7013 Pre Employment Psychological Evaluation ITB.pdf

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REQUEST FOR QUOTES (RFQ)

ODOC # - 7013

Issue Date: August 11, 2025

RFQ Contact Information Name: Eric McDowell, Contracts Officer Address: 3723 Fairview Industrial Dr SE Salem, OR 97302 Phone: 971-375-7783 E-mail: eric.s.mcdowell@doc.oregon.gov

OFFER DUE DATE AND TIME: August 18, 2025 2:00 pm PT

Introduction Oregon Department of Corrections (“ODOC”) will be conducting multiple recruitments for prospective Corrections Officer applicants over the course of the Contract. In conducting these recruitments, ODOC uses a screening process for applicants. During the initial pre-offer phases of the hiring process, applicants are tested for their decision-making abilities, reading comprehension, and written skills.

ODOC currently requires its applicants take the National Testing Network (NTN) REACT test and receive a passing score of 70 percent or higher to move forward in the recruitment process. Applicants who move forward in the hiring process will be required to complete an interview, a background investigation check (LEDS), and personal history questionnaire (PHQ) that meets requirements found in OAR 259-008-0015.

Applicants who pass the pre-offer phase and receive a conditional offer of future probationary employment are required to undergo medical fitness testing and a pre-employment psychological evaluation.

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Requirements

Licensing Requirements Only Psychologist(s) (Ph.D. or Psy.D.) licensed by the State of Oregon shall conduct interviews, perform evaluations, and interpret test results.

Key Person Requirements Contractor shall provide a Key Person or Persons that meets the following:

1. Have a minimum of five years full-time experience in the diagnosis and treatment of emotional and mental disorders and diagnostic testing and analysis. Three of the five years must be equivalent to fulltime work accrued after completion of a doctorate;

2. Be regularly and currently engaged in providing pre-employment psychological evaluation services for public agencies for a minimum of two years. Some of those agencies must be of similar size and scope to ODOC and must include law enforcement applicants;

3. Possess all permits, licenses, and professional credentials necessary to perform services as specified;

4. Be familiar with the unique demands of law enforcement and understand the requirements for serving in a public safety environment; and

5. Have an in-depth understanding of all DPSST requirements.

Information Security Program In the performance of this Contact, the Contractor may have possession of, control of, or access to documents, records or items that contain "personal information" as that term is used in 2007 Oregon Laws, Chapter 759. Therefore, to be eligible for award of a Contract, Proposer must have in place, at the time it submits its Proposal, a formal information security program that provides appropriate safeguards to protect personal information from loss, theft, and disclosure to unauthorized persons.

Criminal History Background Checks Contractor acknowledges that ODOC will run Oregon criminal history checks on Contractor, Contractor’s employees, Contractor’s subcontractors and subcontractor employees (if any), prior to Contractor, Contractor’s employees, Contractor’s subcontractors and subcontractor employees (if any) being allowed to perform any Services to ODOC under a Contract. Contractor shall provide to ODOC the following information on Contractor’s employees, Contractor’s subcontractors and subcontractor employees (if any) that Contractor intends, or if awarded a Contract, uses to perform Services to ODOC under a Contract:

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1. Full legal name;

2. Maiden name;

3. Aliases (if any);

4. Date of birth;

5. Current Driver’s License Number; and

6. State Identification Number (SID) (if any)

Contractor shall include a statement that: a) acknowledges that Agency will use the information listed in this subsection to run a full Oregon criminal history check, using LEDS or any other computerized database system, to determine if Contractor, Contractor's employees, Contractor's subcontractors and subcontractor employees shall be allowed to perform Services under a Contract, b) Contractor shall assist Agency in obtaining all information necessary to complete such Oregon criminal history checks.

Scope of Services Contractor shall perform a pre-employment psychological evaluation “Evaluation” of applicants on ODOC request, which consists of:

1. Reviewing a written psychological test battery and other background materials;

2. Conducting a one-on-one psychological examination; and

3. Providing a written advisory report.

In accordance with the requirements in OAR 259-008-0010, which set forth the minimum standards for employment as a law enforcement officer, Contractor shall use the Evaluation to:

1. Identify mental conditions, personality disorders, personality traits, or behavior patterns that may adversely affect the applicant’s ability to perform the essential functions of the job; and

2. Conduct an assessment of the applicant’s tendencies, feelings and opinions toward diverse cultures, races, and ethnicities and differing social, political, economic and life statuses.

Written Test Battery Contractor shall recommend a written psychological test battery and ODOC will proctor the recommended written psychological test battery, unless otherwise agreed upon by the parties.

Contractor must show how the proposed psychological test battery assesses the following evaluation criteria ODOC has determined are applicable to Corrections Officers:

1. Emotional Regulation and Stress Tolerance

2. Social Competence

3. Assertiveness / Persuasiveness

4. Teamwork

5. Adaptability / Flexibility

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6. Conscientiousness / Dependability

7. Impulse Control / Attention to Safety

8. Integrity / Ethics

9. Decision-Making and Judgment

10. Avoiding Substance Abuse and Other Risk-Taking Behavior

11. Multiculturalism

12. Attention / Concentration / Working Memory

13. Any Other Critical Items

Contractor shall review applicants’ written tests and any personal history, background information, or other information gathered from the pre-offer phase that is relevant for consideration.

Examination Contractor shall provide a one-on-one psychological examination of applicants.

The one-on-one psychological examination may be done through video conference.

Statement of Work

Written Test Battery Contractor shall use industry approved tests for law enforcement psychological testing when recommending the written psychological test battery, which may include the California Psychological Inventory (“CPI-434”), Multidimensional Personality Questionnaire (“MPQ”), Minnesota Multiphasic Personality Inventory (“MMPI”), Corrections Candidate Interpretive Report (“CCIR”), or other combination of similarly validated tests approved by ODOC. Contractor may also recommend any additional evaluation components that should be administered during written testing, such as an additional personal history survey, background questionnaire, or other cognitive testing that will help determine an applicant’s psychological suitability for law enforcement employment. The tests must be administrable online. ODOC will proctor the test battery, unless otherwise agreed upon by the parties.

Contractor’s selected test battery must be designed to elicit empirical data related to an applicant’s psychological stability and suitability for law enforcement employment (i.e. an applicant’s tolerance, responsibility, empathy, self-control, flexibility, etc.). The tests shall include, but not be limited to, the following evaluation criteria:

1. Emotional Regulation and Stress Tolerance:

a. Ability to perform under difficult threatening situations

b. Positive and Negative feedback of criticism

2. Social Competence

a. Effectively communicating in a thoughtful and effective manner

b. Ability to understand and comprehend other people’s views

c. Compassion and social awareness

3. Assertiveness / Persuasiveness

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a. Ability to confront suspects without hesitation

b. Not easily intimidated

c. Command presence

d. Display professional pride and demeanor

e. Proper use of force and ability to use deadly physical force if needed

4. Teamwork

a. Ability to function as both a leader and team member to accomplish a common goal

b. Being cooperative with supervisors, co-workers, and proper working relationships

5. Adaptability / Flexibility

a. Adjusting to planned and unplanned work changes, including different types of incidents that must be handled one right after another

b. Prioritizing and working effectively on several very different tasks/projects at the same time

c. Uses appropriate judgment and discretion in applying regulations and policies

d. Understands the difference between the letter and the spirit of rules and policies

e. Performs duties without constant supervision or instructions

f. Adjusts to differing supervisory styles

g. Can physically and mentally adjust to shift-work

6. Conscientiousness / Dependability

a. Carrying assigned tasks through to successful and timely completion

b. Maintaining a punctual, reliable attendance record

c. Carefully attending to details (e.g. typos, missing / incorrect information, etc.)

d. Maintaining accountability for one’s work, and analyzing prior mistakes or problems to improve performance

e. Performing effectively under difficult and uncomfortable conditions

f. Continually works to achieve or restore trust with peers and supervisors

7. Impulse Control / Attention to Safety

a. Driving and otherwise behaving within one’s own limits

b. Taking proper precautions to maximally ensure safe performance

c. Thinking things through before acting (including considering consequences), rather than doing the first thing that comes to mind, yet takes decisive action when warranted

d. Careful use and maintenance of personal and agency equipment and materials

e. Attention to and awareness of hazards

8. Integrity / Ethics

a. Not abusing the system or using one’s position for personal gain

b. Not bending rules or otherwise trying to beat the system

c. Not engaging in illegal or immoral activities – either on or off the job

9. Decision Making and Judgement

a. Thinking on one’s feet, using practical judgement and efficient problem-solving

b. Developing creative and innovative solutions to problems

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c. Basing decisions on the collection and consideration of important information

d. Prioritizing competing demands

e. Applying deductive and inductive reasoning, as necessary

10. Avoiding Substance Abuse and Other Risk-Taking Behavior

a. Avoiding Substance Abuse and Other Risk-Taking Behavior involves avoiding participation in behavior that is inappropriate, self-damaging, and can adversely impact organizational functioning. This includes alcohol and drug abuse, domestic violence, sale of drugs, and gambling.

11. Multiculturism

a. Evaluate cultural competence, including any tendencies, feelings and opinions toward diverse cultures, races, and ethnicities and differing social, political, economic and life statuses

b. How unique identity influences decision and conduct

12. Attention / Concentration / Working Memory

a. Any impacts to performing law enforcement work

13. Critical Items

a. Any and all items which have statistically proven to show negative outcomes in law enforcement profession

b. Any and all areas that require or need clarification by means of formal interviews or documentation by background investigator.

Training Contractor shall provide training to ODOC on how to proctor the written testing.

The training will ensure that ODOC staff attend to issues of test security, environmental control, and technology. The training shall ensure that the ODOC staff are properly trained in administering written psychological testing in conformance with the American Psychological Association Standards for Educational and Psychological Testing (2014) and Ethical Principles for Psychologists and Code of Conduct (2017). Contractor shall provide training at no additional cost to ODOC.

Examination Contractor shall conduct one-on-one psychological examinations of applicants.

The focus of the examination shall be on the applicant’s demonstrated behavior patterns, as well as current functioning and judgment. This examination may resolve any issues with the applicant’s misreading or misunderstanding of the written tests, as well as confirm the applicant’s responses to avoid erroneous judgements. Contractor shall use the examination to obtain any additional information required to perform psychological assessment of an applicant’s suitability and qualification for law enforcement employment against the evaluation criteria identified in the Written Test Battery above.

During the examination, Contractor shall conduct an assessment of the applicant’s tendencies, feelings and opinions toward diverse cultures, races and ethnicities and differing social, political, economic and life statuses per ORS 181A.676.

All examinations conducted virtually shall be done using HIPAA compliant technology with AES 256-bit, end-to-end GCM encryption.

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Report of an Applicant’s Psychological Suitability Within one week of the interview, Contractor shall submit a written report to Agency of psychological qualification determination that includes the name and license number of the Key Person conducting the Evaluation to ODOC. The written report shall include a psychological qualification rating and narrative report.

The qualification rating shall include a “Qualified” or “Unqualified” rating for each applicant. In the narrative report, Contractor shall provide:

1. For “Qualified” applicants, a description of any reservations or concerns and any areas of competence that should be closely monitored during training and probation; and

2. For “Unqualified” applicants, an explanation of why the applicant is judged to be unsuited for law enforcement employment.

The report must also include a description of Contractor’s assessment of the applicant’s tendencies, feelings and opinions toward diverse cultures, races and ethnicities and differing social, political, economic and life statuses.

The report shall also include an assessment of the evaluation criteria identified the Written Test Battery organized into separate sections that clearly identifies whether an applicant meets or does not meet the standards. Contractor shall estimate, based on the available data gathered during the Evaluation, whether applicant will display counterproductive behaviors and whether applicant will display other job relevant problems associated with the evaluation criteria. The standards rating includes the following categories and narrative descriptions:

1. WITHIN STANDARDS: Applicant’s psychological traits and behavioral history reveals a low to moderate likelihood of counterproductive traits and characteristics.

2. OUTSIDE STANDARDS: Applicant’s psychological traits and behavioral history reveals a moderate to high likelihood of counterproductive traits and characteristics.

3. INDETERMINABLE: A reliable determination is not possible.

ODOC will determine whether or under what conditions the applicant will be given further consideration for employment based on Contractor’s determinations.

Proposers shall include with their bid the following information:

How will the evaluations be performed? Will this be in person or virtually or a mix?

If it is a mix, specify what portions will be virtual and what will need to be done in person.

Provide the names of the Key Persons that will be performing the evaluations.

Provide how many years of experience the Key Persons have.

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Provide a price breakdown for the requested services.

All responses must be sent to eric.s.mcdowell@doc.oregon.gov to be considered responsive. Reference RFQ 7013 in the subject line.

The responses will be evaluated by the Department and price, experience, and expertise will be considered.

Proposer’s Firm Name:

Authorized Signature:

__________________________________________________ Date: ___/___/___

Printed Name of Authorized Representative:

Title:

mailto:eric.s.mcdowell@doc.oregon.gov