July 20

What to Expect – NYPD Psychological Exam

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What to Expect – NYPD Psychological Exam…

The NYPD written test is a full day of paperwork, administered in a group setting. Candidates should be prepared to complete autobiographical questionnaires, symptom inventories, and two lengthy objective personality inventory measures.

The oral interview is a one-on-one evaluation with a Psychologist who will ask you questions about your educational, employment, psychological, medical and legal history, as well as your social relationships. Candidates can expect a more in depth interview if the Psychologist believes there are areas of concern which require closer examination. The oral interview takes approximately 1 hour.

For both the written testing and oral interview, Candidates should come prepared (bring a resume, transcripts, etc.). And, as always, Candidates should be completely open and honest.

For more information about the NYPD Psychological Exam click the link:
https://www.nyc.gov/site/nypd/careers/police-officers/faqs-hiring-pos.page#psy

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

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-What to Expect – NYPD Psychological Exam

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July 19

Interviewing/Screening Psychologist’s Role

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What is the Interviewing/Screening Psychologist’s Role?

Screening Psychologists are responsible for collecting, reviewing and integrating test data, personal history information (including pertinent medical records), and clinical interview data, which they then utilize to determine the suitability of a Candidate. Screening Psychologists must be careful to minimize their reliance on impressionistic judgments and maximize their use of evidence-based methods and strategies when making their determination, since, the evaluation of a Candidate’s Psychological Suitability, is, in effect, a key factor used to determine whether a Candidate falls within or outside the parameters of tolerable risk. In essence, the Psychologist’s role is one of risk assessor, requiring them to determine if a Candidate falls within the parameters of acceptable risk.

Peace Officers must be free of any emotional and/or mental condition, including bias against race or ethnicity, gender, nationality, religion, disability, or sexual orientation, which might adversely affect the proper exercise of their powers. Candidates must understand that it is the Screening Psychologist’s responsibility to integrate and evaluate a Candidate’s information against risk management criteria.

For more information about the Role of the Interviewing/Screening Psychologist click the link:
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

-Interviewing/Screening Psychologist’s Role

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July 19

Candidates Must be Honest during Psychological Interview

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Candidates must be open and honest during their Psychological Interview. If the Interviewing Psychologist detects any type of deception, such deception could be viewed as grounds for Disqualification. While it may be assumed that deceptive people tend to be more evasive, less talkative, have longer response times and may deflect or avoid responses to direct inquiries, they may also present oversimplified stories or use third person or impersonal language structure to disconnect themselves from personal responsibility. Denying events that are documented in the background investigation or treatment records, or minimizing their importance, are also indicators of deception that Candidates should avoid at all times.

A Psychologist may admonish a Candidate who does not provide complete and truthful answers, in an effort to mitigate deception and foster honest reporting. A Candidate’s responses will also be compared against other sources of information to the extent possible. When deception is detected, the Psychologist will use professional judgment to determine whether or not the deception is consequential. For example, was the Candidate being intentionally deceptive or did it result from a misunderstanding, confusion or erroneous beliefs about what the Candidate believed he or she was being asked to disclose.

For more information about Candidate Disqualification due to Deception, 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 Must be Honest during Psychological Interview

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July 14

The Length of a Psychological Interview

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The length of a Candidate’s interview is based on the time the Psychologist needs to reach their goals and objectives. The entire interview process, from preparation (including review of the psychological test results, psychological history questionnaire, background investigation report, and any other relevant mental health treatment or evaluation records) through the interview itself generally takes about an hour and a half to two hours. Some Candidates, such as those who are younger with little life experience and/or “clean” test results and background reports, may require less time. Others, especially those who have various data sources that point to seemingly contradictory or discrepant conclusions about the candidate, may require considerably more time. Candidates who attempt to conceal negative aspects of their personality can be difficult to assess, resulting in the Psychologist requiring more interview time in order to observe patterns that might help them make a more accurate assessment. Moreover, evaluations that lead to a disqualification determination usually require lengthier interviews.

For more information regarding The Length of a Psychological Interview, 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 Length of a Psychological Interview

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July 10

Criteria Used When Considering Candidate’s Psychological Suitability

What’s considered in an NYPD psychological evaluation? Psychologists do not use just one source 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:

Job Information
Written Assessments
Personal History Information
Psychological Interview, and,
Psychological Records

Psychologists are required to use data from all of these sources when determining what is considered in an NYPD psychological evaluation. Their determination is never 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: 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

-Criteria Used When Considering Candidate’s Psychological Suitability

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