Category: Uncategorized

A Candidate will not be disqualified by the NYPD simply because they have attended therapy/counseling. They will however, want to investigate the facts surrounding the therapy/counseling to better understand the circumstances which led the Candidate to seek therapy/counseling in the Read More …

The NYPD written testing is a full day of paperwork, administered in a group setting. Candidates should be prepared to complete autobiographical questionnaires, symptom inventories, and two lengthy objective personality inventory measures. The oral interview is a one-on-one evaluation with Read More …

Screening Psychologists are responsible for collecting, reviewing and integrating test data, personal history information (including pertinent medical records), and clinical interview data, which they then utilize to determine the suitability of a Candidate. Screening Psychologists must be careful to minimize Read More …

Candidates must be open and honest during their Psychological Interview. If the Interviewing Psychologist detects any type of deception, such deception could be viewed as grounds for Disqualification. While it may be assumed that deceptive people tend to be more Read More …

The length of a Candidate’s interview is based on the time the Psychologist needs to reach their goals and objectives. The entire interview process, from preparation (including review of the psychological test results, psychological history questionnaire, background investigation report, and Read More …

Candidates should be aware that psychological and relevant medical records will be obtained from their healthcare professionals, if warranted and obtainable. Approximately 25% of all Candidates have consulted with a psychological professional at some point in their life, and 1% Read More …

It is imperative that a Candidate be particularly thorough, consistent and accurate when providing their personal history throughout the NYPD Police Officer application process. The Psychologists, as well as other NYPD personnel who review the collected data will view a Read More …

The predictive accuracy of a Candidate’s test results depends not only on the validity of the test, but also on their responsiveness to items in the test (thoroughness), response consistency (attention), and test-taking approach (straightforwardness). Because of the high stakes Read More …

Candidates are generally not provided feedback or explanation regarding their assessment results, since the Psychological Screening Evaluations are used as an assessment tool for preemployment and/or security screenings, and providing such detailed information to disqualified Candidates could potentially: 1) undermine the Read More …