The City Of Taguig Tender

Description Terms Of Reference For The Procurement Of A Psychological Assessment Center For Personnel Recruitment Process Of The Intellectual Property Office Of The Philippines (ipophl) A. Background And Objective 1. This Terms Of Reference (tor) Outlines The Requirements For Procuring The Services Of A Psychological Assessment Center To Support Ipophl's Personnel Recruitment Process. The Assessment Center Will Play A Crucial Role In Helping Ipophl Identify The Best Candidates For Various Roles Within The Organization By Providing Comprehensive Psychological Assessments As Part Of The Criteria For Hiring And Promotion Process. 2. Ipophl Aims To Engage A Highly Qualified And Accredited Psychological Assessment Center That Can Provide Reliable And Insightful Psychological Assessment Services. The Goal Is To Identify Candidates Who Not Only Have The Right Skills And Competencies But Also The Psychological Readiness And Fit For The Roles They Are Applying For, Ultimately Contributing To A Healthier, More Effective Workforce. B. Scope Of Work The Psychological Assessment Center Will Be Responsible For: 1. Conducting A Range Of Psychological Assessments Tailored To Different Job Levels: First-level Clerical, Second-level Technical, Second-level Supervisory And 3rd Level Executive/managerial Positions. 2. Administering, Scoring, And Interpreting Tests, Followed By Preparing Detailed Reports On Candidates' Suitability For Specific Roles. 3. Providing Feedback And Recommendations To The Hiring Team Based On The Assessments, Aiding In More Informed Decision-making. 4. Customizing Assessment Tools And Approaches To Align With Ipophl's Organizational Culture And Specific Needs. 5. Maintaining The Highest Standards Of Ethics, Confidentiality, And Professionalism Throughout The Assessment Process. C. Assessment Tools And Battery Of Tests To Ensure That Each Candidate Is Assessed Thoroughly And Fairly, The Following Battery Of Tests Will Be Administered For Each Job Level: 1. First Level - Clerical Positions: A. Reasoning Test: Measures Cognitive Abilities And Logical Thinking Skills Crucial For Clerical Tasks; B. Emotional Intelligence Test: Assesses The Ability To Understand And Manage Personal And Interpersonal Emotions; C. Personality Test (preferably The Big 5 Personality Factors): Evaluates Key Personality Traits That Impact Job Performance; D. Professional Profile - R: Analyzes Professional Attitudes And Behavior Relevant To The Role; E. Ethics Test: Tests Understanding Of Ethical Standards And Decision-making. 2. Second Level - Technical Positions: A. Reasoning Test: Evaluates Analytical And Problem-solving Skills Needed For Technical Roles; B. Emotional Intelligence Test: Measures Interpersonal Skills And Emotional Awareness; C. Personality Test (preferably The Big 5 Personality Factors): Identifies Personality Traits Relevant To Technical Job Performance; D. Professional Profile - R: Assesses Professional Competencies Aligned With The Role; E. Ethics Test: Evaluates Integrity And Adherence To Ethical Standards. 3. Second Level - Supervisory Positions: A. Critical Thinking Test: Gauges The Ability To Analyze, Evaluate, And Solve Complex Problems, Essential For Leadership Roles; B. Business English / Communication Skills Test: Assesses Written And Verbal Communication Skills In A Business Context; C. Emotional Intelligence Test: Focuses On Leadership-related Emotional And Interpersonal Skills; D. Personality Test (preferably The Big 5 Personality Factors): Determines Personality Traits That Influence Leadership Effectiveness; E. Ethics Test: Measures Ethical Judgment And Behavior; F. In-depth Interview: Provides A Deeper Understanding Of The Candidate's Leadership Style, Experience, And Alignment With Ipophl's Organizational Values. 4. Third Level - Executive / Managerial Positions: A. Critical Thinking Test: Assesses The Ability To Think Strategically, Solve Complex Problems, And Make Sound Decisions At The Executive Level; B. Business English / Communication Skills Test: Evaluates Advanced Communication Skills Critical For Influencing, Negotiating, And Leading At The Executive Level; C. Emotional Intelligence Test Measures Emotional And Social Competencies That Are Vital For Leadership, Including Empathy, Self-awareness, And Relationship Management; D. Personality Test (preferably The Big 5 Personality Factors): Identifies Traits That Influence Leadership Style, Decision-making, And Executive Presence; E. Ethics Test: Evaluates The Candidate's Commitment To Ethical Leadership And Integrity; F. In-depth Interview: Explores The Candidate's Leadership Philosophy, Strategic Thinking, Vision Alignment, And Readiness For Executive Responsibilities. D. Deliverables The Psychological Assessment Center Shall Provide: 1. Individual Psychological Assessment Reports: Detailed Reports For Each Candidate, Including Comprehensive Results Of All Tests, Summarized Findings, And Tailored Recommendations For Recruitment And Employee Management; 2. Comparative Summary Of Results: A Comparative Report For Each Position, Making It Easy To Identify The Most Suitable Candidates Based On A Clear, Side-by-side Comparison Of Assessment Results; 3. Practical And Understandable Reports: User-friendly Reports That Are Easy To Interpret, Designed To Support Hiring Managers In Making Informed Decisions; 4. Timely Access To Results: Quick Turnaround Of Reports, With Results Accessible Within 3 Days Of Test Completion To Keep The Recruitment Process Efficient; 5. Confidentiality And Compliance: Strict Adherence To Confidentiality And Data Protection Standards, Ensuring All Processes And Results Comply With The Data Privacy Act Of 2012. E. Qualifications And Experience The Psychological Assessment Center Should Possess The Following Qualifications: 1. Accreditation By The Professional Regulatory Board Of Psychology As Required Under Section 33(b) Of The Implementing Rules And Regulations Of Republic Act No. 10029, Or The Psychology Act Of 2009; 2. A Strong Track Record Of At Least 4 Years In Providing Psychological Assessment Services For Recruitment, With Proven Success Across Various Industries; 3 Expertise In A Wide Range Of Psychological Tests And The Ability To Customize Assessments To Different Job Levels And Roles; 4. A Team Of Registered Psychometricians And Psychologists With Relevant Certifications, Particularly In Assessment And Industrial/organizational Psychology; 5. Demonstrated Capacity To Handle High Volumes Of Assessments Efficiently, Delivering Quality Reports Within Stipulated Timeframes. F. Duration Of Engagement The Engagement Shall Be For A Period Of One (1) Year Reckoned From The Date Of Signing Of The Contract. G. Reporting And Coordination The Psychological Assessment Center Will Report And Collaborate Closely With The Ipophl Human Resource Management And Development Division (hrmdd). Regular Progress Updates And Coordination Meetings Will Ensure Alignment And Address Any Challenges Promptly. H. Approved Budget For The Contract The Approved Budget For This Contract (abc) Is Six Hundred Thousand Pesos (php600,000.00). Estimated Number Of Cost Applicants First Level – Clerical 800 Must Not Exceed The Second Level – Php 6,000.00 Technical 500 Abc Second Level – Supervisorv 150 Third Level – Executive/manaqerial 20 Payment Shall Be Based On The Number Of Tests Administered And Payable Within 30 Calendar Days Upon Receipt Of Billing Statements With Complete Supporting Documents. I. Evaluation Criteria Proposals Will Be Evaluated Based On: 1. Compliance With The Accreditation Requirements Under Ra 10029; 2. Demonstrated Experience And Expertise In Psychological Assessment For Recruitment; 3. The Proposed Approach, Methodology, And Customization Capabilities; 4. Cost-effectiveness And Transparency Of The Financial Proposal; 5. References And Feedback From Previous Clients J. Submission Requirements Bidders Should Submit: 1. A Detailed Proposal Outlining Their Approach, Methodology, And Timeline; 2. Profiles And Qualifications Of Key Personnel Involved In The Assessments; 3. Proof Of Accreditation By The Professional Regulatory Board Of Psychology Under Ra10029; 4. Examples Of Previous Work And References From Similar Projects; 5. A Financial Proposal With A Breakdown Of Costs. K. Confidentiality And Data Protection The Psychological Assessment Center Must Adhere To Strict Confidentiality And Data Protection Standards, Ensuring That All Candidate Information Is Handled With Care And In Compliance With The Data Privacy Act Of 2012. L. Terms And Conditions 1. Ipophl Reserves The Right To Accept Or Reject Any Proposal Without Providing Reasons; 2. All Intellectual Property Rights From Assessments Will Belong To Ipophl; 3. The Psychological Assessment Center Will Be Required To Enter Into A Formal Contract Detailing The Terms And Conditions Of The Engagement.