The predictive accuracy of a Candidate’s test results depends not only on the validity of the test, but also on their responsiveness to items in the test (thoroughness), response consistency (attention), and test-taking approach (straightforwardness). Because of the high stakes involved in preemployment screening, Candidates are generally motivated to be attentive and thorough when completing the tests, leaving test-taking approach as the primary threat to accurate reporting.

When Psychologists review a Candidates approach to testing they will find that such testing generally falls into two broad categories:

• overreporting (also referred to as malingering and faking bad), is defined as any pattern of responding in which Candidates claim to have problems they do not have or exaggerate ones they do have; and,
• underreporting, is defined as any pattern of responding in which test takers emphasize their strengths and deny and/or minimize their problems and/or shortcomings. Specific test-taking approaches that belong to the category of underreporting include (1) intentional underreporting or impression management, which is the conscious dissimulation of test responses, including deliberate denial or over minimization of physical and/or psychological symptoms in an effort to create a favorable impression, and (2) unintentional underreporting or self-deception, which is positive biased responses that the Candidate actually believes are true.

For more information regarding POST: Test-Taking Approaches: Overreporting & Underreporting, click the link below:
Peace Officer Psychological Screening Manual

If you failed your NYPD Psychological Evaluation or have been disqualified for any reason and would like to schedule a free consultation, please contact Kevin Sheerin at 516 248 0040.

Email: kevin@sheerinlaw.com

Website: www.sheerinlaw.com

Blog: civilservice.sheerinlaw.com

Facebook: Law_Office_of Kevin_P._Sheerin

Twitter: @DQLawyer

Podcast: www.newyorkcivilservicelawattorneypodcast.com

Candidates are generally not provided feedback or explanation regarding their assessment results, since the Psychological Screening Evaluations are used as an assessment tool for preemployment and/or security screenings, and providing such detailed information to disqualified Candidates could potentially:

1) undermine the independence of a second-opinion process, which a Candidate can request in the event they were previously disqualified. If granted, the psychological screening records will be forwarded to the qualified outside professional conducting the second-opinion evaluation. Furthermore, if the results of such medical or psychological examination would result in a disqualification, the applicant may submit independent medical opinions for consideration before a final determination on disqualification is made. In short, providing disqualified candidates with the detailed reasons that lead to an adverse decision may influence how they present themselves during the testing and/or interview of a second-opinion or other subsequent evaluation;

2) place the Psychologist in an irreconcilable dual relationship. Since Psychologists serve as an agent of the hiring agency, it is the hiring agency, not the candidate, who is the client. This obligation requires the Psychologist adopt a perspective and orientation of objectivity, devoid of any advocacy for the Candidate. This role could be compromised if the Psychologist tries to serve the interests of both the hiring agency and the Candidate simultaneously; and,

3) breach the confidentiality of the background investigation, as information provided by references and other collateral sources during the background investigation are protected, as is employment information disclosed by an employer to a requesting law enforcement agency.

For more information regarding POST: Candidate Feedback from Psychological Screening Evaluation, click the link below:
Peace Officer Psychological Screening Manual

If you failed your NYPD Psychological Evaluation or have been disqualified for any reason and would like to schedule a free consultation, please contact Kevin Sheerin at 516 248 0040.

Email: kevin@sheerinlaw.com

Website: www.sheerinlaw.com

Blog: civilservice.sheerinlaw.com

Facebook: Law_Office_of Kevin_P._Sheerin

Twitter: @DQLawyer

Podcast: www.newyorkcivilservicelawattorneypodcast.com

Psychologists do not use just one item of information, but consider various integrate data when making a Suitability Determination. At the final step of the evaluation process, the Psychologist considers all of the information gathered when asking themselves the single, ultimate question: Does this candidate meet the minimum statutory, regulatory, and agency-specific criteria for psychological suitability? Psychologists make this determination using data integration. This process includes considering five sources of information and integrating them into their determination of the candidate’s psychological suitability:

1. Job Information
2. Written Assessments
3. Personal History Information
4. Psychological Interview, and,
5. Psychological Records

Psychologists are required to use data from all of these sources when determining a Candidate’s suitability for the job. Their determination can never be based on just one single data source, unless clinically justified.

For more information regarding POST: Criteria Used When Considering Candidate’s Psychological Suitability, click the link below:
Peace Officer Psychological Screening Manual

If you failed your NYPD Psychological Evaluation or have been disqualified for any reason and would like to schedule a free consultation, please contact Kevin Sheerin at 516 248 0040.

Email: kevin@sheerinlaw.com

Website: www.sheerinlaw.com

Blog: civilservice.sheerinlaw.com

Facebook: Law_Office_of Kevin_P._Sheerin

Twitter: @DQLawyer

Podcast: www.newyorkcivilservicelawattorneypodcast.com

The Psychological Screening Interview is conducted to provide the NYPD Psychologist with detailed information about each candidate. As a candidate, you should be prepared to answer many questions, offer complete explanations and make yourself available for whatever period of time the Psychologist deems necessary to conduct a thorough Interview. It is important candidates understand that a sufficient interview time must be allotted so the Psychologist can address any and all issues that may arise during the Interview. The length or duration of the interview will be based on the amount of time needed to meet all of the necessary objectives, which include but are not limited to:

1. Answering all questions the Psychologist may have regarding issues of concern;
2. Clarifying and supplementing responses to written tests and other questionnaires, inventories or personal history statements; and
3. Providing the Psychologist an adequate amount of time to appropriately observe or assess job-relevant or clinically significant behavior.

The amount of time required for each interview depends in part on the complexity of the case, the competing hypotheses generated by written test findings and personal history information, and the number and nature of discrepancies discovered among data sources (particularly discrepancies in the candidate’s self-reports at various stages of the assessment process).

Click the link below for more information regarding POST: Psychological Interviews (see Chapter 8):
Peace Officer Psychological Screening Manual

If you failed your NYPD Psychological Evaluation or have been disqualified for any reason and would like to schedule a free consultation, please contact Kevin Sheerin at 516 248 0040.

Email: kevin@sheerinlaw.com

Website: www.sheerinlaw.com

Blog: civilservice.sheerinlaw.com

Facebook: Law_Office_of Kevin_P._Sheerin

Twitter: @DQLawyer

Podcast: www.newyorkcivilservicelawattorneypodcast.com

Dimension 10: Avoiding Substance Abuse and Other Risk-Taking Behavior:

Avoiding Substance Abuse and Other Risk-Taking Behavior includes not participating in behavior that is inappropriate, self-damaging or adversely impacts organizational functioning. This includes alcohol and drug abuse, domestic violence, the sale of drugs and gambling. Substance Abuse and Other Risk-Taking Behavior include:

• Abusing alcohol and legally prescribed drugs (e.g., pain killers, steroids);
• Using illegal drugs;
• Missing work due to alcohol use;
• Drinking alcohol on duty;
• Coming to work intoxicated, smelling of alcohol or hung-over;
• Being involved in and/or being arrested for off-duty incidents;
• Having a history of DUI arrests;
• Gambling to the point of causing harm to oneself;
• Engaging in self-destructive coping behaviors; and
• Committing domestic violence.

For more information regarding POST Personality-Based Competencies, click link below:
Peace Officer Psychological Screening Manual

If you failed your NYPD Psychological Evaluation or have been disqualified for any reason and would like to schedule a free consultation, please contact Kevin Sheerin at 516 248 0040.

Email: kevin@sheerinlaw.com

Website: www.sheerinlaw.com

Blog: civilservice.sheerinlaw.com

Facebook: Law_Office_of Kevin_P._Sheerin

Twitter: @DQLawyer

Podcast: www.newyorkcivilservicelawattorneypodcast.com