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ADDITIONAL TESTING COMPONENTS, SERVICES & PROFESSIONAL FEES <br />Promotional Testing Proposal <br />Public Safety Testing, Inc. <br /> <br />11 <br /> <br /> <br /> <br />What the agency does: <br />• Announces the test to the candidates, provides the source material to the candidates, and <br />arranges for the site. <br />• Specifically identifies the critical policies that will be tested and sends those to PST. <br />• Determines the span of time for the material from the Legal Updates/LEDs (most clients <br />choose 6-12 months). <br />• Reviews the policy questions, selects 25 for the test, and verifies the answers. <br />• Pilot tests the examination if desired. <br />• Administers the test. PST can proctor the test at an additional cost. <br />• Sends the answer sheets to PST for scoring. <br />• Receives the scores and the analysis of the answers. Agency decides if questions should be <br />eliminated; and <br />• Notifies the candidates of their scores. <br /> <br />D. Fully Customized Promotional Written Examination: A 100-item multiple-choice, uniquely <br />customized written examination that is developed from source material provided by the <br />agency. The agency’s Subject Matter Expert(s) (SMEs) are used to validate the test. PST <br />needs 10 weeks to develop this product. The final version must be authorized by SME no <br />later than three weeks prior to the test date. <br />E. Supervisory Skills & Abilities Promotional Test (SSA): The SSA is a 3-part event where each <br />candidate typically spends 60 minutes before a single panel of 4 or 5 assessors and <br />experiences mini-exercises. The SSA limited to 5 candidates per day, additional days can <br />be added, and is intended to rank order the candidates. The typical SSA events include (a) <br />a structured interview; (b) an in-basket exercise where the candidate prioritizes a <br />simulated in-box following their days off and prioritizes and explains to the assessors the <br />decisions they made and why they made them; and (c) a critical thinking exercise where <br />the candidate is provided a series of events that a first line supervisor would face and asked <br />how they would respond. Some customization is available and multi-day testing is an <br />option. <br />What is different from an assessment center? Three mini-exercises, fewer assessors, no <br />role player or written exercises, no job task analysis or weighting the dimensions, fewer <br />dimensions are scored, no candidate feedback and no candidate orientation workshop are <br />included in the price. <br />F. Command Skills & Abilities Promotional Test (CSA): The CSA is a four-exercise testing <br />process conducted in front of a single panel of assessors, where each event is intended <br />to assess the different skills and abilities of the candidate. The CSA is limited to four <br />candidates per day, additional days can be added, and is intended to provide a rank ordered <br />list of candidates. The four parts are: (1) Presentation of Expectations where the candidate <br />describes their expectations of subordinates as if they are the Command Officer and the <br />assessors are their subordinates; (2) In-Basket with On-Demand Writing where the items <br />in the In-Basket are command level issues of budget, labor, personnel, and community <br />topics; (3) Three Practical Scenarios that are field events or organizational scenarios that <br />a command level member would typically be expected to handle and (4) Two Case Studies <br />where the candidate researches and writes a two-page memo about each topic before test <br />day and makes a presentation at the test event. The candidates generally have 90 minutes <br />to prepare and then spend 90 minutes with the assessors who have specific expectations <br />for each part identifying how a strong candidate should perform.