Pre-employment Psychological Suitability Screenings:
Our process for psychological pre-employment evaluation of public safety candidates has roots in evaluation methods that have been carefully developed and refined by members of the team over years, and utilized extensively, effectively and legally on behalf of hundreds of public safety agencies. The strategy addresses the applicant’s suitability for the position using multiple methodologies validated specifically for use with law enforcement personnel, thereby enhancing the effectiveness and defensibility of the evaluation. The methods involved and criteria for making a recommendation include:
• Psychological personality testing
• Psychological testing for psychopathology
• Tests of basic reasoning ability
• Tests of writing ability
• Review of biodata from our Personal History Questionnaire
• Review of background information that is made available
• Semi-structured forensic interview (including detailed history and formal mental status evaluation)
The result of the evaluation is a suitability finding delivered in a detailed report designed to meet the needs of your agency and to conform to legal standards. Most agencies for whom we provide services require that the report give a clear and concise hiring recommendation-recommend or not recommend. We plan to work with your agency to deliver a recommendation that is consistent with your needs. We welcome feedback from our clients and can cater the recommendations accordingly. Our customizable Pre-Employment Services include:
• Web-Based Testing
• Pre and Post-Offer Screening
• Same Day Results
• One-Hour Clinical Interview
• Personalized Reports
•Virtual, Convenient Psychological Screenings
Budget Friendly, Two Step Screening Process:
A pre-employment psychological screening is a necessary step toward building a strong and meaningful team, but sometimes, it is not always affordable. Our budget-friendly, two-step screening process gives pre and post-conditional offer evaluation results. Unsatisfactory ratings are a reality in the screening process, but by breaking evaluations into a two-step process, you can rank order candidates at the beginning of the hiring process to put the best suited candidates through the remainder of the hiring process first, increasing the speed and efficiency of your hiring process while decreasing costs, saving you money and getting the best candidates through the process more quickly.
Fitness-for-Duty Evaluations (FFDE):
The Psychological Fitness for Duty (FFD) Evaluation program provides assessment of an incumbent employee whose behavior is regarded as creating risk for the employer and is suspected to be related to a psychological issue. Fitness for Duty Evaluations can have significant legal and safety-related implications and thus demand the highest level of expertise, competence, and attention on the part of the examiner. The objective of the assessment is to:
• determine the nature of the psychological impairment (if any)
• assess the impact of the mental problem on work-related behavior
• assess the risk factors for the employer
• in light of the impairment and risk factors, determine the employee’s fitness for duty
• determine the likelihood of improvement in the employee’s condition
• address any corrective measures which might be appropriate (within the framework required by the Americans with Disabilities Act)
• in appropriate cases, develop on behalf of the employer a proposed contractual relationship (or return to work agreement) with employee. Typically, such agreements define job restrictions (if any), treatment requirements, stipulation that the employee will avoid further adverse behavior, and other relevant conditions
• in cases where this is requested and in which employee is under a return to work agreement, make back-to-work recommendations;
The Fitness for Duty evaluation typically consists of consultation with the requesting agency to determine the most effective method of dealing with the specific issue, psychological testing, a clinical interview with the employee, comprehensive record review, and collateral interviews with persons who are familiar with the employee. A Fitness for Duty report will be issued to the employer through the designated personnel director, attorney, or others. The level of detail in a Fitness for Duty Report, while usually quite substantial, is restricted to job related findings and can be modified depending on the requirements of your agency. Reports draw clearly articulated conclusions related to fitness for duty and (where employee is temporarily unfit or conditionally fit) provide recommendations related to returning the employee to work.
Post Critical Incident Management:
PD offers consultation with your agency in the aftermath of an officer-involved shooting, deadly force event or other critical incident. Our psychologists who respond to critical incidents, either on scene, at your department or in our office are trained in and familiar with the tactics and procedures involved in critical incidents and can conduct debriefings and other consultation for your department to help you navigate the post critical incident response appropriately.
Organizational/Management Consultation:
PD offers various consulting services for public safety and law enforcement agencies in order to assist them in supporting their provision of ongoing public safety activities. This includes strategic, analytic, and expert guidance and professional assistance in the areas of performance appraisal, organizational improvement/development, mediation, as well as supervisor, management, and executive consultation. PD also provides assistance to departments in improving highly specialized operational support, as well as day-to-day operations. This may include specialized input on counterintelligence/counterterrorism, threat assessments, criminal profiling, tactical support, hostage negotiation and psychological autopsies.
Wellness Visits:
PD provides wellness visits as a way to assesses the mental health and well-being of law enforcement officers. These are used to check-in with each officer to avoid burn out, reduce stigma around mental health visits, help promote access to psychological resources to reduce the potential for future mental health concerns.