Title
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A Resolution Approving a Professional Services Agreement with Public Safety Testing, Inc., for Entry-Level Sworn Fire and Police Department Testing Services in an Amount Not to Exceed $38,150.00 and Waiving the Village’s Bid Process for the Agreement
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Introduction
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The Village utilizes a third-party testing provider for sworn, entry-level fire and police department hiring. The Village’s previous provider, Industrial/Organizational Solutions, notified the Village they were no longer providing entry-level testing, and proposed transitioning to their partner, Public Safety Testing.
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Recommended Action
Adopt the Resolution.
Prior Board Action
There is no prior Board action associated with this item.
Background
The Village has historically used a third-party testing provider to assist in the development of sworn police and fire entry-level and promotional hiring lists. In late 2025, the Village’s current provider notified staff that they would no longer provide entry-level testing in 2026. At that time, they provided their clients with an alternate solution, Public Safety Testing (“PST”). PST is a sworn testing provider based out of Washington State that utilizes a continuous testing model, as opposed to the scheduled testing model that the Village has historically used. Staff, including representatives from Human Resources and the Police and Fire Departments, analyzed the new alternative and agreed that the continuous testing model proposed by PST would be a good fit for the Village’s sworn hiring processes. Staff have worked with PST to reach a one-year agreement that includes a 25% discount for being one of the first agencies in the Chicago area to utilize PST’s services. The not-to-exceed amount includes the Annual Subscription Base Fee plus an estimated 400 candidate written exams, the cost of which the Village subsidizes.
Staff have simultaneously worked with the Board of Fire and Police Commissioners to amend the Police and Fire hiring rules to allow for a continuous testing model to be utilized.
When IOSolutions notified staff that they were no longer going to provide sworn entry-level testing services, staff evaluated the benefits of issuing an RFP and determined that the need to make progress on the number of sworn vacancies and approved overhires in entry-level fire and police positions, outweighed the time it would take to develop, issue, and make a selection through the RFP process. Therefore, staff are requesting the Board waive the bid process at this time, however the intent is to issue an RFP later this year for sworn entry-level and/or promotional testing to take effect in 2027.
Timing Considerations
At the time of the drafting of the agenda item, there are approximately 27 sworn vacancies plus six authorized overhires pending. Staff would like to see the application windows open for entry-level police and fire positions as soon as possible.
Budget Impact
This item is budgeted in External Support (public safety) account no. 1001.41080.134.530667.
Operating Impact
There is no operating impact associated with this item. The item aligns with the HR department’s core service delivery, however delays to entry-level fire and police hiring have an impact on overall public safety staffing levels.
DEI Impact
Using a third-party provider for sworn police and fire promotional testing can have a positive DEI impact by increasing consistency, objectivity and legal defensibility through professionally validated assessments that reduce reliance on subjective internal decision-making. When done well, external providers may help minimize bias in test design and scoring. However, DEI benefits are not automatic and require up-to-date analysis and well-trained assessors.
Community Input
The Board of Fire and Police Commissioners has adopted new Police and Fire hiring rules that allow for a continuous testing model to be utilized.
Staff Recommendation
Adopt the Resolution.
Advantages:
• Allows the Village to begin accepting entry-level applications quickly.
• Utilizes an innovative hiring model that has seen success in other communities and jurisdictions.
Disadvantages:
• This item did not go to bid, and therefore staff have not fully assessed the current market for sworn entry-level testing.
Alternatives
Alternative 1:
Conduct an RFP for Entry-Level Sworn Testing Services
Advantages:
• Adheres to the Village’s purchasing policy
• Allows staff to understand the current market for sworn testing services and make a cost-effective selection.
Disadvantages:
• Delays the application process for sworn entry-level positions.
Anticipated Future Actions
There are no anticipated future actions in relation to this item.
Prepared By: Kira Tchang, Assistant Village Manager/HR Director
Reviewed By: Jack Malec, Assistant to the Village Manager
Approved By: Kevin J. Jackson, Village Manager
Attachment(s):
1. Resolution
2. Agreement
3. Exhibit A
4. Exhibit B