• Compose an introductory letter to potential candidates that includes: o An outline and explanation of the elements of the promotional process o The date of the orientation session and a timeline for the process o Guidance for preparing for the written exam and assessment center exercises o Process and deadline for declaring intent to test • Identify and recommend reading material and information sources upon which written exam questions would be developed, in consultation with City staff during an on-site o r a v i r t u a l preparation meeting. • Provide a reading list and written exam study guide, to be made available to prospective candidates for promotion to the rank of Lieutenant at least ten (10) weeks prior to the respective written exam date. • Design and develop a customized, valid written examination for the Police Lieutenant rank in consultation with City staff, based on the existing job descriptions, and established City policies and procedures as well as written content from the sources that are identified and selected as study materials. • Design and develop a valid promotional assessment center program for the Police Lieutenant rank in consultation with City staff and in compliance with the Guidelines and Ethical Considerations for Assessment Center Operations. • Conduct an on-site orientation or online information session for prospective candidates for promotional rank. • Recruit assessors for each assessment center exercise, meeting diversity requirements established by the City. • Provide training, orientation, preparation and practice to each assessor and to each assessor panel. • Conduct an on-site written examination and an on-site assessment center program or remote alternative if needed. Provide coordination of the assessment center process as to have the least impact on Police Department operations. • Score written examinations and score or review assessors’ scoring of assessment center exercises. • Based on the City’s test component weight structure, provide a rank-ordered list of all candidates for promotion, along with a copy of all computations and scoring mechanisms used to rank the applicants, and a statistical analysis of performance to evaluate adverse impact in terms of race and gender. The City will provide Departmental ratings to the consultant for this purpose. • Provide a written report for each candidate completing the assessment center that provides developmental feedback on their individual performance in the exercises, including a brief assessment of strengths and weaknesses and recommendations for improving performance in future promotional assessments. • Conduct an in-person, video, or telephone debriefing session with each candidate individually, covering the information provided in the written feedback report and answering any questions from the candidate. • Provide a comprehensive report covering all aspects of the assessment process, development, validation and methodology to the City within thirty (30) days after the last day of the assessment process. A model of such report must be included with the Proposal.
