The Assessment Process

The process starts when an agency refers a candidate to our office to complete psychological testing and a clinical interview with one of our providers. We ask that three hours be allowed for the testing to be completed and up to one hour for the clinical interview. These two components are typically completed in one day, however, if it is more convenient, the two components can be scheduled on separate days. We do our best to accommodate short notice and unexpected situations, and also provide clinical interviews via HIPAA compliant televideo if needed or desired. It should also be noted that testing can be completed remotely while the candidate is at the police or fire station in a secure and monitored situation. Additionally, the clinical interview can also be conducted at the agency’s site, especially if needing to test large numbers of people over a one to two day period. All clinical interviews conducted in person are audio/video recorded. Below is an outline of the testing process:

  • Candidate arrives at the appointed date and time to complete paperwork, including consent for evaluation and demographic/background information

  • Candidate completes various psychological testing, during which time candidate is allowed breaks as needed

  • Testing is scored and reviewed by the psychologist prior to the clinical interview

  • Clinical interview is conducted with the candidate, during which time candidate is reminded that no doctor-privacy relationship exists and any information discussed can be shared with the agency

  • Candidates are reminded that the evaluation is for the benefit of the agency and they will not receive any feedback about the evaluation process

  • Once the evaluation is completed, a written Recommended/NOT Recommended letter is provided within 24-48 hours and a full report is subsequently provided to the agency within the required timeframe

Availability and Clinical Expertise


Our psychologists are:

  • Always available for a phone call to discuss issues or questions with command staff

  • Well-versed in providing services in the forensic arena, including courtroom and depositional settings

  • Experienced in working with a variety of agencies: security firms, hospitals and colleges, law enforcement/public safety agencies, and fire departments, including rural, urban, and suburban

  • We provide evaluations to the private sector as well as municipal, county, state and federal agencies

  • Experienced and knowledgeable to provide informed decisions whether the candidate is a, armed security officer, court officer, correctional officer, police officer, SRO, deputy, dispatcher, firefighter, or someone needing security clearance

Choosing the Proper Assessments

At Clinical Associates, our Police Psychological Evaluations follow IACP best practices to ensure fair, reliable, and legally compliant assessments for law enforcement candidates. We conduct post-offer, pre-employment evaluations in accordance with California POST psychological screening dimensions, a widely accepted standard across agencies.

Our process includes:

  • Psychological Testing: Assessing normal and abnormal personality traits using validated tools such as the MMPI-3, MPQ and Shipley-2 as well as other tests as needed

  • Background Review: Evaluating agency-provided background investigations and candidate history through structured questionnaires. This can also include a review of polygraph results

  • Clinical Interview: Conducting a 30-60 minute structured interview after reviewing test results to gain deeper insights into suitability for the role.

We utilize a two-point grading scale (Recommended/Not Recommended) to provide clear, legally defensible results. Our psychologists are highly experienced, including board-certified specialists and active members of national police psychology organizations.

We do not disqualify candidates based on a single test score, ensuring a comprehensive and fair evaluation. For a detailed breakdown of our methods and different types of assessments, see our detailed guide here.

Wellness and Training


Our providers are experienced working with individuals in law enforcement and first responders of all types. Wellness and training services may include:

  • Psychoeducation about various topics: suicide, stress-related symptoms and behaviors, stress reduction, alcohol/substance use, sleep and shiftwork

  • Critical Incident Debriefing

    • Group setting or individual setting

    • Referrals for appropriate services can be made

  • Post-Shooting Consultations

    • Brief testing and clinical interview

    • Assess officer well-being

      Determine need for further support

  • Wellness Visits (30-min visits with officers- this is not therapy or an evaluation) and meets the criteria being put in place by statute in many states including Missouri

  • Individual, couple, or family therapy as needed

Fitness for Duty Evaluations


Our psychologists follow the guidelines of the IACP Psychological Services Division when completing Fit for Duty Evaluations. If there is cause to believe that a FFDE is appropriate, the department representative will speak with one of our psychologists to determine that there is adequate support to believe that a mental condition may be involved and a FFDE is appropriate, rather than discipline or other resolution for the behavior. Once that determination has been made, the FFDE will be scheduled. These evaluations are handled on a case-by-case basis consistent as need requires, and the focus of the evaluation will depend on the behaviors and symptoms of concern. These evaluations include:

  • Informed Consent

  • Background information from the department

  • Psychological testing (i.e., MMPI-3 or substance abuse measure as appropriate)

  • Clinical Interview

  • Collateral contact with the individual’s treating providers, if necessary

  • Brief report provided to the department so as to preserve privacy for the individual

  • Determination of whether the individual is fit for duty with or without restrictions, not fit for duty pending completion of intervention services, or not fit for duty and unlikely to ever be able to return to being fit for duty

Promotional Evaluations


Promotional evaluations provide additional and relevant information about the individual when being considered for special assignment, such as K-9 or SWAT, as well as for promotion to a higher rank. Our psychologists follow established guidelines for fairness, reliability, and job relevance. These evaluations assess candidates in various domains required for higher-ranking roles, including:

  • Leadership

  • Interpersonal Skills

  • Judgment and Decision-Making

  • Initiative

  • Personal Judgment

  • Accountability

The Assessment Process

  • Psychological testing

  • Review of background information

  • Structured clinical interview

    • Gather historical data

    • Assess situational judgment

  • Determination of recommendation

  • Report provided to the department detailing candidate strengths and areas of concern