PSYCHOLOGICAL Pre-employment Assessments of Law Enforcement - - PowerPoint PPT Presentation
PSYCHOLOGICAL Pre-employment Assessments of Law Enforcement Candidates Stephen F. Curran, Ph.D., ABPP Board Certified, Police & Public Safety Psychology 29 W. Susquehanna Avenue, Suite 704 Towson, MD 21204 (800)962-5763 / (410)823-0555
Stephen F. Curran, Ph.D., ABPP
Board Certified, Police & Public Safety Psychology
29 W. Susquehanna Avenue, Suite 704 Towson, MD 21204 (800)962-5763 / (410)823-0555 www.AtlanticOccupsych.com Presentation to Medical Staff – Concentra Medical Centers on December 4, 2013
Doctoral level education and licensed to practice
Training in psychometrics and continuing
Professional membership and regular
International Association of Chiefs of Police (IACP), Police and Public Safety Psychology (Division 18) of the American Psychological Association (APA), Council of Police Psychological Services, and/or Society for Police and Criminal Psychology.
1967 Presidential Commission on Law Enforcement and
Administration of Justice.
Bonsignore v. City of New York (1982). Equal Employment Opportunity Commission. (1995). ADA
Enforcement Guidance: Preemployment Disability-Related Questions and Medical Examinations. EEOC NOTICE Number 915.002 Date 10/10/95.
International Association of Chiefs of Police. (2009). Pre-
employment Psychological Evaluations. Arlington, VA: International Association of Chiefs of Police.http://www.youtube.com/watch?v=b6kgS_AwuH0
Problem-Analysis/Problem Solving Judgment and Reasoning Decision-Making Ability Planning and Organization Interpersonal Skill Oral Communication Teamwork Orientation Self-Motivation Composure Conflict Resolution Honesty and Integrity Written Communication Reading Comprehension Basic Arithmetic Public Relations Skill
Behavorial Descriptors
Dimension/Attributes Meaning…
Social Competence
Happy with progress in life, does well in social settings, others describe applicant favorably.
Teamwork
Success in team settings of work and school.
Dependability
Unlikely to have job attendance problems, will complete tasks as assigned.
Adaptability
Adjusts to different work assignments, schedules and supervision
Impulse Control
Complies to rules, not reckless, thinks before acting, DV Screening
Integrity
Truthful statements, honest in interactions
Behavioral Descriptors
Stress Coping
Healthy lifestyle behaviors, does not over-react, resilient
Judgment
Good decision making skills.
Assertiveness
Appropriate responses to citizens and personal relationships.
Risk Taking – Substance Use
Low addictions potential, will use verbal skills before physical intervention as appropriate.
Global Psychopathology
No signs of psychological impairments.
Work Behaviors
Consistent, high achiever.
Training Success
Prior academic achievement, consistent and successful prior work patterns.
3.5 – PHYSICAL PERFORMANCE 3.5.1 – Pursue, apprehend, and restrain individuals. 3.5.2 – Rescue an individual and/or remove them from a
hazardous environment.
3.5.3 – Identify hazards, persons, and evidence. 3.5.3.1 – Vision (e.g., house numbers, license plates, vehicle
descriptions, suspect/victim descriptions, body language, potential weapons, weapon use).
3.5.3.2 – Hearing (e.g., conversation, radio communications,
alarms, requests for assistance).
3.5.3.3 – Smell (e.g., hazardous materials, contraband, alcohol
3.5.3.4 – Touch (e.g., concealed weapons, heat, moisture). 3.5.3.5 – Read, write, and speak clearly.
To provide guidance concerning the effect of medications (at recommended therapeutic dosages), the following medication categories are offered based on the potential effects on the LEO’s ability to safely perform job functions or the risk of sudden incapacitation:
A (Acceptable) — These medications are unlikely to adversely impact performance
T (Temporary) — These medications may have an effect at the beginning of
a temporary basis at the beginning of treatment until it can be ascertained that the effects of the medication are unlikely to cause sudden incapacitation
S (Shift) — These medications are known to have effects of short duration that may adversely impact performance of job functions. These medications may be taken while the LEO is off duty with adequate time before returning to duty for the resolution of any effects that would adversely affect performance.
R (Restricted) — These medications are known to have an effect that will very likely adversely impact safety or performance of job functions. Medical evaluation should consider provision of appropriate restrictions for LEOs taking or affected by these medications.
D (Diagnosis) — The diagnosis for which the medication is prescribed, rather than the medication itself, may require evaluation for medical restriction.
The candidate can either MEET or NOT MEET the
requirements of safely and effectively perform essential job functions.
The final ratings of psychological stability and suitability
may be augmented by the psychologist-evaluator’s rating within the category of “recommended”. An agency may have a reasonable business necessity to identify those candidates exceeding standards. Ratings of EXCEEDS and MEETS may be identified by the psychologist. Alternative ratings include “recommended,” “marginally recommended,” and “not recommended.”
2.5 million Troops have served since 9/11 1.6 million new veterans since 9/11 286,000 Treated for PTSD at VA since 9/11 440,000 high-end estimate of how many
Current police officers for LE Agency N = 0 Police officers with prior deployment applying to
Applicants with no prior LE but with prior
monthly, fewer than 25% of unit killed or wounded)
times firing at enemy, 3 to 50+ times in danger of injury or killed, 26% to more than 76% of unit killed
A B C D
Combat Exposure Scale Scores MMPI-2 (A) MMPI-2-RF (B) IPI (C) 16PF (D)
A B C D
Current Police Officer Scale Scores MMPI-2 (A) MMPI-2-RF (B) IPI (C) 16PF (D)
trains military and civilian behavioral health professionals to provide high-quality deployment-related behavioral health services to military personnel and their families.