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HomeMy WebLinkAboutBiddle and Associates - 1977-08-01M AGREEMENT FOR PROFESSIONAL SERVICES THIS AGREEMENT, made and entered into by CITY OF HUNTINGTON BEACH, hereinafter referred to as "Employer", and BIDDLE & ASSO- CIATES, 903 Enterprise Drive, Suite 1, Sacramento, California 95825, h&reinafter referred to as "Consultant", WITNESSETH: I WHEREAS, the Employer proposes to engage the Consultant t..; render certain professional services in support of the Employer's effort to develop and validate practices, procedures and tests used to select applicants and to provide the Employer with Equal Employment Opportunity (EEO) training for management and personnel staff; and WHEREAS, the desired studies and advice require technical expertise and experience which Consultant has demonstrated it possesses; NOW, THEREFORE, the parties agree as follows 1. Employment of Consultant. The Employer hereby agrees to engage the Consuitant, and the Consultant hereby agrees to perform the services hereinafter set forth in connection with the development and validation of practices, procedures and tests used to select appli- cants. 2. Contacts for responsibility. The Director, Personnel & Labor Relations shall be the Employer's designated repre- sentative for the purposes of administering this con- tract. 3. Scope of service. The Consultant shall work with the Employers A. To provide the services authorized on the pricing sheet attached to this contract. B. The details of the work plat, are outlined in the "Fire and Police Consortium -- Summary Proposals" dated July 12, 1977 which are incorporated herein as though fully set forth. This work plan may be altered by mutual consent of the parties. The Employer May assign its employees' tasks at its discretion and the Consultant may assign its employees' tasks at its discretion, 1. ®mil 4. Cooperation with the Consultant. The Employer agrees to cooperate with the Consultant to the extent possible. 5. Time of performance. The services of the Consultant for the contract shall be undertaken and completed by September 30, 1978, except that certain parts of this contract shall be completed on or before that date. The time of performance of this contract may be ex- tended by mutual consent of the parties. 6. Compensation. The, Employer agrees to pay the Consul- tant the total sum of Forty -four -Thousand Four Hundred Twenty-seven and 00/100 Dollars ($44,427.00) for the services set forth herein. These sums include the Con- sultant's fees, secretarial costs for the Consultant, travel expenses, etc., of the Consultant. These fees do not cover reproduction costs which the Employer will provide. The Consultant will provide the Employer with the materials that are necessary for reproduction. The fee for the cLpyrihied training materials is $0 for the master set and $,O royalty for each copy the Employer reproduces. 7. Method of payment: The Employer will pay to the Con- sultant the amount set forth in Paragraph 6 which shall' constitute full and complete compensation for the Con- sultant's services. The Consultant will. submit a bill monthly to the Director, Personnel & Labor Relations for its services. The billing schedule will be as follows: Payment Schedule Entry Feed $ 1,500.00 Month 1 September 30, 1977 3,577•25 Month 2 October 31, 1977 - 3,577.25 Month 3 November 30, 1977 3,577.25 Month 4 December 31, 1977 3,577.25-- Month 5 January 31, 1978 3,577.25 Month 6 February 28, 1978 3,577.25 Month 7 March 31, 1978 3577.25 Month 8 April 30, 1978 3,577.25 Month 9 May 31, 1978 3,577.25 Month 10 June 30, 1978 3,577.25; Month 11 July 31, 1978 3,577.25 Month 12 August 31, 1978 3,577.25 TOTAL FEE $ 44,427.00 *Due without invoice within 15 days of signing contract. 2. it l= Mov, It is expressly understood and agreed that in no event will the total c*rmpensa*ion to be paid hereunder exceed the amounts specified ii. Paragraph 6 for all the ser- vices described in this contract, even though some of the work performed under this contract was performed prior to the signing of the contract. This contract is a fixed price contract for the work described in Paragraph Payments will be made monthly to the Con- sultant by the Employer upon receipt of the Consultant's bill. The payments for the copyrighted training materials will be made to the Consultant without invoice from the Consultant quarterly, except that the final payment is due prior to the termination of this contract Each pay- ment will be accompanied with a statement by the Employer i regarding the number of copies made. 8. Audit and inspection of records. Consultant shall keep accurate records of costs on a generally recognized accounting basis. These records shall be available to the Employer, or its authorized representative at a mutually convenient time for audit at a location mutu- ally acceptable to the parties. Consultant shall per- mit the authorized representatives of the Employer to inspect and audit all of its data and records relating to the performance under this agreement 9 T,rmination, of agreement. This agreement shall terminate up n completion of the project. However, this agreement mal be terminated by either parry upon ten days written notice should the other party fail substantially to per- form in accordance with the terms through no fault of the other party seeking termination. In the event this agreement is terminated prior to completion of the pro- ject, the Employer shall pay Consultant its costs incurred to the time of termination. Costs shall include fees, salaries, expenses, and a pro rata przportion of profit relating to the amount of work performed. 10. Assignability. This agreement shall not be assigned without the prior written consent of the other party. la.. Copyright Biddle & Associates retains the copyright oh; all information generated from the project identified in this contract. The Employer retains the right to repro- duce an unlimited amount of the copyrighted information generated from this contract for internal distribution and use and to respond to Civil Rights complaints, suits or investigations from parties with proper authority (e_g., California Fair Employment Practices Commission, Equal Employment Opportunity Commission., private plaintiffs, etc.) with no fee to thr consultant. The information generated from this project is not to be distributed to any party outside the Employer except as indicated above without the written permission of the Consultant. The Employer agrees to maintain strict security of all test materials developed from the pro- ject. IN WITNESS WHEREOF, the Employer and the Consultant have executed this agreement as of the date written below. CITY OF HUNTINGTON BEACH, a >i'n ipa1 corpo n Dated: Mayor ATTEST: - AUCIA M. WEMWORV City Clerk Deputy City Clem REVIEWED AND APPROVED: APPROVED AS TO FORM: ty Administrator �� Cit A LornevJ INITIATED A A OVED A 0 CONTENT; J w W► Directier of Per son/el & Labor Relations PIDDLE & ASSOCIATES r* Dated:- ` `- By Title rod e�d` BIDDLE & ASSOCIATES 903 ENTERPRISE DRIVEN SUITE 1 Y SACRAMENTO, CALIFORNIA 95825 (916) 929-7670 EEO CONSULTING AND TRAINING n GOJA• Guidelines OrienteJ Job Analysis July 12, 1977 e Second Generation iAP • EEO Audit FIRE FIND POLICE VALIDATION CONSORTIUM Summary Proposal OPTIONS AVAILABLE' OPTION A: Direct agency specific and tailored validation and documentation of all tools and procedures. OPTION B: Indirect (link -up) validation and justification of tools based on direct validity evidence gathered in another Orange County area agency [Based on validity generalization allaoable under current Federal Executive Agency Guidelines, Section 13(e)(2)a. Entry -Level. Police Products jRJD (Job -Related Job Description) SP (Selection Plan) SAF (Supplemental Application Form) for laterals WT (Written Test - multiple form item pool.)* TPM (Candidate Test Preparation Manual)* WST (Writing Skills Test - 2 forms) PCD (Physical Capabilities Demonstration - 3 to 6 events) 01 (Structured Oral Interview for nonexperienced- candid.,,! -es) OI (Structured 'Oral Interview for laterals) PAF (Performance Appraisal. Form) CVR (Content Validity Report) for all above W/S (Use of Tools Workshop on -site) included in price of Option- B only *nev2lopmental. efforts= on these tools may be shared by participating agencies. Page 2 Entry -Level Fire Products JRJD (Job -Related Job Description) SP (Selection Plan) SAE (Supplemental Application_. Form) for laterals TPM (Candidate Test Preparation. Manual)* WT (Written Test - multiple form item pool)* PCD (Physical Capabilities Demonstration - 3 to-6 events) OI (Structured Oral Interview .for nonexperie^ed candidates) OT (Strr•'_tuned- Oral Interview for laterals) PAF (Performance Appraisal Form) CVR (Content Validity Report) for all above W/S (Use of Tools Workshop on -site) included in price of Option S only BASE PRICES PER AGENCY` OPTION A OPTION B Entry-level Fire And Police** $13,100 $8,700 Entry-level Police Only** 9,170 7,500 Entry-level Fire Only 7,205 6,500 Additional Products/Services (Available under -Option A.or B) A. Background Check for Police and Fire --- $500.00 per juris- diction (available immediately) This will be handled in a single one -day workshop for all users. The products will be a manual covering areas of permissible and not permissible inquiry and appropriate training. The manual: will provide the relevant guidelines, laws and court case citations which are not provided in the POST Manual.. With the training and the manual, users will be able to authoritatively (1) assess theirEEO risks with respect to the background check, and (2) provide appropriate documentation for all. rejections. Each jurisdiction can send up to 5 people. Suggested participants include personnel representative, and background investigators from the police and fire departments. An earlier version of the Manual was reviewed by the U.S. Department of Justice without criticism. Since then, the Manual has been improved and updated. *Developmental efforts on these tools will be shared by participating agencies. **Or Deputy Sheriff or Deputy Marshal for the County 7/12/77 Ask Pi 'ge 3 B. Psychological Evaluation -- $6,114.00 per jurisdiction per job This evaluation (1) assesses adverse effect, (2) identi- fies reasons for rejections defined in psychologi,-val- �.-onstructs, (3) links constructs to joky content on the JRJD. Police only. Fire is another $6,114.00 since the adverse effect, constructs and u'RJD's are quite different. C. AAP (Affirmative Action Plan) Price: 0-200 employees $5,500.00 201-500 employees $6,500.00 501 and up employees $7,500.00 The AAP will apply to the entire employer using the EEOCC (Equal Employmont Opportunity Coordinating Council) AAP Guidelines of 9/13/76. Consultant will provide forms, procedures, manuals, and train personnel in 4 workshops. Workshops vary in length from 1 to 2 days Jurisdictions will attend workshops, collect data, prepare information and Consultant will review all mate -ial. This process is used to (1) reduce costs and (2) train employer staff on development and maintenance of a viable AAP. D. Promotional Validation $2,092.00 per classification, per ac-ancy The classifications available are: Police Fire Sergeant Insp.ctor I.L. Technician Engineer Detective Paramedic Lieutenant Captain Captain Battalion Chief Deputy Chief Deputy Chief For each classification in thir; option a uri.sdic- tion will receive a: JRJD (Job -Related Job Description) SP (Selection Plan) SAF (Supplemental Application Form) 01 (Structured Oral interview) PAF (Performance Appraisal Form), CVR (Co.�tent Validity Report) Attached is a sheet that defines the tools in zttore derail.. 7/12/77 E. Use cf Tools Workshop - $625.00 per jurisdiction under Option A (included in Option B) This is a one -day on -site workshop designed to train those whr use the job-relate,l tools how to use the tools appropriately. This workshop should be considered a must to Option A participants Penalty Payments OPTION A: Assumption: Consortium starts with 10 firm commitments under Option A. Purpose: 1. Those who receive services pay for them. 2. Those jurisdict,,.ons that sign up late causing additional time ;spent, will pay for the extra efforts needed to catch them up to the consortium. 3. Arrive at a price for entry-level police and fire that covers the Consultant's coats and recognizes the advantages of many performing similar tasks. 4. Arrive at a price that will encourage participation from many jurisdictions. Possibilities: I. If during the 13 months of work, 16 or more jurisdictions sign up, no penalties will occur except to those which sign up after the consortium starts. The late sign-ups will pay the base price plus option prices, plus a late fee or catch-up fee varying between $770 - $3850, depending upon the schedule of the consor'Cium. Obviously the longer a jurisdiction waits to join, the more work that is needed on the consultant's part •tci get them up to the conso-tium schedule. 2. It less than 16 jurisdictioi':s tot.x!, sign up for Option A prior to the end of the consortium (estimated at 13 months from the Project Coordinator Workshop) each of the remaining jurisdictions participating under Option A will share the costs. Each participating jurisdiction participating under Option A will pay up to $3,000.00 more, assuming only 10 jurisdictions participated in tonal. The penalty assessments will be, 7/, :Zr77 Pane 5 Penalty Payments (cont'd) OPTION A: (cont'd) Possibilities: (cont'd) § of Total Jurisdictions Penalty 10 $3000 11 2500 12 2000 13 1500 14 1000 15 500 16 0 17, etc. 0 The purposes of this penalty charge are to (1) encourage wide -spread participation in the consortium and thus reduce the costs to those participating, (2) discourage giving Copyrighted tools to nonpaying jurisdictions, and (3) reduce the risk to the consultant because the consultant has assigned the fixed costs over 16 jurisdictions for pricing purposes, 1f lessthan 16 jurisdic- tions participate, then those participating should share the fixed as well as variable costa. OPTION R Assumption: Consortium starts with at least 5 firm commitments under Option B. Penalty: Jurisdictions participating under O,:)tion B which sign up after the Project Coordinator's meeting will pay a Mat $750 late sign-up fEe in :addition to their base ;price costs under. Cption B The $750 Late sign. -up will apply to those signing up from September i5 October 31, 1977. After October 31, 1977 the fee will depend upon the amount of additional time needed by Biddle & Associates. 'These will be negotiated individually. 7/12/77 Page 6 "4 A COMPARISON OF OPTION A WITH OPTION B OPTION A OPTION B j(1) Validity evidence Validity evidence will be developed Validity will be generalized specific to each participating from evidence gathered in agency.. This approach has been another agency. Content litigated and accepted by the Validity generalization courts has not been litigated in the courts. This method is specifically allowed in the Guidelines:. current F`FA §60- 3.6 (c) and (e) and. §60-3.13 (e) (2, (i) ; current J20C §1607.7; j proposed 12OC §1607.8; propos.- EF..00C §6 (c) and (e) and §13e (2)(J. (2) Dept. of Justice Has reviewed procedures to be Has reviewed procedures and (DT) used, without criticism tools (entry-level police) from which validity -.Ad be generalized (3) Individualized Uses consortia process; much Uses link -up approach. Some attention more individualized attention individual attention at be throughout.. project ginning, then long lapse while work done elsewhere. Then fin Use of Tools Workshop for fina link -up (4) Resources required Considerable incumbent and Much less incumbent and personnel time personnel time (5) Cost Higher priced and de gh p pendent Lower priced and ..not in part on the level of partici-- dependent on the level of patior_ above the minimum participation above the mi n .mt Lmi I (6) Penalty payments $770-$3850 for late -comers $750 for late -comers until j $500-$3000 if low participa. 10/31/77. No penalty fbr low tion participation above nu mart. After 10/31/77 separate quotes available based upon time need I (7) Minim = participa-- 10 jurisdictions 5 jurisdictions Lion level re- quirred (3) Validity doc-umen- - ml vidual 'validation report Much briefer links -up report tatition 7/12/7 7 Page 7 TOOLS DEVELOPED USING THE GOJA PROCESS Job Related Job Description_ This is the summary of the job analysis and is the basis for justifying the job relatedness of the entire system. Selection Plan. This document is used to show which selection tools measure which knowledge, skill, other characteristic or physical characteristic required for that job. In addition, the Selection Plan shows the job -relatedness link of total selection process and each tool of the selection process to the job requirements. Supplemental or Special Application Form. This part of the appli- cation form asks questions of applicants that can be addressed by content validity. It has four uses; (1) as a self -screening device, (2) as a process to sort qualified applicants, (3) a docu- ment for a structured oral interview, and (4) a document for a job -related background check. Performance Appraisal Form. This document shows the tasks of each job by domain for evaluation purposes. The Performance Appraisal. Form can be used as a job -related way of promotion, counseling, firing, etc. Content Validation Report. The U.S. Supreme Court and the Guide- lines require documentation of the job -relatedness of the selection process. This is the purpose of the Content Validation Report.: 7/12/'7 7 Page 8 OTHER TOOLS TO BE DEVL. D Test Preparation . anual. Candidates for the entry-level Job, .' will be given a Test Preparation Manual to study. The written test: will come from this manual. The materials in the manual will be taken directly from the job environment. There- fore, (1) the manual is part of the job, (2) the test fromthe manual is sampling knowledges and skills required on the job while replicating part of the job and simulating part of the job in ,an efficient sampling process. The Written Test, along with the Test Preparation Manual, as a process, have several advantages: (1) can reduce the number of applicants in a job -related way, (2) can significantly reduce adverse effect, especially when compared to traditional aptitude tests, (3) can reduce the learning' time on the job,- and (4) can be defended with content validity, which is much more understandable to a judge than criterion -related validity. Physical Capabilities Demoiistx'ation_ Traditionally, this has been called a physical agility testa It will sample physical capabilities required on the job. Basic events will be identi- fied from job analyses and questionnaires. Link -ups will be made for onit, the events which are appropriate. Writing -Ski'lls Test. The objective of this test is to measure the writing skills required on the job. It is anticipated that audio- visual aids will be used to simulate situations that candidates will be asked to describe. Other techniques may be used to measure report writing skills. Oral Interview. For lateral -transfer openings or promotional classifications, the SAF will be used to structure the oral interview. Candidates will be sorted by those who have certain knowledges and skills and those who do not. Then candidates will be ranked by the amount of knowledge or skill on ;those which have been found to differentiate better performers from those who do not perform as well on the job For entry-level positions, the oral interview will be designed to measure knowledges and skills which are more basic and obviously not as technical in nature. Written Test. Two written Tests will be developed. one test will be for gantry -level peace officer and one for entry-level firefighter. Each test will include a pool of test items from which multiple test forms can be drawn. They will measure knowledges and skills required on the job and the skill of learning the sampled knowledges and skills. They will be defended with content validity. Use of Tools Wnrkshop. This is a one -day on -site workshop designed to train those who use the job -related tools how to use the -tools appropriately: 7/1.2/77 Page 9 JURISDICTION LINK -UP TASKS per FEA §60-3.13(e)(2) a. Administration b. B&A prepares for workshop to train PC's how to link -up. Materials to be prepared include %aster JRJD and SP, checklists, questionnaires, f'rin lrtters and all procedure steps to show the Similarity between the performance domain in the user's job and the performance domain measured by the selection procedure developed aAd shown to be content valid by B&A elsewhere. C. B&A conducts workshop for PC's. d. PC's get the appropriate review completed of JRJD and SP, complete checklist and questionnaire, summarize questionnaire, and return all materials to B&A. e. B&A reviews JRJD, SP, questionnaire summaries, checklists and other forms distributed in task b. B&A prepares a full description of the similarity between the performance domains in the, user's job and the performance domain measured by the selection procedure developed and shown to be content valid by B&A elsewhere. The basis for the determination of this similarity is explicitly described by B&A and returned to the user. If B&A feels that some of the below tools need modification to be job related for a jurisdiction, the tools marked with an will be modified by B&A. The tools not marked with an * will not need special adaptions. The justification for use of these tools will come from the JRJD and SP review process. °SAF For Lateral. PO* °SAF For Lateral FF* °WST For Entry Level PO °TPM/TVT For Entry Level PO °TPM/V,.. For Entry Level FF °PCD For Entry Level PO* °PCD For Entry Level FF* °OI For Entry Level PO °OI For Entry Level FF OPAF For Entry Level PO* °PAF For Entry Level FF* Note: Some stafftimein the police and fire departments will be needed from jurisdictions linking -up in addition to the original jurisdictions to develop the tools listed. This wirk will be spread out as much as feasible. h. One -day on -site' `Use bf" obls" Workshop presented by B&A. Employer will do all administrative set-up work, i.e., invitations, room arrangements, reproduce materials, refreshments, food arrangements, overhead projector, spare bulb, screen, microphone, etc. Note All abbreviations are spelled out on the attached key. 7/12/77 Page 10 ., JURISDICTION LINK -UP TASKS (cont'd) Key: PO Police Officer, Deputy Sheriff or Deputy Marshal FF Firefighter B&A Biddle & Associates PC Project Coordinator JRJD Job -Related Job Description SP Selection PlAn SAP Suzspler:ental Application Form WST 'Writing Skills.. Test TPM Test Preparation Manual ° Red Book for Firefighters; B';.ue Book fo, Police Officers, Deputy Sheriffs or Deputy Marshals TIT Written Test developed from the TPM PCD Physical Capability Demonstration OI Oral Interviec PAP Performance Appraisal Form PEA Federal Executive Agency Selection Guidelines GOJA GuiLelines Oriented Job Analysis 7/1.2/ 7 u Page 11 '> PRICING SHEET A " CITY OF HUNTINGTON BEACH Put Fees Here Base Price for Option A $' 13,100 Check one ✓ Entry-level "]Eire and Police or Sheriff or Marshal'," Entry-level "Police or Sheriff or Marshall" only Entry-level "Fire" only Late Fee (if applicable) Options ° Background Check 500 ° Psychological Evaluation -- Police 6,114 ° Psychological. Evaluation Fire_ • Affirmative Action Plan 1,500 Number of Employees 0-200 201-50-0 501 + °' Promotional Validation Police - Police Legal Advisor (Special Price) 693 - Sergeant 2,097 - I.D. Technicia.+3� -^ Detective 2, 092 - Lieutenant 2,092 Captain , 9 Deputy Chief - Communication Operator 2,092 ° Fire inspector 2,092 - Engineer 2,¢92 - Paramedic 2,092. - Captain 2,092 - Battalion Chief 2.092 - Deputy Chief p' • Use of Tools Workshop 625 TOTAL PRICE WITHOUT PENABTY BEFORE DISCOUNT 49,452 -Discount because of agreed 'upon price 5,025 TOTAL PUCE - Firm fined. Penalty provisions do not apply to this contract even if City of Huntington Beach is the only City to sign up for Option A. $ 44,427 A-,'iEEMENT 10OR htitll,T,`)S;L•O.jAl, SN'fiV 14*'.8' THIS AGREEMENT, made and entered into by CITY OF I•IUNTINGTON BEACH, hereinafter, referred to as "Employer", and I3llaDLE & ASSO- CIATES, 903 Enterpri.ac Dry i.vc, S1r i t:c: i , �rtcstrtten'tei.c�, f.rt l i f'e71'n itt. 95825, hereinafter rcl'errod to Lao WITNESSETH WHEREAS, the Employer proposes to ecgago the Consultant to render certain professional service, in support of the Employer's effort to develop and validate pvact1.cc:3, }trOCc clul'r.c, and +ace.t:, used:to select applicants and to provido thy.` Employer with I (Ill"1 c Employment Opportunity (EEO) traininj, Pert, manag moot; and pov,s,olletel, staff; and WHEREAS, the desired studie = and ativloo require tochnical expertise and experience which Consultant has demonstrated it pos-nsses; IOW, THEREFORE, the parties agree as follows 1. Employment of Consultant. The Employer hereby agrees to engage the Consultant, and the Consultant hereby aEreea to perform tho sorvicr:t horolnarlor ;crt; forth in connection with the dcvolopmont: and val.idat.ion or practices, lit' co(hii:, et d t ' 11i*w 1 [,o ,Sr i t'r, t. itlii) L j ,cants. 2. Contacts for responsi.Ui�1,i___t'y Ttiv Dirootov, Peroonnel. & Tabor Relations shall be the Emp1oyorlo, clr.olivnat,od r opr'o- sentative for the purposes of administering this con- tract. 3, SGope of:sevvice. The Consultant; *,shall work with the Ltttployer A. To provide the ,,orvJ.ces author !,Ved on the pricing uhee't a`:;tached to this contvact,. 3. The details of the work plan are outlined in the "Fire and Police Coils ovt:il,tm Summary Proposal" dated July 12, 1977 which � r'e lncorporal*,ed fier oln as though fully set .forth. Phis work plan It1�a v, Lie;: altered by mutual consvnt of thn par tie:.. Tlie? Employer tnay assit n it, crtnployocj ,' tank, at it: discretion and the Consultant. may assign its employees' tasks at its discretion. r t ` 1: 4. C7ooperat:Lon wl.t,h tho (ontiult lnt:. The l'alllil�UyCi" il( i'l`l'-:; to cooperate with the Gonstta.tant to the extent po. sjble. 5. Time of performance. The services of the Consultant for the contract shall be undertaken and completed by Sept -'ember 30, 19,19" rxo.opL i,11;11, col"klij1 cll' l.111;1 ConLract ohall tat: 'Golllt.).i.CGod ('111 ol, l)t'1'oro t,llau, ttabo. The time of performance of th-Is cont,voci: may be ex- tended by mutual consent; of the parties. 6. Compen3ation. The Employer <a,1;rees to pay the Consul- tant the total sum of Port,y-roar Thousand Four Hundred Twenty-seven and 00/100 Dollars ($114,1127.00) for the services set forth herein. These sl.tms 9 nc l tido the Con- sultant's fees, socrotarici,1 (:tat,G;= for W10 Cc M'All tW)L , travel expenses, etc., of the Consult ant . These fees do not cover s eproductlon wh i.c.h tho H.mp'la:yrr w i l provide. The Consultant. wil-1 provide the Lmplc ier with the materials that are necessary for reproduction. The fee for the copyrighted training materials is $0 for the master set and'$$ royalty for each copy the Employer reproduces. 7. Method of` payment: The Employer w.11 1, pay to tho Corl- suli;a,nt the r)moi)nt; set forth :in 11.tvafrraph 6 whl.ch shall constitute full and complotn (n)mpolinatl on Cor t hr ("on-- sultant's service,,,. The (l0n,au1t,111L w1.11-Slibnit ,a 1.1111 monthly to the Director, Pevsonnol & Labor lit-,lat•ions for its services. The billing schedule will be as follows Pzlymont Schedule Entry Foe* 1" 1,100. QQ Month .. September 30, 1977 3, 577 225 Month 2 Octobers 31, 1977 Month 3 November' 30, 1977 31,57 7-25 Month 11 December 31, 1977 Month 5 Jantaax'Y 31, :1978 3,9,77,,'3 Month 6 V-Pebrivivy 28, 1.978 � 5l l ''i , .._ _. 7 March 31., . 19 l; Month � � �a���jl Month 8 April it " q l 8 ,.5... 1- � '` 3 � 97 3 , 3a 125 Month 9 May 31, 1978 3. 571 P5 Month 10 Julio 3(1, )78 Month 11 ,7ul.y 31, 1978 3 977 1 25 Month 1.2 August 31, 1978 571.25 TOTAL FEE $ 1111 ,1127.00 *Laze without invoice within 15 days of signing contract, _ 2; Adh It is exprensly urxdors.l;ood a ild a[rl"ood Clint; .tn no ovolit Will the total.coitlp(MS Itioll tQ bO [VIA(hel"CUnder' exceed the amounts specified in Paragraph G for all the ser- vices described in this contract, even `ioi. gh some of the work rierPorm(_sd mider Ihir, coiil,r:i :trat:t 1)orf'ot,mod prior to the rar*hint of tho t:c)tll,i'rtc:t. Thl"; colll,,vn .t is a fixed price contract; for the wo),Il dettei,11.bod 1.11 Paragraph 3. Payments will be, made mo nth'l.,y to the Con- sultant by the Employer upon rocci pt. of 1;ho Cou,,iiil talit 3 s bill. The payments for the copyr'.igilted t:i'a:lnict� tna.L(sp1,als will be made to the Consultant without invoice from the Consultant quarterly, except that the final payment is due prior to the termination of this contract. Each pay- ment t wit ll be accompanied w i tli a. ;ita;l;t'nuint by Cho K111p l byes IL regarding the. number of coplc,; made. Audit and ino�octi.on of records. Co sti t` nt shall 1keep accurate records of .costs on a. generally recognized acnount:ing basis, These records shall be available to the Employer, or its authorized r,epreSentati✓e at i mutually convenient time Cor iatld"1 t It, a l noal, i oti Illtttl1- ally acceptable to the parties. Cott.;ultarit shall pier- rr.i.t the authi )rived represcntativos of 9;bo Emplo,yri' to inspect and au,di t- all. of` A t o d itil aanct 1'cit:ol ita i'�r.lrlt i:n(, to the perforina.ncr, under" t;hi., rti;i,ovmoi1t;, 9. `i'ermination of aj ivicen_iorit_. This at;voomont shatJI Wt,twhiiLo upon completion of the UC'o,jG,c1,. llorgovev, Whit, '1t,ret'Itlhilt may be terminated by either party upon ten day; written notice Sh(altI t ht� Other i)arty t'Ft7. �, SUk)F:j:i1C1t i.a.l 1. to or form :in accordatico with tho t.oi,rmo Wivoiit';h no I."'011.1, of the other party seeking tormtria.tion. Tn the event agreement- is terminated prior to completion of the pvo- ject, the Employer shall pay Consultant its costs incurred to the time of` termination. Costs sha.l:lino ude foes, salaries, expense-s, and a. Iwo rasa proportion of profit relating to the-miount of work performed. 10. Assignability. This agreement. shall not be asslgn'od without; the prior written consent of Cite other party. 11. Copyright, Biddle & Associates retains the copyright on all information generated .from tho project idrntifiod in this contract, The Employer, retains the right to repro- duce an unlimited amount of the cop.yri�;hbed Information generated from this contract for Internal d1stribution and u iv and to r:,:spond to Civil tilglito, oortiplaints suits or investigations from part1os with prcpor aiiLhority CMiforntar Fair hmp%t.1y111olit; f'i""ticti.c.o.; Colittii-Iss' ell, E (Itial I' �nililoymtirit; C11ipot'Wirvilty Comitiioo.i.on, pv1'vatxo S plaintiffs, etc.) w:i t.1i no i;'ee to the Cons,ultaot The information �;eneratod from this project io not to be distributed to any party outside the Employer except as indicated above without; the written prrmisnion or the Consultant. The ]snip ioyo:i, 1.o mri.1111-a 1 ►l n{i r, l o I, security of all test materials dcvo1opod 1'rom the pvo jeot. IN WITNESS WHEREOF, the Employer and the Consultant; have executed this agreement as of the date written below. CITY OF HUNTINGTON BEACH, a, mUn ipal corpora .' c)n Dated .__� /l� ,�J�i"%�i v ✓l ,,``ucG�% Mayor ATTEST: ALICIA M. VIEN1VIORTFI CL'y Clerk ,- I)eputyCity. Clerk REVIEWED AND APPROVED: APPROVED AS TO FORM r 17A& C 0-y �].ta Acimi.nl5tratc;x` �„ (: i L lA1 :c.�� iio,y INITIATED A� A�' /OVEDA, CONTENT; Dived r of Personx Relations l3IDDLE, F4 ASSOUA' BIS 1� B BIDDLE & ASSOCIATES 903 ENTERPRi:'E DRIVE, SUITE 1 • SACRAMENTO, CALIPORNIA 95825 19161 929.7G70 EEO CONSULTING AND TRAINING • GOJA • Guidelines Oriented Job Analysis July 12, 1977 . Second Generation A.AP EEO Audi; FIRE AND POLICE VALIDATION CONSORTIUM Summary Proposal OPTIONS AVAILABLE OPTION 'A: Direct agency speci`i,c and tzliloi:od validation and documentation of all tools and procedures. OPTION B: Indirect (link -up) validation and justification of tools based on direct validity evidence gathered in another Orange County area agency [Based on validity generalization allowable under current Federal Executive Aconcy Guidelines, Section 13 (e) (2)]. Entry -Level. Police Products JRJD (Job -Related. Job Description,) SP (Selection Plar.) SAF (Supplemental Application Form) for laterals WT (written Test - multiple -form item }DUUI) 'T'PM (Candidate r.(,'est Prepar„Dion Manua))* WSrT (Writing Skills Test - 2 : ox:ms) PCD (Physical Capabilities Demonstration - 3 to C events) 01 (Structured oral Interview for nonex pori encod candidates ) 02 (Struc-ured Oral Interview for latexals) PA;. (Perfo-mance Appraisal. Form) CVR (C '''^jt Vali-iity Report) for all alaovo W/S kUSe0f TOOIS Workshop on-siL ) included in price Of option B only �.larwvrilltjyllls Tjl ttl c:L%c7X t5 4�It Llj4?,yC: Lc7cals Itl4ly J)o ,,jjcjt,nd by l)ctl'(Jcij)a liC+j c"1CJGt]c,],os„ MEN Agak Pace 2 Entry -Level fire Products JRJD (Job -Related Job Description)' SP (Selection Plan) SAF (Supplemental Application Form) for laterals TPM (Candidate Zest Preparation Manual) WT (Written Test multiple form item pool)* PCD (Physical Capabilities Demonstration 3 to 6 events) OT (.Structured Oral Interview for nonexperienced candidates) 01 (Structured Oral interview for laterals) PAF . (Performance Appraisal Form) CVR. _ (Content Validity Report) for all above W/S (Use of Tools Workshop on-sitc:) inc.l.tidod in pric.o of, Option 6 only BASE PRICES PER AGEIQCY OPTION A OPTION B Entry-level Fire And P^''." ** $13,100 $8,700 Entry-level Poli!ee Only** 9,170 7,500 Entry-level Fire Only 7,205 6,500 Additional Products/Services (Available under Option A or B) A. Bac)rground. Check for Police and Fire -- $500.00 per juris- diction (available immediately) This will be handled in a single one -clay workshop for all users. The products will. be a manual covering areas of permissible and not permissible inquiry and appropriate -training. The manual will provide the relevant guidelines, laws and court case citations which are not provided in the POST Manual. With tho training and the manual, users will be able to author it.atively (1) assess their' B80 -isk;, wLt.li i-cspoc L Lo Lhe bac:kgrolind check, and (2.) provide appropriate documontation for all rejections. Each jurisdiction can send up to 5 people. 9uggesLcd participants inc:ludo persoi n(A. repi.osenttitive, and background investigators from the police and fire departments. An earlier version of the Manual was reviewed by the U.S. Department of Justice without criticism. Since then., the manual has been improved and updated. *Developmental efforts on 'these tools will be .sharer by piirii.cipel my agencies. **Or Deputy Sheriff or Deputy Marshal for the County 7/12/77 Page 3 B. Psychological Evaluation - $6,114.00 per jurisdiction per job This evaluaL-ion (1.) assesses advcrse of1:uct" (2) idonti- fies reasons for rejections defined in psychological constructs, (3) links constructs to job content on the JRJD. Police only. Fire is another $6,13.4.00 since the adverse effect, constructs and JRJD's are quite different. C. AAP (Affirmative Action Plan) Pries: 0--200 employees $5,500.00 201-500 employees $6,500.00 501 and up employees $7,500.00 The AAP will app ,y to the entire employer using the ELOCC (Equal Employment Oppor,'-uni. ty Coordinating Council) AAP Guidelines of '/13/76. Consultant will provide forms, procedures, manuals and train personnel in 4 workshops. Workshops vary in length from 1 to 2 days.. Jurisdictions will attend workshops, collect data, prepare information and 'Consultant will rowiew all material. This process is used to (1) reduce, costsand ' (2) ' train employer staff on development and maintenance of a viable AAP. D. Promotional Validation - $2, 092. 00 per, classification, per agency The classirieations available are: Police Fire Sergeant Inspector I.D. Technician Tngineer Detective-- Paramedic Lieutenant clo p l:n i 71 Captain airs Ll-olj on C hi ej- Deputy Chid DONLy Chief For each classification in this option a Jurisdic- tion will receive a; .TillO (aoh-12r1.;iLcr1 ,'fc�i7 hr�t;r ri1,l.i011) SP (Selection Ilan) SAP (Supplemental Api)l.ication form) OI (Structured oral' Interview) PAP' (Performance Appa:a:i.nal I'ornt) CVR (Content_ Validity Report) Attached is a sheet that defines the tools :` .. more detail.. 7/.l?./77 PaeJe ii L. USe of `.Pools Workshop -- $625.00 pot„ :Jur.i.sdicL .ot7 undclt- Option A (included in Option B) This is a one -day on -site workshop designed to train those who use the job -related tools flow` to use the tools appropriately. This workshop should be considered a must to Option A participants. Penalty Payments OPTION A: Assumption: Consortium starts with 10 firm commitments under Jption A. Purpose: 1. ThosF: who receive services pay fox them. 2. Those jurisdictions that sign up late, causing additional time spent, will pay for the extra efforts needed to catch them tip to the-onsortium. 3. Arrive at a price for entry-level police and fire that covers the consultant's cosmos and recognizes the advantages of matey pc:r. L'orminci s:i m--Llar tasks. 4. Arrive at a price that will encourage participation from many jurisdictions. Possibilities: 1. If during the 13 months of work, 1$ or more jurisdictions sign up, no penalties will occur except to those which sign up after the consortium starts. The late sign-ups will pay the base price plus option prices, talus a Late. fee or catch-up fee vary,Lnf between d(.:pC)n(1111LJ ltpoo the schedule of the consorLium.. Obviously thr. 1011CIOr a jurisdiction waits to join, Lhc:' ino ct work UwL :is needed on thi consultant's part to get them up to the consortium schedule. 2. If less than 16 jurisdictions total sign up for Option A prior to Lhe end of tho co)lsortium (csLimated at 13 months from the Project Coordinator Workshop) each of the remaining jurisdictions participating under option A will share the costs. Leach participating jurisdiction participating under Option A will pay up to $3,000-.00 more, assuming only 10 jurisdictions participated in total. The penalty assessments will be 7/12/77 r Pago Penalty Payments (cont'd)` OPTION A (cont 'd) Possibilities: (cont'a) of Total Jurisdictions Ponalty 10 $3000 11. 2500 1..2 2000 13 .1500 _. 14 1000 1.5 500 1G 0 17, etc. 0 The purposes of this penalty charge are to l) encourage wide -spread participation in the consortium and thus reduce the costs to those participating, (2) discourage giving copyrighted tools to nonpaying jurisdictions, and (3) roducc, the risk to the consultant becatiso 'L110 con ,ulttuit has assigned the fixed costs over .16 Jurisdictions for pricing purposes If. .less Ulan .1.6 jurisdic- tions participate, then those parhicipating should sharethe fixed as well as variable costs. OPTION B: - Assumption: Consortium starts with at J oas L. 5 firm c:oimAtilleilLs under Option B. Penalty: Jurisdictions participating under Option B which sign up after the rroject Coordinator's meeting will pay a flat $750 late sign-up foe in addition to their base price costs tinder Option 13. TIle $750 late sign -tip will apply to 'Llloso signing tip from September 15 October 31, 1977. Alter October 31, 1977 -the fee will depend upon the amount of additional time 1,ceded by Biddle & Associates. 'Theso w.11 be negotiated individually. 7/ 1 2./ t7 Aft A COMVAX[S()N OF OPTION 'A WITH OPTION B OPTION A OPTION B (1) Validity evidence Validity evidence will, be developed Validity will be generalized specific to each participating from evidence gathered in agency. znis approach has been another agency. Content litigated and accepted by the Validity gcneralization courts Jim, not bcc,i liticlatod in the court..;. ThiS lTr_^.thOd is specifically allowed in the Guidelines: 'current Z�:A §GO- 3. G (c) and (e) and §60-3.13 (e) (i) ; current LMOC §1607.7; proL�oscd ESOC §1607.8; pro11, EEOCC §G (c)and (c)and §13e (2) (2) Dept. of Just ce Has reviewed procedures to be Ilas reviewed procedures and (DOJ) used, without criticism tools (entry-level police) trolls which validity will be generalized (3) Inc'_vidualized Uses consortia process; much Uses link -up approach. Some attention more individualized attention ineli.vidirnl attention at bo- throughout project ginning, then long lapse whi work done cl.scwhero. :Phcn f'i Use of Tools V;brkshop for fi link --up (4) Resources requiroa Considerable incumbent z1nd Mach los inr,.tnlltx�ltt �ulcl personnel time I x-.a :earn 1o`t 1:i.1111� (5) Cost higher priced and dependanu Iaier priced and not in part on the level of l:)ax-tici- del aidenL on the level of pation above the minimum participation above the min:'LT Lmi (G) Penalty paym^nts $770-$3850 for late -corners $750 for late -comers until $500-$3000 if low participa- 10/31/77. No penalty for low Lion participation above minimum.. After 10/31/77 sepa ate duott available lase d upon time ne(, (7) Minirmml 1>-articipa- 10 jurisdictions 5 jurisdictions r tion level re- craired (3) Validity doo=an- Individual, vcal.i.dat:ion rctyort Mildi sariol'or tint.-11? talon ` 7/12f77 page 7 y TOOLS DEVELOPED USING THE GOJA PROCESS Job-RelaLed Job Description, This is the summary of the job analysis and is the basis for justifying the job relatedness of the entire system. Selection Plan. This document is.used to show which selection tools measure which knowledge, skill, other characteristic or physical characteristic required for that job. In addition, the Selection Plan shows the job -relatedness link of total selection process and each tool of the selection process to -the job requirements. Supplemental or Special Applicat.Lon Form. This part of the appli- cation form asks questions of applicants that can be addressed by content validity. It has four uses: (1) as a self -screening device, (2) as a process to sort qualified applicants, (3) a docu- ment for a structured oral interview, and (4) a document for a job -related background check. Performance Appraisal. Form. This document shows the tasks of each job by domain for evaluation purposes. The Performance Appraisal Form can be used as a job -related way of pa:omotion, counseling, firing, etc. 8 Content Validation Report. The U.S. Supreme Court and the Guide- lines require documentation of the job -relatedness of the selection process. This is the purpose of the Content Validation Report. I i 7 l7 2 7 ill ,V. tk.1c,Yt, (V M., DJ,Vl;1,Q1'i• TC::,L Prel)ztral::lo*-St nua,l.. Cand�.e aLo s for 'Ll Ili(-xy-levol job, willbe given a reparaL- i.o++ Manual to -cudy. The wriLten test come from 'tha,=s manual.. Tlri:+ rnal:rri.,�ls i:n t:hn manual will je taken cli.):ec tly fa:om the job c 1iv:i foxy:, (1) -the manual is part of Lhc job, (2) Llic! Lc h 1:rrar;1 l iu- manual is sampling know1cilges rind skills xuquirc d oil Llto jot, while replicating part of the job and simulaL.i.ncl L:larL of the :job in an efficient sampling process. The Wrj.Lten along with the Test Preparation Manual, as a process, have several advantages: (1)'can reduce the number ofapplicantsin a joky -related way, (2) can significantly reduce adverse_ effect, especially when compared to traditional, aptitude, Lcs Ls , (3) can reduce the learning time on the job, and (4) can be defended with content validity,_which '- much more understandable to a judge than criterion --relates' lity. Physical Capabilities Demonstration. 'Traditionally, this has been called a physical: agility test. It will samples physical capabilities required on the job. Basic events will. be identi- fied from job analyses and questionnaires. Link- aps will be made fox only the events which are appropria be . Writing Skills Test. The obje give of this test is to measure the writing skills required on the job. It is anticipated that atidio- visual aids will be used to sir;.�ulatc situati—s th4iL- candidate's will be asked to describe. QLhe: techniques may be used to measure report writing skills Oral Interview. For lateral transfer openings or promotional classif':ic�c Lions, the SAF wi.IJ be west Vo s LL•ucrLttre !.tier oral interview. Candidates will be sorted by those ;aho have certain know:l.edges and skills and those who do not. Then r:andielatias will be ranked by the amount of knowledge or skill on ;those which ,have been found to differentiate better performers frow those who do not perform as well on the job. For entry-Invel. pos i Liens, the clral interview will ber designed to woastiro kiioi•r_trd(W Mid skills which are more basic and obviously not as Le:clinical in naLui,e. Written Test. Two Written Tos L-s wiJ). bey dovclopod. One, Last i^^ril`e1 );r for enL-ry-lrvel peace ofi-,iccr a110 once for crtI7y-IOval firofighLer. .Each test will include a pool of test it:ojtis from j c^ihich multiple test- form: can hr drawn. `,hay ca .l..l. �it,ar.ure knoi-:ledges and ski_l.lS regU iced on Ltr(-: Jol;; and Lhe shill. of learning the sampled knowledges and skills. They will be � defendod with content validity. Use of `fools, Workshm�. This is a one -day on- sito workshop dosicrned iro train �.ho-se who use the job -related tools Boxes to use the tools appropriately. l La,.' J JURISDICTION LINK -UP TASItS per FEA §60=3.13 (c) (Z) a. Administration b, B&A prepares for ;.workshop to train PC's hoc to lin, -uh. Materials- to be prepared include Master JRJD and SP, checklists, questionnaires, form letters and all procedure steps to show the similarity between the performance domain in the user's job and the performance domain measured by the selection procedure developed and shown to be content val-'d by B&A elsewhere'. C. B&A conducts workshop for PC's. d. PC's get the appropriate review completed of JRJD and SP, complete checklist and questionnaire, summarize questionnaire, and return all materiels to B&A. e. BSA reviews JRJD, SP, questionnaire summaries, checklists and otter forms distributed in task b . f. B&A prepares a full descrip.>on of the similarity between the performance domains in the user's job and the performance domain measured by the selection: procedure developed and shown to be content valid by B&A elsewhere. The basis for the determination of this similarity ;is explicitly described by B&A and returned to the user.. g. If B&A feels that some of the 1:,!j.ow too"Is nood moili.f-i,caLiori to be job related for a jurisdiction, tho tools marked with an will be modifieed 1`.ry D&A. Tho foal:,; iiol, iwiil,od w l.li *In * will not nec-C special adaptions. The jusL•iticaLi.on foo use of these tools will come from the JRJ'D and SP review p,.vicess. °SAF For Lateral PO* °SAF For Lateral FF* °WST For Entry Levc+l PO °7.'x7M/11T For Entry Level ]'O °TPM/11T For Entry Lovol. F1" OPCD For Entry- Level PO* °PCD , For Entry Level. Fl;'* °OT For Entry Level PO °OT For :Entry Level FF °PAF For Entry Level PO* O PAF For En zry Level. FF* Note Some staff time in the police and fire departments will he needed from jurisdictions .linking -up in addition to the L al jurisdictions to devbl.op the tools listed. This work e spread out as much as feasible. y on -site "Use of tools"twor<k,shop presented by B&A. Empl.oye>ro all administrative sot -up work, i.e , invitations, room ements, reproduce materials, r�.fxeshments, food arr"angomcnts, ad projector, spare bulb, screen, microphone, atc. All abbreviZti ns are: spelled out on the: a tac hod key. Pale a,u JURISDICTION LIRK-UP TASK,`, ((,0111 'cO Key; PO Police Officer, Deputy Sheriff or Deputy Marshal FF Firefighter B&A Biddle & Assicia,te PC Project Coordinator JRJD Job -Related Job Dcscription SP Selection Plan SAF Supplemental Application Form WST Writing Skills Test TPM Test Preparation Manual, ° Red Book for Firefighters;' ° Blue Boo,: for Police Officers, Deputy Shol:i,f'fs or. Deputy Marshals t'iT Written Test developed from the TPM PCD Physical Capability Demoiist?:astion OI Oral Interview PAF Performance Appraisal Form FEE Federal Executive Agency Selection. Guide_i,iics GOJA Guidelines Oriented Job Analysis 7/12/77 �it.�catw.ltn i'tt L 1'C ' CITY �. F I1[iN' INCTON ' 13L 1 c� Ilere Base Price for Option A $ 13,100 Check one ✓ Entry-level "Fire and ,Police ur Sheriff or Marshall" Entry-level "Police or Sheriff or Marshall" only Entry-level "Fire" only Lame Fee (if applicable) Options ° Background Check 500 ° Psychological :valuation -- Police 6,114 ° Psychological,Evaluation Fire' ° Affirmative Action Plan 7,500 Number of Employees 0--200 201-500 501 • Promotional Validation Police - Police Legal Advisor (Special Price) - Sergeant 2,092 - I.D. Technician 10 - Detective 2,092 - Lieutenant 2,092 - Captain 2,092 -' Deputy Chie.0 �F r - Communication Operator 2,092 ° - Inspector 2,092 r - Engineer 2,0�97 - Paramedic - Captain 2,092 - Battalion Chief 2 • - Deputy Ch-'ef ' Use of `1.'ools Workshop 625 TOTAL PRICE WITHeUT PENAETY BrFORE DISCOU14T 49,452 -Discount because of agreed upon price __. 5.,025 TOTAL PRICE - Firm fixed. P0.11alty })xorisiOnS {10 not. w_,ply to this contract even if City of Huntington Beach is the only City to sign up for Option A.. $ 44,427 4 ` 41412 � �'d.0 •a �r st,i -�� City of Huntington each P.O. BOX 190 CALIFORNIA 92648 l , PERSONNEL DEPARTMENT TO: Floyd G. Bedsito, City Administrator FROM: Edward H. Thompson, Dir. Personnel/Labor Relat4.-ns DATB: July 25, 1977 SUBJECT: Police -Eire Department Validation Study STATEMENT OF PROBLEM; The recommended validation study will provide the City with a tonal program of job related testing and promotional criteria for our police and fire departments which should prove extremely valuable to the City in the .future. The City Council has approved the $55,000 of general revenue sharing fundsto finance the validation.. study. RECOMMENDED ACTION: Recommend that the City Council approve the attached contract so that the validation study m,v, begin at the earliest possible time. ANALYSIS: .dS This matter has been in developmental stages for some months and during this process the City has sent requests for proposals to four consultants in the validation study field I asking them to submit proposals for performing this validation study. Two elected not to respond, one replied but was not responsive to the criteria which were contained in the request proposal; Biddle and Associates was the only responsive bidder. The cities of Westminster, Fountain Valley, Seal Beach, Costa Mesa, and Santa Ana College will be initial participants in the c ;nsoxtium and 'several other cities expect to join the consortium in the immediate future Attached is the contract between the City and Biddle and Associates to perform the total validation study. The total cost of the validation study will be`$44,427, releasing $10,573 ;for additional revenue sharing projects from the $55,000 originally approved by City Council. July 25, 1977 _ Page 2 The project, once comp3.e; ed, will provide the guidelines for compliance with the appropriate equal employment opportunit7 programs and our selection process .for entry level police and f�-e classifications as well as promotional classifiraticas will be in full compliance. Sincerely, Edi r6 P. Thompson Dir. Personnel/Labor Relations° EHT:kf -J } City of Huntington Beach I m .N, P.O. BOX 190 CALIFORNIA 92648 ii OFFICE OF THE CITY CLERK 3 ,:august 12., 1977 Biddle & Assuciates 903 Enterprise Drive, Suite #7 Sacramento, CA 95825 Attention Patti Smith, Secretary C :ntlenten Enclosed is a duly executed copy of an agreement between the City of Huntington Beach and your firm for a Police/Fire Validation Study, which was approved by the City Council on August 1, 1977. Sincerely yours, Alicia M. Wentworth City Cleric AM: CB wnt encl, l 1' 4.4 City of Huntingtoneach rx 0. Box If CALIFORNIA 92648 OFFICE OF THE CITY CLERK August 2, 197 Biddle & Associates 901 Enterprise Drive, Suite #1 Sucrnme.nto, CA M25 Gentlemen: The City Council of the City of Huntington Beach at its 'regular ;_eeting held 'Monday, August 1, 1977 approved as agreement with your firm for a Police -Fire Department Validation Study. We have enclosed, the original agreement for your signature. Please return the signet agreement to the office of the City Clerk, P. 0. Box 190, Huntingto,2 Beach, CA 9264.8., We will then forward an executed copy for your records, Sincerely .yours, Alicia M. Wentworth City Clerk AM". CB : xnr encl.MCA l .�