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HomeMy WebLinkAboutExhibit 7EXHIBIT C Proposed Proposal dated and any modifications/addenda thereto PROPOSER: Law Enforcement Psychological and Counseling Associates, Inc. CONTACT PERSON: Mark Axelberd, Ph.D. BUSINESS ADDRESS: 7925 NW 12th Street, Suite 301 Miami, FL 33126 BUSINESS PHONE: (305) 442-8800 FASIMILE PHONE: (305) 442-4469 E-MAIL: maxelberd Z4ol.com TITLE OF RFP: Request for Proposals for Psychological Screening Services RFP NUMBER: 149127,1 FEDERAL IDENTIFICATION NUMBER: 59-1978758 TABLE OF CONTENTS Demonstrated Expertise in Provision of Counseling and Training 112 Pate # Executive Summary 1 Part A & C - Current Agency List 3 (Screening) Practicalities of Screening Service 5 Adverse Impact Study 7 Company Organizational Chart 8 Staff Biographies 9 Philosophy of Screening Process 20 Bifurcated Pre-employment Screening Rationale 23 Description of Psychological Screening Process 34 Essential/Important Job -Related Traits 37 Evaluation Test Battery and Procedures 38 Determination of Job -Related Ratings 51 Sample Reports 55 Pre and Post Personal History Questionnaire (PHQ) 61 Retesting/Appeal Process 91 Supplementary Background Investigation Interpretation Manual 93 Part B & C - Demonstrated Expertise in Provision of Counseling and Training 112 (Counseling) Sample of Counseling Training Experiences 113 Organizational/Description Chart of Miami 115 Current Agency List Counseling/Training 116 Critical Incident Debriefing Program 117 Officer Assistance Program Handout 119 Client Office Forms 123 Syllabus Stress Management Workshop 126 Appendix I Reference Letters 128 Appendix II Licenses and Insurance 134 11 City of Miami PD Proposal Page 1 of 144 EXECUTIVE SUMMARY Law Enforcement Psychological and Counseling Associates, Inc. (LEPCA) is a well- established consultation firm that provides comprehensive services exclusively to law enforcement agencies. The firm was created in 1977 to effectively address the often unique and complex issues facing psychologists who undertake the role of a public safety psychological consultant. Dr. Mark Axelberd, the founder of the firm, still serves as an active consultant and President of LEPCA. Since the South Florida region is multi-ethnic in composition, the firm further understood the importance of cultural sensitivity and making certain that LEPCA's services would be accepted and utilized by the diverse cultural groups found in public safety work. One way to achieve this goal was to include In ds in all areas of the firm's consultation work and this philosophy remains today. In the past year, LEPCA has also completed a "green initiative" and made extensive investments to achieve a near paperless and seamless psychological screening process both for our internal office and user agencies as well. Our new system allows agencies to independently schedule applicants up until the morning of testing, read or download final applicant reports on-line 24-hrs.after completion of testing, store applicant files electronically, receive or review ancillary screening materials on-line, produce statistical reports quickly and provide applicant's important information on our website. We believe this achievement is one of the first of its kind in the entire nation and has been well worth the effort extended. In summation, LEPCA has been intricately involved in every facet of law enforcement and public safety consultation. In particular, the firm is very well known for its expertise City of Miami PB Proposal Page 2 of 144 in pre-employment psychological screening and LEPCA's evaluation process has often served as a model for numerous agencies and psychologists entering this field. We have conducted approximately 65.000 evaluations for over 50 -public safety agencies and carried out extensive research in this area. Lepca has also been a local and national leader in creating innovative and effective specialized counseling, critical incident debriefings and training progr=s or sworn. and non-swo:�: employees and their fa mly members. Members of the firm have provided literally thousands of hours of treatment and training to those in the So. Florida public safety community for over 30 yrs. We have always been known for our availability and practical approaches to achieving the highest quality services to our clients. Indeed, many of the now commonly accepted psychological service practices for local and statewide public safety agencies were _______ _—Driginallydesigned and promoted by members of our firm. LEPCA's reputation has also resulted in agencies around the country and even internationally utilizing our expertise in initiating or improving upon their screenings and other psychological services: Most importantly, we take great pride in our work and never forget the critical nature of the services we provide. We value the trust placed in us by our clients and LEPCA will always strive to be deserving of the respect and opportunity given to us by the law enforcement and public safety community. �1 Mark kkxelberd, �h.O. President, Law Enforcement Psychological and Counseling Associates, Inc. Law, Enforcement Psycholog and Co' nseling Associates Inc Agency Contact ist Customer Contact Phone g n Police Department Deputy Chief Steinberg (305) 488-8989 ~19200 W. Country Ckrb Road AvenhnaC� stub ��� wr Police Department Tom Hunker 855 96th SL Bal Harbour Ft FL 33180 O M' or Police Department Asst Chief Allen Sjoberg 9665 Bay He r Terrace Any Harbor Island 33154 Park Poke Department Antonio Sanchez 640 WE 114 Ave. Biscayne Park FL 33154 to oca Raton Captain Shawn Fagan 561393-7802 201 W. Ps o Park Rd. Dom Raton Fl 33-181 �. oral Jodeen Agulles 8300 NW 53rd SL, Stift 100 ppm( FL 33432 aaandale Beach Deputy Chief Kltsholf 400 S. Fedora Highway Hallandale Beach FL FL 33166 It lolesh Raleigh Flowers 5555 E. Bth AvenueFGeMeh 33009 11 omeatend Nicole Parrish 79D N. Homes ad BW. HOmeatead 013 0 taml Gardens Toren Kinglee 305-822-8022 1515 NW 1 St., Bldg. 5, Suite 200 Miami Gardens FL 33169 m irnirtia Comitans Vest Miami Police Department Chief Chohonis Chief Knowles 6498 N.W. 38th Ter. Virginia Gardena FL 33166 ~ 901 S.W. 62nd Ave. West FVNemI FL 33144 mbles Police department sa Frank Rodriguez 2801 Saizedo Coral Gables FL 33134 rent of Agriculture Walt Dover 2005 Apala Parkway, Ste. 222 Tollahnasse Fl. 32301 rent of Financial Services Jaddo Pittman 850 413 4062 [Nvi�lon of F ud TaRahasse FI 32399-0324 rent of Tran"dallon Emily Mwptty 325 John Kno Rosd,Woodcrest OB.PK, BLDG K Tallahassee FL 32303 of AFAT Mkml Molina Bureau of Entoroement Tallahassee FL 32399.1023 1 Wildift Commisskar Avery Tubba 75 co08ge , Suite 102 Havana FL 32333 lea Department Frank Tomasalnl Frank Tome tel M1an9 FL 33199 Clry Police Department Chief Pedro Taylor 404 W. Palen . Florida Cly FL 33034 Highway Patel Captain Grotto 2900 Aps Pkwy., BG 1, Room A 302, MS 49 Tallahassee FL 32399 Highway Patrol Fitness for Duty davit Brietton 2000 ApaladrJee Pkwy- Tollahassaa FL 32399-0500 Hfgwwy Patrol (Auxiliary) Regina Smith BM -617-2374 2900 Apal Parkway, MS45 Tallahassee FL 32399-.0500 vers Police Department Judy Maseiro 2210 Peck St Fort Myers FL 33901 e Gardens Polka Department Carlos Folo 10001 N.W. 7th Ave. Htatesh Gardens FL 330-16 cod Police Department Chief Wagner 3250 HoOywofod Blvd- HWywood FL 3.3021 Creek Police Department Captain Greenberg 305345-1983 0080 Bay Drove Indian geek Village FL 33154 nayne Ponca Depaitrrlent Chief Press 85 W. Will" SL Key Biscayne FL 33149 Polka Department Randy Rublera 7331 NW 74f N at. Medley FL 33166 Dade Police Department Comm- Valdes 9105 N.W. 2�h SL Miami FL 33172 It Dade School Police LL Szdzepanskl 750 N.W. 20th SL, Roam E-414 LWAryli FL 33127 go Beads Fre Department Nedra Marcel _ Nedra Ms Miami Beach FL 33138 fD Beads Poke Department Barry Stamp 1100 Wash Oen Ave. Miami Beach FL 33139 W O Dade Corrections and Rehabilltation Commander Myrian Kovacs Marlin L Klug, Jr. 0111ce Plaza Miami FL 33147 Police Department SUL Cause 400 N.W. 2n J Ave. Miami FL 33128 Shores Police Department Chief Lyslad 305-757-5300 9990 N.E. 21 d Ave. Miami Shores FL 33138 Law Enforcement Psychological and Agency Contact Ctnarerr+r Contact Phone � Loretta M Baietren C1h Police Department Russell Bn war 201 Westward Drl rNOe Cesar Andlna •'�� '••� rely Sh*Ws Otlioe Donna Moore 305-292-70M heaps Poise O"n"tent Chief Randolph Pandol8 bilarni Mksm w ni Beach Police Depadmont N&I Wright 5525 College nl Rome Depariment Clint Shannon 305-891-0294 ne Attorney General CedNa Kehr FL 0 Af onM General Cyber Unk Cathy Costley North Uk" Beech I Police Dmortrnnd Rodney Ballentine 700 M.E. 124th 511. P°ce Department Efts Moore 954-4674MM ret Police Department use Morton FL m Head, PoNee Department Mire Grandinettl jaciWW yl 'once Departr hent David Alen 2495 A%atur Ave. Backgrounds Unit or Police Department Edwin Mlin►-Zsbsla 305-552-9900 iavie Jeff Hobales FIL aim Beach Umgor Ride Flmwe South lfaml of Miami Public Safety DopL TNWQ Ferrandlz 181170 Collins A _ 2nd Fkw Incas Ob Sanchez 33160 Aasoclatas Inc Qty ..sem C1h State Zln 201 Westward Drl •'�� '••� P.O. BarM0021 Munni Springs FL 33108 3064 N. Pkvry bilarni Mksm w FL FL 33144 33025 5525 College Key Wast FL 33040 7903 E. Drat" North Play Village FL 33009 16901 N.E. 19th Ave. North Uk" Beech FL 33162 700 M.E. 124th 511. North Mland FL 33161 PL -01, The Ca Tafthrnsee FL 32399-1U5o Predator Cyber rine Unit jaciWW yl FL 32207 2495 A%atur Ave. Backgrounds Unit Ops -(.,ecce FL 330114 HoRyrrood FIL 33024 6130 Sre►kret br. South lfaml FL 33143 181170 Collins A _ 2nd Fkw Sunny tales FL 33160 9293 I landing Ar- Surw-le Ft. 33154 500 S.W. 109 Ave. Muret FL 33174 Finance P.O. M,2029 Davie Palen Beach FL 333.24 5665 Ponce de )n Blvd. Coral Gables FL FL 33480 33124 524 N.E. 21 CL Wilton Manors FL 33305 City of Miami PD Proposal Page 5 of 144 PRACTICALITIES OF SCREENING SERVICE Our entire office and screening system has been designed to meet the needs of our Public Safety Agency clients. Any agency that uses our services knows the effort we make to accommodate the sometimes unique needs of our law enforcement clients. For example, we recently developed a comprehensive website that allows agencies to independently schedule applicants at anytime up to the morning of testing and download final applicant reports 24-hrs. from completion of testing. We also have an "applicant's section" on our website, which provides helpful preliminary information to applicants who are about to undergo the evaluation. We welcome any potential user of our services to look over the website located at "wwwdepca.coin." 1 -westing-i"onductEd-at_ou-centrally.lo.cated_office-at79_25-N W. 12'b Street, Miami, FL 33126. There is ample free parking for applicants. Our office facility is approximately 3,000 sq. ft. and is specifically designed for screening and other public safety services. We have a very large testing room with private individual test booths for each applicant. We do provide off-site screening and travel upon request but ask for adequate advance notice. 2. Testing is conducted Monday -Friday beginning at 9:00 a.m. (Saturdays & Sundays on special request). We can accommodate up to 35 applicants per day or 175 per week. On special request, we can run day and evening testing sessions. 3. For convenience, an agency can schedule their applicants on our website without contacting our office right up to the morning of testing. To date, we are not aware of any agency unable to schedule an applicant on the date desired. City of Miami PD Proposal Page 6 of 144 4. The typical applicant takes 4-6 hrs. to complete the evaluation but there is no formal time limit. 5. All personality instruments are immediately scored in our office as each applicant finishes their individual tests. 6. Concise and job-related final written reports and a related background questionnaire are generated on each applicant and posted for review and/or downloading on our website within 24 hours of completion of testing. However, verbal feedback or a final report can be provided within a few hours of testing on special request. 7. To assist users of our final report, a Comprehensive interpretation Manual (see attachment) is provided, which further elaborates on an applicant's deficits and helps guide the background investigator or others in the use of our repo. This manual is maintained on our website for easy viewing. Our firm is extremely familiar with and conforms to guidelines contained in the Americans with Disabilities Act (ADA) and EEOC. No legal complaint or litigation alleging discrimination has ever been filed against our firm. 9. Our screening system meets or exceeds all the recommendations and guidelines of the following organizations. International Association of Chiefs of Police, CALEA, Council of Police Psychologists, National Institute of Justice and the California Post Commission. 10. No legal challenge of a formal or informal nature has ever been sustained against our firm. City of Miami PD Proposal Page 7 of 144 • , n WNW emorandUM,M Date: March 22, 2006 . - =� in To: Robert Parker; "Director Miami-Dade Police Department From: Edmundo Valdes, Commander. ) ' Personnel Management Bureau : �^ Subject: Psychological Test Results Adverse Impact Study As requested,-an adverse impact analysis was conducted for the -entry-levelpsychological evaluations pursuant to the guidelines set forth in Title 29 of the Code of Federal Regulations, for the Equal Employment Opportunity Commission, Subtitle B-Regulations relating to Labor, Part 1607 "Uniform Guidelines on Employee Selxti in Procedures. According to the regulations' procedures,' having . adverse impact. constitutes discrimination tmless - justified. The use of an selection procedure which has ,.an'aiiverse impact on the hiring, promotion, or .. ,: .'other employment opportunities of members of any, race,, sex, or ethnic group will be considered to be discriminatory and inconsistent •-with the:. guidelines,„.unless •, the procedure has been .validated in accordance with these guidelines:' These guidelines are set forth in Part 160745 General standards `for --- ;�a';dity—s#udias, - :rl,r .l,�tt of gsyr�wlogic�Ltr, ts�seti are�natiana q recogWiz and have been - validated by their respective publishers. _ - To determine if adverse impact exist the "four-fifth rule” was used.. .The regulations state that'a" selection fate for any race, sex, or ethnic group .which is less ti�an four-fifths (4l5) .or (80 percent) -of the rate for •.:.; the group with :the highest rate ;will generally be ;regarded as 'evidence .of adverse impact. ,The 't�get groups we're-idontified by raceethnicity and gender. ;The ktatistidal analysi is based on the P" raie recoided b� Y. Personnel Management Bureau for . e past .Z3 years inpliance`with '• Stan for adverse un act... c an P. anal is for the. catrr�I3 scar period was conduct ys _ _•:,.. conjimction.with a five- e_ 1 s, e ve'year analysis comciaes with ine acgar�cntai.aecision. fo p se n der' standards far apphcants that demonstrated deficits involving acting out behavior end ; Violence, potential 'o= • sociopath : behavior traits:. This adjustment has eliminated .about :5-?% . of the marginal applicants that exhibifci these previously allowed traits:. - Attached for your perusal are the charts for both the 13 dad .5 year analvsis- .The time periods selected and the criteria used to analyze the data were'presented to Dr. David Santisteban, Industrial Psychologist for the Employee Relations Depa�ent.: Dr. SantisiebNi an is responsi'ble' far the standards for selection ` and promotional testing for Miami-Dade County. • •Dr. Sandsteban concurred with the -methodology. Also attached are the aforementioned regulations and a,psychological testing status update provided by`: -the current vendor, Dr. Mark Axelberd of Law' Enforcement Psychological and Counseling Associates; Inc, .... :.. The results of the research indicated that no adverse impact ex' EV/ls : ' , City of Miami PD Proposal Page 8 of 144 Law Enforcement Psychological and Counseling Associates, Inc. (LEPCA.) Organizational Structure Officers: Mark Axelberd, Ph.D. President Brian Mangan, Psy.D. Vice -President Mark Axelberd, Ph.D. Treasurer Brian Mangan, Psy.D. Secretary Full -Time Staff: **Mark Axelberd, Ph.D. Senior Psychologist **Brian Mangan, Psy.D. Senior Psychologist **Lisa Gonzalez, Psy.D. Staff Psychologist Carrie Axelberd, B.A. Office Manage-- Part-Time anager Part-Time Staff: **Christine Jean, Psy.D "Larry Capp, Ph.D. *Jose Morales, Ph.D. *Carlos Danger. M.D. *Doris Trey, MSW *Walter Williams, M.A. Azam Malik Staff Psychologist Staff Psychologist Child Psychologist Psychiatric Consultant Staff Therapist IT Consultant ** Involved in both psychological screening and counseling services * Involved only in provision of counseling services City of Miami PD Proposal Mark Axelberd, Ph.D. Licensed Psychologist Page 9 of 144 Mark Axelberd received his Ph.D. with a specialty in Clinical Psychology from Georgia State University in 1977. He did his doctoral internship at the Counseling and Consultation Center at the Ohio State University. Since that time he has been a full-time consulting psychologist to law enforcement agencies on a local, state and national level. He was the primary founder and current President of the firm Law Enforcement Psychological and Counseling Associates, Inc. (LEPCA) located in Miami, FL. His 32 years of exclusive experience with law enforcement has allowed him to develop a most unique and thorough grasp of the complexities of providing psychological services to public safety clients. His reputation and expertise is well known within the law enforcement community and he has often been called upon by law enforcement administrators to advise and consult on the most sensitive and difficult matters. Many of the current psyc a ogical sernces provrded toSou Flon`daiaw e orcein ' shave iseen-a direct-resuit-oflri efforts, He has provided expert information and testimony numerous times for matters related to psychological fitness standards for law enforcement officers. He has also assisted many agencies in matters such as understanding and complying with the Americans' with Disabilities Act (.4DA). After 9/11, he was contracted to perform sensitive assessments germane to Homeland Security enhancement. Dr. Axelberd has also been instrumental in including and promoting the utilization of minorities and women in a wide range of public safety consultations. Encouraged by his colleagues and law enforcement community, Dr, Axelberd designed and developed a new and specialized personality screening instrument for the selection of Public Safety Applicants. The Public Safety Screening Questionnaire (PSSQ) is different from other tests in that a cross-section of actual Public Safety Officers were extensively involved in providing input and actually creating some of the individual test items. As a result, the item content of the PSSQ is veryj ob-related and directly assesses those characteristics City of Miami PD Proposal Page 10 of 144 and traits deemed essential by those working in the field. The PSSQ to date has proved itself to be a very valuable addition to the firm's battery of pre-employment instruments, Dr. Axelberd has received awards and has been frequently recognized for his positive contributions in areas such as Pre -Employment Psychological Screening, Officer Assistance Programs, Personnel Policy Development, Fitness for Duty Evaluations, Critical Incident Debriefings, Officer Training Programs and assisting agencies in the development and implementation of effective selection systems. He has been featured several times in the written and television media for his innovative consultations with law enforcement agencies. For example, he has appeared on the TV news program 20/20, 48 Hours and the USA Today TV News Journal. The International Associations of Chiefs of Police honored Dr. Axelberd with a certificate of appreciation for his teaching of seminars involving pre-employment psychological screening. -- in he early�g8fl2s�33rAxelberd a�$o worked-closely-with-the-F-lmda-P-ohre_Standardsand.s'_r_ainiug Commission to initiate pre-employment psychological testing standards and officer assistance programs throughout the State of Florida. In 1981, Dr. Axelberd wrote the original guidelines on behalf of the commission for the conducting of pre-employment screening in the state. During this same period, he was also one of only a few select public safety psychologists chosen by Harper and Row Media to conduct nationwide workshops with law enforcement executives on the introduction of psychological services to their respective agencies. Dr. Axelberd was selected by the Council of Police Psychologists to initiate national guidelines for psychological screening of law enforcement applicants. He has been called upon by numerous agencies on a local, national and even international level to provide opinions and make recommendations on numerous subjects related to public safety psychological services. For example, he worked closely with the Dallas Police Department, New York City P. D., Rochester Police Department and several others in critically assessing and developing updated selection procedures. On an international level, he has provided extensive input to the Moscow, London, Ottawa and Israeli law enforcement agencies. City of Miami PD Proposal Page 11 of 144 Dr. Axelberd has gained his reputation and continues to do so through his "hands-on" provision of psychological services. He has been directly involved in the screening of over 65,000 law enforcement applicants and has conducted approximately 300 Fitness for Duty Evaluations. He has also designed innovative and very successful confidential counseling programs and Critical Incident Debriefings for law enforcement personnel and their families. Over the years, he has personally provided counseling assistance to an innumerable number of Officers and their family members. Dr. Axelberd continues to remain directly involved in every facet of the firm's law enforcement consultations. In more recent years, he has provided extensive advanced training to LEPCA staff psychologists in the specialty of public safety psychology. This has provided him the opportunity and time to conduct updated research and to creatively modify and "tweak" existing services. He especially has concentrated on improving effectiveness in the critical area of pre-employment psychological screening. He s con ucte v dation researc , gathere nd– wive dada p ainer t og mincer ty appiioant s, provided — – training to police background investigators and has developed numerous supplemental materials and procedures to assure the highest quality screenings of South Florida applicants. One very important and recent accomplishment was LEPCA's completion of a "green initiative." Developed by Dr. Axelberd and LEPCA staff, this system allows for almost a paperless and seamless process of screening for both LEPCA and its agency users. Lastly, Dr. Axelberd is conducting timely research on the performance of combat veterans on pre-employment psychological evaluations. He is honored that his screening and other programs have often served as a model for other psychologists entering the law enforcement consultation field. City of Miami PD Proposal Page 12 of 144 Brian L. Mangan, Psy.D. Licensed Psychologist Brian L. Mangan, Psy.D. is a licensed psychologist in the state of Florida and an active member of both the American Psychological Association and the American Psychology -Law Society. He is also a member of the International Association of Chief's of Police (IACP) and is a past president of the Consortium of Police Psychological Services (COPPS). He graduated from The George Washington University in Washington, D.C. in 2003 with his Doctor of Psychology degree in Clinical Psychology, specializing in the areas of adults and assessment. Dr. Mangan pursued his pre -doctoral internship at South Florida State Hospital, where he developed skills in dealing with a forensic population. He continued this focus into his post -doctoral residency at Citrus Health Network, providing the Miami -Dade Juvenile --- Courts-with--serv}ces-including4ntak-e-assessments,mtenaiv-e--therapy,-and_court-ordered evaluations. After his residency, he served as a supervisor within the same program. Dr. Mangan previously served as Assistant Professor and Forensic Coordinator at Carlos Albizu University. As the coordinator, he monitored a program designed to train students to deliver psychological services, including psycho -diagnostic assessment, case law, legal standards, and expert testimony within the judicial and correctional systems. Additionally, he worked closely with the Miami -Dade Juvenile Courts, providing judges with comprehensive evaluations and treatment recommendations for at -risk youths. Currently, Dr. Mangan serves as a Senior Psychologist and Managing Partner with Law Enforcement Psychological and Counseling Associates (LEPCA). He started with LEPCA in January 2006 and was directed by Dr. Mark Axelberd in advanced training on public safety/law enforcement related issues. His primary duty involves consultation with command • 1 �L ...,.. i�r n-. r� nrIt7T19Of�l1T 7� City,of Mianl p fro Raj Pae 13 f X44 objectives. Adtrona��uties include trainings with various departments in the sguth Fonda community regarding front line supervision, stress management, and crisis intervention; fitness for duty evaluations; and critical incident debriefings. On a daily basis, Dr. Mangan oversees the management of the office, while performing other duties including pre-employment screening interviews, interpretation of standardized test profiles, consultations with background investigators and law enforcement personnel, and counseling for the employee assistance program. Moreover, along with Dr. Axelberd, he reviews all pre-employment evaluation files and approves the final report sent to an agency on each applicant. Since joining LEPCA, Dr. Mangan has also been instrumental in all research activities related to pre-employment psychological screening. For example, he conducted an extensive performance review of recruits in the Miami -Dade Police Department (MDPD) PO academy. The research yielded very positive results and identified specific scores on the pre- employment evaluation that were correlated to successful completion of the academy. Dr. Mangan is currently assisting Dr. Axelberd in studying the performance of combat veterans on the pre-employment psychological evaluation. Dr. Mangan is also active within the police psychology community. During 2007 and 2008, he served as the President of Consortium of Police Psychological Services (COPPS). COPPS is an organization conceived by a group of psychologists who trained at the Behavioral Sciences Unit of the FBI Academy — Quantico in 1984. COPPS holds a national meeting each year planned and coordinated by the President of the organization. This meeting allows like-minded police psychologists to meet and discuss, on both a formal and informal basis, emerging issues related to evaluation, intervention, ethics, and legislation current in police City of Miami PD PropposalPagge 14 of 144 psychology. COPPS attracts a diverse collection of psychologists, from nationall-y recognized researchers to those working in private practice. City of Miami PD Proposal Page 15 of 144 Christine Jean, Psy.D. Licensed Psychologist Christine Jean is a well respected Haitian psychologist in the South Florida region and is especially known for her delivery of mental health services to the Haitian community. Dr. Jean received her bachelor's degree from the University of Miami with a major in Criminology and Psychology in 1997. She then attended Carlos Albizu University where she received a doctorate in Clinical Psychology with distinction in 2002. Dr. Jean's area of specialty was Forensic Psychology. Dr. Jean's internship was completed at the South Florida State Hospital/Atlantic Services Hospital where she provided therapeutic and —psy-chol4caLevaluations__to-asvidezange of mentally ill patients. Her post -doctoral residency was undertaken at Citrus Health Network, in the Juvenile Evaluation and Treatment Services (JETS). Dr. Jean subsequently remained in that program as a Clinical Coordinator for the following 3 years. Her work included coordinating and providing varied evaluation and counseling services to troubled youth. For the past 3 years, Dr. Jean has been in private practice providing varied services to a wide ranging population of clients. Her work includes therapy for sex offenders and conducting psychological evaluations for the Miami -Dade Mental Health Court Division. She also is a consultant to the Miami -Dade Juvenile Court on mental health issues of youthful offenders. Recently, Dr. Jean became an adjunct faculty member at the Miami - Dade Community College. City of Miami PD Proposal Page 16 of 144 Dr. Jean became a part-time staffmember with LEPCA approximately 2 1/2 years ago. Since she had training, experience and interest in the criminal justice area, Dr. Jean was a natural fit for our firm. With the ever increasing number of Haitian public safety applicants, she has also been of great assistance in better understanding the test profiles and interview responses of this applicant group. Dr. Jean has undergone extensive additional training with senior staff in evaluating and interviewing public safety applicants from numerous South Florida agencies. She has personally conducted approximately 1,500 applicant interviews and reviewed standardized test profiles of thousands of public safety applicants. Lastly, Dr. Jean participates as a therapist in LEPCA's Officer Assistance Program for officers and their family members. This experience has provided her with a fur er unerstanaing anan m- epth�ook into the nature and psychological affects of public safety work on individual officers. City of Miami PD Proposal Page 17 of 144 Lisa Gonzalez, Psy.D. Licensed Psychologist Lisa Gonzalez, Psy.D, is a licensed psychologist in the State of Florida. She graduated from Nova Southeastern University in June of 2005 and then completed a one-year internship with the University of Miami at Jackson Memorial Hospital in Miami, Florida. While there, her duties included: individual and group psychotherapy, inpatient and outpatient rotations, consultation and liaison work throughout the hospital as well as psychological and neuropsychogical testing. This experience was followed with a postdoctoral fellowship, also with the University of Miami, at Jackson Memorial Hospital in Miami, Florida. Her primary focus was working with an adult outpatient population. She was responsible for most of the psychological services offered in Spanish, including group treatment and psychological / neuropsychological testing. Following the completion of her fellowship, Dr. Gonzalez was offered a full-time position working as a staff psychologist for Law Enforcement Psychological and Counseling Associates, Inc. (LEPCA). During her tenure with LEPCA, she has developed advanced skills in public safety screening and objective assessment. On a daily basis, she performs duties including pre- employment screening interviews, interpretation of standardized test profiles and counseling for officers and their families through LEPCA's employee assistance program. In terms of experience conducting pre-employment evaluations, she has received extensive training from senior staff and since joining LEPCA has performed approximately 2,000 screenings. Dr. Gonzalez has also participated and made contributions to the firm's research activities related to pre-employment screening. Dr. Gonzalez is responsible for directing the Employee/Officer Assistance Program (EAP/OAP) offering psychological services/counseling to public safety personnel and their families. She — . � I. A _--A.,.....+ctaffanc3 the services City of Miami PD Proposal Page 18 of 144 provided to public safety personnel. She also conducts trainings with various departments in the south Florida community regarding front line supervision, stress management, and crisis intervention, while conducting critical incident debriefings when necessary. Dr. Gonzalez is an active member of the Consortium of Police Psychological Services and monitors emerging issues related to evaluation, intervention, ethics, and legislation current in police psychology. Aside from her experience in the public safety realm, her specialties include health psychology, multi -cultural treatment, and women's issues. City of Miami PD Proposal Page 19 of 144 Larry Capp, Ph.D. Dr. Lacy Capp is an Africaa-American licensed psychologist who received his doctorate in clinical psychology from the University of Miami in 1980. He complete) internship at the Veteran's Administration Medical Center where he worked extensively with patients experiencing a wide range of psychological problems including post-traurnatic stress disorers. For several years, Dr. Capp has been an active member and integral part of our firm. During this time, he has participated in the psychological evaluation of literally thousands of -law enforcement applicants as well as other law enforcement consultatidns. In addition to conducting psychological evaluations, he is developing specialized supportive programs and networks to address the needs and concerns of Afro-American law enforcement officers. He is a member of the Society for Police and Criminal Psychology. Dr. Capp has extensive experience in the selection of law enforcement personnel and is particularly concerned with he issue of appropriate sensitivity to ethnic and racial considerations in iaterpreting objective test data Our firm has a history of fairness and accuracy which is reflected in comp arab a stat- sh— cs—fo _ i ed—= genu dative -1 passfiail----- -- ratios. Dr. Capp has been an active member of the N iami-Dade County community for many years through both his professional work and civic involvement. Shortly after, earning his Doctoral degree, he was elected President of the South Florida Association of Black Psychologists and has remained very active in ibis association for many years. He is an active member of the National Organization of Black Law Enforcement Executives (NOBLE), Police Executive Research Forum (Fly and has been called upon to evaluate sereening systems in terms of fairness to minorities, in his clinical work, Dr. Capp has served as a consultant to the United States Department of Education Southerst Regional Alcohol and Drug Education training Center, the UHURU Alcoholism Treatment Program, and the Opa-Lor..ka Police Department. Tn addition, Dr. Capp is a member of the adjunct faculty at the University of Miami's Psychology Department He has been a lecturer on numerous occasions for local educational and civic organizations. For three years, Dr. Capp served as Executive Director of the Metro -Miami Action Plan, a dynamic organization designed to promote partnerships between various levels of govemrnent and the private sector in reducing racial disparities in our community, Through his work as a public administrator, Dr. Capp has developed a high level of understanding regarding the inner workings of . . - +'-- s,. ---..11e+4,,1 9*1ri imnlementation. City of Miami PD Proposal Page 20 of 144 PHILOSOPHY OF SCREENING PROCESS Pre-employment psychological screening of Public Safety Position applicants first began to gain popularity and widespread acceptance in the 1970-1980 period. Initially, this screening was adopted mostly by urban agencies often in reaction to alleged civil rights violations by their Officers and subsequent protests, legal actions and in some cases civil disturbances. The so called "negligent hiring and retention" legal claims began to proliferate in those years, occasionally resulting in large monetary payouts to Plaintiffs. The psychological screening of applicants became one of the first agency responses to these events, since agencies could implement rather quicldy at a reasonable —_ c_ost—LJ o una�ely, rriany agencies and contracted screening sp ychologists knew little about the intricacies of this screening or how to effectively implement or utilize the results. As a consequence, a plethora of screening procedures emerged, many of which were of little use to the agency. Often, the psychologist worked in isolation from the agency and there was scant communication between the two parties. This severely limited the psychologist's effectiveness and the agency frequently had little education on how to interpret or apply what the psychologist's report indicated. As a result, many misconceptions about screening developed and agencies sometimes ran the risk of actually misusing the psychological report. To make matters more complicated, selection procedures generally, and psychological screening specifically, are by their nature vulnerable to criticism and can become "political footballs" between competing factions with different interests. L t ma;nta;rn snnrnnriate flexibility in City of Miami PD Proposal Page 21 of 144 their work, the consultant has to always demonstrate professional objectivity and honesty even in the face of criticism from others. It was with the above challenges in mind, that 30+ years ago our firm set about to address these issues in a professional, logical and practical approach. Briefly stated, the goal and purpose of pre-employment screening is to screen -out those applicants identified as having high-risk factors for performance of the Public Safety position vs. those applicants who are absent these risk factors and possess traits deemed suitable for the position. To accomplish this goal, our philosophy is quite simple; effective programs + effective people = effective organizations. It is the contracted psychological firm's job to create a — state -owe -u screenin-g–pr-0g-rarn-and to--educate/train-r_elevant-agency-personnel_i.n-�� correct application of the system. It is the agency's responsibility to provide motivated selection personnel and policies consistent with the difficult but critical task of identifying the most qualified applicants for final hire. Since no one selection procedure provides all the answers, a systemic and comprehensive approach must be utilized. To achieve maximum effectiveness, agency personnel and members of the psychological firm must be willing to communicate and work as a coordinated team when necessary. We pride ourselves on remaining constantly available to each of our clients and always provide, whatever, extra input is necessary to make our screenings as effective as possible. Improving upon selection procedures is a never ending endeavor. As a result, the agency and psychological contractor sometimes need to "push the envelope" and challenge each other to enhance their respective expertise. City of Miami PD Proposal Page 22 of 144 The following is a summation and outline of our screening system and procedures. We have every confidence that our screenings provide relevant applicant information and accurate final ratings, which can make an important contribution to the agency's final selection decisions. City of Miami PD Proposal Page 23 of 144 BIFURCATED PRE-EMPLOYMENT SCREENING RATIONALE Approximately two years ago the City of Miami Police Department (NTD) chose to adopt a bifurcated or split pre-employment psychological screening process. Thus far,. feedback from those working within the MPD Selection Unit has been very positive about the benefits of utilizing this approach in their screening of public safety applicants. Previously, the agency employed a "one step" or traditional model of screening, which resulted in specific inefficiencies in the selection system. In the one step approach, the entire psychological evaluation is completed in one testing at the end of the selection process. Often, the date of testing would occur close to the start of the training academy and after Background Investigators' had completed their investigation of an applicant. Since it is well known that psychological screenings will typically disqualify perhaps 20%-30% of applicants, this resulted in many potential trainees being eliminated "last second" and after a Conditional Offer of Employment (COE) per ADA. In addition, Background Investigators had to often re -open many files in order to further explore various "red flags" noted on reports of many applicants who actually passed the psychological screening. As a consequence, one step testing after the COE was �_fr�qu�ntLy�f and to cause a mayor "bottleneck" for the agency_ and particularly for those directly involved in filling academy classes. In summation, this approach can be unfair to applicants who are disqualified at the final point of hire, Background Investigators who must do a second investigation and agency administrators charged with the responsibility of meeting manpower needs and hiring goals. Lastly, the screening psychologist is caught in the dilemma of maintaining appropriately high standards on the evaluation, yet trying to assist the agency in meeting their manpower needs. Essentially, the above traditional screening model evolved and became institutionalized by many agencies due to a mistaken belief that the Americans with Disabilities Act (ADA) considered all screening procedures and tests employed by psychologists as medical in nature. Therefore, it followed that the entire psychological screening process must be conducted post COE. Simply stated, this is not the case, and in fact under ADA guidelines most psychological/personality screening procedures and tests are non-medical inquiries. In various ADA publications and communications, ADA officials have clarified and made it known that psychological/personality instruments that are utilized primarily with a non -patient population to measure "normal" personality/behavioral traits and are not diagnostic in nature are non-medical procedures under the ADA. In addition, ADA representatives and recent court rulings, Leonel vs. American Airlines, have also reaffirmed that for a COE to be legally "real," the agency must have substantially completed all non-medical inquiries before issuing a COE. The ADA has opined numerous times that an employer must bifurcate or split their selection system into pre - offer non-medical inquiries from post -offer medical inquiries. The screening of public safety applicants has not been exempted from this requirement. Therefore, in recent years numerous agencies and their consultant psychologists have bifurcated their ' �' ^—---^-��•+.+1 ++o,.�n„elil-cr/ciiital-�ility r�l�aca City of Miami PD Proposal Page 24 of 144 more closely comply with ADA intent and eliminated many of the aforementioned problems associated with one step screening at the very end of the selection process. It should be stated one step post -offer psychological screening is still commonly utilized by public safety agencies and no court ruling to date has specifically banned the approach under ADA guidelines. Nevertheless, input from high level attorneys in the ADA's compliance office have supported bifurcated screening as an appropriate method of meeting ADA guidelines and have warned of the potential pitfalls of continuing to administer non-medical parts of the psychological suitability process during the post - offer medical phase. Finally, Dr. Aneiberd had a recent phone conversation about these matters with Ms. Sharon Rennert, who is the Senior Attorney in the DOJ regarding employer compliance with the ADA. Ms. Rennert re-emphasized and confirmed her and other ADA officials' prior statements that require public safety employers to bifurcate their psychological screenings into a non-medical pre -offer and medical post -offer phase. For further review and clarification, please read the following correspondences from ADA officials, a brief of the Leonel court case and the International Association of Chiefs of Police (LACP) guidelines for pre-employment psychological screening. City of Miami PD Proposal Page 25 of 144 a U.S. EQUAL EMPLOYMENT OPPORTUNITY CONIMISSION � f+ Washington, D.C. 20507 7 S Glen Peterson, Ph.D.PUG fi zODi LicensodPsychologist, Michigan Law Enforcement Consultants 534 Fountzin Street, X.E. Grand Rapids, Michie 49503 Dear Dr. Peterson: This is in response to your letter of June 25, 2001, inquiring whether the involvement of a mental health professional, such as a Iicensed psychologist, in evaluating an applicant's non- medical in`ormation constitutes a medical cxaminati.on tinder the Arnen cans with Disabilities Act (ADA). Grner al Princiulcs As you we aware, the ADA prohibits medical examinations and disability -related. inquin es prior to a conditional job brier. Ifedical examinations and disability-relattdinquirits canbe done dtzmg tnc'post-offer" plod, as long as all applicants for aspeciEc job cztegory are _ subiect to them. In order for a "ob ofRT o be co;sid ne ride. an emnlo er must eva rel-� on -me teat onra on cvluc hi-lra�� �b�_-�i-�d-aaaal- �: d erio� to m2.kin the offer_ The EEOC, in its October 1995 Enfan orc=mt Guidance on Pre-employment Disability - Related Questions and Medical Ex?_-ninations, offered a list of factors that are hzlp'LU in nta deteining whethrr a procedure or test is m--iiczl. In some instances one factor may deiarmine whether a test is medical, while in other siruations a consideration of several factors will be necessary. Orie factor is whether a test is administered orLhe results are interpreted by z health case professional. However, the involvement of a mental health professional, such as a. lice ns :d psycholorrisi, would not nebe �eierm"nari� a of,,vhetber a particulu ttst adrninistcrrd or rc e%ewcd by this individual is'�ncdical ." Othcr factors would need.to be assessed, including whethcr t1he te. t is designed —to rr :-rots'. im:=rn:nt and whether the ernploy-_ is tr,inc to dc(enninewhethcr the 2p licant has 2,ment.0 irnpairnent. The Preem Io anent uid e stshI that s ho - " p } � ye- IoQical exarninztiors are rn., _,cel if they provide evi�apCz�c ou Cad to idcnnf inn a mental disorder or imoai uch a5 those listed in the=4 Statistical Mal=al ofMcntal Disordcr�tDS' N), In coarrast, ps cholozic I �ts Chau are only desi ed and used to measure such things as honesty, tastes, and ,abitS wo r_ "m ice." The Cornmission elabbratpd on this point in its March 1997 Enforcement Guidance on the ADA End Psy="aine Disabilities, stating that " t rzits and' behaviors we note in themselves mental impairments alttiouah the maybN_ �ntat r_npm_xnts." Such personality traits include stress, irr tabilit�and an?er tnanzeem=t_ chronic �fatPnxS, paer jude�znent, intea^iri, tearntiti ork, and prc'Lidice. questions or tens designed to �I^cV10rs Cr ter7lDerdrY}t7115 V.'oU.� ULtt.i�i.i�•• - ��• \ not � �l I • City of Miami PD Proposal Page 26 of 144 Glen Peterson, Ph.D Page Two be considered medical ar.must be done diu-ing the pre -offer stage .As -noted above, such tests viould not -become midi^ . anunraans so eiy to) E. use Ipzy,= ialogist admin sten and P interprets the=n. ADollcat'lon Of These PrinciDlcs to Maur 'Snlit-Level" &SCSS'nent ►`� Your le Ler states that duiu-►g th =e-ofze stase you gave auid i rpt e.r. et tcs'z ;hc::=c "completely free of any references to disabilities or emotional distur*an= and Zre not usedfai dib ostic p uses." 170ur letter a so Notes that these prc-offer mscssnamts do, not inquire about a co o ism, =g a diction, or treatment for emotion) disorders. %istea,d, you state that you make ssessments about `'general intelligence, lojcalproeessing, and abstract reasoning ability." At th s to stage aper an applicant his received a conditional ofer of ernpioyroent, you 2g2in meet with the selected applicants and ask questions about alcoholism, drug addiction, and �nyhistory of treatment for=rental i:Iness. You also give them a psychological test "designed to assess pvlology, such as denrt!S iOn ar SM—Kitty." t- -' From the description you provide; it amugn Coat your" Iit-lCVe1" as=sment follows , the regeirernents o the as enunciated in the HOC's euidancts- First, your. pie -oiler ---�-aes are-ex.wraatzans-_2ssess�ersauallty�r�Ss,semp_�arn4nts �d reasonang abilities — io dct_-ranine,.vhat you call "emotional suitability." Second, yourposi-offer ques�ons and Medical. exarninatiorns determine the existence of any mental i-npaimam" that snizhl preclude an .individual from being a police o5cer. From your, Ictitr, it appears that the St_te of Michigan requires, that anyone who is not oetermiried to be "fret of ernotional instabiiit,/' auto=: 6callybe disquali5ed for law ertforcement positions. Neese note, howcvcr, that ifyoe determine' througha post-offer'medical c%amination Chat an applicant has a mental disability, and a law enforcement agency decides to withdrativ tht job offer, the ADA requires that the agency show that the reason for the revocation is job-related and consistent vvith business ne=sity. In other words, the agency must show either that the individual cannot per -Tone th= essential unctions of taeposition, with orwithout reasonable accormznodat on, or that the individual poses a direct frreat to hitnseli or others that cannot be, eliminated with a reasonable acco=, odador_ 1 hope this irfarrnation is helpful. This is not an ofncial opinion of the Com=ksion. Sincerely, Sharon Renne=t SCP1Gr AnC.ney Advisor City of Mianji PD Proposal Page 27 of 144 . U.S. EQUAL EMPLOYMENT OPPORTLWITY COMMISSION Washir►gton, D.C. 20507 MAY /. - 2001 Shelley Weiss Sl 'ilbcrg, Ph.D. California Commission on Pcace Of~ncer Standards anti Trying 1601 Alhambrz Boulevard Sacra-neato, California 95316-7083, D -..ax Ms. Spilberg: This is in Tesoonse to ytmr letter o f Febn=zy 7, 2001, ingui. S whether the involvement of a menu] beslth professional in evaluating an applicant's non -radical information constitutes a medical examination under the Americans with Disabilities Act (.ADA). 1n addition, your latter - te e?-issues-.abo_us ;zst may be considered medicil exsainations. As you mit aware, the ADA pro�jibits mdieal exaarinations Pbd disability-rclalzd mquincs prior to a cenditionzl job offer. t,vidiul examinations and disabBiry-r.Iat; d mqu: ies can be done during the "post-ofrez" period, as longus aIl spplscants for s sp=mo job category am subject to them. in orcicrfor mob o 'r, to ix eonszd=i40ra„ue._an employ-. roustc� 2Il relevant fon-medical i.-ifor axion which it masorubly could have cbtaiu-d and analyzed , a maLdng the offer. 7 -no EEOC, in its October 1995 Bnforcan cat Guidance ori Precmplr y-meut Disability- Relatcd Qursiions and Medical Bumi aadors, offered a list of factors that z:e helpful in dettrtnifng whether a prondure or test is' medical. 1n sense instances ane factor may deter—.:ine whetbcr a test is medical, while in other situations a cotuid=tion of s.vm-1 factors kill be . nc essary. One factor is whetbrr a test is administered or the results art interpreted by z health care proffl.-ssional. I iowever, the hvolvmmeat of a mental h alth proftsszanal, by itself, would not rnean Llai a-ny test administered or reviewed by this individual is'7nedicrl ,"-other factors n to assess o cars a erssr_anon, in g ah�ther the test is de to reveal a rseatal 1mpzi=en1 zad whether the employer is trying to d vvh-` -tip Vpfnca*I as a theater tmpairmertt. Thus, the involvement of a mental health profssional fn administering or interpreting atest will alwz� i nzr-�, tatt looking at other fartDrs to dtte=int if the test is `medical," Yo.r lttir stztes that duiing tht pre-oficr staec an genu, psycholcglst intcrprc+s tests City of Miami PD Proposal Page 28 of 144 �, rrLid "irtventorics"� that ass: s"normal-range personality traits had cbzmtcristics," reviews biograpb1cal qucs-douaai_rcs and con cis anon-medre mtervietiv for a purpose of evaluating_ an applicatit's `psycbological suitablEV." jhe Pr o ent Gtudanco z that psyrhalo 'ta- =vide madenor that would lead to.idcn' 'i g a m sordsr�rimnahmeai, such as those i theDia �sbc had Stdstical hfanual�f Mental Disorders_(Ds honSM--I1}, In eontr=s ps)uhologi=3 tests tbat are on`y designed and used to measure sock • p aesty, tastes, end habits would not be "medical:' The Commission elaborated an this point in its March 1997 R forcement Guidance on the ADA, and Psvchiatrie �- DisabIlities, stating that '(t)raits and behaviors 'arc not, in theins --Ives, rnexrtal ixnpaim =ts, ithougtc the; may be lines to mental impairmcats<" Swb traits include stress, initabili v and anger management, cbronnic lateness, poor judgm=t, in:tAgrttp, eaanwo an 'utlice. Thus, questions or tesis designed to dat�minc v - er li=1 exhrbifs v f these gaits or b-rhaviors �av7d int be consider�t i=1 nil done durfh -stage. Sucb tests would not become `medical" examinations solely bcoa_vse a psycb2ims P.drIIm shiers an terprets Inc i. Dnrm� -offer stage, apsycholotisrt can Esv-nem,-m ical tests, conduct interviews, or revrcw uesboanures that are for the sola se of assessor an �. ,nt's gcrsonali catrarts. c-tcdstics, and behariors. • ,� I hope this inform don is helpful. This is not an official opinion of the Con mission. Sincerely, Chdstophcr 1, Kuczynsla Assistant Legal Cmtmsel L bels such as "ps}4bological test" and "inventory" would not determine whether a sp=ific test orinventory is'medical." Rather, the factors discussed above would need to be applied to a specie"c test or inventory to determine whether it is'�nzdical." For ==plo, the 2Miinn:sata Irfultiphzsc �'crsozality Inventory (�it�iPI} is a =sxtical examination b�a� a it is designed and used to determir-etbepresence ofmtntal disorders or impaianents. `A City of Miami PD Proposal Effects on Employers' Pre -Hire Practices Employers use n rariety of screening devices in the order t6y prefer. Application for Eta- ployzncnt • Background Chec6 • Direct Aptitude Tests • Drug and Alcohol Tests • Medical Examinations • Pencil & Paper Tests • Persorallntarview • Psychological Inquiries The EEOC, now supported by a f deralsppeals court, C= request and eonasdcr information obtained during medical examinations only during the bdt-step of the pre - hire process. Also, under this zul:ag employers map not obtarn ssuuc t information or schedule awn e11e.•2mtnahon un - 'til all other pro-hs$ng screcas are completed, It =y be time for you to consider restructuring your company's ptc-employment application process. For more information on this matter contact Bruce J. Dougtm Pborre: '952-&9 G-1 X69 .Emrzf Laikin TTrV, r-. 0 w -q-4 " r i _Y_ i r i . Employment Law �lert Americans with Dls99ilRUfM4 Pre -Employment Medical Inquiries Medical Inquiries Must Be Last in Sequence Recently, the U.S. Court of appeals for the Ninth Circuit, the federal appellate court eoveriag several western states including California, held that an employer t'iolated the ADA by requiring applicants to complete it pre-employment physical before background checks sad other non-medical inquiries had been completed. The court reasoned char the ADA prohibits nodical .inquiries or consideration of medical information until after a •'real" job offer has been made. The court relied upon statements made by the LIS. Equal Eatployment Opportunity Comnuision (EEOC) is its ADA Technical Assistance Manua _- .,.. C,. ._ t Guidance issued s veral •ears ago. The case is nail xiitr nr, tlirlut:l lac, decided on. h 4, 2005. Employer Rescinded Conditional Job Offers In this cape, the applicants receired conditional offers of emnloymenr, the off-cz regtrred them to cx2:ni=tion. The aaplivats filled to disclose these HIN%possdve status. During rhe medical exatsiination, a blood s=ple teas obtained send its aaaly-sis revealed in a nutaber of applicants elevated "zn=n corpuscular ci4i coli -;nes" ("M'). The employer's medical c:Twt noted that there is a ssgaificant correlation between elevated MCV levels and various conditions such as alcoholism, HIV, seizure disorders, sickle cell disease and liver disorder, among others. Based on the medical report, the crnaloyer rescinded its offers of employment, citing the applscants' future to disclose information. The employees brought suit contending, among other tbsnm, that the medical examinations were in violation of California and federal 12W S, apeac:Flly chat the ADA required that medical esnntiaations and rclstcd medical information be obtained and eonssdered only after all other steps of the pre -hire process had been. completed. A fedc:al distinct court g -anted surnraary judgment in favor of the employer. The Ninth Circuit reversed oa the ADA violation issue and rcrna.nded the case to the d:5-trict court Eo: further procecdsngs. "Real" job Offers According to EEOC guidelines on the subject, job offer ss "real" if all non-medical components of the application procus Al ocen eomoleted or it shown that they could not reasonably have been completed before issuing the O rrcr. •.��•cjY'r'i�Y`� __-L.�r-��w� _!��•^�"'>'i�.ay=:3 rte -.l �.l.`!: ::�l.n,^"..-�v _� _- __ _ - .. 1 City of Miami PD Proposal Ernpioyme p �Jglo f �44 Continued, ge The EEOC', ADA Technical Assistant Manual cc the Employ- mcnt Provisions of -• mjl1 G'r & fr the ADA, Sccdoa 6.4, states: Lrwuf x Ajztrrcrr.. Alrarc, Fir-- The ADA recognizes that employers may need to conduct medical e rl =cations to determine if an applicant can perform certain jobs Why Structure the Pre- effectively and safely. The ADA requires only that such e=minatloas Emnploy-ment Screens; be conducted m a scpante, second step of the selection process, after an Process? individtml has rut all other job b pre -re uisires. The cm?lol•cr may make a job offer to suc�ividual, conditioned on the sans factory outcome „� ;, . rets _- ; \.otIgPC55 i:a`:.�ale ....^" . a of n medical c=mimation or inquiry; providing that the employ t: retjt' succi 8ti eSaSllliS 35n or tt�t='t'ul:- , for aL =t^�nb".':I1plpyees In z marmci6r lcgislaturc both have deur- job category, not merely Individuals u-ith known disabilities, or those mined that job applicants whom the employer bclievm may hare a disability. should not be requited to un. dergo medical examinations An enforcement gvridanee issued by the EEOC in 1995, entitled Pre-employ-tnent before they hold real offers Disability -related Questions, and Medical E rninatims, noted that at the post - of employsrient Arrverican ofkr stage an employer may ask duzbIEiy-related questions s nd perform medical ----ecus if =11-intentioned-- schedule die CX2M=-Lti0rf until all other re-hirin¢ s eias hz cen elet c e2nnat avoid the m. ndate c.=min"aorz a.^id tit the jot offer may be eonditionpd an tine results of post -offer :*irrtnly because it believes d: Sablliry-rclated qu:stiotu or medical ==ninations. Hcw-evc; the Corz=ission doing so wail be more come- ad.,..:�° tie concept of n "re 1� oo�otr-ez," Which it des gibed as f6umn. nicnt for its applicants." comp -.my conducts its pre-ermployment process. Because the Ninth Circuit's � Larkin an ."^lp eye: can astb Duna tf -rClaLetl Questions and rec= a medic: 1 — rit• f ,� Rr� .r. .,1a, esaminatlons after a job offer, it Is important that the job of'er�er-a% -• mjl1 G'r & fr n foo suer szeartr-rae-em --mss-c�uuta$ussa. n-rsu }_ ortaatioa R$ieh it teasonaaiy could have o rzined sad anal. Lrwuf x Ajztrrcrr.. Alrarc, Fir-- to vsag the ower t cotsse, tac= are totes when sn a lover canna reasonaoty ootsta and ev aluatc all of non -medic:- information it the PCZ- r.otter offerstage V sa employer cm shove twat it is die case, tke of would stm be carsidered s real offer. One e=mple of a site:tiom uv here an employer ea.•unot reasonably obtain and . eraivatz all non-medical iruotnuvtion at the pra-offer stage includes cases .•here an employee requests that a cu. -acne employer not be con -meted tmtrl the potential employer tnaltas a conditional job ofF= This exceptiontiv , presumably; ould be construed n =: y tander the Ninth Circuit's dcci-sion. + j For Your CoasideratioaV+zi The decision by- the ninth Caren uld require employers not only to consider For more ir,fotrratioa on the results of a medical orpsychological er an- nation tis the Lest step in the this =rrer contact. pre -hire process, it would n such inf, _ or Bruce J. Douglas schedule die CX2M=-Lti0rf until all other re-hirin¢ s eias hz cen elet c • 9f2.89G-15G9 If dmfs interpret tio911Fcomcs steeped by other fcdertt] courts, particularly if EAldl. courts in M- inr.sota adopt this rule, it %nidi impact the manner in -which You: tido yrs et larl:nhoirtaa eom comp -.my conducts its pre-ermployment process. Because the Ninth Circuit's � Larkin decision u b:ucd in -tart on s tatemcnu eo ;�.i:.cd i , EEOC;a,.cleliucs, �rhich apply nationally, it is a -oath considering and, to the extent possible, structuring IN,Ir ., �) -- - n your company', pre-cn=losnncut application process aecerdimgly: .. 9:x•535-3SGG � r•w�s•.I:u;:in:utFinan.com fn� _ City of Miami PD PropoJ �.� / Page 31 of 144 Pre-employment Psychological Evaluation Services Guidelines Ratified by the IACP Police Psychological Services Section Los Angeles, California, 2004 Overview The following statements are guidelines for professional practice in the area of pre- employment psychological evaluations of candidates for public safety positions. These positions include but are not limited to positions where incumbents have arrest authority or the legal authority to detain and confine individuals. These guidelines are presented as a recommended professional policy for public safety agencies and individuals who are charged with the responsibility of conducting defensible pre-employment psychological screening programs. Psychologists must adhere to ethical principles and -standards for practice, including the standards of the American Psychological Association. Development 1. Pre-employment psychological assessments should be used as one component of the overall selection process. 2. Before conducting their own clinical assessments of candidates, practitioners should be familiar with the research literature available on psychological testing for public safety positions, as well as* the state and federal laws relevant to this area of practice, including the Americans with Disabilities Act (ADA). 3. Except as allowed or permitted by law, only licensed or certified psychologists trained and experienced in psychological test interpretation and law enforcement psychological assessment techniques should conduct psychological screening for public safety agencies. 4. Data on attributes considered most important for effective performance in a particular position should be obtained .from job analysis, 'interview, surveys, or other appropriate sources. 5. Efforts should be made to provide agency administrators with information regarding the benefits and limitations of psychological assessment procedures so that realistic goals may be set, 6. ..Provisions should be made for the security of all testing materials (e.g., test booklets). Provisions should also be made for the security of, access to, and retention of the psychological report and raw data. City of Miami PD Proposal Page 32 of 144 7. Prior to the administration of any psychological instruments and psychologist interview, the candidate should sign an informed consent to the conditions of the evaluation. The informed consent should clearly state the agency is the client. Testing S. A test battery including objective, ;job-related, validated psychological instruments should be administered to the applicant. It is preferable that test results be available to the evaluator before screening interviews are conducted. 9. Written tests selected should be validated for use with public safety candidates. 10. If mail-order, Internet -based, or computerized tests are employed, the licensed or certified psychologist conducting the follow-up interview should verify and interpret individual results. 11. The pre-employment psychological evaluation must be conducted in accordance with the Americans with Disabilities Act (ADA). A psychological evaluation is considered "medical" if it provides evidence that could lead to identifying a mental or emotional disorder or impairment as listed in the DSM -N, and therefore must only be conducted after the applicant has been tendered a conditional offer of employment. definition and that do not include specific prohibited topics or inquiries may be donducted at the pre -offer stage. However, these assessments are alone not capable of determining a candidate's emotional 'stability. and therefore would notc rsti to an adequate pre-employment psychological evaluation., �0��. Interview 12. Individual, lace -to -face interviews v'rth candidates should be conducted lore a final psychological report is submitted. . 13. A semi -structured, job-related interview format should be employed with all candidates. 14. Interviews should be scheduled to allow for sufficient time to cover appropriate background and test results verification. Pre -employrient pS�'Ci:DlJ�; Ql Evo!ur"!oil el -v h-, "S 20"i City of Miami PD Proposal Evaluation Page 33 of 144 15, Public safety agency administrators directly involved in making employment decisions should be provided with written reports. These reports should evaluate the suitability of the candidate for the position based upon an analysis of all psychological material including test data and interview results. Reports to the agency should contain a rating and/or recommendation for employment based upon the results of the screening, justification for the recommendation and/or rating, and any reservations that the psychologist might have regarding the validity or reliability of the results. 16. While a clinical assessment of overall psychological suitability and stability may be made, clinical diagnoses or psychiatric labeling of candidates should be avoided when the goal of the assessment is to identify candidates whose psychological traits may adversely affect specific job performance. In all cases, the screening should be focused on an individual candidate's ability to . perform the essential functions of the position under consideration. 17. Specific cut-off scores should be avoided, unless there is clear statistical evidence that such scores are valid and have been cross -validated in research studies by the test developer or in the agency where they will be used. If cut-off scores are used, the report should—aek-no-w-ledgetheir--u-se--,and—the—basis_for—using_the___specific--cut-off level. Conclusions concerning a candidate's qualifications should be based on consistencies across data sources rather than on a single source. 18. Clear disclaimers should be made so that reports evaluating current emotional and behavioral traits or suitability for a public safety position will not be deemed valid after a specific period of time. Follo`v-Up 19. Care should be taken when using pre-employment test results for purposes other than making pre-employment decisions and for monitoring the candidate during the probationary period. Follow-up research may be conducted with agency approval and where individual identities are protected. Pre-employment reports should not be used for positions not expressly considered by the psychologist at the'time of the evaluation: 20. Continuing collaborative efforts by the hiring agency and evaluating psychologist should be made to validate final suitability ratings using behavioral criteria measures. 21. Each agency should maintain adverse impact analyses in order to detect any discriminatory patterns of the psychological screening program. 22. Psychologists should be prepared to defend their procedures, conclusions, and commendations if a decision based, even in part, on psychological results is challenged. Prr-81IIO"OvI:dn Fncl:ck,�i�a?Ernhlnuon Services Gufde?iws, 2004 Cita' of Miami PD Proposal Page 34 of 144 BIFURCATED PRH-SMPLOYMEM PSYCHOLOGICAL SUITABILITY SCREWING PROCESS PRAS1 ONE: Pre -Offer Personality Suitability Evaluation Process (non-medical inquiries per ADA) PLEASE NOTE- Per ADA guidelines, this phase of the evaluation consists of what ADA defines as non-medical inquiries, tests and procedures. Therefore, psychological inquiries, procedures and tests considered medical under ADA are conducted Post -Offer after a Conditional offer of Employment (COE) has been provided to selected finalists for the position. The Pre -Offer screening phase covers approximately 75$ of the entire psychological evaluation, except for the following: 1. Detailed questions relating to drug usage and alcohol consumption; 2. detailed questions related to medical and mental health history or treatment; administration of a psychological diagnostic instrument whose primary purpose is to assess job-related emotionality stability and/or identify recognized psychological and mental health conditions. The Pre -Offer evaluation consists of the following: 1. Instructions and Consent Form- 20 minutes 2. Pre -offer comprehensive Public Safety Personal History Questionnaire (PHQ)- 30 minutes 3. Wonderlic Personnel Test (WPT)- Measures problem -solving and learning ability- 20 minutes 4. Completion of the following standardized test battery- Approx. 2-4 hrs. (no time limit imposed) California Psychological Inventory (CPI) Public Safety Screening Questionnaire (PSSQ) State -Trait Anger Expression Inventory (STAXI) B. Tests are scored utilizing Public Safety norms and actuarial/predictive research data 6. Pre -Offer semi -structured job-related suitability interview conducted Approx. 30 minutes conducted by a FL. Licensed Psychologist trained in public safety selection. Interview consists of: 1. Review and clarification of Personal History Questionnaire with applicant; 2. Applicant's responses to standardized open-ended questions; 3. Review and clarification with applicant of critical items noted by standardized testing; 4. Interviewer completes the above steps using a standardized interview form and then rates the applicant on the job-related traits deemed essential for the position. The interviewer then prepares a preliminary report of findings using a standard report format based on the aggregate of material gathered from the Pre -Offer evaluation. 7. Review and approval of preliminary report by a senior psychologist. If questions exist, the senior psychologist will staff the file with the interviewing psychologist to reconcile remaining issues. B. Final report and attached Personal History Questionnaire (PHQ available to agency typically within 24-hrs. of testing. 9. Approximate total time of Pre -Offer evaluation 4-5 hrs. City of Miami PD Proposal Page 35 of 144 Applicants who then go on to successfully complete the various selection steps of the agency and are given a Conditional Offer of Employment (COE) per ADA return for phase two of the psychological evaluation: PRAM TKO: Post -Offer job-related Emotional Stability Evaluation. (medical inquiries per ADA) . PLEASE NOTE: This phase is usually briefer and more narrowly focused than the Pre -Offer Suitability Evaluation. It consists of inquiries, procedures and tests considered medical under ADA. Essentially, this Post -offer phase covers detailed inquiries concerning any drug and alcohol use; mental health and medical history; and a comprehensive standardized psychological instrument, which assesses emotional stability and/or the presence of a diagnosable psychological condition. Our experience has been that very few applicants are disqualified by the Post -Offer Emotional Stability evaluation. Thus far, the pass rate for this phase has been about 95-96$. The Post -Offer evaluation consists of the following: 1. Instructions, Consent Form and Release of Protected Healthcare information - 15 minutes ------ 2---Po-st=ozfer-Pubic-Safe-�y-Persona$ii-stor-y--Questi-onnaire—(PHQ)=--2D_minutes___--------- 3. Completion of standardized psychological test instrument- 1-2 hrs. Personality Assessment Inventory (PAI) 4. Post -Offer semi -structured job -relevant emotional stability interview conducted- 30 minutes. Interview consists of: 1. Review and clarification of Post -Offer Personal History Questionnaire; 2. Brief Mental Status assessment; 3. Review and clarification of critical items produced by standardized testing. 4. Applicant responses to standard open-ended questions. The psychologist completes the above interview utilizing a standard interview form. After integration and consideration of all Post -Offer evaluation material, the interviewing psychologist then rates the applicant as having "Met" or "Not Met" the basic emotional stability standards of the applicable position and comments on any further information that could prove useful to the agency. if the applicant does not meet basic emotional standards standards, an explanation and the specific reasons for this finding are provided. 5. Complete file and rating reviewed by a senior psychologist. If questions arise, the file is staffed with the interviewing psychologist. 6. Final report and the Personal History Questionnaire (PHQ) are typically available to the agency within 24-hrs. of testing. 7. Approximate total time of Post -Offer evaluation- 2-3 hrs. City of Miami PD Proposal Page 36 of 144 Although identifying and screening out high risk applicants is the primary goal of psychological screening, selecting in those applicants with particular job-related areas of strength is also often a valuable part of the evaluation. Below are listed the four screen -in or "Areas of Strength" categories in our evaluation system. 1. Fast Learner 2. Excellent Interpersonal skills 3. Very diligent/Responsible 4. LeadershiplMa-nagern.ent Potential City of Miami PD Proposal Page 37 of 144 ESSENTIALffMPORTANT JOB-RELATED TRAITS A critical part of effective psychological screening is to identify in common sense language the job-related traits that are most critical to performing the public safety job position. This can be accomplished through observation of those performing the job, conducting job position surveys, reading the formal job description and reviewing any studies and research on the subject by respected public safety organizations such as the California Post Commission (POST). Over the years, our firm has availed itself of all the aforementioned sources of information and our current system focuses on and rates applicants on the following 14 public safety job dimensions. The report of applicants who do not meet standards on a job-related trait(s) will either state: "Deficit Mild. to Moderately Indicated" or "Deficit Strongly Indicated" for each of the traits listed below. 1. Integrity 2. Impulse Control 3. Judgment 4. Openness 5. Emotional Composure 6. Social Orientation 7. Initiative 8. Communication Skills 9. Flexibility 10. Problem -Solving 11. Substance Abuse/Self-Destructive Behavior 12. Readiness for Position 13. Conscientiousness 14. Work Patterns/Habits For further definition and detail of each job dimension, please refer to our "Background Investigation Manual" attachment. City of Miami PD Proposal Page 38 of 144 EVALUATION PROCEDURES AND TEST BATTERY Once the consultant psychologist feels confident that the critical or essential traits of the job position have been determined, then the consultant must expertly decide the test instruments and procedures to be utilized to measure and rate those traits, Since psychological testing is an ever evolving science, the psychologist must always remain aware and cognizant of new research and tests available for psychological screenings. Therefore, selection of a test battery must remain flexible and updated as progress in the field dictates. Our firm's battery of test instruments has changed several times over the -------------- -- ------------------ 30+ years of screenings. Although we are cautious about modifying our battery too often; ------ we are constantly reviewing and critically assessing the effectiveness of each instrument in our screening system. We believe our current test battery is very comprehensive and represents a "state of the art" approach to screening public safety applicants. it should also be noted that all instruments used in our test battery have established specialized normative data for public safety applicants. In addition to the standardized test battery, our f= requires that each applicant complete a comprehensive Personal History Questionnaire (PHQ) designed by LEPCA specifically for public safety selection and undergo a standardized job-related clinical interview with a Licensed Psychologist trained in the screening of Public Safety applicants. The following pages provide a detailed description of each instrument and procedure. City of Miami PD Proposal Test Battery by Position Page 39 of 144 The test battery and screening procedures are very similar for both sworn and non -sworn position applicants. As indicated below, the test battery and interview are somewhat briefer for non-swom positions and the minimum standards of the evaluation are appropriately less stringent. The firm's screening psychologists remain the same for non - sworn applicants. Law Enforcement and Detention Officer- For certified sworn positions with authority to carry firearms and utilize a use of force continuum that includes deadly force, we utilize the following comprehensive battery of tests and procedures; Personality Assessment Inventory (PAI) California Psychological Inventory -Revised — (CPI) Public Safety Screening Questionnaire (PSSQ) State Trait Anger Expression Inventory (START) Wonderlic Personnel Test- (WPT) Comprehensive Personal History Questionnaire (PHQ) Dispatchers/Communications Operator. etc.- For non -sworn positions, we remove the PSSQ from the battery and conduct a somewhat less extensive clinical interview. The PSSQ was primarily developed for use with certified swom positions, therefore the norms and research for this instrument focus on sworn law enforcement positions. PAI CPI STAXI Vi'PT PHQ Clinical Interview City of Miami PD Proposal Page 40 of 144 California Psychological Inventory (CPI Our firm uses the most recent and updated version of the CPI, which was modified to 1 , 1 xrf� � is 'an11 gents. Unl:lce +he h Pend LPI fhe CpI th�zs "icre v oSe.y eompLy `..u. ,..yam , originally developed in order to assess favorable, rather than pathological aspects of personality functioning. Over the years, the CPI came to be known as "the sane man's MNTI." As the scales of the CPI deal principally with personality characteristics "important for social living and interactions," the test is particularly suited for screening job applicants whose primary duties often involve interpersonal contact and critical decision-making frequently in crisis situations. The CPI is an extremely comprehensive and well researched instrument and contains scales extremely relevant to the job description of Police Officers and other public safety portions. For example, The CPI contains scales measuring such traits as Dominance, Social Presence, Empathy, Responsibility, Socialization, Self -Control, Tolerance of Others, Intellectual Efficiency, Ability to Work Independently, Achievement via Conformance, Flexibility, etc. Indeed, the CPI is likely the most widely used and respected instrument for the evaluation of personality functioning and behavioral patterns in a normal population. In our professional opinion, the CPI is the premier instrument in accurately evaluating and measuring the essential job traits of public safety positions. Our firm has administered the CPI for the past 25 years to all our Public Safety applicants. We also have conducted screening and normative research with this City of Miami PD Proposal Page 41 of 144 instrument on numerous occasions. To add to our effectiveness with the CPI, we utilize the Roberts, Johnson Public Safety Selection CPI report. This report makes use of the extensive expertise and robust research that was developed principally by Dr. Michael Roberts, who is a very well respected Police Psychologist and acknowledged expert on using the CPI for public safety selection purposes. Among other things, this report provides extensive public safety normative data and includes predictions on several job dimensions and behaviors, which are considered important risk factors in public safety work. Members of our firm have maintained a close relationship and interacted with Dr. Roberts on numerous matters over the years, so we can personally attest to his expertise and specifically the usefulness of his Public Safety Selection Report. City of Miami PD Proposal Page 42 of 144 Personality Assessment Inventory (PAI) The Personality Assessment Inventory (PAD is a self-report inventory of adult psychopathology. It was designed as a multidimensional alternative to the Minnesota Multiphasic Personality Inventory (MMPI) for assessing abnormal personality traits. Although the MMPI is one of the oldest and most well known psychological instrument, nevertheless, it has frequently been criticized as out of date, methodologically flawed, which required major recent revisions to the original MMPI. The PAI is a self-report questionnaire consisting of 344 items (scored on a 4 - point ordinal scale: F = False; ST = Slightly True; MT = Mainly True; VT = Very True). The PAI includes current items, and avoids colloquial and slang expressions. Items considered potentially biased (on gender, ethnic, economic, religious or other grounds) were excluded. Since the PAI is a diagnostic psychological instrument measuring psychopathology, per ADA guidelines it must be administered Post -Offer after a COE. The PAI has 22 non -overlapping scales which include 4 validity scales, 11 clinical scales, 5 treatment scales, and 2 interpersonal scales (10 scales are further subdivided into 31 conceptually distinct subscales). Most scales consist of 8, 12, or 24 items with an average grade 4 reading level. Validity scales measure response inconsistency, infrequency, Negative impression, and Positive Impression. Raw scores are plotted on the Profile Forms, yielding T scores (M=50,SD=1 The PAI was normedon' ree sam les all com risme of at 1e2 1-00D-iridividuals--commuri - e - p � P � tY— _-------- dwelling adults stratified on gender, race, and age according to 1995 U.S. Census projections, clinical patients; and college students (all samples comprised at least 1,000 individuals). Over the past several years, the PAI has gained increased usage among public safety psychologists as a particularly effective instrument to assess job-related emotional stability for those applying for varied law enforcement positions. Beyond the primary clinical scales, several PAI subscales such as measures of verbal or physical aggression have proven very valuable in determining risk - factors in positions which require a high level of self-control discipline. Of great importance to screening of public safety applicants, Drs. Roberts and Johnson have conducted extensive research with the PAI in this area of use. This research resulted in the creation of the Johnson, Roberts Public Safety Report. Among other things, their research has developed special normative data to compare present applicants' profiles to those currently performing the job in a satisfactory manner. In addition, they have established sound statistical analyses that specifically rates each applicant on various job-related dimensions such as Integrity, .Anger Management, Substance Abuse and likelihood of Early Job Termination. Our firm has utilized the PAI and the Johnson, Roberts report for several years in the screening of several thousand public safety applicants from numerous South Florida agencies. Individual members of our firm have associated and worked with Drs. Roberts and Johnson over many years and this collegial relationship has further enhanced our expertise with this instrument. City of Miami PD Proposal Page 43 of 144 PUBLIC SAFETY SCREENING QUESTIONNAIRE (PSSQ) PURPOSE: Design a specialized pre-employment personality instrument to identify high-risk traits, characteristics and behavioral patterns in public safety applicants. The PSSQ is not intended as a "stand alone" instrument and should be used in conjunction with other standardized tests and selection procedures. AUTHOR: Mark Axelberd, Ph.D., Law Enforcement Psychological and Counseling Associates, Inc. (LEPCA) DESCRIPTION: The PSSQ is a self-report questionnaire of 250 items, which requires test -takers to respond STRONGLY AGREE, SOMEWHAT AGREE, SOMEWHAT DISAGREE or STRONGLY DISAGREE to each item. The PSSQ is only for use with public safety candidates applying to positions such as Police Officer, Correctional/Detention, Firefighter, Trooper, Security Guard or other certified positions. It also may be utilized in the selection of personnel for special unit ______assignments_such_as._SWAT, Hostage Negotiation, etc, but separate normative data for these positions have not been established. Careful review was taken to develop test items that are job-related, easily understood and do not require a high level of reading comprehension. The administration of the PSSQ is not timed and the average applicant takes 40 -minutes to complete the instrument. Per the Americans with Disabilities Act (ADA) guidelines, the PSSQ does not contain any medical or diagnostic items. Therefore, the PSSQ can be administered both at the pre -offer phase of the selection process. The PSSQ consists of 9 scales that are directly related to either the on- dutypersonality job description of a Public Safety Officer or off-duty behaviors recognized as violations of Officer conduct. The goal of scale development was to create job dimensions that would identify the attitudes, beliefs and behaviors, which have often been found to be associated with serious Officer misconduct. The applicant receives a rating of Unremarkable Range, Mild to Moderately High Range or High Range on each job dimension as well as a suitability rating based on the total instrument score. The following scales/job dimensions currently make up the PSSQ report: Intolerance of Others/Inflexibility; Non -Compliance with Rules/Lack of Integrity; Aggression/Lack of Impulse Control; Arrogance/Risk-Taking; Poor Judgment/Decision-Making; Money Problems/Financial Irresponsibility; Sexual Acting Out; Domestic Violence Potential and Defensiveness/Inability to Admit Shortcomings. A Lack of _ Conscientiousness/Unreliability scale is under development and City of Miami PD Proposal Page 44 of 144 should become part of the PS SQ in the near future. NORMS: The normative sample consisted of 799 public safety applicants referred to LEPCA during 2007 for pre-employment psychological screening. The majority of applicants were from the Florida and South Florida region but a sizable number of applicants resided outside the state of Florida. The sample had adequate representation of males and females, The ethnic breakdown of the sample contained a majority of applicants who were from minority backgrounds, pre -dominantly of Hispanic or Afro-American ethnicity. A prior study of scoring patterns between Caucasian, Afro-American and Hispanic applicants did not reveal meaningful differences between the groups. The applicants in the sample were applying to certified public safety positions such as Police Officer or Correctional Officer, etc. Although the majority had no prior public safety experience, a large number of applicants with public safety exenence was also included. A prior study of the PSSQ scores of those with prior experience vs. those without experience did not meaningful differences between the two groups. PIESEARCH DESIGN: The author contracted with a local university Professor who's educational training and expertise was in the specialty area of test construction and validation. This consultant was not a member of or an on-going associate of LEPCA. He observed and contributed to all facets of test design and independently performed the statistical analyses associated with the PSSQ, The PSSQ was developed through a sequential approach consisting of several rounds of analysis and refinement. Initially, the author created a large pool of test items based on his extensive experience in public safety work and pre-employment screening. He then utilized a cross-section of numerous members of the public safety community and several psychologists familiar with public safety work to review the items and create new ones for possible inclusion in the instrument. As a result, these individuals made significant contributions to the final PSSQ item content, which greatly enhanced the job - relatedness, content validity and face validity of the instrument. The author then had a former English teacher review each item for grammar and ease of comprehension. A team of psychologists consisting of a female Afro-American Police Officer with a graduate degree in mental health, an experienced Afro-American psychologist specializing in cross- cultural evaluation and a female Hispanic public safety psychologist did City of Miami PD Proposal Page 45 of 144 a final review of the items for potential bias towards minority group members. The expert consultant performed numerous analyses related to establishing the reliability of each job dimension scale. Appropriate factor analysis, inter -item correlations and Cronbach Alpha Coeficients were conducted to achieve scale stability and consistency. Satisfactory scale reliability was achieved ranging from a low correlation of .81 to a high of .93. Construct validity was established by comparing PPSQ scores to various scale scores on instruments such as the MMPI -2, CPI, PAI and STAXI. As desired, low to moderate positive correlations were noted between similar construct scales of the PSSQ and the other instruments. In addition, PSSQ scores were positively correlated to a high level of statistical significance with various job-related performance predictions noted on both the PAI and CPI Public Safety Report. Thus far, criterion and concurrent validity have been measured through the following studies. A representative sample of those applicants tested with public safety experience was divided into two groups. Group one reported positive work performance with none or very limited job problems, critical incidents or disciplinary actions. Group two reported ___� work_�erformance problems such as serious or numerous reprimands, suspensions, prior _ termination from a public safety job, several critical incidents or off-duty behaviors like domestic violence. A comparison of the two groups performance on the PSSQ _. demonstrated a statistically significant difference with Group one (positive performers) obtaining lower (better) scores than Group two (negative performers). A second study divided applicants without prior public safety experience into those rated by expert psychologists as having good or acceptable backgrounds for public safety work vs. a group who were judged to have poor or questionable backgrounds. Both groups were then administered the PSSQ and their scores were compared. The results demonstrated to a statistically significant degree that the group with positive backgrounds performed better on the PSSQ than those with a negative background. A third study administered the PSSQ to several hundred applicants in addition to the standard evaluation consisting of a battery of standardized tests, background review and clinical interview. The PSSQ was not scored until completion of an applicant's final report and employment rating, which was based on the results of the standard evaluation procedures. The PSSQ was then scored and comparisons were made between applicants rated unacceptable on their report vs. those who received a passing rating. The results revealed to a statistically significant degree that applicants with passing final ratings on their report scored better on the PSSQ than those with an unacceptable rating. Therefore, the PSSQ was effective in blindly predicting an applicant's final rating as determined by an expert public safety psychologist who utilized a battery of standardized tests, background information and a clinical interview. Lastly, the PSSQ was administered for research purposes by three police psychologists to obtain anecdotal feedback as to its ease of use and accuracy of findings. In-depth review and discussion of numerous individual PSSQ profiles with City of Miami PD Proposal Page 46 of 144 these psychologists indicated that the PSSQ had a high hit rate for distinguishing between applicants rated qualified vs.unqualified by this group of psychologists. e a ol©gical and Counseling Asaa4p�rzf JAc. ADVAW,APES OF PSSQ.FOR PUBLIC SAFETY SCREENING PSSQ DEVELOPMENT COMMONLY USED INSTRUMENTS 1. Includes extensive input from actual Public Safety 1. No input from that community Community �2. Primary author has worked exclusively in all facets 2. Authors typically are academics, IO of Public Safety consultation for over .30 yrs. background or general clinicians 3. Contains specific and numerous questions related 3. Typically contains a few general directly to Public Safety work or employment settings questions related to the workplace 4. PSSQ scales designed and researched only for the 4. General personality scales for the screening/selection ofPublic Safety applicants population at large S. Normed exclusively on a large sample of Public S. Normed on general population. Safety Officer applicants 6. Every question relevant and/or face valid for Public Safety 6. Very few questions face valid for screening and selection Public Safety screening results in -_--- _--------_- __--- many "wasted"/urelevantquestions r` 7. Questions are easily understood and use practical down to 7. Many questions contain words and earth wording. No questions should be left blank phrases that seem "odd" and ` difn-cultfor applicants to understand Results in many items mismarked or. left blank Validity questions arise 8. Produces critical items that stimulate discussion 8. Typically produces critical items during interview, which are directly germane to Public that are only tangentially related Safety work to Public Safety work Applicants often claim misunderstanding the item or marking it in error 9. Several applicants haw stated they "enjoyed" taking 9. Some applicants become frustrated the PSSQ and found many questions interesting. Have not or even annoyed at answering what had a single complaint or question about any item in over they consider confusing/strange 2,000 administrations. questions and request assistance 10. Gives opportunity to respond beyond `T" or 'T" which can 10. Only a limited number of be very important to applicant self -disclosure instruments provide apps: this response set 11. Questions written and researched through the `byes" end 11. Test items were developed for ' motivations of a Public Safety applicant. Items fit the mindset general use and not for job of someone taking a test for an actual Job apps. Could effect validity 12. PSSQ clearly non-medical per ADA guidelines 12. Often medical or "grey" area City of Miami PD Proposal Page 48 of 144 State -Trait Anger Expression Inventory (STAXI) It is universally accepted that appropriate self-control and modulated expression of anger are critical traits for a law enforcement officer to possess. The State -Trait Anger Expression Inventory (STAXI) was designed to assess the specific behavioral patterns that an individual utilizes when experiencing feelings of anger and hostility. As a result, over recent years numerous psychologists have administered this instrument within their test batteries when screening public safety applicants. The instrument is a paper and pencil self-report test, which requires a test -taker to respond to numerous statements concerning their behavioral and emotional reaction when feelings of anger arise. Specific public safety norms for the STAXI have been developed, which compares applicants to those already performing the job satisfactorily. The STAXI report produces T-scores on each anger dimension, allowing the test user to easily compare an individual applicant's scores with the normative group. For example, the instrument will identify individuals who experience chronically angry feelings from those that experience anger in only specific situations or contexts. The STAXI provides valuable information such as whether an individual expresses their anger in an overly intense/aggressive reaction or perhaps over controls their angry feelings resulting in isolated but explosive reactions to frustrating situations. The inventory also assists the screening psychologist in determining if an individual expresses angry fee iI ngs ough verbal aggression vs. those who are prone to actual physical Aggression. The STAXT is primarily used with a normal population and is not a diagnostic instrument per ADA guidelines. Therefore, it can be administered Pre -Offer the COE. Dr. Charles Spielberger, a very well-known and respected psychologist in the specialty of test construction, is the author and developer of the STAXI. The theory and research underlying this instrument is widely accepted and presented in detail in the STAXI user manual. Our firm is very familiar with the STAXI and we have utilized this instrument in the screening of public safety applicants for several years. City of Miami PD Proposal Wonderlic Personnel Teat Page 49 of 144 Since law enform=t applicants are tested in group set mgs, this makes it impractical to conduct in-depth intellecttal testing of each applicant however, the educational requirements for law enforcement officer aEgh School diploma or 4I.D.) and the fad that the appkant must 4eadernically perform within a stringent Law Enforcement Academy makes it necessary to gain some mentTro of an applicant's capacity and ability to lana new information. in addition, law enforcement applicants *are frequently called upon to deal with complex situations where adequate analytical and abstract akills are necessary. In coal un ion with the Florida highway Patrol (FHP) academy, our firm has conducted research to determine an effective cut-off score for this instrument Tile Wonderlic Personnel Test is particulaxly suited for employment selection purposes level of leanuag$b is-ne� e.+sarp foL_------ specific occupations. The test yields a general intelligence score which is used to descrs'he the _ level at which an individual learns, understands instructions and solves problems. it provides objective inf=aaf= into how easily individuals can be trained, how well they can adjust and solve problems on the job, and how wd satisfied they are likely to be with the demands of a specific job. The instrument consists of 50 questions whish are adnuaistered in a group setting with a 12 minute time limit The Woudedic has been ezteosively validated and is the only mt 4ence nxasure we sre aware of which meets all the requirements of various governmental agencies for employment selection purposes. The histrimeni has specific norms for law enforcement applicants including police officer and correcdonal officer. Thus far, we are extremely satisfied with this instrument and feel it has made a very positive contr1ution to our battery of tests. City of Miami PD Proposal CLINICAL INTERVIEW Page 50 of 144 Each applicant is required to undergo a clinical interview with a Licensed Psychologist trained in pubic safety selection. The interview is conducted after other phases of the evaluation process are completed and standardized test profiles are available. The interview generally supplements and/or verifies findings on standardized testing. Interviews are important since some applicants, especially bright ones, can to an extent attempt to "fake" other objective test instruments. Our interview process is carefully standardized so as to assure reliability and fairness for each applicant. All interviewers must follow a structured and ordered interview format and complete a uniform interview form. This interview approach in employment screening is critical, since the psychologist must demonstrate that each applicant essentially undergoes the same interview process to avoid claims of subjectivity or favoritism. The steps are outlined below: 1. The interviewer must review and clarify with the applicant all relevant admissions on the Personal History Questionnaire (PHQ). 2. The interviewer must then review and clarify any critical items triggered by testing. Beyond making certain the applicant did not answer s question in error, the interviewer tries to get a e oft a agplicaat stent=taking -�-- — style and how they go about interpreting the meaning of questions.- 3. uestions: 3. The interviewer must then ask 14 standardized open-ended questions to each applicant. These questions further elicit the applicant ability to respond spontaneously to questions, reasoning and judgment, vocabulary (communication skills) and willingness to self -disclose their true beliefs and feelings about various matters. A sampling of these questions include: 1. Tell me about the most difncult or stressful event so far in your life? 2. No one is perfect. Tell me a time you violated a work rule or procedure? 3. Everyone gets angry occasionally. Tell me the last time you remember getting really angry? Could you have responded differently? How do you usually act when you get very angry (scream, curse, throw things, slam door, leave, etc.)? The questions are changed periodically. 4. At this point, the interviewer is provided flexibility to address any relevant issues that may be remaining about an individual applicant. For instance, if it is obvious the applicant misread many questions on various questionnaires then the interviewer might question the applicant as to why. It could be important to assess whether these mistakes were the result of low reading comprehension, carelessness or lack of motivation for the job. 5. The interviewer then completes a standardized interview form that summarizes the above obtained information, rates applicants on required job dimensions and produces a preliminary report of findings for review by a senior psychologist of the firm. City of Miami PD Proposal Page 51 of 144 DETERMINATION OF JOB-RELATED RATINGS As with most medically related professional opinions and ratings, the assessment psychologist's decisions are based on procedures and tests considered to be reliable and valid. In the evaluation of public safety applicants, we use multiple and overlapping sources of information in arriving at ratings on each essential job trait as well as an overall job suitability rating. All procedures, forms and the rating system in our evaluation process are carefully standardized so as to assure reliability and fairness for each applicant. Our firm's findings are based on the aggregate of information collected from the four phases of the evaluation. These phases include standardized test profiles derived from the battery of tests, personal historylbackground information, clinical "-- interview material and performance on a problem -solving and learning ability test. All test profiles and each phase of the evaluation are reviewed closely and then integrated together to achieve the most accurate and complete picture of the applicant's potential job-related strengths or weaknesses. Beyond standard clinical interpretation of test profiles, we also utilize various actuarial predictions of job performance generated by research on each of the instruments. For the great majority of applicants, we find the piecing together of the parts of the evaluation lends itself to clear-cut and logical final ratings. Occasionally, we do find that an applicant's results are ambiguous or "borderline." In those instances, the applicant's file undergoes a thorough staff review and we may compare our findings with those of the Background Investigator. City of Miami PD Proposal Page 52 of 144 In some cases, it is useful for the Background Investigator to clarify the report with our office and we are always available to do so. To assure the reliability and quality of every report, the findings of each report are carefully reviewed by a senior psychologist before submission to the agency. To further evaluate ourselves, we periodically compare our rating category percentages with a select group of other national experts in this field. Our ratings have always been found to be very similar to this respected group. Lastly, a thorough multi-year study of our evaluation system conducted by the Miami -Dade Police Department found no adverse impact on any protected group. Please be aware, members of our screening team are always interacting and discussing of the evaluation process on a daily basis. The challenge of rating and predicting human behavior will always remain a daunting task and the assessment psychologist can never let complacency set in. Those who have worked closely with us know how relentless and determined we are in our on-going efforts to get every applicant's assessment "right " L. City of Miami PD Proposal Page 53 of 144 REPORT FORMAT Our report format was designed specifically for public safety selection after receiving input from numerous public safety personnel and reviewing ADA guidelines, the HIPPA privacy law and recent court rulings in this area. Our conclusion is that use of "wordy" narrative reports is very questionable for the purpose of employment testing. Psychologists often "fall in love" with lots of psychological jargon and flowery descriptions of applicants but many times these type reports contain superfluous, confusing or irrelevant information and are not practical for the task at hand. As a result, many times a psychologist's screening report can miss the "forest from the trees." Just citing one example, almost all screening psychologists use some type of categories for final ratings of applicants. However, some psychologists still do not provide a brief and clear definition differentiating each rating category. Instead, these psychologists assume that the user of the report will automatically define rating categories such as "Suitable," "Marginal," "Unsuitable" exactly how the psychologist does. This is often not the case and can cause major misunderstandings, actual misuse of a report or stigmatize certain applicants. With a few clarifying words or sentences describing a rating category, these problems can be avoided. To further alleviate confusion over ratings, our system does not utilize a rating category such as "Marginal," "Borderline" or "Acceptable Conditional." On the Pre -Offer evaluation each applicant is rated "Suitable" or Unsuitable." Likewise, on the Post -Offer evaluation each applicant is rated "Met" emotional stability standards or "Did Not Meet" those standards. City of Miami PD Proposal Page 54 of 144 We find that law enforcement users of screening reports basically want relevant, clear- cut, concise and easy to understand job-related statements about an applicant. In many cases, the agency also needs reports quickly. These concerns are exactly what our law enforcement screening reports attempt to address. To summarize, we provide all relevant information and final reports within 24 hrs of testing in a concise and user-friendly report. We believe our report format is very thorough, but at the same time, easy to use and simplistic in design. Everything contained in our report format has been well thought out and designed for the specific needs of law enforcement agencies. Of course, the applicant's entire file including psychological profiles, raw data and any other supportive information is always available should an administrative or legal challenge ever occur To further assist the agency, we pro vide -i comprehensive manual -that edu-cates the report----- —i -----,_- user on each job-related deficit and how to assess whether the deficit is substantiated by the applicant's personal history and behavior. Without such assistance, we find that users of a psychologist's report will often just look at the overall rating and little else. From reviewing the bid language in this area, we believe our report format provides the requested information in a focused, practical and user-friendly way. The following pages contain two sample reports. Please note, each applicant's completed Personal History Questionnaire (PHQ) will be attached to each report. The page number in Background Section of the Pre -Offer report refers to the PHQ. City of Miami PD Proposal Page 55 of 144 LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC. 7925 NW 12th St, Suite 301 Miami, Florida 33126 (305) 442-8800 IMPORTANT INFORMATION: This assessment and report is intended only for personality suitability screening to identify potential risk factors, traits and attributes associated with satisfactory or below standard performance for the public safety position applied to. Final ratings and information provided in this report are based on this applicant's responses on a battery of standardized tests, a background questionnaire and a semi -structured interview based on job relevant elements. This report should also assist the agency In determining which applicants have the best chance of successfully completing the entire selection process and least likelihood of demonstrating performance problems If employed by the agency. In addition, the report may be of assistance in evaluating potential deficits or problems In the applicant's self-reported background. This suitability assessment should be one part of a comprehensive selection system and the hiring agency must decide upon employment standards and make final hiring decisions. Per the Americans With Disabilities Act (ADA) guidelines, this is Pre -Offer screening and does not take the place of a future full assessment of the applicant's emotional stability that includes complete mental health or substance abuse history, or healthcare issues of any type. This assessment and report should not be considered valid for use after one year from date of testing, This report is intended for use solely by the referring agency and access to this report should be limited to relevant agency personnel. — --------- _ Date Of Test D6/17/2009 Last Name Doe Department City of Miami Police Department Social Security # 111-11-1111 Position Police Officer Conditional Offerof • • Unsuitable Rating given to applicants who demonstrate significant or multiple job-related risk factors. These applicants are less likely to complete the selection process successfully and/or demonstrate a high propensity for performance problems in the applied for position. This rating applies only to the applicant's suitability for the specific position applied to and should not imply, in any way that an applicant has serious mental health problems. Special Comments; This applicant's test profiles were below expectations and indicated the following negative job-related traits: excessive risk-taking, over -confidence, and lax about responsibilities. Interview material provided the following support for these concerns: 1) He was observed to be arrogant during the interview 2) He reported two license suspensions for late payment of tickets 3) He has received five speeding tickets in the last four yrs 4) In 2007, he had a "shoving match" with his ex-girlfriend after being caught cheating 5) He reported shoplifting a pair of sunglasses in 2004 6) He expects to be a SWAT team member by his 2nd yr on the job )ohr_�$eof Miami PD Proposal SUMMARY OF TEST RESULTS Page 56 of 114ge 2 of 2 '.;i. '� a �t� iC �f , N � �Y - .'1 S Ii♦ /. [' �'{'�. Y 63 i / •. �i' Ciu OL. i (.�'N� i'i '�61F vV'C� ttt�tWv �y �'T;1 'Y.. Note: Agency should compare LEPCA background questionnaire with agency information to investigate any inconsistencies. Please contact our office in case of significant inconsistencies. 1. Domestic violence Incidents) 2. Theft/undetected crime 3. License suspension(s) Appeared arrogant or overly cocky Page: 4 Page: 1 - 4 Page: 5 t ..'✓i, �a; k The applicant's score on a test of learning and problem -solving ability was below expectations and suggested some potential difficulties with the academic aspects of the academy and responding to complex problems requiring multi -tasking. Note: For further detail about a deficit go to the Report Interpretation Manual in the "Scheduling Applicants" section at www.lepca.com Deficit(s) strongly Indicated: (Automatic "Unacceptable" Rating) Lack of Impulse Control: Thrill -Seeking; Aggressive; Impatient; Over -Confident Deficit(s) Mild to Moderately Indicated: (verify/Compare with other information) 1. Lack of Judgment: Poor Decision -Making; Mistake Prone; Self -Defeating; Careless 2. Lack of Problem -Solving Ability: Slow to Acquire and Apply New Knowledge or Skills; Problems with Multi -Tasking 7i50i, Ljl:-4'ich`,.Gt;,,?�}� N rFl.£� �ri�....: e-.,' 3a.,�..."-r fik: -:K,tA 0.'#:�..i+so-?:`":: i.n L" WS'ausx Note: Strengths Must be Strongly Indicated by Data Applicant did not demonstrate significant areas of strength or was rated "Unacceptable/Unsuitable" Interviewer: Brian Mangan, Psy.D. Licensed Psychologist Reviewed and Approved by: C� eqle Mark Axelberd, Ph,D. Licensed Psychologist City of Miami PD Proposal Page 57 of 144 LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC. 7925 NW 12th St, Suite 301 Miami, Florida 33126 (305) 442-8800 IMPORTANT INFORMATION: This assessment and report is intended only for personality suitability screening to Identify potential risk factors, traits and attributes associated with satisfactory or below standard performance for the public safety position applied to. Final ratings and information provided In this report are based on this applicant's responses on a battery of standardized tests, a background questionnaire and a semi -structured interview based on job relevant elements. This report should also assist the agency In determining which applicants have the best chance of successfully completing the entire selection process and least likelihood of demonstrating performance problems if employed by the agency. In addition, the report may be of assistance in evaluating potential deficits or problems In the applicant's self-reported background. This suitability assessment should be one part of a comprehensive selection system and the hiring agency must decide upon employment standards and make final hiring decisions. Per the Americans With Disabiilties Act (ADA) guidelines, this is Pre -Offer screening and does not take the place of a future full assessment of the applicant's emotional stability that includes complete mental health or substance abuse history, or healthcare issues of any type. This assessment and report should not be considered valid for use after one year from date of testing. This report is intended for use solely by the referring agency and access to this report should be limited to relevant agency personnel. -------First-Name--__3a-ne___ � __ _ —Date Of Test 06/17/2009 _ Last Name Doe Department City of Miami Police Department Social Security # 222-22-2222 Position Police Officer r: :szr»Tmf� . .:.FL.. F I .,,pG;m�"�• .:nrn."»�3!-.ca�"3--7ra'�`d�.� (Before Conditional Offer of Employment) Suitable Rating given to applicants with limited, if any job-related risk factors concerning their ability to handle the. applied for position. These applicants demonstrate a likely probability of successfully completing the selection process and performing their public safety job satisfactorily. Despite this rating, there still may be background material and areas of deficit which may need to be further scrutinized by the agency Special Comments: This applicant presents well interpersonally and appears to be a fast learner with the ability to multi -task and operate within complex situations. The events in her self-reported background, if accurate, do not indicate any serious concern. She reported her license suspension in 1999 was a clerical error and fixed immediately, and she admitted to stealing candy in 1987 on one occasion at the age of twelve. She also reported not being selected by another LE department because she was not certified at the time. Overall, standardized test results do not indicate any remarkable deficits which would Interfere with this applicant's job performance in a critical position, JanCity dof Miami PD Proposal SUMMARY OF TEST RESULTS Page 58 of 14 P28 e2of2 • 1"t � Y 1� � i �.�� �.., s+�i._. ...�5 .. T.. .�.. wi �. C... _..��P.�S ..��.�. � }`li 4l'w.�{!, f•..4:M iFf A:.�a�I�� � � ,1� �'�i� C. �nffi l4. r � .�. � :. .1.. r. � �1"1+i`..t k �YI+� 1•.ill Note: Agency should compare LEPCA background questionnaire with agency information to investigate any inconsistencies. Please contact our office in case of significant inconsistencies. 1. Theft/ undetected crime Page: 1 - 4 2. License suspension(s) Page: 5 3. Not selected for hlre/disqualified for a public safety position Page: 10 1. Seemed polite and cooperative 2. Demonstrated very good interpersonal skills 3. Appeared bright and able to handle complex tasks ilia ;p The applicant's score on a test of learning and problem -solving ability was above expectations and suggested that the applicant is likely a fast learner who is capable of a high level of academic performance and skill acquisition. MWER WE Note: For further detail about a deficit go to the Report Interpretation Manual in the "Scheduling --Appiicants'-section-at-wwwdepca;com----------- No deficits were indicated by test data at this time. !t t.�� a nnr+��C�r ,.-•i- �w-p��.+7 ��x..-lwiA,�i� �-�'.4`��y9. -+� .�. `Y1 3 `+�r���r�'-�.T�i. �� § i�".��' t•- �'� Note: Strengths Must be Strongly Indicated by Data 1. Above Average Intellectual Capacity/Fast Learner 2. Above Average Interpersonal Skills/People Oriented v C , Interviewer: Mark Axelberd, Ph.D. Licensed Psychologist Reviewed and Approved by: Brian Mangan, Psy.D. Licensed Psychologist City of Miami PD Proposal Page 59 of 144 LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC. 7925 NW 12th St, Suite 301 Miami, Florida 33126 (305) 442-8800 IMPORTANT INFORMATION: This psychological assessment and report is intended only for psychological stability screening to identify any psychological conditions or mental health problems that would potentially Interfere with the satisfactory performance of the duties of the public safety position applied to. This applicant previously underwent the pre -offer psychological suitability evaluation and, at least met the minimum standards of that evaluation. This psychological assessment should be one part of a comprehensive selection system and it is assumed that the hiring agency has properly conducted their own investigation and evaluation of the applicant's qualifications and suitability for the applicable law enforcement position. This included scrutiny into background events and areas of mild to moderate deficit that may have been identified in the applicant's pre -offer suitability report. This report is intended for use only by the referring agency and for the specific position applied to, Access to this report should be strictly limited to only essential personnel within the selection process and stored in a confidential medical file separate from other personnel information, This assessment and report should not be considered valid for use after one year from date of testing. It is understood that this Is post -offer testing and the hiring agency has provided the applicant a Conditional Offer of Employment per the Americans with Disabilities Act (ADA). First Name Jane Date Of Test 06/17/2009 -- Last Name Name Doe Department City of Miami >�olice Department- -- Social Security # 222-22-2222 Position Police Officer (After Conditional Offer of Employment) Based on the aggregate of information obtained from background information, a clinical interview and standardized psychological testing, the following professional opinion is offered: This applicant Met the basic emotional stability standards for the position of Police Officer. The agency should review the attached Background Questionnaire to make certain it does not contain information that is not known to the agency. Interviewer: Mark Axelberd, Ph.D. Licensed Psychologist Reviewed and Approved by: — Brian Mangan, Psy.D. Licensed Psychologist City of Miami PD Proposal Page 60 of 144 LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC. 7925 NW 12th St, Suite 301 Miami, Florida 33126 (305) 442-8800 IMPORTANT INFORMATION: This psychological assessment and report is Intended only for psychological stability screening to Identify any psychological conditions or mental health problems that would potentially interfere with the satisfactory performance of the duties of the public safety position applied to. This applicant previously underwent the pre -offer psychological suitability evaluation and, at least met the minimum standards of that evaluation. This psychological assessment should be one part of a comprehensive selection system and it is assumed that the hiring agency has properly conducted their own investigation and evaluation of the arpllcant's and sultablI1 , for the applicable law enforcement position. This included scrutiny Into background events and areas of mild to moderate deficit that may have been identified in the applicant's pre -offer suitability report. This report is intended for use only by the referring agency and for the specific position applied to. Access to this report should be strictly limited to only essential personnel within the selection process and stored in a confidential medical file separate from other personnel information. This assessment and report should not be considered valid for use after one year from date of testing. It is understood that this is post -offer testing and the hiring agency has provided the applicant a Conditional Offer of Employment per the Americans with Disabilities Act (ADA). First Name Jane Efate Of Test 06/17/2009 Last Name Doe Department City of Miami Police Department — Socia! Security # 222-22-2222 Position Police Officer (After Conditional Offer of Employment) Based on the aggregate of information obtained from background information, a clinical interview and standardized psychological testing, the following professional opinion Is offered: This applicant Did Not Meet the basic emotional stability standards for the position of Police Officer, The Post -Offer testing confirmed deficits noted in the pre -offer. In addition, the Post -Offer testing indicated significant concerns In the areas of emotional reactivity and stress management. Under stressful situations, this applicant may be prone to acting -out and poor judgment. The agency should review the attached Background Questionnaire to make certain it does not contain information that is not known to the agency. Interviewer: Mark Axelberd, Ph.D. Licensed Psychologist Reviewed and Approved by: �- Brian Mangan, Psy.D. Licensed Psychologist City of Miami PD Proposal Page 61 of 144 PERSONAL HISTORY QUESTIONNAIRE (PHQ) PUBLIC SAFETY CANDIDATES PRE -CONDITIONAL OFFER OF EMPLOYMENT TODAY'S DATE: NAME: FIRST NII LAST HOME ADDRESS: TELEPHONE CONTACT #; SS#: SEX (CIRCLE); M F AGE: MARITAL STATUS (CIRCLE): Single Married Divorced Separated HIGHEST DEGREE (CIRCLE): GED H.S. Associate Degree Bachelor's Degree Master's or Higher ETHNICITY; AGENCY APPLYING TO: POSITION: Copyright: 6/09 version, LEPCA Last Name, First Initial Li tWQ' P,y4,Rsychological and Counseling As§Xiptg'nc. Please read the following consent form carefully, It contains a description of the evaluation, use of the results and other conditions relevant to this evaluation. PRE -OF )'♦ER PERSONALITY TESTING: DISCLOSURE & INFORNE, D CONSENT STATEME, NT 1. The public safety position for which you are applying requires that you undergo personality and psychological screening..A portion of this screening involves the assessment of normal traits and abilities and is being administered now. This is NOT an evaluation of your emotional stability, and any consultative rating that you are poorly suited at this time for the position should NOT be taken as an indication of your suitability, for any other position or of your mental health. Later, if you are given'a conditional offer, of employment, you will be required to undergo the final, qualifying. portion of the screening, which will include an assessment ofyour job relevant mental health. Should you be hired, the findings of this evaluation may also be utilized during the training and probationary period of employment, to further assist the agency in understanding any performance problems you may be experiencing. I understand this evaluation involves the administration of standardized personality instruments, a personal background questionnaire and a semi -structured interview with a Iicensed psychologist, As with any hiring proce ures, r ave the righttozefuse-this-evaluation-or-termina% thc_svaluatio___ n et any time. However, I understand that refusal to complete this evaluation could have negative implications for my f aal hire as determined by the hiring agency. 3. I understand the usual confidentiality and Doctor -Patient relationship between a psychologist and a client does not apply to this evaluation. This evaluation is not to provide me any treatment or healthcare, The purpose and use of this evaluation and its results are intended only for the hiring agency, Therefore, I acknowledge and authorize a written and/or oral record of findings of this evaluation be provided to the applicable hiring agency. This report will contain background information, any comments deemed relevant and a final consultative rating as to my suitability/risk .for the position I am applying to, 4. I acknowledge and understand that the hiring agency makes the final determination as to my employment with that agency and determines the standards and psychological degree of suitability it requires for final hire, It is at the hiring agency's discretion and choice as to how much "weight" or importance it she place on the psychological suitability report provided by the firm. Therefore, depending on the hiring agency's consideration and use of evaluation findings and consultative ratings, the results of this evaluation may have a significant impact on your ultimate hiring. I understand this office will not provide me with a copy of my summary report, nor will my authorization automatically permit the release or disclosure of the results of this evaluation to any third party. Requests fora copy or review of my report should be made to the applicable agency for their consideration and approval. For applicants who have undergone prior evaluations with this office or another mental health professional, prior records may be reviewed. When pertinent or requested by the applicable agency, I understand and authorize information be shared or released from prior my evaluation(s) to the hiring agency initiating this evaluation. City of Miami PD Proposal Page 63 of 144 7. I understand that selection research including validity studies and test instrument development may be conducted using the test data from this evaluation. Published written results of such research will not include the identity of any individual applicants. This is voluntary and if I do not want to participate I will let the testing coordinating know. 8. I require no special accommodation to complete this evaluation. I also confirm that there is no special reason why I can not take this evaluation today. If there is a circumstance that prevents me from undergoing this evaluation today, I will let the testing coordinator know immediately. 9. The firm will advise the hiring agency to limit access to my report to only relevant personnel within the selection process. Nevertheless, once my report is submitted to the hiring agency the firm cannot guarantee that the hiring agency will not disclose the report itself or information contained in the report to another party. By signing this authorization, I expressly release the firm and individual members of the firm from any Iiability for such disclosure. 10. I may revoke/cancel this consent at any time, except when action has been taken in reliance on this authorization. Unless revoked by me through a written request to the firm, this authorization will expire three years from the date of signing. 11. I understand that feedback from this firm regarding my pre -offer evaluation will not be provided to me. However, it Is suggested that if I have future questions about this evaluation, re -reading this consent form and/or going to the "Applicant" section of the firm's website, at lepca.com, will address most questions. If I request a copy of this Consent Form, one will be provided. If I have any questions, I will Iet the testing coordinator or psychologist know now. I have read, understand and agree to all of the above conditions of this evaluation and consent to participate in the evaluation, Print Name Signature Date City of Miami PD Proposal TESTING INSTRUCTIONS Please read the following instructions very carefully. Page 64 of 144 The average applicant takes approximately 46 hours to complete the evaluation. However, there are no time limits for the materials contained in your folder. Please be aware the length of time you take to complete the tests is not significant in terms of your results. Therefore, we would recommend completing the tests at a pace that would be natural and comfortable for you. 2, You may take rest breaks if desired. Rest rooms are available outside of the office now the elevators (keys for restroom are located on the table by door of testing room). If you wish to smoke, please do so outside of the office. If you have not completed the tests by midday you may take a brief break for lunch, if you desire, Please let us know if you will be leaving the premises for an extended amount of time prior to completion. 3. Forms and test instruments are to be completed in the order they am placed in your folder, Please read CAREFULLY and follow the directions for each test instrument. Try to answer all test items, however if you leave an item blank make certain that the number of the next answered question matches the number next to the answer box. Please darken in your answers and DO NOT MAKE .ANY MARKS ON THE BOOELETS, 4, Besides the instruments in your folder there will be a timed test administered by the testing coordinator and an interview conducted by a psychologist. Please make sure you have. completed these before leaving for the dm 5.. Next to you is a basket where you will place your completed forms, test booklets and answer sheets as you complete them. PLACING COMPLETED ITEMS IN THIS BASKET IS EXT F.r;i' ELY Y'IMiPORTAN7. When you finish the entire testing process, any remaining materials in your basket should be placed in the basket located in the front of the room. REMEMBER: DO NOT LEAVE'THE OFFICE UNTIL ALL REMAINING MATERIALS HAVE BEEN TURNED IN AND YOU'VE BEEN INTERVIEWED BY THE PSYCHOLOGIST. 6. There is to be NO TALKING in the testing area once test folders are handed out, We also require that applicants not discuss the contents of the tests among themselves. 7. On your desk or on a near wall you will find sample answer sheets showing how to fill in basic information. Follow these guidelines. Please -be aware, the number and type tests you take may be different thea other applicants depending on the position and department you are applying to. 8. Following these instructions is part of the evaluation. If you have any questions, please let the testing coordinator know now. 4. You may begin the evaluation and work through the materials in your folder. The department you are applying to will let you know the results of this evaluation. Print Name Signature Date City of Miami PD Proposal Page 65 of 144 Filling out written forms correctly is an important function of being a public safety of ficer. Therefore, we ask that you carefully read all questions and answer each one with honest and complete information. Please remember, following instructions is a part of this evaluation. Please answer the following items by circling Y (yes) or N (no) and where required filling in the necessary information. Should there be an item where you are uncertain how,to respond, answer the best you can and an opportunity will be given in the interview for clarification. A copy of this questionnaire will be provided to the applicable public safety agency, therefore we remind you to be truthful when answering all items. I have read the above and understand that if I deliberately withhold, falsify or otherwise provide misleading or incorrect information on this background form that my application for employment could be denied or terminated. Please Initial: * * PLEASE REMI MMBER TO SIGN FORM ON PA E S WMA 1. Have you ever been arrested? If yes, how many times?(Includ-es ituations --Y oT--N----- -- where charges were dropped, case sealed or promise to appear). If yes, please provide for each arrest (year of arrest, the charge(s) and outcome of the case: Yr: Charge: Outcome: Yr: Charge: Outcome: Yr: Charge: Outcome: Yr: Charge: Outcome: Yr: Charge; Outcome: 2. Have you ever been a member of a street gang? If yes, please provide a brief explanation: 3. Have you ever been a member of or have associated with persons belonging to groups such as Ku Klux Klan, Neo -Nazi, Skinheads, etc.? If yes, please provide a brief explanation: Y or N Y or N Have you ever used a fictitious name or someone else's identity for any illegal or dishonest Y or N purpose? If yes, please provide date (s) and a brief explanation: Have you ever been questioned as a suspect in a crime but were never formally charged? Y or N If yes, please provide date (s) and a brief explanation: City of Miami PD Proposal Page 66 of 144 6. Since age 14, have you ever committed petty theft? (i.e., taken something from a store Y or N without paying foi it) If yes, please provide date(s) and a brief explanation: 7. Have you ever taken money that did not belong to you? (Other than small change you Y or N might have taken from a parent as a child) If yes, please provide date and a bdd explanation: 8. Have you ever assisted anyone in stealing money or merchandise? If yes, please provide Y or N date and a br explanation: 9. Have you ever been accused of stealing money? If yes, please provide a brie Y or N explanation: 10. Have you ever purchased or sold an item which may have been stolen? if yes, please Y or N provide a brief explanation: 11. Have you ever committed a crimes) without being caught? If yes, please provide dates) Y or N and a,>d�,ydexplanation: 12. Did you ever steal a part off a car (radio, tires, hub caps, antenna, etc.? Please provide Y or N a brief explanation: 13. Did you ever steal a car or go joy riding? Please explain: Y or N 14. Have you ever taken anything from someone else's house/residence without their Y or N permission? If yes, please explain: 15. Have you ever set fire to something maliciously? If yes, please provide a brief Y or N explanation: 16. Did you ever deliberately drive off without paying for gas? If yes, please provide a brie Y or N explanation: 17. Have you ever stolen the services of a utility (gas, water, power) or cable company? If Y or N yes, please provide a brief explanation: 18. Have you ever filed or been accused of making a false insurance claim? yes, please provide Y or . N a brief explanation: 19. Have you ever obtained or been accused of receiving unemployment, welfare funds, or Y or N food stamps illegally? 20. Are you presently a plaintiff or defendant in a lawsuit? If yes, please provide a Y or N rie explanation: City of Miami PD Proposal Page 67 of 144 21: Since age 16, have you been in a fistfight or argument which involved physical Y or N contact? If yes, how many? Please provide a b& explanation: 22, Were you ever in a fight in which a weapon was used (gun, knife, club, etc.) Y or N If yes, please provide date(s) and a blkf explanation: 23. . Have you ever been involved in a domestic violence incident with your spouse, another family member, roommate, boyfriend/girlfriend or significant other? (This includes Y or N pushing or shoving) If yes, how many times? Last occurrence? Please provide a brief explanation including whether police were called: 24. Other than listod.above, have you ever been involved in any kind of domestic incident where the police were called? If yes, how many times? Last occurrence? Y or N Please provide a def explanation: 25. Has anyone ever requested or received a court ordered injunction against you for behavior such as omesfic violence o stalking-behavior?—If yesTplease provide --a- sxpI ation: _ Y-- or _N _ 26. Have you or your spouse, or any caretaker of your children ever used physical discipline that produced injuries, welts, or bruises on your children? If yes, please provide date(s) Y or N and a brief explanation: 27. Have you ever been accused of child abuse, neglect or been referred to HRS (Child Protcctive Services)? If yes, provide date(s) and a rie explanation: Y or N 28. Have you ever been accused or charged with cruelty to animals? If yes, please provide Y or N date(s) and a brief explanation: 29. Have you ever been accused of stalking or making threats of physical harm towards your spouse or romantic partner? If yes, please date(s) and a provide a brief explanation: Y or N 30. Have you received more than 3 moving violations in the last 3 years? Y or N 31. How many total traffic tickets have you received in your lifetime (do not include parking tickets)? (exact number or range) City of Miami PD Proposal Page 68 of 144 32. How many of these tickets were for moving violations? (exact number or range) 33, Have you received any parking tickets in the last 12 months? If Yes, how many? Y or N 34. Have you ever had more than $100.00 in unpaid parking tickets? Y or N 35. Do you currently have unpaid tickets? Y or N 36. How many motor vehicle accidents have you had in your lifetime? (only include accidents in which damage was estimated at $500 or more) (exact number or range) 37. Do you ovm or operate any vehicles on which you have no insurance? If yes, please Y or N provide a pry # explanation: 38. Have you had 2 or more car accidents where you were at fault? If yes, please provide Y or N a brie explanation: 3 9. Have you ever been the driver in a car accident where you consumed alcohol in the prior Y or N 3 hours? If yes, please explain.- 40. xplain. 40. Have you ever been sued as a result of an accident? If yes, please provide a brief Y or N 41. Has your driver's license ever been suspended? If yes, number of times Y or N Please provide date(s) and a bd_ef explanation: 42. Have you ever been refused a driver's license by any state? If yes, please provide a Y or N brief explanation: DRUG HISTORY 43. Are you around any illicit drugs now? If yes, please provide a brief explanation: Y or N 44. If you have used any illegal substances in your lifetime, please provide requested information on drug usage such as marijuana, cocaine, hashish, steroids, LSD -Acid, ecstasy, etc, SUBSTANCE: YEAR OF LAST USAGE,, City of Miami PD Proposal Page 69 of 144 45. Have you ever held illegal drugs for anyone? If yes, please provide a brief explanation: Y or N 46. Have you ever purchased marijuana or any other illicit substance? Y or N If yes, please date of last occurrence: 47. 48. 49. So. 51. 52. 53. 54, 55. Have you ever sold, supplied or provided illicit drugs to other persons such as friends? Y or N (Even if you received no money) If yes, please provide date of last occurrence; Have you ever driven a vehicle under the influence of marijuana or any other illegal drugs? Y or N If yes, please provide date of last occurrence; Have you ever gone to work under the influence of marijuana or any other illegal drugs? Y or N If yes, please provide date of last occurrence: Have you ever used a fake I.D. to obtain alcohol? If yes, how many times: -Y or N Have you over bought alcohol for or sold alcohol to a minor? -If-yes-,-how-many-times?------ Have fyes; how -many -times? --- Have you ever driven a vehicle after having consumed 4 or more alcoholic beverages in the previous 3 hours? If yes, date of last occurrence JOB EUT®RY Y or N Y or N Are you presently employed? If yes, please provide the following: Y or N Current Employer: Position: Length of Employment: If your current job is not the longest employment you have held, please provide the information below for the job you have held for the longest amount of time: Employer: Position: Length of Employment: Why did you leave? Other than when a full-time student or for child rearing, have you ever been unemployed for a period of 6 months or longer? If yes, please provide a brief explanation: Y or N City of Miami PD Proposal Page 70 of 144 56. Have you ever been fired or forced to resign from a job? How many? Y or N (include any job you may have left while under investigation) Please provide following information: Employer: Job Position: Length of Employment: From: To: Reason for Dismissal/Leavi -R Employer: Job Position: Length or Employment: From: To: Reason for Dismissal/Leaving Employer: Job Position: Length of Employment: From: To: Reason for Dismissal/Leaving 57. Other than jobs listed in the previous question, are there any employers that you believe would not consider you for rehire or provide you a positive reference? Y or N If yes, please provide name of employer and your job position: 58. Have you ever worked "off the books" for an employer where you did not pay income tax — --- — and/or were paid in oash? Uyes, how many times and please provide a brief Y or N explanation: 59. Have you ever taken unauthorized money or merchandise from an employer? (excluding Y or N a petty item such as a pencil or pen) If yes, please provide date(s) and a brief explanation: 60, Have you ever deliberately damaged or broken any merchandise or property belonging Y or N to an employer? Please provide a brief explanation: 61. Have you ever been aware of thefts by co-workers and you did not report it? If yes, please Y or N provide a brief explanation: 62. Have you ever helped anyone steal merchandise or money from an employer? If yes, Y or N please provide date(s) a hrg explanation: 63. Have you ever used an employer's telephone for personal Iong distance calls? If yes, Y or N please provide a brief explanation: 64. Have you ever been counseled at work for unauthorized use of a telephone or computer? Y or N (i.e., sending personal e-mails) If yes, please provide a brief explanation: City of Miami PD Proposal Page 71 of 144 65. Have you been late to work in the last twelve months? If yes, approximately how many Y or . N times? 66. Have you ever been counseled or reprimanded for being late or missing many days of work? If yes, please provide a brief explanation: Y or N 67. Approximately how many unscheduled absences at work over the last 12 months have you had due to car trouble, weather, family problems or emergencies etc.? 68. Have you ever been counseled or reprimanded by your employer/supervisor for unsatisfactory performance on a job? If yes, please provide date(s) and a b't f explanation: Y or N 69. Have you ever gotten into arguments with co-workers or supervisors at work, where you raised your voice or used insulting language? If yes, please provide a hrkf explanation: Y or N 70. Have you ever been accused or had a complaint filed against you alleging insensitive or inappropriate behavior against women, minorities, or homosexuals? If yes, please provide Y or N dgte�s) and a rief explanation: 71. In the past five years, have you ever had a serious personality conflict with a co-worker or supervisor at work? If yes, approximate number Y or N 72. Have you changed jobs more than 3 times in the last 3 years? Y or N 73. Have you ever been accused of sexual harassment by any co-worker or has anyone ever filed a sexual harassment complaint against you? If yes, please provide a hrief Y or N explanation and date(s): 74. Do you sometimes make jokes or negative comments at work about women, minorities, or Y or N other protected groups (such as homosexuals, transgender people)? Please explain: 75. Have you ever filed a lawsuit or other legal action against an employer? If yes, please Y or N provide date(s) and a brief explanation: 76. Have you ever applied for unemployment and been turned down? If yes, please Y or N explain: 77. At any place you ever worked, what's the worst trouble you've ever gotten into? Please explain: 78. Have you ever previously applied for a public safety position and not been selected? Y or N If yes, list department(s): City of Miami PD Proposal R90—M CVA Re) 55 Page 72 of 144 PLEASE COMPLETE, ITEMS 79 THROUGH 97 AS IT AMUES TO YOUR PUBLIC SAFETY POSITION 79, Have you ever received an unsatisfactory performance evaluation while a public safety officer? If yes, please provide a brief explanation: Y or N 80. As a public safety (to your knowledge) have any citizen complaints been filed against you? If yes, how many? Y or N 81. Were any of these complaints sustained? If yes, please provide a def explanation:. Y or N 82, Did any of these complaints involve excessive use of force? If yes, how many? Y or N 83. Were any of these excessive use of force complaints sustained? If yes, how many? If yes, please provide a 1rLf explanation: Y or N 84, Have you ever planted evidence on a person or place? Please provide a brLef explanation: Y or N 85, Have you ever kept property, illicit drugs or money from any search, crime scene, accident Y or N scene or dead person? Please explain: 86, Have you ever deliberately falsified anything on a police report or afndavit? Please provide Y or N a brief explanation: 87. Have you ever been accused or investigated for falsifying a police report, affidavit or Y or N giving false testimony in a court related matter? Please explain: 88, Have you ever received any written reprimands? If yes, how many? Y or N If yes, please provide a brie explanation: 89, Other than complaints included above, have you ever been the subject of an internal affairs investigation for any reason or placed on an Early Warning System List? If yes, please provide a brief explanation: Y or N 90. Have you ever been suspended from duty? If yes, please provide a brief explanation: Y or N City of Miami PD Proposal Page 73 of 144 91. As a public safety officer how many on -duty traffic accidents have you had? Y or N (regardless of who was at fault) approximate number 92, Have you ever been involved in any duty related shooting? If yes, how many? Y or N 93 . Have you ever been terminated or forced to resign from a public safety position? Y or N (Even if reinstated) If yes, please provide a bye explanation: 94. Have you ever resigned from a law enforcement position to avoid termination and/or as Y or N part of an agreement with the department? Please provide ar'e explanation: 95. Are you presently or have you ever been a plaintiff or defendant in any lawsuit related to your activities? If yes, please provide a b.„r'rLexplanation: Y or N 96. List all the public safety agencies you have worked for, approximate date of employment and reason(s) for leaving. 97. If you are currently a Iaw enforcement officer, why do you want to leave the department you work for now? 98. Have you ever declared bankruptcy or had serious credit problems? Y or N If yes, please provide a brie explanation: 99. Do you currently have an educational loan (school loan) that you are behind on the payments? If yes, please provide a brief explanation: Y or N 100. If married, do you have any asset accounts (including checking accounts, savings accounts, cash funds, real estate property, deeds of trust, certificates of deposit, etc.) that are Y or N unknown to your spouse? If yes, please provide a brief explanation: 101. Do you have any credit cards in your name of which your spouse is unaware? (Purpose of this private account?) If yes, please provide a brief explanation: 102, Have you ever failed to file an income tax return for any year which one was required? If ves, please provide a brie explanation; Y or N Y or N City of Munni PD Proposal Page 74 of 144 103, Have you ever been evicted from your place of residence due to nonpayment of rent? Y or N If yes, please provide date(s) and a explanation: I A, Have you ever had any property items (car, etc,) repossessed by or turned in to a bank or finance company? If yes, please provide aT�ef explanation: Y or N 105. Have you ever pawned any merchandise? How many tunes? What? Y or N 106. Have you written a check in the past 12 months that bounced? If Yes, how many? Y or N Digi you cover the check? 107. Have you ever written checks, used credit cards, gas cards, phone cards without the owner's permission? Please explain: Y or N 108. Have you ever been taken to court due to a debt or a bill? Please explain: Y or N 109. If you pay child support, arc you behind or delinquent on your payments? Y or N 110. Have you ever been involved in illegal gambling? Please provide a brief explanation: _ Y or N 111. Have you placed a bet on something in the past 12 months? If Yes, when was the Y or N approximate date of your last bet? 112, Do you gamble on sporting events, horse races, cards, in casinos, etc, more than once a month? If yes, please provide a brief explanation: Y or N 113. Do you typically spend more than $25.00 a week buying Florida lottery tickets? Y or N 114, Do you have any gambling debts now? Approximate amount: Y or N 115. What is the largest amount of money you have ever bet or gambled over a period of one week? 116. Have you ever had to borrow money to cover a gambling loss? If yes, please provide Y or N a brief explanation and date(s): EDUCATIONAL HISTORY 117. In school, did you ever have to repeat a grade? If yes, please provide a brief explanation: Y or N 118, Y or N In High School, did you ever attend summer school because of low grades? City of Miami PD Proposal 119. Did you drop out of high school and receive a GED? If yes, provide a brief explanation: Page 75 of 144 Y or N 120. Did you attend an alternative High School in order to receive your High School diploma? Y or N If yes, please provide a h& explanation: 121, Have you ever been suspended (indoor or outdoor) from High School due to your behavior? (skipping, fighting, etc.) If yes, please provide a explanation: Y or N 122. Have you ever been expelled from a school? If yes, please provide a brief explanation: Y or N 123. Have you ever attended more than 2 colleges or universities without receiving a degree? Y or N 124. Have you ever been suspended or dismissed from college because of low grades or poor academic performance? If yes, please provide a bLeLexplanation: Y or N 125. Please list all p= High School degree(s) you have received (name of school, type of —_ dogree, major and date of graduation). SEXUAL 13ISTORY 126. Have you ever been in trouble for or been accused, whatsoever, of sexual misconduct? Y or N (i.e., accused of molestation, date rape, sexual assault, indecent exposure, peeping Tom behavior or any other sex offense) If yes, please provide date(s) and a brief explanation: 127. Since you have been 18 years of age have you had any sexual involvement with a person 15 years old or younger? If yes, please provide a brief explanation: Y or N 128, Have you ever solicited or used the services of a prostitute? if yes, please provide a brief Y or N explanation and date(s): 129. Have you ever paid for any type of sex act? If yes, please provide a brief explanation: Y or N 130. Have you ever received money for providing sexual services? If yes, please provide a Y or N brief and date(s) explanation: City of Miami PD Proposal Page 76 of 144 131. Have you ever accessed a pornographic Internet site from a computer at work, including your own personal computer while at work? If yes, please provide a brief Y or N explanation and date(s): 132. Have you ever used the Internet, magazines, movies or other media to view child pornography? If yes, please provide a bdef explanation and date of last occurrence Y or N 133. Have you ever bought, ordered, obtained, used or sold any sort of child pornography? Y or N If yes, please provide a k[Lef explanation and date(s): 134. Have you ever made obscene phone calls of a sexual nature? If yes, please provide arife ' Y or N explanation and date(s): 135. Have you ever had sex in the workplace? Ifyes, please provide datc(s) and a Y or N brief explanation: 136. Other than of your spouse, have you ever taken s photo or video of anyone in the nude? Y or N If ,yes, please provide a brief explanation: 137. Have you ever committed a sex act in a public place or in open public view? Y or N If yes, please provide a brief explanation: 138. Have you ever used the Internet to post or send a picture of yourself that could have been considered sexually provocative in nature? If yes, please provide a brief explanation: Y or N 139. How much time do you spend on average per week viewing pornography in magazines, videos or on the Internet? If you view pornography, does your spouselromantic partner know about your viewing of pornography? Y or N NNTAPONg HISTO 140. Have you ever owned a firearm? Y or N 141. Do you currently own a firearm? If yes, how many? Y or N 142. Why or for what purpose do you own a firearm(s)? 143. How do you store your firearm(s)? 144. Have you ever had any accidents or accidental discharges using a firearm? If yes, please Y or N orovide date(s) and a brief explanation: City of Miami PD Proposal Page 77 of 144 145. Other than for legitimate job related duties (i.e., public safety, military combat) have. you pointed a firearm at someone or had a firearm pointed at you? If yes, please provide Y or N E brief explanation and date(s): 146. Have you ever had an unauthorized or illegal from in your possession? If yes, please Y or N provide date(s) and a 1pi Lexplanation: 147. Did you ever have a gun permit denied or revoked? If yes, please provide a bjJg.f Y or N explanation and date: I1 TARY HISTORY (if annlicable) Date(s) of military service 148. Did you receive any disciplinary action(s) whatsoever while a member of the armed forces? If yes, please e explanation: Y or N 149. While in the military, did you ever receive a reductlonin ----Y---or t - --- 150. Did you leave the service before you completed your full term of enlistment? (other than Y or N for routine early out or medical reasons) If yes, please provide a brief explanation: 151. If in the service, did you receive less than a full honorable discharge due to misconduct? Y or N Provide a hnef explanation: 152. Did you serve in an overseas combat operation? If yes, please provide a brief explanation: Y or N 153. What was your primary military occupation? 154. What was your final rank at discharge? SUPPLEMENTAL SECTION 155, Who do you currently live with? 156, If living with others, are any of these individuals currently involved in illegal activities? Y or N If so, please provide a brief description; 157 City of Miami PD Proposal Page 78 of 144 Has any immediate family member been in trouble with the law? If yes, please provide a brief explanation: Y or N 158. To your knowledge, do you have any immediate family members or significant others Y or N who are currently involved in criminal activities? If so, please provide a brief explanation: 154. Are you currently experiencing any life event that you believe might potentially distract Y or N you from the responsibilities and obligations of the position you are applying tci? (i.c. f- my conflict, financial concern, legal concerns, etc...) 160. Do you have any tattoos? If yes, how many? Y or N Describe each tattoo: 161. Are any of your tattoos visible to other people i you are only wearinoh-orts--or-- a tee shirt r If yes, please provide a brief explanation: Y or N I have answered all questions honestly, carefully and to the best of my ability, I consent and understand that the information I provided may be used to assist in determining my application/omployment status. I further understand that intentional misstatements, incomplete information or false information could result in the denial or termination of my application. Print Name Signature Date City of Miami PD Proposal Page 79 of 144 PERSONAL HISTORY QUESTIONNAIRE (PHQ) PUBLIC SAFETY CANDIDATES POST-CONDITTONAL OFFER OF EMPLOYMENT TODAY'S DATE: NAME: FIRST MI LAST HOME ADDRESS: TELEPHONE CONTACT #: S S#: AGE: SEX (CIRCLE): M F MARITAL STATUS (CIRCLE): Single Marred Divorced Separated HIGHEST DEGREE {CIRCLE): GED H.S. Associate Degree Bachelor's Degree' Master's or Nigher ETHNICITY: AGENCY APPLYING TO: POSITION: Copyright: 6/09 version, LEPCA -' Lest Name, First Initial City of Miami PD Proposal Page $0 of 144 Law Enforcement Psychological and Counseling Associates, Inc. Before beginning the evaluation, we ask that you carefully read and sign the following consent form. It provides a description of the evaluation, use of the results and other conditions relevant to this evaluation. CONSENT FORM 1, I understand this evaluation is required by and part of the selection process for employment with the rgcnzy i em applying to. • This evaluation is being conducted on that agency's request and for their use only. The sole purpose of this evaluation is to assess my psychological suitability and patent I rish factors for the applicable position. The hiring agency will notify me of my results. Therefore, I will not call this office for my results. 2. I understand this evaluation involves the administration of several standardized psychological instruments, a personal, background questionnaire and a semi -structured interview with a licensed psychologist trained in public safety assessment and screening. Some of the written and interview questions -by necessity relate to' private and protected healthcare information and I understand the importance of answering questions honestly. As with any hiring procedure, I have the right to refuse this evaluation or terminate the.evaluation at any time. However, I understand.that rEfrsal to complete this evaluation could have negative implications for my final hire as determined by the hiring agency. 3. I understand the usual confidentiality an DO t tnt-relatiousblp-between -2-PSYChOlogist and a . client does not apply to this evaluation. This evaluation is not to provide sae any treatment or healthcare. The ,purpose and use of this evaluation and its results are intended only for the hiring agency. ,Therefore, I acknowledge and authorize a written and/or oral record of findings of this evaluation be.provided to the applicable hiring agency. This report will contain, background information, comments deemed relevant and consultative ratings as to my suitability/risk for the positioa I am. applying to, If the findings of this evaluation are challenged in an adjudicative procedure, the thus may make full disclosure as may be necessary or required by law. 4. I acknowledge and understand that the hiring agency makes the final determination as to my employment with that"agency and determines the standards and psychological degree of suitability it requires for final hire. It is at the hiring agency's discretion and choice as to how much "weight" or importance it shall place on the psychological suitability report provided by the firm. Therefore, depending on the hiring agency's consideration and use of•the firm's findings and consultative ratings the results of this evaluation may have a significant impact on my ultimate. hiring. 5. I understand that selection research including validity studies and test instrument development may be conducted using data from this evaluation, Published written results of such research will not include the identity of any individual applicants. This is voluntary and if I do not wish to participate I will let the testing'coordinator know. 6. This evaluation is being conducted solely to assist the hiring agency in determining my suitability for hire. Since the hiring agency is the sole user of the report, my authorization will not automatically permit the firm to release the report to me or any third party. Therefore, I understand that requests for a copy of my report or any other data produced by this evaluation should be made to the hiring agency for their consideration and approval. I specifically waive any statutory rights to access and review any personal healthcare information as it relates to this evaluation. City of Miami PD Proposal Page 81 of 144 7. For applicants who have undergone past psychological evaluations with this office or another mental health provider, prior records may be reviewed. When pertinent or requested by the hiring agency, I understan&and authorize that information from my prior evaluation(s) be provided to the agency. 8. If it is anticipated or known that I will be retaking the psychological evaluation within the next six months, then verbal feedback will not be provided by the firm to me concerning my psychological test results. 9. The firm will advise the hiring agency to limit access to my report to only relevant personnel within the selection process. Nevertheless, once my report is submitted to the hiring agency the firm cannot guarantee that the hiring agency will not disclose the report itself or information contained in the report to another party. By signing this authorization, I expressly release the firm and individual members of the firm from any liability for such disclosure. 14. I understand that if hired, during training and probatiopary phases of employment it member of this firm when requested by the hiring agency may discuss my evaluation results with an agency official. 11. I require no special accommodation to complete this evaluation due to any handicap and/or disability. I also confirm that there is no special reason (illness, etc.) why I can not take this evaluation today. If there is a circumstance that prevents me from undergoing this evaluation today, I will let the testing coordinator know immediately. 12-1 may-mvok cancel this authorization at any time, except when action has been taken in reliance on this authorization. Unless revoked by me through a wntten reque -t the fim -this-authorization-will-exl�Te - . three years from the date of signing. If you request &-copy of this Consent Form, one will be provided to you. If I have any questions, I will let the testing coordinator or psychologist know now. I have read, understand and agree to all of the above conditions of this evaluation and consent to participate In the evaluation. Print Name Signature Date City of Miami PD Proposal Page 82 of 144 Please read the following instructions very carefully. The average applicant takes approximately 4-6 hours to complete the evaluation. However, there are no time limits for the materials contained in your folder. Please be aware the length of time you take to complete the tests is not significant -in terms of your results. Therefore, we would recommend completing the tests at a pace that would be natural and comfortable for you. 2. - You may take rest breaks if desired. Rest rooms are available outside of the office. near the elevators (keys for restroom are located on the table by door of testing room). If you wish to smoke, please do so outside of the office. If you have not completed the tests by midday you may take a brief break for lunch, if you desire. Please let us know if you will be leaving the premises for an extended amount of time prior to completion. - Forms and test instruments are to be completed in the order they are placed in your folder. Please road CAREFULLY and follow the directions for each test instrument. Try to answer all test items, however if you leave an item blank make certain that the number of the next answered question matches the number next to the answer box. Please darken in your answers and DC NOT MAKE ANY M�>_KR ON TlEE. BOOKLETS. the instruments in your folder there will be a timed test administered by the testing coordinator and an interview conducted -by—a day. 5.. Next to you is a basket where you will place your completed forms, test booklets and answer sheets as -you complete them, PLACING COMPLETED ITE, MS IN THIS BASKET IS E�"1") MZLY IMPORTANT. When you finish the entire testing process, any remaining materials in your basket should be placed in the basket located in the front of the room. REIVIEMSER, DO NOT LEAVE THE OFFICE UNTIL ALL REhLALINING MATERIALS HAVE BEEN TURNED IN AND YOU'VE BEEN INTERVIEWED BY THE PSYCHOLOGIST. 1 E1 a There is to be NO.TAlAaNG in the testing area once test folders are handed out. We also require that applicants not discuss the conteSts of the tests among themselves, On your desk or on a near wall you will find sample answer sheets showing how to fill in basic information. Follow these guidelines. Please be aware, the number and type tests you take may be different than other applicants depending on the position and department you arc applying to. Following these instructions is part of the evaluation. If you have any questions, please let the testing coordinator know now. You may begin the evaluation and work through the materials in your folder. The department you are applying to will let you know the results of this evaluation. Print Name Signature Date City of Miami PD Proposal Page 83 of 144 Filling out written forms correctly is an important function of being a public safety officer. Therefore, we ask that you carefully read all questions and answer each one with honest and complete information. Please remember, following instructions is a part of this evaluation. Please answer the following items by circling Y (yes) or N (no) and where required filling in the necessary information. Should there be an item where you are uncertain how to respond, answer the best you can and an opportunity will be given in the interview for clarification. A copy of this questionnaire will be provided to the applicable public safety agency, therefore we remind you to be truthful when answering all items. I have read the above and understand that if I deliberately withhold, falsify or otherwise provide misleading or incorrect information on this background form that my application for employment could be denied or terminated. Please Initial: * * PLEASE REMEMBER TO SIGN FORM ON PAGE (12) I Has there been any significant changes in your personal life or employment since the Y or N Pre -Offer Evaluation you participated in at this office? If yes, please provide a brief 2. Other than the above Pre -Offer evaluation, have you ever undergone an evaluation(s) Y or N with this office before? If yes, for what department and year of testing(s): ' 3. Have you been divorced more than twice? 4. While growing up was your family life often unstable with many family conflicts? If yes, please provide a brief explanation: 5. Did you ever witness physical violence between your parents or primary caretakers? If yes, please provide a hdf explanation: MEDICAL HISTORY Have you ever had any major illnesses, accidents or injuries? Y or N Y or N Y or N Y or N City of Miami PD Proposal Page 84 of 144 7, Are you currently under a Dr.'s care for a medical condition? Y or N 8. Are you taking any prescribed medications now? Y or N 9. Do you currently have any physical limitations? Y or N 10. As a child, did you have learning disabilities or attended remedial classes? Y or N IL As a child, were you diagnosed with Attention Deficit Disorder (ADD), hyperactivity or Y or N prescribed medications such as ritalin? If yes, please provide a brief explanation: 12. Has there ever been a period where you missed work an unusual amount of tim- due to illness? Y or N T3, IHaveyou-ever-applied-or or-receiv-ed-Workers' Compensation due to a work-related injury? Y or N DRUG EaSTORY 14. Have you ever knowingly been around illicit drugs? (Even if you did not use them) Y or N If yes, please provide the approximate date and circumstances of the last time you were around illicit drugs: 15. Are you around any illicit drugs now? If yes, please provide a brief explanation: Y or N 16. Does your spouse or significant other (girlfriend, boyfriend), any member of your immediate family or close friend(s) use marijuana or other illicit drugs? If yes, please Y or N provide a brief explanation: City of Miami PD Proposal Page 85 of 144 17. Please provide specific information on illicit drug usage such as marijuana, cocaine, hashish, steroids, LSD -Acid, ecstasy, etc. EXACT OR APPROXIMATE YEAR OF FIRST YEAR OF LAST SUBSTANCE: NUMBER OF TIMES USED: USAGE: USAGE: 18. Have you ever held illegal drugs for anyone? If yes, please provide a brief explanation: Y or N 19. Have you ever purchased marijuana or any other illicit substance for your personal usage? Y or N If yes, please provide a brief explanation: 20. Have you ever used marijuana or any other illicit substance with no one else present? Y or N 21. Have you ever supplied or provided illicit drugs to other persons such as friends? Y or N (Even if you received no money) If yes, please provide a brief explanation: 22. Have you ever ven-aNchicie-under theJinfluence-of marijuana-or-any-other-illega.1 drugs7- Y _or N If yes, please provide a brief explanation: 23. Have you ever gone to work under the influence of marijuana or any other illegal drugs? Y or N If yes, please provide a brief explanation: 24. Do you smoke cigarettes? If yes, for how long and how many per day? Y or N 25, Have you ever taken prescription medication prescribed for someone else on 2 or more different occasions? (i.e., Xanax, Valium, sleeping medication, etc.) If yes, please Y or N provide a brief explanation: 26. Have you ever been dependent on, or addicted to any illicit drug, prescription or over the Y or N counter medication? If yes, please provide a brief explanation: 27. Are you currently using on a regular basis any over the counter medication(s)? Y or N If yes, please list: 28, Have you ever been in any kind of trouble whatsoever for your drug usage? Y or N If yes, please provide a brief explanation: City of Miami PD Proposal Page 86 of 144 29. Have you ever been refused or not selected for a job due to your drug usage? Y or N If yes, please provide a brief explanation: 30. Have you ever tried, used or experimented with crack (rock cocaine)? Y or N If yes, please provide a brief explanation: ALCOHOL HISTORY 31. Have you consumed alcohol in the past 12 months? Y or N 32. What was the'exact or approximate date of your last drink? 33. What did you drink? 34. How many drinks did you have? 35. What is the greatest number of alcoholic drinks you consumed in a 24-hour period in the last 12 months? How many times in the past 12 months have you had that many 36. How many alcoholic drinks do you consume on average in a typical week? -- 37. How many drinks does it take for you to feel the first effects of alcohol? (.`eel "Im6", or "buzzed") 38. How many drinks does it take before you become intoxicated, drunk, or impaired? How many times in the last 12 months have you had that many drinks? 39. Have you ever experienced blackouts (Ioss of recall for events that occurred while Y or N intoxicated) or missed any days of work because of alcohol consumption? If yes, provide a brief explanation: 40. Have you ever used a fake I.D. to obtain alcohol? Y or N 41. Have you ever driven a vehicle after having consumed 4 or more alcoholic beverages in the previous 4 hours? If yes, approximate number of times Y or N Approximate date of last occurrence 42. Have you ever consumed alcohol, beer or wine while on the job? If yes, please provide a Y or N brief explanation: 43. Have you even been warned by an employer regarding your drinking habits? If yes, Y or N please provide a brief explanation: 44. Have you ever gone to work with a hangover? If yes, please provide a brief explanation: Y or N 45. Have you or anyone close to you ever considered your consumption of alcohol a problem? Y or N If yes, please provide a brief explanation: City of Miami PD Proposal Page 87 of 144 46. Has there been a period in your life when you consumed alcohol much more than you do now? Y or N If yes, please provide awe explanation: 47. Have you ever been in any kind of trouble for your alcohol behavior? If yes, please Y or N . provide a blkf explanation: 48. Have you ever been in a physical altercation of any kind after consuming alcohol? Y or N If yes, please provide a bdf explanation: 49. Approximately how many times in a month do you consume alcohol in a bar, sports bar or club? Number of times: 50. Approximately how many times in a month do you consume alcohol alone with no one else present? Number of times: 51. Have you ever been intoxicated in a public place? If yes, please provide a bn Lef explanation: (ONLY APPLICANTS WITH PUBLIC SAFETY EIs►PERIENCE .e., OZICE OFLiRS� -- CORRECTIONAL OFFICER OR MEFIGHTER, ETQ PLEASE COMPLETE ITEMS 52 THROUGH 55 AS IT APPLIES TO YOUR --- PUBLIC SAFETY POSITION 52. Since becoming a public safety officer, have you ever used any illegal drugs? If yes, Y or N please provide a brief explanation: 53. As a public safety officer, did you ever drink alcohol while on duty? If yes, please Y or N provide a brief explanation: 54. During your employment as a public safety officer, have you ever been mandated for a psychological fitness for duty evaluation or any kind of counseling? Y or N If yes, please provide a brief explanation: 55. Have you ever been granted or applied for disability as a result of your public safety Y or N work? If yes, please provide a brief explanation: City of Miami PD Proposal Page 88 of 144 Please not : A history of psychological counseling does not automatically result in disqualification of an application fore public safety position, and in most cases, it is not a concern. 56. To your knowledge, have any immediate family members (mother, father, brothers, sisters) Y or N been hospitalized or required on-going treatment for psychological/mental health problems? If yes, please provide a brief explanation: 57. Have you ever received assistance from a mental health professional e.g. psychologist, Y or N psychiatrist, social worker, marriage/family therapist, etc. for an emotional or personal concern? (Includes stress or marital counseling) If yes, please provide a brief explanation including approximate date(s) of counseling: 58. Have you ever attempted suicide or made a suicidal gesture? If yes, please provide a Y or N ----- brief -explanation: 59. Has any doctor ever prescribed medication for you for anxiety, depression or any other mental health reasons? If yes, please provide a brief explanation: W1 61. Have you ever been hospitalized for a mental health concern or emotional condition? If y.es, please provide a brief explanation: Have you ever received in-patient or out-patient treatment for substance abuse? (Le. alcohol, drugs) If yes, please provide a brief explanation: 62. Have you ever been ordered to attend some form of mental health/personal counseling, evaluation or related training due to your behavior? (i.e. ordered by a court, employer, military or as part of a civil legal action) If yes, please provide a brief explanation 63. Have you ever received mental health counseling and/or pastoral advice related to suicidal thoughts or concerns? If yes, please provide a brief explanation. Y or N Y or N Y or N Y or N Y or N City of Miami PD Proposal Page 89 of 144 64. Have family members or close friends ever strongly suggested that you seek mental health Y or N counseling? If yes, please provide a brof explanation: 65. Have you ever filed a lawsuit or been involved in a legal action (including disability or Y or N workers compensation) in which your psychological or emotional well being was an issue? If yes, please provide a blk explanation: 66. Have you at any time in your life participated in or been accused of one or more of the Y or N following behaviors? Voyeurism (peeping tom), Sexual phone calls, Flashing (sexual self -exposure to strangers, Forced sexual contact (Unwanted fondling; date rape; rape), Sexual harassment If yes, please provide a brief explanation: 67. Have you ever not been selected for hire with a public safety agency within the last 3 years Y or N due to not meeting agency standards on a psychological evaluation? If yes, date and agency MILITARY ffiSTORY 68. Did you receive a medical discharge and/or were separated from the service due to an injury, Y or N medical problem or adjustment problem? 69. Did you serve in a combat zone? Y or N 70. Did you receive any injuries in combat? Y or N 71. Have you ever received any disability benefits related to your military service? Y or N 72. Other than required counseling/debriefings upon return from a combat zone, have you ever Y or N received any additional treatment for emotionaUpersonal concerns after your return? 73. In your judgment, are you currently experiencing any symptoms that could be related to your Y or N combat experience (sleep disturbance, nightmares, appetite changes, anxiety, sadness, etc.)? City of Miami PD Proposal SUPPLENIENTTAL SECTION Page 90 of 144 74, Please briefly describe the two most stressful, emotionally upsetting or traumatic events in your life so far. 1 n Event: 2°d Event; 75, Besides the information you have a e�da y provided-orrthis-questio maireAs-there-any-other Y ori_____ information regarding your physical, medical or emotional well-being, whatsoever, that you believe may be relevant to this evaluation? if Yes, please provide s brief explanation. I have answered all questions honestly and to the best of any ability. I consent and understand that the information I provided may be used to assist in determining my application/employment status. I further understand that intentional misstatements, incomplete information or false information could result in the denial or termination of nay application. Print Name Signature Bate City of Miami PD Proposal Page 91 of 144 RETESTING/APPEAL The issue of whether a formal appeal or immediate retesting should exist for a negative psychological rating has long been a perplexing problem. Over many years, we have participated in various agency approaches to this issue from allowing for a second testing to having an additional psychologist review the findings. However, all these policies were rather quickly discarded due to the myriad of complications and unintended consequences that resulted. Therefore, we suggest the following recommendations for those applicants who receive an "Unacceptable" rating. To our knowledge, the vast majority of agencies utilize our suggestions. Other than for the rare exception, this approach seems to wor well and -is simple to imp emIerit and fair to app ican s. - 1. Initially, applicants are told by the agency that they are eligible for a re -test after a 6 month or 12 month period (6mo. or 12 mo. period discretion of agency) from the date of their report. 2. If an applicant expresses further concerns about his evaluation or asks questions the agency cannot answer, then he or she is referred to our office so we may discuss our findings and provide appropriate feedback. No fee is charged. 3. If an applicant continues to strongly object to the findings, then at the agency's discretion we will provide an in-depth explanation of the findings to an identified official(s) of MPD. City of Miami PD Proposal Page 92 of 144 4. Of course, we always remain available to elaborate and discuss the rationale behind any applicant's rating, should the agency not understand the reason(s) supporting the statements on an applicant's report. Often, we find these reviews are very educational and reassure the agency that there are always solid reasons for an applicant's 'Unsuitable" rating. City of Miami PD Proposal Page 93 of 144 Law Enforcement Psycholodeal and CounseHne Associates, Inc. Miami, Florida Supplementary Background Investigation Interpretation Manual 05/09 Version * Important document for anvone who reviews the screening report. Please be certain to distribute this manual to all relevant persons in the selection system includine backeround invesbeators and administrators. This manual is available at "Lepca.com" for our aeency clients. © 2009 — Mark Axelberd, Ph.D., Law Enforcement Psychological and Counseling Associates, Inc. City of Miami PD Proposal Page 94 of 144 Introduction to Interpretation Manual The following guidelines should assist you in using this manual effectively and understanding the intent and proper use of the screening report itself. We are always available and welcome questions, should you desire further explanation. Our reports are designed and limited to identifying high-risk/unsuitable applicants, who do not meet minimum standards, and for those who do meet standards, to further comment on any Areas of Deficit or Strength which were observed. ♦ We have identified and assess traits which we consider essential (critical) for a Public Safety position. These traits are described and clarified in detail in this manual. By utilizing this information, the user of the report can gain a fuller understanding of the scope and definition of each Deficit. To read about a particular job deficit, simply turn to the index of deficits on pg. 4 and go to the corresponding pg. number for the specific deficit of interest. ♦ For the selection process to function effectively, there must be appropriate communication and sharing of information between various persons within the s3-st -Som-etimes-i-t-is-the-gsy-cholygist_who-v.ilLpromde-the-background --- investigator with new and important information and visa versa. Wherefore, when the back -ground investigator becomes aware of potentially relevant information that the applicant may not have revealed to the psychologist or was discovered after the date of the psychological, then it is critical for the background investigator to contact our office. Occasionally, this new information could result in an actual change of an applicant's rating. ♦ When an applicant has Deficits but is not rated "Unacceptable," it is very important for the background investigator to investigate these deficits to determine whether they are generally substantiated or refuted by additional information obtained during other selection procedures, especially the comprehensive background investigation and polygraph examination. In other words, for those who "pass" the evaluation the report becomes an investigative tool for Background Investigators. ♦ When other phases of the selection process 2enerally support or validate an "Area(s) of Deficit," then the asencv should be cautious in considering that applicant for final hire. This recommendation should apply not only to applicants rated "marginal" or "Acceptable -3" but to applicants rated fully "Acceptable" as well. ♦ The final ranking of applicants for hire should be made after integrating and reviewing our screening report in conjunction with all other information contained in an applicants' file. Remember, the "whole file is greater than the individual parts". City of Miami PD Proposal Page 95 of 144 ♦ An increasing number of Public Safety agencies have initiated policy standards, whereby, applicants rated as "Marginal" or "Acceptable -3" will not be considered competitive applicants for final hire. Whether your agency has such a policy, really depends on your agency's hiring needs, philosophy and selection standards. ♦ For those agencies who do consider "Marginal" or "Acceptable -3" ratings for final hire, it is extremely important to thoroughly investigate and rule out to the extent feasible the Deficit(s) described in the screening report. We would strongly recommend that a formal written policy be nut in place. which assures the agency that any Areas of Deficit were appropriately addressed. As most agencies know, we are more than willing to assist you in determining whether Deficit(s) are substantiated by other information the investigator has obtained. As a point of reference, it is our experience over the years that the majority of applicants rated Marginal or Acceptable -3 are ultimately judged as non-competitive once a thorough background process is completed and/or the entire file is reviewed with this office. Nonetheless, there are a number of competitive applicants within those ratings. ♦ We realize that some of you may view our arriving at risk/suitability ratings as a mysterious or subjective process. Those of you who do interact frequently with our offre-know-that-th"v--aluat -on process-is-actuall_ymprehensive,-thorough, -- - objective and usually very accurate. Please keep in mind, when an applicant is rated "Marginal/Acceptable-3" or especially "Unacceptable fit," it is for a good and demonstrable reason. In addition. please beware final ratings are not sjmply determined just by the number of Deficits or background events listed on a report. Sometimes an applicant can have a few deficits but the Deficits appear "mild" or "moderate" and not likely to significantly interfere with the applicant's actual job performance. On the other hand, someone might have only one Deficit or problem background event but the Deficit or event was very significant or severe. A person's behavior is determined often by complex and multiple factors, therefore, we (and you) must weigh the gravity of an applicant's deficits in context with their strengths and overall personality functioning. ♦ Some agencies have different rating and screening systems, so when reviewing reports from other agencies this must be kept in mind. It is up to each agency as to whether they are willing to share their reports on specific applicants with other a eg ncies. ♦ Therefore, requests for an applicant's report should be made to the applicable agency and not to our office. More than ever, recently passed laws make it very difficult for us to provide or discuss any applicant's file with anyone other than the original referring agency. ♦ Again, we are readily available to assist you and feel free to contact our office. City of Miami PD Proposal INDEX Job Related Deficits: Lack of Integrity Lack of Impulse Control Lack of Judgment Lack of Openness Lack of Composure Lack of Positive Work Patterns Lack of Social Orientation Page 96 of 144 Page S 6 7 8 9 10 11 Prone to Sel#-Destructive Behavior Lack of Problem -Solving Ability 13 Lack of Flexibility 14 Lack of Initiative 15 Lack of Conscientiousness 16 Lack of Communication Skills 17 Lack of Readiness for Position 18 City of Miami PD Proposal Page 97 of 144 Essential Job Deficit: Lack of Integrity Neeative behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Could sometimes be viewed as charismatic, friendly and a good leader, but at the same time may be arrogant and believe the same rules for others' do not apply to them (-) May be deceitful, clever and manipulative behind a "smooth" front (-) Believes the "end" justifies the "means" when it comes to getting what they want (-) Blames others for his/her mistakes and only feels guilty after being caught for wrongdoing (-) May be very self-centered, narcissistic and feel special (-) Untrustworthy, unethical and will do whatever it takes to attain ambitions {-) Wants attention and seeks out thrill -seeking behavior to obtain it {-) A tendency towards being rebellious and inconsiderate of others (-) May lack loyalty and use relationships for personal gain (-) May gravitate to a negative crowd and believe bending rules is okay (-) May have underlying resentment of authority and feel discriminated against or victimized (-) Could be a "crash and bum" type of officer, seemingly very productive and adventuresome in style but having difficulty slowing down or dealing with detailed SOP's (-) Likes power and control over others, and in extreme cases, may be abusive towards others (-) In extreme cases, may be capable of committing serious crimes and feel alienated from (-) Feels the world owes them something (-) Could hold prejudices and hostility towards specific groups of people Specific background information/events to substantiate or support a deficit in the above trait: ➢ Frequent minor violations of the law such as petty theft, etc. ➢ Arrest(s), frequent brushes with the law or delinquent behavior ➢ History of j ob instability, disciplinary actions, conflicts with supervisors or co-workers Too often gets involved in `office politics" and power struggles with others Achieves success and authority on job but "falls from grace" due to controversial behavior ➢ History may include accusations of sexual misconduct ➢ Currently associates or has associated with persons of questionable character ➢ History of serious rule violations or significant disciplinary problems in high school ➢ Frequent family or relationship problems such as divorce, conflict with friends, sexual promiscuity, and in some cases, domestic violence ➢ Risk-taking behaviors such as experimenting with illicit drugs, gambling and especially excessive alcohol consumption ➢ Consistent poor handling of finances, unpaid bills or over spends for unnecessary things ➢ Poor driving record (e.g. license suspensions) ➢ Trouble passing polygraph examination, especially for undetected crimes or drug use Caught in lies or half truths during interview, omissions or inconsistencies on applications City of Miami PD Proposal Page 98 of 144 Essential Job Deficit: Lack of Impulse Control Negative behaviors expected when an applicant DOES demonstrate a deficit in the above trait: {-) Often described as lacldng in self-control, easily excited, energetic, a high-risk taker and perhaps overly aggressive (-) Often makes good first impression but can be deceitful, manipulative and impatient to quickly get what they want (-) Likable but may tend to be immature and always in state of "growing up" (-) Likes action and could be "Officer of the month" and later "screw -up of the month" (-) Shows a need for high level of excitement and has difficulty dealing with boredom or detailed tasks (-) Could over-estimate their abilities and immediately want to join a unit such as SWAT or Narcotics (-) When frustrated, may show poor judgment and act impulsively (-) May be productive but described by others as an "up" and "down" moody person {-) May be described at times as childish, over -emotional, and may have trouble dealing with strict rules (-) May demonstrate periodic carelessness and inattention to safety procedures (-) May be vulnerable to associating with a negative crowd or those of poor character _` {-) Maybe described by others as outgoing and confident, but very competitive and socially aggressive (-) May deliberately seek out dangerous or high risk activities Specific background information/events to substantiate or suDport a deficit in the above trait: ➢ May party or socialize too much and sometimes place themselves in risky situations ➢ Job history may show both numerous commendations and reprimands ➢ Described as friendly and fun but can display explosive temper or emotional outbursts ➢ Described as "hyper" or extremely energetic by others ➢ Sometimes acts before thinking through consequences ➢ Enjoys thrill -seeking activities such race car driving, skydiving or bungee cord jumping, etc. ➢ May have received numerous traffic citations or had several vehicle accidents ➢ Frequent change of jobs due to a need for excitement and to quickly make more money ➢ May be status -oriented (wants nice cars, house, clothes, status symbols, etc.) ➢ Over uses credit and spends beyond their means to acquire material things quickly ➢ Evidence of a greater incidence of aggressive or hostile incidents such as verbal arguments, physical altercations or domestic conflicts/violence ➢ Injury prone due to excessive risk-taking ➢ May lack loyalty in relationships and "dump" people when relationships become mundane ➢ May be sexually promiscuous or unfaithful to others ➢ Propensities toward high risk behaviors such as excessive use of alcohol or other chemical substances City of Miami PD Proposal Page 99 of 144 Essential Job Deficit: Lack of Judgment Nesative behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Unable to utilize resources to make logical and sound decisions (-) Underachiever and lack of expected advances in life (-) Sometimes described as prone to malting mistakes or being careless (-) May become involved in occasional but serious self-defeating incidents (-) Does not always use "common sense" when necessary (-) Seems to lack "wisdom" and has a way of finding trouble (-) May not always realize or recognize the wrongness of their behavior Specific background information/events to substantiate or support a deficit in the above trait: ➢ History of poor job performance or not moving ahead on a job due to avoidable errors ➢ History of underachieving both at work and in school ➢ Admits to many regrets over past poor decision-making History of minor rule violations and disciplinary actions _ ➢ Brushes with the law ➢ Lack of accomplishments or achievements ➢ Doesn't learn from experience and repeats same mistakes _ ➢ Job application incomplete or sloppily written ➢ Inappropriately dressed or groomed for job interviews ➢ Seems to misunderstand or ignore others' expectations of them City of Miami PD Proposal Page 100 of 144 Essential Job Deficit: Lack of Openness Negative job behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Strong intentional attempts to make an overly good impression and to deny faults most people readily admit to (-) Over-estimates or inflates their abilities (-) Has difficulty viewing themselves realistically (-) May try to outsmart tests by presenting an extremely positive front (-) Lack of psychological sophistication often associated with limited life experiences or low learning ability (telling others simply what they want to hear) (-) Views the world and themselves in an overly simplistic "good" versus "bad" manner (-) Has a rigid or overly virtuous way of thinking and may hold many stereotypes about others (-) May harbor underlying suspicious ideas, general distrust of others and keep true feelings hidden (-) In extreme cases, may be described as a "liar" or as being untrustworthy or dishonest (-) Difficulty understanding or accepting criticism Specific background information/events to substantiate or suynort a deficit in the above trait: ➢ Check polygraph results carefully for evidence of deception or omissions ➢ Check carefully for discrepancies or incomplete information provided by the applicant during the entire selection process ➢ History of difficulty with polygraph evaluations ➢ Long hesitations observed before answering specific questions ➢ Only reveals very limited or "safe" information during interviews ➢ Overly polite and "-.age?' to say the "right" thing but bard to get to know the person's true opinions and beliefs City of Miami PD Proposal Page 101 of 144 Essential Job Deficit: Lack of Composure Neeative behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Lack of resiliency, self confidence and needs reassurance. from others (-) Seems to become more easily upset, reactive and "thrown by things" than others (-) Isolated angry outburst under stress (-) May overly depend on others when facing challenges (-) Complaints of physical problems which may be associated with stress such as headaches, stomachaches, etc. (-) Slow to recover from traumatic or very stressful events (-) During periods of high stress, increased frequency of disturbed sleep, loss of appetite, irritability, and perhaps withdrawal from friends (-) Sometimes may deny problems and use physical symptoms as an excuse for difficulties (-) Over -sensitivity to personal faults or criticism (-) May demonstrate immaturity and emotional outbursts especially when under stress (-) May try to manipulate and control others by gaining their sympathy or producing guilt (-) May become very nervous and worry excessively over problems (-) May be prone to burnout (heart disease, ulcers, depression etc.) because of inability to relax {-) Seems overly idealistic and unrealistic about many things Specific backeround information/events to substantiate or support a deficit in the above trait: ➢ History of counseling/treatment for personal concerns and in extreme cases, suicidal gestures or attempts ➢ Excessive absenteeism on the job due to stress related symptoms or minor illnesses ➢ Admits to specific phobias, such as fear of heights, closed spaces, and so on ➢ Use of several over the counter medications for various minor ailments ➢ Past traumatic events such as physical, sexual or emotional abuse ➢ Serious past or present family conflicts ➢ Trouble with polygraph because of nervousness ➢ Seems too sensitive, nervous or "nice" to be a law enforcement officer ➢ May have fear of guns and seem overly hesitant to use force, when necessary ➢ Could be going through a situational crisis i.e. divorce, death in family, money problems etc. City of Miami PD Proposal Page 102 of 144 Essential Job Deficit: Lack of Positive Work Patterns Negative behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-} Poor work ethic or work habits (-) Views job as just way to pay bills (-) Little effort to acquire new job skills (-} May not be a team player (-} Resents supervision or being told what to do by others (-) Lacks loyalty or sense of purpose on job S ecific background information/events to substantiate or support a deficit in the above trait: ➢ Changes jobs more often than most people or several periods of unemployment ➢ Has been fired, forced to resign or left jobs for questionable reasons ➢ Conflicts with co-workers/supervisors or blames others for any past job problems ➢ Counseled for being late or absent from work more than average ➢ Has left jobs without providing proper notice D—_Greater. nu�tber of disciplinary actions on job ➢ Admits to theft in the workplace �- ➢ History does not show expected career advancement City of Miami PD Proposal Page 103 of 144 Essential Job Deficit: Lack of Social Orientation Negative lob behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Could be intolerant, critical, unsympathetic or suspicious of others (-) Could display cynical or skeptical attitudes from job burn -out (-) May quickly become verbally aggressive when authority is challenged {-) Difficulty participating as a team member and inability to form adequate social networks during times of stress (-) May have difficulty developingclose relationships and communicating understanding of others (-) Has narrow interests or described as stubborn and resistant to new ideas (-) May harbor stereotypes or prejudice toward others from different cultural or social backgrounds (-) In very extreme cases, can become seriously over -reactive to negative comments by others Specific background information/events to substantiate or support a deficit in the above trait: ➢ Maintains few friendships and interacts mostly with only `people like themselves," - - ) p,—H histo-0f-paxdcipating-in fP -0up-or-con=unityactivities ➢ Few experiences and contacts with people of varied cultural backgrounds Seems somewhat suspicious, guarded and cautious with others _ ➢ Frequently complains or generally critical about others ➢ May present in an authoritative, defensive or evasive style ➢ Hard to really get to know the person during oral interview ➢ In more extreme cases, person could be rude, dismissive of others and "in your face." City of Miami PD Proposal Page 104 of 144 Essential Job Deficit: Prone to Self -Destructive Behavior Negative behaviors exvected when an applicant DOES demonstrate a deficit in the above trait: (-) Descriptions of the applicant as being overly reckless, impulsive or a risk -taker (-) Prone or susceptible to addictive habits (-) May quickly enter into volatile romantic or personal relationships (-} Frequent domestic turmoil and difficulty getting out of bad relationships (-) Sexual acting -out or indiscretions (-) Periodically behaves "out of character," which results in embarrassment or damage to personal or agency reputation Specific background information/events to substantiate or support a deficit in the above trait: ➢ Excessive underage alcohol consumption or started using alcohol at a very young age ➢ Associates with persons who consume alcohol excessively or use illicit drugs ➢ A regular at "choir practice" ➢ Frequents bars on regular basis >'Pa}oys-gaml)ag-ohas- money -problems ➢ Unstable family or romantic relationships ? Used services of prostitute ➢ Frequents strip clubs on regular basis ➢ Incident(s) of domestic abuse as aggressor or victim ➢ May have been victim of emotional, physical or sexual abuse in past ➢ Periodic brushes with the law especially DUI offense(s) ➢ Disciplinary actions at work due to personal life problems ➢ Higher than typical absence from work due to personal problems ➢ Family of origin history of alcohol/substance abuse or instability ➢ Excessive use of prescription or over the counter drugs ➢ Actual current or past abuse of alcohol/ilhcit drugs ➢ History of smoking cigarettes ➢ History of eating disorders ➢ In extreme cases, history of episodic violent outbursts especially during periods of alcohol/drug ingestion (i.e. domestic violence, bar fights, etc.) City of Miami PD Proposal Page 105 of 144 Essential Job Deficit: Lack of Problem -Solving Ability Negative behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Description of the applicant as being slow to acquire new knowledge and skills (-) Unsophisticated and little interest in learning (-) Poor academic performance (-) Difficulty following detailed directions or instructions (-) Problem with multi -tasking or responding to complex situations (-) Often reliant on others to solve more than minor problems (-) Requires structure and repetition to complete many tasks Specific backeround information/events to substantiate or support a deficit in the above trait: ➢ Demonstrated difficulty passing the academy, entry level exams, or state required exams ➢ Poor writing skills/preparation of reports ➢ Poor school grades, failed classes, repeating a grade, remedial classes or FCAT failure ➢ Written productions characterized by poor grammar, frequent misspellings and poor - ganization-of-the-eor�� ` _. ➢ Poor vocabulary or difficulty with verbal expression ➢ Problems with geography i.e, finding locations quickly or mastering use of equipment ➢ Requires close supervision or has been provided remedial training on a job ➢ Lack of promotions or expected progress on a job ➢ Lacks history indicating experience with great amounts of responsibility ➢ Serious English language limitations, which resulted in lower score on problem -solving measure City of Miami PD Proposal Page 106 of 144 Essential Job Deficit: Lack: of Flexibility Nesative behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) Tendency to be rigid and inflexible in style (-) Prefers work environments where goals and expected behavior are clearly defined {-) May lack creativity or spontaneity {-) During circumstances that are not routine or ordinary, decision making and confidence diminishes (-) May resist innovation and prefer traditional or "old way" of doing things (-) May become irritable with others for minor indiscretions and mistakes (-) Overly dependent on quasi -military structure and efficiency could decline when goals or directions are not clearly defined (-) Needs uniform and authority to feel secure and in control {-) Could overly identify with military or uniformed activities Sy-ecLfiic bacl=on*+d information!event€ to substantiate or support v deficit in the above trait: -- Described-by-otheras-Eldng-or needing-excesai-ve-structuttofeel_comfortable ➢ Seems to have difficulties readily self -disclosing, may keep emotions hidden and outwardly have a controlled demeanor ➢ Past difficulty adapting to new jobs, environments or situations ➢ History of avoiding new challenges or difficulty taking on additional job responsibilities ➢ Past difficulty with getting along with others (co-workers, colleagues, friends, etc.) due to stubbornness ➢ Does well with repetitive and structured guidelines but has difficulty working independently. ➢ Likes to do one thing at a time and may have difficulty multi -tasking ➢ Gets upset with others who interrupt their train of thought ➢ Described by others as "set in their ways" ➢ Unwilling to consider opinions different from their own ➢ Occasionally, in unstructured or threatening situations, could become overly self- protective and aggressive ➢ Could be recently discharged from military and still adjusting to civilian life City of Miami PD Proposal Page 107 of 144 Essential Job Deficit: Lack of Initiative Negative behaviors expected when an applicant DOES demonstrate a deficit in the above trait: (-) May lack ambition and appear apathetic about many things (-) May lack confidence and function poorly when not told what do (-) May demonstrate poor social poise and appear unassertive (-) Difficulty in completing tasks, where independent achievement is required (-) May demonstrate low level of productivity or energy (-) May not show a strong interest in learning or improving skills (-) Might feel uncomfortable or avoid a leadership role (-) Could want uniform to compensate for low -esteem (-) Could create problems through inaction or responding too slowly in a crisis Specific background information/events to substantiate or support a deficit in the above trait: ➢ Described by others as being self -doubting, lacking in goals and having narrow interests ➢ History of being much more of a follower rather than a leader ➢ Described by others as being overly dependent on guidance and direction from others ➢ ick vfpardcipation-to-further-schooling,'r-aininger-activitiesAo_improve-one'-s-self ➢ During application process, has to be reminded or assisted in getting things done right ➢ Does not present as very motivated or enthusiastic about job ➢ History of giving up on things quickly (school, training, job, sports, etc.) ➢ Appears to accept mediocrity (just get by) vs. strive for excellence ➢ Mostly wants job for financial security City of Miami PD Proposal Page 108 of 144 Essential Job Deficit: Lack of Conscientiousness Negative behaviors expected when an applicant DOES demonstrate a deficit in the above trait (-) Lax about responsibilities and obligations (-) Unreliable team member (-) Difficulty meeting deadlines (-) Frequently late to appointments or other events (-) Unwilling to go the "extra mile" when needed (-) Avoids or resents demands of others (-) Inattention to details (-) Seems to be disorganized or misplaces things (-) Easily distracted or frustrated (-) Does just what is necessary to get by (-) Mistake prone or careless (-) Relies on others to be reminded of responsibilities (-) May be viewed as lazy or unproductive Sraecific background information/events to substantiate or support a deficit in the above ➢ Job application contains mistakes or evidence of carelessness ➢ Late to required appointments without a good reason ➢ Slow to provide documents or other information ➢ Below or very average grades in school ➢ Ignores or does not pay close attention to directions ➢ Poor credit rating or pays routine bills late Counseled at a job for being late or absent too much ➢ Counseled at a job for careless mistakes ➢ History of not finishing what they start (school, job training, sports, etc.) ➢ Inattention to obvious spelling or grammatical errors ➢ Seems to lack motivation to excel at things ➢ History lacks many achievements, difficult accomplishments or special honors ➢ Described by others or co-workers as very average or needing prodding to get things done ➢ Might ignore or not pay close attention to instructions or directions City of Miami PD Proposal Page 109 of 144 Essential Job Deficit: Lack of Communication Skills Negative behaviors expected when an applicant DOES demonstrate a deficit in the above trait (-) Uncommunicative or extremely reserved demeanor (-) Avoids group interactions where spealdng is required (-) Has difficulty expressing ideas and thoughts (-) Verbal fluency is poor Specific background information/events to substantiate or support a deficit in the above trait ➢ History suggests preference for jobs and activities where interaction with others is limited ➢ Could be excessively shy or quiet during interview process ➢ Gives very brief answers to questions and trouble elaborating on responses ➢ Speech pattern may be halting, uneven or stutter is noticeable ➢ Limited social relationships and hard to get to know person ➢ Unusually nervous or uncomfortable when interacting with others ➢ History suggests limited ability to reach out to a support group during times of stress _---➢---Difficult-to-understancLp-=-cm_s verbalizations ➢ English language deficiency or heavy accent City of Miami PD Proposal Page 110 of 144 Essential Job Deficit: Lack of Readiness for Position Neeative behaviors expected when an applicant DOES demonstrate a deficit in the above trait (-) Seems immature or still "growing up" (-) May over-estimate their abilities or lack insight due to inexperience (-) Unsophisticated or idealistic about job (-) In a hurry to prove their self-worth to others (-) 0 -1 -rent capacity for great amounts of responsibility seems limited (-) May have parents or others prematurely pushing them to the job Specific backeround infornoation/events to substantiate or support a deficit in the above trait ➢ Little or no job experience A Has held mostly part-time jobs with limited responsibilities P Has essentially been in school or another sheltered environment ? Answers many questions with "boiler plate" responses such as "I always wanted to be a Police Officer since I was little" with little elaboration beyond standard answer ➢--Presents-as-&v�l}� eage-r-0rm�bout-iangErs of the j ob ➢ Does not seem to understand the responsibilities or demands of the job > Seems to overly identify with the profession and tries to "hang out" with those already on the job ➢ Presents as wanting j ob more for security/financial reasons vs. true motivation to excel on j ob ➢ History does not reveal many achievements or overcoming difficulties ➢ Seems to feel entitled to job vs. earning the job through hard work ➢ General demeanor currently appears more suited for a non -sworn position City of Miami PD Proposal Part B & C Counseling and Training Programs For Sworn and Non -Sworn MPD Employees Page 111 of 144 City of Miami PD Proposal DEMONSTRATED EXPERTISE IN PROVISION OF PSYCHOLOGICAL COUNSELING SERVICES TO LAW ENFORCEMENT CLIENTS Page 112 of 144 Law Enforcement Psychological and Counseling Associates, Inc. is an expert and has provided most successfully all the wmrvic es described in Part B of the Psychological Services proposal. We provide on an average over 2,000 direct cotimseling hours per year to law enforcement clients and their families. In adcEtion, we are experts in critical incident debriefings rad provide thea, for most dep s *= wi t, -Bad.- Cb -=,y. In . ,, mr firm m devoted much of its existence and energy in the development and provision of counseling and training services to law enforcement clients. deur innovative and pro -active approach to this task is well known within the police community. The uniqueness of law enforcement consultation makes it necessary for the provider to be multi -faceted. The vast majority of times counseling of officers occurs in a crisis setting where in e. brief period the counselor may make critical therapeutic decisions and might elicit numerous other professional resources. Often, effectively treating an officer means treating the family unit as well as managing any work related problems he or she may be having Typically, counseling mist be shor<-L—an and ge towards osis rwoaafi= However, thmme are casco where long- term therapy must occur and the counselor must have the capacity to provide uF-depth therapy. Given the persons and cynical shield offices often projec , the counselor who works with officers must be comfortable confronting and working through very quickly patterns of officer resistance to counseling. It is a ly impor-teat the the counselor understarids the psychological world that a police officer exists in and the resultant stressors on him or her. Without such knowledge and programs designed specifically for law enforcement officers, counseling services for police officers are MaAy doomed to failure and under utilization. Our firm's delivery of psychological services are conducted in a manner which acknowledges and addresses the above concerns. Our staff is made up of specialists who bring unique expertise in various dimensions of +reatm Our staff is multi-ethnic, experienced in handling law enforcement clients and together can offer virtually every type of mental health intervention and treatment for officers m need. We have also added unique services such as pain management and accupressure since officers seem to exhibit stress related ailments such as muscle tension and headaches more tia= the general public. Lastly, our consultant psychiatrists have been working with us for some time and has been able to effectively coordinate psychiatric evaluation and medication needs with our staff. City of Miami PD Proposal Page 113 of 144 1'111 4V 19 As 1495 1 r - IS 1 NX93%.U0103131 ':9FIVIIA yet 18R, 401,11alky W Law Enforcement Psychological and Counseling Associates, Inc. have been exclusive full- time law enforcement conauhanta for the past-irty-one years. Our services to law enforcement Agencies have -been most extensive on a local, statewide and even national level Many of our programs and services have been utilized as model law enforcement programs throughout the country and in 1983 Law enforcement Psychological and Counseling Associates, Inc. was featured on the 20/20 news program for their innovative work with South Florida law enforcement agencies. Below is just a sample of various experiences our film has .had to date., 1. L 1W Enforcement Psychalogical and Counseling Associates, Inc. has developed, set 2. Law Enforcement Psychological and Counseling Associates, Inc. continues to Ii . • - • :, a -�f.�s : r e •t +� • , a..a.•• ♦ / :.pu �f .. :r1 • e . 1 : • • . r 3. Law Enforcement Psyc holo, al and Counseling Associates, Inc. has developed the Florida state cid training program for stress man sgemeut smzuaars for Florida law enforcement agencies. Law Enforcement Psychological and Counseling Associates, Inc.'s Crisis Irate vection training was also adopted as the state certified program and in the late 70's this program received much acclaim. 4. Law Enforcement Psychological and Counseling Associates, Inc. provides post- traumatic incident cling for several local and atatewide police agencies. Members of the firm have conducted numerous training workshops in this area. Life • • : M • w N7 .,1 • / 1 ' f •: IIH i'1 It ' i It �N f' :+i•�• !•• t ' /. / • t NI City of Miami PD Proposal Page 114 of 144 6. We have been called upon to conduct numerous evaluations involving veteran officers for several law enforcement ages including the U.S. Customs Department, D.E.A., F.B.I., Coral Gables Police Department, Hollywood Police Department, Florida Highway Patrol and many others. 7. In 1981, LAW Enforcement Psychological and Counseling Associates, Inc. de,rdloped guidelines for the F mute Depart of Law Enforcement for statewide in of standards for psychological axeening of police applicants. 8.. Law Eaforr,�nent Psychological and Counseling Anodates, Inc. wod:ed as a f ! : •; , t 1. i, J I • i, :.a a :a .: . H . N N t i foist ° • d a • • .a is • • ! V 'a: a 1 *6., wu . Ia: a a,a •, t.a •, �n.a.a . ' 'su+a ' :,a -a . • i v :.: ,a &IIV to 9. Law Enforcement Psychological and Counseling Associates, Inc. has conduce MU, Isa ., ..al. >,. q :,, _«►: .0 u: _ . ,a s ai as c .-e•.:.o Hostage Negotiation Team. etc. 10. Law Enforcement Psychological and Comme-ling Associates, Inc. has developed a stable and experienced muid-edmic professional staff aL of whore have extensive ecce with law enforcement clients. 11. Law Enforcement Psychological and Counseling Assomates, Inc. is utilized on an as needed basis by virtually every area law enforcement agency. City of Miami PD Proposal PREVENTION/REFERRAL Training and educational Programs such as stress workshops, alcohol, domestic violence aa : •, 'jo : ORGANMATIONAL CHART CITY OF MIAMI POLICE DEPARTMENT OFFICER ASSISTANCE PROGRAM CONFIDENTIAL TREATMENT/ COUNSELING SERVICES Comprehensive counseling and treatment modalities for individuals and family members (individual, alcohol, marital, relaxation training, referral to psychiatrist, etc.) . Critical incident debriefings for any officer involved in a. shooting or traumatic event Page :115 of 144 ky-061110RIN Meetings and interaction with command staff at,, ,, -: , -,• • a a : Rookie counseling program Counseling for Early Warning list Ongoing relationships aad�cti re€er a� vrita,assigne tlf— -- to the program, the Commander of the Personnel Unit Sergeants training on referral techniques Contact and referrals from FOP Contact and referrals from Health Services Unit In-patient referral and coordination when required (e.g. alcohol, severe deptession) Periodic briefing of Chief of Police on status of the program and relevant observations Fit runes for duty policy (outside source) City of Miami PD Proposal Page 116 of 144 SAMPLE LIST OF MUNICIPALIM UTH1ZING SPECIAL= PSYCHOLOGICAL COUNSELING SERVICES OF LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC. City of Miami Police Department Hialeah Police Department Coral Gables Police Department North Vaami Beach Police Departramt North Miami Miam Beach Police Deparimmt Florida Highway Patrol FSI US Customs --0pa4 Police-Departm t ---- goy nasi Polic—e Deeps,. t t South Miami Police Department Hollywood Police Department Numerous other area departs on Ls. needed basis City of Miami PD Proposal CRITICAL INCIDENT DEBRIEFING . Page 117 of 144 A Critical Incident Debriefing (CID) is a specialized counseling session utilized with Public Safety Officers who have experienced an unusual, abnormal or potentially traumatic job-related event. Typically, Officers are most often referred for this service after discharging their firearm in the performance of their duties. However, any event viewed as traumatic by a supervisor or the affected Officer may warrant referral. For example, an Officer responding to the scene of a murdered child can have serious emotional repercussions for particular Officers. In many medium to large sized agencies, the CID program is a part of comprehensive EAP services. The majority of Officers responding to abnormal or traumatic events only require 1-2 sessions to resolve or deal with their emotional reactions. For these Officers, the CID counseling is more of an educational and preventive session vs. an in-depth therapeutic intervention. Nevertheless, for a minority of Officers the referral event can trigger more severe and long lasting emotional reactions and can develop into Post -Traumatic Stress Disorder (PTSD). These Officers require more intensive longer-term counseling in order to manage their symptoms, which could include depression, anxiety, sleep disturbance, irritability, slowed motor skills, inability to concentrate and intrusive thoughts or flashbacks of the event. To complicate matters, often times the symptoms of PTSD do not manifest themselves until several weeks or mon a er e event. ere ore, education of all Officers involved in a critical event about PTSD and what should be considered "normal" vs. "abnormal" reactions to an event is extremely important. The following are the recommended practical considerations in an agency's creation of an effective policy for a CID. 1. A CID is conducted for the benefit of the Officer and is not a formal Fitness for Duty Evaluation (FFDE) or to be used as part of any investigation into the critical event. 2. To avoid the fear of stigmatizing any individual Officer as "weak," all Officers experiencing or exposed to a potential traumatic event should be mandated to an initial CID session. It should be the shift Commander's responsibility to verify that a referral has been made. 3. Except in an emergency circumstance, CD's are to take place at the psychological consultant's office. It is important that the CID occur no later than 24-48 hours after the event. Many agencies remove the Officer(s) from their usual duties, at least until the CID is concluded. 4. A CID should be considered a confidential professional service and other than verifying an Officer's attendance, the consultant will not provide further information to anyone except as specified below. City of Miami PD Proposal Page 118 of 144 It is assumed an Officer is fit for duty after a critical event, unless the following scenario occurs. If during a CID it becomes apparent to the psychologist that the Officer is experiencing acute or incapacitating symptoms, then the psychologist will explain to the Officer the need for his/her removal from their usual job duties and the necessity for further treatment. The psychologist typically with the Officer present will immediately contact by phone a designated agency Commander to inform them of the situation. The psychologist will discuss and coordinate with the Commander the specific actions that are being recommended before release of the Officer back to full duties. As previously stated, for the great majority of Officers the CID is more of a required educational session and removal of Officers from their routine job duties is the exception vs. the rule. City of Miami PD Proposal Brochure Cover J,, OFFICER ASSISTANCE PROGRAM (OAP) City of Miami Police Department Page 119 of 144 City of Miami PD Proposal Welcome to the Employee Assistance Program Page 120 of 144 As an employee of the Miami Police Department serving and protecting the City of Miami community, you and your family members may face many challenges and stressful situations. These challenges, at times, may result in personal difficulties, conflict in relationships and quite possibly job dissatisfaction and performance issues. As a benefit of your employment, the Miami Police Department offers a confidential Officer Assistance Program (OAP) specifically designed to meet and address the needs of sworn and non-swom employee, their spouse/ significant other, and dependents. Law Enforcement Psychological and Counseling Associates provide a comprehensive range of mental health services available as part of the OAP. This finn has particular expertise with law enforcement and has successfully provided services to law enforcement clients for a number of years. Its diverse staff is specially trained to address mental health and wellness issues in a private and confidential setting. We hope that you will take advantage of these services in an effort to promote and achieve a more fulfilling personal, family and career life, Appointments Sworn andnon-swo_m-dep enf employe— es, -their pouse,—or-significant-oth-, anld - dependents will be eligible for a total of (6) free visits annually per family, individual or combination of both. Under special circumstances and need, additional free sessions may be offered, Appointments with an OAP professional may be scheduled by contacting the OAP office at (305) 442-8800 EXT 105 between 9:00am and 4:00pm. This contact may be made directly by the employee or family members and notification to or permission from a supervisor is not necessary or recommended. If an emergency situation exists, please contact 9-1-1 as necessary or go to the nearest emergency room or hospital. During OAP non -business hours, if you have concerns or would like to consult with an on call psychologist you may call the regular OAP phone number and a recording will prompt you with directions. Services The EAP/OAP offers a full range of short-term counseling services available in a centrally located Miami -Dade County location. This office is private and not part of any City of Miami facility. Services are conducted at: Law Enforcement Psychological and Counseling Associates, Inc. 7925 NW 12th Street, Suite 301 Miami, FL 33126 City of Miami PD Proposal General Individual Counseling Services Page 121 of 144 This service provides crisis intervention, short-term counseling and treatment for those who may be experiencing mental health concerns from a wide range of sources including: depression, anxiety, job dissatisfaction, or other such problems associated with stressful life events. Stress Management Services This specialized service offers assessment and treatment of stress related disorders, including panic attacks, generalized anxiety disorder, headaches, musculoskeletal pain, TMJ syndrome, gastrointestinal symptoms, and "stress" associated with chronic disease. Treatment techniques include progressive muscle relaxation, cognitive therapy, assertiveness and interpersonal skills training, and lifestyle modification. Marriage/Family Counseling Services This family-oriented service provides consultation, counseling and intervention to those members experiencing marital/couple disharmony, parent-child relationship problems, divorce issues sexual difficulties and /or family violence. ChiId/Adolescent Counseling Services Providing comprehensive evaluation and treatment for youths ages 2 to 18 years, this service offers individual, family and group interventions, parent counseling, school consultation, pyscho educational testing, psychological testing and medication evaluation. Addictions Assessment and Referral Service This service provides evaluation, consultation, treatment referral for individuals with alcohol or other substance use problems. If referral to a specialized facility for such services is necessary, then OAP will coordinate such services and the employee will be given an opportunity to complete such treatment per departmental policy. Psychiatric Evaluation This service provides psychiatric evaluation and pharmacologic (medication) intervention as necessary in conjunction with other OAP services. City of Miami PD Proposal Confidentiality Page 122 of 144 The OAP will guarantee strict standards of privacy, privilege, and confidentiality according to State and Federal guidelines. Neither the City of Miami nor the Miami Police Department will have access to OAP files or records. The only involuntary waiver of confidentiality will occur in the extreme instance where a client has shown evidence of clear and imminent danger to self or others, Under Florida law, child and/or elder abuse, as well as, incidents of domestic violence where a child was a witness to the event, must also be reported to State Human Resources Department. No Fee For Service As indicated, all sworn and non -sworn employees of the department, their immediate family or significant other will be eligible for a total of six (6), combined, free visits. annually. These visits will be billed in a confidential manner to the Miami Police Department. At no time will an employee's (or family members') name appear on invoices sent to the Miami Police Department, Questions ? In the event of any questions regarding specific services o ere ,pease ee ee t contact the OAP office at (305) 442-8800. Remember, no personal problem or question should be considered unimportant or silly. City of Miami PD Proposal CLIENT INFORMATION Page 123 of 144 This provides some basic information about psychological treatment. Please read and sign at the bottom to indicate that you have reviewed this information. LENGTH OF TREATMENT: Counseling typically involves weekly sessions, usually 50 minutes in length. Duration of treatment varies depending on the nature of the problem and your individual needs. However, the goal of the program is short-term counseling which usually involves six (6) sessions or less. CONFIDENTIALITY: Information shared with a therapist is kept strictly confidential and is not disclosed without your written permission. However, confidentiality is not guaranteed in cases of (a) danger to yourself or others (e.g., homicide or suicide), or (b) situations in which children or the elderly are endangered (e.g., sexual or physical abuse or neglect). Consultation with the head psychologist, Dr. Mark Axelberd, or another staff psychologist may be done on an as needed basis in order to facilitate case management and treatment planning. FEE: All services through the Officer Assistance Program are free of charge. No names of service users are provided to the City during billing. hMEKI h.NUj_b6: We maintain 24-hour availability should an emergency occur. In such a case, please call the normal office number 305-442-8800 and instructions will be provided on how to reach the on-call therapist. PHYSICIAN CONTACT: Physical and psychological symptoms often interact, and we encourage you to seek medical consultation if warranted. In addition, medication may sometimes be helpful for psychological problems. When appropriate, referral for psychiatric consultation can be arranged. EXPERT WITNESS SERVICES: This counseling program is a special benefit by the City for police department employees and their family members. Program staff will not provide expert witness testimony for program participants. If you are involved in current or anticipated litigation and may require expert psychological testimony, such services must be received from an independent psychologist not connected to this City sponsored program. If you have any questions about this policy, please let your counselor know immediately. FREEDOM TO WITHDRAW: You have the right to end therapy at any time. If you wish, your counselor will provide you with the names of other qualified therapists. INFORMED CONSENT: I have read and understood the preceding statements, and agree to begin treatment through the Officer Assistance Program. Should you have further questions about treatment, please be sure to ask your treating counselor. Signature: Date: (Guardian or Parent signs for minor) City of Miami PD Proposal Patient: Address: Zip Code: Employer: Relationship to Patient: Emergency Contact: Phone: HAVE YOU EVER BEEN TO A THERAPIST BEFORE? If Yes (Focus of Therapy): GENERAL CLIENT INFORMATION Date: D.O.B. _/_/ SS#: Apt. City: Phone(s): Home or Cell Address: Present Medication(s): Serious Illness/Disabilities/Hospitalizations: Reason for Making Appointment Today: Yes No Family Doctor: Phone: MAY WE CALL YOU IF NEEDED AT: Work: Yes No — SOURCE OF REFERRAL TO US: Page 124 of 144 Work Relationship: Home: Yes No City of Miami PD Proposal Page 125 of 144 LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, INC. PRIVACY POLICY It is the policy of our practice that all staff preserve the integrity and confidentiality of protected health information (PHI) pertaining to our clients. The purpose of this policy is to ensure that our practice and its staff have the necessary medical and/or PHI to provide the highest quality mental health care possible while protecting the confidentiality of the PHI of our clients to the highest degree possible. Clients should not fear about providing information to our practice and its staff for purposes of treatment. To that end, our practice and its staff will – Adhere to the standards set forth in the Notice of Privacy Practices. Collect, use and disclose PHI only in conformance with state and federal laws and current covenants and/or authorizations, as appropriate. Our practice and its staff will not use or disclose PHI for uses outside of treatment purposes. Recognize that PHI collected about clients must be accurate, timely, complete, and available when needed. Our practice and staff Will – Implement reasonable measures to protect the integrity of all PHI maintained about clients. Recognize that clients have a right to privacy. Our practice and staff will respect the client's individual dignity at all times. Our practice and its staff will respect the client's privacy to the extent consistent with providing the highest quality care possible and with the efficient administration of the mental health office. Act as responsible information stewards and treat all PHI as sensitive and confidential. Consequently, our practice and staff will – Treat all PHI data as confidential in accordance with professional ethics, accreditation, standards, and legal requirements. Not disclose PHI data unless the client (or his or her authorized representative) has properly consente to or au ooze the — release, or law otherwise authorizes the release. Recognize that, although our practice `owns" the psychological record, the client has a right to inspect and obtain a copy of his/her PHI. In addition clients have a right to request an amendment to his/her psychological record if he/she believes his/her information is inaccurate or incomplete. Our practice and staff will – Permit clients access to their mental health records when their written requests are approved by our practice. If we deny such requests, we will inform the clients that they may request a review of our denial. In such cases, we will have an on-site health care professional review the client's appeals. Provide clients an opportunity to request the correction of inaccurate or incomplete PHI in their records in accordance with the law and professional standards. All staff of our practice will adhere to any restrictions concerning the use or disclosure of PHI that clients have requested and have been approved by our practice, All staff of our practice must adhere to this policy. Our practice will not tolerate violations of this policy. Violation of this policy is grounds for disciplinary action, up to and including termination of employment and criminal or professional sanctions in accordance with our practice's personnel rules and regulations. Our practice may change this privacy policy in the future. Any changes will be effective upon the release of a revised privacy policy and will be made available to clients upon request. If you would like a copy of this policy, please request one and a copy will be given to you. I have read the above. _.'Signature Print Name / Date Monday 9:00 - %4s UMODUCITON: 945 -11:45 DEALING WITH CONWULS JIVE BMIAVIORS: 11:45-1:00 LUNCH 1:00-4:30 Fr NESS ASSESSMENT EVALUATION: Tu mday 9:00 -12:00 POLICERAMILY STRESS: 12:00 - L-00 LUNCH 1:00 - 4:30 S'11tM MANAGEMENT &. RELA.XAnON WOREMOPTOf BE 13E —AT THE: f 400 N_w_ 2 Avenue Wihd.floor), Mimi, FL MIAMI POL17 DEPARTMENT srRW.'S WO* RKSHOP 9.,00-1,' ANGER 12:00-1:0 LUNCH 1:00 - 4:30 PHYSICA) FITNESS-. Thumsd,ay 9:00-11:00 NUTRITION: 11mr-1:100 CONFLICT RESOLUTION ISSUES AFFECTING . STRESS MANAGEMENT AND COPING SKULLS -- 1:00 1:00 - 2:00 LUNCH 2:00-4:30 JOHARI WINDOW: Friday 9.00-11-00 HEALTH FPS: 1 L-00 -1:00 FINAL. EXAM & ORADLIA�TION IV W To N O� O M F-+ A City of Miami PD Proposal Appendix- I Reference Letters Page 127 of 144 City of Miami PD Proposal utectra Thaodoridus-Bustle Ex1rquilve Page 128 of 144 cuxxlie Ctht Zill biccou-M= AU611"y PaneW x1ax-lizk 29,00 Apal2chae Pozkway. HIGHWAY SAFETIOD MOTOR VERChi al Vwz=lal OfficatCLU Talbahassee. Florjda S2 8S-0$09 V* Commissioner of Agriculture Junt 27,20M. S'Ubject: Spryjc6s Provided tb the Florida Highwziy Patrol Dear Sim: purpose ose pf thi� -Iett0_t it 16 �bfidg U your Att"ijbn -1he -butt*t di service thit Law p Ing Enforcement P,syr1holaViczlin'd'Cmmtedih9 4wcWtes.(LERCA)., has-pr6Vidd. the Florida Highway Patrol. Over the past twelve years, as the Background lnvestlg-atlon Coordinator, I have had direct experience with the *or C9 :staff y! ''s:proAed by LEPCA. I .have tc irW the- #, ff 1cs be very P.roifenional and helpful. They. allowed our baC*grdu'nd.1nve54ators, direct access tathe psychologists for questions, concerns or 61aeffications. I ha.4found.that this 06rsonaLt*nt41ct end expellent c�a onw -service. has �hecpsdrse df the background investigation. This Information exchange flowsboth ways, with the background investigator requesting areas -al P:^' Gems tb bie"Eiddres.sed or'issue6 to Na -further investigated, One of the most p ' ppular services provided by L�EPq,�, is their Wabsite. The background investigators have found lhil the abjfflty"to' sth6dLda.-.:and rdffifeev� ft cornpleed re "ort directly has been a great innovation. This also cuts down -on -the clerical Issues of copying, rnEffling and distributing the. repprt and also 11"Ifows1dr timely notification of results. It is my detsine that tide tift e -WorkirQ. relndho thtt vie. tha.M, LEPCA cori'UnU4. It is- without hesitation that I would, fec'.6 Mift"rid LEPC�, t0 *r ptyohp1o&W .dlcreeirflng, 0T.:ap*p'­IJq* ' ants for employment. If you have any further questions, please -feel free -#.o contact me -at 650-:617-2311. Sincerety, In. �Zr`^- Captain Goorgp M. GroOts Bt6kgraund Inves-UgEdon Coordinator Florida Highway Patrol samce , integrity - ekWi*V Pratrrsianelistrr Imovation - ExciYence - City of Miami PD Proposal Chadwick E. VNper Chief of Folia Page 129 of 144 CITY of HOLLYWOOD, FLORIDA June 96, 2009 POLICE DEPARTMENT & 3250 HOLLYWOOD aOULEVAM • T111 JR21-00 ii Leading Force in I'rofrulana! Iaw E�tfanrement" Aecredircd by The C ==1"ion for Florid: Law Enfbr=mcnr Merecileazion Sheriff AI Lambert! Broward Sheriffs Office 2601 W. Broward Blvd. Fora Lauderdale, FL 33 RE: Law Enforcement Psychological & Counseling Associates, Inc. -------i3e8f Shet7f{ Lani�ert� It has come to my attention that you are interested in utilizing the services of Law Enforcement Psychological & Counseling Associates, Inc. The Hollywood Police Department has contracted with Law Enforcement Psychological & Counseling Associates, Inc. for the past 12 years, and I am extremely pleased with the one—on-one counseling services they provide to our agency. Low Enforcement Psychological & Counseling Assodates, Inc. are always available when we call upon them, and I find their results to be extremely accurate and beneficial In assisting us to screen and hire the best qualified applicants. Additionally, they are invaluable In helping us understand officer behavior while In training and throughout their careers. it is without reservation that I support Law Enforcement Psychological &. Counseling Services; they would be a valuable asset to the Broward Sheriffs Office. If you have any questions, please feel free to contact me at 954-967-4300. Sincerely, CHADWICK E. GNER Chief of Police CWres y Hollywood oar Mini= We ue dedin=d ro PwVW1q muniriprl 9"1= for our divers eommuniry are in en ==phormpe4rion..au car and M#%41 • + , . , rn_, „reniov t bitch quality of lift, City of u i Proposal The City of Coral Gables :-ice. i.^ �Y•: Police Department 2801 SALLEDO STREET CORAL GABLES, FLORIDA 33134 July 23, 2009 To Whom It May Concern: Page 130 of 144 Af elbe. and Associates have been. providing their services for the Employee Assistance Program (EAP) for the Coral Gables Police Department for many years. - The officers and family members assisted by this group are immeasurable. They'" been -.responsive, thorough., and - --most-impor#an#�; -have-c��t�e-officer-s-in-e-confideirtiaLmaniie�. ____ As you consider Axelberd and Associa-tes to provide services for yomr departent, I can say without a doubt that you will be both well served and completely satisfied with the performance, but most importantly, the officers and employees will yield life changing positive results by their counseling services. If I may provide further information, or assist in this decision; please do not hesitate to contact me at (305) 460-5447. Sincerely&rm 4. I Hud r. Division EJHImq `efNNAk �e Q IEI % FOLK• POLICE EXECIJrNE City of Miami PD Proposal Julio Robaina Mayor Carlos Hernandez Council President Jose Yedra Council Vice President July 25, 2009 To whom it may concern: City of Hialeah Page 131 OEWil Members Jose F. Caragol Vivian Casals-Mu$oz Katharine E. Cue Isis Garcia -Martinez Luis Gonzalez For the last seven years, the City of Hialeah has retained the services of Dr. Mark Axelberd, from Law Enforcement Psychological, to conduct the City's Employee Assistance Program. Dr. Axelberd has played a vital role in the success of the City's Program. His professionalism and expertise have been a great asset to the employees, many of whom have taken time to share their comments with me regarding the excellent service they have received. _ I recommend Dr. Axelberd without reservation, and I am confident that he will be an asset to any company or municipality at retains is services. In the event that you wish to further discuss my recommendation, please do not hesitate to contact me at (305) 883-8052. • Respectfully, R ael E. Granado, City Clerk Raul L. Martinez Government Center 501 Palm Avenue, Hialeah, Florida 33010-4719 - Telephone (305) 883-8050 Affirmative Action and Equal Opportunity Employer Nondiscrimination on the Basis of Handicap L'-1 -LA .....• City of Miami PD Proposal July 10, 2009 To Whom It May Concern: Page 132 of 144 It is with great pleasure that I write this letter of support for Law Enforcement Psychological and Counseling Associates, Inc (LEPCA). As a former Lieutenant overseeing personnel selection with a medium size police department in Broward County, where I recently retired after 25 years of service, I worked very closely with LEPCA and greatly valued the services they provide. During my work with the selections process and background investigations, I became immediately aware that the system requires the cooperation of many different parts. As a result, efficiency is paramount and time is of the essence. LEPCA developed a website with numerous advantages for departments in consideration of these needs. Background investigators have the ability to schedule appointments for applicants at any time, as well as access final reports and an applicant's self-reported background questionnaire within 24 hours of evaluation. The final report is very professional, specialized, and efFiciert, providing departments with a valuable tool for investigations. Of great significance, I have found their reports very accurate and typically "right on the money". In addition, LEPCA provides access to supplementary - ' format�tes- it��€ieid,-and-a�e�ert-In�preta�ion-Ma��al-f�-added�ssistance_-in�he --- comprehensive use of the screening report. Most importantly, representatives of LEPCA are remarkably receptive and always available for consultation regarding applicant files, to answer questions, and to provide the department with requested information. They maintain a commitment to staying ahead of the curve when it comes to pre-employment psychological screening, and they are quick to inform departments of current topics and items for consideration. Lastly, LEPCA is very responsive to research needs, providing historical data of the department's applicants, as well as an overview of state, county, and local data. I recommend LEPCA without reservation and have full confidence that they will provide state of the art services and consultation to any department who chooses to utilize their services. Should you have any further questions, please do not hesitate to contact me. (954-673-4182) Sincerely, WwpwX. 3a Wayne K. Boulier City of Miami PD Proposal Appendix- II Licenses and Insurance Page 133 of 144 I Q MIAMI-DADE COUNTY 2008 LOCAL USINESS TAX RECEIPT 2009 FIRST-CLASS TAX COLLECTOR MIAMI -DADS OUNTY -STATE OF FLORIDA U.S. POSTAGE 140 W. FLAGLER ST. EXPI ES SEPT. 30, 2009 PAID 14th FLOOR MUST BE DISP Y ED AT PLACE OF BUSINESS MIAMI, R MIAMI, FL 33130 pURSUANi TO COU J1 CODE GRAFTER eA - ART. 9 10 PERMIT M0.231 i TIIIS IS 0 A BILCDO NOT PAY 030563-1 BUSINESS NAME / LOCATION RECEIPT NO. i�3I 156 —1 LAW ENFORCEMENT PSYCHOLOGIAL AND COUNCELING ASSOCIATES NC 792 NW 12 ST :301 :3: — 126 UNIN DADE COUNTY OWNER INC SOC.ty � O} BLLf 212 COtdSUL ANT TNIB IS ONLY A LOCAL TIMIT'T. E [10 ES NOTTHE OOEII NOT P VIOLATE VIOLATE ANY E]UBfINO On REOUTATONY Exmnm on OnzoningLAWaof HE counrY on cima. Non DO NOT FORWARD D O E B I T E R E Y p Tit E LAW ENIFORCENE T PSYCHOLOGICAL Y1T OH RECEIPT p F IT U I r aTT ANY DT'IEn AND CUUhdC;ELIhIt ASSOCIATES INC ITEPEn NOT AI CEn"r ATION OF 7925 NW 123 ST _01 nIE +IOLDEn s OUALIF+CA- 11 I A M I FL 12 TRIN. TVIYMENT nECE1VED U~-OAOE COUNTY TAR COuxC7011: 07/14/200s 60070000331 00-0010.00 i SEE OTNER SIDE 5 -2009 LOCAL BUSINESS TAX' :FSE CEIPT CITY OF DORAL, FLORIDA x, 8360 Northwest 53" Street, Suite 20 DoraI,,:F1qrida 33166 1 (305) 6b3-6725 W Afleb?,4 W .AN 02OW LJ LASED TO iiNG SEPTEMB R 3 IN-All F` LLOV. +2 V .V n 1 ";FNFORCF.ME14T::PSYCHOLOGICALAND -,(jIJWSF -SOMTES. IN'C""4. - - :.AS F". 3900`NW '­­..'. iiAVENUE UNIT`726 bbkA�: -F ORI DA '.331 66 OPFICEUSE-ONLY. Chief, Lice Ing Official 1W%WwNW:53rd Strdet, ulte"206. [)oral od a • www.citvofdOrii.com r 12005-1014 MACHINES: . SEATS: STATE- LICA EMPLOYEESk LICENSE FEE: $3000 • Fax 305-593-6768 in City of Miami PD Proposal AC#$ Q 13 3 71 STATE QF FLORIDA DEPARTMENT 0E HEALTH DIVISION OF MEDICAL QUALITY ASSURANCE DATE LICENSE NO. CONTROL NO. The PSYCYCLOGiST named below has met all requirements of the laws and rules of the state of Florida. Expiration Date: MAY -31,2010 MARK M AXELSERD 3900 NORTHWEST TM AVENUE SHITE 726 MIAMI, FL 33169 Page 136 of 144 �.►�i� lei. �iLJ, i`� Chards Crist Ana M. Viamonte Ras, M.O., M.P.H. GOVERNOR STATE SURGEON GENERAL., DISPLAY IF REQUIRED BY LAW City of Miami PD Proposal Page 137 of 144 i ACAB 0 2 4.,6 9 3 : '8jA7E-0,RFLQ'-•1b'A DEPOTtVtEt`i ` 0 tISALTH DIVISION OK MEDidAL dgAL�y 4 S"gR�1MCE DATE LICENSE NO. %GONTRON0. 03123/1008 Py 7198 9a5s9 The PSYCHOLOGIST named below has met all requirements of the lacus and rules of the stats of Florida. Expiration Date: ' MAY 31, 2010 BRIAN -LAWRENCE MANGAN ' 3900 NW 79TH AVE SUrrE 726 MIAMI, FL 33166 ' UNITED STATES Chadle Crist Ana M. Viamonte.Ros,'M.D..., M.P.H. GOVERNOR ;; STATE SURGEON GENERAL DISPLAY IF REQUIRED BY LAW , U Acm- 01-08-68 ; f' • STATE OF FLORIDA DEPARTMENT OF WEALTH DIVISIO� OF MEDICAL QUAL.iTY ASSURANCE DATE LICIENSE NO. CONTROL NO. 05/0612008 f Florida. PY 6942 18425 The PSYCHOLOGIST named below has met all requi ements of thea laws and rules of the state f Florida. Expiration Date: MAY 31 2010 CHRISTINE JEAN FAMILY RESOURCE CENTER O SOUT 155 SOUTH MIAMI AVE SUITE 4 0 MIAMI. FL 33930 UNITED STATES Chariie Crist GOVERNOR r Ana M. Viarnonte Ros, M.D., WPM. STATE SURGEON GENERAL DISPLAY IF REQUIRED BY LAW City of Miami PD Proposal Page 139 of 144 AC#$ 014 2 8 0 STATE -OF FLORIDA DEPARTMENT OF.1iF,. rie DIVISION OF MEDICAL QUA((( ASSUR4.r.%;t_ DATE -LICENSE NO...' 'CONI' tOL NO. 05/0112008 PY 7440 48685 The PSYCHOLOGIST named below has met all requhments of Ow laws and rules of the state of Florida. Expiration Date; MAY 31, 2010 { USA GONZALEZ-,LPIZAR 3200 NW 76TH AVENUE SUITE #726 — i MIAMI, FL 33136 t . r i Charlie Crist -Ana M. Vlamonte Ros, M.D., M.P.H. GOVERNOR STATE SURGEON GENERAL DISPLAY IF REQUIRED BY LAW FA r City of Miami PD Proposal Page 140 of 144 AC#3•0 310 34 STATE •O'F'-FLOFZIDA DEPARTMENT OE -W�LTH- DIVISION OF MEDICAL QUAI:iTY' .A§Shc&z�►Nef DATE LICENSE N0: 06103=08 PY 2096 � ;` 20296 , The PSYCHOLOGIST named below has met all requirements of the Eaves and rules of ttxu stag o` FEc:id. Expiration Date: M' AY 31, 2010 LARRY DAVID C,p,PP 3900 NW 79 AVENUE P726 MIAM11 FL' 3Z"1166 GOVERNOR Kv IMP .STi Via DIJl=LAYIFP.EQ:il:EG ;13Y. --LA Y .:��' ,•�+y•,��. ';ice _._ r STATE of FLORA, °SPHEALTH-1-0343.0 3 _. �f. rr of BMWN OF MEDGAL QuA M AWL -RA ...... •: DATE ''' LICENSE NO. OE�3Rooe '�Z4l6 C0r`rfRO`?'tsJ.>"'^- ?a2O T�* PSYCF►p[ 061ST Mr* of ft ,lore and nice of the state of Field, •EA*k2n Dete: • WY 31,'2010 LAI RY DAVID CAPP r ' L9 -,Eh ,SEE SlGNA7UR>= City of Miami PD Proposal Page 141 of 144 DARWIN NATIONAL ASSURANCE COMPANY 4/2:9/OJr PsycholoProfeiona Liit Poli DTHIS A r, REFUEL * * * RENEWAL * * * NOTICE: A LOWER LIMIT OF LIABILITY APPLIES TO JUDGMENTS OR SETTLEMENTS WHEN THERE ARE ALLEGATIONS OF SEXUAL MISCONDUCT (SEE THE SPECIAL PROVISION "SEXUAL MISCONDUCT" IN THE POLICY). POLICY NO: 5010-4186 ITEM 1. (a) NAME AND ADDRESS OF INSURED: LAW ENFORCEMENT PSYCHOLOGICAL AND COUNSELING ASSOCIATES, IN( 7925 N.W.12TH STREET SUITE 301 MIAMI, FL 33126 ACCOUNTNO: FL—LAWE750-0 00213560 ITEM 1. (b) ADDITIONAL NAMED INSUREDS: MARK AXELBERD, PH.D. BRIAN MANGAN, PSY.D. LISA GONZALEZ-ALPIZAR TURMA.LINA LAU, PSY.D. TYPE OF ORG: CORPORATION CITY OF MIAMI POLICE MIAMI—DADE COUNTY STATE OF FLORIDA DEPARTMENT METRO POLICE DEPARTMENT FLORIDA HIGHWAY PATROL 400 NW 2ND AVE 111 ST MIAMI, FL 3,3128 MIAMI, FL 33128 TALLAHASSEE, FL 32399 Continued... ITEM 3. POLICY PERIOD; 10IA.M. STAND R TIME AT / THE ADDRESS OF THE INSURED STATED HEREIN: ITEM 4. LIMITS OF LIABILITY: (a) S 2,000,000 EACH WRONGFUL ACT OR SERIES OF CONTINUOUS, REPEATED OR INTERRELATED WRONGFUL ACTS OR OCCURRENCE (b) S 25,000 COSTS RELATED TO ANY SINGLE PROCEEDING (c) S 2,000,000 AGGREGATE, FOR ALL CLAIMS AND ALL PROCEEDINGS ITEM S. PREMIUM SCHEDULE: ITEM 6. ITEM 7, CLASSIFICATION NUMBER RATE ANNUAL PREMIUM PSYCHOLOGISTS 4 709.00 2,836.00 INDEPENDENT CONTRACTORS 9 23.00 207.00 DEFENSE LIMIT 75.00 CHARGE FOR CORPORATION 1 945.00 945.00 ADDITIONAL INSUREDS 6 200.00 L A N D L O R D S 1 15.00 15.00 RMOACTIVEDATE: 11/01/92 TOTAL PREMIUM: 4,278.00 EXTENDED REPORTING PERIOD ADDITIONAL PREMIUM (if exercised):S 7,487.00 NO DISCOUNT INCLUDED ITEM 8, POLICY FORMS AND ENDORSEMENTS ATTACHED TO THIS POLICY PRGE2000 (3/2006) PRGe1074 (5/2006) rtificanon �tatemensal Page 142 of 144 Please quote on this form, if applicable, net prices for the item(s) listed. Return signed original and retain a copy for your files. Prices should include all costs, including transportation to destination. The City reserves the right to accept or reject all or any part of this submission. Prices should be firm for a minimum of 120 days following the time set for closing of the submissions. In the event of errors in extension of totals, the unit prices shall govern in detemining the quoted prices. We (I) certify that we have read your solicitation, completed the necessary documents, and propose to furnish and deliver, F.O.B. DESTINATION, the items or services specified herein. The undersigned hereby certifies that neither the contractual party nor any of its principal owners or personnel have been convicted of any of the violations, or debarred or suspended as set in section 18-107 or Ordinance No, 12271. All exceptions to this submission have been documented in the section below (refer to paragraph and section). EXCEPTIONS: We (I) certify that any and all information contained in this submission is true; and we (1) further certify that this submission is made without prior understanding, agreement, or connection with any corp-oratior, = or_person _submitting�subrn;cc;nn fo_�th�s�me materials. su lies equipment, or service, and is in all respects fair and without collusion or fraud. We (I) agree to abide by all terms and conditions of this solicitation and certify that I am authored to sign this submission for the submitter, Please print the following and sign your name: SUPPLIER NAME: _Law Enforcement Psycholoizical and Counseling Associates, Inc. ADDRESS: 7925 NW 12t' St., Suite 301 Miami FL 33126 PHONE: 305-442-8800 FAX: 305-442-4469 EMAIL: maxelberd(aDaol.com BEEPER: Cell -954-471-8680 y0 SIGNED BY: _Mark Axelberd, Ph.D. TITLE: President DATE: 7/24/09 FAILURE TO COMPLETE, SIGN. AND RETURN THIS FORM SHALL DISQUALIFY THIS BID. City of Miami PD Proposal Certifications Page 143 of 144 Legal Name of Firm: Law Enforcement Psychological and Counseling Associates, Inc. Entity Type: Partnership, Sole Proprietorship, Corporation, etc. Corporation Year Established: 1977 Business Address: 7925 NW 12" St., Suite 3 01 City, State, and Zip Code: Miami, FL 33126 Telephone Number: 305-442-5800 Fax Number: 305-442-4469 E-mail Address: maxelberd@aol.com Office Location: City of Miami, Miami -Dade County, or Other City of Doral Occupational License Number: 2005-1014 Occupational License Issuing Agency: City of Doral Occupational License Expiration Date: 9109 Respondent certifies that (s) he has read and understood the provisions of City of Miami Ordinance No. 10032 (Section 18-105 of the City Code) pertaining to the implementation of a "First Source Hiring Agreement.": (Yes or No) Yes City of Miami PD Proposal Page 144 of 144 Do you expect to create new positions in your company in the event your company was awarded a Contract by the City? (Yes or No) Possibly but already performing the services as described in the RFP In the event your answer to question above is yes, how many new positions would you create to perform this work? Please list the title, rate of pay, summary of duties, number of positions, and expected length or duration of all new positions which might be created as a result of this award of a Contract. Will Subcontractor(s) be used? (Yes or No) Yes on a limited basis Service Total Contract Amount( which includes base term and renewal options): Psychological Screen6 yrs- $279,810 & $672,000 6yrs.-Counseling Servi ing ces = $951,810 Total Cost (See Cost Breakdown Bel=) — kr�vide brief de�cripdGn-of-the-pr-q} o 4er;i -to-be-prosr�.ded- Pro3dsion ofpre-=ployment psychological screening services for referred MPD applicants and a specialized comprehensive re ^r'71r1Calingz .. and train z),n.^mir. rfor atv. -iso .n-:-cr.rnr„ c-npjow.—c of tha URD a 'J rr COST PART A & C: Psychological Screening Police & Detention Officer/Sworn Positions- Pre -Offer Evaluation Phase- $200.00 per applicant Post -Offer Evaluation Phase- $45.00 per applicant Civilian/Non-Sworn Positions - Estimated Number of Evaluations per Year: (Assuming RFP Estimate 50 Sworn hires and 8 Non -Sworn hires per year) Legal Defense Fee: $150.00 per hr. as needed Part B & C: Counseling/Training Services Pre -Offer Evaluation Phase- $125.00 per applicant Post -Offer Evaluation Phase- $20.00 per applicant Sworn Pre -Offer- 200 Sworn Post -Offer- 55 Non -Sworn Pre -Offer- 32 Non -Sworn Post -Offer- 8 Monthly fee (All Services Inclusive)- $9,333.33 or Estimated hourly charge- $90.00