Vernon R. Padgett, Ph.D.
Research Psychologist

 

Evaluation of the psychologist who performs the screening


 

1. Is licensed. In accordance with the most current APA Standards for Providers of Psychological Services, practitioners should meet the minimal qualifications for a Professional Psychologist (Gettys, 1987, I-1). If the state requires a license for providers of psychological services, they should be licensed as psychologists in their state and be in good standing (Gettys, 1987, I-1).

   
   

2. Is thoroughly trained in assessment procedures. Can offer evidence of adequate training or experience in the area of psychological test interpretation and psychological assessment techniques (Gettys, 1987, I-2).

   
   

3. Knows research literature related to psychological screening for police.

   
   

4. Has working knowledge of the Uniform Guidelines on Employee Selection Procedures, the Americans with Disabilities Act and associated fair employment issues.

   
   

5. Has working knowledge of the regulations issued by the EEOC regarding psychological and mental disabilities under the Americans with Disabilities Act of 1990.




6. Has working knowledge of pertinent APA Guidelines covering psychological testing, including the Division 18 Guidelines (Recommended Guidelines for Pre-employment Screening for Law Enforcement Officers) (Gettys, 1987).

   
   

7. Has first-hand knowledge of the peace officer's job as it is performed in that agency (e.g., the psychologist has participated as a 'ride-along').

   
   

8. Understands the job-related criteria the agency is interested in measuring, and how these criteria relate to psychological assessment procedures.

   
   

9. Is willing to testify in court to the validity of the psychological screening process. This requires that the screener has:
   • a working knowledge of the law surrounding screening;

   • an understanding of the tests as they relate to employment selection;

   • data supporting the validity of the screening process as conducted by the agency.

   
   

10. Relates effectively to individuals throughout the agency, including field training officers and top-level administrators.

    
    

11. Conducts frequent debriefing sessions with administrators and psychologists (Inwald, 1984).

    
    

12. Conducts in-house education programs with all staff members so they will understand the limits of psychological screening (Inwald, 1984).

    
    

13. Is responsible for the conduct of supervised persons who provide services, and sees that their services conform to APA Standards.

    
    Evaluation of screening professional's reports

     

14. A clear hiring recommendation is made.

    
    

15. Narrative information is confined to job-related factors and is free of psychological jargon and clinical diagnostic labels.

    
    

16. Reports are distributed only on a need-to-know basis. Each agency should have a policy for distribution consistent with local regulations and state statutes concerning confidential reports.

    
    

17. If verbal reports are made, the psychologist should maintain documentation of findings supporting the recommendation (Gettys, 1987, III-4).

    
    

18. The final report includes any reservations the psychologist has about the validity or reliability of the test results (Gettys, 1987, III-4).

    
    

19. Clear disclaimers are made so that reports evaluating current emotional stability or suitability will not be deemed valid after a specified time (Gettys, 1987, III-5c).

    
    Evaluation of screening professional's maintenance of the selection process

     

20. The psychologist maintains test scores and records on the characteristics of applicants.

    
    

21. In the maintenance of scores above, particular attention is paid to records on protected classes as specified in the Uniform Guidelines (1978); these records are reviewed periodically to assess possible adverse impact and to assure that selection criteria have remained constant.

    
    

22. The psychologist has validated the psychological screening battery in-house. Has asked others in the agency to evaluate the research design (Inwald, 1984).

    
    

23. The psychologist contacts other state and local agencies as well as professional organizations with the aim of creating a network for communication of information (Inwald, 1984).

    
    

24. The psychologist is flexible in the design of research and in the selection of instruments; conducts pilot studies to establish local norms and to determine the use of tests for screening (Inwald, 1984).

    
    

25. The psychologist monitors the performance of incumbents, relating their performance to pre-employment screening data. The screener compares predictions made before the incumbent was hired to later performance to assess prediction accuracy.

    
    

26. Psychologist uses results of the previous steps to make needed revisions in the selection process.

    
    

27. Psychologist maintains the security of all testing materials (Gettys, 1987, III-6).

    
    

28. Psychologist discusses screening results only with those involved in screening (Gettys, 1987, III-6).

    
    

29. Psychologist retains pre-employment psychological records for the time specified in State Statutes, or in the absence of such statutes, follows a written plan regarding the removal of old records (Gettys, 1987, III-6a; 6b).

    
    Evaluation of the screening procedure

     

30. The screening is one component of the overall selection process.

    
    

31. The screening procedure is based on a thorough analysis of the officer's job, documenting its psychological demands.




32. Selection criteria were developed from the job analysis. They specify exactly what the psychological screening procedure is designed to measure in terms of job-related psychological dimensions.

    
    

33. Relevant life history information is included as part of the evaluation.

    
    

34. The applicant's right to have a full explanation of the nature and purpose of the assessment technique is respected by the screener. This is in accord with APA Ethical Principles. The alternative is to obtain a waiver of that right, in advance.

    
    

35. The procedure includes as many tests and evaluations as possible so that different measures can verify each other (Inwald, 1984).

    
    

36. The procedure involves the use of tests with research validation evidence that supports use in screening police.

    
    

37. The testing procedure avoids using cut-offs scores unless they have been cross-validated in the agency in which they will be used (Inwald, 1984).

    
    

38. The procedure documents selection practices with written reports on testing and research as it develops (Inwald, 1984).

    
    

39. The procedure includes the administration of an interview along with the written screening. (Must provide structured interviews to those who have negative written test results: Any decisions to either accept or reject candidates based solely on written test results may be successfully challenged-- Inwald, 1984). Guideline: Is the interview structured? Does a set of written interview questions exist? Gettys (1987, III--3a) suggests that the format for the interview include questions about prior arrests, drug use, employment history, etc.

    
    

40. If the face to-face interview is not given because of time and volume considerations, background information is obtained to verify written test results and to gather additional relevant information on the applicant (Gettys, 1987, III(3)).

    
    

41. The testing procedure uses well-defined behavioral measures in both psychological testing and in performance evaluations (Inwald, 1984).

    
    Evaluation of the written rationale for selection

     

42. There exists a written rationale behind the instruments and procedures. This documents the job-relatedness of the process.

    
    

43. A thorough description and rationale for each component in the screening process;

    
    

44. A thorough description of the characteristics that will result in disqualification;

45. A clear indication as to how the various tests and procedures combine to provide a comprehensive assessment.

    
    

46. An assurance that all candidates will be treated alike.

    
    

47. Reasonable appeal procedures for those who fail the screening process. The screener will have written procedure advising the applicant of the steps of the appeal process.

    
    

48. A periodic review of the records has been performed. It may be part of the written rationale. This review has noted in particular information concerning protected classes. The review assesses possible adverse impact by establishing whether:
    • the selection criteria have remained constant;

    • the performance of hired individuals correlates with selection criteria.

    
    Evaluation of agency characteristics

    
    

49. The agency provides for the professional development of the screening professionals, such as:
    • attending specialized conferences

    • consulting with experts in law enforcement screening

    • participating in relevant agency training activities
      

REFERENCES

• Gettys, Vesta S. (October, 1987). Recommended guidelines for pre-employment screening for law enforcement agencies. Available from APA Division 18 Police Psychology Section.

• Hargrave, George E. & Berner, John G. (December 1984). California Commission on Peace Officer Standards and Training, Psychological Screening Manual (POST).

• Hargrave, George E. & Kohls, John W. (January 1984). Psychological screening of peace officers: A clinical- industrial psychological process. Police Chief, 25-28.

• Inwald, Robin E. (1984). Psychological screening. Police Chief, 26.

• Scogin, F. & Beutler, L. E. (1986). Psychological screening of law enforcement candidates. In P. A. Keller & L. G. Ritt (Eds.), Innovations in Clinical Practice: A Source Book,Vol 5. Professional Resource Exchange, Inc., Sarasota, FL.