Pillars of Wellness offers psychological screening of those in police and public safety.  We evaluate the assessment of both psychological stability and normal-range personality traits and characteristics that may impact one’s ability to carry out the essential functions of their position.  A psychological evaluation is a crucial part of the hiring process and ensures that prospective employees are suitable for the work. The psychologist is evaluating the candidate’s ability to meet the behavioral, social, ethical and cognitive demands of modern policing.

Pillars of Wellness can contract with agencies to provide the psychological evaluation aspect of the hiring process.

Pre-Employment Psychological Evaluation Steps

  1. Orient the candidate, verify identity and obtain informed consent and waivers
  2. Administer or review personal history questionnaire(s) and computerized tests
  3. Review scored written tests, personal history information, and relevant health records
  4. Obtain additional candidate information, if needed, from others involved in the hiring process
  5. Conduct the psychological interview
  6. Determine if additional candidate information is needed and/or provide information to others involved in the hiring process
  7. Integrate data to make a suitability determination
  8. Provide verbal results to the agency
  9. Prepare and submit the written report and declaration of candidate suitability within one week

Fitness for Duty Evaluation

A Fitness for Duty Evaluation (FFDE) is a specialized inquiry conducted by a specially qualified psychologist in response to complaints of a first responder’s (officer, firefighter, EMS, deputy, etc.) reported inability to perform official duties in a safe and effective manner because of mental illness or significant deterioration in cognitive abilities.

Psychological Fitness for duty evaluations are necessary for the safety and welfare of the community and of department personnel and to ensure compliance with federal, state, and local laws that require commissioned and first responders must be free from any physical, emotional, or mental conditions that might adversely affect the exercise of the duties of a first responder in any way.

Common Reasons for a Fitness for Duty Evaluation:

  • The officer appears to exhibit behavioral problems
  • Sudden onset of forgetfulness, hostility, depression, or withdrawal
  • Threats of the violation of the rights of citizens.
  • Allegations of the excessive, inappropriate, and unexplained use of force.
  • Threats or insinuations of violence
  • Excessive sick leave and absenteeism.
  • Complaints by family, relatives, friends, or associates of unusual behavior off duty
  • Any signs of emotional instability
  • Sexual inappropriateness
  • Any form of behavior prohibited by department protocol

What to expect: 

The employer will provide us with a written description of the objective evidence giving rise to concerns about the employee’s fitness for duty and any particular questions that the employer would like the evaluator to address. We will request background and collateral information regarding the employee’s past and recent performance, conduct, and functioning. Psychological tests to assess psychological and personality functioning will be administered. An in-depth clinical interview will be conducted. Following the evaluation, a comprehensive report summarizing our findings, recommendations will be provided to the referral source.