Dimension 3: Adaptability/Flexibility:

Adaptability/Flexibility involves the ability to change course, with the capacity to quickly and easily adjust to many different and sometimes competing demands of the job. Adaptability/Flexibility consists of:

• Appropriately shifting between various work roles, such as facilitator, rule enforcer, etc.;
• Adjusting to planned/unplanned work changes, including different types of incidents that must be handled fluidly and in succession;
• Prioritizing and working effectively on several very different tasks/projects at the same time;
• Uses proper judgment and discretion when applying regulations and policies; understanding the difference between the letter and the spirit of rules and laws;
• Performing duties without constant supervision or instructions;
• Working in unstructured situations with minimal supervision;
• Adjusting to differing supervisory styles; and
• The ability to physically and mentally adjust to the shift work.

For more information regarding POST Personality-Based Competencies, 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

Dimension 2: Teamwork:

Teamwork involves working effectively with others to accomplish common goals, while putting your personal interests aside for the good of the group/organization. It also requires establishing and maintaining effective working relationships with coworkers, supervisors, clients, representatives and others from the group/organization. Teamwork consists of:

• Sharing information and providing assistance and support to co-workers, supervisors, and others;
• Balancing personal ambitions with organizational/team goals;
• Performing your fair share in a group effort;
• Collaborating effectively with others to accomplish common work goals, as needed; and
• Not allowing personal differences to affect your working relationships.

For more information regarding POST Personality-Based Competencies, 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

Dimension 1: Social Competence:

Social Competence involves communicating with others in a tactful and respectful manner, and showing sensitivity and concern in one’s daily interactions. Social Competence includes:

• Ability to read people and be aware of how your words/behavior impact others (Social Awareness);
• Interest and concern for the feelings of others (Empathy);
• Tact and impartiality in treating all members of society (Tolerance); and
• Ability/comfort to approach others, and in confronting, the skills to reduce interpersonal conflict
(Social-Self Confidence/Conflict Management).

For more information regarding POST Personality-Based Competencies, 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

During the course of the psychological evaluation, gaps or discrepancies in a candidate’s accounts of their occupational or personal history, including incidents involving potential acts of bias, may require clarification. It is important for candidates to understand that background investigators may be asked to interview others, conduct follow-up interviews, confirm the disposition of an investigation by another agency, check the narrative of a police report, obtain the account of an incident involving a former domestic partner, or clarify information provided by a previous employer.

Personal history information discovered during the psychological evaluation that was not disclosed by the candidate during the background investigation, or that is materially discrepant from the information reported during the background investigation will not be viewed favorably and could work against the applicant. This is especially important when the oversight or discrepancy raises concerns regarding the candidate’s moral character or potential biases. The hiring agency may conduct a discrepancy interview or otherwise investigate the new information, including conducting additional third-party interviews. The background investigation is not over until a final, unconditional offer of employment is made.

For more information regarding a Candidates Personal History, 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 suitability standard for peace officers requires the absence of any “emotional, or mental condition, including bias against race or ethnicity, gender, nationality, religion, disability, or sexual orientation, that might adversely affect the exercise of the powers of a peace officer”. When evaluating a candidate for explicit and/or implicit bias against a person or group of people (with actual or perceived characteristics), the Bias Assessment Framework provides a foundational, evidence-based structure.

The Bias Assessment Framework was designed to facilitate a 3 point method of structured professional judgment. It requires that the screening psychologist evaluate three targeted constructs: (1) biased behaviors, (2) biased attitudes, and, in the absence of clearly disqualifying behaviors and attitudes, then, (3) bias-relevant traits and attributes. The evaluator is also required to assess both “aggravating or facilitative” evidence (that is, findings that would likely increase the probability of the candidate engaging in future discriminatory or prejudicial behavior) and “mitigating or protective” evidence (findings that reduce the likelihood of acting in discriminatory ways).

For more information regarding the Bias Assessment Framework, 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