Common use of CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW Clause in Contracts

CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW. ‌ Police Accountability—Findings and National Implications of an Assessment of the San Diego Police Department such as unwillingness to follow rules, friction with supervisors, lack of initiative, alcohol abuse, or behavioral traits that indicate a tendency to be overly aggressive. Psychologists look at job-relevant risk factors that include mental or emotional issues that have been shown to interfere with police work. In San Diego, psychological screenings are conducted by one of two SDPD-contracted psychologists. PERF interviewed both psychologists currently used by the SDPD. Prior to attending the psychological interview, SDPD applicants fill out three questionnaires. The SDPD currently uses the Minnesota Multiphasic Personality Inventory-2 (MMPI-2), the 16PF Personality Questionnaire, and a personal history form. Each questionnaire is reviewed by the psychologist prior to meeting with the applicant. Police departments in the United States use a variety of standardized psychological questionnaires; the MMPI-2 and 16PF are widely used and are considered a standard practice. The tests are recognized as effective tools to assess various personality traits and gauge suitability for law enforcement professions. In the SDPD, rather than being graded on a scale, the psychological review yields yes or no answers as to hiring suitability. Applicants are permanently disqualified if the psychologist determines that there are factors present that indicate that the applicant is not suitable. But interviews conducted by PERF indicated that not all of the information gathered up to this point of the background investigation is provided to the psychologists for consideration. For example, information from job references and pre-polygraph or other questionnaires is not provided. Nor are the results of polygraph examina- tions provided, including specific questions that yielded a significant response (deception). At the conclusion of the psychological interview, the psychologist forwards a recommendation for hire or dis- qualification information to the Recruiting Unit. If an applicant is recommended for hire, he or she will receive a pre-employment orientation by the assigned background investigator. This allows the applicant to learn about the department, training expectations, and equipment needs. After the applicant passes both the medical and the psychological screening, the SDPD forwards all names to the San Diego Human Resources Department, which verifies that the applicant passed all required tests and issues him or her a city certification number. Once hired, recruits receive the city’s new hire orientation that is conducted a day prior to the police training start date.

CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW. ‌ Police Accountability—Findings and National Implications of an Assessment of the San Diego Police Department such as unwillingness to follow rules, friction with supervisors, lack of initiative, alcohol abuse, or behavioral traits that indicate a tendency to be overly aggressive. Psychologists look at job-relevant risk factors that include mental or emotional issues that have been shown to interfere with police work. In San Diego, psychological screenings are conducted by one of two SDPD-contracted psychologists. PERF XXXX interviewed both psychologists currently used by the SDPD. Prior to attending the psychological interview, SDPD applicants fill out three questionnaires. The SDPD currently uses the Minnesota Multiphasic Personality Inventory-2 (MMPI-2), the 16PF Personality Questionnaire, and a personal history form. Each questionnaire is reviewed by the psychologist prior to meeting with the applicant. Police departments in the United States use a variety of standardized psychological questionnaires; the MMPI-2 and 16PF are widely used and are considered a standard practice. The tests are recognized as effective tools to assess various personality traits and gauge suitability for law enforcement professions. In the SDPD, rather than being graded on a scale, the psychological review yields yes or no answers as to hiring suitability. Applicants are permanently disqualified if the psychologist determines that there are factors present that indicate that the applicant is not suitable. But interviews conducted by PERF XXXX indicated that not all of the information gathered up to this point of the background investigation is provided to the psychologists for consideration. For example, information from job references and pre-polygraph or other questionnaires is not provided. Nor are the results of polygraph examina- tions provided, including specific questions that yielded a significant response (deception). At the conclusion of the psychological interview, the psychologist forwards a recommendation for hire or dis- qualification information to the Recruiting Unit. If an applicant is recommended for hire, he or she will receive a pre-employment orientation by the assigned background investigator. This allows the applicant to learn about the department, training expectations, and equipment needs. After the applicant passes both the medical and the psychological screening, the SDPD forwards all names to the San Diego Human Resources Department, which verifies that the applicant passed all required tests and issues him or her a city certification number. Once hired, recruits receive the city’s new hire orientation that is conducted a day prior to the police training start date.

CRITICAL RESPONSE TECHNICAL ASSESSMENT REVIEW. ‌ Police Accountability—Findings and National Implications of an Assessment of the San Diego Police Department such as unwillingness to follow rules, friction with supervisors, lack of initiative, alcohol abuse, or behavioral traits that indicate a tendency to be overly aggressive. Psychologists look at job-relevant risk factors that include mental or emotional issues that have been shown to interfere with police work. In San Diego, psychological screenings are conducted by one of two SDPD-contracted psychologists. PERF interviewed both psychologists currently used by the SDPD. Prior to attending the psychological interview, SDPD applicants fill out three questionnaires. The SDPD currently uses the Minnesota Multiphasic Personality Inventory-2 (MMPI-2), the 16PF Personality Questionnaire, and a personal history form. Each questionnaire is reviewed by the psychologist prior to meeting with the applicant. Police departments in the United States use a variety of standardized psychological questionnaires; the MMPI-2 and 16PF are widely used and are considered a standard practice. The tests are recognized as effective tools to assess various personality traits and gauge suitability for law enforcement professions. In the SDPD, rather than being graded on a scale, the psychological review yields yes or no answers as to hiring suitability. Applicants are permanently disqualified if the psychologist determines that there are factors present that indicate that the applicant is not suitable. But interviews conducted by PERF indicated that not all of the information gathered up to this point of the background investigation is provided to the psychologists for consideration. For example, information from job references and pre-polygraph or other questionnaires is not provided. Nor are the results of polygraph examina- tions provided, including specific questions that yielded a significant response (deception). At the conclusion of the psychological interview, the psychologist forwards a recommendation for hire or dis- qualification information to the Recruiting Unit. If an applicant is recommended for hire, he or she will receive a pre-employment orientation by the assigned background investigator. This allows the applicant to learn about the department, training expectations, and equipment needs. After the applicant passes both the medical and the psychological screening, the SDPD forwards all names to the San Diego Human Resources Department, which verifies that the applicant passed all required tests and issues him or her a city certification number. Once hired, recruits receive the city’s new hire orientation that is conducted a day prior to the police training start date.