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Forensic Psychology -Testing and Psychological Evaluations
Objective, actuarially-based information is critical in forensic examinations, no matter the setting they are used for. Direct and objective interviews, with a longitudinal historical approach in addition to current behaviors/issues is just the beginning.
The tests we use, commonly fall into five categories:
- Social and Moral
- Effort and Motivation
Successful outcomes require an orchestrated effort between the employee, the employee’s mental health provider, and us, the Occupational Health Psychologists. Problems such as excessive disability leave, poor interpersonal adjustment, chronic poor work performance, addictive behaviors, aggression or bully-like behaviors create unsafe working conditions for the employee(s) as well as employers. Amidst the 21st Century, there is no reason, nor any time to gamble with chance.
Employment Related Tests and Selection Procedures
Hiring is a tricky business! With the globalization of the workforce, and the scales of economy, organizations can no longer hire purely for tasks but rather for competencies. Whether a c-level executive, division lead, sales representative, public figure, top security or financial decision-maker, there are a multitude of competencies that go beyond the resume. Everyday, Human Resources staff from various business sectors and industries rely on us to help guide their selection process. Having a standard selection process is simply not going to offer a valid and reliable measure for you to locate that perfect someone, and paying recruiting firms top dollars is even riskier, considering they have a multitude of companies competing for the same qualified applicant. Why not utilize scientifically based methodologies and expert evaluations to hone in on that best fit individual who is really sold on your company brand and already knows what your strategic roadmap should be.
Fitness for Duty and Return to Work Readiness
Employees with mental health challanges can present complex issues for human resources departments, administrators, supervisors and disability claims representatives. In some situations, such as police and fire departments, mass transit companies, nuclear power facilities or construction projects involving dangerous equipment, unidentified, or untreated mental health issues can pose a direct threat to the safety of the employee or the public. Furthermore, no matter the type of organization, organizational effectivness, productivity and employee morale are and should always be maximized and mental health hygiene placed at the top of the list of priorities when it come to human resources strategies. Unfortunately, one of the biggest mistakes in the evaluation of mental health RTW issues is the exclusive reliance on the employee’s treatment provider. Well-meaning but vague or inaccurate statements on a performance appraisal can not only effect an organizations bottom line directly, but EEOC and the ADA Violations are not only committed by “those other organizations”; they are a result of very common confusions, usually well beyond the concentration of human resources department.