Police Organization and Administration: Pre-Employment Psychological Testing and Psychological Services for Agency Personnel

Pre-Employment Psychological Testing and Psychological Services for Agency Personnel
CRM 419: Police Organization and Administration
Mr. Pike
October 8, 2013

Pre-Employment Psychological Testing and Psychological Services for Agency Personnel
Introduction
For many years, law enforcement agencies have tried to capitalize on the worth of the officers that are hired. They attempt to do this through the use of psychological testing. All officers that may be hired have to undergo some type of psychological testing to ensure that they would be qualified to handle the pressures of the job and be mentally able to function. There are solid and convincing reasons for being cautious when choosing police officers and cautious evaluations of candidates includes psychological assessment. Since there is always a need for law enforcement officers there should always be a clinical psychologist on hand to counsel the current officers and test the potential officers, whenever necessary. “Officers must be able to assess their environment in an objective way, exercise sound judgment when deciding to execute their authority and be able to perform the required task in an efficient and effective manner (Simmers, Bowers & Ruiz, 2003). Many times the current officers may need counseling or other types of testing to ensure that they are able to function on the job. The clinical psychologist will always be there for this reason.

Review of Literature It has been argued that screening for individual characteristics may not predict future behavior because that behavior is strongly influenced by situation factors as well as pressures on officers to adhere to the requirements of police culture (Simmers, Bowers & Ruiz, 2003). One of the most important functions of police psychology is being able to determine if a candidate is capable psychologically to handle all aspects of law enforcement (Ben-Porath, 2011). There are special guidelines that are pre-established to qualify potential law enforcement officers. During the pre-employment screening process, psychological tests are utilized to ensure that the most qualified candidates are selected. This is used to select not only officers but also dispatchers, crime scene technicians and confidential records personnel. “Although the pre-employment psychological evaluation is a critical part of the selection process for weapon-carrying officers, it also is an absence of job relevant risk factors and the presence of job-critical personal and interpersonal qualities” (Ben-Porath, 2011). There are many factors that go into the testing of candidates. The most important ones include intelligence, lack of impulsivity, judgment, honesty and integrity, conflict resolution skills, absence of bias, attitudes toward supervision, team orientation, appropriate motivations, ability to deal with tedious or boring tasks, dependability, reasonable courage, controlled substance use, absence of serious psychological problems, stress tolerance and the absence of sexual disturbance (Fischler, 1997). These are all the importance aspects that evaluated during the psychological testing of a potential sworn officer of the law. The foundation of psychological testing of officers came as a result of the policy handed down by the International Association of Chiefs of Police and can be found in the Police Psychological Services section of the handbook. Within the handbook there are procedures for those that provide pre-employment psychological testing and assessment services to the various law enforcement agencies. These procedures entail that only the psychologists that are licensed and are aware of the research information existing on psychological assessment for law enforcement officers should administer the examinations. Psychological tests that have been used in the past include written test that entail objective and job related psychological assessment instruments. In order to get a complete understanding of the candidate, a minimum of two psychological tests must be performed and validated for public safety personnel. Objective questionnaires have also been utilized. These types of tests are recorded with standard measures instead of individually by the psychologist. Another type of test used during the pre-employment screening process is medical and nonmedical. During the medical screening substance abuse and other disabling mental condition are evaluated. The non-medical screening includes the measurement of judgment, resilience and integrity (Ben-Porath, 2011). There is recommendation that the results of the test be made available to the assessor before the screening interviews are administered (IACP Police Psychological Services, 2005). The test that most law enforcement agencies utilized is entitled Minnesota Multiphasic Personality Inventory (MMPI). The polygraph test is used about 65% of the time while the psychological test procedure are used 90% of the time and 88% utilize the drug screen process (Roufa, 2013). There are many different levels of psychological testing and as the level varies so does the price.
Discussion
In order to administer the test and get the correct results and evaluation, a clinical psychologist must perform it. In order for the psychologist to be qualified for the position, they must be able to handle psychological issues with an assortment of methods that is contingent upon their area of specialty. The clinical psychologist must also have earned a Doctoral degree from a Clinical Psychology program and have some experience participating in the area of Clinical Psychology. Most importantly a Clinical Psychologist must be emotionally stable, be able to effectively communicate and have interpersonal skills. During the orientation process for the Clinical Psychologist, they must take part in a ride-along and the Police Academy. It may seem a bit much but they must be able to understand some of the things that an officer may go through on a daily basis. From the Police Academy the Clinical Psychologist will be able to see first-hand some of the proper procedures that law enforcement officers must adhere to. Whenever a problem may arise, they will understand that it could be something that they have learned during the Police Academy. During a ride along, the psychologist could see how varied the line of law enforcement could be. They will be able to see some of the different things that law enforcement officers have to deal with on a daily basis. This could go from endangering their life to save someone else or being the first one at the scene of a crime. It all varies and the idea that the Clinical Psychologists sees this will enable them to fully understand some of the problems or issues that may come as a result. This is one of the best ways to become orientated.
Recommendation
The salary of a Clinical Psychologist begins around $51,000 and caps off close to $90,330. The reason for the large variance in salary has to deal with the fact that their experience must be considered. The longer they have been in the field and actually doing the work, the more experience they have. Their education and location is also a considering factor (Cherry, 2013). When a Clinical Psychologist is put on staff they will need support staff and office furniture. They will be housed inside the police station to make it accessible to those that may need immediate attention or have a crisis. The salary of the secretary or administrative assistant that will support the psychologist will go according to their experience and education. It will begin at $40,000 a year. This administrative assistant must possess an Associate’s degree minimum and have a degree experience working in a psychologist’s office. This is an essential requirement. In order to obtain the office furniture for the entire office, which will be located within the police station, it will cost about $3000. The types of treatment that an officer receives are very important. It is essential that the correct treatment is given in the proper circumstances. One form of treatment is the Fitness for Duty Evaluation. This type of treatment evaluates the nature of the problem and the impact it has on the officer’s job function. The Fitness for Duty Evaluation is a “specialized examination of an incumbent employee that results from objective evidence that the employee may be unable to safely or effectively perform a defined job and a reasonable basis for believing that the cause may be attributable to psychological factors” (IACP Police Psychological Services Section, 2005). One effect of the Fitness for Duty Examination is that it may intrude on theprivacy of the officer which means that the supervisor believes that this is the best form of treatment for the officer. One important note is that this type of evaluation should not be utilized in lieu of disciplinary action. A Clinical Psychologist will be contracted into the department. They will be available to assist the officer or their family in any case. The best way to make the psychologist available to the officers is to offer each officer and their family a certain amount of hours for a flat fee. Whenever the service is needed, they will begin to use the hours allotted to them and their family members. If there is a need to go over the amount of hours needed, that will be discussed on an ‘as needed’ basis because this will not be something that happens regularly. There is a difference between the times when an employer refers the law enforcement officer to the clinical psychologist and when they just go there for themselves. When they are referred to them by their superior the psychologist can evaluate the employee and report back to the superior with the required information. They only information that they should release has to deal with the reason for sending the employee to them originally. If there is more information revealed during the session and it has nothing to do with the problem for which they were sent, the psychologist cannot reveal that information to the superior without permission from the officer. Whenever the officer decides that they need to go to visit the psychologist on their own, anything that they speak about cannot be repeated to the superior. The only exception is if it has to deal with something that they believe will affect their job performance. In the event that the clinical psychologist does not recommend an applicant to be hired, there needs to be a formal report written in detail that explains the reason for this recommendation. The employer and the psychologist must get together and then decide on how to proceed with the evaluation. Since the clinical psychologist should have some type of experience working with law enforcement personnel, their recommendations should not be taken lightly but with all seriousness. It is very important that the pre-employment screening be completed with great diligence so as to choose the most qualified candidate for the position. There are certain guidelines in place to aid in the process so that the most qualified candidate is chosen. These guidelines are not chosen to “establish a rigid stand of practice for pre-employment psychological evaluation” (Ben-Porath, 2011) but instead they are utilized to help ensure the protection of the selected county or city.

References
Ben-Porath, Y. S. (2011, August). Police Chief Magazine. Retrieved September 30, 2013, from www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display&article_id=2448&issue_id=82011
Cherry, K. (2013). Clinical Psychology Salary - How Much Do Clinical Psychologists Earn. Retrieved September 30, 2013, from http://psychology.about.com/od/psychologycareerfaq/f/clinical-psychology-salary.htm
Cochrane, R. E., Tett, R. P., & Vandecreek, L. (2003). Psychological Testing and the Selection of Police Officers. Criminal Justice and Behavior, 30(5), 511-537.
Fischler, G. L. (1997, June). Gary L. Fischler & Associates, PA | Consulting & Forensic Psychologists. Retrieved September 30, 2013, from http://www.psycheval.com/psych_exam_peace_officer_apps.shtml
Gupton, H. M., Axelrod, E., Cornell, L., & Curran, S. F. (2011, August). Police Chief Magazine. Retrieved September 30, 2013, from www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display_arch&article_id=2452&issue_id=82011
Hart, M. M. (2002, February). Police Interview Newsletter - Volume 1, Issue 2, February 2002. Retrieved September 30, 2013, from http://www.lawenforcementcoaching.com/archives/news1-2.html
IACP Police Psychological Services Secton (2005, September 9). Police Chief Magazine. Retrieved September 30, 2013, from www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display_arch&article_id=699&issue_id=92005
International Association of Chiefs of Police (2009). Pre-Employment Psychological Evaluation Guidelines. IACP Police Psychological Services, 1-6.
Roufa, T. (2013). Psychological Screening for Police Officers. Retrieved September 30, 2013, from http://criminologycareers.about.com/od/Job_Market/a/Psychological-Screening-For-Police-Officers.htm
Simmers, K. D., Bowers, T. G., & Ruiz, J. M. (2003). Pre-Employment Psychological Testing of Police Officers: the MMPI and the IPI as Predictors of Performance. International Journal of Police Science and Management, 5(4), 277-294.

References: Ben-Porath, Y. S. (2011, August). Police Chief Magazine. Retrieved September 30, 2013, from www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display&article_id=2448&issue_id=82011 Cherry, K. (2013). Clinical Psychology Salary - How Much Do Clinical Psychologists Earn. Retrieved September 30, 2013, from http://psychology.about.com/od/psychologycareerfaq/f/clinical-psychology-salary.htm Cochrane, R. E., Tett, R. P., & Vandecreek, L. (2003). Psychological Testing and the Selection of Police Officers. Criminal Justice and Behavior, 30(5), 511-537. Fischler, G. L. (1997, June). Gary L. Fischler & Associates, PA | Consulting & Forensic Psychologists. Retrieved September 30, 2013, from http://www.psycheval.com/psych_exam_peace_officer_apps.shtml Gupton, H. M., Axelrod, E., Cornell, L., & Curran, S. F. (2011, August). Police Chief Magazine. Retrieved September 30, 2013, from www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display_arch&article_id=2452&issue_id=82011 Hart, M. M. (2002, February). Police Interview Newsletter - Volume 1, Issue 2, February 2002. Retrieved September 30, 2013, from http://www.lawenforcementcoaching.com/archives/news1-2.html IACP Police Psychological Services Secton (2005, September 9). Police Chief Magazine. Retrieved September 30, 2013, from www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display_arch&article_id=699&issue_id=92005 International Association of Chiefs of Police (2009). Pre-Employment Psychological Evaluation Guidelines. IACP Police Psychological Services, 1-6. Roufa, T. (2013). Psychological Screening for Police Officers. Retrieved September 30, 2013, from http://criminologycareers.about.com/od/Job_Market/a/Psychological-Screening-For-Police-Officers.htm Simmers, K. D., Bowers, T. G., & Ruiz, J. M. (2003). Pre-Employment Psychological Testing of Police Officers: the MMPI and the IPI as Predictors of Performance. International Journal of Police Science and Management, 5(4), 277-294.