NCJ Number
104100
Date Published
1986
Length
9 pages
Annotation
Because of changing concepts of what is a 'stable' or 'suitable' police officer, psychological screening of police applicants should focus on 'screening out' those who are unstable and unsuitable rather than 'screening in' those deemed to have the qualities of an effective officer.
Abstract
Although citizens will differ in their views about what constitutes an effective police officer, all citizens agree that they do not want mentally or emotionally unstable or abusive officers. Also, departments who fail to screen out such applicants are vulnerable to civil suits should an unstable officer abuse a citizen. Mental health professionals can generally identify mentally unstable persons by using standardized diagnostic instruments such as the Minnesota Multiphasic Personality Inventory in conjunction with a clinical interview of the applicant. The psychological screening procedure for police applicants must be able to withstand the test of job relatedness and prove valid in identifying unsuitable officers. Police administrators must ensure that the tests used by mental health professionals accurately screen out applicants unsuited for police work while not discriminating against persons capable of performing police tasks. The screening consultant should have a working knowledge of the Uniform Guidelines on Employee Selection; agree to a third-party evaluation of the screening process, and make regular reports to the police commission, the civil service commission, or the city council. 4 notes and 11 references.