Police Selection

Selection Strategy

“Selecting-in” police applicants who demonstrate the qualities necessary to be successful on the job is one strategy some psychologists use to evaluate applicants' suitability for law enforcement training. A job-task analysis, usually performed by industrial-organizational psychologists, is one way psychologists obtain select-in information about necessary job skills and traits to perform them. The evolving nature of policing, however, can lead to selecting in applicants who have “no-longer-needed skills” and traits to perform the job well. Though some psychologists use select-in criteria to accept police applicants, there is a lack of consensus among police and community stakeholders on the qualities needed to be successful in the police profession. There is more agreement on the unwanted qualities of police applicants.

In practice, the selection of suitable police applicants often involves screening out those applicants who demonstrate undesirable police characteristics. Psychologists are concerned with mental stability because an unstable officer, not surprisingly, is more likely to perform poorly on the job than a stable one. Empirical evidence suggesting that a screening-out focus best predicts which candidates are more likely to experience on-the-job difficulties falls short of being consistent.

Today, many psychologists use an evaluation strategy that screens out psychopathology and selects in ideal police characteristics. Their select-in and screen-out procedures must (a) adhere to ethical principles and standards of practice, (b) focus on applicants' ability to perform necessary job functions, (c) avoid clinical diagnoses, and (d) use objective and validated tests that specify what police functions they intend to [Page 585]measure. Psychologists must carry out select-in and screen-out procedures that include evaluations of mental health in accordance with the Americans with Disabilities Act, and only after a conditional offer of employment to the police applicant. Prior to conditional offers, psychologists can use personality tests and other methods that do not include evaluations of mental health. Both conditionaland preconditionaloffer psychological evaluations, however, focus on screening for suitable applicants.

Psychological Tests

The Minnesota Multiphasic Personality Inventory (MMPI), the California Psychological Inventory (CPI), and the Inwald Personality Inventory (IPI) are the psychological tests commonly used for screening police applicants. The MMPI and the CPI are general self-report, paper-and-pencil, personality inventories used to assess the relatively stable characteristics of applicants. They tap a number of dimensions thought to make up a police applicant's personality, which can affect his or her on-the-job performance. The MMPI is a clinical instrument designed to measure dimensions of deviant personality and maladaptive behavior. It is composed of 550 true-or-false items. Above-average scale scores suggest a greater probability of having job performance problems. Some empirical support has linked MMPI scores with police performance ratings and disciplinary actions such as termination and suspension from duty. Authors have updated and restandardized the original MMPI; its current version is the MMPI–2.

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