04/15/2002 Minutes - Laserfiche WebLink

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receive a report and then weed out poor performers based on that information. They would not share the actual data but would generate reports if requested. This gives them the information they need to create a model. Mrs. Giesser asked if they can do the other part of the evaluation process without a model. Mr. Kapusinski indicated they can go ahead without a model because of the other information they can gather. He pointed out that they use the interview, the Personal Profile, the Personality Index, the two tests on ability, and the Competency Index. If information does not match, they can figure out what is going on. If they have any doubts, they err on the side of being conservative. Mrs. Giesser asked if they have typical profiles of police and fire that aren't really dependent on North Olmsted. Mr. Kapusinski indicated if they do not do a model and North Olmsted requested them to do the testing, they would use their general base line information. They typically work in teamsand if they are testing; 6-8 people, for example, they split it between 2, 3 or 4 people and then evaluate those candidates. They review all of the information. They have dealt with enough departments to know what makes an effective officer. He mentioned that many communities concentrate more now on customer service so they look for that quality in a candidate. Mr. Carobine pointed out that that is how a model is useful because it gives them the culture within a city and what differences exist. It tailors the testing to an organization. Mr. Thomay commented that North Olmsted is probably very similar to Strongsville. Mr. Kapusinski said if they did nothing else, they would want to talk with the chiefs. They have knowledge of what works and what doesn't seem to work. Mr. Kapusinski handed out a sample report of what they generate. It is a brief report that clearly shows if something is an asset or a liability. There is no psychological jargon. Mrs. Giesser asked if this is the report the board would receive if they sent a candidate for evaluation. Mr. Kapusinski responded that it is the report that would be generated. It is done within 48 business hours. He added they can fax, e-mail, or send reports through the regular mail. He said e-mail is extremely convenient for everyone. They would provide directions to their office in Twinsburg. They usually start candidates out at 9:00 am or at 1:00 p.m. and can see as many as 4 candidates per day. They can be very .flexible with candidates and schedules. If candidates are going to be set up for internet testing, they will handle it. The civil service office can set up appointments or it can be set up that the candidates make the arrangements. They will work with us so that we can meet our deadlines and they can do what they need to. They try to conduct tests during business hours. Mrs. Giesser inquired about the background of the PRADCO representatives. Mr. Kapusinski indicated his background is in experimental developmental psychology/human development. Mr. Carobine has a Masters in industrial organizational psychology. Mr. Kapusinski mentioned that all their co-workers have Masters or Ph.D's. He mentioned that with the internet and telephone they are able to save companies a great deal of money because they do not have t.o fly someone into town. He added that for local communities, the drive across town is convenient. Mr. Kapusinski said he would welcome the chance to work with the city and they are open to trying something on a trial basis as well. Mr. Thomay pointed out that any decision would be made in conjunction with the chiefs. He said the policy here requires that the commission provide a list of five candidates to the police and fire department. When an opening is available, they must choose from that list. If a candidate is passed over, he/she receives a notice. _ If someone is passed over three lames, his or her name is removed from the list. Mr. Thomay said one problem is there are people: who take tests in a dozen different cities in hopes they can get on one of the forces. We may lose people to other towns. He added that our lists are good for two years. Mr. Kapusinski indicated their evaluations are good for about two years as well. He said they do conduct promotional tests, although not for the technical aspects. The process is the same as what they have explained except they do a more extensive interview and include leadership tests. Mrs. Martin asked if they do any agility testing for police and fire before going into the psychological profile. Mr. Thomay indicated that is done before proceeding. We take the top candidates. For example, if 80 people passed, we would take 25 and test agility and add the scores to the written portion. That is how they come up with the top five and we then would proceed with the background check and other testing. We do an independent evaluation. Mr. Kapusinski said they sometimes have communities that come to them with concerns about the lie detector. It may not be enough to knock someone out of the process but there are issues. He likes to know about that kind of thing in advance because they can address that