04/15/2002 Minutes - Laserfiche WebLink

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I handled directly through the department. Mr. Thomay responded that it has generally been handled through our two chiefs. He asked how PRADCO determines a profile. He wondered if they talk with the chief in a city to come up with a profile. Mr. Kapusinski replied they have done that in a number of ways. One way is to develop a model based upon the competency index which gives them base line information against which to compare people. They then interview candidates and give them additional testing which consists of critical thinking, and verbal skill. The interview is 1/2 hour long and allows them to get a more personal view of the individual. They do their evaluation on that basis. They like to use any information that the chiefs share in terms of job description, etc. In some communities they have done job analyses to find out exactly what the job entails and what they are looking for. In other communities, they have used the model and did that primarily with a screening instrument called the Competency Index. Mr. Thomay inquired as to whether they conduct lie detector tests. Mr. Kapusinski indicated they do not. He said in some communities that is done prior to coming in for -the psychological exam. Mr. Thomay pointed out North Olmsted has one officer that is qualified to administer a lie detector test. Mr. Kapusinski said North Olmsted is ahead of most communities in that regard. Mr. Thomay asked about pricing. Mr. Kapusinski indicated they charge $500 per assessment, which includes any pre -work involving discussions with a chief or any meetings. If they develep a model, or job analysis, there is an additional charge. Mr. Thomay mentioned North Olmsted also deals with a building inspector test, and secretarial testing. Mr. Kapusinski said they have. services that are appropriate for people at that level who don't have the kind of responsibility that police and fire have. They would do a screening that could be done entirely through the mail or over the internet. That testing could be about a hundred to a few hundred dollars cheaper. All of their service's are available over the internet. Most police and fire departments have not used that because they believe it might be discriminatory against people who do not have access to a computer. Mr. Kapusinski passed out a copy of the Personal Profile, which gives them biographical information. It is filled out in advance of coming in to their office. There is a Personality .Index at the end of that form that gives them additional information. Mr. Carobine said a candidate can put as much time as they like into completing the form ahead of time, and they learn a bit about them by how well they complete this work sample. The work can be completed on the internet or it can be brought in when a candidate comes in for additional testing and an interview. Mr. Kapusinski said the additional testing is for their benefit as well. He mentioned the critical thinking test and verbal reasoning test, which gives them a better idea of a person's abilities. He pointed out a person may be a good book learner but not have some of the practical, common sense skills that you would want an individual to have in a police or fire position. He handed out a copy of the Competency Index. Mrs. Giesser asked if they grade the material in terms of the job a person is seeking or if they use it as background information to pursue the further steps they take. Mr. Kapusinski said they use it to get a good sense of a person's qualities by the answers they give. Mr. Carobine pointed out there are no right or wrong answers on any of the tests. They are just learning how a person thinks and behaves. It is very behaviorally oriented in terms of the questions asked. When they see a theme from the Personality Index and comments in the profile:, they can gain confidence that a person will behave in a certain way and draw conclusions about that. Mr. Thomay asked if they receive a file from the city to give them background information. Mr. Kapusinski indicated they start from scratch and go with the material they provide to a candidate before conducting an interview. Mr. Thomay inquired about where most of their work comes from. Mr. Kapusinski replied that most of their work is from the east side. Strongsville is probably the closest; community, although they have done some work in North Royalton as well. They have done extensive work in Mentor. Mrs. Giesser asked for clarification on the process of completing the forms. Mr. Kapusinski said the Competency Index is typically done in advance of coming in to their office. It can be used by itself as a pre-screening device. He referred to the packet he handed out and the graph it contains. The graph shows a model that.is determined by a sample of the most effective people in the department, compared against the least effective people, to find out what dimensions separate the good people from the least effective ones. They develop a model which shows statistically determined ranges and dimensions that differentiate your strongest people. Mr. Carobine pointed out this can be used as a pre-screen and the cost of that test is $50 per person if it is used in that manner. You would