Vendor Questions and Responses 1.docx

Response to Vendor Questions Received on or before February 2, 2026

1. Please confirm whether job analyses are required annually for each rank tested or only when material changes to job duties, policies, or KSAPs occur.

· Job Analysis frequency has historically occurred once every five years for each rank to ensure analysis is current with job duties, policies, and KSAPs. Most recent Job Analyses conducted were 2021 for the rank of Trooper, 2023 for the ranks of Sergeant and Master Sergeant, and 2025 for the ranks of Lieutenant and Captain. Vendor proposal should include frequency of job analyses to ensure validity of testing instruments.

1. Please confirm whether vendors may leverage existing validated testing frameworks or platform infrastructure, provided all Illinois State Police specific job analyses, reading lists, subject matter expert involvement, and validation requirements are fully satisfied and all testing content is newly developed for each testing cycle.

· Vendors will provide testing framework and platform infrastructure as part of test development and administration. Agency may provide hardware if necessary such as computer stations. All test content shall be newly developed for each test cycle.

1. For Assessment Center components, may vendors propose a mix of exercise formats (e.g., role-play, inbox simulation, group exercise, or presentation), provided each exercise is job-related, validated, and aligned to the job analysis for the target rank?

· Vendor may propose a mix of exercise formats that are job-related, validated, and aligned to the job analysis, but all formats must be single candidate testing. Group exercises are not anticipated.

1. Please confirm whether assessor training and calibration sessions may be conducted virtually, provided live assessment administration and scoring occur in person as required.

· Assessor training and calibration must be conducted in-person, as well as assessment and scoring.

1. Please clarify whether the Agency requires criterion-referenced scoring, norm-referenced scoring, or a hybrid approach for written examinations and assessment exercises.

· The test development includes an answer key for the job knowledge exam and each exercise in the Assessment Center. The scores for the Job Knowledge Test is standardized and total Assessment Center score is standardized. The standardized scores for each component are combined to total 95% of the total promotional score, plus a maximum of five seniority points.

1. Please confirm whether final scoring and reporting deliverables should be provided as a single consolidated dataset across all ranks or as rank-specific datasets for each testing cycle.

· Final scoring and reporting deliverables shall be provided in rank-specific datasets for each testing cycle.

1. Please confirm whether validation reports are expected to align with the Uniform Guidelines on Employee Selection Procedures (1978) or another specified legal or professional standard.

· Yes, validation reports are expected to align with the Uniform Guidelines on Employee Selection Procedures.

1. Are the candidate volume estimates provided considered historical averages or anticipated maximums, and should vendors account for potential variance above these figures in pricing and staffing assumptions?

· Volume estimates are based on the three most recent testing cycles for each rank. Vendor should account for any variance in these figures in pricing and staffing assumptions.

1. For Sergeant testing conducted at multiple locations, please confirm whether facilities will be coordinated by the Agency or whether vendors are responsible for securing and staffing all testing locations.

· Facilities will be coordinated by the Agency. Vendor is responsible for coordinating assessors and staff necessary to administer promotional exams.

1. Please confirm whether renewal term pricing must remain identical to the initial term pricing or whether vendors may propose a predefined escalation formula consistent with the pricing section of the solicitation.

· Request is seeking pricing for the full term of the Agreement (2026-2035). Vendor must provide pricing, including escalation, for each year of the Agreement. The RFP does not anticipate renewals beyond the initial term of the Agreement.

1. Please provide the number of eligible candidates for the testing ranks. If the number eligible to test is not available, please provide the number of candidates who tested for each rank during the most recent test administration and the year of this testing

· There are:

· 1,239 candidates eligible to test for the rank of Sergeant;

· 223 candidates eligible to test for the rank of Master Sergeant;

· 237 candidates eligible to test for the rank of Lieutenant

· 74 candidates eligible to test for the rank of Captain

1. Please provide the name of the consultant/vendor who conducted the most recent testing services.

· Industrial Organizational Solutions, Inc.

1. Please provide the dollar amount of the most recent contract for these services.

· Promotional Test Development and Administration

· 2024 Sergeant Promotional Test: $72,805

· 2024 Master Sergeant Promotional Test: $44,800

· 2025 Lieutenant Promotional Test: $43,500

· 2025 Captain Promotional Test: $41,900

· Job Analysis

· 2021 Trooper Job Analysis: $16,750

· 2023 Sergeant Job Analysis: $18,160

· 2023 Master Sergeant Job Analysis: 16,730

· 2025 Lieutenant Job Analysis: $20,290

· 2025 Captain Job Analysis: $20,290