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C. Finalize the Job Analysis After the workshop, Biddle & Associates will make changes to the job analysis as specified by the subject-matter experts and produce a City-specific, job- specific job analysis for the position of entry-level police officer. Biddle & Associates will also produce a selection plan matrix for the City's police officer selection process. D. Interview Development Workshop We recommend a structured oral interview consisting of an oral board asking situational questions of the candidates. Each question presents a situation or problem which has actually occurred on the job. Candidates' responses are not evaluated in terms of knowing departmental policies or procedures. Instead the responses are evaluated in terms of the abilities that the interview is designed to measure, as determined through the selection plan. Typically, abilities such as oral communication, interpersonal skills and decision-making are evaluated in an oral interview for entry-level police officer. Behaviorally-anchored rating scales will be developed for the oral board to use in evaluating the candidates' abilities. Therefore, =as a candidate is using, for example, decision-making ability in order to respond to a hypothetical question, the oral board is evaluating the decision-making ability in terms of the behaviorally-anchored rating scale which clearly describes to them how to evaluate the ability. The oral board is also provided with characteristics of a strong candidate response and a weak candidate response. As part of a cooperative study that Biddle & Associates conducted with jurisdictions in Southern California, twenty structured oral interview questions were developed. Biddle & Associates will conduct a two day workshop with the City's subject-matter experts in order to review these questions and develop new ones as needed. See Attachment #8 for a sample structured oral interview question. Beginning with the twenty questions already developed, we will guide the subject-matter experts in a review of each situation and the corresponding characteristics of strong and weak responses. The subject-matter experts will modify them, if necessary, to reflect a situation as it would most likely be encountered in the City of Pleasanton. Questions that are not relevant to the City of Pleasanton will be revised, if feasible, and if not feasible will be eliminated and new ones developed to replace them until a total of 12 job-related questions are developed with this process. After reviewing, revising or replacing the questions, the rating scale will be reviewed, revised or developed. The rating scale will include a behaviorally-anchored (described in terms of behaviors exhibited) rating scale for each ability being measured. Instructions will be developed including a final scoring sheet on which scores for each ability being measured are recorded. The cutoff will be determined as part of the scoring development. Biddle & Associates 4 8/31/88