Vocabulary

pre-employment screening – проверка персонала до приема на

работу

fitness-for-duty evaluation – оценка профпригодности

probationary period – испытательный срок

position - должность

law enforcement duties – правоохранительные функции

conduct interview – проводить собеседование

test data – данные тестов

reservation – условие

validity or reliability – достоверность и надежность

employee - служащий

data sources – источники данных

remediation efforts – попытки исправления

testimonial – характеристика

use-of-force incidents – инциденты с применением силы

civil claims – гражданские иски

Pre-employment screening is used for making pre-employment decisions and for monitoring the candidate during the probationary period. In all cases, the screening should be focused on an individual candidate's ability to perform the essential functions of the position under consideration.

In order to determine if a person is a good fit for law enforcement duties a police psychologist will often conduct interviews, and possibly other assessments, to ensure the person's mental stability and ability to perform in such duties. The result is expressed in written reports. These reports should evaluate the suitability of the candidate for the position based upon an analysis of all psychological material including test data and interview results. Reports should contain a recommendation for employment based upon the results of the screening, justification for the recommendation, and any reservations that the psychologist might have regarding the validity or reliability of the results.

Fitness-for-duty evaluations (FFDE) are often conducted whenever there is an objective and reasonable basis for believing that the employee may be unable to safely or effectively perform his or her duties due to psychological factors. FFDE typically relies on multiple methods and data sources in order to optimize the reliability and validity of findings. The range of methods and data sources frequently includes:

· a review of the background information. The information might include performance evaluations, previous remediation efforts, commendations, testimonials, internal affairs investigations, formal citizen or public complaints, use-of-force incidents, reports related to officer-involved shootings, civil claims, disciplinary actions, medical records, or other supporting or relevant documentation related to the employee's psychological fitness for duty.

· psychological testing using assessment instruments (e.g., personality, psychopathology, cognitive, specialized) appropriate to the referral questions;

· a comprehensive, face-to-face clinical interview;

· collateral interviews with relevant third parties if deemed necessary by the examiner;

· occasionally, polygraphs are administered in pre-employment and fitness-for-duty evaluations if the department or agency requests it.