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instrument allows individuals to share more about themselves regarding their motivation, work approach, interpersonal style, and decision making and judgment. The Strength of Character Assessment was developed in consultation with law enforcement leaders in municipal, educational, and medical settings. The instrument measures how candidates perform in relationship to key values that effective officers demonstrate on the job. The assessment focuses on the following competencies: Social Intelligence, Open -Mindedness, Perspective, Conviction, Transparency, Community Focus, Fairness, Self- Discipline, Caution, and Selflessness. The Personality Index was developed in consultation with a wide range of clients to ensure a general personality assessment was available to both the public and private sector. It is not designed to be a clinical tool. The instrument measures these competencies: Energy, Restraint, Baldness, Sociability, Cooperation, Objectivity, and Composure. For safety force pre -hire (psychological) assessments, the Inwald Personality Inventory -2 serves as the clinical component of the assessment battery. The Personal Styles Assessment examines a person's general approach to interacting with people. Individuals choose from multiple pairs of adjectives to indicate one of four main styles: Driver, Expressive, Amiable, and Analytical. This tool is especially useful in better understanding how safety force candidates will interface with citizens and coworkers. The Inwald Personality Inventory -2 (IPI) is a 202 -question, "true -false" inventory designed to identify a variety of personality and behavioral characteristics. It was developed to aid public safety/law enforcement agencies in selecting new officers who meet necessary job requirements. The IPI was developed in response to the particular requirements of the public safety/law enforcement selection process. These requirements include: • The need to evaluate behavioral "fitness" with intent to screen out candidates whose behaviors are likely to seriously impair their ability to function as public safety officers and to identify those who are emotionally unsuitable (that is, those who demonstrate personality characteristics similar to officers who have experienced on-the-job performance difficulties) • The need to document specific behavioral characteristics of candidates in order to defend selection decisions in court • The need to gather a great deal of information in a short period of time, without relying upon time-consuming, detailed investigations PRADCO Police and Fire Assessment & Consulting Proposal for City of North Olmsted i 6