Specifications include, but are not limited to: 3.1.Pre-employment Psychological Evaluations:To assess applicants for the position of cadet, lateral Troopercandidate and reserve Trooperto determine the psychological fitness of the applicant to perform the duties of a law enforcement Trooper. Evaluations shall, at a minimum consist of:3.1.1A comprehensive set of professionally recognized testsand evaluations designed to determine individual applicant’s psychological aptitude for working as a law enforcement Trooper. Each pre-employment psychological evaluation shall be summarized to include a rating scale. Rating scale definitions shall be provided to the DPS Human Resources Manager prior to commencement of evaluations.3.1.2Testing shall be defensible and free from bias against protected classes. Tests shall be administered utilizing test instruments commonly used to assess stability, cognitive ability and suitability for law enforcement, such as, but not limited to:3.1.2.1 Minnesota Multi-phasic Personality Index, Version 2 (MMPI #2), which may include the Law Enforcement Adjustment Scale and the Inwald Personality Inventory (IPI)3.1.2.2Personality Assessment Inventory (PAI)3.1.2.3The California Personality Inventory (CPI)3.1.2.4Wonderlic Aptitude Test3.1.2.5PsyQ Psychological History Questionnaire3.1.2.6MMPI-2-RF Police Candidate Interpretive Report (PCIR)3.1.3Contractor shall possess an established psychological profile for entry-level law enforcement officers.3.1.4Psychologist shall be familiar with the related literature specific to testing public safety positions, as well as the applicable state and federal laws relevant to this area of practice before conducting clinical assessment of candidate.3.1.5A structured interview shall be with a clinicalpsychologist who specializes in law enforcement. The interview should be job related interview format and scheduled to allow sufficient time to cover the appropriate background and test result verification (suggested minimum 50 minutes).3.1.6Pre-employment psychological evaluation reports shall include, at a minimum:3.1.6.1Major findings;3.1.6.2A precise rating (numeric or alphabetic) showing candidates likelihood to be a successful law enforcement officer;3.1.6.3Identification of all potential performance problems;3.1.6.4All indications of job relevant psychopathology or personality disorders that may beexhibited; and3.1.6.5Any job-related critical admissions made during evaluations.3.1.6.6Report shall be clear, concise, grammatically correct,and subject toreview/auditfor acceptable quality by a DPS Human Resourcesrepresentative. 3.2Fitness for Duty Psychological Evaluations:Purpose of evaluation is to assess the psychological fitness of an employee who, for reasons not clearly identifiable, is not performing essential job functions adequately or who may have experienced problems which could affect job performance or safety of the public and employees. Offeror shall describe within their proposal how services will be provided, including staff who will conduct the Fitness for Duty evaluation, components of a typical Fitness for Duty appointment, list of the battery of tests that will be used, estimated turnaround time for written report to DPS, copy of sample Fitness for Duty report produced by Offeror with names redacted.Evaluations shall, at a minimum consist of:3.2.1Evaluations that may be required toassess special weapons and tactics (SWAT) officers to determine psychological fitness for duty involving heightened hazardous, stressful and physically demanding police actions. Evaluation reports shall include, at a minimum3.2.1.1Major findings;3.2.1.2Identificationof all potential performance problems;3.2.1.3All Indications of job relevant psychopathology or personality disorders that may be exhibited; 3.2.1.4Any job-related critical admissions made during evaluations3.2.2Contractor shall immediately report any violations of law detected or potential danger to self or others by the officer being evaluated to designated DPS HR representative for appropriate actions.3.2.3Any testing administered shall be objective, job-related, nondiscriminatory, and validated for use with public safety candidates. The evaluation shall be conducted in accordance with the Americans with Disabilities Act (ADA) because the psychological evaluation is considered “medical” in that it may provide evidence that could lead to identifying a mental or emotional disorder or impairment.All HIPAA guidelines shall be followed. 3.2.4Report shall be clear, concise, grammatically correct, and subject to review/audit for acceptable quality by a DPS Human Resources representative. 3.3.Confidential employeecounseling stabilization and referral services:Purpose of evaluation is toassist employees with job related issues or job-related events requiring such services as determined by DPS Human Resources Manager or DPS management.Services shall, at a minimum:3.3.1Remain confidential unless it is determined the employee presents a danger to self or others and should be removed from duty, or other related precautions shall be communicated to designated DPS HR representative for the employee’s safety and well-being of others.3.3.2Contractor shall immediately report any violations of law detected or potential danger to self or others by the officer being evaluated to designated DPS HR representative for appropriate actions.3.3.3Any outside or excluded services expenses for employee referrals not covered by the employee’s health insurance plan shall be borne by the employee.