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Dimension 6: Integrity/Ethics: Integrity/Ethics requires maintaining high standards of personal conduct, such as honesty, impartiality and trustworthiness, as well as abiding by laws, rules, regulations, and procedures, which also means: • Not abusing the system or using your position for Read More …

Dimension 5: Impulse Control/Attention to Safety: Impulse Control/Attention to Safety involves taking proper precautions and avoiding impulsive and/or unnecessarily risky behavior to ensure the safety of yourself and others. It includes the ability and mindset to think before acting – Read More …

Dimension 4: Conscientiousness/Dependability: Conscientiousness/Dependability involves diligent, reliable, conscientious work patterns, and performing in a timely, logical manner in accordance with rules, regulations and organizational policies. Conscientiousness/Dependability includes: • Carrying out assigned tasks thoroughly, timely and successfully to completion; • Maintaining Read More …

Dimension 3: Adaptability/Flexibility: Adaptability/Flexibility involves the ability to change course, with the capacity to quickly and easily adjust to many different and sometimes competing demands of the job. Adaptability/Flexibility consists of: • Appropriately shifting between various work roles, such as Read More …

Dimension 2: Teamwork: Teamwork involves working effectively with others to accomplish common goals, while putting your personal interests aside for the good of the group/organization. It also requires establishing and maintaining effective working relationships with coworkers, supervisors, clients, representatives and Read More …

Dimension 1: Social Competence: Social Competence involves communicating with others in a tactful and respectful manner, and showing sensitivity and concern in one’s daily interactions. Social Competence includes: • Ability to read people and be aware of how your words/behavior Read More …

During the course of the psychological evaluation, gaps or discrepancies in a candidate’s accounts of their occupational or personal history, including incidents involving potential acts of bias, may require clarification. It is important for candidates to understand that background investigators Read More …

The psychological suitability standard for peace officers requires the absence of any “emotional, or mental condition, including bias against race or ethnicity, gender, nationality, religion, disability, or sexual orientation, that might adversely affect the exercise of the powers of a Read More …

A great deal of peace officer psychological research focuses on identifying indicators of dysfunctional peace officer behaviors. Many counterproductive work behaviors (CWBs) have been targeted in studies, including but not limited to excessive force, sexual misconduct, sexual harassment, substance abuse, Read More …

A considerable amount of research focused on the identification of the psychological characteristics of successful peace officers. In general, the results of this research indicated that personality profiles of successful peace officers are reflective of a psychologically healthy person. In Read More …