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Getting the Inside Picture

NCJ Number
Security Management Volume: 31 Issue: 12 Dated: (December 1987) Pages: 41-43
K E Brobst
Date Published
3 pages
This article discusses research on the use of the Minnesota Multiphasic Personality Inventory (MMPI), the California Personality Inventory (CPI) and the Inwald Personality Inventory (IPI) in law enforcement officer preemployment screening programs.
IPI and MMPI preemployment data were collected in one large urban correctional department. From 1980 to 1981, the department hired 219 officers, of whom 28 (12.8 percent) were terminated. Had the department hired only individuals who were not predicted to be terminated, it would have reduced its termination rate to 6.5 percent (IPI), 7.4 percent (MMPI), or 5.1 percent (combined). Further studies suggest that psychological screening can be used to aid in identifying inappropriate officer candidates. In addition, results from several studies suggest IPI scale scores appear to be somewhat better than either the MMPI or CPI in identifying hired officers who will be terminated, while sacrificing fewer of the officers who will remain on the job. Results also suggest that the IPI can help identify candidates who may leave within 18 months, or officers who will resign with average or poor ratings. 1 illustration and 6 footnotes.