POST Personality-Based Competencies – Conscientiousness/Dependability
Dimension 4: Conscientiousness/Dependability: Conscientiousness/Dependability involves diligent, reliable, conscientious work patterns, and performing in a timely, logical manner in accordance with…
POST Personality-Based Competencies – Adaptability/Flexibility
Dimension 3: Adaptability/Flexibility: Adaptability/Flexibility involves the ability to change course, with the capacity to quickly and easily adjust to many…
POST Personality-Based Competencies – Teamwork
Dimension 2: Teamwork: Teamwork involves working effectively with others to accomplish common goals, while putting your personal interests aside for…
POST Personality-Based Competencies – Social Competence
Dimension 1: Social Competence: Social Competence involves communicating with others in a tactful and respectful manner, and showing sensitivity and…
Candidate’s Personal History Information during the Hiring Process
During the course of the psychological evaluation, gaps or discrepancies in a candidate’s accounts of their occupational or personal history,…
Assessing Bias Using the POST Bias Assessment Framework
The psychological suitability standard for peace officers requires the absence of any “emotional, or mental condition, including bias against race…
Negative Psychological Indicators the NYPD Looks for in Candidates
A great deal of peace officer psychological research focuses on identifying indicators of dysfunctional peace officer behaviors. Many counterproductive work…
Positive Psychological Indicators NYPD Looks for in Candidates
A considerable amount of research focused on the identification of the psychological characteristics of successful peace officers. In general, the…
POST Psychological Screening Dimensions
Candidates often wonder what guidelines the NYPD Psychologist uses when deciding if an applicant is psychologically unsuitable. There are ten…
NYPD Acquisition of Candidate Health Records
In accordance with POST Commission Regulation 1955(e)(5), the NYPD has the right to request a candidate’s psychological records when warranted.…
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