Pre-Employment Psychological Evaluation Guidelines
Ratified by the IACP Police Psychological Services Section
Denver, Colorado, 2009
1. Purpose
1.1. The IACP Police Psychological Services Section developed these guidelines
for use by public safety agencies and individuals who are charged with the
responsibility of conducting defensible pre-employment psychological
evaluation programs.
2. Limitations
2.1. These guidelines are not intended to establish a rigid standard of practice
for pre-employment psychological evaluations. Instead, they are intended
to reflect the commonly accepted practices of the Section members and
the agencies they serve.
2.2. Each of the guidelines may not apply in a specific case or in all situations.
The decision as to what is or is not done in a particular instance is
ultimately the responsibility of each hiring agency and psychologist.
2.3. Nothing in these guidelines should be construed to discourage scientific
research, innovation, and/or use of new techniques that show promise for
helping hiring agencies identify, screen, and select qualified candidates.
Hiring agencies and psychologists who choose to use these practices may
wish to consult with legal counsel to assess the potential liability exposure.
2.4. These guidelines are written to apply to agencies within the jurisdiction of
the U.S. and, as such, may require modification for use by agencies in
other countries.
3. Definitions
3.1. For the purpose of these guidelines, a pre-employment psychological
evaluation is a specialized examination of an applicant’s psychological
suitability for a public safety position. These positions include, but are not
limited to, positions where incumbents have arrest authority or the legal
authority to detain and confine individuals.
3.2. Psychological suitability includes, at a minimum, the absence of job-
relevant mental or emotional conditions that would reasonably be expected
to interfere with safe and effective performance.
3.3. Under the terms of the Amer