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 …
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POST Personality-Based Competencies – Social Competence
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 …
Candidate’s Personal History Information during the Hiring Process
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 …
Assessing Bias Using the POST Bias Assessment Framework
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 …
Negative Psychological Indicators the NYPD Looks for in Candidates
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 …
Positive Psychological Indicators NYPD Looks for in Candidates
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 …
POST Psychological Screening Dimensions
Candidates often wonder what guidelines the NYPD Psychologist uses when deciding if an applicant is psychologically unsuitable. There are ten (10) dimensions that are considered in the final set of the POST Peace Officer Psychological Screening. These ten Dimensions include: Read More …
NYPD Acquisition of Candidate Health Records
In accordance with POST Commission Regulation 1955(e)(5), the NYPD has the right to request a candidate’s psychological records when warranted. A history of mental health treatment, including psychopharmacological treatment (e.g., antidepressants, anxiolytics, mood stabilizers, stimulants), or a history of mental Read More …
Candidate Social Media Checks
SOCIAL MEDIA MATTERS… THIS STATEMENT CANNOT BE EMPHASIZED ENOUGH It is imperative that every candidate know and understand that they will be subject to social media searches (i.e. statements, postings, and/or endorsements you may have made), including bias-relevant information consistent Read More …
Correction Officer Psychological Screening
For those interested in a job with the New York State Department of Correctional Services, there is information online regarding the psychological screening program for correction officer trainee candidates which covers an overview of the screening program, lists the psychological tests Read More …