R-1255 - 04/23/2013 - BOARD-FIRE & POLICE - ResolutionsRESOLUTION 2013- BD -F &P- RFP -EX -R -1255
A RESOLUTION ACCEPTING A PROPOSAL
AND AUTHORIZING THE EXECUTION OF AN AGREEMENT WITH
SELECTION WORKS, LLC FOR TESTING SERVICES
WHEREAS the Village of Oak Brook ("Village ") is a municipality organized under the laws of the
State of Illinois; and
WHEREAS, Division 2.1 of the Illinois Municipal Code, 65 ILCS 5/10 -2.1 -1 et seq., provides that
the Village's Board of Police and Fire Commissioners shall test candidates for employment with the
Village's Police and Fire Department ( "Candidates "); and
WHEREAS, to comply with the requirements of the Division 2.1 of the Illinois Municipal Code, the
Village desires to procure testing services to test Candidates ( "Services "); and
WHEREAS, on February 4, 2013, the Village issued a request for proposals to provide the
Services ( "RFP'), which RFP is attached hereto as Exhibit A; and
WHEREAS, before the RFP deadline, the Village received three proposals to provide the
Services in response to the RFP, including a proposal from Selection Works, LLC ( "Proposal'), which
Proposal is attached hereto as Exhibit B, and
WHEREAS, the Village has determined that Selection Works, LLC ( "Selection Works"), was the
most qualified and responsive and responsible proposer based on the evaluation criteria provided in the
RFP to provide the Services; and
WHEREAS, the Village desires to accept the Proposal from Selection Works to provide the
Services; and
WHEREAS, the Village and Selection Works desire to enter into and execute an agreement for
Selection Works to provide the Services, as more fully described, and at the rates set forth, in the
Proposal ( "Agreement'); and
WHEREAS, the President and Board of Trustees have determined that it is in the best interest of
the Village to accept the Proposal and enter into the Agreement in a final form and substance to be
approved by the Village Attorney and Village Manager;
NOW THEREFORE, BE IT RESOLVED BY THE PRESIDENT AND BOARD OF TRUSTEES OF
THE VILLAGE OF OAK BROOK, DU PAGE AND COOK COUNTIES, ILLINOIS as follows:
Section 1: Recitals. The foregoing recitals are hereby incorporated into, and made a part
of, this Resolution as the findings of the President and Board of Trustees of the Village of Oak Brook.
Section 2: Acceptance of the Proposal. The President and Board of Trustees hereby
accept the Proposal from Selection Works to provide the Services.
Section 3: Authorization and Execution of the Agreement. The Village Manager and Village
Clerk shall be, and hereby are, authorized to execute the Agreement on behalf of the Village with
Selection works to provide the Village the Services for a total not -to- exceed cost of $31,480.00, but only
upon approval of the Agreement as to form and substance by the Village Attorney and the Village
Manager.
Resolution 2013- BD- F &P- RFP -EX -R -1255
Accepting a Proposal and
Authorizing an Agreement for Testing services
Page 2 of 4
Section 4: Effective Date. This Resolution shall be in full force and effect upon passage and
approval in the manner provided by law.
APPROVED THIS 23rd day of April, 2013 r
Gopal G. Lalmalani
Village President
PASSED THIS 23rd day of April, 2013
Ayes: Trustees Aktipis, Manzo, Moy, Wolin, Yusuf, Zannis
None
ATTEST:
/
Charlotte K. Pruss
Ad Village Clerk
EXHIBIT A
REQUEST FOR PROPOSALS
Resolution 2013- BD- F &P- RFP -EX -R -1255
Accepting a Proposal and
Authorizing an Agreement for Testing Services
Page 4 of 4
EXHIBIT B
PROPOSAL
I
;,
VILLAGE OF OAK BROOK
PROFESSIONAL SERVICES AGREEMENT
This AGREEMENT is dated as of the -1 day of
2013 ( "Agreement's, and is by and between
the VILLAGE OF OAK BROOK, an Illinois municipal
corporation ( "Village'), and SELECTION WORKS, 15.450
Summit Avenue, Suite 110, Oakbrook Terrace, Illinois
60181 ( "Consultant').
IN CONSIDERATION OF the recitals and the mutual
covenants and agreements set forth in the Agreement, and
pursuant to the Village's statutory powers, the parties agree as
follows:
SECTION 1. SCOPE OF SERVICES. The Village
retains the Consultant to perform, and the Consultant agrees to
perform, all necessary services to perform the work in
connection with the project identified below ( "Services "),
which Services the Consultant shall provide pursuant to the
terms and conditions of this Agreement:
FIRE AND POLICE DEPARTMENT TESTING
SERVICES AS INCLUDED IN THE REQUEST FOR
PROPOSAL (EXHIBIT A) AND PROPOSAL (EXHIBIT B)
SUBMITTED.
SECTION 2. TIME OF PERFORMANCE. The
Consultant shall perform the Services as per schedule included
in Exhibit A.
SECTION 3. COMPENSATION.
A. Agreement Amount. The total amount
billed by the Consultant for the Services under this Agreement
shall not exceed what is included in Exhibit B, including
reimbursable expenses, without the prior express written
authorization of the Village Manager. The terms for payment
to the Consultant shall be as follows:
B. Taxes, Benefits, and Royalties. Each
payment by the Village to the Consultant includes all
applicable federal, state, and Village taxes of every kind and
nature applicable to the Services as well as all taxes,
contributions, and premiums for unemployment insurance, old
age or retirement benefits, pensions, annuities, or similar
benefits and all costs, royalties, and fees arising from the use
of, or the incorporation into, the Services, of patented or
copyrighted equipment, materials, supplies, tools, appliances,
devices, processes, or inventions. All claim or right to claim
additional compensation by reason of the payment of any such
tax, contribution, premium, costs, royalties, or fees is hereby
waived and released by Consultant.
SECTION 4. REPRESENTATIONS OF
CONSULTANT. The Consultant represents and certifies that
the Services shall be performed in accordance with the
standards of professional practice, care, and diligence
practiced by recognized consultants in performing services of
a similar nature in existence at the Time of Performance. The
representations and certifications expressed shall be in
addition to any other representations and certifications
expressed in this Agreement, or expressed or implied by law,
which are hereby reserved unto the Village.
The Consultant further represents that it is financially solvent,
has the necessary financial resources, and is sufficiently
experienced and competent to perform and complete the
Services in a manner consistent with the standards of
professional practice by recognized consultants providing
services of a similar nature. The Consultant shall provide all
personnel necessary to complete the Services.
SECTION 5. INDEMNIFICATION; INSURANCE;
LIABILITY.
A. Indemnification. The Consultant proposes
and agrees that the Consultant shall indemnify, save harmless,
and defend the Village against all damages, liability, claims,
losses, and expenses (including attorneys' fee) that may arise,
or be alleged to have arisen, out of or in connection with the
Consultant's performance of, or failure to perform, the
Services or any part thereof, or any failure to meet the
representations and certifications set forth in Section 4 of this
Agreement.
B. Insurance. The Consultant acknowledges
and agrees that the Consultant shall, and has a duty to,
maintain adequate insurance, in an amount, and in a form and
from companies, acceptable to the Village. The Consultant's
maintenance of adequate insurance shall not be construed in
any way as a limitation on the Consultant's liability for losses
or damages under this Agreement.
C. No Personal Liability. No elected or
appointed official, or employee of the Village shall be
personally liable, in law or in contract, to the Consultant as the
result of the execution of this Agreement.
SECTION 6. GENERAL PROVISIONS.
A. Relationship of the Parties. The
Consultant shall act as an independent contractor in providing
and performing the Services. Nothing in, nor done pursuant
to, this Agreement shall be construed to: (1) create the
relationship of principal and agent, employer and employee,
partners, or joint venturers between the Village and
Consultant; or (2) to create any relationship between the
Village and any subcontractor of the Contractor.
B. Conflicts of Interest. The Consultant
represents and certifies that, to the best of its knowledge: (1)
no Village employee or agent is interested in the business of
the Consultant or this Agreement; (2) as of the date of this
Agreement, neither the Consultant nor any person employed
or associated with the Consultant has any interest that would
conflict in any manner or degree with the performance of the
obligations under this Agreement; and (3) neither the
Consultant nor any person employed by or associated with the
Consultant shall at any time during the term of this Agreement
obtain or acquire any interest that would conflict in any
manner or degree with the performance of the obligations
under this Agreement.
C. No Collusion. The Consultant represents
and certifies that the Consultant is not barred from contracting
with a unit of state or local government as a result of (1) a
delinquency in the payment of any tax administered by the
Illinois Department of Revenue unless the Consultant is
contesting, in accordance with the procedures established by
the appropriate revenue act, its liability for the tax or the
amount of the tax, as set forth in Section 11- 42.1 -1 et seq. of
the Illinois Municipal Code, 65 ILCS 5/11- 42.1 -1 et seq.; or
(2) a violation of either Section 33E -3 or Section 33E -4 of
Article 33E of the Criminal Code of 1961, 720 ILCS 5/33E -1
et seq. If at any time it shall be found that the Consultant
has, in procuring this Agreement, colluded with any other
person, firm, or corporation, then the Consultant shall be liable
to the Village for all loss or damage that the Village may
suffer, and this Agreement shall, at the Village's option, be
null and void.
D. Termination. Notwithstanding any other
provision hereof, the Village may terminate this Agreement at
any time upon 15 days prior written notice to the Consultant.
In the event that this Agreement is so terminated, the
Consultant shall be paid for Services actually performed and
reimbursable expenses actually incurred, if any, prior to
termination, not exceeding the value of the Services
completed.
E. Compliance with Laws and Grants.
Consultant shall give all notices, pay all fees, and take all
other action that may be necessary to ensure that the Services
are provided, performed, and completed in accordance with all
required governmental permits, licenses, or other approvals
and authorizations that may be required in connection with
providing, performing, and completing the Services, and with
all applicable statutes, ordinances, rules, and regulations,
including without limitation the Fair Labor Standards Act; any
statutes regarding qualification to do business; any statutes
prohibiting discrimination because of, or requiring affirmative
action based on, race, creed, color, national origin, age, sex, or
other prohibited classification, including, without limitation,
the Americans with Disabilities Act of 1990, 42 U.S.C. §§
12101 et seq., and the Illinois Human Rights Act, 775 ILCS
5/1 -101 et seq. Consultant shall also comply with all
conditions of any federal, state, or local grant received by the
Village or Consultant with respect to this Contract or the
Services. Consultant shall be solely liable for any fines or
civil penalties that are imposed by any governmental or quasi -
governmental agency or body that may arise, or be alleged to
have arisen, out of or in connection with Consultant's, or its
subcontractors, performance of, or failure to perform, the
Services or any part thereof. Every provision of law required
by law to be inserted into this Contract shall be deemed to be
inserted herein.
F. Default. If it should appear at any time that
the Consultant has failed or refused to prosecute, or has
delayed in the prosecution of, the Services with diligence at a
rate that assures completion of the Services in full compliance
with the requirements of this Agreement, or has otherwise
failed, refused, or delayed to perform or satisfy the Services or
any other requirement of this Agreement ( "Event of
Default', and fails to cure any such Event of Default within
ten business days after the Consultant's receipt of written
notice of such Event of Default from the Village, then the
Village shall have the right, without prejudice to any other
remedies provided by law or equity, to (1) terminate this
Agreement without liability for further payment; or (2)
withhold from any payment or recover from the Consultant,
any and all costs, including attorneys' fees and administrative
expenses, incurred by the Village as the result of any Event of
Default by the Consultant or as a result of actions taken by the
Village in response to any Event of Default by the Consultant.
G. Assignment. This Agreement may not be
assigned by the Village or by the Consultant without the prior
written consent of the other party.
H. Notice. All notices required or permitted to
be given under this Agreement shall be in writing and shall be
delivered: (1) personally; (2) by a reputable overnight courier;
or by (3) by certified mail, return receipt requested, and
deposited in the U.S. Mail, postage prepaid. Unless otherwise
expressly provided in this Agreement, notices shall be deemed
received upon the earlier of. (a) actual receipt; (b) one
business day after deposit with an overnight courier as
evidenced by a receipt of deposit; or (c) three business days
following deposit in the U.S. mail, as evidenced by a return
receipt. Notices and communications to the Village shall be
addressed to, and delivered at, the following address:
With a copy to:
Village of Oak Brook
1200 Oak Brook Road
Oak Brook, Illinois 60523
Attention: Village Manager
Holland & Knight LLP
131 S. Dearborn, 30s' Floor
Chicago, Illinois 60603
Attention: Peter M. Friedman, Village
Attorney
Notices and communications to the Consultant shall be
addressed to, and delivered at, the following address:
Selection Works
15.450 Summit Avenue
Suite 110
Oakbrook Terrace, Illinois 60181
Attention: Chad C. Legel, M.S., President &
C.E.)
L Waiver. Neither the Village nor the
Consultant shall be under any obligation to exercise any of the
rights granted to them in this Agreement except as it shall
determine to be in its best interest from time to time. The
failure of the Village or the Consultant to exercise at any time
any such rights shall not be deemed or construed as a waiver
of that right, nor shall the failure void or affect the Village's or
the Consultant's right to enforce such rights or any other
rights.
J. Third Party Beneficiary. No claim as a third party
beneficiary under this Agreement by any person, firm, or
corporation shall be made or be valid against the Village.
ATTEST:
Charlotte Pruss, Village
ATTEST:
By: UPI (.c►L I AnM�`��1
Title: Uirc Pt -4i4"t
VILLAGE OF�OAK BROOK
G. Lalmalani, Village President
ANT
n
EXHIBIT A
VILLAGE OF OAK BROOK
Administration Department
1200 Oak Brook Road
Oak Brook, IL 60523
(630) 368 -5022
REQUEST FOR PROPOSAL
February, 2013
At
TABLE OF CONTENTS
SECTION 1. REQUEST FOR PROPOSALS .................................................................. ..............................1
A.
NOTICE -POSTED ON THE VILLAGE OF OAK BROOK WEBSITE ON FEBRUARY 1, 2013 .............................1
B.
PROJECT DESCRIPTION ......................................................................................... ..............................2
C.
GENERAL TERMS AND CONDITIONS ....................................................................... ..............................3
SECTION 2. PROPOSAL INSTRUCTIONS ................................................................... ..............................8
A.
GENERAL INFORMATION ........................................................................................ ..............................8
B.
DOCUMENTS /INFORMATION TO BE SUBMITTED: .....................................................................................
8
D.
REFERENCES .................................................................................................... ...............................
13
E.
CONTRACTORS CERTIFICATION .......................................................................... ...............................
15
F.
SEXUAL HARASSMENT POLICY ........................................................................... ...............................
16
SECTION3. REVIEW PROCESS ................................................................................. .............................17
A.
EVALUATION OF PROPOSALS AND SELECTION ..................................................... ...............................
17
B.
BASISOFAWARD ............................................................................................... ...............................
17
0
Section 1. Request for Proposals
A. Notice — posted on the Village of Oak Brook website on February 1, 2013
Village of Oak Brook
Request for Proposals
Fire Department and Police Department
es Ina Services
February, 2013
The Village of Oak Brook invites offers from independent companies for Fire Department and
Police Department Entry-Level and Promotional Testing Services to facilitate portions of the
testing and interview process for Entry-Level Firefighter /Paramedic and Police Officer, as well
as for promotion of Fire Lieutenant, Fire Battalion Chief, Police Sergeant and Police
Commander for the Village of Oak Brook. The consultant shall be an independent professional
consultant.
Proposals should be addressed to:
Blaine Wing
Assistant Village Manager/
Board of Fire and Police Commission Liaison
Village of Oak Brook
1200 Oak Brook Road
Oak Brook, IL 60523
The closing date and time for receipt of proposals is Friday, February 15, 2013 at 4:00 P.M.
prevailing time. Proposals received after the submittal time will be rejected and returned
unopened to the sender.
A complete proposal package, of which this legal notice is a part, is on file for inspection and
may be downloaded from the Village's website at www.oak- brook.org or picked up at the Butler
Government Center, 1200 Oak Brook Road, Oak Brook, Illinois 60523, between the hours of
8:00 a.m. and 4:30 p.m., Monday through Friday. There is no charge for the package.
The Village reserves the right to reject any or all proposals, waive or not to waive any
irregularities therein, and to accept the proposal(s) considered to be in the best interest of the
Village. The Village also reserves the right to split the contract by awarding to one proposer
to administer the Fire Department testing and awarding to another proposer to administer
the Police Department testing.
Page 1
B. Project Description
1. Introduction
The Oak Brook Board of Fire and Police Commissioners complies with Illinois State Statutes on
the hiring, firing and promotional rules and regulations for firefighters and police officers. The
Consultant may provide testing services for the creation of Entry-Level and Promotional Lists for
any or all of the following positions in the Oak Brook Fire and Police Departments:
BEGIN NEW PROCESS DURATION
Summer /Fall, 2013 2 years
Summer, 2014 3 years
Spring, 2015 3 years
Summer /Fall, 2014 2 years
Summer, 2014 3 years
EXPIRES
January 11, 2014
December 31, 2014
October 22, 2015
POSITION
Police Officer
Police Sergeant
Police Commander
January 7, 2015 Firefighter /Paramedic
December 19, 2014 Fire Battalion Chief
The consultant selected shall be an independent professional consultant/consulting firm. All
testing shall fully comply with the laws of the State of Illinois, the Village Code of the Village of
Oak Brook, and the Rules and Regulations of the Oak Brook Board of Fire and Police
Commissioners.
II. Scope of Service:
The consultant shall be responsible for and /or assist the Oak Brook Board of Fire and Police
Commissioners and the individual department to the extent necessary, in the preparation in part
or in total of the following portions of the entry-level testing for said each position:
1. Entry-Level Firefighter /Paramedic
a) Staff and Commission Training and Process Planning and Implementation
b) Written Exam
c) Oral Interviews
d) Score tabulation
2. Entry-Level Police Officer
a) Staff and Commission Training and Process Planning and Implementation
b) Written Exam
c) Oral Interviews
d) Score tabulation
The consultant shall be responsible for and /or assist the Oak Brook Board of Fire and Police
Commissioners and the individual department to the extent necessary, in the preparation in part
or in total of the following portions of the promotional testing for said each position:
2. Fire Battalion Chief
a) Staff and Commission Training and Process Planning and Implementation
Page 2
b) Exam Materials
c) Written Exam
d) Oral Interviews
e) Score tabulation
3. Police Sergeant
a) Staff and Commission Training and Process Planning and Implementation
b) Exam Materials
c) Written Exam
d) Oral Interviews
e) Score tabulation
4. Police Commander
a) Staff and Commission Training and Process Planning and Implementation
b) Exam Materials
c) Written Exam
d) Oral Interviews
e) Score tabulation
C. General Terns and Conditions
PREPARATION AND SUBMISSION OF PROPOSALS:
a. The proposal shall be submitted in an opaque sealed envelope on or before the
time stated and shall bear the name of the individual, firm, or corporation submitting
the Proposal and the Project Name: "Fire Department and Police Department
Testing Services ".
b. Proposers may attach separate sheets to the proposal for the purpose of
explanation, exception, aftemate proposal and to cover unit prices, if needed.
c. Proposers may withdraw their proposal either personally or by written request at
any time before the hour set for the proposal opening, and may resubmit it. No
proposal may be withdrawn or modified after the receipt of proposals except where
the award of contract has been delayed for a period of more than ninety (90) days.
d. In submitting this proposal, the proposer further declares that the only person or
party interested in the proposal as principals are those named herein, and that the
proposal is made without collusion with any other person, firm or corporation.
e. The proposer further understands and agrees that if their proposal is accepted, the
individual /company is to furnish and provide all necessary materials and/or
equipment and other means to do all of the work and to furnish all of the materials
specified in the contract, except such materials as are to be furnished by the owner
(Village), in the manner and at the time therein prescribed, and in accordance with
the requirements therein set forth.
f. The proposer further agrees to execute all documents within this Proposal Package,
obtain a Certificate of Insurance for this work and present all of these documents to
the Village within fifteen (15) days after the receipt of the Notice of Award and the
Contract by the company.
Page 3
g. The proposer further agrees to begin work not later than ten (10) days after receipt
of the Notice to Proceed, unless otherwise provided, and to execute the work in
such a manner and with sufficient materials, equipment and labor.
h. By submitting a proposal, the proposer understands and agrees that, if the proposal
is accepted, and the proposer fails to enter into a contract forthwith, the company
shall be liable to the Village for any damages the Village may thereby suffer.
2. CONDITIONS:
a) The Village is exempt from Federal excise tax and the Illinois Retailer's Occupation
Tax. This proposal cannot include any amounts of money for these taxes.
b) Any contract or agreement resulting from the acceptance of this proposal by the
Village shall be on forms either supplied by or approved by the Village's Legal
Department. The Village reserves the right to reject any agreement that does not
conform to the Request For Proposal and any Village requirements for
agreements and contracts.
c) The Village reserves the right to request clarification of information submitted and
request additional information as needed.
d) The requirements of this RFP will be included in the contract with the selected
firm.
3. PAYMENT:
The Village authorizes the payment of invoices on the second and fourth Tuesday
of the month. For consideration on one of these dates, payment request must be
received no later than fourteen (14) days prior to the second or fourth Tuesday of
the month.
4. INDEMNIFICATION:
The Contractor shall protect, indemnify, save, defend and hold forever harmless the
Village and/or its officers, officials, employees, volunteers and agents from and
against all liabilities, obligations, claims, damages, penalties, causes of action, costs
and expenses, including without limitation court costs, insurance deductibles and
attorney's fees and expenses, which the Village and /or its officers, officials,
employees, volunteers and agents may incur, suffer or sustain, or for which the
Village and/or its officers, employees and agents may become obligated by reason
for any accident, injury to or death of persons or loss of or damage to property, or
civil and /or constitutional infringement of rights (specifically including violations of
the Federal Civil Right Statutes), arising indirectly or directly in connection with or
under, or as a result of, this or any Agreement by virtue of any act or omission of
any of the Contractor's officers, employees, subcontractors, and/or agents, provided
that the Contractor shall not be liable for claims, obligations, damages, penalties,
causes of action, costs and expenses arising solely by any act or omission of the
Village's officers, officials, employees, volunteers and /or agents.
The contractor shall hold the Village harmless for any and all claims for labor,
material, apparatus, equipment, fixtures or machinery furnished to the contractor for
Page 4
the purpose of performing the work under the contract; and the payment of all direct
and indirect damages to any person, firm, company or corporation suffered or
sustained on account of the performance of such work during the time the contract
is in force.
Certificates of Insurance and Additional Insured Endorsement shall be presented to
the Village within fifteen (15) days after the receipt by the contractor of the Notice of
Award and the unexecuted contract, it being understood and agreed that the Village
will not approve and execute the contract nor will the bid guarantee be returned until
acceptable insurance certificates are received and approved by the Village.
Each contractor performing any work pursuant to a contract with the Village of Oak
Brook and each permittee working under a permit as required pursuant to the
provisions of Title 1, Chapter 8 of the Code of Ordinances of the Village of Oak
Brook (hereinafter referred to as 'Insured ") shall be required to carry such
insurance as specked herein. Such contractor and permittee shall procure and
maintain for the duration of the contract or permit insurance against claims for
injuries to persons or damages to property which may arise from or in connection
with the performance of the work under the contract or permit, either by the
contractor, permittee, or their agents, representatives, employees or
subcontractors.
A contractor or permittee shall maintain insurance with limits no less than:
A. General Liability - $2,000,000 combined single limit per occurrence for
bodily injury, personal injury and property damage, provided that when the
estimated cost of the work in question does not exceed $5,000, the required
limit shall be $500,000;
B. Automobile Liability (if applicable) - $1,000,000 combined single limit per
accident for bodily injury and property damage;
C. Worker's Compensation and Employer's Liability - Worker's Compensation
limits as required by the Labor Code of the State of Illinois and Employer's
Liability limits of $1,000,000 per accident.
Any deductibles or self - insured retention must be declared to and approved by the
Village. At the option of the Village, either the insurer shall reduce or eliminate such
deductible or self- insured retention as respects the Village, its officers, officials,
employees and volunteers; or the Insured shall procure a bond guaranteeing
payment of losses and related investigations, claim administration and defense
expenses to the extent of such deductible or self- insured retention.
The policies shall contain, or be endorsed to contain, the following provisions:
D. General Liability and Automobile Liability Coverage -
(1) The Village, its officers, officials, employees and volunteers are to be
covered as additional insureds as respects: liability arising out of activities
performed by or on behalf of the Insured; premises owned, occupied or
Page 5
6.
used by the Insured. The coverage
the scope of protection afforded
employees volunteers or agents.
shall contain no special limitations on
to the Village, its officers, officials,
(2) The Insured's insurance coverage shall be primary insurance as respects
the Village, its officers, officials, employees, volunteers and agents. Any
insurance or self - insurance maintained by the Village, its officers, officials,
employees, volunteers or agents shall be in excess of the Insured's
insurance and shall not contribute with it.
(3) Any failure to comply with reporting provisions of the policies shall not affect
coverage provided to the Village, its officers, officials, employees, volunteers
or agents.
(4) The Insured's insurance shall apply separately to each covered party
against whom claim is made or suit is brought except with respect to the
limits of the insurer's liability.
E. Worker's Compensation and Employer's Liability Coverage
The policy shall waive all rights of subrogation against the Village, its
officers, officials, employees, volunteers and agents for losses arising from
work performed by the insured for the Village.
Each insurance policy shall be endorsed to state that coverage shall not be
suspended, voided, canceled by either party, reduced in coverage or in limits
except after thirty (30) days prior written notice by certified mail has been given to
the Village. Each insurance policy shall name the Village, its officers, officials and
employees, volunteers and agents as additional Insureds. Insurance is to be
placed with insurers with a Best's rating of no less than A: VII.
Each Insured shall furnish the Village with certificates of insurance and with original
endorsements effecting coverage required by this provision. The certificate and
endorsements for each insurance policy are to be signed by a person authorized by
that insurer to bind coverage on its behalf. The certificates and endorsements are
to be on forms approved by the Village and shall be subject to approval by the
Village Attorney before work commences. The Village reserves the right to require
complete, certified copies of all required insurance policies, at any time.
Each insured shall include all subcontractors as insureds under its policies or shall
furnish separate certificates and endorsements for each subcontractor. All
coverages for subcontractors shall be subject to all of the requirements stated
herein.
EQUAL OPPORTUNITY:
The Contractor will not discriminate against any employee or applicant for
employment because of race, color, religion, sex, ancestry, national origin, place of
birth, age or handicap unrelated to bona fide occupational qualifications.
Page 6
7. EXECUTION OF DOCUMENTS
The Contractor, in signing his Proposal on the whole or on any portion of the work,
shall conform to the following requirements:
Proposals signed by an individual other than the individual represented in the
Proposal documents shall have attached thereto a power of attorney evidencing
authority to sign the Proposal in the name of the person for whom it is signed.
Proposals which are signed for a partnership shall be signed by all of the partners
or by an attorney-in-fact. If signed by an attomey -in -fact, there shall be attached to
the Proposal a power of attorney evidencing authority to sign the proposal,
executed by the partners.
Proposals which are signed for a corporation, shall have the correct corporate name
thereof and the signature of the President or other authorized officer of the
corporation manually written below the corporate name.
If such Proposal is manually signed by an official other than the President of the
Corporation, a certified copy of a resolution of the board of directors evidencing the
authority of such official to sign the Proposal should be attached to it. Such
Proposal shall also bear the attesting signature of the Secretary of the corporation
and the impression of the corporate seal.
The Contract shall be deemed as have been awarded when formal notice of award
shall have been duly served upon the intended awardee.
8. NON - DISCRIMINATING:
The Contractor, its employees and subcontractors, agrees not to commit unlawful
discrimination and agrees to comply with applicable provisions of the Illinois Human
Rights Act, the U.S. Civil Rights Act and Section 504 of the Federal Rehabilitation
Act, and rules applicable to each.
9. NEGOTIATIONS:
The Village reserves the right to negotiate specifications, terms, and conditions
which may be necessary or appropriate to the accomplishment of the purpose of
the RFP. The Village may require the entire proposal be made an integral part of
the resulting contract. This implies that all responses, supplemental information,
and other submissions provided by the proposer during discussions or negotiations
will be held by the Village as contractually binding on the successful proposer.
10. INCURRED COSTS:
The Village will not be liable in any way for any costs incurred by respondents in
replying to this RFP. Contractor agrees to comply with all laws, ordinances, and
rules of the Village and the State of Illinois.
Page 7
11. CONTRACTOR RESPONSIBILITIES:
The selected Contractor will be required to assume responsibility for all services
offered in this proposal. The Village will consider the selected Contractor to be
the sole point of contact with regard to contractual matters, including payment of
any and all charges resulting from the contract.
12. DEFAULT:
The contract may be canceled or annulled by the Village in whole or in part by
written notice of default to the Contractor upon nonperformance or violation of
contract terms. An award may be made to another contractor with services
similar to those so terminated. Failure of the Contractor to deliver services within
the time stipulated on his offer, unless extended in writing by the Owner, shall
constitute contract default.
Section 2. Proposal Instructions
A. General Information
Seven (7) copies of the proposal shall be submitted in a sealed envelope to:
Blaine Wing
Assistant Village Manager/
Board of Fire and Police Commission Liaison
Village of Oak Brook
1200 Oak Brook Road
Oak Brook, IL 60523
and clearly marked on the outside of the envelope "Fire Department and Police Department
Testing Services" on or before 4:00 p.m. Friday, February 15, 2013. Any proposal received
after this date and time will be refused.
Lengthy, detailed proposals are not required. Proposals are intended to be an expression of
interest in providing services for the project, as well as background information on the firm and
on its professional qualifications.
B. Documentslinformation to be Submitted.
Proposal Form (Section C below) and Narrative
References (Section D below)
Contractors Certification (Section E below)
Sexual Harassment Policy (Section F below)
Statement of Qualifications
Provide background information on your firm including, but not limited
to, the age of the business, the number of employees, and pertinent
Page 8
financial data that will permit the Village to determine the capability of
the proposer to meet all contractual requirements.
List the abilities, qualifications, and experience of the persons who
would be assigned to the engagement and their experience on similar
contracts.
Project Approach
Project Timeline
Cost and Price Analysis
• Provide an itemized price analysis with the proposal to support the
reasonableness of your offer. Provide hourly rates and other
expenses that would apply to this RFP.
Page 9
C. Proposal
In compliance with this Request for Proposals, and subject to all conditions thereof, the
undersigned offers and agrees, if this proposal is accepted, to furnish the services as outlined
herein for the Village of Oak Brook at the amount indicated, subject to modification through
negotiations. The time and material, not to exceed, cost proposed shall include all anticipated
expenses.
Entry Level Police Officer
Estimated
Unit Price
Extended Price
# of
Individuals
Staff Commission Training and
X
$
_
$
Process Planning and Implementation
Written Exam
150
X
$
_
$
Oral Exam
50
X
$
_
$
Score Tabulation
1 50
X
$
1 _
$
Additional Proposed Services (please
4
X
$
_
$
attach supporting documentation
X
$
_
$
Entry Level Firefighter/ Paramedic
Estimated
Unit Price
Extended Price
# of
Individuals
Staff Commission Training and
X
$
_
$
Process Planning and Implementation
Written Exam
150
X
$
_
$
Oral Exam
50
X
$
_
$
Score Tabulation
50
X
$
_
$
Additional Proposed Services (please
4
X
$
_
$
attach supporting documentation
X
$
_
$
Fire Battalion Chief
Estimated
Unit Price
Extended Price
# of
Individuals
Staff Commission Training and
X
$
_
$
Process Planning and
Implementation
Exam Materials
4
X
$
_
$
Written Exam
4
X
$
_
$
Oral Interviews
4
X
$
_
$
Additional Proposed Services
X
$
_
$
(please attach supporting
documentation
Page 10
Police Sergeant
Estimated
Unit Price
Extended Price
# of
Individuals
Staff Commission Training and
X
$
_
$
Process Planning and
Implementation
Exam Materials
25
X
$
_
$
Written Exam
25
X
$
_
$
Oral Interviews
25
X
$
_
$
Additional Proposed Services
X
$
_
$
(please attach supporting
documentation
Police Commander
Estimated
Unit Price
Extended Price
# of
Individuals
Staff Commission Training and
X
$
_
$
Process Planning and
Implementation
Exam Materials
6
X
$
_
$
Written Exam
6
X
$
_
$
Oral Interviews
6
X
$
_
$
Additional Proposed Services
X
$
_
$
(please attach supporting
documentation
Estimated Grand Total 1 $
Page 11
Firm
City, State, ZIP:
Signature:
Name Printed:
If a Corporation:
ATTEST:
Secretary
Page 12
D. References
Your Company Name:
(Please Print)
The Proposer shall list five (5) current references with needs similar to the Village of Oak Brook
for whom Proposer has provided comparable services. Please include company name,
address, telephone number, year(s) employed by referenced firms, contact person, and type of
work you performed for that entity.
1. Company Name /Municipality:
Address:
Phone:
Type of Work and Date Performed:
2. Company Name /Municipality:
Address:
Contact
Phone: ( ) Contact
Type of Work and Date Performed:
3. Company Name /Municipality:
Address:
Phone: ( ) Contact Person:
Type of Work and Date Performed:
Page 13
4. Company Name /Municipality:
Address:
Phone:
Type of Work and Date Performed:
5. Company Name /Municipality:
Address:
Person:
Phone: ( 1 Contact Person:
Type of Work and Date Performed:
Page 14
E, Contractors Certification
The undersigned, being first duly sworn an oath, deposes and states that he has the authority to
make this certification on behalf of the proposer for the construction, product, commodity, or
service briefly described as follows:
"Fire Department and Police Department Testing Services"
(A) The undersigned certifies that, pursuant to Chapter 720, Section 5/33E of the Illinois
Compiled Statutes, 1993, the proposer is not barred from bidding on this contract as a
result of a conviction for the violation of State of Illinois laws prohibiting bid - rigging or
bid - rotating.
(B) The undersigned states under oath that, pursuant to Chapter 65, Section 5/11 -42.1 -1 of the
Illinois Compiled Statutes, 1993, the proposer is not delinquent in the payment of any tax
administered by the Illinois Department of Revenue.
(C) The undersigned certifies that, pursuant to Chapter 775, Section 5/2 -105. of the Illinois
Compiled Statutes, 1993, the proposer has a written sexual harassment policy in place
including the following information:
1. An acknowledgment of the illegality of sexual harassment.
2. The definition of sexual harassment under State law.
3. A description of sexual harassment, utilizing examples.
4. The contractor's intemal complaint process including penalties.
5. The legal recourse, investigative and complaint process available through
the Illinois Department of Human Rights and the Human Rights
Commission.
6. Directions on how to contact the Department or the Commission.
This business firm is: (check one)
Corporation Partnership Individual
Firm Name:
Address:
City, State, ZIP:,
Name
Title:
Telephone: Date:
SUBSCRIBED AND SWORN TO
before me this day
of 20 .
Notary Public
ATTEST:
-SEAL-
Page 15
F. Sexual Harassment Policy
hereinafter referred to as "Contractor' having
submitted a bid /proposal for to the Village of Oak
Brook, DuPage /Cook Counties, Illinois, hereby certifies that said Contractor has a written sexual
harassment policy in place in full compliance with 775 ILCS 5/2- 105(A)(4) including the following
information:
1. An acknowledgment of the illegality of sexual harassment.
2. The definition of sexual harassment under State law.
3. A description of sexual harassment, utilizing examples.
4. The contractor's internal complaint process including penalties.
5. The legal recourse, investigative and complaint process available through the Illinois
Department of Human Rights and the Human Rights Commission.
6. Directions on how to contact the Department or the Commission.
7. An acknowledgment of protection of a complaint against retaliation as provided in Section 6-
101 of the Human Rights Act.
Each contractor must provide a copy of such written policy to the Illinois Department of Human
Rights upon request.
By:
Authorized Agent of Contractor
Subscribed and sworn to
before me this day
Of , 20_
Notary Public
Page 16
Section 3. Review Process
A. Evaluation of Proposals and Selection
The proposals received will be evaluated by the Village on the basis of professional
qualifications, previous experience on similar projects, key personnel assigned to the project,
satisfaction of previous clients on work performed for them, current billing rates of the firm, and
the proposal that best meets the needs of the Village. This proposal is not intended to be
detailed; it is intended to be an expression of interest in providing services for the project, as
well as to provide background information on the firm and its professional qualifications. Firms
will be contacted during the evaluation if further information is needed. The Village may choose
to interview one or more firms before final selection is made.
This Request for Proposal does not commit the Village to award a contract, to pay any costs
incurred in the preparation of a proposal based on this request, or to procure or contract for
services. All proposals submitted in response to this Request for Proposal become the property
of the Village. The Village reserves the right to accept or reject any or all proposals received as
a result of this request, to negotiate with qualified consultants, or to cancel in part or in its
entirety the Request for Proposal, if it is in the best interest of the Village to do so. The Village
may require the consultant selected to participate in negotiations concerning contract price or
the nature and extent of services to be provided. The results of such negotiations shall be
incorporated into the final contract between the Village and its consultant.
B. Basis of Award
Village staff will perform an evaluation of the proposals received. Appropriate finalist(s) may be
interviewed by the Village, after which a selection will be made.
The Village reserves the right to reject any or all proposals and to waive any informality or
technical error and to accept any proposal deemed most favorable to the interests of the Village.
The Village will review proposals based on the following criteria:
1. Compliance with RFP. Adherence to all conditions and requirements of the RFP.
2. Understanding of the Project. The proposer's understanding of the engagement, the
Village's objectives, and the nature and scope of the work involved.
3. Services to be Provided. The exact type and nature of the proposer's proposed services
and how they accomplish the objectives of the project.
4. Qualifications of the Proposer. The proposer's capability in all respects to perform fully
all contract requirements, and the integrity and reliability which will assure good faith
performance. This criterion includes:
• The experience of the firm and its record on projects of a similar nature.
• Personnel to be assigned to the project, their education, qualifications, and
experience on similar projects.
• The availability of necessary personnel and other resources to successfully complete
the project specified herein on a timely basis.
5. Costs. Proposed contract price.
Page 17
6. Ability, capacity and skill to fulfill the contract as specified.
7. Ability to supply the commodities; provide the services or complete the construction
promptly, or within the time specified, without delay or`interference.
8. Character, integrity, reputation, judgment, experience and efficiency.
9. Quality of performance on previous contracts.
10. Previous and existing compliance with laws and ordinances relating to the contract.
11. Sufficiency of financial resources.
12. Quality, availability and adaptability of the commodities, services or construction, in
relation to the Village's requirements.
13. Ability to provide future maintenance and service under the contract.
14. Number and scope of conditions attached to the proposal.
15. Record of payments for taxes, licenses or other monies due the Village.
Page 18
F1
T w
This proposal will describe Selection Works' plan to provide entry -level and promotional testing
services per the request for proposals issued by the Village of Oak Brook.
This proposal contains confidential, proprietary information that Selection Works considers trade
secret. We request that you contact Selection Works prior to disclosing or sharing the contents of
this document with any party, pursuant to a Freedom of Information law request or otherwise.
Please contact us with any questions or requests for clarification. We truly look forward to the
opportunity to serve your agency.
Designated Project Contact:
Chad C. Legel, M.S., President & C.E.O.
15.450 Summit Avenue, Suite 110
Oakbrook Terrace, IL 60181
630.812.0400 (local)
855.557.7100 (toll free)
630.282.7037 (fax)
630.390.5687 (cell)
cleaelCeDselectionworks.com
Best Regards,
Chad C. Legel, M.S.
Copyright 0 2013, Selection Works, LLC. Ali rights reserved. Contains confidential and trade secret information.
Section
Page
Executive Summary
1
Project Method
4
Proposed Cost
13
Project Team
15
References
23
Attached Forms:
• Contractor Certification
• Sexual Harassment Policy
ii
Copyright 0 2013, Selection Works, LLC. All rights reserved. Contains confidential and trade secret information.
All
4W
Selection Works has a great deal of experience managing both entry-level and promotional selection
processes. Selection Works has managed, or is in the process of managing, local entry -level testing
processes for agencies such as:
K- Arlington Heights FD
d Des Plaines FD
v- Elmhurst FD
v Glenview FD
a Hinsdale PD
1� Lemont PD
v Morton Grove FD and PD
d Mount Prospect FD
— Naperville FO and PD
Niles FD and PD
F Northbrook PD
F Palatine FD
i Park Ridge PD
Prospect Heights PD
F Roselle PD
Tri -State Fire Protection
W Villa Park PD
i Willowbrook PD
c Wheeling PD
Wilmette FD and PD
In almost every case, Selection Works managed the application process, administered the written
examination and developed the eligibility register on behalf of the agency.
Selection Works has developed innovative solutions that allow agencies to comply with the new
firefighting hiring law in Illinois. Specifically, Selection Works offers a test that functions much like an
oral interview to minimize the need for conducting large quantities of candidate interviews.
Selection Works has also designed and administered promotional testing processes for agencies such
as Lincolnshire PD, Des Plaines PD, and Morton Grove FD. We are currently in the process of
designing promotional testing processes for Elmhurst FD, Des Plaines FD, Grayslake PD and Palatine
PD.
In addition to our local projects, we are also working with San Antonio Police Department, Augusta
Fire Department, Houston Fire Department and many other agencies nationwide to implement
testing systems.
The project leader for your project, Chad Legel, M.S., has over 13 years of experience designing and
deploying entry -level and promotional testing solutions in some of the most challenging and litigious
climates. One of Mr. Legel's notable achievements was the development of a testing process that
withstood the scrutiny of the U.S. Supreme Court in the landmark Civil Rights Act law suit Ricci v.
DeStefano. Mr. Legel developed a promotional testing process for the New Haven, CT Fire
Copyright ® 2013, Selection Works, LLC. Ali rights reserved. Contains conf/dendal and trade secret information.
Department, which the City s Civil Service Commission opted not to use. Candidates filed suit under
protections afforded by Title VII of the Civil Rights Act and the U.S. Supreme Court concluded that the
testing process was fair and valid and met the rigorous professional standards associated with test
development. The High Court required that New Haven implement the results of the testing process.
Mr. Legel was instrumental in providing evidence to defend the validity and fairness of the testing
process.
Selection Works" serves public safety agencies by providing a full range of human resources and
personnel selection services. The consultants at Selection WorksTM are trained in the field of
Industrial /Organizational Psychology and are experts in personnel selection (testing and assessment
methods) and psychometrics (the science of psychological measurement). Our consultants have
decades of experience building and perfecting entry -level and promotional assessments for public
safety agencies, delivering best - practices training, evaluating testing systems, and providing human
resources solutions. Mr. Legel also spends a great deal of time educating public safety agencies as to
methods for achieving greater diversity in entry-level and promotional testing outcomes. If you're
looking for products and services that meet the highest technical standards, delivered with
exceptional customer service, then Selection Works' is your firm.
Selection Works' goal in designing tests /assessments is to ensure that an agency hires or promotes
the best candidates and that the decisions that are made based on our selection tools are defensible.
We believe that if you select the best individuals, your agency will function like a well -oiled machine.
Selection Works" 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. Selection WorksTM' is committed to improving the state of public safety selection
through a commitment to the science of selection and through education.
Selection Works is a value- driven organization. We are guided by four core values: a commitment to
ensuring that our tests and assessments reflect best - practices in the science of selection, a
commitment to providing our clients with successful testing solutions and a remarkable consultant -
client experience, a commitment to educating our clients as to what we are doing and why, and a
commitment to putting the nation's best consulting team at your disposal. These values will be
evident to you every step of the way.
0 Commitment to the Science of Selection
The development, validation and use of tests and assessments are based on the science of personnel
selection and psychometric theory. The science of test design and validation ensures that the test can
Identify qualified candidates and can withstand the rigors of legal scrutiny should the use of the test
ever be challenged. Individuals that develop and implement tests and assessments need to be
thoroughly trained in Personnel Selection and Psychometric Theory and have a firm grasp of the field
of Industrial Psychology. Too often, testing tools are not constructed in a manner that ensures their
validity or defensibility. Not only is this risky, but it doesn't provide any assurance that the client is
finding the most qualified individuals to hire and promote. In short, when you ignore the science of
testing, you risk not identifying those individuals that are going to best contribute to the success of
Copyright 0 2013, Selection Works, LLC. All rights reserved. Contains confidential and trade secret information.
your organization. Selection Works— 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.
Commitment to the Service of Selection
Tests 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 tests 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 be flexible and responsive to our clients.
Customer service is a common claim but it is rarely delivered to the proper degree. The founding
members of Selection Works' 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 fad 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 both provide state- of -the-
art testing tools and educate our clients about how to best design and deploy their selection
processes. We are committed to objectively and professionally working with test user's to educate
them about the strengths and weaknesses of testing methods and to impart proper expectations
about the value and utility of the tools from which they can choose. The founding members of
Selection WorksTM are responsible for establishing an annual forum 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.
Copyright 0 2013, Selection Works, LLC All rights reserved. Contains confidential and trade secret Information.
" ,;
This section will review the products and methods that Selection Works will implement to design
entry-level and promotional testing processes.
Entry -Level Assessment
Selection Works provides a full range of entry-level testing and assessment services to assist Fire and
Police Commissions in managing all aspects of the screening process. This proposal will discuss a
number of services from which the commission can select:
• Management and processing of candidate applications
• Provision, administration and scoring of the written examination
• Provision of a situational judgment test that assesses job skills in much the same fashion as a
traditional structured oral interview
• Development and administration of a traditional structured oral interview
Job Application Processing
Selection Works manages the posting and processing of applications for firefighter and police officer
positions. We handle all aspects of the application process, such as responding to candidate inquires
and screening documents, to ensure that this process is a minimal burden to your municipality.
Selection Works will work with your agency to craft an informational sheet that describes the
minimum police officer job qualifications, starting salary, anticipated job openings and basic
information department. This document will be used to drive applications to Selection Works via our
toll -free phone number, website or e-mail.
Selection Works will also craft a job advertisement based on this information sheet. The job
advertisement will be provided to the Commission so that the Commission can advertise in its
preferred locations (e.g., the Blueline, local papers, etc.). In addition, Selection Works will post your
advertisement with our network of Illinois criminal justice programs or fire science programs.
The informational sheet will be posted on Selection Works website (www.selectionworks.com).
Candidates will be able to obtain the application via this website. Generally, the Commission will
charge an application /testing fee that will be paid by the candidate. The website will collect this fee
(if applicable). The application and any necessary documents (e.g., transcripts, driver's license, birth
records, release forms, etc.) will be returned to Selection Works by the stated deadline. Selection
Works staff will review the applications, verify that individuals meet the necessary application
requirements, and verify the receipt of essential documents. Consistent with the guidelines of the
Commission on the Accreditation of Law Enforcement Agencies (CALEA), a grace period will be
granted prior to the written exam during which candidates will be notified of deficiencies in their
application submission and allowed to correct them prior to the written exam.
Copyright 0 2013, selection Works, LCC All rights reserved. Contains confidential and trade secret information.
Eligible candidates will be notified that their application has been accepted and that they are invited
to appear at the written exam. Following the written exam, Selection Works will notified candidates
of their pass /fail status and schedule candidates for the next step in the process (as necessary).
Selection Works will also assist the agency in constructing the initial and final eligibility lists as
required by local commission rules. The application files collected during the application process will
be duplicated and turned over to the Commission.
Entry level Examination Administration and Scoring
Selection Works provides a firefighter examination, the Firefighter Selection Tool (FST) and a police
officer examination, the Law Enforcement Officer Selection Tool (LST). These tests are engineer to
maximize test validity while improving diversity in testing outcomes.
The FST and LST are entry-level examinations that assess a variety of job-related dimensions including
cognitive ability, personality and behavioral tendencies, and biographical experiences. Each of these
dimensions independently predicts important facets of job performance. For this reason, each of
these dimensions is scored and contributes to the candidate's total score on the examination.
The total test administration time period for each test is two and one half (2.5) hours. The first
section contains a grouping of non - cognitive test questions. This section will be administered first and
will have a maximum time limit of 30 minutes. Once the 30 minute time period has expired, the
cognitive section of the test will be administered with a maximum time limit of two hours. The test
administrator /proctor will read brief instructions to the test - takers between these two sections;
otherwise, there will be no break between the two sections.
Design and Administration of the Situation -Based Styles Assessment (SBSA'")
The SBSA is a situational judgment test that can be administered along with the entry-level
examination. There is an SBSA specific to firefighter hiring and another specific to law enforcement
hiring. The SBSA assesses the same skills that are measured during traditional oral interviews but
uses a written, multiple- choice format to maximize efficiency. The SBSA was designed to be an
effective proxy for the oral interview and is designed in a highly similar manner. When candidate
numbers become quite large, typically above 50 candidates, Commissions will often reduce the time
devoted to each candidate or the will select an interview method that is less- than - optimal. These
decisions are born out of the practical need to interview a large number of individuals in a short
period of time; however, they result in a less thorough and standardized process. The SBSA can assist
commissions by maintaining a high degree of standardization and by assessing a wide array of job
skills.
The SBSA can be customized by the local agency such that the questions contained in the SBSA are
scored in such a way that enables the test to identify the best suited candidates for your agency.
Copyright 02013, Selection Works, LLC. Ali rights reserved. Contains confidential and trade secret information.
Promotional Assessment
Following is information describing Selection Works conventional promotional test development
methods. These methods can be modified /tailored to best accommodate your agencies.
Written Job Knowledge Examination Development and Validation
A multiple choice job knowledge examination is an excellent tool for assessing raw job knowledge. In
order to be effective and well- accepted, a job knowledge test must be drafted from relevant sources
and contain questions that are directly related to essential functions of the job. The process of
designing and deploying a successful written examination includes a number of steps:
• Examination plan development
• Source selection
• Question development
• Question review
• Cut -off score determination
• Test finalization
• Scoring and challenge /appeal management
Exam Plan Development and Source Selection
A job knowledge examination is supported by content validity evidence, which means that the
content of the test much match the content of the job. Specifically, the test should assess those
knowledge areas that are essential and directly job-relevant. Essential knowledge areas are
determined based on the job analysis. A group of subject matter experts (SMEs) will be convened to
review the essential knowledge areas that are identified in the job analysis results and will make a
determination as to those knowledge areas that can reasonably be assessed using a written job
knowledge test. Once a collection of knowledge areas is determined, SMEs will rate the relative
importance of each of these knowledge areas. Areas that are rated as more important will be
allotted more questions in the exam, therefore the coverage of those knowledge areas will be
broader and deeper.
Once the exam plan is constructed, SW will guide SMEs in the selection of source, or reference,
materials. These will be the internal and, possibly, external manuals and texts from which the
questions will be drafted. For each essential knowledge area identified in the exam plan, SMEs will
identify the source(s) that impart that knowledge. Internal sources such as rules and regulations,
policies, procedures, memoranda, union agreements, employee handbooks, etc. often serve as
important source materials. SW will assist SMEs in selecting a comprehensive and sound collection of
source materials. If the agency already has a reference list in place, SW will work with SMEs to link
each reference to essential job tasks as outlined by the exam plan. Another critical element of source
selection is identifying the chapters and sections of each source that most appropriately cover the
knowledge area of interest. SW will work with SMEs to narrow each source down to the specific
sections from which questions should be drawn. By engaging this process, we will achieve a test that
covers the most relevant and important content.
Copyright ® 2023, Selection Works, LLC. Ali rights reserved. Contains confidential and trade secret information.
Exam Finalization
The exam will be arranged by grouping questions together from the same source. Headings will be
inserted into the test to instruct candidates concerning the source material from which each group of
questions is selected. This strategy will assist with recall and will minimize candidate confusion. The
final 100 - question test will be professionally designed and meticulously proof -read to ensure
accuracy.
SW will prepare the necessary quantity of test booklets along with scannable answer sheets. SW will
also oversee the administration of the written examination. We will provide sufficient proctors to
deliver test instructions, monitor candidates and collect and secure test materials. SW will also
provide necessary materials such as pencils, scratch paper, timers, etc.
Scoring
SW will score the examinations following their administration. We will collect all test answer sheets
and bring them to our offices in Oakbrook Terrace, IL. All answer sheets will be scanned by optical
mark read (OMR) scanners to accurately compile candidate responses. Data will then be 'cleaned' by
visually inspecting any data points that the scanner was unable to read. Our test scoring specialist
will confirm the intended marking of the candidate and manually correct any missing data. Finally, a
scoring program will be run on the data to accurately grade the candidate's collection of exam
responses. This scoring program will generate a final score for each candidate. This entire process
will be performed twice to ensure the accuracy of data capture and scoring procedures. Once we
confirm that scores generated through the duplicate processes are identical, a final register of scores
will be produced. This process generally is completed within two business days once answer sheets
arrive in Oakbrook Terrace. Scores will be professionally formatted in an MS Excel' format and
electronically delivered to the client in a secure manner. It is also possible to provide onsite scoring
services.
Challenge /Appeal Process
It is customary to conduct a review process that affords candidates the opportunity to file
appeals /challenges to the content of the written examination. The purpose of this process is to
empower candidates to critically evaluate the content of the written examination to ensure its
accuracy and job - relatedness. While the test development process is designed to produce accurate
and job - related test content, the candidates' ability to review and question test content ensures
candidate buy -in and a fair end result. SW recommends that the appeal /challenge process be
conducted immediately following the administration of the written examination by allowing
candidates to self -score their exams (using a copy of their answer sheet and an answer key) at the
conclusion of the test administration. If the candidate wishes to challenge any of the test items, they
will be afforded a limited period of time during this session to file a written challenge. These
challenges will then be collected by SW and a written response to each challenge will be generated
and submitted to the client for review. It is also possible to conduct the appeal /challenge process in
the days following the exam administration. If this is preferable, SW will work with the client to
design a manageable challenge procedure.
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Assessment Center Development, Validation and Administration
Assessment centers are excellent promotional evaluation tools because they place candidates in high -
fidelity simulations of the job to determine how the candidate will react to challenging and stressful
job tasks. In order to be highly valuable, the assessment center must have high - fidelity simulations of
critical job activities and must induce stress on the candidate in realistic and appropriate ways. When
these factors are in place, the assessment center will be both valid (capable of identifying the best
suited candidates) and reliable (yield accurate scores for each candidate).
Assessment centers are effective because they assess candidate skills in a realistic environment.
Assessment centers are less susceptible to faking than other types of less rigorous assessments.
When candidates are not capable of easily faking, or acting in unnatural manners, the reliability of the
assessment is increased. The way to accomplish this is to ensure that the assessment is sufficiently
(and realistically) complex and stressful. The complexity combined with natural stressors will inhibit
the candidates from being able to spend cognitive resources determining a socially desirable
response and will, instead, force the candidate to behave in a natural manner. This allows assessors
to see the candidate as he /she truly is and rate him /her accordingly.
Assessment Plan Development and Exercise Selection
The first step in the development of an assessment center is to design an assessment plan. This
consists of a list of the skills and abilities that will be assessed, along with the specific exercise that
will be used to assess those skills and abilities. Selection Works' consultants will meet with local
subject matter experts to review job analytic information and identify essential skills and abilities that
should be assessed for the target rank —we will guide subject matter experts to make sure that the
most essential skills are included in the assessment plan.
Selection Works has developed a comprehensive model of skills and abilities for public safety
assessment. We seek to ensure that your agency's job analytic information supports this model.
Following is an overview of the skill and ability model we use to design assessment content.
Dimension
Sub-Dimensions
Definition
Management
Supervisory Skill
The management of subordinate performance by identifying personal
and Leadership
strengths and weaknesses, enacting plans to develop weaknesses, monitoring
Skills
and documenting performance, and providing counseling and direction as
necessary.
Motivation Skill
Encouraging others to develop strategies to achieve goals and to work
diligently toward the attainment of those goals.
Goal- Setting Skill
Identifying an incremental plan that enables one to achieve an end result that
is currently outside his /her grasp.
Presence
Skill at managing one's presentation and conducting oneself in a manner that
engenders confidence and trust from others by exercising self- assuredness
and confidence during challenging times.
vision
Identifying a goal or purpose that unifies others and motivates others to work
together for a common purpose.
Incident Command
Exercising tactical knowledge with sound judgment in processing numerous
Skill
strains of information during a rapidly evolving sequence of events.
Stress Tolerance/
Maintaining a calm and rational thought process and demeanor amid chaos or
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Once the target skills are identified, the consultant and subject matter experts will identify job
activities for the target rank(s) where these skills are typically used /expected. The end result of this
exercise will be an assessment matrix, or plan that identifies the skills that each selected exercise will
seek to assess. The consultant will work with subject matter experts to identify a job - related scenario
that will be'fleshed out' by the consultant to create a detailed assessment center exercise. We
target the development of three to four exercises for each rank based on time constraints, candidate
numbers and skill breadth. Following is detail regarding typical assessment center exercise types.
These types of exercises are used as a starting point to help foster the development of realistic job -
scenarios that can be converted in complex assessment center exercises.
9
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Composure
heightened levels of stress.
Initiative
Propelling oneself to pursue objectives and accomplish goals based on an
internal drive to succeed.
Administrative
Planning
Outlining a step -by -step method for addressing challenges of various degrees
Skills
of complexity. Managing one's time to accomplish items of highest priority
while leaving sufficient time to address other less critical Items.
Organizing
Maintaining order and clear systems and structures that facilitate the efficient
completion of tasks.
Budgeting
Allocating financial resources to various line items based on organizational
value. Making decisions regarding the allocation of limited resources and
managing that allocation to ensure that budgets are not exceeded.
Interpersonal
Relationship
Interacting with others in a pleasant and comfortable manner so as to build
Skills
Building
trust and rapport.
Public Relations
Understanding the manner in which the organization needs to be presented to
the community at large and making necessary efforts to work with the public
while protecting the integrity of the organization.
Customer Service
Identifying the needs and concerns of others and making a concerted effort to
deliver services that address those needs and concerns.
Conflict Resolution
Working with Individuals to identify problems, identify solutions and negotiate
mutually acceptable outcomes. Also, working with opposing sides to make
good faith efforts to pursue solutions and honor agreements.
Teamwork/Team
Effectively working with others to accomplish mutual goals. The ability to
Building
encourage collaboration and put the right people together to create the most
productive teams.
Critical Thinking
Problem Solving
The ability to identify a problem and use available information and resources
Skills
to solve problems. Often, information is gathered through critical thinking and
Investigation.
Judgment/Decision
Processing contextual information and known objectives while weighing
Making
various options and their respective outcomes, in order to arrive at a solution
that yields the greatest benefit with the least risk.
Communication
Verbal
Using spoken language, as well as non - verbal styles (appearance, posture,
Communication
gestures, cadence) to communicate clear thoughts.
Presentation Skill
Using language and non - verbals effectively to engage a group and clearly
communicate a message in a formal or semi - formal presentation setting.
Written
Ustngwritten language (word choice, punctuation, grammar and syntax) to
Communication
communicate clear thoughts.
position- Speciflc
Tactical Skill
Using acquired tactical knowledge to select proper tactical procedures and
Skills
deploy them effectively to control a scene /scenario.
Pumping/Driving
Maneuvering the apparatus and effectively controlling its capabilities (aerial
(Fire Engineers)
ladder deployment or pumping).
Once the target skills are identified, the consultant and subject matter experts will identify job
activities for the target rank(s) where these skills are typically used /expected. The end result of this
exercise will be an assessment matrix, or plan that identifies the skills that each selected exercise will
seek to assess. The consultant will work with subject matter experts to identify a job - related scenario
that will be'fleshed out' by the consultant to create a detailed assessment center exercise. We
target the development of three to four exercises for each rank based on time constraints, candidate
numbers and skill breadth. Following is detail regarding typical assessment center exercise types.
These types of exercises are used as a starting point to help foster the development of realistic job -
scenarios that can be converted in complex assessment center exercises.
9
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posed Costs
,..
Entry-Level Police officer
Estimated # of
Candidates
Unit
price
Extended
Price
Staff /Commission Training and Process Planning and
Implementation — Management of candidate applications
200
$19
$3,800
Written Examination (LST)
150
$16
$2,400
Oral Interview Development
(flat fee)
$1,250
$1,250
Score Tabulation
(flat fee)
$425
$425
Provision of SBSA as interview substitute
150
$10
$1,500
Entry-Level Firefighter /Paramedic
Estimated #of
Candidates
Unit
price
Extended
Price
Staff /Commission Training and Process Planning and
Implementation —Management of candidate applications
200
$19
$3,800
Written Examination (FST)
150
$16
$2,400
Oral Interview Development
(flat fee)
$1,250
$1,250
Score Tabulation
(flat fee)
$425
$425
Provision of SBSA as interview substitute
1 150
$SO
$1,500
Fire Battalion Chief (4 candidates)
Estimated # of
Candidates
Unit
price
Extended
Price
Staff /Commission Training and Process Planning and
Implementation
(flat fee)
$680
$680
Written job knowledge examination development
(flat fee)
$3,750
$3,750
Development and administration of assessment center
(flat fee)
$5,440
$5,440
Scoring and candidate feedback
(flat fee)
$250
$250
Police Sergeant (25 candidates)
Estimated # of
Candidates
Unit
price
Extended
Price
Staff /Commission Training and Process Planning and
Implementation
(flat fee)
$680
$680
Written job knowledge examination development
(flat fee)
$3,750
$3,750
Development and administration of assessment center
(flat fee)
$6,460
$6,460
Scoring and candidate feedback
(flat fee)
$750
$750
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Police Commander (6 candidates)
Estimated # of
Candidates
Unit
price
Extended
Price
Staff /Commission Training and Process Planning and
Implementation
(flat fee)
$680
$680
Writtenjob knowledge examination development
(flat fee)
$3,750
$3,750
Development and administration of assessment center
(flat fee)
$5,440
$5,440
Scoring and candidate feedback
(flat fee)
$250
$250
The following estimated grand total cost is based on the inclusion of all services listed. Note that some
services are optional. In the case of entry-level testing, the Village may wish to assess a fee to defray the cost
of application processing services. Such a testing fee is not considered in this cost analysis.
Estimated Grand Total $50,630
14
Copyright ® 2013, Selection Works, LLC. All rights reserved. Contains confidential and trade secret Informotion.
Protect Team
The project team that Selection Works will assign to your project consists of some of the most
talented and respected consultants in the industry. Furthermore, you will work directly with our
senior staff members, who will be onsite conducting the work. We will never send inexperienced
personnel to handle any part of your project. Our team has ample experience in public safety testing
and assessment and litigation related to public safety test design. Our team is also well versed in
methodologies to reduce disparate impact against protected classes (adverse impact). Our
consultants provide training on this topic and weave these methods into every project we perform.
All consultants hold advanced degrees in Industrial /Organizational Psychology and have developed
numerous entry -level and promotional assessment processes for law enforcement, fire service and
emergency medical services agencies across the nation. The following table introduces our
accomplished project team, followed by a professional profile and background statement for each
member.
Project Team Overview
Project
,.
Public
Testing Experience
Chad Legel, M.S.
Project Assessment center design, entry-level
13 years
President and CEO
Leader, Senior assessment, physical ability testing, job and
Consultant organizational analysis, psychometric theory
Mark Tawney, Ph.D.
Senior
Psychometric theory, entry-level
7 years
Director of Research &
Consultant
assessment, job and organizational analysis,
Development
research design, performance appraisal
Chris Litcher, Ph.D.
Senior
Assessment center design, job and
10 years
Consultant
organizational analysis, psychometric
theory, organizational development
Jamie Willett
Technical
Language arts, job analysis
5 years
Writer
'This project team is supported by additional administrative staff and job analysts. We also rely on legal
support from a well- respected employment litigation firm due to the litigious nature of public safety selection.
0 Chad C. Legel, M.S., President & CEO, lead Consultant
Mr. Legel is the founder and principal member of Selection Works (SW). Mr. Legel has 13 years of
experience in the highly- specialized 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. Prior to founding SW, he led the operations and consulting practice of 1/0 Solutions,
one of the most successful public safety consulting firms in the nation. Mr. Legel holds a Master's
degree in Industrial /Organizational Psychology from the Illinois Institute of Technology in Chicago IL
(2000) and has completed coursework toward a Ph.D. in the same field. He holds a Bachelors degree
in Psychology from Cornell College. Mr. Legel has established himself as a prominent and respected
15
Copyright 0 2013, Selection Works, LLC. All rights reserved. Contains confidential and trade secret Information.
authority in state -of- the -art assessment techniques within public safety agencies. He has provided
training for a majority of the professional personnel and human resources management associations
and has provided consulting services for the largest police and fire agencies in the nation.
One of Mr. Legel's notable achievements was the development of a testing process that withstood
the scrutiny of the U.S. Supreme Court in the landmark Civil Rights Act law suit Ricci v. DeStefano
(129 S. Ct. 2658, 2671, 174 L. Ed. 2d 490 (2009)). Mr. Legel developed a promotional testing process
for the New Haven, CT Fire Department, and in response to the racial identification of those
individuals that scored highest on the testing process, the city decided not to use the results of the
test. The high scoring candidates filed suit under protections afforded by Title VII of the Civil Rights
Act and the U.S. Supreme Court concluded that the testing process was valid and met the rigorous
professional standards associated with test development. The High Court required that the City of
New Haven implement the results of the testing process. Mr. Legel was instrumental in providing
evidence to defend the validity of the testing process and has gained prominence as an authority on
the design and validation of public safety promotional testing processes.
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 managed in the past eleven years:
Client
Project Title
Timeframe
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
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
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a
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 Sheriffs 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, W I
Development of a sheriff deputy physical ability test
2007
Arlington Heights, IL
Development of a police sergeant interview process
2006
Chicago, IL
Validation of a firefighter examination
2006
Cobb County, GA
Development and administration of police sergeant and 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
Crystal Lake, IL
Development of a firefighter physical ability test
Denver, CO
Development of a police captain assessment center
Massachusetts Port Authority
Development of promotional testing processes for fire lieutenant,
captain and assistant chief
P2005
Reading, MA
Development of a police chief assessment process
Arlington Heights, IL
Development of a police officer interview process
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
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17
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
Gwinnett County, GA
Development of a police corporal promotional assessment process
2000
GW nett 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, CH
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
Mr. Legel also has conducted a great deal of training related to public safety assessments. Following
is a sampling of the training presentations that have been designed and delivered by Mr. Legel.
• "Achieving Racial Diversity in Public Safety Testing," Washington State Civil Service Meeting,
Ellensburg, WA, September 2011
• "Best Practices and Considerations in Response to the Illinois Firefighter Hiring Act (Public Act 97-
0251)," Illinois Public Employer Labor Relations Association (IPELRA), Hoffman Estates, IL,
September 2011
• "Improving Firefighter Selection Practices: Diversity, Recruiting, Oral Interviews and Assessment
Centers," Wisconsin Fire Chiefs Education Association Annual Meeting, Green Bay, WI, September
2011
• "Understanding Metrics of Fairness: Adverse Impact, Standardized Mean Differences, and
Significance Testing," International Personnel Assessment Council (IPAC), Washington DC, July 2011
• 'Testing and Assessment Concepts and Best Practices," Connecticut Consortium of Municipalities,
Wallingford, CT, June 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
Copyright 02013, Selection Works, LLC All rights reserved. Contains confldential and trade secret Information.
18
• "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
Following is a brief overview of the major litigation in which Mr. Legel has been Involved as an expert
witness:
• City of Clarksville Police Department -Promotional process challenge - 2002
• 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))
• City of Austin Fire Department - Entry-level firefighter selection arbitration - 2011
Mr. Legel is a member of the Society of Industrial and Organizational Psychologists (STOP) and the
International Personnel Assessment Council (IPAC).
0 Mark W. Tawney, Ph.D., Vice President and Director of Research & Development, Senior Consultant
Mr. Tawney is the cofounder and a principal member of Selection Works (SW). Mr. Tawney has seven
years of experience in public safety testing and assessment and prior to founding SW, he led the test
publication and research and development of a major national public safety testing firm. Mr. Tawney
is a gifted psychometrician and test validation expert. He holds Ph.D. in Industrial /Organizational
Psychology from Illinois Institute of Technology, and a Master's degree in Experimental Psychology
from DePaul University in Chicago IL (2005).
Mr. Tawney's major area of research and contribution to the field of 1/0 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. In doing so, Mr. Tawney's research is largely focused on
methods to maximize the validity of assessment batteries, while minimizing disparate impact of those
batteries.
In addition to Mr. Tawney's previous work, leading a test publication and research and development
division of a major national public safety firm, Mr. Tawney also managed many consulting projects.
The following table provides a small sampling of Mr. Tawney's projects over the past few years.
Client
Project Description
Timeframe
Dell Computers
Developed globally administered sales talent assessment tool used by Dell to
2009 -2011
aid in a larger organization change initiative.
• Managed the IT infrastructure development of a web administration
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Mr. Tawney has delivered numerous presentations and has authored many scholarly articles,
including:
i
• 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
leadermember 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.
20
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application to allow for global deployment of the assessment tool.
Managed and evaluated assessment tool's translation into 6 languages by
means of structural equation modeling.
Austin TX Fire
• Served as technical expert and legal support for the development,
2010 -2011
Department
validation, and implementation of entry-level selection process.
San Antonio
• Developed custom entry-level police and fire selection tools.
2009 -2011
Florida Department of
• Developed, validated and Implemented statewide assessment program for
Law Enforcement
entry-level criminal justice officers and managed statewide client service for
2006 -2011
this program
Seattle Fire Department
• Designed a testing process and customized scoring solution for firefighters.
2011
Cook County Merit Board
• Developed and presented county -wide candidate orientation and test
2009 -2011
preparation program for the County's entry -level criminal justice officer
positions.
Bridgeport CT Police
• Served as technical expert for the development, validation, and
2010
Department
implementation of entry -level selection process.
Missouri State Highway
• Validation of entry-level trooper examination process.
2007 -2010
Patrol
• Conducted longitudinal study to validate integrity exam for entry-level
troopers.
NY State Police
• Served as technical expert for the development, validation, and
2009
implementation of entry -level selection process.
Milwaukee Fire
• Developed transportability study and served as technical expert for the
2008
Department
development and implementation of the entry-level selection process.
Wisconsin Emergency
• Served as technical expert for the development of EMT— Intermediate
2008
Medical Service Board
Technician exam.
Developed, Implemented and supported state wide web - application system
for the delivery of EMT — ]-Tech exam program.
Mr. Tawney has delivered numerous presentations and has authored many scholarly articles,
including:
i
• 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
leadermember 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.
20
Copyright 0 2013, Selection Works, LLC. All rights reserved. Contains confidential and trade secret information.
• 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 (10013) Conference, Indianapolis, IN.
• Tawney, M. W., and Lehn, D. (2003). Individual difference in sensory threshold forself- relevant
stimuli as o function of self - consciousness. Presented at Midwest Psychology Association, Chicago,
IL.
• 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.
Mr. Tawney has developed and researched numerous nationally published examinations and has
worked with the US Department of Justice to facilitate the review and approval of these
examinations. Mr. Tawney has also presented several educational seminar to public safety agencies
regarding the best practices and methods of personnel selection. In addition to his work in the public
safety industry, Mr. Tawney has taught Advanced Statistics and Advanced Cognitive Psychology at the
Illinois Institute of Technology and DePaul University. Mr. Tawney is a member of the Society of
Industrial and Organizational Psychologists (SIOP) and the International Personnel Assessment
Council (IPAC).
Chris Litcher, Ph.D., Senior Consultant
Dr. Litcher specializes in the development and validation and public safety promotional examinations
and assessment centers. He has ten years of experience in selection and assessment design. Dr.
Litcher has developed, validated and administered selection processes for the following agencies:
• Aurora CO Fire: Lieutenant Assessment Center
• Aurora CO Police: Sgt. and Lt. Exams and Assessment Centers
• Bedford MA Police: Lieutenant Assessment Center
• Dallas Police: Lieutenant Assessment Center Review
• Florida Department of Law Enforcement: Validation of a Statewide Basic Abilities Test
• Gwinnett County Police: Corporal, Sergeant and Lieutenant Exams and Assessment Centers
• Jacksonville FL Sheriff: Sergeant and Lieutenant Exams and Assessment Centers
• Kansas Board of EMS: Licensure exams for First Responder, EMT -Basic and EMT - Intermediate
levels
• Lexington KY Fire: Job analysis and written exam development for Lt., Capt. and Batt. Chf.
ranks
• Los Alamos NM Fire: Engineer written exam and pumping/driving assessment
• Missouri Highway Patrol: Trooper job analysis and entry -level test validation
• New Jersey State Association of Chiefs of Police: Development of hiring standards for crossing
guards
• Orange County FL Fire Rescue: Lt. and Batt. Chf. written exams and assessment centers
Copyright 0 2013, Selection Works, 11C. All rights reserved. Contains confidential and trade secret information.
21
• Portland ME Fire: Lt. and Capt. written exams
• Portland ME Police: Sgt. and Lt. written exams
• Providence RI Police: Lt. written examination
• Redmond WA Police: Entry -level structured oral interview for police officer
• Shelby County TN Fire: Written exams and assessment centers for Lt., Capt. and Batt. Chf.
• Southern NV EMS District: Licensure exams for EMT - Basic, EMT - Intermediate and Paramedic
levels
• Springfield MO Police: Sgt. and Lt. written exams and assessment centers
• St. Lucie County FL Fire: Lt., Capt., and Batt. Chf. exams and assessment centers
• Tacoma WA Police: Detective, Sgt., Lt., and Capt. examinations
• Vermont Dept. of Public Safety: Statewide Officer Retention and Turnover Study
• Wisconsin Department of EMS: Development of EMT -Basic recertification examination
i
Dr. Litcher holds his Master's Degree and Ph.D. in Industrial /Organizational Psychology from DePaul
University in Chicago. Dr. Litcher also has a background in organizational development initiatives and
is a key team member for projects containing organizational analysis, climate assessment, surveys,
etc.
0 Jamie Willett, Technical Writer
Jamie Willett has been working in the public safety selection industry since 2007. Ms. Willett is a
gifted technical writer and is responsible for developing examination content. In addition, Ms. Willett
has managed recruitment and selection processes for over 40 departments public safety agencies.
Ms. Willett has a degree in education and majored in foreign language studies.
22
Copyright 0 2013, Selection Works, LLC All rights reserved. Contains confidential and trade secret information.
Listed below are some of the agencies that Selection Works has worked with recently, These
references are highly familiar with Mr. Legel's project management style. We encourage you to
contact our references and learn firsthand about our consulting capabilities.
Agency
Arlington Heights Fire Department
Contact
Mary Rath, HR Manager
mrath@vah.com
Project
Description
SW managed the entry-level job application process, administered the written examination battery,
compiled final scores and preference points, and assisted in the development of oral interview.
Tfineframe
2012
Agency
Naperville Fire and Ponce Departments
Contact
Kathy MacKenzie
mackenziek@naperville.il.us
Project
Description
SW managed the entry -level job application process, administered the written examination battery,
compiled final scores and preference points, and assisted in the development of oral interview.
Tfineframe
2012
Agency
Villa Park Police Department
Contact
Kim Drury
kdrury@invillapark.com
Project
Description
SW managed the entry-level job application process, administered the written examination battery,
compiled final scores and preference points, and assisted in the development of oral interview.
Tfinefrome
2012
Agency
Des Plaines IL Police Department
Contact
Commander Dan Niemann
847.391.6129
dniemann@desplaines.org
Project
SW developed a written examination and assessment center for the rank of Sergeant. The assessment
Description
center consisted of a tactical exercise, subordinate /citizen role -play series and a written exercise. The
assessment center was administered to 20 candidates. The process also included a candidate orientation
presentation, management of a candidate appeal process and development of feedback reports.
Tfineframe
July 2012— October 2012
Agency
Lincolnshire IL Police Department
Contact
Chief Pete Kinsey
847.913.2341
pkinsey@village.lincolnshire.il.us
Project
SW developed an assessment center for the rank of Sergeant and administered the assessment center to
Description
5 eligible candidates. The assessment consisted of a subordinate role -play exercise, presentation exercise
and a written problem solving exercise. The process also Included a candidate orientation presentation
and the development of candidate feedback reports.
Tfineframe
August 2012 — Octaber 2012 -
23
Copyright 0 2013, Selection Works, LLC. All rights reserved. Contains confidential and trade secret information.
s
Attachments
24
Copyright 0 2013, Selection Works, LLC. All rights reserved. Contains confidential and trade seoet information.
Firm Name:' ;F yWMDA VJ*V ;,,, yVL
Address: A,. s . Lkepo SUMM l'V AyyAAu': 5 CG l 1 t7
Title: OVAI%Ayet1'r �GtriD
Telephone: l[+�.$12•C400 Dater 2 is 13
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Page 12
I
E. Contractors Certification >
The undersigned, being first duly sworn an oath, deposes and states that he has the authority to
make this certification on behalf of the proposer for the construction, product, commodity, or
service briefly described as follows:
"Fire Department and Police Department Testing Services"
(A) The undersigned certifies that, pursuant to Chapter 720, Section 5133E of the Illinois
Compiled Statutes, 1993, the proposer is not barred from bidding on this contract as a
result of a conviction for the violation of State of Illinois laws prohibiting bid - rigging or
bid - rotating.
(B) The undersigned states under oath that, pursuant to Chapter 65, Section 5/11 -42.1 -1 of the
Illinois Compiled Statutes, 1993, the proposer is not delinquent in the payment of any tax
administered by the Illinois Department of Revenue.
(C) The undersigned certifies that, pursuant to Chapter 775, Section 512 -105. of the Illinois
Compiled Statutes, 1993, the proposer has a written sexual harassment policy in place
including the following information:
1. An acknowledgment of the illegality of sexual harassment.
2. The definition of sexual harassment under State law.
3. A description of sexual harassment, utilizing examples.
4. The contractor's internal complaint process including penalties.
5. The legal recourse, Investigative and complaint process available through
the Illinois Department of Human Rights and the Human Rights
Commission.
6. Directions on how to contact the Department or the Commission.
Th isi�usiness firm is: (check one)
v/- Corporation Partnership Individual
SUBSCRIBED ANg SWORN TO
bet a me this 1Z day
of U� 20]3
(\ n_ _ / jtii,.
ATTEST:
=PUSUC AL
LETT
E OF IL LINOIS
IRES:10=2
Page 15
s
F. Sexual Harassment Policy
UAK2 5- hereinafter referred to as "Contractor" having
submitted a bid/proposal for Pl to the Village of Oak
Brook, DuPage /Cook Counties, Illinois, hereby certifies that said Contractor has a written sexual
harassment policy in place in full compliance with 775 ILCS 5/2- 105(A)(4) including the following
information:
1. An acknowledgment of the illegality of sexual harassment.
2. The definition of sexual harassment under State law.
3. A description of sexual harassment, utilizing examples.
4. The contractor's internal complaint process including penalties.
5. The legal recourse, investigative and complaint process available through the Illinois
Department of Human Rights and the Human Rights Commission.
6. Directions on how to contact the Department or the Commission.
7. An acknowledgment of protection of a complaint against retaliation as provided in Section 6-
101 of the Human Rights Act.
Each contractor must provide a copy of such wriA policy t� the Illinois Department of Human
Rights upon request. t � j „ _
Subscribed and svWorn to
bebremethis I`J day
Of 203.
NV Public
Page 16
t
About the Gears...
People wonder about our logo, so a brief history about its evolution is in order. Sinie
.a
i"testing is governed by the field of Industrial Psychology, it is only fitting that the logo anh
company name bear a distinctly "industrial" feel. Gears and-, "works" are quintessential
industrial-.,icons. Gears also represent the field of testing and- assessment because they
( s mbolrze iiental, processes - a large part of what we seek t assess using tests and
,�,as"sessments.,'Gears are also a recognizable part of mechanicarreasoning tests — a well
(' used form of cognitive ability testing. Finally, the four gears represent;our four care values.
These are not just values; these are principles that guide us every day'as!yve make decisions
( about what we deliver to clients and how we best serve the needs of the people with whom
we work. You can read more about our core values at www.selectionworl<s.com.
Ma
(
J
E
s
Visit Us in Person:
i 1 South 450 Summit Avenue, Suite 110
Oakbrook Terrace, IL 60181
855.557.7100 (toll free)
Fax: 630.282.7037 (fax)