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

A great deal of peace officer psychological research focuses on identifying indicators of dysfunctional peace officer behaviors. Many counterproductive work behaviors (CWBs) have been targeted in studies, including but not limited to excessive force, sexual misconduct, sexual harassment, substance abuse, insubordination or other supervisory problems, embezzlement, deceitfulness, multiple motor vehicle violations, inappropriate verbal conduct, blackmail, bribery, theft, lying, kickbacks, personal violence, revenge, discrimination, and fraud.

Research has shown that counterproductive work behaviors are intercorrelated, indicating that those who engage in one of these types of behaviors tend to engage in other acts of counterproductivity.

Furthermore, when compared to non-problem officers, problem officers tend to exhibit more of the following characteristics:

– Aggressiveness, argumentativeness, and antagonism
– Antisocial tendencies
– Disregard for societal rules and laws
– Egocentricity
– Emotional instability/anxiety
– Hostility
– Immaturity
– Impulsiveness
– Insensitivity or oversensitivity
– Intolerance
– Irresponsibility/unreliability
– Lack of empathy
– Overconfidence
– Paranoia
– Pessimism
– Poor decision-making
– Proneness to alcohol abuse
– Rebelliousness
– Social introversion
– Suspiciousness, cynicism and distrustfulness

For an in-depth look at Negative Psychological Indicators please 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