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The psychological suitability standard for peace officers requires the absence of any “emotional, or mental condition, including bias against race or ethnicity, gender, nationality, religion, disability, or sexual orientation, that might adversely affect the exercise of the powers of a peace officer”. When evaluating a candidate for explicit and/or implicit bias against a person or group of people (with actual or perceived characteristics), the Bias Assessment Framework provides a foundational, evidence-based structure.
The Bias Assessment Framework was designed to facilitate a 3 point method of structured professional judgment. It requires that the screening psychologist evaluate three targeted constructs: (1) biased behaviors, (2) biased attitudes, and, in the absence of clearly disqualifying behaviors and attitudes, then, (3) bias-relevant traits and attributes. The evaluator is also required to assess both “aggravating or facilitative” evidence (that is, findings that would likely increase the probability of the candidate engaging in future discriminatory or prejudicial behavior) and “mitigating or protective” evidence (findings that reduce the likelihood of acting in discriminatory ways).
For more information regarding the Bias Assessment Framework, click the link below:
Peace Officer Psychological Screening Manual
If you failed your NYPD Psychological Evaluation or have been disqualified for any reason and would like to schedule a free consultation, please contact Kevin Sheerin at 516 248 0040.
Email: kevin@sheerinlaw.com
Website: www.sheerinlaw.com
Blog: civilservice.sheerinlaw.com
Facebook: Law_Office_of Kevin_P._Sheerin
Twitter: @DQLawyer
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