19-RFP-2220710602-RMT Pre-Employment Psychological Services Addendum 2.pdf

Purchasing and Logistics

IMPORTANT BID ADDENDUM

July 22, 2026

BID NUMBER: 19-RFP-2220710602-RMT COMMODITY: 851216 Psychologist Services

ADDENDUM Number: 2 USING AGENCY-NCDPS PURCHASER: Morgan Rilling Opening Date: July 29, 2026

INSTRUCTIONS:

1. Response to vendor questions:

Vendor Questions Answers 1 Clarification Regarding Scope, Referral

Question, and Position-Specific Essential Functions (referencing 5.2, A., #7) The pre-employment scope of services includes language regarding written reports for “fitness for duty evaluation and risk assessment” and asks that the report address the employee’s current position “or any potential position for which the employee may be considered, if not fit for his or her current position.” Please clarify whether this language is intended to apply to pre-employment evaluations, FFDEs, risk assessments, or another service category.

This would apply to FFDEs, potential positions would need to be identified by DPS and reviewed with the vendor at a later date as they are identified in instances where they are deemed not fit for current position.

Please also clarify how the vendor should address “any potential position” unless that position is specifically identified and the essential functions are provided.

Psychological evaluations should be tailored to the specific position, assignment, and referral question. For pre-employment evaluations, this means the candidate should be evaluated in relation to the position for which the candidate is applying. For FFDEs or risk assessments, the evaluator’s opinion should be tied to the employee’s current position or to a specifically identified alternative position with documented essential functions, rather than to unspecified future or potential positions.

2 Clarification Regarding Test Norms for FFDEs (referencing 5.2, B., #1) Please clarify whether the requirement for an instrument with “norms established for public safety law enforcement personnel” is intended to apply only to pre-employment psychological evaluations. If DJJ intends this requirement to apply to fitness-for-duty evaluations, please identify the specific legal, regulatory, or professional standard supporting that requirement. Tests and norms developed for pre-employment screening are not necessarily appropriate for FFDEs, which are individualized, referral-driven evaluations of a current employee’s ability to perform essential job functions safely and effectively. In the FFDE context, the evaluator should select instruments based on the referral question, clinical presentation, and functional concerns rather than relying on pre-employment normative comparisons.

FFDEs are completed on a case-by-case basis and may not need to follow norms established for pre-employment psychological evaluations.

3 Consistency Across Pass/Fail Pathways (referencing 5.2, D)

All applicants who either pass or fail the Diana are administered the MMPI-2RF

Please clarify how DJJ ensures consistency and legal defensibility across applicants who pass versus fail the Diana Screen®, particularly if passing applicants do not receive the same MMPI-2-RF/interview process as applicants who fail, or if only some passing applicants are referred for additional AASI testing.

and psychological interview process.

Those who fail the Diana, but successfully complete the MMPI-2RF and interview process are referred for additional testing using the AASI as a more thorough check to confirm Diana results. This is a consistent process enacted recently to provide a 2nd opportunity for those applicants.

4 Clarification of Pass-Diana Pathway

(referencing 5.2, D) The RFP specifies that applicants who fail the Diana Screen® will take the MMPI-2-RF and be interviewed by the vendor, and that applicants found suitable through that process are then referred for the AASI.

Please clarify what happens when an applicant passes the Diana Screen®. Does the applicant still receive the MMPI-2-RF and vendor interview? If so, is the Diana result used in any way by the vendor? If not, is the applicant considered to have completed the DJJ-specific screening process without further vendor involvement?

Yes all applicants complete the Diana and MMPI-2RF/Psychological interview process. if candidate passes Diana and successfully completes MMPI – 2 RF/interview process, no additional steps are taken. Diana results are reported as pass/fail only.

5 AASI Provider Requirement (referencing 5.2, D) The RFP states that applicants who failed the Diana, if they are found suitable following the MMPI-2-RF and interview, will then be referred to complete the Abel Assessment for Sexual Interest, which must be administered and scored by a licensed AASI clinician. Is DJJ requiring that the AASI be administered by the same vendor/provider who conducts the MMPI- 2-RF and clinical interview, or may the AASI be referred to a separate licensed AASI provider?

This process may be subcontracted out to a qualified provider.

6 Applicant Paths (referencing 5.2, D) Please clarify the applicant pathway when an applicant passes the Diana Screen® but is later found not suitable through the

If an applicant passes the Diana Screen but is found to be not suitable through the MMPI 2-RF and Interview process, MMPI-2-RF review and psychological interview. The current scope appears to state that all applicants complete the Diana Screen®, and that applicants who fail the Diana Screen® but are found suitable through the MMPI-2-RF/interview process must then complete the AASI.

If an applicant passes the Diana Screen® but is found not suitable through the MMPI-2-RF/interview process, does the applicant proceed to AASI review, or does the evaluation process stop at that point?

they do not proceed further in the process.

7 Coordination Between Providers (referencing 5.2, D) If the AASI may be completed by a separate provider, please clarify how DJJ expects information to be shared between the MMPI/interview provider, the AASI provider, and DJJ. Specifically, who is responsible for integrating the AASI results into the final suitability determination?

AASI results may be forwarded to the selected vendor who would then forward an integrated report to DJJ.

8 Transmission of Diana Screen® Results (referencing 5.2, D) Will the results of the Diana Screen® be transmitted to the psychological evaluation vendor? If so, please clarify what information will be provided, in what format, and through what secure transmission method.

Only failed results are reported. The vendor receives consent forms and applicant/organization ID information.

These documents are transmitted using a secure scanning or upload portal.

9 Use of Diana Screen® Results in Evaluation Process (referencing 5.2, D) Please clarify how Diana Screen® results are intended to be used by the psychological evaluation vendor. For example, are the results intended only to determine whether the applicant proceeds to additional AASI testing, or are they also intended to inform the MMPI/interview-based suitability determination?

Diana results are reported as pass/fail so they would not be used to provide additional information to the person conducting the psychological interview.

10 Criteria for Applicant Grouping (referencing 5.2, A, 1.b, 1. and 2.)

The RFP appears to place applicants into

Group A, those who successfully complete Diana testing and psych eval.

Group B those who do not successfully groups A and B. Please clarify what test information, cutoff scores, risk indicators, or decision rules are used to place applicants into each group or referral pathway.

complete Diana testing, or MMPI/Psych eval. Diana cutoff is determined by the vendor and is not shared with DJJ.

MMPI 2RF results are used for informational purposes to assist the vendor in conducting psychological evaluations.

11 Decision Authority After MMPI and Interview (referencing 5.2, D) If an applicant fails the Diana Screen® but is found suitable after the MMPI-2-RF and clinical interview, is the vendor expected to issue a provisional suitability finding pending AASI results, or withhold a final suitability determination until the AASI is completed?

Withhold recommendation under AASI is completed.

12 Effect of AASI Results on Final Suitability (referencing 5.2, D and 5.2, A, 3.)

The RFP states that applicants who pass the AASI are deemed suitable for hire.

Please clarify whether the AASI result supersedes the MMPI/interview-based suitability determination, or whether the final suitability decision remains the responsibility of the licensed psychological evaluator after integrating all available data.

AASI would not be administered unless applicant has already successfully completed MMPI/interview process, therefore it would not supersede the MMPI/Interview results it would only confirm these, However final suitability results would be the responsibility of the licensed psychological evaluator after integrating all available information.

13 Referral Criteria for AASI After Passing Diana Screen® (referencing 5.2, D) The RFP states that, on rare occasions, the vendor may identify applicants who pass the Diana Screen® but for whom referral to the AASI is indicated. Please clarify the expected criteria or threshold for making such a referral. For example, should referral be based on specific background information, interview disclosures, collateral information, MMPI-2-RF findings, behavioral history, or other job-relevant risk indicators? Or is referral for the AASI purely based on the fact that the candidate didn’t pass the initial Diana Screen?

This would be based on the judgement of the psych interviewer most likely via interview disclosure.

14 Consistency Across Applicants (referencing 5.2, D) Please clarify how DJJ intends to ensure that similarly situated applicants are evaluated through a consistent process, particularly when some applicants may receive MMPI/interview only and others may receive additional AASI testing. This is important for maintaining standardization and reducing the risk of inconsistent or potentially discriminatory application of the evaluation process.

All applicants receive MMPI/interview regardless of results of Diana.

Additional AASI testing is only done in instances described above.

15 Consideration of Alternate Assessment Process (Referencing Section 5.2 and exercising Oversight Services 5.2, C.)

Would DJJ consider an alternate, standardized psychological evaluation process that is more consistent with the standard practice for public safety psychological pre-employment screening, including use of validated broadband psychopathology and normal personality measures, structured clinical interview, and review of relevant background information?

No not as part of the RFP

16 Use of MMPI-3 and Normal Personality Measure (Referencing Section 5.2 and exercising Oversight Services 5.2, C.)

Would DJJ consider allowing vendors to use the MMPI-3 in place of the MMPI-2-RF, along with a validated measure of normal personality, consistent with current standard practice in public safety psychological pre-employment assessment?

Assessments including use of MMPI-3 or the most up to date version, in place of the MMPI-2RF, in addition to those specified in the RFP could be considered.

17 Legal Defensibility and Job-Relatedness (referencing 5.2, D) P Please clarify whether DJJ has established job-related validation or other documentation supporting the proposed sequence of Diana Screen® and AASI referral as part of the pre-employment

The AASI is a more comprehensive version of attributes assessed via Diana.

Both are proprietary products of the same vendor who is responsible for validation criteria and supporting documentation that has not been provided to DJJ.

psychological evaluation process for DJJ applicants.

18 Candidate Consent and Disclosure (referencing 5.2, D) Please clarify what information applicants will receive regarding the Diana Screen®, MMPI-2/interview, and possible AASI referral, and how results from each component may affect their hiring eligibility.

Applicants are provided with necessary information to take each assessment, impact on hiring eligibility is described above. Specific performance information is not provided to applicants.

19 Report Content and Required Determination (referencing 5.2, D) For applicants who proceed to the AASI after being found suitable through the MMPI and Interview, what report format or final determination is expected from the vendor? Should the final report include the Diana Screen® outcome, AASI results, integrated clinical interpretation, or only a final suitable/not suitable determination?

A final “suitable/not suitable” determine should be forwarded to DJJ, however a more comprehensive integrated report should be developed and maintained by the vendor.

20 Test Security and Data Handling (referencing 5.2, D) Please clarify DJJ’s expectations regarding storage, transmission, and retention of Diana Screen® and AASI results, particularly if multiple providers are involved in different phases of the process.

Diana Screen is administered through a secure website. AASI can only be administered in person.

21 Section 5.2 Specifications, D. Additional Test Interpretation for Comprehensive Evaluation, do psychologists need to possess AASI licensure and certification at proposal submission, or may certification be obtained after award?

Psychologists must possess AASI Certification or if contracting these services to an outside vendor, in both instances the certification should be received as soon as possible after the award of the contract so as to not delay processing of applicants.

22 Section 5.2 Specifications, D. Additional Test Interpretation for Comprehensive Evaluation, is the Department expecting the awarded contractor to provide all AASI administration services directly, or may specialized subcontractors be used?

Specialized contractors may be used at the expense of the vendor.

23 Attachment A: Cost Proposal, under what circumstances would the MCMI-IV be utilized?

The MCMI-VI may be necessary as determined by the psychological evaluator as part of the evaluation process.

24 Attachment A: Cost Proposal, can the Department identify what services are expected to be included in that cost line item?

All services should be included in the cost proposal.

25 Attachment A: Cost Proposal, what estimated annual volumes should vendors assume for:

AASI-3

MCMI-IV

Approximately 40-50 applicants per year may be expected to participate in the AASI-3 and MCMI-IV assessment process.

26 Section 5.2, A 10, how does the Department handle scheduling delays caused by applicant availability rather than vendor availability?

The vendor is responsible for making all efforts to contact and schedule applicants in a timely manner.

27 Who is the current incumbent contractor? This would be a formal public records request

28 What is the current contract value or annual spend under the existing agreement?

This would be a formal public records request

29 What areas of performance would the Department most like to improve under the next contract?

None currently.

30 Were there any significant challenges or lessons learned under the current contract?

Not currently

31 What was the total expenditure for these services in fiscal year 2025?

This would be a formal public records request

32 What has been budgeted for this new contract?

Budget amount will based upon approved contract cost and number of applicants to be assessed.

33 Are you anticipating the selection of one provider or multiple providers?

One Provider

34 If multiple vendors, and if so, will work be rotated, competed, or assigned by availability?

One Provider

35 We occasionally utilize 1099 personnel who are trained and managed under our internal protocols. Can you confirm whether these individuals would be considered subcontractors under this RFP?

These would be subcontractors.