HomeMy WebLinkAboutR-2005-153 Public Safety Testing, Inc. AgreementRESOLUTION NO. R 2005 - 153
A RESOLUTION authorizing the City Manager to execute a professional services agreement
with Public Safety Testing Inc. for advertising and testing services related
to the hiring of entry level and lateral police officers.
WHEREAS, the City of Yakima has a large number of openings for police officer
positions and desires to have the largest and most qualified applicant pool possible; and
WHEREAS, Public Safety Testing Inc. has experience advertising for and providing
region -wide written and physical agility testing for police officers; and
WHEREAS, Public Safety Testing Inc. is willing to provide such services for a period of
one year for a fee of $7,500 in accordance with the attached subscriber agreement; and
WHEREAS, the Police Civil Service Commission considered the services offered by
Public Safety Testing Inc. and made rule changes to enable the City to contract with Public
Safety Testing Inc. for such services; and
WHEREAS, the City Council finds that it would be in the best interest of the City of
Yakima to contract with Public Safety Testing Inc. for advertising and testing of entry level and
lateral police officers, now, therefore;
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF YAKIMA:
The City Manager is authorized to execute the attached and incorporated "Public Safety
Testing Inc. Subscriber Agreement" with Public Safety Testing Inc. for advertising and testing
services related the hiring of entry level and lateral police officers.
ADOPTED BY THE CITY COUNCIL this 4th dayof October, 2
A'11EST:
eliAL
Paul P. George, Mayor
City Clerk
Public Safe
Testing INC.
SUBSCRIBER AGREEMENT
WHEREAS, Public Safety Testing, Inc. is a skilled provider of testing services to
police, fire, and other public safety agencies, and
WHEREAS, the subscriber public agency, either directly or through a civil service
commission, tests, evaluates, ranks and hires law enforcement and/or firefighters and/or
other public safety positions in the performance of its public safety functions, and
WHEREAS, the subscribing public entity desires to join in a non-exclusive
subscriber agreement, NOW, THEREFORE,
Public Safety Testing, Inc. (the "Contractor") and the City of Yakima, a municipal
corporation of the state of Washington (hereinafter "Subscriber") do enter into this
nonexclusive Subscriber Agreement under the terms and conditions set forth herein.
1. Description of Basic Services. This Agreement begins October 1, 2005. The
Contractor will provide the following services to the Subscriber, on its request:
1.1 Advertise for, process applications for, and administer written and physical
agility examinations for (check all that apply):
El Entry-level Police Officer personnel
0 Lateral Police Officer personnel
1.2 Report to the Subscriber the scores of applicants, with all information
necessary for the Subscriber to place passing applicants upon its eligibility list,
and rank them relative to other candidates on appropriately constituted
continuous testing eligibility lists.
1.3 Appear in any administrative or civil service proceeding in order to testify to and
provide any and all necessary information to document the validity of the testing
process, to participate in the defense of any testing process and to otherwise
provide any information necessary to the Subscriber to evaluate challenges to
or appeals from the testing process. The Contractor shall appear without
additional charge. The Subscriber shall pay the reasonable cost of travel and
appearance for any expert witness deemed necessary by the Subscriber to
validate the testing process, including but not limited to, representatives of any
company which holds the copyright to any testing material and whose
testimony or appearance is deemed necessary to validate the process.
1.4 The Subscriber elects (select one):
A one-year subscription at a fixed rate of $7,500.
1.5 Payment. Subscriber shall pay an amount equal to twenty-five percent (25%)
of the annual fee set forth above quarterly for services rendered in the previous
quarter and for basic services including but not limited to, software relating to
online application, advertising formats, previously advertised scheduling of test
dates, model civil service rules, testing systems, as well as ongoing testing and
recruitment, and any and all other work developed at the cost of the Contractor
prior to or contemporaneous with the execution of this Agreement. Payment
shall be made within 45 days of receipt of invoice.
2. Additional Services. At the request of the Subscriber, Contractor may provide the
following types of services:
2.1 Submission to the Contractor of additional requests for applicant testing with
respect to any given eligibility list or any other task under the provisions of this
paragraph shall be at the sole discretion of the Subscriber. This is a non-
exclusive agreement and the Subscriber may continue at its discretion to
conduct entry level testing in addition to the services provided by the
Contractor, and may, in addition, contract with any other entity for services
during the initial one-year term of this Agreement. If the Subscriber elects to
utilize the Contractor for a three-year subscription, he/she may terminate this
Agreement in years two and three and contract for additional services in
accordance with the provisions of paragraph 12 below.
2.2 In addition to the services provided under this Agreement, the Subscriber may,
at its sole discretion, elect to purchase additional services from the Contractor.
Such services shall be requested by and contracted for pursuant to separate
written agreement.
3. Acknowledgements of Subscriber. The Subscriber understands and acknowledges,
and specifically consents to the following stipulations and provisions:
3.1 The written and physical agility scores of any applicant shall be valid for 15
months from the date of certification by the Contractor or 12 months from the
date of placement upon the Subscriber's eligibility list, whichever first occurs,
following the report of the Contractor, and rules compatible with continuous
testing shall be adopted. The Subscriber shall review its applicable hiring
processes, advertisements, personnel policies and civil service rules (as
applicable) to ensure compliance with the provisions of this Agreement.
Subscriber Agreement Page 2 of 7 Public Safety Testing, Inc.
City of Yakima August 2005
3.2 An applicant may, in addition to the Subscriber's eligibility list, elect to have
his/her score reported to and subject to placement on the eligibility list of any
other Subscriber. Nothing in this Agreement shall be interpreted to prohibit the
use of an applicants' score for consideration in or processing through any other
subscriber's hiring and/or civil service eligibility process. The Subscriber
agrees that if an applicant is hired by another agency through this service, the
applicant's name shall be removed from Subscriber's eligibility list.
3.3 The Subscriber specifically understands and acknowledges that the Contractor
may charge a reasonable application fee from any and all applicants.
3.4 The Subscriber may also conduct advertising as it deems necessary to
support/enhance recruiting efforts. The Subscriber shall link
PublicSafetyTesting.com on its agency's website, if it so maintains one.
3.5 The Subscriber agrees to actively participate in recruiting efforts for positions
within the Subscriber agency.
3.6 The Subscriber agrees to keep the Contractor up-to-date as to the agency's
hiring status, minimum and special requirements, all information appearing on
the agency's PST website profile and the names of any candidates hired
through these services.
4. Testing Standard and Warranty of Fitness For Use. All testing services conducted
under this Agreement shall be undertaken in accordance with the provisions of the
Washington State Civil Service Statutes, Chapter 41.08 and 41.12 RCW; federal and
state laws prohibiting discrimination; other applicable statutes and regulations; and
rules as the Subscriber shall notify the Contractor that the Subscriber must meet.
Tests shall also be conducted in accordance with the general standards established
by the Subscriber; the Subscriber shall be responsible for notifying the Contractor of
any unusual or special process or limitation. The test utilized, the proctoring of the
test and any and all other services attendant to or necessary to provide a valid
passing or failing score to the Subscriber shall be conducted in accordance with
generally accepted practice in the human resources, Civil Service and Public Safety
Testing community. The Subscriber may monitor the actions and operations of the
Contractor at any time. The Contractor shall maintain complete written records of its
procedures and the Subscriber may, on reasonable request, review such records
during regular business hours. Any and all written materials, and the standards for
physical fitness testing utilized, shall comply with all applicable copyrights and laws.
The Contractor expressly agrees and warrants that all tests and written materials
utilized have been acquired by the Contractor in accordance with the appropriate
copyright agreements and laws and that it has a valid right to use and administer
any written materials and tests in accordance with such agreements and laws.
Subscriber Agreement Page 3 of 7 Public Safety Testing, Inc.
City of Yakima August 2005
5. Independent Contractor. The Contractor and the Subscriber understand and
expressly agree that Contractor is an independent contractor in the performance of
each and every part of this Agreement. Contractor, as an independent contractor,
assumes the entire responsibility for carrying out and accomplishing the
work/services required under this Agreement. Additionally, and as an independent
contractor, Contractor and its employees shall make no claim of Subscriber
employment nor shall claim against the Subscriber any related employment benefits,
social security, and/or retirement benefits. Nothing contained herein shall be
interpreted as creating a relationship of servant, employee, partnership or agency
between Contractor and the City.
6. Indemnity and Hold Harmless.
6.1 The Contractor shall protect, defend, indemnify, exonerate, and hold harmless
the Subscriber, its elected officials, officers, employees and agents from any
and all costs, demands, losses, liens, liabilities, penalties, fines, lawsuits,
claims, judgments, awards and expenses (including attorneys' fees) or other
liability arising from:
6.1.1 Violation of any copyright agreement, statute, and/or regulation relating
to the use and administration of written tests or other written materials
herein provided for;
6.1.2 The claims of an employee, agent or sub -contractor to the end that the
Contractor shall be an independent Contractor and the Subscriber shall
be relieved of any and all claims arising from or relating to such
employment relationships or contracts between the Contractor and third
parties;
6.1.3 The alleged negligent or tortious act of the Contractor in the provision of
services under this Agreement.
6.2 The Subscriber shall indemnify and hold harmless the Contractor, its officers,
agents and employees from any and all cost, claim or liability arising from or out
of the alleged negligent or tortious act of the Subscriber in the provision of
services hereunder.
6.3 Nothing herein shall be interpreted to require the Contractor to indemnify the
Subscriber, its officers, agents and employees as described above
("indemnities") from claim, loss or liability arising from the tortious conduct or
negligence of the indemnities. In the event of the concurrent or comparative
negligence of the parties, their respective liability shall be determined in
accordance with the laws of the State of Washington.
7. Commercial Liability Insurance. Before this Agreement is fully executed by the
parties, Contractor shall provide Subscriber with a certificate of insurance as proof of
Subscriber Agreement Page 4 of 7 Public Safety Testing, Inc.
City of Yakima August 2005
commercial liability insurance with a minimum liability limit of One Million Dollars
($1,000,000.00) combined with single limit bodily injury and property damage. The
certificate shall clearly state who the provider is, the coverage amount, the policy
number, and when the policy and provisions provided are in effect. Said policy shall
be in effect for the duration of this Agreement. The policy shall name the City, its
elected officials, officers, agents, and employees as additional insureds, and shall
contain a clause that the insurer will not cancel or change the insurance without first
giving the City thirty (30) calendar days prior written notice (any language in the
clause to the effect of "but failure to mail such notice shall impose no obligation or
liability of any kind upon the company" shall be crossed out and initialed by the
insurance agent.) The insurance shall be with an insurance company or companies
rated A -VII or higher in Best's Guide and admitted in the State of Washington.
8. No Conflict of Interest. Contractor represents that it and its employees do not have
any interest and shall not hereafter acquire any interest, direct or indirect, which
would conflict in any manner or degree with the performance of this Agreement.
Contractor further covenants that it will not hire anyone or any entity having such a
conflict of interest during the performance of this Agreement.
9. Non -Waiver. The waiver of either the Subscriber or Contractor of the breach of any
provision of this Agreement by the other party shall not operate and/or be construed
as a wavier of any subsequent breach by either party or prevent either party
thereafter enforcing such provision.
10. Survival. Any provision of this Agreement which imposes an obligation after
termination or expiration of this Agreement shall survive the term or expiration of this
Agreement and shall be binding on the parties to this Agreement.
11. Severability. If any portion of this Agreement is changed per mutual agreement or
any portion is held invalid, the remainder of the Agreement shall remain in full force
and effect.
12. Termination. This Agreement terminates on the last day of September, 2006. The
Contractor and the Subscriber may withdraw from this Agreement at any time for
any reason with 45 days written notice, provided, however, that the provisions of
paragraphs 1.3, 4, 5 and 6 shall remain in full force and effect following the
termination of this Agreement with respect to, and continuing for so long as any
applicant tested by the Contractor remains on the eligibility list of the Subscriber.
Provided further that in the event either party elects to terminate this agreement,
prior to its expiration, any amounts paid by the Subscriber shall be pro -rated and
reimbursed to the Subscriber, accordingly, within 60 days of termination of this
Agreement.
13. Taxes and Assessments. Contractor shall be solely responsible for compensating
its employees and for paying all related taxes, deductions, and assessments,
Subscriber Agreement Page 5 of 7 Public Safety Testing, Inc.
City of Yakima August 2005
including but not limited to, federal income tax, FICA, social security tax,
assessments for unemployment and industrial injury, and other deductions from
income which may be required by law or assessed against either party as a result of
this Agreement. In the event Subscriber is assessed a tax or assessment as a result
of this Agreement, Subscriber shall pay the same before it becomes due.
14. Nondiscrimination Provision. During the performance of this Agreement, Contractor
shall not discriminate on the basis of race, age, color, sex, religion, national origin,
creed, marital status, political affiliation, or the presence of any sensory, mental or
physical disability. This provision shall include but not be limited to the following:
employment, upgrading, demotion, transfer, recruitment, advertising, layoff or
termination, rates of pay or other forms of compensation, selection for training, and
the provision of services under this Agreement.
15. No Insurance. It is understood that Subscriber does not maintain liability insurance
for Contractor and/or its employees, agents, officers, and subcontractors.
16. Governing Law. This Agreement shall be governed by and construed in accordance
with the laws of the State of Washington.
17. Venue. The venue for any action to enforce or interpret this Agreement shall lie in
the Superior Court of Washington for Yakima County, Washington.
18. Notices. Unless stated otherwise herein, all notices and demands shall be in writing
and sent to the parties to their addresses as follows:
TO SUBSCRIBER:
Carol Maples
Chief Civil Service Examiner
City of Yakima
129 N. 2nd St.
Yakima, WA 98901
TO CONTRACTOR: Jon F. Walters, President
Public Safely Testing
�--`1 Nimes) W c1
or to such other addresses as the parties may hereafter designate in writing.
Notices and/or demands shall be sent by registered or certified mail, postage
prepaid, or hand delivered. Such notices shall be deemed effective when mailed or
hand delivered at the addresses specified above.
Subscriber Agreement Page 6 of 7 Public Safety Testing, Inc.
City of Yakima August 2005
19. Entire Agreement, Amendment. This is the entire Agreement between the parties.
Any prior agreement, written or oral, shall be deemed merged with its provisions.
This Agreement shall not be amended, except in writing, at the express written
consent of the parties hereto.
This Agreement is dated this / 7 day of ®Z , 20 05 .
CITY OF YAKIMA PUBLIC SAF T STI NC.
By:By: ALS
Print: Richard A. Zais, Jr. Print: Jon F. Walters, Jr.
Its: City Manager
CITY CONTRAC r NO:0.05- ` 5
RESOLUTION NO: le
'40,615'1,
Its: President
Subscriber Agreement Page 7 of 7 Public Safety Testing, Inc.
City of Yakima August 2005
Public S>F
Testing
September 12, 2005
Dear City of Yakima Official:
Thank you for the opportunity to meet with you today and for your
interest in our testing services.
Public Safety Testing was formed to assist local governments ease
the burdensome process of establishing and maintaining eligibility
lists for positions such as police officer, firefighter, corrections
officer, dispatcher and others. We conduct advertising, recruiting
assistance, application processing, written testing and physical
ability testing for those agencies that subscribe to our service.
Currently more than 130 police, sheriff and fire departments in
three states contract with our firm for their initial pre-employment
testing services.
Subscribing agencies have consistently indicated that by utilizing
our services they are saving money, saving staff time, and the
quality and diversity of applicants has been enhanced. Agency
representatives appreciate that they only process candidates that
not only desire to work for their agency, but that also have passed
the written and physical ability exams. With continuous testing,
eligibility lists are frequently updated and "refreshed" with new
candidates so the "best" candidates are always at the top of the
list. Agencies are finding that they rarely have to work with the
"middle" or the "bottom" of the list.
We conduct tests on average more than once per month
somewhere in the Pacific Northwest. Applicants are able to test for
any agency that we represent anywhere that we are testing.
Applicants apply online, choose the testing date/location most
convenient for them and may take one written and one physical
ability test and have their scores sent to one or more agencies of
their choice. Applicants receive their written and physical ability
scores on the day that they test. As you can imagine, applicants
are very attracted to this service and feedback indicates they
appreciate greatly the flexibility and convenience of our process.
After careful review, I am confident you will find that our services
will enhance your recruitment efforts, improve the quality your
applicant pool, and save taxpayer money and staff time. Again,
thank you for the privilege of meeting with you and we look
forward to the opportunity to be of service to the City of Yakima.
Best regards,
Jon F. Walters
President
Public Safety
Testing
PROBLEMS WITH THE CURRENT SYSTEM
THE PROBLEM - FOR STATE/LOCAL GOVERNMENTS
We talked with many chiefs, recruiters, background investigators, civil service
examiners, HR Directors, and others in the development of our services. We
frequently heard about the challenges and difficulties recruiting, testing and
retaining public safety personnel in today's environment.
• Staff Time & Costs. There is a significant investment in time, effort and
resources (taxpayer dollars) that it takes to advertise, recruit, process
applications, administer examinations, send follow-up mailings, telephone
calls, etc.
• The Candidate Pool. Agencies across the nation are having a difficult time
recruiting quality applicants. With testing opportunities often limited,
quality candidates are often hired by other agencies that for no other
reason have tested "sooner" or, according to candidates, provided a
convenient and "faster" way to apply/test. Traditional eligibility lists are
often "obsolete" shortly after being certified.
• Hire, Train and Jump -Ship. Candidates that are hired by agencies continue
to remain on other eligibility lists and sometimes end up transferring to
another agency after receiving training - costing the original agency tens of
thousands of dollars.
• Vacant Positions. Many agencies currently have a number of positions that
are not filled. This impacts overtime budgets and potentially public safety.
• Test Many -Hire Few. Agencies often test hundreds of candidates and end
up hiring just a few, if any, from the list.
• Overtime. Many agencies utilize off-duty officers (on overtime) to assist
with written and physical agility test administration. Overtime is often used
to cover vacant positions.
• Reduced Government Funding. Citizen -led and other initiatives have
resulted in reduced funding for many state & local governmental
operations. Many local governments are seeking innovative ways to
outsource some operations.
• High No -Show Rates. Agencies often experience high no-show rates for
testing. Staff has spent significant time processing applications for
applicants that, for many reasons, don't even show up.
Problem - 1
Public Safety
Testing
THE PROBLEM - FOR APPLICANTS
We also talked with a considerable number of applicants in the development of
our services. They, too, expressed frustrations, challenges and difficulties with
how agencies conduct the application and testing processes:
• Limited Testing Opportunities. Many agencies test only once, or a few
limited times per year. If applicants are not available on that date, they
miss the opportunity to test for that agency. Many applicants have to take
time off of work and/or travel hundreds of miles in order to test on the only
available date and at the only available location. Others just miss the
opportunity. Some explained how they missed important family events
(birthdays, etc.) in order to test. Some agencies inadvertently test on the
same date and applicants have to choose which agency to test for. In
addition, testing typically occurs only on weekends. In today's 24/7 service
economy, many potential applicants must work weekends.
• Applicants Must Test for Each Agency. Applicants generally have to test for
each agency that they are interested in. Some applicants are testing five,
ten or more times per year.
• Inconvenience. Applicants have to complete applications for each agency
that they are applying to and in some cases are required to visit the
personnel office to pick up the application itself. Applicants describe how
many agencies make multiple requests for the same documents (e.g.,
transcripts, birth certificates, etc.), some require notarized copies, etc.
• Testing Location. Applicants must test wherever the agency itself is located
as recruiting and testing is typically limited to the agency's
jurisdiction/region. This often limits out -of -region applicants or other
interested applicants that for many reasons cannot travel to the test site.
• Cost & Time. Applicants indicate the cost of testing multiple times per year
is significant. Costs for time loss at work, travel, lodging and other costs
add -up, especially if repeated numerous times per year. Applicants also
expressed disappointment with how long it takes to complete the hiring
process for public safety positions - compared to private sector jobs.
Problem - 2
Public Stgfety
osth g
THE NEW SYSTEM — WE DO IT ALL, SO YOU DON'T HAVE TO.
The new system that Public Safety Testing provides alleviates the problems that
plague the current system for both the agencies and the applicants. The process is
simple to apply, saves money, time, and produces the results you are looking for.
THE NEW SYSTEM - FOR AGENCIES
• We advertise statewide, regionally, and on the worldwide web
• We participate in job fairs, visit military bases, colleges, etc.
• We provide your agency a link on our website
• We provide information to the applicant about your agency and community
• We handle the application process
• We deal with applicant inquiries
• Our process requires applicants to self -screen for your agency's minimum
requirements and any automatic disqualifiers
• We test frequently - all over the region. Your recruiting "net" is much
larger!
• We administer the written examination
• We administer the physical ability test (CPAT for firefighter applicants
administered twice annually - June & December)
• We electronically send your agency the scores of candidates on a regular
basis that can be integrated into your current list (continuous testing).
• We send only those candidate's scores that have passed the written exam
and physical ability test - and that want to work for your agency. You no
longer have to deal with those applicants that fail to show or fail the various
exams
• We send basic biographical data and certified test scores for each candidate
that has successfully completed the testing process for your agency
• We advise you about candidate updates (change of address, changes in
status, e.g., hired by another agency, etc.)
• We serve as a resource for other services, such as promotional
examinations, management studies, assessment centers, background
investigations, polygraph exams, psychological evaluations and other
human resources services - all under one roof!
THE NEW SYSTEM - FOR APPLICANTS
• We provide a convenient way for applicants to apply for public safety
positions - online!
• Our testing schedule is very flexible - multiple days and locations.
• Applicants may apply for many public safety agencies - and test only once!
• Applicants are provided a written exam Study Guide and physical ability test
preparation information.
• We send email reminders of test dates to applicants one week prior to their
exam.
• We offer optional workshops to assist candidates prepare for various stages
of the hiring process.
Advantage - 1
fc q
NEW SYSTEM ADVANTAGES TO STATE/LOCAL GOVERNMENTS
giglay
• Saves valuable tax dollars - how much time/effort and money does it cost
to advertise, process applications, administer tests, conduct follow-up mailings
and phone calls? We do it for you!
• Saves staff time - since we handle much of the application and testing
process, your staff can focus on other important duties and assignments.
• Process is appealing to today's applicants - applicants appreciate the
ability to, and convenience of, conducting business on the Internet. This
convenience and exposure produces more potential applicants for your agency.
• More testing opportunities - multiple tests per year will be conducted for
your agency. We also take "your" test on the road - at various locations
around the Pacific Northwest, and in some cases, even other regions in the
country. Applicants may test for any agency at any location we are testing.
• You retain local control - you will receive certified scores of candidates that
are not only interested in working for your agency, but that have successfully
completed the various entry-level examinations. You can conduct the oral
board and the background investigation or we can assist you. You certify the
eligibility list and retain entire control of the hiring decisions.
• A better pool of candidates - because the examination process is offered
more often and at locations around the region, you are actually taking your
recruiting/testing to the applicant. In addition, we will regularly provide new
candidates for your eligibility list. We advertise region -wide as well as on the
worldwide web, so you have extensive exposure. And, maybe most
importantly, since the continuous testing eligibility list is frequently updated
and "refreshed" with new candidates, the best candidates are always at the top
of the list and available for further testing - you don't have to wait months (or
a year) from now for your "next" test or the "new" list. Rarely will you be
working with the "middle" or the "bottom" of the list.
• Enhance your current system - as a supplement to your current recruiting
and testing process, our services will enhance your efforts to provide exposure,
convenience and flexibility to potential applicants. We can help ease some of
the challenges and obstacles you currently face.
Advantage e 2
Public Si',iW y0
foaling
NEW SYSTEM ADVANTAGES TO THE APPLICANTS
♦ Apply online - applicants no longer have to fill out multiple applications,
worry about deadlines, or make multiple stops at, or telephone calls to,
personnel offices requesting applications, job information, etc. Applicants
apply at the convenience of a computer terminal - and apply only once!
s Test only once - applicants have the opportunity to go through the testing
process and have scores placed on multiple agency hiring lists! No more
taking test after test.
♦ Convenience & flexibility - multiple testing dates and locations are offered
to applicants. They pick the one that is most convenient for them! Applicants
are no longer restricted to limited testing date(s) and/or location(s)!
TESTING INTEGRITY
The highest standards of integrity are applied to all phases of the testing process:
♦ Only reputable, proven, valid and quality examinations are administered.
♦ Examinations meet or exceed industry standards.
♦ Test administrators are trained and experienced.
♦ Applicant identity is verified at all phases of testing
♦ Test assessors are impartial and unbiased (if, for example, a test proctor
personally knows a candidate, they must excuse themselves from
assessing that candidate).
♦ Representative(s) from your agency are welcome to observe any portion
of the examination process at any time and at any location.
♦ Certified test scores are valid for one year on your agency's eligibility list.
♦ Applicants may re -apply to the same agency after six months.
♦ If an applicant fails an examination, they will not be allowed to re -test for
any agency for at least three months.
♦ If an applicant is hired by an agency, their name will be removed from all
other eligibility lists that they are on through our service.
Advantage - 3
PgSbillic,:
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THE TOTAL PACKAGE
Public Safety Testing has available the services you need for hiring public safety
employees all under one roof!
THE NEW SYSTEM
Full-service testing provided for law enforcement, firefighters, corrections,
EMT/paramedics, 9-1-1 dispatchers, and others.
• Advertising & Recruiting Assistance
• Written & Physical Ability Testing
• Online Application Process
• Multiple Test Dates & Locations - all year long!
• Frequently Updated Eligibility Lists
BACKGROUND INVESTIGATIONS
• Personal History Questionnaire (PHQ)
• Records Checks
• Candidate & Reference Interviews
• Polygraph Examinations
• Psychological Evaluations
CAREER ADVANCEMENT
• Assessment Centers
• Standardized Promotional Examinations
• Customized Written Exams
• Structured Oral Boards
Advantage - 4
THE DETAILS PuMk Safety
Testing
In this section, you will find a collection of more detailed information on the system
that Public Safety Testing provides, the tests that we administer, some of the forms
we utilize, etc. In the next few pages you will find:
SUBSCRIBING AGENCIES (page 2)
Take a look at our extensive and growing list of subscribing agencies that are
benefiting from the Public Safety Testing system. More than 125 agencies
from three states have PST conduct their initial applicant testing.
2005 TESTING SCHEDULE (page 3)
As you will see, we test on a frequent basis throughout the region - more
opportunities for your applicants to test! Applicants appreciate the flexibility
and convenience of such a schedule - agency reps are pleased about the
continuous testing and frequent updating of their eligibility lists!
ADVERTISING AND OUTREACH EFFORTS (pages 4-5)
A sampling of some of our advertising and outreach efforts.
WRITTEN EXAMINATION INFORMATION (pages 6-7 )
PHYSICAL ABILITIES TEST INFORMATION (page 8)
MODEL CIVIL SERVICE RULES (pages 9-10)
Example civil service rules for Continuous Testing & Subscription Testing
Services
CERTIFIED TEST SCORE REPORT (page 11)
This is an example of a report electronically sent following each test date. In
addition, all applicant data is provided in an Excel spreadsheet - manual entry
of data should not be necessary for you!
EEO REPORT (page 12)
This is an example of the report format that is electronically sent to your
agency following each test date. An annual report is also provided.
FREQUENTLY ASKED QUESTIONS (pages 13-15)
A question and answer type format of some of our most common questions
received from agency reps.
Details - 1
SUBSCRIBING AGENCIES
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WASHINGTON POLICE & SHERIFF DEPARTMENTS
WASHINGTON FIRE DEPTS
Aberdeen Police *
Orting Police*
Aberdeen Fire (Entry & P'medic)
Anacortes Police
Othello Police
Anacortes Fire (P'medic)
Arlington Police
Pasco Police *
Arlington Fire
Bainbridge Island Police *
Port Angeles Police
Bellevue Fire
Battle Ground Police
Port of Seattle Police *
Black Diamond Fire
Bellevue Police *
Port Orchard Police
Camano Island Fire & Rescue
Benton County Sheriff
Port Townsend Police
Camas Fire (Entry & P'medic)
Black Diamond Police
Poulsbo Police
Duvall/King Co Fire Dist #45
Brier Police
Prosser Police
Eastside Fire & Rescue
Burlington Police
Redmond Police
Edmonds Fire (Entry & P'medic)
Camas Police *
Renton Police *
Ellensburg Fire (Entry & P'medic)
Chelan County Sheriff
Richland Police
Hoquiam Fire (Entry & P'medic)
Clallam County Sheriff
Ridgefield Police
Kennewick Fire
Colfax Police
San Juan County Sheriff
Kirkland Fire
Coupeville Marshal's Ofc.
Sedro-Woolley Police *
King County Fire Dist #27
Douglas County Sheriff *
Shelton Police
Lacey Fire Dist #3
DuPont Police
Snohomish Police
Longview Fire
Duvall Police *
Steilacoom Public Safety
Lynnwood Fire
Eatonville Police
Sumner Police
Mercer Island Fire
Edmonds Police
Tukwila Police
Mount Vernon Fire (P'medic)
Ellensburg Police *
Tumwater Police
Mukilteo Fire (Entry & P'medic)
Ferndale Police *
Vancouver Police
Northshore Fire
Forks Police
Washougal Police
Orting Fire
Franklin County Sheriff
Wenatchee Police *
Pasco Fire (Entry & P'medic)
Gig Harbor Police
Westport Police
Port of Seattle Fire Department
Issaquah Police
Winlock Police
Pt Townsend Fire (P'medic)
Kelso Police
Redmond Fire
Kennewick Police
Richland Fire
Kent Police
IDAHO POLICE DEPTS
Sedro Woolley Fire
La Center Police *
Boise Police
Shelton Fire
Lake Forest Park Police *
Garden City Police
Shoreline Fire
Lake Stevens Police
Meridian Police
Stanwood Fire
Longview Police
Nampa Police
Steilacoom Public Safety
Lynnwood Police
Tukwila Fire
Marysville Police
Vancouver Fire (Entry & P'medic)
Mason County Sheriff
ALASKA POLICE DEPT
Washougal Fire
Medina Police *
Juneau Police
Wenatchee Fire & Rescue
Mercer Island Police *
Woodinville Fire/Life Safety
Mill Creek Police
WA CORRECTIONS
Monroe Police
Benton County Sheriff
IDAHO FIRE DEPTS
Mountlake Terrace Police
Chelan County Sheriff
Boise Fire
Mount Vernon Police
Clallam County Sheriff
Meridian Fire (P'medic)
Mukilteo Police *
Franklin County Sheriff
Normandy Park Police
City of Forks
ALASKA FIRE DEPT
Oak Harbor Police
Jefferson County Sheriff
Capital City Fire & Rescue
Omak Police
City of Issaquah
City of Marysville
9-1-1 DISPATCHER
City of Renton
Franklin County, WA Sheriff
* Entry & lateral Testing
Whatcom County Sheriff
San Juan County, WA Sheriff
Prosser, WA Police Department
Marysville, WA Police Department
Details - 2
2005 TESTING SCHEDULE to ilk
DATE
LOCATION
TEST TYPE
January 8, 2005
Moscow, ID
F, L, C
February 13, 2005
Burien, WA
F, L, C
February 18, 2005
Lynnwood, WA
L, C
March 1, 2005
Lynnwood, WA
L, C
March 5, 2005
Boise, ID
F, L, C
March 10, 2005
Lynnwood, WA
F
March 19, 2005
Kennewick, WA
F, L, C
March 20, 2005
Vancouver, WA
F, L, C
April 2, 2005
Mt. Vernon, WA
F, L, C
April 3, 2005
Pt. Townsend, WA
F, L, C
April 6, 2005
Lynnwood, WA
F
April 9, 2005
Juneau, AK
F, L, C
April 12, 2005
Lynnwood, WA
L, C
April 16, 2005
Tacoma, WA
F, CPAT-O
April 16, 2005
Pasco, WA
D
April 23, 2005
Pocatello, ID
F, L, C
April 24, 2005
Boise, ID
F
May 10, 2005
Lynnwood, WA
F
May 11, 2005
Lynnwood, WA
F
May 17, 2005
Lynnwood, WA
F
May 18, 2005
Lynnwood, WA
D
May 21, 2005
Burien, WA
F, L, C
May 22, 2005
Ellensburg, WA
F, L, C, D
June 4, 2005
Pasco, WA
D
June 10-12, 2005
Seattle, WA
CPAT
June 21, 2005
Lynnwood, WA
D
June 22, 2005
Lynnwood, WA
L, C
June 25, 2005
Boise, ID
F, L, C
July 12, 2005
Lynnwood, WA
L, C
July 16, 2005
Vancouver, WA
F, L, C
July 19, 2005
Lynnwood, WA
D
August 2, 2005
Lynnwood, WA
D
August 9, 2005
Lynnwood, WA
F
August 10, 2005
Lynnwood, WA
L, C
August 23, 2005
Juneau, AK
F, L, C
September 14, 2005
Lynnwood, WA
D, F
September 17, 2005
Burien, WA
F, L, C
September 18, 2005
Bellingham, WA
F, L, C
October 1, 2005
Tacoma, WA
F, CPAT-O
October 1, 2005
Boise, ID
F, L, C
October 12, 2005
Lynnwood, WA
F
October 15, 2005
Kennewick, WA
F, L, C
October 16, 2005
Wenatchee, WA
F, L, C
October 25, 2005
Lynnwood, WA
F
November 2, 2005
Lynnwood, WA
F
November 5, 2005
Shelton, WA
F, L, C
November 6, 2005
Vancouver, WA
F, L, C
C = Corrections Testing
D = Dispatcher Testing
F = Firefighter Testing (Written Only)
L = Law Enforcement Testing
CPAT = Candidate Physical Ability Test (Fire)
CPAT-O = CPAT Orientation
November 15-16, 2005
Lynnwood, WA
F
December 2-4, 2005
Seattle, WA
CPAT
For test scheduling updates, please visit
www PublicSafetyTesting com/test_dates cfm
Details - 3
ADVERTISING & OUTREACH EFFORTS Public Safety
Testi
Newspaper Advertising (including online link)
• Seattle Times
• The Oregonian
• Yakima Herald
• Peninsula Daily News
• Skagit Valley Herald
• Bremerton Sun
• Everett Herald
• The Olympian
• Idaho Statesman
• Daily World (Grays Harbor)
• Eastside Journal
• Bellingham Herald
• Spokane Spokesman -Review
• Tri -Cities Herald
Media
•
•
•
•
•
Job Fairs
• Tacoma News Tribune
• Wenatchee World
• El Mundo
• Colors NW Magazine
• Seattle Chinese World
• Northwest Asian Weekly
• The Columbian
• Hispanic News
• Women In Fire Service
• San Diego Union Tribune
• LA Times
• Anchorage Daily News
Eastside Journal: Article on February 25, 2002 discussed eastside police
recruitment & PST etc.
Public Access Channel: Periodically runs announcements for police officer
openings and refers interested applicants to PubicSafetyTesting.com
The Docket (Alpha Phi Sigma): Winter 2003 Newsletter about Public
Safety Testing
Seattle Times: March 2003 job search article referring to PST
Seattle Times: September 17, 2003 Newspaper article about Public
Safety Testing
KTVB-NBC Affiliate Boise, ID: October 2004 News story on PST
•
•
.
General Employment Job Fairs at Fort Lewis
Washington State Criminal Justice Training Commission Criminal
Justice Career Fair
WSU Pullman
Columbia Valley College Career Fair
Camp Pendleton, CA USMC Job Fair
Conferences
• Civil Service Conferences
• Washington Association of Sheriffs and Police Chief's Conferences
• Association of Washington Cities Conferences
• Washington Association of Fire Chiefs Conferences
• Washington Fire Training Officer's Association
• Association of Idaho Cities
• Idaho Police Chiefs
• Diversity Recruitment Conference - Washington, DC - February 2004
• Presented at National Conference on Law Enforcement Diversity
Recruiting, April 2004 in Arlington, VA
Applicant Workshops
Workshops for public safety applicants that discuss hiring process,
background investigations, interviewing skills, etc. Offered 3-4 times per
year.
Details - 4
College Flyers/Career Centers
Alaska Vocational Technical Center
Aurora North Emergency Services
Academy AK
Bates Technical College
Alaska Vocational Technical Center, AK
Aurora North Emergency Services
Academy
Bates Technical College
Bellevue Community College
Bellingham Technical College
Big Bend Community College
Cascadia Community College
Central Oregon Community College OR
Centralia College
Chemeketa Community College OR
Clackamas Community College OR
Clark College
Clover Park Technical College
College of Southern Idaho
Columbia Basin College
Edmonds Community College
Everett Community College
Grays Harbor College
Green River Community College
Highline Community College
Klamath Community College OR
Lake Washington Technical College
Lane Community College OR
Lake Washington Technical College
Lane Community College OR
Linn -Benton Community College OR
Lower Columbia College
Pu Bic
Montana State University
Lower Columbia College
Montana State University
Mt. Hood Community College OR
North Seattle Community College
Olympic College
Peninsula College
Pierce College
Portland Community College OR
Renton Technical College
Rogue Community College OR
SW Oregon Community College
Spokane Community College District
Seattle Central Community College
Seattle Vocational Institute
Shoreline Community College
Skagit Valley College
S. Puget Sound Community College
South Seattle Community College
Spokane Community College
Spokane Falls Community College
Tacoma Community College
University of Alaska @ Fairbanks
Umpqua Community College OR
University of Alaska @ Fairbanks
University of Montana
Walla Walla Community College
Washington State University
Wenatchee Valley College
Whatcom College
Yakima Valley Community College
Website Links
■ PST is linked on most city websites - often in multiple links.
■ Linked at the Washington State Criminal Justice Training Commission's
employment site via agencies we serve.
■ AWC JobNet.
■ Women in the Fire Service
■ While we haven't specifically placed an advertisement on law enforcement or
firefighter job sites (e.g., policecareer.com, firecareers.com,
perfectfirefightercandidate.com, jobcop.com, etc.) a number of such have
periodically linked our site and notified their membership of recruiting efforts.
Details - 5
WRITTEN EXAMINATION Pubikk Sad
Mating
Public Safety Testing, Inc. utilizes examinations (law enforcement and
firefighter) that were developed by Industrial/Organizational Solutions, LLC
(Westchester, Illinois). These exams meet or exceed industry standards, are
state of the art and meet the following criteria:
• Developed and validated on the population being tested (e.g., police
officers, firefighters, etc.)
• Job-related and legally defensible
• Assesses both cognitive skills and personality characteristics'
• Displays no evidence of adverse impact against minority or female
applicants
• Has high levels of content and criterion -related validity
• Complies with federal, state and local testing guidelines and regulations
Police Officer/Deputy Sheriff
The National Criminal Justice Officer Selection Inventory (NCJOSIT'") measures
the following ability areas and personality characteristics/attitudes:
• Problem -Solving: general mental or cognitive ability. Ability to
effectively deal with routine or unusual situations that can present
themselves on the job. Ability to anticipate situations and to generate
alternate plans of action.
• Reading Comprehension: the ability to understand written materials
presented on the job and the ideas associated with them.
• Writing: the ability to write complete sentences with correct grammar,
spelling and punctuation.
• Interpersonal ability: the ability to communicate and interact well with
others.
Assertiveness: the ability to present ideas positively and to
demonstrate appropriate command presence.
• Stress Tolerance: the ability to deal effectively with the day-to-day
stressors of work as an officer/deputy.
• Team Orientation: the ability to work effectively with others.
• Ethics/Integrity: the ability to uphold both the letter and the spirit of
the law; to deal honestly with others and uphold a strong moral code; to
do the right thing.
1 "In selecting new officers, law enforcement agencies that use written examinations should use
composite examinations that measure job-related cognitive abilities and personality traits and assess a
candidate's job suitability based upon his/her personal, work and school experiences Composite
examinations of this type are better predictors of success on the job than cognitive -only examinations,
and result in significantly less disparate impact upon minorities than cognitive -only examinations " US
Dept of Justice (January 2001) Principles for Promoting Police Integrity
Details - 6
Pubic Surety
Firefighter Testing
The National Firefighter Selection InventoryTM measures the following ability
areas and personality characteristics/attitudes:
• Problem -Solving: general mental or cognitive ability. Ability to
effectively deal with routine or unusual situations that can present
themselves on the job. Ability to anticipate situations and to generate
alternate plans of action.
• Verbal Comprehension: the ability to understand language, either
written or spoken.
• Verbal Expression: the ability to use language (either oral or written)
to communicate information or ideas to other people.
• Problem Sensitivity: the ability to recognize or identify the existence of
problems.
• Deductive Reasoning: the ability to apply general rules or regulations
to specific cases or to proceed from principles to logical conclusions.
• Inductive reasoning: the ability to find a rule or concept that fits the
situation.
• Information Ordering: the ability to apply rules to a situation for the
purpose of putting the information in the best or most appropriate
sequence.
• Mathematical Reasoning: the ability to reason abstractly using
quantitative concepts and symbols.
• Numeric Facility: the ability to manipulate numbers in numerical
operations.
Stress Tolerance: the ability to deal effectively with on-the-job
stressors of work as a firefighter.
Team Orientation: the ability to function within the dynamic of the
firefighter position; the ability to work effectively with others.
Motivation/Attitude: the ability and desire to carryout the duties of a
firefighter to the best of one's ability; to strive to maintain a positive
attitude about the job.
9-1-1 Public Safety Dispatcher
The National Public Safety Dispatcher Selection Inventory (NPSDSI) is an audio -
based assessment that measures the following ability areas:
♦ Listening comprehension
♦ Problem solving
♦ Multitasking
♦ Composure under stress
Details - 7
PHYSICAL ABILITY TESTING uboek STosthig
afi
LAW ENFORCEMENT - Washington
The Physical Fitness Ability Test utilized by the Washington State Criminal Justice
Training Commission as a basic law enforcement academy entrance examination is
administered to Washington law enforcement candidates.
The Fitness Ability Test battery is comprised of four tests:
1. 300 -meter run
2. Maximum push-ups
3. Sit-ups (one minute)
4. 1.5 mile run/walk
LAW ENFORCEMENT - Idaho
The Physical Fitness Test Battery utilized by the Idaho Peace Officer's Standards &
Training (POST) as a basic law enforcement academy entrance examination is
administered to Idaho law enforcement candidates.
The Fitness Ability Test battery is comprised of four tests:
1. 300 -meter run
2. Vertical Jump
3. Maximum push-ups
4. Sit-ups (one minute)
5. 1.5 mile run/walk
CORRECTIONS — Washington
In Washington State, the Physical Fitness Ability Test conducted by the Washington
State Criminal Justice Training Commission as an academy entrance examination is
administered for our Washington corrections applicants. This test is comprised of three
events/tests:
1. Sit -Ups
2. Push -Ups
3. 1.5 Mile Run/Walk
FIREFIGHTER
Firefighter candidates are administered the Candidate Physical Ability Test (CPAT),2 a
test developed as a joint labor-management wellness/fitness initiative by the
International Association of Firefighters (IAFF) and the International Association of Fire
Chiefs (IAFC).
The CPAT is a timed test and consists of eight separate events:
1. Stair Climb
2. Hose Drag
3. Equipment Carry
4. Ladder Raise and Extension
5. Forcible Entry
6. Search
7. Rescue
8. Ceiling Breach and Pull
2 As a CPAT licensing requirement, each subscribing agency must complete a CPAT Transportability
Study and be licensed for the CPAT by the IAFF
Details - 8
Pub&
MODEL CIVIL SERVICE RULES
CONTINUOUS TESTING
1 Continuous Testing Eligibility List. The Secretary/Chief Examiner,
following approval by the Commission, may establish any eligibility list
for use by applicants tested through and certified for eligibility through
this continuous testing process.
2 Continuous Testing Defined. Continuous testing shall mean a written
examination or a standardized physical fitness/agility test conducted
pursuant to set and commonly applied standards whose results shall be
valid for a period of one calendar year from the date of certification to a
Continuous Testing Initial Eligibility list. Continuous testing may, at the
discretion of the Commission, be offered through the Secretary/Chief
Examiner or pursuant to a subscription testing agreement.
3 Certification. Applicants certified pursuant to a continuous testing
process shall be placed on a Continuous Testing Initial Eligibility list.
Certification shall be in accordance with the rules and regulations of this
Commission. As each applicant is placed in accordance with his or her
scores and veteran's preference (if applicable) the placement of all others
on the list shall be adjusted.
4 Additional Testing. Applicants placed upon this eligibility list shall be
subject to such other testing processes as the Commission shall direct,
including but not limited to oral boards or any other testing process
conducted by the Commission or by a subscriber pursuant to Rule
5 Removal of Names. The names of candidates certified to this eligibility
list shall remain on the list until either certified to a secondary hiring list
following an oral board or other testing as established by the
Commission, the expiration of one year from the date of certification or
until the candidate has been hired by another public safety organization.
Names may be removed upon notification by the candidate, upon the
written notification of another public safety employer or an entity
providing subscription testing.
Details - 9
MODEL CIVIL SERVICE RULES Public
SUBSCRIPTION TESTING SERVICES
1 SUBSCRIPTION TESTING SERVICES AUTHORIZED. The Secretary,
following approval by the Commission, may enter into contracts with one
or more Subscription Testing Services.
2 SUBSCRIPTION TESTING SERVICE - DEFINED. "Subscription Testing
Service" means a person or organization offering a service that tests and
maintains lists of candidates for employment who have successfully
completed the Subscription Testing Service process.
3 PROCESS VERIFICATION. The Secretary shall verify that the
Subscription Testing Service provides qualified testing resources that are
content valid and job-related.
4 CERTIFICATION.
4.1 All applicants certified as a qualified candidate by the Subscription
Testing Service shall be reviewed and approved by the Commission
prior to referral to the appointing authority. Following
qualification of candidates pursuant to the procedure set forth in
the contract with the Subscription Testing Service, candidates may
be certified as eligible for appointment to the Appointing Authority.
4.2 By motion or other approval, the Commission may delegate to the
Secretary the review and approval of candidates. Upon such
delegation, the secretary shall verify that candidates for placement
on the eligible register meet the minimum eligibility requirements
for employment.
4.3 Candidates qualified for appointment pursuant to the procedures
established in this Rule shall be placed [in a separate register,
entitled "Contract Register"] [on the register in the same rank and
order as lists maintained by the Subscription Testing Service].
Provided, however that candidates rejected by the Commission for
1) not satisfying any test requirement; 2) not completing
probation; or, 3) following certification, not responding to the
appointing authority for consideration, shall be removed form the
eligible register.
5 ADDITIONAL TESTING. Candidates qualified pursuant to a Subscription
Testing Service shall be subject to such additional testing as may be
required by the Commission or the appointing authority. Such testing
shall include, but not be limited to, background, polygraph, psychological,
physical agility [add others as appropriate] testing.
Details - 10
PublicSaletyTestinq eor
CERTIFIED TEST SCORES
«AGENCY»
DATE:
APPLICANT NAME
«LAST_NAME», «FIRST_NAME» «MIDDLE_NAME»
ADDRESS
«CUSTOMER_ADDRESS», «CUSTOMER_CITY», «CUSTOMER_STATE» «CUSTOMER_ZIP»
PHONE
«CUSTOMER_PHONE»
CELL/MESSAGE
«CELL_MESSAGE_NU
MBER»
EMAIL
«CUSTOMER_EMAIL»
DRIVER LIC.# / STATE
«DRIVER_ LICENSE» /
«DRIVER_LICENSE_ST
ATE»
CLAIM VETERAN'S PREF
«VETERAN_PREFERENCE»
MILITARY DATE
«MILITARY_DATE» -
«TO_MI L ITARY_DATE»
LEGALLY ELIGIBLE FOR
US EMPLOYMENT
«LEGALLY_ELIGIBLE»
CONVICTED OF FELONY/
MISDEMEANOR (in past 10
yrs)
«Convicted_felony» -
«convicted_explain»
HIGH SCHOOL GRAD
«HIGH_SCHOOL_GRAD»
VALID BASIC LAW CERT
«BASIC LAW YEARN
«BASIC_LAW_STATE»
EDUC. INSTITUTION 1
«INSTITUTION»
COURSE OF STUDY 1
«COURSE_STUDY»
EDUCATION LEVEL 1
«EDUCATION»
OTHER DEGREE 1
«OTHER_DEGREE»
EDUC. INSTITUTION 2
«INSTITUTION2»
COURSE OF STUDY 2
«COURSE_STUDY2»
EDUCATION LEVEL 2
«EDUCATION2»
OTHER DEGREE 2
«OTHER_DEGREE2»
EDUC. INSTITUTION 3
«INSTITUTION3»
COURSE OF STUDY 3
«COURSE_STUDY3»
EDUCATION LEVEL 3
«EDUCATION3»
OTHER DEGREE 3
«OTHER_DEGREE3»
EMPLOYER 1
«EMPLOYER1»
EMPLOYER 1 PHONE
«EMPLOYER_TLP1»
POSITION 1
«POSITION1»
DATES OF EMPLOYMENT 1
«START_DATE1» -
«END_DATE1»
DUTIES/REASON FOR
LEAVING 1
«DUTY1»
EMPLOYER 2
«EMPLOYER2»
EMPLOYER 2 PHONE
«EMPLOYER_TLP2»
POSITION 2
«POSITION2»
DATES OF EMPLOYMENT 2
«START_DATE2» -
«END DATE2»
DUTIES/REASON FOR
LEAVING 2
«DUTY2»
EMPLOYER 3
«EMPLOYER3»
EMPLOYER 3 PHONE
«EMPLOYER_TLP3»
POSITION 3
«Position3»
DATES OF EMPLOYMENT 3
«Start_date3» -
«End_date3»
DUTIES/REASON FOR
LEAVING 3
«duty3»
GENERAL COMMENTS
«GENERAL_COMMENT»
e above informat,on was provided by the applicant and was neither verified nor modified by Public Safety Testing.***
CERTIFICATION
The above scores are valid until «Score_Valid Thru» or for one year on your agency's eligibility list, whichever comes first. I
hereby certify that the above written and physical ability scores are true and accurate.
jasi. 14/40(44
Jon F. Walters, Jr.
Details - 11
TEST DATE:
«TESTING_DATE»
TEST LOCATION:
«TESTING_CITY»,
«TESTING STATE»
y
WRITTEN EXAMINATION
National Criminal Justice Officer Selection Inventory
SCORE: «Written» 0/0
FITNESS ABILITY TEST
SCORE: «PFAT»
CERTIFICATION
The above scores are valid until «Score_Valid Thru» or for one year on your agency's eligibility list, whichever comes first. I
hereby certify that the above written and physical ability scores are true and accurate.
jasi. 14/40(44
Jon F. Walters, Jr.
Details - 11
EEO REPORT EXAMPLE
AGENCY: Anywhere Police Department
Pk lie Safe y®
Testing
DATE:
Details - 12
African
American
/ Black
American
Indian/
Alaskan
Native
Asian/
Pacific
Islander
Hispanic/
Latino
White/
Caucasian
Other
Unknown
TOTAL
# APPLICANTS
Male
Female
TOTAL
# NO-SHOWS
WRITTEN EXAM
Male
Female
TOTAL
# FAIL
WRITTEN EXAM
Male
Female
TOTAL
# FAIL
PHYSICAL ABILITY TEST
Male
Female
TOTAL
# APPLICATIONS
SENT TO AGENCY
Male
Female
TOTAL
Details - 12
FREQUENTLY ASKED QUESTIONS
Public Safra
Testing
What tests do you use and are they valid?
PublicSafetyTesting.com only uses validated tests that meet or exceed industry
standards. Our written tests are developed by Industrial/Organizational Solutions,
Inc. and are state -of -the art, job-related, validated, provide no evidence of adverse
impact, meet all federal, state and local guidelines and have high content, criterion
and predictive validity. Our physical ability tests for law enforcement and
corrections are those tests required by the Washington State Criminal Justice
Training Commission & Idaho POST, and for firefighters, the IAFF/IAFC Candidate
Physical Ability Test (CPAT) is administered. As we expand to other regions, we will
work closely with local and/or state officials to administer physical ability exams that
meet their requirements. Our test administrators are experienced and our proctors
are trained. Your agency officials are welcome to visit any testing site to observe
testing procedures and methods.
Does your service supplant civil service authority?
No. Our service does not replace or supplant Civil Service Commissions or HR
authority. We are merely an independent testing service for you. We provide you
the raw scores related to the written and physical ability examinations. You then
process those applicants and certify eligibility lists as you currently do. We have,
free of charge, model civil service rules available that your Commission can adopt.
Is this a statewide list?
No. Applicants designate which subscribing agencies that they wish to apply to.
Your agency will only receive the names (and raw scores) of those applicants that
want to work for your agency and that have passed the written and physical ability
examinations. No longer will you have to deal with those that fail to show for the
testing, those that fail the written or physical, etc. - we do it for you!
How often will you test?
We test frequently at locations throughout the Pacific Northwest (monthly) and as
we expand, in those regions as well. In essence, your testing efforts will be taken
on the road across the region and on a frequent basis. Your applicants may test for
your agency at any location we are testing! Please view our testing schedule online
at www.PublicSafetyTesting.com.
When does the eligibility list expire?
The eligibility list itself does not expire. You will maintain a continuous list and we
can provide you model civil service rules (at no charge) to adopt this method.
Individual candidate names on the list expire 12 months after your eligibility list is
certified. You do not have to (unless you want to) administer oral boards every
time we send you the names/scores of new candidates, but may do so, for example,
quarterly.
Are you testing solely for my agency?
No. Applicants decide what subscribing agency or agencies that they are applying
to. One applicant could be testing solely for your agency, yet another could be
testing for your agency plus a number of others.
Details - 13
When will you send our agency the scores?9c e.
As soon as we have verified and certified the scores and are certain t at alim
are accurate, we will electronically send your agency the biographical da a a
scores of the applicants that not only want to work for your agency, but that have
passed the written and physical agility tests. You should receive the names/scores
in less than 10 days following the test.
What if our agency has special requirements, such as a college degree?
Applicants have the opportunity to view information about each subscribing agency,
including department information, community information, salary and benefit
information, etc., and any special requirements your agency may have. So, for
example, if your agency requires a 2 -year college degree, the applicant will have to
indicate that they meet that requirement during their on-line application process.
We are able to accommodate any special requirements you may have.
What kind of advertising will you do?
We advertise in most major newspapers in the Pacific Northwest. In addition, we
frequently participate in job fairs, distribute flyers to colleges and military bases,
and pursue other marketing opportunities. Subscribing agencies are provided
"business cards" that can be distributed (in lieu of extensive application packets,
etc.) by HR personnel, line -employees and others to prospective applicants - an
effective and convenient recruiting tool! We will provide a link to your agency on
our website and ask that you provide our link on yours as well. We have learned
that this is where many applicants apply from.
Is it expensive for applicants?
As is common in many professions, we charge the applicant a testing fee for the
convenience and flexibility of our services. We spoke with many applicants in the
development of our service and learned of the inconvenience of having to test
individually for every agency where they want to work - applicants often have to
take time off of work, travel hundreds of miles, pay agency testing fees, pay for
hotel rooms, etc. - and they do this for each test. Agencies also often test on the
same dates and applicants must choose which agency they are going to test for.
Applicants indicated their willingness to pay for the flexibility and convenience that
we offer - and the ability to apply to multiple agencies and take only one written
exam and one physical ability test.
Can our agency continue its testing process as well?
Yes, our service is not an exclusive arrangement. However, we are pleased to say
that both of the agencies that were originally conducting parallel testing in 2001
decided to use our services exclusively as they were pleased with the results
experienced related to both police and fire testing. No agencies are conducting
parallel testing at this time.
How much will it cost our agency and what will we get in return?
For a fraction of what you spend now to advertise, recruit, process applications,
conduct tests, etc., PublicSafetyTesting.com will do it for you. Not only will your
agency spend much less, you will have a better - and frequently updated -
candidate pool! Annual fees are based on the size of the agency - call or email for
details.
Details - 14
Public Safety Testing, Inc will: Public 5Cif
• Advertise - you get exposure statewide, region wide, and on the wor dwj
• Market via colleges, military bases, minority newspapers, attend job fairs, etc.
• Process applications - we handle the paperwork!
• Administer the written exam
• Administer the physical agility exam
• Provide you the names of candidates that have passed the written and physical
agility exams and that want to work for your agency
• Provide other needed services such as promotional exams, assessment centers,
polygraph & psychological testing, background investigations, etc.
What are subscribing agency representatives saying about your services?
We constantly seek feedback from agencies and applicants. We are in continuous
communication with our agency representatives and conduct annual all -agency
meetings with agency representatives. The following question (responses follow)
was asked of the local government agency representatives at these meetings:
What Do You Like Most About Public Safety Testing's Services?
• Cost effective, convenient and good candidates.
• Use of validated tests.
• Better applicant pool in all respects.
• The ability to have good candidates without need for us to conduct
written and physical tests.
• The multiple dates and test locations are great for candidates.
• That you are responsive to the needs of applicants and agencies.
• It outsources the entry level testing allowing more time for staff to do
other tasks
• Continually refreshed list; doesn't grow stale.
• Drawing applicants from a much larger geographical area.
• Diversity, dynamic list updates
• That you do all the various testing and send us the results of the qualified
applicants
• Easier for applicants to find convenient times to test.
• Regular intervals upon which we receive new candidates
• It has saved many hours of work I have had to do to prepare
applications, send letters, and arrange facilities to do the testing. Plus, I
feel it will save the city money in the long run, and we always have a
current list.
• Broader applicant pool than what we've had before.
• Have received good candidate feedback.
Do you offer other services?
Yes. We offer a variety of customized consulting and HR services. These include
promotional examinations, assessment centers, polygraph examinations,
psychological evaluations, applicant personality testing, candidate integrity testing,
background investigations, organizational development services, police
accountability studies, CPAT validation studies, job analysis, fitness program
validation, and others.
Details - 15
ITEM TITLE:
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. 0
For Meeting of Oct. 4, 2005
Consideration of a Contract for Public Safety Testing Inc. to Conduct
Entry Level and Lateral Entry Police Officer Testing for the Police
Department.
SUBMITTED BY: Chief Granato, Police Department
CONTACT PERSON/TELEPHONE: Capt. Jeff Schneider - 575-6151
SUMMARY EXPLANATION:
The Police Department would like to contract with Public Safety Testing Inc. to conduct testing for
both entry level and lateral entry police officers. Public Safety Testing Inc. will charge the City
$7,500 for one year of testing services. Their services include online applications and frequent
regional written and physical ability testing for applicants. They also provide recruiting and
advertising services. Over 70 Washington State police agencies already contract with Public Safety
Testing Inc. to provide these services. The Police Civil Service Commission has already approved
rule changes to allow continuous testing of police applicants by Public Safety Testing Inc.
Because of the large number of police officer vacancies the Police Department needs increased
exposure and region wide testing to compete with other police agencies to fill these vacant positions.
This will also relieve Human Resources and Police Personnel from constantly having to recruit and
test for these positions.
Resolution Ordinance Contract XX Other (Specify)
Funding Source General Fund/Human Resources .3% Criminal Justice Sales Tax
APPROVED FOR SUBMITTAL:
City Manager
STAFF RECOMMENDATION: It is recommended that the Council authorize the City
Manager to execute a contract with Public Safety Testing Inc. for
continuous police testing.
BOARD/COMMISSION RECOMMENDATION: Police Civil Service Commission
recommended adoption for a one-year period at their September 12, 2005 meeting.
COUNCIL ACTION: Resolution adopted. RESOLUTION NO. R-2005-153