1. The LEO Preemployment Interview
COPPS 2018
St. Augustine, FL
Nathan D. Thompson, Psy.D.
Arizona Police Psychology, PLLC
Tempe, AZ

2. Screen out vs. Select in
“Whether targeting psychological stability or suitability, the purpose of POST-mandated peace officer psychological screening is to screen-out (deselect candidates who do not meet minimum statutory requirements and POST standards) as opposed to select-in (identify the best candidates from among those who are minimally qualified). “
CA POST, 2014

3. Positive Psychological Indicators
Agreeableness
Assertiveness/Extroversion
Conscientiousness/Responsibility/ Dependability
Emotional toughness (freedom from anxiety, hostility and psychological distress)
Flexibility/Adaptability
Independence/Achievement orientation
Integrity
Intellectual efficiency
Self-discipline/Self-control
Social confidence/Self-assuredness
Social sensitivity
Tolerance
Well-being
CA POST, 2014

4. Top dimensions rated by psychologists
Social Competence
Teamwork
Adaptability/Flexibility
Conscientiousness/Dependability
Impulse Control/Attention to Safety
Integrity/Ethics
Emotional Regulation/Stress Tolerance
Decision-Making/Judgment
Assertiveness/Persuasiveness
Avoiding Substance Abuse and Other Risk-Taking Behavior
CA POST, 2014

5. Counterproductive Work Behavior
Theft and related behavior
Destruction of property
Misuse of information
Misuse of time and resources
Unsafe behavior
Poor attendance
Poor quality of work
Alcohol use
Drug use
Inappropriate verbal actions
Inappropriate physical actions
Gruys & Sackett, 2003

6. The Interview
The preemployment interview is a crossbreed between a psychological interview and an employment interview.
Our job is to assess for mental and emotional conditions as well as personality traits and characteristics that are suitable for an LEO.
The interview is used to integrate information from testing and background by:
“Clarifying issues identified in the background report; in particular, distinguishing behavioral patterns and trends from isolated incidents of little, if any, psychological relevance;
“Clarifying and reconciling discrepancies or inconsistencies in information obtained in written test results, the background investigation and other life history information, detection-of-deception results, and medical findings; and
Verifying or disconfirming hypotheses regarding the candidate’s mental/emotional condition or maladaptive behaviors suggested by these other information sources.”
CA POST, 2014

7. Topics for the Interview
Education
Interpersonal conflict history
Employment
Developmental/psychosocial history that is job-relevant
Public safety experience
Relationship history
Military history
Psych treatment/evaluation hx
Driving record
Biases
Legal history
Gambling
Financial history
Tattoos
Alcohol use/abuse
Illicit drug use
CA POST, 2014

8. Typical structure of Interview
Informed consent
Conducted after psychological assessments completed
Review test data, background information, and any other collateral data
Conduct structured interview
Clarify information in background and on psychological assessments
Ask candidate if they have any questions or if there is anything they would like to add

9. Current Survey
Approximately 40 psychologists that conduct law enforcement preemployment interviews completed the survey
Goal was to understand what psychologists ask/do not ask during PEPEs
Important note – most psychologists gather information via a psychological assessment (PsyQ, PHQ, etc) and then clarify the information in an interview

10. Questions asked in survey
Alcohol use
Why do you want to be an LEO
Sexual development
Depression
Pornography use
Anxiety
Child pornography
SI/attempt
Current sexual activity
Financial history
Anger management
Stress management
Bias/tolerance
Hobbies
Acceptance of criticism
Social life
Firearms experience
History of learning disorders
Leadership skills
ADHD
Marijuana
Length of interview
Gambling
Types of ratings
Relationships with others
Info given to department
Work history
Length of report

11. Length of interview 20-30 minutes – 5% 30-45 minutes – 46%
2 hours – 5%

12. Rating scales provided to department
Pass/Fail – 28.9%
A, B, C or 1, 2, 3 – 28.9%
Both – 42.1%

13. Length of report 1 to 1.5 pages – 14% 2 to 3 pages – 25%
Page length ranged from ½ of a page to 12 pages

14. Questions about alcohol consumption

15. Sexual Issues Ask about sexual development
18.4% ask and 18.4% sometimes ask
56% ask about pornography use
Frequency – 34%
History of usage – 42%
Types of pornography viewed – 40%
47% ask about child pornography usage (13% sometimes ask)
15% ask about current sexual activity
Most questions asked include atypical sexual behavior (sex in public, sex at work, bestiatlity, paid sex, forced sex, and sexting)

16. Bias/Tolerance 72% ask about bias Questions include:
Views of women in LE
Black Lives Matter
Making assumptions about other people when you were wrong
Opinion about race and gender issues
Homosexuality
Comfort level in working with diverse populations

17. Ability to accept criticism
53% - yes
24% - no
24% - sometimes
Ask for examples
How do you respond to unfair criticism?

18. Firearms experience 55% - yes 37% - no 8% - sometimes Own a gun?
Have a CCW?
Ever had a bad experience with a firearm?
Training received

19. Gambling history Yes – 56% No – 26% Sometimes – 18% Frequency
Amount gambled
Recent history
Problems related to it
Gambling debt

20. Asking about relationships with others
Spouse/partner – 100%
Parents – 80%
Children – 77%
Friends – 66%
Healthy or unhealthy
What do you do together?
Aggression/conflict
How does your partner feel about you working as an LEO?

21. History Learning Disorders
76% - yes
11% - no
14% - sometims
IEP in school
Ever receive a diagnosis

22. History of ADHD Yes – 70% No – 19% Sometimes – 11%
Treatment/medication
What problems/symptoms do you have now?
How did/does it interfere with school/work?

23. Questions/Suggestions
What to do with the data?

24. References
Gruys, M. L., & Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International Journal of Selection and Assessment, 11(1),
California Commission on Peace Officer Standards and Training. (2014). Peace officer psychological screening manual.