TRANSMITTAL LETTER FOR BOARD MEETING OF MAY 16, 2024
COMMITTEE ON PROCUREMENT
Mr. Brian A. Perkovich, Executive Director
Title
Issue purchase order and enter into an agreement for Contract 23-RFP-24 Pre-employment Psychological Assessments for Police Officer Candidates with the Center of Police Psychological Services, for a three-year period, effective July 1, 2024 to June 30, 2027, estimated cost $41,000.00, Account 101-25000-612260, Requisition 1612101
Body
Dear Sir:
Authorization is requested to issue a purchase order and enter into an agreement with the Center of Police Psychological Services (COPPS) to perform pre- and post-offer psychological assessments for candidates participating in the selection process for the District Police Officer classification. This contract will cover the period from July 1, 2024 through June 30, 2027.
On February 14, 2024, request for proposal 23-RFP-24 Pre-employment Psychological Assessments for Police Officer Candidates was publicly advertised. On March 8, 2024, the District received two (2) responsive proposals from COPPS and Syra Health Corporation.
The proposals were evaluated by staff from the Human Resources Department, the Police Section and the Procurement and Materials Management Department. The criteria for these evaluations were outlined in Contract 23-RFP-24 and included: understanding of the services; approach to the work; technical competence of the firm and assigned staff; financial stability; compliance with insurance requirements; submission of licenses/permits; and cost. Following the preliminary evaluation of the proposals, both vendors were invited to participate in the finalist interviews.
The finalist interviews were held on April 11, 2024. On April 22, 2024, a solicitation was sent to the finalists requesting an unqualified “best and final” offer. The “best and final” offers were returned to the Director of Procurement and Materials Management on April 26, 2024.
Based on the evaluation of the proposals using the criteria described above and the pricing provided in the “best and final” offers, the Human Resources Department recommends COPPS as the vendor to provide pre- and post-offer psychological assessments for candidates participating in the selection process for the District Police Officer classification. COPPS mission is narrowly focused on providing state-of-the-art forensic risk management psychological evaluations to law enforcement and safety-sensitive organizations. It is a Chicago-based firm whose clients include the Evanston Police Department, Tinley Park Police Department, Southern Illinois University Department of Public Safety, River Forest Fire and Police Department, Chicago Police Department and the Illinois State Police. The lead psychologist and owner of the firm is immediate past chair of the International Association of Chiefs of Police’s (IACP) Psychological Services Section, a past chair of the IACP Diversity Coordinating Panel/Diversity Task Force, and a member of the IACP Ethics Committee. The additional key personnel assigned to the District contract are highly credentialed clinical psychologists with significant experience conducting forensic and pre-employment evaluations specific to law enforcement and public safety personnel.
The proposed pre-screening evaluation and post-offer psychological assessment provide a robust evaluation of a candidate’s suitability for the Police Officer classification. The pre-offer screening utilizes a personal history questionnaire, several personality and psychological inventories, and an individual interview conducted by a licensed clinical psychologist. Some of the measures evaluated include social competence, tolerance, responsibility, integrity, empathy, impulse control, and decision-making. The tolerance construct is particularly important in identifying evidence of potential bias and intolerance. This scale can help identify candidates that are judgmental and not accepting of other’s beliefs. These can then be probed further through a proprietary written exercise and in the individual clinical interview to identify any biases that might interfere with the ability to perform the job. These instruments are recognized nationally as legally defensible, scientifically validated measures for use in pre-employment psychological suitability screenings. They help identify any concerns based on the candidate’s background or personality characteristics that could impair the ability to perform the role of Police Officer. Additionally, candidates’ test scores are compared to norms specific to a police officer position rather than the just the general population. These norms consist of data from 21,918 police officers who have successfully completed at least one year in the position post-screening. All instruments are constructed and administered in compliance with the Standards for Educational and Psychological Testing, the Americans with Disabilities Act, and all other relevant regulations.
The post-offer psychological assessment builds on the prior screening and consists of a psychological history questionnaire, two more thorough personality inventories, and a clinical interview conducted by a licensed clinical psychologist. This strategy focuses on the candidate’s emotional stability using multiple methodologies as recommended by the IACP Psychological Services Section Guidelines. These instruments are designed to help rule out job-relevant psychopathology, mental conditions and personality traits that could interfere with successful performance of the Police Officer role. The combination of these validated personality tests and the in-depth interview provide a complete picture of a candidate’s psychological suitability for the Police Officer classification.
Assessments and interviews are scheduled and conducted by COPPS utilizing their secure, HIPAA-compliant, and encrypted candidate management system. The assessments are conducted virtually with live proctoring or can be scheduled in-person.
The Diversity Section reviewed the request for proposal to determine if Affirmative Action Ordinance Revised Appendix A and the Appendix V goals would apply. Affirmative Action participation goals are applicable to District proposals where the estimated total expenditure is in excess of $100,000.00. Since the estimated cost of these services is $41,000.00, Affirmative Action participation goals did not apply.
In view of the foregoing, it is requested that the Director of Procurement and Materials Management be authorized to issue a purchase order and enter into an agreement with COPPS in the amount of $41,000.00. The estimated expenditures are $3,500.00 for 2024, $30,000.00 for 2025, $5,000.00 for 2026, and $2,500.00 for 2027. Funds are available in the 2024 budget in Account 101-25000-612260. Funds will be requested in the 2025, 2026 and 2027 budget and are contingent on the Board of Commissioners’ approval of the District’s budget for those years.
Recommended, Thaddeus J. Kosowski, Director of Human Resources
Recommended, Darlene A. LoCascio, Director of Procurement and Materials Management
Respectfully Submitted, Marcelino Garcia, Chairman, Committee on Procurement
Disposition of this agenda item will be documented in the official Regular Board Meeting Minutes of the Board of Commissioners for May 16, 2024
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