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Psychological
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Pre-employment Evaluation
Psychologists have been involved in the screening and selection process for years. World War II and the Selective Service Act witnessed the development of more reliable psychological tests and procedures for the selection of military personnel. The process has continued and more recently has extended to the pre-employment process for persons with public safety positions. The areas receiving most attention recently have been Law Enforcement, and Fire and Rescue Personnel (Emergency Medical Technicians). There has also been an extension to other personnel areas with high levels of sensitivity and risk pertaining to public safety, including a range of medical personnel, not only Emergency Medical personnel (Emergency Medical Technicians, Paramedics) but also other direct care medical personnel, including doctors, nurses and other medical/technical support staff (e.g. laboratory personnel). In pre-employment evaluations, Dr. Mullaly uses a series of screens to determine if an individual is fit for the current position. This screening includes: interviews, reference tests, psychological tests. Dr. Mullaly differentiates himself in this area by starting the consultation by interviewing each candidate about their character. He talks with them about their family tradition, and sense of duty as it relates to their chosen profession. Dr. Mullaly sets a high bar of necessary competence for certain professions such as: police, EMT, emergency room doctors, etc. Dr. Mullaly's experience has taught him that he cannot evaluate performance as, say a surgeon – but he can look at psychological components that could reduce training supervision and experience. Pre-employment Evaluation Case Study: Dr. Mullaly was presented with a pilot who was recently divorced, not sleeping well and having symptoms of depression. The pilot was also having frequent crying episodes and stated he did not want to be on a plane. The airline he worked for sent the pilot to a famous clinic – because they thought his symptoms were malingering, that the pilot's symptoms were a secondary gain. After evaluating the pilot, Dr. Mullaly realized that the pilot makes a large amount of money flying, and it was in his best interest to remain flying. Therefore, it was not a secondary gain for the pilot to not fly. The fact was, the pilot did not feel safe flying, therefore, in Dr. Mullaly's opinion, after his thorough evaluation, the pilot was not fit for duty. Although the pilot was competent in education, training and experience, his state of mind said: "I cannot concentrate, and if there is a problem I am not confident that I will be able to land the plane safely." Dr. Mullaly determined the pilot was not fit psychologically – thoughts, feelings, actions. This was a comprehensive assessment that ends in professional opinion rendered under authority of reasonable certainty. (reasonable opinion = nobody is perfect, but can support certainty). |
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