NCJ Number
84996
Journal
FBI Law Enforcement Bulletin Volume: 51 Issue: 8 Dated: (August 1982) Pages: 8-11
Date Published
1982
Length
4 pages
Annotation
The objectives, procedures, and personnel for the psychological screening of police applicants are discussed.
Abstract
The most effective use of psychological evaluation is to screen out those applicants who may not be emotionally suitable or may be a high risk for law enforcement. Psychological evaluation can also be useful in determining which personnel are suitable for specific assignments. The best sources of psychological information on police applicants are psychological tests, background information, and an indepth interview by a psychologist knowledgeable in law enforcement. Most psychologists use the Minnesota Multiphasic Personality Inventory, the Sixteen Personality Factor Questionnaire, or the California Psychological Inventory for psychological testing. In most cases, a detailed written report that includes the applicant's background as reviewed by the psychological consultant, the results of any psychological tests, interview data, and a summary and recommendations should be submitted to the department. The consultant should function as part of a team that includes all those involved in processing applicants. Since the majority of police agencies do not have or cannot afford fulltime mental health professionals, outside consultants can be used for a variety of psychological services, including the psychological screening of applicants. Consultants may be psychologists, psychiatrists, management consultants, and on occasion, physicians. The consultant selected should be knowledgeable in law enforcement and departmental operations. Two footnotes are provided.