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Home My WebLink AboutRESPONSE - RFP - 8595 ASSESSMENT PROCESS CONSULTANT FOR CAPTAIN AND BATTALION CHIEF HIRING / PROMOTION PROCESSRFP # 8595 DEVELOPMENT, ADMINISTRATION AND SCORING OF AN ASSESSMENT PROCESS FOR THE CITY OF FORT COLLINS AND THE POUDRE FIRE AUTHORITY FOR THE RANKS OF FIRE CAPTAIN AND BATTALION CHIEF Submitted to: Beth Diven, Buyer City of Fort Collins Purchasing Division 215 North Mason Street, 2nd Floor Fort Collins, Colorado 80524 Telephone: (970) 221-6775 OCTOBER 10, 2017 Washington, D.C. Atlanta, GA Memphis, TN New Orleans, LA Jackson, MS 117 South Saint Asaph Street, Alexandria, VA 22314 • Telephone: (703) 836-3600 contact@morrisandmcdaniel.com • www.morrisandmcdaniel.com Morris & McDaniel, Inc. Management Consultants David M. Morris, Ph.D., J.D., President 1 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 October 10, 2017 Ms. Beth Diven, Buyer City of Fort Collins Purchasing Division 215 North Mason Street, 2 nd Floor Fort Collins, Colorado 80524 Telephone: (970) 221-6775 Dear Ms. Diven: Morris & McDaniel is pleased to submit our proposal to design, administer, score, and present the results of a promotional process that incorporates best practices currently used in the field of employment testing, for the City of Fort Collins and the Poudre Fire Authority to assist in identifying incumbents who are best qualified for promotion to the ranks of Fire Captain and Battalion Chief. Our firm has signed and submitted the Vendor Statement and Addendum 1. Morris & McDaniel has a long and successful history of service to fire, police, and correctional jurisdictions throughout the United States. Our record of superior performance extends over forty-one (41) years. According to a recent release from the City of New York, Morris & McDaniel is the only firm that provides testing services to the New York Police and Fire Departments (Appendix A). We provided the FDNY (New York City Fire Department) with the promotional exams for Fire Lieutenant and Fire Captain. There was no adverse impact for either exam and no litigation. We have provided Memphis, TN Fire Department with services for over 13 years. These services have included promotional and entry level services for both fire and police. In addition, we provided Fire promotional and Fire entry-level services for New Haven, CT. Some of our other fire service clients include Houston Fire Department, Orange County Fire Rescue, Kansas City Fire Department, Norfolk Fire Department, Atlanta Fire Department, Austin Fire Department and Jackson, MS Fire Department. We would be proud to add the City of Fort Collins and the Poudre Fire Authority to our list of satisfied clients, and we are enthusiastic about the opportunity to demonstrate our abilities to render the highest caliber of professional service. Joe Nassar, Co-Owner and Vice President, or I, as Co-Owner and President, have the designated authority to enter contract discussions, negotiations, and sign a contract on behalf of Morris & McDaniel. Either principal can be contacted during the period of evaluation and act promptly on contract administration if awarded the project. Morris & McDaniel understands that time is of the essence and is prepared to immediately start working on this project upon contract award. Our firm will work closely with the City of Fort Collins and the Poudre Fire Authority toward mutually agreeable project goals and schedules. 117 South Saint Asaph Street Alexandria, VA 22314 Telephone: 703-836-3600 Fax: 703-836-4280 www.morrisandmcdaniel.com Morris & McDaniel Management Consultants 2 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 Ms. Beth Diven, Buyer City of Fort Collins Purchasing Division October 10, 2017 Page 2 We have paid particular attention to the expressed needs of the City of Fort Collins and the Poudre Fire Authority as outlined in the RFP, and we believe this proposal is responsive to the information you require and will demonstrate why Morris & McDaniel will best serve the needs of the City of Fort Collins and the Poudre Fire Authority specifically as follows: Test Validation and Promotional Assessment Expertise Morris & McDaniel is a national leader in conducting test development, validation and assessment projects. We have been recognized by the Society of Industrial Organizational Psychology as being "an authoritative source" in the area of building E.E.O. defensibility into tests and personnel systems. (APA; Division 14 Publication on Conducting and Evaluating Continuing Education Workshops, 1985). In terms of serving the public sector in developing legally defensible selection systems, we know of no other firm that can match our record. In our 41 years of providing protective service assessment work, our assessment procedures have been successful in enfranchising minorities and females into protective service positions, while emphasizing merit-based principles. Assessment Center Philosophy An in-depth understanding of our clients and their environment is our goal. This approach allows us to provide more effective personnel assistance. Our emphasis is not limited to developing and conducting valid assessment procedures. It includes establishment of sound procedures and consistent methodologies and is based upon an examination of the underlying rationale of the system and the needs it serves. This "business approach" places emphasis on timely involvement of the principals in all aspects of the project. We recognize the importance of open and timely communication between personnel psychologists and their clients. We will make every effort to be responsive to your requests for special engagements and, where appropriate, at your request we will actively participate in various management and committee meetings related to this project. The Team of Professionals The principals, associates, and staff who will serve you have extensive experience and expertise in conducting this type of project. Our project team will meet your needs and is unmatched both in extensive professional experience and professional training. The resumes of these individuals are included in this proposal as Appendix B. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 4 TABLE OF CONTENTS EXECUTIVE SUMMARY ............................................................................................................ 6 I. TECHNICAL APPROACH/SERVICES PROVIDED (including description of work Products) ....................................................................................................................... 9 Project Concept and Solution-Need for Study ............................................................ 9 Background and Issues ................................................................................................. ..9 Examination Experience .............................................................................................. ..11 Typical Examination Components ................................................................................. 11 Legal, Regulatory, and Professional Issues ................................................................... 12 Provisions for Expert Testimony .................................................................................... 13 Proposed Services – Work Plan ................................................................................. 13 1. Project Planning Session (Orientation meeting) ....................................................... 14 2. Review Existing Job Analysis Data and Relevant Literature .................................... 15 3. Conduct a Job Analysis for the Tested Ranks ......................................................... 15 4. Recommend Promotional Process for the Tested Ranks ......................................... 22 5. Develop and Draft the Examination Plans Including Component Weights................ 22 6. Submit Draft Examination Plans to City/Fire Authority Staff and Appropriate Decision- makers for Approval ................................................................................................. 22 7. Examination Schedule ............................................................................................. 23 8. Assist Fire Authority in Developing Reading List Sources for all Tested Ranks ....... 25 9. Assist with Announcement ....................................................................................... 25 10. Develop and Conduct Candidate Orientation Sessions ........................................... 25 11. Develop Written Test and Performance-Based Assessment Exercises ................... 28 12. Review by Approved Subject Matter Experts ........................................................... 32 13. Incorporate Changes and Develop Final Copy for Reproduction Purposes .............. 33 14. Administration of the Written Exam for the Tested Ranks ........................................ 33 15. Administration of the Performance-Based Exercises for the Tested Ranks .............. 33 16. Assessor Selection and Training ............................................................................. 35 17. Monitoring the Performance-Based Assessment Scoring Procedures ..................... 38 18. Candidate Review and Appeal ................................................................................. 38 19. Analyze Test Results and Conduct all Appropriate Analysis for Adverse Impact...... 39 20. Score Reports and Feedback .................................................................................. 40 21. Present City/Fire Authority with Rank-Ordered List of Eligibles for Tested Ranks .... 40 Employment Discrimination Law .................................................................................... 41 Security of Materials ...................................................................................................... 41 A Delineation of the Consultant's and the City/Fire Authority’s Responsibilities/Deliverables ......................................................................................... 42 II. FEE SCHEDULE............................................................................................................. 45 Statement of Financial Condition ................................................................................. ..45 Pricing ......................................................................................................................... ..45 III. REFERENCES ............................................................................................................... 47 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 5 TABLE OF CONTENTS (continued) IV. QUALIFICATIONS OF STAFF ...................................................................................... 50 Project Management and Staffing Plan .......................................................................... 50 Project Management ................................................................................................... 65 Test Validation and Promotional Assessment Expertise ................................................ 65 Assessment Philosophy ............................................................................................... 65 The Team of Professionals ........................................................................................... 66 Project Control Mechanisms and Quality Control Mechanisms ..................................... 66 Business Management and Financial Capability ........................................................... 67 Sustainability ................................................................................................................ 68 V. ORGANIZATIONAL QUALIFICATIONS OF OUR FIRM ............................................... 69 Description of Our Firm ................................................................................................. 69 Professional Qualifications of Morris & McDaniel, Inc. ................................................... 71 Written Multiple Choice Exams ...................................................................................... 73 Assessment Centers ..................................................................................................... 74 Employee Selection, Promotion, and Placement ........................................................... 74 Job Analysis .................................................................................................................. 75 Legal and Regulatory Issues ......................................................................................... 75 Grievances/Complaints/Litigation .................................................................................. 76 Employment Discrimination Law .................................................................................... 76 Computer Capability ...................................................................................................... 76 Insurance ...................................................................................................................... 77 COMPLETED AND SIGNED VENDOR STATEMENT AND ADDENDUM 1 ............................ 78 RELEASE BY THE CITY OF NEW YORK ................................................................. Appendix A PROFESSIONAL RESUMES .................................................................................... Appendix B AKRON, OHIO LAWSUIT ARTICLE ......................................................................... Appendix C VIDEO VS. LIVE – RESEARCH SUPPORTING VIDEO ............................................ Appendix D ORDER BY JUDGE WALTER J. GEX, III, UNITED STATES DISTRICT COURT FOR THE SOUTHERN DIVISION, SEPTEMBER 21, 2004 FORCE ...................................................................................................................... Appendix E RECRUITING A DIVERSE FIREFIGHTING ............................................................... Appendix F MYERS AND MORRIS CASE STUDY ON ASSESSMENT CENTERS ..................... Appendix G Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 6 EEXXEECCUUTT IIVVEE SSUU MMMMAARRYY Through a Request for Proposals (RFP # 8595), Morris & McDaniel learned that decision-makers in the City of Fort Collins and the Poudre Fire Authority are seeking outside assistance from qualified service providers to develop, validate, administer, and score a Fire Captain and Battalion Chief promotional assessment process. The test instruments to be designed and used must assess the necessary knowledge, skills, abilities and personal characteristics which are necessary for the job. Our proposal will detail the specifics of each component in the promotional process. Our firm will also help with the written announcement; and our firm will develop and conduct candidate orientation sessions. Morris & McDaniel can accomplish these goals for the City of Fort Collins and the Poudre Fire Authority. We offer valid, fair, and legally defensible protective service and public safety selection processes featuring components which will:  provide a high degree of validity  have a direct job relationship  provide highly qualified candidates  minimize adverse impact and provide a diverse pool of candidates Our proposal will detail the specifics of each recommended component in the promotional process. Ability to Provide Major Services of the Kind Requested Morris & McDaniel is one of the most respected and experienced firms in the country in handling protective service and public safety assessment programs. We have provided consulting services to numerous police departments and law enforcement organizations, including New York City Police Department, Richmond Police Department, Newport News Police Department, Chesapeake Police Department, Memphis Police Department, New Haven Police Department, Stamford Police Department, and to numerous fire departments, including Austin Fire Department, Richmond Fire Department, Chesapeake Fire Department, Orange County Fire Rescue Department, Houston Fire Department, and San Francisco Fire Department. We are Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 7 also under contract to perform numerous fire and police projects for New York City. We have received top ratings from our customers who completed a Past Performance Evaluation as part of the Open Ratings system sponsored by Dun and Bradstreet. Our Firm’s Professionals and Work Background The principal partner of Morris & McDaniel, Dr. David Morris, holds a Ph.D. in Psychology with licensing in Industrial/Organizational Psychology as well as a Juris Doctorate in Law with professional experience in Title VII employment law. Dr. Morris will serve as Project Director. Principal partner Joe F. Nassar, who holds a Master’s Degree in Public Administration and Bachelor of Science Degree in Criminal Justice, will serve as Project Coordinator. Roger McMillin, our Vice President of Operations, is retired Chief Judge for the Mississippi State Appeals Court. Professional staff who will be assigned to this project are well-qualified in similar professional experience and educational background. The following proposal will outline our firm’s qualifications and the professional services we can provide to address the City of Fort Collins and the Poudre Fire Authority’s assessment requirements as well as a detailed explanation of experience we possess to ensure professional capability in incorporating both job relatedness and validity. Having over 41 years of experience in developing, administering, and scoring entry-level testing and job-related promotional examinations for public safety positions, Morris & McDaniel is both knowledgeable and well-resourced in determining and fulfilling the testing needs of each individual client. Our emphasis on personal service as well as the “end-product” sets us apart from other large testing firms. In addition to our knowledge and background in testing, it is our commitment to serve our clients and the relationship we have with each one of them that makes us renown in our field. The steps we propose for consideration are: 1. Project Planning Session (Orientation Meeting) 2. Review Existing Job Analysis Data and Relevant Literature 3. Conduct a Job Analysis for the Tested Ranks of Fire Captain and Battalion Chief 4. Recommend Promotional Process for the Tested Ranks 5. Develop and Draft the Examination Plans Including Component Weights Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 8 6. Submit Draft Examination Plans to City Staff and Appropriate Decision-Makers for Approval 7. Examination Schedule 8. Assist the Poudre Fire Authority in developing reading list sources for the ranks 9. Assist with Announcement 10. Develop and Conduct Candidate Orientation Sessions 11. Develop Written Tests and Performance-Based Assessment Exercises 12. Review by Approved Subject Matter Experts 13. Incorporate Changes and Develop Final Copy for Reproduction Purposes 14. Administration of the Written Exam for the Tested Ranks 15. Administration of the Performance-Based Exercises for the Tested Ranks 16. Assessor Selection and Training 17. Monitoring the Performance-Based Assessment Scoring Procedures 18. Candidate Review and Appeal 19. Analyze Test Results and Conduct all Appropriate Analysis for Adverse Impact 20. Score Reports and Feedback 21. Present City/Fire Authority with Rank-Ordered List of Eligibles for the Tested Ranks Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 9 I. TECHNICAL APPROACH/SERVICES PROVIDED (including description of work products) PROJECT CONCEPT AND SOLUTION - Need for Study The Poudre Fire Authority has a need for the development, administration, and scoring of a valid, job-related assessment process to be used in making promotional decisions for the ranks of Fire Captain and Battalion Chief. It is our understanding the Poudre Fire Authority requires the vendor to comply with all local, state and federal requirements including equal opportunity and discrimination statutes. Morris & McDaniel can comply with this requirement. BACKGROUND AND ISSUES Fire service personnel of the highest caliber are essential to ensure top-level quality services to the public and the City of Fort Collins. There has been an increasing recognition on the part of decision makers that procedures used for promotional purposes must assess not only technical job knowledge, but also other knowledges, skills, and abilities more easily assessed with behavioral-based exercises, such as assessment centers, oral boards, etc. Only through a combination of such procedures can protective service organizations be assured of selecting promotional personnel to effectively meet the public service challenges of the future. In developing a promotional system for the City’s fire service authority, it is important to base the promotional system design not only upon what has worked for similar organizations in the past, but also upon specific and unique characteristics of the protective service organization in question. This gives Morris & McDaniel an edge over our competitors because we have an intimate perspective of the organization and its requirements. We will first address the background and issues relevant to the promotional testing part of the project. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 10 Study Objectives The goal of this project is to develop valid, defensible promotional procedures (written test and performance-based assessment exercises) for the ranks of Fire Captain and Battalion Chief for the City of Fort Collins and the Poudre Fire Authority. We shall design promotional procedures which are: ● Legally Defensible, giving deference to the requirements of the Uniform Guidelines on Employee Selection Procedures and the requirements of the Poudre Fire Authority Personnel Rules and Regulations, where applicable. ● Professionally Defensible, giving deference to the requirements of the professional psychological standards, specifically the Standards for Educational and Psychological Testing and the American Psychological Association, (Division 14) Principles Validation and Use of Personnel Selection Procedures: Fourth Edition. ● Reliable, demonstrating high consistency in results and freedom from random error. ● Job Related and Valid, using job analysis, KSA identification, knowledge source identification, linking sources to KSAs and to tasks, deriving performance and management dimensions, and developing professional quality tests, assessment exercises, and past performance evaluations. ● Fair, providing each candidate with a clear perception of equal opportunity to compete on the basis of their relative qualifications for promotional opportunities. ● Efficient, being easy to administer and capable of accommodating the number of candidates for the tested ranks. ● Administratively Feasible in terms of the development and long-term human and fiscal compatibility with the time frames and operational cycles for the establishment of a certified list of eligibles for the tested ranks. Our overall goal is to produce a promotional system meeting these criteria. Morris & McDaniel, Inc. has over forty-one (41) years of professional experience in providing the kind of services you have outlined in your solicitation. The two principals, Dr. Morris and Mr. Nassar, have worked together for forty (40) of the forty-one (41) years our firm has been in business. We have the corporate financial capabilities, and a professional staff which possesses the education and professional experience, to Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 11 successfully complete your requested testing services. Upon execution of a contract, we will immediately hold discussions with the City of Fort Collins and the Poudre Fire Authority project members and decision-makers to: • become better acquainted with the organization structure and management philosophy of the Poudre Fire Authority Chief with regard to the promotional process; • identify staff that will be involved; • meet with the City of Fort Collins and the Poudre Fire Authority decision- makers and project management staff and obtain reactions to proposed methodology; and • discuss options for making the City of Fort Collins and the Poudre Fire Authority’s promotional system one for which all parties will be proud and determine the preferences and options for meeting project timelines. EXAMINATION EXPERIENCE Our approach in test development is collaborative. Based on the job analysis results, we make a recommendation of the types of assessments that are typically used to assess particular competencies and performance dimensions. We meet with officials of the City/Fire Authority to review our proposed exam plan. We help the City/Fire Authority officials to evaluate their various options in light of time scheduling constraints, number of candidates to be assessed and budgetary constraints. We also discuss the return on investment of various options and utility considerations given relative validity evidence for the various assessments. For performance exercises and structured oral interviews/oral boards, our approach is similar to that used for assessment centers – very rigorous question development based on realistic scenarios often captured by critical incidents, and comprehensive training for the assessors/raters. TYPICAL EXAMINATION COMPONENTS The development of a written job knowledge test of cognitive ability is guided by the principles of psychometrics. Specifically, we follow the principles of the AERA, APA, NCME Standards for Educational and Psychological Testing and the Principles for the Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 12 Validation and Use of Personnel Selection Procedures of the Society of Industrial and Organizational Psychology (Division 14 of the American Psychological Association). For performance-based exercises such as, oral presentation exercises and table top exercise simulations, we follow the Guidelines and Ethical Considerations for Assessment Center Operations endorsed by the 28th International Congress on Assessment Center Methods (May 4, 2000). The promotional process for the City of Fort Collins and the Poudre Fire Authority will be developed and conducted in such a manner as to conform to both professional standards and governmental guidelines. LEGAL, REGULATORY, AND PROFESSIONAL ISSUES Employee selection and promotions in government occur within the context of legal/regulatory, social, professional, and political pressures. Legal pressures are typically two-fold: merit system statutes mandating the selection/promotion of the best qualified candidates and attention to civil rights legislation, encouraging employers to have a workforce that is sensitive to the representation of the various racial, gender, and ethnic groups. Merit systems for government usually have, as the goal, a rank-ordered list of candidates. This practice requires the establishment of a list based upon the most valid battery available. It is likely that such a management practice, applied to a list based upon a job-related job analysis and promotion process, leads to employee perceptions of a fair and equitable promotion process. There is a legal requirement for job analysis and the development of job-related and valid promotional procedures for any job covered by a merit system when those State and municipal merit systems impact members of a particular racial, gender, or ethnic group (i.e., by the presence of a substantially different rate of selection, promotion, etc.). The guidelines apply to the full range of assessment techniques including minimum qualifications, ratings of training and experience, written tests, oral boards, and assessment centers. When adverse impact has been demonstrated for a promotion procedure, the employer has several options, including the presentation of validity evidence to rebut the prima facie case of discrimination based on the adverse impact statistics. A large part of Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 13 this evidence deals with the job analysis methodology and the documentation of content validity. The Uniform Guidelines provide extensive guidance as to the necessary documentation for this type of evidence of job-relatedness (these requirements are summarized in the section on Job Analysis). Morris & McDaniel, Inc. officers have been recognized as experts in interpreting these Guidelines in Court. We have also developed and instructed seminars on the Uniform Guidelines explaining the technical provisions to personnel directors in the public and private sectors. The principals of Morris & McDaniel, Inc. have also had extensive experience in Title VII litigation, assisting in case preparation and the presentation of expert testimony. PROVISIONS FOR EXPERT TESTIMONY Dr. David M. Morris, President of Morris & McDaniel, has been an expert witness in Federal Court on numerous occasions. With a few exceptions, these were Title VII cases. Dr. Morris is a Psychologist with licensing in Industrial/Organizational Psychology and an attorney who has been recognized by the profession of Industrial/Organizational Psychology as an authoritative source in designing personnel systems which emphasize legal fairness and legal defensibility. Our firm will always provide as much expert witness assistance as needed by our clients. Dr. Morris will be available for expert testimony should this need develop. Fees for testimony or deposition are $2750 for each day of deposition or any part thereof or for each day of testimony or any part thereof. If the day extends beyond a ten (10) hour period, fees are billed at the current hourly rate of $275 for each additional hour. Research time is billed at $275 per hour plus any related expenses. Airfare is billed at the least expensive, non-restrictive coach fare from Washington, DC and hotels are billed at regular business class rates. PROPOSED SERVICES - WORK PLAN We claim as confidential by virtue of being a “trade secret” as defined by the following information: The portion of our proposal that sets out the Proposed Methodology we would use to accomplish the objectives set out in the RFP. The rationale in that the description of Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 14 our methodology is beyond question a compilation of information used in our business that was uniquely developed by our company and which provides a business advantage over those who do not know it; it also being a process or procedure used by our company “irrespective of novelty.” Note: Morris & McDaniel, Inc. does not wish to disclose our firm’s methodology outside the scope of the proposal review by the proposal decision-makers in the City of Fort Collins and the Poudre Fire Authority. The information in this section is proprietary and confidential - Pages 14-44. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 15 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 16 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 17 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 18 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 19 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 20 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 21 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 22 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 23 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 24 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 25 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 26 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 27 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 28 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 29 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 30 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 31 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 32 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 33 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 34 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 35 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 36 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 37 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 38 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 39 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 40 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 41 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 42 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 43 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 44 OOuurr iinn ffoorrmmaatt iioonn ccll aaiimmeedd aass pprroo pprriieettaa rryy aanndd ccoonnffii ddeennttiiaa ll eennddss hheerree.. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 45 IIII.. FFEE EE SSCCHHE EDDUULLEE Statement of Financial Condition Morris & McDaniel has over 40 years' experience in this field and routinely handles projects of all sizes up to several thousand candidates. We have never, in our 40 years, encountered any difficulty in meeting the financial requirements of conducting such projects. We enjoy an excellent credit rating among our suppliers and with our bankers. We can readily furnish references from multiple financial institutions if desired. We also have an excellent Dun and Bradstreet credit rating, which we invite the City to review. Pricing Morris & McDaniel, Inc. will undertake the design and administration of the promotional processes as outlined in the RFP and per the proposal submitted in response to the RFP for a price of: ELEVEN THOUSAND and NO/100 DOLLARS ($11,000.00) PER RANK. This price is inclusive of all professional fees, staff travel, printing and copying costs, and corporate general overhead expenses. It DOES NOT INCLUDE any costs for travel, food and lodging for any outside assessors used in the assessment process and DOES NOT INCLUDE costs for venues for the various proposed assessment activities, it being anticipated that the jurisdiction will make available or assist in obtaining use of suitable public venues at no cost or at a cost absorbed directly by the jurisdiction. The pricing matrix can be found on the following page. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 46 POUDRE FIRE AUTHORITY CAPTAIN & BATTALION CHIEF PROPOSAL 8595 - Morris & McDaniel, Inc., Proposing Consultant Item Hrly Rate No. Hours Extended Price Initial Planning and Conf's $175.00 8 $ 1,400.00 Written Test Development $150.00 16 $ 2,400.00 Written Test Admin $115.00 8 $ 920.00 Oral Assessment Dev. $150.00 16 $ 2,400.00 Oral Assessment Admin $115.00 8 $ 920.00 Compile/Report Final List $125.00 4 $ 500.00 Staff travel expenses $ 2,460.00 TOTAL $ 11,000.00 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 47 IIIIII.. RR EEFFEERREEN NCCEESS We claim as confidential by virtue of being a “trade secret” as defined by the following information: The list of client references required under the RFP that includes jurisdiction identification, contact person with addresses, prior work history with the jurisdiction, and ranks tested. The rationale being that this amounts to a detailed and highly informative customer list of our company. Note: Morris & McDaniel, Inc. does not wish to disclose our firm’s protective service clients outside the scope of the proposal review by the proposal decision- makers in the City of Fort Collins and the Poudre Fire Authority. The information in this section is proprietary and confidential - Pages 47-49. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 48 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 49 OOuurr iinn ffoorrmmaatt iioonn ccll aaiimmeedd aass pprroo pprriieettaa rryy aanndd ccoonnffii ddeennttiiaa ll eennddss hheerree.. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 50 IIVV.. QQUU AALLIIFFIIC CAATTIIOONN SS OOFF S STTAAFFFF PROJECT MANAGEMENT AND STAFFING PLAN Morris & McDaniel has an outstanding professional project team to support the City of Fort Collins and the Poudre Fire Authority. The team is presented in the Table and Organizational Chart to follow. In this section, we also provide preliminary descriptions of their expertise. Please refer to the Appendix B for complete professional resumes. Personnel Background and Qualifications Morris & McDaniel has an experienced and highly qualified staff of professionals and support personnel to conduct our projects. In this section, we highlight the background and experience of our key professional staff who have participated in developing public safety promotional assessment systems including written examinations, assessment centers, oral boards and structured interviews. Dr. Morris and Mr. Nassar, as our firm’s principals, will be heavily involved in all project activities. Between them, they represent eighty-one (81) years of professional experience in conducting similar promotional assessments. Dr. David Morris, the President of Morris & McDaniel, will serve as overall Project Director/Principal Project Leader. Mr. Joe Nassar, Vice President, will serve as Project Coordinator and Judge Roger McMillin, Vice President of Operations, will serve as Project Controller. Additional experienced project personnel include Dr. Lana Whitlow, Dr. Jeffrey Rain, Mark Mincy, Kim Anderson, Judith Thompson, Molly McDonald, Mayra Prado, Elizabeth Wilson, Glenna S. Guidry Allen, and Adam Lester. Our project staff is highly experienced in job analysis procedures, written test and assessment center exercise development, as well as with using statistical computer programs to produce the statistical analyses and technical reports required by this project. Personnel Assigned to Project Morris & McDaniel, Inc. has over forty-one (41) years of professional experience in providing the kind of services you have outlined in your Solicitation. We have the Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 51 corporate financial capabilities, and a professional staff which possesses the education and professional experience, to successfully complete your requested testing services. The professional staff in our firm, as presented in the organizational chart below, will participate in all phases of this project. These tasks will include: planning meetings, job analyses, validation procedures, written exam and assessment development and review with SMEs, administration of written exam, administration of exercises, assessor training, scoring, and candidate feedback. As required by the RFP, our project team is available to attend meetings as required by the Poudre Fire Authority. Back-up Personnel Plan In our 40 years of providing professional testing services to protective services organizations, we have never had to replace project personnel once they were assigned to a project. Should that event occur however, Morris & McDaniel would have the ability to sustain the loss of key personnel and adapt to adequately meet the needs of the client and the terms of the contract, efficiently and effectively. Morris & McDaniel’s project team includes many long-tenured staff members who are cross-trained on all aspects of the firm’s work. These professionals would be submitted to the City/Fire Authority for approval prior to joining the Project Team. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 52 Project Organization Table Professional Staff Individual Functions David M. Morris, Ph.D., J.D. Project Director and President Responsible for the overall design of the examination plan; specific design and quality of the Job Analysis and the instruments used; design of the examination plan; design of the multiple-choice test and performance-based exercises; candidate orientation; performance-based assessment administration; assessor training; monitoring scoring activities; overseeing any reports generated and providing legal assistance, as necessary. Joe F. Nassar, M.P.A. Project Coordinator and Vice President Responsible for ensuring that project elements are performed in a timely manner and coordinated with the appropriate Department parties; assisting with job analyses; written test and performance- based assessment development and administration; assessor recruitment, assessor liaison, assessor training; and monitoring scoring activities. Roger H. McMillin, J.D. Project Controller and Vice President of Operations Overseeing contractual and legal issues. Performance-based assessment administration; monitoring scoring activities; written test and performance-based assessment development and administration; assessor training; and monitoring scoring activities. Lana Whitlow, Ph.D. Judith Thompson, M.Ed. Senior Staff Consultants Assisting with quality of test instruments and any reports generated. Jeff Rain, Ph.D. Mark Mincy, Ph.D. (ABD) Senior Staff Consultants Assisting with the job analysis; designing the logistics of the performance-based exercises, i.e., the sequence and timing of candidate and assessor events; overseeing development and administration of performance-based exercises; review of written tests and performance-based exercises; and conducting all statistical analyses. Kimberly Anderson, M.S. Senior Staff Consultant Data collection for the Job Analysis; Developing announcements; development and finalization of written tests; development of performance-based exercises; component reviews with SMEs and incorporating changes; proctor written tests; assist with appeals; performance-based assessment administration; and score reporting. Molly McDonald, B.A. Mayra Prado, M.S. Elizabeth Wilson, B.A. Glenna Guidry Allen, M.S. M.Ed. Staff Consultants Review of performance-based exercises; performance-based assessment administration; score reporting; and reports. Adam Lester Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 53 Project Organization Chart Brief Biographies DAVID M. MORRIS, PH.D., J.D. Dr. David M. Morris, President of Morris & McDaniel, Inc., has his Doctorate of Philosophy in Psychology, with licensing in Industrial/Organizational (I/O) Psychology, and his Juris Doctorate. Dr. Morris has held academic position and has taught courses in industrial and related areas of psychology. He has conducted psychological testing research for both public and private sector clients for over three decades. He has pioneered the development and use of innovative techniques and alternatives to traditional paper and pencil tests. Dr. Morris' dual career as an I/O psychologist and attorney gives him a unique perception of Title VII and the development of personnel procedures. There are probably fewer than ten persons in the country licensed to practice both I/O psychology and law. His forte is building legal defensibility into the design of the personnel system. In January 2015, Dr. Morris was asked to assist the World’s newest democracy, South Sudan, in strengthening their police. South Sudan National Police Service (SSNPS) requested our assistance knowing that a stronger police was essential to Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 54 strengthen their internal security. Dr. Morris and Tom Fuentes, VP of International Affairs, went to South Sudan and provided the newest scientific procedures to improve the selection and vetting of candidates for police officers for the South Sudan National Police Service (SSNPS). They assisted in screening and vetting all candidates for police officers. In 2007, Dr. Morris completed a project in Baghdad, Iraq, where he led a team at the Baghdad Police Academy, which implemented a screening test for potential candidates for the Iraqi Police Service (IPS). Dr. Morris developed and translated the American version of a highly successful entry-level police test into Arabic. This test is the National Police Test and tested over 70,000 Iraqi civilians. Successful test candidates enter the Police Academy for training. In 1986, Dr. Morris was invited to give the annual Division 14 APA Seminar on the relationship of personnel selection and the law. Presenters of such seminars are by invitation only, and an invitation to conduct such training indicates the Society of Industrial/Organizational Psychology recognizes these individuals as having exceptional credentials in this area. The title of Dr. Morris' seminar was "Building EEO Legal Defensibility into Selection and Assessment Procedures." Dr. Morris has served as Project Director for assessment centers used in the public as well as private sectors. These projects involved conducting job analyses and developing and administering written tests, assessment centers, oral boards, tactical exercises and structured interviews. Dr. Morris documented the required linkages to the job analysis results including appropriate weighting of performance dimensions. In many instances, because of the large number of candidates, innovations were used which included video-based situational exercises, multiple-choice formatted management exercises, and sometimes extensive use of video recordings to ease the administrative burdens associated with the use of assessors and large numbers of candidates. Since 1976, Dr. Morris, as principal of the firm, has an extensive background in the development and administration of written test and performance-based assessment center procedures, assessor training sessions which includes monitoring of the scoring process, candidate orientation training sessions, Angoff procedures for setting cut- Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 55 scores, developing and conducting a 2 nd Review Process (Appeal/Review) by test candidates, serving as an arbitrator for protective services, and expert witness research and testimony. Dr. Morris is a member of many professional associations including the American Psychological Association, Division 14 of APA, the International Public Management Association – Human Resources, the IPMA Assessment Council, the American Bar Association, and the American College of Forensic Psychology. He has delivered training programs on "How to Conduct a Job Analysis," "Avoiding EEO Litigation," "EEO Defense," "Performance Appraisals," and "Professional Designs and Legal Aspects of Performance Appraisals." He has made numerous presentations at professional conferences, including such topics as "EEO Guidelines and Psychological Testimony" and "Getting the EEO Lightning Rods Out of Your Personnel Practices." In 1987, Dr. Morris was selected by Management Europe (the European affiliate of the American Management Association) to present innovations in management assessment techniques at their annual personnel convention in Brussels, Belgium. The American Management Association asked Dr. Morris to give a presentation on personnel selection and the law at their 61st annual conference in April 1990, in San Francisco. He was also invited to present a paper at the International Congress on Assessment Centers in Toronto in May of 1991 as well as in London, England in September 2006. Dr. Morris has been an invited speaker to the International Chiefs of Police (IACP) Conference on several occasions since 1986. Dr. Morris founded the firm of Morris & McDaniel, Inc. and has been with the firm for over forty-one (41) years. JOSEPH F. NASSAR, M.P.A. Joseph F. Nassar, Vice President of Operations and Senior Staff Consultant of Morris & McDaniel, Inc., holds a Master of Public Administration and a Bachelor of Science in Criminal Justice and has completed course work toward his Ph.D. in Public Policy and Administration. Mr. Nassar has served as Assistant Project Director and Senior Staff Consultant on public and private sector projects. His professional work experience includes job analysis, job evaluation, job evaluation audits and interviews, Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 56 development and administration of valid written knowledge tests (entry-level selection and promotional) and performance-based exercises for use in assessment center and oral board procedures, organizational/management analysis, and development and administration of training programs. Mr. Nassar has also conducted candidate orientation sessions for test candidates and worked with Subject Matter Experts (SMEs) in written test and performance-based assessment exercise development and editing for content and correct of test question or assessment exercises, written test and performance-based assessment administration, assessor training, monitoring of the scoring process by assessors, and conducting a 2 nd Review Process (Appeal/Review) by test candidates. Mr. Nassar has professional experience in selection and promotional assessment procedures (job analysis, performance-based exercise development, administration, scoring, and monitoring) for jurisdictions and organizations, such as: Boston Police Department (written knowledge tests for the ranks of Captain, Lieutenant, Sergeant and Detective and assessment centers for the ranks of Captain, Lieutenant and Sergeant); Massachusetts State Police (written knowledge tests and performance-based exercises for the ranks of Captain, Lieutenant and Sergeant); Norfolk Police Department (written knowledge tests for the ranks of Captain, Lieutenant, Sergeant and Corporal, and assessment centers for the ranks of Captain, Lieutenant, and Sergeant); U.S. Secret Service (assessment center process for the rank of Captain); Palm Beach County Sheriff’s Department (written tests and assessment centers for the Law Enforcement and Correction ranks of Lieutenant and Sergeant); Philadelphia Police Department (written knowledge tests and structured oral board for entry-level police recruit candidates); Jacksonville Sheriff’s Department (written tests and assessment centers for the ranks of Lieutenant and Sergeant); Kansas City Fire Department (written knowledge tests for the ranks of Battalion Fire Chief, Captain, Lieutenant, and Fire Apparatus Operator, assessment center for the rank of Battalion Fire Chief, and structured oral board for entry-level firefighter recruit candidates); Norfolk Fire Department (written tests and assessment centers for the ranks of Battalion Fire Chief, Fire Captain, and Fire Lieutenant); and Akron Fire Department (assessment centers for the ranks of Captain and Lieutenant and entry-level firefighter recruit candidates). Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 57 Mr. Nassar has been with the firm of Morris & McDaniel, Inc. for over forty (40) years. ROGER H. MCMILLIN, JR., J.D. Judge McMillin retired from his position as Chief Judge of the Court of Appeals of the State of Mississippi. Judge McMillin served on the Court of Appeals from 1995 until his retirement in April 2004. He served as Chief Judge for over half of his tenure on the Court. Judge McMillin joined the firm of Morris & McDaniel in May 2004 as General Counsel and Vice President for Operations. From 2004-2007, Judge McMillin spent the majority of his time on the ground in Baghdad, Iraq, where he headed a team at the Baghdad Police Academy, which implemented a screening test for potential candidates for the Iraqi Police Service (IPS). Morris & McDaniel developed and translated the American version of its highly- successful tests into Arabic and submitted the translated version to a panel of experts to verify translation accuracy and to probe the tests for cultural or social concerns that had to be addressed before the test was administered. Over 70,000 Iraqi civilians have been tested using our firm’s test instrument. Successful test candidates enter the Police Academy for training. As Chief Judge of the Court of Appeals, Judge McMillin gained invaluable experience in administering large and complex operations where the timely achievements of were critical to the success of the organization. As Chief Operations Officer for the Police Screening Project, Judge McMillin will be able to utilize his administrative skills to see that the various aspects of the project remain on track and that all critical deadlines are met. LANA PRUDHOMME WHITLOW, PH.D. Dr. Whitlow, Vice-President and Lead Psychometrician, holds a Doctorate of Philosophy in Psychology from Southern California University for Professional Studies. She obtained a Master of Science degree in Counseling Psychology, with concentration in psychometrics, from the University of Southern Mississippi and received her Bachelor of Science degree in Psychology at Louisiana State University. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 58 While at LSU, Dr. Whitlow assisted senior professors in research, data collection and statistics. Her graduate work included an assistantship to a tenured professor requiring undergraduate teaching, research for the Department of Psychology chairman, data analysis as well as psychometrics. Dr. Whitlow’s doctoral dissertation was an original study of the application of an independent work ethic dimension to the success rate within law enforcement personnel. She holds membership in the Academic Honor Societies of Gamma Beta Phi and Psi Chi and is a professional member of American Psychological Association and Louisiana Psychological Association. Dr. Whitlow's responsibilities for Morris & McDaniel, Inc., are diverse. While she heads the Marketing Division, Dr. Whitlow also conducts all psychological screening of police applicants for our clients in the Greater New Orleans area as well as all executive management assessments for our private New Orleans area clientele. Dr. Whitlow has extensive experience in interviewing and testing and has served as an expert witness for law enforcement testing for selection. Prior to joining Morris & McDaniel, Inc., Dr. Whitlow held the position as primary psychometrician for two psychological practices as well as neuropsychological assessor for several New Orleans hospitals. Dr. Whitlow has been with Morris & McDaniel, Inc., since 1990. JEFFREY RAIN, PH.D. Dr. Rain has worked with Morris & McDaniel for over 16 years including several testing projects for numerous protective services. He has extensive experience conducting job analysis and developing exercises. He has conducted job analysis for over 16 years for many protective services. Dr. Rain received his undergraduate degree in Psychology from The Citadel, Charleston, South Carolina, and his PH. D in Industrial/Organizational Psychology from Louisiana State University. MARK D. MINCY, PH.D. (ABD) Mr. Mark Mincy, Senior Staff Consultant of Morris & McDaniel, Inc., has a Master’s Degree in Industrial/Organizational (I/O) Psychology from the University of Arkansas at Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 59 Little Rock and he holds a Bachelor of Science degree in Psychology with a minor in General Science from the University of Central Arkansas. He is currently working on his PhD in Industrial/Organizational Psychology at the University of Southern Mississippi. He holds memberships in the Society for Industrial and Organizational Psychology, American Society for Training and Development, International Society for Performance Improvement, American Psychological Association, Society for Human Resource Management, Psi Chi (National Honor Society in Psychology), and the Deming Institute for Quality. Prior to joining Morris & McDaniel, Inc., Mr. Mincy worked as a Consultant for the Center for Applied Organizational Studies where he assisted in the development of a person-organization fit instrument to be used in employee selection, conducted various job analyses, developed, analyzed, and made improvements to administrative as well as developmental performance appraisal systems (360-degree feedback system), developed, conducted, statistically analyzed, and presented results from organizational surveys for organizations ranging in size from 10 to 10,000 employees. He also assisted in the development of several training programs in both the public and private sector. While at USM and UALR, Mr. Mincy assisted senior professors in research and data collection. His graduate work included teaching undergraduate courses such as Statistics, Ethics, and Introductory Psychology. In addition, it included diverse research projects involving employee attitude surveys, personality studies, and developing various survey instruments. Since joining he has become involved with developing competency models, the development of employee selection tests for use in China, and the development and validation of various Entry-Level and promotional tests and performance-based assessment exercises for such jurisdictions as the Kansas City Fire Department, Boston Police Department, Palm Beach Sheriff’s Office, Jacksonville Sheriff’s Office, and the City of Norfolk, Virginia. Mr. Mincy has considerable experience conducting candidate orientation sessions, working with the SMEs in the development and review of written test and performance-based exercises, written test and performance-based assessment administration, conducting assessor training and monitoring of the scoring process by assessors, and conducting a 2 nd Review Process (Appeal/Review) by test candidates. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 60 KIMBERLY N. ANDERSON, M.S. Kimberly Anderson, Senior Staff Consultant of Morris & McDaniel, Inc., holds a Master’s of Science degree in Counseling Psychology with an emphasis in Psychometrics and a Bachelor of Arts degree in Journalism with an emphasis in Public Relations and minors in English and Psychology. During her tenure at Morris & McDaniel, Ms. Anderson has worked with numerous police departments, fire departments, sheriff’s offices, and correctional facilities. To date, Ms. Anderson has conducted job analyses for over 800 public sector job titles and specializes in working with subject matter experts in job observations and test and exercise review meetings. Ms. Anderson has administered written tests and performance-based assessment exercises for police, fire, sheriff, and correction organizations, conducted assessor training, and monitored scoring procedures by assessors. Over the past few years, she has worked with clients such as Kansas City, Missouri Fire Department, the State of New Jersey, Memphis Fire Department, Norfolk Fire Department, Metropolitan Nashville Police Department, San Antonio Police Department, Jacksonville Police Department, Palm Beach County Sheriff’s Department, Orange County Fire Rescue, and the United States Park Police. Ms. Anderson has also served in a training capacity for our private sector clients. Currently, she participates in Morris & McDaniel’s International Police Assessment Screening Committee (I.P.A.S.). The mission of the committee is to seek out and identify contacts in likely markets for our police testing services that have been successfully used by the Iraqi Police Service. While at Morris & McDaniel, Inc., Ms. Anderson has participated in other special projects such as organizational and validation studies. Ms. Anderson has been with Morris & McDaniel, Inc., since 2000. JUDITH THOMPSON, M.ED. Judith Thompson, Senior Staff Consultant and Licensed Psychometrist holds a Masters of Education in Psychometry and a Bachelor of Science degree in Elementary Education with areas of concentration in Diagnostic Reading and Fine Arts. Ms. Thompson has done educational testing and consulting and has taught courses in Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 61 related areas of psychology. She holds membership in the National Association of Psychometrists. While at Morris & McDaniel, Ms. Thompson has worked with numerous police departments, fire departments, sheriff’s offices, correctional facilities, state departments, as well as private sector clients. Ms. Thompson has participated in all phases of test and exercise development for both entry-level and promotional processes, including job analysis; test and exercise construction, review, and administration; assessor training and scoring of assessment center exercises; and validation and technical report writing for clients. Ms. Thompson has participated in a Validation Study for the San Antonio Police Department; job analysis study development and validation of written test and assessment exercises for the ranks of Battalion Chief, Captain and Lieutenant for the Kansas City, Missouri, Fire Department; Law Enforcement and Correction Lieutenant and Sergeant for the Palm Beach County Sheriff’s Office; Sergeant and Captain for the United States Park Police; Detective, Captain, Lieutenant for the San Antonio Police Department; Fire Battalion Chief, Captain, and Lieutenant for the Norfolk Fire Department; and various other clients. Ms. Thompson has also participated in a number of organizational studies including clients such as Mississippi Department of Human Services and San Antonio Police Department. Ms. Thompson also conducts statistical analyses of data, and writes technical reports for clients. Ms. Thompson also conducts psychological evaluations for the Jackson, MS Airport Authority, Bastrop, Louisiana Police Department, and Memphis Fire and Police Departments. Ms. Thompson has been with Morris & McDaniel, Inc., since 2000. MOLLY C. MCDONALD, B.A. Molly McDonald, Personnel Analyst of Morris & McDaniel, Inc. holds a Bachelor of Arts degree in Political Science with a minor in English. Ms. McDonald served as assistant project manager of the Mississippi State Personnel Board Quality Workforce Initiative Project, conducting job analyses for over 500 public sector jobs. In addition to conducting job analyses through technical conferences, this project involved developing competency models for state employees, Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 62 updating and validating state job descriptions for ADA and EEOC compliance, and writing technical validation reports. Ms. McDonald is currently in charge of several aspects of the Criminal Justice Basic Abilities certification tests for Law Enforcement and Correctional Officers for the Florida Department of Law Enforcement. She supervises the production of all testing materials; maintains all electronic records pertaining to the contract; participates in data compilation and organization for statistical reports; maintains good business relationships with clients; and ensures compliance with contract requirements. While at Morris and McDaniel, Inc., Ms. McDonald has participated in the areas of job analysis, validity, and competency development. Ms. McDonald has also participated in the development, administration, and scoring of entry-level and written, knowledge-based exams for several government agencies and private sector organizations, as well as in the development and administration of performance based assessments for various police and fire departments. In the past, she has worked with clients such as Winston-Salem Police Department, Kansas City Fire Department, Norfolk Police Department, Norfolk Fire and Rescue, Memphis Fire Department, Palm Beach County Fire-Rescue and Sheriff’s Office, Metropolitan Nashville Police Department, University of Texas at Houston Police Department, Orange County Fire Rescue, Tucson Police Department, and Mississippi Highway Patrol. Ms. McDonald has been with Morris & McDaniel, Inc. since 2003. MAYRA PRADO, M.S. Mayra Prado, Staff Consultant of Morris & McDaniel, Inc., holds a Master of Science degree in Psychology with an emphasis in Industrial and Organizational Psychology. She also has a Bachelor of Science degree in Accounting with a minor in Business. While at Morris & McDaniel, Inc., Ms. Prado has participated in the review of testing instruments and development and scoring of performance-based assessment exercises and written knowledge-based tests for police and fire organizations. In addition, Ms. Prado has conducted numerous job analyses and participated in administration and scoring of assessment centers for various police and fire Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 63 departments. Ms. Prado has also supervised scoring procedures such as compiling and verifying data, creating feedback reports and final lists for several police and fire departments. In the past, she has worked with clients such as Rochester Fire Department, Houston Fire Department, Memphis Fire Department, Jackson Fire Department, Norfolk Police and Fire Departments, Newport News Police and Fire Departments, New Haven Fire Department, Pennsylvania State Police, Richmond Police Department, Maryland-National Capital Park Police, Jefferson Parish Sheriff’s Office, San Antonio Police Department, and Jackson Police Department. While at Morris & McDaniel, Inc. Ms. Prado has participated in other special projects such as an organizational study for a large Department. Ms. Prado has been with Morris & McDaniel, Inc., since 2009. ELIZABETH WILSON, B.A. Elizabeth Wilson, Staff Consultant of Morris & McDaniel, Inc. holds a Bachelor of Arts degree in Biology with a dual Bachelor of Arts degree in Psychology. While at Morris and McDaniel, Inc. Ms. Wilson has participated in the areas of job analysis, validity, and competency development. She has spent time working with subject matter experts in job observations and written test and assessment center exercise development and review meetings. Ms. Wilson has also participated in the administration of written knowledge based tests and assessment centers for police and fire organizations across the country. She has worked with clients such as Jackson Fire Department, Orange County Fire Rescue Department, Houston Fire Department, University of Texas Police Department at Houston, New Haven Fire Department, Richmond Police Department, Maryland Park Police, Austin Fire Department, Colorado Springs Police Department, Norfolk Police Department, Norfolk Fire Rescue Department, Kansas City Fire Department, District of Columbia Fire and EMS Department, Atlanta Fire Department, and the Mississippi Highway Patrol. Ms. Wilson has been with Morris & McDaniel, Inc. since 2010. GLENNA S. GUIDRY ALLEN, M.S., M.Ed. Glenna Guidry Allen, Staff Consultant of Morris & McDaniel, Inc., holds a Master Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 64 of Education in Counseling & Personnel Services, and Master of Science in Sports Administration with a concentration in Sports Psychology and a Bachelor of Science degree in Psychology. She holds memberships in Association for Talent Development and Mississippi Chapter Association of Talent Development. While at Morris and McDaniel, Inc., Ms. Guidry Allen has spent time working with subject matter experts in the areas of job analysis and in multiple phases for the development of written multiple-choice tests and assessment center exercises. She has worked with clients such as Atlanta Fire Department, Austin Fire Department, Chesapeake Fire, College Park Fire Department, Colorado Springs Police Department, Hartford Fire Department, Houston Police Department, Irving Police and Fire Departments, Kansas City Fire Department, Memphis Fire Department, New Haven Police and Fire Departments, Newport News Police and Fire Departments, Norfolk Police and Fire Departments, Stamford Police and Fire, and Shelby County Sheriff’s Office. Ms. Guidry Allen also writes proposals and Job Analysis reports. Ms. Guidry Allen has been with Morris & McDaniel, Inc. since 2014. ADAM LESTER Mr. Adam Lester, Information Technology Director, leads IT strategic and operational planning to achieve business goals by fostering innovation, prioritizing IT initiatives and coordinating the evaluation, deployment and management of current and future IT systems across our organization. He also specializes in information systems security and provides proper safeguarding of classified and sensitive information and equipment. His expertise also includes web development and database management. Prior to joining Morris & McDaniel, Mr. Adam Lester worked in conjunction with the U.S. Department of Homeland Security to secure the McCoy Federal Building, U.S. Federal Courthouse and several Internal Revenue Service and Social Security Administration offices located across Mississippi. He assisted in the implementation of technology and security improvements to one of the Defense Department's most powerful supercomputer centers, located at Stennis Space Center, Mississippi. Also at Stennis Space Center, he worked with NASA to upgrade fiber-optic infrastructure to connect a server farm to other southeastern locations such as Keesler Air Force base. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 65 He worked with the Naval Meteorology and Oceanography Command to provide technology and security improvements to the NAVOCEANO War fighting support center as well. In late 2000, Mr. Lester assisted in the re-engineering of MCI WorldCom’s data network. This consisted of various technology improvements and additions to their headquarters located in Clinton, MS. Mr. Lester managed a project to upgrade voice and data systems for the City of Jackson Emergency Communications Center and also made vast improvements to the data network of The City of Oxford. The City of Oxford project drastically improved communications between City hall, the Fire Department, the Police Department, and Public Works. Over his many years of experience, Mr. Lester has also provided consulting, design, project management, and support services to large corporations including Eaton Aerospace, Nissan, Dell, Wal-Mart, and Target. PROJECT MANAGEMENT - Test Validation and Promotional Assessment Expertise Morris & McDaniel is a national leader in conducting test development and validation and assessment projects. We have been recognized by the Society of Industrial Organizational Psychology as being "an authoritative source" in the area of building E.E.O. defensibility into tests and personnel systems (APA; Division 14 Publication on Conducting and Evaluating Continuing Education Workshops, 1985). In terms of serving the public sector in developing legally defensible selection systems, we know of no other firm that can match our record. In our 41 years of providing protective service assessment work, our assessment procedures have been successful in enfranchising minorities and females into protective service positions, while emphasizing merit-based principles. Assessment Philosophy and Customer Involvement An in-depth understanding of our clients and their environment is our goal. This approach allows us to provide more effective personal assistance. Our emphasis is not Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 66 limited to developing and conducting valid assessment procedures. It includes establishment of sound procedures and consistent methodologies and is based upon an examination of the underlying rationale of the system and the needs it serves. This "business approach" places emphasis on timely involvement of the principals in all aspects of the project. We recognize the importance of open and timely communication between personnel psychologists and their clients. We will make every effort to be responsive to your requests, and we will actively participate in various management and committee discussions related to this project. The Team of Professionals The principals, associates, and staff who will serve you have extensive experience and expertise in conducting this type of project. The team we have assembled to meet your needs is unmatched both in extensive professional experience and professional training. In the final analysis, the credentials, experience and reputation that we describe and offer in this proposal uniquely qualify Morris & McDaniel for your project. We believe, however, that excellence in service is based on more than just the talents of the individuals and the resources of their firm; it is dependent on the interest and enthusiasm which they commit to serve the needs of the client. Project Control Mechanisms and Quality Control Mechanisms At the beginning of the project, we recommend the establishment of a Project Committee consisting of appropriate Department decision-makers and appropriate project personnel from the Morris & McDaniel team. The Project Committee will be invaluable in assuring commitment and involvement of persons who may not become actively involved without a formal structure. The commitment and involvement from Morris and McDaniel Customer Satisfaction Policy We are committed to excellence in service in all projects and contracts with our clients. We commit to use our experience, qualifications, and resources to enthusiastically serve the needs of our clients in a timely manner. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 67 these people could be instrumental in the success of the project. We shall seek guidance from City/Fire Authority decision-makers, the Fire project staff appointed by the Chief, and Chief regarding the Project Committee. Morris & McDaniel recommends contract management performance reviews and discussions to ensure the project is on course, to measure performance levels and make adjustments as necessary. The frequency of these meetings will be adjusted if there are issues of extreme importance, tight timelines, or any problems with performance. Actions discussed at these meetings will be recorded along with responsibilities and due dates. We have reviewed the steps in our promotional process and determined what happens at each step and who is in charge of that step. We have thoroughly documented these procedures and made certain that they are repeatable. We create “checkpoints” throughout our process to catch mistakes as early as possible. We clarify roles and make certain staff members know their roles. We try to identify, where possible, how mistakes can be made. If we use suppliers, we make sure that they have quality assurance processes as well. Our firm’s quality control process includes assigning tasks to a staff member for completion with review by another staff member for quality and appropriateness after completion. If necessary, the project task will be reviewed by additional staff. After staff reviews, there is a management review prior to sharing the work with Fire Subject Matter Experts. We believe in peer review as well as supervisory review. We follow this same process to ensure the accuracy, timeliness, and delivery of project work products, including candidate ranking lists and validity and statistical reports. Business Management and Financial Capability Business management will be the responsibility of Judge Roger McMillin, the Vice President of Logistics/Operations. He will monitor operations and ensure we invoice for work accomplished according to an agreed upon schedule. They will be supported by the Chief Financial Officer of Morris & McDaniel. Morris & McDaniel certifies that our accounting system conforms to generally accepted accounting principles, is sufficient to comply with the contract’s budgetary and financial obligations, and is sufficient to produce reliable financial information. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 68 Sustainability Morris & McDaniel shares the City of Fort Collins’s concerns regarding the impact our corporate activities have on the sustainability of the resources of our country and the world. We practice good stewardship in the use of materials such as paper and printing supplies and use electronic storage of documents and data to the maximum extent possible so that necessary document production can be shredded and recycled at the earliest opportunity. We do our part to reduce our carbon footprint by using video- conferencing and email communication whenever appropriate, and are persistent in our efforts to minimize utility consumption in the operation of our various offices around the country. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 69 V. ORGANIZATIONAL QUALIFICATIONS OF OUR FIRM Description of Our Firm Morris & McDaniel, Inc. was founded in 1976 and the company has been full-time in the business of Industrial and Organizational Psychology ever since including the development, scoring, administration, validation and defense of entry-level and promotional examinations for public safety occupations. In 2004, we opened our International Division, and for three (3) years, our firm assisted the U.S. Department of Defense in assessing police candidates for the Iraqi Civilian Police Force at testing centers in Baghdad, Erbil, Mosul, Sulaymaniyah, Al Kut, Al Hillah, and Basrah, and screening and translation of scoring procedures for the newly created National Iraqi Intelligence Agency (NIIA) in Baghdad. Our company has offices in the following cities:  Washington, D.C. (Alexandria, Virginia);  Atlanta, Georgia;  New Orleans, Louisiana;  Memphis, Tennessee; and  Jackson, Mississippi. Our Washington, D.C. office will be the principal office servicing the City of Fort Collins and the Poudre Fire Authority project. Our first project as a corporate entity was an empirical content validation of entry-level tests used by a protective service organization. Based on our study, the lawyers for the plaintiffs elected not to challenge the testing process. Since that time, we have conducted a wide variety of human resource projects for public and private sector organizations including protective services and public safety, with extensive experience in promotional testing in the fields of law enforcement, fire/EMS, and corrections. Specifically, Morris & McDaniel, Inc. has provided consulting services to numerous law enforcement organizations (including Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 70 AMTRAK, Boston Police Department, State of Florida Department of Law Enforcement, Georgia Association of Chiefs of Police, Harbor Police Port of New Orleans, Iraqi Police Service, Maryland State Police, Massachusetts State Police, Mississippi Highway Patrol, Palm Beach City Sheriff’s Office, Houston Police Department, Jefferson Parish Sheriff's Office, University of Texas at Houston Police Department, U. S. Capitol Police, U. S. Secret Service); airports (including Jackson International Airport Authority, Metropolitan Washington Airport Authority); three legal departments (including the City of Philadelphia Legal Dept.); multiple fire departments (including Houston Fire Department, Kansas City Fire Department, Memphis Fire Department, Norfolk VA Fire Department, Orange County Fire Rescue, Palm Beach County Fire Rescue); Civil Service Offices (including MS State Personnel Board, Massachusetts Department of Personnel Administration, Wyoming State Department of Personnel); educational institutions (including MS Dept. of Education, Palm Beach Community College, Santa Fe Community College); and private corporations (including Cargill Corporation, Canal Barge, Inc., Placid Refining Company, Saks, Inc., Wayne Farms, Inc.). There are few firms that can match our depth of experience in developing valid, legally defensible, and fair tests for protective service and public safety organizations. We have developed combinations of written tests, performance-based assessment centers, structured interviews, and training and experience ratings for numerous law enforcement, corrections, and fire departments in several states. We have conducted job analyses and have written law enforcement and fire promotion written knowledge tests for a variety of ranks. All these test items (over 3,500) were written by our staff from materials which were identified in the job analysis as being relevant. Such materials included local general orders, special orders, rules and procedures, relevant sections (e.g., search and seizure) of State and Federal laws, and relevant external textbooks. We have developed tailor-made oral boards and assessment centers to meet the specific needs of numerous protective service and public safety organizations. The exercises for these assessment centers were developed entirely by our staff, based on information derived from our job analysis efforts. We also conducted each of these assessment centers, including training of candidates, training of assessors, designing Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 71 and managing the actual assessment process (candidates performing the exercises), managing the assessment council activities (assessors arriving at final scores), and providing written feedback to candidates. In these fire and law enforcement assessment systems, we have assessed from 10 to 6,000 candidates at one time. In the case of the larger numbers, we have made extensive use of video-based assessment (use of video and audio equipment) for both presentation of practical exercise materials and recording of candidates' performance. We also have made use of innovative techniques such as multiple-choice in-basket and multiple-choice questions coupled with video vignettes. We believe in the use of video- based assessment which ensures a fair and valid process over live assessment procedures. We feel that our firm is unsurpassed in the development of valid, legally defensible, and fair promotional systems. Many of our promotional systems have been conducted in highly litigious situations. Most of our tests and assessments have been viewed by lawyers, as well as test candidates, as being so fair that there were no legal challenges. Dr. Morris, Principal Project Leader, has been an expert witness in Federal Court on numerous occasions. With a few exceptions, these were Title VII cases. Dr. Morris, a Psychologist with licensing in Industrial/Organizational Psychology and an attorney, has been recognized by the profession of Industrial/Organizational Psychology as “an authoritative source in designing personnel systems which emphasize legal fairness and legal defensibility." Dr. Morris is also a diplomat of the American Board of Psychological Specialties. Professional Qualifications of Morris & McDaniel, Inc. Morris & McDaniel, Inc. is considered by many to be the leading firm in the nation for solving diversity issues for large protective services (fire/EMS, law enforcement, and corrections) in their selection and promotional procedures. Our work with the Mississippi Highway Patrol involving their entry-level selection procedures resulted in exceeding the parity goals established by the litigants during the five separate administrations (2005, 2006, 2007, 2011, and 2014). Please see Appendix Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 72 E for a ruling by U.S. District Judge Walter Gex of United States District Court for the Southern District of Mississippi Southern Division (see A.6., page 3, and B.11., page 4 of Judge Gex’s ruling) which allowed the Mississippi Highway Patrol to proceed with its entry-level testing and selection. Judge Gex further stated that “The selection process developed by Morris & Associates (a division of Morris & McDaniel, Inc.) will be used to select candidates for subsequent cadet classes of the Mississippi Department of Public Safety.” The successful testing conducted by Morris & McDaniel ended the long, protracted litigation which dated back to 1970. We have been asked to help large metropolitan fire departments with their promotional procedures with appropriate diversity as a goal. The Kansas City Fire Department was dealing with diversity issues and facing EEO scrutiny when they invited a proposal from our firm. That was in 2001, and today, our firm has handled every selection and promotional procedure for the ranks of Deputy Chief, Battalion Chief, and Fire Captain with no adverse impact. We remain under contract and this year our firm will have conducted the ninth entry-level selection process for the Kansas City Fire Department. In 2012 our firm developed and administered a selection process for the position of entry-level firefighter for the City of Rochester and the Rochester Fire Department. As indicated in the article “Recruiting a Diverse Firefighting Force” (Appendix F), we were successful in achieving “the most diverse candidate pool in the history of the Rochester Fire Department.” Since 2002, the City of Memphis, Tennessee, Testing and Recruitment Division, has used our firm for their Fire promotional testing (e.g., Fire Suppression ranks of Battalion Chief, Division Chief, Lieutenant, Fire Driver and Air Rescue Chief; Fire Prevention Ranks of Fire Inspector, Fire Inspection Supervisor, Fire Investigations and Assistant Fire Marshal; Fire Communications Ranks of Senior Fire Alarm Operator and Watch Commander; and EMS Ranks of Battalion Chief, Division Chief, and Lieutenant). After we tested 1,000 candidates for over three promotional ranks, Director Chester Anderson, the former Chief of the Fire Service, said that it was the first time in 30 years In the last decade, we have not failed to achieve diversity for cities that have followed our suggested and implemented Fire and Police procedures. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 73 Morris & McDaniel is considered by many to be the leading firm in the nation for solving diversity issues for large protective services (fire/EMS, law enforcement and corrections) in their selection and promotional procedures. that there was no litigation and that we had achieved excellent diversity in the final lists. Morris & McDaniel, Inc. has continued to demonstrate excellence to our clients in the successful development and administration of entry-level and promotional public safety projects. Morris & McDaniel, Inc. was the “go to” firm for both the Philadelphia Police Department and the Mississippi Highway Patrol, two jurisdictions that have had diversity issues and long protracted litigation. Our assistance in both cases was by invitation, not by bid. Our reputation as the firm that “solves the problem,” not the firm that “will try to address it,” was earned by assisting many jurisdictions after several frustrating attempts on the clients’ part with other vendors. Morris & McDaniel, Inc. is one of only three testing firms allowed to conduct testing for Entry- Level Law Enforcement Officer and Correctional Officer for the Florida Department of Law Enforcement (i.e., for law enforcement and correction jurisdictions throughout the State of Florida). Written Multiple Choice Exams Morris & McDaniel has conducted thousands of promotional written exams for Public Safety ranks similar to the ranks of Fire Captain and Battalion Chief. Examples of projects involving the design and administration of written exams are Norfolk Fire Department, Kansas City Fire Department, Memphis Fire Department, Brevard County Fire Department, Orange County Fire Rescue,— to name only a few. The development of a written job knowledge test of cognitive ability is guided by the principles of psychometrics. Specifically, we follow the principles of the AERA, APA, NCME Standards for Educational and Psychological Testing and the Principles for the Validation and Use of Personnel Selection Procedures of the Society of Industrial and Organizational Psychology (Division 14 of the American Psychological Association). The promotional process for the City of Fort Collins and the Poudre Fire Authority will be Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 74 developed and conducted in such a manner as to conform to both professional standards and governmental guidelines. We use only trained, licensed psychometrists to write our test items, and we recommend all test items be reviewed by competent approved SMEs. We have used combinations of traditional multiple-choice questions that assess knowledge, and scenario based questions that assess both application of knowledge as well as management and supervisory skills and abilities. Assessment Centers Morris & McDaniel, Inc. officers have considerable experience in the design and implementation of state-of-the-art assessment centers for supervisory and managerial positions. Our projects have involved the use of multiple assessment techniques and exercises tailored to specific occupations and work settings, as well as multiple trained observers or assessors. Examples of projects involving the design and implementation of assessment centers are Norfolk Police and Fire Departments, Houston Fire Department, Kansas City Fire Department, - to name only a few. Our work in assessment centers involves not only design and implementation, but also training seminars and professional lectures and articles. Members of our staff have delivered keynote addresses at the International Congress on the Assessment Center Method. Employee Selection, Promotion, and Placement Morris & McDaniel, Inc. has considerable experience developing job-related employee selection and placement procedures. Our projects involve designing valid job-knowledge tests and assessment centers that are tailored to specific occupations and work settings, implementing the selection process for private and public-sector clients, and conducting structured interviews for placement of managerial personnel. Job-knowledge tests have been developed for numerous police and fire departments, welfare case workers, correctional officers, and grain operators, to name only a few occupations. Morris & McDaniel, Inc. has completed the development of job-related examinations for over 340 jobs in state government. To our knowledge, no other similar consulting firm has such an extensive base of experience with so many jobs found in local and state government organizations. With this base of experience, we have refined task inventories for a very extensive list of jobs in local and state government. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 75 We have considerable experience in developing and implementing non-traditional tests, i.e., practical simulation tests, using videos, multiple-choice in-baskets, and structured oral interviews. Job Analysis Job analysis is the basis for all personnel management systems including test development, performance appraisal, staffing procedures, human resource planning, job classification and evaluation, and training program development. The job analysis procedure identifies work tasks and behaviors and the knowledge, skills, and abilities required to perform these tasks. Morris & McDaniel, Inc. has many years of experience in conducting job analyses for a broad range of blue and white-collar occupations in both the private and public sectors. We have developed job analysis procedures that have withstood legal challenges on several occasions. We have designed and presented seminar programs for managerial personnel and job analysts on multi- purpose job analysis techniques. Morris & McDaniel, Inc. has conducted job analyses for physically demanding, as well as sedentary, occupations that require a wide variety of physical, cognitive, interpersonal, technical, managerial, and other skills. Legal and Regulatory Issues Morris & McDaniel, Inc. has given expert opinions in federal courts on the interpretation of the Uniform Guidelines on Employee Selection Procedures. In addition to our activities in interpreting the Uniform Guidelines, Morris & McDaniel, Inc. officers have broadened these efforts by developing and presenting several conference seminars and courses for personnel managers, psychologists, and lawyers in the public and private sectors in the United States and in Great Britain. We have also published professional articles and contributed to books regarding the interpretation of the Uniform Guidelines. One staff member served on the Task Force of the Society of Industrial and Organizational Psychology to provide comments on possible revisions for the AERA, NCME, APA Standards for Educational and Psychological Tests. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 76 Grievances/Complaints/Litigation Candidate Review and Appeal Morris & McDaniel believes that candidate review and appeals support the perception of a fair test process. Our firm has been successful in implementing such appeal/challenge procedures with other public safety agencies and our firm will assist the City in addressing the candidates' appeals. Individual written feedback, indicating final raw and converted scores, will be provided to all candidates. Each written test question will be organized by reference source and page citation allowing for a more structured appeal/challenge process and feedback to the candidates. Employment Discrimination Law Morris & McDaniel, Inc. is a firm of Industrial/Organizational Psychologists. The senior principal, also a licensed attorney, has expertise in employment discrimination law and has broad experience in Title VII litigation. This includes preparation of case materials, delivering depositions and expert testimony, conducting validation studies and statistical analyses of employment practices, and developing and implementing new personnel systems to comply with consent decrees. Our projects have included performing adverse impact analyses and evaluating employer compliance with legal and regulatory requirements. We have advised how to develop a legally defensible selection system, including the consideration of minimum qualifications. Morris & McDaniel, Inc. has also conducted several projects to develop and validate new selection procedures that comply with legal requirements and consent decrees. Computer Capability The offices of Morris & McDaniel utilize the most advanced and up to date computer technology for data analysis as well as other functions. These systems are maintained and supported by our in-house IT department to ensure maximum uptime and data security. Data analysis is performed with standard statistical applications software (e.g., SPSS), as well as with custom software written in-house. Data input is accomplished by scanning answer sheets compatible with any Scantron Series format, Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 77 or NCS format, into our high-speed scanners. We also have the capability of designing customized scanable answer sheets using Teleform software. Documents may also be input with page scanning and optical character recognition using our scanners. Documents and numerical data may be sent via e-mail or downloaded from our secure web servers by clients at their convenience. Additionally, data may be sent on media in the following formats: USB flash drive, DVD, or CD ROM. This allows for a wide range of input options. Output may be requested by, laser-printed form, USB flash drive, DVD, FTP, or on CD ROM. Morris & McDaniel also uses advanced technology to facilitate productive project management. We have access to the Cisco WebEx system for Internet video conferencing. We also have the capability to deliver surveys online via commercial software products, and we use the latest in graphics software to assist with the presentation of project information and data. Insurance Morris & McDaniel, Inc. holds the required insurance coverage. Upon award of the contract, Morris & McDaniel, Inc. will agree to present certified proof of coverage to the City of Fort Collins and the Poudre Fire Authority and provide a Certificate of Insurance naming the City/Fire Authority as an Additional Insured. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 78 CCOOMMPPLLEE TTEEDD AANN DD SSIIGGNN EEDD VVEENN DDOORR SSTT AATTEEMMEENN TT AANNDD AADD DDEENNDDUUMM 11 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 79 APPENDIX A Release by the City of New York Stating Morris & McDaniel as Only Consultant that Assists in All Their Testing, Including New York PD Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 80 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 81 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 82 APPENDIX B Morris & McDaniel, Inc. Professional Staff Resumes Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 83 DAVID M. MORRIS, PH.D., J.D., FACFE, DABFE President Morris & McDaniel, Inc. Management Consultants 117 South Saint Asaph Street Alexandria, VA 22314 Tel: (703) 836-3600 Fax: (703) 836-4280 E-Mail: contact@morrisandmcdaniel.com Employment Experience: 1976 to present Founded Morris & McDaniel, Inc. and served as Vice President until 1988; 1988 to present, served as President. 1978 Adjunct Faculty, University of Southern Mississippi 1976 Associate for Bayley Associates, Jackson, Mississippi, Industrial/Organizational Management Firm. 1973 Adjunct Faculty, Delgado College, New Orleans, Louisiana 1970 to 1972 Adjunct Faculty, Troy State University, Alabama 1970 to 1972 Research for the U.S. Army 1967 to 1969 Teaching Assistantship, Mississippi State University, Psychology Department Consulting Experience: Developed and conducted job-related entry-level police officer screening and vetting procedures for the South Sudan National Police Service (SSNPS), South Sudan. Developed and conducted promotional examinations and assessment centers for the ranks of Police Captain, Police Lieutenant, and Police Sergeant for the City of Houston Police Department, Houston, Texas. Developed and conducted entry-level and promotional examinations and assessment centers for the ranks of Fire Captain, Battalion Fire Chief, Deputy Fire Chief and Entry- Level Firefighters for the Kansas City Fire Department, Kansas City, Missouri. Developed and conducted promotional examinations and assessment centers for the ranks of Law Enforcement and Corrections Lieutenant and Sergeant for the Jefferson County Parish Sheriff’s Office, Harvey, Louisiana. Developed and conducted promotional examinations and assessment centers for the ranks of Fire Marshal, Battalion Chief, Captain, Fire Lieutenant and Engineer (Driver) for the Orange County Fire Rescue Department, Orlando, Florida. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 84 Developed and conducted promotional examinations and assessment centers for the ranks of Police Commander, Police Lieutenant and Police Sergeant for the City of Austin Police Department, Austin, Texas. Development, implementation and translation of a screening test for potential candidates for the Iraqi Police Service (IPS), Baghdad, Iraq. Developed and conducted promotional examinations and assessment centers for the ranks of Fire District Chief, Fire Lieutenant, and Entry-Level Firefighter for the Brevard County Fire Rescue, Rockledge, Florida. Developed and conducted promotional examinations and assessment centers for the ranks of Fire Captain, Lieutenant, Sergeant and EMS Battalion Supervisor/Captain for the District of Columbia Fire and EMS Department, Washington, D.C. Developed and conducted promotional examinations and assessment centers for the ranks of Law Enforcement and Corrections Lieutenant and Sergeant and Entry-Level for the Palm Beach County Sheriff’s Office, W. Palm Beach, Florida. Developed and conducted promotional examinations and assessment centers for the ranks of Police Lieutenant, Police Sergeant and Master Police Officer (MPO) for the Newport News Police Department, Newport News, Virginia. Developed and conducted promotional examinations and assessment centers for the ranks of Police Captain, Lieutenant and Sergeant for the City of Richmond Police Department, Richmond, Virginia. Developed and conducted promotional examinations and assessment centers for the ranks of Battalion Chief, Fire Captain, Fire Lieutenant and Entry-Level Firefighter for the New Haven Fire Department, New Haven, Connecticut. Developed and conducted promotional examinations and assessment centers for the ranks of Police Captain, Lieutenant and Sergeant for the Chesapeake Police Department and for the ranks of Battalion Chief, Captain and Lieutenant for the Chesapeake Fire Department, Chesapeake, Virginia. Developed and conducted promotional examinations and assessment centers for the ranks of Assistant Chief, Deputy Chief and Driver for the Hartford Fire Department, Hartford, Connecticut. Developed and conducted promotional examinations and assessment centers for the ranks of Police Corporal, Sergeant, Lieutenant, and Captain for Norfolk Police Department and the ranks of Fire Captain and Battalion Fire Chief for Norfolk Fire Department for the City of Norfolk, Virginia. Developed and conducted promotional examinations and assessment centers for the ranks of Fire Driver, Fire Lieutenant, Battalion Fire Chief, Air Crash Chief and Division Chief for Memphis Fire Suppression for the City of Memphis, Tennessee. Developed and conducted entry-level and promotional examinations and assessment centers for the ranks of Commander, Lieutenant and Sergeant for the Colorado Springs Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 85 Police Department, Colorado Springs, Colorado. Developed and conducted promotional examinations and assessment centers for the ranks of Law Enforcement Sergeant, Lieutenant, and Captain for the University of Texas at Houston Police Department (MD Anderson Cancer Hospital), Houston, Texas. Develop and conducted promotional examinations and assessment centers for the ranks of Lieutenant and Sergeant for the Tucson Police Department, Tucson, Arizona. Development of entry-level law enforcement and correctional examination for jurisdictions throughout the State of Florida. Developed entry-level entrance examination process for Entry-Level Police Officer for the City of Philadelphia Police Department, Philadelphia, Pennsylvania. Developed and conducted entry-level and promotional testing for police jurisdictions throughout the State of Georgia. Developed and conducted promotional examination and assessment centers for Sergeant and Lieutenant for City of Boston, Massachusetts. Developed written tests and promotional process for Detective for Boston Police Department, Boston, Massachusetts. Developed and conducted pre-test training, written tests, and assessment centers for Police Corporal, Sergeant, Lieutenant, Fire Lieutenant, Station Commander, and Shift Commander for Arlington County, Virginia. Developed job-related Entry-Level Police and Fire examinations for Kenner Police and Fire Departments, Kenner, Louisiana. Developed and conducted promotional tests for Fire Ranks of Lieutenant, Captain, Battalion Chief, and Assistant Chief for Cleveland Fire Department, Cleveland, Ohio. Consultant to Port of New Orleans for test development/selection and validation. Consultant to Amtrak for promotional tests, assessment centers, and performance appraisal systems. Consultant to Jefferson Parish, Louisiana, for developing a valid and defensible performance appraisal system. Consultant to Mitchell Engineering for review of selection procedures and applicant flow in anticipation for legal defense work. Consultant to Southern Scrap for conducting legally defensible personnel selection. Consultant to the U.S. National Park Service on selection and organizational issues. Consultant to the State of Wyoming for developing the State's Performance Appraisal System. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 86 Consultant to Johnston-Tombigbee Furniture Co. for review of selection procedures, various personnel aspects, and adverse impact analysis in anticipation of legal defense. Conducted annual Mississippi Banking Association survey (1986, 1987, 1988) of bank salaries and fringe benefits. Consultant to State Air and Water Pollution Control Commission (job analysis and job evaluation). Consultant to Mississippi Department of Public Welfare for the development of a legally defensible training program with valid achievement tests. Consultant to Seminole Manufacturing for review of recruiting procedures, selection procedures, promotional procedures, and adverse impact analysis in anticipation of legal defense. Developed promotional examinations for the U.S. Capitol Police. Conducted comprehensive multi-purpose job analysis for two federal government job series for subcontractor to Human Technology, Inc., for the Office of Personnel Management and Bureau of Labor Statistics. Conducted job evaluation of 40 jobs and organizational restructuring for Mississippi State Tax Commission. Conducted job evaluation of selected jobs in the Motor Vehicle Comptroller's Office for Mississippi State Personnel Board. Conducted three job evaluation projects for: Engineers and Technical Jobs in the State Highway Department, Environmental Engineers in the Pollution Control Bureau, and Industrial Representatives in the Department of Economic Development for Mississippi State Highway Department and Mississippi State Personnel Board. Conducted comprehensive job analysis and developed selection procedure development for 340 State Jobs for Mississippi State Personnel Board. Conducted selection and placement of Power Company Managers and Supervisors for Louisiana Power & Light Company, and Mississippi Power & Light Company. Conducted screening of security personnel for nuclear power industry for Capital Security Services. Served as the testing expert of record for two power companies as prime contractors for the Nuclear Regulatory Commission. Developed selection procedure using a written knowledge test and an assessment center for a management position for Mississippi Employment Security Commission. Developed selection and promotion examinations for three grain operator jobs for Continental Grain Co., New Orleans, Louisiana. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 87 Developed entry-level selection procedure for Medicaid Specialist for Mississippi Medicaid Commission, Jackson, Mississippi. Conducted cross-national selection testing research project of business companies concerning the use of formal selection tests in the recruitment and selection process for higher status jobs in England, France, and Holland. European Common Market Congress, Europe. Conducted pre-test training, written examinations and oral boards for Police Sergeants and Lieutenants for Metropolitan Area Transit Authority, Washington, D.C. Developed and implemented assessment centers for Sergeants, Lieutenants, and Captain and Fire Lieutenants, and District Chief for Police and Fire Department, Corpus Christi, Texas. Developed and implemented police tests and assessment centers for Corporal, Sergeant, First Sergeant, First Lieutenant, Second Lieutenant, and Captains, for Maryland State Police, Pikesville, Maryland. Developed and implemented police written tests and assessment centers for Sergeants, Lieutenants, and Captains for Consolidated Office of the Sheriff of the City of Jacksonville, Florida. Developed job-related Entry-Level Police examinations for Harbor Police of the Port of New Orleans, Louisiana. Developed job-related Entry-Level Police examination for Orleans Levee Board, New Orleans, Louisiana. Developed assessment center for Police Sergeant for Rockville City Police Department, Rockville, Maryland. Developed written examination for Police Detective, Sergeant, Lieutenant and Captains for United States Capitol Police, Washington, D.C. Conducted individual assessment of Police Candidates for Kenner Police Department, Kenner, Louisiana. Conducted individual assessment of Police Candidates for St. John the Baptist Parish Police Department. Conducted individual assessment of Police Candidates for Orleans Levee Board Police Department. Conducted individual assessment of Police Candidates for Harahan Police Department, Louisiana. Conducted individual assessment of Police Candidates for Port of New Orleans Police Department, New Orleans, Louisiana. Developed Entry-Level Firefighter examinations for international market for International Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 88 Personnel Management Association, Alexandria, Virginia. Developed and implemented performance appraisal system for Mississippi State Personnel Board. Developed performance-based merit pay system for state agencies for Mississippi State Personnel Board. Developed and conducted "Train the Trainers" Program and self-study text on performance standards for Department of the Army, Forces Command Division. Conducted management assessment for Chief Executive Officer for several private companies. Electric Company, National Association. Developed and implemented organizational assessment and feedback questionnaire for Bank of Mississippi. Conducted organizational development for branch office of national accounting firm, Touche Ross. Conducted organizational development for a food-processing plant for B.C. Rogers Company. Conducted management training for State Government Managers for Mississippi State Personnel Board. Developed and conducted job knowledge and skills training program for Welfare Workers for Mississippi State Department of Public Welfare. Developed pre-employment selection and training program for Welfare Workers for Mississippi State Department of Public Welfare. Conducted behavioral reliability training for Waterford 3 Nuclear Power Plant, Louisiana Power & Light Company. Developed and conducted Psychiatric Aide Skills Training Program for Department of Labor, Jobs Training Partnership Act, Nashville, Tennessee. Developed and conducted customized Food Service Worker Skills Training Program for Department of Labor, Jobs Training Partnership Act, Gulf Coast Business Services Corporation, Gulfport, Mississippi. Conducted youth entrepreneur summer program for Department of Labor, Jobs Training Partnership Act, Gulf Coast Business Services Corporation, Gulfport, Mississippi. Evaluation of Pilot Training Programs. Mid Wales Development Board, Great Britain. Supervised research project regarding equal opportunities in training for Manpower Services Commission, England. Supervised personal effectiveness and self-development course for Export Credit Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 89 Guarantee Department, British Civil Service, England. Developed written tests and assessment centers for Captain for Prince William Fire Department, Prince William, Virginia. Developed written tests and assessment centers for Fire Lieutenant for Prince William Fire Department, Prince William, Virginia. Publications: Morris, D.M., and Thornton, G., The Application of Assessment Center Technology to the Evaluation of Personnel Records, Public Personnel Management, Volume 30 No. 1, Spring 2001. Morris, D.M., and Pittman, S., Amtrak Police Department, Final Report, Development of the Promotional Procedures for the Position of Lieutenant. Washington, D.C.: Morris & McDaniel, Inc., 1990. Morris, D.M., and Pittman, S., Amtrak Police Department, Final Report, Development of the Promotional Procedures for the Position of Sergeant. Washington, D.C.: Morris & McDaniel, Inc., 1990. Morris, D.M., and Pittman, S., Alexandria Fire Department, Final Report, Development of the Promotional Procedures for the Position of Emergency Rescue Technician III. Washington, D.C.: Morris & McDaniel, Inc., 1989. Morris, D.M., and Pittman, S., Alexandria Fire Department, Final Report, Development of the Promotional Process for the Positions of Lieutenant and Captain. Washington, D.C.: Morris & McDaniel, Inc., 1988. Morris, D.M., Arlington County Fire Department, Final Report, Development of a Pretraining Package and Examination for Promotion to Fire Supervisor. Washington, D.C.: Morris & McDaniel, Inc., 1984. Morris, D.M., Arlington County Fire Department, Final Report, Development of a Pretraining Package and Examination for Promotion to Fire Station Commander. Washington, D.C.: Morris & McDaniel, Inc., 1984. Morris, D.M., Arlington County Fire Department, Final Report, Development of a Pretraining Package and Examination for Promotion to Fire Supervisor. Washington, D.C.: Morris & McDaniel, Inc., 1985. Morris, D.M., Arlington County Fire Department, Final Report, Development of a Pretraining Package and Examination for Promotion to Fire Shift Commander. Washington, D.C.: Morris & McDaniel, Inc., 1985. Morris, D.M., Arlington County Fire Department, Final Report, Development of a Pre- Training Package and Examination for Promotion to Fire Station Commander. Washington, D.C.: Morris & McDaniel, Inc., 1985. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 90 Morris, D.M., Arlington County Police Department, Final Report, Development of a Pre- Training Package and Examination for Promotion to Police Sergeant. Washington, D.C.: Morris & McDaniel, Inc., 1985. Morris, D.M., Arlington County Police Department, Final Report, Development of a Pre- Training Package and Examination for Promotion to Police Lieutenant. Washington, D.C.: Morris & McDaniel, Inc., 1985. Morris, D.M., Arlington County Police Department, Final Report, Development of a Pre- Training Package and Examination for Promotion to Police Corporal. Washington, D.C.: Morris & McDaniel, Inc., 1985. Morris, D.M., City of Cleveland Fire Department, Final Report, Development of Promotional Procedures, Washington, D.C.: Morris & McDaniel, Inc., 1989. Morris, D.M., International Personnel Management Association, Final Report, Development and Validation of IPMA Entry-Level Firefighter Examinations. Washington, D.C.: Morris & McDaniel, Inc., 1989. Morris, D.M., and Pittman, S., Maryland State Police, Final Report, Development of the Promotional Procedures for Five Ranks. Washington, D.C.: Morris & McDaniel, Inc., 1989. Morris, D.M., and Pittman, S., Prince William County Department of Fire and Rescue, Final Report, Development of the Promotional Process for Fire Captain. Washington, D.C.: Morris & McDaniel, Inc. Morris, D.M., and Pittman, S., Prince William County Department of Fire and Rescue, Job Analysis Report for Lieutenant. Washington, D.C.: Morris & McDaniel, Inc., 1989. Morris, D.M., and Pittman, S., Rockville City Police Department, Final Report, Development of the Promotional Process for the Position of Police Sergeant. Washington, D.C.: Morris & McDaniel, Inc., 1987. Morris, D.M., and Pittman, S., Rockville City Police Department, Final Report, Development of the Promotional Process for Police Sergeant. Washington, D.C.: Morris & McDaniel, Inc., 1989. Morris, D.M., and Pittman, S., United States Capitol Police, Content Validity Report for the Position of Sergeant. Washington, D.C.: Morris & McDaniel, Inc., 1988. Morris, D.M., and Pittman, S., United States Capitol Police, Content Validity Report for the Position of Lieutenant. Washington, D.C.: Morris & McDaniel, Inc., 1988. Morris, D.M., and Pittman, S., United States Capitol Police, Content Validity Report for the Position of Detective. Washington, D.C.: Morris & McDaniel, Inc., 1988. Morris, D.M., and Pittman, S., United States Capitol Police, Content Validity Report for the Position of Captain. Washington, D.C.: Morris & McDaniel, Inc., 1988. Morris, D.M., Jackson Fire Department, Final Report, Development of a Content Valid Promotional Exam for Fire Lieutenant. Washington, D.C.: Morris & McDaniel, Inc., 1990. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 91 Morris, D.M., Boston Police Department, Final Report, Development and Validation of the Promotional Process for Police Sergeant and Lieutenant. Washington, D.C.: Morris & McDaniel, Inc., 1987. Morris, D.M., Boston Police Department, Final Report, Development and Validation of the Promotional Process for Police Detective. Washington, D.C.: Morris & McDaniel, Inc., 1990. Morris, D.M., Washington Area Metro Authority Transportation Authority, Job Analysis Report for Police Lieutenant. Washington, D.C.: Morris & McDaniel, Inc., 1985. Morris, D.M., Washington Area Metro Authority Transportation Authority, Job Analysis Report for Police Sergeant. Washington, D.C.: Morris & McDaniel, Inc., 1985. Morris, D.M. and Meyers R.W., Developing a Valid and Credible Promotion Process. Washington, D.C.: Morris & McDaniel, Inc. 2016. The publication can be found in Appendix F of this proposal. Books: EEO Law and Personnel Practices, Arthur Gutman; David M. Morris, Author of Forward; Tara S. Mead, Sage Production Editor, 1993 Tests Published: The Multiple-Choice Management In-Basket Exercise. Morris & McDaniel, Inc.: Washington, D.C., 1990. National Police Entry-Level Examination. Morris & McDaniel, Inc.: Washington, D.C., 1990. National Firefighter Examination. Morris & McDaniel, Inc.: Washington, D.C., 1989. IPMA Entry-Level Firefighter Test. International Personnel Management Association: Alexandria, Virginia, 1987. Presentations Made: How Data can Improve Selection, Due Diligence, and Promotions - The Newest Personnel Science Rebuilding the Future Police. Invited Speaker by the Pearls of Policing Conference 2014, co-hosted by the Federal Bureau of Investigation, San Francisco, California, 2014. Strengthening your Selection and Promotion will Strengthen your Police. Invited Speaker by the Nepal Police Command Staff, Kathmandu, Nepal, 2014. For a More Stable and Secure Country, Improved Police Screening is a Must. Invited Speaker by the 17th Asia-Pacific Chapter FBINAA Retraining Conference, Kathmandu, Nepal, 2014. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 92 Using New Screening & Promotional Procedures to Strengthen a Country's Internal Security. Invited to speak at the meeting of the Executive Committee of the Indonesian Police, Jakarta, Indonesia, 2013. Using New Screening & Promotional Procedures to Strengthen a Country's Internal Security. Invited Speaker by the Inspector General of the Uganda Police Force, the Republic of Uganda, 2013. Meeting the Challenge of Legally Defensible Selections and Promotions Which Yield Diversity. Invited Speaker by The Commission on Accreditation for Law Enforcement Agencies, Inc. (CALEA), Winston-Salem, North Carolina, 2013. Recruitment and Due Diligence: Reshaping Police Human Resources. Invited Speaker by the International Criminal Police Organization’s (Interpol) 82nd General Assembly, Cartagena de Indias, Colombia, 2013. Meeting the Challenge of Legally Defensible Selections and Promotions Which Yield Diversity. Invited Speaker by the FBI NAA Annual Training Conference, Orlando, Florida, 2013. Lessons Learned in War: Using New Screening & Promotional Procedures to Strengthen a Country's Internal Security Against Counter Terrorism. Invited Speaker by the 16th Asia Pacific Chapter FBI NAA, Bangkok, Thailand, 2013. Solving the Diversity Problem in Promotional and Entry-Level Selections and Involving Stakeholders. Invited Speaker by the Fire Rescue International (FRI), Chicago, Illinois, 2010. How to Conduct Promotional and Entry-Level Selections while Involving Stakeholders. Invited Speaker by the Fire Metro Chiefs 2010 Expo, Memphis, Tennessee, 2010. Important Considerations for Conducting In-House Assessments for Selections and Promotions. Invited Speaker by the Massachusetts Municipal Personnel Association representing the International Public Management Association for Human Resources (IPMA-HR), Boxborough, Massachusetts, 2009. Using Modern Assessment Techniques to Rebuild the Security Forces in War-Torn Iraq. Invited Speaker by the American Psychological Association, San Francisco, California, 2007. Using Cross-Cultural Tests to Help Rebuild Iraqi Security Forces - Implications for Global HR Manager. Invited Speaker by the International Public Management Association for Human Resources, St. Louis, Missouri, 2007. Using Cross-Cultural Tests to Help Rebuild Iraqi Security Forces - Implications for Global HR Manager. Invited Speaker by the Association of Test Publishers, Palm Springs, California, 2007. Using Modern Assessment Techniques to Rebuild the Security Forces in War-Torn Iraq - Implications for Global HR Manager. Invited Speaker by the 33rd International Congress Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 93 on Assessment Center Methods, London, England, 2006. Selecting the Best: The Latest in State-Of-The Art Personnel Selection. Invited Speaker/Workshop by SHRM, Jackson, MS 2006. Establishing the New Entry Level Police Screening Test for the Nation of Iraq. Invited Speaker by the Personnel Testing Council/Metro Washington, November PTC/MW Luncheon, Washington, D.C., 2004. The Reconstruction of Iraq. Invited Speaker by the American National Standards Institute, ANSI Personnel Certification Summit, Washington, D.C., 2004. Applicant and Employee Testing and Evaluation in Today’s Legal Environment. Invited Speaker by the SMU Dedman School of Law, Labor and Employment Law Seminar, Hot Springs, Virginia, 2003. Legal Issues in Assessment Centers and Other Performance-Based Assessments. Invited Speaker by the Grand Lodge Fraternal Order of Police, Phoenix, Arizona, 2001. Occupational Assessment of Personality in Non-Pathological Populations and Assessment Issues, Techniques and Challenges in Occupational Evaluations. Invited Speaker by the Department of Psychology, Massachusetts Mental Health Center of Harvard Medical School, 2001. Legal Implications of Some Selective Industrial/Organizational Psychology Practices. Invited Speaker at the Georgia Association of Psychology, Atlanta, Georgia, 2000. Multiple-Choice In-Baskets for Management Assessment. Invited speaker at the International Congress on Assessment Centers, Orlando, Florida, 1999. Effective Applicant and Employee Evaluation and Testing. Jackson, Mississippi, 1998. Series of Personnel Seminars, 1986. Morris & McDaniel, Ltd., in conjunction with Morris & McDaniel, Inc., conducted a series of seminars on the following issues: "The Uses and Abuses of Selection Tests"; "Recent Developments in Assessment Centers"; and "Issues of Validity in Selection Testing." London, England. Multiple-Choice In-Baskets for Management Assessment. Invited speaker at the International Congress on Assessment Centers, Toronto, Canada, 1991. Legal Issues in the Selection Process. The International Association of Chiefs of Police, September, 1990. The New Legal Issues: Employment Testing and Assessment. American Management Association in San Francisco, California, April 1990. Testing Economy and Usefulness. General Electric In-House Conference for Human Resource Managers, Charlotte, North Carolina, 1990. Legal Issues in Testing and Assessment. The InSci User's Conference, Atlanta, Georgia, October, 1990. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 94 Using Assessment Centers as a Management Skills Audit. Invited speaker at the October International Training and Development Conference of the Management Centre Europe, in Brussels, Belgium, October, l987. Building Legal Defensibility into Selection Programs. American Psychological Association, Division for Industrial/Organizational Psychology, Continuing Education Program, August, 1986. EEO Guidelines and Psychological Testing. Louisiana Psychological Association Meeting. The Role of a Consultant. Southeastern Conference for State Personnel Directors. Getting the EEO Lightning Rods Out of Your Personnel Practices. Mississippi Association of City Clerks, Tax Assessors, and Collectors. Tests Can Save You Millions of Dollars in Production. American Society of Public Administrators. The Gathering of Storm Clouds in the Weber Decision. International Association of Personnel in Employment Security. Personnel Law After Bakke. American Society of Public Administrators, annual meeting, 1978. Psychologists in the Courtroom. The Louisiana Psychological Association convention, one-day workshop. An analysis of the U.S. Supreme Court Decision on Bakke. International Association of Personnel in Employment Security, annual meeting, 1978. Legal Experience: Case Preparation, Testimony Technical assistance to Emory A. Plitt, Maryland Attorney General's Office, for negotiations involving the Black Trooper's Association. Consultant to Threadgill and Smith, Attorneys at Law, for reviewing adverse impact analysis, promotional procedures, and selection procedures in anticipation of litigation. Consultant to Sidney A. Bache, Attorney at Law, giving expert witness testimony in Federal Court regarding promotional and testing procedures. Consultant to Rhonda Lustman, Attorney at Law, for reviewing consent decree and giving expert testimony in Federal Court regarding promotional and testing procedures and their effect on women. Consultant to Dale Wilkes, Attorney at Law, for reviewing consent decree and giving expert testimony in Federal Court regarding promotional and testing procedures and their effect on Hispanics. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 95 Consultant to Mississippi Attorney General's office for Title VII Lawsuit defense, assistance with data analysis, applicant flow analysis, test validation and expert witness testimony. Technical assistance to Mitchell Engineering for review of selection procedures and applicant flow in anticipation of legal defense work. Technical assistance to Seminole Manufacturing Company for review of recruiting procedures, selection procedures, promotional procedures, and adverse impact analysis in anticipation of legal defense. Technical assistance to Threadgill and Smith, Attorneys at Law, for reviewing adverse impact analysis, promotional procedures, and selection procedures in anticipation of litigation. Technical assistance to Sidney A. Bache, Attorney at Law, giving expert witness testimony in Federal Court regarding promotional and testing procedures. Technical assistance to Rhonda Lustman, Attorney at Law, for reviewing consent decree and giving expert testimony in Federal Court regarding promotional and testing procedures and their effect on Hispanics. Technical assistance to Johnston-Tombigbee Furniture Company for review of selection procedures, and various personnel practices, and adverse impact analysis in anticipation of legal defense. Technical assistance to Attorneys for Arlington County, Virginia, in the defense of selection procedures. Technical assistance to Attorneys for the Mississippi State Personnel Board for the defense of minimum qualifications. Technical assistance to Attorneys for the City of Jacksonville, Florida, for defense of selection procedures. Technical assistance to Attorneys and Management for the U.S. Park Service regarding the development of legally defensible selection systems. Technical assistance to Attorneys for the City of Cleveland, Ohio, for presentation of validity evidence on personnel selection. Technical assistance to Attorneys for the City of Rockville, Maryland, for defense of selection procedures. The following are case citations and attorneys for use in the evaluation of legal support services provided by David Morris: William Howe, et al. v. City of Akron, United States District Court for the Northern District of Ohio, Eastern Division, Case No. 5:06-CV-2779 Attorney: Aretta K. Bernard, Roetzel & Andress Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 96 (330) 849.6630 Patricia Ambrose, Assistant Director of Law and Interim Personnel Director, City of Akron, Ohio (330) 375-2030 Dwight Bazile, et. al. v. City of Houston, Texas, United States District Court Southern District of Texas, Houston Division, Case No. 4:08-cv-02404 Attorney: Lowell F. Denton, Denton Navarro Rocha & Bernal, P.C. (210) 227-3243 United States v. City of Garland, Texas, United States District Court for the Northern District of Texas, Dallas, Division, Case No. 3:98CV-0307-L. Attorney: Lisa Von Eschen, Latham & Watkins (213) 891-7502 Barbara Arrington, et. al., v. Southern Pine Electric Power Association, Circuit Court of Smith County, Mississippi, Case No. 99-0002. Attorney: Monte Barton, Copeland, Cook, Taylor & Bush (601) 856-7200 Willie Morrow, et al. vs. Jim Ingram, Commissioner of Public Safety of Mississippi, et al., Civil Action Number 4716 (G) Attorney: James W. Younger, Jr., Mississippi Department of Public Safety (601) 987-1212 U.S.A. v. Jefferson County, Civil Action No.: CV-75-S-0666-S Attorney: Anne R. Yuengert, Bradley, Arant, Rose & White LLP (205) 521-8000 Deambra Brown, et. al. v. Kellogg Company, Kellogg USA, Inc., Case No. 8:98CV-383 Attorney: Bill Muth, Berens & Tate, P.C. Christopher E. Hoyme, Berens & Tate (402) 391-1991 Mulderig v. City of Philadelphia, CP, Civil Trial Division, No. 546. Attorney: John C. Straub, former Chief Deputy City Solicitor (215) 684-6176 Sara Beard v. The Mississippi State Department of Education, et. al., Civil Action No: 3: 94CV542BN Attorney: Armin J. Moeller, Jr. (601) 965-8156 United States of America et al., v. City of Montgomery, et al., Civil Action No. 3839-N: Attorney: Thomas M. Goggans, Montgomery, Alabama (334) 834-2511 Denise Chapman, Kenneth Donnell, Joseph Langston, Frederick Moore, Larry Robinson v. Brinker International Inc. d/b/a Chilli's Grill and Bar, and Grady's Inc., d/b/a Grady's American Grill, U.S. District Court, Southern District of Mississippi, Jackson Division, Case No. 3:95CV628LN. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 97 Attorney: James D. Bell, Bell & Associates (601) 898-1111 Cecil Hankins v. City of Philadelphia, U.S. District Court for the Eastern District of Pennsylvania. Attorney: Howard Lebofsky, Deputy City Solicitor (215) 685-5123 William P. Hammons, et al., v. Oscar Adams, et al. Attorney: Louis L. Robein, Jr., Gardner, Robein, & Healey, New Orleans, Louisiana (504) 885-9994 Analyzed applicant flow. Massachusetts Association of Minority Law Enforcement Officers (MAMLEO) v. Boston Police Department, U.S. District Court; Docket No. 78-529-S. Court Presentation before Judge Walter Jay Skinner regarding Test Issues. Attorney: John Albano, (617) 951-8360 Larry Williams, et al. v. City of New Orleans, et al. Eastern District of Louisiana, No. 73- 629, Section "G." Served as expert for four different interveners who were objecting to the Consent Decree for the New Orleans Police Department. Attorneys: Sidney Bache, Rhonda Lustman, Lynn Waserman, and Dale Wilkes (504) 888-3700 Clinton W. Hammock, et al. v. City of Auburn, et al., U.S. District Court for the Middle District of Alabama, Eastern Division, Civil Action 87-V-680-E. Attorney: Dudley Perry, Perry & Russell, Montgomery, Alabama (334) 262-7763 Carolyn Jordan, et al. v. John Wilson, et al. U.S. District Court, Middle District of Alabama, Civil Action No. 75-19-N. Attorney: Thomas M. Goggans, Montgomery, Alabama (334) 834-2511 Thomas J. Wise v. Arlington County, Virginia, U.S. District Court, Civil Action 85-256-A. Alice Anselmo v. Mayor and City Council of Rockville, Maryland, et al., U.S. District Court, Maryland District, Civil Action No. JFM-87-2311. Attorney: Judith Catterton, City Attorney's Office (301) 294-0460 Paul Carr et al. v. Massachusetts Department of Personnel Administration, Case Nos. G-461, 462, 463, 464, and 465. Before the Commonwealth of Massachusetts Civil Service Commission. Attorney: Harold L. Lichten, Angoff, Goldman, Manning, Pyle, Wangner & Hiatt (617) 723-5500 Administrative Hearing before the Akron Civil Service Commission, Re: Appeal for Tom Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 98 Kelly and Jack Porter. Attorney: Patricia Ambrose Rubright, Assistant Director of Law, Department of Law, City of Akron, Ohio (216) 375-2030 Captain Alex Torres, et al v. City of San Antonio Police Department, et al, U.S. District Court Western District of Texas, San Antonio Division, No. SA-94-CA-242. Attorney: Reuben Campos, Figueroa, Barrera & Harvey, P.C. (210) 227-3700 Emma Ruth Davis, Ollie Mae Hood, and Martha Ann Hood v. Lamar Manufacturing Company, Inc., District Court for the Northern District, Alabama, No. CV-80-HM-1215-J. Attorney: Taylor Smith, Threadgill & Smith, Columbus, Mississippi (662) 244-8824 Norma J. Mustin, for Herself and All Others Similarly Situated v. Four County Electric Power Association. Northern District of Mississippi, Eastern Division No. EC 81-280-W- P. Attorney: Taylor Smith, Threadgill & Smith, Columbus, Mississippi (662) 244-8824 Mississippi Council on Human Relations, Barbara Phillips, Cornell Green Rice, Patricia A. Catchings and Jim Davis Hull v. State of Mississippi Department of Justice of the State of Mississippi, A. F. Summer, Individually and in His Official Capacity as Attorney General of the State of Mississippi, U.S. District Court, Southern District, No. J-76-118- R. Attorney: Mary Lawrence Gervin, Jackson, Mississippi (601) 946-5566 Robert Parks, et al. v. Johnston-Tombigbee Furniture Manufacturing Company, U.S. District Court, Northern District, Mississippi, No. EC 78-174-S-O. Data Analysis and Applicant Flow Analysis. Attorney: Taylor Smith, Threadgill & Smith, Columbus, Mississippi (662) 244-8824 Grace Ann Ervin and Olive Stewart v. Johnston-Tombigbee Furniture Manufacturing Company, U.S. District Court, Northern District, Mississippi, No. EC 78-216-S-O. Data Analysis and Applicant Flow Analysis. Attorney: Taylor Smith, Threadgill & Smith, Columbus, Mississippi (662) 244-8824 Joe Durrah v. CECO Corporation D/B/A Mitchell Engineering Company, U.S. District Court, Northern District, Mississippi, No. EC 78-206-S-O. Data Analysis and Applicant Flow Analysis. Attorney: Taylor Smith, Threadgill & Smith, Columbus, Mississippi (662) 244-8824 United States v. City of Jackson, Mississippi, No. J74-66(N). Attorney: Tim Hancock, City Attorney's Office (601) 960-1799 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 99 Wade v. Mississippi Cooperative Extension Service, et al. (Analyzed Data Relevant to Consent Decree for Defendant's Attorney). Northern District, Mississippi. Attorney: Mary Lawrence Gervin, Jackson, Mississippi (601) 946-5566 United States v. Mississippi State Department of Public Welfare, et al. Dorothy Walles v. Mississippi State Department of Public Welfare, Northern District, Mississippi, No. GC 73-5-S. Attorney: Mary Lawrence Gervin, Jackson, Mississippi (601) 946-5566 Morrow v. Dillard, 580 FED 2nd 1284. (Conducted Post-Trial Validation Studies). Attorney: Mary Lawrence Gervin, Jackson, Mississippi (601) 946-5566 Ernestine Forest v. Mississippi Game and Fish Commission. EEOC charge No. TJA 6- 0802. Analyzed Applicant Flow and Minimum Qualifications. Attorney: Mary Lawrence Gervin, Jackson, Mississippi (601) 946-5566 Wayne F. Latham, v. Mississippi State Tax Commission. Expert Witness in Federal Court, District Court for the Northern District of Mississippi, Greenville District No. GC82- 132-WK-O. Provided expert testimony regarding minimum qualifications, i.e., age requirements. Attorney: Mary Lawrence Gervin, Jackson, Mississippi (601) 946-5566 Bessie Thompson v. Mississippi State Personnel Board, et al., Northern District, Mississippi No. GC82-203-WK-O. Analysis of Applicant Flow Data in order to provide defense for minimum qualifications. Attorney: Mary Lawrence Gervin, Jackson, Mississippi (601) 946-5566 New Orleans Fire Fighters Association Local 632, et al. v. City of New Orleans (1986 lay-offs within the New Orleans Fire Department using performance appraisals). Attorney: Louis L. Robein, Jr. (504) 885-9994 Robert G. Fowler v. McCrory Corporation, Southern District, Maryland No. JFM 87-1610. Analysis of selection procedures and performance appraisal system. Attorney: Jean M. MacHarg, Patton, Boggs, and Blow (202) 457-5235 Francine Green v. Fairfax County School Board, et al. District Court for the Eastern District of Virginia, Civil Action No. 93-104-A. Attorney: Charlson & Bredenhoft, Fairfax, Virginia (703) 352-2340 David Anderson v. B.C. Rogers Poultry, Inc., Scott Circuit No. 10,390. Attorney: Joe L. McCoy, McCoy, Wilkins, Stephens & Tipton, P.A. (601) 366-4343 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 100 George Glover, Jr. and Loretta Glover v. Officer Charles Brenke, individually and in his capacity as an officer of the Lafayette Police Department, City of Lafayette Police Department and City of Lafayette, U.S. District Court, Western District of Louisiana, Lafayette-Opelousa Division. Civil Action CV 93-0510. Attorney: Stephen Santillo, Glenn Armentor, Ltd. (318) 233-1471 United Black Firefighters Association, et.al., v. City of Akron, et.al., United States District Court for the Northern District of Ohio, Eastern Division, Case No. 5:90CV-1678. Attorney: Bonnie I. O'Neil, Thompson, Hine & Flory (614) 469-3200 Caroline Burney v. Rhee Manufacturing Company, United States District Court for the Middle District of Alabama, Northern Division, Case No. CV97-D-1300-N. Attorney: Henry C. Barnett, Jr., Capell, Howard, Knube & Cobbs (334) 241-8059 ADA Assistance, Frank Cantrell, Attorney. (901) 754-8001 ADA Assistance, Mary Lawrence Gervin, Attorney. (601) 946-5566 Education: Ph.D. University of Southern Mississippi, 1975 Psychology, specialization in Industrial/Organizational Psychology J.D. Mississippi College School of Law, 1981 Attended the Hague Academy for International Law (Hague, the Netherlands), 1985, 1986, and 1987 sessions M.S. Mississippi State University, 1969 Psychology B.S. Millsaps College, 1967 Psychology Scholarships/Honors: 2007 IPMA Assessment Council, Certificate of Merit for Work in Iraq 1968-1969 Mississippi State University, Research Fellowship 1967-1968 Mississippi State University, Teaching Assistantship 1964-1966 Millsaps College, Football Scholarship 1963 Millsaps College, Scholastic Scholarship Teaching Experience: 2001 Visiting Faculty at Harvard Medical School Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 101 Contemporary Applications of Psychological Testing (April) 1978 Adjunct Faculty, University of Southern Mississippi 1973 Adjunct Faculty, Delgado College, New Orleans, Louisiana 1970-1972 Adjunct Faculty, Troy State University, Alabama 1969-1970 Teaching Assistantship, Mississippi State University, Psychology Department Courses Taught (Graduate & Undergraduate): Industrial/Organizational Psychology - University Southern Mississippi, 1978 Educational Psychology - Troy State University Physiological Psychology - Troy State University Introduction to Psychology - Delgado College, Mississippi State University Professional Memberships: American Psychological Association, Division 14 (Industrial/Organizational Psychology) American Psychological Society Association of Test Publishers Diplomat American Board of Forensic Examiners Mississippi Psychological Association Southeastern Psychological Association International Public Management Association (IPMA) Personnel Testing Council of Metropolitan Washington Mississippi State Bar Association Society for Human Resource Managers Society of Industrial and Organizational Psychology Licensors: Massachusetts State Psychology License - License number 7161 Louisiana State Psychology License - License number 387 Mississippi State Psychology License - License number 186-16 Mississippi Bar Association License – License number 3480 Military: Vietnam Era Veteran, U.S. Army Research for U.S. Army (1970-1972) Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 102 JOSEPH F. NASSAR Vice-President Project Coordinator Education: 1976 Master of Public Administration, University of Mississippi. 1975 Bachelor of Science, Major: Criminal Justice, Delta State University. Work Experience: January, 1977 to Present Vice-President, Senior Staff Consultant, Morris & McDaniel, Inc., Management Consultants. April, 1980 to June, 1983 Instructor in the Business Administration Department, Phillips College, Jackson, Mississippi. July, 1976 to September, 1976 Administrative Intern, Governor's Office of Human Resources, Jackson, Mississippi. Consulting Experience: Developed and conducted promotional examinations and assessment centers for the ranks of Law Enforcement and Corrections Lieutenant and Sergeant and Entry- Level Selection for the Palm Beach County Sheriff’s Office, West Palm Beach, Florida. Developed and conducted entry-level and promotional written examinations and assessment centers for the ranks of Fire Captain, Battalion Fire Chief, Deputy Fire Chief and Entry-Level Firefighters for the Kansas City Fire Department, Kansas City, Missouri. Developed and conducted promotional written examinations and assessment centers for the ranks of Police Corporal, Sergeant, Lieutenant, and Captain for Norfolk Police Department and the ranks of Fire Captain and Battalion Fire Chief for Norfolk Fire Department for the City of Norfolk, Virginia. Developed and conducted promotional written examinations and assessment centers for the fire suppression ranks of Fire Driver, Fire Lieutenant, Battalion Fire Chief, Air Crash Chief and Division Chief; for rank of Air Rescue Chief and EMS ranks of EMS Division Chief, EMS Battalion Chief, EMS Lieutenant; and for Fire Prevention ranks of Investigator, Inspector, Inspector Supervisor, Investigative Services Manager, and Fire Marshall, and for Fire Communication ranks of Watch Commander and Senior Fire Operator for Memphis Fire Department for the City of Memphis, Tennessee. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 103 Develop and conducted promotional written examinations and assessment centers for the ranks of Lieutenant and Sergeant for the Tucson Police Department, Tucson, Arizona. Development of entry-level law enforcement and correctional officer examination for law enforcement jurisdictions throughout the State of Florida. Developed entry-level entrance examination process for Entry-Level Police Officer for the City of Philadelphia Police Department, Philadelphia, Pennsylvania. Developed and conducted entry-level and promotional testing for law enforcement jurisdictions throughout the State of Georgia. Developed and conducted promotional examination and assessment centers for Sergeant and Lieutenant for City of Boston, Massachusetts. Developed written tests and promotional process for Detective for Boston Police Department, Boston, Massachusetts. Conducted job analysis, developed and conducted written knowledge tests and promotional assessment centers for Captain, Lieutenant, and Sergeant for Boston Police Department. Conducted job analysis, developed written knowledge test for Detective for Boston Police Department. Conducted job analysis, developed and conducted written knowledge tests and promotional assessments for Captain, Lieutenant, and Sergeant for the Boston Police Department. Conducted job analysis, developed and conducted promotional assessment centers for Captain, Lieutenant, and Sergeant for the Akron Civil Service Commission and Akron Police Department. Conducted job analysis, developed and conducted promotional assessment centers for Fire Lieutenant, Captain, and Assistant Fire Chief for the Akron Civil Service Commission and Akron Fire Department. Conducted job analysis, developed and conducted promotional assessment centers for Captain and Lieutenant for the San Antonio Police Department. Conducted job analysis, developed written knowledge tests for the ranks of Captain, Lieutenant, Sergeant and Detective-Investigator and service based assessment exercises for the ranks of Captain and Lieutenant for the San Antonio Police Department. Developed and implemented a statewide performance appraisal system for Mississippi State Personnel Board. Developed performance-based merit pay system for state agencies for Mississippi State Personnel Board. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 104 Developed and conducted promotional tests for Fire Ranks of Lieutenant, Captain, Battalion Chief, and Assistant Chief for Cleveland Fire Department, Cleveland, Ohio. Developed and conducted assessment procedures for the ranks of Assistant Police Chief and Police Sergeant for the Little Rock Police Department Conducted job analysis and developed written knowledge tests for the ranks of Police Lieutenant and Sergeant for the Harbor Police Department, Port of New Orleans. Developed In-Basket exercise for the position of Administrative Assistant for Akron Civil Service Commission. Developed Entry-Level Firefighter examinations for international market for International Personnel Management Association, Alexandria, Virginia. Developed Written Tests and assessment centers for Captain and Lieutenant for Prince William Fire Department, Prince William, Virginia. Developed and implemented assessment centers for the ranks of Sergeant, Lieutenant, and Captain for Consolidated Office of the Sheriff of the City of Jacksonville, Florida. Developed assessment centers for the ranks of Corporal, Sergeant, First Sergeant, First Lieutenant, Second Lieutenant, and Captain for the Maryland State Police, Pikesville, Maryland. Developed job-related aptitude Entry-Level Police examinations for Harbor Police for the Port of New Orleans, Louisiana. Developed job-related aptitude Entry-Level Police examination for Orleans Levee Board, New Orleans, Louisiana. Developed Entry-Level Written Test and oral examination for police recruits for the City of Laurel, Mississippi. Developed and implemented performance appraisal system for statewide use for the Mississippi State Personnel Board. Assisted in the organizational study for the Mississippi Department of Education. Assisted in the organizational study for the Mississippi Department of Insurance. Consultant to State Air and Water Pollution Control Commission (job analysis and job evaluations). Conducted job evaluation of 40 jobs and organizational restructuring for Mississippi State Tax Commission. Developed and conducted assessment process for the position of Detention Officer Supervisor and 911 Emergency Operations Supervisor for the Roswell, Georgia Police Department Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 105 Developed and conducted assessment centers for the ranks of Police Captain, Lieutenant and Sergeant for the Columbus, Georgia Police Department. Developed and implemented organizational assessment and feedback questionnaire for Bank of Mississippi Developed an assessment battery for the position of Bank Teller and Customer Service Representative for Deposit Guaranty National Bank. Assisted the Mississippi Attorney General's Office for Title VII Lawsuit Defense Assistance with Data Analysis, applicant flow analysis, and test validation. Assisted a National Engineering Firm for review of selection procedures and applicant flow in anticipation for legal defense work. Consultant to Private Food Industry for personnel and management assessment. Consultant to a Private Food Industry for identification of organization problems, staffing needs in supervisors, and employee turnover. Scholastic Honors: 1976 Pi Sigma Alpha (Political Science Honor Society). 1975 Who's Who in American Colleges and Universities. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 106 ROGER MCMILLIN, J.D. Vice-President of Operations Project Controller Education: New Albany High School Graduated 1963 Mississippi State University Graduated 1967, BA with honors University of Memphis Law School Graduated 1972, JD Military: Attended Naval Officer Candidate School, Newport, RI, 1967 Commissioned as Ensign Served as Division Officer, Naval Security Group, Principal duty station, NavRadSta, Sabana Seca Puerto Rico Completed active duty tour September 1969. Employment History: Regional Attorney’s Office, U.S. Department of Agriculture 1972 to 1976 Associate in law firm of Scott, Barbour and Scott, Jackson, MS 1976 Private law practice in New Albany, MS 1977 to 1994, principally as Partner in firm of Sumners, Carter & McMillin Served as City Attorney for City of New Albany 1982 to 1994 Elected to Miss. Court of Appeals November 1994 for term beginning January 1995 Served as Chief Judge of Court of Appeals from 1999 to 2004, retired from Court April 2004 General Counsel and Vice-President for Operations, Morris & McDaniel, Inc. May 1, 2004 to present. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 107 LANA PRUDHOMME WHITLOW Vice-President/Psychometrician Senior Staff Consultant Education: 2002-2004 – Doctorate of Philosophy in Psychology (Ph.D.) Concentration: General Systems Southern California University for Professional Studies Santa Ana, California 1987-1989 – Master of Science (M.S.) Major: Counseling Psychology Concentration: Psychological Testing University of Southern Mississippi Hattiesburg, Mississippi 1983-1987 - Bachelor of Science (B.S.) Major : Psychology Minor: Sociology and Philosophy Louisiana State University Baton Rouge, Louisiana Employment: May 1990 to present Morris & McDaniel, Inc. Coordinates activities of the New Orleans office including all testing of private and public sector organizations. Director of Marketing for testing solutions for law enforcement. Responsibilities in New Orleans include psychological screening of police and fire applicants and data analysis, job analysis, job evaluation and organizational analysis. October 1989 - Present John Pleune, Ph.D., Clinical Psychologist Private Practice - Part-time work with Dr. John Pleune as his testing assistant. Primary responsibilities; working with outpatient population in administering appropriate psychological tests and evaluating each client regarding the referral question. Consultant for NorthShore Psychiatric Hospital; interviewing inpatients and writing psychological evaluations regarding their treatment. These evaluations include a diagnosis of the presenting problem as well as treatment recommendations September 1989 - February 1990 Ochsner Foundation Hospital Department of Psychiatry - Psychometrician. Primary responsibilities involved administration of psychological tests to inpatient and outpatient populations. July 1989 - October 1989 NorthShore Psychiatric Hospital Adolescent and Adult Units - Internship Primary responsibilities involved conducting psychological testing and writing Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 108 psychological evaluations for patients admitted to the Adolescent and Adult units. Consulted with and was supervised by John Pleune, Ph.D., and Glenda Clark, B.C.S.W. Co-leader for adult intimacy groups, involved in adolescent chemical dependency groups, and attended daily community meetings on these units. August 1987 - May 1989. Department of Counseling Psychology, University of Southern Mississippi. Primary responsibilities involved working under Dr. Daniel Randolph as his graduate assistant, teaching assistant and research assistant. These duties involved reference searches and library work, teaching assistance for mainly his undergraduate classes, as well as basic office responsibilities. Researching materials regarding Helping Professions and coordinated and presented lecture material for undergraduate classes. January 1989 - May 1989 Department of Counseling Psychology, University of Southern Mississippi. Throughout this practicum responsibilities consisted of referrals from the courts or the office of Public Welfare; sexually abused children, adolescents with behavior or school problems, and adults with family and marital difficulties. Also responsible for intake evaluations and child sexual abuse evaluations in the counseling lab. The theoretical focus of this lab was mainly from an interpersonal perspective. January 1989 - May 1989 Department of Counseling Psychology, University of Southern Mississippi. Responsibilities included co-leading a group of 12 counseling psychology graduate students to help them feel comfortable in disclosing feelings, dealing with problem areas in their personal lives, as well as teaching them how to be a group member. August 1988 - December 1988 Department of Counseling Psychology, University of Southern Mississippi. Practicum responsibilities were to demonstrate competency in individual therapy, assessment and consultation. Clients consisted largely of students from the university population as well as non-students from the community. Research Experience: June 2004 – December 2004 Southern California University for Professional Studies Doctoral dissertation study linking the independent relationship between a measurable work ethic dimension to law enforcement success within a police academy. May 1988 - August 1988 University of Southern Mississippi. Designed and implemented a project concerning the impact of an alcohol and drug abuse course, taught by Dr. John Alcorn, on drinking practices and attitudes Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 109 about alcohol use and abuse among graduate psychology students. The study included a control and experimental group of student volunteers on the university campus. Pre-tests and post-tests, which were devised by the experimenter, were administered throughout the semester. Results have been used by the instructor to support the various intervention strategies. January 1988 - May 1988 Forrest General Hospital Testing children using various tests depending on the age of the child. The project was designed to investigate the effects of the birth of a second child into a family. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 110 JEFFREY S. RAIN, PH.D. SENIOR STAFF CONSULTANT Education: 1991, Ph.D. Industrial/Organizational Psychology: Louisiana State University, Baton Rouge Minors: Experimental Statistics and Clinical Psychology 1987, M.A. Industrial/Organizational Psychology: Louisiana State University, Baton Rouge 1985, B.A. Psychology: The Citadel, Charleston, South Carolina SELECTED CONSULTING PROJECTS Selection Criteria Development and Validation Projects: Implementation of promotional testing process (operations-based performance assessment) for county fire rescue agency (2 ranks). 2010. Development and Implementation of promotional testing process (written knowledge exam and operations-based performance assessment) for county fire rescue agency (4 ranks). 2008-2009. Development and Implementation of promotional testing process for city fire department (rank of Fire Engineer). 2008. Test equating and content validation study of three alternate versions of an entry-level law enforcement exam and an entry-level corrections officer exam conducted for contractor to State Department of Law Enforcement testing program, 2007 to 2010. Content validation study of physical ability exam for entry-level firefighter for city fire department. 2006-2007. Criterion validation study of multiple-choice in-basket management exercise conducted for personnel testing firm. 2005 to present. Employment evaluations for sworn and non-sworn positions for law enforcement agency. 1993 to 2008. Test equating and criterion validation of three alternate versions of an entry-level law enforcement exam and an entry-level corrections officer exam conducted for contractor to State Department of Law Enforcement testing program, 2004. Criterion validation study of Iraqi entry-level police officer exam conducted for contractor to Civilian Police Assistance Training Team (CPATT), Office of Security Transition, 2003-2006. Development and implementation of written knowledge exam and assessment center for Law Enforcement Officer-Sergeant promotion for law enforcement agency. 2004. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 111 Development and implementation of written knowledge exam and assessment center for Law Enforcement Officer-Lieutenant promotion for law enforcement agency. 2003. Development and implementation of written knowledge exam and assessment center for Corrections Sergeant & Corrections Lieutenant promotion for law enforcement agency. 2002 to 2003. Development and implementation of written knowledge exam and assessment center for Law Enforcement Officer-Lieutenant for law enforcement agency. 2002 to 2003. Development and implementation of written knowledge exam and assessment center for Law Enforcement Officer-Sergeant promotion for law enforcement agency. 2001. Development and implementation of assessment center for Law Enforcement Officer-Sergeant promotion for law enforcement agency. 2000 to 2001. Development and implementation of assessment center for Corrections Sergeant & Corrections Lieutenant promotion for law enforcement agency. 1999 to 2000. Management selection assessment for position of President of public relations firm. 1999. Norming and Validation study of a four-test hospital selection battery for entry-level positions. 1998 to 1999. Validation Study of test battery for maritime transport company entry-level positions. 1998 to 2000. Validation Study of written skills test for police officer. 1998 Validation of two parallel forms of writing skills test for police officer. 1998-1999. Review promotion decision criteria for state police organization. 1998. Workforce forecast, recruitment, and selection program development for manufacturing company. 1997. Test validation and fairness analyses conducted for technology/defense contractor. 1996-1997. Compliance review and development of employee policy and procedures for high-tech manufacturer. 1997. Panel Interview conducted for selection of Executive Director of non-profit agency. 1996. Training on validation of selection procedures for an entertainment organization. 1995. Validation and EEO review of selection criteria for a public utility. 1995. Development and validation of written promotion examination for Police Sergeant law enforcement agency. 1994 to 1995. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 112 EEO and Fairness analysis for entry level Fire Fighter examination for a city government. 1994. Management selection assessment for position of President of public relations firm. 1993. Testing and evaluation of job applicants for eight positions for a manufacturing company. 1992- 1994. Development and validation of a selection system for six production positions for manufacturing organization. 1992. Review and analysis of the validity and legal defensibility of a selection system for a community college Police Academy. 1992. Development and validation of a selection system for four entry-level positions for an electronics company. 1991-1992. Litigation Consultations: Expert Witness for Defense Attorney. Disparate impact case. Rainey, Kizer, Reviere & Bell. (Tennessee). 2006 to 2008. Expert Witness for Plaintiff Attorney. Breach of contract. Gilpin & O-Keefe. (New Mexico). 2006. Expert Witness for Defense Attorney. Disparate impact case. Berges et al. (Florida). 2000. Consultation to Plantiff Attorney. Disparate treatment case. Maxey, Wann, Begley & Fyke (Mississippi). 1999. Consultation to Plantiff Attorney. Disparate impact case. Maxey, Wann, Begley & Fyke (Mississippi). 1998 to 1999. Professional Memberships: American Evaluation Association (AEA) American Psychological Association (APA). International Personnel Management Association (IPMA-HR). International Personnel Management Association Assessment Council (IPMA-AC). Society for Human Resource Management (SHRM). Society for Industrial and Organizational Psychology (SIOP). Editorial Activities: Publications Advisory Board Member, Public Personnel Management, 1996-2010 Reviewer, Society for Industrial and Organizational Psychology Annual Conference, 2004-2006 Reviewer, Human Relations, 2004-2005 Panel Reviewer, Drug-Free Communities Support Program, Juvenile Justice Resource Center (JJRC), FY2004 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 113 Panel Reviewer, U. S. Department of Justice, Drug-Free Communities Support Program, Juvenile Justice Resource Center (JJRC), FY2002 Panel Reviewer, U. S. Department of Education, Safe Schools/Health Students Initiative, Educational Resources (ESI), FY2001 Panel Reviewer, U. S. Department of Justice, Safe Schools/Health Students Initiative, Juvenile Justice Resource Center (JJRC), FY2001 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 114 MARK MINCY Senior Staff Consultant Education: 1991 - 1995 University of Central Arkansas B.S. Psychology Conway, Arkansas 1997 - 1999 University of Arkansas at Little Rock M.A. Industrial/Organizational Little Rock, Arkansas Psychology 1999 - Present University of Southern Mississippi PhD Industrial/Organizational Hattiesburg, Mississippi Psychology – ABD Professional Experience: 2002 - Present Morris & McDaniel, Inc. Staff Consultant  Developing training initiatives for training current Morris & McDaniel employees in areas of Job Analysis, Law, Validation Strategies, Stress Management, Time Management, Personal Styles, Motivation, Communication Skills, and other management-related topics.  Developing and delivering training programs for both the public and private sectors.  Conducting a variety of training programs for and consults with agencies and also the private sector on issues ranging from customer service to communication, coaching and counseling, conflict resolution, negotiation, leadership, individual employee development, team building, and succession planning.  Consult with clients, instructional designers, and media designers to develop innovative learning strategies and blended learning solutions.  Managing the analysis, instructional design, project management and content development process for the production of the Morris & McDaniel Job Analysis Certification Program.  Designing and producing learning solutions that include elements of knowledge sharing and knowledge capture tools, coaching tips, expert interview vignettes, action plan creation tools, assessment instruments, role player simulations, integrated discussion groups, collaborative learning tools and extensive, rich media reference material.  Managing project teams of subject matter experts, educators, graphic designers, software programmers, technical support staff and marketing product managers in the instructional design and development process: needs assessment, task analysis, lesson design, course production, assessment and implementation of Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 115 training programs. Professional Affiliations: American Society for Training and Development International Society for Performance Improvement American Psychological Association Society for Human Resource Management Society for Industrial and Organizational Psychology Psi Chi - (National Honor Society in Psychology) Deming Institute Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 116 JUDITH GEOFFRIAU THOMPSON Senior Staff Consultant/Licensed Psychometrist Education: Masters of Education, May 2001 Psychometry Mississippi College, Clinton, MS Bachelor of Science, May 1998 Education Emphasis: Diagnostic Reading and Fine Arts Belhaven College, Jackson, MS Professional Experience: Morris & McDaniel, Inc., 2000 - Present  Conducts and assists with psychological evaluations for Protective Service organizations, including security positions in major airport. This task includes the design and structure of the psychological interview, conducting the interview, and consulting with a licensed psychologist, and writing the evaluation.  Designs and develops ADA compliant valid job descriptions for a State personnel system, including conducting content validation strategies for the job descriptions.  Designs and conducts performance based and assessment exercises for leadership development and assessment for numerous public sector organizations.  Designs, conducts, and assists with organizational studies, including leadership assessment, re-organizational studies for several state agencies, including a state department of education, a state department for public welfare, a state department for public service (public utilities) regulation, and a state department for insurance regulation.  Directs, designs, and serves as editor-in-chief for publishing material for leadership development, career development , study aides, and study guides.  Designs and conducts Job analysis studies for numerous public and private sector positions.  Develops and administers performance based exercises including traditional assessment center exercises, situational judgment exercises, scenario exercises, and scenario based multiple choice questions for many public sector organizations.  Writes test items and conduct item analysis on ability, and knowledge based achievement tests.  Writes and edits technical reports.  Conducts statistical analyses of data.  Writes and manages grants. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 117 Thompson Consulting, 2002 - Present  Administers I.Q., diagnostic, and career tests  Develops behavior plans and study skill/educational plans Hinds Community College, 2003 - 2004  Taught Human Growth & Development course  Taught General Psychology course Jackson Public Schools, 1998 - 2000  Taught 2nd grade at Davis Magnet School  Taught Honors English at Chastain Middle School Scholarships and Honors: Mississippi College  Graduated Cum Laude, 2001 Belhaven College  Presidential Academic Scholarship, 1993-1998  Honors Seminar, 1993-1997  National Dean’s List Professional Affiliations: National Association of Psychometrists Licensors: Mississippi State Psychometry License - License number 162738 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 118 KIMBERLY N. ANDERSON Senior Staff Consultant/Licensed Psychometrist Education: 2005-2009 Masters of Science in Counseling Psychology with an emphasis in Psychometrics 1997-2000 B.A. in Journalism with emphasis in Public Relations; Minors in English and Psychology; University of Southern Mississippi 1995-1997 A.A. in Liberal Arts; Jones County Junior College Professional Experience: 2000 - Present Morris & McDaniel Staff Consultant  Served as Project Manager for Quality Workforce Initiative Project with the Mississippi State Personnel Board  Manages certification testing division  Develops job analysis and written test review procedures  Conducts job analyses and job observations  Serves as liaison to departmental personnel for scheduling and coordination of meetings and assessments  Facilitates technical conferences, written test review sessions, and exercise development and review meetings  Develops and administers selection and promotional testing for fire service and departments as well as emergency medical services  Writes technical reports  Maintains effective public relations with state agencies and other public and private sector clients  Assists in the coordination of Special Projects Professional Affiliations: Kappa Tau Alpha Journalism Honor Society Public Relations Student Society of America Gamma Beta Phi Honor Society Golden Key Honor Society Phi Theta Kappa Honor Society Licensure: Mississippi State Psychometry License - License number 207395 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 119 MOLLY C. MCDONALD Staff Consultant Education: 1999 - 2001 University of Southern Mississippi Hattiesburg, MS B.A in Political Science, English minor 1997 - 1998 University of Alabama Tuscaloosa, AL Professional Experience: 2003 – Present Morris & McDaniel Staff Consultant ● Served as Assistant Project Manager for Quality Workforce Initiative Project with the Mississippi State Personnel Board ● Assists in the development and scoring of written knowledge- based and entry-level exams for government agencies and private sector organizations ● Participates in the development and administration of performance based assessments for police and fire departments ● Conducts job analyses through technical conferences ● Writes technical validation reports ● Maintains effective public relations with all Mississippi State agencies ● Writes and edits test items Recognition and Honors: University of Southern Mississippi ● National Dean’s List ● Gamma Beta Phi Honor Society University of Alabama ● National Dean’s List ● Alpha Lambda Delta Honor Society Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 120 MAYRA M. PRADO Staff Consultant Education: 2012 - 2014 Kansas State University Manhattan, KS M.S in Psychology, Industrial/Organizational Psychology 2005 - 2009 Belhaven University Jackson, MS B.S in Accounting, Business minor Professional History: 2009 – Present Morris & McDaniel Staff Consultant ● Conducts job analysis studies for numerous protective service organizations. ● Analyzes data collected during job analyses to be used in reports. ● Develops and administers performance-based exercises for police and fire departments. ● Assists in the development and scoring of written knowledge-based and entry-level exams for government agencies and private sector organizations. ● Reviews technical reports to ensure quality and accuracy. ● Conducts statistical analyses of data. ● Translates documents to Spanish as needed. Recognition and Honors: Belhaven University  Graduated with Cum Laude honors, 2009  Accounting Club - President, 2008-2009 and Vice President, 2007- 2008  Achievement in Accounting Award – departmental award presented to one graduating senior  Academic and Tennis Scholarship, 2005 – 2009 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 121 ELIZABETH WILSON Staff Consultant Education: 2006 - 2010 University of Mississippi Oxford, MS B.A in Biology, Dual B.A. Degree in Psychology Professional Experience: 2010 – Present Morris & McDaniel Staff Consultant  Develops job analyses and written test review procedures  Conducts job analyses and job observations  Serves as liaison to departmental personnel for scheduling and coordination of meetings and assessments  Facilitates technical conferences, written test review sessions, and exercise development and review meetings  Develops and administers performance based exercises including traditional assessment center exercises, situational judgment exercises, scenario exercises, and scenario based multiple choice questions for many public sector organizations  Writes proposals Recognition and Honors: University of Mississippi ● Dean’s List 2006, 2010 ● Academic and Tennis Full Scholarship, 2006-2010 ● Graduated with 4.0 Psychology GPA Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 122 GLENNA S. GUIDRY ALLEN, M.S., M.Ed. Staff Consultant Education: 2004-2005 – Master of Education in (M.Ed.) Major: Counseling & Personnel Services (Higher Education Administration) University of Southern Mississippi Hattiesburg, Mississippi 2002-2004 – Master of Science (M.S.) Major: Sports Administration Concentration: Sports Psychology University of Southern Mississippi Hattiesburg, Mississippi 1999-2002 - Bachelor of Science (B.S.) Major: Psychology University of Southern Mississippi Hattiesburg, Mississippi Employment: October 2014 to present Morris & McDaniel, Inc. Performs evaluations for screening applicants of protective service organizations Conducts meetings and trainings via WebEx Conducts job analysis studies for numerous protective service organizations via WebEx and on-site Develops and reviews performance-based exercises for police and fire departments Analyzes data collected during job analyses to be used in reports Assists in the development and scoring of written knowledge based and assessment center exercises for government agencies and private sector organizations Writes job analysis reports Reviews technical reports to ensure quality and accuracy Researches, writes, edits, and produces new business proposals July 2013 to November 2014 Mississippi State Hospital Responsible for Orientation and Annual Training of all employees Directing Annual Training Fair for over 2000 employees Developing & implementing Annual Testing (online & traditional) for over 2000 employees Demonstrated results in delivering effective training & effective collaborative relationships Consults regularly with other departments in hospital, such as Public Relations Certified Advanced MANDT Trainer and AHA BLS/Heartsaver Instructor Presents regularly to over 50 staff weekly Consults with executive staff on training issues Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 123 Maintained employee files to include certificates and training materials Performed routine administrative duties applicable to Orientation & Annual Training Nov 2008 to Feb 2011 Applied Technology Services Training & Development: Routinely provided training, coaching, and education to clients Facilitated employee retention, increased job performance and effective employee/employer relations Excelled at providing transitions services and support and job placement Demonstrated a keen ability to design, develop, implement, and evaluate training plans and curricula Utilized current Human Resources trends to guide services to clients Need Assessments: Identified & evaluated clients’ interpersonal abilities, career development needs, life skills, academic preparedness Made appropriate recommendations for improvements or referrals to other agencies based on individual evaluations Utilized various assessment tools in determining KSAs Provided routine counseling as part of the Needs Assessment Process Determined areas of weaknesses & implemented individualized training goals to strengthen performance Program Development Planning Identified areas of program weaknesses & gaps in services Assisted in formulation of policies, rules, regulations as necessary Planned, directed, & coordinated activities in collaboration with state, federal, local agencies, employers, schools, & military personnel Communicated written extensive case notes using CITRIX & other automated systems Ensured compliance of program according to government policies procedures Updated files according to Department of Labor standards Public Relations/ Employer Development Responsible for the cultivation & promotion of positive business community partnerships Maintained effective public relations with state agencies & the public, including interpretation advocacy of company policy Provided transition awareness events presentations to potential employers, schools, colleges, training programs Routinely spoke & presented at meetings, conferences, social events Served as community liaison of our agency for various agencies, organizations & companies Recruited new employers for client placement April 2006 - August 2008 Hinds Community College Administration: Managed, recruited, selected, supervised, trained, and evaluated eight professional staff Developed & implemented Residence Life policies Scheduled and conducted regular staff meetings Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 124 Formulated & established training goals based upon staff and department assessment outcomes Designed, developed, & implemented staff training modules Developed & adapted staff manuals, Performance Evaluations, Coaching/Discipline forms Advised senior management of operations & human resource issues Provided counseling, coaching, & discipline to professional staff Coordinated & participated in weekend & holiday duty rotation Supervised & evaluated the day-to-day operations of the Residence Life Department Assisted in the coordination of department operations (opening/closing of buildings etc.) Program & Student Development: Managed, recruited, selected, supervised, trained, and evaluated 44 Resident Assistant staff Provided counseling & termination to Resident Assistant staff Coordinated day-to-day operations of the residence hall communities Taught the Resident Assistant & Orientation Leader classes Assisted staff in assessing resident needs and interests through use of surveys & discussions Ensured that staff planned, coordinated, and implemented regular programs and projects based on Wellness Model Evaluated and maintained accurate records of all Residence Hall programming Submitted monthly and annual reports for residence halls to Director of Housing Advised staff, residents, guests, alumni, administration, faculty, and parents Advised the Residence Hall & Resident Assistant Council Develop/conducted various surveys using internet & current software Established & managed the performance awards for Resident Assistants Directed & coordinated Student Housing Orientation Professional Experience: June 2005 to July 2005. Learning Enhancement Center, Practicum Student, University of Southern Mississippi. Trained in software used by staff & faculty Devised questionnaire for student focus groups Organized & conducted focus group Developed personal website using Dreamweaver Developed online practice course shell using WebCT June 2004 – July 2005 National Youth Sports Program, Program Assistant University of Southern Mississippi. Oversaw program under guidance of Program & Grant Director Assisted in the hiring, training, & supervision of NYSP student staff Advised Program Director, faculty & Grant Director of daily operations Consulted with senior level administration on issues with parents & students Coached & counseled student staff Served as liaison for parents & guardians of program participants Recorded data of program for USDA, & other federal government agencies Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 125 Data entry for future NYSP research Organized existing data of NYSP information in meaningful manner September 2004 - May 2005 Office of Disability Accommodations, Graduate Assistant, University of Southern Mississippi. Proctored student behavior during testing Processed student exams for faculty grading Scribed and/or read student exams Retrieved & returned confidential exams to and from faculty Provided escorts to vision impaired students across campus Performed clerical duties June 2003 - July 2003 National Youth Sports Program, Fitness & Nutrition Instructor University of Southern Mississippi. Instructed high-risk youth ages 10 through 16 in aerobics/weight training Taught students how to calculate heart rate Created skills tests to assess fitness/nutrition knowledge Promoted health awareness through informational booklets I developed Provided low cost healthy eating guidelines & recipes to students & families Compiled data for future NYSP student attrition studies Supervised two undergraduate assistants Updated NYSP student records on days off August 2002 - May 2004 Health & Human Performance, Teaching Assistant University of Southern Mississippi. Lectured undergraduate classes in Sport Psych Performed literature searches & data entry Proctored exams, graded tests & homework Collected data for Dr. Maneval’s Power-Pull Study in 2003 August 2002 - July 2003 Student Academic Enhancement Center, Graduate Assistant University of Southern Mississippi. Monitored student-athletes behavior during study hall hours Assisted student-athletes in online registration for classes Ensured student-athletes completed class work and homework assignments Tutored psychology and sociology to student-athletes June 2002 - July 2002 National Youth Sports Program, Drug & Alcohol Instructor University of Southern Mississippi. Taught drug and alcohol education to high-risk youth ages 10 through 16 Prepared daily work that educated students on consequences of drug use & abuse Encouraged abstinence from drug use through focus groups, education, & games Compiled and provided drug prevention information packets Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 126 April 2000 - Jan 2002 Office Staff/Server/Bartender Copeland’s Restaurant. Interviewed & recommended for hire new wait & kitchen staff Made out work schedules for all staff Maintained & updated personnel files Did background and reference checks on all new staff Supervised staff Hired and trained all new staff Coached & terminated staff as needed Responsible for payroll and bank deposits Served Food, Consistently in top 5% Bartended Scholarships/Honors: Dean’s List, University of Southern Mississippi, 2005 President –College Student Personnel Association- August 2004 to August 2005 Social Chair –Sport Professional Student Association August 2003 to May 2004 Professional Achievements: Reduced Non-Compliance of Staff Training in Annual Training fair (Mar 2014) from over 400 non-compliant staff to less than 90 in one year. Nominated for Life Star Award, Hinds Community College (Dec 2007) NYSP Fitness Program Implemented Nationally, (July 2003) Teaching Experience: 2006-2008 Adjunct Faculty, Residence Life, Hinds Community College 2002-2004 Teaching Assistantship, University of Southern Mississippi, Health & Human Performance Department Courses Taught (Graduate & Undergraduate): Educational Leadership, Residence Life, Hinds Community College Introduction to Sport Psychology - University of Southern Mississippi Introduction to Sport Administration Sport Law - University of Southern Mississippi Professional Memberships: National Association for Talent & Development Mississippi Association for Training & Development National Association of Student Affairs Professionals Professional Activities: Graduate Career Mississippi Association of Student Affairs Professionals Conference Basic Supervision Student Affairs Course Train the Trainer Course Assisted in the 2005 University Southern Mississippi Sport Law Conference Attended Recreation Inclusion Conference Undergraduate Career First Aid Certified, American Red Cross Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 127 Observed ADHD Clinic under Dr. Joe Olmi Participated in Graduate Level Practicum under Dr. Joe Olmi Volunteer reader for children at Books-A-Million Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 128 ADAM LESTER Information Technology Director Employment Morris & McDaniel, Inc., 2013 - present History Adcom Technologies; Founder, CEO/President, 2004 - 2013 Computer Works, LLC; Vice-President, 2010-2013 HD Entertainment and Gaming, Vice-President Operations, 2009-2010 Hallmark Security, Project Manager/Installation & Service Manager 2003- 2004 CDE Integrated Systems, Voice & Data Technician, 2002-2003 MCI Worldcom, Network/Telecom Technician, 2000-2002 Qualifications MCSE-Microsoft Certified Solutions Expert & Affiliations CCNA- Cisco Certified Networking Associate Krone TrueNet Certified Certified Ram IV Remote Programmer Dell Certified Systems Engineer Comptia Network + Comptia A+ Comptia Security + CFOT- Certified Fiber Optic Technician Areas of Expertise IT strategic and operational planning, information systems security, web development and database management. Selected Assignments Assisted in the implementation of technology and security improvements to one of the Defense Department's most powerful supercomputer centers, located at Stennis Space Center, Mississippi. Worked in conjunction with the U.S. Department of Homeland Security to secure the McCoy Federal Building, U.S. Federal Courthouse and several Internal Revenue Service and Social Security Administration offices located across Mississippi. Assisted in the re-engineering of MCI WorldCom’s data network. Managed a project to upgrade voice and data systems for the City of Jackson Emergency Communications Center and also made vast improvements to the data network of The City of Oxford. Provided consulting, design, project management, and support services to large corporations including Eaton Aerospace, Nissan, Dell, Wal-Mart, and Target. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 129 APPENDIX C AKRON, OHIO LAWSUIT ARTICLE Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 130 Cleveland used testing company whose Akron promotional exams were found to discriminate Posted by jdubail December 24, 2008 16:30PM Cleveland has used the same Pennsylvania-based testing company whose promotional exams were found this week to discriminate against Akron firefighters based on age and race. A federal jury awarded the 23 firefighters a total of $1.9 million Tuesday, finding that the exams developed by EB Jacobs were biased against white candidates for captain and black candidates for lieutenant. In both instances, the exams discriminated against officers over 40. Cleveland has for several years given EB Jacobs exams to police recruits and earlier this year gave a promotional exam prepared by the company. So far, two lieutenants and 37 sergeants have been promoted based on the results. No lawsuits have resulted, and Cleveland officials said their promotional exam was different from the one used in Akron. But both exams consisted of written and in-person sections, and neither video-recorded the in-person interviews. The lack of a video record of the interviews figured prominently in the Akron firefighters case. Without a record of the interviews, lawyers argued, test takers and test givers cannot prove the tests were given or graded consistently and accurately. “If you don’t do recordings, you can’t appeal the results,” Christy B. Bishop, one of the attorneys hired by firefighters in Akron, said Wednesday. EB Jacobs President and Co-Founder Janet Echemendia could not be reached for comment. Lucille Ambroz, who oversees testing in Cleveland as secretary of the Civil Service Commission, said Wednesday that city officials thoroughly reviewed the exam in advance to make sure it was not discriminatory. “We’re very comfortable with the test,” Ambroz said. Cleveland recorded oral interviews on promotional exams in the past, but Mayor Frank Jackson’s administration decided not to record the interviews on the EB Jacobs exam, Ambroz said. “There was definitely a decision not to record them,” Ambroz said. “You don’t really get the true picture of the individual. It (being on camera) makes people nervous.” Cleveland used testing company whose Akron promotional exams were found to discriminate Cleveland can continue to use the EB Jacobs promotional exam results for promotions through May 2010. Jackson’s administration plans to give tests in 2009 for hiring firefighters and police officers. Officials have yet to select a company to develop that test. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 131 In Akron, city spokesman Mark Williamson said attorneys have not decided whether to appeal the decision in the case before U.S. District Court Judge John R. Adams. He declined to comment further. Dennis Thompson, one of the attorneys hired by Akron firefighters, said problems with the exam included test givers presenting questions to candidates in different ways and officials scoring the tests multiple times. The firefighters only had to prove that the test discriminated, not that the discrimination was intentional, attorneys said. Eleven of the firefighters who took the lieutenant’s exam were given $81,000 in lost wages. Eleven firefighters who took the captain’s exam were awarded $90,000. Another firefighter who took the captain’s exam died while the case was pending; his family will receive $10,000. Bishop and Thompson successfully sued Cleveland over a promotional exam in the past, winning a $650,000 settlement and promotions for 15 black firefighters. That test was not prepared by EB Jacobs. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 132 APPENDIX D VIDEO VS. LIVE RESEARCH SUPPORTING VIDEO Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 133 VIDEO VS. LIVE RESEARCH SUPPORTING VIDEO Cunningham and Olshfski (1985) concluded that viewing videotapes should save time and expense for assessors and organizations. The same authors also theorize that evaluations in assessment centers will be improved with the videotaping of exercises. Buckner (1984) examined the effectiveness and reliability of a videotaped assessment and results of the study indicated that the videotape methodology is reliable. David Lepard, Albert Edgemon, and Jeanne Burns (1994). The Use of Video Technology in an Assessment Center Evaluation of Participants: A Pilot Study. IACP Conference on Assessment Centers and Selection Issues for Law Enforcement. Miami, Florida. 1. Do assessors report any differences in fatigue levels? Videotaped performances resulted in less fatigue than live performance. Assessors reported feeling very fatigued after live; however, no assessor reported feeling very fatigued after video. 2. Do assessors report any differences in stress levels? Videotaped performances, overall, created less stress than live performances. Twice as many assessors reported moderate stress for live performances than those reporting on videotaped performances. 3. Do assessors report any differences in levels of confidence? Use of videotaped performances increased the confidence assessors felt about the accuracy. 4. Do assessors report any differences in fatigue levels experienced when they prepared exercise report forms? Assessors reported less fatigue when preparing reports using video. David Lepard, Albert Edgemon, and Jeanne Burns (1994). The Use of Video Technology in an Assessment Center Evaluation of Participants: A Pilot Study. IACP Conference on Assessment Centers and Selection Issues for Law Enforcement. Miami, Florida. 5. Do assessors report different levels of confidence in the accuracy of the exercise report forms? Assessors are more confident of exercise report forms produced while viewing taped performances. Three times as many assessors were very confident of their video-based reports as compared to assessors who were confident of the live-based reports. 6. Do assessors report any differences in levels of difficulty experienced when they used video to prepare exercise report forms? Assessors report less difficulty preparing reports using video. Findings and Conclusions It can be concluded that the use of videotaped performances of assessees resulted in a more Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 134 positive attitude toward assessment work on the part of assessors. David Lepard, Albert Edgemon, and Jeanne Burns (1994). The Use of Video Technology in an Assessment Center Evaluation of Participants: A Pilot Study. IACP Conference on Assessment Centers and Selection Issues for Law Enforcement. Miami, Florida. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 135 APPENDIX E U.S. District Judge Walter Gex of United States District Court for the Southern District of Mississippi Southern Division Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 136 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 137 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 138 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 139 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 140 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 141 APPENDIX F RECRUITING A DIVERSE FIREFIGHTING FORCE ARTICLE Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 142 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 143 Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 144 APPENDIX G MYERS AND MORRIS CASE STUDY ON ASSESSMENT CENTERS Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 145 Developing a Valid and Credible Promotion Process Richard W. Myers, Chief of Police (ret.) David M. Morris, HR Consultant Triggered by the appointment of a new, outside police chief, many internal processes within a major Western U.S. city were examined for both effectiveness and efficiency. It was evident that many within the organization were skeptical about the validity of prior promotions. Having employees believe that some promotions reflected more on organizational friendships than on merit contributed to an overall sense of mistrust between leadership and the rank and file. Additionally, the agency was poised to enter several years’ worth of retirements requiring selection of new leadership in many key positions. In compliance with the City’s procurement policies, the agency submitted requests for proposals on the overall process of selecting candidates for promotion, concurrent with forming an internal process improvement committee comprised of stakeholders or various ranks and positions. Once the city selected the firm of Morris & McDaniel, Inc., the process improvement committee worked with the consultants to design a system that rewarded candidates based on real merit and job related factors. Knowledge was rewarded through the use of a multiple-choice test using internal and external source materials selected by agency command staff. The test was designed to measure true knowledge of job relevant factors, and not to simply reward a good test taker. Aptitude for supervising, managing, and leading was rewarded through the use of an Assessment Center using external assessors, who were trained on evaluating the behaviorally- based performance of candidates in simulated real-world exercises. Predictive behaviors from past performance that demonstrate how well a candidate will do in the target job were rewarded through the use of a Professional History Portfolio, prepared and submitted by the candidate, to address specific behavioral dimensions important to the job. This exercise was rated by internal assessors who were trained on evaluating the specifically identified behavioral dimensions. The candidates had some input on which approved and trained internal assessors would rate their Professional History Portfolio. Behaviors that demonstrated the candidates’ alignment with the agency mission were rewarded through the use of the Chief’s interview. Proper training for the chief and staying focused on behaviorally grounded questions ensured consistency in the questions and required responses that revealed prior predictive behaviors of the candidates. Each of the above components, based on the job analysis, was given a maximum number of points which the candidate could achieve. All components acted in a true compensatory manner, meaning there were no “cut scores” or multiple hurdles. As a result of all components contributing to a candidate’s total score, there were fewer errors typically seen in promotional assessments. Measurement errors such as false positives (candidates who place at the top, but are widely recognized as not qualified to be there) and false negatives (candidates who scored poorly but are widely recognized as top leadership candidates) were either substantially mitigated or eliminated entirely. Ultimately, the true measure of an improved process is outcome based. In this agency, command staff enjoyed selecting candidates who were clearly identified as most deserving of the added responsibilities of being promoted, and employees throughout the agency enjoyed a heightened sense of trust and confidence in the candidates who assumed new leadership roles. Morris & McDaniel, Inc.’s response to RFP # 8595 to be opened by 3:00 p.m. local time, October 11, 2017 146 Additionally, the number of employees testing for promotion increased significantly, as the process served an additional and valuable benefit of identifying developmental needs for individual candidates to focus future growth and educational opportunities. Submitted by Chief Richard W. Myers and David M. Morris, Ph.D., J.D. A case study provided as part of a report submitted for publication entitled: Police Human Resource Planning, Gary Cordner, Ph.D. & Annmarie Cordner, Ph.D., Kutztown University, September 2013 Information Technology Director Responsible for the design, development, and implementation of web-based instruments; overseeing all technical support operations; maintaining and monitoring the security of all electronic data; ensures web-based systems maintain 99.9% SLA uptime; maintains and monitors data contingency plan including data backup and archiving.