LEPS FAQ

What constitutes a "Conditional Offer of Employment?"
According to the Americans with Disabilities Act (1991) an employer may not require applicants to undergo medical (psychological) examinations or to disclose personal medical information until a conditional offer of employment is made. If the employer is subject to the ADA; and; if the psychological evaluation is administered prior toa conditional offer of employment, then; the timing of the administration of the psychological evaluation violates the ADA.

How long is the psychological evaluation valid?
Generally speaking, psychological evaluations are considered valid for 6 to 12 months. However, in high risk positions such as law enforcement, public safety and security, it is more prudent to reduce agency risk by using a standardized screening and selection process for ALL officers and critical personnel.

Is the Pre-Offer testing done before the "Conditional Offer of Employment" and is it worth the expense?
Yes. Pre-Offer testing is limited in scope but may provide valuable information that will reduce overall costs involved in your selection process. It is advisable to discuss the cost/benefit of each component of your screening process with your Police and/or Public Safety Psychologist and agency counsel. Depending on where in the selection process if you incorporate a pre-offer battery of test ou can expect to save as much as 25% of the overall costs involved in screening officer applicants. The earlier the battery of pre-offer test is placed in your process, the more you will experience savings. Significant savings result from the reduction of more costly and time consuming hurdles such as polygraph, background investigations and psychological evaluations.

Does a Pre-Offer battery of test violate ADA?
The Pre-Offery Battery of test is not a psychological evaluation -- According to the Americans with Disabilities Act (1991) an employer may not require applicants to undergo medical (psychological) examinations or to disclose personal medical information until a conditional offer of employment is made.

What credentials are required to provide psychological evaluations in Law Enforcement and Public Safety?
Except where allowed or permitted by law, only licensed or certified psychologists with specific training and competency in psychological test interpretation and law enforcement psychological assessment techniques should provide psychological evaluations for law enforcement or public safety agencies.

Should all officers and employees involved in a critical incident receive a debriefing?
This is a very controversial area not only in public safety but also ni mental health. Given the more sensitive nature of law enforcement and public safety employees the need to provide quality services to all public safety employees should be a priority. It is best to consult directly with your Police and/or Public Safety Psychologist and your agency Counsel before establishing any written policy.

One of my officers has been involved in a shooting, what is the first thing that should be done?
This is an extremely complicated issue and may require involvement from many levels of your agency administration and medical staff. Consider reviewing the IACP Police Psychological Services Section Guidelines for Officer Involved Shooting before making decisions and then consult with your Police and/or Public Psychologist and agency counsel to establish protocol.

What is a fitness-for-duty evaluation?
A psychological FFDE is a formal, specialized evaluation of an incumbent officer or employee that results from (1) objective evidence that the employee may be unable to safely or effectively perform a defined job and (2) a reasonable basis for believing that the cause may be attributable to psychological factors. The central purpose of an FFDE is to determine whether the employee is able to safely and effectively perform his or her essential job functions and should not be used as part of a disciplinary process.