Forensic Psychology: Fitness for Duty Evaluation

The nature of fitness-for-duty paygrades is polar from other psychological services in that they involve a needful referral to the psychologist and fitness Information Is communicated to the department Thus, specific issues of psychologist rearing and knowledge be crucial. Fitness for duty evaluation Police Psychologists lend substantial roles In the employment and principal(prenominal)tenance of law enforcement. A main role the psychologist plays is in the ara of psychological mind.The Fitness for duty evaluation (FED) assesses and evaluates a law of nature officers personality, psychology, intelligence, and overall fit for the line of work. This type of assessment Is also oftentimes conducted through pre-employment psychological screenings. This paper briefly addresses the preemployment psychological screening. However, the original focus is on the forensic psychologists role as it applies to the FED. Pre-employment psychological screenings ar designed to Identify unsu itable police candidates.Testing has become more daedal over the long time in order to detect Issues not advantageously identified In earlier standard exam. (Derrick & Chaplain, 2006). Several tests, such as the Minnesota Multiphase Personality register (IMP) and the Inlaid Personality Inventory (PUPIL seduce become more utilized for this purpose over the years . Research has established that these tests, particularly the PIP, tend to be successful In predicting negative indicators for aspects such as officer performance after training (Singing, Schumacher, Gardner, &Chaplin, 1995).It has also been found that The Pl and IMP have also proven in force(p) in detecting dishonest test answers. Importantly, it has been suggested the test detects Is best at Identifying unsophisticated deceivers while superior ones are more successful In cheating the tests (Forum & stock, Tests such as the NEO Personality Inventory-Revised (NEO PI-R) is 993). much lend oneselfd as a predict recru its that will perform hygienic once on the job (Derrick & Callahan, 2006).Other research (Derrick & Callahan, 2006) suggests that the NEO PI-R Is able to counter which recruits will perform well as officers. Some experts also guess that the NEO PI-R may be utilized in recognizing weaknesses in open emcee candidates Ana teen strengthening tense areas. Thanes-Tort-AU evaluations (Fades) are often in response to an officers display of some form of questionable behavior. These behaviors may let in aspects such as form, excessive force, substance abuse, psychological disorders, depression, or family problems.The evaluation is conducted in order to determine several key factors. These include the end as to if the officer should continue at present duty level, if manipulation or intervention is needed, or if Job task modifications are necessary. The assessment typically comprises a review of the officers records. Aspects of the record such as awards, commendations, and reprimands ar e measured. Additionally, individual sessions with the officer are often conducted. Interviews with family are often conducted as well.Lastly, a medical examination is frequently recommended to establish or reign out other issues affecting the officer (Bartok & Bartok, 2008) In addition to use for recruitment, Psychological tests such as The Operational Police Stress Questionnaire (Soup) and the organizational Police Stress Questionnaire (SQ-Org) are frequently utilized to in twain recruitment and to measure stress levels in active duty officers. (Macrame & Thompson, 2006). Duty-related stress is measured by the SQ-Pop and the SQ. Org measures stress that is caused from the actual law enforcement organization.The tests were designed in this way due to data that has established that these two groups are the main stress generating areas for officers. The role of the forensic psychologist as it pertains to FED is of interest to this scholarly person for several reasons. First of al l, research has established that psychological services play a vital role throughout law enforcement agencies. Law enforcement officials have begun to recognize and acknowledge the need for psychological services designed to the great unwashed with the unique culture among police officers. Another reason of interest is the lever in psychological testing.Psychological tests can be used to assist in recruit selection as well as stress testing for current officers. Furthermore, the creation of additional and improved tools as a effect of developing research and development for the purpose of improving law enforcement organizations is exciting. Psychologists submit services, teach, and conduct research with populations and in areas only within the boundaries of their competence, based on their education, training, supervised experience, consultation, study, or professional experience (PAP, 2002, p. 1063 Standard 2. AAA Boundaries of Competence).