Attachment B_Statement of Work.pdf

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Pre - Employment Psychological Assessments for the

Human Resources Division

Statement of Work

1.0 Introduction:

The United States Department of Justice (DOJ), Federal Bureau of Investigation (FBI), Human Resources Division (HRD), Employee and Medical Services Section (EMSS), Psychological Services Program (PSP) requires Contracted Assessors to conduct pre - employment psychological assessments and provide a preliminary recommendation for individuals who have been granted conditional job offers (CJOs) of employment with the FBI.

The goal is to enhance the FBI’s ability to identify and hire individuals who are able to successfully accomplish FBI mission goals.

Background:

The Psychological Pre - Employment Assessment Process assesses an applicant’s psychological fitness to safely perform the essential functions of the job they are seeking, to include Federal Law Enforcement (LE) positions, and assist the FBI’s Security Division (SecD) in making determinations as to whether the candidate demonstrates reliability, sound judgement, emotional stability, and trustworthiness and is therefore eligible to attain/maintain a Top Secret (TS) security clearance, which is a condition of employment.

For this contract, the FBI requires the services of competent, licensed clinical psychologists (i.e.

Ph.D., Psy.D.), preferably with LE and United States Intelligence Community (USIC) assessment and hiring process experience (hereafter referred to as “Contracted Assessors”), to conduct psychological testing and in – person assessments of individuals who have been granted a CJO with the FBI and who have passed a lifestyle polygraph examination (hereafter referred to as “Applicants”). Virtual interviewing capabilities in lieu of face – to – face interviewing is temporarily permitted due to the current state of the ongoing COVID-19 pandemic but is subject to immediate removal upon written notice from the Government. The Contracted Assessor(s) also will preferably be specialized in Police and Public Safety psychology. The Contracted Assessor(s) would be responsible for assessing the psychological eligibility for employment, as

Version 4.0 Page 2 well as sound judgement, reasoning, emotional stability, reliability, and trustworthiness as determinants of eligibility for granting of a TS security clearance. In addition, if an individual is applying for the position of Special Agent (SA) -- Federal LE officer or FBI Police Officer (PO), an appropriate assessment of personality and psychological health for weapons bearing and use of lethal force is required.

Based upon the results of the Contracted Assessor - administered psychological tests, and personal interviews, the Contracted Assessor shall make a preliminary recommendation to the FBI’s Employee and Medical Services Section (EMSS) Psychological Services Program (PSP) regarding the hiring of applicants processing through the FBI’s fifty - six (56) Field Offices (FOs).The Contracted Assessor(s) areas of responsibility are listed in SOW Appendix A: FBI Field Office Locations and Appendix C: SOW Appendix C: Applicant Numbers Estimated Range per FBI Field Office Location identifies the historical estimate of Applicants per FO.

The Contractor’s awarded Firm Fixed Price (FFP) per assessment for each FO location shall constitute the full and only basis for reimbursement for each Applicant’s complete assessment.

The Contractor shall establish and maintain a Contracted Assessor location within a fifty (50) mile radius for all fifty – six locations for the duration of the contract.

2.0 Scope

The Contractor shall provide licensed Contracted Assessor (s) who will, assess eligibility for employment, including eligibility for a TS Clearance, in accordance with the National Security Adjudicative Guidelines for Determining Eligibility for Access to Classified Information (as required by Executive Order 12968 and approved by the President on June, 2017, particularly:

Guidelines E (Personal Conduct); G (Alcohol Consumption); H (Drug Involvement); I (Psychological Conditions); and, when applicable, weapons bearing, consistent with industry and legal standards. The Contracted Assessor(s) will use the assessment guidelines set forth below:

• International Association of Chiefs of Police (IACP) Police Psychological Services Section (PPSS) “Preemployment Psychological Evaluation Guidelines”

• American Psychological Association (APA) Ethical Standards for Interviewers;

Standards for Educational & Psychological Testing; General Guidelines for Providers of Psychological Services; Uniform Guidelines on Employee Selection

• Americans with Disabilities Act (ADA)

• The Genetic Information Nondiscrimination Act of 2008 (GINA)

• Security Executive Agent Directive 4 (SEAD4) “National Security Adjudicative

Guidelines”

Activities under this contract involve conducting pre - employment psychological assessments of applicants. A full psychological assessment consists of two required components: healthy and pathological indicators. Each applicant will undergo two assessments. In order to test the applicant for pathological indicators, the Contracted Assessor may use their professional judgement to administer either the Minnesota Multiphasic Personality Inventory (MMPI – 2RF) or the Personality Assessment Inventory (PAI). In order to test for healthy personality indicators, the Contracted Assessor will use the California Psychological Inventory (CPI). The Contracted

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Assessor (s) will administer the most current version of any chosen assessment below for each applicant based upon their professional judgement and experience:

Healthy Indicator Assessment Pathological Indicator Assessment (pick one)

California Psychological Inventory (CPI) Minnesota Multiphasic Personality Inventory (MMPI – 2RF) Personality Assessment Inventory (PAI)

One psychological assessment package shall be completed during an applicant’s in - person appointment at the Contracted Assessor’s office (or another facility provided by the Contracted Assessor) which shall be within a fifty (50) mile radius of the geographic area of the FO or virtually using an FBI Enterprise Communications platform. If mutually agreed by the Contracted Assessor and the Applicant, another location beyond the fifty (50) mile radius requirement can be utilized – but the established FFP for the assessment remains as contracted for that specific FO location.

The Applicant assessment, which will generally involve an estimated four (4) hours of Contracted Assessor time (excluding the Applicant’s test taking time), shall consist of a standardized psychological assessment (as required by the FBI’s Psychological Services Program (PSP), which are followed by a personal interview by the same Contracted Assessor (see Section

3.4 Personnel Qualifications / Requirements) of the Applicant. The Contracted Assessor must then formulate a written recommendation for PSP to review.

The final deliverable shall be a completed Psychological Evaluation Report (PER) to the designated PSP point of contact via submission to an FBI owned and managed portal.

The use of telecommunications and online assessments for the Applicant assessments are temporarily authorized in lieu of in – person assessments during the ongoing state of the COVID-19 pandemic. This option is subject to immediate removal upon written notice from the Contracting Officer. The use of virtual assessments and interviews will be conducted on an FBI owned and managed system. The use of telecommunications shall be as follows:

TASK Preferred Method Optional Method Subject to Removal

Pre-Employment Assessment In-Office Online Assessment Interview In-Person Video Interview

Under this contract, the Contracted Assessor’s primary point of contact will be the Contracting Officer’s Representative (COR) from the FBI’s PSP which is responsible for technical oversight of the contract.

3.0 Requirements

3.1 Tasks

3.1.1 Scheduling Tasks: Once the Applicant has completed their initial FBI hiring screening steps that include passing an FBI – administered personnel security polygraph

Version 4.0 Page 4 examination, the Contractor will receive formal e-mail notification from the PSP that a given Applicant has been authorized to have an assessment performed under this contract. Upon receipt of each notification, the Contractor shall notify its appropriate geographic Contracted Assessor indicating they must initiate the assessment process for that Applicant. The Contractor shall confirm the e-mail contact information of that Contracted Assessor within one (1) business day to the PSP which will then provide access to that Applicant’s mental health / medical records and background information to the designated Contracted Assessor through and FBI-managed portal within five (5) calendar days.

The Contracted Assessor shall:

a) Coordinate / schedule an in - person or virtual appointment with the Applicant within three (3) business days of notification and agree upon an appointment date that is within fourteen (14) calendar days of the notification.

b) Inform the appropriate FBI Applicant Coordinator of any cancellations or no -shows via e-mail within one (1) business day.

c) Review the Applicant’s mental health / medical records prior to the interview.

d) Ensure that each Applicant’s in - person interview takes place in a setting that is free of any visual or audio disturbance or interruption.

e) Provide the Applicant with clear instructions and directions to the appointment site.

3.1.2 Testing Tasks: Each Applicant must complete a standardized psychological test package during the in – person or virtual appointment. The standardized test package will be the most current version of the MMPI 2RF or PAI for pathological indicators and CPI for healthy indicators assessment and is estimated to be able to be completed in three

(3) hours. In some cases, with certain Applicants, additional testing may be required, such as those with substance abuse, Traumatic Brain Injury (TBI) or Attention Deficit Hyperactivity Disorder (ADHD). These tests will be requested by the PSP or the Contract Assessor may recommend additional tests and administer with written approval from

PSP.

The Contracted Assessor shall:

a) Assemble the test package and instructions for each Applicant.

b) Arrange to administer / proctor the tests for each Applicant.

c) Review the completed psychological behavioral history questionnaire for completeness and score the applicants psychological tests.

3.1.3 Interviewing Tasks: Following a same day score review of the completed psychological tests, the Contracted Assessor shall conduct a same day in - person interview or virtual interview with the Applicant. It is anticipated that each interview should last approximately forty - five (45) to seventy - five (75) minutes. The Contracted Assessor shall:

a) Review all components of the test package via FBI portal (i.e., psychological history behavioral questionnaire, scored psychological tests) and, if applicable, any medical or background records that were provided by the PSP

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(3) business days of notification of the need for an assessment of the Applicant.

b) Conduct in – person interview or online video interviews with applicants in accordance with FBI psychological assessment standard operating procedures listed in 2.0 “Scope”.

c) Request additional medical / mental health records from the based-on information disclosed during the interview, if appropriate. Those records shall be obtained through the PSP and made available via FBI portal.

d) Prepare a final report that is based on the Applicant’s psychological history behavioral questionnaire, psychological test results, medical / mental health records, background information and interview responses, (hereafter referred to as a “Psychological Evaluation Report” (PER)). Each report shall meet the requirements outlined in Section 3.2 “Psychological Evaluation Report (PER) requirements.”

e) Upload the completed PER to the designated FBI managed portal for submission within ten (10) calendar days.

3.2 Psychological Evaluation Report Requirements

The PER shall be unique to each Applicant and shall include clear statements of the Contracted Assessor’s professional conclusions and shall substantiate the final recommendation. Any concerns regarding evidence of personality disorder, emotional instability, or other psychological problems which, in the professional opinion of the Contracted Assessor, would preclude hiring shall be thoroughly discussed with a member of the PSP licensed staff responsible for reviewing and accepting PER’s. The completed PER shall be securely uploaded to the FBI managed portal.

Each Applicant’s final PER shall include:

3.2.1 The following information, in the order outlined below:

a) Applicant’s Last, First and Middle Name

b) Written Testing Date – or on – line date if applicable

c) Interview Date (same as Written Testing Date unless testing was accomplished on -line)

d) Interview Start Time

e) Interview End Time

f) Interview Location

g) Interviewer’s Name, Degree, License State and Number

h) If applicable, information on any Applicant who cancelled or rescheduled any session with the Interviewer, the reason(s) given by the Applicant for the cancellation(s) or rescheduling(s).

3.2.2 The PER shall provide a final recommendation based on the context of the job being offered to the Applicant. Since all Applicants are evaluated as to their eligibility for a TS clearance, all recommendations should be mindful of the reliability and

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Additionally, the evaluations and recommendations of SAs and other armed LE personnel should be mindful of the emotional stability, stress tolerance and good judgment, among other elements, that go into suitability standards for the use of lethal force and policing powers. Conclusions shall include a summary rating of the Applicant’s suitability for their proposed job with the FBI in accordance with FBI protocols provided to the Contractor / Contracted Assessor:

a) Recommended without Reservation

b) Recommended with Reservations (reservations to be explained in detail and should correlate with an associated guideline standard below):

International Association of Chiefs of Police (IACP) Police Psychological

Services Section (PPSS) “Preemployment Psychological Evaluation Guidelines”

American Psychological Association (APA) Ethical Standards for Interviewers; Standards for Educational & Psychological Testing; General Guidelines for Providers of Psychological Services; Uniform Guidelines on Employee Selection

Americans with Disabilities Act (ADA) The Genetic Information Nondiscrimination Act of 2008 (GINA) Security Executive Agent Directive 4 (SEAD4) “National Security

Adjudicative Guidelines”

c) Not Recommended (explain in detail)

3.2.3 A narrative addressing each of the following areas, in the order outlined below:

a) Applicant’s Biographical Information

b) Family History

c) Educational History

d) Military Service and History

e) Employment History

f) Other psychological / social history (evidence of applicant bias or prejudices)

g) Mental Health History including any psychiatric conditions treated by non-mental health providers or clinicians (e.g. Primary Care Physicians, OBGYN, Nurse Practitioners or Physician Assistants, etc.) and any psychotropic medications ever taken, including sleep aids, anxiolytics, etc., prescribed by mental health providers or non-mental health providers or any clinician.

h) History of Drug / Alcohol Usage, and current usage (e.g., details of frequency, quantity of usage, history of misuse, abuse, intoxication and consequences of misuse).

i) Financial Issues (e.g., bankruptcy, debt load)

j) Legal Issues (e.g., driving violations / traffic tickets – other than parking tickets include any arrests, DUIs, convictions and involvement in legal or civil suits).

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k) Testing Information, including raw score data and contextual interpretations of test results. Include an opinion as to whether or not the applicant has a condition that may impair judgment, reasoning, emotional stability, reliability, or trustworthiness in safeguarding matters of national security based upon the assessment findings, especially if an exacerbation of any psychological condition they are diagnosed with should occur.

l) Overall Summary of Findings, including potential areas of concern and reservations. If an Applicant is being considered for the role of a SA or FBI PO, include an opinion as to whether or not the applicant possesses the judgement, reasoning, and reliability to bear weapons and exercise responsibility for the use of lethal force and police powers.

m) A clear explicit statement that “there is a psychological or behavioral reason to exclude from employment” should one exist. If an individual is “recommended with reservations” there should be a clear explanation of that determination that is associated with a “Recommend with Reservations” guideline. Finally, if the individual is “Recommended,” there should be a statement making that clear as well.

n) Overall Rating

o) Original Contracted Assessor’s signature

3.3 Non-Disclosure of Information

Non - Disclosure Agreement: The Contractor / Contracted Assessor shall not disclose any of the Applicant’s test package contents, report, or report ratings to the applicant or to anyone other than the FBI’s PSP staff.

3.4 Personnel Qualifications / Requirements

Each Contracted Assessor shall have:

a) A doctoral degree (e.g., Ph.D., Psy.D) in Clinical Psychology from a regionally / nationally accredited, American Psychological Association (APA)

- approved doctoral program (degrees in Counseling Psychology will be considered if the Contracted Assessor received graduate level training and supervision in psychological assessment and testing - transcripts are required to establish competence.)

b) A current, valid license in Clinical Psychology.

c) At least five (5) years of post - doctoral experience.

d) Preferably experienced in assessing candidates for LE or for employment within the Intelligence Community.

e) Completion of at least one hundred (100) psychological pre - employment assessments.

f) An understanding of employment law and the ADA.

g) No history of loss of privileges or other license concerns.

h) Proficiency in writing and speaking in English.

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Contracted Assessors must be US citizens and must be able to successfully obtain a Limited Escorted Access Requests (LAR) that may consist of the following: National Agency Check with Local Agency Checks (NCLAC), interviews, completion of an SF- 85, fingerprints and a credit check. See section 5.1 “Background Investigations” for additional information.

3.5 General Responsibilities

In addition to the tasks already outlined in Section 3.1 - 3.4, the Contractor / Contracted Assessor shall:

a) Respond, at no cost to the Government, to any clarification requests and / or corrections of the final report by the PSP within seventy - two (72) hours.

b) Respond, at no cost to the Government, to any requests for archived reports within seventy - two (72) hours.

c) Be available for consultation during the post - assessment period via telecom between 11 am and 4 pm EST Monday – Friday excluding Federal holidays.

Compensation will be at the hourly rate established in the B - Tables for each

FO.

3.6 Appointment Availability

All Contracted Assessors selected by the Contractor to conduct psychological assessments shall demonstrate the ability to provide timely assessments to the FBI in a way that minimizes travel time and costs to both the Contracted Assessor and the Applicant. The Contractor shall provide and maintain at least one (1) qualified Contracted Assessor (see qualifications in Section 2.4) who can provide an office environment within fifty (50) miles of each city having an FO (see list of field offices in SOW Appendix A: FBI Field Office Locations). As identified in its proposal, the Contractor shall maintain its responsive methodology for how it will assess Applicants in locations where there is not a residing qualified Contracted Assessor.

3.7 Orientation

All Contracted Assessors shall participate via a video or telephonic conference call for a maximum of twenty – four (24) hours of orientation / instruction, which may be spread out over more than three (3) calendar days, conducted by the FBI prior to conducting any interviews. Refresher training may be required, also at Government expense. The purpose of the orientation session is to provide information regarding:

a) Position - specific job analysis data on FBI employee duties and responsibilities and suitability guidelines.

b) Review of the format and structure of PERs.

c) Issues pertaining to quality assurance and security of materials.

d) Quality Assurance Surveillance Plan (QASP) metrics and deliverables.

e) Discussion of guidelines to be used in assigning overall evaluation ratings of

“Recommended without Reservations”, “Recommended with Reservations”, or “Not Recommended” as evidenced in the guidelines in Section 2.0 “Scope”.

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f) Employment law and other legal standards.

g) Training and communication with the PSP team

The estimated number of exams, per field office, are provided in Appendix C. These numbers are only estimates and are provided for planning purposes only.

The FBI is anticipating a phased roll-out to ensure success of the portal, the procedures, and reporting process. For proposal purposes, the Contractor should price out the exam volumes listed in Appendix C.

For execution of the contract, the Contractor and the FBI will work together for a successful phased roll-out. The plan regarding the roll-out will be discussed during the kick-off meeting.

3.8 Deliverables

The Contractor shall provide a Monthly Status Report (MSR) not later than the tenth calendar day of the close of the previous month to the COR. The MSR shall include the following content:

An updated chronological Excel Spreadsheet listing and disposition status of all cases that have been initiated since the beginning of the contract to include separate cells for:

Name of Applicant

Date of HRD initial request for assessment

Name of Contracted Assessor

Date of Assessment Interview

Date PER submitted to HRD

Invoice status for each assessment

Payment status for each assessment

Unsuccessful Scheduling Details

The COR may direct changes to the format / content of the Excel Spreadsheet may change based on the needs of the FBI.

Besides the updated Excel spreadsheet, the Contractor shall include a description of any issues encountered in the Applicant assessment process that month and the corrective course of action for each incident.

The completed PER with completed submission to PSP via an FBI managed portal is the final deliverable per assessment.

4.0 Key Personnel

4.1.0 Program Manager and Clinical Program Lead

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The Contractor shall provide program management support throughout the period of performance of the requirement. These two key personnel positions are considered part-time positions. However, program management and clinical lead responsibilities and their respective time allocation should appropriately scale the hours needed with the Government’s requirements. This contract will require a Program Manager (PM) to manage the contract administration functions and a Clinical Program Lead (CPL) to monitor the clinical performance of the Contracted Assessor(s) nationwide. This position can be filled by the same person if a candidate has the appropriate experience to fulfill both roles.

The PM shall meet, at a minimum, one of the following:

(a) Bachelor’s degree in one of the following areas: Business, Finance, Management, or a related field of study from an accredited university/college with a minimum of five (5) years’ relevant experience; or/and

Relevant Experience: Recent work experience as a lead Program Manager in a related position on a major program, project, or activity. Experience with contract administration.

Preferred Experience: Experience with managing a Government program and Law Enforcement or Intelligence Community programs is preferred. Experience with managing a clinical network nationwide.

Desired Qualifications: While not required, it is desired that the PM possesses the following: Project Management Professional (PMP) certification.

The CPL shall meet, at a minimum, the following:

a) A doctoral degree (e.g., Ph.D., Psy.D) in Clinical Psychology from a regionally / nationally accredited, American Psychological Association (APA)

- approved doctoral program (degrees in Counseling Psychology will be considered if the candidate received graduate level training and supervision in psychological assessment and testing - transcripts are required to establish competence.)

b) A current, valid license in Clinical Psychology.

c) At least five (5) years of post - doctoral experience.

d) Preferably experienced in assessing candidates for LE or for employment within the Intelligence Community.

e) Police and Public Safety Psychology specialty.

f) Completion of at least one hundred (100) psychological pre - employment assessments.

g) An understanding of employment law and the ADA.

h) No history of loss of privileges or other license concerns.

i) Proficiency in writing and speaking in English.

Relevant Experience: Recent work experience as a lead Clinical Manager in a related position on a major program, project, or activity. Experience with pre-employment

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Preferred Experience: Experience with Law Enforcement or Intelligence Community programs is preferred. Experience with performing quality assurance to assessment reporting. Experience providing administrative, technical, and clinical supervision necessary for accomplishing the work of the service including outreach efforts.

5.0 Privacy Act

This contract is subject to the Privacy Act of 1974.

5.1 Background Investigations

All Contracted Assessors and staff who have direct contact with FBI employees or applicants and are responsible for reviewing any background investigation material will be subject to an FBI security check (National Agency Check) or Limited Escorted Access Request (LAR) (depending the required level of facility access required), as described below:

For individuals requiring access to FBI facilities, performing on-site services at FBI locations and/or reviewing background investigation records, a Limited Escorted Access Requests (LAR) is required, which includes a National Agency Check with Local Agency Checks (NCLAC), interviews, completion of an SF-85, fingerprints and a credit check. This will be completed by the FBI at the Contracted Assessor’s location or the local FBI field office. Each new Contracted Assessor or office personnel must complete the LAR prior to reviewing any background investigation records relating to FBI employees or administering any assessments.

The FBI will process the FBI security check and/or LARs, at no cost to the Contractor, if the Contractor does not have an already favorably adjudicated LAR. The Contractor will be required to comply with the FBI security check and/or LAR process described in the contract. If the Contractor’s provider has not been cleared and is unable or unwilling to participate in the FBI security check and/or LAR, the Contractor must locate another subcontractor willing to undergo the background investigation process.

Contracted Assessor locations shall have at least one (1) designated employee cleared (LAR with fingerprints) to access FBI applicant or employee background investigation records. Appointments for FBI applicants and employees will be scheduled to correspond to the availability of the authorized designated office personnel and examining provider.

All assessments for FBI applicants and employees are property of the FBI. No paper originals or copies are to be stored at any provider locations. Use of electronic medical records by Contracted Assessors are prohibited. The Contractor shall not photocopy, or in any way retain, any identification documents belonging to FBI personnel, including, but not limited to FBI documents, or personal driver licenses. The Contractor shall not use PII. The Contractor shall utilize a designated FBI office address on all records.

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5.2 FBI Owned and Managed System Requirements

Contractor personnel shall adhere to all FBI and Department of Justice (DOJ) information security policies to include:

• DOJ-0904 DOJ Order “Cybersecurity Program”

Contractor personnel shall be indoctrinated prior to being granted access to the system, by receiving a Computer Security Awareness and Policy Briefing, and shall execute:

• FD-868 “Non-Disclosure Agreement” and/or a SF-312 “Classified Information Non-Disclosure Agreement”; and

• FD-889 “FBI Information Technology and Information Systems Rules of Behavior for General Users Agreement Form.”

Contractor personnel shall be indoctrinated on security issues, shall receive Computer Security Awareness and Policy Briefing, and shall receive security application training. In addition to the execution of the FBI Non-Disclosure Agreement (FD-868) and FBI Information Technology and Information Systems Rules of Behavior for General Users Agreement (FD-889), the Contractor shall execute the following:

• FD-835 “Security Acknowledgement Form”; and

• FD-1001 “Consent for Warrantless Searches of Department of Justice Workplaces.”

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SOW Appendix A: FBI Field Office Locations

A Contractor shall use this section to identify the name and address of each Contract Assessor

(s) who will be responsible for conducting the actual assessments within each Field Office city.

FBI Field Office Location Contracted Assessor’s Name(s)

ALBANY, NY ____________________________________________

ALBUQUERQUE, NM ____________________________________________

ANCHORAGE, AK ____________________________________________

ATLANTA, GA ____________________________________________

BALTIMORE, MD ____________________________________________

BIRMINGHAM, AL ____________________________________________

BOSTON, MA ____________________________________________

BUFFALO, NY ____________________________________________

CHARLOTTE, NC ____________________________________________

CHICAGO, IL ____________________________________________

CINCINNATI, OH ____________________________________________

CLEVELAND, OH ____________________________________________

COLUMBIA, SC ____________________________________________

DALLAS, TX ____________________________________________

DENVER, CO ____________________________________________

DETROIT, MI ____________________________________________

EL PASO, TX ____________________________________________

HONOLULU, HI ____________________________________________

HOUSTON, TX ____________________________________________

INDIANAPOLIS, IN ____________________________________________

JACKSON, MS ____________________________________________

JACKSONVILLE, FL ____________________________________________

KANSAS CITY, MO ____________________________________________

KNOXVILLE, TN ____________________________________________

LAS VEGAS, NV ____________________________________________

LITTLE ROCK, AK ____________________________________________

LOS ANGELES, CA ____________________________________________

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FBI Field Office Location Contracted Assessor’s Name(s)

LOUISVILLE, KY ____________________________________________

MEMPHIS, TN ____________________________________________

MIAMI, FL ____________________________________________

MILWAUKEE, WI ____________________________________________

MINNEAPOLIS, MN ____________________________________________

MOBILE, AL ____________________________________________

NEW HAVEN, CT ____________________________________________

NEW ORLEANS, LA ____________________________________________

NEW YORK, NY ____________________________________________

NEWARK, NJ ____________________________________________

NORFOLK, VA ____________________________________________

OKLAHOMA CITY, OK ____________________________________________

OMAHA, NE ____________________________________________

PHILADELPHIA, PA ____________________________________________

PHOENIX, AZ ____________________________________________

PITTSBURGH, PA ____________________________________________

PORTLAND, OR ____________________________________________

RICHMOND, VA ____________________________________________

SACRAMENTO, CA ____________________________________________

SALT LAKE CITY, UT ____________________________________________

SAN ANTONIO, TX ____________________________________________

SAN DIEGO, CA ____________________________________________

SAN FRANCISCO, CA ____________________________________________

SAN JUAN, PR ____________________________________________

SEATTLE, WA ____________________________________________

SPRINGFIELD, IL ____________________________________________

ST LOUIS, MO ____________________________________________

TAMPA, FL ____________________________________________

WASHINGTON, DC ____________________________________________

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I, or my company, can conduct the psychological assessment of FBI applicants whose employment applications are processed in the field offices indicated above.

Signature Printed Name, Title, and Company

SOW Appendix B: Psychological and Behavioral Characteristics of Concern

The FBI is interested in having qualified Contracted Assessors (see qualifications in Section 3.4) interview and test applicants for positions within the FBI. A report shall be prepared by Contracted Assessors with appropriate recommendations. The reports will address any suitability issues and / or concerns with the eligibility of an applicant to hold a TS security clearance. Those concerns include, but are not limited to:

a) Problems with overall adjustment, socialization, or the ability to handle stress.

b) Education issues that indicate problems in socialization, problem solving, or overall adjustment.

c) Military service issues that indicate problems with authority, ego strength, hostility, overall adjustment, and / or stress tolerance. Also, of concern are any psychological suitability issues related to a court - marital, disciplinary proceedings, or receipt of less than an honorable discharge.

d) Employment issues, especially those indicating problems in accepting and handling responsibilities; any behaviors that resulted in unsafe, irresponsible or ineffective job performance; behavior that resulted in disciplinary actions or terminations; behaviors that indicated a disregard for laws, rules, authority, or the rights of others.

e) Mental health issues and behaviors, psychopathology, suicide, and violence.

f) Misuse, addiction to, or abuse of drugs, alcohol, prescription medications, or over-the-counter substances.

g) Financial and legal issues including behaviors that result in serious financial problems or failure to pay just debts; involvement in moving violations and accidents; theft or misuse of property (including firearms or explosives); any legal convictions.

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SOW Appendix C: Applicant Numbers Estimated Range per FBI Field Office Location

ALBANY, NY 55-75____

ALBUQUERQUE, NM 40-50____

ANCHORAGE, AK 15-25____

ATLANTA, GA 80-90____

BALTIMORE, MD 250-315__

BIRMINGHAM, AL 55-65____

BOSTON, MA 95-180___

BUFFALO, NY 45-55____

CHARLOTTE, NC 85-130___

CHICAGO, IL 100-140__

CINCINNATI, OH 50-60____

CLEVELAND, OH 50-60____

COLUMBIA, SC 30-60____

DALLAS, TX 60-70____

DENVER, CO 60-70____

DETROIT, MI 60-70____

EL PASO, TX 30-40____

HONOLULU, HI 10-25____

HOUSTON, TX 75-95____

INDIANAPOLIS, IN 45-80____

JACKSON, MS 40-65____

JACKSONVILLE, FL 75-90____

KANSAS CITY, MO 40-50____

KNOXVILLE, TN 30-40____

LAS VEGAS, NV 25-50____

LITTLE ROCK, AK 25-40____

LOS ANGELES, CA 125-200__

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FBI Field Office Location Applicant Numbers Estimated Range

LOUISVILLE, KY 50-60___

MEMPHIS, TN 40-45___

MIAMI, FL 50-80___

MILWAUKEE, WI 40-50___

MINNEAPOLIS, MN 50-55___

MOBILE, AL 35-45___

NEW HAVEN, CT 55-90___

NEW ORLEANS, LA 45-55___

NEW YORK, NY 220-300_

NEWARK, NJ 160-190_

NORFOLK, VA 45-55___

OKLAHOMA CITY, OK 35-50___

OMAHA, NE 40-50___

PHILADELPHIA, PA 140-150_

PHOENIX, AZ 80-100__

PITTSBURGH, PA 200-550_

PORTLAND, OR 25-45___

RICHMOND, VA 220-260_

SACRAMENTO, CA 65-70___

SALT LAKE CITY, UT 75-100__

SAN ANTONIO, TX 75-90___

SAN DIEGO, CA 50-65___

SAN FRANCISCO, CA 95-125__

SAN JUAN, PR 15-40___

SEATTLE, WA 40-45___

SPRINGFIELD, IL 45-55___

ST LOUIS, MO 30-40___

TAMPA, FL 80-120__

WASHINGTON, DC 575-630_

Applicants without an assigned Field Office: Two (2) year average = 775