Extrastriate Body Area and Default Mode Network Predicts Depersonalization Symptoms in Major Depression: Findings from an A Priori Specified Multinetwork Comparison. Biological Psychiatry: Cognitive Neuroscience and Neuroimaging. ▪ Bergamino, M., Farmer, M., Yeh, H-W., Hamilton, J. P., (June, 2017). Statistical Differences in The White Matter Tracts in Subjects with Depression by Using Different Skeletonized Voxel-Wise Analysis Approaches and DTI Fitting Procedures. Brain Research. ▪ Bergamino, M., Pasternak, O., Farmer, M., Hamilton, J. P., (November, 2015). Applying A Free-Water Correction to Diffusion Imaging Data Uncovers Stress-Related Neural Pathology in Depression. NeuroImage: Clinical. ▪ Hamilton, J. P., Farmer, M., Fogelman, P., Gotlib, I., (February, 2015). Depressive Rumination, the Default-Mode Network, and the Dark Matter of Clinical Neuroscience. Biological Psychiatry. ▪ Driver, D., Gogtay, N., Greenstein, D., Gochman, P. A., Farmer, M., Rapoport, J., (October, 2013). Premorbid Impairments in Childhood-Onset Schizophrenia. Paper presented at the 60th Annual Meeting of American Academy of Child and Adolescent Psychiatry, Orlando, FL. ▪ Driver, D., Greenstein, D., Farmer, M., Rapoport, J., Gogtay, N., (April, 2013). Premorbid Speech/Language, Motor, Academic and Social Impairments in Childhood-Onset Schizophrenia. Paper presented at the 68th Annual Scientific Meeting of the Society of Biological Psychiatry, San Francisco, CA. 166 133 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Haley Jochim, M.A. Assessment Specialist Background Statement: Haley joined IOS in 2017. She obtained her Master’s Degree in Industrial/Organizational Psychology from Elmhurst College. Haley has experience in the job analysis process and item writing. She also is experienced in developing, validating and administering assessment centers and job knowledge exams. Education: Elmhurst College Master of Arts: Industrial/Organizational Psychology (2019) North Central College Bachelor of Science, Human Resource Management (2017) Minor in Psychology and Spanish Affiliations: Society for Industrial/Organizational Psychology (SIOP) Professional Experience: May 2019 to Present Assessment Specialist, I/O Solutions, Inc. • Works with department subject matter experts to develop assessment content • Works directly with consultants and consulting managers to develop, validate and implement assessment centers for jobs in the public safety industry. • Facilitates item review meetings with clients • Travels to various client locations throughout the US to assist with assessment center administration • Communicated with clients and third party vendors to ensure all aspects of the process are complete and meet their requirements. • Manages and conducts job analyses to gather information about position(s) of interest • Manages written exam projects independently • Administers exams/assessments and analyzes resulting data • Uses SPSS and Excel to generate results for various reports 167 134 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Develops documents for promotional testing and recordkeeping (e.g., administrative documents, technical reports, responses to exam appeals, etc.) 2017 to May 2019 Consulting Assistant, I/O Solutions, Inc. • Worked with consultants to provide support for all phases of promotional processes. • Proof read, printed, and assembled all assessment-related documents to prepare for the administration of assessment processes. • Assisted in the administration of job knowledge written examinations and assessment centers. • Entered data and compiled feedback reports for assessment candidates after the administration of the promotional process. Summary of Selection Projects: Client Project Description Timeframe Charlotte Mecklenburg Police Department Development and administration of written examinations for the rank of Sergeant. Development and administration of the assessment centers for the ranks of Sergeant and Lieutenant. 2021 Austin Police Department Administration of the assessment center for the rank of Sergeant. 2020 Houston Police Department Development and administration of written examinations and assessment centers for the ranks of Sergeant, Lieutenant, and Commander. 2020 Bellevue, NE Fire Department Development of written examination for the rank of Fire Captain. 2020 Indianapolis Metropolitan Police Department Development and administration of written examinations and assessment centers for the ranks of Sergeant, Lieutenant, and Captain. 2020 District of Columbia Fire and Emergency Medical Services Assisted in the administration of the written examination for the rank of Sergeant. Assisted in the administration of the assement center for the ranks of Sergeant, Lieutenant, and Captain. 2020 Minneapolis, MN Police Department Development and adminsitration of the written examination for the rank of Sergeant. Development and administration of the assessment center for the rank of Sergeant. 2020 Atlanta Police Department Written examination and assessment center development, validation, administration and scoring for the ranks of Sergeant and Lieutenant. 2020 168 135 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET San Diego Police Department Written examination and assessment center development, validation, administration and scoring for the ranks of Sergeant, Lieutenant, Detective and Police Officer III. 2020 Cincinnati, OH Fire Department Assisted in the administration of the assessment center for the rank of Fire Lieutenant. 2020 Chicago, IL Fire Department Written examination scoring and analysis and assessment center development for the rank of Battalion Chief. 2019 Bellevue, NE Fire Department Development of written examination for the ranks of Fire Captain and Battalion Chief. 2019 Baltimore, MA Police Department Conducted a job analysis for the ranks of Sergeant and Lieutenant. Developed and administered assessment center for the rank of Lieutenant. 2019 Shelby County Sheriff's Office Developed and administered assessment center for the rank of Captain. 2019 Detroit, MI Police Department Administration of assessment center for the rank of Detective. 2019 Harris County, TX Sheriff's Office Administration of assessment center for the rank of Captain 2019 Raleigh, NC Police Department Development and management of written examination for the ranks of Sergeant and Detective. Development and management of the assessment center for the ranks of Sergeant, Lieutenant, and Detective 2019 Milwaukee, WI Fire Department Development and administration of assessment center for the ranks of Captain and Lieutenant. 2019 Buffalo, NY Police Department Written examination validation and assessment center development for the ranks of Detective, Detective Sergeant, Lieutenant, and Captain. 2019 San Francisco, CA Fire Department Job analysis and assessment center development and validation for the rank of Lieutenant. 2019 Buffalo, NY Police Department Development of assessment centers for the ranks of Detective, Detective Sergeant, Lieutenant and Captain 2019 Chicago Fire Department Development of written examination and assessment center for the rank of Battalion Chief. 2019 Austin Police Department Development of assessment centers for the ranks of Sergeant, Lieutenant and Commander. 2019 Cincinnati, OH Fire Department Administration of assessment center for the rank of Fire Captain. 2019 Monroe County Sheriff’s Office Developed assessment centers for the rank of Road Lieutenant and Jail Sergeant. 2018 169 136 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET City of Roswell, Georgia Developed the written examination and assessment center for the rank of Police Sergeant and an assessment center for the rank of Police Lieutenant. 2018 Atlanta Police Department Development and administration of written examinations and assessment centers for the ranks of Sergeant and Lieutenant. Development of candidate feedback reports. 2018 Houston Police Department Administration of assessment center for the rank of Lieutenant. 2018 IL State Police Merit Board Conducted job analysis interviews for the ranks of Sergeant and Master Sergeant. Development of candidate feedback reports. 2018 Shelby County Sheriff's Office Conducted a job analysis and pay study for the Criminal Analyst position. 2018 Minneapolis, MN Police Department Administration of assessment center for the rank of Sergeant. 2018 Indianapolis, IN Fire Department Administration of assessment center for the ranks of Fire Lieutenant, Captain, and Battalion Chief. 2018 Cobb County, GA Developed and administered assessment center for the rank of Fire Captain. 2017 Cook County Sheriff's Office Merit Board Written examination development for court services Sergeant and Lieutenant and correctional division Sergeant, and Lieutenant. 2017 170 137 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Allison Johnston, M.A. Assessment Specialist Background Statement: Allison joined IOS in 2019 and moved into the assessment specialist role in 2021. She obtained her Master’s Degree in Criminology and Criminal Justice from Southern Illinois University. She has experience in job analysis, assessment administration, and recruitment within the public safety sector. Education: Southern Illinois University Master of Arts, Criminology and Criminal Justice (2018) Southern Illinois University Bachelor of Arts, Criminology and Criminal Justice (2016) Professional Experience: 2021 to Present Assessment Specialist, I/O Solutions, Inc. • Works directly with consultants and consulting managers to develop, validate and implement assessment centers for jobs in the public safety industry. • Travels to various client locations throughout the US to assist with assessment center and written exam administration. • Conducts job analyses to gather information about position(s) of interest. • Develops documents for promotional testing and recordkeeping (e.g., administrative documents, technical reports, responses to exam appeals, etc.). 2019 to 2021 Consulting Coordinator, I/O Solutions, Inc. • Manages recruitment of assessors for I/O Solutions’ assessment processes. • Coordinates with assessors and consultants on travel arrangements, expenses, and logistics. • Proof read, print, and assemble all assessment-related documents to prepare for the administration of assessment processes. • Assist in the administration of job knowledge written examinations and assessment centers. • Assist with entering and proofing of critical assessment data. 171 138 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Summary of Selection Projects: Client Project Description Timeframe Edmond Fire Department Conducted a job analysis for the rank of Lieutenant. 2021 Omaha Fire Department Conducted a job analysis for the ranks of Fire Apparatus Engineer and EMS Shift Supervisor. 2021 Virginia Beach Police Department Administered assessment center for the ranks of Lieutenant and Captain. 2021 Baltimore Police Department Administered assessment center for the ranks of Sergeant and Lieutenant. 2020 San Antonio Police Department Administered assessment center for the ranks of Lieutenant and Captain. 2020 Shelby County Sheriff’s Office Administered assessment center for the ranks of Corrections Sergeant and Corrections Lieutenant. 2020 Illinois State Police Merit Board Administered assessment center for the ranks of Sergeant and Master Sergeant. 2020 District of Columbia Fire and EMS Department Administered assessment center and written examination for the ranks of Sergeant, Lieutenant, and Captain. 2020 North Carolina State Highway Patrol Administered written examination for the ranks of Sergeant, First Sergeant, and Lieutenant. 2020 Baltimore City Fire Department Developed written exam items for rank of Fire Pump Operator. 2020 Baltimore Police Department Developed written exam items for rank of Lieutenant. 2020 Chattanooga Police Department Developed written exam items for rank of Master Police Officer. 2020 Bernalillo County Fire Department Developed written exam items for rank of Battalion Commander. 2020 Kansas City, KS Fire Department Administered assessment center and written examination for the rank of Captain. 2019 Baltimore Police Department Administered assessment center for the rank of Lieutenant. 2019 Illinois State Police Merit Board Administered assessment center for the ranks of Lieutenant and Captain. 2019 San Francisco Police Department Conducted a job analysis for the rank of Lieutenant. 2019 Jacksonville Sheriff’s Office Administered assessment center for the rank of Corrections Sergeant. 2019 Chattanooga Fire Department Administered assessment center for the ranks of Lieutenant, Captain, and Battalion Chief. 2019 Baltimore Police Department Conducted a job analysis for the ranks of Sergeant and Lieutenant. 2019 172 139 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET San Antonio Police Department Administered assessment center for the rank of Lieutenant. 2019 Summary of Recruitment Projects: Client Project Description Timeframe Charlotte Fire Department Managed recruitment and coordination of assessors for the ranks of Captain, Battalion Chief, and Division Chief 2021 Racine Police Department Managed recruitment and coordination of assessors for the rank of Lieutenant. 2021, 2020 Chattanooga Fire Department Managed recruitment and coordination of assessors for the ranks of Lieutenant, Captain, and Battalion Chief. 2021 Kansas City, KS Fire Department Managed recruitment and coordination of assessors for the ranks of Driver, Captain, and Battalion Chief. 2021, 2020 Miami Beach Fire Department Managed recruitment and coordination of assessors for the ranks of Lieutenant and Captain. 2021 Baltimore Police Department Managed recruitment and coordination of assessors for the ranks of Sergeant and Lieutenant. 2020, 2019 Forsyth County Fire Department Managed recruitment and coordination of assessors for the rank of Captain. 2020 Houston Police Department Managed recruitment and coordination of assessors for the ranks of Sergeant, Lieutenant, and Commander. 2020 San Antonio Police Department Managed recruitment and coordination of assessors for the ranks of Lieutenant and Captain. 2020 Suffolk Police Department Managed recruitment and coordination of assessors for the ranks of Communications Lead Operator, Master Police Officer, Sergeant, Lieutenant, and Captain. 2020 Guilford County Sheriff’s Office Managed recruitment and coordination of assessors for the ranks of Sworn Sergeant, Sworn Lieutenant, Detention Sergeant, and Detention Lieutenant. 2020, 2019 Augusta Fire Department Managed recruitment and coordination of assessors for the ranks of Lieutenant and Captain. 2020 Austin Police Department Managed recruitment and coordination of assessors for the rank of Sergeant and Lieutenant. 2020, 2019 Lexington Police Department Managed recruitment and coordination of assessors for the ranks of Sergeant and Lieutenant. 2020 Cincinnati Police Department Managed recruitment and coordination of assessors for the rank of Lieutenant. 2020 Kyle Police Department Managed recruitment and coordination of assessors for the ranks of Sergeant and Lieutenant. 2020 Baltimore City Fire Department Managed recruitment and coordination of assessors for the ranks of Emergency Vehicle Operator, Fire Pump Operator, Suppression Lieutenant, Suppression Captain, Suppression Battalion Chief, EMS Lieutenant, and EMS Captain. 2020, 2019 Jacksonville Sheriff’s Office Managed recruitment and coordination of assessors for the ranks of Corrections Sergeant. 2020 173 140 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Illinois State Police Merit Board Managed recruitment and coordination of assessors for the ranks of Sergeant, Master Sergeant, Lieutenant, and Captain. 2020, 2019 Chicago Fire Department Managed recruitment and coordination of assessors for the rank of Battalion Chief. 2020 Pittsburgh Bureau of Police Managed recruitment and coordination of assessors for the ranks of Sergeant and Lieutenant. 2020 Roswell Police Department Managed recruitment and coordination of assessors for the ranks of Sergeant and Lieutenant. 2020 Las Vegas Fire Rescue Managed recruitment and coordination of assessors for the ranks of Engineer, Captain, and Battalion Chief. 2020, 2019 Indianapolis Metropolitan Police Department Managed recruitment and coordination of assessors for the ranks of Sergeant, Lieutenant, and Captain. 2020 New Mexico State Police Managed recruitment and coordination of assessors for the ranks of Lieutenant and Captain. 2020 Springfield Police Department Managed recruitment and coordination of assessors for the ranks of Corporal and Lieutenant. 2020 Minneapolis Police Department Managed recruitment and coordination of assessors for the ranks of Sergeant and Lieutenant. 2020, 2019 Orland Fire Protection District Managed recruitment and coordination of assessors for the ranks of Battalion Chief. 2020 Cincinnati Fire Department Managed recruitment and coordination of assessors for the rank of Lieutenant and District Chief. 2020, 2019 Buffalo Police Department Managed recruitment and coordination of assessors for the ranks of Detective, Detective Sergeant, Lieutenant, and Captain. 2019 Buffalo Fire Department Managed recruitment and coordination of assessors for the rank of Captain. 2019 Harris County Sheriff’s Office Managed recruitment and coordination of assessors for the rank of Captain. 2019 Milwaukee Fire Department Managed recruitment and coordination of assessors for the ranks of Lieutenant and Captain. 2019 Cobb County Fire Department Managed recruitment and coordination of assessors for the rank of Captain. 2019 Broken Arrow Fire Department Managed recruitment and coordination of assessors for the ranks of Captain and Battalion Chief. 2019 Rockford Fire Department Managed recruitment and coordination of assessors for the ranks of Captain and District Chief. 2019 174 141 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Maureen Jones, M.A. Assessment Specialist Background Statement: Maureen joined IOS in 2018 and moved into the assessment specialist role in 2020. She obtained her Master’s Degree in Industrial/Organizational Psychology from Elmhurst College. She has experience in job analysis, job knowledge exam development, assessment center development and assessment administration within the public safety sector. Education: Elmhurst College Master of Arts, Industrial/Organizational Psychology (2020) North Central College Bachelor of Arts, Human Resource Management (2018) Bachelor of Arts, Psychology (2018) Professional Experience: 2020 to Present Assessment Specialist, I/O Solutions, Inc. • Works with department subject matter experts to develop assessment content. • Works directly with consultants and consulting managers to develop, validate and implement assessment centers for jobs in the public safety industry. • Facilitates item review meetings with clients. • Travels to various client locations throughout the US to assist with assessment center administration. • Communicates with clients to ensure all aspects of the process are complete and meet requirements. • Manages and conducts job analyses to gather information about position(s) of interest. • Manages written exam projects independently. • Administers exams/assessments and analyzes resulting data. • Uses SPSS and Excel to generate results for various reports. • Develops documents for promotional testing and recordkeeping (e.g., administrative documents, technical reports, responses to exam appeals, etc.). 175 142 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2018 to 2020 Consulting Assistant, I/O Solutions, Inc. • Worked with consultants to provide support for all phases of promotional processes. • Proof read, printed, and assembled all assessment-related documents to prepare for the administration of assessment processes. • Assisted in the administration of job knowledge written examinations and assessment centers. • Entered data and compiled feedback reports for assessment candidates after the administration of the promotional process. Summary of Selection Projects: Client Project Description Timeframe San Antonio Police Department Administered assessment center for the rank of Lieutenant. 2020 Coral Gables Fire Department Development of written examination for the ranks of Fire Battalion Chief and Lieutenant. 2020 Tulsa Police Department Administered assessment center for ranks of Sergeant and Captain. 2020 Guilford County Sheriff’s Office Developed assessment center for rank of Sworn Sergeant and Sworn Lieutenant. 2020 Chesapeake Police Department Administered assessment center for ranks of Sergeant, Lieutenant and Captain. 2020 Cincinnati Police Department Administered assessment center for rank of Lieutenant. 2020 San Diego Police Department Administered assessment center for ranks of POIII, Detective, Sergeant and Lieutenant. 2020 Bernalillo County Fire Department Developed and administered assessment center for ranks of Lieutenant, Captain and Commander. 2020 Baltimore Police Department Administered assessment center for ranks of Sergeant and Lieutenant. 2020 Saint Paul Police Department Administered assessment center for rank of Commander. 2020 Baltimore City Fire Department Administered assessment center for rank of Battalion Chief. 2020 District of Columbia Fire and EMS Department Administered assessment center for the ranks of Sergeant, Lieutenant and Captain. 2020 Tulsa Fire Department Developed and administered assessment center for rank of FD03. 2020 Rockford Police Department Administered assessment center for the rank of Lieutenant. 2020 176 143 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Pittsburgh Bureau of Police Developed and administered assessment center for rank of Lieutenant. 2020 New Mexico State Police Developed assessment center for rank of Captain. 2020 Baltimore Police Department Developed written exam items for rank of Lieutenant. 2020 Chattanooga Police Department Developed written exam items for rank of Master Police Officer. 2020 Forsyth County Fire Department Developed assessment center for rank of Lieutenant. 2020 Kansas City, KS Fire Department Administered assessment center for rank of Battalion Chief. 2020 Tulsa Fire Department Administered assessment center for the rank of FD07. 2020 Kansas City, KS Police Department Developed situational judgement test for the rank of Captain. 2020 Chattanooga Police Department Administered assessment center for the ranks of Sergeant and Lieutenant. 2019 Raleigh Police Department Developed assessment center for rank of Detective. 2019 Columbia Police Department Administered assessment center for the ranks of Corporal, Sergeant and Lieutenant. 2019 Kansas City, KS Police Department Developed situational judgement test for the rank of Detective. 2019 Baltimore Police Department Conducted a job analysis for the ranks of Sergeant and Lieutenant. 2019 Miami Beach Police Department Administered assessment center for the ranks of Sergeant and Lieutenant. 2019 Rockford Fire Department Administered assessment center for the rank of Lieutenant. 2019 Chesapeake Police Department Administered assessment center for the ranks of Sergeant, Lieutenant and Captain. 2018 Richfield Police Department Administered assessment center for the ranks of Sergeant and Lieutenant. 2018 177 144 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Jacob Wolfarth, M.S. Assessment Specialist Background Statement: Jacob Wolfarth joined IOS in January of 2019. In his graduate studies and professional career, Mr. Wolfarth has primarily focused on assessment and selection, especially as it relates to public safety. Mr. Wolfarth has experience with job analysis, test development and validation, assessment administration, adverse impact analysis, and technical report writing. Education: Indiana University – Purdue University of Indianapolis M.S. in Industrial/Organizational Psychology (2018) Butler University B.A. in Music (2016) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Professional Experience: 2019-Present Assessment Specialist, I/O Solutions, Inc. • Works closely with Dr. Brian Marentette, a Manager of Consulting Services, to develop, validate, and implement all components of promotional processes for large public safety clients. • Manages and conducts job analyses. • Develops and administers assessment center exercises. • Uses SPSS, R, and Excel to analyze data gathered from written examinations and assessment centers. • Develops technical reports for all phases of assessment processes. July-September, 2018 Research Consultant, TechPoint • Worked closely with the CEO and the Director of Talent to design and execute a job analysis project 178 145 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Led the execution of the Jobs in Tech Project, one of the first projects to synthesize jobs in technology, outlining the necessary tasks and KSA’s to succeed Summary of Selection Projects: Mr. Wolfarth has a wealth of experience providing selection consulting services to a diverse listing of state, municipal and county public safety agencies. Following is a partial list of the jobs that Mr. Wolfarth has been involved with in the past year. Client Project Description Timeframe King County Department of Adult and Juvenile Detention Written examination for the rank of Sergeant 2021 Indianapolis Fire Department Promotional process for the ranks of Lieutenant, Captain, and Battalion Chief 2021 Dallas Fire Department Assessment center for the rank of Lieutenant 2021 Portland Police Department Assessment center for the rank of Sergeant 2021 Montgomery County Fire and Rescue Service Assessment center for the rank of Battalion Chief 2021 District of Columbia Fire and EMS Department Promotional process for the ranks of Sergeant, Lieutenant, and Captain 2020 Montgomery County Sheriff’s Office Promotional process for the ranks of Sergeant and Lieutenant 2020 Montgomery County Fire and Rescue Service Promotional process for the ranks of Master Firefighter and Lieutenant 2020 Guilford County Sheriff’s Office Promotional process for the ranks of Sworn Sergeant, Detention Sergeant, Sworn Lieutenant, and Detention Lieutenant 2020 Augusta Fire Department Written examination for the ranks of Lieutenant and Captain 2020 Portland Fire Department Job analysis, written exam, and assessment center for the ranks of Lieutenant and Battalion Chief 2020 Grand Rapids Police Department Assessment center for the ranks of Sergeant, Lieutenant, and Captain 2020 Ann Arbor Police Department Assessment center for the ranks of Sergeant and Lieutenant 2020 Chattanooga Fire Department Assessment center for the ranks of Battalion Chief, Captain, and Lieutenant 2019 Moline Fire Department Assessment center for the rank of Captain 2019 Gwinnett County Fire Department Assessment center for the rank of Lieutenant 2019 179 146 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Chattanooga Police Department Assessment center for the ranks of Sergeant and Lieutenant 2019 Montgomery County Fire and Rescue Service Assessment center for the ranks of Captain and Battalion Chief 2019 Dallas Fire Department Assessment center for the ranks of Battalion Chief and Captain 2019 Ann Arbor Police Department Assessment center for the ranks of Sergeant and Lieutenant 2019 Detroit Police Department Structured oral interview and written examination for the ranks of Sergeant, Detective, and Lieutenant 2019 Grand Rapids Police Department Assessment center for the ranks of Sergeant, Lieutenant, and Captain 2019 Portland Fire Department Job analysis and assessment center for the rank of Captain 2019 Cobb County Sheriff’s Office Assessment center for the ranks of Sergeant and Lieutenant 2019 Virginia Beach Police Department Assessment center for the rank of Sergeant. 2019 Columbia Police Department Job analysis for the ranks of Corporal, Sergeant, and Lieutenant. 2019 180 147 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Harry Vuong, M.A. Senior Consulting Coordinator Background Statement: Harry joined IOS in 2017. Mr. Vuong has experience in recruiting assessors and coordinating their travel, expenses, and logistics for assessment centers. Mr. Vuong also has experience in administering assessment centers and promotional job knowledge written exams. Mr. Vuong communicates well with project managers and assessors throughout all phases of the projects he is part of. Education: The Chicago School of Professional Psychology M.A. in Industrial/Organizational Psychology (2013) Loyola University Chicago B.A. in Psychology (2009) Affiliations: Society for Industrial/Organizational Psychology (SIOP) Professional Experience: 2019-Present Senior Consulting Coordinator, I/O Solutions, Inc. • Manage recruitment of assessors (raters) for I/O Solutions’ assessment processes for external clients. • Coordinate with assessors on travel arrangements, expenses and logistics. • Review and proof documents related to assessments. • Create/modify administrative materials related to assessment administration. • Print and prepare assessment and testing materials. • Travel and assist with administration of on-site assessment center coordination and activities. • Assist with entering and proofing critical assessment data. 181 148 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 2017-2019 Consulting Coordinator, I/O Solutions, Inc. • Manage recruitment of assessors (raters) for I/O Solutions’ assessment processes for external clients. • Coordinate with assessors on travel arrangements, expenses and logistics. • Review and proof documents related to assessments. • Create/modify administrative materials related to assessment administration. • Print and prepare assessment and testing materials. • Travel and assist with administration of on-site assessment center coordination and activities. • Assist with entering and proofing critical assessment data Summary of Selection Projects: Client Project Description Timeframe Albuquerque Police Department Manage the recruitment and coordination of assessors of an Assessment Centers for the rank of Lieutenant. Assisted in administration of the assessment center. 2019 San Diego Fire-Rescue Department Manage the recruitment and coordination of assessors for an USERRA Assessment Centers for the rank of Battalion Chief. 2019 Ann Arbor Police Department Manage the recruitment and coordination of assessors for two Assessment Centers for the rank of Sergeant and Lieutenant. Assisted in administration of both assessment centers. 2019 Dallas Fire-Rescue Department Manage the recruitment and coordination of assessors for an Assessment Centers for the rank of Captain. 2019 Columbus Fire & Emergency Medical Services Manage the recruitment and coordination of assessors for two Assessment Centers for the rank of Sergeant, Lieutenant, Captain, and Battalion Chief. Assisted in administration of both assessment centers. 2019 Detroit, MI Police Department Manage the recruitment and coordination of assessors for an Assessment Center for the ranks of detective, sergeant, and lieutenant. Assisted in administration of the assessment center. 2019 Tuscaloosa, AL Fire Rescue Service Administration of a Practical exam for the rank of Fire Apparatus Operator. 2019 Metropolitan Nashville Police Department Manage the recruitment and coordination of assessors for two Assessment Centers for the rank of Sergeant and Lieutenant. 2019 Grand Rapids Police Department Manage the recruitment and coordination of assessors for Assessment Centers for the rank of Sergeant, Lieutenant, Captain. Assisted in administration of assessment center. 2019 Forsyth County, GA Fire Department Administration of assessment center for the rank of Lieutenant. 2019 Albuquerque Fire Rescue Manage the recruitment and coordination of assessors for two Assessment Centers for the rank of Captain and Battalion Chief. Assisted in administration of both assessment centers. 2018 Albuquerque Police Department Manage the recruitment and coordination of assessors for three Assessment Centers for the rank of Sergeant (2) and Lieutenant. Assisted in administration of all three assessment centers. 2018 San Diego Fire-Rescue Department Manage the recruitment and coordination of assessors for two Assessment Centers for the rank of Captain and Battalion Chief. Assisted in administration of both assessment centers. 2018 182 149 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Ann Arbor Police Department Manage the recruitment and coordination of assessors for two Assessment Centers for the rank of Sergeant and Lieutenant. Assisted in administration of both assessment centers. 2018 Dallas Fire-Rescue Department Manage the recruitment and coordination of assessors for three Assessment Centers for the rank of Section Chief, Captain, and Lieutenant. 2018 Buffalo Fire Department Manage the recruitment and coordination of assessors for three Assessment Centers for the rank of Battalion Chief, Captain, and Lieutenant. Assisted in administration of assessment centers. 2017 Grand Rapids Police Department Manage the recruitment and coordination of assessors for Assessment Centers for the rank of Sergeant, Lieutenant, Captain. Assisted in administration of assessment center. 2017 Broken Arrow, OK Fire Department Manage the recruitment and coordination of assessors for an Assessment Center for the rank of EMS Training Major. 2017 Dallas Fire-Rescue Department Manage the recruitment and coordination of assessors for two Assessment Centers for the rank of Captain and Lieutenant. Assisted in administration of assessment center. 2017 Dallas Police Department Manage the recruitment and coordination of assessors for an Assessment Center for the rank of Sergeant. 2017 Metropolitan Nashville Police Department Manage the recruitment and coordination of assessors for three Assessment Centers for the rank of Captain, Lieutenant, and Sergeant. 2017 Columbus, GA Fire & EMS Manage the recruitment and coordination of assessors for four Assessment Centers for the rank of Battalion Chief, Captain, Lieutenant, and Sergeant. 2017 Indianapolis Metropolitan Police Department Job analysis interviews for the ranks of Sergeant and Lieutenant. 2017 Albuquerque Police Department Manage the recruitment and coordination of assessors for two Assessment Centers for the rank of Sergeant and Lieutenant. Assisted in administration of assessment centers. 2017 Baltimore City Fire Department Manage the recruitment and coordination of assessors for three Assessment Centers for the rank of EMS Battalion Chief, EMS Captain, and EMS Lieutenant. 2017 183 150 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Alexa Bolwin, M.A. Research Analyst, Testing Services Background Statement: Alexa joined IOS in October of 2015. She obtained her Master’s Degree in Industrial/Organizational Psychology from Elmhurst College in 2016. As an analyst, Alexa often uses various statistical analyses to aid in test customization, validation, and technical report composition. As an analyst, Alexa also frequently engages in the following employment testing processes: • Job analysis • Adverse impact analysis • Statistical significance testing • Criterion-related validation • Content-validation (CVR implementation, Angoff calculation, SME review sessions) • Classical test theory item-analysis • Validity transportation • Cut score analysis Alexa also possesses an interest in the following areas of the field: • Survey design and implementation • Open source “R” software Education: Elmhurst College, Elmhurst, IL Master of Arts, Industrial-Organizational Psychology (2016) University of Illinois at Chicago, Chicago, IL Bachelor of Arts, Psychology; Criminology, Law, & Justice (2014) Professional Experience: March 2019- Industrial/Organizational Solutions, Inc. (IOS) Present Research Analyst September 2016- Industrial/Organizational Solutions, Inc. (IOS) March 2019 Testing Services Coordinator June 2016- Industrial/Organizational Solutions, Inc. (IOS) 184 151 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET September 2016 Research Assistant October 2015- Industrial/Organizational Solutions, Inc. (IOS) June 2016 Consulting Assistant Summary of Selection Projects: Client Project Description Timeframe Fire Service Agencies Burlington, VT; Williston, VT; Portland, TN; Fayetteville, AR; Pendleton, OR; Freeport, IL; South Chicago Heights, IL; Princeton, IL; North Port, FL; Shrewsbury, MO; Gladstone, MO; California City, CA; Gainesville, GA; Dawson County, GA; Clayton County, GA; Milton, GA; Reading, PA; Dothan, AL; Sylacauga, AL; Florence, AL; Duncanville, TX; West University Place, TX; Pflugerville, TX; Pantego, TX; Anna, TX; Windsor Severance Fire Rescue, CO; Topsfield, MA; Barnstable, MA; Mandan, ND; Caledonia, WI; Kaukauna, WI; Des Moines, IA; West Des Moines, IA; Clinton, IA; Council Bluffs, IA; Butler Township, OH; Burton Fire Department, OH; Sylvania Township, OH; Oregon, OH; Monroe, OH; Allen Township, OH; Delta Township, MI; Muskegon County, MI; Waterford, MI; South Haven Area Emergency Services, MI; Coldwater, MI Law Enforcement Agencies DeSoto County, MS; Southaven, MS; Spring Grove, IL; Mount Vernon, IL; Burr Ridge, IL; LaGrange Park, IL; Robinson, IL; Lyons, IL; Sandusky, OH; Lebanon, OH; Mount Vernon, OH; Pierce Township, OH; Beaver Township, OH; Madison Heights, MI; Anchorage, AK; Baldwin County, AL; Marple Township, PA; Dayton, VA; North Branford, CT; Berlin, CT; Papillion, NE; Baldwin County, AL; Dothan, AL; Barboursville, WV; Nitro, WV; Hutchinson, KS; Johnson County Sheriff, KS; University of MN, MN; Crow Wing County, MN; Bentonville, AR Conducted local content validation process for off- the-shelf promotional examination. Managed administration of online “Local Validation” and “Item Review” surveys. Analyzed data and compiled report. Provided client with recommendations regarding exam usage (e.g. recommended cut-score, item removals, etc.). 2018-2021 Palm Beach County, FL Conducted job analysis and validity transportation process for entry-level firefighter position. Managed administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. Managed content validation process for noncognitive tool. Developed custom scoring solution. 2020 New York State Police Assisted with job analysis process for entry-level 2020 185 152 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe trooper position. Assisted with development of and managed the administration of an online performance evaluation tool. Wrote custom cognitive ability exam items. Amarillo, TX Conducted validity transportation process for entry-level police officer position. Managed administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. 2020 Weatherford, TX Conducted validity transportation process for entry-level police officer position. Managed administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. 2020 Brooklyn Park, MN Conducted validity transportation process for entry-level firefighter position. Managed administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. 2020 Des Moines, IA Conducted validity transportation process for entry-level firefighter position. Managed administration of an online JAQ survey. Analyzed JAQ data and compiled transportability report. 2020 Creve Coeur, MO Developed semi-custom examination for rank of Battalion Chief. 2020 Sycamore, IL Developed semi-custom examination for rank of Fire Company Officer I. 2020 Wheeling, IL Developed semi-custom examinatin for rank of Fire Lieutenant. 2020 San Antonio, TX Police and Fire Department Developed custom cognitive ability items semi- annually. 2016-2021 Massachusetts Trial Court Managed online examination registration for entry- level and promotional examination processes. 2017-2020 New York State Department of Civil Service Wrote custom situation-based and cognitive ability exam items. Assisted with development of and managed the administration of an online performance evaluation tool. Conducted validity transportation process for four entry-level positions in the State of New York; delivered online survey; analyzed survey results and compiled report. 2016-2019 Massachusetts Trial Court Assisted with development of and administered online performance evaluation tool. 2019 Austin-Travis County EMS Developed custom structured oral interview scenarios and criteria for Medic I Field and Medic I Communications positions. 2019 Creve Coeur, MO Developed semi-custom examinations for the ranks of EMS Captain and Fire Captain. 2019 Sylvania Township, OH Developed a semi-custom examination for the rank of Fire Lieutenant. 2019 New Jersey State Association of Chiefs of Police Developed statewide promotional examinations for the ranks of First Line Supervisor and Middle Manager. 2019 Public Safety Testing, WA Conducted adverse impact analyses to examine potential disparate impact and subsequent risk for 2016 186 153 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Project Description Timeframe litigation pertaining to the agency's use of three entry-level examinations. Compiled technical report for analysis of each of the three examinations. 187 154 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Reya Green, M.S. Research Analyst, Testing Services Background Statement: Reya joined IOS in January of 2019. She obtained her Master’s Degree in Industrial/Organizational Psychology from Illinois Tech in 2020 and is currently pursuing her PhD. As an analyst, Reya often uses various statistical analyses to aid in test customization, validation, and technical report composition. As an analyst, Reya also frequently engages in the following employment testing processes: • Job analysis • Online survey design & implementation • Adverse impact analysis • Statistical significance testing • Criterion-related validation • Physical Ability Test (PAT) validation, implementation, and analysis • Differential Item Functioning (DIF) • Test Score Banding (SED) • Classical test theory item-analysis • Validity transportation • Structured Oral Interview Development and Implementation Reya also possesses an interest in the following areas of the field: • Survey design and implementation • Open source “R” software Presentations: Green, R. C. & Bauer, K. (2018, November). Game-Based Assessment Literature Review. Presented at the Ideas in Testing Research Seminar, Chicago, IL. Education: Illinois Tech, Chicago, IL Doctor of Philosophy, Industrial-Organizational Psychology (2023 expected) Illinois Tech, Chicago, IL Master of Science, Industrial-Organizational Psychology (2018) Illinois Tech, Chicago, IL Bachelor of Science, Psychology (2018) 188 155 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Professional Experience: July 2020- Industrial/Organizational Solutions, Inc. (IOS) Present Research Analyst March 2019- Industrial/Organizational Solutions, Inc. (IOS) July 2020 Research Associate January 2019- Industrial/Organizational Solutions, Inc. (IOS) March 2019 Research Assistant Summary of Selection Projects: Client Project Description Timeframe Charlotte, NC Fire Department Assisted in the administration of a large-scale written examination and technology-based structured oral interview process. Hired and oversaw 20 assessors for the structured oral interview. Developed and conducted in-depth assessor training. Provided support in analyses and technical report. 2020-2021 Florida Highway Patrol Assisted in the development of a custom Physical Ability Test. Conducted job analysis interviews, deployed the job analysis questionnaire and specification questionnaire, and analyzed the data. Provided support in presenting the data to FHP leadership and proposing PAT evolutions. Assisted in writing the technical report. 2020-2021 Cook County Sheriff’s Police Department Oversaw the job analysis process for the Lieutenant and Sergeant positions. Interviewed incumbents, developed, and administered the online JAQ survey. 2020-2021 Anaheim, CA Fire Department Conducted validity transportation process for the entry-level firefighter position. Managed administration of the online JAQ survey/ Analyzed JAQ data and compiled a transportability report. Assisted in the development of a custom structured oral interview process. 2020 New York State Police Conducted on-site job analysis interviews. Wrote custom cognitive ability exam items. Assisted with the validation of a new personality measure. 2020 Lakewood, CO Police Department Responsible for custom scoring for client and performed statistical test score banding of results. Delivered a comprehensive adverse impact report of the test outcomes. 2020-Current Houston, TX Police Department Administration of promotional level sergeant exam. Conducted on-site scoring. 2020 Peoria, IL Police Department Administration of entry-level police officer position. Conducted on-site scoring. 2020 Austin, TX EMS Department Developed new structured oral interview items for the client’s process. Created new structured oral interview guidebooks and rating materials for the 2020 and 2021 process. 2020 San Antonio, TX Police and Fire Departments Assisted with prior test development cycles. Currently overseeing the development and implementation of police and fire entry level written examinations. Worked with client to customize scoring procedures. 2019-Current 189 156 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Washington DC, Fire & EMS Job Analysis and Validity Transportation process for the entry- level firefighter position. Conducted on-site job analysis interviews. Managed administration of the online JAQ survey. Analyzed JAQ data and compiled transportability report. 2019 Miami Beach, FL Police Department Oversee and partake in the rating process of entry-level written responses. Delivered adverse impact report of test outcomes. 2019-Current 190 157 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET KAREN STEIGER, M.A. Senior Technical Writer Background Statement: Ms. Steiger has over 19 years’ experience at IOS writing and editing entry-level and promotional tests for public safety agencies across the nation. Ms. Steiger developed the item- writing and editing guidelines that have now become standard company practice. She supervises the entire Technical Writing Division and assigns and evaluates the work of other team members. Ms. Steiger acts as a member of the Off-the-Shelf Testing Division, leading efforts to update and maintain our current off-the-shelf testing products as well as develop new examinations. She has written and edited IOS’s entry-level and promotional off-the-shelf exams, including multiple forms of the NCJOSI, NFSI, NCJOSI2, Fundamentals of Law Enforcement promotional exams and Core Concepts of Law Enforcement Management promotional exams, among many others. She continues to perform all technical writing duties as needed—including writing and editing entry-level and promotional tests for public safety agencies, developing and writing study guides, online practice tests and other candidate resources, and editing I/O Solutions’ technical reports and marketing materials. Ms. Steiger has personally worked with nearly all of IOS’s consulting clients, past and present, including the following: ▪ Albuquerque, NM Fire Rescue ▪ Arlington, TX Fire Department ▪ Atlanta, PD Police Department ▪ Austin, TX Police and Fire Departments ▪ Baltimore, MD Police Department ▪ Buffalo, NY Police Department ▪ Chicago, IL Police and Fire Departments ▪ Cobb County, GA Sheriff's Office ▪ Cook County, IL Sheriff's Department ▪ Dallas, TX Fire Department ▪ The Florida Department of Law Enforcement ▪ Fort Lauderdale, FL Fire Department ▪ Gwinnett County Corrections, Fire, Police and Sheriff's Departments ▪ Houston, TX Police Department ▪ Massachusetts State Police ▪ Metra Police Department ▪ Portland, ME Fire and Police Departments ▪ Prince William County, VA Fire Department ▪ Saint Paul, MN Police Department ▪ San Antonio, TX Fire and Police Departments ▪ San Diego, CA Police Department ▪ The Southern Nevada Health District ▪ Springfield, IL Fire and Police Departments ▪ Stamford, CT Police Department ▪ Tacoma, WA Police Department ▪ Warwick, RI Fire and Police Departments 191 158 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Project Management IOS’s project management system is simple and effective. Our corporation employs a large team of Industrial/Organizational Psychologists who serve as project managers/ consultants. From this team, a single individual is identified to manage the day-to-day responsibilities associated with a given project/client. While there is one point of contact in order to simplify the communication process between client and consultant, there is also a team of individuals available to support the project and multiple consultants who are familiar with the project status. Following is an overview of the tenets of our project management system: 1. Sole Point-of-Contact: A single, primary consultant/project director is designated to head a project. This ensures a consistent source of information for the client and simple, effective lines of communication. This individual will be available by email, office phone and cell phone on a regular basis. A secondary contact person will also be designated should the agency have an urgent need to contact someone at IOS to discuss the project. 2. Team Support: While a single person is managing the project, that person is supported by a large team of consultants, technical writers, project assistants, job analysts, and administrative staff to ensure that the necessary manpower is always available to accomplish the job at hand. The project manager will leverage this assistance to accomplish the proposed project plan according to the stated schedule. The project director is responsible for quality control measures and for transfer of all project deliverables. IOS maintains one of the largest professional staffs in the public safety selection consulting industry, allowing us to meet your agencies needs with a great deal of flexibility and responsiveness. 3. Team Leader Oversight: The project director is supervised by the Team Leader, who ensures that all timelines are met and all project works meets our high standards. The Team Leader regularly meets with project director to discuss project progress and strategies. We constantly analyze and evaluate our methodologies in a ‘group think’ setting to ensure an efficient, effective and state-of-the-art solution. 4. Planning and Scheduling System: The project director will be the main client contact and will conduct weekly planning and coordination meetings with the entire project time to ensure that work is efficiently allocated and project managers/coordinators and technical writing staff are on schedule and producing work that follows our methodology and meets our high standards. 192 159 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Project References Law Enforcement and Fire Service Promotional Selection Processes Client Atlanta, GA Police Department Contact Kristin Knight Lieutenant – Personnel Unit Commander and Background & Recruitment Unit Commander Address/Phone/E-mail 226 Peachtree Street SW W2611 Atlanta, GA 30303 404.546.2584 KKnight@atlantaga.gov Contract Title Police Promotional Written Exams and Oral Assessments Contract Period 2009, 2011-2012, 2013-2014, 2016, 2017-2018, 2020 Description: • Conducted job analyses in 2009 and 2016, with reviews/updates in 2011, 2013, 2017, 2020 • Developed written exams for Sergeant and Lieutenant • Developed and administered oral assessments for Sergeant and Lieutenant • Recruited and trained 24 assessors • Coordinated and secured examination sites and all lodging for assessors No post-test litigation or complaints filed. Client Bridgeport, CT Police Department Contact Lisa Mastronunzio Civil Service Examiner Address/Phone/E-mail 45 Lyon Terrace Bridgeport, CT 06604 203.576.7109 Lisa.Mastronunzio@Bridgeportct.gov Contract Title Development of Police Lieutenant Written Exam and Development and Administration of Police Lieutenant Assessment Center Contract Period January 2021 – Present Contract Title Development of Police Detective Written Exam and Development and Administration of Police Detective Assessment Center Contract Period January 2020 – January 2021 Contract Title Development of Police Sergeant Written Exam and Development and Administration of Police Sergeant Assessment Center Contract Period December 2018 – February 2019 Contract Title Development and Administration of Police Captain Assessment Center Contract Period September 2015 – November 2015 Contract Title Development of Police Detective Written Exam and Development and Administration of Police Detective Assessment Center Contract Period December 2014 – April 2015 Contract Title Development of Police Sergeant Written Exam and Development and Administration of Police Sergeant Assessment Center Contract Period February 2014 – July 2014 Contract Title Development of Police Lieutenant Written Exam and Development and Administration of Police Lieutenant Assessment Center Contract Period March 2013 – December 2013 Client City of Broken Arrow, OK Contact Jeremy Moore Fire Chief Address/Phone/E-mail 1101 N. 6th Street Broken Arrow, OK 74012 193 160 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET 918.259.8360 x6355 JKMoore@brokenarrowok.gov Contact Mark Steward Assistant Fire Chief Address/Phone/E-mail 1101 N. 6th Street Broken Arrow, OK 74012 918.259.8360 x6361 JSteward@brokenarrowok.gov Contract Title Development and Administration of Fire Lieutenant Written Exam and Assessment Center Contract Period April 2020 – August 2020 Contract Title Development and Administration of Fire Captain and Battalion Chief Written Exams and Assessment Centers Contract Period January 2019 – July 2019 Contract Title Development and Administration of Fire Lieutenant, Fire Investigator and OPS Training Officer Written Exams and Assessment Centers Contract Period March 2018 – February 2019 Contract Title Development and Administration of Fire Lieutenant, Deputy Chief and EMS Major Written Exams and Assessment Centers Contract Period February 2017 – January 2018 Client Buffalo, NY Fire Department Contact G.G.(Gladys) Herndon-Hill Commissioner Address/Phone/E-mail 65 Niagara Square City Hall - Room 1001 Buffalo, NY 14202 716.851.9613 CS15@ch.ci.buffalo.ny.us Contract Title Development of a Fire Captain Written Exam and Development and Administration of a Fire Captain Assessment Center Contract Period August 2019 – January 2020 Contract Title Development of Fire Lieutenant and Captain Written Exams and Development and Administration of Fire Lieutenant, Captain, Battalion Chief and Division Chief Assessment Centers Contract Period January 2017 – February 2018 Client Buffalo, NY Police Department Contact G.G. (Gladys) Herndon-Hill Commissioner Address/Phone/E-mail 65 Niagara Square City Hall - Room 1001 Buffalo, NY 14202 716.851.9613 CS15@ch.ci.buffalo.ny.us Contract Title Development of Police Detective, Detective Sergeant, Lieutenant and Captain Written Exams and Development and Administration of Police Detective, Detective Sergeant, Lieutenant and Captain Assessment Centers Contract Period September 2019 – April 2020 Contract Title Development of Police Inspector, Detective, Detective Sergeant, Lieutenant and Captain Written Exams and Development and Administration of Police Inspector, Detective, Detective Sergeant, Lieutenant and Captain Assessment Centers Contract Period January 2017 – November 2017 Contract Title Development of Police Inspector, Detective, Detective Sergeant, Lieutenant and Captain Written Exams and Development and Administration of Police Inspector, Detective, Detective Sergeant, Lieutenant and Captain Assessment Centers Contract Period December 2011 – August 2012 Contract Title Development of Police Inspector and Captain Written Exams and Development and Administration of Police Inspector and Captain Assessment Centers Contract Period September 2007 – September 2008 194 161 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Contract Title Development of Police Detective, Detective Sergeant and Lieutenant Written Exams and Development and Administration of Police Detective, Detective Sergeant and Lieutenant Structured Oral Assessments Contract Period September 2007 – September 2008 Client Chattanooga, TN Fire Department Contact Iris Neal Human Resources Generalist Address/Phone/E-mail Fire Administration Building 910 Wisdom Street Chattanooga, TN 37406 423.643.7207 ineal@chattanooga.gov Contract Title Development and Administration of Fire Lieutenant and Captain Written Examinations and Development and Administration Fire Lieutenant, Captain and Battalion Chief Assessment Centers Contract Period December 2020 – Present Contract Title Development and Administration of Fire Lieutenant and Captain Written Examinations and Development and Administration Fire Lieutenant, Captain and Battalion Chief Assessment Centers Contract Period December 2018 – May 2019 Contract Title Development and Administration of Fire Lieutenant and Captain Assessment Centers Contract Period April 2017 – June 2017 Contract Title Development and Administration of Fire Lieutenant and Captain Assessment Centers Contract Period July 2014 – December 2015 Client Chattanooga, TN Police Department Contact Shea Jefferson, MPS Deputy Chief Human Resources Officer Address/Phone/E-mail 101 East 11th Street - Suite 201 Chattanooga, TN 37402 423.643.7214 sjefferson@chattanooga.gov Contract Title Development and Administration of Master Police Officer Written Examination Contract Period March 2020 – August 2020 Contract Title Development and Administration of Police Sergeant and Lieutenant Written Examinations and Development and Administration of Police Sergeant, Lieutenant and Captain Assessment Centers Contract Period June 2019 – November 2019 Contract Title Development and Administration of Police Captain Assessment Center Contract Period March 2018 – July 2018 Contract Title Development and Administration of Police Sergeant and Lieutenant Written Examinations and Development and Administration of Police Sergeant, Lieutenant and Captain Assessment Centers Contract Period April 2016 – November 2016 Client City of Chicago, IL Contact Jill May, M.S. Testing Specialist Address/Phone/ E-mail 121 N. LaSalle, 1102 Chicago, IL 60602 312.744.1240 Jill.May@cityofchicago.org Contract Title Development and Administration of Fire Battalion Chief Promotional Examination and Development and Administration of Fire Battalion Chief Oral Examination Contract Period August 2019 – Present Description: • Developing and validating a written job-knowledge examination for each position • Developing and validating a structured oral interview process for each position 195 162 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Contract Title EMS Promotional examinations for Ambulance Commander and Paramedic Field Chief Contract Period February 2016 – September 2017 Description: • Developing and validating a written job-knowledge examination for each position • Developing and validating a structured oral interview process for each position Contract Title Development and Administration of Police Sergeant Written Examination and Written Assessment Contract Period August 2012 – June 2014 Description: • Developed and validated a written job-knowledge examination for the Sergeant rank • Developed and validated a written assessment for the Sergeant rank Contract Title EMS Promotional examinations for Ambulance Commander and Paramedic Field Chief Contract Period May 2011 – August 2013 Description: • Developed and validated a written job-knowledge examination for each position • Developed and validated a structured oral interview process for each position Contract Title EMS Promotional examinations for Ambulance Commander and Paramedic Field Chief Contract Period January 2006 – December 2006 Description: • Developed and validated a written job-knowledge examination for each position • Developed and validated a structured oral interview process for each position Contract Title Provision of Entry-Level Exams – Police and Fire Contract Period Police: 2013/2014, 2016 - Present Contract Period Fire: 2006, 2012, 2013, 2014 Client City of Cincinnati, OH Contact Latisha Hazell Division Manager, Workforce Management Address/Phone/E-mail 805 Central Avenue – Ste. 200 Cincinnati, OH 45202 513.352.1507 latisha.hazell@cincinnati-oh.gov Contract Title Development and Administration of Police Captain Written Examination and Assessment Center Contract Period February 2021 - Present Contract Title Development and Administration of Police Lieutenant Written Examination and Assessment Center Contract Period June 2019 – November 2020 Contract Title Development and Administration of Police Sergeant Written Examination and Situational Judgment Test Contract Period December 2019 – July 2020 Contract Title Development and Administration of Police Captain Assessment Center Contract Period November 2018 – January 2019 Contract Title Development and Administration of Police Lieutenant Assessment Center Contract Period February 2018 – May 2018 Contract Title Development and Administration of Police Sergeant Written Exercise Contract Period February 2018 – May 2018 Contract Title Development and Administration of Police Captain Assessment Center Contract Period January 2017 – June 2017 Contract Title Development and Administration of Fire Lieutenant Written Examination and Assessment Center Contract Period January 2017 – August 2017 196 163 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Cobb County, GA Sheriff’s Office Contact Shirene Douglas, PHR, SHRM-CP Human Resources Manager Address/Phone/ E-mail Cobb County Government 100 Cherokee Street, 2nd Floor Marietta, GA 30090 770.528.2538 shirene.douglas@cobbcounty.org Contract Title Sergeant and Lieutenant Promotional Processes Contract Period 2007-2021 Description: • Developed and administered job knowledge written exams for Sergeant and Lieutenant • Conducted candidate orientations • Developed and administered assessment centers for Sergeant and Lieutenant • Trained assessors • Developed candidate feedback reports No post-test litigation or complaints filed. Client Forsyth County, GA Fire Department Contact Jason Shivers Division Chief – Technical Services Address/Phone/E-mail 3520 Settingdown Road Cumming, GA 30028 678.513.5898 RJShivers@forsythco.com Contract Title Development and Administration of Fire Apparatus Operator and Lieutenant Written Exams and Development and Administration of Fire Apparatus Operator and Lieutenant Assessment Centers Contract Period January 2021 – Present Contract Title Development and Administration of Fire Apparatus Operator, Lieutenant and Captain Written Exams and Development and Administration of Fire Lieutenant and Captain Assessment Centers Contract Period January 2020 – December 2020 Contract Title Development and Administration of Fire Apparatus Operator and Battalion Chief Written Exams and Development and Administration of Fire Apparatus Operator and Battalion Chief Assessment Centers Contract Period September 2019 – February 2020 Contract Title Development and Administration of Fire Apparatus Operator and Lieutenant Written Exams and Development and Administration of Fire Apparatus Operator and Lieutenant Assessment Centers Contract Period March 2018 – May 2019 Contract Title Development and Administration of Fire Apparatus Operator and Battalion Chief Written Exams and Development and Administration of Fire Apparatus Operator and Battalion Chief Assessment Centers Contract Period January 2017 – November 2017 Contract Title Development and Administration of Fire Apparatus Operator and Lieutenant Written Exams and Development and Administration of Fire Apparatus Operator and Lieutenant Assessment Centers Contract Period January 2016 – July 2016 Contract Title Development and Administration of Fire Apparatus Operator, Lieutenant and Captain Written Exams and Development and Administration of Fire Lieutenant and Captain Assessment Centers Contract Period March 2015 – December 2015 Contract Title Development and Administration of Fire Battalion Chief Written Exam and Development and Administration of Fire Battalion Chief Assessment Center Contract Period July 2013 – October 2013 197 164 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client Gwinnett County, GA Contact (Main) Erica Queen Address/Phone/E-mail Human Resources 75 Langley Drive Lawrenceville, GA 30046 770.822.7949 Erica.Queen@gwinnettcounty.com Contact (Police) Sharon Morris Address/Phone/E-mail Human Resources 75 Langley Drive Lawrenceville, GA 30046 770.822.7930 Sharon.Morris@gwinnettcounty.com Contact (Corrections) Sharon Morris Address/Phone/E-mail Human Resources 75 Langley Drive Lawrenceville, GA 30046 770.822.7930 Sharon.Morris@gwinnettcounty.com Contact (Sheriff) Adrienne McAllister Address/Phone/E-mail Human Resources 75 Langley Drive Lawrenceville, GA 30046 770.822.7914 Adrienne.McAllister@gwinnettcounty.com Contact (Fire) Donna Pratt HR Associate III Address/Phone/E-mail Human Resources 75 Langley Drive Lawrenceville, GA 30046 770.822.7901 Donna.Pratt@gwinnettcounty.com Contact (Fire) Michelle Saunders Section Manager Address/Phone/E-mail Human Resources 75 Langley Drive Lawrenceville, GA 30046 770.822.7925 Michelle.Saunders@gwinnettcounty.com Contact (Fire) Andrea Chaney HR Associate III Address/Phone/E-mail Human Resources 75 Langley Drive Lawrenceville, GA 30046 770.822.7907 Andrea.Chaney@gwinnettcounty.com Contract Title Police, Sheriff, Corrections and Fire Promotional Exams and Assessment Centers Contract Period June 2002 – Present Description: • Conduct job analysis for 12 ranks: Corporal, Sergeant and Lieutenant within the Police, Sheriff and Corrections departments and Driver Engineer, Lieutenant and Captain in the Fire Department • Develop written examinations, situational judgment tests, structured oral assessments and assessment centers as follows: o Police Corporal: 13 cycles o Police Sergeant: 13 cycles o Police Lieutenant: 12 cycles o Sheriff Corporal: 17 cycles o Sheriff Sergeant: 19 cycles o Sheriff Lieutenant: 18 cycles o Corrections Corporal: 10 cycles o Corrections Sergeant: 12 cycles o Corrections Lieutenant: 9 cycles o Fire Engineer: 13 cycles o Fire Lieutenant: 11 cycles o Fire Captain: 7 cycles 198 165 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Helped develop and maintain the candidate appeal and review process associated with protective service examinations This contract has been renewed/re-awarded five times beyond the initial contract. Client Houston, TX Police Department Contact Daryn Edwards Assistant Chief Address/Phone/E-mail 1200 Travis Street – 18th Floor Houston, TX 77002 832.726.9235 daryn.edwards@houstonpolice.org Contract Title Development and Administration of Police Sergeant, Lieutenant and Commander Written Examinations and Development and Administration of Police Sergeant, Lieutenant and Commander Assessment Centers Contract Period January 2020 - Present Contract Title Development and Administration of Police Sergeant, Lieutenant and Captain Written Examinations and Development and Administration of Police Sergeant, Lieutenant and Captain Assessment Centers Contract Period March 2018 – March 2019 Contract Title Development and Administration of Police Sergeant, Lieutenant and Captain Written Examinations and Development and Administration of Police Sergeant, Lieutenant and Captain Assessment Centers Contract Period June 2016 – December 2016 Client City of Indianapolis, IN Contact (Police and Fire) Bruce Henry, IPMA-SCP IMPD Human Resource Manager Address/Phone/E-mail 200 E. Washington Street – Ste. 1541 Indianapolis, IN 46204 317.327.2596 Bruce.Henry@indy.gov Contact (Fire) Mike White Assistant Fire Chief Address/Phone/E-mail Indianapolis Fire Department 955 Fort Wayne Avenue Indianapolis, IN 46202 317.327.7006 mike.white@indy.gov Contact (Fire) Lori White Human Resources Manager Address/Phone/E-mail Indianapolis Fire Department 955 Fort Wayne Avenue Indianapolis, IN 46202 317.327.6775 Lori.White@indy.gov Contract Title Development and Administration of Police Sergeant, Lieutenant and Captain Written Examinations and Assessment Centers Contract Period February 2020 - Present Contract Title Development and Administration of Fire Lieutenant, Captain and Battalion Chief Written Examinations and Assessment Centers Contract Period March 2018 – October 2018 Contract Title Development and Administration of Police Sergeant, Lieutenant and Captain Written Examinations and Assessment Centers Contract Period January 2018 – August 2018 Client Jacksonville, FL Sheriff’s Office Contact Bart W. Laird, PHR, MSHRM Manager of Personnel Services Address/Phone/ E-mail Dept. of Personnel & Professional Services 501 E. Bay Street, Suite 303 Jacksonville, FL 32202 904.630.5899 Bart.Laird@jaxsheriff.org Contract Title Development and Administration of Police Sergeant and Lieutenant Written Examinations 199 166 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET and Assessment Centers Contract Period February 2020 – Present Contract Title Development and Administration of Corrections Sergeant Written Examination and Assessment Center Contract Period June 2020 – January 2021 Contract Title Development and Administration of Corrections Sergeant and Lieutenant Written Examinations and Assessment Centers Contract Period January 2018 – September 2019 Contract Title Development and Administration of Police Sergeant and Lieutenant Written Examinations and Assessment Centers Contract Period September 2017 – January 2019 Contract Title Development and Administration of Police Sergeant and Lieutenant Assessment Centers Contract Period April 2016 – January 2017 Client City of Las Vegas, NV Contact Jacob Tilford Human Resources Analyst Address/Phone/ E-mail 500 N. Casino Center Blvd. Las Vegas, NV 89101 702.229.4879 jtilford@LasVegasNevada.gov Contract Title Development and Administration of a Fire Engineer Written Examination and Practical Examination Contract Period January 2021 - Present Contract Title Development and Administration of Fire Captain and Battalion Chief Written Examinations and Assessment Centers Contract Period April 2020 – October 2020 Contract Title Development and Administration of a Fire Engineer Written Examination and Practical Examination Contract Period February 2019 – July 2019 Contract Title Development and Administration of Fire Captain and Battalion Chief Written Examinations and Assessment Centers Contract Period June 2018 – November 2018 Contract Title Development and Administration of EMS Field Coordinator and Fire Engineer Written Examinations and Development and Administration of Fire Engineer Practical Examination Contract Period January 2017 – January 2018 Contract Title Development and Administration of Fire Captain and Battalion Chief Written Examinations and Assessment Centers Contract Period May 2016 – November 2016 Contract Title Development and Administration of EMS Coordinator Written Examination Contract Period May 2015 – October 2015 Client Los Alamos, NM Contact Mary Tapia Assistant Human Resources Manager Address/Phone/ E-mail Los Alamos County Human Resources 1000 Central Avenue – 2nd Floor Los Alamos, NM 87544 505.662.8089 mary.tapia@lacnm.us Contract Title Police and Fire Promotional Processes Contract Period 2010 – Present Description: • Conduct job analysis for 8 ranks: Driver Engineer, Captain (previously Company Officer), Division Chief (Admin)/Battalion Chief (Operations), Deputy Chief and Assistant Chief within the Fire Department and Sergeant, Lieutenant and Captain within the Police Department. 200 167 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Develop written examinations, practical examinations, structured oral interviews, assessment centers and written exercises as follows: o Fire Driver Engineer: 12 cycles o Fire Captain: 8 cycles o Fire Division/Battalion Chief: 10 cycles o Fire Deputy Chief: 4 cycles o Fire Assistant Chief: 2 cycles o Fire Chief: 1 cycle o Police Sergeant: 7 cycles o Police Lieutenant: 2 cycles o Police Captain: 2 cycles Client Massachusetts State Police Department Contact Michelle Small Chief Administrative Officer Address/Phone/E-mail 470 Worcester Road Framingham, MA 01702 508.820.2366 michelle.small@state.ma.us Contract Title Development of Police Lieutenant Written Exam and Structured Oral Interview Contract Period November 2020 - Present Contract Title Development of Police Captain Written Exam and Structured Oral Interview Contract Period April 2020 – December 2020 Contract Title Development of Police Sergeant Written Exam Contract Period January 2019 – June 2019 Contract Title Development of Police Lieutenant Written Exam and Structured Oral Interview Contract Period May 2018 – January 2019 Contract Title Development of Police Captain Written Exam and Structured Oral Interview Contract Period March 2017 – January 2018 Contract Title Development of Police Sergeant Written Exam Contract Period June 2016 - November 2016 Contract Title Development of Police Lieutenant Written Exam and Structured Oral Interview Contract Period December 2014 – August 2015 Contract Title Development of Police Sergeant Written Exam Contract Period January 2014 – June 2014 Contract Title Development of Police Captain Written Exam and Structured Oral Interview Contract Period April 2013 – January 2014 Contract Title Development of Police Lieutenant Written Exam and Structured Oral Interview Contract Period March 2012 – August 2012 Contract Title Development of Police Captain Written Exam Structured Oral Interview Contract Period September 2010 – April 2011 Contract Title Development of Police Lieutenant Written Exam and Oral Interview Contract Period August 2010 – February 2011 Contract Title Development of Police Sergeant Written Exam Contract Period December 2009 – April 2010 Contract Title Development of Police Captain Written Exam and Structured Oral Interview Contract Period March 2009 – November 2009 Contract Title Development of Police Lieutenant Written Exam and Structured Oral Interview Contract Period September 2007 – May 2008 Contract Title Development of Police Sergeant Written Exam Contract Period November 2006 – March 2007 Contract Title Development of Police Captain Written Exam and Structured Oral Interview Contract Period November 2005 – March 2006 Contract Title Development of Police Lieutenant Written Exam and Structured Oral Interview Contract Period September 2004 – March 2005 201 168 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Contract Title Development of Police Sergeant Written Exam Contract Period May 2003 – January 2004 Minneapolis, MN Police Department Contact Sarah Almquist HR Business Partner Address/Phone/E-mail 250 S. 4th Street – Room 100 Minneapolis, MN 55415 612.673.2132 sarah.almquist@minneapolismn.gov Contract Title Development and Administration of Police Sergeant Written Exam and Development and Administration of Police Sergeant Assessment Center Contract Period February 2020 – February 2021 Contract Title Development and Administration of Police Lieutenant Assessment Center Contract Period April 2019 – August 2019 Contract Title Development and Administration of Police Sergeant Written Exam and Development and Administration of Police Sergeant Assessment Center Contract Period February 2018 – March 2019 Contract Title Development and Administration of Police Lieutenant Written Exam and Development and Administration of Police Lieutenant Assessment Center Contract Period March 2017 – October 2017 Contract Title Development and Administration of Police Sergeant Written Exam and Development and Administration of Police Sergeant Assessment Center Contract Period January 2016 – June 2016 Contract Title Development and Administration of Police Lieutenant Written Exam and Development and Administration of Police Lieutenant Assessment Center Contract Period March 2015 – August 2015 Contract Title Development and Administration of Police Sergeant Written Exam and Development and Administration of Police Sergeant Assessment Center Contract Period January 2014 – June 2014 Contract Title Development and Administration of Police Lieutenant Written Exam and Development and Administration of Police Lieutenant Assessment Center Contract Period January 2013 – November 2013 Contract Title Development and Administration of Police Sergeant Written Exam and Development and Administration of Police Sergeant Assessment Center Contract Period January 2011 – June 2011 (Reawarded for 2012-13) Contract Title Development and Administration of Police Lieutenant Written Exam and Development and Administration of Police Lieutenant Assessment Center Contract Period June 2010 – December 2010 Contract Title Police Sergeant and Lieutenant Job Analysis Contract Period January 2009 – July 2009 Contract Title Development and Administration of Police Captain Assessment Center Contract Period February 2008 – May 2008 Contract Title Development and Administration of Police Sergeant Assessment Center Contract Period March 2006 – June 2006 Contract Title Development and Administration of Police Lieutenant Assessment Center Contract Period August 2005 – October 2005 Contract Title Development and Administration of Police Sergeant Assessment Center Contract Period August 2001 – January 2002 Client Montgomery County, MD Department of Corrections Contact Jacquelyn D. Anderson, PHR Human Resource Specialist Address/Phone/ E-mail 101 Monroe Street – 7th Floor Rockville, MD 20850 240.777.5023 jacquelyn.anderson@montgomerycountymd.gov 202 169 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Contract Title Development of Sergeant and Lieutenant Written Exams and Development and Administration of Sergeant and Lieutenant Assessment Centers Contract Period September 2019 – January 2020 Contract Title Development of Lieutenant Written Exam and Development and Administration of Lieutenant Assessment Center Contract Period March 2018 – December 2018 Contract Title Development of Sergeant and Lieutenant Written Exams and Development and Administration of Sergeant and Lieutenant Assessment Centers Contract Period January 2017 – March 2018 Contract Title Development of Sergeant and Lieutenant Written Exams and Development and Administration of Sergeant and Lieutenant Assessment Centers Contract Period June 2015 – February 2016 Contract Title Development of Sergeant and Lieutenant Written Exams and Development and Administration of Sergeant and Lieutenant Assessment Centers Contract Period July 2013 – February 2014 Client Montgomery County, MD Fire Rescue Service Contact Jacquelyn D. Anderson, PHR Human Resource Specialist Address/Phone/ E-mail 101 Monroe Street – 7th Floor Rockville, MD 20850 240.777.5023 jacquelyn.anderson@montgomerycountymd.gov Contract Title Development and Administration of Fire Battalion Chief Assessment Center Contract Period January 2021 - Present Contract Title Development of Master Firefighter and Lieutenant Written Examinations and Development and Administration of Lieutenant Assessment Center Contract Period August 2020 – January 2021 Contract Title Development and Administration of Fire Captain and Battalion Chief Assessment Centers Contract Period April 2019 – March 2020 Contract Title Development of Master Firefighter and Lieutenant Written Examinations and Development and Administration of Lieutenant Assessment Center Contract Period March 2018 – December 2018 Contract Title Development and Administration of Fire Captain and Battalion Chief Assessment Centers Contract Period February 2017 – February 2018 Contract Title Development of Master Firefighter and Lieutenant Written Examinations and Development and Administration of Lieutenant Assessment Center Contract Period July 2016 – January 2018 Contract Title Completed Assistant Chief Job Analysis Contract Period September 2015 – October 2016 Contract Title Development and Administration of Fire Captain and Battalion Chief Assessment Centers Contract Period April 2015 – March 2016 Contract Title Development of Master Firefighter and Lieutenant Written Examinations and Development and Administration of Lieutenant Assessment Center Contract Period July 2014 – December 2014 Contract Title Development and Administration of Fire Captain and Battalion Chief Assessment Centers Contract Period February 2013 – January 2014 Client Montgomery County, MD Police Department Contact Debra Marshall Human Resources Address/Phone/ E-mail 101 Monroe Street – 7th Floor Rockville, MD 20850 240.777.5042 debra.marshall@montgomerycountymd.gov Contract Title Development of Master Police Officer and Sergeant Written Exams and Development and Administration of Police Sergeant Assessment Center 203 170 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Contract Period February 2021 - Present Contract Title Development of Master Police Officer and Sergeant Written Exams and Development and Administration of Police Sergeant Assessment Center Contract Period February 2019 – November 2019 Contract Title Development of Master Police Officer and Sergeant Written Exams and Development and Administration of Police Sergeant Assessment Center Contract Period March 2017 – March 2018 Contract Title Completed Police Captain Job Analysis Contract Period May 2016 – August 2016 Contract Title Development of Master Police Officer and Sergeant Written Exams and Development and Administration of Police Sergeant Assessment Center Contract Period February 2015 – April 2016 Client Montgomery County, MD Sheriff’s Office Contact Debra Marshall Human Resources Address/Phone/ E-mail 101 Monroe Street – 7th Floor Rockville, MD 20850 240.777.5042 debra.marshall@montgomerycountymd.gov Contract Title Development of Sergeant and Lieutenant Written Examinations and Development and Administration of Sergeant and Lieutenant Assessment Centers Contract Period January 2020 – January 2021 Contract Title Development of Sergeant and Lieutenant Written Examinations and Development and Administration of Sergeant and Lieutenant Assessment Centers Contract Period January 2018 – December 2018 Contract Title Development of Sergeant and Lieutenant Written Examinations and Development and Administration of Sergeant and Lieutenant Assessment Centers Contract Period February 2016 – October 2016 Contract Title Development of Sergeant and Lieutenant Written Examinations and Development and Administration of Sergeant and Lieutenant Assessment Centers Contract Period January 2014 – January 2015 Client City of Portland, OR Fire Department Contact Ryan Gillespie Division Chief Address/Phone/ E-mail 4800 NE 122nd Avenue Portland, OR 97230 503.758.2991 Ryan.Gillespie@portlandoregon.gov Contract Title Development and Administration of Fire Captain Written Examination and Assessment Center Contract Period December 2020 - Present Contract Title Development and Administration of Fire Battalion Chief Assessment Center Contract Period September 2020 – January 2021 Contract Title Development and Administration of Fire Lieutenant Assessment Center Contract Period January 2020 – April 2020 Contract Title Development and Administration of Fire Captain Assessment Center Contract Period January 2019 – November 2019 Contract Title Development and Administration of Fire Battalion Chief Assessment Center Contract Period July 2018 – July 2019 Client City of Portland, OR Police Department Contact David Abrahamson Police Captain Address/Phone/ E-mail Portland Police Bureau 1111 SW 2nd Avenue Portland, OR 97204 503.793.3837 204 171 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET David. Abrahamson@portlandoregon.gov Contract Title Development and Administration of Police Sergeant Written Examination and Assessment Center Contract Period April 2020 – Present Client City of Raleigh, NC Contact Timothy Tomczak Captain Address/Phone/E-mail 6716 Six Forks Road Raleigh, NC 27615 919.996.1231 Timothy.Tomczak@raleighnc.gov Contract Title Development and Administration of Police Detective and Sergeant Written Examinations and Development and Administration of Police Detective, Sergeant and Lieutenant Assessment Centers Contract Period January 2021 – Present Contract Title Development and Administration of Police Detective and Sergeant Written Examinations and Development and Administration of Police Detective, Sergeant and Lieutenant Assessment Centers Contract Period May 2019 – October 2019 Contract Title Development and Administration of Police Detective and Sergeant Written Examinations and Development and Administration of Police Detective, Sergeant and Lieutenant Assessment Centers Contract Period May 2017 – March 2018 Client City of San Antonio, TX Contact Sarah Bilger, PHR Senior HR Analyst Address/Phone/E-mail Department of Human Resources 111 Soledad, Suite 100 San Antonio, TX 78205 210.207.8719 Sarah.Bilger@sanantonio.gov Contract Title Development of Police Lieutenant and Captain Written Examinations and Development and Administration of Police Lieutenant and Captain Assessment Centers Contract Period July 2020 – December 2020 Contract Title Development of Police Detective and Sergeant Written Examinations Contract Period November 2019 – May 2020 Contract Title Development of Police Detective, Lieutenant and Captain Written Examinations and Development and Administration of Police Lieutenant and Captain Assessment Centers Contract Period August 2018 – March 2019 Contract Title Development of Police Detective and Sergeant Written Examinations Contract Period November 2017 – February 2018 Contract Title Development of Police Sergeant, Lieutenant and Captain Written Examinations and Development and Administration of Police Lieutenant and Captain Assessment Centers Contract Period January 2017 – October 2017 Contract Title Development of Police Detective and Sergeant Written Examinations Contract Period July 2016 – January 2017 Contract Title Development of Police Detective, Sergeant, Lieutenant and Captain Written Examinations and Development and Administration of Police Lieutenant and Captain Assessment Centers Contract Period January 2015 – December 2015 Contract Title Development of Police Detective and Sergeant Written Examinations Contract Period April 2014 – September 2014 Contract Title Development of Police Detective, Sergeant, Lieutenant and Captain Written Examinations and Development and Administration of Police Lieutenant and Captain Assessment Centers Contract Period June 2012 – September 2013 205 172 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client San Diego, CA Police Department Contact Salvador Gonzalez Sr. Personnel Analyst Address/Phone/E-mail 1200 Third Ave - Suite 300 San Diego, CA 92101 619.236.7734 SalvadorG@sandiego.gov Contract Title Development of Sergeant, Lieutenant, Detective and POIII Exams and Structured Oral Assessments Contract Period November 2019 – December 2020 Description: • Completed a job analysis updates for the ranks of Sergeant, Lieutenant, Detective and POIII • Developed written exams for all ranks • Delivered a candidate orientation presentation • Developed structured oral assessments for all ranks Contract Title Development of Sergeant, Lieutenant, Detective and POIII Exams and Structured Oral Assessments Contract Period December 2017 – July 2018 Description: • Completed a job analysis for the ranks of Sergeant, Lieutenant, Detective and POIII • Developed written exams for all ranks • Delivered a candidate orientation presentation • Developed structured oral assessments for all ranks Contract Title Development of Sergeant, Lieutenant, Detective and POIII Exams and Structured Oral Assessments Contract Period January 2016 – June 2016 Description: • Developed written exams for Sergeant, Lieutenant, Detective and POIII • Delivered a candidate orientation presentation • Developed structured oral assessments for all ranks Contract Title Development of Sergeant, Lieutenant, Detective and POIII Exams and Structured Oral Assessments Contract Period December 2013 – June 2014 Description: • Developed written exams for Sergeant, Lieutenant, Detective and POIII • Delivered a candidate orientation presentation • Developed structured oral assessments for all ranks • Trained 20 assessors and administered assessment centers for 117 Sergeant, 47 Lieutenant, 87 Detective and 4 POIII candidates. Contract Title Development of Sergeant, Lieutenant, Detective and POIII Exams and Structured Oral Assessments Contract Period January 2012 – May 2012 Description: • Completed a job analysis for the ranks of Sergeant, Lieutenant, Detective and POIII • Developed written exams for all ranks • Delivered a candidate orientation presentation • Developed structured oral assessments for all ranks • Trained 20 assessors and administered assessment centers for 117 Sergeant, 44 Lieutenant, 80 Detective and 4 POIII candidates. Contract Title Development of Sergeant and Lieutenant Exams and Structured Oral Assessments Contract Period October 2009 – February 2010 Description: • Developed written exams for sergeant and lieutenant • Delivered a candidate orientation presentation 206 173 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Developed sergeant and lieutenant structured oral assessments • Trained 24 assessors and administered assessment centers for 116 sergeant and 45 lieutenant candidates Contract Title Development of Sergeant and Lieutenant Exams and Assessment Centers Contract Period April 2007 – December 2007 Description: • Developed written exams for sergeant and lieutenant • Delivered a candidate orientation presentation • Developed sergeant and lieutenant assessment centers • Trained 25 assessors and administered assessment centers for 125 sergeant and 50 lieutenant candidates This contract has been renewed/re-awarded twice beyond the initial contract. No post-test litigation or complaints filed. Client City of San Francisco, CA Contact Dave Johnson Public Safety Examination Manager Address/Phone/E-mail Department of Human Resources One South Van Ness Ave - 4th Floor San Francisco, CA 94103 415.557.4871 dave.johnson@sfgov.org Contract Title Development and Administration of Battalion Chief Assessment Center Contract Period September 2020 - Present Contract Title Development and Administration of Police Captain Assessment Center Contract Period February 2020 – December 2020 Contract Title Development and Administration of Police Lieutenant Assessment Center Contract Period July 2019 – February 2020 Contract Title Development and Administration of Fire Lieutenant Situational Judgment Test and Development and Administration of Fire Lieutenant and Battalion Chief Assessment Centers Contract Period August 2016 - March 2018 Contract Title Development and Administration of Police Lieutenant Assessment Center Contract Period November 2015 – January 2017 Client City of St. Paul, MN Contact Dan Ferralez Human Resources Consultant Address/Phone/ E-mail Office of Human Resources 25 West 4th Street – 200 City Hall Annex Saint Paul, MN 55102 651.266.6596 dan.ferralez@ci.stpaul.mn.us Contract Title Development and Administration of Police Sergeant Written Examination and Assessment Center Contract Period January 2021 - Present Contract Title Development and Administration of Police Commander Assessment Center Contract Period December 2019 – January 2021 Contract Title Development and Administration of Police Sergeant Written Examination and Assessment Center Contract Period May 2019 – February 2020 Contract Title Development and Administration of Police Sergeant Written Examination and Assessment Center Contract Period September 2017 – February 2018 Contract Title Development and Administration of Police Commander Assessment Center Contract Period July 2017 – January 2018 Contract Title Development and Administration of Police Sergeant Written Examination and Assessment Center Contract Period March 2016 – September 2016 Contract Title Development and Administration of Police Commander Assessment Center 207 174 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Contract Period June 2015 – December 2015 Contract Title Development and Administration of Police Sergeant Written Examination and Assessment Center Contract Period December 2012 – June 2014 Client City of Tulsa, OK Contact Marty Drobinko Testing Coordinator Address/Phone/E-mail 175 East 2nd Street – Suite 1450 Tulsa, OK 74103 918.596.1069 MDROBINKO@cityoftulsa.org Contract Title Fire Equipment Operator, Captain, District Chief, Assistant Chief and Deputy Chief Contract Period 2017 - Present Description: • Developed and administered written exams for Fire Equipment Operator • Developed and administered written exams and assessment centers for Fire Captain • Developed and administered written exams and assessment centers for District Chief • Developed and administered assessment center for Deputy Chief Contract Title Police Sergeant, Corporal, Lieutenant, Captain, Major and Deputy Chief Contract Period 2011 - Present Description: • Developed and administered written exam and assessment center for Police Corporal • Developed and administered written exam and assessment center for Police Sergeant • Developed and administered written exam and assessment center for Police Lieutenant • Developed and administered written exam and assessment center for Police Captain • Developed and administered assessment center for Police Major • Developed and administered assessment center for Police Deputy Chief Client City of Virginia Beach, VA Contact Miriam K. Bryant Human Resources Coordinator Address/Phone/E-mail Municipal Center Building 18 – Rm 106 2424 Courthouse Drive Virginia Beach, VA 23456 757.385.4663 mbryant@vbgov.com Contract Title Development and administration of Police Officer 2 and Sergeant Written Examinations and Development and Administration of Police Sergeant, Lieutenant and Captain Assessment Centers Contract Period June 2020 – January 2021 Contract Title Development and administration of Master Police Officer Written Examination Contract Period October 2019 – January 2020 Contract Title Development and administration of Police Sergeant Written Examination and Development and Administration of Police Sergeant, Lieutenant and Captain Assessment Centers Contract Period February 2019 – October 2019 Contract Title Development and administration of Master Police Officer Written Examination Contract Period October 2018 – February 2019 Contract Title Development and administration of Master Police Officer Written Examination Contract Period July 2017 – December 2017 Contract Title Development and administration of Police Lieutenant Written Examination and Assessment Center Contract Period February 2017 – October 2017 Contract Title Development and administration of Fire Captain and a Fire Battalion Chief Promotional Processes Contract Period January 2017 – October 2017 Description: 208 175 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET • Developed written exam for Fire Captain • Developed and administered assessment centers for both ranks Contract Title Development and administration of Master Police Officer Written Examination Contract Period September 2016 – December 2016 Contract Title Development and administration of Police Sergeant Written Examination and Assessment Center Contract Period July 2016 – February 2017 Contract Title Development and administration of Fire Captain and a Fire Battalion Chief Promotional Processes Contract Period March 2016 – December 2016 Description: • Developed written exam for Fire Captain • Developed and administered assessment centers for both ranks Contract Title Development and administration of Master Police Officer Written Examination Contract Period September 2015 – December 2015 Contract Title Development and administration of Police Lieutenant Assessment Center Contract Period June 2015 – December 2015 Contract Title Development and administration of Fire Captain and a Fire Battalion Chief Promotional Processes Contract Period January 2015 – December 2015 Description: • Developed written exam for Fire Captain • Developed and administered assessment centers for both ranks Contract Title Development and administration of Police Sergeant Written Examination and Assessment Center Contract Period July 2014 – June 2015 Contract Title Development and administration of Fire Captain Promotional Process Contract Period January 2014 – September 2014 Description: • Developed written exam for Fire Captain • Developed and administered an assessment center Contract Title Development and administration of Master Police Officer Written Examination Contract Period October 2013 – April 2014 Contract Title Development and administration of Fire Captain and a Fire Battalion Chief Promotional Processes Contract Period August 2013 – December 2013 Description: • Developed written exam for Fire Captain • Developed and administered assessment centers for both ranks Contract Title Development and administration of Police Lieutenant Assessment Center Contract Period May 2013 – November 2013 Contract Title Development and administration of Police Sergeant Written Examination and Assessment Center Contract Period December 2012 – May 2013 Contract Title Development and administration of Fire Captain and a Fire Battalion Chief Promotional Processes Contract Period August 2012 – February 2013 Description: • Conducted job analysis for the rank of Battalion Chief and linkage analysis for Captain • Developed written exam for Fire Captain • Developed and administered assessment centers for both ranks 209 176 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Law Enforcement and Fire Service Entry-Level Selection Processes Client Bridgeport, CT Police and Fire Departments Contact Lisa M. Mastronunzio, SHRM-SCP A/Personnel Assistant II Address/Phone/E-mail Civil Service Commission City of Bridgeport 45 Lyon Terrace Bridgeport, CT 06604 203.576.7109 lisa.mastronunzio@bridgeportct.gov Contract Title Development, validation and administration of entry-level written examinations for both the Police Officer and Firefighter positions Contract Period 2010 – Present Description: • Worked with members of the Civil Service Commission to provide examination services as well as a structured oral interview process for police officers and firefighters. • Conducted onsite orientations for candidates and collected data for validation studies. • Trained the supervisors to provide the data on job incumbents. • Developed a structured oral interview and conducted a large-scale training session for the assessors in this process. • Assisted the department in the mandated candidate challenge process. • Delivered a candidate orientation presentation Client City of Chicago, IL Contact Jill May, M.S. Testing Specialist Address/Phone/ E-mail 121 N. LaSalle, 1102 Chicago, IL 60602 312.744.1240 Jill.May@cityofchicago.org Contract Title Entry-level Police Officer Exam Contract Period January 2020 – February 2020 Contract Title Entry-level Police Officer Exam Contract Period June 2019 – August 2019 Contract Title Entry-level Police Officer Exam Contract Period April 2018 - June 2018 Contract Title Entry-level Police Officer Exam Contract Period October 2017 – January 2018 Contract Title Entry-level Police Officer Exam Contract Period February 2017 – May 2017 Contract Title Entry-level Police Officer Exam Contract Period November 2015 – May 2016 Contract Title Entry-level Firefighter Exam Contract Period October 2014 – March 2015 Contract Title Entry-level Police Officer Exam Contract Period November 2013 – February 2014 Contract Title Entry-level Firefighter Exam Contract Period January 2006 – December 2006 (Military make-up examination sessions in 2009 and 2010), December 2014 Description: • Develop and validate a cognitive/personality written exam • Administer exam to over 24,000 candidates • Work with City to establish optimal method of test use Process resulted in no adverse impact against protected classes – no ensuing litigation 210 177 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Client City of Cincinnati, OH Contact Latisha Hazell Division Manager, Workforce Management Address/Phone/E-mail 805 Central Avenue – Ste. 200 Cincinnati, OH 45202 513.352.1507 latisha.hazell@cincinnati-oh.gov Contract Title Entry-level Firefighter Exam Process Contract Period 2017/2018 Description: • Conducted a validity transportability study for the firefighter entrance examination • Administered the written examination to over 800 candidates Contract Title Entry-level Police Officer Exam Process Contract Period 2017, 2019, 2020 Description: • Conducted a validity transportability study for the police officer entrance examination • Administered the written examination to over 1300 candidates Client City of Indianapolis, IN Contact Bruce Henry, IPMA-SCP IMPD Human Resource Manager Address/Phone/E-mail 200 E. Washington Street – Ste. 1541 Indianapolis, IN 46204 317.327.2596 Bruce.Henry@indy.gov Contract Title Entry-level Police Officer Exam Process Contract Period January 2021 Contract Title Entry-level Police Officer Exam Process Contract Period June 2020 Contract Title Entry-level Firefighter Exam Process Contract Period November 2019 – September 2020 Contract Title Entry-level Police Officer Exam Process Contract Period August 2019 Contract Title Entry-level Police Officer Exam Process Contract Period February 2019 – April 2019 Contract Title Entry-level Police Officer Exam Process Contract Period September 2018 – December 2018 Contract Title Entry-level Firefighter Exam Process Contract Period July 2018 – December 2018 Contract Title Entry-level Police Officer Exam Process Contract Period June 2017 – August 2018 Description: • Conducted a job analysis of the police officer position • Developed a structured oral interview for the police officer position • Administered both the written examination and the structured interview Contract Title Entry-level Firefighter Exam Administration and Structured Oral Interview Development and Administration Contract Period June 2016 – December 2016 Contract Title Entry-level Police Officer Exam Process Contract Period March 2016 – June 2016 Description: • Conducted a validity transportability study for the police officer entrance examination • Administered the written examination to over 400 candidates Contract Title Entry-level Firefighter Exam Administration and Structured Oral Interview Development and Administration Contract Period February 2015 – March 2015 Contract Title Entry-level Police Officer Exam Administration 211 178 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Contract Period October 2014 Contract Title Entry-level Police Officer Exam Administration and Structured Oral Assessment Development and Administration Contract Period March 2014 – June 2014 Contract Title Entry-level Police Officer Exam Administration and Structured Oral Assessment Development and Administration Contract Period October 2013 – January 2014 Contract Title Entry-level Firefighter Exam Process Contract Period June 2011 – June 2012 Description: • Conducted a job analysis of the Firefighter position • Conducted a validity transportability study for the firefighter entrance examination • Developed a structured oral interview for the firefighter position • Administered both the written examination and the structured interview to over 800 candidates Client New Jersey Department of Personnel (NJ DOP) Contact Michael M. Szuter Fire Testing Supervisor Address/Phone/E-mail NJ Civil Service Commission Trenton, NJ 08625 609.292.4735 michael.szuter@csc.state.nj.us Contract Title Entry-Level Civil Service Firefighter Written Examinations Contract Period 2014 - 2018 Description: • Conducted a Statewide job analysis of firefighter and developed entry-level exams to be used for Statewide Civil Service Selection • Administration to over 14,000 candidates resulted in NO adverse impact against protected classes of individuals. Contract Title Entry-level Civil Service Law Enforcement Officer Written Exams Contract Period January 2004 – 2008 Description: • Conducted a Statewide job analysis of law enforcement positions and developed entry-level exams to be used for Statewide Civil Service Selection. • Administration to over 20,000 candidates resulted in NO adverse impact against protected classes of individuals. Client New York State Police Contact Rodger Kirsopp Technical Lieutenant – Hiring Unit Address/Phone/E-mail 1220 Washington Avenue – Bldg 22 Albany, NY 12226 518.485.5039 Rodger.Kirsopp@troopers.ny.gov Contract Title Entry-level State Police Trooper Written Examination Contract Period November 2019 – Present Description: • Conducted a statewide job analysis of the State Trooper position and developed entry-level exam to be used for statewide selection. Client City of Pittsburgh, PA Contact Paula Kellerman Acting Assistant Director Address/Phone/E-mail 414 Grant Street Pittsburgh, PA 15219 paula.kellerman@pittsburghpa.gov Contract Title Entry-level Firefighter Exam Administration 212 179 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Contract Period 2014, 2016, 2018 Contract Title Entry-level Firefighter Exam Contract Period October 2012 – February 2014 Description: • Conducted a job analysis of the Firefighter position • Conducted a validity transportability study for the firefighter entrance examination • Conducted a criterion-related validation study for the firefighter entrance examination • Developed candidate training curriculum • Implemented process and worked through federal oversight of entire validation and administration Contract Title Entry-level Firefighter Exam Contract Period October 2011 – July 2012 Description: • Conducted a job analysis of the Firefighter position • Conducted a validity transportability study for the firefighter entrance examination • Conducted a criterion-related validation study for the firefighter entrance examination • Developed candidate training curriculum • Implemented process and worked through federal oversight of entire validation and administration Client City of Virginia Beach, VA Contact Monica Kopin Staffing and Compensation Coordinator Address/Phone/E-mail 2424 Courthouse Drive Virginia Beach, VA 23456 mkopin@vbgov.com Contract Title Validation and Implementation of Firefighter Entrance Examination and Development and Administration of Firefighter Structured Oral Interview Contract Period 2010 - 2018 911 Operations Client City of Chicago, IL Contact Jill May, M.S. Testing Specialist Address/Phone/E-mail 121 N. LaSalle, 1102 Chicago, IL 60602 312.744.1240 Jill.May@cityofchicago.org Contract Title Fire Communications Officer I & Police Communications Officer I and II Contract Period 2008 – 2014 Description: • Implemented the National Public Safety Dispatcher Selection Inventory (NPSDSI) and developed a custom assessment of oral communication clarity. • Administered the exams for each cycle of candidates (up to 150 candidates per cycle) No post-test litigation or complaints filed. 213 180 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Scope of Services ndustrial/Organizational Solutions, Inc. (IOS) is honored to have the opportunity to respond to your Request for Proposals. This section of the proposal will detail our plan to provide a promotional process for the rank of Sergeant for the City of South Miami Police Department. Kick-off Meeting We enter into a project with an expectation of implementing a specific best-practice methodology; however, we understand that every client has unique constraints and conditions that must be carefully considered in determining the proper assessment process design. Local laws, rules and procedures may cause us to alter our course. Also, there are often conventions that affect testing practices that cannot be easily changed or adapted such as Civil Service rules, collective bargaining agreements, etc. This is why we place a high value on conducting an initial kick-off meeting to learn about our client’s particular situation and to consider the specific goals and expectations. This meeting is critical to ensure that we deliver a successful and beneficial service. The Project Director will first meet with your project manager and other designated personnel to discuss and determine specific objectives, personnel roles and project timelines. Job Analysis Job analysis is the thorough investigation of the elements of a job. Generally, a job analysis is more extensive than a job description, which seeks to describe a job in summary/highlight form. The job analysis seeks to identify all job tasks that make up a job and the knowledge, skills abilities and personality characteristics (KSAPs) that are required to perform such job tasks. The job analysis is the foundation piece of a selection process because it serves to define the knowledge, skills and abilities that can be assessed by selection tools. In short, the job analysis is the basis by which we can demonstrate evidence of content validity. A job analysis does not need to be performed each time a selection process is developed. For this reason, it is useful to review the job analysis and determine its age and relevance. Generally, if the job analysis is less than five years old, it is reasonable to conduct a review of the essential tasks, knowledge areas, skills and ability to ensure they are still current and appropriate. If so, the existing job analysis can be used to develop selection tools and IOS will carefully document the job analysis review process to create a record of the review and updating process. To begin the job analysis, IOS will interview a stratified random sample of job incumbents for the target position. The sample will be stratified to ensure that a representative number of minorities and females are interviewed. Incumbents will be questioned about critical tasks, daily I 214 181 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET routines, essential job knowledge, critical skills and abilities, job challenges, critical job incidents, etc. In addition to interviewing incumbents, we will observe them doing their jobs. IOS will also interview a sample of supervisors to gain an additional perspective concerning job duties and responsibilities. Based on information obtained during the interviews/observations, IOS will develop a comprehensive job analysis questionnaire (JAQ). The JAQ contains a list of all potential tasks and KSAPs that are associated with the job. This questionnaire will be completed by a sample of incumbents to gain information about the nature of the job. Incumbents will rate each task or KSAP as to its importance (how important successful completion of the task is to the job) and frequency (how often the task is performed). Specific scales will be used to make these ratings. Prior to its administration, IOS will request that a group of subject matter experts (SMEs) who supervise the target position review the JAQ to ensure that it accounts for all job tasks and KSAPs, uses familiar language and is organized in a meaningful way. After obtaining feedback and making any necessary revisions, IOS will coordinate the administration of the JAQ. The JAQ will be administered to a large sample of incumbents. Incumbents will receive the JAQ along with a computer-scannable answer sheet on which ratings will be collected. We will ask the department to coordinate the completion of the JAQs and direct incumbents to turn the JAQ into a supervisor within approximately two weeks. At the end of this period, all JAQs will be returned to IOS for analysis. JAQ data gathered from incumbents will be analyzed to identify those tasks and KSAPs that are essential to the target job. This will be done by combining the “importance” and “frequency” ratings. Generally, the ratings given to any task or KSAP will be weighted using the following formula: .666(importance rating) + .333(frequency rating). This formula will yield an “essentiality” rating. All those tasks and KSAPs with a high enough essentiality rating will be considered essential job tasks and will be used to define the target job. Using the list of essential job tasks and KSAPs, IOS will engage a process to link essential tasks to the KSAPs that are required to accomplish these tasks. This linkage process will ensure that the job tasks are related to specific, measurable knowledge areas and KSAPs that can be assessed using conventional tests and assessments. Essential KSAPs will later be used as the basis for developing written exams, structured assessments, assessment centers or other types of selection tools. The KSAPs will define the measurable dimensions of each selection tool. The job analysis process will yield a comprehensive list of essential job tasks and KSAPs. A report will be completed to outline the methodology used during the job analysis and to summarize the outcomes and ratings of the job analysis process. This report will document the following methodological elements: ▪ Job observation/interview sampling and outcomes ▪ Job analysis questionnaire development and review ▪ Job analysis questionnaire sampling, distribution and analysis 215 182 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET ▪ Task-KSAP linkage ▪ Essential task and KSAP results Promotional Job Knowledge Examination Development and Validation The promotional job knowledge examination is a written tool that is specifically designed to assess essential, job-related knowledge. To this end, exam questions will be drawn from relevant, job-related sources of knowledge (i.e., text books, policy, rules, law, etc.). The job knowledge exam will be supported by content validity evidence. This evidence will be established through a thorough linkage of essential knowledge areas identified in the job analysis to the measureable dimensions of the exam, and through subject matter expert involvement in the development of the exam plan and review of exam items. Exam Plan and Reference List Development The first step in the development of a written job knowledge exam is the identification of the knowledge areas that should be assessed by the exam and the source, or reference materials from which this knowledge can be drawn. An IOS consultant will review the target job description/job analysis to identify those knowledge areas that should be assessed by the written exam. IOS will provide a recommendation as to the knowledge areas that should be assessed. At this point, IOS can work with department subject matter experts to identify appropriate sources to assess the suggested knowledge areas, or the department can independently recommend sources that assess the suggested knowledge areas. The following tables identify common knowledge areas that are assessed by public safety written examinations: Once sources are selected from which to draft examination questions, it is necessary to create an exam plan that identifies the percentage of items that will be drawn from each General Category Law Enforcement Exams Technical Knowledge Field Operations Criminal Investigation CompSTAT Community Policing Ethics in Policing Multicultural Law Enforcement Management Knowledge Supervision Administration Leadership/Motivation Internal Sources Policy, Procedure, or Operating Guidelines Collective bargaining agreement State Law 216 183 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET source/knowledge area, the specific content that will be focused on, and the information that will be provided to candidates in the reference/study list. A subject matter expert (SME) meeting will be arranged to review these recommendations and finalize the selection of knowledge areas and sources/references. During this Exam Plan Development Meeting, SMEs will be asked to assist in identifying the relative importance of the knowledge areas that will be assessed by the exam. These ratings will be used to establish the number of items that will be drafted to assess specific knowledge areas. In addition, SMEs will review reference/source materials and assist in identifying the chapters and sections that are most relevant for the target position. This step will ensure the test is as job-related as possible and will allow candidates to focus specifically on essential information contained in study materials. In short, this meeting will allow department subject matter experts to ensure that the exam plan and the candidate study/reference list meet their expectations. Following the Exam Plan Development Meeting, IOS will generate the final exam study list that will contain a list of sources that will be used to create the exam and the specific chapters/sections that candidates should review. This list will be submitted to the department for distribution to eligible candidates. IOS will also produce a candidate preparation document that provides helpful strategies for study and preparing for the written examination. This document can be distributed to candidates or posted on the agency website. *Note: The department may wish to develop the reference list on their own. In this case, IOS will be charged with ensuring that essential knowledge areas are being assessed via the chosen reference list. IOS may also still need to work with SMEs to identify the specific chapters and sections of source material from which to draw exam items. Question Development and Review IOS technical writers have advanced degrees in writing and are extensively trained, mentored and led by Ms. Karen Steiger, M.S., our Senior Technical Writer/Manager of Technical Writing, who has been with IOS for over a decade and has devoted her professional career to writing public safety examinations that measure relevant job-related content areas. Ms. Steiger has personally created over 200 promotional examinations for public safety agencies and has overseen the development of countless others developed by her staff. Further, our technical writers are responsible for responding to candidate challenges and upholding the reliability of the exams. For anyone who has watched candidates sit through a 2 ½ hour long, 100 item, written exam and worked through a challenge process and air their concerns regarding each specific item, it becomes abundantly clear that the critical role of written exam item development is the backbone of a successful and fair promotional process. Mr. Legel’s insistence on maintaining a highly educated and experienced team of technical exam writers is why IOS has an unblemished litigation history. Using the detailed examination plan that was developed, IOS team of highly-trained technical writers will draft exam questions from the identified source materials. Our technical writers take particular care in identifying the most important topics and concepts from source material and drafting questions that are highly job-related. In addition, the technical writers will draft questions of varying degrees of difficulty to ensure that the test is able to discriminate between 217 184 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET candidates’ levels of job knowledge. Approximately 135 questions will be drafted based on the examination plan. These questions will later be reviewed and distilled down to the best 100 questions. Each question will be drafted in multiple-choice format. Once test questions are developed, an IOS consultant will review each item to ensure that it is job-related, in-line with the exam plan and is free from any apparent bias. The development of good test items is a critical element to the success of any job-knowledge exam. For this reason, we take care to make sure the following criteria are met: ▪ Focus on essential information: Our item writers rely on the job analysis information gathered by our consultants and base the content of an exam on the test blueprint (or exam plan) that has been developed with SME input and I/O psychology best practices. The item writing team combs selected sources to identify truly job-related, important information from which to draft questions. We try to focus on “action,” when possible (i.e., what should an employee do in a given situation, based on policies and procedures, state and federal law, and current management theory). ▪ Multiple-choice test items: “Scan-form”-style testing is efficient and easy to score, but it has a potential weakness – if candidates can identify the correct response through deductive reasoning, then they are demonstrating deductive reasoning ability rather than demonstrating the desired knowledge. This is why it is critical that answer options be well constructed and that there are enough answer options such that the candidate does not a stand a reasonable chance of guessing the right answer. o True/false formats are simply insufficient. o All tests should have at least four answer options. We create variety by developing both fill-in-the-blank items and “situational” items (or vignettes), asking candidates to put themselves in the position of the employees described in the question. ▪ Appropriate difficulty: We ensure that questions developed for a job-knowledge exam are of the appropriate difficulty for the rank or position being tested. Our item writers carefully search through source material for the information most directly related to the job in question. o We avoid “tricky” items that would confuse those who are minimally qualified for the position or rank in question. o After the items have been developed, we rely on SME input when possible to determine that the content of the items is appropriate for the group of candidates being tested. o Another way that we ensure appropriate difficulty is to ensure that answer options are similar to each other in style, structure and length. ▪ One correct response: We carefully craft questions such that there is one correct response and that the remaining responses are incorrect. We consider accuracy to be absolutely crucial in our job-knowledge exams and thoroughly review items both internally (and with the client, when possible). 218 185 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET ▪ Avoidance of negatively worded stems/response options: Negatively worded questions and answer options are confusing. In order to ensure that we are measuring knowledge in a straightforward manner, we try to avoid the use of negatively worded items. ▪ Avoidance of overly complex stems/response options: Again, we want questions to be simple and easy to understand. For this reason, we avoid confusing or overly lengthy questions while ensuring that the item remains accurate. Our item writers are trained to create clear and focused question stems and distracters. ▪ Avoidance of “all of the above” or “both c and d”-style answer options: This style of questioning is generally overused and tends to reduce the psychometric quality of a test. • Cultural and gender sensitivity: Our item writers are trained to use appropriate terminology and language when referring to members of any protected group, referring to their issues and beliefs with respect. When sensitive or controversial subjects must be discussed in our exams, these topics are described in an objective manner. We take care to ensure that personnel are described in gender-neutral, ethnically diverse terms IOS will work with the department to assemble an SME panel to review test questions. The purpose of this review is to ensure that test questions are of high quality and to collect SME rating to support the validity of the test and to enable the determination of an appropriate test cut-off score. SMEs will be asked to review each item and offer any pertinent feedback/suggestions. In addition, SMEs will provide a Content Validity Ratio (CVR) Rating and an Angoff Rating. The CVR rating will provide evidence of the degree to which the content of the test mirrors critical content of the job. The Angoff Rating will identify the difficulty of each test item, thus indicating the overall difficulty of the exam. The Angoff process allows for the selection of a cut-off score that equates to minimally qualified levels of job knowledge. While this review is optional, the data collected during this process is highly valuable to the defensibility of the written exam. We recognize that agencies are often required to use a pre-determined cut-off score. In these cases, the Angoff process is still appropriate but must be used in a different manner. As a matter of legal defensibility, it is necessary to demonstrate that a cut-off score, even if mandated, equates to minimally qualified job knowledge levels. In a case where an agency is required to use a 70 percent cut-off score, for example, IOS will work toward selecting test items whose composite Angoff score is approximately 70 percent. In this manner, the cut-off score will be in-line with the test’s difficulty level. Data from the item review meeting will be used to select the 110 test questions that will be included in the written exam. These questions will be professionally compiled into a test booklet. Questions from the same source material will be grouped together under a title heading such that candidates are aware of where the item was drafted from as they take the test. IOS will produce all necessary test booklets and scannable answer sheets. 219 186 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Exam Scoring, Results Generation and Analysis IOS will create an exam specification for the written exam that identifies the correct answer for each item, the source citation from which the question and correct answer are drawn and the knowledge area that the question assesses. This document will be used to generate a computer-based scoring program that will be used to score the exam. Each completed exam answer sheet will be scanned and processed by an optically scoring machine. Data from this machine will be manually reviewed for accuracy and scored using a computer-generated scoring program. The project consultant will conduct an item analysis process to ensure that each item of the test functions in a reasonable manner. Specifically, IOS will investigate the following: ▪ Adverse impact ratio ▪ Individual item data: item-total correlations, mean (p-value), standard deviation, frequency analysis to check for item with multiple correct responses, etc. If any items appear to be problematic (a large proportion of candidates get the item incorrect or there appear to be multiple correct responses based on candidate data), IOS will engage a discussion with the department and make a recommendation for resolving any issues. Final test scores will then be calculated. Exam results will be presented in a database format such as Microsoft Excel® and submitted to the department per the department’s specifications. Test Challenge/Appeal Process It is commonplace to conclude an examination by allowing candidates to participate in a challenge/appeal process where candidates can scrutinize test items and draft appeals to the validity or accuracy of items. IOS generally handles appeals processes in one of two ways. The first option is preferable, but we work with the department to determine the best solution based on standard procedures, convention, circumstances, etc. Following are the two options for challenge processes: 1. Immediately following the administration of the written exam, candidates are provided with an answer key, their test booklet and a copy of their answer sheet. Candidates are allowed to manually score their exam while being proctored by an IOS representative. Candidates are instructed that this score is preliminary and that tests will be carefully scored at a later time. Following this scoring period, candidates are instructed that they will be afforded the opportunity to file appeals to test items if they so choose. As candidates have been able to review the questions (in the test booklet) and make a determination of which items they answered correctly, they can reasonably determine whether or not they wish to file any appeals at that time. Candidates will be allow a fixed period of time (usually one hour) to draft written appeal on appeal sheets provided by IOS. Candidates will be allowed access to the source materials as well as an exam specification that indicated a citation for each test item. IOS will collect all appeals and prepare a written response to these appeals. Appeal responses will be turned over to the agency with a recommended action for each item. IOS will engage a discussion with the 220 187 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET agency to determine if any changes should be made to the scoring of test items. Once a determination is made, final scores will be calculated and submitted to the agency. 2. Within a few days of the test, candidates will be allotted a structured time period to review the test booklet, copy of their answer sheet, exam specification, answer key and test source materials. Candidates will be allowed to draft appeals which will be submitted, reviewed and responded to in the manner described above. The agency will likely be responsible for monitoring candidates during these structured time periods. Assessment Center Development and Validation An IOS assessment center is a battery of job simulations/exercises geared toward measuring essential management and supervisory skills of promotional candidates. Common exercises include one-on-one role-plays, group presentations, tactical simulations, in-basket/in-box simulations, and written problem solving exercises. An IOS assessment center exercise puts the promotional candidate in a situation that is similar to a function he/she will perform on the job. Assessors, who all have industry-specific management experience, rate the candidate on essential management and supervisory skills and abilities that will determine the candidate’s success on the job. The assessors use specific rating criteria that were developed by experts in the industry. The result of the IOS assessment center is a list of candidates in rank order according to who is most likely to perform at the highest level in the target position. The assessment process also yields an abundance of feedback from the assessors about candidate performance that can be used for developmental purposes. A comprehensive IOS assessment center will incorporate the following components: ▪ Assessors who are experts in their industry and are specifically trained to assess candidate performance ▪ Identification of specific skill and ability dimensions with associated behavioral criteria ▪ A standardized administration schedule ▪ Relevant, simulation-style exercises IOS’s assessment centers are simply the best way to predict how candidates will react to/handle specific job situations. The IOS assessment center method also allows for a broad range of skill assessments. We are able to use a variety of simulations that assess many different skills and abilities. This is a desirable feature as your goal in promotions is to select the most well- rounded candidate. Candidates are also more prone to feel that IOS assessment centers are fair evaluations of their promotional suitability as it is readily apparent that the assessment center is a valid and comprehensive way of making a promotional decision. Finally, an IOS assessment center is also a developmental tool. The results of an assessment center can be tailored to assist an individual candidate toward improving performance in a specific area. Data from a large number of candidates can also be used to help agencies identify training needs. The assessment center will be supported by content validity evidence. This evidence will be established through the clear linkage of the job description/job analysis to the skills and abilities 221 188 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET that will be assessed in the assessment center and by the linkage of essential job tasks to the simulation exercises that are selected. Furthermore, SMEs will assist in reviewing each exercise and rating criteria to ensure local validity. Exercise Selection and Development IOS will first work to identify the skills and abilities that should be assessed by the assessment center by reviewing a current job description/job analysis for the target position. Based on this review, IOS will provide a recommendation concerning the skills and abilities that should be assessed and the types of exercises that should be used to assess these skills and abilities. In order to refine this recommendation, a consultant will meet with department subject matter experts (SMEs) who hold the target rank and/or supervisor the target rank to identify job duties and critical scenarios that would constitute valuable assessment exercises. IOS will use these ideas and suggestions to craft exercises that are locally specific. SMEs will also review skills and abilities that will be assessed to ensure that the assessment is comprehensive and addresses any concerns of the department. While the specific content of the assessment center will be determined during the course of SME meeting, the following tables provide information about the types of exercises that can be created and common skills and abilities that are assessed by our assessment centers. One-on-One Role-Play Scenarios Exercise Subordinate counseling (problem employee) Description The candidate plays the role of a supervisor who must meet with a subordinate employee (role- player) that has one of the following types of problems: a performance deficiency, a recent conflict with a citizen, personal problems or difficulty getting along with coworkers. The candidate will be given introductory information about the subordinate and the problem and will be allowed a brief period of time to prepare for the meeting. The candidate will then meet with the subordinate and attempt to deal with the issue at hand to the best of his/her ability. The candidate will likely meet resistance from the subordinate that will require him/her to exercise supervisory skills. The successful candidate will mitigate the problem and devise an appropriate solution. This exercise can be coupled with the citizen meeting exercise. This paring would require the candidate to gather specific information about a citizen conflict from the citizen and then use this information to deal effectively with the subordinate. Themes This exercise can deal with counseling subordinates on any of the following issues: performance deficiencies, a run-in with a citizen, employee dislike his/her job, depression, marital problems, drug/alcohol issues, or inability to get along with coworkers. Time There is a 10 to 15 minute preparation period prior to the 15 to 20 minute exercise. Resources This exercise requires one skilled role-player/actor to play the role of the subordinate and three qualified assessors. This exercise will occur in a small meeting room. Dimensions Interpersonal skills, problem analysis/problem solving, judgment and reasoning, decision-making ability, management and supervisory skills, composure, conflict resolution, oral communication. Exercise Citizen meeting Description The candidate plays the role of a supervisory officer that is meeting with a citizen. The meeting allows the citizen (role-player) to address a concern that he/she has about the department in general or more specifically about one of the candidate’s subordinates. The goal of the meeting is to work effectively with the citizen to solve his/her problem or collect information toward bettering the department. The candidate will be given a preparation period to review the task at hand and to devise a game-plan. The candidate will then meet with the citizen. The citizen will follow a specific script that will cause the candidate to have to adapt his/her approach and to think on his/her feet. The successful candidate will gather necessary information, instill 222 189 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET confidence in the citizen and set up a system to gauge progress and follow-up with the citizen. This exercise can be used as a precursor to the subordinate counseling role-play. This pairing would require the candidate to use this meeting to gather facts in order to guide the direction of the meeting with the subordinate. Themes The topic of the meeting can be: inappropriate treatment of the citizen by a department member (typically the candidate’s subordinate), the citizen’s specific concerns about recognized deficiencies in the operations of the department, or the collection of feedback from the citizen about proactive improvements that could be made to increase levels of customer service. Time There is a 10 to 15 minute preparation period prior to a 15 to 20 minute interaction. Resources This exercise requires one skilled role-player/actor to play the role of the subordinate and three qualified assessors. This exercise will occur in a small meeting room. Dimensions Interpersonal skills, problem analysis/problem solving, judgment and reasoning, decision-making ability, conflict resolution, public relations skill, oral communication. Exercise Subordinate performance review Description The candidate plays the role of a supervisor that is tasked with presenting a performance appraisal to a subordinate. Prior to the exercise the candidate will be provided with the subordinate’s personnel file. The subordinate will typically have a number of performance deficiencies that have not improved over time. The role-player, playing the subordinate role, will be evasive and, at times, combative about apparent performance weaknesses. The candidate’s objective will be to analyze the subordinate’s personnel file in order to successfully identify and work through the subordinate’s deficiencies. The candidate will have to demonstrate a large degree of assertiveness as he/she counsels the subordinate regarding deficiencies and identifies plans for improvement. The ideal candidate will exercise management skills while maintaining composure in a difficult situation. Themes The subordinate typically has a few areas of performance deficiency that must be addressed in the course of the performance appraisal. These may include: tardiness, improper completion of paperwork, poor attitude, and complaints from coworkers. Time There will be a 15 to 20 minute preparation period for the candidate to review the subordinate’s personnel file and devise a structure for the performance appraisal meeting. The meeting will then last approximately 15 to 20 minutes. Resources This exercise requires one skilled role-player/actor to play the role of the subordinate and three qualified assessors. This exercise will occur in a small meeting room. Dimensions Management and supervisory skills, judgment and reasoning, decision-making ability, planning and organization, interpersonal skills, conflict resolution, oral communication. Presentation-Style Role-Plays Exercise Training presentation Description The candidate will be tasked with preparing a training presentation to be delivered to a group of subordinates. If the candidate is a police promotional candidate, the training session will typically be a roll-call training brief. In the case of a fire promotional candidate, the training will be similar to in-service training. In either case, the candidate will be provided information about a topic that the subordinates must be trained on. The topic will be job related and will be something that the candidate can become familiar with in a short period of time. After a brief time to organize a training session and possibly create visual aids, the candidate will present the lesson to a group of three subordinates. The subordinates will either be role-players or the assessors. During the course of the training the candidate may interact with the role-players, or he/she may require the role-players to participate. The role-players will also be free to ask questions and respond as would be conventional in this type of setting. The successful candidate will deliver a well organized and thoughtful training presentation in a manner that is practical and engages the audience. Supervision skills and interpersonal ability will be critical factors as the candidate may have to deal with unruly subordinates. Themes Police supervisory themes include: use of force training, pursuit training, community initiatives training and policy training. Department-specific topics can also be used to further customize the process. 223 190 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Time There will be a 15 to 20 minute preparation period for the candidate to review the training material and outline the training agenda. The training session will then last approximately 15 to 20 minutes. Resources This exercise requires three qualified assessors and possibly one or two skilled role-players. The role-players will play the role of subordinates and will have a more interactive role than that of the assessors’. The use of role-plays will make the exercise more realistic and increases the quality of the assessor’s ratings as they are not burdened with interacting during the exercise. Use of assessors as role-players is, however, a less expensive alternative. A dry erase board or flip chart will be provided to the candidate to enable him/her to better structure the training. This exercise will occur in a medium sized meeting room with chairs arranged in a classroom style setting. Dimensions Planning and organization, oral communication, interpersonal skills, management and supervisory skills. Exercise Community presentation Description The candidate is instructed that he/she must deliver a presentation about the department to a group of citizen who are interested in learning more about the department. The group of citizens will be played by either the assessors alone, or the assessors accompanied by additional role-players. The presentation is usually made before a group of citizens or at a city counsel- type meeting. The candidate is typically informed that the chief was scheduled to make this presentation, but he/she was called out of town and has asked the candidate to fill in for him/her. The candidate will be given a brief period of time to organize his/her thoughts and outline the presentation. There are no materials given to the candidate to assist in the development of the presentation. The candidate must develop and deliver a presentation on the specified topic based solely on his/her understanding of the department. The candidate will be able to use visual aids that he/she creates using flipcharts or dry-erase boards. The successful candidate will develop a well-organized and meaningful presentation that provides the audience with valuable information about how the department is operating within their community. Following the presentation the audience will ask questions related to the candidate’s topic. His/her ability to answer questions in a professional and responsive manner will be part of the assessment. Themes The presentation can be related to: department operations, response capabilities, the services provided by the department, the goals/mission of the department, or a recent improvement made within the department. Time There will be a 15 to 20 minute preparation period for the candidate to review and to prepare an outline for his/her presentation. The meeting will then last approximately 15 to 20 minutes. Resources This exercise requires three qualified assessors. The assessors will serve as assessors but will play the role of citizens. They will ask questions of the candidate at the end of the presentation. Additional role-players may be used in this exercise, but it is not necessary. A dry erase board or flip chart will be provided to the candidate to enable him/her to better structure the training. This exercise will occur in a medium sized meeting room with chairs arranged in a classroom style setting. Dimensions Planning and organization, oral communication, interpersonal skills, management and supervisory skills, leadership. Written Exercises Exercise Written problem-solving exercise Description This exercise requires the candidates to compose a written narrative related to an important departmental issue. The goal of this exercise is to outline the thought process that is used in solving a problem or reasoning through a difficult issue. This exercise is useful for evaluating basic problem solving skills, judgment and reasoning, and written communication. This exercise can also be administered to many candidates at the same time and does not require the use of role-players. Themes Following are optional topics that can be used: ▪ The candidate must identify critical issues facing the department and how he/she 224 191 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET would handle these issues. ▪ The candidate is faced with a difficult personnel issue (subordinate performance deficiency or sexual harassment) and must outline in a narrative how he/she would handle this issue. ▪ The candidate will be asked to make suggestions for improving and better implementing a current departmental policy. The policy will be selected by the agency. Time The candidate will be allowed one to two hours, depending on the complexity of the questions, to complete this exercise. Resources A large classroom will be necessary to administer this exercise to a large number of candidates. Dimensions Judgment and reasoning, written communication, planning and organization, management and supervisory skills. Exercise Incident report proof-reading exercise Description This exercise uses copies of your agency’s incident report to assess the candidate’s ability to proof read an incident report for serious errors. A sample report will be created containing errors in documenting critical information and general grammatical and writing errors. The candidate will be asked to proofread the document, identify errors and suggest changes for improving the report. Themes Any standardized report can be used for this exercise. Time The candidate will be allowed 15 to 20 minutes to complete this assignment. Resources A large classroom will be necessary to administer this exercise to a large number of candidates. Dimensions Problem analysis/problem-solving, written communication. In-Basket Exercise Exercise In-basket/In-box Description The candidate is told that he/she was recently promoted and has inherited the former incumbent’s in-basket. It is imperative that he/she go through the in-basket and prioritize and respond to as many items as possible. There are approximately 10 to 20 memos, letters, email messages, phone messages, and other correspondence of varying importance and urgency that deal with personnel issues, scheduling, citizen concerns, planning and development, departmental issues, etc. The successful candidate will properly prioritize the items and provide appropriate written responses for how the issue at hand would be dealt with. In some cases the candidate may have to write a letter and in others simply detail an action-plan that he/she would follow to deal with the situation. There may be an additional follow-up period when assessors question the candidate regarding his/her chosen course of action. Themes There are a variety of in-basket items that are part of this exercise; however, depending on the role of supervisors in your department, more items of the following variety can be incorporated into the exercise in greater quantity: employee misconduct issues, citizen complaints, service- oriented requests, employee counseling issues, or scheduling/administrative issues. Time There is a 10 to 15 minute instruction period prior to the start of the exercise and, depending on the number of in-basket items, this exercise will last one to two hours. Resources The in-basket exercise is rated by two or three assessors following the administration period. This exercise requires a classroom-style room for administration to multiple candidates. Dimensions Planning and organizing, problem analysis/problem solving, judgment and reasoning, decision- making ability, management and supervisory skills, written communication. Situational Structured Oral Assessment Exercise Situational oral assessment Description The situational oral assessment is a panel-style interview that requires the candidate to consider how he/she would respond to a variety of situations that he/she might encounter on the job. During the interview assessors will pose a variety of job-related questions to the candidate and will rate the candidate’s response using behavioral rating criteria. The questions can cover a variety of job-related scenarios or interpersonal situations. This exercise is not intended to be a 225 192 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET role-play, but certain questions can be converted into role-play scenarios to maintain the “simulation” feel of assessment centers. Themes The questions contained in the oral assessment can cover three to four of the following topics: dealing with a problem employee, controlling a tactical situation, managing operations of the agency, or improving ones own skills. Time This exercise typically lasts for 20 to 30 minutes. Resources A small meeting room will be required for this exercise. Dimensions Depending on the questions used, any performance dimension can be assessed in this format. Performance Dimensions The assessors that are used to rate candidate performance are guided by specific performance dimensions with behaviorally anchored criteria. These criteria allow the assessor to look for certain behaviors, actions and thought processes. This method of rating performance ensures consistent and fair ratings. IOS has constructed a comprehensive performance model through years of experience developing and conducting assessment centers for public safety agencies of all sizes. Following is a comprehensive list of the performance dimensions that can be assessed. The behaviorally anchored criteria that accompany these dimensions are specific to the exercises that are used in the assessment center. This information is provided to demonstrate the model that IOS commonly uses. We expect that the performance model will be modified based on the job description for the target rank. General Management Dimensions Composure: The ability to work under stress and perform in unpleasant or traumatic circumstances. The ability to remain calm in stressful situations. The ability to handle stressful situations appropriately, remaining poised and professional. The ability to maintain emotional control in stressful situations. Conflict Resolution: The ability to de-escalate tense situations and quiet potential disturbances. The ability to mediate interpersonal or physical conflict between individuals. Decision-Making Ability: The ability to understand when a decision must be made and the willingness to make a decision. The ability to quickly and efficiently determine an appropriate course of action to target a particular situation. Honesty and Integrity: The ability to act in an honest and fair manner. Willingness to accept responsibility for actions when things go wrong. The ability to display a high degree of integrity and professionalism in action and word. Interpersonal Skill: The ability to listen to others and be considerate of the concerns of others. Ability to successfully and appropriately handle interpersonal interactions with others to gain trust, respect and mutual understanding. The ability to act with tact and diplomacy in dealings with the public - keeping public-relations concerns in mind when interacting with citizens, other agencies and the general public. The ability to counsel, support and be empathetic toward others. Ability to maintain positive work relations with others and interact with people of diverse backgrounds. The ability to use appropriate nonverbal cues to better convey intention of message. Judgment and Reasoning: The ability to accurately perceive the important elements of a situation, evaluate the situation and determine plausible courses of action that would bring about a desirable result. The ability to reason through a particular problem and decipher a logical course of action. The ability to use common sense and intelligence in handling day-to-day activities, problems and decisions. Leadership: The ability to set a proper tone for the functioning of the organization. Ability to serve as a role model in behavior, practice and word. The ability to motivate the organization as a whole to achieve greater efficiency and a higher level of purpose. Management and Supervisory Skills: The ability to direct and guide personnel in the accomplishment of goals and tasks. (Includes skill in monitoring activities and evaluating results. Expectations and standards are clearly communicated, and consequences exist for insufficient performance.) The ability to assert proper authority and be assertive while maintaining the trust and respect of subordinates. The ability to motivate and counsel employees to greater performance. Skill in prioritizing and delegating the work of others. 226 193 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Oral Communication: The ability to speak in a clear, concise, understandable and appropriate manner. The ability to deliver a message in such a way that others clearly understand its meaning. Appropriate use of nonverbal cues such as good eye contact, posture, etc. Planning and Organization: Skill in establishing a course of action for oneself and others to accomplish goals. Skill in properly planning assignments, work duties and tasks; appropriate allocation of resources to ensure efficient, timely and smooth department operations. The ability to anticipate future needs and plan for the allocation of resources to meet those needs. Problem Analysis/Problem Solving: The ability to quickly perceive problem areas, identify options and the potential impact of various solutions. The ability to determine courses of action or solutions to problems. The ability to implement targeted solutions. Public Relations Skill: The ability to deal with the public in such a way as to protect the image and reputation of the department while providing the public or individuals with necessary or requested information. The ability to deal prudently with information such that the integrity of individuals or the department as a whole is not compromised. Self-Motivation: The ability to remain motivated to perform one’s job despite difficult circumstances, distractions or monotonous work. The ability to take charge when necessary and conduct tasks without being told to do so. The ability to work without supervision and accomplish tasks without prodding. Teamwork Orientation: The ability to work with others in a positive, goal-oriented manner. Willingness and ability to accept a particular role in a team and selflessly carry out that role. Willingness to actively support command staff policies and decisions. Written Communication: The ability to convey written messages in a clear, concise and easy-to-read format. The ability to clearly express ideas in writing to convey intended meaning. The ability to use correct spelling, grammar, syntax and proper subject-verb agreement. Exercise Review IOS will develop the selected assessment exercises in their entirety, including candidate instructions, role-player scripts (if applicable), assessor rating guidelines, scoring scales, etc. Once exercise development is complete, IOS will work with the department to convene an SME meeting to review each exercise and its rating criteria. The purpose of this review will be to ensure that the details of each exercise are specific to the organization and operations of the department and to ensure that rating criteria are consistent with performance expectations of the department. During this review SMEs will also provide input to help define minimally acceptable performance on each exercise. This input will assist in the calibration of rating scales and will be critical during the training of assessors. Assessment Center Scale and Scoring All assessment center scores will be compiled in scoring booklets used by assessors during the course of the assessment process. These booklets will contain all behavioral rating criteria for each exercise as well as the scoring scale that will be used by assessors. The scale normally used by IOS is a 7-point scale that defines ‘7’ as minimally qualified (adequate). The minimally qualified designation creates an effective cut-off score. During assessor training, assessors are informed that any score below ‘7’ is considered less-than-qualified (poor). Therefore, the assessment process has a built-in cut-off score that assessors are keenly aware of and use to distinguish qualified candidates from unqualified. 4 5 6 7 8 9 10 Unacceptable Very Poor Poor Adequate Good Very Good Exceptional 227 194 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET IOS’s personnel enter all score data collected from the assessment center process into a database. This process is performed once and then independently verified to ensure accuracy. Then, scoring equations are applied to the data set and subsequently, independently evaluated for accuracy. Obviously, it is of paramount importance that scores be correctly calculated and assigned. Given the vast number of data points collected in an assessment center, we take great care in compiling and calculating scores. Candidate Orientation Preparedness plays a large role in creating fair promotional processes. Because many candidates that will compete in an assessment center have previously experienced assessment centers, it is helpful to provide an orientation process that allows first-time participants to gain the insight that seasoned candidates have obtained through experience. Further, assessment centers from year to year are often conducted by different consulting firms that often conduct assessment centers differently. It is important to clearly communicate to candidates how the assessment center will be conducted and how they will be evaluated. By supplying candidates with an opportunity to learn about and prepare for the assessment center, we will increase the reliability of candidate scores and reduce the risk of group score differences in the assessment center process. IOS advocates the uses of a candidate orientation to create transparency and to provide helpful information to candidates. Specifically, we recommend that a live orientation presentation be delivered. This presentation can be video-recorded for presentation to candidates who were not able to attend the original orientation. Should additional sessions be necessary, these can be conducted based on the need of the individual agency. The following are common components of our candidate orientation guide: ▪ A general introduction to assessment centers ▪ A review of the assessment center development process ▪ Review of the types of exercises that can be included in the assessment center ▪ An in-depth discussion regarding the nuances of individual exercise types ▪ Review of the performance dimensions assessed ▪ Review of the scoring system used for the assessment center ▪ A discussion concerning assessors and assessor training ▪ Advice for preparing for assessment centers ▪ A brief discussion of common mistakes and misconceptions related to assessment centers (these will not cover specific performance expectations) ▪ A review of the rules governing the assessment center ▪ Question and answer session Assessor/Role-player Recruitment Assessors are recruited based on a recruitment plan that is accepted by the department/agency. This plan include the target geographic (national vs. state), the acceptable rank/level of assessors, gender and race diversity goals, personal qualifications, and any other criteria valued by the department. Following are the common rules that IOS imposes on assessor recruitment: 228 195 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET ▪ All assessors must be one rank/level above the rank for which the assessment center is being administered. ▪ All assessors must possess at least two years tenure at the minimally required rank. ▪ All assessors should be from a similarly sized agency that is organized in a substantially similar manner. ▪ Racially diverse assessors will be sought to participate in all assessments. Our standard goal will be that one third of all assessors be classified as racial minorities. ▪ We will seek maximum gender diversity in assessor recruitment. Role-players will also often be required during the assessment center process. IOS prefers to use professional actors to perform this function. Many consultants tend to use law enforcement of fire service personnel to serve as role-players. While we understand the convenience associated with this practice, we disagree with the appropriateness. Professional actors are far superior for a number of reasons: ▪ Consistency/standardization: A professional actor is able to play the same role over and over again without altering presentation. This is a difficult task that requires training and endurance, but it is absolutely essential to the standardization and reliability of the process that each candidate experience the same scenario. ▪ Role-fidelity: Assessment roles are scripted to accomplish a very specific goal. Professional actors are able to aptly model the role that was intended. Often, amateur actors will morph the role to a persona that better suits their personality. This practice can be detrimental to the assessment process as the primary performance dimensions may not be assessed as reliably in this instance. ▪ Realism: Simply put, professional actors do a much better job of making the scenario ‘real’ for the candidate. Given the challenge of role-playing, most candidates find it difficult to treat a scenario as ‘real.’ A gifted actor will help draw the candidate into t he process by making the exchange high-fidelity. ▪ Reliability: Ultimately, the superior performance of professional actors, increase the accuracy of candidate performance/scores and give us more confidence that we have fairly and accurately assessed the true ability level of the candidate. IOS will recruit role-players from professional acting guilds and talent organizations. We have established partnerships with talent agencies in various part of the country from which we recruit actors that have been used in past assessment centers. Where it is cost prohibitive to bring actors in from distant locations, we will contact local acting guilds to recruit role-players. Assessor Training IOS will conduct in-depth assessor- and role-player-training workshops to prepare each assessor and role-player to participate in and score the assessment-center exercises. We will require approximately six to eight hours to train the assessors and role-players. This training is generally conducted the day prior to the administration of the assessment center to candidates. IOS will provide multiple consultants to facilitate training multiple panels at the same time. Following is an outline of the training that is provided: 229 196 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Role-Players: During this time role-players will be briefed on their characters and the requirements of the roles. Role-players will be allowed ample time to ask questions concerning their roles and to practice their roles with IOS’s consultants. Standardization and consistency of presentation will be reinforced during the training session. The culmination of this training will be a mock assessment center that will combine the assessors and role-players. Assessors: Prior to the administration of the assessment centers, assessors will receive an in- depth training session that focuses on a thorough description of the target rank and its responsibilities within the department, the assessor’s role, the dimensions that are measured for the exercise with which the assessor will be involved, careful note-taking, behavioral observation, scoring, common rating errors, reliability of assessment, providing candidate feedback comments and specific assessor duties. Ideally, a representative of the department can be present to answer any specific questions that may arise. This training will also allow ample time for assessor questions and for practice with mock candidates. This training session will end with a mock assessment center that involves the role-players. Assessment Administration IOS oversees the administration of the assessment center process. We send sufficient personnel to conduct all essential functions of orienting candidates, moving candidates throughout the assessment process, answering candidate questions, etc. We may request minor administrative support from the agency to assist in candidate sign-in or to monitor candidates. Prior to mapping out a final assessment administration plan, IOS will meet with agency personnel to discuss administration options. There are several competing interests in any assessment center administration process including: assessment length, the type of exercises utilized, test security and other related factors. Depending on how your agency views these competing interests, a decision must be made regarding how to implement your assessment center administration. IOS has implemented assessments using each of the methods described below on numerous occasions and is intimately familiar with the nuisances of each method. There are typically two contrasting methods—a sequestering method and a traditional model. Traditional Model of Assessment Administration In order to have the most robust and convenient testing process, it is usually ideal to use one assessor panel to rate each exercise (every candidate is seen by the same assessors per exercise). That said, this requires multiple days of administration, requires the use of signed confidentiality agreements and involves an element of “trust” in regard to your candidate population. This typifies the “traditional” model of assessment administration. Since we can typically process a maximum of 16-18 candidates per day in a given rating panel, the number of days is then determined by the number of candidates divided by this number (i.e., 15 or 18). For example, assuming that there are 48 candidates scheduled to participate in an assessment center, with three exercises and three assessors per rating panel. This example would require three rating panels (nine total assessors if using three per panel) and three (3) days of assessment administration and an additional day for training. 230 197 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET While this system allows for many advantages (i.e., fewer assessors required, less staffing burden on the agency, greater standardization of rating panels, etc.), the one major concern is that this system allows for a potential breach of security should a candidate from day one inform other candidates in subsequent days of the content of the assessment. Certainly, this concern can be preempted by requiring candidate confidentiality agreements, but these are not a perfect protection. Therefore, we seek to inform agencies of the strengths and weakness of various models and select the system that best meets the needs and concerns of the agency. An alternate option is the use of a sequestered assessment model. Sequestered Assessment Administration Model(s) In a sequestered assessment, all candidates compete in a given exercise in a single day. A sequestering approach may utilize an a.m. arrival group and a p.m. arrival group. All candidates are sequestered in the process for 4-6 hours to ensure there are no security leaks. There are numerous variations on this approach. In the most typical version of this approach, all candidates are processed through all exercises in a single day. This approach becomes challenging with a large number of candidates but is entirely workable. For example, if there are 48 candidates scheduled for an assessment and two live exercises (with a third written exercise), a city would require six (6) rating panels to run the assessment and a large number of rooms. All exercises could be administered in a single day and the two live exercises could be evaluated on the first day. The written exercise could then be evaluated on a second day. If a third live exercise was introduced instead of a written exercise, nine (9) rating panels would be required in this example, assuming that 16 candidates could be processed by a panel in a single day. Another variation on this approach is to require multiple days of participation by candidates. IOS has utilized this process with the Houston Police Department, the Atlanta Police Department, Washington D.C. Fire & EMS and the Buffalo Police Department. In this approach, candidate sequestering is again utilized, though candidates are required to attend the assessment across two or three days. This method can cut down on the number of rating panels needed as all candidates do not need to be processed in a given exercise in a single day. The City of Houston employed this model with a 50-candidate lieutenant assessment center in 2010. IOS required participation by candidates across three consecutive days. A sequestering process was used within each day to ensure absolute test security. Candidates were “held” within the assessment for 3-6 hours each day. This process was accomplished in three days, while a fourth day was reserved for training. The disadvantage of this approach is that it is not as convenient for those competing in this process. The advantage of this approach is that a sequestered process can be utilized with only three rating panels. A third variation employs the use of videotaping. While other vendors use this method as a primary assessment administration method, we have utilized this method on occasion to address a concern or solve a logistical issue involving the administration (or when required by contract). An advantage to this model is that the videotaping methodology allows the administrator to process more candidates in a day (upwards of 25 per room vs. 15-18) and allows for fewer rating panels to evaluate the exercise. With this method, the administration can be conducted as a sequestered process, with the ratings occurring over a longer period of time. A disadvantage to this model is that candidates far prefer interaction with live assessors 231 198 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET than giving a presentation to a video-camera and they are less likely to rate the process as highly job-related. In some instances, we have combined a videotaping approach with a multiple-day sequestering approach to gain further efficiencies. In summary, IOS and our staff are experts in assessment center implementation. We will evaluate your situation and your preferences and recommend an appropriate approach. We have a great deal of experience with each approach and can work effectively with all methods. IOS will produce all exercise materials needed for the administration of the assessment center and will develop an administration schedule that allows for the efficient processing of all eligible candidates through the assessment center in the most secure manner possible. IOS will work with the department to ensure that the administration schedule is effective based on personnel staffing and manpower concerns and any specific concerns that the department may have about test security. While IOS will oversee the administration of the assessment center, candidates will actually be rated by assessors from outside agencies that hold a rank at or above the level of this target process. One of IOS primary jobs is to monitor assessor performance and to ensure standardized and reliable ratings are being obtained. Candidate Feedback IOS will be responsible for providing candidates with a written feedback report. This report will provide information about the candidates’ performance on each assessment center exercise, each dimension and on the assessment overall. The report will also highlight assessor observations. Finally, the report will provide information about candidate strengths and developmental needs. During the assessment center, assessors will be required to document the candidates’ primary strengths and developmental needs for each assessment exercise. During assessor training, assessors will be instructed as to what information to include as feedback. Assessors will also be encouraged to highlight points for each assessment exercise that increased the candidates’ performance for that scenario or decreased the candidates’ performance. All comments will be screened to ensure that assessors are identifying behaviors that will be understandable to the candidate. This screening will also ensure that there are no inappropriate comments included in the candidates’ feedback reports. Candidates will also be offered normative information so that they can compare their performance with that of the rest of their peer group. This information will assist the candidates in understanding the scale and how other candidates performed as a group. Assessment Appeals IOS feels strongly that appeals processes focused on the assessment center are destructive to the reliability of assessment centers. We prefer proactive measures to ensure that the assessments are scored accurate. Where appeals processes must be included, we suggest changing the assessment scoring system to a point-based, more objective system. 232 199 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET IOS will work with the City to design a process that allows candidates to review their assessment videos and document, in writing, specific appeals. Candidates will not be able to view rating criteria but will be able to offer arguments alleging in accuracy of scores. IOS will respond to these appeals in writing and recommend a resolution should such be necessary. Technical Reporting IOS will compile a technical report to document the development, validation and administration of the promotional processes for each of the target ranks. The report will be consistent with legal and professional guides including the Uniform Guidelines on Employee Selection Procedures. The report will cover the following topics: • Job analysis method and results • Written exam development method, cut-score selection and job analysis linkage • Assessment center development method and job analysis linkage • Exam and assessment center administration and results • Adverse impact statistics • Process review and recommendations Additionally, IOS will provide comprehensive monthly progress reports. 233 200 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Investment The following tables outline the costs associated with the project plan described in this proposal. 234 201 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Project Step Consultant Hrs. Consulting Assoc. Hrs. Tech. Wrtr. Hrs Admin. Hrs.Cost Job Analysis 16 22 2 0 $5,020 Incumbent interviews/observations.8 8 Job analysis questionnaire development and admin.2 8 Analysis and technical reporting.6 6 2 Written Job Knowledge Examination 14 8 55 0 $7,220 Work with SMEs to develop an examination plan that is linked to the job analysis, and select appropriate knowledge sources.1 Draft 135 multiple choice questions based on exam plan.1 2 45 Review questions with SMEs to assess job-relatedness and difficulty. Identify final 110 questions, create exam booklet and establish appropriate cut-off score.4 2 Administer exam on-site.6 Score exam.1 3 Assist in designing/coordinating appeals process and respond to candidate appeals.1 3 8 Assessment Center Development 85 57 0 5 $21,310 Design three assessment center exercises, including a structured oral interview, based on input from SMEs, including candidate preparation materials, scripts, and rating criteria/guidelines.42 Review exercises with SMEs to refine exercise details and ensure accuracy of criteria.4 1 Develop efficient assessment schedule and coordinate needs for assessment site.2 Recruit assessors and coordinate travel logistics (estimated 9 assessors to create 3 panels)12 Administer the assessment center (estimated 30 candidates: 3 days, 2 staff)30 30 Compile assessment scores and conduct quality controls.2 4 1 Develop candidate feedback reports and respond to appeals.5 10 4 Candidate Orientation Presentation 6 0 0 0 $1,170 Prepare and deliver a candidate preparation/orientation presentation.6 Project Expenses $5,160 Consultant travel-related costs Administrative costs (shipping, freight, printing) TOTAL PROJECT INVESTMENT $39,880 Project Notes Client will be responsible for providing a suitable site at which to conduct exams and assessments. Client will be responsible for assessor and actor related costs. $4,860 $300 South Miami, FL Police Sergeant Promotional Process Police Sergeant (Estimated 30 candidates) 235 202 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Schedule of Hourly Rates - IOS 2022 Category Rate Consultant/Industrial Psychologist $195/hour Consulting Associate $80/hour Technical Writer $70/hour Administrative Assistant $35/hour Details Regarding Proposed Pricing: The cost information provided is based on the facts and figures that were provided in the request for proposals. Should the scope of services need to be changed/modified, or the candidate numbers increase, IOS will calculate any additional project costs, based on our published hourly rates, and submit a change order to the agency prior to engaging in additional work. The proposed costs are fixed-firm and, unless the scope of work is modified, will be invoiced in total. IOS proposes the following invoice schedule: 1/3 upon contract execution, 1/3 upon development of the written examination, and 1/3 upon completion of the project. Out-of-Scope Work From time to time, it is necessary in the course of a project to engage in additional work that was not defined in the original scope of work. Where such instances occur, IOS will make known to the agency that work is required that is considered out-of-scope. IOS and the agency will agree to an acceptable work plan and cost structure where these needs arise. IOS’s cost proposal has not accounted for unanticipated meetings/conference with the agency’s internal counsel or retained attorneys or experts. Where it is necessary for IOS to confer with such parties for the purpose of evaluating selection systems; responding to requests from unions, courts, DOJ, or outside attorneys; preparing items for discovery in litigation proceedings; providing testimony; or other related needs, the agency will be assessed, on an hourly basis, using the rates noted below. Both time spent in conference and any out-of-scope work requested through engagements with these parties will be invoiced accordingly. When such needs arise, IOS will notify the agency of the need to initiate hourly rates, and where possible, estimate the amount of time likely to be spent. IOS will provide counsel, deposition and expert testimony services for the purpose of defending the development, validation and administration of selection processes in which we participate. Following are the fees associated with these services: Service Fee Expert counsel, deposition or expert testimony provided by a Ph.D. level Industrial/Organizational Psychologist. $250/hour Administrative services related to litigation support. $25/hour 236 203 Copyright © 2022, Industrial/Organizational Solutions, Inc. CONFIDENTIAL – TRADE SECRET Appendix A Disclosures: No selectmen or other officer, employee or person who is payable in whole or in part from the City currently has any direct or indirect personal interest in IOS. IOS, nor any of our employees, have been named as a defendant in any litigation brought as a results of any contract operations for operations and maintenance. IOS have never been terminated, fired or replaced on a project other than though contracts that have been terminated due to completion. While we have served as experts, we have never been successfully challenged in litigation. 237 238