HomeMy Public PortalAbout10-8084 Miami Dade College School of Justice Sponsored by: City Manager
Resolution No. 10-8084
A RESOLUTION OF THE CITY COMMISSION OF THE CITY
OF OPA-LOCKA, FLORIDA, TO AUTHORIZE THE CITY
MANAGER TO ENTER INTO AN INTER-LOCAL AGREEMENT
WITH MIAMI DADE COLLEGE, SCHOOL OF JUSTICE,
ASSESSMENT CENTER FOR THE SERGEANT PROMOTIONAL
EXAMINATION. PROVIDING FOR RECITALS; PROVIDING
FOR AN EFFECTIVE DATE
WHEREAS, the City of Opa-locka is seeking services for in-depth administration and evaluation
of its promotional examination for Sergeants in the Police Department; and
WHEREAS, the Miami Dade College School of Justice, Assessment Center has examined the
scope of the services required hereunder, and has expressed desire and willingness to provide such
services; and
WHEREAS,the City wishes to retain the services of the Assessment Center; and
WHEREAS, the Center has previously provided such services, as a contractor, to numerous
municipalities; and
WHEREAS, the City wishes to enter into an Inter-local Agreement and Addendum with Miami
Dade College, School of Justice,Assessment Center, and
WHEREAS, Miami Dade College School of Justice agrees to accept the Agreement and
Addendum upon the terms and conditions hereinafter set forth.
NOW,THEREFORE, BE IT DULY RESOLVED BY THE CITY COMMISSION OF THE
CITY OF OPA-LOCKA,FLORIDA:
Section 1. The recitals to the preamble herein are incorporated by reference.
Resolution No. 10-8084
Section 2. The City Commission hereby adopts,upon the recommendation of the City
Manager, the Inter-local Agreement and Addendum with Miami Dade School of Justice, Assessment
Center,for the administration and evaluation of the Sergeant's promotional examination, in substantially
the form attached hereto.
Section 3. This resolution shall take effect immediately upon adoption.
PASSED AND ADOPTED THIS 9th day of bac,2010.
tl��\
JOSE' L KEL Y
A OR
Attes ..
Deborah S. Irby
City Clerk
Approved as to form and legal sufficiency:
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LP/ � �.�.
Jos �JS. i"eller
Ci Atto���ey
Moved by: JOHNSON
Seconded by: TAYLOR
Commission Vote: 3-0
Commissioner Holmes: OUT OF ROOM
Commissioner Johnson: YES
Commissioner Tydus: NOT PRESENT
Vice-Mayor Taylor: YES
Mayor Kelley: YES
OQP-LOCKO
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�O4P ORATE
Memorandum
TO: Mayor Joseph L. Kelley
Vice Mayor Myra L. Taylor
Commissioner Timothy Holmes
Commissioner Dorothy Johnson
Commissioner Rose Tydus
FROM: aran att a n,City1e1.
DATE: May 26, 2010
RE: Memorandum of Understanding with Miami Dade College School of Justice
Assessment Center
Request: APPROVAL OF RESOLUTION AUTHORIZING THE CITY MANAGER
TO ENTER INTO AN AGREEMENT WITH MIAMI DADE COLLEGE
SCHOOL OF JUSTICE ASSESSMENT CENTER FOR THE CITY OF
OPA-LOCKA POLICE SERGEANT EXAMINATION.
Description: Created in 1981, The Miami Dade College School of Justice is a public not-for-
profit Assessment Center formed by Special Response Funds from the Law
Enforcement Assistance Administration (LEAS). For over 20 years, the School
of Justice Assessment Center has provided comprehensive selection and
promotional examination services to a variety of public safety agencies
nationwide. As the City seeks to fill vacancies for Sergeants, the Assessment
Center was selected to administer and evaluate the 2010 OLPD Sergeant Exam.
Financial Impact: The requested fee for the Sergeant Exam totals to$9,255.00
Implementation Time Line: July/August 2010
Legislative History:
Recommendation(s): Staff Recommends Approval
1
Analysis: The OLPD currently does not have any sergeants in the workforce and it is the
desire of the City of Opa-locka to promote existing officers to this rank. As
provided by PBA Contract, Article 27, "Promotions and Specialty Assignments,
"The City agrees to assure the promotional examinations are validated in
accordance with established validation standards and techniques." Please see
Addendum A, which lists the scope of services to be provided the Center.
On March 18th the Director of the School Justice made a presentation to the
Personnel Board to provide information regarding the examination and engage
them with the testing process. Furthermore, the attached notification was sent to
the PBA to advise them of the City's intent to proceed with the Sergeant's
Examination Process. Upon the Commission's approval, Human Resources will
advise the Miami Dade College School of Justice that the City of Opa-locka is
ready to begin with the process.
Attachments: Inter-Local Agreement
Addendum A
Personnel Board Minutes
PBA Notification
Prepared by: Guithele M. Ruiz-Nicolas,Human Resources Director
End of Memorandum
2
Sponsored by: City Manager
DRAFT
Resolution No.
A RESOLUTION OF THE CITY COMMISSION OF THE CITY
OF OPA-LOCKA, FLORIDA AUTHORIZING THE CITY MANAGER TO
ENTER INTO AN INTER-LOCAL AGREEMENT WITH THE MIAMI DADE
COLLEGE, SCHOOL OF JUSTICE, ASSESSMENT CENTER FOR THE
SERGEANT PROMOTIONAL EXAMINATION.
WHEREAS, the City of Opa-locka is seeking services for in-depth administration and
evaluation of promotional examination for Sergeants in the Police Department; and
WHEREAS, the Miami Dade College School of Justice, Assessment Center having
examined the scope of the services required hereunder and having expressed desire and
willingness to provide such services; and
WHEREAS, the City wishes to retain the services of the Assessment Center; and
WHEREAS, the Center has previously provided such services, as a contractor, to the
City of Opa-locka and to other municipalities;
WHEREAS,the City wishes to enter into this Agreement with the Miami Dade College,
School of Justice, Assessment Center, and
WHEREAS, Miami Dade College School of Justice agrees to accept this Agreement and
Addendum upon the terms and conditions hereinafter set forth.
NOW, THEREFORE, BE IT DULY RESOLVED BY THE CITY COMMISSION
OF THE CITY OF OPA-LOCKA,FLORIDA:
Section!. The recitals to the preamble herein are incorporated by reference.
Section 2. The City Commission hereby adopts,upon the recommendation of the City
Manager,the Inter-local Agreement with the Miami Dade School of Justice, Assessment Center
for the Sergeant's examination, attached hereto.
Section 3. This resolution shall take effect immediately upon adoption.
PASSED AND ADOPTED THIS_day of ,2010.
JOSEPH L. KELLY
MAYOR
Attest to:
Deborah S. Irby
City Clerk
Approved as to form and legal sufficiency:
Joseph S. Geller
City Attorney
Moved by:
Seconded by:
Commission Vote:
Commissioner Holmes:
Commissioner Johnson:
Commissioner Tydus:
Commissioner Taylor:
Mayor Kelly:
INTER-LOCAL AGREEMENT
THIS INTER-LOCAL AGREEMENT, is made as of this day of , 2010, between
the City of Opa Locka (hereinafter called the "CITY"), and Miami Dade College, School of
Justice, Assessment Center, a public educational institution, (hereinafter called the
"COLLEGE").
RECITALS
WHEREAS, the CITY is desirous of seeking services for in-depth evaluation for
promotional applicants; and
WHEREAS, the COLLEGE having examined the scope of the services required
hereunder and having expressed desire and willingness to provide such services and having
presented qualifications to the CITY in support of those expressed desires; and
WHEREAS, the CITY wishes to retain the services of the COLLEGE, and the
COLLEGE wishes to serve as the contractor; and
WHEREAS, as a result of the aforementioned, the CITY agrees to enter into this
Agreement with the COLLEGE; and
WHEREAS, the COLLEGE agrees to accept this Agreement and Addendum upon the
terms and conditions hereinafter set forth.
NOW, THEREFORE, in consideration of the promises and the mutual covenants herein
contained, the CITY agrees to retain the COLLEGE to perform all services in connection with
the services described herein.
I. GENERAL PROVISIONS
1.1 Engagement. The CITY agrees to engage the COLLEGE as a service provider to the
CITY for a period specified in paragraph 1.2, and the COLLEGE agrees to accept such
engagement and to perform such services for the CITY upon the terms, and subject to the
conditions set forth herein.
1.2 Agreement Period. The terms of the Agreement (the "Professional Period") shall
commence on the July 1, 2010, and shall continue thereafter until terminated by either party with
not less than 30 days written notice to the other party, in accordance with the notice requirements
contained in Section IX.
1.3 Duties and Responsibilities. During the Professional Period, the service provider
will serve as a professional consultant to the CITY and shall perform and oversee those tasks
outlined, including, but not limited to:
(a) FOR PROMOTIONAL LEVEL POSITIONS
(i) Promotional written exam and BADGE oral exam will be provided for the positions of
Police Sergeant as stipulated in Addendum "A" attached herewith.
(ii.) The CITY Human Resources Department will be responsible for supplying the COLLEGE
with a job task analysis to be used for the development of written exam and BADGE oral exam
for the position of Police Sergeant.
(iii.) The COLLEGE will use subject matter experts from local law enforcement agencies other
than Opa Locka Police Department to assist with exercise development.
(iv.) The COLLEGE will select promotional level assessors from local law enforcement agencies
other than the Opa Locka Police Department. Every attempt will be made to select well-trained
assessors that reflect ethnic/racial and gender diversity of the Opa Locka Police Department. (v.)
The COLLEGE will be responsible for all aspects of the promotional examination process to
include instrument development, administration, scoring procedure, and validation. All exercises
and scoring tools developed for this promotional process become the intellectual property of the
COLLEGE.
(i) The COLLEGE shall also a technical report to the CITY containing information necessary to
ensure compliance with professional employment selection procedures.
(vi.) The CITY, through the CITY Human Resources Department, will provide the COLLEGE
with a list , in electronic format, of all promotional applicants who qualify to take the written
exam no later than 45 calendar days prior to the scheduled exam date, unless otherwise mutually
agreed upon. This list will be in alphabetical order and will contain the employee ID number of
each promotional applicant. The COLLEGE shall provide the CITY Human Resources
Department with exam results as listed on Addendum "A".
(vii.) The COLLEGE will provide the CITY Human Resources Department, a written breakdown
of all scores as stipulated in Addendum "A".
(viii.) The CITY, through the CITY Human Resources Department, will provide each
promotional level candidate with a breakdown and composite scores. (ix.) The CITY, through
the CITY Human Resources Department, will produce the final rank order list by combining
written score, BADGE score, seniority points, and veterans' points, where applicable, according
to established practices.
(x.) The COLLEGE will ensure the confidentiality of each promotional applicant's records, in
accordance with Florida Public Records Law.
(xi.) The COLLEGE, is the official custodian of the records of the Assessment Center portion of
the promotional process pursuant to Florida State Statutes.
(xii.) The COLLEGE will conduct promotional feedback sessions as stipulated in Addendum
"A"if requested by the CITY.
(xiii.) The COLLEGE during promotional assessment will utilize solely currently employed
sworn assessors or retired law enforcement professionals who have been retired for six years or
less.
II.COMPENSATION
2.1 Basic Compensation. In full consideration of the services of the COLLEGE hereunder, the
COLLEGE shall be paid as stipulated in Addendum"A". The CITY reserves the right to contract
with the COLLEGE for additional services. The COLLEGE reserves the right to increase the
contract amount paid by the CITY for services under this Agreement as may be required by
future cost increases for such services. Any increase in the contract price must be agreed upon
and approved by the COLLEGE and the CITY, and shall be in accordance with applicable CITY,
County and State regulations.
2.2 Expenses. As a part of, and in addition to the basic compensation described in this
Agreement, the CITY shall provide the COLLEGE with no additional compensation for any
services performed in fulfilling the requirements of this Agreement. All additional requested
expenses must be pre-approved through the Human Resources Director or designee and shall be
in accordance with applicable CITY, County and state regulations.
III. TERMINATION
3.1 Termination for Cause. The CITY shall have the right to terminate this Agreement for
"cause". Termination for "cause" shall mean termination because of the material breach of
covenants by the COLLEGE contained in this Agreement and Addendum "A", gross misconduct
by the COLLEGE in the performance of duties herein, the commission by the COLLEGE of an
action constituting common law fraud, or felony, or acts of the COLLEGE resulting in material
damage to the CITY. "Material damage" shall be determined in the sole discretion of the CITY.
3.2 Termination Without Cause. The CITY shall have the right to teimunate this Agreement, in
which event the COLLEGE will thereupon be entitled only to compensation for the month in
which such termination occurs. Either party may terminate this contract pursuant to Section 1.2.
IV. INDEPENDENT CONTRACTOR AND PROFESSIONAL,HOLD HARMLESS
PROVISIONS
4.1 Independent Contractor and Professional. The COLLEGE acknowledges entering into this
Agreement as an independent Contractor and professional, and that the COLLEGE shall
therefore be responsible for the deposit and payment of any Federal Income Taxes, FICA,
Unemployment Taxes or any similar fees or taxes that become due, and shall be responsible for
the collection and payment of all withholdings, contributions and payroll taxes relating to the
COLLEGE'S services, or those of employees of the COLLEGE. The CITY shall not withhold
from sums payable to the COLLEGE, any amount whatsoever for Federal Income Taxes, FICA,
Unemployment Insurance Taxes or any similar fees or taxes. The COLLEGE, their employees
or agents, will not be considered an employee of the CITY or entitled to participate in plans,
distributions, arrangements or other benefits extended to the CITY employees.
4.2 Agency. Nothing herein shall imply or shall be deemed to imply an agency relationship
between the CITY and COLLEGE.
4.3 Indemnification and Hold Harmless. To the extent and within the statutory limits of§768.28,
Florida Statutes, as may be amended, The COLLEGE shall indemnify and save the CITY and its
employees, agents and assigns harmless from any claims, damages or liability to third parties,
including the costs of defense in which either of the parties may be involved in the performance
of the duties outlined in this Agreement, except that the COLLEGE shall not indemnify the
CITY for any negligent act or omission of the CITY.
Nothing herein will obligate the COLLEGE to indemnify or in any other way be liable to pay to
any person or entity any amount which exceeds the amount(s) for which the COLLEGE could be
liable under the provisions of Section 768.28, Florida Statutes, and nothing herein will be read as
a waiver of sovereign immunity beyond that provided in that cited statute, nor will anything
herein be read as increasing the liability of the COLLEGE to any person or entity beyond those
limits of liability for which could be held liable under that cited statute.
V. MODIFICATION
5.1 This Agreement may not be amended or modified unless in writing and signed by both
parties.
VI. ASSIGNMENT
6.1 This Agreement and the rights of the COLLEGE and obligations hereunder may not be
assigned by the COLLEGE without the express written consent of the CITY. The CITY may
assign its rights, together with its obligations hereunder.
VII. SEVERABILITY,SURVIVAL
7.1 If any provision of this Agreement is found to be void and unenforceable by a court of
competent jurisdiction, the remaining provisions of this Agreement shall nevertheless be binding
upon the parties with the same effect as though the void or unenforceable provision had been
severed and deleted.
VIII. INSURANCE
8.1 The COLLEGE is a self-insured public entity pursuant to §768.28, FL. Stat., it shall maintain
the following insurance coverage during the term(s) of this Agreement:
x a. The COLLEGE is a sovereign entity and further warrants that it will maintain for
itself, and its employees, a policy of self-insurance providing coverage in an amount not less
than the statutory limits of Section 768.28, Florida Statutes, as may be amended. The
COLLEGE further warrants that it will keep such self-insurance in full force and effect to
respond to any claim arising out of the actions of the COLLEGE or its employees during the
term of this agreement.
x c. Worker's Compensation Insurance for all employees of COLLEGE as required
by Florida Statutes Section 440, and employers liability insurance with limits not less than
$100,000.
_X d. The COLLEGE shall furnish Certificates of Insurance to the Human Resources
Department prior to the commencement of operations
IX. NON-DISCRIMINATION
9.1 EEO and ADA: The COLLEGE must be and remain in compliance with all local, state
and federal Equal Employment Opportunity (EEO) and American Disabilities Act (ADA)
requirements.
9.2 It is understood that the COLLEGE shall not discriminate against any employee in
the performance or the contract with respect to hire, tenure, terms, conditions or privileges of
employment, or any matter directly or indirectly related to employment because of age, marital
status, race, color, religion, national origin, sex, or disability.
9.3 City Policy Regarding Conduct. All contractors, their employees, agents and subcontractors
must abide by the CITY'S policies regarding conduct. Discrimination, harassment, and/or
violations of CITY policies will not be tolerated and are grounds for termination of the contract
without harm to the CITY or its employees.
X. NOTICE
10.1 Any notice, request, instruction or other document required or permitted to be given
hereunder by either party hereto to the other shall be in writing, and delivered personally, or sent
by certified or registered mail, postage prepaid, return receipt requested, to the address set forth
for such party at the bottom of this Agreement. Any notice so given shall be deemed received
when personally delivered or three (3) days after mailing. Any party may change the address to
which notices are to be sent by giving notice of such change of address to the other party in the
manner herein provided for giving notice. Notice as the City of Opa Locka shall be to:
Guithele Ruiz-Nicolas, Human Resources Director
155 N. Perviz Avenue
Opa Locka, FL 33054
Notice as to COLLEGE shall be to:
Karina Pavone, Director
Miami Dade College School of Justice Assessment Center
11380 NW 27th Avenue, Room 8324
Miami, Florida 33167
XI. AUDITS
11.1 The COLLEGE shall maintain adequate records to justify all charges and costs incurred
in performing the services for at least three (3) years after completion of this Agreement. The
CITY shall have access to such books, records, and documents as required in this section for the
purpose of inspection or audit during normal working business hours at the COLLEGE'S place
of business.
XII. APPLICABLE LAW
12.1 This Agreement shall be governed by and constructed in accordance with the Laws of The
State of Florida applicable to agreements made and to be performed entirely within the State.
XIII. COUNTERPARTS
13.1 This Agreement may be executed simultaneously in several counterparts, each of which will
be an original, but all of which together will constitute one and the same instrument.
XIV. ENTIRE AGREEMENT
14.1 This Agreement represents the entire Agreement between the CITY and the
COLLEGE with respect to the subject matter hereof, and all prior Agreements between the
parties, written or oral, shall be of no further force and effect.
XV. HEADINGS
15.1 The headings contained in this Agreement are for reference purposes only and shall
not effect the meaning or interpretation of the Agreement.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the day and year first
above written.
Approved by
Human Resources Department
Guithele Ruiz-Nicolas
Human Resource Director
AS TO CITY:
City Manager
ATTEST: APPROVED AS TO FORM:
City Clerk City Attorney
AS TO COLLEGE:
Dr. Jose Vicente
President, North Campus
Dr. Meredith E. Gibbs
Provost for Operations
APPROVED AS TO FORM AND
LEGAL SUFFICIENCY:
Carmen Dominguez
Legal Counsel
NOTARIZATION AS TO CITY
STATE OF FLORIDA )
COUNTY OF MIAMI-DADE)
The foregoing instrument was acknowledged before me this day of
, 2010by on behalf of
, who is personally kn to me or who
produced as identification.
Notary Public State of
Print Name:
Commission No.
Commission Expires:
NOTARIZATION AS TO COLLEGE
STATE OF FLORIDA )
COUNTY OF MIAMI-DADE)
The foregoing instrument was acknowledged before me this day of
, 2010 by on behalf of
, who is personally known to me or who
produced as identification.
Notary Public State of
Print Name:
Commission No.
Commission Expires:
ADDENDUM "A"
CITY OF OPA LOCKA SERVICE AGREEMENT
2010 POLICE DEPARTMENT PROMOTIONAL EXAMINATION PROCESS
The 2010 promotional examination processes for the City of Opa Locka Police Sergeant position will be prepared by the Miami
Dade College, North Campus, School of Justice Assessment Center. The examination process will include the following services:
• Develop and prepare reading lists
• Develop and prepare written exams
• Develop and prepare BADGE oral exams
• Provide orientation sessions for candidates
• Administer written exam,to include materials and testing facility
• Administer BADGE oral exams, to include materials and testing facility, video equipment, and trained assessors
• Grade and compile scores for the written exams and BADGE oral exams
• Prepare final reports, to include breakdown and compilation of each candidate's scores, breakdown chart with all
candidates scores, weights, and candidate BADGE feedback reports
• Provide feedback sessions for BADGE oral exams following completion of all exam procedures
• Provide expert testimony as needed
The total fee for the Sergeant promotional process is$9,255.00
Dr. Jose Vicente, President, Miami-Dade College, North Campus Date
Opa Locka City Manager Date
Miami Dade College, School of Justice Assessment Center
Miami Dade College - School of Justice
Assessment Center
OPA LOCKA POLICE DEPARTMENT
Promotional Testing Services (Sergeant)
Submitted to:
Opa Locka Police Department
Submitted by: Karina Pavone, Assessment Center Director
Miami Dade College— North Campus
School of Justice Assessment Center
11380 N.W. 27th Avenue, Room 8324
Miami, FL 33167
(305) 237-8012
Miami Dade College, School of Justice Assessment Center 4110
TABLE OF CONTENTS
I COMPETENCE 3
II COMPANY PROFILE 15
III PROFESSIONAL ACCOMPLISHMENTS 17
IV ABILITY TO MEET PROJECT REQUIREMENTS 20
V BREAKDOWN OF COSTS 25
VI EXERCISE DESCRIPTIONS 26
2
Miami Dade College, School of Justice Assessment Center
Opa Locka Police Department
I. COMPETENCE
BACKGROUND
The School of Justice Assessment Center (Assessment Center) has an unparalleled depth and breadth of experience in public safety
assessment ranging from entry level to chief's level positions. The Assessment Center is fully prepared to meet or exceed all of the
personnel selection objectives of the Opa Locka Police Department.
The Assessment Center was created in 1981 by Special Response Funds from the Law Enforcement Assistance Administration (LEAA)
and for over 20 years, has provided comprehensive selection and promotional assessment services to a variety of public safety agencies
nationwide. Backed by Miami Dade College, an education landmark in South Florida with a long and stable history, the Assessment
Center shares in a long-standing tradition of excellence. We have assessed over 22,000 individuals for various positions in public safety
and have earned a solid reputation of integrity among public safety agencies. Since 1985, the Assessment Center has assisted city and
county managers in external recruitment for chiefs of police and other executive positions such as directors of corrections, finance, public
works,and data systems.
The Assessment Center has the experience and resources to conduct job analyses, develop and implement job-relevant exercises,
evaluate records,and analyze performance data for any public safety position. Testing programs are tailored to individual agencies'needs
and range from content-valid written tests and assessment-based oral boards to full-scale, complex assessment centers that include
telecommunications equipment and multimedia.
We stay on the cutting-edge by keeping pace with the latest advances in the field to ensure that our test development, administration, and
evaluation procedures are in compliance with standards of multiple regulating bodies; making us one of the most trusted names in the
business. You can be sure we will help you avoid the pitfalls associated with today's litigious selection and promotion environment.
The Assessment Center serves as a model for the development of other assessment centers throughout the United States and
internationally. Prompted by the Center's successful record of accomplishment, agencies including the Federal Bureau of Investigations
(FBI) and the London Metropolitan Police have benchmarked with our programs to establish similar assessment programs. The Center
has also collaborated with law enforcement departments to provide training programs for their personnel to serve as assessors in our
record evaluation processes.
Maintaining a long standing working relationship with the law enforcement community, the Center has developed and implemented over
170 assessment programs nationwide, primarily in law enforcement testing. The Center has served over 25 agencies in the state of
Florida, many on a continuing basis. All entry level and promotional assessments for the Miami-Dade Police Department have been
conducted by the Assessment Center since 1983. The Center has also served agencies in the states of Virginia, South Carolina, North
Carolina,Alabama,and Nebraska.
The Assessment Center is staffed by a director, six program managers, and eight full-time and part-time administrative staff members.
Our team of dedicated professionals,with advanced degrees in the behavioral sciences and extensive experience in assessment,strive to
develop customized solutions to meet your personnel selection and assessment needs.
3
I `
Miami Dade College, School of Justice Assessment Center
Opa Locka Police Department .-:--
ORGANIZATIONAL CHART
Meahrra Manoly
Part-Time Classified Clerk
I i„ y -
j; Gricelda Eguigure
Staff Associate(11)
Maevis Manoly
Program Specialist(11)
Psychological
Testing Richard Zonderman Carol Ramsey
Program Manager(17) Program Specialist(9)
Julio Fernandez de Cueto
Program Manager(16)
Promotional
Karina Pavone Testing Ann Kwak
Director Program Manager(16)
Sharyn Aufenanger
Progra Manager(16)
Sabrina Merville
Part-Time Test Proctor
FBAT Lebsica Gonzalez Joanne Desir
Program Manager(17) Part-Time Test Proctor
Katrina Silva
Part-Time
Paraprofessional
Stephanie Martinez
Part-Time
Paraprofessional
4
AiNIN
Miami Dade College, School of Justice Assessment Center ,...
O•a Locka Police De,arriment
PROFESSIONAL STAFF RESUMES
Karina Pavone
SUMMARY OF QUALIFICATIONS
• M.S. Degree
• Over 10 years of assessment and social services experience
• Unique blend of administrative and applied experience
• Dynamic leader and team builder,consistently motivating others toward success
• Demonstrated ability to build rapport and resolve complex issues among multiple entities with conflicting interests
• Adept at building strong working relationships to maximize resources of employer organization and clients
• Working knowledge of academic institution administration
EDUCATION
1999-2008 Carlos Albizu University Miami, Florida
Psy.D. (ABD)
Major:Clinical Psychology
1996- 1999 Carlos Albizu University Miami, Florida
Master of Science
Major:Clinical Psychology
1991 - 1995 Florida International University Miami, Florida
Bachelor of Arts
Major: Psychology/Minor: English
PROFESSIONAL EXPERIENCE
05/06—Present Miami Dade College—School of Justice
Assessment Center Director
Oversee the implementation and evaluation of personnel selection programs including Psychological Testing, Entry Level Assessment,
Promotional Assessment, and Florida Basic Abilities Assessment. Develop timelines and budgets for assessment programs. Ensure
compliance with contractual demands, applicable professional ethical standards pertaining to testing and personnel selection,and policies
and procedures of the Assessment Center and The College. Seek out and procure new contracts. Participate in interdisciplinary meetings
to promote North Campus growth and ensure a seamless integration of the Assessment Center into the Campus community. Supervise
and develop Assessment Center staff. Collaborate with School of Justice Director and counterparts at the School on various School
related projects.
01/03—05/06 Miami Dade College—School of Justice
Assessment Center Program Manager
Develop, implement and evaluate complex assessment center exercises for entry level and promotional hiring of law enforcement
personnel. Prepare job analysis reports to establish the validity of personnel selection instruments and to ensure that instruments are
consistent with EEOC Uniform Guidelines for Employee Selection Procedures and American Psychological Association Standards.
Conduct subject matter expert group meetings to obtain critical job-relevant incidents from which to develop assessment center exercises.
Write items for written job knowledge tests based on specific departmental standard operating procedures, rules and regulation,directives,
collective bargaining agreements,and Florida laws. Develop training materials. Select,train and evaluate role players to participate in oral
and interactive exercise administration. Oversee all aspects of test administration and test security. Select, train, and evaluate high-
5
el
Miami Dade College, School of Justice Assessment Center r..r
Opa Locke Police Department
ranking law enforcement assessors from across the country to evaluate assessment center exercises in a valid and reliable manner.
Provide candidate feedback for written exams, in-basket and interactive exercises, and leaderless group simulations. Respond to federal,
state and local Requests For Proposals. Draft new standard operating procedures and review existing standard operating procedures for
the assessment center to ensure compliance with contractual demands, applicable professional ethical standards pertaining to testing and
personnel selection,and policies and procedures of The College. Serve as Acting Director.
12/00—01/03 Ceridian
Consultant
Conduct comprehensive telephonic assessments of clients with a variety of presenting problems,who initiate contact via telephone,fax,or
e-mail. Provide bilingual telephonic consultations, crisis intervention, and follow-up regarding a full spectrum of issues including mental
health,substance abuse(employer mandated),domestic violence,CISM (Critical Incident Stress Management)education,child care,elder
care, financial issues, legal issues, and work issues. Conduct timely follow-up with clients, employers, and providers. Participate in staff
training and presentations on cultural sensitivity and work issues. Specialize in Work Issues and Management Line Consultations,
providing a sounding board for top level managers and Human Resources professionals of Fortune 500 companies regarding employee
problems and legal risks to their companies (i.e. ADA, EEOC, etc.). Participate in additional, in-depth training for Level I Financial
Consultations and Emotional Well-being Content Specialty. Participate in company sponsored e-mentoring program to motivate and
mentor high school students in St. Paul, MN to learn about psychology.
02/00—12/00 Care Resource
Care Management Program Coordinator
Oversee day-to-day operations of Ryan White, FEMA, and Tenet Health Foundation programs. Prepare budgets, complete reports
required by funding sources,and respond to requests for proposals. Hire,supervise,and train case management,intake,and hotline staff.
Handle client grievances in accordance with the agency's policies and procedures and with requirements of funding sources. Assist in
drafting policies and procedures. Conduct quality assurance on client records and all aspects of service delivery to ensure compliance
with grant requirements including audits. Conduct comprehensive program evaluations to determine community service needs to more
efficiently and effectively allocate resources, and to monitor and report outcome measures to ensure grant funding is adequately spent.
Ensure agency database of community resources is up-to-date. Identify service gaps and develop working relationships with other
community agencies to maximize quality of services offered and to provide mutual aid in serving HIV population. Provide in-service
training to agency staff on topics related to mental health,case management, available resources,and new medical developments relevant
to HIV population.
10/98—01/00 Care Resource
Intake Coordinator
Oversee day-to-day operations of intake unit. Supervise and train intake staff and interns. Conduct outreach activities to increase services
to underserved communities. Conduct intakes and perform assessments with HIV population to identify client needs and to coordinate a
variety of services such as primary care, medications, housing,transportation, meals, counseling, etc. Provide comprehensive orientation
to new clients. Write psychological reports and render diagnostic impressions. Conduct systematic follow up of clients at risk for
discontinuing services to ensure access to services.
01/98—10/98 America's Behavioral Health Center
Program Therapist
Plan and conduct group and individual psychotherapy. Develop treatment plans and monitor patient progress toward meeting treatment
goals. Create individualized case management plans and assist clients in their implementation. Perform quality assurance including
review of medical records and chart audits. Serve as an advocate for elderly clients to eliminate service barriers and improve access to
services funded through Medicare and Medicaid.
12/96—12/98 Allapattah Community Mental Health Center
Program Therapist
6
Miami Dade College, School of Justice Assessment Center
Opa Locka Police Department
Plan and conduct group therapy. Develop treatment plans and monitor patient progress toward meeting treatment goals. Create
individualized case management plans and assist clients in their implementation. Perform quality assurance including review of medical
records and chart audits. Serve as an advocate for elderly clients to eliminate service barriers and improve access to services funded
through Medicare and Medicaid.
Miami Dade College, School of Justice Assessment Center
Opa Locka Police Department
RICHARD B.ZONDERMAN, PH.D.
EDUCATION
Ph.D.in Clinical Psychology, 1975. Virginia Commonwealth University, Richmond,VA.
M.S.in Clinical Psychology, 1973. Virginia Commonwealth University,Richmond,VA.
B.S.in Psychology. Chemistry Minor. University of Pittsburgh, Pittsburgh, PA.
PROFESSIONAL EXPERIENCE
Psychological Assessment Program Manager, Miami Dade College School of Justice Assessment Center. 2006-present.
Conduct psychological pre-employment screenings for law enforcement applicants.
Adjunct Faculty, Carlos Albizu University, 2006-present. Teach graduate courses in personnel selection in Master Degree
Program in Industrial&Organizational Psychology.
Promotional Testing Program Manager, Miami Dade College, School of Justice Assessment Center. 2002-2006 Conduct job
analyses,develop work simulations(In-basket and Interactive role play exercises)and other testing devices for law enforcement
and public safety organizations.Train entry level and promotional Law Enforcement Assessors.
Chief Assessor, Federal Government, Program on Creative Leadership. 1994-present. Provide individual assessment and
feedback to mid and upper level managers participating in the program. Feedback pertains to inter and intra personal strengths
and weaknesses, vocational attitudes, and managerial styles.Train and supervise staff of Behavioral Science professionals who
provide services in the program.
Management Consultant, Private Practice. Richmond, VA. 1981-1999. Human Resource Planning/Management with federal
and local government, human service organizations, and private industry. Job analysis; implementing systems, procedures,
compliance; training and development; retention management; employee selection; job candidate evaluation; planning and
program evaluation;assessing job satisfaction.
Director, Mid Atlantic Region, Corporate Psychology Center. St. Louis, MO. 1990-1999. Organizational diagnosis, job analysis,
personnel selection and test development, program evaluation and validity studies, training and development, management
training,and employee attitude surveys.
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Miami Dade College, School of Justice Assessment Center
•
LEBSICA D.GONZALEZ,M.A.
EDUCATION
M.A. Industrial&Organizational Psychology,November 2001
Louisiana Tech University, Ruston, Louisiana
B.S. Psychology,May 2000
University of Florida,Gainesville, Florida
PROFESSIONAL EXPERIENCE
FBAT Program Manager — Assessment Center, School of Justice, Miami Dade College. 2007-present. Oversee the
development and implementation of cognitive test of basic abilities for law enforcement, corrections, and probations. Oversee
the day-to-day operation of the FBAT Department.
Promotional Testing Program Manager — Assessment Center, School of Justice, Miami Dade College. Miami, Florida,
September 2004—2007. Coordinate full-scale assessment/selection processes for law enforcement and public safety agencies.
Responsibilities are encompassed in all phases (development, administration, evaluation and feedback)to include job analyses,
written and assessment center test plans, fair and valid assessment instruments/exercises, logistics of administration,
recruitment and training of assessors and arranging for feedback of candidates'performance.
Career Development Specialist — Assessment Services, City of Lakeland. Lakeland, Florida, May 2002 - August 2004.
Conducted job analyses, developed entry-level written exams, developed assessment centers for the city's Police & Fire
Departments, coordinated with subject matter experts and department officials for the development and administration of
assessment centers,analyzed test data for appropriateness,conducted validation studies to enhance assessment procedures.
Job Analyst — Selection Systems, Human Resources, Publix Supermarkets, Inc. Lakeland, Florida, November 2001 — May
2002. Conducted corporate level job analyses and coordinated with the compensation department to ensure market value
compensation and classification systems. Used and provided job analysis data to formulate adequate selection systems.
Participated in project teams as the resource from the human resource department.
MEMBERSHIPS AND CERTIFICATIONS
Society for Industrial and Organizational Psychology •
International Public Management Association for Human Resources-Assessment Council
American Society for Training and Development
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Miami Dade College, School of Justice Assessment Center
Opa Locke Police Deparbnent
JULIO E.FERNANDEZ DE CUETO
Professional Experience
Nov 2006—Present Miami Dade College
Program Manager
Develop assessment center exercises and manage promotional testing processes. Conduct job task
analyses and facilitate Subject Matter Expert meetings with command staff from contracting public safety
agencies. Develop work simulations and other testing devices for contracting agencies. Supervise support
staff in all aspects of large scale test administrations and candidate evaluations. Conduct research related
to the development and implementation of testing and training programs. Serve on college-wide
committees working with senior officers,faculty and staff involved in strategic planning.
Feb 2005—Nov 2006 WLH Consulting
Consultant
Primary responsibilities include designing and conducting diagnostic assessments(interviews and survey);
Developing recruiting and selection tools;Data analysis and report writing;Meeting Design;Preparing client
presentations;Project Management(Forecasting projects and tracking progress).
Feb 1999—Feb 2005 Florida State University—Physical Challenge&Health Study
Field Researcher
Collecting field data through interviews;scheduling and recruiting research participants;training new
researchers;translating study materials.
Jun 2004—Aug 2004 City of Miami Department of Employee Relations—Testing and Validation
Internship
Assisting current director of testing and validation on numerous tasks
including testing and qualifying applicants for various positions;administering training materials for test takers;
editing measures of customer service;maintaining testing hotline;assisting in various office activities.
Aug 2000—Jun 2004 Florida International University
Graduate Research Assistantship
Duties included training faculty in computer applications including delivering training via lectures and
presentations,and planning new training as needed. Other assignments included being an academic counselor
to undergraduate psychology students.Additionally,was involved in various research projects including
development and validation of performance measures and team effectiveness research.
10
rmilimar ,mow
Miami Dade College, School of Justice Assessment Center
Opa Locke Police Department
Jul 1998-Jan 1999 Coventry Healthcare Corp.-Jackson Memorial Hospital
Mental Health Department,Intake/Assessment Center
Intake Coordinator
Patient intake for mental health adult,adolescent and children outpatient programs;handling mental health
crisis/referral/Help Line.
Apr 1994—Apr 1998 Dominican Republic Tourist Office
Office Assistant
General office duties;handling tourist information line;providing support during tourist events.
Education
2000-Present Florida International University Miami,Florida
Ph.D.(Expected graduation date:Fall 2007)
2003 Florida International University Miami,Florida
Master of Science-Industrial/Organizational Psychology
1996-1998 Florida International University Miami, Florida
Bachelor of Arts in Psychology
(Summa Cum Laude 3.96 GPA)
1992-1996 Miami Dade College Miami,Florida
Associate of Arts
(Highest Honors 3.72 GPA)
11
4
Miami Dade College, School of Justice Assessment Center .rte
Opa Locka Police
ANN KWAK
EDUCATION
Ph.D. Industrial/Organizational Psychology,Central Michigan University,May 2006
Dissertation: The Relationships of Organizational Injustice with Employee Burnout and Counterproductive
Work Behaviors: Equity Sensitivity as a Moderator
M.A. Industrial/Organizational Psychology,Central Michigan University,August 2003
Thesis: Workplace Boredom and Its Relationship to Organizational Citizenship Behavior
B.A. Psychology, University of Virginia,May 1995
PROFESSIONAL EXPERIENCE
Miami Dade College,North,Miami,FL
Program Manager,School of Justice,Assessment Center April 2007-Present
Develop assessment center exercises and manage promotional testing processes. Conduct job task analyses and facilitate Subject Matter
Expert meetings with command staff from contracting public safety agencies. Develop work simulations and other testing devices for
contracting agencies. Supervise support staff in all aspects of large scale test administrations and candidate evaluations. Conduct
research related to the development and implementation of testing and training programs. Serve on college-wide committees working with
senior officers,faculty and staff involved in strategic planning to assess work readiness of students.
Central Michigan University,Mt.Pleasant,MI
Assistant Director,Minority Student Services June 2001-March 2006
Coordinate programs and develop innovative strategies to advance retention and graduation rates of students of color. Provide academic,
career preparation, and student development advising. Promote community and campus-wide awareness of multicultural and diversity-
related issues through education, programming, and advocacy. Project manager of King Chavez Parks (KCP) Extended College Day
Program & GEAR UP (Gaining Early Awareness and Readiness for Undergraduate Programs), which prepares potential first-generation
college students for post-secondary education. Serve on university-wide committees working with senior officers,faculty and staff involved
in strategic planning and assessment to support diversity-related goals. Develop and implement program evaluation and assessment
strategies. Manage budgets and supervise staff.
Accomplishments:
• Redesigned the KCP program curriculum to meet educational preparatory needs of students and increased enrollment by three-fold.
• Increased funding of programs by successfully developing relationships with businesses and seeking external sources of funding.
• Restructured scholars program resulting in increased student academic success,development of mentoring program, involvement
with community volunteer organizations,and launch of residential college.
• Utilized assessment data to increase fiscal support for Supplemental Instruction Program services to serve all students in historically
challenging courses.
• Developed programs highlighting cultural and religious celebrations that have been institutionalized.
• Organized and motivated scholars to raise the most money for Big Brothers Big Sisters of Isabella County 3 years in a row.
Graduate Assistant,Institutional Diversity 1998-2001
Assisted the Associate Vice-President for Institutional Diversity with campus-wide diversity initiatives. Worked with senior officers, deans,
and department supervisors to develop CMU's Strategic Plan for Achieving Diversity. Contacted campus members, local businesses,and
community organizations to obtain information on activities, curricula, initiatives and/or policies that promote diversity. Reported results to
the President's Council for Affirmative Action and Campus Equity. Oversaw all phases of planning, developing, and coordinating the KCP
Program. Recruited CMU faculty and staff to lead career and college preparation workshops for student participants. Developed
relationships with school administrators, counselors and teachers to promote student participation and program support. Supervised
undergraduate students who designed and implemented programs to promote diversity on-campus.
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Miami Dade College, School of Justice Assessment Center
Opa Locka Police Departure ,
Accomplishments:
• Developed and implemented several methods of gathering data on diversity-related activities for the campus and local community.
• Coordinated data collection and analysis efforts in preparing CMU Equity Council's 5-year Status Report on Diversity project.
• Comprehensively documented diversity-related efforts of campus and community members.
• Conducted student learning assessment,evaluated program effectiveness and prepared written report.
• Provided diversity training for ECLIPSE Leadership Program.
• Led diversity workshop for Cornerstone Leadership Program participants.
• Educated students and facilitated discussion on issues of equity presented in"Lies My Teacher Told Me"as weekly book discussion
leader.
• Coordinated College Life Series workshop on valuing diversity.
• Presented topic of leadership in the classroom at the 1999 Students of Color Leadership Conference.
• Led workshop on ethnic and cultural practices and traditions at 1998 and 2000 Racial Harmony Conference.
13
Miami Dade College, School of Justice Assessment Center
Opa Locke Police Department .
SHARYN J.AUFENANGER
PROFESSIONAL EXPERIENCE
Miami Dade College, North,Miami, FL:January 2008 to Present, Program Manager
• Develop assessment center exercises and manage promotional testing processes
• Conduct job task analyses and facilitate Subject Matter Expert meetings with command staff from contracting public safety
agencies
• Develop work simulations and other testing devices for contracting agencies
• Supervise support staff in all aspects of large scale test administrations and candidate evaluations
• Conduct research related to the development and implementation of testing and training programs
• Serve on college-wide committees working with senior officers,faculty and staff involved in strategic planning
U.S.Office of Personnel Management,Washington, DC:October 2003 to 2008, Personnel Research Psychologist.
• Evaluated programs implemented by federal government agencies:Created customized surveys,gathered and evaluated
other sources of available data from program/agency, interviewed or conducted focus groups with stakeholders,analyzed
data,and wrote summative reports on the findings of the evaluation and recommendations for future success.
• Project manager of Leadership 360 degree and Annual Employee surveys:Communicated with point of contacts,provided
assessments of potential leadership ability or organizational climate and employee satisfaction, ran analyses of survey data,
and presented reports.
• Conducted comment analyses by analyzing content of individual comments from survey questions and summarizing themes
of qualitative data into a report for clients.
• Communicated survey information to Federal agencies employees and HR Directors.
• Analyzed data and prepared reports for clients on survey results in organizational climate,customer satisfaction,and
Leadership 360 degree surveys.
• Prepared briefings for clients to explain results from surveys or program evaluations.
• Created questions and facilitated interviews and focus groups.
• Rated candidates in leadership assessment center activities.
• Project manager of annual Performance America Consortium Conference:Coordinated conference meeting, including
evaluation of potential venue sites,generating agenda, inviting and managing travel for guest speakers,and ensuring staff
was informed and prepared for their responsibilities.
Old Dominion University,Norfolk,VA:August 2004 to December 2006,Teaching Assistant.
• Assisted professors with psychology classes, administering and evaluating assignments and tests.
• Taught laboratory section of statistics class, including creating quizzes,evaluating assignments,teaching and reviewing
Univariate statistics and SPSS exercises.
Miami University,Oxford,OH:August 2001 to August 2003,Graduate Assistant.
• Taught physical activity classes to undergraduate students,instructing on health and fitness.
• Created syllabus,course plan of study,lectures,and exams.
EDUCATION
Old Dominion University, Norfolk,VA:August 2004 to present.
Ph.D. Industrial/Organizational Psychology.2008
George Washington University,Washington, DC:August 2003 to August 2004.
M.A.Organizational Science(Organizational Management),August 2004.
Miami University,Oxford,OH:August 2001 to December 2003.
M.S.Sport Studies(Sport Behavior&Performance/Sport Psychology);August 2005.
University of Florida,Gainesville, FL:June 1997 to May 2001.
B.S. Psychology; minor in Business Administration; May 2001.
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Miami Dade College, School of Justice Assessment Center
II.COMPANY PROFILE
(1) Miami Dade College, North Campus
School of Justice Assessment Center
11380 NW 27th Avenue, Room 8324
Miami, FL 33167
Phone: (305)237-1476
Fax:(305)237-1858
(2) Miami Dade College was established in 1959. It is a multi-campus,four-year,state-supported college with eight campuses and
numerous outreach centers. Miami Dade College is nationally recognized as one the largest and best colleges in the country. It
is governed by a seven-member District Board of Trustees and a college president. The Miami Dade College School of Justice
Assessment Center was established in 1981 with Special Response Funds from the Law Enforcement Assistance Administration
to provide personnel selection services for public safety.
(3) Miami Dade College is a State of Florida, public educational institution as identified in 1000.21, Florida Statutes(2007).
The mission of Miami Dade College is to provide accessible,affordable,high-quality education by keeping the learner's needs at
the center of decision-making and working in partnership with its dynamic, multicultural community.
The Vision:
Miami Dade College is committed to be a college of excellence renowned for its:
• satisfied,well-prepared students who,through their extraordinarily positive experience at MDC, have acquired the
needed knowledge and skills to be successful in their ongoing academic and career pursuits;
• empowered employees,working within an environment that encourages creativity, risk-taking and accountability,who
apply their individual and collective talents to fulfill the College's mission;
• highly supportive community that recognizes the significant impact of the College's educational and training programs;
and
• effective use of adequate resources to enable programs to flourish and the talents of people to emerge.
(4) Authorized Proposed Project Coordinator:
Karina Pavone, Director
(5) Contract Team:
Sharyn Aufenanger, Ph.D. Julio Fernandez de Cueto Ann Kwak, Ph.D.
Program Manager Program Manager Program Manager
(6) Company Contact Information:
Miami Dade College, North Campus
School of Justice Assessment Center
11380 NW 27th Avenue, Rm.8324
Miami, FL 33167
Phone: (305)237-1476
Fax:(305)237-1858
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Miami Dade College, School of Justice Assessment Center
•
Opa Locka Police Department
(7) Accreditations
Miami Dade College is accredited by the Commission on Colleges of the Southern Association of Colleges and Schools.
Special Program Accreditation Includes:
Accreditation Review omission on Education for the Physician Assistance, Inc., American Bar Association, American Board of
Funeral Service Education, Inc., American Health Information Management Association Council on Accreditation, Commission
on Accreditation/Approval for Dietetics Education of the American Dietetic Association, Commission on Accreditation in Physical
Therapy Education, Council on Accreditation of Allied Health Education Programs, Commission on Dental Accreditation,
Commission on Opticianry Accreditation, Committee on Accreditation of Respiratory Care, Council on Optometric Education
(American Optometric Association), Federal Aviation Administration, Florida Board of Nursing, Florida Department of Health,The
Midwifery Education Accreditation Council, Florida Department of Law Enforcement—Criminal Justice Standards and Training
Commission, Florida Real Estate Commission, Committee on Accreditation of Educational Programs for Emergency Medical
Services Professions, Commission on Accreditation in Physical Therapy Education of the American Physical Therapy
Association,Joint Review Committee on Education in Diagnostic Medical Sonography, Joint Review Committee on Education in
Radiologic Technology, National Accrediting Agency for Clinical Laboratory Sciences, National League for Nursing Accreditation
Commission.
(8) Employees
There are approximately 2,449 full-time employees;4,305 part-time employees.
Miami Dade College is an equal access/equal opportunity,affirmative action institution.
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Miami Dade College, School of Justice Assessment Center
III. PAST AND PRESENT PROFESSIONAL ACCOMPLISHMENTS
REFERENCES
Client Service Dates Contact
Cpt.Jay Smith
Bal Harbour Police Written Exams&Assessment Centers for: 655 96th Street
Department • Sergeant 2006&2008 Bal Harbour,FL 33154
(305)865-6449
Job Analyses,Written Exams,&Assessment Marjorie Adler
Coral Gables Police Centers for: Human Resources Director
Department Sergeant 2001,2005,2007&2009 2801 Saizedo Street
• Lieutenant Coral Gables,FL 33134
(305)460-5587
Chief James Skinner
Golden Beach Police Written Exams&Assessment Centers for: 1 Golden Beach Drive
Department • Sergeant 2007&2009 Golden Beach,FL 33160
(305)936-2444
Oral Board for: Major Phillip Bided
Hialeah Police Department 2009 555 E.8th Avenue
• Captain
Hialeah,FL 33013
Job Analyses,Written Exams,&Assessment Laura Kramer
Jacksonville Sheriff's Office Centers for: 1991,1994,1996,1998,2000,& Human Resources Division
• Sergeant 2005 117 W.Duval Street,Suite 100
• Lieutenant Jacksonville,FL 32202
Lt.Wanda McMullen,Executive Officer
Miami-Dade Department of Job Analyses for: Tuner Guilford Knight Correctional Center
Corrections • Correctional Office I 2006 7000 NW 41 Street
Miami,FL 33166
Phone:(786)263-5958
Job Analyses,Written Exams,&Assessment
Centers for:
• Entry Level Police Officer Commander Edmundo Valdes
Miami-Dade Police • Corporal Personnel Management Bureau
Department • Sergeant
1983 to Present 9105 NW 25th Street
• Master Sergeant Lieutenant Miami,FL 33172
• First Lieutenant (305)471-2565
• Captain
Job Analyses,Written Exams,&Assessment Chief Charles Hurley
Miami-Dade Schools Police Centers for: 6100 NW 2nd Avenue
Department • Sergeant 2002,2004,2006,&2008 Miami,FL 33127
• Lieutenant (305)757-7708
Job Analyses,Written Exams,&Assessment Center Chief Clinton Shannon
North Miami Police for: 2006&2008 700 NE 124 Street
Department • Sergeant North Miami,FL 33161
• Lieutenant (305)891-0294
Written Exams,Assessment Centers,&Oral Boards
for: Ms.Sharlene Boyd
• Entry Level Police Officer Human Resources Director
Opa Locka Police • Sergeant City of Opa Locka
Department • Deputy Chief 2007 to 2008 155 N.Perviz Avenue
Psychological Testing for: Opa Locka,FL 33054
• Police Applicants Phone:(305)953-2815
• Dispatchers
Job Analyses,Written Exams, Assessment Cpt.Stan Duncan
Centers,&Oral Boards for:
Sarasota Police Department 2050 Ringling Blvd.
p Sergeant 2004&2006 Sarasota,FL 34237
• Lieutenant Phone:(941)954-7011
Oral Boards for: Assistant Chief John Di Censo
•Surfside Police Department Sergeant 2007&2009 9293 Harding Avenue
Psychological Testing for: Surfside,FL 33154
• Police Applicant (305)993-1061
17
•
Miami Dade College, School of Justice Assessment Center
LIST OF CURRENT AND PREVIOUS CLIENTS
Psychological Evaluations
Doral Police Department 2008
Florida Keys Community College 2009 to present
Indian Creek Police Department 2009 to present
Miami-Dade College Training Center 2007 to present
Opa Locka Police Department 2007 to present
Surfside Police Department 2009 to present
Entry-Level Assessment Centers
City of Miami Beach Police Department 1993- 1997
Dade County Corrections 1982
Miami-Dade Police Department 1982-2008
Miami Police Department 1982- 1986
Opa Locka Police Department 2007-present
Behavioral Assessment Dimension Guided Evaluations(BADGEs)
Charlotte County Sheriff Corporal 1991
Douglas County Corrections Officer II 1991, 1992, 1994
C0111 1991, 1994
CO IV 1991, 1992
Monroe County Sheriff Lieutenant 1989, 1990
Sergeant 1989, 1990
Orange County Sheriff Battalion Chief 1989, 1992
Lieutenant 1992
Pompano Beach Police Department Sergeant 1988
Corporal Level Assessment Centers
Charlotte County Sheriff's Office 1990, 1991
Sergeant Level Assessment Centers
Bal Harbor Police Department 2006,2008
Boca Raton Police Department 1986
Charleston Police Department 1989, 1990
Charlotte County Sheriff's Office 1990
City of Coral Gables 2001,2005,2005,2008
City of Sweetwater Police Department 1990
Hialeah Gardens Police Department 2007
Jacksonville Sheriff's Office 1991, 1994, 1996, 1998,2000,2005
Miami-Dade Police Department 1983-present
Miami-Dade Schools Police Department 2002,2004,2006,2008
Monroe County Sheriff's Office 1985, 1986, 1987, 1989
Miami Shores Police Department 2005
North Miami Police Department 2007
Opa Locka Police Department 2008
Pompano Beach Police Department 1986
18
Miami Dade College, School of Justice Assessment Center •
Sarasota Police Department 2005,2007
Surfside Police Department 2007
Virginia Beach Police Department 1988
Lieutenant Level Assessment Centers
Boca Raton Police Department 1986, 1989
City of Charleston 1989
City of Coral Gables 2001,2003,2005,2007
City of Oakland Park 1987, 1989, 1990
City of Virginia Beach 1989
Jacksonville Sheriff's Office 1993, 1996, 1998,2000,2005
Miami-Dade Police Department 1983-present
Miami-Dade Schools Police Department 2002,2004,2006,2008
Miami Police Department 1985
North Miami Police Department 2008
Orange County Fire Rescue Division 1993
Monroe County Sheriff's Office 1986, 1988, 1989, 1990
Pompano Beach Police Department 1985, 1986, 1989
Sarasota Police Department 2005,2007
Captain Level Assessment Centers
Charlotte County Sheriff's Office 1992
Ft. Lauderdale Police Department 1985
Jacksonville Sheriff's Office 1993
Miami-Dade Police Department 1984-present
Miami Beach Police Department 1991
Pompano Beach Police Department 1985, 1985
West Palm Beach Police Department 1985
Executive Assessment Centers
City of Oakland Park Public Safety Director 1987
(Police&Fire)
City of Palm Beach Director of Civil Works 1985
City of Port Orange Finance Director 1987, 1987
Juno Beach Police Department Chief 1986
Jupiter Police Department Chief 1986
Lake County Corrections Director 1990
Miami-Dade Corrections and Rehab Deputy Director 1986
Monroe County Sheriff's Office Major 1985
Montgomery Police Department Deputy Chief 1991, 1995
Opa Locka Police Department Chief 1985
Deputy Chief 2005,2007
Orange County Government Corrections Director 1988
Data Systems
Department Head I 1988
Department Head II 1988
Orange County Fire&Rescue Battalion Chief 1989, 1992
Lieutenant
Sunrise Police Department Chief 1986
West Palm Beach Chief 1985
19
Miami Dade College, School of Justice Assessment Center •
.9,, L! a =
IV.ABILITY TO MEET PROJECT REQUIREMENTS
NARRATIVE OF CONSULTANT'S OVERALL UNDERSTANDING OF THE PROJECT
The Opa Locka Police Department is seeking a qualified consultant to provide the following services in relation to promotional testing for
the rank of Police Sergeant.
• Assist with the development and posting of reading list and announcement
• Conduct candidate orientation
• Develop and provide candidate orientation/preparation guide
• Develop,administer,and score written examination
• Oversee written exam item challenge/appeal session
• Develop,administer and provide oversight for evaluation of assessment center exercises
• Prepare and submit final results
• Provide face-to-face feedback sessions for the purpose of identifying strengths and weaknesses
• Prepare and submit Summary Technical Report
A total of one FTE who is a professional staff member of the Assessment Center and holds an advanced degree in the behavioral sciences
will be dedicated to the project with a percentage of assistance as necessary from other professional and administrative staff members.
All Subject Matter Expert(SME) Meetings described in this response will require the participation of personnel from the Opa Locka Police
Department and will meet the following requirements:
• SME panel collectively represents the demographics of the employee population with respect to gender, age, race,
years of experience,etc.
• SMEs must be experienced and active in the target position(e.g.SMEs should not be on probationary status or should
not be temporarily assigned to the position). At least one year of job experience in the target rank is required to serve
as a SME.
• SMEs panel collectively represents various functional areas and/or shifts of the target rank.
• SME panel must include approximately 10%to 20%supervisors of the target rank.
METHODOLOGY
Test security is a fundamentally important consideration for all testing programs developed and administered by the Assessment Center.
Security is of vital importance to the integrity of the overall system. The methodology used by the Assessment Center involves a
promotional testing procedure that minimizes the risk of test exposure. However,there remains an issue of test security. The Assessment
Center has many safeguards in place to maintain the security of exercises,checklists,and related test materials.
Subject Matter Expert Security Subject Matter Expert(SME)panels are structured to use progressively higher levels of expert review. Job
incumbents are used for initial development work(e.g.Job Analyses and Critical Incident Reports). Personnel at or above the rank being
evaluated are used for exercise refinement. All SME panel members are required to signify their consent to abide by all Assessment
Center procedures by signing security/confidentiality agreements that detail security and confidentiality procedures. All SME panel
meetings are conducted in restricted access environments. All SME notes are collected after each meeting. It is the position of the
Assessment Center that agencies should communicate their firm commitment to protect and preserve the integrity of systems developed to
facilitate the mobility of personnel up the ranks within their organization. All agencies served by the Assessment Center are strongly
encouraged to include in their standard operating policy and procedures a clearly articulated position outlining the obligation of their
agency personnel to maintain the security and confidentiality of testing processes. These test security measures help ensure that all
20
Miami Dade College, School of Justice Assessment Center
materials related to a specific assessment center are tightly controlled and accounted for at all times,and that SMEs clearly understand the
criticality of keeping test materials confidential.
Physical Security During the development, administration, and feedback stages of an assessment center, all test exercises and related
materials are secured by the Assessment Center in a restricted-access facility located in the School of Justice. This facility is located
within an alarmed area of the School of Justice. Only Assessment Center staff members have access to this facility. During the evaluation
stage of an assessment center, all test exercises and related materials are secured in a restricted-access facility located at the evaluation
site. Assessment Center personnel supervise the transport of test exercises and related materials to and from test development and/or
evaluation sites.
In addition,all of our test materials are duplicated in-house at the Miami Dade College North Campus Copy Center. During duplication,the
Copy Center closes its doors to the entire campus to work exclusively on the Center's job requests. A Center staff member remains
physically present at the Copy Center until the duplication is complete. The staff member then transports the documents back to the
Center for storage in the vault until test administration.
Computer Security All test exercise development is conducted within the confines of Assessment Center. Assessment Center personnel
are the only users of these computers. The computers have secured casings and are password protected. Multiple layers of security,
including a firewall, protect the restricted computer network.
Administration Security All Assessment Center activities are supervised by Assessment Center personnel. Candidates are not permitted to
bring any notes, books, supplies, or communication devices to the testing site. All candidates are given a standard set of supplies for
testing purposes. In order to minimize the exposure of test exercises, stringent measures are applied to the development of test
administration schedules. All test components have a maximum exposure time of one day. Where necessary, candidates are
sequestered to avoid the likelihood of information sharing that could compromise test security.
Written Exam Development
Consultant will request the participation of one SME panel that consists of at least 2 job incumbents and one supervisor. SMEs will be
presented with written exam items created by consultant for review and which come from source material previously approved by the
Department. SMEs will decide collectively, under the guidance of a professional Assessment Center staff member, whether items should
be included on the exams on the basis of clarity, relevance,and level of difficulty. Items approved by the SME panel will be included in the
exam.
Oral Board Exercise Development
Development of the oral board exercise will follow a content validity approach as permitted by the Uniform Guidelines on Employee
Selection Procedures. SMEs will be asked about meaningful situation they have experienced on the job which will provide the foundation
for the exercises. The specific nature of exercise tasks will be fine tuned over a series of SME meetings. As a final step in the exercise
development process, SMEs will provide information on the scoring criteria that should be used for the exercise. Assessment Center
professional staff members will use this information to create the rating tools and other relevant materials to be used for scoring by
assessor teams. Additionally,SMEs that are part of the exercise development panel will be asked to complete a mock exercise to be used
for assessor training.
During the entire exercise development process, the highest priority is placed on ensuring the job relatedness of the test instruments and
on fostering the perception of fairness.Our process is grounded on a content validation strategy that guarantees job-relatedness and,thus
far, an absence of adverse impact. In a court case, [Progressive Officers Club, Inc v. Metropolitan Dade County, No. 86-1081 (S. D. Fla.
Dec. 15, 1989)],the assessment center was upheld on every issue against an adverse impact case based on ethnic differences in a police
lieutenant's assessment center. In other words, no adverse impact was found. Additionally,the assessment center was found to have
complied with requirements of the Uniform Guidelines for Employee Selection Procedures through a content-validation approach. The
court found this strategy to be an appropriate validation strategy that met professional standards. The exercises were found to reflect a
conscientious attempt, on our part, to create job simulations in areas as close to reality as possible in a testing situation. In fact, it was
stated(p.42)that, "Short of requiring applicants to actually perform the job,the assessment center exercises are the best approximation of
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Miami Dade College, School of Jusri e Assessment Center -Noy
work performance." Statistical analysis on a large police sergeant's assessment center (n=297) yielded the same results, no adverse
impact. In fact,a finding of interest in that group was that the female candidates appeared to do slightly better than the males.
Candidate Orientation
Consultant will facilitate one candidate orientation. Candidate will be provided with an overview of the testing process and with specific
information about each component of the process including dates, times and locations. Additionally, candidates will receive an
orientation/preparation guide with helpful hints. Candidates will also have the opportunity to ask questions at the end of the sessions.
An optional one-day training can be offered if requested that will help candidates prepare for the written and oral portions of the
promotional process.
Written Test Administration&Evaluation
Consultant will provide all test materials, staffing, proctoring and test administration venue. Consultant will provide candidate test booklets,
answer sheets, pencils, sign-in logs,and other testing materials. Candidates will be required to provide photo ID, sign in, and sign a copy
of the test rules. The examination will be timed and once the allotted time frame expires, candidate answer sheets will be collected and
sealed for scoring at consultant's facility.
Item Challenge/Appeal sessions can be conducted immediately following the completion of the written exam. If providing candidates the
benefit of knowing which items they answered incorrectly and access to source materials is a concern, these sessions can be scheduled
several days after the administration of the written exam. During the Item Challenge/Appeal session, candidates will be provided with
parameters regarding acceptable reasons for challenging/appealing an item. Candidates will be provided with an item appeal form as well
as a test booklet for a pre-determined amount of time. Once the allotted time expires,no additional appeals/challenges may be submitted.
Item Challenge/Appeals will be reviewed by a SME panel under the guidance of an Assessment Center professional staff member. SME
panel decisions regarding the challenges/appeals are final and candidates will receive written notification of the panel's decision on his/her
individual appeal (if applicable) when they receive their final written exam score and notification of the pass/fail decision (if multiple hurdle
approach is required).
Prior to the calculation of final written exam scores, consultant will perform an item analysis to determine if there are any technical
problems with any items. Points will be awarded for items meeting pre-determined item analysis criteria for exclusion to all candidates.
Assessment Center Exercise Administration&Evaluation
Consultant will provide all necessary testing materials including test booklets, recording equipment and recording media, and supplies and
testing venue. Consultant will provide staffing including test proctors&media services personnel.
Assessors will be law enforcement professionals from a national and local pool of trained assessors (excluding Opa Locka Police
Department) at or above the target rank and on active duty or retired for no more than five years. No non-law enforcement professional
assessors will be used. Selection of assessor panel will follow the guidelines prescribed in the collective bargaining agreement or any
other applicable rules governing the process.
Assessors will undergo a one-day comprehensive training on exercise evaluation. The training will consist of teaching participants about
the assessment center model, behavioral note-taking, exercise-specific response guidelines and/or scoring criteria, achieving consensus,
and formulating written feedback. Additionally, assessor training will include the evaluation of a mock exercise where training participants
will work together to achieve inter-rater reliability.
Deliverables
The Opa Locka Police Department will provide seniority points and veteran's points (if applicable)to be aggregated to scores of all other
components of the promotional process. Consultant will aggregate scores from all components of the promotional process and provide the
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Miami Dade College, School of Justice Assessiuent Center
Opa Locka Police Department with a comprehensive score report for each candidate and a list of candidates in descending order by final
score.
The technical report will include complete narratives of all work results including a report on the job analysis and an explanation of the
validity methodology used. It will also include a list of the SMEs and assessors used in all phases of the process including their gender
and ethnic breakdown. The technical report will also include a summary of all scoring and rationale for the scoring model used. Any
additional information detailing important aspects of the development,administration,and scoring process will also be addressed.
All exercises, rating tools,and training materials developed for this process are the property of Miami Dade College. Miami Dade College
shall be the custodian of the employment examination records and shall make such records available for public inspection according to Ch.
119 F.S.
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Miami Dade College, School of Justice Assessment Center
Opa Locke Police Department <` "
ACTIVITIES MONTH 1 MONTH 2 MONTH 3
Finalize contract negotiations
DEVELOPMENT
Review Job Task Analysis
Develop Test Plan
Develop&post Reading List&Job
Announcement
Develop Written Exam
Develop Oral Board exercise&rating tool
Receive qualified list of candidates
Prepare candidate test administration schedules
Send out Candidate Test Notification Letters
Conduct candidate orientation session
ADMINISTRATION/EVALUATION
Administer Written Exam
Conduct Item Appeal Sessions
Score Written Exam
Conduct Item Analysis
Conduct Oral Board Exercise Evaluation
Deliver results&Technical Report
FEEDBACK
Develop candidate feedback schedule
•
Notify candidates of feedback locations and times
Conduct candidate feedback sessions
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Miami Dade College, School of Justice Assessnt Center
V.COST PROPOSAL
SERGEANT COST PORPOSAL
EXERCISE DEVELOPMENT
Written Exam
• Reading List&Test Plan
• Multiple-Choice Exam With 4-Choice Items $2,000.00
• Development Fee Includes Candidate Test Booklet&
Annotated Key
• Each Item Will Have Complete Source Citation
Oral Board Exercise
• Exercise development
• Scoring tool $2,000.00
• Assessor training materials
CANDIDATE PREPARATION TRAINING(OPTIONAL)
Candidate Preparation Training
• Training Venue
• Trainer $1,500.00
• Materials&Supplies
• Continental Breakfast&Light Lunch for Participants
ADMINISTRATION/EVALUATION
Candidate Orientation
• Candidate Test Notification Letters $150.00
• Candidate Orientation
• Printed Candidate Orientations Guides
Written Exam
• Candidate Test Booklet Duplication
• Test Proctors
• Item Appeals Process
• Test Administration Venue $725.00
• Written Exam Scoring
• Written Exam Item Analysis&Item Appeals Review
• Response to Item Challenges/Appeals
• Written Exam Results
Oral Board
• Media Equipment&Personnel
• Supplies
• Proctors
• Test Administration Venue $1,580.00
• Assessor training
• Assessor meals
• Professional oversight
FEEDBACK OPTIONAL)
• Face-To-Face Feedback
• Feedback venue $1,000.00
• Supplies
TECHNICAL REPORT
• Technical Report $300.00
TOTAL PROJECT COST $9,255.00*
'Total includes ten(10)hours of consulting time to assist the department in resolving any grievances that may arise out of this process,exclusive of reasonable
travel costs which will be billed separately. Additional consulting hours will be billed at$100.00 per hour.
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Miami Dade College, School of Justice Assessment Center
a „
VI. EXERCISE DESCRIPTION
WRITTEN EXAM
In this exercise, candidates are presented with 100 multiple-choice questions derived from Department approved source materials and
measuring technical knowledge. Candidates will have the option to appeal written exam items either immediately following the test or after
preliminary scoring. The consultant will also perform an item analysis to identify items that may be technically flawed.
ORAL BOARD EXERCISE
In this exercise,candidates are presented with questions or scenarios typical of the target position and that may be dynamic in nature and
difficult to simulate. Candidates are presented with the scenarios orally and are required respond orally to each scenario. Candidates are
expected to describe from start to finish how they would handle each situation. Part of this process examines the candidate's knowledge
or Departmental resources and utilizing them in specific situations. Candidate responses are recorded and scored by an assessor team
live.
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