HomeMy Public PortalAbout18-9477 Transfer Funds from the Law Enforcement Grant Fund to pay Miami Dade College School of Justice Sponsored by: City Manager
RESOLUTION NO. 18-9477
A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF OPA-
LOCKA, FLORIDA, AUTHORIZING THE CITY MANAGER TO
TRANSFER FUNDS ($8,000.00) FROM THE LAW ENFORCEMENT
TRUST FUND (LETF-65) TO AN APPROPRIATE CITY OF OPA-LOCKA
OPERATING ACCOUNT IN ORDER TO PAY MIAMI DADE COLLEGE
— SCHOOL OF JUSTICE — THE ASSESSMENT CENTER FOR
CONDUCTING THE POLICE SERGEANT PROMOTIONAL PROCESS;
PROVIDING FOR INCORPORATION OF RECITALS; PROVIDING FOR
AN EFFECTIVE DATE.
WHEREAS, the City of Opa-Locka, Florida, needs to develop a Police Sergeant
Promotion Process for the future growth and development of both the department and its
employees; and
WHEREAS, the Law Enforcement Trust Fund allows the use of LETF monies for said
purchase; and
WHEREAS, the City Commission of the City of Opa-Locka desires to authorize the City
Manager to transfer funds ($8,000.00) from the LETF account to an appropriate City of Opa-
locka operating account in order to pay Miami Dade College — School of Justice — The
Assessment Center, pursuant to the competitive bid exception for governmental entities under
Section 287.057 (3) (e) 12, Florida Statutes, for conducting the Police Sergeant Promotional
Process.
NOW, THEREFORE, BE IT DULY RESOLVED BY THE CITY COMMISSION
OF THE CITY OF OPA-LOCKA, FLORIDA:
Section 1. RECITALS ADOPTED.
The recitals to the preamble herein are incorporated by reference.
Section 2.AUTHORIZATION
The City Commission of the City of Opa-locka hereby authorizes and directs the City
Manager to transfer said LETF monies ($8,000.00) to an appropriate City of Opa-locka
operating account for the sole purpose of conducting the Miami Dade College — School
of Justice—The Assessment Center Police Sergeant Promotional Process.
Section 3. SCRIVENER'S ERRORS.
Sections of this Resolution may be renumbered or re-lettered and corrections of
typographical errors which do not affect the intent may be authorized by the City
Manager, or the City Manager's designee, without need of public hearing, by filing a
corrected copy of same with the City Clerk.
Section 4. EFFECTIVE DATE.
Resolution No. 18-9477
This Resolution shall take effect immediately upon adoption and is subject to the
approval of the Governor or his designee.
PASSED AND ADOPTED this 28th day of March, 2018.
"iodise
yra . Taylor
or
Attest to: Approved as to form and legal sufficiency:
if (
Joa, a Flores THE BROWN LAW GROUP, LLC
City Clerk City Attorney
Moved by: COMMISSIONER PIGATT
Seconded by: VICE MAYOR KELLEY
Commissioner Vote: 4-1
Commissioner Holmes: YES
Commissioner Riley: NO
Commissioner Pigatt: YES
Vice Mayor Kelley: YES
Mayor Taylor: YES
°A
City of Opa-Locka
Agenda Cover Memo
Department James Dobson Department
Director: Director Signature:
Budget Ernesto Reyes Budget
Administrator: Administrator
Signature:
Finance Director: Bryan Hamilton FD Signature:
De 1 artment
tie
Asst City Manager: William Green ACM Signature:
,�N l-
City Manager: Ed Brown `
CM Signature: , l '
Commission I _AIWA.—
/`
Item Type: Resolution Ordinance Other
Meeting Date: X
(EnterXin box)
Fiscal Impact: Ordinance Reading: 1St Reading 2nd Reading
(EnterXin box) Yes No (EnterXin box)
x Public Hearing: Yes No Yes No
(EnterXin box)
x x
Funding Source: (Enter Fund& Advertising Requirement: Yes No
Dept) (Enter X in box)
LETF- 65 Ex: 383010 x
Account#:
Contract/P.O. Yes No RFP/RFQ/Bi#:
Required: x
(EnterXin box)
Strategic Plan Yes No Strategic Plan Priority Area: Strategic Plan Obj./Strategy: (list
Related Enhance Organizational 0 the specific objective/strategy this item will
(EnterXin box) X Bus.&Economic Dev 0 address)
Public Safety
Quality of Education LJ' Officer development and
Qual.of Life&City Image Q department growth
Communcation El
Sponsor Name City Manager Department: Police City Manager
Ed Brown Ed Brown
Short Title:
Police Sergeant Promotional Process
Staff Summary:
Staff supports promotional process for future growth and development of department.
Proposed Action:
Prepare OLPD staff for Police Sergeant Promotional Process
Attachment:
1. Memorandum from City Manager Ed Brown dated 2/27/18
2. Miami Dade College—School of Justice—The Assessment Center Proposal ($8,000.00)
3. Memorandum from Chief James Dobson re: Use of Seized Funds
4. Resolution Draft
O
9
UI y
Memorandum
TO: Mayor Myra L.Taylor
Vice Mayor Joseph L. Kelley
Commissioner Timothy Holmes
Commissioner Matthew A Pigatt
Commissioner John Riley
FROM: Ed Brown, City Manager
DATE: February 27, 2018
RE: POLICE SERGEANT PROMOTIONAL PROCESS
Request: A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF OPA-LOCKA,
FLORIDA, AUTHORIZING THE CITY MANAGER TO TRANSFER FUNDS ($8,000.00)
FROM THE LAW ENFORCEMENT TRUST FUND (LETF-65) TO AN APPROPRIATE CITY
OF OPA-LOCKA OPERATING ACCOUNT IN ORDER TO PAY MIAMI DADE COLLEGE —
SCHOOL OF JUSTICE — THE ASSESSMENT CENTER FOR CONDUCTING THE POLICE
SERGEANT PROMOTIONAL PROCESS.
Description: Police Sergeant Promotional Process.
Account Number: 383010
Financial Impact: None. Funds will be transferred from LETF.
Implementation Time Line: Upon approval of said Resolution by the City Commission and transfer of
monies from LETF to appropriate City of Opa-locka operating account to pay for said purchase.
Legislative History: None
Analysis: Promotional Process is necessary for both future growth and development of OLPD.
Recommendation(s): Staff recommends approval.
Attachments:
1. City Agenda Cover Memo
2. Miami Dade College—School of Justice—The Assessment Center Proposal ($8,000.00)
3. Memorandum from Chief James Dobson re: Use of Seized Funds
4. Resolution Draft
Prepared by:
Clancy Huckleberry
End of Memorandum
Z:\Agenda Items+Processes\2018\Sgt Promo Process\1-3Agenda Item Memo[Sgt promo].doc
5<e
PROPOSAL
Opa-Locka Police Department
Police Sergeant Promotional Process
January 12, 2018
a, ^
Prepared By:
The Assessment Center
Miami Dade College — School of Justice
. 11380 NW 27th Avenue, Suite 8324
Miami, Florida 33167-3495
P: 305.237.8012
4/11114N F: 305.237-1807
lguinov @mdc.edu
City of Opa-Locka—2018 Sergeant Promotional Process
TAB1 E F CONTEN-S
Table of Contents
PART I—MIAMI DADE COLLEGE ASSESSMENT CENTER DESCRIPTION 3
PART II—SCOPE OF SERVICES 1
PART III—PRIOR EXPERIENCE 6
PART IV—QUALIFICATIONS 9
PART V—COST 12
City of Opa-Locka—2018 Sergeant Promotional Process
January 12, 2018
Opa-locka Police Department
Chief James Dobson
2495 Ali-Baba Ave.
Opa-locka, FL 33054
Miami Dade College's Assessment Center presents to the City of Opa-locka its proposal of our approach to partner
with the Police Department for the upcoming promotional process involving the rank of Police Sergeant.
We present our methodology to demonstrate that we are fully prepared to meet and exceed all of the personnel
selection objectives discussed during our meeting.Our methodology complies with testing guidelines and professional
standards set forth by the Uniform Guidelines on Employee Selection Procedures,the Principles for the Validation and
Use of Personnel Selection of the Society for Industrial and Organizational Psychology(STOP),and the Guidelines and
Ethical Considerations for Assessment Center Operations.
Our objective is to meet all of the Department's needs in conducting a fair and valid promotional process.Our services
will include:
• Review of job analyses for the rank of Sergeant
• Review of bibliographies (reading lists) currently used as the basis of job knowledge tests and
recommendations for revisions
• Conduct general orientation session for Sergeant candidates
• Development of written examination
• Development of an assessment exercise(BADGE)
• Administration of all exercises and tests developed
• Recruitment,screening,selection and training of assessors
• Oversight of the evaluation process
• Preparation and delivery of results
• Provision of performance feedback to candidates
Additionally, Miami Dade College will assist the Department in addressing any concerns, requests and questions
regarding the entire promotional process.Thank you for your time and for the opportunity to provide this service to your
Department. If you have any questions please do not hesitate to contact us at 305-237-8012, or via e-mail at
Iguinov@mdc.edu.
Sincerely,
Lisa M. Guinovart
Assessment Center Director
movainimmussmiummismormaiiii2 � 4
City of Opa-Locka—2018 Sergeant Promotional Process
PART I - MIAMI DADE COLLEGE ASSESSMENT CENTER DESCRIPTION
The School of Justice Assessment Center (Assessment Center) has an unparalleled depth and breadth of
experience in public safety assessment ranging from entry level to chiefs level positions. The Assessment
Center is fully prepared to meet or exceed all of the personnel selection objectives of the communities.
The Assessment Center was created in 1981 by Special Response Funds from the Law Enforcement
Assistance Administration (LEAA) and for nearly 30 years, has provided comprehensive selection and
promotional assessment services to a variety of public safety agencies nationwide. Backed by Miami Dade
College, an education landmark in South Florida with a long and stable history, the Assessment Center
shares in a long-standing tradition of excellence. We have assessed over 22,000 individuals for various
positions in public safety and have earned a solid reputation of integrity among public safety agencies. Since
1985, the Assessment Center has assisted city and county managers in external recruitment for chiefs of
police and other executive positions such as directors of corrections,finance,public works,and data systems.
The Assessment Center has the experience and resources to conduct job analyses, develop and implement
job-relevant exercises, evaluate records, and analyze performance data for any public safety position.
Testing programs are tailored to individual agencies' needs and range from content-valid written tests and
assessment-based oral boards to full-scale, complex assessment centers that include telecommunications
equipment and multimedia.
The Assessment Center serves as a model for the development of other assessment centers throughout the
United States and internationally. Prompted by the Center's successful record of accomplishment, agencies
including the Federal Bureau of Investigations (FBI) and the London Metropolitan Police have benchmarked
with our programs to establish similar assessment programs. The Center has also collaborated with law
enforcement departments to provide training programs for their personnel to serve as assessors in our record
evaluation processes.
Maintaining a long standing working relationship with the law enforcement community, the Center has
developed and implemented over 170 assessment programs nationwide, primarily in law enforcement
testing. The Center has served over 25 agencies in the state of Florida, many on a continuing basis. All
entry level and promotional assessments for the Miami-Dade Police Department have been conducted by
the Assessment Center since 1983. The Center has also served agencies in the states of Virginia, South
Carolina, North Carolina, Alabama, and Nebraska.
The Assessment Center is staffed by a director, two assessment analysts, five full-time and part-time
administrative staff members and two contracted Psychologists. Our team of dedicated professionals, with
31, . _,
City of Opa-Locka—2018 Sergeant Promotional Process
advanced degrees in the behavioral sciences and extensive experience in assessment, strive to develop
customized solutions to meet your personnel selection and assessment needs.
(1) Company Contact Information: (2) Authorized Representative Name, Title,
Address, and Phone Number:
Miami Dade College, North Campus Raimundo Socorro, Ph.D., Dean
School of Justice Assessment Center
11380 NW 27th Avenue, Room 8324 Miami Dade College, North Campus
Miami, FL 33167 School of Justice
Phone: (305)237-1476 11380 NW 27th Avenue, Room#8310
Fax: (305)237-1858 Miami, FL 33167
Phone: (305) 237-1508
(3) History:
Miami Dade College was established in 1959. It is a multi-campus, four-year, state-supported
college with eight campuses and numerous outreach centers. Miami Dade College is nationally
recognized as one the largest and best colleges in the country. It is governed by a seven-member
District Board of Trustees and a college president. The Miami Dade College School of Justice
Assessment Center was established in 1981 with Special Response Funds from the Law
Enforcement Assistance Administration to provide personnel selection services for public safety.
(4) Contract Team:
Lisa M. Guinovart, M.S.—Associate Director
Armando Falcon, M.S.—Assessment Analyst
Chantal Ramirez, M.S.—Assessment Analyst
(5) Accreditations:
Miami Dade College is accredited by the Commission on Colleges of the Southern Association of
Colleges and Schools.
ql_
Nimmons& 411
City of Opa-Locka—2018 Sergeant Promotional Process
Lisa Guinovart
Director
TESTING AND ADMINISTRATIVE
VALIDATION
Psychological Testing Testing
and Training Gricelda Eguigure
Program Specialist
Dr. Richard Armando Falcon Rodeline Ceremy Maria Gonzalez
Zonderman Assessment Analyst Part-Time Paraprofessional Part-Time Paraprofessional
Contract Psychologist
Chantal Ramirez Mike Kimkowski
Assessment Analyst CVSA Technician
Aleksei Martinez
Test Proctor
City of Opa-Locka—2018 Sergeant Promotional Process
PART II - SCOPE OF SERVICES
The City of 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:
• Review of job analyses for the rank of Sergeant
• Review of bibliographies (reading lists) currently used as the basis of job knowledge tests and
recommendations for revisions
• Conduct a general orientation session for Sergeant candidates
• Development of written examination
• Development of an assessment exercise (BADGE)
• Administration of all exercises and tests developed
• Recruitment, screening, selection and training of assessors
• Oversight of the evaluation process
• Preparation and delivery of results
• Provision of performance feedback to candidates
..w...,.�b 1
The development of the assessment exercises will involve a content validity strategy and will comply with
professional standards for personnel selection as well as the Department's applicable rules and regulations
and collective bargaining agreements. The validation process will involve the use of subject matter experts
(SMEs)from the Opa-locka Police Department. All SME panels described in this response will meet the
following requirements:
• SME panel collectively represents the demographics of the employee population with respect to
gender, age, race, years of experience, etc.
• SMEs must be experienced and active in the target position (e.g. SMEs should not be on
probationary status or should not be temporarily assigned to the position).At least one year of job
experience in the target rank is required to serve as a SME.
• SME panel collectively represents various functional areas and/or shifts of the target rank.
• SME panel must include approximately 10%to 20% supervisors of the target rank.
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
City of Opa-Locka—2018 Sergeant Promotional Process
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.
All agencies served by the Assessment Center are strongly encouraged to include in their standard
operating policies and procedures a clearly articulated position outlining the obligation of their agency
personnel to maintain the security and confidentiality of testing processes. These test security measures
help ensure that all materials related to a specific assessment center are tightly controlled and accounted
for at all times, and that SMEs clearly understand the criticality of keeping test materials confidential.
Physical Security During the development, administration, and feedback stages of an assessment center,
all test exercises and related materials are secured by the Assessment Center in a restricted-access facility
located in the School of Justice. This facility is located within an alarmed area of the School of Justice. Only
Assessment Center staff members have access to this facility. During the evaluation stage of an
assessment center, all test exercises and related materials are secured in a restricted-access facility
located at the evaluation site.Assessment Center personnel supervise the transport of test exercises and
related materials to and from test development and/or evaluation sites.
In addition, all of our test materials are duplicated in-house at the Miami Dade College North Campus Copy
Center. During duplication, the Copy Center closes its doors to the entire campus to work exclusively on
the Center's job requests. A Center staff member remains physically present at the Copy Center until the
duplication is complete. The staff member then transports the documents back to the Center for storage in
the vault until test administration.
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 Assessment Center personnel supervise all Assessment Center activities.
Candidates are not permitted to bring any notes, books, supplies, or communication devices to the testing
site. All candidates are given a standard set of supplies for testing purposes. In order to minimize the
exposure of test exercises, stringent measures are applied to the development of test administration
schedules. All test components have a maximum exposure time of one day. Where necessary, candidates
are sequestered to avoid the likelihood of information sharing that could compromise test security.
21-
City of Opa-Locka—2018 Sergeant Promotional Process
The Assessment Center will review the current Police Sergeant job analyses to determine the
comprehensive range of aptitudes, skills, abilities, and other traits required, in order to identify candidates
best suited to perform successfully in the target positions.
The Assessment Center will develop a 100-item multiple-choice written exam for the rank of Sergeant,
using source materials selected by the Opa-locka Police Department. Each item will include an answer key
and the appropriate source citation (including page number)for each test item. The written tests will be
submitted for review by a SME panel. SMEs will be presented with written test items created by the
Assessment Center for review and will decide collectively, under the guidance of a professional
Assessment Center staff member, whether items should be included on the exams on the basis of clarity,
relevance, and level of difficulty. Items approved by the SME panel will be included written aptitude tests.
The written test will include a candidate test booklet and an annotated key.
Development of assessment center exercises will follow a content validity approach as permitted by the
Uniform Guidelines on Employee Selection Procedures. The Assessment Center will request the
participation of multiple SME panels for each assessment exercise. In order to provide custom assessment
center exercises to the Opa-locka Police Department, SMEs will be asked about meaningful situations
(critical incidents)they have experienced on the job which will provide the foundation for the exercises. The
specific nature of exercise tasks will be fine-tuned over a series of SME meetings.As a final step in the
exercise development process, SMEs will provide information on the scoring criteria that should be used for
each exercise.Assessment Center professional staff members will use this information to create the rating
tools and other relevant materials to be used for scoring by assessor teams.
During the entire exercise development process,the highest priority will be placed on ensuring the job
relatedness of the test instruments and on fostering the perception of fairness. Our process is grounded on
a content validation strategy that guarantees job-relatedness.
The following exercises will be developed for the rank of Sergeant.
POLICE SERGEANT
BADGE Exercise
BADGE Exercise
In the Behavioral Assessment Dimension Guided Exercise (BADGE),job-relevant scenarios (typically 3-4)
of an immediate and dynamic nature are presented verbally by a test proctor. Job-relevant scenarios may
include a Critical Incident, Citizen Complaint, Personnel Issue, Employee Counseling, Disciplinary
3�'
City of Opa-Locka—2018 Sergeant Promotional Process
Procedures, Use of Force, etc. Candidates respond to each scenario orally and are videotaped. Candidate
video-audio taped responses are rated by a team of three assessors at a later time.
EF
The Assessment Center will facilitate a candidate orientation session for the rank of Sergeant. Candidates
will be provided with an overview of the testing process and with information regarding each exercise
module and dates, times and locations for each component of the process.Additionally, candidates will
receive an orientation/preparation guide with helpful hints. Candidates will also have the opportunity to ask
questions at the end of the session. The Assessment Center will provide the venue, handouts and other
necessary materials for the orientation.
Before the test begins, candidates will be required to provide photo ID, sign in, and sign a copy of the test
rules. The examination will be timed and once the allotted time frame expires, candidate answer sheets will
be collected and sealed for scoring by the Assessment Center.
Item appeals will be handled in compliance with collective bargaining agreement requirements. Item
appeals will be reviewed by a SME panel under the guidance of Assessment Center professional staff to
evaluate the merits of the appeal and make decisions on whether the appeal should be upheld or denied.
The Assessment Center will prepare written response to candidates regarding their appeals.
Additionally, the Assessment Center will conduct an item analysis to identify the existence of technically
flawed items. Points will be awarded for items meeting pre-determined item analysis criteria for exclusion to
all candidates unless otherwise requested by the Department.
Candidates will be notified regarding their written test scores prior to undergoing the assessment portion of
the promotional process. There will be a cut-off score on the written examination as requested and
determined by the Department. Candidates are required to meet this cut-score score to proceed to the
Assessment(BADGE) exercise of the promotional process.
The Assessment Center will provide the venue, proctors, and materials necessary for the written exam
administration.
All assessment exercises will be administered individually and separately.
To avoid exposure of test materials or the development of multiple or alternate exercise versions,
candidates may be held over for extended periods.
Prior to exercise administration, candidates will receive a Candidate Test Notification Letter which will
include the report dates, times, and locations for each promotional process activity. On test administration
4j= :a y
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City of Opa-Locka—2018 Sergeant Promotional Process
days, candidates will be required to go through a sign-in process.As part of this process, candidates will be
asked to provide photo identification and will be assigned a candidate number. Lastly, candidates will be
required to sign a copy of the test rules and will receive a brief orientation. Candidates may be held over for
extended periods before and after undergoing an exercise.
The Assessment Center will provide the venue,all test materials and supplies, recording equipment and
staff necessary for the administration of the assessment exercise.
The panel of assessors evaluating the candidates shall be at the rank of Sergeant or above, from
communities of comparable size and demographics to the Opa-locka Police Department.
Assessors will receive one full day of training by the Assessment Center on the specific portion of the
assessment assigned to them.As part of the training, assessors will learn how to take behavioral
observation notes and will learn how to use the rating tools and apply the scoring benchmarks. This will
enable the trainer to gauge the level of proficiency of the assessors and address any areas needing
improvement or clarification.
Assessors will work in teams to evaluate candidate records. Each assessor on the panel will first evaluate
candidate performance independently.After all scoring is complete, assessors will discuss ratings to reach
consensus. Once they have completed their ratings and consensus discussion, evaluation materials
produced by the assessors will undergo a rigorous two-part review by the Assessment Center to ensure
that the records were evaluated according to the guidelines discussed during training. Records not meeting
standards are returned to the assessor team for review and correction. Once a record passes the review
process satisfactorily, the record is stored. This process will continue until all records are evaluated and
properly reviewed.
The Assessment Center will provide materials supplies, media equipment staff, and external assessors.
The Assessment Center will provide final candidate result packages to the Opa-locka Police Department.
Packages will include, but are not limited to: Statistical summaries including raw scores, means, and
standard deviations. The Assessment Center will provide the score report within thirty(30)calendar days
after administering the last testing process. Candidates will be given an individualized feedback report
including strengths and weaknesses as well as graphs illustrating their performance across exercises and
in comparison to group average.
51
City of Opa-Locka—2018 Sergeant Promotional Process
PART III - PRIOR EXPERIENCE
Client: North Miami Police Department
Name: Gary Eugene Title: Chief of Police
Address: 700 NE 124 Street, North Miami, FL 33161
Contact Person: Jorge Manresa Title: Police Administrator
Telephone: (305) 891-0294
Date Test/Assessment Centers Available for Client's Use: Fall 2015
Number of Client's Full-Time Sworn Employees in the Police Department:Approximately 150
Narrative of Services Performed:
We developed,administered,and evaluated written examinations and assessment exercises for the following
ranks:
• Police Sergeant
Exercises were customized for each testing program to reflect the actual demand of the target positions.
Exercises designed for North Miami Police Department included:
• Written Exams
• In-Basket Exercises (Computerized)
• Role-Play Interactive Exercises
• BADGE Exercises
Exercise development follows a content-validity strategy in accordance with Uniform Guidelines on
Employee Selection.
City of Opa-Locka—2018 Sergeant Promotional Process
Client: Coral Gables Police Department
Name: Edward Hudak Title: Chief of Police
Contact Person: Michael Miller Title:Assistant Chief
Telephone: 305-460-5420 (Office)
Date Test/Assessment Centers Available for Client's Use: Fall 2017
Number of Client's Full-Time Sworn Employees in the Police Department: Approximately 200
Narrative of Services Performed:
The Assessment Center has been providing entry level and promotional testing services for the Coral Gables
Police Department (CGPD) continuously since 2001. We developed, administered, and evaluated testing
programs for the following ranks:
• Police Sergeant
• Police Lieutenant
Exercises were customized for each testing program to reflect the actual demand of the target positions.
Exercises designed for CGPD include:
• Written Exams
• In-Basket Exercises (Computerized)
• Role-Play Interactive Exercises
• Situational Judgment Tests
• Oral Presentation Exercises
• Strategic Planning Exercises
Exercise development followed a content-validity strategy in accordance with Uniform Guidelines on
Employee Selection.
71= =
City of Opa-Locka—2018 Sergeant Promotional Process
Client: North Miami Beach Police Department
Name: William Hernandez Title: Chief of Police
Telephone: (305) 948-2995
Address: 16901 NE 19th Avenue, North Miami Beach, FL 33162
Date Test/Assessment Centers Available for Client's Use: Spring 2016
Number of Client's Full-Time Sworn Employees in the Police Department:Approximately 150
Narrative of Services Performed:
We developed,administered,and evaluated written examinations and assessment exercises for the following
ranks:
• Police Sergeant
• Police Captain
Exercises were customized for each testing program to reflect the actual demand of the target positions.
Exercises designed for North Miami Beach Police Department included:
• Written Exams
• In-Basket Exercises (Computerized)
• Role-Play Interactive Exercises
Exercise development follows a content-validity strategy in accordance with Uniform Guidelines on
Employee Selection.
Ememinommornar
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City of Opa-Locka—2018 Sergeant Promotional Process
PART IV — PRIOR EXPERIENCE
Client Service Dates Contact
Hillsborough Community College Ms.Cindy Green
Criminal Justice Institute Florida Basic Abilities Testing 2002-Present 2002 N. 17th Street
Ybor City Campus Tampa,FL 33675(813)253-7697
Central Florida Community College Mr.Henri Benlolo
Criminal Justice Institute Florida Basic Abilities Testing 2003-Present 3001 SW College Road Ocala, FL
34474 352-237-2111,ext.1395
Ms.Joni Harris
City of Miami Employment Office Florida Basic Abilities Testing 2002-Present 444 SW 2nd Ave,Suite 129
Miami, FL 33130
_ 305-416-2109
Written Exams&Assessment Centers Chief Mark Nathan Overton
Bal Harbor Police Department for: 2006,2008,2011 655 96th Street
Sergeant Bal Harbor, FL 33154
• (305)865-6449
Job Analyses,Written Exams,& Interim Chief Edward Hudak
Coral Gables Police Department Assessment Centers for: 2801 Salzedo Street
p • Sergeant 2001 Present Coral Gables, FL 33134
• Lieutenant (305)460-5430
Chief Don De Lucca
Doral Police Department Written Exam for: 6100 NW 99 Avenue
p • Sergeant 2013,2015,&2016
9 Doral, FL 33178
(305)593-6699
Written Examination: John P.Terry
Florida Department of Agriculture • Sergeant 2017 2005 Apalachee Parkway
Investigator II Tallahassee, FL 32399
(850)245-1388
Chief Alexander D.Casas
Florida International University Written Examination: 885 S.W. 109TH Avenue PG-5
Police Department Sergeant 2017 Miami, FL 33199
(305)348-2623
Written Exams&Assessment Centers Assistant Chief Rudy Herbello
Golden Beach Police Department for: 2007-Present 1 Golden Beach Drive
• Sergeant Golden Beach, FL 33160
(305)936-2444
Oral Board for: Chief Sergio Velazquez
Hialeah Police Department • Lieutenant 2009&2011 555 E.8th Avenue
• Captain Hialeah,FL 33013
Oral Board for Chief Sergio Velazquez
Hialeah Gardens Police Department Sergeant 2007-Present 555 E.8th Avenue
• _ Hialeah, FL 33013
Job Analyses,Written Exams,& Laura Kramer
Jacksonville Sheriffs Office Assessment Centers for: 1991, 1994, 1996, Human Resources Division
• Sergeant 1998,2000,&2005 117 W.Duval Street,Suite 100
• Lieutenant _ _ Jacksonville,FL 32202
Written Exams&Assessment Centers 2009,2012,2014,& Chief Jeanette Said Jinete
Medley Police Department for: 2016 7777 NW 72ND Avenue
• Sergeant Medley, FL 33166
9I
City of Opa-Locka—2018 Sergeant Promotional Process
Job Analyses,Written Exams,&
Assessment Centers for:
• Entry Level Police Officer Commander Edmundo Valdes
• Corporal Personnel Management Bureau
Miami-Dade Police Department • Sergeant 1983 to 2010 9105 NW 25th Street
• Master Sergeant Lieutenant Miami,FL 33172
• First Lieutenant (305)471-2565
• Captain
Job Analyses,Written Exams,& Chief Ian Moffet
Miami-Dade Schools Police Assessment Centers for: 2002-Present 6100 NW 2nd Avenue
Department • Sergeant Miami,FL 33127
• Lieutenant (305)757-7708
Written Exams, &Assessment Center Chief Antonio Brooklen
Miami Gardens Police Department for: 2015&2016 18611 NW 27TH Avenue
Sergeant Miami Gardens, FL 33056
(305)474-1400
Written Examination&Assessment Chief Armando Guzman
Miami Springs Police Department Center for: 2017 201 Westward Drive
Sergeant Miami Springs,FL 33166
(305)877-1444
Chief Michael Kessie
New College of Florida Police Written Exam for: 2017 5800 Bay Shore Road
Department Sergeant Sarasota,FL 34243
(305)941-487-4210
Job Analyses,Written Exams,& Chief Clinton Shannon
Assessment Center for: 700 NE 124 Street
North Miami Police Department 2006,2008,&2015
• Sergeant North Miami, FL 33161
• Lieutenant (305)891-0294
Chief Carlos Noriega
North Bay Village Police Department Oral Boards for: 2017 1841 Galleon Street
Sergeant North Bay Village,FL 33141
(305)758-2626
Written Exams,Assessment Centers,
&Oral Boards for: T.C.Adderly
• Entry Level Police Officer Human Resources Director
Opa Locka Police Department • Sergeant City of Opa Locka
p p
• De u Chief 2007 to 2010
Deputy 3400 NW 135 Street
• Psychological Testing for: Opa Locka, FL 33054
• Police Applicants Phone:(305)953-2815
• Dispatchers
Job Analyses,Written Exams,
Assessment Centers,&Oral Boards Chief Bernadette DiPino
Sarasota Police Department for: 2050 Ringling Blvd.
P 2004,2006,&2010 Sarasota, FL 34237
• Sergeant Phone:(941)954-7011
• Lieutenant
Written Examination&Assessment Chief Rene Landa
South Miami Police Department Center for: 2017 6130 Sunset Drive
• Sergeant South Miami, FL 33143
(305)663-6301
101=
City of Opa-Locka—2018 Sergeant Promotional Process
Jesus Menocal
Interim Police Chief
Sweetwater Police Department Written Examination for: 2014 City of Sweetwater Police
• Sergeant Department
500 S.W. 109 Ave.
Sweetwater, FL 33174
Oral Boards for: Chief David Allen
Surfside Police Department • Sergeant 2007,2009,2011, 9293 Harding Avenue
• Psychological Testing for: 2012&2016 Surfside, FL 33154
• Police Applicant (305)993-1061
Written Exams,&Assessment Center Lieutenant Daniel Kobayashi
Sunrise Police Department for: 2016 10440 West Oakland Park
• Sergeant Boulevard Sunrise, FL 33351
Lieutenant (954)749-3581
PART IV- QUALIFICATIONS
Three(3)full-time employees(FTEs)who are professional staff members of the Assessment Center(The Center)will
be dedicated to the project with a percentage of assistance as necessary from other professional and administrative
staff members.All professional staff members hold advanced degrees in Industrial/Organizational Psychology and thus
have received formal training on Uniform Guidelines on Employee Selection Procedures(UGESP) and the Principles
for Validation and Use of Personnel Selection.
Lisa Guinovart M.S., Director
Mrs.Guinovart serves as Director of the Assessment Center.She oversees the implementation and evaluation
of personnel selection programs including Psychological Testing, Entry Level Assessment, Promotional
Assessment, and Florida Basic Abilities Assessment. Prior to serving as Director, she served as the
Assessment Analyst for this AC and was responsible for developing and implementing all AC exercises. Ms.
Guinovart earned her Master's Degree in Industrial/Organizational Psychology from Carlos Albizu University.
Armando Falcon M.S.,Assessment Analyst
Mr. Falcon serves as an Assessment Analyst of the Assessment Center. He is tasked with developing and
implementing various assessment center exercises, conducting job analyses and administering various
training programs for public safety and private agencies. Mr. Falcon has earned his Master's Degree
Industrial/Organizational Psychology and is currently pursuing a PhD in the same field from Florida
International University(ABD status).
Chantal Ramirez M.S.,Assessment Analyst
Ms. Ramirez has serves as an Assessment Analyst of Assessment Center.She is tasked with developing and
implementing various assessment center exercises, conducting job analyses and administering various
training programs for public safety and private agencies. In her previous role at a Telecommunications center,
she performed multiple interviews, administered selection tests to candidates, conducted job analyses, and
assisted in the recruitment and selection process of the center. Ms. Ramirez obtained her Master's degree in
Industrial/Organizational Psychology and is currently pursuing her PsyD in Clinical Psychology from Carlos
Albizu University.
ill: -
isms
City of Opa-Locka—2018 Sergeant Promotional Process
PART V- COST
WRITTEN EXAMINATION
SERGEANT WRITTEN EXAMINATION DEVELOPMENT
Job Analysis Review No Charge
Development and preparation of Source Reading List including meetings with Subject Matter Experts(SME)and
review of related written exam Source Materials. No Charge
Development of Written Examination $1,500.00
SUBTOTAL WRITTEN EXAMINATION DEVELOPMENT: $1,500.00
SERGEANT WRITTEN EXAMINATION ADMINISTRATION
Orientation:
Preparation of Candidate Test Notification Letters&Candidate Orientation Guide No Charge
Execution of 1 comprehensive candidate orientation(with orientation guidebooks) $250.00
Written Exam:
Administration Venue,Set Up,&Tear Down No Charge
1 Director(1/2 day)& 1 Assessment Analyst(1 day) $500.00
SUBTOTAL WRITTEN EXAMINATION ADMINISTRATION: $750.00
SERGEANT WRITTEN EXAMINATION EVALUATION
Written Exam Evaluation:
Oversee Item Challenge/Appeals Process $700.00
Conduct Statistical Item Analysis $250.00
Preparation of Final Results&Technical Report $500.00
SUBTOTAL WRITTEN EXAMINATION EVALUATION: $1,450.00
TOTAL SERGEANT WRITTEN EXAMINATION $3,700.00
121- > --
City of Opa-Locka—2018 Sergeant Promotional Process
SERGEANT ASSESSMENT CENTER(BADGE) EXERCISE
SERGEANT BADGE EXERCISE DEVELOPMENT
Meeting Rooms No Charge
Sergeant Job Analysis Review No Charge
Subject Matter Experts(SMEs) Opa-locka
Police Department
Materials for SME Meetings No Charge
Development of 4-Item BADGE Exercise&Scoring Criteria $1,500.00
TOTAL BADGE EXERCISE DEVELOPMENT $1,500.00
SERGEANT BADGE EXERCISE ADMINISTRATION&EVALUATION(UP TO 15 Candidates)
BADGE Administration:
Candidate Orientation&Test Notification No Charge
Test Administration Venue,Audio Recording Devices, DVDs&Mini DVs No Charge
Media Equipment Set Up,Operation,&Staffing No Charge
Assessment Center Staff(1 Director,2 Assessment Analysts(1 day)) $750.00
BADGE Evaluation:
Recruitment&Selection of Assessors(3 Assessors) No Charge
Preparation of Evaluation Materials Including Binding&Duplication of Assessor Training Materials No Charge
Assessor Training $300.00
Assessor Meals(Breakfast&Lunch) $300.00
2 Assessment Analysts For Assessor Training and Evaluation $700.00
Final Results:
Preparation of Final Results&Technical Report Including Individual Candidate Reports $400 00
TOTAL BADGE EXERCISE ADMINSITRATION&EVALUATION $2,450.00
SERGEANT BADGE EXERCISE FEEDBACK
Preparation of Feedback Materials Including Binding&duplication of Training Materials&Candidate Schedules&
Notifications No Charge
Professional Oversight of Feedback $350.00
TOTAL FEEDBACK $350.00
TOt�IL BERG T 155E ENR 300 00
I TE . EXERCISE
1
13 l
u
4 """ MEMORANDUM
CITY OF OPA-LOCKA POLICE DEPARTMENT 4'
vis
TO: Ed Brown,City Manager DATE: February 2, 2018
FROM: James Dobson,Chief of Police yam'
SUBJECT: Use of Seized Funds
Please accept this Memorandum as a request and approval to process payments for Body Amor, Police Explorers,
and Sergeant Promotional Exam Process. The funds will come from the Opa Locka Police Department Special Law
Enforcement Fund.
The attached quotes represent Body Armor Vest for Twenty-Two (22) officers. The remained officers have already
received body armor earlier in 2017. This will outfit every patrol officer and detective within our police
department with the protective body armor for the next five (5) years. The portion related to the Police Explorer
will bring our program current, we have not paid in the last few years. Due to our state oversite the program was
removed from our budget, but we have a great need and want for the children in the community to continue this
program. So the request will bring us current and out of rears with South Florida Council, Learning for Life, who
manages the program for the state. I will provide mentorship and career advancement to officers that want to
promote and who want to be the future leaders of our police department. The promotional exam will show us
who's serious and want to move this department toward the 21st century policing. This will assist our Department
in conducting a fair and valid promotional process.
The attached quotes reflect the following costs associated with each:
• 22 Point Blank Level II Body Armor Vest-$14,000.52
• South Florida Council, Learning for Life -$667.00
• Miami Dade College Police Sergeant Promotional Process -$8,000
The total amount requested is$22,667.52
Thank you for your consideration of our request.✓
Approved — Ed Brown Date Not Approved —Ed Brown
City Manager City Manager
End of Memorandum
•0t
•
MEMORANDUM �<
CITY OF OPA-LOCKA POLICE DEPARTMENT
TO: Ed Brown,City Manager DATE: March 8,2018
FROM: James Dobson, Chief of Polic
SUBJECT: The Assessment Center,Miami Dade/Sergeants Promotional Process
The primary reason for using The Assessment Center to conduct the Sergeant's Promotional Process is that the
organization now uses a structured process that incorporates the opinions of many people outside OLPD to
evaluate prospective employees thereby ensuring a fair and unbiased promotional process.
Many police departments and sheriffs' offices have recognized and have begun to use assessment centers not
only as a way to determine who should be hired as a police sergeant, but also used as a promotional process and
a way to identify strengths and weaknesses of our agency and its employees. When properly planned and
implemented, an assessment center will be viewed as a fair and objective process for making sure that the best
officer is nominated.
Finally, The Assessment Center is considered to be the sole provider of these services to law enforcement
agencies in South Florida.
JD/cgh
End of Memorandum
Z:\2018 Chef Dobson Memos\3.8.18 Drown(Assessment Ctr(.doa