Lecture 22 Flashcards
What is a public safety officer and who does it include?
An individual serving the community in an official capacity, which can be paid or unpaid. Includes
- police
- fire fighters
- emergency personnel
- correctional officers
Who is not considered a public safety officer?
Military
At what point in the interview process do individuals in the US see a psychologist for evaluation?
Once they have a conditional employment contract
Describe Screening IN
Looking for characteristics considered suitable for the job
Describe Screening OUT
Looking for undesirable characteristics and eliminating the individual from further consideration
Which of the screening processes is it better to be good at and why?
Screening OUT, screening in comes at the cost of discrimination
What are the California POST Dimension used for?
- Looking at suitability
- All dimensions must be met in the individual, without one they will not continue
State the 10 California POST Dimension levels
- Emotional Regulation and Stress Tolerance
- Avoiding Damaging and Excessive Risk-Taking Behaviour
- Impulse Control and Attention to Safety
- Assertiveness/Persuasiveness (extreme cases are problematic)
- Social Competence
- Teamwork
- Decision-making and judgement
- Adaptability and flexibility (very commonly failed)
- Conscientiousness/Dependability
- Integrity/Ethics
Describe a Job Analysis/Competency Assessment
Looks at how able the individual is to complete the tasks
If an individual has an undesirable but unrelated to the job characteristic, what is the course of action?
They cannot be marked down if the undesirable characteristic is not relevant
Describe a Psychological Test
Test of abnormal and normal functioning
Describe a Personal History Test
A formal background assessment, looking at records and past employment
Describe Situational Judgement Tests
Observing behaviour in-vivo, often using actors
Describe the use of Mental Health Records
- Mostly not available as the applicants wouldn’t have these
- Only focussing at the degree in which illness would impair the individual in the job
What is the purpose of a Clinical Interview?
Review/evaluate all the test results
Describe the process of Suitability Determination
- Generate interfering risk factors that would directly affect the individuals ability to do the job
- Identify mitigating factors
- Evaluate whether this warrants disqualification
Describe the issues in evaluation
- Individuals may underreport and engage in positive impression management (which is difficult to pick up on)
- Records/interviews may have inconsistencies
What are three examples of ‘Abnormal’ Functioning Tests?
- Minnesota Multiphasic Personality Inventory (MMPI-3_
- most frequently used for screening personnel - Personality Assessment Inventory (PAI)
- good validity for police officers - Million Clinical Multiaxial Inventory )MCMI)
- NOT APPROPRIATE as applying individuals don’t have conditions
